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RESOLUTION NO. 2371
A RESOLUTION OF THE COMMON COUNCIL OF THE TOWN OF
WICKENBURG, ARIZONA AMENDING THE TOWN OF WICKENBURG’S
PERSONNEL RULES AND REGULATIONS BY REPLACING RULE 9
PROBATIONARY PERIOD, WITH A NEW RULE 9 PROBATIONARY
PERIOD; REPLACING RULE 10 ATTENDANCE AND LEAVE, SECTION
12 FUNERAL LEAVE, WITH A NEW SECTION 12 BEREAVEMENT
LEAVE; REPLACING RULE 12 COMPENSATION AND BENEFITS,
SECTION 5 SPECIALTY PAY AND SECTION 6 ON-CALL (STANDBY)
AND CALL-BACK STATUS WITH A NEW SECTION 5 SPECIALTY PAY
AND SECTION 6 STAND-BY AND CALL-BACK COMPENSATION
POLICY – NON-EXEMPT EMPLOYEES; PROVIDING FOR REPEAL OF
CONFLICTING RESOLUTIONS; PROVIDING FOR SEVERABILITY; AND
PROVIDING FOR CHANGES TO THE PERSONNEL RULES TO
CONFORM.
BE IT RESOLVED BY THE MAYOR AND COMMON COUNCIL of the Town of
Wickenburg, Arizona, as follows:
Section I.
In General.
The Town of Wickenburg Personnel Rules and Regulations are hereby amended
by repealing Rule 9 Probationary Period and replacing with Rule 9 Probationary Period
to read as follows (additions shown in ALL CAPS, deletions shown in strikeout):
RULE 9.
PROBATIONARY PERIOD
Section 1.
REGULAR APPOINTMENT FOLLOWING PROBATIONARY PERIOD
All original appointments and/or reappointments shall be tentative and subject to a
probationary period of six (6) months for all employees, except employees of the fire
department and police department, who shall be subject to a probationary period of one
(1) year of actual service, provided however, that the Human Resources Director may
establish a longer probationary period for specified classes of employees or for
individual employees. Employees transferring or promoting will only serve a ninety (90)
day probationary period for all employees, except employees of the police department
and fire department, who will serve a six (6) month probationary period. At the end of
the probationary period, the Human Resources Director shall enter into the employee’s
personnel record, his or her decision to either retain the employee or to dismiss the
employee. In the case of employees that require a certification, license, or other
credential as a requisite to the practicing of their profession of occupation, the
probationary period shall not commence until said certification, license or other requisite
credential has been obtained by the employee.
Section 2.
EXTENSION OF PROBATION
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Probation may be extended one (1) time for a maximum period of ninety (90) days with
the approval of the Human Resources Director.
Section 3.
OBJECT OF PROBATIONARY PERIOD
The probationary period shall be regarded as a part of the testing process and shall be
utilized for closely observing the employee’s work and for securing the most effective
adjustment of a new employee to the position.
Section 4.
REJECTION OF PROBATION
During the probationary period, his or her supervisor may reject an employee after
approval of the Human Resources Director, without cause and without right of appeal.
Probationary status without right of appeal is continuous until the employee is notified that
they have successfully completed probation or is terminated during or at the end of
probation. Notification of rejection in writing shall be forwarded to the probationer and a
copy filed with the probationer’s file.
* * *
RULE 9.
PROBATIONARY PERIOD
SECTION 1. PURPOSE
TO PROVIDE A FRAMEWORK FOR EVALUATING EMPLOYEE PERFORMANCE
AND SUITABILITY, ENSURING THE TOWN RETAINS THE MOST CAPABLE
PERSONNEL.
SECTION 2. POLICY AND GUIDELINES
A. PROBATIONARY PERIOD FOR NEWLY HIRED EMPLOYEES
1. REGULAR EMPLOYEES: NEWLY HIRED EMPLOYEES, EXCLUDING PUBLIC
SAFETY PERSONNEL, SHALL SERVE A PROBATIONARY PERIOD OF SIX
(6) FULL CALENDAR MONTHS FROM THE DATE OF HIRE.
2. PUBLIC SAFETY EMPLOYEES (SWORN): EMPLOYEES IN THE FIRE AND
POLICE DEPARTMENTS SHALL SERVE A PROBATIONARY PERIOD OF
TWELVE (12) FULL CALENDAR MONTHS FROM THE DATE OF HIRE.
