013-89 Ordinance
RECORD OF ORDINANCES
National Graphics Corp., Cols., O. ~ Form No. 2806-A
Ordinance N 0 .____}}__~?m______ P assed___ ------------- -- _______________19____
AN ORDINANCE REPEALING ORDINANCE NO. 52-81
("COMPENSATION PLAN") AND ALL AMENDMENTS
THERETO (ORDINANCE NO.IS 48-83, 20-86,
106-86, 06-87, 16-87, 43-87, 122-87, 33-88,
38-88, AND 81-88) AND ADOPTING IN LIEU
THEREOF A NEW COMPENSATION PLAN FOR THE CITY
OF DUBLIN; AND DECLARING AN EMERGENCY.
WHEREAS, Council has determined, upon the recommendation of the City
Manager, that it is desirable to adjust the pay ranges for all job classi-
fications; and,
WHEREAS, Council believes that these adjustments will enable the City to
continue to offer compensation levels competitive with those in other
comparable area municipalities, thus aiding in the recruitment and
retention of well-qualified, professional personnel; and,
WHEREAS, Council believes it is beneficial to repeal Ordinance No. 52-81,
and the numerous amendments thereto, as referenced above, for the purpose
of consolidating all effective provisions regarding compensation into a
single piece of legislation referred to as the new "City Compensation
Plan";
NOW, THEREFORE, BE IT ORDAINED by the Council of the City of Dublin, State
of Ohio, ~ of the elected members concurring:
SECTION 1. That the sections that follow shall hereby constitute the
"City Compensation Plan and that this Plan shall supersede all previously
enacted legislation relating to compensation and other related areas
contained within the Plan. This Plan shall be administered and maintained
by the City Manager and the Director of Personnel & Purchasing, pursuant
to the provisions of the Charter and the Code of Personnel Practices and
Procedures, referred to as the "Personnel Code".
SECTION 2. SALARIES/WAGES
A. The following pay ranges for the following job classifications shall
be effective January 1, 1989:
Classification Pay Range
Receptionist $14,000 - $20,000
Custodial Worker $15,100 - $20,600
Automotive Service/Custodial Worker $15,100 - $20,600
Clerk/Typist $15,500 - $21,500
Police Clerk $17,100 - $23,100
Administrative Clerk $17,100 - $23,100
Park Maintenance Worker $17,600 - $24,600
Maintenance Worker $17,600 - $24,600
Police Radio Dispatcher $17,800 - $24,800
Account Clerk $18,500 - $25,500
Personnel/Purchasing Aide $18,500 - $25,500
Clerk of Court $19,000 - $26,000
Executive Secretary $20,000 - $27,000
Automotive Mechanic $21,000 - $28,000
Residential Plan Review Technician $21,000 - $28,000
Engineering Drafting Technician $21,000 - $28,000
Park Horticulturalist $21,000 - $28,000
Maintenance Foreman $22,000 - $29,500
Building Inspector $22,500 - $30,000
Engineering Project Inspector $22,500 - $30,000
Clerk of Council $22,500 - $30,000
Recreation Coordinator/Supervisor $22,500 - $30,000
Electrical Inspector $23,500 - $30,600
Chief Engineering Technician $25,000 - $32,000
Park Maintenance Supervisor $25,000 - $32,000
Development Review Specialist/
Code Enforcement Officer $25,000 - $32,000
Management Assistant $25,000 - $32,000
Probation Officer/Court Bailiff $25,000 - $32,000
RECORD OF ORDINANCES
National Graphics Corp., Cols., O. ~ Form No. 2806-A
Ordinance No._______ ____._u____, P assed___________. _______________________._. ..________19 u___
Page Two
Planner $25,600 - $34,700
Architectural/Landscape Design Planner $25,600 - $34,700
Chief Engineering Project Inspector $26,600 - $36,200
Tax Administrator $29,200 - $40,100
Assistant Finance Director $29,200 - $40,100
Building Inspection Administrator $29,200 - $40,100
Assistant City Engineer $29,200 - $40,100
Zoning Administrator $29,200 - $40,100
Police Lieutenant $32,000 - $44,000
Maintenance Superintendent $32,000 - $44,000
Personnel & Purchasing Director $32,000 - $44,000
Parks & Recreation Director $32,000 - $44,000
Police Chief $37,200 - $50,500
Planning Director $37,200 - $50,500
City Engineer $37,200 - $50,500
Finance Director $37,200 - $50,500
B. The starting annual rate of pay, upon appointment to a position
within one of the aforementioned job classifications, shall be
determined by the Director of Personnel & Purchasing in consultation
with the particular Department/Division Head in question and shall be
based on the relative qualifications of the candidate and the exist-
ing market conditions. Said starting annual rate of pay shall be
recommended to the City Manager for final approval. No starting rate
shall exceed the maximum of the established pay range for that
particular job classification.
