[Ord. No. 16-23, 9-18-2023]
The City Administrator shall develop a pay plan in accordance with Chapter 120 of the Municipal Code.
[Ord. No. 16-23, 9-18-2023]
A.
The following rules are applicable in regard to the administration of the pay plan:
1.
New Employees. Generally all new employees shall be hired at the minimum rate of pay unless their qualifications are such that it is to the City's advantage to hire at the advanced rate.
2.
Promotion/Demotions. When an employee is promoted to a position in a higher class, the employee's salary shall be increased to at least the minimum rate for the higher classification. Conversely, when an employee is demoted, the employee's salary shall be decreased to at least the maximum rate for the lower classification.
3.
Merit Increases. An employee shall be eligible for a salary review based on merit at each step or grade of the pay plan. To receive a merit increase, an employee must receive an above satisfactory performance rating, be recommended for an increase by the Department Head, and be approved by the City Administrator.
4.
Performance Evaluations. The individual performance of all employees in the classified service will be evaluated by their supervisor at least annually. Performance evaluation forms and methods will be developed by the Department Head subject to the approval of the City Administrator. All completed performance evaluations shall be subject to review by the City Administrator before they become part of the employee's personnel record.
5.
Overtime. Overtime will be administered and computed in accordance with the Fair Labor Standards Act (FLSA).
6.
Compensatory Time. Classified employees are entitled to accrue compensatory time off in lieu of payment of overtime pay at a rate of one-and-one-half (1.5) hours for each hour worked in authorized overtime. Classified employees may not accrue compensatory time in excess of the following amounts:
Department | Maximum Compensatory Hours |
|---|---|
Administration/Public Works | 40 |
Police | 48 |
Fire | 96 |
Accrued unused compensatory time will be paid out to an employee upon separation. |
7.
Acting Supervisor Premium Pay. Regular full-time non-supervisory personnel requested to serve in an acting supervisory capacity shall be paid at the greater of the entry level pay of the supervisor grade or a ten percent (10%) increase in the hourly wage rate of said employee during the period in which the employee is working as an acting supervisor. An employee's pay will return to his or her regular pay rate when no longer working as an acting supervisor. An employee will receive acting supervisor premium pay only for the time he or she is at work performing the duties of the higher level position, and he or she will not receive the higher rate of pay when off work using accrued leave time. Where an employee's job description provides that such employee will perform supervisory duties when his or her supervisor is absent, such employee will not be paid acting supervisor premium pay, as such periodic supervisory responsibilities were already factored into such employee's pay rate.
8.
On-Call Pay/Call-Back Pay. Employees may be assigned to be on-call during weekends to ensure coverage in the event of an emergency. An employee who is assigned to be on-call for a weekend will be paid an amount equal to two (2) hours of his/her base pay to remain available to respond in the event of an emergency during the weekend. An employee who is assigned to be on-call must be fit to perform his/her job duties, must remain reachable by phone, and must be able to respond to a work assignment within the City within two (2) hours of a call. An employee who is called in to perform work while on-call shall be paid for his/her actual working time, with a two-hour minimum for Public Works, Administration, and Police employees, and a three-hour minimum for fire employees for each instance where he/she is called back into work. In the event an employee is required to start a shift early or work beyond his/her assigned shift, the employee will only be paid for the actual additional working time.
[Ord. No. 16-23, 9-18-2023]
The City of Glendale provides group health, life, dental, vision, and long-term disability insurance for all classified and full-time exempt employees. The City's participation in the premium cost of these policies is determined annually by the Board of Aldermen. Details of these benefits are provided in group insurance booklets available from the Administration Department.
[Ord. No. 16-23, 9-18-2023; Ord. No. 17-25, 9-15-2025]
A.
Retiree Coverage. Effective July 1, 2023, employees who retire with at least twenty (20) consecutive years of full-time service and who are at least fifty-five (55) years of age as of the date of retirement may purchase health insurance from the City's health insurance plan under conditions outlined in this Section.
The retired employee may purchase employee or employee+spouse health coverage through the City's group policy, provided:
1.
The City's health insurance carrier makes such coverage available; and
2.
The employee timely pays the total actual monthly cost of the coverage to the City.
The coverage may continue until the retired employee becomes ineligible for this health insurance due to eligibility for Medicare coverage or other restrictions imposed by the health insurance carrier. If a retired employee's spouse becomes eligible for Medicare before the retired employee, the spouse will then be ineligible for the City's health insurance coverage. Any retiree who elects to modify their coverage from employee+spouse to employee only coverage may do so, but they may not change back to employee+spouse thereafter.
B.
Coverage Must Continue From The Date Of Retirement. Any retiree who has retired and not elected to continue their coverage shall be ineligible to re-enroll for regular retiree coverage.
C.
COBRA. A retired employee or his or her dependents may continue health insurance under the provisions of the Federal Consolidated Omnibus Budget Reconciliation Act of 1986 ("COBRA"). Regardless of the option chosen, when the retiree becomes eligible for Medicare, coverage for the retiree and any then-covered dependents will end. The retiree becoming eligible for Medicare constitutes a qualifying event for the retiree's dependents as defined under COBRA. At the time the retired employee becomes ineligible for City group retiree health insurance coverage, dependents, who had City group health insurance coverage on the day before the qualifying event, shall be eligible to continue City group coverage under the provisions of COBRA for up to eighteen (18) months.
D.
Medicare. When a retired employee becomes eligible for Medicare coverage, coverage under the City's group retiree health insurance will terminate. The retired employee's dependents who had coverage on the day before such termination shall be eligible to continue group health insurance coverage with the City's group health insurer at the dependent's expense under the provisions of COBRA for up to eighteen (18) months. Thereafter, once eligible dependents cease continuous participation in the City's group health insurance plan, they may not re-enroll at a later date.