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<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 /> <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 /> <br />- - - <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 /> <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 />Employeehas exhausted all of his/her paid leave or a situation where the <br />Employee does not earn paid leave.) <br /> <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 /> <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 /> <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 /> <br />G) The Employee takes unpaid leave under the Family and Medical Leave Act <br />(FMLA). <br /> <br />H) The City may for budget 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 <br />treated as non-exempt for any workweek in which the budget-related <br />deductions are made. <br />I) 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 <br />will require the Employee to pay back to the City any amounts received by <br />the Employee as jury fees, witness fees, or military pay. If the City <br />inadvertently makes an improper deduction to the weekly salary of an exempt <br />Employee, the City will reimburse the Employee and make appropriate <br />changes to comply in the future. <br /> <br />Requirement to Work Overtime: Generally overtime should be avoided; however, <br />all Employees, in all departments, are required to work overtime as requested by <br />Page 13 of 46 <br />Adopted 11-09-2005 <br />