R94-159RESOLUTION NO. R94-/~-~
A RESOLUTION OF THE CITY COMMISSION OF
THE CITY OF BOYNTON BEACH, FLORIDA,
APPROVING THE PAY MATRIX FOR THE 1994-95
FISCAL YEAR FOR MUNICIPAL EMPLOYEES;
APPROVING THE PAY MATRIX FOR NON-
CLASSIFIED MUNICIPAL EMPLOYEES; APPROVING
THE PAY MATRIX FOR NON-UNION MUNICIPAL
EMPLOYEES; AND APPROVING THE PAY MATRIX
FOR POLICE SERGEANTS AND LIEUTENANTS;
ADOPTING JOB DESCRIPTIONS TO COMPLY WITH
THE AMERICANS WITH DISABILITIES ACT; AND
PROVIDING AN EFFECTIVE DATE.
WHEREAS, upon recommendation of staff, the City
Commission of the City of Boynton Beach deems it to be in the
best interests of the residents of the City to approve the
attached pay matrix for the 1994-95 fiscal year for municipal
employees, non-classified municipal employees, non-union
municipal employees and Police Sergeant and Lieutenants, and
amend Rule VI. Compensation Plan. of the Civil Service Rules
and Regulations and adopt job descriptions to comply with the
Americans with Disabilities Act (ADA).
NOW, THEREFORE, BE IT RESOLVED BY THE CITY COMMISSION OF
THE CITY OF BOYNTON BEACH, FLORIDA, THAT:
Section 1. That the municipal employees classified
pay plan matrix for fiscal year 1994-95 reflects a 2 1/2%
adjustment between each step and expands the matrix to 19
annual steps, which ~trix is attached hereto as Exhibit "A".
Section 2. That the municipal employees non-
classified pay plan matrix for fiscal year 1994-95 reflects a
2 1/2% adjustment between each step and expands the matrix to
seven (7) annual steps, which matrix is attached hereto as
Exhibit "B"
Section 3. That the non-union municipal employees in
the classifed and non-classified service for fiscal year 1994-
95 are provided with a lump sum cost of living based on annual
salary earnings September 30, 1994, (minimum payment $25.00)
to be mssued the first pay week in October 1994.
Section 4. That the pay plan ma5rix for Police
Sergeants and Lieutenants (FOP) ms attached and provides 'for
a 2% annual anniversary increase for fiscal year 1994-95.
Section 5. That the members of the Police Benevolent
Association and International Association of Fire Fighters
will be bound by the terms of their respective pay in affect
at the time of this Resolution, which pay plan is attached
hereto as Exhibit "C".
Section 6, That the job descriptions attached hereto
as Composite Exhibit "D" be adopted to comply with the
Americans With Disabilities Act (ADA).
Section 7, That this Resolution
effective immediately upon passage.
shall become
PASSED AND ADOPTED this ~z~ day of September, 1994.
CITY OF BOYN~ON BEACH, FLORIDA
Mayor
ATTEST:
Ci~4y Clerk
(Co.pot .... e Seal)
CITY OF BOYNTON BEACH, FLOR/DA
PAY PLAN 'A' 1994/1995 -NON EXEMPT
GENERAL CLERICAL:
0101
0110
0120
0181
0182
0183
0341
01125
0130
01'40
01i50
01'60
0161
0170
0470
CLERK I
CLERK II
CLERK IH
CITIZEN SERVICE CLERK I
CITIZEN SERVICE CLERK H
CITIZEN SERVICE CLERK HI
CUSTOMER RELATIONS CLERK
SHIFT CLERK
SWITCHBOARD INFORMATION CLERK
SECRETARY I
SECRETARY H
SECRETARY HI
ADMINISTRATIVE ASSISTANT I
RECORDING SECRETARY
BUYER
PERSONNEL:
0430 PERSONNEL ANALYST
COMMUNICATIONS:
2401
2402
2403
DISPATCHER I
DISPATCHER H
SENIOR DISPATCHER
0310
0315
0360
0361
0302
ACCOUNTINGCLERKI
ACCOUNTINGCLERKH
ACCO~ANTI
ACCOUNTANTH
PAYROLLADMINISTRATOR
16
18
20
17
19
22
19
19
17
19
21
23
26
23
25
20
22
26
18
21
24
28
25
PAY PLAN 'A' 1994/1995 - NON-EXEMPT
DATA PROCESSING:
