Employee Manual 2023 - Flipbook - Page 15
The City reserves the right to eliminate alternative work schedules if it is determined that the
schedule has negatively impacted the operations of the City. In the event that it becomes necessary
to eliminate an employee’s alternative work schedule, the City will provide written notification to
the employee thirty (30) days in advance of the change.
Overtime for Non-Exempt Employees:
Employees who are non-exempt under state and federal wage laws are paid on an hourly basis and
are eligible to receive overtime pay as explained below.
Any non-exempt employee who works over 40 hours in a work week (which begins at 12:00 a.m.
on Sunday and ends at 11:59 p.m. on Saturday) shall be paid at 1-1/2 times their regular rate of pay
for all time actually worked over 40 hours that week. Some employees are "grandfathered in" and
will be paid at 1-1/2 times their regular rate of pay for all time actually worked over 37.5 hours in a
work week, rather than 40 hours. Paid vacation, sick or personal time does not count towards the
"actual hours worked".
All full-time employees below the administrative classifications (department heads) may
accumulate comp-time in lieu of authorized paid overtime at the rate of one and one half (1½)
hours for each hour of overtime worked. The employee will be given the option of utilizing comp
time or receiving overtime compensation prior to accepting any overtime. The maximum
accumulation of comp-time is seventy-five (75) hours. Once the 75 hour maximum comp-time
accumulation is reached, any overtime worked will be compensated at the rate of one and one-half
(1½) times the base wage for each hour of overtime worked. Accumulated comp time may be used
in hour increments upon approval of the department head. Upon termination of employment,
employees will receive compensation at their current straight time hourly rate or the average
regular rate received by the employee during the last 3 years, whichever is greater. It is the
responsibility of the department head to authorize all overtime.
Non-exempt employees are prohibited from working overtime unless they receive advance
approval for the overtime from their manager. Any employee who works overtime without
advance approval will receive overtime pay as explained above but will be subject to disciplinary
action for violating this rule.
Pay For Emergency Call-In:
A minimum of two (2) hours at one and one-half (1.5) times the base pay will be paid to any
employee other than a department head called in or back to duty after having been released from
the regular day’s work or during non-working hours. An employee who answers an emergency call
shall be considered as being on duty for the full two (2) hours and will not be entitled to any
additional pay for subsequent calls during the two (2) hour period.
Exempt Employees:
Employees who are defined as exempt by the FLSA may be required to work more than thirtyseven and one-half (37.5) or forty (40) hours in a particular workweek but will not be paid overtime
pay. Employees in positions that are exempt from overtime pay will be provided with four (4) paid
personal leave days per fiscal year to compensate for the additional work time. The personal leave
City of Plymouth Employee manual - Page 15 – March 2023
