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05/08/2012 Ordinances 9381ORDINANCE NO. 9381 An ordinance to amend Ordinance 9367 known as the Salary Ordinance which lists the currently occupied classifications of officers and employees of the City of Grand Island, Nebraska and established the ranges of compensation of such officers and employees; to add the classification and range of CADD Operator; and to repeal those portions of Ordinance No. 9367 and any parts of other ordinances in conflict herewith; to provide for severability; to provide for the effective date thereof; and to provide for publication of this ordinance in pamphlet form. BE IT ORDAINED BY THE MAYOR AND COUNCIL OF THE CITY OF GRAND ISLAND, NEBRASKA: SECTION l. The currently occupied classifications of officers and general employees of the City of Grand Island, and the ranges of compensation (salary and wages, excluding shift differential as provided by Personnel Rules & Regulations) to be paid for such classifications, and the number of hours and work period which certain officers and general employees shall work prior to overtime eligibility are as follows: Approved as to Form �+ tt City Attorney ORDINANCE NO. 9381(Cont.) Classification Overtime Hourly Pay Range Eligibility Min/Max City Attorney 37.8815/53.3170 Exempt City Clerk 22.8836/32.2140 Exempt Civil En ineering Mana er — Utility PCC 32.5600/46.4896 Exempt Collection System Supervisor 21.9678/31.2271 40 hrs/week Community Service Officer 12.3118/16.7379 40 hrs/week Custodian — Library, Police 11.2825/15.9214 40 hrs/week Customer Service Re resentative — Part time 8.1400/12.21000 40 hrs/week Electric Distribution Superintendent 31.7969/43.5795 Exempt Electric Distribution Supervisor 26.8518/36.8223 40 hrs/week Electric Underground Su erintendent 28.3170/38.8176 Exempt Electrical Engineer I 25.7733/35.5718 Exempt Electrical Engineer II 29.8941/412189 Exem t Emergency Management Deputy Director 21.7338/29.7221 Exempt Emer ency Management Director 30.9320/42.2873 Exem t Engineering Technician - WWTP 19.2002/271266 40 hrs/week Equipment Operator - Solid Waste 15.3864/21.6684 40 hrs/week Finance Director 36.3126/51.0998 Exem t Fire Chief 34.6459/49.0944 Exempt Fire Division Chief 28.3344/40.8994 Exem t Fleet Services Shop Foreman 19.5462/27.2283 40 hrs/week Golf Course Su erintendent 23.2091/33.4961 Exempt Grounds Management Crew Chief — Cemete 17.4024/24.4899 40 hrs/week Grounds Management Crew Chief — Parks 17.9244/25.2244 40 hrs/week Human Resources Director 32.7736/46.6931 Exem t Human Resources Benefits & Risk Management 17.5519/25.7936 40 hrs/week Coordinator Human Resources Recruiter 17.5519/25.7936 40 hrs/week Human Resources Specialist 16.2210/22.8215 40 hrs/week Information Technology Manager 29.4608/41.4516 Exempt Le al Secretary 19.3020/25.9564 40 hrs/week Librarian I 16.8600/23.4534 Exem t -2- ORDINANCE NO. 9381(Cont.) Classification Overtime Hourly Pay Range Eligibility Min/Max Librarian II 18.6711/26.3024 Exempt Library Assistant I 11.8132/16.2597 40 hrs/week Libra Assistant II 13.0138/17.9385 40 hrs/week Library Assistant Director 21.2658/30.3114 Exempt Libr Director 28.7745/40.5034 Exem t Library Page 7.5600/10.4599 40 hrs/week Library Secretary 14.1331/20.0855 40 hrs/week Maintenance Worker — Golf 14.1865/20.0066 40 hrs/week Manager of Engineering Services 31.3695/45.0244 Exempt Meter Reader Su ervisor 17.8435/25.1290 Exempt Office Manager — Police Department 15.4558/21.4088 40 hrs/week Parks and Recreation Director 32.5449/45.7755 Exempt Parks Superintendent 22.7411/32.1631 Exempt Payroll Specialist 16.2210/22.8215 40 hrs/week Planning Director 32.2698/45.3986 Exem t Police Captain 27.2486/383293 Exempt Police Chief 34.6459/49.0944 Exempt Power Plant Maintenance Supervisor 28.5419/40.1479 Exempt Power Plant O erations Supervisor 29.7110/42.7'758 Exempt Power Plant Superintendent — Burdick 32.5404/45.7903 Exempt Power Plant Superintendent — PGS 37.5140/52.7646 Exem t Project Manager— Public Works 28.9275/40.7000 Exem t Public Information Officer 