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Home My WebLink About04-437 Holiday and Flex Time RESOLUTION NO. 04- 43"1- BY: Keith ßir¡{ A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF MERIDIAN, SETTING FORTH CERTAIN FINDINGS AND PURPOSES; PROVIDING FOR AMENDMENTS TO SECTIONS 3.2 AND 4.1 OF THE STANDARD OPERATING POLICY AND PROCEDURE MANUAL PERTAINING TO HOLIDAY TIME AND FLEX TIME FOR THE CITY OF MERIDIAN. WHEREAS, the Mayor and Council have the authority [pursuant to I.C. § 50- 302] to establish resolutions not inconsistent with the laws of the state ofIdaho as may be expedient, in addition to the special powers therein granted, to maintain the peace, good government and welfare ofthe corporation and its trade, commerce and industry; and WHEREAS, the Mayor and Council have deemed it expedient and in the best interests of the City of Meridian to amend the holiday time and flex time at sections 3.2 and 4.1 of the Standard Operating Policy and Procedure manual. NOW, THEREFORE, BE IT RESOLVED BY THE MAYOR AND CITY COUNCIL as follows: 1. The holiday time and flex time provided within the Standard Operating Policy and Procedure manual at numbers 3.2 and 4.1 shall be amended as provided for in the attached Exhibit "A" consisting of six (6) pages. 2. EFFECTIVE DATE: This Resolution shall be in full force and effect immediately upon passage. t\ PASSED BY THE COUNCIL OF THE CITY OF MERIDIAN, IDAHO, this ~ day of --.Aug\ l'* , 2004. rei APPROVED BY THE MAYOR OF THE CITY OF MERIDIAN, IDAHO, this ~daYOf~t.1S+- ,2004. ATTEST: ~'P~/~ ~ William G. Berg, Jr., CI :c'. "Yc.". I .0 ! ,~ .,~ ,~t 15'" . ~ $" //-:'" "'10... - -' ~ "'~' "'I,.-VUNI"1 . \\\\ Z:\WorklM\MeridianlMeridian 15360MIResoiutions City Haii\2;~~lI!fe\!'ti\l,~\~~:icY Res 07 23 04.doc CITY OF MERIDIAN STANDARD OPERATING POLICY AND PROCEDURE NUMBER 3.2 SUBJECT: HOURS OF WORK PURPOSE: To outline the City's policy regarding hours of work, compressed workweek, flextime, meal periods, atId reporting procedures for time worked. Every employee sba11 have designated work hours. Regular business hours, for most City employees are 8:00 AM to 5:00 P.M. Monday through Friday, excluding recognized holidays. However, some departments within the City have diffeænt work periods and work hours. It is the City's policy to establish time and duration of working hours as required by workload, operational demands, customer service needs, staffmg requirements and any applicable law(s). Compressed workweek or flextime schedules may be available to non-bargaining unit regular full- time employees with approval ftom the department director and the advice of the Human Resources Director. wile have satisfieå their imreåaelery peried 1ipeR re,ie'\" and appf6{1Il FeIB the åepllftllleHt àir-eeter. A compressed and flexible workweek is a privilege and approval is based on staffing needs, the employee's job duties atId work record. AUTHORITY 01: RESPONSmn..ITY: Supervisors shall be responsible for scheduling employees during appropriate working hours and ensuring that proper records and timesheets are kept and submitted to record time worked. POUCY: PROCEDURES AND RELATED INFORMATION I. A B. C. WORK PERIOD Regular business hours are normally 8 LID. to S p.ID. Monday through Friday, excluding recognized holidays. However, some departments within the City have different work periods and work hours. It is the City's policy to establish time and duration of working hours as required by workload, operational demands, customer service needs, staffing requirements and any applicable law(s). A "work day" maybe 8,9,10, or 24 hoursofworkperfonned within a period of (24) consecutive hours on any assigned shift, whether such shift is contiDuous or split. Non-exempt employees are responsible for monitoring the accuracy of hisJher timecard for the hours worked in esch work period. For overtime approval refer to SOP 3.6 (Overtime Compensation). Revised 3104 bJt:bH IIA" I of ~ ll. D. Firefighters are subject to the special exœption as provided under § 207(k) of the Fair Labor Standards Act. Represented Fire employees should refer to the union contract fur additional information regarding assigned work periods. COMPRESSED WORK WEEK AND FLEXTIME A. A compressed workweek