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1

The workweek is defined as

seven consecutive 24-hour periods. The City’s
established workweek begins at 12:01 a.m. on Saturday and ends at 12:00 midnight the following Friday.

2

The City may adopt a work period of up to

28 days for sworn fire and police personnel.

3

The meal period will ordinarily last from __________, depending on departmental policy.

30 to 60 uninterrupted minutes

4

If a non-exempt employee is sporadically required to work or be on active standby during his/her
designated meal period, this time should be ?

considered work hours

5

___________ have the option of scheduling the work hours that most effectively accomplishes their service delivery objectives.

Departments

6

Non-exempt employees who work in excess of 40 hours within the designated workweek shall be compensated at the rate of.

one and one-half (1 1/2) times the employee’s regular rate of pay

7

Fire employees who work 24-hour shifts receive
overtime pay for hours worked in excess of

156 hours in a 21-day work period.

8

_______employees are not eligible for overtime compensation.

Exempt

9

Non-exempt employees may be compensated for overtime worked by the earning of compensatory time (compensatory time) off in lieu of
immediate cash payment at the request of

the employee and with the approval of the supervisor. This rate shall be one and one-half (1 1/2) hours off for every hour of overtime worked by the employee.

10

The maximum number of compensatory hours that any employee will be permitted to accrue shall be

80 hours (53.3 hours of actual overtime).

11

A non-exempt employee is determined to be on unrestricted stand-by when they are required to be

available for work and fit for duty if called
back to work. The employee’s activities are not so severely restricted that they cannot pursue their normal life activities.

12

Employees on unrestricted stand-by pay must respond within the response time set by the department. Employees on unrestricted stand-by will be paid $

2.00 per hour for each hour on stand-by.

13

A non-exempt employee who is required to remain on stand by so that he/she cannot use the time effectively for his/her own purpose is

working
in a restricted stand-by status and must be compensated. An employee placed on restricted stand by must be compensated at their base rate of
pay. The employee must respond to calls within the required response time and must be fully capable of performing their duties. Restricted hours
should be considered work hours.

14

Bilingual pay is available only to.

eligible regular status employees who are selected to fill a slot where bilingual skills are required

15

To meet eligibility standards, employees must be serving in

a position that requires regular and frequent interaction with the public in a language
other than English, or occasional interaction with the public in a language other than English. Eligible employees must receive authorization from
their department head and successfully complete a competency examination.

16

Non-management sworn personnel in the fire and police departments are subject to a step plan and will be eligible for increases based on the established step plan process as outlined in the applicable

Memorandum of Understanding for each department

17

A voluntary demotion is the placement of an employee, upon request, to a classification assigned a lower pay range. An employee who requests a demotion shall be paid at a rate

within the new pay range as recommended by
the department head and approved by the Human Resources Director.