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45 12/2024 <br /> <br /> <br />Overtime earned will be paid at the rate of time-and-one-half on the next regularly scheduled payroll date, <br />unless the employee indicates on their timesheet that the overtime earned is to be recorded as <br />compensatory time in lieu of payment, upon supervisor approval. <br /> <br />Compensatory time balances should not exceed fifty (50) hours with a maximum carryover of forty (40) <br />hours per year. Once an employee has accrued a balance of fifty (50) hours of compensatory time no <br />further compensatory time may accrue. All further overtime will be paid. Employees may request and use <br />compensatory time off in the same manner as other leave requests. <br />All compensatory time will be marked as such on official time sheets, both when it is earned and when it is <br />used. The Finance Department will maintain compensatory time records. As of the last pay period in <br />November of each year, all accumulated compensatory time above the maximum carryover amount of <br />forty (40) hours shall be paid to the employee at the hourly pay rate the employee is earning at that time. <br /> <br />All compensatory time accrued will be paid when the employee leaves city employment at the hourly pay <br />rate the employee is earning at that time. <br /> <br />EXEMPT EMPLOYEES (Non-Overtime-Eligible) <br />Exempt employees are expected to work the hours necessary to meet the performance expectations <br />outlined by their supervisors. Generally, to meet these expectations, and for reasons of public <br />accountancy, an exempt employee will need to work 40 or more hours per week. Exempt employees do <br />not receive extra pay for the hours worked over 40 in one workweek. <br /> <br />Exempt employees are paid on a salary basis. This means they receive a predetermined amount of pay <br />each pay period and are not paid by the hour. Their pay does not vary based on the quality or quantity of <br />work performed, and they receive their full weekly salary for any week in which any work is performed. <br /> <br />The City of Lake Elmo will only make deductions from the weekly salary of an exempt employee in the <br />following situations: <br />• The employee is in a position that does not earn vacation or personal leave and is absent for a day <br />or more for personal reasons other than sickness or accident. <br />• To offset compensation received for military pay. If an employee works part of the week in military <br />service, the city must pay the entire week’s salary to the employee, but the city shall offset the <br />amount of the military pay for the week against the employee’s salary. <br />• The employee is in a position that earns sick leave, receives a short-term disability benefit or <br />workers’ compensation wage loss benefits, and is absent for a full day due to sickness or disability, <br />but he/she is either not yet qualified to use the paid leave or he/she has exhausted all of his/her <br />paid leave. <br />• The employee is absent for a full workweek, and for whatever reason, the absence is not charged to <br />paid leave (for example, a situation where the employee has exhausted all of his/her paid leave or a <br />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 the <br />employee does not work a full week. In this case, the city will prorate the employee’s salary based <br />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 personal <br />reasons, illness, or injury, but: <br />• Paid leave has not been requested or has been denied.