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<br /> <br />. <br /> <br />Additionally, in accordance with the FLSA regulations for public sector <br />employers, deductions that are not regular and recurring for absences <br />due to a budget-required furlough shall not disquality employees from <br />being paid on a salary basis except in the workweek in which such <br />deductions occurred. The Director of Human Resource Management <br />shall develop specific policies regarding the taking of such absences by <br />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 make <br />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 date <br />determined by the City Manager and after funds have been included in the budget. <br /> <br />. The rate of pay set forth in Section 10, entitled Salary Schedule, shall be deemed the <br />full compensation of the employee, except that the value of any allowances made to <br />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 by <br />the Department Head, reviewed by the FLSA Compliance Officer, and <br />approved by the City Manager, shall receive an allowance of $1,080 <br />annually. Only non-exempt employees are eligible for this allowance. <br />This allowance is not applicable to Public Safety Personnel. <br /> <br />. <br /> <br />9 <br />