5. Contract Ratification - AFSCME UnionCity of Kalispell
201 1" Ave E. P.O. Box 1997
Kalispell, Montana 59903-1997
(406) 758-7000 Fax (406)7757
REPORT TO: Mayor Johnson and Kalispell City Council
FROM: Doug Russell, City Manager
SUBJECT: Adoption of Collective Bargaining Agreement with AFSCME
MEETING DATE: July 7, 2014
BACKGROUND: The current collective bargaining agreement between the City and the
AFSCME Local 256 employee union expired on June 30, 2014. In 2013, the City and AFSCME
entered into collective bargaining contract negotiations for a new agreement.
City and AFSCME representatives engaged in constructive contract negotiations since that date
and made progress regarding certain provisions for a new agreement. The majority of the
discussions and efforts were to enhance the pay matrix in order to correct some concerns related
to inequalities.
The development of the new matrix incorporated a market survey of municipalities across the
state for similar positions in order to appropriately develop a compensation structure. As noted
above, the negotiating teams have been working together on this effort for the past year and are
pleased with the outcome as it establishes an annual step component, similar to our other labor
contracts, and a base adjustment component.
Attached is the recommended agreement between the City and AFSCME which identifies the
terms agreed to in negotiations. The agreement was recently voted for acceptance by the
association's membership. In general, this agreement provides for the following:
a Three year term representing fiscal years 201.5, 2016, and 2017
• Adjustment in the base salary of 2.22% for Fiscal Year 2015, 2.0% for FYI 6, and 0% for
FY2017
o Total compensation with longevity (FY 15=3.3 %, FY 16=3.3 %, and FY 17=1.3 %)
e Various "clean-up" language adjustments, and clarifications to existing components in
the contract.
FISCAL IMPACTS: The estimated financial impact for the Collective Bargaining Agreement
is $92,000 for FY2015, $95,000 for FY201.6, and $39,000 for FY 2017.
RECOMMENDATION: It is recommended the City Council approve the Collective
Bargaining Agreement between the City of Kalispell and AFSCME Local 256.
July 1, 2014 — June 30, 2017
AGREEMENT..............................................................................................................................1
WITNE S S ETH.....................................................................................................................
1
ARTICLEI: RECOGNITION....................................................................................................
1
ARTICLEII: DEFINITIONS....................................................................................................
2
ARTICLE III: UNION SECURITY...........................................................................................
3
ARTICLE IV: NON-DISCRIMINATION.................................................................................
4
ARTICLEV: SENIORITY..........................................................................................................
4
ARTICLE VI: FILLING OF VACANCIES..............................................................................
5
ARTICLE VII: LAYOFF, JOB DISCONTINUANCES, AND RECALL ..............................
6
ARTICLE VIII: WORKDAY/WORKWEEK...........................................................................
7
ARTICLEIX: HOLIDAYS.........................................................................................................
8
ARTICLEX: LEAVE TIME.......................................................................................................
9
ARTICLE XI: GRIEVANCE AND ARBITRATION PROCEDURE..................................13
ARTICLE XII: HEALTH AND WELFARE...........................................................................15
ARTICLE XIII: COMPENSATION PROVISIONS..............................................................16
ARTICLE XIV: WORKING CONDITIONS AND MISCELLANOUS BENEFITS ..........18
ARTICLE XV: MISCELLANEOUS.......................................................................................19
AMERICAN FEDERATION OF STATE, COUNTY,
AND MUNICIPAL EMPLOYEES,
AFL-CIO
This Agreement made and entered into this day of , 2014, by and between the
City of Kalispell, Montana, which is hereinafter called the "Employer", and the American
Federation of State, County, and Municipal Employees, AFL-CIO, its Montana State Council
No. 9, and its Local Union No. 256, which is hereinafter called the "Union".
WITNESSETH:
In consideration of the mutual covenants herein set forth, the Employer and the Union agree and
shall be bound as follows:
ARTICLE I: RECOGNITION
SECTION I. The Employer recognizes the Union as the exclusive bargaining agent for all
public employees, as that term is defined by MCA 39-31-103, who work as maintenance,
construction, secretarial, clerical and non -sworn police and fire employees of the City of
Kalispell, exclusive of any employees excluded from the bargaining unit by other provisions of
this contract. In the event the Union and the Employer dispute whether any job position created
or existing is properly defined as a public employee, either party may, pursuant to Montana law
have the matter referred to the Board of Personnel Appeals for unit clarification.
SECTION II. Management rights of public employers MCA 39-31-303.
Public employees and their representatives shall recognize the prerogatives of public employers
to operate and manage their affairs in such areas as, but not limited to:
A) direct employees;
B) hire, promote, transfer, assign, and retain employees;
C) relieve employees from duties because of lack of work or funds or under
conditions where continuation of such work be inefficient and nonproductive;
D) maintain the efficiency of government operations;
E) determine the methods, means, job classifications, and personnel by which
government operations are to be conducted;
F) take whatever actions may be necessary to carry out the missions of the agency in
situations of emergency;
G) establish the methods and processes by which work is performed.
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ARTICLE II. DEFINITIONS
For purpose of this Agreement, the following definitions apply:
A) "Department" --a department of the Employer (City) as set forth below.
B) "Employee" --any person covered by this Agreement.
C) "Part-time Employee" --an employee who normally works less than forty (40)
hours per week.
D) "Full-time Employee" --an employee who normally works forty (40) hours per
week.
E) "Temporary Employee" --an employee assigned to a position advertised and
designated as temporary by the appropriate department in the annual City budget,
provided that position shall not be created for greater than six (6) months.
F) "Vacation Leave" --a leave of absence with pay for the purpose of rest, relaxation
or personal business at the request of the employee and with the concurrence of
the employer.
G) "Sick Leave" --a leave of absence with pay for a sickness suffered by an
employee or his immediate family.
H) "Continuous Employment" --working within a unit covered by this Agreement
without break in service of more than five (5) working days or without a
continuous absence without pay of more than fifteen (15) working days.
I) "Break in Service" --a period of time in excess of five (5) working days when the
person is not employed and that severs continuous employment.
J) "Immediate family" -- consists of a spouse, child (natural, step, or foster), father,
mother, brother, sister, grandchild, grandparent, or guardian or relative of the
employee's spouse in like degree.
K) "Double-time" -- two hundred percent of employee's regular rate of pay.
L) "Training" -- is defined as the teaching of vocational or practical useful skills
required to perform a particular duty/job safely and competently beyond those
basics skills required for the position. Training does not include; time required to
become more efficient in an already learned skill and does not include those basic
skills already needed or used outside of the job, such as driving a pickup or basic
computer skills.
M) "Trainer" -- is an employee who; possesses the necessary knowledge, skills, and
abilities, as determined by the department head, to adequately train an employee
in the skill set(s) required for safe and efficient duties of a particular job and who
will certify that the employee is competent to perform those duties. This may not
always be a permanent position, but only when needed and assigned by the
department head.
N) "Weather related event" -- is defined as a recent natural event in which
inclement weather, in the opinion of the department director, their supervisor(s) or
a public safety officer; has created an unsafe condition for the community on or to
public property and/or city streets which require immediate attention. Examples
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are: Flooding, unsafe road conditions due to ice and/or snow, downed trees as a
result of high winds.
O) "Lead Person -- Normally, full-time employees who assist a supervisor to
ensure work is accomplished on a specific project by a smaller crew of no less
than three (3) employees, excluding lead person, for a period of no less than a
four (4) hour block of time within the work day where the supervisor may not be
immediately available, and; The lead person's project has to be of such
complexity it will require oversight, decision making, issuing assignments and
coordination of the team to complete the project. Simple assignments by the
supervisor do not qualify to have a lead person.
ARTICLE III: UNION SECURITY
SECTION I. Any present or future employee who is not a Union member and who does not
wish to become a Union member shall, as a condition of employment, pay to the Union a service
charge as a contribution toward the administration of this Agreement in an amount equal to the
Union initiation fee and regular monthly dues in the same manner as check -off of Union dues.
Employees shall have thirty (30) days from the signing of this Agreement (new employees shall
have six (6) months from the beginning of employment with the City) within which to comply
with this article. Employees who fail to comply with this requirement shall be discharged by the
Employer within ten (10) working days after written notice to the Employer from the Union
stating the employee's failure to comply with this Article.
A) The Union shall notify the City in writing of changes in the office of president
and of the name of any such designated representative.
B) The Union agrees to indemnify and save the City harmless from any and all
actions which it may be required to take under application of this Article.
C) The amounts herein deducted by the City shall be grouped and the total made
payable to the Union, herein designated.
SECTION II. No contract or agreement for work covered by this Agreement shall be entered
into between the City and any employee or group of employees or their representative or
representatives that will in any way conflict with or supersede this Agreement during its life
unless so ordered by the Montana Department of Labor or a court of competent jurisdiction.
SECTION III. Local 256 Officers will have the right to use available offices at the City Hall at
reasonable hours for meetings. Scheduling will be subject to approval of the City Manager or
designee in advance of the time and place of such meeting.
SECTION IV. Employees elected or appointed to Union Offices shall be granted reasonable
time to perform their Union functions including attendance of conventions, conferences, and
seminars. Such time will be without pay however, Union Officials shall have the ability to
charge vacation or compensatory time against other employees within the Union for union
compensation purposes
to
ARTICLE IV: NON-DISCRIMINATION
The Employer recognizes that the desire of the employees to join the Union and to be
represented by the Union will result in greater confidence in the execution of fair personnel
relations. Therefore, the Employer agrees to take no action which may tend to encourage or
discourage the desire of the employees to join or frustrate the Union in its lawful activity. No
employee shall be discharged or discriminated against by the Employer for upholding Union
principles or working under the instruction of the Union, so long as such activity does not
interfere with the efficient operations of the City of Kalispell. The Employer shall grant
reasonable leave of absence without pay to employees whenever required in the performance of
duties as a "duly authorized representative of the Union". "Duly authorized representative"
means members of regularly constituted committees and/or officers of the Union. The
Negotiating Committee is to be compensated at his/her regular rate of pay for attending City -
Union negotiations when set by mutual agreement of the Employer and Union. All hours
accumulated for negotiations shall be paid at straight time and will not be used when calculating
overtime.
