§ 35.009  COMPENSATION.
   (A)   The City Manager, in consultation with the Finance Director, shall develop a uniform and equitable pay plan consisting of minimum, intermediate and maximum rates of pay for each class of positions. Salary ranges for each class shall be coordinated with the position classification plan and shall be based on the ranges of pay for comparable work in other public and private employment in the area, cost of living data, suggestions of department heads and employees, maintenance or other benefits received by employees, the financial policy of the city and other economic considerations.
   (B)   The pay plan and the rules for its administration shall then be submitted to the governing body for adoption by resolution.
   (C)   After the pay plan and the rules for the administration have been adopted by the governing body, the City Manager shall assign each job class to one of the pay ranges provided in the pay plan.
   (D)   The pay plan may be amended from time to time as circumstances require, either through adjustment of rates or by reassignment of job classes to different pay ranges or both.
   (E)   On the effective date of a new or revised plan, the pay of employees receiving less than the minimum rate for their class shall be increased to the minimum rate of the salary range. Employees receiving more than the maximum rate of their class shall continue to receive that higher rate. Employees whose salary rates fall at any step in the range for the position shall continue at that rate. Rates at other than an established step of the salary range shall be increased to the next higher step as revenues are identified.
(1994 Code, § 4-209)  (Ord. 407, passed 11-25-1985)