{"id":194567,"date":"2021-06-08T16:22:24","date_gmt":"2021-06-08T20:22:24","guid":{"rendered":"https:\/\/www.attendancebot.com\/blog\/?p=194567"},"modified":"2025-06-17T13:54:45","modified_gmt":"2025-06-17T17:54:45","slug":"comp-time","status":"publish","type":"post","link":"https:\/\/www.attendancebot.com\/blog\/comp-time\/","title":{"rendered":"The Comprehensive Comp Time Guide"},"content":{"rendered":"<p><span style=\"font-weight: 400;\">Everyone works extra hours once in a while, your employees are no different. According to US federal law, any extra hour worked equates to <a href=\"https:\/\/www.sage.com\/en-us\/blog\/glossary\/what-is-time-and-a-half\/\" target=\"_blank\" rel=\"noopener\">an hour and a half<\/a>, normally known as <a href=\"https:\/\/www.attendancebot.com\/blog\/overpaying-for-overtime-prevent-it\/\" target=\"_blank\" rel=\"noopener\">overtime<\/a>.\u00a0<\/span><span style=\"font-weight: 400;\">But, there is another option as well. Comp time or compensatory time off is an alternative the employee can take if the organization allows it.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">In this blog, we will be talking all about what is comp time, how comp time works, comp time vs overtime, time and a half pay, and a lot more. Consider this your complete guide to comp time and other auxiliary terms in the US context.<\/span><\/p>\n\n<h2><span style=\"font-weight: 400;\">What is Comp Time?<\/span><\/h2>\n<div class=\"lyte-wrapper fourthree\" style=\"width:960px;max-width:100%;margin:5px auto;\"><div class=\"lyMe\" id=\"WYL_FkYk_Pj6Css\"><div id=\"lyte_FkYk_Pj6Css\" data-src=\"https:\/\/blog.attendancebot.com\/wp-content\/plugins\/wp-youtube-lyte\/lyteCache.php?origThumbUrl=%2F%2Fi.ytimg.com%2Fvi%2FFkYk_Pj6Css%2Fhqdefault.jpg\" class=\"pL\"><div class=\"tC\"><div class=\"tT\"><\/div><\/div><div class=\"play\"><\/div><div class=\"ctrl\"><div class=\"Lctrl\"><\/div><div class=\"Rctrl\"><\/div><\/div><\/div><noscript><a href=\"https:\/\/youtu.be\/FkYk_Pj6Css\" rel=\"nofollow\"><img loading=\"lazy\" decoding=\"async\" src=\"https:\/\/blog.attendancebot.com\/wp-content\/plugins\/wp-youtube-lyte\/lyteCache.php?origThumbUrl=https%3A%2F%2Fi.ytimg.com%2Fvi%2FFkYk_Pj6Css%2F0.jpg\" alt=\"YouTube video thumbnail\" width=\"960\" height=\"700\" \/><br \/>Watch this video on YouTube<\/a><\/noscript><\/div><\/div><div class=\"lL\" style=\"max-width:100%;width:960px;margin:5px auto;\"><\/div><\/p>\n<p><span style=\"font-weight: 400;\">Compensatory time off is the time off given to employees in lieu of extra hours worked. It is compensation in kind for the extra hours. For instance, if an employee has worked on a weekend or on a federal holiday, they are entitled to comp time for that many working hours.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Employees request comp off in exchange for the overtime they did. Note that overtime here refers to the extra hours worked and not the legal term for the monetary compensation.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">If you as an employer wish to grant comp off in lieu of overtime, you should have a leave policy stating the same. Comp offs can be a part of various types of leaves, with specific conditions listed out, on when the employee can avail it.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Comp time is a great way to include flex time in your leave policy. <a href=\"https:\/\/www.attendancebot.com\/blog\/compensatory-off-made-easy\/\">Compensatory time off<\/a> gives the employees the leverage of being flexible with respect to their work hours. It also provides the organization with resources on off days, without any additional cost.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">An employee can avail comp time off after putting in a request to the manager. With comp off, the employee can work on any holiday and take a day off for it. The employee can take the comp off either in advance or later on, depending on the organization\u2019s policy.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Comp off is affected by three factors:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Federal laws or state laws<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Whether the organization is a public or private entity<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Whether the employee is exempt or nonexempt\u00a0<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">Let\u2019s start with the third factor. What would be the eligibility criteria for comp off both in the case of exempt and nonexempt employees?<\/span><\/p>\n<h2><span style=\"font-weight: 400;\">Who is Eligible?