ARTICLE V: SENIORITY
SECTION I. There are six (6) City Departments under which Employees, subject to this
contract, serve the City. The Departments are:
1. Public Works Department 4. Parks & Recreation Department
2. Police Department 5. Municipal Court
3. Building/Planning/Fire Inspection 6. Finance Department
SECTION II. City Seniority shall be defined as an employee's length of continuous service with
the City of Kalispell within the collective bargaining unit.
SECTION III. In the event two or more employees have the same division seniority date, the
employee with the earlier City seniority date shall be the senior employee. If the City seniority
dates are also the same, the employees will flip a coin to determine the senior employee.
SECTION IV. Granted leaves of absence, vacations and jury duty will not be considered as a
break in service. Re-employment rights of employees who enter the armed forces shall be
determined by applicable Federal and State laws.
SECTION V. Seniority shall be terminated under this Contract if:
A) an employee quits;
B) an employee is terminated or discharged;
C) an employee is laid off in excess of one (1) calendar year;
D) an employee fails to report to work after callback as provided in this article;
E) an employee is permanently transferred out of the bargaining unit;
F) unless satisfactory explanation is recognized by the City Manager, seniority shall
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be terminated under this agreement if an employee's absence is unauthorized in
excess of four (4) days.
SECTION VI. The City, upon request by the Union, will prepare and post, in each division, the
City seniority list with the semi-annual revisions. The Union shall be furnished two (2) copies of
each list posted.
ARTICLE VI: FILLING OF VACANCIES
SECTION I. When a vacancy occurs, as determined by the City Manager, in any job
classification covered under this Agreement, the job description, shift schedule and rate of pay
shall be posted in and upon the bulletin board of all departments covered under this Agreement
by the Employer for seven (7) calendar days.
A) All employees subject to this Agreement shall be eligible to bid on a vacancy by
filling out a City Application.
B) Qualified employees, who have bid on vacancies, shall be invited to participate in
the full interview/application process. Positions will be awarded based on
interviews, testing, training, qualifications and experience. When these factors are
equal among the applicants for the position, seniority will be the determining
factor.
C) New employees of the City shall be on probationary status for a period of six (6)
months. The City Manager shall have the sole discretion to extend the
probationary period of any new employee for an additional three (3) months.
i. New employees will be evaluated at various times throughout this
probationary time, by the City Manager or his designee. New employees,
in order to retain the position, must show relative and substantial abilities
to satisfactorily perform all duties required.
D) A non -probationary employee who is promoted shall be required to serve a trial
period of thirty (30) days, which may be extended for an additional thirty (30)
days by mutual agreement between the Employer and the employee. If an
employee does not successfully compete the trial period, the employee may be
returned to the employee's former position, if still vacant.
i. If returned to the employee's former position, the employee shall receive
the rate of pay that the employee would have received had the employee
not had been promoted.
H. If the employee's former position is filled, the employee shall be placed in
another vacant position for which the employee has the necessary
qualifications and capabilities.
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SECTION II. The City may temporarily assign an employee to a higher classification provided
that said employee for the time that he/she is assigned to said higher classification receives the
higher rate of pay. An employee temporarily assigned by the City to lower job classification
shall not have his/her rate reduced, except in the case of reduction in force.
SECTION III. Employees covered by this Agreement may be temporarily assigned to positions
exempted from this Agreement or to other salaried positions for a period of 180 calendar days
without loss of seniority. This period may be extended by mutual agreement between the City
and the Union.
SECTION IV. City will give Union written notice of permanent re -assignments resulting in a
change in classification pay and all new hires.
SECTION V. When a vacancy occurs, as determined by the City Manager, in any job
classification covered under this Agreement, the job notice, when advertised, shall be provided to
the Union president.
SECTION VI. Additional grades — Job Classifications
A) Additional grades, grade -placement and /or job classifications will be reviewed by
a Management/Union Committee.
B) All requirements and/or certifications, with associated rates of pay for the
upgraded job classification will be determined by the Management/Union
Committee.
SECTION VII. The Terminal Agency Coordinator (TAC) and Assistant (TAC) positions in the
Kalispell Police Department will be chosen by process and not by seniority.
ARTICLE VII: LAYOFF, JOB DISCONTINUANCES, AND RECALL
SECTION I. When a layoff or a reduction of employees becomes necessary, a list of the
employees to be laid off will be posted at least thirty (30) calendar days, in advance, if possible,
except in cases of emergency. The Union shall receive a list of employees to be laid off.
SECTION II. The City shall lay off employees covered by this agreement by laying off
employees with the least amount of City seniority. That is, the employee last hired shall be the
first released.
SECTION III. When jobs are discontinued, employees affected may exercise their City
seniority and proceed with bumping the employee with the least City Seniority. An employee
exercising bumping under this agreement may bump into any classification and/or pay grade,
providing he/she can perform the work satisfactorily, and/or with minimal training. The position
acquired by bumping shall be a permanent assignment. The employee whose job is discontinued
may exercise his/her City seniority to bump employees subject to this Agreement and shall
assume, if qualified, the position of the person so bumped.
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SECTION IV. In the event of a layoff an employee's seniority shall remain unchanged, and
such employee shall remain upon the seniority list, and eligible for recall, for a period of twelve
(12) months.
SECTION V. Notice of any recall shall be sent by the City by the fastest means possible, which
may be by telephone, in person, or by registered mail to the last known address of the person
recalled. If not contacted by the telephone or in person, it is the responsibility of the employee
recalled to make arrangements to report for work within fifteen (15) days of receiving the
registered letter. If the employee fails to report for work within fifteen (15) days from the date
which the letter was received, he/she shall be terminated, except in the case of certified sickness
or injury. It shall be the responsibility of all employees on layoff to furnish to the City their
proper mailing address and telephone number, if any, and to keep such address current at all
times.
ARTICLE VIII: WORKDAY/WORKWEEK
SECTION I. For payroll purposes only, the workweek shall consist of seven (7) successive
days beginning at 12:01 a.m. Sunday morning and ending at 12:00 midnight on Saturday night of
each week. A regular workweek shall consist of forty (40) hours with two (2) consecutive days
off. Workday/workweek assignment for employees shall be as designated by the City Manager.
Employer may not unilaterally adjust the employees' regular shift to avoid the payment of
overtime.
SECTION II. Work performed in excess of forty (40) hours in any one workweek shall be paid
for at a rate of time and one-half (1 1/2). All approved sick, vacation and holiday leave will be
included in the calculation of the number of hours a day worked and/or hours a week worked.
SECTION III. All Sunday work or work performed on the seventh (71h) consecutive work day
shall be paid at Double-time, except for employees regularly scheduled to work on Sunday.
SECTION IV. All sick, holiday or vacation leave taken shall be in increments consistent with
the shift schedule that is customary for the employee, provided that total leave time shall not
exceed forty (40) hours per week.
SECTION V. Overtime shall be distributed, wherever possible, among employees within the
same job classification working under each Division Head. In an effort to equalize overtime the
City shall determine the overtime compensation paid to each employee every six (6) month
period starting July 1 of the contract year.
SECTION VI. An employee, who is not on the worksite and is called to perform work before or
after but not contiguous to their end of a shift shall be paid for a minimum of two hours at time
and one-half (1 1/2) for all time worked.
SECTION VII. All authorized overtime work shall be computed at fifteen (15) minute intervals.
Employees reporting for work late will be docked on the same fifteen (15) minute intervals.
SECTION VIII. Every employee covered by this agreement shall be given two (2) paid rest
periods of fifteen (15) minutes each; one within the first four hours of each shift and the 2"d
within the second four hours of the shift. The specific time of the break shall be determined by
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Supervisor, Department Head or Working Foreman. The location of the break shall be within
the reasonable vicinity of the job site of the employee unless otherwise directed by the
Department Head.
SECTION IX. In lieu of overtime pay the employee may take Compensatory Time at the rate of
11/2 times the hours worked overtime. The employee, at the employer's discretion, may only
accrue up to seventy-five (75) hours of Compensatory Time after which all hours worked
overtime must be paid out as overtime pay. All Compensatory Time must approved by the
employer. Employees may cash out up to thirty (30) hours of accumulated compensatory time
each November only.
ARTICLE IX: HOLIDAYS
SECTION I. The following are established as City holidays for the duration of this Agreement:
1.
New Year's Day
2.
Martin Luther King's Day
3.
President's Day
4.
Memorial Day
5.
Independence Day
6.
Labor Day
7.
Veteran's Day
8.
Thanksgiving Day
9.
Day After Thanksgiving
10.
Christmas Day
11.
State General Election Day
12.
Good Friday
15t day of January
3`d Monday in January
3Td Monday in February
Last Monday in May
July 4ch
lst Monday in September
November 111h
41h Thursday in November
4th Friday in November
December 251h
Even Numbered Years
Two hours off as scheduled by mutual
agreement between Employees and Supervisors
and/or Department Head.
SECTION II. If a holiday falls upon a Saturday the prior Friday will be the recognized holiday.
If the Holiday falls upon a Sunday, the Monday following shall be the holiday. All other days
are business days. The number of hours of holiday leave shall be the same as the regularly
assigned shift — i.e., if an employee is regularly assigned to ten (10) hour shifts, they will receive
10 hours of accrued holiday pay for each holiday.
SECTION III. One (1) day of paid personal leave per contract year is to be made available to
employees to attend to personal business. Three (3) days notice to the supervisor is required for
this non -accruable day. Granting of the day's leave to an employee is contingent upon the work
being covered by the remainder of the employees in the department so that no substitute help
would have to be hired.
