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11/20/2018 Ordinances 97131 ORDINANCE NO. 9713 An ordinance to amend Ordinance 9701 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 non-union position and salary range of Assistant City Administrator; to amend non-union employees' medical leave payout at retirement; and to repeal those portions of Ordinance No. 9701 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: Hourly Pay Range Classification Min/Max Accountant 25.4176/373059 Accounting Technician — Solid Waste Administrative Coordinator — Public Works Assistant City Administrator Assistant to the Citv Administratar Assistant Finance Director Assistant Public Works DirectorBngineering Assistant Utilities Director — Engineering/Business O erations Assistant Utilities Director — Production Assistant Utilities Director — Transmission 20.4135/25.5983 21.0448/30.1839 47.3558/72.3558 23.9618/33.7313 34.4964/49.8218 39.4911/60.6920 53.2059/76.7068 55.2358/78.5200 55.2358/80.7106 Overtime 40 hrs/week 40 hrs/week Approved as to Form tt November 19, 2018 �, �I� � � � _ JI ORDINANCE NO. 9713 (Cont.) Hourly Pay Range Overtime Classiiication Min/Max Eli ibili Attorne 333878/49.5623 Exem t Buildin Deparhnent Director 39.4994/58.8688 Exem t Cemetery Superintendent 25.3679/37.5818 Exempt Ci Administrator 72.5689/84.7320 Exempt City Attorne 48.7458/67.6894 Exempt City Clerk 32.6094/43.8784 Exempt Civil En ineer I 313740/44.5826 Exem t Civil En ineer II 35.6038/51.2718 Exem t Civil En ineerin Mana er — Utili PCC 44.4149/64.5361 Exem t Collection S stem Su ervisor 25.5843/37.1801 40 hrs/week Communi Develo ment Administrator 22.2152/31.9410 40 hrs/week Communi Service Officer — Part time 16.6145/22.9328 40 hrs/week Custodian — Libra , Police 14.8724/21.2973 40 hrs/week Customer Service Representative — Part time 10.3343/14.2929 40 hrs/week Customer Service Team Leader 20.7894/28.4586 Exem t Electric Distribution Su erintendent 40.8173/53.4810 Exem t Electric Distribution Supervisor 38.8735/50.3708 40 hrs/week Electric Underground Su erintendent 34.3938/503708 Exem t Electrical En ineer I 29.7414/42.9960 Exem t Electrical En ineer II 34.4966/49.8219 Exem t Emer enc Mana ement De u Director 27.9420/41.0980 Exem t Emer enc Mana ement Director 39.7678/58.8688 Exem t En ineer I— Public Works 32.4088/46.0449 Exem t En ineer I— WWTP 32.4088/45.5980 Exem t En ineerin Technician - WWTP 22.3395/30.8402 40 hrs/week E uipment O erator - Solid Waste 19.1228/27.4334 40 hrs/week Finance Director 45.2304/68.9093 Exempt Finance O erations Su ervisor 23.8680/33.5266 Exem t Fire Chief 44.5425/67.8870 Exem t Fire EMS Division Chief 37.7869/54.7969 Exempt Fire O erations Division Chief 37.7869/54.7969 Exem t Fire Prevention Division Chief 36.9780/52.9894 Exem t Fleet Services Sho Foreman 25.1774/37.5923 40 hrs/week GIS Coordinator - PW 29.5253/44.0349 Exem t Golf Course Su erintendent 26.0023/37.5273 Exem t -2- �� '� I ORDINANCE NO. 9713 (Cont.) Hourly Pay Range Overtime Classification Min/Max Eli ibili Grounds Mana ement Crew Chief — Cemete 21.8534/31.6579 40 hrs/week Grounds Management Crew Chief— Parks 23.2523/333743 40 hrs/week Human Resources Director 39.8756/59.5543 Exempt Human Resources Beneiits/Risk M mt Coordinator 24.2047/35.8144 40 hrs/week Human Resources Recruiter 24.2047/35.8144 40 hrs/week Human Resources S ecialist 24.2047/35.8144 40 hrs/week Information Technolo Mana er 38.6965/58.4076 Exem t Le al Secreta 21.6248/29.2254 40 hrs/week Librarian I 23.8678/31.7959 Exem t Librarian II 26.6486/35.6584 Exem t Libr Assistant I 15.2890/22.0959 40 hrs/week Libr Assistant II 18.8943/26.7481 40 hrs/week Libr Director 43.0115/65.7858 Exem t Libr Page 10.8694/14.9948 40 hrs/week Library Secretary 17.0920/23.6820 40 hrs/week Maintenance Worker — Golf 16.6835/26.1331 40 hrs/week Meter Reader Supervisor 23.8680/31.0566 Exem t MPO Pro am Mana er 25.9216/38.9086 Exempt Office Mana er — Police De artment 20.2143/29.0792 40 hrs/week Parks and Recreation Director 43.2699/65.8349 Exem t Parks Su erintendent 32.2288/47.7180 Exem t Pa roll S ecialist 20.8275/30.2425 40 hrs/week