The different services rendered by and in the different departments, offices and activities of the City of Sarasota require that employees work varying days and hours based on the operational needs of individual Departments.

In order that employees may be compensated equitably, based upon hours of work in addition to other factors including ability, duties, and merit; the allocation of hours and days of normal work are herein established.

The normal work week shall be forty (40) hours per week. Such hours of work shall not be construed as either a fixed minimum or maximum. It is likely that a workload in excess of that which can be performed within the hours and/or days of an established work week will be required from time to time. All employees are expected to perform the necessary duties when called upon to do so. It is also possible that part-time work schedules may become necessary, as provided herein.

The assignment of an employee to work shifts or specific hours is based on the operational needs of the Departments, and assignments shall be at the discretion of the Department Head.

Uniform Force of the Police Department: Police Officers shall work shifts as prescribed based on the operational needs of the Police Department, and/or the negotiated contract for represented employees, if applicable.

Non-exempt employees will normally receive straight time pay for hours worked up to forty (40) in their work week in compliance with the Fair Labor Standards Act and/or the negotiated contract for represented employees, if applicable.

Work Time Pay Less Than Forty (40) Hours: Non-exempt employees who work less than a 40-hour work week shall be paid straight time pay for authorized hours worked in excess of their normal work week up to and including forty (40) hours, and shall be paid time and one-half for hours worked in excess of forty (40).

Overtime hours worked for non-exempt employees shall be in accordance with the Fair Labor Standards Act.

Non-Exempt Employees: When emergency work results in overtime pay for non-exempt employees overtime payments shall be made in accordance with the Fair Labor Standards Act and/or the Union Agreement, if applicable, the Department Head shall request, in writing, approval from the City Manager or City Auditor and Clerk, for their respective employees, to pay for such work at the earliest possible time and such approval shall be attached to the payroll.

Rest periods of not more than fifteen (15) minutes each may be granted for each employee by the supervisor near mid-morning and near mid-afternoon, or at corresponding times during evening or night shifts.

Authorization for Overtime Compensation Form for non-exempt employees shall be used for additional hours of work that cannot be anticipated, scheduled or reflected on the personnel action papers.

The City may require employees to return to work on other than their regularly assigned shifts. For such Ordered Extra Duty, the eligible employee shall either receive a minimum of two (2) hours of pay at time and one-half (1-1/2), or the equivalent thereof in compensatory time off as provided in Rule 8 of these Rules and Regulations. Such time shall not be counted as time worked for any other overtime purposes.

Exempt employees are responsible for maintaining a record of any compensatory time. All compensatory time recorded by the exempt employee must be approved by the Department Head. All compensatory time accrued and taken will be recorded on the weekly payroll time record in compliance with other administrative procedures as required by the City Manager or City Auditor and Clerk, for their respective employees.

Exceptions to the above policy may be made based on the operational needs or other legitimate needs of the City as solely determined by the Department Head and the Director of Human Resources.

Revised 10/20/2008