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Beginning Salary Rate — The beginning rate for a new employee will be the minimum rate in the <br />established class for his or her position classification. The Employer, at its sole discretion, may <br />approve a pay rate above the minimum rate to: <br />a. Mitigate recruiting obstacles. <br />b. Hire a person with superior qualifications. <br />c. Correct salary inequities. <br />d. Give credit for prior service. <br />Method of Progression <br />After appointment or promotion and pending satisfactory performance, an employee shall be <br />eligible for advancement through his/her respective salary range as specified in the collective <br />bargaining agreement or as authorized by the City Council. <br />Market Adjustment Pay — <br />Occasionally positions within the City may fall behind in pay with regard to the market value. <br />When this becomes apparent, the Human Resources Manager may, in his or her sole discretion, <br />make a recommendation for the appropriate salary adjustment to the City Administrator. Upon <br />approval by the City Administrator, the employee in said position will receive a salary range <br />adjustment. The employee will retain her or his original anniversary date for the purposes of step <br />increases and performance evaluations. Any increases that result in more than a five percent <br />increase shall be submitted to the City Council for approval or denial. <br />Extra Duty Pay / Interim Pay <br />The City Administrator shall have the authority to grant short-term extra duty pay. Any extra <br />duties that qualify for extra duty pay would be responsibilities that fall well outside of the <br />respective employee's job 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 project or event. At the City'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 />subject 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, subject 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 />5.4 Payroll Deductions <br />Certain deductions from earnings, such as federal and state income taxes and social security taxes, <br />are required by law. These deductions will be identified on the direct deposit vouchers. The <br />221Page <br />