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Exempt Employees: Exempt Employees are expected to work whatever hours are <br />necessary to meet the performance expectations outlined by their Supervisor. Generally, <br />to meet these expectations, and for reasons of public accountability, an exempt <br />Employee will need to work forty (40) or more hours per week. Exempt Employees do <br />not receive extra pay for the hours worked over forty (40) in one workweek. <br />Salary Basis: Exempt Employees are paid on a salary basis. This means they receive a <br />predetermined amount of pay each pay period and are not paid by the hour. Their pay <br />does not vary based on the quality or quantity of work performed, and they receive their <br />full salary for any day in which any work is performed. The city will only make deductions <br />from the weekly salary of an exempt Employee in the following situations: <br />A) The Employee is in a position that does not earn personal leave and is absent for a <br />full 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 for a <br />full day due to sickness or disability, but he/she has exhausted all paid leave. <br />C) The Employee is absent for a full work week, and, for whatever reason, the <br />absence is not charged to paid leave (for example, a situation where the Employee <br />has exhausted all his/her paid leave or a situation where the Employee does not <br />earn paid leave.) <br />D) The very first workweek or the very last workweek of employment with the city in <br />which the Employee does not work a full week. In this case, the city will prorate <br />the Employee's salary based on the time worked. <br />E) The Employee is in a position that earns paid leave and is absent for a partial day <br />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 disciplinary <br />reasons for violations of any written policy that is applied to all Employees. <br />G) The Employee takes unpaid leave under the Family and Medical Leave Act <br />(FMLA). <br />H) The City may for budget reasons implement a voluntary or involuntary unpaid <br />leave program and, under this program, make deductions from the weekly salary <br />of an exempt Employee. In this case, the Employee will be treated as non-exempt <br />for any workweek in which the budget -related deductions are made. <br />1) The City will not make deductions from pay due to exempt Employees being <br />absent for jury duty, attendance as a witness, or temporary military leave, but will <br />require the Employee to pay back to the city any amounts received by the <br />Page 13 of 60 <br />