POLICE AND FIRE RECRUITS WILL SERVE A PROBATIONARY PERIOD
WHILE IN THEIR RECRUIT ROLES. UPON SUCCESSFUL COMPLETION AND
PROMOTION TO POLICE OFFICER OR FIREFIGHTER, THEY WILL BEGIN A
NEW TWELVE (12) MONTH PROBATIONARY PERIOD.
3. TERMINATION DURING PROBATION: DURING ANY PROBATIONARY
PERIOD, THE EMPLOYEE MAY BE RELEASED OR TERMINATED FROM HIS
OR HER EMPLOYMENT WITH THE TOWN AT ANY TIME AND FOR ANY
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REASON OR NO REASON AS PROVIDED BY LAW. TERMINATION DURING
PROBATION REQUIRES TOWN MANAGER APPROVAL. WRITTEN NOTICE
OF TERMINATION WILL BE PROVIDED AND FILED IN THE EMPLOYEE’S
PERSONNEL RECORD.
B. OBJECTIVE OF THE PROBATIONARY PERIOD
THE PROBATIONARY PERIOD SERVES TO ASSESS EMPLOYEE
PERFORMANCE AND JOB SUITABILITY THROUGH REGULAR OBSERVATIONS
AND EVALUATIONS.
C. PERFORMANCE MANAGEMENT
DEPARTMENT HEADS ARE RESPONSIBLE FOR TRAINING AND EVALUATING
EMPLOYEES DURING PROBATION, INCLUDING CONDUCTING
PERFORMANCE APPRAISALS AND PROVIDING ONGOING FEEDBACK.
D. EXTENSION OF PROBATION
WITH THE RECOMMENDATION OF THE DEPARTMENT HEAD AND APPROVAL
OF THE HUMAN RESOURCES DIRECTOR AND TOWN MANAGER, THE
PROBATIONARY PERIOD MAY BE EXTENDED ONCE, FOR A MAXIMUM OF
NINETY (90) DAYS.
E. PROBATIONARY PERIOD FOR PROMOTIONS, DEMOTIONS, TRANSFERS,
AND ACTING ASSIGNMENTS
1. REGULAR EMPLOYEES: PROMOTED EMPLOYEES SHALL SERVE A SIX (6)
MONTH PROBATIONARY PERIOD.
2. PUBLIC SAFETY EMPLOYEES (SWORN): PROMOTED EMPLOYEES IN THE
FIRE AND POLICE DEPARTMENTS SHALL SERVE A TWELVE (12) MONTH
PROBATIONARY PERIOD. (E.G., FROM RECRUIT TO FIREFIGHTER OR
POLICE OFFICER. EMPLOYEES WILL HAVE A FULL RESTART OF THE
PROBATIONARY PERIOD.)
3. EMPLOYEES WHO ARE TRANSFERRED FROM ONE POSITION TO
ANOTHER WITHIN THE SAME DEPARTMENT OR TO A POSITION IN A
DIFFERENT DEPARTMENT WITH SUBSTANTIALLY SIMILAR DUTIES AND
RESPONSIBILITIES WILL NOT BE REQUIRED TO SERVE A NEW
PROBATIONARY PERIOD.
4. EMPLOYEES ON PROBATION SHALL NOT BE ELIGIBLE OR SELECTED
FOR PROMOTION, VOLUNTARY DEMOTION, OR TRANSFERRED TO A
VACANT POSITION WITH THE TOWN UNLESS SUCH SELECTION IS
RECOMMENDED BY BOTH AFFECTED DEPARTMENT DIRECTORS AND
APPROVED BY THE HUMAN RESOURCES DIRECTOR.
5. IF AN EMPLOYEE ON PROBATION IS VOLUNTARILY DEMOTED OR
TRANSFERRED IN ACCORDANCE WITH THIS POLICY, THE EMPLOYEE
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WILL BE REQUIRED TO SUCCESSFULLY COMPLETE A NEW
PROBATIONARY PERIOD FOR THE NEW POSITION.
6. ANY EMPLOYEE WHO IS VOLUNTARILY OR INVOLUNTARILY DEMOTED,
TRANSFERRED, OR OTHERWISE MOVED TO A POSITION IN WHICH THE
EMPLOYEE PREVIOUSLY AND SUCCESSFULLY COMPLETED A
PROBATIONARY PERIOD WILL NOT BE REQUIRED TO SERVE A NEW
PROBATION PERIOD.
7. EMPLOYEES ARE NOT ELIGIBLE FOR TEMPORARY/ACTING
ASSIGNMENTS WHILE IN THEIR PROBATIONARY PERIOD.
