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09/08/2026 Ordinances 10,091 ORDINANCE NO. 10,091 An ordinance of the City of Grand Island, Nebraska, amending Ordinance No. 10,077, 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 for non-union employees and for employees covered by the collective bargaining agreements with AFSCME, FOP, IBEW Service/Clerical/Finance, IBEW Utilities, and IBEW WWTP; to add the non-union classification and salary range Solid Waste Division Clerk — Part Time, and the AFSCME classification and salary range Maintenance Worker Aquatics (Split); to remove the IBEW Service/Clerical/Finance classification and salary range of Accounting Technician— Streets; to rename the non-union classification of Safety Coordinator to Safety & Training Coordinator; to repeal those sections of Ordinance No. 10,077 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 34.27 /48.21 Exempt Administrative Coordinator—Public Works 31.20/44.44 40 hrs/week Assistant City Administrator 89.13 / 103.44 Exempt Assistant Public Works Director/Engineering 61.47 /91.42 Exempt Assistant Public Works Director of Wastewater 61.47 /91.42 Exempt Assistant Utilities Director 86.00/ 118.28 Exempt Attorney 49.45 /73.47 Exempt Budget& Purchasing Manager 42.00/ 57.48 Exempt 1 ORDINANCE NO. 10,091 Hourly Pay Range Overtime Classification Min/Max Eligibility Cemetery Superintendent 35.20 / 51.20 Exempt Chief Building Official 52.51 /71.55 Exempt City Administrator 111.42 / 129.30 Exempt City Attorney 80.92 / 112.72 Exempt City Clerk 44.97 / 60.39 Exempt Civil Engineer I-PW/Eng., PW/WWTP 36.26 / 50.55 Exempt Civil Engineer II-PW/Eng., PW/WWTP 43.96 /62.67 Exempt Collection System Supervisor 35.49 / 51.23 40 hrs/week Communications Manager 38.12 / 55.83 Exempt Community Development Director 60.80 /91.79 Exempt Community Development Administrator 34.85 / 50.70 40 hrs/week Community Service Officer-Part time 21.25 /28.10 40 hrs/week Controller 45.00/ 75.00 Exempt Custodian-Police Part Time 21.86/27.54 40 hrs/week Customer Service Team Leader 29.33 /40.74 Exempt Deputy City Clerk 35.98 /48.32 40 hrs/week Electric Distribution Superintendent 58.79 / 78.02 Exempt Electric Distribution Supervisor 53.49 /70.83 Exempt Electric Underground Superintendent 58.79/ 78.02 Exempt Electrical Engineer I 39.08 / 57.93 Exempt Electrical Engineer II 47.57 / 67.29 Exempt Emergency Management Deputy Director 41.92 / 61.05 Exempt Emergency Management Director 59.88 / 87.22 Exempt Energy Supply Supervisor 52.64 / 81.42 Exempt Engineering Technician I-PW/WWTP 35.26 /45.70 40 hrs/week Engineering Technician II-PW/WWTP 35.26 /45.70 40 hrs/week Equipment Operator-Solid Waste 28.84/ 36.10 40 hrs/week Field Operations Supervisor 56.20 /66.62 Exempt Finance Director 62.55 / 94.59 Exempt Finance Operations Supervisor 34.50 /47.93 Exempt Fire Chief 67.82 /95.81 Exempt Fire EMS Division Chief 51.95 / 74.79 Exempt Fire Operations Division Chief 51.95 /74.79 Exempt Fire Prevention Division Chief 51.95 / 74.79 Exempt Fleet Services Shop Foreman 34.18 /49.36 40 hrs/week 2 ORDINANCE NO. 10,091 Hourly Pay Range Overtime Classification Min/Max Eligibility GIS Administrator 48.95 /67.95 Exempt GIS Coordinator-PW 39.07 / 55.49 Exempt Grants Administrator 37.22 / 51.59 40 hrs/week Grounds Management Crew Chief-Cemetery 29.96 /39.99 40 hrs/week Grounds Management Crew Chief-Parks 32.96 /43.99 40 hrs/week Human Resources Director 59.88 / 87.22 Exempt Human Resources Benefits/Risk Mgmt Coordinator 34.33 / 50.24 40 hrs/week Human Resources Recruiter 34.33 / 50.24 40 hrs/week Human Resources Specialist 34.33 /50.24 40 hrs/week Information Technology Manager 53.13 /79.94 Exempt Interpreter/Translator 22.99/ 33.48 40 hrs/week IT Infrastructure Engineer 52.44/66.86 Exempt Lead EIC Technician 46.12 /66.15 Exempt Legal Secretary 29.12 /41.40 40 hrs/week Librarian I 32.30/43.37 Exempt Librarian II 35.08 /47.31 Exempt Library Assistant I-Part Time 23.13 /29.87 