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Calvert County HR presents pay-plan overhaul: comp-time caps, standby pay, emergency response pay proposed
Summary
Human Resources presented proposed amendments to Chapter 86 Part 3 covering overtime, comp time, standby pay ($22.50/day), shift differential changes, FTO pay increases, and a new critical-incident response pay for salaried employees; employee representatives recommended caps and annual payout. Commissioners asked for detailed fiscal notes before final action.
County Human Resources and Finance presented a package of proposed changes to Part 3 of Chapter 86 on March 11, including options to move from daily to weekly overtime, a proposed standby stipend, and changes intended to reduce long-term comp-time liability.
"We are proposing a daily stipend of $22.50 per day for nonexempt and partially exempt employees assigned to standby duty," Human Resources Director Melanie Woodson said, describing a standby-pay program the department estimates would add roughly $206,000 annually. Finance Director Bruce Miller provided estimated fiscal figures for other items: a proposed increase to field training officer (FTO) pay from $1 to $2 an hour (projected additional cost about $23,000) and an approximate $137,000 estimate tied to a new critical-incident response pay policy for exempt employees based on comp-time accruals.
Staff proposed two overtime calculation options: (1) follow FLSA and pay overtime after 40 hours per workweek, or (2) provide overtime after 35 hours for 35-hour employees and follow FLSA for 40-hour employees. The proposed changes also include expanding shift differential eligibility for nonexempt employees to hours between 6 p.m. and 6 a.m., clarifying holiday premium pay, and creating a one-time payout mechanism to reduce the county's comp-time liability.
Employee representatives urged limits and annual payout. "All employees are in favor of a reduction," Barbara Warner, chair of the CERC, said, recommending a cap of 70 hours for 70-hour employees and 80 hours for 80-hour employees with an annual payout for balances; she said this compromise preserves some flexibility while limiting future liability.
Commissioners probed operational impacts, particularly for law enforcement and detention staff who rely on comp time to manage shift coverage; the sheriff's office warned that eliminating comp time without appropriate budgeting could require about $800,000 in recurring overtime in their budget. Staff said they will return with fiscal notes and revised text for legal review and a public hearing prior to adoption.
