R02-012RESOLUTION R02 - O I~
A RESOLUTION OF THE CITY COMMISSION OF THE
CITY OF BOYNTON BEACH, FLORIDA, APPROVING
AN-D ADOPTING THE REMAINDER OF THE 2001-
2002 PAY PLAN; AND PROVIDING AN EFFECTIVE
DATE.
WHEREAS, the rate ranges incinded in the plan for tiffs fiscal year were
~reviously approved by the Commission; and
WHEREAS, the attached Pay Plan insures that the City pay administration is
onsistent and equitable in all applications; and
NOW, THEREFORE, BE IT RESOLVED BY THE CITY COMMISSION
~F THE CITY OF BOYNTON BEACH, FLORIDA, THAT:
Section 1. The City Commission of the City of Boynton Beach, Florida does
:reby approve and adopt the remainder of the 2001-2002 Pay Plan, a copy of which is
attached hereto as Exl~bit "A", and made a part hereof.
Section2. Implementation of the pay plan adjustments may not effect
>argaining unit employees unless consistent with their collective bargaining agreements,
'esolved by impact bargaining, or waived;
Section 3. This Resolution will become effective immediately upon passage.
PASSED AND ADOPTED this I$' day of January, 2002.
Mayor /
kTTEST:
Commissioner
· Plan.doc
City of Boynton Beach
2001-2002
Pay Plan
Position Classifications
1/1/02 1
TABLE OF CONTENTS
COMPENSATION PLAN ............................................................................................................................... 4
EMPLOYEE DEFINITIONS ................................................................................................................. · ......... 4
Fu i-time Employees .................................................. : ............................................................................... '~
Part-time/Tern ~)orary/Seasonat Employees ................................................................................................ 4
Individual Contract Employees ................................................................................................................... 4
Exempt Employees .................................................................................................................................... 5
Non-Exempt Employees .......................................................................................................................... 5
Bargaining Unit Employees ........................................................................................................................ 5
Trai~ee/A~prentice ................................................................................................................................... 5
PAY POLICIES ............................................................................................................................................. 6
Work Week ................................................................................................................................................ 6
Hours Included in Work Week .................................................................................................................... 6
Pay Period ..................................................................................................................................... : .......... 6
Paycheck Distribution ................................................................................................................... .-. ........... 6
Compensation Rates ................................................................................................................................. 6
Hidng Rate ................................................................................................................................................. 7
P rom otio n .................................................................................................................................................. 7
Demotion ................................................................................................................................................... 7
Lateral Transfer ....................................................................................................................................... 8
Reclassifications ........................................................................................................................................ 8
Performance Evaluations ........................................................................................................................... 8
Non-paid Status ......................................................................................................................................... 9
Overtime .................................................................................................................................................. 1 0
Compensatory Time .............................................................................................................................. 1 0
Holiday Pay ............................................................................................................................................ 1 1
Vacation Leave Pay ................................................................................................................................ 1 1
Sick Leave Pay ........................................................................................................................................ 1 1
Leave Of Absence .................................................................................................................................... 1 1
Tuition Reimbursement ............................................................................................................................ 1 1
Workers' Compensation ........................................................................................................................... 12
Disability ................................................................................................................................................. 1 2
Emergency Cash-In o! Vacation and/or Sick Leave Time .................................. 12
Sick Leave Transfer of Time (Donated Time) .......................................................................................... 1 3
Wo~ing Out of Class - Administrative' Policy' Manual 6.5.1 ..................................................................... 1133
UnauthOrized Absence from Work ...........................................................................................................
Resignation/Termination Pay ................................................................................................................... 1 3
Pay Plan A (Non-exempt) ............................................................................................................................ 1 5
Pay Plan B (Exempt) ................................................................................................................................... 24
1/1/02 2
Pay Plan C (Firefighters)
IAFF Bargaining Agreement ................................................................................................................... 32
Pay Plan D (Police)
F'BA, FOP Bargaining Agreements .......................................................................................................... 34
2001 - 2002 Pay Pedods - Pay Dates ........................................................................................................ 37
Bargaining Unit Job Titles
White Collar Unit Job Titles ..................................................................................................................... 39
Blue Collar Unit Job Titles ........................................................................................................................ 40
GLOSSARY
INDEX
l/l/02 3
CITY OF BOYNTON BEACH
2001-2002 PAY PLAN
COMPENSATION PLAN
The 2001-2002 comoensation plan of the City of Boynton Beach as adopted shall remain in effect untit
superceded. The comcensation alan 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 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 vanous collective
bargain!ng agreements, additions or deletions to this pay plan will not affect members of b~rga~mng
units unless ratifiedas an amendment to their current contract.
