HomeMy WebLinkAboutG6-25 Ordinance No. G6-25
AN ORDINANCE
ESTABLISHING A PAY AND BENEFIT PLAN FOR CERTAIN APPOINTED OFFICERS
AND EMPLOYEES OF THE CITY OF ELGIN
BE IT ORDAINED BY THE CITY COUNCIL OF THE CITY OF ELGIN, ILLINOIS:
Section 1. That effective January 1, 2025, there is hereby established the following
offices and positions and schedule of standard monthly and annual salary ranges for the City's
Non-Bargaining Unit Member Group:
Benefit Pay Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7
Position Title Group Grade
CORPORATION COUNSEL A 828 $182,073 $191,178 $200,736 $210,774 $221,313 $232,377 $243,996
$15,173 $15,932 $16,728 $17,565 $18,443 $19,365 $20,333
(NO POSITIONS IN GRADE) A 827 $173.403 $182,073 $191,178 $200,736 $210,774 $221,313 $232.377
$14,450 $15,173 $15,932 $16,728 $17,565 $18.443 $19,365
CHIEF FINANCIAL
OFFICER/BUDGET DIRECTOR A 826 $165,146 $173,403 $182,073 $191,178 $200,736 $210,774 $221,313
FIRE CHIEF A $13,762 $14,450 $15,173 $15,932 $16,728 $17,565 $18.443
POLICE CHIEF A
(NO POSITIONS IN GRADE) A 825 $157,282 $165,146 $173,403 $182,073 $191,178 $200,736 S210.774
$13,107 $13,762 $14,450 $15,173 $15,932 $16,728 $17,565
POLICE DEPUTY CHIEF A 824 $149,792 $157,282 $165,146 $173,403 $182,073 $191,178 $200.736
$12,483 $13,107 $13,762 $14,450 $15,173 $15,932 116,728
PUBLIC SERVICES
DIRECTOR A 823 $142,660 $149,792 $157,282 $165,146 $173.403 $182,073 $19+.178
$11,888 $12,483 $13,107 $13,762 $14.450 $15,173 $15 932
ASSISTANT CITY MANAGER A 822 $135,865 $142,660 $149,792 $157,282 $165,146 $173,403 $182,073
ASSISTANT FIRE CHIEF $11,322 $11,888 $12,483 $13,107 $13,762 $14,450 $15,173
CHIEF TECHNOLOGY
DIRECTOR A
COMMUNITY
DEVELOPMENT DIRECTOR A
HUMAN RESOURCES •
DIRECTOR A
PARKS AND RECREATION
DIRECTOR A
WATER DIRECTOR A
DIVISION CHIEF OF CRR&
TRAINING A 891 $130,652 $137,184 $144,045 $151,246 $158,809 $166,750 $175,087
DIVISION CHIEF OF EMER
MGMT&EMER MED SVCS A $10,888 $11,432 $12,004 $12,604 $13,234 $13,896 $14,591
POLICE COMMANDER A
BATTALION CHIEF(FIRE) A 890 $130,652 $137,184 $144,045 $151,246 $158,809 $166,750 $175,087
$10,888 $11,432 $12,004 $12,604 $13,234 $13,896 $14,591
CITY ENGINEER A 821 $129,396 $135,865 $142,660 $149,792 $157,282 $165,146 $173,403
COMMUNICATIONS AND
ENGAGEMENT DIRECTOR A $10,783 $11,322 $11,888 $12,483 $13,107 $13,762 $14,450
PUBLIC WORKS DIRECTOR A
POLICE LIEUTENANT
ADMINISTRATIVE B 899 $124,431 $130,652 $137,185 $144,044 $151,248 $158,808 $166,750
$10,369 $10,888 $11,432 $12,004 $12,604 $13,234 $13,896
DIRECTOR OF CULTURAL
ARTS AND SPECIAL EVENTS A 820 $123,234 $129,396 $135,865 $142,660 $149,792 $157,282 $165,146
DIRECTOR OF CULTURE&
DEI A $10,270 $10,783 $11,322 $11,888 $12,483 $13,107 $13,762
DIRECTOR OF
NEIGHBORHOOD SERVICES A
POLICE LIEUTENANT B 898 $118,506 $124,431 $130,652 $137,184 $144,045 $151,246 $158.810
$9.875 $10,369 $10,888 $11,432 $12,004 $12,604 $13,234
ASSISTANT CORP COUNSEL
II B 819 $117,366 $123,234 $129,396 $135,865 $142,660 $149,792 $157,282
ASSISTANT DIRECTOR OF
PARKS AND REC B $9,781 $10,270 $10,783 $11,322 $11,888 $12,483 $13,107
ASSISTANT DIRECTOR OF
HUMAN RESOURCES B
