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10/28/2025 Ordinances 10,044 ORDINANCE NO. 10,044 An ordinance of the City of Grand Island, Nebraska, amending Ordinance No. 10039, commonly referred to as the Salary Ordinance, which identifies the currently occupied classifications of officers and employees of the City of Grand Island, Nebraska, and establishes the ranges of compensation for such officers and employees; to amend the salary ranges and Overtime Eligibility for those classifications covered under the IAFF collective bargaining unit,with the exception of Life Safety Inspector; to correct the salary range of the non-union classification of Solid Waste Division Clerk; to correct the Overtime Eligibility of the non-union classification of Lead EIC Technician; to repeal those sections of Ordinance No. 10039 and any conflicting provisions of other ordinances; to provide for severability; to establish an effective date; and to provide for publication of this ordinance in pamphlet form. BE IT ORDAINED BY THE MAYOR AND CITY COUNCIL OF THE CITY OF GRAND ISLAND, NEBRASKA: SECTION I- NON-UNION The classifications currently occupied by officers and general employees of the City of Grand Island, along with the corresponding ranges of compensation (salary and wages, excluding shift differentials as provided in the Personnel Rules and Regulations), and the designated number of hours and work periods required before eligibility for overtime, are as follows: Hourly Pay Range Overtime Classification Min/Max Eligibility Accountant 32.9500/47.1210 Exempt Administrative Coordinator—Public Works 30.0000/42.7300 40 hrs/week Assistant City Administrator 85.7000/99.4700 Exempt Assistant Public Works Director/Engineering 59.1100/87.9000 Exempt Assistant Public Works Director of Wastewater 59.1100/87.9000 Exempt Assistant Utilities Director 82.6900/113.7300 Exempt Attorney 48.9300/70.6500 Exempt Budget&Purchasing Manager 40.3800/55.2700 Exempt 1 ORDINANCE NO. 10,044 Hourly Pay Range Overtime Classification Min/Max Eligibility Cemetery Superintendent 33.8500/49.2300 Exempt Chief Building Official 50.4900/68.8000 Exempt City Administrator 107.1300/124.3300 Exempt City Attorney 77.8100/108.3900 Exempt City Clerk 43.2400/58.0700 Exempt Civil Engineer I—PW/Eng., PW/WWTP 34.8600/48.6000 Exempt Civil Engineer II—PW/Eng., PW/WWTP 42.2700/60.2600 Exempt Collection System Supervisor 34.1300/49.2600 40 hrs/week Communications Manager 36.3300/53.6800 Exempt Community Development Director 58.4600/88.2600 Exempt Community Development Administrator 33.5100/48.7500 40 hrs/week Community Service Officer—Part time 20.3500/26.7600 40 hrs/week Controller 43.2700/72.1200 Exempt Custodian—Police Part Time 21.0200/26.4800 40 hrs/week Customer Service Team Leader 28.4200/39.1700 Exempt Deputy City Clerk 34.5900/46.4600 40 hrs/week Electric Distribution Superintendent 56.5300/75.0200 Exempt Electric Distribution Supervisor 51.4400/68.1100 Exempt Electric Underground Superintendent 56.5300/75.0200 Exempt Electrical Engineer I 37.5734/55.6973 Exempt Electrical Engineer II 45.7386/64.6979 Exempt Emergency Management Deputy Director 40.3100/58.7000 Exempt Emergency Management Director 57.5800/83.8600 Exempt Energy Supply Supervisor 50.6100/78.2900 Exempt Engineering Technician I—PW/WWTP 27.3200/35.1300 40 hrs/week Engineering Technician II—PW/WWTP 33.9100/43.9500 40 hrs/week Equipment Operator—Solid Waste 27.7300/34.7100 40 hrs/week Field Operations Supervisor 54.0300/64.0600 Exempt Finance Director 60.1400/90.9500 Exempt Finance Operations Supervisor 33.4400/46.0800 Exempt Fire Chief 63.3100/89.4400 Exempt Fire EMS Division Chief 51.9500/71.9100 Exempt Fire Operations Division Chief 51.9500/71.9100 Exempt Fire Prevention Division Chief 51.9500/71.9100 Exempt 2 ORDINANCE NO. 10,044 Hourly Pay Range Overtime Classification Min/Max Eligibility Fleet Services Shop Foreman 33.9900/47.4700 40 hrs/week GIS Administrator 48.9600/65.3400 Exempt GIS Coordinator-PW 37.5700/53.3600 Exempt Grants Administrator 35.7900/49.6000 40 hrs/week Grounds Management Crew Chief-Cemetery 28.8100/38.4500 40 hrs/week Grounds Management Crew Chief-Parks 31.6900/42.3000 40 hrs/week Human Resources Director 57.5800/83.8600 Exempt Human Resources Benefits/Risk Mgmt Coordinator 34.3300/48.3100 40 hrs/week Human Resources Recruiter 34.3300/48.3100 40 hrs/week Human Resources Specialist 34.3300/48.3100 40 hrs/week Information Technology Manager 52.4800/76.8700 Exempt Interpreter/Translator 21.9000/31.8900 40 hrs/week IT Infrastructure Engineer 50.4200/64.2900 