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88-MMMRESOLUTION NO. 88-M~4 A RESOLUTION OF THE CITY OF BOYNTON BEACH, FLORIDA ADOPTING PAY PLANS FOR FISCAL YEAR 1988/89 BE IT RESOLVED BY THE CITY COMMISSION OF THE CITY OF BOYNTON BEACH, FLORIDA; That the Pay Plan for municipal employees attached hereto and made a part hereof is hereby adopted, ratified and approved. The rate is an approximate 3.5% increase. This is for all city employees with the exception of bargaining unit employees, and will be effective October 6, 1988. PASSED AND ADOPTED THIS 28TH DAY OF SEPTEMBER, 1988 CITY OF BOYNTON BEACH, FLORIDA CITY COMMISSIONER COMMISSIONER h CITY COMMISSIONER ATTEST: cg%J CORP. SEAL RESOLUTION NO. A RESOLUTION OF THE CITY OF BOYNTON BEACH, FLORIDA ADOPTING PAY PLANS FOR FISCAL YEAR 1988/89 BE IT RESOLVED BY THE CITY COMMISSION OF THE CITY OF BOYNTON BEACH, FLORIDA; That the Pay Plan for municipal employees attached hereto and made a part hereof is hereby adopted, ratified and approved. The rate is an approximate 3.5% increase. This is for all city employees with the exception of bargaining unit employees, and will be effective October 6, 1988. PASSED AND ADOPTED THIS 28TH DAY OF SEPTEMBER, 1988 ci~ OF BO~T..ON .BEACH, F~RIDA MAYOR ~/ CITY COMMISSIONER CITY CO~.ISSION~R. CITY COMMISSIONER ATTEST: .CORP. ~SEAL CITY OF BOYNTON BEACH PAY PLAN - RESOLUTION ~88-- EFFECTIVE OCTOBER 6, 1988 NON-EXEMPT EMPLOYEES 88/89 - A GENERAL CLERICAL 0101 0110 0120 0181 0182 0183 0121 0125 0130 0140 0t50 0160 0161 0170 0171 0430 0470 CLERK I ......................................... 16 CLERK II ........................................ 18 CLERK III ....................................... 20 CITIZEN SERVICE CLERK I ......................... 17 CITIZEN SERVICE CLERK II ........................ 19 CITIZEN SERVICE CLERK III ....................... 21 CLERK STENOGRAPHER .............................. 21 SHIFT CLERK ..................................... 19 SWITCHBOARD INFORMATION CLERK ................... 16 SECRETARY I ..................................... 19 SECRETARY II .................................... 21 SECRETARY III ................................... 23 ADMINISTRATIVE ASSISTANT I ...................... 25N RECORDING SECRETARY ........................ ~ .... 25 DATA SYSTE /RECORDS CLERK. · .- .21 PERSO EL TEO IOIAN ...... ........................................... 23 COMMUNICATIONS 2403 2402 2401 SENIOR DISPATCHER. .............................. 26 DISPATCHER II ................................... 22 DISPATCHER I .................................... 18 FINANCE 0301 0310 0315 0325 0360 0361 PAYROLL CLERK ................................... 23 ACCOUNTING .CLERK I .............................. 18 ACCOUNTING CLERK II ............................. 21 CASHIER II ...................................... 18 ACCOUNTANT I .................................... 22 ACCOUNTANT II .................................... 26 DATA PROCESSING/UTILITY BILLING 0321 0322 0335 0340 0341 0370 COMPUTER OPERATOR ............................... 20 DATA ENTRY CLERK ................................ 17 CUSTOMER SERVICE CLERK .................. . ........ 22 CUSTOMER RELATIONS CLERK I ...................... 18 CUSTOMER RELATIONS CLERK II ..................... 19 PROGRAMMER ...................................... 24 PAY PLAN FOR NON-EXEMPT EMPLOYEES "A" 88/89 INSPECTION - BUILDING AND ZONING 0501 0502 0505 0510 0515 0520 0525 0530 0535 0540 0541 0542 0585 0590 OCCUPATIONAL LICENSE A~MINISTRATOR .............. 27 OCCUPATIONAL LICENSE HIEL~ INSPECTOR ............ 24 CODE & LICENSE INSPECTOR ........................ 24 BUILDING INSPECTOR I ............................ 26 BUILDING INSPECTOR II. .......................... 28 PLUMBING & MECHANICAL INSPECTOR I ............... 26 PLUMBING & MECHANICAL INSPECTOR II .............. 28 ELECTRICAL INSPECTOR I... ........................ 26 ELECTRICAL INSPECTOR II ......................... 28 PLANCHECK INSPECTOR ............................ 