ASSISTANT WATER
DIRECTOR B
ECONOMIC DEVELOPMENT
DIRECTOR A
ENTERPRISE NETWORK
ARCHITECT B
FIRE MARSHAL A 818 $111,777 $117,366 $123,234 $129,396 $135,865 $142,660 $149,792
$9,315 $9,781 $10,270 $10,783 $11,322 $11,888 $12,483
POLICE SERGEANT B 896 $107,488 $112,862 $118,506 $124,431 $130,652 $137,184 $144,045
$8,957 $9,405 $9,875 $10,369 $10,888 $11,432 $12,004
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BUILDING MAINTENANCE
SUPERINTENDENT B 817 $106,455 $111,777 $117,366 $123,234 $129,396 $135,865 $I42.660
FINANCE MANAGER B $8,871 $9,315 $9,781 $10,270 $10,783 $11,322 $11,888
PUBLIC WORKS
SUPERINTENDENT B
PROCUREMENT MANAGER B
REGULATORY COMPLIANCE
MANAGER B
SENIOR ENGINEER B
SENIOR PLANNER B
SUPERINTENDENT OF
PARKS&FACILITIES B
UTILITIES SUPERINTENDENT B
WATER PLANT
SUPERINTENDENT B
ASSISTANT CORP COUNSEL I B 816 $101,386 $106,455 $111,777 $117,366 $123,234 $129,396 $135,865
ENGINEER II B $8,449 $8,871 $9,315 $9,781 $10,270 $10,783 $11,322
GOLF OPERATIONS
DIRECTOR B
BUILDING& DEVELOPMENT
MANAGER B 815 $96,558 $101,386 $106,455 $111,777 $117,366 $123.234 $129,396
CITIZEN SERVICES
SUPERVISOR B $8,047 $8,449 $8,871 $9,315 $9,781 $10,270 $10,783
CITY CLERK B
CULTURAL CENTER
DIRECTOR B
NEIGHBORHOOD SERVICES
MANAGER II B
PUBLIC HEALTH
COORDINATOR B
SR PUBLIC SAFETY SYST
SPEC SUPERVISOR B
ASSISTANT PROCUREMENT
MANAGER C 814 $91,958 $96,558 $101,386 $106,455 $111,777 $117,366 $123,234
ASSISTANT BUILDING
MAINT SUPERINTENDENT C $7,663 $8,047 $8,449 $8,871 $9,315 $9,781 $10,270
ASSISTANT WATER
SUPERINTENDENT C
COMMUNICATIONS AND
ENGAGEMENT MANAGER C
ENGINEER I* C
FACILITIES MANAGER-
RECREATION C
FORESTER C
HISTORIC PRESERVATION
PLANNER C
ITS NETWORK MANAGER C
ITS SENIOR DATABASE
ANALYST C
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ITS SPECIALIST/SR
DEVELOPER C
ITS SYSTEM SUPPORT
MANAGER C
LAND MGMT SUPERVISOR C
PLAN EXAMINER C
PUBLIC WORKS
SUPERVISOR C
RECREATION MANAGER C
RISK MANAGER C
SENIOR ACCOUNTANT C
SENIOR MANAGEMENT
ANALYST C
SENIOR PARALEGAL*** C
SR. PUBLIC SAFETY
SYSTEMS SPEC. C
FIRE CODE OFFICIAL B 813 $87,580 $91,958 $96,558 $101,386 $106,455 $111,777 $117,366
GOLF COURSE
SUPERINTENDENT B $7,298 $7,663 $8,047 $8,449 $8,871 $9.315 $9,781
GIS PLANNER C 812 $83,410 $87,580 $91,958 $96,558 $101,386 $106,454 $111,777
NEIGHBORHOOD SERVICES
MANAGER I C $6,951 $7,298 $7,663 $8,047 $8,449 $8,871 $9,315
PARKS PLANNER C
PUBLIC SAFETY SYSTEMS
SPECIALIST C
SENIOR GIS ANALYST C
SENIOR HUMAN RESOURCES
GENERALIST C
ACCOUNTANT C 811 $79,438 $83,410 $87,580 $91,958 $96,558 $101,386 $106,454
ACCOUNTANT/PAYROLL
ANALYST C $6,620 $6,951 $7,298 $7,663 $8,047 $8,449 $8,871
ARTISTIC PROJECT
MANAGER C
ASSISTANT FIRE CODE
OFFICIAL C
ASSOCIATE PLANNER C
BUSINESS DEVELOPMENT
COORDINATOR C
CULTURAL ARTS&SPECIAL
EVENTS MANAGER C
ENGINEER I** C
FITNESS OPERATIONS
MANAGER C
PUBLIC SAFETY
COMMUNICATIONS SHIFT
SUPERVISOR C
VICTIM ASSISTANCE
COORDINATOR C
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ASST GOLF OPERATIONS
DIRECTOR C 810 $75,654 $79,438 $83,410 $87,580 $91,958 $96,558 $101,386
CHEMIST C $6,305 $6,620 $6,951 $7,298 $7,663 $8,047 $8,449