is one in which an employee works the same number of standard hours as normal however in fèwer than the customary number of days per week. . B. Flextime is a woIk schedule with time of anival and departure that differs Û'om the standard operating hours. It allows employees to choose their work hours within the limits established by the City. Compressed workweek or flextime schedules may be granted in situations where the job and business-related needs can continue to be met even under a compressed or flextime schedule as long as this does not impact the employee's productivity or adversely affect the efficient operation of the City. 1. The compressed workweek maybe one of the followiog: A 4/10 - Employees work 10 hours fur 4 days per workweek within a 7 day period, Due to operational demands starting and ending dates will be assigned by department. B. 9/8 - Employees work 9 hours fur 8 days, 8 hours for 1 day with the 1 cf!' day oil: resulting in alternate three - day weekends. C. BJteæpt eæflleyees wil eeRlÍlftle te ftieei';e the _$ salary Hem ,','eek to week FegftI'dIess ef the sekeiltlle wefkeà. Exempt employees must have approval of the Department Director, or the Mayor for Department Directors, to utilize any flex schedule. As needed, exempt employees must depart from any oompressed or flextime schedule to perform hislher job functions. D. Work hours for flextime may start at 7:00 AM through 9:00 AM with an endiog time of 4:00 PM through 6:00 PM. 2. The supervisor atId employee are responsible for ensuring the following oonditioDII are met: A. The change in hours does not adversely affect service to the public, the City, departmental assignment/projects, customer relations, or other work units. B. There is adequate supervision and baek-up staffing to maintain service to the public and customers between 8:00 a.m. and 5:00 p.m. daily, excluding recognized holidays. C. The position is appropriate for a compressed or flextime work schedule. D. Clear goals and objectives are determined in advance by the supervisor and employee. E. The employee observes the City's policies on attendance and the employee has maintained a good work record prior to making hislher Revised 3104 Ex.h: b;'¡ I' p. /1 d.. ð.fZ /p In. IV. request for a compressed or flextime work schedule. Discipline of the employee for any reason may be considered as a reason to temporarily or permanently eliminate their flex schedule. F. Non-Exempt employees may be asked to work overtime regardless of a compressed or flextime work schedule. G. The employee and hislher supervisor/lIUUlllgeI" and department director must sign a compressed or flextime workweek authorization form. c. The department director will approve or deny the compressed or flextime workweek based on staffing needs, the employee's job duties and the employee's work record. aad the em.~IÐyee's alaility to tempoFB.Fily er permltReødy retIifR te a stlmàllfå v.eFl¡ seileEktie Whell neeåed. An employee may not ch&oge or revise any workweek schedule without prior management approval. D. The supervisor &nd department director are responsible for evaluating workflow, coordinaûng work activities and designating the workweek. E. The City reserves the right to suspend, cancel or amend this policy at any time. we te business needs, Illak of preEkwâ8R Be the ¡¡¡ut of the empleyee, er iR ...ieilitiell BfallJ efthe terms BftJli, peliey. The City alse reserves the right te eaReei er saspenà ase ef StIeR aehewiB by my emple) ee ',vhe e!lJ'l!fÍeeees perfel'lfllH!ee preblems. SliM ßÍf6\;JRlstanees will be e.alliated ell a ease 'ay ease basis. F. For holiday, vacation atId sick pay refer to HR SOP 4.1 section m and V. MEAL PERIODS A The normal workday consists of eight, nine (8, 9) or ten (10) consecutive hours of work (or twenty-four (24) hour shifts for firefighters) with an unpaid meal period for non-unifurmed employees. Operational demands and/or the ability to maintain appropriate staffing levels may require some departments to adjust their meal periods accordiÐgIy. Represented fire personnel should consuh with the current labor agreement regarding breaks &nd meal periods. B. MAKE-UP TIME (Non-Union Personnel) A Employees may be required to work after normal work