Agenda Packets - 1985/07/01 - Laserfiche WebLink

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-3- '� Issues (cont.): 3. The FLSA provides that hours would in- clude " . all time that an employee is required to be on duty, on the em- ployer's premises, or at a workplace for the employer, and all times that the employee is suffered or aermitted to work." This includes time the em- ployee voluntarily works before or after the regular work shift if "suffered or permitted" by the employer, even work done at home if the employer knows or has reason to think work is being done there. Although it is not my desire to take punitive steps to comply with the FLSA, I would recommend the suspension without pay provisions recently approved for the Personnel Code include a provision that hours worked in excess of the regular work shift without supervisory approval may be grounds for suspension without pay. 4. Hours worked may also include time police spend on traffic or security duty for private parties if off -duty police officers are required by the City. Except where necessary, the City should not require off -duty police officers as part of the Code or as an official action and if done, the private party should be required to re -pay wages and fringes to the City to compensate for our costs. In order to be able to avoid paying overtime and yet get the job done during times when an 8:00 - 4:30 day, Monday through Friday, 40 hour work week is simply not adequate; flexibility in scheduling will be needed. 6.37, Sub- division 6 of the Personnel Code stipulates the normal work day of 8 hours and work week of Monday through Friday. This should be modified to allow flex- ibility in individual work schedules as long as each city department is adequately staffed during regular office hours.