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at the overtime rate. No more than forty (40) hours of compensatory time may roll over <br /> from one calendar year to the next. <br /> Stfeet and Equipment Serviees employees will tfaek eempensatefy tiffle based OR a <br /> "Nevembef 1 t Oetebef31 ealendaf yeaf. NE) f e than 40 b,ettfs may be�,ate <br /> Oetebef 31 to NevembeF-4-.-Upon termination of employment, employees will be paid for <br /> all accrued but unused compensatory time. <br /> Call Out and Premium Pay <br /> Employees called to work on an unscheduled or emergency basis shall receive a minimum <br /> of two (2) hours eall pay. <br /> Weekend rotation hours will be compensated as overtime hours and will be paid at time <br /> and one half. <br /> Liquor store employees performing floor refinishing or product inventory on a Sunday will <br /> receive premium pay of one and one half times their regular rate of pay for their hours <br /> worked. <br /> Overtime pay for holidays is explained in the Holidays section of this manual. <br /> Time off for Exempt Employees <br /> Positions classified as Exempt do not qualify for overtime compensation per the FLSA. <br /> Exempt employees are expected to work the hours necessary to meet the performance <br /> expectations outlined by their supervisors, the city administrator, and the City Council. <br /> Generally, to meet these expectations, an exempt employee is often required and expected <br /> to work in excess of forty (40) hours per week. <br /> Exempt employees are required to use paid leave when on personal business or away from <br /> the office for a significant part of the work day. Absences of a few hours do not require the <br /> use of paid leave as it is presumed that the employee works in excess of 40 hours per week. <br /> Exempt employees shall communicate their absence to the city administrator or his/her <br /> designee. _Personal time off shall not be on a one-for-one basis with excess hours worked. <br /> Report of Employee Information Changes <br /> The city attempts to maintain complete and accurate employee information and complies <br /> with data privacy laws. It is important that your permanent personnel records are kept <br /> accurate and up-to-date. Immediately notify human resources when there is a change in <br /> any of the following: <br /> • Name (through marriage or otherwise) <br /> • Address <br /> • Marital status <br /> 8 <br />