01-04 Ordinance AMENDEDRECORD OF ORDINANCES
Ordinance No.
ao
REAS, Council has determined, upon the recommendation of the City Manager, that
i sections of Ordinance No. 98-96 (Compensation Plan for non-union personnel) be
led; and
EREAS, Council has determined that adoption of these amendments is necessary to the
inistrative/operational effectiveness of the City; and
',REAS, Council has determined that these amendments are necessary for the City to
ain a competitive position within the public sector labor market, thus aiding in the
tment and retention of high quality personnel;
OW, THEREFORE, BE IT ORDAINED by the Council of the City of Dublin, State of
hio, ~ of the elected members concurring:
Inc.
01-04 Amended Passed
AN ORDINANCE AMENDING CERTAIN SECTIONS
OF ORDINANCE NO. 98-96 (COMPENSATION PLAN)
~n 1. That Section 2. (WAGE & SALARY STRUCTURE/ADMINISTRATION),
ction A. of Ordinance No. 98-96 be amended by adding the following new job
fication titles and corresponding pay grades under the following categorical headings:
Community Relations
Classification Title Pav Grade
Community Relations Technician 5
Finance/Accounting
Classification Title Pav Grade
Payroll Specialist 6
Information Technology
Classification Title Pay Grade
Network Administrator 8
Law Enforcement
Classification Title
Police Property Technician
Recreation
Classification Title
Assistant Front Desk Supervisor
Pay Grade
5
Pav Grade
6
RECORD OF ORDINANCES
Blank, Inc.
Ordinance No
01-04 Amended Passed Page 2 20
ection 2. That Section 2. (WAGE & SALARY STRUCTURE/ADMINISTRATION),
ubsection A. of Ordinance No. 98-96 be amended by reassigning the following job
lassifications from their existing pay grades to other pay grades, as reflected in the following
Classification Existing Pay
Grade New Pay
Grade
Accounting Technician I 3 4
Assistant Horticulturist 4 5
Assistant Forester 4 5
Administrative Assistant 4 5
Executive Assistant 5 6
Community Relations Specialist 7 8
Maintenance Crew Leader 5 6
Residential Plans Examiner 6 7
GIS Analyst 6 7
Website Designer 8 9
ection 3. That Section 2 (WAGE & SALARY STRUCTURE/ADMII~lISTRATION),
ubsection A. of Ordinance No. 98-96 be amended by changing the existing Network
ngineer classification title under the Information Systems/Technological categorical heading
o Network Operations Manager.
n 4. That Section 2. (WAGE & SALARY STRUCTURE/ADMINISTRATION),
tion B. of Ordinance No. 98-96 be amended by adjusting all pay ranges contained
i by 4% at the minimum and maximum of each range, as reflected in the following
le:
SCHEDULE OF PAY GRADES & RANGES
PAY GRADE PAY RANGE
1 $23,930 - $35,896
2 $26,107 - $38,182
3 $28,482 - $41,656
4 $31,075 - $45,447
5 $34,127 - $49,582
6 $35,940 - $53,915
7 $39,212 - $58,818
8 $44,026 - $64,387
RECORD OF ORDINANCES
Dayton Legal Blank, Inc. Form No. 30043
Ordinance No. 01-04 Amended passed Page 3 20
9 $48,031 - $70,246
10 $52,402 - $76,640
11 $57,173 - $83,613
12 $62,375 - $91,223
13 $68,051 - $99,524
:ion 5. That Section 2. (WAGE & SALARY STRUCTURE/ADMIMSTRATION),
~ection E. of Ordinance No. 98-96 be amended by deleting the language contained therein
replacing it with the following:
C. The City Manager shall have the authority to approve merit pay increases
within the aforementioned pay ranges specified in Section 2.B. Said merit
increases shall be determined based upon a written evaluation of the
individual employee's job performance by the employee's immediate
supervisor. Said evaluation shall be accompanied by a merit increase
recommendation from the'" employee's immediate supervisor and
Department/Division Head. Merit increases should not exceed 4%;
however, under extraordinary circumstances, which are clearly in the best
interest of the City, the City Manager may award merit increases in excess
of 4%. All evaluations and merit increase recommendations shall be
processed in accordance with procedures prescribed by the Director of
Human Resources and the City Manager.
