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Page 25 of 150 <br />Overtime earned will be paid at the rate of time-and-one-half on the next regularly scheduled payroll <br />date. However, the employee may indicate on their time report that the overtime earned is to be <br />recorded as compensatory time in lieu of payment. Compensatory time can be used for approved paid <br />time off. All compensatory time over the maximum carry over (see contracts) will be paid to the <br />employee by the end of the year at the hourly pay rate the employee is earning at that time of payout. <br /> <br />All compensatory time will be recorded as such on official time reports, both when it is earned and <br />when it is used. <br /> <br />Section 7.06 Exempt (Non-Overtime-Eligible) Employees <br />Exempt employees are expected to work the hours necessary to meet the performance expectations <br />outlined by their supervisors. <br /> <br />Generally, to meet these expectations, and for reasons of public accountability, an exempt employee <br />will need to work 40 or more hours per week. Exempt employees do not receive extra pay for the hours <br />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 <br />of work performed, and they receive their full weekly salary for any week in which any work is <br />performed. <br /> <br />The City of Orono 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 <br />day 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 <br />military service, the city still must pay the entire week salary to the employee, but the city could <br />offset the 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 <br />disability, but he/she is either not yet qualified to use the paid leave or he/she has exhausted all <br />of his/her paid leave. <br /> The employee is absent for a full workweek and, for whatever reason, the absence is not <br />charged to paid leave (for example, a situation where the employee has exhausted all of his/her <br />paid leave or a 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 <br />based 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 />o Paid leave has not been requested or has been denied. <br />o Paid leave is exhausted. <br />o The employee has specifically requested unpaid leave. <br /> The employee is suspended without pay for a full day or more for disciplinary reasons for <br />violations of any written policy that is applied to all employees. <br /> The employee takes unpaid leave under the FMLA. <br /> The city may, for budgetary reasons, implement a voluntary or involuntary unpaid leave <br />program and, under this program, make deductions from the weekly salary of an exempt <br />84