40 hrs/week Library Director 59.14 / 87.77 Exempt Library Page-Part Time 18.72 /24.96 40 hrs/week Library Secretary 23.98 /31.15 40 hrs/week Maintenance Worker-Cemetery Part Time 25.44 /31.73 40 hrs/week Meter Reader-Part Time 18.72/24.96 40 hrs/week Meter Reader Supervisor 37.07/ 54.20 Exempt MPO Program Manager 43.37/ 64.35 Exempt Office Manager 32.43 /42.97 40 hrs/week Operations Training & Planning Coordinator 50.75 / 71.05 Exempt Paralegal 29.12/41.40 40 hrs/week Parks and Recreation Director 60.56 /90.17 Exempt Parks Superintendent 43.78 /64.91 Exempt Payroll Specialist 29.87 /41.72 40 hrs/week Planner I 35.79 / 52.98 40 hrs/week Planner II 39.37/58.28 40 hrs/week Police Captain 57.72 /76.49 Exempt Police Chief 67.52 / 96.34 Exempt Police Division Chief 60.00 / 82.94 Exempt 3 ORDINANCE NO. 10,091 Hourly Pay Range Overtime Classification Min/Max Eligibility Power Plant Maintenance Supervisor 54.36/77.27 Exempt Power Plant Operations Supervisor 57.02/ 81.41 Exempt Power Plant Manager 73.52 /99.91 Exempt Process Financial Analyst 43.54 / 59.57 Exempt Protection and Controls Supervisor 46.12 /67.46 Exempt Public Safety Apprentice-Part Time 26.32 /33.96 40 hrs/week Public Works Director 97.47/ 125.32 Exempt Records Supervisor 29.19 /39.73 40 hrs/week Recreation Coordinator 30.79 /44.20 Exempt Recreation Superintendent 42.25 /61.56 Exempt Regulatory and Environmental Manager 55.79 /78.44 Exempt Safety &Training Coordinator 54.28 /67.04 Exempt Senior Civil Engineer-PW/Eng., PW/WWTP 53.55 / 74.80 Exempt Senior Electrical Engineer 55.03 / 81.88 Exempt Senior Engineering Technician-PW/WWTP 39.20/48.90 40 hrs/week Senior Public Safety Dispatcher 31.83 /41.28 40 hrs/week Solid Waste Division Clerk 26.17 /33.52 40 hrs/week Solid Waste Division Clerk PT 26.17 /33.52 40 hrs/week Solid Waste Foreman 34.47 /48.08 40 hrs/week Solid Waste Superintendent 44.92 /66.21 Exempt Street Superintendent 44.92 /66.21 Exempt Street Foreman 34.18 /49.36 40 hrs/week Transit Program Manager 43.37/64.35 Exempt Utilities Director 127.02/ 169.87 Exempt Utility Manager 70.78 /97.00 Exempt Utility Production Engineer 60.89 / 82.49 Exempt Utility Warehouse Supervisor 39.52 / 53.47 Exempt Victim Assistance Unit Coordinator 27.96/38.29 40 hrs/week Victim/Witness Advocate 20.97/28.72 40 hrs/week Wastewater Plant Chief Operator 35.49/ 51.23 40 hrs/week Wastewater Plant Operations Engineer 53.55 / 74.80 Exempt Wastewater Plant Maintenance Supervisor 35.49/ 51.23 40 hrs/week Wastewater Plant Regulatory Compliance Manager 37.55 /55.18 Exempt Water Superintendent 48.85 / 66.33 Exempt Water Supervisor 39.53 /55.47 40 hrs/week 4 ORDINANCE NO. 10,091 Hourly Pay Range Overtime Classification Min/Max Eligibility Worker/ Seasonal 15.00/33.75 Exempt Worker/ Seasonal 15.00/33.75 40 hrs/week Worker/Temporary 15.00/33.75 40 hrs/week Worker/Parks & Recreation Part time 15.00/33.75 40 hrs/week Lifeguard Referral Stipend Aquatics staff who refer new lifeguard candidates shall be eligible for a seasonal referral stipend based on the total number of qualifying referrals made during the applicable aquatics season. A referral shall qualify for purposes of the stipend when: • The referred candidate has not previously been employed by the City of Grand Island as a lifeguard; • The referred candidate successfully completes all required pre-employment screening, including a background check; • The referred candidate successfully completes a City-sponsored lifeguard certification course; and • The referred candidate completes at least eighty (80) hours of work as a City lifeguard. Eligible aquatics staff shall receive one referral stipend based on the total number of qualifying referrals as follows: • One (1) qualifying referral: Fifty dollars ($50.00); • Two (2) qualifying referrals: Seventy-five dollars ($75.00); or • Three (3) or more qualifying referrals: One hundred dollars ($100.00). The maximum referral stipend payable to an employee for an aquatics