0321 COMPUTER OPERATOR
INSPECTION - BUILDING:
2O
0510 I, BUILDING INSPECTOR I 27
0515 BUILDING INSPECTOR H 29
0520 PLUMBING & MECHANICAL INSPECTOR I 27
0525 PLUMBING & MECHANICAL INSPECTOR H 29~
0530 ELECTRICAL INSPECTOR I 27
0535 ELECTRICAL INSPECTOR H 29
0540 PLAN CHECK INSPECTOR 28
0541 PLAN REVIEW ANALYST I 22
0542 PLAN REVIEW ANALYST H 25
0543 ~ LANDSCAPE/ENVIRONMENTAL INSPECTOR 28
METER ,READING SERVICES:
0801 WATER METER READER I 19+
0802 WATER METER READER H 20+
UTILITIES:
0805 INVENTORY & RECORDS CLERK 20+
1262 PUBLIC WATER PROCESS TECHNICIAN 20+
0830 UTILITY MAINTENANCE MECHANIC I 22+
0831 UTILITY MAINTENANCE MECHANIC H 24+
0832 UTILITY MAINTENANCE MECHANIC HI 26+
0901 WATER PLANT OPERATOR TRAINEE 20+
0910 WATER PLANT OPERATOR I 23+
0920 WATER PLANT OPERATOR II 25-~
0930 WA'IT, R PLANT OPERATOR IT1 28+
I 105 LAB TECi]I~~ TRAINEE 20
1261 LABORATORY FIELD TECHNICIAN 20
Ill0 LAB TECIlNICIAN l 23
1120 LAB TECHNICIAN Il 25
1130 LAB TECHNICIAN HI 27
Il31 CHEMIST 28
e
PAY PLAN' '
A 1994/1995 - NON-EXEMPT
UTILITIES:
1416
1221
1222
1251
1252
1253
1254
1255
1257
1258
1259
1260
PIPELAYER 20+
LOCATION SPECIALIST 22+
FIRE HYDRANT SPECIALIST 22+
PROCUREMENT ASSISTANT 26
SYSTEM OPERATOR TRAINEE 20+
SYSTEM OPERATOR I 23+
SYSTEM OPERATOR H 25+
SYSTEM OPERATOR IH 28+
SURVEY PARTY CHIEF 28
COMMUNICATION & DATA CONTROL SPECIALIST 29
ENVIRONMENTAL INSPECTOR 23
ENVIRONMENTAL TECHNICIAN 28
ENGINEERING:
0601
0620
0621
ENGINEERING AIDE I
ENGINEERING INSPECTOR I
ENGINEERING INSPECTOR H
SKILLED TRADES:
1510
1515
1520
1525
1530
1535
1545
1546
1552
1555
15~3
1430
1432
1434
SIGN SHOP OPERATOR
HVAC MECHANIC H
AUTOMOTIVE MECHANIC I
AUTOMOTIVE MECHANIC H
AUTOMOTIVE MECHANIC HI
BUll, DING MAINTENANCE MECHANIC I
BUll, DING MAINTENANCE MECHANIC H
ELECTRICIAN H
ELECTRICIAN HI
WI~uDER HI
FOBEMAN H
FOREMAN HI
ANIMAL CONTROL:
1445
1450
1451
ANIMAL WARDEN I
ANIMAL WARDEN H
ANIMAL CONTROL SUPERVISOR
25
26
28
20+
24+
22+
25+
28+
2O+
24+
26+
28+
29
27+
22
24
26
19+
22+
26
PAY PLAN 'A' 1994/95 - NON-EXEMPT
WAREHOUSE:
2502 STOREKEEPER I 18+
2503 STOREKEEPER H 22+
GENERAL LABOR AND EQUIPMENT OPERATION:
1401 CUSTODIAN I 16+
1402 CUSTODIAN H 18+
1410 MAINTENANCE WORKER I 17+
1415 MAINTENANCE WORKER H 18+
1420 REFUSE COLLECTOR I 18+
1425 REFUSE COLLECTOR H 19+
1426 MAINTENANCE TECHNICIAN 20+
1427 CREW LEADER 20+
1602 BUS DRIVER 19+
1601 EQUIPMENT OPERATOR I 19+*
1610 EQUIPMENT OPERATOR H 21+*
1620 EQUIPMENT OPERATOR HI 23+*
1625 EQUIPMENT OPERATOR IV 25+*
1622 UTU. JTY EQ~MENT OPERATOR 24+*
1626 ASSISTANT T.V. SPECIALIST 20+
1627 EQUIPMENT OPERATOR IV/T.V. SPECIALIST 25+
1435 IRRIGATION SPECIALIST I 21+
1436 IRRIGATION SPECIALIST H 23+
RECREATION AND PARKS:
1801 LIFEGUARDI 21+
1805 LIFEGUARD H 23+
1850 RECREATION LEADER 15+
1857 R_~TION WORKER I 18+
1855 RECREATION SPECIALIST 19
1820 RECREATION SUPERVISOR I 22
LIBRARY:
17~0 LIBRARY ASSISTANT I 18
.1730 LIBRARY ASSISTANT H 19
1740 LIBRARY ASSISTANT l'l'l 20
1701 LIBRARIAN I 24
PAY PLAN 'A' :1994/1995
PLANNING:
2292 PLANNING TECHNICIAN
2294 SITE DEVELOPMENT REVIEWER
25
28
POLICE:
2020
2040
2050
POLICE OFFICER
POLICE DETECTIVE
POLICE SERGEANT
2010
2042
0171
2043
2045
2046
SECURITY GUARD
FINGERPRINT EXAMINER
DATA CONTROL SUPERVISOR
CRIME SCENE TECHNICIAN
EVIDENCE CUSTODIAN
POLICE FORFEITURE SPECIALIST
CODE ENFORCEMENT:
0505
0585
0506
CODE & LICENSE INSPECTOR I
CODE & REHABILITATION INSPECTOR
CODE & LICENSE INSPECTOR H
28
29.
