09/24/2024 Ordinances 9988 ORDINANCE NO. 9988
An ordinance to amend Ordinance 9983A known as the Salary Ordinance which
lists the currently occupied classifications of officers and employees of the City of Grand Island,
Nebraska and established the ranges of compensation of such officers and employees; to add the
non-union position and salary range of Energy Supply Supervisor; to amend the salary range of
the non-union position of Meter Reader — Part Time; to amend the salary ranges, shift
differential, FR clothing and boot allowances of those employees covered under the IBEW
Utilities labor agreement; to add bilingual stipend and stipends for Special Credentials to those
employees covered under the IBEW Utilities labor agreement; to rename the IBEW Utilities
position of Power Dispatcher I to Systems Operator I; to rename the IBEW Utilities position of
Power Dispatcher II to Systems Operator II; to remove the position and salary range of Utility
Secretary; and to repeal those portions of Ordinance No. 9983A and any parts of other
ordinances in conflict herewith; to provide for severability; to provide for the effective date
thereof; and to provide for publication of this ordinance in pamphlet form.
BE IT ORDAINED BY THE MAYOR AND COUNCIL OF THE CITY OF
GRAND ISLAND,NEBRASKA:
SECTION 1. The currently occupied classifications of officers and general
employees of the City of Grand Island, and the ranges of compensation (salary and wages,
excluding shift differential as provided by Personnel Rules & Regulations) to be paid for such
classifications, and the number of hours and work period which certain officers and general
employees shall work prior to overtime eligibility are as follows:
Hourly Pay Range Overtime
Classification Min/Max Eligibility
Accountant 32.3801/47.1210 Exempt
Administrative Assistant—Building—Part Time 20.6479/30.0985 40 hrs/week
ORDINANCE NO. 9988 (Cont.)
Hourly Pay Range Overtime
Classification Min/Max Eligibility
Administrative Coordinator—Public Works 26.0750/42.5895 40 hrs/week
Assistant City Administrator 74.9523/97.6984 Exempt
Assistant Finance Director 42.7950/62.1430 Exempt
Assistant Public Works Director/Engineering 57.3844/ 85.3411 Exempt
Assistant Public Works Director of Wastewater 57.3844/85.3411 Exempt
Assistant Utilities Director 77.3273/105.7275 Exempt
Attorney 48.9270/69.7676 Exempt
Cemetery Superintendent 31.5041/46.6235 Exempt
Chief Building Official 42.6728/62.1690 Exempt
City Administrator 93.6904/122.1230 Exempt
City Attorney 65.7011/87.3853 Exempt
City Clerk 41.5729/57.7954 Exempt
Civil Engineer I—PW/Eng.,PW/WWTP 34.0998/47.6725 Exempt
Civil Engineer I—Utilities 37.1495/52.7556 Exempt
Civil Engineer II—PW/Eng.,PW/WWTP 41.7784/59.2879 Exempt
Civil Engineer II—Utilities 44.2983/64.1870 Exempt
Collection System Supervisor 33.2561/44.6984 40 hrs/week
Communications Manager 36.3253/50.7641 Exempt
Community Development Director 58.1306/85.9251 Exempt
Community Development Administrator 33.3535/46.0178 40 hrs/week
Community Service Officer Lead 23.0517/30.1646 40 hrs/week
Community Service Officer—Part time 20.3457/26.6624 40 hrs/week
Custodian—Police Part Time 18.0502/25.6640 40 hrs/week
Customer Service Team Leader 25.2314/37.5713 Exempt
Deputy City Clerk 33.2561/46.2341 40 hrs/week
Electric Distribution Superintendent 51.0144/68.3291 Exempt
Electric Distribution Supervisor 47.0453/62.9974 40 hrs/week
Electric Underground Superintendent 51.0144/68.3291 Exempt
Electrical Engineer I 36.4790/54.0750 Exempt
Electrical Engineer II 44.4064/62.8135 Exempt
Emergency Management Deputy Director 35.5273/52.8096 Exempt
Emergency Management Director 56.2921/77.7274 Exempt
Energy Supply Supervisor 45.4779/73.5511 Exempt
Engineering Technician I—PW/WWTP 27.3187/35.0947 40 hrs/week
Engineering Technician II—PW/WWTP 33.9050/43.9413 40 hrs/week
Enterprise and Systems Administrator 48.9546/62.4158 Exempt
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ORDINANCE NO. 9988 (Cont.)
