Page | 49 • Disciplinary suspensions of one or more full days for serious infractions of safety rules of major significance; and • Disciplinary suspensions of one or more full days for infractions of workplace conduct rules including, for example, violations of the City's anti-harassment or workplace violence policies. Any exempt employees who believe their salaries have been subjected to improper deductions should promptly report their concerns to the Human Resources Department. Any improper deductions will be reimbursed, and there will be no retaliation against any employee who raises any good faith concern regarding deductions from salary. OVERTIME PAY 508 Employees determined to be non-exempt are paid overtime compensation in accordance with federal and state wage and hour laws. When operating requirements or other needs cannot be met during regular working hours, employees may be scheduled to work overtime hours. When possible, advance notification of mandatory assignments will be provided. Nonexempt employees shall not work in excess of their regular schedule without pre-approval from his/her immediate supervisor and/or department head. Overtime compensation is paid at one and one-half (1 ½) times the employee’s hourly rate. In addition to actual hours worked, the following paid leave benefits are counted as “hours worked” for overtime calculation purposes: • Paid vacation leave; • City designated holidays; and • Personal/Floating holidays Additionally, the following leave benefits are not considered “hours worked” for overtime calculation purposes: • Paid sick leave; • Injury leave; • Civil leave; and • Unpaid leave For non-protective service workers, the work period for determining overtime is 40 hours per seven (7) consecutive day work week. For protective service workers covered under Section 207(k) of the FLSA, the following alternative work periods have been established: • Police: 80 hours per fourteen (14) day work period; and • Fire: 204 hours per twenty-seven (27) day work period Employees determined by the City to be exempt from the FLSA are compensated on a salary basis and are not eligible for overtime pay.
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