Page | 17 During all trips which involve overnight travel, any time spent driving a vehicle is considered hours worked (regardless of the employee’s normal schedule). However, time spent riding as a passenger (in a vehicle or common carrier) that occurs outside of the employee’s normal work hours will not be counted as hours worked. If an employee drives a car as a matter of personal preference, and other less costly mode of travel have been approved (flight, train, etc.), only the estimated time of the less lengthy mode of travel will be counted as hours worked. • Out-of-Town/Same Day Travel – All travel time, regardless of whether the employee is driving or riding as a passenger, will be considered hours worked when an employee travels out-of-town and returns the same day. Meal periods should not be counted as hours worked. • Training and Conferences – Time spent at job-related training sessions and conferences is considered time worked provided that it has either been required or pre-approved by management. Time spent during meal breaks, social gatherings, etc. is not compensable unless the employee’s attendance is required. • City Meetings - Employee attendance at city/departmental meetings which fall outside the employee’s normal work schedule is considered time worked if attendance is required by management. Attendance at voluntary meetings outside of the employee’s normal work schedule is not compensable. (Updated: 4/2010) ATTENDANCE, PUNCTUALITY AND ABSENCE NOTIFICATION 303 Because the City depends heavily upon its employees, dependability, attendance, punctuality, and a commitment to do the job right are essential at all times. As such, employees are expected at work on all scheduled workdays and during all scheduled work hours and to report to work on time. Moreover, notification must be made as soon as the employee is aware that he/she will not be able to report to work and preferably no later than 30 minutes prior to the employee’s scheduled start time. The preferred method of notification is to call the supervisor at the City work number. Individual supervisors may approve alternate methods of notification such as email or calling the supervisor’s cell phone. If the employee is out for more than one day, the employee is required to notify the supervisor each day, in accordance with the initial notification procedure, of the continued absence. If the absence extends for a period of time, the employee and supervisor may establish a schedule to report on a less frequent basis. If the employee is out for at least three days for possible reasons that might relate to sick leave, the supervisor will notify Human Resources of the absence in order to send Family Medical Leave Act (FMLA) paperwork to the employee. An employee shall be considered absent without leave any time they fail to report to work as scheduled or leave their job without prior approval from their supervisor or department head. An employee who fails to meet the absence notification requirements above will be subject to disciplinary action, up to and including termination of employment. Additionally, an employee that fails to report to work and fails to contact his/her supervisor for two (2) consecutive shifts will be considered as having voluntarily resigned. LUNCH AND REST PERIODS 304 For employees working a full 8 to 12-hour shift, the time for lunch each day shall be for thirty minutes or one hour as set by each department. Working through lunch requires supervisor pre-approval. An employee who is unable to take a lunch period must report it to his/her supervisor and ensure that it is properly recorded on his/her daily time record. Rest breaks are scheduled by the immediate supervisor in a manner so as not to interfere with City operations. To be eligible for a rest break, an employee must be scheduled to work a minimum of four (4) hours. A rest period is time for
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