Hourly Pay Range Overtime
Classification Min/Max Eligibility
Equipment Operator—Solid Waste 25.8695/33.3210 40 hrs/week
Evidence Technician Lead 25.9135/36.7004 40 hrs/week
Evidence Technician—Part Time 22.8715/32.3923 40 hrs/week
Field Operations Supervisor 42.0914/59.4231 Exempt
Finance Director 58.5740/84.8761 Exempt
Finance Operations Supervisor 33.4400/44.8823 Exempt
Fire Chief 62.7270/88.2180 Exempt
Fire EMS Division Chief 51.9445/67.8316 Exempt
Fire Operations Division Chief 51.9445/67.8316 Exempt
Fire Prevention Division Chief 51.9445/67.8316 Exempt
Fleet Services Shop Foreman 33.9900/47.3373 40 hrs/week
GIS Administrator 48.9546/62.4158 Exempt
GIS Coordinator—PW 37.0305/51.7498 Exempt
Grants Administrator 30.9309/47.1318 40 hrs/week
Grounds Management Crew Chief—Cemetery 28.6598/37.9823 40 hrs/week
Grounds Management Crew Chief—Parks 29.2113/39.4639 40 hrs/week
Human Resources Director 56.2921/77.7274 Exempt
Human Resources Benefits/Risk Mgmt Coordinator 34.3268/47.6942 40 hrs/week
Human Resources Recruiter 34.3268/47.6942 40 hrs/week
Human Resources Specialist 34.3268/47.6942 40 hrs/week
Information Technology Manager 52.4744/73.8773 Exempt
Interpreter/Translator 21.6949/29.8818 40 hrs/week
Legal Secretary 26.2805/38.7393 40 hrs/week
Librarian I 30.4334/41.1403 Exempt
Librarian II 33.1459/44.9364 Exempt
Library Assistant I—Part Time 22.3253/28.7732 40 hrs/week
Library Director 55.6324/78.4916 Exempt
Library Page—Part Time 16.7741/20.4295 40 hrs/week
Library Secretary 23.7606/28.1514 40 hrs/week
Maintenance Worker—Cemetery Part Time 24.3395/31.4926 40 hrs/week
Mechanical Inspector 27.8955/37.6548 40 hrs/week
Meter Reader—Part Time 26.3100/33.6400 40 hrs/week
Meter Reader Supervisor 36.3600/49.9220 Exempt
MPO Program Manager 37.2253/54.5184 Exempt
Office Manager 31.4825/40.1128 40 hrs/week
Paralegal 26.2805/38.7393 40 hrs/week
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ORDINANCE NO. 9988 (Cont.)
Hourly Pay Range Overtime
Classification Min/Max Eligibility
Parks and Recreation Director 57.5790/79.8580 Exempt
Parks Superintendent 42.0920/61.7753 Exempt
Payroll Specialist 28.3461/39.6802 40 hrs/week
Planner I 35.4732/48.5702 40 hrs/week
Police Captain 50.4411/67.5613 Exempt
Police Chief 67.5164/90.6890 Exempt
Power Plant Maintenance Supervisor 47.9213/67.3666 Exempt
Power Plant Operations Supervisor 51.3464/70.1733 Exempt
Power Plant Manager 61.9050/89.8078 Exempt
Process Financial Analyst 36.1205/53.1856 Exempt
Protection and Controls Supervisor 42.0914/59.4231 Exempt
Public Safety Apprentice—Part Time 20.3457/26.6624 40 hrs/week
Public Works Director 90.9916/116.9891 Exempt
Records Supervisor 23.6334/31.6501 40 hrs/week
Recreation Coordinator 30.3901/43.3574 Exempt
Recreation Superintendent 40.3184/57.5358 Exempt
Regulatory and Environmental Manager 52.2689/70.1601 Exempt
Safety Coordinator 42.0914/59.4231 Exempt
Senior Civil Engineer—PW/Eng.,PW/WWTP 46.7640/66.6853 Exempt
Senior Civil Engineer—Utilities 54.2156/75.3265 Exempt
Senior Electrical Engineer 51.3690/76.4404 Exempt
Senior Engineering Technician—PW/WWTP 37.6903/47.0236 40 hrs/week
Senior Public Safety Dispatcher 27.0699/36.4249 40 hrs/week
Solid Waste Division Clerk 25.8479/33.4400 40 hrs/week
Solid Waste Foreman 30.7470/43.1302 40 hrs/week
Solid Waste Superintendent 42.6760/58.8444 Exempt
Street Superintendent 40.2210/58.0116 Exempt
Street Foreman 33.9900/46.2882 40 hrs/week
Transit Program Manager 40.3400/60.4991 Exempt
Utilities Director 104.7000/149.0415 Exempt
Utility Manager 57.3844/85.3411 Exempt
Utility Production Engineer 53.7830/75.8564 Exempt
Utility Warehouse Supervisor 34.4133/47.9645 40 hrs/week
Victim Assistance Unit Coordinator 26.1182/36.3384 40 hrs/week
Victim/Witness Advocate 19.5860/27.2538 40 hrs/week
Wastewater Plant Chief Operator 33.7969/47.5860 40 hrs/week
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ORDINANCE NO. 9988 (Cont.)
Hourly Pay Range Overtime
Classification Min/Max Eligibility
Wastewater Plant Operations Engineer 51.4945/71.9255 Exempt
Wastewater Plant Maintenance Supervisor 34.1213/45.9638 40 hrs/week
Wastewater Plant Regulatory Compliance Manager 37.2469/53.0044 Exempt
Water Superintendent 43.8549/60.0558 Exempt
Water Supervisor 39.2397/50.9711 40 hrs/week
Worker/Seasonal 12.0000/32.4450 Exempt
Worker/Seasonal 12.0000/32.4450 40 hrs/week
Worker/Temporary 12.0000/32.4450 40 hrs/week
Worker/Parks&Recreation Part time 12.0000/32.4450 40 hrs/week
Aquatics staff who refer new lifeguards will receive a stipend for the referral, upon meeting
the following criteria:
• The referral cannot have worked as a City of Grand Island lifeguard in the past.