32.
19
22
23
22
22
25
24
25
26
COMMUNITY REDEVELOPMENT:
2610 LOAN SPECIALIST
2611 CONSTRUCTION COORDINATOR
GOLF COURSE:
2308
2309
23O4
2305
2303
AS~.~ANT GOLF PROFESSIONAL
GBB~NSKEEPER
~'COURSE MAINTENANCE MECHANIC
GOLF CART MECHANIC
GOLF COURSE MAINTENANCE FOREMAN
25
27
15
17+
24+
24+
26
PAY PLAN 'A' 1994/1995 -NON-EXEMPT
FIRE DEPARTMENT:
1910
1921
1922
1923
1925
1926
1930
1940
1950
1952
1953
FIREFIGHTER
FIREFIGHTER I
FIREFIGHTER H
FIREFIGHTER IH
PARAMEDIC OFFICER I
(ENCUMBERED)
FH~E
CAPTAIN
OFFICER I
)R
24 **
26 **
28 **
30 **
32 **
32 **
32 **
34 **
30
32
26
*SEE SPECIFIC JOB DESCRIPTIONS FOR SANITATION, PUBUC WORKS, PARKS
AND UTILITIES
"* 48 HOUR WORK WEEK
+ IBF&O BARGAINING UNIT MEMBERS
CITY OF BOYNTON BEACH, FLORIDA
PAY PLAN 'B' 1994/95 - EXEMPT
ADMINISTRATIVE/GENERAL:
0260E
0270E
0261A
0280E
0480E
0420E
~421A
0295A
0290A
0162A
ASSISTANT CITY MANAGER
ASSISTANT TO THE CITY MANAGER
PUBLIC INFORMATION OFFICER
CITY CLERK
PERSONNEL DIRECTOR
ASSISTANT PERSONNEL DIRECTOR
PERSONNEL COORDINATOR
RISK MANAGEMENT SPECIALIST
ADMINISTRATIVE ASSISTANT H
LEGAL ASSISTANT/PARALEGAL
FINANCE:
0365A
0362A
0381E
0380E
BUDGET COORDINATOR
ACCOUNTANT HI
DEPUTY FINANCE DIRECTOR/TREASURER
FINANCE DIRECTOR/TREASURER
0424A PURCHASING AGENT
2504A WAREHOUSE MANAGER
0803A UTILITIES CUSTOMER SERVICE SUPERVISOR
DATA PROCESSING:
0372E
0375A
0373A
0374A
DIBI:~R OF DATA PROCESSING
MICRO~S~MS ANALYST
PROG~ ANALYST I
PROGRAMMER ANALYST 1I
BUILDING:
0545A
ozT.
0550A
0501A
CHIEF PLAN CHECK INSPECTOR
DEPUTY BUILDING OFFICIAL
BUILDING COMPLIANCE ADMINISTRATOR
OCCUPATIONAL LICENSE ADMINISTRATOR
39
35
30.
39
39
34
30
27
27
27
30
30
37
41
34
3O
31
39
30
3O
33
3O
32
28
PAY PLAN 'B° 1994/95- EXEMPT
COMMUNICATIONS:
2420E
2410A
COMMUNICATIONS MANAGER
DISPATCH SUPERVISOR
ENGINEERING:
0638E CITY ENGINEER (P.E.)
