10/11/2022 Ordinances 9903Ordinance No. 9903 was pulled from the October 11, 2022 City Council Agenda.
ORDINANCE NO. 9903
An ordinance to amend Ordinance 9901 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 Evidence Technician — Part Time; and to repeal those
portions of Ordinance No. 9901 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:
Classification
Accountant
Accounting Technician — Solid Waste
Administrative Assistant —Buildins — Part Time
Administrative Coordinator — Public Works
Police Officer — Part Time
Hourly Pay Range
Min/Max
29.9400/43.5700
22.5000/293600
20.4435/293215
24.1100/39.3800
30.0000
39.5700/57.4600
53.0600/78.9100
Overtime
40 hrs/week
40 hrs/week
40 hrs/week
40 hrs/week
Assistant Finance Director
Assistant Public Works
Assistant Public Works Director of Wastewater
Assistant Utilities Director — Engineering/Business
Assistant Utilities Director — Production
Assistant Utilities Director — Transmission
53.0600/78.9100
71.5000/97.7600
71.5000/97.7600
71.5000/97.7600
45.2400/64 5 i nn
Approved as to Form A i(,u/LW
October 10, 2022 tt City Attorney
ORDINANCE NO. 9903 (Cont.)
Hourly Pay Range Overtime
Classification Min/Max Eli ibili
Buildin De artment Director 52.0500/71.8700 Exem t
Cemetery Superintendent 29.1300/43.1100 Exem t
City Administrator 86.6300/112.9200 Exempt
Ci Attorne 60.7500/80.8000 Exempt
City Clerk 38.4400/53.4400 Exem t
Civil Engineer I— PW/Eng., PW/WWTP 31.5300/44.0800 Exempt
Civil En ineer I— Utilities 34.3500/48.7800 Exem t
Civil En ineer II — PW/En ., PW/WWTP 38.6300/54.8200 Exem t
Civil En ineer II— Utilities 40.9600/59.3500 Exem t
Collection S stem Su ervisor 30.7500/41.3300 40 hrs/week
Communi Develo ment Administrator 30.8400/42.5500 40 hrs/week
Community Service Officer — Part time 19.7531/25.8858 40 hrs/week
Custodian —Police Part Time 16.6900/23.7300 40 hrs/week
Customer Service Representative 19.8700/263600 40 hrs/week
Customer Service Team Leader 233300/34.7400 Exempt
Deputy City Clerk 30.7500/42.7500 40 hrs/week
Electric Distribution Superintendent 47.1700/63.1800 Exem t
Electric Distribution Supervisor 43.5000/58.2500 40 hrs/week
Electric Under round Su erintendent 47.1700/63.1800 Exem t
Electrical En ineer I 33.7300/50.0000 Exem t
Electrical En ineer II 41.0600/58.0800 Exem t
Emer enc Mana ement De u Director 32.8500/48.8300 Exem t
Emer enc Mana ement Director 52.0500/71.8700 Exem t
En ineerin Technician I— PW/WWTP 25.2600/32.4500 40 hrs/week
En ineerin Technician II — PW/WWTP 313500/40.6300 40 hrs/week
E ui ment Operator - Solid Waste 239200/30.8100 40 hrs/week
Evidence Technician — Part Time 22.2054/31.4488 40 hrs/week
Finance Director 54.1600/78.4800 Exempt
Finance Operations Supervisor 30.9200/41.5000 Exempt
Fire Chief 58.0000/81.5700 Exempt
Fire EMS Division Chief 48.0300/62.7200 Exem t
Fire O erations Division Chief 48.0300/62.7200 Exem t
Fire Prevention Division Chief 48.0300/62.7200 Exem t
Fleet Services Sho Fareman 29.9600/43.7700 40 hrs/week
GIS Coordinator - PW 34.2400/47.8500 Exem t
Grants Administrator 28.6000/43.5800 40 hrs/week
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ORDINANCE NO. 9903 (Cont.)