F. COMPLETION OF PROBATION
SUCCESSFUL COMPLETION OF PROBATION TRANSITIONS THE EMPLOYEE
TO REGULAR STATUS, SUBJECT TO STANDARD PERFORMANCE
EVALUATIONS AND TOWN POLICIES. COMPLETION OF PROBATION DOES
NOT GUARANTEE CONTINUED EMPLOYMENT FOR ANY SPECIFIC
DURATION.
G. FAILURE TO COMPLETE PROBATION
DURING ANY PROBATIONARY PERIOD, THE EMPLOYEE MAY BE RELEASED
OR TERMINATED FROM HIS OR HER EMPLOYMENT WITH THE TOWN AT ANY
TIME AND FOR ANY REASON OR NO REASON AS PROVIDED BY LAW.
* * *
The Town of Wickenburg Personnel Rules and Regulations are hereby amended
by repealing Rule 10 Attendance and Leave Section 12 Funeral Leave and replacing
with Section 12 Bereavement Leave to read as follows (additions shown in ALL CAPS,
deletions shown in strikeout):
RULE 10.
ATTENDANCE AND LEAVES
Section 12. FUNERAL LEAVE
In the event of a death in the immediate family, time off with pay to attend the funeral shall
be granted. This shall consist of one (1) to four (4) days depending on the circumstances,
within the period commencing with the date of death and ending with the day after the
funeral; and be granted by arrangement with the Human Resources Director; provided,
however, that the maximum is three (3) days for a death occurring in-state and four (4)
days maximum for a death outside of the state, with the fourth (4th) day being considered
a travel day. Additional leave time may be considered depending on the circumstances
with prior approval of the Human Resources Director and shall be charged to the
employee’s vacation time. Immediate family is defined as spouse, children,
grandchildren, mother, grandmother, father, grandfather, sister, or brother of employee or
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spouse. Time off without pay to attend a funeral of a more distant relative or friend may
be allowed with prior approval of the Human Resources Director.
* * *
SECTION 12.
BEREAVEMENT LEAVE
A. PURPOSE. THE TOWN OF WICKENBURG RECOGNIZES THE IMPORTANCE OF
ALLOWING EMPLOYEES TIME TO GRIEVE THE LOSS OF A LOVED ONE. THIS
POLICY PROVIDES GUIDELINES FOR BEREAVEMENT LEAVE, WHICH
SUPPORTS EMPLOYEES DURING DIFFICULT TIMES, ALLOWING THEM TO
ATTEND FUNERALS, MEMORIAL SERVICES, AND OTHER COMMEMORATIONS
OF LIFE.
B. BEREAVEMENT LEAVE DURATION. REGULAR FULL-TIME EMPLOYEES ARE
GRANTED BEREAVEMENT LEAVE FOR A PERIOD EQUIVALENT TO FOUR (4)
CONSECUTIVE SCHEDULED SHIFTS/DAYS FOLLOWING THE DEATH OF AN
IMMEDIATE FAMILY MEMBER. THE LENGTH OF THE LEAVE WILL BE BASED
ON THE EMPLOYEES’ REGULARLY SCHEDULED SHIFT (E.G., 8, 10, 12, OR 24
HOURS). LEAVE MUST BE TAKEN CONSECUTIVELY, STARTING FROM THE
DATE OF DEATH AND ENDING THE DAY AFTER THE FUNERAL.
1. IMMEDIATE FAMILY: BEREAVEMENT LEAVE IS GRANTED FOR THE
SCHEDULED WORKDAYS FOLLOWING THE DEATH AND MUST BE TAKEN
CONSECUTIVELY WITHIN THIS PERIOD.
2. OUT-OF-STATE DEATHS: FOR DEATHS THAT OCCUR OUT-OF-STATE, AN
ADDITIONAL TRAVEL DAY MAY BE GRANTED AT THE DISCRETION OF THE
HR DIRECTOR.
3. ADDITIONAL LEAVE: IF FURTHER TIME OFF IS NEEDED, EMPLOYEES
MAY REQUEST ADDITIONAL LEAVE USING VACATION, COMPENSATORY
TIME, SICK LEAVE, OR OTHER LEAVE AS DEFINED IN THESE RULES,
SUBJECT TO PRIOR APPROVAL BY THE HR DIRECTOR.