tion 6. That Section 2. (WAGE & SALARY STRUCTURE/ADMIl~lISTRATION),
section J. of Ordinance No. 98-96 be amended by deleting the language contained therein
replacing it with the following:
J. The pay ranges listed in Section 2.B. of the Ordinance shall be reviewed on
an annual basis by the Director of Human Resources and the City Manager
and any adjustment deemed necessary shall be proposed to Council in the
form of an Ordinance. If adopted by Council, these pay ranges shall
become effective January 1 of that particular year.
action 7. That Section 3 (DEPARTMENT/DMSION HEAD PERFORMANCE BONUS
,AN), of Ordinance No. 98-96 be amended by retitling it as PERFORMANCE BONUSES
d by deleting the language contained in subsections A, B, and C and replacing it with the
Mowing:
A. All non-union employees serving in full-time permanent positions who reach the
maximum of their respective pay grades and who meet the required performance
standards identified in subsection B, shall be eligible, on an annual basis, for a
lump-sum bonus.
B. Eligibility to be awarded this lump-sum performance bonus and the amount of this
bonus shall be based on the following schedule:
RECORD OF ORDINANCES
Blank, Inc.
Ordinance No. 01-04 Amended
Passed Pale 4 , 20
Performance
Standard
Very Effective
Extremely Effective
Exceptional
Annual Bonus
(% of Annual Base Salary)
3.0%
3.5%
4.0%
C. The above performance standards are defined as follows:
Very Effective -Performance which exceeds what would be required of a
qualified, experienced individual in the position.
Extremely Effective -Performance which greatly exceeds what would be
required of a qualified, experienced individual in the position.
Exceptional -Performance which is clearly superior to what would be
required of a qualified, experienced individual in the position.
>ection 8. That Section 3. of Ordinance No. 98-96 further be amended by adding subsection
). as follows:
D. Under this bonus system, should an employee who has been evaluated by
his/her supervisor as "very effective" or above receive only a partial merit
increase such that he/she reaches the maximum of his/her pay grade, that
employee would also be eligible for a partial performance bonus in an
amount that would equal the full merit increase the employee would have
otherwise received had he/she not reached the maximum of his/her pay
grade. .
-ection 9. That Section 7 (SICK LEAVE), of Ordinance No. 98-96 be amended by re-
ettering subsection I, as it presently exists, to K. and by adding new subsections I. and J. as
I. After 20 years of service with the City of Dublin, an employee who resigns
from service in good standing (employee's separation must not be for "just
cause") and who has a minimum of one thousand two hundred and eighty
(1,280) hours of sick leave in his/her sick leave balance at the time of
resignation/separation, shall be entitled to convert a portion of his/her
unused sick leave. The conversion payment under this provision shall be
the employee's straight time hourlyrate ofpaymultipliedbyone-third (1/3)
of the total number of unused sick leave hours, up to a maximum of 500
hours.
J. During December of each year, an employee may 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 sick leave balance of at least seven
hundred and twenty (720) hours at the end of the first pay period in
December;
2. 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);
RECORD OF ORDINANCES
Inc.
Ordinance No. 01-04 Amended
Passed Page 5 20
3. The employee may convert no more than 48 hours of sick leave to
pay;
4. Sick leave shall be converted at the rate of two (2) hours of sick
leave to one (1) hour of pay at the straight time hourly rate of pay;
5. Once sick leave is converted to pay, it shall not be converted back
to sick leave.
ection 10. That Section 8 (VACATION LEAVE), subsection A and C or Ordinance No.