Planner I 24.4580/34.4113 40 hrs/week Plannin Director 41.1253/62.1008 Exem t Police Ca tain 37.8828/54.5883 Exem t Police Chief 46.9559/68.9541 Exem t Power Plant Maintenance Su ervisor 36.0700/48.7336 Exempt Power Plant Operations Supervisor 38.2919/52.9418 Exem t Power Plant Su erintendent — Burdick 43.3419/61.4949 Exempt Power Plant Superintendent — PGS 49.9665/70.8616 Exem t Public Information Officer 28.6824/42.7689 Exem t Public Works Director 46.5520/69.3499 Exem t Public Works En ineer 33.8344/48.9240 Exem t Rece tionist 16.7278/263534 40 hrs/week Recreation Coordinator 23.8673/34.1561 Exem t -3- � , � ORDINANCE NO. 9713 (Cont.) Hourly Pay Range Overtime Classification Min/Max Eli ibili Recreation Su erintendent 32.9251/50.1631 Exem t Regulatory and Environmental Manager 39.9351/57.4829 Exempt Senior Civil Engineer 35.8250/53.1100 Exem t Senior Electrical En ineer 39.1531/54.9101 Exempt Senior Public Safety Dis atcher 20.2483/27.1975 40 hrs/week Senior Utility Secretary 19.6160/26.7083 40 hrs/week Shootin Ran e Su erintendent 28.8143/43.6210 Exem t Solid Waste Division Clerk - Full Time 19.8887/25.1375 40 hrs/week Solid Waste Division Clerk - Part Time 17.9704/23.1635 40 hrs/week Solid Waste Foreman 23.0852/32.2355 40 hrs/week Solid Waste Su erintendent 33.6351/49.6103 Exem t Street Su erintendent 31.9828/47.5911 Exem t Street Foreman 24.5323/35.9473 40 hrs/week Transit Program Manager 27.6441/39.7070 Exempt Turf Management Specialist 23.3691/33.0815 40 hrs/week Utilities Director 75.6708/100.8696 Exem t Utility Production Engineer 38.6044/56.9070 Exempt Utility Warehouse Su ervisor 27.3045/38.4197 40 hrs/week Victim Assistance Unit Coordinator 16.7011/243626 40 hrs/week Victim/Witness Advocate 15.3088/223317 40 hrs/week Wastewater Plant Chief O erator 24.5094/35.6860 40 hrs/week Wastewater Plant En ineer 35.1446/53.7915 Exem t Wastewater Plant O erations En ineer 33.9495/50.7635 Exem t Wastewater Plant Maintenance Su ervisor 26.1162/37.0800 40 hrs/week Wastewater Plant Re ulato Com liance Mana er 33.9519/40.5320 Exem t Water Su erintendent 32.4361/47.4399 Exem t Water Supervisor 25.6222/37.2785 40 hrs/week Worker / Seasonal 9.0000/20.0000 Exem t Worker / Seasonal 9.0000/20.0000 40 hrs/week Worker / Tempora 9.0000/20.0000 40 hrs/week Worker / Parks & Recreation Part time 9.0000/20.0000 40 hrs/week A shift differential of twenty-five cents ($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 � ORDINANCE NO. 9713 (Cont.) or 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 thirty-five cents ($0.35) 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. Aquatics staff who refer new lifeguards will receive a stipend for the referral, upon meeting the following criteria: • The referral cannot have worked as a City of Grand Island lifeguard in the past. • The referral must pass a background check, complete and pass a free lifeguard class, and work for at least 80 hours. • Aquatics staff shall be paid for their referral as follows: 0 1 referral — $50.00 0 2 referrals - $75.00 0 3 or more referrals -$100.00 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 Eli ibili E ui ment O erator — Streets 20.8650/30.9087 40 hrs/week Fleet Services Mechanic 23.3145/34.5422 40 hrs/week Horticulturist 23.8961/35.4669 40 hrs/week Maintenance Worker — Cemete 19.7275/29.2485 40 hrs/week Maintenance Warker — Parks 19.4596/28.8679 40 hrs/week Maintenance Worker — Streets 19.4506/28.8342 40 hrs/week -5- ORDINANCE NO. 9713 (Cont.) Hourly Pay Range Overtime Classification Min/Max Eli ibili Senior E ui ment O eratar — Streets 22.3929/33.2126 40 hrs/week Senior Maintenance Worker — Streets 22.2384/32.9835 40 hrs/week Traffic Si al Technician 22.0846/32.7555 40 hrs/week SECTION 3. The currently occupied classifications of employees of the City of Grand Island included under the IBEW Utilities 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 Utilities labor agreement shall work prior to overtime eligibility are as follows: Hourly Pay Range Overtime Classification Min/Max Eli ibili Administrative Assistant-Utilities 20.9460/29.8445 40 hrs/week Custodian 