C. IMMEDIATE FAMILY DEFINED. FOR THE PURPOSE OF BEREAVEMENT
LEAVE, "IMMEDIATE FAMILY" INCLUDES THE FOLLOWING:
1. SPOUSE, DOMESTIC PARTNER,
2. PARENT, PERSON IN LOCO PARENTIS,
3. CHILD, SIBLING,
4. GRANDPARENT, GREAT-GRANDPARENT,
5. GRANDCHILD, GREAT-GRANDCHILD,
6. UNCLE, AUNT, NIECE, NEPHEW, FIRST COUSIN, AND
7. STEP/IN-LAW RELATIVES OF THE ABOVE.
D. EXTENDED BEREAVEMENT LEAVE. IN RECOGNITION OF THE DIVERSE
NATURE OF FAMILY AND SIGNIFICANT RELATIONSHIPS, EMPLOYEES MAY
REQUEST BEREAVEMENT LEAVE FOR THE LOSS OF A NON-IMMEDIATE
FAMILY MEMBER OR SIGNIFICANT OTHER NOT LISTED ABOVE. SUCH
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REQUESTS WILL BE CONSIDERED ON A CASE-BY-CASE BASIS AND MAY BE
GRANTED AT THE DISCRETION OF THE DEPARTMENT DIRECTOR AND HR
DIRECTOR.
E. PROCEDURE FOR REQUESTING BEREAVEMENT LEAVE
1. REQUEST FOR APPROVAL: EMPLOYEES MUST REQUEST APPROVAL
FOR BEREAVEMENT LEAVE FROM THEIR SUPERVISOR AND OBTAIN
FINAL APPROVAL FROM HUMAN RESOURCES BEFORE TAKING LEAVE.
2. NOTIFICATION: EMPLOYEES MUST NOTIFY THEIR SUPERVISOR AS SOON
AS POSSIBLE FOLLOWING THE DEATH OF AN IMMEDIATE FAMILY
MEMBER, IDEALLY WITHIN 24 HOURS OF THE EVENT. THIS TIMELINE MAY
BE ADJUSTED FOR EXCEPTIONAL CIRCUMSTANCES.
3. TIMEKEEPING: EMPLOYEES MUST LOG THEIR TIME IN THE TIMESHEET
UNDER THE ACTIVITY CODE “FUNERAL” AND INCLUDE A COMMENT
SPECIFYING THE RELATIONSHIP TO THE DECEASED (E.G.,
“GRANDPARENT”). THIS WILL HELP ENSURE PROPER TRACKING OF
LEAVES.
4. PAYROLL NOTIFICATION: ONCE APPROVED, HUMAN RESOURCES WILL
NOTIFY PAYROLL OF THE APPROVED BEREAVEMENT LEAVE.
F. FLEXIBILITY IN LEAVE DURATION. EMPLOYEES MAY REQUEST PARTIAL
DAYS OFF IF A FULL 10-HOUR DAY IS NOT NEEDED FOR BEREAVEMENT
PURPOSES. PARTIAL DAYS MUST BE APPROVED BY THE SUPERVISOR AND
DOCUMENTED ACCORDINGLY.
* * *
The Town of Wickenburg Personnel Rules and Regulations are hereby amended
by repealing Rule 12 Compensation and Benefits Section 5 Specialty Pay and replacing
with Section 5 Specialty Pay to read as follows (additions shown in ALL CAPS,
deletions shown in strikeout):
RULE 12.
COMPENSATION AND BENEFITS
Section 5. SPECIALITY PAY
1. Generally. The town provides additional compensation to eligible employees for
specified purposes. All such payments are referred to as specialty pay. All
specialty pays, except as otherwise noted herein, is included in the regular rate
of pay for non-exempt employees for purposes of overtime calculation.
2. Pay Request.
a. Department directors who have a business need for any work to which a
specialty pay applies must submit a written request to the Human
Resources Department describing the business need for such duty
assignment, the number of positions necessary to fill the need, and the
identity of employees intended to fill the special duty assignment/s. The
Resolution No. 2371
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Human Resources Department will arrange or administer the appropriate
competency testing when required.
b. Payment of specialty pays should commence beginning the first complete
pay period after eligibility/approval is received by payroll.
* * *
SECTION 5. SPECIALITY PAY
A. PURPOSE. THE PURPOSE OF THIS POLICY IS TO PROVIDE ADDITIONAL
COMPENSATION TO ELIGIBLE EMPLOYEES FOR SPECIFIED DUTIES AND
RESPONSIBILITIES THAT REQUIRE SPECIALIZED SKILLS OR TRAINING.
