(A) Pay plan. A pay plan shall prescribe for each classification a minimum and maximum rate of pay, and employees occupying positions assigned to each classification shall be compensated at a rate no less than the minimum amount and no more than the maximum amount of the pay grade to which the classification is assigned.
(B) Workweek; pay periods.
(1) The official workweek for each department shall begin and end at a time recommended by the department and approved by the Mayor. The official workweek may be changed at any time, but not to avoid overtime requirements.
(2) The city utilizes electronic clocks for accounting for the times worked for its employees. All employees sign the time sheet to attest to its validity each pay period. The completed sheet, properly signed, must be submitted to the City Treasurer for a check to be issued.
(3) Employee checks shall be distributed on the fifteenth day and the last day of the month. In the event either of the days occurs on a Saturday, Sunday or holiday, checks shall be distributed on the workday preceding the non-working day.
(C) Hours of work; recording of time worked.
(1) (a) Each employee shall work according to a schedule of hours determined by the employee’s Department Director and approved by the Mayor.
(b) Employees absent from the workstation during regularly assigned working hours without approved leave shall not be compensated for the period of absence.
(c) All employees shall be required to keep track of time worked by using time clocks located in the proximity of each department. Each employee shall punch his or her own time card; anyone punching the time card for another employee shall be subject to disciplinary action, up to and including dismissal from employment with the city.
(2) Each Department Director shall be responsible for preparing and signing departmental time sheets, which are turned in weekly. Time sheets shall include hours worked by each employee and account for hours not worked.
(D) Overtime.
(1) In order to determine whether an employee will receive overtime pay for hours worked in excess of 40 hours per week, each classification shall be declared “exempt” or “non-exempt” in accordance with the provisions of federal and state wage and hour laws; the designation shall be placed on each position description. Employees in exempt classifications shall not receive overtime pay; employees in non-exempt classifications shall receive overtime pay at the rate of one and one-half times the regular hourly wages for actual hours worked in excess of 40 hours in any week.
(2) Employees who are called to work on a holiday shall be compensation as follows:
(a) If the employee is called back to work on a holiday during the hours in which the employee was initially scheduled to work, the employee shall receive straight time for the hours worked when called back in addition to holiday pay.
(b) If the employee is called back to work on a holiday at a time other than the hours the employee is normally scheduled to work, the employee shall be compensated at time and one-half in addition to holiday pay after 40 hours worked during the workweek.
(3) Time off with pay (holidays, vacation leave, sick leave, jury duty, funeral leave, for example) will not be considered as hours worked for overtime pay purposes.
(4) The Department Director shall be held accountable for overtime, and shall approve all overtime in advance whenever possible; overtime shall be kept at the minimum consistent with maintenance of essential services and the city’s financial resources.
(E) On-call time. As a condition of employment, employees may be required to be on-call on a regularly scheduled basis. While on-call, employees are required to report within a reasonable time period if requested during a period of emergency.
(F) Periodic review.
(1) The Human Resources Director shall ensure that the following are completed as needed:
(a) Compare the salary rates, compensation policies, and the policies and procedures of the city with those of other employers in the labor market area;
(b) Analyze fluctuations in the cost of living;
(c) Examine the salary range for each classification to ascertain whether minimum and maximum salaries should be raised or lowered for a particular classification or classifications during the succeeding 12 months; and
(d) Upon the basis of the comparison, analysis and examination, recommend any necessary changes to the city.
(2) All changes must be made by ordinance of the City Council.
(Ord. 2007-004, passed 7-10-07)