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08/28/2012 Ordinances 9396 ORDINANCE NO. 9396 An ordinance to amend Ordinance 9381 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 amend the salary ranges of the employees covered under the IBEW Utilities labor agreement, the IBEW Finance labor agreement, the IBEW Service/Clerical labor agreement, the IBEW Wastewater Treatment labor agreement, the AFSCME labor agreement, the FOP labor agreement, to amend the salary ranges of non-union employees; and to add annual Fire Retardant clothing stipends for the IBEW—Utilities, IBEW—Finance, and the non-union position Meter Reader Supervisor; and to add bilingual pay for employees covered under the IBEW Wastewater Treatment labor agreement; and to repeal those portions of Ordinance No. 9381 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 1. 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: Classification Overtime Hourly Pay Range Eligibility Min/Max Accountant 22.4279/31.6234 Exempt Accounting Technician—Solid Waste 15.5678/20.4664 40 hrs/week Assistant to the City Administrator 21.8156/30.7100 Exempt Assistant Utilities Director—Distribution 42.3235/5 .5726 Exem.. Approved as to Form 0 ;• n City Attorney ORDINANCE NO. 9396 (Cont.) Classification Overtime Hourly Pay Range Eligibility Min/Max Assistant Utilities Director—Production 45.8314/64.5335 Exempt Assistant Utilities Director—Transmission 45.8314/64.5335 Exempt Attorney 27.9079/43.0605 Exempt Biosolids Technician 17.6851/24.8946 40 hrs/week Building Department Director 32.6923/46.5165 Exempt CADD Operator 20.0830/28.3238 40 hrs/week Cemetery Superintendent 19.0049/26.7560 Exempt City Administrator 54.8239/77.1429 Exempt City Attorney 38.6391/54.3834 Exempt City Clerk 23.3413/32.8583 Exempt Civil Engineering Manager—Utility PCC 33.2113/47.4194 Exempt Collection System Supervisor 22.4072/31.8516 40 hrs/week Community Service Officer 12.5580/17.0727 40 hrs/week Custodian—Library,Police 11.5082/16.2398 40 hrs/week Customer Service Representative—Part time 8.3028/12.4542 40 hrs/week Electric Distribution Superintendent 32.4329/44.4511 Exempt Electric Distribution Supervisor 27.3888/37.5598 40 hrs/week Electric Underground Superintendent 28.8834/39.5940 Exempt Electrical Engineer I 26.2888/36.2831 Exempt Electrical Engineer II 30.4920/42.0433 Exempt Emergency Management Deputy Director 22.1684/30.3155 Exempt Emergency Management Director 31.5506/43.1330 Exempt Engineering Technician-WWTP 19.5842/27.6691 40 hrs/week Equipment Operator- Solid Waste 15.6941/22.1018 40 hrs/week Finance Director 37.0389/52.1218 Exempt Fire Chief 35.3388/50.0763 Exempt Fire Division Chief 28.9011/41.7174 Exempt Fleet Services Shop Foreman 19.9371/27.7729 40 hrs/week Golf Course Superintendent 23.6733/34.1660 Exempt Grounds Management Crew Chief—Cemetery 17.7504/24.9797 40 hrs/week Grounds Management Crew Chief—Parks 18.2829/25.7289 40 hrs/week - 2 - ORDINANCE NO. 9396 (Cont.) Classification Overtime Hourly Pay Range Eligibility Min/Max Human Resources Director 33.4291/47.6270 Exempt Human Resources Benefits&Risk Management 17.9029/26.3095 40 hrs/week Coordinator Human Resources Recruiter 17.9029/26.3095 40 hrs/week Human Resources Specialist 16.5454/23.2779 40 hrs/week Information Technology Manager 30.0500/42.2806 Exempt Legal Secretary 19.6880/26.4755 40 hrs/week Librarian I 17.1973/23.9225 Exempt Librarian II 19.0445/26.8284 Exempt Library Assistant I 12.0495/16.5849 40 hrs/week Library Assistant II 13.2741/18.2973 40 hrs/week Library Assistant Director 21.6911/30.9176 