The URL can be used to link to this page

08-21-2018 City Council Special Meeting Packet City of Grand Island Tuesday, August 21, 2018 Special Meeting Packet City Council: Linna Dee Donaldson Michelle Fitzke Chuck Haase Julie Hehnke Jeremy Jones Vaughn Minton Mitchell Nickerson Mike Paulick Roger Steele Mark Stelk Mayor: Jeremy L. Jensen City Administrator: Marlan Ferguson City Clerk: RaNae Edwards 6:00 PM Council Chambers - City Hall 100 East 1st Street, Grand Island, NE 68801 Grand Island Special Meeting - 8/21/2018 Page 1 / 274 City of Grand Island Tuesday, August 21, 2018 Call to Order This is an open meeting of the Grand Island City Council. The City of Grand Island abides by the Open Meetings Act in conducting business. A copy of the Open Meetings Act is displayed in the back of this room as required by state law. The City Council may vote to go into Closed Session on any agenda item as allowed by state law. Invocation Pledge of Allegiance Roll Call A - SUBMITTAL OF REQUESTS FOR FUTURE ITEMS Individuals who have appropriate items for City Council consideration should complete the Request for Future Agenda Items form located at the Information Booth. If the issue can be handled administratively without Council action, notification will be provided. If the item is scheduled for a meeting or study session, notification of the date will be given. B - RESERVE TIME TO SPEAK ON AGENDA ITEMS This is an opportunity for individuals wishing to provide input on any of tonight's agenda items to reserve time to speak. Please come forward, state your name and address, and the Agenda topic on which you will be speaking. Grand Island Special Meeting - 8/21/2018 Page 2 / 274 City of Grand Island Tuesday, August 21, 2018 Special Meeting Item F-1 #9701 - Consideration of Approving Salary Ordinance Staff Contact: Aaron Schmid, Human Resources Director Grand Island Special Meeting - 8/21/2018 Page 3 / 274 Council Agenda Memo From:Aaron Schmid, Human Resources Director Meeting:August 21, 2018 Subject:Consideration of Approving Salary Ordinance No. 9701 Presenter(s):Marlan Ferguson, City Administrator William Clingman, Assistant Finance Director Background A Salary Ordinance is presented each year as a part of the budget process. Wages for City employees are presented to the Council for approval in the form of a salary ordinance. Some wages are set as a part of negotiated labor agreements and others through salary surveys conducted. Discussion Wage changes presented in this Ordinance are for bargaining units according to their respective labor agreements and negotiated wages. The Ordinance also includes changes to the non-union positions. The following information shows the average increases for each respective group. Please note the averages are based on movement at the top step of the pay scale. Furthermore, some positions were higher and lower than the average. AFSCME Labor Agreement will increase on average by 3%. IAFF Labor Agreement will increase by 0%. IBEW Service/Clerical/Finance Labor Agreement will increase on an average by 3%. IBEW Utilities Labor Agreement will increase on an average by 3%. IBEW WWT Labor Agreement will increase on an average by 3%. FOP Labor Agreement will increase by 2.5%. Non-Union will increase on an average by 1.5% plus 1.5% increase to retirement contribution. The wages represented in this proposed Ordinance are included in the proposed 2018/2019 fiscal year budget. Grand Island Special Meeting - 8/21/2018 Page 4 / 274 Alternatives It appears that the Council has the following alternatives concerning the issue at hand. The Council may: 1.Move to approve 2.Refer the issue to a Committee 3.Postpone the issue to future date 4.Take no action on the issue Recommendation City Administration recommends that the Council approve proposed Salary Ordinance No. 9701. Sample Motion Move to approve Salary Ordinance No. 9701. Grand Island Special Meeting - 8/21/2018 Page 5 / 274 Approved as to Form ¤ ___________ ¤ City Attorney ORDINANCE NO. 9701 An ordinance to amend Ordinance 9697 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 rename the IBEW Service/Clerical union to IBEW Service/Clerical/Finance union; remove the non- union position and salary range of CADD Operator; to move the non-union position and salary range of Biosolids Technician to the IBEW Wastewater Treatment Plant labor agreement; to add the non-union position and salary range of HPSP Office Clerk; to add the non-union position and salary range of Administrative Coordinator – Public Works; to rename the IBEW Wastewater Treatment Plant position and salary range of Maintenance Mechanic II to Lead Maintenance Mechanic; to add the IBEW Wastewater Treatment Plant position and salary range of Lead Maintenance Worker; to move the IBEW Wastewater Treatment Plant position and salary range of Wastewater Clerk to the IBEW Service/Clerical/Finance labor agreement and rename to Wastewater Secretary; to move the IBEW Finance positions of Accounting Clerk, Cashier, Payroll Clerk and Senior Accounting Clerk to the IBEW Service/Clerical/Finance labor agreement; to remove the IBEW Service/Clerical/Finance positions and salary ranges of Community Development Specialist and Finance Secretary; to move the IBEW Service/Clerical/Finance position of Stormwater Program Manager to the IBEW Wastewater Treatment Plant labor agreement; to move the IBEW Service/Clerical/Finance positions of Community Development Administrator and Planning Technician to non-union; to rename the position of Planning Technician to Planner I; to amend the salary ranges of non-union employees; to amend the salary ranges of employees covered under the AFSCME labor agreement; to amend the salary ranges of employees covered under the FOP labor agreement; to amend the salary ranges of employees covered under the IBEW Service/Clerical/Finance labor Grand Island Special Meeting - 8/21/2018 Page 6 / 274 ORDINANCE NO. 9701 (Cont.) - 2 - agreement; to amend the salary ranges of employees covered under the IBEW Utilities labor agreement; to amend the salary ranges of employees covered under the IBEW Wastewater Treatment Plant labor agreement; to add the position and salary range of Lead Wastewater Plant Operator to the IBEW WWTP labor agreement; and to repeal those portions of Ordinance No. 9697 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 Hourly Pay Range Min/Max Overtime Eligibility Accountant 25.0420/36.7545 25.4176/37.3059 Exempt Accounting Technician – Solid Waste 20.1118/25.2200 20.4135/25.5983 40 hrs/week Administrative Coordinator – Public Works 21.0448/30.1839 40 hrs/week Assistant to the City Administrator 23.6076/33.2328 23.9618/33.7313 Exempt Assistant Finance Director 33.9866/49.0855 34.4964/49.8218 Exempt Assistant Public Works Director/Engineering 38.9075/58.6000 39.4911/60.6920 Exempt Assistant Utilities Director – Engineering/Business Operations 52.4196/75.5731 53.2059/76.7068 Exempt Assistant Utilities Director – Production 54.4194/77.3596 55.2358/78.5200 Exempt Grand Island Special Meeting - 8/21/2018 Page 7 / 274 ORDINANCE NO. 9701 (Cont.) - 3 - Classification Hourly Pay Range Min/Max Overtime Eligibility Assistant Utilities Director – Transmission 54.4194/79.5179 55.2358/80.7106 Exempt Attorney 32.8943/48.8298 33.3878/49.5623 Exempt Biosolids Technician 19.9492/30.2055 40 hrs/week Building Department Director 38.9156/57.9988 39.4994/58.8688 Exempt CADD Operator 21.7392/31.2635 40 hrs/week Cemetery Superintendent 24.9930/37.0264 25.3679/37.5818 Exempt City Administrator 71.4964/83.4798 72.5689/84.7320 Exempt City Attorney 48.0254/66.6890 48.7458/67.6894 Exempt City Clerk 32.1275/43.2299 32.6094/43.8784 Exempt Civil Engineer I 30.9104/43.9238 31.3740/44.5826 Exempt Civil Engineer II 35.0776/50.5140 35.6038/51.2718 Exempt Civil Engineering Manager – Utility PCC 43.7585/60.9521 44.4149/64.5361 Exempt Collection System Supervisor 25.2062/36.6306 25.5843/37.1801 40 hrs/week Community Development Administrator 22.2152/31.9410 40 hrs/week Community Service Officer – Part time 16.3821/22.3330 16.6145/22.9328 40 hrs/week Custodian – Library, Police 14.6526/20.9826 14.8724/21.2973 40 hrs/week Customer Service Representative – Part time 10.1816/14.0817 10.3343/14.2929 40 hrs/week Customer Service Team Leader 20.4821/28.0380 20.7894/28.4586 Exempt Electric Distribution Superintendent 38.0495/52.6906 40.8173/53.4810 Exempt Electric Distribution Supervisor 32.1304/46.4077 38.8735/50.3708 40 hrs/week Electric Underground Superintendent 33.8855/48.8524 34.3938/50.3708 Exempt Electrical Engineer I 29.3018/42.3606 29.7414/42.9960 Exempt Electrical Engineer II 33.9868/49.0856 34.4966/49.8219 Exempt Emergency Management Deputy Director 27.5291/40.4906 27.9420/41.0980 Exempt Grand Island Special Meeting - 8/21/2018 Page 8 / 274 ORDINANCE NO. 9701 (Cont.) - 4 - Classification Hourly Pay Range Min/Max Overtime Eligibility Emergency Management Director 39.1800/57.9988 39.7678/58.8688 Exempt Engineer I – Public Works 31.9298/45.3644 32.4088/46.0449 Exempt Engineer I – WWTP 31.9298/44.9241 32.4088/45.5980 Exempt Engineering Technician - WWTP 21.6888/29.9419 22.3395/30.8402 40 hrs/week Equipment Operator - Solid Waste 18.8402/27.0280 19.1228/27.4334 40 hrs/week Finance Director 44.5620/67.8909 45.2304/68.9093 Exempt Finance Operations Supervisor 23.5153/33.0311 23.8680/33.5266 Exempt Fire Chief 43.8841/66.8839 44.5425/67.8870 Exempt Fire EMS Division Chief 37.2284/53.9871 37.7869/54.7969 Exempt Fire Operations Division Chief 37.2284/53.9871 37.7869/54.7969 Exempt Fire Prevention Division Chief 36.4315/52.2063 36.9780/52.9894 Exempt Fleet Services Shop Foreman 24.8053/37.0367 25.1774/37.5923 40 hrs/week GIS Coordinator - PW 29.0889/43.3841 29.5253/44.0349 Exempt Golf Course Superintendent 25.6180/36.9726 26.0023/37.5273 Exempt Grounds Management Crew Chief – Cemetery 21.5304/31.1900 21.8534/31.6579 40 hrs/week Grounds Management Crew Chief – Parks 22.9087/32.8811 23.2523/33.3743 40 hrs/week HPSP Office Clerk 17.0920/23.6820 40 hrs/week Human Resources Director 39.2863/58.6741 39.8756/59.5543 Exempt Human Resources Benefits/Risk Mgmt Coordinator 23.8470/35.2851 24.2047/35.8144 40 hrs/week Human Resources Recruiter 23.8470/35.2851 24.2047/35.8144 40 hrs/week Human Resources Specialist 23.8470/35.2851 24.2047/35.8144 40 hrs/week Information Technology Manager 38.1246/57.5444 38.6965/58.4076 Exempt Legal Secretary 21.3052/28.7935 21.6248/29.2254 40 hrs/week Grand Island Special Meeting - 8/21/2018 Page 9 / 274 ORDINANCE NO. 9701 (Cont.) - 5 - Classification Hourly Pay Range Min/Max Overtime Eligibility Librarian I 23.5150/29.8553 23.8678/31.7959 Exempt Librarian II 26.2548/33.4820 26.6486/35.6584 Exempt Library Assistant I 14.3559/20.7473 15.2890/22.0959 40 hrs/week Library Assistant II 17.7411/25.1156 18.8943/26.7481 40 hrs/week Library Director 42.3759/64.8136 43.0115/65.7858 Exempt Library Page 10.2060/14.0796 10.8694/14.9948 40 hrs/week Library Secretary 16.8394/23.3320 17.0920/23.6820 40 hrs/week Maintenance Worker – Golf 16.4369/25.7469 16.6835/26.1331 40 hrs/week Meter Reader Supervisor 23.5153/30.5976 23.8680/31.0566 Exempt MPO Program Manager 25.5386/38.3336 25.9216/38.9086 Exempt Office Manager – Police Department 19.9156/28.6495 20.2143/29.0792 40 hrs/week Parks and Recreation Director 42.6304/64.8620 43.2699/65.8349 Exempt Parks Superintendent 31.7524/47.0128 32.2288/47.7180 Exempt Payroll Specialist 20.5197/29.7956 20.8275/30.2425 40 hrs/week Planner I 24.4580/34.4113 40 hrs/week Planning Director 40.5175/61.1830 41.1253/62.1008 Exempt Police Captain 37.3229/53.7815 37.8828/54.5883 Exempt Police Chief 46.2620/67.9351 46.9559/68.9541 Exempt Power Plant Maintenance Supervisor 35.5371/48.0134 36.0700/48.7336 Exempt Power Plant Operations Supervisor 37.7260/52.1594 38.2919/52.9418 Exempt Power Plant Superintendent – Burdick 42.7013/60.5861 43.3419/61.4949 Exempt Power Plant Superintendent – PGS 49.2281/69.8144 49.9665/70.8616 Exempt Public Information Officer 28.2585/42.1368 28.6824/42.7689 Exempt Grand Island Special Meeting - 8/21/2018 Page 10 / 274 ORDINANCE NO. 9701 (Cont.) - 6 - Classification Hourly Pay Range Min/Max Overtime Eligibility Public Works Director 45.8640/68.3250 46.5520/69.3499 Exempt Public Works Engineer 33.3344/48.2010 33.8344/48.9240 Exempt Receptionist 16.2370/25.5802 16.7278/26.3534 40 hrs/week Recreation Coordinator 23.5145/33.6513 23.8673/34.1561 Exempt Recreation Superintendent 32.4386/49.4218 32.9251/50.1631 Exempt Regulatory and Environmental Manager 39.3449/53.8784 39.9351/57.4829 Exempt Senior Civil Engineer 35.8250/53.1100 Exempt Senior Electrical Engineer 38.5745/53.7141 39.1531/54.9101 Exempt Senior Public Safety Dispatcher 19.9491/26.7956 20.2483/27.1975 40 hrs/week Senior Utility Secretary 19.3261/25.9884 19.6160/26.7083 40 hrs/week Shooting Range Superintendent 28.3884/42.9764 28.8143/43.6210 Exempt Solid Waste Division Clerk - Full Time 19.5948/24.7660 19.8887/25.1375 40 hrs/week Solid Waste Division Clerk - Part Time 17.4470/22.4888 17.9704/23.1635 40 hrs/week Solid Waste Foreman 22.7440/31.7591 23.0852/32.2355 40 hrs/week Solid Waste Superintendent 33.1380/48.8771 33.6351/49.6103 Exempt Street Superintendent 31.5101/46.8878 31.9828/47.5911 Exempt Street Foreman 24.1698/35.4161 24.5323/35.9473 40 hrs/week Transit Program Manager 27.2356/39.1203 27.6441/39.7070 Exempt Turf Management Specialist 23.0237/32.5926 23.3691/33.0815 40 hrs/week Utilities Director 74.5524/99.3789 75.6708/100.8696 Exempt Utility Production Engineer 38.0339/56.0660 38.6044/56.9070 Exempt Utility Warehouse Supervisor 26.9010/37.8519 27.3045/38.4197 40 hrs/week Victim Assistance Unit Coordinator 16.4543/24.0026 16.7011/24.3626 40 hrs/week Grand Island Special Meeting - 8/21/2018 Page 11 / 274 ORDINANCE NO. 9701 (Cont.) - 7 - Classification Hourly Pay Range Min/Max Overtime Eligibility Victim/Witness Advocate 15.0826/22.0017 15.3088/22.3317 40 hrs/week Wastewater Plant Chief Operator 24.1472/35.1586 24.5094/35.6860 40 hrs/week Wastewater Plant Engineer 34.6253/52.9966 35.1446/53.7915 Exempt Wastewater Plant Operations Engineer 33.4478/50.0133 33.9495/50.7635 Exempt Wastewater Plant Maintenance Supervisor 25.7302/36.5320 26.1162/37.0800 40 hrs/week Wastewater Plant Regulatory Compliance Manager 33.4501/39.9330 33.9519/40.5320 Exempt Water Superintendent 31.9568/46.7388 32.4361/47.4399 Exempt Water Supervisor 25.2435/36.7276 25.6222/37.2785 40 hrs/week Worker / Seasonal 9.0000/20.0000 Exempt Worker / Seasonal 9.0000/20.0000 40 hrs/week Worker / Temporary 9.0000/20.0000 40 hrs/week Worker / Parks & Recreation Part time 9.0000/20.0000 40 hrs/week Grand Island Special Meeting - 8/21/2018 Page 12 / 274 ORDINANCE NO. 9701 (Cont.) - 8 - A shift differential of twenty-five cents ($0.25) per hour shall be added to the base hourly wage for persons in the employee classification Senior Public Safety Dispatcher who work any hours or portion thereof that begins between 3:00 p.m. and 11:00 p.m. Employees who work any hours or portion thereof from 11:00 p.m. to 7:00 a.m. will receive a shift differential of thirty-five cents $0.25($0.35) per hour. This does not include persons who work the day shift. Shift differential will only be paid for actual hours worked. Paid leave will not qualify for the shift differential pay. Aquatics staff who refer new lifeguards will receive a stipend for the referral, upon meeting the following criteria: • The referral cannot have worked as a City of Grand Island lifeguard in the past. • The referral must pass a background check, complete and pass a free lifeguard class, and work for at least 80 hours. • Aquatics staff shall be paid for their referral as follows: o 1 referral – $50.00 o 2 referrals - $75.00 o 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: Classification Hourly Pay Range Min/Max Overtime Eligibility Equipment Operator – Streets 20.2573/30.0084 20.8650/30.9087 40 hrs/week Grand Island Special Meeting - 8/21/2018 Page 13 / 274 ORDINANCE NO. 9701 (Cont.) - 9 - Classification Hourly Pay Range Min/Max Overtime Eligibility Fleet Services Mechanic 22.6354/33.5361 23.3145/34.5422 40 hrs/week Horticulturist 23.2001/34.4339 23.8961/35.4669 40 hrs/week Maintenance Worker – Cemetery 19.1529/28.3966 19.7275/29.2485 40 hrs/week Maintenance Worker – Parks 18.8928/28.0271 19.4596/28.8679 40 hrs/week Maintenance Worker – Streets 18.8841/27.9944 19.4506/28.8342 40 hrs/week Senior Equipment Operator – Streets 21.7407/32.2452 22.3929/33.2126 40 hrs/week Senior Maintenance Worker – Streets 21.5907/32.0228 22.2384/32.9835 40 hrs/week Traffic Signal Technician 21.4414/31.8015 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 agreements, and the ranges of compensation (salary and wages, excluding shift differential as provided by contract) to be paid for such classifications, and the number of hours and work period which certain such employees included under the IBEW Utilities labor agreements shall work prior to overtime eligibility are as follows: Classification Hourly Pay Range Min/Max Overtime Eligibility Accounting Clerk 17.7758/23.5229 40 hrs/week Administrative Assistant-Utilities 19.9718/28.7466 20.9460/29.8445 40 hrs/week Cashier 16.7924/22.8825 40 hrs/week Custodian 17.3168/20.7680 17.3168/21.0872 40 hrs/week Electric Distribution Crew Chief 35.0781/45.0560 37.0224/47.9722 40 hrs/week Electric Underground Crew Chief 35.0781/45.0560 37.0224/47.9722 40 hrs/week Engineering Technician I 22.0667/30.5436 23.8510/32.0670 40 hrs/week Engineering Technician II 27.5224/36.9386 29.9718/39.4988 40 hrs/week Grand Island Special Meeting - 8/21/2018 Page 14 / 274 ORDINANCE NO. 9701 (Cont.) - 10 - Classification Hourly Pay Range Min/Max Overtime Eligibility Instrument Technician 31.9675/42.1791 33.1614/43.7035 40 hrs/week Lineworker Apprentice 23.7367/34.0205 25.1723/35.3408 40 hrs/week Lineworker First Class 32.7290/39.6250 32.8865/40.7273 40 hrs/week Materials Handler 26.3770/34.1924 28.6888/36.1261 40 hrs/week Meter Reader 19.3859/25.5225 20.1230/26.7263 40 hrs/week Meter Technician 27.1987/32.9122 29.2636/34.7615 40 hrs/week Payroll Clerk 17.7758/23.5229 40 hrs/week Power Dispatcher I 30.7068/40.5910 32.2196/40.5910 40 hrs/week Power Dispatcher II 33.8351/44.4444 37.0073/46.2622 40 hrs/week Power Plant Maintenance Mechanic 30.5208/38.7529 31.2470/40.4060 40 hrs/week Power Plant Operator 33.2929/39.3280 33.9389/40.6280 40 hrs/week Senior Accounting Clerk 19.6926/25.7957 40 hrs/week Senior Engineering Technician 32.8642/41.2114 33.0689/42.4548 40 hrs/week Senior Materials Handler 30.5989/39.8894 32.0346/41.7391 40 hrs/week Senior Meter Reader 22.0869/26.371127.5281 40 hrs/week Senior Power Dispatcher 39.8510/51.7230 43.1678/53.3108 40 hrs/week Senior Power Plant Operator 37.3984/46.7852 39.0075/47.6899 40 hrs/week Senior Substation Technician 39.6994/42.342443.5393 40 hrs/week Senior Water Maintenance Worker 24.8696/33.3929 25.3454/34.6647 40 hrs/week Substation Technician 37.6973/39.2418 38.6434/40.2734 40 hrs/week Systems Technician 34.5846/42.4335 36.7811/43.7215 40 hrs/week Tree Trim Crew Chief 30.1578/38.5387 30.4536/39.9929 40 hrs/week Utility Electrician 29.7562/39.2376 30.8538/40.8122 40 hrs/week Utility Groundman 20.012520.0063/28.0000 40 hrs/week Utility Secretary 18.2740/25.7861 19.6654/27.5793 40 hrs/week Grand Island Special Meeting - 8/21/2018 Page 15 / 274 ORDINANCE NO. 9701 (Cont.) - 11 - Classification Hourly Pay Range Min/Max Overtime Eligibility Utility Technician 29.8950/40.1815 32.0705/41.3716 40 hrs/week Utility Warehouse Clerk 22.3419/27.8128 23.0871/28.9806 40 hrs/week Water Maintenance Worker 21.5145/29.2439 23.0941/30.9200 40 hrs/week Wireworker I 23.6029/34.1615 23.7176/35.1107 40 hrs/week Wireworker II 32.7290/39.6250 32.8865/40.7273 40 hrs/week SECTION 4. The currently occupied classifications of employees of the City of Grand Island included under the FOP labor agreement, and the ranges of compensation (salary and wages, excluding shift differential as provided by contract) to be paid for such classifications, and the number of hours and work period which certain such employees included under the FOP labor agreement shall work prior to overtime eligibility are as follows: Classification Hourly Pay Range Min/Max Police Officer 21.4478/32.8582 21.9840/33.6797 Police Sergeant 26.8440/40.3104 27.5151/41.3182 OVERTIME ELIGIBILITY The City has reserved its right to the utilization of the 207(k) FLSA exemption and will implement this as the hours of work effective the first full pay period following the execution of the labor agreement. The pay period for purposes of calculating overtime 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 Grand Island Special Meeting - 8/21/2018 Page 16 / 274 ORDINANCE NO. 9701 (Cont.) - 12 - exceed their hours scheduled for work in the fourteen (14) day pay cycle with a minimum of eighty (80) hours. There shall also be established for each employee in the bargaining unit a Training and Special Events bank of thirty (30) hours per individual per contract year. Each employee may be scheduled for training or special event duty with a minimum of seven (7) days notice prior to the commencement of the pay period and the training and special events bank hours may be added to the eighty (80) hour, two (2) week pay period up to eighty-six (86) hours and these hours shall not be eligible for overtime. Training and special events hours worked in excess of eighty-six (86) hours in a two week pay period will be eligible for overtime, but will not be subtracted from the Training and Special Events bank. All work completed after eighty (80) hours in a pay period that is performed for work that is funded by grants from parties outside or other than the City of Grand Island, shall be paid overtime for the time worked after eighty (80) hours, if the time is funded at overtime rates by the grant. Any such grant hours are not deducted from the Training and Special Events bank. SECTION 5. The currently occupied classifications of employees of the City of Grand Island included under the IAFF labor agreement, and the ranges of compensation (salary and wages, excluding shift differential as provided by contract) to be paid for such classifications, and the number of hours and work period which certain such employees included under the IAFF labor agreement shall work prior to overtime eligibility are as follows: Classification Hourly Pay Range Min/Max Overtime Eligibility Fire Captain 19.9429/27.6524 212 hrs/28 days Firefighter / EMT 15.1020/21.9163 212 hrs/28 days Firefighter / Paramedic 17.0188/24.0361 212 hrs/28 days Life Safety Inspector 22.9354/32.5426 40 hrs/week Shift Commander 24.3197/31.8276 212 hrs/28 days Grand Island Special Meeting - 8/21/2018 Page 17 / 274 ORDINANCE NO. 9701 (Cont.) - 13 - 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-WWTP 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-WWTP labor agreement shall work prior to overtime eligibility are as follows: Classification Hourly Pay Range Min/Max Overtime Eligibility Accounting Technician – WWTP 18.2141/25.6290 18.3776/26.2964 40 hrs/week Biosolids Technician 20.7169/31.1405 40 hours/week Equipment Operator – WWTP 18.4488/25.9593 19.1650/26.9327 40 hrs/week Lead Maintenance Mechanic II 21.8008/30.6760 22.2125/31.4897 40 hrs/week Lead Maintenance Worker 20.6840/29.1045 40 hrs/week Lead Wastewater Plant Operator 22.3144/31.9892 23.0146/32.9929 40 hrs/week Maintenance Mechanic I 18.8178/26.4785 19.1067/27.3618 40 hrs/week Maintenance Worker – WWTP 19.4706/27.3972 19.5859/27.9312 40 hrs/week Wastewater Clerk 15.5592/21.8931 40 hrs/week Stormwater Program Manager 22.6923/32.5421 40 hrs/week Wastewater Plant Laboratory Technician 20.3696/28.6620 20.9751/29.3886 40 hrs/week Wastewater Plant Operator I 18.3622/25.8377 18.9093/26.5922 40 hrs/week Wastewater Plant Operator II 20.4815/28.8197 21.2008/29.8757 40 hrs/week Grand Island Special Meeting - 8/21/2018 Page 18 / 274 ORDINANCE NO. 9701 (Cont.) - 14 - Employees covered under the IBEW Wastewater Treatment Plant labor agreement who are regularly scheduled to work swing shift will receive an additional twenty-five ($0.25)15 cents ($0.15) per hour; employees who are regularly scheduled to work graveyard shift will receive an additional 25 thirty-five cents ($0.2535) per hour for wages attributable to those shifts. One lead Maintenance Worker covered under the IBEW Wastewater Treatment Plant labor agreement may receive forty dollars ($40) per pay period stipend. SECTION 7. The currently occupied classifications of the employees of the City of Grand Island included under the IBEW-Service/Clerical/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: Classification Hourly Pay Range Min/Max Overtime Eligibility Accounting Clerk 17.7758/24.2708 40 hrs/week Accounting Technician – Streets 19.2314/25.6718 19.9200/26.4282 40 hrs/week Accounts Payable Clerk 17.7219/25.6402 18.4984/26.5419 40 hrs/week Administrative Assistant-Bldg, Fire, Parks, Planning 20.0426/28.7466 40 hrs/week Administrative Assistant – Public Works 20.4207/29.3814 40 hr/week Administrative Assistant - Parks 20.0426/28.7466 40 hrs/week Audio Video Technician 19.8525/28.0067 21.2374/29.4381 40 hrs/week Building Inspector 22.3577/31.7228 22.7509/32.9099 40 hrs/week Cashier 17.2814/23.6180 40 hrs/week Community Development Administrator 21.8869/31.4690 40 hrs/week Community Development Specialist 20.0901/28.8148 40 hrs/week Community Service Officer 16.3821/22.3330 16.6145/22.9328 40 hrs/week Computer Operator 23.8896/31.404331.8635 40 hrs/week Computer Programmer 24.1507/35.3935 40 hrs/week Computer Technician 24.6061/32.3470 40 hrs/week Grand Island Special Meeting - 8/21/2018 Page 19 / 274 ORDINANCE NO. 9701 (Cont.) - 15 - 24.7416/33.5337 Crime Analyst 21.6518/30.7380 22.6482/31.1060 40 hrs/week Electrical Inspector 22.3577/31.7228 22.8055/32.8844 40 hrs/week Emergency Management Coordinator 20.0426/28.7466 20.4171/29.3814 40 hrs/week Engineering Technician – Public Works 21.6837/30.5812 22.3539/31.5264 40 hrs/week Evidence Technician 17.0568/24.9604 17.9858/26.2599 40 hrs/week Finance Secretary 17.4735/24.8327 40 hrs/week GIS Coordinator 27.8771/39.1170 28.7388/41.3762 40 hrs/week Maintenance Worker I – Building, Library, Police 16.8177/22.760223.1103 40 hrs/week Maintenance Worker II – Building, Library, Police 17.7229/24.0253 18.4044/24.8862 40 hrs/week Payroll Clerk 18.6910/25.2615 40 hrs/week Planning Technician 24.0966/33.9028 40/hrs/week Plans Examiner 23.3529/33.1351 23.3889/33.8515 40 hrs/week Plumbing/Mechanical Inspector 22.3577/31.7228 22.8092/32.7715 40 hrs/week Police Records Clerk – Full Time 15.6742/21.8178 16.7092/23.7332 40 hrs/week Public Safety Dispatcher 16.9834/24.8081 18.4432/25.9508 40 hrs/week Senior Accounting Clerk 19.7576/26.6310 40 hrs/week Shooting Range Operator 23.3967/31.7146 24.2995/32.8535 40 hrs/week Wastewater Secretary 18.8374/26.5845 40 hrs/week Stormwater Program Manager 22.0597/31.1116 40 hrs/week The hourly rates for Community Service Officers training new Community Service Officers shall increase three percent (3%) during the training period. SECTION 8. A shift differential of twenty-five cents ($0.1525) per hour shall be added to the base hourly wage for persons in the employee classification Public Safety Dispatcher who work any hours or a portion thereof a complete shift between 3:00 p.m. and 11:00 p.m. A shift differential of thirty-five cents ($0.35) per hour shall be added to the base Grand Island Special Meeting - 8/21/2018 Page 20 / 274 ORDINANCE NO. 9701 (Cont.) - 16 - hourly wage for persons in the employee classification of Public Safety Dispatcher who work a complete shift between Employees who work any hours or portion thereof from 11:00 p.m. to 7:00 a.m. will receive a shift differential of $0.25 per hour. This does not include persons who work the day shift. Shift differential will only be paid for actual hours worked. Paid leave will not qualify for the shift differential pay. A shift differential of $0.25 per hour shall be added to the base hourly wage for persons who work rotating shifts covered by the IBEW Utilities labor agreement in the employee classifications of Power Dispatcher I, Power Dispatcher II, Power Plant Operator, Senior Power Dispatcher and Senior Power Plant Operator. All employees covered under the FOP labor agreement and are regularly assigned to a shift whose majority of hours occur between 1800 hours and 0600 hours, shall be paid an additional thirty-five cents ($0.35) per hour. Full time employees covered in the AFSCME labor agreement normally assigned to a work schedule commencing between 4 a.m. and 11 a.m., who are temporarily assigned to a work schedule commencing before 4 a.m. or after 11 a.m., shall receive a shift differential of twenty-five cents ($0.25) per hour added to the base hourly rate for the hours worked during such temporary assignment. Full time employees covered in the IBEW Wastewater Treatment Plant labor agreement who are regularly scheduled to work swing shift will receive an additional twenty-five cents ($0.25) per hour; employees who are regularly schedule to work graveyard shift will receive an additional thirty-five cents ($0.35) per hour for wages attributable to those shifts. Employees working twelve (12) or ten (10) hour shifts will receive an additional twenty-five cents ($0.25) per hour for wages attributable to the evening shift. The classification of employees included under labor agreements with the City of Grand Island, and the ranges of compensation (salary and wages, excluding shift differential as Grand Island Special Meeting - 8/21/2018 Page 21 / 274 ORDINANCE NO. 9701 (Cont.) - 17 - 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 Five hundred Hundred twentyTwenty-five dollars ($525.00) annual credit to be used for the purchase of the uniform item purchases as needed. New hires will receive four Four hundred Hundred dollars ($400.00) credit for the purchase of initial uniforms. After probation they shall receive an additional five Five hundred Hundred dollars ($500.00) for the purchase of a Class A uniform or other items as necessary. All employees of the FOP labor agreement shall be paid a clothing and uniform allowance in addition to regular salary at the rate of Three Hundred Twenty-five dollars ($325.00) semi- annually. If any such employee covered by the FOP labor agreement shall resign, or his or her employment be terminated for any reason whatsoever, the clothing allowance shall be paid on a prorata basis, but no allowance shall be made for a fraction of a month. New employees covered by the IBEW Utilities labor agreement who are required to wear full fire retardant (FR) clothing will be eligible for a one-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 Grand Island Special Meeting - 8/21/2018 Page 22 / 274 ORDINANCE NO. 9701 (Cont.) - 18 - showing proof of purchase. Employees covered by the IBEW Service/Clerical labor agreement in the Community Service Officer Full Time position shall be paid a uniform allowance at the rate of $10.00 per pay period. Employees in the non-union Community Service Officer Part Time position shall be paid a prorated uniform allowance based on hours worked, not to exceed $10.00 Twenty-five dollars ($25.00) per pay period. Full-time Community Services Officers shall be paid a uniform allowance at the rate of Twenty-five dollars ($25.00) per pay period. Fire Chief and Fire Division Chiefs shall be paid a clothing allowance of Four Hundred Eighty-four dollars and eight cents ($484.08) per year, divided into twenty-four (24) pay periods. Police Chief and Police Captains shall be paid a clothing allowance of Six hundred Fifty dollars ($650.00) per year, divided into twenty-six (26) pay periods. Non-union employees and employees covered by the AFSCME labor agreement, FOP labor agreement, the IAFF labor agreement, the IBEW Finance, 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 ($4.50 10.00) if they are required to work two (2) hours overtime consecutively with their normal working hours during an emergency situation, and if such overtime would normally interfere with and disrupt the employee’s normal meal schedule. Employees covered by the IBEW - Utilities labor agreement and the IBEW – Wastewater Treatment Plant labor agreement shall be allowed a meal allowance for actual cost, or up to Twelve dollars ($12.00) per meal, if they are required to work two (2) hours overtime consecutively with their normal working hours and if such overtime would normally interfere with and disrupt the employee’s normal meal schedule. Direct supervisors of employees who are Grand Island Special Meeting - 8/21/2018 Page 23 / 274 ORDINANCE NO. 9701 (Cont.) - 19 - 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. Employees covered by the FOP labor agreement who are directed to be on stand- by duty by the Chief of Police or Police Captain shall receive one (1) hour of straight time pay for each eight (8) hours of standby duty or fraction thereof, that occurs between regularly assigned duty shifts. In the event that an employee covered by the FOP labor agreement is called in to work while off duty, the employee shall be paid for a minimum of two (2) hours at one and one-half (1.5) the regular rate of pay and for any additional time worked thereafter. 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 Department and IBEW Wastewater Treatment Plant personnel covered by the IBEW labor agreements and employees covered by the AFSCME labor agreement, except the Fleet Services Division of the Public Works Department, the City shall pay 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) $15 biweekly. The City will reimburse 60% of the actual cost of providing up to 2 pairs of steel toe or safety toe Grand Island Special Meeting - 8/21/2018 Page 24 / 274 ORDINANCE NO. 9701 (Cont.) - 20 - boots that meets the ANSI standard per contract year for employees covered by the IBEW Wastewater Treatment Plant labor agreement. SECTION 9. Employees shall be compensated for unused medical leave as follows: (A) All employees covered in the IBEW Utilities labor agreements shall 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 = 586.18 hours]), the rate of compensation to be based on the employee’s salary at the time of retirement or death. Employees covered in the IAFF labor agreement, with the exception of Life Safety Inspector, shall have a contribution to a VEBA made on their behalf in lieu of payment for thirty-eight percent (38%) of their accumulated medical leave at the time of their retirement, not to exceed five hundred ninety-eight and eighty-eight hundredths hours (598.88) ([calculated at 38% x 1,576 hours = 598.88 hours]). The Life Safety Inspector shall have a contribution to a VEBA made on their behalf in lieu of payment for fifty percent (50%) of their accumulated medical leave at the time of their retirement, not to exceed five hundred forty-two (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, IBEW Finance, and IBEW Wastewater Treatment Plant labor agreements shall have a contribution to a VEBA made on their behalf in lieu of payment for twentythirty-five percent Grand Island Special Meeting - 8/21/2018 Page 25 / 274 ORDINANCE NO. 9701 (Cont.) - 21 - (2535%) 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 334.75(468.65) hours ([calculated at 2535% x 1,339 hours = 334.75 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 percent (50%) of their accumulated medical leave at the time of their retirement, not to exceed five hundred forty- twofifty-three hours (calculated at 50% x 1,084 1,106 = 542553). The amount of contribution will be based upon the employee’s salary at the time of retirement. Employees hired before October 1, 2014 covered by the AFSCME labor agreement shall be paidhave 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 = 468.65 hours]). Employees hired on or after October 1, 2014, covered by the AFSCME labor agreement will not receive compensation at retirement for unused medical leave. Employees covered under the FOP labor agreement shall be paid thirty-seven and one-half percent Grand Island Special Meeting - 8/21/2018 Page 26 / 274 ORDINANCE NO. 9701 (Cont.) - 22 - (37.5%) of their accumulated medical leave bank at the time of their retirement, not to exceed four hundred eighty hours (480) ([calculated at 37.5% x 1,280 hours = 480 hrs.)], based on the employee’s salary at the time of retirement. If death occurs while in the line of duty, employees covered under the FOP labor agreement shall be paid one hundred percent (100%) of their accumulated medical leave bank at the time of their death, not to exceed one one-thousand two two-hundred eighty (1,280) hours, based on the employee’s salary at the time of their death. (B) The City Administrator and department heads shall have a contribution made to their VEBA for one-half (1/2) of their accumulated medical leave, not to exceed thirty (30) days of pay, upon their resignation, the rate of compensation to be based upon the salary at the time of termination. Compensation for unused medical leave at retirement shall be as provided for non-union employees. (C) The death of an employee shall be treated the same as retirement, and payment shall be made to the employee’s beneficiary or estate for one-half (1/2) of all unused medical leave for non-union employees and as defined in labor agreements for all other employees. SECTION 10. Non-union employees shall have a contribution made on their behalf to their VEBA account in the amount of Thirty dollars ($30.00) per pay period. Employees represented by the IBEW Service/Clerical, IBEW Wastewater Treatment Plant, and IBEW Finance labor agreements shall have a contribution made on their behalf to the VEBA account of $15 per pay period. Employees represented by the IBEW Utilities labor agreement, IBEW Service/Clerical/Finance labor agreement and the IBEW Wastewater Treatment Plant Grand Island Special Meeting - 8/21/2018 Page 27 / 274 ORDINANCE NO. 9701 (Cont.) - 23 - 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 FOP following labor agreements, shall annually receive longevity pay based upon the total length of service with the City. Such pay shall be effective beginning with the first full pay period following completion of the specified years of service. AFSCME, IBEW-Wastewater Treatment Plant and IBEW Service/Clerical/Finance pay shall be effective the first full pay period in October 2018. Payment shall be made on a prorated basis on each regular pay day. The following rate schedule shall apply for those employees who are represented by the FOP labor agreement: tTen (10) years (beginning 11th year) - $ 645.50; fFifteen (15) years (beginning 16th year) - $ 830.50; Twenty (20) years (beginning 21st year) - $1,032.50; tTwenty-five (25) years (beginning 26th year) - $1,247.50. Those employees who are represented by the AFSCME labor agreement shall annually receive longevity pay as follows: Five (5) years (beginning 6th year) $226.00 Ten (10) years (beginning 11th year) $443.00 Fifteen (15) years (beginning 16th year) $624.00 Twenty (20) years (beginning 21st year) $796.00 Twenty-five (25) years (beginning 26th year) $994.00 Those employees who are represented by the IBEW-Wastewater Treatment Plant and IBEW Service/Clerical/Finance labor agreements shall annually receive longevity pay as follows: Five (5) years (beginning 6th year) - $ 226.00 Grand Island Special Meeting - 8/21/2018 Page 28 / 274 ORDINANCE NO. 9701 (Cont.) - 24 - Ten (10) years (beginning 11th year) - $ 443.00 Fifteen (15) years (beginning 16th year) - $ 624.00 Twenty (20) years (beginning 21st year) - $ 796.00 Twenty-five (25) years (beginning 26th year) - $ 994.00 Forty (40) years (beginning 41st year) - $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, effective October 14, 2018. SECTION 14. Those portions of Ordinance No. 9697 and all other parts of ordinances in conflict herewith be, and the same are, hereby repealed. Enacted: August 21, 2018 Jeremy L. Jensen, Mayor Attest: RaNae Edwards, City Clerk Grand Island Special Meeting - 8/21/2018 Page 29 / 274 City of Grand Island Tuesday, August 21, 2018 Special Meeting Item G-1 Approving Minutes of August 14, 2018 City Council Regular Meeting Staff Contact: RaNae Edwards Grand Island Special Meeting - 8/21/2018 Page 30 / 274 CITY OF GRAND ISLAND, NEBRASKA MINUTES OF CITY COUNCIL REGULAR MEETING August 14, 2018 Pursuant to due call and notice thereof, a Regular Meeting of the City Council of the City of Grand Island, Nebraska was conducted in the Council Chambers of City Hall, 100 East First Street, on August 14, 2018. Notice of the meeting was given in The Grand Island Independent on August 8, 2018. Mayor Jeremy L. Jensen called the meeting to order at 7:00 p.m. The following City Council members were present: Mitch Nickerson, Mark Stelk, Chuck Haase, Julie Hehnke, Linna Dee Donaldson, Michelle Fitzke, Vaughn Minton, Roger Steele and Mike Paulick. Councilmember Jeremy Jones was absent. The following City Officials were present: City Administrator Marlan Ferguson, City Clerk RaNae Edwards, Finance Director Patrick Brown, City Attorney Jerry Janulewicz, and Public Works Director John Collins. INVOCATION was given by Pastor Donald Adams, Evangelical Free Church, 2609 South Blaine Street followed by the PLEDGE OF ALLEGIANCE. PUBLIC HEARINGS: Public Hearing on Acquisition of Utility Easement at 2405 S. North Road - Chief Industries. Utilities Director Tim Luchsinger reported that acquisition of a utility easement located at 2405 S. North Road was needed in order to have access to install, upgrade, maintain, and repair power appurtenances, including lines and transformers. This easement would allow the Utilities Department to install, access, operate and maintain a new underground power line and related electrical infrastructure in an area more beneficial to the City and the property owner. Staff recommended approval. No public testimony was heard. Public Hearing on Acquisition of Utility Easement - 3134 U.S. Highway 34 - Central Community College. Utilities Director Tim Luchsinger reported that acquisition of a utility easement located at 3134 U.S. Highway 34 was needed in order to have access to install, upgrade, maintain, and repair power appurtenances, including lines and transformers. This easement would allow the Utilities Department to install, access, operate and maintain the underground power line and related equipment which provides service to the remodeled Center for Health and Technical Sciences buildings. Staff recommended approval. No public testimony was heard. Public Hearing on Acquisition of Public Utility/Access Easements in Desert Rose Subdivision (3235 S Locust St- Community Redevelopment Authority for the City of Grand Island, Nebraska). Public Works Director John Collins reported utility easements were needed to allow for development in the area north of US Highway 34 and east of South Locust Street. These easements would allow access for the construction, operation, maintenance, extension, repair, replacement, and removal of public utilities within the area. Staff recommended approval. No public testimony was heard. Grand Island Special Meeting - 8/21/2018 Page 31 / 274 Page 2, City Council Regular Meeting, August 14, 2018 Public Hearing on Acquisition of Public Right-of-Way in Desert Rose Subdivision (3235 S Locust St- Community Redevelopment Authority for the City of Grand Island, Nebraska). Public Works Director John Collins reported acquisition of right-of-way located at 3235 South Locust Street was needed to allow further development of the surrounding area with public access. This acquisition also secures access to the apartment complex from Exchange Road, while preserving the street frontage along South Locust Street and US Highway 34. Staff recommended approval. No public testimony was heard. Public Hearing on Establishing Railside Business Improvement District. Assistant Finance Director William Clingman reported that the Downtown Business Improvement District 2013 was established for a period of five years and would expire on September 30, 2018. It was recommended to re-create the district and change the name to Railside Business Improvement District effective October 1, 2018. Reviewed was their budget and project proposal. Staff recommended approval. Yolanda (Jodi) Powers, 123 No. Locust Street stated she didn’t like the name change. Amos Anson, 4234 Arizona Avenue spoke in support. No further public testimony was heard. ORDINANCES: Councilmember Minton moved “that the statutory rules requiring ordinances to be read by title on three different days are suspended and that ordinances numbered: #9698 - Consideration of Vacation of Utility Easements - Lot 2, CBC Subdivision - 2405 S. North Road - Chief Industries #9699 - Consideration of Vacation of Utility Easement - 3134 West U.S. Highway 34 - Central Community College #9700 - Consideration of Establishing Railside Business Improvement District be considered for passage on the same day upon reading by number only and that the City Clerk be permitted to call out the number of these ordinances on second reading and then upon final passage and call for a roll call vote on each reading and then upon final passage.” Councilmember Nickerson seconded the motion. Upon roll call vote, all voted aye. Motion adopted. #9698 - Consideration of Vacation of Utility Easements - Lot 2, CBC Subdivision - 2405 S. North Road - Chief Industries Utilities Director Tim Luchsinger reported that an area located at 2405 S. North Road had undergone development and the property modified, usage of parts of the easements were no longer required. Staff recommended approval. Motion by Paulick, second by Stelk to approve Ordinance No. 9698. City Clerk: Ordinance #9698 on first reading. All those in favor of the passage of this ordinance on first reading, answer roll call vote. Upon roll call vote, all voted aye. Motion adopted. Grand Island Special Meeting - 8/21/2018 Page 32 / 274 Page 3, City Council Regular Meeting, August 14, 2018 City Clerk: Ordinance #9698 on second and final reading. All those in favor of the passage of this ordinance on second and final reading, answer roll call vote. Upon roll call vote, all voted aye. Motion adopted. Mayor Jensen: By reason of the roll call votes on first reading and then upon second and final readings, Ordinance #9698 is declared to be lawfully adopted upon publication as required by law. #9699 - Consideration of Vacation of Utility Easement - 3134 West U.S. Highway 34 - Central Community College Utilities Director Tim Luchsinger reported that the easement located at 3134 West U.S. Highway 34 was no longer required and needed to be vacated for the building expansion to proceed. Staff recommended approval. Motion by Stelk, second by Minton to approve Ordinance No. 9699. City Clerk: Ordinance #9699 on first reading. All those in favor of the passage of this ordinance on first reading, answer roll call vote. Upon roll call vote, all voted aye. Motion adopted. City Clerk: Ordinance #9699 on second and final reading. All those in favor of the passage of this ordinance on second and final reading, answer roll call vote. Upon roll call vote, all voted aye. Motion adopted. Mayor Jensen: By reason of the roll call votes on first reading and then upon second and final readings, Ordinance #9699 is declared to be lawfully adopted upon publication as required by law. #9700 - Consideration of Establishing Railside Business Improvement District This item was related to the aforementioned Public Hearing. Amos Anson explained how the name was changed from Downtown BID to Railside BID. Motion by Donaldson, second by Paulick to approve Ordinance No. 9700. City Clerk: Ordinance #9700 on first reading. All those in favor of the passage of this ordinance on first reading, answer roll call vote. Upon roll call vote, all voted aye. Motion adopted. City Clerk: Ordinance #9700 on second and final reading. All those in favor of the passage of this ordinance on second and final reading, answer roll call vote. Upon roll call vote, all voted aye. Motion adopted. Mayor Jensen: By reason of the roll call votes on first reading and then upon second and final readings, Ordinance #9700 is declared to be lawfully adopted upon publication as required by law. Grand Island Special Meeting - 8/21/2018 Page 33 / 274 Page 4, City Council Regular Meeting, August 14, 2018 CONSENT AGENDA: Motion by Paulick, second by Minton to approve the Consent Agenda. Upon roll call vote, all voted aye. Motion adopted. Approving Minutes of July 24, 2018 City Council Regular Meeting. Approving Minutes of July 30, 2018 City Council Joint Health Meeting. Approving Minutes of August 7, 2018 City Council Study Session. Approving Request of Fonner Park Exposition and Events Center, Inc. (Heartland Events Center) for Ratification of Nomination and Election of Board of Directors. Approving Re-Appointment of Doug Jensen to the Animal Advisory Board. #2018-225 - Approving Preliminary and Final Plat and Subdivision Agreement for Industrial Foundation Subdivision. It was noted that PVIPE, LLC, owner, had submitted the Preliminary Plat, Final Plat and Subdivision Agreement for Industrial Foundation Subdivision located south of Schimmer Drive and west of Blaine Street for the purpose of creating 11 lots (preliminary) on one outlot 57.32 acres and 6 lots (final) on one outlot 21.52 acres. #2018-226 - Approving Final Plat and Subdivision Agreement for Jensen Subdivision. It was noted that Douglas D. Jensen, owner, had submitted the Final Plat and Subdivision Agreement for Jensen Subdivision located north of Capital Avenue and west of Webb Road for the purpose of creating 1 lot on 1 acre. #2018-227 - Approving Final Plat and Subdivision Agreement for Woodland Park 17th Subdivision. It was noted that Hastings Ventures, LLC, owner, had submitted the Final Plat and Subdivision Agreement for Woodland Park 17th Subdivision located south of Iowa Avenue between Idaho and Independence Avenues for the purpose of creating 3 lots on 0.666 acres. #2018-228 - Approving Acquisition of Utility Easement - 2405 S. North Road - Chief Industries. #2018-229 - Approving Acquisition of Utility Easement - 3134 U.S. Highway 34 - Central Community College. #2018-230 - Approving Bid Award - Four Drum Puller/Tensioner Trailer - Utilities Department, Line Division from Brooks Brothers Trailer of Troy, Missouri in an Amount of $138,950.00. #2018-231 - Approving Change Order #1 for the Elevated Water Storage Tower NACE Coating Inspection Services with REOD, LLC of Florissant, Missouri for a not-to-exceed amount of $31,550.00 and a Revised Contract Amount of $93,970.00. #2018-232 - Approving Change Order #2 for the Composite Elevated Storage Tank Construction with Landmark Structures of Fort Worth, Texas for an Increase of $36,640.98 and a Revised Contract Amount of $3,593,095.98. Grand Island Special Meeting - 8/21/2018 Page 34 / 274 Page 5, City Council Regular Meeting, August 14, 2018 #2018-233 - Approving Bid Award for WAS Tank Blower Replacement; Project No. 2018- WWTP-1 with Andrews Electric Co., Inc. of Geneva, Nebraska in an Amount of $111,298.00. #2018-234 - Approving Acquisition of Public Utility/Access Easements in Desert Rose Subdivision (3235 S Locust St- Community Redevelopment Authority for the City of Grand Island, Nebraska). #2018-235 - Approving Acquisition of Public Right-of-Way in Desert Rose Subdivision (3235 S Locust St- Community Redevelopment Authority for the City of Grand Island, Nebraska). #2018-236 - Approving State Bid Award for One (1) 2018 F550 Crew Cab 4x2 Service Truck for the Wastewater Division of the Public Works Department with Anderson Auto Group of Lincoln, Nebraska in an Amount of $154,395.00. #2018-237 - Approving Certificate of Final Completion for Chip Seal Project No. 2018-CS-1 with Topkote, Inc. of Yankton, South Dakota. #2018-238 - Approving Purchase of Dell Laptop Computers and Docking Stations for Police Fleet off State Bid from Dell Marketing, LP of Round Rock, Texas in an Amount of $23,959.80. #2018-239 - Approving Annual Agreement for Financial Software Licensing and Support with Tyler Technologies, Inc. in an Amount of $182,689.67. REQUEST AND REFERRALS: Consideration of Forwarding Blighted and Substandard Area #27 to the Hall County Regional Planning Commission (Keystone Properties). Regional Planning Director Chad Nabity reported that Andrew Marsh has submitted a Substandard and Blight Study for one city block approximately 2.85 acres located between Cleburn and Elm Streets for residential development. It was his intent to rebuild on this site using TIF to cover the costs of acquisition and demolition. Staff recommended forwarding this request to the Planning Commission. Keith Marvin with Marvin Planning Consultants from David City, Nebraska spoke in support. Discussion was held regarding the demolition of the house and the use of TIF financing. Andy Marsh, 2706 Pioneer Boulevard stated he had contacted a contractor to demo the house as soon as this was approved by the City Council. Motion by Stelk, second by Fitzke to approve the request. Upon roll call vote, all voted aye. Motion adopted. RESOLUTIONS: #2018-240 - Consideration of Approving Update to Resolution No. 2015-120; Designated Truck Routes within the City of Grand Island. Public Works Director John Collins reported that complaints of trucks engine breaking and speeding on Capital Avenue had been persistent, but unverifiable. Public Works had analyzed this and recommended that Capital Avenue from Grand Island Special Meeting - 8/21/2018 Page 35 / 274 Page 6, City Council Regular Meeting, August 14, 2018 Broadwell Avenue to east City limits be removed from the list of designated truck routes. Mr. Collins stated the truck route would be changed by signage and enforced by the Police. Motion by Paulick, second by Donaldson to approve Resolution #2018-240. Upon roll call vote, all voted aye. Motion adopted. #2018-196 - Consideration of Approving Proposed Ballot Language for 1/2 Cent Increase to Sales Tax. City Administrator Marlan Ferguson reported that Nebraska State Statutes permitted cities to increase city sales tax to a rate greater than 1 ½ percent. In order to increase the sales tax ½ percent the council was required to pass a resolution by a vote of at least 70 percent of the members of the council to place this on the November ballot. If this measure passed the revenue would be used for infrastructure and would terminate in 10 years. Zach Maul, 503 Johnson Drive representing the IAFF spoke in support and stated they wanted clarification on how the money was going to be used. Jay Vavricek, 2729 Brentwood Boulevard and Alex Batenhorst, 112 West 19th Street spoke in opposition. Billy Clingman explained the restricted fund part of the ballot language. John Collins commented on upcoming projects and the amount the City would have to pay for each. Comments were made regarding full disclosure/accountability of where the money was spent if this passed. Motion by Minton, second by Nickerson to approve Resolution #2018-196. Upon roll call vote, all voted aye. Motion adopted. #2018-197 - Consideration of Approving an Interlocal Agreement with the CRA. Administrator Marlan Ferguson reported that Neb. Rev. Stat. §77-27,142 required the city to be a party to an Interlocal agreement with a political subdivision within the city creating a separate legal or administrative entity relating to a public infrastructure project. Concurrent with a resolution to submit to the electorate a proposal to increase the city sales tax rate, City administration was recommending approval of an Interlocal agreement with the Grand Island Community Redevelopment Authority. The Interlocal agreement was approved by the CRA. The Interlocal agreement would be effective upon, and contingent upon, the City’s enactment of an ordinance increasing the sales tax rate above 1 ½ percent. Jay Vavricek, 2729 Brentwood Boulevard had questions regarding the agreement. City Attorney Jerry Janulewicz explained why this agreement was necessary. Motion by Donaldson, second by Fitzke to approve Resolution #2018-197. Motion by Haase, second by Nickerson to amend the agreement as to Section 3 – Duration by deleting “until both parties agree to terminate this Agreement” and add “the City Council”. Upon roll call vote, Councilmembers Steele, Minton, Fitzke, Donaldson, Hehnke, Haase, Stelk, and Nickerson voted aye. Councilmember Paulick voted no. Motion adopted. Upon roll call vote of the main motion, all voted aye. Motion adopted. Grand Island Special Meeting - 8/21/2018 Page 36 / 274 Page 7, City Council Regular Meeting, August 14, 2018 PAYMENT OF CLAIMS: Motion by Minton, second by Fitzke to approve the payment of claims for the period of July 25, 2018 through August 14, 2018 for a total amount of $6,532,473.90. Upon roll call vote, Councilmembers Paulick, Steele, Minton, Fitzke, Donaldson, Hehnke, Haase, Stelk, and Nickerson voted aye. Motion adopted. SPECIAL ITEMS: Discussion Concerning Proposed Fiscal Year 2018-2019 Community Redevelopment Authority (CRA) Budget. Regional Planning Director Chad Nabity presented the 2018-2019 Community Redevelopment Authority (CRA) budget and reviewed the responsibilities of the CRA. Discussion was held regarding the Fire, Life Safety and Infrastructure grants. ADJOURN TO EXECUTIVE SESSION: Motion by Minton, second by Hehnke to adjourn to Executive Session at 9:11 p.m. for the purpose of a strategy session with respect to labor negotiations with IBEW No. 1597 Service/Clerical and Finance. Unanimously approved. RETURN TO REGULAR SESSION: Motion by Haase, second by Nickerson to return to Regular Session at 9:35 p.m. Unanimously approved. ADJOURNMENT: The meeting was adjourned at 9:36 p.m. RaNae Edwards City Clerk Grand Island Special Meeting - 8/21/2018 Page 37 / 274 City of Grand Island Tuesday, August 21, 2018 Special Meeting Item G-2 #2018-241 - Approving 2018 GIPD and HCSO Justice Assistance Grant (JAG) Application and Funding Staff Contact: Robert Falldorf, Police Chief Grand Island Special Meeting - 8/21/2018 Page 38 / 274 Council Agenda Memo From:Chief Robert Falldorf, Police Department Meeting:August 21, 2018 Subject:Edward Byrne Memorial Justice Assistance Grant (JAG) 2018 Presenter(s):Robert Falldorf, Chief of Police Background The Grand Island Police Department and Hall County Sheriff’s Department are eligible to receive Justice Assistance Grant money from the U.S. Department of Justice under the JAG offering in 2018. The total award for Grand Island-Hall County is in the amount of $20,709.00. The monies may be spent over a three year period. The Grand Island Police Department will serve as the fiscal agency on this grant. The Hall County Sheriff’s Department is a disparate agency and will receive twenty five percent of the award totals. The grant will be shared; $5,178.00 to Hall County and $15,531.00 to the City of Grand Island. The Department of Justice requires that recipient agencies identify how the funds will be used. The Police Department will use the funds to support our mobile video and computing systems in our patrol fleet as we have done for several years. Discussion There is a requirement that the applicant agency (Grand Island Police Department) make the Justice Assistance Grant (JAG) application available for review by the governing body before application. The application deadline is August 22, 2018. There is a federal mandate that requires a public review regarding the application process and disbursement of the JAG funds. This agenda item serves as the federal mandate. The grant requires an MOU between the applicant (Grand Island) and any disparate agencies (Hall County). By definition, Hall County is a disparate agency eligible for funds. Grand Island Special Meeting - 8/21/2018 Page 39 / 274 Alternatives It appears that the Council has the following alternatives concerning the issue at hand. The Council may: 1.Approve the application and suggested disbursement of JAG funds and the MOU. 2.Reject the application and use of JAG funds and MOU. Recommendation City Administration recommends that the Council approve the application and suggested disbursement as presented and the MOU. Sample Motion Move to approve the application and suggested disbursement of Justice Assistance Grant funding and the MOU between the City of Grand Island and Hall County. Grand Island Special Meeting - 8/21/2018 Page 40 / 274 Grand Island Special Meeting - 8/21/2018 Page 41 / 274 Grand Island Special Meeting - 8/21/2018 Page 42 / 274 Edward Byrne Memorial Justice Assistance Grant Program Application #2018-H3812-NE-DJ CFDA Number: 16.738 THE STATE OF NEBRASKA COUNTY OF HALL MEMORANDUM OF UNDERSTANDING BETWEEN THE CITY OF GRAND ISLAND, NEBRASKA AND COUNTY OF HALL, NEBRASKA 2018 BYRNE JUSTICE ASSISTANCE GRANT (JAG) PROGRAM AWARD This agreement is made and entered into this 14th day of August, 2018, by and between The County of Hall, acting by and through its governing body, The Hall County Board of Supervisors, hereinafter referred to as COUNTY, and the CITY of Grand Island, acting by and through its governing body, the City Council, hereinafter referred to as CITY, both of Hall County, State of Nebraska, witnesseth: WHEREAS, the City and County may apply for a direct award from the Justice