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OR 99-895 Amends Employee Policy & Procedures Handbook AN ORDINANCE OF THE CITY OF COPPELL, TEXAS ORDINANCE NO. 99895 AN ORDINANCE OF THE CITY OF COPPELL, TEXAS, AMENDING THE CITY OF COPPELL EMPLOYEE POLICY AND PROCEDURES HANDBOOK BY ADOPTING THE AMENDMENTS ATTACHED HERETO AS EXHIBIT "A"; PROVIDING A REPEALING CLAUSE; PROVIDING A SEVERABILITY CLAUSE; AND PROVIDING AN EFFECTIVE DATE. WHEREAS, the City Employee Personnel Policies Committee and City Council have reviewed the attached policies and determined the need and appropriateness to adopt the attached amendments; and Wl:W~REAS, the City Council desires to adopt the attached amendments effective October 1, 1999; NOW THEREFORE, BE IT ORDAINED BY THE CITY COUNCIL OF THE CITY OF COPPELL, TEXAS: SECTION 1. That Ordinance No. 93584 and the City of Coppell Employee Policy and Procedure Handbook, as heretofore amended, be and the same are hereby amended by adding the following policies, attached hereto as Exhibit "A", effective October 1, 1999. Revised Policy SOP # 1127 - Overtime Procedures Procedures necessary and appropriate to carry out SOP No. 1127 - Overtime, shall be determined by the City's Management Staff. Such procedures may be revised fi'om time to time as necessary to carry out SOP No. 1127. SECTION 2. That all provisions of the Ordinances of the City of Coppell, Texas, in conflict with the provisions of this ordinance be, and the same are hereby, repealed, and all other provisions not in conflict with the provisions of this ordinance shall remain in full force and effect. 1 SS28533 SECTION 3. That should any word, phrase, paragraph, section or phrase of this ordinance be held to be unconstitutional, illegal or invalid, the same shall not affect the validity of this ordinance as a whole, or any part or provision thereof other than the part so decided to be unconstitutional, illegal or invalid, and shall not affect the validity of the Ordinance as a whole. SECTION 4. That this ordinance shall take effect immediately from and after its passage as the law and charter in such cases provide. DULY PASSED by the City Council of the City of Coppell, Texas, this the ~ day of 1999. APPROVED: ~ C~~q~eEI~, MAYOR ATTEST: LIBBY BA~, iN"~RIM CITY SECRETARY CITY ATTORNEY 2 ss28533 CITY OF COPPELL STANDARD OPERATING PROCEDURES NAME OF POLICY POLICY NUMBER POLICY CLASSIFICATION EFFECTIVE DATE DATE REVISED CITY OF COPPELL/ OVERTIME/SOP No. 1127 Draft of 9/17/99 (replaces draft of 8/12/99) When operating requirements or other needs cannot be met during regular working hours, employees may be scheduled to work overtime. Overtime compensation is paid to all nonexempt employees in accordance ~vith federal and state wage and hour requirements. In some cases, nonexempt employees may accrue comp time in lieu of being paid overtime compensation. (See Comp Time policy, SOP No. 1126). Exempt employees are not paid overtime compensation. When possible, advance notification of mandatory overtime assignments will be provided. Overtime assignments will be distributed as equitably as practical to all nonexempt employees qualified to pertbrm the required work. Refusal or other failure to work mandatory overtime may result in disciplinary action up to and including termination of employment. Overtime work is otherwise subject to the same attendance policies as straight time work. Overtime Rate (except for fire shift personnel). Overtime pay for nonexempt employees (including law enforcement personnel, but excluding fire shift personnel) is at the rate of 1 V2 times the employee's regular hourly rate for hours actually worked in excess of 40 in a workweek. Time off on authorized vacation leave and paid holiday leave is considered time worked for purposes of calculating overtime hours. All other types of leave, whether paid or unpaid, including sick leave, Family and Medical Act Leave, jury duty leave, witness duty leave, or bereavement leave, is not considered time worked for purposes of performing overtime calculations. Workweek (except for fire shift personnel). The City's normal workweek begins at 7:00 a.m. on Monday and ends at 6:59 a.m. the following Monday. The workweek may, however, vary from Department to Department, from division to division, or even within a division. The City Manager designates the specific workweek for nonexempt employees (including law enforcement personnel). Overtime Rate and Work Cycle for Fire Shift Personnel. Overtime for fire shift personnel is determined by work cycle, rather than by workweek. Overtime pay for fire shift personnel is at the rate of 1 V2 times the employee's regular hourly rate for hours worked in excess of the applicable work cycle. The City Manager designates the work cycle for fire shift personnel. Time off on authorized vacation leave and paid holiday leave is considered time worked for purposes of calculating overtime hours. All other types of leave, whether paid or unpaid, including sick leave, Family and Medical Act Leave, jury duty leave, witness duty leave, or bereavement leave, is not considered time worked for purposes of performing overtime calculations. Work Hours and Reporting Time Worked. An employee's specific hours of work will vary depending on his or her position and department. Employees are expected to be at their work stations and ready to work at their scheduled start time. Employees at City Hall normally work from 8:00 a.m. to 5:00 p.m. Occasionally, staffing needs and operational demands may necessitate variations in your work schedule. Employees are expected to cooperate when asked to work overtime or a different schedule. It is the employee's responsibility to sign his or her time card/sheet each week to certify the accuracy of all time recorded, including overtime. Your supervisor will review and initial the time record before submitting it for processing. If corrections or modifications need to be made to your time record, both you and your supervisor must verif,v the accuracy of the changes and initial the time record. Altering, falsifying, tampering with time records, or recording another employee in or out will likely result in immediate disciplinary action, up to and including termination of employment. Prior Authorization Required Before Working Overtime. All nonexempt employees must receive their supervisor's and/or Department Director's prior authorization before performing any overtime work. This means employees may not clock in or begin work prior to the start of their scheduled work day, and may not clock out or continue working beyond the end of their scheduled workday, without prior authorization from the appropriate supervisor. Similarly, employees may not work through their lunch break without prior authorization from the appropriate supervisor. In the case of police and fire department employees, only the Chief or his/her designee may authorize overtime before the time card is submitted for payment. Nonexempt employees who work overtime without receiving proper authorization will be subject to disciplinary action, up to and including possible termination of employment.