hours, or the employee may work less than eight, nine (8, 9) or ten (10) hours per day depending on the reguJar work schedule. When possible, the employee and hislher immediate supervisor will arrange the employee's schedule to assure assigned hours of work fàll within the forty (40) hour workweek. Any exceptions to Revised 3104 £~:b,'f "ft" 3 J! {p v. this procedure must have prior written approval /Tom the employee's supervisor, and the Department Director. B. CircumstalK:es may also arise where an employee needs to work fewer hours than hislher regularly schedule work period. Department Directors, at their discretion, may allow non-exempt employees to make up lost work time duriDg a given work week as long as the "make-up time" is completed within the same workweek. However, make-up time will not be granted if-the-lest "::Mk time is a fÐsuk sf eooàitislls the empleyee eeakt 6entftil; if there is no work for the employee to perform; or if adequate supervision is not available. c. Make-up time does not waive the City's rights to discipline employees for repeated violations of work rules or attendance. REPORTING AND VERIFYING TIME RECORDS A It is the responsibility of each employee to properly record time that he/she has worked during II payroll period and supervisors are responsible for reviewing the completed timesheets for accuracy. Falsification of timesheets andfor altering wOJk hour records is a serious offense subject to strict disciplinary action up to and including termination. B. Employees sha11 record the total hours wolked for esch workday. Non-work time (holidays, sick and annuaL leave, military leave, bereavement leave, civil leave, leave without pay) shall also be recorded on the timesheet. Authorized overtime shall be recorded. c. Each time sheetJcard shall bear the signature of the employee with a statement verifying its accuracy and a counter signature by a supervisor indicating that the hours claimed were actually worked. Executive, administrIItive and professional employees, exempt under the FLSA, are required to complete a timesheet for administrative purposes to report non-work time of equal to or greater than one (1) work day such as sick leave, vacation leave, personal leave, bereawment leave, ete-. or any other leave as allowed by policy or law. D. Revised 3104 £~,'b;fJ'A" L/ o.f2 {p SUBJECT: CITY OF MERIDIAN STANDARD OPERATING POLICY AND PROCEDURE NUMBER 4,1 HOLIDAYS PURPOSE: To outline the holidays observed by the City and related leave and compensation policies related to holidays. POLICY: The City shall provide paid holidays to eligible employees as listed below. Eligible employees shall be granted ten paid holidays per year. Emergency service personnel or others required to work on holidays shall be compensated for holiday hours as outlined herein. AUTHORITY & RESPONSIBILITY: Payroll shall ensure proper tracking and payment of holiday hours for employees, including special arrangements for emergency service and shift personnel required to work on holidays. PROCEDURES AND RELATED INFORMATION A holiday is a day of exemption from work, granted to employees as if they had actually worked. The City observes ten (10) holidays with pay during the calendar year: 1. 1. 2. 3. 4. 5. 6. 7. 8. 9. 10. New Year's Day (January 1) Martin Luther King, Jr.'s Birthday/Human Rights Day (3rd Monday in January) President's Day (3rd Monday in February) Memorial Day (Last Monday in May) Independence Day (July 4) Labor Day (1st Monday in September) Veteran's Day (November 11) Thanksgiving (4th Thursday in November) Day after Thanksgiving Christmas Day (December 25) HOLIDAYS OCCURRING ON SA TURDA Y OR SUNDAY Generally, holidays falling on a Saturday are observed on the preceding Friday; those falling on Sunday are observed the following Monday. In celebrating the above holidays, all City offices and departments will be closed with the exception of those departments responsible for wastewater and emergency service. II. G"J<Á;b,'t "A" 5" 0+ ~ Revised 3/04 III. IV. v. VI. HOLIDAY COMPENSATION FOR SHIFT OR COMPRESSED WORKERS For employees required to work shifts of nine (9), ten (10) or more hours per day, a maximum eighty (80) aolH'G of 10 holidays per calendar year will be given