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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 who also Work in a Non-Exempt Position <br /> Within the City <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 if it is non-exempt, subject to <br /> certain restrictions and limitations. Exempt employees holding two or more positions within the City <br /> at least one of which is non-exempt, should consult with Human Resources regarding the possibility <br /> of overtime. No overtime will be paid pursuant to this provision without prior written approval from <br /> 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 /> 5.5 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 /> amount of these required deductions may change since they are affected by changes in the amount <br /> earned, and in the case of income tax, they are affected by changes in the number of dependents <br /> claimed. Monies earned during a two (2) week pay period, cannot be divided into two payroll <br /> checks. Employees should contact Human Resources with any specific questions. <br /> 5.6 Meal Periods and Breaks <br /> When working under conditions where a break period is practicable, all hourly employees are <br /> entitled to two (2) 15 minute breaks with pay per eight (8) hour shift at times designated by the <br /> 231Page <br />