A.
A standard
workweek is Monday through Friday; a standard workday is from 8:00
A.M. to 5:00 P.M. with a one (1) hour unpaid lunch period.
B.
A normal
work schedule for regular, full-time employees consists of forty (40)
hours each workweek. The supervisor/department head may establish
different work schedules with approval by the City Administrator to
meet job assignments and provide necessary services, such as in the
case of emergency services personnel. Each department head will advise
their employees regarding their specific work hours.
[Ord. No. 2009-44 §1, 10-27-2009; Ord. No. 2013-03 §1, 1-8-2013]
A.
All
positions are designated as either "exempt" or "non-exempt" according
to the Fair Labor Standards Act (FLSA) regulations. For all full-time
employees except law enforcement and fire employees, the established
work period is forty (40) hours within a seven (7) day workweek which
begins on Wednesday and ends on Tuesday.
B.
For
law enforcement, the work period is one hundred seventy (170) hours
within twenty-eight (28) days. For fire employees, the work period
is two hundred twelve (212) hours within twenty-eight (28) days. Non-exempt
employees are entitled to additional compensation, either in cash
or compensatory time off, when they work more than the maximum number
of hours during a work period. Only the employee's supervisor or City
Administrator may authorize overtime.
C.
Overtime
pay is calculated at one and one-half (1½) times the employee's
regular rate of pay for all time worked beyond the established work
period. Sick leave, compensatory time, holidays and vacation time
are not counted as hours worked when computing overtime.
D.
Exempt
employees are not covered by the FLSA overtime provisions and do not
receive either overtime pay or compensatory time in lieu of overtime
pay.
E.
Pursuant
to principles of public accountability, exempt employees are expected
to work a forty (40) hour workweek. If an exempt employee is absent,
either a whole or partial day, that employee is expected to use sick
leave or vacation in the same manner non-exempt employees do. DOL/ESA/
29CFR541.710.
A.
Punctual
and consistent attendance is a condition of employment. Each department
head and supervisor is responsible for maintaining an accurate attendance
record of their employees.
B.
Employees
unable to work or unable to report to work on time should notify their
supervisor as soon as possible, ordinarily before the workday begins
or within thirty (30) minutes of the employee's usual starting time.
If an absence continues beyond one (1) day, the employee is responsible
for reporting in each day. If the supervisor is unavailable, the employee
may leave a message with a designated representative stating the reason
for being late or unable to report for work.
C.
Employees
are expected to be at work even during inclement weather. The supervisor
or department head may allow their employees to be late or leave early
without pay during severe weather conditions.
D.
An
employee who is absent without authorization or notification is subject
to disciplinary action, including possible termination.
All employees are required to maintain a neat and clean personal
appearance. Each employee is subject to specific departmental rules
and regulations concerning proper clothing/uniform, personal hygiene
and grooming.
Employees may take one (1) fifteen (15) minute break for every
four (4) hours worked. All breaks shall be arranged so that they do
not interfere with work or service to the public. The employee's supervisor
shall schedule meal periods. The scheduling of meal periods may vary
depending on department workload. Meal periods are unpaid and usually
one (1) hour in length.
A.
All
employees are subject to call back in emergencies or as needed by
the City to provide necessary services to the public. A refusal to
respond to a call back is grounds for immediate disciplinary action,
including possible termination.
B.
Employees
called back to duty will be paid for a minimum of one (1) hour. If
the employee has worked forty (40) hours during the pay period, the
first (1st) hour of call back will be paid at double time and remaining
hour(s) will be paid at one and one-half (1½) times their normal
rate of pay. If less than forty (40) hours have been worked during
the pay period, the first (1st) hour of call back will be paid at
one and one-half (1½) times their normal rate of pay and the
remaining hour(s) will be paid at their normal rate of pay until at
total of forty (40) hours have been worked then the excess hours over
forty (40) will be paid at one and one-half (1½) their normal
rate of pay.
The Director of Human Resources keeps the official payroll records.
Each department head shall turn in on a regular basis a signed work
record for each employee within their department noting hours worked,
leave taken and overtime worked (along with an overtime report) during
the previous pay period. This report is due before 11:00 A.M. on the
last day of the pay period. Any changes in time reported for the last
day of the pay period must be reported to the payroll Clerk by 8:00
A.M. the following morning.
