HomeMy WebLinkAbout0301 Employment Classifications14
301 Employment Classifications
It is the intent of the City of Grapevine to clarify the definitions of employment
classifications and categories so that employees understand their employment status
and benefit eligibility.
.01 Each employee will be assigned either an exempt or non-exempt status for the
purpose of complying with federal and state wage and hour laws.
.02 Exempt employees are excluded from specific provisions of federal and state wage
and hour laws.
.03 Non-exempt employees are entitled to overtime pay at a rate of 1 1/2 times their
current hourly compensation as prescribed by federal and state wage and hour laws
and may be classified in pay plans as non-exempt.
.04 Specific employee categories are as follows:
Regular full-time employees are those who are not in initial probationary status, are
assigned to work at least 40 hours per week, and are eligible for the City's benefit
package, subject to the conditions and limitations of each program.
Regular part-time employees are those who are not in initial probationary status, are
regularly scheduled by their supervisor to work at least 20 hours per week, and are
eligible for some City-sponsored benefits subject to conditions and limitations of each
program. If weather, daylight hours, remodeling or natural disaster keeps them from
working 20 hours or more per week as scheduled, the employee will not lose regular
part-time benefits nor will they change employment status.
Probationary employees are those whose performance is being evaluated to
determine whether future employment in their current position with the City is
appropriate. Length of the initial probationary period is six months for all regular full-
time and regular part-time employees except non-TCOLE licensed police recruits
whose initial probationary period is normally twelve months. Licensed police
personnel who apply for and receive reciprocity from TCOLE will normally work on a
probationary status for six months providing reciprocity is granted within the first six
months of employment and the employee receives a passing evaluation score at the
end of their six-month probationary period. If reciprocity is granted after six months
but before one year, the employee’s probation will end on the date reciprocity is
granted providing the employee receives a passing evaluation score.
Part-time employees are scheduled to work less than 20 hours per week and
generally work 500 hours or more, but less than 1,000 hours, during a calendar year
(excluding Crossing Guards). City-sponsored benefits are not available; however, all
legally mandated benefits (such as workers' compensation) will be extended to part-
time employees. Part-time employees are required to receive performance
evaluations.
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Casual employees are those who are hired to temporarily supplement the work force
or to assist in the completion of projects and generally work less than 500 hours
during a calendar year. They may work short assignments year round with no set
schedule. City-sponsored benefits are not available; however, all legally mandated
benefits (such as workers' compensation) will be extended to casual employees.
Casual employees do not serve an initial probationary period. A completed
performance evaluation form is not required.
Seasonal employees are those who are hired as need arises. They may work as
many hours as needed, but the duration of employment shall be no more than six
months. No City-sponsored benefits will be extended to seasonal employees.
However, all legally mandated benefits (such as workers' compensation) will be
extended to seasonal employees. Seasonal employees do not serve an initial
probationary period. A completed performance evaluation form is not required.
.05 Independent Contractors are those who have entered into a legal agreement with the
City to perform a specific duty. A written agreement will be executed through the City
Manager’s Office prior to the effective date and will detail the rate of compensation,
terms, conditions and duration of contract.
Use of Independent contractors will be in accordance with IRS, Department of Labor
and Texas Workforce Commission regulations. They must provide proof of
insurance or waiver of liability to Risk Management.
Independent Contractors are not City employees.
Revised 12/05/2017
Revised 06/09/2019
Revised 06/16/2021