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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 m Section 5a, entitled Eligibility. <br /> <br /> c. Absences by Exempt Employees <br /> <br /> In accordance with City policy, employees who are exempt from the <br /> overtime provisions of the FLSA will not be subject to deductions <br /> from their compensation for periods of absence from work of less <br /> than one day even if said employees have no accumulated leave in <br /> the applicable leave accounts. Additionally, in accordance with the <br /> FLSA regulations for public sector employers, deductions that are not <br /> regular and recurring for absences due to a budget-required furlough <br /> shall not disqualify employees from being paid on a salary basis <br /> except in the work week in which such deductions occurred. The <br /> Director of Human Resource Management shall develop specific <br /> policies regarding the taking of such absences by employees as may <br /> be necessary. <br /> <br />SECTION 6. SALARY ADJUSTMENTS AND ALLOWANCES <br /> <br />The Director of Human Resource Management shall review departmental requests <br />for administrative salary adjustments and shall make recommendations for <br />consideration by the City Manager. The City Manager retains the authority to <br />make administrative salary adjustments, to create additional classifications, <br />reclassifications, appointments and positions. <br /> <br />Recommendations approved by the City Manager shall become effective on the <br />date determined by the City Manager and after funds have been included in the <br />budget. <br /> <br /> <br />