R00-065RESOLUTION R00 -~;,..~
A RESOLUTION OF THE CITY COMMISSION OF THE
CITY OF BOYNTON BEACH, FLORIDA, APPROVING
AND ADOPTING THE 1999-2000 PAY PLAN; AND.
PROVIDING AN EFFECTIVE DATE.
WHEREAS, through the RFP process, the City contracted with David M.
Griffith & Associates (DMG) to conduct a thorough pay and classification study of
all City positions; and
WHEREAS, the attached Pay Plan contains the outcome of this study, as
well as the City's policies that are directly related to pay;
NOW, THEREFORE, BE IT RESOLVED BY THE CITY COI~II~IISSION
OF THE CTTY OF BOYNTON BEACH, FLORIDA, THAT:
Section 1. The City Commission of the City of Boynton Beach, Florida
does hereby approve and adopt the 1999-2000 Pay Plan, a copy of which is
attached hereto as Exhibit "A", and made a part hereo¢.
Section 2. This Resolution will become effective immediately upon
passage.
PASSED AND ADOPTED this/~ day of May, 2000.
Cit~Clerk
(Corporate Seal)
s:ca\reso\agreements\1999-2000 Pay Plan
Vice Mayor
Mayor Pro Tem
City of Boynton Beach
1999 - 2000
Pay Plan
Position Classifications
TABLE OF CONTENTS
Bi
Jo
TABLE OF CONTENTS ............................................................................................................. 1
COMPENSATION PLAN ............................................................................................................ 3
EMPLOYEE DEFINITIONS ........................................................................................................ 3
Full-time Employees ............................................................................................................... 3
Part-time/Tem porary/Seasonal Employees ............................................................................. 3
Individual Contract Employees ................................................................................................ 3
Exempt Employees ................................................................................................................. 4
Non-Exempt Employees ......................................................................................................... 4
Bargaining Unit Employees ..................................................................................................... 4
Trainee/Apprentice ................................................................................................................. 4
PAY POLICIES .......................................................................................................................... 5
Work Week ............................................................................................................................. 5
Hours Included in Work Week ................................................................................................. 5
Pay Period .............................................................................................................................. 5
Paycheck Distribution ............................................................................................................. 5
Compensation Rates .............................................................................................................. 5
Hiring Rate .............................................................................................................................. 6
Promotion: .............................................................................................................................. 6
Demotion: ............................................................................................................................... 6
Lateral Transfer ...................................................................................................................... 7
Reclassifications ..................................................................................................................... 7
Performance Evaluations ........................................................................................................ 7
Non-paid status ...................................................................................................................... 8
Overtime ................................................................................................................................. 8
Compensatory Time ............................................................................................................... 9
AI:)DITIONAL INFORMATION .................................................................................................... 9
Holiday Pay ............................................................................................................................ 9
Vacation Pay .......................................................................................................................... 9
Tuition Reimbursement ......................................................................................................... 10
Workers' Compensation ........................................................................................................ 10
Disability ............................................................................................................................... 11
Emergency Cash In of Vacation Time ................................................................................... 11
Sick Leave Transfer of Time (Donated Time) ........................................................................ 11
Working Out of Class - Administrative Policy Manual 6.5.1 .................................................. 11
~RGAINING UNITS ............................................................................................................... 13
International Association of Fire Fighters (IAFF) ................................................................... 14
Police Lieutenants (FOP) ...................................................................................................... 16
Police Officers and Detectives (PBA) .................................................................................... 18
Police Sergeants (FOP) ........................................................................................................ 20
b Titles covered by SEIU Local 1227 (Blue Collar) .............................................................. 23
1
Job Titles covered by SEIU Local 1227 (White Collar) ........................................................... 25
1999 - 2000 Holiday Schedule ................................................................................................. 26
1999 - 2000 Pay Periods - Pay Dates ..................................................................................... 27
Glossary ................................................................................................................................... 28
Plan A: Non-Exempt Positions .................................................................................... 31
Plan B: Exempt Positions .......................................................................................... 40
2
CITY OF BOYNTON BEACH
1999 - 2000 PAY PLAN
COMPENSATION PLAN
The 1999-2000 compensation plan of the City of Boynton Beach as adopted shall remain
in effect until superceded. The compensation plan is not vested and does not constitute a
contractual obligation of the City.
