Laserfiche WebLink
Document management portal powered by Laserfiche WebLink 9 © 1998-2015 Laserfiche. All rights reserved.
4. The very first workweek or the very last workweek of employment with the City <br />`-- in which the employee does not work a full week. In this case, the City will <br />prorate the employee's salary based on the time actually worked. <br />5. The employee is in a position that earns paid leave and is absent for a partial day <br />due to personal reasons, illness or injury, but: <br />Paid leave has not been requested or has been denied; <br />Paid leave is exhausted; <br />The employee has specifically requested unpaid leave <br />6. The employee is suspended without pay for a full day or more for disciplinary <br />reasons for violations of any written policy that is applied to all employees. <br />7. The employee takes unpaid leave under the FMLA. <br />8. The City of Pequot Lakes may, for budgetary reasons, implement a voluntary or <br />involuntary unpaid leave program and, under this program, make deductions from <br />the weekly salary of an exempt employee. In this case, the employee will be <br />treated as non - exempt for any workweek in which the budget - related deductions <br />are made. <br />The City of Pequot Lakes will not make deductions from pay due to exempt employees <br />being absent for jury duty or attendance as a witness but will require the employee to pay <br />back to the City any amounts received by the employee as jury fees or witness fees. <br />If the City inadvertently makes an improper deduction to the weekly salary of an exempt <br />employee, the City will reimburse the employee and make appropriate changes to comply <br />in the future. <br />3. Leave Policy for Exempt Employees <br />Exempt employees are required to work the number of hours necessary to fulfill their <br />responsibilities including evening meetings and/or on -call hours. <br />Exempt employees are required to use paid leave when on personal business or away <br />from the office for four (4) hours or more, on a given day. <br />Absences of less than four (4) hours do not require use of paid leave as it is presumed that <br />the staff member regularly puts in work hours above and beyond the normal 40 hour <br />work -week. Exempt employees must communicate their absence to their department head <br />or Council Liaison. <br />If an exempt employee regularly absents themselves from work under this policy and it is <br />found that there is excessive time away from work which is not justified, the situation <br />will be handled as a performance issue. <br />Exempt positions may require work beyond forty (40) hours per week. In recognition for <br />working extra hours, these employees may take some time off during their normal <br />working hours. The time off for extra hours will not be on a one - for -one basis. <br />