17.3168/21.0872 40 hrs/week Electric Distribution Crew Chief 37.0224/47.9722 40 hrs/week Electric Under ound Crew Chief 37.0224/47.9722 40 hrs/week En ineerin Technician I 23.8510/32.0670 40 hrs/week En ineerin Technician II 29.9718/39.4988 40 hrs/week Instrument Technician 33.1614/43.7035 40 hrs/week Lineworker A rentice 25.1723/35.3408 40 hrs/week Lineworker First Class 32.8865/40.7273 40 hrs/week Materials Handler 28.6888/36.1261 40 hrs/week Meter Reader 20.1230/26.7263 40 hrs/week Meter Technician 29.2636/34.7615 40 hrs/week Power Dispatcher I 32.2196/40.5910 40 hrs/week Power Dis atcher II 37.0073/46.2622 40 hrs/week Power Plant Maintenance Mechanic 31.2470/40.4060 40 hrs/week Power Plant O erator 33.9389/40.6280 40 hrs/week Senior En ineerin Technician 33.0689/42.4548 40 hrs/week Senior Materials Handler 32.0346/41.7391 40 hrs/week Senior Meter Reader 22.0869/27.5281 40 hrs/week Senior Power Dispatcher 43.1678/53.3108 40 hrs/week -6- ORDINANCE NO. 9713 (Cont.) Hourly Pay Range Overtime Classification Min/Max Eli ibili Senior Power Plant O erator 39.0075/47.6899 40 hrs/week Seniar Substation Technician 39.6994/43.5393 40 hrs/week Senior Water Maintenance Worker 25.3454/34.6647 40 hrs/week Substation Technician 38.6434/40.2734 40 hrs/week S stems Technician 36.7811/43.7215 40 hrs/week Tree Trim Crew Chief 30.4536/39.9929 40 hrs/week Utili Electrician 30.8538/40.8122 40 hrs/week Utility Groundman 20.0125/28.0000 40 hrs/week Utili Secretary 19.6654/27.5793 40 hrs/week Utility Technician 32.0705/413716 40 hrs/week Utili Warehouse Clerk 23.0871/28.9806 40 hrs/week Water Maintenance Worker 23.0941/30.9200 40 hrs/week Wireworker I 23.7176/35.1107 40 hrs/week Wireworker II 32.8865/40.7273 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 Classification Min/Max Police Officer 21.9840/33.6797 Police Sergeant 27.5151/41.3182 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 sha11 consist of a -7- I L_ ORDINANCE NO. 9713 (Cont.) fourteen (14) day cycle that runs concurrent with the City's current payroll cycle. For purposes of calculating eligibility for overtime, "hours warked" 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 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: -8- � ORDINANCE NO. 9713 (Cont.) Hourly Pay Range Overtime Classification Min/Max Eli ibili Fire Ca tain 19.9429/27.6524 212 hrs/28 da s Fireii ter / EMT 15.1020/219163 212 hrs/28 da s Fireii ter / Paramedic 17A188/24.0361 212 hrs/28 da s Life Safe Ins ector 22.9354/32.5426 40 hrs/week Shift Commander 243197/31.8276 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) 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 Wastewater Treatment Plant 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 Wastewater Treatment Plant labor agreement shall work prior to overtime eligibility are as follows: Hourly Pay Range Overtime Classification Min/Max Eli ibili Accountin Technician — WWTP 18.3776/26.2964 40 hrs/week Biosolids Technician 20.7169/31.1405 40 hours/week E ui ment O erator — WWTP 19.1650/26.9327 40 hrs/week Lead Maintenance Mechanic 22.2125/31.4897 40 hrs/week Lead Maintenance Worker 20.6840/29.1045 40 hrs/week Lead Wastewater Plant O erator 23.0146/32.9929 40 hrs/week Maintenance Mechanic I 19.1067/27.3618 40 hrs/week Maintenance Warker — WWTP 19.5859/27.9312 40 hrs/week Stormwater Pro ram Mana er 22.6923/32.5421 40 hrs/week -9- ORDINANCE NO. 9713 (Cont.) Wastewater Plant Laborato Technician 20.9751/29.3886 40 hrs/week Wastewater Plant O erator I 18.9093/26.5922 40 hrs/week Wastewater Plant O erator II 21.2008/29.8757 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 twenty-five ($0.25) cents ) per hour; employees who are regularly scheduled to work graveyard shift will receive an additional thirty-five cents ($0.35) per hour for wages attributable to those shifts. SECTION 7. The currently occupied classifications of the employees of the City of Grand Island included under the IBEW-Service/Clerical/Finance 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/Finance labor agreement shall work prior to overtime eligibility are as follows: Hourly Pay Range