season shall be 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: 5 ORDINANCE NO. 10,091 Hourly Pay Range Overtime Classification Min/Max Eligibility Equipment Operator-Streets 25.31 / 33.79 40 hrs/week Fleet Services Mechanic 27.69/37.62 40 hrs/week Horticulturist 31.02 / 38.57 40 hrs/week Library Assistant I 23.13 /29.87 40 hrs/week Library Assistant II 26.50/ 33.26 40 hrs/week Maintenance Worker Aquatics (Split) 24.78 / 31.69 40 hrs/week Maintenance Worker-Cemetery 25.44/ 31.73 40 hrs/week Maintenance Worker-Parks 24.78 /31.69 40 hrs/week Maintenance Worker-Streets 23.75 /31.86 40 hrs/week Senior Equipment Operator-Streets 27.08 /36.17 40 hrs/week Senior Maintenance Worker- Streets 26.69/35.74 40 hrs/week Traffic Signal Technician 28.55 /37.09 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 27.49 /40.72 40 hrs/week Custodian 22.39 /27.56 40 hrs/week Electric Distribution Crew Chief 44.42 /63.29 40 hrs/week Electric Underground Crew Chief 44.42 /63.29 40 hrs/week Engineering Technician I 31.16/44.22 40 hrs/week Engineering Technician II 37.01 / 52.74 40 hrs/week Instrument Technician 42.02 / 57.77 40 hrs/week Lineworker Apprentice 34.73 /47.78 40 hrs/week Lineworker First Class 42.26/ 55.98 40 hrs/week Materials Handler 37.86/ 51.57 40 hrs/week Meter Reader 28.46 /36.38 40 hrs/week Meter Technician 35.28 /44.66 40 hrs/week Power Plant Maintenance Mechanic 37.14/ 51.69 40 hrs/week 6 ORDINANCE NO. 10,091 Hourly Pay Range Overtime Classification Min/Max Eligibility Power Plant Operator 44.78 / 55.17 40 hrs/week Senior Engineering Technician 39.77 / 55.74 40 hrs/week Senior Materials Handler 43.07/ 60.62 40 hrs/week Senior Power Dispatcher 49.51 /73.42 40 hrs/week Senior Power Plant Operator 48.86 /67.04 40 hrs/week Senior Substation Technician 43.13 /58.33 40 hrs/week Senior Water Maintenance Worker 33.02 /43.22 40 hrs/week Substation Technician 41.35 / 54.17 40 hrs/week Systems Operator I 39.89/ 58.23 40 hrs/week Systems Operator II 43.89/65.80 40 hrs/week Systems Technician 44.12 / 55.95 40 hrs/week Tree Trim Crew Chief 42.55 / 57.36 40 hrs/week Underground Technician 30.48 /48.26 40 hrs/week Utility Electrician 40.97/ 52.12 40 hrs/week Utility Groundman 32.46/43.61 40 hrs/week Utility Technician 41.47 / 57.43 40 hrs/week Utility Warehouse Clerk 29.04 /38.26 40 hrs/week Water Maintenance Worker 31.61 /41.44 40 hrs/week Wireworker I 30.48 /48.26 40 hrs/week Wireworker II 42.26/ 55.98 40 hrs/week Water Distribution Crew Chief 36.32 /47.55 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 Overtime Classification Min/Max Eligibility Police Officer 34.13 /49.75 Police Sergeant 48.33 / 60.63 Police Lieutenant 52.07 /69.01 7 ORDINANCE NO. 10,091 A. 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. B. 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. C. Referral Incentive Referral incentives shall be available to existing Officers who refer applicants for sworn positions, subject to the terms and limitations set forth in this Section. Referral incentives shall be paid one (1) time per individual applicant. An applicant may generate a referral incentive only upon the applicant's initial placement on a Civil Service eligibility list or upon hire, as applicable, and shall not generate additional referral incentives in any subsequent recruitment cycle, examination, or eligibility list placement. For avoidance of doubt, an applicant who is removed from, expires from, or is later re-placed on a Civil Service eligibility list, or who applies or tests again in a later recruitment process, shall not generate an additional referral incentive for the same referring Officer or for any other Officer. Subject to the limitations set forth above, referral incentives shall be paid as follows: 1. Three hundred dollars ($300) for the referral of one (1) non-certified applicant who is initially placed on the Civil Service eligibility list; 2. Five hundred dollars ($500) for the referral of