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Questions and Answers
Which type of leave is counted as time worked for payroll purposes?
Who is eligible for a 5% pay increase as Shift Differential Pay?
What is the minimum amount of pay an employee will receive when called to work in an emergency situation?
What is the purpose of the Adjustment Request Form?
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Who can approve an Adjustment Request Form for another supervisor of equal rank?
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What is the time frame within which an employee on call must respond to a request to work?
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What type of employees are exempt from on-call status?
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Why can an employee's work hours not be adjusted?
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If an employee has exhausted all of their accrued leave time and the reason for the absence does not meet Family and Medical Leave Act (FMLA) or any other authorized leave criteria, what will be the employee's status?
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What is the maximum number of hours of paid overtime that certified and civilian employees can work in a calendar month?
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What is the minimum duration of a meal period that can be authorized by District/Division Commanders when staffing and operational requirements prohibit absence from the work area?
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If an employee's accrued leave is less than the number of hours in their standard workday, what should the timekeeper use before the balance defaults to a No Pay Status?
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What is the duration of rest periods allowed for employees who work 10 hours?
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What code should supervisors use in Kronos if the Division/District Commander approves the employee's request to be placed in an Absent With Authorization status?
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What is the maximum duration of a meal period that can be taken by certified employees during a shift?
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Why should employees obtain leave authorization from their Division/District Commander?
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What is the sequence of leave types that should be used when an employee requests leave for which they have an insufficient sick balance?
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What is the purpose of reviewing employees' timecards at the end of each payroll period?
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What is the minimum amount of incentive monies an employee can receive per month for demonstrating a basic or advanced proficiency in a language other than their primary language?
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Who is eligible to receive $175 per month regardless of their training status?
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What is the amount of Hazardous Duty Pay an employee can receive per month if assigned to a specialty team or unit?
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What is the amount of Master Designation an employee can receive per month?
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When travel falls within official office hours or a standard workday, what is considered time worked?
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How many hours will an employee who works an 84-hour standard work period be credited for each day's attendance at an event outside of Hillsborough County?
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What is the maximum amount of time that can be considered as time worked for an off-duty court appearance within Hillsborough County?
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What is the amount of the standard cell phone stipend?
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What happens to an employee's incentive monies or stipends if they are in an 'Other than Full Duty' status for more than 14 days?
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What is the amount of Mounted Enforcement Team (MET) Pay an employee can receive per month?
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Shift Differential Pay is a 10% pay increase to civilian employees who work at least 75% of their shift after 1600 hours.
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An employee who is called to work in an emergency situation will be compensated for the actual hours worked if the time worked exceeds two hours.
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Employees on call are required to be available and respond to a request to work within two hours.
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Unclassified employees are eligible for on-call status.
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A supervisor of equal rank can approve an Adjustment Request Form for another supervisor of equal rank.
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Work hours can be adjusted for non-operational reasons.
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The Adjustment Request Form is used to request leave.
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All types of leave are counted as time worked for payroll purposes.
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If an employee has exhausted all of his/her accrued leave time, they will not be placed in a No Pay status.
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Certified employees are guaranteed a meal period during a shift.
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Civilian employees can take three rest periods each day.
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Employees who work 8 hours can take rest periods of not more than 19 minutes each.
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District/Division Commanders can authorize meal periods of up to 2 hours.
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Employees in a No Pay status will not be allowed if the employee has any accrued leave.
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Supervisors can approve an employee's request to be placed in a No Pay status.
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Certified employees are guaranteed two 10-minute rest periods when working 12-hour shifts.
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Meal periods can be taken during the first or last hour of the scheduled shift.
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Employees who work 12 hours may take two rest periods of not more than 20 minutes each.
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Employees who demonstrate a basic proficiency in a language other than their primary language may receive $100 to $200 per month.
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Field Training Deputy (FTD) Pay is for law enforcement deputy/corporal FTDs and detention FTDs and is $100 per month.
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Hazardous Duty Pay is for employees assigned to one of the following specialty teams or units and are entitled to receive $150 per month provided they are permanently assigned as a principal member of the unit.
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Master Designation is $200 a month.
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If travel time occurs at the beginning of a standard work period, the supervisor shall ensure that time worked is adjusted during the standard work period to eliminate any additional hours.
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Employees who work an 84-hour standard work period will be credited for 9 hours for each day’s attendance at an event outside of Hillsborough County.
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Travel time to and from any pre-approved destination within Hillsborough County is considered paid travel time.
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An employee's incentive monies or stipends will be suspended if they are in an 'Other than Full Duty' status for more than 7 days.
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The standard cell phone stipend is $50.
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Mounted Enforcement Team (MET) Pay is for certified employees assigned to the MET and is $150 per month.
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Study Notes
Leave and Pay
- Sick leave, vacation leave, and holiday leave are counted as time worked for payroll purposes and are eligible for overtime compensation.
- Shift Differential Pay is a 5% pay increase for civilian employees who work 75% of their time after 1600 hours and for law enforcement/detention employees who work a minimum of half their shift after 2400 hours.
Work Hours and Adjustments
- Work hours cannot be adjusted for non-operational reasons.
- Adjustments to time worked must be made in the same standard work period.
- Employee requests to adjust prior payroll period timecards must be submitted on the Adjustment Request Form in a timely manner.
On-Call Status
- Employees called to work in an emergency or urgent situation will be compensated a minimum of two hours pay for each instance that does not exceed two hours.
- Employees will be compensated for actual hours worked if time worked exceeds the two-hour minimum.
- Employees are instructed to be on call during their off-duty time for a specific period and must be available to respond to a request to work within one hour.
Leave Default Sequence
- The leave default sequence is: vacation, holiday, compensatory, no pay.
