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01/23/2024 Ordinances 9961ORDINANCE NO. 9961 An ordinance to amend Ordinance 9957 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 positions and salary ranges of Field Operations Supervisor, Protection and Controls Supervisor, and Safety Coordinator; to remove the non-union positions of Assistant Utilities Director—Engineering/Business Operations, Assistant Utilities Director—Transmission; to rename the position of Assistant Utilities Director—Production to Assistant Utilities Director; to rename the non-union position of Power Plant Superintendent—PGS to Power Plant Manager; to amend the minimum wage of Worker/Seasonal, Worker/Temporary and Worker/ Parks and Recreation Part Time; and to repeal those portions of Ordinance No. 9957 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 Classification Min/Max Eli ibili Accountant 31.4370/45.7485 Exem t Administrative Assistant —Buildin — Part Time 20.6479/30.0985 40 hrs/week Administrative Coordinator — Public Works 253155/41.3490 40 hrs/week ORDINANCE NO. 9961 (Cont.) Hourly Pay Range Overtime Classification Min/Max Eli ibili Ai ort Police Officer — Part Time 31.5000 40 hrs/week Assistant City Administrator 72.7693/94.8528 Exem t Assistant Finance Director 41.5485/603330 Exempt Assistant Public Works Director/Engineering 55.7130/82.8555 Exempt Assistant Public Works Director of Wastewater 55.7130/82.8555 Exem t Assistant Utilities Director 75.0750/102.6480 Exem t Attorne 47.5020/67.7355 Exem t Cemete Su erintendent 30.5865/45.2655 Exem t Chief Buildin Official 41.4299/603583 Exem t Ci Administrator 90.9615/118.5660 Exem t Ci Attorne 63.7875/84.8400 Exem t Ci Clerk 403620/56.1120 Exem t Civil En ineer I— PW/En ., PW/WWTP 33.1065/46.2840 Exem t Civil Engineer I— Utilities 36.0675/51.2190 Exempt Civil En ineer II — PW/En ., PW/WWTP 40.5615/57.5610 Exempt Civil Engineer II — Utilities 43.0080/623175 Exem t Collection System Su ervisor 32.2875/433965 40 hrs/week Communications Manager 35.2673/49.2855 Exempt Communi Develo ment Director 56.4375/83.4225 Exem t Communi Develo ment Administrator 3 2 3 820/44.6775 40 hrs/week Communi Service Officer — Part time 20.3457/26.6624 40 hrs/week Custodian —Police Part Time 17.5245/24.9165 40 hrs/week Customer Service Re resentative 20.8635/27.6780 40 hrs/week Customer Service Team Leader 24.4965/36.4770 Exem t De u Ci Clerk 32.2875/44.8875 40 hrs/week Electric Distribution Superintendent 49.5285/663390 Exem t Electric Distribution Su ervisor 45.6750/61.1625 40 hrs/week Electric Under round Superintendent 49.5285/66.3390 Exem t Electrical En ineer I 35.4165/52.5000 Exem t Electrical Engineer II 43.1130/60.9840 Exempt Emer enc Mana ement De u Director 34.4925/51.2715 Exem t Emer enc Mana ement Director 54.6525/75.4635 Exem t En ineerin Technician I— PW/WWTP 26.5230/34.0725 40 hrs/week En ineerin Technician II — PW/WWTP 329175/42.6615 40 hrs/week E ui ment O erator — Solid Waste 25.1160/32.3505 40 hrs/week Evidence Technician — Part Time 22.8715/323923 40 hrs/week -2- ORDINANCE NO. 9961 (Cont.) Hourly Pay Range Overtime Classification Min/Max Eli ibili Field O erations Su ervisor 40.8654/57.6924 Exem t Finance Director 56.8680/82.4040 Exempt Finance Operations Su ervisor 32.4660/43.5750 Exem t Fire Chief 60.9000/85.6485 Exem t Fire EMS Division Chief 50.4315/65.8560 Exem t Fire O erations Division Chief 50.4315/65.8560 Exempt Fire Prevention Division Chief 50.4315/65.8560 Exem t Fleet Services Sho Foreman 33.0000/45.9585 40 hrs/week GIS Coordinator — PW 35.9520/50.2425 Exem t Grants Administrator 30.0300/45.7590 40 hrs/week Grounds Mana ement Crew Chief — Cemete 27.8250/36.8760 40 hrs/week Grounds Mana ement Crew Chief — Parks 283605/383145 40 hrs/week Human Resources Director 54.6525/75.4635 Exem t Human Resources Benefits/Risk Mgmt Coordinatar 33.3270/46.3050 40 hrs/week Human Resources Recruiter 33.3270/463050 40 hrs/week Human Resources S ecialist 33.3270/463050 40 hrs/week Information