20.4314/28.'7545 Exempt Public Works Director 36.4524/51.2964 Exem t Public Works Engineer 30.2000/42.5000 Exempt Receptionist 12.6170/18.2540 40 hrs/week Recreation Coordinator 16.4835/22.9955 Exem t Recreation Superintendent 21.2963/30.5555 Exempt Regulatory and Environmental Manager 28.1473/39.5929 Exempt Senior Accountant 26.7806/372813 Exempt Senior Electrical Engineer 32.7126/45.1058 Exempt -3- ORDINANCE NO. 9381(Cont.) Classification Senior Public Senior Utilitv Solid Waste Division Clerk - Full Time Solid Waste Division Clerk - Part Time Solid Waste Foreman Solid Waste Superintendent Street Superintendent Street Foreman _Turf 1Vlanagement Specialist Utilities Director Utility Production Engineer Utility Services Manager Utility Warehouse Supervisor Victim Assistance Unit Coordinator Wastewater Engineering/Operations Sup Wastewater Plant Chief Operator Wastewater Plant Engineer Wastewater Plant Operations Engineer Wastewater Plant Maintenance Supervis< Wastewater Plant Process Supervisor Water Superintendent Water Supervisor Worker / Seasonal Worker / Temporarv Hourly Pay Range Min/Max 16.4835/22.5275 14.5757/20.8130 212963/30.5555 14.5401/19.4750 12.9463/17.6842 16.1559/22.7331 23.3808/32.9011 23.9113/34.8086 18.8034/26.7195 20.8588/29.5279 52.8795/75.7733 33.4540/47.0808 27.2181/37.8815 22.2019/31.0134 12.'7696/17.9792 26.0989/36.9251 19.2816/27.1774 31.3695/45.0244 30.2000/42.5000 23.3109/31.3899 24.1656/32.5804 24.6449/34.8086 21.2759/30.6573 7.2500/20.0000 7.2500/20.0000 Overtime Eligibility 40 hrs/week 40 hrs/week 40 hrs/week 40 hrs/week 40 hrs/week 40 hrs/week 40 hrs/week 40 hrs/week 40 hrs/week 40 hrs/week 40 hrs/week 40 hrs/week 40 hrs/week 40 hrs/week A shift differential of $0.10 per hour shall be added to the base hourly wage for persons in the employee classification Senior Public Safety Dispatcher who work a complete shift that begins between 3:00 p.m. and 11:00 p.m. This does not include persons who work the day shift.' � ORDINANCE NO. 9381(Cont.) Shift differential will only be paid for actual hours worked. Paid leave will not qualify for the shift differential pay. SECTION 2. The currently occupied classifications of employees of the City of Grand Island included under the AFSCME labor agreement, and the ranges of compensation (salary and wages, excluding shift differential as provided by contract) to be paid for such classifications, and the number of hours and work period which certain such employees included under the AFSCME labor agreement shall work prior to overtime eligibility are as follows: Classification Hourly Pay Range Overtime Min/Max Eli ibili E uipment O erator — Streets 143613/21.2743 40 hrs/week Fleet Services Mechanic 16.3825/24.2718 40 hrs/week Horticulturist 15.1638/22.5063 40 hrs/week Maintenance Worker — Cemetery 14.2525/21.1310 40 hrs/week Maintenance Worker — Parks 14.1574/21.0022 40 hrs/week Maintenance Worker — Streets 13.8581/20.5436 40 hrs/week Senior Equipment Operator — Streets 15.7348/23.33�5 40 hrs/week Senior Maintenance Worker — Streets 15.7348/233375 40 hrs/week Traffic Signal Technician 15.7348/233375 40 hrs/week SECTION 3. The currently occupied classifications of employees of the City of Grand Island included under the IBEW labor agreements, and the ranges of compensation (salary and wages, excluding shift differential as provided by contract) to be paid for such classifications, and the number of hours and work period which certain such employees included under the IBEW labor agreements shall work prior to overtime eligibility are as follows: Classification Hourly Pay Range Overtime Min/Max Eli ibili Accountin Clerk 14.6738/19.4178 40 hrs/week Cashier 13.4680/18.3525 40 hrs/week Custodian 15.7268/18.5712 40 hrs/week -5- ORDINANCE NO. 9381(Cont.) Classification Hourly Pay Range Overtime Min/Max Ela ibili Electric Distribution Crew Chief 28.7270/36.5353 40 hrs/week Electric Underground Crew Chief 28.7270/36.5353 40 hrs/week Engineering Technician I 18.1032/25.9023 40 hrs/week Engineering Technician II 22.3791/30.6848 40 hrs/week GIS