8-96 be amended by deleting the vacation accrual schedule and language contained therein
nd replacing it with the following:
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 Years - 1 Year
2 Years - 4 Years
5 Years - 10 Years
11 Years - 15 Years
16 Years - 20 Years
21 or more Years
Accrued Vacation
Hours per Year
40 Hours
108 Hours
142 Hours
170 Hours
192 Hours
226 Hours
1. That Section 9 (LONGEVITY PAY), subsection A. of Ordinance No. 98-96 be
by deleting the language and Longevity Pay schedule contained therein and
it with the following:
A. All employees serving in full-time permanent positions shall be entitled to
longevity pay in accordance with the following schedule:
Completed Years of Service in Full-Time
Permanent Positions with the City of Dublin Amount
Four (4) through Six (6) $ 650
Seven (7) through Ten (10) $ 850
Eleven (11) through Fourteen (14) $1,050
Fifteen (15) through Nineteen (19) $1,150
Twenty (20) or more $1,275
action 12. That Section 12 (TUITION REIMBURSEMENT), subsection A. of Ordinance
~. 98-96 be amended by deleting the language contained therein and replacing it with the
Mowing:
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 Two Thousand
Seven Hundred and Fifty Dollars ($2,750) 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 j ob-related degree programs or
courses of study not necessarily within ajob-related degree program but
RECORD OF ORDINANCES
Blank. Inc.
Ordinance No. 01-04 Amended
Passed Page 6 20
which are still job related. In addition, only course work provided by a
recognized institution (e.g. college, university, community college, post-
secondarytechnical school, etc.) shall be eligible for reimbursement under
this program.
on 13. That Section 14 (TEMPORARY WORK ASSIGNMENT), subsection A of
zance No. 98-96 be amended by deleting the language contained therein and replacing it
the following:
A. When an employee is designated to perform the duties of a job
classification at a higher pay grade for a period of more than ten (10)
consecutive work days, the employee shall be compensated at a rate of pay
within that higher pay grade beginning on the eleventh (11th) 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 retroactivity.
Upon the determination to award a temporary pay supplement, the rate of
pay shall normally be set either at the minimum of the higher pay grade or
at a point 10% greater than the employee's standard rate of pay, whichever
is greater. This increased rate of pay shall, under no circumstances, exceed
the maximum of the higher pay grade. When an employee is designated
to perform the duties of a Department or Division 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 standard amount identified above, yet appropriate to the individual
merits/circumstances of each situation.
B. Temporary pay supplements awarded under this Section may be awarded to
a single individual or to multiple individuals, as circumstances warrant.
14. That Ordinance No. 98-96 be amended by adding the following new section:
SECTION 15. PAID TIME OFF FOR EMPLOYEES SERVING IN PART-TIME
PERMANENT POSITIONS.
A. All employees serving inpart-time permanent positions who have worked,
or have been in paid status, a minimum of 1,040 hours the previous
calendar year, with the exception of the situation identified in paragraph B
of this Section, shall receive 32 hours of "paid time off' in the first pay
period of the next calendar year. This time off may be used in increments
of t/4 hour and for any reason, provided that reasonable advanced notice is
given to the employee's immediate supervisor. No unused portion of this
"paid time off ' allocation shall be carried over to the following payroll
year.
B. Upon initial implementation of this "paid time off' provision in 2004, all
employees serving in part-time permanent positions, irrespective of the
number of hours worked, or in paid status, in 2003, shall be allocated the
32 hours of time off. All such employees shall be subject to the 1,040 hour
threshold when determining eligibility to receive this allocation in 2005.
RECORD OF ORDINANCES
Blank, Inc.
Ordinance No. 01-04 Amended
Passed Page ~ , 20
15. This Ordinance shall take effect and be in force on the earliest date permitted by
Passed this ,?~ 1~ day o~=~~~2i~LTCU 04.
~~- , ~~
_~
ayor -Presiding Officer i
ATTEST:
~~~~ ~ -~
Clerk of Council
I hereby certify that copies of this
Ordinance/Resolution were posted in the
City of Dublin in accordance with Section
731.25 of the Ohio Revised Code.
