G79-18 Ordinance No. G79-18
AN ORDINANCE
ESTABLISHING A PAY AND BENEFIT PLAN FOR CE' TAIN APPOINTED OFFICERS
AND EMPLOYEES OF THE CITY F ELGIN
BE IT ORDAINED BY THE CITY COUNCIL OF T I E CITY OF ELGIN, ILLINOIS:
Section 1. That effective January 1, 2019, there 's 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 St p 3 Step 4 Step 5 Step 6 Step 7
Position Title Group Grade
CORPORATION COUNSEL/CHIEF
DEVELOPMENT OFFICER A 828 $157,824 $165,717 $17,001 $182,703 $191,838 $201,428 $211,500
$13,152 $13,810 $1',500 $15,225 $15,986 $16,786 $17,625
(NO POSITIONS IN GRADE) A 827 $150,309 $157,824 $16.,717 $174,001 $182,703 $191,838 $201,428
$12,526 $13,152 $11,810 $14,500 $15,225 $15,986 $16,786
(NO POSITIONS IN GRADE) A 826 $143,151 $150,309 $15 ,824 $165,717 $174,002 $182,703 $191,838
$11,929 $12,526 $1 ,152 $13,810 $14,500 $15.225 $15,986
CHIEF FINANCIAL OFFICER/
BUDGET DIRECTOR A 825 $136,335 $143,151 $1'1,309 $157,824 $165,717 $174,001 $182,703
FIRE CHIEF A $11,361 $11,929 $12,526 $13,152 $13,810 $14,500 $15,225
POLICE CHIEF A
(NO POSITIONS IN GRADE) 824 $129,842 $136,335 $1,3,151 $150,309 $157,824 $165,717 $174,001
$10,820 $11,361 $11,929 $12,526 $13,152 $13,810 $14,500
PUBLIC SERVICES DIRECTOR A 823 $123,660 $129,842 $1 6,335 $143,151 $150,309 $157,824 $165,717
$10,305 $10,820 $ 1,361 $11,929 $12,526 $13,152 $13,810
ASSISTANT CITY MANAGER A 822 $117,770 $123,660 $1.9,842 $136,335 $143,151 $150,309 $157,824
CHIEF TECHNOLOGY DIRECTOR A $9,814 $10,305 $ 0,820 $11,361 $11,929 $12,526 $13,152
COMMUNITY DEV. DIRECTOR A
HUMAN RESOURCES DIRECTOR A
ASSISTANT FIRE CHIEF A 821 $112,162 $117,770 $1.3,660 $129,842 $136,335 $143,151 $150,309
COMMUNICATIONS DIRECTOR A $9,347 $9,814 $ 0,305 $10,820 $11,361 $11,929 $12,526
PARKS AND RECREATION
DIRECTOR A
POLICE DEPUTY CHIEF A
WATER DIRECTOR A
BATTALION CHIEF(FIRE) A 820 $106,821 $112,162 $11 ',770 $123,660 $129,842 $136,335 $143.151
DIRECTOR OF NEIGHBORHOOD
SERVICES A $8,902 $9,347 $",814 $10,305 $10,820 $11,361 $11,929
POLICE COMMANDER A
ASSISTANT CORP COUNSEL II B 819 $101,735 $106,821 $11',162 $117,770 $123,660 $129,842 $136,335
ASSISTANT DIRECTOR OF
PARKS AND RECREATION II B $8,478 $8,902 $',347 $9,814 $10,305 $10,820 $11,361
CITY ENGINEER A
ECONOMIC DEVELOPMENT
DIRECTOR A
RECREATION&FACILITIES
SUPT. B
DIRECTOR OF
ADMINISTRATION-POLICE B 818 $96,890 $101,735 $10.,821 $112,162 $117,770 $123,660 $129,842
FIRE MARSHAL A $8,074 $8,478 $:,902 $9,347 $9,814 $10,305 $10,820
POLICE LIEUTENANT B
ASSISTANT DIRECTOR OF
PARKS AND RECREATION I B 817 $92,277 $96,890 $101,735 $106,821 $112,162 $117,770 $123,660
BUILDING MAINTENANCE SUPT
