4.12 SR 12-20-1999 - Laserfiche WebLink

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. . . Flex-time arrangements must be approved by the department head and City Administrator. The department head or City Administrator may deny requests for flex-time at their sole discretion. At no time should flex-time arrangements negatively affect service levels to the public. Employees with flex-time arrangements may be asked to adjust their schedules periodically or to discontinue flex-time in order to accommodate vacations, sick leave, or other issues within the department. PAYDAYS Employees will be paid biweekly on alternate Fridays. When Friday is a holiday, paychecks generally will be distributed before 4:30 p.m. the preceding Thursday. When Thursday and Friday are holidays, paychecks generally will be distributed before 4:30 p.m. on Wednesday. Direct deposit transactions will be adjusted according to bank holiday schedules. Timesheets must be received by the Finance Department by noon on Monday of payroll week for payment on Friday. Timesheets submitted after the deadline will not be paid until the following payroll week. OVERTIME AND COMPENSATORY TIME FOR NON-EXEMPT EMPLOYEES All employees, in all departments, may be required to work overtime as requested by their supervisor. Refusal to work overtime when 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 Federal Fair Labor Standards Act apply are required to be compensated for overtime work. The City Administrator will determine whether each employee is "exempt" or "non-exempt" from earning overtime. In general, employees in executive, administrative, and professional job classes as defined by the Fair Labor Standards Act are exempt; all others are non-exempt. 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 Fair Labor Standards Act (29 U.S.C. ~ 207(k)). Vacation and sick 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. 4