C. The City Manager shall have the authority to approve "merit" pay
increases within the aforementioned pay ranges. Said "merit" pay
increases shall be determined based on a written evaluation of the
individual employee's job performance by the employee's supervisor
and Department/Division Head. Said evaluation shall be accompanied
by a pay increase recommendation from the employee's Department/Di-
vision Head. Said evaluation and recommendation shall be processed
on the appropriate forms as prescribed by the Director of Personnel &
Purchasing or the City Manager.
D. The City Manager shall also have the authority to approve pay in-
crease adjustments when, in the judgement of the City Manager, there
exists an inequity in a particular employee's pay level relative to
the pay level of other equally qualified and productive employees
within the same job classification. Said pay increase adjustments
shall be based on a written evaluation of the employee's performance
by the employee's supervisor and Department/Division Head and a
written pay increase adjustment recommendation from said Department/
Division Head. Said evaluation and recommendation shall be processed
on the appropriate forms as prescribed by the Director of Personnel &
Purchasing or the City Manager.
E. The City Manager shall have the authority to approve either "merit"
pay increases or pay increase adjustments at any point after the
completion of a new employee's probationary period or, in the case of
existing employees, at any point during the year as recommended by
the employee's Department/Division Head.
F. All pay increases shall be subject to the ability of the annual
budget and appropriations to fund these increases.
G. The type of payroll system and the payroll schedule shall be deter-
mined by the City Manager in consultation with the Director of
Finance and the Director of Personnel & Purchasing.
RECORD OF ORDINANCES
National Graphics Corp., Cols., O. ~ Form No. 2806-A
Ordinance No .____________________ P assed_________________________________ _________n__19 ____.. __
Page Three
H. The wage/salary structure listed in paragraph A. of this Section
shall be reviewed annually by the Director of Personnel & Purchasing
and the City Manager to evaluate the competitiveness of said struc-
ture with market conditions. Any adjustments deemed necessary shall
be proposed to Council in the form of an Ordinance and if approved by
Council, said adjustments shall be effective January 1 of each year.
1. Paragraph A. of the Section shall be amended as often as appropriate
to include new job classifications and pay ranges.
J. The City Manager shall determine equitable compensation rates for
Seasonal, Temporary, Emergency, and Part-Time positions with the
minimum being the prevailing Federal "Minimum Wage".
SECTION 3. HOLIDAYS
A. All employees serving in full-time or part-time permanent positions
shall receive paid time off for the following observed holidays,
based on the number of hours they are scheduled to work on the day on
which the holiday is observed:
New Year's Day (January 1st)
President's Day (3rd Monday in February)
Memorial Day (4th Monday in May)
Independence Day (July 4th)
Labor Day (1st Monday in September)
Columbus Day (2nd Monday in October)
Veteran's Day (November lith)
Thanksgiving Day (4th Thursday in November)
Christmas Day (December 25th)
B. In the event that a non-exempt employee, serving in a full-time
permanent position, is required to work on any of the aforementioned
observed holidays, that employee shall be entitled to:
l. Straight time pay for all hours worked if eight (8) hours or
less are worked, and the appropriate overtime rate for any hours
worked in excess of eight (8) hours;
2. At the employee's option, eight (8) hours payor eight (8) hours
compensatory time at the straight time rate; and
3. One hour of compensatory time at the straight time rate for each
two (2) hours worked, to a maximum of four (4) hours compensa-
tory time.