SECTION IV. All employees covered by this Agreement, not performing work on the days
enumerated in Section I, shall be paid straight time pay at the employee's regular rate for the
number of hours worked on holidays designated in Section I of this Article. Part-time employees
shall receive pay for holidays on a pro -rated basis.
SECTION V. An employee covered by this Agreement who is scheduled for a day off on a day
which is observed as a holiday, except Sunday, shall be entitled to receive a day off with pay
either on the day preceding the holiday or on another day following the holiday in the same pay
period or as scheduled by the employee and his supervisor, whichever allows a day off in
addition to the employee's regularly scheduled day off, provided the employee is in pay status on
his last regularly scheduled working day immediately before the holiday or on his first regularly
scheduled working day immediately after the holiday.
SECTION VI. In addition to holiday pay, an employee shall be compensated at a rate of one
and one half (1 1/z) times the actual number of hours worked on the holiday.
ARTICLE X: LEAVE TIME
SECTION I. Vacation, Leaves of Absence and Alternative Work
A) Each full-time employee shall earn annual vacation leave credits from the first
day of employment. Vacation leave credits earned shall be credited at the end of
each pay period. However, employees are not entitled to any vacation leave with
pay until they have been continuously employed for a period of six (6) calendar
months.
B) Part-time employees are entitled to pro -rated annual vacation benefits if they have
worked the qualifying period.
C) An employee may not earn annual vacation leave credits while in a leave without
pay status.
D) Temporary employees do not earn vacation leave credits, except that a temporary
employee who is subsequently hired into a permanent position within the same
jurisdiction without a break in service and temporary employees who are
employed continuously longer than six (6) months may count as earned leave
credits for the immediate term of temporary employment.
SECTION II. Accrual
A) Vacation leave credits are earned at a yearly rate calculated in accordance with
the following schedule, which applies to the total years of an employee's
employment with agency whether the employment is continuous or not:
Year of Employment
1 day through 10 years
11 years through 15 years
16 years through 20 years
21 years or more
Working Days Credit
15 days
18 days
21 days
24 days
B) For the purpose of determining years of employment under this section, an
employee eligible to earn vacation credits under Section II must be credited with
one (1) year of employment for each period of twelve (12) calendar months in
which the employee was in pay status or on an authorized leave of absence
without pay, regardless of the number of hours service in any one month.
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SECTION III. Maximum Accumulation
A) Annual vacation leave may be accumulated to a total not to exceed two (2) times
the maximum number of days earned annually as of the end of the first pay period
of the next calendar year. Excess vacation is not forfeited if taken within ninety
(90) calendar days from the last day of the calendar year in which the excess was
accrued.
B) An employee who terminates his employment for reason not reflecting discredit
to himself shall be entitled upon the date of such termination to cash
compensation for unused vacation leave, if the employee has worked the
qualifying period set forth in Section II.
C) If employees covered by this Agreement transfer between Departments with the
City, there shall be no cash compensation paid for unused vacation leave, and the
receiving department assumes liability for the accrued vacation credits transferred
with the employee.
SECTION IV. Absence from employment by reason of illness shall not be chargeable against
unused vacation leave credits unless approved by the employer.
SECTION V. Vacations shall be assigned by the Department with due regard to continuity and
economy of City operations. To this end, employees entitled to a vacation period shall receive
the same in accordance with schedules to be prepared by the Department, having regard to the
expressed desires of the employees, seniority, and scheduling vacation periods so as not to
interfere with City operations.
SECTION VI. Sick Leave
A) Each full-time employee, covered under this Agreement, shall earn sick leave
credits from the first day of employment. For calculating sick leave credits, 2080
hours (52 weeks x 40 hours) shall equal one (1) year. Sick leave credits shall be
credited at the end of each pay period. Sick leave credits shall be earned at the
rate of twelve (12) working days for each year of service without restriction as to
the number of working days that may be accumulated. Employees are not entitled
to be paid sick leave until they have been continuously employed ninety (90)
days.
B) An employee may not accrue sick leave while in a leave without pay status.
C) Part-time employees are entitled to sick leave benefits if they have worked the
qualifying period.
D) Full time temporary employees are entitled to sick leave benefits if they have
worked the qualifying period.
E) An employee who terminates his employment with the City is entitled to a lump
sum payment equal to one-fourth (1/4) of the pay attributable to the accumulated
sick leave. The pay attributed to accumulated sick leave shall be computed on the
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basis of the employee's salary or wages at the time he terminates his employment
with the City. When an employee transfers between departments he shall not be
entitled to a lump sum payment. In such a transfer the receiving department shall
assume the liability for accrued sick leave credits earned and transferred with the
employee.
F) An employee who receives a lump sum payment pursuant to this Section and who
is again employed by the City may not be credited with any sick leave for which
the employee has been previously compensated.
G) Abuse of sick leave is cause for dismissal and forfeiture of the lump sum
payments provided for in Section VI (E) above.
H) Employees who become ill will be paid for all days lost to extent of their accrued
sick leave, provided it is the employee's responsibility to furnish a medical
certificate if requested by the Employer.
I) Employees may take sick leave, aside from personal illness, for the following
reasons:
A serious affliction of one of the employee's immediate family, requiring
the employee's presence.
ii. Death in the employee's immediate family.
iii. Attendance at the funeral of a fellow City of Kalispell employee, or
attendance at the funeral of a close personal friend; however, the use of
sick leave for funerals as recited in this paragraph shall not exceed eight
(8) hours per funeral.
iv. Contact with, or exposure to, a contagious disease which might spread to
other City employees, only if the family has been placed under quarantine
by the proper authorities.
J) Sick leave taken will be deducted from the sick leave accumulated until such
accumulation is exhausted.
K) Sick/Vacation Leave Donations
Employees who are eligible to use their accrued sick or vacation leave may
donate sick and vacation leave hours to be used by another employee who
does not have sufficient leave credits in accordance with City Policy.
SECTION VII. Jury Duty/Witness
Each employee who is under the proper summons as a juror, or subpoenaed to serve as a witness,
shall collect all fees and allowances payable as a result of the service and forward the fees to the
City Payroll Officer. Juror fees and witness fees, respectively, shall be applied against the
amount due the employee from the City. However, if an employee elects to charge his juror or
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witness time off against his annual leave, he shall not be required to remit his juror fees to the
City. In no instance shall the employee be required to remit to the City any expense or mileage
allowance paid him by the Court.
SECTION VIII. Military Leave
A) Employees covered by this Agreement who are members of the organized militia
of the State of Montana or are members of the reserve corps or military forces of
the United States and who have been employed for a period of 6 months shall be
given leave of absence with pay for a period of time not to exceed fifteen (15)
working days in a calendar year for attending regular encampments, training
cruises and similar training programs of the militia or of the military forces of the
United States. Leave under this subsection shall not be charged against the
employee's annual leave.
B) Employees covered by this Agreement shall receive every benefit of MCA 2-18-
614, as it exists now or is later amended during the term of this agreement,
regarding a period of absence from employment for military service.
SECTION IX. Maternity Leave
To the extent that the Employer is subject to the Family and Medical Leave Act, the employees
covered under this Agreement shall receive all such benefit as the Act now provides or may
provide by amendment during the term of this Agreement.
SECTION X. Leaves of Absence
Full Time employees covered by this Agreement may request to take a leave of absence without
pay for good and sufficient reason. Leave of absence may be granted for a term of up to six (6)
months. Requests for leave of absence must be submitted in writing and approved by the City
Manager.
SECTION XI. Education and Training Leave
A) Training
i. Regular (non -probationary) employees may attend work related training
seminars, workshops or conferences related to professional development,
safety, personal growth and educational advancement without charging
related time off against annual vacation leave and without losing any part
of their salary for attendance within regularly scheduled working hours.
Attendance must be approved in advance by the Supervisor.
ii. The department may pay for reasonable registration fees and other related
expenses, such as lodging, per diem and travel in accordance with the City
of Kalispell travel policy. Payment must be approved by the Supervisor
and department head or designee in advance of the employee attending the
training event.
1?,
B) Education
i. The Employer shall encourage and coordinate educational opportunities
for employees and supervisors in order that services rendered to the City
will be more efficient and effective.
ii. Employees are encouraged to continue their formal education through
participation in educational programs. Reimbursement for educational
expenses incurred by such participation may be granted for job -related
courses with prior approval of the City Manager, provided funds have
been budgeted for such education and/or part-time replacement salary.
C) Any reimbursement shall only be after successful completion of the
course/program. Successful completion shall be defined as receipt of a certificate
of satisfactory completion or a grade of C (2.0 grade point) or better in the case of
academically rated courses (or attainment of pass in a pass/fail grading system.)
Tuition reimbursement is for the course only; no reimbursement will be allowed
for books, lab fees, travel expenses or material costs. Approval for tuition
reimbursement shall only be allowed for courses offered by accredited colleges,
universities or vocational training institutes.
D) Request for reimbursement must be made within 30 days following the
completion of the course of study. Training reimbursement is generally available
to only those employees who have successfully completed the employee's
designated probation period.
E) Employees will participate in approved educational programs without charging
related time off against annual vacation leave and without losing any part of their
salary for attendance within regularly scheduled working hours. Consideration of
employee requests for tuition reimbursement is dependent upon budgetary
constraints and the recommendation of that employee's Department Head.
ARTICLE XI: GRIEVANCE AND ARBITRATION PROCEDURE
SECTION I. Prerequisites
A) A grievance is defined as a claim based upon an event or condition or
circumstance under which an employee works allegedly caused by
misinterpretation or misapplication of the terms of this contract. The term
grievance does not include a desired or proposed change in the term of this
Agreement.
B) A grievance may be asserted by an employee or a group of employees covered
under this Agreement.
