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17 <br /> <br />City of Little Canada Personnel Policy <br />Pay for Emergency On-Call Duty <br /> <br />Public Works Employees will rotate on-call duty as determined by the Public Works Director. On-call <br />duty consists of the employee carrying a pager and answering after-hours call-outs. A call-out is when <br />an employee is called back to work after completing his/her regular workday. As stated in Section 13, <br />Leaves With Pay, sick leave and vacation do not count toward “hours worked” in determining an <br />employee’s regular work day. The regular work day is eight (8) hours of time actually worked. An <br />extension or early report to work does not qualify as a call-out. <br /> <br />Compensation for On-Call Duty will be as provided in the "Compensation Plan". When call-outs <br />occur, Public Works Employees will be reimbursed a minimum of 2 hours at 1 1/2 times their normal <br />rate of pay. <br /> <br />Safe Harbor Policy for Exempt Employees <br /> <br />It is our policy and practice to accurately compensate employees and to do so in compliance with all <br />applicable state and federal laws. To ensure proper payment and that no improper deductions are <br />made, employees must review pay stubs promptly to identify and report all errors. <br /> <br />Employees classified as exempt salaried employees will receive a salary which is intended to <br />compensate them for all hours they may work for the City. This salary will be established at the time <br />of hire or classification as an exempt employee. While it may be subject to review and modification <br />from time to time, such as during salary review times, the salary will be a predetermined amount that <br />will not be subject to deductions for variations in the quantity or quality of the work performed. <br /> <br />Under federal and state law, salary is subject to certain deductions. For example, unless state law <br />requires otherwise, salary can be reduced for the following reasons: <br /> <br /> full-day absences for personal reasons; <br /> full-day absences for sickness or disability; <br /> full-day disciplinary suspensions for infractions of our written policies and procedures; <br /> Family and Medical Leave absences (either full- or partial-day absences); <br /> to offset amounts received as payment from the court for jury and witness fees or from the <br />military as military pay; <br /> the first or last week of employment in the event the employee works less than a full week; and <br /> any full work week in which the employee does not perform any work. <br /> <br />Salary may also be reduced for certain types of deductions such as a portion of health, dental or life <br />insurance premiums; state, federal or local taxes; social security; or voluntary contributions to a 401(k) <br />or pension plan. <br /> <br />If employees believe they have been subject to any improper salary deductions, they should <br />immediately report the matter to the City Accountant. If employees have not received a satisfactory <br />response within five (5) business days after reporting the incident, they should immediately contact the <br />Finance Director. Every report will be fully investigated and corrective action, including <br />reimbursement, will be taken where appropriate. The City will not allow any form of retaliation <br />against individuals who report alleged violations. <br /> <br />In any workweek in which an employee performed any work, the City prohibits reducing an exempt