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sy stem on Saturday, Sunday, and paid holidays that fall within their assigned week. <br />Establishment of an on-call schedule shall be at the discretion of the supervisor based on the needs of <br />the city. Scheduled on-call time shall be distributed as equally as practicable. On-call schedules shall be <br />posted in the workplace at least two (2) weeks prior to initiation of the on-call schedule. <br />The weel�ly on-call period begins and ends on Monday mornings at 8:00 a.m. <br />Expectations of employees on call: <br />■ Employees shall be available for response outside of scheduled work hours when in an on-call <br />status. <br />■ Wastewater employees in an on-call status shall report to work within thirty (30) minutes of <br />phone call attempt from their supervisor, emergency dispatch, or from an alarm condition <br />reported through an electronic control monitoring program. <br />■ Non-wastewater employees in an on-call status shall report to work within fort�r-five (45) <br />minutes of phone call attempt from their supenTisor, emergency dispatch, or from an alarm <br />condition reported through an electronic control monitoring program. <br />■ Employees shall be prohibited from chemical impairment when in an on-call status. Chemical <br />impairment is defined as a mental or phy sical state which would be illegal to operate a vehicle or <br />equipment consistent with the position description. <br />■ Employees may request vacation or compensatory time off when on-call with prior supervisor <br />approval and are responsible for finding another employee to assume their shift. <br />■ In the event of an unforeseen circumstance (family emergency, accident, etc.) which prevents an <br />on-call response, the employee shall notify his/her supervisor as soon as reasonably possible. <br />o An employee missing an on-call response shall be removed from on-call status until his <br />super�=isor is properly notified by the employee of his/her availabilit�- to return to on-call <br />status. <br />Employees assigned to positions within a collective bargaining unit shall receive on-call pay in accordance <br />with the articles listed within their respective labor agreements. Non-exempt employees in positions <br />outside of a collective bargaining unit shall receive on-call pay in accordance with the Compensation Plan <br />for Non-Organized Employees. Employees failing to respond as detailed above while in a paid on-call <br />status will not receive on-call pay for that day and will be subject to discipline. When an on-call employee, <br />through notice as detailed above, returns to work and/or renders sen=ice on behalf of the cit��, they shall <br />be compensated in accordance with the Call-Back Pay policy as defined above. <br />Time off for Exempt Employees <br />Positions classified as Exempt do not qualify for overtime compensation per the FLSA. Exempt <br />employees are expected to work the hours necessary to meet the performance e�pectations outlined by <br />their supervisors, the city administrator, and the City Council. Generally, to meet these expectations, an <br />exempt employee is often required and expected to work in excess of forty (40) hours per week. <br />Exempt employees are required to use paid leave when on personal business or away from the office for <br />a significant part of the workday. Based on supervisor's discretion, absences of a few hours do not <br />require the use of paid leave as it is presumed that the employee works more than 40 hours per week. <br />Exempt employees shall communicate their absence to the cit�r administrator or his/her designee. <br />Personal time off shall not be on a one-for-one basis with e�cess hours worked. <br />Page 10�63 <br />