at the employees scheduled work hours. COMPENSATION FOR HOLIDAYS A. Non-Shift regular full-time employees are paid for eight (8) hours of holiday pay for each holiday. Shift or compressed workweek employees are paid holiday pay at his/her assigned hours worked. B. Temporary and seasonal employees are only paid for hours worked. C. An employee who is assigned to work on a recognized holiday will be paid for hours worked on the holiday at the regular rate of pay plus (8, 9, or 10) hours holiday pay at straight time depending on his/her assigned work schedule. For example, if a non-shift employee is regularly scheduled to work on Wednesday, December 25, and is assigned to work three hours on that day, he/she would be paid for eight (8) hours of holiday pay plus three (3) hours of straight time pay, for a total of eleven (11) hours of pay. If a shift employee is regularly scheduled to work on Wednesday, December 25, for their normal ten (10) hour shift, he/she would be paid for ~ ten (10) hours of holiday plus ten (10) hours of straight time pay, for a total of eighteen (18) twenty (20) hours of pay. HOLIDAY AND LEAVE STATUS Employees who are on leave status (vacation, sick, personal, worker's compensation, military duty, FMLA, etc.) are not eligible for additional holiday pay. For example, if an employee is on vacation leave during the week of December 23 through December 27, that employee's pay would reflect four (4) days of vacation leave and one (1) day of holiday pay. Holidays falling within approved leave time will not be counted as part of the leave time. BARGAINING UNIT EMPLOYEES Holiday leave for bargaining unit employees shall be governed by the provisions of the bargaining agreement. Represented employees shall reference the current labor agreement for related information. GM:b;'¡ '~"~ of(, Revised 3/04 CERTIFICATE OF CLERK OF THE CITY OF MERIDIAN I, the undersigned, do hereby certify: I. That I am the duly appointed and elected Clerk of the City of Meridian, a duly incorporated City operating under the laws of the State ofIdaho, with its principal office at 33 East Idaho, Meridian, Idaho. 2. That as the City Clerk of this City, I am the custodian of its records and minutes and do hereby certify that on the ~ day of AI 19U5' ,2004, the following action has been taken and authorized. A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF MERIDIAN, SETTING FORTH CERTAIN FINDINGS AND PURPOSES; PROVIDING FOR AMENDMENTS TO SECTIONS 3,2 AND 4,1 OF THE STANDARD OPERATING POLICY AND PROCEDURE MANUAL PERTAINING TO HOLIDAY TIME AND FLEX TIME FOR THE CITY OF MERIDIAN, WHEREAS, the Mayor and Council have the authority [pursuant to LC. § 50-302] to establish resolutions not inconsistent with the laws of the state of Idaho. as may be expedient, in addition to the special powers therein granted, to maintain the peace, good government and welfare of the corporation and its trade, commerce and industry; and WHEREAS, the Mayor and Council have deemed it expedient and in the best interests of the City of Meridian to amend the holiday time and flex time at sections 3.2 and 4.1 ofthe Standard Operating Policy and Procedure manual. NOW, THEREFORE, BE IT RESOLVED BY THE MAYOR AND CITY COUNCIL as follows: 1. The holiday time and flex time provided within the Standard Operating Policy and Procedure manual at numbers 3.2 and 4.1 shall be amended as provided for in the attached Exhibit "A" consisting of six (6) pages. : ss: 2. EFFECTIVE DATE: immediately upon passage. STATE OF IDAHO, County of Ada, On this ~ day of A~u.5 +- , in the year 2004, before me a Notary Public, appeared WILLIAM G. BERG, JR., kno or identified to me to be the City Clerk ofthe City of Meridian, Idaho, that executed the said instrument, and acknowledged to me that he executed the same on behalf of the City of Meridian. """""" ,,""~\Cß L. ;..., ..' ,.~ """""4,; '" ~ '>',JI' ";' <:- t .F ~OTA.¡ . "'~ \. (SEAL) ¡ '" : '< : :., No Pu lie for Idaho L. / i t J> -.- :]..~ C mis on Expires: Ol{ ~Ò rJ7 i<f'\ tJBL\C./ i / I \/:; :-........., -.