- If an employee's accrued leave is less than the number of hours in their standard workday, the timekeeper will use any accrued leave before the balance defaults to a No Pay Status.
No Pay Status
- Employees cannot select a No Pay pay code in Kronos if they have available holiday, vacation, or compensatory leave hours.
- If an employee has exhausted all accrued leave time and the reason for the absence does not meet FMLA or other authorized leave criteria, they will be placed in a No Pay status.
Meal Periods
- Civilian employees are required to take an uncompensated meal period during their scheduled workday.
- Meal periods can be 1/2 to 1 hour, depending on the work assignment, and must be taken no later than 6 hours into the shift.
Overtime and Rest Periods
- Certified and civilian employees are restricted to a maximum of 48 hours of paid overtime in a calendar month.
- Civilian employees are permitted to take two rest periods each day, which will not be scheduled as the first or last 15 minutes of the workday.
Standby Status
- There is no consideration for disciplinary action for failure to be available or not being physically or mentally able to respond during standby status.
- Refusal to respond without just cause may result in disciplinary action.
Incentive Monies and Stipends
- A District/Division Commander must submit a memorandum to request the initiation and/or termination of incentive monies or stipends for an employee.
- Incentive monies and stipends will be suspended for employees in an "Other than Full Duty" status for more than 14 days.
Language Incentive Pay
- Employees who demonstrate a basic or advanced proficiency to communicate in a language other than their primary language may receive 100to100 to 100to150 per month.
Field Training Deputy (FTD) Pay
- Law enforcement deputy/corporal FTDs and detention FTDs shall receive $175 per month regardless of their training status.
Hazardous Duty Pay
- Employees assigned to certain specialty teams or units are entitled to receive $150 per month, provided they are permanently assigned as a principal member of the unit and in an active duty status for at least one month.
Honor Guard Team and Mounted Enforcement Team (MET) Pay
- Honor Guard Team members shall receive $125 per month.
- MET handlers shall receive $125 per month.
Master Designation and Cell Phone Stipend
- Master designation is $250 a month.
- Cell phone stipend is 25(standard)or25 (standard) or 25(standard)or65 (premium).
Travel Time
- When travel falls within official office hours or a standard workday, travel time is considered time worked.
- Travel time shall not be counted as time worked when travel does not fall within a normally scheduled workday.
- Time worked will be applied differently for events outside of Hillsborough County.
Leave and Pay
- Sick leave, vacation leave, and holiday leave are counted as time worked for payroll purposes and are eligible for overtime compensation.
- Shift Differential Pay is a 5% pay increase for civilian employees who work 75% of their time after 1600 hours and for law enforcement/detention employees who work a minimum of half their shift after 2400 hours.
Work Hours and Adjustments
- Work hours cannot be adjusted for non-operational reasons.
- Adjustments to time worked must be made in the same standard work period.
- Employee requests to adjust prior payroll period timecards must be submitted on the Adjustment Request Form in a timely manner.
On-Call Status
- Employees called to work in an emergency or urgent situation will be compensated a minimum of two hours pay for each instance that does not exceed two hours.
- Employees will be compensated for actual hours worked if time worked exceeds the two-hour minimum.
- Employees are instructed to be on call during their off-duty time for a specific period and must be available to respond to a request to work within one hour.
Leave Default Sequence
- The leave default sequence is: vacation, holiday, compensatory, no pay.
- If an employee's accrued leave is less than the number of hours in their standard workday, the timekeeper will use any accrued leave before the balance defaults to a No Pay Status.
No Pay Status
- Employees cannot select a No Pay pay code in Kronos if they have available holiday, vacation, or compensatory leave hours.
- If an employee has exhausted all accrued leave time and the reason for the absence does not meet FMLA or other authorized leave criteria, they will be placed in a No Pay status.
Meal Periods
- Civilian employees are required to take an uncompensated meal period during their scheduled workday.
- Meal periods can be 1/2 to 1 hour, depending on the work assignment, and must be taken no later than 6 hours into the shift.
Overtime and Rest Periods
- Certified and civilian employees are restricted to a maximum of 48 hours of paid overtime in a calendar month.
- Civilian employees are permitted to take two rest periods each day, which will not be scheduled as the first or last 15 minutes of the workday.
Standby Status
- There is no consideration for disciplinary action for failure to be available or not being physically or mentally able to respond during standby status.
- Refusal to respond without just cause may result in disciplinary action.
Incentive Monies and Stipends
- A District/Division Commander must submit a memorandum to request the initiation and/or termination of incentive monies or stipends for an employee.
- Incentive monies and stipends will be suspended for employees in an "Other than Full Duty" status for more than 14 days.
Language Incentive Pay
- Employees who demonstrate a basic or advanced proficiency to communicate in a language other than their primary language may receive 100to100 to 100to150 per month.
Field Training Deputy (FTD) Pay
- Law enforcement deputy/corporal FTDs and detention FTDs shall receive $175 per month regardless of their training status.
Hazardous Duty Pay
- Employees assigned to certain specialty teams or units are entitled to receive $150 per month, provided they are permanently assigned as a principal member of the unit and in an active duty status for at least one month.
Honor Guard Team and Mounted Enforcement Team (MET) Pay
- Honor Guard Team members shall receive $125 per month.
- MET handlers shall receive $125 per month.
Master Designation and Cell Phone Stipend
- Master designation is $250 a month.
- Cell phone stipend is 25(standard)or25 (standard) or 25(standard)or65 (premium).
Travel Time
- When travel falls within official office hours or a standard workday, travel time is considered time worked.
- Travel time shall not be counted as time worked when travel does not fall within a normally scheduled workday.
- Time worked will be applied differently for events outside of Hillsborough County.
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Description
Quiz on company policies regarding employee leaves and pay rates, including overtime compensation and shift differential pay.