Coordinator 23.0246/32.3083 40 hrs/week Instrument Technician 27.0030/35.6731 40 hrs/week Lineworker Ap rentice 17.5111/25.6767 40 hrs/week Lineworker First Class 26.5428/31.3925 40 hrs/week Materials Handler 21.8556/292968 40 hrs/week Meter Reader 15.7469/20.5343 40 hrs/week Meter Technician 21.1717/26.1661 40 hrs/week Power Dispatcher I 26.5134/36.8640 40 hrs/week Power Dispatcher II 27.8474/38.7126 40 hrs/week Power Plant Maintenance Mechanic 25.0977/31.2514 40 hrs/week Power Plant Operator 29.6493/34.5364 40 hrs/week Senior Accounting Clerk 16.4937/21.6054 40 hrs/week Senior Engineering Technician 283158/34.6522 40 hrs/week Senior Materials Handler 25.1644/32.8236 40 hrs/week Senior Meter Reader 18.6499/22.1352 40 hrs/week Senior Power Dis atcher 32.2133/44.2057 40 hrs/week Senior Power Plant O erator 29.2327/37.4754 40 hrs/week Senior Substation Technician 34.4193/35.6731 40 hrs/week Senior Water Maintenance Worker 20.4500/26.9280 40 hrs/week Substation Technician 31.8632/33.1281 40 hrs/week Systems Technician 28.0805/35.6731 40 hrs/week Tree Trim Crew Chief 25.1546/31.2384 40 hrs/week Utility Electrician 25.2079/33.1281 40 hrs/week Utility Technician 24.6204/34.6321 40 hrs/week Utility Warehouse Clerk 18.1921/22.4447 40 hrs/week Water Maintenance Worker 17.0380/23.5619 40 hrs/week Wireworker I 19.1407/27.0649 40 hrs/week � ORDINANCE NO. 9381(Cont.) Classification Hourly Pay Range Overtime Min/Max Eli ibili Wireworker II 26.5428/31.3925 40 hrs/week SECTION 4. The currently occupied classifications of employees of the City of Grand Island included under the FOP labor agreement, and the ranges of compensation (salary and wages, excluding shift differential as provided by contract) to be paid for such classifications, and the number of hours and work period which certain such employees included under the FOP labor agreement shall work prior to overtime eligibility are as follows: Hourly Pay Range Min/Max Classification Police Officer 17.8037/24.8884 Police Ser eant 22.2831/30.5330 OVERTIME ELIGIBILITY The City has reserved its right to the utilization of the 207(k) FLSA exemption and will implement this as the hours of work effective the first full pay period following the execution of the labor agreement. The pay period for purposes of calculating overtime shall consist of a fourteen (14) day cycle that runs concurrent with the City's current payroll cycle. For purposes of calculating eligibility for overtime, "hours worked" shall include actual hours worked, vacation, personal leave and holiday hours. Employees shall be eligible for overtime when they exceed their hours scheduled for work in the fourteen (14) day pay cycle with a minimum of eighty (80) hours. There shall also be established for each employee in the bargaining unit a Training and Special Events bank of fifty (50) hours per individual per contract year. Each employee may be scheduled for training or special event duty with a minimum of seven (7) days notice prior to the commencement of the pay period and the training and special events bank -7- ORDINANCE NO. 9381(Cont.) hours may be added to the eighty (80) hour, two (2) week pay period up to eighty-six (86) hours and these hours shall not be eligible for overtime. Training and special events hours worked in excess of eighty-six (86) hours in a two week pay period will be eligible for overtime, but will not be subtracted from the training and special events bank. All work completed a$er eighty (80) hours in a pay period that is performed for work that is funded by grants from parties outside or other than the City of Grand Island, shall be paid overtime for the time worked after eighty (80) hours, if the time is funded at overtime rates by the grant. Any such grant hours are not deducted from the training and special events bank. SECTION 5. The currently occupied classifications of employees of the City of Grand Island included under the IAFF labor ageement, and the ranges of compensation (salary and wages, excluding shift differential as provided by contract) to be paid for such