Exempt Library Director 29.3500/41.3135 Exempt Library Page 7.7112/10.6691 40 hrs/week Library Secretary 14.4158/20.4872 40 hrs/week Maintenance Worker—Golf 14.4702/20.4067 40 hrs/week Manager of Engineering Services 31.9969/45.9249 Exempt Meter Reader Supervisor 18.2004/25.6316 Exempt Office Manager—Police Department 15.7649/21.8370 40 hrs/week Parks and Recreation Director 33.1958/46.6910 Exempt Parks Superintendent 23.1960/32.8064 Exempt Payroll Specialist 16.5454/23.2779 40 hrs/week Planning Director 32.9151/46.3066 Exempt Police Captain 27.7936/39.0959 Exempt Police Chief 35.3388/50.0763 Exempt Power Plant Maintenance Supervisor 29.1128/40.9509 Exempt Power Plant Operations Supervisor 30.3053/43.6313 Exempt Power Plant Superintendent—Burdick 33.1911/46.7060 Exempt Power Plant Superintendent—PGS 38.2643/53.8199 Exempt Project Manager—Public Works 29.5060/41.5140 Exempt Public Information Officer 20.8400/29.3296 Exempt - 3 - ORDINANCE NO. 9396 (Cont.) Classification Overtime Hourly Pay Range Eligibility Min/Max Public Works Director 37.1814/52.3223 Exempt Public Works Engineer 30.8040/43.3500 Exempt Receptionist 12.8693/18.6191 40 hrs/week Recreation Coordinator 16.8131/23.4554 Exempt Recreation Superintendent 21.7221/31.1666 Exempt Regulatory and Environmental Manager 28.7103/40.3848 Exempt Senior Accountant 27.3163/38.0269 Exempt Senior Electrical Engineer 33.3669/46.0079 Exempt Senior Public Safety Dispatcher 16.8132/22.9781 40 hrs/week Senior Utility Secretary 14.8672/21.2293 40 hrs/week Shooting Range Superintendent 21.7221/31.1666 Exempt Solid Waste Division Clerk -Full Time 14.8309/19.8645 40 hrs/week Solid Waste Division Clerk-Part Time 13.2052/18.0379 40 hrs/week Solid Waste Foreman 16.4790/23.1878 40 hrs/week Solid Waste Superintendent 23.8484/33.5591 Exempt Street Superintendent 24.3895/35.5048 Exempt Street Foreman 19.1795/27.2539 40 hrs/week Turf Management Specialist 21.2760/30.1185 40 hrs/week Utilities Director 53.9371/77.2888 Exempt Utility Production Engineer 34.1231/48.0224 Exempt Utility Services Manager 27.7625/38.6391 Exempt Utility Warehouse Supervisor 22.6459/31.6337 40 hrs/week Victim Assistance Unit Coordinator 13.0250/18.3388 40 hrs/week Wastewater Engineering/Operations Superintendent 26.6209/37.6636 Exempt Wastewater Plant Chief Operator 19.6672/27.7209 40 hrs/week Wastewater Plant Engineer 31.9969/45.9249 Exempt Wastewater Plant Operations Engineer 30.8040/43.3500 Exempt Wastewater Plant Maintenance Supervisor 23.7771/32.0177 40 hrs/week Wastewater Plant Process Supervisor 24.6489/33.2320 40 hrs/week Water Superintendent 25.1378/35.5048 Exempt Water Supervisor 21.7014/31.2704 40 hrs/week -4 - ORDINANCE NO. 9396 (Cont.) Classification Overtime Hourly Pay Range Eligibility Min/Max Worker/ Seasonal 7.2500/20.0000 Exempt Worker/Temporary 7.2500/20.0000 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. 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 Eligibility Equipment Operator—Streets 14.5767/21.5934 40 hrs/week Fleet Services Mechanic 16.6282/24.6359 40 hrs/week Horticulturist 15.3913/22.8439 40 hrs/week Maintenance Worker—Cemetery 14.4663/21.4480 40 hrs/week Maintenance Worker—Parks 14.3698/21.3172 40 hrs/week Maintenance Worker— Streets 14.0660/20.8518 40 hrs/week Senior Equipment Operator—Streets 15.9708/23.6876 40 hrs/week Senior Maintenance Worker—Streets 15.9708/23.6876 40 hrs/week Traffic Signal Technician 15.9708/23.6876 40 hrs/week - 5 - ORDINANCE NO. 9396 (Cont.) 