Could Comp Time Bankrupt County?

From a Sheriff's Office employee:

If you (sheriff's office employee) or a family member, supported TG then you have already taken your time off or have scheduled to take your time off. If you are loyal to the sheriff, you will either take your time off when you want to or you may not even have to at all. You think I am wrong. Then have someone investigate the time records at the courthouse. Teresa Smith does all of the time for all county employees. When the news broke about everyone taking their time off, I was told that day to take off the next three 12 hours days I was schedule to work. I also have 355 comp hours to take off, and I have been told that I could not take them as there are not enough employees for me to be off. But yet I can be laid off with no problem. You see I voted for Gregory and I am being punished. I did not openly support TG, just in secret voiced my right to vote for who I wanted to. I will lose all of my comp time when TG takes over and I understand that, but why punish me and not let me take time now while Bill is still in office?? I worked the hours and was not paid, so I should get my time off. I am not sorry that TG is coming to run this department and I am looking forward to his new sheriff's office.

TRSP Review: How many others have this much comp time?
You stand to receive about $5,000 for your comp time? And I don't believe you will lose it when Gregory takes over. If you are fired before Jan. 1, they have to by law pay you for your COMP TIME. Just a thought!!!!

Check out this article:

From http://compensation.blr.com/display.cfm/id/152648

The most important part from the link above.

Compensatory (or "comp") time is time off from work in compensation for irregular or occasional overtime work, substituting for overtime/time and a half pay. It is only available to state and local government employers, both exempt and nonexempt, through a 1985 amendment to the Fair Labor Standards Act (FLSA). The rate of comp time under FLSA must be one and one-half hours granted to the employee for every hour he/she works over forty hours in a single week.
Employees may bank their comp time to a particular cap or maximum, and accrued time is paid at termination.
Problem in the public sector. Employees accruing large amounts of comp time has led to problems for some public employers, because it meant that at an employee's termination the agency had to pay for a significant amount of banked time, and the cost could be very high.
Public employers began to require employees to take the time off in order to reduce banked time, and employees sued, charging the employers with violating the FLSA. The issue finally went to the U.S. Supreme Court, in Christensen v. Harris County, 529 US 576 (2000). In Christensen, deputy sheriffs sued the county for their implementation of a policy requiring employees to use accumulated comp time. The sheriffs alleged that the county's policy violated the FLSA's requirement that there be an agreement between employer and employees as to when the time should be taken.
The Supreme Court said otherwise. Employees may choose whether they want comp time or overtime, said the court-but if they choose comp time, and bank it, employers may mandate when (or by when) the banked time must be used. The FLSA does not bar an employer from specifying when compensatory time must be taken nor does it bar employers from reducing the cost of accrued comp time by "cashing it out" and paying the employees time-and-a-half for it.


Why do you think the Sheriff didn't want to cap COMP TIME?

I have requested those time records!!!