#16 - EE Handbook Updates - Laserfiche WebLink

Home Browse Search

EMPLOYEE TYPE & CONDITION #170 The City of Lake Elmo maintains an employee categorization system for the purposes of establishing employee tenure, setting qualifications for employee benefits, determining hiring policies, and complying with the Federal Fair Labor Standards Act (FLSA) and city Personnel Policies. EXEMPT/NON-EXEMPT All City positions are categorized as either exempt or non-exempt from the provisions of the FLSA. Exempt Employee – Employees who are not covered by the overtime provisions of the federal or state Fair Labor Standards Act. Exempt employees are salaried employees who do work that has been defined as exempt under the Act. Non-exempt Employee – Employees who are covered by the federal or state Fair Labor Standards Act. Such employees are considered hourly employees and are normally eligible for overtime at 1.5 times their regular hourly wage for all hours worked over forty (40) in any given workweek. EMPLOYEE CONDITION Full-Time – Employees who work forty (40) or more hours per week year-round in an ongoing position. Part-Time – Employees who work less than forty (40) hours per week year-round in an ongoing position. EMPLOYEE TYPE Probationary – A six-month period at the start of employment with the city (or at the beginning of a promotion, reassignment, or transfer) that is designated as a period within which to learn the job, unless covered by a collective bargaining agreement stating a different time frame. The probationary period is an integral extension of the city’s selection process and is used by supervisors for closely observing an employee’s work. An employee serving their initial probationary period may be disciplined at the sole discretion of the city, up to and including dismissal. An employee so disciplined, including dismissal, will not have any grievance rights. Nothing in this policy handbook shall be construed to imply that completion of this probationary period guarantees continued employment with the city or changes the at-will status of your employment. Time served in temporary, seasonal, volunteer, or interim positions is not considered part of the probationary period. If an emergency arises during an employee’s probationary period which requires a leave of absence, such time off if granted, will not be considered as time worked, and the probationary period will be extended by the length of time taken. Temporary – Employees who work in positions that have a defined start and end date or are for the duration of a specific project. Temporary employees may be assigned to work a full-time or part-time schedule. Temporary employees do not earn benefits or credit for seniority. Seasonal - Employees who work only part of the calendar year (67 days or less or 100 days or less for employees under the age of 22) to conduct seasonal work. Seasonal employees may be assigned to work a full-time or part-time schedule. Seasonal employees do not earn benefits or credit for seniority. Seasonal employees must have at least a thirty (30) day break in between employment periods. Career Firefighter – A benefit-eligible, non-exempt, full-time firefighter for the City who works up to 159 35 12/2024