Unless it is outlined in a Jnion contract or in policies that supemede this document, the pay plan is the
final indicator in the administration of payroll matters1 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. Each new employee must successfully complete a twelve month
probationary period.
Part-time/Temporary/Seasonal Employees
Hired for and regularly scheduled for fewer than 36 hours per work week. Em ployees 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 wdtten letter of appointment treat stipulates
term of the contract, salary, benefits and all other terms and conditions of employment.
1/1/02 4
Exempt Employees
The Fair Labor Standards Act (FLSA~ allows for specific exemptions from tiqe Act's regulations. These
exemptions are oaseo 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 indeoendent judgment.
Non-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 m~n~mum wage set Dy federal law.
For shift schedule F ref ghters, overtime is paid for all nours tt~e employee ~s required by his/her
supervisor to stay longer than the assignee 24-hou r schedule.
For Police Officers assigned to an 11.5-hour schedule, overtime is paid for all hours worked in excess
of 170 hours in a 28-day work cycle.
Barqaininq Unit Employees
Employees whose positions have been certified by the Public Employee Relations Committee (RERC) as
appropriate for inclusion in one of the following bargain units:
IAFF - Firefighters
FOP - Police Lieutenants
PBA - Police Officers and Detectives
FOP - Police Sergeants
SBU - Blue Collar Positions
SEIU - White Collar Positions
Trainee/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 pedod not to exceed 6 months. When the employee attains the proficiency or
certification during or by the end of the six months, they can be advanced to the normal starting -ate of
pay. The trainee will remain on pr(~bationary status until the end of their first year of employment. No
trainee appointment shall extend beyond 6 months without proceeding to the starting rate for that
classification. If the trainee does not meet standards at the six month evaluation, the Department
Head and Human Resources Director will discuss the options available and (~etermine the course of
action on a case by case basis.
1/1/02 5
PAY POLICIES
Work Week
The City Manager shall establish hours of work n accordance with me neeas 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 followin9 Sunday for a total of seven consecutive days.
Hours Included in Work Week (Bargaining Unit contracts may vary.)
Counted toward overtime:
Regular scheduled hours worked
Vacation Leave
Sick Leave
Not counted toward overtime: Holidays
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
Pay Period
Each pay pedod is comprised of two consecutive work weeks. Each pay pedod starts at 12:01 a.m.
Monday and ends at 12:00 a.m. (midnight) Sunday 14 consecutive days later.
Paycheck Distribution
Paychecks will normally be distributed on Fdday following the close of the pay pedod. Pay distribution
will be adjusted to accommodate City observed holidays or emergencies that fall on a typical Friday
pay date. The convemence of direct deposit is available for all employees. See Appendix A for check
distribution dates.
Compensation Rates
All rates included in the compensation schedule represent the standard rates of compensation for
employees. Positions which ars 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. Firefighte[ rates are listed in Pay Plan C.
Sworn Police_personnel rates are listed in Pay Plan D.
The plans determine the comparable worth of each position and set 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 bargaining unit contract and the pay plan be used together for the same issue.
1/1/02 6
Hirinq Rate
The beginning rate of pay for a classification shail be pa~d to any person who meets ~ne minimum
qualifications required for the position.
A salary higher than the minimum may be approved when the new employee possesses qualifications
aha exoerience in excess of the minimum required and therefore iustifying employment at a higher
rate. A request for a hiring rate that exceeds the minimum of the grade must Ue approved by the
Human Resources Director, the Finance Director and the City Manager prior to making the
empioymem offer.
Promotion:
Employees interested in applying for a promotional opportunity must have been in their current gosition
for a minimum of six months and have at least a meets standards performance level. Each promoted
employee must successfully complete a six month probationary pedod in the new positron.
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 otto minimum of new grade whichever is higher
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):
+1 0% of mid-point of new grade or to minimum of new grade, whichever is higher
n no event will the employee's base rate of pay exceed the maximum for the position to which me
promotion ~s 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-Eoint of current grade (position leaving)
Decrease o! 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
(~emotion is made.
The pay of a promoted employee who is demoted pdor to completion of a probationary period, will be
reduced by the same amount as the promotional increase.
