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(a) Compensation Schedules. The pay of City employees occupying classified positions shall be on the basis of appropriate class ranges of semi-monthly, bi-weekly and equivalent hourly rates prescribed in this chapter for the respective classes of positions. Each range shall consist of a minimum rate and a maximum rate. The schedules of semi- monthly, bi-weekly and hourly rates as shown in Exhibit A, attached to original Ordinance 27-85, passed June 10, 1985, shall comprise the compensation plan. The classification of increments of pay by steps within the ranges of the compensation plan is merely a mechanical device utilized to indicate the various possibilities of increments between the minimum rate and the maximum rate in each range. It in no way limits or controls the amount of pay, either the hourly, semi-monthly or bi-weekly salary, that can be given an employee. Increments of hourly rates of pay actually given to an employee shall be on a penny ($0.01) basis, and increments of semi-monthly and bi-weekly salary pay actually given to an employee shall be on a one dollar ($1.00) basis, irrespective of the step schedule.
(b) Full-Time Basis of Compensation Schedules. The semi-monthly and bi-weekly rates of pay prescribed in original Ordinance 27-85, passed June 10, 1985, are based on full-time employment at normal working hours for the respective classes of positions. A normal work week will be forty hours for full-time employees. Salaries for part-time positions shall be as provided in Section 256.09, or as provided in applicable provisions of the unclassified list. In cases where a portion of the compensation is paid to an employee by another governmental agency, such portion shall be deducted from the rates prescribed for the purpose of computing the amount to be paid by the City.
(c) Compensation Plan. The compensation plan, with bi-weekly and hourly rates for all positions, is hereby adopted accordingly. (See the Appendix (Master Wage and Salary Tables) set forth in original Ordinance 27-85, passed June 10, 1985.)
(d) General Increases. General increases shall be limited to classified positions only.
(Ord. 27-85. Passed 6-10-85; Ord. 128-91. Passed 12-23-91.)
(a) Starting Rate of Initial Employment. The Mayor has the authority to approve initial employment at the minimum rate within the first index of the appropriate class for the vacant position.
Original employment to any position shall be made at the entrance rate and advancement from the entrance rate to the maximum rate within a salary or hourly range shall be by successive increments in pennies for hourly pay and in dollars for semi-monthly and bi-weekly salary pay. Council, upon recommendation of the department head and concurrence by the department director and the Mayor, may approve initial compensation at a rate higher than the minimum rate in the salary or hourly schedule for the range when the needs of the service make such action necessary, provided that any such exception is based on the outstanding and unusual character of the employee's pertinent experience and ability over and above the minimum qualifications specified for the class. Should this occur, the time for advancement shall be commensurate with the step appointed to.
(Ord. 129-91. Passed 12-23-91.)
(b) Starting Rate on Return from Military Service. Any employee who has been drafted into the active service of the Armed Forces from the City service and who subsequently is reinstated to a position previously held by him or her may be entitled to receive compensation at a rate not lower than that of the rate corresponding to the rate received at the time of entrance into the Armed Forces.
(c) Rate of Pay on Promotion. Unless otherwise specifically authorized by the Mayor, in any case where an employee is promoted to a range with a higher compensation schedule, the entrance rate shall be the lowest rate in the higher schedule which will provide an increase over the rate received immediately prior to such promotion, except as otherwise provided in this chapter. Subsequent advancement within the classification range schedule shall be on the same basis as provided in Section 256.08(b).
(Ord. 27-85. Passed 6-10-85.)
(d) Temporary and Part-Time Employees. Effective the first pay period following passage of Ordinance 33-10, all part-time seasonal employees with less than one year experience shall receive the State of Ohio minimum wage plus thirty cents ($0.30) per hour. Seasonal part-time employees with one year experience shall receive the State of Ohio minimum wage plus one dollar and thirty cents ($1.30) per hour. Seasonal part-time employees with more than two years experience shall receive the State of Ohio minimum wage plus two dollars and thirty cents ($2.30) per hour.
(Ord. 29-98. Passed 2-23-98; Ord. 71-00. Passed 2-28-00; Ord. 33-10. Passed 7-12-10.)
(a) Probationary Period. After initial appointment or promotion to a classified position, the first six months of service in the position to which appointed or promoted shall be considered the probationary period. If the employee does not satisfactorily complete this probationary period, he or she shall be separated from the service, except that in the case of promotion from a lower position, he or she may revert to such position, provided that such vacancy still exists. An increase within a classification range shall not constitute a promotion within the meaning of this section. The director who has management responsibility with reference to an employee may order a physical examination as a condition of probation.
(b) Recommendation for Advancement Within a Classification. The department head concerned shall recommend, in writing, to his or her director, the advancement in rate of an employee in his or her department who, in his or her opinion, has met the requirements for advancement. In the case of advancement upon completion of the probationary period, the recommendation shall include a certification that the probationary period has been successfully completed. In the case of subsequent advancements within a range, the recommendation shall include a certification that the employee's service has been entirely satisfactory for at least three months immediately prior to the effective date of the recommended advancement in pay.
(c) Advancement Schedule.
