HomeMy WebLinkAboutItem C21 BOARD OF COUNTY COMMISSIONERS
COUNTY of MONROE Mayor Michelle Lincoln,District 2
The Florida. Keys Mayor Pro Tem David Rice,District 4
p Craig Cates,District 1
James K. Scholl,District 3
- Holly Merrill Raschein,District 5
Regular Meeting
May 20, 2026
Agenda Item Number: C21
26-19702
BULK ITEM: Yes DEPARTMENT: Employee Services
TIME APPROXIMATE: N/A STAFF CONTACT: Bryan Cook
AGENDA ITEM WORDING: Discussion and direction on the Clerk's advisory review letter
regarding current overtime policies under the Personnel Policies and Procedures Manual Section 5.02,
Overtime Work for Non-Exempt, Non-Emergency Response Employees and Section 5.04, Overtime
Work for Exempt Employees. TIME APPROXIMATE 11:00 A.M.
ITEM BACKGROUND: The Clerk's office provided an advisory review memorandum that
addressed two forms of overtime use within the BOCC departments. The first issue raised in regard to
how approved forms of leave count toward the 40-hour work week of non-exempt employees for the
purposes of calculating overtime beyond the 40-hour work week, under policy Section 5.02. This
policy is referenced in union contracts with International Associate of Firefighters, Local 3909 and
International Brotherhood of Teamsters, Local 769. Legal opinion is that any changes to 5.02 also
need to be collectively bargained with these two unions.
Attached is a breakdown of the 2025 overtime paid, by employee, with the approximate number of
weeks each employee took earned leave, while claiming overtime that same week. Employees
highlighted in the color of peach did not take overtime in the same week as taking earned leave. Upon
review of the data, it does not appear there has been overuse or abuse of the policy. This is
preliminary data provided by the Clerk of Courts.
The second issue raised in regard to overtime usage for exempt employees, under policy Section 5.04.
One change to this policy is needed to remove the reference to disaster response, which will eliminate
a potential conflict with the County's Emergency Response Pay Resolution. Other policy suggested
improvements to Section 5.04 include: requiring only the County Administrator to approve all exempt
overtime and provide more detailed examples of when exempt overtime could apply.
PREVIOUS RELEVANT BOCC ACTION: January 20, 2021: Approval of a Resolution amending
Personnel Policies and Procedures Manual to allow annual leave, sick leave, holidays, compensatory
time to count towards the 40-hour work week when calculating overtime pay for non-exempt
employees. June 21, 2023: Approval of a Resolution amending the Personnel Policies and Procedures
Manual to include Administrative Leave in Section 5.02 when calculating overtime pay for non-
exempt employees.
INSURANCE REQUIRED: N/A
CONTRACT/AGREEMENT CHANGES: N/A
STAFF RECOMMENDATION N/A
DOCUMENTATION:
Section 5.02 Overtime Work for Non-Exempt, Non-Emergency Response Employees
Overtime is generally an unbudgeted expense and should be approved prior to time worked.
A. STATEMENT OF POLICY
1. Overtime, whether compensated with cash or time off, must be approved by the Department Head or other
appropriate authority as stated in Administrative Instruction 4716 Series. The employment and work program
of each Department should be arranged so as to eliminate the necessity of overtime work except in emergency
situations.
2. Overtime is defined as work assigned and actually worked by any employee beyond the normal scheduled
work week.
3. Employees who work more than their normally scheduled hours will be paid at their straight-time rate of
pay for all hours worked up to and including forty(40)hours in a work week. Hours worked in excess of forty
(40)hours in a work week will be compensated as provided below.
4. Hours physically worked in excess of forty(40)hours in a work week will be paid at one and one-half
times their regular rate of pay or the employee will be granted compensatory time as described below in
section 5.02(A)(5)(b). The following leave types shall count towards the first 40 hours of an employee's
schedule as "time worked"for the purposes of calculating overtime or compensatory time:vacation time,
sick time, compensatory time,holiday time, administrative leave as defined in Section 8.01 (K)of this
manual if the leave is paid leave, and administrative leave as defined in the County's resolution regarding
compensation for emergency response work.
5. Compensatory time, if offered by the County, will be governed by the following conditions:a. Must be
authorized by the appropriate Department Head or other appropriate authority as defined in A. 1. above and
the employee must consent in writing to compensatory time in lieu of time and a half monetary compensation;
b. One and one-half hours of compensatory time will be granted for each hour of overtime worked,c.
Compensatory time may be "banked",-however, the maximum balance is 240 hours. When an employee has
accrued the maximum of 240 hours compensatory time, any additional overtime hours worked[i.e., over forty
(40))will automatically be paid at the time and one-half rate,d.An employee's reasonable request to utilize
accrued compensatory time will be considered;however, the County reserves the right to exercise control of
the use of time off based on workload and scheduling but only if such workload and scheduling constitutes an
undue burden on the County. Paying overtime to another employee to accommodate an employee's
compensatory time request is not an undue burden. e. Upon termination of employment, an employee will be
paid for all unused authorized compensatory time at a rate of compensation not less than: (1)the average
regular rate received by the employee during the last three years, or(ii) the final regular rate received by the
employee, whichever is higher.
5.04 Overtime Work for Exempt Employees
It is the general policy of Monroe County not to compensate for overtime those employees classified as
"exempt"from the Fair Labor Standards Act. However, an Assistant County Administrator or Department Head
designated by the County Administrator may approve compensation for overtime, either in compensatory time
or pay,for an exempt employee who has been required to work unusually large amounts of overtime, such as
during a disaster, etc.
Note:Section 5.04 is proposed for amendment as a separate resolution on today's BOCC agenda(May 20,
2026)
FINANCIAL IMPACT:
Effective Date:
Expiration Date:
Total Dollar Value of Contract:
Total Cost to County:
Current Year Portion:
Budgeted:
Source of Funds:
CPI:
Indirect Costs:
Estimated Ongoing Costs Not Included in above dollar amounts:
Revenue Producing: If yes, amount:
Grant:
County Match:
Insurance Required:
RESOLUTION NO. 001 -2021
A RESOLUTION OF THE BOARD OF COUNTY COMMISSIONERS
OF MONROE COUNTY, FLORIDA, APPROVING PROPOSED
CHANGE TO SECTION 5.02(A)(4)OF THE PERSONNEL POLICIES
AND PROCEDURES MANUAL(OVERTIME).
