04/26/2022 Ordinances 9880Ordinance No. 9880 was approved on first reading only by the
City Council at their April 26, 2022 meeting.
ORDINANCE NO. 9880
An ordinance to amend Ordinance 9877 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 range of the non-union position of Police Chief; and to repeal those portions of
Ordinance No. 9877 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 Overtime
Classiiication Min/Max Eli ibili
Accountant 28.2676/41.0956 Exem t
Accountin Technician — Solid Waste 20.8218/26.1926 40 hrs/week
Administrative Assistant —Buildin — Part Time 20.4435/29.3215 40 hrs/week
Administrative Coordinatar — Public Works 23.8182/34.7669 40 hrs/week
Assistant Finance Director 36.6364/54.4021 Exem t
Assistant Public Works Directar/En ineering 44.1891/67.2738 Exempt
Assistant Public Works Director of Wastewater 52.494 8/73 3 1 60 Exem t
Assistant Utilities Director — Engineering/Business
O erations 573856/833704 Exem t
Assistant Utilities Director — Production 573856/83.3704 Exem t
Assistant Utilities Director — Transmission 57.3856/833704 Exempt
Approved as to Form �
April 25, 2022 T� Ci y Attorney
ORDINANCE NO. 9880 (Cont.)
Hourly Pay Range Overtime
Classification Min/Max Eli ibili
Attorne 38.4573/56.8206 Exem t
Building Department Director 43.7705/64.7396 Exempt
Cemetery Su erintendent 27.8026/40.1660 Exempt
Ci Administrator 83.5875/96.3450 Exempt
City Attorne 56.1473/77.4553 Exem t
Ci Clerk 36.2973/48.1076 Exempt
Civil En ineer I 313740/44.5826 Exem t
Civil En ineer II 363159/52.2973 Exem t
Collection S stem Su ervisor 27.7512/41.1137 40 hrs/week
Communi Develo ment Administratar 24.6956/36.6738 40 hrs/week
Communi Service Officer — Part time 17.5592/24.6211 40 hrs/week
Custodian — Libra , Police 16.5211/22.1077 40 hrs/week
Customer Service Re resentative 11.2934/15.4904 40 hrs/week
Customer Service Team Leader 22.9229/32.7796 Exempt
Deputy City Clerk 29.0378/38.4860 40 hrs/week
Electric Distribution Superintendent 41.J336/57.6781 Exem t
Electric Distribution Supervisar 38.8735/53.7222 40 hrs/week
Electric Underground Superintendent 41.2596/57.4986 Exem t
Electrical En ineer I 31.4980/43.8334 Exem t
Electrical En ineer II 35.2926/50.7006 Exem t
Emer enc Mana ement De u Director 30.7543/45.1964 Exem t
Emer enc Mana ement Director 43.7705/64.7396 Exem t
En ineer I— Public Warks 34.6000/49.9636 Exem t
En ineer I— WWTP 34.6000/49.9636 Exem t
En ineerin Technician - WWTP 23.4063/33.6893 40 hrs/week
Equipment O erator - Solid Waste 22.0125/28.9944 40 hrs/week
Finance Director 49.6760/74.7189 Exempt
Finance Operations Supervisor 27.4819/38.6171 Exempt
Fire Chief 513028/73.2971 Exempt
Fire EMS Division Chief 43.5279/58.8883 Exem t
Fire O erations Division Chief 43.5279/58.8883 Exem t
Fire Prevention Division Chief 43.5279/58.8883 Exem t
Fleet Services Sho Foreman 27.8789/41.2434 40 hrs/week
GIS Coordinator - PW 30.3065/45.2375 Exem t
Grants Administrator 28.2676/41.0956 40 hrs/week
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ORDINANCE NO. 9880 (Cont.)
