(A) Elected officials, department heads, and any other exempt employees are not eligible for overtime pay.
(B) Any employee, regardless of classification, 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. Eligibility for overtime shall be based upon all hours in “active pay status”.
(C) Overtime is generally discouraged and is usually performed only when the supervisor determines it is necessary. All overtime must be approved by the employee’s supervisor in advance, except in unusual or emergency situations.
(D) Exempt employees are not subject to the overtime payment requirements of the FLSA due to the nature of his or her work. These employees are expected to have flexible working hours, which may exceed eight hours in a day. These individuals should not expect to receive overtime pay or formal compensatory time for such.
(E) Non-exempt employees of the city (see provisions of the Fair Labor Standards Act (FLSA) shall receive overtime pay (or compensatory time off in lieu of overtime payment) for all time authorized and actually worked in excess of 40 hours per week at a rate of one and one-half times the employee’s hourly base rate of pay. (For purposes of calculating overtime holidays will be included as time worked.)
(F) Non-exempt employees of the city may alternatively decide, per agreement between city and employee, to receive compensatory time off for overtime hours worked in lieu of overtime.
(G) Upon termination of employment, the non-exempt employee is entitled to receive payment for accrued and unused compensatory time at the regular hourly wage rate in effect at the date of termination.
(H) Police and Fire Departments should refer to their policies concerning overtime. (For purposes of calculating overtime holidays will be included as time worked.)
(Ord. 2013-7, passed 8-28-2013; Ord. 2019-25, passed 5-13-2020)