[Ord. No. 1425 § 1, 3-21-1988]
The City shall prepare a classification plan for all full-time,
regular employees. Its purpose shall be to assemble into classes employees
whose duties and responsibilities are sufficiently alike to be grouped
under the same descriptive file, to be accorded the same pay scale,
and to require similar qualifications for employment. The classification
plan is to be used:
A.
As a guide in recruiting and examining candidates for employment.
B.
In determining lines of promotion and in developing employee training
programs.
C.
In determining salary to be paid for various types of work.
D.
In determining personal service items in departmental budgets, and
E.
In providing uniform job terminology understandable by all City officers
and employees and by the general public.
[Ord. No. 1425 § 1, 3-21-1988; Ord. No. 3104, 9-20-2021]
Each classified position shall have a written job description
which shall include a job title, written specifications for the position,
a non-inclusive illustration of the types of work performed by the
employee in the position, and a statement of minimum qualifications
for appointment to the position. A master file of all job descriptions
shall be maintained by the City Administrator or by a person designated
by the City Administrator. Each classified position shall have a corresponding
job description. Job descriptions shall be reviewed and updated periodically.
Each department head shall maintain a file of those job descriptions
pertaining to his/her department.
Supervisory, part-time, and temporary positions involving positions
not comparable with another position may be left as unclassified positions
in the salary and wage schedules. Other than this, each employee shall
be assigned to a job classification and shall be paid the rate pertaining
thereto from that point forward.
There shall be three (3) classifications of employees:
A.
Regular employees. Regular employees are all employees who consistently
work forty (40) or more hours per week, provide services not limited
in duration, and fill approved and regularly funded positions.
B.
Part-time/seasonal.
1.
The position must be authorized in the current budget and such employees
should work less than one thousand four hundred ninety-nine (1,499)
hours in any fiscal year.
2.
Such employees are not eligible for benefits except those required
by the Social Security Administration or other Federal laws.
C.
Temporary full-time. These employees are hired for and retained because
of a specific project or program. They are scheduled to work forty
(40) hours per week, and may work overtime, but may not work more
than one thousand four hundred ninety-nine (1,499) hours in a year.
Temporary full-time employees are not eligible for any benefits except
sick leave.
D.
If an employee's status changes from temporary full-time or seasonal/part-time
to regular employee, that employee is considered hired on the date
he/she became a full-time or part-time employee for the purposes of
calculating eligibility for benefits that require a minimum term of
employment.
[Ord. No. 1425 § 1, 3-21-1988]
Positions may be reclassified as necessary to keep the plan
accurate. Reclassification shall be done when duties, responsibilities
and requirements assigned to a position have been increased, reduced
or otherwise modified to the extent that the position no longer is
adequately described by the original class specifications. Department
heads shall be responsible for recommending the reclassification of
positions. Employees may request their department head to review the
class allocation of their position to determine if reclassification
is warranted. The City Administrator or his designee shall review
the reasons for the request and findings of the department head and
shall make the final determination of all new or revised class specifications
or reclassification requests.
[Ord. No. 1425 § 1, 3-21-1988; Ord. No. 1729 § 1, 3-15-1993; Ord.
No. 3167, 4-17-2023]
Salary and wage schedules shall be prepared by the City Administrator
and approved by the Board of Aldermen by ordinance for all positions
except City Officers, but including regular employees of the Police
Department other than the Chief of Police, and shall include a minimum
and maximum rate of pay for each class in the job classification plan.
The salary and wage schedules shall not be amended without the approval
of the Board of Aldermen by ordinance. Other City Officers, including
the Chief of Police, shall have their salaries fixed by separate ordinance
or ordinances. For hourly employees working outside normal business
hours a one dollar ($1.00) shift differential shall be paid. Shifts
to be paid shift differential include employees starting their work
shift between the work hours of 3:00 P.M. and 4:00 A.M. Monday thru
Friday and Weekends beginning Friday at 3:00 P.M. thru Sunday at 4:00
A.M. For the work shift that begins at 12:00 P.M. and ending at 12:00
A.M., shall receive shift differential for the hours worked between
6:00 P.M. and 12:00 A.M.