This summary document includes pay specific excerpts from the City's Personnel Policy
Manual (PPM), the Civil Service Rules, the Administrative Policy Manual (APM),
bargaining unit agreements currently in effect and certain items specific to the pay plan.
Any additional details, questions or other information regarding benefits or terms and
conditions of employment should be researched in the full document.
While in some cases many of the terms and conditions of compensation for general
employees covered by this pay plan are the same as the terms and conditions outlined in
various collective bargaining agreements, additions or deletions to this pay plan will not
affect members of bargaining units unless ratified as an amendment to their current
contract.
Unless it is outlined in a union contract or in policies which supercede this document, the
pay plan is the final indicator in the administration of payroll matters. The City Manager
shall be responsible for interpreting the application of the compensation plan with regard to
pay questions not specifically covered by the plan.
EMPLOYEE DEFINITIONS
Full-time Employees
Hired for and regularly scheduled for thirty-six (36) or more hours per work week. These
employees are eligible for City provided benefits.
Part-time/Temporary/Seasonal Employees
Fewer than 36 hours per work week. Employees hired as part-time, temporary or seasonal
will be paid the rate indicated for such job title, hour for hour, and are not eligible for any
City benefits. Part-time employees will accrue no seniority except credit toward service
recognition awards. Persons filling vacancies created by regular employees on leave of
absence are considered part time.
Individual Contract Employees
Certain management positions may be designated by the City Manager as Contract
positions. These individuals will be hired as City employees under a written employment
agreement that stipulates the term of the contract, salary, benefits and all other terms and
conditions of employment.
3
EXempt Employees
The Fair Labor Standards Act (FLSA) allows for specific exemptions from the Act's
regulations. These exemptions are based on the nature of the employee's job and include
managerial/supervisory, professional and certain administrative employees. These
individuals must meet specific requirements regarding salary, primary duty and the
exercise of discretion and independent judgment.
N
=n-Exempt Employees
Non-exempt employees are paid time and one-half for all hours worked in excess of 40
per week and must be paid at least the hourly minimum wage set by federal law.
For Firefighters assigned to a 24-hour schedule, overtime is paid for all hours worked in
excess of 48 hours per week.
Barqainin.q Unit Employees
Firefighters
Police Lieutenants
Police Officers and Detectives
Police Sergeants
SEIU - Blue Collar
SEIU - White Collar
Ti
ainee/Apprentice
New appointments to a position may be designated as apprentice or trainee provided the
position is not classified as such and shall be paid at a rate not greater than 10% below
the starting rate 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 be eligible to receive a pay adjustment
on their anniversary date. No trainee appointment shall extend beyond 6 months without
proceeding to the starting rate for that classification.
PAY POLICIES
Work Week
The City Manager shall establish hours of work in accordance with the needs of the City
and considering the reasonable needs of the public who may desire to do business with
various City departments. For purposes of the pay plan, the City's work week starts at
12:01 a.m. Monday and ends at 12:00 a.m. (midnight) the following Sunday for a total of
seven consecutive days.
HOurs Included in Work Week
Counted toward overtime:
Regular scheduled hou rs worked
Vacation Leave
Sick Leave
Holidays
Not counted toward overtime:
Leave without pay
Family Sick
Funeral Leave
Jury Duty
Annual Military Leave
Vacation hours used in lieu of or when suspended
Paid or unpaid Administrative Leave
Other absences from duty on active pay statUs
P~ ~¥ Period
Each pay period is comprised of two consecutive work weeks. Each pay period starts at
12:01 a.m. Monday and ends at 12:00 a.m. (midnight) Sunday 14 consecutive days later.
P;lycheck Distribution
Paychecks will normally be distributed on Friday following the close of the pay period. Pay
distribution will be adjusted to accommodate City observed holidays or emergencies that
fall on a typical Friday pay date. The convenience of direct deposit is available for all
employees.
C~>mpensation Rates
All rates included in the compensation schedule represent the standard, rates of
compensation for employees. Positions which are non-exempt (eligible for overtime
payments according to the Fair Labor Standards Act) are listed in Pay Plan "A". Positions
which are exempt (not eligible for overtime payments according to the FLSA) are listed in
Pay Plan "B".
5
The plan determines the comparable worth of each position, sets the entry level of pay for
each grade, the mid-point of the grade and the maximum rate of pay which may be eamed
within each grade. Contracts that specifically deviate from this Pay Plan will supersede the
appropriate pay plan. In no case can a union contract and the pay plan be used together
for the same issue.
