A. 
Definition. For purposes of this chapter, the term "pay plan" includes pay schedules, longevity pay and other means by which pay is adjusted, such as probationary and promotional increases, demotional decreases and differential payments as set forth in this chapter.
B. 
Policy. The policy of the municipality is to pay salaries and wages consistent with prevailing practices and pay in the Anchorage area and municipal governments generally. Due consideration shall be given to the differentials in cost of living and work conditions involved and other benefits provided by the employer.
C. 
Amendments. Amendments to any pay plan may be recommended to the assembly by the mayor and shall become effective upon assembly approval or a date specified by the assembly. The director will conduct wage surveys to determine the prevailing rates for selected key classes. Surveys shall include fringe benefit data where feasible. Recommendations for range changes, reclassifications and amendments to the pay plan will be made to the mayor, based upon results of such surveys. Amendments to represented employee pay rates shall be recommended to the assembly by the mayor as a result of negotiations of collective bargaining agreements and shall become effective upon assembly approval.
D. 
Responsibility for development and administration. The director is responsible for development, maintenance and administration of uniform and equitable pay plans based upon the classification plans for all positions in the classified service. The mayor is responsible for the development, maintenance and administration of an executive pay plan.
E. 
Hourly and salaried. Employees in positions that are classified as non-exempt shall be paid on an hourly basis. Employees in positions that are classified as exempt shall be paid on a salaried basis.
F. 
The public safety pay plan is the compensation pay plan in which the employees in the classifications of EMS battalion chief, fire battalion chief, battalion chief, police lieutenant, assistant chief and police captain are paid.
G. 
The executive attorney pay plan is the compensation pay plan in which the employees in the classifications of municipal attorney, deputy municipal attorney, municipal attorney II, and municipal attorney I are paid.
(AO No. 79-195; AO No. 2014-32(S), § 5, 2-25-2014; AO No. 2016-53, § 1, 7-4-2016/9-12-2016/1-1-2017;[1] AO No. 2023-9, § 2, passed 2-7-2023[2])
[1]
Editor's note — Section 3 of AO No. 2016-53 provided that the amendments in § 3.30.121 shall be effective 7-4-2016 for only the Police Lieutenant and Police Captain classifications; effective 9-12-2016 for the Assistant Chief classification when it will be added; and effective 1-1-2017 for the addition of the EMS Battalion Chief, Fire Battalion Chief, and Battalion Chief classifications.
[2]
Editor's note — Section 4 of AO No. 2023-9 provided that "This ordinance shall be effective the first day of the first full pay period after passage by the Anchorage Assembly."
A pay range is a level of pay that is assigned to a class which determines the pay of employees in that class. It comprises a series of steps through which an employee may progress by probationary and merit increases. The positions assigned an executive pay range may be adjusted to any rate within that range and are not assigned pay steps.
Pay ranges are assigned to classes, based upon the following factors:
A. 
Duties and responsibilities of position or class.
B. 
Internal equity-maintenance of pay ranges of classes in appropriate relations to one another.
C. 
Prevailing rates for comparable work in both public and private employment.
D. 
General pay relationships among job families.
E. 
Pay relationships between supervisors and employees.
F. 
Employee recruitment and retention problems.
G. 
Economic trends and forecasts.
H. 
Salary survey data, including comparative fringe benefits.
I. 
Availability of funds.
(AO No. 79-195)
A. 
Starting rate on initial employment. Original appointment to any position shall be made at the entrance rate, and advancement from the entrance rate to the maximum rate within a pay range shall be by successive step. Upon recommendation of the agency head, the director may approve initial compensation at a rate higher than the minimum rate in the range for the class when the needs of the service make such action necessary, provided that any such exception is based on the applicant's experience and ability over and above the qualification requirements specified for the class, or if a critical shortage of applicants exists. Such approval shall be made in writing prior to appointment.
B. 
Reinstatement and reemployment.
1. 
Reinstatement of veterans. A veteran, reinstated under rule 6, shall be entitled to be restored to such position (as he or she had when he or she left the municipality on military leave, other than a temporary position) or to a position of like seniority, status and pay as set forth in the U.S. Code Annotated, title 50, War and National Defense Military Selective Service Act of 1967, section 459, Separation from Service, subsections (a), (b), (c), (f) and (g). A veteran shall be reinstated to the same position or one as nearly like it as is available, at the same step he or she had when separated. His or her merit anniversary date shall be the date of reinstatement adjusted by the number of months and days served toward the next step before leaving for military service. His or her length of service date shall be that established before leaving for military service. A probationary period shall not be required unless one was not completed in last previous employment, in which case only the incomplete portion need be served upon reinstatement. No probationary pay increase shall be granted unless one was not received in last previous employment.
