The U.S. Equal Employment Opportunity Commission



Staff Given Time Off Also Entitled to Overtime Pay, Arbitrator Rules

WASHINGTON—The U.S. Equal Employment Opportunity Commission’s (EEOC) practice of giving time off to employees who worked extra hours was insufficient for certain investigators and mediators, an arbitrator ruled.

“The EEOC offered compensatory time off to any employee who worked extra hours, but the arbitrator found that practice was not enough to satisfy the Fair Labor Standards Act,” Acting EEOC Chairman Stuart J. Ishimaru said. “EEOC employees work a variety of flexible schedules which contributed to the arbitrator’s factual finding. Going forward, the Agency will examine its overtime practices and make any necessary changes. We want to do overtime right.”

The long-running dispute stemmed from a grievance filed by the National Council of EEOC Locals No. 216, AFGE, AFL-CIO, protesting the EEOC’s reclassification of certain investigators and mediators from non-exempt to exempt status under the Fair Labor Standards Act (FLSA) after a study by an outside consultant. The arbitrator issued an earlier, interim decision returning all but one group of employees to non-exempt status.

At issue in this decision was whether the EEOC had “suffered and permitted” employees in non-exempt positions to work overtime without offering employees a choice between extra pay or compensatory time. The arbitrator agreed with the Commission’s position with respect to those working a flexible schedule, but determined, however, that most other investigators, mediators and paralegals in non-exempt status should have been offered the option of extra pay rather than just compensatory time.

The EEOC enforces federal laws prohibiting employment discrimination. Further information about the EEOC is available on its web site at

This page was last modified on March 26, 2009.

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