Exempt Lead EIC Technician 44.3400/64.8700 Exempt Legal Secretary 28.0000/39.7200 40 hrs/week Librarian I 31.0600/41.7100 Exempt Librarian II 33.7300/45.4900 Exempt Library Assistant I-Part Time 22.3253/28.7732 40 hrs/week Library Director 56.8700/84.4000 Exempt Library Page-Part Time 18.0000/24.0000 40 hrs/week Library Secretary 23.7700/29.9500 40 hrs/week Maintenance Worker-Cemetery Part Time 24.3395/31.4926 40 hrs/week Meter Reader-Part Time 27.1007/34.6503 40 hrs/week Meter Reader Supervisor 36.3600/52.1200 Exempt MPO Program Manager 41.7000/61.8800 Exempt Office Manager 32.4300/41.3200 40 hrs/week Operations Training&Planning Coordinator 48.8000/69.6700 Exempt Paralegal 28.0000/39.7200 40 hrs/week Parks and Recreation Director 58.2300/86.7000 Exempt Parks Superintendent 42.1000/62.4100 Exempt Payroll Specialist 28.7200/40.1200 40 hrs/week Planner I 35.4800/50.9400 40 hrs/week Planner II 39.0200/56.0400 40 hrs/week Police Captain 52.7000/70.5000 Exempt 3 ORDINANCE NO. 10,044 Hourly Pay Range Overtime Classification Min/Max Eligibility Police Chief 67.5200/92.6400 Exempt Police Division Chief 58.7400/79.4300 Exempt Power Plant Maintenance Supervisor 52.2700/74.3000 Exempt Power Plant Operations Supervisor 54.8300/78.2800 Exempt Power Plant Manager 70.7000/96.0700 Exempt Process Financial Analyst 41.8700/57.2800 Exempt Protection and Controls Supervisor 44.3400/64.8700 Exempt Public Safety Apprentice—Part Time 25.0700/32.3400 40 hrs/week Public Works Director 93.7200/120.5000 Exempt Records Supervisor 28.0700/38.2000 40 hrs/week Recreation Coordinator 30.4000/43.3600 Exempt Recreation Superintendent 40.6300/59.1900 Exempt Regulatory and Environmental Manager 53.6500/75.4200 Exempt Safety Coordinator 52.1900/64.4600 Exempt Senior Civil Engineer—PW/Eng., PW/WWTP 51.4900/71.9300 Exempt Senior Electrical Engineer 52.9100/78.7336 Exempt Senior Engineering Technician—PW/WWTP 37.7000/47.0300 40 hrs/week Senior Public Safety Dispatcher 30.5800/39.6600 40 hrs/week Solid Waste Division Clerk 25.8500/33.4400 40 hrs/week Solid Waste Foreman 33.1400/46.2300 40 hrs/week Solid Waste Superintendent 43.2000/63.6700 Exempt Street Superintendent 43.2000/63.6700 Exempt Street Foreman 33.9900/47.4700 40 hrs/week Transit Program Manager 41.7000/61.8800 Exempt Utilities Director 122.1300/163.3400 Exempt Utility Manager 68.0500/93.2700 Exempt Utility Production Engineer 58.5500/79.8200 Exempt Utility Warehouse Supervisor 38.0000/51.4100 Exempt Victim Assistance Unit Coordinator 26.8800/36.8200 40 hrs/week Victim/Witness Advocate 20.1600/27.6100 40 hrs/week Wastewater Plant Chief Operator 34.1300/49.2600 40 hrs/week Wastewater Plant Operations Engineer 51.5000/71.9300 Exempt Wastewater Plant Maintenance Supervisor 34.1300/49.2600 40 hrs/week Wastewater Plant Regulatory Compliance Manager 37.2500/53.0600 Exempt 4 ORDINANCE NO. 10,044 Hourly Pay Range Overtime Classification Min/Max Eligibility Water Superintendent 48.8600/63.7800 Exempt Water Supervisor 39.2400/53.3400 40 hrs/week Worker/Seasonal 13.5000/32.4450 Exempt Worker/Seasonal 13.5000/32.4450 40 hrs/week Worker/Temporary 13.5000/32.4450 40 hrs/week Worker/Parks&Recreation Part time 13.5000/32.4450 40 hrs/week Aquatics staff who refer new lifeguard candidates shall be eligible for a referral stipend, provided the following conditions are met: • The referred individual has not previously been employed as a lifeguard by the City of Grand Island; • The referred individual successfully passes a background check, completes and passes a City-sponsored lifeguard certification course, and works a minimum of 80 hours; • Eligible aquatics staff shall receive referral stipends as follows: o One (1) referral: Fifty dollars ($50.00); o Two (2) referrals: Seventy-five dollars ($75.00); o Three (3)or more referrals: One hundred dollars ($100.00). SECTION II-AFSCME The classifications currently occupied by employees of the City of Grand Island who are covered under the American Federation of State, County and Municipal Employees (AFSCME) collective bargaining agreement (CBA), along with the applicable ranges of compensation (salary and wages, excluding shift differentials as provided by contract), and the designated number of hours and work periods required before becoming eligible for overtime, 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 5 ORDINANCE NO. 10,044 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 III-IBEW UTILITIES The classifications currently occupied by employees of the City of Grand Island who are covered under the International