Hirinq Rate
The beginning rate of pay for a classification shall be paid any person who meets the
minimum qualifications required for the position.
A salary higher than the minimum may be approved when the new employee possesses
qualifications and experience in excess of the minimum required and therefore justifying
employment at a higher rate. A request for a hiring rate that exceeds the minimum of the
grade must be approved by the Human Resources Director prior to making the
em ployment offer.
P~lomotion:
Employees are eligible for the following increases in pay upon promotion:
Promotion from non-exempt position to exempt position:
+10% of mid-point of new grade or to minimum of new grade whichever is higner
Promotion of one grade (exempt to exempt or non-exempt to non-exempt):
+5% of mid-point of new grade or to minimum of new grade, whichever is higher
Promotion of two grades: (exempt to exempt or non-exempt to non-exempt):
+7.5% of mid-point of new grade or to minimum of new grade, whichever is higher
Promotion of three or more grades (exempt to exempt or non-exempt to non-exempt):
+10% of mid-point of new grade or to minimum of new grade, whichever is higher
A promotional increase does not affect the employee's regular evaluation date.
In no event will the employee's base rate of pay exceed the maximum for the position to
which the promotion is made,
Demotion:
Upon demotion, an employee's rate of pay will be adjusted as follows:
Decrease of one grade:
-5% of mid-point of current grade (position leaving)
Decrease of two grades:
-7.5% of mid-point of current grade (position leaving)
6
Decrease of three or more grades:
-10% of current grade (position leaving)
In no event will the employee's base rate of pay exceed the maximum for the position to
which the demotion is made.
The pay of a promoted employee who is demoted prior to completion of a probationary
period, will be reduced by the same amount as the promotional increase.
Lateral Transfer
Employees transferring from one position to another in the same pay grade, whether in the
same or in a different department, will maintain the same pay rate.
Reclassifications
POsitions may be considered for reclassification only upon the completion of a position
q~estionnaire, recommendation of the Department Head and evaluation by the Human
I~sources Department. Generally, reclassification requests will be considered quarterly;
h~)wever, implementation of any approved reclassification will not become effective until the
necessary funds are available in the department budget.
Performance Evaluations
Performance evaluations for all full-time employees are scheduled as follows:
6 months after hire
3 months after promotion
6 months after promotion
Annually
Re-evaluation as needed
Performance evaluations for all part-time employees will be scheduled as follows:
6 months after hire
Annually
Inorder to receive an annual increase ~n pay, an employee must be given a written performan_c,e_
ev~aluation by their supervisor. In the event that a supervisor has not completed an employee s
aqnual performance evaluation within 60 days of the passing of an employee's scheduled
aqnual evaluation date, that employee shall be granted the appropriate increase in their salary
retroactive to the employee's evaluation date. The amount of the increase will be based upon
th~ amount approved for a Meets Standards performance rating. ,Supervisors will
still
be
ex~pected to complete the annual performance evaluation of employee s whose evaluation date
h~s passed for purposes of determining the employee's ability to c_o, ntinue performing the duties
of.their job. Failure of a department head to complete an employee s performance evaluation in
a l~imely manner shall be reflected on that department head's annual performance evaluation.
Erlployees who receive a performance evaluation which "does not meet standards" shall not
re~eive an increase until they receive a performance evaluation which does "meet standards".
7
Such increase shall not be retroactive to the employee's anniversary date, but instead, shall
become effective as of the date that the employee's performance "meets standards".
FOr fiscal year 1999-2000, employees not covered by a collective bargaining agreement are
eligible, on their anniversary date of employment, to receive a 4% increase in their salary.
NOn-paid status
Employees in a non-paid status for more than 16 hours in a work week will be personally
liable for payments to the City for all insurance premiums (medical, life, dental, etc.)
No increments will be added to sick and vacation leave balances if an employee is in a
non-paid status for more than 16 hours in a work week. 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.
Overtime
The Fair Labor Standards Act (FLSA) provides that non-exempt employees are eligible to
be paid at the rate of time and one half (1~) for any hours worked over their regular work
week of forty (40) hours (48 hours for Firefighters). Overtime rate of pay is calculated by
multiplying the employee's regular hourly rate by one and one half times. (See the pay
plan for hourly rates).
Example: Regular hourly rate:
Overtime hourly rate
9.62
X 11~
14.43
For purposes of overtime, the City will follow the Department of Labor 7/8 minute rule.
