2009-12-09 Addn'l Handout from Mtg.

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12 -09 -09 Accumulation: The maximum compensatory time accumulation is forty (40) hours unless a higher amount is established by the City Council. Use of Compensatory Time: Employees may request and use compensatory time off in the same manner as other leave requests. Supervisors shall normally grant such requests, even if another Employee must be called in to cover the hours, unless it causes a serious disruption in business operations. Exempt Employees: Exempt Employees are expected to work whatever hours are necessary in order to meet the performance expectations outlined by their supervisors. Generally, to meet these expectations, and for reasons of public accountability, an exempt Employee will need to work forty (40) or more hours per week. Exempt Employees do not receive extra pay for the hours worked over forty (40) in one workweek. Salary Basis: Exempt Employees are paid on a salary basis. This means they receive a predetermined amount of pay each pay period and are not paid by the hour. Their pay does not vary based on the quality or quantity of work performed, and they receive their full salary for any day in which any work is performed. The City will only make deductions from the weekly salary of an exempt Employee in the following situations: A) The Employee is in a position that does not earn personal leave and is absent for a day of more for personal reasons other than sickness or accident. B) The Employee is in a position that earns personal leave, receives a short term disability benefit or workers' compensation wage loss benefits, and is absent for a full day due to sickness or disability, but he /she is either not yet 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. Page 13 of 50 Adopted _, 2009