ORD 2011-51 - Amending Personnel Rules The Pay Plan 08-02-2011ORDINANCE 2011 -51
AN ORDINANCE OF THE CITY COUNCIL OF THE CITY OF HUNTSVILLE, TEXAS,
AMENDING THE PERSONNEL RULES OF THE CITY OF HUNTSVILLE BY
AMENDING SECTION 5; AND MAKING OTHER PROVISIONS RELATED THERETO.
WHEREAS The City of Huntsville Employee Policies and Procedures were originally adopted on September 20,
2005, by Ordinance No. 2005 -17; and
WHEREAS Section Five of the Employee Policies and Procedures are recommended to be amended; and
WHEREAS the Personnel Committee of the City Council has reviewed the recommended amendments as
proposed by the City Manager and Director of Administrative Services;
NOW, THEREFORE, BE IT HEREBY ORDAINED BY THE CITY COUNCIL OF THE CITY OF
HUNTSVILLE, TEXAS, that:
SECTION 1: The following sections of the Personnel Rules of the City of Huntsville, Texas, are hereby amended
as set out in Exhibit A:
SECTION 2:
Section 5.04 The Pay Plan
If any portion of this Ordinance shall, for any reason, be declared invalid by any court of competent
jurisdiction, such invalidity shall not affect the remaining provisions hereof and the City Council
determines that it would have adopted this Ordinance without the invalid provision.
SECTION 3: This Ordinance shall take effective immediately from and after the date of its passage.
PASSED AND APPROVED THIS 2nd DAY OF AUGUST 2011.
ATTEST:
war
City ecreta
CITY OF HUNTSVILLE, TEXAS
APPROVED AS TO FORM:
A
/ Leori eider, City Attorney
5.04 The Pay Plan - Overtime Payments
Effective Date: 9 -20 -2005
Revision Date:
Policy
A. Eligibility - Eligible employees may be compensated for hours worked in addition to
their regularly scheduled period of work by monetary payment. The following describes
the categories of employees by job classification, pay grade and their eligibility to be
compensated by monetary payment.
1. All Hourly Employees (Non - Exempt):
Non - Exempt employees in this category shall be compensated for overtime
worked by monetary payment. All monetary payment for overtime must be in the
employee's regular job classification.
2 . Exempt Employees in Professional, Administrative and Executive Classifications:
Employees in this category are not eligible for overtime monetary payment.
3. Non - Exempt Personnel:
Employees in classifications covered by the Fair Labor Standards Act.
B. Requirements for Overtime:
1. Overtime payments must be based on the rate of pay for the job classification in
effect at the time in which the overtime was worked.
2. Department heads will make every effort to assign overtime as equitably and
evenly as possible.
C. Compensatory Time Off - Eligible employees may elect to liquidate overtime hours in
excess of forty (40) at pay equal to one and one half (1.5) times their regular rate or
accumulate compensatory time off at one and one half (1.5) hours for every hour worked
in excess of forty (40). Compensatory time off with pay is authorized for hours reported
on time keeping records.
1. Compensatory time means the accrual of hours worked in excess of the normal
work week consistent with the requirements of the Fair Labor Standards Act.
2. Employees may accrue up to a maximum of forty (40) compensatory time hours
in a calendar year with department head approval.
3. Firefighter may accrue up to fifty -six (56) compensatory time hours in a calendar
year.
4. Once an employee has accrued forty (40) compensatory hours (56 compensatory
hours for Firefighter employees), no further accruals may be made to the
compensatory time balance. Overtime must be liquidated by the appropriate cash
payment.
t Formatted: Strikethrough
D. On -Call Policy
Non - exempt employees will be assigned to regular rotating schedules to work on -call for the
City. Supervisors will assign a primary and secondary employee. An employee is "on -call"
when _the employee is able to do his/her own_.per onal.__business.but is required to.._be reached _ in
anemergenc_y._. The employee is required to report to duty in fit physical and
within 30 minutes of receiving the call.
All non - exempt employees, who are not assigned "on -call" status, may be called out for work
outside scheduled working hours b}, a supervisor or dgpartment head of the City, and must also
he in fit physical and mental condition to report to duty. If an employee is not in good condition
to work, due to having an alcoholic beverage prior to the call, or have taken prescription
medicine that makes one drowsy, the employee shall inform the supervisor that he or she is not
eligible to come to work at that time.
All non - exempt employees who are called out to work outside of their regular working hours
shall be paid time and one -half for all hours worked with a minimum of two hours per call.
On -call pay will be included in the employee's overtime rate in compliance with FLSA.
An example of on-call pay is:
An employe is called out to an emergency after regular hours and performs the duties of the job.
The time worked is only 15 minutes for the first call. The employee would he paid for 2 hours
worked at time and one -half. If the employee is called out again within the same two hour
period, he /she would still fall under the same 2 hour minimum work period.
