(a) Payroll Checks Schedule. Payroll checks are written bi-weekly and distributed every other Friday. If the normal payday falls on a holiday, payroll checks shall be distributed on the workday prior to the holiday.
(b) Electronic Deposit. All employees are eligible to request automatic electronic deposit of payroll checks. Election forms may be requested from Human Resources. Employees hired after January 1, 2020 will be required to have direct deposit unless authorized not to by City Manager or designee.
(c) Pay Status. All employees of the City are classified as "exempt" or "non-exempt" from the overtime provisions of the Fair Labor Standards Act (FLSA) as follows:
(1) Exempt employees are paid on a salary basis and are not eligible for overtime pay.
(2) Non-exempt employees are paid on an hourly basis and are eligible for overtime pay or compensatory time off.
(d) Time Cards. In compliance with Fair Labor Standards Act (FLSA), the City will require all employees to keep an accurate account of their time worked. Department heads or their designees are responsible for correcting time entry mistakes or errors and submitting time to payroll no later than noon Monday of a payroll week, (you will be notified of exceptions for holidays, emergencies, etc., via email, in advance). All time should be designated in the decimal form, for example, ¼ hour or 15 minutes = .25 hour, ½ hour = .5 hour, ¾ hour or 45 minutes = .75.
(e) Time Entry.
(1) All time worked must be accurately recorded.
(2) Time cards or time entry are all acceptable methods of recording time as long as the time recorded is actual time worked and not the arrival or departure time if employee is not working.
(3) Deviations from regular schedules must be noted and tracked including tardiness, unscheduled absences, leave (PTO, bereavement, FMLA, etc.) and overtime (in time entry include a narrative for deviations from scheduled hours such as "employee was .25 late", "overtime authorized by supervisor", etc.).
(4) The City will follow the "7 minute rule" in accordance with the FMLA. The "7 minute rule" refers to the method of rounding time to the nearest quarter hour.
A. Regardless of your method of recording time, employees may start more than seven minutes before a scheduled shift (unless otherwise instructed to do so by the supervisor) and they may end more than seven minutes after the scheduled end of their shift.
B. Any time more than seven minutes after your scheduled start time will be rounded up to the quarter hour. For example, if an employee starts between 7:38-7:52, they will be credited for 7:45. If an employee starts between 7:53-8:07, they will be credited for 8:00. Any time after 8:07 will be rounded up to 8:15 a.m. and the employee will be .25 hours late.
C. End of a shift will be according to the seven minute rule as well. For example if an employee ends at 4:38-4:52, the time recorded will give credit for 4:45. Ending our shift at 4:53-5:07 will give credit for 5:00.
D. The "7 minute rule" only applies to time keeping. If you are scheduled to work at 8:00 a.m. and arrive at 8:02, your supervisor can count this as a tardy.
(5) You must start work, take your lunch and RETURN to work, and end your work day when you are instructed to do so by your supervisor. Any deviations from a normal workday must be approved in advance, by your supervisor and noted on time card.
(Ord. 3263. Passed 11-25-19.)