C) Multiple grievances, when arising out of the same factual situation alleging the
same violation(s) of the current labor agreement may be submitted to a single
arbitrator. However, the arbitrator shall be under an obligation to hear and decide
111
each grievance separately on its merit or lack thereof, except when grievances are
filed on the same Article or Section of the contract.
D) Time limits may be waived by mutual agreement between the City and the Union,
provided the waiver is executed in writing, and a copy provided to both the City
and the Union.
E) References to days in this Article shall mean calendar days.
SECTION II. Filing Grievance
A) Grievances must be presented by an aggrieved employee within fourteen (14)
calendar days after the occurrence or when the employee becomes aware of the
matter out of which the grievance arose. Grievances which are not presented to
the City within the above specified time shall not be presented or considered at a
later date.
B) If an employee feels he/she has a grievance, he/she will be allowed to contact the
appropriate Union Steward, within a reasonable time. Permission to do so must
be obtained from his/her supervisor. The contact shall be made by the employee
going to the Union Steward.
SECTION III. Steps
A) STEP 1. If the grievance is taken to the first step of the grievance procedure, a
meeting will be scheduled within ten (10) calendar days by the immediate
Supervisor who issued the order which resulted in the grievance.
A Union Representative, the employee, and the Supervisor involved will
be present at this meeting. Another supervisor may be present. If the
Union Representative is the aggrieved employee, another Union
Representative will be present.
ii. The written decision of the Supervisor will be rendered within seven (7)
days. Whether the grievance is settled or not, copies of the grievance
notice shall be initialed by the Supervisor.
iii. The Grievance Committee shall meet and shall have the authority to
determine whether a Grievance proceeds to Step 2.
iv. Failing satisfactory settlement at Step 1, the Grievance shall be processed
to Step 2 within seven (7) days.
B) STEP 2. If at the request of the Union, the Grievance is carried to Step 2, the
following procedure shall apply:
i. A meeting shall be scheduled by the parties within fourteen (14) days after
the Union Grievance Committee's notice to proceed to Step 2.
14
ii. The Union Grievance Committee, the City Manager and the Department
Supervisor shall be present at this meeting. The aggrieved employee and
additional supervisors may be present at this meeting.
iii. The decision of the City Manager shall be rendered, in writing, and
directed to the Union Grievance Committee within seven (7) days.
iv. Failing satisfactory settlement of the Grievance at this meeting, the
Grievance must be processed to Step 3, within fourteen (14) days.
V. The Union Grievance Committee will present it at the next regular Union
meeting. If the Union membership decides the grievance is not justified, it
is understood that the Union membership decision is final, and no claim
shall be made against the Union as a result of a denial of a grievance
report by any member(s).
C) STEP 3. If at the request of the Union Grievance Committee, the Grievance is
carried to Step 3, the matter shall be submitted to arbitration.
The City Manager and the Union shall jointly request the Board of
Personnel Appeals, Department of Labor and Industry, State of Montana,
to provide both parties with an identical list of names and addresses of five
(5) persons who have indicated a desire to provide services as Arbitrators.
ii. The Union and the City Manager shall within seven (7) days after receipt
of such list, meet and by alternatively striking names from the list, select
the Arbitrator by requesting the services of the last name remaining on the
list.
a. The Arbitrator so chosen will be contacted by the parties within
seven (7) days and requested to start proceedings at his earliest
possible date.
b. The Arbitrator shall be requested to render a decision, in writing,
within thirty (30) days of final submission and such decision shall
be final and binding.
C. The Arbitrator shall not have the authority to alter in any way the
terms of this Agreement.
d. Expenses for the Arbitrator's services shall be borne equally by the
City and the Union.
ARTICLE XII: HEALTH AND WELFARE
SECTION I. Health Insurance
A) For the period of this Agreement the City shall determine the insurance carrier
and contribute the amount determined by the employee's status (single, married,
2-party, employee/children or family) each month toward Health Insurance
Coverage.
15
B) During the term of this Agreement the City shall determine the insurance carrier
and the City's contribution toward Health Insurance Coverage. Employees
covered by this Agreement may pay any increase in cost of Health Insurance
during the term of this Agreement unless changed by the City-wide insurance
committee and approved by a City-wide employee vote.
C) All Kalispell City employees shall enjoy equal health insurance coverage and
contributions as recommended by the insurance committee and approved by the
City Council.
ARTICLE XIII: COMPENSATION PROVISIONS
SECTION I. Wage Scale
A) Wage scales of employees covered under this Agreement are to be found under
Addendum A — Pay Matrix, which is attached hereto and thereby made a part
hereof. Classifications and wage rates not contained hereinabove shall be subject
to negotiations thirty (30) days prior to applications. Employee eligibility for the
annual pay step advancement each fiscal year shall be subject to the following
conditions:
i. No written warnings or greater disciplinary actions against the employee
during the preceding fiscal year; and,
ii. The employee must complete a minimum of twelve (12) hours of
approved continuing education during the preceding fiscal year. Monthly
safety training does not count toward the minimum hours of approved
education.
B) Nothing contained in the Agreement shall prevent the parties hereto agreeing
upon a reclassification of employees covered under this Agreement during the
term of this Agreement, so long as the reclassification is approved by both parties
and appended to this Agreement.
SECTION II. Experience Premium Supplement (EPS)
A) When an employee reaches the top pay step within his or her job classification,
that employee shall receive an "Experience Premium Supplement" (EPS) of $0.10
per hour for each full year of satisfactory work performance AFTER he or she
reached the top pay step.
B) "Satisfactory work performance" shall be defined as a fiscal year in which the
employee had no written warning or greater disciplinary actions brought against
him or her over that time period.
C) The EPS will be paid to eligible employees only for those years of work after the
employee has reached the top of his or her pay step.
16
SECTION III. Pager Pay
Employees assigned to carry pagers during the term of this Agreement shall be compensated at
the rate of $95.00 per week or $13.57 per day while assigned to pager duty. Pager assignments
will be rotated within departments.
SECTION IV. Call Out Premium
Employer shall pay an additional $5.00 per hour to employees under this Agreement, who are
called out for a snow or other weather related event between the hours of 12:00 midnight and
4:00 a.m.
SECTION V. Uniform and Tool Allowance
Both the Mechanics' Tools under Article XIV, Section II and the Uniform Allowance under
Article XIV, Section III B, shall be paid in a lump sum in a regular check on or before
September 1 of each year.
SECTION VI. Trainer Premium Pay
A) Employees who are assigned training duties (trainer), as designated and approved
by the Department Head or designee, shall receive additional pay over the
employee's regular hourly rate for all hours engaged in such training.
B) The Department Head and Supervisor will determine and approve what
constitutes the required training, the amount of time allowed and acceptable
standards for the particular duty/job.
C) Employer shall pay an additional Premium Pay to an employee under this
Agreement, who is assigned as a trainer.
SECTION VII. Seasonal Snow On -Call Premium Pay
A) This additional incentive is intended to provide the Street Department with
additional staffing for the weekends and extra shifts that are required of their
department in the winter months.
B) "Seasonal" in this circumstance is defined as running from October 15`h through
March 15`h
C) Employees will be eligible for Premium Pay with the following stipulations:
i. Attendance at Annual Snowplow Safety Training shall be required.
ii. Those on the snowplow list shall endeavor to return snowplow call out
request within 1 hour and be respectful by giving the Street Division
Supervisor notice when scheduled for vacation.
iy
iii. Employees are expected to work snowplow shifts in its entirety, unless the
employee made previous arrangements with the Street Divisions
Supervisor before the shift begins.
iv. Two failed requests for assistance or failure to abide by the other
stipulations listed herein shall result in a review of Premium Pay eligibility
by a panel consisting of three union members and two nonunion members.
V. Public Works shall keep a spreadsheet of the call out requests and the
responses.
SECTION VIII. Lead Person Premium Pay
Employer shall pay an additional premium pay to employees under this Agreement, who are
assigned as a Lead Person.
ARTICLE XIV: WORKING CONDITIONS AND MISCELLANOUS BENEFITS
SECTION I. Work Rules
Employees will be notified of changes in the City work rules, and supervisors will be instructed
by the City to apply the work rules uniformly.
SECTION II. Mechanics' Tools
The City shall self -insure the mechanics' tools against theft or casualty. Each mechanic shall
provide the City with a full tool inventory on an annual basis. The insurance will have a two
hundred and fifty dollar ($250.00) deductible. Claims will be handled in accordance with
standard insurance company procedures. All losses will first be reported to the Police
Department and then to the Finance Director along with the estimated value. City will pay
mechanics in addition to wages a tool allowance of $500.00 per year with City providing
pneumatic and special tools with prior approval of the Director of Public Works. Pneumatic and
special tools when purchased by the City will remain property of the City.
SECTION III. Required Clothing and Uniforms for Employees
A) The Employer shall provide coveralls to those Employees who need coveralls
through a service chosen by the Employer. The Employer may supply specific
clothing to the Employees without any cost to the Employees and require the
Employees to wear such specific clothing.
B) Uniforms worn by the Animal Warden and Parking Attendant shall conform to
standards established by the City. The annual Uniform Allowance for Animal
Warden and Parking Attendant shall be $400.
SECTION IV. Certification
A) In any position in which the employer requires certification, the Employer agrees
to pay for all tests required to acquire or maintain the certification. If a position
19
requires an employee to have a commercial drivers' license, the Employer agrees
to pay the state required fee for that portion of the operator's license as well as for
any physical examination involved with maintaining that license.
B) In order to maintain some cost controls the city will identify at least three (3)
"preferred providers" who can perform these physicals. Employees wishing to
visit other providers not listed will be responsible for the balance of the bill in
excess of the maximum preferred provider's rate.
SECTION V. Immunization
All employees who may come in contact with infectious diseases through their employment with
the Employer will be provided with the opportunity to be immunized against said disease at no
cost to the employee. The Employer shall provide Tetanus shots to all employees upon request.