THESE SPECIALTY PAYS RECOGNIZE AND REWARD EMPLOYEES FOR
PERFORMING ROLES OR TASKS THAT CONTRIBUTE TO THE SUCCESS OF
THE ORGANIZATION. ALL SPECIALTY PAY IS INCLUDED IN THE REGULAR
RATE OF PAY FOR NON-EXEMPT EMPLOYEES FOR PURPOSES OF
OVERTIME CALCULATION, UNLESS OTHERWISE NOTED. THE AVAILABILITY
OF SPECIALTY PAY IS SUBJECT TO DEPARTMENTAL NEEDS AND BUDGET.
B. FIELD TRAINING OFFICER (FTO) PAY.
1. ALL UNIT MEMBERS IN THE POLICE DEPARTMENT (SWORN) ASSIGNED
AS FIELD TRAINING OFFICERS/EMPLOYEES (FTO) SHALL RECEIVE THEIR
REGULAR RATE PLUS FIVE PERCENT (5%) OF THEIR BASE HOURLY RATE
FOR FTO ASSIGNMENT PAY UPON SUCCESSFUL COMPLETION OF THE
CERTIFICATION REQUIREMENTS AND WHILE ACTIVELY INVOLVED IN FTO
TRAINING.
2. DEPARTMENT DIRECTORS WILL DEFINE A START AND END DATE,
COMMENCING WITH DAY ONE OF THE PAY PERIOD APPLICABLE AND
ENDING WITH THE LAST DAY OF THE PAY PERIOD APPLICABLE. FTO PAY
WILL START AND END ON THE DEFINED DATES UNLESS A NEW FORMAL
REQUEST IS MADE AND APPROVED.
C. BILINGUAL PAY (SPANISH SPEAKING).
1. EACH DEPARTMENT DIRECTOR, WITH THE CONCURRENCE OF THE
HUMAN RESOURCES DIRECTOR, IS RESPONSIBLE FOR DETERMINING
THE NEED FOR BILINGUAL SERVICES BY DEPARTMENT EMPLOYEES.
2. ALL APPROVED EMPLOYEES WHO DEMONSTRATE COMPETENCY IN
SPEAKING A FOREIGN LANGUAGE (SPANISH) ARE ELIGIBLE FOR
BILINGUAL PAY. COMPETENCY MUST BE DEMONSTRATED THROUGH
PROFICIENCY TESTING ADMINISTERED BY OR THROUGH THE HUMAN
RESOURCES DEPARTMENT.
3. AMOUNT
a. CONVERSATIONAL PROFICIENCY
i.
NON-EXEMPT – SEVENTY-FIVE CENTS ($0.75) PER HOUR
ii.
EXEMPT – EIGHTY DOLLARS ($80.00) PER PAY PERIOD
4. EMPLOYEES RECEIVING BILINGUAL PAY MUST BE AVAILABLE DURING
WORK HOURS TO PROVIDE TRANSLATION ASSISTANCE.
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5. BILINGUAL (SPANISH) PAY COMPENSATION WILL BE DISCONTINUED IF
THE EMPLOYEE VOLUNTARILY WITHDRAWS FROM THE PROGRAM OR IF
THE EMPLOYEE HAS BEEN PROMOTED, TRANSFERRED, OR DEMOTED
TO A POSITION THAT NO LONGER REQUIRES THE EMPLOYEE TO UTILIZE
THEIR SPANISH BILINGUAL SKILLS.
6. ONCE AN EMPLOYEE IS PARTICIPATING IN THE PROGRAM, THEY
SHOULD BE PREPARED TO BE CALLED UPON TO TRANSLATE FOR THE
DEPARTMENT’S NEEDS.
D. PROCEDURE FOR SPECIALTY PAY.
1. PAY REQUEST
a. DEPARTMENT DIRECTORS WHO HAVE A BUSINESS NEED FOR ANY
WORK TO WHICH A SPECIALTY PAY APPLIES MUST SUBMIT A
WRITTEN REQUEST TO THE HUMAN RESOURCES DEPARTMENT
DESCRIBING THE BUSINESS NEED FOR SUCH DUTY ASSIGNMENT,
THE NUMBER OF POSITIONS NECESSARY TO FILL THE NEED, AND
THE IDENTITY OF EMPLOYEES INTENDED TO FILL THE SPECIAL DUTY
ASSIGNMENT(S). THE HUMAN RESOURCES DEPARTMENT WILL
ARRANGE OR ADMINISTER THE APPROPRIATE COMPETENCY
TESTING WHEN REQUIRED.
b. PAYMENT OF SPECIALTY PAY SHOULD COMMENCE BEGINNING THE
FIRST COMPLETE PAY PERIOD AFTER ELIGIBILITY/APPROVAL IS
RECEIVED BY PAYROLL.