two (2) or more distinct non-certified applicants who are initially placed on the Civil Service eligibility list; 3. Five hundred dollars ($500) for the referral of one (1) or more distinct certified applicants who are initially placed on the Civil Service eligibility list; 4. One thousand seven hundred dollars ($1,700) if one (1) or more referred applicants are hired by the City. D. Speciality Pay Police Officers assigned to designated specialty duties requiring additional responsibilities, training, certification, schedule adjustments, or call-ins shall receive specialty pay as follows: • Tier I: One dollar($1.00)per hour. • Tier II: Fifty cents ($0.50)per hour. • Bilingual Pay: One dollar($1.00)per hour. 8 ORDINANCE NO. 10,091 An employee may receive specialty pay for no more than one (1) Tier I assignment, one (1) Tier II assignment, and Bilingual Pay, for a maximum combined specialty pay of two dollars and fifty cents ($2.50)per hour. Tier I Assignments • Tactical Response Team (TRT) • Police K9 • Drug Recognition Expert (DRE) • Accident Reconstruction Team • CERT/Hostage Negotiator • Drone Tier II Assignments • Police Chief Requested Specialty Assignments • Firearms • Defensive Tactics • Less Lethal • Emergency Vehicle Operations • DRE Instructor 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 Employees assigned as Apparatus Operators (excluding ambulance or service vehicles) shall receive an additional fifty cents ($0.50) per hour. 9 ORDINANCE NO. 10,091 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 25.50 / 35.61 40 hrs/week Biosolids Technician 30.31 /42.31 40 hrs/week 111 Equipment Operator—WWTP 28.59/35.42 40 hrs/week FOG Program Manager 35.47/46.66 40 hrs/week Lead Maintenance Mechanic 33.99/45.40 40 hrs/week Lead Maintenance Worker 32.61 /43.63 40 hrs/week Lead Wastewater Plant Operator 34.04/41.75 40 hrs/week Maintenance Mechanic I 29.44/36.75 40 hrs/week Maintenance Worker—WWTP 25.86 /33.21 40 hrs/week Senior Equipment Operator 31.49 /40.16 40 hrs/week Stormwater Program Manager 36.12 / 52.72 40 hrs/week Wastewater Plant Laboratory Technician 31.49/40.20 40 hrs/week Wastewater Plant Operator I 26.92 /35.12 40 hrs/week Wastewater Plant Operator II 31.36/39.48 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 compensation (salary and wages), and the designated number of hours and work periods required before becoming eligible for overtime, are as follows: 10 ORDINANCE NO. 10,091 Hourly Pay Range Overtime Classification Min/Max Eligibility Accounting Clerk 21.98 / 30.60 40 hrs/week Accounts Payable Clerk 24.08 / 33.33 40 hrs/week Administrative Assistant- Bldg, Fire, Parks, 22.99 / 33.48 Planning, Streets 40 hrs/week Audio Video Technician 28.78 /38.99 40 hrs/week Building Inspector 30.33 /42.54 40 hrs/week Cashier 21.56 /29.24 40 hrs/week Community Service Officer 21.25 /28.10 40 hrs/week Community Service Officer Lead 23.38 /31.67 40 hrs/week Computer Technician 26.08 /38.23 40 hrs/week Crime Analyst 31.47/41.49 40 hrs/week Electrical Inspector 30.33 /42.54 40 hrs/week Emergency Management Coordinator 31.02 /40.24 40 hrs/week Engineering Technician I-Public Works 26.77 / 35.66 40 hrs/week Engineering Technician II-Public Works 32.30 /41.85 40 hrs/week Evidence Technician 24.12 / 34.76 40 hrs/week Evidence Technician Lead 26.53 / 38.54 40 hrs/week Maintenance Worker I-Building, Library, Police 20.94/28.36 40 hrs/week Maintenance Worker II-Building, Library, Police 24.27 / 31.93 40 hrs/week Mechanical Inspector 29.81 /41.95 40 hrs/week Payroll Clerk 25.59 / 35.53 40 hrs/week Plans Examiner 33.20 /46.84 40 hrs/week Plumbing Inspector 29.81 /41.95 40 hrs/week Police Records Clerk 22.38 / 30.10 40 hrs/week Public Safety Apprentice 26.32 / 33.96 40 hrs/week Public Safety Dispatcher 27.92 /36.21 40 hrs/week Senior Accounting Clerk 23.57 /32.56 40 hrs/week Senior Engineering Technician-Public Works 35.90/49.51 40 hrs/week Systems Technician 44.12 / 55.64 40 hrs/week Wastewater Secretary 22.91 / 32.67 40 hrs/week 11 ORDINANCE NO. 10,091 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 VIII—SHIFT DIFFERENTIALS, UNIFORMS, STIPENDS, MEALS, BOOT REIMBURSEMENT, OTHER ALLOWANCES A. Shift Differential Pay 1. AFSCME Full-time employees who are temporarily assigned to a work schedule beginning before 4:00 a.m. or after 11:00 a.m.,but who are normally assigned to a shift beginning 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. 