10/14/2014 Resolutions 2014-318 - RESOLUTION 2014-318
WHEREAS, the Grand Island City Council has decided to amend certain sections
of Chapters Four and Five of the City of Grand Island Personnel Rules and Regulations,
NOW, THEREFORE, BE IT RESOLVED BY THE MAYOR AND COUNCIL
OF THE CITY OF GRAND ISLAND, NEBRASKA, that City of Grand Island Personnel Rules
and Regulations be amended to read as follows:
Sec.4.02 PAID HOLIDAYS
The City recognizes the following holidays as paid holidays and the dates that they will be
observed on:
New Year's Day January 1
Martin Luther King, Jr. Day Third Monday in January
Memorial Day Last Monday in May
Independence Day July 4
Labor Day First Monday in September
Veteran's Day November 11
Thanksgiving Day Fourth Thursday in November
Day after Thanksgiving Day
Christmas Day December 25
When a holiday falls on a Saturday, it will be observed on the preceding Friday. When a holiday
falls on a Sunday, it will be observed on the following Monday. The Mayor may designate such
special holidays as circumstances merit.
Non-exempt regular full-time and part-time employees who are required to work on a holiday
will be granted overtime pay for the time period worked. Regular part-time employees, who
work an average of at least 30 hours per week, will be eligible for paid holidays on a prorated
basis.
Temporary/Seasonal employees are not eligible for paid holidays, and if required to work on a
holiday will be paid for the time worked at their normal rate of pay.
If a holiday occurs while an employee is on Worker's Compensation or other disability
compensation, no credit for the holiday will be allowed. In order to receive pay for an observed
holiday, an employee must not have been absent without pay on the workday immediately
preceding or immediately following the holiday unless excused by his/her supervisor.
Employees in classifications that do not provide for overtime pay(exempt) shall receive annually
a paid holiday to be known as a Convenience Day. The employee's supervisor must approve the
__ date selected.
Sec. 4.03 VACATION LEAVE
Vacation leave must be used in not less than one-half hour increments.
All regular status full-time employees are eligible to take vacation leave as it is earned and will
accrue vacation leave in bi-weekly increments in the following manivr•
Approved as to Form
October 10,2014 0 City'"orney
Years 1 through 4 10 working days
Years 5 through 6 15 working days
Years 7 through 8 16 working days
Years 9 through 10 17 working days
Years 11 through 12 18 working days
Year 13 19 working days
Years 14 through 19 20 working days
Years 20 through 24 21 working days
Year 25 and beyond 22 working days
Regular part-time status employees will accrue vacation at a prorated amount based on the
average hours worked. Employees who are promoted to full time from another status will accrue
vacation based upon the full time status date.
' Temporary/seasonal employees are not eligible for paid vacations.
Directors will make every effort to grant requested vacation time; however, it must be approved
in advance and will be granted on the basis of work requirements of the department. Seniority
will be considered when scheduling vacations within the department.
Each employee will take a period of vacation that allows him or her to be away from the
workplace for a minimum of five consecutive work days which may include the use of personal
leave. Holidays, which occur during an employee's vacation, do not count as vacation time.
Sec. 4.11 PERSONAL LEAVE
Personal leave must be used in not less than one-hour increments.
The City provides two non-cumulative personal leave days to all full-time regular status
employees that will be granted at the beginning of the calendar year and must be used by
December 15th. Personal leave days are provided to employees to use in lieu of medical days for
routine medical visits and to allow employees to take care of other personal business.
CHAPTER 5
BENEFITS
Sec. 5.07 BILINGUAL PAY
Employees who are proficient in an approved second language will be paid $1,500 per calendar
year, payable in the second check in November. In order for an employee to collect bilingual
pay, the employee must be actively employed in November. The Department Director will
determine whether bilingual skills are needed based upon the interaction of the department with
the public. If bilingual skills are needed, the Department Director will determine which
languages are"approved"based upon the needs of the department as they relate to the
demographics of Grand Island.
A test will be given by the Human Resources Department to test the proficiency of the employees
in each approved language before an employee is eligible for bilingual pay. The bilingual test
will measure, among other things, an employee's conversational ability.
Bilingual pay will be prorated based on the employee's average hours worked. An employee that
is hired as an interpreter will not be eligible for bilingual pay.
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Adopted by the City Council of the City of Grand Island,Nebraska, October 14, 2014.
t Alite .(Y .. f
• av 'cek, Mayor
Attest:
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Nicki Stoltenberg, Assistant to 'e City Administrator
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