City of El Paso, IL Conditions of Employment

The City of El Paso's experience has shown that when employees deal openly and directly with supervisors, the work environment can be excellent, communications can be clear, and attitudes can be positive. We believe that the City of El Paso amply demonstrates its commitment to employees by responding effectively to employee concerns. It is the policy of the City to seek employees who are committed to public services. The City is dedicated to providing its employees with a family-friendly and productive work environment that encourages and regards outstanding performance. The City values a diverse workforce and expects mutual respect and cooperation from all employees, regardless of their differences.

The City will implement effective policies and procedures, provide managers and employees with available resources and appropriate training, use performance management to encourage all employees to support the City's best interests, and attempt to offer City employees market-competitive compensation and benefits program to meet those goals.

Rewarding relationship. The City is committed to a mutually rewarding and direct relationship with its employees. The City retains the sole discretion to exercise all managerial functions affecting the workplace. Thus, the City attempts to:

Provide equal employment opportunity and treatment regardless of actual or perceived race, religion, color, gender, age, national origin or ancestry, disability, military status, creed, pregnancy, political affiliation, or belief, or any other legally protected characteristic or conduct under applicable federal, state or local law.

Provide market-competitive, performance-based compensation.

Provide market-competitive, comprehensive, and flexible benefits.

Provide a safe and productive working environment that is free from harassment and retaliation.

Establish reasonable hours of work based on the City's commitment to public services.

Monitor and comply with applicable regulations concerning employee safety.

(7)

Offer appropriate training and professional growth opportunities.

(8)

Indemnify and defend employees acting within the scope of their employment and in compliance with City policy in appropriate circumstances.

(9)

Be receptive to constructive suggestions about job duties, working conditions, or personnel policies.

(10)

Establish appropriate means for employees to discuss matters of concern with their immediate supervisors, department directors, and the City Administrator.

Expectations. The City, as part of its commitment to providing the public excellent services and to creating a productive work environment, expects all employees to:

Interact with the public and business associates in a professional manner.

Represent the City in a positive and ethical manner.

Perform assigned tasks in an effective and efficient manner.

Be punctual and work as scheduled.

Behave in a considerate, friendly, and constructive manner toward fellow employees.

Comply with the policies adopted by the City.

§ 75-2.3 Equal employment opportunity.

Nondiscrimination.

In order to provide equal employment and advancement opportunities to all employees and applicants, all employment decisions, including but not limited to recruitment, hiring, compensation, training, promotion, transfer, discipline, termination and other personnel matters at the City will be based on merit, qualifications, and abilities. The City of El Paso does not discriminate in employment opportunities or practices on the basis of an applicant's or employee's actual or perceived race, color, religion, sex, gender identity or transitioning status, sexual orientation, national origin, work authorization status, age, physical or mental disability, veteran status, arrest record, conviction record or any other legally protected characteristic protected by applicable federal, state and local law. Compliance with the letter and spirit of this policy is required of all City employees.

Additional information regarding an employee's right to be free from discrimination under Illinois law is included in Appendix A.

Reasonable accommodation for disabilities. The City of El Paso is committed to complying fully with all applicable federal, state, and local laws that are designed to promote equal opportunity in employment for qualified persons with known disabilities and will make reasonable accommodations for qualified individuals with known disabilities unless doing so would result in an undue hardship to the City.

Religious accommodations. The City respects the freedom of religion, and will grant employees reasonable accommodations when needed to avoid conflicts between work duties and their religious beliefs, if it can do so without undue hardship. Employees seeking time off for religious observances should provide as much advance notice of their need for time off as possible, as it may not be possible to honor last-minute requests. Employees may be required to use available leave time, if any, to cover absences for religious observances. Requests for additional leave or other accommodations will be evaluated on a case-by-case basis.

Pregnancy and childbirth.

In addition to providing time off for prenatal care, childbirth and family leave under its Family and Medical Leave policy, the City will provide reasonable accommodations to employees when needed due to pregnancy, childbirth, or related conditions to the same extent that accommodations are provided for other medical conditions or disabilities, and to the extent required by applicable law, unless doing so creates an undue hardship for the City.

Additional information regarding pregnancy accommodation rights under Illinois law is included in Appendix B.

Nursing mothers.

As part of our family-friendly policies and benefits, the City accommodates mothers who wish to express breast milk during the workday when separated from their newborn children.