Assistance Grant Program in the amount of $20,709.00 and the City shall act as fiscal agent for this award and file the joint application on behalf of the City and County: and WHEREAS, each governing body, in performing governmental functions or in paying the performance of governmental functions hereunder, shall make that performance or those payments from current revenues legally available to that party: and WHEREAS, each governing body finds that the performance of this agreement is in the best interests of both parties, that the undertaking will benefit the public, and that the division of costs fairly compensates the performing party for the services or function under this agreement: and WHEREAS, the CITY agrees to provide the COUNTY 25% of the award, $5178.00 from the $20,709.00 JAG award: and WHEREAS, the CITY and COUNTY believe it to be in their best interests to reallocate the JAG funds. NOW THEREFORE, the COUNTY and CITY agree as follows: Grand Island Special Meeting - 8/21/2018 Page 43 / 274 Section 1. CITY agrees to pay COUNTY a total of 25% ($5178.00) of the 2018 JAG funds ($20.709.00) CFDA NUMBER: 16.738 Application #2018-H3812-NE-DJ Section 2. COUNTY agrees to use the $5178.00 of the 2018 JAG funds by 9-30-2021. Section 3. Each party to this agreement will be responsible for its own actions in providing services under this agreement and shall not be liable for any civil liability that may arise from the furnishing of the services by the other party. CITY OF GRAND ISLAND, NEBRASKA COUNTY OF HALL, NEBRASKA ___________________________________________________________________ Mayor date:Board Chairperson date: ATTEST: ___________________________________________________________________ City Clerk date:County Clerk date: Grand Island Special Meeting - 8/21/2018 Page 44 / 274 Approved as to Form ¤ ___________ August 23, 2018 ¤ City Attorney R E S O L U T I O N 2018-241 WHEREAS, the Grand Island Police Department has received notification that they are eligible to apply for $20,709.00 in grant funds under the 2018 Byrne Justice Assistance (JAG) Program and the Hall County Sheriff's Department has been named as a disparate agency; and WHEREAS the Grand Island Police Department as the applicant will act as the fiscal agent; and WHEREAS, the Grand Island Police Department will be allocated $15,531.00 of the grant funds; and WHEREAS the Hall County Sheriff’s Department will be allocated $5,178.00 of the grant funds; and WHEREAS, government review and public review was held on August 21, 2018, as required to discuss the proposed use of such funds; and WHEREAS, a memorandum of understanding between the City of Grand Island and Hall County is required as part of the grant application. NOW, THEREFORE, BE IT RESOLVED BY THE MAYOR AND COUNCIL OF THE CITY OF GRAND ISLAND, NEBRASKA, that approval is hereby granted to enter into a memorandum of understanding (MOU) with Hall County for the application of 2018 Justice Assistance Grant (JAG) funding. - - - Adopted by the City Council of the City of Grand Island, Nebraska, August 21, 2018. _______________________________________ Jeremy L. Jensen, Mayor Attest: _______________________________________ RaNae Edwards, City Clerk Grand Island Special Meeting - 8/21/2018 Page 45 / 274 City of Grand Island Tuesday, August 21, 2018 Special Meeting Item I-1 #2018-242 - Consideration of Approving FTE’s for FY 2018-2019 Staff Contact: William Clingman, Assistant Finance Director Grand Island Special Meeting - 8/21/2018 Page 46 / 274 Council Agenda Memo From:William Clingman, Assistant Finance Director Meeting:August 21, 2018 Subject:Approving FTE’s for FY 2018-2019 Presenter(s):William Clingman, Assistant Finance Director Background Every year during budget approval, administration reviews and proposes what, if any, FTE changes they have incorporated into the budget for City Council approval. Discussion The following proposed have been included in the 2018-2019 budget: Addition of one HPSP Office Clerk Reduction of one Senior Accounting Clerk Addition of .75 of an FTE for Solid Waste for a full-time employee Reallocation of the Accounting Technician – Streets, moving .40 of the cost of an FTE from Fleet Services to the 210 Fund (Streets) Alternatives It appears that the Council has the following alternatives concerning the issue at hand. The Council may: 1.Move to approve 2.Amend the resolution 3.Refer the issue to a Committee 4.Postpone the issue to future date 5.Take no action on the issue Recommendation City Administration recommends that the City Council approve the resolution approving the proposed FTE’s for the 2018-2019 budget. Sample Motion Move to approve the resolution setting forth the total number of FTE’s for the 2018-2019 budget year. Grand Island Special Meeting - 8/21/2018 Page 47 / 274 Org # Position Title 2010 2011 2012 2013 20142015 2016 2017 2018 201910011101AdministrationAssistant to the Administrator1111111100City Administrator1111111111Receptionist1111111111Subtotal333333332210011301City Clerk111111111110011401FinanceAccountant1111122222Accounting Clerk7777766666Accounts Payable Clerk1111111111Assistant Finance Director0000011111Cashier2111112233Customer Service Team Leader0000011111Finance Director1111111111Finance Operations Supervisor0000011111Finance Secretary1111111100Finance Temporary Worker/Intern 0 0 0.25 0.25 0.25 0.25 0.25 0.25 0.25 0.25Meter Reader 6 5.555555556Meter Reader Supervisor1111111111Payroll Clerk0000011111Payroll Specialist1111111111Senior Accountant1111100000Senior Accounting Clerk3333333332Senior Meter Reader1111111110Utility Services Manager1111100000Subtotal 27 25.5 25.25 25.25 25.25 27.25 28.25 28.25 28.25 27.2510011501LegalAttorney1111111111City Attorney1111111111Legal Secretary1111111111Subtotal333333333310011701City Hall BuildingMaintenance Worker I 1111110000Maintenance Worker II 1111112222Subtotal2222222222FTEGrand IslandSpecial Meeting - 8/21/2018Page 48 / 274 Org # Position Title 2010 2011 2012 2013 20142015 2016 2017 2018 2019FTE10011801Human ResourcesHR Benefit & Risk Mgmt. Coordinator0011111111HR Director1111111111HR Recruiter0011111111HR Specialist3311111111Subtotal444444444410022001Building InspectionAdmin Assistant ‐ Building 2 2 2.1 2.1 2.1 1.35 1.35 1.35 1.35 1.35Building Department Director1111111111Building Inspector2222222222Electrical Inspector2222222222Plans Examiner1111111111Plumbing Inspector2222222222Subtotal 10 10 10.1 10.1 10.1 9.35 9.35 9.35 9.35 9.3510022101Fire ServicesAdmin Assistant ‐ Fire1111111111Fire Captain 15 15 15 12 12 12 12 12 12 12Fire Chief1111111111Fire Division Chiefs4443333333Firefighter/EMT 24 21 21 21 21 21 21 21 21 21Firefighter/Paramedic 30 27 27 27 27 27 27 27 27 27Life Safety Inspector0001122222Shift Commander0003333333Subtotal 75 69 69 69 69 70 70 70 70 7010022301PoliceCommunity Service Officers 3.136 2.5088 2.5088 4.5088 6.5088 6.5088 6.5088 6.5088 5.5053 5.5053Crime Analysis0001111111Custodian ‐ PT 1.25 1.25 1.25 1.25 1.25 1.25 1.25 1.25 1.25 1.25Evidence Technician1111112222Maintenance Worker II 1111111111Office Manager1111111111Police Captain3333333333Police Chief1111111111Police Officer 62 60 60 64 69 69 69 69 67 67Police Records Clerk 8 6.62567777777Police Sergeant 13 13 13 14 14 14 14 14 14 14School Crossing Guards 4.55000000000Victim Assistance Unit Coordinator1111111111Victim Assistance Advocate0000000.20.20.20.2Subtotal 99.936 91.3838 90.7588 99.7588 106.7588106.7588107.9588107.9588104.9553 104.9553Grand IslandSpecial Meeting - 8/21/2018Page 49 / 274 Org # Position Title 2010 2011 2012 2013 20142015 2016 2017 2018 2019FTE10022601Emergency ManagementEmergency Management Coordinator1111111111Emergency Management Deputy Director1111111111Emergency Management Director1111111111Subtotal333333333310022605Public Safety Dispatcher 11 10 10 10 10 10 11 11 10.25 10.25Senior Public Safety Dispatcher 3 3 2.5 2 2.533333Telecommunicator/EMD000000Subtotal 14 13 12.5 12 12.5 13 14 14 13.25 13.2510033001PW EngineeringAsst PW Director/Mgr. of Engineering Services1111111111CADD Operator0011111111Civil Engineer Manager1000000000Engineer I PW 0000011111Engineering Technician ‐ PW 3322222200Enginerring Technician ‐ Supervisor1000000000Senior Engineering Technician ‐ PW 0000000022GIS Coordinator ‐ PW 0.50.500111111Project Manager0111100000Public Works Engineer0011111100Seasonal Worker 0.75 0.75 0.75 0.75 0.75 0.75 0.75 0.75 0.75 0.75Subtotal 7.25 6.25 6.75 6.75 7.75 7.75 7.75 7.75 6.75 6.7510033002PW AdminAdmin Assistant ‐ Public Works1111111110Admin Coordinator ‐ Public Works0000000001Public Works Director1111111111Subtotal222222222210044001PlanningAdmin Assistant ‐ Planning 1 1 0.9 0.9 0.9 0.7 0.7 0.7 0.7 0.7Planning Director111110.80.80.80.80.8Planner I 0000000000.62Planning Technician 0.62 0.62 0.62 0.62 0.62 0.62 0.62 0.62 0.62 0Subtotal 2.62 2.62 2.52 2.52 2.52 2.12 2.12 2.12 2.12 2.1210044002CRAAdmin Assistant ‐ Planning 0 0 0.1 0.1 0.1 0.2 0.2 0.2 0.2 0.2Planning Director000000.20.20.20.20.2Subtotal 0 0 0.1 0.1 0.1 0.4 0.4 0.4 0.4 0.4Grand IslandSpecial Meeting - 8/21/2018Page 50 / 274 Org # Position Title 2010 2011 2012 2013 20142015 2016 2017 2018 2019FTE10044301LibraryCustodian1111111111Librarian I & II 4333333322Library Assistant Director1100000000Library Assistant I & II 14.3595 14.2787 14.2787 14.2787 14.2787 14.2787 15 15 15 15Library Clerk1000000000Library Director1111111111Library Page 2.6135 2.2769 2.2769 2.2769 2.2769 2.2769 2.5 2.5 2 2Library Secretary1111111111Maintenance Worker I 1111111111Seasonal Worker 0.375000000.50.50.50.5Subtotal 27.348 24.5556 23.5556 23.5556 23.5556 23.5556 25 25 23.5 23.510044401Parks AdminAdmin Assistant ‐ Parks1111111111Parks/Recreation Director1111111111Subtotal222222222210044403Parks OperationsGrounds Management Crew Chief1111111111Maintenance Worker ‐ Parks 10.16 8.58 8.58 8.58 8.58 8.58 9.58 9.58 7.58 7.58Parks Maintenance Superintendent1111111111Seasonal Workers 8.25 6.84 6.14 6.14 6.14 6.24 6.24 6.24 6.24 6.24Senior Maintenance Worker ‐ Parks0000000000Subtotal 20.41 17.42 16.72 16.72 16.72 16.82 17.82 17.82 15.82 15.8210044404GreenhouseHorticulturist1111111111Seasonal Worker100000.40.60.600Subtotal211111.41.61.61110044405CemeteryCemetery Superintendent1111111111Ground Management Crew Chief1111111111Maintenance Worker ‐ Cemetery4333333333Seasonal Worker 2.16 2.43 2.43 2.43 2.43 2.43 2.43 2.43 2.43 2.43Subtotal 8.16 7.43 7.43 7.43 7.43 7.43 7.43 7.43 7.43 7.43Grand IslandSpecial Meeting - 8/21/2018Page 51 / 274 Org # Position Title 2010 2011 2012 2013 20142015 2016 2017 2018 2019FTE10044501Recreation AdminRecreation Superintendent1111111111Recreation Coordinator01110.50.50.50.50.50.5Seasonal 0.5000000000Maintenance Worker 0 0.58 0.58 0.58 0.58 0.5800001.5 2.58 2.58 2.58 2.08 2.08 1.5 1.5 1.5 1.510044508Activity Leader 0.98 0.69 0.69 0.69 0.69 0.69 0.69 0.69 0.69 0.69Playground Program Supervisor 0.4 0.69 0.69 0.69 0.69 0.69 0.69 0.69 0.69 0.69Subtotal 1.38 1.38 1.38 1.38 1.38 1.38 1.38 1.38 1.38 1.3810044511All Children's Theater Seasonal Positions 0.12 0.12 0.12 0.12 0.12 0.12 0.12 0.12 0.12 0.1210044514All Hershey Track Meet Seasonal Positions 0.053 0.053 0.053 0.053 0.053 0.053 0.053 0.053 0.053 0.05310044517All Stolley Park Train Positions 0.75 0.75 0.75 0.75 0.75 0.75 0.75 0.75 0.75 0.7510044518Field House Officials 0.71 2.77 2.77 2.77 2.77 2.77 2.77 2.77 2.77 2.77Recreation Coordinator00000.50.50.51.11.11.1Subtotal 0.71 2.77 2.77 2.77 3.27 3.27 3.27 3.87 3.87 3.8710044513Seasonal Outdoor Flag Football 0.12 0.06 0.06 0.06 0.06 0.06 0.06 0.06 0.06 0.0610044525All Water Park Seasonal Positions16.14 16.14 16.14 16.14 16.14 16.14 16.14 16.14 16.14 16.14Maintenance Worker 0.84 0.84 0.84 0.84 0.84 0.84 0.42 0.42 0.42 0.42Recreation Coordinator0000000.30.30.30.3Subtotal 16.98 16.98 16.98 16.98 16.98 16.98 16.86 16.86 16.86 16.8610044526All Lincoln Pool Seasonal Positions1.86 1.86 1.86 1.86 1.86 1.86 1.86 1.86 1.86 1.86Recreation Coordinator0000000.10.10.10.1Subtotal 1.86 1.86 1.86 1.86 1.86 1.86 1.96 1.96 1.96 1.9610044601Public InformationPublic Information Officer 1 0.85 0.85 0.85 0.85 0.851111Audio‐Video Tech1111111111Subtotal 2 1.85 1.85 1.85 1.85 1.85222210044801Heartland Public Shooting ParkSeasonal Workers/Customer Service Rep 2.5222222222HPSP Office Clerk0000000001Shooting Range Operator1111122222Shooting Range Superintendent1111111111Subtotal 4.5444455556Grand IslandSpecial Meeting - 8/21/2018Page 52 / 274 Org # Position Title 2010 2011 2012 2013 20142015 2016 2017 2018 2019FTE10044901Jackrabbit Golf CourseGolf Course Superintendent1111111111Maintenance Worker II 1111111111Seasoal Worker 2.5 2.5 2.5 2.5 2.5 2.5 2.5 2.5 2.5 2.5Turf Management Specialist1111111111Subtotal 5.5 5.5 5.5 5.5 5.5 5.5 5.5 5.5 5.5 5.5Total349.1970326.0624323.5874332.0874340.5874344.7374350.1318350.7318340.8783 340.8783Grand IslandSpecial Meeting - 8/21/2018Page 53 / 274 2014 2015 2016 2017 2018 18-19 2019 2019 FTE FTE FTE FTE FTE Change FTE Full Time Administration 3.0000 3.0000 3.0000 3.0000 2.0000 - 2.0000 2.0000 City Clerk 1.0000 1.0000 1.0000 1.0000 1.0000 - 1.0000 1.0000 Finance 25.2500 27.2500 28.2500 28.2500 28.2500 (1.00) 27.2500 28.0000 Legal 3.0000 3.0000 3.0000 3.0000 3.0000 - 3.0000 3.0000 City Hall Buildings 2.0000 2.0000 2.0000 2.0000 2.0000 - 2.0000 2.0000 Human Resources 4.0000 4.0000 4.0000 4.0000 4.0000 - 4.0000 4.0000 GENERAL GOVERNMENT TOTALS 38.2500 40.2500 41.2500 41.2500 40.2500 (1.00) 39.2500 40.0000 Building Inspection 10.1000 9.3500 9.3500 9.3500 9.3500 - 9.3500 9.0000 Fire Services 69.0000 70.0000 70.0000 70.0000 70.0000 - 70.0000 70.0000 Police Services 106.7588 106.7588 107.9588 107.9588 104.9553 - 104.9553 102.0000 Emergency Management 15.5000 16.0000 17.0000 17.0000 16.2500 - 16.2500 17.0000 PUBLIC SAFETY TOTALS 201.3588 202.1088 204.3088 204.3088 200.5553 0.0000 200.5553 198.0000 Engineering 10.7500 10.7500 10.7500 9.7500 8.7500 - 8.7500 8.0000 PUBLIC WORKS TOTALS 10.7500 10.7500 10.7500 9.7500 8.7500 0.0000 8.7500 32.0000 Planning 2.5200 2.5200 2.5200 2.5200 2.5200 - 2.5200 3.0000 Library 23.5556 23.5556 25.0000 25.0000 23.5000 - 23.5000 16.0000 Parks & Cemetery & Greenhouse 27.1500 27.6500 28.8500 28.8500 26.2500 - 26.2500 18.0000 Recreation 26.5530 26.5530 26.5530 26.5530 26.5530 - 26.5530 3.0000 Public Information 1.8500 1.8500 2.0000 2.0000 2.0000 - 2.0000 2.0000 Heartland Shooting Range 4.0000 5.0000 5.0000 5.0000 5.0000 1.00 6.0000 3.0000 Golf Course 5.5000 5.5000 5.5000 5.5000 5.5000 - 5.5000 3.0000 ENVIRONMENTAL / LEISURE TOTALS 91.1286 92.6286 95.4230 95.4230 91.3230 1.0000 92.3230 48.0000 GENERAL FUND TOTALS 341.4874 345.7374 351.7318 350.7318 340.8783 0.0000 340.8783 318.0000 Streets and Transportation 23.5000 23.5000 23.5000 23.5000 23.5000 0.40 23.9000 24.0000 Community Youth Council (Fund 229) 0.1500 0.1500 0.0000 0.0000 0.0000 - 0.0000 0.0000 Backflow Prevention Program 0.0000 0.0000 0.0000 0.0000 0.0000 - 0.0000 0.0000 Parking Facility District #2 0.0000 0.0000 0.0000 0.0000 0.0000 - 0.0000 0.0000 Parking District #1 0.0000 0.0000 0.0000 0.0000 0.0000 - 0.0000 0.0000 Community Development (Fund 250) 2.0000 2.0000 2.0000 2.0000 2.0000 - 2.0000 2.0000 Enhanced 911 Communications (Fund 215) 0.8600 0.3000 0.5000 0.5000 0.5000 - 0.5000 0.0000 PSC Wireless (Fund 216) 1.6400 1.7000 1.5000 1.5000 2.2500 - 2.2500 2.0000 Metropolitan Planning Org (Fund 225) 1.0000 1.0000 1.0000 1.0000 1.0000 - 1.0000 1.0000 Transportation Fund 0.0000 0.0000 0.0000 1.0000 1.0000 - 1.0000 1.0000 VOCA Grant Acct (Fund 260) 0.0000 0.0000 0.8000 0.8000 0.8000 - 0.8000 1.0000 SPECIAL REVENUE TOTALS 29.1500 28.6500 29.3000 30.3000 31.0500 0.4000 31.4500 31.0000 Sewer Utility 32.3210 32.3210 32.5710 32.5710 33.0000 - 33.0000 31.0000 Water Utility 11.5000 11.5000 11.5000 11.5000 11.5000 - 11.5000 11.0000 Electric Utility 131.3800 131.3800 132.3800 132.3800 132.3800 - 132.3800 129.0000 Solid Waste 12.7000 12.7000 12.7000 12.7000 12.7000 0.75 13.4500 11.0000 ENTERPRISE TOTALS 187.9010 187.9010 189.1510 189.1510 189.5800 0.7500 190.3300 182.0000 Fleet Services 4.5000 4.5000 4.5000 4.5000 4.5000 (0.40) 4.1000 4.0000 Information Technology 7.0000 7.0000 7.0000 7.0000 7.0000 - 7.0000 7.0000 INTERNAL SERVICE TOTALS 11.5000 11.5000 11.5000 11.5000 11.5000 -0.4000 11.1000 11.0000 - ALL FUND TOTALS 570.0384 573.7884 581.6828 581.6828 573.0083 0.7500 573.7583 518.0000 Personnel Allocation by Department Grand Island Special Meeting - 8/21/2018 Page 54 / 274 Approved as to Form ¤ ___________ August 23, 2018 ¤ City Attorney R E S O L U T I O N 2018-242 WHEREAS, the 2018-2019 budget process includes changes to the full time equivalents (FTEs) positions; and WHEREAS, the 2018-2019 budget process includes an net zero change in the full time equivalents (FTEs) positions for the General Fund; and WHEREAS, the 2018-2019 budget process includes an increase of 0.75 in the full time equivalents (FTEs) positions for all other Funds; and WHEREAS, the FTE positions are incorporated into the Fiscal Year 2018-2019 Budget; and WHEREAS, the FTE totals do not included elected officials; and WHEREAS, it is recommended that the total FTE positions approved for the General Fund be left unchanged and the FTE positions for all other funds be increased by 0.75. NOW, THEREFORE, BE IT RESOLVED BY THE MAYOR AND COUNCIL OF THE CITY OF GRAND ISLAND, NEBRASKA, that the General Fund FTEs for the 2018- 2019 Budget year should be and is hereby established and fixed at 340.8783 FTEs and the FTEs for all other Funds for the 2018-2019 Budget year should be and is hereby established and fixed at 232.88. - - - Adopted by the City Council of the City of Grand Island, Nebraska, August 21, 2018. _______________________________________ Jeremy L. Jensen, Mayor Attest: _______________________________________ RaNae Edwards, City Clerk Grand Island Special Meeting - 8/21/2018 Page 55 / 274 City of Grand Island Tuesday, August 21, 2018 Special Meeting Item I-2 #2018-243 - Consideration of Approving Labor Agreement between the City of Grand Island and the International Brotherhood of Electrical Workers (IBEW), Local 1597 Service/Clerical/Finance Staff Contact: Aaron Schmid, Human Resources Director Grand Island Special Meeting - 8/21/2018 Page 56 / 274 Council Agenda Memo From:Aaron Schmid, Human Resources Director Meeting:August 21, 2018 Subject:Approval of Labor Agreement between the City of Grand Island and the International Brotherhood of Electrical Workers, Local 1597 Service/Clerical/Finance Presenter(s):Marlan Ferguson, City Administrator William Clingman, Assistant Finance Director Background Approximately two dozen job classifications throughout the City currently work under the conditions outlined in the labor agreement between the City of Grand Island (City) and the International Brotherhood of Electrical Workers (IBEW), Local 1597 Service/Clerical and the International Brotherhood of Electrical Workers (IBEW), Local 1597 Finance. The current labor agreements expire as of midnight September 30, 2018. The City and the IBEW met to negotiate the terms of a new agreement and in the process combined the two labor contracts into one agreement. The negotiations were handled in good faith with both parties focused on a fair contract. Discussion The proposed labor agreement will begin October 1, 2018 and run through September 30, 2021. A salary array was mutually conducted as part of the negotiations process. The changes that are proposed were primarily based on comparability studies from the salary array. A summary of changes are listed below and follow the order of the contract: 1.The agreement will be effective October 1, 2018 to September 30, 2021. 2.The contract will amend the employee classifications covered by the agreement. A number of positions have been added, removed, incorporated or retitled. 3.Shift differential pay for Public Safety Dispatchers will increase from $0.15 per hour to $0.25 on 2nd shift and $0.35 on 3rd shift. 4.Compensatory time will no longer require that an employee may only have up to 16 hours in their bank at any one time. 5.If an employee is called into work on a holiday, he/she shall be compensated at double time for hours worked. Grand Island Special Meeting - 8/21/2018 Page 57 / 274 6.Employees may extend the use of medical leave for immediate family members provided the leave meets the terms of the Family Medical Leave Act. 7.Compensation for unused medical leave at retirement will increase to 35% of accumulated balance. 8.The contract will follow workers’ compensation benefits as allowed under the Nebraska Workers’ Compensation law. 9.Employees will return to work immediately following a release to light duty from a workers’ compensation injury. 10.The terms of the retirement savings plan have been defined in the agreement. 11.The pay plan has been adjusted from 11 steps to 8 steps. 12.Longevity pay, based on years of service, has been added to the contract. 13.Trainer pay, for Community Service Officers (CSO), has been added to the contract. 14.The Union will have access to new hires in the bargaining unit for 30 minutes at orientation. 15.VEBA contribution will increase from $15 to $20 per pay period. 16.Uniform language has been included to address the CSO and Police Record Clerk classifications. Alternatives It appears that the Council has the following alternatives concerning the issue at hand. The Council may: 1.Move to approve 2.Refer the issue to a Committee 3.Postpone the issue to future date 4.Take no action on the issue Recommendation City Administration recommends that the Council approve the labor agreement between the City of Grand Island and the IBEW, Local 1597 Service/Clerical/Finance. Sample Motion Move to approve the labor agreement between the City of Grand Island and the IBEW, Local 1597 Service/Clerical/Finance. Grand Island Special Meeting - 8/21/2018 Page 58 / 274 and UNION LOCAL NO. 1597, I.B.E.W., AFL-CIO SERVICE/CLERICAL/FINANCE October 1, 2014 2018 through September 30, 20182021 Grand Island Special Meeting - 8/21/2018 Page 59 / 274 i TABLE OF CONTENTS Page Purpose and Intent of the Parties .........................................................................................1 Article I – Recognition A. .......................................................................................................................Bargaining Unit ..................................................................................................................1 B. .......................................................................................................................Emplo yee Classifications ...................................................................................................1 Article II – Hours of Work A. .......................................................................................................................Schedu les of Work ...............................................................................................................2 B. .......................................................................................................................Rest Periods......................................................................................................................2 C. .......................................................................................................................Shift Differential .............................................................................................................23 D. .......................................................................................................................Overti me and Compensatory Time ....................................................................................3 E. ........................................................................................................................Call-back Pay .................................................................................................................34 F. ........................................................................................................................Worki ng Out of Class........................................................................................................4 Article III – Holidays and Holiday Pay A. .......................................................................................................................Holida ys ..............................................................................................................................4 B. .......................................................................................................................Holida y Pay and Holiday On Pay .......................................................................................4 C. .......................................................................................................................Weekend Holidays ............................................................................................................45 D. .......................................................................................................................Eligibil ity for Holiday Pay ...................................................................................................5 E. ........................................................................................................................Person al Day .......................................................................................................................5 Article IV – Vacations A. .......................................................................................................................Eligibil ity .............................................................................................................................5 B. .......................................................................................................................Amount Authorized .............................................................................................................5 C. .......................................................................................................................Vacati on Schedule ..............................................................................................................6 D. .......................................................................................................................Seniori ty for Vacation and Personal Holiday Planning .......................................................6 E. ........................................................................................................................Vacati Grand Island Special Meeting - 8/21/2018 Page 60 / 274 ii on Time Carry-Over ...............................................................................................67 F. ........................................................................................................................Vacati on Credit on Termination and Retirement ...............................................................7 Article V – Medical Leave, Bereavement Leave and FMLA Leave A. .......................................................................................................................Amoun t Authorized .............................................................................................................7 B. .......................................................................................................................Use of Medical Leave ..........................................................................................................7 C. .......................................................................................................................Proof of Illness ...................................................................................................................8 D. .......................................................................................................................Fraudu lent Use of Medical Leave .......................................................................................8 E. ........................................................................................................................Compensation for Unused Medical Leave ..........................................................................8 F. ........................................................................................................................Notific ation of Illness ..........................................................................................................9 G. .......................................................................................................................Family and Medical Leave Act Policy .................................................................................9 H. .......................................................................................................................Use of Bereavement Leave ..................................................................................................9 Article VI – Military Leave ...............................................................................................9 Article VII – Court Leave A. .......................................................................................................................When Authorized................................................................................................................9 B. .......................................................................................................................Proced ure ........................................................................................................................109 C. .......................................................................................................................Fees ................................................................................................................................10 Article VIII – Leave Without Pay A. .......................................................................................................................Procedure ..........................................................................................................................10 B. .......................................................................................................................Limitat ions .........................................................................................................................10 Article IX – Leave to Supplement Workers Compensation Benefits A. .......................................................................................................................Policy ................................................................................................................................11 B. .......................................................................................................................Definit ions .........................................................................................................................11 C. .......................................................................................................................Application of Workers Compensation and Other Leave Balances .................................11 D.B. ....................................................................................................................Subrog ation....................................................................................................................1211 Grand Island Special Meeting - 8/21/2018 Page 61 / 274 iii E. ........................................................................................................................Limitat ion of Leave ...........................................................................................................12 F.C. .....................................................................................................................Light Duty Policy ........................................................................................................1211 G. .......................................................................................................................Worke rs Compensations and FMLA ................................................................................13 H. .......................................................................................................................Leave Not Cumulative ......................................................................................................13 I. .........................................................................................................................Drug Test for Cause ........................................................................................................13 Article X – General Provisions Concerning Leave A. .......................................................................................................................Absenc e Without Approval............................................................................................1311 B. .......................................................................................................................Leave RequestForm ......................................................................................................1311 Article XI – Pension Retirement Savings Plan A. Retirement Savings Plan ........................................................................................12 B. Amendments ..........................................................................................................12 Article XII – Seniority .................................................................................................1412 Article XIII – Rates of Pay for Work Performed A. .......................................................................................................................Survey ............................................................................................................................1513 B. .......................................................................................................................2014 – 201518 - 2019 Fiscal Year .................................................................................1514 C. .......................................................................................................................2015 – 2016 19 – 2020 Fiscal Year ...............................................................................1514 D. .......................................................................................................................16 – 20172020 – 2021 Fiscal Year ...............................................................................15 E. ........................................................................................................................2017 – 2018 Fiscal Year ...................................................................................................16 F.E. .....................................................................................................................Future Changes in Rates of Pay ...................................................................................1614 F. ........................................................................................................................Pay Plan ....................................................................................................................1614 G. .......................................................................................................................Longevity .........................................................................................................................14 H. .......................................................................................................................Trainer Pay..........................................................................................................................15 G. ............................................................................................................................. Article XIV – Employee Relations A. .......................................................................................................................Genera l ..........................................................................................................................1615 Grand Island Special Meeting - 8/21/2018 Page 62 / 274 iv B. .......................................................................................................................Memb ership in Union ...................................................................................................1715 C. .......................................................................................................................Discipl ine Procedures ....................................................................................................1716 D. .......................................................................................................................Expens es of Arbitration .................................................................................................1716 Article XV – Grievance Procedure .............................................................................1816 Article XVI – Other Benefits A. .......................................................................................................................Medica l Insurance ..........................................................................................................1918 B. .......................................................................................................................Cafeter ia Plan.................................................................................................................2018 C. .......................................................................................................................Life Insurance ............................................................................................................2018 D. .......................................................................................................................Union Bulletin Board ....................................................................................................2019 E. ........................................................................................................................Safety Committee ..........................................................................................................2019 F. ........................................................................................................................Travel Time Reimbursement .........................................................................................2019 G. .......................................................................................................................Tuition and Book Reimbursement Program ...................................................................2019 H. .......................................................................................................................Biling ual Pay ................................................................................................................2220 I. .........................................................................................................................Volunt ary Employee Benefits Association (VEBA) ....................................................2221 J. ........................................................................................................................Uniforms ...........................................................................................................................21 Article XVII – Management Rights A. .......................................................................................................................Operati on in Best Interest of City ..................................................................................2221 B. .......................................................................................................................Statuto ry and Ordinance Rights ....................................................................................2221 C. .......................................................................................................................Other Rights .....................................................................................................................22 D. .......................................................................................................................Prior Agreements Superseded .....................................................................................2322 E. ........................................................................................................................Matter s Not Mentioned .................................................................................................2322 F. ........................................................................................................................Industr ial Relations .......................................................................................................2423 G. .......................................................................................................................Person nel Functions ......................................................................................................2423 H. .......................................................................................................................Memb Grand Island Special Meeting - 8/21/2018 Page 63 / 274 v ers of City Council .............................................................................................2423 Article XVIII – General Provisions ............................................................................2423 Article XIX – Strikes and Lockouts ...........................................................................2524 Article XX –Duration of Contract ..............................................................................2524 Article XXI – General Provisions for Union Activity A. .......................................................................................................................Payroll Deduction ...............................................................................................................25 B. .......................................................................................................................Reques t Forms ...............................................................................................................2625 C. .......................................................................................................................Union Certification .......................................................................................................2625 D. .......................................................................................................................Indem nification ............................................................................................................2625 E. ........................................................................................................................Strikes , Etc. ...................................................................................................................2625 Article XXII – Severability .........................................................................................2625 Article XXIII – Scope of Agreement A. .......................................................................................................................Complete Agreement ....................................................................................................2726 B. .......................................................................................................................Interpr etation .................................................................................................................2726 C. .......................................................................................................................Negoti ations ..................................................................................................................2726 Article XXIV – C.I. R. Waiver....................................................................................2726 Exhibit A –14 – 2015 2018 – 2019 Salary Tables .........................................................2928 Exhibit B – 15 – 20162019 - 2020 Salary Tables ..........................................................3833 Exhibit C – 2016 – 201720 - 2021 Salary Tables ..........................................................4738 Exhibit D – 2017 – 2018 Salary Tables .............................................................................56 Grand Island Special Meeting - 8/21/2018 Page 64 / 274 1 AGREEMENT THIS AGREEMENT, dated this _____ day of September, 2014 2018, by and between the CITY OF GRAND ISLAND (hereinafter referred to as the "City"), and UNION LOCAL NO. 1597, I.B.E.W., AFL-CIO (hereinafter referred to as the "Union"). The provisions of this agreement shall be effective from October 1, 2014 2018 through and including September 30, 20182021. PURPOSE AND INTENT OF THE PARTIES The purpose of the City and the Union entering into this labor agreement is to promote harmonious relations between the employer and the union, the establishment of an equitable and peaceful procedure for the resolution of differences, and the establishment of rates of pay and other conditions of employment. ARTICLE I - RECOGNITION A. BARGAINING UNIT The City hereby recognizes the Union as the sole representative of those full-time, regular status, non-supervisory employees in the following positions employed with the City. Nothing contained in this Article shall prohibit employees of the bargaining unit from seeking an election to revoke the authority of the Union to represent them prior to the expiration of this agreement. The Union further agrees that it will not do anything to discriminate against any employee who attempts the decertification of or resignation from the Union. The City agrees that it will take no overt action to aid any organization or association in an effort to decertify the Union during the term of this Agreement. Employees represented by this bargaining agreement are hereby defined as being those persons who are currently employed under the classifications outlined in Article I, Section B, hereof. B. EMPLOYEE CLASSIFICATIONS Administrative Assistant (Building, Fire, Parks, Planning, Public Works, Utilities) Accounting Clerk Accounting Technician (Streets) Accounts Payable Clerk Audio Video Technician Building Inspector CashierPublic Safety Dispatcher Community Development Administrator Community Development SpecialistComputer ProgrammerComputer Operator Community Service Officer Computer Technician Crime Analyst Custodian (Police)Electrical Inspector Grand Island Special Meeting - 8/21/2018 Page 65 / 274 2 Emergency Management Coordinator Engineering Technician (Public Works) Evidence Technician (Police) GIS Coordinator Maintenance Worker I & II (Building, Library, Police) Payroll Clerk Plans Examiner Planning TechnicianPlumbing Inspector Backflow Plumbing/Mechanical Inspector Police Records Clerk Public Safety Dispatcher Secretary (Finance, Building,, Planning, Utilities) Senior Accounting Clerk Shooting Range Operator Stormwater Technician (Public Works)Wastewater Secretary Additional job classifications may be added to the bargaining unit by mutual written agreement of the parties. ARTICLE II - HOURS OF WORK A. SCHEDULES OF WORK The City shall establish the work week, work day, and hours of work. The work week, work day and hours of work may vary according to the special requirements of any division or program. Hours worked shall include actual hours worked and shall not include paid leave, holidays, and vacation when calculating overtime. The City shall strive to make reasonable efforts so that all changes and work schedules, except in cases of emergency, shall be posted for all affected employees to see at least seventy-two (72) hours before the change is effective. Twenty-eight (28) days notice for shift workers will be provided for long term shift reassignments; however, the City retains the right to reassign at any time for extraordinary circumstances or disciplinary reasons. B. REST PERIODS Employees may take a 15-minute rest period during the approximate middle of each one- half (1/2) work day; provided, however, that the granting of such rest periods shall be at such times as are the least disruptive of work in progress. If it is not feasible to grant any such rest periods, employees shall not receive additional pay or additional time off in lieu thereof. Non-shift employees shall be allowed at least one-half hour off, without pay, for a meal as close to the middle of the shift as possible. The employer retains the right to respond to emergency situations by not allowing a rest period. Rest periods shall not be cumulative. Unless prior supervisory approval is given, rest periods shall not be taken before one (1) hour after the employee arrives at work, or one (1) hour before the employee leaves work. Rest periods are considered work time. The provisions of this section may not be used for the purpose of regular and routine denial of rest periods. Grand Island Special Meeting - 8/21/2018 Page 66 / 274 3 C. SHIFT DIFFERENTIAL A shift differential of twenty-five cents ($0.15 25) per hour shall be added to the base hourly wage for persons in the employee classifications listed below who work a complete shift that begins between 3:00 p.m. and 11:00 p.m. Employees who work complete shifts from 11:00 p.m. to 7:00 a.m. will receive a shift differential of thirty-five cents ($0.25 35) per hour. This does not include persons who work the day shift. Shift differential will only be paid for actual hours worked. Paid leave will not qualify for the shift differential pay. Public Safety Dispatcher D. OVERTIME AND COMPENSATORY TIME 1. Non-exempt employees who perform work in excess of forty (40) hours in a workweek, shall be compensated at the rate of one and one-half (1½) times their regular rate of pay for the excess hours worked. Compensation shall be in compensatory time or cash payment, at the option of the employee. 2. Overtime and compensatory time for work shall be accrued and compensated for in one-tenth (1/10) hour units. 3. This article shall not be construed as a guarantee of hours of work per day or per week. Overtime shall not be paid more than once for the same hours worked. 4. For purposes of calculating eligibility for overtime, “hours worked” shall include actual hours worked. Any payment for time not actually worked (leave time) shall not count towards the calculation of overtime. 5. In lieu of payment for overtime hours worked, the City may grant compensatory time off. One and one-half (1½) hours of compensatory time shall be credited for each overtime hour worked. Compensatory time may not be used on a holiday. Compensatory time may be accumulated up to sixty (60) hours annually but an employee may only have up to sixteen (16) hours in their bank at any one time with the year commencing October 1st. All compensatory time that is not used prior to the last pay period before September 15th of each year shall be paid out in cash to the employee at the regular hourly rate for the hours left in the compensatory time bank. The payout for the unused compensatory time shall occur in the last full pay period prior to or on September 15th, if September 15th is the last pay period of said year. It shall be permissible to use less than eight (8) hours at a time. The compensatory time off shall be taken at a time mutually agreed upon by the employee and his/her supervisor. It is understood that the usage of compensatory time is to be requested prior to being taken and the request may be denied as may any other leave request. Requests for the use of accrued compensatory time shall not be unreasonably denied. 6. All compensatory time must be recorded through the City’s payroll system. Compensatory time kept by individual employees or their supervisors will not be recognized and is prohibited. Grand Island Special Meeting - 8/21/2018 Page 67 / 274 4 E. CALL-BACK PAY In the event an employee is called to duty during his or her off-duty time, and such time does not otherwise merge with his or her regularly-scheduled work schedule, such employee shall be paid at the rate of one and one-half (1 1/2) times their regular rate of pay for the actual number of hours worked, although the employee shall be compensated for no less than two (2) hours at the enhanced rate. Provided, however, that if the employee called back responds and performs the work from a remote location without reporting to the work site, he or she shall be compensated as set forth above, but the minimum compensation will be one (1) hour instead of two (2). F. WORKING OUT OF CLASS The department director or his or her designee may temporarily assign an employee to perform the duties and responsibilities of a different position. If the temporary assignment is for a position with a higher pay scale and the employee is assigned to work out of class for more than five (5) consecutive work days, the employee is entitled to compensation, commencing on the sixth (6) day and thereafter, according to the higher pay scale at the level which will entitle the employee to a pay raise of at least 3%. At the end of the assignment, the employee will return to the rate of pay to which he or she would have been entitled to if no out of class assignment had been made. ARTICLE III - HOLIDAYS AND HOLIDAY PAY A. HOLIDAYS The following holidays are observed: New Year's Day January 1 Martin Luther King, Jr. Day Third Monday in January Memorial Day Last Monday in May Independence Day July 4 Labor Day First Monday in September Veterans’ Day November 11 Thanksgiving Day Fourth Thursday in November Friday following Thanksgiving Fourth Friday in November Christmas Day December 25 Grand Island Special Meeting - 8/21/2018 Page 68 / 274 5 B. HOLIDAY PAY AND HOLIDAY ON PAY Holiday pay shall consist of straight pay up to eight (8) hours plus additional compensation at the rate of 1.5 times the regular rate of compensation for those who are regularly scheduled to work. For those who are called into work on the holiday, they shall receive as compensation straight pay up to eight (8) hours for the holiday, plus additional compensation at the rate of 1.5 two (2) times the regular rate of pay for the actual hours worked as holiday on pay. No compensatory time may be accrued in lieu of being paid Holiday on Pay or Holiday Pay. C. WEEKEND HOLIDAYS When a holiday falls on Sunday, the following Monday shall be observed as a holiday; when a holiday falls on Saturday, the preceding Friday shall be observed as the holiday; except, if you work in a shift position or any department that is open and operating twenty-four (24) hours a day seven (7) days a week, then the holiday shall be recognized on its actual day. D. ELIGIBILITY FOR HOLIDAY PAY No employee shall be eligible for holiday pay unless he or she is in an active pay status the last regularly scheduled day before the holiday or the first regularly scheduled day after the holiday. Active pay status shall mean any pay status other than leave without pay or suspension without pay. E. PERSONAL DAY Two (2) personal leave days will be given to employees each contract year. Two personal leave days will be given in October and must be taken by September 15th. Personal leave days may be taken at any time and may be taken in one (1) hour increments; provided, the time selected by the employee must have the prior approval of the employee’s supervisor. The Director or his or her designees will make every effort to grant requested personal leave time; however, it must be approved in advance and will be granted on the basis of work requirements of the department. Use of personal leave will not be unreasonably denied. New employees who begin work on or after April 1 will not be eligible for personal days until the following October 1. Personal leave not taken by the dates set forth above expires and does not carry over. Employees will not be compensated for unused or expired personal leave days. ARTICLE IV – VACATIONS A. ELIGIBILITY All full-time regular status employees are eligible to take vacation leave as it is earned and shall accrue vacation leave in bi-weekly increments as described below. Employees shall not earn or accrue any vacation time during their introductory period. Vacation may be taken at any time and may be taken in one half (1/2) hour increments; provided, the time selected by the Grand Island Special Meeting - 8/21/2018 Page 69 / 274 6 employee must have the prior approval of the employee’s supervisor. Requests for vacation time will not be unreasonably denied. B. AMOUNT AUTHORIZED Authorized vacation leave shall be computed on the following basis: 1. Upon successfully completing the six (6) month introductory period, an employee will have available forty (40) hours of vacation time. The employee will accrue an additional forty (40) hours in the first six (6) months of continuous service following the introductory period. 1. Years 2 through 4 Eighty (80) Hours 2. Years 5 through 9 One Hundred Fifteen (115) Hours 3. Years 10 through 14 One Hundred Thirty-Six (136) Hours 4. Years 15 through 19 One Hundred Sixty (160) Hours 5. Years 20 through 24 One Hundred Seventy-Eight (178) Hours 6. Years 25 + Two Hundred (200) Hours All vacation will accrue on a prorated basis using a twenty-six pay period year. Authorized vacation leave for regular employees working fewer than forty (40) hours per week shall be prorated based upon the normally scheduled hours worked. Credit toward vacation leave shall not be earned while an employee is on a leave of absence without pay. C. VACATION SCHEDULE 1. Vacation leave shall be taken at a time convenient to and approved by the Department Director or supervisor. 2. The Director or his or her designees will make every effort to grant requested vacation time; however, it must be approved in advance and will be granted on the basis of work requirements of the department. Each employee shall take a minimum vacation of five (5) consecutive days. In the event a holiday falls within the mandatory five-day term, such holiday use will satisfy the mandatory term requirements. D. SENIORITY FOR VACATION AND PERSONAL HOLIDAY PLANNING The Department Director and/or supervisor shall grant leave on the basis of the work requirements of the City after conferring with employees and recognizing their wishes where possible. Preference in the scheduling of vacation and personal holiday time shall be given to employees within their job classification in order of their total length of employment with the City. Job classifications with two or more employees will have two (2) vacation schedules that will run consecutively. Grand Island Special Meeting - 8/21/2018 Page 70 / 274 7 1. Prime Vacation Schedule: An employee may make one choice with a minimum of five (5) work days and a maximum of as many consecutive days as said employees has accrued vacation time. Vacation of greater than five (5) work days shall be consecutive work days so that only one block of vacation time is scheduled on the prime vacation schedule. The prime vacation schedule shall be completed by all employees in the effective job classification before the secondary vacation schedule is initiated for that classification. 2. Secondary Vacation Schedule: An employee may make as many selections as said employee has accrued vacation time. E. VACATION TIME CARRY-OVER 1. An employee will be allowed to carry no more than the maximum amount of vacation that he or she can earn in one year, plus forty (40) hours. 2. An employee who fails to use his or her vacation time through the employee’s own decision will not accrue additional vacation after reaching an amount equal to the maximum amount of vacation that he or she can earn in one year plus forty (40) hours. Employees who have more than the limit allowed at the commencement of the contract will have until January 31, 2015 to come into compliance with the limits. After January 31, 2015 any amount above the limits will be forfeited. F. VACATION CREDIT ON TERMINATION AND RETIREMENT Upon separation, a regular status employee shall be paid for the unused portion of his or her accumulated vacation leave. Employees will not be allowed to schedule vacation at the end of their employment and will not accrue vacation leave or other benefits after their last day physically on the job. ARTICLE V MEDICAL LEAVE, BEREAVEMENT LEAVE, AND FMLA LEAVE A. AMOUNT AUTHORIZED Medical Leave. Medical leave shall be credited to all full-time employees as follows: 1. Eight (8) hours for each full calendar month of service. 