HomeMy WebLinkAboutR-1966 - Amending the personnel rules by providing new sections 5 and 5.1 to Chapter VII relating to compensatory time and administrative leave---------------------------
CITY OF MARYSVILLE
Marysville,Washington
RESOLUTION NO./q~b
'.
A RESOLUTION OF THE CITY OF MARYSVILLE AMENDING THE PERSONNEL
RULES BY PROVIDING NEW SECTIONS 5 AND 5.1 TO CHAPTER VII RELATING
TO COMPENSATORY TIME AND ADMINISTRATIVE LEAVE.
WHEREAS,the City Council recognizes that from time to time
the nature of work for employees who are exempt from the Fair
Labor Standards Act requires sustained periods of effort,marked
by long hours,limited opportunities for time off,and stresses
not normal to nonexempt positions;and
WHEREAS,in the past the City has maintained a policy of
authorizing compensatory time off for certain eligible employees
who are considered FLSA exempt;and
WHEREAS,the City of Marysville wishes to continue the past
policy relating to compensatory time for FLSA non-exempt
employees,and replace the compensatory time policy for FLSA
exempt employees with a policy that authorizes administrative
leave;
NOW,THEREFORE, BE IT RESOLVED BY THE CITY COUNCIL OF THE
CITY OF MARYSVILLE,WASHINGTON AS FOLLOWS:
Chapter VII of the City's Personnel Policies are hereby
amended by adding a new Section 5 and 5.1 entitled "Compensatory
Time"and "Administrative Leave,"respectively,which shall read
as set forth in the attached policy.Said policy shall be
included in the Personnel Rules of the City of Marysville and
shall be distributed to all affected employees.
,,~PASSED by the City
IU"71 day of pry Council and APPROVED by the Mayor this
,2000.
CITY OF MARYSVILLE
By (}r/~
DA tfJf'i:.WE I SER,...,--;cMc;A~Y;-;:O:-;:R:---
CLERK
Approved as to form:
By /JA~.~2
dRANT K.WEED,CITY ATTORNEY
RESOLUTION
Iwpf/mv/admlv.res
..-
CHAPTER VII
EMPLOYMENT BENEFITS AND OBLIGATION
Section 5.Compensatory Time
Non-exempt status employees are eligible for compensatory time-off at the rate of one
and one-half (I Yz)times the actual time worked. Such compensatory time off shall not
exceed two hundred forty (240) hours in any calendar-year nor shall more than forty (40)
hours of compensatory time be carried over into the next calendar year. All amounts over
40 hours on December 31 will be paid-out with the December pay check;December
adjustments,if any, will be made on the January check. Use of compensatory time shall
be scheduled as soon as possible after accrual and with regard for the wishes of the
employee and the needs of the City. The City reserves the right to compel use of
compensatory time.
The following rules apply to the use of compensatory time:
a.Non-exempt status will be allowed 4 days or 4 shifts limit per incident.
b.Compensatory time will not accrue until a minimum of one-half hour has
been earned.
c.Compensatory time may be used to extend vacation periods.
d.Earned or accrued compensatory time shall be documented on City forms,
including the date, number of hours, and the activity for which
compensatory time is being claimed.
Department Heads and other FLSA exempt status employees are not eligible for
compensatory time-off.
Section 5.1.Administrative Leave
The Fair Labor Standards Act (FLSA) exempts certain classes of employees from
overtime compensation.Department heads, non-union supervisors and certain
professional personnel are designated as an "exempt employee" under the FLSA The
City recognizes that FLSA exempt salaried employees are compensated for the product of
their work efforts not the number of hours actually worked. The City further
acknowledges that from time to time the nature of work for many exempt employees
requires sustained periods of effort, marked by long hours, limited opportunities for time
off, and stresses not typical of non-exempt positions. Further, the City acknowledges that
sufficient rest is necessary for personnel to operate at peak performance. To the extent
that the City wishes to recognize the unique employment characteristics of non-exempt
-
: ,I ...
.....
:i ...\
employees, and to ensure a high level of operational readiness, employees so classified
shall be eligible for administrative leave.
FLSA exempt status employees shall be eligible for administrative leave based on the
schedule and conditions below. The City Administrator, upon the recommendation of the
department head may award supplemental administrative leave on a case-by-case basis
when conditions warrant such consideration.
The following Management positions shall be awarded an annual bank of 10 business
days of administrative leave at the beginning of a calendar year.
Department
Public Works
Police Department
Executive Department
Finance Department
Parks &Recreation Department
Planning Department
Position Title
Director of Public Works
Public Works Superintendent
City Engineer
Project Manager
Chief of Police
Police Commanders
City Administrator
Director ofFinance
Director of Parks &Recreation
City Planner
All other FLSA exempt status employees shall be awarded an annual bank of 5 business
days of administrative leave at the beginning of each calendar year.
The following rules apply to the use of administrative leave:
a.Administrative leave shall be utilized in minimum increments of one (1)
full day.
b. Use of administrative leave will be documented appropriately on City
payroll forms, and require prior approval of the department head.
c. Unused administrative leave shall be forfeited at the end of each calendar
year.
d. Unused administrative leave may not be converted to cash compensation
under any circumstance.
Page 2 of3
",~..~.
""·0:~•.~'\
Inthatoneofthe primary purposes of administrative leave isto provide sufficient time-
offforFLSAexempt employees soasto ensure individual and operational readiness,
administrative leave shall notbe awarded to employees possessing a vacation balance
exceeding the accrual limits established intheCity's Personnel Rules.
The award of administrative leavetoFLSA exempt employees,is considered aspart of
their compensation forthe extraordinary timeandeffortoften required of those positions.
Page 3 of3