10.1. SR 04-16-2012 - Laserfiche WebLink

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Overtime and Compensatory Time for Non-Exempt Employees All employees may be required to work overtime as requested by their supervisor. Refusal to work overtime as requested may result in disciplinary action. Supervisors will make reasonable efforts to balance the personal needs of their employees when assigning overtime work. All overtime must be authorized in advance by the employee's supervisor. An employee who works overtime without prior approval may be subject to disciplinary action. The city complies with applicable state and federal laws governing accrual and use of overtime. Only employees to whom the overtime provisions of the state and/or the federal FSLA apply are required to be compensated for overtime work. The city administrator and human resource representative will determine whether each employee is "exempt" or "non- exempt" in accordance with federal law. Overtime eligible (non-exempt) employees will be compensated at the rate of one and one- half times their base hourly rate for hours worked over 40 in one workweek. However, non-exempt employees employed in fire protection activities or law enforcement activities may be paid overtime based on the 7(k) exemption as defined by the FLSA (29 U.S.C. § 207(k)). Vacation, sick, compensatory, and bereavement leave hours taken during the workweek do not count toward "hours worked" for purposes of overtime. Holiday time off pursuant to the Holidays policy below generally will count toward "hours worked" for non-exempt employees. Emergency call out hours, as determined by the department head, and weekend rotation hours will be compensated as overtime hours and will be paid at time and one half. Overtime compensation will be paid for overtime hours, unless the employee and department director mutually agree in advance of performance of the work that the overtime will be banked as compensatory time in lieu of receipt of overtime compensation. Employees may request and use compensatory time off in the same manner as other leave requests. Non-exempt employees who have requested the use of accrued compensatory time will be permitted to use the compensatory time within a reasonable period after making the request, if the use of the compensatory time does not unduly disrupt the operations of the city. All compensatory time must be marked as such on official timesheets, both when it is earned and when it is taken. Overtime hours not specified as compensatory time will be paid with overtime compensation. Human Resources maintains compensatory time records. An employee whose activities include public safety, emergency response or seasonal work may accumulate up to 480 hours of unused compensatory time in a "bank." All other employees may accumulate up to 240 hours of unused compensatory time in a "bank." An employee may not carry over more than forty (40) hours of compensatory time in a bank from one calendar year to the next. Street and Equipment Services employees will track compensatory time based on a November 1 to October 31 year. No more than 40 hours may be carried from October 31 to November 1. Any non-exempt employee who has accumulated more hours of compensatory time than is permitted to bank shall be paid overtime compensation for all overtime hours of work in excess of the amount permitted to