HomeMy WebLinkAboutOrdinance 030-20RECORD OF ORDINANCES
BARRETT BROTHERS - DAYTON, OHIO
Ordinance No30-20 (Amended)
Passed
AN ORDINANCE AMENDING VARIOUS SECTIONS OF ORDINANCE
15-17 (COMPENSATION PLAN FOR NON-UNION PERSONNEL)
Form 6220S
WHEREAS, Council has determined, upon the recommendation of the City Manager, that
certain sections of the Compensation Plan for non-union personnel should be amended;
and
WHEREAS, Council has determined, that these amendments are necessary for the
administrative and operational effectiveness of the City of Dublin; and
WHEREAS, Council has determined that these amendments will enhance the City of
Dublin's competitive position in the labor market, thus aiding in the recruitment and
retention of a talented, high quality workforce; and
WHEREAS, Council desires that the City of Dublin remain an "Employer of Choice" in the
Central Ohio region.
NOW, THEREFORE, BE IT ORDAINED by the Council of the City of Dublin, State of
Ohio, of the elected members concurring that:
Section 1. Section 2 (Wage & Salary Structure/Administration), paragraph A., City
Council, Office of the Clerk of Council, of Ordinance No. 15-17 be amended by upgrading
the poc;ition of Deputy Clerk of Council at pay grade (4.3) to a (4.2), and adding Assistant
Clerk of Council at paygrade (4.3) as follows:
CITY COUNCIL
Office of the Clerk of Council
Classification
Pay Grade
Deputy Clerk of Council
4.24-.3
Assistant Clerk of Council
4.3
Section 2, That Section 2 (Wage & Salary Structure/Administration), paragraph A. Office
,
of the City Manager, of Ordinance No. 15-17 be amended by addingthe Deputy
p tY City
ManagE!r/Chief Finance and Development Officer, Chief Information Officer and changing
9 9
the title of Management Assistant to Management Analyst as follows:
OFFICE OF THE CITY MANAGER
Classification
Pay Grade
Deputy City Manager/Chief Finance and
Development Officer
1.2
Chief Information Officer
2,1
Management Analyst
4.3
Section 3. Section 2 (Wage & Salary Structure/Administration),ara rah A.
p 9 p ,
Department of Information Technology, of Ordinance No. 15-17 be amended b changing
Y g 9
the title from Department of Information Technology to Division of Information
Technology and removing the positions of Chief Information Officer Director of
Performance Analytics, Data Manager, Senior Data Analyst, and Data Analyst as follows:
RECORD OF ORDINANCES
BARRETT BROTHERS - DAYTON, OHIO
30-20 (Amended)
I I
Ordinance No. _
Page f 8
--- - ----- _ - _ Passed
mant Division of Information Technology
Classification Title Pay Grade
4.�
L -J# LA t. LA 1-11 Iml Y
4.3
Section 4. Section 2 (Wage & Salary Structure/Administration), paragraph A., of
Ordinance No. 15-17 be amended by adding the Department of Performance Analytics
and adding the positions of Director of Performance Analytics at pay grade (3.1), Data
Manager at pay grade (3.3), Senior Data Analyst at pay grade (4.1), Data Analyst (4.3)
as follows
Division of Performance Analytics
Classification Title
Pay Grade
Director of Performance Analytics
3.1
Data Manager
3.3
Senior Data Analyst
4.1
Data Analyst
4.3
Section S. Section 2 (Wage & Salary Structure/Administration), paragraph A. of
g p ,
,Ordinance No. 15-17 be amended by deleting the Department of Parks and Recreation
the Office of the Director of Parks and Recreation, and the Division of Park Operations as
follows;;
NOW
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5;ection 6. Section 2 (Wage & Salary Structure/Administration),ara rah A. of
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Ordinance No. 15-17 be amended by changing the title of the Office of the Deputy Ci
A_ p ty ty
Manager/Chief Operating Officer to Deputy City Manager/Chief Operating Officer and
Form 6220S
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5;ection 6. Section 2 (Wage & Salary Structure/Administration),ara rah A. of
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Ordinance No. 15-17 be amended by changing the title of the Office of the Deputy Ci
A_ p ty ty
Manager/Chief Operating Officer to Deputy City Manager/Chief Operating Officer and
Form 6220S
Ordinance No.
RECORD OF ORDINANCES
30-20 (Amended) Page 3 of 8
Passed
Form 6220S
adding the positions of Deputy City Manager/Chief Operating Officer at pay grade (1.2),
Director of Parks and Recreations at pay grade (2.1), Landscape Architect Manager at pay
grade (3.3), Landscape Architect at pay grade (4.3), and Maintenance Crew Supervisor at
pay grade (5.1) as follows:
DEPUTY CITY MANAGER
CHIEF OPERATING OFFICER
Classification Title
Pay Grade
Deputy City Manager/Chief Operating Officer
1.2
Director of Parks and Recreation
2.1
Landscape Architect Manager
3.3
Landscape Architect
4.3
Maintenance Crew Supervisor
5.1
Section 7. Section 2 (Wage & Salary Structure/Administration),ara rah A. of
p 9 p ,
Ordinance No. 15-17 be amended by adding the Division of Public Service and adding the
positions of Director of Public Service at pay grade (3.2), Operations Administrator ata
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grade (4.2), City Horticulturist at pay grade 4.3, City Forester ata rade
p Y 9 (4.3),
Maintenance Crew Supervisor at pay grade (5.1), Assistant Horticulturist ata rade
p Y9
(5.2) and Assistant Forester at pay grade (5.2) as follows:
Division of Public Service
Classification
Pay Grade
Director of Public Service
3.2
Operations Administrator
4.2
City Horticulturist
4.3
City Forester
4.3
Maintenance Crew Supervisor
5.1
Assistant Horticulturist
5.2
Assistant Forester
5.2
Section 8. Section 2 (Wage &Salary Structure/Administration), paragraph A., of
Ordinance No. 15-17 be amended by changing the title of the Department of Public Works
to Division of Asset Management and Support Services and adding the positions of Director
of Asset Management and Support Services at pay grade (3.2), Management Analyst at
pay grade (5.1) and Maintenance Crew Supervisor at pay grade (5.1) and removing
Infrastructure Asset Management Engineer at pay grade (3.3), and Engineering Project
Inspector I at paygrade (5.1) as follows:
RECORD OF ORDINANCES
BARRETT BROTHERS - DAYTON. OHIO
30-20 (Amended)
Ordinance Na _
Page 4of8
Passed
Form 6220S
Section 9, Section 2 (Wage & Salary Structure/Administration), paragraph A, of
Ordinance No. 15-17 be amended by adding the position of Nature Education Coordinator
at pay grade (5.1) to the Division of Outreach and Engagement as follows:
Division of Outreach and Engagement
Classification Pay Grade
Nature Education Coordinator 5.1
Section 10. Section 2 (Wage &Salary Structure/Administration), paragraph A., of
Ordinance No. 15-17 be amended by deleting the position of Engineering Manager at pay
grade (3.3) and adding the positions of Deputy Director at pay grade (3.3), Construction
Manage,r at pay grade (4.1), Operations Administrator at pay grade (4.2) and upgrading
the Senior Civil Engineer at pay grade (4.1) to pay grade (3.3), Civil Engineer II from pay
grade (4.2) to (4.1) under the Division of Engineering, as follows:
Division of Engineering
Classification
Pay Grade
Deputy Director
3.23-.3
Senior Civil Engineer
3.3 4.
Civil Engineer II
4.14-.2
Construction Manager
4.1
Operations Administrator
4.2
Section 11. Section 2 (Wage & Salary Structure/Administration), paragraph A. of
9 p ,
Ordinance No. 15-17 be amended by deleting the Division of Street and Utilities
Operations, as follows:
• • �. . •
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Section 12. Section 2 (Wage & Salary Structure/Administration),ara rah A. of
p 9 p ,
Ordinance No. 15-17 be amended by adding the Division of Transportation and Mobility ty
and
by adding the Director of Transportation and Mobility as pa(3.1),,u
y grade Deputy
ty
Director as pay grade (3.2), Civil Engineer II as pay grade (4.1), Maintenance Crew
Supervisor as pay grade (5.1) as follows:
Division of Transportation and Mobility
Classification
Pay Grade
Director of Transportation and Mobility
3.1
Deputy Director
3.2
Civil Engineer II
4.1
Maintenance Crew Supervisor
5.1
RECORD OF ORDINANCES
BARRETT BROTHERS - DAYTON, OHIO
30-20 (Amended)
Ordinance No.
Page 5 of 8
Passed
Form 6220S
Section 13, Section 2 (Wage & Salary Structure/Administration), paragraph A., of
Ordinance No. 15-17 be amended by deleting the Division of Fleet Management as follows:
I" MCM ►� -- -
OFF • • • .
