Policy 02.02 Position Classification
POLICY TITLE: | Position Classification |
POLICY NUMBER: | 02.02 |
VERSION: | 2.0 |
REVISED DATE: | May 19, 2017 |
REVIEWED DATE: | May 31, 2017 |
APPROVAL DATE: | March 22, 2018 |
EFFECTIVE DATE: | April 2, 2018 |
NUMBER OF PAGES: | 2 |
A. OVERVIEW
1. Description and Purpose This policy establishes policies and procedures to clarify the definitions of employment classifications so that employees understand their employment status and benefits eligibility with the City of Saint Paul (City).
2. Applicability This policy applies to all employees of the City.
3. Failure to Comply Failure to comply with this policy may result in disciplinary action in accordance with any and all disciplinary policies of the City or denial of leave.
B. POLICY AND PROCEDURE
1. Fair Labor Standards Act (FLSA) Job Classifications
a. All employees are designated as either nonexempt or exempt under state and federal wage and hour laws:
i. Nonexempt employees are employees whose work is covered by the Fair Labor Standards Act (FLSA). They are not exempt from the law’s requirements concerning minimum wage and overtime.
ii. Exempt employees are generally executives or managers or professional, administrative or outside sales staff who are exempt from the minimum wage and overtime provisions of the FLSA. Exempt employees hold jobs that meet the standards and criteria established under the FLSA by the U.S. Department of Labor.
2. City Job Classifications
a. The City has established the following categories for both nonexempt and exempt employees:
i. Regular full-time employees are not in a temporary status and are regularly scheduled to work the City’s full-time schedule and are eligible for the full benefits package, subject to the terms, conditions and limitations of each benefit program.
ii. Regular part-time employees are not in a temporary status and are regularly scheduled to work less than the full-time schedule but at least twenty (20) hours each week. Regular part-time employees are eligible for some of the benefits offered by the City, subject to the terms, conditions and limitations of each benefit program.
iii. Temporary full-time employees are hired as interim replacements to temporarily supplement the workforce or to assist in the completion of a specific project and are temporarily scheduled to work the City’s full-time schedule for a limited duration. Employment beyond any initially stated period does not in any way imply a change in employment status.
iv. Temporary part-time employees are hired as interim replacements to temporarily supplement the workforce or to assist in the completion of a specific project and are temporarily scheduled to work less than the company’s full-time schedule for a limited duration. Employment beyond any initially stated period does not in any way imply a change in employment status.
v. On-call employees are hired on a “as needed” basis. On-call employees do not work a defined/regular schedule. They are limited to 1000 regular hours per fiscal year.
vi. Contracted employees are hired under an employment agreement as defined by City Personnel Policy Number 02.03 - Employment Agreements.
vii. Volunteer such as firefighters, emergency medical service personnel, or search and rescue personnel are considered employees of the City for insurance purposes only, but they are not eligible for any compensation or employment benefits.
C. FORM(S)
1. None.
D. REFERENCE(S)
1. Fair Labor Standards Act.
2. City Personnel Policy Number 02.03 - Employment Agreements.
E. DEFINITION(S)
1. None.
F. POLICY HISTORY
1. This policy replaces Section 11.05.26 in the City Code of Ordinances (CCO).