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Annual amounts are based on 26 pay periods per year.
Grade | Minimum | Maximum | |
1 | Hourly | 10.10 | 14.77 |
Bi-weekly | 808.00 | 1,181.70 | |
Annual | 21,008.00 | 30,724.20 | |
2 | Hourly | 10.10 | 15.49 |
Bi-weekly | 808.00 | 1,239.14 | |
Annual | 21,008.00 | 32,217.64 | |
3 | Hourly | 10.10 | 16.25 |
Bi-weekly | 808.00 | 1,299.75 | |
Annual | 21,008.00 | 33,793.50 | |
4 | Hourly | 10.10 | 17.10 |
Bi-weekly | 808.00 | 1,368.07 | |
Annual | 21,008.00 | 35,569.82 | |
5 | Hourly | 10.10 | 17.94 |
Bi-weekly | 808.00 | 1,434.82 | |
Annual | 21,008.00 | 37,305.32 | |
6 | Hourly | 10.22 | 18.87 |
Bi-weekly | 817.95 | 1,509.37 | |
Annual | 21,266.70 | 39,243.62 | |
7 | Hourly | 10.74 | 19.78 |
Bi-weekly | 858.90 | 1,582.30 | |
Annual | 22,331.40 | 41,139.80 | |
8 | Hourly | 11.29 | 20.79 |
Bi-weekly | 903.18 | 1,663.08 | |
Annual | 23,482.68 | 43,240.08 | |
9 | Hourly | 11.84 | 21.82 |
Bi-weekly | 947.46 | 1,745.37 | |
Annual | 24,633.96 | 45,379.62 | |
10 | Hourly | 12.42 | 22.92 |
Bi-weekly | 993.92 | 1,833.91 | |
Annual | 25,841.92 | 47,681.66 | |
11 | Hourly | 13.07 | 24.05 |
Bi-weekly | 1,045.95 | 1,923.94 | |
Annual | 27,194.70 | 50,022.44 | |
12 | Hourly | 13.72 | 25.27 |
Bi-weekly | 1,097.98 | 2,021.78 | |
Annual | 28,547.48 | 52,566.28 | |
Grade | Minimum | Maximum | |
13 | Hourly | 14.42 | 26.53 |
Bi-weekly | 1,153.31 | 2,122.75 | |
Annual | 29,986.06 | 55,191.50 | |
14 | Hourly | 15.15 | 27.87 |
Bi-weekly | 1,211.95 | 2,229.91 | |
Annual | 31,510.70 | 57,977.66 | |
15 | Hourly | 15.90 | 29.27 |
Bi-weekly | 1,271.73 | 2,341.65 | |
Annual | 33,064.98 | 60,882.90 | |
16 | Hourly | 16.69 | 30.75 |
Bi-weekly | 1,334.84 | 2,459.67 | |
Annual | 34,705.84 | 63,951.42 | |
17 | Hourly | 17.52 | 32.24 |
Bi-weekly | 1,401.23 | 2,579.23 | |
Annual | 36,431.98 | 67,059.98 | |
18 | Hourly | 18.39 | 33.87 |
Bi-weekly | 1,470.96 | 2,709.69 | |
Annual | 38,244.96 | 70,451.94 | |
19 | Hourly | 19.31 | 35.58 |
Bi-weekly | 1,545.12 | 2,846.31 | |
Annual | 40,173.12 | 74,004.06 | |
20 | Hourly | 20.28 | 37.36 |
Bi-weekly | 1,622.60 | 2,989.19 | |
Annual | 42,187.60 | 77,718.94 | |
21 | Hourly | 21.29 | 39.23 |
Bi-weekly | 1,703.39 | 3,138.27 | |
Annual | 44,288.14 | 81,595.02 | |
22 | Hourly | 22.36 | 41.19 |
Bi-weekly | 1,788.64 | 3,295.11 | |
Annual | 46,504.64 | 85,672.86 | |
23 | Hourly | 23.46 | 43.25 |
Bi-weekly | 1,877.18 | 3,459.69 | |
Annual | 48,806.68 | 89,951.94 | |
24 | Hourly | 24.63 | 45.42 |
Bi-weekly | 1,970.13 | 3,633.60 | |
Annual | 51,223.38 | 94,473.60 | |
Grade | Minimum | Maximum | |
25 | Hourly | 25.86 | 47.71 |
Bi-weekly | 2,068.65 | 3,816.84 | |
Annual | 53,784.90 | 99,237.84 | |
26 | Hourly | 27.15 | 50.08 |
Bi-weekly | 2,171.60 | 4,006.32 | |
Annual | 56,461.60 | 104,164.32 | |
27 | Hourly | 28.50 | 52.62 |
Bi-weekly | 2,280.06 | 4,209.71 | |
Annual | 59,281.56 | 109,452.46 | |
28 | Hourly | 29.93 | 55.22 |
Bi-weekly | 2,394.05 | 4,417.75 | |
Annual | 62,245.30 | 114,861.50 | |
29 | Hourly | 31.43 | 57.98 |
Bi-weekly | 2,514.70 | 4,638.30 | |
Annual | 65,382.20 | 120,595.80 | |
30 | Hourly | 33.00 | 60.87 |
Bi-weekly | 2,639.78 | 4,869.65 | |
Annual | 68,634.28 | 126,610.90 | |
31 | Hourly | 34.66 | 63.92 |
Bi-weekly | 2,772.58 | 5,113.45 | |
Annual | 72,087.08 | 132,949.70 | |
32 | Hourly | 36.39 | 67.12 |
Bi-weekly | 2,910.96 | 5,369.55 | |
Annual | 75,684.96 | 139,608.30 | |
33 | Hourly | 38.20 | 70.50 |
Bi-weekly | 3,055.94 | 5,639.90 | |
Annual | 79,454.44 | 146,637.40 | |
34 | Hourly | 40.14 | 74.01 |
Bi-weekly | 3,210.90 | 5,920.93 | |
Annual | 83,483.40 | 153,944.18 | |
35 | Hourly | 42.14 | 77.70 |
Bi-weekly | 3,371.39 | 6,215.97 | |
Annual | 87,656.14 | 161,615.22 | |
(Ord. 23-O-038. Passed 4-18-23.)