WHEREAS, Section 5.02 of the Personnel Policies and Procedures Manual (PPPM),
Overtime Work for Non-Exempt,Non-Emergency Response Employees, currently provides
that employees will only be paid overtime(time and a half)for hours physically worked, which
does not include vacation time, sick time, or holidays; and
WHEREAS, Section 5.02(A)(4) has created difficulty in scheduling employees to work
extra shifts and provide necessary coverage, particularly when weekend work is required and
particularly in weeks in which there is a holiday, because as written currently, it is likely that the
employee will only be paid straight time for the weekend shift.; and
WHEREAS, staff is requesting a change, to allow annual leave (vacation), sick leave,
holidays, and compensatory time to count toward regular time for purposes of calculating
overtime; and
WHEREAS, the Personnel Policies and Procedures Board has met, reviewed, and
approved the changes listed below;
NOW THEREFORE, BE IT RESOLVED BY THE BOARD OF COUNTY
COMMISSIONERS OF MONROE COUNTY,FLORIDA that:
1. Section 5.02(A)(4) of the Monroe County Personnel Policies and Procedures Manual shall be
amended to read as shown below:
[Language deleted is shown with 94ikethmug ; language added is shown with underlining.]
4.
-Hours j2hysicallX worked in excess o or 40 hours in
a work week will be paid at one and one-half tinges their regular rate of poor the employee
will be granted compensatory time as described below in section 5.02 A 5
b . Employees who use vacation time sick time compensatou time or when a holiday is
during a work week shall have their vacation sick compensatoa or holiday time count
towards the first 40 hours of their schedule as `time worked' or the pyrjNses o calculatin
overtime or compensatory time.
Pagel of 2
2. The above changes shall apply to all Monroe County Board of County Commissioners
employees.
3. This resolution shall be effective upon adoption by the Board of County Commissioners.
However, the change outlined in this resolution shall take effect on January 31,2021.
PASSED AND ADOPTED by the Board of County Commissioners of Monroe County,
Florida, at a regular meeting of said Board held on the 20th day of January A.D.,2021.
Mayor Michelle Coldiron Yes
Mayor Pro Tem David Rice Yes
Commissioner Craig Cates Yes
Commissioner Eddie Martinez Yes
l Commissioner Mike Forster Yes
irr
BOARD OF COUNTY COMMISSIONERS
KEVIN MADOK,Clerk OF MONROE ,r _
By: By:
As beputy Clerk Mayor
Approved as to form and content:
Monroe County Attorney's Office
January 25, 2021
rN13
ra �
Page 2 of 2
RESOLUTION NO. 193-2023
A RESOLUTION OF THE BOARD OF COUNTY COMMISSIONERS OF MONROE COUNTY,
FLORIDA,UPDATING THE PERSONNEL POLICIES AND PROCEDURES MANUAL:
SECTION 2.16(B) YEARS OF SERVICE PROGRAM; SECTION 4.10 TEMPORARY HIGHER
CLASSIFICATION; AND SECTION 5.02 (A) (4) OVERTIME WORK FOR NON-EXEMPT,
NON-EMERGENCY RESPONSE EMPLOYEES.
WHEREAS, Section 2.16 (B) of the Monroe County Personnel Policies and Procedures
Manual ("Manual") currently states that Monroe County has established a program to
recognize County employees who have been in the County Service for Five, Ten, Fifteen,
Twenty, Twenty-five, Thirty, and Thirty-five years; and
WHEREAS, Monroe County wishes to remove the Thirty-five years of service award
from Section 2.16 and change the awarded amounts for Five, Ten, Fifteen, Twenty,
Twenty-five, and Thirty years of service, including a Lucite desk clock at Thirty years of
service; and
WHEREAS, Section 4.10 of the Manual currently states that one or more
employees may be temporarily assigned duties/responsibilities of a vacant budgeted
position and receive a 3% increase; and
WHEREAS, Monroe County wishes to amend Section 4.10 to state that one or more employees
may be temporarily assigned duties/responsibilities of another budgeted position (due to
vacancy, leave of absence of the incumbent, or during training periods for newly hired staff) and
receive a 5% increase; and
WHEREAS, Section 5.02 (A) (4) of the Manual currently states that employees who use
vacation time, sick time, compensatory time, or when a holiday during a work week, shall have
their vacation, sick, compensatory or holiday time count towards the first 40 hour of their
schedule as `time worked' for the purposes of calculating overtime or compensatory time; and
WHEREAS, Monroe County wishes to amend Section 5.02 (A) (4) to include administrative
leave as defined in Section 8.01 (K) of Personnel Policies and Procedures Manual, if the leave is
paid leave, and administrative leave as defined in the County's resolution regarding
compensation for emergency response work and count towards the first 40 hour of their
schedule as `time worked' for the purposes of calculating overtime or compensatory time; and
WHEREAS,this Resolution will approve the requested changes to the Personnel Policies and
Procedures Manual that have been voted and approved by the Personnel Policies and
Procedures Committee on April 26, 2023; and
WHEREAS, this Resolution and the policy changes within this Resolution will be effective as
of July 16, 2023 to allow time for system configuration.
NOW, THEREFORE, BE IT RESOLVED BY THE BOARD OF COUNTY
COMMISSIONERS OF MONROE COUNTY, THAT:
[Additions are shown with underline; deletions are shown with strikethrough.]
1. Section 2.16 (B) Employee Recognition of the Monroe County Personnel Policies and
Procedures Manual shall be amended to read as follows:
B. YEARS OF SERVICE PROGRAM
Monroe County has established a program to recognize County employees who have
been in the County Service for Five, Ten, Fifteen, Twenty, Twenty-five, and Thirty,
-rhift . f4ve years. Grant and part-time employees will be eligible for the years-of-service
program.
At the employee's anniversary date, or as soon thereafter as is feasible, the Human
Resources office will send Department Heads a list of employees that are eligible for a
years of service award that month along with a template letter for recognizing the
employee and notifying the Payroll office. Each Department Head will be responsible for
completing and providing a letter of recognition to the employee along with providing a
copy to Human Resources to be placed in the employee's personnel file, noting the years
of service and the award that will be given. Payment of the award will be distributed as
outlined below and will be included in the employee's paycheck. A letter to the Payroll
Department will be completed by the Department informing Payroll what the amount of
the award shall be and a copy of the letter provided to Human Resources to be placed in
the employee's personnel file. It is the Department's responsibility to discuss the
presentation opportunity with the employee and together come to a decision as to whether
the employee would like to be recognized at the BOCC meeting. If the employee chooses
to be recognized at the BOCC meeting, the Department must coordinate with the Human
Resources office regarding the appropriate award as outlined below, and with the County
Administrator's office to ensure that said recognition is placed on the meeting agenda.
Whenever possible, this presentation will take place at the BOCC meeting in the
employee's location. The following will be provided in a lump sum payment to the
employee: a. For 5 years of service, a decorative pin and a$100.00 award;b. For 10 years
of service, a decorative pin and a $175.00 $200.00award and recognition at the BOCC
Meeting; c. For 15 years of service, a decorative pin and a $290.00 $350.00 award and
recognition at the BOCC Meeting; d. For 20 years of service, a decorative pin and a
$350.00 $500.00 award and recognition at the BOCC Meeting; e. For 25 years of service,
a decorative pin and a $500.00 $1000.00 award and recognition at the BOCC Meeting; f.
For 30 years of service, a decorative pin, an engraved Lucite desk clock, and a $1,000.00
$1500.00 award and recognition at the BOCC Meeting; g.