SECTION VI. Safety
A) The City of Kalispell shall continue to make responsible rules and provisions for
the safety and health of its employees during the hours of their employment.
B) There will be a City of Kalispell Safety and Health Committee, which will consist
of a similar proportion of employees' from all departments and management.
Management employees will be selected at the discretion of the City and
employee representatives will be selected by the Union. The Union will provide a
list of its selected members to the City.
C) City of Kalispell Safety and Health Committee, consisting of the selected
representatives shall meet at mutually agreed times for the purpose of promoting
practices and rules relating to safety and health and recommending changes in this
area. All employees selected to serve on the City of Kalispell Safety and Health
Committee shall perform their duties under this section during normal business
hours without a loss of pay.
D) Employees shall adhere to the safety rules and regulations as promulgated in the
employees' personnel handbook or safety manual.
SECTION VII. Safety Equipment
The employer shall provide and the employee will wear safety equipment and protective
clothing.
ARTICLE XV: MISCELLANEOUS
SECTION I. Just Cause
Non -probationary employees shall not be discharged except for just cause.
SECTION II. Entire Agreement
A) The parties acknowledge that during the negotiations which resulted in this Agreement,
each had the unlimited right and opportunity to propose additions and/or modifications to
this Agreement with respect to any subject or matter not removed by law from the area of
collective bargaining, and that the understandings and agreements arrived at by the
parties after the exercise of that right and opportunity are set forth in this Agreement.
Therefore, the City and the Union, for the duration of this Agreement, each voluntarily
and unqualifiedly waives the right, and each agrees that the other shall not be obligated to
bargain collectively with respect to any subject or matter referred to, or covered in this
Agreement, or with respect to any subject or matter not specifically referred to, or
covered in this Agreement, even though such subjects or matters may not have been
within the knowledge or contemplation of either or both of the parties at the time they
negotiated or signed this Agreement. This Agreement may only be amended during its
term by the parties' mutual agreement in writing.
B) Labor Management Committee
i. Committee Goals & Purpose
The Employer and the Union endorse the goal of a constructive and cooperative
relationship. To foster such a relationship, a Labor -Management Committee will be
established as an amicable communications link where concerns may be identified.
The Purpose of the committee is to provide communication between the parties, to
share information and concerns and to promote constructive, meaningful and
cooperative labor-management relations.
ii. Meeting Topics
Either party may propose items for discussion on topics which may include, but are
not limited to: administration of this agreement, changes to applicable law, legislative
updates, organizational change, improvement of systems and processes, resolving
workplace and service delivery problems, quality of work life for employees, and/or
productive and efficient service delivery. While topics for discussion are unrestricted,
the committee shall strive to concern itself with significant problems and concerns
affecting a majority of employees. Meetings are not intended to bypass the grievance
procedure and shall not constitute an invitation to continuously renegotiate the
provisions of this agreement. The Employer agrees to notify the Union reasonably in
advance of anticipated actions which affect the working conditions of the employees
subject to this agreement.
iii. Meeting Scheduling
Meetings will be held on a quarterly basis or if requested by either party. The Union
will provide the Employer with the names of its Committee members at least ten (10)
calendar days in advance of the date of the meeting in order to facilitate the release of
the employees. Employees attending committee meetings during their work time
shall have no loss in pay. Attendance at meetings during an employee's non -work
time will not be compensated for or considered time worked. The Committee may
invite appropriate resource persons to assist in matters brought before it.
9,0
SECTION III. Non -Union Supervisors
The City agrees that it shall not appoint non -union supervisors as a means of evading
employment of Union employees.
SECTION IV. Strikes and Lockouts
During the term of this Agreement the employees covered under this Agreement shall not strike against
the City, and the City shall not shut out the employees for any cause.
SECTION V. Termination and Reopener
A) This Agreement shall supersede all rules and agreements in conflict with this Agreement and shall
remain in full force and effect from the 1" day of July, 2014 until the 30`h day of June, 2017 and
shall renew itself for one-year periods thereafter, unless either party notifies the other no later than
the 15`h day of March prior to the expiration date.
B) This Agreement may be opened for the purpose of negotiating economic items provided that
notice is given by either party no later than the 15`h day of March of 2015 or 2016.
C) The Parties hereto agree that in the event the notification provided above is given within the time
limits provided, the parties shall meet and commence negotiations no later than April 1 of the
respective year.
SECTION VI. Savings Clause
If any section, subdivision, paragraph, sentence, clause, phrase or other part of this Agreement is
determined or declared to be contrary to or in violation of any State or Federal Law, the remainder of this
Agreement shall not thereby be affected or invalidated.
IN WITNESS WHEREOF, the parties hereto, acting by and through their respective and duly
authorized officers or representatives, have hereunto set their hands and seals the day and year first above
written.
CONTRACT YEAR(S) 2014-2015, 2015-2016, 2016-2017
FOR THE CITY OF KALISPELL FOR AFSCME MT COUNCIL 9 AFL-CIO, LOCAL 256
Doug Russell, City Manager
Theresa White
City Clerk
Date
Brady Pelc, Local 256, President
Mike Nicholson, Local 256 Negotiations Committee Member
Josh Brinton, Local 256 Negotiations Committee Member
Scott Lyders, Field Representative
AFSCME MT Council 9 AFL-CIO
Date
21
ADDENDUM A- PAY MATRIX
FY2015
Annual Salary (Based on Full Time employment of 2080 hours)
Total Compensation increase 3.31A:
Employees below top step move to nest highest step on Matrix from current salary (average= approximately LOS'%.)
Base Adjustement to Matrix= approx 2.22%
Department
Grade
Position Title
1
2
3
4
5
6
7
8
Midpoint
9
1.0
11
12
13
14
15
16
17
18
19
20
Building, Platming.
Zoning, CD
Building Permit Tech. 16
$33.597
$34,039
$34.488
$34.942
$35A02
$35.868
$36.341
$36.820
$37.304
$37.796
$3&287
$38,785
$39.289
$39,800
$40.317
$40.841
$41.372
$41,910
$42A55
$43.007
Building, Planning
Zoning, CD
Building Inspector 23
$39,935
$40.461
$40.994
$41.534
$42,081
$42636
$43.197
$43.766
$44.343
$44.927
$45.511
$46,102
$46.702
$47309
$47,924
$48.547
$49179
$49) 917
$50.465
$51,121
Building Planning.
Zoning. CD
Building/Fire Inspector 24
$41934
$41.473
$42,019
$42,573
$43, 134
$43.702
$44.277
$44.861
$45.451
$46.050
$46.649
$47.255
$47.870
$48,492
$49.122
$49.761
$50A08
$51,063
$51,727
$52399
Building Planning.
Zoning CD
Building Plans Examiner 26
$43.007
$43.573
$44,147
$44.729
$45318
$45,915
$46.519
$47,132
$47.753
$48,382
$49.011
$49,648
$50,293
$50.947
$51.609
$52,290
$52.960
$53,648
$54,346
$55,052
Finance
Admin AssL- Acets Payable 11
$29,694
$30.085
$30.482
$30,883
$31,290
$31,702
$32.120
$32.543
$32,971
$33,405
$33.840
$34,280
$34.725
$35,177
$35.634
$36.097
$36,567
$37.042
$37.523
$38,011
Finance
Admin Asst.- Billing 11
$29.694
$30.085
$30.482
$3U.K83
$31.290
$31.702
$32,120
$32,543
$32.971
$31405
$33,K40
$34.280
$34,725
$35.177
$35,634
$36,097
$36.567
$37,042
$37,523
$38,011
Municipal Court
Court Clerk 12
$30,437
$30.837
$31.244
$3 L655
$32,072
$32.495
$32.923
$33.356
$33.796
$34,241
$34.686
$35.137
$35.593
$36.056
$36,525
$37,000
$37,481
$37,968
$39.462
$38,962
Parks
Parks Caretaker 17
$34,436
$34.990
$35.350
$35,915
$36.287
$36.765
$37,249
$37.740
$38,237
$38.740
$39.244
$39,754
$40.271
$40.794
$41.325
$41,862
$42.406
$42.959
$43,516
$44,082
Parks
Rec Prograimner 17
$34,436
$34.890
$35350
$35.815
$36.287
$36.705
$37,249
$37.740
$38,237
$38,740
$39,244
$39,754
$40.271
$40.794
$41,325
$41.862
$42.406
$42.958
$43.516
$44,082
Parks
Parks Supervisor 26
$43.007
$43.573
$44,147
$44329
$45,318
$45.915
$46,519
$47,132
$47,753
$48,3K2
S4%011.