2. For a calendar month in which an employee is paid for less than the full standard hours including paid leave, medical leave shall be awarded on a pro-rata basis. B. USE OF MEDICAL LEAVE Medical leave may be used under the following circumstances: 1. When an employee is incapacitated by sickness or injury. Grand Island Special Meeting - 8/21/2018 Page 71 / 274 8 2. For medical, dental, or optical examination or treatment. 3. When an employee is exposed to a contagious disease and attendance at duty may jeopardize the health of others. 4. For necessary care and attendance during sickness of a member of the employee’s immediate family. For purposes of medical leave, an immediate family member shall mean a child, spouse, parent, in-laws of the same relation, and other dependents for whom the employee is legally responsible. An employee may use up to eighty (80) hours of medical leave per year to care for immediate family members. In instances where extended care is needed [beyond eighty (80) hours per year)], the qualifying family member must meet the definition of a serious health condition as defined by the Family and Medical Leave Act. 5. When absence is due to alcoholism or drugs, if medically diagnosed by a licensed physician and the employee is receiving assistance and has agreed to an approved course of treatment. 6. Medical leave shall not be granted in advance of accrual. 7. Leave without pay may be granted for sickness extending beyond the earned credits. 8. After six (6) continuous months of service, accrued vacation leave credits may be used for medical leave when medical leave credits have been exhausted. 9. Medical leave shall not continue to accrue while an employee is on unpaid leave. 10. The amount of medical leave charged against an employee's accumulated total shall be computed on the basis of the exact number of hours an employee is scheduled to work when medical leave is utilized; provided, that medical leave shall be debited in no less than one-half (½) hour units. C. PROOF OF ILLNESS An employee who is absent for more than three (3) consecutive days because of personal illness or that of a member of his or her immediate family or household shall be required to furnish a statement signed by the attending physician. The Department Director may require this statement or other proof for an absence chargeable to medical leave of any duration. Grand Island Special Meeting - 8/21/2018 Page 72 / 274 9 D. FRAUDULENT USE OF MEDICAL LEAVE The Department Director or his or her authorized representative may investigate any medical leave taken by any employee. False or fraudulent use of medical leave shall be cause for disciplinary action and may result in dismissal. E. COMPENSATION FOR UNUSED MEDICAL LEAVE 1. An employee may accumulate medical leave to a maximum of one thousand three hundred thirty-nine (1,339) hours. 2. All employees shall be paid twentythirty-five percent (2535%) for their accumulated medical leave at the time of retirement or death, the rate of compensation to be based on the employee's salary at the time of retirement or death. 3. All employees shall be paid twentythirty-five percent (2535%) for their accumulated medical leave at the time of early retirement, which shall be defined as being at least fifty-five (55) years of age with ten (10) years of service, the rate of compensation to be based on the employee's salary at the time of early retirement; or an employee who has completed twenty-five (25) years of service. The payout for this medical leave shall go to the employee's VEBA account. F. NOTIFICATION OF ILLNESS If an employee is absent for reasons that entitle him or her to medical leave, the employee or a member of employee's household shall notify the employee's supervisor at least thirty (30) minutes prior to scheduled reporting time. If an employee fails to notify such supervisor, when it was reasonably possible to do so, no medical leave shall be approved. Upon return to work, the employee shall submit a leave form request to his or her supervisor. G. FAMILY AND MEDICAL LEAVE ACT POLICY Employees shall be covered by the City’s Family and Medical Leave Act Policy as set forth in the Employee Personnel Rules and Regulations and amendments thereto. H. USE OF BEREAVEMENT LEAVE Bereavement leave shall be granted to eligible employees for up to two (2) days per calendar year for non-immediate family members. Non-immediate family member shall mean aunts, uncles, nieces and nephews. Any portion of a work day used for bereavement leave shall be considered a full day of bereavement leave. An employee shall be eligible to use up to three (3) days of paid bereavement leave per occurrence for the death of an immediate family member which includes parents, spouses, children, siblings, grandparents, grandchildren, and in-laws of the same relation, regardless of when it occurs. In addition to the use of bereavement leave as set forth hereafter, medical leave may be granted at the discretion of the Department Director and City Administrator for the death of a member of an employee’s immediate family because of Grand Island Special Meeting - 8/21/2018 Page 73 / 274 10 unusual circumstances. To attend the funeral of someone other than immediate and non- immediate family, an employee shall take vacation leave. ARTICLE VI - MILITARY LEAVE A. MILITARY LEAVE The provisions relating to military leave shall be as provided by Nebraska Statutes. ARTICLE VII - COURT LEAVE A. WHEN AUTHORIZED An employee who is required to serve as a juror in a federal, state, county, or municipal court, or as a litigant or witness in a case resulting directly from the discharge of his or her duties as an employee, shall be granted court leave with full pay to serve in that capacity; provided, however, that when the employee is a litigant or witness in non-employment related litigation, such employee shall not be granted court leave but may use vacation leave or compensatory time for the length of such litigation. B. PROCEDURE An employee who is called for compensable litigation, witness or jury duty shall present to his or her supervisor the original summons or subpoena from the court, and at the conclusion of such duty. C. FEES Fees received for compensable witness and jury service in a federal, state, county or municipal court shall be deposited with the City Finance Director upon the employee's receipt thereof. No employee shall receive witness fees paid from City funds. ARTICLE VIII - LEAVE WITHOUT PAY A. PROCEDURE The provisions relative to leave without pay shall be as follows: 1. Leave without pay may be granted to an employee upon approval of the City when it is in the best interest of the City for any good cause. A Department Director may grant an employee leave without pay for up to thirty (30) days time. Any appointment made to a position vacated by an employee on leave without pay shall be conditional upon the return of the employee on leave. Grand Island Special Meeting - 8/21/2018 Page 74 / 274 11 2. Before an employee may request unpaid leave, he or she must first use all eligible leave balances. 3. When leave without pay is requested pursuant to the Family and Medical Leave Act (FMLA) policy, Articles of this contract shall govern to the extent they are not inconsistent with Federal law. B. LIMITATIONS Leave without pay shall be subject to the following provisions: 1. At the expiration of leave without pay, the employee shall return to the position held prior to such leave. 2. Vacation and medical leave credits shall not be earned during leave without pay. 3. Leave without pay shall not constitute a break in service, but time off will not be credited towards retirement. 4. Leave without pay for more than fifteen (15) days during the introductory period shall not be counted as part of that period, but the employee to whom such leave has been granted shall be allowed to complete his or her introductory period on return from leave. 5. Failure to report at the beginning of the next scheduled workday following the expiration of a leave of absence shall be considered resignation unless excused by the City after reasonable notice. 6. An employee on leave without pay shall be permitted to maintain health insurance coverage under the group policy at his or her own expense during such permitted leave without pay. ARTICLE IX – LEAVE TO SUPPLEMENT WORKERS COMPENSATION BENEFITS A. POLICY Any employee covered by this contract who sustains an on-the-job injury compensable under the Nebraska Workers Compensation Act shall receive workers compensation benefits as allowed under the Nebraska Workers’ Compensation law.may be granted injury leave to allow the employee to receive the equivalent of the employee’s net pay at the time of the injury. This period shall be up to one hundred fifty (150) consecutive calendar days following the original date of disability which shall mean that the employee is unable to perform the job duties as defined by the employee’s job description. Any reoccurrence or exacerbation of an injury shall relate back to the original injury for purposes of this article, including the commencement date of the 150 day period. B. DEFINITIONS Grand Island Special Meeting - 8/21/2018 Page 75 / 274 12 Temporary disability shall mean the complete inability of an employee, for reasons of accident or other cause while in the line of duty, to perform the job duties as defined in the employee’s job description, for a period of time not to exceed one hundred fifty (150) consecutive calendar days from the date of injury or the date that the disability begins. Injury leave shall mean paid leave provided by the City to an eligible employee when that employee has no other paid leave available. C. APPLICATION OF WORKERS’ COMPENSATION AND OTHER LEAVE BALANCES All payments of salary provided by this article shall be subject to deduction of amounts paid under the Nebraska Workers’ Compensation Act and other city leave balances as set forth below: 1. Pursuant to the waiting provisions in Section 48-119 of the Nebraska Workers’ Compensation Act, no workers’ compensation shall be allowed during the first seven (7) calendar days following the date of injury or date that temporary disability begins, unless the disability continues for six (6) weeks or longer. When the disability lasts less than six (6) weeks, an employee may use medical or vacation leave for the initial seven (7) days. If no other leave is available, the City shall grant the employee temporary injury leave. 2. The employee shall retain all Workers’ Compensation payments following the initial waiting provisions as set forth above. 3. While on leave of any nature, the total compensation paid to an employee, including salary, wages, workers’ compensation benefits, leave pay, and amounts collected from any other party (except the employee’s private insurance) shall not exceed the employee’s net salary at the time of the commencement of the leave, plus any allowed and approved cost of living increase which commences during the period of leave. DB. SUBROGATION The City reserves a right of subrogation because of payment to any employee who is disabled or injured by a third party, and reserves the right to pursue collection from the employee of any money paid by the third party to the extent of the City’s payment. Should the employee collect from a third party for wages, salary, or expenses otherwise paid by the City, he or she will reimburse the City for money paid resulting from the injury. The City reserves any other subrogation rights provided under Nebraska law.To the fullest extent permitted by law, the City of Grand Island, its insurers, and third-party administrators reserve the right of subrogation because of workers compensation benefits or medical expenses paid or to be paid to or on behalf of any employee who is injured or disabled by a third party, and reserves the right to (i) pursue collection from the employee of any money paid by the third party to the extent of payments by the City, its insurers, and third-party administrators, and (ii) pursue collection from any such third party. Grand Island Special Meeting - 8/21/2018 Page 76 / 274 13 E. LIMITATION OF LEAVE Use of injury leave to supplement worker’s compensation will not be available to employees following one hundred fifty (150) consecutive days from the original date the disability begins. Any employee whose employment by the City is terminated due to exceeding the 150 day period or extension shall be compensated for any remaining unused medical leave as in the case of retirement. If an employee reaches maximum medical improvement (MMI) and it is determined that the employee cannot perform the essential functions of the job, the employee may be terminated prior to the expiration of the 150 day period and will be compensated for any unused medical leave as in the case of retirement. FC. LIGHT DUTY POLICY The City may provide light duty work when possible for a defined period of time, not to exceed one hundred fifty (150) days, for employees that are injured due to a work related situation. Employees will follow the City’s Light Duty Policy. The commencement of light duty work and/or modified duty work shall be five (5) calendar daysimmediately from the date of disability unless the employee is willing to return sooner. Any employee who does not willingly return to light duty work who is released by a doctor to do so, shall not be entitled to supplement worker’s compensation benefits with injury or medical leave. G. WORKER’S COMPENSATION AND FMLA Leave taken in conjunction with worker’s compensation injuries will be counted as part of the employee’s 12 week FMLA entitlement. H. LEAVE NOT CUMULATIVE The maximum periods for leave to supplement workers compensation and light duty are concurrent and not cumulative. Neither leave to supplement workers compensation nor light duty will be available be to employees following one hundred fifty consecutive (150) days from the original date the employee is unable to perform the job duties as defined by the employee’s job description because of an on-the-job injury. I. DRUG TEST FOR CAUSE Any employee that is involved in a worker’s compensation claim involving an injury or an accident involving an injury shall be required to submit to a drug test for cause. Additionally, if an employee is operating a city vehicle and is involved in an accident while in the operation of said vehicle, there shall be a drug testing for cause. Any employee involved in any such injury or accident shall immediately notify his or her supervisor and the Human Resources Department so that immediate arrangements can be made for the drug testing to promptly be carried out. Grand Island Special Meeting - 8/21/2018 Page 77 / 274 14 ARTICLE X - GENERAL PROVISIONS CONCERNING LEAVE A. ABSENCE WITHOUT APPROVAL An employee who is absent from duty without approval shall receive no pay for the duration of the absence, and unless there is a legitimate reason for the absence, shall be subject to disciplinary action. An employee who is absent without approval for three (3) consecutive days is considered to have resigned unless waived by the City. B. LEAVE FORMREQUEST For all leaves except unforeseeable medical leave or other emergency situations, a written leave request on the authorized leave form, indicating the kind of leave, duration, and dates of departure and return, must be approved prior to taking leave. In the case of unforeseeable medical leave or other emergency situation, the form request shall be completed and submitted for approval upon the employee's return to duty. Unless a leave form request approved by the supervisor substantiates an absence, an employee shall not be paid for any absence from scheduled work hours. ARTICLE XI - PENSION RETIREMENT SAVINGS PLAN A. PENSIONRETIREMENT SAVINGS PLAN 1. The City agrees that the employees covered under this agreement will participate in the City’s mandatory retirement defined contribution savings plan. Employees shall contribute through deductions from pay six (6) percent of gross earnings and shall be matched six (6) percent by the City. Employee eligibility is effective on date of employment. A five (5) year vesting schedule applies to the City’s contributions. are covered under the pension plan adopted by Ordinance No. 4244, as amended. B. AMENDMENTS The City reserves the right to change the retirement savings plan in accordance with mandatory existing and future statutes or federal legislation or regulations. ARTICLE XII - SENIORITY A. SENIORITY 1. Seniority shall accrue to an employee from his or her first day of employment with the City and shall vest upon completion of the employee's probationary period. Grand Island Special Meeting - 8/21/2018 Page 78 / 274 15 2. Continuous service as used in Section 1 hereof means an employee’s total continuous length of service with the City without break or interruption; provided, that lay-off of one (1) year or less, any suspension for disciplinary purposes, absence on authorized leave with or without pay, absence while receiving temporary total disability benefits under the Nebraska Worker’s Compensation Act, and any absence due to serving as a union officer or official whether elected or appointed, shall not constitute a break or interruption in service within the meaning of this Article. 3. After an employee satisfactorily completes his or her initial introductory period of employment with the City, his or her seniority shall be effective from the date on which the employee was hired. 4. A list of employees arranged in order of their seniority as defined herein will be made available for examination by employees upon request by the union. 5. Where two or more employees were hired in the bargaining unit on the same date, their seniority standing shall be determined in the order in which they filed their application for such employment. 6. Whenever it is determined to be in the best interest of the City to reduce its workforce, the factors that will be taken into consideration, in no particular order of importance, shall include, but are not limited to: • The employment policies and staffing needs of the department, together with contracts, ordinances, and statutes related thereto and budgetary considerations; • Required federal, state, or local certifications or licenses; • Seniority; • The performance appraisal of the employees affected, including any recent or pending disciplinary actions; • The knowledge, skills and abilities of the employee; and • The multiple job skills recently or currently being performed by the employee. A determination will be made as to the classifications to be affected by a reduction in force and the number of employees to be laid off. A determination as to whether any employees within a job classification should be exempted from consideration due to the existence of a required federal, state, or local certification, or license will also be made at this time. Employees laid off under this reduction in force policy shall be eligible for recall for a period of two (2) years after layoff. If, within two (2) years after layoff, a new position is opened within the reduced job classification for the department, the employee shall be recalled in the reverse order of layoff. After two (2) years, the employee will have no preference for rehire. Grand Island Special Meeting - 8/21/2018 Page 79 / 274 16 7. If the City elects to fill a position or promote from within a pool of existing City employees, the factors to be considered may include, but are not limited to, those factors listed for consideration for reductions in the workforce in this article. ARTICLE XIII - RATES OF PAY FOR WORK PERFORMED A. SURVEY The City and the Union surveyed the following array of cities to determine current labor market comparable salaries and benefits for work performed in the various job classifications covered by this agreement: Ames, Iowa; Iowa City, Iowa, Jefferson City, Missouri, Lawrence, Kansas, Sioux City, Iowa, St. Joseph, Missouri, Rapid City, South Dakota and Manhattan, Kansas. Said array conforms to the standards established by the Nebraska Commission of Industrial Relations (CIR). Using the survey results, the Union and the City established a pay range for each class of work covered by this agreement. B. 2014 - 201518 - 2019 FISCAL YEAR See Exhibit “A”, attached hereto. E, employees in Step 9 on October 1, 2015 shall move to Step 10 effective the first full pay period on or after October 1, 20152018. C. 2015 - 201619 - 2020 FISCAL YEAR See Exhibit “B”, attached hereto, . Employees in Step 9 on October 1, 2015 shall move to Step 10 effective the first full pay period on or after October 1, 20152019. D. 2016 – 201720 - 2021 FISCAL YEAR See Exhibit “C”, attached hereto. E, employees in Step 10 on October 1, 2016 shall move to Step 11 effective the first full pay period on or after October 1, 20162020. E. 2017 – 2018 FISCAL YEAR See Exhibit “D”, attached hereto, effective the first full pay period on or after October 1, 2017. FE. FUTURE CHANGES AND RATE OF PAY It is understood and agreed that payment of future rates is contingent upon the City adopting budget statements and appropriations for ordinances sufficient to fund such payments and salary ordinances authorizing such payments. The Union acknowledges that the City must comply with the Nebraska Budget Act. GF. PAY PLAN Grand Island Special Meeting - 8/21/2018 Page 80 / 274 17 1. Employees, prior to advancing in step or grade, shall be evaluated. Employees will be considered for pay schedule step increases upon the following schedule. Such adjustments in pay shall be effective on the first day of a pay period falling on or immediately after the classification anniversary. Prior to advancing in a step or grade, employees will be evaluated on their performance at least annually. An employee must have satisfactory performance ratings in order to receive an increase in pay, other than a salary table adjustment. Step 1 Entry Level Steps 2 - 118 Upon the successful completion of the anniversary of the employee’s hire date or the anniversary date of the employee’s promotion or demotion. 2. The introductory period for new employees shall be six (6) months, unless otherwise extended by the Department Director. 3. Employees received the highest possible rating may be considered for more than a one-step increase when recommended by the Department Director. 4. In no case shall any employee be advanced beyond the maximum rate of pay grade for his or her class of position. G. LONGEVITY Effective the first full pay period in October 2018, in addition to an employee's base salary provided for elsewhere in this Agreement, each employee of the bargaining unit 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 annual longevity pay rate schedule shall apply: 5 years $ 226.00 (Beginning 6th Year) 10 years $ 443.00 (Beginning 11th Year) 15 years $ 624.00 (Beginning 16th Year) 20 years $ 796.00 (Beginning 21st Year) 25 years $ 994.00 (Beginning 26st Year) 40 years $1,174.00 (Beginning 41st Year) H. TRAINER PAY The hourly rates for Community Service Officers training new Community Service Officers shall increase three percent (3%) during the training period. ARTICLE XIV - EMPLOYEE RELATIONS A. GENERAL Grand Island Special Meeting - 8/21/2018 Page 81 / 274 18 Every employee shall fulfill conscientiously the duties and responsibilities of his or her position. Every employee shall conduct himself or herself at all times in a manner which reflects credit on the City. Every employee shall be impartial in all of his or her official acts and shall in no way endanger nor give occasion for distrust of his or her impartiality. B. MEMBERSHIP IN UNION 1. An employee shall have the right to join or refrain from joining this union. 2. This union shall not exert pressure on any employee to join it. 3. The union shall not discriminate in membership on the basis of race, religion, national origin, color, age, gender, disability status, or political affiliation. 4. At any meeting between a representative of the City and an employee in which discipline (including warnings which are to be recorded in the personnel file, suspension, demotion, or discharge for cause) is to be announced, the employee may request representation from the Union. 5. The City agrees to allow the Union access to new hires within the Service/Clerical/Finance bargaining unit for up to thirty (30) minutes during orientation. C. DISCIPLINE PROCEDURES Chapters 1, 2 and 3 of the City Personnel Rules in effect as of 11/13/201210/15/2014 and as may be amended if agreed to by both parties, shall apply to all disciplinary procedures for members of this bargaining unit. In the case of suspension without pay, demotion, or termination, the employee or the Union may request non-binding arbitration as set forth below if they are dissatisfied with the Mayor’s determination if a Mayoral hearing is requested as outlined in the Personnel Rules. If Arbitration is requested by either party for termination, demotion, and/or suspension an impartial Arbitrator shall be selected in the following manner. The Federal Mediation and Conciliation Service shall be requested to furnish a listing of seven (7) available Arbitrators. From this listing, the City and the Union shall alternately strike names three (3) names each. The remaining named Arbitrator on the listing shall be designated to act as Arbitrator to the dispute. 1. As soon as possible after the selection of the Arbitrator, the Arbitrator shall meet with the City and the Union to give due consideration to the dispute. A decision, in writing, from the Arbitrator shall be forwarded to both parties of the dispute within thirty (30) calendar days after the final meeting concerning the dispute. The decision by the Arbitrator shall be non-binding on the parties thereto. Grand Island Special Meeting - 8/21/2018 Page 82 / 274 19 2. In each case submitted to the Arbitrator, the Arbitrator shall make written findings setting forth the reasons for his/her decision, referring to the express provision of the Agreement interpreted and applied, the manner in which either party failed to perform such provision and the decision by the Arbitrator as to how it should be performed in accordance with the terms of this Agreement. D. EXPENSES OF ARBITRATION Each party shall bear the expense of preparing and presenting its own case and the expense of the Arbitrator, and incidental expenses mutually agreed to in advance shall be borne equally by the parties hereto. ARTICLE XV – GRIEVANCE PROCEDURE An alleged grievance arising from an employee shall be handled either by following the City Personnel Rules, or the Grievance Procedure in the manner described below. The employee must choose, prior to beginning the process, to either follow the Personnel Rules or this Grievance Procedure – the employee may not do both. The employee must make this choice within three (3) business days. A grievance for the purpose of this Agreement refers to a question of the interpretation of the terms of the labor agreement between the City and the Union. First Step - Any employee who believes that he or she has a justifiable request or grievance shall discuss the request or complaint within five (5) work days with his or her foreman, with or without the Union steward being present, as the employee may elect, in an attempt to settle same. The foregoing procedure, if followed in good faith by both parties, should lead to a fair and speedy solution of most of the complaints arising out of the day to day operations of City government. However, if a complaint or request has not been satisfactorily resolved in Step 1, it may be presented and must be in writing and processed in Step 2 if the Union steward determines that it constitutes a meritorious grievance. A grievance, to be considered beyond Step 1, must be filed in writing with the foreman on forms provided by the City. Second Step - If the alleged grievance is determined to be valid, the employee or his or her designated representative shall present it within ten (10) work days after the discussion with the foreman. The supervisor shall notify the employee in writing, within five (5) work days of his or her decision. Third Step - If the grievance is not settled to the satisfaction of the employee, the employee or designated representative shall present it to the head of the department in writing within five (5) work days of the receipt of the decision of the immediate supervisor. The head of the department, or his or her designated representative, shall consider the grievance and shall notify the employee in writing of a decision within five (5) work days of the receipt of the grievance. Grand Island Special Meeting - 8/21/2018 Page 83 / 274 20 Fourth Step - If the grievance is not settled to the satisfaction of the employee, the employee or designated representative shall present it in writing to the Personnel Human Resources Director within three (3) work days after the decision of the Department Director. The Personnel Human Resources Director shall investigate the case within seven (7) work days and make a recommendation to the Chief Administrative Officer. The Chief Administrative Officer shall notify the employee of the decision made and of any action taken within seven (7) work days of the receipt of the grievance. Fifth Step - If the grievance is not settled by the Chief Administrative Officer to the satisfaction of the employee, the employee may appeal, in writing, within ten (10) days of the receipt of the Chief Administrative Officer's decision to the arbitration. The arbitration procedure established in this step shall extend only to those grievances which are arbitrable under this agreement. The arbitration procedure shall be as follows: a. The City and the Union shall obtain from the Federal Mediation and Conciliation Service a list of five (5) arbitrators. The City and Union shall take turns striking arbitrators until there is one left. The Union shall have the first strike. After the Union uses its first strike, the City shall exercise their first strike. The Union shall then exercise their final strike followed by the City exercising their final strike. A finding or award of the Arbitrator shall be advisory upon the parties. b. The procedure to be followed in submitting the grievance to the Arbitrator shall, unless agreed upon by the parties prior to the hearing, be determined by the Arbitrator. i. It is understood and agreed between the parties that the decision of the Arbitrator, constituted as set forth above, shall be advisory upon the parties, and that the Arbitrator’s jurisdiction shall be limited to the application of this contract. The Arbitrator does not have the jurisdiction to amend, alter, enlarge, or ignore any provision of this contract. ii. The expenses of the Arbitrator shall be shared equally between the City and the Union. iii. It is specifically agreed that grievances shall not be combined for purposes of submitting them to arbitration. Only one grievance shall be heard in an arbitration proceeding. iv. If the City raises the question as to whether a grievance is arbitrable under this section, the Arbitrator will not proceed under the assumption that the grievance is, in fact, arbitrable but must specifically rule on such question with the reason given therefor as part of their written decision. The Arbitrator may rule on the arbitrability and the merits in the same hearing. ARTICLE XVI - OTHER BENEFITS Grand Island Special Meeting - 8/21/2018 Page 84 / 274 21 A. MEDICAL INSURANCE The City agrees to provide health, dental, and long-term disability insurance during the term of this agreement for the employee and employee’s dependents at the same benefit level and employee contribution level as provided to other City employees not governed by a collective bargaining agreement under the City’s general group insurance plans. The City’s general group insurance plan year runs from October 1 through September 30 of each year. The City agrees to establish and maintain an employee advisory committee to aid in obtaining medical and dental insurance. An employee who is on approved leave of absence without pay, for non-FMLA purposes, will not be removed from coverage under the City's health and dental insurance unless they are disqualified by the plan. The employee shall be allowed to participate in the plan and pay the entire premium. An employee who is on approved leave of absence without pay, for any leave of absence covered under the FMLA, will not be removed from coverage under the City's health and dental insurance and the employee shall be allowed to participate in the plan at the employee's expense. B. CAFETERIA PLAN The City agrees to implement maintain a pre-tax contributioncafeteria plan for medical and hospitalization insurance expenses.that meets the specific requirements of and regulations of Section 125 of the Internal Revenue Code. C. LIFE INSURANCE The City will provide a life insurance policy for the employees at a level of Fifty Thousand and No/100 Dollars ($50,000.00). The employee will be required to pay the premium on the life insurance policy during any leave of absence without pay for the first sixty (60) days. Thereafter, such employee will be dropped from the life insurance plan. The employee shall pay both the City's premium and his or her optional insurance premium during this period.Such policy shall contain an option allowing the employee to purchase additional term insurance as provided by the plan. The premium for the optional insurance shall be paid by the employee. D. UNION BULLETIN BOARD The City agrees to provide space for the Union to erect a bulletin board for each division of sufficient size for the posting of notices of union meetings, union elections, union election results, union appointments to office, and union recreational or social affairs. Any material posted on said bulletin board(s) shall either be on union stationery or otherwise authenticated and authorized by an officer of the union. No item may be posted on the bulletin board(s) unless the item has been approved for posting by the Mayor or his or her designated representative and such approval shall not be unreasonably withheld. Grand Island Special Meeting - 8/21/2018 Page 85 / 274 22 E. SAFETY COMMITTEE The City shall maintain an appropriate safety committee and the Union shall be able to have a representative participate on said committee. F. TRAVEL TIME REIMBURSEMENT If an employee has to travel for approved City purposes other than a normal commute to and from his or her primary place of work (e.g., work related seminars and training), the employee will receive mileage and compensation consistent with Federal and State law. G. TUITION AND BOOK REIMBURSEMENT PROGRAM Tuition and book reimbursement shall be available, subject to the following restrictions, for the purpose of enhancing the knowledge and skills of employees to better perform their current duties within the confine stated below: 1. Qualification Process. The determination of whether a request qualifies for the tuition reimbursement program shall be made by the Department Director and City Administrator based upon the following considerations: a. There is budget authority. b. The course is to be a core course offered by an accredited college or university which is directly related to the job of the employee and books and fees are necessary for the course. c. There is Department Director and City Administrator approval. d. The employee requesting reimbursement is not eligible for any other assistance programs. 2. Approval Process. To receive tuition reimbursement, the employee must submit a “Tuition Request Form”, which shall contain the qualification information discussed above, as well as the employee’s financial request prior to beginning the course. Reimbursement approval is limited as follows: a. Base tuition and necessary books and fees only. b. If the employee is eligible for other assistance programs, the City will provide secondary benefits only. 3. Reimbursement Process. Any employee requesting tuition reimbursement shall submit a grade report, documentation of payment of reimbursable costs, and the tuition request form to the Human Resources Department for processing for payroll. A grade of “B” or higher will qualify for reimbursement at 100% of the amount allowed and a grade of “C” to “B-“ will qualify for 85% of the allowed amount. Grand Island Special Meeting - 8/21/2018 Page 86 / 274 23 4. Service Requirement. Tuition reimbursement is available to regular status full- time employees. 5. Eligibility Requirements. Payment for tuition reimbursement shall be limited as follows: a. No tuition reimbursement shall be available until after the completion of the introductory period. Requests for reimbursement and supporting documentation must be turned in within thirty (30) days after completing the course. 6. Effective Date. The tuition reimbursement program is a non-retroactive policy and shall go into effect on the date of the ratification of this contract. The City makes no commitment to provide for the total cost of a higher education course or for all courses leading to a degree. Each course shall be evaluated separately on its merit by the Department Director and the City Administrator to determine eligibility for tuition and related expense reimbursement. Doctoral or PhD level classes and degree programs are not eligible for reimbursement. To be eligible for reimbursement, the course must also be a course or program offered by an accredited college or university. H. BILINGUAL PAY Employees who are proficient in an approved second language will be paid One Thousand Five Hundred and No/100 Dollars ($1,500.00) per calendar year, payable in the second check in November. In order for an employee to collect bilingual pay, the employee must be actively employed in November. The Department Director will determine whether bilingual skills are needed based upon the interaction of the department with the public. If bilingual skills are needed, the Department Director will determine which languages are “approved” based upon the needs of the department as they relate to the demographics of Grand Island. A test will be given by the Human Resources Department to test the proficiency of the employees in each approved language before an employee is eligible for bilingual pay. The bilingual test will measure, among other things, an employee’s conversational ability. Bilingual pay will be prorated based on the employee’s average hours worked. An employee that is hired as an interpreter will not be eligible for bilingual pay. I. VOLUNTARY EMPLOYEE BENEFITS ASSOCIATION (VEBA) All employees will be eligible to participate in the group VEBA. A contribution will be made on the employee’s behalf each pay period in the amount of Fifteen Twenty and No/100 Dollars ($1520.00). Employees will have access to the money in their VEBA account for eligible medical expenses upon termination with the City. J. UNIFORMS Grand Island Special Meeting - 8/21/2018 Page 87 / 274 24 The City shall provide for new Community Service Officer (CSO) employees covered under this contract upon hire, uniform items consisting of: two (2) long sleeved shirts; two (2) short sleeved shirts; two (2) pairs of pants; two (2) pairs of shorts; one (1) hat or visor; and one (1) coat. The City shall provide a uniform allowance to be paid at the rate of Twenty-Five Dollars ($25.00) per pay period per full-time employee. The City shall provide and replace, to each CSO covered by this agreement, equipment specific to the position. The employee will be responsible for the replacement of unserviceable garments. Replacement garments shall meet departmental uniform standards. Management reserves the right to mandate the replacement of unserviceable garments. The City shall provide for new Police Record Clerk employees covered under this contract upon hire, uniform items consisting of three (3) short sleeve shirts. Upon completion of the employee introductory period, the City shall provide two (2) additional short sleeve shirts. Thereafter, the City shall provide two (2) short sleeve shirts annually. A Police Record Clerk may substitute one (1) short sleeve shirt for a jacket provided the employee pays the cost difference. ARTICLE XVII - MANAGEMENT RIGHTS A. OPERATION IN BEST INTEREST OF CITY The City has endorsed the practices and procedures of collective bargaining as an orderly way to conduct its relations with this group of employees, provided, that the City, acting through its chief administrative officer, retains the right to effectively operate in a reasonable and efficient manner to serve the best interests of all the citizens of the City. B. STATUTORY AND ORDINANCE RIGHTS This agreement in no way changes the power of the City to exercise any and all powers vested in it by the statutes of the State of Nebraska and the Grand Island City Code except as limited by the terms of this agreement and the principles of collective bargaining and labor law. C. OTHER RIGHTS It is understood and agreed that the City possesses the sole right to operate and conduct municipal functions and that all management rights repose in it, but that such rights must be exercised consistently with the other provisions of this contract. These rights include but are not limited to the following: Grand Island Special Meeting - 8/21/2018 Page 88 / 274 25 a. Discipline or discharge for matters arising under this agreement or the City’s Personnel Rules and Regulations. b. Direct the work force. c. Hire, assign, or transfer employees. d. Determine the mission of the City. e. Determine the methods, means, number of personnel needed to carry out the City's mission. f. Introduce new or improved methods or facilities. g. Change existing methods or facilities. h. Contract out for goods or services. i. Reductions in workforce in the best interests of the City. j. The right to classify jobs and allocate individual employees to appropriate classifications based upon duty assignment. D. PRIOR AGREEMENTS SUPERSEDED This document constitutes the sole and complete arrangement between the parties. The parties acknowledge that they have had the opportunity to present and discuss proposals on any subject which is (or may be) subject to collective bargaining. Any prior commitment or agreement between the employer and the Union or any individual employee covered by this agreement is hereby superseded. E. MATTERS NOT MENTIONED Any and all matters not specifically mentioned in this agreement are reserved to the City. Such matters reserved to the City and all matters specified in Paragraph “C” above (except ”a”, covering discipline and discharge for just cause) as management rights shall not be subject to the grievance procedures or negotiations during the life of this agreement. Matters that are mandatory topics of collective bargaining under applicable law will not be amended without mutual agreement during the term of this contract. All provisions of Chapters oneOne, twoTwo, and three Three of the City Personnel Rules and Regulations now in effect not in conflict with this contract are by this reference made a part of this Agreement and shall not be amended unless agreed upon by both the Union and the City. F. INDUSTRIAL RELATIONS All industrial relations functions of the City shall be handled by the Mayor or his or her designated representative. The Union will not approve or encourage its membership to engage in Grand Island Special Meeting - 8/21/2018 Page 89 / 274 26 industrial relations functions with anyone other than the Mayor or his or her designated representative. G. PERSONNEL FUNCTIONS All personnel functions of the City shall be handled by a duly designated representative of the Mayor or Chief Administrative Officer. The Union agrees that it shall deal with the City only through the Chief Administrative Officer, or his or her designated representative. H. MEMBERS OF CITY COUNCIL The Union and its membership agree that it will not contact or deal with any of the members of the City Council concerning any aspects of negotiations, grievances, or any other relationship between the Union and the City. ARTICLE XVIII - GENERAL PROVISIONS 1. a. No representative of the Union shall be permitted to come on any job site of the City for any reason without first presenting his or her credentials to the Mayor or Department Director, and obtaining permission to come on the job site of the City. Such permission shall not be unreasonably withheld. b. Stewards shall be selected by the Union to conduct lawful functions on behalf of the employees in the bargaining unit. The Union shall furnish the City with the names of any stewards selected. All stewards shall be regular full time employees of the City. Stewards shall report to the department director or the director’s designee prior to leaving work to perform the steward’s duties and upon the return to work after performing such duties. Time off to perform such duties is not an unlimited right and reasonable restrictions may be imposed by the City consistent with this contract and applicable labor laws. Such leave will be without pay unless the employees requests to use accumulated vacation or personal leave. 2. The Union agrees that it or its members will not solicit membership in the Union or otherwise carry on Union activities during working hours. 3. The City agrees not to discriminate against any employee on the basis of race, creed, color, sex, age, or national origin, as provided by law. 4. The City and the Union agree not to interfere with the right of employees to become or not to become members of the Union, and further, that there shall be no discrimination or coercion against any employee because of union membership or non- membership. 5. The employer will not aid, promote or finance any labor group or organization which purports to engage in collective bargaining or make any agreement with any individual, group, or organization for the purpose of undermining the Union or which is in conflict with this agreement. Grand Island Special Meeting - 8/21/2018 Page 90 / 274 27 6. The Union agrees to indemnify and hold the City harmless against any and all claims, suits, orders, or judgments brought or issued against the City as a result of any action taken or not taken by the City under this Article. This Article shall become null and void for the remaining life of the contract, effective immediately, in the event the union or its members participate in a strike, slowdown, work stoppage, or other intentional interruption of operation. ARTICLE XIX - STRIKES AND LOCKOUTS 1. Neither the Union nor any of its officers, agents, or employees will instigate, promote, sponsor, engage in, or condone any strike, slowdown, concerted stoppage of work, or any other intentional interruption of the operations of the City, regardless of the reason for so doing. Any or all employees who violate any of the provisions of this Article may be summarily discharged or disciplined by the City. 2. The City will not lock out any employees during the term of the agreement as a result of a labor dispute with the union. ARTICLE XX - DURATION OF CONTRACT 1. All of the terms, rights, obligations, benefits and conditions of this agreement will expire on its termination. 2. This agreement shall continue in full force and effect until Midnight on September 30, 20182021. Negotiations for a new agreement to take effect upon the termination of this agreement may begin on January 1st of the year of termination of this agreement with the expectation to start no later than February 1st of that year and the expectation is that it be completed no later than April 30th for budget preparation purposes unless an extension is agreed to by both the Union and the City. Grand Island Special Meeting - 8/21/2018 Page 91 / 274 28 ARTICLE XXI- GENERAL PROVISIONS FOR UNION ACTIVITY A. PAYROLL DEDUCTION Upon receipt of a properly executed written request for payroll deduction of Union membership dues signed by any regular permanent employee, the Department shall: (1) make payroll deductions in accordance with that authorization card from such employee's wages and payments, and (2) remit the amount so deducted to the business manager of Local 1597, I.B.E.W. of America. The City will not withhold any initiation fees, assessments, special or otherwise, nor any funds from an employee's pay for the benefit of the Union other than the regular monthly Union dues as set forth herein. B. REQUEST FORMS Requests for payroll deduction or revocation of said Union membership dues must be made on the form approved by the Union and the Department. C. UNION CERTIFICATION By written certification, the business manager of the I.B.E.W. shall keep the Department currently informed of the amount of regular Union membership dues for the pay period. Standard annual dues increases shall not require new authorization cards from each employee. D. INDEMNIFICATION The Union shall indemnify and save the City harmless against any and all claims, demands, suits or other forms of liability that may arise out of or by reason of action taken or not taken by the City for the purpose of complying with the provisions of this part, or in reliance on any dues deduction card furnished under the provisions of this part or on any certification by the business manager of the I.B.E.W. E. STRIKES, ETC. This Article shall become null and void for the remaining life of the contract, effective immediately, in the event the Union or its members participate in a strike, slowdown, work stoppage, or other intentional interruption of the City operations. ARTICLE XXII- SEVERABILITY If any of the provisions of agreement are subsequently declared by the proper legislative or judicial authority to be unlawful, unenforceable, or not in accordance with applicable statutes or ordinances, all other provisions of the agreement shall remain full force and effect for the duration of the agreement. Both parties shall then meet and attempt to negotiate a substitute. Grand Island Special Meeting - 8/21/2018 Page 92 / 274 29 It is understood and agreed that payment of future rates is contingent upon the City adopting budget statements and appropriations or ordinances sufficient to fund such payments and salary ordinances authorizing such payments. The union acknowledges that the City must comply with the Nebraska Budget Act. ARTICLE XXIII - SCOPE OF AGREEMENT A. COMPLETE AGREEMENT The parties mutually agree that this contract constitutes the entire Agreement and understanding concerning all proper subjects of collective bargaining for the duration of the contract between the parties and supersedes all previous agreements. This contract shall not be modified, altered, changed or amended in any respect unless in writing and signed by both parties. There are no oral agreements nor is this Agreement based upon any oral representation covering the subject matter of this Agreement. B. INTERPRETATION This Agreement has been executed in accordance with the statutes and the laws of the State of Nebraska and the United States of America, and any dispute, disagreement, or litigation arising under this Agreement shall be adjudged in accordance with the statutes and laws of the State of Nebraska and of the United States of America. C. NEGOTIATIONS The parties agree that the negotiations preceding the signing of this Agreement included negotiations on all proper subjects of bargaining and that all negotiations were conducted in accordance with all applicable federal and state requirements. ARTICLE XXIV - C.I.R. WAIVER As a result of negotiations, and in consideration of this entire collective bargaining agreement, the Union, on behalf of all of its members, hereby knowingly, intelligently, and voluntarily waives its right to file any proceedings with the Nebraska Commission of Industrial Relations (CIR) alleging lack of comparability with respect to any wages, fringe benefits or any other conditions of employment with respect to the time period between October 1, 2014 2018 through September 30, 20182021. Grand Island Special Meeting - 8/21/2018 Page 93 / 274 30 IN WITNESS WHEREOF, the parties hereto have executed this agreement on the day and year first above written. CITY OF GRAND ISLAND, NEBRASKA, A MUNICIPAL CORPORATION BY JEREMY L. JENSEN, MAYOR ATTEST_____________________________ Dated__________________ RANAE EDWARDS, CITY CLERK I.B.E.W. LOCAL No. 1597 BY______________________________________ Dated__________________ PRESIDENT LOCAL No. 1597 _______________________________________ CHIEF STEWARD LOCAL No. 1597 Grand Island Special Meeting - 8/21/2018 Page 94 / 274 FY 2018 - 2019 EXHIBIT A STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 ACCT CLERK HOURLY 17.7758 18.5884 19.4382 20.3268 21.2560 22.2277 23.2439 24.2708 1003 BIWEEKLY 1,422.06 1,487.07 1,555.06 1,626.14 1,700.48 1,778.22 1,859.51 1,941.66 MONTHLY 3,081.13 3,221.99 3,369.30 3,523.30 3,684.37 3,852.81 4,028.94 4,206.93 ANNUAL 36,973.56 38,663.82 40,431.56 42,279.64 44,212.48 46,233.72 48,347.26 50,483.16 STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 ACCT TECH STR HOURLY 19.9200 20.7449 21.6040 22.4987 23.4304 24.4007 25.4112 26.4282 1005 BIWEEKLY 1,593.60 1,659.59 1,728.32 1,799.90 1,874.43 1,952.06 2,032.90 2,114.26 MONTHLY 3,452.80 3,595.78 3,744.69 3,899.78 4,061.27 4,229.46 4,404.62 4,580.90 ANNUAL 41,433.60 43,149.34 44,936.32 46,797.40 48,735.18 50,753.56 52,855.40 54,970.76 STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 ACCTS PAY CLERK HOURLY 18.4984 19.4823 20.5185 21.6098 22.7592 23.9696 25.2445 26.5419 1135 BIWEEKLY 1,479.87 1,558.58 1,641.48 1,728.78 1,820.74 1,917.57 2,019.56 2,123.35 MONTHLY 3,206.39 3,376.92 3,556.54 3,745.69 3,944.94 4,154.74 4,375.71 4,600.59 ANNUAL 38,476.62 40,523.08 42,678.48 44,948.28 47,339.24 49,856.82 52,508.56 55,207.10 STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 ADM AST BLDG PT HOURLY 20.0426 21.1074 22.2289 23.4099 24.6536 25.9634 27.3429 28.7466 1007 BIWEEKLY 1,603.41 1,688.59 1,778.31 1,872.79 1,972.29 2,077.07 2,187.43 2,299.73 MONTHLY 3,474.06 3,658.61 3,853.01 4,057.71 4,273.30 4,500.32 4,739.43 4,982.75 ANNUAL 41,688.66 43,903.34 46,236.06 48,692.54 51,279.54 54,003.82 56,873.18 59,792.98 STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 ADMIN ASST BLDG HOURLY 20.0426 21.1074 22.2289 23.4099 24.6536 25.9634 27.3429 28.7466 1008 BIWEEKLY 1,603.41 1,688.59 1,778.31 1,872.79 1,972.29 2,077.07 2,187.43 2,299.73 MONTHLY 3,474.06 3,658.61 3,853.01 4,057.71 4,273.30 4,500.32 4,739.43 4,982.75 ANNUAL 41,688.66 43,903.34 46,236.06 48,692.54 51,279.54 54,003.82 56,873.18 59,792.98 STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 ADMIN ASST FIRE HOURLY 20.0426 21.1074 22.2289 23.4099 24.6536 25.9634 27.3429 28.7466 1010 BIWEEKLY 1,603.41 1,688.59 1,778.31 1,872.79 1,972.29 2,077.07 2,187.43 2,299.73 MONTHLY 3,474.06 3,658.61 3,853.01 4,057.71 4,273.30 4,500.32 4,739.43 4,982.75 ANNUAL 41,688.66 43,903.34 46,236.06 48,692.54 51,279.54 54,003.82 56,873.18 59,792.98 STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 ADMN ASST PKS HOURLY 20.0426 21.1074 22.2289 23.4099 24.6536 25.9634 27.3429 28.7466 1105 BIWEEKLY 1,603.41 1,688.59 1,778.31 1,872.79 1,972.29 2,077.07 2,187.43 2,299.73 MONTHLY 3,474.06 3,658.61 3,853.01 4,057.71 4,273.30 4,500.32 4,739.43 4,982.75 ANNUAL 41,688.66 43,903.34 46,236.06 48,692.54 51,279.54 54,003.82 56,873.18 59,792.98 STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 ADMIN ASST PLAN HOURLY 20.0426 21.1074 22.2289 23.4099 24.6536 25.9634 27.3429 28.7466 1011 BIWEEKLY 1,603.41 1,688.59 1,778.31 1,872.79 1,972.29 2,077.07 2,187.43 2,299.73 MONTHLY 3,474.06 3,658.61 3,853.01 4,057.71 4,273.30 4,500.32 4,739.43 4,982.75 ANNUAL 41,688.66 43,903.34 46,236.06 48,692.54 51,279.54 54,003.82 56,873.18 59,792.98 STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 ADMIN ASST PW HOURLY 20.4207 21.5154 22.6687 23.8839 25.1642 26.5132 27.9344 29.3814 1012 BIWEEKLY 1,633.66 1,721.23 1,813.50 1,910.71 2,013.14 2,121.06 2,234.75 2,350.51 MONTHLY 3,539.60 3,729.33 3,929.25 4,139.87 4,361.80 4,595.63 4,841.96 5,092.77 ANNUAL 42,475.16 44,751.98 47,151.00 49,678.46 52,341.64 55,147.56 58,103.50 61,113.26 IBEW SERVICE/CLERICAL/FINANCE SALARY TABLE Grand Island Special Meeting - 8/21/2018 Page 95 / 274 FY 2018 - 2019 EXHIBIT A IBEW SERVICE/CLERICAL/FINANCE SALARY TABLE STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 AUDIO VIDEO TEC HOURLY 21.2374 22.2564 23.3243 24.4435 25.6164 26.8455 28.1336 29.4381 1020 BIWEEKLY 1,698.99 1,780.51 1,865.94 1,955.48 2,049.31 2,147.64 2,250.69 2,355.05 MONTHLY 3,681.15 3,857.77 4,042.87 4,236.87 4,440.17 4,653.22 4,876.50 5,102.61 ANNUAL 44,173.74 46,293.26 48,514.44 50,842.48 53,282.06 55,838.64 58,517.94 61,231.30 STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 BLDG INSPECTOR HOURLY 22.7509 23.9889 25.2943 26.6707 28.1221 29.6524 31.2659 32.9099 1025 BIWEEKLY 1,820.07 1,919.11 2,023.54 2,133.66 2,249.77 2,372.19 2,501.27 2,632.79 MONTHLY 3,943.49 4,158.07 4,384.34 4,622.93 4,874.50 5,139.75 5,419.42 5,704.38 ANNUAL 47,321.82 49,896.86 52,612.04 55,475.16 58,494.02 61,676.94 65,033.02 68,452.54 STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 CASHIER HOURLY 17.2814 18.0739 18.9027 19.7695 20.6760 21.6242 22.6158 23.6180 1039 BIWEEKLY 1,382.51 1,445.91 1,512.22 1,581.56 1,654.08 1,729.94 1,809.26 1,889.44 MONTHLY 2,995.44 3,132.81 3,276.48 3,426.71 3,583.84 3,748.20 3,920.06 4,093.79 ANNUAL 35,945.26 37,593.66 39,317.72 41,120.56 43,006.08 44,978.44 47,040.76 49,125.44 STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 COM SERV OFFCR HOURLY 16.6145 17.4011 18.2250 19.0879 19.9916 20.9381 21.9294 22.9328 1043 BIWEEKLY 1,329.16 1,392.09 1,458.00 1,527.03 1,599.33 1,675.05 1,754.35 1,834.62 MONTHLY 2,879.85 3,016.20 3,159.00 3,308.57 3,465.22 3,629.28 3,801.09 3,975.01 ANNUAL 34,558.16 36,194.34 37,908.00 39,702.78 41,582.58 43,551.30 45,613.10 47,700.12 STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 COMPUTER OPRTR HOURLY 23.8896 24.8979 25.9487 27.0439 28.1853 29.3749 30.6147 31.8635 1045 BIWEEKLY 1,911.17 1,991.83 2,075.90 2,163.51 2,254.82 2,349.99 2,449.18 2,549.08 MONTHLY 4,140.87 4,315.63 4,497.78 4,687.61 4,885.44 5,091.65 5,306.56 5,523.01 ANNUAL 49,690.42 51,787.58 53,973.40 56,251.26 58,625.32 61,099.74 63,678.68 66,276.08 STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 COMPUTER TECH HOURLY 24.7416 25.8453 26.9982 28.2026 29.4607 30.7749 32.1477 33.5337 1055 BIWEEKLY 1,979.33 2,067.62 2,159.86 2,256.21 2,356.86 2,461.99 2,571.82 2,682.70 MONTHLY 4,288.55 4,479.84 4,679.70 4,888.46 5,106.53 5,334.31 5,572.28 5,812.52 ANNUAL 51,462.58 53,758.12 56,156.36 58,661.46 61,278.36 64,011.74 66,867.32 69,750.20 STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 CRIME ANALYST HOURLY 22.6482 23.7036 24.8081 25.9642 27.1740 28.4403 29.7656 31.1060 1057 BIWEEKLY 1,811.86 1,896.29 1,984.65 2,077.14 2,173.92 2,275.22 2,381.25 2,488.48 MONTHLY 3,925.70 4,108.63 4,300.08 4,500.47 4,710.16 4,929.64 5,159.38 5,391.71 ANNUAL 47,108.36 49,303.54 51,600.90 54,005.64 56,521.92 59,155.72 61,912.50 64,700.48 STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 ELEC INSPECTOR HOURLY 22.8055 24.0356 25.3320 26.6983 28.1383 29.6559 31.2555 32.8844 1065 BIWEEKLY 1,824.44 1,922.85 2,026.56 2,135.86 2,251.06 2,372.47 2,500.44 2,630.75 MONTHLY 3,952.95 4,166.18 4,390.88 4,627.70 4,877.30 5,140.35 5,417.62 5,699.96 ANNUAL 47,435.44 49,994.10 52,690.56 55,532.36 58,527.56 61,684.22 65,011.44 68,399.50 STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 EMER MGM COORD HOURLY 20.4171 21.5121 22.6659 23.8815 25.1623 26.5119 27.9337 29.3814 1070 BIWEEKLY 1,633.37 1,720.97 1,813.27 1,910.52 2,012.98 2,120.95 2,234.70 2,350.51 MONTHLY 3,538.97 3,728.77 3,928.75 4,139.46 4,361.46 4,595.39 4,841.85 5,092.77 ANNUAL 42,467.62 44,745.22 47,145.02 49,673.52 52,337.48 55,144.70 58,102.20 61,113.26 Grand Island Special Meeting - 8/21/2018 Page 96 / 274 FY 2018 - 2019 EXHIBIT A IBEW SERVICE/CLERICAL/FINANCE SALARY TABLE STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 ENG TECH PW HOURLY 22.3539 23.4847 24.6728 25.9209 27.2322 28.6098 30.0571 31.5264 1075 BIWEEKLY 1,788.31 1,878.78 1,973.82 2,073.67 2,178.58 2,288.78 2,404.57 2,522.11 MONTHLY 3,874.67 4,070.69 4,276.61 4,492.95 4,720.26 4,959.02 5,209.90 5,464.57 ANNUAL 46,496.06 48,848.28 51,319.32 53,915.42 56,643.08 59,508.28 62,518.82 65,574.86 STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 EVIDENCE TECH HOURLY 17.9858 18.9899 20.0499 21.1692 22.3509 23.5986 24.9160 26.2599 1080 BIWEEKLY 1,438.86 1,519.19 1,603.99 1,693.54 1,788.07 1,887.89 1,993.28 2,100.79 MONTHLY 3,117.53 3,291.58 3,475.31 3,669.34 3,874.15 4,090.43 4,318.77 4,551.71 ANNUAL 37,410.36 39,498.94 41,703.74 44,032.04 46,489.82 49,085.14 51,825.28 54,620.54 STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 GIS COORDINATOR HOURLY 28.7388 30.2821 31.9084 33.6220 35.4276 37.3302 39.3350 41.3762 1090 BIWEEKLY 2,299.10 2,422.57 2,552.67 2,689.76 2,834.21 2,986.42 3,146.80 3,310.10 MONTHLY 4,981.38 5,248.90 5,530.79 5,827.81 6,140.79 6,470.58 6,818.07 7,171.88 ANNUAL 59,776.60 62,986.82 66,369.42 69,933.76 73,689.46 77,646.92 81,816.80 86,062.60 STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 MAINT WRK I BLD HOURLY 16.8177 17.6027 18.4244 