Hourly Pay Range Overtime
Classification Min/Max Eli ibili
Grounds Mana ement Crew Chief — Cemete 26.5000/35.1200 40 hrs/week
Grounds Mana ement Crew Chief — Parks 27.0100/36.4900 40 hrs/week
Human Resources Director 52.0500/71.8700 Exempt
Human Resources Benefits/Risk M mt Coordinatar 31.7400/44.1000 40 hrs/week
Human Resources Recruiter 31.7400/44.1000 40 hrs/week
Human Resources Specialist 31.7400/44.1000 40 hrs/week
Information Technolo Mana er 48.5200/68 3 1 00 Exem t
Inte reter/Translator 20.0600/27.6300 40 hrs/week
Le al Secreta 243000/35.8200 40 hrs/week
Librarian I 28.1400/38.0400 Exem t
Librarian II 30.6949/41.5500 Exem t
Libr Assistant I 17.6104/25.4509 40 hrs/week
Libra Assistant II 21.7632/30.8094 40 hrs/week
Library Director 51.4400/73.1620 Exem t
Libr Page — Part Time 15.5100/18.8900 40 hrs/week
Library Secretary 21.9700/26.0300 40 hrs/week
Maintenance Worker — Cemetery Part Time 15.7820/23.3988 40 hrs/week
Meter Reader — Part Time 24.9011/31.1038 40 hrs/week
Meter Reader Su ervisor 33.6200/46.1600 Exem t
MPO Pro ram Mana er 34.4200/50.4100 Exem t
Office Mana er 29.1100/37.0900 40 hrs/week
Parks and Recreation Director 53.2400/73.8400 Exem t
Parks Su erintendent 38.9200/57.1200 Exem t
Pa roll S ecialist 26.2100/36.6900 40 hrs/week
Planner I 32.8000/44.9100 40 hrs/week
Planning Directar 53.7500/79.4500 Exempt
Police Captain 46.6400/62.4700 Exempt
Police Chief 62.4285/83.8548 Exem t
Power Plant Maintenance Supervisor 443100/62.2900 Exempt
Power Plant Operations Supervisor 45.5300/64.8900 Exempt
Power Plant Su erintendent — PGS 57.2400/83.0400 Exem t
Public Safe A rentice - Part Time 19.7531/25.8858 40 hrs/week
Public Warks Director ' 62.8300/90.9700 Exem t
Recreation Coordinator 28.1000/40.0900 Exem t
Recreation Su erintendent 37.2800/53.2000 Exem t
Re ulatory and Environmental Manager 43.3598/64.8700 Exempt
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ORDINANCE NO. 9903 (Cont.)
Hourly Pay Range Overtime
Classification Min/Max Eli ibili
Senior Civil En ineer — PW/En ., PW/WWTP 43.2400/61.6600 Exem t
Seniar Civil Engineer — Utilities 50.1300/69.6500 Exem t
Senior Electrical Engineer 48.8088/70.6800 Exempt
Senior Engineering Technician — PW/WWTP 34.8500/43.4800 40 hrs/week
Senior Public Safety Dispatcher 25.0300/33.6800 40 hrs/week
Senior Utility Secreta 20.5000/29.4900 40 hrs/week
Shootin Ran e Su erintendent 37.2800/53.2000 Exem t
Solid Waste Division Clerk 23.9000/309200 40 hrs/week
Solid Waste Foreman 28.4300/39.8800 40 hrs/week
Solid Waste Su erintendent 39.4600/54.4100 Exem t
Street Su erintendent 37.1900/53.6400 Exem t
Street Foreman 29.9600/42.8000 40 hrs/week
Transit Pro ram Mana er 37.3000/55.9400 Exem t
Utilities Director 96.8100/137.8100 Exem t
Utility Production Engineer 49.7300/70.1400 Exempt
Utility Warehouse Supervisor 31.8200/44.3500 40 hrs/week
Victim Assistance Unit Coordinator 24.1500/33.6000 40 hrs/week
Victim/Witness Advocate 18.1100/25.2000 40 hrs/week
Wastewater Plant Chief O erator 31.2500/44.0000 40 hrs/week
Wastewater Plant O erations En ineer 49.9946/69.8306 Exem t
Wastewater Plant Maintenance Su ervisor 31.5500/42.5000 40 hrs/week
Wastewater Plant Re ulato Com liance Mana er 34.4400/49.0100 Exem t
Water Su erintendent 40.5500/55.5300 Exem t
Water Su ervisor 35.0800/47.1300 40 hrs/week
Worker / Seasonal 9.0000/30.0000 Exem t
Worker / Seasonal 9.0000/30.0000 40 hrs/week
Worker / Temporary 9.0000/30.0000 40 hrs/week
Worker / Parks & Recreation Part time 9.0000/30.0000 40 hrs/week
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.
