05/26/2015 Ordinances 9538 ORDINANCE NO. 9538
An ordinance to amend Ordinance 9519 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—to add
the non-union position and salary range of Customer Service Team Leader; add the non-union
position and salary range of Assistant Finance Director; to remove the non-union position and
salary range of Senior Accountant; to add the IBEW Finance position and salary range of Payroll
Clerk; and to repeal those portions of Ordinance No. 9519 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 foul".
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:
Hourly Pay Range Overtime
Classification Min/Max Eligibility
Accountant 22.9886/32.9003 Exempt
Accounting Technician—Solid Waste 17.9715/23.0181 40 hrs/week
Assistant to the City Administrator 22.3610/31.4778 Exempt
Assistant Finance Director 32.1919/46.4935 Exempt
Assistant Public Works Director/Manager of
Engineering Services 33.2069/50.4151 Exempt
Assistant Utilities Director—Distribution 47.6003/67.6416 Exempt
Assistant Utilities Director—Production 51.5458/73.2746 Exempt
Assistant Utilities Director—Transmission 51.5458/73.2746 Exempt
Approved as to Form Arlb.i
May 26,2015 ti City 01 ney
ORDINANCE NO. 9538 (Cont.)
Hourly Pay Range Overtime
Classification Min/Max Eligibility
Attorney 28.6056/44.1370 Exempt
Biosolids Technician 18.1272/26.7290 40 hrs/week
Building Department Director 33.5096/48.9906 Exempt
CADD Operator 20.5851/29.6126 40 hrs/week
Cemetery Superintendent 20.8630/30.9603 Exempt
City Administrator 63.7373/79.0715 Exempt
City Attorney 40.4963/58.3908 Exempt
City Clerk 26.6290/38.0214 Exempt
Civil Engineer I 27.7544/40.1236 Exempt
Civil Engineer II 32.1919/46.4935 Exempt
Civil Engineering Manager—Utility PCC 35.0629/52.4386 Exempt
Collection System Supervisor 22.9674/32.6479 40 hrs/week
Community Service Officer 14.1913/19.6625 40 hrs/week
Custodian—Library,Police 13.0050/18.3520 40 hrs/week
Customer Service Representative—Part time 8.8508/13.2762 40 hrs/week
Customer Service Team Leader 19.4006/26.5017 Exempt
Electric Distribution Superintendent 36.0403/49.1560 Exempt
Electric Distribution Supervisor 30.4351/41.5354 40 hrs/week
Electric Underground Superintendent 32.0961/43.7850 Exempt
Electrical Engineer I 27.7544/40.1236 Exempt
Electrical Engineer II 32.1919/46.4935 Exempt
Emergency Management Deputy Director 23.8588/34.3400 Exempt
Emergency Management Director 33.9564/48.8590 Exempt
Engineer I—Public Works 30.2438/42.5519 Exempt
Engineer I—WWTP 30.2468/42.5519 Exempt
Engineering Technician-WWTP 20.0738/28.3608 40 hrs/week
Equipment Operator- Solid Waste 17.2286/24.9764 40 hrs/week
Finance Director 39.3885/59.0413 Exempt
Finance Operations Supervisor 20.9100/29.5674 Exempt
Fire Chief 38.0334/56.7241 Exempt
Fire EMS Division Chief 32.6600/47.1433 Exempt
Fire Operations Division Chief 32.6600/47.1433 Exempt
Fire Prevention Division Chief 32.6600/45.7964 Exempt
Fleet Services Shop Foreman 22.6375/32.1368 40 hrs/week
GIS Coordinator-PW 25.1945/38.2633 40 hrs/week
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ORDINANCE NO. 9538 (Cont.)