>O ,:l Z:\WOrk\M\Meridian~¡f~p6\ll>1l~Ìions City Hail\2004\Cert Cik Flex Time Poiicy 07 23 04.doc """, ,..,..1 CITY OF MERIDIAN STANDARD OPERATING POLICY AND PROCEDURE NUMBER 3.2 SUBJECT: HOURS OF WORK PURPOSE: To outline the City's policy regarding hours of work, compressed workweek, flextime, meal periods, atId reporting procedures for time worked. Every employee shall have designated work hours. Regular business hours, for most City employees are 8:00 AM to 5:00 P.M. Monday through Friday, excluding recognized holidays. However, some departments within the City have diffeænt work periods and work hours. It is the City's policy to establish time and duration.ofworking hours as required by workload, operational demands, customer service needs, staffmg requirements and any applicable Iaw(s). Compressed workweek or flextime schedules may be available to DOn-bargaining unit regular full- time employees with approval ITom the department director and the advice of the Human Resources Director. wile !lave s&êSÉeå tHeir Îlltf6åaelery perieà IipeR review &lid appm {Ill Û'em ~ àepllF!ll1.eRt æreot-ar. A compressed and flexible workweek is a privilege and approval is based on staffing needs, the employee's job duties and work record. AUTHORITY 01; RESPONSJBILlTY: Supervisors shall be responsible for scheduling employees during appropriate working hours and ensuring that proper records and timesheets are kept atId submitted to record time worked. POUCY: PROCEDURES AND BELATED INFORMATION I. A B. C. WORK PERIOD Regular business hours are normally g a.m. to S p.rn. Monday through Friday, excluding recognized holidays. However, some departments within the City have different work periods and work hours. It is the City's policy to establish time and duration of working hours as required by workload, operational demands, customer service needs, staffing requirements and any applicable law(s). A "work day" may be 8, 9, to, or 24 hours ofwork performed within a period of (24) consecutive hours on any assigned shift, whether such shift is continuous or split. Non-exempt employees are responsible for monitoring the accuracy ofhislher timecard for the hours worked in each work period. For overtime approval refer to SOP 3.6 (Overtime Compensation). Revised 3104 EJJt:6;-I "A" / eft, II. D. Firefighters are subject to the special exception lIS provided under § 207(k) of the Fair Labor Standards Act. Represented Fire employees should refer to the union contract fur additional information regarding assigned work periods. COMPRESSED WORK WEEK AND FLEXTIME A. A compressed workweek is one in which an employee works the same number qf standard bours as normal however in kwer than the customary number of days per week. . B. Flextime is a work schedule with time of arrival and departure that differs ftom the standard operating hours. It allows employees to choose their work hours within the limits established by the City. Compressed workweek or flextime schedules may be granted in situations where the job and business-related needs CIID continue to be met even under a compressed or flextime schedule as long as this does not impact the employee's productivity or adversely affect: the efficient operation of the City. 1. The compressed workweek maybe one of the following: A 4/10 - Employees work 10 hours for 4 days per workweek within a 7 day period, Due to operational demands starting and ending dates will be assigned by department. B. 9/8 - Employees work 9 hours for 8 days, 8 hours for 1 day with the lQ'h day ofl; resulting in alternate three - day weekends. C. EKempt eæpleyees will eeati- te reeeŸ;e the same salB.Fy Hem 'Neek to 'week regardless chIle seheàale -,¡erlted. Exempt employees must have approval of the Department Director, or the Mayor for Department Directors, to utilize any flex schedule. As needed, exempt employees must depart ftom any compressed or flextime schedule to perform hislher job functions. D. Work bours for flextime may start at 7:00 AM through 9:00 AM with an ending time of 4:00 PM through 6:00 PM. 2. The supervisor atId employee are responsible for ensuriDg the following conditions are met: A The çbange in hours does not adversely affect service to the public, the City, departmentBl assignment/projects, customer relations, or other work units. B. There is adequate supervision and back-up staffing to maintain service to the public and customers between 8:00 a.m. and 5:00 