(1) Advancement from Step No. 1 to Step No. 1A eligible after six months in Step No. 1;
(2) Advancement from Step No. 1A to Step No. 2 eligible after six months in Step No. 1A;
(3) Advancement from Step No. 2 to Step No. 2A eligible after one year in Step No. 2;
(4) Advancement from Step No. 2A to Step No. 3 eligible after one year in Step No. 2A;
(5) Advancement from Step No. 3 to Step No. 3A eligible after one year in Step No. 3;
(6) Advancement from Step No. 3A to Step No. 4 eligible after one year in Step No. 3A;
(7) Advancement from Step No. 4 to Step No. 4A eligible after one year in Step No. 4;
(8) Advancement from Step No. 4A to Step No. 5 eligible after one year in Step No. 4A.
Eligibility means that an employee has satisfactorily completed the required time in the specified wage range and may be considered for advancement. Thirty days before the eligibility date of such employee's scheduled step increase, the director concerned shall submit, in writing, his or her approval or disapproval of such employee's advancement, stating his or her reasons therefor to the Mayor. If the director fails to do this in the allocated time, the Director of Finance shall request a written approval or disapproval from the director for such employee's advancement.
If there is a negative report filed, the employee shall have the right of appeal to a Board consisting of the Mayor, the Finance Director and the President of Council, which must be heard within thirty days after the eligibility date. The Board shall make the final determination, which shall become binding on all parties. Inaction by the Board shall be deemed an approval.
(Ord. 27-85. Passed 6-10-85.)
(a) Definition of Part-Time Employee. Any employee, scheduled or otherwise, working less than forty hours per week, is, for the purposes of this chapter, a part-time employee.
(b) Permanent Part-Time Employees. Any permanent part-time employee regularly employed on a continuing work schedule of less than full-time shall be compensated at the rate indicated in his or her ordinance for hire. All raises will be subject to the limit of appropriated funds available for a division, as approved by Council.
(c) Temporary Employees. In an emergency, an appointment may be made without regard to the civil service laws or the rules of the Civil Service Commission, but in no case to continue longer than six months; provided, however, that interim or temporary appointments, made necessary by reason of sickness or disability or for work overload of the regular employees, shall continue only during such period of sickness or disability.
The interim or temporary employee shall receive compensation at a rate to be determined from time to time by Council.
(d) Benefit Exclusions. All employees, temporary, part-time or permanent part- time, shall be excluded from participating in the City's group insurance plans, holiday pay, vacation pay and sick leave, except as otherwise provided in this chapter.
(e) Computation of Salaries. The bi-weekly pay for full-time, part-time and permanent part-time personnel who are on an annual wage shall be computed as the annual wage divided by twenty-six. To arrive at an hourly rate for accounting of sick pay, overtime, etc., the annual salary divided by 2,080 hours will be used for the hourly rate. There will be an adjustment of any odd cents due on the last pay of December. The normal work week shall be forty hours.
(Ord. 27-85. Passed 6-10-85; Ord. 37-90. Passed 3-26-90; Ord. 130-91. Passed 12-23-91; Ord. 72-92. Passed 7-13-92; Ord. 104-92. Passed 9-28-92; Ord. 67-94. Passed 5-23-94; Ord. 203-97. Passed 12-8-97.)
(a) Administration. In any emergency, a department head may prescribe, with the approval of the Mayor or the department director, reasonable periods of overtime work to meet operational needs. Such overtime shall be reported and justified as required by the Mayor.
(b) Compensation. All full-time covered employees who are paid on an hourly rate basis and who have worked in excess of a normal forty-hour work week, or who have worked in excess of eight hours in a twenty-four hour period, shall be paid an hourly rate of one and one- half times their hourly rate for each hour of excess time. In computing the normal hours, time taken off during the week shall be deducted, unless such time is authorized sick leave. Unworked minimum call-out hours shall not apply to the computation, but an employee shall be compensated at the highest of either actual hours worked or minimum call-out hours. Work on scheduled holidays, if requested and/or approved by the department head, shall be paid at double time rate for each hour worked.
(c) Minimum Call-Out Hours for Employees. Hourly employees of the Division of Water and Sanitary Sewers and the Division of Streets and Drainage of the Department of Public Service shall be guaranteed a minimum of four hours pay for each response to an emergency call- out made by the Director of Public Service, the Superintendent of Roads and Parks or the Superintendent of Utilities.
(Ord. 27-85. Passed 6-10-85; Ord. 44-90. Passed 4-23-90; Ord. 131-91. Passed 12-23-91; Ord. 47-16. Passed 4-11-16.)
(a) The City shall provide uniforms for each appointee of the Department of Public Service who is required to wear a regulation uniform while on duty. The Director of Public Service is hereby authorized to enter into a contract for the supply of the same.
(Ord. 27-85. Passed 6-10-85.)
(b) There shall be a personal clothing allowance of seventy-five dollars ($75.00) for full-time office employees and one hundred dollars ($100.00) for full-time Street and Water Department employees, excluding Department Directors.
(Ord. 44-90. Passed 4-23-90.)
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