2. Section 4.10 Temporary Higher Classification of the Monroe County Personnel Policies
and Procedures Manual shall be added to read as follows:
4.10 TEMPORARY-HIGHER CLASSIFICATION Due to a vacancy of a budgeted position
an employee may be assigned full-time to work in a higher classification up to one year,
unless otherwise determined by the County Administrator. An employee required to work in
a higher classification 14 consecutive calendar days or less shall be required to do so at no
increase in pay. If the employee is required to work beyond this period, he or she should be
given a temporary transfer to the higher classification and be paid the greater of the minimum
salary of the pay range or a 5% salary increase per higher level pay grade (whichever is
greater) beginning on day 15. At the conclusion of the assignment, pay shall revert to the
authorized rate established for his regular position.Any such temporary increase granted shall
not affect the employee's eligibility for normal salary advancement.
One or more employees may be temporarily assigned duties/responsibilities of
btidgeted position another budgeted position (due to vacancy, leave of absence of the
incumbent, or during training periods for newly hired staff), which have a substantive impact
on an employee's daily work life, are outside the normal scope, and require a new skill set.
An employee assigned such duties/responsibilities for 14 consecutive calendar days or less
shall be required to do so at no increase in pay. If the employee(s) is required to work beyond
this period,the employee(s)will be given a temporary adjustment in pay of 4174 5%beginning
on day 15. At the conclusion of the assignment, pay shall revert to the authorized rate
established for his/her regular position. Any such temporary increase granted shall not affect
the employee's eligibility for normal salary advancement.
3. Section 5.02 Overtime Work For Non-Exempt, Non-Emergency Response Employees
(A) (4) of the Monroe County Personnel Policies and Procedures Manual shall be
amended to read as follows:
4. Hours physically worked in excess of forty (40) hours in a work week will be paid at
one and one-half times their regular rate of pay or the employee will be granted
compensatory time as described below in section 5.02 (A) (5) (b). Employees who "so
-,,aeat4e*time, siek time, eempe*s F whe*a holiday"r-i*g a wefk week,
hw�,e their-N,aeatie*, siek, eempe*sa+et=y or-holiday time eett*t towards�he fir-st 4 0 hettF e
The following leave types shall count towards the first 40 hours of an employee's
schedule as"time worked"for the purposes of calculating overtime or compensatory time:
vacation time, sick time,compensatory time,holiday time, administrative leave as defined
in Section 8.01 (K) of this manual if the leave is paid leave, and administrative leave as
defined in the County's resolution regarding compensation for emergency response work.
4. These changes shall become effective July 16, 2023.
PASSED AND ADOPTED by the Board of County Commissioners of
Monroe County, Florida, at a regular meeting held on the 2 1"of June, 2023.
Mayor Craig Cates .Absent__.
Mayor Pro Tern Holly Merrill Raschem Yes
Commissioner Michelle Lincoln Yes
Commissioner James K. Scholl Yes
Commissioner David Rice Absent
BOARD OF COUNTY COMMISSIONERS
OF MONROE COUNTY, FLORIDA
CXG
BY:
MAYORPROTEM
ATTEST: KEVIN MAO , CLERK Approved as to form and legal
sufficiency:
Monroe County Attorney's Office: 5-31-2023
AS DEPUTY CLERK
C-
:xj
A3
Kevin Madok, cpA
e Clerk of the Circuit Court&Comptroller Monro County, Florida
DATE: April 20, 2026
TO: Christine Hurley, County Administrator
FROM: Pam Radloff 4A
Finance Director
SUBJECT: Advisory Review—Monroe County's Overtime Policy &
Exempt Overtime
While overtime compensation, particularly exempt employee overtime, has been
periodically discussed with management in the past, recent observations necessitate
formally sharing our current observations with management. After observing significant
overtime charges by a limited number of individuals within one department and a more
widespread increase in overtime around holidays,the Clerk Finance Department conducted
a review of the financial impact of Monroe County's current overtime policy and assessed
whether exempt overtime is being managed as intended.
OvertiffiLPolic a
Prior to 2021, the County's overtime policy, like any Florida counties, mirrored the
national norm for calculating an employee's overtime pay. Since 1938, the Federal Fair
Labor Standards Act (FLSA) established a national workplace standard for overtime
whereby an employee is paid 1.5 times an employee's regular rate of pay (referred to as
premium overtime pay) for all hours worked over 40 in a single workweek, or 204 hours
per 27-day cycle for Fire and Rescue personnel, FLSA excludes time not actually worked
by the employee such as vacation, sick leave, and holidays, from those totals. The County's
policy since 2021 is more generous than FLSA provisions, as it allows such non-worked
hours to count toward the standard work period,which can shift the compensation of excess
hours to the premium overtime rate rather than the regular rate.
In FY 2021, County departments reported difficulties in scheduling employees to work
extra shifts. Staff were reluctant to work weekend shifts or work extra hours during weeks
with holidays because "it is likely that the employee will only be paid straight time for the
weekend shift." To address these scheduling difficulties, Employee Services brought forth
KEY WEST MARATHON PLANTATION KEY
500 Whitehead Street 3117 Overseas Highway 88770 Overseas Highway
Key West, Florida 33040 Marathon, Florida 33050 Plantation Key, Florida 33070
an agenda item in January 2021 requesting the BOCC pass a resolution to amend the
County's overtime policy for non-exempt employees. Specifically, with the passage of
Resolution 001-2021, the BOCC broadened the definition of"hours worked" to include
holiday vacation, sick time, or compensatory time in addition to physical hours worked
when calculating an employee's overtime pay.
Table 1 illustrates the financial effects of the current policy. The example assumes that
Monday is a holiday and the employee physically worked eight hours on Monday,
Wednesday, Thursday, Friday, and Saturday. The employee took 8 hours of vacation on
Tuesday.The employee's base pay is$30/hour and overtime premium pay is$45/hour($30
x 1.5).
Table I
Example of Non-Exempt Overtime Pay Under Current County Policy Versus FLSA
Hours Worked Calculated Pa.V
County FLSA
Folic Standards County Palk FLSA Standards
Regular
Monday Holiday Shift 8 8 8 0 Regular$30/hr 7$480 Regular$30/hr $480
Tuesday Vacation 8 0 Regular$30/hr $240 Regular$30/hr $240
Wednesday Regular Shift 8 8 Regular$30/hr $240 Regular$30/hr $240
Thursday Regular Shift 8 8 Regular$30/hr $240 Regular$30/hr $240
Friday Regular Shift 8 8 Overtime$45/hr $360 Regular$30/hr $240
Saturday Extra Shift 8 8 Overtime$45/hr $360 Regular$30/hr $240
Totals 77 56 40 $1,920 $1,680
As shown above, the employee was paid 14% more, or $240, under the amended overtime
policy despite physically working only 40 hours in the workweek.
