[Ord. No. 545, 3-16-2023]
A.
Payroll shall be biweekly on Friday, with one (1) week being held back. Employees are normally paid twenty-six (26) times a year.
[Ord. No. 545, 3-16-2023]
B.
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. 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 or permanent part-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. 545, 3-16-2023]
An employee's compensation shall be determined at the time of hire, subject to modifications including those provided in this Article.
[Ord. No. 545, 3-16-2023]
A.
Raises in any salaried employee's compensation shall be determined from time to time by the Board of Aldermen. Hourly employee's compensation shall be determined from time to time by the Mayor and department head. No promise of compensation by any person or persons other than the Board of Aldermen shall be valid or binding on the City. No bonuses or other compensation may be given for work already performed. All raises shall become effective no earlier than the first day of the next pay period.
B.
Across The Board Increase.
1.
Across the board increases, if approved by the Board of Aldermen, shall be subject to funding availability and may be given in either flat dollar or percentage amounts. Normally, these increases will be effective at the beginning of the next fiscal year unless otherwise determined.
2.
All positions listed in the pay plan are eligible for across the board increases.
[Ord. No. 558, 1-18-2024]
A.
The below listed salary schedule will be implemented and in force from the time of the passage of this Section.
Position | Negotiable Starting Hourly Wage |
Assistant City Clerk | $15.00/hour |
City Maintenance Worker (part-time) | $15.00/hour |
City Maintenance Worker (full-time) | $15.00/hour |
Police Officer (reserve) | $18.00/hour |
Police Officer (full-time) | $18.00/hour |
Position | Starting Salary |
City Clerk | ~$40,000.00/yr |
Director of Public Works | ~$40,000.00/yr |
Chief of Police | ~$40,000.00/yr |
[Ord. No. 545, 3-16-2023]
A.
All policies governing overtime/compensatory time shall follow the requirements of the Fair Labor Standards Act (FLSA).
B.
Non-exempt employees are eligible for overtime or compensatory time only with prior approval of their immediate supervisor.
C.
Overtime/compensatory time will be given for employees working in excess of forty (40) hours per workweek, or other work periods as required for Police in compliance with the FLSA.
D.
Paid time off will not be considered hours worked for purposes of computing overtime/compensatory time.
E.
Overtime shall be compensated at the rate of one and one-half (1 1/2) times the employee's regular rate including specialty pay.
F.
Compensatory Time:
1.
Based on departmental needs, an employee may receive, in lieu of overtime compensation, compensatory time off at a rate of one and one-half (1 1/2) hours for each hour worked for which overtime compensation would otherwise be required by this Section.
2.
"Compensatory time" and "compensatory time off" mean hours during which an employee is not working but receives paid time off at the employee's regular rate.
3.
City employees may accrue up to a maximum of forty (40) hours of actual overtime hours worked (accrued at time and one-half (1/2) equals sixty (60) total compensatory hours). Any hours earned in excess of the maximum limits must be paid as overtime.
4.
Employees shall be permitted to use accrued compensatory time within a reasonable time period after it is requested unless to do so would unduly disrupt the operation of the City.
5.
Upon termination, or reclassification to a FLSA-exempt classification, accrued compensatory balances will be paid to the employee. Payment will be at the hourly rate of pay being received on the date of termination or reclassification.
G.
Travel Time. Compensation for travel time will be paid in accordance with the Fair Labor Standards Act (FLSA) travel time guidelines. However, the City will compensate the driver and passenger in the same manner for travel time, which is slightly more generous than what is required under FSLA.
[Ord. No. 545, 3-16-2023]
A.
Employees who are on-call must be reachable by phone or text or carry a City-issued device. On-call employees must remain sober and be able to respond to their workplace within thirty (30) minutes.
B.
On-call pay is uncompensated. If an employee is called to respond to work, the time spent working and not the time spent on-call, will be paid subject to the employee's current pay rate or overtime rate, whichever is applicable.
[Ord. No. 545, 3-16-2023]
A.
Certain executive, administrative, and professional employees are exempt from the overtime provisions of the Fair Labor Standards Act (FLSA) and are expected to render necessary and reasonable overtime services with no additional compensation. The salaries of these positions are established with this assumption in mind.
B.
Each City position description shall designate whether persons hired in that classification are exempt from or covered by (non-exempt) the overtime provisions of the FLSA.
C.
If an exempt employee is suspended for less than two (2) days, there shall be no deduction from the employee's compensation.
D.
Improper deductions from the pay of exempt employees are prohibited. If an exempt employee believes that an improper deduction from his or her salary has been made, a complaint should be made to the Mayor. The Mayor will investigate the complaint. Upon a finding that an improper deduction was made, the exempt employee will be reimbursed in the amount of the improper deduction and the City will make a good faith effort not to make future improper deductions.