Brotherhood of Electrical Workers (IBEW) Utilities collective bargaining agreement (CBA), along with the corresponding ranges of compensation (salary and wages, excluding shift differentials as provided by contract), and the designated number of hours and work periods required before qualifying for overtime, are as follows: Hourly Pay Range Overtime Classification Min/Max Eligibility Administrative Assistant-Utilities 26.1793/38.7792 40 hrs/week Custodian 21.3266/26.2516 40 hrs/week Electric Distribution Crew Chief 42.3052/60.2782 40 hrs/week Electric Underground Crew Chief 42.3052/60.2782 40 hrs/week Engineering Technician I 29.6737/42.1175 40 hrs/week Engineering Technician II 35.2503/50.2295 40 hrs/week Instrument Technician 40.0218/55.0178 40 hrs/week Lineworker Apprentice 33.0749/45.5023 40 hrs/week Lineworker First Class 40.2481/53.3118 40 hrs/week Materials Handler 36.0591/49.1183 40 hrs/week Meter Reader 27.1007/34.6503 40 hrs/week Meter Technician 35.2800/42.5341 40 hrs/week Power Plant Maintenance Mechanic 37.1314/49.2289 40 hrs/week Power Plant Operator 42.6498/52.5457 40 hrs/week Senior Engineering Technician 38.2800/53.0810 40 hrs/week Senior Materials Handler 41.0161/57.7316 40 hrs/week 6 ORDINANCE NO. 10,044 Hourly Pay Range Overtime Classification Min/Max Eligibility Senior Power Dispatcher 47.1549/69.9213 40 hrs/week Senior Power Plant Operator 46.5362/63.8513 40 hrs/week Senior Substation Technician 41.5600/55.5560 40 hrs/week Senior Water Maintenance Worker 31.4435/41.1649 40 hrs/week Substation Technician 41.3500/51.5858 40 hrs/week Systems Operator I 38.3100/55.4566 40 hrs/week Systems Operator II 42.7400/62.6654 40 hrs/week Systems Technician 44.1200/53.2842 40 hrs/week Tree Trim Crew Chief 40.5222/54.6267 40 hrs/week Underground Technician 29.0277/45.9580 40 hrs/week Utility Electrician 39.0198/49.6369 40 hrs/week Utility Ground man 30.9121/41.5314 40 hrs/week Utility Technician 39.4954/54.6946 40 hrs/week Utility Warehouse Clerk 27.8400/36.4418 40 hrs/week Water Maintenance Worker 30.1068/39.4661 40 hrs/week Wireworker I 29.0277/45.9580 40 hrs/week Wireworker II 40.2481/53.3118 40 hrs/week SECTION IV-FOP The classifications currently occupied by employees of the City of Grand Island who are covered under the Fraternal Order of Police(FOP)collective bargaining agreement(CBA), together with the applicable ranges of compensation (salary and wages, excluding shift differentials as provided by contract),and the designated number of hours and work periods required before becoming eligible for overtime, are as follows: Hourly Pay Range Classification Min/Max Police Officer 32.5100/47.3800 Police Sergeant 46.0300/57.7400 Police Lieutenant 49.9700/66.2300 OVERTIME ELIGIBILITY The City reserves the right to utilize the 207(k) FLSA exemption. For purposes of calculating overtime, the pay period shall consist of a fourteen (14)-day cycle aligned with the City's current payroll schedule. "Hours worked" shall include actual hours worked, 7 ORDINANCE NO. 10,044 vacation, annual personal leave, bereavement leave, holiday pay, time worked by essential personnel during a declared weather event, and hours worked on a holiday that extend beyond the employee's regularly scheduled shift. Employees become eligible for overtime when their total hours worked exceed their scheduled hours within the fourteen (14)-day cycle,with a minimum threshold of eighty(80) hours.Any work performed beyond eighty(80) hours in a pay period that is funded by grants from outside entities shall be compensated at overtime rates, provided the grant funding includes overtime pay. Field Training Officer Any Police Officer assigned as a Field Training Officer shall receive an additional two dollars($2.00) per hour, in addition to their regular salary,for all hours actively spent training or directly supervising a trainee. Lateral Hiring Incentive A lateral hiring incentive shall be provided to certified applicants, consisting of a five- thousand-dollar($5,000) certification credit and, if eligible,fifty(50) hours of compensatory time. Referral Incentive Referral incentives are available to existing Officers who successfully recruit applicants, as follows: • Three hundred dollars ($300) for the referral of one non-certified applicant who is placed on the Civil Service eligibility list; • Five hundred dollars ($500) for the referral of two or more non-certified applicants who are placed on the Civil Service eligibility list; • Five hundred dollars($500)for the referral of one or more certified applicants who