HomeMy WebLinkAbout2002-186 CCRMember Kay Lasman introduced the following resolution and moved its adoption:
RESOLUTION NO. 2002-186
RESOLUTION SETTING SALARIES AND BENEFTS FOR CALENDAR YEAR 2003
WHEREAS, Section 2.07 of the City Charter for the City of Brooklyn Center requires that the
City Council shall fix the salary and benefits of all officers and employees of the City; and
WHEREAS, the 1984 Pay Equity Act as adopted and amended by the Legislature requires
every political subdivision of the State of Minnesota to establish "equitable compensation relationships"
between its employees; and
WHEREAS, the City Council has reviewed the 2003 Full-time Employee Pay Plan; and
WHEREAS, an individual employee's movement through their respective pay schedule
reflects a progression in corresponding levels or improved job performance; and
NOW, THEREFORE, BE IT RESOLVED that the City Council of the City of Brooklyn
Center that it hereby sets wages, salaries and certain benefits for the calendar year 2003 by adoption of the
attached Pay Plan and allows the City Manager to set appropriate increases to the part-time schedule consistent
with other employee groups, which the City Manager shall be authorized to pay.
BE IT FURTHER RESOLVED that the City Manager may reclassify, adjust, add and/or
delete position(s) to pay grades in the Pay Plan(s) but is limited to authorizing increases due to Pay Equity Act
compliance and by the Annual Budget constraints adopted by the City Council; and
BE IT FURTHER RESOLVED that the 2003 Full-time Pay Plan is approved and adopted
because it is in general an equitable pay plan for City Employees; however, parts of the Pay Plan are approved
and adopted solely for the purpose of compliance with the mandates of Minnesota Statutes, Section 471.999;
that adoption of the Pay Plan shall create no vested rights, terms or conditions of employment or entitlement to
any given level of compensation for any employee or group of employees; that the Pay Plan shall be subject to
continuing review and reconsideration and may be amended from time to time by the City Council; and
BE IT FURTHER RESOLVED that the City Manager be authorized to employ full and part-
time and/or temporary employees as may be necessary, and to establish competitive rates of pay for such help
consistent with the 2003 budget appropriations and to make interim appointments to fill vacant positions
whenever a position is vacant because a regular employee is on leave of absence, vacation leave, sick leave, or
is absent for any other reason, and to establish rates of pay for such appointments consistent with the 2003
budget appropriations; and
BE IT FURTHER RESOLVED that authorized wage adjustments, not to exceed the
maximums contained herein, shall become effective January 1, 2003.
December 9, 2002 i~~
j )ate Mayor `
ATTEST: W J 1
City Clerk
The motion for the adoption of the foregoing resolution was duly seconded by member
Bob Peppe
and upon vote being taken thereon, the following voted in favor thereof:
Myrna Kragness, Kay Lasman, Ed Nelson, Bob Peppe, and Tim Ricker;
and the following voted against the same: none;
whereupon said resolution was declared duly passed and adopted.
RESOLUTION NO. 2002-186
City of Brooklyn Center
2003 Pay Plan
Full-Time Employees
RESOLUTION NO. 2002-186
City of Brooklyn Center
2003 Employee Pay Plan
Table of Contents
Contents
PaLye
Positions
1
City Manager & Department Head Pay Plan
4
Confidential Supervisory Employee Pay Plan
5
Non-Organized Supervisory Exempt Pay Plan
6
Non-Organized Exempt Pay Plan
7
Non-Organized Non-Exempt Pay Plan
9
Teamsters #320 Pay Plan
11
LELS Local #82 (Police Officers) Pay Plan
12
LELS Local #86 (Sergeants) Pay Plan
13
Local #49 (Maintenance) Pay Plan
14
Insurance Contribution Schedules
15
RESOLUTION NO. 2002-186
2003 City of Brooklyn Center Regular Full-Time Positions
IF. 5 0
►trart:::.::.::.
