9.3 SR 12-21-2020 - Laserfiche WebLink

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with the articles listed within their respective labor agreement. Non-exempt employees in positions outside of a collective bargaining unit shall receive on -call pay in accordance with the Compensation Plan for Non -Organized Employees. Employees failing to respond as detailed above while in a paid on -call status will not receive on -call pay for that day and will be subject to discipline. When an on -call employee, through notice as detailed above, returns to work and/or renders service on behalf of the city they shall be compensated in accordance with the Call -Back Pay policy as defined above. Time off for Exempt Employees Positions classified as Exempt do not qualify for overtime compensation per the FLSA. Exempt employees are expected to work the hours necessary to meet the performance expectations outlined by their supervisors, the city administrator, and the City Council. Generally, to meet these expectations, an exempt employee is often required and expected to work in excess of forty (40) hours per week. Exempt employees are required to use paid leave when on personal business or away from the office for a significant part of the wofk 6yworWay. Based on supervisor's discretion_aAbsences of a few hours do not require the use of paid leave as it is presumed that the employee works ofmore than 40 hours per week. Exempt employees shall communicate their absence to the city administrator or his/her designee. Personal time off shall not be on a one -for -one basis with excess hours worked. If an exempt employee is regularly absent from work under this policy and it is found there is excessive time away from work that is not justified, the situation will be handled as a performance issue. If it appears that less than forty(40) hours per week is needed to fulfill the position's responsibilities, the position will be reviewed to determine whether a part-time position will meet the needs of the city. Additional notification and approval requirements may be adopted by the city administrator for specific situations as determined necessary. Report of Employee Information Changes The city attempts to maintain complete and accurate employee information and complies with data Privacy laws. It is important that your permanent personnel records are kept accurate and up to 4a-tetW to date. Immediately notify Hhuman Rresources when there is a change in any of the following: ■ Name (through marriage or otherwise) ■ Address ■ Marital status ■ Number of children ■ Beneficiaries for life insurance and retirement ■ Telephone number ■ Person to contact in case of emergency ■ Other changes which may affect benefits coverage Many changes can wand should be made by the employee directly in the Human Resources Information System. 11