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Section 14. Section 2 (Wage & Salary Structure/Administration), paragraph A., Division
of Facilities Management, of Ordinance No. 15-17 be amended by changing the title to
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Division of Facilities and Fleet Management, changing the Director of Facilities
Management to the Director of Facilities and Fleet Management, and adding the Fleet
Manager as pay grade (4.1) and Fleet Technician II as pay grade (4.3) as follows:
Division of Facilities and Fleet Management
Classification
Pay Grade
Director of Facilities and Fleet
Management
3.2
Fleet Manager
4.1
Fleet Technician II
4.3
Section 15. Section 2 (Wage &Salary Structure/Administration), paragraph A.,
Department of Finance, Finance/Accounting/Procurement of Ordinance No. 15-17 be
emended by retitling to Finance/Accounting and by deleting the Procurement Assistant as
pay grade (6.1) as follows:
DEPARTMENT OF FINANCE
Finance/Accounting'Prn�1 ,reffleiq}
Classification Pay Grade
Section 16. Section 2 (Wage & Salary Structure/Administration), paragra,
9 ph A. ,
Department of Development, of Ordinance No. 15-17 be amended by g deletin the
Department of Development, Office of the Director of Development, and Director of
p
Development as pay grade 2.1 as follows:
Classification I Pay Grade
RECORD OF ORDINANCES
BARRETT BROTHERS - DAYTON, OHIO
30-20 (Amended) Page 6 of 8
Ordinance Na _ Passed_
Form 6220S
Section 17. Section 2 (Wage & Salary Structure/Administration), paragraph A Division
of Economic Development, of Ordinance No. 15-17 be amended by changing the position
of Director of Economic Development at pay grade (3.2) to a (3.1) as follows:
Division of Economic Development
Classification Title
Pay Grade
Director of Economic Development
3-.23.1
Section 18. Section 2 (Wage & Salary Structure/Administration), paragraph B. and C.,
Pay Grade Table of Ordinance No. 15-17 be amended by changing Pay Grade table to
reflect the Market and Target ranges and relocating the Premium range to paragraph C
under "Premium" as follows:
Pay Grade Table
Pay
Grade
Market
Target
1.1
$1411200 - $169,500
$169,500 - $207,100
1,2
`125,900 - $151,100
$151,100 - $184,600
2.1
$110,600 - $132,700
$132,700 - $162,100
2.2
$101,000 - $121,200
$121, 200 - $148,100
3.1
$ 911400 - $109,700
$109,700 - $134,100
3.2
$ 84,200 - $101,000
$101,000 - $123, 400
3.3
1; 78,100 - $ 931700
$ 93,700 - $1141500
4.1
1; 70,400 - $ 84,400
$ 84,400 - $103,200
• // •..
4.2
1; 61,200 - $ 73,400
$ 73,400 - $ 89,800
$ 64,400 $ 78,700
4.3
$ 53,600 - $ 64,400
5.1
$ 47,500 - $ 57,000
$ 57,000 - $ 69 600
$ 50, 200 - $ 61,400
$ 45,200 - $ 55,200
$ 40,400 - $ 49,400
$ 36,600 - $ 44,800
$ 33,800 - $ 41,300
5.2
$ 41,900 - $ 50, 200
5.3
$ 37700 700 - $ 45,200
6.1
$ 331700 - $ 40,400
6.2
$ 30,500 - $ 36,600
6.3
$ 281100 - $ 33,800
C. The "Market', "Target", and "Premium" range segments p
designated in the pay
Y
grade & range structure shall be defined as follows:
"',Market" - a range of compensation associated with the basic e knowled skills,
,
and capabilities commonly found in the labor market or the performance of all job
responsibilities consistent with general market expectations.
"Tar et" - a range of compensation associated with extensive knowledge,
9,
Expertise, skills, or capabilities or the performance of all job responsibilities that
fully and consistently meets the high performance standards and core values of
the City of Dublin.
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C. The "Market', "Target", and "Premium" range segments p
designated in the pay
Y
grade & range structure shall be defined as follows:
"',Market" - a range of compensation associated with the basic e knowled skills,
,
and capabilities commonly found in the labor market or the performance of all job
responsibilities consistent with general market expectations.
"Tar et" - a range of compensation associated with extensive knowledge,
9,
Expertise, skills, or capabilities or the performance of all job responsibilities that
fully and consistently meets the high performance standards and core values of
the City of Dublin.
RECORD OF ORDINANCES
BARIUM BROTHERS - DAYTON, OHIO
30-20 (Amended) Page 7 of 8
Ordinance No. Passed
Form 6220S
"Premium" - a range of compensation associated with unique, special, or
exceptional knowledge, skills, capabilities or expertise, which may be in short
supply due to market conditions, or performance that meets defined criteria of
exceptional and premium value and which is widely recognized throughout the
organization because of the value-added contribution it represents. This segment
is only for a small percentage of the City workforce and placement within this
segment shall be a rare occurrence.
Premium Pay Grade Table
Pay Grade Premium
1.1 $207,100 - $244,800
.2 $184,600 - $218,200
2.1
$162,100
- $191,600
2.2
$148,100
- $175,050
3.1
$134,100
- $158,5no
3.2
$123,400
- $145,900
3.3
$114,500
- $135,300
4.1
$103, 200
- $117, 300
4.2
$ 89, 800
- $102, 000
4.3
$ 78, 700 -
$ 89, 400
5.1
$ 69, 600 -
$ 79,100
5.2
$ 61,400 -
$ 69,800
5.3
$ 55,200 -
$ 62,800
�1
$ 49,400 -
$ 53,900
6.2
$ 44,800 -
$ 48,800
6.3
$ 41,300 -
$ 45,000
!c5oectiori 19. Section 14 (Overtime/Compensatory Timeparagraph C of Ordi
)� Hance No.
15-17 be amended by adding and deleting positions to and from the tables of
Exempt
Position: and Non -Exempt Positions as follows:
Executive Positions Add/Delete:
Deputy Director
Director of Asset Management and Support Services
Director of Facilities and Fleet Management
Director of Public Service
Director of Transportation and Mobility
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RECORD OF ORDINANCES
BARRETT BROTHERS - DAYTON. OHIO
30-20 (Amended) Page 8 of 8
Ordinance No.
Administrative Positions Add:
Fleet Manager
..� Management Analyst
r►n n r f- A r r_ i c
Recreational Delete:
Seasonal Recreation Staff
Professional & Computer -Related Add/Delete:
Construction Manager
T..
Non -Exempt Positions Add/Delete:
Fleet Technician II
Passed
Section 20. Section 7 (Sick Leave) paragraph H., of Ordinance No. 15-17 be amended
by deleting, "The employee must have 40 hours or less of Sick Leave
usage for the past
12 months as of the end of the first pay period in December (FMLA protected leave
exempted);"*' and replace it with, "The employee must have a minimum balance of 80
hours or more after conversion at the end of the payroll calendar year."
Section 21. Council hereby waives the competitive selection process as y
required b the
a
Revised Charter of Dublin, Ohio, Article VI, Section 6.06 (a) in order to allow for the
selection, promotion and reclassification of current employees to fillosition s
p () directly
related to this specific reorganization and for the further reason of effective succession
and transition.
Section 22, This Ordinance shall be effective on January 1, 2021.
Passed this day of✓V00b 2020.
Mayor — Presiding Officer
ATTEST:
Clerk of Council
Form 62205
7City of Dublin
Office of the City Manager
5555 Perimeter Drive • Dublin, OH 43017-1090
Phone: 614.410.4400 • Fax: 614.410.4490
To: Members of Dublin City Council
From: Dana L. McDaniel, City Manager
Date: November 3, 2020
Initiated By: Jennifer Miglietti, Director of Human Resources
Memo
Re: Ordinance 30-20 (Amended)— Amending Various Sections of Ordinance 15-17
(Compensation Plan for Non -Union Personnel)
Background
As part of the preparation and review of the 2021 Operating Budget submission, the City Manager
and the Deputy City Manager/Chief Operating Officer identified positions to reclassify, delete, or
add as part of a reorganization of the City's structure. This reorganization was advanced to Council
for consideration for funding as part of the 2021 Operating Budget. The proposed amendment is
needed to authorize the changes made as part of this reorganization so that they may be
incorporated into the City's administrative and payroll systems. In addition, the Director of Human
Resources reviews the provisions of the various sections of the Non -Union Compensation Plan
Ordinance for recommended revisions and updating. As a result, one change to the administration
of Sick Time is proposed. Finally, as required by this ordinance on a biennial basis, a review of the
Pay Grade Table was conducted. As a result of this biennial review, no change is being
recommended to the pay grade tables other than a format change. There are several areas
identified in the Compensation Plan that are in need of update to bring them to a state of
currency, consistency and/or legal compliance.
Summary
Attached for your consideration is a revised version of Ordinance No. 30-20, amending Ordinance
No. 15-17 (Non -Union Compensation Plan). Adoption of this ordinance will accomplish the
following objectives:
• Facilitate succession planning for the City by executing a high level reorganization of key
leadership positions within the City structure
• Update the list of authorized job descriptions to reflect proposed position and
organizational changes reflected in the 2021 Operating Budget submission
• Incorporate updates to the Compensation Plan to allow flexibility in sick leave conversions
while retaining an adequate sick leave balance.
• Ensure the compensation plan is in compliance with current Federal and State law and
governmental policies
The following highlights specific changes made to each section of the Compensation Plan for Non -
Union Personnel (Ord. 15-17).
Memo re. Ordinance 30-20 (Amended)
November 3, 2020
Page 2 of 4
Section 2. Wage and Salary Structure/Administration
Paragraphs A — It is proposed to make changes throughout this section, which reflect the
recommendations of the City Manager and the Deputy City Manager/Chief Operating Officer for
reorganization of the Departments and/or Divisions. As per the City Manager's discussion with
City Council regarding succession planning, the City Manager recommends reorganization
of several divisions and position titles in the Classification and Compensation Plan. These
include:
1) Under the Office of the Clerk of Council it is proposed to reclassify the Deputy Clerk of
Council from (4.3) to a (4.2) paygrade. It is also proposed to create the position of
Assistant Clerk of Council with the (4.3) paygrade.
2) Under the Department of the Deputy City Manager/Chief Operating Officer it is proposed
that the Department of Parks and Recreation will no longer be a stand-alone department,
but will be absorbed into the Department of the Deputy City Manager/Chief Operating
Officer. The Divisions of Outreach and Engagement, Community Events, and Recreation will
continue to report to the Director of Parks and Recreation.
3) Under the Department of the Deputy City Manager/Chief Operating Officer it is proposed
that the Division of Parks Operations be retitled to the Division of Public Service.
4) Under the Department of the Deputy City Manager/Chief Operating Officer it is proposed
that the Division of Streets and Utilities be deleted and reallocated under other divisions.