[Ord. No. 1425 § 1, 3-21-1988]
Any employee may be required to work temporarily at duties in
a lower job classification at the employee's regular rate of pay.
Any employee may be required to temporarily work at duties in a higher
classification or to temporarily engage in a part of the duties of
a higher classification at the rate of pay of the higher classification.
[Ord. No. 1425 § 1, 3-21-1988; Ord. No. 2958, 4-16-2018; Ord. No. 3009, 3-28-2019]
The Compensation Plan is a listing of all classified positions
in City service with their corresponding levels of pay. The Compensation
Plan will show the assignment of each position to a pay range and
each pay range will be assigned ten (10) steps. Each step in each
range shall show the corresponding hourly wage associated with the
step. Bi-weekly wages will be calculated by multiplying hourly wages
by eighty (80). Annual wages will be calculated by multiplying hourly
wages by two thousand eighty (2,080).
[Ord. No. 1425 § 1, 3-21-1988]
Position classifications and the Compensation Plan shall be
maintained by the City Administrator or a person designated by the
City Administrator. A request for reclassification of an existing
position, or the classification of a proposed position may be filed
by a department head to the City Administrator in a form, designated
by the City Administrator. The City Administrator may approve, disapprove,
or modify the request. If approved, the request shall be submitted
to the Mayor and Board of Aldermen for final action. The Mayor and
Board of Aldermen shall approve or disapprove each request for classification
and reclassification of a position.
[Ord. No. 1425 § 1, 3-21-1988; Ord. No. 2217 § 3, 12-16-2002]
The initial appointment rate of pay for a position classification
shall be stipulated at the time of each appointment. Upon appointment
an employee shall receive the minimum rate of pay range assigned to
his position classification; except that, at the request of the City
Administrator as to all employees except Police Officers, and at the
request of the Chief of Police as to Police Officers, and with the
authorization of the Mayor and Board of Aldermen, such new employees
may be placed in a higher step with the salary range for that position
depending upon the employee qualification, experience, and the availability
of budgeted funds.
[1]
Editor's Note — Ord. No. 2217 § 4,
adopted on December 16, 2002, repealed § 22-43 "pay increase
upon regular appointment" in its entirety. Former § 22-43
derived from Ord. No. 1425 § 1, 3-21-88. At the editor's
discretion this section has been left reserved for the City's future
use.
[Ord. No. 1425 § 1, 3-21-1988; Ord. No. 2217 § 5, 12-16-2002; Ord. No. 2958, 4-16-2018; Ord. No. 3009, 3-28-2019]
Individuals with either probationary or regular status hired
for a classified position at the minimum pay step shall be advanced
to the second (2nd) step of the pay range for the employee's position
upon completion of six (6) months of service. Upon completion of two
(2) years of service, an employee shall be advanced to the third (3rd)
step of the pay range for the employee's position. Upon completion
of four (4) years of service, an employee shall be advanced to the
fourth (4th) step of the pay range for the employee's position. Upon
completion of seven (7) years of service, an employee shall be advanced
to the fifth (5th) step of the pay range for the employee's position.
Upon completion of ten (10) years of service, an employee shall be
advanced to the sixth (6th) step of the pay range for the employee's
position. Advancement to steps beyond step six (6) in a pay range
or advancement to a step prior to completion of the standard length
of service shall be based solely on merit. Employees may be advanced
through the steps and grades of the pay range faster than specified
above for documented performance of exceptional level, or for achieving
documented professional certifications according to a policy adopted
by the Board of Aldermen or through a collective bargaining agreement.
Each scheduled step increase to the second (2nd), third (3rd) fourth
(4th), fifth (5th) or sixth (6th) step shall be effective the first
(1st) day of the pay period following the anniversary date of the
employee's first (1st) day of work in a classified position.
[Ord. No. 1425 § 1, 3-21-1988; Ord. No. 1729 § 2, 3-15-1993; Ord.
No. 1849 § 2, 3-30-1995; Ord. No. 1955 § 1, 3-17-1997; Ord.