For up to one year after the child's birth, nursing employees will be provided with reasonable paid break time to express breast milk during the workday. Nursing mothers who are returning from maternity leave should speak with their supervisors regarding their needs. Supervisors will work with employees to develop a break schedule that is reasonable, accounts for needs that may vary from day to day and creates the least amount of disruption to the City's operations.

(c)

The City of El Paso will provide a private area, other than a bathroom, for nursing employees to express breast milk. Nursing mothers must request/reserve the room by contacting the Director of Public Service or Administrative Assistant. Employees working offsite or in other locations will be accommodated with a private area as necessary.

(d)

Breaks to express milk will be paid. In addition to these breaks to express milk, employees may use normal break and lunch periods to accommodate additional nursing needs. If you have any further questions or concerns regarding this policy, please contact the Director of Public Service.

Requesting accommodations.

If you require a reasonable accommodation for a disability, due to pregnancy, childbirth, or a related condition, for religious reasons, or for any other reason provided by applicable law, you should promptly bring the matter to the attention of the City Administrator's Office. The City may require you to provide documentation or information supporting your request. If you seek an accommodation due to a medical condition, the City may also require you to be evaluated by a health care provider designated by the City. If an accommodation is needed, the City will work with you to determine what accommodation is appropriate. The City is generally not required to provide an accommodation that would result in an undue hardship for the City. Additionally, please note that even where the City is required to provide a reasonable workplace accommodation, it is not obligated to provide the specific accommodation that you request if another accommodation would also be effective.

Employees who are granted reasonable accommodations will generally be required to perform all essential job functions and to meet the same performance standards and expectations with respect to those job functions as required of similarly situated employees, unless otherwise provided by applicable law.

Reporting.

Any employee who becomes aware of, or witnesses discrimination or believes he/she has been the victim of discrimination in violation of the City's policies above must immediately report the discrimination to their supervisor, their department director, or the City Administrator.

The City will conduct a prompt and thorough investigation of all reports of discrimination. The scope of the investigation will depend upon the specific circumstances, but may include interviews with the person making the complaint, the person who reportedly engaged in discrimination, any potential witnesses identified by either person, and any others whom the City believes may have relevant information. The person making the report normally will be requested to put his or her complaint in writing.

You are expected to cooperate in this process if asked to do so, and to provide truthful information. Any employee who knowingly provides false information in connection with an investigation under this policy will be subject to discipline, up to and including termination of employment.

The City will make every effort to respect the privacy of those involved in an investigation under this procedure. However, please understand that we may need to disclose certain information to complete our investigation or otherwise address the matters raised in the report.

The results of the investigation will be discussed with those persons involved and the City will determine whether any action is warranted in response. Individuals who are found to have violated this policy will be subject to appropriate disciplinary action up to and including termination.

A request not to investigate a reported violation of this policy cannot be honored.

(7)

Employees can raise concerns and make reports without fear of reprisal. Anyone found engaging in any type of discrimination or retaliation in violation of City policies will be subject to disciplinary action up to and including termination of employment.

§ 75-2.4 Relationships in the workplace.

Dating and physical relationships between employees can have a serious adverse impact on employee relations and workforce morale and increase legal liability for the City. It is nearly impossible to eliminate the emotional reactions that come during dating and/or during a break-up from the professional requirements of an employee's position when the dating parties work in the same department. These relationships, even if consensual, may ultimately result in conflict or difficulties in the workplace.

Directors and supervisors. All directors and supervisors are strictly prohibited from dating any employee they manage or supervise and/or who is within their line of supervision. Directors and supervisors may request a transfer to a different department before beginning a personal relationship (defined as dating, romantic, and/or sexual relationship) with any employee they manage or supervise and/or who is within their line of supervision.

Co-workers.

Co-workers who do not manage and/or supervise each other may continue in the dating relationship but must disclose to their direct supervisor and the department director of the relationship once it becomes an established personal relationship, as defined above. The department director may consult with the City Administrator if there is any concern regarding the existence of the relationship and a potential conflict of interest. Being involved in a personal relationship with a co-worker may severely impact the employees' opportunities for promotion to supervisory positions within the department.

Employees who fail to inform their supervisor and their department director of their personal relationship will be subject to disciplinary action up to and including termination.