The materiality of the budgetary impact of the revised policy became apparent after the
passage of the Federal One Big Beautiful Bill Act (OBBBA) in 2025. OBBBA changed
tax law to allow an individual to deduct up to $12,500 annually of the FLSA premium
portion of their overtime pay from their income taxes (.5 portion of the 1.5 overtime
premium pay). Since Monroe County's overtime policy is more generous than FLSA, the
Clerk's Office had to re-calculate all calendar year 2025 overtime consistent with the FLSA
to properly report eligible deductible premium overtime onemployees' 2025 W-2 forms.
Using the previous example, none of the employee's 16 hours of paid premium overtime
2
of $240 would qualify as tax deductible under the OBBBA because the employee only
physically worked 40 hours during the work week.
This exercise revealed that the 2021 amendment to the County's overtime policy had an
estimated budgetary impact of almost $356,500 in calendar year 2025. Because of the
OBBBA's annual W-2 reporting requirements, the Clerk's Office must biweekly calculate
the hours claimed as overtime using the FLSA standard in addition to the calculation based
on the County's more generous overtime policy. As shown in Table 2, as of April 4, 2026,
the additional amount paid by the County due to its overtime policy was over $160,000
over 8 pay periods.
Table 2
Actual Overtime Paid Under Current Policy Versus FLSA Standards
Calendar Year 2026 Year-To-Date (8 Pay Periods through 4/4/26)
Hours Overtime Pay
Overtime Paid Per Policy 15,353.50 $ 488,839.69
Less:
FLSA Overtime Calculated* 6,436.00 247,858.76
Overtime Hours That Would Be Paid 80,039.39
At Straight Time Under FLSA**
Difference 8,917.50 $ 160,941.54
*Overtime paid only for actual hours worked
Under FLSA, only physical hours worked in excess of the standard work period are required
to be paid at the premium overtime rate (L 5x regular rate); overtime hours are paid at the
regular Ix rate during periods where leave or holidays cause physical hours not to exceed the
standard work period
We recommend Monroe County re-evaluate its need for the current overtime policy taking
into account the budgetary impacts of this policy change. If the shift coverage difficulties
that drove the policy change in 2021 still exist, the County should evaluate whether these
issues could be remedied through other alternatives such as cross-training staff or
realigning work schedules.
3
Exempt Overtime
As defined by the FLSA, employees exempt from FLSA overtime requirements are
executive, administrative, or professional staff earning at least $684 per week and are
expected to complete their duties regardless of the hours worked. Under the FLSA,
employers are not required to pay overtime to employees who are classified as exempt. As
shown below in Monroe County's overtime policy, it appears that the County does not
intend to allow exempt employees to be compensated for overtime, except in situations
such as a disaster that would require an unusually large amount of overtime—implying that
overtime would need to be more than nominal to warrant additional compensation.
5.04 OVERTIME FOR EXEMPT EMPLOYEES
It is the general policy of Monroe County not to compensate for overtime for those
employees classified as "exempt", from the Fair Labor Standards Act. However, a
Division Director or Department Head or the County Administrator may approve
compensation for overtime,either in compensatory time or pay, for an exempt employee
who has been required to work unusually large amount overtime,such as during a disaster,
etc.
While the intent of the policy is that exempt overtime should be a rarity, exempt employees
were paid$209,051 in calendar year 2025 when there was no obvious event, like a disaster,
to necessitate an unusually large amount of overtime. More concerning is that 70% of the
exempt overtime during calendar year 2025 was paid to only two Airport managers. The
Assistant Director of Airports and the Deputy Director of Airport Operations and Security
were paid a combined total of$146,996 in overtime in the past calendar year.
As Tables 3 and 4 confirm, these two managers were paid large amounts of overtime in
2025 in comparison to the Airport's other employees. It is important to note that the
calculation of the Airport's non-exempt employees' overtime is based on the B OCC policy
that counts physical hours worked plus earned leave (holidays, vacation, sick leave, etc.)
as "hours worked" while exempt employees' overtime calculation only counts physical
hours worked. To allow an equitable comparison, Table 4 only shows non-exempt
employees' FLSA overtime hours.
4
Table 3
Overtime Paid To Airport Exem t Em �Iloyees in 2025
'Lu'43 Annual FLSA Overtime Overtime Paid
ours P
�Ioee Job Title Salary Hours Paid In 2025
Luis Garay Deputy Director,Airport $162,831 889.50 $91,973
Operations& Security
-Scott Guj4rj_ Assistant Director of Airports $167213 532.50 $55, 23
Beth Leto Deputy Director,Airport Finance $164,968 42.50 $4,769
&Admin
Cale Hartle Deputy Director,Airport Airfield $112,270 106.50 $7,306
&Landside Operations
Ernie Simeone Administrator,Airport Grants& $121,678 42.25 $3,422
Finance
Michael Legere Mana er Marathon Air.ort $141,050 66.75 $5,650
Tyler Bethel Deputy Director,Airport Facilities $126,672 37.50 $2,945
&Construction Management
Table 4
Overtime Paid To Airport Non-Exempt Empl yees in 2025
Total FLSA
Overtime Actual Overtime
Employee Job Title Hours* Paid in 2025**
_Sje�rye'Korotkov §,u ea isorAir�ortMai�ntenancc Maintenance 199.50 $39,424
38150 $29,049
Brian Holloway Asst Coordinator,Airport Maintenance 366.50 $23,583
James Lewis Assistant Coordinator Air port Maintenance 247.75 $19 862
,
Juan Neyra Assist Mgr,Airport Airfield Operations 220.00 $19829
Talandieu Dar Assist Mgr,Airport Operations and Security 20100 $18,374
Chris Hawks Mana�rTerminal Operations 197.50 $11,791
Robert Patterson 189.00 $13,708
Jerry Montague Coordinator Airport Maintenance 120.50 $12366
Ritchie Wright Assist M Airfield&Terminal Systems 15.50 11,549
j r,A ........... .
101.25 $7974
Kendra Albury Airport Operations Officer,Security 64.00 $7396
Ross Schindler Supervisor Airport Maintenance&Facilities 58.50 . ........$3 861
Dominick Rojas _AjEp2 � tiosOfficer�
Securit 56,50 45,155
Kevin Welda Airport Operations Officer,Security 49.00 $5,402
Gabrielle.Meira Ber er Airport Operations Officer,Securit 37.75 $2,460
Tyler Leto Assist Mgr,Airport Landside Operations 36.25 7875
Katherine Atkins � nd Communic
ations Mgr 35.00 $3,514
21.75 $4,655
Niebes Lockwood Air ort O erations Officer Securit 21.00 43 331
Densflore Saul Airport Operations Officer,Security 16.00 $3029
Analyst,Airport Finance 7.00 $866
Kurt hens Airport Operations Officer,Landside 6.25 $22446
Trista Wine garden Air oft O erations C3fficer Landside 5.00 1373
Coordinator AipSjr�tMaint�enance 3.00 $778
Svilena Valcheva Airport Business Analyst 3.00 $282
Tyler Nguyen(terminated) _Air p2!jQpe�rationsO�fflcer Landside 2.00 .....$1,336
*Calculated FLSA overtime hours paid based only on physical hours worked-excludes earned leave
"Actual overtime paid in 2025 based on BOCC policy of hours worked
5
Given the Airport's current on-going terminal expansion project, we conducted a cursory
review of the Airport's historical data to determine whether Airport employees worked
excessive amounts of overtime in a similarly demanding work environment. From 2006 to
2010, the Airport had to manage a comparable terminal construction project that was also
disruptive to the Airport's day-to-day operations. During the first terminal construction
project, Airport management had, on average, 9 FT E and was successfully able to keep
overtime to nominal levels throughout the multi-year project. In comparison, even though
current Airport management has over twice as many FTs, they have been unable to
effectively manage staff s overtime.
