R2008-093 2008-07-14RESOLUTION NO. R2008-93
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF
PEARLAND, TEXAS, AMENDING THE CITY'S EMPLOYEE
HANDBOOK.
BE IT RESOLVED BY THE CITY COUNCIL OF THE CITY OF PEARLAND,
TEXAS:
Section 1. That the City Council hereby amends the City's Employee Handbook
in accordance with Exhibit "A" attached hereto.
PASSED, APPROVED, AND ADOPTED this '14tH day of July, A_D., 2008.
REID
MAYOR
ATTEST:
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>.; `T'
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Y UNG I M "'-
Y S RETAR
APPROVED AS TO FORM:
1 _- ~_
DARRIN M. CO/K~ER
CITY ATTORNEY
Exhibit "A"
Resolution No_ R2008-93
Section 3.05 Further clarifies the City's policy regarding what is
considered hours worked related to overtime compensation.
CHAPTER 3 SECTION 3.05
-.
`_!~~ ~ COMPENSATION OVERTIME FOR
' ~ `'-~ ~ POLICIES NON-EXEMPT
~` ' ` EMPLOYEES
Purpose
Executive, administrative, and professional employees as defined by
the Fair Labor Standards Act (F_L_S_A_) are exempt from the overtime
provisions of the F.L_S.A, and are expected to render necessary and
reasonable overtime services with no additional compensation. The
salaries of these positions are established with this assumption in
mind.
Overtime compensation is paid to all non-exempt employees in
accordance with federal and state wage and hour requirements.
~r}h^..~-.h ^4 .-..-1 h..~~F.~~~~c~~Ty~~ ~'~Yl~fJ
~i t7~b ~PeEi-Fs~;;~.g d e S ~ a~te~~Ta 6 t;T,-.~
av^~ ~fe~aarert+Fl~~~Ga',~at+e,T At no time is sick leave,
bereavement leave, and jury duty to be considered as hours worked
in the calculation of overtime. In order for a City observed holiday to
be considered "hours worked" in the calculation of overtime, an
Discussion
Non-Exempt Em[~loyees
When the City's operating requirements or other needs cannot be
met during regular working hours, non-exempt employees may be
scheduled to work overtime, at the request of their supervisor. When
possible, advance notification of mandatory overtime assignments will
be provided. Overtime assignments should be distributed as equitably
as practical to all non-exempt employees qualified to perform the
required work_ Refusal or other failure to work mandatory overtime
may result in disciplinary action, up to and including termination.
7/8/2008 Page 1 of 5 Section 3.05
Overtime work is otherwise subject to the same attendance policies
as straight time work.
All non-exempt employees must receive their supervisor's
authorization before performing any overtime work. This means
employees may not begin work prior to their scheduled work day, and
may not continue working beyond the end of the 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. Non-exempt
employees who work overtime without receiving groper authorization
may be subiect to disciplinary action, up to and including termination
of employment.
Non-exempt employees shall be paid at the rate of one and one-half
(1-1 /2) times their regular rate of pay for all actual hours worked over
40 within the seven (7) day work period. (Reference "Work Hours and
Attendance", Chapter 3, Section 3.02)
Kegular tull-time, non-exempt employees, inclua~ng personnel
assigned to 24 hour shifts shall be paid overtime at one and one-half
(1-1 /2) their hourly rate of pay when they work beyond a 40 hour
week, provided they have not taken sick leave, bereavement, and/or
jury duty leave, during that workweek. In the event that sick leave,
bereavement, or jury duty leave is taken during the same workweek
they shall be paid the regular hourly rate for hours worked up to 40. In
order for a holiday to be considered "hours worked" in the calculation
of overtime, an employee must actually work the City observed
holiday. City of Pearland personnel assigned to 24 hour shifts will not
receive overtime pay when no hours have actually been
worked #e~ the entire workweek/shift.
