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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.
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.
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)
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.
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