ut0.r:izei
CITY MANAGER'S OFFICE
City Manager
1
Contract
Yes-.Exec
Assistant City Manager/Director of Operations
1
No
Yes-Adm
City Clerk
1
No
Yes-Adm
Human Resources Director
1
No
Yes-Adm
IT Coordinator
1
No
Yes-Adm
IT/GIS Technician
1
No
No
Administrative Specialist
1
No
No
Administrative Technician/Deputy City Clerk
1
No
No
Administration/Comm. Dev. Secretary
1
No
No
Customer Service Rep/Permit Technician
2
No
No
Liquor Stores Division
Liquor Operation Manager
1
No
Yes-Exec
Liquor Store Manager
2
No
Yes-Exec
Earle Brown Heritage Center Division
EBHC Manager
1
No
Yes-Exec
EBHC Maintenance Supervisor
1
No
Yes-Exec
EBHC Crew Chief
2
No
No
EBHC Sales Director
1
No
Yes-Exec
EBHC Salesperson
2
No
Yes-Adm
EBHC Maintenance Custodian
2
No
No
EBHC Secretary & Billing Clerk
2
No
No
COMMUNITY DEVELOPMENT DEPARTMENT
r
Director of Community Development
1
No
Yes-Exec
Planning and Zoning Specialist
1
No
Yes-Prof
Community Development Specialist
1
No
Yes-Adm
Building Official
1
No
Yes-Adm
Building Inspector
2
No
No
Temporary Building Inspector
1
No
No
Community Development Secretary
1
No
No
FISCAL AND SUPPORT SERVICES
Director of Fiscal and Support Services
1
No
Yes-Exec
Assistant Director of Finance
1
No
Yes-Adm
Staff Accountant
1
No
Yes-Prof
Utilities Technician II
1
No
No
Accounting Technician II
1
No
No
Finance Technician
1
No
No
1
No
No
Assessing Division
Assessor
1
No
Yes-Exec
Appraiser 1
1
No
No
Appraiser Technician
1
No
No
1
RESOLUTION NO. 2002-186
FIRE DEPARTMENT
Fire Chief/Emergency Management Coord.
POLICE DEPARTMENT
Chief of Police
Police Captain
Police Sergeant
Police Officer
Administrative Technician
Administrative Manager
Neighborhood Liaison
Investigative Aide/Property Room Technician
Public Safety Communications Supervisor
Public Safety Dispatcher
Police Secretary/Receptionist
Police Classification Technician
PUBLIC WORKS DEPARTMENT
Director of Public Works/City Engineer
Engineering Technician IV
Engineering Technician III
Engineering Technician II
Public Works Administrative Aide
Engineering Secretary
Streets and Parks Division
Deputy Public Works Director
Supervisor of Streets and Parks Maintenance
Crew Leader
Maintenance If
Central Garage Division
Mechanic
Night Service Person
Central Garage Technician
Public Works Administrative Technician
Public Utilities Division
Supervisor of Public Utilities
Crew Leader
Maintenance II
Ff.
1
No
Yes-Exec
1
T-320
Yes-Exec
2
T-320
Yes-Adm
6
L #86
No
33
L #82
No
1
No
No
1
No
Yes-Adm
1
No
No
1
No
No
1
No
No
6
No
No
2
No
No
1
No
No
1
No
Yes-Exec
1
No
No
3
No
No
1
No
No
1
No
No
1
No
No
1
No
Yes-Exec
1
No
No
3
L #49
No
15
L #49
No
3
L #49
No
1
L #49
No
1
No
No
1
No
No
1
No
No
1
L #49
No
5
L #49
No
2
RESOLUTION NO. 2002-186
COMMUNITY ACTIVITIES, RECREATION &
SERVICES
Government Buildings Division
Maintenance Supervisor
Maintenance Custodian
Lead Custodian
Custodian
1
No
Yes-Exec
3
No
Yes-Adm
1
No
Yes-Adm
1
No
Yes-Adm
1
No
No
1
No
No
1
No
Yes-Exec
2
No
No
1
No
No
4
No
No
C?TJ6lia3EU: ::aL~{']~E>P?LT`t~'r .