Fire Department personnel assigned to twelve (12) hour shifts shall
be paid overtime at one and one-half (1-1/2) their hourly rate of pay
when they work beyond their normal work hours
provided they have not taken sick leave,
bereavement, and jury duty leave, during the four (4) consecutive,
twelve (12) hour shift days. In the event that sick leave, bereavement,
and jury duty leave, is taken during a Firefighters 4 consecutive 12
hour shift, they shall be paid straight time for extra hours worked up
to 48 hours, until their next four (4) consecutive 12-hour shift begins.
7/8/2008 Page 2 of 5 Section 3.05
Call-out and On-call Pay
The City of Pearland recognizes that there are times when an
employee may be contacted to report back to the job to resolve an
issue that has manifested itself outside their normal work hours.
When an employee is expected to remain available for call-back, they
are considered to be "on-call". Employees designated by their
supervisors to be "on-call" will receive one (1) hour of pay at the
regular rate for the day they are assigned an "on-call" status,
regardless of whether or not they are actually "called out". Employees
scheduled to be "on-call" shall be provided a phone/pager/radio to
allow freedom of movement during this period.
The time an employee is designated to be "on-call", he/she is free to
pursue personal activities, but is prohibited from consuming alcohol,
illegal drugs, or any other substance (legal or illegal) that may impair
the employee's ability to perform his duties in a safe and capable
manner. Employees assigned to be "on-call" must respond to a call-
back (pager, phone, radio, etc-) within designated guidelines set by
the individual department and/or department head or designee. If the
employee is impaired and can not perform his/her duties in a safe
and capable manner, the employee will be regarded as "absent" from
a work assignment and is subject to discipline, up to and including
termination.
When Call-Out occurs, non-exempt employees shall be granted a
minimum of two (2) hours of "call-out" pay for reporting back to work
outside of their normal working hours- When the employee works
beyond the two (2) hour call-out period, he/she shall be paid for the
full amount of hours worked, to the nearest quarter hour- If the
employee is called out, finishes the job in less than two (2) hours,
returns home and is later called out a second time, beyond the
original two (2) hours, an additional two (2) hours shall be paid. If,
however, the employee is still working during the first call-out, or, the
employee is in route to their home but has not yet arrived and is
within the initial two (2) hour period, the time shall be considered part
of the original call-out, and shall not entitle the employee to an
additional two (2) hours.
7/8/2008 Page 3 of 5 Section 3.05
Accumulation and Use of Compensatory Time
All City of Pearland employees, other than exempt and seasonal
employees, shall, in accordance with F.L.S.A., have an option of
receiving compensatory time at the rate of one and one-half (1 '/z)
times their regular rate of pay for each hour of approved overtime
worked in lieu of cash, and shall indicate during Orientation by
signing an agreement form, that they choose to take "comp time" in
lieu of pay. This agreement is strictly optional and the employee may
choose to select either method and/or change their mind.
Compensatory time shall be calculated at one and one-half (1.5)
times the number of actual hours worked.
Compensatory time must be provided in accordance with an
agreement or understanding between the employer and the
employee. The agreement shall be in writing and signed by the
employee and the City Manager or his/her designee. The agreement
shall be established with new employees at the time the employee is
hired. It shall be noted that the agreement is not contractual in
nature, and is subject to revision from time to time. Human
Resources shall maintain all compensatory time-off agreements and
Finance shall maintain all compensatory time records.
Limits of Accrual
Non-exempt Classified employees (Police) may accumulate up to 120
hours of unused comp time (80 hours of actual overtime hours
worked) in a comp time bank.
All other non-exempt employees may accumulate up to a maximum
of 60 hours of comp time at any one time (40 hours of actual overtime
worked). Once the maximum number of hours is banked, the
employee in question shall be paid cash overtime until the employee
reduces the accumulated comp time by taking time off or by cash
payment.
An employee who has accrued comp time has the right to request the
use of those hours at any time with appropriate notice. The
supervisor must allow for the use of accumulated comp hours within a
reasonable period after the request is made, unless the employee's
absence from work would "unduly disrupt" the operations of the City.
The City of Pearland does maintain the right to require employees to
7/8/2008 Page 4 of 5 Section 3.05
use their comp time during periods when the workload is light.
Requests to sell compensatory time must be submitted in writing and
approved by the department head, the Director of Finance, and the
City Manager.