19.2844 20.1845 21.1267 22.1128 23.1103 1095 BIWEEKLY 1,345.42 1,408.22 1,473.95 1,542.75 1,614.76 1,690.14 1,769.02 1,848.82 MONTHLY 2,915.08 3,051.14 3,193.56 3,342.63 3,498.65 3,661.97 3,832.88 4,005.78 ANNUAL 34,980.92 36,613.72 38,322.70 40,111.50 41,983.76 43,943.64 45,994.52 48,069.32 STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 MAINT WRK I LBR HOURLY 16.8177 17.6027 18.4244 19.2844 20.1845 21.1267 22.1128 23.1103 1098 BIWEEKLY 1,345.42 1,408.22 1,473.95 1,542.75 1,614.76 1,690.14 1,769.02 1,848.82 MONTHLY 2,915.08 3,051.14 3,193.56 3,342.63 3,498.65 3,661.97 3,832.88 4,005.78 ANNUAL 34,980.92 36,613.72 38,322.70 40,111.50 41,983.76 43,943.64 45,994.52 48,069.32 STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 MAINT WRK I POL HOURLY 16.8177 17.6027 18.4244 19.2844 20.1845 21.1267 22.1128 23.1103 1097 BIWEEKLY 1,345.42 1,408.22 1,473.95 1,542.75 1,614.76 1,690.14 1,769.02 1,848.82 MONTHLY 2,915.08 3,051.14 3,193.56 3,342.63 3,498.65 3,661.97 3,832.88 4,005.78 ANNUAL 34,980.92 36,613.72 38,322.70 40,111.50 41,983.76 43,943.64 45,994.52 48,069.32 STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 MAINT WRKII BLD HOURLY 18.4044 19.2190 20.0695 20.9578 21.8853 22.8539 23.8654 24.8862 1100 BIWEEKLY 1,472.35 1,537.52 1,605.56 1,676.62 1,750.82 1,828.31 1,909.23 1,990.90 MONTHLY 3,190.09 3,331.29 3,478.71 3,632.68 3,793.44 3,961.34 4,136.67 4,313.62 ANNUAL 38,281.10 39,975.52 41,744.56 43,592.12 45,521.32 47,536.06 49,639.98 51,763.40 STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 MAINT WRKII LIB HOURLY 18.4044 19.2190 20.0695 20.9578 21.8853 22.8539 23.8654 24.8862 1102 BIWEEKLY 1,472.35 1,537.52 1,605.56 1,676.62 1,750.82 1,828.31 1,909.23 1,990.90 MONTHLY 3,190.09 3,331.29 3,478.71 3,632.68 3,793.44 3,961.34 4,136.67 4,313.62 ANNUAL 38,281.10 39,975.52 41,744.56 43,592.12 45,521.32 47,536.06 49,639.98 51,763.40 STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 MAINT WRKII POL HOURLY 18.4044 19.2190 20.0695 20.9578 21.8853 22.8539 23.8654 24.8862 1101 BIWEEKLY 1,472.35 1,537.52 1,605.56 1,676.62 1,750.82 1,828.31 1,909.23 1,990.90 MONTHLY 3,190.09 3,331.29 3,478.71 3,632.68 3,793.44 3,961.34 4,136.67 4,313.62 ANNUAL 38,281.10 39,975.52 41,744.56 43,592.12 45,521.32 47,536.06 49,639.98 51,763.40 Grand Island Special Meeting - 8/21/2018 Page 97 / 274 FY 2018 - 2019 EXHIBIT A IBEW SERVICE/CLERICAL/FINANCE SALARY TABLE STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 PAYROLL CLERK HOURLY 18.6910 19.5169 20.3792 21.2797 22.2200 23.2018 24.2270 25.2615 1107 BIWEEKLY 1,495.28 1,561.35 1,630.34 1,702.38 1,777.60 1,856.14 1,938.16 2,020.92 MONTHLY 3,239.77 3,382.93 3,532.40 3,688.49 3,851.47 4,021.64 4,199.35 4,378.66 ANNUAL 38,877.28 40,595.10 42,388.84 44,261.88 46,217.60 48,259.64 50,392.16 52,543.92 STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 PLANS EXAMINER HOURLY 23.3889 24.6636 26.0077 27.4251 28.9198 30.4959 32.1580 33.8515 1120 BIWEEKLY 1,871.11 1,973.09 2,080.62 2,194.01 2,313.58 2,439.67 2,572.64 2,708.12 MONTHLY 4,054.07 4,275.03 4,508.01 4,753.69 5,012.76 5,285.95 5,574.05 5,867.59 ANNUAL 48,648.86 51,300.34 54,096.12 57,044.26 60,153.08 63,431.42 66,888.64 70,411.12 STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 PLMB/MCH INSP HOURLY 22.8092 24.0270 25.3099 26.6612 28.0847 29.5842 31.1637 32.7715 1127 BIWEEKLY 1,824.74 1,922.16 2,024.79 2,132.90 2,246.78 2,366.74 2,493.10 2,621.72 MONTHLY 3,953.60 4,164.68 4,387.05 4,621.28 4,868.02 5,127.94 5,401.72 5,680.39 ANNUAL 47,443.24 49,976.16 52,644.54 55,455.40 58,416.28 61,535.24 64,820.60 68,164.72 STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 POL REC CLRK HOURLY 16.7092 17.5724 18.4801 19.4347 20.4387 21.4945 22.6048 23.7332 1130 BIWEEKLY 1,336.74 1,405.79 1,478.41 1,554.78 1,635.10 1,719.56 1,808.38 1,898.66 MONTHLY 2,896.27 3,045.88 3,203.22 3,368.69 3,542.72 3,725.71 3,918.16 4,113.76 ANNUAL 34,755.24 36,550.54 38,438.66 40,424.28 42,512.60 44,708.56 47,017.88 49,365.16 STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 PBL SFTY DSPTCH HOURLY 18.4432 19.3698 20.3428 21.3648 22.4381 23.5654 24.7493 25.9508 1035 BIWEEKLY 1,475.46 1,549.58 1,627.42 1,709.18 1,795.05 1,885.23 1,979.94 2,076.06 MONTHLY 3,196.83 3,357.42 3,526.08 3,703.22 3,889.28 4,084.67 4,289.87 4,498.13 ANNUAL 38,361.96 40,289.08 42,312.92 44,438.68 46,671.30 49,015.98 51,478.44 53,977.56 STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 PBL SFTY DS/911 HOURLY 18.4432 19.3698 20.3428 21.3648 22.4381 23.5654 24.7493 25.9508 1037 BIWEEKLY 1,475.46 1,549.58 1,627.42 1,709.18 1,795.05 1,885.23 1,979.94 2,076.06 MONTHLY 3,196.83 3,357.42 3,526.08 3,703.22 3,889.28 4,084.67 4,289.87 4,498.13 ANNUAL 38,361.96 40,289.08 42,312.92 44,438.68 46,671.30 49,015.98 51,478.44 53,977.56 STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 PBLSFTY DS/WRLS HOURLY 18.4432 19.3698 20.3428 21.3648 22.4381 23.5654 24.7493 25.9508 1038 BIWEEKLY 1,475.46 1,549.58 1,627.42 1,709.18 1,795.05 1,885.23 1,979.94 2,076.06 MONTHLY 3,196.83 3,357.42 3,526.08 3,703.22 3,889.28 4,084.67 4,289.87 4,498.13 ANNUAL 38,361.96 40,289.08 42,312.92 44,438.68 46,671.30 49,015.98 51,478.44 53,977.56 STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 SR ACCT CLK HOURLY 19.7576 20.6226 21.5255 22.4679 23.4516 24.4783 25.5500 26.6310 1147 BIWEEKLY 1,580.61 1,649.81 1,722.04 1,797.43 1,876.13 1,958.26 2,044.00 2,130.48 MONTHLY 3,424.66 3,574.59 3,731.09 3,894.43 4,064.95 4,242.90 4,428.67 4,616.04 ANNUAL 41,095.86 42,895.06 44,773.04 46,733.18 48,779.38 50,914.76 53,144.00 55,392.48 STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 SHOOTRANGE OPER HOURLY 24.2995 25.3746 26.4971 27.6693 28.8934 30.1716 31.5064 32.8535 1140 BIWEEKLY 1,943.96 2,029.97 2,119.77 2,213.54 2,311.47 2,413.73 2,520.51 2,628.28 MONTHLY 4,211.91 4,398.27 4,592.84 4,796.00 5,008.19 5,229.75 5,461.11 5,694.61 ANNUAL 50,542.96 52,779.22 55,114.02 57,552.04 60,098.22 62,756.98 65,533.26 68,335.28 Grand Island Special Meeting - 8/21/2018 Page 98 / 274 FY 2018 - 2019 EXHIBIT A IBEW SERVICE/CLERICAL/FINANCE SALARY TABLE STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 SHT RNG OPR RFL HOURLY 24.2995 25.3746 26.4971 27.6693 28.8934 30.1716 31.5064 32.8535 1141 BIWEEKLY 1,943.96 2,029.97 2,119.77 2,213.54 2,311.47 2,413.73 2,520.51 2,628.28 MONTHLY 4,211.91 4,398.27 4,592.84 4,796.00 5,008.19 5,229.75 5,461.11 5,694.61 ANNUAL 50,542.96 52,779.22 55,114.02 57,552.04 60,098.22 62,756.98 65,533.26 68,335.28 STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 WWTP SECR HOURLY 18.8374 19.7922 20.7954 21.8495 22.9570 24.1206 25.3432 26.5845 1200 BIWEEKLY 1,506.99 1,583.38 1,663.63 1,747.96 1,836.56 1,929.65 2,027.46 2,126.76 MONTHLY 3,265.15 3,430.66 3,604.53 3,787.25 3,979.21 4,180.91 4,392.83 4,607.98 ANNUAL 39,181.74 41,167.88 43,254.38 45,446.96 47,750.56 50,170.90 52,713.96 55,295.76 Grand Island Special Meeting - 8/21/2018 Page 99 / 274 FY 2019 - 2020 EXHIBIT B STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 ACCT CLERK HOURLY 17.7758 18.6653 19.5992 20.5799 21.6097 22.6910 23.8264 25.0186 1003 BIWEEKLY 1,422.06 1,493.22 1,567.94 1,646.39 1,728.78 1,815.28 1,906.11 2,001.49 MONTHLY 3,081.13 3,235.31 3,397.20 3,567.18 3,745.69 3,933.11 4,129.91 4,336.56 ANNUAL 36,973.56 38,823.72 40,766.44 42,806.14 44,948.28 47,197.28 49,558.86 52,038.74 STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 ACCT TECH STR HOURLY 20.6086 21.4403 22.3055 23.2057 24.1422 25.1165 26.1301 27.1846 1005 BIWEEKLY 1,648.69 1,715.22 1,784.44 1,856.46 1,931.38 2,009.32 2,090.41 2,174.77 MONTHLY 3,572.16 3,716.31 3,866.29 4,022.33 4,184.66 4,353.53 4,529.22 4,712.00 ANNUAL 42,865.94 44,595.72 46,395.44 48,267.96 50,215.88 52,242.32 54,350.66 56,544.02 STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 ACCTS PAY CLERK HOURLY 19.2750 20.2729 21.3224 22.4263 23.5873 24.8084 26.0928 27.4436 1135 BIWEEKLY 1,542.00 1,621.83 1,705.79 1,794.10 1,886.98 1,984.67 2,087.42 2,195.49 MONTHLY 3,341.00 3,513.97 3,695.88 3,887.22 4,088.46 4,300.12 4,522.74 4,756.90 ANNUAL 40,092.00 42,167.58 44,350.54 46,646.60 49,061.48 51,601.42 54,272.92 57,082.74 STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 ADM AST BLDG PT HOURLY 20.0426 21.1023 22.2181 23.3928 24.6297 25.9319 27.3030 28.7466 1007 BIWEEKLY 1,603.41 1,688.18 1,777.45 1,871.42 1,970.38 2,074.55 2,184.24 2,299.73 MONTHLY 3,474.06 3,657.72 3,851.14 4,054.74 4,269.16 4,494.86 4,732.52 4,982.75 ANNUAL 41,688.66 43,892.68 46,213.70 48,656.92 51,229.88 53,938.30 56,790.24 59,792.98 STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 ADMIN ASST BLDG HOURLY 20.0426 21.1023 22.2181 23.3928 24.6297 25.9319 27.3030 28.7466 1008 BIWEEKLY 1,603.41 1,688.18 1,777.45 1,871.42 1,970.38 2,074.55 2,184.24 2,299.73 MONTHLY 3,474.06 3,657.72 3,851.14 4,054.74 4,269.16 4,494.86 4,732.52 4,982.75 ANNUAL 41,688.66 43,892.68 46,213.70 48,656.92 51,229.88 53,938.30 56,790.24 59,792.98 STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 ADMIN ASST FIRE HOURLY 20.0426 21.1023 22.2181 23.3928 24.6297 25.9319 27.3030 28.7466 1010 BIWEEKLY 1,603.41 1,688.18 1,777.45 1,871.42 1,970.38 2,074.55 2,184.24 2,299.73 MONTHLY 3,474.06 3,657.72 3,851.14 4,054.74 4,269.16 4,494.86 4,732.52 4,982.75 ANNUAL 41,688.66 43,892.68 46,213.70 48,656.92 51,229.88 53,938.30 56,790.24 59,792.98 STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 ADMN ASST PKS HOURLY 20.0426 21.1023 22.2181 23.3928 24.6297 25.9319 27.3030 28.7466 1105 BIWEEKLY 1,603.41 1,688.18 1,777.45 1,871.42 1,970.38 2,074.55 2,184.24 2,299.73 MONTHLY 3,474.06 3,657.72 3,851.14 4,054.74 4,269.16 4,494.86 4,732.52 4,982.75 ANNUAL 41,688.66 43,892.68 46,213.70 48,656.92 51,229.88 53,938.30 56,790.24 59,792.98 STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 ADMIN ASST PLAN HOURLY 20.0426 21.1023 22.2181 23.3928 24.6297 25.9319 27.3030 28.7466 1011 BIWEEKLY 1,603.41 1,688.18 1,777.45 1,871.42 1,970.38 2,074.55 2,184.24 2,299.73 MONTHLY 3,474.06 3,657.72 3,851.14 4,054.74 4,269.16 4,494.86 4,732.52 4,982.75 ANNUAL 41,688.66 43,892.68 46,213.70 48,656.92 51,229.88 53,938.30 56,790.24 59,792.98 STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 ADMIN ASST PW HOURLY 20.7989 21.9179 23.0972 24.3399 25.6494 27.0294 28.4837 30.0162 1012 BIWEEKLY 1,663.91 1,753.43 1,847.78 1,947.19 2,051.95 2,162.35 2,278.70 2,401.30 MONTHLY 3,605.14 3,799.10 4,003.52 4,218.91 4,445.89 4,685.09 4,937.18 5,202.82 ANNUAL 43,261.66 45,589.18 48,042.28 50,626.94 53,350.70 56,221.10 59,246.20 62,433.80 IBEW SERVICE/CLERICAL/FINANCE SALARY TABLE Grand Island Special Meeting - 8/21/2018 Page 100 / 274 FY 2019 - 2020 EXHIBIT B IBEW SERVICE/CLERICAL/FINANCE SALARY TABLE STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 AUDIO VIDEO TEC HOURLY 22.6223 23.6495 24.7233 25.8459 27.0194 28.2463 29.5288 30.8696 1020 BIWEEKLY 1,809.78 1,891.96 1,977.86 2,067.67 2,161.55 2,259.70 2,362.30 2,469.57 MONTHLY 3,921.19 4,099.25 4,285.36 4,479.95 4,683.36 4,896.02 5,118.32 5,350.74 ANNUAL 47,054.28 49,190.96 51,424.36 53,759.42 56,200.30 58,752.20 61,419.80 64,208.82 STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 BLDG INSPECTOR HOURLY 23.1441 24.4613 25.8535 27.3249 28.8800 30.5237 32.2609 34.0970 1025 BIWEEKLY 1,851.53 1,956.90 2,068.28 2,185.99 2,310.40 2,441.90 2,580.87 2,727.76 MONTHLY 4,011.65 4,239.95 4,481.27 4,736.31 5,005.87 5,290.78 5,591.89 5,910.15 ANNUAL 48,139.78 50,879.40 53,775.28 56,835.74 60,070.40 63,489.40 67,102.62 70,921.76 STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 CASHIER HOURLY 17.7704 18.5887 19.4447 20.3401 21.2768 22.2565 23.2814 24.3535 1039 BIWEEKLY 1,421.63 1,487.10 1,555.58 1,627.21 1,702.14 1,780.52 1,862.51 1,948.28 MONTHLY 3,080.20 3,222.05 3,370.42 3,525.62 3,687.97 3,857.79 4,035.44 4,221.27 ANNUAL 36,962.38 38,664.60 40,445.08 42,307.46 44,255.64 46,293.52 48,425.26 50,655.28 STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 COM SERV OFFCR HOURLY 16.8469 17.6711 18.5356 19.4424 20.3936 21.3913 22.4379 23.5356 1043 BIWEEKLY 1,347.75 1,413.69 1,482.85 1,555.39 1,631.49 1,711.30 1,795.03 1,882.85 MONTHLY 2,920.13 3,063.00 3,212.84 3,370.01 3,534.90 3,707.82 3,889.23 4,079.51 ANNUAL 35,041.50 36,755.94 38,554.10 40,440.14 42,418.74 44,493.80 46,670.78 48,954.10 STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 COMPUTER OPRTR HOURLY 23.8896 24.9440 26.0449 27.1944 28.3946 29.6478 30.9563 32.3226 1045 BIWEEKLY 1,911.17 1,995.52 2,083.59 2,175.55 2,271.57 2,371.82 2,476.50 2,585.81 MONTHLY 4,140.87 4,323.63 4,514.45 4,713.69 4,921.74 5,138.94 5,365.75 5,602.59 ANNUAL 49,690.42 51,883.52 54,173.34 56,564.30 59,060.82 61,667.32 64,389.00 67,231.06 STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 COMPUTER TECH HOURLY 24.8770 26.0905 27.3631 28.6978 30.0976 31.5658 33.1055 34.7203 1055 BIWEEKLY 1,990.16 2,087.24 2,189.05 2,295.82 2,407.81 2,525.26 2,648.44 2,777.62 MONTHLY 4,312.01 4,522.35 4,742.94 4,974.28 5,216.92 5,471.40 5,738.29 6,018.18 ANNUAL 51,744.16 54,268.24 56,915.30 59,691.32 62,603.06 65,656.76 68,859.44 72,218.12 STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 CRIME ANALYST HOURLY 23.6446 24.6308 25.6580 26.7282 27.8429 29.0042 30.2139 31.4740 1057 BIWEEKLY 1,891.57 1,970.46 2,052.64 2,138.26 2,227.43 2,320.34 2,417.11 2,517.92 MONTHLY 4,098.40 4,269.33 4,447.39 4,632.90 4,826.10 5,027.40 5,237.07 5,455.49 ANNUAL 49,180.82 51,231.96 53,368.64 55,594.76 57,913.18 60,328.84 62,844.86 65,465.92 STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 ELEC INSPECTOR HOURLY 23.2534 24.5550 25.9295 27.3810 28.9137 30.5322 32.2412 34.0460 1065 BIWEEKLY 1,860.27 1,964.40 2,074.36 2,190.48 2,313.10 2,442.58 2,579.30 2,723.68 MONTHLY 4,030.59 4,256.20 4,494.45 4,746.04 5,011.72 5,292.26 5,588.48 5,901.31 ANNUAL 48,367.02 51,074.40 53,933.36 56,952.48 60,140.60 63,507.08 67,061.80 70,815.68 STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 EMER MGM COORD HOURLY 20.7916 21.9113 23.0914 24.3350 25.6456 27.0267 28.4823 30.0162 1070 BIWEEKLY 1,663.33 1,752.90 1,847.31 1,946.80 2,051.65 2,162.14 2,278.58 2,401.30 MONTHLY 3,603.88 3,797.95 4,002.51 4,218.07 4,445.24 4,684.64 4,936.92 5,202.82 ANNUAL 43,246.58 45,575.40 48,030.06 50,616.80 53,342.90 56,215.64 59,243.08 62,433.80 Grand Island Special Meeting - 8/21/2018 Page 101 / 274 FY 2019 - 2020 EXHIBIT B IBEW SERVICE/CLERICAL/FINANCE SALARY TABLE STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 ENG TECH PW HOURLY 23.0241 24.1832 25.4007 26.6794 28.0226 29.4333 30.9151 32.4715 1075 BIWEEKLY 1,841.93 1,934.66 2,032.06 2,134.35 2,241.81 2,354.66 2,473.21 2,597.72 MONTHLY 3,990.85 4,191.76 4,402.80 4,624.43 4,857.26 5,101.76 5,358.62 5,628.39 ANNUAL 47,890.18 50,301.16 52,833.56 55,493.10 58,287.06 61,221.16 64,303.46 67,540.72 STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 EVIDENCE TECH HOURLY 18.9149 19.9598 21.0624 22.2260 23.4538 24.7494 26.1167 27.5594 1080 BIWEEKLY 1,513.19 1,596.78 1,684.99 1,778.08 1,876.30 1,979.95 2,089.34 2,204.75 MONTHLY 3,278.58 3,459.69 3,650.81 3,852.51 4,065.32 4,289.89 4,526.90 4,776.96 ANNUAL 39,342.94 41,516.28 43,809.74 46,230.08 48,783.80 51,478.70 54,322.84 57,323.50 STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 GIS COORDINATOR HOURLY 29.6004 31.2878 33.0714 34.9566 36.9494 39.0557 41.2821 43.6354 1090 BIWEEKLY 2,368.03 2,503.02 2,645.71 2,796.53 2,955.95 3,124.46 3,302.57 3,490.83 MONTHLY 5,130.73 5,423.21 5,732.37 6,059.15 6,404.56 6,769.66 7,155.57 7,563.47 ANNUAL 61,568.78 65,078.52 68,788.46 72,709.78 76,854.70 81,235.96 85,866.82 90,761.58 STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 MAINT WRK I BLD HOURLY 16.8177 17.6368 18.4958 19.3966 20.3412 21.3319 22.3709 23.4604 1095 BIWEEKLY 1,345.42 1,410.94 1,479.66 1,551.73 1,627.30 1,706.55 1,789.67 1,876.83 MONTHLY 2,915.08 3,057.04 3,205.93 3,362.08 3,525.82 3,697.53 3,877.62 4,066.47 ANNUAL 34,980.92 36,684.44 38,471.16 40,344.98 42,309.80 44,370.30 46,531.42 48,797.58 STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 MAINT WRK I LBR HOURLY 16.8177 17.6368 18.4958 19.3966 20.3412 21.3319 22.3709 23.4604 1098 BIWEEKLY 1,345.42 1,410.94 1,479.66 1,551.73 1,627.30 1,706.55 1,789.67 1,876.83 MONTHLY 2,915.08 3,057.04 3,205.93 3,362.08 3,525.82 3,697.53 3,877.62 4,066.47 ANNUAL 34,980.92 36,684.44 38,471.16 40,344.98 42,309.80 44,370.30 46,531.42 48,797.58 STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 MAINT WRK I POL HOURLY 16.8177 17.6368 18.4958 19.3966 20.3412 21.3319 22.3709 23.4604 1097 BIWEEKLY 1,345.42 1,410.94 1,479.66 1,551.73 1,627.30 1,706.55 1,789.67 1,876.83 MONTHLY 2,915.08 3,057.04 3,205.93 3,362.08 3,525.82 3,697.53 3,877.62 4,066.47 ANNUAL 34,980.92 36,684.44 38,471.16 40,344.98 42,309.80 44,370.30 46,531.42 48,797.58 STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 MAINT WRKII BLD HOURLY 19.0859 19.9199 20.7902 21.6987 22.6468 23.6363 24.6691 25.7470 1100 BIWEEKLY 1,526.87 1,593.59 1,663.22 1,735.90 1,811.74 1,890.90 1,973.53 2,059.76 MONTHLY 3,308.22 3,452.78 3,603.64 3,761.12 3,925.44 4,096.95 4,275.98 4,462.81 ANNUAL 39,698.62 41,433.34 43,243.72 45,133.40 47,105.24 49,163.40 51,311.78 53,553.76 STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 MAINT WRKII LIB HOURLY 19.0859 19.9199 20.7902 21.6987 22.6468 23.6363 24.6691 25.7470 1102 BIWEEKLY 1,526.87 1,593.59 1,663.22 1,735.90 1,811.74 1,890.90 1,973.53 2,059.76 MONTHLY 3,308.22 3,452.78 3,603.64 3,761.12 3,925.44 4,096.95 4,275.98 4,462.81 ANNUAL 39,698.62 41,433.34 43,243.72 45,133.40 47,105.24 49,163.40 51,311.78 53,553.76 STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 MAINT WRKII POL HOURLY 19.0859 19.9199 20.7902 21.6987 22.6468 23.6363 24.6691 25.7470 1101 BIWEEKLY 1,526.87 1,593.59 1,663.22 1,735.90 1,811.74 1,890.90 1,973.53 2,059.76 MONTHLY 3,308.22 3,452.78 3,603.64 3,761.12 3,925.44 4,096.95 4,275.98 4,462.81 ANNUAL 39,698.62 41,433.34 43,243.72 45,133.40 47,105.24 49,163.40 51,311.78 53,553.76 Grand Island Special Meeting - 8/21/2018 Page 102 / 274 FY 2019 - 2020 EXHIBIT B IBEW SERVICE/CLERICAL/FINANCE SALARY TABLE STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 PAYROLL CLERK HOURLY 19.6062 20.5233 21.4832 22.4881 23.5400 24.6410 25.7936 27.0001 1107 BIWEEKLY 1,568.50 1,641.86 1,718.66 1,799.05 1,883.20 1,971.28 2,063.49 2,160.01 MONTHLY 3,398.42 3,557.36 3,723.76 3,897.94 4,080.27 4,271.11 4,470.90 4,680.02 ANNUAL 40,781.00 42,688.36 44,685.16 46,775.30 48,963.20 51,253.28 53,650.74 56,160.26 STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 PLANS EXAMINER HOURLY 23.4249 24.7639 26.1795 27.6760 29.2581 30.9306 32.6986 34.5678 1120 BIWEEKLY 1,873.99 1,981.11 2,094.36 2,214.08 2,340.65 2,474.45 2,615.89 2,765.42 MONTHLY 4,060.31 4,292.41 4,537.78 4,797.17 5,071.41 5,361.31 5,667.76 5,991.74 ANNUAL 48,723.74 51,508.86 54,453.36 57,566.08 60,856.90 64,335.70 68,013.14 71,900.92 STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 PLMB/MCH INSP HOURLY 23.2607 24.5383 25.8861 27.3079 28.8078 30.3901 32.0593 33.8202 1127 BIWEEKLY 1,860.86 1,963.06 2,070.89 2,184.63 2,304.62 2,431.21 2,564.74 2,705.62 MONTHLY 4,031.86 4,253.30 4,486.93 4,733.37 4,993.34 5,267.62 5,556.94 5,862.18 ANNUAL 48,382.36 51,039.56 53,843.14 56,800.38 59,920.12 63,211.46 66,683.24 70,346.12 STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 POL REC CLRK HOURLY 17.2105 18.0953 19.0255 20.0036 21.0319 22.1132 23.2500 24.4452 1130 BIWEEKLY 1,376.84 1,447.62 1,522.04 1,600.29 1,682.55 1,769.06 1,860.00 1,955.62 MONTHLY 2,983.15 3,136.51 3,297.75 3,467.30 3,645.53 3,832.96 4,030.00 4,237.18 ANNUAL 35,797.84 37,638.12 39,573.04 41,607.54 43,746.30 45,995.56 48,360.00 50,846.12 STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 PBL SFTY DSPTCH HOURLY 19.9030 20.7995 21.7364 22.7156 23.7388 24.8081 25.9256 27.0934 1035 BIWEEKLY 1,592.24 1,663.96 1,738.91 1,817.25 1,899.10 1,984.65 2,074.05 2,167.47 MONTHLY 3,449.85 3,605.25 3,767.64 3,937.38 4,114.72 4,300.08 4,493.78 4,696.19 ANNUAL 41,398.24 43,262.96 45,211.66 47,248.50 49,376.60 51,600.90 53,925.30 56,354.22 STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 PBL SFTY DS/911 HOURLY 19.9030 20.7995 21.7364 22.7156 23.7388 24.8081 25.9256 27.0934 1037 BIWEEKLY 1,592.24 1,663.96 1,738.91 1,817.25 1,899.10 1,984.65 2,074.05 2,167.47 MONTHLY 3,449.85 3,605.25 3,767.64 3,937.38 4,114.72 4,300.08 4,493.78 4,696.19 ANNUAL 41,398.24 43,262.96 45,211.66 47,248.50 49,376.60 51,600.90 53,925.30 56,354.22 STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 PBLSFTY DS/WRLS HOURLY 19.9030 20.7995 21.7364 22.7156 23.7388 24.8081 25.9256 27.0934 1038 BIWEEKLY 1,592.24 1,663.96 1,738.91 1,817.25 1,899.10 1,984.65 2,074.05 2,167.47 MONTHLY 3,449.85 3,605.25 3,767.64 3,937.38 4,114.72 4,300.08 4,493.78 4,696.19 ANNUAL 41,398.24 43,262.96 45,211.66 47,248.50 49,376.60 51,600.90 53,925.30 56,354.22 STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 SR ACCT CLK HOURLY 19.8226 20.7680 21.7585 22.7962 23.8835 25.0226 26.2160 27.4663 1147 BIWEEKLY 1,585.81 1,661.44 1,740.68 1,823.70 1,910.68 2,001.81 2,097.28 2,197.30 MONTHLY 3,435.92 3,599.79 3,771.47 3,951.35 4,139.81 4,337.26 4,544.11 4,760.82 ANNUAL 41,231.06 43,197.44 45,257.68 47,416.20 49,677.68 52,047.06 54,529.28 57,129.80 STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 SHOOTRANGE OPER HOURLY 25.2024 26.3030 27.4516 28.6503 29.9015 31.2072 32.5700 33.9923 1140 BIWEEKLY 2,016.19 2,104.24 2,196.13 2,292.02 2,392.12 2,496.58 2,605.60 2,719.38 MONTHLY 4,368.41 4,559.19 4,758.28 4,966.04 5,182.93 5,409.26 5,645.47 5,891.99 ANNUAL 52,420.94 54,710.24 57,099.38 59,592.52 62,195.12 64,911.08 67,745.60 70,703.88 Grand Island Special Meeting - 8/21/2018 Page 103 / 274 FY 2019 - 2020 EXHIBIT B IBEW SERVICE/CLERICAL/FINANCE SALARY TABLE STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 SHT RNG OPR RFL HOURLY 25.2024 26.3030 27.4516 28.6503 29.9015 31.2072 32.5700 33.9923 1141 BIWEEKLY 2,016.19 2,104.24 2,196.13 2,292.02 2,392.12 2,496.58 2,605.60 2,719.38 MONTHLY 4,368.41 4,559.19 4,758.28 4,966.04 5,182.93 5,409.26 5,645.47 5,891.99 ANNUAL 52,420.94 54,710.24 57,099.38 59,592.52 62,195.12 64,911.08 67,745.60 70,703.88 STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 WWTP SECR HOURLY 19.4007 20.3797 21.4081 22.4884 23.6232 24.8153 26.0676 27.3830 1200 BIWEEKLY 1,552.06 1,630.38 1,712.65 1,799.07 1,889.86 1,985.22 2,085.41 2,190.64 MONTHLY 3,362.80 3,532.49 3,710.74 3,897.99 4,094.70 4,301.31 4,518.39 4,746.39 ANNUAL 40,353.56 42,389.88 44,528.90 46,775.82 49,136.36 51,615.72 54,220.66 56,956.64 Grand Island Special Meeting - 8/21/2018 Page 104 / 274 FY 2020 - 2021 EXHIBIT C STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 ACCT CLERK HOURLY 17.7758 18.7440 19.7649 20.8414 21.9765 23.1735 24.4356 25.7665 1003 BIWEEKLY 1,422.06 1,499.52 1,581.19 1,667.31 1,758.12 1,853.88 1,954.85 2,061.32 MONTHLY 3,081.13 3,248.96 3,425.91 3,612.51 3,809.26 4,016.74 4,235.51 4,466.19 ANNUAL 36,973.56 38,987.52 41,110.94 43,350.06 45,711.12 48,200.88 50,826.10 53,594.32 STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 ACCT TECH STR HOURLY 21.2972 22.1395 23.0151 23.9254 24.8717 25.8554 26.8780 27.9410 1005 BIWEEKLY 1,703.78 1,771.16 1,841.21 1,914.03 1,989.74 2,068.43 2,150.24 2,235.28 MONTHLY 3,691.52 3,837.51 3,989.29 4,147.07 4,311.10 4,481.60 4,658.85 4,843.11 ANNUAL 44,298.28 46,050.16 47,871.46 49,764.78 51,733.24 53,779.18 55,906.24 58,117.28 STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 ACCTS PAY CLERK HOURLY 20.0515 21.0680 22.1360 23.2582 24.4372 25.6761 26.9777 28.3453 1135 BIWEEKLY 1,604.12 1,685.44 1,770.88 1,860.66 1,954.98 2,054.09 2,158.22 2,267.62 MONTHLY 3,475.59 3,651.79 3,836.91 4,031.43 4,235.79 4,450.53 4,676.14 4,913.18 ANNUAL 41,707.12 43,821.44 46,042.88 48,377.16 50,829.48 53,406.34 56,113.72 58,958.12 STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 ADM AST BLDG PT HOURLY 20.0426 21.1023 22.2181 23.3928 24.6297 25.9319 27.3030 28.7466 1007 BIWEEKLY 1,603.41 1,688.18 1,777.45 1,871.42 1,970.38 2,074.55 2,184.24 2,299.73 MONTHLY 3,474.06 3,657.72 3,851.14 4,054.74 4,269.16 4,494.86 4,732.52 4,982.75 ANNUAL 41,688.66 43,892.68 46,213.70 48,656.92 51,229.88 53,938.30 56,790.24 59,792.98 STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 ADMIN ASST BLDG HOURLY 20.0426 21.1023 22.2181 23.3928 24.6297 25.9319 27.3030 28.7466 1008 BIWEEKLY 1,603.41 1,688.18 1,777.45 1,871.42 1,970.38 2,074.55 2,184.24 2,299.73 MONTHLY 3,474.06 3,657.72 3,851.14 4,054.74 4,269.16 4,494.86 4,732.52 4,982.75 ANNUAL 41,688.66 43,892.68 46,213.70 48,656.92 51,229.88 53,938.30 56,790.24 59,792.98 STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 ADMIN ASST FIRE HOURLY 20.0426 21.1023 22.2181 23.3928 24.6297 25.9319 27.3030 28.7466 1010 BIWEEKLY 1,603.41 1,688.18 1,777.45 1,871.42 1,970.38 2,074.55 2,184.24 2,299.73 MONTHLY 3,474.06 3,657.72 3,851.14 4,054.74 4,269.16 4,494.86 4,732.52 4,982.75 ANNUAL 41,688.66 43,892.68 46,213.70 48,656.92 51,229.88 53,938.30 56,790.24 59,792.98 STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 ADMN ASST PKS HOURLY 20.0426 21.1023 22.2181 23.3928 24.6297 25.9319 27.3030 28.7466 1105 BIWEEKLY 1,603.41 1,688.18 1,777.45 1,871.42 1,970.38 2,074.55 2,184.24 2,299.73 MONTHLY 3,474.06 3,657.72 3,851.14 4,054.74 4,269.16 4,494.86 4,732.52 4,982.75 ANNUAL 41,688.66 43,892.68 46,213.70 48,656.92 51,229.88 53,938.30 56,790.24 59,792.98 STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 ADMIN ASST PLAN HOURLY 20.0426 21.1023 22.2181 23.3928 24.6297 25.9319 27.3030 28.7466 1011 BIWEEKLY 1,603.41 1,688.18 1,777.45 1,871.42 1,970.38 2,074.55 2,184.24 2,299.73 MONTHLY 3,474.06 3,657.72 3,851.14 4,054.74 4,269.16 4,494.86 4,732.52 4,982.75 ANNUAL 41,688.66 43,892.68 46,213.70 48,656.92 51,229.88 53,938.30 56,790.24 59,792.98 STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 ADMIN ASST PW HOURLY 21.1770 22.3312 23.5484 24.8319 26.1853 27.6125 29.1175 30.6510 1012 BIWEEKLY 1,694.16 1,786.50 1,883.87 1,986.55 2,094.82 2,209.00 2,329.40 2,452.08 MONTHLY 3,670.68 3,870.75 4,081.72 4,304.19 4,538.78 4,786.17 5,047.03 5,312.84 ANNUAL 44,048.16 46,449.00 48,980.62 51,650.30 54,465.32 57,434.00 60,564.40 63,754.08 IBEW SERVICE/CLERICAL/FINANCE SALARY TABLE Grand Island Special Meeting - 8/21/2018 Page 105 / 274 FY 2020 - 2021 EXHIBIT C IBEW SERVICE/CLERICAL/FINANCE SALARY TABLE STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 AUDIO VIDEO TEC HOURLY 24.0072 25.0468 26.1314 27.2630 28.4436 29.6753 30.9603 32.3010 1020 BIWEEKLY 1,920.58 2,003.74 2,090.51 2,181.04 2,275.49 2,374.02 2,476.82 2,584.08 MONTHLY 4,161.26 4,341.44 4,529.44 4,725.59 4,930.23 5,143.71 5,366.44 5,598.84 ANNUAL 49,935.08 52,097.24 54,353.26 56,707.04 59,162.74 61,724.52 64,397.32 67,186.08 STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 BLDG INSPECTOR HOURLY 23.5373 24.9387 26.4236 27.9969 29.6638 31.4300 33.3014 35.2842 1025 BIWEEKLY 1,882.98 1,995.10 2,113.89 2,239.75 2,373.10 2,514.40 2,664.11 2,822.74 MONTHLY 4,079.79 4,322.72 4,580.10 4,852.79 5,141.72 5,447.87 5,772.24 6,115.94 ANNUAL 48,957.48 51,872.60 54,961.14 58,233.50 61,700.60 65,374.40 69,266.86 73,391.24 STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 CASHIER HOURLY 18.2595 19.1074 19.9947 20.9233 21.8949 22.9116 23.9756 25.0890 1039 BIWEEKLY 1,460.76 1,528.59 1,599.58 1,673.86 1,751.59 1,832.93 1,918.05 2,007.12 MONTHLY 3,164.98 3,311.95 3,465.76 3,626.70 3,795.11 3,971.35 4,155.78 4,348.76 ANNUAL 37,979.76 39,743.34 41,589.08 43,520.36 45,541.34 47,656.18 49,869.30 52,185.12 STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 COM SERV OFFCR HOURLY 17.0793 17.9445 18.8536 19.8088 20.8123 21.8666 22.9744 24.1383 1043 BIWEEKLY 1,366.34 1,435.56 1,508.29 1,584.70 1,664.98 1,749.33 1,837.95 1,931.06 MONTHLY 2,960.40 3,110.38 3,267.96 3,433.52 3,607.46 3,790.22 3,982.23 4,183.96 ANNUAL 35,524.84 37,324.56 39,215.54 41,202.20 43,289.48 45,482.58 47,786.70 50,207.56 STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 COMPUTER OPRTR HOURLY 23.8896 24.9943 26.1501 27.3593 28.6244 29.9481 31.3329 32.7818 1045 BIWEEKLY 1,911.17 1,999.54 2,092.01 2,188.74 2,289.95 2,395.85 2,506.63 2,622.54 MONTHLY 4,140.87 4,332.34 4,532.69 4,742.27 4,961.56 5,191.01 5,431.03 5,682.17 ANNUAL 49,690.42 51,988.04 54,392.26 56,907.24 59,538.70 62,292.10 65,172.38 68,186.04 STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 COMPUTER TECH HOURLY 25.0125 26.3384 27.7345 29.2047 30.7528 32.3829 34.0995 35.9070 1055 BIWEEKLY 2,001.00 2,107.07 2,218.76 2,336.38 2,460.22 2,590.63 2,727.96 2,872.56 MONTHLY 4,335.50 4,565.32 4,807.31 5,062.16 5,330.48 5,613.03 5,910.58 6,223.88 ANNUAL 52,026.00 54,783.82 57,687.76 60,745.88 63,965.72 67,356.38 70,926.96 74,686.56 STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 CRIME ANALYST HOURLY 24.6410 25.5602 26.5137 27.5028 28.5288 29.5930 30.6970 31.8421 1057 BIWEEKLY 1,971.28 2,044.82 2,121.10 2,200.22 2,282.30 2,367.44 2,455.76 2,547.37 MONTHLY 4,271.11 4,430.44 4,595.72 4,767.14 4,944.98 5,129.45 5,320.81 5,519.30 ANNUAL 51,253.28 53,165.32 55,148.60 57,205.72 59,339.80 61,553.44 63,849.76 66,231.62 STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 ELEC INSPECTOR HOURLY 23.7012 25.0797 26.5384 28.0820 29.7153 31.4436 33.2725 35.2077 1065 BIWEEKLY 1,896.10 2,006.38 2,123.07 2,246.56 2,377.22 2,515.49 2,661.80 2,816.62 MONTHLY 4,108.22 4,347.16 4,599.99 4,867.55 5,150.64 5,450.23 5,767.23 6,102.68 ANNUAL 49,298.60 52,165.88 55,199.82 58,410.56 61,807.72 65,402.74 69,206.80 73,232.12 STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 EMER MGM COORD HOURLY 21.1661 22.3158 23.5280 24.8060 26.1534 27.5741 29.0719 30.6510 1070 BIWEEKLY 1,693.29 1,785.26 1,882.24 1,984.48 2,092.27 2,205.93 2,325.75 2,452.08 MONTHLY 3,668.80 3,868.06 4,078.19 4,299.71 4,533.25 4,779.52 5,039.13 5,312.84 ANNUAL 44,025.54 46,416.76 48,938.24 51,596.48 54,399.02 57,354.18 60,469.50 63,754.08 Grand Island Special Meeting - 8/21/2018 Page 106 / 274 FY 2020 - 2021 EXHIBIT C IBEW SERVICE/CLERICAL/FINANCE SALARY TABLE STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 ENG TECH PW HOURLY 23.6944 24.8872 26.1401 27.4561 28.8383 30.2901 31.8150 33.4167 1075 BIWEEKLY 1,895.55 1,990.98 2,091.21 2,196.49 2,307.06 2,423.21 2,545.20 2,673.34 MONTHLY 4,107.03 4,313.79 4,530.96 4,759.06 4,998.63 5,250.29 5,514.60 5,792.24 ANNUAL 49,284.30 51,765.48 54,371.46 57,108.74 59,983.56 63,003.46 66,175.20 69,506.84 STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 EVIDENCE TECH HOURLY 19.8439 20.9345 22.0851 23.2989 24.5794 25.9303 27.3554 28.8589 1080 BIWEEKLY 1,587.51 1,674.76 1,766.81 1,863.91 1,966.35 2,074.42 2,188.43 2,308.71 MONTHLY 3,439.61 3,628.65 3,828.09 4,038.47 4,260.43 4,494.58 4,741.60 5,002.21 ANNUAL 41,275.26 43,543.76 45,937.06 48,461.66 51,125.10 53,934.92 56,899.18 60,026.46 STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 GIS COORDINATOR HOURLY 30.4621 32.2990 34.2466 36.3116 38.5012 40.8228 43.2845 45.8945 1090 BIWEEKLY 2,436.97 2,583.92 2,739.73 2,904.93 3,080.10 3,265.82 3,462.76 3,671.56 MONTHLY 5,280.10 5,598.49 5,936.08 6,294.02 6,673.55 7,075.94 7,502.65 7,955.05 ANNUAL 63,361.22 67,181.92 71,232.98 75,528.18 80,082.60 84,911.32 90,031.76 95,460.56 STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 MAINT WRK I BLD HOURLY 16.8177 17.6741 18.5742 19.5201 20.5141 21.5588 22.6567 23.8105 1095 BIWEEKLY 1,345.42 1,413.93 1,485.94 1,561.61 1,641.13 1,724.70 1,812.54 1,904.84 MONTHLY 2,915.08 3,063.52 3,219.54 3,383.49 3,555.78 3,736.85 3,927.17 4,127.15 ANNUAL 34,980.92 36,762.18 38,634.44 40,601.86 42,669.38 44,842.20 47,126.04 49,525.84 STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 MAINT WRK I LBR HOURLY 16.8177 17.6741 18.5742 19.5201 20.5141 21.5588 22.6567 23.8105 1098 BIWEEKLY 1,345.42 1,413.93 1,485.94 1,561.61 1,641.13 1,724.70 1,812.54 1,904.84 MONTHLY 2,915.08 3,063.52 3,219.54 3,383.49 3,555.78 3,736.85 3,927.17 4,127.15 ANNUAL 34,980.92 36,762.18 38,634.44 40,601.86 42,669.38 44,842.20 47,126.04 49,525.84 STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 MAINT WRK I POL HOURLY 16.8177 17.6741 18.5742 19.5201 20.5141 21.5588 22.6567 23.8105 1097 BIWEEKLY 1,345.42 1,413.93 1,485.94 1,561.61 1,641.13 1,724.70 1,812.54 1,904.84 MONTHLY 2,915.08 3,063.52 3,219.54 3,383.49 3,555.78 3,736.85 3,927.17 4,127.15 ANNUAL 34,980.92 36,762.18 38,634.44 40,601.86 42,669.38 44,842.20 47,126.04 49,525.84 STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 MAINT WRKII BLD HOURLY 19.7674 20.6247 21.5191 22.4523 23.4260 24.4420 25.5019 26.6079 1100 BIWEEKLY 1,581.39 1,649.98 1,721.53 1,796.18 1,874.08 1,955.36 2,040.15 2,128.63 MONTHLY 3,426.35 3,574.96 3,729.98 3,891.72 4,060.51 4,236.61 4,420.33 4,612.03 ANNUAL 41,116.14 42,899.48 44,759.78 46,700.68 48,726.08 50,839.36 53,043.90 55,344.38 STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 MAINT WRKII LIB HOURLY 19.7674 20.6247 21.5191 22.4523 23.4260 24.4420 25.5019 26.6079 1102 BIWEEKLY 1,581.39 1,649.98 1,721.53 1,796.18 1,874.08 1,955.36 2,040.15 2,128.63 MONTHLY 3,426.35 3,574.96 3,729.98 3,891.72 4,060.51 4,236.61 4,420.33 4,612.03 ANNUAL 41,116.14 42,899.48 44,759.78 46,700.68 48,726.08 50,839.36 53,043.90 55,344.38 STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 MAINT WRKII POL HOURLY 19.7674 20.6247 21.5191 22.4523 23.4260 24.4420 25.5019 26.6079 1101 BIWEEKLY 1,581.39 1,649.98 1,721.53 1,796.18 1,874.08 1,955.36 2,040.15 2,128.63 MONTHLY 3,426.35 3,574.96 3,729.98 3,891.72 4,060.51 4,236.61 4,420.33 4,612.03 ANNUAL 41,116.14 42,899.48 44,759.78 46,700.68 48,726.08 50,839.36 53,043.90 55,344.38 Grand Island Special Meeting - 8/21/2018 Page 107 / 274 FY 2020 - 2021 EXHIBIT C IBEW SERVICE/CLERICAL/FINANCE SALARY TABLE STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 PAYROLL CLERK HOURLY 20.5214 21.5328 22.5941 23.7077 24.8762 26.1023 27.3888 28.7387 1107 BIWEEKLY 1,641.71 1,722.62 1,807.53 1,896.62 1,990.10 2,088.18 2,191.10 2,299.10 MONTHLY 3,557.04 3,732.34 3,916.32 4,109.34 4,311.88 4,524.39 4,747.38 4,981.38 ANNUAL 42,684.46 44,788.12 46,995.78 49,312.12 51,742.60 54,292.68 56,968.60 59,776.60 STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 PLANS EXAMINER HOURLY 23.4608 24.8692 26.3622 27.9448 29.6225 31.4008 33.2859 35.2842 1120 BIWEEKLY 1,876.86 1,989.54 2,108.98 2,235.58 2,369.80 2,512.06 2,662.87 2,822.74 MONTHLY 4,066.53 4,310.67 4,569.46 4,843.76 5,134.57 5,442.80 5,769.55 6,115.94 ANNUAL 48,798.36 51,728.04 54,833.48 58,125.08 61,614.80 65,313.56 69,234.62 73,391.24 STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 PLMB/MCH INSP HOURLY 23.7122 25.0551 26.4740 27.9733 29.5574 31.2313 33.0000 34.8689 1127 BIWEEKLY 1,896.98 2,004.41 2,117.92 2,237.86 2,364.59 2,498.50 2,640.00 2,789.51 MONTHLY 4,110.12 4,342.89 4,588.83 4,848.70 5,123.28 5,413.42 5,720.00 6,043.94 ANNUAL 49,321.48 52,114.66 55,065.92 58,184.36 61,479.34 64,961.00 68,640.00 72,527.26 STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 POL REC CLRK HOURLY 17.7268 18.6381 19.5963 20.6037 21.6629 22.7765 23.9474 25.1785 1130 BIWEEKLY 1,418.14 1,491.05 1,567.70 1,648.30 1,733.03 1,822.12 1,915.79 2,014.28 MONTHLY 3,072.64 3,230.61 3,396.68 3,571.32 3,754.90 3,947.93 4,150.88 4,364.27 ANNUAL 36,871.64 38,767.30 40,760.20 42,855.80 45,058.78 47,375.12 49,810.54 52,371.28 STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 PBL SFTY DSPTCH HOURLY 21.3628 22.2313 23.1351 24.0757 25.0544 26.0730 27.1330 28.2361 1035 BIWEEKLY 1,709.02 1,778.50 1,850.81 1,926.06 2,004.35 2,085.84 2,170.64 2,258.89 MONTHLY 3,702.88 3,853.42 4,010.09 4,173.13 4,342.76 4,519.32 4,703.05 4,894.26 ANNUAL 44,434.52 46,241.00 48,121.06 50,077.56 52,113.10 54,231.84 56,436.64 58,731.14 STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 PBL SFTY DS/911 HOURLY 21.3628 22.2313 23.1351 24.0757 25.0544 26.0730 27.1330 28.2361 1037 BIWEEKLY 1,709.02 1,778.50 1,850.81 1,926.06 2,004.35 2,085.84 2,170.64 2,258.89 MONTHLY 3,702.88 3,853.42 4,010.09 4,173.13 4,342.76 4,519.32 4,703.05 4,894.26 ANNUAL 44,434.52 46,241.00 48,121.06 50,077.56 52,113.10 54,231.84 56,436.64 58,731.14 STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 PBLSFTY DS/WRLS HOURLY 21.3628 22.2313 23.1351 24.0757 25.0544 26.0730 27.1330 28.2361 1038 BIWEEKLY 1,709.02 1,778.50 1,850.81 1,926.06 2,004.35 2,085.84 2,170.64 2,258.89 MONTHLY 3,702.88 3,853.42 4,010.09 4,173.13 4,342.76 4,519.32 4,703.05 4,894.26 ANNUAL 44,434.52 46,241.00 48,121.06 50,077.56 52,113.10 54,231.84 56,436.64 58,731.14 STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 SR ACCT CLK HOURLY 19.8876 20.9157 21.9969 23.1341 24.3300 25.5877 26.9105 28.3016 1147 BIWEEKLY 1,591.01 1,673.26 1,759.75 1,850.73 1,946.40 2,047.02 2,152.84 2,264.13 MONTHLY 3,447.19 3,625.40 3,812.79 4,009.92 4,217.20 4,435.21 4,664.49 4,905.62 ANNUAL 41,366.26 43,504.76 45,753.50 48,118.98 50,606.40 53,222.52 55,973.84 58,867.38 STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 SHOOTRANGE OPER HOURLY 26.1052 27.2365 28.4168 29.6482 30.9330 32.2735 33.6720 35.1312 1140 BIWEEKLY 2,088.42 2,178.92 2,273.34 2,371.86 2,474.64 2,581.88 2,693.76 2,810.50 MONTHLY 4,524.91 4,720.99 4,925.57 5,139.03 5,361.72 5,594.07 5,836.48 6,089.42 ANNUAL 54,298.92 56,651.92 59,106.84 61,668.36 64,340.64 67,128.88 70,037.76 73,073.00 Grand Island Special Meeting - 8/21/2018 Page 108 / 274 FY 2020 - 2021 EXHIBIT C IBEW SERVICE/CLERICAL/FINANCE SALARY TABLE STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 SHT RNG OPR RFL HOURLY 26.1052 27.2365 28.4168 29.6482 30.9330 32.2735 33.6720 35.1312 1141 BIWEEKLY 2,088.42 2,178.92 2,273.34 2,371.86 2,474.64 2,581.88 2,693.76 2,810.50 MONTHLY 4,524.91 4,720.99 4,925.57 5,139.03 5,361.72 5,594.07 5,836.48 6,089.42 ANNUAL 54,298.92 56,651.92 59,106.84 61,668.36 64,340.64 67,128.88 70,037.76 73,073.00 STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 WWTP SECR HOURLY 19.9641 20.9719 22.0305 23.1426 24.3108 25.5380 26.8272 28.1814 1200 BIWEEKLY 1,597.13 1,677.75 1,762.44 1,851.41 1,944.86 2,043.04 2,146.18 2,254.51 MONTHLY 3,460.45 3,635.13 3,818.62 4,011.39 4,213.86 4,426.59 4,650.06 4,884.77 ANNUAL 41,525.38 43,621.50 45,823.44 48,136.66 50,566.36 53,119.04 55,800.68 58,617.26 Grand Island Special Meeting - 8/21/2018 Page 109 / 274 Approved as to Form ¤ ___________ August 23, 2018 ¤ City Attorney R E S O L U T I O N 2018-243 WHEREAS, pursuant to Neb. Rev. Stat., §16-201, the City Of Grand Island (City) has the authority to make all contracts and do all other acts in relation to the property and concerns of the City necessary to the exercise of its corporate powers; and WHEREAS, an employee bargaining unit at the City of Grand Island is represented by the International Brotherhood of Electrical Workers (IBEW), Local 1597 Service/Clerical/Finance and WHEREAS, representatives of the City and the IBEW met to negotiate a labor agreement, and WHEREAS, the City reached an agreement with the IBEW and the agreement has been presented to City Council for approval. NOW, THEREFORE, BE IT RESOLVED BY THE MAYOR AND COUNCIL OF THE CITY OF GRAND ISLAND, NEBRASKA, that the Mayor is hereby authorized to execute the Labor Agreement by and between the City of Grand Island and the International Brotherhood of Electrical Workers, Local 1597 Service/Clerical/Finance for the period of October 1, 2018 through September 30, 2021. - - - Adopted by the City Council of the City of Grand Island, Nebraska, on August 21, 2018. _____________________________ Jeremy L. Jensen, Mayor Attest: ___________________________________ RaNae Edwards, City Clerk Grand Island Special Meeting - 8/21/2018 Page 110 / 274 City of Grand Island Tuesday, August 21, 2018 Special Meeting Item I-3 #2018-244 - Consideration of Approving Revisions to the Personnel Rules and Regulations Staff Contact: Aaron Schmid, Human Resources Director Grand Island Special Meeting - 8/21/2018 Page 111 / 274 Council Agenda Memo From:Aaron Schmid, Human Resources Director Meeting:August 21, 2018 Subject:Approval of Revised Personnel Rules and Regulations Presenter(s):Marlan Ferguson, City Administrator William Clingman, Assistant Finance Director Background The City of Grand Island maintains a Personnel Rules and Regulations manual for City employees. The document contains information on personnel management, general policies, operations, leave policies and benefits. Portions of the Personnel Rules and Regulations are also referenced in the Union labor contracts. Changes to the Personnel Rules and Regulations require Council approval. Discussion The last revision to the Personnel Rules and Regulations was on October 15, 2014. Since then, a number of changes have occurred and Administration is recommending an update to the manual. Proposed changes that directly affect the Union contracts have been presented to Union leadership with no objections. Please find below a summary of the proposed changes. 1.Testing for “opiates” will be replaced with “opioids” to account for synthetic varieties of the drug. 2.Tobacco use shall now include e-cigarettes. 3.Employees will be allowed to donate annual leave in addition vacation leave to the Community Leave Bank. 4.Clarification is provided to Community Leave that leave periods include consecutive and intermittent leave. 5.“Accepting and/or” was added to, “soliciting favors, gifts, services, or bribes in the conduct of City business.” Grand Island Special Meeting - 8/21/2018 Page 112 / 274 6.Clarification is provided that employees must be in an active status on their final day of employment (i.e. cannot “vacation out”). 7.Retirement distribution information will now be referenced by the current plan documents. 8.The City Government Computer Network policy and the Reimbursable Business Travel Expenses policy will be located on the City’s Performance Pro website. This move will reduce the length of the Personnel Rules and Regulations. Council will still have authority over these policies and employees will still acknowledge review of these policies. 9.Temporary and Seasonal employment categories are individually defined as they are separate categories. 10.Promotional step placement is further defined. 11.Leave request language has been updated to reflect the use of MUNIS. 12.Vacation leave has been converted from days to hours. “Years 20 through 24” have been increased to 180 hours and “Year 25 and beyond” has been increased to 200 hours. The increase in hours is an internal equity adjustment to match a union contract. 13.Clarification is provided that part-time employees who work at least 30 hours per week will accrue vacation at a prorated amount. 14.The maximum amount of medical leave has been adjusted to 1,106 hours. Compensation for unused medical leave at retirement has been adjusted to 53%. The changes are an internal equity adjustment to match a union contract. 15.Extended use of medical leave is allowed for immediate family members provided the terms of Family Medical Leave are met. 16.A section on dental insurance was added. In the past health and dental were under one plan. Currently they are separate plans. 17.A section on vision insurance was added. Eligible employees may participate in the plan and pay the full premium. 18.Clarifying language was added to life/accidental death insurance regarding coverage for spouses and children. Grand Island Special Meeting - 8/21/2018 Page 113 / 274 19.The terms of the retirement savings plan has been defined. The contributions have been increase to 7.5%. The changes are an internal equity adjustment to match two union contracts. Alternatives It appears that the Council has the following alternatives concerning the issue at hand. The Council may: 1.Move to approve 2.Refer the issue to a Committee 3.Postpone the issue to future date 4.Take no action on the issue Recommendation City Administration recommends that the Council approve the revisions to the Personnel Rules and Regulations. Sample Motion Move to approve the revisions to the Personnel Rules and Regulations. Grand Island Special Meeting - 8/21/2018 Page 114 / 274 i Table of Contents CHAPTER ONE .................................................................................................... 1 PERSONNEL MANAGEMENT ............................................................................. 1 Sec. 1.02 LEGAL EFFECT ................................................................................... 1 Sec. 1.03 EQUAL EMPLOYMENT OPPORTUNITY ............................................. 1 Sec. 1.04 SCOPE ................................................................................................. 2 Sec. 1.05 MAYOR AND CITY COUNCIL .............................................................. 3 CHAPTER TWO ................................................................................................... 4 GENERAL POLICIES ........................................................................................... 4 Sec. 2.01 APPLICATION PROCESS ................................................................... 4 Sec. 2.02 SEXUAL AND OTHER UNLAWFUL HARASSMENT ........................... 4 Sec. 2.03 DRUG-FREE WORKPLACE................................................................. 5 Sec. 2.04 DRESS CODE ...................................................................................... 7 Sec. 2.05 TOBACCO USAGE .............................................................................. 8 Sec. 2.06 COMMUNITY LEAVE BANK ................................................................ 9 CHAPTER THREE ............................................................................................. 11 OPERATIONS .................................................................................................... 11 Sec. 3.01 CORRECTIVE AND DISCIPLINARY ACTIONS ................................. 11 Sec. 3.02 DISCIPLINE AND APPEAL PROCEDURE ........................................ 13 Sec. 3.03 EMPLOYEE GRIEVANCES ............................................................... 17 Sec. 3.04 RESIGNATIONS, RETIREMENTS, AND LAYOFFS .......................... 18 Sec. 3.05 USE OF CITY PROPERTY AND EQUIPMENT .................................. 20 Sec. 3.06 CITY GOVERNMENT COMPUTER NETWORK ................................ 20 Sec. 3.07 TELEPHONE USAGE ........................................................................ 25 Sec. 3.08 POLITICAL ACTIVITY ........................................................................ 25 Sec. 3.09 EMPLOYEE ORGANIZATIONS ......................................................... 26 Sec. 3.10 SAFETY AND RISK MANAGEMENT ................................................. 26 Sec. 3.11 WORKER’S COMPENSATION .......................................................... 26 Sec. 3.12 RESIDENCY ....................................................................................... 27 Sec. 3.13 EMPLOYMENT OF RELATIVES ........................................................ 27 Sec. 3.14 OUTSIDE EMPLOYMENT .................................................................. 28 Sec. 3.15 REIMBURSABLE BUSINESS TRAVEL EXPENSES ......................... 28 Sec. 3.16 ALLOWABLE INTERVIEW AND RELOCATION EXPENSES ............ 29 Sec. 3.17 FAMILY and MEDICAL LEAVE ACT .................................................. 29 Grand Island Special Meeting - 8/21/2018 Page 115 / 274 ii Sec. 3.18 CITY HALL CLOSURE ....................................................................... 32 Sec. 3.19 POSITION CLASSIFICATION ............................................................ 33 Sec. 3.20 EMPLOYMENT CATEGORIES .......................................................... 34 Sec. 3.21 INTRODUCTORY PERIOD ................................................................ 34 Sec. 3.22 REGULAR STATUS ........................................................................... 35 Sec. 3.23 HOURS OF WORK ............................................................................. 35 CHAPTER FOUR ............................................................................................... 39 LEAVE POLICIES ............................................................................................... 39 Sec. 4.01 LEAVE ................................................................................................ 39 Sec. 4.02 PAID HOLIDAYS ................................................................................ 39 Sec. 4.03 VACATION LEAVE ............................................................................. 40 Sec. 4.04 MEDICAL LEAVE ............................................................................... 42 Sec. 4.05 BEREAVEMENT LEAVE .................................................................... 45 Sec. 4.06 COURT LEAVE .................................................................................. 45 Sec. 4.07 ADMINISTRATIVE LEAVE ................................................................. 46 Sec. 4.08 MILITARY LEAVE ............................................................................... 46 Sec. 4.09 ACCIDENT LEAVE ............................................................................. 46 Sec. 4.10 LEAVE OF ABSENCE ........................................................................ 47 Sec. 4.11 ANNUAL LEAVE ................................................................................. 47 Sec. 4.12 CONVENIENCE DAY ......................................................................... 47 Sec. 4.13 FAMILY MILITARY LEAVE ................................................................. 47 CHAPTER 5 ........................................................................................................ 49 BENEFITS .......................................................................................................... 49 Sec. 5.01 HEALTH INSURANCE ....................................................................... 49 Sec. 5.02 DENTAL INSURANCE ....................................................................... 49 Sec. 5.03 VISION INSURANCE ......................................................................... 50 Sec. 5.04 LIFE/ACCIDENTAL DEATH INSURANCE ......................................... 50 Sec. 5.05 CAFETERIA PLAN ............................................................................. 50 Sec. 5.06 RETIREMENT SAVINGS PLAN ......................................................... 50 Sec. 5.07 LONG TERM DISABILITY .................................................................. 51 Sec. 5.08 TUITION REIMBURSEMENT ............................................................. 51 Sec. 5.09 BILINGUAL PAY ................................................................................. 52 Sec. 5.10 CLOTHING ALLOWANCE .................................................................. 52 Sec. 5.11 VOLUNTARY EMPLOYEE BENEFITS ASSOCIATION (VEBA) ........ 53 Grand Island Special Meeting - 8/21/2018 Page 116 / 274 iii NOTES ............................................................................................................... 54 Grand Island Special Meeting - 8/21/2018 Page 117 / 274 1 CHAPTER ONE PERSONNEL MANAGEMENT Sec. 1.01 WELCOME Welcome to the City of Grand Island! We want to thank you for joining our team. We believe that each employee contributes directly to the growth and success of our organization. We hope that the employment relationship that we share is a long and mutually rewarding one. The purpose of this handbook is to acquaint you with policies set forth by the City of Grand Island. These Personnel Rules and Regulations state the intent of the Mayor and City Council in providing for the employment conditions and benefits for employees of the City of Grand Island. You should familiarize yourself with the contents of the Personnel Rules and Regulations, as you are responsible for abiding by the rules that are outlined within. For convenience, in this handbook, we will refer to your employer as The the City of Grand Island, The the City, we, our, or us. If you have questions regarding the material presented here, please feel free to ask your supervisor or call the Hu- man Resources Department. Again, best wishes for success in your new position with the City of Grand Island! Sec. 1.02 LEGAL EFFECT The policies in this manual are subject to change as the City grows and changes. Any changes in this manual shall apply to existing as well as future employees. If and when provisions are formally changed, there will be notification and appro- priate replacement documentation will be provided. No statement or promise made by a supervisor, manager, or department head may be interpreted as a change in policy, nor will it constitute an agreement with an employee. The City Personnel Rules and Regulations are not a contract, expressed, or im- plied. This handbook replaces (supersedes) all other previous Personnel Rules or Administrative Policies for the City of Grand Island as of October 15, 2014 Oc- tober 14, 2018. Sec. 1.03 EQUAL EMPLOYMENT OPPORTUNITY The City of Grand Island affirms its commitment to providing a work environment that does not discriminate in employment opportunities or practices on the basis of race, color, religion, sex, sexual orientation, mental or physical disability, mari- tal status, national origin, or genetic information. The City will operate in full com- pliance with applicable federal, state, and local laws prohibiting discrimination in employment. Grand Island Special Meeting - 8/21/2018 Page 118 / 274 2 This policy governs all aspects of employment, including selection, job assign- ment, compensation, discipline, termination, and access to benefits and training. Anyone found to be engaging in any type of unlawful discrimination will be sub- ject to disciplinary action, up to and including termination of employment. Sec. 1.04 SCOPE The City of Grand Island is made up of several different departments. The de- partments that are governed by these rules are as follows: Administration Human Resources Department Building Department Police Department Legal Department Public Works Department Finance Department Public Library Parks & Recreation Department Utilities Department Fire Department Regional Planning Department /Community Development Grand Island/Hall County Emergency Management Department The following are exempted from these rules: The Mayor and City Council Members of appointive boards, commissions, and committees Independent contractors Although persons employed as temporary employees, interns, and citizen volun- teers are not eligible for benefits under the City’s policy, they are still expected to follow the policies set forth as they represent the City. The City Administrator’s Office is governed by the Personnel Rules and Regula-tions; however, the City Administrator serves at the pleasure of the Mayor. The City Personnel System shall be divided into two classifications of service, classified and unclassified. Classified service includes all employees governed by the Civil Service Act of the State of Nebraska. Departments that have em-ployees that fall under this category would be are the Police and Fire depart- ments. All other employees of the City are considered unclassified. All appointments and removals of employees who are in the classified service shall be subject to Civil Service Rules and Regulations. These rules and regulations apply to all employees of the City except where la- bor contracts, Civil Service Rules, State statutes, or other City ordinances super- sede these rules. Grand Island Special Meeting - 8/21/2018 Page 119 / 274 3 Sec. 1.05 MAYOR AND CITY COUNCIL The Mayor and the City Council shall be the ultimate policy-making authority for the City of Grand Island. The Mayor as chief executive officer of the City shall be responsible for the proper administration of the affairs of the City. The Mayor is the appointing authority under the Civil Service Act of the State of Nebraska. The Mayor shall upon approval of the City Council, appoint or remove a city adminis- trator, city clerk, city treasurer, city engineer, city attorney, and such other officers as required by law. The Mayor may designate his/her administrative responsibilities under these rules to the City Administrator, as the Chief Administrative Officer, provided the Mayor may not designate any duties or responsibilities in violation of the State statute. The Mayor has the right to approve or disprove any personnel actions taken pursuant to these personnel rules. Grand Island Special Meeting - 8/21/2018 Page 120 / 274 4 CHAPTER TWO GENERAL POLICIES Sec. 2.01 APPLICATION PROCESS The City’s Human Resources Department is responsible for the posting of all employment opportunities. Vacancies will be advertised publicly as well as inter- nally. Equitable consideration will be given to all applicants. The City may refuse to consider an applicant or place his/her name on an eligibil- ity list for any of the following reasons: • The applicant lacks the minimum qualifications stated in the official job de- scription. • The applicant has been found guilty of a crime of such a nature as to ren- der the applicant unsuitable for the job for which application is being made. • The applicant has been dismissed or resigned for disciplinary reasons from any employment within the past five years for a cause that would constitute a cause for termination under these rules. • The applicant has made a false statement on his/her application. • The applicant is deemed unfit to perform the duties of the job for which application is made as indicated by unfavorable reports received from ref- erences or by character or medical investigations. • The applicant does not hold a valid driver’s license when required by the nature of the job. • The applicant for a position is a member of the same household and/or an immediate family member within the same supervisory chain of command. An immediate family member would be any of the following; spouse, child (including stepchildren), sibling, parent, grandparent and in-laws of the same relation. Family members are otherwise eligible for employment with the city City provided they are not in the same supervisory chain of com-mand. Sec. 2.02 SEXUAL AND OTHER UNLAWFUL HARASSMENT The City of Grand Island is committed to providing a work environment that is free from all forms of discrimination and conduct that can be considered harass- Grand Island Special Meeting - 8/21/2018 Page 121 / 274 5 ing, coercive, or disruptive. Actions, words, jokes, or comments based on an in-dividual’s sex, race, color, national origin, age, religion, disability, sexual orienta- tion, or any other legally protected characteristic will not be tolerated. All men and women are to be treated equally with dignity and respect. Sexual harassment is defined as unwanted sexual advances, or visual, verbal, or physical conduct of a sexual nature. This form of employee misconduct under- mines the integrity of the workplace and will not be tolerated. The following is a partial list of examples of sexual harassment: • Unwelcome sexual advances – physical or verbal. • Offering employment benefits in exchange for sexual favors. • Making threats after a negative response to sexual advances. • The use of derogatory comments, epithets, slurs, or jokes. If an employee experiences or witnesses sexual or other unlawful harassment in the workplace, it must be reported immediately to his/her supervisor and the Di-rector of Human Resources. All allegations of sexual harassment will be quickly and discreetly investigated. Any supervisor or Director who becomes aware of possible sexual or other unlawful harassment is to report it immediately to the Human Resources Director. If the Human Resources Director is not available, report to the City Attorney. An employee shall not suffer retaliation for coming forward with a complaint of harassment. Anyone engaging in sexual or other unlawful harassment will be subject to disciplinary action, up to and including termination. Retaliation against someone that makes a complaint of harassment is strictly forbidden. An employ- ee that feels that they have been retaliated against for coming forward with a complaint should make their supervisor and the Human Resources office aware of it immediately. Should the Human Resources Director be unable to handle the complaint, it should be forwarded to the Legal Department. Sec. 2.03 DRUG-FREE WORKPLACE The City of Grand Island is committed to providing a safe work environment. The City prohibits the distribution, manufacture, possession, sale, use, transfer, transport, or purchase of illegal drugs, or being under the influence of alcohol or drugs at the workplace, on City premises, or in City vehicles. Any violation of this policy is subject to discipline up to and including termination, for the first offense. The substances that are prohibited include but are not limited to the following: • Alcohol • Cannabinoids (marijuana, hashish) • Depressants (tranquilizers) • Hallucinogens (PCP, LSD, "designer drugs” etc.) Grand Island Special Meeting - 8/21/2018 Page 122 / 274 6 • Narcotics (heroin, morphine, etc.) • Stimulants (cocaine, methamphetamines, etc.) Any employee convicted of violating a criminal drug statute must inform the City of such a conviction (including pleas of guilty and no contest) within five (5) days of the conviction occurring. Failure to inform the City will subject the employee to disciplinary action, up to and including termination for the first offense. By law, the City will notify the federal grant agency or contracting officer within ten (10) days of receiving such notice from an employee or otherwise receiving notice of such conviction. The City reserves the right to offer employees convicted of violating a criminal drug statute, the opportunity to participate in a rehabilitation or drug abuse assis-tance program, at the employee’s expense, as an alternative to discipline. If such an opportunity is offered and accepted, the employee must successfully com- plete the program before returning to their position as a condition of employment. The City shall test all applicants who have been offered a position with the City prior to starting their new job. Job placement is contingent on the results of the drug testing. The City will test for the following substances for all new hires; • Amphetamine/Methamphetamine • Cannabinoids • Cocaine metabolites • Opiates Opioids • PCP The City reserves the right to test any employee that it has reasonable cause to believe is under the influence of alcohol or drugs while in the workplace. Any employee that is involved in a worker’s compensation claim involving an inju- ry or an accident involving an injury requiring medical attention shall be required to submit to a drug test for cause. Additionally, if an employee is operating a city vehicle and is involved in a reportable accident while in the operation of said ve-hicle, there shall be drug testing for cause. Any employee involved in any such injury or accident shall immediately notify his or her supervisor and the Human Resources Department so that immediate arrangements can be made for drug testing to be promptly carried out. The City shall also maintain a testing program as is required by the U.S. Depart- ment of Transportation (DOT). This program will apply to employees in job classi- fications that require a Commercial Driver’s License (CDL). Employees in this classification will receive additional information in the orientation process from the Human Resources Department. Grand Island Special Meeting - 8/21/2018 Page 123 / 274 7 Sec. 2.04 DRESS CODE Clothing on the job must be in good taste, clean, neat, and reflect the require- ments of the working conditions. A neat, well-groomed appearance is important to assure professionalism and competence in the workplace. The responsibility for determination of what is appropriate for a department will be made by the De-partment Director. First and foremost, common sense and safety must apply. Employees who are required to work in the outside elements should dress appropriately for their own protection. However, the clothing should be clean and well maintained. If an employee wears a uniform, the uniform should be worn properly and kept well maintained. The uniform identifies them as a City of Grand Island employee and proper care of the uniform reflects favorably on them and the City. Uniforms should never be worn after hours in public where alcohol is served. OFFICE/CLERICAL/RECEPTION: Examples of appropriate dress for male employees include: • Suits, sport coats, dress or casual slacks, dress shirts, polo shirts, ties, and sweaters. • Ties are not required on a daily basis. Ties should be worn when the em-ployee is meeting with representatives from other companies, dignitaries, or for any other formal dress purpose. • Footwear should be in good repair and polished. Dress, casual, or cowboy boots are acceptable. • Hair should be clean and well kept. Facial hair should be neatly trimmed. • Hats shall not be worn on by office/, clerical/, or reception employees. Examples of appropriate dress for female employees include: • Dresses, skirts, casual or dress slacks, sweaters, blouses, polo shirts, and jackets. • Dresses, skirts, dressy or business capris and full skorts may not be more than two inches above the knee. • Casual or dress shoes should be kept clean and well maintained. • Footwear should be in good repair and polished. • Hair should be clean and well kept. Examples of Inappropriate Dress include: • Jerseys, shorts, sweat suits, leggings, cotton or denim capris, mini-skirts, halter styled tops or dresses, tube tops, tops with spaghetti straps, excep- tionally tight, low-cut or revealing clothing are not appropriate for the workplace. • “Flip-flops” are not appropriate footwear. • Accessories and cosmetics should be worn conservatively, Grand Island Special Meeting - 8/21/2018 Page 124 / 274 8 • Body piercing other than traditional earrings should not be visible while at work. Exceptions - Fieldwork • If approved by the Department Director, employees who are required to work out-of-doors during the summer months are allowed to wear shorts- clean, in good taste (no short-shorts or cut-offs) and appropriate t-shirts (along with their City identification) or t-shirt bearing the City of Grand Is-land logo. • Employees who are required to work out-of-doors during the winter months should wear appropriate footwear, including boots, and/or over-shoes. Casual Day Wear: The City Administrator may designate a day that employees can dress in casual attire. • Jeans and capris (denim or other colored) that are clean, not tight or loose, not-faded, stained, torn, ripped, or frayed may be worn on days designated by the City Administrator with sweaters, jackets, or City of Grand Island logo attire. • Holiday/seasonal sweatshirts/shirts or team wear sweatshirts/shirts will be allowed on certain casual days as approved by the City Administrator. Department Directors and Supervisors are responsible for ensuring that staff meets the dress code as stipulated. Staff wearing inappropriate clothing will be required to leave work and change into appropriate attire without compensation. Sec. 2.05 TOBACCO USAGE Tobacco use is prohibited by all persons in any city facility or vehicle. This policy does not prohibit tobacco use in designated outdoor areas. A. Definitions: 1. City facility shall mean: a. Any indoor office, work area, or location used by the general pub- lic or serving as a place of work for City employees that is owned, leased, or rented and under the day-to-day control of the City of Grand Island. 