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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 Classification and Pay Job Listing. 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 /> 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 the <br /> 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 /> <br />