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Hourly Pay Range Overtime
Classification Min/Max Eli ibili
Grounds Mana ement Crew Chief — Cemete 22.2425/33.6894 40 hrs/week
Grounds Management Crew Chief— Parks 24.3158/34.9630 40 hrs/week
Human Resources Director 44.5499/66.8681 Exempt
Human Resources Benefits/Risk Mgmt Coordinator 26.7780/403274 40 hrs/week
Human Resources Recruiter 26.7780/40.3274 40 hrs/week
Human Resources Specialist 26.7780/40.3274 40 hrs/week
Information Technolo Mana er 42.0401/63.5004 Exem t
Inte reter/Translator 17.5507/263534 40 hrs/week
Le al Secreta 22.5094/33.5515 40 hrs/week
Librarian I 26.4156/35.7006 Exem t
Librarian II 30.6949/39.4211 Exem t
Libr Assistant I 17.6104/25.4509 40 hrs/week
Libr Assistant II 21.7632/30.8094 40 hrs/week
Library Director 48.5101/73.1620 Exempt
Library Page 12.5198/17.2716 40 hrs/week
Library Secretary 18.5589/25.9374 40 hrs/week
Maintenance Worker — Cemetery Part Time 15.7820/23 3988 40 hrs/week
Meter Reader — Part Time 24.1758/30.1979 40 hrs/week
Meter Reader Su ervisor 26.5439/34.2119 Exem t
MPO Pro ram Mana er 29.8575/44.2044 Exem t
Office Mana er — Police De artment 22.5835/33.4954 40 hrs/week
Parks and Recreation Director 47.9659/71.9623 Exem t
Parks Su erintendent 35.5843/52.3295 Exem t
Pa roll S ecialist 23.7770/34.7883 40 hrs/week
Planner I 26.2252/39.0590 40 hrs/week
Plannin Director 44.7728/663355 Exem t
Police Captain 41.0025/59.7113 Exem t
Police Chief 62.4286/83.8548 Exem t
Power Plant Maintenance Su ervisor 40.0363/55.8464 Exempt
Power Plant Operations Su ervisor 40.6060/57.8480 Exempt
Power Plant Superintendent — Burdick 49.9228/70.8321 Exempt
Power Plant Su erintendent — PGS 52.8326/76.7941 Exem t
Public Safe A rentice - Part Time 17.5592/24.6211 40 hrs/week
Public Works Director 50.6938/76.5018 Exem t
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ORDINANCE NO. 9880 (Cont.)
Hourly Pay Range Overtime
Classification Min/Max Eli ibili
Public Works En ineer 35.9586/53.6866 Exem t
Receptionist 17.5507/26.3534 40 hrs/week
Recreation Coordinator 26.0828/37.0175 Exem t
Recreation Su erintendent 34.2833/50.4243 Exem t
Re ulatory and Environmental Mana er 43.3598/57.4829 Exem t
Senior Civil En ineer 41.2645/61.1740 Exempt
Senior Electrical En ineer 48.8088/61.3995 Exem t
Senior Public Safe Dis atcher 23.2192/30.4183 40 hrs/week
Senior Utili Secreta 19.6160/27.4180 40 hrs/week
Shootin Ran e Su erintendent 31.4890/47.2754 Exem t
Solid Waste Division Clerk - Full Time 21.3908/26.9660 40 hrs/week
Solid Waste Division Clerk - Part Time 19.2517/24.2694 40 hrs/week
Solid Waste Foreman 26.4749/36.9540 40 hrs/week
Solid Waste Superintendent 36.2099/53.8010 Exem t
Street Superintendent 33.7851/493640 Exempt
Street Fareman 26.9844/39.9813 40 hrs/week
Transit Pro am Manager 30.1356/45.2410 Exempt
Utilities Director 75.7041/105.1509 Exempt
Utility Production En ineer 41.0193/59.6150 Exem t
Utili Warehouse Su ervisor 30.0775/41.1263 40 hrs/week
Victim Assistance Unit Coordinator 18.4893/25.8710 40 hrs/week
Victim/Witness Advocate 16.9519/23.7076 40 hrs/week
Wastewater Plant Chief O erator 27.3718/38.4983 40 hrs/week
Wastewater Plant O erations En ineer 49.9946/69.8306 Exem t
Wastewater Plant Maintenance Su ervisor 28.0480/41.0928 40 hrs/week
Wastewater Plant Regulato Compliance Manager 33.9519/41.9795 Exem t
Water Superintendent 35.2743/52.1246 Exem t
Water Supervisor 28.7632/42.1517 40 hrs/week
Worker / Seasonal 9.0000/20.0000 Exempt
Worker / Seasonal 9.0000/20.0000 40 hrs/week
Worker / Tem ora 9.0000/20.0000 40 hrs/week
Worker / Parks & Recreation Part time 9.0000/20.0000 40 hrs/week
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ORDINANCE NO. 9880 (Cont.)
