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Dunn County committee backs allowing call-in pay to be taken as comp time with 60-hour annual cap
Summary
The Dunn County Committee on Administration voted unanimously to forward a resolution to the county board that would let employees convert call-in pay to compensatory time while capping annual comp-time accrual at 60 hours, a change prompted by a new timekeeping system and longstanding highway-department practice.
The Dunn County Committee on Administration voted unanimously to recommend that the county board amend the county's overtime policy to allow call-in pay to be taken as compensatory time while limiting comp-time accrual to a 60-hour maximum in a calendar year.
Human resources staff told the committee the change was prompted when a new time-management system revealed the software does not permit conversion of call-in pay to comp time and that the county's written policy does not explicitly allow the practice. Jenna, who presented the policy options, said the county found "the new system does not allow the conversion of call-in pay to comp time." Staff recommended a compromise—allow conversion but clarify a 60-hour annual accrual limit—calling it a way to preserve a longstanding practice in the Highway Department while reducing operational risk.
Committee members pressed staff on how the practice has been used and whom it affects. Supervisors were told the practice was largely limited to the Highway Department, where employees sometimes are called in to plow on weekends and then later use compensatory time. Highway representative Dustin said the department supports a cap to improve staffing predictability. Jenna said the 60-hour cap is intended to prevent employees from accumulating years' worth of comp time and to make the accrual policy administratively clear.
Supervisor Bower moved the recommendation and Supervisor Bashan seconded. The motion passed unanimously; the vote will be forwarded to the full county board for final action. Dan Dunar, the county manager, said staff plan to carry the change forward in the budget amendment process and noted HR has already worked with affected employees to make the adjustment retroactive to cover accruals from the most recent snowstorm, pending board approval.
The committee made clear that the cap would mean employees who hit the 60-hour limit would thereafter be paid at the overtime rate rather than accruing additional comp time. Staff said alternative approaches (larger caps, operational carve-outs) were discussed but the committee endorsed the clarified annual cap as an operationally responsible compromise.