5) Under the Department of the Deputy City Manager/Chief Operating Officer, it is proposed
to create the Division of Asset Management and Support Services and it is proposed to
reclassify the position of Infrastructure Asset Manager Engineer to the position of Director
of Asset Management and Support Services. The Director of Asset Management and
Support Services position will have responsibility for overseeing the Asset Management
program and the GoDublin Maintenance Team. This position will also continue to assist the
Deputy City Manager/Chief Operating Officer with special projects and other support
services.
a. Under the Department of the Deputy City Manager/Chief Operating Officer, it is
proposed to reclassify the Director of Street and Utilities Operations to a
Management Analyst. This position will report to the Division of Asset Management
and Support Services.
b. Under the Department of the Deputy City Manager/Chief Operating Officer, it is
proposed to reclassify the Fleet Administrator to an Administrative Support I.
6) Under the Division of Engineering, it is proposed to reclassify the Engineering Manager to
the Deputy Director and upgrade the classification from a (3.3) to a (3.2) paygrade.
a. It is proposed that the Senior Civil Engineer classification upgrade from a (4.1) to a
(3.3) pay grade.
b. It is proposed to reclassify one Civil Engineer II position to a Construction Manager
position with a 4.1 paygrade.
Memo re. Ordinance 30-20 (Amended)
November 3, 2020
Page 3 of 4
c. It is proposed to upgrade the Civil Engineer II classification from a (4.2) to (4.1)
pay grade.
7) Under the Department of the Deputy City Manager/Chief Operating Officer, it is proposed
to create the Division of Transportation and Mobility.
It is proposed to move and reclassify an Engineering Manager from the Engineering
Division to the Deputy Director in the Division of Transportation and Mobility.
8) Under the Department of the Deputy City Manager/Chief Operating Officer, it is proposed
that the Division of Facilities Management be retitled to the Division of Facilities and Fleet
Management and combines the previous Division of Facilities Management and the Division
of Fleet Management.
a. Under the Division of Facilities and Fleet Management it is proposed to create a
Fleet Technician II. This position will oversee the Fleet Technician I positions under
the USW collective bargaining agreement.
b. It is proposed to reclassify the Director of Fleet Management to the Fleet Manager
from a (3.2) to a (4.1) paygrade.
9) Under the Department of the Deputy City Manager/Chief Finance Development Officer it is
proposed to reclassify the Director of Economic Development from a (3.2) to a (3.1)
paygrade.
Section 2. Wage and Salary Structure/Administration
Paragraphs B and C - It is proposed to separate the Premium Pay Band Columns from
the table in Paragraph B., and move it to the premium pay paragraph in section C. This would,
therefore, leave only the Market and Target pay ranges in the Pay Salary table in section B, more
accurately demonstrating the pay ranges as they are managed and reducing confusion amongst
City employees. This would further emphasis the special nature of the Premium Pay Band.
SECTION 7. SICK LEAVE
Paragraph H - As currently written, the language in this paragraph would potentially allow
an employee with a very low sick leave balance to convert sick leave to cash or transfer into the
HSA account to the point that they would have no sick leave remaining at the end of a payroll
calendar year. The proposed change is designed to prevent that scenario and protect employees
from a potential adverse situation. It is, therefore, proposed to make changes to the sick leave
conversion rule that would allow employees to cash out sick leave while maintaining a minimum
balance of 80 hours or more at the end of the payroll calendar year. The language regarding the
rule that employees would have to use less than 40 hours of sick leave in the prior year would be
eliminated as being unnecessary. The maximum conversion in this case would remain 28 hours.
Memo re. Ordinance 30-20 (Amended)
November 3, 2020
Page 4 of 4
Staff Recommendation
Staff recommends adoption of Ordinance 30-20 (Amended) at the second reading/public hearing
on November 9, 2020. It is further recommended that the competitive process be waived in
order to allow for the selection, promotion and reclassification of current employees to fill
positions(s) directly related to this specific reorganization and for effective succession and
transition.
Attachments:
Exhibit A — Redlined Version of Ordinance 15-17, as amended, highlighting all proposed
amendments contained in Ordinance 30-20 (Amended).
EXHIBIT A
THIS DOCUMENT INCLUDES A CONSOLIDATION OF ALL AMENDMENTS
TO ORDINANCE 15-17 (COMPENSATION PLAN FOR NON-UNION
PERSONNEL) AMENDING ORDINANCES ARE (19-17,76-17, 24-18, 75-
18 AND 3:7)
SECTION 1. SCOPE OF PLAN
A. The sections included in this ordinance shall hereby constitute the City "Compensation
Plan" and this Plan shall supersede all previously enacted legislation relating to
compensation and other related areas contained within the Plan. This "Compensation
Plan" shall be applicable to all non-union personnel of the City and to City Council
Members where so indicated. This Plan shall be administered by the management staff
of the City of Dublin, pursuant to the provision of the Dublin Charter and the Dublin
Codified Ordinances.
SECTION 2. WAGE & SALARY STRUCTURE/ADMINISTRATION
A. The following shall constitute the listing of City job classifications and corresponding
pay grades, grouped by major office, department, subordinate divisions in which they
primarily would appear or categorically by function, as appropriate, covered by this
Compensation Plan. The specific budget for personnel authorized to occupy each job
classification within each Department, Division or work unit is approved annually by
Council in the Personnel Data sections appearing throughout the Operating Budget
ordinance. Some positions identified below may be utilized in other departments than
where they appear as authorized by Council.
CITY COUNCIL
Office of the Clerk of Council
Classification
Pay Grade
Deputy Clerk of Council
4.23
Assistant Clerk of Council
4.3
OFFICE OF THE CITY MANAGER
Classification
Pay Grade
City Manager
1.1
Deputy City Manager/Chief Finance and
1_2
Development Officer
Assistant City Manager/Chief Strategy
and Innovation Officer
2.1
Chief Information Officer
2.1
6-54930 20 (Amended)
Government and International Relations
Manager
3.3
ManagementAnalyst
4.3
Classification
Pav Grade
Director of Communications and Public
3.1
Information
Digital and Brand Manager
4.1
Public Affairs Officer
4.1
Senior Public Information Officer
4.2
Multi -Media Communications Specialist
4.2
Digital and Graphic Designer
Al
Public Information Officer
Al
DIVISIONS REPORTING TO THE ASSISTANT CITY MANAGER/
CHIEF STRATEGY AND INNOVATION OFFICER
Division of Court Services
Classification
Pay Grade
Director of Court Services
3.2
Diversion Officer
5.1
Court Clerk
5.2
Records Retention Technician
5.3
Page 2
6-54930 20 (Amended)
Division of Human Resources
Classification
Pay Grade
Director of Human Resources
3.1
Human Resource Manager
3.3
Safety Administrator/Risk Manager
4.1
Benefits Administrator
4.1
Talent Development and Training Manager
4.1
Human Resource Business Partner
4.2
Human Resource Coordinator
5.1
Wellness and Benefits Coordinator
5.1
Risk Management Assistant
5.2
Human Resource Assistant
5.3
Page 3
DEPARTMENTDivision of Information Technoloav OF 1INIFORMATIONTEGNINIG60GY-
6-54930 20 (Amended)
Classification
Pay Grade
Director of Information Technology
3.1
Data Manager
3
Network Operations Manager
3.3
Data Analyst
3.3
Information Security Administrator
3.3
Information Technology Project Leader
4.1
Network Engineer
4.1
SeaieF Data PHalys4
44
Network Administrator
4.2
Bata-�
43
Support Services Analyst
4.3
Division of Performance Analytics
Classification
Pav Grade
Director of Performance Analytics
3.1
Data Manager
3_3
Senior Data Analyst
4.1
Data Analyst
4.3
Page 4
GFF4GG ; TIJG DEPUTY CITY MANAGER/CHIEF OPERATING OFFICER
Classification
Pay Grade
Deputy City Manager / Chief Operating Officer
1.2
Director of Parks and Recreation
2.1
Landscape Architect Manager
3_3
Landscape Architect
4.3
Maintenance Crew Supervisor
5_1
6-54930 20 (Amended)
DIVISIONS REPORTING TO THE DIRECTOR OF PARKS AND RECREATION
Division of Recreation Services
Classification
Pav Grade
Director of Recreation Services
3.2
Recreation Services Administrator
4.2
Recreation Program Supervisor
5.1
Recreation Operations Supervisor
5_1
Theater Supervisor
5.1
Adaptive Recreation Coordinator
5.1
Membership Services Coordinator
5.2
Recreation Program Coordinator
5.2
Recreation Operations Specialist
5_2
Division of Community Events
Classification
Pay Grade
Director of Community Events
3.2
Events Administrator
4.2
Events Coordinator
5.2
Events Assistant
5.3
Division of Outreach and Engagement
Classification
Pay Grade
Director of Outreach and Engagement
3_2
Volunteer Resources Coordinator
5.2
Nature Education Coordinator
5.1
Page 5
DIVISIONS REPORTING TO THE DEPUTY CITY MANAGER/CHIEF OPERATING OFFICER
Division of Public Service
6-54930 20 (Amended)
Classification
Pav Grade
Director of Public Service
3.2
Operations Administrator
4.2
City Horticulturist
4.3
City Forester
4.3
Maintenance Crew Supervisor
5.1
Assistant Horticulturist
5.2
Assistant Forester
5.2
Division of Asset Management and Support Services
Classification
Pav Grade
Director of Asset Management and Support
3.2
Services