2. 
Reemployment of laid-off employees. When a laid-off employee is reemployed, under rule 6, he or she is entitled to the same pay or step he or she had when laid off. His or her merit anniversary and length of service dates are both adjusted by the number of months or days laid off. A probationary period shall be required only if requested by the agency head and approved in advance by the director, unless one was not completed in last previous employment, in which case the incomplete portion need be served in new employment.
3. 
Reinstatement as result of successful appeal. An employee reinstated as a result of successful appeal is entitled to all rights previously established, including the same pay or step, and the same merit anniversary and length of service dates, unless otherwise directed by the body hearing the grievance appeal. A probationary period shall not be required and a probationary increase shall not be awarded unless one was not completed in employment just previous to the appeal, in which case only the incomplete portion need be served in the new employment.
C. 
Rehired employees. A former employee may be rehired at the same pay rate or step he or she had before separation or any lower pay rate or step in the range determined by the agency head, when rehired under rule 5. When rehired in the same, a parallel or a lower class series, when approved in advance by the director, the employee may be paid at the rate that best reflects prior creditable municipal service. Consideration shall be given to experience and education acquired since leaving municipal employment. The employee must serve a probationary period, but shall not be entitled to a probationary increase unless he or she did not receive one in previous employment or unless he or she is hired at the A step. Former employees who are not eligible for rehire under section 3.30.052B. may be reappointed as new employees. The merit anniversary date shall be date of rehire. Length of service date shall be that as established in section 3.30.127.
D. 
Rate of pay on promotion.
1. 
Normal promotion. Unless otherwise provided in this subsection, when an employee is promoted, including promotion from subfill under section 3.30.066, promotion to a position in a pay range which is higher than the one which applied to the employee prior to his or her demotion in lieu of layoff or promotion more than one year after an employee's demotion in lieu of layoff, his or her step in the new range shall be the A step or that step providing for at least one step incremental increase, considering those factors outlined in subsection A of this section. Advancement to the maximum rate subsequent to promotion will be on the same basis as described in section 3.30.125.
2. 
Upward reclassification. In any case where a position is reclassified upwards in accordance with section 3.30.026A.1 the pay step of the employee occupying the position shall be that step in the new range providing for a one-step incremental increase. Length of service dates remain unchanged, and no probationary period shall be required. The merit anniversary date shall remain unchanged unless the new step is step A, in which case the merit eligibility date shall occur on the earlier of the employee's merit anniversary date or after three months if the assigned range is 12 or below and after six months if the range is 13 or above, counted from the date of reclassification. Subsequent merit eligibility shall then occur annually thereafter.
3. 
Upward range change. In the case of an upward range change in accordance with section 3.30.026A.2, the pay step of the employee in the new range shall be at the same step in the new range as held in the old range. Merit anniversary and length of service dates remain unchanged, and no probationary period is served.
4. 
Promotion following demotion in lieu of layoff.
a. 
If an employee is promoted back to his or her former pay range within one year following a demotion in lieu of layoff pursuant to section 3.30.112B., he or she shall be placed at that step in the higher pay range which equates with his or her rate of pay prior to the demotion in lieu of layoff.
b. 
If an employee is promoted within one year to a pay range lower than that which applied to him or her before a demotion in lieu of layoff pursuant to section 3.30.112B., he or she shall be placed either at that step in the new pay range which equates with his or her rate of pay prior to the demotion in lieu of layoff or to the highest step in that new pay range, whichever is lower.
E. 
Starting rate on lateral transfer. When an employee is assigned to a new position in the same class and agency for which he or she is qualified and which has the same salary grade, he or she shall be transferred at the rate he or she was receiving, and no probationary period shall be served. His or her date of next increase shall remain the same as in his or her former position.
1. 
Transfer to a different class or to another agency. When employees are transferred to a position in a different class, or transferred from one agency to another, to a position in the same or a different class their merit anniversary date and length of service date are not changed. Employees so transferred may be required to serve a probationary period in accordance with this chapter, but will not be eligible for a probationary increase.
