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(a) Policy.
(1) Exempt (salary): Administrative, executive, professional, and certain other employees paid on a salary basis may be exempted or may fall into one of the specific categories of "non-covered" employees under the FLSA. The following positions are exempt from overtime compensation:
Safety Director
Service Director
Parks & Recreation Director
Development Director
Deputy Chief of Police
Computer Systems Director
Human Resources Director
Chief Building Official
Superintendent of Water/Wastewater
Chief of Police
Superintendent of Streets
Clerk of Courts
Planning & Zoning Administrator
Finance Manager
Clerk of Council
Tax Administrator
Assistant City Prosecutors
Assistant City Attorney
Criminal Justice Program Administrator
Such employees shall not receive a reduction in pay for absences of less than an entire work period (normally five days). Absences will first be deducted from the employee's accumulated sick leave, vacation, or other paid leave time, as appropriate. Sick leave, vacation leave, and holiday pay are based upon a forty hour week for exempt employees.
(2) Nonexempt (hourly): Employees that fall into the non-exempt status, either by ordinance or the Federal Fair Labor Standards Act (FLSA), are paid a set wage on an hourly basis.
(3) Part-time employees are expected to work their normally prescribed amount of work hours as determined by the City.
(Ord. 91-07. Passed 11-26-07; Ord. 92.14. Passed 11- 24-14; Ord. 77-18. Passed 7-9-18; Ord. 125-18. Passed 12-17-18; Ord. 96-2020. Passed 12-7-20.)
(a) Overtime will be authorized by the appointing authority or designee when it is necessary to prevent loss of life, damage to property, or to continue essential City services. Only full-time non-exempt employees are eligible for overtime pay.
(b) Full-time employees required to work, in excess of the established regular work week, holidays and/or any paid leave during the scheduled work week, shall be compensated for the excess hours at the rate of one and one-half times their current rate of pay. Employees must submit a time sheet by noon on Monday in order to be paid for overtime in the prior two weeks. If not, overtime will be paid in the following pay period. Part-time employees must work more than forty hours per week in order to qualify for overtime pay.
(c) The work period for calculating overtime shall be 12:00 a.m. Saturday through 11:59 p.m. Friday, unless the City has established an alternative work period for certain classes of employees. The City's right to use dual calculations to compute overtime owed to employees covered by collective bargaining agreements remains intact.
(d) In case of death of an employee, any earned overtime hours worked credited to such employee shall be paid to the surviving spouse, or to the estate of the deceased, if there is no surviving spouse.
(Ord. 91-07. Passed 11-26-07.)
Full-time employee of the City shall be eligible for longevity compensation at the conclusion of six years of continuous service. Employees who are eligible for longevity prior to November 1, 2014 will have an adjusted longevity payment date of November 1. Longevity will be paid on the pay period that includes November 1 annually. Full-time employees who become eligible for longevity as of November 1, 2014 will be paid longevity on their actual anniversary date with the City. The new rate effective January 1, 2019 is:
From (Conclusion of): To (Conclusion of):
6th year 9th year $550.00 annually
10th year 14th year $600.00 annually
15th year 19th year $650.00 annually
20th year — $700.00 annually
Employee must be employed by the City on their longevity payment date to receive longevity pay. Longevity pay will not be prorated.
(Ord. 91-07. Passed 11-26-07; Ord. 125-18. Passed 12-17-18.)
(a) Salary Schedule and Pay Grades.
(1) Effective January 1, 2021 the City will update the step program for non-bargaining unit employees in pay grades 1 through 15 in non-supervisory roles as reflected in Section 160.03(a). Effective January 1, 2021, any adjustments in step assignments will be made at the discretion of the Appointing Authority to fall in line with the new step program being implemented. Effective January 1, 2023, each employee will then move through their steps on their anniversary date of each year that falls on years that end in odd numbers. Effective January 1, 2022 and each January 1 thereafter the scale will adjust by two percent (2%) each year.
(2) The Appointing Authority will determine what step an individual is assigned based upon the qualification at the time of the initial hiring/transfer/promotion. In the event an individual does not meet expectations on their annual review, moving to the next step could be delayed. Any employee not meeting performance standards will be notified of a delay of the step increase by six (6)-months. At the six (6)-month mark there will be another evaluation of performance and if the employee meets the performance standards, they will be granted their step increase and then move forward to their next step on their anniversary date. The denial of an increase is not a disciplinary action nor a reduction in pay, the employee has simply not earned an increase.
(3) If there are specific required certifications and/or licenses that is required for a position and it is achieved, the Appointing Authority may authorize the moving to a higher step within the range.
