CIT Policy and Procedures Statement
Call-Back Overtime Policy

  1. Purpose

    2. The purpose of this policy is to establish the call-back overtime policy and procedures for the Center.

  2. Coverage

    3. At the discretion of the Office and Division Directors, this policy and procedures statement applies to all non-exempt government employees within CIT except those in the PHS Commissioned Corps

  3. References
    4.

    HHS Instruction 550-1 dated 6/12/96

    Title 5 Code of Federal Regulations Section 550

    37 Comp. Gen. 1 and B-217502, October 31, 1985

    Title 5 U.S. Code 5541

  4. Definitions

    5. Call-back overtime (HHS Instruction 550-1 dated 6/12/96) occurs when employees are required to work after leaving the work site or perform overtime work on a day, or time, for which they are not scheduled to work. A minimum of 2 hours overtime is credited, even though the employee may perform no work after returning to the work site. It is possible to have several call backs in a 24-hour period. Overtime is computed at one and a half times base pay. "Call back" does not require the employee to physically return to the work site, merely to return to work status.

    Because call back work is irregular/occasional overtime work, compensatory time off may be substituted for pay at the employee's request. The employee receives a minimum of 2 hours compensatory time per call back. The employee may be called back to perform overtime if it is in lieu of regular overtime.

    The following table is an example of call back overtime. The computation used is time and a half.

    CALL BACK OVERTIME

    ANNUAL RATE

    GRADE/STEP

    OVERTIME HOURS

    OVERTIME RATE

    TOTAL

    $49,003

    12/3

    2

    $25.08

    $50.16

    $49,003

    12/3

    10

    $25.08

    $250.80

    $32,736

    9/2

    4

    $23.54

    $94.16

    The above table shows what employees at various levels will earn while on call back status. Once an employee performs at least one minute of overtime work, they are entitled to a minimum of 2 hours of pay as stated in Title 5 Code of Federal Regulations Section 550. For a GS-12/3 employee, they will earn $50.16.

    According to the HHS Policy Instruction, "regularly scheduled standby duty pay is premium pay approved on an annual basis." This is appropriate when an employee is required to remain within the confines of a duty station or living quarters and the employee's whereabouts and activities are severely limited.

  5. Policy
    1. CIT Policy requires that employees meet all the requirements specified in HHS Instruction 550-1 in order to be paid call back overtime.
    2. Senior Executive Service (SES) members are prohibited from receiving premium pay or credit hours. SES members may receive compensatory time when it is earned and used for religious purposes (see Title 5 U.S. Code 5541).
    3. The following rules are specific to CIT employees:
      1. Professional employees exempt from the Fair Labor Standards Act (FLSA) at the GS-13 level and higher, will not be paid call-back overtime, but are eligible for compensatory time. Professional employees, FLSA exempt, at the GS-12 level and below may be paid call-back overtime or receive compensatory time.
      2. CIT employees are required to gain permission from their supervisor prior to performing call-back overtime or compensatory time for other ICD’s.
      3. Employees may not earn religious compensatory time more than four pay periods before or after the religious compensatory time is scheduled to be used.

  6. Procedures
    1. Supervisors and employees must complete the CIT Overtime Authorization/Attendance Record Form and have the call-back request approved prior to the call-back overtime taking place.
    2. At the end of each pay period during which call-back overtime was approved and completed, the requesting supervisor should sign and date the Authorization Record to certify the number of hours actually worked (2 hour minimum).
    3. Employees must complete an SF-71 form in order to initiate requests for religious or other compensatory time.

  7. Responsible Organization

    8. Further information and advice is available from the CIT Human Resources Office.

    Send comments and questions to : CIT HRMO