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02-16-16-WS
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02-16-16-WS
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2/16/2016 9:08:49 AM
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City of Arden Hills Personnel Policy Effective February 29,2016 <br />The employee is suspended without pay for a full day or more for disciplinary <br />reasons for violations of any written policy that is applied to all employees. <br />The employee takes unpaid leave under the FMLA. <br />The City may for budgetary reasons implement a voluntary or involuntary <br />unpaid leave program and, under this program, make deductions from the <br />weekly salary of an exempt employee. In this case, the employee will be treated <br />as non-exempt for any workweek in which the budget-related deductions are <br />made. <br />The City will not make deductions from pay due to exempt employees being absent for <br />jury duty or attendance as a witness but will require the employee to pay back to the City <br />any amounts received by the employee as jury fees or witness fees. <br />If the City inadvertently makes an improper deduction to the weekly salary of an exempt <br />employee, the City will reimburse the employee and make appropriate changes to comply <br />in the future. <br />All employees, in all departments, are required to work overtime as requested by their <br />supervisors as a condition of continued employment. Refusal to work overtime may <br />result in disciplinary action. Supervisors will make reasonable efforts to balance the <br />personal needs of their employees when assigning overtime work. <br />Leave Policy for Exempt Employees <br />Exempt employees are required to work the number of hours necessary to fulfill their <br />responsibilities including evening meetings and/or on-call hours. The normal hours of <br />business for exempt staff are Monday through Friday, 8 a.m. to 4:30 p.m., plus evening <br />meetings as necessary. (Unless summer hours are in effect, then the hours are Monday— <br />Thursday from 7:30 a.m. to 5:00 p.m. and Friday 7:30 a.m. to 11:30 a.m.) <br />Because of the nature of the duties performed by these employees, it is impracticticable <br />to apply provisions which prescribe normal work hours. However, it is normally <br />expected that eighty (80) hours of work shall constitute a normal payroll period. It is <br />recognized that these employees are responsible for managing and accounting for their <br />own hours of work and that they may work hours in excess of the normal work day <br />and/or payroll period and may make adjustments in hours of work in subsequent work <br />days and/or payroll periods, provided such time management system does not result in <br />overtime payment or guarantee hour-for-hour time off for extra hours worked (Flex <br />time). These employee should maintain their schedules on their Outlook calendar. <br />Exempt employees must communicate their absence to their supervisor or in their <br />absence the City Administrator or his/her designee. <br />If one of the above employees is regularly absent from work under this policy and it is <br />36
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