FACILITIES MANAGEMENT:
2501E PROJECT MANAGER
1945P
1955P
1987E
1980E
TRAINING OFFICER
E.M.S. COORDINATOR
DEPUTY FIRE CHIEF
FIRE CHIEF
35
32
39·
36
37
41
GOLF
2307P
' 2306P
2311A
2302A
2301E
COURSE:
FIRST ASSISTANT PROFESSIONAL
HEAD PROFESSIONAL
ASSISTANT GOLF COURSE SUPERINTENDENT
GOLF COURSE SUPERINTENDENT
GOLF DIRECTOR
20
22
29
34
39
LIBRARY
1780E
1715A
1710A
LIBRARY DIRECTOR
LIBRARIAN HI
LmaAmA~ H
PLANNING:
2280E
2290A
0556A
2293P
39
30
26
DIRECTOR OF PLANNING AND ZONING 39
SENIOR PLANNER 33
ZONING & SITE DEVELOPMENT ADMINISTRATOR 32
ASSISTANT PLANNER' 30
PAY PLAN, B 1994/1995 - EXEMPT
POLICE:
2060A
2090E
2070E
2080E
POLICE LIEUTENANT
BUREAU SUPPORT SERVICES ADMINISTRATOR
POLICE CAPTAIN
POLICE CHIEF
0557A CODE ENFORCEMENT ADMINISTRATOR
35+
36
38
41
32
PUBLIC WORKS:
1460A
1461A
1470A
1570A
1487A
1486E
SANITATION SUPERVISOR
SANITATION SUPERINTENDENT
STREET SUPERVISOR
AUTOMOTIVE SHOP SUPERVISOR
DEPUTY DIRECTOR OF PUBLIC WORKS
DIRECTOROF PUBLIC WORKS
RECREATION AND PARKS:
1856P
1830A
1840A
1860A
1865P
1870E
1875E
1880E
TENNIS PROFESSIONAL
RECREATION SUPERVISOR H
RECREATION SUPERVISOR HI
PARKS SUPERVISOR
FORESTER/ENVIRONMENTALIST
PARKS SUPERINTENDENT
RECREATION SUPERINTENDENT
RECREATION & PARK DIRECTOR
30
32
32
32
37
40
19
24
30
32
33
34
34
4O
UTILITIES:
0802A
0586A
1384A
1385A
1388A
1389A
1290A
AS~STANT SUPERVISOR OF METER READERS 27
CHIEF FIELD INSPECTOR 30
SUPERVISOR OF WATER DISTRIBUTION 30
SUPERVISOR OF SEWAGE COLLECTION 30
CHIEF OPERATOR- PUBLIC WATER 30
UTILITIES PROJECT COORDINATOR 30
SUPERVISOR OF UTILITY CONSTJSTORM WATER 30
PAY PLAN 'B' 1994/95- EXEMPT
1383P
1280A
1~87A
1386A
1258A
1251P
ENVIRONMENTAL IMPACT COORDINATOR ~2
SUPERVISOR UTILITY PUMPING STATIONS 32
SUPER~SOR OF LAB SERVICES 32
=SUPERVISOR OF PUBLIC WATER MAINTENANCE 34
ASSISTANT TO mE UTILITY DIRECTOR 35
UTILITY ENGINEER (P.E) 37
37
41
1286E DEPUTY UTILITY DIRECTOR
I380E UTILITIES DIRECTOR
+BARGAINING UNIT
10.
PAY PLAN -- CITY OF. BOYNTON BEACH 1994/1995
COMPENSATION FOR CLASS OF EMPLOYEES'
1. Employees not included in a Bargaining Unit
All rates prescribed in the compensation schedule represent the standard rates of
compensation for the classified (full-time employees) and non--classified employees. Employees
hired as part-time, temporary or seasonal will be paid the rate indicated for such job title, hour fo~
hour, and are not eligil;le for any city benefits. Addition or deletion to the Pay Plan will not affect
members of bargaining units unless ratified as an amendment to their current contract. Current
contracts that specifically deviate from this Pay Plan will supersede that area 'noted. In no case
can the union contract and the pay plan be used together for the same issue. Unless it is outlined
in the contract, the pay plan is the final indicator in the administration of payroll matters.
ENTRANCE AT THE MINIMUM RATE OF PAY IN THE CLASSIFIED AND NON-
CLASSIFIED SERVICE:
The minimum rate of pay for a classification shall be paid any person on their original
appointment to a position except when the City Mmmger determines there has been demonstrated
an inability to recruit at the minimum rate of pay or the new employee possesses exceptional
qualifications warranting employment ata higher rate in the pay range.
GRADUATED RATE OF PAY IN THE CLASSIFIED AND NON-CLASSIFIED SERVICE:
Employees entering step one (1) through step nineteen (19) will remain at each of these
steps for one year and are eligible for an approximate 2 i/2% pay increase upon receiving a
satisfactory evaluation.
2. Employees included in a bargaining unit
(see the specific contract language reference to wages:)
b. Pol~ Lieutenants
c. Poli~ Ofli~ectives
d. IBF&O
e. Firefighters
PAY PLAN 1994/1995
NON,CLASSIFIED EMPLOYEES:
Employees will spend a year in each of the seven steps.
