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ORDINANCE
AMENDING CODE OF ORDINANCES, CHAPTER 39, PERSONNEL,
ARTICLE III EMPLOYEE COMPENSATION AND CLASSIFICATION
SYSTEM, REVISING SECTION 39-303 TO INCLUDE PAY ADJUSTMENT
FOR COMMERCIAL DRIVER'S LICENSE (CDL) IN PAY PLAN 100,
UPDATE MINIMUM WAGE IN PAY PLAN 200, ADJUST POLICE
MANAGEMENT PAY RANGE IN PAY PLAN 300, ADD PROVISION TO
MAINTAIN 5% DIFFERENTIAL ABOVE EMPLOYEES SUPERVISED BY
SELECT POSITIONS IN PAY PLAN 400, MODIFY WORK COORDINATOR
CAREER LADDER MAXIMUM PAY RANGES, CHANGE PAY GRADES IN
PAY PLAN 1000; REVISING SECTION 39-304, CLASSIFIED SERVICE
DEFINED TO CLARIFY PAY PLANS EXEMPT FROM CLASSIFIED
SERVICE; REVISING SECTIONS 39-337 AND 39-352 TO CLARIFY USE
OF SICK LEAVE CONSISTENT WITH THE FAMILY AND MEDICAL
LEAVE ACT (FMLA); REVISING SECTION 39-362 TO CLARIFY THAT
PRIOR SERVICE OF A TEMPORARY EMPLOYEE SHALL NOT BE
CONSIDERED AND RECOGNITION OF PRIOR SERVICE AFTER
COMPLETION OF PROBATIONARY PERIOD; ADDING SECTION 39-368
CATASTROPHIC LEAVE PROGRAM; REPEALING ALL OTHER
ORDINANCES, AND RULES, OR PARTS OF ORDINANCES AND RULES,
IN CONFLICT WITH THIS ORDINANCE; PROVIDING FOR EFFECTIVE
DATE AND PROVIDING FOR SEVERANCE.
BE IT ORDAINED BY THE CITY COUNCIL OF THE CITY OF CORPUS CHRISTI,
TEXAS:
SECTION 1. Chapter 39, PERSONNEL, Article III. Employee Compensation and
Classification System of the Code of Ordinances of the City of Corpus Christi, Texas,
Section 39-303, is amended to read as follows:
ARTICLE III. EMPLOYEE COMPENSATION AND CLASSIFICATION SYSTEM
Sec. 39-303. Standard classifications, pay grades, and ranges.
(a) Classifications. The classifications of employees of the city, as set forth in this
section, will include: Pay Plan 100 Skill -Based Pay (FLSA Overtime Eligible); Pay Plan 200
Temporary (FLSA Overtime Eligible); Pay Plan 300 Police and Fire Managerial (Salaries
not covered in Collective Bargaining Agreements or in Executive Pay Plan 400); Pay Plan
400 Executives (FLSA Overtime Ineligible); Pay Plan 500(a) Legal (FLSA Overtime
Ineligible); Pay Plan 500(b) Legal (FLSA Overtime Eligible); Pay Plan 600 Exempt (FLSA
Overtime Ineligible); Pay Plan 700 Information Technology (FLSA Overtime Eligible); Pay
Plan 800 Information Technology (FLSA Overtime Ineligible); Pay Plan 900 Non -Exempt
(FLSA Overtime Eligible); Pay Plan 1000 Engineers/Engineering Services (FLSA Overtime
Ineligible); Pay Plan HTH Health District (FLSA Overtime Eligible/FLSA Overtime
Ineligible).
028254
Page 2 of 11
(b) Pay Plan 100. Skill -Based Pay Plan 100 includes pay range structures established for
administration of the Skill -Based Pay System. The city manager is authorized to add Skill -
Based Pay Range Structures and training programs throughout the fiscal year as job titles
are consolidated and transitioned from existing pay plans in Chapter 39, Section 39-303
into Skill -Based Pay Plan 100. The pay grades and ranges for positions in Skill -Based Pay
Plan 100 are as follows:
Pay Plan 100
Skill -Based Pay
FLSA Overtime Eligible
2.5% Effective 11/24/2008
Note: Second rate per sub -zone, if listed, is the rate for employees in the sub -zone who