Cashing Out Accrued Compensatory Time
There are three (3) other situations in which the City of Pearland will
"cash out" hours that have accumulated in an employee's comp time
account:
• Upon termination of the employment relationship, the
compensatory time account shall be "cashed out",
• When an employee is promoted from anon-exempt position to
an exempt position he/she will be paid in full for any comp time
accrued before the promotion becomes effective (note: Exempt
employees are not eligible to accrue compensatory time),
• If the City (to be determined by the Finance Department)
requires non-classified, non-exempt employees to "cash out"
their comp account to a balance of no less than 20 hours on an
annual basis (Section 142.0016 of the Local Government Code,
allows the City to pay a police of1•icer for all or part of his/her
accumulated compensatory time if both the police officer and
the City agree)-
7/8/2008 Page 5 of 5 Section 3.05
~` CHAPTER 3 SECTION 3.05
.~ COMPENSATION OVERTIME FOR
`~ ~ ~~-~ POLICIES NON-EXEMPT
"% ' ` EMPLOYEES
Purpose
Executive, administrative, and professional employees as defined by
the Fair Labor Standards Act (F.L.S.A.) are exempt from the overtime
provisions of the F.L.S.A, and are expected to render necessary and
reasonable overtime services with no additional compensation- The
salaries of these positions are established with this assumption in
mind.
Overtime compensation is paid to all non-exempt employees in
accordance with federal and state wage and hour requirements.
At no time are sick leave, bereavement leave, and jury duty to be
considered as hours worked in the calculation of overtime. In order
fora City observed holiday to be considered "hours worked" in the
calculation of overtime, an employee must actually work the City
observed holiday.
Discussion
Non-Exempt Employees
When the City's operating requirements or other needs cannot be
met during regular working hours, non-exempt employees may be
scheduled to work overtime, at the request of their supervisor. When
possible, advance notification of mandatory overtime assignments will
be provided. Overtime assignments should be distributed as equitably
as practical to all non-exempt employees qualified to perform the
required work- Refusal or other failure to work mandatory overtime
may result in disciplinary action, up to and including termination.
Overtime work is otherwise subject to the same attendance policies
as straight time work.
7/8/2008 Page 1 of 5 Section 3.05
All non-exempt employees must receive their supervisor's
authorization before performing any overtime work- This means
employees may not begin work prior to their scheduled work day, and
may not continue working beyond the end of the 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. Non-exempt
employees who work overtime without receiving proper authorization
may be subject to disciplinary action, up to and including termination
of employment.
Non-exempt employees shall be paid at the rate of one and one-half
(1-1 /2) times their regular rate of pay for all actual hours worked over
40 within the seven (7) day work period. (Reference "Work Hours and
Attendance", Chapter 3, Section 3.02)
Regular full-time, non-exempt employees, including personnel
assigned to 24 hour shifts shall be paid overtime at one and one-half
(1-1/2) their hourly rate of pay when they work beyond a 40 hour
week, provided they have not taken sick leave, bereavement, and/or
jury duty leave, during that workweek. In the event that sick leave,
bereavement, or jury duty leave is taken during the same workweek
they shall be paid the regular hourly rate for hours worked up to 40. In
order for a holiday to be considered "hours worked" in the calculation
of overtime, an employee must actually work the City observed
holiday. City of Pearland personnel assigned to 24 hour shifts will not
receive overtime pay when no hours have actually been worked the
entire workweek/shift.
Fire Department personnel assigned to twelve (12) hour shifts shall
be paid overtime at one and one-half (1-1 /2) their hourly rate of pay
when they work beyond their normal work hours provided they have
not taken sick leave, bereavement, and jury duty leave, during the
four (4) consecutive, twelve (12) hour shift days. In the event that sick
leave, bereavement, and jury duty leave, is taken during a
Firefighters 4 consecutive 12 hour shift, they shall be paid straight
time for extra hours worked up to 48 hours, until their next four (4)
consecutive 12-hour shift begins.
