To ensure uniformity of terms used and to provide a basis for
establishing alternative schedules of work, the following procedure
shall be observed:
A.
Full-time employees shall work 37 1/2 hours per week, or 40
hours per week, depending upon job function. Work schedules for occasional
or seasonal employees and part-time employees shall be specified by
department heads according to the need of the County and the rules
and schedules stipulated for regular employees.
B.
All department heads shall maintain daily attendance records for
all employees and retain them within the department's files. All department
heads shall also submit a time card data sheet to the Treasurer's
Office containing that department's use of hours.
[Amended 1-11-2024]
C.
The normal working day for County employees shall customarily be
8:00 a.m. to 4:30 p.m., Monday through Friday, except those employees
on shift schedules or in departments that have special requirements.
Flexible work schedules may be acceptable in appropriate situations.
A workweek shall be defined as seven consecutive twenty-four-hour
periods commencing at 12:01 a.m. Sunday.
D.
All elapsed time from the moment an individual actually commences
work for the County until the work is finished for the day, except
for the deduction of time spent at dinner or lunch, constitutes hours
of work. Arriving early or leaving late for the employee's own convenience
is not to be included in working time, provided that the employee
performs no duties for the County during such intervals. No work may
be performed before or after an employee's scheduled hours of work
without the prior authorization of the department head or work supervisor.
It is the department head's responsibility to inform employees who
may be arriving early to or leaving late from work, without prior
direction to do so, that such time is not eligible to be counted towards
overtime or compensatory time. This should be done in a timely fashion
so as to not be an issue for either the employee or McLean County.
E.
Federal law requires that every nonexempt employee who actually works
over 40 hours in a week is entitled to overtime pay. This applies
to employees who are permitted to work the extra hours even if not
required. "Permitted" includes an employee who voluntarily comes to
work early or stays late or comes in on weekends. If the employer
does not expressly prohibit such work, the employer must pay the overtime.
If an employee fails to list the extra time on a time card, it is
the employer's responsibility to correctly reflect the amount of time
worked.
County employees will be compensated according to their job classification and salary schedule at the approved rate of pay for all work up to 40 hours in a workweek. Additional hours of work, which are required, beyond these normal work periods shall be compensated for in accordance with § 108-46, Overtime payments.
Because of the around-the-clock nature of some facilities, the
need to respond to emergency situations and the nature of the public
services provided, it may occasionally be necessary for employees
to work overtime. Overtime may be paid under the following conditions:
A.
After 40 hours have been worked in a standard workweek, General Salary Schedule hourly employees shall be compensated in accordance with § 108-46. For employees who receive overtime payment, the rate shall be 1 1/2 times the regularly hourly rate of pay. For employees who are eligible for compensatory time awards, the rate shall be 1 1/2 times the hour(s) or portion thereof worked over 40.
B.
Overtime work shall be authorized in advance by the department head
or work supervisor.
C.
To determine eligibility for overtime compensation, any absence with
pay shall not be considered as time worked.
County department heads have the authority to grant meal periods
from 1/2 hour to one hour in a normal workday. Employees who are granted
from one-half-hour to one-hour meal periods are not paid for them
and they may or may not leave their work facility or duty area, depending
upon job function and where sufficient accommodations are provided.
Such time is to be considered the employee's time and employees should
not perform work tasks during their meal period.
A.
Employees assigned to positions requiring full-time attendance or
who are on "on duty" status during meals shall be paid for them; however,
such employees shall not leave their work facility or duty area for
that meal. This time is to be considered work time and they may be
working, called upon, or called back to work during such periods of
time.
B.
Employees who are paid for meal periods or rest breaks are covered
under worker's compensation insurance and liability insurance during
such periods. The County is responsible for their actions; therefore,
department heads must maintain supervision and control over such employees.
They should not leave the assigned work facility or duty area and
shall be compensated for periods of time 1/2 hour and less.
C.
County department heads have the authority to grant rest periods
to their employees. Such periods of rest, in general, should not exceed
15 minutes and the employee may not leave the work facility during
such periods of rest and can be called back to work at any time.
D.
Employees on rest break are covered by worker's compensation insurance
and liability insurance. The County is responsible for their actions;
therefore, department heads must maintain supervision and control
over such employees.
[Amended 3-26-2020; 9-15-2020]
In order to prevent abuse of overtime payments and to limit
the County's liability when employees are not under direct supervision/control,
nonexempt County employees will not be assigned work to complete at
home unless such employees are in job classifications not eligible
for overtime payments. No work performed at home is to be considered
working hours for the purpose of monetary payment or compensatory
time off. The County Administrator may suspend this policy, or order
compulsory leave, when it is necessary to do so for the general health,
safety and welfare of McLean County employees. Upon declaring the
policy suspended, the County Administrator shall take the following
steps:
A.
Notify the County Board Chairman and all Department Heads of the
declaration to suspend the policy which prohibits nonexempt employees
from working at home; and
B.
Specifically identify a time frame through which the policy is suspended;
and,
C.
Develop and distribute parameters with which employees permitted
to work from home or who are on compulsory administrative leave must
comply. These parameters shall comply with all laws, administrative
rules and regulations.
In computing hours of work, attendance at meetings, lectures
and training programs is to be considered under the following conditions:
A.
Involuntary and voluntary attendance. Where attendance is required
at such events, attendance is to be considered work hours. Where attendance
is not required, meetings, lectures and training programs will not
be covered under overtime provisions in these policies.
B.
Related training. Only training directly related to the employee's
job is to be considered as hours of work. Programs conducted for the
personal edification and/or entertainment of employees will not be
considered as time worked.
C.
Independent training. Training in which the employee participates
on his or her own, even though it may be job-related, is not to be
considered as hours worked.
In computing hours worked, travel time is to be considered under
the following conditions:
A.
Work performed while traveling. If work is directly performed while
traveling, that time is to be considered time worked as defined previously.
B.
Travel all in a day's work. If the job requires travel during the
hours of scheduled work, whether in a County-owned vehicle or the
employee's vehicle, that time is included as work time.
C.
Travel away from home. Travel time away from home is to be considered
work time beyond scheduled periods of work. For example, an employee
traveling to a training program, meeting, or convention away from
home may include travel time as hours of work. This shall be true
whether a private vehicle or a County-owned vehicle is used.
D.
Home-to-work or work-to-home in different situations. Home-to-work
or work-to-home is not considered hours of work. Employees are to
consider travel to work or travel to home after work as their own
time. When called back to work during an emergency, hours of work
will commence when the employee leaves home and continue until the
employee returns home.
Employees who are injured on the job or who are directed to
receive a physical examination will be compensated. This policy does
not include pre-employment physical or medical attention after initial
treatment for an injury. For example, if an employee is injured at
the start of work and is taken to receive medical attention, waits
for treatment and is hospitalized, that entire day should be paid.
If the County directs an employee to receive a physical examination
in line with the physical standards policy, such time spent by the
employee is to be considered hours of work.