classifications, and the number of hours and work period which certain such employees included under the IAFF labor agreement shall work prior to overtime eligibility are as follows: Classification Hourly Pay Range Overtime Min/Max Eli ibili Fire Captain 16.9624/23.5195 212 hrs/28 days Firefighter / EMT 12.6022/182885 212 hrs/28 days Firefighter / Paramedic 14.0702/19.8718 212 hrs/28 days IAFF employees will be eligible for overtime pay for hours worked in excess of 212 hours in each 28-day pay period. SECTION 6. The currently occupied classifications of the employees of the City of Grand Island included under the IBEW-WWTP labor agreement, and the ranges of compensation salary and wages, excluding shift differential as provided by contract, to be paid for such classifications, and the number of hours and work period which certain such employees : ORDINANCE NO. 9381(Cont.) included under the IBEW-WWTP labor agreement shall work prior to overtime eligibility are as follows: Classification Hourly Pay Range Overtime Min/Max Eli ibili Accountin Technician — WWTP 14.5040/20.4084 40 hrs/week Equi ment Operator— WWTP 16.4663/23.1698 40 hrs/week Maintenance Mechanic I 16.4663/23.1698 40 hrs/week Maintenance Mechanic II 18.4369/25.9426 40 hrs/week Maintenance Worker — WWTP 16.4663/23.1698 40 hrs/week Senior Equipment O erator— WWTP 17.7987/25.0445 40 hrs/week Wastewater Clerk 12.3898/17.4334 40 hrs/week Wastewater Plant Laboratory Technician 1'7.4796/24.5955 40 hrs/week Wastewater Plant O erator I 14.7271/20.7227 40 hrs/week Wastewater Plant Operator II 16.4663/23.1698 40 hrs/week SECTION 7. The currently occupied classifications of the employees of the City of Grand Island included under the IBEW-Service/Clerical labor agreement, and the ranges of compensation salary and wages to be paid for such classifications, and the number of hours and work period which certain such employees included under the IBEW-Service/Clerical labor agreement shall work prior to overtime eligibility are as follows: Classification Hourly Pay Range Overtime Min/Max Eli ibili Accounting Technician — Streets 15.5354/20.7381 40 hrs/week Accounts Payable Clerk 14.7357/213196 40 hrs/week Administrative Assistant 15.3277/21.9842 40 hrs/week Audio Video Technician 15.4730/21.8284 40 hrs/week Building Inspector 19.1389/27.1558 40 hrs/week Buildin Secretary 14.4242/20.4992 40 hrs/week Community Development Administrator 16.6985/24.0093 40 hrs/week Community Develo ment S ecialist 15.3277/21.9842 40 hrs/week Computer Operator 18.6196/24.4767 40 hrs/week �� Technician Electrical ORDINANCE NO. 9381(Cont.) �mergency Management Coordinator Engineering Technician — Public Works Evidence Technician Finance Secretary GIS Coordinator Maintenance Worker I— Building, Library Maintenance Worker II — Building, Police Parks and Recreation Secretarv Technician Plans Examiner Police Records Clerk — Full Time Public Safetv Disnatcher Stormwater Technician 21.2365/31.1227 19.1782/25.2114 191389/27.1558 14.4242/20.4992 19.6892/27.7684 14.3204/20.9561 14.4242/20.4992 21.8310/30.6333 15.0473/20.3642 15.8573/21.4961 14.4242/20.4992 14.4242/20.4992 19.7483/27.7850 19.1389/27.1558 19.1389/27.1558 12.8769/17.9239 14.5384/21.2365 19.9799/27.0830 19.6892/27.7684 14.4242/20.4992 40 hrs/week 40 hrs/week 40 hrs/week 40 hrs/week 40 hrs/week 40 hrs/week 40 hrs/week 40 hrs/week 40 hrs/week 40 hrs/week 40 hrs/week 40 hrs/week 40/hrs/week 40 hrs/week 40 hrs/week 40 hrs/week 40 hrs/week 40 hrs/week 40 hrs/week 40 hrs/week A shift differential of $0.10 per hour shall be added to the base hourly wage for persons in the employee classification Public Safety Dispatcher who work a complete shift that begins between 3:00 p.m. and 11:00 p.m. This does not include persons who work the day shift. Shift differential will only be paid for actual hours worked. Paid leave will not qualify for the shift differential pay. SECTION 8. The classification of employees included under labor agreements with the City of Grand Island, and the ranges of compensation (salary and wages, excluding