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<br /> i <br /> City of Eugene <br /> Human Resource and Risk Services Policies <br /> or from apprenticeship or from training in the performance of routine <br /> mental, manual, or physical processes, or an employee who: <br /> 1. Has completed the courses of specialized instruction and study <br /> described in item d) above; and <br /> 2. Is performing related work under supervision in order to gain the <br /> work experience of a managerial exempt employee. <br /> 3-122.3 Confidential Non-Represented Employee (Revised 09/16/02) <br /> A confidential non-represented employee assists and acts in a <br /> confidential capacity to one who formulates, determines, and effectuates <br /> management policies in the area of collective bargaining. <br /> 3-122.4 Supervisory Employee (Revised'09/16/02) <br /> A supervisory employee -has the authority to hire, transfer, suspend, <br /> lay-off, recall, promote, discharge, assign, evaluate, direct, reward, or <br /> discipline employees, or to effectively recommend such action. <br /> 3-123 Internships and Exchange Programs <br /> 3-123.1 Management Exchange Program <br /> See: 3-123.4 Career Development <br /> 3-123.2 Student Internship Program (Revised 01/09/98) <br /> The City does not formally regulate student internships. Depending on <br /> department needs and resources, an internship may be compensated. <br /> Some students receive school credit and/or tuition reimbursement in lieu <br /> of a salary. Departments can work directly with academic institutions. A <br /> temporary employee file will be maintained in HRRS if the student intern is <br /> aid a sala therwis th artment must maintain the em to ee <br /> p ry 0 e, e dep p y <br /> file. <br /> 3-123.3 Work Study & Cooperative Work Experience Programs <br /> Cooperative Work Experience (CWE) program is primarily designed to <br /> Human Resource and Risk Services <br /> Revised: 09/16/02 <br /> _ _ _ r <br /> <br />