Laserfiche WebLink
Page 23 of 150 <br />Article 7. COMPENSATION <br />The regular payday for all City employees is on alternating Fridays. The payroll is calculated for the <br />two-week period ending the Sunday prior to the Friday payday. When a payday falls on an official <br />holiday, employees will receive their pay on the preceding work day. <br /> <br />Full-time employees of the city will be compensated according to schedules adopted annually by the <br />City Council; or included in approved labor contracts. Compensation for seasonal and temporary <br />employees will be set by the City Council at the time of hire, or on an annual basis. <br />Unless approved by the Council, employees will not receive any amount from the city in addition to <br />the pay authorized for the positions to which they have been appointed. Expense reimbursement or <br />travel expenses may be authorized in addition to regular pay. <br /> <br />Under the Minnesota Wage Disclosure Protection Law, employees have the right to tell any person the <br />amount of their own wages. While the Minnesota Government Data Practices Act (Minn. Stat. §13.43), <br />specifically lists an employee’s actual gross salary and salary range as public personnel data, Minnesota <br />law also requires wage disclosure protection rights and remedies to be included in employer personnel <br />handbooks. To that end, and in accordance with Minn. Stat. §181.172, employers may not: <br /> Require nondisclosure by an employee of his or her wages as a condition of employment. <br /> 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. <br /> 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 /> Retaliate against an employee for asserting rights or remedies under Minn. Stat. §181.172, <br />subd. 3. <br />The city cannot retaliate against an employee for disclosing his/her own wages. An employee’s <br />remedies under the Wage Disclosure Protection Law are to bring a civil action against the city and/or <br />file a complaint with the Minnesota Department of Labor and Industry at (651) 284-5070 or (800) 342- <br />5354. <br /> <br />Section 7.01 Direct Deposit <br />As provided for in Minnesota law, all employees are required to participate in direct deposit. <br />Employees are responsible for notifying the Finance Department of any change in status, including <br />changes in address, phone number, names of beneficiaries, marital status, etc. When possible, it is <br />recommended that employees make these changes through the payroll portal. <br />Section 7.02 Improper Deduction and Overpayment Policy <br />If an employee believes that an improper deduction or overpayment, or another type of error, has been <br />made, he/she should immediately contact his/her supervisor. If the city determines it has made an <br />improper deduction from a paycheck, it will reimburse the employee for the improper amount deducted <br />and take good faith measures to prevent improper deductions from being made in the future. <br /> <br />In cases of improper overpayments, employees are required to promptly repay the City in the amount <br />of the overpayment. The employee can write a personal check or authorize a reduction in pay to cover <br />the repayment. Once the overpayment has been recovered in full, the employee’s year to date earnings <br />and taxes will be adjusted (so that the year’s Form W-2 is correct) and the paying department will <br />receive the corresponding credit. When an overpayment occurs, the repayment must be made within <br />the same tax year. <br />82