• The referral must pass a background check, complete and pass a free lifeguard class, and
work for at least 80 hours.
• Aquatics staff shall be paid for their referral as follows:
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:
Hourly Pay Range Overtime
Classification Min/Max Eligibility
Equipment Operator—Streets 24.1984/32.8156 40 hrs/week
Fleet Services Mechanic 27.2064/37.6106 40 hrs/week
Horticulturist 28.3433/37.6464 40 hrs/week
Library Assistant I 22.3253/28.7732 40 hrs/week
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ORDINANCE NO. 9988 (Cont.)
Hourly Pay Range Overtime
Classification Min/Max Eligibility
Library Assistant II 23.5831/31.3241 40 hrs/week
Maintenance Worker—Cemetery 24.3395/31.4926 40 hrs/week
Maintenance Worker—Parks 22.5304/31.0576 40 hrs/week
Maintenance Worker—Streets 23.2179/31.3424 40 hrs/week
Senior Equipment Operator—Streets 26.7355/36.1666 40 hrs/week
Senior Maintenance Worker—Streets 26.5555/35.7385 40 hrs/week
Traffic Signal Technician 28.5465/37.0833 40 hrs/week
SECTION 3. The currently occupied classifications of employees of the City of
Grand Island included under the IBEW Utilities labor agreement, and the ranges of
compensation (salary and wages, excluding shift differential as provided by contract) to be paid
for such classifications, and the number of hours and work period which certain such employees
included under the IBEW Utilities labor agreement shall work prior to overtime eligibility are as
II follows:
Hourly Pay Range Overtime
Classification Min/Max Eligibility
Administrative Assistant-Utilities 25.4200/37.6500 40 hrs/week
Custodian 20.7100/25.4900 40 hrs/week
Electric Distribution Crew Chief 41.2200/58.5200 40 hrs/week
Electric Underground Crew Chief 41.2200/58.5200 40 hrs/week
Engineering Technician I 28.8100/40.8900 40 hrs/week
Engineering Technician II 34.4300/48.7700 40 hrs/week
Instrument Technician 39.3300/53.4200 40 hrs/week
Lineworker Apprentice 32.1100/44.1800 40 hrs/week
Lineworker First Class 39.0800/51.7600 40 hrs/week
Materials Handler 35.0100/47.6900 40 hrs/week
Meter Reader 26.3100/33.6400 40 hrs/week
Meter Technician 35.2800/41.3000 40 hrs/week
Power Plant Maintenance Mechanic 36.7200/47.8000 40 hrs/week
Power Plant Operator 41.4100/51.0200 40 hrs/week
Senior Engineering Technician 38.2800/51.5300 40 hrs/week
Senior Materials Handler 39.8200/56.0500 40 hrs/week
Senior Power Dispatcher 46.8200/67.8800 40 hrs/week
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ORDINANCE NO. 9988 (Cont.)
Hourly Pay Range Overtime
Classification Min/Max Eligibility
Senior Power Plant Operator 46.1600/61.9900 40 hrs/week
Senior Substation Technician 41.5600/53.9400 40 hrs/week
Senior Water Maintenance Worker 30.5300/39.9700 40 hrs/week
Substation Technician 41.3500/50.0800 40 hrs/week
Systems Operator I 38.3100/53.8400 40 hrs/week
Systems Operator II 42.7400/60.8400 40 hrs/week
Systems Technician 44.1200/51.7300 40 hrs/week
Tree Trim Crew Chief 39.3400/53.0400 40 hrs/week
Underground Technician 28.1800/44.6200 40 hrs/week
Utility Electrician 37.8800/48.1900 40 hrs/week
Utility Groundman 30.0100/40.3200 40 hrs/week
Utility Technician 38.3500/53.1000 40 hrs/week
Utility Warehouse Clerk 27.8400/35.3800 40 hrs/week
Water Maintenance Worker 29.2300/38.3200 40 hrs/week
Wireworker I 28.1800/44.6200 40 hrs/week
Wireworker II 39.0800/51.7600 40 hrs/week
SECTION 4. The currently occupied classifications of employees of the City of
Grand Island included under the FOP labor agreement, and the ranges of compensation (salary
and wages, excluding shift differential as provided by contract) to be paid for such
classifications, and the number of hours and work period which certain such employees included
under the FOP labor agreement shall work prior to overtime eligibility are as follows:
Hourly Pay Range
Classification Min/Max
Police Officer 31.3664/44.3456
Police Sergeant 42.1824/50.8352
Police Lieutenant 45.4272/58.4064
OVERTIME ELIGIBILITY
The City has reserved its right to the utilization of the 207(k) FLSA exemption. The pay period
for purposes of calculating overtime shall consist of a fourteen (14) day. cycle that runs
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ORDINANCE NO. 9988 (Cont.)
concurrent with the City's current payroll cycle. For purposes of calculating eligibility for
overtime, "hours worked" shall include actual hours worked, vacation, personal leave,
bereavement leave, and holiday hours. Employees shall be eligible for overtime when they
exceed their hours scheduled for work in the fourteen (14) day pay cycle with a minimum of
eighty (80) hours. All work completed after eighty (80) hours in a pay period that is performed
for work that is funded by grants from parties outside or other than the City of Grand Island,
shall be paid overtime for the time worked after eighty (80) hours, if the time is funded at
overtime rates by the grant.