1/1/02 7
Exceptions to this policy may occur if there is a department restruotunng that resu ts n an nvoluntary
demotion for one or more employees. The City Manager must approve any restructuring and resulting
demotions.
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 ;~ay rate.
Reclassifications
Positions may be considered for reclassification dray upon written request of the Department Head.
including deta led justification. If the reclassification is for a change to an existing position classification
(e.g. Grade 13to Grade 14), the incumbent must complete a position questionnaire, which wit then be
eva uated by the Human Resources Department. If the request is to c~ange from one current position
classification to another (e.g. Office Assistant to Office; Assistant. Sr.)~ that justification must be included
in the Department Head's request.
Reclassification requeSts.will be considered each year dudng the budget process. Reclassifications
requested during the fiscal year will be considered only if the department is ,estructuring or realigning
major responsibilities. Mid-year reclassifications must have the approval of the HR Director.' Finance
Director and City Manager.
Implementation of any reclassification, whenever approved, will not become effective until the necessary
funds are available in the department budget. Any salary change required by a reclassification will
become effective as of the date the reclassification is approved.
Performance Evaluations
For the full Policy, procedures and forms for the performance appraisal program, refer to the
Performance Evaluation Manual. (Some bargaining unit contracts may vary.)
Employee pedormance evaluations provide a valid basis for personnel decisions relative to
compensation, promotion, training, retention, and performance-related personnel actions. Evaluating
performance ~s a continuous process that takes place throughout the year. The formal evaluation
process is an opportunity to reinforce the guidance and information that the supervisor provides to tiqe
employee throughout the evaluation period.
The basic evaluation schedule will be as follows:
1/1/02
FU [I time employees who are hired on or between Apdl 1" and September 30~" will receive
their merit increase upon successful completion of their twelve-month probationary period. Full time
employees who-are hired on or between October 1" and March 30th will receive their merit increase
as part of the first scheduled evaluation period following successful completion of the twelve-month
probationary pedod. No medt increases will be awarded during the probationary pedod. All new hires
will be eligible to receive any market adjustments as may be included in the budget.
· Each April 1% all employees will receive a performance evaluation based on goals and
measurements agreed to the previous Apdl 1 s,
· Each October lSL all employees will receive a 6-month mid-year review to ensure that
everything is on track for the completion of all goals by their deadlines.
8
· FL I-time employees who are promoted before September 30'n will receive their 6 month
evaluation six months from the date of the promotion and will receive cons~aerat~on for a mere
increase in the April 1'~ program.
· Full-time employees who are promoted after October 1s, will not participate in the Aoril ts'
program, but will receive consideration for a medt increase at the end of their six month probation and
will thereafter be included in the next year's April 1s' program.
· =art time employees who are hired to full time status on or between Acril lS' and September
30m wdl receive their merit increase upon successful completion of their twelve-month probationary
period. Part time employees who are hired to full time status on or between October 1st and March
30~ will receive their merif increase as part of the first scheduled evaluation period following
successful completion of the twelve-month probationary pedod. Nc merit increases will be awaroed
during the probationary pedod. Part time employees who are hired to full time status will be eligible to
receive any market adjustments as may be granted by the City Commission.
· Employees who transfer to another department on or before September 30" will have their
performance evaluations done by the recerving department.
· Employees who transfer to another department after October 1~' will have their e~aluations
for the pedod of their employment done by their former supervisor. This evaluation will for~ a part of
the final review that will be done by the current supervisor.
· Human Resources will provide notice when performance evaluations are due. The
department and HR will provide follow up to ensure all deadlines are met.
In order to receive an annual increase in pay, an employee must be given a written performance
evaluation by their supervisor to determine the employee's ability to continue performing the auties of
their job. The amount of the ~ncrease will be based upon the amount approved in the budget for the
appropriate performance rating. Failure of a supervisor/department head to oomptete an employee's
performance evaluation ~n a timely manner shall be reflected on that supervisor's/department head's
annual performance evaluation.
Employees who receive a performance evaluation which "does not meet standards" shall not receive
an increase until they receive a performance evaluation which does "meet standards". Such increase
shall not be retroactive to the employee's annual evaluation date, but instead,, shall become effective
as of the date that the employee's performance "meets standards". An employee who does not meet
standards at the re-evaluation is subject to a non-disciplinary performance-based termination.
Non-paid status (Bargaining Unit contracts may varyl
Employees must be in a paid status for a minimum of 24 hours per week in order for the City to
continue payment of their benefits premiums.