ENTERPRISE ARCHITECT B $7,690 $8,074 $:,478 $8,902 $9,347 $9,814 $10,305
FINANCE MANAGER B
PURCHASING OFFICER B
PROFESSIONAL STANDARDS
OFFICER B
PUBLIC WORKS
SUPERINTENDENT B
SENIOR ENGINEER B
SENIOR PLANNER B
WATER PLANT
SUPERINTENDENT B
ASSISTANT CORP COUNSEL I B 816 $87,883 $92,277 $'.,890 $101,735 $106,821 $112,162 $117,770
ENGINEER II B $7,324 $7,690 '!:,074 $8,478 $8,902 $9,347 $9,814
GOLF OPERATIONS DIRECTOR B
POLICE SERGEANT B
BUILDING&DEVELOPMENT
MANAGER B 815 $83,699 $87,883 $'2,277 $96,890 $101,735 $106,821 $112,162
CITIZEN SERVICE SUPERVISOR B $6,975 $7,324 `7,690 $8,074 $8,478 $8,902 $9,347
CITY CLERK B
CULTURAL CENTER DIRECTOR B
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NEIGHBORHOOD SERVICES
MANAGER II B
ASSISTANT BUILDING
MAINTENANCE SUPT. C 814 $79,711 $83,699 $8 ,883 $92,277 $96,890 $101,735 $106,821
ASSISTANT WATER
SUPERINTENDENT C $6,643 $6,975 $ ,324 $7,690 $8,074 $8,478 $8,902
DEPUTY DIRECTOR OF
EMERGENCY COMMUNICATIONS C
ENGINEER I C
FACILITIES MANAGER-
RECREATION C
ITS NETWORK MANAGER C
ITS SENIOR DATABASE
ANALYST C
ITS SYSTEM SUPPORT
MANAGER C
PUBLIC WORKS SUPERVISOR C
RECREATION MANAGER C
SENIOR ACCOUNTANT C
SENIOR HUMAN RESOURCES
ADVISOR C
SENIOR MANAGEMENT
ANALYST C
SENIOR PUBLIC SAFETY
SYSTEMS SPECIALIST C
FIRE CODE OFFICIAL B 813 $75,916 $79,711 $8:,699 $87,883 $92,277 $96,890 $101,735
GOLF COURSE
SUPERINTENDENT B $6,326 $6,643 $.,975 $7,324 $7,690 $8,074 $8,478
311 CITIZEN SERVICES
MANAGER C 812 $72,301 $75,915 $7:,711 $83,698 $87,883 $92,276 $96,890
GIS PLANNER C $6,025 $6,326 $.,643 $6,975 $7,324 $7,690 $8,074
ITS SPECIALIST NETWORK
ADMINISTRATOR C
NEIGHBORHOOD SERVICES
MANAGER I C
PUBLIC SAFETY SYSTEMS
SPECIALIST C
ACCOUNTANT C 811 $68.858 $72,302 $7.,916 $79,711 $83,699 $87,883 $92,277
ACCOUNTANT/PAYROLL
ANALYST C $5.738 $6.025 $.,326 $6,643 $6,975 $7,324 $7,690
ASSOCIATE PLANNER C
HISTORIC PRESERVATION
PLANNER C
PLAN EXAMINER C
PUBLIC HEALTH
COORDINATOR C
PUBLIC SAFETY
COMMUNICATIONS-SHIFT
SUPERVISOR C
VICTIM ASSISTANCE
COORDINATOR C
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ASSISTANT GOLF OPERATIONS
DIRECTOR C 810 $65,578 $68,858 $7',301 $75,916 $79,711 $83,699 $87,883
CHEMIST C $5,465 $5,738 $.,025 $6,326 $6,643 $6,975 $7,324
DEPUTY DIRECTOR OF
RECORDS C
EXECUTIVE ASSISTANT* C
LEGAL
SECRETARY/PARALEGAL* C
POLICE EXECUTIVE ASSISTANT C
RISK MANAGEMENT
ASSISTANT C
SENIOR RECREATION
SUPERVISOR-AQUATIC
PROGRAMS C
SENIOR RECREATION
SUPERVISOR-ERC PROGRAMS C
SENIOR RECREATION
SUPERVISOR-COMMUNITY
PROGRAMS C
SENIOR RECREATION
SUPERVISOR-HEALTH&
FITNESS PROGRAMS C
SENIOR RECREATION
SUPERVISOR-FITNESS
MEMBERSHIP C
