01.01 A-C - Police Chief Application Process

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20 151 122 21 159 128 22 167 134 23 174 141 24 182 147 25 189 153 26 197 159 27 204 165 28 212 171 The workweek does not have to be the satne as the pay period, but there must be a notation on the payroll records that shows the workweek for each employee and indicates the length of the period and the starting time. Different workweeks may be established for different positions or groups of employees as long as each employee group is told what their workweek is and it is documented. Compensatory time Police and firefighters may accrue up to 480 hours of compensatory time (as opposed to the 240 hour limit for other employees). In most cases, cities should set much lower limits on compensatory time accrual. Since cities need to have constant coverage in police and fire services, it is difficult to give employees time off without calling in another employee to cover the shift, often at overtime rates. Also, compensatory time earned in lieu of overtime must be paid when an employee leaves the city, usually at a higher rate of pay. Volunteer & Paid On-Call Firefighters Cities are not required to pay minimum wage or overtime to riue "volunteers." However, in order to qualify as volunteers, individuals cannot receive anything but "expenses, reasonable benefits or a noxninal fee" for the work they perform. For example, a fire department might provide uniforms at no expense or reimburse � volunteers for their uniform cleaning, meals and transportation expenses. "Nominal fee" is not specifically defined in the law; however, the closer compensation is to minimum wage, the less likely it will be viewed as "nominal." Many �re protection employees in Minnesota cities would probably not meet this definition due to the level of compensation paid and are often referred to as "paid on-call" employees. � City employees cannot "volunteer" to perform the same or similar duties on their off-hours as they perform during their regular employment with the city (e.g., a Fire Inspector probably cannot "volunteer" to perform fire protecrion duties after-hours). Even if the work is different, employees who hold two jobs with the city are likely to qualify for overtime if they exceed 40 hours in one workweek in either or both jobs. With the agreement of the employee, the overtime wages can be paid at one and one-half times the regular rate for the actual work that is being performed during the overtime hours. Otherwise, the city must determine a weighted average hourly rate earned for that workweek and pay the overtime hours at one and one-half times that rate. Example: The city has a street department maintenance worker who also serves as a paid on-call firefighter. The maintenance worker puts in 40 hours of work (Monday- Friday) in his regular job at $20/hour, then, in the same workweek, puts in an additional 6 hours (on Saturday) as a fzrefighter at an hourly wage of $10.00/hour. The six hours over 40 can be paid at $I5.00/hour ($10.00 times 1.5) if the employee agrees in advance. Or, they can be paid at the rale of $28.05/hour (40 hrs. times $20 plus 6 hours times $10 =$860/46 houYS =$18. 70/hour x 1. S=$28.05/hour). 3