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Citv of Pequot Lakes Citv of Pequot Lakes Personnel Policies <br /> Title: Compensation Effective Date: [date adopted] <br /> Effective Date(s)of Amendment(s): <br /> � The employee is absent for a full workweek and, for whatever reason,the absence is not <br /> charged to paid leave (for example, a situation where the employee has exhausted all of <br /> his/her paid leave or a situation where the employee does not earn paid leave). <br /> • The very first workweek or the very last workweek of employment with the City in which <br /> the employee does not work a full week. In this case,the City will prorate the employee's <br /> salary based on the time actually worked. <br /> • The employee is in a position that earns paid leave and is absent for a partial day due to <br /> personal reasons, illness or injury and does not otherwise work 40 hours that same work <br /> week, 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 /> • The employee is suspended without pay for a full day or more for disciplinary reasons for <br /> violations of any written policy that is applied to all employees. <br /> • The employee takes unpaid leave under the FMLA. <br /> • The City may for budgetary reasons implement a voluntary or involuntary unpaid leave <br /> program and, under this program, make deductions from the weekly salary of an exempt <br /> employee. In this case,the employee will be treated as non-exempt for any <br /> workweek in which the budget-related deductions are made. <br /> The City will not make deductions from pay due to exempt employees being absent for jury duty <br /> or attendance as a witness but will require the employee to pay back to the City any amounts <br /> 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 in the <br /> future. <br /> All employees, in all departments, are required to work overtime as requested by their <br /> supervisors as a condition of continued employment. Refusal to work overtime may result in <br /> disciplinary action. Supervisors will make reasonable efForts to balance the personal needs of <br /> their employees when assigning overtime work. <br /> 14 <br />