That is, employees cannot be in a work status more than seven minutes prior to or seven
minutes after their regular work day unless they have their supervisor's approval. Each
employee must be advised of the official start and ending time of their department's work
day.
The following types of pay are not included in determining the time and a half rate:
1. Discretionary bonuses paid in
periods.
2. Payments made for benefits.
recognition of services performed
during certain
Employees whose regular work week is less than 40 hours are eligible for overtime pay if
they work more than 40 hours in a work week.
The sworn members of the police and fire departments are covered under the FLSA 7k
provision. Full time Police department employees will have schedules which vary from 8 -
12 hours in a work day. Swom firefighters will have a work period of 21 consecutive days
commencing at 12:01 a.m. Monday and ending at 12:00 a.m. (midnight) on the Sunday
ending 21 days later and continuing every 21 days thereafter.
8
Compensatory Time
The City has adopted the following schedule that is in compliance with FLSA for non-
exempt employees. All compensatory time must have pr/or approva/of the individual's
supervisor/manager,
Non-exempt: Compensatory time is used at the same rate the overtime rate would be
paid (see overtime). Compensatory time must be used within a reasonable time from the
time it was earned (within 30 days). Employees cannot carry forward a balance past this
time. If the employee has not used the compensatory time within the 30 days, he/she
must be paid for the time at the appropriate rate of pay. There are no exceptions to this
rule unless so stated in a union contract.
Exempt: With regard to exempt employees and compensatory time, the Fair Labor
Standards Act does not specifically provide for an allowance for the use of
compensatory time for exempt employees. However, since exempt employees are not
eligible for overtime compensation, compensatory time for exempt employees may be
granted, but it shall not be on an hour for hour basis. It is recognized that, generally,
exempt employees work until "the job is done" and that can mean more than a 40 hour
work week. From time to time, supervisors shall have the flexibility to grant exempt
employees compensatory time off. The compensatory time off must be requested and
used within thirty (30) calendar days of the pay period in which it was earned. Use of
compensatory time must have the prior written approval of the employee's supervisor.
Exempt employees cannot carry forward a balance of compensatory time after that thirty
days.
ADDITIONAL INFORMATION
Holiday Pay
Employees shall be paid for City of Boynton Beach designated legal holidays. Those
called to work shall also be paid for time worked as provided. Hourly rate employees must
work their full regular work days immediately before and after the holiday OR be in an
authorized pay status on their full regular work day immediately before and after the
holiday to receive pay for the holiday. Part-time, temporary and emergency appointed
employees are not 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
compensatory time to be used within 30 days of the date earned.
Vacation Pay
Vacation leave will be paid at the employee's regular rate of pay. Employees will accrue
but are not entitled to paid vacation time until they have been employed by the City of
Boynton Beach for six months. Consult the vacation policy for the accrual schedule.
9
Employees who have completed at least six months of service and then leave the City's
employ, will be paid for any unused accrued vacation time.
TUition Reimbursement
The City will provide reimbursement for tuition and books for any full time regular
(completed their year's probation) employee who chooses to attend an accredited college
or university toward an undergraduate degree only.
Employees meeting this criteria will initially pay and then 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".
Courses must lead to a degree, (A.A., B.A, B.S.) in the field of discipline that may, in the
opinion and with the approval of committee enhance the member's performance in their
department. The committee to review the validity of the course and degree program for
which the reimbursement is applied will be made up of the employee's Department Head,
Human Resources Director and Finance Director. Approval for the participation in the
reimbursement program must be made prior to enrolling in the course. The committee will
forward the recommendation to the City Manager who will have the final approval for
payment,
Employees are eligible for a maximum of $1000 per fiscal year on a first come basis, but in
no case will reimbursement funds be approved that exceed the budgeted allowance.
This benefit will not be retroactive and will only cover classes taken in the fiscal year
applied for.
If an employee leaves the City within three years of accepting payment they will be
required to reimburse the City for the entire amount of the tuition funds received.
W
orkers' 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 provision of
the Workers' Compensation Act, he/she shall be entitled to full regular pay.
If the period of disability is greater than seven (7) calendar days, the employee will be
eligible to receive compensation equal to the difference between his/her Workers'
Compensation check and his/her normal net take home pay. The Workers' Compensation
insurance check will not necessarily be delivered on the regular pay date. 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 Human
Resources Manager will review the case for a determination of the employee's physical
10
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 extended beyond six (6) months from date of injury.
