9.3 SR 12-21-2020 - Laserfiche WebLink

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status. ■ Wastewater employees in an on -call status shall report to work within thirty (30) minutes of phone call attempt from their supervisor, emergency dispatch, or from an alarm condition reported through an electronic control monitoring program. ■ Non -wastewater employees in an on -call status shall report to work within forty-five (45) minutes of phone call attempt from their supervisor, emergency dispatch, or from an alarm condition reported through an electronic control monitoring program. ■ Employees shall be prohibited from chemical impairment when in an on -call status. Chemical impairment is defined as a mental or physical state which would be illegal to operate a vehicle or equipment consistent with the position description. ■ Employees may request vacation or compensatory time off when on -call with prior supervisor approval and are responsible for finding another employee to assume their shift. ■ In the event of an unforeseen circumstance (family emergency, accident, etc.) which prevents an on -call response, the employee shall notify his/her supervisor as soon as reasonably possible. o An employee missing an on -call response shall be removed from on -call status until his supervisor is properly notified by the employee of his/her availability to return to on -call status. Employees assigned to positions within a collective bargaining unit shall receive on -call pay in accordance with the articles listed within their respective labor agreement. Non-exempt employees in positions outside of a collective bargaining unit shall receive on -call pay in accordance with the Compensation Plan for Non -Organized Employees. Employees failing to respond as detailed above while in a paid on -call status will not receive on -call pay for that day and will be subject to discipline. When an on -call employee, through notice as detailed above, returns to work and/or renders service on behalf of the city, they shall be compensated in accordance with the Call -Back Pay policy as defined above. Time off for Exempt Employees Positions classified as Exempt do not qualify for overtime compensation per the FLSA. Exempt employees are expected to work the hours necessary to meet the performance expectations outlined by their supervisors, the city administrator, and the City Council. Generally, to meet these expectations, an exempt employee is often required and expected to work in excess of forty (40) hours per week. Exempt employees are required to use paid leave when on personal business or away from the office for a significant part of the workday. Based on supervisor's discretion, absences of a few hours do not require the use of paid leave as it is presumed that the employee works more than 40 hours per week. Exempt employees shall communicate their absence to the city administrator or his/her designee. Personal time off shall not be on a one -for -one basis with excess hours worked. If an exempt employee is regularly absent from work under this policy and it is found there is excessive time away from work that is not justified, the situation will be handled as a performance issue. If it appears that less than forty (40) hours per week is needed to fulfill the position's responsibilities, the position will be reviewed to determine whether a part-time position will meet the needs of the city. Additional notification and approval requirements may be adopted by the city administrator for specific situations as determined necessary. Report of Employee Information Changes The city attempts to maintain complete and accurate employee information and complies with data 10