20 be made on the next paycheck. If no adjustment is necessary, an explanation will be provided to the employee. Deductions from each employee's paycheck include the mandatory and voluntary deductions described below: • Mandatory deductions include Social Security (if the employee has chosen to participate), the employee's share of Medicare, state and federal taxes, Police Pension for full-time police department employees, and contributions to the City retirement program. An employee's pay may also be subject to a wage assignment or garnishment for child support, spousal maintenance, money judgments, or the like, pursuant to valid orders of courts of competent jurisdiction. All mandatory deductions are made without written authorization of the employee and in accordance with the requirements of applicable law; and • Voluntary deductions will be made only with the written authorization of the employee for reasons or purposes previously authorized by City Council. Voluntary deductions may include sums designated for retirement plans or health and life insurance not covered by the City. The deadlines for changes in voluntary deductions are determined by the specific policies of the plan. All voluntary deductions are made after receiving written authorization from theemployee. An itemized statement of all deductions from the employee's wages shall accompany each Notice of Deposit. The City's scheduled Payday is the Wednesday following the end of a pay period. There shall be no advancement of pay prior to the scheduled pay day. Section 8. Overtime For all Hourly paid employees except for Public Safety employees (Police Officers, Firefighters and EMT's) and Emergency Communications employees, overtime for purposes of this Policy is defined as those hours worked in excess of their "base" hours of forty (40) in any one Work Week For hourly paid police officers, all hours worked over their base hours of eighty-six (86) per 14 days shall be treated as overtime. For hourly paid Fire Protection personnel all hours worked over their base hours of 212 hours in the 28-day work period is treated as overtime. For hourly paid Emergency Communications/Dispatch Center employees, all hours worked in excess of their base hours of 80 hours in the two week work period is treated as overtime. All overtime must be approved by the employee's supervisor before the work is performed. Failure to obtain authorization to work overtime may be grounds for disciplinary action. Overtime work should not be approved unless funds are available. (see also: Compensatory Time Off Section) Overtime compensation, when earned, will be paid to Hourly Employees, according to the following: • Hourly employees will be compensated at a premium rate of one and one-half times their regular hourly rate for hours worked in excess of forty (40) in one Work Week. • The minimum overtime that will be compensated is fifteen minutes. • Only hours actually worked will be used to calculate overtime. Paid time off for Annual Leave, Sick Leave, Jury Duty, management-initiated work release, or any other type of Leave will not be considered as "hours worked."
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