C. In the event that a non-exempt employee, serving in a part-time
permanent position, is required to work on any of the aforementioned
observed holidays, that employee shall be paid at the rate of
double-time for all hours worked on that holiday.
D. In the event that a seasonal employee is required to work on any of
the aforementioned observed holidays, that employee shall be paid at
the rate of doubletime for all hours worked on that holiday.
E. In the event that the Federal and/or State government(s) shall
designate a specific day of the week or a specific date for any of
the aforesaid holidays, then City holidays will be observed in
accordance with said designation.
F. In the event that any of the aforesaid holidays should fall on a
Saturday, the Friday immediately preceding shall be observed as the
holiday. In the event that any of the aforesaid holidays should fall
on a Sunday, the Monday immediately succeeding shall be observed as
the holiday.
RECORD OF ORDINANCES
National Graphics Corp., COls., O. ~ Form No. 2806-A
Ordinance No .________ __.___________ Passed_________ __________ _____________ mm______19______
Page Four
SECTION 4. PERSONAL LEAVE
A. Effective January 1 of each year, all employees serving in Full-Time
Permanent positions shall receive three (3) days (24 hours) of
Personal Leave. Personal Leave shall be used at the employee's
discretion, provided that it is approved in advance by the employee's
Department/Division Head and the City Manager via the use of a Leave
Request Form. Personal Leave shall be used within the same calendar
year in which it is allocated and shall not be carried over to the
next calendar year.
SECTION 5. SICK LEAVE
A. All employees serving in Full-Time Permanent positions shall be
entitled to sick leave with pay for those reasons listed in the
Personnel Code, Section 8.04 and as per the governing procedures set
forth in the aforementioned section.
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 his/her last employment
with the State or any political subdivision thereof.
C. Sick leave shall accrue at the rate of one and one-half (1.5) work
days (i. e. 12 hours) per month of service with the City.
D. An employee shall not earn sick leave for any month unless he/she is
in full pay status for that month, i. e. on duty or on approved leave
for at least twenty (20) work days during said monthly period.
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 the Personnel Code; 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. In the event of a death in the immediate family, an employee shall be
entitled to up to three (3) consecutive days of sick leave for a
funeral service and/or burial and an additional two (2) days for such
services out of state, if needed for these purposes. Additional days
off may be allowed at the discretion of the City Manager.
G. Sick leave shall accrue without limitation.
H. After at least ten (0) complete years (i. e. 120 months) of contin-
uous service with the City, employees who are laid off or who qualify
for retirement benefits under the Public Employee's Retirement
Systems and actually retire from City service, shall be entitled to
receive payment for accrued unused sick leave. The rate of pay for
such accrued unused sick leave shall be at the employee's standard
hourly rate of pay at separation multiplied by one-third 0/3) of the
total number of accrued unused sick leave hours. Total payment under
this provision shall not exceed 480 hours (60 paid days). In the
event an employee dies while in the employ of the City, except as
provided for in the paragraph immediately following, and the employee
qualifies for his/her respective retirement, his/her spouse, or
secondarily, his/her estate, shall be paid the aforementioned rate of
redemption for accrued unused sick leave.
RECORD OF ORDINANCES
National Graphics Corp., Cols., O. ..... Form No, 2806-A
Ordinance No .nnn_n_ Passed___n _n_m______ n_____n______ n_m_____19n
Page Five
If an employee dies in the line of duty, 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 6. VACATION LEAVE
A. All employees serving in Full-Time Permanent positions shall be
entitled to vacation leave with pay based upon the following
schedule:
COMPLETE YEARS OF VACATION DAYS (HOURS)
PUBLIC SERVICE PER YEAR
After 1 year 10 days ( 80 hours)
After 2 years 13 days (104 hours)
After 8 years 15 days (120 hours)
After 11 years 17 days (136 hours)
After 16 years 20 days (160 hours)
B. Any employee of the City, other than an elective officer, who has
prior service with the State of Ohio or any political subdivision of
the State of Ohio, and who is eligible to earn vacation leave with
the City of Dublin, shall be entitled to 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.