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 Eligibility Accounting Clerk 14.9673/19.8062 40 hrs/week Cashier 13.7374/18.7196 40 hrs/week Custodian 16.0413/18.9426 40 hrs/week Electric Distribution Crew Chief 29.3015/37.2660 40 hrs/week Electric Underground Crew Chief 29.3015/37.2660 40 hrs/week Engineering Technician I 18.4653/26.4203 40 hrs/week Engineering Technician II 22.8267/31.2985 40 hrs/week GIS Coordinator 23.4851/32.9545 40 hrs/week Instrument Technician 27.5431/36.3866 40 hrs/week Lineworker Apprentice 17.8613/26.1902 40 hrs/week Lineworker First Class 27.0737/32.0204 40 hrs/week Materials Handler 22.2927/29.8827 40 hrs/week Meter Reader 16.0618/20.9450 40 hrs/week Meter Technician 21.5951/26.6894 40 hrs/week Power Dispatcher I 27.0437/37.6013 40 hrs/week Power Dispatcher II 28.4043/39.4869 40 hrs/week Power Plant Maintenance Mechanic 25.5997/31.8764 40 hrs/week Power Plant Operator 30.2423/35.2271 40 hrs/week Senior Accounting Clerk 16.8236/22.0375 40 hrs/week Senior Engineering Technician 28.8821/35.3452 40 hrs/week Senior Materials Handler 25.6677/33.4801 40 hrs/week Senior Meter Reader 19.0229/22.5779 40 hrs/week Senior Power Dispatcher 32.8576/45.0898 40 hrs/week Senior Power Plant Operator 29.8174/38.2249 40 hrs/week - 6 - ORDINANCE NO. 9396 (Cont.) Classification Hourly Pay Range Overtime Min/Max Eligibility Senior Substation Technician 35.1077/36.3866 40 hrs/week Senior Water Maintenance Worker 20.8590/27.4666 40 hrs/week Substation Technician 32.5005/33.7907 40 hrs/week Systems Technician 28.6421/36.3866 40 hrs/week Tree Trim Crew Chief 25.6577/31.8632 40 hrs/week Utility Electrician 25.7121/33.7907 40 hrs/week Utility Technician 25.1128/35.3247 40 hrs/week Utility Warehouse Clerk 18.5559/22.8936 40 hrs/week Water Maintenance Worker 17.3788/24.0331 40 hrs/week Wireworker I 19.5235/27.6062 40 hrs/week Wireworker II 27.0737/32.0204 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 18.1153/25.3239 Police Sergeant 22.6731/31.0673 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 - 7 - ORDINANCE NO. 9396 (Cont.) 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 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 after 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 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 IAFF labor agreement shall work prior to overtime eligibility are as follows: Classification Hourly Pay Range Overtime Min/Max Eligibility Fire Captain 16.9624/23.5195 212 hrs/28 days Firefighter/EMT 12.6022/18.2885 212 hrs/28 days Firefighter/Paramedic 14.0702/19.8718 212 hrs/28 days - 8 - ORDINANCE NO. 9396 (Cont.) 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 included under the IBEW-WWTP labor agreement shall work prior to overtime eligibility are as follows: Classification Hourly Pay Range Overtime Min/Max Eligibility Accounting Technician—WWTP 14.7941/20.8166 40 hrs/week Equipment Operator—WWTP 16.7956/23.6332 40 hrs/week Maintenance Mechanic I 16.7956/23.6332 40 hrs/week Maintenance Mechanic II 18.8056/26.4615 40 hrs/week Maintenance Worker—WWTP 16.7956/23.6332 40 hrs/week Senior Equipment Operator—WWTP 18.1547/25.5454 40 hrs/week Wastewater Clerk 12.6376/17.7821 40 hrs/week Wastewater Plant Laboratory Technician 17.8292/25.0874 40 hrs/week Wastewater Plant Operator I 15.0216/21.1372 40 hrs/week Wastewater Plant Operator II 16.7956/23.6332 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: - 9 - ORDINANCE NO. 9396 (Cont.) Classification Hourly Pay Range Overtime Min/Max Eligibility Accounting Technician—Streets 15.8461/21.1529 40 hrs/week Accounts Payable Clerk 15.0304/21.7460 40 hrs/week Administrative Assistant 