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c. Absences by Exempt Employees. In accordance with City policy, employees who are exempt from the overtime provisions of the FLSA will not be subject to deductions from their compensation for periods of absence from work of less than one day even if said employees have no accumulated leave in the applicable leave accounts. Additionally, in accordance with the FLSA regulations for public sector employers, deductions that are not regular and recurring for absences due to a budget-required furlough shall not disqualify employees from being paid on a salary basis except in the work week in which such deductions occurred. The Director of Human Resource Management shall develop specific policies regarding the taking of such absences by employees as may be necessary. SECTION 6. SALARY ADJUSTMENTS AND ALLOWANCES The Director of Human Resource Management shall review departmental requests for administrative salary adjustments and shall make recommendations for consideration by the City Manager. The City Manager retains the authority to make administrative salary adjustments, to create additional classifications, reclassifications, appointments and positions. Recommendations approved by the City Manager shall become effective on the date determined by the City Manager and after funds have been included in the budget. The rate of pay set forth in Section 10A and 10B, entitled Salary Schedule, shall be deemed the full compensation of the employee, except that the value of any allowances made to the employee by the City shall also be considered a part of the employee's compensation. a. On-call Non-exempt employees who are required to be available for 24-hour emergency service and/or repair, and who have been recommended by the Department Head, reviewed by the FLSA Compliance Officer, and approved by the City Manager, may receive an allowance of