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160.08   ADMINISTRATION OF PAY PLAN.
   (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.)
160.09   GROUP INSURANCE.
   (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.)
160.10   EDUCATIONAL ASSISTANCE.
   (a)   All full-time employees are eligible to participate in the Educational Assistance Incentive Program of the City. Participation is voluntary and available to those who elect job-related self-development activities during non-working hours. All coursework must be taken in accordance with a Planned Program of Professional Improvement approved by the appointing authority in advance.
   (b)   The allowances for assistance are as follows:
      (1)   All full-time employees are eligible to participate in the Educational Assistance Incentive Program of the City. Participation is voluntary and available to those who elect job-related self-development activities during non-working hours. All coursework must be taken in accordance with a Planned Program of Professional Improvement approved by the appointing authority in advance.
      (2)   The allowances for assistance are as follows:
         A.   The annual allowance for college credit coursework education assistance (per employee) is three thousand dollars ($3,000) per academic year.
         B.   The annual allowance for non-college credited coursework education assistance (per employee) is one thousand dollars ($1,000) per academic year.
         C.   Annual textbook reimbursement shall not exceed fifty percent (50%) of the actual cost of textbooks for college credit coursework and two hundred fifty dollars ($250.00) for non-college credit coursework during the academic year.
         D.   All coursework must be preapproved before commencement of the course.
   (c)   To qualify for assistance, plan participants shall satisfactorily complete the course(s) with a grade of C or better, or pass a pass/fail course. Reimbursement shall be made upon submission of official transcripts, tuition statements, and receipts for textbooks.
   (d)   An employee who has received educational assistance must remain an employee for one year following completion of the courses for which assistance was received. Should an employee separate from service with the City within the one year period, except in the event of a disability retirement, that employee must repay any assistance received in the one year period.
(Ord. 91-07. Passed 11-26-07; Ord. 125-18. Passed 12-17-18.)
160.11   CITY CLOTHING PROVIDED.
   (a)   The appointing authority reserves the right to prescribe appropriate attire and grooming and to set standards which are deemed to be in the best interest of the City and ensure an appropriate image for the City.
   (b)   The appointing authority requires that an employee's clothing, grooming, and overall appearance be appropriate, in good taste, present a favorable public image, and be in conformity with regulations established by the City due to the specialized nature of service provided or the employment position maintained.
   (c)   Clothing shall be conducive to the safe and effective performance of required job duties.
   (d)   Certain employees may be required to wear regulation uniforms while on duty. The applicable departments may establish policies and procedures governing uniforms. When employees are required to wear a regulation uniform, the City shall provide the uniforms and/or provide a uniform allowance as prescribed by the City ordinance or applicable collective bargaining agreement.
   (e)   Employees are required to keep uniforms neat, clean, and in good repair. City-issued uniforms may only be worn by employees while conducting official City business.
   (f)   The City shall provide standard work clothing and safety equipment for all maintenance employees of the Parks and Recreation, Service, Street, Vehicle Maintenance, Water/Waste Water, Storm Water Utility and the Building Department employees. Each item of work clothing shall be suitably and permanently identified as belonging to the City. Any item unaccounted for shall be charged to the employee.
   (g)   Employees not required to wear uniforms daily, may be provided shirts, sweaters, and jackets, etc. with the City of Reynoldsburg logo. The clothing may be worn for work at any lime but are primarily to be worn for special events where it is desired the City of Reynoldsburg employees can be identified.
      All clothing purchased must be approved colors and be branded with City of Reynoldsburg logo/name. Department directors are responsible for approving clothing options with the City of Reynoldsburg logo.
      While wearing city branded clothing, employees are to conduct themselves in a professional manner. This portion of the policy does not negate the ability of the City of Reynoldsburg from providing protective clothing, boots, vests, gloves, aprons or other items deemed protective in nature and intended for specific purposes.
      Uniforms or clothing purchased by the City and distributed to employees will be treated as a fringe benefit, included as wages to the employee and subject to withholding tax purposes unless not permit by law.
(Ord. 91-07. Passed 11-26-07; Ord. 40-2020. Passed 5-26-20.)
160.12   CITY CLOTHING PROVIDED (SENIOR POLICE MANAGEMENT).
   In addition to non-conflicting provisions in City Charter Section 7.07, the following shall apply to Senior Police Management.
   (a)   The City shall furnish the basic uniforms and new equipment for all sworn officers. Uniform parts and equipment shall be replaced by the City on an as-needed basis. All uniforms and equipment purchased by the City remain the property of the City and must be returned when a member is separated from City service for any reason.
   (b)   Uniform items not accounted for shall be replaced at the employee's expense. Failure to do so shall result in the value of the uniform items not accounted for being withheld from the employee's separation pay.
   (c)   The City shall repair or replace all uniform items damaged or destroyed in the line of duty so long as the damage was not due to the employee's misconduct or negligence.
   (d)   The City shall repair or replace eye glasses damaged or destroyed in the line of duty so long as the damage is not due to the employee's misconduct or negligence. This section shall provide coverage only for a like amount of the damaged eye glasses.
   (e)   Employees assigned to plain clothes or administrative duty shall be permitted to purchase civilian clothing and components up to the reimbursable amount of eight hundred fifty dollars ($850.00) per year. Clothing selected shall be at the discretion of the employee but shall be moderately conservative in style, cut, and color, and shall be acceptable to the local business community.
   (f)   If not caused by negligence or misconduct of the employee, civilian clothing and/or components damaged to the point of unserviceability, in the line of duty, shall be replaced by the City as soon as possible at no charge to the current or subsequent allowance. Replacement does not include normal wear and tear.
   (g)   Employees shall be reimbursed for necessary dry cleaning of uniforms or plain clothes items. Employees shall utilize the dry cleaning facility or facilities designated by the City. The following items shall be provided by the City:
      Trousers — 5
      Shirts, Winter —5
      Shirts, Summer — 5
      Ties — 3
      Tie Bar — 1
      Shoes — 1 pair
      Boots — 1 pair
      Jacket - All Season — 1
      Raincoat — 1
      Holster — 1
      Magazine — 2
      Magazine Pouches — 1 (dbl)
      Handcuffs — 1
      Handcuff Case — 1
      Handcuff Key — 1
      Belt Keepers — 4
      Walkie Talkie Holder — 1
      Mace — 1
      Mace Holder — 1
      Hat, Winter — 1
      Hat, Summer — 1
      Raincoat Cover — 1
      Hat Badge — 1
      Breast Badge — 2
      Name Plate — 2
      Whistle — 1
      Whistle Chain — 1
      Gloves — 1 pair
      Flashlight — 1
      Protective Vest — 1
      Belt(Trouser) — 1
      Gun Belt — 1
      Service Weapon — 1
      Formal Dress Police Uniform
(Ord. 91-07. Passed 11-26-07; Ord. 41-13. Passed 6-10-13; Ord. 96-2020. Passed 12-7-20.)