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 — Cemetery 19.7275/29.2485 40 hrs/week
Maintenance Worker — Parks 19.4596/28.8679 40 hrs/week
Maintenance Worker — Streets 19.4506/28.8342 40 hrs/week
Senior Equipment O erator — Streets 223929/33.2126 40 hrs/week
Senior Maintenance Worker — Streets 22.2384/32.9835 40 hrs/week
Traffic Si nal Technician 22.0846/32.7555 40 hrs/week
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ORDINANCE NO. 9880 (Cont.)
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 22.3876/31.1427 40 hrs/week
Custodian 173168/21.5822 40 hrs/week
Electric Distribution Crew Chief 38.9666/50.8883 40 hrs/week
Electric Under ound Crew Chief 38.9666/50.8883 40 hrs/week
En ineerin Technician I 26.1591/33.5904 40 hrs/week
En ineerin Technician II 32.4526/42.0591 40 hrs/week
Instrument Technician 37.0707/47.2568 40 hrs/week
Lineworker A rentice 27.7882/38.5498 40 hrs/week
Lineworker First Class 35.4013/43.7249 40 hrs/week
Materials Handler 31.0070/39.4318 40 hrs/week
Meter Reader 24.1758/30.1979 40 hrs/week
Meter Technician 33.2499/37.7483 40 hrs/week
Power Dis atcher I 36.1020/44.7877 40 hrs/week
Power Dis atcher II 40.2854/50.7224 40 hrs/week
Power Plant Maintenance Mechanic 34.6092/42.8018 40 hrs/week
Power Plant O erator 37.8075/43.8578 40 hrs/week
Senior En ineerin Technician 36.0782/45.0109 40 hrs/week
Senior Materials Handler 35.4941/49.2077 40 hrs/week
Senior Power Dis atcher 46.4846/55.9970 40 hrs/week
Senior Power Plant O erator 43.5085/50.4378 40 hrs/week
Senior Substation Technician 39.6994/46.2921 40 hrs/week
Senior Water Maintenance Worker 26.9446/35.9365 40 hrs/week
Substation Technician 39.5895/44.4692 40 hrs/week
S stems Technician 41.5793/46.6303 40 hrs/week
Tree Trim Crew Chief 35.6425/44.8034 40 hrs/week
Utili Electrician 34.6685/44.1017 40 hrs/week
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ORDINANCE NO. 9880 (Cont.)
Hourly Pay Range Overtime
Classification Min/Max Eli ibili
Utili Groundman 24.4206/30.8000 40 hrs/week
Utili Secreta 21.0568/293725 40 hrs/week
Utili Technician 34.2461/45.5569 40 hrs/week
Utili Warehouse Clerk 26.2350/32.7744 40 hrs/week
Water Maintenance Worker 25.4102/33.4379 40 hrs/week
Wireworker I 25.5350/37.6918 40 hrs/week
Wireworker II 35.4013/43.7249 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
Classif cation Min/Max
Police Officer 24.0225/38.1427
Police Ser eant 33.2774/45.2590
Police Lieutenant 36.7071/51.5830
OVERTIME ELIGIBILITY
The City has reserved its right to the utilization of the 207(k) FLSA exemption. 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. All work
completed after eighty (80) hours in a pay period that is performed for work that is funded by
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ORDINANCE NO. 9880 (Cont.)
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.
A lateral hiring incentive is provided, namely for certified applicants, Five Thousand
dollars ($5,000) certification credit and fifty (50) hours of compensatory time if eligible.
A referral incentive is provided for existing Officers who successfully recruit applicants,
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specifically, a Three Hundred dollar ($300) incentive for the referral of one non-certified
applicant who makes the Civil Service eligibility list; a Five Hundred dollar ($500) incentive for
the referral of two or more non-certified applicants who make the Civil Service eligibility list; a
Five Hundred dollar ($500) incentive for the referral of one or more certified applicants who
make the Civil Service eligibility list; and a One Thousand Seven Hundred dollar ($1,700)
incentive if one or more of the referred applicants is hired.
