12/22/2015 Ordinances 9570 ORDINANCE NO. 9570
An ordinance to amend Ordinance 9560 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 for the non-union position of Library Page, Seasonal Worker and Temporary
Worker to comply with the 2016 Nebraska minimum wage; to rename the IBEW Service
Clerical position of Building Secretary to Administrative Assistant; to rename the IBEW Service
Clerical position of Planning Secretary to Administrative Assistant; and to repeal those portions
of Ordinance No. 9560 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 foal!.
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 23.5633/33.7228 Exempt
Accounting Technician—Solid Waste 19.5260/23.5936 40 hrs/week
Assistant to the City Administrator 22.9200/32.2648 Exempt
Assistant Finance Director 32.9968/47.6559 Exempt
Assistant Public Works Director/Manager of
Engineering Services 34.0370/51.6755 Exempt
Assistant Utilities Director—Distribution 48.7903/69.3328 Exempt
Assistant Utilities Director—Production 52.8344/75.106_4_ Exempt
pt
Approved as to Form b
cl City Attorney
ORDINANCE NO. 9570 (Cont.)
Hourly Pay Range Overtime
Classification Min/Max Eligibility
Assistant Utilities Director—Transmission 52.8344/75.1064 Exempt
Attorney 29.3208/45.2405 Exempt
Biosolids Technician 18.5804/27.3972 40 hrs/week
Building Department Director 34.3474/50.2154 Exempt
CADD Operator 21.0997/30.3529 40 hrs/week
Cemetery Superintendent 21.3846/33.6384 Exempt
City Administrator 69.4139/81.0483 Exempt
City Attorney 41.5086/59.8505 Exempt
City Clerk 28.7959/41.4076 Exempt
Civil Engineer I 28.4483/41.1268 Exempt
Civil Engineer II 32.9968/47.6559 Exempt
Civil Engineering Manager—Utility PCC 35.9394/53.7496 Exempt
Collection System Supervisor 23.5416/33.4641 40 hrs/week
Community Service Officer 15.0188/21.2122 40 hrs/week
Custodian—Library, Police 13.7301/19.7513 40 hrs/week
Customer Service Representative—Part time 9.0721/13.6081 40 hrs/week
Customer Service Team Leader 19.8856/27.1643 Exempt
Electric Distribution Superintendent 36.9413/50.3850 Exempt
Electric Distribution Supervisor 31.1960/42.5738 40 hrs/week
Electric Underground Superintendent 32.8985/44.8796 Exempt
Electrical Engineer I 28.4483/41.1268 Exempt
Electrical Engineer II 32.9968/47.6559 Exempt
Emergency Management Deputy Director 24.4553/36.9584 Exempt
Emergency Management Director 34.8053/52.5845 Exempt
Engineer I—Public Works 30.9998/43.6156 Exempt
Engineer I—WWTP 30.9998/43.6156 Exempt
Engineering Technician-WWTP 20.5756/29.0698 40 hrs/week
Equipment Operator-Solid Waste 17.6593/26.2408 40 hrs/week
Finance Director 40.3733/63.5433 Exempt
Finance Operations Supervisor 21.4328/30.3065 Exempt
Fire Chief 38.9843/61.0493 Exempt
Fire EMS Division Chief 34.5645/48.9259 Exempt
Fire Operations Division Chief 34.5645/48.9259 Exempt
Fire Prevention Division Chief 34.4808/46.9413 Exempt
Fleet Services Shop Foreman 23.2034/34.9990 40 hrs/week
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ORDINANCE NO. 9570 (Cont.)
