The Personnel Appeals Board shall, as soon as practicable, set a date and time for a hearing on such an appeal. At that hearing the appellant may appear in person or by counsel, and the City Manager, Personnel Officer and/or Department Head may likewise appear in person or by counsel. Evidence which is competent, relevant and material may be presented to the board at this hearing. Upon conclusion of the hearing, the Personnel Appeals Board may affirm, disaffirm or modify the judgment of the appointing authority as to any disciplinary action involving suspension without pay for more than five (5) days, demotion or dismissal. As to any disciplinary action involving suspension without pay for five (5) days or less or involving any lesser disciplinary action, the authority of the Personnel Appeals Board shall not include the power to modify and instead shall be limited to the power to affirming or disaffirming the disciplinary action. The decision of the Personnel Appeals Board shall be final.
ARTICLE 7 - HOURS OF WORK AND OVERTIME
Section 7.1 – Hours of Work. The standard work week for employees, other than as provided in a current collective bargaining agreement, shall be forty (40) hours per week. The normal workday may range from eight (8) hours to ten (10) hours with an unpaid meal period. The meal period will be scheduled to allow the continuous staffing of all functions. City administrative offices generally shall be open daily except Saturday, Sunday, and legal holidays as defined herein. The Public Safety Department shall be open at all times. The City Manager may alter the work schedule to provide a flexible schedule, however, all work schedules shall remain in compliance with current Labor Agreements, Fair Labor Standards Act (FLSA), and other Federal or State laws. A flexible schedule arrangement may be cancelled or suspended by the City Manager at any time.
Hours for part-time employees may vary from the normal office hours noted above due to the nature of their duties and will be determined by the appropriate Department Head or Personnel Officer, with the concurrence of the City Manager.
Section 7.2 – Overtime. Employees covered by the Fair Labor Standards Act are eligible for overtime compensation. If you are authorized to work in excess of your normally scheduled weekly hours, these hours are considered overtime. If you work in a position that is covered by the FLSA, you will receive compensation at a rate of 1 ½ times your normal rate of pay. If your position is exempt from FLSA (supervisors and exempt professionals), you will not receive extra compensation if you work in excess of your normally scheduled weekly hours.
Holidays, vacation, personal leave days and sick leave shall be considered time worked for the purpose of determining eligibility for overtime pay for hours worked beyond forty (40) hours per week.