No. 2393 § 1, 1-16-2006; Ord. No. 2450 § 1, 3-19-2007; Ord.
No. 2586 § 1, 9-21-2009; Ord. No. 2958, 4-16-2018; Ord. No. 3004, 3-18-2019]
Except as hereinafter provided in Subsections (B), (C), (D),
(E), and (K), and (L) the regular work week for all City employees
shall begin at 7:00 A.M. on Monday and shall end at 7:00 A.M. on the
next Monday. Each full-time employee shall be scheduled to work forty
(40) hours during a work week and normally be scheduled at least one
(1) full day off during that week. Employees working more than forty
(40) hours during a regular work week shall receive overtime pay at
the rate of one and one-half (1 1/2) times their regular hourly rate
for all hours in excess of forty (40) hours worked during that work
week. The regular hours of work shall be consecutive except for interruptions
for lunch or other appropriate meal, which shall consist of one (1)
hour of uncompensated time during each work shift. An employee unable
to take the full hour of meal time shall so note on his or her timecard
or time sheet and shall be paid for that time. The department head
shall assign to each employee regular work duties and responsibilities
which can normally be accomplished within the established work day
and work week.
A.
When an employee is required to work on a designated holiday, that
employee shall receive credit for twice the hours worked on that holiday
up to eight (8) hours; except the additionally credited hours shall
not be used for the calculation of overtime.
B.
No regular work week shall be established for salaried officers or
employees, nor shall overtime be paid to these officers or employees.
Salaried officers or employees may be allowed compensatory time upon
the written authorization of the City Administrator (or the Mayor
for the Chief of Police), but shall not accrue compensatory time as
a matter of right nor shall compensatory time be reimbursed upon termination
or resignation.
C.
Employees receiving an hourly wage may be granted compensatory time
by their department head, but such compensatory time is allowed only
within the same City pay period.
D.
Temporary employees shall be paid for the number of hours actually
worked within a pay period and the pay shall be based on the rate
established for the temporary classified positions. Temporary employees
shall be eligible for overtime but not for holiday pay.
E.
The shift for members of the Police Department compensated at an
hourly rate shall not include uncompensated time for meals.
G.
Excused sick leave or preapproved vacation leave used during a week
shall count as time worked for the purpose of computing overtime.
Stated more fully, an employee who uses one (1) preapproved vacation
leave day or who has one (1) excused sick day during a work week shall
be paid at one and one-half (1 1/2) times the employee's regular
rate for hours actually worked in excess of thirty-two (32) hours
during that work week; and an employee who has two (2) previously
approved vacation leave days or who has two (2) excused sick days
during a work week shall be paid at one and one-half (1 1/2)
times the employee's regular rate for hours actually worked in excess
of twenty-four (24) hours during that work week, and so forth. However,
if an employee works and uses sick leave hours in the same work day
(such as an employee going to a doctor's appointment and then being
called in to work in the evening), then the employee shall be credited
first with the hours actually worked and then with only the number
of hours of sick leave necessary to reach a total of eight (8) hours.
Only if the hours actually worked by an employee exceed eight (8)
hours shall the employee be credited with more than eight (8) hours
in determination of overtime eligibility.
H.
Any employee who works more than sixteen (16) consecutive hours without
an intervening break of at least four (4) hours during a time of community
emergency shall be paid at one and one-half (1 1/2) times his
or her normal pay rate for all hours so worked, provided that in no
instance shall the pay rate be augmented by regular overtime or other
special pay provision so as to raise the rate of pay to more than
one and one-half (1 1/2) times the regular rate of pay.
I.
Except when provisions of an agreement or memorandum of understanding
between the City and an employee group creates an alternative arrangement,
special pay provisions shall apply when:
1.
An employee is called in to work on a day that the employee has not
been scheduled, or
2.
An employee who has completed his or her work schedule for the day
and has left work after which that employee is called back to work.
