017-90 Ordinance
RECORD OF ORDINANCES
Dayton Legal Blank Co. Form No. 30043
Ordinance No. nnl7__.9JL..__. Passed _nunnn... .....n....... unnnnn19 n.n..
AN ORDINANCE REPEALING ORDINANCE NO. 13-89
("COMPENSATION PLAN") AND ALL AMENDMENTS
THERETO (ORDINANCE NO. 50-89) AND ADOPTING
IN LIEU THEREOF A NEW COMPENSATION PLAN FOR
THE CITY OF DUBLIN.
WHEREAS, Council has determined, upon the recommendation of the City Manager
and the Director of Personnel & Purchasing, that it is desirable to adjust the
pay ranges for all job classifications, with the exception of those contained
within the bargaining units covered by the Contract between the City and the
Fraternal Order of Police, Capital City Lodge No. 9.; and;
WHEREAS, Council believes it is beneficial to repeal Ordinance No. 13-89, and
any amendments thereto, as referenced above, for the purpose of consolidating
all effective provisions regarding compensation into a single piece of legis-
lation 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 that:
SECTION 1. The sections that follow shall hereby constitute the "City Compen-
sation Plan" and that this Plan shall supersede all previously enacted legis-
lation 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. WAGE & SALARY STRUCTURE/ADMINISTRATION
A. The following schedule includes a complete listing of all City job
classifications, grouped categorically by function, covered by this
Compensation Plan:
Accounting & Finance
Classification Pay Grade
Account Clerk 7
Tax Administrator 17
Assistant Finance Director 18
Director of Finance 24
Building Inspection & Related
Classification Pay Grade
Residential Plan Review Technician 10
Building Inspector (Certified) 12
Electrical Inspector (Certified) 13
Building Inspection Administrator 19
(Certified Building Official)
General Clerical
Classification Pay Grade
Clerk/Typist 2
Records Clerk 2
Secretary 4
Administrative Secretary 7
Executive Secretary 9
..' Court
-
Classification Pay Grade
Clerk of Court 8
Court Administrator/Probation Officer 17
Engineering
Classification Pay Grade
Engineering Drafting Technician 7
Engineering Project Inspector 11
Chief Engineering Technician 15
Chief Engineering Project Inspector 16
Assistant City Engineer 20
City Engineer 22
RECORD OF ORDINANCES
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Legislative
Classification Pay Grade
Assistant Clerk of Council 4
Clerk of Council 12
Maintenance (Building, Street, Vehicle, & Sewer)
Classification Pay Grade
Custodial Worker 1
Automotive Service/Custodial Worker 1
Maintenance Worker 6
Automotive Mechanic (Certified) 11
Maintenance Foreman 12
Superintendent of Maintenance 21
Parks & Recreation
Classification Pay Grade
Park Maintenance Worker 5
Park Horticulturalist 10
Recreation Coordinator/Supervisor 14
Park Maintenance Supervisor 15
Director of Parks & Recreation 21
Personnel & Purchasing
Classification Pay Grade
Personnel Aide 7
Purchasing Aide 7
Management Assistant 16
Director of Personnel & Purchasing 21
Planning & Development
Classification Pay Grade
Development Review Specialist/Code Enforcement Officer 16
Planner 16
Landscape Architectural Design Planner 16
Zoning Administrator 17
Director of Planning 22
Director of Development 25
Police
Classification Pay Grade
Police Clerk 3
Police Radio Dispatcher 7
Police Lieutenant 21
Chief of Police 23
Public Information
Classification Pay Grade
Public Information/Special Events Coordinator 16
B. The following schedule includes a complete listing of all pay grades with
'i their corresponding pay ranges for all City job classifications specified
in Section 2A.
Pay Grade Pay Range
1 $16,000 - $21,900
..o;;;::,..;;j."
2 $16,600 - $22,600
3 $17,500 - $23,500
4 $18,200 - $25,200
5 $18,700 - $26,100
6 $19,500 - $26,500
7 $20,000 - $27,000
RECORD OF ORDINANCES
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Pay Grade Pay Range
8 $20,500 - $27,600
9 $22,000 - $29,000
10 $23,000 - $30,000
11 $24,000 - $31,500
12 $24,500 - $32,000
13 $25,500 - $33,000
14 $26,000 - $33,500
15 $26,500 - $34,000
16 $27,000 - $36,200
17 $32,500 - $42,500
18 $34,000 - $44,000
19 $35,000 - $47,000
20 $36,000 - $48,000
21 $36,500 - $48,500
22 $39,500 - $53,500
23 $41,000 - $55,000
24 $42,000 - $56,000
25 $46,000 - $62,000
C. The starting annual rate of pay, upon appointment to any position within
one of the aforementioned job classifications specified in Section 2A.,
shall be determined by the Director of Personnel & Purchasing in consult-
ation with the particular Department/Division Head in question and shall
be based on the relative qualifications of the candidate and the existing
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.
