11-1-6 EMPLOYEE CLASSIFICATION CATEGORIES.

   All employees are designated as either non-exempt or exempt under state and federal wage and hour laws. The following is intended to help employees understand employment classifications and employment status. These classifications do not guarantee employment for any specified period of time. The right to terminate the employment-at-will relationship at any time is retained by both the employee and the Village of Hamel.

   Non-exempt employees - are employees whose work is covered by the Fair Labor Standards Act (FLSA). They are NOT exempt from the law's requirements concerning minimum wage and overtime.

   Exempt employees - are generally managers or professional, administrative or technical staff who ARE exempt from the minimum wage and overtime provisions of the FLSA. Exempt employees hold jobs that meet the standards and criteria established under the FLSA by the U.S. Department of Labor.

11-1-7 PROBATIONARY PERIOD.

   The first six (6) months of employment are a time for the Village and the employee to get to know one another. If during the probationary period it is determined that the employee does not fulfill the requirements of his/her employment or if the Village determines that continued employment is not in the interest of the Village, the employee will be terminated.

   Following a break or breaks in service totaling more than two (2) weeks, a regular employee's probationary period shall be extended by a period equal to the break in service.

   Prior to the end of the probationary period, the supervisor shall complete a written performance evaluation for the employee. Continuance in the position after expiration of the probationary period shall constitute regular employment. However, completion of the probationary period does not alter the at-will status of the employment relationship.

11-1-8 BACKGROUND AND REFERENCE CHECKS.

   To ensure that individuals who join the Village of Hamel are well qualified and to ensure that the Village of Hamel maintains a safe and productive work environment, it is the Village's policy to conduct pre-employment background checks on all applicants who accept an offer of employment.

   All offers of employment are conditioned on receipt of a background check report that is acceptable to the Village. All background checks are conducted in conformity with the Fair Credit Reporting Act, and all other applicable state and federal laws. Reports are kept confidential and are only viewed by individuals involved in the hiring process.

   If information obtained in a background check may lead the Village to question whether to deny employment on the basis of the report, a copy of the report will be provided to the applicant, and the applicant will have the opportunity to dispute the report prior to any decision being made as to whether to deny employment on the basis of the report.

   At any time during employment, additional checks, such as driving record or credit report, may be made if appropriate and job related.

11-1-9 EMPLOYMENT OF RELATIVES.

   The Village of Hamel wants to ensure that Village practices do not create conflict of interest or favoritism. This extends to practices that involve employee hiring, promotion and transfer. Close relatives, partners, those in a dating relationship, and members of the same household are not permitted to be in positions that have a reporting responsibility to each other.

ARTICLE II – RULES AND STANDARDS

   In order to ensure that all employees are properly paid, the Village has established the following timekeeping and pay policies. Violations of these policies may result in disciplinary action, up to and including termination.

11-2-1 WORKING HOURS, LUNCH BREAK AND TIME KEEPING.

   The Village of Hamel keeps regular business hours Monday through Friday. The standard full-time schedule for non-exempt employees is eight (8) hours per business day. Extra work hours may be required to finish specific projects. Compensation of overtime hours worked will be made in accordance with the applicable provisions of the Fair Labor Standards Act (FLSA).

   The lunch break is thirty (30) minutes and is included in hours worked. In addition to the lunch break, all employees are permitted two (2) ten (10)-minute rest breaks or coffee breaks during a full day of work, to be taken no less than two (2) hours apart.

   (A)      Maintaining Time Sheets. All employees required to maintain time sheets are responsible for accurately and honestly recording their hours worked. Falsifying a time sheet is a violation of Village policy. The Village prohibits supervisors from directing employees to report less than all hours worked, i.e., to work "off the clock."

   (B)      Overtime. From time to time, non-exempt employees may be required to work overtime, for which they will receive overtime pay or comp time in accordance with applicable wage and hour laws. Employees who work more than a forty (40) hour work week, shall be compensated one and one-half (1½) times the basic straight time wage for all time worked in excess of forty (40) hours per week or receive one and one-half (1½) hours comp time for every hour of overtime worked, not to exceed a total of twenty (20) cumulative hours.

   In calculating the hours worked for overtime purposes, the following is included in hours worked: vacation, holidays, approved paid sick days and jury duty.

   Except in unforeseen and emergency situations, employees should not work overtime without prior approval from their supervisors. All overtime worked must be reported, whether it is pre-approved or not pre-approved.

   (C)      Procedure for Pay Discrepancies. Although the Village makes every effort to ensure that employees are properly paid, all employees should review their paycheck stub to confirm that they have been paid the correct amount, received all overtime pay due, and not been subject to improper deductions. If an employee believes that he or she has not been paid the proper amount or has been instructed to falsify a time sheet, the employee should promptly report the matter to the Mayor or Village Clerk, so the matter can be investigated or reviewed and any necessary corrective action taken. No employee will be subject to retaliation because he or she makes such a report in good faith.

(Ord. No. 23-022; 12-12-23)

11-2-2 ATTENDANCE.

   The Village depends on employees to come to work each day, to arrive on time, and not to leave work earlier than scheduled. Employees should telephone the Village Clerk's Office and their supervisor to notify of an unexpected absence. Absences should be reported no later than 7:30 a.m., the day of the absence. Absent prior authorization from the Mayor or the employee's supervisor, an emergency, or an approved absence such as a prearranged vacation day or leave of absence, employees are expected to work every day scheduled. Excessive absenteeism, tardiness, or leaving work early, or a suspicious pattern of such conduct, may result in disciplinary action up to and including termination.