2. 
Lateral reclassification. When a position is reclassified to another class at the same salary level, the incumbent shall have no change in status.
F. 
Demotion.
1. 
Pay step. When an employee is demoted, his or her pay step in the range for the lower class shall be that step which is determined by the agency head and approved in advance by the director. Factors shall include the reason for demotion, past and current performance evaluations, cooperation with the agency head and other employees, previous experience in the lower or a parallel class, budgeted funds available and length of service.
a. 
Demotion for disciplinary reasons. An employee demoted for disciplinary reasons normally shall be placed in step A of the lower range.
b. 
Demotion in lieu of layoff. Employees demoted in lieu of layoff shall be placed in step F in the range for the lower class or the step equal to his or her present step, whichever is lower.
c. 
Demotion during promotional probationary period. An employee demoted during promotional probationary period shall be placed in the lower range at that step which he or she held before promotion.
2. 
Merit anniversary date. The merit anniversary date of a demoted employee shall become the date of demotion, except for an employee demoted while in a promotional probationary period, when it shall revert to the date held before promotion.
3. 
Length of service date. The length of service date of a demoted employee shall remain unchanged.
4. 
Probationary period. When employees are demoted to a position in a class where they previously had regular status, no probationary period shall be served. Employees who are demoted for disciplinary reasons shall serve a probationary period but shall not receive a probationary pay increase. When employees are demoted to a position in a class where they did not previously hold regular status, the agency head shall decide whether a probationary period will be served, without a probationary increase, subject to approval of the director. The employee shall be notified of the decision, in writing, before the demotion is accomplished.
5. 
Demotion into different class series. An employee demoted under section 3.30.068D into a lower level position in a different class series where duties are significantly different shall be paid at the step in the range of the lower class of positions that best reflects the earned step based on creditable municipal service, or at such other step as approved in advance by the director. His or her merit anniversary date shall be changed to the date of demotion, and his or her length of service date shall remain unchanged. When the agency head determines that a new probationary period is required, and if approved by the director, the employee may be awarded a probationary increase if earned, and the merit anniversary date shall be adjusted accordingly. When a new probationary period is not required, none shall be served, no probationary increase shall be awarded and the merit anniversary date remains unchanged. In both cases the length of service date remains unchanged.
6. 
Downward reclassification and range change. An employee occupying a position which has been reclassified to a class which carries a lower pay range, or has had a range change by which a lower range has been assigned to the class, shall be treated as follows:
a. 
The employee may be transferred under section 3.30.068C, in which case his or her pay step remains unchanged.
b. 
If he or she continues in the reallocated position, and if the pay rate of his or her present step is the same as that of any step in the lower range, he or she shall enter the lower range at that step.
c. 
If the present pay exceeds the maximum rate for the lower class, the position may be placed on an incumbency allocation. The pay of the incumbent shall be frozen until such time as general increases have elevated the range of the assigned class to encompass the incumbent's rate of pay, at which time the incumbent shall be assigned to the pay step in the range which results in no decrease in pay, or for two years, whichever occurs first. At the end of the appointed time limit for the incumbency allocation, the pay of the incumbent will be reduced to the maximum step in the range. When the position is vacated, a new incumbent shall enter at the appropriate step in the range assigned as a result of reclassification or range change in accordance with subsection A of this section. In all such cases, the anniversary and length of service dates remain unchanged.
G. 
Appointment to position with substantially different terms of employment. Appointment to a position in a different bargaining unit, from a nonrepresented position to a represented position, from a represented position to a nonrepresented position, from a position covered by chapter 30.40 or from a temporary position to a regular position shall be subject to the following: When an employee is appointed to a position with substantially different terms and conditions of employment (e.g., appointment to a different bargaining unit, or movement from a represented to a nonrepresented position or from temporary to regular status), the terms and conditions of employment in the new position will be set forth in detail reflecting the pertinent changes prior to the effective date of appointment to the new position. The appointment document will contain, at a minimum, the pay range and step placement, requirement to serve a probationary period, eligibility for a probationary increase, adjustments to the merit anniversary date, length of service date and service award date, and benefit coverages for the new position.
(AO No. 79-195; AO No. 86-207(S-1); AO No. 94-117, §§ 20—22, 7-26-1994)
A. 
