[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). 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.
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.