Because of the volume of overtime paid to the top two Airport managers in 2025, we
conducted a detailed review of their time records. Our review identified the following areas
of concern.
Recurring and Preplanned Overtime. Both employees claimed overtime during every
week of 2025, except during weeks of vacation or sick leave, with Luis Garay's maximum
overtime hours claimed in a week totaling 41.5 hours and Scott Guidry's highest week of
overtime reported at 33 hours. More concerning, both employees regularly pre-fill their
time records anticipating that they will be working overtime days before the work is
actually performed including providing the same repetitive reasons for needing overtime.
This practice of pre-filling out timecards includes the observed practice of using the Auto-
Fill From Prior Week function to copy timecards using the same overtime schedule on
multiple successive time periods. The recurring and preplanned nature indicates that
overtime does not appear to be driven by emergencies or on an as-needed basis.
Lack of Overtime Management. A review of time records suggests that the BOCC's
overtime policy is being ignored by Airport management, The occurrence of regular
overtime is expected to trigger management to determine the cause, and based on such
determination, respond by either hiring additional staff, modifying schedules, or
implementing performance improvement plans in the event that the staff assigned are
unable to fulfill expected duties during the standard workweek.
As shown in Table 5, for the Deputy Director, whose employment began in September
2019,overtime has been consistently and increasingly inordinate for many years,indicating
that the supervisor has not taken effective action to mitigate the recurring charging of
overtime. Likewise, the Assistant Director who was hired in March 2025, is beginning his
employment with a similar overtime pattern.
Table S
Summa o rtime Pai
Deputy Director of Airport Assistant Director
O erations Securityof Air arts*
Calendar Overtime Overtime Overtime Overtime
Year Hours Pa Hours Pa
2025 89.50 $91, 73 522.50 $55,023
2024 693.50 $ 7,761
2023 645.00 $57,862
2022 748.00 $64,150
2021 458.50 $31518
2020** 434.00 $1.8,861
2019* J 34.00
*In 2019,the Deputy Director's extra hours approved for payment were paid with compensatory
time earned.
**In 2020,of the 434 extra hours approved for payment, 199 were paid with compensatory time.
***The Assistant Director of Airports began employment on March 31 2025,
The biweekly regularity of overtime paid to the two exempt employees gives the
appearance that their overtime is an automatic entitlement rather than an unusual exception
due to extraordinary circumstances consistent with policy.
Exempt Overtime Is Paid Not For Unusual or Extraordinary Circumstances. The
overtime hours worked by the two exempt airport managers suggest that they may be
perfo ing non-exempt employee-type work based on the reasons provided in their time
records. They regularly provide the following reasons for working overtime.
Open shift worked ramp control.
Ramp control,jet bridge oversight
152 inspection and delivery
Open shift, ramp control, airport security
The documented reasons do not demonstrate that the overtime they work is for
extraordinary or unusual reasons as required by policy. Rather, it appears that the exempt
employees are performing daily operational work typically performed by non-exempt
employees. A review of 2025 time records for the Assistant Airport Director suggest that
approximately 437 of the 5 2.50 overtime hours claimed (82%) were for performing non-
7
exempt work. Similarly, approximately 690.75 of the 889.50 overtime hours claimed
(78%) by the Deputy Director of Airport Operations were for performing non-exempt
work. On occasion, both the Assistant Airport Director and the Deputy Director of
Operations claimed overtime for covering the same staff vacancy. The total value of
overtime hours worked by exempt staff performing non-exempt work was $133,808 in
2025. Since the average annual pay for an Airport non-exempt employee is $71,340, if this
overtime is necessary, it would be more cost-effective to hire at least one, if not two, full-
time non-exempt employees to perform this work rather than pay overtime to two high-
level managers.
Overtime should be used to allow managers to quickly respond to short-term changes in
staffing levels or workload. Relying on excessive amounts of overtime to support an
organization's daily operations is not cost effective or practical for the long-term. With that
in mind, we recommend an immediate and thorough investigation be conducted of
excessive exempt overtime worked by Airport employees. The investigation should be
conducted by someone independent of the Airport's operations. The investigation should
confirm that the overtime is actually being worked as well as determine the type of work
being performed and what type of staffing is needed to reduce and/or eliminate the
excessive amount of the Airport's overtime.
We also recommend that management of Airport overtime be removed from the duties of
the Airport Director and be assumed by County Administrator or one of the Assistant
County Administrators.
Finally, we recommend that the BOCC review its policy on paying exempt employees
overtime to tighten up the language to ensure that overtime is paid to exempt employees
only in extraordinary circumstances only.
8
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MEMORANDUM
TO: Christine Hurley, County Administrator
Bryan Cook, Director, Employee Services
THROUGH: Bob Shillinger, County Attorney
FROM: Cynthia L. Hall, Attorney
DATE: May 7, 2026
SUBJECT: Potential Changes to County Overtime Policy and Union Contracts
I was asked to explain the effect of potential changes of County policy regarding overtime on the
County's two collective bargaining agreements with unions, and specifically, changing the
definition of what is included in "hours worked"before overtime is paid. The short answer is
that overtime language in the firefighters' collective bargaining agreement (CBA) cannot be
changed until the current CBA expires on September 30, 2027. The policy with respect to
Teamsters' employees can be changed,but the County will need to sit down and collectively
bargain with the union if the union demands to bargain.
1. Professional Firefighters of Monroe County, Local 3909, International Association
of Firefighters
Monroe County is a party to a collective bargaining agreement (CBA) with Professional
Firefighters of Monroe County, Local 3909, International Association of Firefighters ("IAFF").
The CBA with the IAFF was approved by the Board of County Commissioners on February 19,
2025 and runs through September 30, 2027. All firefighters in Unit 1 (rank and file) and Unit 2
(officers Lieutenant to Battalion Chief) are subject to the CBA.
Article 8.6 of the current CBA ("Overtime Pay")reads as follows:
Overtime pay shall be calculated at the rate of one and one-half times the regular
hourly rate of pay. Overtime Pay shall be paid for each hour worked in excess of
two hundred four (204) hours during the work cycle. For the purposes of this
paragraph, vacation time, sick time, and compensatory time shall count
towards hours worked.
