HomeMy WebLinkAbout2000-227 CCRMember Kay Lasman introduced the following resolution and moved its
adoption:
RESOLUTION NO. 2000-227
RESOLUTION SETTING SALARIES AND BENEFITS FOR THE CALENDAR
YEAR 2001
WHEREAS, Section 2.07 of the City Charter for the City of Brooklyn Center states
that the City Council is to fix the salary and benefits of all officers and employees of the City; and
WHEREAS, the 1984 Minnesota Pay Equity Act requires every political subdivision
to establish "equitable compensation relationships" between its employees; and
WHEREAS, the City Council has reviewed the 2001 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.
NOW, THEREFORE, BE IT RESOLVED that the City Council of the City of
Brooklyn Center hereby sets wages, salaries and benefits for the calendar year 2001 by adoption of
the attached Plan and also allows the City Manager to set appropriate increases to the part-time
schedule to be 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 Plans 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 2001 Full-time Pay Plan is approved and
adopted because it is in general an equitable pay plan for City employees; however, parts of the Plan
are approved and adopted solely for the purpose of compliance with the mandate of Minnesota
Statutes, Sections 471.999; that adoption of said 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 said Plan shall be subject to continuing review and reconsideration and
may be amended from time-to-time by the City Council; and
1
RESOLUTION NO. 2000-227
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 2001 budget appropriations and to make interim appointments
to fill vacant positions whenever a position is vacant because the 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 2001 budget appropriations; and
BE IT FURTHER RESOLVED that authorized wage adjustments, not to exceed the
maximums contained herein, shall become .effective January 1, 2001.
December 11, 2000
Date
ATTEST: la J9411~
City Clerk
1"'O~--
Mayor
The motion for the adoption of the foregoing resolution was duly seconded by member
Debra Hilstrom
and upon vote being taken thereon, the following voted in favor thereof:
_Myrna_Kragness, Debra Hilstrom, Kay Lasman, E Nelson, and Robert Peppe;
and the following voted against the same: none;
whereupon said resolution was declared duly passed and adopted.
RESOLUTION NO. 2000-227
City of Brooklyn Center
2001 Pay Plan
Full-Time Employees
1
RESOLUTION NO. 2000-227
City of Brooklyn Center
2001 Employee Pay Plan
Table of Contents
Contents
Positions
City Manager & Department Head Pay Plan
Confidential Supervisory Employee Pay Plan
Non-Organized Exempt Pay Plan
Non-Organized Exempt Hourly Pay Plan
Non-Organized Non-Exempt Pay Plan
Teamsters #320 Pay Plan
LELS Local #82 (Police Officers) Pay Plan
LELS Local #86 (Sergeants) Pay Plan
Local #49 (Maintenance) Pay Plan
Insurance Contribution Schedules
Pate
1
-4
5
6
7
8
9
10
11
12
13
RESOLUTION NO. 2000-227
2001 City of Brooklyn Center Regular Full-time Positions
Positions Exempt from
Position Authorized!- . Organized = Overtime
CITY MANAGER'S OFFICE
City Manager 1 Contract Yes-Exec
Assistant City Manager/HR Director 1 No Yes-Adm
City Clerk 1 No Yes-Adm
Human Resources Assistant 1 No Yes-Adm
IT Coordinator 1 No Yes=Adm
Administrative Specialist 1 No Yes-Adm
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's Manager 1 T-320 Yes-Exec
Liquor Store Manager 2 No Yes-Exec
Assistant Manager 1 No Yes-Exec
COMMUNITY DEVELOPMENT DEPARTMENT
Director of Community Development 1 T-320 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 1 No No
Temporary Building Inspector 1 No No
Housing Inspector 1 No No
Community Development Secretary 1 No No
Assessing Division
Assessor 1 T-320 Yes-Exec
Appraiser II 1 No No
Appraiser Technician 1 No No
Assessing Secretary 1 No No
Earle Brown Heritage Center
EBHC Manager 1 T-320 Yes-Exec
EBHC Maintenance Supervisor 1 No Yes-Exec
EBHC Crew Chief 2 No No
EBHC Sales Director 1 No Yes-Exec
EBHC Salesperson 3 No Yes-Adm
EBHC Asst. for Inn Operations 1. No No
EBHC Maintenance Custodian 1 No No
EBHC Secretary & Billing Clerk 2 No No
1