are placed on the Civil Service eligibility list; • One thousand seven hundred dollars ($1,700) if one or more referred applicants are hired. Tier Pay Designated Officers covered under the FOP CBAwho are assigned to specialized duties involving schedule adjustments, call-ins, or specialized training and certifications shall receive additional compensation as follows: 8 ORDINANCE NO. 10,044 • Tier I assignments: one dollar($1.00) per hour. • Tier II assignments:fifty cents ($0.50) per hour. Maximum specialty pay is$2.50 per hour,combining one(1)Tier I,one(1)Tier II,and Bilingual assignment. Bilingual shall be paid at one dollar($1.00) per hour added to their hourly rate. Tier I • TRT • CERT/Hostage Negotiator • Police K9 • Drone • Drug Recognition Expert(DRE) • Bilingual • Accident Reconstruction Team Tier II • Police Chief Requested Specialty • Less Lethal Assignments • Emergency Vehicle Operations • Firearms • DRE Instructor • Defensive Tactics SECTION V-IAFF The classifications currently occupied by employees of the City of Grand Island who are covered under the International Association of Fire Fighters (IAFF) collective bargaining agreement (CBA), along with the applicable ranges of compensation (salary and wages, excluding shift differentials as provided by contract), and the designated number of hours and work periods required before becoming eligible for overtime, are as follows: Hourly Pay Range Overtime Classification Min/Max Eligibility Fire Captain 29.3914/34.9746 182 hrs/24 days Firefighter/EMT 21.1082/28.6296 182 hrs/24 days Firefighter/Paramedic 23.9529/30.9343 182 hrs/24 days Life Safety Inspector 33.1000/38.8900 40 hrs/week Battalion Chief 35.0904/42.3129 182 hrs/24 days IAFF employees, with the exception of the Life Safety Inspector, shall be eligible for overtime compensation for hours worked in excess of one hundred eighty-two (182) hours 9 ORDINANCE NO. 10,044 within each twenty-four (24)-day work period, unless recall or mandatory overtime is required as outlined in the IAFF labor agreement. Employees assigned as Apparatus Operators (excluding ambulance or service vehicles) shall receive an additional fifty cents ($0.50) per hour. Firefighter/Paramedics designated as the primary ambulance attendant shall receive an additional one dollar and fifty cents ($1.50) per hour. Fire Captains who are required to perform in a dual-role capacity,functioning as both a Captain and an engine paramedic, shall receive an additional one dollar and fifty cents ($1.50) per hour. SECTION VI—IBEW WWTP The classifications currently occupied by employees of the City of Grand Island who are covered under the International Brotherhood of Electrical Workers Wastewater Treatment Plant (IBEW WWTP) collective bargaining agreement (CBA), along with the applicable ranges of compensation (salary and wages, excluding shift differentials as provided by contract), and the designated number of hours and work periods required before becoming eligible for overtime, are as follows: Hourly Pay Range Overtime Classification Min/Max Eligibility Administrative Assistant—WWTP 24.2900/33.9200 40 hrs/week Biosolids Technician 30.3100/42.3100 40 hrs/week Equipment Operator—WWTP 27.2300/34.0900 40 hrs/week FOG Program Manager 33.7800/44.4400 40 hrs/week Lead Maintenance Mechanic 32.3700/43.2300 40 hrs/week Lead Maintenance Worker 31.0500/41.5500 40 hrs/week Lead Wastewater Plant Operator 32.4200/41.7500 40 hrs/week Maintenance Mechanic I 28.0400/35.0000 40 hrs/week Maintenance Worker—WWTP 24.9600/33.2100 40 hrs/week Senior Equipment Operator 29.9900/38.2400 40 hrs/week Stormwater Program Manager 34.4000/50.2100 40 hrs/week Wastewater Plant Laboratory Technician 29.9900/38.2900 40 hrs/week Wastewater Plant Operator I 25.6300/33.4500 40 hrs/week Wastewater Plant Operator II 29.8600/37.6000 40 hrs/week 10 ORDINANCE NO. 10,044 SECTION VII—IBEW SCF The classifications currently occupied by employees of the City of Grand Island who are covered under the International Brotherhood of Electrical Workers Service/Clerical/Finance (IBEW SCF) collective bargaining agreement(CBA), along with the applicable ranges of compensation(salary and wages), and the designated number of hours and work periods required before becoming eligible for overtime, are as follows: Hourly Pay Range Overtime Classification Min/Max Eligibility Accounting Clerk 20.9300/29.1400 40 hrs/week Accounting Technician—Streets 21.9200/30.6200 40 hrs/week Accounts Payable Clerk 22.9400/31.7400 40 hrs/week Administrative Assistant-Bldg, Fire, Parks, Planning,Streets 