Hourly Pay Range Overtime
Classification Min/Max Eligibility
Golf Course Superintendent 24.2651/35.0203 Exempt
Grounds Management Crew Chief—Cemetery 18.5580/28.2286 40 hrs/week
Grounds Management Crew Chief—Parks 19.5364/29.0753 40 hrs/week
Human Resources Director 34.2649/50.7704 Exempt
Human Resources Benefits/Risk Mgmt Coordinator 19.6100/30.4434 40 hrs/week
Human Resources Recruiter 19.6100/30.4434 40 hrs/week
Human Resources Specialist 19.1903/29.6632 40 hrs/week
Information Technology Manager 33.9584/50.0820 Exempt
Legal Secretary 20.1802/27.2731 40 hrs/week
Librarian I 18.2883/25.6853 Exempt
Librarian II 20.2526/28.8054 Exempt
Library Assistant I 12.3507/17.8495 40 hrs/week
Library Assistant II 15.0006/20.6771 40 hrs/week
Library Assistant Director 27.6411/41.9108 Exempt
Library Director 35.6605/51.9403 Exempt
Library Page 8.0000/11.3326 40 hrs/week
Library Secretary 15.1825/21.5769 40 hrs/week
Maintenance Worker—Golf 15.2398/23.1708 40 hrs/week
Meter Reader Supervisor 18.7488/27.3890 Exempt
MPO Program Manager 24.1900/35.9570 Exempt
Office Manager—Police Department 17.5184/24.6771 40 hrs/week
Parks and Recreation Director 37.5134/54.7930 Exempt
Parks Superintendent 26.2129/38.1401 Exempt
Payroll Specialist 18.3412/26.3055 40 hrs/week
Planning Director 36.7534/53.3309 Exempt
Police Captain 32.1609/45.5589 Exempt
Police Chief 39.5548/56.7241 Exempt
Power Plant Maintenance Supervisor 30.8105/43.5488 Exempt
Power Plant Operations Supervisor 34.2469/49.0714 Exempt
Power Plant Superintendent—Burdick 37.3294/53.0324 Exempt
Power Plant Superintendent—PGS 43.0351/61.1099 Exempt
Public Infounation Officer 24.0579/35.4724 Exempt
Public Works Director 39.8259/59.1275 Exempt
Public Works Engineer 31.5741/45.6556 Exempt
Receptionist 14.6124/21.9522 40 hrs/week
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ORDINANCE NO. 9538 (Cont.)
Hourly Pay Range Overtime
Classification Min/Max Eligibility
Recreation Coordinator 19.0905/28.0424 Exempt
Recreation Superintendent 27.6185/41.2440 Exempt
Regulatory and Environmental Manager 30.3109/44.6594 Exempt
Senior Electrical Engineer 35.2271/50.8778 Exempt
Senior Public Safety Dispatcher 18.3667/24.2591 40 hrs/week
Senior Utility Secretary 15.6579/22.3584 40 hrs/week
Shooting Range Superintendent 24.3135/36.2336 Exempt
Solid Waste Division Clerk -Full Time 17.0806/22.3412 40 hrs/week
Solid Waste Division Clerk-Part Time 15.2083/20.2869 40 hrs/week
Solid Waste Foreman 19.4289/27.5942 40 hrs/week
Solid Waste Superintendent 27.7256/41.2443 Exempt
Street Superintendent 27.2993/40.1226 Exempt
Street Foreman 21.6740/31.3880 40 hrs/week
Turf Management Specialist 21.8079/30.8715 40 hrs/week
Utilities Director 65.0835/89.0128 Exempt
Utility Production Engineer 36.0255/53.1054 Exempt
Utility Warehouse Supervisor 24.4887/34.9820 40 hrs/week
Victim Assistance Unit Coordinator 14.4738/20.7240 40 hrs/week
Wastewater Plant Chief Operator 22.2252/30.7296 40 hrs/week
Wastewater Plant Engineer 32.7969/47.7791 Exempt
Wastewater Plant Operations Engineer 31.5741/45.1003 Exempt
Wastewater Plant Maintenance Supervisor 24.3715/32.8181 40 hrs/week
Wastewater Plant Regulatory Compliance Manager 25.8665/36.9703 Exempt
Water Superintendent 28.4074/41.4713 Exempt
Water Supervisor 23.5898/34.2437 40 hrs/week
Worker/ Seasonal 8.0000/20.0000 Exempt
Worker/Temporary 8.0000/20.0000 40 hrs/week
A shift differential of$0.25 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. Employees who work full shifts from 11:00 p.m. to
7:00 a.m. will receive a shift differential of$0.25 per hour. This does not include persons who
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ORDINANCE NO. 9538 (Cont.)