p.m. daily, excluding recognized holidays. C. The position is appropriate fur a compressed or flextime work schedule. D. Clear goals and objectives are determined in advance by the supervisor and employee. E. The employee observes the City's policies on attendance and the employee bas maintained a good work record prior to making hislher Revised 3104 E~:b;f "ff' d-. ø-f~ m. IV. request fur a œmpressed or flextime work schedule. Discipline of the employee for MY reason may be considered as a reason to temporarily or permanently eliminate their flex schedule. F. Non-Exempt employees may be asked to work overtime regardless of a compressed or flextime work schedule. G. The employee and hislber supervisor/Dl8Jlllge1" atId department director must sign a compressed or flextime workweek authorization form. c. The department director will approve or deny the compressed or flextime workweek based on staffing needs, the employee'sjob duties and the employee's work record IIJIEI tile emp!eyee's eility te teDlleffil'ily 8£ leHIIlJReBtly 1'et1:IfR te a I!IImåIlfEl 'NElFk sel!edale wkelllleeded. An employee may not chaoge or revise any workweek schedule without poor management approval. D. The supervisor and departmeDt director are responsible for evaluating workflow, coordinating work activities and designating the workweek. E. The City reserves the right to suspend, cancel or amend this policy at MY time. daB te htlsiness needs, leek ef pr-adaeâeft eft ilie pllft ef the empleyee, er in ...ielatieø ef!llly efthe temw efthis peliey. The City alse reGerves the fight te _I er SlllIpenå ase ef SHeil. seheàul-e By œry ample) lie ..he eJiperienees pelÍeflllllllee !!I'e9!eIBG. StHJh eiretllRGt&Bees vlill be evaluated en a ellSe by ease basis. F. For holiday, vacation atId sick pay refer to HR SOP 4. I section m and v. MEAL PERIODS A The normal workday consists of eight, nine (8, 9) or ten (10) consecutive hours of work (or twenty-four (24) hour shifts for fJrefighters) with an unpaid meal period for non-uniformed employees. Operational demands and/or the ability to maintIIin appropriate staffing levels may require some departments to adjust their mes1 periods accordingly. B. Represented fire personnel should consult with the current labor agreement regarding breakll and meal paiods. MAKE-UP TIME (Non-Union Personnel) A Employees may be required to work after normal work hours, or the employee may work less than eight, nine (8, 9) or ten (10) hours per day depending on the reguJar' work schedule. When possible, the employee and hislher immediate supervisor will arrange the employee's schedule to IISSure assigned hours of work filII within the forty (40) hour workweek. Any exceptions to Revised 3104 alt.,' b,'.J I' Au ð o-P~ v. B. this procedure must have prior written approval from the employee's supervisor, and the Department Director. Circumstances may also arise where an employee needs to work fewer hours than hislher regularly schedule work period. Department Directors, at their discretion, may allow non-exempt employees to make up lost work time during II given work week as long as the "make-up time" is completed within the same workweek. However, make-up time will not be granted if-the-.le9t ':16m time is a resak ef eelHlitieas the eœpleyee ee1:lkl eemrol; if there is no work for the employee to perform; or if adequate supervision is not available. c. Make-up time does not waive the City's rights to discipline employees for repeated violations of work rules or attendance. REPORTING AND VERIFYING TIME RECORDS A It is the responsibility of eaçh employee to properly record time that helshe has worked during II payroll period and supervisors are responsible for reviewing the completed timesheets for 1ICCUI'Iq. Falsification of time sheets andfor altering work hour records is a serious offense subject to strict disciplinary action up to atId including termination. B. Employees shall record the total hours worked for each workday. Non-work time (holidays, sick and annual leave, military leave, bereavement leave, civil leave, leave without pay) shall also be recorded on the timesheet. Authorized overtime shall be recorded. c. Each time sheetJcard shall bear the signature of the employee with a statement verifying its accuracy atId a counter sigœture by a supervisor indicating that the hours claimed were lIctoally worked. D. Executive, administrative and professional employees, exempt under the FLSA, are required to complete a timesheet for administrative purposes to report non-work time of equal to or greater than one (1) work day such as sick leave, vacation leave, personal leave, bereavement leave, ere,. or any other leave as allowed by policy or law. Revised 3/04 EoJ¡:b:'¡ "A. If øf!