[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;
➢ A factor in promotions
➢ A factor in determining the order of layoffs; or
➢ As a means of discovering employees who should be promoted or transferred or because of their low performance should be demoted or dismissed.
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.