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(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)
Full and part-time employment is for no definite term. This means that you and the town have an "employment-at-will" relationship. In such a relationship you may end your employment with the town at any time. The town does request that you give at least two weeks' written notice prior to leaving. No written or oral promises have been made to employees regarding the length of their employment.
(Ord. 2022-13, passed 12-21-2022)
A full-time employee who is also a member of the Monon Volunteer Fire Department or Monon First Response shall not be entitled to compensation from the Monon Volunteer Fire Department or Monon First Response when responding to fire or EMT calls while on duty at their regular full-time position.
(Ord. 2022-13, passed 12-21-2022)
In accordance with the Fair Labor Standards Act (FLSA), the town must compensate a non-exempt employee for all hours worked in excess of 40 in a workweek. Time worked over 40-hours per week will be paid at time and one half. Time off for vacation benefits, bereavement leave, or other leave time will not be considered as hours worked for the purpose of calculating overtime. Holiday hours will be counted as hours worked for the purpose of calculating overtime hours. Exempt employees will not receive overtime pay unless specifically authorized by the Town Council. The Town Marshal and Deputy Marshal, with the permission of the Town Council, have the possibility of overtime with Operation Pullover and any other grants.
(Ord. 2022-13, passed 12-21-2022)
In lieu of the payment of overtime, non-exempt employees may be provided compensatory time in the amount of time and one half for all hours worked over 40 in a workweek. The employee may utilize their compensatory time when approved by a department head. Compensatory time is capped at 80 hours per calendar year. The town will pay out all unused compensatory time at the end of each calendar year. Employees with more than 40 hours of compensatory time off may make a request from the Clerk-Treasurer to receive payment on two separate paychecks at the end of the calendar year.
(Ord. 2022-13, passed 12-21-2022)
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