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Violations of the sick leave and/or vacation policy of the county shall be penalized as follows:
(A) Unauthorized time away from work shall be subtracted from existing leave time in the following order: accrued compensatory time, vacation time, and sick time.
(B) If a non-exempt employee has no existing leave time as described above, unauthorized time from work shall be docked from his/her wages on an hourly basis.
(C) The penalty for exempt employees paid at a salary rate shall be computed by the normal workdays in a year divided into the gross yearly salary (daily rate).
(D) An employee cannot be granted time off without pay if they have remaining compensatory time, excess benefit time, vacation time, unless otherwise stated in written policy (i.e.: military leave).
(E) The wages of an elected official cannot be decreased or increased as set by the salary ordinance, unless by statutory exception.
(F) Additional disciplinary actions may be taken for violations of paid leave policies, up to and including termination of employment with the Town of Monon.
(Ord. 2022-13, passed 12-21-2022)
(A) Accurately recording time worked is the responsibility of every employee. Federal and state laws require the Town of Monon to keep an accurate record of time worked in order to calculate employee pay and benefits. Time worked is all the time actually spent on the job performing assigned duties.
(B) The Fair Labor Standards Act (FLSA) requires that certain records be kept on each covered non-exempt worker. The Family and Medical Leave Act (FMLA) requires that certain records be kept on each covered worker. The record must include accurate information about the employee and data about hours worked and wages earned. Employers are required to maintain the following records:
(1) Employee's full name, as used for Social Security purposes, and on the same record, the employee's identifying symbol or number if such is used in place of name on any time, work, or payroll records;
(2) Address, including zip code;
(3) Birth date if younger than 19;
(4) Sex and occupation;
(5) Time of day of the week when employee's workweek begins, hours worked each day, and total hours worked each workweek and work period;
(6) Basis on which the employee's wages are paid;
(7) Regular hourly rate;
(8) Total daily or weekly straight-time earnings;
(9) Total overtime earnings for the workweek or work period;
(10) All additions to or deductions from the employee's wages;
(11) Total wages paid each pay period; and
(12) Date of payment and the pay period covered by the payment.
(Ord. 2022-13, passed 12-21-2022)
(A) I.C. 5-11-9-4 requires that all public sector employees (except elected officials) maintain records showing which hours were worked each day by officers and employees. These employee service records are subject to audit as prescribed by the State Board of Accounts.
(B) All employees must accurately record the time they begin, and end work each day. They also must record the hours of any departure or absence from work for personal reasons. Overtime work must always be approved before it is performed, and an unencumbered balance must exist in the budget for that department for overtime purposes. Working any unauthorized overtime hours may result in disciplinary action, up to and including termination of employment.
(C) Altering, falsifying, tampering with employee service records/timesheets, or recording time for another employee's time record may result in disciplinary action, up to and including termination of employment.
(D) It is the employee's responsibility to complete and sign his or her employee service record/timesheet to certify the accuracy of all time recorded. The Clerk-Treasurer or department head will review and then sign the record. The employee service record shall be submitted to the Clerk-Treasurer.
(E) In addition, if corrections or modifications are made to the employee service record/timesheet, both the employee and the Clerk-Treasurer or department head must verify the accuracy of the changes by signing off on the employee service record/timesheet.
(Ord. 2022-13, passed 12-21-2022)
Non-exempt employees should report to work no more than seven minutes prior to their scheduled starting time, nor stay more than seven minutes after their scheduled stop time, without prior authorization from their supervisor. Deviations of up to seven minutes will not have an impact on overtime, compensatory time, or a reduction in pay calculations.
(Ord. 2022-13, passed 12-21-2022)
Time is to be recorded to the quarter (1/4) hour, using the seven minute rule (i.e., leeway of seven minutes before and seven minutes after scheduled start and stop time). All employee work commenced more than seven minutes before the start time work hour will be paid on a quarter hour schedule; all employee work continued more than seven minutes after the end of the last work hour will be paid on a quarter (1/4) hour schedule.
(Ord. 2022-13, passed 12-21-2022)
Regular, part-time, and temporary employees as well as the Clerk-Treasurer will be paid by check or direct deposit on Wednesday, every two weeks. If a payday falls on a holiday, your paycheck will be available on the last workday before the holiday. The pay period is hereby defined as bi-weekly. The bi-weekly term for such pay represents the 14 day period, commencing at 12:01 a.m. Saturday and extending to and concluding on midnight of the second following Friday, immediately preceding the week of the scheduled payday. It is the policy of the town not to make any advances of wages. It is prohibited under I.C. 5-7-3-1.
(Ord. 2022-13, passed 12-21-2022)
(A) Cell phones are required for some positions. The purpose of carrying such a device is to provide 24-hour access to better serve citizens and increase productivity. Those positions are designated by each department head, as well as the level of access required to be maintained by the employee on behalf of the Town of Monon. When an employee is not supplied a cell phone by the town, the determination of the wireless carrier will be up to the employee. The employee is required to pay his or her own bill and to supply the phone as prescribed by their department head.
(B) Employees who meet the above conditions will be paid a cell phone allowance of $50 per month payable twice a year, $300 in January and $300 in June.
(Ord. 2022-13, passed 12-21-2022)
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