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2022-2025 MOU City of Santa Ana & SEIU Full-Time Employees Unit Page 36 <br />4. Compensatory time off may be taken in increments as small as one-half (0.5) <br />hour. <br />5. Compensatory time off may not be granted or taken in advance of the overtime <br />work for which the time off compensates. Before compensatory time off may <br />be taken, the overtime worked must have been recorded on official payroll <br />records at or about the time the overtime work was performed. In the absence <br />of such recording, no compensatory time off in excess of compensatory hours <br />already banked will be permitted. <br />D. Cash-Out of Compensatory Time <br />Upon an employee’s appointment to a position in which overtime may not be <br />earned (FLSA exempt) or upon an employee’s separation from employment, they <br />shall be paid for all compensatory time accumulated prior to such promotion or <br />separation from service. <br />6.6 No Effect on Other Benefits <br />Overtime work shall not apply to the earning of employee benefits (retirement, holidays, <br />vacation accrual, sick leave accrual, and employee insurance benefits), toward the <br />completion of probationary period, or to progression within salary rate range. <br />6.7 Overtime Work to be Minimized <br />To the extent that they are reasonably able to do so, the Department Head or their designee <br />shall arrange work programs to minimize overtime work. Necessary overtime work shall <br />be apportioned among employees of like classification and assignment. <br />6.8 Overtime Work on a Holiday <br />Work on an observed holiday which would otherwise be a scheduled day off for the <br />employee will be paid as overtime.