C. Use of vacation leave prior to completion of the six (6) month
probationary period, and the procedures governing the use and
approval of such leave, are covered under Section 8.03 of the
Personnel Code.
D. An employee may carryover, from one calendar year to another, a
maximum of ten (10) days (80 hours) of vacation leave previously
accrued but not used, without obtaining approval from the City
Manager. With the approval of the City Manager, an employee may
carryover a maximum of twenty (20) days (160 hours) of vacation
leave previously earned but not used.
E. At no point in time shall an employee's accrued vacation balance
exceed twenty (20) days (160 hours).
F. Employees are encouraged to utilize this benefit for the purpose for
which it is intended - e.g. rest, relaxation, travel, etc. There-
fore, payment for accrued vacation leave in lieu of actual use shall
not be approved, except when an employee terminates employment, dies,
or is laid off.
G. If an employee is ordered to work while on approved vacation leave,
he/she shall be paid the double-time rate, with a minimum guarantee
of four (4) hours pay for each such call in.
H. The City shall determine the method of crediting vacation leave.
SECTION 7. LONGEVITY PAY
A. All employees serving in Full-Time Permanent positions shall be
entitled to longevity pay based upon the following schedule, if all
complete years of service with the City have been accumulated in one
or more Full-Time Permanent positions:
RECORD OF ORDINANCES
National Graphics Corp., COls., O. ~ Form No. 2806-A
Ordinance NO.___m_um__m____. Passed._m__.___ _m___.mmuu ________._m___19__
Page Six
COMPLETE YEARS OF SERVICE
WITH THE CITY OF DUBLIN AMOUNT
Four (4) through Six (6) $425.00
Seven (7) through Ten (10) $525.00
Eleven (11) through Fourteen (14) $624.00
Fifteen (15) or more $725.00
B. Longevity pay shall be made in one lump sum payment in a separate
check issued on the fifteenth (15th) of December.
SECTION 8. HEALTH, DENTAL, AND LIFE INSURANCE
A. All employees serving in Full-Time Permanent positions shall be
entitled to group hospitalization/major medical, prescription drug,
and dental insurance coverage. The City shall pay the total monthly
premiums for such coverage for family as well as single coverage.
B. All employees serving in Full-Time Permanent positions shall be
entitled to group life insurance coverage. The City shall provide
life and accidental death and dismemberment insurance coverage for
each employee in the amount of Twenty-Five Thousand Dollars
($25,000.00).
SECTION 9. TRAVEL/EXPENSE REIMBURSEMENT
Whenever an employee is authorized to engage in or to undertake official
business for the City, that employee shall be reimbursed for reasonable
and necessary expenses and travel. If practicable, the employee shall be
allowed the use of a City vehicle for travel. If not practicable, reim-
bursement for authorized use of a personal automobile shall be at the
standard rate per mile set by the Federal government. The City Manager is
hereby authorized to promulgate reasonable regulations regarding reimbur-
sement for expenses and travel.
SECTION 10. TUITION REIMBURSEMENT PROGRAM
A. Each employee serving in a Full-Time Permanent position shall be
eligible for a maximum of Seven Hundred Fifty Dollars ($750.00)
reimbursement per calendar year for fees, required textbooks and
courses of instruction voluntarily undertaken. Reimbursable courses
of instruction shall include courses necessary for job-related degree
programs. Advanced job-related training or job-related courses of
study not necessarily within the degree program may also be approved
provided that the educational program is given by a recognized
organization approved by the City. No reimbursement shall be
provided for correspondence courses.
B. All coursework subject to reimbursement shall be approved in advance
by the appropriate Department/Division Head and the City Manager. If
practicable, an employee shall make application for approval of
coursework reimbursement at least fifteen (15) days prior to com-
mencement of the course of study. 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 portiones) approved.
C. Courses are to be taken on other than scheduled working hours, unless
approval is obtained from the appropriate Department/Division Head to
take such courses on work time.