RESOLUTION NO. 2000-227
Positions Exempt from
Position Authorized Organized Overtime
FINANCE
Director of Finance 1 T-320 Yes-Exec
Assistant Director of Finance 1 T-320 Yes-Adm
Staff Accountant 1 No Yes-Prof
Payroll/Human Resources Technician 1 No No
Utilities Technician II 1 No No
Accounting Technician II 1 No No
Utilities Technician 1 1 No No
FIRE DEPARTMENT
Fire Chief/Emergency Management Coord. 1 T-320 Yes-Exec
POLICE DEPARTMENT
Chief of Police
1
T-320
Yes-Exec
Police Captain
2'
T-320
Yes-Adm
Police Sergeant
6
L #86
No
Police Officer
34
L #82
No
Administrative Aide
1
No
No
Administrative Manager
1
T-320
Yes-Adm
Community Service Officer
1
No
No
Neighborhood Liaison
1
No
No
Property Room Supervisor
1
No
No
Public Safety Communications Supervisor
1
No
No
Public Safety Dispatcher
6
No
No
Police Secretary/Receptionist
3
No
No
Police Classification Technician
1
No
No
PUBLIC WORKS DEPARTMENT
Director of Public Works
1
T-320
Yes-Exec
City Engineer
1
T-320
Yes-Prof
Public Works Specialist
1
No
Yes-Adm
Engineering Technician IV
1
No
No
Engineering Technician III
3
No
No
Engineering Technician 11
1
No
No
Public Works Administrative Aide
1
No
No
Engineering Secretary
1
No
No
Streets and Parks Division
Public Works Superintendent
1
No
Yes-Exec
Supervisor of Streets and Parks Maintenance
1
No
No
Crew Leader
3
L #49
No
Maintenance 11
15
L #49
No
RESOLUTION NO. 2000-227
Positions Exempt from
Position Authorized Organized Overtime;-` .
PUBLIC WORKS DEPARTMENT - Cont.
Central Garage Division
Mechanic 3 L #49 No
Night Service Person 1 L #49 No
Central Garage Technician 1 No No
Public Works Administrative Technician 1 No No
Public Utilities Division
Supervisor of Public Utilities 1 No No
Crew Leader 1 L #49 No
Maintenance II 5 L #49 No
COMMUNITY ACTIVITIES, RECREATION &
SERVICES
Director of Community Activities, Rec. & Serv. 1 T-320 Yes-Exec
Program Supervisor 3 No Yes-Adm
Aquatics Supervisor 1 No Yes-Adm
Golf Course Grounds Supervisor 1 No Yes-Adm
Recreation Secretary 1 No No
Recreation Clerk 1 No No
Government Buildings Division
Maintenance Supervisor 1 No Yes-Exec
Maintenance Custodian 2 No No
Custodian 6 No No
TOTAL REGULAR FULL-TIME POSITIONS AUTHORIZED: 165
3
RESOLUTION NO. 2000-227
2001 City Manager and Department Head pay plan
11 '
Rates shown for Department Heads are from 2000 pending settlement
of a r-r%n4rar4 fnr 9nn1
Director of Finance/Treasurer
$
65,046
$
80,332
Chief of Police
$
63,358
$
78,247
Director of Community Development
$
59,412
$
73,373
Community Activities, Recreation,
$
58,689
$
72,481
& Services Director
Fire Chief
$
55,224
$
68,202
Salary setting authority: The City Manager is authorized to set salaries
within the established ranges.
4
12!4100:1999 City Manager Department Heads
2000 contract was $95,000
Assistant City Manager/HR Director $ 57,537 $ 70,015
RESOLUTION NO. 2000-227
2001 Confidential Supervisory Employees Pay plan
Exempt from overtime (not eligible for overtime?
I I i I I 1 I'
C821 City Clerk $ 3,653 $ 3,836 $ 4,027 $ 4,128 $ 4,231 $ 4,337 $ 4,446
Human Resources Assistant
Expressed as an
0- 1 m-,
CS21 City Clerk
Human Resources Assistant
2001.
-I I I- I 1 1
21.077 22.131 23.237 23.818 24.414 25.024 25.650
1
Normal progression: Minimum is starting rate. After successful completion of 6 months of probationary period,
individuals move to the next step. After 18 months of successful performance of job duties, individuals will 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 by the Department Head. The City Manager may start employees above the
minimum step based upon experience.
City Managers 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 starting rate when qualifications exceed those required for the starting rate.
Merit Steps: Merit steps of up to ten percent above the maximum rate shall only be awarded with express approval
of the City Council as recommended by the City Manager.
12/4100 *33 PM
Confidential
5
RESOLUTION NO. 2000-227
2001 Non-organized Full time employee pay plan
Uem from overtime
C31 Public Works
C29 IT Coordinator
C25 Building Official
Comm. Dev. Specialist
Planning & Zoning Specialist
C22 Public Works Specialist
Staff Accountant.