Hourly Pay Range Overtime
Classification Min/Max Eligibility
GIS Coordinator-PW 25.8244/39.2199 40 hrs/week
Golf Course Superintendent 24.8718/35.8958 Exempt
Grounds Management Crew Chief—Cemetery 19.0220/30.1640 40 hrs/week
Grounds Management Crew Chief—Parks 20.0248/30.3237 40 hrs/week
Human Resources Director 35.1215/52.0396 Exempt
Human Resources Benefits/Risk Mgmt Coordinator 20.8994/33.9014 40 hrs/week
Human Resources Recruiter 20.8994/33.9014 40 hrs/week
Human Resources Specialist 20.8994/33.9014 40 hrs/week
Information Technology Manager 34.8074/55.1841 Exempt
Legal Secretary 20.6847/27.9549 40 hrs/week
Librarian I 18.7455/26.3274 Exempt
Librarian II 20.7590/29.5255 Exempt
Library Assistant I 12.6595/18.2957 40 hrs/week
Library Assistant II 15.6447/22.1478 40 hrs/week
Library Assistant Director 31.5904/49.4024 Exempt
Library Director 39.7504/58.9620 Exempt
Library Page 9.0000/12.4159 40 hrs/week
Library Secretary 15.7519/22.3860 40 hrs/week
Maintenance Worker—Golf 15.6208/24.9970 40 hrs/week
Meter Reader Supervisor 19.2174/28.0738 Exempt
MPO Program Manager 24.7948/36.8559 Exempt
Office Manager—Police Department 17.9564/26.4955 40 hrs/week
Parks and Recreation Director 38.4511/60.0943 Exempt
Parks Superintendent 27.2713/41.6346 Exempt
Payroll Specialist 18.7997/28.1091 40 hrs/week
Planning Director 37.6723/57.6708 Exempt
Police Captain 34.9429/49.7333 Exempt
Police Chief 42.1654/61.0493 Exempt
Power Plant Maintenance Supervisor 31.5808/44.6375 Exempt
Power Plant Operations Supervisor 35.6296/50.2981 Exempt
Power Plant Superintendent—Burdick 38.2626/54.3581 Exempt
Power Plant Superintendent—PGS 44.1110/62.6376 Exempt
Public Information Officer 26.1389/39.4498 Exempt
Public Works Director 40.8216/63.4845 Exempt
Public Works Engineer 32.3635/46.7971 Exempt
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ORDINANCE NO. 9570 (Cont.)
Hourly Pay Range Overtime
Classification Min/Max Eligibility
Receptionist 15.7641/24.1323 40 hrs/week
Recreation Coordinator 20.5951/30.9711 Exempt
Recreation Superintendent 31.4938/47.9823 Exempt
Regulatory and Environmental Manager 31.0686/45.7759 Exempt
Senior Electrical Engineer 36.1078/52.1496 Exempt
Senior Public Safety Dispatcher 18.8259/24.8656 40 hrs/week
Senior Utility Secretary 16.0493/22.9174 40 hrs/week
Shooting Range Superintendent 25.2951/39.5535 Exempt
Solid Waste Division Clerk -Full Time 18.6018/22.8997 40 hrs/week
Solid Waste Division Clerk-Part Time 16.5628/20.7941 40 hrs/week
Solid Waste Foreman 21.2589/30.4054 40 hrs/week
Solid Waste Superintendent 30.2660/46.2916 Exempt
Street Superintendent 27.9816/42.5650 Exempt
Street Foreman 22.6046/34.1031 40 hrs/week
Turf Management Specialist 22.3531/31.6433 40 hrs/week
Utilities Director 72.3810/96.4843 Exempt
Utility Production Engineer 36.9261/54.4330 Exempt
Utility Warehouse Supervisor 25.1009/35.8566 40 hrs/week
Victim Assistance Unit Coordinator 14.8356/22.1980 40 hrs/week
Victim/Witness Advocate 13.5989/20.3476 40 hrs/week
Wastewater Plant Chief Operator 23.0656/31.4978 40 hrs/week
Wastewater Plant Engineer 33.6168/48.9736 Exempt
Wastewater Plant Operations Engineer 32.3635/46.2278 Exempt
Wastewater Plant Maintenance Supervisor 24.9808/33.6386 40 hrs/week
Wastewater Plant Regulatory Compliance Manager 26.5131/37.8945 Exempt
Water Superintendent 30.5735/45.3774 Exempt
Water Supervisor 24.1795/35.0998 40 hrs/week
Worker/Seasonal 9.0000/20.0000 Exempt
Worker/Temporary 9.0000/20.0000 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 any hours or portion
thereof that begins between 3:00 p.m. and 11:00 p.m. Employees who work any hours or portion
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ORDINANCE NO. 9570 (Cont.)
thereof 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.