CULTURAL ARTS&SPECIAL
EVENTS PROGRAMMING
MANAGER C
DEPUTY DIRECTOR OF
RECORDS C
EXECUTIVE ASSISTANT*** C
FIRE CODE INSPECTOR C
ITS BUSINESS PROCESS
ANALYST C
ITS WEB DEVELOPER C
RECREATION SOFTWARE
SPECIALIST C •
SENIOR RECREATION
SUPERVISOR-AQUATIC
PROGRAMS C
SENIOR RECREATION
SUPERVISOR-COMMUNITY
PROGRAMS C
SENIOR RECREATION
SUPERVISOR FITNESS
MEMBERSHIP C
SUSTAINABILITY MANAGER C
HUMAN RESOURCES
GENERALIST C 809 $72,052 $75,654 $79,438 $83,410 $87,580 $91,958 S96,558
SOCIAL WORKER C $6,004 $6,305 $6,620 $6,951 $7,298 $7,663 $8,047
AQUATICS SUPERVISOR C 808 $68,621 $72,052 $75,654 $79,438 $83,410 $87,580 $91,958
BILINGUAL
COMMUNICATIONS AND
ENGAGEMENT SPECIALIST C $5,718 $6,004 $6,305 $6,620 $6,951 $7,298 $7.663
COMMUNITY RECREATION
SUPERVISOR C
CONTENT CREATOR C
EARLY CHILDHOOD
SUPERVISOR C
FRONT OF HOUSE
SUPERVISOR C
HEALTH/FITNESS
SUPERVISOR C
MANAGEMENT ANALYST C
MARKETING COORDINATOR C
MULTIMEDIA VIDEO
JOURNALIST C
PARKING CONTROL
SUPERVISOR C
SPECIAL EVENTS
COORDINATOR C
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SPORTS COMPLEX
ATHLETIC SUPERVISOR C
TECHNICAL SUPERVISOR C
YOUTH/TEEN PROGRAM
SUPERVISOR C
ACCOUNTING TECHNICIAN C 807 $65,353 $68,621 $72,052 $75,654 $79,438 $83,410 $87,580
ADJUDICATION SPECIALIST C $5,446 $5,718 $6,004 $6,305 $6,620 $6.951 $7,298
CUSTODIAL SUPERVISOR C
GIS ANALYST C
ITS- INFORMATION
TECHNOLOGY SPECIALIST C
PROPERTY EVIDENCE
CUSTODIAN C
SPANISH
TRANSLATOR/INTERPRETER C
ADMINISTRATIVE
ASSISTANT II*** C 806 $62,242 $65,353 $68,621 $72,052 $75,654 $79,438 $83,410
ASSISTANT TECHNICAL
SUPERVISOR C $5,187 $5,446 $5,718 $6,004 $6,305 $6,620 $6,951
CRIME ANALYST
STATISTICIAN C
DEPUTY CITY CLERK*** C
GRANT SPECIALIST C
LEGAL SECRETARY*** C
COMMUNITY OUTREACH
SPECIALIST C 805 $59,280 $62,242 $65,353 $68,621 $72,052 $75,654 $79,438
COMMUNITY RESOURCE
COORDINATOR C $4,940 $5,187 $5,446 $5,718 $6,004 $6,305 $6,620
FLEET SERVICE ASSISTANT C
HEMMENS PRODUCTION
SUPERVISOR C
MENTAL HEALTH
PROFESSIONAL C
SUSTAINABILITY
COORDINATOR C
ADMINISTRATIVE
ASSISTANT I*** C 804 $56,456 $59,280 $62,242 $65,353 $68,621 $72,052 $75,654
RENTAL LICENSE MANAGER $4,705 $4,940 $5,187 $5,446 $5,718 $6,004 $6,305
ASSISTANT GOLF
PROFESSIONAL C 803 $53,765 $56,456 $59,280 $62,242 $65,353 $68,621 S72,052
$4,480 $4,705 $4,940 $5,187 $5,446 $5,718 $6,004
LICENSED ENV.HEALTH
PROFESSIONAL IN TRAINING C 802 $51,205 $53,765 $56,456 $59,280 $62,242 $65,353 $68.621
$4,267 $4,480 $4,705 $4,940 $5,187 $5,446 $5,718
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CEMETERY SERVICES
CLERK C 801 $48,767 $51,205 $53,765 S56,456 $59,280 $62,242 S65,353
LAB SAMPLE COLLECTOR C $4,064 $4,267 $4,480 $4,705 $4,940 $5,187 $5,446
STEM FELLOWSHIP C
*Employees hired prior to
January 1,2022
**Employees hired on or after
January 1,2022
***Confidential position
Section 2. That the following benefit program is hereby established:
Group A
1) Vacation - 1 to 9 years of service - 3 weeks
10 years to 21 years of service - 4 weeks
22 or more years of service - 5 weeks
The city manager in the city manager's discretion may also consider and include up to nine