21.9000/31.8900 40 hrs/week Audio Video Technician 27.6300/37.9300 40 hrs/week Building Inspector 28.8900/40.5200 40 hrs/week Cashier 20.6700/27.8400 40 hrs/week Community Service Officer 20.3500/26.7600 40 hrs/week Community Service Officer Lead 22.3900/30.1700 40 hrs/week Computer Technician 25.6100/37.9700 40 hrs/week Crime Analyst 29.9700/39.5100 40 hrs/week Electrical Inspector 28.8900/40.5200/ 40 hrs/week Emergency Management Coordinator 29.5400/38.3200 40 hrs/week Engineering Technician I—Public Works 26.0200/33.9600 40 hrs/week Engineering Technician II—Public Works 32.3000/41.8500 40 hrs/week Evidence Technician 22.9700/33.1100 40 hrs/week Evidence Technician Lead 25.2700/36.7000 40 hrs/week Maintenance Worker I—Building, Library, Police 19.9500/27.0100 40 hrs/week Maintenance Worker II—Building, Library, Police 23.1200/30.4100 40 hrs/week Mechanical Inspector 28.3900/39.9500 40 hrs/week Payroll Clerk 24.3700/33.8400 40 hrs/week Plans Examiner 31.6200/44.6100 40 hrs/week Plumbing Inspector 28.3900/39.9500/ 40 hrs/week Police Records Clerk 21.3100/28.6700 40 hrs/week Public Safety Apprentice 25.0700/32.3400 40 hrs/week Public Safety Dispatcher 26.5900/34.4900 40 hrs/week Senior Accounting Clerk 22.8500/31.0100 40 hrs/week Senior Engineering Technician—Public Works 35.9000/47.1500 40 hrs/week 11 ORDINANCE NO. 10,044 Systems Technician 44.1200/52.9900 40 hrs/week Wastewater Secretary 21.8200/31.1200 40 hrs/week Community Service Officers assigned to train newly hired Community Service Officers shall receive a three percent(3%) increase to their hourly rate for the duration of the training period. SECTION VII—SHIFT PAY, UNIFORMS, STIPENDS, MEALS, BOOT ALLOWANCE, OTHER Shift Differential Pay Non-union employees in the classification of Senior Public Safety Dispatcher shall receive a shift differential of fifty cents ($0.50) per hour for any hours worked between 3:00 p.m. and 11:00 p.m., and seventy-five cents ($0.75) per hour for any hours worked between 11:00 p.m. and 7:00 a.m. This differential shall apply only to hours actually worked and shall not apply to paid leave. Day shift hours are not eligible for shift differential. Employees in the classification of Public Safety Dispatcher covered by the IBEW SCF CBA shall receive: • Fifty cents ($0.50) per hour for working a complete shift between 3:00 p.m.and 11:00 p.m.; • Seventy-five cents ($0.75) per hour for working a complete shift between 11:00 p.m. and 7:00 a.m. This differential shall not apply to day shifts and shall only apply to actual hours worked. Employees covered by the IBEW Utilities CBA in the classifications of Systems Operator I, Systems Operator II, Power Plant Operator, Senior Power Dispatcher, and Senior Power Plant Operator shall receive a shift differential of sixty cents ($0.60) per hour for working rotating shifts. Employees covered by the FOP CBA who are regularly assigned to a shift in which the majority of hours fall between 1800 and 0600 hours shall receive a shift differential of two dollars ($2.00) per hour. Full-time employees covered under the AFSCME CBA who are temporarily assigned to a schedule beginning before 4:00 a.m. or after 11:00 a.m., but who are normally assigned 12 ORDINANCE NO. 10,044 to a shift between 4:00 a.m. and 11:00 a.m., shall receive a shift differential of one dollar ($1.00) per hour for hours worked during the temporary assignment. Employees covered under the IBEW WWTP CBA who are regularly scheduled to work the night shift shall receive a shift differential of one dollar($1.00) per hour for hours worked during those shifts. Uniform and Clothing Allowances • IAFF employees, except the Life Safety Inspector, shall receive a semi-annual uniform allowance of two hundred seventy-five dollars ($275.00) after completing probation. • New IAFF hires shall receive a four hundred dollar($400.00)credit for initial uniforms and an additional five hundred dollars($500.00)after probation for a Class A uniform or other approved items. • FOP employees shall receive a semi-annual uniform allowance of seven hundred fifty dollars ($750.00). Employees required to wear fire-retardant(FR) clothing under the IBEW Utilities CBA: . New employees: one-time reimbursement up to one thousand five hundred dollars ($1,500.00). • Other eligible employees: up to nine hundred dollars ($900.00) in Year 1. • Reimbursements require proof of purchase. Non-union employees in the Community Service Officer (Part-Time) and Public Safety Apprentice (Part-Time) positions shall receive a prorated uniform allowance not to exceed twenty-five dollars ($25.00) per pay period, based on hours worked. Employees in the IBEW SCF collective bargaining unit in the classifications of Community Service Officer, Community Service Officer Lead, and Public Safety Apprentice shall receive a uniform allowance of twenty-five dollars ($25.00) per pay period. Clothing allowances for public safety command staff include: • Fire Chief and Fire Division Chiefs: nine hundred dollars ($900.00) annually, distributed over twenty-four(24) pay periods. • Police Chief and Police Division Chiefs: one thousand one hundred dollars ($1,100.00) annually, distributed over twenty-six(26) pay periods. 