Classification of Employment 10-30-13
CITY OF SCHERTZ
EMPLOYEE HANDBOOK
Classifications of Employment
PREPARED BY: Human Resources
APPROVED BY: City Council
DATE APPROVED: 10/29/2013
EFFECTIVE DATE: 10/30/2013
REPLACES VERSION: 2.7
Purpose
This policy provides working definitions of terms that are used throughout the City’s policies to
provide uniformity and equity in applying policies and benefits. These definitions will, in some
instances, outline benefits, terms of employment, and other related issues.
Policy
The City maintains standard definitions of employment status and classifies employees for
purposes of benefits, salary administration, and related payroll transactions. All employees in
this policy are subject to all work rules within the employee handbook.
This policy does not, in any way, establish a contractual agreement for employment between the
City and the employee.
Definitions
At-Will – Employment may be terminated with or without cause and with or without notice at
any time by the employee or the City except as otherwise provided by law, the City Charter, or
the Employee Handbook. All categories and classifications of employees at the City are “At-
Will”.
Exempt – Any position that is classified as exempt by Fair Labor Standards Act (FLSA). This
classification is paid on a salary basis. This classification is not eligible for overtime pay and/or
compensatory time off.
Non-Exempt – Any position that is generally eligible for overtime pay and/or compensatory time
off under the specific provisions of Federal and State wage and hour laws. This does not include
positions classified as recreational exempt under the FLSA.
Regular Full-Time – Positions that are ordinarily of indefinite duration. These positions,
whether exempt or non-exempt, are typically scheduled for forty (40) hours per workweek.
Regular full-time positions assigned to fire suppression, by FLSA rule, typically work an average
of fifty-three (53) hours per workweek. Regular full-time employees are eligible for all city
benefits.
Regular Part-Time – Positions that are ordinarily of indefinite duration. These positions,
whether exempt or non-exempt, are regularly scheduled for at least ten (10) hours per workweek
but fewer than thirty (30) hours per workweek. Non-exempt positions within this classification
are eligible for overtime pay for hours worked in excess of forty (40) in a workweek. Regular
part-time employees are eligible for some benefits but not all benefits.
Irregular Part-Time – Positions that are ordinarily of indefinite duration. These positions,
whether exempt or non-exempt, are scheduled only when work is available, and shall work fewer
than thirty (30) hours per workweek (130 hours per month) on average within any given calendar
year. There are no regularly scheduled hours for these positions. Irregular part-time employees
are not eligible for city benefits except possibly retirement, depending on how many hours an
employee works within any given calendar year.
Temporary – Assignments that are of a limited duration, ordinarily specified in advance. A
temporary employee may be full-time or part-time. Temporary positions are paid on an hourly
basis and may be scheduled to work up to forty (40) hours per workweek. Positions within this
classification are eligible for overtime pay for hours worked in excess of forty (40) in a
workweek. Temporary positions have no guarantee of continuous employment from one year to
another. Employees occupying recurring temporary positions are required to re-apply for such
positions every year. Temporary employees are not eligible for city benefits except possibly
retirement, depending on how many hours an employee works within any given calendar year.
Intern – An internship is a temporary part-time or full- time position. Interns shall work less than
1,000 hours per calendar year. An internship may be paid or unpaid (volunteer). An internship
should be presented during the budget process; however, the City Manager may approve an
internship during the fiscal year depending on available funds in the respective department. To
be eligible, an intern shall be enrolled in an accredited college or work program and must meet
the qualifications set forth in the job posting. Internships will be reviewed each semester and
may be extended or terminated. Internships should generally end after one year but may be
extended beyond one year at the City Manager’s discretion.
Emergency Temporary – Whenever an emergency exists that requires the service of personnel
who are not otherwise available for budgeted vacant positions, the City Manager may
immediately appoint such personnel for a period not to exceed 90 working days without regard
to normal recruitment and selection requirements. An emergency temporary appointment shall
not be used to circumvent normal employment procedures. The employee involved shall not
acquire any status or rights in the position to which temporarily appointed.
Assigned Staff – Staff assigned to the City through an inter-local agreement or other type of
agreement but is paid directly by another government or private organization. Assigned staff
members are not employees of the City. Assigned staff benefits are specified in the contract for
services. As a condition of their assignment, such staff is governed by all terms of these policies
not in conflict with their contract for services.
Related Policies
FLSA
Work Hours & Scheduling