(9)years of non-City of Elgin prior professional or supervisory service of an employee in the same
or similar field in determining years of service of an employee for the purpose of vacation at initial
hire. If an employee is granted vacation accrual in a higher range than one (1)to nine(9)years of
service, he or she shall not advance to the next range until he or she has attained the required
number of years of service with the city for such range.
The accumulation of vacation leave shall be limited as provided by Ordinance No. S 11-09,
as amended.
2) Sick Leave - For employees hired prior to March 1, 2010, sixty (60) days (in 12-
hour increments for Fire shift personnel) placed on account when commencing employment, plus
annual accrual of one day (8 hours) per month. For employees hired on or after March 1, 2010,
thirty (30) days (in 12-hour increments for Fire shift personnel) placed on account when
commencing employment, plus annual accrual of.5 days (4 hours) per month. Employees may
accumulate sick leave up to a total maximum accrual of 241 sick days, which is the equivalent of
1928 hours of sick leave.
3) Life Insurance- in an amount equal to the nearest$1,000 of the employee's annual
base salary.
4) Holidays - New Year's Day, Martin Luther King Day, Memorial Day. Juneteenth,
Independence Day, Labor Day, Thanksgiving Day, the day after Thanksgiving, Christmas Eve,
Christmas Day, and New Year's Eve. Fire shift personnel shall receive additional pay for hours
actually worked on holidays at a straight-time rate. Twelve (12) hours of personal time off for
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each holiday which falls on a scheduled day off as well as for each of any undesignated holidays
shall also be received by fire shift personnel.
5) Uniform Allowances - $50 uniform allowance differential for Police management
personnel above the authorized annual employee allowances for the Police employee group, in
addition to providing replacement for uniforms damaged while on duty.
6) Fire Battalion Chiefs - Fire Battalion Chiefs shall be paid at their current hourly
rate of pay at straight time for hours worked filling a vacant shift position on a scheduled day off
which otherwise would have been filled by overtime. This provision shall relate only to shift
positions only and not any other duties.
7) Personal Days - Three (3) personal days shall be provided per year, but not
including Fire shift personnel. Employees commencing employment between January 1 and June
30 in a year shall receive all three (3) personal days for such year. Employees commencing
employment between July 1 and December 31 in a year shall receive one(1) personal day for such
year.
8) Car Allowance — $350 per month car allowance for the following positions:
Corporation Counsel, Chief Financial Officer, Assistant City Manager, Human Resources
Director, Community Development Director, Parks and Recreation Director, Communications
Director,Water Director,Director of Neighborhood Services,Director of Cultural Arts and Special
Events, and Economic Development Director.