CLASS OF WORK, OVERTIME, CALL BACK AND
' TIME:
of work Which insofar as
rdance
of the service ."the public
who lartments. For purposed of the pay plan
the week starts at 12: m. Thursday and ends at 12:00 p.m. the following
Wednesday for a total of seven consecutive days. ~
OVERTIME - NON-EXEMPT EMPLOYEES:
This section of the pay plan deals with overtime pay for non-exempt employees (see pay
plan A) as provided by the Fair Labor Standards Act (FLSA). Employees in this category are
~ligible to be paid at t~e rate of We and one half (1 I/2) for any hours worked over their regular
work week of forty (40) hours. The overtime rate of pay is calculated by multiplying the
employee's regular hourly rate by one and a half times. (see the pay plan for hourly rates). The
following exclusions are not included in determining the time and a half rate:
1. Discretionary bonuses paid in recognition of services performed during certain periods.
2. Payments made for fringe benefits.
Employees cannot be in a work status more than seven minutes prior or seven minutes
after regular work day unles~ they have their supervisors approval. Each employee must be
advised of the official start and ending time of their department's work day.
For purpose of overtime the City Will follow the Department of Labor 7/8 minute rule.
This rule means that an employee would not be eligible for overtime until he has been on the job
for more than seven minutes, i.e., at the start of the 8th minute they would then receive 15
minutes at the overtime rate as outlined above. Likewise ii' they work 23 minutes they would be
paid at 30 minutes overtime or if they work 22 minutes they would be paid for 15 minutes at time
and a hal/. This procedure will be followed if an employee reports to work late.
· ° 2.
PAY PLAN 1994/1995
OVERTIME - NON EXEMPT EMPLOYEES, continued:
Employees will be paid at the rate of time and one half (1 1/2) for any hours worked over
their regular work week schedule of forty hours. If the employees work on a holiday they will b
paid for the holiday if the City Manager approves and will be paid for the hours worked at the
time and one half rate. In calculating hours actually worked for the purpose of overtime, paid
leave benefits such as holiday, sick and vacation leave shall be counted as hours worked.
However, sick leave with pay will NOT be granted on a holiday. Leave without pay shall not bi
counted as time worked and overtime'worked during such a period would be authorized at
straight time. Such overtime will be subject to the rate as outlined above unless such employee
covered in the provisions of a uni°n comract.
The sworn members of the police and fire departments follow the provision specified
above except they are covered under the FLSA 7k Provision. The non-exempt Police will have a
work period of seven consecutive days commencing at 12:01 a.m. Thursday and ending at 12:00
p.m. the following Wednesday and continuing every seven days thereaRer. The non-exempt fire
personnel will have a work period of 21 consecutive days commencing at 12:01 a.m. Thursday
and ending at 12:00 p.m. On the Wednesday ending' 21 days later and continuing every 21 days
therea/~er.
COMPENSATORY TIME:
The City has adopted the following schedule which is in compliance with FLSA for the
non-exempt employees. The "comp time" is used at the same rate the overtime rate would be
paid (see overtime). The "cOmp time" MUST be used within the same pay period it was earned.
Employees cannot carry forward a balance. The employee takes the time or is paid within the
seven day period. THERE ARE NO EXCEPTIONS to this rule unless so stated in a union
contract.
EXEMPT EMPLOYEES:
The Fair Labor Standards Act (FLSA) allows for specific exemption fi.om the overtime
procedure, These exemptions are based on the nature of that employee's job. These include the
managerial/supe~sory employees (see pay plan B). These are staff members who meet the
definition ofa'bonatide"executive, administrative or professional employees, as well as certain
recreational claasification~ Along with the Deparunent Heads the exemption includes those
employees who perform administrative tasks and those with specific training in a specialized field.
The Department of Labor allows exempt employees up to a day's leaVe of absence for either
sickness or personal reasons without adjustment to their wases. ~ however, that employee has a
bonafide accrual account for such leave all such hours shah be deducted and applied to that leave
with no reduction in pay.
PAY PLAN 1994/1995
EXEMPT EMPLOYEES, continued:
FLSA
more
The recreational employees who are exempt from both the minimum wage ($4.25) and the
~ those who "are employed by recreation that does not operate for
a Calendar year".
CALL BACK:
Any employee eligible under the overtime section who has physicallY left 'work (punched
out) and is called back to work by his Department Head or his designated representative for a
department related assignment shall be compensated for two hours
Of call in exceSs of the :first fifteen minutes. Call back is only for
GENERAL CONDITIONS:
Emtaloyees are ehslble fo an approximate five Percent (5%) increase with a promotion or
whatever percentage is required to attain the entrance range. If an employee does not fulfill his
six month pr°batid~ period on a promotiOn he/she will be reinstated in the Pay grade and step
promoted from. This increase does not affect their regul .ar anniversary date and increase.
Employees demoted whether voluntarily or not will be placed in the step of the grade of
the lower cl~sification that the employee woUld have normally attained for that position based on
their number of years of service with the City.
Employees who are promoted from a pay grade of 28 or less to a pay grade of 29 or over
will receive a minimum of 8% increase. Pay grade 29 was included in the adoption of the 88/89
pay plan. Grade 29 is approximately 3% &fference over grade 28. Employees promoted from
grade 28 to 29 will receive an approximate 3% increase. Employees that are demoted would be
plus whatever other ~ttain the new grade and
between pay grade 29 and pay
from pay grade 29 to pay grade 30 or higher will
part time.
