For non-exempt employees, overtime will be scheduled in a manner most advantageous to the City and consistent with the operational needs of the City. In some cases, at the City’s option, hours may be reduced later within the pay period to avoid overtime. All employees are expected to work overtime upon request. Compensatory Time or “Non-Exempt” Employees Federal Law Fair Labor Standards Act Retrieved from Summary: This Act provided for the establishment of fair labor standards in employments in and affecting interstate commerce, and for other purposes. The Congress finds that the existence, in industries engaged in commerce or in the production of goods for commerce, of labor conditions detrimental to the maintenance of the minimum standard of living necessary for health, efficiency, and general well-being of workers State Law Uniform Budgeting and Accounting Act Retrieved from Workforce Opportunity Wage Act Retrieved from Summary: An act to fix minimum wages for employees within this state; to prohibit wage discrimination; to provide for a wage deviation board; to provide for the administration and enforcement of this act; to prescribe penalties for the violation of this act; and to repeal acts and parts of acts. Fixing the minimum wage within the State allows for employers to have a bottom line for financial compensation for their employees. This act also alleviates many discriminatory opportunities for employers to change salaries on a case by case basis. Non-exempt employees may opt to take compensatory time off rather than overtime payment. Compensatory time off, like overtime pay, is earned at time and one-half (1.5) for all time worked over 40 hours in a week, with the same calculation used in paid overtime. Employees may accrue up to 80 hours of compensatory time hours before cash payments are required. All compensatory time must be used within the fiscal year it is earned. All accrued but unused compensatory time as of each June 30th will be paid to the employee at the rate of pay in effect on that date. Employees who separate employment with the City will receive pay for any accrued but unused compensatory time at the average regular rate received. Compensatory time must be used before using Paid Time Off (PTO). Employees will be permitted to use accrued compensatory time within a reasonable period after making the request, and should provide as much notice as possible for their request. As with all time off,
Full-time employees are eligible for the insurance benefits outlined within this section. Enrollment forms, available through the Treasurer’s office, must be completed and employees are responsible for updating their enrollment forms, records and beneficiaries for all benefits. Insurance coverage begins on the first day of the premium month following the start of employment with the City. Health Insurance Federal Law The Patient Protection and Affordable Care Act 111th Congress Public Law 148 Retrieved from From the U.S. Government Printing Office HIPAA or the Health Insurance Portability and Accountability Act Act of 1996 Retrieved from Retrieved from President Bill Clinton State Law The Insurance Code of 1956 (EXCERPT) Act 218 of 1956 500.3426 Offer of wellness coverage by insurer Retrieved from Summary: Legislative Council, State of Michigan Each insurer providing a group expense-incurred hospital, medical, or surgical certificate delivered, issued for delivery, or renewed in this state and each health maintenance organization may offer group wellness coverage. Wellness coverage may provide for an appropriate rebate or reduction in premiums or for reduced copayments, coinsurance, or deductibles, or a combination of these incentives, for participation in any health behavior wellness, maintenance, or improvement program offered by the employer. The employer shall provide evidence of demonstrative maintenance or improvement of the insureds' or enrollees' health behaviors as determined by assessments of agreed-upon health status indicators between the employer and the insurer or health maintenance organization. Any rebate of premium provided by the insurer or health maintenance organization is presumed to be appropriate unless credible data demonstrate otherwise, but shall not exceed 30% of paid premiums, unless otherwise approved by the commissioner. Each insurer and each health maintenance organization shall make available to employers all wellness coverage plans that the insurer or health maintenance organization markets to employers in this state. Each insurer providing an individual or family expense-incurred hospital, medical, or surgical policy delivered, issued for delivery, or renewed in this state and each health maintenance organization may offer individual and family wellness coverage. Wellness coverage may provide for an appropriate rebate or reduction in premiums or for reduced