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In the event an employee responds positively and is later unable to respond, supervisors <br />have no remedy for discipline or retaliation, <br />Time off for Exempt Employees <br />Positions classified as Exempt do not qualify for overtime compensation per the FLSA. <br />Exempt employees are expected to work the hours necessary to meet the performance <br />expectations outlined by their supervisors, the city administrator, and the City Council. <br />Generally, to meet these expectations, an exempt employee is often required and <br />expected to work On exEess ofmore than forty (40) hours per week. <br />Exempt employees are required to use paid leave when on personal business or away <br />from the office for a significant part of the workday. Based on supervisor's discretion, <br />absences of a few hours do not require the use of paid leave as it is presumed that the <br />employee works more than 40 hours per week. Exempt employees shall ,.,,m.,.,, n*Eate <br />who receive banked holiday <br />hours shall request their holiday time off in advance of the time being taken off. tea' <br />time off shall not be o a e f..r one basis with exEess hO F OFIE .J <br />If an exempt employee is regularly absent from work under this policy and it is found <br />there is excessive time away from work that is not justified, the situation will be handled as <br />a performance issue. <br />If it appears that less than forty (40) hours per week is needed to fulfill the position's <br />responsibilities, the position will be reviewed to determine whether a part-time position <br />will meet the needs of the city. Additional notification and approval requirements may be <br />adopted by the city administrator for specific situations as determined necessary. <br />Report of Employee Information Changes <br />The city attempts to maintain complete and accurate employee information and complies <br />with data privacy laws. It is important that your permanent personnel records are kept <br />accurate and up to date. Immediately notify Human Resources when there is a change in <br />any of the following: <br />■ Name (through marriage or otherwise) <br />■ Address <br />■ Marital status <br />■ Number of children <br />■ Beneficiaries for life insurance and retirement <br />■ Telephone number <br />■ Person to contact in case of emergency <br />■ Other changes which may affect benefits coverage <br />Many changes can and should be made by the employee directly in the Human Resources <br />Information System. <br />Page 13187 <br />Page 80 of 447 <br />