Employees in a non-paid status for more than 16 hours in a work week will be personally responsible
for payments to the City for all insurance premiums, their own as well as any dependent premiums
(medical, life. dental, etc,).
No increments will be added to sick and vacation leave balances if an employee ~s in a non-paid
status for more than 16 hours in a work week.
1/1/02 9
Overtime (Bargaining Unit contracts may vary).
The Fair Labor Standards Act (FLSA/ orowdes that non-exempt employees are eligible to be paid at
the rate of time ano one half (11/2) for any nours worked over their regular work week of forty (40) nour.
Overtime rate of pay is calculated by multiplying the employee's regular hourly raze oy one and one
half times. (See the pay plan for hourly rates).
ExamPle: Regular hourly rate: 9.62
X 11/2
Overtime houdy rate 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 pdor 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 payare not included in determining the time and a half rate:
1. Discretionary bonuses paid in recognition of services ~edormed during certain pedods.
2. Payments made for benefits. -
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. Some exceotions for the Recreation department summer program
employees exist based on the FLSA.
The sworn members of the police and fire departments are covered under the FLSA 7k provision. See
bargaining unit contracts for details.
Compensatory Time (Non exempt employees only)
The City ~as adopted the following schedule that ~s in compliance with FLSA for non-exempt
employees. All compensatory time must have prior approval of the individual's supervisor/manager.
Non-exempt: Compensatory time is used at the same rate the overtime rate would be paid fsee
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 bargaining unit contract.
1, 1/02 1 0
ADDITIONAL INFORMATION
Holiday Pay
Employees shall be [3aid for City of Boynton Beach designated legal holidays (see Appendix A for
holiday schedule). Those called to work shall also be paid for time worked as provided. Hourly rate
employees must work their fuji regular work days immediately before and after the holiday or be in an
authorized pay s~a[us on their full regular work day immed ately before and after the holiday to receive
pay for the holiday. Part-time. temporary and emergency appointed employees are not eligible for
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 t me plus holiday pay,
2. Be paid for the holiday and be given the hours worked on that holiday as straight time or as
compensatory time to be used within 30 days of the date earned.
Vacation Leave 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.
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.
Sick Leave Pay
Sick leave will be paid at the employee's regular rate of pay. Employees will aCcrue sick time each pay
period and may take the time as needed upon accrual. Forty hours per year may be taken for the
illness of an immediate family member, and will be subtracted from the employee's sick leave bank.
Employees who have completed at least 5 years of service and then leave the City's employ, will be
paid for any unused accrued sick time at a percentage based upon completed years of service.
Consult the sick leave policy for the accrual and pay-out schedule.
Leave of Absence
Eligible employees who have completed their probationary period may request unpaid leave for
personal reasons after using applicable paid leave. Requests for leave must be in wdting. Leaves of
absence without pay of up to 30 calendar days can be approved by the employee's Department Head
and the Human Resources Director. Leaves of absence in excess of 30 calendar days must be
approved by the City Manager.
Employees are expected to continue to pay for any benefit premiums, including their own personal
coverage, while on leave without pay by sending premium payments to the Finance Department.
Tuition Reimbursement Bargaining unit contracts may vary.
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
See the Professional Development program manual for full policies and procedures.
1/1/o2 11
Workers' Compensation
Whenever an employee is totally disabled from duty for a pedod of no more than seven (7) calenaar
days because of an injury determined to be compensatea under the prowsion of the Workers'
Comoensation Act. he/she snail 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 eno of the three months or sooner, the R sk Manager, De?_artment Head and Human Resources
Director will review the case for a determination of the employee s physl,cal abi ty to perform his/her
City employment and extend the sa a. ry supplement. ,A_ re(~ommendati~)n for action will be submitted to
the C ty Manager for approva. A report from the City s physician and the employee's attending
physician will be considered along with al!. other ret~va~t factors, n no case wi I the salary supp ement
be extended beyond six (6) months from date of injury.
Disability
Employees who ara on disability leave, i.e., medical, workers' compensation, etc., will have their
positions held tora 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 ngnts for
reinstatement in their open position or any other position.
Emer,qency Cash-In of Vacation and/or Sick Leave Time
(Bargaining unit contracts may vary.)
Employees faced with sudden extraordinary cimumstances of hardship who have in excess of 40
hours of accrued vacation are eligible to request emergency cash in of vacation. 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 work day.