28 PLAN REVIEW ANALYST I ''''''''''''''------.-.....22 CODE & REHABILITATION INSPECTOR ................. 25 LANDSCAPE/ENVIRONMENTAL INSPECTOR ............... 28N ENGINEERING 0601 0620 0621 ENGINEERING AIDE I . ENGINEERING INSPECTOR I ......................... 26 ENGINEERING INSPECTOR II ........................ 28N UTILITIES '0801 0805 0830 0831 0832 0901 0910 0920 0930 0931 1105 1110 1120 1130 1131 1201 1210 1220 1221 1222 1250 WATER METER READER .............................. 19 INVENTORY & RECORDS CLERK ....................... 20 UTILITY MAINTENANCE MECHANIC I .................. 22 UTILITY MAINTENANCE MECHANIC II .... ' ............. 24 UTILITY MAINTENANCE MECHANIC III ................ 26 WATER PLANT OPERATOR TRAINEE. ................... 20 WATER PLANT OPERATOR I .......................... 23 WATER PLANT OPERATOR II ......................... 25 WATER PLANT OPERATOR III ........................ 27 WASTEWATER PLANT OPERATOR I ..................... 23 LAB TECHNICIAN TRAINEE .......................... 20 LAB TECHNICIAN I ................................ 23 LAB TECHNICIAN II ............................... 25 LAB TECHNICIAN III CHEMIST .............................. 27 ......................................... 28N UTILITY MAINTENANCE TECHNICIAN I ................ 22 UTILITY MAINTENANCE TECHNICIAN II ....... ' ........ 24 UTILITY MAINTENANCE TECHNICIAN FOREMAN III ...... 26 LOCATION SPECIALIST ............................. 22 FIRE HYDRANT SPECIALIST .......................... 22 F.C.C. RADIO TECHNICIAN ......................... 28 PUBLIC WORKS PAY PLAN FOR NON-EXEMPT EMPLOYEES "A" 88/89 1420 1425 1445 1450 1451 REFUSE COLLECTOR I .... % ......................... 18 REFUSE COLLECTOR II...~ ........... .............. 19 ANIMAL WARDEN I ................................. 19 ANIMAL WARDEN II ..... . .......................... 22 ANIMAL CONTROL SUPERVISOR ....................... 26 SKILLED TRADES 1510 1515 1520 1525 1530 1535 1545 1550 1552 1553 SIGN SHOP OPERATOR~ ............................. 20 PREVENTATIVE MAINTENANCE MECHANIC ............... 24 MECHANIC I ...................................... 20 MECHANIC II ..................................... 24 MECHANIC III .................................... 28 BUILDING MAINTENANCE MECHANIC I ................. 20 BUILDING MAINTENANCE MECHANIC II ................ 24 ELECTRICIAN I .................................. 24N ELECTRICIAN III .................................. 28 WELDER III. ..................................... 27N WAREHOUSE: 2501 2502 2503 WAREHOUSE FOREMAN ' WAREHOUSE INVENTORY CLERK I ..................... 18N WAREHOUSE INVENTORY CLERK II 20N GENERAL LABOR EQUIPMENT OPERATION_ 1401 1402 1410 1415 1426 1427 1601 1610 1620 1625 1626 1430 1432 1434 1435 1436 CUSTODIAN I ..................................... 16 CUSTODIAN II .................................... 17 MAINTENANCE WORKER I ............................ 17 MAINTENANCE WORKER II ........................... 18 MAINTENANCE TECHNICIAN .......................... 20 CREW LEADER ..................................... 20 EQUIPMENT OPERATOR I ............................ 19 EQUIPMENT OPERATOR II ........................... 21 EQUIPMENT OPERATOR III .......................... 23 EQUIPMENT OPERATOR IV ........................... 24 ASSISTANT T.V. SPECIALIST ....................... 20 FOREMAN I .................... ~ .................. 22 FOREMAN II ...................................... 24 FOREMAN III ............................. - ........ 26 IRRIGATION SPECIALIST I ......................... 21 IRRIGATION SPECIALIST II ........................ 23 LIBRARY 1701 1720 1730 1740 LIBRARIAN I ..................................... 22 LIBRARY ASSISTANT I ............................... 18 LIBRARY ASSISTANT II ............................ 19 LIBRARY ASSISTANT III ........................... 20 3 PAY PLAN FOR NON-EXEMPT EMPLOYEES "A" 88/89 RECREATION AND PARKS 1801 1805 1810 1820 1850 1855 LIFEGUARD I ..................................... 