(A) Establishment and purpose of compensation plan. The City Manager, with the approval of the City Commission, will establish, maintain, review annually, and amend as it deems necessary the compensation plan. This compensation plan shall constitute the official plan for compensating all nonunion positions in the classified service.
(B) Assignment of classes in the compensation plan. Classes shall be assigned to salary schedules in the compensation plan according to the following factors:
(1) Consistency of the classes in the compensation plan as regards the duties and responsibilities of the class;
(2) Availability of qualified applicants;
(3) Prevailing rates for similar employment in private industry and other public jurisdictions; and
(4) The other factors as may be deemed appropriate.
(C) Entrance salary. Normally, all new appointments shall be at the beginning of the salary range. However, in unusual circumstances and upon request of the appointing authority, the City Manager may approve an in-grade appointment. An appointment will only be approved under the following conditions:
(1) The City Manager has found it extremely difficult to recruit qualified applicants at the established entrance salary specified for the class; or
(2) An eligible applicant is outstandingly qualified and his or her expertise, education, achievement, experience, and ability are obviously far beyond the qualifications outlines in the class specification.
(D) Salary upon reclassification. When a position is reclassified, the salary of the employee is changed as provided for promotion, transfer, or demotion.
(E) Salary upon reinstatement. Employees may be reinstated to the same class, or to a class with the same salary range, or to a class with a lower salary range. The salary may be at the lower salary range, but no higher than the salary at the time of termination.
(F) Overtime compensation. The following criteria shall govern the eligibility for and administration of overtime compensation.
(1) The city shall publish a listing of those classes which are supervisory and professional in accordance with § 33.02. Overtime shall be compensated as follows.
(a) F.L.S.A. nonexempt employees work in excess of the applicable work period under F.L.S.A. will receive cash payment at a rate equal to 1½ times the hourly rate equivalent paid to the employee when the overtime was worked. Compensatory time may be granted at 1½ times the overtime worked if approved by both the city and the employee.
(b) Supervisory and professional employees will not normally receive any form of overtime compensation. However, if the employees are required to work significant amounts of officially authorized overtime, they may receive compensatory time off equal to the overtime hours worked. Compensatory time must be requested and approved within 2 pay periods following the pay period in which the overtime was worked.
(2) Employees working in divisions (F)(1)(a) and (F)(1)(b) above will not be compensated for overtime worked on the employee’s own initiative or overtime not officially approved in advance.
(1981 Code, § 20-23) (Ord. 823, passed 1-22-1991)