/IQVG O VL/L, 0114
IIIGGI CIO VJ IG 4uIl\#IIIVI
IL. v, v,t, v„v, �.
(Metro -Com
Technician)
101, 102, 104
105, 106, 107,
108
(Parks and Recreation
Operations) added
8/1/2008
1
1.0
$17,065
$29,012
$17,065
1
1.1
17,408
29,882
17,408
1
1.2
17,755
17,755
1
1.3
18,465
18,465
1
1.4
19,203
19,203
1
1.5
19,970
2
2.1
21,169
31,078
21,169
2
2.2
22,440
31,699
22,440
2
2.3
23,786
32,333
23,786
2
2.4
25,213
32,979
25,213 29.370
2
2.5
26,725
33,639
26,725 30,888
2
2.6
28,329 32,490
34,312
2
2.7
30,029 34,195
3
3.1
32,432 36,247
38,429
32,432 36,247
3
3.2
35,026 38.422
43,040
35,026 38.422
3
3.3
37,829 40,343
48,206
37,829 40.343
3
3.4
40,854 42,360
51,438
40,854 42,360
3
3.5
45,758
Page 3 of 11
3
3.6
51,248
3
*3.7
58,091
* Sub -zone 3.7 applies to grades 101 and 102 only.
This includes a 2.5 per cent adjustment to step pay rates to address market position
effective 11/24/2008, and a 2.5 per cent pay increase for each employee in Pay Plan 100
effective 11/24/2008.
Second rate per sub -zone, if listed, effective 8/3/2009.
(c) Pay Plan 200. Pay Plan 200 includes hourly temporary positions that are not covered
in the FLSA Overtime Eligible Pay Plan 900. The city manager is authorized to make
changes to this pay throughout the fiscal year as required, such as for minimum wage
changes as required by federal law. The pay grades and ranges for positions in Pay Plan
200 are as follows:
Pay Plan 200
Temporary
FLSA Overtime Eligible
Effective 8/6/2007 8/3/2009
*211
$ 6.55 7.25
$ 6.55 7.25
$ 6.55 7.25
**212
7-.00 7.25
9.00
11.00
213
7.83
10.43
13.03
214
9.18
11.92
14.65
215
9.99
12.98
15.97
216
12.04
15.64
19.23
* Federal Minimum Wage increased to
$7.25 on 7/24/2009.
11•
** Adjusted to comply with state law and the pay received by election workers for other
local entities.
*** Grades 213 through 216: 3% increase effective 8/6/2007.
(d) Pay Plan 300. Pay Plan 300 will include the management positions that are not
covered in the collective bargaining agreements or Pay Plan 400 (Executives). Salary
ranges in Police and Fire Managerial Pay Plan 300 will maintain a minimum five (5) per
Page 4 of 11
cent differential (1) between the range minimum for police commanders and fire assistant
chiefs in the police and fire managerial Pay Plan 300 and the entry step for police captain
and fire battalion chief as stated in the applicable contract; and (2) between the range
maximum for police commanders and fire assistant chiefs in the Police and Fire
Managerial Pay Plan 300 and the highest step for police captain and fire battalion chief as
stated in the applicable contract. The city manager is authorized to make changes to this
pay structure as required throughout the fiscal year to be in compliance with the effective
salary ranges adopted in the applicable police and fire collective bargaining contracts. The
pay grades and ranges for positions in Pay Plan 300 are as follows:
Pay Plan 300
Police and Fire Managerial
FLSA Overtime Eligible
3% Effective 8/6/2007
*311
$78,611 81,762
$8-1,647 86,222
$90,682
312
78,232
84,457
90,682
* Police Managerial ranges are adjusted to maintain a minimum five (5) per cent
differential, effective 8/1/2008 8/3/2009.
This includes a 2.5 per cent pay increase for each employee in Pay Plan 300 effective
11/24/2008.
(e) Pay Plan 400. Pay Plan 400 will include positions at the highest level of decision-
making and responsibility. The pay grades and ranges for positions in Pay Plan 400 are as
follows:
Pay Plan 400
Executives
FLSA Overtime Ineligible
2.5% Effective 11/24/2008
410
$26,254
$34,096
$41,938
411
33,586
46,565
59,544
412
36,609
50,756
64,903
413
40,107
55,604
71,100
414
44,337
61,469
78,601
Page 5 of 11
415
49,236
68,261
87,287
416
55,171
76,487
97,803
417
62,092
86,086
110,079
418
69,445
96,279
123,113
419
70,197
97,320
124,433
420
78,476
108,797
139,118
421
79,357
110,020
140,683
422
87,963
99,021
110,079
423
89,712
124,378
159,043
424
100,671
112,557
124,443
430
City Manager No Range
This includes a 2.5 per cent range adjustment in address market position effective
11/24/2008, and a 2.5% pay increase for each employee in Pay Plan 400 effective
11/24/2008.