(a) The compensation to be paid any salaried or hourly rated employee of the City, shall be paid on a bi-weekly basis, except where this would be in conflict with other official regulatory provisions.
(b) Compensation of employees beginning employment with the City between pay periods, shall be paid on the basis of the hourly rate, that grade in which they are placed, multiplied by the number of hours worked from the employment date to the end of the pay period.
(c) Compensation of employees terminating employment with the City between pay periods, shall be paid on the basis of the hourly rate for that grade in which they are placed, multiplied by the number of hours worked from the beginning of the pay period to the termination date.
(d) The payroll deductions shall be governed first by the ability of the Finance Director's payroll system to process them, and secondly, upon a determination by the City Manager of the type of payroll deductions which will benefit the largest number of municipal employees.
(e) All payroll changes for longevity compensation, educational compensation, etc., shall be effective as of the first day of the biweekly pay period following the date of such payroll change if such date does not coincide with the first day of a bi-weekly pay period.
(Ord. 07-0-33. Passed 3-20-07.)
(a) All regular full-time employees who are considered non-exempt under applicable Federal and/or State law(s) may, upon recommendation of the department director or division head and approval of the City Manager, be compensated for overtime on the basis of time and one-half of the regular full-time employee's regular base hourly rate of pay for authorized work actually performed in excess of forty (40) hours per week, not including meal periods. A regular full-time employee called back to work at a time other than his scheduled work shift or who performs authorized work on an official City holiday may be compensated for the actual hours worked at one and one-half (1-1/2) times his regular base hourly rate of pay. The City Manager may at his discretion grant compensatory time off in lieu of pay for overtime if Federal and/or State law(s) permit.
(b) At the discretion of the City Manager, employees may receive a bonus in recognition of exceptional job performance. This bonus shall serve as an acknowledgment of exceptional service provided by an employee to protect the public safety and welfare during extraordinary circumstances. (Ord. 07-0-33. Passed 3-20-07.)
In any case when an employee is qualified for and is temporarily required to regularly serve in and accept the responsibility for work in a higher position classification, such employee shall receive added compensation as the City Manager may direct.
(Ord. 07-0-33. Passed 3-20-07.)
If an employee is qualified for and has been formally assigned to on-going duties beyond the normal scope of his or her job classification, such employee may receive additional compensation as the City Manager may direct, not to exceed five (5) percent of the mid-range of the assigned pay grade.
(Ord. 07-0-33. Passed 3-20-07.)
One or more position classifications may be combined as the City Manager may direct. The pay rate for the new combined position shall be considered on a case by case basis but in no circumstances should exceed the pay rate of the highest rated of the combined positions. In exceptional circumstances, the City Manager may authorize a temporary compensation level not to exceed 10 percent more than the current compensation rate. Should this combined position assignment become permanent, the position shall be classified and evaluated using the City's adopted evaluation system. (Ord. 07-0-33. Passed 3-20-07.)
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