21 LIFEGUARD II. ......... ~ ......................... 23 LIFEGUARD CAPTAIN.. ~' 25 RECREATION SUPERVISOR I ......................... 22 RECREATION ~LEADER ............................... 15 RECREATION SPECIALIST ........................... 19 PLANNING 2292 PLANNING GRAPHICS TECHNICIAN ................ .. 25 POLICE 2010 2020 2040 2041 2042 2043 2045 POLICE AIDE ..................................... 18 POLICE OFFICER .................................. 27 POLICE DETECTIVE ................................ 28 PHOTO LAB TECHNICIAN ............................ 22 I.D. TECHNICIAN ................................. 22 CRIME SCENE TECHNICIAN ' 22 EVIDENCE CUSTODIAN .............................. 22 FIRE DEPARTMENT 1910 1920 1921 1922 1923 1924 1925 1926 1930 1940 1950 1951 1952 1953 **FIREFIGHTER ................................... 24 **FIREFIGHTER DRIVER ............................ 26 **FIREFIGHTER I ................................. 26 **FIREFIGHTER II ................................ 28 **FIREFIGHTER III ................................ 30 **FIREFIGHTER DRIVER/FIREFIGHTER I .............. 27 **PARAMEDIC OFFICER I ........................... 32 **PARAMEDIC OFFICER II (ENCUMBERED) ............. 32 **FIRE LIEUTENANT ............................... 32 **FIRE CAPTAIN .................................. 34 FIRE PREVENTION OFFICER I ..................... 30 FIRE PREVENTION OFFICER II (NEW CONSTRUCTION) ............. 32 FIRE PREVENTION OFFICER II (EXISTING CONSTRUCTION) ........ 32 FIRE INSPECTOR ................................ 26 **48 hour work week GOLF COURSE 2303 2304 2305 2308 GOLF COURSE MAINTENANCE FOREMAN ................. 26 GOLF COURSE MAINTENANCE MECHANIC ................ 24 GOLF CART MECHANIC .............................. 24 ASSISTANT GOLF PROFESSIONAL ..................... 15 CITY OF BOYNTON BEACH PAY PLAN FOR EXEMPT EMPLOYEES - "B" 1988/89 ADMINISTRATIVE/GENERAL 0260E 0261E 0262E 0270E 0275A 0280E 0290A 0480E 0481E 0271A 0294E 0297A 0420A 2500E 2610E FINANCE ASSISTANT CITY MANAGER .... 37 PUBLIC INFORMATION OFFICER ..................... 34 OMBUDSMAN ...................................... 34 ASSISTANT TO THE CITY'MANAGER .................. 35 DEPUTY CITY CLERK .............................. 30 CITY CLERK ..................................... 37 ADMINISTRATIVE ASSISTANT II .................... 27N PURCHASING AGENT/PERSONNEL DIRECTOR ............ 37 DIRECTOR OF MANAGEMENT SERVICES ................ 37 ADMINISTRATIVE ASSISTANT TO THE CITY MANAGER...30 RISK MANAGER ................................... 34 CITIZENS SERVICE MANAGER ....................... 30 PERSONNEL MANAGMENT SPECIALIST ................. 32 PROJECT MANAGER ................................ 34 DIRECTOR OF COMMUNITY REDEVELOPMENT AND REHABILITATION .............................. ~...37 0365A 0350A 0355A 0362A 0380E DATA BUDGET COORDINATOR ...................... ~ ...... 28 CITY TREASURER ................................. 34 ASSISTANT CITY TREASURER ....................... 27 ACCOUNTANT III ................................. 30 FINANCE DIRECTOR ............................... 39 PROCESSING 0372E 0373A DIRECTOR OF DATA PROCESSING .................... 37 PROGRAMMER ANALYST ............................. 30 BUILDING 0545A 0586A 0570E 0580E 0550A 0553A 0556A 0557P CHIEF PLAN CHECK INSPECTOR ..................... 30 CHIEF FIELD INSPECTOR .......................... 30 DEPUTY BUILDING OFFICIAL ....................... 35 BUILDING OFFICIAL .............................. 37 BUILDING CODE COMPLIANCE ADMINISTRATOR ......... 32N BUILDING CODE PERMIT ADMINISTRATOR ............. 32N ZONING & SITE DEVELOPMENT ADMINISTRATOR ........ 32N ENVIRONMENTAL IMPACT COORDINATOR ............... 32N ENGINEERING: 0630A 0635P 0638E ASSISTANT TO THE CITY ENGINEER ................. 34 CIVIL ENGINEER ................................. 35N CITY ENGINEER .................................. 