SECTION 5. The currently occupied classifications of employees of the City of
Grand Island included under the IAFF labor agreement, and the ranges of compensation (salary
and wages, excluding shift differential as provided by contract) to be paid for such
classifications, and the number of hours and work period which certain such employees included
under the IAFF labor agreement shall work prior to overtime eligibility are as follows:
Hourly Pay Range Overtime
Classification Min/Max Eli ibili
Fire Captain 23.0309/29.6326 212 hrs/28 days
Firefighter / EMT 173619/24.2884 212 hrs/28 da s
Firefi hter / Paramedic 18.7687/26.5120 212 hrs/28 days
Life Safe Ins ector 26.4868/34.5345 40 hrs/week
Battalion Chief 29.6036/341068 212 hrs/28 da s
IAFF employees, with the exception of the Life Safety Inspector, will be eligible
for overtime pay for hours worked in excess of 212 hours in each 28-day pay period, unless
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ORDINANCE NO. 9880 (Cont.)
recall or mandatory overtime is required as specified in the IAFF labor agreement. When an
employee is assigned as an Apparatus Operator (not including ambulance or service vehicles) the
employee will receive an additional fifty cents ($.50) per hour.
SECTION 6. The currently occupied classifications of the employees of the City
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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
Accounting Technician — WWTP 18.8680/28.2987 40 hrs/week
Biosolids Technician 23.0200/33.9453 40 hrs/week
E ui ment O eratar — WWTP 213138/ 29.8620 40 hrs/week
Lead Maintenance Mechanic 23.4477/33.9307 40 hrs/week
Lead Maintenance Worker 22.5717/31.7608 40 hrs/week
Lead Wastewater Plant O erator 25.1151/36.0041 40 hrs/week
Maintenance Mechanic I 19.9733/30.0117 40 hrs/week
Maintenance Worker — WWTP 19.9316/29.5334 40 hrs/week
Stormwater Program Manager 24.5901/36.8334 40 hrs/week
Wastewater Plant Laborato Technician 22.7916/31.5683 40 hrs/week
Wastewater Plant Operator I 20.5507/28.8558 40 hrs/week
Wastewater Plant O erator II 23.3588/33.0438 40 hrs/week
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/ClericaUFinance labor agreement shall work prior to overtime eligibility are as follows:
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ORDINANCE NO. 9880 (Cont.)
Hourly Pay Range Overtime
Classification Min/Max Eli ibili
Accountin Clerk 18.1313/26.2818 40 hrs/week
Accountin Technician — Streets 21.7231/28.4998 40 hrs/week
Accounts Pa able Clerk 20.4525/28.9122 40 hrs/week
Administrative Assistant-Bld , Fire, Parks, Plannin 20.4435/293215 40 hrs/week
Administrative Assistant — Public Works 21.6005/31.2640 40 hrs/week
Audio Video Technician 24.4873/32.9470 40 hrs/week
Building Inspector 24.0080/35.9899 40 hrs/week
Cashier 18.6247/25.5908 40 hrs/week
Community Service Ofiicer 17.5592/24.6211 40 hrs/week
Computer Technician 25.5128/36.6251 40 hrs/week
Crime Anal st 25.1338/32.4789 40 hrs/week
Electrical Ins ector 24.1752/35.9119 40 hrs/week
Emer enc Mana ement Coordinator 21.5894/31.2640 40 hrs/week
En ineerin Technician — Public Works 24.1683/34.0850 40 hrs/week
Evidence Technician 20.2408/29.4361 40 hrs/week
GIS Coordinator 31.0713/46.8124 40 hrs/week
Maintenance Worker I— Buildin , Libra , Police 17.1541/24.2867 40 hrs/week
Maintenance Worker II — Buildin , Libra , Police 20.1627/27.1401 40 hrs/week
Pa roll Clerk 21.2139/29.9773 40 hrs/week
Plans Examiner 23.9582/35.9899 40 hrs/week
Plumbin echanical Ins ector 24.1864/35.5663 40 hrs/week
Police Records Clerk 18.0813/25.6821 40 hrs/week
Public Safe Apprentice 17.5592/24.6211 40 hrs/week
Public Safe Dis atcher 21.7901/28.8008 40 hrs/week
Senior Accountin Clerk 20.2854/28.8676 40 hrs/week
Shootin Ran e O erator 26.6273/35.8338 40 hrs/week
Wastewater Secre 203634/28.7450 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 fifty cents ($0.50) per hour shall be added to
the base hourly wage for persons in the non-union employee classification of Senior Public
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ORDINANCE NO. 9880 (Cont.)