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ORDINANCE NO. 9903 (Cont.)
• 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 Worker — Parks 19.4596/28.8679 40 hrs/week
Maintenance Worker — Streets 19.4506/28.8342 40 hrs/week
Senior Equipment Operator — Streets 22.3929/33.2126 40 hrs/week
Seniar Maintenance Worker — Streets 22.2384/32.9835 40 hrs/week
Traffic Signal 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 23.0592/31.1427 40 hrs/week
Custodian 17.3168/22.2297 40 hrs/week
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ORDINANCE NO. 9903 (Cont.)
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Hourly Pay Range Overtime
Classification Min/Max Eli ibili
Electric Distribution Crew Chief 40.0180/50.8883 40 hrs/week
Electric Under round Crew Chief 40.0180/50.8883 40 hrs/week
En ineerin Technician I 26.9438/33.6054 40 hrs/week
En ineerin Technician II 33.4262/42.0591 40 hrs/week
Instrument Technician 38.1828/48.6745 40 hrs/week
Lineworker A rentice 28.6219/39.7063 40 hrs/week
Linewarker First Class 36.4634/45.0366 40 hrs/week
Materials Handler 31.9304/40.6147 40 hrs/week
Meter Reader 24.9011/31.1038 40 hrs/week
Meter Technician 34.2474/38.8808 40 hrs/week
Power Dispatcher I 37.1850/46.1314 40 hrs/week
Power Dis atcher II 41.4939/52.2441 40 hrs/week
Power Plant Maintenance Mechanic 35.6475/44.0858 40 hrs/week
Power Plant O erator 38.9418/45.1736 40 hrs/week
Senior En ineerin Technician 37.1606/463613 40 hrs/week
Senior Materials Handler 36.5589/50.6839 40 hrs/week
Seniar Power Dis atcher 46.4846/57.6769 40 hrs/week
Senior Power Plant O erator 44.8138/51.9510 40 hrs/week
Senior Substation Technician 403461/47.6808 40 hrs/week
Senior Water Maintenance Worker 27.7530/36.3262 40 hrs/week
Substation Technician 40.1454/45.8032 40 hrs/week
S stems Technician 42.8267/48.0292 40 hrs/week
Tree Trim Crew Chief 36.7118/46.1475 40 hrs/week
Utili Electrician 35.7086/45.4247 40 hrs/week
Utili Groundman 25.1532/31.7240 40 hrs/week
Utili Secreta 21.0568/29.3725 40 hrs/week
Utili Technician 34.8148/469236 40 hrs/week
Utili Warehouse Clerk 27.0220/33.7577 40 hrs/week
Water Maintenance Worker 26.1725/34.4410 40 hrs/week
Wireworker I 26.3010/38.8226 40 hrs/week
Wireworker II 36.4634/45.0366 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
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ORDINANCE NO. 9903 (Cont.)
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 29.0000/41.0000
Police Ser eant 39.0000/47.0000
Police Lieutenant 42.0000/54.0000
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,
bereavement 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 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 Police Officer assigned as a Field Training Officer shall, in addition to his/her
regular salary, be paid Two dollars ($2.00) per hour while actively working with a trainee or
other issues directly concerning a trainee.
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,
specifically, a Three Hundred dollar ($300) incentive for the referral of one non-certified
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ORDINANCE NO. 9903 (Cont.)
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.
A retention incentive will offered to active sworn Officers' for the life of the contract
with final payment made in October of 2025. Each current employee as of October 1, 2022, who
maintains active employment status, will receive a lump sum payment in the first full pay period
of the dates specified in the following schedule:
Completion of Contract Year 2022-2023: $5,000.00 (paid in October 2023)
Completion of Contract Year 2023-2024: $3,000.00 (paid in October 2024)
Completion of Contract Year 2024-2025: $2,000.00 (paid in October 2025)
Employees hired between October 2, 2022 and October 1, 2024 will receive a retention incentive
after completing a full contract year of service. The amount paid will correspond with the
applicable contract year completed.