Transfers. If the supervisor and/or department director determine that the relationship is adversely impacting the work environment, and/or creates/ing a potential conflict of interest, then one and/or both of the parties may be asked either to accept a transfer to another department (if an available position is open for which the individual is qualified) or voluntarily resign. The parties involved will have 30 days to request a transfer to another open position for which he/she is qualified. The department director shall have an additional 14 days to review the transfer request and propose alternatives. This period may only be extended after consulting with the City Administrator. If a transfer is not available or the applicant is not the most qualified person for the position, then either or both of the parties may be terminated. The decision of whether the relationship is adversely impacting the workplace environment and/or creating a potential conflict of interest is left to the sole discretion of the supervisor, department director, and City Administrator. The department director with the open position shall have the authority and discretion to determine whether a person applying for a transfer is qualified for the open position. The City may temporarily reassign one or the other while the transfer decision is being considered.

Anti-nepotism.

To avoid potential conflicts of interest or the appearance of bias, the City prohibits the employment of immediate family members of current employees or elected officials. The provisions of this policy shall only apply to changes in employment status occurring after January 1, 2022. However, if a grandfathered employee terminates his/her employment and later reapplies, he/she would be subject to this policy. Immediate family for the purposes of this policy is defined as spouse, civil union partner, parents, stepparents, brother, sister, stepbrother, stepsister, daughter, son, stepchild, grandparent, grandchild, mother-in-law, father-in-law, son-in-law, daughter-in-law, brother-in-law, sister-in-law, aunt, uncle, niece, nephew or first cousin. Also included is any person residing in the same household with a current employee or elected official. The City will not employ, transfer, or promote the immediate family member of a current employee or elected official in which:

One of the parties has authority (or practical power) to supervise, appoint, remove, or discipline the other;

One party handles confidential material that creates improper or inappropriate access to the material by the other;

(c)

One party is responsible for auditing, supervising, evaluating, or approving the work of the other;

(d)

Work involves potential conflicts of interest due to the relationship; the respective positions require the performance of joint duties;

(e)

The respective positions share responsibility or authority; or

(f)

Both parties function directly in the same chain of command or work for the same department.

Exceptions:

Where the employee(s) are hired through competitive examinations (i.e. police tests).

Seasonal and temporary employees are excluded from this policy due to the limited, short-term nature of the work assignment.

For situations not prohibited under this policy, the City reserves the right to review, evaluate and determine the appropriateness of all organization transactions involving any individual who has a family or personal relationship to another City employee or candidate.

At no time will employees in a familial or dating relationship be allowed to report to or direct the work of one another. If this situation occurs, a change may be instituted at the sole discretion of the City as deemed appropriate. This may include transferring one of the employees in the relationship or if necessary, terminating one of the employees in the relationship if another satisfactory arrangement cannot be determined.

§ 75-2.5 Applicant and employee medical examinations.

To help ensure that applicants are able to perform their job duties and responsibilities safely, a medical examination (including a drug screen) may be required after an offer of employment is made to and accepted by an applicant, or to current employees. It will be performed at the City of El Paso's expense by a health professional of the City of El Paso's choice. The offer of employment and assignment to duties will be contingent upon satisfactory completion of the medical exam.

Information on an employee's medical condition or history will be kept separate from other employee personnel information and maintained confidentially. Access to this information will be limited to those who have a legitimate need to know.

§ 75-2.6 Immigration law compliance.

The City is committed to employing only United States citizens and individuals who are authorized to work in the United States and does not unlawfully discriminate based on actual or perceived citizenship, workplace authorization status, or national origin.

As a condition of employment with the City, each new employee must complete the Employment Eligibility Verification Form I-9 and present true and accurate documentation establishing identity and employment authorization. Former employees who are rehired must also complete the form. If an individual cannot verify their identity and authorization to work in the United States within three business days of the employee's first date of employment, the City is required by law to terminate the employee's employment.

§ 75-2.7 Conflicts of interest.

It is the City's policy that employees avoid any conflict between their personal interests and the interests of the City in dealing with customers, suppliers, vendors, and all other outside organizations or individuals either doing or seeking to do business with the City. "Seeking to-do business" means taking any action within the past six months to obtain a contract or business from the City when, if such action were successful, it would result in the person's doing business with the City; and the contract or business sought has not been awarded to any person.

