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A. Overtime duty is an occasional necessity dictated by conditions, most of which ordinarily could not be foreseen. Supervisors shall exert every effort to avoid overtime, and to plan ahead sufficiently so as to be able to avoid this extra expense and inconvenience. Overtime shall not be worked unless advance approval from the appropriate supervisor has been obtained, except in emergencies in which it is not practical to obtain advance approval. Department heads are personally responsible for seeing that no overtime is worked that is unnecessary. Employees are personally responsible for seeing that they do not work overtime without obtaining advance approval from the appropriate supervisor, except in emergencies in which it is not practical to obtain advance approval.

B. Only employees who are eligible for overtime under the federal Fair Labor Standards Act (“FLSA”) shall be paid overtime. However, overtime shall be paid for hours actually worked in a particular day beyond the number of hours actually worked in a regular shift as long as the regular shift is eight or more hours, or for hours actually worked in a week beyond 40 actual hours worked. Provided further, that time spent in travel on city business shall be treated as hours worked for purposes of compensation and overtime to a maximum of eight hours in a day, regardless of whether such travel occurs during the employee’s regularly scheduled shift. Provided further, however, that mandatory training shall be compensated based on actual hours spent in attendance at training, regardless of the number of hours in the employee’s regular shift. In determining whether an employee has worked more than 40 actual hours in a week, the number of hours actually worked shall be determined without including hours that are worked in excess of the employee’s regular shift of eight or more hours in a day because the employee has or will be separately awarded overtime compensation for those hours in accordance with this section. Time on standby or on call out that a public works employee does not actually work, or paid time off, other leave, and holidays for all employees, do not count towards the number of hours actually worked in a day or a week for purposes of computing overtime. (Ord. 05-42 § 2, 2005; Ord. 03-33(SUB)(AM) § 2, 2003)