Designated Officers who are covered under the FOP labor agreement and are
assigned to specialized assignments that routinely involve changes in schedules for training
purposes, call in for duty, and/or specialized training and certifications as listed below are
eligible for additional compensation. Tier I specialized assignments will receive an additional
sixty cents ($0.60) per hour. Tier II specialized assignments will receive an additional thirty
cents ($0.30) per hour. Officers shall only be compensated for one (1) Tier I assignment and one
(1) Tier II assignment regardless of how many assignments they may possess within that Tier.
Maximum specialty pay will be ninety cents ($0.90) per hour which is equal to a Tier I and Tier
II assignment.
:
ORDINANCE NO. 9903 (Cont.)
,
Tier I
S WAT
Police K9
Drug Recognition Expert
Accident Reconstruction Team
CERT/Hostage Negotiator
Drone
Tier II
All Department Designated Instructors:
Firearms
Defensive Tactics
Less Lethal
SECTION 5. The currently occupied classifications of employees of the City of
Grand Island included under the IAFF labor agreement, and the ranges of compensation (salary
and wages, excluding shift differential as provided by contract) to be paid for such
classifications, and the number of hours and work period which certain such employees included
under the IAFF labor agreement shall work prior to overtime eligibility are as follows:
Hourly Pay Range Overtime
Classification Min/Max Eli ibili
Fire Ca tain 23.4916/30.5216 212 hrs/28 da s
Firefi hter / EMT 17.7091/25.0171 212 hrs/28 da s
Firefighter / Paramedic 19.1441/27.3074 212 hrs/28 days
Life Safety Inspector 27.0165/35.5705 40 hrs/week
Battalion Chief 30.1957/35.1300 212 hrs/28 da s
IAFF employees, with the exception of the Life Safety Inspector, will be eligible
for overtime pay for hours worked in excess of 212 hours in each 28-day pay period, unless
recall or mandatory overtime is required as specified in the IAFF labor agreement. When an
employee is assigned as an Apparatus Operator (not including ambulance or service vehicles) the
employee will receive an additional fifty cents ($.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
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ORDINANCE NO. 9903 (Cont.)
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 22.2214/29.4817 40 hrs/week
Administrative Assistant - WWTP 20.4435/293215 40 hrs/week
Biosolids Technician 25.3842/36.7560 40 hrs/week
E ui ment O erator — WWTP 23.2949/31.5147 40 hrs/week
FOG Pro am Mana er 28.7162/393130 40 hrs/week
Lead Maintenance Mechanic 28.0427/37.2338 40 hrs/week
Lead Maintenance Worker 22.9094/32.9018 40 hrs/week
Lead Wastewater Plant Operator 27.5666/38.5945 40 hrs/week
Maintenance Mechanic I 23.7880/32.0519 40 hrs/week
Maintenance Worker — WWTP 23.0713/30.6957 40 hrs/week
Senior Equipment O eratar 27.0346/34.7365 40 hr/week
Stormwater Pro am Mana er 28.7162/393130 40 hrs/week
Wastewater Plant Laboratory Technician 25.4677/33.7709 40 hrs/week
Wastewater Plant O erator I 22.8165/30.1690 40 hrs/week
Wastewater Plant O erator II 253735/33.7967 40 hrs/week
SECTION 7. The currently occupied classifications of the employees of the City
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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 19.7952/26.5714 40 hrs/week
Accountin Technician — Streets 21.7231/29.0721 40 hrs/week
Accounts Pa able Clerk 21.9060/29.5514 40 hrs/week
Administrative Assistant-Bldg, Fire, Parks, Planning 20.4435/29.3215 40 hrs/week
Audio Video Technician 26.8201/36.8240 40 hrs/week
Buildin Ins ector 27.0111/37.2347 40 hrs/week
Cashier 20.0668/25.6234 40 hrs/week
Communi Service Officer 19.7531/25.8858 40 hrs/week
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ORDINANCE NO. 9903 (Cont.)
