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<br />Additionally, in accordance with the FLSA regulations for public <br />sector employers, deductions that are not regular and recurring for <br />absences due to a budget-required furlough shall not disqualify <br />employees from being paid on a salary basis except in the workweek <br />in which such deductions occurred. The Director of Human Resource <br />Management shall develop specific policies regarding the taking of <br />such absences by employees as may 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 />The rate of pay set forth in Section 10, entitled Salary Schedule, shall be deemed <br />the full compensation of the employee, except that the value of any allowances <br />made to the employee by the City shall also be considered a part of the employee's <br />compensation. <br /> <br />a. On-call <br /> <br />Non-exempt employees who are required to be available for 24-hour <br />emergency service and/or repair, and who have been recommended <br />by the Department Head, reviewed by the FLSA Compliance Officer, <br />and approved by the City Manager, may receive an allowance of <br />$1,080 annually. Only non-exempt employees are eligible for this <br />allowance. This allowance is not applicable to Public Safety <br />Personnel. <br /> <br />9 <br />