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be re-evaluated. Special circumstances may be reviewed and <br /> adjusted by the City Manager as is deemed necessary for <br /> business operations. <br /> <br /> When an employee's position is reclassified, the employee's <br /> salary shall remain the same rate of pay within the new range <br /> as the before reclassification. All employees will be paid <br /> at least the minimum range for the classification. When an <br /> employee's position is reclassified to a lower pay grade and <br /> the present salary is above the maximum for the lower grade, <br /> the employee shall be permitted to continue at the present <br /> rate of pay for the first budget year of the <br /> reclassification. Future adjustments will be determined each <br /> budget year to bring the salary within the range. <br /> <br /> The Director of Personnel shall approve all position reclas- <br /> sifications. <br /> <br />SECTION 5. OVERTIME <br /> <br />a. Eligibility for overtime compensation shall be determined by <br /> the FLSA Compliance Officer, the Department Head, and the <br /> Director of Personnel in accordance with the Federal Fair <br /> Labor Standards Act of 1938, as amended (FLSA). <br /> <br />b. Exempt and Non-exempt Classification,, <br /> <br /> Exempt and Non-exempt classifications are indicated in <br /> Section 11, entitled Alphabetical Listing of Job Titles. The <br /> letter E after the grade designation indicates positions that <br /> are Exempt from the provisions of the FLSA; the letter N <br /> after the grade designation indicates positions that are <br /> Non-Exempt and are subject to overtime compensation according <br /> to Section 5a, entitled Eligibility. <br /> <br />c. Absences by Exempt Employees <br /> <br /> In accordance with City policy, employees who are exempt from <br /> the overtime provisions of the FLSA will not be subject to <br /> deductions from their compensation for periods of absence <br /> from work of less than one day even if said employees have no <br /> accumulaned leave in the applicable leave accounts. Addi- <br /> tionally, in accordance with the FLSA regulations for public <br /> sector employers, deductions that are not regular and recur- <br /> ring for absences due to a budged-required furlough shall not <br /> disqualify employees from being paid on a salary basis except <br /> in the work week in which such deductions occurred. The <br /> Director of Personnel shall develop and enforce such specific <br /> policies regarding the taking of such absences by employees <br /> as may be necessary. <br /> <br /> -6- <br /> <br /> <br />