(a) Full-time Employees. A full-time employee is one who has successfully completed the probationary period and regularly works 40 hours per week.
(b) Part-time Employees. A part-time employee is one who has successfully completed the probationary period and regularly works less than 40 hours per week.
(c) Probationary Employees. A newly hired person occupying a duly authorized job classification is considered a probationary employee until such time as a six month probationary period is successfully completed. However, anyone hired into a different job classification who is a current employee of the City will be considered a probationary employee in that position for a period not less than two months.
(d) Temporary Employees. A temporary employee is one who is employed for a specified period of time, of no more than ninety calendar days, to perform specific tasks which are not of a continuing nature, with no fringe benefits being paid except as required by law.
(e) Seasonal Employees. A seasonal employee is one who is employed for no more than 800 hours in a calendar year, with no fringe benefits being paid except as required by law.
(f) Non-Exempt Employees. Employees who are classified as non-exempt are subject to the minimum wage, overtime, and time card provisions of the Fair Labor Standards Act, and are eligible for overtime pay for hours worked in excess of 40 hours per week. All non-exempt employees are expected, but not required, to join the AFSCME Union and will be governed by its current contract. Sixty days from the date of hire, if an employee chooses not to join the union, they are still required to have dues withheld from their pay.
(g) Exempt Employees. Exempt employees will be expected to work a standard forty hour week, but will also be expected to work sometimes on evenings or weekends. Exempt employees, generally executive, administrative, and professional classifications, are exempt from the overtime provision of the Fair Labor Standards Act, and will not be paid overtime for hours worked in excess of forty hours per week. The exempt employee may, however, accumulate one hour of compensatory time, up to forty hours per year, for each hour worked over the forty hours per week. Such compensatory time must be used within the calendar year. Unused compensatory time cannot be carried over into the following year or be paid out, if an employee ceases to work for the City. Compensatory time must be used in, no less than, one hour increments. Exempt employees are paid on a salary basis.
(h) Bonding Requirement. The City Manager will determine what positions are to be bonded. The City will pay the cost of bonding. Failing to maintain qualifications for bonding will render the employee subject to transfer to another position, if available, or dismissal.
(Ord. 07-17. Passed 5-21-07.)