9.3 SR 12-21-2020 - Laserfiche WebLink

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advance notice as possible. Leave requests are not final until approved by the supervisor in the timekeeping system. Employees are provided secure access to their time records and shall not share their password with co- workers. The hours reflected in the timekeeping system are the hours employees will be paid for each pay period. It is the employee's responsibility to monitor their hours to ensure they accurately reflect the hours worked. If the employee feels there is a discrepancy, it is their responsibility to bring it to the attention of their supervisor. Supervisors are responsible to ensure employees are maintaining their time records accurately. Exempt employees are required to request leave time off through the timekeeping system and ensure their time records are accurate. Your finalized work schedule and approved exceptions signifies physical approval of your time record per FLSA and state statutes. Reporting false information is a crime and shall result in disciplinary action up to and including immediate termination. Overtime and Compensatory Time for Non -Exempt Employees The City Council considers and approves projected overtime expenses in the annual budget process. Department directors and division managers must manage overtime costs in accordance with their budget and exceptions must be communicated in writing to the city administrator. Overtime 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. Non-exempt employees (eligible for overtime pay) are not authorized to take work home or work through lunch without prior approval from their supervisor. 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 FLSA apply are required to be compensated for overtime work. The city administrator and human resources manager 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 or law enforcement activities may be paid overtime based on the 7(k) exemption as defined by the FLSA (29 U.S.C. 5 207(k)). Vacation and compensatory 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),