, established classified positions under this pay plan
accrue no seniority.
vacancies created by regular civil service employees on leave of absence are
PAY PL~aN~:~;,:~ 1994/1995
GENERAL CONDITIONS, continued:
Employees may be reclassified at the start of a new budget year only if such
reclassification has been approved by the City Manger and City Commission dunng the budget
sessions for which the reclassification is scheduled. The only exceptions would be the sworn
Police and Fire personnel who must follow promotional standards outlined in the Civil Service
Book.
RECLAS S IFICATIONS/PROMOTIONS:
Fiscal year reclassifications and promotions will follow the schedule alcove.
HOLIDAY PAY:
Employees shall be paid for legal holidays and those called to work shall also be paid for
time workedv beforeaS provided.and afterH°urlYthe holidavrate employeeSOR be in must work their full regular work days
workimmediatei-day immediately before and after ~' an authorized pay status on their full regular
,,.e holiday to receive pay for the holiday.. Part-time,
temporary and emergency appointed employees shall not be 'entitled to holidays with pay.
Exempt employees that are required to work holidays are to be treated in one of two
ways:
1. Be paid for the hours worked on the holiday at straight time plus holiday pay.
2. Be paid for the holiday and be given the hours worked on that holiday as straight time
comp time.
VACATION PAY:
Employees may request advance vacation money in 40 hour increments only (48 for Fire)
if their vacation request has been made to the Department Head, approved and processed by the
Personnel Departmem at least two wee~ prior to the requested vacation time.
Empl~ will accrue but are not entitled to paid vacation time until they have been
employed by ~City of Boynton Beach for six months. Consult the Civil Service manual for
vacation and ~ schedule.
VACATION TIME FOR EMERGENCIES:
Employees faced with a sudden unforeseen emergency that have in excess of 40 hours of
vacation pay are eligible for this program. Such employees may convert up to 80 hours over the
40 .hofir minimum reserve to cash.
VACATION TIME FOR EMERGENCIES, cont.
A request must be made in writing outlining the emergency and Submitted to the Personnel
Director. A committee comprised of the City Manger, Finance Director and Personnel Director
will then review the request and approve the hours.requested in totalor modified as they see fit.
This benefit be used once every five years.
APPRENTICE:
New appointments to a classified position may be designated as apprentice or trainee
provided the pc~sition isn't classified such and shall be paid at :a rate 5% b~i0w the starting rates
for that classification for a period not to exceed 6 months. When the employee attains the
proficiency or certification during the six months they can be advanced to the normal starting rate
of pay and will receive their nex~ regular pay adjustment on their anniversary date.
DISABILITY:
Employees who are on disability leave, ie., medical, workers compensation, etc., will have
their positions held for a maximum of six months after disability claim is accepted and approved
bY the proper agency, after which they will have their name placed on a re,employment list as
provided, under the Civil Service Rules and Regulations. In no case, however, will a position be
held open longer than nine (9) months from date of incident, (which includes paid time or unpaid
time, ie., family medical leave time).
If the employee fails to comply with any provisions required by the agency handling the
claim they will waive their rights for reinstatement in their open position or any other position.
WORKER'S COMPENSATION:
Whenever an employee is totally disabled from duty for a period' of no more than seven (7)
calendar days because of an injury determined to be compensated under the provisions of the
Worker's Compensation Act, he shah be entitled to full regular pay.
If the period of disability is grea~ter than seven (7) calendar days,' the employee will be
eligible to receive a sum of money up to an amount equal.to the difference between his Workers
Compensation dieck and his normal net take home pay. The Worker's Compensation insurance
check adh not neces,~uily be delivered on the regular pay day. The injured employee will be
eligible to receive the salary supplement for a period not to exceed three (3) months from date of
injury.
At the end of the three months or sooner the City Manger, Department Head and
Personnel Director will review the case for a determination of the employee's physical ability to
perform his City employment after a report from the City's physician and attending physician and
considering all other relevant factors. In no case will the salary supplement be ex/ended beyond
sir (6) months from date of injury.
WORKER'S COMPENSATION, cont.~:~:
The injured employee may elect to receive accrued sick leave until that is exhausted and
then vacation leave, in accordance with his regular hourly wage to the extend that this combined
sick leave or vacation leave, City supplement (if less than the full amount authorized) and the
Worker's Compensation benefits equal his regular weekly net take home salary. The employee
must contact the payroll clerk to qualify for the combined check.
It is incumbent on the employee to make application for disability. Failure to do this
automatically cancels the additional city benefits.
If the disability claim is denied the additional City salary supplement benefit will be
cancelled. If the disability is approved the salary supplement will be cancelled after issuance of
the disability check or at the end of the time duration outlined above whichever comes first.