Any Police Officer assigned as a Field Training Officer shall, in addition to his/her
regular salary, be paid Two dollars ($2.00) per hour while actively working with a trainee or
other issues directly concerning a trainee.
A lateral hiring incentive is provided, namely for certified applicants, Five Thousand
dollars ($5,000) certification credit and fifty (50) hours of compensatory time if eligible. A
referral incentive is provided for existing Officers who successfully recruit applicants,
specifically, a Three Hundred dollar ($300) incentive for the referral of one non-certified
applicant who makes the Civil Service eligibility list; a Five Hundred dollar ($500) incentive for
the referral of two or more non-certified applicants who make the Civil Service eligibility list; a
Five Hundred dollar ($500) incentive for the referral of one or more certified applicants who
make the Civil Service eligibility list; and a One Thousand Seven Hundred dollar ($1,700)
incentive if one or more of the referred applicants is hired.
A retention incentive will be offered to active sworn Officers' for the life of the contract
with final payment made in October of 2025. Each current employee as of October 1, 2022, who
maintains active employment status, will receive a lump sum payment in the first full pay period
of the dates specified in the following schedule:
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ORDINANCE NO. 9988 (Cont.)
Completion of Contract Year 2022-2023: $5,000.00 (paid in October 2023)
Completion of Contract Year 2023-2024: $3,000.00 (paid in October 2024)
Completion of Contract Year 2024-2025: $2,000.00 (paid in October 2025)
Employees hired between October 2, 2022 and October 1, 2024 will receive a retention incentive
after completing a full contract year of service. The amount paid will correspond with the
applicable contract year completed.
Designated Officers who are covered under the FOP labor agreement and are
assigned to specialized assignments that routinely involve changes in schedules for training
purposes, call in for duty, and/or specialized training and certifications as listed below are
eligible for additional compensation. Tier I specialized assignments will receive an additional
sixty cents ($0.60) per hour. Tier II specialized assignments will receive an additional thirty
cents ($0.30)per hour. Officers shall only be compensated for one (1) Tier I assignment and one
(1) Tier II assignment regardless of how many assignments they may possess within that Tier.
Maximum specialty pay will be ninety cents ($0.90)per hour which is equal to a Tier I and Tier
II assignment.
Tier I Tier II
SWAT All Department Designated Instructors:
Police K9 Firearms
Drug Recognition Expert Defensive Tactics
Accident Reconstruction Team Less Lethal
CERT/Hostage Negotiator
Drone
SECTION 5. The currently occupied classifications of employees of the City of
Grand Island included under the IAFF labor agreement, and the ranges of compensation (salary
and wages, excluding shift differential as provided by contract) to be paid for such
classifications, and the number of hours and work period which certain such employees included
under the IAFF labor agreement shall work prior to overtime eligibility are as follows:
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ORDINANCE NO. 9988 (Cont.)
Hourly Pay Range Overtime
Classification Min/Max Eligibility
Fire Captain 28.1500/34.3600 212 hrs/28 days
Firefighter/EMT 20.5000/28.1300 212 hrs/28 days
Firefighter/Paramedic 22.9400/30.3900 212 hrs/28 days
Life Safety Inspector 31.0700/37.7800 40 hrs/week
Battalion Chief 34.3300/40.9600 212 hrs/28 days
IAFF employees, with the exception of the Life Safety Inspector, will be eligible
for overtime pay for hours worked in excess of 212 hours in each 28-day pay period, unless
recall or mandatory overtime is required as specified in the IAFF labor agreement. When an
employee is assigned as an Apparatus Operator (not including ambulance or service vehicles)the
employee will receive an additional fifty cents ($.50) per hour. When a Firefighter/Paramedic is
designated as the primary ambulance attendant, the employee will receive an additional one
dollar and 50 cents ($1.50) per hour. If a Fire Captain is forced to ride in a dual-role capacity,
meaning operating as both a captain and engine paramedic, the Captain will receive an additional
one dollar and 50 cents ($1.50)per hour.
SECTION 6. The currently occupied classifications of the employees of the City
of Grand Island included under the IBEW Wastewater Treatment Plant labor agreement, and the
ranges of compensation salary and wages, excluding shift differential as provided by contract, to
be paid for such classifications, and the number of hours and work period which certain such
employees included under the IBEW Wastewater Treatment Plant labor agreement shall work
prior to overtime eligibility are as follows:
Hourly Pay Range Overtime
Classification Min/Max Eligibility
Accounting Technician—WWTP 24.0346/31.8874 40 hrs/week
Administrative Assistant—WWTP 21.4738/31.3024 40 hrs/week
Biosolids Technician 30.3085/42.3024 40 hrs/week
Equipment Operator—WWTP 25.1958/34.0863 40 hrs/week
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ORDINANCE NO. 9988 (Cont.)
