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balance the personal needs of their employees when assigning overtime work. <br />All overtime must be authorized in advance by the employee's supervisor. An employee who works <br />overtime without prior approval may be subject to disciplinary action. Non-exempt employees (eligible <br />for overtime pay) are not authorized to take work home or work through lunch without prior approval <br />from their supervisor. <br />The city complies with applicable state and federal laws governing accrual and use of overtime. Only <br />employees to whom the overtime provisions of the state and/or the federal FLSA apply are required to <br />be compensated for overtime work. The city administrator and human resources manager will determine <br />whether each employee is "exempt" or "non-exempt" in accordance with federal law. <br />Overtime eligible (non-exempt) employees will be compensated at the rate of one and one-half times <br />their base hourly rate for hours worked over 40 in one workweek. However, non-exempt employees <br />employed in fire protection or law enforcement activities may be paid overtime based on the 7(k) <br />exemption as defined by the FLSA (29 U.S.C. � 207(k)). <br />Vacation time, compensatory leave hours taken, holida�- time off (pursu�u�t to the Holidays policy below), <br />bereavement, and sick and ESST leaves generally will count toward "hours worked" for non-exempt <br />employees. <br />Compensatory Time <br />Overtime compensation will be paid for overtime hours, unless the employee and department director <br />mutually agree in advance of performance of the work that the overtime will be banked as compensatory <br />time in lieu of overtime compensation. <br />Employees may request and use compensatory time off in the same manner as other leave requests. <br />Compensatory time must be marked as such on timesheets, both when it is earned and used. Overtime <br />hours not specified as compensatory time will be paid with overtime compensation. Finance maintains <br />compensatory time records. <br />Employees may accumulate and "bank" up to 40 hours of compensatory time. As compensatory time off <br />is utilized, additional compensatory time may be banked, not to exceed 40 hours. Overtime earned after <br />40 hours of banked compensatory time will be paid at the o�=ertime rate. No more than forty (40) hours <br />of compensatory time may roll over from one calendar year to the next. <br />Upon termination of employment, employees will be paid for all accrued but unused compensatory time. <br />Call Back Pay <br />Employees called to work on an unscheduled or emergency basis shall receive a minimum of two (2) <br />hours o�=ertime pay for returning to their designated work location and performing duties associated with <br />the event requiring the call-back. Call B�acks resulting in work beyond two (2) hours will be paid <br />according to the actual time worked by the employee calculated to the nearest 15-minutes at regular or <br />overtime pay depending on the number of hours worked for the week. <br />Employees who can respond to a Ceall_-Bk�ack remotely without returning to their designated work area <br />using electronic means to address problems/concerns will be compensated with 15-minutes of pay at <br />regular or overtime pay depencling on the number of hours worked for the week. Extended or continual <br />problems/concerns resulting in e�cessive remote monitoring will be evaluated for compensation by the <br />supervisor and administration. <br />Page 9�66 <br />