Overtime...

[MRRBEST]

Also posting this in the New York section.

Just curious how some of the other larger departments handle their overtime for Officers.

If a current Officer could respond, preferablly PM for obvious reasons, I'd be curious as to how other departments handle assigning their overtime.

More or less, also looking for a way that works, for a larger organization, that I might be able to offer as a suggestion to others.

Our system works, and it is what it is, but there has to be a better way....
Needless to say, its a little bit difficult at times to sign up.

Any private messages are appreciated,
Thanks...

[barkalot]

I'm not sure what exactly you are looking for and have never worked for a larger department, but I'll throw these comments into the mix anyway:

1) One department I worked for paid straight time for the first two hours worked above the 84 hours typically scheduled per every 14 days. This was apparently due to the FLSA saying peace officers could work up to 86 hours in a 14 day pay period. I always felt just because the city COULD do something like this didn't mean they should. I was always annoyed having to stay late and be paid straight time.

2) I have heard one department in California uses a computer system to assign overtime. The overtime is announced at a certain time of day and officers place their names into the system. The computer spits out who works what shifts. This way there is no favoritism.

3) My understanding is that FLSA requires any incentive pay an officer might receive to be calculated into their overtime rate. Typically departments list pay by the month. This is usually divided by 2080 (I think) which is the usual number of hours an officer works. This provides an hourly rate for the purpose of multiplying it times 1.5 for the overtime rate of pay. If an officer gets incentive pay, say for K9, education, POST certification, etc., that amount must be accounted for in the overtime rate. Many departments are not aware of this and it can result in a significant loss of income.

4) Since FLSA is federal law, a local government cannot violate it in their MOU. The MOU can go beyond FLSA but cannot negate it.

[MRRBEST]

Perhaps I should have been more specific. I'm not concerned with the amount of pay or even how the pay is calculated. More or less, just like your second response above. The method that Officers can sign up for overtime is what I'm interested in. I'm just looking to compare how other departments have their overtime setup so Officers can sign up. This way, if there is something that is much better and not too difficult to switch over to or try, I could offer it as a suggestion.

Please keep the responses to Private Messages though.
And thanks for the responses already.
If you could, could you please either mention the department or department size in the private messages....

Thanks...