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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 <br /> the maximum for the lower grade, the employee shall be <br /> permitted to continue at the present rate of pay for the first <br /> budget year of the reclassification. Future adjustments will be <br /> determined each budget 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 in Section 11, <br /> entitled Job Listing. The letter E after the grade designation indicates <br /> positions that are Exempt from the provisions of the FLSA; the letter <br /> N after the grade designation indicates positions that are Non-Exempt <br /> and are subject to overtime compensation according to Section 5a, <br /> entitled Eligibility. <br /> <br /> <br />