37 PAY PLAN FOR EXEMPT EMPLOYEES "B" 1988/89 UTILITIES 0803A 0802A 0880A 0885A 0950A 0951A 0886A 0980A 1280A 1281P 1282P 1285P 1381P 1382A 1383P 1287A 1286E 1380E SUPERVISOR OF METER READERS .................... 28 ASSISTANT SUPERVISOR OF METER READERS ......... ~27 UTILITY SYSTEMS SUPERVISOR ..................... 34 ASSISTANT UTILITY SYSTEMS SUPERVISOR ........... 27 ASSISTANT WATER PLANT SUPERVISOR ............... 30 SUPERVISOR OF UTILITY MECHANICS ................ 32N ASSISTANT SUPERVISOR OF UTILITY MECHANICS ...... 30 WATER PLANT SUPERVISOR ......................... 34 ASSISTANT SUPERVISOROF UTILITY STATIONS ....... 32 UTILITY ENGINEER (PE) .......................... 35 ASSISTANT UTILITY ENGINEER (PE] ................ 34N UTILITY INSPECTOR .............................. 33 SR.CHEMIST .................................... .30N SUPERINTENDENT OF PIPELINES & CONSTRUCTION ..... 35N INDUSTRIAL PRE-TREATMENT COORDINATOR ........... 34 SUPT. OFpUBLIC WATER & PUMPING SYSTEMS ........ 35 ASSISTANT uTILITIES DIRECTOR ................... 37 UTILITIES DIRECTOR ............................. 39 PUBLIC WORKS 1460A 1470A 1480E 1485E 1570A SANITATION SUPERVISOR ................... : ...... 30 STREET SUPERVISOR .............................. 30 ASSISTANT DIRECTOR OF PUBLIC WORKS ............. 34 DIRECTOR OF PUBLIC WORKS ....................... 38 AUTOMOTIVE SHOP SUPERVISOR ..................... 30 FACILITIES MANAGEMENT 1560A 1561A FACILITIES MANAGEMENT SUPERVISOR ............... 33 ASSISTANT FACILITIES MANAGEMENT SUPERVISOR ..... 30 LIBRARY 1710A 1715A 1780E LIBRARIAN II 24 LIBRARIAN III .................................. 30 LIBRARY DIRECTOR ............................... 37 RECREATION AND PARKS 1830A 1840A 1856P 1860A 1865P 1870E 1875E i880E RECREATION SUPERVISOR II ....................... 24 RECREATION SUPERVISOR III ...................... 30 TENNIS PROFESSIONAL ............................ 19 PARKS SUPERVISOR ............................... 30 FORESTER/HORTICULTURIST ........................ 30 PARKS SUPERINTENDENT ........................... 34 RECREATION SUPERINTENDENT ...................... 34 RECREATION & PARK DIRECTOR ..................... 38 PAY PLAN FOR EXEMPT EMPLOYEES "B" 1988/89 PLANNING 2280E 2290A 2293P DIRECTOR OFPLANNING 37 SENIOR PLANNER 33 ASSISTANT PLANNER. '30 POLICE 2050A 2060A 2070E 2080E POLICE SERGEANT ................................ 31 POLICE LIEUTENANT .............................. 34 POLICE CAPTAIN ................................. 37 POLICE CHIEF ..... i ............................. 39 FIRE 1960P 1945P 1952P 1980E 1987E FIRE PREVENTION ENGINEER ....................... 33 TRAINING OFFICER ............................... 33 E.M.S. COORDINATOR ............................. 33 FIRE CHIEF ..................................... 39 EXECUTIVE OFFICER .............................. 37 N GOLF COURSE 2301E 2302A 2306P 2307P GOLF COURSE MANAGER ............................ 37 GOLF COURSE SUPERINTENDENT .............. ~ ...... 34 HEAD PROFESSIONAL (Co)i ....................... 22 FIRST ASSISTANT PROFESSIONAL ................... 20 COMMUNICATIONS 2420E 2410A COMMUNICATIONS MANAGER ......................... 35 DISPATCH SUPERVISOR ............................ 30 2101 2115 2116 2120 2130 2150 2151 2160 2170 CITY!OF BOYNTON BEACH NON-CLASSIFIED PAY PLAN 1988/89 CLASSIFICATION STARTING ~ yr. (1 yr.) 92 CBE Clerks & Summer Youth Library Pages Relief Clerk/Library Beach Parking Attendant Playground Leader Recreation Attendant Kennel Maintenance Worker School Crossing Guards Summer Program 2 yr. Final 4.97 5.24 4.97 5.24 5.49 5.76~. 5.50 5.75 6.05 6.35 5.74 6.03-- 6.34 6.67 5.50 5.75 6.05 6.35 5.24 5~49 5.76 6.05 6.21 6.53 6.84 7.20 5.95 6.22 6.55 6.88 3.65 jobclass.pmp PAY PLAN - CITY OF BOYNTON BEACH 1988/89 BUDGET COMPENSATION FOR CLASS OF EMPLOYEES: Ail rates prescribed in the compensation schedule represent the standard rates of compensation for the classified (full-time employ- ees) and non-classified (part-time employes). 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. 