* * *
The Town of Wickenburg Personnel Rules and Regulations are hereby amended
by repealing Rule 12 Compensation and Benefits Section 6 On-Call (Standby) and Call-
Back Status and replacing with Section 6 Stand-by and Call-Back Compensation Policy
– Non-Exempt Employees to read as follows (additions shown in ALL CAPS, deletions
shown in strikeout):
RULE 12.
COMPENSATION AND BENEFITS
Section 6. ON-CALL (STANDBY) AND CALL-BACK STATUS
Nonexempt employees may be required to be available and/or to work outside the
regular schedule. The two types of status and pay related to those circumstances are
on-call (standby) and call-back.
Exempt employees are paid a salary that reflects the full responsibility of the position,
including being on-call or being called back to work, and are not eligible to receive on-
call or call-back pay.
On-call (standby) and call-back status is permitted to only approved departments and
positions as deemed necessary by the Town Manager.
Resolution No. 2371
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1. On-Call (standby) Status
a. On-call (standby) status is a designated shift within any twenty-four (24)
consecutive hours. Such shifts may vary in beginning and ending times
from department to department and are subject to change by
administrative decision as dictated by workload needs. On-call shift hours
usually coincide with regular shift hours. Any employee may be assigned
to an on-call status, which requires the employee to be accessible,
available, and able to report for duty if called.
b. Department heads are responsible for determining the need for on-call
availability and for assigning employees to on-call status. The supervisor
of the employee assigned to on-call status shall maintain a roster of all
qualified employees who may be required to be on-call. An equitable
rotation policy shall be followed in requiring employees to be on-call.
Employees will be given at least 2 weeks’ notice to the assigned on-call
duty unless agreed upon by the assigned employee or under
circumstances where the town’s operations demands necessitate shorter
notice.
c. Employees must be available to respond twenty-four (24) hours per day
and serve as the primary after-hours contact to dispatch. Employees are
provided an on-call phone. If phoned, the initial call must be answered, if
not answered the call must be returned immediately, but no later than five
(5) minutes. If a physical response if required, the employee must respond
to the designated site within thirty (30) minutes of original notification. If an
employee is unable to fulfill the duty of on-call, they must notify their
supervisor immediately.
d. To transfer on-call duty to another employee, the employee must receive
written approval from a supervisor.
2. On-Call (standby) Pay
a. On-call pay may be provided at $1.75 per hour of non-hours worked or
scheduled. The employing department will choose a single level of on-call
pay that will be provided to all non-exempt employees in on-call status.
b. On-call pay is paid as a base hourly rate and is not subject to overtime
requirements.
3. Call-Back Status
a. When an employee is called back to work at any time not previously
scheduled, the employee is in call-back status.
b. De minimus time worked, less than fifteen (15) minutes, and that which
does not require physically responding will be considered already
compensated under the responsibilities of on-call.
4. Call-Back Pay
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A nonexempt employee who is called back to work from on-call status or
otherwise at a time not previously scheduled shall receive call-back pay as
follows:
a. A minimum of two (2) hours pay at base hourly rate. If actual hours
worked meets the town’s overtime requirement policy, then the employee
is paid per the overtime requirement at one and one-half (1 1/2) times their
base hourly rate. Employees who are called back will receive a minimum
of two (2) hours pay even if actual time worked on call-back is less than
two (2) hours. After the first two (2) hours of time worked, credit may be
given or allowed in increments of fifteen (15) minutes or to the closest
quarter hour.
b. Actual hours worked for call-back purposes means only that time spent at
the worksite. Time spent en route to or from the worksite is not included as
time worked.
c. Compensatory time off may be used in lieu of pay for call-back time
worked in accordance with compensatory time policies.
* * *
Section 6.
STAND-BY AND CALL-BACK COMPENSATION POLICY – NON-
EXEMPT EMPLOYEES
A. PURPOSE. TO PROVIDE GUIDELINES FOR ADMINISTERING STAND-BY AND
CALL-BACK COMPENSATION FOR ELIGIBLE NON-EXEMPT EMPLOYEES WHO
ARE REQUIRED TO BE AVAILABLE FOR RESPONSE TO EMERGENCIES OR
URGENT SITUATIONS OUTSIDE OF THEIR REGULARLY SCHEDULED WORK
HOURS, ON WEEKENDS, OR HOLIDAYS. THIS COMPENSATION IS FOR
EMPLOYEES WHO ARE ASSIGNED STAND-BY DUTY AND MUST BE
AVAILABLE FOR CALL-OUT DUTIES AT THE REQUEST OF THE TOWN.