2. Tobacco use shall mean carrying a lighted cigar, cigarette, pipe, or any other tobacco substance, including e-cigarettes. Grand Island Special Meeting - 8/21/2018 Page 125 / 274 9 3. Vehicle shall mean any self-propelled conveyance designed for use upon City streets that is owned, leased, or rented by the City of Grand Island. B. Enforcement Department heads shall ensure that the supervisor in charge of such City facility or vehicle shall make reasonable efforts to prevent tobacco use in the City facility or vehicle by: 1. Posting appropriate signs. 2. Asking tobacco users to refrain from using tobacco in the tobacco- free area, citing Nebraska Clean Indoor Air Act and this City policy. 3. Taking any other appropriate means, including disciplinary action for City employees pursuant to appropriate union contract or Per- sonnel Rules and Regulations. C. Complaints: Persons observing a violation of this policy should bring it to attention of their supervisor. Sec. 2.06 COMMUNITY LEAVE BANK The Community Leave bank is to provide a means for City employees to give ac- crued vacation leave or annual leave to another City of Grand Island employee who, because of unexpected or unplanned medical emergency, does not have sufficient paid leave to be away from the job for the period necessary to recuper-ate or recover. Conditions for use: The following conditions must be met by the donating employee wishing to give accrued vacation time or annual leave to another employee: • The employee is in compliance with the Personnel Rules regarding vaca- tion usage (i.e. has taken five (5) consecutive days of vacation the previ- ous year and has sufficient accrued vacation time left to comply with the Personnel Rules during the year in question). • The employee receives the approval of his/her Department Director. • Only vacation or personal time may be donated. Grand Island Special Meeting - 8/21/2018 Page 126 / 274 10 The following conditions must be met by the employee receiving vacation time from another employee: • The receiving employee has used all available paid leave. • The receiving employee must be experiencing an unforeseen situation of extreme or emergency proportions. Routine illness, pregnancies, etc., will do not qualify. • The receiving employee shows intent to return to duty following the leave. • The receiving employee obtains the approval of his/her Department Direc- tor. • The employee’s absence does not exceed twelve (12) weeks total, con-secutive or intermittent, including all paid, unpaid, and donated times, un- less expressly approved by the Department Director. Procedure: An employee wishing to donate accrued vacation or annual time leave to an- other employee shall submit his/her request through the Human Resources Director. All such donations shall remain confidential at the request of the do- nating employee and/or the receiving employee. The Human Resources Di-rector shall review the request and ensure compliance by both employees with the conditions set forth above. The Human Resources Director will notify the employee involved of the deci- sion. Use of time given or received through this policy shall be recorded on absence reports. Grand Island Special Meeting - 8/21/2018 Page 127 / 274 11 CHAPTER THREE OPERATIONS Sec. 3.01 CORRECTIVE AND DISCIPLINARY ACTIONS A. Employees are expected to act in a mature and professional manner while performing services for the City of Grand Island. Below is a partial list of behav- iors that an employee may be disciplined for. Depending on the severity of the infraction, an employee may be subject to discipline up to and including termina-tion. The following is a list, not all-inclusive, providing examples of unacceptable conduct: 1. Failure to observe safety rules and regulations. 2. Failure to report to work at the appointed time or place, or for departing prior to the designated time, including abuse of rest periods. 3. Solicitation, or distribution or display of, unauthorized literature while on City time. 4. Operating a personal business while on City time. 5. Intimidation or coercion. 6. Abuse or waste of City equipment, tools, or material. 7. Using abusive language or making false or malicious statements concern- ing any employee, the City, or its services. 8. Horseplay, loafing, or sleeping on the job. 9. Unauthorized posting, removing, or altering of bulletin board notices. 10. Violation of City, Department, or Division written or verbal policies or pro-cedures. 11. Unauthorized use or release of confidential, sensitive or privileged infor- mation. 12. Intentional unavailability for or refusal to work over-time or respond to emergency call-out. 13. Abuse of medical leave or other paid leaves. Grand Island Special Meeting - 8/21/2018 Page 128 / 274 12 14. Conduct unbecoming a City employee. B. An employee may be discharged, even for a first offense, for the following violations. This list is representative of dischargeable behaviors but is not all- inclusive. 1. Insubordination. 2. Theft of public or private property. 3. Misappropriation of public property. 4. Unlawful harassment. 5. Consumption or possession of alcohol or non-prescribed drugs on City time or property. 6. Being under the influence of alcohol or non-prescribed drugs while in the workplace. 7. Gambling or fighting on City time or property. 8. Conviction of a felony. 9. Abusive, offensive, or obscene language or conduct towards the public, City officials, or employees. 10. Demeaning, disruptive, or uncooperative conduct in the workplace. 11. Intentional or negligent damage or destruction of private or public proper- ty. 12. Fraud, falsification, or deceit in the conduct of City business. 13. Incompetence or unsatisfactory performance. 14. Unauthorized possession or use of firearms or hazardous materials on City time or property. 15. Work disruption or stoppage, strike, or other forms of job action or with- holding of services. 16. Acts or threats of physical violence directed towards City officials or em- ployees. 17. Accepting and/or Ssoliciting favors, gifts, services, or bribes in the conduct of City business. Grand Island Special Meeting - 8/21/2018 Page 129 / 274 13 18. Conduct unbecoming a City employee or tending to discredit or impair the duties and the responsibilities of the employee’s position. 19. Violation of the “Employment of Relatives” Policy. 20. Failure to maintain licensure required to perform job duties. C. Any employee arrested or convicted of any offense other than a minor traf- fic violation must report the incident to his/her supervisor. Failure to report such matters can result in discipline, up to and including termination. Sec. 3.02 DISCIPLINE AND APPEAL PROCEDURE A. General Statement It is the policy of the City of Grand Island to provide a system of progressive dis- cipline, which affords an opportunity for the resolution of unsatisfactory employee performance or conduct. Except in the case of a written Written reprimand Rep- rimand I and Written rReprimand II, such system shall include an appeal proce-dure to assure the equitable and consistent application of discipline. Discipline may begin with the least severe, appropriate disciplinary action and progress, if necessary, to more severe actions. The severity of the incident may warrant any level of initial disciplinary action, so as to be appropriate for the of-fense. B. Progressive Discipline Progressive discipline is the successive application of increasingly severe disci-plinary actions. These actions, in order of severity, are written Written reprimand Reprimand I, written Written reprimand Reprimand II, probationary status, sus- pension, suspension and demotion, and discharge. C. Written Reprimand I A written Written reprimand Reprimand I must be imposed by the employee’s immediate supervisor for minor violations or incidents. The reprimand must in- form the employee of the violation or incident, the required correction action, and the consequences of a reoccurrence of the violation or incident. A copy of the written Written reprimand Reprimand I must be delivered to the employee and the Human Resources Department by the immediate supervisor. The immediate supervisor must retain a copy of the written Written reprimand Reprimand I in departmental records. A written Written reprimand Reprimand I shall be placed in the employee’s personnel file. Grand Island Special Meeting - 8/21/2018 Page 130 / 274 14 D. Written Reprimand II A written Written reprimand Reprimand II may be imposed by a Department Di- rector, the City Administrator, or the Mayor for repeated minor violations or inci-dents, or for a violation or incident of a more serious nature. The written Written reprimand Reprimand II must inform the employee of the violation or incident, the required corrective action, and the consequences of a reoccurrence of the viola- tion or incident. Copies of the written Written reprimand Reprimand II must be delivered to the employee and the Human Resources Department for placement in the employee’s personnel file. E. Probationary Status An employee can be put into a probationary status if his/her conduct is deemed unacceptable by the supervisor and/or Director and approved by the Director. During the probationary period the employee’s performance and compliance with company rules and standards will be closely supervised. If at any time during the probationary period the employee’s performance is unsatisfactory or the employ- ee has failed to comply with company rules, they will be subject to immediate termination. F. Suspension and Demotion A suspension is a period of time where the employee is removed from the work-place without pay. Suspension is normally imposed for a disciplinary or dis-chargeable offense or for an employee’s failure to take corrective action in re- sponse to a written Written reprimand Reprimand I or II. A suspension may be imposed as initial discipline for a violation or incident of a serious nature. A demotion is a change in status to a position subordinate to that held by an em-ployee prior to imposition of discipline and may be imposed by the Department Director, the City Administrator, or Mayor in conjunction with a suspension for a violation or incident of a serious nature. For non-exempt employees under the Fair Labor Standards Act (FLSA), a sus-pension, not to exceed five working days, may be imposed by the Department Director, the City Administrator, or the Mayor. For exempt employees under the FLSA, any suspension must be for a period of at least one workweek. Prior to imposition of suspension and/or demotion as a disciplinary action, a writ-ten notice of suspension and/or demotion shall be prepared and signed by the Department Director, the City Administrator, or the Mayor. The notice of suspen- sion and/or demotion must inform the employee of the following: a. A statement of the violation(s) or incident(s) Grand Island Special Meeting - 8/21/2018 Page 131 / 274 15 b. A brief explanation of the evidence underlying the violation(s) or in-cident(s) c. The discipline to be imposed d. Any required corrective action by the employee e. The consequences of a reoccurrence of the violations(s) or inci-dent(s) f. The employee’s right to request an appeal hearing before the Mayor A copy of the notice of suspension and/or demotion shall be delivered to the employee, either personally or by delivery to the employee’s last known place of residence at least seventy-two (72) hours, excluding Sat- urday, Sunday, and Holidaysholidays, prior to imposition of the disciplinary action. At the discretion of the person issuing the notice of suspension and/or demotion, the employee may be suspended with pay immediately upon delivery of the notice pending implementation of the disciplinary ac-tion. A copy of the notice of suspension and/or demotion must be deliv- ered to the Human Resources Department for placement in the employ- ee’s personnel file. A proposed suspension (and demotion) may be appealed pursuant to the procedure set out hereafter. G. Discharge A discharge may be imposed by the Mayor for an employee’s failure to correct his/her workplace conduct in response to a suspension. A discharge may also be imposed as initial discipline for a violation or incident of a serious nature. Prior to imposition of discharge as a disciplinary action, a written notice of discharge shall be prepared and signed by the Department Director, the City Administrator, or the Mayor. The notice of discharge must inform the employee of the following: a. A statement of the violation(s) or incident(s) b. A brief explanation of the evidence underlying the violation(s) or in-cident(s) c. A statement that discharge is to be imposed d. The employee’s right to request an appeal hearing before the Mayor A copy of the notice of discharge shall be delivered to the employee, either per- sonally or by delivery to the employee’s last known place of residence at least seventy-two (72) hours, excluding Saturday, Sunday, and Holidaysholidays, prior to imposition of the disciplinary action. The employee shall be suspended with pay immediately upon delivery of the notice of discharge pending implementation Grand Island Special Meeting - 8/21/2018 Page 132 / 274 16 of the disciplinary action or a final determination by the Mayor on the proposed disciplinary action following an appeal hearing. A copy of the notice of discharge must be delivered to the Human Resources Department for placement in the employee’s personal personnel file. A proposed discharge may be appealed pursuant to the procedures set out hereafter. H. Appeal Procedure A regular status, non-introductory employee may appeal a suspension, a sus-pension and demotion, or a discharge in accordance with the following proce- dure: a. Following delivery of a notice of suspension (and demotion), or no-tice of discharge, the employee shall have seventy-two (72) hours, excluding Saturday, Sunday, and Holidaysholidays, to request an appeal hearing before the Mayor. Such request shall be in writing and delivered to the office of the Mayor at City Hall. b. Upon receipt of a request for an appeal hearing, the Mayor shall within five (5) working days cause to be set a time and place for the appeal hearing and written notification thereof shall be provided to the employee, the Human Resources Director, and City Attorney. The appeal hearing shall be held within fifteen (15) working days af-ter receipt of the request for hearing. The appeal hearing shall be conducted informally and recorded electronically. c. At the hearing, the City Attorney, Department Director, and/or City Administrator shall present oral or written statements, reports, and documents supporting the disciplinary action. d. The accused employee, the employee’s representative and attor- ney, or other person on the employee’s behalf, may present oral or written statements, reports and documents in response to the pro-posed disciplinary action. e. Each side shall be limited to a total time for making their respective presentations of one (1) hour or less. The Mayor upon good cause shown may extend the time for presentation. f. Upon conclusion of the appeal hearing, the Mayor shall make a de- termination in writing to dismiss, modify, or impose the proposed disciplinary action. The proceedings before the Mayor at the appeal hearing shall constitute the sole basis on which the Mayor’s deter-mination shall be based. Modification may include any lesser disci- Grand Island Special Meeting - 8/21/2018 Page 133 / 274 17 plinary action than that which was proposed, including written Writ-ten reprimand Reprimand II, reduction in pay, demotion, or change in the terms of suspension and/or demotion and may provide for a period of probation, counseling, treatment, or other corrective ac- tions on the part of the employee. A copy of the Mayor’s written determination shall be delivered to the employee, either personally or by delivery to the employee’s last known place of residence. A copy of the Mayor’s written determination shall be delivered to the City Admin- istrator, City Attorney, and the Human Resources Director. The Human Re-sources Department shall place a copy of the Mayor’s written determination in the employee’s personnel file. Should the employee be dissatisfied with the Mayor’s determination, the employ- ee may appeal to the District Court of Hall County, Nebraska, in accordance with the procedures provided by the statutes of the State of Nebraska. The filing of a petition in error by the employee or the service of summons upon the City shall not stay enforcement of a disciplinary action. The City may do so voluntarily, or the City may comply with such stay as is ordered by the District Court of Hall County. Sec. 3.03 EMPLOYEE GRIEVANCES The following will be is the grievance procedure for employees of the City of Grand Island, except those that are members of a recognized bargaining unit. Members of bargaining units shall use the grievance procedures provided in their respective labor agreements. Each person employee may present a grievance to their immediate supervisor who will respond in writing within five (5) working days. Written notification of this grievance will be forwarded to the Human Resources Director, Department Direc-tor, and City Administrator. If the person is not satisfied with the decision of their immediate supervisor, they may present the grievance to the Department Director who will notify the Human Resources Director and City Administrator. The Department Director will, with the advice and consent of the City Administrator, respond in writing within five (5) working days. In the event that the person is not satisfied with the decision of the Department Director, they may notify the Human Resources Director in writing within five (5) working days. The Human Resources Director will investigate the grievance and forward the results to the grievant, the City Administrator, and the Mayor. The Mayor may conduct a review of the record and notify the grievant of the Mayor’s decision. Grand Island Special Meeting - 8/21/2018 Page 134 / 274 18 The following are the prerogative of management and are not subject to the grievance process. Except where limited by provisions elsewhere in these rules, nothing in the rules shall be construed to restrict, limit, or impair the rights, pow- ers, and the authority of the City as granted to it under the laws of the State of Nebraska and City ordinances. These rights, powers, and authority include but are not limited to the following: • Discipline or discharge for just cause arising under the City Personnel Rules and Regulations. • Direct the work force. • Hire, assign, or transfer employees. • Determine the mission of the City. • Determine the methods, means, and/or number of personnel needed to carry out the City’s mission. • Introduce new or improved methods or facilities. • Change existing methods or facilities. • Relieve employees because of lack of work. • Contract out for goods or services. • The right to classify jobs and allocate individual employees to appro- priate classifications based upon duty assignments. Sec. 3.04 RESIGNATIONS, RETIREMENTS, AND LAYOFFS RESIGNATIONS: To resign in good standing, an employee must give the De- partment Director written notice at least fourteen (14) calendar days prior to ter- minationseparation, unless the Department Director agrees to permit a shorter period. The employee must be in an active pay status on his/her final day of em-ployment (i.e. cannot “vacation out”). RETIREMENT: An employee may, but is not required to, retire on the first day of the month following his/her 65th birthday. Uniformed members of the Police and Fire Divisions shall be retired in accordance with the provisions of State statutes Statutes covering retirement of these classifications. Retired employees, except police officers and firefighters, shall, when eligible, receive a pension as provided for in City Ordinance No. 4244 as amendedretire- Grand Island Special Meeting - 8/21/2018 Page 135 / 274 19 ment distribution as allowed under plan document rules. Police officers and fire-fighters, when eligible, shall receive a pension as provided for by State statutes. The Mayor may, at his/her discretion, grant an early retirement option under the general employee pension retirement savings plan upon the request of an em-ployee. The employee must be at least fifty-five (55) years of age and must have at least ten (10) years of participation in the employee pension retirement sav- ings plan. REDUCTION IN FORCE: Whenever it is determined to be in the best interest of the City to reduce its workforce, the Director of the affected department, the Mayor, or City Administrator will recommend the implementation of the reduction. Factors that will be taken into consideration shall include, but are not limited to: • The employment policies and staffing needs of the department, to- gether with contracts, ordinances, and statutes related thereto and budgetary considerations • Required federal, state, or local certifications or licenses; • Seniority; • The performance appraisal of the employees affected, including any recent or pending disciplinary actions; • The knowledge, skills and abilities of the employee; • The multiple job skills recently or currently being performed by the em-ployee; Upon the receipt of the recommendation, a determination will be made as to the classifications to be affected by a reduction in force and the number of employ- ees to be laid off. A determination as to whether any employees within a job classification should be exempted from consideration due to the existence of a required federal, state, or local certification, or license will also be made at this time. RECALL: Employees laid off under this reduction in force policy shall be eligible for recall for a period of two (2) years after layoff. If, within two (2) years after layoff, a new position is opened within the reduced job classification for the de- partment, the employee shall be recalled in the reverse order of layoff. After two (2) years, the employee will have no preference for rehire. CONSIDERATION GIVEN FOR RELEASE OF ALL CLAIMS AGAINST THE CITY: Employees with one to four (1 -– 4) years of continuous employment with Grand Island Special Meeting - 8/21/2018 Page 136 / 274 20 the City whose employment is terminated by a reduction in force will be entitled to consideration equal to one (1) month’s pay. Employees with five (5) or more years of service will receive one (1) month’s pay plus one (1) week for each addi- tional year of service with a maximum payout of twelve (12) weeks. Employees who retire or are terminated through disciplinary action will not receive this con-sideration. The Mayor may grant consideration in resignation cases when deemed appropriate. The Mayor may grant consideration greater than one (1) month’s pay upon a determination that such action is in the best interest of the City. FURLOUGH: When it is determined necessary to reduce payroll expenses, em-ployees may be required to participate in furloughs or a reduction in hours worked. The employee’s health insurance and other benefits will not be affected as long as the furlough is temporary in nature and does not result in the employ- ee’s hours dropping below thirty-five (35) hours per week average on an annual basis. Sec. 3.05 USE OF CITY PROPERTY AND EQUIPMENT Property and equipment that is provided by the City to carry out the duties of day to day business is to be used in the way that it is intended. Personal use of City property and equipment including computers and Internet service is prohibited. Sec. 3.06 CITY GOVERNMENT COMPUTER NETWORK All employees of the City of Grand Island are expected to comply with the City Government Computer Network Policy, which is available on the City’s Perfor- mance Pro website. A. Overview The intentions for publishing a security awareness and acceptable use policy are not to impose restrictions that are contrary to the established culture of open- ness, trust and integrity. The City of Grand Island is committed to protecting all employees, partners and the City of Grand Island from illegal or damaging ac- tions by individuals, either knowingly or unknowingly. Internet/Intranet/Extranet-related systems, including but not limited to computer equipment, software, operating systems, storage media, network accounts providing electronic mail, www browsing, and FTP, are the property of the City of Grand Island. These systems are to be used for business purposes in serving the interests of the City of Grand Island, and of our clients and customers in the course of normal operations. Effective security is a team effort involving the participation and support of every City of Grand Island employee and affiliate who deals with information and/or in- Grand Island Special Meeting - 8/21/2018 Page 137 / 274 21 formation systems. It is the responsibility of every computer user to know these guidelines, and to conduct their activities accordingly. B. Purpose The purpose of this policy is to outline the acceptable use of computer equipment at the City of Grand Island. These rules are in place to protect the employees and the City of Grand Island. Inappropriate use exposes the City of Grand Island to risks including virus attacks, compromise of network systems and services, and legal issues. C. Scope This policy applies to employees, contractors, consultants, temporary employees, and all other workers at the City of Grand Island, including all personnel affiliated with third parties. This policy applies to all equipment that is owned or leased by the City of Grand Island POLICY General Use and Ownership 1. While network administration desires to provide a reasonable level of privacy, users should be aware that the data they create on the gov-ernment systems remains the property of the City of Grand Island. Be- cause of the need to protect the network, management cannot guaran- tee the confidentiality of employee’s personal information stored on any network device belonging to the City of Grand Island 2. An e-mail system and Internet access are provided to City employees for the purpose of conducting official City business. These may not be used for prohibited purposes, such as conducting private business, or political campaigning, or any illegal uses. Computer use on govern-ment systems may be audited. 3. Computers owned by City government or purchased with public funds should not have any recreational games installed. This includes the games supplied as part of the operating system of “free” additional programs. Contact the Information Technology Department and games will be removed that are already installed. 4. The Information Technology Department will be notified whenever a new program is installed on a computer that is connected directly to the City Government Computer Network. 5. For security and network maintenance purposes, authorized individu- als within the City of Grand Island may monitor equipment, systems and network traffic at any time. Grand Island Special Meeting - 8/21/2018 Page 138 / 274 22 6. The City of Grand Island reserves the right to audit networks and sys-tems on a periodic basis to ensure compliance with this policy. Security and Proprietary Information 1. The user interface for information contained on Inter-net/Intranet/Extranet-related systems should be classified as either confidential or not confidential. Examples of confidential information in- clude but are not limited to: customer credit card information, employee information, customer receivable lists, vendor information and research data. Employees should take all necessary steps to prevent unauthor-ized access to confidential information. 2. Employees dealing with customer credit cards will not retain, email, or write down customer credit card information in any fashion. 3. Keep passwords secure and do not share accounts. Authorized users are responsible for the security of their passwords and accounts. Sys- tem and user level passwords will be required to be changed every 90 days. 4. All PCs, laptops and workstations will be secured with a password- protected screensaver with the automatic activation feature set at 15 minutes or less. Employees should secure their workstations by log- ging off or locking (control-alt-delete for Windows users) when the host will be unattended. If for some reason a screen saver timeout inter-feres with system operation then special approval must be obtained from the IT department. 5. Postings by employees from a City of Grand Island email address to newsgroups, online forums, electronic bulletin boards or any other similar message posting systems should contain a disclaimer stating that the opinions expressed are strictly their own and not necessarily those of the City of Grand Island. 6. All devices used by the employee that are connected to the City of Grand Island Internet/Intranet/Extranet, whether owned by the employ- ee or the City of Grand Island, shall be continually executing approved virus-scanning software with a current virus database. 7. Employees must use extreme caution when opening e-mail attach-ments, which may contain viruses, e-mail bombs, or Trojan horse code. Unacceptable Use Grand Island Special Meeting - 8/21/2018 Page 139 / 274 23 1. The following activities are, in general, prohibited. Employees may be exempted from these restrictions during the course of their legitimate job responsibilities (e.g., systems administration staff may have a need to disable the network access of a device if that device is disrupting production services). 2. Under no circumstances is an employee of the City of Grand Island au- thorized to engage in any activity that is illegal under local, state, fed- eral or international law while utilizing City of Grand Island-owned re- sources. 3. Certain features of the internet such as streaming media, radio or mu- sic stations can clog the City’s network and e-mail system and should be used only for work-related purposes. Internet usage should not in- terfere with an employee’s or co-worker’s work in either time or net-work bandwidth. 4. The lists below are by no means exhaustive, but attempt to provide a framework for activities which fall into the category of unacceptable use. System and Network Activities The following activities are strictly prohibited, with no exceptions: 1. Violations of the rights of any person or company protected by copy-right, trade secret, patent or other intellectual property, or similar laws or regulations, including, but not limited to, the installation or distribution of "pirated" or other software products that are not appropriately licensed for use by the City of Grand Island. 2. Exporting software, technical information, encryption software or tech- nology, in violation of international or regional export control laws, is il- legal. The appropriate management should be consulted prior to export of any material that is in question. 3. Introduction of malicious programs into the network or server (e.g., vi- ruses, worms, Trojan horses, e-mail bombs, etc.). 4. Revealing your account password to others or allowing use of your ac-count by others. This includes family and other household members when work is being done at home. 5. Using a City of Grand Island computing asset to actively engage in pro- curing or transmitting material that is in violation of sexual harassment or hostile workplace laws in the user's local jurisdiction. Grand Island Special Meeting - 8/21/2018 Page 140 / 274 24 6. Making fraudulent offers of products, items, or services originating from any City of Grand Island account. 7. Effecting security breaches or disruptions of network communication. Security breaches include, but are not limited to, accessing data of which the employee is not an intended recipient or logging into a server or account that the employee is not expressly authorized to access, un- less these duties are within the scope of regular duties. For purposes of this section, "disruption" includes, but is not limited to, network sniffing, pinged floods, packet spoofing, denial of service, and forged routing in-formation for malicious purposes. 8. Port scanning or security scanning is expressly prohibited unless prior notification to IT is made. 9. Executing any form of network monitoring which will intercept data not intended for the employee's device, unless this activity is a part of the employee's normal job/duty. 10. Circumventing user authentication or security of any device, net-work or account. 11. Providing information about, or lists of, City of Grand Island em- ployees to parties outside the City of Grand Island. Email and Communications Activities 1. Sending unsolicited email messages, including the sending of "junk mail" or other advertising material to individuals who did not specifi-cally request such material (email spam). Creating or forwarding “chain letters”, “jokes”, “Ponzi” or other nonrelated work items of any type. 2. Any form of harassment via email, telephone or paging, whether through language, frequency, or size of messages. 3. Unauthorized use, or forging, of email header information. 4. Solicitation of email for any other email address, other than that of the poster's account, with the intent to harass or to collect replies. 5. Use of unsolicited email originating from within the City of Grand Is- land's networks of other Internet/Intranet/Extranet service providers on behalf of, or to advertise, any service hosted by the City of Grand Island or connected via the City of Grand Island's network. Grand Island Special Meeting - 8/21/2018 Page 141 / 274 25 6. Posting the same or similar non-business-related messages to large numbers of Usenet newsgroups (newsgroup spam), online forums, electronic bulletin boards or any other similar message posting sys- tem. Enforcement 1. Any employee found to have violated this policy may be subject to dis- ciplinary action, up to and including termination of employment. Definitions Spam: Unauthorized and/or unsolicited electronic mass mailings. Sec. 3.07 TELEPHONE USAGE Personal long distance telephone calls on landlines are prohibited when charged to the City of Grand Island. An allowance is made for telephone calls charged to their parties, such as: 1. Calling card 2. Charged to your home phone 3. Collect call The telephone calls authorized by this allowance are still restricted by depart-mental polices policies. Personal directory assistance calls are allowed when charged to the employee’s personal calling card. Cellular phones should may be used in a manner that is not disruptive in the workplace. Sec. 3.08 POLITICAL ACTIVITY City employees may not interfere or use the influence of their office for political reasons. They shall not participate in any political activity during normal working hours or when otherwise engaged in the performance of official duties. No em-ployee shall engage in any political activity while wearing a uniform required by the City. An employee may not represent themselves as an employee of the City while being involved in an outside political activity. Employees in certain departments will be additionally restricted due to funding of that department through state and federal funds. Employees are urged to contact their Department Director to determine the degree of political involvement al- lowed. Employees may not be dismissed or disciplined because they refuse to make a contribution to a political organization. Grand Island Special Meeting - 8/21/2018 Page 142 / 274 26 City employees may not be a candidate or be elected to the office of Mayor or City Council while employed. Sec. 3.09 EMPLOYEE ORGANIZATIONS City employees have the right to choose whether they wish to belong to employ-ee organizations. No employee may be reprimanded, threatened, or discriminat- ed against because the employee elects to join or refrain from belonging to an employee organization. Sec. 3.10 SAFETY AND RISK MANAGEMENT It is the goal of the City of Grand Island to provide a safe and healthful workplace for all employees. The city’s City’s policy is aimed at minimizing exposure to health or safety risks of employees and visitors at the City’s facilities. In order to accomplish this, each employee is expected to obey safety rules and to exercise caution in all work activities. Employees must immediately report any unsafe condition to their supervisor. Employees that violate safety standards, who cause hazardous or dangerous situations, or who fail to report or, where ap-propriate, remedy such situations, may be subject to disciplinary action up to and including termination of employment. In the case of accidents that result in injury, regardless of how insignificant the injury may appear, employees should immediately notify their supervisor. Such reports are necessary to comply with laws and initiate worker’s compensation benefits. The City has safety committees comprised of employees and management to help ensure a safe and healthful workplace. In addition to departmental safety committees, the City shall maintain a Risk Management Committee that is com-prised of members that represent and act as liaisons between the different de- partments of the City. This committee is responsible for the coordination of all citywide safety activities, analysis of citywide accident trends, and recommending procedures that may improve safety in the departments. Sec. 3.11 WORKER’S COMPENSATION The City of Grand Island will comply fully with the Worker’s Compensation Pro- gram that has been established under State statute. When accidents occur at work, they must be reported immediately to the super- visor and the appropriate paperwork filled out at that time and sent in to the of- fice. A supervisor must have prior knowledge and approve a doctor’s visit. A doc- tor’s report may be required to substantiate the injury. Grand Island Special Meeting - 8/21/2018 Page 143 / 274 27 The City may provide light duty work when possible for a defined period of time for employees that are injured due to a work related situation. Leave taken in conjunction with worker’s compensation injuries will be counted as part of the employee’s 12 week FMLA entitlement. Sec. 3.12 RESIDENCY All Department Directors are required to reside within twelve (12) miles of the City limits. All Emergency Management employees are required to reside within a twenty-five (25) mile radius of the City of Grand Island. All Utilities Department employees are required to reside within the residency boundaries of the depart- ment. Residency for police and fire employees are established by contracts. Employees that drive City vehicles home and senior management personnel need to check their department’s Standard Operating Procedures in reference to residency requirements. Employees subject to particular residency requirements will establish residency in compliance with that requirement within six (6) months after the calendar day of the start of employment in the City position subject to that residency require-ment and will maintain such residency during the term of employment. For pur- poses of these Personnel Rules and Regulations, residency will mean the em- ployee’s domicile. As amended October 9, 2012, Resolution 2012-304 Sec. 3.13 EMPLOYMENT OF RELATIVES Public trust, safety, and City morale require that the City maintain a policy that ensures a sense of fairness to the general public as well as internal employees when it comes to the relationships of its employees. In order to promote the effi-cient operation of the City and to avoid the formation of cliques, claims of sexual harassment, or gender-based discrimination and the blurring of professional and personal responsibilities, the following policy describes the rules for workplace relationships. Regular status employees who are members of the same family are eligible for City employment provided that they are not in the same supervisory chain of command. No relative shall work within the same shift or station of the City, nor shall any relative work within any supervisory capacity of another relative on a daily basis. They may, however, be employed in different divisions of the same department or in different departments. For purposes of defining this policy, fami-ly members shall include; spouse, children, stepchildren, parents, grandparents, siblings, and in-laws of the same relation. In addition to family relationships, and for the same reasons mentioned above, employees involved in romantic and/or sexual relationships or dating must also observe the chain of command rules mentioned above. Grand Island Special Meeting - 8/21/2018 Page 144 / 274 28 Employees must notify the City if they are in violation of this policy. If the City cannot accommodate a transfer request and one of the employees affected does not voluntarily resign to correct the violation, the employee with the least amount of seniority with the City will be asked to resign or be terminated. Sec. 3.14 OUTSIDE EMPLOYMENT Employees may hold other employment outside of City employment with prior approval from their Director as long as it does not interfere with the duties of the City job and does not conflict with the interests of the City. Sec. 3.15 REIMBURSABLE BUSINESS TRAVEL EXPENSES The City will follow the provisions of Ordinance 7978, as updated; commonly known as the “Miscellaneous Expenditures Act” in determining reimbursable ex- penses, which is available on the City’s Performance Pro website. . When there is any conflict between this provision and Ordinance 7978, as amended, Ordinance 7978 shall supersede these provisions. Per Diem rates will be used for mileage and meals. Per Diem rates can be found at www.gsa.gov. §27-62. Business Travel (Chapter 27 of the Procurement Code) the following procedures shall be used for business travel: A. Transportation Method i. When travel is by air, advance ticketing by purchase order will be utilized whenever possible to obtain the lowest available coach fare. ii. All refunds, travel coupons, and other promotions in connection with busi- ness travel shall be returned to the City. iii. When ground travel is required, City vehicles shall be used whenever possible. B. Lodging i. Reimbursement for non-commercial lodging is not permitted. ii. When personnel are accompanied by non-City personnel, only the costs attributed to the City personnel are reimbursable. C. Expenses i. The following expenses are reimbursable upon affidavit of expenditure and receipts are not required: parking fees, taxi, and bus fares, and highway tolls. ii. The following expenses are reimbursable upon submission of paid re-ceipts: a. Registration, tuition, and fees for official functions related to the travel; b. supplies or equipment required for travel or training; Grand Island Special Meeting - 8/21/2018 Page 145 / 274 29 c. rental cars and; d. traveler’s checks fees. D. The following expenses are not reimbursable a. entertainment, including television rentals, VCR, or DVD; b. personal expenses, e.g. hygiene items, magazines; c. travel insurance and; d. alcoholic beverages. E. Travel Advances Travel advances are not authorized, except under special circumstances with written prior approval of the Finance Director. The use of credit cards and ad- vance purchase order payment of lodging and transportation expenses are en- couraged. F. Expense Claims Personnel on authorized travel must submit expense claims to the Finance De- partment immediately upon return, but not later than four (4) work days after re- turn to duty when at all possible. All receipts, unexpended City funds and funds due the City, shall be returned at that time. All expenses (including prepaid ex-penses) shall be summarized and accounted for. Any employee desiring to attend a meeting, conference, seminar, or other official out-of-state event for duration of more than one day shall obtain the approval of their supervisor, Department Director, and City Administrator/Mayor. Sec. 3.16 ALLOWABLE INTERVIEW AND RELOCATION EXPENSES After advance approval has been received by the Mayor, interview and relocation expenses shall be paid by the City of Grand Island for the recruitment of person-nel. Interview expenses, including meals, overnight accommodations, and transporta- tion shall be provided. Reasonable relocation expenses may be provided to new personnel for moving. Relocation expenses shall be based on actual expenses documented by item- ized expense claims. Expenses related to the spouse for relocation may be per- mitted. Under certain circumstances, approved by the Mayor, the City of Grand Island may pay for moving expenses up to the actual amount paid. The new employee, by this policy, is provided some discretion in the use of the relocation allocation. Sec. 3.17 FAMILY and MEDICAL LEAVE ACT Grand Island Special Meeting - 8/21/2018 Page 146 / 274 30 This policy establishes the rights and obligations of the City of Grand Island and its employees with respect to leave necessary for medical care of employees and their families pursuant to the Family and Medical Leave Act more commonly re- ferred to as FMLA. An employee must be employed by the City for at least twelve (12) months ([the twelve (12) months need not be consecutive) ] to be eligible to receive leave un- der this policy. Additionally, the employee must have worked at least 1,250 hours in the year preceding the date the employee seeks to start the leave. Eligible employees are entitled to take up to twelve (12) weeks of unpaid leave during a twelve (12)-month period for the following purposes: • Childbirth, adoption or placement of a foster child within the first twelve (12) months after birth or placement • To care for a child, spouse, or parent with a serious health condition • One’s own serious health condition that make the employee unable to perform the functions of his/her position • If the employee experiences a qualifying exigency that arises out of the fact that a spouse, parent, or child has been called to or is on active duty as a member of the National Guard or military reserves. A serious health condition means an illness, injury, impairment, or physical or mental condition that involves inpatient care in a hospital, hospice, or residential medical care facility; or continuing treatment by a health care provider. The City will observe a rolling twelve (12)-month period for purposes of tracking leave. NOTICE OF LEAVE: When requesting leave, the employee must: • Supply sufficient information for the City to be aware that the FMLA may apply to the leave request, as well as information regarding the anticipated timing and duration of leave; • Provide the notice of the need for leave at least thirty (30) days in advance or as soon as practicable; • Cooperate with all requests for information regarding whether absences are FMLA-qualifying. Failure to comply may result in leave being delayed or denied. MEDICAL AND OTHER CERTIFICATIONS: Employees requesting family leave related to the serious health condition of themselves or a child, spouse, parent, or military caregiver leave will be required to submit a health care provider’s statement verifying the need for such leave, the beginning and ending dates, and the estimated time required. Failure to provide required certifications may result in the denial of the leave or request for leave on an intermittent basis. The City, at its expense, may require a medical examination by a health care provider of its own choosing if it has a reasonable question regarding the medical Grand Island Special Meeting - 8/21/2018 Page 147 / 274 31 certification provided by the employee. In lieu of a second opinion, the City may contact the health care provider directly to clarify or authenticate a medical certi- fication, including certifications for military caregiver leave. Second opinions may not be required for military caregiver leave. Separate certification may also be required regarding the nature of the family member’s military service and/or the existence of a qualifying exigency. When both spouses are employed by the City, they are jointly entitled to a com- bined total of twelve (12) weeks of leave if the leave is for the birth, adoption, or placement of a foster child or to care for a parent with a serious health condition. Each spouse is entitled to twelve (12) weeks of leave if the leave is due to his/her own serious health condition or to care for a son, daughter, or spouse with a se- rious health condition. MILITARY CAREGIVER LEAVE: An employee who is the spouse, parent, child, or next of kin of a current member of the armed forces who was injured while on active duty may be eligible for up to twenty-six (26) weeks of FMLA leave in a twelve (12)-month period. When both spouses are employed by the City, they are jointly entitled to a com-bined total of twenty-six (26) weeks of leave in a twelve (12)-month period, in- cluding the types of aforementioned leave listed. CONCURRENT LEAVE: An eligible employee that is taking FMLA leave is re-quired to use all accrued medical leave before going on unpaid status. The em-ployee may choose, but is not required, to use accrued vacation and personal annual leave prior to taking leave on unpaid status. Leave taken in conjunction with worker’s compensation injuries will be counted as part of the employee’s twelve (12) week FMLA entitlement. INTERMITTENT LEAVE: When medically necessary, employees may take FMLA intermittently or on a reduced schedule basis for their own serious health condi- tion, the serious health condition of a family member, or for military caregiver leave. Employees are required to cooperate with the City to arrange reduced work schedules or intermittent leave so as to minimize disruption of business op-erations. Qualifying exigency leave may be taken intermittently without regard to medical necessity or disruption of business operations. Leave because of the birth or adoption of a child may not be taken intermittently and must be completed within the twelve (12)-month period beginning on the date of birth or placement of the child. Grand Island Special Meeting - 8/21/2018 Page 148 / 274 32 BENEFITS WHILE ON LEAVE: During any period of leave under this policy, an employee’s group health insurance coverage will be maintained at the same level and under the same conditions as before the leave began. Employees who nor- mally made a contribution toward their health insurance coverage must continue to do so. If the employee has leave banks accrued and is using them, the em-ployee’s contribution will be collected in the same manner as if the employee were reporting to work. However, if the employee’s leave banks have been ex- hausted, the employee must arrange with the Finance Department prior to the start of their leave, for the payment of the employee’s share of the premiums and other voluntary deductions to be made during their absence. Once an employee has exhausted all leave banks, they will not accrue any other benefits. This in-cludes vacation time, medical leave time, holidays and personal daysannual leave. RETURN TO DUTY: An employee who has taken leave for his/her own serious health condition will be required to present certification of fitness for duty from a health care provider prior to returning to work. Failure to provide certification may cause denial of reinstatement. Upon return to duty, an employee is entitled to restoration of the former position or an equivalent position with equivalent pay and benefits. Sec. 3.18 CITY HALL CLOSURE When the decision to close City Hall has been determined during regular busi-ness hours (8:00 a.m. – 5:00 p.m.) a citywide notice will be sent notifying em-ployees of the closure as well as an announcement made over the City Hall in- tercom. During regular business hours as well as after hours (5:00 p.m. – 8:00 a.m.) em-ployees have the opportunity to call 385-5444 Ext. 511 and a message of the closure will be recorded by the City Administrator. This message only applies for the date stated within the message. • The written and verbal announcement for closure during regular business hours will be as follows (and sent to Department Directors prior to the clo- sure release to give the Director an opportunity to notify emergency and essential personnel within their department): Due to the (condition of closure) City Hall will be closing today at (time) and will reopen tomorrow for regular business hours. Personnel that are not essential during (condition of closure), as determined by your Depart- ment Director, will make arrangements to leave City Hall at the determined closing time. Employees are encouraged to consider their own safety when deciding whether to travel to and from work. A message will be left at 385-5444 Ext 511 if the closure of City Hall is determined for tomorrow. Grand Island Special Meeting - 8/21/2018 Page 149 / 274 33 • The verbal announcement of City Hall closure after hours for the prior business day will be recorded as follows: Due to the (conditions of closure) today (state date) City Hall will be closed and will reopen tomorrow (state date) for regular business hours. All per- sonnel determined essential by the Department Directors will report to work. The Department Director will determine who is essential and who is not and will confirm this decision within the employee’s job description or verbally during the event. The employees’ pay will be handled in the following manner: • If City Hall is closed on the employee’s regularly scheduled work day, the employee is paid regular pay for the his/her scheduled hours for that day. • If City Hall is open for any part of the day and the employee chooses not to come in, the employee will use vacation or personal time. • If the employee had already scheduled the day off, they will use the leave hours they already requested. (i.e. vacation, funeral, etc.). • Sec. 3.19 POSITION CLASSIFICATION The Human Resources Department will be responsible for the maintenance of a classification plan based on an analysis of duties of each position in the City. Written specifications, also known as job descriptions, will be approved by the City Administrator. Each description will define the class, summarize the duties to be performed, and establish the minimum standards of experience and qualifica- tions required for appointment. Duties described in the job description may not be all-inclusive and do not restrict the assignment of other duties. Each Department Director is responsible for the assignment of duties, location of work, tools and equipment furnished, work schedule, and working conditions. Di- rectors may request a classification review of any position in his/her department at any time. With the approval of the Department Director an employee may request a classi- fication review of his/her own position at any time, provided the position has not been reviewed within the last six (6) months. Such requests will be submitted to the Human Resources Director in writing through the Department Director. Grand Island Special Meeting - 8/21/2018 Page 150 / 274 34 Sec. 3.20 EMPLOYMENT CATEGORIES Each employee is employed in a classification that is considered either “exempt” or “non-exempt”. Non-exempt employees are entitled to overtime pay under the Fair Labor Standards Act for