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(a) A full-time permanent hourly employee who is required by his superior to return to work after the completion of his regular working hours, or to come to work on a day on which he is not otherwise required to work, shall be compensated a minimum of four hours work computed at the overtime rate of pay.
(b) Whenever a full-time permanent hourly employee is notified personally by his division head that he is required to be on stand-by duty for the City, such employee shall be compensated in an amount equal to two hours regular time pay for such standby duty, which compensation shall be in addition to any compensation earned by such employee for actual time worked as a result of being called to duty.
(Ord. 49-01. Passed 11-5-2001.)
An hourly employee or annual salaried employee who is assigned, for a period of thirty (30) calendar days or more, to duties for which a higher wage is provided by ordinance during any part of a regular time day shall be paid the regular time rate applicable to such duties for all of the regular time worked on such day. If the assignment continues into or is made during overtime, the employee shall be paid the overtime rate applicable to such duties for the period of such overtime assignment or shall accrue compensatory time off pursuant to Section 149.04(b)(1) where applicable. If, by reason of multiple assignments, two different rates of pay become applicable for the same time, the employee shall be paid the highest.
(Ord. 49-01. Passed 11-5-2001.)
The Merit Bonus Award System is hereby established for monetary bonuses that may be paid to employees not covered by a collective bargaining unit. The Director of Human Resources is hereby authorized to create and administer a policy for payment of merit bonuses, including guidelines for annual employee evaluations on which bonuses shall be based. Once annually the Human Resources Director shall report to Council on the implementation and the effectiveness of the Merit Bonus System.
(Ord. 43-09. Passed 5-18-2009.)
(a) (1) Vacation time for all full-time permanent hourly employees and all annual salaried employees not covered by a collective bargaining agreement shall be earned in one calendar year and taken in a subsequent year. Vacation time earned during the first calendar year of employment shall be in accordance with the following schedule to reflect service time from the date of employment to December 31 of that first year based on the schedule below:
Effective January 1, 2022, permanent part-time employees not covered by a collective bargaining agreement, who have completed one full year of service or more as of December 31 of any given year shall be entitled to vacation in the subsequent year based on the schedule below:
Hours of Service | Vacation Hours Earned |
Hours of Service | Vacation Hours Earned |
240 to 439 | 8 |
440 to 639 | 16 |
640 to 839 | 24 |
840 to 1039 | 32 |
1040 to 1239 | 45 |
1240 to 1439 | 48 |
1440 to 1639 | 56 |
1640 to 1839 | 64 |
1840 to 2079 | 72 |
Effective January 1, 2002, all full-time permanent hourly employees and annual salaried employees not covered by a collective bargaining agreement, who have completed one full year of service or more as of December 31 of any given year shall be entitled to vacation in a subsequent year based on the following schedule:
Full Years of Service as of December 31 | Vacation Hours Earned |
1 thru 6 | 80 |
7 thru 12 | 120 |
13 thru 18 | 160 |
19 and over | 200 |
Effective January 1, 2022, full-time employees shall receive credit for prior service with the State of Ohio or any political subdivision of the State of Ohio for the purposes of vacation hours earned. Verification of prior service credit shall be provided to the human resources department by the employee from the appropriate retirement system.
Effective January 1, 2022, the Mayor or appropriate appointing authority may provide advanced vacation hours earned to full-time FLSA-exempt employees. Advanced vacation hours provided cannot exceed 120 hours per year. Advanced vacation hours shall be deducted from the employee's vacation bank upon the accrual of any vacation time in the next year. Employees shall be responsible for reimbursing the City for advanced vacation hours at that employee's hourly rate upon separation from employment with the City. At no time shall an employee carry a balance of advanced vacation in excess of 120 hours.
When a full-time permanent hourly or salaried employee terminates his employment due to voluntary resignation, retirement or death, vacation time earned during that year shall be prorated based on the above schedules.
(2) In applying subsection (a)(1) hereof, there shall be included in the term "regular time service" all regular time worked, regular time not worked but compensated by reasons of the holiday, vacation or sick leave provisions hereof and regular time neither worked nor directly compensated by the City but for which an employee received worker's compensation because of injury sustained in the course of employment by the City.
(b) Vacation time for all full-time permanent hourly employees and all salaried employees not covered by a collective bargaining agreement, shall be earned in one year and taken in the subsequent year, except that an employee's paid vacation leave shall be adjusted (or prorated) to reflect time spent on unpaid leave(s) of absence totaling thirty days or more (i.e. for each thirty days spent on unpaid leave of absence, an employee shall lose one-twelfth of regular paid vacation leave).
(c) Vacation pay of all employees shall be computed on the basis of compensation schedules, including regular time as to hourly employees, in effect at the time vacations are taken.