D. The City Manager shall have the authority to approve "merit" pay in-
creases within the aforementioned pay ranges specified in Section 2B.
Said "merit" pay increases shall be determined based on a written evalu-
ation 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 Depart-
ment/Division Head. Said evaluation and recommendation shall be pro-
cessed on the appropriate forms as prescribed by the Director of Per-
sonnel & Purchasing or the City Manager.
E. The City Manager shall also have the authority to approve pay increase
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.
RECORD OF ORDINANCES
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F. 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.
G. All pay increases shall be subject to the ability of the annual budget
and appropriations to fund these increases.
H. The type of payroll system and the payroll schedule shall be determined
by the City Manager in consultation with the Director of Finance and the
Director of Personnel & Purchasing.
I. The wage/salary structure listed in Sections 2A. and 2B. of this Ordin-
ance shall be reviewed annually by the Director of Personnel & Purchasing
and the City Manager to evaluate the competitiveness of said structure
with market conditions. Any adjustments shall 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.
J. Sections 2A. and 2B. of this Ordinance shall be amended as often as
appropriate to include new job classifications, pay grades, and pay
ranges.
K. The City Manager shall determine equitable compensation rates for Sea-
sonal, Temporary, Emergency, and Part-Time positions with the minimum
being the prevailing Federal "Minimum Wage".
~~
SECTION 3. HOLIDAYS (NOT APPLICABLE TO POLICE RADIO DISPATCHERS)
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 11 th)
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 compensatory 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.
RECORD OF ORDINANCES
Dayton Legal Blank Co. Form No. 30043
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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 Satur-
day, 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.
SECTION 4. HOLIDAYS (APPLICABLE ONLY TO POLICE RADIO DISPATCHERS)
A. The provisions of this Section are applicable only to employees serving
in Full-Time Permanent positions.
B. The following are designated as paid holidays:
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)
C. Each holiday which is observed on an employee's regularly scheduled
workday shall be worked by the employee unless the employee is excused
from work. However, the Division of Police may schedule the workforce as
necessary to provide adequate coverage to the City.
D. Employees may request to be scheduled off on a particular holiday by
timely request to the Chief of Police. Such request may be granted, at
the sole discretion of the Chief of Police, provided the granting of the
request would not effect the normal operations of the Division or the
normal level of service to the community. Conflicts involving multiple
requests s ha 11 be resolved by the Chief on whatever basis the Chief, in
his sole discretion, deems appropriate.
E. If a holiday falls on an employee's regularly scheduled day off and the
employee is not required to work the holiday, or if the employee is
excused from work, the employee shall receive eight (8) hours compensa-
tory time at the straight time rate, provided that the employee was not
absent without authorized leave on either the work day before or after
the holiday. 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 eight (8) hours of compensatory time.
, F. When an employee works a holiday on his regularly scheduled workday, he
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 compensatory time.
G. When an employee works a holiday on his regularly scheduled day off, he
shall be entitled to:
l. Double time pay for all hours worked;
2. At the employee's option, eight (8) hours payor eight (8) hours
compensatory time at the straight time rate.
RECORD OF ORDINANCES
Dayton Legal Blank Co. Form No. 30043
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SECTION 5. PERSONAL LEAVE
A. Effective January 1 of each year, all employees serving in Full-Time
Permanent positions shall receive four (4) days (32 hours) of Personal
Leave. However, in the event an individual is appointed on or after
"
November 1 of any given year, that individual shall receive only one (1)
day 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 via the use of a Leave Request Form. Personal
Leave shall be used within the same calendar year in which it is allo-
cated and shall not be carried over to the next calendar year.
B. In the event that an employee is laid off, separated, or resigns from
City service, said employee shall be compensated for all unused personal
leave at the rate of pay in effect at the time of lay-off, resignation,
or separation. However, in the event that an employee resigns or separ-
ates service without providing at least ten (10) calendar days prior
written notice prior to his/her last working day, said employee shall
forfeit his/her right to compensation for such unused personal leave.
SECTION 6. 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 afore-
mentioned 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 resign-
ation/separation from any of these past employers 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
(Le. 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, Le. 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 of sick leave for
such services out of state, if needed for these purposes. Additional
days off may be approved at the discretion of the City Manager.
G. Sick leave shall accrue without limitation.
~
H. After at least ten (10) complete years (Le. 120 months) of continuous
service with the City, employees who are laid off or who qualify for
retirement benefits under the Public Employee's Retirement System, 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 (1/3) 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 section immediately
following, and the employee qualifies for his/her respective retirement,
his/her spouse, or secondarily, his/her estate, shall be paid the afore-
mentioned rate of redemption for accrued unused sick leave.
