Agenda - Council Work Session - 11/25/2025

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SECTION 5 CLASSIFICATION AND COMPENSATION 5.1 General Employees of the City shall be compensated according to the schedule established by the City Council. Any wage, �, or other monetary benefit so established is the total remuneration for employment, which may be allowed for the conduct of official business. Unless approved by the City Administrator, no employee shall receive pay from the City in addition to the swage authorized for the position or positions to which the employee has been appointed. No employee will be permitted to work overtime without the prior approval of their Department Head. Non-exempt employees who work for a period less than the regularly scheduled workweek will earn wages based on the actual number of hours worked. Regular part-time employees are eligible to earn vacation and sick leave in proportion to that earned by regular full-time employees based on the number of hours worked. Holidays are earned in proportion to those earned by regular full-time employees and are based on the number of hours worked during any given pay period in which the holiday is paid. Vacation, sick leave, and holidays count toward total budgeted work hours for the year. Temporary employees are not eligible for vacation, sick leave, holiday pay, or health or life insurance, unless otherwise required by federal and state laws. Employees shall be paid biweekly via mandatory direct deposit. When a payday falls on a holiday, employees shall receive their pay on the preceding work day. 5.2 Classification Plan / Position Descriptions The City will establish and maintain a position classification plan for all positions in accordance with federal and state laws. The Administrative Services Director, under the direction of the City Administrator, and in conjunction with Department Heads, shall be responsible for establishing, periodically revising, and maintaining current position descriptions. The position description shall include the position title, department, supervisor's title, FLSA status (exempt or non- exempt), safety sensitive status, essential duties, examples of performance criteria/responsibilities, and minimum qualification requirements which distinguish a given position from other positions. The position description shall describe the typical types of work which may be assigned to a particular position but shall not be construed to restrict the assignment of other duties related to the position. Supervisors may direct their subordinates to perform tasks not expressly identified in the position description, which are within the ability and resources of the position. Purpose The classification plan/position description is to: • Establish reasonable compensation relationships between job classifications. 22