[Adopted 12-16-1999 by L.L. No. 7-1999; amended 6-8-2001]
The following "nonrepresented" employees shall
be covered by the policies in this employment manual. A nonrepresented
employee is any employee of the City of Troy not covered by any bargaining
unit within the City of Troy.
A.
Administrative:
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Mayor
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Confidential Assistant to the Mayor
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Deputy Mayor
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Budget Officer
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Deputy Director of Office of Management and
Budget
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Personnel Director
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Personnel Associate
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City Auditor
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Comptroller
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Deputy Comptroller for Financial Operations
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Treasurer
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Assessor
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Corporation Counsel
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Deputy Corporation Counsel, full-time
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Deputy Corporation Counsel, special projects
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Commissioner of Public Works
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Deputy Commissioner of Public Works
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Commissioner of Public Utilities
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Deputy Commissioner of Public Utilities
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Chief Water Plant Operator
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Superintendent of Water and Sewer
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Commissioner of Planning and City Engineer
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Commissioner of Recreation
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Legislative Assistant
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City Clerk
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Deputy City Clerk
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Assistant to the City Clerk
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Confidential Secretary to the Mayor
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Commissioner of Public Safety/Police Commissioner
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Personnel Associate
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Policy Analyst
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B.
Clerical staff:
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Secretary to the City Council President
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Private Secretary to the Corporation Counsel
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Assistant to the Comptroller
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Confidential Secretary to the Commissioner of
Public Safety
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D.
Temporary and part-time personnel:
(1)
"101" Accounts (full-time only): Titles which are
encumbered by a leave of absence but are filled on a full-time basis
by someone in a 101 Payroll Account.
(2)
"102" Accounts (full- and part-time): All temporary,
seasonal, and part-time employees not listed elsewhere in this plan,
and all full-time temporary employees who are either designated as
a temporary or seasonal employee; paid from a 102 Payroll Account;
or paid from a temporary payroll account.
E.
City Council. President of the City Council, President
Pro Tempore of the City Council and Members of the City Council.
A.
The salaries of all nonrepresented employees are to
be determined by the attached salary schedules designated as Appendices
A, B, C and D.[1] All new employees shall be placed on Step 1 of the salary
grid unless a department head, with the approval of the Mayor, determines
that the knowledge and experience of a person justifies placing him/her
on a different step.
[1]
Editor's Note: Salary schedules are on file
in the office of the City Clerk.
B.
The salaries of the City Council members and the Mayor
shall be determined pursuant to the Troy City Charter.
A.
Administrative: Personal leave is accrued and used
on the same basis as specified in Schedule B.
B.
Clerical: Personal leave is accrued and used on the
same basis as specified in Schedule B.
C.
Part-time administrative: No personal leave is accrued.
E.
City Council: No personal leave is accrued.
A.
Administrative: No compensatory time will be accrued
for any employee in this category.
B.
Clerical: Compensatory time will be earned in accordance
with the regulations of the Fair Labor Standards Act (FLSA) and with
the authorization of the department head.
C.
Part-time administrative. No compensatory time will
be accrued for any part-time administrative employee.
E.
City Council. No compensatory time for City Council
members.
See Schedule E.
See Schedule F.
See Schedule G.
See Schedule H.
See Schedule I.
See Schedule J.
Reclassifications are changes in job classifications
together with a change in salary allocation for the position. Reallocations
are changes in salary allocation, with the job classification (duties/title)
remaining the same. Nonrepresented employees may request a reclassification
and/or reallocation of his/her position and the City will process
any such request pursuant to the procedure set forth in this policy
as Schedule K. This section does not apply to the position of Deputy
Mayor, Police Commissioner, Corporation Counsel, Comptroller, Budget
Director or Deputy Director of the Office of Management and Budget.
Full time employees covered by this
policy shall work a thirty-five-hour week within a seven-day period
commencing at 12:00 a.m. on Monday and ending at 11:59 p.m. on Sunday.
With prior approval from the Mayor, full-time
employees may be reimbursed up to $1,500 per year towards the cost
of tuition for courses directly related to job enhancement. Payment
will be made upon submission of final grades. In order to qualify
for reimbursement, the following grades must be earned:
A.
Those nonrepresented employees hired on or after January
1, 1996, but before July 1, 1997, shall be treated as if they have
an anniversary date of January 1 for the purpose of salary steps.
However, each such employee shall advance to salary step 2 effective
July 1, 1998.
B.
Those nonrepresented employees hired before January
1, 1996 shall receive a salary at the appropriate step effective July
1, 1998. Each such employee shall retain his/her anniversary date.
C.
Those nonrepresented employees hired after July 1,
1997 but before July 1, 1998 and all employees hired after July 1,
1998 shall advance a salary step on their anniversary date.
D.
No nonrepresented employee shall have his/her salary lowered by this revised policy. If an employee, when placed on a salary step, were to receive a lower salary than he/she presently enjoys, then such employee shall retain his/her present salary. However, all such employees shall receive the cost-of-living adjustments set forth in § 67-31. When the position becomes vacant, then the salary shall be set at the amount listed on the salary schedule.[1]
[1]
Editor's Note: Salary schedules are on file
in the office of the City Clerk.