Call-out and On-call Pay
7/8/2008 Page 2 of 5 Section 3.05
The City of Pearland recognizes that there are times when an
employee may be contacted to report back to the job to resolve an
issue that has manifested itself outside their normal work hours.
When an employee is expected to remain available for call-back, they
are considered to be "on-call". Employees designated by their
supervisors to be "on-call" will receive one (1) hour of pay at the
regular rate for the day they are assigned an "on-call" status,
regardless of whether or not they are actually "called out". Employees
scheduled to be "on-call" shall be provided a phone/pager/radio to
allow freedom of movement during this period.
The time an employee is designated to be "on-call", he/she is free to
pursue personal activities, but is prohibited from consuming alcohol,
illegal drugs, or any other substance (legal or illegal) that may impair
the employee's ability to perform his duties in a safe and capable
manner. Employees assigned to be "on-call" must respond to a call-
back (pager, phone, radio, etc.) within designated guidelines set by
the individual department and/or department head or designee. If the
employee is impaired and can not perform his/her duties in a safe
and capable manner, the employee will be regarded as "absent" from
a work assignment and is subject to discipline, up to and including
termination-
When Call-Out occurs, non-exempt employees shall be granted a
minimum of two (2) hours of "call-out" pay for reporting back to work
outside of their normal working hours. When the employee works
beyond the two (2) hour call-out period, he/she shall be paid for the
full amount of hours worked, to the nearest quarter hour. If the
employee is called out, finishes the job in less than two (2) hours,
returns home and is later called out a second time, beyond the
original two (2) hours, an additional two (2) hours shall be paid. If,
however, the employee is still working during the first call-out, or, the
employee is in route to their home but has not yet arrived and is
within the initial two (2) hour period, the time shall be considered part
of the original call-out, and shall not entitle the employee to an
additional two (2) hours-
Accumulation and Use of Compensatory Time
All City of Pearland employees, other than exempt and seasonal
employees, shall, in accordance with F. L.S.A., have an option of
receiving compensatory time at the rate of one and one-half (1 '/2)
7/8/2008 Page 3 of 5 Section 3.05
times their regular rate of pay for each hour of approved overtime
worked in lieu of cash, and shall indicate during Orientation by
signing an agreement form, that they choose to take "comp time" in
lieu of pay. This agreement is strictly optional and the employee may
choose to select either method and/or change their mind.
Compensatory time shall be calculated at one and one-half (1.5)
times the number of actual hours worked.
Compensatory time must be provided in accordance with an
agreement or understanding between the employer and the
employee. The agreement shall be in writing and signed by the
employee and the City Manager or his/her designee. The agreement
shall be established with new employees at the time the employee is
hired. It shall be noted that the agreement is not contractual in
nature, and is subject to revision from time to time. Human
Resources shall maintain all compensatory time-off agreements and
Finance shall maintain all compensatory time records.
Limits of Accrual
Non-exempt Classified employees (Police) may accumulate up to 120
hours of unused comp time (80 hours of actual overtime hours
worked) in a comp time bank.
All other non-exempt employees may accumulate up to a maximum
of 60 hours of comp time at any one time (40 hours of actual overtime
worked). Once the maximum number of hours is banked, the
employee in question shall be paid cash overtime until the employee
reduces the accumulated comp time by taking time off or by cash
payment.
An employee who has accrued comp time has the right to request the
use of those hours at any time with appropriate notice. The
supervisor must allow for the use of accumulated comp hours within a
reasonable period after the request is made, unless the employee's
absence from work would "unduly disrupt" the operations of the City.
The City of Pearland does maintain the right to require employees to
use their comp time during periods when the workload is light.
Requests to sell compensatory time must be submitted in writing and
approved by the department head, the Director of Finance, and the
City Manager.
7/8/2008 Page 4 of 5 Section 3.05
Cashing Out Accrued Compensatory Time
There are three (3) other situations in which the City of Pearland will
"cash out" hours that have accumulated in an employee's comp time
account:
• Upon termination of the employment relationship, the
compensatory time account shall be "cashed out",
• When an employee is promoted from anon-exempt position to
an exempt position he/she will be paid in full for any comp time
accrued before the promotion becomes effective (note: Exempt
employees are not eligible to accrue compensatory time),
• If the City (to be determined by the Finance Department)
requires non-classified, non-exempt employees to "cash out"
their comp account to a balance of no less than 20 hours on an
annual basis (Section 142.0016 of the Local Government Code,
allows the City to pay a police officer for all or part of his/her
accumulated compensatory time if both the police officer and
the City agree).
