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HomeMy WebLinkAbout2376ORDINANCE NO. ,Q3--gt, AN ORDINANCE of the City of Port Angeles establishing a position classification, fringe benefit and pay plan for Admin- istrative, Technical and Clerical Per- sonnel, and providing for the payment thereof for the year 1986. WHEREAS, it is necessary that a salary and fringe bene- fit schedule be established at this time for Administrative, Technical and Clerical (non- union) personnel employed by the City of Port Angeles and providing for the payment thereof; and WHEREAS, it is necessary that a clear delineation be made between the management group and union personnel; NOW, THEREFORE, the City Council of the City of Port Angeles do ordain as follows: Section 1. As of January 1, 1986, the salaries for Administrative, Technical and Clerical (non- union) personnel shall be as set forth in Schedule A attached to this ordinance and made a part hereof by reference. Section 2. All of the salaries set forth in Schedule A shall be paid in bi- weekly installments to be as nearly equal as the established accounting procedure of the City of Port Angeles will permit, and shall be paid within five working days after the close of the established payroll period for each month during the year, or as soon thereafter as the established accounting procedure of the City of Port Angeles will permit; except the last installment shall be paid on the last working day of December, 1986. Section 3. Any of the salaries set forth in Schedule A may be reviewed as of three, six or nine month intervals at the discretion of the City Manager and the City Council. Section 4. As of January 1, 1986, the fringe benefits for Administrative Technical and Clerical (non- union) personnel shall be as set forth in Schedule B attached hereto and made a part hereof. Fringe benefits shall include holidays, sick leave, -1- vacation, medical, dental and optical insurance, as well as mandatory requirements of state and federal government on retirement programs. Section 5. As of January 1, 1986, the classification plan, salary administration procedures and the job descriptions for the Administrative, Technical and Clerical (non- union) personnel shall be as set forth in Schedule C attached to Ordinance No. 2284 and made a part hereof by reference. PASSED by the City Council of the City of Port Angeles at a regular meeting of said Council held on the 7th day of January, 1986. ATTEST: Q Oai7j2� c /� Mer i A. Lannoye, City/ Clerk APP ED AS TO FORM: Craig . Knu son, City Attorney PUBLISHED: • 11;14 Y O R CITY OF PORT ANGELES ADMINISTRATIVE, TECHNICAL AND CLERICAL PERSONNEL Schedule A - Master Job Title Index 1986 RANGE I Office Assistant RANGE II RANGE III Administrative Assistant Legal Administrative Assistant Word Processing Technician RANGE IV Executive Administrative Assistant RANGE V Programmer /Analyst Recreation Coordinator Assistant City Attorney Cemetery Manager Deputy City Clerk /Personnel Assistant RANGE VI Equipment Rental Superintendent Parks Superintendent Accounting Manager Senior Citizens Center Manager Solid Waste Superintendent Street Superintendent Swimming Pool Manager c3u; Id. �cq aauG l RANGE VII Assistant Fire Chief Assistant Police Chief City Treasurer Conservation Manager Data Processing Manager Electrical Engineer Office Engineer Personnel Manager /City Clerk Police Lieutenant Risk Manager /Safety Officer Sewer /Water Superintendent • • RANGE VIII City Engineer /Asst. Dir. Public Works Engineering and Operations Manager Power Manager RANGE IX City Attorney Fire Chief Parks and Recreation Director Planning Director Police Chief RANGE X Administrative Services Director City Light Director Public Works Director RANGE XI City Manager -2- Schedule A ADMINISTRATIVE, TECHNICAL & CLERICAL PERSONNEL MONTHLY SALARIES 1986 SALARY SCHEDULE STEP 1 2 3 4 5 6 7 RANGE I A 1166 1201 1237 1274 1313 1353 B 1201 1237 1274 1313 1353 1394 C 1237 1274 1313 1353 1394 1433 RANGE II A 1313 1353 1394 1433 1479 1523 B 1353 1394 1433 1479 1523 1567 C 1394 1433 1479 1523 1567 1612 RANGE III A 1479 1523 1567 1612 1659 1705 1757 B 1523 1567 1612 1659 1705 1757 1808 C 1567 1612 1659 1705 1757 1808 1866 RANGE IV A 1659 1705 1757 1808 1866 1921 1979 B 1705 1757 1808 1866 1921 1979 2036 C 1757 1808 1866 1921 1979 2036 2098 RANGE V A 1866 1921 1979 2036 2098 2162 2226 B 1979 2036 2098 2162 2226 2290 2351 C 2098 2162 2226 