<\/span><\/h2>\n<p><img loading=\"lazy\" decoding=\"async\" class=\"alignnone size-full wp-image-194641\" src=\"https:\/\/blog.attendancebot.com\/wp-content\/uploads\/2021\/06\/62233652-96F5-4529-8A8D-CE33B47DF584.jpeg\" alt=\"Comp time off\" width=\"1920\" height=\"1371\" srcset=\"https:\/\/blog.attendancebot.com\/wp-content\/uploads\/2021\/06\/62233652-96F5-4529-8A8D-CE33B47DF584.jpeg 1920w, https:\/\/blog.attendancebot.com\/wp-content\/uploads\/2021\/06\/62233652-96F5-4529-8A8D-CE33B47DF584-300x214.jpeg 300w, https:\/\/blog.attendancebot.com\/wp-content\/uploads\/2021\/06\/62233652-96F5-4529-8A8D-CE33B47DF584-1024x731.jpeg 1024w, https:\/\/blog.attendancebot.com\/wp-content\/uploads\/2021\/06\/62233652-96F5-4529-8A8D-CE33B47DF584-768x548.jpeg 768w, https:\/\/blog.attendancebot.com\/wp-content\/uploads\/2021\/06\/62233652-96F5-4529-8A8D-CE33B47DF584-1536x1097.jpeg 1536w, https:\/\/blog.attendancebot.com\/wp-content\/uploads\/2021\/06\/62233652-96F5-4529-8A8D-CE33B47DF584-100x71.jpeg 100w, https:\/\/blog.attendancebot.com\/wp-content\/uploads\/2021\/06\/62233652-96F5-4529-8A8D-CE33B47DF584-630x450.jpeg 630w, https:\/\/blog.attendancebot.com\/wp-content\/uploads\/2021\/06\/62233652-96F5-4529-8A8D-CE33B47DF584-1600x1143.jpeg 1600w\" sizes=\"auto, (max-width: 1920px) 100vw, 1920px\" \/><\/p>\n<p><span style=\"font-weight: 400;\">The difference between an exempt employee and a non-exempt employee is explained well in the FLSA or <a href=\"https:\/\/ofm.wa.gov\/state-human-resources\/compensation-job-classes\/compensation-administration\/fair-labor-standards-act-flsa\" target=\"_blank\" rel=\"noopener\">Fair Labor Standards Act<\/a>.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">As per the law, non-exempt employees are those who are entitled to overtime pay if their work hours exceed a certain limit. Legally, the limit is <a href=\"https:\/\/www.attendancebot.com\/blog\/40-hour-work-week\/\" target=\"_blank\" rel=\"noopener\">40 hours<\/a>, and they should be paid at least 1.5 times their normal wage for the extra hours worked.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">On the other hand, <a href=\"https:\/\/www.attendancebot.com\/blog\/exempt-employee\/\" target=\"_blank\" rel=\"noopener\">exempt employees<\/a> are those who are not covered by any such legal obligations. In other words, exempt employees are exempt when it comes to getting overtime (pay).<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Mostly, nonexempt employees are blue-collared workers and nonexempt positions are occupied by white collared ones.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">What does this mean when it comes to deciding who gets a comp off and who does not?<\/span><\/p>\n<p><span style=\"font-weight: 400;\">As you may have figured out, nonexempt employees are the ones who get compensatory time off instead of overtime pay. However, comp time for exempt employees may or may not be available, depending on the comp time policy of the organization.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Whether an employee is salaried or an hourly one also defines their eligibility for comp time off. Salaried employees are those who receive a fixed weekly wage from the company, whereas for hourly employees, the pay differs based on hours worked.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Employees with a fixed salary usually get comp time off as they are eligible for paid time off. On the other hand, the employer pays a higher rate, usually time and a half, to the hourly employees if they work over and above the stipulated number of hours. For instance, if the policy states that they have to work for 30 hours a week at the rate of 30$ per hour and they work for 40 hours, they would be paid 30$ for each of the 30 hours and 45$ for each of the extra 10 hours worked. It\u2019s a mandate and it is illegal to not pay. However, the organization may have the policy to replace overtime with comp time off.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">The bottom line is that nonexempt and salaried employees are eligible for comp time off while exempt and hourly employees are generally not.<\/span><\/p>\n<h2><span style=\"font-weight: 400;\">How is Compensatory Time Off Different from Other Types Work Arrangements?<\/span><\/h2>\n<p><span style=\"font-weight: 400;\">Compensatory time off is one of the few work arrangements where an employer compensates the employee if the latter works for extra hours. Here are the other work arrangements and how comp time off is different from them.<\/span><\/p>\n<h3><span style=\"font-weight: 400;\">Comp Time vs Overtime<\/span><\/h3>\n<p><span style=\"font-weight: 400;\">Let\u2019s start with the most common one, overtime pay. Overtime pay is a time and a half pay or 1.5 times the usual pay. Employers offer it if the employees work over the legal limit of 40 hours a week.