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 Manager determines there has been demonstrated an inability to recruit at the minimum rate of pay or the new employee possesses exceptional qualifications warranting employment at a higher rate in the pay range. GRADUATED RATE OF PAY IN THE CLASSIFIED AND NON-CLASSIFIED SERVICE: Employees entering step one (1) through step five (5) will remain at each of these steps for one year. Employees entering step Longevity One (L-i) and step Longevity Two (L-2) will remain at the pay level for two years. Employees entering step Longevity Three (L-3) and Longevity Four (L-4) will remain at that pay level for three (3) years. Employees entering step Longevity Five (L-5) will remain at that pay level for one (1) year. Employees who have completed a year in step L-5 will receive 5% of their base pay or $1,000 whichever is less. This is a one time lump sum payment issued to employees in good standing on their anni- versary date. NON-CLASSIFIED EMPLOYEES: Employees will spend a year each in the first two steps, then two years in the next step and final out in the fourth step. PAY PLAN - CITY OF BOYNTON BEACH - 1988/89 BUDGET CLASSIFIED EMPLOYEES' HOURS OF WORK, OVERTIME~ CALL BACK AND COMPENSA TORY TIME: HOURS OF WORK: The City, Manager shall establishhoUrs of work which insofar as praCticable shallbe uniform within occupational groups which shall be determined in accordance with the needs of the service and which shall take into account the reasonable needs of the public who MAY be required to do business with various City depart- ments. For purposes of the Pay Plan the City's work week starts at 12:01 A.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 Play A) as provided by the Fair Labor Standards Act (FLSA). Employees in this category are eligible to be paid at the rate of time and one half (1 1/2) 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 unless they have their supervisor's approval. Each employee must be advised of the official start and ending time of their department 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 minu~es at the overtime rate as outlined above. 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 a half. This procedure will be followed if an employee reports to work late. PAY PLAN - CITY OF BOYNTON BEACH - 1988/89 BUDGET 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 (40) hours. If the employees work oB a holiday they will be 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 purposeof 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 be counted as time wOrked and overtime hours 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 is covered under the provisions ofa union contract. 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 thereafter. 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 thereafter. 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 from the overtime procedure. These exemptions are based on the nature of that employee's job. These include the managerial/supervisory employees (see Pay Plan "B"). These are staff members who meet the · definition of a "bonafide" executive, administrative or professional employee, as well as certain recreational classifications. Along with the Department Heads the exemption includes~those employees who perform administrative tasks and those with specific training in a specialized field. PAY PLAN - CITY OF BOYNTON BEACH - 1988/89 BUDGET EXEMPT EMPLOYEES - con't. The recreational employees who are exempt from both the minimum wage ($3.35) and the FLSA overtime provision are those who"are employed by recreation that does not operate formore than seven months in a calendar year". CALL BACK Any employee eligible under the overtime section who has physi- cally left work (punched out) and is called back to work by his Department Head or the Department Head's designated representative for a non-scheduled or emergency department related assignment shall be