Disability
Employees who are on disability leave, i.e., medical, workers' compensation, etc., will
have their positions held for a maximum of 6 months from the date of injury or illness. If
the employee fails to comply with any provisions required by the carrier handling the claim,
they will waive their rights for reinstatement in their open position or any other position.
Emergency Cash In of Vacation Time
j~Some bargaining unit contracts may vary.)
Employees faced with a sudden unforeseen emergency who have in excess of 40 hours of
accrued vacation are eligible, If approved, an employee may convert up to 80 hours to
cash (less applicable taxes) provided they have 40 hours remaining in their vacation
accrual account after the cash-in, Conversions must be done in increments of one working
week.
A request must be made in writing outlining the emergency and submitted to the Human
Resources Director. A committee comprised of the City Manager, Finance Director and
Human Resources Director will then review the request and approve the requested hours
in total or modified as they see fit. This benefit can be used only once every two years. At
the discretion of the City Manager, the time limit rule may be waived if there are exigent
circumstances.
Sick Leave Transfer of Time (Donated Time)
An employee who is out for an extended personal illness and has depleted both their sick
leave accrual and vacation leave accrual may ask their department manager to request
donated sick time from other members of their department. If the employee is still unable to
return to work after all department donated time has been used,_th¢_department head may
request the Human Resources Director to request donated sick time from the general
employee population.
WOrking Out of Class- Administrative Policy Manual 6.5.1
When an employee is qualified for and is temporarily assigned the authority, duties and
responsibility for a position allocated to a higher classification, the employee shall receive
an increase in salary to the minimum of the class temporarily assigned or five percent
(5%) over the employee's regular rate of pay, whichever is greater. All such payments
shall be based upon a regular and continuous assignment and shall be paid for all time
worked in the position, once the employee has continuously performed the additional
duties for a minimum of one hundred-sixty (160) hours in that assignment. Such payment
shall be made only dudng the time the employee is actually performing the higher level
duties and will commence the first day the employee assumes the position. The provisions
of this paragraph will not apply when performing the duties of the position allocated to a
higher classification for the purposes of training, or if the issue of working out of class is
covered by a collective bargaining agreement. Employees may not assign themselves to
11
work out of class. In order for employees to be assigned to temporarily work out of their
classification, the employee's supervisor must obtain prior approval of a work plan from
the Human Resources Department. All temporary assignments for working out of
classification made, but not approved by the Human Resources Department, will not be
paid. Employees may be assigned to a split of the duties in the higher classification,
however, such split must be evenly divided between employees. Compensation shall be
split evenly as well.
Upon release from duties and responsibilities of the position assigned to a higher
classification, the employee's salary will be reduced to the rate the employee would be
receiving had the temporary assignment never been made.
12
BARGAINING UNITS
13
Positions Covered by International Association of Fire Fighters (IAFF)
· Firefighter
· Firefighter I
· Firefighter II
· Firefighter III
· Fire Lieutenant
· Fire Captain
IAFF- Firefighters
14
Insert Firefighter Pay Plan
15
Positions Covered by Fraternal Order of Police (FOP) - Lieutenants
· Police Lieutenants
Police Lieutenants
16
ARTICLE 14
-20-
RATE OF PAY
In year one (1)' of the Agreement, Lt. Patrick Leonard, Lt. Chris
Frey, Lt. Greg Bean and Lt. Carl Miller, on ratification, will
receive a $2,000 adjustment to their base wage retroactive to
10/1/98, as well as a $1,000 lump sum, not into base. All other
members of the bargaining unit will receive $2,000 lump sum, not
into base, on ratification of the Agreement. All monies are to
be applied to pension.
In year two (2) of the Agreement, all bargaining unit members
will receive $2,000 lump sum on their anniversary date. There
will be no base wage increases. Ail monies are robe applied to
pension.
0999
Positions Covered by Police Benevolent Association (PBA)
· i Police Officer
,, Police Detective
Additional employment information:
· Applicants for police officer will be given 50% credit for previous service as a sworn officer
when determining beginning salary.
· Police Officer Recruits have an assigned job title and pay range separate from the general
definition of trainee or apprentice.
