Employee Handbook  

Section 5 — Job Classification/Compensation

Time Keeping and Reporting

All time recorded becomes an official City record and must be an accurate account of time paid to the employee. Employees shall prepare the recording of their time and shall not direct or allow another person to prepare their work hour records. Failure to accurately record hours, inappropriately altering the time record or allowing a time record to be altered by another, other than the employee’s supervisor and/or the departmental “timekeeper”, shall subject an employee to disciplinary action. 

Supervisors who approve the time cards/records must have personal knowledge of the hours worked by the employee and must not “adjust the books” or ask an employee to record more or less hours than were actually worked. Such action not only is a violation of City policy, but it is also illegal under the Fair Labor Standards Act and may subject the employee and supervisor to disciplinary and/or legal action, up to and including discharge.

All Non-Exempt (hourly) employees are required to submit and document, on a daily basis, all compensated time (including all time worked and any benefit time taken) through the City’s approved automated system(s).

A record must be made of all leave time utilized and all unpaid breaks taken of thirty minutes or more. If an employee is directed to work through their unpaid breaks of thirty minutes or more, this time must be pre-approved by the supervisor. 

Employees can clock in as early as seven minutes in advance of their scheduled shift and should clock out as late as seven minutes following completion of their scheduled shift without any overtime consideration. Payment for overtime (clocking in more than seven minutes prior to their scheduled shift or clocking out more than seven minutes after their scheduled shift) must be pre-approved by the employee’s supervisor.

All time should be rounded to the nearest quarter hour, and the correct figures recorded. Employees should not erase or use correction fluid on time cards/records.

All Exempt (salaried) employees are required to submit and document/verify, on a weekly basis, all compensated time (including time worked and any benefit time taken) through the City’s approved automated system(s).

Pay Periods

Employees are paid on a biweekly basis with paychecks issued on alternate Fridays. The pay period starts on a Monday and ends on the second Sunday. Paychecks are processed and paid the following Friday after the end of the pay period as shown in the table.  

Holidays that fall on pay days may alter the day of issuance of employees’ paychecks to the last work day prior to the holiday.

For public safety employees working a shift during the pay period cutoff, the entire shift shall be included within that pay period.

Direct Deposit of Pay (DDP)  

Employees are paid through direct deposit of funds to either a savings or checking account at the financial institution of the employee’s choice. The direct deposit form must be completed upon hire. To activate direct deposit, a Direct Deposit Authorization Form may be obtained from Human Resources or downloaded from the link below. The employee needs to return the completed form with a voided check to Human Resources. Activation of the direct deposit will in most cases start the following payroll period.

Direct Deposit Authorization Form

Employees can view and/or print their pay stub through the payroll system.

See Section 5.3,  Compensation for Additional Time Worked

See Section 5.10, Work Breaks