compensated for one hour of call back pay plus the time worked in excess of the first fifteen minutes. Call back is only for '~ non-scheduled overtime assignments. GENERAL CONDITIONS Employees are eligible for 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 probationary period on a promotion he/she will be reinstated in the pay grade and step promoted from. This increase does not affect their regular anniversary date and increase. Employees demoted whether voluntarily or not, will be placed in the step of the grade of the lower classification that the employee would have normally attained for that position based on their number of years of service with the City. Employees that are promoted from a pay grade of 28 or less to a pay grade of 30 or over will receive a minimum of 8% increase. Pay grade 29 was included in the adoption 88/89 Pay Plan. This grade will be approximately a 3% difference over grade 28. Employees promoted from grade 28 to 29 will receive a 3% increase. Employees that are demoted would be reduced a minimum of 8% plus whatever other percentage is required to attain the new grade and step as outlined above. When at budget time a position's starting rate of pay is upgraded or downgraded, employees presently classified in this position will be advanced to the same step in the new grade that they were holding in the former grade. Members of the Police Department who are authorized and qualified by the Chief to operate the motorcycle will receive 5% hazardous duty pay. PAY PLAN - CITY OF BOYNTON BEACH - 1988/89 BUDGET GENERAL CONDITIONS - con't. Part time employees filling regularly established classified positions under this Pay Planlreceive no benefits and accrue no seniority. They will be paid, at the entrance step only. Persons filling vacancies created by regular civil service employees on.leave of absence are considered part time. Employees may be reclassified at the start of a new budget year only if such reclassification has been approved by the City Manager and City Council during the budget sessions for which the reclassifi- cation is scheduled. The only exceptions would be thesworn Police and Fire personnel who must follow promotional standards outlined in the Civil Service Book. HOLIDAY PAY Employees shall be paid for legal holidays and those called to work shall also be plaid 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 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 incre- ments only (48 for Fire) if their vacation request has been made to the Department Head, approved and processed by the Personnel Depart- ment at least two weeks prior to the requested vacation time. 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 Civil Service manual for vacation schedule. PAY PLAN - CITY OF BOYNTON BEACH - 1988/89 BUDSET VACATION PAY FOR E_MERGENCIES Employees faced with a sudden unforseen 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 hour minimum reserve to cash. A request must be made in writing outlining the emergency and submitted to the Personnel Director. A committee comprised of the City Manager, Finance Director and Personnel Director will then review the request and approve the hours requested in total or modified as they see fit. This benefit can only be used once every five (5) years. APPRENTICE New appointments to a classified position may be designated as apprentice or trainee provided the position isn't classified such and- shall be paid at a rate 5% below the starting rate for that classifi- cation 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 next regular pay adjustment on their anniversary date. DISABILITY Employees who are on disability leave 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. If the employee fails to comply with any provisions required by the agency handling the claim they will waive their rights for rein- statement 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 deter- mined to be compensated under the provisions of the Worker's Compensa- tion Act, he 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 a sum, of money up to an amount equal to the difference between his Worker's Compensation check and his normal net take home pay. The Worker's Compensation insurance check will not necessarily be delivered on the regular pay day. The injured employee will be eligible to receive the salary supplement for a period no~ to exceed thr~e .