C20 . Rec. Program Supervisor
EBHC Maint. Supervisor
$ 4,443 $ 4,665 $ 4,898 $ 5,021 $ 5,146 $ 5,275 $ 5,407
$ 4,025 $ 4,226 $ 4,438 $ 4,549 $ 4,662 $ 4,779 $ 4,898
$ 3,738 $ 3,925 $ 4,121 $ 4,224 $ 4,330 $ 4,438 $ 4,549
$ 3,558 $ 3,736 $ 3,922 $ 4,020 $ 4,121 $ 4,224 $ 4,330
C18
EBHC Sales Director i
$ 3,386
$ 3,556
$ 3,733
$ 3,827
$ 3,922
$ 4,020
$ -4,121
C16
Maintenance Supervisor
$ 3,223
$ 3,384
$ 3,553
$ 3,642
$ 3,733
$ 3,827
$ 3,922
Liquor Store Manager
C12
EBHC Salesperson
$ 2,920
$ 3,066
$ 3,219
$ 3,300
$ 3,382
$ 3,467
$ 3,553
C9
Liquor Store Asst. Manager
$ 2,711
$ 2,847
$ 2,989
$ 3,064
$ 3,141
$ 3,219
$ 3,300
Ca
Aquatics Supervisor
$ 2,645
$ 2,778
$ 2,916
$ 2,989
$ 3,064
$ 3,141
$ 3,219
Golf Course Supervisor
C7
Administrative Specialist
$ 2,581
$ 2,710
$ 2,845
$ 2,916
$ 2,989
$ 3,064
$ 3,141
Normal progression: Minimum is starting rate. After successful completion of 6 months of probationary period,
individuals move to the next step. After 18 months of successful performance of job duties, individuals will 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 by the Department Head. The City Manager may start employees above the
minimum step based upon experience.
City Managers 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 starting rate when qualifications exceed those required for the starting rate.
Merit Steps: Merit steps of up to ten percent above the maximum rate shall only be awarded with express approval
of the City Council as recommended by the City Manager.
COL Availability Pay: The Public Works Superintendent shall also receive Commercial Drivers License availability
pay in the amount of $35 per month for a Class A license or $30 per month for a Class B license in a manner
consistent with the provisions of the Local 49 contract.
126= 244 PM
Exempt Monthly
6
RESOLUTION NO. 2000-227
2001 Non-organized Full time employee pay plan
Exempt from overtime (not eligible for overtime)
Expressed as a hourly rate based upon 2,088 hours in 2001.
i ~ re ■ i' L ■ NNNI, O N IN W.;.~. 01 in, r , 11
C31 'Public Works Superintendent 26.828 28.169 29.577 30.317 31.075 31.852 32.648
C29 IT Coordinator
C26 Building Official
Comm. Dev. Specialist
Planning & Zoning Specialist
C22 Public Works Specialist
Staff Accountant
25.535 26.812 28.152 28.856 29.577 30.317 31.075
23.133 24.290 25.505 26.142 26.796 27.466 28.152
21.482 22.556 23.683 24.276 24.882 25.505 26.142
C20 Rec. Program Supervisor 20.447 21.469 22.542 23.106 23.683 24.276 24.882
EBHC Maint. Supervisor
C18 EBHC Sales Director 19.461 20.434 21.456 21.992 22.542 23.106 23.683
C16 Maintenance Supervisor 18.524 19.450 20.422 20.933 21.456 21.992 22.542
Liquor Store Manager
C12 EBHC Salesperson 16.781 17.620 18.501 18.964 19.438 19.924 20.422
C9 Liquor Store Asst. Manager 15.583 16.362 17.180 17.610 18.050 18.501 18.964
C8 Aquatics Supervisor 15.203 15.963 16.761 17.180 17.610 18.050 18.501
Golf Course: Supervisor
C7 Administrative Specialist 14.832 15.574 16.353 16.761 17.180 17.610 18.050
Normal progression: Minimum is starting rate. After successful completion of 6 months of probationary period,
individuals move to the next step. After 18 months of successful performance of job duties, individuals will 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 by the Department Head. The City Manager may start employees above the
minimum step based upon experience.
City Managers 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 starting rate when qualifications exceed those required for the starting rate.
Merit Steps: Merit steps of up to ten percent above the maximum rate shall only be awarded with express approval
of the City Council as recommended by the City Manager.
