Page 68 - Personnel Policy and Procedures Manual

In situations where the guidelines for reduction in pay do not bring the employee’s salary within the grade
range for the position that the employee is demoted to, the salary shall be adjusted to the maximum pay of
the pay grade. Exceptions to this policy require written justification from the requesting department and
approval by the Human Resources Director.

Section 500.125 Involuntary Demotion Based on Conduct Violations

An involuntary demotion may also occur based on poor or unacceptable conduct. With this type of
demotion, a Performance Improvement plan is not necessary or required.

Section 500.126 Overtime Policy

All employees may be required to work overtime upon the request of the immediate supervisor, Department
Director or Elected Official. It is the policy of Augusta, Georgia to comply with the federal Fair Labor
Standards Act (FLSA) with regard to overtime policy for non-exempt employees.

Section 500.127 Overtime Policy for Full-time Non-exempt Employees

Upon authorization for overtime work, Supervisor shall clearly communicate to non-exempt employees the
method of compensation (compensatory time or overtime pay) prior to working the overtime.
Compensatory time shall be mutually agreed to by supervision and affected employee(s) prior to working
the overtime.

The base workweek or work cycle shall only include actual hours worked. Annual Leave, Sick Leave,
Workers' Compensation Time, holidays and other leave will not count toward the hours worked in the work
cycle for overtime purposes.

Section 500.128 FLSA Section 207(k) Public Safety Employees

Employees engaged in fire protection and law enforcement activities, including correctional officers, on
behalf of a public sector employer are subject to liberalized overtime standards under section (7)K of the
FLSA. Certain cross-trained emergency medical service personnel often qualify as well. Fire protection
employees are eligible for overtime based upon a declared work period which may range from not less than
seven (7) days nor more than twenty-eight (28) consecutive days and two hundred and twelve (212) hours.
The overtime standard ranges from 53 to 212 hours depending upon the length of the work period. The
work period rather than the shift cycle, determines when overtime must be paid. For law enforcement
personnel and correctional officers, the standard for a seven (7) to twenty-eight (28) day work period ranges
from forty-three (43) to one hundred and seventy-one (171) hours. The Human Resources Department shall
determine which protective service occupations may work under the work cycle system. Non-exempt Public
Safety employees, working on a work cycle will receive time and one-half (1-1/2) for those hours that
exceed the maximum for the work cycle. Each Department Director or Elected Official shall determine the
average scheduled number of hours worked in a year. The hourly rate is calculated by dividing the annual
base salary by the number of hours scheduled for the year.

Section 500.129 FLSA Section 213 (a) (3) Fully Exempt Seasonal/Recreational Employees

According to Section 213(a)(3) of the Fair Labor Standards Act, certain seasonal/recreational employees
are exempt from the overtime provisions of the law. This exemption applies to any employee who is

All Rights Reserved – As approved by the Commission on 05-07-2019 68 | P a g e