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:
Hourly Pay Range Overtime
Classification Min/Max Eligibility
Equipment Operator—Streets 16.1640/23.9447 40 hrs/week
Fleet Services Mechanic 18.3122/27.1309 40 hrs/week
Horticulturist 17.5359/26.0270 40 hrs/week
Maintenance Worker—Cemetery 15.7845/23.4024 40 hrs/week
Maintenance Worker—Parks 15.6427/23.2057 40 hrs/week
Maintenance Worker—Streets 15.4192/22.8578 40 hrs/week
Senior Equipment Operator—Streets 17.5883/26.0865 40 hrs/week
Senior Maintenance Worker—Streets 17.5478/26.0264 40 hrs/week
Traffic Signal Technician 17.5072/25.9663 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:
Hourly Pay Range Overtime
Classification Min/Max Eligibility
Accounting Clerk 15.9556/21.1141 40 hrs/week
Cashier 14.7504/20.0999 40 hrs/week
Custodian 16.4824/19.4635 40 hrs/week
Electric Distribution Crew Chief 31.5374/40.1096 40 hrs/week
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ORDINANCE NO. 9538 (Cont.)
Hourly Pay Range Overtime
Classification Min/Max Eligibility
Electric Underground Crew Chief 31.5374/40.1096 40 hrs/week
Engineering Technician I 19.3051/27.6220 40 hrs/week
Engineering Technician II 23.8649/32.7220 40 hrs/week
Instrument Technician 29.2910/38.6958 40 hrs/week
Lineworker Apprentice 20.0501/29.3996 40 hrs/week
Lineworker First Class 29.8350/35.2863 40 hrs/week
Materials Handler 22.9057/30.7045 40 hrs/week
Meter Reader 17.4937/22.8123 40 hrs/week
Meter Technician 23.5203/29.0688 40 hrs/week
Payroll Clerk 15.9556/21.1141 40 hrs/week
Power Dispatcher I 27.7874/38.6353 40 hrs/week
Power Dispatcher II 29.1854/40.5728 40 hrs/week
Power Plant Maintenance Mechanic 27.8819/34.7182 40 hrs/week
Power Plant Operator 31.0740/36.1958 40 hrs/week
Senior Accounting Clerk 17.8912/23.4360 40 hrs/week
Senior Engineering Technician 31.0860/38.0423 40 hrs/week
Senior Materials Handler 27.7582/36.2068 40 hrs/week
Senior Meter Reader 20.7188/24.5907 40 hrs/week
Senior Power Dispatcher 34.7740/47.7197 40 hrs/week
Senior Power Plant Operator 32.7054/41.9272 40 hrs/week
Senior Substation Technician 37.7867/39.1631 40 hrs/week
Senior Water Maintenance Worker 22.7186/29.9152 40 hrs/week
Substation Technician 34.9805/36.3691 40 hrs/week
Systems Technician 30.8277/39.1631 40 hrs/week
Tree Trim Crew Chief 27.9451/34.7038 40 hrs/week
Utility Electrician 27.2778/35.8483 40 hrs/week
Utility Technician 26.3840/37.1128 40 hrs/week
Utility Warehouse Clerk 20.2102/24.9346 40 hrs/week
Water Maintenance Worker 18.9281/26.1756 40 hrs/week
Wireworker I 21.5148/30.4219 40 hrs/week
Wireworker II 29.8350/35.2863 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
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ORDINANCE NO. 9538 (Cont.)
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
Classification Min/Max
Police Officer 19.8680/29.2110
Police Sergeant 24.8667/35.8359
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 thirty (30) 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
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ORDINANCE NO. 9538 (Cont.)
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:
Hourly Pay Range Overtime
Classification Min/Max Eligibility
Fire Captain 18.7981/26.0650 212 hrs/28 days
Firefighter/EMT 14.0979/20.4591 212 hrs/28 days
Firefighter/Paramedic 15.8872/22.4380 212 hrs/28 days
Life Safety Inspector 21.4104/30.3788 40 hrs/week
Shift Commander 22.7027/29.7114 212 hrs/28 days
IAFF employees, with the exception of the Life Safety Inspector, will be eligible
for overtime pay for hours worked in excess of 212 hours in each 28-day pay period, unless
recall or mandatory overtime is required as specified in the IAFF labor agreement. When an
employee is assigned as an Apparatus Operator (not including ambulance or service vehicles) for
an entire 24 hour shift, the employee will receive an additional fifty cents ($.50) per hour.