Contract and Procurement Coordinator
4.3
Engineering Technician I
5_1
Crew Supervisor
5_1
Management AnalSst
5_1
-
Division of Engineering
Classification
Pay Grade
Director of Engineering
3.1
Deputy Director
3.23
Page 6
6-54930 20 (Amended)
Senior Civil Engineer
4.43_3
Civil Engineer II
4.14
Construction Manaoer
4.1
Operations Administrator
4.2
Engineering Technician II
4.3
Civil Engineer I
4.3
Engineering Technician I
5.1
Engineering Project Inspector
5.1
Division of Transportation and Mobil!ri
Classification
Pav Grade
Director of Transportation and Mobility
3.1
Deputy Director
3.2
Civil Engineer II
4_1
Maintenance Crew Supervisor
5.1
Division of Facilities and Fleet Manaaement
Classification
Pay Grade
Director of Facilities and Fleet Management
3.2
Fleet Manaoer
4_1
Operations Administrator
4.2
Fleet Technician II
4.3
Page 7
6-54930 20 (Amended)
Facilities System Specialist
4.3
Maintenance Crew Supervisor
5.1
Quality Control Manager
5.1
6lassiiiea�ien flay-6Kade
D:__,..,.. _f ReeFeatmeii Sewmees 3-21
Page 8
6-54930 20 (Amended)
Page 9
DEPARTMENT OF FINANCE
Finance/Accou ntina /Proeufentent
6-54930 20 (Amended)
Classification
Pay Grade
Director of Finance
2.1
Director of Taxation
3.2
Deputy Director of Finance
3.2
Budget Manager
3.3
Chief Accountant
3.3
Tax Manager
3.3
Financial Analyst
4.2
Accountant
4.3
Payroll Specialist
4.3
Corporate Tax Auditor
4.3
Senior Accounting Specialist
5.1
Accounting Specialist
5.2
Accounting Specialist -Tax
5.2
Auditor
5.2
Accounting Assistant
5.3
Praeureffient Assistant
6.4
Glassmfmea I ParQfad
Departments and Divisions reporting to Deputy City Manager/
Chief Finance and Development Officer
Division of Economic Development
Classification
Pay Grade
Director of Economic Development
3.23_1
Senior Economic Development Administrator
4.1
Economic Development Administrator
4.2
Page 10
6-54930 20 (Amended)
Division of Building Standards
Classification
Pay Grade
Director of Building Standards
3.2
Commercial Plans Examiner
4.1
Senior Building Inspector
4.2
Building Inspector
4.3
Electrical Inspector
4.3
Residential Plans Examiner
4.3
Development Review Specialist II
5.1
Review Services Coordinator
5.1
Development Review Specialist I
5.2
Permit Technician
5.2
Division of Planning
Classification
Pay Grade
Director of Planning
3.1
Planning Manager
3.3
Senior Planner
4.1
Planner II
4.2
Planner I
4.3
Code Enforcement Supervisor
4.3
Planning Technician
5.1
Zoning Inspector
5.2
Code Enforcement Officer
5.2
Landscape Inspector
5.2
Page 11
6-54930 20 (Amended)
POLICE DEPARTMENT
Classification
Pay Grade
Chief of Police
2.1
Deputy Chief of Police
2.2
Technical Services Bureau Commander
3.1
Police Lieutenant
3.1
Operations Manager
3.3
Communications Manager
4.1
Accreditation Manager
4.1
Emergency Management Coordinator/Law
Enforcement Planner
4.2
Communications Supervisor
4.2
Records Supervisor
4.3
Police Property Technician
5.2
Records Technician II
5.2
Records Technician I
5.3
ADMINISTRATIVE SUPPORT STAFF
(Authorized throuahout City in accordance with Annual Oaeratina Budaet)
Page 12
654930 20 (Amended)
Classification
Pay Grade
Executive Assistant to the City Manager
4.3
Administrative Support III
5.1
Administrative Support II
5.2
Administrative Support I
6.1
Page 13
B. The following shall constitute new City of Dublin pay grade and range structure for the
job classifications shown in Section 2. A of this ordinance:
PAY GRADE TABLE
Pay
Grade
Market
Target
PFemmum
1.1
$141,200 -
$169,500
$169,500 -
$207,100
$29199 -
$249;899
1,2
$125,900 -
$151,100
$151,100 -
$184,600
$184,699 -
$218,299
2.1
$110,600 -
$132,700
$132,700 -
$162,100
$162,199 -
$141,699
2.2
$101,000 -
$121,200
$121,200 -
$148,100
$148,199 -
$175,059
3.1
$ 91,400 -
$109,700
$109,700 -
$134,100
$13q,199 -
$158,599
3.2
$ 84,200 -
$101,000
$101,000 -
$123,400
$123;499 -
$195,999
3.3
$ 78,100 -
$ 93,700
$ 93,700 -
$114,500
$114599 -
$135399
4.1
$ 70,400 -
$ 84,400
$ 84,400 -
$103,200
$193,299 -
$117 ,300
4.2
$ 61,200 -
$ 73,400
$ 73,400 -
$ 89,800
$84,599 -
$192,999
4.3
$ 53,600 -
$ 64,400
$ 64,400
$ 78,700
$78,799 -
$ 84;499
5.1
$ 47,500 -
$ 57,000
$ 57,000 -
$ 69,600
$69,600 -
$39199
5.2
$ 41,900 -
$ 50,200
$ 50,200 -
$ 61,400
$63;499 -
$ 69,899
5.3
$ 37,700 -
$ 45,200
$ 45,200 -
$ 55,200
$ 55,299 -
$ 62,899
6.1
$ 33,700 -
$ 40,400
$ 40,400 -
$ 49,400
$ 95,499 -
$ 53,999
6.2
$ 30,500 -
$ 36,600
$ 36,600 -
$ 44,800
$ 94,899 -
$ 48;899
6-54930 20 (Amended)
Page 14
6.3 1 $ 28,100 - $ 33,800 1 $ 33,800 - $ 41,300 1$41399 - $ 45,000
C. The "Market', "Target", and "Premium" range segments designated in the pay grade
& range structure shall be defined as follows:
"Market" - a range of compensation associated with the basic knowledge, skills, and
capabilities commonly found in the labor market or the performance of all job
responsibilities consistent with general market expectations.
"Target„ - a range of compensation associated with extensive knowledge, expertise,
skills, or capabilities or the performance of all job responsibilities that fully and
consistently meets the high performance standards and core values of the City of
Dublin.
Pay Grade
Premium
1_1
$207,100
= $244,800
1.2
$184,600
= $218,200
2_1
$162,100
= $191,600
2_2
$148,100
= $175,050
3_1
$134,100
= $158,500
3_2
$123,400
= $145,900
3_3
$114,500
= $135,300
4_1
$103,200
= $117,300
4_2
$89,800
= $102,000
4_3
$78,700
= 89,400
5_1
$69,600
= 79,100
5_2
$61,400
= 69,800
5_3
$55,200
= 62,800
6-54930 20 (Amended)
Page 15
6.1
$49,400 = 53,900
6.2
$44,800 = 48,800
6.3
$41,300 = 45,000
"Premium" - a range of compensation associated with unique, special, or exceptional
knowledge, skills, capabilities or expertise, which may be in short supply due to market
conditions, or performance that meets defined criteria of exceptional and premium
value and which is widely recognized throughout the organization because of the value-
added contribution it represents. This segment is only for a small percentage of the
City workforce and placement within this segment shall be a rare occurrence.
D. The City Manager shall have the authority to approve pay adjustments within the pay
ranges established in this ordinance. These pay adjustments shall be based on the
6-54930 20 (Amended)
Page 16
employee's performance, conduct, and position in his/her pay range, as described
below.
1. Employees in the "market" segment of their pay range, whose performance
meets the City's standards and who consistently demonstrate the core values
of the organization, shall be eligible for larger and, if warranted by performance,
more frequent pay adjustments to move them into the "target" segment of their
ranges within a reasonable period of time.
2. Employees in the "target" segment of their pay ranges shall be eligible for
normal adjustments to remain competitive with the local job market, provided
their performance meets the City's standards and they consistently demonstrate
the core values of the City. Once an employee reaches the maximum of his/her
"target" segment, the employee shall no longer be eligible for pay adjustments
unless he/she is approved for entrance into the "Premium" segment.
3. Employees who are approved for entrance into the "premium" segment of their
pay range will be eligible for normal pay adjustments, provided they continue
to meet defined criteria, continue to demonstrate a premium/value added
contribution, and continue to demonstrate the core values of the organization.
Gaining access to the "Premium" segment of the pay range shall be a very rare
occurrence and only a small percentage of the workforce shall be approved for
entrance into the "Premium" segment. Gaining access to the "premium"
segment shall require the approval of the City Manager, which shall be based
on substantial justification.
All pay adjustments within the existing or new wage & salary structure shall be subject
to the funding levels authorized by Council within the adopted Annual Operating Budget
and Appropriations.
In the case of new appointments, a starting rate of compensation within the "market"
or "target" segments of the range structure in Section 2, paragraph B shall be
determined by the Director of Human Resources in consultation with the hiring
manager or director and shall be based on the relative qualifications, expertise, skills,
or capabilities of the successful candidate and the existing market conditions. A starting
rate of compensation within the "premium" segment in the range structure shall require
the approval of the City Manager and shall be based on unique, special, or exceptional
qualifications, expertise, knowledge, skill, or capabilities of the successful candidate
and on existing market conditions.
G. The listing of positions and classifications in Section 2, paragraph A and the pay ranges
established in Section 2, paragraph B. shall be reviewed on a biennial basis by the
Director of Human Resources and the Director of Finance and any adjustment deemed
necessary shall be proposed by the City Manager to Council in the form of an
amendment to this ordinance. If adopted by Council, these pay ranges shall become
effective with this ordinance or any subsequent ordinance amending this ordinance.
6_54930 20 (Amended)
Page 17
H. Section 2, paragraphs A and B of this ordinance shall be amended as often as
appropriate to include new job classifications, pay grades, and pay ranges.
I. The City Manager shall determine competitive, equitable compensation rates for
Seasonal, Temporary, or other such casual employees of the City.
J. The City Manager is hereby authorized to establish "Job Families" where appropriate
for the job classifications listed in Section 2, paragraph A.
