Compensation Guidelines
Essential Service - Non-Exempt
These staff members are paid on an hourly basis for all work performed
during the pay period. During severe weather and emergency conditions,
non-exempt employees will receive the following compensation adjustments.
- A 10 percent base pay differential will be applicable for all hours worked
on-site during any shift in which the policy is activated.
- The differential is calculated by multiplying 10% of the base hourly
rate times the number of hours worked.
- All payments will be calculated automatically by the payroll system and
will be included in the employee's payroll check one pay period later.
- This supplement to base pay will not be included in determining overtime
or other premium pay for eligible employees.
- When a non-exempt staff member arrives within one hour of the start of
the shift, pay will be provided from the shift start time.
- If a non-exempt staff member does not come to work, he/she may use
accrued vacation, discretionary holidays or Paid Time Off from the
short-term bank.
- However, any absence incurred during a severe weather/emergency
condition event will be considered an unscheduled absence.
- With prior approval from the non-exempt staff member's supervisor,
he/she may make up the work time within three (3) months.
- If a non-exempt staff member is away from work on an approved sick leave
request the day before the severe weather/emergency conditions policy is
activated, he/she may continue to use sick leave/PTO while the policy is
active.
Essential Service - Exempt
These staff members are paid a fixed monthly salary as required by the
Fair Labor Standards Act. This salary provides compensation for duties performed
rather than hours or days worked. During severe weather and emergency
conditions, exempt employees will receive the following compensation
adjustments.
- There is no 10 percent base pay differential available for exempt
staff members.
- An exempt staff member is expected to make advanced arrangements with
his/her supervisor to perform essential job functions during a severe
weather/emergency condition event.
- In some cases and with prior approval, an exempt staff member could be
authorized to perform essential job functions off site when a severe
weather/emergency condition event occurs.
- If work cannot be performed off site and the staff member does not
come to work, he/she may use accrued vacation, discretionary holidays or
Paid Time Off from the short-term bank. However, any absence incurred
during a severe weather/emergency condition event will be considered an
unscheduled absence.
- If an exempt staff member is away from work on an approved sick leave
request the day before the severe weather/emergency conditions policy is
activated, he/she may continue to use sick leave/PTO while the policy is
active.
Delayed Service
- Non-exempt and exempt staff members not scheduled or not required to
work during a severe weather/emergency condition event should not report
to work unless instructed to do so by their supervisor.
- With prior planning and approval from their supervisor, non-exempt
and exempt staff members may select one of the following options to
cover an absence due to a declared severe weather/emergency condition:
- use accrued vacation, discretionary holidays or Paid Time Off from
the short-term bank,
- perform job functions off site, or
- make up the lost time/work within three (3) months.
- If a non-exempt or exempt staff member is away from work on an
approved sick leave request the day before the severe
weather/emergency conditions policy is activated, he/she may continue
to use sick leave/PTO while the policy is active.
Bargaining Unit Positions
Staff members covered by collective bargaining agreements will be paid
consistent with contract provisions.
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