CDL Availability Pay: The Public Works Superintendent shall also receive Commercial Drivers License availability
pay in the amount of $35 per month for a Class A license or $30 per month for a Class B license in a manner
consistent with the provisions of the Local 49 contract.
1215/00 2:44 PM ExemptHouriy 7
RESOLUTION NO. 2000-227
2001 Non-organized Full time employee pay plan
Non-exempt (eligible for overtime)
D37 Engineering Technician IV $22.526 $23.652 $24.835 $25.456 $26.092 $26.744 $27.413
Supervisor Streets & Parks
D35 Supervisor Public Utilities
D34 Appraiser 11
D31 inspector, Building
PS Communications Super
D30
inspector, Housing
D27
EEngineering Technician III
D25
Appraiser Technician
D24
Maintenance Custodian
Payroll/HR TechJIT Asst.
D21 : L"Ublic Works Adm. Aids
D20 Adm. TechJDeputy City Clerk
Public Safety Dispatcher
D17 Accounting Technician II
Central Garage Admin. Tech.
Community Develop Secretary
EBHC Maintenance Cust.
Engineering Secretary
Engineering Technician 11
Police Administrative Aide
Pol. Classification Technician
Recreation Secretary
Utilities Technician 11
D14
Assessing Secretary
Neighborhood Liaison
Property Room Supervisor
Public Works Admin. Tech.
Utilities Technician 1
D13
Customer Service Rep/ Permit
EBHC Sec./Receptionist
EBHC SecJBilling Clerk
Police Secretary/Receptionist
Recreation Clerk
D8
EBHC Crew Chief
Asst. for Inn Operations
D6
ICustodian
D1
ICommunity Service Officer
$21.441
$22.513
$23.638
$24.229
$24.835
$25.456
$26.092
$20.918
$21.964
$23.062
$23.638 I
$24.229
$24.835
I $25.456
$19.424
$20.395
$21.415
$21.950
$22.499
$23.062
$23.638
$18.950 I $19.898 $20.893 I $21.415 $21.950 ( $22.499 $23.062
$17.597 l $18.477 $19.401 $19.886 l $20.383 ! $20.893 $21.415
I I 1 I 1 I I
$16.749 $17.587 $18.466 $18.928 $19.401 $19.886 $20.383
$16.341 $17.158 $18.016 $18.466 $18.928 $19.401 $19.886
$15.174 $15.9331$16.729 $17:148 $17.576 $18.0161$'18..466
$14.804 $15.544 $16.321 $16.729 $17.148 $17.576 $18.016
$13.747 $14.434 $15.156 $15.535 $15.923 $16.321 $16.729
$12.765 $13.404 $14.074 $14.426 $14.786 $15.156 $15.535
$12.454 $13.077 $13.731 $14.074 $14.426 $14.786 $15.156
$11.008 $11.558 $12.136 $12.439 $12.750 $13.069 $13.396
$10.477
$11.0011$11.551 $11.840
$12.136
$12.439
$12.750
$ 9.260
$9.7231
$10.209
1$10.465
$10.726
1$10.9941
$11.269
CDL Availability Pay: The Supervisor of Streets & Parks and the Supervisor of Public Utilities shall also receive
Commercial Drivers License availability pay in the amount of $35 per month for a Class A license or $30 per month-
for a Class B license in a manner consistent with the provisions of the Local 49 contract.
a
1215/00 2:44 PM
NonExempt
RESOLUTION NO. 2000-227
2000 Teamsters 320 - Supervisors pay plan
Rates shown are from 2000 pending settlement of a contract for 2001. -
Exempt from overtime (not eligible for overtime)
WON
T35 City Engineer $ 5,013 $ 5,264 $ 5,527 $ 5,665 $ 5,807 $ 5,952 $ 6,101
T33 City Assessor
T32 Police Captain
T31 Asst. Finance Dir.
T29 Liquor Operations Mgr.
T26 EBHC Manager
$ 4,771 $ 5,010 $ 5,260 $ 5,392 $ 5,526 $ 5,664 $ 5,806
$ 4,656 $ 4,889 $ 5,133 $ 5,262 $ 5,393 $ 5,528 $ 5,666
$ 4,541 $ 4,768 $ 5,006 $ 5,132 $ 5,260 $ 5,391 $ 5,526
$
4,323
$
4,539
$
4,766
$
4,885
$
5,007
$
5,133
$
5,261
$
4,014
$
4,215
$
4,425
$
4,536
$
4,649
$
4,766
$
4,885
T20 Police Admin. Manager $ 3,461 $ 3,634 $ 3,816 $ 3,911 $ 4,009 $ 4,109 $ 4,212
Normal progression: Minimum is starting rate. After successful completion of 6 months of probationary
period, individuals move to the next step. After 18 months of successful performance of job duties, individuals
will 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 by the Department Head. The City Manager may start employees
above the minimum step based upon experience.