15.6343/22.4239 40 hrs/week Audio Video Technician 15.7825/22.2650 40 hrs/week Building Inspector 19.5217/27.6989 40 hrs/week Building Secretary 14.7127/20.9092 40 hrs/week Community Development Administrator 17.0325/24.4895 40 hrs/week Community Development Specialist 15.6343/22.4239 40 hrs/week Computer Operator 18.9920/24.9662 40 hrs/week Computer Programmer 21.6612/31.7452 40 hrs/week Computer Technician 19.5618/25.7156 40 hrs/week Electrical Inspector 19.5217/27.6989 40 hrs/week Emergency Management Coordinator 14.7127/20.9092 40 hrs/week Engineering Technician—Public Works 20.0830/28.3238 40 hrs/week Evidence Technician 14.6068/21.3752 40 hrs/week Finance Secretary 14.7127/20.9092 40 hrs/week GIS Coordinator 22.2676/31.2460 40 hrs/week Maintenance Worker I—Building, Library 15.3482/20.7715 40 hrs/week Maintenance Worker II—Building,Police 16.1744/21.9260 40 hrs/week Parks and Recreation Secretary 14.7127/20.9092 40 hrs/week Planning Secretary 14.7127/20.9092 40 hrs/week Planning Technician 20.1433/28.3407 40/hrs/week Plans Examiner 19.5217/27.6989 40 hrs/week Plumbing Inspector 19.5217/27.6989 40 hrs/week Police Records Clerk—Full Time 13.1344/18.2824 40 hrs/week Public Safety Dispatcher 14.8292/21.6612 40 hrs/week Shooting Range Operator 20.3795/27.6247 40 hrs/week Stormwater Technician 20.0830/28.3238 40 hrs/week Utility Secretary 14.7127/20.9092 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 - 10 - ORDINANCE NO. 9396 (Cont.) 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 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 labor agreements shall resign, or his or her employment be teHninated 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. Employees covered by the IBEW — Utilities, the IBEW — Finance labor agreements, and the non-union position of Meter Reader Supervisor who are required to wear full fire retardant clothing will be eligible for an annual stipend of $600 to purchase or rent required uniforms. Those employees who are required to wear partial fire retardant clothing will be eligible for an annual stipend of$350. Employees will be reimbursed for said purchases with a receipt showing proof of purchase. 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. - 11 - ORDINANCE NO. 9396 (Cont.) Non-union employees and employees covered by the FOP labor agreement, the IBEW Utilities, Finance, Service/Clerical and Wastewater Treatment Plant 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 noimally 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. 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, - 12 - ORDINANCE NO. 9396 (Cont.) 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 payment for thirty-eight percent (38%) of their accumulated medical leave at the time of their retirement, not to exceed five 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 - 13 - ORDINANCE NO. 9396 (Cont.) (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 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 department 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 - 14 - ORDINANCE NO. 9396 (Cont.) 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 11. 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. 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 effective October 8, 2012. SECTION 13. Those portions of Ordinance No. 9381 and all other parts of ordinances in conflict herewith be, and the same are, hereby repealed. Enacted: August 28, 2012. / 4411111°11 \ .fc . ' J, avric=! , yQr. Attest: ,R > /6.',' RaNae Edwards, City Clerk °' �h - ipnil / I