hours worked over forty (40) in the same workweek. Exempt employees are not entitled to such overtime pay. In addition to these dis-tinctions, each employee will also fall into one of the following employment cate- gories: TEMPORARY/SEASONAL employees are those who are hired as interimas in-terim replacements or seasonal help to temporarily supplement the work force, or to assist in the completion of a specific project. Employment assignments in this category are of a limited duration. Employment beyond any initially stated period does not in any way imply a change in employment status. While temporary em- ployees receive all legally mandated benefits, such as worker’s compensation and social security, they are not eligible for any other benefit programs offered by the City of Grand Island. SEASONAL employees are those who are hired to temporarily supplement the work force for a specific season, e.g. aquatics, summer parks programs, mowing, etc. Employment assignments in this category are of a limited duration. Employ-ment beyond any initially stated period does not in any way imply a change in employment status. While seasonal employees receive all legally mandated ben- efits, such as worker’s compensation and social security, they are not eligible for any other benefit programs offered by the City of Grand Island. REGULAR PART-TIME employees are those that work less than forty (40) hours per week and are not seasonal,/ temporary or in their introductory period. Em- ployees that work thirty (30) hours per week or more are eligible for single cover- age health insurance benefits. Employees that work less than thirty (30) hours per week will not be eligible to take part in the City’s health plan. Benefits for reg-ular part-time employees, who work at least thirty (30) hours per week, are pro- rated based on their average hours of work during the year. REGULAR FULL-TIME employees are those who are not in a temporary, intro-ductory, or part-time status and who are regularly scheduled to work a full-time schedule with the City. These employees are eligible for the City’s benefits pro- gram. Sec. 3.21 INTRODUCTORY PERIOD All employees, other than temporary/ or seasonal, shall normally serve an intro- ductory period as determined by the department that shall not be less than six (6) months. The introductory period is an essential part of the employment selection process. It gives the City and the employee the opportunity to make sure the job is a good fit. An employee’s performance that does not meet required standards Grand Island Special Meeting - 8/21/2018 Page 151 / 274 35 may be terminated without recourse within the introductory period. When it is de-termined that the services of the employee have not been acceptable, the De- partment Director shall notify the employee in writing of the date that the termina- tion will be in effect. A performance report, together with a copy of the termination shall be forwarded to the Human Resources Department and City Administrator for approval. A newly hired employee will accrue vacation during the introductory period, but it will not be considered “earned” until the introductory period is successfully com- pleted. An employee that leaves the City’s employ during the introductory period will not be compensated for the accrued vacation. A performance evaluation and change of status form that requests the employee be removed from the introductory status will signify successful completion of the introductory period. The Department Director may extend the introductory period upon written notification to the employee and the Human Resources Director. While serving the introductory period, an employee may be appointed or promot- ed to a position in a different class. When this occurs, the employee will begin a new introductory period for the position to which he/she has been appointed or promoted to. The same is true for employees that request reassignment into a different position. An employee may also serve additional introductory periods in the case of a promotion. When promoted, an employee will serve an introductory period that resembles that required for the original appointment. Sec. 3.22 REGULAR STATUS Once an employee successfully completes his/her introductory period, the em-ployee is then appointed to regular status. Upon appointment to regular status, an employee will receive the following vaca- tion time: 1. Upon completion of the six (6) month introductory period – five (5) days 2. Upon completion of a one (1) year period – an additional five (5) days Regular status employees will then begin accruing vacation leave and be eligible to use accrued vacation at the rate established by these rules. Sec. 3.23 HOURS OF WORK The forty (40)- hour workweek shall be the standard workweek unless otherwise provided. All employees may be required to work over forty (40) hours per week. Grand Island Special Meeting - 8/21/2018 Page 152 / 274 36 Employees in non-exempt classifications shall be compensated at a rate of time and one half of their regular rate of pay for all hours worked over forty (40) in the work week. Exempt employees are not eligible for overtime for hours worked in excess of forty (40) during the workweek. For purposes of calculating overtime, hours worked shall include actual hours worked. Any payment for time not actual-ly worked (leave time) shall not count towards the calculation of overtime. Over-time shall not be paid more than once for the same hours worked. Department Directors may establish work periods and hours of work, which differ from the standard to meet special department needs or workloads with the ap-proval of the City Administrator. COMPENSATORY TIME: Compensatory time may be taken in lieu of time and half pay for overtime worked if approved by the Department Director. Each hour of overtime worked will be credited at one and one-half (1-1/2) hours of time that can be taken off at a later date. The use of Compensatory time must be permit-ted by the Department policies and meet the Department’s needs. These hours need to must be recorded in the payroll system at the time of accrual and use. When allowed by the Department Director, an employee may accrue no more than sixty (60) hours of compensatory time in a calendar year. Any exceptions to this provision must have the written authorization of the Human Resources Direc- tor. LUNCH PERIODS: Lunch periods may be established in one (1)-hour or one half-(1/2) hour increments. In the event that the employee is required to work through the lunch period or have lunch at their desk, the time will be added to the hours worked for the day. REST PERIODS: Rest periods, more commonly referred to as “breaks” may be taken in fifteen (15) minute increments during each one-half workday when pos-sible. No more than one (1) break per half workday is permitted. Employees are encouraged to take breaks when the work load allows, but may not save up break time to use in larger increments than fifteen (15) minutes or to leave work early. Break time is to be used in the spirit in which is intended, for and abuse of rest periods may be cause for disciplinary action. PAY SCHEDULESSALARY TABLES: The City Human Resources Department in conjunction with the Finance Department will maintain pay schedules salary ta- bles for approved classifications as prescribed by City Ordinance. The City may revise the pay schedulesalary tables when changes in classes, availability of la-bor supply, prevailing rates of pay/comparability, or economic conditions so dic- tate. The new pay schedulessalary tables will become effective upon the effec- tive date of the ordinance that has been approved by the Mayor and City Council. Grand Island Special Meeting - 8/21/2018 Page 153 / 274 37 All new employees will normally be hired at Step 1 of the pay grade of their posi-tion. However, due to extenuating circumstances, an employee may be hired at a higher step with the written approval of the City Administrator. Employees will remain in each step for at least one (1) year with their performance to be evalu- ated on the anniversary of the change of status. Prior to advancing in a step or grade, employees will be evaluated on their per- formance at least annually. An employee must receive satisfactory performance ratings in order to receive an increase in pay, other than a salary table adjust- ment. Such adjustments in pay shall be effective on the first day of a pay period falling on or immediately after the employee is eligible for the pay increase. An employee receiving the highest possible rating in all categories may be con- sidered for more than a one-step increase when recommended by the Depart- ment Director and approved by the Human Resources Director and City Adminis-trator. PROMOTIONS: An employee who is promoted will be placed in the lowest step of his/her new pay grade that will permit an increase of at least three (3) per- cent% of their step on the previous pay grade. After successfully completing the six-(6) month introductory period in his/her new position, he/she may be reviewed by their Department Director for a step increase at this time. DEMOTIONS: The pay of any employee who is demoted will be on the same step of the pay grade for the job classification to which the employee is being demoted. The City Administrator may at his/her discretion place the demoted employee on a step of the new pay grade that will ensure that the pay of the de- moted employee has been reduced. PAY PERIODS: All employees will be paid biweekly. The pay period may be larger or smaller than two (2) weeks. The Finance Director may, at his/her own discretion, because of unforeseen incidents, change the day on which paychecks will be issued. If a holiday falls in the payroll processing week, the direct deposits may be delayed by one day. Direct deposit is required for all City employees. SAFE HARBOR: The City uses a payroll cycle that runs bi-weekly ([every two (2) weeks). ]. Any employee that identifies a mistake in his/her paycheck should con- tact his/her supervisor and/or the Payroll Specialist so that it may be corrected. The City makes every effort to correctly process its payroll and prohibits improper deductions. Any such errors will be corrected as they are identified. CALL BACK PAY: An employee that is called into work from his/her home will be eligible to receive compensation at the rate of time-and-one-half (1 ½) for the ac- tual hours they are engaging in work. Grand Island Special Meeting - 8/21/2018 Page 154 / 274 38 Grand Island Special Meeting - 8/21/2018 Page 155 / 274 39 CHAPTER FOUR LEAVE POLICIES Employees qualify for the following leave banks only if they are regular status employees that work an average of thirty (30) hours per week. Employees that work on an average of less than forty (40) but more than thirty (30) shall receive the following leave on a prorated basis. Sec. 4.01 LEAVE The following types of leave are established and shall apply to all employees covered by these rules and regulations: 1. Paid Holidays 7. Administrative Leave 2. Vacation Leave 8. Leave of Absence 3. Medical Leave 9. Bereavement Leave 4. Accident Leave 10. Family Medical Leave 5. Military Leave 11. Personal Annual Leave 6. Court Leave 12. Compensatory Time 13. Convenience Day All departments shall maintain a record of each employee accounting for time worked. All types of leave used must be documented on an Absence Report form as provided by the Human Resources Department.Requests for leave must be entered into MUNIS indicating the kind of leave, duration, and dates of departure and return. Requests must be approved prior to taking the leave. In the case of an unforeseeable medical or other emergency situation, the request shall be completed and submitted for approval immediately upon the employee’s return to duty. Unless a request approved by the supervisor substantiates an absence, an employee shall not be paid for any absence from scheduled work hours. Each department is responsible for keeping track of vacation and medical leave for the employees within the department. The records should reflect hours earned, used, and unused. Once an employee has exhausted all leave banks, they will not accrue any other benefits. This includes vacation time, medical leave time, holidays and personal annual days. Sec. 4.02 PAID HOLIDAYS The City recognizes the following holidays as paid holidays and the dates that they will be observed on: New Year’s Day January 1 Martin Luther King, Jr. Day Third Monday in January Memorial Day Last Monday in May Grand Island Special Meeting - 8/21/2018 Page 156 / 274 40 Independence Day July 4 Labor Day First Monday in September Veteran’s Day November 11 Thanksgiving Day Fourth Thursday in November Day after Thanksgiving Day Fourth Friday in November Christmas Day December 25 When a holiday falls on a Saturday, it will be observed on the preceding Friday. When a holiday falls on a Sunday, it will be observed on the following Monday. The Mayor may designate such special holidays as circumstances merit. Non-exempt regular full-time and part-time employees who are required to work on a holiday will be granted overtime pay for the time period worked. Regular part-time employees, who work an average of at least thirty (30) hours per week, will be eligible for paid holidays on a prorated basis. Temporary/S and seasonal employees are not eligible for paid holidays, and if required to work on a holiday will be paid for the time worked at their normal rate of pay. If a holiday occurs while an employee is on Worker’s Compensation or other dis-ability compensation, no credit for the holiday will be allowed. In order to receive pay for an observed holiday, an employee must not have been absent without pay on the workday immediately preceding or and immediately following the holi- day unless excused by his/her supervisor. Employees in classifications that do not provide for overtime pay (exempt) shall receive annually a paid holiday to be known as a Convenience Day to be used as one (1) full day of leave. The employee’s supervisor must approve the date se- lected. As amended October 15, 2014, Resolution 2014-318 Sec. 4.03 VACATION LEAVE Vacation leave must be used in not less than one-half (1/2) hour increments. All regular status full-time employees are eligible to take vacation leave as it is earned and will accrue vacation leave in bi-weekly increments in the following manner: Years 1 through 4 10 working days 1. Upon successfully completing the six (6) month introductory period, an employee will have available forty (40) hours of vacation time. The em-ployee will accrue an additional forty (40) hours in the second six (6) months of continuous service following the introductory period. 2. Years 2 through 4 Eighty (80) hours Grand Island Special Meeting - 8/21/2018 Page 157 / 274 41 3. Years 5 through 6 15 working daysOne hundred twenty hours (120) 4. Years 7 through 8 16 working daysOne hundred twenty- eight hours (128) 5. Years 9 through 10 17 working daysOne hundred thirty-six hours (136) 6. Years 11 through 12 18 working daysOne hundred forty-four hours (144) 7. Year 13 19 working daysOne hundred fifty-two hours (152) 8. Years 14 through 19 20 working daysOne hundred sixty hours (160) 9. Years 20 through 24 21 working daysOne hundred eighty hours (180) 10. Year 25 and beyond 22 working daysTwo hundred hours (200) Regular part-time status employees who work at least thirty (30) hours per week, will accrue vacation at a prorated amount based on the average hours worked. Employees who are promoted to full time from another status will accrue vacation based upon the full time status date. As amended October 15, 2014, Resolution 2014-318 Temporary/ and seasonal employees are not eligible for paid vacations. Directors will make every effort to grant requested vacation time; however, it must be approved in advance and will be granted on the basis of work require-ments of the department. Seniority will be considered when scheduling vacations within the department. Each employee will take a period of vacation that allows him or her to be away from the workplace for a minimum of five (5) consecutive work days which may include the use of personal annual leave. Holidays, which occur during an em- ployee’s vacation, do not count as vacation time. CARRY-OVER Employees will be allowed to carry-over the maximum amount of vacation that they earn in one year, plus eighty (80) hours. Current vacation time and carry- over time may be used during a single calendar year when authorized. An employee who fails to use his/her vacation time through the employee’s own decision loses all but the maximum carry-over amounts as mentioned above. The Human Resources Director and City Administrator may waive the provisions of this section in extreme circumstances for the good of the City. TRANSFERS Grand Island Special Meeting - 8/21/2018 Page 158 / 274 42 When an employee transfers from one department to another in the City Person-nel System, his/her vacation accrual will be transferred to the new department. Transfers made for the convenience of the employee will result in loss of prefer- ence in the scheduling of vacation time. PAYMENT FOR VACATION TIME NOT TAKEN Upon terminationseparation, regular status employees will be paid in cash for all unused accrued vacation. In the event of the death of a regular status employee, payment will be made to the employee’s beneficiary or estate for all unused ac- crued vacation time. ADVANCE VACATION The City Administrator may advance vacation leave to a regular status employee in an amount not to exceed that which the employee would earn during the cal- endar year. Employees who have been advanced vacation leave will reimburse the City for all used unearned vacation leave upon terminationseparation. Sec. 4.04 MEDICAL LEAVE Medical leave will be charged in one-half (1/2) hour increments. Medical leave is defined as a period in which an employee is incapacitated for performance of his/her duties by sickness or injury. It may be a period when an employee is away from work because of medical, surgical, dental, or optical ap- pointments, or treatment. An employee would qualify for medical leave in the event that his/her exposure to a contagious disease would jeopardize the health of others by being present at the workplace. Another situation where an employee would qualify for medical leave is to care for an immediate family member that is ill or injured. For purposes of medical leave, “immediate family member” shall mean a child, spouse, parent, and par-ents-in-law. “Child” shall include a biological, adopted or foster child, a stepchild, a legal ward, or a child of a person standing “in loco parentis”. Medical leave may also be used to cover disabilities related to pregnancy. ACCRUAL OF MEDICAL LEAVE Medical leave will be accrued at a rate of eight (8) hours per month for full-time regular status employees. Part-time regular status employees, who work at least (thirty) 30 hours per week, will accrue medical leave based on their average hours of work. The maximum amount of medical leave hours that may be ac-crued is one-thousand one-hundred and six (1,0841,106) hours. RESTRICTIONS ON MEDICAL LEAVE USE Department Directors may grant medical leave with pay in accordance with the following provisions: Grand Island Special Meeting - 8/21/2018 Page 159 / 274 43 • Medical leave may not be granted in advance of accrual. • Medical leave may not be used as vacation leave. • Introductory period employees will be entitled to medical leave at the same rate as regular status employees. • Leave without pay may be granted for sickness and disability extending be- yond earned balances in accordance with FMLA leave, if applicable. • After six (6) continuous months of service, vacation leave balances may be used for medical leave when medical leave balances have been exhausted. • The amount of medical leave granted for necessary care of a sick member of an employee’s immediate family may not exceed five consecutive workdays eighty (80) hours per year unless the Department Director grants more time because of unusual circumstances. In instances where extended care is needed (beyond eighty [80] hours per year), the qualifying family member must meet the definition of a serious health condition as defined by the Family Medical Leave Act. • The amount of medical leave charged against an employee’s accrual will be computed on the basis of the exact number of days or hours an employee is scheduled to work, not to exceed eight (8) hours when leave is utilized. • Holidays or other regular days off will not be counted in charging medical leave. • Extended or planned medical leave needs to be requested in advance when- ever possible, e.g., surgery, maternity leave, etc. • Employees are encouraged to use personal annual leave for non-emergency dental, optical, medical appointments, and examinations. Medical leave may be denied for the same by the Department Director if personal annual leave balances are available for the employee’s use. • When an employee transfers within the City Personnel System, the employ- ee’s medical leave accrual will be transferred to the new assignment with the employee. • Employees who are laid off and reinstated will have restored that portion of their unused medical leave accrual. • The applicability of the Family and Medical Leave Act Policy must be deter- mined at the time medical leave is requested. Grand Island Special Meeting - 8/21/2018 Page 160 / 274 44 • When an employee is unable to perform his/her duties due to an injury or sickness arising from the course of employment, any available leave may be used for the period of time that no compensation is allowed pursuant to Sec- tion 48-119 of the Nebraska Revised Statutes, commonly known as Nebraska Worker’s Compensation Law. If no leave is available, accident leave may be used for the period of time that no compensation is allowed under said law. • All medical leave accrual will expire on the date of separation and no employ-ee will be reimbursed for outstanding medical leave at the time of termination separation except as provided in these rules and regulations. COMPENSATION FOR UNUSED MEDICAL LEAVE The City will include in the last paycheck in September 2010, payment for an employee’s unused medical leave in excess of 960 hours accrued from January 2010 through September 2010. Employees will be compensated at the rate of fifty percent (50%) of their hourly rate of pay for each hour in excess of 960, based on the employee’s current rate of pay at the time of compensation. Such compensation for unused medical leave in excess of 960 hours shall not continue after September 2010. (As amended Res. 2010-237) All non-union employees will have a contribution made into a VEBA (Voluntary Employee Benefits Association) Trust in the employee’s name for fifty percent (50%) of their accumulated medical leave at the time of their retirement, not to exceed five hundred forty-twofifty-three hours (calculated at 50% x 1,0841,106 = 542553). The amount of contribution will be based upon the employee’s salary at the time of retirement. (As amended Res. 2010-237) Department Directors will have a contribution made into a VEBA Trust in the em- ployee’s name for one-half (1/2) of their accumulated medical leave, not to ex- ceed thirty (30) days of pay, upon his/her resignation. The contribution will be based on the employee’s salary at the time of terminationseparation. Compensa- tion at retirement for unused medical leave will be the same as provided for all other employees above. In the event of the death of an employee, payment will be made to the employ- ee’s beneficiary or estate. REPORTING OF ABSENCE ON MEDICAL LEAVE In the event that an employee is absent from work, for reasons that entitle the employee to use medical leave, the employee is responsible for notifying his/her supervisor at least thirty (30) minutes prior to duty time. If the employee fails to notify his/her supervisor or the person designated to receive such calls, no medi-cal leave will be approved, except in unusual circumstances to be determined by the Department Director. Grand Island Special Meeting - 8/21/2018 Page 161 / 274 45 Immediately upon return to work, the employee must complete a leave re-quest.needs to submit an Absence Report form as provided in these rules. INVESTIGATION OF USE OF MEDICAL LEAVE Department Directors may investigate the alleged illness of an employee absent on medical leave. False or fraudulent use of medical leave may be cause for dis-ciplinary action and may result in termination. MEDICAL STATEMENT An employee who is absent on medical leave for more than three (3) consecutive days because of an illness of his/her own, or that of an immediate family mem-ber, will be required to furnish a statement signed by the attending physician or other proof of illness satisfactory to the Department Director before returning to work. Sec. 4.05 BEREAVEMENT LEAVE Bereavement leave shall be granted to eligible employees for up to two (2) days per calendar year for non-immediate family members. Non-immediate family member shall mean aunts, uncles, nieces and nephews. Any portion of a work day used for bereavement leave shall be considered a full day of bereavement leave. An employee shall be eligible to use up to three (3) days of paid bereave- ment leave for the death of an immediate family member which includes parents, spouses, children, siblings, grandparents, grandchildren, and in-laws of the same relation, regardless of when it occurs. In addition to the use of bereavement leave as set forth hereafter, medical leave may be granted at the discretion of the Department Director and City Administrator for the death of a member of an em- ployee’s immediate family because of unusual circumstances. To attend the fu- neral of someone other than immediate and non-immediate family, an employee shall take vacation or personal annual leave. Sec. 4.06 COURT LEAVE An employee who is required to serve as a witness or juror in a federal, state, county, police, municipal court, or as a litigant in a case resulting directly from the employee’s work with the City, will be granted court leave with full pay to serve in that capacity. An employee who is called to testify in other litigation that does not involve the employee’s employment with the City, will not be granted court leave but may use vacation leave, compensatory time, or leave without pay. An employee who is called as a witness or for jury duty will provide his/her su- pervisor with the original summons or subpoena from the court and at the con- clusion of duty, a signed statement from the clerk of the court, or other evidence showing actual time in attendance in court. Grand Island Special Meeting - 8/21/2018 Page 162 / 274 46 Fees received for jury service in a federal, state, or county court will be deposited with the Finance Director upon the employee’s receipt. This does not apply to funds received by employees who would not have been on duty with the City. Sec. 4.07 ADMINISTRATIVE LEAVE Department Directors may grant administrative leave with pay for the following purposes: • To participate in examinations, funerals, and activities directly related to his/her work. • To investigate a disciplinary issue. • To compete for positions in the City Personnel System. • To present grievances or appeals to a government official. Department Directors may not grant administrative leave in excess of fifteen (15) days. The Mayor must approve requests for leave in excess of fifteen (15) days. Sec. 4.08 MILITARY LEAVE The City will follow provisions relating to military leave as provided by Nebraska Statutes. Additional Active Duty Leave will be granted for members of the military when they have been called to active duty and the period as defined under State statute has expired. The eligible employee will receive pay for two (2) additional pay periods, minus any hours that he/she is available to work during that period. The employee’s health insurance benefits may remain in place at the same pre- mium level for three (3) additional calendar months at their request. An employee will only be eligible to receive the additional Active Duty Leave one (1) time during the course of a military action. Sec. 4.09 ACCIDENT LEAVE Accident leave is provided by the City to allow a period of recovery from on-the- job accidents. Full pay and benefits will be provided for 150 consecutive calendar days, subject to the waiting provisions in Section 48-119 of the Nebraska Work- ers Compensation Law. Pursuant to that provision, no compensation will be al- lowed for the first seven (7) calendar days after a disability begins unless that disability continues for six (6) weeks or longer. When the disability lasts less than six (6) weeks, employees may use any additional leave for the initial seven (7) days and will be granted accident leave if no other leave is available. Grand Island Special Meeting - 8/21/2018 Page 163 / 274 47 Employees governed by the Civil Service Act of the State of Nebraska will be provided accident leave according to state statute. Workers Compensation Benefits that replace lost salary are to be retained by the employee and the City will supplement these benefits up to the full gross salary during the period of time that the employee continues to receive salary benefits under these rules. Should the employee receiving accident leave pay, collect from any other party for wages, he/she must reimburse the City for wages paid as accident leave to the extent wages are collected from any other party. Sec. 4.10 LEAVE OF ABSENCE Department Directors may grant an employee a leave of absence without pay for a period not to exceed thirty (30) days if no leave banks are available. The Mayor must approve a request for a leave of absence without pay in excess of thirty (30) days. Sec. 4.11 PERSONAL ANNUAL LEAVE Personal Annual leave must be used in not less than one (1)-hour increments. The City provides two (2) non-cumulative personal annual leave days to all full- time regular status employees that will be granted at the beginning of the calen- dar year and must be used by December 15th. Personal Annual leave days are provided to employees to use in lieu of medical days for routine medical visits and to allow employees to take care of other personal business. As amended October 15, 2014, Resolution 2014-318 Sec. 4.12 CONVENIENCE DAY One convenience day will be granted each calendar year to all exempt employ-ees. This leave must be used in a full-day increment by December 15th and the date of leave approved by the employee’s supervisor. Sec. 4.13 FAMILY MILITARY LEAVE LEAVE ENTITLEMENT The City of Grand Island will grant a leave of absence to all eligible employees who are the spouse or parent of a person called to military service lasting 179 days or longer with the State or the United States pursuant to the orders of the Governor or the President of the United States. The City of Grand Island shall provide up to thirty (30) days of unpaid family military leave to an eligible em- ployee during the time federal or state deployment orders are in effect. EMPLOYEE ELIGIBILITY Grand Island Special Meeting - 8/21/2018 Page 164 / 274 48 An employee must have been employed by The City of Grand Island for at least twelve (12) months and have been employed for at least 1,250 hours of service during the twelve (12)-month period immediately preceding the commencement of the leave to be eligible for family military leave. NOTICE TO COMPANY/CERTIFICATION OF ELIGIBILITY An employee must give at least fourteen (14) days notice of the intended date upon which the family military leave will commence if leave will consist of five or more consecutive work days. Where able, the employee shall consult with his/her supervisor to schedule the leave so as not to unduly disrupt the operations of The the City of Grand Island. Employees taking family military leave for less than five (5) consecutive days shall give his/her supervisor advanced notice as is practicable. The City of Grand Island may require certification from the proper military authority to verify the employee’s eligibility for the family military leave requested. REINSTATEMENT RIGHTS Any employee who exercises the right to family military leave, upon expiration of the leave, shall be entitled to be restored by The the City of Grand Island to the position held by the employee when the leave commenced or to a position with equivalent seniority status, employee benefits, pay, and other terms and condi- tions of employment. During any family military leave, an employee is required to use all accrued personal annual and/or vacation leave before going on unpaid status. BENEFITS WHILE ON LEAVE During any period of leave under this policy, an employee’s group health insur- ance coverage will be maintained at the same level and under the same condi- tions as before the leave began. Employees who normally made a contribution toward their health insurance coverage must continue to do so. If the employee has leave banks accrued and is using them, the employee’s contribution will be collected in the same manner as if the employee were reporting to work. Howev- er, if the employee’s leave banks have been exhausted, the employee must ar- range with the Finance Department prior to the start of their leave, for the pay- ment of the employee’s share of the premiums and other voluntary deductions. Once an employee has exhausted all leave banks, they will not accrue any other benefits. This includes vacation time, medical leave time, holidays and personal annual days. Taking family military leave shall not result in the loss of any em- ployee benefit accrued before the date on which the leave commenced. Grand Island Special Meeting - 8/21/2018 Page 165 / 274 49 CHAPTER 5 BENEFITS To be eligible for benefits with the City, employees must be classified as a regu- lar status employee and regularly work thirty (30) hours per week. Sec. 5.01 HEALTH/DENTAL INSURANCE Health/dental insurance benefits are provided offered to regular status full-time employees. This insurance covers the employee and the employee’s spouse and children, when eligible. Regular status part-time employees that maintain an av-erage of at least thirty (30) hours of work per week are eligible for single cover-age benefits only. The City maintains the right to require employees to pay a por- tion of the insurance premium cost. Employees are eligible to participate in the program on the first of the month fol-lowing completion of 60 days two (2) full calendar months of full time employ-ment. A copy of the current health benefit plan will be given to all eligible new employees in the orientation process and is available to all personnel who re- quest it through the Human Resources Department. The City of Grand Island will comply with all Consolidated Omnibus Budget Rec-onciliation Act (COBRA) laws that apply to each employee as he/she leaves em- ployment. Sec. 5.02 DENTAL INSURANCE Dental insurance benefits are offered to regular status full-time employees. This insurance covers the employee and the employee’s spouse and children, when eligible. Regular status part-time employees that maintain an average of at least thirty (30) hours of work per week are eligible for single coverage benefits only. The City maintains the right to require employees to pay a portion of the insur- ance premium cost. Employees are eligible to participate in the program on the first of the month fol- lowing two (2) full calendar months of full time employment. A copy of the current dental benefit plan will be given to all eligible new employees in the orientation process and is available to all personnel who request it through the Human Re- sources Department. The City of Grand Island will comply with all Consolidated Omnibus Budget Rec-onciliation Act (COBRA) laws that apply to each employee as he/she leaves em- ployment. Grand Island Special Meeting - 8/21/2018 Page 166 / 274 50 Sec. 5.03 VISION INSURANCE Vision insurance benefits are offered to regular status full-time employees. This insurance covers the employee and the employee’s spouse and children, when eligible. Regular status part-time employees that maintain an average of at least thirty (30) hours of work per week are eligible for single coverage benefits only. The City maintains the right to require employees to pay the insurance premium cost. Employees are eligible to participate in the program on the first of the month fol-lowing two (2) full calendar months of full time employment. A copy of the current vision benefit plan will be given to all eligible new employees in the orientation process and is available to all personnel who request it through the Human Re- sources Department. The City of Grand Island will comply with all Consolidated Omnibus Budget Rec-onciliation Act (COBRA) laws that apply to each employee as he/she leaves em- ployment. Sec. 5.02 04 LIFE/ACCIDENTAL DEATH INSURANCE All regular status employees who work on average at least thirty (30) hours per week will receive City-paid life/accidental death insurance coverage. This insur- ance covers the employee and the employee’s spouse and children, when eligi- ble. Employees are eligible to participate in the program on the first of the month following two (2) full calendar months of full time employment. Employees may obtain additional life and accidental death insurance at their own expense through the City. A copy of the current life insurance benefit plan will be given to all eligible new hires during orientation and is available to all personnel who request it through the Human Resources Department. Sec. 5.03 05 CAFETERIA PLAN The City provides employees with the opportunity to set money aside from their paychecks into a cafeteria plan. This plan allows an employee to set money aside for expected medical, and daycare expenses, and non-employer spon- sored premiums on a pre-tax basis. For more details, contact the Human Re- sources Department. Sec. 5.04 06 PENSION PLANRETIREMENT SAVINGS PLAN The City provides a pension retirement savings plan that full time employees are eligible for immediately. Participation is mandatory upon the first day of employ-ment. Employees defer 6 seven and one-half (7.5%) percent (pre-tax) of their pay Grand Island Special Meeting - 8/21/2018 Page 167 / 274 51 into the pension retirement savings plan. The City matches the 6 seven and one-half (7.5%) percent contributed by the employee. Employees direct 100% of Em- ployee employee and Employer employer contributions. The vesting schedule is as follows: - 1 year = 60% - 2 years = 70% - 3 years = 80% - 4 years = 90% - 5 years =100% AMENDMENTS The City reserves the right to change the retirement savings plan in accordance with mandatory existing and future statutes or federal legislation or regulations. Sec. 5.05 07 LONG TERM DISABILITY The City provides its employees with long term disability coverage. Employees are eligible for coverage the first of the month following 60 daystwo (2) full calen- dar months of continuous full time employment. Sec. 5.06 08 TUITION REIMBURSEMENT Tuition reimbursement will may be available after six (6) months of employment subject to the following qualifications, for the purpose of enhancing the knowledge and skills of employees to better perform their current duties: Qualification Process – the determination of whether a request qualifies for the tuition reimbursement program shall be made by the Department Director and City Administrator based on the following considerations: • There is budget authority. • The course is to be a core course offered by an accredited college or university which is directly related to the job of the employee and books and fees are necessary for the course. • There is Department Director and City Administrator approval. • The employee requesting reimbursement is not eligible for other assis-tance programs. Approval Process – To receive tuition reimbursement the employee must submit a “Tuition Request Form”, which contains the qualification infor- mation listed above as well as the employee’s financial request prior to beginning the course. Grand Island Special Meeting - 8/21/2018 Page 168 / 274 52 Reimbursement will be allowed for books and other fees. Tuition reimbursement is available only to regular full-time status employees. If the employee is eligible for other assistance programs the City will provide secondary benefits only. Reimbursement Process – Any employee requesting tuition reimburse-ment will submit a grade report indicating the grade received for the class that was taken. Reimbursement will be as follows: A or B – 100% C – 85% The City makes no commitment to provide for the total cost of a higher education course or for all courses leading to a degree. Each course shall be evaluated separately on its merit by the Department Director and the City Administrator to determine eligibility for tuition and related expense reimbursement. Doctoral or PhD level classes and degree programs are not eligible for reimbursement. The Department Director will include the request for reimbursement in the next payroll period after appropriate documentation is turned inreceived by the Human Resources Department. Sec. 5.07 09 BILINGUAL PAY Employees who are proficient in an approved second language will be paid $1,500 per calendar year, payable in the second check in November. In order for an employee to collect bilingual pay, the employee must be actively employed in November. The Department Director will determine whether bilingual skills are needed based upon the interaction of the department with the public. If bilingual skills are needed, the Department Director will determine which languages are “approved” based upon the needs of the department as they relate to the de-mographics of Grand Island. As amended October 15, 2014, Resolution 2014-318 A test will be given by the Human Resources Department to test the proficiency of the employees in each approved language before an employee is eligible for bilingual pay. The bilingual test will measure, among other things, an employee’s conversational ability. Bilingual pay will be prorated based on the employee’s average hours worked. An employee that is hired as an interpreter will not be eligible for bilingual pay. Sec. 5.08 10 CLOTHING ALLOWANCE Some departments require certain items of clothing as standard equipment. In those instances where a requirement has been imposed, the cost of said re- quirement will be either partially or fully paid by the City. Allowances vary by de-partment and are subject to labor contracts. Grand Island Special Meeting - 8/21/2018 Page 169 / 274 53 Sec. 5.09 11 VOLUNTARY EMPLOYEE BENEFITS ASSOCIATION (VEBA) All non-union employees will be eligible to participate in the group VEBA. A con- tribution will be made on the employee’s behalf each pay period. Employees will have access to the money in their VEBA account for eligible medical expenses upon termination their separation with the City. Human Resources will provide employees with material that further defines the plan. Grand Island Special Meeting - 8/21/2018 Page 170 / 274 54 NOTES Grand Island Special Meeting - 8/21/2018 Page 171 / 274 Approved as to Form ___________ August 23, 2018¤ City Attorney R E S O L U T I O N 2018-244 WHEREAS, the City of Grand Island has determined to amend the City of Grand Island Personnel Rules and Regulations; and WHEREAS, chapters two through five have been amended. NOW, THEREFORE, BE IT RESOLVED BY THE MAYOR AND COUNCIL OF THE CITY OF GRAND ISLAND, NEBRASKA, that City of Grand Island Personnel Rules and Regulation are amended and become effective October 14, 2018. - - - Adopted by the City Council of the City of Grand Island, Nebraska, on August 21, 2018. _____________________________ Jeremy L. Jensen, Mayor Attest: ___________________________________ RaNae Edwards, City Clerk Grand Island Special Meeting - 8/21/2018 Page 172 / 274 City of Grand Island Tuesday, August 21, 2018 Special Meeting Item S -1 Discussion Concerning Proposed Fiscal Year 2018-2019 City of Grand Island Budget Staff Contact: Marlan Ferguson Grand Island Special Meeting - 8/21/2018 Page 173 / 274 City of Grand Island 2018-2019 Annual Budget and Program of Municipal Services General Fund 14 Grand Island Special Meeting - 8/21/2018 Page 174 / 274 GENERAL FUND 2016 2017 2018 2018 2019 ACTUAL ACTUAL BUDGET FORECAST BUDGET Beginning Cash Balance 13,572,770 13,020,137 9,973,226 10,255,279 11,485,731 Revenues General Government 1,678,190 1,673,877 1,709,359 1,593,293 1,675,148 Public Safety 4,641,057 5,723,405 4,217,015 4,235,888 4,227,987 Public Works 755,616 198,278 176,616 379,510 375,100 Environment & Leisure 1,594,215 1,630,837 2,275,210 2,330,198 2,336,002 Other 31,906,093 25,844,541 30,588,776 30,578,334 32,223,212 Total Revenue 40,575,171 35,070,938 38,966,976 39,117,223 40,837,449 Transfers In 4,152,974 754,103 —67,750 — Subtotal 44,728,145 35,825,041 38,966,976 39,184,973 40,837,449 Total Resources Available 58,300,915 48,845,178 48,940,202 49,440,252 52,323,180 Disbursements General Government 4,391,283 3,905,488 4,266,175 3,983,730 4,406,845 Public Safety 20,775,114 22,350,732 21,178,903 21,485,686 20,985,302 Public Works 7,857,481 1,037,504 1,225,292 1,178,824 1,248,090 Environment & Leisure 6,311,063 6,278,150 7,364,067 7,289,801 7,232,995 Other 3,815,837 1,892,442 2,344,716 2,081,480 2,060,206 Total Disbursements 43,150,778 35,464,316 36,379,153 36,019,521 35,933,438 Transfers Out 2,130,000 3,125,583 1,935,000 1,935,000 3,835,000 Total Requirements 45,280,778 38,589,899 38,314,153 37,954,521 39,768,438 Ending Cash Balance 13,020,137 10,255,279 10,626,049 11,485,731 12,554,742 Unrestricted Cash 11,319,359 10,255,279 10,626,049 11,485,731 12,554,742 Restricted Cash-Food & Drink 1,700,778 ———— 13,020,137 10,255,279 10,626,049 11,485,731 12,554,742 15 Grand Island Special Meeting - 8/21/2018 Page 175 / 274 GENERAL FUND TRANSFERS 2016 2017 2018 2018 2019 ACTUAL ACTUAL BUDGET FORECAS T BUDGET Operating Transfers In To From General Fund - 100 Gas Tax - 210 2,900,000 ———— General Fund - 100 Police Grants - 260 5,830 ———— General Fund - 100 Golf Course - 510 ———67,750 — General Fund - 100 Electric Utility - 520 718,938 675,217 ——— General Fund - 100 Water Utility - 525 71,942 78,886 ——— General Fund - 100 Employee Benefit Trust - 825 456,264 ———— Total 4,152,974 754,103 —67,750 — Operating Transfers Out From To General Fund - 100 Economic Development - 238 750,000 750,000 750,000 750,000 750,000 General Fund - 100 Occupation Tax - 211 —1,290,583 ——— General Fund - 100 Community Development - 250 100,000 25,000 25,000 25,000 25,000 General Fund - 100 Metropolitan Planning Org - 225 465,000 ———— General Fund - 100 Transportation Fund - 226 115,000 160,000 160,000 160,000 160,000 General Fund - 100 Capital Projects - 400 700,000 700,000 1,000,000 1,000,000 1,000,000 General Fund - 100 Capital Projects - 410 ————1,900,000 General Fund - 100 Golf Course - 510 —200,000 ——— Total 2,130,000 3,125,583 1,935,000 1,935,000 3,835,000 16 Grand Island Special Meeting - 8/21/2018 Page 176 / 274 General Fund Revenue Detail 2016 2017 2018 2018 2019 Actual Actual Budget Forecast Budget ADMINISTRATION CO-PAY HEALTH INSURANCE 7,454 2,703 ——— OTHER REVENUE 86,000 ———— 93,454 2,703 ——— CITY CLERK CLERK FEES 38,986 34,115 32,000 27,000 30,000 CO-PAY HEALTH INSURANCE 1,281 427 ——— 40,267 34,542 32,000 27,000 30,000 FINANCE OTHER FEES & SERVICES 15,510 14,155 14,000 14,000 14,000 CO-PAY HEALTH INSURANCE 45,612 22,511 ——— SALARY REIMBURSEMENT 1,463,183 1,587,932 1,661,359 1,539,293 1,629,148 OTHER REVENUE 1 2,994 ——— 1,524,306 1,627,592 1,675,359 1,553,293 1,643,148 LEGAL STOP CLASS REVENUE 1,539 1,568 2,000 2,000 2,000 CO-PAY HEALTH INSURANCE 6,437 3,071 ——— OTHER REVENUE —122 ——— 7,976 4,761 2,000 2,000 2,000 CITY HALL CO-PAY HEALTH INSURANCE 2,388 703 ——— 2,388 703 ——— HUMAN RESOURCES CO-PAY HEALTH INSURANCE 9,764 3,576 ——— OTHER REVENUE 35 ——11,000 — 9,799 3,576 —11,000 — TOTAL GENERAL GOVERNMENT 1,678,190 1,673,877 1,709,359 1,593,293 1,675,148 17 Grand Island Special Meeting - 8/21/2018 Page 177 / 274 General Fund Revenue Detail 2016 2017 2018 2018 2019 Actual Actual Budget Forecast Budget BUILDING INSPECTION BUILDING PERMIT 698,473 631,080 700,000 650,000 686,000 BUILDING LICENSE 56,637 56,340 55,000 53,000 55,000 BACKFLOW REIMBURSEMENT 85,145 80,013 80,000 155,000 75,000 CO-PAY HEALTH INSURANCE 21,277 7,956 ——— OTHER REVENUE 13,991 10,194 7,500 3,000 5,000 875,523 785,583 842,500 861,000 821,000 FIRE SERVICES HALL COUNTY AMBULANCE CONTRACT 196,177 147,150 206,620 206,620 206,620 FIRE - FEDERAL GRANTS 5,375 538,563 ——— GRANTS-PAYROLL REIMBURSEMENT 13,834 20,174 10,000 10,000 10,000 INSPECTION FEES 73,248 86,727 70,000 180,000 145,000 BURN PERMIT 1,550 2,485 1,300 1,300 1,300 FIRE - AMBULANCE SERVICE FEES 1,281,262 1,254,124 1,405,227 1,250,000 1,250,000 FIRE - OTHER FEES AND SERVICES 18,709 18,850 17,000 17,000 17,000 FIRE - RECOVERY OF BAD DEBTS 31,367 71,664 30,000 30,000 30,000 FIRE - CO-PAY HEALTH INSURANCE 154,863 61,224 ——— FIRE - LOAN PROCEEDS —969,208 ——— FIRE - OTHER REVENUE 7,795 12,193 1,000 1,000 1,000 FIRE - SALE OF FIXED ASSETS 36,239 3,308 3,000 3,000 3,000 1,820,419 3,185,670 1,744,147 1,698,920 1,663,920 POLICE SERVICES WEED ASSESSMENTS 960 2,249 1,000 1,000 1,000 WEED ASSESSMENTS INTEREST 73 432 ——— FEDERAL GRANTS 179,329 114,780 90,000 90,000 90,000 DOG & CAT LICENSES 37,299 ———— OTHER INTERGOVERNMENTAL 296,925 357,459 300,000 320,000 320,000 ALCOHOL TESTING 27,303 19,090 25,000 25,000 25,000 STORAGE FEES 96,633 108,850 100,000 100,000 100,000 IMPOUND FEES 23,900 24,735 25,000 25,000 25,000 TOWING CHARGES 82,739 82,270 80,000 80,000 80,000 SALE OF RECORDS 4,643 9,896 4,500 7,000 7,000 WEED MOWING SERVICES 3,110 2,759 2,500 2,800 2,500 OTHER FEES & SERVICES 7,956 6,487 4,200 5,000 5,000 UNCLAIMED PROPERTY 7,124 17,625 2,000 7,000 6,000 DONATIONS & CONTRIBUTIONS 50 ———— CO-PAY HEALTH INSURANCE 200,000 83,264 ——— OTHER REVENUE 43,186 16,479 20,000 6,000 6,000 SALE OF FIXED ASSETS 17,759 36,131 18,000 25,000 25,000 LAW ENFORCEMENT-OTHER INTERGOV'T 82,688 85,465 80,000 80,000 80,000 LAW ENFORCEMENT-CO-PAY HEALTH INS 2,334 707 ——— LAW ENFORCEMENT-OTHER REVENUE 500 ———— POLICE GRANT-OTHER REVENUE 19,329 21,702 2,250 17,250 10,000 1,133,840 990,380 754,450 791,050 782,500 18 Grand Island Special Meeting - 8/21/2018 Page 178 / 274 General Fund Revenue Detail 2016 2017 2018 2018 2019 Actual Actual Budget Forecast Budget EMERGENCY MANAGEMENT LEPC REIMBURSEMENT ——5,000 5,000 5,000 COUNTY SHARE OF COMM/CIVIL 511,073 508,366 607,918 607,918 629,567 FEDERAL GRANTS 161,712 127,969 150,000 150,000 220,000 OTHER FEES & SERVICES 843 365 ——— EMERGENCY MGMT-CO-PAY HLTH INS 8,368 3,341 ——— EMERGENCY MGMT-OTHER REVENUE —20 ——— CREDIT CARD REBATE 467 862 ——— ALARM FEES 89,265 93,255 97,000 90,000 90,000 AMBULANCE SERVICE FEES 16,415 17,995 16,000 32,000 16,000 COMMUNICATION CO-PAY HLTH INS 23,132 9,564 ——— COMMUNICATION-OTHER REVENUE —35 ——— 811,275 761,772 875,918 884,918 960,567 TOTAL PUBLIC SAFETY 4,641,057 5,723,405 4,217,015 4,235,888 4,227,987 19 Grand Island Special Meeting - 8/21/2018 Page 179 / 274 General Fund Revenue Detail 2016 2017 2018 2018 2019 Actual Actual Budget Forecast Budget ENGINEERING ENGINEERING PERMIT 11,241 6,519 8,000 7,000 8,000 LICENSE AGREEMENT FEES 2,700 3,125 2,000 5,500 5,000 ENGINEERING SERVICES 450,000 45,464 —150,000 150,000 MAPS & PRINT SALES 99 125 100 10 100 ADMI CHARGE-LANDFILL 9,153 43,001 38,000 58,500 60,000 ADMI CHARGE-SEWER —92,592 127,516 155,500 150,000 CO-PAY HEALTH INSURANCE 16,482 4,552 ——— OTHER REVENUE 2,352 2,900 1,000 3,000 2,000 492,027 198,278 176,616 379,510 375,100 STREET & ALLEY PAVING PERMIT 28,973 ———— INCENTIVE PAYMENT 4,000 ———— SERV & MAINT CONTRACT-STATE 35,672 ———— CO-PAY HEALTH INSURANCE 52,645 ———— OTHER REVENUE 142,299 ———— CREDIT CARD REBATE ————— TRADE IN ALLOW-MACH & EQUIP ————— SALE OF FIXED ASSETS ————— 263,589 ———— TOTAL PUBLIC WORKS 755,616 198,278 176,616 379,510 375,100 PLANNING COUNTY SHARE OF PLANNING 124,288 98,033 138,779 138,779 126,020 MAPS & PRINT SALES 1,825 2,465 1,500 1,500 1,500 LETTER OF MAP REVIEW 250 50 1,000 1,000 1,000 PLANNING-CO-PAY HEALTH INSURANCE 7,013 2,133 ——— OTHER REVENUE 2,415 ———— CREDIT CARD REBATE 83 63 83 —— CRA-OTHER FEES & SERVICES 46,854 39,565 41,366 41,366 42,979 182,728 142,309 182,728 182,645 171,499 LIBRARY COUNTY SHARE OF LIBRARY —11,250 18,750 18,750 25,000 STATE GRANTS 8,094 7,624 8,482 7,653 7,653 COPY MACHINE USE FEES 11,027 10,106 10,000 10,000 10,000 FINES & PENALTIES 24,384 22,145 25,000 25,000 25,000 NONRESIDENT CARD FEE 12,848 7,347 5,000 5,500 5,500 CO-PAY HEALTH INSURANCE 24,911 11,591 ——— OTHER REVENUE 3,729 2,791 22,000 26,000 26,000 84,993 72,854 89,232 92,903 99,153 20 Grand Island Special Meeting - 8/21/2018 Page 180 / 274 General Fund Revenue Detail 2016 2017 2018 2018 2019 Actual Actual Budget Forecast Budget PARKS PARK ADMINISTRATION - CO-PAY HLTH INS 3,003 1,431 ——— PARK OPERATIONS - CO-PAY HLTH INS 24,858 11,479 ——— PARK OPERATIONS - OTHER REVENUE 61,830 67,768 60,000 60,000 60,000 GREENHOUSE - CO-PAY HEALTH INS 3,086 1,381 ——— CEMETERY BURIAL SERVICES 72,650 86,450 80,500 85,000 85,000 CEMETERY - CO-PAY HEALTH INSURANCE 12,789 5,904 ——— SALE OF CEMETERY LOTS 47,700 60,540 50,000 60,000 60,000 CEMETERY - OTHER REVENUE 4,225 2,650 ——— 230,141 237,603 190,500 205,000 205,000 RECREATION RECREATION - CO-PAY HEALTH INS 3,341 2,003 ——— PLAYGROUND REVENUE 8,400 9,305 8,500 9,250 9,250 CHILDREN'S THEATRE REVENUE ——750 —— FLAG FOOTBALL REVENUE 7,174 4,550 8,000 8,000 8,000 STOLLEY PARK RAILWAY 15,292 16,637 15,600 16,500 16,500 FIELDHOUSE 248,176 259,466 249,700 266,150 251,850 SWIMMING LESSONS - WATER PARK 15,600 16,140 15,000 16,000 16,000 WATER EQUIP RENTAL-WATER PRK 8,292 6,980 10,000 8,000 8,000 LIFEGUARD REIMBURSE TRAINING 3,750 3,100 2,750 3,000 3,000 CONCESSIONS - WATER PARK 93,950 85,103 95,000 90,000 90,000 SEASON PASSES - WATER PARK 55,698 52,297 55,000 55,000 55,000 ADMISSIONS - WATER PARK 195,422 181,998 200,000 190,000 190,000 GROUP SALES - WATER PARK 10,462 15,111 20,000 15,000 15,000 AQUATIC UNIFORM SALES 4,069 4,323 4,000 4,000 4,000 SOUVENIR SALES 1,293 3,376 2,500 2,500 2,500 OTHER REVENUE-WATER PARK 2,507 646 2,400 2,400 2,400 WATER PARK - SALES TAX 25 ———— SWIMMING LESSONS - LINCOLN POOL 9,575 11,070 10,000 11,000 11,000 ADMISSIONS - LINCOLN POOL 40,961 37,433 37,000 37,000 37,000 OTHER REVENUE-LINCOLN POOL 374 312 400 400 400 724,361 709,850 736,600 734,200 719,900 PUBLIC INFORMATION CABLE T.V. FRANCHISE FEES 42,838 42,771 45,000 45,000 45,000 CO-PAY HEALTH INSURANCE 2,342 920 ——— OTHER REVENUE ——200 200 200 45,180 43,691 45,200 45,200 45,200 21 Grand Island Special Meeting - 8/21/2018 Page 181 / 274 General Fund Revenue Detail 2016 2017 2018 2018 2019 Actual Actual Budget Forecast Budget HEARTLAND PUBLIC SHOOTING PARK MEMBERSHIP FEES 230 ———— SPECIAL EVENTS REVENUE 211,054 298,631 260,000 290,000 290,000 SPORTING CLAY REVENUE 13,258 17,774 12,000 17,500 17,500 SPORTING CLAY REV-PUNCH CARDS 1,552 495 1,000 1,000 1,000 SPORTING CLAY REVENUE-YOUTH 5,788 4,477 7,000 6,000 6,000 TRAP REVENUE 4,715 6,394 5,000 5,000 5,000 TRAP REVENUE-PUNCH CARDS 527 497 1,000 500 500 TRAP REVENUE-YOUTH 5,624 4,117 6,000 5,000 5,000 SKEET REVENUE 4,620 7,447 4,000 4,000 4,000 SKEET REVENUE-PUNCH CARDS 5,315 5,505 5,000 5,000 5,000 SHEET REVENUE-YOUTH 2,894 4,262 3,000 4,000 4,000 5-STAND REVENUE 763 56 1,000 250 250 5-STAND REVENUE-YOUTH 76 25 300 100 100 SHOTGUN SHELL REVENUE 1,740 2,403 2,500 2,500 2,500 RIFLE-PISTOL LEAGUES 2,134 4,756 250 4,000 4,000 RIFLE-PISTOL REVENUE 23,166 19,153 20,000 20,000 20,000 ARCHERY REVENUE 533 222 1,000 500 500 MISC MERCHANDISE SALES 2,390 2,427 3,000 3,000 3,000 CART RENTAL FEE 7,619 5,363 6,500 5,000 5,000 CAMPING-RV FEES 5,839 9,526 5,500 9,000 9,000 OTHER RENTAL 3,349 500 3,000 3,000 3,000 DONATIONS & CONTRIBUTIONS 14,500 25,332 20,000 20,000 20,000 CONCESSIONS - SHOOT PARK 2,680 2,439 3,500 2,500 2,500 CO-PAY HEALTH INSURANCE 6,246 2,729 ——— OTHER REVENUE 200 —500 500 500 326,812 424,530 371,050 408,350 408,350 JACKRABBIT RUN GOLF COURSE GREEN FEES ——330,000 330,000 330,000 EQUIPMENT RENTAL ——165,000 165,000 170,000 GOLF PRO COMMISSIONS ——125,000 125,000 145,000 OTHER REVENUE ——1,900 1,900 1,900 SALES TAX ——38,000 40,000 40,000 ——659,900 661,900 686,900 TOTAL ENVIRONMENT AND LEISURE 1,594,215 1,630,837 2,275,210 2,330,198 2,336,002 22 Grand Island Special Meeting - 8/21/2018 Page 182 / 274 General Fund Revenue Detail 2016 2017 2018 2018 2019 Actual Actual Budget Forecast Budget NONDEPARTMENTAL PROPERTY TAXES 8,410,316 6,468,158 9,905,174 9,905,174 10,888,677 MOTOR VEHICLE TAX 1,006,260 1,063,633 951,492 951,492 951,492 PAYMENT IN LIEU OF TAX-ELECTRIC 718,938 —700,000 650,000 650,000 PAYMENT IN LIEU OF TAX-WATER 71,942 —65,000 65,000 65,000 NATURAL GAS FRANCHISE 397,813 392,553 700,147 600,000 600,000 WIRELESS FRANCHISE 305,452 186,682 219,933 219,933 219,933 TELEPHONE FRANCHISE 75,030 41,414 100,000 85,000 85,000 FOOD & BEV OCCUPATION TAX 1,532,280 ———— CABLE T.V. FRANCHISE 572,987 579,852 575,000 575,000 575,000 LIQUOR OCCUPATION TAX 70,925 61,470 70,000 70,000 70,000 OTHER FRANCHISE TAXES 1,000 1,000 1,000 1,000 1,000 GENERAL SALES TAX 15,042,561 14,784,881 15,213,914 15,213,914 15,518,192 MOTOR VEHICLE SALES TAX 1,345,861 ———— MUNICIPAL EQUILIZATION FUNDS 589,075 429,079 388,271 388,271 707,083 DOG & CAT LICENSES-FEES —40,035 35,000 32,000 32,000 ADMIN CHARGE - PLANNING 1,200 1,200 1,200 1,200 1,200 ADMIN CHARGE - LANDFILL 23,073 18,421 33,000 18,000 18,600 ADMIN CHARGE - GOLF COURSE 12,194 11,942 ——— ADMIN CHARGE FOR SERV - ELEC 1,123,371 1,123,235 1,064,520 1,169,064 1,177,020 ADMIN CHARGE FOR SERV-WATER 99,275 113,490 92,610 113,850 114,300 ADMIN CHARGE FOR SERV-SEWER 282,925 298,256 264,000 300,000 304,200 COPY MACHINE USE FEES 3 3 15 15 15 OTHER RENTAL 11,000 11,000 11,000 11,000 11,000 INTEREST & DIVIDEND REVENUE 89,970 98,537 60,000 75,000 100,000 OTHER REVENUE 28,466 22,679 25,000 22,500 22,500 CREDIT CARD REBATE 30,733 31,998 32,500 30,921 31,000 SALES TAX 63,443 65,023 80,000 80,000 80,000 31,906,093 25,844,541 30,588,776 30,578,334 32,223,212 Total General Fund Revenues 40,575,171 35,070,938 38,966,976 39,117,223 40,837,449 23 Grand Island Special Meeting - 8/21/2018 Page 183 / 274 General Fund Appropriation Summary 2016 2017 2018 2018 2019 Actual Actual Budget Forecast Budget General Government City Administrator's Office 448,629 385,013 330,071 330,071 329,185 Economic Development 422,830 —100,000 100,000 200,000 Mayor's Office 19,169 19,080 23,365 23,365 23,352 Legislative 91,286 86,066 93,471 93,471 93,413 City Clerk 136,833 161,909 147,178 134,379 150,106 Finance 2,021,700 2,083,505 2,157,018 2,051,074 2,188,183 Legal 366,709 356,742 385,903 355,747 395,050 City Hall 333,684 355,358 477,551 354,405 464,906 Human Resources 550,443 457,815 551,618 541,218 562,650 4,391,283 3,905,488 4,266,175 3,983,730 4,406,845 Public Safety Building Inspection 862,044 905,429 905,715 874,715 922,978 Fire Services 7,662,767 9,618,940 8,145,901 8,292,651 7,876,544 Police 10,876,025 10,424,986 10,718,086 10,876,309 10,808,254 Emergency Management 1,374,278 1,401,377 1,409,201 1,442,011 1,377,526 20,775,114 22,350,732 21,178,903 21,485,686 20,985,302 Public Works Engineering 933,445 717,294 786,049 732,813 801,644 Engineering Administration 385,141 320,210 439,243 446,011 446,446 Streets & Transportation 6,538,895 ———— 7,857,481 1,037,504 1,225,292 1,178,824 1,248,090 Environment & Leisure Planning 287,760 286,639 286,885 285,435 301,185 Library 1,876,290 1,762,095 1,814,215 1,767,006 1,831,023 Parks 1,808,328 1,811,003 1,828,103 1,794,246 1,759,517 Cemetery 539,943 533,054 570,983 572,483 560,678 Recreation 438,831 472,458 470,647 469,397 502,615 Aquatics 591,897 591,289 614,846 622,846 613,300 Public Information 210,794 203,384 222,299 222,299 222,617 Heartland Shooting Park 557,220 618,228 765,715 765,715 657,176 Jackrabbit Run Golf Course ——790,374 790,374 784,884 6,311,063 6,278,150 7,364,067 7,289,801 7,232,995 Non-Department Non-Department 3,815,837 1,892,442 2,344,716 2,081,480 2,060,206 Total General Fund Appropriation 43,150,778 35,464,316 36,379,153 36,019,521 35,933,438 24 Grand Island Special Meeting - 8/21/2018 Page 184 / 274 General Fund Appropriation Detail 2016 2017 2018 2018 2019 Actual Actual Budget Forecast Budget % General Government City Administrator's Office Personnel Services 387,841 333,929 274,096 274,096 273,210 83.0% Operating Expenses 60,788 51,084 55,975 55,975 55,975 17.0% Total City Administrator's Office 448,629 385,013 330,071 330,071 329,185 100.0% Economic Development Operating Expenses 422,830 —100,000 100,000 200,000 100.0% Total Economic Development 422,830 —100,000 100,000 200,000 100.0% Mayor's Office Personnel Services 17,247 17,247 17,247 17,247 17,234 73.8% Operating Expenses 1,922 1,833 6,118 6,118 6,118 26.2% Total Mayor's Office 19,169 19,080 23,365 23,365 23,352 100.0% Council Personnel Services 84,074 84,073 84,072 84,072 84,014 89.9% Operating Expenses 7,212 1,993 9,399 9,399 9,399 10.1% Total Legislative 91,286 86,066 93,471 93,471 93,413 100.0% City