Advancement on completion of probation. Upon satisfactory completion of an employee's probationary period after initial appointment or promotion, his or her entrance salary may be advanced one increment to the next higher step in the salary range for the class assigned; except:
1. 
Where this chapter specifies elsewhere that no probationary increase shall result even though a probationary period must be served; or
2. 
Where employees are promoted, appointed or reappointed at the maximum step.
B. 
Deferral of probationary increase. In accordance with rule 7, the probationary period may be extended with prior approval of the director. The probationary increase will be withheld until satisfactory completion of the probationary period. The effective date of a deferred probationary increase will be the date following successful completion of extended probation.
C. 
Annual merit increase. After satisfactory completion of probation, employees shall have their performance reviewed annually on their merit anniversary date, and their salaries may be advanced one increment to the next higher step in their salary range as recommended by the agency head and approved by the director. Such advancement may be made annually until employees have reached the maximum step of the salary range for their position.
D. 
Deferral or denial of merit increase. When an employee's overall evaluation report rating is below average during the past merit anniversary year, the agency head may deny the merit increase or defer the merit increase for a stipulated period of time, during which the employee must make certain specific improvements, or the merit increase will be denied. Written notice of the denial or deferral, and the reasons therefor, shall be given to the employee on the performance evaluation report prior to the merit anniversary date. The deferred merit increase may be approved at any time during the deferral period if the agency head determines that the employee has demonstrated satisfactory improvement. The deferred merit increase shall be effective the day following such approval. The merit anniversary date shall not be changed because of merit increase deferral or denial.
E. 
Supervisory compensation adjustment.
1. 
In reviewing the salaries of supervisory employees the mayor may make such individual adjustments as he or she deems necessary, consistent with sound budgetary practice, to ensure that supervisors are fairly compensated in comparison to those persons they supervise.
2. 
The mayor shall review each approved individual adjustment annually to ensure it continues to be appropriate. Adjustments may be discontinued at any time, if the mayor determines that the adjustment is no longer warranted.
3. 
Authorized adjustments include:
a. 
Adjustment to base salary.
b. 
Allowances or incentives available to persons they supervise under a labor agreement.
4. 
Adjustments which are inconsistent with the overtime, leave, holiday and other pay provisions of this Code may not be granted. The authorized step placement of subordinate employees and the entitlement of subordinate employees to longevity pay differential shall not be the sole basis for granting a supervisory compensation adjustment.
F. 
Special compensation adjustment. The director may, upon request of an agency head, authorize placement at a higher step in the range than is presently earned by the employee through merit step advancement. The agency head must provide evidence that such step placement is essential to retain an employee with unique qualifications and/or demonstrate that there is a specific and special need to retain the employee's services or where recruitment difficulties and market conditions necessitate such an action. The employee's merit anniversary date shall not be changed because of a special compensation adjustment.
G. 
Market based compensation adjustment. In the event the director determines that market conditions require certain essential job classifications to be compensated above the existing range to enable the municipality to attract and/or retain qualified personnel, the director may designate certain job classifications as critical to the municipality. Individual incumbents occupying such job classifications may be compensated at a rate or amount not to exceed 125 percent of the maximum step of the range. Market based compensation adjustments may be paid as additional pay in monthly, quarterly or semi-annual amounts as determined by the director. Market based compensation adjustments are temporary in nature and may cease at any time as determined by the director.
(AO No. 79-195; AO No. 91-93; AO No. 94-117, § 23, 7-26-1994; AO No. 97-102, § 8, 8-19-1997; AO No. 98-130, § 1, 8-18-1998; AO No. 2002-96, § 1, 6-25-2002; AO No. 2014-32(S), § 6, 2-25-2014; AO No. 2016-53, § 2, 1-1-2017)
A. 
Purpose. Agency heads may recommend employees for a lump-sum special award at any time in recognition of:
1. 
Outstanding service;
2. 
Special acts or accomplishments; or
3. 
Achievements in additional education or specialized training which enable the individual to perform his or her assignment more effectively and upon which the municipality benefits.
The granting of an award under this section shall have no effect on the normal anniversary date.
B. 
Request for award. Request for awards shall be made in writing by the agency head through the director to an eight-member employee incentive committee appointed by the mayor for review and recommendation to the mayor detailing the reasons for the request on a form prescribed by the committee. Employees shall not be eligible for such awards while serving a probationary period.