SECTION 3. MAYOR, VICE MAYOR, COUNCIL MEMBER COMPENSATION
A. The following shall be the annual rates of compensation for the Mayor, Vice Mayor and
Council Members:
Council Member Vice Mayor Mayor
$11,250 $12,250 $15,750
SECTION 4. INSTANT BONUS PROGRAM
A. All employees serving in Full-time permanent, Part-time permanent, Seasonal,
Temporary, and Intermittent positions, not including interns, shall be eligible for a
bonus in accordance with the following terms and conditions:
1. Each Department may give bonuses to reward an individual employee or a
team of employees for an exceptional effort in implementing and completing
a project or program that:
(a) Significantly enhances the efficiency or effectiveness of the City
operations, or;
(b) Significantly exceeds expectations in the areas of performance or
customer service, or;
(c) Demonstrates innovation or creativity in government.
2. Bonuses shall be awarded immediately, not at the end of the year.
3. An individual employee may be eligible for one instant bonus in any calendar
year. The maximum bonus amount shall not exceed $1,000.00; however, the
typical bonus will be in the area of $250.00.
4. Bonuses may be awarded upon written request of the employee's supervisor,
division director or department director, detailing the employee's achievement
and recommending a bonus amount. The bonus shall not be awarded unless
approved by the department director and the City Manager.
6_54930 20 (Amended)
Page 18
5. In the event the division director and department director believe that time
off with pay would be a more effective reward for excellence under this
program, and the time off will not negatively affect the operation of the
division, the employee may be awarded up to eight (8) hours of paid leave in
lieu of a monetary bonus.
6. The employee is not to be informed of the bonus until it is approved by the
City Manager.
7. To be eligible for a bonus, the employee must demonstrate a clearly
exceptional level of effort and achieve an outcome that is superior.
8. The department director must validate that enough funds remain in the
department's payroll budget to support the awarding of a bonus.
SECTION 5. HOLIDAYS
A. The following are hereby designated as the City of Dublin's observed holidays:
New Year's Day
Dr. Martin Luther King, Jr. Day
President's Day
Memorial Day
Independence Day
Labor Day
Veterans Day
Thanksgiving Day
Christmas Day
B. Employees serving in Full -Time or Part -Time Permanent positions shall be compensated
as follows when any of the above referenced holidays are observed on such an
employee's regularly scheduled work day:
1. Employees serving in Full -Time Permanent positions shall be paid for a
maximum of eight (8) hours on each holiday.
2. Employees serving in Part -Time Permanent positions shall be paid prorated
number of hours based on their average daily work rate. For example, a part-
time employee who averages 6 hours per work day shall receive 6 hours of
holiday pay. This average is determined by an average of hours worked per
working day over the six pay periods prior to the pay period in which the holiday
occurs.
C. For non-exempt employees serving in Full -Time Permanent positions, should one of the
above referenced holidays be celebrated on such an employee's regularly scheduled
day off, and such employee is not required to work the holiday, such employee shall
take the next regularly scheduled work day off and receive eight (8) hours of holiday
6_54930 20 (Amended)
Page 19
pay. An employee on Sick Leave the workday before or after the holiday may be
required to present a doctor's certificate in order to receive credit for the eight (8)
hours of holiday pay.
D. When a non-exempt employee serving in a Full -Time Permanent position is required to
work on a City observed holiday, the employee shall be entitled to eight hours of
straight time pay plus double time pay (or Compensatory Time) for all hours worked.
E. Should a non-exempt employee serving in a Part -Time Permanent position be required
to work on any of the above referenced observed holidays, such employee shall be
paid at the rate of double time for all hours worked on such holiday.
F. Should the Federal or State government designate a specific date or day of the week
for observation of one of the above listed holidays, the City will generally follow that
designation. For employees assigned to a Monday through Friday work schedule
(Saturday and Sunday off), when a holiday falls on a Saturday, the Friday immediately
before the holiday shall be the observed day; should the holiday fall on a Sunday, the
Monday immediately following the holiday shall be the observed day. For employees
assigned to other than a Monday through Friday work schedule (Saturday and Sunday
off), the holiday shall be celebrated on the calendar day on which the holiday actually
falls.
SECTION 6. PERSONAL LEAVE
A. Effective the first pay period of each payroll calendar year, all existing employees
serving in Full -Time Permanent positions, and who are in full pay status at such time
(i.e. on duty or on approved leave with pay) shall receive five (5) days (40 hours) of
Personal Leave. However, new employees appointed during the year shall receive a
pro -rated allocation of Personal Leave in accordance with the following schedule:
Timeframe Appointed
Personal Leave Allocation
January 1 through March 31
40 Hours (5 days)
April 1 through June 30
32 Hours (4 days)
July 1 through September 30
20 Hours (2.5 days)
October 1 through November 30
8 Hours (1 day)
December 1 or later
None
Personal Leave shall be used at the employee's discretion, provided that it is approved
in advance by the employee's Department/Division Head via the use of the appropriate
6_54930 20 (Amended)
Page 20
time keeping system. Personal Leave shall be used within the same payroll calendar
year in which it is allocated and shall not be carried over to the next payroll calendar
year.
B. In the event that an employee is not in full pay status at the time Personal Leave is
normally allocated to each employee, yet returns to full pay status at some point
thereafter, the amount of that employee's Personal Leave allocation shall be pro -rated.
(An employee on an approved disability leave receiving 70% of his/her normal
wages/salary shall be regarded as being in full -pay status and would, therefore, receive
the full Personal Leave allocation.) For every pay period the employee has been in less
than full pay status, 1.54 hours of Personal Leave shall be deducted from the normal
40 -hour annual allocation.
C. In the event that an employee is laid off from City service, said employee shall be
compensated for all unused personnel leave at the rate of pay in effect at the time of
layoff. For any other form of separation, no compensation will be provided to the
employee for unused personal leave.
D. Personal Leave shall not be used to artificially extend the separation date of an
employee who has resigned from employment with the City. The effective date of the
employee's resignation from employment shall be the same as the employee's last day
worked.
E. Effective the first pay period in each payroll calendar year, all existing employees
serving in Part -Time Permanent positions shall receive an amount of Personal Leave
equal to the average number of hours worked per week in the previous 12 months.
For example, if the employee averages 30 hours per week in the previous 12 months,
then they shall receive 30 hours of Personal Leave. Employees who do not have a full
12 months of employment with the city, shall receive 16 hours of Personal Leave.
However, new employees appointed during the year shall receive a pro -rated allocation
of Personal Leave in accordance with the following schedule on their effective date of
hire:
Timeframe Appointed
Personal Leave Allocation
January 1 through June 30
16 Hours (2 days)
June 30 through November 30
8 Hours 1 ay
December 1 or later
None
Personal Leave shall be used within the same payroll calendar year in which it is
allocated and shall not be carried over to the next payroll calendar year.
SECTION 7. SICK LEAVE
6_54930 20 (Amended)
Page 21
A. All employees serving in Full -Time Permanent positions shall be entitled to Sick Leave
with pay for those reasons listed in Section 33.47 of the Dublin Codified Ordinances.
B. Any employee of the City, other than an elective officer, who has an accrued but unused
Sick Leave balance from the State of Ohio or any political subdivision of the State of
Ohio, and who is eligible to earn Sick Leave with the City of Dublin, shall be entitled to
have this accrued but unused Sick Leave balance from these employers transferred for
use with the City of Dublin, provided that said employee is hired by the City of Dublin
within ten (10) years after his/her date of resignation/separation from any of these
past employers with the State or any political subdivision thereof. New employees hired
on or after January 1, 2007, whose Sick Leave is transferred from another public
employer, must first use Sick Leave accrued with the City of Dublin prior to using his/her
transferred balance. In addition, after January 1, 2007, any newly hired employee's
transferred Sick Leave, to include that previously accrued during former employment
with the City of Dublin, shall not be eligible for conversion to a cash payment either on
an annual basis or upon separation.
C. For employees serving in Full -Time Permanent positions, Sick leave shall accrue at the
rate of 2.77 hours per pay period (9 days/72 hours per year). An employee shall not
earn the full Sick Leave accrual in a given pay period unless he/she is in full pay status
for the entire pay period (i.e. on duty or on approved leave with pay). (An employee
on an approved disability leave receiving 70% of his/her normal wages/salary shall be
regarded as being in full -pay status and would, therefore, receive the full Sick Leave
accrual.) In the event an employee is not in full pay status for an entire pay period,
he/she shall accrue Sick Leave at the rate of .034 hours for each one (1) hour in full
pay status during the pay period.
D. For employees serving in Part -Time Permanent positions, the 9 days (72 hours) per
year Sick Leave accrual shall be pro -rated (0.034 per hour) in relation to the average
number of hours the employee works per week. Sick leave is not accrued for time
worked over 40 hours in a workweek.
E. If any employee fails to submit adequate proof of illness, injury, or death in the
immediate family when requested by the City under the provisions of Section 33.47 of
the Dublin Codified Ordinances; or in the event that such proof is submitted but does
not provide satisfactory evidence, such leave shall be considered unauthorized leave
and shall be without pay.
F. An employee who separates service, in good standing (employee's separation must not
be for "just cause'), shall be entitled to convert a portion of his/her unused Sick Leave
balance to a cash payment at time of separation. The rate of pay for such accrued
unused Sick Leave shall be the employee's standard hourly rate of pay at separation
multiplied by one-third (1/3) of the total number of accrued unused Sick Leave hours
requested, which were accrued as an employee of the City of Dublin, up to a maximum
payment for 700 hours. The election to convert Sick Leave to cash must be made prior
to separation of employment and this payment shall be part of the employee's final
6_54930 20 (Amended)
Page 22
pay. The number of unused sick leave hours that are converted to cash at this 1/3 rate,
under this provision, are considered executed and therefore unavailable for transfer to
any other State of Ohio agency or subdivision thereof.