3
RESOLUTION NO. 2002-186
2003 City Manager and Uepartment Head Nay Ilan
Exempt from overtime (not eligible for overtime)
City Manager: Salary pursuant to
emolovment contract
Assistant City Manager/Director of Operations
Director of Fiscal & Support Services
Chief of Police - 2002 rates
Director of Public Works/City Engineer
Director of Community Development
Fire Chief
Community Activities, Recreation,
& Services Director
1
Annual
$
72,100
$
84,460
Annual
$
$
76,644
$
94,725
1Annual
$
74,412
$
91,966
Annual
$
76,644
$
94,725
Annual
$
651141
$
80,449
Annual
$
64,935
$
80,.102
Annual
$
64,349
$
79,471
lUfcWIV..
IZU03 City Manager and Uepartment Head Pay Plan
)The City Manager is authorized to set salaries within the established ranges.
4
RESOLUTION NO. 2002-186
I CS21 City Clerk
2003 Confidential/Supervisory Full-time Employee Pay Plan
Exempt from overtime (not eligible for overtime)
This schedule provides a salary range for supervisory employees in confidential positions. The schedule reflects all
current salary ranges for this group and provides for a 3% increase. This employee group is exempt from overtime
under FLSA.
Normal progression: Minimum is the starting rate. After successful completion of six months of a probationary period,
individuals move to the next step. After eighteen months of successful performance of job duties, individuals move to
the next step. Additional advances in steps up to the maximum shall be at the discretion of the City Manager based upon
recommendation of the Department Head.
City Manager's Discretion: The City Manager is authorized to set salaries below the minimum rate when performance or
qualifications are less than required for the position. The City Manager is authorized to set salaries above the minimum
rate when qualifications exceed those required for the starting rate.
5
RESOLUTION NO. 2002-186
2003 Supervisory Full-time Pay Plan
Exempt from overtime {not eligible for overtime)
Pay
Step
Step
Step
Step
Step
Step
M.
S33
I Monthly $
5,231 $
5,493 $
5,767 I $
5,912 { $
6,059 $
6,211 $
6,366 j
I
Htruriy;
3Q 1$t3.::
. $
33 2 `3 $
, 4 105,.. E
. 3 . J5$ .
~v.$ 2
6 4
IS31
I Monthly 1 $
4,979 $
5,228 $
51489 $
5,627 $
5,767 $
5,912 $
6,059
IS29
I Monthly 1 $
4,739 1 $
4,976 1 $
5,225 1 $
5,356 1 $
5,489 1 $
5,627 1 $
5,767
klourly: $ .
:,2 3+ 9 ,.1..
2809.,,.1r.
.i3.1 4
. 3? 8 .
: 10 7 1:::$
IS20
1. Monthly $
3,795 I $
3,985 1 $
4,184 1 $
4,288 1 $
.
4,396 I $
4,505 I $
4,618
I y.
:....:13" x;
::24 74°{::x.. $
.5..59#3
2003 Supervisory Full-time Pay Plan
Exempt from overtime (not eligible for overtime)
This schedule provides salary ranges for supervisory employees. The schedule reflects all current salary ranges for
this group and provides for a 3% increase. This group of employees is exempt from overtime under FLSA.
Normal progression: Minimum is the starting rate. After successful completion of six months of a probationary period,
individuals move to the next step. After eighteen months of successful performance of job duties, individuals move to
the next step. Additional advances in steps up to the maximum shall be at the discretion of the City Manager based upon
recommendation of the Department Head.
City Manager's Discretion: The City Manager is authorized to set salaries below the minimum rate when performance or
qualifications are less than required for the position. The City Manager is authorized to set salaries above the minimum
rate when oualifications exceed those reouired for the startinq rate.
6
RESOLUTION NO. 2002-186
2003 Non-organized Full-time Employee Pay Plan-Exempt Employees
Exempt from overti
me (not eligi
ble for overti
me)
.:.:::.L_:...
t
Ste
te
C31 Monthly 1
4,968 $
it
b,614 $
bb
5,ttytS
6,
Huu
E $
:>28::652:::: <
f. $ .
.
3 .
..g,#~9..~....
