§ A314-4. Pay plan.

A. 

Preparation and adoption. The City Clerk-Treasurer shall prepare and submit to the City Council for its approval a pay plan which shall consist of the minimum and maximum rate of pay for each class. Each class shall be assigned to a pay range or grade and all position in the class shall be compensated for according to that range or grade. A pay range or grade shall be assigned to each class according to the responsibilities of the class, the duties and pay for other classes, prevailing rates of pay for comparable positions in public and private employment in the area, fringe benefits received by employees, the financial policy of the City, federal and state statutes and other pertinent economic factors.

B. 

Annual review, amendments and modification. At least once each year at budget time prior to the beginning of the following fiscal year, the City Council shall review the pay plan, make desired changes and approve all pay ranges or grades for the succeeding year. However, the City Council may modify any or all of the pay ranges or grades as set forth in the pay plan at any time. The City Council may also set an effective date for the pay plan. All pay ranges and grades, including longevity or performance increases, shall be construed as policy declarations and not binding permanent contractual obligations between the City and its employees. Any amendments to the pay plan shall be based on changes in the responsibilities or the duties of the classes, recruiting experience, rates of pay and benefits in the public and private sector, the City's financial status, general economic conditions, federal or state law, or other pertinent factors warranting such action.

C. 

Individual pay rates upon appointment for nonexempt, regular full-time positions. The pay rate paid to each nonexempt employee shall be only according to the pay plan and only to the extent provided for by the City Council appropriation. The beginning rate of pay Step 1 shall usually be paid upon appointment in any classification. Appointments may be made by the City Council at Step 2 or Step 3 of a pay range in recognition of exceptional qualifications of an applicant or recruiting experience. If a former City employee is reemployed in a class in which the employee was previously employed, the City council may authorize appointment to a Step 2 or Step 3 of the pay range.

D. 

Pay increases for nonexempt, regular full-time positions. Nonexempt employees who satisfactorily complete their initial probationary period at Step 1 in the pay range shall be eligible to a one-step increase. After completion of an additional 12 months of satisfactory service, the employee shall be eligible to an additional one-step increase. When an employee begins at a rate above the minimum, either Step 2, or Step 3, increases after six and 18 months of satisfactory service may be granted upon the recommendation of the employee's supervisor, with the concurrence of the City Council. Increments above the these rates are to provide a means of recognizing continued satisfactory service and shall be designated as longevity pay and merit increases. Pay increases are grievable through the grievance procedure.

E. 

Individual pay increases for nonexempt, regular full-time positions in the performance range. A nonexempt employee who has completed 18 months of satisfactory service, and the employee's position is in the performance range of the pay plan, is eligible for a performance increase. A performance increase may be granted by the City Council upon the recommendation of the department head. Performance based increases may be granted to an eligible employee at any time following the employee's completion of 18 months of service. The amount of the employee's increase shall be determined by the City Council. Pay increases are grievable through the grievance procedure.

F. 

Individual salary rates upon appointment: exempt executive-supervisory, professional, and administrative employees. The salary for an exempt employee shall be only according to the pay plan and only to the extent provided for by the City Council appropriation. The City Council may establish the starting salary based upon the level of compensation necessary to attract and retain competent and qualified personnel, the responsibilities of the position, recruiting experience, state and federal statutes, and other pertinent factors.

G. 

Salary increases for exempt executive, supervisory, professional, and administrative employees.

(1) 

A salary increase for an exempt employee shall be only according to the pay plan and only to the extent provided by City Council appropriation. All salary recommendations and resultant increases, if any, shall be based upon, but not limited to, the following factors:

(a) 

Performance.

(b) 

Relationship of salary with that of those supervised.

(c) 

Recognition of differences in professional training and experience.

(d) 

Degrees of responsibility, number of employees supervised, and scope of programs.

(e) 

Degree of confidence in the employee.

(2) 

Pay increases are grievable through the grievance procedure.

H. 

Work periods.

(1) 

Workweek. The regular workweek is a fixed and regularly recurring period of 168 hours (seven consecutive twenty-four-hour periods). It need not coincide with the calendar week but may begin on any day and at any hour of the day. The beginning of the workweek shall be established by the department head, and once established, it remains fixed. However, it may be changed by the department head if the change is intended to be permanent. Different workweeks may be established for different employees or groups of employees. The forty-hour workweek constitutes full-time employment.

(2) 

Workday. The standard workday is eight hours in a consecutive twenty-four-hour period. Department heads may establish a different workday for an employee, not to exceed 10 hours in a consecutive twenty-four-hour period. Once established, the workday remains fixed but may be changed by the department head if the change is intended to be permanent. Different workdays may be established for individual employees or groups of employees.

(3) 

Work breaks. Nonexempt employees may receive not more than 15 minutes during the first half and not more than 15 minutes during the second half of the workday for work breaks or equivalent time off with pay. Work breaks shall not be taken immediately after the starting time nor immediately preceding the end of the workday.

(4) 

Time off. Nonexempt employees shall not be granted any time off with pay except in the form of leaves as permitted by these rules. Exempt employees may be granted short periods of time off with pay, not to exceed two hours, for personal matters of necessity.

I. 

Pay for less than full-time work. When a regular employee works for a period of less than the established workday or workweek, the amount paid shall be proportionate to the time actually worked, unless accrued benefit hours are used. Department heads may authorize short-term, unpaid leaves of absence of up to one calendar week only when it is deemed to be in the best interest of the City.

J. 

Overtime pay, compensatory time, call back pay.

(1) 

Overtime pay.

(a) 

Nonexempt employees who work hours in excess of the established workday or workweek shall be compensated at a rate of 1 1/2 times their base hourly rate of pay for the hours worked in excess of the established workday or workweek. Overtime rates will not be paid for time not worked.

(b) 

Exempt employees defined by the Fair Labor Standards Act shall not receive cash payment for overtime worked. The City Council may authorize additional pay to an exempt employee in specific instances when such payment is warranted.

(2) 

Compensatory time. For hours worked by nonexempt employees in excess of the established workday or workweek, compensatory time may be granted by the employee's department head in lieu of overtime pay. Compensatory time shall be at the rate of 1 1/2 times the hours worked in excess of the established workday or workweek. Overtime pay or compensatory time will not be paid for time not worked. The maximum total accrued compensatory time shall not exceed 80 hours per employee.

(3) 

Call back pay. A nonexempt employee called back to work at a time other than a normal scheduled shift shall receive pay at 1 1/2 times the employee's regular straight time hourly rate.