The last sentence of article 8.6 was added in the 2021 CBA.
The language in the CBA takes precedence over any language in the Personnel Policies &
Procedures Manual ("PPPM"). If the language in the PPPM was changed to exclude vacation
time, sick time and compensatory time from"hours worked," it would not affect the application
of the CBA. Changing language in the CBA to exclude vacation time, sick time and
1
compensatory time from the definition of"hours worked" for purpose of overtime will require
bargaining with the IAFF.
Bargaining for the next contract can begin anytime, but the current language remains in effect at
least September 30, 2027, or until a new CBA is bargained. There is no reopener clause in the
CBA. Therefore, unless the union agreed to sit down and bargain, the current language will
remain in effect until a new CBA is in place.
2. Teamsters Local Union No. 769
The County entered into a CBA with Teamsters Local Union No. 769 in 2024. This CBA also
runs through September 30, 2027.
Article 17.4 of the current CBA reads as follows:
The computation of overtime shall be in accordance with the applicable
provisions of Monroe County Personnel Policies and Procedures and any
addenda thereto, as may be amended from time to time. Should the
computation of Cunty employee personnel be better than that of the members, the
County employee computation shall apply.
The County's policy with respect to overtime calculation for non-exempt employees is set forth
in Section 5.02(A)4. of the PPPM ("Overtime Work for Non-Exempt,Non-Emergency Response
Employees"). As revised in 2021, that section currently reads:
4. Hours physically worked in excess of forty (40)hours in a work week will be paid
at one and one-half times their regular rate of pay or the employee will be granted
compensatory time as described below in section 5.02(A)(5)(b). The following
leave types shall count toward the first 40 hours of an employee's schedule as
"time worked" for the purposes of calculating overtime or compensatory
time: vacation time, sick time, compensatory time, holiday time,
administrative leave as defined in Section 8.01(K) of this manual if the leave
is paid leave, and administrative leave as defined in the County's resolution
regarding compensation for emergency response work.
Article 17.4 of the CBA applies the overtime calculation language of the PPPM. Therefore, any
change to the language in the PPPM would not require bargaining for a language change with the
union. However, the County is legally obligated to provide notice to the union, which can then
demand impact bargaining, i.e., collective bargaining to discuss the economic impact of changes
to the overtime calculation. The County is legally required to sit down and discuss this change if
the union demands the bargaining.
Please advise if you have any questions.
2
County of Monroe
BOARD OF COUNTY COMMISSIONERS
The Florida Keys Mayor Michelle Lincoln,District 2
Mayor Pro Tenn David Rice,District 4
Craig Cates,District 1
James K. Scholl,District 3
Holly Merrill Raschein,District 5
SUBJECT: HOURLY STAFF OVERTIME POLICY
FROM: CHERYL SULLIVAN, DIRECTOR, SOLID WASTE MANAGEMENT
DATE: MAY 11, 2026
For your consideration I offer the following information to support the current overtime policy, which
in my opinion supports the needs of the community and the residents. I offer the following scenarios
as to why I feel the policy should remain as currently written.
The transfer stations within Monroe County are currently staffed Monday—Saturday, 6 days a week
and open all holidays except for, New Years Day, Thanksgiving Day, and Christmas Day being closed.
The hours of operation support the collection of residential and commercial waste, by the contract
haulers and disposal options for the public. The hours of operation on closed county holidays require
one person (scale operator) to be on site. This requires a total of 3 staff members, on each holiday,
that all other county employees are off. The department is also made up of Household Hazardous
Waste, Pollution Control and Recycling (education and outreach).
In times of declared or non-declared emergency Solid Waste, Pollution Control staff(along with Roads
Department) are called upon to clean up and support the health and safety of residents and the
environment of Monroe County. Below are just some examples of what the staff does to go beyond
their scheduled responsibilities.
Example#1 - In 2023 Tropical Storm Idalia impacted the lower keys. Solid Waste staff spent 2
weeks cleaning up the lower keys. The expectations of the public required us to collect and
pick up vegetation as soon as possible. Staff did work their normal scheduled hours and two
weekends to get the lower keys cleaned up.
Example#2 - In January of 2024 1 received a call of an illegal dump/spill of oil on Pig Pine Key at
approximately 4:15 p.m. The pollution control staff had already left for the day and had to be
called back in along with Roads Department to clean up the mess of about 175 gallons of oil.
Staff worked until 9:00— 10:00 pm that evening to clean up the area to keep from seeping into
refuge property.
Example#3 - Later in 2024 Solid Waste and Roads department staff with equipment deployed
to Sarasota County to help them clean up after Hurricane Milton. The staff worked 10-12 hours
per day, for 7 days.
While staff can plan vacations and medical procedures, emergencies aren't planned. We as a county
know what is needed to support the health, safety and needs of our community. Those needs include
being able to call on committed staff to bring their skill and talents when the needs arise. Those staff
members should be compensated accordingly with a policy that won't penalize them for taking time
off for vacation or medical needs. For these reasons, I don't feel as though the current policy should
be changed.That said, Directors, department heads, managers, etc., should be monitoring the activity
of their employees, and the situation to avoid any abuse.
I will close by saying that we currently have a position open in the middle keys for a transfer station
operator which was open for over a year. We were able to fill it in January 2026 and in March 2026 the
staff member gave notice that they found a job in Homestead making more money. We are now back
in the same position as a year ago looking for someone to work as a transfer station operator. We
have crossed trained our staff to help avoid overtime for the 6 day a week/open holiday operation,
however when vacation or sick time occurs overtime cannot be avoided.
Thank you for reading my thoughts and opinions on the current "Overtime Policy", and I ask that you
consider leaving the policy as currently written.
Respectfully,
Cheryl Sulivan, Director Solid Waste Management, Monroe County Florida
` '23
Engineering Department p �
MEMORANDUM
¢NT'
To: Bryan Cook, Employee Services Director
Judith S, Digitally signed by
Judith S.Clarke,P.E.
From: Judy Clarke, P.E., Director of Engineering Services Clarke, P.E.°2292s2oaoo1
Date: May 11, 2026
Re: Overtime Compensation Policy Discussion
Outlined below is an explanation of the use of overtime by the Engineering Services/Roads
Department. The nature of the work performed and the circumstances under which staff use
overtime illustrate why the current overtime compensation methodology of paying 1.5 times the
regular rate after a 40-hour work week, inclusive of paid leave is appropriate.
We recommended a change to the overtime compensation methodology in 2021 to address a
business issue of being able to appropriately staff for after-hour call outs, and to also recognize
the hardship associated with unplanned after-hour response and the need to appropriately
compensate for that hardship. Prior to 2021 the overtime compensation methodology, which met
the minimum Fair Labor Standards Act (FLSA)paid overtime at 1.5 times the regular hourly rate
after 40 hours worked, exclusive of any paid leave time used. This created instances where Road
Department staff were expected to respond to situations outside of normal work hours but be
paid their regular hourly wage if the incident occurred in a week with a holiday, or if the
employee had used any sort of paid leave time.
