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(Continued from Page 3) A clause of the Arden Hills Policy that we did not discuss on December 30 (which I have Ieft in our draft PTO Policy) addresses "Exempt Employee Flex -Time Guidelines ". The issue of Comp Time has been addressed, and the Policy has been tinkered with, a number of times in the past 5 years. Although the Policy is still difficult to follow, it appears that the current Policy for exempt employees is that they may accrue Comp Time at a rate of 1 hour for each 3 hours worked — to a maximum of 16 hours Personally, I have never been a fan of a fixed Policy regarding Comp Time for exempt employees. It has always been my belief that time on the job in excess of the 40 hour week was considered in the higher salary scales for managerial and professional staff members; and, the ability of those managers and professionals to manage their own time responsibly— "flex ", if you will. Even though I had never been formally credited Comp Time for the many night meetings I worked with prior public employers, the former administrator insisted that I do so here. I did accrue Comp Time beginning my second year here (at the administrator's insistence), but I suspended that practice on the departure of the former administrator on December 10, 2002 — as has Tom Bouthilet. Maybe that is a function of our age, and/or a different perspective as to what constitutes being a manager and professional. What I have done since December 14, 2002 is to occasionally "flex" my work time — always during the same work week, and only when the work load has permitted. As was the case with prior public positions, I have seldom. totally balanced to a 40 hour week — and that isn't of concern to me. If I had chosen to flex over the entire 2 week pay period — which is permitted for exempt employees in many cities — I could have done a better job of balancing. I believe the formalization of "flex time" in the public sector has grown out of the realization that, in some cases, the (now dated, I guess) concept of managers and professionals working until the job is completed has been tarnished a bit by the simple math of converting uncompensated hours to income per hour worked. In some cases, the actual hourly compensation of managerial and professional staff ends up less than that subordinate staff without the education and experience investments that resulted in the others becoming managers and professionals. Arden Hills decided the time had arrived to formalize a flex time solution in Policy. Perhaps the time has arrived here to both distinguish Comp Time (for non - exempt) from Flex Time (for exempt) and move the flex time concept to a legal and formal system. The Arden Hills approach seems as fair as any I have seen to accomplish these goals,