- {p SUBJECT: CITY OF MERIDIAN STANDARD OPERATING POLICY AND PROCEDURE NUMBER 4,1 HOLIDAYS PURPOSE: To outline the holidays observed by the City and related leave and compensation policies related to holidays. POLICY: The City shall provide paid holidays to eligible employees as listed below. Eligible employees shall be granted ten paid holidays per year. Emergency service personnel or others required to work on holidays shall be compensated for holiday hours as outlined herein. AUTHORITY & RESPONSIBILITY: Payroll shall ensure proper tracking and payment of holiday hours for employees, including special arrangements for emergency service and shift personnel required to work on holidays. PROCEDURES AND RELATED INFORMATION A holiday is a day of exemption from work, granted to employees as if they had actually worked. The City observes ten (10) holidays with pay during the calendar year: I. 1. 2. 3. 4. 5. 6. 7. 8. 9. 10. New Year's Day (January I) Martin Luther King, Jr.'s BirthdaylHuman Rights Day (3rd Monday in January) President's Day (3rd Monday in February) Memorial Day (Last Monday in May) Independence Day (July 4) Labor Day (lst Monday in September) Veteran's Day (November 11) Thanksgiving (4th Thursday in November) Day after Thanksgiving Christmas Day (December 25) HOLIDAYS OCCURRING ON SATURDAY OR SUNDAY Generally, holidays falling on a Saturday are observed on the preceding Friday; those falling on Sunday are observed the following Monday. In celebrating the above holidays, all City offices and departments will be closed with the exception of those departments responsible for wastewater and emergency service. II. Eoclt:b:f "A" 5" of- &, Revised 3/04 III. IV. V. VI. HOLIDAY COMPENSATION FOR SHIFT OR COMPRESSED WORKERS For employees required to work shifts of nine (9), ten (10) or more hours per day, a maximum eighty (80) Beam of 10 holidays per calendar year will be given at the employees scheduled work hours. COMPENSATION FOR HOLIDAYS A. Non-Shift regular full-time employees are paid for eight (8) hours of holiday pay for each holiday. Shift or compressed workweek employees are paid holiday pay at his/her assigned hours worked. B. Temporary and seasonal employees are only paid for hours worked. C. An employee who is assigned to work on a recognized holiday will be paid for hours worked on the holiday at the regular rate of pay plus (8, 9, or 10) hours holiday pay at straight time depending on his/her assigned work schedule. For example, if a non-shift employee is regularly scheduled to work on Wednesday, December 25, and is assigned to work three hours on that day, he/she would be paid for eight (8) hours of holiday pay plus three (3) hours of straight time pay, for a total of eleven (11) hours of pay. If a shift employee is regularly scheduled to work on Wednesday, December 25, for their normal ten (10) hour shift, he/she would be paid for etght-f&j ten (10) hours of holiday plus ten (10) hours of straight time pay, for a total of eighteefl (18) twenty (20) hours of pay. HOLIDAY AND LEAVE STATUS Employees who are on leave status (vacation, sick, personal, worker's compensation, military duty, FMLA, etc.) are not eligible for additional holiday pay. For example, if an employee is on vacation leave during the week of December 23 through December 27, that employee's pay would reflect four (4) days of vacation leave and one (1) day of holiday pay. Holidays falling within approved leave time will not be counted as part of the leave time. BARGAINING UNIT EMPLOYEES Holiday leave for bargaining unit employees shall be governed by the provisions of the bargaining agreement. Represented employees shall reference the current labor agreement for related information. Revised 3/04 [xh:b;'¡ 'í4" , ()JZ~