Road Department staff incur overtime on an unplanned, incident specific basis. For the most
part this will be due to occurrence of storms that are not severe enough to trigger the County's
hurricane pay policy but still necessitate clean up, heavy rains that require staff to pump out
flooded areas or after hours calls for downed trees or other items that need to be cleared from
roads. These calls can be in the middle of the night and can be an inconvenient imposition on
personal time; however, they must be addressed.
Due to the nature of the department's overtime, it cannot be planned for operationally or
estimated in advance. Records indicate that Road Dept. incurred 288.88 hours of overtime in FY
2023, 674.76 hours in FY 2024 and 356.25 hours in FY 2025. The fluctuations are due largely to
weather incidents, which vary greatly from year to year. Accordingly, Road Dept. manages its
overtime by strict adherence to the County's overtime policy in 5.02 of the Personnel Policies &
Procedures Manual (PPP), only on an emergency basis and non-exempt staff only. The Road
Department Supervisor is an exempt position, and overtime is not incurred by them during an
after-hour call.
May 11, 2026
Road Department staff must be physically present during specific hours to perform their job.
There is not an opportunity to work remotely when incidents arise such as accidents or fires that
close the access road to work, or to flex hours and begin late and end late on particular day, as is
possible for some employees. Road Dept. staff work in teams, and if an employee is late because
of traffic or other reasons, they must use paid leave to make up for that period of time. Due to
these constraints Road Dept. staff may use paid leave more frequently than other employees;
they should not then be penalized because of these constraints should they be required to work
outside of regular work hours.
Given the nature of occurrences that necessitate overtime by Road Dept. staff, the current
compensation methodology is appropriate and reflects acknowledgement of the necessary service
being provided.
Page 2 of 2
<u � BOARD OF COUNTY COMMISSIONERS
County of Monroely, Mayor Michelle Lincoln,District 2
The Florida Keys Mayor Pro Tem David Rice,District 4
1
f Craig Cates,District 1
James K. Scholl,District 3
Holly Merrill Raschein,District 5
Monroe County Parks & Beaches
31009 Atlantis Dr,
Big Pine Key, FL 33043
To: Christine Hurley, County Administrator
Kevin G. Wilson, Assistant County Administrator
From: John Allen, Director Parks and Beaches '��
Date: May 8, 2026
RE: Non-work hours used to calculate overtime
MEMORANDUM
This memo is to provide information regarding instances where non-work hours have been
included in the calculation of overtime for Parks and Beaches staff. Our parks and beaches
are open daily and remain accessible to the community. We strive to provide well-
maintained, safe, and comfortable spaces for public use. On holidays, a reduced crew with
reduced hours is typically scheduled to open, check restrooms, and close sites as needed.
Because our public spaces are open every day, they require ongoing maintenance and
upkeep. In addition,we support numerous community events that require staffing coverage.
On one occasion in the Upper Keys, an annual outdoor event held at the Murray Nelson
Government Center required coverage. Due to staff availability, one employee had to come
in after requesting non-work hours and had not previously been aware that they would be
needed for the event because other staff members were unavailable.
Within the last couple of years,we have successfully reduced overtime and plan to continue
this effort moving forward.
If any additional information is needed,please feel free to contact me.
Thank you,
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County of Monroe
w BOARD OF COUNTY COMMISSIONERS
The Florida Keys Mayor Michelle Lincoln,District 2
m Mayor Pro Tcm David Rice,District 4
Craig Cates,District 1
� w James K. Scholl District 3
Holly Merrill Raschein,District 5
MEMORANDUM
To: Christine Hurley, County Administrator
From: Willie DeSantis, Facilities Management Director
Date: May 11, 2026
Subject: Overtime Policy for Non-Exempt Employees
In response to the April 2026 advisory review issued by the Monroe County Clerk's Office regarding Monroe
County's Overtime Policy, the Facilities Maintenance Department continues to experience the same staffing
shortages identified in 2021. In fact, since 2021, our workforce has been further reduced due to budgetary
constraints.
Like many County departments, Facilities Maintenance staff are being asked to accomplish more with fewer
resources. The nature of facilities maintenance work is physically demanding and frequently performed in high-
heat conditions. Due to these physical demands, employees may occasionally require sick leave or experience
fatigue, particularly later in the workweek. As a result, it can be difficult to secure staff availability for after-
hours emergencies or scheduled work that must occur outside normal building operating hours, including fire
alarm testing,pest control treatments, projects involving strong odors or disruptive maintenance activities.
The availability of overtime compensation serves as an important incentive for employees to respond to these
after-hours emergencies and special projects. Without this incentive, staffing these critical operational needs
would become significantly more challenging.
We understand that one recommendation from the Clerk's Office is to consider cross-training employees or
realigning work schedules. Unfortunately, neither option is currently viable for the Facilities Maintenance
Department.
Our department is already operating with critically limited staffing levels, leaving little capacity for additional
cross-training initiatives. Additionally, many employees already rotate responsibilities for off-hours projects
and emergency response coverage. Certain emergency situations—particularly those involving plumbing or
electrical systems—require the response of trained journeymen with specialized skills and certifications. These
are not responsibilities that can be reassigned through basic cross-training.
Adjusting employee schedules also presents operational and contractual challenges. Under the Teamsters Union
agreement, any temporary adjustment to a non-exempt employee's schedule requires a minimum of five
working days' notice. Furthermore,permanently modifying schedules to provide off-hours coverage would
create additional supervisory and operational concerns, particularly during evening and overnight shifts, when
many of the Jail facility emergencies occur.
Accordingly, overtime remains a necessary and essential component of maintaining safe, functional, and
operational County facilities while continuing to meet service expectations with current staffing levels.
Thank you.