A conflict of interest refers to a transaction that interferes with the objectivity of an employee's position at the City. Business that is conducted should not result in personal gains for any of our employees or an outside organization or person with whom an employee is dealing. These gains include any type of product bonuses, gifts, or other goods or services, special fringe benefits, unusual price breaks, and/or bribes.

Employees who feel they have influence in or control over a business activity in which their objectivity is compromised should speak with their supervisor. The relationship an employee has with a vendor, customer or co-worker can be clouded based on personal interactions, having nothing to do with legal or family relationships. Employees who have influence at any level on activities involving purchases, contracts, or other work product, should speak with their supervisor regarding the existence of any actual or potential conflict of interest so that safeguards can be established to protect all parties. Compliance with this policy is the responsibility of every City employee.

§ 75-2.8 Outside employment.

The City of El Paso expects each employee's undivided interest, loyalty, and attention to his/her job during the employee's regular or assigned working hours. When an employee holds an additional job with another employer or becomes involved in personal business interests (even outside normal working hours), the employee's efficiency and job performance can be adversely affected. Consequently, a full-time position at the City is expected to be each employee's primary job.

Outside employment or activities must not compromise an employee's capability to carry out his/her duties and responsibilities, or in any way create an actual or potential conflict with the interests of the organization or the employee's obligations to and responsibilities for the City.

Any employee desiring to perform outside employment shall first file a request in writing with her or his supervisor and/or department director for permission to engage in outside employment. The request shall state the type of employment and the hours of work, the name of the prospective employer, and the place where the employee is to be employed. The supervisor or department director may either approve or disapprove the request to perform outside employment in their sole discretion. Failure to follow this policy may result in discipline up to and including termination.

§ 75-2.9 Employment categories.

It is the intent of the City of El Paso to clarify the definitions of employment classifications so that employees understand their employment status and benefit eligibility. These classifications do not guarantee employment for any specified period of time. Accordingly, the right to terminate the employment relationship at will at any time is retained by both the employee and the City of El Paso.

Nonexempt and exempt categories. Each employee is designated as either non-exempt or exempt from federal and state wage and hour laws based on his/her job's daily duties and responsibilities. You will be notified upon hire whether you are an "exempt" or "nonexempt" employee and during your employment if your nonexempt/exempt classification changes.

Nonexempt employees are entitled to overtime pay under applicable federal and state wage and hour laws.

Exempt employees are not entitled to overtime pay and excluded from specific provisions of federal and state wage and hour laws. Rather, exempt employees' compensation packages are intended to compensate them for all hours worked, including any overtime hours.

An employee's nonexempt or exempt classification may be changed only upon written notification by the City Administrator.

Additional categories. In addition to the above categories, each employee will belong to one additional employment category:

Regular full-time employees are those who are not in temporary or introductory status and who are regularly scheduled to work the City of El Paso's full-time schedule of 40 hours per week. Generally, they are eligible for the City of El Paso's benefit package, subject to the terms, conditions, and limitations of each benefit program.

Regular part-time employees are those who are not in a temporary or introductory status and who are regularly scheduled to work less than the full-time work schedule of 40 hours per week. Regular part-time employees who typically work 20 hours or more per week may be eligible for some benefits sponsored by the City of El Paso, subject to the terms, conditions, and limitations of each benefit program.

Temporary/seasonal employees are those who are hired on an interim basis to temporarily supplement the workforce (including interns) or to assist in the completion of a specific project. Employment assignments in this category are of a limited duration and typically last less than 1,000 hours in a calendar year in a single position. Employment beyond any initially stated period of less than 1,000 hours does not in any way imply a change in employment status. Temporary/Seasonal employees retain that status unless and until notified of a change in their status in writing by the City Administrator or his/her designee. While temporary/seasonal employees receive all legally mandated benefits (such as Social Security and workers' compensation insurance), they are ineligible for all of the City of El Paso's other benefit programs.

Contract workers are hired under a specific agreement, paid through the accounts payable system, and subject to the provisions of such agreement. All contracts covering this type of classification must be reviewed by the City Attorney and City Administrator and approved by the City Council before the contract can take effect.

Volunteers perform unpaid service with no promise from the City or expectation of payments for the volunteer services rendered subject to special conditions provided for in applicable department policies. All volunteers are required to complete a volunteer application and are subject to a background check.

§ 75-2.10 Introductory period.