C. 
Standards for special merit awards.
1. 
Outstanding service. In the case of outstanding service, the request will state how the candidate's work performance exceeds the normal requirements of his or her position or how his or her service is superior in comparison with that of others in the same range and type of work and will establish that the outstanding service has been consistently performed for at least three months prior to the date of recommendation. The recommendation must show that the individual's service is outstanding in two or more of the basic tasks outlined in his or her position description or in assigned tasks.
2. 
Supervisors. A candidate for a merit award for outstanding service who is a supervisor must also in carrying out his or her job responsibilities demonstrate exceptional achievements in planning and scheduling the most effective and economical use of space, equipment and manpower; must evidence traits of outstanding leadership; must demonstrate excellent ability in developing or selecting effective methods of solving problems; and must represent his or her organization with such effectiveness, diligence and integrity as to produce a favorable public or interagency image substantially beyond reasonable expectations.
3. 
Special acts or accomplishments. In the case of special acts or accomplishments, the request will describe the meritorious personal efforts, including acts of heroism, directly or indirectly relating to the candidate's employment, which contribute to efficiency, economy or other improvement in municipal operations, or which are otherwise in the public interest or reflect favorably upon the municipal government.
4. 
Education or specialized training. In the case of achievement in additional education or specialized training, the recommendation will describe the achievement and identify the training organization, will give the dates and length of course and subjects covered, and will be accompanied by a copy of the certificate, diploma or license received and specific examples of the improvement in performance of work assignment. To qualify for merit award consideration the education and training being recognized must have been completed after the candidate joined the municipality. The achievement (degree, license, certificate, etc.) must not have been a mandatory prerequisite for the candidate's employment in his or her present position. The achievement or training must be demonstratively of value to the municipality beyond the qualifications for the employee's current position.
D. 
Amount of award. A merit award shall not exceed five percent of the employee's annual salary, with the precise amount to be awarded in any particular case to be determined by the employee incentive committee and approved by the mayor.
(AO No. 79-195; AO No. 86-207(S-1))
A. 
The term "length of service" means the number of calendar days of all service rendered by an employee during employment with the municipality, regardless of the position occupied, as measured in accordance with this section.
B. 
The length of service for an employee who remains continuously employed by the municipality shall be measured from the date of the employee's most recent date of hire or rehire to municipal employment for leave accrual rate (except as provided in section 3.30.152E), longevity pay entitlement and seniority, excluding:
1. 
Every day between the employee's layoff date and recall date with the municipality.
2. 
Time spent by the employee in a temporary position unless that employee moved directly from such temporary position to a regular position without a break in service.
C. 
Longevity pay. Longevity pay shall not be paid to any employee hired or rehired on or after January 1, 1981. Employees on the payroll as of December 31, 1980, shall continue to be eligible to receive longevity pay unless they resign, are laid off for longer than one year without reemployment, or are discharged for cause. Longevity pay is additional pay as a reward for length of service. The effective date for longevity pay increase shall be the employee's length of service date. Longevity increases shall be paid as follows:
105 percent of base pay after 5 years' total service.
106 percent of base pay after 6 years' total service.
107 percent of base pay after 7 years' total service.
108 percent of base pay after 8 years' total service.
109 percent of base pay after 9 years' total service.
110 percent of base pay after 10 years' total service.
112.5 percent of base pay after 15 years' total service.
115 percent of base pay after 20 years' total service.
117.5 percent of base pay after 25 years' total service.
120 percent of base pay after 30 years' total service.
D. 
Service recognition.
1. 
Service recognition pay is additional pay for length of continuous service.
2. 
Service recognition pay shall not be paid to any employee hired on or before January 1, 1981, or hired or rehired on or after July 1, 2011. Regular employees, except executive employees, hired on or after January 1, 1981 and hired or rehired prior to July 1, 2011, shall be eligible to receive service recognition pay and shall continue to be eligible unless they resign, are laid off for longer than one year without re-employment, or are discharged for cause.
3. 
Service recognition pay shall be implemented as follows: 103.5 percent of base pay after ten years' continuous service, 107 percent of base pay after 15 years' continuous service and 110.5 percent of base pay after 20 years' continuous service.