If an employee who is receiving Workers Compensation payment along with the City
supplement, sick or vacation leave is found to be working or receiving compensation for his
services during this period, they will be subject to reimbursing the City for all medical expenses
and supplemented sick and/or vacation pay taken.
EMPLOYEES IN A NON-PAID STATUS:
Employees on a non-paid status for 24 or more hours in a payroll period will be personall,
liable for payments to the City for all insurances, (medical, life, dental, ere) Fire*
No increments will be added to sick and vacation leave balances if an employee is on a
non-paid status for more than 24 hours in a payroll period. *For members of the fire department
no increments will accrue for any nine day cycle which includes (5) or more days of leave without
pay or two thirds of pay cycle if other than nine days.
TUITION REIMBURSEMENT:
The City will provide reimbur~ment for tuition and books for any full tinm permanent (completed
their year's probation ) non - union employee who choose~ to attend an accredited college or
university toward an underlp~uate desree only.
Employees ~ this criteria will initially pay and be reimbursed by the City upon presentation
of documented completion of the course. The employee who attains a grade of"A" or better will
receive 100%; a grade of"B" or better, seventy five percent (75%) or a grade of"C" or better,
fifty percent (50%) of the tuition and books for the course. In the event that the course is a
mandatory pass/fail course, a grade of"passing" shall be treated the same as a "C". Employees
will receive no compensation for a grade below "C".
TUITION REIMBURSEMENT, cont.:
Courses must
and
applied
Approval for the
the
the
first but :in ne
allowance.
This l
B.S.) in the field of discipline that may, in the opinion
performance in their department. The
and degree program for Which the reimbursement is
Personnel and Finance Directors.
e to enrolling in
who will have
the fiscal'~year applied for.
~,will be required to
hnds received.
SICK LEAVE TRANSFER OF TIME:'
Employees who suffer a long term illness and subsequently exhaust all their accumulated
sick and vacation leave are eligible to participate in this benefit. Co-workers City wide may
· '' of
donate a minimum of 4 hours of their sick leave time, promded they la. ave a rmmmum balance
120 sick hours, to a specifically named employee. This is a totally voluntary program and enables
staff to freely give sick leave in 4 hour increments to persons they believe are worthy to receive it.
CITY OF BOYNTON BEACH MANAGEMENT PACKAGE
EXEMPT EMPLOYEES 1994/1995
MANAGEMENT CATEGORY I 2 additional vacation days
Grades 30 through 33
MANAGEMENT CATEGORY II 3 additional vacation days
Grades 34 through 36
MANAGEMENT CATEGORY III
Grades 37 through 45
4 additional vacation days
SPECIAL NON-MANAGEMENT
CATEGORY IV
Administrative & executive positions
not subject to overtime and not in Category
I, II or III above
2 additional'vacation days
These vacation days will be added during the last week of September.
If an employe~ is hired or promoted during the year and eligible for this benefit, they WIll receive
vacation hot=~,~, starting with the first of the month after date of promotion or hire.
If an employer lemms the City prior to the end of September they will not be eligible for this
benefit.
SECTION !
zo
0
SECTION II
2101
2115
2116
2120
2130
2150
2151
2160
2171
2170
2174
2175
2176
Classification
CBE Clerk
Library Pages