The base salary of employees in the following positions of Pay Plan 400 Executives shall
be maintained such that there is a minimum five percent (5%) differential above the salary
of the highest paid employee supervised in any lower grade position in their department(s).
423 Deputy City Manager
422 Assistant Police Chief, First Assistant Fire Chief
421 Assistant City Manager
420 City Attorney, Director of Water Operations
419 Director
418 Deputy Director
417 Assistant Director
This minimum salary differential will be granted up to the maximum of the pay range, and
will not exceed the maximum of the pay range.
(g) Pay Plan 600. Pay Plan 600 will include all positions that may be designated as
exempt from overtime under the FLSA except positions in Pay Plan 800 (Information
Technology), Pay Plan 500 (Legal), Pay Plan 300 (Police and Fire Managerial), and Pay
Plan 400 (Executives). The pay grades and ranges for positions in Pay Plan 600 are as
follows:
Page 6 of 11
Pay Plan 600
Exempt
FLSA Overtime Ineligible
2.5% Effective 11/24/2008
This includes a 2.5 per cent range adjustment to address market position effective
11/24/2008, and a 2.5 per cent pay increase for each employee in Pay Plan 600 effective
11/24/2008.
Work Coordinator Career Ladder
FLSA Overtime Ineligible
2.5% Effective 11/24/2008
Grade 630
Entry
$48,046
$50,927
1
50,928
53476 53,984
2
53,985
56-,685 58,303
3
58,304
61,210 67,047
4
67,048
70,402
This includes a 2.5 per cent range ,adjustment to address market position effective
11/24/2008, and a 2.5 per cent pay increase for each employee in Pay Plan 600 effective
11/24/2008.
��k i ,•a --
,. F1 ��:t .. K�
�l
611
$26,059
$35,673
$45,287
612
28,144
38,527
48,909
613
30,537
41,802
53,066
614
33,286
45,565
57,844
615
36,448
49,894
63,340
616
40,093
54,853
69,613
617
44,305
60,648
76,991
618
49,177
67,319
85,461
This includes a 2.5 per cent range adjustment to address market position effective
11/24/2008, and a 2.5 per cent pay increase for each employee in Pay Plan 600 effective
11/24/2008.
Work Coordinator Career Ladder
FLSA Overtime Ineligible
2.5% Effective 11/24/2008
Grade 630
Entry
$48,046
$50,927
1
50,928
53476 53,984
2
53,985
56-,685 58,303
3
58,304
61,210 67,047
4
67,048
70,402
This includes a 2.5 per cent range ,adjustment to address market position effective
11/24/2008, and a 2.5 per cent pay increase for each employee in Pay Plan 600 effective
11/24/2008.
Page 7of11
(k) Pay Plan 1000. Pay Plan 1000 will include positions focused on delivery of
engineering services, except those in Pay Plan 400 (Executives). The pay grades and
ranges for positions in Pay Plan 1000 are as follows:
Pay Plan 1000
Engineers/Engineering Services
(FLSA Overtime Ineligible)
2.5% Effective 11/24/2008
This includes a 2.5 per cent range adjustment to address market position effective
11/24/2008, and a 2.5 per cent pay increase for each employee in Pay Plan 1000 effective
11/24/2008.
New grades effective 8/3/2009.
SECTION 2. Chapter 39, PERSONNEL, Article III. Employee Compensation and
Classification System of the Code of Ordinances of the City of Corpus Christi, Texas,
Section 39-304, is amended to read as follows:
Sec. 39-304. Classified service defined.
(a) The classified service includes all positions not exempted in this section. The following
are exempt from the classified service and, therefore, are not covered by rules and
regulations of the civil service board:
(1) All positions within the following pay plans: Pay Plan 1000
(Engineers/Engineering Services), Pay Plans 800 and 700 (Information
Technology), Pay Plan 600 (Exempt), Pay Plans 500(a) and (b)(Legal), Pay Plan
400 (Executives), and Pay Plan 300 (Police and Fire Managerial), and Exempt
employees of Pay Plan HTH Health District.
(2) All positions in the mayor's office, and all positions in the city secretary's office.
