(A) Any employee may be required to work in excess of the normal workday or workweek to meet operational demands. Overtime will be paid under the guidelines set out by the FLSA (Fair Labor Standards Act, being 29 U.S.C. §§ 201 et seq.) and paid accordingly. Eligibility for overtime shall be based upon all hours in “active pay status”.
(B) Overtime is generally discouraged and is usually performed only when the Town Council determines it is necessary. All overtime must be approved by the Town Council in advance, except in unusual or emergency situations.
(C) An emergency call-out outside of regularly scheduled work hours will be considered overtime. An emergency call-out will carry a minimum of two hours per call at time and one half.
(D) Non-exempt (hourly) employees of the town (see provisions of the Fair Labor Standards Act (FLSA) shall receive overtime pay for all time actually worked in excess of 40 hours in any workweek at a rate of one and one-half times the employee’s hourly base rate of pay.
(E) Hours worked on Saturday will be paid at a rate of one and one-half times the employee’s hourly base rate of pay. Hours worked on Sunday will be paid at a rate of two times the employee’s hourly base rate of pay.
(F) For purposes of calculation of overtime, paid vacation and PTO shall be included as time worked. Holidays and time off for jury duty will be considered as “hours worked” when computing overtime.
(G) All efforts will be made by the department head to limit overtime by permitting time off during the same work period so that the employee does not exceed 40 hours worked.
(Ord. 2016-07, passed 12-28-2016)