Overtime Classification Min/Max Eli ibili Accountin Clerk 17.7758/24.2708 40 hrs/week Accountin Technician — Streets 199200/26.4282 40 hrs/week Accounts Pa able Clerk 18.4984/26.5419 40 hrs/week Administrative Assistant-Bldg, Fire, Parks, Planning 20.0426/28.7466 40 hrs/week Administrative Assistant — Public Works 20.4207/293814 40 hr/week Audio Video Technician 21.2374/29.4381 40 hrs/week Building Inspector 22.7509/32.9099 40 hrs/week Cashier 17.2814/23.6180 40 hrs/week Communi Service Officer 16.6145/22.9328 40 hrs/week Com uter O erator 23.8896/31.8635 40 hrs/week Com uter Technician 24.7416/33.5337 40 hrs/week Crime Anal st 22.6482/31.1060 40 hrs/week Electrical Ins ector 22.8055/32.8844 40 hrs/week Emer enc Mana ement Coordinator 20.4171/293814 40 hrs/week En ineerin Technician — Public Works 223539/31.5264 40 hrs/week Evidence Technician 17.9858/26.2599 40 hrs/week GIS Coordinator 28.7388/413762 40 hrs/week -10- I� ORDINANCE NO. 9713 (Cont.) Maintenance Worker I— Buildin , Libr , Police 16.8177/23.1103 40 hrs/week Maintenance Worker II — Buildin , Libr , Police 18.4044/24.8862 40 hrs/week Pa roll Clerk 18.6910/25.2615 40 hrs/week Plans Examiner 233889/33.8515 40 hrs/week Plumbin echanical Ins ector 22.8092/32.7715 40 hrs/week Police Records Clerk 16.7092/23.7332 40 hrs/week Public Safety Dis atcher 18.4432/25.9508 40 hrs/week Senior Accounting Clerk 19.7576/26.6310 40 hrs/week Shooting Ran e Operator 24.2995/32.8535 40 hrs/week Wastewater Secretary 18.8374/26.5845 40 hrs/week The hourly rates for Community Service Officers training new Community Service Officers shall increase three percent (3%) during the training period. SECTION 8. A shift differential of twenty-five cents ($0.25) per hour shall be added to the base hourly wage for persons in the employee classification Public Safety Dispatcher who work a complete shift between 3:00 p.m. and 11:00 p.m. A shift differential of thirty-five cents ($0.35) per hour shall be added to the base hourly wage for persons in the employee classification of Public Safety Dispatcher who work a complete shift between 11:00 p.m. to 7:00 a.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. 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. All employees covered under the FOP labor agreement and are regularly assigned to a shift whose majority of hours occur between 1800 hours and 0600 hours, shall be paid an additional thirty-five cents ($0.35) per hour. Full time employees covered in the AFSCME labor agreement normally assigned to a work schedule commencing between 4 a.m. -11- � ORDINANCE NO. 9713 (Cont.) and 11 a.m., who are temporarily assigned to a work schedule commencing before 4 a.m. or after 11 a.m., shall receive a shift differential of twenty-five cents ($0.25) per hour added to the base hourly rate for the hours worked during such temporary assignment. Full time employees covered in the IBEW Wastewater Treatment Plant labor agreement who are regularly scheduled to work swing shift will receive an additional twenty-five cents ($0.25) per hour; employees who are regularly schedule to work graveyard shift will receive an additional thirty-five cents ($0.35) per hour for wages attributable to those shifts. Employees working twelve (12) or ten (10) hour shifts will receive an additional twenty-five cents ($0.25) per hour for wages attributable to the evening shift. 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. Each employee covered by the IAFF labor agreement after their first year, except Life Safety Inspector, will be credited Five Hundred Twenty-five dollars ($525.00) annual credit to be used for the purchase of the uniform item purchases as needed. New hires will receive Four Hundred dollars ($400.00) credit for the purchase of initial uniforms. After probation they shall receive an additional Five Hundred dollars ($500.00) 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 at the rate of Three Hundred Twenty-five dollars ($325.00) semi-annually. If any such employee covered by the FOP labor agreement shall resign, or his or her employment be terminated for any reason whatsoever, the clothing allowance sha11 be paid on a prorata basis, but no allowance shall be made for a fraction of a month. New -12- ORDINANCE NO. 9713 (Cont.) 