City Managers 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 i authorized to set
salaries above the minimum starting rate when qualifications exceed those required for the starting rate.
12/5100 8:11 AM
9
I-
RESOLUTION NO. 2000-227
CITY OF BROOKLYN CENTER
2000 EMPLOYEE POSITION AND CLASSIFICATION PLAN
Rates shown are from 2000 pending settlement of a contract for 2001
POLICE OFFICER POSITIONS HO 1RI Y RA ['H D TI F c'A No. R2
P1
HOURLY RATE
P2
PROGR S
P3
ION STEPS
P4
P5
POSITION 7?
2M
$
ox ion
Police Officer $16.869
$18.508
$20.146
$21.790
$23.429
Conversion Table Monthly $2,924
$3,208
$3,492
$3,777
$4,061
Annual $35,088
$38,496
$41,904
$45,324
$48,732
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. PI is 72% of P5; P2 is 79% of P5; 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:
LONGEV=
4-8 years
8-12 years
12-16 years
16 years and over
EDUCATIONAL
CO GE Q11ARTER _REDUS
Associate Degree
Bachelors Degree
Masters Degree
CONVERSION TABLE
HOURI Y MONTHLY
$0.635
$110
ANNUAL
$1,320
$1.096
$190
$2,280
$1.529
$265
$3,180
$1.933
$335
$4,020
SPECIAL JOB CLASSIFICATION: - - , ,
Employees classified or assigned by the City of Brooklyn Center to the following job classifications or positions
will receive $175 per month or $175 prorated for less than a full month in addition to their regular wage rate.
CONVERSION TABLE
HOURLY MONTHLY ANNUAL
A. Detective $1.731 $300 $3,600
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.
10
RESOLUTION NO. 2000-227
CITY OF BROOKLYN CENTER
2001- 2002 EMPLOYEE POSITION AND CLASSIFICATION PLAN
POLICE SERGEANTS iiOL1Ri Y ATE SCHEDUi F, LE T . C L Ai . NO. 86 - - -
CONVERSION TABLE
SERGEANTS HOURLY MONTHLY ANNUAL
Effective January 1, 2001, the hourly rate will be $29.65 $29.65 $5,139 $61,672
Effective January 1, 2002, the hourly rate will be $30.57 $30.57 $5,299 $63,586
WORK SCHEDULES
The normal work year is two thousand and eighty (2,080) hours to accounted for by each employee
through:
a. hours worked on assigned shifts,
b. holidays,
c. assigned training, and
d. authorized leave time.
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.
11
RESOLUTION NO. 2000-227
2000 - 2002 Local 49 (Maintenance) Pay Plan
Non-exempt (ell ible for overtime)
gaigi
Maintenance III 18.22
777
19.33
Maintenance 11 17.52
18.05
18.59
Step 3 16.29
16.78
17.29
Step 2 15.09
15.54
16.01
Step 1 13.87
14.29
14.72
Start 12.66
13.04
13.43
Mechanic 18.26
18.81
19.37
Night Service Person 17.23
17.75
18.28
Welding 17.90 18.44 18.99
Crew Leader: An employee assigned in writing by the Dept. Head or Public
Works Superintendent, to assist a supervisor as crew leader will be paid'$1.50
per hour over their base wage of their regular position while performing such
duties.
CDL Availability Pay: Commercial Drivers License availability pay in the
amount of $35 per month for a Class A license and $30 per month for a Class 6
license shall be paid.
Public Works Maintenance staff are under contract with Local 49 for 2000 - 02.
12/4100 *33 PM Uml 49 12
RESOLUTION NO. 2000-227
2001 Employee Insurance Benefits
Non-organized Full-Time Citv Emplovees
Full-time City Employees
Effective 1/l/01, the City will contribute payment of four hundred fifty ($450) 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 Operating Engineers. Local 49 (Maintenance)
Full-time City Employees
Effective 1/l/01, the City will contribute payment of four hundred fifty ($450) 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.
Law Enforcement Labor Services LELS 82 (Police)
This contract is currently under negotiation.
Law Enforcement Labor Services LELS 86 (Sergeants)
Full-time City Employees
Effective 1/1/01, the City will contribute payment of four hundred fifty ($450) 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.
Teamsters #320 (Department Head/Suuervisors)
This contract is currently under negotiation.
13