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 17.6592/26.1596 40 hrs/week
Fleet Services Mechanic 19.8687/29.4370 40 hrs/week
Horticulturist 19.6840/29.2153 40 hrs/week
Maintenance Worker—Cemetery 16.9683/25.1576 40 hrs/week
Maintenance Worker—Parks 16.7768/24.8881 40 hrs/week
Maintenance Worker—Streets 16.6527/24.6864 40 hrs/week
Senior Equipment Operator—Streets 19.0833/28.3039 40 hrs/week
Senior Maintenance Worker—Streets 18.9955/28.1736 40 hrs/week
Traffic Signal Technician 18.9078/28.0436 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 16.5539/21.9059 40 hrs/week
Cashier 15.4142/21.0044 40 hrs/week
Custodian 16.8533/19.9014 40 hrs/week
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ORDINANCE NO. 9570 (Cont.)
Hourly Pay Range Overtime
Classification Min/Max Eligibility
Electric Distribution Crew Chief 32.2470/41.0121 40 hrs/week
Electric Underground Crew Chief 32.2470/41.0121 40 hrs/week
Engineering Technician I 19.7395/28.2435 40 hrs/week
Engineering Technician II 24.4019/33.4582 40 hrs/week
Instrument Technician 29.9500/39.5665 40 hrs/week
Lineworker Apprentice 21.7042/31.8251 40 hrs/week
Lineworker First Class 31.6997/37.4917 40 hrs/week
Materials Handler 23.4211/31.3954 40 hrs/week
Meter Reader 18.1497/23.6678 40 hrs/week
Meter Technician 24.4611/30.2316 40 hrs/week
Payroll Clerk 16.5539/21.9059 40 hrs/week
Power Dispatcher I 28.4126/39.5046 40 hrs/week
Power Dispatcher II 29.8421/41.4857 40 hrs/week
Power Plant Maintenance Mechanic 28.9972/36.1069 40 hrs/week
Power Plant Operator 31.7732/37.0102 40 hrs/week
Senior Accounting Clerk 18.5174/24.2563 40 hrs/week
Senior Engineering Technician 31.7854/38.8983 40 hrs/week
Senior Materials Handler 28.3828/37.0215 40 hrs/week
Senior Meter Reader 21.4958/25.5129 40 hrs/week
Senior Power Dispatcher 35.5564/48.7934 40 hrs/week
Senior Power Plant Operator 34.8313/44.6525 40 hrs/week
Senior Substation Technician 38.6369/40.0443 40 hrs/week
Senior Water Maintenance Worker 23.7409/31.2614 40 hrs/week
Substation Technician 35.7676/37.1874 40 hrs/week
Systems Technician 31.5213/40.0443 40 hrs/week
Tree Trim Crew Chief 29.0629/36.0920 40 hrs/week
Utility Electrician 27.8916/36.6549 40 hrs/week
Utility Technician 26.9776/37.9478 40 hrs/week
Utility Warehouse Clerk 21.0186/25.9320 40 hrs/week
Water Maintenance Worker 19.4013/26.8300 40 hrs/week
Wireworker I 22.8595/32.3233 40 hrs/week
Wireworker II 31.6997/37.4917 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. 9570 (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 20.3647/31.1988
Police Sergeant 25.4884/38.2746
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. 9570 (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 19.3620/26.8470 212 hrs/28 days
Firefighter/EMT 14.5913/21.1752 212 hrs/28 days
Firefighter/Paramedic 16.4433/23.2233 212 hrs/28 days
Life Safety Inspector 22.1598/31.4421 40 hrs/week
Shift Commander 23.4973/30.7513 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
included under the IBEW-WWTP labor agreement shall work prior to overtime eligibility are as
follows:
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ORDINANCE NO. 9570 (Cont.)