Employees who do not have enough vacation time to use for the total amount of' emergency cash may
consider including sick leave hours. Sick leave hours cash-in will be calculated at 50% of the
employee's hourly rate. The total of vacation and sick may not exceed 80 hours and vacation hours
must always be used before sick hours.
A request must be made in writing outlining the emergency and submitted to the Human Resoumas
Director on theappropnate form. A committee compnsed of the City Manager, Finance Diractor 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.
1/1/02 12
Sick Leave Transfer of Time (Donated Time)
A full-time employee who rs 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 aonated s~ck time
from other members of their department. If the employee ~s still unable to return to work after ail
aepartment donated time has been used, the department head may requestthe Human Resources
Director to reauest donated sick time from the general employee population, Employees wishing to
donate time may use either accrued sick or vacation time. but must have 120 hours remaining in the
comfibuting bank after the aonation. Donations must be maae in 4 hour increments.
Workin.q Out of Class - Administrative Policy Manual 6.5.1
When an employee is qual f ed for and is temporarily assigned the authority, duties and responsibility
i=or a pos tion a located to a higher classification, the employee Shall receive an increase in salary to
the minimum of the class temporarily assigned Or fve percent (5%) over the emp oyee's ragu ar rate of
pay, whichever is greater. All out of claas assignments must be made by the supervisor and receive
prior approval from the Departmentr Head. Ail out of class payments shall be based
[~pon a regular and continuous assignment and shall be pa~ici for all time worked in the position, once
the employee hascohtinuously performed the a~dditional duties for a minir ~um Of two consecutive
weeks :(Sd hours)SUCh payment sba I be made only for thetime the amp 0yea is actually performing
the higher level duties.and will be retroactive to the first day th~ employee assumes the p~sitien. The
provisions of this paragraph will not apply When performing ~he dati~ or.ti t~ position alldcated to a
higher classificatii)n for the pu rp0sesof trairiing, or if the issue Df iwerk~ng ~b~ of ctass is covered by a
collective bargaining agreementl Employees may :no'~ aSSign themselves ! 3 w~rk~out of class.
Employees may be assignedto a spit of theduties n the higher ClaSSific~ ti~n, however, such split
must be even y divided between 'employees Compensation sha be Split evenly as well.
Upon rele,a, se from duties and responsibilities of the position assigned to a. higher classification, the
employee s salary will ~e reduced to the rate the employee woul8 be receiving had the temporary
assignment never been made.
Working Out of Class has no correlation to position reclassification and should not be confused with or
considered as such.
Unauthorized Absence From Work
Unauthorized absence is defined as failure to meet the assignee schedule and/or failure to notify the
department as required. If an unauthorized absence continues for a pedod of three (3) working days,
the department head may be consider the employee as having abandoned the job and given a
voluntary resignation.
Resignation/Termination Pay
There is no termina{ion or severance pay, except payment for accumulated sick and vacation time as
otherwise prov ded by policy.
For additional information on resignations and terminations, refer to the Personnel Policy Manual.
section VIII.
Note: Some individual letters of appointment may include termination pay prowsions.
wl/02 13
Pay Plan A:
Non-Exempt Positions
1/1/02 14
,.- ~ o ~ ~o o4 ~ co o o ~ i~
o '~ ~ o~ ~ ~ ~ o ddi
Z Z Z Z Z ~ Z Z Z Z Z Z iZ Z Z Z Z Z Z Z
_ ~ = ._ --= = = !~~ B = ~
Z
Z Z Z Z Z Z Z Z Z Z Z Z Z Z Z Z
~ ~ o~ <<~~ ~
Pay Plan B:
Exempt Positions
1/1/02 23
Pay Plan C:
Firefighters
1/1/02
31
· 'r -
Pay Plan D:
Police Officers
Police Sergeants
Police Lieutenants
1/1/02
33
Appendix A:
Holiday Schedule
Pay Periods - Pay Dates
1/1/02
35
2001 - 2002 HOLIDAY SCHEDULE
Holiday
Veteran's Day
Thanksgiwng Day
Day After Thanksgiving