Group B
1) Vacation - 1 to 5 years of service- 2 weeks
6 to 10 years of service - 3 weeks
11 to 21 years of service - 4 weeks
22 or more years of service - 5 weeks
The city manager, in the city manager's discretion, may also include up to five(5)years of
non-City of Elgin prior professional or supervisory service of an employee in the same or similar
field in determining years of service of an employee for the purpose of vacation at initial hire. If
an employee is granted vacation accrual in a higher range than one (1)to five(5) years of service,
he or she shall not advance to the next range until he or she has attained the required number of
years of service with the city for such range.
The accumulation of vacation leave shall be limited as provided by Ordinance No. S 11-09.
as amended.
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2) Sick Leave non-sworn - For employees hired prior to March 1, 2010, thirty (30)
days placed on account upon commencement of employment plus annual accrual of one day (8
hours) per month. For employees hired on or after March 1, 2010, twenty (20) days placed on
account when commencing employment, plus annual accrual of .5 days (4 hours) per month.
Employees may accumulate sick leave up to a total maximum accrual of 241 sick days, which is
the equivalent of 1928 hours of sick leave.
Sick Leave sworn - Employees will receive thirty (30) days placed on account
upon commencement of promotion plus annual accrual of one day(8 hours)per month. Employees
may accumulate sick leave up to a total maximum accrual of 241 sick days,which is the equivalent
of 1928 hours of sick leave.
3) Life Insurance-in an amount equal to the nearest$1,000 of the employee's annual
base salary.
4) Holidays - New Year's Day, Martin Luther King Day, Memorial Day, Juneteenth,
Independence Day, Labor Day, Thanksgiving Day, the day after Thanksgiving, Christmas Eve,
Christmas Day,and New Year's Eve. Police shift will additionally receive President's Day, Easter
Sunday, Columbus Day, and Veteran's Day. Police shift personnel will receive additional eight
(8) hours holiday pay at their straight-time hourly rate whether the holiday is worked or not.
5) Uniform Allowances - $50 uniform allowance differential for Police management
personnel above the authorized annual employee allowances for the Police employee group, in
addition to providing replacement for uniforms damaged while on duty.
6) Police management personnel shall receive compensation for court appearance on
days off at a rate equivalent to 150% of their current hourly rate of pay for actual hours with a
minimum of two hours pay. Total compensation for standby for court duty on day off is $40.
Police Lieutenants and Police Sergeants shall be paid at a rate equivalent to 150%of their current
hourly rate of pay for hours worked over 8.25 hours per day. Police Lieutenants and Police
Sergeants shall have the option of compensatory time for hours in excess of their regular 8.25 shift
hours with a maximum accrual of 80 hours.
7) Personal Days - Three (3) personal days shall be provided per year, but not
including Fire shift personnel. Employees commencing employment between January 1 and June
30 in a year shall receive all three (3) personal days for such year. Employees commencing
employment between July 1 and December 31 in a year shall receive one(1)personal day for such
year.
Group C
1) Vacation - 1 to 5 years of service - 2 weeks
6 to 11 years of service - 3 weeks
12 to 21 years of service - 4 weeks
22 or more years of service - 5 weeks
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The city manager, in the city manager's discretion, may also include up to five(5)years of
non-City of Elgin prior professional or supervisory service of an employee in the same or similar
field in determining years of service of an employee for the purpose of vacation at initial hire. If
an employee is granted vacation accrual in a higher range than one (1) to five (5) years of service,
he or she shall not advance to the next range until he or she has attained the required number of
years of service with the city for such range.
The accumulation of vacation leave shall be limited as provided by Ordinance No. S 11-09,
as amended.
2) Sick Leave - For employees hired prior to March 1, 2010, fifteen (15) days placed
on account upon commencement of employment plus annual accrual of one day (8 hours) per
month. For employees hired on or after March 1, 2010, fifteen(15) days placed on account when
commencing employment, plus annual accrual of.5 days (4 hours) per month. Employees may
accumulate sick leave up to a total maximum accrual of 241 sick days, which is the equivalent of
1928 hours of sick leave.
3) Life Insurance- in an amount equal to the nearest$1,000 of the employee's annual
base salary.
4) Holidays - New Year's Day, Martin Luther King Day, Memorial Day, Juneteenth,
Independence Day, Labor Day, Thanksgiving Day, the day after Thanksgiving, Christmas Eve,
Christmas Day, and New Year's Eve.