Clerk Personnel Services 106,226 108,340 108,938 108,938 111,851 74.5% Operating Expenses 30,607 53,569 38,240 25,441 38,255 25.5% Total City Clerk 136,833 161,909 147,178 134,379 150,106 100.0% Finance Personnel Services 1,936,193 2,032,317 2,066,768 1,973,452 2,080,483 95.1% Operating Expenses 85,507 51,188 90,250 77,622 107,700 4.9% Total Finance 2,021,700 2,083,505 2,157,018 2,051,074 2,188,183 100.0% Legal Personnel Services 346,472 343,051 356,463 325,953 364,650 92.3% Operating Expenses 20,237 13,691 29,440 29,794 30,400 7.7% Total Legal 366,709 356,742 385,903 355,747 395,050 100.0% City Hall Personnel Services 111,613 117,978 125,347 128,285 129,756 27.9% Operating Expenses 222,071 198,891 352,204 226,120 335,150 72.1% Capital Outlay —38,489 ———0.0% Total City Hall 333,684 355,358 477,551 354,405 464,906 100.0% Human Resources Personnel Services 393,506 399,857 417,484 416,734 415,050 73.8% Operating Expenses 156,937 57,958 134,134 124,484 147,600 26.2% Total Personnel 550,443 457,815 551,618 541,218 562,650 100.0% GENERAL GOVERNMENT Personnel Services 3,383,172 3,436,792 3,450,415 3,328,777 3,476,248 78.9% Operating Expenses 1,008,111 430,207 815,760 654,953 930,597 21.1% Capital Outlay —38,489 ———0.0% TOTAL GENERAL GOVERNMENT 4,391,283 3,905,488 4,266,175 3,983,730 4,406,845 100.0% 25 Grand Island Special Meeting - 8/21/2018 Page 185 / 274 General Fund Appropriation Detail 2016 2017 2018 2018 2019 Actual Actual Budget Forecast Budget % Public Safety Building Inspection Personnel Services 830,904 859,619 830,365 830,365 856,978 92.8% Operating Expenses 31,140 45,810 75,350 44,350 66,000 7.2% Total Building Inspection 862,044 905,429 905,715 874,715 922,978 100.0% Fire Services Personnel Services 6,986,770 7,168,169 6,936,371 7,083,371 6,969,250 88.5% Operating Expenses 619,496 566,481 604,161 603,911 691,958 8.8% Capital Outlay 56,501 1,884,290 605,369 605,369 215,336 2.7% Total Fire Services 7,662,767 9,618,940 8,145,901 8,292,651 7,876,544 100.0% Police Personnel Services 9,102,480 9,287,164 9,493,236 9,624,587 9,657,304 89.4% Operating Expenses 1,507,560 1,000,928 1,106,850 1,133,722 1,150,950 10.6% Capital Outlay 265,985 136,894 118,000 118,000 —0.0% Total Police 10,876,025 10,424,986 10,718,086 10,876,309 10,808,254 100.0% Emergency Management Personnel Services 1,234,207 1,267,285 1,242,240 1,241,540 1,274,767 92.5% Operating Expenses 53,840 47,496 107,265 103,775 102,759 7.5% Capital Outlay 86,231 86,596 59,696 96,696 —0.0% Total Emergency Management 1,374,278 1,401,377 1,409,201 1,442,011 1,377,526 100.0% PUBLIC SAFETY Personnel Services 18,154,361 18,582,237 18,502,212 18,779,863 18,758,299 89.4% Operating Expenses 2,212,036 1,660,715 1,893,626 1,885,758 2,011,667 9.6% Capital Outlay 408,717 2,107,780 783,065 820,065 215,336 1.0% TOTAL PUBLIC SAFETY 20,775,114 22,350,732 21,178,903 21,485,686 20,985,302 100.0% 26 Grand Island Special Meeting - 8/21/2018 Page 186 / 274 General Fund Appropriation Detail 2016 2017 2018 2018 2019 Actual Actual Budget Forecast Budget % Public Works Engineering Personnel Services 795,988 599,066 620,799 574,013 632,845 78.9% Operating Expenses 137,457 118,228 165,250 158,800 168,799 21.1% Total Engineering 933,445 717,294 786,049 732,813 801,644 100.0% Engineering Administration Personnel Services 220,747 232,774 230,743 241,911 245,346 55.0% Operating Expenses 159,506 87,436 208,500 204,100 201,100 45.0% Capital Outlay 4,888 ————0.0% Total Engineering Administration 385,141 320,210 439,243 446,011 446,446 100.0% Streets & Transportation Personnel Services 2,225,606 ————#DIV/0! Operating Expenses 3,848,680 ————#DIV/0! Capital Outlay 464,609 ————#DIV/0! Streets & Transportation 6,538,895 ————#DIV/0! PUBLIC WORKS Personnel Services 3,242,341 831,840 851,542 815,924 878,191 70.4% Operating Expenses 4,145,643 205,664 373,750 362,900 369,899 29.6% Capital Outlay 469,497 ————0.0% TOTAL PUBLIC WORKS 7,857,481 1,037,504 1,225,292 1,178,824 1,248,090 100.0% Environment & Leisure Planning Personnel Services 269,213 269,111 266,270 266,270 280,860 93.3% Operating Expenses 18,547 17,528 20,615 19,165 20,325 6.7% Total Planning 287,760 286,639 286,885 285,435 301,185 100.0% Library Personnel Services 1,289,247 1,260,079 1,311,988 1,264,779 1,324,042 72.3% Operating Expenses 552,325 488,829 487,227 487,227 506,981 27.7% Capital Outlay 34,718 13,187 15,000 15,000 —0.0% Total Library 1,876,290 1,762,095 1,814,215 1,767,006 1,831,023 100.0% Parks Personnel Services 1,328,059 1,395,800 1,284,723 1,333,866 1,342,362 76.3% Operating Expenses 379,785 371,921 488,380 405,380 417,155 23.7% Capital Outlay 100,484 43,282 55,000 55,000 —0.0% Total Parks 1,808,328 1,811,003 1,828,103 1,794,246 1,759,517 100.0% Cemetery Personnel Services 443,218 467,266 486,383 487,883 498,778 89.0% Operating Expenses 60,725 65,788 58,600 58,600 61,900 11.0% Capital Outlay 36,000 —26,000 26,000 —0.0% Total Cemetery 539,943 533,054 570,983 572,483 560,678 100.0% 27 Grand Island Special Meeting - 8/21/2018 Page 187 / 274 General Fund Appropriation Detail 2016 2017 2018 2018 2019 Actual Actual Budget Forecast Budget % Recreation Personnel Services 318,163 324,353 349,947 349,947 364,665 72.6% Operating Expenses 120,668 148,105 120,700 119,450 137,950 27.4% Total Recreation 438,831 472,458 470,647 469,397 502,615 100.0% Aquatics Personnel Services 372,727 368,760 393,556 401,556 392,090 63.9% Operating Expenses 219,170 222,529 206,290 206,290 221,210 36.1% Capital Outlay ——15,000 15,000 —0.0% Total Aquatics 591,897 591,289 614,846 622,846 613,300 100.0% Public Information Personnel Services 164,087 173,378 177,839 177,839 175,657 78.9% Operating Expenses 34,707 30,006 44,460 44,460 46,960 21.1% Capital Outlay 12,000 ————0.0% Total Public Information 210,794 203,384 222,299 222,299 222,617 100.0% Heartland Shooting Range Personnel Services 311,205 313,594 312,815 312,815 383,926 40.9% Operating Expenses 246,015 273,120 237,900 237,900 273,250 31.1% Capital Outlay —31,514 215,000 215,000 —28.1% Total Heartland Shooting Range 557,220 618,228 765,715 765,715 657,176 100.1% Jackrabbit Run Golf Course Personnel Services ——335,189 335,189 346,899 44.2% Operating Expenses ——383,185 383,185 437,985 55.8% Capital Outlay ——72,000 72,000 —0.0% Total Jackrabbit Run Golf Course ——790,374 790,374 784,884 100.0% ENVIRONMENT & LEISURE Personnel Services 4,495,919 4,572,341 4,918,710 4,930,144 5,109,279 70.6% Operating Expenses 1,631,942 1,617,826 2,047,357 1,961,657 2,123,716 29.4% Capital Outlay 183,202 87,983 398,000 398,000 —0.0% TOTAL ENVIRONMENT & LEISURE 6,311,063 6,278,150 7,364,067 7,289,801 7,232,995 100.0% Non-Department Non-Department Operating Expenses 1,015,098 1,380,639 1,827,512 1,574,242 1,560,525 75.7% Capital Outlay 2,800,739 511,803 517,204 507,238 499,681 24.3% TOTAL NON-DEPARTMENT 3,815,837 1,892,442 2,344,716 2,081,480 2,060,206 100.0% Total General Fund Appropriation Personnel Services 29,275,793 27,423,210 27,722,879 27,854,708 28,222,017 78.5% Operating Expenses 10,012,830 5,295,051 6,958,005 6,439,510 6,996,404 19.5% Capital Outlay-Departments 1,061,416 2,234,252 1,181,065 1,218,065 215,336 0.6% Capital Outlay-Debt 2,800,739 511,803 517,204 507,238 499,681 1.4% TOTAL GENERAL FUND 43,150,778 35,464,316 36,379,153 36,019,521 35,933,438 100.0% 28 Grand Island Special Meeting - 8/21/2018 Page 188 / 274 General Government:12.26% Public Safety: 58.41% Public Works: 3.47% Environment & Leisure:20.13% Non-Department: 5.73% General Government:4,406,845 Public Safety:20,985,302 Public Works:1,248,090 Environment & Leisure:7,232,995 Non-Department:2,060,206 Total General Fund:35,933,438 29 Grand Island Special Meeting - 8/21/2018 Page 189 / 274 Fund General Department Summary City Administrator's Office Fund Type General Government Supervisor City Administrator 11101 Description The City Administrator provides for the day-to-day administration of all functions of City government. The City Administrator serves as the Chief Operating Officer of the City and is charged with the responsibility of implementing the key results and priorities established by the Mayor and City Council. This is achieved through the supervision, coordination, and administration of the programs and services of City Departments; formulation, presentation, and administration of the budget; the development and preparation of analysis, reports and recommendations for consideration by the Mayor and City Council; and keeping the Mayor and City Council informed of operational and administrative needs and activities. The City Administrator also provides long-range planning, maintains public relations, and provides guidance and leadership to the City staff. Budget Narrative The City Administration Office oversees the implementation of the Mayor and City Council’s key results and goals in priority areas across the City, as part of the larger effort of achieving fiscal health and wellness. Personnel Title 2016 2017 2018 Net Change 2019 Assistant to the Administrator 1 1 0 0 0 City Administrator 1 1 1 0 1 City Clerk 1 1 1 0 1 Totals:3 3 2 0 2 32 Grand Island Special Meeting - 8/21/2018 Page 190 / 274 CITY OF GRAND ISLAND EXPENSES FOR BUDGET YEAR ENDING SEPTEMBER 30, 2019 GENERAL FUND 2016 ACTUAL 2017 ACTUAL 2018 REVISED BUDGET 2018 FORECAST 2019 BUDGET ADMINISTRATION ------------------------------ PERSONNEL SERVICES ------------------------------ 10011101 85105 SALARIES - REGULAR 267,898 261,747 223,636 223,636 211,708 10011101 85115 F.I.C.A. PAYROLL TAXES 17,218 16,426 14,429 14,429 13,313 10011101 85120 HEALTH INSURANCE 83,033 36,650 20,114 20,114 29,796 10011101 85125 LIFE INSURANCE 261 249 174 174 204 10011101 85130 DISABILITY INSURANCE 484 474 346 346 400 10011101 85145 PENSION CONTRIBUTION 16,074 15,705 13,418 13,418 15,878 10011101 85150 WORKERS COMPENSATION 354 357 271 271 127 10011101 85160 OTHER EMPLOYEE BENEFITS 177 140 148 148 222 10011101 85161 VEBA 2,342 2,181 1,560 1,560 1,560 10011101 85165 UNEMPLOYMENT CONTRIBUTIONS 0 0 0 0 2 TOTAL PERSONNEL SERVICES 387,841 333,929 274,096 274,096 273,210 ------------------------------ OPERATING EXPENSES ------------------------------ 10011101 85213 CONTRACT SERVICES 8,433 0 3,000 3,000 3,000 10011101 85241 COMPUTER SERVICES 0 0 500 500 500 10011101 85245 PRINTING & BINDING SERVICES 35 14 400 400 400 10011101 85290 OTHER PROFESSIONAL & TECH S 0 0 400 400 400 10011101 85330 REPAIR & MAINT-OFF FURN & E 0 0 500 500 500 10011101 85410 TELEPHONE 55 0 0 0 0 10011101 85422 DUES & SUBSCRIPTIONS 45,889 46,365 43,000 43,000 43,000 10011101 85428 TRAVEL & TRAINING 4,472 4,085 5,500 5,500 5,500 10011101 85490 OTHER EXPENDITURES 308 293 600 600 600 10011101 85505 OFFICE SUPPLIES 1,154 199 1,575 1,575 1,575 10011101 85540 MISC OPERATING EQUIPMENT 442 128 500 500 500 TOTAL OPERATING EXPENSES 60,788 51,084 55,975 55,975 55,975 TOTAL ADMINISTRATION 448,629 385,013 330,071 330,071 329,185 33 Grand Island Special Meeting - 8/21/2018 Page 191 / 274 Fund General Department Summary Economic Development Fund Type General Government Supervisor City Administrator 11102 Description This division historically reflects the direct costs associated pursuant to LB426 that was passed by the 2005 Legislature. Currently this division is used to fund other economic projects at the direction of the City Council. Budget Narrative The current budget year and upcoming budget year are funds that are being matched by the Community Redevelopment Authority (CRA) for Life Safety projects. 34 Grand Island Special Meeting - 8/21/2018 Page 192 / 274 CITY OF GRAND ISLAND EXPENSES FOR BUDGET YEAR ENDING SEPTEMBER 30, 2019 GENERAL FUND 2016 ACTUAL 2017 ACTUAL 2018 REVISED BUDGET 2018 FORECAST 2019 BUDGET ECONOMIC DEVELOPMENT ------------------------------ OPERATING EXPENSES ------------------------------ 10011102 85454 ECONOMIC DEVELOPMENT 422,830 0 100,000 100,000 200,000 TOTAL OPERATING EXPENSES 422,830 0 100,000 100,000 200,000 TOTAL ECONOMIC DEVELOPMENT 422,830 0 100,000 100,000 200,000 35 Grand Island Special Meeting - 8/21/2018 Page 193 / 274 Fund General Department Summary Mayor's Office Fund Type General Government Supervisor Mayor 11203 Description Grand Island operates under a Mayor/Council form of government. The Mayor is elected at large and serves a four- year term. The Mayor presides over official meetings and serves as the executive officer of the City. The Mayor and City Council establish goals and objectives of the community, attained through the adoption of policy. The Mayor appoints a City Administrator who is responsible for carrying out established policies and provides for the effective administration of City operations. The Mayor is responsible for appointments to citizen boards and commissions, and serves as the City representative in official proceedings. Budget Narrative This budget provides for the operation of the Mayor’s office and salary. Personnel costs are the largest expense in the Mayor’s budget. Other expenses provide for communication materials and daily operational costs. Because the Mayor is expected to perform official duties and obligations on behalf of the City, there is funding included for dues and travel costs. Personnel Title 2016 2017 2018 Net Change 2019 Mayor 1 1 1 0 1 Totals:1 1 1 0 1 36 Grand Island Special Meeting - 8/21/2018 Page 194 / 274 CITY OF GRAND ISLAND EXPENSES FOR BUDGET YEAR ENDING SEPTEMBER 30, 2019 GENERAL FUND 2016 ACTUAL 2017 ACTUAL 2018 REVISED BUDGET 2018 FORECAST 2019 BUDGET MAYOR ------------------------------ PERSONNEL SERVICES ------------------------------ 10011203 85105 SALARIES - REGULAR 16,000 16,000 16,000 16,000 16,000 10011203 85115 F.I.C.A. PAYROLL TAXES 1,224 1,224 1,224 1,224 1,224 10011203 85150 WORKERS COMPENSATION 23 23 23 23 10 TOTAL PERSONNEL SERVICES 17,247 17,247 17,247 17,247 17,234 OPERATING EXPENSES ------------------------------ 10011203 85245 PRINTING & BINDING SERVICES 1,650 1,778 1,800 1,800 1,800 10011203 85290 OTHER PROFESSIONAL & TECH S 0 0 900 900 900 10011203 85330 REPAIR & MAINT-OFF FURN & E 0 0 600 600 600 10011203 85428 TRAVEL & TRAINING 50 0 1,500 1,500 1,500 10011203 85490 OTHER EXPENDITURES 222 55 914 914 914 10011203 85505 OFFICE SUPPLIES 0 0 404 404 404 TOTAL OPERATING EXPENSES 1,922 1,833 6,118 6,118 6,118 TOTAL MAYOR 19,169 19,080 23,365 23,365 23,352 37 Grand Island Special Meeting - 8/21/2018 Page 195 / 274 Fund General Department Summary Legislative Fund Type General Government Supervisor City Administrator 11204 Description Grand Island is governed by an eleven member body comprised of the Mayor and ten City Council members, two from each of the five wards. The City Council is responsible for the legislative and policy-making functions of the City. The City Council, along with the Mayor, establish goals and key results for the community, attained through the adoption of policy. The City Council holds regular meetings on the second and fourth Tuesday of each month at 7:00 PM in the Council Chambers of City Hall. Budget Narrative This budget provides for the operations of the City Council. Personnel costs are the largest expense in the Legislative budget. Other expenses provide for travel and training. Personnel Title 2016 2017 2018 Net Change 2019 Council Members 10 10 10 0 10 Totals:10 10 10 0 10 38 Grand Island Special Meeting - 8/21/2018 Page 196 / 274 CITY OF GRAND ISLAND EXPENSES FOR BUDGET YEAR ENDING SEPTEMBER 30, 2019 GENERAL FUND 2016 ACTUAL 2017 ACTUAL 2018 REVISED BUDGET 2018 FORECAST 2019 BUDGET COUNCIL ------------------------------ PERSONNEL SERVICES ------------------------------ 10011204 85105 SALARIES - REGULAR 78,000 78,000 78,000 78,000 78,000 10011204 85115 F.I.C.A. PAYROLL TAXES 5,969 5,968 5,967 5,967 5,967 10011204 85150 WORKERS COMPENSATION 105 105 105 105 47 TOTAL PERSONNEL SERVICES 84,074 84,073 84,072 84,072 84,014 OPERATING EXPENSES ------------------------------ 10011204 85245 PRINTING & BINDING SERVICES 0 0 250 250 250 10011204 85290 OTHER PROFESSIONAL & TECH 0 0 500 500 500 10011204 85330 REPAIR & MAINT-OFF FURN & E 0 0 500 500 500 10011204 85428 TRAVEL & TRAINING 6,880 1,993 5,200 5,200 5,200 10011204 85490 OTHER EXPENDITURES 332 0 2,249 2,249 2,249 10011204 85505 OFFICE SUPPLIES 0 0 700 700 700 TOTAL OPERATING EXPENSES 7,212 1,993 9,399 9,399 9,399 TOTAL COUNCIL 91,286 86,066 93,471 93,471 93,413 39 Grand Island Special Meeting - 8/21/2018 Page 197 / 274 Fund General Department Summary City Clerk Fund Type General Government Supervisor City Administrator 11301 Description The City Clerk is one of four statutory officers under Nebraska law and is responsible for fulfilling administrative responsibilities relative to the records management functions associated with City government. The City Clerk's Office records and maintains City Council proceedings and serves as the legal custodian of official records, including minutes, ordinances, resolutions, contracts, agreements, conditional use permits, liquor licenses, bid documents, and deeds. The City Clerk's Office is responsible for giving notice of meetings, preparing agendas, Council packets, and responding to citizen inquiries. Budget Narrative The budget allocates funding for legal notices to provide for the publication of meeting notices, minutes and other official City business. Also included in the City Clerk's budget are election expenses. Personnel Title 2016 2017 2018 Net Change 2019 City Clerk 1 1 1 0 1 Totals:1 1 1 0 1 40 Grand Island Special Meeting - 8/21/2018 Page 198 / 274 CITY OF GRAND ISLAND EXPENSES FOR BUDGET YEAR ENDING SEPTEMBER 30, 2019 GENERAL FUND 2016 ACTUAL 2017 ACTUAL 2018 REVISED BUDGET 2018 FORECAST 2019 BUDGET CITY CLERK ------------------------------ PERSONNEL SERVICES ------------------------------ 10011301 85105 SALARIES - REGULAR 85,857 87,254 89,927 89,927 91,257 10011301 85115 F.I.C.A. PAYROLL TAXES 6,344 6,365 6,879 6,879 6,981 10011301 85120 HEALTH INSURANCE 7,702 8,308 5,541 5,541 5,556 10011301 85125 LIFE INSURANCE 78 82 78 78 102 10011301 85130 DISABILITY INSURANCE 156 161 180 180 233 10011301 85145 PENSION CONTRIBUTION 5,152 5,235 5,396 5,396 6,844 10011301 85150 WORKERS COMPENSATION 113 114 114 114 55 10011301 85160 OTHER EMPLOYEE BENEFITS 44 41 43 43 43 10011301 85161 VEBA 780 780 780 780 780 TOTAL PERSONNEL SERVICES 106,226 108,340 108,938 108,938 111,851 OPERATING EXPENSES ------------------------------ 10011301 85212 ELECTION COSTS 7,551 14,465 10,000 686 15,000 10011301 85245 PRINTING & BINDING SERVICES 105 105 300 250 300 10011301 85419 LEGAL NOTICES 14,914 26,167 20,500 20,500 15,500 10011301 85422 DUES & SUBSCRIPTIONS 240 4,058 240 255 255 10011301 85424 LICENSE & FEES 1,156 1,230 1,000 750 1,000 10011301 85428 TRAVEL & TRAINING 2,704 3,849 3,500 2,000 3,500 10011301 85490 OTHER EXPENDITURES 1,074 0 0 0 0 10011301 85505 OFFICE SUPPLIES 713 3,695 2,700 1,000 2,700 10011301 85540 MISC OPERATING EQUIPMENT 2,150 0 0 0 0 TOTAL OPERATING EXPENSES 30,607 53,569 38,240 25,441 38,255 TOTAL CITY CLERK 136,833 161,909 147,178 134,379 150,106 41 Grand Island Special Meeting - 8/21/2018 Page 199 / 274 Fund General Department Summary Finance Fund Type General Government Supervisor Finance Director 11401 Description The Finance Department maintains all financial accounting systems and records, including cash receipts, receivables, payables, purchase orders, encumbrances, payroll and information technology functions. The Department is also responsible for developing and monitoring a system of internal controls. The Finance Department provides financial management and accounting services for all departments, divisions, funds and enterprises. It also provides direct services for the electric, water and sewer utilities by reading meters, disconnections, re-connections, billings and payments, collection of past due accounts and account transfers. The Finance Director also serves as the Treasurer for Community Redevelopment Authority (CRA), Business Improvement Boards (BIDs), and the Grand Island Facilities Corporation. Other responsibilities include managing the City’s banking and investment activities, debt service review and analysis, development of the City’s Official Statement, preparation of reports and work papers for the annual audit, Worker’s Comp and Commercial Insurance management, Health Insurance oversight, pension plan administration, and primary responsibility for the preparation of the Annual Budget. The Information Technology Department functions as a division of the Finance Department and is separated in Internal Service 605 Fund. Budget Narrative This budget provides for the maintenance of existing services, there will be a decrease of one FTE in the upcoming year. 42 Grand Island Special Meeting - 8/21/2018 Page 200 / 274 Personnel Title 2016 2017 2018 Net Change 2019 Accountant 2 2 2 0 2 Accounting Clerk 6 6 6 0 6 Accounts Payable Clerk 1 1 1 0 1 Assistant Finance Director 1 1 1 0 1 Cashier 2 2 3 0 3 Customer Service Team Leader 1 1 1 0 1 Finance Director 1 1 1 0 1 Finance Operations Supervisor 1 1 1 0 1 Finance Secretary 1 1 0 0 0 Finance Temporary Worker/Intern 0.25 0.25 0.25 0 0.25 Meter Reader 5 5 5 0 5 Meter Reader Supervisor 1 1 1 0 1 Payroll Clerk 1 1 1 0 1 Payroll Specialist 1 1 1 0 1 Senior Accountant 0 0 0 0 0 Senior Accounting Clerk 3 3 3 -1 2 Senior Meter Reader 1 1 1 0 1 Utility Services Manager 0 0 0 0 0 Totals:28.25 28.25 28.25 -1 27.25 43 Grand Island Special Meeting - 8/21/2018 Page 201 / 274 CITY OF GRAND ISLAND EXPENSES FOR BUDGET YEAR ENDING SEPTEMBER 30, 2019 GENERAL FUND 2016 ACTUAL 2017 ACTUAL 2018 REVISED BUDGET 2018 FORECAST 2019 BUDGET FINANCE ------------------------------ PERSONNEL SERVICES ------------------------------ 10011401 85105 SALARIES - REGULAR 1,318,895 1,443,986 1,516,797 1,459,881 1,500,239 10011401 85110 SALARIES - OVERTIME 15,573 8,452 12,500 12,500 25,000 10011401 85115 F.I.C.A. PAYROLL TAXES 95,774 102,362 117,946 101,909 117,293 10011401 85120 HEALTH INSURANCE 357,981 339,217 276,018 240,000 281,376 10011401 85125 LIFE INSURANCE 2,174 2,419 2,409 2,716 2,721 10011401 85130 DISABILITY INSURANCE 2,293 2,646 3,083 3,247 3,886 10011401 85145 PENSION CONTRIBUTION 79,664 86,862 92,131 92,135 105,237 10011401 85150 WORKERS COMPENSATION 30,505 30,782 30,064 30,064 29,301 10011401 85160 OTHER EMPLOYEE BENEFITS 1,291 955 1,000 3,000 1,000 10011401 85161 VEBA 30,523 14,636 14,820 28,000 14,430 10011401 85165 UNEMPLOYEMENT CONTRIBUTIONS 1,520 0 0 0 0 TOTAL PERSONNEL SERVICES 1,936,193 2,032,317 2,066,768 1,973,452 2,080,483 OPERATING EXPENSES ------------------------------ 10011401 85201 AUDITING & ACCOUNTING 22,735 22,000 30,000 24,000 30,500 10011401 85213 CONTRACT SERVICES 27,185 7,203 23,000 34,000 35,000 10011401 85245 PRINTING & BINDING SERVICES 1,692 625 4,550 1,000 2,000 10011401 85330 REPAIR & MAINT - OFF FURN &2,930 0 2,500 0 2,500 10011401 85419 LEGAL NOTICES 1,457 1,406 3,000 1,500 2,000 10011401 85422 DUES & SUBSCRIPTIONS 896 480 1,500 565 2,000 10011401 85428 TRAVEL & TRAINING 12,660 10,281 10,000 1,500 12,000 10011401 85490 OTHER EXPENDITURES 2,610 115 4,200 2,000 4,200 10011401 85505 OFFICE SUPPLIES 10,426 9,078 9,000 10,557 15,000 10011401 85540 MISC OPERATING EQUIPMENT 2,916 0 2,500 2,500 2,500 TOTAL OPERATING EXPENSES 85,507 51,188 90,250 77,622 107,700 TOTAL FINANCE 2,021,700 2,083,505 2,157,018 2,051,074 2,188,183 44 Grand Island Special Meeting - 8/21/2018 Page 202 / 274 Fund General Department Summary Legal Fund Type General Government Supervisor City Attorney 11501 Description The Legal Department provides legal advice to the Mayor, City Administrator, City Council, and Departments on City matters; represents the City in litigation; prosecutes ordinance violations; collects delinquent bills and tax assessments; reviews contracts; prepares ordinances, resolutions, and agreements; updates and publishes the City Code; negotiates major contracts; acts as liaison between the City and other public bodies; monitors and negotiates natural gas distribution rates; monitors legislative bills; attends all Council meetings, and advises on parliamentary procedure. Purchasing duties performed by the Legal Department include monitoring compliance with the procurement code and state statutes, processing purchase orders where appropriate, reviewing and processing contracts, bonds, and insurance certificates in connection with the City’s purchases. Budget Narrative Personnel Title 2016 2017 2018 Net Change 2019 Attorney 1 1 1 0 1 City Attorney 1 1 1 0 1 Legal Secretary 1 1 1 0 1 Totals:3 3 3 0 3 45 Grand Island Special Meeting - 8/21/2018 Page 203 / 274 CITY OF GRAND ISLAND EXPENSES FOR BUDGET YEAR ENDING SEPTEMBER 30, 2019 GENERAL FUND 2016 ACTUAL 2017 ACTUAL 2018 REVISED BUDGET 2018 FORECAST 2019 BUDGET LEGAL ------------------------------ PERSONNEL SERVICES ------------------------------ 10011501 85105 SALARIES - REGULAR 253,730 260,241 279,494 257,428 276,880 10011501 85115 F.I.C.A. PAYROLL TAXES 18,365 18,412 20,669 18,037 20,413 10011501 85120 HEALTH INSURANCE 45,288 44,823 35,894 31,643 42,912 10011501 85125 LIFE INSURANCE 246 265 261 271 306 10011501 85130 DISABILITY INSURANCE 399 480 521 578 653 10011501 85145 PENSION CONTRIBUTION 15,224 15,615 16,770 15,446 20,765 10011501 85150 WORKERS COMPENSATION 387 405 410 410 277 10011501 85160 OTHER EMPLOYEE BENEFITS 115 514 104 172 104 10011501 85161 VEBA 12,718 2,296 2,340 1,968 2,340 TOTAL PERSONNEL SERVICES 346,472 343,051 356,463 325,953 364,650 OPERATING EXPENSES ------------------------------ 10011501 85213 CONTRACT SERVICES 0 1,763 1,000 464 1,000 10011501 85330 REPAIR & MAINT - OFF FURN &749 0 1,000 0 1,000 10011501 85408 STOP CLASS EXPENSE 1,839 0 0 0 0 10011501 85422 DUES & SUBSCRIPTIONS 2,542 7,789 8,050 9,364 9,500 10011501 85425 BOOKS 1,000 292 650 503 650 10011501 85428 TRAVEL & TRAINING 5,684 1,087 7,750 4,071 7,750 10011501 85460 COURT COST 5,214 2,154 8,390 5,773 8,000 10011501 85490 OTHER EXPENDITURES 2,332 376 1,250 9,058 1,250 10011501 85505 OFFICE SUPPLIES 877 230 1,350 561 1,250 TOTAL OPERATING EXPENSES 20,237 13,691 29,440 29,794 30,400 TOTAL LEGAL 366,709 356,742 385,903 355,747 395,050 46 Grand Island Special Meeting - 8/21/2018 Page 204 / 274 Fund General Department Summary City Hall Fund Type General Government Supervisor Building Department Director 11601, 11701 Description This fund provides for the maintenance and operation of Grand Island’s City Hall facility. Along with providing a positive working environment for government offices, the facility also provides meeting space for additional governmental and civic organizations. The fund provides the resources to maintain and improve the current building and grounds in an acceptable manner and to protect the City’s investment into the future. Budget Narrative The proposed budget allows for the continued maintenance, operation, and improvements of the City Hall Facility. Personnel Title 2016 2017 2018 Net Change 2019 Maintenance Worker I 0 0 0 0 0 Maintenance Worker II 2 2 2 0 2 Totals:2 2 2 0 2 47 Grand Island Special Meeting - 8/21/2018 Page 205 / 274 CITY OF GRAND ISLAND EXPENSES FOR BUDGET YEAR ENDING SEPTEMBER 30, 2019 GENERAL FUND 2016 ACTUAL 2017 ACTUAL 2018 REVISED BUDGET 2018 FORECAST 2019 BUDGET COMMUNITY PROJECTS ------------------------------ OPERATING EXPENSES ------------------------------ 10011601 85505 OFFICE SUPPLIES 14 0 0 0 0 TOTAL OPERATING EXPENSES 14 0 0 0 0 TOTAL COMMUNITY PROJECTS 14 0 0 0 0 48 Grand Island Special Meeting - 8/21/2018 Page 206 / 274 CITY OF GRAND ISLAND EXPENSES FOR BUDGET YEAR ENDING SEPTEMBER 30, 2019 GENERAL FUND 2016 ACTUAL 2017 ACTUAL 2018 REVISED BUDGET 2018 FORECAST 2019 BUDGET GRAND GENERATION CENTER ------------------------------ OPERATING EXPENSES ------------------------------ 10011607 85213 CONTRACT SERVICES 28,643 22,548 85,000 30,000 85,000 TOTAL OPERATING EXPENSES 28,643 22,548 85,000 30,000 85,000 TOTAL GRAND GENERATION CENTER 28,643 22,548 85,000 30,000 85,000 49 Grand Island Special Meeting - 8/21/2018 Page 207 / 274 CITY OF GRAND ISLAND EXPENSES FOR BUDGET YEAR ENDING SEPTEMBER 30, 2019 GENERAL FUND 2016 ACTUAL 2017 ACTUAL 2018 REVISED BUDGET 2018 FORECAST 2019 BUDGET CITY HALL ------------------------------ PERSONNEL SERVICES ------------------------------ 10011701 85105 SALARIES - REGULAR 82,930 91,629 97,937 100,875 100,043 10011701 85110 SALARIES - OVERTIME 0 0 100 100 200 10011701 85115 F.I.C.A. PAYROLL TAXES 6,002 6,684 7,507 7,507 7,668 10011701 85120 HEALTH INSURANCE 15,057 11,382 11,082 11,082 12,744 10011701 85125 LIFE INSURANCE 165 167 165 165 193 10011701 85130 DISABILITY INSURANCE 150 169 197 197 256 10011701 85145 PENSION CONTRIBUTION 4,976 5,498 5,889 5,889 6,014 10011701 85150 WORKERS COMPENSATION 1,553 1,675 1,646 1,646 1,814 10011701 85160 OTHER EMPLOYEE BENEFITS 0 0 44 44 44 10011701 85161 VEBA 780 774 780 780 780 TOTAL PERSONNEL SERVICES 111,613 117,978 125,347 128,285 129,756 OPERATING EXPENSES ------------------------------ 10011701 85305 UTILITY SERVICES 76,910 82,023 77,000 75,000 80,000 10011701 85317 NATURAL GAS 6,610 7,832 13,000 10,000 13,000 10011701 85319 REPAIR & MAIN-LD IMP/IRRIGA 13,831 6,760 30,000 20,000 30,000 10011701 85324 REPAIR & MAINT - BUILDING 70,727 37,292 90,000 40,000 70,000 10011701 85325 REPAIR & MAINT - MACH & EQU 14,160 23,582 30,000 30,000 30,000 10011701 85330 REPAIR & MAINT - OFF FURN &83 650 500 500 500 10011701 85335 REPAIR & MAINT - VEHICLES 1,914 2,860 2,000 2,000 2,000 10011701 85350 SANITATION SERVICE 449 459 1,000 1,000 1,000 10011701 85428 TRAVEL & TRAINING 0 0 150 150 150 10011701 85490 OTHER EXPENDITURES 0 65 200 200 200 10011701 85505 OFFICE SUPPLIES 230 197 270 270 300 10011701 85510 CLEANING SUPPLIES 8,009 7,719 8,000 8,000 8,000 10011701 85540 MISC OPERATING EQUIPMENT 78 5,851 12,000 6,000 12,000 10011701 85590 OTHER GENERAL SUPPLIES 413 1,053 3,084 3,000 3,000 TOTAL OPERATING EXPENSES 193,414 176,343 267,204 196,120 250,150 CAPITAL OUTLAY ------------------------------ 10011701 85612 BUILDING IMPROVEMENTS 0 38,489 0 0 0 TOTAL CAPITAL OUTLAY 0 38,489 0 0 0 TOTAL CITY HALL 305,027 332,810 392,551 324,405 379,906 50 Grand Island Special Meeting - 8/21/2018 Page 208 / 274 Fund General Department Summary Human Resources Fund Type General Government Supervisor Human Resources Director 11801 Description The Human Resources Department is responsible for all aspects of human resource management for the City’s 500+ employees. A summary of responsibilities include: Workforce Planning and Employment - Recruitment and selection of all full time, part time, seasonal and temporary positions, Civil Service coordination, onboarding facilitation. Employee and Labor Relations - Manage relations with the four labor unions, negotiations of seven labor contracts, employee grievances, disciplinary actions, appeals, legal compliance. Compensation and Benefits - Coordination of compensation reviews, salary arrays, salary ordinance, administration of benefit plans including; cafeteria, dental, disability, EAP, FMLA, pension, health, life, supplemental, VEBA, vision, wellness. Employee Development - Training, performance appraisals, job classification, position descriptions. Risk Management - Workers’ compensation, liability claims, support City Safety Committee. Budget Narrative The Human Resources Department’s budget reflects the costs associated for performing the functions referred to in the above description. Examples of costs include wage and benefit studies, contract services, testing materials, post- offer screens, drug and alcohol tests, advertising, legal notices, software licenses, training, membership dues, office supplies. The City will negotiate two labor contracts in the 2018-2019 budget year along with an array for the non- union group. Recruiting will remain active as employees continue to transition to retirement. Personnel Title 2016 2017 2018 Net Change 2019 Human Resources Benefit & Risk Mgmt Coordinator 1 1 1 0 1 Human Resources Director 1 1 1 0 1 Human Resources Recruiter 1 1 1 0 1 Human Resources Specialist 1 1 1 0 1 Totals:4 4 4 0 4 51 Grand Island Special Meeting - 8/21/2018 Page 209 / 274 CITY OF GRAND ISLAND EXPENSES FOR BUDGET YEAR ENDING SEPTEMBER 30, 2019 GENERAL FUND 2016 ACTUAL 2017 ACTUAL 2018 REVISED BUDGET 2018 FORECAST 2019 BUDGET HUMAN RESOURCES ------------------------------ PERSONNEL SERVICES ------------------------------ 10011801 85105 SALARIES - REGULAR 280,311 299,869 318,562 318,562 327,744 10011801 85110 SALARIES - OVERTIME 2,475 736 2,750 2,000 4,000 10011801 85115 F.I.C.A. PAYROLL TAXES 20,491 21,239 24,791 24,791 25,485 10011801 85120 HEALTH INSURANCE 68,658 54,173 47,158 47,158 26,788 10011801 85125 LIFE INSURANCE 348 349 348 348 408 10011801 85130 DISABILITY INSURANCE 509 554 647 647 845 10011801 85145 PENSION CONTRIBUTION 16,967 18,037 19,443 19,443 24,987 10011801 85150 WORKERS COMPENSATION 412 410 415 415 1,423 10011801 85160 OTHER EMPLOYEE BENEFITS 215 1,405 250 250 250 10011801 85161 VEBA 3,120 3,085 3,120 3,120 3,120 TOTAL PERSONNEL SERVICES 393,506 399,857 417,484 416,734 415,050 OPERATING EXPENSES ------------------------------ 10011801 85207 CONSULTING SERVICES 37,483 12,768 17,000 22,000 22,000 10011801 85213 CONTRACT SERVICES 89,698 27,307 59,652 50,000 61,500 10011801 85241 COMPUTER SERVICES 0 0 14,498 15,000 16,500 10011801 85290 OTHER PROFESSIONAL & TECH 0 0 500 500 750 10011801 85416 ADVERTISING 16,195 3,124 25,000 20,000 25,000 10011801 85419 LEGAL NOTICES 470 200 500 500 850 10011801 85422 DUES & SUBSCRIPTIONS 911 427 1,700 1,700 2,000 10011801 85428 TRAVEL & TRAINING 3,554 5,008 5,532 5,532 7,500 10011801 85505 OFFICE SUPPLIES 2,075 2,206 3,252 3,252 5,000 10011801 85540 MISC OPERATING EQUIPMENT 6,551 6,918 6,500 6,000 6,500 TOTAL OPERATING EXPENSES 156,937 57,958 134,134 124,484 147,600 TOTAL HUMAN RESOURCES 550,443 457,815 551,618 541,218 562,650 52 Grand Island Special Meeting - 8/21/2018 Page 210 / 274 53 Fund General Department Summary Building Inspection Fund Type Public Safety Supervisor Building Department Director 22001 Description The Department is responsible for uniformly administering, enforcing and regulating building, zoning and construction laws and regulations adopted by City, State and Federal governments within the City of Grand Island and the two mile extra territorial area. The codes enforced by the Department include building, electrical, plumbing, mechanical, minimum housing, zoning ordinance, flood plain, state accessibility, subdivision regulations, sign regulations, sewer taps and caps, utility connections and mobile home parks ordinance. The Department is also charged with maintaining all departmental records such as records of inspections and permits, certificates of occupancy and ordinance violation correspondence. Budget Narrative The proposed budget provides funds for enforcement of City codes within the jurisdictional area of approximately 101 square miles. Personnel Title 2016 2017 2018 Net Change 2019 Admin Assist-Bldg 1.35 1.35 1.35 0 1.35 Building Department Director 1 1 1 0 1 Building Inspector 2 2 2 0 2 Electrical Inspector 2 2 2 0 2 Plans Examiner 1 1 1 0 1 Plumbing Inspector 2 2 2 0 2 Totals:9.35 9.35 9.35 0 9.35 Grand Island Special Meeting - 8/21/2018 Page 211 / 274 CITY OF GRAND ISLAND EXPENSES FOR BUDGET YEAR ENDING SEPTEMBER 30, 2019 GENERAL FUND 2016 ACTUAL 2017 ACTUAL 2018 REVISED BUDGET 2018 FORECAST 2019 BUDGET BUILDING INSPECTION ------------------------------ PERSONNEL SERVICES ------------------------------ 10022001 85105 SALARIES - REGULAR 593,086 615,461 604,343 604,343 635,472 10022001 85115 F.I.C.A. PAYROLL TAXES 43,021 44,479 46,232 46,232 48,614 10022001 85120 HEALTH INSURANCE 136,552 120,471 121,071 121,071 113,428 10022001 85125 LIFE INSURANCE 790 749 792 792 792 10022001 85130 DISABILITY INSURANCE 1,061 1,042 1,187 1,187 1,187 10022001 85145 PENSION CONTRIBUTION 35,067 36,070 35,595 35,595 39,246 10022001 85150 WORKERS COMPENSATION 17,009 17,807 16,802 16,802 13,896 10022001 85160 OTHER EMPLOYEE BENEFITS 383 333 404 404 404 10022001 85161 VEBA 3,935 23,207 3,939 3,939 3,939 TOTAL PERSONNEL SERVICES 830,904 859,619 830,365 830,365 856,978 OPERATING EXPENSES ------------------------------ 10022001 85213 CONTRACT SERVICES 3,681 19,181 40,000 10,000 30,000 10022001 85241 COMPUTER SERVICES 5,773 5,773 5,950 5,950 6,000 10022001 85245 PRINTING & BINDING SERVICES 728 1,578 1,000 1,000 1,000 10022001 85330 REPAIR & MAINT - OFF FURN &0 837 1,000 1,000 1,000 10022001 85335 REPAIR & MAINT - VEHICLES 8,255 8,035 12,000 10,000 12,000 10022001 85422 DUES & SUBSCRIPTIONS 2,210 450 3,000 2,500 3,000 10022001 85428 TRAVEL & TRAINING 685 1,565 2,000 2,000 2,000 10022001 85490 OTHER EXPENDITURES 2,307 3,568 3,500 5,000 4,500 10022001 85505 OFFICE SUPPLIES 3,244 4,424 5,400 5,400 5,000 10022001 85540 MISC OPERATING EQUIPMENT 4,257 399 1,500 1,500 1,500 TOTAL OPERATING EXPENSES 31,140 45,810 75,350 44,350 66,000 TOTAL BUILDING INSPECTION 862,044 905,429 905,715 874,715 922,978 54 Grand Island Special Meeting - 8/21/2018 Page 212 / 274 Fund General Department Summary Fire-Emergency Medical Services Fund Type Public Safety Supervisor Fire Chief 22101 Description The Grand Island Fire Department (GIFD) is an all-hazards, life safety agency protecting the more than 50,000 people who live, work and play in our city. In addition to the residents of Grand Island, GIFD has a contract with Hall County to provide EMS response for those areas outside the city limits of Grand Island. The GIFD emergency responders protect life, property and the environment through their direct involvement in fire prevention, firefighting, emergency medical care, technical rescue, hazardous materials mitigation, disaster response, public education and community service. We deliver this variety of emergency services through our most valuable resource, our emergency responders. These responders are committed to professionalism. They display this professionalism by being highly trained and by being physically capable of meeting the rigorous physical demands that emergencies deliver. We realize that the best response to a disaster is to prevent it before it happens. The GIFD is very aggressive in preventing fires and other emergencies. Our prevention efforts include construction plan reviews, new and existing building inspections, a smoke alarm program, and a public education program that targets segments of our community that are most at risk (children and the elderly). Budget Narrative Personnel Title 2016 2017 2018 Net Change 2019 Administrative Assistant 1 1 1 0 1 Fire Captain 12 12 12 0 12 Fire Chief 1 1 1 0 1 Fire Division Chiefs 3 3 3 0 3 Firefighter / EMT 21 21 21 0 21 Firefighter / Paramedic 27 27 27 0 27 Life Safety Inspector 2 2 2 0 2 Shift Commander 3 3 3 0 3 Totals:70 70 70 0 70 55 Grand Island Special Meeting - 8/21/2018 Page 213 / 274 CITY OF GRAND ISLAND EXPENSES FOR BUDGET YEAR ENDING SEPTEMBER 30, 2019 GENERAL FUND 2016 ACTUAL 2017 ACTUAL 2018 REVISED BUDGET 2018 FORECAST 2019 BUDGET FIRE ------------------------------ PERSONNEL SERVICES ------------------------------ 10022101 85105 SALARIES - REGULAR 4,610,924 4,741,692 4,897,558 4,897,558 4,916,792 10022101 85110 SALARIES - OVERTIME 240,457 344,695 113,000 260,000 220,000 10022101 85115 F.I.C.A. PAYROLL TAXES 71,557 73,604 75,309 75,309 83,364 10022101 85120 HEALTH INSURANCE 1,018,761 994,632 813,184 813,184 749,675 10022101 85125 LIFE INSURANCE 5,975 5,939 6,045 6,045 7,041 10022101 85130 DISABILITY INSURANCE 781 927 1,587 1,587 2,058 10022101 85140 CLOTHING ALLOWANCE 38,708 34,097 39,366 39,366 36,106 10022101 85145 PENSION CONTRIBUTION 9,565 9,536 10,000 10,000 3,691 10022101 85147 FIRE PENSION 554,288 570,927 601,131 601,131 601,107 10022101 85150 WORKERS COMPENSATION 329,019 336,166 314,775 314,775 285,000 10022101 85160 OTHER EMPLOYEE BENEFITS 9,825 8,026 14,000 14,000 14,000 10022101 85161 VEBA 96,910 47,928 50,416 50,416 50,416 TOTAL PERSONNEL SERVICES 6,986,770 7,168,169 6,936,371 7,083,371 6,969,250 OPERATING EXPENSES ------------------------------ 10022101 85205 MEDICAL DIRECTOR CONTRACTS 23,000 27,326 23,000 23,000 23,000 10022101 85207 EQUIP SERVICE CONTRACTS 15,805 11,955 14,300 14,300 21,300 10022101 85213 CONTRACT SERVICES 0 0 0 3,500 3,500 10022101 85220 AMBULANCE BILLING FEES 45,280 47,235 48,000 48,000 48,000 10022101 85241 COMPUTER SERVICES 29,515 32,251 29,718 29,718 36,000 10022101 85245 PRINTING & BINDING SERVICES 190 332 500 500 500 10022101 85291 PUBLIC EDUCATION MATERIALS 879 1,495 1,500 1,500 2,000 10022101 85305 UTILITY SERVICES 46,089 51,477 50,000 52,000 55,000 10022101 85317 NATURAL GAS 11,933 13,062 19,000 17,700 19,000 10022101 85324 REPAIR & MAINT - BUILDING 24,898 23,324 26,000 25,500 28,000 10022101 85325 REPAIR & MAINT - MACH & EQU 27,565 17,307 26,000 25,500 26,000 10022101 85330 REPAIR & MAINT - OFF FURN &1,049 614 2,000 1,000 2,000 10022101 85335 REPAIR & MAINT - VEHICLES 81,616 67,339 72,000 77,000 80,000 10022101 85350 SANITATION SERVICE 903 1,070 1,300 1,300 1,300 10022101 85405 INSURANCE PREMIUMS 13,418 13,780 13,418 13,418 13,418 10022101 85410 TELEPHONE 1,296 1,829 1,600 1,600 1,840 10022101 85413 POSTAGE 191 92 100 100 100 10022101 85416 ADVERTISING 31 253 500 50 500 10022101 85422 DUES & SUBSCRIPTIONS 2,897 2,946 2,375 3,975 5,000 10022101 85425 BOOKS 4,810 174 3,000 1,500 3,000 10022101 85428 TRAVEL & TRAINING 24,476 33,324 32,500 27,500 32,500 10022101 85490 OTHER EXPENDITURES 413 297 1,000 500 1,000 10022101 85505 OFFICE SUPPLIES 1,777 3,474 3,600 3,100 13,000 57 Grand Island Special Meeting - 8/21/2018 Page 214 / 274 CITY OF GRAND ISLAND EXPENSES FOR BUDGET YEAR ENDING SEPTEMBER 30, 2019 GENERAL FUND 2016 ACTUAL 2017 ACTUAL 2018 REVISED BUDGET 2018 FORECAST 2019 BUDGET 10022101 85510 CLEANING SUPPLIES 5,102 3,015 5,000 4,900 5,000 10022101 85515 GASOLINE 7,276 7,705 11,500 9,500 11,500 10022101 85520 DIESEL FUEL 23,265 30,845 38,000 36,000 38,000 10022101 85535 CHEMICAL SUPPLIES 3,640 1,940 4,000 2,000 4,000 10022101 85540 MISC OPERATING EQUIPMENT 59,849 60,737 52,500 47,500 55,000 10022101 85546 HOSE 2,062 474 1,000 1,000 1,000 10022101 85548 PROTECTIVE CLOTHING 44,820 17,380 17,000 17,000 44,000 10022101 85590 OTHER GENERAL SUPPLIES 2,500 309 2,500 2,500 2,500 10022101 85591 AMBULANCE SUPPLIES 82,571 60,229 76,250 76,250 90,000 10022101 85599 AMBULANCE REFUNDS 30,380 32,891 25,000 35,000 25,000 TOTAL OPERATING EXPENSES 619,496 566,481 604,161 603,911 691,958 DEBT SERVICE ------------------------------ 10022101 85716 INTEREST EXPENSE 0 13,429 26,982 26,982 21,494 10022101 85719 LOAN PRINCIPAL EXPENSE 0 0 193,842 193,842 193,842 TOTAL DEBT SERVICE 0 13,429 220,824 220,824 215,336 CAPITAL OUTLAY ------------------------------ 10022101 85608 LAND IMPROVEMENTS 15,160 632,972 19,000 19,000 0 10022101 85612 BUILDING IMPROVEMENTS 0 4,400 25,000 25,000 0 10022101 85615 MACHINERY AND EQUIPMENT 41,341 264,281 54,545 54,545 0 10022101 85625 VEHICLES 0 969,208 286,000 286,000 0 TOTAL CAPITAL OUTLAY 56,501 1,870,861 384,545 384,545 0 TOTAL FIRE 7,662,767 9,618,940 8,145,901 8,292,651 7,876,544 58 Grand Island Special Meeting - 8/21/2018 Page 215 / 274 Fund General Department Summary Police Fund Type Public Safety Supervisor Chief of Police 22301, 22302, 22304 Description The Police Department provides public safety services to all citizens and people in Grand Island. Examples of services include responding to calls for service, emergency responses to major crimes and serious incidents; accident investigation; traffic safety enforcement; investigation and apprehension of criminals and violators and enforcement of some municipal codes. The Department is fully implemented into the strategic policing model that was started back in 2013 after the ICMA study. The Department participates in community based programs such as School Resource Officers and a Crime Prevention Unit. The Department participates in a regional drug and safe streets task force with Federal, State, and other local agencies which target drug dealers and violent criminals. The Department also includes a Victim Assistance Unit, a Code Compliance Unit, a Crime Analyst, and a Cyber Crimes Investigator. We have a Housing Authority Officer who works closely with the Hall County Housing Authority to provide police services to over 1,000 residents. We also provide on-duty officers to assist with out-going flight passenger screening at the Central Nebraska Regional Airport. The Department consists of three different Divisions: Patrol, Administration, and Criminal Investigation and each division has personnel that are additionally assigned to various ancillary units, such as K9, Gang, Tactical Response Team, and a cadre of trained instructors to help fulfill out mission. Budget Narrative Personnel Title 2016 2017 2018 Net Change 2019 Community Service Officers-Police Department 6.5088 6.5088 5.5053 0 5.5053 Crime Analysis 1 1 1 0 1 Custodian 1.25 1.25 1.25 0 1.25 Evidence Technician 2 2 2 0 2 Maintenance Worker II 1 1 1 0 1 Office Manager-Police Department 1 1 1 0 1 Police Captain 3 3 3 0 3 Police Chief 1 1 1 0 1 Police Officer 69 69 67 0 67 Police Records Clerk 7 7 7 0 7 Police Sergeant 14 14 14 0 14 School Crossing Guards 0 0 0 0 0 Victim Assistance Unit Coordinator 1 1 1 0 1 Victim Witness Advocate 0.2 0.2 0.2 0 0.2 Totals:107.9588 107.9588 104.9553 0 104.9553 59 Grand Island Special Meeting - 8/21/2018 Page 216 / 274 CITY OF GRAND ISLAND EXPENSES FOR BUDGET YEAR ENDING SEPTEMBER 30, 2019 GENERAL FUND 2016 ACTUAL 2017 ACTUAL 2018 REVISED BUDGET 2018 FORECAST 2019 BUDGET POLICE ------------------------------ PERSONNEL SERVICES ------------------------------ 10022301 85105 SALARIES - REGULAR 6,186,717 6,431,680 6,897,331 6,897,331 6,921,016 10022301 85110 SALARIES - OVERTIME 261,741 311,802 189,510 300,000 320,000 10022301 85115 F.I.C.A. PAYROLL TAXES 472,072 490,226 551,378 551,929 556,759 10022301 85120 HEALTH INSURANCE 1,285,486 1,183,617 932,458 933,390 921,223 10022301 85125 LIFE INSURANCE 8,489 8,798 8,623 17,246 10,073 10022301 85130 DISABILITY INSURANCE 10,887 11,654 14,085 28,170 17,975 10022301 85140 CLOTHING ALLOWANCE 54,383 60,156 60,000 60,000 56,756 10022301 85145 PENSION CONTRIBUTION 38,863 42,970 45,000 45,000 79,208 10022301 85146 POLICE PENSION 404,041 420,649 452,244 452,244 420,310 10022301 85150 WORKERS COMPENSATION 197,117 199,209 200,508 200,508 205,041 10022301 85160 OTHER EMPLOYEE BENEFITS 3,632 2,850 8,787 8,787 9,137 10022301 85161 VEBA 40,525 10,878 10,296 10,296 10,296 TOTAL PERSONNEL SERVICES 8,963,953 9,174,489 9,370,220 9,504,901 9,527,794 OPERATING EXPENSES ------------------------------ 10022301 85213 CONTRACT SERVICES 123,206 128,692 120,000 120,000 124,800 10022301 85214 HUMANE SOCIETY CONTRACT 360,000 0 0 0 0 10022301 85290 OTHER PROFESSIONAL & TECH 42,927 27,201 45,000 45,000 45,000 10022301 85305 UTILITY SERVICES 6,345 5,938 6,000 6,000 6,000 10022301 85317 NATURAL GAS 532 555 1,000 1,000 1,000 10022301 85324 REPAIR & MAINT - BUILDING 1,402 904 2,000 2,000 2,000 10022301 85325 REPAIR & MAINT - MACH & EQU 3,190 3,170 3,000 3,000 6,000 10022301 85330 REPAIR & MAINT - OFF FURN &4,675 1,801 3,000 3,000 0 10022301 85335 REPAIR & MAINT - VEHICLES 175,661 137,142 148,400 140,000 148,400 10022301 85390 TOWING EXPENSES 88,029 83,796 93,150 93,150 93,150 10022301 85405 INSURANCE PREMIUMS 14,797 9,626 14,800 14,800 14,800 10022301 85410 TELEPHONE 944 0 0 0 0 10022301 85412 CITY MATCH 25,000 25,000 29,700 26,000 29,700 10022301 85419 LEGAL NOTICES 314 289 400 572 400 10022301 85422 DUES & SUBSCRIPTIONS 4,267 1,845 2,200 2,200 2,200 10022301 85428 TRAVEL & TRAINING 46,893 40,958 44,000 44,000 44,000 10022301 85453 CASH OVER & SHORT -56 0 0 0 0 10022301 85463 INVESTIGATIVE EXPENSE 41,880 32,078 35,000 35,000 35,000 10022301 85464 CRIME PREVENTION 1,000 999 1,000 1,000 1,000 10022301 85490 OTHER EXPENDITURES 41,004 3,182 7,000 7,000 7,000 60 Grand Island Special Meeting - 8/21/2018 Page 217 / 274 CITY OF GRAND ISLAND EXPENSES FOR BUDGET YEAR ENDING SEPTEMBER 30, 2019 GENERAL FUND 2016 ACTUAL 2017 ACTUAL 2018 REVISED BUDGET 2018 FORECAST 2019 BUDGET 10022301 85505 OFFICE SUPPLIES 19,862 16,153 13,000 13,000 13,000 10022301 85515 GASOLINE 101,618 106,053 150,500 150,500 150,500 10022301 85520 DIESEL FUEL 118 0 0 0 0 10022301 85540 MISC OPERATING EQUIPMENT 154,863 129,889 151,500 151,500 181,500 10022301 85545 MATERIALS - TESTING 3,513 2,135 2,500 2,500 2,500 10022301 85546 PROTECTIVE VESTS/UNIFORMS 4,741 7,019 8,000 8,000 8,000 10022301 85550 AMMO AND TRAINING SUPPLIES 21,128 18,467 20,000 20,000 20,000 10022301 85590 OTHER GENERAL SUPPLIES 37,320 27,364 30,000 30,000 0 TOTAL OPERATING EXPENSES 1,325,173 810,256 931,150 919,222 935,950 CAPITAL OUTLAY ------------------------------ 10022301 85625 VEHICLES 265,985 136,894 118,000 118,000 0 TOTAL CAPITAL OUTLAY 265,985 136,894 118,000 118,000 0 TOTAL POLICE 10,555,111 10,121,639 10,419,370 10,542,123 10,463,744 61 Grand Island Special Meeting - 8/21/2018 Page 218 / 274 CITY OF GRAND ISLAND EXPENSES FOR BUDGET YEAR ENDING SEPTEMBER 30, 2019 GENERAL FUND 2016 ACTUAL 2017 ACTUAL 2018 REVISED BUDGET 2018 FORECAST 2019 BUDGET LAW ENFORCEMENT CENTER ------------------------------ PERSONNEL SERVICES ------------------------------ 10022302 85105 SALARIES - REGULAR 72,454 59,717 76,994 67,994 81,765 10022302 85110 SALARIES - OVERTIME 640 542 250 1,200 500 10022302 85115 F.I.C.A. PAYROLL TAXES 5,213 4,310 5,928 5,928 6,293 10022302 85120 HEALTH INSURANCE 14,010 16,195 15,780 15,780 16,524 10022302 85125 LIFE INSURANCE 87 75 87 87 102 10022302 85130 DISABLITY INSURANCE 86 56 69 69 69 10022302 85145 PENSION CONTRIBUTION 2,869 2,205 2,287 2,287 2,507 10022302 85150 WORKERS COMPENSATION 3,140 3,200 97 97 222 10022302 85160 OTHER EMPLOYEE BENEFITS 0 0 120 120 124 10022302 85161 HRA-VEBA 390 315 390 390 390 TOTAL PERSONNEL SERVICES 98,889 86,615 102,002 93,952 108,496 OPERATING EXPENSES ------------------------------ 10022302 85229 CONTRACT MAINTENANCE SERVIC 37,608 56,321 35,000 70,000 70,000 10022302 85305 UTILITY SERVICES 116,685 112,919 120,000 120,000 120,000 10022302 85505 OFFICE SUPPLIES 5,650 3,832 2,700 7,000 7,000 10022302 85506 PAPER 3,525 3,419 3,000 2,500 3,000 10022302 85590 CUSTODIAL SUPPLIES 18,919 14,181 15,000 15,000 15,000 TOTAL OPERATING EXPENSES 182,387 190,672 175,700 214,500 215,000 TOTAL LAW ENFORCEMENT CENTER 281,276 277,287 277,702 308,452 323,496 62 Grand Island Special Meeting - 8/21/2018 Page 219 / 274 CITY OF GRAND ISLAND EXPENSES FOR BUDGET YEAR ENDING SEPTEMBER 30, 2019 GENERAL FUND 2016 ACTUAL 2017 ACTUAL 2018 REVISED BUDGET 2018 FORECAST 2019 BUDGET POLICE GRANT ------------------------------ PERSONNEL SERVICES ------------------------------ 10022304 85110 SALARIES - OVERTIME 29,390 19,986 12,500 16,000 12,500 10022304 85115 F.I.C.A. PAYROLL TAXES 2,134 1,453 1,858 2,378 1,858 10022304 85120 HEALTH INSURANCE 5,002 3,100 4,000 4,000 4,000 10022304 85125 LIFE INSURANCE 36 28 62 62 62 10022304 85145 PENSION CONTRIBUTION 12 0 0 0 0 10022304 85146 POLICE PENSION 2,022 1,399 2,500 3,200 2,500 10022304 85150 WORKERS COMPENSATION 1,041 94 94 94 94 10022304 85161 HRA-VEBA 1 0 0 0 0 TOTAL PERSONNEL SERVICES 39,638 26,060 21,014 25,734 21,014 TOTAL POLICE GRANT 39,638 26,060 21,014 25,734 21,014 63 Grand Island Special Meeting - 8/21/2018 Page 220 / 274 Fund General Department Summary Emergency Management Fund Type Public Safety Supervisor Emergency Management Director 22601, 22604, 22605 Description The Emergency Management and Communications Department is established by Interlocal Agreement and costs and revenues are shared 50/50 between the City of Grand Island and Hall County. This budget funds all emergency management activities and the majority of 911 PSAP (Public Safety Answering Point) expenses. Budget Narrative This budget provides for the maintenance of existing programs, no increases in FTE. Personnel Title 2016 2017 2018 Net Change 2019 Emergency Management Coordinator 1 1 1 0 1 Emergency Management Deputy Director 1 1 1 0 1 Emergency Management Director 1 1 1 0 1 Public Safety Dispatcher 11 11 10.25 0 10.25 Senior Public Safety Dispatcher 3 3 3 0 3 Telecommunicator/EMD 0 0 0 0 0 Totals:17 17 16.25 0 16.25 64 Grand Island Special Meeting - 8/21/2018 Page 221 / 274 CITY OF GRAND ISLAND EXPENSES FOR BUDGET YEAR ENDING SEPTEMBER 30, 2019 GENERAL FUND 2016 ACTUAL 2017 ACTUAL 2018 REVISED BUDGET 2018 FORECAST 2019 BUDGET EMERGENCY MANAGEMENT ------------------------------ PERSONNEL SERVICES ------------------------------ 10022601 85105 SALARIES - REGULAR 235,023 248,628 261,114 261,114 269,521 10022601 85110 SALARIES - OVERTIME 535 221 700 0 700 10022601 85115 F.I.C.A. PAYROLL TAXES 16,890 17,475 20,029 20,029 20,671 10022601 85120 HEALTH INSURANCE 50,075 52,855 41,617 41,617 22,080 10022601 85125 LIFE INSURANCE 261 266 261 261 306 10022601 85130 DISABLITY INSURANCE 427 459 524 524 683 10022601 85145 PENSION CONTRIBUTION 14,134 14,931 15,709 15,709 19,333 10022601 85150 WORKERS COMPENSATION 321 333 332 332 584 10022601 85160 OTHER EMPLOYEE BENEFITS 320 265 300 300 300 10022601 85161 VEBA 1,950 1,939 1,950 1,950 1,950 TOTAL PERSONNEL SERVICES 319,936 337,372 342,536 341,836 336,128 OPERATING EXPENSES ------------------------------ 10022601 85213 CONTRACT SERVICES 10,329 9,145 13,200 13,200 15,000 10022601 85241 COMPUTER SERVICES 7,980 7,980 42,065 42,065 37,000 10022601 85290 COMMUNICATIONS SERVICES 3,555 2,010 3,600 3,600 5,000 10022601 85305 UTILITY SERVICES 4,724 6,406 6,700 6,700 6,700 10022601 85325 REPAIR & MAINT - MACH & EQU 2,248 3,470 3,400 3,400 4,000 10022601 85330 REPAIR & MAINT - OFF FURN &0 0 1,000 1,000 1,000 10022601 85335 REPAIR & MAINT - VEHICLES 1,258 2,432 4,000 3,000 3,000 10022601 85405 INSURANCE PREMIUMS 2,300 2,200 2,300 2,300 2,300 10022601 85413 POSTAGE 382 293 400 300 400 10022601 85422 DUES & SUBSCRIPTIONS 592 705 700 700 750 10022601 85428 TRAVEL & TRAINING 3,237 2,650 3,500 3,000 3,000 10022601 85490 OTHER EXPENDITURES 77 132 200 200 200 10022601 85505 OFFICE SUPPLIES 766 1,201 1,000 1,000 1,000 10022601 85539 MISC OPERATING EQUIPMENT 1,494 211 4,000 4,000 4,000 10022601 85544 PLANNING 6,083 264 4,000 2,000 4,000 10022601 85590 SUPPLIES 0 22 100 100 100 TOTAL OPERATING EXPENSES 45,025 39,121 90,165 86,565 87,450 65 Grand Island Special Meeting - 8/21/2018 Page 222 / 274 CITY OF GRAND ISLAND EXPENSES FOR BUDGET YEAR ENDING SEPTEMBER 30, 2019 GENERAL FUND 2016 ACTUAL 2017 ACTUAL 2018 REVISED BUDGET 2018 FORECAST 2019 BUDGET CAPITAL OUTLAY ------------------------------ 10022601 85615 MACHINERY AND EQUIPMENT 63,688 38,105 32,696 69,696 0 TOTAL CAPITAL OUTLAY 63,688 38,105 32,696 69,696 0 TOTAL EMERGENCY MANAGEMENT 428,649 414,598 465,397 498,097 423,578 66 Grand Island Special Meeting - 8/21/2018 Page 223 / 274 CITY OF GRAND ISLAND EXPENSES FOR BUDGET YEAR ENDING SEPTEMBER 30, 2019 GENERAL FUND 2016 ACTUAL 2017 ACTUAL 2018 REVISED BUDGET 2018 FORECAST 2019 BUDGET LOCAL EMERGENCY PLANNING ------------------------------ OPERATING EXPENSES ------------------------------ 10022604 85416 ADVERTISING 61 81 100 100 110 10022604 85448 CITIZENS CORP EXPS 604 0 0 0 0 10022604 85475 LOCAL EMERGENCY PLANNING CO 1,561 1,272 5,500 5,500 5,500 TOTAL OPERATING EXPENSES 2,226 1,353 5,600 5,600 5,610 TOTAL LOCAL EMERGENCY PLANNING 2,226 1,353 5,600 5,600 5,610 67 Grand Island Special Meeting - 8/21/2018 Page 224 / 274 CITY OF GRAND ISLAND EXPENSES FOR BUDGET YEAR ENDING SEPTEMBER 30, 2019 GENERAL FUND 2016 ACTUAL 2017 ACTUAL 2018 REVISED BUDGET 2018 FORECAST 2019 BUDGET COMMUNICATION ------------------------------ PERSONNEL SERVICES ------------------------------ 10022605 85105 SALARIES - REGULAR 635,033 653,643 638,436 638,436 658,956 10022605 85110 SALARIES - OVERTIME 29,990 33,626 28,393 28,393 33,125 10022605 85115 F.I.C.A. PAYROLL TAXES 47,233 48,133 54,137 54,137 56,376 10022605 85120 HEALTH INSURANCE 152,362 143,352 125,330 125,330 131,460 10022605 85125 LIFE INSURANCE 1,085 1,120 1,182 1,182 1,362 10022605 85130 DISABILITY INSURANCE 1,131 1,182 1,415 1,415 1,882 10022605 85145 PENSION CONTRIBUTION 39,901 41,236 42,464 42,464 46,886 10022605 85150 WORKERS COMPENSATION 909 930 933 933 1,178 10022605 85160 OTHER EMPLOYEE BENEFITS 387 425 784 784 784 10022605 85161 VEBA 6,240 6,266 6,630 6,630 6,630 TOTAL PERSONNEL SERVICES 914,271 929,913 899,704 899,704 938,639 OPERATING EXPENSES ------------------------------ 10022605 85213 CONTRACT SERVICES 2,193 2,832 2,900 2,900 2,900 10022605 85245 PRINTING & BINDING SERVICES 0 0 200 200 200 10022605 85290 OTHER PROFESSIONAL & TECH 97 0 0 0 0 10022605 85325 REPAIR & MAINT - MACH & EQU 0 128 3,800 3,800 2,000 10022605 85405 INSURANCE PREMIUMS 0 0 0 0 -1 10022605 85410 TELEPHONE 3,355 3,752 4,000 4,000 4,000 10022605 85428 TRAVEL & TRAINING 0 0 0 10 0 10022605 85490 OTHER EXPENDITURES 174 75 100 100 100 10022605 85505 OFFICE SUPPLIES 770 235 400 400 400 10022605 85590 OTHER GENERAL SUPPLIES 0 0 100 200 100 TOTAL OPERATING EXPENSES 6,589 7,022 11,500 11,610 9,699 CAPITAL OUTLAY ------------------------------ 10022605 85615 MACHINERY AND EQUIPMENT 22,543 48,491 27,000 27,000 0 TOTAL CAPITAL OUTLAY 22,543 48,491 27,000 27,000 0 TOTAL COMMUNICATION 943,403 985,426 938,204 938,314 948,338 68 Grand Island Special Meeting - 8/21/2018 Page 225 / 274 Fund General Department Summary Engineering Fund Type Public Works Supervisor Public Works Director 33001 Description The Engineering Division of the Public Works Department provides engineering services for Solid Waste, Streets,and Wastewater Divisions as well as other City Departments and the Downtown Parking Districts. The Division provides design engineering services for sidewalks, streets, sanitary sewer, storm water drainage, and trails; construction project management; right-of-way management; storm water management; subdivision review; surveying; and traffic engineering. Budget Narrative The Division will provide a combination of planning, coordination, district creation, design, right-of-way acquisition, construction management and project inspection services for projects including: the annual resurfacing and curb ramp projects, S Front Street over Sycamore Street Underpass, Moores Creek Drain Extension, Old Potash; Claude Road to Webb Road, Highway 30 Realignment, and Five Points Intersection Improvements; project management for various Wastewater improvements, as well as design and management of various other small projects that occur during the successive year. Personnel Title 2016 2017 2018 Net Change 2019 Assistant PW Director/Mngr of Engineering Services 1 1 1 0 1 CADD Operator 1 1 1 0 1 Engineering I PW 1 1 1 0 1 Engineering Technician-Public Works 2 2 2 0 2 GIS Coordinator - PW 1 1 1 0 1 Public Works Engineer 1 1 0 0 0 Seasonal Worker 0.75 0.75 0.75 0 0.75 Stormwater Technician 1 1 0 0 0 Totals:8.75 8.75 6.75 0 6.75 70 Grand Island Special Meeting - 8/21/2018 Page 226 / 274 CITY OF GRAND ISLAND EXPENSES FOR BUDGET YEAR ENDING SEPTEMBER 30, 2019 GENERAL FUND 2016 ACTUAL 2017 ACTUAL 2018 REVISED BUDGET 2018 FORECAST 2019 BUDGET ENGINEERING ------------------------------ PERSONNEL SERVICES ------------------------------ 10033001 85105 SALARIES - REGULAR 573,789 458,432 479,491 440,000 475,135 10033001 85110 SALARIES - OVERTIME 16,389 9,068 2,513 5,000 5,000 10033001 85115 F.I.C.A. PAYROLL TAXES 43,182 34,313 37,064 32,000 35,000 10033001 85120 HEALTH INSURANCE 109,532 61,511 67,272 63,500 76,812 10033001 85125 LIFE INSURANCE 630 489 522 550 612 10033001 85130 DISABILITY INSURANCE 994 763 968 1,050 1,280 10033001 85145 PENSION CONTRIBUTION 35,089 28,050 27,722 26,300 33,361 10033001 85150 WORKERS COMPENSATION 2,154 2,291 1,763 1,763 1,771 10033001 85160 OTHER EMPLOYEE BENEFITS 530 885 364 550 364 10033001 85161VEBA 13,699 3,264 3,120 3,300 3,510 TOTAL PERSONNEL SERVICES 795,988 599,066 620,799 574,013 632,845 OPERATING EXPENSES ------------------------------ 10033001 85213 CONTRACT SERVICES 27,797 4,104 25,000 25,000 28,500 10033001 85241 COMPUTER SERVICES 82,876 84,664 100,000 100,000 100,000 10033001 85325 REPAIR & MAINT - MACH & EQU 3,340 3,774 3,500 3,500 3,499 10033001 85335 REPAIR & MAINT - VEHICLES 7,008 7,516 8,500 7,500 8,500 10033001 85405 INSURANCE PREMIUMS 0 0 0 0 0 10033001 85410 TELEPHONE 503 702 500 500 500 10033001 85416 ADVERTISING 1,670 1,075 1,000 500 1,000 10033001 85419 LEGAL NOTICES 957 578 900 1,000 1,000 10033001 85422 DUES & SUBSCRIPTIONS 100 300 500 500 500 10033001 85424 LICENSE & FEES 462 1,270 1,350 1,300 1,300 10033001 85428 TRAVEL & TRAINING 1,729 3,296 10,000 7,500 10,000 10033001 85505 OFFICE SUPPLIES 3,474 3,254 4,000 4,000 4,000 10033001 85540 MISC OPERATING EQUIPMENT 7,493 7,695 10,000 7,500 10,000 10033001 85590 OTHER GENERAL SUPPLIES 48 0 0 0 0 TOTAL OPERATING EXPENSES 137,457 118,228 165,250 158,800 168,799 TOTAL ENGINEERING 933,445 717,294 786,049 732,813 801,644 71 Grand Island Special Meeting - 8/21/2018 Page 227 / 274 Fund General Department Summary Administration Fund Type Public Works Supervisor Public Works Director 33002 Description Provides for the administration and management of the Public Works Department. Budget Narrative The Division provides administration, planning, support, and management for the Public Works Department, and develops and leads department initiatives such as the Capital Improvement Program. Personnel Title 2016 2017 2018 Net Change 2019 Administrative Assistant-Public Works 1 1 1 -1 0 Administrative Coordinator 0 0 0 1 1 Public Works Director 1 1 1 0 1 Totals:2 2 2 0 2 72 Grand Island Special Meeting - 8/21/2018 Page 228 / 274 CITY OF GRAND ISLAND EXPENSES FOR BUDGET YEAR ENDING SEPTEMBER 30, 2019 GENERAL FUND 2016 ACTUAL 2017 ACTUAL 2018 REVISED BUDGET 2018 FORECAST 2019 BUDGET PUBLIC WORKS ADMINISTRATION ------------------------------ PERSONNEL SERVICES ------------------------------ 10033002 85105 SALARIES - REGULAR 184,896 197,169 201,921 204,000 205,842 10033002 85110 SALARIES - OVERTIME 8,222 6,922 150 7,400 7,000 10033002 85115 F.I.C.A. PAYROLL TAXES 14,197 14,549 14,545 15,400 15,900 10033002 85125 LIFE INSURANCE 165 170 165 200 193 10033002 85130 DISABLITY INSURANCE 336 364 360 500 464 10033002 85145 PENSION CONTRIBUTION 11,587 12,245 12,133 13,000 14,533 10033002 85150 WORKERS COMPENSATION 174 185 191 191 194 10033002 85160 OTHER EMPLOYEE BENEFITS 0 0 108 50 50 10033002 85161 HRA-VEBA 1,170 1,170 1,170 1,170 1,170 TOTAL PERSONNEL SERVICES 220,747 232,774 230,743 241,911 245,346 OPERATING EXPENSES ------------------------------ 10033002 85213 CONTRACT SERVICES 155,977 85,495 200,000 200,000 195,000 10033002 85241 COMPUTER SERVICES 0 355 2,500 500 2,500 10033002 85422 DUES & SUBSCRIPTIONS 1,240 0 250 0 0 10033002 85424 LICENSE & FEES 80 0 0 0 0 10033002 85428 TRAVEL & TRAINING 1,918 1,510 3,500 3,500 3,500 10033002 85505 OFFICE SUPPLIES 291 76 2,250 100 100 TOTAL OPERATING EXPENSES 159,506 87,436 208,500 204,100 201,100 CAPITAL OUTLAY ------------------------------ 10033002 85620 OFFICE FURNITURE & EQUIPMEN 4,888 0 0 0 0 TOTAL CAPITAL OUTLAY 4,888 0 0 0 0 TOTAL PUBLIC WORKS ADMINISTRATION 385,141 320,210 439,243 446,011 446,446 73 Grand Island Special Meeting - 8/21/2018 Page 229 / 274 Fund General Department Summary Streets & Transportation Fund Type Public Works Supervisor Public Works Director 33501 Description The Street Division provides for the maintenance of safe and efficient driving conditions for the traveling public by keeping over 910 lane miles of roadway in a good state of repair utilizing a preventative maintenance approach consisting of concrete and asphalt patching, crack sealing, and asphalt resurfacing. This Division also maintains, services, operates, installs, and upgrades 80 signalized intersection locations and 37 flashing warning light locations that include school zones and bike trail crossings. The Division maintains and upgrades pavement markings, traffic control signs, and street identification signs; cleans and maintains over 5,000 storm sewer catch basins and inlets; and utilizes street sweepers to pick up debris from the roadway by traveling an average of 12,500 miles and picking up over 4,000 cubic yards (approx. 