[Ord. No. 18-07, 3-12-2018]
A. This Section covers several areas concerning how you are compensated
for your work. Should questions develop, please contact your Supervisor
and/or the Mayor. The City will operate on a checks and balances system.
This is defined as the ability to check and edit other employee's
work on a daily basis and/or as deemed necessary.
B. The standard workweek for hourly employees (except the Police Department)
shall be five (5) days, forty (40) hours. Police Officers shall be
paid overtime after eighty-six (86) hours worked in a two-week period.
Occasionally, some overtime work may be necessary for proper performance
of the work duties. If overtime must be worked, overtime in excess
of five (5) hours per pay period must be approved by the Mayor and
two (2) other members of the Board. Overtime is accrued at a rate
of one and five tenths (1.5) hours for each hour in excess of forty
(40) hours per week actually worked. The Board of Aldermen considers
five (5) hours of overtime as a red flag.
C. Exempt employees should work those hours necessary to assure the
satisfactory performance of their duties. Overtime is considered part
of the responsibility of a salaried job that does not justify overtime
pay.
[Ord. No. 18-07, 3-12-2018]
A. Any employee who is called in to duty after having left work, during
a time when the employee is not regularly scheduled to work and does
not have at least twenty-four (24) hour notification of such change
in work schedule, shall be paid at the rate of one and one-half (1 1/2)
times for each hour so spent, on duty, but not less than the two (2)
hours for the period called to duty. The employee's duty time shall
start when an employee actually reports for duty and end when the
employee is released from duty.
B. If an employee is called in to work more than once during the same
off-duty period, the employee shall not receive the guaranteed minimum
two (2) hours of callback if the subsequent callback period is within
the hours for which the employee has already been compensated. If
the subsequent callback is beyond the hours for which the employee
has already been compensated, another two-hour minimum callback shall
apply. If an employee is called in to work early or held past the
end of a shift, and works continuously through the beginning or end
of his/her regularly scheduled work hours, the two-hour minimum does
not apply.
C. In those instances where an employee is called back to work to rectify
his/her own error or omission that cannot wait until the employee's
next shift, the two-hour minimum does not apply. In such instances,
the employee shall be compensated for the exact hours worked at the
appropriate rate.
[Ord. No. 18-07, 3-12-2018]
When a situation arises that would prevent an employee from
completing the work assignment for that day and the employee is required
to remain on the job site to complete or attempt to complete their
work assignment, the time worked shall be counted as normal working
hours and shall be used to calculate total hours worked in completing
the designated work period. If the hours worked on the designated
work period are in excess of the established amount, then this time
shall be calculated at one and one-half (1 1/2) times the regular
hourly rate.
[Ord. No. 18-07, 3-12-2018]
A. On-call time is when an employee must remain available to be called
back to work on short notice for emergency responses.
B. This on-call status shall not prevent an employee from coming and
going freely within the normal daily routine as long as they can fulfill
the response time of a minimum of one (1) hour. It is necessary to
leave a telephone number where they can be reached if they are away
from their normal point of contact.
C. This on-call time shall be compensated at the rate of one (1) hour
at time and one-half (1 1/2) for the time in which the employee
is called in and at a minimum of two (2) hours. This compensation
shall be in the form of pay or compensatory time off.
[Ord. No. 18-07, 3-12-2018]
The City shall observe all applicable Fair Labor Standards Act
rules and regulations regarding overtime accrual and compensation.
Employees that are exempt under applicable rules are not entitled
to overtime; non-exempt employees shall receive overtime compensation
and/or compensatory time, at the City's option, one and one-half (1 1/2)
times their hourly rate for approved and authorized overtime. Compensatory
time shall not exceed forty (40) hours and shall be taken in increments
of not less than two (2) hours.
[Ord. No. 18-07, 3-12-2018]
A. Pay period will run Thursday thru Wednesday, with payday being on
Friday. The exception to this being if Friday falls on a holiday,
checks will be issued the last working day of the pay period.
B. Employee Performance Evaluations shall be performed on each employee's
anniversary hire date and considered in:
➢ Determining salary increases or decreases within the
limits established;
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➢ A factor in promotions
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➢ A factor in determining the order of layoffs; or
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➢ As a means of discovering employees who should be promoted
or transferred or because of their low performance should be demoted
or dismissed.
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C. An evaluation of each employee's performance of his/her duties and
responsibilities shall be made by each Supervisor. The evaluation
shall be, in writing, upon such forms as are approved. Each employee
shall be evaluated at least once each twelve (12) months and not more
often than once in each six-month period. A probationary employee
shall be evaluated at the completion of his/her probationary period
to determine his/her eligibility to be granted regular, full-time
status. A change of status such as moving from part-time to full-time,
full-time to part-time, or moving from one (1) department to another
will not change the employee's anniversary hire date.
[Ord. No. 18-07, 3-12-2018]
Mileage shall be paid for the use of personal vehicles at the
rate set by Government. Mileage will be paid on the last working day
of each month only after an accurate mileage log sheet has been turned
in.