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
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ORDINANCE NO. 9538 (Cont.)
included under the IBEW-WWTP labor agreement shall work prior to overtime eligibility are as
follows:
Hourly Pay Range Overtime
Classification Min/Max Eligibility
Accounting Technician—WWTP 15.9229/22.4051 40 hrs/week
Equipment Operator—WWTP 17.2575/24.2831 40 hrs/week
Maintenance Mechanic I 17.6458/24.8295 40 hrs/week
Maintenance Mechanic II 19.9508/28.0728 40 hrs/week
Maintenance Worker—WWTP 17.8184/25.0723 40 hrs/week
Wastewater Clerk 13.6019/19.1390 40 hrs/week
Wastewater Plant Laboratory Technician 18.8233/26.4862 40 hrs/week
Wastewater Plant Operator I 16.1293/22.6958 40 hrs/week
Wastewater Plant Operator II 18.0341/25.3758 40 hrs/week
Employees covered under the IBEW Wastewater Treatment Plant labor agreement who are
regularly scheduled to work swing shift will receive an additional 15 cents ($0.15) per hour;
employees who are regularly scheduled to work graveyard shift will receive an additional 25
cents ($0.25) per hour for wages attributable to those shifts. One lead Maintenance Worker
covered under the IBEW Wastewater Treatment Plant labor agreement may receive forty dollars
($40)per pay period stipend.
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:
Hourly Pay Range Overtime
Classification Min/Max Eligibility
Accounting Technician—Streets 16.9739/22.6583 40 hrs/week
Accounts Payable Clerk 15.9842/23.1260 40 hrs/week
Administrative Assistant 16.9879/24.3654 40 hrs/week
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ORDINANCE NO. 9538 (Cont.)
Administrative Assistant-Parks 16.2511/23.0955 40 hrs/week
Audio Video Technician 17.0679/24.0784 40 hrs/week
Building Inspector 20.6101/29.2433 40 hrs/week
Building Secretary 15.6842/22.2899 40 hrs/week
Community Development Administrator 18.5072/26.6099 40 hrs/week
Community Development Specialist 16.9879/24.3654 40 hrs/week
Computer Operator 20.5388/26.9996 40 hrs/week
Computer Programmer 22.7577/33.3521 40 hrs/week
Computer Technician 21.1549/27.8100 40 hrs/week
Crime Analyst 18.7931/26.6798 40 hrs/week
Electrical Inspector 20.6101/29.2433 40 hrs/week
Emergency Management Coordinator 16.2511/23.0955 40 hrs/week
Engineering Technician—Public Works 20.6353/29.1027 40 hrs/week
Evidence Technician 15.4963/22.6768 40 hrs/week
Finance Secretary 15.6842/22.2899 40 hrs/week
GIS Coordinator 24.0812/33.7908 40 hrs/week
Maintenance Worker I—Building, Library 15.7703/21.3427 40 hrs/week
Maintenance Worker II—Building,Police 16.6192/22.5290 40 hrs/week
Planning Secretary 15.6842/22.2899 40 hrs/week
Planning Technician 21.5251/30.2849 40/hrs/week
Plans Examiner 20.8608/29.5990 40 hrs/week
Plumbing Inspector 20.6101/29.2433 40 hrs/week
Police Records Clerk—Full Time 14.0354/19.5366 40 hrs/week
Public Safety Dispatcher 15.6560/22.8690 40 hrs/week
Shooting Range Operator 21.5681/29.2359 40 hrs/week
Stormwater Technician 20.6353/29.1027 40 hrs/week
Utility Secretary 15.6842/22.2899 40 hrs/week
A shift differential of$0.15 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. Employees who work full shifts from 11:00 p.m. to 7:00 a.m. will
receive a shift differential of$0.25 per hour. 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. A shift differential of$0.25 per hour shall be added to the base hourly
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ORDINANCE NO. 9538 (Cont.)
wage for persons who work rotating shifts covered by the IBEW Utilities labor agreement in the
employee classifications of Power Dispatcher I, Power Dispatcher II, Power Plant Operator,
Senior Power Dispatcher and Senior Power Plant Operator.