Deput},,~/Clerk Council, Dublin, Ohio
Office of the City Manager
5200 Emerald Parkway • Dublin, OH 43017
CITY OF DUBLIN., Phone: 614-410-4400 • Fax: 614-410-4490
To: Members of Dublin City Council
From: Jane S. Brautigam, City Manager~~~s. (j
Date: January 28, 2004
Initiated By: David L. Harding, Director of Human Resources
Re: Ordinance No. 01-04 Amended
Memo
SUMMARY
Attached for your consideration please find Ordinance No. 01-04 Amended. As Council is aware,
Ordinance No. 01-04 was referred to the Administrative Committee at the January 5, 2004 Council
Meeting for further review. The Administrative Committee subsequently conducted a detailed review of
the Ordinance No. 01-04 on January 14, 2004 and requested that staff prepare a bullet point summary of
its findings for the January 20, 2004 Council Meeting.
Attached for Council's reference is a copy of the January 20, 2004 memo outlining the specific
recommendations of the Committee. This memo identifies two significant amendments. These
amendments involve the provisions regarding partial personal, vacation and sick leave benefits and
longevity pay for employees serving in part-time permanent positions and the provision regarding
Temporary Work Assignments. These items were contained in Sections 9, 10, 12, 13, and 15 of the
Ordinance 01-04 as originally introduced. As noted in the January 20, 2004 memo, the proposal to
provide partial personal, vacation, and sick leave benefits and longevity pay for part-time personnel has
been withdrawn and is now being replaced a proposal to provide such personnel with 32 hours of "paid
time off'. This amendment is reflected in Section 14 of Ordinance No. 01-04 Amended. The Temporary
Work Assignment provision is being amended to raise the eligibility threshold from "more than five (5)
consecutive days" to "more than 10 consecutive days" in order to receive a temporary pay supplement. In
addition, this provision is also being amended and to reflect that retroactivity is no longer automatic; it is,
instead, subject to the discretion of the City Manager. This amendment is reflected in Section 13 of
Ordinance No. 01-04 Amended.
Staff has also incorporated language in Ordinance No. 01-04 Amended to address the special
consideration noted in the January 20, 2004 memo regarding initial implementation of the "paid time off'
provision for part-time personnel. This language is reflected in Section 14, paragraph B of Ordinance No.
O 1-04 Amended.
To assist Council in tracking the proposed amendments in Ordinance No. 01-04 Amended, attached is a
copy of Ordinance No 01-04 as originally introduced and a redline version of the Ordinance highlighting
the specific amendments.
RECOMMENDATION
As reported in the January 20, 2004 memo, the Administrative Committee recommends adoption of
Ordinance No. 01-04 with the amendments specifically identified in the January 20, 2004 memo. In
addition, Staff would recommend adoption of Ordinance No. 01-04 Amended with the inclusion of
paragraph B under Section 14 of Ordinance No. 01-04 Amended.
Attachments
CITY OF DUBLIN_
Office of the City Manager
5200 Emerald Parkway • Dublin, OH 43017
Phone: 614-410-4400 • Fax: 614-410-4490
To: Members of Dublin City Council
From: Jane S. Brautigam, City Manager ~~~ ;j. (,lj ~~-
Date: January 20, 2004
Initiated By: David L. Harding, Director of Human Resources ~'
Re: Administrative Committee Review of Ordinance No. 01-04
Summary
Memo
The Administrative Committee of Council met on Wednesday, January 14, 2004 to review Ordinance
No. 01-04. Following careful deliberation on the Ordinance, the Committee's findings are
summarized as follows:
• The Committee concurs with the staff recommendation regarding the new job classification
titles and pay grades proposed under Section 1 of the Ordinance.
• The Committee concurs with the staff recommendation to reassign certain job classifications
to higher pay grades as listed under Section 2 of the Ordinance.
• The Committee recommends that Section 3 of Ordinance No. 01-04 be amended to identify a
title different than "Network Architect". This recommendation is prompted by recent
concerns expressed by the State over the use of the title "Architect" without requiring State
licensure. Staff will identify a new title and will amend Section 3 of the Ordinance No. 01-04
accordingly.