$49.648
$50.293
$50.947
$5L609
$52,290
$52.960
$53.648
954,346
$55,052
Police Department
Administrative Assistant 11
$29.694
$30,095
$30,482
$30.983
$31,290
$31.702
$32.120
$32.543
$32.971
$31405
$33.940
$34.290
$34.725
$35,177
$35.634
$36,097
$36,567
$37042
$37,523
$38,011
Police Department
Records Clerk/Crime Analyst 13
$31.199
$31,609
$32,025
$32,447
$32.874
$33,307
$33.746
$34.191
$34.641
$35.097
$35,554
$36,016
$36,484
$36.958
$37.439
$37,925
$38,418
$3 8,918
$39.424
$39.936
Police Departnumt
Parking Attendant 15
$32,777
$33.209
$33,646
$34,090
$34.539
$34.993
$35.454
$35,921
$36,394
$36.874
$37353
$37.839
$38331
$38.829
$39.334
$39.845
$40.363
$40.988
$41,419
$41,958
Police Department
Animal Warden 16
$33,597
$34.039
$34,488
$34.942
$35.402
$35,868
$36,341
$36,820
$37,304
DT796
$38,287
$39,785
539,289
$39,800
$40.317
$40.841
$41,372
$41.910
$42.455
$43.007
Police Department
Evidence Custodian 19
$35.298
$35,763
$36,234
$36.711
$37,195
$37,684
$39,181
SM8684
$39.193
$39.709
$40,226
$40,749
$41.278
$41,915
$42,359
$42,909
$43.467
$44,032
$44,604
$45,184
Public Works
Clcrk- Administrative Assistant 11
$29.694
$30,085
$30.482
$30,893
$31,290
$31.702
$31120
$32,543
$32,971
$33.405
$33.940
$34,280
$34,725
$35177
$35.634
$36.097
$36.567
$37,042
$37,523
$39,011
Public Works
Solid Waste Operator 17
$34,436
$34.990
$35,350
$35,815
$36,287
$36.765
$37,249
$37.740
$38.237
$38,740
$39,244
$39.754
$40.271
$40.794
$41.325
$41.862
$42.406
$42,958
$43,516
544,082
Public Works
Meter Reader- Water MeterTechnicia I8
$35,298
$35.763
$36.234
$36.711
$37.195
$37,684
$38,191
$38,694
$39,193
$39.709
$40,226
$40.749
$41,278
$41.815
$42.359
$42.909
$43,467
$44.032
$44,604
$45.184
Public Works
Streets Operator 19
$36.190
$36,657
$37,139
$37.629
$38,124
$39.626
$39.135
$39,(,51
$40,173
$40302
$41.231
$41,767
$42.310
$42.860
$43,417
$43,982
$44.553
$45.133
$45.719
$46,314
Public Works
Wastewater/Storm Maint./Repair 19
$36.180
$36.657
$37,139
$3T629
$39,124
$39.626
$39,135
$39.651
$40.173
$40.702
$41.231
$41.767
$42,310
$42,860
$43,417
$43,982
$44,553
$45,133
$45,719
$46.314
Public Works
Water Maint. Repair 19
$36,180
$36.657
$37.139
$37.629
$38.124
$38.626
$39.135
$39.651
$40,173
$40.702
541,231
$41.767
$42.310
$42.860
$43.417
$43.982
$44,553
$45,133
$45.719
$46,314
Public Works
Water meter main/repair 19
$36,180
$36.657
$37.139
$37.629
$38,124
$38,626
$39,135
$39.651
$40.173
$40.702
$41.231
$41.767
$42.310
$42.860
$43,417
$43,982
$44.553
$45,133
$45.719
546,314
Public Works
Water Production 19
$36,180
$36.657
$37.139
$37.629
$38,124
$3K,(26
$39,135
$39,651
$40.173
$40.702
$4L231
$41,767
$42,310
$41860
$43.417
$43.992
$44,553
545,133
$45.719
S46,314
Public Works
Engincring Tech 20
$37,084
$37.573
$39,068
$38,569
$39.077
$39.592
$40.113
$40,641
$41.177
$41.719
$42.261
$42,811
$43.367
$43,931
$44.502
$45,081
$45,667
$46.260
$46,862
$47,471
Public Works
Mechanic 21
$39,012
$38.513
$39,020
$39.534
$40.054
$40.582
$41.117
$41,658
$42.207
$42,763
$43319
$43,882
$44.452
$45.030
$45,616
$46.209
$46.809
$47.419
$48.034
$48.659
Public Works
WWTP Operator 24
$40,934
$41.473
$42.019
$42.573
$43.134
$41,702
$44,277
$44861
$45,451
$46,050
$46,649
$47,255
$47,870
$48.492
$49.122
$49.761
$50.408
$51,063
$51.727
$52.399
Public Works
Trdiic Signs and Signals 22
$39.961
$39.475
$39.995
$40.521
$41.055
$41,596
$42,144
$42,699
$43.261
$43.831
$44,401
$44.978
$45.563
$46.155
$46.755
$47.363
$47,978
$48,602
$49,234
$49,874
Public Works
Meehanic Supervisor 25
$4L957
$42510
$43.070
$43,637
$44,212
$44.794
$45,384
$45.982
$46,587
$47.201
$47.815
$48.436
$49.O66
$49.704
$50.350
$51005
$51 668
$52,339
$53,020
$53,709
Public Works
Solid Waste Supervisor 25
$41,957
$42,510
$43.070
$43.637
$44.212
$44.794
$45384
$45,992
$46,587
$47.201
$47,81 5
$48,436
$49.066
$49.704
$50.350
$51.005
$51.668
$52,339
$53,020
$53.709
Public Works
Supervisnry l'raflic Signs and Signals 25
$41.957
$42.510
$43,070
$43.637
$44.212
$44394
$45.3K4
$45.982
$46.587
$47.201
$47.815
$48,436
$49,066
$49 704
$50.350
$51.005
$51,668
$52.339
$53.020
$53,709
Public Works
Streets Supervisor 26
$43.007
$43.573
$44.147
$44,729
$45.33 8
$45.915
$46,519
$47.132
$47.753
$48.382
$49,011
$49.649
$5U93
$50,947
$51,609
$52,280
$52,960
$53.648
$54.346
$55,052
Public Work,
Waste/Stain/Repair Supervisor 26
$43.O07
$43,573
$44,147
$44.729
$45,318
$45.915
$4(>.519
$47,132
$47353
$48,382
$49,011
$49,648
$50.293
$50.947
$51,609
$52.280
$52.960
$53,648
$54346
$55,052
Public Works
Water Maint. Supervisor 26
$41007
$43,573
$44,147
$44.729
$45.318
$45.915
$46.519
$47.132
$47.753'
$48.382
$49.011
$49.648
$50.293
$50.947
$51.609
$52,280
$52,960
$53,649
$54.346
$55.052
Public Works
Water Meter Supervisor 26
$43,007
$43,573
$44.147
$44.729
$45.318
$45,915
$46,519
$47,132
$47,753
$48.382
$49,011
$49.648
$50.293
$50.947
$51.609
$52.280
$52.960
$53.648
$54346
$55.052
Public Works
Water Production Su ervisor 26
$43,007
$43.573
$44.147
$44.729
$45.318
$45,915
$4(,519
$47,132
$47.75-1
$48.392
$49,011
$49,648
$50.293
$50.947
$51,609
$51280
$51960
$53.648
$54,346
$55,052
Lead Person Pay $0.75
Record C'Ierk/Crintc Analyst Shift Diflewmtial ) 700-2100 $0.25
Tnriner Premium Pay $0.50
Record ClerklCrime Analyst Shift Di0creatial 2100-0700 $0'm
Nightshift Sweeper Operator Premium Pay $0.25
Records Clerk/Crimm Analyst Weekend Dnly Pay (Fri 1700- Mon 0700) $0,25
Snow/Weather Event Between 12:00 Midnight & 4:00a.m $5.00
Alternate TAC $0.50
Seasonal Snow on -call Premium Pay $0.25
'...
ADDENDUM A- PAY MATRIX
FY2016
Ammual Salary (Based an Full Time emploN ment of 2080 hours)
Total Compensation umcrease 3.3%:
Employees below top step move to next highest step on Matrix= 1.3%
Base Adjustement to Matrix= 2`%a
De artnent
Grade
Position Title
1
2
3
4
5
6
7
8
9
Midpoint
10
11
12
13
14
15
16
17
18
19
20
Building. Planning. Zoning.
CD
Building Permit Tech. 16
$34.269
$34.720
$35.177
$35,641
$36.110
$36.596
$37.069
$37.556
$38.051
$38.552
$39.053
$39.561
$40.075
$4U96
$41.124
$41.659
$42200
$42.748
$43.304
S43.867
Building, Planning. Zoning.
CD
Building Inspector 23
$40.734
$41.271
$41.914
$42.365
$42,923
$43.488
$44,061
$44.642
$45.230
$45,825
$46.421
$4Z024
$47.636
$48,255
$48 882
S49,518
$50,162
$52914
$51,474
$52,143
Building. Planning. Zoning.
CD
Building/Fire Inspector 24
$41.753
$42,303
$42,960
S43A24
$43.996
$44.576
$45.163
$45.758
$46,360
$4C,.971
$47.592
$48.200
$48.827
$49.462
$50.105
$50,756
$51.416
$52,084
$52.761
$53A47
Building, Planning, Zoning.