Christmas Eve
Christmas Day
New Year's Day
Martin Luther King Jr. Day
President's Day
Memodal Day
Independence Day
Labor Day
Veteran's Day
Thanksgiving Day
Day After Thanksgiving
Christmas Eve
Christmas Day
New Year's Day
Observed
2001
Thursday, November 12. 2001
Thursday, November 22
Friday, November 23
Monday, December 24
Tuesday, December 25
2002
Tuesday, January 1. 2002
Monday, January 21
Monday, February t8
Monday, May 27
Thursday, July 4
Monday, September 2
Monday, November 11
Thursday, November 28
Fdday, November 29
Tuesday, December 24
Wednesday, December 25
2003
Wednesday, January 1. 2003
1/1/02 36
2001 - 2002 PAY PERIODS - PAY DATES
Pay Period
Pay Date
Paychecks will normally ge als~nbuted on Friday following the
close of the pay penoa, Pay d,stnbut~on will be adjus[ea [o
on a ~ ~ical Friday pay aate
Septeml~er 24 - October 7
2. October 8 - October 21
3. I Octouer 22 - November 4
4. November 5 - November 18
5. / November 19 - December 2
6.II DeCember 3 - December 16
2001
· Friday, October 12.2001
Friday, October 26
Friday, November 9
Wednesday November 23
Friday, December7
Thu~day, December21
2002
Fdday, January 4.2002
Fdday, January 18 -
7. December 17- December 30
December 31 - January 13
January 14- January 27
1
January 28 - February 10
Friday, February 1
Friday, February 15
Fdday, March I
11. February 11 - February 24
12. February 25- March 10
13. March 11 - March 24
Friday, March 15
14. I March 25 - Apdl 7
Friday, March 29
Fdday, Apd112
Fdday, Apd126
Friday, May 10
15. Apri18-Apd121
16. I Apdl 22 - May 5
Friday, May 24
Friday, June 7
June 3 - June 16 Fdday, June 21
17. May6-May19
18. I May 20- June 2
19.
20. June 17- June 30
21. July 1 -July 14
22. July 15- July 28
23. July 29 - August 11
24.
25.
26.
Friday, July 5
Friday, July 19
Friday, August 2
Friday, August 16
August 12- August 25 Friday, August 30
August 26 ~ September 8 Friday, September 13
September 9 - September 22 Friday, September 27
1/1/02 37
Appendix B:
Bargaining Unit
Job Titles
1/1/02
38
Job Titles Covered by SEIU Local 1227 (White Collar Unit Job Titles)
12-12-01 Unit Clarification Pendinq'
All regular full-time employees in the following classifications:
00222
11952
11942
15252
22302
22202
04322
7O252
46202
11782
11762
11752
08222
08212
08201
11352
70212
11342
00332
00312
00342
00272
22312
22212
08282
70262
7O222
44202
11332
11302
25222
46222
46212
46232
30202
26202
0O2O2
00212
22342
24222
Administrative Clerk
Animal Control Officer*
Animal Control Officer Sr.'
Assistant Fire Marshall
Building Inspector
Building Inspector, Sr,
Buyer
CADD Technician
Chemist
Code Compliance inspector
Code Compliance Officer
Code Compliance Officer. Sr.
Communications Dispatcher
Communications Specialist
Communications Shift Leader*
Community Service Officer
Construction Inspector
Cdme Scene Technician
Customer Relations Clerk
Customer Relations Clerk. Sr.
Customer Relations Specialist
Data Suppor~ Technician
Electrical Inspector
Electrical Inspector, Sr.
EMS Billing Specialist
Engineering Plans
Analyst/Inspector
Engineering Technician
Environmental Inspector
Fingerprint Examiner
Forfeiture Specialist/Evidence
Custodian
Housing Rehabilitation Inspector'
Laboratory Field Technician
Laboratory Technician
Laboratory_Technician, Sr.
Library Associate
Occupational License Inspector
Office Assistant
Office Assistant, Sr. (except in City
Mgr. Office)
Permit Application Technician
Planning Technician
22332
22232
24232
22322
22222
11302
OO292
00342
00232
48222
Plans Review Analyst
Plans Review AnalysT, Sr.
Plans Review Technician
Plumbing and Mechanical Inspector
Plumbing and Mechanical lnsp., Sr.
Police Forfeiture Spec/Evid. Cust.
Police Records Clerk
Recording Secretary
SecreTary (except in Police)
Utility Field Inspector
EXCLUDED: "All managerial.
professional, supervisory,
confidential, cart-time employees
and all other employees of the City
of Boynton Beach."
1/1/02
39
Job Titles Covered by SEIU Local 1227 (Blue Collar Unit Job Titles)
12-12-01 Unit Clarification Pendinq'
Ali regular full-time employees in the following classifications:
44231
81391
81201
81211
54201
Assistant TV Specialist
Automated Truck Operator
Building Maintenance Mechanic
Building Maintenance Mechanic. Sr.