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 One Thousand Two Hundred dollars ($1,200.00) to purchase or rent required uniforms. All other employees required to wear full FR clothing will be eligible for reimbursement up to Seven Hundred ($700.00) in Years 1 and 2; in Year 3 eligible up to One Thousand dollars ($1,000.00). 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 Seven Hundred dollars ($700.00) in Years 1 and 2; in Year 3 eligible up to One Thousand dollars ($1,000.00) 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 Three Hundred Fifty dollars ($350.00). Employees will be reimbursed for said purchases with a receipt showing proof of purchase.. Employees in the non-union Community Service Officer Part Time position shall be paid a prorated uniform allowance based on hours worked, not to exceed Twenty-five dollars ($25.00) per pay period. Full-time Community Services Officers shall be paid a uniform allowance at the rate of Twenty-five dollars ($25.00) per pay period. Fire Chief and Fire Division Chiefs shall be paid a clothing allowance of Four Hundred Eighty-four dollars and eight cents ($484.08) per year, divided into twenty-four (24) pay periods. Police Chief and Police Captains shall be paid a clothing allowance of Six hundred Fifty dollars ($650.00) per year, divided into twenty-six (26) pay periods. Non-union employees and employees covered by the AFSCME labor agreement, FOP labor agreement, IAFF labor agreement, IBEW Service/Clerical/Finance and Wastewater Treatment Plant labor agreements may receive an annual stipend not to exceed One Thousand Five Hundred dollars ($1,500.00) for bilingual pay. -13- ORDINANCE NO. 9713 (Cont.) Employees covered by the AFSCME labor agreement shall be granted a meal allowance of Ten Dollars ($10.00) 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 and the IBEW — Wastewater Treatment Plant labor agreement shall be allowed a meal allowance for actual cost, or up to Twelve dollars ($12.00) 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-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 Eighteen dollars ($18.00) per month. When protective clothing is required for personnel covered by the IBEW Utilities and IBEW Wastewater Treatment Plant labor agreements and employees covered by the AFSCME labor agreement, except the Fleet Services Division of the Public Works Department, the City shall pay sixty percent (60%) of the actual cost of providing and cleaning said clothing and the employees forty percent (40%) of said cost. Full-time Fleet Services personnel shall receive a uniform allowance of Twelve Dollars ($12) biweekly. Public Works Department personnel in the -14- ORDINANCE NO. 9713 (Cont.) job classifications of Fleet Services Shop Foreman and Fleet Services Mechanic shall receive a tool allowance of Thirty dollars ($30.00) biweekly. follows: SECTION 9. Employees shall be compensated for unused medical leave as (A) All employees covered in the IBEW Utilities labor agreement shall have a contribution to a VEBA made on their behalf for fifty-three percent (53%) of their accumulated medical leave at the time of their retirement, early retirement, or death, not to exceed five hundred eighty-six and eighteen hundredths (586.18) hours [calculated at 53% x 1,106 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 (598.88) [calculated at 38% x 1,576 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 (542) 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/Finance labor agreements shall have a contribution to a VEBA made on their behalf in lieu of payment for thirty-five percent (35%) of their accumulated medical leave at the time of retirement, early retirement, or death, based on the employee's salary at -15- ORDINANCE NO. 9713 (Cont.) the time of retirement, not to exceed four-hundred sixty-eight and sixty-five- hundredths (468.65) hours [calculated at 35% x 1,339 hours]. Employees covered by the IBEW Wastewater labor