5) Personal Days - Three (3) personal days shall be provided per year. Employees
commencing employment between January 1 and June 30 in a year shall receive all three (3)
personal days for such year. Employees commencing employment between July 1 and December
31 in a year shall receive one (1) personai day for such year. Employees in the Public Safety
Communications Shift Supervisor position that are assigned to a 12-hour work day shall instead
receive 36 hours of personal time if they commence employment between January 1 and June 30
in a year and 12 hours of personal time if commencing employment between July 1 and December
31 for such year.
Holiday Pav, Public Safety Communications Shift Supervisors-Public safety communications
shift supervisors who are scheduled to and actually work on a holiday shall receive one hour of
holiday pay at his or her straight time hourly rate of pay for each hour actually worked on a holiday
not to exceed twelve hours of holiday pay for a holiday. A telecommunications supervisor who
does not work the holiday will receive eight hours of holiday pay at his or her straight time hourly
rate of pay.
Police Management Sick Leave Bonus -All police management employees on the active payroll
as of the beginning of a payroll year, shall have established a $240 sick leave occurrence bank.
For each 8 hours of sick leave used during a payroll year, $40.00 shall be deducted from the
employee's individual sick leave bonus bank. Employees on the payroll at the end of the payroll
year shall receive a voucher payment equal to the balance remaining in their individuai sick leave
bonus bank.
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Sworn Police Management Sick Leave Conversion—Sworn police management employees may
accumulate sick leave up to a total maximum accrual of 241 sick days, which is equivalent to a
maximum of 1,928 hours of sick leave time. In recognition of non-use of sick leave time, police
management employees shall be eligible for a severance sick leave conversion payment upon
separation from employment. Such severance payment shall be equivalent to twenty-five percent
(25%) of the value of the employee's accumulated and unused sick leave as of the effective date
of the employee's separation from employment, and shall be paid to the employee in a lump sum,
minus any applicable deductions. For the purposes of this section, the employee's hourly wage
shall be equivalent to the employee's hourly wage rate inclusive of annual longevity pay paid to
the employee, if any.
Police Management Voluntary Fitness Program - Police management personnel shall be
eligible to participate in the police department's voluntary physical fitness program under the same
terms and conditions provided for other police department employees.
Police Language Proficiency Stipend - Police management employees who are certified by the
City or a third party selected by the City to be proficient in Spanish, Laotian or sign language shall
be paid a stipend of$50 per month.
Medical Insurance for Groups A, B, and C - Comprehensive major medical insurance program
for employee and dependents with employee option to continue coverage upon separation from
employment according to one of the available coverage options. Effective March 1, 2010, for
employees hired prior to March 1, 2010, the City will pay 85% of the specified premium for the
coverage selected(i.e.,single,single plus children,single plus spouse,or family)and the employee
will pay via payroll deduction the remaining 15% of the specified premium. Effective March 1,
2010, for employees hired on or after March 1. 2010, the City will pay 80% of the specified
premium for the coverage selected (i.e., single, single plus children, single plus spouse, or family)
and the employee will pay via payroll deduction the remaining 20% of the specified premium.
Notwithstanding anything to the contrary in Ordinance G70-02, as amended, employees hired on
or after March 1, 2010, shall not be eligible to continue to participate in the City's group health
insurance plan pursuant to Ordinance No. G70-02, as amended. Employees who have alternative
health insurance coverage may elect to discontinue to participate in the City's health insurance
plan pursuant to the City's health insurance opt out program adopted pursuant to Resolution No.
05-38, as amended by Resolution No. 09-24. The opt out benefit to such employees shall be in
the annual amount of$3,000 prorated based upon employment with the city during the applicable
plan year and shall be paid at the employee's option either to a Health Reimbursement Account or
in the form of additional compensation to the employee to be paid in a lump sum, less appropriate
deductions,on December 1 in the applicable plan year. An employee hired prior to March 1,2010,
who provides the City with a written commitment to opt for coverage under the City's Health
Maintenance Organization (HMO) Plan for a four(4) year period on a form provided by the City
shall receive a one-time payment of$1,000. In the event of any such employee fails to fulfil or
otherwise breaches said aforementioned four (4) year written commitment, such employee shall
agree to refund the aforementioned$1,000 to the City via payroll deduction.
