Exempt - Employees whose positions meet specific tests established by the FLSA (Fair Labor Standards Act) and state law and who are exempt from overtime pay.

Non-exempt - Employees whose positions do not meet FLSA exemptions tests and who are compensated at time and one half rate of pay for overtime, as required by federal and state law.

Regular Full-time - A regular full-time employee is appointed to a regular status position and is regularly scheduled to work 40 hours per week.

Regular Part-time - A regular part-time employee is appointed to a regular status position and is regularly scheduled to work at least 10 but fewer than 40 work hours per week.

Temporary - A temporary employee is usually hired for a pre-established period. Temporary employees are paid on an hourly basis and are not eligible to receive any benefits. 

Intern/VOE - An intern or VOE employee is a temporary part-time or full-time employee who is currently enrolled full-time in high school or at a college or university.  Employment normally is reviewed and renewed or terminated each semester and may last beyond one year. Students employed as interns normally receive grade credit(s) for their internship.  Interns may be hourly or unpaid employees.

Assigned staff - Staff who are assigned to the City but are paid directly by another government or private organization are not employees of the city. These employees’ 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.

Temporary employment
Subject to the availability of funds, temporary employment may be made without posting if the assignment is not to exceed six months.  A memo outlining the specific project (s) and/or job duties of the position should be submitted to Human Resources prior to making an offer of temporary employment.  This will maintain the integrity of the Pay and Classification Schedule.   

Employment of minors
Regular, full-time, employees of the City must be 18 years of age or older.  On occasion, the City may hire individuals who are 16 or 17 years old, but this is done only under special conditions and must be approved by the Human Resources Department. 

Minors who are at least 15 years of age will be hired by the city only if they are active participants in a school’s vocational education program or other similar official program or for temporary seasonal employment.

Restrictions for minors

Required Permits
Minors must have parental approval before they can begin work with the City.  The permit shall be filed in the Human Resources Department.

Number of Hours Worked
Minors who are high school graduates or have a certificate of high school proficiency may work the same hours as adults.

When school is in session, minors may work up to 18 hours per week, unless they have received written permission from school authorities to work up to eight hours in addition to school time on any day immediately prior to a non-school day.

Minors under the age of 17 who have not graduated or achieved a certificate of proficiency may work no more than eight hours per day and no more than 40 hours per week when school is not in session. 

Hours of Work
Workers the age of 14 and 15 may work between 7a.m. and 7 p.m. between Labor Day and June 1 and not after 9 p.m. between June 1 and Labor Day.

Types of Work

• Minors under the age of 18 may not drive a motor vehicle.
• Minors may not operate a forklift at any time, or operate any types of powered equipment like a circular saw.
• Minors may not perform any job declared hazardous.

Wages
Regardless of age, minors must at least be paid minimum wage.  If working the same hours as an adult, high school graduates or minors with a certificate of proficiency must be paid rates which are in line with those of adults in similar positions.