Police Officers and Detectives
18
Positions Covered by Fraternal Order of Police (FOP) - Sergeants
· Police Sergeants
POLICE SERGEANTS
2O
-18-
ARTICLE 12
RATE OF PAY
~ Those employees who are selected members of the
SRT team shall be compensated an additional 10% for hazardous
~uty when said team is actually called to duty. Members of the
Vice, Intelligence, Narcotics Units and Directed Patrol who are
active shall receive a 5% pay supplement. No employee shall
receive more than one assignment pay.
Section 2. SEE CHART ATTACHED HERETO AS APPENDIX "A" FOR
YEAR ONE (1) OF THE AGREEMENT.
Section 3. In year two (2) of the Agreement, each bargaining
unit member shall receive a 3% base wage increase on their
anniversary date, unless the bargaining unit member has reached
the cap. If the bargaining unit member has reached the cap, they
will receive a 3% lump sum payment, not into base, but to be
calculated into their pension.
071999 FOP
City~
SEIU - Blue Collar
22
Job Titles covered by SEIU Local 1227 (Blue Collar)
All regular full-time employees in the following classifications:
11951
81201
81211
82231
82241
82211
82221
82201
81211
81231
81241
56211
56201
56221
63271
63281
81261
81271
61211
61201
81281
41211
81351
82301
82311
81361
42231
61231
81341
04531
44211
44222
81301
81321
81311
42221
42211
42201
42231
81291
Animal Control Officer
Building Maintenance Mechanic
Building Maintenance Mechanic, Sr.
Crew Leader
Crew Leader, Sr.
Crew Worker
Crew Worker, Sr.
Custodian
Electrician
Electrician, Sr,
Equipment Operator
Fleet Mechanic
Fleet Mechanic, Sr.
Fleet Service Technician
Golf Equipment Mechanic
Greenskeeper
Heavy Equipment Operator
HVAC Mechanic II
Lifeguard
Lifeguard, Sr.
Maintenance Technician
Meter Reader
Parks Maintenance Specialist
Parks Maintenance Worker
Parks Maintenance Worker, Sr.
Pipelayer
Public Water Process Technician
Recreation Leader
Sign & Marking Technician
Storekeeper
TV Truck Specialist
Utilities Location Specialist
Utility Equipment Operator
Utility Maintenance Mechanic, Sr.
Utility Maintenance Mechanic'
Water Plant Operator I
Water Plant Operator II
Water Plant Operator III
Water Plant Process Technician
Welder
23
03/17/00
EXCLUDED: All managerial,
professional, supervisory,
confidential, part-time
employees and all other
employees of the City of
Boynton Beach.
SEIU
- White Collar
24
Job Titles covered by SEIU Local 1227 (White Collar)
All regular full-time employees in the following classifications:
00222
00242
15252
22242
22202
04322
70252
46202
11322
11332
08222
08242
11352
11342
00332
00312
00272
22312
22212
08282
70222
44202
11362
11332
46222
46212
30202
26202
00202
00212
24222
24232
22232
22222
11302
11372
00342
00232
04542
Administrative Clerk
Administrative Secretary
Assistant Fire Marshall
Building Inspector
Building Inspector, Sr.
Buyer
CADD Technician
Chemist
Code Compliance Officer
Code Compliance Officer, Sr.
Communications Dispatcher
Communications Specialist
Community Service Officer
Crime Scene Technician
Customer Relations Clerk
Customer Relations Clerk, Sr.
Data Support Technician
Electrical Inspector
Electrical Inspector, Sr.
EMS Billing Specialist
Engineering Technician
Environmental Inspector
Evidence Custodian
Fingerprint Examiner
Laboratory Field Technician
Laboratory Technician
Library Associate
Occupational License Inspector
Office Assistant (except in HR)
Office Assistant, Sr.
Planning Technician
Plans Review Technician
Plumbing and Mechanical Inspector
Plumbing and Mechanical Inspector, Sr.
Police Forfeiture Specialist
Police Records Clerk
Recording Secretary
Secretary (except in Police)
Service Writer
EXCLUDED: All managerial, professional, supervisory, confidential,
employees of the City of Boynton Beach.
