[Ord. No. 96-14 §I, 2-12-1996]
A.
The standard for full-time employment is hereby adopted as forty (40) hours of work per work week. This Section does not apply to commissioned law enforcement and commissioned and non-commissioned corrections personnel unless they are assigned to a standard forty (40) hour schedule. Other commissioned law enforcement and commissioned and non-commissioned corrections personnel are covered in Section 115.740. This standard for full-time employment shall apply to the following:
1.
All employees hired after January 10, 1994;
2.
All employees who are currently working at least forty (40) hour
schedules (regardless of any transfer, promotion or demotion into
a position which may have previously been a thirty-seven and one-half
(37.5) hour position);
3.
All employees who are promoted (appointed to a vacant position in
a higher pay grade) on or after February 4, 1995;
4.
All employees who are reclassified to a position in a higher pay
grade after the date of passage and approval of this Part of the Personnel
Policy.
5.
All employees who occupy job classifications which are raised to
a higher pay grade after the date of passage and approval of this
Part of the Personnel Policy.
B.
The standard for full-time employment for employees who do not meet any of the criteria set out above is thirty-seven and one-half (37.5) hours of work per week. All employees who currently work a thirty-seven and one-half (37.5) hour schedule will continue to do so until they meet one (1) or more of the criteria set out in Section 115.730(A), above.
[Ord. No. 96-14 §II, 2-12-1996; Ord. No. 97-230 §1, 12-31-1997; Ord. No. 98-18 §1, 1-28-1998; Ord. No. 15-121 §8, 12-21-2015; Ord. No. 20-095, 12-21-2020]
A.
The standard for full-time employment for law enforcement employees
eligible for twenty-eight (28) day cycles as determined by the Fair
Labor Standards Act who are not assigned by their appointing authority
to forty (40) hours of work per work week schedules, shall be one
hundred sixty-five (165) or one hundred sixty-eight (168) hours per
twenty-eight (28) day cycle. The one hundred sixty-five (165) hour
schedule shall be comprised of thirteen (13) schedules of nineteen
(19) eight and one-quarter (8.25) hour days, plus one (1) eight and
one-quarter (8.25) day off in lieu of the twelve (12) day County declared
holiday schedule plus one (1) additional Law Enforcement Appreciation
Day per calendar year which shall result in a day off in the thirteenth
(13th) twenty-eight (28) day cycle. The one hundred sixty-eight (168)
hour schedule shall be comprised of thirteen (13) schedules of thirteen
(13) twelve (12) hour days, one four (4) hour day, plus one (1) eight
(8) hour day off in lieu of the twelve (12) day County declared holidays
scheduled plus one (1) additional Law Enforcement Appreciation Day
per calendar year which shall result in a day off in the thirteenth
(13th) twenty-eight (28) day cycle.
[Ord. No. 21-099, 12-20-2021]
B.
For
purposes of computation of overtime, overtime at the rate of one and
one-half (1½) the regular rate shall be granted to non-exempt
law enforcement employees whose hours of work exceed more than one
hundred sixty-five (165) for eight and one-quarter (8.25) hour shifts
or one hundred sixty-eight (168) hours for twelve (12) hour shifts
in a twenty-eight (28) day cycle. Compensation for overtime will be
in the form of extra pay or compensatory time. Compensation due for
overtime, whether in the form of additional pay or compensatory time,
will be determined and credited to, or paid to, the employee at the
end of the pay period in which the twenty-eight (28) day cycle ends.
[Ord. No. 96-14 §III, 2-12-1996]
A.
Except
as set out herein, in determining the work schedule of any forty (40)
or thirty-seven and one-half (37.5) hour employee, meal periods shall
not be counted as hours of work. The work schedule of every employee,
unless an exception is approved as outlined below, shall contain a
meal period of not less than thirty (30) minutes during which time
they shall be relieved from duty and shall not be on call. The employee's
supervisor shall be responsible for assuring that the meal periods
are taken. Short breaks, when authorized, are counted as time worked
and may not be used in such a fashion as to alter the starting time,
ending time, nor to lengthen the meal period.
B.
Since
the policy is that meal periods are not counted as hours worked, an
appointing authority may establish a schedule which does not include
a meal break only with prior written approval of the Director of Administration.
Such approval shall be given only in those instances where it is not
feasible to regularly allow the employee to take a meal period and
when the interests of the County are best served by scheduling the
employee to work straight through their assigned shift.
C.
All
law enforcement employees shall have their meal period included as
hours worked, so long as the employee is required to be on call and
subject to the immediate orders of his supervisor during the meal
period. Law enforcement employees, for purposes of this meal period
policy, shall include all commissioned Law Enforcement Officers, dispatchers,
civilian evidence technicians and all commissioned and non-commissioned
correctional officers.
[Ord. No. 96-14 §IV, 2-12-1996; Ord. No. 12-019 §3, 3-2-2012]
The rate of pay and the rate of leave accrual shall be proportional
for employees who work a percentage of full-time.
[Ord. No. 11-088 §1, 9-30-2011; Ord. No. 12-083 §12, 11-5-2012]
A.
Purpose. To properly serve the taxpayers of St. Charles
County while allowing employees not designated as essential personnel
some flexibility in their schedule and leave usage due to inclement
weather.
B.
The
Inclement Weather Policy allows the County Executive to authorize
all employees not designated as essential personnel flexibility in
their schedule and further authorizes all County employees not designated
as essential personnel the ability to use leave as further outlined
below to cover any absences from work during the time the Inclement
Weather Policy is in effect. The policy allows employees not designated
as essential to determine when and if it is safe for them to travel,
while the County serves the public in a safe and effective manner.
Employees and the public will be notified of the policy's implementation
through the County phone and Internet system, as well as through any
news organization coverage.
C.
Implementation
of the Inclement Weather Policy may close County offices to the public,
however invoking the policy does not alter the duty of an employee
not designated as essential to report for their regularly scheduled
hours or take leave in lieu of reporting for work.
D.
Under
the Inclement Weather Policy, County offices do not cease operations
and hours still count as a regular workday for County employees including
personnel not designated as essential. However should the County Executive
implement an inclement weather period, employees not designated as
essential may elect to not report to work during that time designated
as an inclement weather period by reporting to their appointing authority
that they are taking leave (paid time off, compensatory time or unpaid
leave) or in the alternative, report that they will make up the missed
hours during the current workweek.
[Ord. No. 13-103 §14, 12-19-2013]
E.
Extended
medical leave or leave from the employee's paid sick leave bank is
not available unless the employee meets the criteria for the use of
personal or family sick leave.
For example, if the Inclement Weather Policy is implemented
and County offices open to the public at 10:00 A.M. instead of the
usual 8:00 A.M., an employee not designated as essential continues
to be responsible for regularly scheduled hours, however the policy
gives them the flexibility to determine when and if it is safe for
them to travel, and if it is not, to use paid or unpaid leave, or
to make up the time as set out above to cover any time they are absent.
