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Compensatory Time: Overtime earned will be paid at the rate of time and one -half <br /> on the next regularly scheduled payroll date, unless the Employee and the <br /> Department Head mutually agree in advance the overtime will be banked as <br /> compensatory time in lieu of payment. This advance agreement can take the form of <br /> the Employee indicating on his /her timesheet that he /she would prefer to receive <br /> compensatory time rather than paid overtime for the overtime hours worked on that <br /> payroll period. <br /> Accumulation: The maximum compensatory time accumulation is forty (40) hours <br /> unless a higher amount is established by the City Council. <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 /> Page 13 of 51 <br /> Adopted XXX, 2009 <br /> 61 <br />