Bus Driver
81401 Chief Electrician*
82251
82261
82231
82241
82211
82221
82201
81221
81231
81241
81251
56211
56201
56221
63271
63281
81261
81271
04521
61211
61201
81281
63291
41211
81381
82321
81351
82301
82311
81361
61231
Crew Chief*
Crew Chief. Sr.'
Crew Leader
Crew Leader. Sr.-
Crew Worker
Crew Worker. Sr.
Custodian
Electrician
Electrician, Sr.
Equipment Operator
Equipment Operator. Sr.
Fleet Mechanic
Fleet Mechanic. Sr.
Fleet Service Technician
Golf Equipment Mechanic
Greenskeeper
Heavy Equipment Operator
HVAC Mechanic II
Inventory Control Specialist*
Lifeguard
Lifeguard, Sr.
Maintenance Technician
Mechanic/G reenskeeper
Meter Reader
Painter
Parks &-Recreation Crew Leader*
Parks Maintenance Specialist
Parks Maintenance Worker
Parks Maintenance Worker. Sr.
Pipelayer
Recreation Leader
04541
81341
04531
44211
44221
44241
81301
81321
81311
81331
42241
42221
42211
42201
42231
42231
81291
Service Writer*
Sign & Marking Technician
Storekeeper
TV Truck Specialist
Utilities Location Specialist
Utilities Location Specialist. Sr.
Utility Equipment OperaTor
Utility Maintenance Mechanic. Sr.
Utility Maintenance Mechanic'
Utility Service Technician
Water Plant Lead Operator'
Water Plant Operator I
Water Plant Operator II
Water Plant Operetor III
Water Plant Process Technician
Water Process Technician
Welder
INCLUDED: "All employees
employed in the public works
department, utilities deoartment,
parks and recreation department.
street department, warehouse
aeoartment, the greenskeeper, golf
course maintenance mechanic and
golf cart mechanic in the golf
course department and lifeguards
below foremen level."
EXCLUDED: "All cart-time and
seasonal employees, employees of
tl~e police and fire department, all
cledcai employees, all managerial
employees, all foremen, all
supervisors, alt technical
employees, and lifeguard captain."
1/1/02
4O
Appendix C: Glossary
1/1/02
41
GLOSSARY
The following words and terms shall nave tine meaning indicated unless the context clearly
indicates otherwise:
ADMINibl kLAT~VE POMCY MANUAL: the publication that contains official policy guidance of the
City Administration for all Qb/employees.
ANNIVERSARY DATE: an employee's date of hire or re-hire, whichever is later.
CALENDAR YEAR: standard calendar dates of .lanuary 1 through December 3~. of any year.
CLASS/CLASS[PLCA'F[ON: a position or group of positions having similar duties aha responsibilities,
requinng similar qualifications, which can be properly designated by a tit~e ir~dicative of
the nature of work and which carry the same range.
COMPENSATORY TT_ME: time off in lieu of payment for hours worked in excess of 40 ~er week.
Accrual and use of compensatory time must have the pdor approval of the employee's
supervisor, must be accrued at the rate it was eamed (example straight time for straign_t
time, time and one-half for time and one-half), and must be in accordance with the Fair
Labor Standards Act.
CON'BNUOUS SERV'[CE: 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 salary
range than the position from which the assignment is made.
D1;SMI[SSAL: the discharge of an employee from his/her position with the City. The terms
termination and dismissal are interchangeable.
EMPLOYMENT LIST: a list of persons who nave been found qualified for appointment to a position
in a particular class.
EXAMI~NAT~ON: any selection instrument,s), technioue 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, wdtten 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 eiigibte for) overtime.
F~SCAL YEAR: the Ob/s financial accounting year from October I through September 30 of any
year.
FULL-T~ME EMPLOYEE: an employee who is regularly scheduled to work a minimum of 36 hours
per week.
1/1/02 42
]OB I l I LE: a definite descriptive designation for a job classification.
NON-CONTRACT EMPLOYEE: any em p~oyee who is not employed under an individual employment
contract or covered by a collective bargaining agreement.
NON-EXEMPT EMPLOYEE: any employee whose posibon is determined by the Fair Labor Standards
Act to be eligible for overtime after 40 hours of work ~er weeK.
OVERTIME PAY: pay for overtime worked in excess of 443 hours ~er week Certain schedules in
Police and Fire may differ.
PAY RANGE: a salary range established by t~e Qb/Commission with a minimum and maximum
base salary.