G. Sick leave shall accrue without limitation.
H. At the end of each payroll calendar year, an employee may choose to convert a portion
of his/her accrued but unused Sick Leave to a cash payment, subject to all of the
following conditions:
1. The employee must have a minimum balance of 80 hours or more after
conversation at the end of the payroll calendar year;
_4.Q_ eff less; ef Siek Leaye usage fGF the past 12 FneRths as ef the eRd A
�2_ _The employee may convert no more than 28 hours of Sick Leave to pay;
2-3. Sick Leave shall be converted at the rate of one (1) hour of Sick Leave
to one (1) hour of pay at the straight time hourly rate of pay;
-3-.4. Once Sick Leave is converted to pay, it shall not be converted back to
sick leave.
Should an employee exercise this conversion option, it shall be his/her responsibility to
provide notification to the Department of Finance in the prescribed manner, indicating
the number of hours he/she wishes to convert to cash, by the due date established by
the City . The cash conversion shall then be paid to the employee in the first pay period
in the new payroll calendar year. If the employee's employment is terminated for any
reason prior to the first pay period in the new calendar year, this provision shall not
apply and the employee shall be subject to the provision of Section 7. F., above.
I. If an employee is killed while performing his/her authorized, assigned job duties,
his/her surviving spouse, or secondarily, his/her estate, shall be paid for one hundred
percent (100%) of the value of the employee's accrued but unused sick leave, at the
standard hourly rate in effect at the time of death. The amount so paid shall constitute
payment in full for all accrued and unused sick leave credited to the employee.
SECTION S. BEREAVEMENT LEAVE
A. All employees serving in Full -Time Permanent positions shall be entitled to three (3)
days of Bereavement Leave for each death of a family member. Family member is defined as
spouse, son, daughter, brother, sister, father, mother, legal guardian, person who stands in
place of a mother or father, grandmother, grandfather, grandson, granddaughter, mother-in-
law, father-in-law, daughter-in-law, son-in-law, brother-in-law, sister-in-law, grandmother -in-
law, grandfather -in-law, stepmother, stepfather, stepbrother, stepsister, stepson,
6_54930 20 (Amended)
Page 23
stepdaughter, half-brother, half-sister, aunt, uncle, or any other relative living in the
employee's home as specified in Section 33.48 (E) of the Dublin Codified Ordinances.
SECTION 9. VACATION LEAVE
A. All employees serving in Full -Time Permanent positions shall accrue Vacation Leave in
accordance with the following schedule:
Completed Years of
Public Service
0 up to 1 Year
1 up to 4 Years
4 up to 9 Years
9 up to 15 Years
15 up to 20 Years
20 Years or more
Accrued Vacation
Hours per Year
40 Hours
108 Hours
142 Hours
182 Hours
208 Hours
246 Hours
B. An employee who has prior public service with any state government or any political
subdivision thereof, may receive credit for his/her prior service with these employers
for the purpose of computing the amount of his/her vacation leave with the City of
Dublin, if the nature of said service is relevant to the nature of his/her service with the
City of Dublin. The employee must notify the City within 30 days of hire and provide
documented proof of prior public service within 90 days of hire with the City of Dublin.
C. A new employee of the City with less than one (1) year of prior public service as
identified under Section 8 B above, shall not, within the first six (6) months of his/her
employment with the City, use vacation leave and, during the remaining six (6) of
his/her first year of employment, said employee shall be entitled to use up to a
maximum of 40 hours of vacation leave.
D. A new employee of the City with more than one (1) year of prior public service as
identified under Section 8 B above, shall be entitled to use vacation leave after the
mid -point of his/her probationary period.
E. An employee shall not earn his/her full Vacation Leave accrual in a given pay period
unless he/she is in full pay status (i.e. on duty or on approved leave with pay) in the
entire pay period. In addition, an employee on approved disability leave shall not
accrue Vacation Leave for the duration of such leave. In the event an employee is not
in full pay status during the entire pay period, he/she shall accrue Vacation Leave on a
pro -rated basis taking into account the number of hours in full pay status during the
pay period and his/her rate of accrual at that given time. The formula for pro -rating
the employee's accrual under such circumstances shall be the number of hours in full
pay status multiplied by the converted hourly accrual rate.
F. Procedures governing the use and approval of vacation leave are contained within
Section 33.46 of the Dublin Codified Ordinances.
6_54930 20 (Amended)
Page 24
G. An employee with fewer than 11 completed years of public service may automatically
carry over, from one payroll calendar year to another, a maximum of 160 hours of
unused Vacation Leave. An employee with 11 through 19 years of completed public
service may automatically carry over 200 hours of unused Vacation Leave from one
payroll calendar year to another. An employee with 20 or more years of completed
public service may automatically carry over 240 hours of unused Vacation Leave from
one payroll calendar year to another. In the event that an employee is precluded from
using Vacation Leave because he/she was on an approved disability leave, the City
Manager may allow such employee to carry over more Vacation Leave than the
maximum normally allowable. Such authorization shall be obtained from the City
Manager in the advance of any such carry over.
H. Upon separation or termination of employment, layoff, or death of the employee,
unused Vacation Leave shall be converted to a cash payment at the rate of 100%. In
addition, the conversion of Vacation Leave is permitted on an annual basis in
accordance with the following terms and conditions:
1. Employees at the Executive level, as identified in Section 14 C of this ordinance
under the "Executive" heading, shall be permitted to convert a maximum of 160
hours of unused Vacation Leave to cash at the end of each payroll calendar
year. The calculation for the conversion of Vacation Leave under these
circumstances shall be the Director's calculated hourly rate of pay multiplied by
the number of hours to be converted.
2. Employees below the Executive level shall be permitted to convert a maximum
of 40 hours of their unused Vacation Leave at the end of the payroll calendar
year if the employee has 11 or more years of completed public service and has
a minimum Vacation Leave balance of 120 hours at the end of the payroll
calendar year. The calculation for the conversion of Vacation Leave under these
circumstances shall be the employee's normal hourly rate of pay multiplied by
the number of hours to be converted.
3. Should an employee, other than those at the Executive Level, fail to use a
minimum of 40 hours of Vacation Leave prior to the end of the payroll calendar
year, he/she shall be ineligible for the conversion of any Vacation Leave at the
end of the payroll calendar year.
In the event that an eligible employee (director or non -director) wishes to exercise the
above-mentioned conversion option at the end of a payroll calendar year, it shall be
his/her responsibility provide notification to the Department of Finance in the
prescribed manner, indicating the number of hours he/she wishes to convert to cash,
by the due date established by the City. The cash conversion shall be paid to the
employee on the scheduled pay date at the conclusion of the last pay period in the
payroll calendar year.
6_54930 20 (Amended)
Page 25
I. If a non-exempt employee is ordered to work while on approved vacation leave, he/she
shall be paid the rate of double-time, with a minimum guarantee of four (4) hours pay
for each such call in.
1. Vacation leave may be taken in minimum multiples of one-quarter hour.
K. The City shall determine the method of crediting vacation leave.
L. Vacation leave shall not be used to artificially extend the separation date of an
employee who has resigned from employment with the City. The effective date of the
employee's resignation shall be the same as the employee's last day worked.
SECTION 10. LONGEVITY PAY
A. All employees serving in Full -Time Permanent positions shall be entitled to longevity
pay in accordance with the following schedule, provided that all complete years of
service are consecutive and have been accumulated in Full -Time Permanent positions:
Completed, Consecutive Years of
Service in Full -Time Permanent
Positions with the City of Dublin
Amount
Four 4 through Six 6 Years
$950
Seven 7 through Ten 10 Years
$1,150
Eleven 11 through Fourteen 14 Years
$1,450
Fifteen 15 through Nineteen 19 Years
$1,700
Twenty 20 or More Years
$1,900
B. Employees shall become eligible for their longevity payment on the anniversary date of
their appointment and must be in an active status on that date. The employee shall
actually receive such longevity payment the following pay period and such payment
shall be in a lump sum included in the employee's regular payroll deposit. The payroll
deposit in which the longevity payment is included shall be taxed at the employee's
existing W-4 rate.
C. In the event an employee is on Leave without Pay for more than six (6) months within
the particular year for which the employee would normally be entitled to longevity pay,
he/she shall forfeit his/her entitlement to such pay.
SECTION 11. MEDICAL, DENTAL, VISION, LIFE INSURANCE BENEFITS
A. The City shall make available group medical, prescription drug, dental, and vision
benefits to all employees serving in Full -Time Permanent positions and their
dependents and to all Council Members and dependents in accordance with the City's
Plan Documents. These benefits are described in full detail in the City's Summary Plan
Documents and are made available subject to the plan design and required deductibles,
6_54930 20 (Amended)
Page 26
co -payments, co-insurance, and annual out-of-pocket maximums, etc. identified in the
Summary Plan Documents.
B. The City will provide health insurance coverage to Employees through a high
deductible, health savings account (HSA). For employees and covered spouses (if
applicable) enrolled in and meeting the requirements the City's health management
program ("Healthy by Choice Plus '�, the City will make annual contributions to each
participating employee's health savings account based on the coverage level (single or
family) and participation in the City's Healthy by Choice (HBC) Plus program. The
benefit plan provides participation -based and results -based wellness incentives to help
offset the employee deductible amounts under this plan design ($2,500 — single
coverage, $5,000 — Family Coverage w/o spouse, $5,000 — family coverage). Each
employee has the opportunity to earn results -based wellness incentives in relation to
four key health factors (blood pressure, cholesterol, body mass index/waist
circumference, non -tobacco use) in the form of additional financial contributions to
their Health Savings Accounts (HSA's).
C. Tobacco Use Premium Surcharge. A tobacco use premium surcharge of 15% of
the premium equivalent based on the level of single coverage for tobacco use if either
the employee or covered spouse uses tobacco. In the event that both the employee
and the spouse use tobacco, then a premium surcharge of 15% of the premium
equivalent based the level of single coverage shall be separately applied to both the
employee and the spouse. The employee and/or spouse may make a request for an
alternative standard during open enrollment and the City will work with an employee
(and, if they wish, the employee's doctor) to earn the same reward by different means.