• The Committee concurs with staff's recommendation to adjust all pay ranges by 4% at the
minimum and maximum of each range, as proposed in Section 4 of the Ordinance.
• The Committee concurs with the proposed change in the merit increase schedule in Section 5
of the Ordinance, which reflects a reduction in the maximum merit increase from 5% to 4%.
This proposed change tracks with staff's recommendation during the 2004 Budget process.
• The Committee concurs with staff's proposal, under Section 6 of the Ordinance, to review the
pay ranges on an annual basis.
• The Committee concurs with the proposed amendments, under Sections 7 and 8, regarding the
provision of a performance bonus system for all non-union employees serving in full-time
permanent positions. Until now, the performance bonuses were authorized for only
Department/Division Heads. This amendment also reduces the amount of the bonus for which
Department/Division Heads were previously eligible from 5%, 7.5%, and 10% to 3%, 3.5%,
and 4.0% respectively.
• The Committee concurs with staff's withdrawal of its initial recommendation to provide
partial personal, sick, and vacation leave benefits and longevity pay to employees serving in
part-time permanent positions, as proposed under Sections 9, 10, 12, and 13 respectively. The
Committee further concurs with staff's alternate recommendation to instead provide 32 hours
of "paid time off' to such employees, provided that such employees have a minimum of 1,040
hours time worked the previous calendar year. This "paid time off' may be used for any
reason with reasonable advanced notice and may not be carried over to the following year.
Staff will amend Ordinance No. 01-04 accordingly. As a caveat to this amendment, staff
would like to take this opportunity to suggest that when amending Ordinance No. 01-04, the
language "or in paid status" be inserted after the phrase "1,040 hours time worked". Staff
does not believe that the employee should be penalized if he/she would fall short of the 1,040
hours worked threshold by taking the 32 hours off during the year.
• The Committee concurs with staff's recommendation, as proposed in Section 11, to provide a
sick leave conversion program upon resignation as well as on an annual basis.
• The Committee concurs with the amended vacation accrual schedule for full-time personnel,
as proposed under Section 12 of the Ordinance.
• The Committee concurs with the amendment to the longevity pay schedule for full-time
personnel, as proposed under Section 13 of the Ordinance.
• The Committee concurs with staff's recommendation to increase the amount of reimbursement
under the Tuition Reimbursement Program, as proposed under Section 14 of the Ordinance.
• The Committee recommends an amendment to the Temporary Work Assignment provision
under Section 15 of the Ordinance. The Committee recommends that the present threshold for
eligibility to receive a temporary pay supplement (when designated to perform the duties of a
higher-level job) be increased from "more than five (5) consecutive workdays" to "more than
ten (10) consecutive workdays". In addition, the temporary pay supplement would no longer
be awarded retroactively to the day the employee first started performing the duties of the
higher-level job unless, in the discretion of the City Manager, circumstances warrant such
retroactivity. The Committee does, however, concur with staff's other recommendations as
proposed in Section 15. These include allowing the City Manager the discretion to award a
temporary pay supplement beyond the standard amount when designating an employee to
function in an interim Department or Division Director capacity, and to award a supplement to
a single or multiple employees. Staff will amend Ordinance No. 01-04 accordingly.
Recommendation
The Administrative Committee recommends that Ordinance No. 01-04 be amended as identified above
and be placed on Council's agenda for adoption at the February 2, 2004 Council Meeting.
Special Consideration
Staff would also respectfully request special consideration regarding the initial implementation of the
"paid time off 'provision for employees serving in part-time permanent positions. Subsequent to the
Administrative Committee meeting on January 14, 2004, it was brought to my attention that in 2003
the most senior of these part-time employees (9.75 year employee) experienced unusual circumstances
beyond her control, which made it impossible to work her allocated complement of hours, which
would have exceeded the 1,040 threshold discussed by the Committee as the minimum eligibility
requirement. Staff requests that when initially implementing this time-off provision, all such existing
part-time employees be allocated the 32 hours of paid time off irrespective of the number of hours
worked in 2003. Beginning in 2004, these employees would then be held to the 1,040 hour threshold
in determining their eligibility to receive this time off in 2005.