(AO No. 79-195; AO No. 86-207(S-1); AO No. 2003-43, § 1, 1-1-2003; AO No. 2011-61(S), § 7, 7-12-2011, retro eff. 7-4-2011; AO No. 2014-32(S), § 7, 2-25-2014; AO No. 2025-8(S), § 2, 2-11-2025)
A. 
Substitute appointments. Substitute employees shall serve a probationary period. They are eligible for all increases, the same as regular employees, and are entitled to all fringe benefits.
B. 
Temporary appointments. Temporary employees, whether appointed to temporary positions or appointed temporarily to replace absent employees, shall not be entitled to fringe benefits. Instead, the director shall set the starting pay of temporary employees at a higher level in lieu of fringe benefits.
C. 
Acting appointments. An acting appointment shall be paid for either at step A or that step in the range of the higher class which provides a step increase above the current step, whichever is greater, provided the employee is able to carry on the duties of the position. No employee shall be permanently appointed to the acting employee's vacated position. Pay rates for acting appointment to executive positions shall be in accordance with section 3.30.174G. Pay for an acting appointment from a bargaining unit position to a nonrepresented position will be at either step A of the range of the nonrepresented position or at a rate that provides for a five percent increase to the current base rate of the affected employee, whichever is greater.
D. 
Acting assignment. Any acting assignment to a higher class shall be paid at five percent increase over the employee's factored rate of pay. An employee on acting assignment for a particular class of position becomes eligible for an acting appointment once he or she meets requirements for an acting appointment under rule 6. Pay for an acting assignment from a bargaining unit position to a non-represented position will be at a rate which provides for a five percent increase over the employee's factored rate of pay.
(AO No. 79-195; AO No. 86-207(S-1); AO No. 94-117, § 24, 7-26-1994; AO No. 2014-32(S), § 8, 2-25-2014)
A. 
Policy. It is recognized that overtime duty is an occasional necessity and must be worked if assigned. Agency heads are responsible for seeing that no abuse of overtime occurs. All overtime work must have the prior approval of the agency head except in emergencies that preclude such prior approval. The agency head shall review the record and certify overtime approved for payment. Overtime pay under this section is not available to exempt employees assigned to range 18N and 19N.
B. 
Pay rates for overtime premium pay.
1. 
Time and one-half pay.
a. 
Employees shall be paid at one and one-half times their eligible rate of pay for all hours actually worked in excess of 40 hours in a workweek. For the purpose of calculating overtime compensation, time designated by this chapter as any type of holiday or leave shall not be considered as part of the hours to be worked in a workweek before an employee becomes eligible for overtime compensation under this section.
b. 
Kelly shift employees shall be paid at one and one-half times their eligible rate of pay for hours worked outside of their regularly scheduled shift. For the purpose of calculating overtime compensation, time designated by this chapter as any type of holiday or leave shall not be considered as time worked for the purposes of calculating FLSA overtime in the cycle.
2. 
Call-out pay. When an employee has completed his or her scheduled shift and is "called out" to perform additional work, he or she shall receive overtime pay for actual hours worked with a minimum guarantee of four hours' pay at the employee's straight time hourly rate. If the employee is called out twice or more times within four hours of the first call-out, only one minimum guarantee will apply.
3. 
Standby pay. In cases where it is found necessary to have employees remain available for work in a standby status after regularly scheduled hours, on scheduled days off, or on holidays, they shall receive two hours' pay at the employee's straight time factored rate for each day of such duty.
No employee shall be in standby status unless scheduled for such by the MOA. Time spent in on-call status does not count as hours worked for the purposes of computing eligibility for overtime pay.
4. 
Compensatory time off. Compensatory time off shall not be permitted except as provided for executives in rule 17 and for employees assigned to range 18N, 19N and 29 in section 3.30.1213.
(AO No. 79-195; AO No. 86-197(S), 1-1-1987; AO No. 94-117, § 25, 7-26-1994; AO No. 96-55, § 1, 4-2-1996; AO No. 2001-121, § 1, 7-1-2001; AO No. 2011-61(S), § 8, 7-12-2011, retro eff. 7-4-2011; AO No. 2011-90, § 1, 9-13-2011; AO No. 2014-32(S), § 9, 2-25-2014; AO No. 2016-53, § 1, 7-4-2016/9-12-2016/1-1-2017[1])
[1]
Editor's note — Section 3 of AO No. 2016-53 provided that the amendments in AMC Section 3.30.129, shall be effective 7-4-2016 for only the Police Lieutenant and Police Captain classifications; effective 9-12-2016 for the Assistant Chief classification when it will be added; and effective 1-1-2017 for the addition of the EMS Battalion Chief, Fire Battalion Chief, and Battalion Chief classifications.
