Employee Handbook

In the event that overtime is necessary because of an unplanned, adverse, or emergency situation, the Department Head shall give the employee as much notice as possible prior to the occurrence. All overtime shall be reported immediately or as soon as practical and shall be subject to review. In emergency situations where employees are required to work long and continuous hours, the City Manager may approve compensation at time and one half for those hours worked and/or grant time off with pay for rest and recuperation to ensure safe working conditions.

All other situations or scenarios relative to the work week, work hours, overtime, compensatory time, or departmental procedures not specifically addressed in this policy shall be subject to review by the Human Resources Director and approval of the City Manager.

CALL-BACK AND STAND-BY PAY

The City provides a continuous twenty-four hour a day, seven day a week service to its customers. Therefore, it is necessary for certain employees to respond to any reasonable request for duty at any hour of the day or night. One of the conditions of employment with the City is the acceptance of a share of the responsibility for continuous service, in accordance with the nature of each job position. If an employee fails to respond to reasonable calls for emergency service, either special or routine, the employee shall be subject to disciplinary actions up to and including dismissal.

Non-exempt employees may also be assigned to "stand-by" duty for a specified period of time. Actual hours worked will be paid in accordance with the provisions of this policy, departmental policies, and the Fair Labor Standards Act.

Departments subject to callback or stand-by duty shall establish and maintain a policy stating specific procedures. Such policies shall be approved by the City Manager prior to implementation.

PAYROLL DEDUCTIONS

Deductions shall be made from each employee's pay, as required by law. Additional deductions may be made upon the request of the employee on determination by the Human Resources Director or Director of Finance, and the City Manager as to the capability of payroll equipment and appropriateness of the deduction.

All employees shall be paid on a bi-weekly basis.

PERFORMANCE EVALUATIONS

To achieve the City’s goal to train, promote, and retain the best qualified employee for every position, the City may conduct periodic performance evaluations. The City Manager is responsible for developing and maintaining the City's performance evaluation program.

Employee performance evaluations are meant to aid in the development of employees in their positions, for the benefit of the person, the organization, and the community. Informally, supervisors and employees have a daily responsibility to talk about job issues and offer guidance on improvements. Formally, the City Manager is authorized to establish and administrate evaluation programs for all employees and officers of the City. Evaluations shall be shared with each employee but shall be confidential between the employee and management to the fullest extent permitted by law.