If the employee is called again, 4 hours later, the employee would be paid at time and one -half
for a minimum of two hours for performing the job duties.
Example: M T W T F
8 8+ 8 8 8 :: 42 hrs worked
15 min 40 ld straight time
+ 2 hrs X 1.5 overtime rate
Example: M T W T F
8s1 8+1 8 8 8 = 33 hrs worked
8 hrs sick leave (a,: trai <ght time
32a straight time
+ 2 hrs x1.5 overtime rate for call out after hrs
Example: M T W T F
8sl 8 +1 8 8 +5 8 ,,,,, 38 hrs worked
8 hrs sick leave (i? straight time
32 hrs (4`. straight time
+ 4 hrs X 1.5 overtime due to 2 hr. min on call
(2 call -outs1
+ 3 hrs(r) overtime rate for call -out after hrs.
In the event of a natural disaster emergency, the on -call provisions will not be in effect. All City
employees will be expected to respond in such an emergency and would he paid in accordance
with FLSA regulations.
Procedu re
A. Department heads must budget for monetary payment of over -time
B.
by Human Resources. Claims for overtime should be.placed on the Payroll Time Sheet and
supporting documents sent to Payroll. Payroll Forms for non - exempt employees shall he
accompanied by current time and attendance records as provided by Human Resources.
C. Budget requests for overtime should include an explanation as to how the request was
arrived at, as well as an explanation as to why the overtime is required.
D. Human Resources may from time to time investigate claims for overtime to ascertain the
need for it. Human Resources may also investigate employee complaints concerning
inequitable assignments of overtime.
E. Department heads are responsible for the payment of overtime in their departments.
ORDINANCE 2011 -51
AN ORDINANCE OF THE CITY COUNCIL OF THE CITY OF HUNTSVILLE, TEXAS,
AMENDING THE PERSONNEL RULES OF THE CITY OF HUNTSVILLE BY
AMENDING SECTION 5; AND MAKING OTHER PROVISIONS RELATED THERETO.
WHEREAS The City of Huntsville Employee Policies and Procedures were originally adopted on September 20,
2005, by Ordinance No. 2005 -17; and
WHEREAS Section Five of the Employee Policies and Procedures are recommended to be amended; and
WHEREAS the Personnel Committee of the City Council has reviewed the recommended amendments as
proposed by the City Manager;
NOW, THEREFORE, BE IT HEREBY ORDAINED BY THE CITY COUNCIL OF THE CITY OF
HUNTSVILLE, TEXAS, that:
SECTION 1: The following sections of the Personnel Rules of the City of Huntsville, Texas, are hereby amended
as set out in Exhibit A:
Section 5,04 The Pay Plan
SECTION 2: If any portion of this Ordinance shall, for any reason, be declared invalid by any court of competent
jurisdiction, such invalidity shall not affect the remaining provisions hereof and the City Council
determines that it would have adopted this Ordinance without the invalid provision.
SECTION 3: This Ordinance shall take effective immediately from and after the date of its passage.
PASSED AND APPROVED THIS 2°d DAY OF AUGUST 2011.
ATTEST:
APP*1OVED A TO FORM:
W odward, City Secreta
der, City Attorney
ORDINANCE 2011 -51
AN ORDINANCE OF THE CITY COUNCIL OF THE CITY OF HUNTSVILLE, TEXAS,
AMENDING THE PERSONNEL RULES OF THE CITY OF HUNTSVILLE BY
AMENDING SECTION 5; AND MAKING OTHER PROVISIONS RELATED THERETO.
WHEREAS The City of Huntsville Employee Policies and Procedures were originally adopted on September 20,
2005, by Ordinance No. 2005 -17; and
WHEREAS Section Five of the Employee Policies and Procedures are recommended to be amended; and
WHEREAS the Personnel Committee of the City Council has reviewed the recommended amendments as
proposed by the City Manager and Director of Administrative Services;
NOW, THEREFORE, BE IT HEREBY ORDAINED BY THE CITY COUNCIL OF THE CITY OF
HUNTSVILLE, TEXAS, that:
SECTION 1: The following sections of the Personnel Rules of the City of Huntsville, Texas, are hereby amended
as set out in Exhibit A:
Section 5.04 The Pay Plan
SECTION 2: If any portion of this Ordinance shall, for any reason, be declared invalid by any court of competent
jurisdiction, such invalidity shall not affect the remaining provisions hereof and the City Council
determines that it would have adopted this Ordinance without the invalid provision.
SECTION 3: This Ordinance shall take effective immediately from and after the date of its passage.
PASSED AND APPROVED THIS 2nd DAY OF AUGUST 2011.
ATTEST:
CITY OF HUNTSVILLE, TEXAS
APPROVED AS TO FORM:
o • • war: , City — ecreta
e eider, City Attorney