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SECTION 5 CLASSIFICATION AND COMPENSATION <br /> 5.1 General <br /> Employees of the City shall be compensated according to the schedule established by the City <br /> Council. Any wage, salary, or other monetary benefit so established is the total remuneration for <br /> employment which may be allowed for the conduct of official business. Unless approved by the <br /> City Administrator, no employee shall receive pay from the city in addition to the salary authorized <br /> for the position or positions to which the employee has been appointed, or for hours beyond the <br /> normal work week without prior approval by the City Administrator or designee. <br /> Non-exempt employees who work for a period less than the regularly scheduled work-week will <br /> earn wages based on the actual number of hours worked. Regular part-time employees are eligible <br /> to earn vacation and sick leave in proportion to that earned by regular full-time employees based <br /> on the number of hours worked. Holidays are earned in proportion to those earned by regular full- <br /> time employees and are based on work hours budgeted on January 1. Vacation and sick leave, and <br /> holidays count toward total budgeted work hours for the year. Temporary employees are not <br /> eligible for vacation or sick leave, holiday pay, or health or life insurance. <br /> Employees shall be paid biweekly via mandatory direct deposit. When a pay day falls on a holiday, <br /> employees shall receive their pay on the preceding work day. <br /> No employee shall be permitted to receive from any third party payment for services and labor <br /> performed while such employee is working regular hours or while working additional overtime <br /> hours for the City, unless approved in advance by the City Administrator and subject to a written <br /> agreement with the third party--such as with Anoka County. <br /> 5.2 Classification Plan/Position Descriptions <br /> The City will establish and maintain a position classification plan for all positions in accordance <br /> with federal and state laws. The Human Resources Manager, under the direction of the City <br /> Administrator, and in conjunction with Department Heads, shall be responsible for establishing, <br /> periodically revising, and maintaining current position descriptions. The position description shall <br /> state the essential duties, responsibilities and qualification requirements which distinguish a given <br /> position from other positions. The position description shall describe the typical types of work <br /> which may be assigned to a particular position but shall not be construed to restrict the assignment <br /> of other duties related to the position. Supervisors may direct their subordinates to perform tasks <br /> not expressly identified in the position description, as they see fit. <br /> Purpose <br /> The purpose of the classification plan/position description is to: <br /> a. Establish reasonable compensation relationships between job classifications. <br /> b. Establish qualification standards for recruitment and testing purposes. <br /> C. Provide the appointing authority with means for analyzing work distribution, areas of <br /> responsibility, lines of authority, and other relationships between positions. <br /> d. Assist the appointing authority in determining budget requirements. <br /> e. Provide the basis for developing standards of work performance. <br /> 20 age <br />