B. SCOPE. THIS POLICY APPLIES TO ELIGIBLE NON-EXEMPT EMPLOYEES OF
THE TOWN OF WICKENBURG. ELIGIBLE EMPLOYEES INCLUDE THOSE IN
VARIOUS DEPARTMENTS AS DESIGNATED BY THE DEPARTMENT HEAD
BASED ON DEPARTMENTAL NEEDS, SUBJECT TO BUDGETARY
CONSIDERATIONS.
C. DEFINITIONS.
1. STAND-BY PAY: PAY PROVIDED TO EMPLOYEES ASSIGNED TO STAND-
BY DUTY, MEANING THEY ARE AVAILABLE TO BE CALLED BACK TO
WORK BUT NOT PHYSICALLY ENGAGED IN DUTIES.
2. CALL-BACK PAY: PAY PROVIDED TO AN EMPLOYEE WHO IS CALLED
BACK TO WORK FROM STAND-BY STATUS OR OTHERWISE AT A TIME
NOT PREVIOUSLY SCHEDULED TO PERFORM ACTUAL JOB DUTIES.
D. POLICY AND GUIDELINES.
1. STAND-BY PAY:
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a. ELIGIBILITY. NON-EXEMPT EMPLOYEES ASSIGNED TO STAND-BY
DUTY WILL RECEIVE COMPENSATION FOR THE TIME THEY ARE
DESIGNATED TO BE AVAILABLE TO RESPOND OUTSIDE THEIR
REGULAR WORK HOURS, EXCLUDING THE TIME SPENT WORKING
DURING A CALL-BACK.
b. RATE OF PAY. THE RATE OF PAY FOR STAND-BY DUTY WILL BE $1.75
PER HOUR.
c. AVAILABILITY. EMPLOYEES ON STAND-BY DUTY MUST REMAIN
AVAILABLE FOR RECALL DURING THE DESIGNATED STAND-BY
PERIOD. "AVAILABLE FOR RECALL" MEANS:
i.
THE EMPLOYEE MUST BE ABLE TO RESPOND WITHIN A
REASONABLE AMOUNT OF TIME AS DEFINED BY THE
DEPARTMENT. SUPERVISORS WILL COMMUNICATE THE
EXPECTED RESPONSE TIME.
ii.
THE EMPLOYEE MUST REMAIN IN CLOSE PROXIMITY TO THE
TOWN, ABLE TO RESPOND PROMPTLY AND SAFELY TO JOB
DUTIES.
iii.
THE EMPLOYEE SHALL REFRAIN FROM ACTIVITIES THAT MAY
IMPAIR JOB PERFORMANCE, INCLUDING THE CONSUMPTION OF
ALCOHOL OR DRUGS.
iv.
THE EMPLOYEE MUST BE FREE TO ENGAGE IN PERSONAL
ACTIVITIES DURING STAND-BY TIME AS LONG AS THEY REMAIN
WITHIN A REASONABLE DISTANCE AND ARE ABLE TO RESPOND
TO RECALL IF NEEDED.
2. CALL-BACK PAY:
a. ELIGIBILITY. EMPLOYEES WHO ARE PHYSICALLY CALLED BACK TO
WORK FROM STAND-BY STATUS OR OTHERWISE AT A TIME NOT
PREVIOUSLY SCHEDULED TO PERFORM ACTUAL JOB DUTIES WILL
RECEIVE CALL-BACK PAY.
b. RATE OF PAY. CALL-BACK PAY WILL BE COMPENSATED AT A RATE OF
ONE AND ONE-HALF (1 1/2) TIMES THE EMPLOYEE'S REGULAR
HOURLY RATE FOR THE FIRST TWO HOURS WORKED. ANY HOUR
WORKED THAT EXCEEDS TWO HOURS, OR ANY TIME AN EMPLOYEE
IS CALLED BACK TO WORK AT A TIME NOT PREVIOUSLY SCHEDULED,
WILL ALSO BE PAID AT THE RATE OF ONE AND ONE-HALF (1 1/2)
TIMES THE REGULAR HOURLY RATE.
c. STAND-BY PAY AND CALL-BACK PAY. AN EMPLOYEE WILL NOT
RECEIVE STAND-BY PAY FOR THE HOURS ACTUALLY WORKED
DURING A CALL-BACK. ONLY THE TIME SPENT ON STAND-BY (WHEN
NOT CALLED BACK) WILL BE COMPENSATED AT THE STAND-BY RATE.