DLH/rt
Admin/hr/salary and evaluations/compensation plan 2004 - admin comet recommendations to council
01-04 a~~~~~~~ ~~~~~99
AN ORDINANCE AMENDING CERTAIN SECTIONS
OF ORDINANCE N0.98-96 (COMPENSATION PLAN)
WHEREAS, Council has determined, upon the recommendation of the City Manager, that
certain sections of Ordinance No. 98-96 (Compensation Plan for non-union personnel) be
amended; and
WHEREAS, Council has determined that adoption of these amendments is necessary to the
administrative/operational effectiveness of the City; and
WHEREAS, Council has determined that these amendments are necessary for the City to
maintain a competitive position within the public sector labor market, thus aiding in the
recruitment and retention of high quality personnel;
NOW, THEREFORE, BE IT ORDAINED by the Council of the City of Dublin, State of
Ohio, of the elected members concurring:
Section 1. That Section 2. (WAGE & SALARY STRUCTURE/ADMINISTRATION),
subsection A. of Ordinance No. 98-96 be amended by adding the following new job
classification titles and corresponding pay grades under the following categorical headings:
Community Relations
Classification Title Pay Grade
Community Relations Technician 5
Finance/Accounting
Classification Title Pav Grade
Payroll Specialist 6
Information Technology
Classification Title Pav Grade
Network Administrator 8
Law Enforcement
Classification Title Pav Grade
Police Property Technician 5
Recreation
Classification Title Pay Grade
Assistant Front Desk Supervisor 6
01-04
Page 2
Section 2. That Section 2. (WAGE & SALARY STRUCTURE/ADMINISTRATION),
subsection A. of Ordinance No. 98-96 be amended by reassigning the following job
classifications from their existing pay grades to other pay grades, as reflected in the following
table:
Classification Existing Pay
Grade New Pay
Grade
Accounting Technician I 3 4
Assistant Horticulturist 4 5
Assistant Forester 4 5
Administrative Assistant 4 5
Executive Assistant 5 6
Community Relations Specialist 7 8
Maintenance Crew Leader 5 6
Residential Plans Examiner 6 7
GIS Analyst 6 7
Website Designer 8 9
Section 3. That Section 2 (WAGE & SALARY STRUCTURE/ADMINISTRATION),
subsection A. of Ordinance No. 98-96 be amended by changing the existing Network
Engineer classification title under the Information Systems/Technological categorical heading
to Network ^^,.,~~ Operations Manager.
Section 4. That Section 2. (WAGE & SALARY STRUCTURE/ADMINISTRATION),
subsection B. of Ordinance No. 98-96 be amended by adjusting all pay ranges contained
therein by 4% at the minimum and maximum of each range, as reflected in the following
table:
SCHEDULE OF PAY GRADES & RANGES
PAY GRADE PAY RANGE
1 $23,930 - $35,896
2 $26,107 - $38,182
3 $28,482 - $41,656
4 $31,075 - $45,447
5 $34,127 - $49,582
6 $35,940 - $53,915
7 $39,212 - $58,818
8 $44,026 - $64,387
01-04
Page 3
9 $48,031 - $70,246
10 $52,402 - $76,640
11 $57,173 - $83,613
12 $62,375 - $91,223
13 $68,051 - $99,524
Section 5. That Section 2. (WAGE & SALARY STRUCTURE/ADMINISTRATION),
subsection E. of Ordinance No. 98-96 be amended by deleting the language contained therein
and replacing it with the following:
C. The City Manager shall have the authority to approve merit pay increases
within the aforementioned pay ranges specified in Section 2.B. Said merit
increases shall be determined based upon a written evaluation of the
individual employee's job performance by the employee's immediate
supervisor. Said evaluation shall be accompanied by a merit increase
recommendation from the employee's immediate supervisor and
Department/Division Head. Merit increases should not exceed 4%;
however, under extraordinary circumstances, which are clearly in the best
interest of the City, the City Manager may award merit increases in excess
of 4%. All evaluations and merit increase recommendations shall be
processed in accordance with procedures prescribed by the Director of
Human Resources and the City Manager.