This tobacco use premium will be waived for the tobacco user if the tobacco user
successfully participates in an alternative standard as prescribed under the City's
"Healthy by Choice" program. If coverage is elected and an alternative standard is not
requested and completed, then the premium surcharge for tobacco use will be charged
through payroll deduction evenly over the year.
D. Effective January 1, 2018 the City's Annual HSA contribution will become automatic and
will no longer be tied to the Wellness Program. These automatic payments will occur
over three equal installments in January, May and September to each employee's
Health Savings Account who are covered by the City Health Insurance Plan based upon
the coverage level. The annual amounts will be:
Single Coverage: $1,875
Family Coverage w/o Spouse: $3,750
Family Coverage w/Spouse: $3,750
Effective January 1, 2018 The City will charge a premium for medical coverage at the
following base rates:
Single Coverage: $1,875
Family Coverage w/o spouse $1,875
6_54930 20 (Amended)
Family Coverage w/ spouse: $3,750
Page 27
These premiums can be waived depending on the employee's and spouse's, if
applicable, participation in the Healthy by Choice wellness program and meeting its
associated standards as follows:
Participation Based Premium Waiver
Single Coverage: $750
Family w/o Spouse Coverage: $750
Family w/Spouse Coverage: $1,500
Results Based Premium Waiver
$225 per health factor for blood pressure, cholesterol and tobacco -free status
$450 per health factor for BMI/waist circumference
Participating employees hired during the year shall have the City's contribution to their
HSA or HRA based on their participation of the HBC program in that initial year. The
premium and waiver of the premium associated with the wellness program will be
based on the enrollment period for the HBC program in the initial year.
E. The City shall make available group term life insurance and accidental death and
dismemberment insurance coverage to all employees serving in Full -Time Permanent
positions in accordance with the City's Plan Documents, with no contribution on the
part of employee. The City shall provide coverage in the amount of 1.5 times the
employee's base annual compensation rate in effect as of December 31't of each year,
with a minimum coverage level of $50,000 and a maximum coverage level of
$150,000.00.
F. The City shall make available group Short -Term Disability benefits to all employees
serving in Full -Time Permanent positions. The benefits under this Short -Term Disability
program shall begin after seven (7) consecutive work days of absence due to a disabling
medical condition and shall provide disability income protection at 70% of normal
wages/salary up to a maximum of 24 weeks for an approved disability, with the ability
to supplement said disability income level up to 100% of normal wages/salary through
the use of the employee's Sick Leave, Personal Leave, Vacation Leave, or
Compensatory Time banks. Employees on approved disability leave at 70% income
replacement shall be regarded as being in full pay status and, therefore, they shall not
be required to pay for the continuation of their Medical, Dental, and Vision benefits
through the duration of the approved disability leave. Short Term Disability shall run
concurrent to the provisions and entitlements provided by the Family Medical Leave
Act (FMLA), if applicable. Short Term Disability Benefits paid to an employee over a
lifetime shall not exceed one year (2,080 hours) maximum.
SECTION 12. TUITION REIMBURSEMENT
6_54930 20 (Amended)
Page 28
A. All employees serving in Full -Time Permanent positions shall be eligible to participate
in the City' Tuition Reimbursement Program. Under this program, each employee shall
be eligible for a maximum of Three Thousand Dollars ($3,000) in reimbursement per
calendar year for fees and required textbooks, and courses of instruction voluntarily
undertaken. Courses of instruction eligible for reimbursement under this program shall
include courses necessary for job-related degree programs or courses of study not
necessarily within a job-related degree program but which are still job related. In
addition, only course work provided by a recognized institution (e.g. college, university,
community college, post -secondary technical school, etc.) shall be eligible for
reimbursement under this program.
B. All coursework subject to potential reimbursement shall be transmitted, in advance and
through the employee's Department/Division Head, to the Director of Human Resources
for approval. The Department/Division Head shall provide a written recommendation
concerning approval/disapproval of the request at time of transmittal to the Director of
Human Resources. If practicable, an employee shall make application for approval of
the course work at least fifteen (15) days prior to commencement of the course of
study. The Director of Human Resources shall evaluate the employee's
coursework/degree program for job -relatedness and shall notify the employee, in
writing, regarding his approval/disapproval of said coursework/degree program on that
basis. An employee may receive blanket approval for an entire degree program or a
continuing course of study if all courses within the program are identified. If all or part
of the program is approved, the employee need not reapply for approval for each
course within the portion(s) approved. If the Director of Human Resources disapproves
all or part of the program/coursework, the employee may appeal, in writing, such
disapproval directly to the City Manager within 72 hours of notification from the Director
of Human Resources. The City Manager will issue a written decision on the employee's
appeal within five (5) working days of receiving the appeal.
C. Courses are to be taken on other than scheduled working hours, unless approval is
obtained from the appropriate Department/Division Head, Director of Human
Resources, and the City Manager to take such courses on work time.
D. Reimbursement shall be made upon successful completion of the course with a grade
of C (2.00) or better. The employee shall submit an official transcript or certificate
demonstrating successful completion of the course and a receipt from the institution
confirming the employee has paid for tuition, fees, and required textbooks. Any
financial assistance available to an employee shall be deducted from the amount of
tuition reimbursement that would otherwise be applied. The employee shall not be
reimbursed for incidental expenses such as paper or supplies, mileage, parking, meals,
or other expenses other than tuition, fees, and required textbooks.
E. In the event that an employee receives reimbursement under this program and
voluntarily separates service with the City within the first year following reimbursement,
he/she shall pay 100% of the reimbursement back to the City. Furthermore, in the
event an employee voluntarily separates service during the second year following
6_54930 20 (Amended)
Page 29
reimbursement, he/she shall pay 50% of the reimbursement back to the City. Should
an employee have a tuition reimbursement payback obligation to the City, such
obligation will be recouped by the City pursuant to the terms of a repayment agreement
entered into between the City and the employee at the time of application. Any
remaining obligations, if any, must be satisfied within one (1) year of the employee
separation date. In addition to being indebted to the City of Dublin, which may result
in collection actions, failure to fully satisfy such obligation by the former employee may
generate an adverse recommendation in response to future reference checks by
prospective employers.
SECTION 13. TEMPORARY WORK ASSIGNMENT
A. When an employee is designated by a Director or the City Manager to perform higher-
level duties outside the scope of his/her established job classification for a period of
more than ten (10) consecutive work days, the employee shall be compensated at a
higher rate of pay beginning on the eleventh (11t1) day and extending for the duration
of the assignment. However, if in the judgment of the City Manager, circumstances
warrant a temporary pay supplement retroactive to the date the employee first
assumed the higher-level duties, the City Manager shall have the discretion to award
such retroactively. Upon the determination to award a temporary pay supplement, the
Director of Human Resources, in consultation with the Department Director, shall set
an appropriate percentage increase reflective of the higher level duties to be performed
not to exceed 10% of the employee's current rate of pay. If unusual circumstances
exist to justify a higher rate of pay an exception for unusual circumstances must be
supported by substantial written justification and submitted to the City Manager for
approval. Under no circumstances shall the increased rate of pay exceed the "target'
maximum of the pay grade associated with the higher-level duties. When an employee
is designated to perform the duties of a Director position on an interim basis, the City
Manager, on a case-by-case basis, shall have the discretion to award a temporary pay
supplement in an amount greater than the normal pay adjustment established for that
particular year, yet appropriate to the individual merits/circumstances of each situation.
SECTION 14. OVERTIME/COMPENSATORY TIME
A. Non-exempt employees whose normal workweek consists of 40 hours based on five
(5) consecutive eight (8) hour workdays who work or are in paid status in excess of
eight (8) hours on any workday, shall be compensated at the rate of time -and -one-
half the non-exempt employee's regular hourly rate of pay for each overtime hour
worked.
B. Non -Exempt employees who are on an approved Alternative Work Schedule, pursuant
to an Administrative Order issued and controlled by the City Manager in keeping with
Section 33.44 of the Dublin Codified Ordinances, who work or are in a paid status in
excess of their normally approved work hours for that workday, usually nine (9) or
6_54930 20 (Amended)
Page 30
ten (10) hours, shall be compensated at the rate of time -and -one-half the non-exempt
employee's regular hourly rate of pay for each overtime hour worked.