shift differential as provided by contract) to be paid for such classifications, and the number of hours and work period which certain such employees shall work prior to overtime eligibility are as -10- ORDINANCE NO. 9381(Cont.) stated above. All employees covered by the IAFF labor agreement shall be paid a clothing and uniform allowance in addition to regular salary in the amount of $484.00 per year, divided into twenty-four (24) pay periods. All employees of the FOP labor agreement shall be paid a clothing and uniform allowance in addition to regular salary of $25.00 per pay period. If any such employee covered by the IAFF or FOP labar agreements shall resign, or his or her employment be terminated for any reason whatsoever, the clothing allowance shall be paid on a prorata basis, but no allowance shall be made for a fraction of a month. Fire Chief and Fire Division Chiefs shall be paid a clothing allowance of $484.08 per year, divided into 24 pay periods. Police Chief and Police Captains shall be paid a clothing allowance of $650.00 per year, divided into 26 pay periods. Non-union employees and employees covered by the FOP labor agreement, the IBEW Utilities, Finance and Service/Clerical labor agreements may receive an annual stipend not to exceed $1,000 for bilingual pay. Employees covered by the AFSCME labor agreement shall be granted a meal allowance of $4.50 if they are required to work two (2) hours overtime consecutively with their normal working hours during an emergency situation, and if such overtime would normally interfere with and disrupt the employee's normal meal schedule. Employees covered by the IBEW - Utilities and IBEW — Finance labor agreements shall be allowed a meal allowance for actual cost, or up to $7.00 per meal, if they are required to work two (2) hours overtime consecutively with their normal working hours and if such overtime would normally interfere with and disrupt the employee's normal meal schedule. Direct supervisors of employees who are covered by labor agreements which allow overtime meal allowance shall be entitled to the same meal allowance benefit. -11- ORDINANCE NO. 9381(Cont.) Non-exempt direct supervisors of employees who are covered by labor agreements which allow stand-pay shall be entitled to the same stand-by pay benefit. Utilities Department personnel in the IBEW bargaining unit and the classifications of Meter Reader Supervisor, Power Plant Superintendent, Power Plant Supervisor, Electric Distribution Superintendent, Electric Distribution Supervisor, Water Superintendent, Water Supervisor, Electric Underground Superintendent, and Engineering Technician Supervisor shall be eligible to participate in a voluntary uniform program providing an allowance up to $18.00 per month. When protective clothing is required for Utilities Department and Wastewater Treatment Plant personnel covered by the IBEW labor agreement and employees covered by the AFSCME labor agreement, except the Fleet Services Division of the Public Works Department, the City shall pay 60% of the cost of providing and cleaning said clothing and the employees 40% of said cost. Full-time Fleet Services personnel shall receive a uniform allowance of $12 biweekly. Public Works Department personnel in the job classifications of Fleet Services Shop Foreman and Fleet Services Mechanic shall receive a tool allowance of $10 biweekly. SECTION 9. Employees shall be compensated for unused medical leave as follows: (A) All employees covered in the IBEW Utilities and IBEW Finance labor agreements shall be paid for forty-seven percent (47%) of their accumulated medical leave at the time of their retirement, early retirement, or death, not to exceed four hundred eighty-eight and one third hours (calculated at 47% x 1039 hours = 488.33 hours), the rate of compensation to be based on the employee's salary at the time of retirement or death. Employees covered in the IAFF labor agreement shall have a contribution to a VEBA made on their behalf in lieu of -12- ORDINANCE NO. 9381(Cont.) payment for thirty-eight