.
1. g..I : :
3..
%3 :29
4:1
f#.::
34 $6:
C29 I Monthly $
4,729 1 $
4,966 1 $
5,213 $
5,344 1 $
5,477 1 $
5,614 1 $
5,755
I I..ki
00
.27..28Gf.f..$.
..28644..t..:&:
.30~t}7T.:(.:
I C25 I Monthly 1$
4,284 1 $
4,498 1 $
4,723 1 $
4,841 f$
4,962 i$
5,086 1 $
5,213
i I`:.Haur}y: f $
.:.24 715 !
..2;96f1 1...
27.;24 8
:2:7 9i9.;..
. 28:627 [
.29.34 t x.
..30 a7
I C22 i Monthly 1 $
3,978 1 $
4,177 1 $
4,386 1 $
4,495 1 1
4,608 I $
4,723 I $
4,841
nr
I r...f 9t3..I..$..
'
..24fl98..1...
.2~332
°}i i;i..:S
;2..583::1.$.
,•'`E'
`
2>2.4.11,
?
`Si
27>929.:.
I C20 I Monthly 1 $
3,786 1 $
3,976 $
4,174 1 $
4,279 $
4,386 1 $
4,495 1 $
4,608
=aQ'u'::
I I rTV`_
_
4..t~83.
'
C18 1 Monthly I $
3,604 1 $
3,784 1 $
3,973 I $
4,073 1 $
4,174 1
$
4,279 I $
4,386
4 6M4
>2~'3~~.>
C16 I Monthly
3,430 1 $
3,602 1 $
3,782 $
3,876 1 $
3,973 1 $
4,073 1 $
4,174
H . rTU..f...
..1.9790..1..$r
234 1$::
::24.183:.
i C12 Monthly j $
3,108 1 $
3,263 1 $
3,426 $
3,512 1 $
3,600 1 1
3,690 1 $
3,782
i o.url
€
1: 7' 92
9..{.,
_.I.€3.82 ..f.
...7 9.76
X2.26Q::
<;$;>:::::s
:::.21.29>
,.Z6 1.
s
f .8:,.
C9 1 Monthly I $
2,886 1 $
3,030 $
3,182 1 $
3,261 1 $
3,343 1 $
31426 $
3,512
riv ..1..$ .
..1 648<...$..
..1..4.81...
..1:8.3.5.:1.:.$.
..x:8 814::1.:$
19.265:
C8 Monthly 1 $
2,815 $
2,956 1 $
3,1041 $
3,182 1 $
3,261 1 1
3,343 1 $
3,426 1
I {.:.Hourius
242..1.:.::::
:.7.3
84..i....
..t9~76.,1
I C7 I Monthly $
2,747 1 $
2,884 1
3,028 i $
3,104
$
3,182 1
$
3,261 (
$
3,343 1
2003 Non-organized Full-time Employee Pay Plan-Exempt Employees
Exempt from overtime (not eligible for overtime)
C31 I Deputy Public Works Director
C29 I1T Coordinator
C25 Building Official
Comm. Dev. Specialist
Planninq & Zoning Specialist
C22 Public Works Speciaiist
Staff Accountant
C20 Rec. Program Supervisor
EBHC Maint. Supervisor
I C18 IEBHC Sales Director
C16 Maintenance Supervisor
Liquor Store Manager
I C12 IEBHC Salesperson
C8 1Aquatics Supervisor
Golf Course Supervisor
7
RESOLUTION NO. 2002-186
2003 Non-organized Full-time Employee Pay Plan-Exempt Employees
Exempt from overtime (not eligible for overtime)
This schedule provides a salary range for non-organized employees in exempt positions. The schedule reflects all
current salary ranges for this group and provides for a 3% increase. This employee group is exempt from overtime
under FLSA.
Normal progression: Minimum is the starting rate. After successful completion of six months of a probationary period,
individuals move to the next step. After eighteen months of successful performance of job duties, individuals move to
the next step. Additional advances in steps up to the maximum shall be at the discretion of the City Manager based upon
recommendation of the Department Head.