2290 2351 2418 2489 RANGE VI A 2162 2226 2290 2351 2418 2489 2559 B 2290 2351 2418 2489 2559 2634 2710 C 2418 2489 2559 2634 2710 2788 2868 RANGE VII A 2489 2559 2634 2710 2788 2868 2951 B 2634 2710 2788 2868 2951 3035 3122 C 2788 2868 2951 3035 3122 3213 3306 RANGE VIII A 2868 2951 3035 3122 3213 3306 3402 B 3035 3122 3213 3306 3402 3501 3603 C 3213 3306 3402 3501 3603 3709 3817 RANGE IX A 2951 3035 3122 3213 3306 3402 3501 B 3122 3213 3306 3402 3501 3603 3709 C 3306 3402 3501 3603 3709 3817 3929 -1- • • RANGE X A 3402 3501 3603 3709 3817 3929 4042 B 3603 3709 3817 3929 4042 4161 4282 C 3817 3929 4042 4161 4282 4407 4537 RANGE XI A 3929 4042 4161 4282 4407 4537 4670 B 4161 4282 4407 4537 4670 4806 4947 C 4407 4537 4670 4806 4947 5092 5242 -2- • • CITY OF PORT ANGELES Schedule B - Fringe Benefit Program Administrative, Technical and Clerical Personnel 1986 Section I. Retirement Program A. Social Security In accordance with laws established by the U.S. Government. B. State Retirement Program In accordance with the provisions of the Public Employee Retirement System and the Law Enforcement Firefighters System as established by the Washington State Legislature. Section II. Holidays In accordance with the statutes established by the Washington State Legislature, holidays shall be as listed below: New Years Day Washington's Birthday Memorial Day Independence Day Labor Day Veterans Day Thanksgiving Day The day after Thanksgiving Christmas Day Two floating holidays Section III. Leave Policies January 1 Third Monday in February Last Monday in May July 4 First Monday in September November 11 Fourth Thursday in November Fourth Friday in November December 25 Employee's choice A. Leave Policies for the City Manager and Department Heads. 1. Positions entitled to leave privileges set forth in this subsection: City Manager Director of Public Works Director of City Light Director of Administrative Services Director of Parks and Recreation Director of Planning Fire Chief Police Chief City Attorney 2. Each department head and City Manager shall receive for each month of service in each 12 -month period, 2.5 days of General Leave to be used as they desire within the guidelines established below: Section III (Continued) A. (Cont.) 2. (Cont.) (a) It is to be used for vacation, sick leave or other leave require- ments. (b) Maximum accumulation shall be 120 days. (c) Department Heads are not required to take leave; however, the City Manager may exercise his authority to request a Department Head to take vacation, when he feels that a Department Head is not doing so, to the detriment of either the department or the City. However, when such is not the case, and no vacation is taken due to job demands, no penalty should be incurred. (d) Leave may be sold to the City for cash at prevailing rates of pay only in accordance with the following guidelines: 1. A minimum accumulation of sixty (60) days must be achieved before any leave may be converted to cash. 2. Sale of leave to the City will be approved only in cases of emergency, contingency, or hardship, as determined by the City Manager. 3. The City Manager will (on a case-by-case basis) approve all sales of leave, and the extent to which such sales will be allowed. (e) All time off shall be taken at the employee's convenience and with the permission of the City Manager except when it may interfere with operational functions of the City demanding the employee's service or knowledge. (f) All vacation and sick leave accumulated on the effective date of the resolution or presently credited to the employee shall be placed to his credit in the records of the City. (g) It shall be the responsibility of the Department Head to use accu- mulated leave in a prudent and careful manner. (h) The City Manager may permit sick leave for employees with less than one year of service or who have not been able to accumulate sufficient time to cover the injury or sickness. (i) Upon termination, a Department Head would receive general leave pay in accordance with the following schedule at his current rate of pay: Years of Service Cash -Out Rate 0 - 3 years 4 - 5 Years 6 - 7 Years 8 or more years 25% 50% 75% 100% B. Leave policies for non - department head employees in the exempt group: 1. All employees of the administrative, technical and clerical union) not included in Section III -A shall be known as the tive Group. 