2. FOP Employees 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. 3. IBEW SCF Employees in the classification of Public Safety Dispatcher shall receive: • Fifty cents ($0.50) per hour for working a complete shift between 3:00 p.m. and 11:00 p.m.; or • Seventy-five cents($0.75)per hour for working a complete shift between 11:00 p.m. and 7:00 a.m. Shift differential shall apply only to hours actually worked and shall not apply to day shifts. 4. IBEW Utilities Employees 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 hours worked on qualifying rotating shifts. 5. IBEW WWTP Employees regularly scheduled to work the night shift shall receive a shift differential of one dollar($1.00)per hour for hours actually worked during the night shift. 6. Non-Union Employees Non-union employees in the classification of Senior Public Safety Dispatcher shall receive a 111 shift differential of fifty cents ($0.50) per hour for hours actually worked between 3:00 p.m. and 11:00 p.m. and seventy-five cents ($0.75) per hour for hours actually worked between 11:00 p.m. and 7:00 a.m. 12 ORDINANCE NO. 10,091 Shift differential shall apply only to hours actually worked and shall not apply to paid leave. Day shift hours are not eligible for shift differential. B. Uniform and Clothing Allowances 1. IAFF IAFF employees, excluding the Life Safety Inspector, shall receive a semiannual uniform allowance of two hundred seventy-five dollars ($275.00) after completion of probation. New IAFF employees shall receive a credit of four hundred dollars ($400.00) for the purchase of initial uniforms and an additional credit of five hundred dollars ($500.00) upon completion of probation for the purchase of a Class A uniform or other approved uniform items. 2. FOP FOP employees shall receive a semiannual uniform allowance of seven hundred fifty dollars ($750.00). 3. IBEW Utilities—Fire-Retardant Clothing Employees required to wear fire-retardant(FR) clothing shall be eligible for the following: • 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. 4. Community Service Officers and Public Safety Apprentices Non-union employees in the classifications of Community Service Officer—Part-Time and Public Safety Apprentice—Part-Time shall receive a uniform allowance of up to twenty-five dollars ($25.00)per pay period, prorated based on hours worked. IBEW SCF employees 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. 5. Public Safety Command Staff Public safety command staff shall receive the following annual clothing allowances: • Fire Chief and Fire Division Chiefs: nine hundred dollars ($900.00), prorated and paid over twenty-four(24)pay periods. • Police Chief and Police Division Chiefs: one thousand one hundred dollars ($1,100.00), prorated and paid over twenty-six (26)pay periods. C. Specialty Stipends 1. Bilingual Pay 13 ORDINANCE NO. 10,091 Employees covered by a City collective bargaining agreement and non-union employees may be eligible for bilingual pay as follows: • Except as otherwise provided below, eligible employees may receive up to one thousand five hundred dollars ($1,500.00) annually. • Eligible non-union part-time employees shall receive a prorated amount based on average hours worked. • Eligible FOP employees shall receive bilingual pay of one dollar ($1.00) per hour in accordance with the applicable collective bargaining agreement. • Eligible AFSCME employees may receive up to two thousand dollars ($2,000.00) annually. 