Technology Mana er 50.9460/71.7255 Exempt Interpreter/Translator 21.0630/29A115 40 hrs/week Le al Secreta 25.5150/37.6110 40 hrs/week Librarian I 29.5470/39.9420 Exem t Librarian II 32.1805/43.6275 Exem t Libr Assistant I— Part Time 21.6751/27.9351 40 hrs/week Libr Director 54.0120/76.2055 Exem t Libr Pa e— Part Time 16.2855/19.8345 40 hrs/week Libr Secret 23.0685/273315 40 hrs/week Maintenance Worker — Cemete Part Time 23.6306/30.5754 40 hrs/week Meter Reader — Part Time 25.6481/32.0370 40 hrs/week Meter Reader Supervisor 35.3010/48.4680 Exempt MPO Program Manager 36.1410/52.9305 Exem t Ofiice Manager 30.5655/38.9445 40 hrs/week Parale al 25.5150/37.6110 40 hrs/week Parks and Recreation Director 55.9020/77.5320 Exem t Parks Su erintendent 40.8660/59.9760 Exem t Pa oll S ecialist 27.5205/38.5245 40 hrs/week Planner I 34.4400/47.1555 40 hrs/week Police Ca tain 48.9720/65.5935 Exem t -3- ORDINANCE NO. 9961 (Cont.) Hourly Pay Range Overtime Classification Min/Max Eli ibili Police Chief 65.5499/88.0475 Exem t Power Plant Maintenance Su ervisor 46.5255/65.4045 Exempt Power Plant Operations Supervisor 49.8509/68.1294 Exem t Power Plant Mana er 60.1020/87.1920 Exempt Process Financial Analyst 35.0685/51.6365 Exem t Protection and Controls Su ervisar 40.8654/57.6924 Exempt Public Safe A rentice — Part Time 20.3457/26.6624 40 hrs/week Public Works Director 88.3414/113.5818 Exem t Records Su ervisor 22.9450/30.7283 40 hrs/week Recreation Coordinator 29.5050/42.0945 Exem t Recreation Su erintendent 39.1440/55.8600 Exem t Re ulato and Environmental Mana er 50.7465/68.1166 Exem t Safe Coordinator 40.8654/57.6924 Exem t Senior Civil En ineer — PW/En ., PW/WWTP 45.4020/64.7430 Exempt Senior Civil Engineer — Utilities 52.6365/73.1325 Exempt Senior Electrical Engineer 49.8728/74.2140 Exem t Senior Engineering Technician — PW/WWTP 36.5925/45.6540 40 hrs/week Senior Public Safety Dispatcher 26.2815/35.3640 40 hrs/week Senior Utili Secreta 21.5250/30.9645 40 hrs/week Shootin Ran e Su erintendent 39.1440/55.8600 Exem t Solid Waste Division Clerk 25.0950/32.4660 40 hrs/week Solid Waste Foreman 29.8515/41.8740 40 hrs/week Solid Waste Su erintendent 41.4330/57.1305 Exem t Street Su erintendent 39.0495/56.3220 Exem t Street Foreman 33.0000/44.9400 40 hrs/week Transit Program Manager 39.1650/58.7370 Exem t Utilities Director 101.6505/144.7005 Exempt Utili Mana er 55.7130/82.8555 Exempt Utility Production Engineer 52.2165/73.6470 Exempt Utility Warehouse Supervisor 33.4110/46.5675 40 hrs/week Victim Assistance Unit Coordinator 25.3575/35.2800 40 hrs/week Victim/Wimess Advocate 19.0155/26.4600 40 hrs/week Wastewater Plant Chief O erator 32.8125/46.2000 40 hrs/week Wastewater Plant O erations En ineer 49.9946/69.8306 Exem t Wastewater Plant Maintenance Su ervisor 33.1275/44.6250 40 hrs/week Wastewater Plant Regulato Com liance Manager 36.1620/51.4605 Exem t -4- ORDINANCE NO. 9961 (Cont.) Hourly Pay Range Overtime Classification Min/Max Eli ibili Water Su erintendent 42.5775/583065 Exem t Water Supervisor 38.0968/49.4865 40 hrs/week Worker / Seasonal 12.0000/31.5000 Exempt Worker / Seasonal 12.0000/31.5000 40 hrs/week Worker / Temporary 12.0000/31.5000 40 hrs/week Worker / Parks & Recreation Part time 12.0000/31.5000 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. • 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 23.4936/31.8598 40 hrs/week Fleet Services Mechanic 26.4140/36.5152 40 hrs/week Horticulturist 27.5177/36.5499 40 hrs/week Libr Assistant I 21.6751/27.9351 40 hrs/week Libr Assistant II 22.8963/30.8094 40 hrs/week Maintenance Worker — Cemete 23.6306/30.5754 40 hrs/week Maintenance Worker — Parks 21.8742/30.1530 40 hrs/week -5- ORDINANCE NO. 9961 (Cont.) Hourly Pay Range Overtime Classification Min/Max Eli ibili Maintenance Warker — Streets 22.5417/30.4295 40 hrs/week Senior E ui ment O erator — Streets 25.9567/35.1132 40 hrs/week Seniar Maintenance Worker — Streets 25.7821/34.6976 40 hrs/week Traffc Si nal Technician 27.7150/36.0032 