Prior to the adoption of Ord. 16191 on 09/20/1999, Section 19-96 read as follows.


(a) Employees Positions eligible for overtime pay shall be designated on the classification plan and the     pay plan.


    (b) Work periods for city employees are defined as follows:

    (1)    Fire department shift employees shall work a twenty-seven-day work period (fifty-six (56) hours per week average) and shall be paid at the overtime rate (or compensatory time in accordance with FLSA standards) for all hours worked in excess of two hundred four (204) hours during the work period.

    (2)    Police officers and sergeants shall work a twenty-eight-day work period and shall be paid at the overtime rate (or compensatory time in accordance with FLSA standards) for all hours worked in excess of one hundred seventy (170) hours during the work period.

    (3)    Airport fire/safety officers shall work a fourteen-day work period and shall be paid at the overtime rate (or compensatory time in accordance with FLSA standards) for all hours worked in excess of eighty (80) hours during the work period.

    (4)    All other overtime eligible employees shall work a seven-day work period beginning midnight on Sunday morning and shall be paid at the overtime rate (or compensatory time in accordance with FLSA standards) for all hours worked in excess of forty (40) hours during the work period; except, however, the City Manager may establish work periods beginning on a day and time other than Sunday midnight for facilities requiring twenty-four hour day, seven day a week staffing.

     (c) Overtime work shall be kept to a minimum, and in order to be considered as overtime, the work and the time of doing it must have been assigned by the employee's department head or duly authorized supervisor.

    (d) Time in pay status shall be considered time worked for purposes of overtime eligibility.

    (e) The positions of those city employees and officials excepted from the payment of overtime:

    (1)    Shall be noted in the classification and pay plan and shall generally include administrative, professional and supervisory positions.

    (2)    Shall have salary ranges based on all services rendered and the realization that the employee will not be separately compensated for overtime.

    (f) Employees in positions not eligible for overtime pay:

    (1)    Shall not be specifically compensated for overtime in either money or compensatory time.

    (2)    Shall be expected to average at least forty hours per week.

    (3)    May have their contributions to the development and accomplishment of departmental goals evaluated in terms of total performance, output, effectiveness, and achievement rather than on adherence to set specific working hours.

    (4)    Shall, at the discretion of the department head, not be held rigidly to the established city schedule of leave accumulation and usage. Time absent from work and deviations from the official work hours of the employee's department must be with the approval of the employee's department head who shall have the responsibility for evaluating the employee's performance and justifying permitted deviations from established hours of work and earned leaves.

    (g) Overtime assignments will be distributed as equally as practicable among members of each overtime equalization unit. Such overtime equalization units shall consist of the qualified employees in a job classification or employee work group. No employee will be given an overtime assignment unless he is qualified to perform it. The department head or supervisor shall maintain a roster showing the overtime hours worked by employees in each overtime equalization unit, or work group. If an employee refuses an overtime assignment he will be credited, for purposes of overtime equalization, with the number of hours refused.

(Code 1964, § 22.610; Ord. No. 10733, § 1, 9-16-85; Ord. No. 12386, § 2, 10-16-89; Ord. No. 15754, § 1, 9-21-98)