,
Safety Dispatcher who work any hours 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 seventy-five cents ($0.75) 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 fifty cents ($0.50) per hour shall be added to the base hourly
wage for persons covered by the IBEW Service/Clerical/Finance labor agreement 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 seventy-five cents ($0.75) per hour shall be added to the
base hourly wage for persons covered by the IBEW Service/Clerical/Finance labor agreement 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 $0.50 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 forty-five cents ($0.45) per hour. Full time
employees covered in the AFSCME labor agreement normally assigned to a work schedule
commencing between 4 a.m. 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
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ORDINANCE NO. 9880 (Cont.)
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-iive 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 classifcation 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. 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 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
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ORDINANCE NO. 9880 (Cont.)
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 and the
non-union Public Safety Apprentice 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 and full time Public Safety Apprentices 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.
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-Wastewater Treatment Plant labor agreement shall be allowed
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ORDINANCE NO. 9880 (Cont.)
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.
Employees covered by the IBEW Utilities 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
unscheduled 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, the non-union
position of Meter Reader — Part Time, 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 job classifications of Fleet Services Shop
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ORDINANCE NO. 9880 (Cont.)
Foreman and Fleet Services Mechanic shall receive a tool allowance of Thirty dollars ($30.00)
biweekly.
SECTION 9. Employees shall be compensated for unused medical leave as
follows:
1. (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 six hundred five
and thirty-four hundredths hours (605.34) [calculated at 38% x 1,593 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,
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ORDINANCE NO. 9880 (Cont.)
early retirement, or death, based on the employee's salary at 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
twenty percent (20%) for their accumulated medical leave at separation of
employment after twenty (20) years of service; forty percent (40%) for their
accumulated medical leave at separation of employment after twenty-five (25)
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ORDINANCE NO. 9880 (Cont.)
years of service; fifty percent (50%) of accumulated medical leave for a death
not occurring in the line of duty and one hundred percent (100%) of
accumulated medical leave for a death occurring in the line of duty. The rate
of compensation is based on the employee's salary at the time of separation.
The payout for medical leave shall be made to a VEBA made on their behalf
in lieu of payment.
(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/ClericaUFinance
labor agreement, IBEW Wastewater Treatment Plant labor agreement and the FOP 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.
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ORDINANCE NO. 9880 (Cont.)
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 yeaxs of service. 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:
Five (5) years (beginning 6�` year
Ten (10) years (beginning 11�' year)
Fifteen (15) years (beginning 16th year)
Twenty (20) years (beginning 21 St year)
Twenty-five (25) years (beginning 26th year)
$ 350.00
$ 645.50
$ 870.00
$1,096.00
$1,270.00
Those employees who are represented by the AFSCME labar agreement shall annually receive
longevity pay as follows:
Five (5) years (beginning 6th year)
Ten (10) years (beginning 11�' 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 shall annually
receive longevity pay as follows:
Five (5) years (beginning 6th year)
Ten (10) years (beginning 1 lth year)
Fifteen (15) years (beginning 16th year)
Twenty (20) years (beginning 21 St 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
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ORDINANCE NO. 9880 (Cont.)
Those employees who are represented by the IAFF labor agreement shall annually receive
longevity pay, beginning with the first full pay period in October 2019, as follows:
Ten (10) years (beginning l lth year)
Fifteen (15) years (beginning 16th year)
Twenty (20) years (beginning 21 St year)
Twenty-five (25) years (beginning 26th year)
$ 645.50
$ 830.50
$1,032.50
$1,247.50
Those employees who are represented by the IBEW Service/Clerical/Finance labor agreement
shall annually receive longevity pay as a lump sum payment on the payroll which includes their
anniversary date as follows:
Five (5) years (beginning 6�' year)
Ten (10) years (beginning 1 lth year)
Fifteen (15) years (beginning 16�` year)
Twenty (20) years (beginning 21 St year)
Twenty-five (25) years (beginning 26th yeax)
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.
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. 9877 and all other parts of
ordinances in conflict herewith be, and the same are, hereby repealed.
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ORDINANCE NO. 9880 (Cont.)
Enacted: Apri126, 2022
Roger G. Steele, Mayor
Attest:
RaNae Edwards, City Clerk
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