7/8/2008 Page 5 of 5 Section 3.05
Section 4.01 Further clarifies the City's holiday policy regarding a holiday
that falls on a day that is worked and a holiday that falls on a
day that is not worked.
Examines the amount of pay a non-exempt, full-time
employee, working an 8-hour, 9-hour, 10-hour, 12-hour, or
24-hour shift shall receive for holiday pay.
Makes clear that designated holidays are not to be carried
over from year to year; when they are allotted and the
deadline for using.
~ CHAPTER 4 SECTION 4.0'1
y='
...
,~~ ,L \ ~ ~ TIME-OFF HOLIDAYS
BENEFITS
~.
Purpose
Although not required by the Fair Labor Standard Act, it is the policy
of the City of Pearland to designate and observe certain days each
year as holidays. °~^^'^~~^ ~- ~v~" ',^
fa~eac#~ h^"~'^~~ ^'-~c°^~°~-' In order to be eligible for holiday pay, a
regular full-time employee is required to work their regularly
scheduled hours the workday preceding the holiday and the workday
following the holiday. An approved vacation day, designated holiday,
or compensatory time taken is considered hours worked for the
purpose of holiday pay eligibility. However, berer^ h^"~'^~~ ^^~~ ^^^
b~1~es~~~ employees who have taken any sick time immediately
before and/or immediately following a holiday must submit a doctor's
excuse upon their return to work verifying that sick leave was
necessary in order to receive holiday pay. This would also apply to
the employee who is scheduled to work the holiday and uses sick
leave on that holiday.
If a holiday falls within a scheduled paid vacation period, the
employee shall receive holiday pay, in lieu of vacation pay. Holidays
will not be paid during any period of leave without pay.
Discussion
The City of Pearland has designated the following dates/days as
holidays to be observed:
New Year's Day January 1
Good Friday Friday before Easter
Memorial Day Last Monday in May
Independence Day July 4
Labor Day First Monday in September
7/8/2008 Page 1 of 5 Section 4.01
Thanksgiving Day
Christmas Eve
Christmas Day
Designated Holidays
Fourth Thursday in November
and the following Friday
December 24
December 25
Two personal days, referred to as
designated holidays, the date of
which are to be determined on an
individual basis between the
supervisor and the employee.
Holidays shall be d~°~;y,~teQ specified each year by the City Manager
and all City of Pearland offices shall be closed on those ^'^°~^^^+°~'
specified days, with the exception of those in emergency categories
or where services are otherwise required. Typically, a holiday falling
on a Saturday will be observed on the preceding Friday and a holiday
falling on Sunday will be observed on the following Monday. The City
reserves the right to change, add, and/or delete a holiday.
~In addition to providing paid time off for the City-observed holidays,
the City of Pearland permits regular full-time employees to take up to
two (2) paid personal days (designated holidays) annually.
Designated holidays may be taken after an employee has
successfully completed the probationary period and
must be taken in increments of no less than eight (8) hours, or no
more than 12 hours depending on the employees regularly assigned
schedule/shift. ar--~.~st ',^ +^~.~.-~ ^~er~a~ts ,-,f .-„-. ~~,°° +~-,.-,.-, ,.~-,+
~`-T~ ors, fer~~se-e~p;e7~ees werl~ing the~9 ~^..~ -,^~'- ^ek ar
October 1 through
year.