2. Contractor Licenses The City may designate one eligible employee under each applicable collective bargaining agreement to maintain a City Electrical Contractor's License or City Master Plumber's License, as applicable.Each designated employee shall receive an annual stipend of one thousand five hundred dollars ($1,500.00), prorated and paid each regular pay period. 3. Welding Certification Power Plant Maintenance Mechanics covered by the IBEW Utilities collective bargaining agreement and Maintenance Mechanics covered by the IBEW WWTP collective bargaining agreement who obtain and maintain ASME Section IX Shielded Metal Arc Welding (SMAW) certification shall receive an annual stipend of one thousand dollars($1,000.00),prorated and paid each regular pay period. D. Meal Allowances AFSCME employees required to work at least two (2) consecutive hours of unscheduled overtime immediately following their regular working hours shall be eligible for reimbursement of the actual cost of a meal,not to exceed the applicable U.S. General Services Administration (GSA) lunch per diem rate for Nebraska. IBEW Utilities and IBEW WWTP employees shall be eligible for reimbursement of the actual cost of a meal, not to exceed the applicable GSA lunch per diem rate for Nebraska, in accordance with the applicable collective bargaining agreement. Where provided by the applicable collective bargaining agreement, meal reimbursement shall also apply when an employee is required to return to work within one (1)hour following the end of the employee's shift. Direct supervisors of employees eligible for a meal allowance under an applicable collective bargaining agreement shall receive the same meal allowance benefit. E. Stand-By Pay Non-exempt direct supervisors of employees covered by a collective bargaining agreement that provides stand-by pay shall be eligible for the same stand-by pay benefit. 14 ORDINANCE NO. 10,091 F. Other Allowances 1. IBEW Utilities Uniform Program 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. 2. Protective Clothing When protective clothing is required,the City shall contribute sixty percent(60%)of the cost and the employee shall be responsible for the remaining forty percent (40%). This provision applies to eligible employees covered by the IBEW Utilities and AFSCME collective bargaining agreements(excluding Fleet Services)and the non-union Meter Reader—Part-Time classification. For eligible employees covered by the IBEW WWTP collective bargaining agreement,the City shall contribute ninety percent(90%) of the cost of required protective clothing and the employee shall be responsible for the remaining ten percent(10%). 3. Fleet Services Uniform Allowance Full-time Fleet Services personnel shall receive a uniform allowance of twelve dollars ($12.00) per pay period. 4. Fleet Services Tool Allowance Fleet Services Shop Foremen and Mechanics shall receive a tool allowance of one hundred dollars ($100.00)per pay period. G. 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 Eligible employees shall receive compensation for unused accumulated medical leave in accordance with the provisions applicable to their bargaining unit or employment status. Except as otherwise provided, compensation under this Section shall be contributed on the employee's 15 ORDINANCE NO. 10,091 behalf to a Voluntary Employees' Beneficiary Association(VEBA)account and shall be calculated using the employee's applicable rate of pay at the time of separation or death. 16 rLI oM o � O° oo `°'' 06 a) cn dA v ct H 0 d a) z -0 W 0 0 a w 0 O O c 0 cn 0 0 0 0 0 0 0 0 0 O A W 0 0W ,7cn0 O O O oo O v1Mv:) M "a) a) rW �y M d �fl O enM it-) M a) a) z . U W U � (a O ' O oa) a) N O =, 04sU a Z Tzi c� Z •0 0 . a) 4" 0 'u bbA Q ^0 ° ° a "O 'C 'a7 - 'a7 J. -0.) Z Off- ca O o 0 0 cn 0 �, o Wz . cd o � EEEE o � N W ° ° .- .- .� - w 3 a) a) (14) ita0 .V, ;, 1. �" cn 4� .V, bA a) le- cd Z: c� c ci c 0 0 O s. a) a) a) a) a) a) ;� cd cu coL .8 E O y�y rJin ,5 -V., N N 2 N N to 8U f , 0 Nfa, 0 N cd ct 4+ r-. r"+ :.' . 