Laserfiche WebLink
Department Heads may request the Director of Human Resource <br /> Management to review any position that, due to reorganization or a <br /> change in duties, needs to be re-evaluated. Special circumstances <br /> may be reviewed and adjusted by the City Manager as is deemed <br /> necessary for business operations. <br /> <br /> When an employee's position is reclassified, the employee's salary <br /> shall remain the same rate of pay within the new range as before <br /> reclassification. All employees will be paid at least the minimum <br /> range for the classification. When an employee's position is <br /> reclassified to a lower pay grade and the present salary is above the <br /> maximum for the lower grade, the employee shall be permitted to <br /> continue at the present rate of pay for the first budget year of the <br /> reclassification. Future adjustments will be determined each budget <br /> year to bring the salary within the range. <br /> <br /> The Director of Human Resource Management shall review all <br /> position reclassifications and make recommendations for <br /> consideration to the City Manager for approval. <br /> <br />SECTION 5. OVERTIME <br /> <br /> a. Eligibility <br /> <br /> Eligibility for overtime compensation shall be determined by the <br /> FLSA Compliance Officer, the Department Head, and the Director of <br /> Human Resource Management in accordance with the Federal Fair <br /> Labor Standards Act of 1938. as amended (FLSA). <br /> <br /> b. Exempt and Non-exempt Classifications <br /> <br /> Exempt and Non-exempt classifications are indicated Section 11, <br /> entitled Alphabetical Listing of Job Titles. The letter E after the <br /> grade designation indicates positions that are Exempt from the <br /> provisions of the FLSA; the letter N after the grade designation <br /> indicates positions that are Non-Exempt and are subject to overtime <br /> compensation according to Section 5a, entitled Eligibility. <br /> <br /> <br />