Section 6. That Section 2. (WAGE & SALARY STRUCTURE/ADMINISTRATION),
subsection J. of Ordinance No. 98-96 be amended by deleting the language contained therein
and replacing it with the following:
J. The pay ranges listed in Section 2.B. of the Ordinance shall be reviewed on
an annual basis by the Director of Human Resources and the City Manager
and any adjustment deemed necessary shall be proposed to Council in the
form of an Ordinance. If adopted by Council, these pay ranges shall
become effective January 1 of that particular year.
Section 7. That Section 3 (DEPARTMENT/DIVISION HEAD PERFORMANCE BONUS
PLAN), of Ordinance No. 98-96 be amended by retitling it as PERFORMANCE BONUSES
and by deleting the language contained in subsections A, B, and C and replacing it with the
following:
A. All non-union employees serving in full-time permanent positions who reach the
maximum of their respective pay grades and who meet the required performance
standards identified in subsection B, shall be eligible, on an annual basis, for a
lump-sum bonus.
B. Eligibility to be awarded this lump-sum performance bonus and the amount of this
bonus shall be based on the following schedule:
01-04
Performance
Standard
Very Effective
Extremely Effective
Exceptional
Page 4
Annual Bonus
~% of Annual Base Salary)
3.0%
3.5%
4.0%
C. The above performance standards are defined as follows:
Very Effective -Performance which exceeds what would be required of a
qualified, experienced individual in the position.
Extremely Effective -Performance which greatly exceeds what would be
required of a qualified, experienced individual in the position.
Exceptional -Performance which is clearly superior to what would be
required of a qualified, experienced individual in the position.
Section 8. That Section 3. of Ordinance No. 98-96 further be amended by adding subsection
D. as follows:
D. Under this bonus system, should an employee who has been evaluated by
his/her supervisor as "very effective" or above receive only a partial merit
increase such that he/she reaches the maximum of his/her pay grade, that
employee would also be eligible for a partial performance bonus in an
amount that would equal the full merit increase the employee would have
otherwise received had he/she not reached the maximum of his/her pay
grade.
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Section 9~. That Section 7 (SICK LEAVE), of Ordinance No. 98-96 be amended by re-
lettering subsection I, as it presently exists, to K. and by adding new subsections I. and J. as
follows:
I. After 20 years of service with the City of Dublin, an employee who resigns
from service in good standing (employee's separation must not be for "just
cause") and who has a minimum of one thousand two hundred and eighty
(1,280) hours of sick leave in his/her sick leave balance at the time of
resignation/separation, shall be entitled to convert a portion of his/her
unused sick leave. The conversion payment under this provision shall be
the employee's straight time hourlyrate ofpay multiplied byone-third (1/3)
of the total number of unused sick leave hours, up to a maximum of 500
hours.
J. During December of each year, an employee may 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 sick leave balance of at least seven
hundred and twenty (720) hours at the end of the first pay period in
December;
2. 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);
3. The employee may convert no more than 48 hours of sick leave to
pay;
4. Sick leave shall be converted at the rate of two (2) hours of sick
leave to one (1) hour of pay at the straight time hourly rate ofpay;
5. Once sick leave is converted to pay, it shall not be converted back
to sick leave.
01-04
Page 6
Section 103. That Section 8 (VACATION LEAVE), subsection A and C or Ordinance No.
