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Non-exempt employees utilizing a timesheet-based timekeeping system shall record their hours worked <br />each day. Requests for time off shall be made and approved prior to the time of£ If time off is <br />unscheduled, the request and approval shall be made as soon as practicable but no later than the end of <br />the pay period. Submission of timesheets acknowledges accuracy of your time record per FLSA. <br />Employees utilizing a kiosk to punch in and punch out are responsible to punch in at the beginning of <br />each shift and punch out at the end, and to notify their supervisor immediately of any missed punches or <br />other errors in their time record. Requests for use of Earned Sick and Safe Time (ESS"I) shall be made <br />through the HRIS sy stem. <br />Exempt employees are paid a set salary each pay period and do not record hours worked. Exempt <br />employees utilizing paid leave time shall request leave time and receive approval through the time keeping <br />system prior to the leave being taken. Submission of timesheet acknowledges accuracy of paid time off. <br />Time off and overtime requests shall be made by the employee through the timekeeping sy stem and shall <br />be approved or denied by the supervisor through the timekeeping system. Requested leave (vacation or <br />compensatory time) must be submitted to supervisors through the timekeeping system with as much <br />advance notice as possible. Leave requests are not final until appro�red by the supervisor in the <br />timekeeping sy stem. <br />Employees are provided secure access to their time records and shall not share their password with co- <br />workers. All employees are responsible to ensure their time records are accurate. <br />The hours reflected in the timekeeping system are the hours emplo�rees will be paid for each pay period. <br />It is the employee's responsibility to monitor their hours to ensure they accurately reflect the hours <br />worked. If the employee feels there is a discrepancy, it is their responsibility to bring it to the attention of <br />their supervisor. Supervisors are responsible to ensure employees are maintaining their time records <br />accurately. <br />Reporting false information is a crime and shall result in disciplinary action up to and including <br />immediate termination. <br />Overtime and Compensatory Time for Non-Exempt Employees <br />The City Council considers and approves projected overtime e�penses in the annual budget process. <br />Department directors and division managers must manage overtime costs in accordance with their <br />budget and exceptions must be communicated in writing to the cit�r administrator. <br />Overtime <br />All employees may be required to work overtime as requested by their supervisor. Refusal to work <br />overtime as requested may result in disciplinary action. Supervisors will make reasonable efforts to <br />balance the personal needs of their employees when assigning overtime work. <br />All overtime must be authorized in ad�=ance by the employee's supervisor. An employee who works <br />overtime without prior appro�=al 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 />Page 8�63 <br />