RECORD OF ORDINANCES
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I. 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 7. 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
o Year - 1 Year 5 days ( 40 hours)
2 Years - 4 Years 13 days (104 hours)
5 Years - 10 Years 15 days (120 hours)
11 Years - 15 Years 18 days (144 hours)
16 Years - 20 Years 20 days (160 hours)
21 Years or more 24 days (192 hours)
No employee shall accrue or use vacation leave within the first six (6)
months of his/her employment with the City, and during the remaining six
(6) months of his/her first year of employment, he/she shall accrue and
be eligible to use up to a maximum of 5 days (40 hours) of vacation
leave. (This provision shall not be applicable to the conditions
expressed under paragraph B below and shall be implemented on the date
this Ordinance takes effect, not retroactive to January 1, 1990.)
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 ap-
proval 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. Therefore,
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. Vacation leave may be taken in minimum multiples of one-quarter hour.
I. The City shall determine the method of crediting vacation leave.
SECTION 8. 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 Full-Time Permanent
positions:
RECORD OF ORDINANCES
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The following schedule shall be effective January 1, 1991:
Four (4) through Six (6) $500.00
Seven (7) through Ten (10) $600.00
Eleven (11) through Fourteen (14) $700.00
Fifteen (15) or more $800.00
The following schedule shall be effective January 1, 1992:
Four (4) through Six (6) $525.00
Seven (7) through Ten (10) $625.00 I
Eleven (11) through Fourteen (14) $725.00
Fifteen (15) or more $825.00
B. Longevity pay shall be issued during the pay period in which the em-
ployee's anniversary date of appointment falls, provided that the em-
ployee delivers a memorandum directly to the Payroll Clerk, at least
thirty (30) days prior to his/her anniversary date, requesting such
payment. In the event the employee fails to deliver said memo to the
Payroll Clerk in a timely manner, the employee shall be paid in one (1)
lump sum in a separate check issued on the fifteenth of December. If an
employee's anniversary date of appointment has already past at the time
this Ordinance should be adopted, and the employee delivers a memorandum
directly to the Payroll Clerk within thirty (30) days after such adoption
requesting payment, then the employee shall be entitled to such payment
during the next pay period after such memorandum is delivered to the
Payroll Clerk.
SECTION 9. HEALTH, DENTAL, AND LIFE INSURANCE
A. All employees serving in Full-Time Permanent positions, and their eligi-
ble dependents, shall be entitled to a group hospitalization/major
medical, prescription drug, and dental insurance program with no contri-
bution on the part of the employees other than the required deductibles,
co-payments, co-insurance, or out-of-pocket maximums etc. which may be
applicable under the program.
B. It is essential that the City and its employees realize the importance
and value of effective health care cost management and, therefore,
effective February 1, 1990, the City shall institute a Peer Utilization
Review process designed to evaluate the medical necessity of certain
medical/surgical procedures and the competitiveness of the fees being
charged for certain medical/surgical procedures and thus, attempt to
prevent physicians from over-charging for certain procedures and to
possibly eliminate the performance of unwanted or unnecessary medical/
surgical procedures.
C. Also, in an effort to more effectively manage the cost of health care,
effective February 1, 1990, the City shall institute a $50,000 lifetime
maximum on inpatient psychiatric care.
I! D. If the City's new self-funded medical and dental insurance program nets a
savings of at least $30,000 during calendar year 1990, the City will
provide a vision care program, with no contribution on the part of thel
employee other than the required deductibles, co-payments, co-insurance, I
or out-of-pocket max imums , etc. which may be applicable under the pro-
gram, beginning January 1, 1991.
E. All employees serving in Full-Time Permanent positions shall be entitled
to group term life and accidental death & dismemberment insurance cover-
age with no contribution on the part of the employees. The City shall
provide said insurance coverage in the amount of $30,000 for each
employee as soon as the City's life insurance carrier can make the
required amendments to the City's group term life and accidental death &
dismemberment insurance policy.
SECTION 10. 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
RECORD OF ORDINANCES
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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 establish and implement reasonable regulations
regarding reimbursement for expenses and travel.
SECTION 11. TUITION REIMBURSEMENT PROGRAM
A. All employees serving in Full-Time Permanent positions shall be eligible
to participate in the City's Tuition Reimbursement Program. Effective
January 1, 1990, each employee shall be eligible for a maximum of One
Thousand Dollars ($1,000.00) reimbursement for calendar year 1990 for
fees and required textbooks, and courses of instruction voluntarily
undertaken. Effective January 1, 1991, each employee shall be eligible
for a maximum of One Thousand Two Hundred and Fifty Dollars ($1,250.00)
for calendar year 1991 and, effective January 1, 1992, the maximum
allowable reimbursement shall be raised to One Thousand Five Hundred
Dollars ($1,500.00) per calendar year. 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 coursework provided by a recognized institution (e.g. college,
university, community college, post-secondary technical school, etc.)
shall be eligible for reimbursement under this program. No reimbursement
shall be approved for correspondence courses.