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401 (a) Plan for Groups A, B, and C - Effective March 14, 2010, the City's deferred
compensation program (under Section 401(a) of the U.S. Tax Code) for all non-contract
(Management Group) employees, whereby the City contributed 4% against a 2% or higher
(maximum 10%) matching contribution by the employee into the program, shall be terminated.
Longevity Pay for Groups A, B, and C - Effective March 14, 2010, employees hired prior to
January 1, 2010, shall receive as additional earnings annual longevity pay in the amount of an
additional 4% of the employee's annual salary. Longevity pay shall be paid to employees in
installments with each payroll. Employees hired on or after March 1, 2010, shall not be eligible
for or receive longevity pay.
Sick Leave Conversion For Vacation Leave - Accrued sick leave over 480 hours (60 days) (or
over 720 hours (60-12 hour days) for fire shift employees) may be converted at the rate of three
(3)days of sick leave for one (1) day of vacation leave. Such conversion is limited to a maximum
of five (5) days of vacation leave (or 12-12 hour periods for fire shift employees) in any one
calendar year. The minimum balance of sick leave after such conversion shall not be less than 60
days.
Sick Leave Conversion for Severance Pay — IMRF Employees - Upon retirement or leaving
city employment in good standing, general employees may be eligible to convert accrued sick
leave for severance pay. Employees with accrued sick leave of more than 720 hours may convert
up to a maximum of 480 hours of sick leave for severance pay, provided the remaining balance of
accrued sick leave does not total less than 720 hours. Such conversion shall be at the rate of 24
hours of sick leave for eight hours of severance pay, not to exceed 160 hours of severance pay.
Accrued sick leave applied by an employee for IMRF service credit shall not be eligible for sick
leave conversion for severance pay. The provisions of this section shall not apply to police
management employees.
Sick Leave Conversion for Severance Pay — Fire Pension Employees - Upon retirement or
leaving city employment in good standing, fire pension-eligible employees may be eligible to
convert accrued sick leave for severance pay. Employees with accrued sick leave of more than
1,080 hours may convert up to a maximum of 720 hours of sick leave for severance pay, provided
the remaining balance of accrued sick leave does not total less than 1,080 hours. Such conversion
shall be at the rate of thirty-six (36) hours of sick leave for twelve(12) hours of severance pay, not
to exceed two hundred and forty hours (240) hours of severance pay.
Adjustment of Pay Grades Within Groups A, B and C - The City Manager, in the City
Manager's discretion, may either increase or decrease the pay grades for positions within the non-
bargaining unit member group based upon the completion of periodic salary or market surveys.
Such adjustments shall be limited to movement within the A, B and C benefit group classifications
and shall not exceed the maximum amount of compensation within the benefit group as established
by the City Council in the most recent ordinance establishing the pay and benefit plans for the non-
bargaining unit member group. Such adjustments of pay grades by the City Manager shall be
identified in the subsequent ordinance to be adopted by the City Council establishing a pay and
benefit plan for the non-bargaining unit member group.
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Paid Parental Leave - Employees subject to this ordinance are eligible to receive a total of eight
(8) weeks of paid parental leave within any said 12-month period, measured backward from the
date a leave is taken, for the birth and care of the employee's newborn child, or for the placement
of a child, younger than eighteen (18), with the employee for adoption or foster care.
To be eligible for paid parental leave, employees must:
• Have worked for the city for at least twelve (12) months; and
• Have completed at least 1,250 hours of work in the preceding twelve (12) months.
Conditions of Use:
• Paid parental leave must be taken in a continuous block of time.
• Leave must be used within the 12-month period beginning on the date of birth or placement.
• Employees must apply for and be approved to utilize Family and Medical Leave (FMLA),
which will run concurrently with paid parental leave.
• Eligibility and use of leave will be subject to guidelines established by Human Resources
and approved by the City Manager.
Payout Prohibition:
Under no circumstances will unused paid parental leave be paid out, including but not limited
to instances of separation from employment.
Section 3. That all ordinances in conflict with the provisions of this ordinance are
hereby repealed to the extent of any such conflict.
Section 4. That this ordinance shall be in full force and effect from and after January
1, 2025, upon its passage in the manner provided by law.
4' tif .421/6(./
David J. Kapta n, yor
Presented: February 26, 2025
Passed: February 26, 2025
Omnibus Vote: Yeas: 9 Nays: 0
Recorded: February 26, 2025 '
Published: February 26. 2025
Attest:
Kimberly Dewi Clerk
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