[Ord. No. 11-0218 §§ 1 — 2, 6-28-2011; Ord. No. 13-0364 § 1, 9-9-2013; Ord. No. 18-0507, 12-10-2018]
A. 
Policy.
1. 
Jefferson County will comply with the Fair Labor Standards Act (FLSA).[1] Copies of FLSA regulations are posted in conspicuous, public locations in Jefferson County buildings. Jefferson County employees will be paid no less than minimum wage, as defined by State and Federal law.
[1]
Editor's Note: See 29 U.S.C. § 201 et seq.
2. 
General Hours Of Work.
a. 
The workweek for Jefferson County employees begins at 12:00 A.M. each Sunday and ends at 11:59 P.M. each Saturday.
b. 
The regular workweek of all full-time regular employees will be forty (40) hours each week. All full-time employees, including those classified as "exempt" by FLSA, are expected to work forty (40) hours each week. The standard for full-time employment for law enforcement employees shall be one hundred seventy-one (171) hours per twenty-eight-day cycle.
c. 
County offices will be open to the public from 8:00 A.M. to 5:00 P.M., Monday through Friday.
d. 
Employees will be allowed an unpaid meal period each day, the time of which will be designated by the elected or appointed County Officer or line supervisory staff. Employees shall leave their work space/desk during the unpaid meal period. Full-time County employees are authorized two (2) fifteen-minute breaks during an eight-hour day, one (1) in the morning and one (1) in the afternoon. These breaks shall not be used to report to work late, leave early or extend lunch breaks. During these breaks, employees must remain on County premises.
e. 
The hours for part-time regular and temporary or seasonal employees, as defined in the County Employees Merit System, will be arranged by department management based on the workload in their department.
f. 
The daily and weekly work schedules may be changed from time to time when authorized by the Director of Administration to meet the varying conditions of the services provided to Jefferson County citizens.
3. 
Paydays.
a. 
Employees are typically paid on a monthly basis. The pay period begins on the 23rd day of the previous month and runs through the 22nd day of the current pay month. Payday is the last workday of each month. If a regularly scheduled payday falls on a Saturday, Sunday, or County-observed holiday, employees will be paid on the last workday preceding the weekend or holiday.
b. 
Non-exempt bargaining unit employees are paid on a biweekly basis. Employees paid on a biweekly basis will receive twenty-six (26) paydays each year.
4. 
Direct Deposit. All full-time and part-time regular employees shall have their pay deposited into a checking and/or savings account at the banking facility of their choice. (Direct deposit is mandatory.) Direct deposit applications are available from the Division of Human Resources.
5. 
Employee Loans And Salary Advances. Jefferson County expects all employees to manage their own financial affairs. It is the policy of Jefferson County not to loan money or advance salary to any employee.
B. 
Procedure.
1. 
The Director of Administration or his/her designee will be responsible for ensuring that all payrolls are prepared and that employees are paid properly in accordance with the schedules set forth in this policy.
2. 
To ensure that accurate records are kept and to comply with applicable law, employees are required to log in or clock in for time worked, leave time, and/or compensatory time taken.
3. 
After reviewing the payroll report on a timely basis and resolving any discrepancies, the supervisor will approve the report for payroll processing.
4. 
Employees will ensure that actual hours worked and leave time taken are recorded accurately. Falsification of a time record is a breach of County policy and is grounds for disciplinary action up to and including termination.
5. 
Employees should review their paychecks and report any errors to their supervisor for assistance in correcting the error.
6. 
Consistent with applicable State law, employees will be required to complete a Direct Deposit Authorization Form.
[Ord. No. 11-0218 §§ 1 — 2, 6-28-2011; Ord. No. 13-0364 § 1, 9-9-2013; Ord. No. 18-0507, 12-10-2018]
A. 
It is the policy of Jefferson County that all work by non-exempt employees will be completed during the regular workday, if possible. Conditions may arise which will necessitate overtime being worked. In such instances, overtime will be paid as outlined herein. When compensating employees for overtime, the County will ensure compliance with all Federal and State regulations regarding overtime payments.
B. 
The elected or appointed County Officer is authorized to require employees to work overtime as a condition of employment if the conduct of public business is such that this is necessary for the welfare of the County. The County will endeavor to provide employees with as much advance notice as practicable under the circumstances.
C. 
Exempt Employees. An employee defined as exempt by the Fair Labor Standards Act (FLSA) will not be compensated for the overtime hours.
D. 
Non-Exempt Employees.
1. 
An employee defined as non-exempt by the Fair Labor Standards Act (FLSA) will be compensated for work performed over forty (40) hours within a workweek, or in the case of law enforcement, one hundred seventy-one (171) hours of work within a twenty-eight-day period, at a rate of one and one-half (1 1/2) times the employee's pay rate. Employees of the County represented by recognized collective bargaining units will be paid overtime in accordance with the applicable County ordinance.
2. 
Overtime compensation will not be paid until the employee actually works more than forty (40) hours in a workweek or, in the case of law enforcement, one hundred seventy-one (171) hours in a twenty-eight-day period.
3. 
Authorization to work overtime must be approved by the elected or appointed County Officer.
E. 
Compensatory Time Off.
1. 
Non-exempt employees will receive payment for authorized overtime hours worked in the form of compensatory time off. The accumulation of large FLSA and County compensatory time balances is discouraged.
2. 
Compensation in the form of pay may be used, at the discretion of the elected or appointed County Officer, when funds have been budgeted by the County Council.
3. 
Compensation in the form of additional pay at a rate of one and one-half (1 1/2) times may be approved for eligible employees by the Director of Administration only when the employee is specifically assigned to perform extraordinary, essential and critical work required to preserve public safety or continue essential community services during periods of natural disasters or significant public disturbances.
4. 
The scheduling of compensatory time off for overtime hours worked is subject to the employee's department management approval, as the department workload and staffing permits.
5. 
The accrual of compensatory time off for authorized overtime hours worked will not exceed eighty (80) hours for employees engaged in law enforcement and forty (40) hours for all other employees without prior approval by the Director of Administration. The elected or appointed County Officer may require that it be used within a specified time period.
6. 
When an employee's FLSA compensatory time balance reaches the maximum allowed under FLSA, any additional overtime worked must be compensated by additional pay when budgeted.
7. 
Upon separation of employment, a non-exempt employee will be paid for any compensatory time not taken.
8. 
Elected and appointed County Officers will make a reasonable effort to ensure efforts are made to distribute overtime in a fair and equitable manner.
9. 
Acknowledgement. To ensure clear understanding of Jefferson County's Overtime Pay Policy, employees will be asked to acknowledge receipt of a copy of this policy.
F. 
Holiday Work.
1. 
An employee who is required to work on a holiday observed by the County will be granted holiday leave time for the hours worked on the holiday at a time determined by the elected or appointed County Officer.
2. 
Holiday leave time will be kept separately from annual leave and other compensatory time off. Holiday leave time will be used before annual leave or other compensatory time is taken.