(a) The position and salary schedule, marked Exhibit "A", which is attached hereto and made a part of this Code shall be effective as of October 1, 2023.
(b) The Personnel Officer, in conjunction with department and division heads and subject to the approval of the City Manager, shall annually review and make recommendations to Council for changes in the following schedule.
(c) The adopted position and salary schedule shall provide the basis for compensation of all municipal employees. The City Manager shall adopt an administrative policy, subject to approval of the City Council, to address those positions which are in existence and have not attained the minimum base salary range or have exceeded the maximum base salary range. A position may be assigned a salary lower than the minimum base salary range or higher than the maximum base salary range provided for that salary grade of that position, but is subject to administrative policy. Prior to appointment of a new employee, the City Manager shall consult the position and salary schedule for determination of placement within the relevant classification. Appointments shall normally be made at the minimum rate for the specified pay scale. Evaluation of an appointee's qualifications and experience shall be considered and may provide the basis for compensation in excess of the minimum base salary.
(d) Each salary range maximum shall be caused to increase yearly in line with annual salary increases awarded to all City employees, without requiring action by Council. Each salary range minimum shall not be affected.
(e) Salary increases within an established range shall not be automatic, but can be given
on the following bases:
(1) A merit increase recommended, in writing, to the City Manager by the appropriate department or division head and approved by the City Manager. Such a recommendation is to be based on standards of performance or other pertinent data.
(2) A merit increase recommended and approved by the City Manager. Such a recommendation is to be based on standards of performance or other pertinent data.
(3) An across-the-board increase granted to all salaried employees and recommended by the City Manager.
(4) A change in the employee's classification.
(f) Salary increases granted on the basis of subsection (e)(1), (2) and (3) hereof are dependent on the provisions of moneys appropriated in the annual appropriation ordinance. Salary increases granted on the basis of subsection (e)(l) and (2) hereof shall not be granted to an employee more frequently than once in each six (6) months. No salary advancement shall be given before the employee completes the first six (6) months of their probationary period. However, when the minimum salary for the particular position is increased during such employee's probationary period, such employee shall be compensated at such higher salary from the date of the passage of the salary ordinance.
(g) The salary rate established for an employee shall represent their total remuneration, not including reimbursement for official travel and except as otherwise provided, in this chapter
(overtime pay, cost-of-living allowance, premium pay and/or on-call status). No reward, gift or other thing of value received from any source for the performance of their duties shall be retained
by an employee. Notwithstanding the foregoing, employees of the Police Division, during off-
duty time, may accept special duty assignments for police work only when authorized by the Police Chief.
(h) Whenever an employee works for a period less than the regularly established number of hours per day, days per week or weeks per month, the amount paid shall be proportionate to the time actually employed.
(i) All full-time non-exempt employees, except Fire Division employees, shall be compensated for each hour worked in excess of forty hours per week at a rate equal to one and one-half times their straight rate.
All full-time employees of the Fire Division shall be compensated for each hour worked in excess of 212 hours during any twenty-eight-day work period at a rate equal to one and one-half times their straight rate.
Authorization of all overtime shall be under the control of the City Manager. If any fulltime salaried employee, other than department and division heads, requests the City Manager to grant compensatory time off in lieu of compensation for such employee's authorized overtime, the City Manager shall be authorized but not required to allow such request.
The City Manager shall be authorized, but not required, to grant compensatory time off to those administrative employees not entitled to overtime compensation at such times and to such extent that the City Manager, in his sole discretion deems justifiable under the circumstances relating to each such administrative employee.
(j) (EDITOR'S NOTE: This subsection was repealed by Ordinance 1988-2, passed January 25, 1988.
(k) Except as otherwise provided in any one or more controlling collective bargaining agreements, each employee of the Division of Utilities and of the Division of Streets and Parks, when placed on an "on call" basis by the department or division head, shall receive compensation in addition to their regular salary in an amount equal to two (2) hours of such employee's regular rate for each such twenty-four (24) hour period that the employee is on call. Such "on call" pay shall be in addition to pay for actual hours worked on call.
CITY OF HURON
FULL TIME POSITION AND SALARY SCHEDULE
BASE SALARY
RANGE | |||
POSITION TITLE
| Pay Scale
| Min. | Max. |
Water Superintendent
| 5 | $65,000 | $90,000 |
Planning Director | |||
Personnel Officer | |||
Parks and Recreation Director | |||
Parks and Recreation Operations Manager
| 4 | $55,000 | 80,000 |
Technology Manager | |||
Assistant Finance Director | |||
Clerk of Court
| |||
Parks and Municipal Ground Coordinator
| 3
| $45,000 | $65,000 |
Boat Basin Facility Manager | |||
Executive Administrative Asst./Clerk of Council | |||
Permit Technician/Administrative Asst. | |||
Finance Specialist | |||
Probation Officer | |||
Zoning Inspector - FT
| 2 | $35,000 | $55,000 |
Deputy Clerk of Court | |||
Administrative Assistant - Communications | |||
Parks Maintenance Worker I | |||
Municipal Judge
| 1 | 35,500 | 35,500 |
Administrative Assistant
| 1 | $25,000 | $40,000 |
Supplemental Salary Schedule (Ranges effective through 12/31/2024) | |||
BASE SALARY RANGE | |||
POSITION TITLE | Pay Scale | Min. | Max. |
Information Technology Manager | VIII | $57,000 | $95,000 |
Part Time and Seasonal Position Salary Schedule | ||
BASE SALARY RANGE | ||
POSITION TITLE | Min. | Max. |
Prosecutor | $20,000 | $50,000 |
Personnel Officer | ||
Deputy Court Clerk | $10.45/hr. | $20.00/hr. |
Police/Dispatch Secretary | ||
Police Officer | ||
Court Bailiff/Court Security Officer | ||
Finance Clerk | ||
Customer Service Clerk | ||
General Maintenance Worker | $10.45/hr. | $24.00/hr. |
Zoning Inspector - PT | ||
Administrative Assistant | ||
Street Maintenance | ||
Parks Maintenance | $10.45/hr. | $16.00/hr. |
Recreation | ||
Dockhand | ||
Basic EMT/FF | $12.00/hr. | $17.00/hr. |
Basic Paramedic/FF | $15.00/hr. | $20.00/hr. |
(Ord. 2023-47. Passed 12-12-23.)