B. All coursework subject to reimbursement, shall be approved in advance by
the appropriate Department/Division Head, the Director of Personnel &
Purchasing, and the City Manager. If practicable, an employee shall make
application for approval of coursework reimbursement at least fifteen
(15) days prior to commencement 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,
Director of Personnel & Purchasing, 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 payable. The employee shall not be
reimbursed for incidental expenses such a paper or supplies, mileage,
I parking, meals, or other expenses other than tuition, fees, and required
textbooks.
!
SECTION 12. EXEMPT AND NON-EXEMPT JOB CLASSIFICATIONS
A. Pursuant to the Fair Labor Standards Act, the Following job classifica-
tions are categorized as Exempt and the employees serving in said classi-
fications are exempt from the overtime and compensatory time provisions
of said Act:
Executive Professional
Assistant Finance Director Assistant City Engineer
Building Inspection Administrator City Engineer
(Certified Building Official)
RECORD OF ORDINANCES
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Executive (Continued)
Chief of Police Administrative
City Manager Chief Engineering Proj. Inspector
Court Administrator/Probation Officer Chief Engineering Technician
Director of Development Clerk of Council
Director of Finance Development Review Specialist/
Director of Parks & Recreation Code Enforcement Officer
Director of Personnel & Purchasing Landscape Architectural Design
Director of Planning Planner
Superintendent of Maintenance Management Assistant
Tax Administrator Park Maintenance Supervisor
Planner
Public Information/Special
Events Coordinator
Recreation Coord./Supervisor
Zoning Administrator
B. Pursuant to the Fair Labor Standards Act, the following job classifica-
tions are categorized as Non-Exempt and employees serving in said classi-
fications are not exempt from the overtime and compensatory time pro-
visions of said Act:
Account Clerk
Administrative Secretary
Assistant Clerk of Council
Automotive Mechanic (Certified)
Automotive Service/Custodial Worker
Building Inspector (Certified)
Clerk of Court
Clerk/Typist
Custodial Worker
Electrical Inspector (Certified)
Engineering Drafting Technician
Engineering Project Inspector
Executive Secretary
Maintenance Foreman
Maintenance Worker
Park Horticulturalist
Park Maintenance Worker
Personnel Aide
Police Clerk
Police Lieutenant
Police Officer
Police Radio Dispatcher
Police Sergeant
Purchasing Aide
Records Clerk
Residential Plan Review Technician
Secretary
I
! C. Pursuant to the Fair Labor Standards Act, the following categories are
I
not covered under said Act:
Elected Officials
Political Appointees (Le. Board & Commission Members, Law Director, and
Independent Contractors)
SECTION 13. OVERTIME/COMPENSATORY TIME
A. Non-exempt employees who work in excess of either eight (8) hours in paid
status in any day or forty(40) hours in paid status in any work week,
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. 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.
RECORD OF ORDINANCES
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C Pursuant to the Fair Labor Standards Act, an employee with accumulated
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, Department/Division Head, 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 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.
E. When a non-exempt employee is required by an appropriate supervisor to
work on the seventh consecutive day within his or her scheduled work
week, that employee shall be compensated at the rate of doubletime for
each hour worked. A work week normally consists of forty (40) hours
based on five (5 ) consecutive eight hour workdays followed by two (2)
consecutive days off. (This provision shall become effective at the
earliest point permitted by law after passage of this Ordinance.)
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 three (3) hours at the appropri-
ate over time rate or be credited with a minimum of three (3) 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 entitled 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 14. 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 compensated 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.
SECTION 15. The provisions contained within this Ordinance, with the excep-
tion of Section 13 E., as noted above, shall become effective January 1, 1990.
SECTION 16. This Ordinance shall take effect and be in force on the earliest
: date permitted by law.
Passed this /r..c:~ day of Y/~ie_~ , 1990.
(
.....;.'.i..?
I hereby cn~U/ ('!; :.."1 "':;'e po~f'':.;' :;-:
City of Dub!:n:n ere:, .~, ,- ." . " " r .'.;0 Revised Coll
y
Attest:
~~.~
/J Clerk of Council, Dub in, OhiO
Yr#n~l-o ~~. tlvU~
Clerk of Co ncil'
Sponsor: City Manager
Director of Personnel & Purchasing