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12 -9 -2011 <br /> Use of Compensatory Time: Employees may request and use compensatory time <br /> off in the same manner as other leave requests. Supervisors shall normally grant <br /> such requests, even if another Employee must be called in to cover the hours, unless <br /> it causes a serious disruption in business operations. <br /> Exempt Employees: Exempt Employees are expected to work whatever hours are <br /> necessary in order to meet the performance expectations outlined by their <br /> supervisors. Generally, to meet these expectations, and for reasons of public <br /> accountability, an exempt Employee will need to work forty (40) or more hours per <br /> week. Exempt Employees do not receive extra pay for the hours worked over forty <br /> (40) in one workweek. <br /> Salary Basis: Exempt Employees are paid on a salary basis. This means they <br /> receive a predetermined amount of pay each pay period and are not paid by the hour. <br /> Their pay does not vary based on the quality or quantity of work performed, and <br /> they receive their full salary for any day in which any work is performed. The City <br /> will only make deductions from the weekly salary of an exempt Employee in the <br /> following situations: <br /> A) The Employee is in a position that does not earn personal leave and is absent <br /> for a day or more for personal reasons other than sickness or accident. <br /> B) The Employee is in a position that earns personal leave, receives a short term <br /> disability benefit or workers' compensation wage loss benefits, and is absent <br /> for a full day due to sickness or disability, but he /she is either not yet <br /> qualified to use the paid leave or he /she has exhausted all of his /her paid <br /> leave. <br /> C) The Employee is absent for a full workweek and, for whatever reason, the <br /> absence is not charged to paid leave (for example, a situation where the <br /> Employee has exhausted all of his /her paid leave or a situation where the <br /> Employee does not earn paid leave.) <br /> D) The very first workweek or the very last workweek of employment with the <br /> City in which the Employee does not work a full week. In this case, the City <br /> will prorate the Employee's salary based on the time actually worked. <br /> E) The Employee is in a position that earns paid leave and is absent for a partial <br /> day due to personal reasons, illness or injury, but: <br /> • Paid leave has not been requested or has been denied; <br /> • Paid leave is exhausted; <br /> • The Employee has specifically requested unpaid leave. <br /> F) The Employee is suspended without pay for a full day or more for <br /> disciplinary reasons for violations of any written policy that is applied to all <br /> Employees. <br /> G) The Employee takes unpaid leave under the Family and Medical Leave Act <br /> (FMLA). <br /> Page 13 of 51 <br /> Adopted , 2011 <br /> 52 <br /> II <br />