ERC PROGRAM SUPERVISOR C 809 $62,456 $65,578 $.:,858 $72,301 $75,916 $79,711 $83,699
$5,205 $5,465 • ,738 $6,025 $6,326 $6,643 $6,975
COMMUNITY OUTREACH
SPECIALIST C 808 $59,482 $62,456 $.5,578 $68,858 $72,301 $75,916 $79,711
CULTURAL ARTS MANAGER C $4,957 $5,205 '5,465 $5,738 $6,025 $6,326 $6,643
CUSTOMER SERVICE
SUPERVISOR C
HEMMENS ASSISTANT
TECHNICAL SUPERVISOR C
HUMAN RESOURCES ADVISOR C
MANAGEMENT ANALYST C
PARKING CONTROL
SUPERVISOR C
RECREATION SOFTWARE
SPECIALIST C
SPECIAL EVENTS
COORDINATOR C
ACCOUNTING TECHNICIAN C 807 $56,649 $59,482 $:2,456 $65,578 $68,858 $72,301 $75,916
PUBLIC SAFETY
PROP/EVIDENCE TECHNICIAN C $4,721 $4,957 '5,205 $5,465 $5,738 $6,025 $6,326
GIS ANALYST C
ADMINISTRATIVE ASSISTANT
II* C 806 $53,952 $56,649 $9,482 $62,456 $65,578 $68,858 $72,301
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DEPUTY CITY CLERK* C $4,496 $4,721 $,,957 $5,205 $5,465 $5,738 $6,025
LEGAL SECRETARY* C
MANAGEMENT FELLOWSHIP C
FLEET SERVICE ASSISTANT C 805 $51,385 $53,952 $5.,649 $59,482 $62,456 $65,578 $68,858
$4,282 $4,496 $ ,721 $4,957 $5,205 $5,465 $5,738
ADMINISTRATIVE ASSISTANT I* C 804 $48,937 $51,385 $5.,952 $56,649 $59,482 $62,456 $65,578
CONTENT DEVELOPER C $4,078 $4,282 $.,496 $4,721 $4,957 $5,205 $5,465
COMMUNITY RESTITUTION
WORK COORDINATOR C 803 $46,605 $48,937 $51,385 $53,952 $56,649 $59,482 $62,456
ERC OFFICE MANAGER C $3,884 $4,078 $,,282 $4,496 $4,721 $4,957 $5,205
ERC FACILITY SUPERVISOR C
(NO POSITIONS IN GRADE) 802 $44,386 $46,605 $4:,937 $51,385 $53,952 $56,649 $59,482
$3,699 $3,884 $,,078 $4,282 $4,496 $4,721 $4,957
(NO POSITIONS IN GRADE) C 801 $42,272 $44,386 $4.,605 $48,937 $51,385 $53,952 $56,649
$3,523 $3,699 $c,884 $4,078 $4,282 $4,496 $4,721
*(Confidential position)
Section 2. That the following benefit program is he eby 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 superviso 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 r.i ge than one (1)to nine (9)years of
service, he or she shall not advance to the next range until I e 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 M.rch 1, 2010, sixty (60) days (in 12-
hour increments for Fire shift personnel) placed on account hen commencing employment, plus
annual accrual of one day (8 hours) per month. For employ:es hired on or after March 1, 2010,
thirty (30) days (in 12-hour increments for Fire shift p:i sonnel) placed on account when
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commencing employment, plus annual accrual of.5 days (4 ours) per month. Employees may
accumulate sick leave up to a total maximum accrual of 241 s ck days, which is the equivalent of
1928 hours of sick leave.
