Source: http://www.gocolumbiamo.com/Council/Columbia_Code_of_Ordinances/Chapter_19/96Prior3.html
Timestamp: 2014-07-24 19:21:08
Document Index: 744909363

Matched Legal Cases: ['§ 22', '§ 1', '§ 2', '§ 1', '§ 1', '§ 1']

Prior to the adoption of Ord. 18254 on 09/20/2004, Section 19-96 read 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 pay status 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 pay status 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 pay status in excess of eighty (80) hours during the work period.
(4) All other overtime eligible employees shall work a seven (7) day work period beginning midnight on Sunday morning and shall be paid at the overtime rate (or compensatory time in accordance with FLSA standards) for all hours worked in pay status in excess of forty (40) hours during the work period; except, however, the city manager may establish work periods beginning on a day and time other than Sunday midnight for any group of employees working in any facility requiring twenty-four (24) hour day, seven day a week staffing.
(g) The City does not make deductions from the salaries of exempt employees because of variations in the quality or quantity of work performed. Rather, unsatisfactory quantities or quality of work are addressed through regular performance management methods including the evaluation and discipline processes. The City also does not make deductions from exempt employees salaries for any of the following:
1. Absences of less than a full workweek occasioned by the City;
2. Absences of less than a full workweek caused by jury duty, or attendance as a witness in a judicial proceeding, or due to temporary military leave (although the City may offset against the regular salary any amount paid as jury, witness or military pay); and
3. Approved partial day absences for personal reasons.
Based on principles of public accountability which require that employees not be paid for time not worked, deductions from an exempt employees salary will be made in the following circumstances:
1. Full-day and unapproved partial day absences for personal reasons other than sickness or disability;
2. Full-day and partial day absences caused by sickness or disability if the employee is not yet eligible for paid leave or paid leave has been exhausted under the Citys sick leave or other policies providing pay for those absences;
3. Hours taken as unpaid leave under the Family and Medical Leave Act (FMLA);
4. Disciplinary suspensions of one or more full days for infractions of written workplace conduct rules;
5. All disciplinary suspensions for infractions of safety rules of major significance; and
6. Where an exempt employee works less than a full workweek in the initial or final week of employment or due to a budget-required furlough (exempt employees who work less than forty (40) hours during their first or last week of employment or due to a furlough will be paid a proportionate part of their full salary for the time actually worked).
(h) Any exempt employee whose salary has been subject to improper deductions should promptly report the problem to the director. Any improper deductions will be reimbursed, and there will be no retaliation against any employee.
(i) 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, § 2, 10-16-89; Ord. No. 15754, § 1, 9-21-98; Ord. No. 16191, § 1, 9-20-99; Ord. No. 17850, § 1, 9-15-03)