Such an employee shall be paid for the work performed at the rate
appropriate for the total hours worked in that workweek and subject
to the provisions of Subsection (G) above. However, when the employee
who is called in or called back then works for a period of less than
two (2) hours, that employee upon reporting for such work shall be
paid for a minimum of two (2) hours work and that pay shall be at
the employee's overtime rate.
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An employee called to work before that employee's scheduled
shift and who continues working into that employee's scheduled shift
shall not be considered to be either called in or called back and
shall be paid only for all hours worked. If there is a reasonably
brief period, not to exceed thirty (30) minutes, between the time
of completing the work for which the employee is called in or called
back and the employee's normal starting time, this time shall be considered
also as time worked.
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The hours credited for work for an employee who is called in
or called back shall not include travel time to or from home; these
minimum pay provisions are intended to allow for the inconvenience
and the travel time involved.
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Nothing in these provisions shall be taken as allowing for an
employee to be paid overtime or premium pay twice for the same hours
worked, nor to allow pyramiding or compounding of pay to a rate of
pay that is greater than the standard overtime rate.
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J.
Any employee who is assigned to work away from the City of Centralia
to provide mutual-aid assistance to another entity and who is further
required to lodge overnight at the other work location shall be paid
a rate of one and one-half (1 1/2) times the regular pay rate
for those hours worked, beginning from the time the employee leaves
the City for the assignment. During this assigned time the employee
shall be responsible for the employee's own meals, and the employee
shall receive no per diem reimbursements from the City.
K.
An alternate regular work period shall be established for members of the Police Department who have arrest powers. This regular work period shall begin at 7:00 A.M. on a Monday and shall end at 7:00 A.M. on the second (2nd) Monday thereafter. The initial regular work period shall commence at 7:00 A.M. on Monday, September 28, 2009 and shall thereafter be the same as the regular bi-weekly pay period described in Section 22-47 below. Each such full-time member of the Police Department who has arrest powers shall be scheduled to work eighty-six (86) hours during a regular period. Such employees working more than eighty-six (86) hours during a regular period shall receive overtime pay at the rate of one and one-half (1 1/2) times their regular hourly rate for all hours in excess of eighty-six (86) hours worked during the work period. The Chief of Police may adopt a work schedule for such employees which allows for work shifts longer than eight (8) hours. However, said schedule shall insure that each such employee is scheduled for no less than eighty-six (86) hours in the regular work period and that the use of scheduled overtime hours is minimized.
Employees subject to the provisions of this Subsection shall accrue vacation hours and sick leave hours according to the same schedules used for other employees. They shall use hours of such vacation and sick leave based on the length of the shifts from which they are absent. The provisions of Subsection (H) of Section 22-72 shall not apply to such employees.
For employees subject to the alternative work period, the provisions
of Subsection (G) above shall not apply. However, such employees shall
be able to count excused sick leave or preapproved vacation leave
used during the regular work period for the purpose of computing overtime.
The method of counting such leave shall be similar to that of Subsection
(G), but shall be based upon the number of hours of the regularly
scheduled shift or shifts during which the employee uses such leave.
L.
An alternate
regular schedule may be allowed for members of a Union recognized
by the City of Centralia in a Collective Bargaining Agreement or if
allowed by the Board of Aldermen.
[Ord. No. 1425 § 1, 3-21-1988]
All employees shall be given twenty-four (24) hours notice by
the employer when required to work overtime except in cases of emergency.
An employee whose normal job or shift period does not require work
on Sundays, but because of circumstances may be required for Sunday
duty, shall be paid at one and one-half (1 1/2) times his regular
pay rate. If an employee is called back to work after his regular
quitting time, he shall be paid a minimum of two (2) hours at the
rate of one and one-half (1 1/2) time the regular rate.
[Ord. No. 3104, 9-20-2021]
A.
The City is open for business unless the Mayor or City Administrator
declares otherwise. When severe weather develops or is anticipated
to develop during the day, if you elect to leave prior to the time
the City closes, you will be required to use voluntary leave, not
including sick time, in an amount equal to the number of hours between
the time you left and the time the office closed.
B.
When potentially dangerous weather develops during the day and a
decision is made by the City to close early, you will be compensated
for the full day.
