2005-11-09 CC Packet - Laserfiche WebLink

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qualified to use the paid leave or he/she has exhausted all of his/her paid leave. C) The Employee is absent for a full workweek and, for whatever reason, the absence is not charged to paid leave (for example, a situation where the Employee has exhausted all of his/her paid leave or a situation where the Employee does not earn paid leave.) - - - D) The very first workweek or the very last workweek of employment with the City in which the Employee does not work a full week. In this case, the City will prorate the Employee's salary based on the time actually worked. E) The Employee is in a position that earns paid leave and is absent for a partial day due to personal reasons, illness or injury, but: . Paid leave has not been requested or has been denied; . Paid leave is exhausted; . The Employee has specifically requested unpaid leave. F) The Employee is suspended without pay for a full day or more for disciplinary reasons for violations of any written policy that is applied to all Employees. G) The Employee takes unpaid leave under the Family and Medical Leave Act (FMLA). H) The City may for budget reasons implement a voluntary or involuntary unpaid leave program and, under this program, make deductions from the weekly salary of an exempt Employee. In this case, the Employee will be treated as non-exempt for any workweek in which the budget-related deductions are made. I) The City will not make deductions from pay due to exempt Employees being absent for jury duty, attendance as a witness, or temporary military leave, but will require the Employee to pay back to the City any amounts received by the Employee as jury fees, witness fees, or military pay. If the City inadvertently makes an improper deduction to the weekly salary of an exempt Employee, the City will reimburse the Employee and make appropriate changes to comply in the future. Requirement to Work Overtime: Generally overtime should be avoided; however, all Employees, in all departments, are required to work overtime as requested by their supervisors as a condition of continued employment. Refusal to work overtime may result in disciplinary action. Supervisors will make reasonable efforts to balance the personal needs of their Employees when assigning overtime work. 6.7 Outside Employment General: Employees must devote all work time to City business. Work time describes the entire workday as scheduled. No work relating to outside employment or other non-City business may be performed during work time. Page 13 of 47 /31