Employee Manual 2023 - Flipbook - Page 16
days must be taken during the fiscal year. The fiscal year is July 1st through June 30th. There is no
carry-over or pay-off of personal leave days.
In some instance, at the discretion of the city manager, overtime pay may be extended to a
position that is considered exempt under the FLSA. In this case, the overtime provisions specified in
paragraph IV.3 will apply. Should an exempt position be afforded overtime status, the position
would not receive the four (4) personal leave days that are provided to employees exempt from
over-time and would accrue paid leave time at the non-exempt rate.
Pay Day:
Employees will be paid every other Thursday (bi-weekly) for the workweek ending the previous
Saturday. The first paycheck may be a physical check, but for all pay days after that, employees will
receive direct deposits on pay day, with an e-mail verification of the pay stub on the Monday
preceding the pay day. If the normal payday is a holiday, the pay will be issued on Wednesday of
that week. Due to extenuating circumstances, the city manager may adjust the pay day in the best
interest of the organization (i.e. holidays, bank closed dates, etc)
Written authorization must be made for the City to release a payment to any individual other than
the employee. Initial paychecks may not be cashed prior to payday. Employees receiving and
cashing their first paycheck prior to payday will be responsible for any fees or penalties incurred by
the City. Employees will be responsible for any fees incurred by the City to reissue lost paychecks.
Garnishments:
Garnishments will be handled as required by law, but when legally permissible, employees may be
charged for the additional costs and workload they place on City personnel. There will be a $6 fee
as allowed by law to setup each garnishment.
On-Call Employees:
Employees serving in an on-call position must be available, either by pager or telephone, and able
to respond within thirty (30) minutes. If an employee serving on-call is going to be out of the area
and unable to respond, then said employee has the responsibility to arrange for coverage by
another employee. It is the responsibility of the on-call employee to inform the proper agency; i.e.
police department, of the change between the on-call employees.
In the event of an emergency workload situation, “on-call” employees will reasonably evaluate the
situation and determine if other employees are to be called in to assist in performing the required
work.
Meal Compensation:
Employees required to work more than ten (10) consecutive hours in one workday shall receive
compensation for one meal. Compensation will be up to a maximum of $15.00 per meal. This rate
will also apply to all expenses incurred at conferences and conventions, unless receipts are
provided and approved by the department head.
City of Plymouth Employee manual - Page 16 – March 2023