13 ORDINANCE NO. 10,044 Specialty Stipends • Employees covered under any City CBA and the non-union group may be eligible to receive Bilingual Pay in an amount not to exceed one thousand five hundred dollars ($1,500.00) annually. Non-union part time employees will be pro-rated the amount based on average hours. Employees covered by the FOP CBA shall receive Bilingual Pay in the form of a one dollar($1.00) per hour supplement to their base hourly rate. • The City may designate one employee covered under the IBEW Utilities and IBEW WWTP CBA to hold a City Electrical Contractor's License or City Master Plumber's License. Each designated employee shall receive an annual stipend of one thousand five hundred dollars ($1,500.00), prorated by pay period. • Power Plant Maintenance Mechanics covered by the IBEW Utilities collective bargaining agreement and Maintenance Mechanics covered by the IBEW Wastewater Treatment Plant collective bargaining agreement who obtain ASME Section IX Shielded Metal Arc Welding (SMAW) certification shall be eligible to receive an annual stipend of one thousand dollars ($1,000.00), prorated by pay period. Meal Allowances • AFSCME employees working two (2) consecutive hours of emergency overtime shall receive a ten-dollar ($10.00) meal allowance if the overtime disrupts their normal meal schedule. • IBEW Utilities and IBEW WWTP employees shall receive reimbursement for actual cost or the current U.S. GSA per diem lunch rate for Nebraska. o Meal allowances also apply if the employee is required to return to work within one (1) hour of ending a shift. • Direct supervisors of employees covered by eligible agreements shall receive 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. Other Allowances • IBEW Utility employees in the classifications of Meter Reader Supervisor, Power Plant Manager, Power Plant Maintenance Supervisor, Power Plant Operations Supervisor, Electric Distribution Superintendent, Electric Distribution Supervisor, Water Superintendent, Water Supervisor, and Electric Underground Superintendent 14 ORDINANCE NO. 10,044 may participate in a voluntary uniform program with an allowance of up to eighteen dollars ($18.00) per month. • When protective clothing is required, the City shall contribute sixty percent (60%) of the total cost, and the employee shall be responsible for the remaining forty percent (40%). This provision applies to employees covered by the IBEW Utilities and AFSCME collective bargaining agreements (excluding Fleet Services), as well as the non-union Meter Reader—Part-Time classification. • For employees covered under the IBEW Wastewater Treatment Plant collective bargaining agreement, the City shall contribute ninety percent (90%) of the cost of required protective clothing, and the employee shall contribute the remaining ten percent(10%). • Full-time Fleet Services personnel shall receive a uniform allowance of twelve dollars ($12.00) biweekly. • Fleet Services Shop Foremen and Mechanics shall receive a tool allowance of fifty dollars ($50.00) biweekly. Boot Reimbursement • Eligible IBEW Utilities classifications shall receive a safety boot reimbursement of: o Up to five hundred dollars ($500.00) for Line Department employees (City: $375.00/Employee: $125.00); • Eligible IBEW WWTP classifications shall receive a safety boot reimbursement of up to three hundred dollars ($300.00) per calendar year; o Up to two hundred fifty dollars($250.00)for all other eligible employees(City: $187.50/Employee: $62.50). SECTION IX—COMPENSATION FOR UNUSED MEDICAL LEAVE (A)General Provisions by Bargaining Unit or Employment Status Employees shall receive compensation for unused medical leave through contributions made on their behalf to a VEBA (Voluntary Employees' Beneficiary Association) account, based on the following provisions: • IBEW Utilities: Fifty-three percent(53%)of accumulated medical leave at the time of retirement, early retirement, or death, not to exceed five hundred eighty-six and eighteen- hundredths (586.18) hours [calculated at 53% of 1,106 hours]. 