03/1 7/0O
part-time employees and all other
25
1999 - 2000 HOLIDAY SCHEDULE
Holiday
Veteran's Day
Thanksgiving Day
Day After Thanksgiving
Christmas Eve
Christmas Day
New Year's Day
Martin Luther King Jr. Day
President's Day
Memorial Day
Independence Day
Labor Day
Veteran's Day
Thanksgiving Day
Day After Thanksgiving
Christmas Eve
Christmas Day
Observed
1999
Thursday, November 11, 1999
Thursday, November 25
Friday, November 26
Friday, December 24
Monday, December 27
2000
Monday, January 3, 2000
Monday, January 17
Monday, February 21
Monday, May 29
Tuesday, July 4
Monday, September 4
Friday, November 10
Thursday, November 23
Friday, November 24
Friday, December 22
Monday, December 25
26
1999 - 2000 PAY PERIODS - PAY DATES
Pay Period Pay Date
Paychecks will normally be distributed on Friday following the
close of the pay period. Pay distribution will be adjusted to
accommodate City observed holidays or emergencies that fall
on a typical Friday pay date.
1999
1. September 27 - October 10 Friday, October 15, 1999
2. OCtober 11 - October 24 Friday, October 29
3. October 25- November 7 Friday, November 12
4. November 8- November 21 Wednesday November 24
5. November 22- December 5 Friday, December 10
6. December 6 - December 19 Thursday, December 23
2000
'!7
· December 20- January 2 Friday, January 7, 2000
i8. January 3- January 16 Friday, January 21
,i
!9. January 17- January 30 Friday, February 4
1!0. January 31 - February 13 Friday, February 18
lil. February 14- February 27 Friday, March 3
I
12. February 28 - March 12 Friday, March 17
13. March 13- March 26 Friday, March 31
1~4. March 27 - April 9 Friday, April 14
15. April 10 - April 23 Friday, April 28
16. April 23 - May 7 Friday, May 12
17 May 8- May 21 Friday, May 26
1!8. May 22 - June 4 Friday, June 9
li9. June 5 - June 18 Friday, June 23
20. June 19- July 2 Friday, July 7
2!1. July 3- July 16 Friday, July21
|
2~2. July 17- July 30 Friday, August 4
/
23. July 31 - August 13 Friday, August 18
24. August 14 - August 27 Friday, September 1
25. August 28 - September 10 Friday, September 15
25. September 11 - September 24 Friday, September 29
27
GLOSSARY
The following words and terms shall have the meaning indicated Unless the context clearly
indicates otherwise:
ADMINISTRATIVE POLICY MANUAL: the publication that contains official policy guidance of the
City Administration for all City employees.
ANNIVERSARY DATE: an employee's date of hire or re-hire, whichever is later.
CALENDAR YEAR: standard calendar dates of.lanuary :L through December 31 of any year.
CLASS/CLASSIFICATION: a position or group of positions having similar duties and responsibilities,
requiring similar qualifications, which can be properly designated by a title indicative of
the nature of work and which carry the same range.
COMPENSATORY TIME: time off in lieu of payment for hours worked in excess of 40 per week.
Accrual and use of compensatory time must have the prior approval of the employee's
supervisor, must be accrued at the rate it was earned (example straight time for straight
time, time and one-half for time and one-half), and must be in accordance with the Fair
Labor Standards Act.
CONTINUOUS SERVICE: uninterrupted employment with the City.
CONTRACT EMPLOYEE: either an employee under an individual employment contract or an
employee covered by a collective bargaining agreement.
DEMOTION: the assignment of an employee to a position in a lower class having a lower
maximum salary than the position from which the assignment is made.
DISMISSAL: the discharge of an employee from his/her position with the City.
termination and dismissal are interchangeable.
The terms
ELIGIBLE: a person listed on an active employment list.
EMPLOYMENT LIST: a list of persons who have been found qualified for appointment to a position
in a particular class.
EXAMINATION: any selection instrument(s), technique or procedure used to measure the relative
knowledge, skills, and abilities for candidates competing for positions. These may include
evaluations of training and experience, performance tests, oral interview, written tests,
evaluations of performance appraisals, etc.
EXEMPT EMPLOYEE: any employee whose position is determined by the Fair Labor Standards Act
to be exempt from (not eligible for) overtime.
FI:
;CAL YEAR: the City's financial accounting year from October :L through September 30 of any
year.
28
FULL-TIME EMPLOYEE: an employee who is regularly scheduled to work a minimum of 36 hours
per week.
HUMAN RESOURCE DIRECTOR shall be interchangeable with Personnel Director.
JOB T~-I'LE: a definite descriptive designation for a job classification.
NON-CONTRACT EMPLOYEE: any employee who is not employed under an individual employment
contract or covered by a collective bargaining agreement.
NON-EXEMPT EMPLOYEE: any employee whose position is determined by the Fair Labor Standards
Act to be eligible for overtime alter 40 hours of work per week.
