09/09/2025 Ordinances 10.032 ORDINANCE NO. 10,032
An ordinance of the City of Grand Island, Nebraska, amending Ordinance No. 10013,
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 of non-union employees; to amend the salary ranges for those
employees covered under the IBEW Utilities collective bargaining agreement, the FOP collective
bargaining agreement, the IAFF collective bargaining agreement, and the IBEW
Service/Clerical/Finance collective bargaining agreement;
to remove the non-union positions and salary ranges of Administrative Assistant Building
- PT;Assistant Finance Director, Civil Engineer I—Utilities, Civil Engineer II—Utilities, Senior
Civil Engineer—Utilities;
to add the non-union positions and salary ranges of Budget and Purchasing Manager,
Controller, Lead EIC Technician, Operations Training and Planning Coordinator, and Planner II;
to revise the definition of"Hours worked" for officers covered under the FOP collective
bargaining agreement;
to amend provisions governing FOP Tier pay and assignments;
to amend provisions governing FOP Bilingual pay;
to adjust the semi-annual uniform allowance for FOP employees to seven hundred fifty
dollars ($750.00);
to adjust the annual clothing allowance for the Fire Chief and Fire Division Chiefs to nine
hundred dollars ($900.00) annually;
to increase VEBA contributions for non-union employees to fifty dollars ($50.00) per pay
period;
to repeal those sections of Ordinance No. 10013 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:
1
ORDINANCE NO. 10,032
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
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
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ORDINANCE NO. 10,032
Hourly Pay Range Overtime
Classification Min/Max Eligibility
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
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 40 hrs/week
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
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ORDINANCE NO. 10,032
Hourly Pay Range Overtime
Classification Min/Max Eligibility
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
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 33.440025.8500/ 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
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ORDINANCE NO. 10,032
Hourly Pay Range Overtime
Classification Min/Max Eligibility
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
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:
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ORDINANCE NO. 10,032
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
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
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ORDINANCE NO. 10,032
Hourly Pay Range Overtime
Classification Min/Max Eligibility
Senior Engineering Technician 38.2800/53.0810 40 hrs/week
Senior Materials Handler 41.0161/57.7316 40 hrs/week
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 Groundman 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
7
ORDINANCE NO. 10,032
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, 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 CBA who are assigned to specialized duties
involving schedule adjustments, call-ins, or specialized training and certifications shall receive
additional compensation as follows:
• Tier I assignments: one dollar($1.00)per hour.
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ORDINANCE NO. 10,032
• 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 30.4800/36.2700 212 hrs/28 days
Firefighter/EMT 21.8900/29.6900 212 hrs/28 days
Firefighter/Paramedic 24.8400/32.0800 212 hrs/28 days
Life Safety Inspector 33.1000/38.8900 40 hrs/week
Battalion Chief 36.3900/43.8800 212 hrs/28 days
IAFF employees, with the exception of the Life Safety Inspector, shall be eligible for
overtime compensation for hours worked in excess of two hundred twelve(212)hours within each
twenty-eight (28)-day work period, unless recall or mandatory overtime is required as outlined in
the IAFF labor agreement.
9
ORDINANCE NO. 10,032
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
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
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 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
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ORDINANCE NO. 10,032
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
Systems Technician 44.1200/52.9900 40 hrs/week
Wastewater Secretary 21.8200/31.1200 40 hrs/week
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ORDINANCE NO. 10,032
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 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
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ORDINANCE NO. 10,032
• 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.
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.
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ORDINANCE NO. 10,032
• 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 WWTP employees shall receive a twelve-dollar ($12.00) meal allowance if they
are required to work two (2) hours overtime consecutively with their normal working
hours.
• IBEW Utilities 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 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%).
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ORDINANCE NO. 10,032
• 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.
15
ORDINANCE NO. 10,032
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);
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].
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].
16
ORDINANCE NO. 10,032
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).
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
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ORDINANCE NO. 10,032
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
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 21st year): $1,350.00
• Twenty-five (25) years (beginning 26th year): $1,750.00
I
18
ORDINANCE NO. 10,032
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 21st year): $1,150.00
• Twenty-five (25)years (beginning 26th year): $1,650.00
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): $1,000.00
• Twenty-five (25)years (beginning 26th year): $1,500.00
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ORDINANCE NO. 10,032
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
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 shall become
effective upon passage and publication in pamphlet form in one issue of the Grand Island
Independent, as required by law.
SECTION XIV—REPEALER CLAUSE
All portions of Ordinance No. 10013, and any other ordinances or parts of ordinances in
conflict with the provisions of this ordinance, are hereby repealed.
20
ORDINANCE NO. 10,032
Enacted:
Roger G. Steele, Mayor
Attest: ;_ •GRAND/Sy►j+
9);(. (.; Gym *( *;
t °F 10 �`.
Jill Granere, City Clerk b, Sti C, '��
`I`4'6Rs�Ap•r'
21