(3) months from date of injury. CITY OF BOYNTON BEACH - 1988/89 BUDGET WORKER'S COMPENSATION - con't. At the end of the three months, or sooner, the City Manager, 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 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 ln3ury. 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 extent that this combined sick leave or vacation leave, City supplement (if less than the full amount author- ized) 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 is denied claim 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 Worker's 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 or vacation pay taken. MEDICAL AND LIFE INSURANCE Employees on a non-paid status for a payroll period will be personally liable for payment to the City for all insurances, i.e. medical, life, dental, etc. 7 SICK LEAVE TRANSFER OF TIME Employees that suffer a long term illness and subsequently exhaust all their accumulated sick and vacation leave are eligible to participate in this benefit. ICo-workers City wide may donate a minimum of 4 hours of their sick leave time, provided they have a minimumbalance of 120 sick hours, to a specifically named employee.* This is a t~tally 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 VACATION DEFERRED COMPENSATION MANAGEMENT CATEGORY I Grades 30 thru 33 2 additional vacation days or option of ac- cepting 50% cash pay- ment. City will defer $500 per fiscal year in either of the approv- ed plans ICMA/PEBSCO Or pay cash MANAGEMENT CATEGORY II Grades 34 thru 36 3 additional vacation days or option of ac- epting cash payment of 50%. City will defer $675 per fiscal year in either of the approv- ed plans ICMA/PEBSCO or pay cash MANAGEMENT CATEGORY III Grades 37 thru 39 4 additional vacation days or option of ac- cepting cash payment of 50% City will defer $1100 per fiscal year in either of the approv- ed plans ICMA/PEBSCO 'Or pay cash SPECIAL NON-MANAGEMENT CATEGORY IV Administrative & Executive positions not subject to over- time and not in Cate- gory I, II or III above 2 additional vacation days or option of ac- cepting cash payment of 50% City will pay $350 per fiscal year in either of the approv- ed plans ICMA/PEBSCO Or pay cash VACATION Employees must make a decision as to whether they would like the additional vacation time credited to their vacation account or if they prefer to take the 50% cash allowance the first week of September each fiscal year. The additional time or money will be issued the last week of September. DEFERRED COMPENSATION Employees will be given two options as to how to have this money issued: 1. They can have the lump sum of money credited to their deferred compensation plan the last week of September. 2. They can have a lump sum payment of cash issued the last week of September. This would be processed through payroll'and all pertinent taxes would be. deducted. 9 CITY OF BOYNTON BEACH MANAGEMENT PACKAGE - CON'T. DEFERRED COMPENSATION CON'T. If ~an employee leaves the City prior to the end of September he will not be eligible for any of these benefits. The City Manager may however pro rate that portion of the Management Package the employee worked provided that the employee leaves in good standing. If an employee is hired during the year and eligible to partici- pate in this benefit, they will receive an amount equal to the number of days they worked in the fiscal year they started to work. payplan.pmp 9/28/88 t'~ L. Z Ot~ 0 0 0 0 0 0 Z ID>- Il. 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