Download PDF Packet - Agenda

accordance with the provisions separately specified herein.
3.25 Holiday Call-Back & Pay: Eligible non-exempt employees (either law enforcement or nonlaw
enforcement) who were not scheduled to work on a given holiday but are called back to work
during that holiday, will be granted HOLIDAY CALL BACK PAY at the rate of two (2) hours for
each hour worked during that holiday. The limits of this provision are not to exceed eight (8) hours
(for non-law enforcement) and eight and one half (8.5) hours for law enforcement personnel. If the
individual ends up working the entire day, the provisions of paragraph 3.27 below apply.
3.26 Holidays: Eligible non-exempt employees in agencies (such as jail, juvenile detention, parks,
beach services etc.) that routinely work through holidays, shall receive their regular pay for such
work day plus an extra day's pay not to exceed eight (8) hours for non-law enforcement and eight and
one half (8.5) hours for law enforcement personnel. This provision applies to hours actually worked
during the holiday. In no case shall an employee draw holiday pay rates for working during a holiday
if the department also gives that individual a replacement day off for the holiday worked. In such
cases, the individual simply draws straight time for working during the actual holiday and is paid
straight time for the day off given in lieu of the holiday.
RECORDING WORK TIME
3.27 For purposes of compensation, the county allows departments some latitude in the way working
time is recorded. Starting and stopping time may be rounded to the nearest quarter of an hour. Care
must be exercised to insure that the rounding practice averages out so that employees are fully
compensated for the time they actually work.
GENERAL PRACTICES:
The following are general practices of the County:
3.28 Overtime will be kept to a minimum. It is the direct responsibility of each department
manager to control overtime payroll costs within the department and to control the early or late
departures of employees.
3.29 Whenever possible, overtime will be preplanned in order that affected employees may be
notified of required overtime as far in advance as possible. Overtime is a job requirement when
determined to be necessary by the appointing authority and may be required to be worked without
advance notice.
3.30 Overtime will be approved by the department head before it is worked.
RECORD KEEPING:
3.31 Records To Be Kept By Departments and County Auditor: In accordance with 29CFR,
Section 516, and other authority, all department heads and the County Auditor shall keep necessary
time and attendance records for all employees. These shall include time worked and overtime for
non-exempt employees. All records shall be kept and preserved as required by law. The Director of
Human Resources shall advise the Commissioners Court of the compliance with applicable laws.
3.32 Responsibility: Each appointing authority shall designate a member of his/her staff to perform
this personnel record keeping function.
Nueces County Personnel Policy Manual Page -24-
Approved by Commissioners Court on January _____, 2013