The introductory period is intended to give new employees the opportunity to demonstrate the ability to achieve a satisfactory level of performance and to determine whether the new position meets their expectations. The City uses this period to evaluate an employee's capabilities, work habits, and overall performance. Either the employee or the City may end the employment relationship at will at any time during or after the introductory period, with or without cause or advance notice.

New and rehired employees. All new and rehired employees work on an introductory basis for the first 12 months after their date of hire. Employees who are promoted or transferred within the City must complete an additional introductory period of the same length with each reassignment to a new position. If the City determines that the designated introductory period does not allow sufficient time to thoroughly evaluate the employee's performance, the introductory period may be extended. Neither the introductory period, additional introductory period, nor successful completion of either alters the at-will nature of the employment relationship with the City, nor creates a contract, implied or otherwise, for any length or duration of time with the City.

Promotions or transfers. In cases of promotions or transfers within the City, an employee who in the sole judgment of management is not successful in the new position can be removed from that position at any time during the secondary introductory period, or any time after, as there is no altering of the employment-at-will status. If this occurs during the introductory period, the employee may, in the sole discretion of the City, be allowed to return to his or her former job or to a comparable job for which the employee is qualified, depending on the availability of such position and the City's business needs. Whether the City returns an employee to his/her previous position or to another position is at the sole discretion of the department director, City Administrator, and City Council.

Benefits. During the initial introductory period, new employees are eligible for those benefits that are required by law, such as Social Security and workers' compensation insurance. They may also be eligible for other City of El Paso provided benefits, subject to the terms and conditions of each benefit program. Employees should read the information for each specific benefit program for the details on eligibility requirements.

Employment status. Employment status is not changed during the secondary introductory period as a result of a promotion or transfer within the City, unless the promotion or transfer results in a change of exempt/non-exempt status.

Termination during introductory period. Any new hire in the introductory period who, in the sole discretion of the City, does not demonstrate satisfactory performance may be terminated with or without notice, and at any time during the introductory period, and without the right of appeal. New employees are not eligible for the appeal procedure for disciplinary actions during their initial introductory period.

§ 75-2.11 Employment applications.

The City of El Paso relies upon the accuracy of information contained in the employment application, as well as the accuracy of other data presented throughout the hiring process and employment. Any misrepresentations, falsifications, or material omissions in any of this information or data that is discovered at any time may result in the City's exclusion of the individual from further consideration for employment, or if the person has been hired, disciplinary action up to and including termination of employment. The City will comply with any related federal, state or local laws or regulations as required. All applicants (regular, seasonal/temporary, and volunteers) are required to complete the designated application form prior to being interviewed.

§ 75-2.12 Employment separation.

Separation examples. Separation of employment is an inevitable part of personnel activity within any organization, and many of the reasons for separation are routine. Below are examples of some of the most common circumstances for separation of employment:

Resignation: voluntary employment separation initiated by an employee.

Termination: involuntary employment separation initiated by the organization.

Layoff: involuntary employment separation initiated by the organization for nondisciplinary reasons.

Retirement: voluntary employment separation initiated by an employee meeting age, length of service, and any other criteria for retirement from the organization.

Exit interviews. The City may schedule exit interviews at the time of employment separation. The exit interview will afford an opportunity to discuss such issues as employee benefits, conversion privileges, repayment of outstanding debts to the City of El Paso or return of the City of El Paso-owned property. Suggestions, complaints, and questions can also be raised.

Return of property.

Employees are responsible for all the City of El Paso's property, materials, or written information issued to them or in their possession or control. This includes but is not limited to laptop computers, credit cards, key/keycards, cell phones, tablets, uniforms, and safety vests. Employees who are provided such employer-owned equipment or property have an obligation and responsibility to protect such items from being lost, damaged, or stolen. Any such incidences must be reported immediately to Human Resources.

Employees must return all City property immediately upon request or upon termination of employment in good working condition. Where permitted by applicable laws, items not returned may be deducted from the last paycheck with a written agreement between the employee and the City in which the employee provides his/her express written authorization for the deduction from the employee's last paycheck, at the time the deduction is made, or by Administrative Code, Section 300.930, Notice of Disputed Deductions. The City may also take all action deemed appropriate to recover or protect its property.