[Ord. No. 1425 § 1, 3-21-1988]
Pay shall normally be calculated on the basis of a bi-weekly
pay period. Except in cases of emergency or equipment failure, employees
shall be paid on the Friday following the end of the second work week.
Employees receiving a monthly salary shall receive their pay on the
second regular pay day of each month. Employees and elected officials
who are paid semi-annually shall receive their pay on the second pay
day of October and the second pay day of March.
[1]
Cross Reference — As to standard work week — overtime,
see § 22-45(K).
[Ord. No. 1425 § 1, 3-21-1988]
Under no circumstances shall it be the policy of the City to
make a payroll advance.
[Ord. No. 1425 § 1, 3-21-1988; Ord. No. 1606 § 1, 3-18-1991; Ord.
No. 1613 § 1, 5-20-1991; Ord. No. 2285 § 1, 3-15-2004; Ord.
No. 2393 § 2, 1-16-2006]
Upon separation from City employment, a regular employee shall
be paid any salary, overtime and holiday time earned and with advance
notice of at least ten (10) working days (if separation is voluntary),
payment of any unused vacation time at the regular hourly pay rate.
Payment also shall be made for accrued sick leave on the basis of
one (1) hour at the employee's regular pay rate for every two (2)
hours of accrued sick leave, with payment to be made for an amount
equaling the employee's normal base rate of pay for one (1) hour of
employment. Payment shall be on the next normal pay day and payment
for unused vacation pay and unused accrued sick leave shall be included
in a separate paycheck. If an employee voluntarily terminates employment
without giving advance notice of at least ten (10) working days, accumulated
vacation leave shall not be paid to the employee unless permitted
by the City Administrator. The final paycheck due any officer or employee
who may be indebted to the City shall not be issued until the extent
of such indebtedness to the City has been determined and cleared.
In addition, the final paycheck shall not be issued if the employee
has not returned City-owned equipment, clothing or identification
cards to the City.
[Ord. No. 1425 § 1, 3-21-1988]
A promotion results when an employee is assigned to a new position
for which the pay in each step in the range is higher than that for
the employee's previous position. At the time of a promotion, the
employee shall be assigned to the lowest step in the range for that
position which is equal to or greater than the employee's pay rate
before the promotion. Any employee may submit an application to be
considered for a promotion when a vacancy occurs. Supervisory personnel
may recommend individuals for promotion.
[Ord. No. 1425 § 1, 3-21-1988]
Announcement of a vacant position to be filled by promotion
shall be given to all employees by means of a posted notice on department
bulletin boards. The notice shall state all pertinent information
pertaining to position duties and required qualifications. Application
shall be made on the appropriate form, by resume or letter, and shall
be submitted to the City Administrator prior to the established closing
date. All employees who meet the job qualifications shall be considered
for the vacant position along with other applicants.
[Ord. No. 1425 § 1, 3-21-1988]
The City Administrator, or other appropriate appointing authority,
may authorize the temporary promotion of an individual to fill a vacant
position. The individual may serve in the position until the incumbent
employee returns to the position, or the regular recruitment, examination
and appointment procedures are completed and a new employee is able
to assume the position, or until the individual is removed because
of inability to perform the duties of the position.
[Ord. No. 1425 § 1, 3-21-1988]
A vacant position may be filled by transferring an employee
from a position of similar class and qualifications. Transfers may
be requested by the employee by completing a Transfer Request Form
or may be initiated by the employee's department heard. Interdepartmental
transfers must be approved by the City Administrator and the affected
department heads.
[Ord. No. 1425 § 1, 3-21-1988]
An individual may request or agree to a voluntary demotion.
Such action shall not be held against an individual during consideration
for future promotions for other positions. An employee may receive
and involuntary demotion for cause. Such demotion shall be controlled
by the guidelines for disciplinary action. A demoted employee shall
be assigned to any step in the pay range for the new position which
is equal to or lower than the employee's current pay rate. Such assignment
shall be at the determination of the City Administrator or other appropriate
appointing authority.