3. SUPERVISORY RESPONSIBILITIES:
a. SUPERVISORS ARE RESPONSIBLE FOR MAINTAINING A ROTATION
LIST FOR STAND-BY DUTY AND ENSURING EMPLOYEES ARE
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ASSIGNED BASED ON DEPARTMENTAL NEEDS, PERSONAL
AVAILABILITY, AND FAIRNESS.
b. SUPERVISORS MAY ADJUST THE ROTATION LIST BASED ON
PERSONAL NEEDS, SUCH AS VACATIONS, AND THE NEEDS OF THE
DEPARTMENT.
4. FAILURE TO RESPOND OR REPORT UNFIT FOR DUTY:
a. EMPLOYEES WHO FAIL TO RESPOND TO A RECALL OR REPORT TO
WORK UNFIT FOR DUTY WHILE ON STAND-BY DUTY MAY BE SUBJECT
TO DISCIPLINARY ACTION.
b. AN EMPLOYEE WHO IS UNAVAILABLE DURING A CALL-OUT MAY LOSE
STAND-BY PAY FOR THAT PERIOD AND COULD FACE FURTHER
DISCIPLINARY MEASURES.
5. OVERTIME AND STAND-BY TIME:
a. OVERTIME CALCULATION. STAND-BY TIME DOES NOT COUNT
TOWARD THE ACCUMULATION OF OVERTIME. OVERTIME IS
CALCULATED BASED ON ACTUAL HOURS WORKED, NOT INCLUDING
HOURS SPENT ON STAND-BY DUTY.
6. REPORTING HOURS:
a. STAND-BY HOURS SHOULD BE REPORTED ON THE PAYROLL
TIMESHEET AND THESE HOURS ARE NOT CONSIDERED REGULAR
WORK HOURS FOR PAY RATE CALCULATIONS.
b. HOURS WORKED DURING A CALL-BACK SHOULD BE REPORTED AS
"CALL-BACK HOURS" ON THE PAYROLL TIMESHEET TO ENSURE
PROPER OVERTIME CALCULATIONS.
7. ADDITIONAL PROVISIONS:
a. STAND-BY DUTY CANNOT BE USED SOLELY FOR THE PURPOSE OF
INCREASING AN EMPLOYEE’S PAY OR TIME-OFF FROM WORK.
b. STAND-BY PAY IS NOT ELIGIBLE FOR CONVERSION TO
COMPENSATORY TIME.
c. EMPLOYEES DESIGNATED FOR STAND-BY DUTY MUST BE
SUFFICIENTLY FAMILIAR WITH THE OPERATIONAL GUIDELINES AND
PROCEDURES NECESSARY TO PERFORM THEIR DUTIES SAFELY
WHEN CALLED BACK.
* * *
Section II.
Providing for Repeal of Conflicting Resolutions.
All resolutions or parts of resolutions in conflict with the provisions of this
Resolution or any part of the Personnel Rules and Regulations adopted herein by
reference are hereby repealed.
Resolution No. 2371
13
Section III.
Providing for Severability.
If any section, subsection, sentence, clause, phrase or portion of this Resolution
or any part of the Personnel Rules and Regulations adopted herein by reference, is for
any reason held to be invalid or unconstitutional by the decision of any court of
competent jurisdiction, such decision shall not affect the validity of the remaining
portions thereof.
Section IV.
Providing for Changes.
The Town Clerk is authorized and directed to make such changes in the
Personnel Rules and Regulations so as to properly reflect the changes herein made by
this Resolution.
PASSED AND ADOPTED BY THE COMMON COUNCIL OF THE TOWN OF
WICKENBURG, ARIZONA THIS 7th DAY OF APRIL 2025.
__________________________
BG Bratcher, Mayor
ATTEST:
________________________
Amy Brown, Town Clerk
APPROVED AS TO FORM:
________________________
Trish Stuhan, Town Attorney
Pierce Coleman PLLC
CERTIFICATION
I, Amy Brown, Town Clerk, HEREBY CERTIFY that the foregoing Resolution Number
2371 was duly passed and adopted by the Common Council of the Town of Wickenburg,
Arizona, at a regular meeting held on the 7th day of April 2025, and that a quorum was
present at the meeting.
Amy Brown, MMC
Town Clerk