PART-T] HE EMPLOYEE: means an employee who is scheduled to work fewer than 36 hours ~er
week.
PERSONNEL POLICY MANUAL: the publication that contains me personnel policies to be fotlowed
and applied to all non-contract employees and, whenever ~ncorDorated. into bargainirjc, g
unit agreements or individual appointment contracts.
POSITION: a group of duties assigned to one person or job.
PROBAT]ONARY EMPLOYEES: any emptoyee who is serving n a new position either by
appointment, promotion, demotion, or reclassification.
PROBATIONARY PEP[OD (Initial): a period of twelve (12) months from date of hire or Promotion
from a ~art-time to a full-time oosition. During this ~eriod an employee may be
discharged, demoted, or suspended without warning or statement of cause.
PROMOTION: the assignment of an employee to a posiUon in a higher class having a higher salary
range than the position from which assignment is made. There is a probationary period
of six (6) months from the date of promotion.
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.
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 haiti This procedure will be followed if an employee reports to work late.
UNION EMPLOYEE: an employee whose position is within a cartified bargaining regardless of
whether or not the employee elects to pay membership dues to the bargaining unit.
1/1/02 43
Index
1/1/02 44
7/8 Minute Rule, 10, 45
Administrative Leave. 6
Administrative Policy Manual. 43
Administrative Policy ManuaI,APM. 4
Anniversary Date, 43
Bargaining Unit, 5.7
Beginning Rate of Pay, 7
Calendar Year. 43
Class/Classification. 43
Comoensation Plan. 4
Compensa~,on Rates, 6
Compensatory Time, 10, 43
Continuous Service. 43
Contract Employee, 43
Demotion, 7, 43
Disability, 12
Qismissal, 43
Donated Time 13
Em. erg~ncy Cash in of Vacation Time. 12
Employee Definitions. a
Ba~gaihing Unit. 5
C0n;cabt. 4
Exempt, 5
NomExempt, 5
Part-time, 4
Seasonal. 4
Temporary, 4
Trainee/Apprentice. 5
Employm?nt List. 43
Evalu~iiohs. 8
Examination. 43
Exempt Employee, 43
Fair L~abor Standards Act, 5, 6, 10, 43.44
Family'Si~:k Allowance 6. 11
Firefighter. 5. 6
Firefig,hters, 10
Firef (jhters Pay Plan, 33
Fiscal Year, 43
FLSA. 5, 8. 10. See Fair Labor Standards Act
Full-Time Employee. 4. 44
Funeral Leave. 6
Glossary, 43
Hiring Rate. 7
Holiday Pay 11
Holid§~' Schedule. 37
Holida~ys. 6 -
Job T. itle, 44
Jury Duty, 6
Lateral, Transfer. 8
Leave of Absence. 11
Leave'Without Pay, 6
Letter of Appointment. 4. 13
Mitita~ Leave. 6
Minimum Qualifications. 7
1/1/02
INDEX
Non-Contract Emoloyee. 44
Non-Exem[}r Employee. ,~4
Non-Paid Status. 9
Out of Class 13
Overtime. 10, 44
Part-Time Employee, ~
Pay Dates. 38
Pay Period. 6
Pay Periods. 38
Pay Plan A fNon-exemot). 15
Pay Plan B (Exempt), 25
Pay Policies. 6
Pay Range. 44
Paycheck Distribution, 6
Performance Evaluations. 8
Personnel Policy Manual fPPM/. 4. 44
Police, 6, 10
Lieutenant. 5
Officer and Detective. 5
Sergeant. 5
Police Officers. 5
Police Pay Plan, 35
Positior 44
Probationary Employees, 44
Probationary Period. 44
Professional Develoornent. 12
Promotion. 7.44
Reclassification, ~
Reclassifications, 8
Regular EmplOyee, 44
Regular Hours, 6
Resignation, 13
SEIU
Blue Collar. 5, 4~
White Collar. 5, 40
Sick Leave, 6, 13
Sick Leave Pay. 11
Sick Leave Pay-Out. 11
Suseension, 6
Termination, 13
Transfer, 8
Tuition Reimbursement, 11
Unauthorized Absence. 13
Union Contract, 4, 7, 10
Union Employee. 45
Unpaid Leave, 11
Vacauon Leave, 6
Vacation Pay, 1 1
Work Week, 6
Workers' Compensation, 12
Working Out of Class. 13
NQTES:
1/~/o2 46