FOG Program Manager 31.0595/42.5209 40 hrs/week
Lead Maintenance Mechanic 30.3310/40.2720 40 hrs/week
Lead Maintenance Worker 29.6165/38.8257 40 hrs/week
Lead Wastewater Plant Operator 29.8161/41.7438 40 hrs/week
Maintenance Mechanic I 25.7291/34.6674 40 hrs/week
Maintenance Worker—WWTP 24.9539/33.2005 40 hrs/week
Senior Equipment Operator 29.2407/37.5710 40 hrs/week
Stormwater Program Manager 31.0595/42.5209 40 hrs/week
Wastewater Plant Laboratory Technician 27.5458/36.5266 40 hrs/week
Wastewater Plant Operator I 24.6783/32.6307 40 hrs/week
Wastewater Plant Operator II 27.4439/36.5545 40 hrs/week
SECTION 7. The currently occupied classifications of the employees of the City
of Grand Island included under the IBEW Service/Clerical/Finance labor agreement, and the
ranges of compensation salary and wages to be paid for such classifications, and the number of
hours and work period which certain such employees included under the IBEW
Service/Clerical/Finance labor agreement shall work prior to overtime eligibility are as follows:
Hourly Pay Range Overtime
Classification Min/Max Eligibility
Accounting Clerk 20.3891/27.3685 40 hrs/week
Accounting Technician—Streets 21.9186/29.9442 40 hrs/week
Accounts Payable Clerk 22.5632/30.4379 40 hrs/week
Administrative Assistant-Bldg,Fire,Parks,Planning 20.6479/30.0985 40 hrs/week
Audio Video Technician 27.6247/37.9287 40 hrs/week
Building Inspector 27.8214/38.3517 40 hrs/week
Cashier 20.6688/26.3921 40 hrs/week
Community Service Officer 20.3457/26.6624 40 hrs/week
Computer Technician 25.6072/37.9642 40 hrs/week
Crime Analyst 29.5398/39.2809 40 hrs/week
Electrical Inspector 27.9573/38.2129 40 hrs/week
Emergency Management Coordinator 25.7809/34.6904 40 hrs/week
Engineering Technician I—Public Works 26.0178/33.4235 40 hrs/week
Engineering Technician II—Public Works 32.2905/41.8489 40 hrs/week
Evidence Technician 22.8715/32.3923 40 hrs/week
GIS Coordinator 35.2672/49.2855 40 hrs/week
Maintenance Worker I—Building,Library,Police 19.3665/26.0340 40 hrs/week
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ORDINANCE NO. 9988 (Cont.)
Maintenance Worker II—Building,Library, Police 22.2254/29.6254 40 hrs/week
Payroll Clerk 23.8554/33.4805 40 hrs/week
Plans Examiner 27.8262/41.0189 40 hrs/week
Plumbing/Mechanical Inspector 27.8955/37.6548 40 hrs/week
Police Records Clerk 20.5508/27.5219 40 hrs/week
Public Safety Apprentice 20.3457/26.6624 40 hrs/week
Public Safety Dispatcher 23.2028/31.2214 40 hrs/week
Senior Accounting Clerk 22.8413/30.7627 40 hrs/week
Senior Engineering Technician—Public Works 35.8955/44.7844 40 hrs/week
Shooting Range Operator 26.6273/35.8338 40 hrs/week
Systems Technician 44.1115/49.4701 40 hrs/week
Wastewater Secretary 21.2825/29.9047 40 hrs/week
The hourly rates for Community Service Officers training new Community Service Officers shall
increase three percent(3%) during the training period.
SECTION 8. A shift differential of fifty cents ($0.50) per hour shall be added to
the base hourly wage for persons in the non-union employee classification of Senior Public
Safety Dispatcher who work any hours or portion thereof between 3:00 p.m. and 11:00 p.m.
Employees who work any hours or portion thereof from 11:00 p.m. to 7:00 a.m. will receive a
shift differential of seventy-five cents ($0.75) per hour. This does not include persons who work
the day shift. Shift differential will only be paid for actual hours worked. Paid leave will not
qualify for the shift differential pay.
A shift differential of fifty cents ($0.50)per hour shall be added to the base hourly
wage for persons covered by the IBEW Service/Clerical/Finance labor agreement in the
employee classification Public Safety Dispatcher who work a complete shift between 3:00 p.m.
and 11:00 p.m. A shift differential of seventy-five cents ($0.75) per hour shall be added to the
base hourly wage for persons covered by the IBEW Service/Clerical/Finance labor agreement in
the employee classification of Public Safety Dispatcher who work a complete shift between
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ORDINANCE NO. 9988 (Cont.)