Actual CY 2025 OT Paid
OT Hours OT Pay Tota
Based on Based on Hour
Employee Name Department Current Policy Current Policy Less Ti
Dylan Diemel Building 3.50 $ 192.15
Kayla Chanthavong County Attorney 7.00 $ 404.36
Amanda Arencibia Employee Services 5.50 $ 253.86
Dawn Slater Employee Services 24.25 $ 1,277.87
Kelly Cummings Employee Services 1.25 $ 98.22
Dorothy Lyons Facilities and Project Management 10.00 $ 327.15
Elizabeth Franco Facilities and Project Management 8.00 $ 255.68
James Wieller Facilities and Project Management 12.50 $ 629.61
Julio Mollineda Facilities and Project Management 8.00 $ 393.80
Karel Alvarez Facilities and Project Management 11.00 $ 511.50
Kevin Cuomo Facilities and Project Management 11.00 $ 513.76
Leeann McDougall Facilities and Project Management 1.50 $ 61.88
Von Woods Facilities and Project Management 143.50 $ 6,476.09
Charles Reginelli Fleet Management 1.50 $ 107.35
Clayton Jackson Fleet Management 10.50 $ 629.56
Gregory Zills Fleet Management 1.00 $ 66.71
Lyle Tabb Fleet Management 0.25 $ 15.82
Geoffrey Patomson Information Technology 0.75 $ 45.05
Bill Uptegrove MCFR 17.25 $ 1,382.19
Jessica Medlin MCFR 76.00 $ 4,396.36
Kirk Reinson MCFR 13.75 $ 1,005.28
Mark Hemeyer MCFR 37.00 $ 3,473.19
Erika Nodal Parks & Beaches 8.25 $ 438.04
Naomi Pagidas Parks & Beaches 8.25 $ 472.49
Zoe Basham Parks & Beaches 0.50 $ 14.48
Lian Chamizo Permitting 3.50 $ 180.66
Celso Hernandez Roads & Bridges 0.50 $ 21.71
Daniel Hernandez Roads & Bridges 0.50 $ 18.73
Erik Renner Roads & Bridges 1.00 $ 38.45
Peter Bauer Roads & Bridges 11.00 $ 585.93
Theodore Emmons Roads & Bridges 1.75 $ 105.65
Alejandro March Social Services 14.25 $ 524.05
Amanda Bautista Social Services 25.25 $ 770.82
Anna Haskins Social Services 439.25 $ 16,308.63
Clifford Nelson Social Services 7.75 $ 407.24
Karelys Ceballos Social Services 1.75 $ 64.56
Maria Exposito Social Services 42.00 $ 1,676.86
Marie Brouillette Social Services 8.00 $ 650.65
Martha Barrios ISocial Services 38.25 $ 1,547.05
r l__J_ dl_iL_-_ r__:_I (`_-..:- -7 -7r Cl '1-7A -7n
Actual CY 2025 OT Paid
OT Hours OT Pay Tota
Based on Based on Hour
Employee Name Department Current Policy Current Policy Less Ti
Rick Luna Solid Waste Management 12.00 $ 623.35
Alana Thurston Employee Services 20.50 $ 1,371.08
Daniel Acevedo Parks & Beaches 15.00 $ 634.01
Edgar Perez Ramirez Facilities and Project Management 62.00 $ 2,344.65
Francisco Palomares Roads & Bridges 13.50 $ 660.58
Becky Wright Airports 15.00 $ 865.78
Katherine Atkins Airports 43.00 $ 3,392.77
Carlton Howard Parks & Beaches 16.00 $ 1,149.84
Daniel Retting Parks & Beaches 19.50 $ 712.53
Rick Gardner Parks & Beaches 19.00 $ 655.90
Rose Persaud Employee Services 14.00 $ 826.68
Jesus Campos Parks & Beaches 64.50 $ 3,256.65
Tim Haney Roads & Bridges 12.50 $ 665.88
Martha Mathis Mack Social Services 41.00 $ 1,864.62
Dennis Frederick Roads & Bridges 36.75 $ 1,972.48
Alberto Vidal Parks & Beaches 18.00 $ 656.78
Oricel Oliva Ramirez Facilities and Project Management 15.00 $ 459.81
Reinol Mendez Facilities and Project Management 100.00 $ 4,156.62
Omar Iglesias Airports 16.00 $ 778.05
Taylor Reid Solid Waste Management 32.50 $ 1,538.00
Jimmy Hoy Solid Waste Management 30.75 $ 1,334.35
Lance Hoversen Facilities and Project Management 78.25 $ 4,718.15
Keith Durden MCFR 27.00 $ 1,326.39
Ross Schindler Airports 74.50 $ 3,861.42
Gabrielle Meira Berger Airports 54.25 $ 2,459.99
Kenneth Rahming Facilities and Project Management 17.00 $ 662.51
Thomas Pacini Facilities and Project Management 21.50 $ 1,043.28
Abra Campo County Attorney 63.75 $ 5,074.75
Mike Fischer Facilities and Project Management 42.50 $ 1,940.61
Montillo Desquotte Roads & Bridges 21.50 $ 1,228.64
Edicson Rey Sanchez Facilities and Project Management 75.00 $ 3,073.60
Tina Losacco Facilities and Project Management 56.50 $ 3,803.58
Deborah Moore Employee Services 160.50 $ 8,245.49
William Rieck Facilities and Project Management 57.50 $ 2,729.11
Luis Blanco Parks & Beaches 34.00 $ 1,092.88
Richard Sands Parks & Beaches 77.50 $ 2,900.28
Francisco Antonio Ramos Morales Parks & Beaches 35.50 $ 1,208.31
Trista Winegarden Airports 31.75 $ 1,373.10
Cara Johnson MCFR 64.00 $ 3,940.39
Actual CY 2025 OT Paid
OT Hours OT Pay Tota
Based on Based on Hour
Employee Name Department Current Policy Current Policy Less Ti
Roy Mendez MCFR 359.50 $ 20,938.11
James Newton Solid Waste Management 70.50 $ 2,605.30
Bradley Baird MCFR 179.00 $ 11,583.51
Kevin Welday Airports 121.00 $ 5,226.01
Murray Cox Airports 174.25 $ 7,533.81
Rony Desire Facilities and Project Management 144.50 $ 6,743.01
Ryan Devitt MCFR 270.00 $ 21,624.81
Kendra Albury Airports 140.00 $ 7,395.69
Jorge Bolivar MCFR 444.00 $ 25,028.11
Sergej Korotkov Airports 685.50 $ 37,360.21
David Stevens Parks & Beaches 98.00 $ 3,349.46
Brian Holloway Airports 459.50 $ 22,772.04
Corey Krohn Corrections Facilities Maintenance 292.00 $ 15,457.26
James Lewis Airports 346.50 $ 18,523.40
Jean Jacce Parks & Beaches 205.00 $ 7,661.10
John Ferreri Solid Waste Management 143.00 $ 5,150.87
Juan Neyra Airports 327.50 $ 18,977.06
Tyler Leto Airports 144.25 $ 7,447.74
Angus Porter MCFR 645.50 $ 37,092.26
Robert Patterson Airports 299.00 $ 13,255.89
Ryan Sanchez Facilities and Project Management 517.00 $ 27,104.13
Jerry Montague Airports 236.00 $ 12,366.34
Megan Marlow MCFR 928.50 $ 56,401.33
Talandieu Dor Airports 341.00 $ 18,050.10
Alejandro Martinez Corrections Facilities Maintenance 294.00 $ 11,738.55
Totals 16,448.50 $ 879,183.30
1.5 payout Actual
$586,122.20
OT Paid At
OT Hrs @1x Straight Time OT Hrs @.5x OT Pay @.5x Sum of
16,448.50 $586,122.20 16,448.50 $293,061.10
16,448.50 $586,122.20 11,825.50 $215,995.55
Definitions•
Total FLSA Eligible Wages For W-2- Premium portion of overtime (.5 portion of the 1.5 overtime premium pay) per FLSA require
exemption.
OT Pay Based on Current Policy-Actual overtime premium pay paid to employees based on BOCC policy which counts physical