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(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)
Uniform apparel other than safety equipment is a noncash benefit provided to eligible full-time employees. Employees eligible for clothing allowance include Municipal Superintendent, Wastewater Operator, Laborer 1A and Laborer 1B. The allowance of $500 per year is provided for replacement of work clothing, including coats and steel toe boots, and is subject to applicable withholding.
(Ord. 2022-13, passed 12-21-2022)
The law requires that we make certain deductions from your paycheck for federal income tax, state income tax, Social Security, and any other applicable taxes. These deductions will vary depending upon how much you earn and how many dependents you have. It is the employee's responsibility to report any change in marital status or number of dependents to the Clerk-Treasurer. Except where expressly indicated otherwise, no deduction, other than those named above, will be made from your check without your consent.
(Ord. 2022-13, passed 12-21-2022)
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