11:00 p.m. to 7:00 a.m. This does not include persons who work the day shift. Shift differential
will only be paid for actual hours worked. Paid leave will not qualify for the shift differential
pay. A shift differential of$0.60 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 Systems Operator I, Systems Operator II, Power Plant Operator, Senior Power
Dispatcher and Senior Power Plant Operator. All employees covered under the FOP labor
agreement and are regularly assigned to a shift whose majority of hours occur between 1800
hours and 0600 hours, shall be paid an additional Two dollars ($2.00) per hour. Full time
employees covered in the AFSCME labor agreement normally assigned to a work schedule
commencing between 4 a.m. and 11 a.m., who are temporarily assigned to a work schedule
commencing before 4 a.m. or after 11 a.m., shall receive a shift differential of One Dollar($1.00)
per hour added to the base hourly rate for the hours worked during such temporary assignment.
Full time employees covered in the IBEW Wastewater Treatment Plant labor agreement who are
regularly scheduled to work the night shift will receive an additional one dollar ($1.00) per hour
for wages attributable to those shifts.
The classification of employees included under labor agreements with the City of Grand
Island, and the ranges of compensation (salary and wages, excluding shift differential as
provided by contract) to be paid for such classifications, and the number of hours and work
period which certain such employees shall work prior to overtime eligibility are as stated above.
Each employee covered by the IAFF labor agreement, except Life Safety Inspector, after
completing probation, will receive Two-Hundred Seventy-Five dollars ($275.00) semi-annually
to be used for the purchase of the uniform items as needed. New hires will receive Four Hundred
dollars ($400.00) credit for the purchase of initial uniforms. After probation they shall receive an
additional Five Hundred dollars ($500.00) for the purchase of a Class A uniform or other items
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ORDINANCE NO. 9988 (Cont.)
as necessary. All employees of the FOP labor agreement shall be paid a clothing and uniform
allowance in addition to regular salary at the rate of Five-hundred fifty dollars ($550.00) semi-
annually. New employees covered by the IBEW Utilities labor agreement who are required to
wear full fire retardant (FR) clothing will be eligible for a one-time reimbursement up to One
Thousand Five Hundred dollars ($1,500.00) to purchase or rent required uniforms. All other
employees required to wear full FR clothing will be eligible for reimbursement up to Nine
Hundred ($900.00) in Year 1. Employees will be reimbursed for said purchases with a receipt
showing proof of purchase. Employees in the non-union Community Service Officer Part Time
position and the non-union Public Safety Apprentice Part Time position shall be paid a prorated
uniform allowance based on hours worked, not to exceed Twenty-five dollars ($25.00) per pay
period. Full-time Community Services Officers, full time Community Service Officer Lead, and
full time Public Safety Apprentices shall be paid a uniform allowance at the rate of Twenty-five
dollars ($25.00)per pay period.
Fire Chief and Fire Division Chiefs shall be paid a clothing allowance of Four
Hundred Eighty-four dollars and eight cents ($484.08) per year, divided into twenty-four (24)
pay periods. Police Chief and Police Captains shall be paid a clothing allowance of One-
thousand one-hundred dollars ($1,100.00)per year, divided into twenty-six(26)pay periods.
Non-union employees and employees covered by the AFSCME labor agreement,
FOP labor agreement, IAFF labor agreement, IBEW Service/Clerical/Finance, IBEW Utilities,
and IBEW Wastewater Treatment Plant labor agreements may receive an annual stipend not to
exceed One Thousand Five Hundred dollars ($1,500.00) for bilingual pay.
The City may choose to designate a single individual covered under the IBEW
Utilities labor agreement to hold a City Electrical Contractors License. An annual stipend of One
Thousand Five Hundred dollars ($1,500.00)prorated by pay period, shall be paid to the holder of
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ORDINANCE NO. 9988 (Cont.)
this credential. The City may choose to designate a single individual covered under the IBEW
Utilities labor agreement to hold a City Master Plumbers License. An annual stipend of One
Thousand Five Hundred dollars ($1,500.00)prorated by pay period, shall be paid to the holder of
this credential. Any Power Plant Maintenance Mechanic covered under the IBEW Utilities labor
agreement, obtaining an ASME Section IX Shielded Metal Arc Welding (SMAW) certification
for welding on pressure vessels will be paid an annual stipend of One Thousand dollars
($1,000.00)prorated by pay period.
Employees covered by the AFSCME labor agreement shall be granted a meal
allowance of Ten Dollars ($10.00) if they are required to work two (2) hours overtime
consecutively with their normal working hours during an emergency situation, and if such
overtime would normally interfere with and disrupt the employee's normal meal schedule.
Employees covered by the IBEW-Wastewater Treatment Plant labor agreement shall be allowed
a meal allowance for actual cost, or up to Twelve dollars ($12.00)per meal, if they are required
to work two (2) hours overtime consecutively with their normal working hours and if such
overtime would normally interfere with and disrupt the employee's normal meal schedule.
Employees covered by the IBEW Utilities labor agreement shall be allowed a meal allowance for
actual cost, or up to the current lunch per diem standard rate for Nebraska as set by the U.S.