3) Life Insurance-in an amount equal to the ne. -st$1,000 of the employee's annual
base salary.
4) Holidays - New Year's Day, Martin Lu her King Day, Memorial Day,
Independence Day, Labor Day, Thanksgiving Day, the day .fter Thanksgiving, Christmas Eve,
Christmas Day, and New Year's Eve. Fire shift personnel sh i 11 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 fo each of any undesignated holidays
shall also be received by fire shift personnel.
5) Uniform Allowances - $50 uniform allowanc=differential for Police management
personnel above the authorized annual employee allowances for the Police employee group, in
addition to providing replacement for uniforms damaged whil- on duty.
6) Fire Battalion Chiefs - Fire Battalion Chiefs .hall be paid at their current hourly
rate of pay at straight time for hours worked filling a vacant s ift 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 s all be provided per year, but not
including Fire shift personnel. Employees commencing empl i yment between January 1 and June
30 in a year shall receive all three (3) personal days for s ch year. Employees commencing
employment between July 1 and December 31 in a year shall r-ceive one(1)personal day for such
year.
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,ma, also include up to five(5)years of
non-City of Elgin prior professional or supervisory service o an employee in the same or similar
field in determining years of service of an employee for the p 'ose of vacation at initial hire. If
an employee is granted vacation accrual in a higher range th. one (1)to five(5) years of service,
he or she shall not advance to the next range until he or she as attained the required number of
years of service with the city for such range.
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The accumulation of vacation leave shall be limited as .rovided by Ordinance No. S11-09,
as amended.
2) Sick Leave - For employees hired prior to Ma ch 1, 2010, thirty (30) days placed
on account upon commencement of employment plus annu.'1 accrual of one day (8 hours) per
month. For employees hired on or after March 1, 2010,twent (20)days placed on account when
commencing employment, plus annual accrual of.5 days (4 ours) per month. Employees may
accumulate sick leave up to a total maximum accrual of 241 s ck days, which is the equivalent of
1928 hours of sick leave.
3) Life Insurance- in an amount equal to the ne. est$1,000 of the employee's annual
base salary.
4) Holidays - New Year's Day, Martin Lu her King Day, Memorial Day,
Independence Day, Labor Day, Thanksgiving Day, the day .fter Thanksgiving, Christmas Eve,
Christmas Day, and New Year's Eve. Police shift personnel w.11 receive additional eight(8)hours
holiday pay at their straight-time hourly rate whether the holi•ay is worked or not.
5) Uniform Allowances - $50 uniform allowanc=differential for Police management
personnel above the authorized annual employee allowance for the Police employee group, in
addition to providing replacement for uniforms damaged whil- on duty.
6) Police management personnel shall receive co pensation 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 standb, 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 hour. in excess of their regular 8.25 shift
hours with a maximum accrual of 80 hours.
7) Personal Days - Three (3) personal days s all be provided per year, but not
including Fire shift personnel. Employees commencing empl.yment between January 1 and June
30 in a year shall receive all three (3) personal days for s ch year. Employees commencing
employment between July 1 and December 31 in a year shall r-ceive 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,ma 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 p rpose of vacation at initial hire. If
an employee is granted vacation accrual in a higher range th. one (1)to five (5) years of service,
he or she shall not advance to the next range until he or she las attained the required number of
years of service with the city for such range.
The accumulation of vacation leave shall be limited as •rovided by Ordinance No. S11-09,
as amended.
2) Sick Leave - For employees hired prior to M. ch 1, 2010, fifteen(15) days placed
on account upon commencement of employment plus annul accrual of one day (8 hours) per
month. For employees hired on or after March 1, 2010, fiftee (15) days placed on account when
commencing employment, plus annual accrual of.5 days (4 ours) per month. Employees may
accumulate sick leave up to a total maximum accrual of 241 ick days, which is the equivalent of
1928 hours of sick leave.
