My WebLink
|
Help
|
About
|
Sign Out
Home
Browse
Search
AG 2009 09 21
CabarrusCountyDocuments
>
Public Meetings
>
Agendas
>
BOC
>
2009
>
AG 2009 09 21
Metadata
Thumbnails
Annotations
Entry Properties
Last modified
2/8/2010 11:54:31 AM
Creation date
11/27/2017 11:26:46 AM
Metadata
Fields
Template:
Meeting Minutes
Doc Type
Agenda
Meeting Minutes - Date
2/8/2010
Board
Board of Commissioners
Meeting Type
Regular
Jump to thumbnail
< previous set
next set >
There are no annotations on this page.
Document management portal powered by Laserfiche WebLink 9 © 1998-2015
Laserfiche.
All rights reserved.
/
339
PDF
Print
Pages to print
Enter page numbers and/or page ranges separated by commas. For example, 1,3,5-12.
After downloading, print the document using a PDF reader (e.g. Adobe Reader).
View images
View plain text
benefit, and has no earned leave remaining to cover the absence. If the employee has exhausted all <br />leave benefit that would cover an FMLA absence, the employee's salary may be reduced in hourly <br />increments while on FMLA leave.* <br />(c) Deductions for penalties imposed for violations of safety rules of major significance, including those <br />relating to the preventions of serious danger in our workplace or to other employees. <br />(d) Deductions resulting from suspensions without pay for serious violations of County workplace <br />misconduct rules. See section below: Suspensions Without Pay for Serious Workplace Misconduct. <br />(e) In the initial or final work week of employment, deductions may be made for the days of the workweek <br />not worked. For example, in the first or last workweek of work, if the employee only works two of the <br />five days, the employee will receive 2/5 of his or her weekly salary. In the final workweek the <br />employee may use applicable accrued leave to cover the portion of the week not worked but only as <br />provided elsewhere in our policies. <br />* Pursuant to Federal Regulations 29 Part 541.710, salaries of exempt salaried employees may be reduced under <br />the following conditions in that all County employees are employed under the rules of public accountability: <br />(a) For absence of less than a day for personal reasons, illness, or injury when accrued leave is not used <br />because: <br />1. Permission for the absence/leave has not been sought or it has been requested by the employee and <br />was denied; <br />2. Accrued leave has been exhausted; <br />3. The employee requests or chooses to use leave without pay. <br />(b) Deductions fora "budget required furlough" implemented by agency management or the governing <br />board body. During such week, and only in such week, the Part 541 exemption is lost and the <br />employee is entitled to overtime compensation in the week of the furlough if the employee works more <br />than 40 hours (or other standard is employed in law enforcement of fire fighting) despite being in <br />furlough status. <br />Deductions from salaries of employees exempt under the Fair Labor Standards Act, 29 CFR Part 541, are NOT <br />permitted by the regulation for the following reasons: <br />(a) On an hourly basis except for unpaid FMLA leave and as provided in the special rules above. <br />(b) When the office, facility, building or department is officially closed due to inclement weather such as snow <br />or ice. Exempt salaried workers cannot be required to use earned leave for such closings unless it is <br />announced that the office, facility, building or department remains open for salaried exempt employees and <br />they are given the option of reporting to work or using leave. <br />(c) For penalties or rules violations such as performance issues, attendance issues, minor safety rules, cash <br />shortages, losses, rules of evidence violations or damages to equipment or property, including insurance <br />deductibles when damage has occurred. <br />Employees can report improper or unlawful deductions from their wages without fear of discrimination or <br />reprisal. Upon receiving notification of an improper or unlawful deduction from pay, the Human Resources <br />Director, or designee, in consultation with the Accounting Operations Supervisor, will investigate the matter <br />and issue a finding before the next pay period entry date. If the investigation confirms the deduction was <br />improper or unlawful, the employee(s) shall be reimbursed the amount of the deduction with the next pay <br />check. <br />Suspensions Without Pay for Serious Workplace Misconduct <br />All employees, hourly, salaried, exempt and nonexempt, may be suspended for one or more whole days without <br />pay for violations of the following workplace conduct rules, committed on or off site. The list is not exhaustive <br />and workplace misconduct that is serious, disruptive and harmful and, in view of management, is of similar <br />level as the examples provided below, will result in disciplinary suspensions without pay for one or more whole <br />days. <br />64 <br />F-5 <br />Attachment number 6 <br />Page 283 of 362 <br />
The URL can be used to link to this page
Your browser does not support the video tag.