CD
Building Plans Examiner 26
$43,867
$44.445
$45.030
$45.623
$46224
$46.933
$47.450
$48.075
$48.708
$49.349
$49,991
$50.641
$51.299
$51.966
$52.642
$53326
$54,019
$54.721
$55,433
$56.153
Finance
Admin Asst.-.A.cts Payable 11
$30.289
$30.697
$31.091
$31.501
$31316
$32.336
$32.762
$33.193
$33.631
$34.074
$34,517
$34.965
$35.420
$35.8R0
$36347
$36.819
$37.299
$37.783
$38.274
$38.771
Finance
Admin Atst: Billing 11
$30.298
$30,687
$31.091
$31.501
$31,916
$32.336
$32.762
$33.193
$33.631
$34.074
$34.517
$34.965
$35,420
$35,880
$36,347
$36.819
$37.298
$37.783
M3 274
$38.771
Municipal Court
Court Clerk 12
$31.045
$31.454
$3 L869
$32.288
$32.714
$33.144
$33.581
$34.023
$34A71
S34.925
$35.379
$35,839
$36105
$36.777
$37.255
S37.740
$38.230
$38.727
$39,231
$39.741
Parks
Parks Caretaker 17
$35,125
$35598
$36.057
$36,531
$37,013
$37,500
$37.994
DRAM
$39,001
$39M5
$40.029
$40.549
$4L076
$41.610
$42.151
$42.699
$43,254
$43.817
$44.386
$44.963
Parks
Rcc Pragrammer 17
$35,125
$35.588
$36.057
$36.531
$37,013
$37,500
$37,994
$38.494
$39,001
$39.515
$40,029
$40.549
$41.076
$41.610
$42.151
$42.699
$43.254
$43.917
$44.386
$44,963
Parks
Parks Supervisor 26
$43,867
$44.445
$45.030
$45.623
$46.224
$46,833
$47,450
$48.075
$48.709
$49.349
$49.991
$50,641
$51.299
$5L966
$52.642
$53,326
$54,019
$54.721
$55.433
$56,153
Police Department
Administrative Assistant II
$30.288
$30.6R7
$31.091
$31.501
$31.916
$32.336
$32.762
$33.193
$33.631
$34.074
$34.517
$34,965
$35,420
$35,880
$36.347
$36.819
$37,299
$37.783
$38,274
$38,771
Police Department
Records Clerk/Crime Analyst 13
$31,922
$32.241
S32.666
$33.096
$33.532
$33,974
$34.421
$34.974
$35.334
$35,799
$36.265
$36.736
$37.214
$37,697
$38,187
$38,694
$39,187
$39,696
$40.212
$40.735
Policy Ileparinlent
Parking Attendant 15
$33.433
$33.873
$34,319
$34.771
$35,229
$35,693
$36.163
$36.640
$37,122
$37,611
$39A00
$38.596
$39.097
$39.606
$40, 120
$40.642
$41,170
$4L706
$42.248
$42.797
Police Department
Animal Warden 16
$34.269
$34,720
$35.177
$35.641
$36.110
$36,586
$37.068
$37.556
$38.051
$38,552
$39,053
$39.561
$40.075
$40,596
$41,124
$41.658
$42,200
$42.748
$43.304
$43.867
Police Deparinmcnt
],",,idea" Custodian 18
$36.004
$36.478
$36.958
$37,445
$37.938
$39,438
$38,944
$39.457
$39.977
$40.504
$41,030
$4L5C,4
$41104
$42.651
$43.206
$43.767
$44,336
$44,913
$45.497
$46,088
Puhlic Works
Clerk- Administrative Resistant 11
$30288
$30.687
$31 M91
$31.501
$31916
$32336
$32,762
$33.193
$33,631
$34.074
$34.517
$34.965
$35A20
$35,880
$36347
$36.819
$37.298
$37.783
$38,274
$38.771
Public Works
Solid Waste Operator 17
$35.125
$35.588
$36,057
$36.531
$37,013
$37.500
$37.994
$38.494
$39,001
$39.515
$40.029
$40.549
$41.076
$41,610
$42151
$42.699
$43.254
$43.817
$44.386
$44.963
Public Works
Meter Reader. Water Meter Technicis 18
$36,004
$36A79
$36.958
$37.445
$37,9M
$38.438
$39.944
$39.457
$39,977
$40,504
$41.030
$4L564
$42,104
$42.651
$43.206
$43,767
$44.336
$44.913
$45A97
$46.088
Public Works
Streets Operator 19
$36904
$37.390
$37,982
$38.381
$38.897
$39.399
$39.918
$40.444
$40,976
$41.516
$42056
$42.602
$43,156
$43.717
$44,286
$44,861
$45,445
$46,035
$46,634
$47,240
Public Works
Wastewater/Storn hbint.m Repair 19
$36,904
$37,390
$37.882
$3OM
$38,987
$39,399
$39.919
$40,444
$40.976
$4L5I6
$42056
$42.602
$43.1.56
$43,717
$44.296
$44.861
$45.445
$46.035
$46.634
$47,240
Public works
Water Maint. Repair 19
$36,904
$37,390
$37,892
$39,381
$38,987
$39.399
$39,919
$40.444
$40,976
$41,516
$41056
$42602
$43.156
$41717
$44.296
$44.861
$45,445
$46.035
$46.634
$47.240
Public Works
Water meter nrainhepair 19
$36.904
$37,390
$37,992
$38.391
$38.987
$39,399
$39.919
$40.444
$40,976
$41,516
$42,056
$42.602
$43.156
$43.717
$44.286
$44.861
$45A45
$46,035
$46,634
$47.240
Public Works
Water Production 19
$36.904
$37,390
$37.882
$39.381
$38.887
$39399
$39.918
$40.444
$40.976
$41,516
$42.056
$42.602
$43.156
$43,717
$44,280
$44.861
$45.445
$46035
$46 634
$47.240
Puhl is Works
Enginering Tech 20
$37.826
$38,324
$38.929
$39.340
$39.958
$40,383
S40.915
$41.454
$42.000
$42.553
$43.107
$43.667
$44.235
$44.810
$45.392
$45.982
$46.590
$47.186
$47.799
S49,420
Puhlic Works
Mechanic 21
$38.772
$39283
$39_900
$40324
$40,856
$41394
$41,939
$42,491
$4.3.051
$43,618
$44.195
$44.759
$45.341
$45,931
$46.529
S4T 133
$47.745
$48.366
$48,995
$49,632
Public Works
WWTP Operator 24
$41.753
$42.303
$42,960
$43.424
$43.996
$44.576
$45.163
$45.758
$46,360
$46.971
$47,582
$48.200
$49,827
$49.462
$50J05
$50.756
$51.416
$52,084
$52.761
$53.447
Public Works
Traffic Signs and Signals 22
$39.741
$40,264
$40.794
$41.332
$4L876
$42A28
$42987
$43.553
$44, 126
$44.708
$45.299
$45.R77
$46A74
$47.078
$4T690
$48.310
$48,938
$49,574
$50,219
$50,972
Public Works
Mechanic Supervisor 25
$42.796
$43360
$43,931
$44.510
$45,096
$45,690
$46,292
$46.901
$47.519
$48.145
$48,771
$49,405
$50.047
$50,698
$51357
$52025
$52.701
$53.386
$54.080
$54.783
Puhlic Works
Solid Waste Supervisor 25
$42.796
$43.360
$43,931
$44,510
$45.096
$45,690
$46,292
$46.901
$47.519
$48.145
$48,771
$49.405
$50,047
$50.698
$51,357
$52.025
$52.701
$53.386
$54.080
$54,793
Public Work,
Supervisor -Traffic Silms and Signals 25
$42.796
$43.360
$43.931
$44.510
$45,096
$45.690
$46.292
$46901
$47.519
$48.145
$48.771
S49.405
$50.047
$50.698
$51,357
$52.025
$52,701
$53.386
$54,080
$54383
Public Works
Strxis Supervisor 26
$43.867
$44.445
$45.030
$45.623
$46.224
$46.833
.$4T450
$48,075
$48.708
$49,349
$49.991
$50641
$51,299
$51,966
$52.642
$53.326
$54.019
$54J21
$55.433
$56,153
Public Works
Waste/Storm/Repair Supen•ism 26
$43.967
$44,445
$45.030
$45.623
$46.224
$46.833
$47.450
$48.075
$48308
$49.349
$49.991
$50.641
$51,299
$51966
$52642
$53326
$54,019
$54,721
$55.433
$56.153
Puhlic Works
Water hhiinl. Supervisor 26
$43.867
$44.445
$45.030
$45,623
$46.224
S46.833
$47,450
$49.075
$48,708
$49.349
$49.991
$50.641
$51,299
$51.966
.$52,642
$53.326
$54.019
$54,721
$55.433
$56.153
Puhlic Works
Water Meter supervisor 26
$43.867
$44.445
$45.030
$45,623
$46.224
$46.833
$47,450
$49,075
$4R708
$49349
$49.991
$50,641
$51,299
$51,966
$52.642
$53326
$54.019
$54,721
$55,433
$56,153',
Puhlic Wnrkx
Wader Production Snnervi.mr 2fi
Rai R67
R44 445
.R45 010
R45 C97
R4h 994
R4( k11
R47 456
.R4H f171
"R 70R
R49 149
S49 901
$50.641
"1.299
$51966
$52.642
$53.326
$54.0 t9
$54.721
$55.433
$56.153
Lead Person Pav $0 75
Records ClerVCrime Analyst Shill Difl'erential 1700-2100 $0.25
Train, Premium pay $0.50
Records Clerk,Crinme Analyst Shill Dill'arential 2100-0700 .$0.50
Nightshill Sweeper Operator Premiunn Pay $0.25
Records Clerk/Crime Analyst Weekend Duly Pay (Fri 1700- Mon 0700) $0.25
SnomelAdmeather liven) Between 12:00 Midnight Nc 4:00a.rn ,$5.00
trVBerate 9'AC W.50
Seasonal Snow on -call premiunm pay $0.25
Total Compensation increase 1.3%:
Employees below top step move to next highest step on Matrix= 1.3%)
Base Atljustement to Matrix= 0,01K
Department Position Title
Grade
1
2
3
4
ADDENDUM A- PAY MATRIX
FY2017
Aumal Salary (Based on Full Time employment of 2090 hours)
Midpoint
5 6 7 8 9 10
11
12
13
14
15
16
17
I8
19
20
Building, Planning, Zoning, CD
Building Permit Tech.