percent (38%) of their accumulated medical leave at the time of their retirement, not to exceed iive hundred ninety-eight and eighty-eight hundredths hours (calculated at 38% x 1,576 hours = 598.88 hours). The amount of contribution will be based upon the employee's salary at the time of retirement. Employees covered by the IBEW Wastewater labor agreement shall be paid 37.5% of their accumulated medical leave at the time of retirement or death, based on the employee's salary at the time of retirement not to exceed three hundred ninety-nine hours (calculated at 37.5% x 1064 hours = 399 hours). Employees covered by the IBEW Service/Clerical labor agreement shall have a contribution to a VEBA made on their behalf in lieu of payment for forty percent (40%) of their accumulated medical leave at the time of retirement or death, based on the employee's salary at the time of retirement not to exceed 433.60 hours (calculated at 40% x 1084 hours = 433.60 hours.) Non-union employees shall have a contribution to a VEBA made on their behalf in lieu of payment for fifty percent (50%) of their accumulated medical leave at the time of their retirement, not to exceed five hundred forty-two hours (calculated at 50% x 1084 = 542). The amount of contribution will be based upon the employee's salary at the time of retirement. All employees covered by the AFSCME labor agreement shall be paid forty-five (45%) of their accumulated medical leave bank at the time of their retirement, based on the employee's salary at the time of retirement not to exceed four hundred seventy-eight and eighty hundredths hours (calculated at 45% x 1064 hours = 478.80 hours). All employees covered under the FOP labor agreement shall be paid thirty-seven and one-half percent (37.5%) of their -13- ORDINANCE NO. 9381(Cont.) accumulated medical leave bank at the time of their retirement, not to exceed four hundred five hours (calculated at 37.5% x 1,080 hours = 405 hrs.), based on the employee's salary at the time of retirement. If death occurs while in the line of duty, employees covered under the FOP labor agreement shall be paid fifty percent (50%) of their accumulated medical leave bank at the time of their death, not to exceed five hundred forty hours (50% x 1,080 hours = 540 hrs.), based on the employee's salary at the time of their death. (B) The City Administrator and deparhnent heads shall have a contribution made to their VEBA for one-half of their accumulated medical .leave, not to exceed 30 days of pay, upon their resignation, the rate of compensation to be based upon the salary at the time of termination. Compensation for unused medical leave at retirement shall be as provided for non-union employees. (C) The death of an employee shall be treated the same as retirement, and payment shall be made to the employee's beneficiary or estate for one-half of all unused medical leave for non-union employees and as defined in labor agreements for all other employees. SECTION 10. Non-union employees shall have a contribution made on their behalf to their VEBA account in the amount of $30.00 per pay period. Employees represented by the IBEW Service/Clerical labor agreement shall have a contribution made on their behalf to the VEBA account of $15 per pay period. SECTION 1 l. The validity of any section, subsection, sentence, clause, or phrase of this ordinance shall not affect the validity or enforceability of any other section, subsection, sentence, clause, or phrase thereof. -14- ORDINANCE NO. 9381(Cont.) SECTION 12. The adjustments identified herein shall be effective on the date of passage and publication in pamphlet form in one issue of the Grand Island Independent as provided by law. SECTION 13. Those portions of Ordinance No. 9367 and all other parts of ordinances in conflict herewith be, and the same are, hereby repealed. Enacted: May 8, 2012. Attest: RaNae Edwards, City Clerk -15- � ;r�` � ��s�,�� , �� ge�u��,p� e;�: � ` � "�� `�' �:' �� Qa� �� .� m� � Q Crr � � �� ::, e �"`^ � `� � � `�'�� 2(?, t��`� �� w �4��m��Rm�� `��°� � ��,