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Comp time off is an alternative that is offered to them, depending on the company&#8217;s comp time policy or leave policy. Keep in mind that employers pay comp time in lieu of overtime pay.<\/span><\/p>\n<h3><span style=\"font-weight: 400;\">Comp Time vs Flex Time<\/span><\/h3>\n<p><span style=\"font-weight: 400;\"><a href=\"https:\/\/www.attendancebot.com\/blog\/flexime-work-schedule\/\" target=\"_blank\" rel=\"noopener\">Flex time<\/a> refers to a concept wherein the employees get to decide their work hours so that they can manage their work and life better. Alternatively, employers can also give it within the same workweek to compensate for the additional hours. Flex time is usually observed by companies who have fluctuating operational demands.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">On the other hand, employers give comp time in the form of extra leaves that the employees get if they have worked for extra hours. Although comp time can help introduce an element of flexibility for employees, it is different from flex time.\u00a0<\/span><\/p>\n<h3><span style=\"font-weight: 400;\">Comp Time vs Credit Hours<\/span><\/h3>\n<p><span style=\"font-weight: 400;\">An employer can give comp time off to the employees when the latter work above and beyond the hours they are supposed to work on. It is a compensatory time off which they can also give in lieu of overtime, depending on the organization\u2019s policy. Usually, employers give comp off when the employee works extra hours as an obligation<\/span><\/p>\n<p><span style=\"font-weight: 400;\">On the other hand, employers give credit hours when the employee works voluntarily, over and above the hours they are supposed to work for. Further, credit hours are only eligible after the supervisor\u2019s approval and when the employee has a flexible work schedule.<\/span><\/p>\n<h3><span style=\"font-weight: 400;\">Comp Time vs PTO<\/span><\/h3>\n<p><span style=\"font-weight: 400;\"><a href=\"https:\/\/www.attendancebot.com\/blog\/unlimited-pto\/\" target=\"_blank\" rel=\"noopener\">Paid time off<\/a> is different from comp time offs. Paid time off refers to a set of leaves that the company provides to the employees without any loss of pay. The company leave policy specifically mentions the number of PTOs an employee is entitled to. On the other hand, you cannot define comp time off beforehand. It depends on the work situation and the number of extra hours worked, and both the factors are dynamic in nature.<\/span><\/p>\n<h2><span style=\"font-weight: 400;\">When to Choose Comp Time Over Overtime?<\/span><\/h2>\n<p><span style=\"font-weight: 400;\">When your overtime starts to eat into your finances, that\u2019s the time when you should give preference to comp time off and promote it internally so that the employees opt for it. This happens when the overtime is unplanned and haphazard, leading to more problems than solutions.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Some of the visible issues with overtime that you can notice as an HR are:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Favoritism and bias<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Profit depletion from the C-suite\u2019s perspective<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Manages to struggle to allocate overtime hours<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Employee burnout<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">Here are also some of the reasons you may have ineffective overtime, leading you to opt for comp time:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Check if you have enough staff to cover the quantum of work. Overtime should be an exception and not a norm.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">If your staff is unproductive during the usual hours and working overtime because of that, you need to figure out a way to increase their productivity via training or better technology.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Your company should not encourage an overtime culture.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Overtime happening without approvals can be a major hindrance. Ensure your leave policy covers this.<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">If not overseen properly, your overtime can eat into the labor costs and not contribute significantly to the company&#8217;s growth as well.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">These are the specific reasons why companies many times prefer comp time off over overtime pay. Here\u2019s how the problem of unmonitored and unplanned overtime can be solved.