RECORD OF ORDINANCES
National Graphics Corp., COls., O. ~ Form No. 2806-A
Ordinance No ._______n_ _____________ P assednmnmu __u__.__m____ __.mm________19 _____ _
Page Six
COMPLETE YEARS OF SERVICE
WITH THE CITY OF DUBLIN AMOUNT
Four (4) through Six (6) $425.00
Seven (7) through Ten (10) $525.00
Eleven (11) through Fourteen (14) $624.00
Fifteen (15) or more $725.00
B. Longevity pay shall be made in one lump sum payment in a separate
check issued on the fifteenth (15th) of December.
SECTION 8. HEALTH, DENTAL, AND LIFE INSURANCE
A. All employees serving in Full-Time Permanent positions shall be
entitled to group hospitalization/major medical, prescription drug,
and dental insurance coverage. The City shall pay the total monthly
premiums for such coverage for family as well as single coverage.
B. All employees serving in Full-Time Permanent positions shall be
entitled to group life insurance coverage. The City shall provide
life and accidental death and dismemberment insurance coverage for
each employee in the amount of Twenty-Five Thousand Dollars
($25,000.00).
SECTION 9. TRAVEL/EXPENSE REIMBURSEMENT
Whenever an employee is authorized to engage in or to undertake official
business for the City, that employee shall be reimbursed for reasonable
and necessary expenses and travel. If practicable, the employee shall be
allowed the use of a City vehicle for travel. If not practicable, reim-
bursement for authorized use of a personal automobile shall be at the
standard rate per mile set by the Federal government. The City Manager is
hereby authorized to promulgate reasonable regulations regarding reimbur-
sement for expenses and travel.
SECTION 10. TUITION REIMBURSEMENT PROGRAM
A. Each employee serving in a Full-Time Permanent position shall be
eligible for a maximum of Seven Hundred Fifty Dollars ($750.00)
reimbursement per calendar year for fees, required textbooks and
courses of instruction voluntarily undertaken. Reimbursable courses
of instruction shall include courses necessary for job-related
courses of study not necessarily within the degree program may also
be approved provided that the educational program is given by a
recognized organization approved by the City. No reimbursement shall
be provided for correspondence courses.
B. All coursework subject to reimbursement shall be approved in advance
by the appropriate Department/Division Head and the City Manager. If
practicable, an employee shall make application for approval of
coursework reimbursement at least fifteen (15) days prior to com-
mencement of the course of study. 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 portiones) approved.
C. Courses are to be taken on other than scheduled working hours, unless
approval is obtained from the appropriate Department/Division Head to
take such courses on work time.
I
RECORD OF ORDINANCES
National Graphics Corp., Cols., O. ~ Form No. 2806-A
Ordinance No. P assed________________ ____________________________19_______
Page Seven
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 com-
pletion 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 payable.
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.
SECTION 11. EXEMPT AND NON-EXEMPT JOB CLASSIFICATIONS
A. Pursuant to the Fair Labor Standards Act, the following job classifi-
cations are categorized as Exempt and the employees serving in said
classifications are exempt from the overtime and compensatory time
provisions of said Act:
Executive Professional
City Manager City Engineer
Finance Director Assistant City Engineer
Personnel & Purchasing Director
Parks & Recreation Director Administrative
Planning Director Zoning Administrator
Police Chief Development Review Special-
Maintenance Superintendent ist/Code Enforcement
Officer
Recreational Tax Administrator
Seasonal Full-Time Assistant Finance Director
Maintenance Personnel Clerk of Council
Summer Recreation Staff Recreation Coord./Supervisor
Chief Engineering Technician
Chief Engineering Project
Inspector
Park Maintenance Supervisor
Management Assistant
Probation Officer/Court
Bailiff
Planner
Architectural/Landscape
Design Planner
Building Inspection
Administrator
B. Pursuant to the Fair Labor Standards Act, the following job classi-
fications are categorized as Non-Exempt and employees serving in said
classifications are not exempt from the overtime and compensatory
time provisions of said Act:
Custodial Worker
Automotive Service/Custodial Worker
Clerk/Typist
Receptionist
Police Clerk
Administrative Clerk
Executive Secretary
Park Maintenance Worker
Maintenance Worker
Police Radio Dispatcher
Account Clerk
Personnel/Purchasing Aide
Clerk of Court
Automotive Mechanic
Residential Plan Review Technician
Engineering Drafting Technician
Park Horticulturalist
Maintenance Foreman
Building Inspector
Engineering Project Inspector I
Electrical Inspector
RECORD OF ORDINANCES
National Graphics Corp., COls., O. ~ Form No. 2806-A
Ordinance No. ___n____u__________ P assed__________n_______ _______________ __mm_19__
ri:lg~
C. Pursuant to the Fair Labor Standards Act, the following categories
are not covered under said Act:
Elected Officials
Political Appointees (Le. Board & Commission Members, Law Director,
and Independent Contractors)
SECTION 12. OVERTIME/COMPENSATORY TIME
A. Pursuant to the Fair Labor Standards Act, if a non-exempt employee
works in excess of the maximum number of hours applicable to said
employee's standard work week, said employee shall be paid at a rate
of one and one-half times the non-exempt employee's regular rate of
pay for each such overtime hour worked.