Right to terminate. Since employment with the City of El Paso is at will, both the employee and the City of El Paso have the right to terminate employment at any time, with or without cause, for any lawful reason. Employee benefits will be affected by employment separation in the following manner:

All accrued, vested benefits that are due and payable at separation will be paid during the next regular scheduled pay period following separation.

Some benefits may be continued at the employee's expense if the employee so chooses.

The employee will be notified in writing of the benefits that may be continued and of the terms, conditions, and limitations of such continuance.

Timely notification.

Absent extraordinary circumstances, any employee who misses three consecutive shifts without notifying his/her immediate supervisor will be considered to have voluntarily resigned his/her position (i.e., job abandonment) with the City. It is the employee's responsibility to ensure that timely notification is provided to his/her immediate supervisor if the employee is going to be absent and/or tardy and to provide an honest reason and/or explanation. Employees must report an unscheduled absence one hour before their shift is to begin. Employees must report a tardy as soon as possible. Acceptable forms of notification include talking to your supervisor directly. Unacceptable forms of notification include e-mails and voice mail messages, unless authorized by a Department Head. Employees may not delegate this responsibility to their spouse or other third party, unless under extraordinary situations or extreme medical emergencies. The City Administrator must be contacted in any situation where the employee alleges extraordinary circumstances prevented him/her from notifying his/her immediate supervisor.

If you must leave work for any reason before the end of your scheduled workday, you must inform your immediate supervisor before you leave as soon as is practicable.

Whenever any employee notifies his/her immediate supervisor to report an absence, the employee must provide at least the following information:

The specific reason for your absence, with sufficient information to allow the City to determine whether your absence may qualify as FMLA or other legally protected leave;

When your leave will begin and when you expect to return to work, including specific dates and times of absences, if known;

(c)

A telephone number where you may be reached for further information.

Calling in "sick" without providing further information is not acceptable. Absent extenuating circumstances, you are expected to be available by telephone at the number you provide to answer any questions regarding your absence.

Although you are required to notify the City as soon as possible (see above) if you will be absent, tardy, or leaving early, please understand that providing such notice does not mean that your request for time off will be approved, or that you will avoid discipline for excessive tardiness or absenteeism. The City reserves its right to deny requests for time off in its sole discretion, except as required by applicable law.

§ 75-2.13 Work schedules.

It is the policy of the City to establish the time and duration of the workday as required by workload and production flow, public service needs, efficient management, and any applicable laws.

Schedules for employees throughout the City.

The City's standard hours of operation are 8:00 a.m. to 5:00 p.m. Monday through Friday.

The City's standard workweek is from 12:00 a.m. Monday through 11:59 p.m. Sunday. Assigned hours of work vary by department and position to meet department goals and schedules, except for police officers. Civilian employees of the Police Department shall fall within this policy.

Supervisors will advise employees of their individual work schedules.

Staffing needs and operational demands may necessitate requirements and/or variations in starting and ending time, as well as variations in the total hours that may be scheduled each day and week.

Employees must adhere to their assigned work schedules or be subject to disciplinary action.

All full-time employees who work the standard City hours of operation will have 30 minutes of paid break time to be divided between morning before the employee's meal break, and afternoon after the employee's meal break. In all other situations, department directors will establish the break policies for their departments. Employees are expected to return to work on time from breaks. Employees in similar work situations should receive uniform treatment concerning break policy.

Rest and meal periods. Departments authorize rest and meal periods that accommodate their business needs. Each department is responsible for scheduling rest and meal periods for exempt and nonexempt employees, considering the workload and nature of the job performed. Rest and meal periods normally should not be taken at the beginning or end of the workday to change the reporting and/or quitting time. If you are a nonexempt employee and for some reason need to perform work during your scheduled unpaid meal period, you must first obtain authorization from your manager prior to performing any work. You must also ensure that your time record accurately reflects any additional work time resulting from working through your unpaid meal period.

Flexible working time.

Flexible working time is the restructuring of the working hours within the standard workweek (Monday through Sunday) and is subject to department director approval. Department directors will not restructure an employee's working hours for the purpose of avoiding the payment of overtime if the employee has a prior approved leave of absence for such time.

Departments establish work schedules that accommodate their individual business needs. Supervisors will inform employees of their work schedules, including days, hours of work, and designated rest and meal periods at the time of hire or transfer. Employees are not authorized to change work schedules without the prior approval of their supervisors.