OVERTIME PAY: pay for overtime worked in excess of 40 hours per week (48 for Firefighters on
shifl~.).
PAY RANGE: a salary range established by the City Commission with a minimum and maximum
base salary.
PART-TIME EMPLOYEE: mean an employee who is scheduled to work fewer than 36 hours per
week.
PERSONNEL POLICY MANUAL: the publication that contains the personnel policies to be followed
and applied to all non-contract employees and, whenever incorporated, into bargaining
unit agreements or individual appointment contracts.
POSITION: a group of duties assigned to one person or job.
PROBATIONARY EMPLOYEES: any employee who is serving
appointment, promotion, demotion, or reclassification.
in a new position either by
PROBA'I-JONARY PER~OD (Initial): a period of twelve (12) months from date of hire or promotion
from a part-time to a full-time position. During this period an employee may be
discharged, demoted, or suspended, without warning or statement of cause.
PROMOTION: the assignment of an employee to a position in a higher class having a higher
maximum salary than the position from which assignment is made.
RECLASSIFICATION: the repositioning of a position to either a higher or lower pay grade based on
analysis of the responsibilities and requirements of the position.
:i
REGULAR EMPLOYEE: an employee who has successfully completed a probationary period.
7/8 MINUTE RULE: an employee is not eligible for overtime until he/she 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. Likewise if 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 one half. This procedure will be followed if an employee reports to work late.
uNION EMPLOYEE: an employee within a certified bargaining unit and covered by a collective
bargaining agreement.
29
Pay Plan A
(Non-exempt)
3O
Pay Plan B
(Exempt)
39
INDEX
7/8 Minute Rule, 29
Administrative Leave, 5
Administrative Policy Manual, 28
Administrative Policy Manual (APM, 3
Anniversary Date, 28
Bargaining Unit, 4
Bargaining Units, 13
Calendar Year, 28
Civil Service Rules, 3
Class/Classification, 28
Compensation Rates, 5
Compensatory Time, 9
Exempt, 9
Non-exempt, 9
Compensatory Time, 28
Continuous Service, 28
Contract Employee, 28
Demotion, 6
Demotion, 28
Dismissal, 28
Eligible, 28
Emergency Cash In of Vacation time, 11
Employee Definitions, 3
Bargaining Unit, 4
Contract, 3
Exempt, 4
Non-Exempt, 4
Part-time, 3
Seasonal, 3
Temporary, 3
Trainee/Apprentice, 4
Employment List, 28
Evaluations, 7
Examination, 28
Exempt Employee, 28
Fair Labor Standards Act, 4, 5, 8, 9, 28, 29
Family Sick, 5
Firefighters, 4, 8, 14, 29
Fiscal Year, 28
FLSA, 4, 5, 8, 9. See Fair Labor Standards
Act
Full-Time Employee, 29
Full-time Employees, 3
Funeral Leave, 5
Glossary, 28
Hiring Rate, 6
Holiday Pay, 9
Holiday Schedule, 26
Holidays, 5
Job Title, 29
Jury Duty, 5
Lateral Transfer, 7
Military Leave, 5
Non-Contract Employee, 29
Non-Exempt Employee, 29
Non-paid status, 8
Out of Class, 11
Overtime, 8
Overtime, 29
Part-Time Employee, 29
Pay Dates, 27
Pay Period, 5
Pay Pedods, 27
Pay Plan A - Non-Exem pt, 30
Pay Plan B - Exempt, 39
Pay Policies, 5
Pay Range, 29
Paycheck Distribution, 5
Performance Evaluations, 7
Personnel Policy Manual, 29
Personnel Policy Manual (PPM),, 3
Police, 8
Lieutenants, 4, 16
Officers and Detectives, 4, 18
Sergeants, 4, 20
Position, 29
Probationary Employees, 29
Probationary Period, 29
Promotion, 6
Promotion, 29
Reclassification, 29
Reclassifications, 7
Regular Employee, 29
Regular Hours, 5
SEIU
Blue Collar, 4, 22, 23
White Collar, 4, 24, 25
Sick Leave, 5, 11
Transfer, 7
Tuition Reimbursement, 10
union contract, 3, 6, 9
Union Employee, 29
Vacation Leave, 5
Vacation Pay, 9
Work Week, 5
Workers' Compensation, 10
Working Out of Class, 11
46
NOTES:
47