Marietta, Georgia
Police Department
Standard Operating Procedure
Subject: Salary Augmentation
Effective Date: June 5, 2000
SOP #: A035
I. Purpose
It is the purpose of this policy to establish guidelines for salary augmentation under the conditions set forth in this policy.
II. Policy
It shall be the policy of the Marietta Police Department to establish rules for salary augmentation which shall include but not limited to merit increases, compensatory time, overtime, etc. This policy shall apply to all sworn and non- sworn personnel.
III. Procedures
A. Performance Pay Increases
Both sworn and non-sworn employees may be eligible for regular performance pay increases as governed by the City of Marietta/BLW Personnel Rules and Regulations Article 4-4-28-110.
B. Clothing Allowance
Plainclothes personnel, and other employees as authorized by the department, shall receive a designated amount of money for a clothing allowance if funded by the City Council.
C. Compensatory Time
1. The Chief of Police may require employees to receive compensatory time, instead of overtime pay. The rate of pay is 1.5 times the number of hours worked in excess of 40 hours for non-sworn employees and 43 hours for sworn employees.
2. Non-sworn personnel that are non-exempt may accumulate a maximum of 240 compensatory hours. Sworn personnel that are non-exempt may accumulate a maximum of 480 compensatory hours. All employees that are not exempt who have attained the maximum compensatory time shall be paid overtime pay for all hours worked in excess of 40 hours for non-sworn and 43 hours for sworn personnel.
3. Employees who are exempt may only accumulate up to 120 hours of compensatory time during a calendar year. All compensatory time earned by exempt employees must be utilized by the last pay period of each year or forfeited, except for compensatory time accrued during the month of December which must be utilized by March 31st of the following year or forfeited.
D. Overtime
Overtime is time worked over 43 hours in any period for sworn personnel and over 40 hours in any pay period for non-sworn personnel. Holiday time taken is counted by the City of Marietta as time worked and as such will not off set off scheduled hours worked.
An employee will receive one hour minimum for scheduled work time on his or her regular off-time, except for court appearances which will be a two hour minimum as long as the court does not overlap your scheduled work time. The police department will comply with the requirements of the Fair Labor Standards Act, and the City of Marietta Code 4-4-28-090.
E. Shift Differential Pay
1. Sworn employees who work the hours of 3:00 p.m. to 11:00 p.m., will earn an additional fifty-cents per hour for increased risks and hazards (H1 pay). Eligibility only applies to sworn employees whose temporary or regular assigned shift begins at 3:00 p.m. or after. H1 and H2 may be split for units or individuals for regular split shifts or partial shifts for hours worked after 3:00 p.m., as designated by the Chief of Police. To be eligible for shift differential pay, sworn employees must be actively assigned and working on one of the designated shifts listed above. Sworn employees on approved leave, attending training courses, or absent from duty for any reason will not be eligible for shift differential pay. In the event an employee appeals a disciplinary action and said action is reversed or modified, then the employee shall be allowed back pay and benefits as consistent with the decision.
2. Sworn employee who work the hours of 11:00 p.m. to 7:00 a.m. will earn an additional one dollar per hour for increased risks and hazards (H2 pay). Eligibility applies to sworn employees whose temporary or regular assigned shifts begins at 11:00 p.m. or after. H1 and H2 may be split for units or individuals for regular split shifts or partial shifts for hours worked after 7:00 a.m., as designated by the Chief of Police.
3. A maximum of 8 hours hazardous duty pay may be earned in a 24 hour period. Assignment to a shift shall not provide a sworn employee with a vested right to work a particular shift or to receive hazardous duty pay if re-assigned to a different shift.
F. Standby Pay and Compensation
1. Employees placed on standby status are those directed to be available by telephone, departmental beeper, police radio or other means of communication so that they are available for and capable of reporting for work or court within a reasonable period of time. The Chief of Police shall designate the positions and eligible employees for standby status for work as needed and in writing. Officers will be notified by the appropriate court system by subpoena or other means to be placed on standby (on-call).
