We are a company of approximately 5 employees - 4 exempt and 1 non exempt - We have a 32 hour workweek and have 2 lobbyists. I recently began receiving timesheets that included summaries of hours worked and comp time earned. A red flag has gone up - Our offices are very flexible and compensation/benefits are extremely generous - Our manual clearly outlines "work schedules for exempt employees vary and may require frequent night and weekend work - they are allowed flexibility in their work schedules subject to approval of Ex. Dir.

Under normal circumstances I would not be alarmed however the employee in the month prior to beginning to turn in timesheets with the new comp time summaries had a few HR issues. Should I address the new notes to the timesheets? Does my employment policy cover me from any possible claims of overtime? Because we are so small should I worry about gray areas of exempt/non exempt?

Any opinions or guidance would be greatly appreciated.:confused:

If you are talking about your exempt employees, there is no legal requirement to provide comp time. If your organization does not offer it, then tell your employees so, but I'm wondering if someone told them to start doing it.

Regarding your nonexempt employee, comp time is not allowable in lieu of cash overtime unless you are a governmental entity, such as a city, state or county.

Thank you so much - I guess now would be a good time to let them know it came to our attention and that they should revisit the manual - just wanted to make sure I wasn't going crazy. Have a great day!