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accordance with Article 8.16 of this MOU. <br />8.3 Computation of a Workday and Work Period. Paid leave for holidays, vacation, and other <br />time off with pay, except for sick leave and personal necessity, shall be credited towards <br />the total time worked in computing a regular workday, and /or a work period, as defined <br />herein. Sick leave and personal necessity shall not count as hours worked towards the <br />total time worked in computing a regular workday and /or a work period. Work <br />amounting to less than six (6) minutes shall not be considered time worked. Overtime <br />worked for six (6) or more minutes shall be calculated in six (6) minute intervals. Leave <br />without pay shall not be credited towards the total time worked in computing a regular <br />workday, and /or a work period, as defined herein. <br />8.4 Compensation for Overtime. <br />A. The preferable method by which overtime shall be compensated is by monetary <br />payment, at one and one -half (1 1/2) times the employee's regular rate of pay. <br />B. Should the Police Chief determine that the best interests of the City will be served <br />thereby, he or his designee may permit an employee to be compensated for <br />overtime work by earning compensatory time off at the rate of one and one -half <br />(1 1/2) hours for each hour of overtime worked. This time, hereinafter identified <br />as "comp time" shall be accrued as set forth below. <br />C. There are two Comp Time banks. The first bank is the Non -FLSA Comp -Time <br />Bank established under the 2013 -2015 MOU. Those employees hired after July 1, <br />2015 or those employees with less than 100 hours of Comp -Time at the time the <br />banks were created will not have a Non -FLSA Comp -Time Bank. The second <br />bank is the FLSA Comp -Time Bank. <br />1. The Non -FLSA Comp Time Bank can never have hours added to it. The <br />hours in that bank can only be used as leave time and when using such <br />leave will not cause the City to have to pay another employee overtime to <br />fill behind the employee using the leave. The comp time in this bank <br />cannot be cashed out during employment, only at the time the employee <br />leaves City employment. If an employee uses the comp time in this bank <br />during employment and exhausts the entire accrual in this bank, the <br />employee's Non -FLSA Comp Time Bank will be closed as no additional <br />hours may accrue into this bank <br />2. The FLSA Comp Time Bank has a maximum accrual of one - hundred <br />(100) hours. An employee who has 100 hours in this bank will earn <br />overtime paid at time and one half the employee's regular rate of pay for <br />overtime earned in accordance with this MOU. An employee who works <br />overtime and who has less than 100 hours in his/her FLSA Comp Time <br />Bank maybe able to accrue hours (at the rate of 1.5 hours for each hour of <br />Mi <br />