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Please keep me informed of the timeline and process being used to compute the back wages. <br /> <br />Thank you. <br /> <br />Information on police operations/scheduling: The Police department operates their schedule in 4 <br />different shift lengths 8 hour, 10 hour (SGT’s only) 10.25 hour, 12 hour. Their schedule is set into 28 day <br />periods and rotates on 3 trimesters, of 16 weeks January thru April, 20 weeks April thru September, and <br />16 weeks September thru December , this follows the school schedule to accommodate shift changes for <br />the School Resource Officers. The police union contract states “Employees will be compensated at on and <br />on-half (1 ½) times the employee’s regular base pay rate for hours worked in excess of the employee’s <br />regularly scheduled shift. <br /> <br /> The Police time sheets are the most complicated time sheets of all City staff. There are a number <br />of components that have been added over the years to get where we are today. <br />The pay components are regular pay, compensatory time at straight pay, overtime (x1.5), 119 overtime <br />pay (x1.5 reimbursed), compensatory time(x1.5), Time owed City(TOC), Court Standby time, Court <br />Time, Holiday premium pay and Field Training Officer pay(FTO). Other components include time off <br />earned such as, vacation, sick, holiday, compensatory straight, and compensatory at 1.5. Most of these <br />components have been institutionalized for over 30 years. <br /> <br /> Process flow: Police officer time sheets are submitted by the officer, approved by the Sergeant, <br />reviewed by the Deputy Chief and submitted to Finance. <br /> <br />What is TOC? <br /> It is time paid to officers prior to working them. A year ly schedule is built with TIOC hours <br />accumulating for each Trimester. Officers know the TOC hours for each shift in each Trimester prior to <br />bidding shifts. The TOC hours is placed into a bank. These hours are for training, community programs to <br />cover shifts at straight time in lieu of overtime. TOC provides opportunities for flexibility within the <br />schedule that provides value to both the city and employee. <br /> <br />What went wrong? <br /> The FLSA violations occurred when a combination of actual hours worked, which includes <br />regular, straight comp, overtime, comp ½ and TOC, FTO, holiday premium, court time appearance and <br />standby, exceeded the 171 hours in a 28 day period. It was found that s ome officers when using a <br />combination of these they were paid for each hour worked however, with the use of a combination of <br />these pay components some officers did not get paid the .5 hours for hours exceeding the 171 hours in a <br />28 day period. However, we were in compliance with the union contract requirements. <br />The second violation was with record keeping. The 10-hour shifts recorded on time records <br />should be counted as 10.25 hours when computing weekly/biweekly total hours worked. Court <br />hours – distinguish between court hours worked vs court stand-by (not hours worked). Comp <br />hours – clarification as to the total hours worked these hours represent and how many are at <br />straight time and how many at time and a half (only comp hours at time and a half can be <br />credited toward overtime due) <br /> <br />Corrective Actions: <br />Corrective actions are currently being taken immediately to correct the record keeping errors. There was <br />no identified underpayment related to the 10 hours vs. 10.25 hours as shown on past time cards. The <br />Second component is to review and pay for any hours over the 171 hours in a 28 day period. The first <br />initial estimates were quite high based on the understanding and communications with the Department of <br />Labor. However, after we have reviewed the records in detail on the few identified by DOL that number <br />will be substantially decreased. We will complete a full analysis of all Police Department employees for