Page 23 - Employee Handbook 1-2015 rev9

or less during the evaluation period, a performance evaluation shall be completed upon the
employee’s return to work.

Full-time and part-time employees on light duty, who have worked more than six months
during the evaluation year will receive an evaluation during the regular evaluation period. The
six months do not need to be continuous. The evaluation should be completed by the light duty
supervisor with input from the employee’s home department.

Due to Federal regulations governed by the Uniformed Services Employment and
Reemployment Rights Act (USERRA), employees returning from active military duty (excluding
leave of absence for contractual assignments), if eligible by employment status, must receive a
performance evaluation upon re-employment, regardless if the leave of absence was for more
than 6 months.

Increases Associated with Performance Evaluation

The City Council must review and approve annual merit percentage increases relating to
an employee’s performance. All eligible full-time, temporary and part-time employees should
receive annual performance evaluations and consideration for merit increases as defined under
“Definition of Employment Status” in this section.

Any potential increase will be pro-rated based on the number of pay periods an individual
is employed by the City.

F. Pay Periods

Employees are paid bi-weekly. Employees are paid every other Friday for work done for
the two preceding work weeks. This work period ends the Sunday preceding the payday. The
calendar year contains 26 bi-weekly pay periods. Should a regular payday fall on a holiday,
employees will be paid the last working day prior to the holiday.
Electronic pay stubs are available from home or work. In addition to pay information, the
e-pay stub also contains vacation and sick leave balances. You may access your e-pay stub by
using your network/computer login information at https://www5.cityofws.org/ereports/.

Concerns about your paycheck, such as shortages, overpayment or deductions, should be
discussed immediately with your supervisor.

G. Overtime Pay

employee, who is performing the essential functions of his/her regularly assigned position or a position to which he/she has been
transferred to, but with a temporary modifications of nonessential functions, is not considered to be on light duty, and should
receive a performance evaluation based on eligibility.

City of Winston-Salem Employee Handbook November 2014 Revision 14