City Manager's Discretion: The City Manager is authorized to set salaries below the minimum rate when performance or
qualifications are less than required for the position. The City Manager is authorized to set salaries above the minimum
rate when qualifications exceed those required for the starting rate.
Merit Steps: Merit steps up to ten percent above the maximum rate shall only be awarded with the express approval of
the City Council as recommended by the City Manager.
CDL Availability: The Public Work Superintendent shalt receive Commercial Driver's License availability pay consistent
with the provisions of the currently Local 49 contract.
1
8
RESOLUTION NO. 2002-186
2003
Non-organized Full-time Employee Pay Plan
Non-exempt (eligible for overtime)
D37
I Hourly 1 $
23.979 I $
25.178 1 $
26.437 1 $
27.098
1 $
27.775 1 $
28.470 1 $
29.181 1
1itrlokrthlyl.$:
. 4,156.:1::
..4x34.
« r48 i
:
# X97 $
>4r&14-:.1:.
4935.. .
...<SI3S:?
D34
I Hourly 1 $
22.267l $
23.380 1 $
24.549 1 $
25.163 $
25.792 1 $
26.437 1 $
27.098
IIkanthlt<:$'.<
>
.
362
:
5821::.
4
.::.4 97.:
D33
I Hourly, 1 $
21.724 1 $
22.810 1 $
23.950 1 $
24.549 1 $
25.163 1 $
25.792 1-$
26.437
Y€ $
~
«
82:
D31
Hourly I $
20.677 1 $
21.711 $
22.796 1 $
23.366 1 $
23.950 1 $
24.549 $
25.163
V
7
W$
>462[
D30
I Hourly 1 $
20.173 I $
21.181 I $
22.240 1 $
22.796 1 $
23.366 1 $
23.650 1 $
24.549
I.hII b~„~.
,
D27
I Hour
ly 1 $
1032 1 $
19.669 1 $
20.652 1 $
21.169 1 $
21.698 1 $
22.240 I l
22.796
I.
~
D25
I Hourly
l $
17.830 1 $
18.721 1 $
19.657 I l
20.149 1 $
20.652 1 $
21.169 1 $
21.698
I l ..:h.l:v€..$ ,
,X-, 09"0..1 1.
9
....37.4
D24
I Hourly 1 $
17.395 1 $
18.265 I$
19.178 1 $
19 657 1 $
20.149 1 $
26 652 1 $
21.169 1
:
D21
I Hourly 1 $
16.153 1 $
16.960 1 $
17.809 1 $
18.254 1 $
18.710 1 $
19.178 1 $
19.657
I':Morthl €
t:r
$
$
37
7
,
D20
I Hourly 11 $
1059
16.547 I $
17.
4 1
17.809 $
18.254 1 $
18.710 1 $
19.1
8
Ntantb G `
I v
_
.::.2:7:32::'. ;.1*::,
:,:.21868.:#.
>::3.2:::>:$
D17
Hourly
l $
14.634 I $
15.365 1 $
16.134 I $
16.537 $
16.950 1 $
17.374 1 $
17.809
or~t .:h'1.v €
M
....217V~..
...2n86fx....$...
....2.93~.._.~...
> . 2
....3 , .0 't..~~
....~.08T...
D14
Hourly 1. $
13.589 1 $
14.268 1 $
14.982
f$
15.356 1 $
15.740 1 $
,
16.134 I $
16.537
Nfonthav€
-
.
A-7 A.
~
7
1
~
.
8
D13
Hourly
1 $
13.257 1
13.920 1
$
14.6
6 1 $
14.982 1 $
15.356 1 $
15.740 1
$
16.1
34
t.
_
24.13..1..
.:2.53
:.:.2..9
D9
Hourly $
12.011 I $
12.611 I
$
13.242 $
13.573 1 $
13.912 I $
14.260 $
14.616
:MQ
.42:::'
D8
I Hourly 1 $
11.718 1 $
12.303 f -t
12.919 1 $
133242 $
13.573 1 $
13.912 1 $
14.260
295..€:;$ .
....25x..1....
