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,! (6) Prior to the expiration of the orientation period, the employee will meet with their supervisor i; for a scheduled performance progress discussion and make a written report to the City Manager as to whether the performance of the employee has been satisfactory and whether the employee should be retained in the appointed position. Subsequent to the end of the orientation period, the City Manager shall designate the employee for regular appointment, extend the orientation period, or discharge the employee. The decision of the City Manager is final and shall be provided to the employee in writing. Sec. 21.11. Hours of Work. The hours of work for a City employee shall be as specified in this Section. (I) The nonnal hours of work for all employees shall be established by the City. (2) Exempt positions are required to put in any time necessary to perform their jobs. (3) When working under conditions where the use of a rest break is practicable, employees shall be granted a rest break on two separate occasions during each work shift. Each break shall not exceed fifteen minutes. Such rest breaks, if not taken, are noncumulative. (4) The normal workweek for City employees shall be forty hours per week. The specific arrangement and adjustment of the hours of the workweek shall be the function of the Department Director and the City Manager. Sec. 21.12. Paydays (I) The City retains sole discretion in establishing the payroll period and pay dates. i, Sec. 21.13. Perfonnance Results Enhancement Program (PREP). (1) There shall be a minimum of one written performance review per year for all regular and orientation employees. PREP fonns shall be completed by the employee's inunediate supervisor, and provided to the employee, and then discussed at a meeting according to the PREP program guidelines. (2) The discussion will address performance outcomes relating to the responsibilities of the employee's position. (3) All evaluations shall be submitted to the City Manager for review and shall be made a part of the employee's personnel record. When an employee is eligible for a pay step increase, the evaluation required in this Section shall be coordinated with the evaluation required in the Compensation Section of the Administrative Code. Sec. 21.14. Physical and Psychological Examinations. (1) Employees shall be medically and psychologically fit for the position they occupy in the City. Symptoms of physical illness or psychological problems will form the basis for requesting an examination at the discretion of the City Manager. If a physician or psychologist certifies that the applicant or employee is not able to perform the duties of the position, the employee may be transferred to a position for which the City detennines the employee is qualified, provided such a position is vacant.