A. 
Shift differential premium. All employees who work on a swing shift shall receive a shift differential equal to three percent of their factored hourly rate of pay for each hour worked on the swing shift. All employees who work on a night shift shall receive a shift differential equal to six percent of their factored hourly pay rate for all hours worked on the night shift. The shift differential shall not be included in annual leave or holiday pay.
B. 
Meal allowance. Full-time employees who, because of the particular nature of their duties, are regularly scheduled and required to work their regularly scheduled shifts without a scheduled meal period and who are not permitted to leave their work locations shall be granted a midshift meal allowance per shift as determined by the mayor.
(AO No. 79-195; AO No. 86-207(S-1); AO No. 91-95; AO No. 2011-90, § 2, 9-13-2011)
Nothing in this section shall prohibit retroactive pay approved by the assembly or required because of administrative oversight or error as determined by the director.
Personnel actions implementing any change in status or pay shall be effective upon approval of the director provided such changes are received by the payroll section at least ten working days prior to the effective date.
(AO No. 79-195)
The pay rate determined for a position under this chapter shall represent the total remuneration for the employee, not including reimbursement for expenses approved by the agency head. Except as provided in this chapter, an employee shall not receive any form of compensation from the municipality. An employee shall not receive remuneration from any person other than the municipality for performance of his or her ordinary duties or any other additional duties which may be imposed upon him or her or which he or she may undertake or volunteer to perform as an employee.
(AO No. 79-195; AO No. 86-207(S-1))
Employees assigned to range 18N, 19N and 29 are not eligible for overtime compensation under AMC Section 3.30.129. However, as a result of extraordinary conditions which may require long hours of work by these employees, the agency head may grant compensatory time off. Compensatory time has no cash value, except when taken as time off. Compensatory time may be taken in the same manner as annual leave and must be used within 90 days of the date it was granted or it will be forfeited. The compensatory time off policy is not accounting oriented where the employee receives time off on a one-for-one, or other similar basis for every hour worked over 40 hours in a work week.
(AO No. 96-55, § 2, 4-2-1996; AO No. 2016-53, § 1, 7-4-2016/9-12-2016/1-1-2017[1])
[1]
Editor's note — Section 3 of AO No. 2016-53 provided that the amendments in AMC Section 3.30.1213, shall be effective 7-4-2016 for only the Police Lieutenant and Police Captain classifications; effective 9-12-2016 for the Assistant Chief classification when it will be added; and effective 1-1-2017 for the addition of the EMS Battalion Chief, Fire Battalion Chief, and Battalion Chief classifications.
A. 
Tour trades. Kelly Shift employees shall be allowed to trade tours at no cost to the municipality. Tour trades are defined as two qualified Kelly Shift employees trading equal hours. Tour Trades may be used to cover any regular scheduled shift. The reasons for requesting a tour trade are of no concern to the municipality; however, if the tour trade results in a conflict with the municipality's interests, it may be denied. A tour trade placing a family member (as defined in section 3.30.168) of those supervised in the supervisory role shall be denied.
There shall be no limit applied to the number of tour trades a Kelly Shift employee may take, so long as they do not exceed a net deficiency of greater than 15 shifts. The department assumes no obligation to assure replacement of traded time. Repayment of all tour trades on an hour for hour basis will be the responsibility of the employees involved and shall be settled within a 12-month period. In lieu of paying back a tour trade owed, a Kelly Shift employee may opt to transfer the applicable amount of leave from their annual leave account to the owed employee's leave account. Any transferred leave from an employee's leave account shall count towards the annual requirement to use leave as defined in section 3.30.154. Any employee engaging in a tour trade shall be required to obtain any missed training on the employee's regularly scheduled shift, as directed by the supervisor, or by the Training Center.
(AO No. 2001-170, § 7, 10-30-2001; AO No. 2014-32(S), § 10, 2-25-2014; AO No. 2016-53, § 2, 1-1-2017)