1 f'`¢ ,? i .- 4
' 1.
t sY°•
613 E01
$40,911
$55,868
$70,825
615 E02
45,001
61,601
78,202
646 E03
49,950
68,378
86,805
617 E04
55,446
75,900
96,353
646 E05
62,100
85,008
107,917
This includes a 2.5 per cent range adjustment to address market position effective
11/24/2008, and a 2.5 per cent pay increase for each employee in Pay Plan 1000 effective
11/24/2008.
New grades effective 8/3/2009.
SECTION 2. Chapter 39, PERSONNEL, Article III. Employee Compensation and
Classification System of the Code of Ordinances of the City of Corpus Christi, Texas,
Section 39-304, is amended to read as follows:
Sec. 39-304. Classified service defined.
(a) The classified service includes all positions not exempted in this section. The following
are exempt from the classified service and, therefore, are not covered by rules and
regulations of the civil service board:
(1) All positions within the following pay plans: Pay Plan 1000
(Engineers/Engineering Services), Pay Plans 800 and 700 (Information
Technology), Pay Plan 600 (Exempt), Pay Plans 500(a) and (b)(Legal), Pay Plan
400 (Executives), and Pay Plan 300 (Police and Fire Managerial), and Exempt
employees of Pay Plan HTH Health District.
(2) All positions in the mayor's office, and all positions in the city secretary's office.
Page 8of11
(3) Any position that functions as the principal secretary or assistant to the city
manager, assistant city manager, executive director, municipal court judge,
department director, assistant department director, city secretary, city attorney,
assistant city attorney.
(4) Temporary employees.
(5) All members of the police and fire collective bargaining unit.
(b) Any employee serving in a position not included in the classified services serves at
will, at the pleasure of the city manager (or the city council if appointed by the city council),
and will have and continue such at -will status notwithstanding any other ordinance, rule, or
regulation of the city. No officer or employee of the city may waive or modify the at -will
status of any position described in this section. Provided, however, police and fire positions
are governed by collective bargaining agreements and state law as to job status.
SECTION 3. Chapter 39, PERSONNEL, Article III. Employee Compensation and
Classification System of the Code of Ordinances of the City of Corpus Christi, Texas,
Section 39-337, is amended to read as follows:
Sec. 39-337. Plan I use of sick leave.
Plan I employees can use accrued sick leave for the following purposes: (1) the serious
medical condition of a qualifying immediate family member as defined in sibyl -policy the
FMLA; (2) FMLA for eligible employees who meet the eligibility requirements of the federal
law, with the exception of a qualifying exigency; and (3) other medically related purposes
that are not covered by FMLA leave. Granting the use of paid sick leave is at the discretion
of the department head or designee, and may be denied if the employee's leave is
unauthorized or sick leave is abused.
SECTION 4. Chapter 39, PERSONNEL, Article III. Employee Compensation and
Classification System of the Code of Ordinances of the City of Corpus Christi, Texas,
Section 39-352, is amended to read as follows:
Sec. 39-352. Plan II use of sick leave.
Plan II employees can use accrued sick leave for the following purposes: (1) the serious
medical condition of a qualifying immediate family member as defined in city --policy the
FMLA. (2) FMLA for eligible employees who meet the eligibility requirements of the federal
law, with the exception of a qualifying exigency; and (3) other medically related purposes
that are not covered by FMLA leave. Granting the use of paid sick leave is at the discretion
of the department head or designee, and may be denied if the employee's leave is
unauthorized or sick leave is abused.
Page 9 of 11
SECTION 5. Chapter 39, PERSONNEL, Article III. Employee Compensation and
Classification System of the Code of Ordinances of the City of Corpus Christi, Texas,
Section 39-362, is amended to read as follows:
Sec. 39-362. Prior service credit.
(a) Leaves without pay of less than thirty (30) days shall not interrupt continuous
service but shall be deducted for all other purposes. Absences of leave without pay in
excess of thirty (30) days, except for disability leave and extended service with the Armed
Forces of the United States, shall be deducted in computing total service but shall not
serve to interrupt continuous service. In case of repeated one -day absences without leave,
the city manager, or designee, may consider the service of the employee interrupted and
shall have the personnel record of the employee show the same.
(b) Upon interruption of service followed by reinstatement or return to duty, the
continuous service date shall be the effective date of reinstatement or return to duty except
as further provided in this section.