agreement shall have a contribution to a VEBA made on their behalf in lieu of payment for thirty-six percent (36%) of their accumulated medical leave at the time of retirement, early retirement, or death, based on the employee's salary at the time of retirement not to exceed four- hundred eighty-two and four-hundredths hours (482.04) [calculated at 36% x 1,339 hours]. Non-union employees shall have a contribution to a VEBA made on their behalf in lieu of payment for fifty-three percent (53%) of their accumulated medical leave at the time of their retirement, not to exceed five hundred eighty-six and eighteen-hundredths (586.18) hours [calculated at 53% x 1,106 hours]. The amount of contribution will be based upon the employee's salary at the time of retirement. Employees covered by the AFSCME labor agreement shall have a contribution to a VEBA made on their behalf in lieu of payment for thirty-five percent (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 (468.65) [calculated at 35% x 1,339 hours]. 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 (480) [calculated at 37.5% x 1,280 hours], 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 one hundred percent (100%) of their -16- � ORDINANCE NO. 9713 (Cont.) accumulated medical leave bank at the time of their death, not to exceed one- thousand two-hundred eighty (1,280) hours, 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 (1/2) of their accumulated medical leave, not to exceed thirty (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 (1/2) 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 Thirty dollars ($30.00) per pay period. Employees represented by the IBEW Utilities labor agreement, IBEW Service/Clerical/Finance labor agreement and the IBEW Wastewater Treatment Plant labor agreement, shall have a contribution made on their behalf to their VEBA account in the amount of Twenty Dollars ($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 Ten Dollars ($10.00) per pay period. SECTION 11. An employee, who is represented by the following labor agreements, shall annually receive longevity pay based upon the total length of service with the City. Such pay shall be effective beginning with the first full pay period following completion of the specified years of service. AFSCME, IBEW-Wastewater Treatment Plant and IBEW -17- ORDINANCE NO. 9713 (Cont.) Service/ClericaUFinance pay shall be effective the first full pay period in October 2018. Payment shall be made on a prorated basis on each regular pay day. The following rate schedule shall apply for those employees who are represented by the FOP labor agreement: Ten (10) years (beginning 11�` year) Fifteen (15) years (beginning 16�' year) Twenty (20) years (beginning 21 St year) Twenty-five (25) years (beginning 26�' year) $ 645.50 $ 830.50 $1,032.50 $1,247.50 Those employees who are represented by the AFSCME labor agreement shall annually receive longevity pay as follows: Five (5) years (beginning 6�` year) Ten (10) years (beginning 11 th year) Fifteen (15) years (beginning 16�' year) Twenty (20) years (beginning 21 St year) Twenty-five (25) years (beginning 26th year) $226.00 $443.00 $624.00 $796.00 $994.00 Those employees who are represented by the IBEW-Wastewater Treatment Plant and IBEW Service/Clerical/Finance labor agreements shall annually receive longevity pay as follows: Five (5) years (beginning 6�' year) Ten (10) years (beginning 11�' year) Fifteen (15) years (beginning 16th year) Twenty (20) years (beginning 215Y year) Twenty-five (25) years (beginning 26�' year) Forty (40) years (beginning 41 St year) $ 226.00 $ 443.00 $ 624.00 $ 796.00 $ 994.00 $1,174.00 SECTION 12. 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. -18- ORDINANCE NO. 9713 (Cont.) SECTION 13. 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 14. Those portions of Ordinance No. 9701 and all other parts of ordinances in conflict herewith be, and the same are, hereby repealed. Enacted: November 20, 2018 Attest: �� .--/� �.�'`. Aaron Schmid, City Clerk Pro Tem `�OF G"«« N "aS�q2 c� yC4�4T� O * ..•.� .* �:10,1�' /�FBRAS�P -19- Jerem . Jens n, yor