,ignated holidays are available frc
and do not carry over from year
paid, taken, or accrued in increments consistent with the employee
regular assigned schedule/shift with the exception of employees on
24 hour shift. For example:
• 9 hours for employees working a 9/80 schedule (except
when the holiday falls on their 8-hour day);
7/8/2008 Page 2 of 5 Section 4.0'I
A full-time, non-exempt, ~^•-*•~ ~^~ ~~ •~•°°~ employee who works a
City-observed holiday shall:
1 . Be paid for the time worked, and in addition receive pay for
the holiday (see chart above). A~-ifia+~a-I hours actually
worked beyond an employee's assigned schedule/shift will
be included in the calculation of overtime for that week_
OR
2. With the approval of the department head, accrue the
holiday at the regular rate to be utilized within 90 days from
accrual_
When a City observed holiday falls on a regular full-time Fir
Department employee's shift, they will receive 12 hours of holida
pay at their regular rate of pay, or they may accrue 12 hours c
holiday pay that must be used within 90 calendar days of accrua
provided they do not use any sick leave during their four (q
consecutive 12-hour shift immediately prior to, or immediate followin
the holiday. Ad~i~iara~-4 Hours actually worked beyond an employee'
assigned schedule/shift will be included in the calculation of overtim
for that week.
When a City observed holiday falls on full-time EMS employee's shift,
regardless of whether the employee works a 12 or 24 hour shift on a
City-observed holiday, they will be paid for the time worked and in
addition, receive pay for the holiday (see chart above). Audi-t+a~~4
hours actually worked beyond an employee's assigned schedule/shift
will be included in the calculation of overtime for that week.
7/8/2008 Page 3 of 5 Section 4.0'I
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When a regular full-time, non-exempt, forty hour per week
employee's scheduled day off occurs on the same day as a City-
observed holiday, the department head may choose to give that
employee an alternate day off within the next 90 days, or pay the
employee for the missed holiday.
day off, they will receive 12 hours holiday pay at their regular rate
pay, provided they do not use any sick leave during the 4 consecuti
12 hour shift immediately prior to, or immediately after the holiday.
rteguiar tun-time CwlS employees wno are ass~gneo a .i ~ or L4
shift and who have a scheduled day off that occurs on the same
as a City observed holiday, will receive 12 hours holiday pay at
regular base rate of pay.
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7/8/2008 Page 4 of 5 Section 4.0'I
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When a City-observed holiday and a 9/80 employee's regular
scheduled day off occur on the same day, the 9/80 employee may ~wf4
be entitled to an alternate day off within the same pay week, with the
approval of the supervisor- If an alternate day off is not approved, the
employee will be compensated for the hours worked reE^~~•^ ~ ^~ ~'^~
~}~, which may lead to overtime for that week.
An employee, who schedules a Designated Holiday with a supervisor
and is later required to work on that day, will be paid at their regular
base pay for the actual day worked, and will be allowed to select a
different Designated Holiday.
7/8/2008 Page 5 of 5 Section 4.0't
CHAPTER 4 SECTION 4.01
.. _..._
,~_ ^, ,~ TIME-OFF HOLIDAYS
-` ~ ~ ~ ~ ~ BENEFITS
~, ._
Purpose
Although not required by the Fair Labor Standard Act, it is the policy
of the City of Pearland to designate and observe certain days each
year as holidays. In order to be eligible for holiday pay, a regular full-
time employee is required to work their regularly scheduled hours the
workday preceding the holiday and the workday following the holiday-
An approved vacation day, designated holiday, or compensatory time
taken is considered hours worked for the purpose of holiday pay
eligibility- However, employees who have taken any sick time
immediately before and/or immediately following a holiday must
submit a doctor's excuse upon their return to work verifying that sick
leave was necessary in order to receive holiday pay. This would also
apply to the employee who is scheduled to work the holiday and uses
sick leave on that holiday.
If a holiday falls within a scheduled paid vacation period, the
employee shall receive holiday pay, in lieu of vacation pay. Holidays
will not be paid during any period of leave without pay.
Discussion
The City of Pearland has designated the following dates/days as
holidays to be observed:
New Year's Day
Good Friday
Memorial Day
Independence Day
Labor Day
Thanksgiving Day
Christmas Eve
Christmas Day
7/8/2008 Page 1 of 4
January 1
Friday before Easter
Last Monday in May
July 4
First Monday in September
Fourth Thursday in November
and the following Friday
December 24
December 25
Section 4.0'I
"Designated Holidays Two personal days, referred to as
designated holidays, the date of
which are to be determined on an
individual basis between the
supervisor and the employee.