98-96 be amended by deleting the vacation accrual schedule and language contained therein
and replacing it with the following:
A. All employees serving in full-time permanent positions, ^~a +''^^° ^°^~~^rt
m „~~n ~^,,,.~ „°r •=~°°U; shall accrue vacation leave in accordance
with the following; ~+~~e schedules:
Completed Years of Accrued Vacation
Public Service Hours per Year
0 Years - 1 Year 40 Hours
2 Years - 4 Years 108 Hours
5 Years - 10 Years 142 Hours
11 Years - 15 Years 170 Hours
16 Years - 20 Years 192 Hours
21 or more Years 226 Hours
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01-04
Page 7
Section 11'x. That Section 9 (LONGEVITY PAY), subsection A. of Ordinance No. 98-96 be
amended by deleting the language and Longevity Pay schedule contained therein and
replacing it with the following:
A. All employees serving in full-time permanent positions, ~-~
° N b~ ,~
~o ~ ~~ ~o~a~-p°~-1 shall be entitled to
longevity pay in accordance with the following ~~~eEt~e schedules:
Completed Years of Service in Full-Time
Permanent Positions with the City of Dublin Amount
Four (4) through Six (6) $ 650
Seven (7) through Ten (10) $ 850
Eleven (11) through Fourteen (14) $1,050
Fifteen (15) through Nineteen (19) $1,150
Twenty (20) or more $1,275
Section 124. That Section 12 (TUITION REIMBURSEMENT), subsection A. of Ordinance
No. 98-96 be amended by deleting the language contained therein and replacing it with the
following:
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 Two Thousand
Seven Hundred and Fifty Dollars ($2,750) 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 ajob-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-
secondarytechnical school, etc.) shall be eligible for reimbursement under
this program.
01-04
Page 8
Section 13~. That Section 14 (TEMPORARY WORK ASSIGNMENT), subsection A of
Ordinance No. 98-96 be amended by deleting the language contained therein and replacing it
with the following:
A. When an employee is designated to perform the duties of a job
classification at a higher pay grade for a period of more than €rve-(~} ten
(10) consecutive work days, the employee shall be compensated at a rate of
pay within that higher pay grade ~ "'~ a,,,.;„R "~'''"': the e- "" °°
°r~ ~~ °~~^'' ~~~*~°~. beginning on the eleventh (11`"} day and extending
for theduration of the assignment. However, if in the j udgnZent 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 retroactivity. Upon the
determinationto award a temporary pay supplement, ~'kis the rate of pay
shall normally be set either at the minimum of the higher pay grade or at a
point 10% greater than the employee's standard rate of pay, whichever is
greater. This increased rate of pay shall, under no circumstances, exceed
the maximum of the higher pay grade. When an employee is designated
to perform the duties of a Department or Division 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 standard amount identified above, yet appropriate to deemed
the individual
merits/circumstances of each situation.
B. Temporary pay supplements awarded under this Section may be awarded to
a single individual or to multiple individuals, as circumstances warrant.
Section 14. That Ordinance No. 98-96 be amended by adding the following new section:
SECTION 1~. PAID TIME OFF FOR EMPLOYEES SERVING IN PART-TIME
PERMANENT POSITIONS.
A. Allemployees serving in part-time permanent positions who have worked,
or have been in paid status, a minimum of 1,040 hours the previous
calendar year, with the exception of the situation identified in paragraph B
of this Section, shall receive 32 hours of "paid time off ' in the first pay
period of the next calendar year. This time off maybe used in increments
of/4 hour and for any reason, provided that reasonable advanced notice is
given to the employee's immediate supervisor. No unused portion of this
"paid time off ' allocation shall be carried over to the following payroll
year.
B. Upon initial implementation of this "paid time off' provision in 2004, all
employees serving in part-time permanent positions, in respective of the
number of hours worked, or in paid status, in ?003, shall be allocated the
32 hours of time off. All such employees shall be subj ect to the 1,040 hour
threshold when determining eligibility to receive this. allocation in 2005.
01-04
Page 9
Section 15g. This Ordinance shall take effect and be in force on the earliest date permitted
by law.
Passed this day of , 2004.
Mayor -Presiding Officer
ATTEST:
Clerk of Council
T:\HR\ORDINANCES\01-04