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, except Life Safety Inspector,
will be credited five hundred twenty-five dollars ($525) annual credit to be used for the purchase
of the uniform item purchases as needed. New hires will receive four hundred dollars ($400)
credit for the purchase of initial uniforms. After probation they shall receive an additional five
hundred dollars ($500) for the purchase of a Class A uniform or other items as necessary. All
employees of the FOP labor agreement shall be paid a clothing and unifolln allowance in
addition to regular salary of$25.00 per pay period. If any such employee covered by the FOP
labor agreements shall resign, or his or her employment be teaninated 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. New employees covered by the IBEW — Utilities labor
agreement who are required to wear full fire retardant (FR) clothing will be eligible for a one-
time reimbursement up to $1,200 to purchase or rent required uniforms. All other employees
required to wear full FR clothing will be eligible for reimbursement up to $600 annually. 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
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ORDINANCE NO. 9538 (Cont.)
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.
Non-union employees and employees covered by the FOP labor agreement, the
IAFF labor agreement, the IBEW Utilities, Finance, Service/Clerical and Wastewater Treatment
Plant labor agreements may receive an annual stipend not to exceed $1,500 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 labor agreement 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 noiinally 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-by 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,
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ORDINANCE NO. 9538 (Cont.)
Water Supervisor, and Electric Underground Superintendent 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 agreements 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 actual
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$15 biweekly. The City will reimburse 60% of the actual cost of
providing up to 2 pairs of steel toe or safety toe boots that meets the ANSI standard per contract
year for employees covered by the IBEW Wastewater Treatment Plant labor agreement.
SECTION 9. Employees shall be compensated for unused medical leave as
follows:
(A) All employees covered in the IBEW Utilities 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 1,039 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, with the
exception of Life Safety Inspector, 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 =
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ORDINANCE NO. 9538 (Cont.)
598.88 hours). The Life Safety Inspector 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 1,084 = 542). The amount of
contribution will be based upon the employee's salary at the time of retirement.
Employees covered by the IBEW Service/Clerical, IBEW Finance, and IBEW
Wastewater Treatment Plant labor agreements shall have a contribution to a
VEBA made on their behalf in lieu of payment for twenty-five percent (25%) 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 334.75 hours (calculated
at 25% x 1,339 hours = 334.75 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 1,084 = 542). The
amount of contribution will be based upon the employee's salary at the time of
retirement. Employees hired before October 1, 2014 covered by the AFSCME
labor agreement shall be paid thirty-five (35%) 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 sixty-eight and sixty-five
hundredths hours (calculated at 35% x 1339 hours = 468.65 hours). Employees
hired on or after October 1, 2014, covered by the AFSCME labor agreement will
not receive compensation at retirement for unused medical leave. All employees
covered under the FOP labor agreement shall be paid thirty-seven and one-half
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ORDINANCE NO. 9538 (Cont.)
percent (37.5%) of their accumulated medical leave bank at the time of their
retirement, not to exceed four hundred eighty hours (calculated at 37.5% x 1,280
hours = 480 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 six hundred forty hours (50% x
1,280 hours= 640 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
based upon the salary at the time of teuuination. 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, IBEW Wastewater Treatment Plant, and IBEW Finance labor
agreements shall have a contribution made on their behalf to the VEBA account of$15 per pay
period. Employees represented by the IBEW Utilities labor agreement shall have a contribution
made on their behalf to their VEBA account in the amount of$20.00 per pay period. Employees
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ORDINANCE NO. 9538 (Cont.)
represented by the IAFF labor agreement shall have a contribution made on their behalf to the
VEBA account of$10 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.
SECTION 13. Those portions of Ordinance No. 9519 and all other parts of
ordinances in conflict herewith be, and the same are, hereby repealed.
Enacted: May 26, 2015.
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Attest: •
111 0 -OF GRAND,, ,,�
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RaNae Edwards, City Clerk v '' ' " 0 r
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