(4) For supervisory staff in pay grades 14 - 26A hiring rate of pay will be based upon the minimum and maximum range set forth in each pay grade, based upon qualifications and approval of the appointing authority. Annual increases will be based upon annual performance reviews/feedback from their supervisor and/or Appointing Authority within the approved ranges and will be effective January 1 of each year. Any other salary adjustments will be made at the discretion of the Appointing Authority.
(5) All employee change forms shall be signed by the Appointing Authority, City Auditor or designee of the City Auditor, and the Human Resources Director to confirm that such change forms are consistent with the requirements set forth in Chapter 160.
(b) Cost of Living Adjustments. On January 1 of each calendar year that is an even number, there will be a two (2) percent cost of living adjustment for all non-bargaining unit employees.
(c) Promotions. Upon promotion, the employee's rate of pay shall be adjusted from their current pay grade and step and to the assigned pay grade and the step determined by the Appointing Authority.
(d) Transfers and Certain Other Appointments. Upon lateral transfer or appointment to a classification within the same Pay Grade, the employee's pay rate will be set by the Appointing Authority pursuant to Section 160.08
(a)(2). If that lateral transfer or appointment is to a classification with a lower Pay Grade, the appointing authority may establish the employee's pay at an equitable rate within the lower Pay Grade authorized by Reynoldsburg Section 160.03
Salary Schedule. Promotion transfers and appointments will be approved by the Appointing Authority. All benefits are retained when an employee transfers or is appointed to another position within the service of the City for any reason.
(Ord. 91-07. Passed 11-26-07; Ord. 41-13. Passed 6-10- 13; Ord. 77-18. Passed 7-9-18; Ord. 125-18. Passed 12-17-18; Ord. 67- 19. Passed 5-28-19; Ord. 75-19. Passed 6-24-19; Ord. 77-19. Passed 6- 24-19; Ord. 96-2020. Passed 12-7-20.)
(a) Each employee eligible for medical insurance under the Affordable Health Care Act is entitled to such benefits provided by a group insurance contract, the premiums of which, including premiums for dependent coverage, if appropriate, shall be paid by the City less an employee/newly elected or appointed official premium contribution of twelve percent (12%) of the total monthly premium for health, and seven percent (7%) for dental and vision insurance unless otherwise specified. Premium contributions shall be paid by payroll deduction. Coverage's and exclusions are as follows:
(1) Effective January 1, 2014, eligible employees and each newly elected official who choose to utilize the City's medical insurance will pay twelve percent (12%) of the monthly premium contribution.
(2) Effective January 1, 2008 for eligible employees and place into the H.S.A. amounts for single and family coverage as determined annually by City Council. Contributions for elected officials shall be equal to the contribution for full-time employees. Said amounts will be placed into the individual H.S.A. by the Auditor not later than January 15th of each year or as determined by the appropriate Labor Agreement.
A. The following shall apply for each full-time employee and is eligible for Medicare coverage:
The City will reimburse said full-time employee or elected official for qualified medical expenses and prescriptions that meet the insurance plan deductible coverage up to the same contribution level of those not eligible for Medicare coverage.
(3) Full-time employees required to forfeit insurance coverage because their spouse is also a covered City employee shall receive twenty-five dollars ($25.00) per month while such forfeiture is in effect.
(4) Full-time employees may "opt out" of City provided health insurance provided they supply a certificate of coverage from another provider. Employees who "opt out" of employee only coverage will be paid one thousand five hundred dollars ($1,500.00) annually. Employees who "opt out" of family coverage will be paid two thousand five hundred dollars ($2,500.00) annually and any employee opting to take employee only coverage in lieu of family coverage, except as determined by Section (4) above, will be paid one thousand five hundred dollars ($1,500.00) annually. All dates of payments made under this "opt out" provision will be determined by the Auditor.
(5) Each permanent three-quarter (30 hour) or more employee shall receive a minimum of fifty thousand dollars ($50,000.00) or one times annual salary life insurance rounded off to the next higher one thousand dollars ($1,000.00), plus an equal amount of Accidental Death Insurance. Part-time elected officials do not receive Life Insurance benefits. Premiums shall be fully paid by the City. The City shall provide police liability insurance for all police officers.
(b) Effective January 1, 2001 each full-time, non-bargaining unit employee is entitled to disability benefits provided by an insurance carrier, the premium of which is paid by the City of Reynoldsburg.
(Ord. 91-07. Passed 11-26-07; Ord. 85-08. Passed 12-22-08; Ord. 97- 09. Passed 12-28-09; Ord. 100-10. Passed 11-22-10; Ord. 51-11. Passed 11-14-11; Ord. 29-12. Passed 5-29-12; Ord. 81-13. Passed 11-25-13; Ord. 77-18. Passed 7-9-18.)
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