3) Life Insurance-in an amount equal to the ne. gest$1,000 of the employee's annual
base salary.
4) Holidays - New Year's Day, Martin Lu her King Day, Memorial Day,
Independence Day, Labor Day, Thanksgiving Day, the day .,fter Thanksgiving, Christmas Eve,
Christmas Day, and New Year's Eve.
5) Personal Days - Three (3) personal days shal be provided per year. Employees
commencing employment between January 1 and June 30 i a year shall receive all three (3)
personal days for such year. Employees commencing employ ent between July 1 and December
31 in a year shall receive one (1)personal day for such year.
Police Management Sick Leave Bonus-All police manage ent employees on the active payroll
as of the beginning of a payroll year, shall have established : $240 sick leave occurrence bank.
For each 8 hours of sick leave used during a payroll year, i.40.00 shall be deducted from the
employee's individual sick leave bonus bank. Employees on he payroll at the end of the payroll
year shall receive a voucher payment equal to the balance re aining in their individual sick leave
bonus bank.
Police Management Sick Leave Conversion - Police mana ement employees may accumulate
sick leave up to a total maximum accrual of 241 sick days, w ich is equivalent to a maximum of
1,928 hours of sick leave time. In recognition of non-use of ick leave time, police management
employees shall be eligible for a severance sick leave convey.ion payment upon separation from
employment. Such severance payment shall be equivalent is twenty-five percent (25%) of the
value of the employee's accumulated and unused sick lea e as of the effective date of the
employee's separation from employment, and shall be paid to he employee in a lump sum,minus
any applicable deductions. For the purposes of this section, e employee's hourly wage shall be
equivalent to the employee's hourly wage rate inclusive o annual longevity pay paid to the
employee, if any.
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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 Sp•nish, 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. Notwithstanding the foregoing,
employees hired on or after January 1, 2018, shall not be eligible to participate in the so-called
PPO or HCA group medical insurance plans, and such employees shall be limited to participating
in the Health Maintenance Organization (HMO) or the High Deductible Health Plan
(HDHP)/Health Savings Account Plan(HSA). 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 :aired 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.
Vacation and Sick Leave Buy Back for Groups A, B, and C - Effective January 1, 2010, an
employee determined by the City Manager in the City Manager's sole and exclusive discretion to
be outstanding and deserving of a performance reward may sell back to the City at the employee's
then current salary rate up to five(5)accrued and unused vacation days each calendar year and up
to five (5) accrued and unused sick days each calendar year. The determination by the City
Manager as to whether any employee qualifies for such vacation and/or sick leave buy back and
the amount thereof shall be in the sole and exclusive discretion of the City Manager and shall not
be subject to any review, appeal, grievance and/or arbitration procedures.
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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-Upon retirement or leaving city employment in good
standing,employees may be eligible to convert accrued sick leave for severance pay. An employee
with accrued sick leave of more than 720 hours (90) days (or 1,080 hours (90-12 hour days) for
fire shift employees) may convert up to a maximum of 20 days or 160 hours of sick leave for
severance pay (240 hours for fire shift employees), as long as the remaining balance of accrued
sick leave does not total less than 90 days of accrued sick leave. Such conversion shall be at the
rate of three (3) days of sick leave for one (1) day 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.
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 g ades 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.
Section 4. That this ordinance shall be in full force and effect from and after January
1, 2018, upon its passage in the manner provided by law.
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I
!L/. i
Davie J. Kapt ✓, or
Presented: December 19, 2018
Passed: December 19, 2018
Vote: Yeas: 8 Nays: 0
Recorded: December 19, 2018 �' �" t 2.
i. sw� a
Published: December 20, 2018 ; ,,,� , ,4
A st v. *'
aze"....)
Yom..
Kimberly Dewis, Ci Jerk
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