HomeMy WebLinkAboutG46-25 Ordinance No. G46-25
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, 2026, 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:
City of Elgin Pay Ranges
Effective January 1, 2026
Pay Grade 2026 2026 2026 2026 2026 2026
Minimum Midpoint Maximum Minimum Midpoint Ivlaxirnum
Hourly Hourly Hourly Annual Annual Annual
16 $24.90 $30.75 $39.90 $51,800 $63,969 $83,000
17 $27.64 $34.13 $44.28 $57,500 $70,997 $92,100
18 $30.67 $37.87 $49.13 $63,800 $78,779 $102,200
19 $34.04 $42.03 $54.52 $70,800 $87,417 $113.400
20 $37.79 $46.64 $60.48 $78,600 $97,015 $125,800
21 $41.92 $51.75 $67.12 $87,200 $10 7.642 $139,600
22 $46.54 $57.45 $74.52 $96,800 $119,504 $155.000
23 $52.12 $64.34 $83.46 $108,400 $133,818 $173,603
24 $58.89 $72.70 $94.28 $122,500 $151,221 S 196,100
25 $66.54 $82.14 $.106.54 $138,400 $170,851 $221,600
26 $75.19 $92.82 $120.38 $156,400 $193,071 $250,400
27 $84.95 $104.87 $136.01 $176,700 $218,130 $282,900
220 $45.13 $55.71 $72.26 $96,800 $119,504 $155,000
230 $50.07 $61.63 $80.19 $107,400 $132,194 $172,000
240 $57.31 $70.54 $91.83 $119,200 $146,718 $191,000
241 $45.71 $56.26 $73.24 $119,200 $146,718 $191,000
250 $63.65 $78.35 $101.92 $132,400 $162.966 $212,000
260 $70.63 $86.93 $113.13 $146,900 $180,813 $235,300
270 $78.41 $96.52 $125.53 $163.100 $200,753 $261,100
Section. 2. That the following benefit program is hereby established:
Vacation
1 to 5 years of service-- 2 weeks
6 to 10 years of service —3 weeks
11 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 include up to eleven(11)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. S11-09, as
amended.
Sick Leave - Fifteen (15) days (in 12-hour increments for Fire shift personnel) will be placed on
account when commencing employment, 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.
Life Insurance - in an amount equal to the nearest $1,000 of the employee's annual base salary.
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 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.
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.
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.
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. Employees in
the Public Safety Communications Shift Supervisor position that are assigned to a 12-hour work
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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.
Longevity Pay—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
Sworn Police Management — 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.
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.
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.
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.
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Medical Insurance - 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 the first check in December in the applicable plan year.
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.
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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.
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.
Sworn Police Uniform Allowances - $50 uniform allowance differential for Sworn 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.
Sworn Police Court Appearance — Sworn 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.
Sworn Police Management Voluntary Fitness Program —Sworn 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.
Language Proficiency Stipend - 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. It must be used in their job.
Adjustment of Pay Grades - 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 classifications and shall not exceed the maximum amount of compensation 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.
Section 3. That all ordinances in conflict with the provisions of this ordinance are
hereby repealed to the extent of any such conflict.
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Section 4. That this ordinance shall be in full force and effect from and after January
1, 2026, upon its passage in the manner provided by law.
David J. Ka in, ayor
Presented: October 22, 2025
Passed: October 22, 2025
Omnibus Vote: Yeas: 9 Nays: 0
Recorded: October 22, 2025 v t''6C
Published: October 22. 2025
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Kimberly Dewi C' Clerk :. .r.,
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