(c) Prior service may be recognized for continuous service credit, but shall be reduced
by the rate of one calendar month for each calendar month or part thereof absence, upon
approval of the city manager, as recommended by the department head. The effective
date of reinstatement shall be adjusted by the amount of prior service recognized. An
employee's last two (2) periods of employment, less service breaks, shall be used in
calculating prior service credit.
(d) Prior service of less than six (6) months, or prior service as a temporary employee,
shall not be considered in computing continuous service credit.
(e) Recognition of prior service for continuous service credit shall not be granted until
satisfactory completion of probationary period.
SECTION 6. Chapter 39, PERSONNEL, Article III. Employee Compensation and
Classification System of the Code of Ordinances of the City of Corpus Christi, Texas,
Section 39-368, is added to read as follows:
Section 39-368 Catastrophic Leave Program
The City Manager, or designee, is authorized to develop a Catastrophic Leave Program to
provide employees with the possibility of obtaining additional sick leave days to avoid loss
Page 10 of 11
of compensation due to a catastrophic illness or injury when the employee has exhausted
all accrued leave.
SECTION 7. This Ordinance is effective upon final adoption by the City Council.
Adjustments to salary ranges of Pay Plans within this Ordinance will become effective
August 3, 2009, as indicated on individual Pay Plans in Section 39-303 of the Code of
Ordinances.
SECTION 8. If for any reason any section, paragraph, subdivision, clause, phrase, word
or provision of this ordinance shall be held invalid or unconstitutional by final judgment of a
court of competent jurisdiction, it shall not affect any other section, paragraph, subdivision,
clause, phrase, word, or provision of this ordinance, for it is the definite intent of this City
Council that every section, paragraph, subdivision, clause, phrase, word or provision of
this ordinance be given full force and effect for its purpose.
Page 11 of 11
That the fore oJing ordinance wa re d for the first time and passed to its second reading
on this the ! r. day of , 2009, by the following vote:
Joe Adame
Chris N. Adler
Brent Chesney
Larry R. Elizondo, Sr.
Kevin Kieschnick
Priscilla Leal
John E. Marez
Nelda Martinez
Mark Scott
That theforegoing ordinance was read for the second time and passed finally on this the
02$ —day of gilt- , 2009, by the following vote:
00
Joe Adame Priscilla Leal
Chris N. Adler
Brent Chesney
Larry R. Elizondo, Sr.
Kevin Kieschnick
John E. Marez
Nelda Martinez
Mark Scott
PASSED AND APPROVED, this the (;day of , 2009.
ATTEST:
Armando Chapa
City Secretary
APPROVED AS TO FORM
Byi
/ Jennifer A. Knox -Walker
Assistant City Attorney
for City Attorney
ply
Joe A ame !��le
Mayor
, 2009
028254
EFFECTIVE DATE
Ri.lr2)x009
CALLER -TIMES « August 3, 2009 « 5E
NOTICE OF
PASSAGE OF OR-
DINANCE NO.
028254
Amending the Code
of Ordinances, Chap-
ter 39, Personnel, Ar-
title 111 Employee
Compensation and.
!Classification Sys -1
Legal Notices 1110
tem, revising Section
39-303 to include pay
adjustment for Com-
mercial Driver's Li-
cense (CDL) on Pay
Plan 100, update
minimum wage on
Pay Plan 200, adjust
police management
pay range on Pay'
Plan 300, add provi-
sion for 5% salary dif-
ferential above em-
ployees supervised
by select positions in
Pay Plan 400; modify
work coordinator ca-
reer ladder maximum
pay ranges, change
pay grades on Pay
Plan 1000; revising
Section 39-304, Clas-
sified Service defined
to clarify pay plans
exempt from classi-
fied service; revising
Sections 39-337 and
39-352 to clarify use
of sick leave consis-
tent with the Family
and Medical Leave
Act (FMLA); revising
Section 39-362 to
clarify that prior ser-
vice
ervice of a temporary
employee shall not
be considered and
recognition of prior
service after comple-
tion of probationary
period; adding Sec-
tion 39-368 Catas-
trophic Leave Pro-
gram; repealing all
other ordinances,
and rules, or parts of
ordinances and rules,
in conflict with this or-
dinance; providing for
effective date and l
providing for sever-
ance. This ordinance
was passed and ap-
proved by the City 1
Council of the City of
Corpus Christi on its
second reading on
July 28, 2009. This
ordinance is effective
July 28, 2009.
/s/ Armando Chapa
City Secretary
City of Corpus Christi