Com uter Technician 25.5128/36.8584 40 hrs/week
Crime Anal st 28.6794/38.1368 40 hrs/week
Electrical Ins ector 27.1431/37.0999 40 hrs/week
Emer enc Mana ement Coordinator 25.0300/33.6800 40 hrs/week
En ineerin Technician I- Public Works 25.2600/32.4500 40 hrs/week
Engineerin Technician II — Public Works 31.3500/40.6300 40 hrs/week
Evidence Technician 22.2054/31.4488 40 hrs/week
GIS Coordinator 34.2400/47.8500 40 hrs/week
Maintenance Worker I— Buildin , Library, Police 18.8024/25.2757 40 hrs/week
Maintenance Worker II — Building, Libra , Police 21.5781/28.7625 40 hrs/week
Pa roll Clerk 23.1606/32.5054 40 hrs/week
Plans Examiner 27.0157/39.8241 40 hrs/week
Plumbin echanical Ins ector 27.0830/36.5581 40 hrs/week
Police Records Clerk 19.9522/26.7203 40 hrs/week
Public Safe A rentice 19.7531/25.8858 40 hrs/week
Public Safe Dis atcher 22.5270/30.3120 40 hrs/week
Seniar Accountin Clerk 22.1760/29.8667 40 hrs/week
Senior Engineering Technician — Public Works 34.8500/43.4800 40 hrs/week
Shootin Range Operator 26.6273/35.8338 40 hrs/week
Systems Technician 42.8267/48.0292 40 hrs/week
Wastewater Secretary 20.6626/29.0337 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
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.
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ORDINANCE NO. 9903 (Cont.)
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 Two dollars ($2.00) 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
assignment. Full time employees covered in the IBEW Wastewater Treatment Plant labor
agreement who are regularly scheduled to work the night shift will receive an additional one
dollar ($1.00) per hour for wages attributable to those shifts.
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
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ORDINANCE NO. 9903 (Cont.)
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 Five-hundred fifty dollars ($550.00)
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 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
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ORDINANCE NO. 9903 (Cont.)
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
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
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ORDINANCE NO. 9903 (Cont.)
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
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
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ORDINANCE NO. 9903 (Cont.)
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,
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
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ORDINANCE NO. 9903 (Cont.)
exceed six hundred nine and one-half (609.5) hours [calculated at 53% x
1,150 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 forty percent (40%) for their
accumulated medical leave at separation of employment after sixteen (16)
years of sworn officer service and fifty (50) years of age; fifty percent (50%)
for their accumulated medical leave at separation of employment after twenty
(20) years of sworn Officer service and fifty-five (55) years of age. An
employee's beneficiary shall be paid fifty percent (50%) of accumulated
medical leave an employee's death not occurring in the line of duty. An
employee's beneficiary shall be paid one hundred percent (100%) of an
employee's 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. Years of service includes time at a previous agency as a sworn
Officer and service must be verified. 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
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ORDINANCE NO. 9903 (Cont.)
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, 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.
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. 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 based upon the total length of service with the City or as a sworn officer
with another agency:
Officer Five (5) years (beginning 6th year)
Ten (10) years (beginning l lth year)
Fifteen (15) years (beginning 16th year)
$ 350.00
$ 650.00
$1,000.00
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ORDINANCE NO. 9903 (Cont.)
�
Twenty (20) years (beginning 21 St year)
Twenty-five (25) years (beginning 26�` year)
Sergeant and Five (5) years (beginning 6th year)
Lieutenant 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
Non-union employees shall receive longevity pay on a prorated basis each regular pay day as
follows:
Five (5) years (beginning 6th 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 26�' year)
Those employees who are represented by the AFSCME labor agreement shall annually receive
$1,350.00
$1,750.00
$ 375.00
$ 650.00
$1,250.00
$1,700.00
$2,400.00
$ 250.00
$ 500.00
$ 750.00
$ 1,150.00
$ 1,650.00
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 l lth year)
Fifteen (15) years (beginning 16th year)
Twenty (20) years (beginning 21 St year)
Twenty-five (25) years (beginning 26th year)
$ 250.00
$ 500.00
$ 750.00
$1,000.00
1,500.00
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:
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ORDINANCE NO. 9903 (Cont.)
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)
$ 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 l lth year)
Fifteen (15) years (beginning 16th year)
Twenty (20) years (beginning 21 St year)
Twenty-five (25) years (beginning 26th 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.
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. 9901 and all other parts of
ordinances in conflict herewith be, and the same are, hereby repealed.
Enacted: October 11, 2022
Attest:
RaNae Edwards, City Clerk
Roger G. Steele, Mayor
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