---- Hourly Pay Range Overtime
Classification Min/Max Eligibility
Accounting Technician—WWTP 16.6792/23.4693 40 hrs/week
Equipment Operator—WWTP 17.6458/24.8295 40 hrs/week
Maintenance Mechanic I 18.0428/25.3881 40 hrs/week
Maintenance Mechanic II 20.5493/28.9150 40 hrs/week
Maintenance Worker—WWTP 18.3529/25.8245 40 hrs/week
Wastewater Clerk 14.2480/20.0481 40 hrs/week
Wastewater Plant Laboratory Technician 19.3409/27.2145 40 hrs/week
Wastewater Plant Operator I 16.8551/23.7171 40 hrs/week
Wastewater Plant Operator II 18.8456/26.5178 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 17.6953/23.6213 40 hrs/week
Accounts Payable Clerk 16.5436/23.9354 40 hrs/week
Administrative Assistant 17.9647/25.7664 40 hrs/week
Administrative Assistant-Parks 17.4699/24.8277 40 hrs/week
Audio Video Technician 17.9640/25.3425 40 hrs/week
Building Inspector 21.1769/30.0475 40 hrs/week
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ORDINANCE NO. 9570 (Cont.)
Community Development Administrator 19.5714/28.1399 40 hrs/week
Community Development Specialist 17.9647/25.7664 40 hrs/week
Computer Operator 21.6171/28.4170 40 hrs/week
Computer Programmer 23.2129/34.0191 40 hrs/week
Computer Technician 22.2655/29.2700 40 hrs/week
Crime Analyst 19.7328/28.0138 40 hrs/week
Electrical Inspector 21.1769/30.0475 40 hrs/week
Emergency Management Coordinator 17.4699/24.8277 40 hrs/week
Engineering Technician—Public Works 20.8417/29.3937 40 hrs/week
Evidence Technician 15.9999/23.4138 40 hrs/week
Finance Secretary 16.2724/23.1258 40 hrs/week
GIS Coordinator 25.2853/35.4803 40 hrs/week
Maintenance Worker I—Building,Library 16.1251/21.8229 40 hrs/week
Maintenance Worker II—Building,Police 16.9931/23.0359 40 hrs/week
Planning Technician 22.3861/31.4963 40/hrs/week
Plans Examiner 21.6952/30.7830 40 hrs/week
Plumbing Inspector 21.1769/30.0475 40 hrs/week
Police Records Clerk—Full Time 14.5968/20.3181 40 hrs/week
Public Safety Dispatcher 16.0865/23.4979 40 hrs/week
Shooting Range Operator 22.2151/30.1130 40 hrs/week
Stormwater Program Manager 21.0996/29.7575 40 hrs/week
Utility Secretary 16.2724/23.1258 40 hrs/week
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ORDINANCE NO. 9570 (Cont.)
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 any hours or a portion thereof
between 3:00 p.m. and 11:00 p.m. Employees who work any hours or portion thereof 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 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 uniform 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 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. 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-
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ORDINANCE NO. 9570 (Cont.)
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
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 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.
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ORDINANCE NO. 9570 (Cont.)
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,
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
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ORDINANCE NO. 9570 (Cont.)
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 =
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
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ORDINANCE NO. 9570 (Cont.)
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
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 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, 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
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ORDINANCE NO. 9570 (Cont.)
made on their behalf to their VEBA account in the amount of$20.00 per pay period. Employees
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 effective January 1, 2016.
SECTION 13. Those portions of Ordinance No. 9560 and all other parts of
ordinances in conflict herewith be, and the same are,hereby repealed.
Enacted: December 22, 2015 //
Jerem Jens n, r . *
Attest:
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Nicki Stoltenberg ..,1, 4
Assistant to the City Administrator
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,'`",NFERAS'
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