C. In accordance with the governing provisions of the Fair Labor Standards Act (F.L.S.A.),
the following job classifications have been designated as Exempt under one of the
following exemption categories, and the employees serving in these classifications do
not receive overtime compensation or formal compensatory time:
6_54930 20 (Amended)
City Manager
Deputy City Manager/Chief Operating Officer
Deputy City Manager/Chief Finance and
Development Officer
Assistant City Manager / Chief Strategy and
Innovation Officer
Chief Information Officer
Chief of Police
Deputy Chief of Police
Deputy Director of Finance
Deputy Director, Engineering
Deputy Director, Transportation and Mobility
Director of Asset Management & Support
Services
Director of Building Standards
Director of Communications and Public
Information
Director of Community Events
Director of Court Services
Director of Economic Development
Director of Engineering
Director of Facilities and Fleet Management
Director of Finance
Director of Human Resources
Director of Information Technology
Director of Outreach and Engagement
Director of Parks and Recreation
Director of Performance Analytics
Director of Planning
Director of Public Service
Director of Recreation Services
Director of Taxation
Director of Transportation and Mobility
Police Lieutenant
Tech Service Bureau Commander GiE�
Page 31
Accreditation Manager
Accountant
Adaptive Recreation Coordinator
Budget Manager
Benefits Administrator
City Forester
City Horticulturist
Chief Accountant
Clerk of Council
Code Enforcement Supervisor
Communications Manager
Digital and Brand Manager
Digital and Graphic Designer
Economic Development Administrator
Emergency Mgt. Coord./Law Enf. Planner
Engineering Manager
Event Administrator
Event Coordinator
Financial Analyst
Fleet efManager
Government and International Relations Manager
Human Resource Manager
Human Resource Business Partner
Human Resource Coordinator
Landscape Architect Manager
Management Assisa ,Analyst
Membership Services Coordinator
Multi -Media Communications Specialist
Nature Education Coordinator
Operations Administrator
Operations Manager
Payroll Specialist
Planner I
Planner II
Planning Manager
Public Information Officer
Public Affairs Officer
Recreation Operations Supervisor
Recreation Program Coordinator
Recreation Program Supervisor
Recreation Services Administrator
Safety Administrator/Risk Manager
Senior Economic Development Administrator
Senior Planner
Senior Public Information Officer
Tax Manager
Theater Supervisor
Talent Development and Traininc
6-54930 20 (Amended)
Page 32
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Tax Manager
Volunteer Resources Coordinator
Wellness and Benefits Coordinator
SepAee
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Recreational
Professional & Computer -Related
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Civil Engineer I
6-54930 20 (Amended)
Civil Engineer II
Construction Manaoer
Commercial Plans Examiner
Data Manager
Information Technology Project Leader
Network Administrator
Network Engineer
Network Operations Manager
Senior Civil Engineer
Page 33
In accordance with the governing provisions of the Fair Labor Standards Act (F.L.S.A.), the
following job classifications have been designated as Non -Exempt and the employees serving
in these classifications are entitled to overtime compensation or formal compensatory time:
Accounting Assistant
Accounting Specialist
Corporate Tax Auditor
Accounting Specialist — Tax
Administrative Support I
Administrative Support II
Administrative Support III
Assistant Forester
Assistant Horticulturist
Auditor
Building Inspector
Code Enforcement Officer
Communications Supervisor
Contract and Procurement Coordinator
Court Clerk
Court Liaison
Crew Supervisor
Data Analyst
Deputy Clerk of Council
Development Review Specialist I
Development Specialist II
Diversion Officer
Electrical Inspector
Electrical Worker
Engineering Technician I
Engineering Technician II
Engineering Project Inspector
Events Assistant
Facilities Systems Specialist
Fleet Technician II
Landscape Architect
Permit Technician
Planning Technician
Police Property Technician
Quality Control Manager
Records Retention Technician
Records Supervisor
Records Technician II
Records Technician I
Recreation Operations Specialist
Residential Plans Examiner
Review Services Coordinator
Risk Management Assistant
Senior Accounting Specialist
Senior Building Inspector
Senior Data Analyst
Support Services Analyst
Zoning Inspector
6_54930 20 (Amended)
Page 34
D. Pursuant to the Fair Labor Standards Act, the City shall grant a non-exempt employee
compensatory time off in lieu of overtime pay, at the rate of time -and -one-half for
each overtime hour worked, if the supervisor and employee agree prior to work
commencing that compensatory time will be earned in lieu of cash compensation.
Each non-exempt employee may accrue a maximum compensatory time bank of 160
hours and may not earn more than 160 hours of compensatory time in a calendar
year. After a non-exempt employee has accrued this maximum compensatory time
bank, and not used it as leave, all additional overtime for such employee shall be paid
at the rate of time -and -one-half. If at the end of each payroll year, a non-exempt
employee has 120 hours of compensatory time in his/her compensatory time bank,
he/she shall be permitted to convert up to 50 hours of compensatory time in said bank
to cash. The calculation for converting Compensatory Time to cash shall be the
employee's established hourly rate of pay multiplied by the number of hours the
employee desires to convert. In the event the employee wishes to exercise this option,
it shall be his/her responsibility to forward a memorandum to the Department of
Finance specifying the number of hours he/she wishes to convert to cash, prior to the
end of the year. The cash conversion shall then be paid in a lump sum in the
employee's regular payroll deposit, which shall be forwarded to the employee on the
scheduled pay date at the conclusion of the first pay period in the new payroll year.
The payroll deposit in which this conversion payment is included shall be taxed at the
employee's existing W-4 rate.
E. Pursuant to the Fair Labor Standards Act, an employee with accumulated
compensatory time may request leave and shall be granted such leave so long as the
granting of said leave does not unduly disrupt City operations.
F. Pursuant to the Fair Labor Standards Act, all non-exempt employees shall, upon
termination, be paid for all accumulated compensatory time at an hourly rate not less
than the average rate received by the non-exempt employee over the last three (3)
years of employment or the final regular hourly rate, whichever is greater. In the
event of an employee's death, such compensation shall be paid to the employee's
surviving spouse or, secondarily, his/her estate.
G. When a non-exempt fulltime permanent employee is required or requested by an
appropriate supervisor to work on the employee's first or second regular day off within
such employee's scheduled workweek, the employee shall be compensated as follows.
Employees shall be compensated at a rate of time -and -one-half (11/2) for all authorized
hours worked on their first regular day off. When an employee works with approval
from an appropriate supervisor their second regular day off and the employee has
actually worked or has been in paid status each of the previous six days, that employee
shall be compensated at the rate of double-time for all hours worked on the second
regular day off. The work period on the second day off must be separate and distinct
from the previous six days and recorded by clocking in on the second regular day off.
If an employee works their second regular day off and they have not met the above
criteria, their second regular day off shall be compensated at the rate of time -and -
one -half. When situations arise requiring an employee to clock in on the first regular
6_54930 20 (Amended)
Page 35
day off prior to midnight and work crosses over midnight into the second regular day
off, the rate of pay shall remain at time -and -one-half (11/2) for the first 8 hours of
work as this is considered one work period. Any hours worked in excess of 8 hours in
this specific situation shall be compensated at the double-time rate.
H. When a non-exempt employee is either called in or scheduled in advance for work by
an appropriate supervisor, and the employee reports for said work more than 30
minutes after the completion of the regularly scheduled work hours, the employee
shall be paid for a minimum of three (3) hours at the appropriate overtime rate or be
credited with a minimum of three (3) hours of compensatory time at the appropriate
rate.
I. Pursuant to the Fair Labor Standards Act, exempt employees are not entitled to
overtime pay or formal compensatory time. However, the policy of the City shall be
to allow Exempt personnel to take a limited amount of time off from their duties during
normal business hours, if they have been required to devote considerable time in
excess of the normally required time commitment associated with the nature of their
positions, provided they comply with the administrative guidelines of the City Manager
regarding taking such time off from their duties.
SECTION 15. SHIFT DIFFERENTIAL
A. On the effective date of this ordinance, shift differential pay shall be provided to full
time nonexempt permanent employees as indicated below at a rate of $1.10 per hour
with the exception of hours in paid status while on approved leave.
B. For employees regularly assigned to first shift, shift differential shall not apply except
when assigned to snow removal operations which runs from the 1't Tuesday of
November through April. Because the implementation of snow shifts causes an actual
change in work shifts, when employees regularly assigned to first shift work on snow
removal operations, shift differential shall apply to those hours worked between 5 p.m.
and 6:45 a.m.
C. For employees regularly assigned to second or third shift, shift differential shall be
applied to any hours worked.
D. Shift differential pay shall be applicable to actual hours worked. Shift differential shall
not be paid in addition to regular pay for any hours spent on approved paid leave, with
the exception of leave due to mandatory training, which shall qualify for shift differential
pay. Mandatory training is defined as classes/coursework where employee attendance
is required by the Division/Department Director. Time spent in optional training
programs shall not qualify for shift differential pay. If authorized overtime occurs in
conjunction with the regular workday, the shift differential, if applicable, shall be paid
for each hour of overtime worked as follows. If shift differential pay is applicable, and
overtime occurs, the shift differential pay shall be added to the base hourly rate prior
6_54930 20 (Amended)
Page 36
to computing the overtime rate. Shift differential pay will be paid on a bi-weekly basis
and will not be cumulative under any circumstance.
Due to requirements to meet minimum staffing levels in the 24-hour a day operations
of the Northwest Regional Emergency Command Center (NRECC), shift differential shall
apply to Communications Supervisors regularly assigned to first shift or an
administrative shift only for those hours worked between 6:45 p.m. and 6:45 a.m.
SECTION 16. ON DUTY PAY
All full time non-exempt permanent employees may receive On Duty pay when placed into this
status outside of their normal work hours pursuant to an Administrative Order issued by the
City Manager. The intent of this status/pay is to ensure responsiveness in the event of an
emergency requiring the call in of employees outside of normal work hours. This status shall
end when the employee is actually engaged in work at which time the appropriate pay status
will go into effect. The rate of pay when in an On Duty status shall be $1.05 per hour.
SECTION 17. COMPENSATION AND BENEFITS ELIGIBILITY CHART
The following chart is provided for quick reference when trying to determine compensation
and benefits eligibility for the various workforce categories. This chart is not intended to
replace the language contained in this ordinance and the applicable section should be
referenced and read for further guidance.
COMPENSATION /BENEFITS ELIGIBILITY CHART
EMPLOYEE CATEGORY
BENEFIT & SECTION OF
Full Time
Part Time
Non -Permanent (Temporary &
Interns
COMPENSATION PLAN
Permanent
Permanent
Seasonal
Instant Bonus
(Section 4)
Yes
Yes
Yes
No
Paid Holidays
(Section 5)
Yes
Yes
No
No
Personal Leave
(Section 6)
Yes
Prorated
No
No
Sick Leave
(Section 7)
Yes
Prorated
No
No
Bereavement Leave
(Section 8)
Yes
No
No
No
Vacation Leave
Yes
No
No
No
(Section 9)
Longevity Pay
(Section 10)
Yes
No
No
No
6_54930 20 (Amended)
Page 37
Medical, Dental, Vision, Life
Insurance
Yes
No
No
No
(Section 11)
Tuition Reimbursement
Yes
No
No
No
(Section 12)
Overtime / Compensatory
Time
(Non -Exempt Only)
Yes
Yes
Yes
Yes
(Section 14)
Double Time Eligibility
Yes
No
No
No
(Section 14)
Shift Differential
Yes
No
No
No
(Section 15)