Relief Clerks/Library
Beach Parking/Boat Ramp Attendants
Playground Leader
Recreation Attendant
Kennel Maintenance Worker
School Crossing Guard
Dispatchers/Will Call
Summer Program
Intern/Personnel
Summer Intern/Planning
Range Attendant/Golf Course
CITY OF BOYNTON BEACH
NON-CLASSIFIED PAY PLAN 1994/95
EFFECTIVE OCTOBER 1, 1994
Starting
(1 Year)
5.83
5.83
6~45
6.74
1 Year 1 Year 1 Yea~ 1 Year 1 Year Final
#2 ~L3 ~4 #5 ~6 #7
5.98 6.14 6.29 6.45 6.61 6.77
6.61 6.77 6.94 7.11 7.29 7.49
6.91 7.08 7.26 7.45 7.63 7.82
6.45
6.16
7.29
6.99
9.28
6.00
6.44
9.66
5.37
6.61 6.77 6.94 7:11 7.29
6.31 6.47 6;63 6.80 6.97 7.15
7.47 7.65 7.84 8.06 8.26 8,47
7.16 7.34 7.52 7.73 7.92 8.11
9.51 9.75 9.99 10.24 10.50 10.75
09/12/94 - 01:53 PM
Z
z,.Z, -*' _ - ,- , **
8
SECTION VI
ACCOUNTANT I
ACCOUNTANT II
ACCOUNTING CLERK I
ACCOUNTANT III
ACCOUNTING CLERK lI
ADMINISTRATIVE ASSISTANT I
ADMINISTRATIVE ASSISTANT II
ANI2V[AL W~EN [
CITY MANAGER
PROFESSIONAL
METER READERS
'DIRECTOR
ST
SUPERVISOR
~, MECHANIC I
II
ADMINISTRATOR
FIELD INSPECTOR (UTILITIES)
PUBLIC WATER OPERATIONS
PLAN CHECK INSPECTOR
SERVICE CLERK I
SERVICE CLERK ri
C(
1I
[]
ENFORCEMENT ADMINISTRATOR
& REHABILITATION INSPECTOR
& LICENSE INSPECTOR
& LICENSE INSPECTOR II
'ATIONS & DATA CONTROL SPECIALIST
COMMUNICATIONS MANAGER
COMPUTER OPERATOR
CONSTRUCTION COORDrNATOR
CREW LEADER
CUSTODIAN I
CUSTODIAN ri
CUSTOMER RELATIONS CLERK
DATA SYSTEMS/RECORD CLERK
DEPUTY BUILDING OFFICIAL
DEPUTY DIRECTOR OF PUBLIC WORKS
DEPUTY FINANCE DIRECTOR/TREASURER
DEPUTY Frae CHIEF
DEPUTY UT~ITY DIRECTOR
DIRECTOR OF DATA PROCESSING
DEVELOPMENT COMPLIANCE ADMINISTRATOR
DIRECTOR OF PLANNING AND ZONING
DIRECTOR OF PUBLIC WORKS
DISPATCHER I
DISPATCHER II
DISPATCH SUPERVISOR
ELECTRICAL INSPECTOR I
ELECTRICAL INSPECTOR II
ELECTRICIAN ri
ELECTRICIAN/Il
ENGINEERING INSPECTOR I
ENGINEERING INSPECTOR II
ENVIRO~NT~ IMPACT COORDINATOR
ENVIRONMENTAL INSPECTOR
.ENVIRO~AL TECHNICIAN
EQUIP~ OPERATOR I/PUBLIC WORKS
EQUIPMENT OPERATOR I/PARKS
EQUIPMENT OPERATOR I/UTILITIES
EQUIPMENT OPERATOR II/PARKS
EQUIP~ OPERATOR II/PUBLIC-WORKS
EQUIPMENT OPERATOR III/P~
EQUIP~ OPERATOR. III/PUBLIC WORKS
EQUW~ OPERATOR m/SAS~AT~O~
EQUIP~ ~)PERATOR III/UTILITIES
EQUIPMENT ~)PERATOR IV/SANITATION
EQUIPMENT 3PERATOR IV/'I'.V. SPECIALIST
FINANCE DII~CTOR/TREASURER
FIRE HYDRANT SPECIALIST
FIRE INSPECTOR
FIR;E. PRE--ION oFFIcER I
OmCE n
FOREMAN I
FOREMAN II
FOREMAN III
FORESTER/HORTICULTURIST
GOLF CART MECHANIC
GOLF CO~SE MAINTENANCE FOREMAN
GOLF COURSE ~NANCE MECHANIC
GOLF COURSE S~ERINTENDENT
GOLF D~CTOR
GOLF COURSE
CLERK
ti
WORKER
TECHNICI~
I
TECttNICIAN II
~IAN TRAINEE
INSPECTOR
II
I
III
LOAN
~ TF. CHNIClAN
WORKER II
LICENSE ADIVflNISTRATOR
ADlVfl~STRATOR
PERSONNEL COORDINATOR
PERSONNEL DIRECTOR
PIPE LAYER
PLAN CHECK INSPECTOR
PLANNING TECI-IINCIAN
PLAN REVIEW ANALYST I
PLANS REVIEW ANALYST II
PLUMBING & MECHANICAL INSPECTOR I
PLUMBING & mECHANICAL INSPECTOR II
PROCUREMENT ASSISTANT
PROGRAMMER/ANALYST I
PROGRAMMER/ANALYST II
PROJECT MANAGER
PUBLIC INFORMATION OFFICER
PUBLIC WATER PROCESS TECHNICIAN
PURCHASING AGENT
RANGE ATTENDANT
RECO~ING SECRETARY
PARKS DIRECTOR
I
I
SION
OPERATOR
II
LAB SERVICES
SUPERVISOR OF ME'lEK READER SERVICES
SUPERVISOR OF PUBLIC WATER MAINTENANCE
SUPERVISOR OF SEWAGE COLLECTION
SUPERVISOR OF UTILITY CONSTRUCTION/STORMWATER
SUPERVISOR OF UTILITY PUMPING STATIONS
SUPERVISOR OF WATER DISTRIBUTION
SURVEY PARTY CHIEF
S
,I
II
III
DIRECTOR
EQUIPMENT OPERATOR
(PE)
MECHANIC
A_NCE MECHANIC
COORDINATOR
m
;SITE DEVELOPMENT ADMINISTRATOR