Page | 16 TRIAL PERIOD 301 Every new employee goes through an initial trial period which is normally six (6) months. During this time the employee will have an opportunity to find out if he/she is suited to, and likes, his/her new position, and gives the City a reasonable period of time to evaluate an employee’s ability to demonstrate the abilities, performance, conduct and behavior to satisfactorily perform the requirements of the position. During this period of time, an employee may be discharged at any time if his/her supervisor concludes that he/she is not progressing or performing satisfactorily. Under appropriate circumstances, the trial period may be extended. Provided the employee’s performance is "satisfactory" at the end of the trial period, he/she will continue employment as an at-will employee. All newly promoted employees will also serve a six (6) month trial period in order to evaluate their ability to perform in the new position. If performance is deemed to be unsatisfactory during this time, the supervisor may elect to demote the employee to his/her former position. In such instances, the employee will not be able to grieve his/her demotion. If termination of employment is recommended in lieu of demotion, the employee will have access to the grievance process. HOURS OF WORK 302 Each employee’s scheduled work hours are determined by his or her department head. Each department establishes the time and duration of working hours as required by workload and workflow, public service needs, the efficient utilization of employees, and any applicable law or bargaining agreement. The department head, or the department head’s designee, will inform employees of their daily schedule of hours of work, including any changes that are considered necessary by the City of Hutchinson. Department heads, at their discretion, may allow nonexempt employees to make-up lost time during a given work period. However, make-up will not be allowed if the lost time is the result of conditions the employee could control, if there is no work the employee is qualified to do, or if adequate supervision is not available. Exempt employees are not required to have a specific work schedule, but supervisors may establish a work schedule for an exempt employee to ensure that departmental needs are being met. Exempt employees are expected to work the hours necessary to perform their job responsibilities and may routinely work more than 40 hours per week. Flextime is a schedule that commits an employee to working a specified number of hours per workweek but offers flexibility in regard to the starting and ending times for each day. Departments determine the conditions and circumstances in which flextime may be used but does not eliminate the obligation to provide nonexempt employees with overtime compensation for hours worked in excess of forty (40) during a workweek. The following rules will apply in determining hours worked for non-exempt employees under the following situations: • Local Travel - Ordinary home-to-work travel is not considered time worked regardless of whether or not an employee is traveling in a city-provided vehicle. However, when responding to a call-back, or other similar situation required by management, the actual travel time to and from home to the worksite is considered time worked (See Section 509/ Call-Back Pay). • Overnight Travel – Travel time for overnight trips is compensable provided it occurs during either the employee’s normal working hours on their regular working days; or during normal working hours on their non-working days (such as Saturdays, Sundays, and holidays). Meal periods should not be counted as hours worked (For example, if an employee’s working time is regularly scheduled 8 a.m. - 4:30 p.m. Monday through Friday, then any travel on Saturday and Sunday between those hours is compensable).
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