2,500 tons) of material per year. Mowing of right-of-way, drainage ditches, and detention cells are also performed by this Division, as well as snow plowing, hauling snow, ice control, and grading alleys. Budget Narrative Personnel Title 2016 2017 2018 Net Change 2019 Accounting Technician-Streets 0.5 0.5 0.5 0 0.5 Equipment Operator - Streets 5 5 5 0 5 Maintenance Worker - Streets 6 6 6 0 6 Seasonal Worker 0 0 0 0 0 Senior Equipment Operator 5 5 5 0 5 Senior Maintenance Worker - Streets 2 2 2 0 2 Street Foreman 2 2 2 0 2 Street Superintendent 1 1 1 0 1 Traffic Signal Technician 2 2 2 0 2 Totals:23.5 23.5 23.5 0 23.5 74 Grand Island Special Meeting - 8/21/2018 Page 230 / 274 CITY OF GRAND ISLAND EXPENSES FOR BUDGET YEAR ENDING SEPTEMBER 30, 2019 GENERAL FUND 2016 ACTUAL 2017 ACTUAL 2018 REVISED BUDGET 2018 FORECAST 2019 BUDGET STREET AND ALLEY - GEN OPER ------------------------------ PERSONNEL SERVICES ------------------------------ 10033501 85105 SALARIES - REGULAR 1,318,066 0 0 0 0 10033501 85110 SALARIES - OVERTIME 212,922 0 0 0 0 10033501 85115 F.I.C.A. PAYROLL TAXES 111,423 0 0 0 0 10033501 85120 HEALTH INSURANCE 345,300 0 0 0 0 10033501 85125 LIFE INSURANCE 2,007 0 0 0 0 10033501 85130 DISABILITY INSURANCE 2,361 0 0 0 0 10033501 85140 CLOTHING ALLOWANCE 3,547 0 0 0 0 10033501 85145 PENSION CONTRIBUTION 91,856 0 0 0 0 10033501 85150 WORKERS COMPENSATION 126,741 0 0 0 0 10033501 85160 OTHER EMPLOYEE BENEFITS 6,849 0 0 0 0 10033501 85161 VEBA 4,534 0 0 0 0 TOTAL PERSONNEL SERVICES 2,225,606 0 0 0 0 OPERATING EXPENSES ------------------------------ 10033501 85241 COMPUTER SERVICES 461 0 0 0 0 10033501 85305 UTILITY SERVICES 32,218 0 0 0 0 10033501 85317 NATURAL GAS 7,562 0 0 0 0 10033501 85318 CURBS GUTTERS & SIDEWALKS 0 0 0 0 0 10033501 85324 REPAIR & MAINT - BUILDING 24,936 0 0 0 0 10033501 85335 REPAIR & MAINT - VEHICLES 7,706 0 0 0 0 10033501 85350 SANITATION SERVICE 2,218 0 0 0 0 10033501 85390 OTHER PROPERTY SERVICES 11,523 0 0 0 0 10033501 85410 TELEPHONE 65 0 0 0 0 10033501 85416 ADVERTISING 11 0 0 0 0 10033501 85428 TRAVEL & TRAINING 5,255 0 0 0 0 10033501 85490 OTHER EXPENDITURES 38 0 0 0 0 10033501 85505 OFFICE SUPPLIES 2,629 0 0 0 0 10033501 85515 GASOLINE 4,266 0 0 0 0 10033501 85540 MISC OPERATING EQUIPMENT 907 0 0 0 0 10033501 85547 STREET REPAIR MATERIALS 0 0 0 0 0 10033501 85549 SAFETY MATERIALS 4,494 0 0 0 0 10033501 85590 OTHER GENERAL SUPPLIES 5,424 0 0 0 0 TOTAL OPERATING EXPENSES 109,713 0 0 0 0 75 Grand Island Special Meeting - 8/21/2018 Page 231 / 274 CITY OF GRAND ISLAND EXPENSES FOR BUDGET YEAR ENDING SEPTEMBER 30, 2019 GENERAL FUND 2016 ACTUAL 2017 ACTUAL 2018 REVISED BUDGET 2018 FORECAST 2019 BUDGET CAPITAL OUTLAY ------------------------------ 10033501 85612 BUILDING IMPROVEMENTS 22,247 0 0 0 0 10033501 85615 MACHINERY AND EQUIPMENT 279,713 0 0 0 0 10033501 85625 VEHICLES 162,649 0 0 0 0 TOTAL CAPITAL OUTLAY 464,609 0 0 0 0 TOTAL STREET AND ALLEY - GEN OPER 2,799,928 0 0 0 0 76 Grand Island Special Meeting - 8/21/2018 Page 232 / 274 CITY OF GRAND ISLAND EXPENSES FOR BUDGET YEAR ENDING SEPTEMBER 30, 2019 GENERAL FUND 2016 ACTUAL 2017 ACTUAL 2018 REVISED BUDGET 2018 FORECAST 2019 BUDGET SNOW AND ICE REMOVAL ------------------------------ OPERATING EXPENSES ------------------------------ 10033502 85312 SNOW REMOVAL 82,870 0 0 0 0 10033502 85335 REPAIR & MAINT - VEHICLES 47,695 0 0 0 0 10033502 85340 RENT 1,600 0 0 0 0 10033502 85520 DIESEL FUEL 11,896 0 0 0 0 10033502 85535 CHEMICAL SUPPLIES 63,459 0 0 0 0 10033502 85540 MISC OPERATING EQUIPMENT 608 0 0 0 0 10033502 85546 WINTER GRAVEL & BLADES 11,864 0 0 0 0 10033502 85590 OTHER GENERAL SUPPLIES 3,203 0 0 0 0 TOTAL OPERATING EXPENSES 223,195 0 0 0 0 TOTAL SNOW AND ICE REMOVAL 223,195 0 0 0 0 77 Grand Island Special Meeting - 8/21/2018 Page 233 / 274 CITY OF GRAND ISLAND EXPENSES FOR BUDGET YEAR ENDING SEPTEMBER 30, 2019 GENERAL FUND 2016 ACTUAL 2017 ACTUAL 2018 REVISED BUDGET 2018 FORECAST 2019 BUDGET STREET MAINTENANCE ------------------------------ OPERATING EXPENSES ------------------------------ 10033503 85213 CONTRACT SERVICES 6,245 0 0 0 0 10033503 85305 UTILITY SERVICES 341,022 0 0 0 0 10033503 85318 CURBS GUTTERS & SIDEWALKS 4,157 0 0 0 0 10033503 85320 REPAIR BRIDGE - OVER/UNDER 7,098 0 0 0 0 10033503 85335 REPAIR & MAINT - VEHICLES 217,342 0 0 0 0 10033503 85340 RENT 10,283 0 0 0 0 10033503 85515 GASOLINE 2,787 0 0 0 0 10033503 85520 DIESEL FUEL 39,508 0 0 0 0 10033503 85540 MISC OPERATING EQUIPMENT 17,067 0 0 0 0 10033503 85547 STREET REPAIR MATERIALS 515,252 0 0 0 0 10033503 85590 OTHER GENERAL SUPPLIES 3,498 0 0 0 0 TOTAL OPERATING EXPENSES 1,164,259 0 0 0 0 TOTAL STREET MAINTENANCE 1,164,259 0 0 0 0 78 Grand Island Special Meeting - 8/21/2018 Page 234 / 274 CITY OF GRAND ISLAND EXPENSES FOR BUDGET YEAR ENDING SEPTEMBER 30, 2019 GENERAL FUND 2016 ACTUAL 2017 ACTUAL 2018 REVISED BUDGET 2018 FORECAST 2019 BUDGET DRAINAGE MAINTENANCE ------------------------------ OPERATING EXPENSES ------------------------------ 10033504 85213 CONTRACT SERVICES 11,848 0 0 0 0 10033504 85318 REPAIR STORM SEWER 39,384 0 0 0 0 10033504 85335 REPAIR & MAINT - VEHICLES 23,770 0 0 0 0 10033504 85340 RENT 1,672 0 0 0 0 10033504 85515 GASOLINE 0 0 0 0 0 10033504 85520 DIESEL FUEL 3,183 0 0 0 0 10033504 85540 MISC OPERATING EQUIPMENT 10,396 0 0 0 0 10033504 85590 OTHER GENERAL SUPPLIES 3,546 0 0 0 0 TOTAL OPERATING EXPENSES 93,799 0 0 0 0 TOTAL DRAINAGE MAINTENANCE 93,799 0 0 0 0 79 Grand Island Special Meeting - 8/21/2018 Page 235 / 274 CITY OF GRAND ISLAND EXPENSES FOR BUDGET YEAR ENDING SEPTEMBER 30, 2019 GENERAL FUND 2016 ACTUAL 2017 ACTUAL 2018 REVISED BUDGET 2018 FORECAST 2019 BUDGET TRAFFIC CONTROLS AND SAFETY ------------------------------ OPERATING EXPENSES ------------------------------ 10033505 85213 CONTRACT SERVICES 91,111 0 0 0 0 10033505 85305 UTILITY SERVICES 20,907 0 0 0 0 10033505 85325 REPAIR & MAINT - MACH & EQU 104,353 0 0 0 0 10033505 85515 REPAIR & MAINT - VEHICLES 34,758 0 0 0 0 10033505 85515 GASOLINE 5,040 0 0 0 0 10033505 85520 DIESEL FUEL 2,453 0 0 0 0 10033505 85540 MISC OPERATING EQUIPMENT 8,159 0 0 0 0 10033505 85545 TRAFF PAINT - PSTIC - GL BEA 15,127 0 0 0 0 10033505 85590 OTHER GENERAL SUPPLIES 3,957 0 0 0 0 TOTAL OPERATING EXPENSES 285,865 0 0 0 0 TOTAL TRAFFIC CONTROLS AND SAFETY 285,865 0 0 0 0 80 Grand Island Special Meeting - 8/21/2018 Page 236 / 274 CITY OF GRAND ISLAND EXPENSES FOR BUDGET YEAR ENDING SEPTEMBER 30, 2019 GENERAL FUND 2016 ACTUAL 2017 ACTUAL 2018 REVISED BUDGET 2018 FORECAST 2019 BUDGET NON-CAPITAL PROJECTS ------------------------------ OPERATING EXPENSES ------------------------------ 10033506 85213 CONTRACT SERVICES 15,154 0 0 0 0 10033506 85351 CONTRACTED CONCRETE REPAIR 602,243 0 0 0 0 10033506 85353 ROAD & STREET MODIFICATIONS 75,519 0 0 0 0 10033506 85354 STREET RESURFACING 1,278,933 0 0 0 0 TOTAL OPERATING EXPENSES 1,971,849 0 0 0 0 TOTAL NON-CAPITAL PROJECTS 1,971,849 0 0 0 0 81 Grand Island Special Meeting - 8/21/2018 Page 237 / 274 82 Fund General Department Summary Planning Fund Type Community Environment/Leisure Supervisor Planning Director 44001, 44002 Description The core programs within the Planning Department provide land use planning-related services for the City and the County. This is done through participation in the Regional Planning Commission. The Regional Planning Commission functions as a unified Planning Department for Grand Island, Hall County,Wood River, Alda, Doniphan and Cairo. The Planning Department is involved with 7 key programs; Subdivision Review and Regulation; Review of Proposed Developments; Technical Advice and Interpretation of Plans and Regulations; Flood Plain Management; Land Use Planning and Zoning; Mapping and GIS; and Addressing (providing E911/ street addresses to properties.) The Department reviews and processes all development proposals and provides direct support to the public, the City Council, the Planning Commission, City staff, Hall County Board of Supervisors and staff and the small city governing bodies. The Planning Department also provides staffing for the Community Redevelopment Authority (CRA). The CRA budget is separate from the Planning Department Budget and is not shared with Hall County. The Community Redevelopment Authority (CRA) manages a portion of property tax funds. These funds are used for a variety of projects including: façade improvement grants, infrastructure, acquisition and demolition of substandard properties, redevelopment plans and other studies in blighted and substandard areas. The CRA has a 5 member Board that meets the 2nd Wednesday of each month. The CRA pays a portion of salary and benefits of the Planning Director and Planning Administrative Assistant. Budget Narrative As indicated by an Intergovernmental Agreement, the entire budget of the Regional Planning Commission is included in the City Budget. Hall County is billed on a monthly basis for one-half the actual monthly operating expenditures which is then reimbursed to the City; thus, the County and City equally share the funding for the Commission pursuant to the agreement. The budget provides for a continuation of the existing service level for this Department. All fees generated by rezoning applications and the filing of preliminary or final plats for subdivisions are submitted directly to the City or County depending on whose jurisdiction the request or subdivision is located. Since the activities of the Commission are primarily administrative in nature, the majority of its Annual Budget is directly related to staff salaries and related benefits. The Commission, by its agreement, does provide to the City a fee for administrative services for central accounting, bookkeeping, and office rental. $50.00 per month is provided from Hall County through the monthly billing for all services mentioned. Personnel Title 2016 2017 2018 Net Change 2019 Admin Assist-Planning 0.9 0.9 0.9 0 0.9 Planner I 0 0 0 0.62 0.62 Planning Director 1 1 1 0 1 Planning Technician 0.62 0.62 0.62 (0.62)0 Totals:2.52 2.52 2.52 0 2.52 Grand Island Special Meeting - 8/21/2018 Page 238 / 274 CITY OF GRAND ISLAND EXPENSES FOR BUDGET YEAR ENDING SEPTEMBER 30, 2019 GENERAL FUND 2016 ACTUAL 2017 ACTUAL 2018 REVISED BUDGET 2018 FORECAST 2019 BUDGET PLANNING ------------------------------ PERSONNEL SERVICES ------------------------------ 10044001 85105 SALARIES - REGULAR 167,135 173,633 174,516 174,516 178,663 10044001 85115 F.I.C.A. PAYROLL TAXES 12,003 12,478 13,351 13,351 13,667 10044001 85120 HEALTH INSURANCE 33,769 26,591 22,738 22,738 24,757 10044001 85125 LIFE INSURANCE 180 178 185 185 216 10044001 85130 DISABILITY INSURANCE 303 299 349 349 456 10044001 85145 PENSION CONTRIBUTION 10,041 10,425 10,470 10,470 12,270 10044001 85150 WORKERS COMPENSATION 272 257 218 218 222 10044001 85160 OTHER EMPLOYEE BENEFITS 207 135 325 325 325 10044001 85161 VEBA 1,111 3,482 1,139 1,139 1,139 Total PERSONNEL SERVICES 225,021 227,478 223,291 223,291 231,715 OPERATING EXPENSES ------------------------------ 10044001 85221 ADMINISTRATIVE SERVICES 1,200 1,200 1,200 0 1,200 10044001 85241 COMPUTER SERVICES 9,012 9,012 8,413 8,413 7,273 10044001 85245 PRINTING & BINDING SERVICES 35 0 240 240 240 10044001 85330 REPAIR & MAINT - OFF FURN &0 0 280 280 280 10044001 85405 INSURANCE PREMIUMS 600 0 0 0 0 10044001 85410 TELEPHONE 40 44 0 0 0 10044001 85413 POSTAGE 382 505 982 982 1,432 10044001 85419 LEGAL NOTICES 769 540 750 750 750 10044001 85422 DUES & SUBSCRIPTIONS 803 931 800 1,000 1,200 10044001 85425 BOOKS 0 0 100 100 100 10044001 85428 TRAVEL & TRAINING 2,625 3,191 4,250 3,800 4,250 10044001 85490 OTHER EXPENDITURES 0 0 0 0 0 10044001 85505 OFFICE SUPPLIES 975 1,666 1,800 2,100 1,800 10044001 85540 MISC OPERATING EQUIPMENT 2,106 439 1,800 1,500 1,800 TOTAL OPERATING EXPENSES 18,547 17,528 20,615 19,165 20,325 TOTAL PLANNING 243,568 245,006 243,906 242,456 252,040 83 Grand Island Special Meeting - 8/21/2018 Page 239 / 274 CITY OF GRAND ISLAND EXPENSES FOR BUDGET YEAR ENDING SEPTEMBER 30, 2019 GENERAL FUND 2016 ACTUAL 2017 ACTUAL 2018 REVISED BUDGET 2018 FORECAST 2019 BUDGET CRA DIVISION ------------------------------ PERSONNEL SERVICES ------------------------------ 10044002 85105 SALARIES - REGULAR 32,748 32,282 33,734 33,734 37,852 10044002 85110 SALARIES - OVERTIME 152 33 0 0 0 10044002 85115 F.I.C.A. PAYROLL TAXES 2,323 2,313 2,581 2,581 2,895 10044002 85120 HEALTH INSURANCE 6,679 4,757 4,264 4,264 5,328 10044002 85125 LIFE INSURANCE 33 32 35 35 41 10044002 85130 DISABLITY INSURANCE 59 58 68 68 97 10044002 85145 PENSION CONTRIBUTION 1,974 1,939 2,024 2,024 2,659 10044002 85150 WORKERS COMPENSATION 0 0 39 39 39 10044002 85161 HRA-VEBA 224 219 234 234 234 TOTAL PERSONNEL SERVICES 44,192 41,633 42,979 42,979 49,145 TOTAL CRA DIVISION 44,192 41,633 42,979 42,979 49,145 84 Grand Island Special Meeting - 8/21/2018 Page 240 / 274 Fund General Department Summary Library Fund Type Community Environment/Leisure Supervisor Library Director 44301 Description The Grand Island Public Library, located at 211 North Washington Street in central Grand Island, is the gateway for the people of our diverse community to achieve a lifetime of learning and literacy. To ensure this mission, all library services are guided by a long range plan, called GILIBRARY 2020, adopted by the Library Board. Our library is used for about 1.5 million services, resources and programs annually. Services include checkout of materials in a variety of physical and electronic formats, answering reference questions and aiding citizens in their research and daily informational needs, providing access to Internet and other electronic information services through a computer lab and various computer centers (including wireless access), participating in the interlibrary loan program, offering community meeting rooms, operating the Abbott Sisters Research Center, and much more. Programming services include children’s story hours, summer reading programs for all ages, various early childhood literacy and parent education efforts including our Early Literacy Discovery Center that serves as this community’s literacy based Children’s Museum, bi-lingual storytimes including the Humanities Nebraska Primetime program, and year round teen and literary/cultural programming for general adult audiences. Electronic services include 24/7 services through an Internet Branch at www.gilibrary.org, and social media efforts such as Facebook and Twitter. Budget Narrative Personnel Title 2016 2017 2018 Net Change 2019 Custodian 1 1 1 0 1 Librarian I & II 3 3 2 0 2 Library Assistant Director 0 0 0 0 0 Library Assistant I & II 15 15 15 0 15 Library Clerk 0 0 0 0 0 Library Director 1 1 1 0 1 Library Page 2.5 2.5 2 0 2 Library Secretary 1 1 1 0 1 Maintenance Worker I 1 1 1 0 1 Seasonal Worker 0.5 0.5 0.5 0 0.5 Totals:25 25 23.5 0 23.5 85 Grand Island Special Meeting - 8/21/2018 Page 241 / 274 CITY OF GRAND ISLAND EXPENSES FOR BUDGET YEAR ENDING SEPTEMBER 30, 2019 GENERAL FUND 2016 ACTUAL 2017 ACTUAL 2018 REVISED BUDGET 2018 FORECAST 2019 BUDGET LIBRARY ------------------------------ PERSONNEL SERVICES ------------------------------ 10044301 85105 SALARIES - REGULAR 974,081 950,295 1,029,413 1,020,913 1,043,908 10044301 85110 SALARIES - OVERTIME 440 0 0 0 0 10044301 85115 F.I.C.A. PAYROLL TAXES 71,390 68,660 74,890 74,000 75,788 10044301 85120 HEALTH INSURANCE 180,673 161,164 140,928 104,528 131,832 10044301 85125 LIFE INSURANCE 1,342 1,329 1,356 1,569 1,577 10044301 85130 DISABILITY INSURANCE 1,324 1,309 1,552 1,778 2,004 10044301 85145 PENSION CONTRIBUTION 45,253 44,109 43,116 47,108 54,463 10044301 85150 WORKERS COMPENSATION 2,055 2,204 2,167 2,167 1,313 10044301 85160 OTHER EMPLOYEE BENEFITS 719 703 6,476 626 1,067 10044301 85161 VEBA 11,970 30,306 12,090 12,090 12,090 TOTAL PERSONNEL SERVICES 1,289,247 1,260,079 1,311,988 1,264,779 1,324,042 OPERATING EXPENSES ------------------------------ 10044301 85213 CONTRACT SERVICES 400 0 25,000 11,000 10,000 10044301 85241 COMPUTER SERVICES 27,861 29,510 26,848 26,848 26,848 10044301 85245 PRINTING & BINDING SERVICES 2,003 2,307 2,000 2,300 2,300 10044301 85305 UTILITY SERVICES 58,815 52,968 60,000 60,000 60,000 10044301 85317 NATURAL GAS 2,842 3,081 5,000 5,000 5,000 10044301 85319 REPAIR & MAIN-LD IMP/IRRIGA 961 874 1,000 1,000 1,000 10044301 85324 REPAIR & MAINT - BUILDING 22,417 22,224 23,000 23,000 23,000 10044301 85330 REPAIR & MAINT - OFF FURN &32,717 12,810 24,000 24,000 24,000 10044301 85335 REPAIR & MAINT - VEHICLES 0 0 480 480 480 10044301 85350 SANITATION SERVICE 799 854 900 900 900 10044301 85413 POSTAGE 5,660 5,480 7,000 7,000 7,000 10044301 85416 ADVERTISING 1,783 1,147 349 799 800 10044301 85422 DUES & SUBSCRIPTIONS 23,746 25,611 24,000 25,600 26,000 10044301 85425 BOOKS 142,904 106,128 90,000 99,325 109,275 10044301 85426 AV/ELECTRONIC MEDIA 102,590 126,061 97,500 99,325 109,328 10044301 85427 PERIODICALS 16,826 16,620 17,000 17,000 17,000 10044301 85428 TRAVEL & TRAINING 4,118 1,500 2,500 3,000 3,000 10044301 85453 CASH OVER & SHORT -72 149 100 100 100 10044301 85490 OTHER EXPENDITURES 1,346 1,256 450 450 450 10044301 85505 OFFICE SUPPLIES 62,884 56,190 60,000 60,000 60,000 10044301 85510 CLEANING SUPPLIES 2,615 3,840 4,600 4,600 5,000 10044301 85515 GASOLINE 362 407 500 500 500 86 Grand Island Special Meeting - 8/21/2018 Page 242 / 274 CITY OF GRAND ISLAND EXPENSES FOR BUDGET YEAR ENDING SEPTEMBER 30, 2019 GENERAL FUND 2016 ACTUAL 2017 ACTUAL 2018 REVISED BUDGET 2018 FORECAST 2019 BUDGET 10044301 85540 MISC OPERATING EQUIPMENT 38,748 19,812 15,000 15,000 15,000 TOTAL OPERATING EXPENSES 552,325 488,829 487,227 487,227 506,981 CAPITAL OUTLAY ------------------------------ 10044301 85620 OFFICE FURNITURE & EQUIPMEN 34,718 13,187 15,000 15,000 0 TOTAL CAPITAL OUTLAY 34,718 13,187 15,000 15,000 0 TOTAL LIBRARY 1,876,290 1,762,095 1,814,215 1,767,006 1,831,023 87 Grand Island Special Meeting - 8/21/2018 Page 243 / 274 Fund General Department Summary Parks Fund Type Community Environment/Leisure Supervisor Parks and Recreation Director 44401, 44403, 44404 Description This division of the Parks and Recreation Department is responsible for the planning, development and maintenance of parks and municipal facilities and providing advice on actions needed to enhance the quality of park facilities in the City. The Parks Division is responsible for over 325 acres of park land and open space areas as well as community facilities. These areas include, but are not limited to the following: athletic fields, playgrounds, hike/ bike trails, lakes and public facilities. This division has a supportive role in the maintenance of the aquatic facilities and recreational program facilities. The Greenhouse section is responsible for the establishment and maintenance of flowers throughout the park system. Budget Narrative Personnel Title 2016 2017 2018 Net Change 2019 Administrative Assistant - Parks 1 1 1 0 1 Grounds Management Crew Chief 1 1 1 0 1 Horticulturist 1 1 1 0 1 Maintenance Worker - Parks 9.58 9.58 7.58 0 7.58 Parks & Recreation Director 1 1 1 0 1 Parks Maintenance Superintendent 1 1 1 0 1 Seasonal Workers 6.84 6.84 6.24 0 6.24 Senior Maintenance Worker - Parks 0 0 0 0 0 Totals:21.42 21.42 18.82 0 18.82 88 Grand Island Special Meeting - 8/21/2018 Page 244 / 274 CITY OF GRAND ISLAND EXPENSES FOR BUDGET YEAR ENDING SEPTEMBER 30, 2019 GENERAL FUND 2016 ACTUAL 2017 ACTUAL 2018 REVISED BUDGET 2018 FORECAST 2019 BUDGET PARK ADMINISTRATION ------------------------------ PERSONNEL SERVICES ------------------------------ 10044401 85105 SALARIES - REGULAR 138,799 150,793 160,704 160,704 170,369 10044401 85110 SALARIES - OVERTIME 874 1,141 900 900 1,800 10044401 85115 F.I.C.A. PAYROLL TAXES 10,248 11,127 12,431 12,431 13,171 10044401 85120 HEALTH INSURANCE 22,462 25,853 21,085 21,085 17,304 10044401 85125 LIFE INSURANCE 163 164 162 162 189 10044401 85130 DISABILITY INSURANCE 251 278 325 325 439 10044401 85145 PENSION CONTRIBUTION 8,380 9,116 9,750 9,750 11,973 10044401 85150 WORKERS COMPENSATION 180 194 194 194 203 10044401 85160 OTHER EMPLOYEE BENEFITS 71 41 172 172 172 10044401 85161 VEBA 1,148 1,134 1,147 1,147 1,146 TOTAL PERSONNEL SERVICES 182,576 199,841 206,870 206,870 216,766 OPERATING EXPENSES ------------------------------ 10044401 85241 COMPUTER SERVICES 2,500 3,600 8,000 8,000 10,000 10044401 85335 REPAIR & MAINT - VEHICLES 151 416 1,000 1,000 1,000 10044401 85405 INSURANCE PREMIUMS 0 0 0 0 0 10044401 85410 TELEPHONE 0 0 0 0 0 10044401 85422 DUES & SUBSCRIPTIONS 507 142 350 350 350 10044401 85428 TRAVEL & TRAINING 1,262 542 1,750 1,750 1,750 10044401 85505 OFFICE SUPPLIES 649 131 2,025 2,025 2,500 10044401 85590 OTHER GENERAL SUPPLIES 32 93 275 275 275 TOTAL OPERATING EXPENSES 5,101 4,924 13,400 13,400 15,875 TOTAL PARK ADMINISTRATION 187,677 204,765 220,270 220,270 232,641 89 Grand Island Special Meeting - 8/21/2018 Page 245 / 274 CITY OF GRAND ISLAND EXPENSES FOR BUDGET YEAR ENDING SEPTEMBER 30, 2019 GENERAL FUND 2016 ACTUAL 2017 ACTUAL 2018 REVISED BUDGET 2018 FORECAST 2019 BUDGET PARK OPERATIONS ------------------------------ PERSONNEL SERVICES ------------------------------ 10044403 85105 SALARIES - REGULAR 744,579 793,805 738,056 778,056 770,966 10044403 85110 SALARIES - OVERTIME 6,341 4,878 1,925 1,925 3,500 10044403 85115 F.I.C.A. PAYROLL TAXES 55,230 58,339 56,091 56,091 57,814 10044403 85120 HEALTH INSURANCE 169,086 156,582 114,722 114,722 117,576 10044403 85125 LIFE INSURANCE 982 958 824 824 1,057 10044403 85130 DISABILITY INSURANCE 1,106 1,146 1,207 1,207 1,590 10044403 85145 PENSION CONTRIBUTION 37,048 39,513 36,254 39,579 39,579 10044403 85150 WORKERS COMPENSATION 19,032 16,772 15,291 13,109 13,109 10044403 85160 OTHER EMPLOYEE BENEFITS 341 338 12,905 12,905 500 10044403 85161 VEBA 1,560 1,500 1,560 1,560 3,120 10044403 85165 UNEMPLOYEMENT CONTRIBUTIONS 9,934 9,435 0 8,000 11,130 TOTAL PERSONNEL SERVICES 1,045,239 1,083,266 978,835 1,027,978 1,019,941 OPERATING EXPENSES ------------------------------ 10044403 85213 CONTRACT SERVICES 0 0 80,000 0 0 10044403 85305 UTILITY SERVICES 150,944 156,809 140,000 140,000 160,000 10044403 85317 NATURAL GAS 5,245 5,565 8,500 8,500 6,000 10044403 85319 REPAIR & MAIN-LD IMP/IRRIGA 14,605 13,570 16,000 16,000 15,000 10044403 85324 REPAIR & MAINT - BUILDING 17,052 23,463 25,000 25,000 25,000 10044403 85325 REPAIR & MAINT - MACH & EQU 22,499 19,176 22,000 22,000 22,000 10044403 85335 REPAIR & MAINT - VEHICLES 11,478 7,818 7,000 7,000 7,000 10044403 85350 SANITATION SERVICE 9,805 9,329 10,500 10,500 10,000 10044403 85390 OTHER PROPERTY SERVICES 16,541 26,287 28,000 28,000 28,000 10044403 85419 LEGAL NOTICES 0 196 100 100 100 10044403 85422 DUES & SUBSCRIPTIONS 922 625 800 800 800 10044403 85424 LICENSE & FEES 636 656 750 750 750 10044403 85428 TRAVEL & TRAINING 2,000 1,880 2,250 2,250 2,250 10044403 85490 OTHER EXPENDITURES 871 0 0 0 0 10044403 85505 OFFICE SUPPLIES 0 143 180 180 180 10044403 85515 GASOLINE 12,659 12,162 20,000 20,000 15,000 10044403 85520 DIESEL FUEL 11,949 13,159 18,000 18,000 15,000 10044403 85535 CHEMICAL SUPPLIES 27,847 15,924 17,000 17,000 17,000 10044403 85540 MISC OPERATING EQUIPMENT 5,214 9,232 10,000 10,000 10,000 10044403 85547 MATERIALS 9,394 5,855 8,000 8,000 8,000 10044403 85560 TREES & SHRUBS 1,259 163 2,000 2,000 2,000 90 Grand Island Special Meeting - 8/21/2018 Page 246 / 274 CITY OF GRAND ISLAND EXPENSES FOR BUDGET YEAR ENDING SEPTEMBER 30, 2019 GENERAL FUND 2016 ACTUAL 2017 ACTUAL 2018 REVISED BUDGET 2018 FORECAST 2019 BUDGET 10044403 85590 OTHER GENERAL SUPPLIES 37,502 30,321 43,000 40,000 40,000 10044403 85599 REFUNDS 875 300 150 150 150 TOTAL OPERATING EXPENSES 359,297 352,633 459,230 376,230 384,230 CAPITAL OUTLAY ------------------------------ 10044403 85615 MACHINERY AND EQUIPMENT 45,889 0 55,000 55,000 0 10044403 85625 VEHICLES 54,595 43,282 0 0 0 TOTAL CAPITAL OUTLAY 100,484 43,282 55,000 55,000 0 TOTAL PARK OPERATIONS 1,505,020 1,479,181 1,493,065 1,459,208 1,404,171 91 Grand Island Special Meeting - 8/21/2018 Page 247 / 274 CITY OF GRAND ISLAND EXPENSES FOR BUDGET YEAR ENDING SEPTEMBER 30, 2019 GENERAL FUND 2016 ACTUAL 2017 ACTUAL 2018 REVISED BUDGET 2018 FORECAST 2019 BUDGET GREENHOUSE ------------------------------ PERSONNEL SERVICES ------------------------------ 10044404 85105 SALARIES - REGULAR 68,418 80,226 71,630 71,630 73,779 10044404 85110 SALARIES - OVERTIME 570 882 200 200 400 10044404 85115 F.I.C.A. PAYROLL TAXES 4,772 5,579 5,510 5,510 5,675 10044404 85120 HEALTH INSURANCE 20,993 19,921 15,780 15,780 19,680 10044404 85125 LIFE INSURANCE 87 89 87 87 102 10044404 85130 DISABILITY INSURANCE 110 126 144 144 189 10044404 85145 PENSION CONTRIBUTION 3,674 4,137 4,322 4,322 4,451 10044404 85150 WORKERS COMPENSATION 1,576 1,692 1,305 1,305 1,339 10044404 85160 OTHER EMPLOYEE BENEFITS 44 41 40 40 40 TOTAL PERSONNEL SERVICES 100,244 112,693 99,018 99,018 105,655 OPERATING EXPENSES ------------------------------ 10044404 85305 UTILITY SERVICES 3,305 3,227 3,100 3,100 3,100 10044404 85317 NATURAL GAS 1,992 3,120 4,100 4,100 4,100 10044404 85324 REPAIR & MAINT - BUILDING 727 1,130 600 600 1,500 10044404 85325 REPAIR & MAINT - MACH & EQU 127 163 50 50 150 10044404 85335 REPAIR & MAINT - VEHICLES 59 1,073 1,000 1,000 1,000 10044404 85428 TRAVEL & TRAINING 0 60 0 0 0 10044404 85515 GASOLINE 586 371 1,000 1,000 1,000 10044404 85535 CHEMICAL SUPPLIES 585 0 600 600 600 10044404 85540 MISC OPERATING EQUIPMENT 2,841 450 500 500 500 10044404 85547 MATERIALS 2,157 2,400 2,000 2,000 2,300 10044404 85590 OTHER GENERAL SUPPLIES 3,008 2,370 2,800 2,800 2,800 TOTAL OPERATING EXPENSES 15,387 14,364 15,750 15,750 17,050 TOTAL GREENHOUSE 115,631 127,057 114,768 114,768 122,705 92 Grand Island Special Meeting - 8/21/2018 Page 248 / 274 Fund General Department Summary Cemetery Fund Type Community Environment/Leisure Supervisor Parks and Recreation Director 44405 Description The Grand Island Cemetery is a 90-acre tract located in west Grand Island. Records indicate the Cemetery was established in the late 1860’s. The division is responsible for the maintenance, upkeep of the land, facilities, and for over 160 interments annually. Budget Narrative No FTE’s changes requested. Personnel Title 2016 2017 2018 Net Change 2019 Cemetery Superintendent 1 1 1 0 1 Grounds Management Crew Chief 1 1 1 0 1 Maintenance Worker - Cemetery 3 3 3 0 3 Seasonal Worker 2.43 2.43 2.43 0 2.43 Totals:7.43 7.43 7.43 0 7.43 93 Grand Island Special Meeting - 8/21/2018 Page 249 / 274 CITY OF GRAND ISLAND EXPENSES FOR BUDGET YEAR ENDING SEPTEMBER 30, 2019 GENERAL FUND 2016 ACTUAL 2017 ACTUAL 2018 REVISED BUDGET 2018 FORECAST 2019 BUDGET CEMETERY ------------------------------ PERSONNEL SERVICES ------------------------------ 10044405 85105 SALARIES - REGULAR 296,346 323,238 352,299 352,299 361,453 10044405 85110 SALARIES - OVERTIME 3,249 2,293 1,200 2,700 2,400 10044405 85115 F.I.C.A. PAYROLL TAXES 21,390 23,029 27,135 27,135 27,834 10044405 85120 HEALTH INSURANCE 82,100 77,121 62,938 62,938 60,288 10044405 85125 LIFE INSURANCE 426 438 426 426 499 10044405 85130 DISABLITY INSURANCE 476 519 599 599 791 10044405 85145 PENSION CONTRIBUTION 15,907 16,990 18,001 18,001 21,591 10044405 85150 WORKERS COMPENSATION 21,647 21,956 21,975 21,975 22,112 10044405 85160 OTHER EMPLOYEE BENEFITS 117 122 250 250 250 10044405 85161 VEBA 1,560 1,560 1,560 1,560 1,560 TOTAL PERSONNEL SERVICES 443,218 467,266 486,383 487,883 498,778 OPERATING EXPENSES ------------------------------ 10044405 85230 COLUMBARIUM ENGRAVING 150 0 0 0 0 10044405 85305 UTILITY SERVICES 10,273 11,542 10,000 10,000 11,500 10044405 85317 NATURAL GAS 839 1,028 1,400 1,400 1,400 10044405 85324 REPAIR & MAINT - BUILDING 2,672 2,726 2,000 2,000 2,000 10044405 85325 REPAIR & MAINT - MACH & EQU 11,023 18,268 10,200 10,200 12,000 10044405 85335 REPAIR & MAINT - VEHICLES 17,638 10,119 14,000 14,000 14,000 10044405 85350 SANITATION SERVICE 672 1,305 625 625 625 10044405 85390 OTHER PROPERTY SERVICES 3,925 8,500 5,000 5,000 5,000 10044405 85419 LEGAL NOTICES 332 0 225 225 225 10044405 85428 TRAVEL & TRAINING 107 285 1,700 1,700 1,700 10044405 85465 UNINSURED LOSS 507 0 1,000 1,000 1,000 10044405 85505 OFFICE SUPPLIES 199 335 300 300 300 10044405 85535 CHEMICAL SUPPLIES 3,083 4,034 4,000 4,000 4,000 10044405 85540 SMALL TOOLS & PARTS 2,598 2,270 2,500 2,500 2,500 10044405 85547 MATERIALS 2,515 1,771 2,150 2,150 2,150 10044405 85590 SUPPLIES 4,192 3,605 3,500 3,500 3,500 TOTAL OPERATING EXPENSES 60,725 65,788 58,600 58,600 61,900 CAPITAL OUTLAY ------------------------------ 10044405 85615 MACHINERY AND EQUIPMENT 36,000 0 26,000 26,000 0 TOTAL CAPITAL OUTLAY 36,000 0 26,000 26,000 0 TOTAL CEMETERY 539,943 533,054 570,983 572,483 560,678 94 Grand Island Special Meeting - 8/21/2018 Page 250 / 274 Fund General Department Summary Recreation Fund Type Community Environment/Leisure Supervisor Parks and Recreation Director 44501, 44508, 44510, 44511, 44513, 44514, 44517, 44518 Description The Recreation Division of the Parks and Recreation Department is responsible for providing a wide range of leisure activities for adult and youth. These activities include organized leagues, recreation activities and special events. Recreational activities include, but are not limited to the following: volleyball, basketball, flag football, children’s theater, band concerts and various playground and craft programs. Budget Narrative No programs will be eliminated, no additional programs will be initiated, and FTE levels will remain the same. Personnel Title 2016 2017 2018 Net Change 2019 Maintenance Worker 0 0 0 0 0 Recreation Coordinator 1.6 1.6 1.6 0 1.6 Recreation Superintendent 1 1 1 0 1 Seasonal Worker 5.133 5.133 5.133 0 5.133 Totals:7.733 7.733 7.733 0 7.733 95 Grand Island Special Meeting - 8/21/2018 Page 251 / 274 CITY OF GRAND ISLAND EXPENSES FOR BUDGET YEAR ENDING SEPTEMBER 30, 2019 GENERAL FUND 2016 ACTUAL 2017 ACTUAL 2018 REVISED BUDGET 2018 FORECAST 2019 BUDGET RECREATION ------------------------------ PERSONNEL SERVICES ------------------------------ 10044501 85105 SALARIES - REGULAR 105,392 100,720 106,271 106,271 111,093 10044501 85115 F.I.C.A. PAYROLL TAXES 7,858 7,377 8,130 8,130 8,498 10044501 85120 HEALTH INSURANCE 12,886 6,552 8,311 8,311 8,334 10044501 85125 LIFE INSURANCE 133 117 117 117 137 10044501 85130 DISABILITY INSURANCE 186 186 212 212 283 10044501 85145 PENSION CONTRIBUTION 6,323 6,043 6,377 6,377 8,332 10044501 85150 WORKERS COMPENSATION 422 426 426 426 431 10044501 85160 OTHER EMPLOYEE BENEFITS 88 71 100 100 100 10044501 85161 VEBA 1,302 1,158 1,170 1,170 1,170 TOTAL PERSONNEL SERVICES 134,590 122,650 131,114 131,114 138,378 OPERATING EXPENSES ------------------------------ 10044501 85335 REPAIR & MAINT - VEHICLES 497 118 250 250 250 10044501 85416 ADVERTISING 9,491 8,788 7,000 7,000 9,000 10044501 85422 DUES & SUBSCRIPTIONS 202 283 300 300 300 10044501 85428 TRAVEL & TRAINING 1,408 2,090 1,750 1,750 1,750 10044501 85490 OTHER EXPENDITURES 978 1,049 0 0 1,000 10044501 85505 OFFICE SUPPLIES 156 423 1,500 1,500 1,500 10044501 85515 GASOLINE 232 133 450 450 450 10044501 85590 OTHER GENERAL SUPPLIES 69 156 200 200 200 TOTAL OPERATING EXPENSES 13,033 13,040 11,450 11,450 14,450 TOTAL RECREATION 147,623 135,690 142,564 142,564 152,828 96 Grand Island Special Meeting - 8/21/2018 Page 252 / 274 CITY OF GRAND ISLAND EXPENSES FOR BUDGET YEAR ENDING SEPTEMBER 30, 2019 GENERAL FUND 2016 ACTUAL 2017 ACTUAL 2018 REVISED BUDGET 2018 FORECAST 2019 BUDGET PLAYGROUND ------------------------------ PERSONNEL SERVICES ------------------------------ 10044508 85105 SALARIES - REGULAR 25,580 27,826 30,139 30,139 30,139 10044508 85115 F.I.C.A. PAYROLL TAXES 1,957 2,129 2,306 2,306 2,306 10044508 85150 WORKERS COMPENSATION 456 456 456 456 456 TOTAL PERSONNEL SERVICES 27,993 30,411 32,901 32,901 32,901 OPERATING EXPENSES ------------------------------ 10044508 85428 TRAVEL & TRAINING 715 41 550 550 550 10044508 85490 OTHER EXPENDITURES 7,509 7,301 7,500 7,500 7,500 10044508 85599 REFUNDS 230 30 150 150 150 TOTAL OPERATING EXPENSES 8,454 7,372 8,200 8,200 8,200 TOTAL PLAYGROUND 36,447 37,783 41,101 41,101 41,101 97 Grand Island Special Meeting - 8/21/2018 Page 253 / 274 CITY OF GRAND ISLAND EXPENSES FOR BUDGET YEAR ENDING SEPTEMBER 30, 2019 GENERAL FUND 2016 ACTUAL 2017 ACTUAL 2018 REVISED BUDGET 2018 FORECAST 2019 BUDGET MUNICIPAL BAND CONCERTS ------------------------------ OPERATING EXPENSES ------------------------------ 10044510 85490 OTHER EXPENDITURES 3,258 3,450 3,700 3,700 3,700 TOTAL OPERATING EXPENSES 3,258 3,450 3,700 3,700 3,700 TOTAL MUNICIPAL BAND CONCERTS 3,258 3,450 3,700 3,700 3,700 98 Grand Island Special Meeting - 8/21/2018 Page 254 / 274 CITY OF GRAND ISLAND EXPENSES FOR BUDGET YEAR ENDING SEPTEMBER 30, 2019 GENERAL FUND 2016 ACTUAL 2017 ACTUAL 2018 REVISED BUDGET 2018 FORECAST 2019 BUDGET CHILDREN'S THEATRE ------------------------------ PERSONNEL SERVICES ------------------------------ 10044511 85105 SALARIES - REGULAR 1,700 1,700 3,058 3,058 3,058 10044511 85115 F.I.C.A. PAYROLL TAXES 130 130 234 234 234 10044511 85150 WORKERS COMPENSATION 10 13 13 13 13 TOTAL PERSONNEL SERVICES 1,840 1,843 3,305 3,305 3,305 OPERATING EXPENSES ------------------------------ 10044511 85490 OTHER EXPENDITURES 736 673 700 700 700 TOTAL OPERATING EXPENSES 736 673 700 700 700 TOTAL CHILDREN'S THEATRE 2,576 2,516 4,005 4,005 4,005 99 Grand Island Special Meeting - 8/21/2018 Page 255 / 274 CITY OF GRAND ISLAND EXPENSES FOR BUDGET YEAR ENDING SEPTEMBER 30, 2019 GENERAL FUND 2016 ACTUAL 2017 ACTUAL 2018 REVISED BUDGET 2018 FORECAST 2019 BUDGET FLAG FOOTBALL ------------------------------ PERSONNEL SERVICES ------------------------------ 10044513 85105 SALARIES - REGULAR 4,231 2,821 2,802 2,802 2,802 10044513 85115 F.I.C.A. PAYROLL TAXES 324 136 214 214 214 10044513 85150 WORKERS COMPENSATION 10 11 11 11 11 TOTAL PERSONNEL SERVICES 4,565 2,968 3,027 3,027 3,027 OPERATING EXPENSES ------------------------------ 10044513 85490 OTHER EXPENDITURES 745 468 800 800 800 10044513 85599 REFUNDS 0 0 100 100 100 TOTAL OPERATING EXPENSES 745 468 900 900 900 TOTAL FLAG FOOTBALL 5,310 3,436 3,927 3,927 3,927 100 Grand Island Special Meeting - 8/21/2018 Page 256 / 274 CITY OF GRAND ISLAND EXPENSES FOR BUDGET YEAR ENDING SEPTEMBER 30, 2019 GENERAL FUND 2016 ACTUAL 2017 ACTUAL 2018 REVISED BUDGET 2018 FORECAST 2019 BUDGET HERSHEY ------------------------------ PERSONNEL SERVICES ------------------------------ 10044514 85105 SALARIES - REGULAR 0 0 992 992 992 10044514 85115 F.I.C.A. PAYROLL TAXES 0 0 76 76 76 10044514 85150 WORKERS COMPENSATION 3 4 4 4 4 TOTAL PERSONNEL SERVICES 3 4 1,072 1,072 1,072 OPERATING EXPENSES ------------------------------ 10044514 85490 OTHER EXPENDITURES 134 92 200 200 200 TOTAL OPERATING EXPENSES 134 92 200 200 200 TOTAL HERSHEY 137 96 1,272 1,272 1,272 101 Grand Island Special Meeting - 8/21/2018 Page 257 / 274 CITY OF GRAND ISLAND EXPENSES FOR BUDGET YEAR ENDING SEPTEMBER 30, 2019 GENERAL FUND 2016 ACTUAL 2017 ACTUAL 2018 REVISED BUDGET 2018 FORECAST 2019 BUDGET STOLLEY PARK RAILWAY ------------------------------ PERSONNEL SERVICES ------------------------------ 10044517 85105 SALARIES - REGULAR 18,118 19,228 21,840 21,840 21,840 10044517 85115 F.I.C.A. PAYROLL TAXES 1,386 1,471 1,671 1,671 1,671 10044517 85150 WORKERS COMPENSATION 373 381 381 381 381 TOTAL PERSONNEL SERVICES 19,877 21,080 23,892 23,892 23,892 OPERATING EXPENSES ------------------------------ 10044517 85324 REPAIR & MAINT - BUILDING 503 168 0 0 0 10044517 85325 REPAIR & MAINT - MACH & EQU 1,679 1,835 3,000 3,000 3,000 10044517 85416 ADVERTISING 0 0 150 150 150 10044517 85424 LICENSE & FEES 0 360 200 200 200 10044517 85453 CASH OVER & SHORT 0 0 50 50 50 10044517 85490 OTHER EXPENDITURES 837 602 300 300 650 10044517 85510 CLEANING SUPPLIES 0 9 100 100 100 10044517 85515 GASOLINE 698 862 1,200 1,200 1,200 10044517 85545 CONCESSION SUPPLIES 123 50 200 200 200 10044517 85547 FOOD & BEVERAGES 2,243 2,314 2,500 2,500 2,500 10044517 85590 OTHER GENERAL SUPPLIES 625 794 500 500 750 TOTAL OPERATING EXPENSES 6,708 6,994 8,200 8,200 8,800 TOTAL STOLLEY PARK RAILWAY 26,585 28,074 32,092 32,092 32,692 102 Grand Island Special Meeting - 8/21/2018 Page 258 / 274 CITY OF GRAND ISLAND EXPENSES FOR BUDGET YEAR ENDING SEPTEMBER 30, 2019 GENERAL FUND 2016 ACTUAL 2017 ACTUAL 2018 REVISED BUDGET 2018 FORECAST 2019 BUDGET FIELDHOUSE ------------------------------ PERSONNEL SERVICES ------------------------------ 10044518 85105 SALARIES - REGULAR 105,732 116,543 126,977 126,977 129,549 10044518 85110 SALARIES - OVERTIME 0 0 250 250 500 10044518 85115 F.I.C.A. PAYROLL TAXES 7,878 8,616 9,752 9,752 9,949 10044518 85120 HEALTH INSURANCE 11,197 14,805 12,074 12,074 15,396 10044518 85125 LIFE INSURANCE 70 93 83 83 97 10044518 85130 DISABILITY INSURANCE 71 101 116 116 153 10044518 85145 PENSION CONTRIBUTION 2,495 3,287 3,465 3,465 4,524 10044518 85150 WORKERS COMPENSATION 1,032 1,039 1,039 1,039 1,042 10044518 85160 OTHER EMPLOYEE BENEFITS 88 63 100 100 100 10044518 85161 HRA-VEBA 662 850 780 780 780 10044518 85165 UNEMPLOYMENT CONTRIBUTIONS 70 0 0 0 0 TOTAL PERSONNEL SERVICES 129,295 145,397 154,636 154,636 162,090 OPERATING EXPENSES ------------------------------ 10044518 85305 UTILITY SERVICES 17,496 26,423 23,000 23,000 25,000 10044518 85317 NATURAL GAS 6,927 4,547 9,000 9,000 8,000 10044518 85324 REPAIR & MAINT - BUILDING 9,887 27,527 13,000 13,000 15,000 10044518 85325 REPAIR & MAINT - MACH & EQU 1,079 2,956 500 500 1,500 10044518 85350 SANITATION SERVICE 677 735 300 300 750 10044518 85428 TRAVEL & TRAINING 220 966 700 700 700 10044518 85453 CASH OVER & SHORT 0 -41 50 50 50 10044518 85490 OTHER EXPENDITURES 3,490 2,273 3,000 3,750 3,000 10044518 85510 CLEANING SUPPLIES 1,107 583 300 300 1,000 10044518 85547 PROGRAM EXPENSES 29,603 38,966 21,500 21,500 30,000 10044518 85590 OTHER GENERAL SUPPLIES 13,471 8,824 14,000 12,000 14,000 10044518 85599 REFUNDS 3,643 2,257 2,000 2,000 2,000 TOTAL OPERATING EXPENSES 87,600 116,016 87,350 86,100 101,000 TOTAL FIELDHOUSE 216,895 261,413 241,986 240,736 263,090 103 Grand Island Special Meeting - 8/21/2018 Page 259 / 274 Fund General Department Summary Aquatics Fund Type Community Environment/Leisure Supervisor Parks and Recreation Director 44525, 44526 Description The Aquatics Division of the Parks and Recreation Department provides recreational services in the form of aquatic programming through the operation of two swimming facilities, including one conventional pool (Lincoln) and one water park (Island Oasis). The division offers open swimming, swim lessons, equipment rental, food and beverage sales and special programming. The division offers season passes or a daily fee. The pools are seasonal operations. Both facilities are open from Memorial Day weekend until school begins in mid-August. Island Oasis offers innovative features including water slides, wave pool, lazy river, crossing activities, bubblers and fountains, sand play areas, grassy areas and sand volleyball. Specialized training for all lifeguards is required. Budget Narrative Personnel Title 2016 2017 2018 Net Change 2019 Maintenance Worker 0.42 0.42 0.42 0 0.42 Recreation Coordinator 0.4 0.4 0.4 0 0.4 Seasonal Worker 18 18 18 0 18 Totals:18.82 18.82 18.82 0 18.82 104 Grand Island Special Meeting - 8/21/2018 Page 260 / 274 CITY OF GRAND ISLAND EXPENSES FOR BUDGET YEAR ENDING SEPTEMBER 30, 2019 GENERAL FUND 2016 ACTUAL 2017 ACTUAL 2018 REVISED BUDGET 2018 FORECAST 2019 BUDGET WATER PARK ------------------------------ PERSONNEL SERVICES ------------------------------ 10044525 85105 SALARIES - REGULAR 284,087 272,331 314,171 314,171 300,000 10044525 85110 SALARIES - OVERTIME 0 0 0 0 0 10044525 85115 F.I.C.A. PAYROLL TAXES 21,647 20,645 14,922 14,922 15,124 10044525 85120 HEALTH INSURANCE 7,843 11,875 8,169 8,169 10,429 10044525 85125 LIFE INSURANCE 44 64 58 58 68 10044525 85130 DISABILITY INSURANCE 36 59 80 80 91 10044525 85140 CLOTHING ALLOWANCE 6,566 8,088 0 8,000 8,000 10044525 85145 PENSION CONTRIBUTION 1,207 1,912 2,400 2,400 2,391 10044525 85150 WORKERS COMPENSATION 5,198 5,292 5,292 5,292 5,624 10044525 85160 OTHER EMPLOYEE BENEFITS 0 0 50 50 50 10044525 85161 HRA-VEBA 79 234 195 195 195 10044525 85165 UNEMPLOYEMENT CONTRIBUTIONS 312 0 0 0 0 TOTAL PERSONNEL SERVICES 327,019 320,500 345,337 353,337 341,972 OPERATING EXPENSES ------------------------------ 10044525 85208 LIFEGUARD TRAINING 5,974 1,690 2,000 2,000 2,000 10044525 85305 UTILITY SERVICES 36,179 39,571 38,000 38,000 38,000 10044525 85317 NATURAL GAS 6,059 7,332 10,000 10,000 10,000 10044525 85319 REPAIR & MAIN-LD IMP/IRRIGA 18 338 150 150 150 10044525 85324 REPAIR & MAINT - BUILDING 29,869 22,053 20,000 20,000 20,000 10044525 85325 REPAIR & MAINT - MACH & EQU 4,205 10,127 10,000 10,000 10,000 10044525 85340 RENT 565 435 600 600 600 10044525 85350 SANITATION SERVICE 351 643 1,200 1,200 750 10044525 85405 INSURANCE PREMIUMS 32,280 39,567 26,565 26,565 40,000 10044525 85410 TELEPHONE 110 0 0 0 0 10044525 85416 ADVERTISING 8,785 7,828 8,000 8,000 8,000 10044525 85422 DUES & SUBSCRIPTIONS 697 0 400 400 400 10044525 85424 LICENSE & FEES 459 519 500 500 500 10044525 85428 TRAVEL & TRAINING 404 1,011 1,000 1,000 1,000 10044525 85447 MERCHANDISE MATERIAL EXPENS 4,212 5,341 2,800 2,800 2,800 10044525 85453 CASH OVER & SHORT 45 68 400 400 400 10044525 85490 OTHER EXPENDITURES 6,674 6,665 4,000 4,000 4,000 10044525 85505 OFFICE SUPPLIES 134 734 90 90 200 10044525 85510 CLEANING SUPPLIES 460 287 200 200 275 10044525 85515 GASOLINE 362 119 200 200 200 105 Grand Island Special Meeting - 8/21/2018 Page 261 / 274 CITY OF GRAND ISLAND EXPENSES FOR BUDGET YEAR ENDING SEPTEMBER 30, 2019 GENERAL FUND 2016 ACTUAL 2017 ACTUAL 2018 REVISED BUDGET 2018 FORECAST 2019 BUDGET 10044525 85535 CHEMICAL SUPPLIES 11,247 11,564 14,000 14,000 13,000 10044525 85540 MISC OPERATING EQUIPMENT 667 1,138 500 500 1,000 10044525 85545 CONCESSION SUPPLIES 214 292 400 400 400 10044525 85547 FOOD & BEVERAGES 41,357 37,616 40,000 40,000 40,000 10044525 85590 OTHER GENERAL SUPPLIES 9,598 9,339 9,000 9,000 9,500 10044525 85599 REFUNDS 450 0 550 550 550 TOTAL OPERATING EXPENSES 201,375 204,277 190,555 190,555 203,725 CAPITAL OUTLAY ------------------------------ 10044525 85615 MACHINERY AND EQUIPMENT 0 0 15,000 15,000 0 TOTAL CAPITAL OUTLAY 0 0 15,000 15,000 0 TOTAL WATER PARK 528,394 524,777 550,892 558,892 545,697 106 Grand Island Special Meeting - 8/21/2018 Page 262 / 274 CITY OF GRAND ISLAND EXPENSES FOR BUDGET YEAR ENDING SEPTEMBER 30, 2019 GENERAL FUND 2016 ACTUAL 2017 ACTUAL 2018 REVISED BUDGET 2018 FORECAST 2019 BUDGET LINCOLN POOL ------------------------------ PERSONNEL SERVICES ------------------------------ 10044526 85105 SALARIES - REGULAR 40,975 41,848 42,422 42,422 43,786 10044526 85115 F.I.C.A. PAYROLL TAXES 3,126 3,168 3,245 3,245 3,350 10044526 85120 HEALTH INSURANCE 682 2,053 1,315 1,315 1,640 10044526 85125 LIFE INSURANCE 3 9 7 7 9 10044526 85130 DISABILITY INSURANCE 3 9 10 10 13 10044526 85145 PENSION CONTRIBUTION 87 288 298 298 382 10044526 85150 WORKERS COMPENSATION 806 807 807 807 823 10044526 85160 OTHER EMPLOYEE BENEFITS 0 0 50 50 50 10044526 85161 HRA-VEBA 26 78 65 65 65 TOTAL PERSONNEL SERVICES 45,708 48,260 48,219 48,219 50,118 OPERATING EXPENSES ------------------------------ 10044526 85305 UTILITY SERVICES 10,674 11,333 9,000 9,000 9,000 10044526 85324 REPAIR & MAINT - BUILDING 909 946 1,000 1,000 1,000 10044526 85325 REPAIR & MAINT - MACH & EQU 2,455 437 1,000 1,000 2,000 10044526 85405 INSURANCE PREMIUMS 0 0 0 0 0 10044526 85410 TELEPHONE 0 0 0 0 0 10044526 85424 LICENSE & FEES 159 164 160 160 160 10044526 85453 CASH OVER & SHORT -2 -131 25 25 25 10044526 85490 OTHER EXPENDITURES 258 418 300 300 300 10044526 85535 CHEMICAL SUPPLIES 2,844 2,672 2,000 2,000 2,750 10044526 85590 OTHER GENERAL SUPPLIES 198 2,413 2,000 2,000 2,000 10044526 85599 REFUNDS 300 0 250 250 250 TOTAL OPERATING EXPENSES 17,795 18,252 15,735 15,735 17,485 TOTAL LINCOLN POOL 63,503 66,512 63,954 63,954 67,603 107 Grand Island Special Meeting - 8/21/2018 Page 263 / 274 Fund General Department Summary Public Information Fund Type Community Environment/Leisure Supervisor City Administrator 44601 Description The purpose of the Public Information Division is to provide a one-stop place where the media and residents can go to get accurate community and city government related information in an efficient and timely manner. City of Grand Island related information is dispersed in a variety of ways, including but not limited to the City website, electronic Citizen Request Management System, social media tools, press releases, reports, newsletters, Grand Island Television, live streaming of council meetings. The division is also in charge of planning and promotion of all city related events such as the tree lighting event, ribbon cuttings, groundbreakings, and anniversary celebrations. In addition, the public information oversees the Community Youth Council, the city website, over 20 city social media sites, and is the coordinator of city media relations. Budget Narrative The majority of the Public Information budget is comprised of funds for personnel, GITV equipment, and contracts and service maintenance agreements currently in place. Funding in this budget also includes repair and maintenance of existing GITV studio equipment and city council chamber audio/video equipment, website hosting and enhancement, and communication and resident outreach tools and materials. Personnel Title 2016 2017 2018 Net Change 2019 Audio Video Technician 1 1 1 0 1 Public Information Officer 1 1 1 0 1 Totals:2 2 2 0 2 108 Grand Island Special Meeting - 8/21/2018 Page 264 / 274 CITY OF GRAND ISLAND EXPENSES FOR BUDGET YEAR ENDING SEPTEMBER 30, 2019 GENERAL FUND 2016 ACTUAL 2017 ACTUAL 2018 REVISED BUDGET 2018 FORECAST 2019 BUDGET PUBLIC INFORMATION ------------------------------ PERSONNEL SERVICES ------------------------------ 10044601 85105 SALARIES - REGULAR 130,694 139,495 145,917 145,917 148,975 10044601 85115 F.I.C.A. PAYROLL TAXES 9,812 10,460 11,162 11,162 11,397 10044601 85120 HEALTH INSURANCE 13,971 13,253 10,057 10,057 13,116 10044601 85125 LIFE INSURANCE 164 170 165 165 193 10044601 85130 DISABILITY INSURANCE 237 258 292 292 380 10044601 85145 PENSION CONTRIBUTION 7,842 8,370 8,755 8,755 102 10044601 85150 WORKERS COMPENSATION 155 161 161 161 164 10044601 85160 OTHER EMPLOYEE BENEFITS 44 41 160 160 160 10044601 85161 VEBA 1,168 1,170 1,170 1,170 1,170 TOTAL PERSONNEL SERVICES 164,087 173,378 177,839 177,839 175,657 OPERATING EXPENSES ------------------------------ 10044601 85213 CONTRACT SERVICES 23,766 24,918 27,500 27,500 30,000 10044601 85325 REPAIR & MAINT - MACH & EQU 0 20 3,300 3,300 3,300 10044601 85330 REPAIR & MAINT - OFF FURN &243 0 0 0 0 10044601 85416 ADVERTISING 286 604 1,300 1,300 1,300 10044601 85419 LEGAL NOTICES 0 0 60 60 60 10044601 85422 DUES & SUBSCRIPTIONS 515 885 550 550 550 10044601 85428 TRAVEL & TRAINING 2,535 0 3,000 3,000 3,000 10044601 85490 OTHER EXPENDITURES 3,369 263 3,900 3,900 3,900 10044601 85505 OFFICE SUPPLIES 688 198 1,350 1,350 1,350 10044601 85540 MISC OPERATING EQUIPMENT 3,305 3,118 3,500 3,500 3,500 TOTAL OPERATING EXPENSES 34,707 30,006 44,460 44,460 46,960 CAPITAL OUTLAY ------------------------------ 10044601 85615 MACHINERY AND EQUIPMENT 12,000 0 0 0 0 TOTAL CAPITAL OUTLAY 12,000 0 0 0 0 TOTAL PUBLIC INFORMATION 210,794 203,384 222,299 222,299 222,617 109 Grand Island Special Meeting - 8/21/2018 Page 265 / 274 Fund General Department Summary Heartland Public Shooting Park Fund Type Community Environment/Leisure Supervisor Parks and Recreation Director 44801 Description The Heartland Public Shooting Park (HPSP) consists of 420 acres of land. Improvements to the site include six skeet ranges, eight trap ranges, a ten station sporting clays course, rifle and pistol ranges, a seven acre lake, RV campground and archery venue. The facility has been developed using over 1.2 million dollars of private funds along with city dollars. HPSP host numerous regional and national shooting sports event which includes the National 4H Championships, Zombies in the Heartland, USPSA Area 3 Championships, and more. Volunteers play a major role in the operation of the facility.HPSP has become one of Grand Islands most positive economic impacting attractions. Budget Narrative Personnel Title 2016 2017 2018 Net Change 2019 Customer Service Representative-PT 0.75 0.75 0.75 0 0.75 Office Clerk 0 0 0 1 1 Seasonal Workers 1.25 1.25 1.25 0 1.25 Shooting Range Operator 2 2 2 0 2 Shooting Range Superintendent 1 1 1 0 1 Totals:5 5 5 1 6 110 Grand Island Special Meeting - 8/21/2018 Page 266 / 274 CITY OF GRAND ISLAND EXPENSES FOR BUDGET YEAR ENDING SEPTEMBER 30, 2019 GENERAL FUND 2016 ACTUAL 2017 ACTUAL 2018 REVISED BUDGET 2018 FORECAST 2019 BUDGET HEARTLAND PUBLIC SHOOTING PARK ------------------------------ PERSONNEL SERVICES ------------------------------ 10044801 85105 SALARIES - REGULAR 224,753 232,195 245,554 245,554 310,000 10044801 85110 SALARIES - OVERTIME 11,835 9,031 1,550 1,550 3,100 10044801 85115 F.I.C.A. PAYROLL TAXES 17,485 17,332 19,022 19,022 19,964 10044801 85120 HEALTH INSURANCE 42,706 40,022 31,378 31,378 33,420 10044801 85125 LIFE INSURANCE 261 268 261 261 306 10044801 85130 DISABLITY INSURANCE 325 347 399 399 530 10044801 85145 PENSION CONTRIBUTION 11,289 11,752 11,965 11,965 13,875 10044801 85150 WORKERS COMPENSATION 935 965 966 966 1,011 10044801 85160 OTHER EMPLOYEE BENEFITS 56 122 160 160 160 10044801 85161 HRA-VEBA 1,560 1,560 1,560 1,560 1,560 TOTAL PERSONNEL SERVICES 311,205 313,594 312,815 312,815 383,926 OPERATING EXPENSES ------------------------------ 10044801 85208 CONSULTING SERVICES 4,697 2,668 4,000 4,000 3,000 10044801 85215 SHELLS 1,540 973 7,000 7,000 1,500 10044801 85216 TARGETS 80,746 85,567 70,000 70,000 85,000 10044801 85217 EVENT MERCHANDISE-EXPENSES 26,791 19,130 5,000 5,000 20,000 10044801 85219 MISCELLANEOUS MERCHANDISE 10,711 5,908 7,000 7,000 7,000 10044801 85241 COMPUTER SERVICES 814 770 0 0 0 10044801 85245 PRINTING & BINDING SERVICES 323 428 500 500 500 10044801 85291 DONATION EXPENDITURES 7,766 12,131 15,000 15,000 15,000 10044801 85305 UTILITY SERVICES 23,426 29,416 23,000 23,000 30,000 10044801 85317 PROPANE 671 527 500 500 600 10044801 85319 REPAIR & MAIN-LAND IMP/IRRI 5,221 1,220 850 850 1,500 10044801 85324 REPAIR & MAINT - BUILDING 2,882 4,914 5,000 5,000 5,000 10044801 85325 REPAIR & MAINT - MACH & EQU 11,578 20,995 18,000 18,000 20,000 10044801 85335 REPAIR & MAINT - VEHICLES 571 2,124 300 300 800 10044801 85350 SANITATION SERVICE 13,594 11,301 13,000 13,000 13,000 10044801 85416 ADVERTISING 435 296 2,500 2,500 2,500 10044801 85422 DUES & SUBSCRIPTIONS 324 130 500 500 500 10044801 85424 LICENSE & FEES 1,300 1,823 300 300 1,500 10044801 85428 TRAVEL & TRAINING 1,430 4,044 1,500 1,500 1,500 10044801 85453 CASH OVER & SHORT 243 -6 50 50 50 10044801 85490 OTHER EXPENDITURES 7,256 8,449 10,000 10,000 10,000 10044801 85505 OFFICE SUPPLIES 1,064 1,481 900 900 1,300 111 Grand Island Special Meeting - 8/21/2018 Page 267 / 274 CITY OF GRAND ISLAND EXPENSES FOR BUDGET YEAR ENDING SEPTEMBER 30, 2019 GENERAL FUND 2016 ACTUAL 2017 ACTUAL 2018 REVISED BUDGET 2018 FORECAST 2019 BUDGET 10044801 85515 GASOLINE 5,644 6,405 7,000 7,000 7,000 10044801 85520 DIESEL FUEL 1,921 1,808 2,000 2,000 2,000 10044801 85540 MISC OPERATING EQUIPMENT 4,810 1,908 1,500 1,500 1,500 10044801 85547 MATERIALS 752 4,913 2,500 2,500 2,500 10044801 85590 OTHER GENERAL SUPPLIES 29,455 43,797 40,000 40,000 40,000 10044801 85599 REFUNDS 50 0 0 0 0 TOTAL OPERATING EXPENSES 246,015 273,120 237,900 237,900 273,250 CAPITAL OUTLAY ------------------------------ 10044801 85615 MACHINERY AND EQUIPMENT 0 31,514 200,000 200,000 0 10044801 85625 VEHICLES 0 0 15,000 15,000 0 TOTAL CAPITAL OUTLAY 0 31,514 215,000 215,000 0 TOTAL HEARTLAND PUBLIC SHOOTING PARK 557,220 618,228 765,715 765,715 657,176 112 Grand Island Special Meeting - 8/21/2018 Page 268 / 274 Fund General Department Summary Jackrabbit Run Golf Course Fund Type Golf Course Supervisor Parks and Recreation Director 44901 Description Jackrabbit Run Golf Course is a 175-acre, 18-hole championship course that is located northeast of Grand Island or east of the airport. The pro-shop is operated by a Golf Professional under a contract with the City. The course provides 25,000 to 30,000 rounds of golf each year. Budget Narrative Moved to General Fund in 2017-2018 fiscal year. Personnel Title 2016 2017 2018 Net Change 2019 Golf Course Superintendent 1 1 1 0 1 Maintenance Worker II - Golf 1 1 1 0 1 Seasonal Worker 2.5 2.5 2.5 0 2.5 Turf Management Specialist 1 1 1 0 1 Totals:5.5 5.5 5.5 0 5.5 113 Grand Island Special Meeting - 8/21/2018 Page 269 / 274 CITY OF GRAND ISLAND EXPENSES FOR BUDGET YEAR ENDING SEPTEMBER 30, 2019 GENERAL FUND 2016 ACTUAL 2017 ACTUAL 2018 REVISED BUDGET 2018 FORECAST 2019 BUDGET JACKRABBIT RUN GOLF COURSE ------------------------------ PERSONNEL SERVICES ------------------------------ 10044901 85105 SALARIES - REGULAR 0 0 254,971 254,971 264,181 10044901 85115 F.I.C.A. PAYROLL TAXES 0 0 19,505 19,505 20,210 10044901 85120 HEALTH INSURANCE 0 0 42,081 42,081 40,327 10044901 85125 LIFE INSURANCE 0 0 264 264 310 10044901 85130 DISABLITY INSURANCE 0 0 403 403 522 10044901 85145 PENSION CONTRIBUTION 0 0 12,086 12,086 15,349 10044901 85150 WORKERS COMPENSATION 0 0 3,445 3,445 3,566 10044901 85160 OTHER EMPLOYEE BENEFITS 0 0 70 70 70 10044901 85161 HRA-VEBA 0 0 2,364 2,364 2,364 TOTAL PERSONNEL SERVICES 0 0 335,189 335,189 346,899 OPERATING EXPENSES ------------------------------ 10044901 85211 COMMISSIONS 0 0 175,000 175,000 210,000 10044901 85245 PRINTING & BINDING SERVICES 0 0 200 200 200 10044901 85305 UTILITY SERVICES 0 0 30,000 30,000 28,000 10044901 85317 NATURAL GAS 0 0 2,400 2,400 2,700 10044901 85319 REPAIR & MAIN-LAND IMP/IRRI 0 0 10,000 10,000 12,000 10044901 85324 REPAIR & MAINT - BUILDING 0 0 8,000 8,000 11,000 10044901 85325 REPAIR & MAINT - MACH & EQU 0 0 15,000 15,000 30,000 10044901 85330 REPAIR & MAINT-OFF FURN & E 0 0 200 200 200 10044901 85340 RENT 0 0 21,000 21,000 22,000 10044901 85350 SANITATION SERVICE 0 0 570 570 570 10044901 85416 ADVERTISING 0 0 1,000 1,000 2,500 10044901 85422 DUES & SUBSCRIPTIONS 0 0 1,225 1,225 1,225 10044901 85424 LICENSE & FEES 0 0 240 240 240 10044901 85428 TRAVEL & TRAINING 0 0 1,000 1,000 1,000 10044901 85490 OTHER EXPENDITURES 0 0 8,000 8,000 9,000 10044901 85505 OFFICE SUPPLIES 0 0 400 400 400 10044901 85510 CLEANING SUPPLIES 0 0 200 200 200 10044901 85515 GASOLINE 0 0 10,000 10,000 10,000 10044901 85520 DIESEL FUEL 0 0 5,500 5,500 5,500 10044901 85535 CHEMICAL SUPPLIES 0 0 20,000 20,000 18,000 10044901 85540 SMALL TOOLS & PARTS 0 0 23,500 23,500 23,500 10044901 85547 MATERIALS 0 0 4,000 4,000 4,000 10044901 85560 TREES & SHRUBS 0 0 5,000 5,000 5,000 114 Grand Island Special Meeting - 8/21/2018 Page 270 / 274 CITY OF GRAND ISLAND EXPENSES FOR BUDGET YEAR ENDING SEPTEMBER 30, 2019 GENERAL FUND 2016 ACTUAL 2017 ACTUAL 2018 REVISED BUDGET 2018 FORECAST 2019 BUDGET 10044901 85590 SUPPLIES 0 0 750 750 750 10044901 85905 SALES TAX 0 0 40,000 40,000 40,000 TOTAL OPERATING EXPENSES 0 0 383,185 383,185 437,985 CAPITAL OUTLAY ------------------------------ 10044901 85615 MACHINERY AND EQUIPMENT 0 0 72,000 72,000 0 TOTAL CAPITAL OUTLAY 0 0 72,000 72,000 0 TOTAL JACKRABBIT RUN GOLF COURSE 0 0 790,374 790,374 784,884 115 Grand Island Special Meeting - 8/21/2018 Page 271 / 274 Fund General Department Summary Non-Departmental Fund Type Other Supervisor Finance Director 55001, 55002 Description This division provides for general government operating costs that are not specifically attributable to any one department or budget division. The purpose is to provide for other general costs that are attributable to numerous departments or those inefficient to allocate. Unallocated expenses such as postage, municipal dues, Information Technology department computer charges and telephone trunk line charges are allocated across city departments based upon the number of employees in each department allocation. Property tax collection fees paid to Hall County and remittance of sales tax revenues due to the state will remain in this division. The non-departmental revenue includes property tax, sales tax, municipal equalization funds, occupation taxes and administrative fees for general fund support. Department specific revenue is listed under the respective department. Budget Narrative The non-departmental division provides for the annual contribution to the Central District Health Department. An annual contingency amount is set aside for unanticipated department expenditures during the fiscal year. A significant expense is budgeted for capital lease payments on the lease-purchase agreements for the Heartland Events Center. 116 Grand Island Special Meeting - 8/21/2018 Page 272 / 274 CITY OF GRAND ISLAND EXPENSES FOR BUDGET YEAR ENDING SEPTEMBER 30, 2019 GENERAL FUND 2016 ACTUAL 2017 ACTUAL 2018 REVISED BUDGET 2018 FORECAST 2019 BUDGET NON-DEPARTMENTAL ------------------------------ OPERATING EXPENSES ------------------------------ 10055001 85209 COLLECTION SERVICES 82,451 86,567 71,000 90,000 90,000 10055001 85213 CONTRACT SERVICES 7,595 378,711 5,000 15,450 15,000 10055001 85214 HUMANE SOCIETY CONTRACT 0 697 370,000 371,000 370,000 10055001 85241 COMPUTER SERVICES 485,532 479,220 578,015 578,015 538,570 10055001 85405 INSURANCE PREMIUMS 158,477 160,458 159,045 131,302 138,000 10055001 85409 VOLUNTEER EXPENSE 2,899 2,907 3,000 5,844 8,000 10055001 85410 TELEPHONE 68,444 66,008 81,437 67,890 80,000 10055001 85412 HEALTH DEPARTMENT 110,741 110,741 110,741 110,741 112,955 10055001 85422 DUES & SUBSCRIPTIONS 3,813 0 0 0 0 10055001 85453 CASH OVER & SHORT 54 162 0 0 0 10055001 85490 OTHER EXPENDITURES 2,176 7,286 3,000 3,000 3,000 10055001 85505 OFFICE SUPPLIES 20,088 20,076 18,659 21,000 25,000 10055001 85905 SALES TAX 65,394 66,324 80,000 80,000 80,000 TOTAL OPERATING EXPENSES 1,007,664 1,379,157 1,479,897 1,474,242 1,460,525 OTHER FINANCING USES ------------------------------ 10055001 85706 LEASE PAYMENTS 1,371,255 511,803 517,204 507,238 499,681 10055001 85707 LEASE PMT-STATE FAIR 1,429,484 0 0 0 0 TOTAL OTHER FINANCING USES 2,800,739 511,803 517,204 507,238 499,681 TOTAL NON-DEPARTMENTAL 3,808,403 1,890,960 1,997,101 1,981,480 1,960,206 117 Grand Island Special Meeting - 8/21/2018 Page 273 / 274 CITY OF GRAND ISLAND EXPENSES FOR BUDGET YEAR ENDING SEPTEMBER 30, 2019 GENERAL FUND 2016 ACTUAL 2017 ACTUAL 2018 REVISED BUDGET 2018 FORECAST 2019 BUDGET CONTINGENCY ------------------------------ OPERATING EXPENSES ------------------------------ 10055002 85213 CONTRACT SERVICES 7,434 1,482 347,615 100,000 100,000 TOTAL OPERATING EXPENSES 7,434 1,482 347,615 100,000 100,000 TOTAL CONTINGENCY 7,434 1,482 347,615 100,000 100,000 TOTAL EXPENSES 38,579,996 43,150,865 37,987,725 36,163,704 36,379,154 118 Grand Island Special Meeting - 8/21/2018 Page 274 / 274