;2
D6
I Hourly 1 $
11.153 1 $
11J11 I $
12.296 1 $
12.604 1 $
12.919 I $
13.242 1 $
13.573
3.....1........::
23~
:2 5.;..:
.:::2:
D1
I Hourly I $
9.858 1 $
10.350 I $
10.868 1 $
11.140 $
11.418 1 $
11.704 1 $
11.996
I: .O thl:
I.:.$.......1.9~t.....$...
....1.,~7.3..i..$...
....2~029..~W$....
...2.t3~;~..1
9
RESOLUTION NO. 2002-186
1
2UU3 Non-organized 1-ull-time Employee Nay Plan
1 Non-exempt (eligible for overtime)
a _
Grade F.6sh d- _trtie
D37 Engineering Technician 1V
Supervisor Streets & Parks
Supervisor Public Utilities
I D33 1IT/GIS Specialist
D31 Inspector, Building
Public Safetv Communications Suoer
D30 Housing Inspector
Appraiser I
I D27 IEngineerina Technician III
I D25 (Appraiser Technician
I D24 I Maintenance Custodian
I D21 iPublic Works Adm. Aide
D20 Adm. Tech./Deputy City Clerk
Police Adm Tech
Administrative Specialist
Public Safety Disaatcher
D17 Accounting technician 11
Central Garage Admin. Tech.
Community Develop Secretary
EBHC Sec./Billing Clerk
EBHC Maintenance Cust.
Engineering Secretary
Engineering Technician 11
Pol. Classification Technician
Recreation Secretary
Utilities Technician 11
Finance Technician
D14 Neighborhood Liaison
Inv. Aide/Property Room Tech.
Public Works Admin. Tech.
D13 Customer Service Rep/ Permit
EBHC Sec./Receptionist
Police Secretary/Receptionist
Recreation Clerk
D9 iLead Custodian
D8 1EBHC Crew Chief
D6 l Custodian
D1 {Community Service Officer
2003 Non-organized Full-time Employee Pay Plan
Non-exempt (eligible for overtime)
This schedule provides a salary range for non-organized employees in non-exempt positions. The schedule reflects all
current salary ranges for this group and provides for a 3% increase. This employee group is not exempt from overtime.
under FLSA.
Normal progression: Minimum is the starting rate. After successful completion of six months of a probationary period,
individuals move to the next step, After eighteen months of successful performance of job duties, individuals move to
the next step. Additional advances in steps up to the maximum shall be at the discretion of the City Manager based upon
recommendation of the Department Head.
CDL Availability: The Supervisor of Streets and Parks and Public Utilities shall receive Commercial Driver's License
availability pay consistent with the provisions of the current Local 49 contract.
10
RESOLUTION NO. 2002-186
2002 Teamster's Local #320 Pay Plan
Exempt from overtime (not eligible for overtime)
,ads.;.:Posltton ti~t~<s>>'s;::> <::>'>:=:';>'<:<>:>:>:.
T32 Police Captain
2002 Teamster's Local #320 Pay Plan
Exempt from overtime (not eligible for overtime)
This schedule provides a salary range consisitent with the labor agreement. This group of employees is exempt
from overtime under FLSA.
Normal progression: Minimum is the starting rate. After successful completion of six months of a probationary period,
individuals move to the next step. After eighteen months of successful performance of job duties, individuals move to
the next step. Additional advances in steps up to the maximum shall be at the discretion of the City Manager based upon,
recommendation of the Department Head.
City Manager's Discretion: The City Manager is authorized to set salaries below the minimum rate when performance or
qualifications are less than required for the position. The City Manager is authorized to set salaries above the minimum
rate when qualifications exceed those required for the starting rate.
