[R.O. 2011 §23.200; Ord. No. 1909 §1(23.200), 10-20-1997]
The City will endeavor to assign each City service position to a particular job class. In classifying jobs, the City will consider the position's duties and responsibilities.
[R.O. 2011 §23.210; Ord. No. 1909 §1(23.210), 10-20-1997]
A pay plan developed annually with the budget will constitute the basic monthly salary schedule consisting of various pay ranges. The pay range will be adopted annually by ordinance.
[R.O. 2011 §23.211; Ord. No. 1909 §1(23.211), 10-20-1997]
A. 
Annually the Mayor shall provide a recommended salary schedule for all full-time employees prior to the establishment of the annual budget. The Board of Aldermen shall review said recommendations and after agreement shall pass said salary structure in ordinance form.
B. 
Both the Mayor and Board of Aldermen shall consider proficiency in performance, cost of living increase, and length of service, responsibility and market rates for similar positions in reaching their decision.
[R.O. 2011 §23.212; Ord. No. 1909 §1(23.212), 10-20-1997; Ord. No. 2817, 3-7-2022]
The City is encouraged to provide notice for job openings involving regular (other than acting) positions. The City may give preference to qualified City employees. The job opening is not required to be published in the local paper, or by other means, if the City chooses to hire an internal candidate for a job position, other than a department supervisor. If, after considering all internal candidates, the job opening is not filled, the City will advertise the job opening in the local newspaper and/or through its website.
[R.O. 2011 §23.213; Ord. No. 1909 §1(23.213), 10-20-1997; Ord. No. 2817, 3-7-2022]
The City Administrator will be responsible for advertising, if required, reviewing applications and conducting interviews for available positions. Internal candidates may be given preference whenever possible before the job position is posted externally for open positions other than department supervisors. The City Administrator or Department Supervisor, with the concurrence of the Mayor, shall make a recommendation to the Board of Aldermen for hiring of new employees or internal employees for an open position. The Mayor and Board of Aldermen may from time to time request full Board interviews for positions or require that a committee participate in all interviews. Internal job postings should appear in either e-mails to staff, bulletin boards, or both.
[R.O. 2011 §23.214; Ord. No. 1909 §1(23.214), 10-20-1997]
When an employee is promoted to an active position with additional duties or responsibilities, the Mayor shall make a recommendation to the Board of Aldermen for the establishment of salary.
[R.O. 2011 §23.215; Ord. No. 1909 §1(23.215), 10-20-1997]
When an employee is demoted to a position in a lower classification, the individual's salary rate will lower to a point in that classification, commensurate with qualification and skill level as recommended by the Mayor.
[R.O. 2011 §23.216; Ord. No. 1909 §1(23.216), 10-20-1997; Ord. No. 2106 §1, 8-5-2002]
A. 
All City employees should be paid every other Thursday. If paydays fall on a holiday, the paychecks will be issued on the previous day.
1. 
Final paycheck. The final check of an employee will be issued at the next regularly scheduled payroll date for all City employees. Regular employees who separate, including by death, shall receive payment of all salary earned up to the effective date of the separation.
[R.O. 2011 §23.217; Ord. No. 1909 §1(23.217), 10-20-1997]
A. 
The City of Savannah's overtime management should be in compliance with Federal law 99-150 (passed November, 1985) which defined the application of the Fair Labor Standards Act to local governments. The policy should also comply with further applicable legislation, the rulings of the United States Department of Labor, and the decisions of the appropriate courts.
B. 
Overtime work should be avoided. It is the City's policy to assign each employee regular work duties and responsibilities which can normally be accomplished within the established day and week.
C. 
Generally, administrative and supervisory positions are exempt from the requirements of the Fair Labor Standards Act.
[R.O. 2011 §23.218; Ord. No. 2223 §1, 1-3-2005]
When an employee is called back to work on an emergency after his/her regular working hours and after he/she has left the work site, the minimum overtime payment of the minimum compensatory time credit shall be for two (2) hours of work at the rate of time and one-half for employees not engaged in fire and police protection activities. Compensatory time credit will be used for all call backs with the exception of a water line break, frozen water meters or a sewer backup. For those exceptions the called back employee will be paid at a rate of one and one-half (1 1/2) times at their regular rate of pay for the hours worked on the emergency.