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Any authorized time worked in excess of the employee's regular shift schedule(i.e.contractual overtime)or the maximum hours threshold for a 24 day FLSA work cycle shall be considered overtime. B. Fire Prevention personnel/40 Hour Employees: B.1. Any authorized time worked in excess of the employee's regular workweek shall be considered overtime. Overtime compensation shall be compensable at the rate of one and one-half(1.5)times the employee's regular straight time rate of pay. B.2. Fire Prevention personnel have the option to accrue compensatory time off in lieu of overtime pay at the rate of one and one-half(1.5) hours for each hour worked. Compensatory time may be accrued but the total balance may not exceed one hundred and twenty (120) hours at any time. Compensatory time off may be taken in lieu of overtime payment in accordance with the FLSA. Such time off shall be mutually agreeable to the employee and the supervisor taking into account (a)the normal schedule of work, (b)the anticipated peak hour workload based on past experience and(c) any emergency requirements for staff and services. Once an employee has accrued one hundred and twenty (120) hours of compensatory time off, the employee shall be paid for overtime worked until such time as the balance drops below the cap. With written notice prior to June 1St and December 1St of each year, an employee may request to have all accrued compensatory time off paid to the employee on a separate payroll check. B.3. Fire Prevention personnel who are called back or otherwise requested to respond after 2200 hours shall be allowed to delay their normal start time by the number of hours worked after 2200, if scheduled to work the same or next day. An employee shall be required to work a full shift, regardless of starting time. B.4. Fire Prevention personnel who are called back or otherwise requested to respond after completing their regular work day shall receive a minimum of two (2) hours call back pay at one and one-half (1.5) times their regular rate. The call back minimum is payable even if the employee is cancelled en-route. C. Suppression Employees Overtime Record: The Fire Department shall provide the current overtime selection factor for each suppression employee per the on-line records management system. D. Rank-for-Rank Overtime: The Department agrees that any day to day vacancies, not covered in MOU Section 23C, overtime will be assigned on a rank-for-rank basis unless an individual of equal rank is not available to fill the position; then a pre-signed up qualified actor will be used to prevent a mandate or prevent the breaking of staffing rules. These Short-Term Acting assignments are intended to fill day-to-day vacancies that are for 10-shifts or less. If there is no one available 11