08.01 - Police Sergeant - Laserfiche WebLink

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complaints/grievances; disciplining employees; planning work and determining techniques; determining materials, supplies, equipment and tools to be used; planning and controlling the � budget; and providing for employee safety. "Department or subdivision" means a unit with permanent status and a continuing function. For example, in a larger city, there may be separate subdivisions within the Public Works Department for "Streets," "Utilities," and "Parks" and these subdivisions may meet the definition of a "department or subdivision" under the FLSA regulations. However, "department or subdivision" does not mean a group of employees assigned from time to time to work as a team on a specific job or project. "Particular weight" refers to the requirement that a certain amount of consideration be given to an employee's recommendations if that employee's position is to meet the executive exemption. The following questions are used to determine "particular weight": • Is it part of the employee's job duties to make hiring/firing/job change recommendations? • How often does the employee make such recommendations? • How often are the employee's recommendations taken (vs. overridden) by the Council or higher management? An employee can still meet the executive exemption duties test if he or she sometimes performs nonexempt work (e.g., the labor or production work of the employees he or she supervises). However, the employee's "primary duty" (see "General Definitions and Guidelines" section below) must be management. 4. Administrative Duties Administrative employees must: • Be paid at least $455 per week on a salary basis; • Have the primary duty of performing office or non-manual work directly related to the � management or general business operations of the employer (the city). The office or non-manual work must require the exercise of discretion and independent judgment on significant matters. If the employee's primary duty is to administer the business affairs of a city, the employee is likely an"administrator." If the employee's primary duty is providing the goods/services of the organization, the employee is likely a"production" employee. Work performed in areas such as finance, accounting, insurance, purchasing, human resources, computer network, internet and database administration is likely to be seen as administering the business affairs of the city. To determine whether an employee exercises discretion and independent judgment on significant matters, the city should ask these questions: • Does the employee have authority to formulate, interpret or implement management policies? • Does the employee carry out major assignments and perform work that affects business operations to a substantial degree? • Does the employee have authority to commit the city in matters with a significant financial impact? �