15 ORDINANCE NO. 10,044 Contribution based on the employee's salary at the time of retirement or death. • IAFF: o Firefighters (excluding Life Safety Inspector): Thirty-eight percent (38%) of accumulated leave, not to exceed six hundred five and three-tenths (605.3) hours [calculated at 38%x 1,593 hours]. o Life Safety Inspector: Fifty percent(50%) of accumulated leave, not to exceed five hundred forty-two (542) hours [calculated at 50%x 1,084= 542]. Contributions based on the employee's salary at the time of retirement. • IBEW SCF: Thirty-five percent(35%)of accumulated leave at the time of retirement, early retirement, or death, not to exceed four hundred sixty-eight and sixty-five hundredths (468.65) hours [calculated at 35%x 1,339 hours]. Contribution based on salary at time of retirement. • IBEW WWTP: Thirty-six percent(36%) of accumulated leave at the time of retirement, early retirement, or death, not to exceed four hundred eighty-six(486) hours [calculated at 36%x 1,350 hours]. Contribution based on salary at time of retirement. • AFSCME: Thirty-five percent(35%) of accumulated medical leave at retirement, not to exceed four hundred sixty-eight and sixty-five-hundredths (468.65) hours [calculated at 35%x 1,339 hours]. Contribution based on salary at time of retirement. • Non-Union Employees: Fifty-three percent(53%)of accumulated medical leave at retirement, not to exceed six hundred sixty-two and one-half(662.5) hours [calculated at 53%x 1,250 hours]. Contribution based on salary at time of retirement. • FOP: Employees shall be paid: o Forty percent (40%) of accumulated medical leave upon separation with a minimum of sixteen (16)years of sworn officer service or age fifty(50). 16 ORDINANCE NO. 10,044 o Fifty percent (50%) of accumulated medical leave upon separation with at least twenty(20)years of sworn officer service or age fifty-five (55). o In the event of death: • If not in the line of duty: beneficiary shall receive fifty percent(50%)of accumulated medical leave. • If in the line of duty: beneficiary shall receive one hundred percent (100%) of accumulated medical leave. The compensation shall be based on the employee's salary at time of separation. Verified sworn officer service from previous agencies shall count toward the service requirement. Payment shall be made to a VEBA on the employee's behalf in lieu of direct payment. (B)City Administrator and Department Directors The City Administrator and Department Directors shall receive a VEBA contribution equal to one-half(1/2) of their accumulated Medical Leave, not to exceed the equivalent of thirty(30)days of pay, upon resignation. The compensation shall be based on the salary at the time of separation. For purposes of retirement, compensation for unused Medical Leave shall follow the provisions outlined above for non-union employees. (C) Death of an Employee The death of a non-union employee shall be treated as a retirement. Fifty-three(53%) percent of the employee's unused medical leave shall be paid to the employee's beneficiary or estate. For all other employees,death benefits for unused Medical Leave shall be provided in accordance with the applicable collective bargaining agreement. SECTION X-VEBA CONTRIBUTIONS The City shall make biweekly contributions to employee VEBA (Voluntary Employees' Beneficiary Association) accounts as follows: • Non-union employees: Fifty dollars ($50.00) per pay period • Employees covered by the IBEW Utilities, IBEW SCF, IBEW WWTP,and FOP CBAs: Twenty dollars ($20.00) per pay period • Employees covered by the IAFF CBA:Ten dollars ($10.00) per pay period 17 ORDINANCE NO. 10,044 SECTION XI—LONGEVITY PAY Employees covered under the following CBAs shall receive annual longevity pay based on total length of service with the City. Payment shall begin with the first full pay period following completion of the specified years of service. Unless otherwise stated, payment shall be made on a prorated basis each regular pay period. FOP(Fraternal Order of Police) Based on service with the City or as a sworn officer with another agency(verified): Officers: • 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 st year): $1,350.00 • Twenty-five (25)years (beginning 26th year): $1,750.00 Sergeants and Lieutenants: • Five (5)years (beginning 6th year): $375.00 • Ten (10)years (beginning 11th 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 