2. Employees who are on standby and fail to respond to a call for duty whether it be work or court shall forfeit all standby pay for the assigned period and may be subject to disciplinary action.
3. Compensation for an employee serving standby duty will be at a rate of eight hours of pay at their regular rate for one week (a full seven calendar days) of standby duty served. When entered on a time card, the employee can claim no more than 1.14 hours of standby pay per 24 hour period.
4. In the event a non-exempt employee is called back to duty while on standby status, the employee shall receive call-back pay for actual hours worked at 1.5 times their normal rate of pay. If exempt personnel are called back to duty while on standby status, those employees shall accrue compensatory time as provided in Section 4-4-28-090 of the City of Marietta Personnel Rules and Regulations.
5. If a court appearance occurs while on a standby status the employee will receive the court appearance or standby time, whichever is greater, but not both.
6. Standby pay (pay only) applies only to employees on a standby status (on call for court, detectives on call, S.T.E.P., etc.) and will be paid at straight time only. 1.14 hours per day may be earned for court standby (on call), regardless of the number of courts involved, and for on-call for detectives and fatality investigations. City policy does not allow for comp straight time for standby compensation (4-4-28-150).
G. Police Exception Pay
When an employee is scheduled a 32 hour work week and is on a 4 & 2 work schedule, or when a transfer occurs which creates a 32 hour week for the employee, a police exception pay day (PE) will be granted to give a total of 40 hours per pay period to the employee. No more than one PE day per work week can be granted.
H. Exempt Employees
Employees holding the rank of Chief, Deputy Chief, Major, or Records Supervisor, are exempt from overtime pay but may earn compensatory time at straight time (CE).
I. Compensation for Work Completed
At no time will employees work on a voluntary basis without compensation. All time worked will be reported on the timecard and the appropriate compensation requested. Failure to do so will be a direct violation of this policy.
J. Service Award
1. Employees who have completed at least five years of service with the city and who have received at least a satisfactory performance evaluation as determined by the Chief of Police are eligible for a service award if funded by the City Council. If the employee did not receive at least a satisfactory evaluation, the employee will not be eligible for the service bonus for that year. Eligibility will be restored upon the next satisfactory annual evaluation coincident with their employment anniversary date.
2. The amount of the service award will be apportioned by five year increments up to a maximum of twenty-five years. The dollar amount allocated for each five year increment of service by the employee will be determined as part of the pay plan approved annually by the City Council.
3. All service awards will be distributed in a block amount on the scheduled pay period immediately following the employee's employment anniversary date.
K. Working out of Classification
An employee who is designated by the Chief of Police as working out of classification will be compensated at five percent above their regular rate of pay for each day so designated. An employee must work out of class at least two full consecutive days to be eligible for out of classification pay. Employees who work out of classification for thirty days or more are to be compensated at the minimum rate of the higher class or five percent above their regular rate of pay, whichever is greater.
L. Probationary Employees
The minimum rate established for a classification is the normal (entry) hiring rate for a new employee. Appointments up to the market rate may be made upon the recommendations of the Chief of Police and Personnel Director, when the new employee has qualifications substantially above those required. When an employee has successfully completed his or her working test period (probation) with the police department, he or she will receive a pay increase to the market rate of their position which applies to their job category.
M. Field Training Officer Pay
Officers who are actively serving as Field Training Officers (FTOs) are eligible for added pay as approved by the Marietta City Council. Only those officers chosen by the Training Coordinator as departmental FTOs will be eligible for this pay. The pay code will only be entered on the time card by the FTO for hours in which the FTO is actually training a recruit. No more than eight hours of this pay may be accumulated during a twenty-four hour period.
N. Master Patrol Officer Pay
Officers who obtain Master Patrol Officer status may be eligible for an increase in pay in the amount approved by the Marietta City Council.
Marietta Police Department
150 Haynes Street
Marietta, GA 30060