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 23.7510/31.6728 40 hrs/week Custodian 173168/22.8966 40 hrs/week Electric Distribution Crew Chief 41.2185/51.5199 40 hrs/week Electric Under round Crew Chief 41.2185/51.5199 40 hrs/week En ineerin Technician I 27.7521/34.6136 40 hrs/week En ineerin Technician II 34.4290/42.2553 40 hrs/week Instrument Technician 39.3283/50.1348 40 hrs/week Lineworker A rentice 29.4805/40.8975 40 hrs/week Lineworker First Class 37.5573/46.3877 40 hrs/week Materials Handler 32.8883/41.8332 40 hrs/week Meter Reader 25.6481/32.0370 40 hrs/week Meter Technician 35.2748/40.0472 40 hrs/week Power Dis atcher I 383006/47.5153 40 hrs/week Power Dis atcher II 42.7388/53.8114 40 hrs/week Power Plant Maintenance Mechanic 36.7169/45.4084 40 hrs/week Power Plant O erator 40.1100/46.5288 40 hrs/week Senior En ineerin Technician 38.2754/47.7521 40 hrs/week Senior Materials Handler 37.6557/52.2044 40 hrs/week Senior Power Dis atcher 46.8136/59.4072 40 hrs/week Senior Power Plant Operator 46.1582/53.5095 40 hrs/week � ORDINANCE NO. 9961 (Cont.) Hourly Pay Range Overtime Classification Min/Max Eli ibili Senior Substation Technician 41.5564/49.1113 40 hrs/week Senior Water Maintenance Worker 28.5856/37.4160 40 hrs/week Substation Technician 41.3497/47.1773 40 hrs/week S stems Technician 44.1115/49.4701 40 hrs/week Tree Trim Crew Chief 37.8131/47.5319 40 hrs/week Under ound Technician 27.0901/39.9872 40 hrs/week Utility Electrician 36.7799/46.7875 40 hrs/week Utility Groundman 25.9078/32.6757 40 hrs/week Utili Secreta 21.4551/29.4935 40 hrs/week Utility Technician 35.8592/48.3313 40 hrs/week Utili Warehouse Clerk 27.8327/34.7704 40 hrs/week Water Maintenance Worker 26.9577/35.4742 40 hrs/week Wireworker I 27.0901/39.9872 40 hrs/week Wireworker II 37.5573/463877 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 Offcer 30.1600/42.6400 Police Sergeant 40.5600/48.8800 Police Lieutenant 43.6800/56.1600 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 -7- ORDINANCE NO. 9961 (Cont.) 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 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) -8- ORDINANCE NO. 9961 (Cont.) 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 ($0.90) per hour which is equal to a Tier I and Tier II assignment. Tier I S WAT Police K9 Drug Recognition Expert Accident Reconstruction Team CERT/Hostage Negotiator Drone Tier II All Department Designated Instructors: Firearms Defensive Tactics Less Lethal SECTION 5. The currently occupied classifications of employees of the City of Grand Island included under the IAFF labor agreement, and the ranges of compensation (salary and wages, excluding shift differential as provided by contract) to be paid for such classifications, and the number of hours and work period which certain such employees included under the IAFF labor agreement shall work prior to overtime eligibility are as follows: � ORDINANCE NO. 9961 (Cont.) IAFF employees, with the exception of the Life Safety Inspector, will be eligible for overtime pay for hours worked in excess of 212 hours in each 28-day pay period, unless recall or mandatory overtime is required as specified in the IAFF labor agreement. When an employee is assigned as an Apparatus Operator (not including ambulance or service vehicles) the employee will receive an additional fifty cents ($.50) per hour. When a Firefighter/Paramedic is designated as the primary ambulance attendant, the employee will receive an additional one dollar and 50 cents ($1.50) per hour. If a Fire Captain is forced to ride in a dual-role capacity, meaning operating as both a captain and engine paramedic, the Captain will receive an additional one dollar and 50 cents ($1.50) 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: Classification Technician — WWTP Hourly Pay Range Min/Max 23.1102/30.6610 Overtime 40 hrs/week -10- ORDINANCE NO. 9961 (Cont.) 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: ��! SECTION 7. The currently occupied classifications of the employees of the City ORDINANCE NO. 9961 (Cont.) 