Paid on a prorated basis each regular pay period: • 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 st year): $1,150.00 • Twenty-five (25)years (beginning 26th year): $1,650.00 18 ORDINANCE NO. 10,044 AFSCME • 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): $1,000.00 • Twenty-five (25)years (beginning 26th year): $1,500.00 IBEW WWTP • 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): $1,160.00 IAFF Longevity pay shall be awarded annually, beginning with the first full pay period in October: • Ten (10)years (beginning 11th 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 IBEW SCF Longevity pay shall be paid as a lump-sum on the payroll that includes the employee's anniversary date: • 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): $1,450.00 19 ORDINANCE NO. 10,044 SECTION XII-SEVERABILITY If any section, subsection, sentence, clause, or phrase of this ordinance is found to be invalid or unenforceable by a court of competent jurisdiction, such determination shall not affect the validity or enforceability of the remaining provisions of this ordinance. SECTION XII—EFFECTIVE DATE The compensation adjustments and provisions set forth in this ordinance pertaining to the International Association of Fire Fighters (IAFF) collective bargaining unit shall take effective upon passage and publication in pamphlet form, in accordance with law, and shall be effective January 11, 2026.The salary range correction for the non-union classification of Solid Waste Division Clerk and the Overtime Eligibility correction for the non-union classification of Lead EIC Technician shall be made retroactive to October 5, 2025. SECTION XIV—REPEALER CLAUSE All portions of Ordinance No. 10039, and any other ordinances or parts of ordinances in conflict with the provisions of this ordinance, are hereby repealed. Enacted: Roger G. Steele, Mayor Attest: Jill Granere, City Clerk CJr (,+n a rt Lam,. 'Jo /0, 0 ,1 fi r per Z`hp ,C-Gcr a-Ii; C(. 20 2-16 Mayor; Veto Powers; Passage Over Veto The mayor shall have the power to approve or veto any ordinance passed by the city council, and to approve or veto any order, bylaw, resolution, award of, or vote to enter into any contract, or the allowance of any claim; provided, any ordinance, order, bylaw, resolution, award, or vote to enter into any contract, or the allowance of any claim vetoed by the mayor may be passed over such veto by a vote of two thirds of all the members elected to the council, notwithstanding such veto. If the mayor neglects or refuses to sign any ordinance, order, bylaw, resolution, award, or vote to enter into any contract, or the allowance of any claim, and returns the same with objections in writing to the next regular meeting of the council, the same shall become a law without the mayor's signature. The mayor may veto any item or items of any appropriation bill, and approve the remainder thereof. An item or items so vetoed may be passed by the council over the veto as in other cases. City of Grand Island;County of Hall;State of Nebraska: The undersigned.being the duly appointed. quclilied. and a t o7 Such City of Grand j,§Ir d,Ne¢raska,hereby certifies the foreLe i i e to i, f..ue correct copy of i (-41 er) r Lt. now on file in my office,City Hall,100 East First Street,Grand Island,Ne raska. In witness whereof,I set my hand and affix the official seal of such City of Grand Island this day of 1JO VI M btu- , 2-0a c City Clerk CITY OF Office of the Mayor •� ♦- , as" A Working Together fora C0 py Better Tomorrow.Today. Hand Delivered October 29, 2025 Patrick Brown, City Administrator Grand Island City Hall 100 East First Street Grand Island, NE 68801 Patrick: I am not signing the documents relating to the Fire Department switching from a 24-hours on duty followed by 48-hour off duty to 48 hours on duty followed by 96 hours off duty. The documents that I am not signing are: 1. RESOLUTION 2025-363 and the Memorandum of Understanding between the City of Grand Island and the International Association of Firefighters Local No. 647(incorrectly stated in the Resolution as 1597) 2. ORDINANCE NO. 10,044, (reflecting the terms of the MOU between the City of Grand Island and the International Association of Firefighters Local No. 647). Sincerely, CITY OF GRAND ISLAND _./ee.e...xi fr.'' 'Oc:-7,_.) Roger G. Steele,Mayor cc: Jill Granere, City Clerk City Hall 0 100 East First Street ° Box 1968 ® Grand Island, Nebraska 68802-1968 (308) 385-5444, Ext. 140 0 FAX: 385-5486 6 Email: mayor@grand-island.corn ® www.grand-island.com