2. vacation leave shall be accrued by the Administrative Group lowing rates: group (non - Administra- at the fol- • • Section III (Continued) B. (Cont.) Less than two years' service 11 days Two through five years 14 days Six through ten years 17 days Eleven through fifteen years 21 days Sixteen through twenty years 26 days Twenty -one years and over 31 days (a) Leave accredited for any month of service may be taken in any sub- sequent month providing such leave is approved by the employee's supervisor. (b) Annual leave may be accumulated provided the total does not exceed 120 days. (c) Vacation leave may be sold to the City for cash at prevailing rates of pay only in accordance with the following guidelines: 1. A minimum accumulation of sixty (60) days must be achieved before any leave may be converted to cash. 2. Sale of leave to the City will be approved only in cases of emergency, contingency, or hardship, as determined by the City Manager. 3. The City Manager will (on a case -by -case basis) approve all sales of leave, and the extent to which such sales will be allowed. 3. Sick leave for the Administrative Group shall be accrued and used in accordance with the guidelines set forth below: (a) Sick leave shall only be used in the case of necessity and actual sickness or disability. (b) Sick leave with pay shall accumulate at the rate of one work day for each calendar month of service with no maximum. (c) The City Manager has the authority to grant additional sick leave in emergencies. (d) Sick leave used by the employee shall be deducted from his total accumulation. (e) In order to receive compensation while on sick leave, the employee must: 1. Give immediate superior prior notice. 2. For absences of more than five days, a doctor's certificate is required. 3. Less than five days absence, the employee must file a personal affidavit stating the reason for his absence. (f) Sick leave may be used for the following reasons: 1. Because of illness in the immediate family requiring the attendance of the employee one day sick leave allowed. Immediate family is wife, husband, and children. 2. Because of illness or injury incapacitating the employee to perform his employment. 3. Because of death in the immediate family requiring the employee's attendance. Three days are allowed for any one incident. Immediate family shall include only persons related by blood, marriage, or legal adoption in the degree of consanguinity of which includes parent, wife, husband, brother, sister, child, grandparents, or grandchildren, and any relative living in the employee's household. 1 • • Section III (Continued) R. (Cont.) 3. (Cont.) (f) 4. Maternity leave up to 30 days. 5. Employees on sick leave shall continue to accrue sick leave at the regular rate. 6. When an employee is injured on the job and there is time lost, he shall go on industrial insurance as provided by the City, and draw workmen's compensation disability pay. He will be paid sick leave pay equal to the difference between his regular pay less the amount of workmen's compensation pay. The portion of sick leave paid will be deducted from accumulated sick leave. 7. Twenty -five percent of accumulated sick leave will be paid the employee upon retirement, death, or termination. However, an employee who retires under the provisions of P.E.R.S. shall have the option of selecting payment for a maximum of 24 days at 100% if the 24 days do not exceed 25% of his /her total accumulated sick leave. The City shall notify the retirement system which option the employee selects. Section IV. Deferred Compensation The City shall continue to make the ICMA - RC deferred compensation program available to the administrative, technical and clerical employees. Section V. Medical Insurance Programs The City will provide a combined medical, dental, vision care, and disability insurance program for all employees so eligible under this schedule. Section VI. Tuition Reimbursement Any employee in the administrative, technical or clerical group is entitled to full reimbursement of tuition costs for any course directly related to his /her job, provided that the employee has gained the approval of his /her department head prior to registration for the class of instruction. All employees requesting reimbursement for tuition will be expected to meet the minimum standards for taking the course and must complete the course with a passing grade or notification of course completion.