Holidays shall be specified each year by the City Manager and all
City of Pearland offices shall be closed on those specified days, with
the exception of those in emergency categories or where services are
otherwise required. Typically, a holiday falling on a Saturday will be
observed on the preceding Friday and a holiday falling on Sunday will
be observed on the following Monday. The City reserves the right to
change, add, and/or delete a holiday.
~In addition to providing paid time off for the City-observed holidays,
the City of Pearland permits regular full-time employees to take up to
two (2) paid personal days (designated holidays) annually.
Designated holidays may be taken after an employee has
successfully completed the probationary period and must be taken in
increments of no less than eight (8) hours, or no more than 12 hours
depending on the employees regularly assigned schedule/shift.
Designated holidays are available from October 1 through September
30 and do not carry over from year to year.
All City-observed holidays, includincg desicgnated holidays, shall be
paid, taken, or accrued in increments consistent with the employee's
regular assigned schedule/shift with the exception of employees on a
24 hour shift. For example:
• 8 hours for employees working an 8-hour per day schedule;
• 9 hours for employees working a 9/80 schedule (except
when the holiday falls on their 8-hour day);
• 1 O hours for employees working a 1 O-hour per day schedule;
• 12 hours for employees working a 12-hour per day schedule;
• 12 hours for employees working a 24 hour shift.
Twelve hours is the maximum amount the City allows for holiday pay.
7/8/2008 Page 2 of 4 Section 4.0'I
Holiday worked:
A full-time, non-exempt, employee who works a City-observed
holiday shall:
1 . Be paid for the time worked, and in addition receive pay for
the holiday (see chart above). Hours actually worked beyond
an employee's assigned schedule/shift will be included in the
calculation of overtime for that week.
OR
2. With the approval of the department head, accrue the
holiday at the regular rate to be utilized within 90 days from
accrual.
When a City observed holiday falls on a regular full-time Fire
Department employee's shift, they will receive 12 hours of holiday
pay at their regular rate of pay, or they may accrue 12 hours of
holiday pay that must be used within 90 calendar days of accrual,
provided they do not use any sick leave during their four (4)
consecutive 12-hour shift immediately prior to, or immediate following
the holiday. Hours actually worked beyond an employee's assigned
schedule/shift will be included in the calculation of overtime for that
week.
When a City observed holiday falls on full-time EMS employee's shift,
regardless of whether the employee works a 12 or 24 hour shift on a
City-observed holiday, they will be paid for the time worked and in
addition, receive pay for the holiday (see chart above). Hours actually
worked beyond an employee's assigned schedule/shift will be
included in the calculation of overtime for that week.
Holiday Not-Worked:
When a regular full-time, non-exempt, forty hour per week
employee's scheduled day off occurs on the same day as a City-
observed holiday, the department head may choose to give that
employee an alternate day off within the next 90 days, or pay the
employee for the missed holiday.
7/8/2008 Page 3 of 4 Section 4.0'I
When a City observed holiday falls on a Fire Department employee's
day off, they will receive 12 hours holiday pay at their regular rate of
pay, provided they do not use any sick leave during the 4 consecutive
12 hour shift immediately prior to, or immediately after the holiday.
Regular full-time EMS employees who are assigned a 12 or 24 hour
shift and who have a scheduled day off that occurs on the same day
as a City observed holiday, will receive 12 hours holiday pay at their
regular base rate of pay.
When a City-observed holiday and a 9/80 employee's regular
scheduled day off occur on the same day, the 9/80 employee may be
entitled to an alternate day off within the same pay week, with the
approval of the supervisor. If an alternate day off is not approved, the
employee will be compensated for the hours worked, which may lead
to overtime for that week.
An employee, who schedules a Designated Holiday with a supervisor
and is later required to work on that day, will be paid at their regular
base pay for the actual day worked, and will be allowed to select a
different Designated Holiday.
7/8/2008 Page 4 of 4 Section 4.0'I