(A) Standard work periods for county employees are as follows.
Pay Rate | Category | Work Period | Minimum Work Hours |
Pay Rate | Category | Work Period | Minimum Work Hours |
Hourly | Nursing home | 7 days | 40 hours |
Hourly | Solid waste | 7 days | 40 hours |
Monthly | All others | 7 days | 37.5 hours |
Monthly | Deputy | 28 days | 171 hours |
Monthly | Dispatchers | 7 days | 40 hours |
Monthly | Inspectors | 7 days | 40 hours |
Monthly | Jailer | 28 days | 171 hours |
(B) Work hours should include the time that an employee spends on the job undertaking work duties.
(1) Computation for overtime will include county designated holiday hours and work hours over and above 40 hours for a seven-day work period for non-law enforcement and over 171 hours for a 28-day work period for law enforcement employees.
(2) Sick and vacation time off in a work period will not count towards computing overtime hours. These leave times may be counted in order to make a work period’s hours come up to the minimum but will not be included in computing overtime.
(3) For employees who receive a fixed salary and are on a 37.5- or 40-hour work week, overtime will be considered when their regular work week hours are exceeded. This includes those employees who work a standard 37.5-hour work week. Deputies’ and Jailers’ overtime must exceed 171 work hours in the specified 28-day work period.
(4) Employees must receive prior written approval from their department head or County Manager in order to be compensated for overtime. Overtime, when approved, will be compensated on a basis of time and one-half for each hour worked.
(5) On-call periods should not be counted for the purpose of computing work hours. On-call is considered to be a back-up position for an emergency situation. Individuals who are assigned to be on-call are not restricted to the employer’s premises or their own residences, but must remain in their respective response area and must keep the County Communications Center or their supervisor informed of their location and telephone number. Since the employee can use this time for his or her own purposes, it should not be counted as work time. When called to work from on-call status, work time should begin when the employee begins actual work duties and ends when work duties end.
(6) Payment for overtime may be in the form of compensatory time off or monetary compensation included in the employee’s regular paycheck at the discretion of the county.
(Ord. passed 10-2-1990; Res. passed 8-5-1992)