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12 <br /> <br />City of Little Canada Personnel Policy <br /> SECTION 9 - COMPENSATION <br /> <br />All employees of the City shall be compensated for their work according to the wages or salaries <br />established annually by the City Council, provided, however, that the City Council may change or <br />modify the wages or salary of any employee at any time that it deems necessary in the interest of good <br />administration as recommended by the City Administrator. <br /> <br />Any wage or salary so established shall represent the total remuneration for full-time employment but <br />shall not be considered as reimbursement for official travel or other expenses which may be allowed <br />for the conduct of official business. Wage, salary and benefit plans will be established by City Council <br />resolution and updated periodically. <br /> <br />Pay Period <br /> <br />All employees in the City service shall be paid on a bi-weekly basis on Friday for the pay period <br />ending on the preceding Tuesday. In the event that payday falls on a holiday, the payday will be on the <br />preceding workday. <br /> <br />Preparation of Payrolls <br /> <br />A. Electronic time sheets or cards shall be furnished assigned to designated personnel, and all time <br />records for each workday shall be accurately maintained by designated hourly all personnel for <br />the work period to be reported. <br /> <br />B. Electronic time sheets shall show the name, daily hours worked, and any other pertinent <br />information that may be required. It must be properly signed approved by authorized <br />personnel. <br /> <br />C. Time sheets shall be submitted to the Payroll Department at the end of each two-week period. <br /> <br />D. Pay envelopes stubs will be available electronically to employees before 2 P.M. 8:00 A.M. on <br />designated paydays. <br /> <br />Wage Disclosure Protection <br /> <br />Under Minnesota law, an employer may not: <br /> <br />1. Require nondisclosure by an employee of their wages as a condition of employment; <br />2. Require an employee to sign a waiver or other document which purports to deny an employee <br />the right to disclose the employee's wages; or <br />3. Take any adverse employment action against an employee for disclosing the employee's own <br />wages or discussing another employee's wages which have been disclosed voluntarily. <br /> <br />Nonetheless, this policy should not be construed to: <br /> <br />1. Create an obligation on the City or an employee to disclose wages; <br />2. Permit an employee, without the written consent of the City to disclose proprietary information, <br />trade secret information, or information that is otherwise subject to legal privilege or protected <br />by law;