B. 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 that
employee so desires. Each non-exempt employee may accumulate a
compensatory time bank of 240 hours. 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.
C. Pursuant to the Fair Labor Standards Act, an employee with accumu-
lated compensatory time may request leave and shall be granted such
leave within a reasonable time so long as the granting of said leave
does not disrupt City operations as determined by the non-exempt
employee's supervisor and the City Manager.
D. Pursuant to the Fair Labor Standards Act, all non-exempt employees
shall, upon termination, be paid for all accumulated compensatory
time at a rate not less than the average rate received by the non-
exempt employee over the last three years of employment or the final
regular 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.
E. When a non-exempt employee is required to work on a seventh consecu-
tive day, that employee shall be entitled to be paid at the rate of
doubletime.
F. When a non-exempt employee is called back for work by an appropriate
supervisor on hours not abutting the employee's normal work hours,
the employee shall be paid for a minimum of two (2) hours at the
appropriate overtime rate or be credited with a minimum of two (2)
hours compensatory time at the appropriate rate.
G. Pursuant to the Fair Labor Standards Act, Exempt employees are not
entitled to overtime payor formal compensatory time. However, if
Exempt employees are required to work overtime, they shall be en-
titled to take time off from their duties insofar as they comply with
the administrative guidelines of the City Manager regarding taking
such time off.
SECTION 13. TEMPORARY WORK ASSIGNMENT
A. When a non-exempt employee is designated to perform the duties of a
higher level job classification for a period of more than five (5 )
consecutive work days, said employee shall be paid at a rate of pay
commensurate with that higher level job classification for all hours
during which said employee performs such duties. Said rate of pay
shall be within the higher level classification's established pay
range and shall be set either at the minimum of said higher level
classification's pay range or at a point 10% greater than the
employee's standard rate of pay, whichever is greater. However,
said increased rate of pay shall not exceed the maximum of the higher
level classification's pay range.
RECORD OF ORDINANCES
National Graphics Corp., Cols., O. ~ Form No. 2806-A
--
Ordinance No._________ ____m._. p assed________________ ____m_m_m___._________19 ----
Page Nine
SECTION 14. This Ordinance shall be, and hereby is, declared to be an
emergency measure for the reason that the pay ranges in Section 2.,
paragraph A. of this Ordinance need to be adopted as soon as possible in
order to efficiently, effectively, and fairly administer 1989 employee
wage/salaries and to begin conducting effective 1989 recruitment and
selection activities. Therefore, this Ordinance shall take effect and be
in force immediately upon its passage.
Passed this 6th day of February 1989.
- ,
~es~
Attest:
/J
__ ~~/tZ-7;A'k? ~ ~Ut-J
Clerk of Co ncil
Sponsor: City Manager
Director of Personnel & Purchasing
1.~ere6y ce~i~ that .:apies of this Ord1nance/Resolutlon were posted in th"
CIty of Dublm In accordance wilh Section 731 25 of th IH' R . d ~
/l . Ie. ,110 eVlse Code.
-4~~~ ~~
Clerk of CGuncil, Du lin, Ohio