Section 19-96 Overtime.
Prior to the adoption of Ord. 15754 on 09/21/1998, Section 19-96 read as follows.
(a) Employees eligible for overtime pay shall be designated
on the classification and 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 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. The work period for such
employees shall begin at midnight on Sunday morning.
(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
(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, §