<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Revise your leave and overtime policy, and include the option of comp time off<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Communicate expectations and limitations of overtime to the employees<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Monitor the productivity and ensure employees are not pushing themselves over the edge and burning out to earn overtime<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Use time tracking software to monitor performance and prevent employee time theft<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">Overtime pay is a good option, but many times leads to more costs than benefits. Comp time off can help prevent this issue as it involves no additional costs. However, the employer would still need to monitor the system so that employees do not work extra unnecessarily to gain a comp off.<\/span><\/p>\n<h2><span style=\"font-weight: 400;\">How Does Compensatory Time Off Work for the Private Sector?<\/span><\/h2>\n<p><img loading=\"lazy\" decoding=\"async\" class=\"alignnone size-full wp-image-194642\" src=\"https:\/\/blog.attendancebot.com\/wp-content\/uploads\/2021\/06\/D0E80843-CD5D-4A27-BB44-7EB57F272B90.jpeg\" alt=\"Comp time off\" width=\"1920\" height=\"1280\" srcset=\"https:\/\/blog.attendancebot.com\/wp-content\/uploads\/2021\/06\/D0E80843-CD5D-4A27-BB44-7EB57F272B90.jpeg 1920w, https:\/\/blog.attendancebot.com\/wp-content\/uploads\/2021\/06\/D0E80843-CD5D-4A27-BB44-7EB57F272B90-300x200.jpeg 300w, https:\/\/blog.attendancebot.com\/wp-content\/uploads\/2021\/06\/D0E80843-CD5D-4A27-BB44-7EB57F272B90-1024x683.jpeg 1024w, https:\/\/blog.attendancebot.com\/wp-content\/uploads\/2021\/06\/D0E80843-CD5D-4A27-BB44-7EB57F272B90-768x512.jpeg 768w, https:\/\/blog.attendancebot.com\/wp-content\/uploads\/2021\/06\/D0E80843-CD5D-4A27-BB44-7EB57F272B90-1536x1024.jpeg 1536w, https:\/\/blog.attendancebot.com\/wp-content\/uploads\/2021\/06\/D0E80843-CD5D-4A27-BB44-7EB57F272B90-100x67.jpeg 100w, https:\/\/blog.attendancebot.com\/wp-content\/uploads\/2021\/06\/D0E80843-CD5D-4A27-BB44-7EB57F272B90-675x450.jpeg 675w, https:\/\/blog.attendancebot.com\/wp-content\/uploads\/2021\/06\/D0E80843-CD5D-4A27-BB44-7EB57F272B90-1600x1067.jpeg 1600w\" sizes=\"auto, (max-width: 1920px) 100vw, 1920px\" \/><\/p>\n<p><span style=\"font-weight: 400;\">For government employees, there is a legal obligation to provide comp time. They should, however, fulfill the following conditions:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">A union rep agreement<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Employees should avail comp hours in the same pay period in which they have worked for extra hours<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">The agreement between employer and employee regarding comp hours should happen before the latter works extra hours and not after it<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Employers should give comp time at a time and a half rate (much like overtime pay)<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">Now, the government sector is clear on comp time. But, what about the private sector? There are quite a few states that have allowed private-sector employees to go for comp time instead of overtime. Some states permit the use of comp time in the private sector for businesses not covered by the FLSA.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">For instance, Washington State allows comp time if the employee agrees to it.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">However, for most, FLSA has clearly directed the private sector employers to compensate their employees for the additional hours worked. That may vary from company to company, depending on the leave policy.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Ideally, it can be said that compensatory time off is not yet legal for the private sector. As per the federal and most state laws, private sector employers are under an obligation to pay overtime if their employees work extra hours.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">This flowchart on who is eligible for compensatory time off explains the federal rules quite clearly.