General Services Administration per meal, if they are required to work two (2) hours
unscheduled overtime consecutively with their normal working hours and if such overtime would
normally interfere with and disrupt the employee's normal meal schedule. Additionally, a meal
allowance will be granted if an employee must return to work within one (1) hour of ending an
assigned shift. Direct supervisors of employees who are covered by labor agreements which
allow overtime meal allowance shall be entitled to the same meal allowance benefit. Non-exempt
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ORDINANCE NO. 9988 (Cont.)
direct supervisors of employees who are covered by labor agreements which allow stand-by pay
shall be entitled to the same stand-by pay benefit.
Utilities Department personnel in the IBEW bargaining unit and the
classifications of Meter Reader Supervisor, Power Plant Manager, Power Plant Supervisor,
Electric Distribution Superintendent, Electric Distribution Supervisor, Water Superintendent,
Water Supervisor, and Electric Underground Superintendent shall be eligible to participate in a
voluntary uniform program providing an allowance up to Eighteen dollars ($18.00) per month.
When protective clothing is required for personnel covered by the IBEW Utilities, the non-union
position of Meter Reader—Part Time, and IBEW Wastewater Treatment Plant labor agreements
and employees covered by the AFSCME labor agreement, except the Fleet Services Division of
the Public Works Department, the City shall pay sixty percent (60%) of the actual cost of
providing and cleaning said clothing and the employees forty percent (40%) of said cost. Full-
time Fleet Services personnel shall receive a uniform allowance of Twelve Dollars ($12)
biweekly. Public Works Department personnel in the job classifications of Fleet Services Shop
Foreman and Fleet Services Mechanic shall receive a tool allowance of Fifty dollars ($50.00)
biweekly. All eligible classifications covered under the IBEW Utilities labor agreement shall be
eligible for the 75% / 25% boot allowance. Safety boot reimbursement shall be capped at
$500.00 ($125.00 employee / $375.00 employer) for Line Department employees and $250.00
($62.50 employee / $187.50 employer) for all other eligible classifications covered under the
IBEW Utilities labor agreement.
SECTION 9. Employees shall be compensated for unused medical leave as
follows:
1. (A) All employees covered in the IBEW Utilities labor agreement shall
have a contribution to a VEBA made on their behalf for fifty-three percent
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ORDINANCE NO. 9988 (Cont.)
(53%) of their accumulated medical leave at the time of their retirement, early
retirement, or death, not to exceed five hundred eighty-six and eighteen
hundredths (586.18) hours [calculated at 53% x 1,106 hours], the rate of
compensation to be based on the employee's salary at the time of retirement
or death. Employees covered in the IAFF labor agreement, with the exception
of Life Safety Inspector, shall have a contribution to a VEBA made on their
behalf in lieu of payment for thirty-eight percent (38%) of their accumulated
medical leave at the time of their retirement, not to exceed six hundred five
and three-tenths hours (605.3) [calculated at 38% x 1,593 hours]. The Life
Safety Inspector shall have a contribution to a VEBA made on their behalf in
lieu of payment for fifty percent (50%) of their accumulated medical leave at
the time of their retirement, not to exceed five hundred forty-two (542) hours
[calculated at 50% x 1,084 = 542]. The amount of contribution will be based
upon the employee's salary at the time of retirement. Employees covered by
the IBEW Service/Clerical/Finance labor agreements shall have a contribution
to a VEBA made on their behalf in lieu of payment for thirty-five percent
(35%) of their accumulated medical leave at the time of retirement, early
retirement, or death, based on the employee's salary at the time of retirement,
not to exceed four-hundred sixty-eight and sixty-five-hundredths (468.65)
hours [calculated at 35% x 1,339 hours]. Employees covered by the IBEW
Wastewater labor agreement shall have a contribution to a VEBA made on
their behalf in lieu of payment for thirty-six percent (36%) of their
accumulated medical leave at the time of retirement, early retirement, or
death, based on the employee's salary at the time of retirement not to exceed
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ORDINANCE NO. 9988 (Cont.)
four-hundred eighty-two and four-hundredths hours (482.04) [calculated at
36% x 1,339 hours]. Non-union employees shall have a contribution to a
VEBA made on their behalf in lieu of payment for fifty-three percent (53%)
of their accumulated medical leave at the time of their retirement, not to
exceed six hundred nine and one-half (609.5) hours [calculated at 53% x
1,150 hours]. The amount of contribution will be based upon the employee's
salary at the time of retirement. Employees covered by the AFSCME labor
agreement shall have a contribution to a VEBA made on their behalf in lieu of
payment for thirty-five percent (35%) of their accumulated medical leave
bank at the time of their retirement, based on the employee's salary at the time
of retirement not to exceed four hundred sixty-eight and sixty-five hundredths
hours (468.65) [calculated at 35% x 1,339 hours]. Employees covered under
the FOP labor agreement shall be paid forty percent (40%) for their
accumulated medical leave at separation of employment after sixteen (16)
years of sworn officer service and fifty (50) years of age; fifty percent (50%)
for their accumulated medical leave at separation of employment after twenty
(20) years of sworn Officer service and fifty-five (55) years of age. An
employee's beneficiary shall be paid fifty percent (50%) of accumulated
medical leave an employee's death not occurring in the line of duty. An
employee's beneficiary shall be paid one hundred percent (100%) of an
employee's accumulated medical leave for a death occurring in the line of
duty. The rate of compensation is based on the employee's salary at the time
of separation. Years of service includes time at a previous agency as a sworn
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ORDINANCE NO. 9988 (Cont.)