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. 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 -12- ORDINANCE NO. 9961 (Cont.) J 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 nortnally 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 One Dollar ($1.00) 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 provided by contract) to be paid for such classifications, and the number of hours and work period which certain such employees shall wark prior to overtime eligibility are as stated above. Each employee covered by the IAFF labor agreement, except Life Safety Inspector, after completing probation, will receive Two-Hundred Seventy-Five dollars ($275.00) semi-annually to be used for the purchase of the uniform items as needed. New hires will receive Four Hundred -13- ORDINANCE NO. 9961 (Cont.) 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 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 One- thousand one-hundred dollars ($1,100.00) per year, divided into twenty-six (26) pay periods. -14- ORDINANCE NO. 9961 (Cont.) Non-union employees and employees covered by the AFSCME labor agreement, FOP labor agreement, IAFF labor agreement, IBEW Service/ClericaUFinance 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 i 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 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 Manager, Power Plant Supervisor, Electric Distribution Superintendent, Electric Distribution Supervisor, Water Superintendent, Water Supervisor, and Electric Underground Superintendent shall be eligible to participate in a -15- ORDINANCE NO. 9961 (Cont.) 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 Fifty dollars ($50.00) biweekly. follows: 1. 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 six hundred five and three-tenths hours (605.3) [calculated at 38% x 1,593 hours]. The Life Safety Inspector shall have a contribution to a VEBA made on their behalf in -16- ORDINANCE NO. 9961 (Cont.) 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 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 -17- ORDINANCE NO. 9961 (Cont.) 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 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. -18- ORDINANCE NO. 9961 (Cont.) 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) Twenty (20) years (beginning 21 St year) Twenty-five (25) years (beginning 26th year) Sergeant and Five (5) years (beginning 6�' year) Lieutenant 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 $ 650.00 $1,000.00 $1,350.00 $1,750.00 $ 375.00 $ 650.00 $1,250.00 $1,700.00 $2,400.00 -19- ORDINANCE NO. 9961 (Cont.) 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�' year) Fifteen (15) years (beginning 16th year) Twenty (20) years (beginning 21 St year) Twenty-five (25) years (beginning 26�' year) $ 250.00 $ 500.00 $ 750.00 $ 1,150.00 $ 1,650.00 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 l lth year) Fifteen (15) years (beginning 16�' 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 IBEW-Wastewater Treatment Plant shall annually receive longevity pay as follows: Five (5) years (beginning 6th 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) $ 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, as follows: Ten (10) years (beginning 11�` year) $ 750.00 Fifteen (15) years (beginning 16th year) $1,000.00 Twenty (20) years (beginning 21 St year) $1,250.00 Twenty-five (25) years (beginning 26�' year) $1,500.00 -20- ORDINANCE NO. 9961 (Cont.) 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 16�' 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. 9957 and all other parts of ordinances in conflict herewith be, and the same are, hereby repealed. Enacted: January 23, 2024. � � Roger G. Steele, Mayor Attest: � ��'j� n�:r� r ill Granere, City Clerk OF GRANp �s �� . ............. .. .�v� � :�'�,co�eo�r� '� a *� �.•.� ��k f s.,,�F� 10,�g�'1�� `�In.Fg R ASKP -21-