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}clan at any tinia. Tho City Council may aloo rat an offt ctivr dittr(s) for tha pay plan. All pay <br />ranges and grades, including longrvity rai zv p rrfarmancuaurrararytlwlM b i-czactity4:11rw paliey <br />dr clarationr and not binding permanent contractual obligations botwa an Ills City and itr <br />atitrpa-p're.roliali-lrt11_ p l t; or the <br />utic f the iti n, recruiting experience, r tc f y n cnc&7/in ih4-pttl d-p4i3,:t <br />Mi : t _ _________________ a_tic~.Extra Duty Pav / <br />Interim Pav <br />The City Administrator shall have the authority to grant short-term extra duty nay. Any extra <br />duties that qualify for extra duty pay would be responsibilities that fall well outside of the <br />respective employee's iob description and would have a defined end date, but would not exceed six <br />months. Typically. extra duty pay would be tied to a special proiect or event. At the Citv's <br />discretion. extra duty pay may be paid via a payroll stipend. Interim pay would include, for <br />example, filling in for a vacancy, FMLA or leave absence. Interim pay shall not exceed 10% over <br />the current base salary. The City Administrator's approval of extra duty pay or interim pay is <br />subiect to available funding within the budget. <br />Overtime Compensation for Exempt Employees <br />Federal law allows exempt City employees working two or more positions with the City to agree, in <br />advance, to receive overtime compensation for the secondary position, subiect to certain restrictions <br />and limitations. Exempt employees holding two or more positions within the City should consult with <br />Human Resources regarding the possibility of overtime. No overtime will be paid pursuant to this <br />provision without prior written approval from Human Resources. <br />Overtime pursuant to this section will be paid for hours worked in a secondary position only if the <br />employee worked at least 40 hours at the primary position during the normal workweek. Sick and <br />vacation leave. holidays and compensatory time off count as time worked as per the Personnel Policy. <br />5 <br />Personnel Policies and Union Contracts <br />An rmployr r includrd in a collective bargaining agrrrnirnt aMairr d into according to the Public <br />Eerr loytnrnt IakorRrlationo Act, as pug atata la-n, is rnrnipt front any provision oftkia p olio -tea' <br />is inconairtant with inch agreement. <br />6,4 Payroll Deductions <br />Certain deductions from your earnings, such as federal and state income taxes and social security <br />taxes, are required by law. These deductions will be identified on the direct deposit vouchers.vour <br />check Stub. The amount of these required deductions may change since they are affected by <br />changes in the amount earned, and in the case of income tax, they are affected by changes in <br />theyour number of dependents claimed. Monies earned during a two (2) week pay period, cannot <br />be divided into two payroll checks. Employees should contact Human Resources withTha tare law <br />rtr.:rr tlirt cronies earned or paid duping any specific questions.€ivan with must b r tarir d <br />accordingly. <br />4 5.5 Meal Li,nckPeriods and Breaks <br />22IPago <br />- - Formatted: Heading 2 J <br />{ Formatted: Font: Arial, 14 pt 1 <br />l Formatted: Heading 2 J <br />A Formatted: Font: Arial, 14 pt J <br />{ Formatted: Font: Arial, 14 pt J <br />Formatted: Font: 12 pt <br />4 Formatted: Footer, Line spacing: single <br />