Sec. 10-37.2. Reserved.

   Editor's note – Ordinance No. 8712, § 3, adopted June 10, 1996, repealed § 10-37.2. Formerly, such section pertained to increases in compensation for the recreation benchmark group and hourly classifications and derived from Ord. No. 8519, § 7, 6-12-95.

Sec. 10-38. Movement within salary ranges.

Movement within salary ranges shall be based upon performance components and or predicated on acquisition of skills set forth in skill based pay components of the compensation plan and also in accordance with the city managers directives for compensation administration.

(Ord. No. 10003, § 4, 6-28-04)

Sec. 10-39. Increases for exceptionally meritorious service.

Notwithstanding any other provision of article II of chapter 10, no person compensated under a performance based component of the compensation plan may receive more than one (1) performance based compensation increase within a year, except for exceptionally meritorious service and then only upon the recommendation of the department head and with the approval of the city manager. Performance pay increases for exceptionally meritorious service will not exceed five (5) percent in addition to the basic performance based pay of five (5) percent or a total maximum of ten (10) percent in any twelve (12) month time period. Persons compensated under a skill based component of the compensation plan shall not receive increases for meritorious service but may receive up to three (3) skill based pay level increases per year as provided for by the structure of the skill based component of the compensation plan.

(Ord. No. 8519, § 8, 6-12-95; Ord. No. 10003, § 5, 6-28-04; Ord. No. 10550, § 5, 6-17-08, eff. 7-1-08)

   Editor's note – Formerly, § 10-38.

Secs. 10-40. Reserved.

Sec. 10-41. Premium pay.

   (a)   In addition to the compensation authorized by section 10-31, eligible employees as defined below shall receive compensation as premium pay, as provided in this Section.

   (b)   Premium pay will only become activated during the time period commencing the first day of the pay period following an officially declared local health emergency or officially declared local disaster and will end on the last day of the pay period of the date the local emergency or local disaster has been officially declared substantially eliminated. Premium pay is not activated by a local health emergency or local disaster that was declared on a date prior to September 9, 2020, even if that emergency continues in effect on and after September 9, 2020.

   (c)   The director of human resources is responsible for the administration of premium pay, including but not limited to establishing additional eligibility criteria and designation of eligible positions, as deemed necessary during an officially declared local health emergency or an officially declared local disaster. Employees may be required to perform emergency work, in addition to their regular assignments, depending on the nature of the emergency or disaster and the need for additional personnel.

   (d)   City employees who are eligible to receive premium pay are limited to employees for whom both of the following are true:

      (1)   The employee is required to report to the workplace to perform functions the appointing authority has determined are essential for departmental operations during an officially declared local health emergency or officially declared local disaster; and

      (2)   performing this work during the declared emergency or disaster presents greater risk or physical hardship than what is normally considered in the classification of the position.

   (e)   Premium pay shall be paid at the rate of one hundred sixty dollars ($160) per pay period when the full pay period is worked under an officially declared local health emergency or officially declared local disaster; OR sixteen dollars ($16) per day when only certain days are worked under an officially declared local health emergency or officially declared local disaster.

(Ord. No. 11780, § 1, 9-9-20)

   Editor’s note – Ord. No. 11848, § 2, adopted June 22, 2021, and Ord. No. 11910, § 3, adopted February 23, 2022, ratified, reaffirmed, and reenacted this section for Fiscal Year 2022. Ord. No. 11935, § 2, adopted June 7, 2022, ratified, reaffirmed, and reenacted this section for fiscal year 2023. Ord. No. 12012, § 2, adopted June 6, 2023, ratified, reaffirmed, and reenacted this section for fiscal year 2024. Ord. No. 12101, § 2, adopted June 4, 2024, ratified, reaffirmed, and reenacted this section for fiscal year 2025.

Secs. 10-42 – 10-44. Reserved.

   Editor’s note – Sections 10-40 – 10-43 were repealed by § 1 of Ord. No. 7369, adopted Mar. 12, 1990. Section 10-40 dealt with transfers to different classes and was derived from the 1953 Code, ch. 10, § 26, and Ord. No. 5000, § 12. Section 10-41 dealt with reduction in pay on demotion to a lower class and was derived from the 1953 Code, ch. 10, § 27, and Ord. Nos. 5000, § 13, and 5237, § 2. Section 10-42 dealt with pay upon reemployment or reinstatement after separation and was derived from the 1953 Code, ch. 10, § 28, and Ord. No. 1980, § 3. Section 10-43 dealt with reallocation and was derived from Ord. No. 5000, § 15. Ord. No. 5000, § 16, adopted Jun 25, 1979, repealed § 10-44, which pertained to the deduction of lodging, transportation, etc., from compensation rates. The section had been derived from the 1953 Code, ch. 10, § 29.

Sec. 10-45. Computation of hourly rates.

Whenever it becomes necessary or desirable to compute compensation for service on an hourly basis, payment for part-time, emergency, temporary, overtime, or extra time service, and other similar cases, the computation shall be made by the city finance director under the direction of the city manager by applying any generally accepted payroll computation method for translating monthly salaries into equivalent hourly rates. The same formula shall be applied to compensation computations for all persons employed by the city.

(1953 Code, ch. 10, § 30; Ord. No. 7369, § 21, 3-12-90)