Officer and service must be verified. The payout for medical leave shall be
made to a VEBA made on their behalf in lieu of payment.
(B) The City Administrator and department heads shall have a contribution
made to their VEBA for one-half(1/2) of their accumulated medical leave, not to
exceed thirty (30) days of pay, upon their resignation, the rate of compensation to
be based upon the salary at the time of separation. Compensation for unused
medical leave at retirement shall be as provided for non-union employees.
(C) The death of an employee shall be treated the same as retirement, and
payment shall be made to the employee's beneficiary or estate for one-half(1/2)
of all unused medical leave for non-union employees and as defined in labor
agreements for all other employees.
SECTION 10. Non-union employees shall have a contribution made on their
behalf to their VEBA account in the amount of Thirty dollars ($30.00) per pay period.
Employees represented by the IBEW Utilities labor agreement, IBEW Service/Clerical/Finance
labor agreement, IBEW Wastewater Treatment Plant labor agreement and the FOP labor
agreement, shall have a contribution made on their behalf to their VEBA account in the amount
of Twenty Dollars ($20.00)per pay period. Employees represented by the IAFF labor agreement
shall have a contribution made on their behalf to the VEBA account of Ten Dollars ($10.00)per
pay period.
SECTION 11. An employee, who is represented by the following labor
agreements, shall annually receive longevity pay based upon the total length of service with the
City. Such pay shall be effective beginning with the first full pay period following completion of
the specified years of service. Payment shall be made on a prorated basis on each regular pay
day. The following rate schedule shall apply for those employees who are represented by the
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ORDINANCE NO. 9988 (Cont.)
FOP labor agreement based upon the total length of service with the City or as a sworn officer
with another agency:
Officer Five (5)years (beginning 6th year) $ 350.00
Ten(10)years (beginning 11th year) $ 650.00
Fifteen (15)years (beginning 16th year) $1,000.00
Twenty (20)years (beginning 21"year) $1,350.00
Twenty-five (25)years (beginning 26th year) $1,750.00
Sergeant and Five (5)years (beginning 6th year) $ 375.00
Lieutenant Ten (10)years (beginning 1 1th year) $ 650.00
Fifteen (15)years (beginning 16th year) $1,250.00
Twenty (20) years(beginning 21st year) $1,700.00
Twenty-five (25)years (beginning 26th year $2,400.00
Non-union employees shall receive longevity pay on a prorated basis each regular pay day as
follows:
Five (5)years (beginning 6th year) $ 250.00
Ten (10)years (beginning 11th year) $ 500.00
Fifteen (15)years (beginning 16th year) $ 750.00
Twenty(20)years (beginning 21st year) $ 1,150.00
Twenty-five (25)years (beginning 26th year) $ 1,650.00
Those employees who are represented by the AFSCME labor agreement shall annually receive
longevity pay as follows:
Five (5)years (beginning 6th year) $ 250.00
Ten (10)years (beginning 11th year) $ 500.00
Fifteen (15)years (beginning 16th year) $ 750.00
Twenty(20)years (beginning 21'year) $ 1,000.00
Twenty-five (25)years (beginning 26th year) $ 1,500.00
Those employees who are represented by the IBEW-Wastewater Treatment Plant shall annually
receive longevity pay as follows:
Five (5)years (beginning 6th year) $ 250.00
Ten (10)years (beginning 1 lth year) $ 500.00
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ORDINANCE NO. 9988 (Cont.)
Fifteen (15)years (beginning 16th year) $ 750.00
Twenty (20)years (beginning 21 st year) $1,000.00
Twenty-five (25)years (beginning 26th year) 1,500.00
Those employees who are represented by the IAFF labor agreement shall annually receive
longevity pay, beginning with the first full pay period in October, as follows:
Ten(10)years (beginning l lth year) $ 750.00
Fifteen (15)years (beginning 16th year) $1,000.00
Twenty (20)years (beginning 21st year) $1,250.00
Twenty-five (25)years (beginning 26th year) $1,500.00
Those employees who are represented by the IBEW Service/Clerical/Finance labor agreement
shall annually receive longevity pay as a lump sum payment on the payroll which includes their
anniversary date as follows:
Five (5)years (beginning 6th year) $ 226.00
Ten (10)years (beginning 11th year) $ 443.00
Fifteen (15)years (beginning 16th year) $ 624.00
Twenty (20)years (beginning 21 st year) $ 796.00
Twenty-five (25)years (beginning 26th year) $ 994.00
Forty (40)years (beginning 41 st 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 6, 2024.
SECTION 14. Those portions of Ordinance No. 9983A and all other parts of
ordinances in conflict herewith be, and the same are, hereby repealed.
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ORDINANCE NO. 9988 (Cont.)
Enacted:5--pti-/n7b(1"- /
oger . Steele,Mayo
Attest: :pF GRAN.S�4
ill Granere, City Clerk
r,r %.44C.i0 "611.
Nk
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