[Amended 4-23-2003 by Ord. No. 11-2003]
There is hereby established a policy and procedure ordinance for the City of Linwood (hereafter referred to as the City), which ordinance provides for general personnel policies and procedures for those individuals employed by the City who are not members of a collective bargaining unit that has elected a collective bargaining representative. Employment with the City of Linwood is voluntarily entered into, and the employee is free to resign at will at any time, with or without cause. Similarly, the City of Linwood may terminate the employment relationship at will at any time, with or without notice or cause, for those employees covered by an at-will relationship, so long as there is no violation of applicable federal or state law. Policies set forth in this handbook are not intended to create a contract, nor are they to be construed to constitute contractual obligations of any kind or a contract of employment between the City of Linwood and any of its employees. The provisions of the handbook have been developed at the discretion of management and, except for its policy of employment at will, may be amended or canceled at any time, at the City of Linwood's sole discretion.
As used in this ordinance, the following terms shall have the meanings indicated:
1. 
ADMINISTRATIVE CLOSING — The suspension of normal business at City facilities due to weather conditions or other emergency reasons, as called by the Mayor.
2. 
CREDITED SERVICE — The period of employment that is used to determine the extent of employee's participation and enrollment requirements in City programs, such as benefits.
3. 
CREDITED SERVICE DATE — Date of employment as a permanent full-time employee.
4. 
EMPLOYEE — An employee of the City who is not a member of a collective Bargaining Unit.
5. 
EXEMPT EMPLOYEE — Employees who are excluded from specific provisions of federal and state wage and hour laws. An employee's exempt or nonexempt classification may be changed only upon written notification by the City of Linwood management.
[Amended 4-23-2003 by Ord. No. 11-2003]
6. 
NONEXEMPT EMPLOYEE — Employees who are entitled to overtime pay under the specific provision of federal and state laws. An employee's exempt or nonexempt classification may be changed only upon written notification by the City of Linwood management.
[Amended 4-23-2003 by Ord. No. 11-2003]
7. 
NOTICE — An official notification to an employee that his or her services will no longer be required as of a particular date.
8. 
OVERTIME — Work performed outside the regular workday or workweek, which results in hours, worked in excess of 40 hours in a payroll week. In the case of the Fire Department, overtime will begin to accumulate according to the requirements of the law.
9. 
PAYROLL DAY — The twenty-four hour period extending from an employee's actual starting work time.
10. 
PAYROLL WEEK — The period extending seven payroll days from 12:01 a.m. on Saturday.
11. 
SENIORITY DATE — The original date of credited service for employees with uninterrupted service, or the date or rehire for individuals who voluntarily separated, or who were laid off, for more than one year and were rehired.
12. 
TEMPORARY PART-TIME EMPLOYEE — Hired for a specific period of time not to exceed one year.
13. 
TEMPORARY FULL-TIME EMPLOYEE — An employee hired on a full-time regularly scheduled basis for a specific period of time not to exceed one year from the date of hire.
14. 
TIME REPORT — The form prepared by an employee indicating hours worked, hours absent, reason for and nature of absence. It is the basis for payroll checks and is the permanent record for substantiating all labor charges.
15. 
WORKDAY — The number of hours that is the normal period expected of an employee for a full day's work. The normal number of hours is as follows:
a. 
For an employee hired before August 1, 1993: the number of hours that were the normal hours prior to August 1, 1993.
b. 
For an employee whose date of hire is on or after August 1, 1993: the workday will be determined department by department.
16. 
WORKWEEK — The number of days and hours worked by an employee. For full-time employees, five days, except for the Fire Department, and Library, whose workweeks are determined by the Schedule, tailored to that department's special needs.
1. 
INTERPRETATION. The City Solicitor is responsible for interpreting the provisions of this Policy and Procedures Manual.
2. 
ADHERENCE. Every member of Council, the Mayor, the Administrator, and all supervisors and department heads are responsible for adhering to this policy and the procedures related thereto.