16
$34.269
$34.720
$35.177
$35.641
$36.110
$36.586
$37.068
$37.556
$38.051
$38.552
$39.053
$39,561
$40,075
$40,596
$41.124
$4L65X
$42.200
$42.748
$43304
$43,867
Building. Planning. Zoning CD
Building Inspector
23
$40.734
$41.271
$41.914
$42,365
$42,923
$43.488
$44.061
$44,642
$45.230
$45.925
$46.421
$47.024
$47.636
$4&255
$4H.882
$49,518
$50.162
$50.914
$51.474
$52.143
Building Planning, Zoning, CD
BuildinWFire inspector
24
$4L753
$42303
$42.960
$43,424
$43.996
$44.576
$45.163
$45.759
$46,360
$46971
$47.592
$49.200
$48.827
$42462
$50,105
$50.756
$51.416
$51084
$52.761
$53.447
Building. Planning. Zoning. CD
Building Plans Examiner
26
$43.967
$44,445
$45.030
$45.623
$46.224
$46.933
$47.450
$48.075
$4&7oX
$49.349
$49,991
$50,641
$51.299
$51.966
$52.642
$53.326
$54.019
$54321
$55A33
$56.153
Finance
Adorn Asst: Aects Payahle
11
$30,288
$30.697
$3 1.091
$31.501
$31.916
$32.336
$32,762
$33.193
$33.631
$34.074
$34,517
$34,965
$35,420
$35.890
$36 347
$36.819
$37,298
$37.793
$38,274
$38,771
Finance
Admin Asst.- Billing
11
$30.298
$30.697
$31.091
$31.501
$31,916
$32.336
$32,762
$33.193
$33,631
$34.074
$34.517
$34.965
$35A20
$35.880
$36.347
$36.819
$37,298
$37.793
$38.274
$38,771
Municipal Court
Court Clerk
12
$31.045
$31.454
531.869
$32.288
531714
$31,144
$33,591
$34,023
$34,471
$34,925
$35.379
$35.839
$36.305
$36.777
$37.255
$37.740
$38.230
$38.727
$39.231
$39.741
Parks
Parks Caretaker
17
$35.125
$35588
$3G.057
$36,531
$37.013
$37.500
$37,994
$38,494
$39,001
$32515
$40,029
$40.549
$41.076
$41.610
$42.151
$42,699
$43.254
$43.817
$44386
$44.963
Parks
Rec Programmer
17
$35.125
$35,598
$36.057
$36,531
$37.013
$37.500
$37.994
$38.494
$39.001
$39.515
$40,029
$40,549
$41,076
$41.610
$42.151
$42.699
$43.254
$43,817
$44,396
$44.963
Parks
Parks Supervisor
26
$43,867
$44,445
$45.030
$45.623
$46.224
$46.833
$47.450
$48,07.5
$48.709
$49.349
$4%991
$50.641
$5L299
$51.966
$52.642
$53.326
$54.019
$54,721
$55A33
556,153
Police Department
Administrative Assistant
11
$30.288
$30.687
$31.091
$31.501
$31.916
$32.336
$32.762
$33.193
$33,631
$34.074
$34.517
$34.965
$35.420
$35.980
$36,347
$36.919
537.298
$37.783
$38.274
$39.771
Police Department
Records Clerk/Crime Analyst
13
$31.822
$32.241
$32.666
$33.096
$33,532
$33.974
$34,421
$34.874
$35334
$35.799
$36.265
$36.736
$37.214
$37.697
$39,187
$38.694
$39,187
$39,696
$40.212
$40.735
Police Department
Parking Attendant
15
$33A33
$33.873
$34,319
$34.771
$35,229
$35,693
$36.163
$36,640
$17.122
$37.611
$38,100
$38,596
$39.097
$39.606
$40.120
$4042
$4L170
$41.706
$42.248
$42,797
Police Department
Animal Warden
16
$34,269
$34,720
$35.177
$35,641
$36.110
$36.586
$37,06H
$37556
$38.051
$38,552
$39.053
$39.561
$40,075
$40.596
$41.124
$41.658
$42.200
$42.748
$43,304
$43.867
Police Department
17vidence Custodian
IH
$3 C,t104
$36,478
$36.958
$37,445
$37.938
$3 H.438
$38.944
$39.457
$39977
$40.504
$4 L(13(1
$41,564
$42,104
$42.651
$43.206
$43,767
$44.336
$44.913
$45A97
$46.098
Public Works
Clark- Administrative Assistant
11
$30,299
$30.687
$31.091
$31.501
$31.916
$32336
$32,762
$33,193
$33.631
$34A74
$34,517
$34,965
$35.420
$35.880
$36,347
$36,919
$37.298
$37783
$38.274
$38.771
Public Works
Solid Waste Operator
17
$35.125
$35.588
$36.057
$36,531
$37(113
$37500
$37994
$3H,494
$3I001
$39,515
$411.029
$40.549
$4t.076
$41.610
$42.151
$42.699
$43,254
$43,917
$44.386
S44,963
Public Works
Meter Reader- Water Meter Technicia
18
$36,004
$36,478
$36,958
$37,445
$37,93X
$38.438
$38.944
$39A57
$39.977
$40.504
$41,030
$4L564
$42.104
541651
$43.206
$43367
$44.336
$44,913
$45.497
$46089
Public Works
Streets Operator
19
$36,904
$37.390
$37.882
$38.3H1
$38.897
$39.399
$39.918
$40.444
$40.976
$41.516
$42.056
$4Z602
$43.156
$43.717
$44,286
$44.861
$45.445
$46.035
$46.634
$47,240
Public Works
Utastew:ncr/Stone Maint./ Repair
19
$36904
$37.390
$37.892
$38.391
$39.887
$39.399
$39.918
$40,444
$40,976
$41,516
$42.056
$41602
$43.156
$43,717
$44.286
$44.861
$45A45
$46,035
$46.634
$47,240
Public Works
Water Maint. Repair
19
$36.904
$37.390
$37.982
$38.381
$38,887
$39,399
$39M 9
$40A44
$40.976
$41.516
$42.056
$42602
$43.156
$43.717
$44.286
$44.861
$45,445
$46,035
$46,634
$47,240
Public Works
Water meter main/repair
19
$36,904
$37.390
$37892
$38381
$38.897
$39.399
$39.918
$40.444
$40.976
$41.516
$42,056
$42.02
543,156
$43.717
$44.286
$44.861
$45A45
$46.035
$46.634
$47240
Public Works
Water Production
19
$36.904
$37390
$37.882
$38.391
$38.897
$39.399
$39M8
$40A44
$40.976
$41.516
$42.056
$41602
$43.156
$43.717
$44.286
$44.861
$45.445
$40,035
$46.634
$47.240
Public Works
Enginering'fech
20
$37.926
$39.324
$3H.829
$39.340
$39,858
$40.383
$40.915
$41,454
$42,000
$42.553
$43,107
$43.667
$44.235
$44,810
$45392
$45.982
$46,580
$47.186
$47.799
$48.420
Public Work.,
Mechanic
21
$38.772
$39.293
$39,800
$40,324
$40,956
$41.394
$41.939
$42,491
$43,051
$43,619
$44,185
$44.759
$45.341
$45.931
$46.528
$47,133
$47.745
$48366
$48,995
$49,632
Public Works
WWTP Operaior
24
$41,753
$42,303
$4Z860
$43,424
$43.996
$44.576
$45,163
$45.758
$46.360
$46.971
$47,592
$48,200
$48.827
$49.462
$50.105
$50.756
$51.416
$52,084
$52.761
$53,447
Publie Works
Traffic Signs and Signals
22
$39 741
$4(1.264
$40.794
$41.332
$41.876
$42.429
$42.997
$43,553
$44,126
$44.708
$45.299
$45,977
$46,474
$47,079
$4T690
$48.310
$48.938
$49,574
$50,219
$50,972
Public Works
M-11anic Supervisor
25
$42.796
$43360
$43.931
$44.510
$45,096
$45,690
$46.292
$46,901
$47,519
$48,145
$48.771
$49.405
$50.047
$50,698
$51357
$52.025
$52J701
$53386
$54.090
$54.783
Public Works
Solid Waste Supervisor
25
$42.796
$43.360
$43.931
$44.510
$45.096
$45.690
$46,292
$46,901
$47.519
$49.145
$48.771
$49.405
$50.047
$5R698
$51.357
$52,025
$52.701
$53386
$54,080
$54.783
Public Works
Supervisor-Trallic Signs and Signals
25
$42.796
$43.360
$43.931
$44,510
$45,096
$45,690
$46,292
$46.901
$47,519
$4H, 145
$48.771
$42A05
$50.047
$50.698
$51357
$52.025
$52.701
$53386
$54.080
$54,793
Public Works
Streets Supervisor
26
$43,867
$44.445
$45 030
$45,623
$46.224
$46,833
$47.450
$48.075
$48,70X
$49.349
$49.991
$50,641
$51,299
$51,966
$52.642
$53,326
$54.019
$54.721
$55.433
$56,153
Public Works
Waste/Storm/Repair Supervisor
26
$43.867
$44.445
$45.030
$45,623
$46,224
$46,833
$47A50
$48.075
$48.7(18
$49.349
$49.991
$50.641
$5L299
$51,966
$52.642
$53,326
$54.019
$54.721
$55.433
$56.153
Public Works
Water Main1. Supervisor
26
$43.867
$44.445
$45,(130
$45.623
$46.224
$4G,833
$47.450
$48.075
$48.708
$49.349
$49,991
$50.641
$51.299
$51966
$52,642
$53326
$54.019
$54,721
$55.433
$56.153
Public Works
Water Meter Supervisor
26
$43.867
$44.445
$45.030
$45,623
$46224
$46,833
$47.450
$49.075
$48,708
$49.349
$49,991
$50.641
$5L299
$51.966
$52.642
$53.326
$54,019
$54,721
$55.433
$56,153
Public Works
Wastt Production Suervisor
26
$43,867
$44.445
$45,030
$45,623
$46,224
$46,933
$47,450
$48,075
$48.708
$49.349
$49,991
$501641
$51,299
$9L966
$52.642
$53326
$54.019
$54.721
$55.433
$56.153
Miscellaneous 11rcmitun Pay.
Lead Person Pay $0.75
Records Clerk/Crime Analvst Shift Dillcrential 1700-2100 $025
Trainer Premium Pay $0.50
Records Clerk/Crime Analyst Shift Dillerential 2100-0700 $11.50
Nightshilt Swapper Operator Premium Pay $025
Records Clerk/Crime Analyst Weekend Dutv Pay (Fni 1700- Mon 0700) $0.25
Snow/Weather Event 13chwen 12:00 Midnight 8r 4:00a.m $5.00
AlteruateTAC $0 50
Seasonal Slmw on -call prerninlll pay $0,25