\u00a0<\/span><\/p>\n<p><img loading=\"lazy\" decoding=\"async\" class=\"alignnone size-full wp-image-194568\" src=\"https:\/\/blog.attendancebot.com\/wp-content\/uploads\/2021\/05\/40121F37-FCA4-43B6-B921-14790396672E.jpeg\" alt=\"Comp time\" width=\"700\" height=\"1001\" srcset=\"https:\/\/blog.attendancebot.com\/wp-content\/uploads\/2021\/05\/40121F37-FCA4-43B6-B921-14790396672E.jpeg 700w, https:\/\/blog.attendancebot.com\/wp-content\/uploads\/2021\/05\/40121F37-FCA4-43B6-B921-14790396672E-210x300.jpeg 210w, https:\/\/blog.attendancebot.com\/wp-content\/uploads\/2021\/05\/40121F37-FCA4-43B6-B921-14790396672E-70x100.jpeg 70w, https:\/\/blog.attendancebot.com\/wp-content\/uploads\/2021\/05\/40121F37-FCA4-43B6-B921-14790396672E-315x450.jpeg 315w\" sizes=\"auto, (max-width: 700px) 100vw, 700px\" \/><\/p>\n<p><a href=\"https:\/\/clockify.me\/blog\/business\/compensatory-time\/\"><em>Image source<\/em><\/a><\/p>\n<h2><span style=\"font-weight: 400;\">Are There Any Penalties for Comp Time Violations?<\/span><\/h2>\n<p><span style=\"font-weight: 400;\">Not following the federal and respective state laws when it comes to comp time? You can be in serious trouble. Ensure that you follow the laws and stick to those, even if your employees push you otherwise. Or else, be ready for lawsuits. You may end up losing more than you would have otherwise spent in paying overtime.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">When it comes to paying overtime and deciding comp time, the US Department of Labor is the authority. Here are the penalties that you may have to pay if you break any of the laws.<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">A successful lawsuit against you may entail an amount double the wages owed, along with the legal fee<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Comp time violations can bring a hefty fine of $10,000 and additional ones if the violation is repeated<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Imprisonment<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">If you punish an employee for filing a lawsuit against you as they claim their unpaid wages, that may attract further fines and penalties<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">The DOL enforces further laws and rules about compensatory time off. It doesn\u2019t matter whether the violations are intentional or unintentional. The penalties are equally severe.<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">If the lawsuit is successfully prosecuted, the legal fee for the employees<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">The further fee for discriminating employees who file a lawsuit against the organization for comp time off and overtime law violations<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">If you are a repeat offender you may face jail time and a $1000 per infraction worth of penalty<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Twice the amount of back wages that you owe to the employees<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">As you can see, the penalties for breaking the labor laws related to comp time off and overtime are quite stringent, and rightly so. Be very careful while drafting your legal policies and refer to every single law written, whether federal or state. If and ever the prosecution happens, it won\u2019t matter whether or not you did it unintentionally.\u00a0<\/span><\/p>\n<h2><span style=\"font-weight: 400;\">Do You Need a Compensatory Time Off Policy?<\/span><\/h2>\n<p><span style=\"font-weight: 400;\">If you check all the boxes when it comes to the legalities, you should offer eligible employees the option of availing comp time off over overtime. Draft your policy carefully and communicate the norms and expectations so that no one takes advantage of the leaves. If implemented well, a comp off policy can save money and enhance productivity.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Does your company have a comp leave policy? What have you included there? Share how you implement comp offs in your organization and how well it sits with your respective state laws and the overall federal laws. You can connect with us at <a href=\"https:\/\/twitter.com\/harmonizehq\" target=\"_blank\" rel=\"noopener\">@HarmonizeHQ<\/a>.\u00a0<\/span><\/p>\n","protected":false},"excerpt":{"rendered":"<p>Everyone works extra hours once in a while, your employees are no different. According to US federal law, any extra hour worked equates to an&#8230;<\/p>\n","protected":false},"author":1,"featured_media":194640,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[6],"tags":[],"class_list":["post-194567","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-hr-best-practices"],"yoast_head":"<!-- This site is optimized with the Yoast SEO Premium plugin v24.8 (Yoast SEO v26.8) - https:\/\/yoast.com\/product\/yoast-seo-premium-wordpress\/ -->\n<title>The Comprehensive Comp Time Guide | Attendance Bot<\/title>\n<meta name=\"description\" content=\"Looking to include a comp time condition in your leave policy? 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