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<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 Sa, <br />entitled Eligibility. <br /> <br />c. Absences bv Exempt Emplovees <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. <br /> <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 />9 <br />