4-1^ �. V +; -c� o z oi z -� o cnct o a oz � . g ct � � y, - Z a WC.? 5 a) a) c''' w A : w © � � � � CD �'> o I W a s ` paO WW © � 33waA. OE za pOs � rw1 a, o � W aW• .* r � -1 ,—( 1- 4W O a) 0 ORDINANCE NO. 10,091 B. City Administrator and Department Directors Upon resignation, the City Administrator and Department Directors shall receive a VEBA contribution equal to fifty percent (50%) of accumulated medical leave, not to exceed the equivalent of thirty (30) days of pay. The contribution shall be calculated using the employee's applicable rate of pay at the time of separation. Upon retirement, early retirement, or death, the City Administrator and Department Directors shall receive compensation for unused medical leave in accordance with the provisions applicable to Non-Union employees under subsection(A). SECTION X-VEBA CONTRIBUTIONS The City shall make contributions each regular pay period to the Voluntary Employees' Beneficiary Association(VEBA) accounts of employees 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 eligible for longevity pay under this Section shall receive annual longevity pay based on the applicable service requirements and payment provisions set forth below. Eligibility shall begin with the first full pay period following completion of the specified years of service, unless otherwise provided. A. AFSCME Longevity pay shall be based on total length of service with the City and shall be prorated and paid each regular pay period. • Five (5) years (beginning 6th year): $300.00 • Ten (10)years (beginning 11th year): $525.00 • 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 18 ORDINANCE NO. 10,091 B. FOP For purposes of determining longevity pay, qualifying service shall include service with the City and verified service as a sworn law enforcement officer with another agency. Longevity pay shall be prorated and paid each regular pay period. Officers • Five (5) years (beginning 6th year): $350.00 • Ten(10)years (beginning llth 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 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): $1,700.00 111 • Twenty-five (25)years (beginning 26th year): $2,400.00 C. IAFF Longevity pay shall be based on total length of service with the City and shall be paid annually beginning with the first full pay period in October. • Ten(10)years (beginning 1 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 D. IBEW SCF Longevity pay shall be based on total length of service with the City and shall be paid in 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. 10,091 E. IBEW WWTP Longevity pay shall be based on total length of service with the City and shall be prorated and paid 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 F. Non-Union Employees Longevity pay shall be based on total length of service with the City and shall be prorated and paid each regular pay period. • Five (5)years (beginning 6th year): $250.00 • Ten(10)years (beginning l lth 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 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 XIII—FRINGE BENEFITS All other fringe benefits, specifically benefits or monetary items that are not compensation for labor or services rendered,are contained within the respective collective bargaining agreements and the City Personnel Rules. SECTION XIV—EFFECTIVE DATE The compensation adjustments and provisions set forth in this ordinance shall take effective upon passage and publication in pamphlet form, in accordance with law, and shall be effective October 1, 2026. 20 ORDINANCE NO. 10,091 SECTION XV—REPEALER CLAUSE All portions of Ordinance No. 10,077, and any other ordinances or parts of ordinances in conflict with the provisions of this ordinance, are hereby repealed. Enacted: " mil" Zvi /P7. Roger G. Steele, Mayor OF GRANp Attest: � `�coRPOR,vs .C92 41i • ,a) G AFC y0 181�' . Jill Granere, City Clerk ''�yFeRAs'(&` 21