(d) No employee may accumulate in excess of ten weeks (fifty working days) of vacation time, excluding all vacation time earned in the year in which the accumulated vacation is taken; provided, however, in the event an employee is prevented from taking all of his vacation time earned during such year due to operational requirements of the City, the Mayor, at his sole discretion, shall have the authority to authorize a cash reimbursement for the vacation time such employee would have lost as a result of such prevention. No employee shall take more than four weeks vacation in a single uninterrupted period of time, except upon termination of employment. Accrued vacation time in excess of ten weeks (fifty working days) not taken by the employee shall be deemed surrendered by the employee. Except as otherwise provided herein, vacation time not actually taken as such is not compensable in money; however, an employee may be compensated for vacation time earned upon the termination of his employment for any reason other than discharge for cause, conditioned upon at least one week's notice of such termination by such employee.
(e) All vacations shall be granted and taken at such times as shall be mutually agreeable to the employee and his division head, insofar as possible. Where they are unable to agree, the decision of the division head shall govern. The division head may permit the vacation to be taken in other than consecutive days. Each division head shall annually prepare a vacation schedule so devised as to cause minimum interference with normal operation of the division. In the event of conflict between employees in regard to vacation time, seniority shall control.
(Ord. 29-2021. Passed 11-1-21; Ord. 29-2021A. Passed 12-6-21.)
In the case of the death of a City employee, the unused vacation leave to the credit of any such employee, computed as provided in Section 149.08, shall be paid in accordance with Ohio R.C. 2113.04, or to his estate.
(Ord. 49-01. Passed 11-5-2001.)
(a) Effective June 19, 2021, full-time permanent hourly employees and annual salaried employees, not covered by a collective bargaining agreement, shall be granted holidays with regular time pay, as follows:
New Year’s Day | Labor Day |
Martin Luther King Day | Thanksgiving Day |
Presidents Day | Day After Thanksgiving |
Good Friday | Christmas Day |
Memorial Day | Three Days Personally Requested |
Juneteenth | Employee’s Birthday |
Independence Day |
However, no employee shall be compensated for holiday pay unless he works or is available for work on his full regularly scheduled work day next preceding and next following the holiday. (Day after Thanksgiving shall not apply to individuals working in the Refuse Department or Wastewater Treatment Plant, who shall receive an extra personal day).
(b) Whenever any such holiday falls Saturday, the preceding Friday shall be regarded as the holiday and when any such holiday falls on Sunday, the Monday following shall be regarded as the holiday, for all purposes of Sections 149.01 through 149.13.
(c) Nothing herein contained shall be construed to prevent the City as employer from requiring any employee to report for work or to work on any holiday if necessary, by reason of emergency or to carry on essential municipal functions.
(Ord. 49-01. Passed 11-5-01; Ord. 25-2021. Passed 7-19-21.)
(a) (1) Effective January 1, 2002, a full-time, permanent hourly employee or annual salaried employee shall accrue 4.6 hours of sick leave for every 80 hours actually worked.
(2) Probationary employees shall receive no sick leave during the first ninety (90) days of their probationary period but will receive credit upon expiration of the first ninety (90) days of their probationary period for all time spent as a probationary employee.
(3) Sick leave may be utilized on account of illness or injury incapacitating the employee from work and for visits to a physician or dentist without loss of regular time pay, vacation, seniority or other rights or privileges. In addition, sick leave may be utilized to care for a spouse, parent or child on account of the spouse, parent's or child's illness.
(b) In the event an employee becomes or continues to be incapacitated from work by reason of illness or injury after his accrued sick leave is used up, the Mayor may grant further sick leave up to a total of ninety calendar days, in addition to the sick leave accrued as herein above provided.
(c) The Mayor and Division heads are hereby empowered to take such steps as may be reasonably necessary to prevent improper taking of sick leave. Such steps may include but are not limited to:
(1) Requiring from the employee his affidavit that the absence was or is necessary for reasons of health;
(2) Requiring that the employee furnish a certificate from a qualified physician stating that working will be or would have been definitely injurious to the employee's health, or that it was or is physically impossible for the employee to perform the duties of his job, or that a spouse, parent or child was in need of the care that was provided by the employee; and
(3) Requiring that the employee, at reasonable intervals, submit to examination by the Commissioner of Health, or by a physician designated by him.
(d) In the event that an employee is determined to have taken sick leave without due cause, such leave shall be canceled forthwith and the employee ordered to return to work. In addition to any other penalty permitted by law for improper taking of sick leave, an employee may be deprived of wages for the period of his improper absence or compelled to repay any wages he may have received therefor, and may be penalized by forfeiture of any part or all of his accrued sick leave. From any disciplinary action which may be taken hereunder the employee shall have the same rights to appeal or to obtain review that pertain in event of disciplinary lay off or discharge.
(Ord. 49-01. Passed 11-5-2001.)
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