11
RESOLUTION NO. 2002-186
2002 Police Officer Pay Plan (LELS Local 82)
Rates shown are from 2002 aendina settlement of a contr
Pay S' ep Step
Grade Position Title P1 P2
Police Officer I Annual I S 39,260 $ 43,077 $
I Monthly 1 $ 3,272 I, $ 3,590 1 $
1 Hourly 1 $ 18.875 I $ 20.710 1 $
qct for 200
Step
P3 l
46,894 $
3,908 1 $
22.545 I $
3
Step
P4 _
50,71 1 I S
4,226 1 S
24.380 1 $
Step
P5
54, 528
4,544
26.215
2002 Police Officer Pay Plan (LELS Local 82)
Rates shown are from 2002 vendina settlement of a contract for 2003
NORMAL PROGRESSION: Step P1 is the starting wage. Advance to Step P2 after six months of employment.
Advance to Step P3 after one year of employment. Advance to Step P4 after two years of employment.
Advance to Step P5 after three years of employment.
CITY MANAGER'S DISCRETION: Starting step and step advances, within the City Council authorized limits,
shall be at the discretion of the City Manager.
INTERVALS: P5 is top police officer salary. P1 is 72% of 135; P2 is 79% of 135; P3 is 86% of P5; P4 is 93% of P5.
LONGEVITY AND EDUCATIONAL INCENTIVE:
Percent of Base Pay based on longevity or educational credits to be paid as supplementary pay:
EDUCATIONAL CONVERSION TABLE
LONGEVITY COLLEGE QUARTER CREDITS HOURLY MONTHLY ANNUAL
After 12 years of continuous employment Bachelors Degree $0.577 $100 $1,200
After 16 years of continuous employment Masters Degree $1.010 $175 $2,100
SPECIAL JOB CLASSIFICATION:
Employees classified or assigned by the City of Brooklyn Center to the following job classifications or positions will receive $200
per month or $200 prorated for less than a full month in addition to their regular wage rate.
CONVERSION TABLE
HOURLY MONTHLY ANNUAL
A. Detective $1.154 $200 $2,400
B. School Liaison Officer $1.154 $200 $2,400
NOTE: The Police Officer positions are classified as non-exempt under the Fair Labor Standards Act (FLSA) and are
compensated at an hourly rate. This schedule also converts the hourly rate to monthly and annual rates. The conversion tables are
for informational purposes only and are not a part of the official wage schedule.
12
RESOLUTION NO. 2002-186
2002 Police Sergeant Pay Plan (LELS Local 86)
Rates shown are from 2002 - Pendinq Settlement of Contract for 2003
Pay
Grade Position title
Sergeant Annual ► $ 63,814
Modbly' $ 5.318 1
Hourlv $ 30.68 % I
2002 Police Sergeant Pay Plan (LELS Local 86)
This schedule provides a salary range consistent with the labor agreement. This group
of employees is not exempt from overtime under FLSA.
This.schedule converts the hourly rate to monthly and annual,rates. This conversion
is for informational aurposes only and is not oart of the adoated waqe schedule.
13
RESOLUTION NO. 2002-186
Welding 17.90 18.44 19.06
2002 IUDE Local 49 Employee Pay Plan
Non-exempt (eligible for overtime)
This schedule provides a salary range consistent with the labor agreement.
CDL Availability: Commercial Driver's License availability pay in the amount of $35 per month for a Class A license and $30 per
month for a Class B license shall be paid.
Crew Leader: An employee assigned, in writing by the Department Head or Public Works Superintendent, to assist a supervisor
as a crew leader will be paid an additional $1.50 per hour above the base wage of their regular position.
The current aqreement extends through December 31, 2002.
14
RESOLUTION NO. 2002-186
1
2003 Employee Insurance Benefits
Non-organized Full-Time Citv Emplovees
Fall-time City Employees
Effective 1/1/03, the City will contribute payment of five hundred ($500) dollars per month per
employee for use in the Employer's Cafeteria Benefit Plan. Additional benefits may be
purchased by the employee as made available through the Employer's Cafeteria Benefit Plan.
International Union of Ooeratina Eneineers. Local 49 (Maintenance)
This contract is currently under negotiation.
Law Enforcement Labor Services LELS 82 (Police)
This contract is currently under negotiation.
Law Enforcement Labor Services LELS 86 (SerLyeants)
This contract is currently under negotiation.
Teamsters #320 (Police Chief/Captains)
This contract is currently under negotiation.
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