2014-10RESOLUTION NO. 2014-10
COUNCILMEMBER JENSEN INTRODUCED THE FOLLOWING RESOLUTION:
WHEREAS, the Mayor and City Council of the City of Blair, Nebraska deem it to be in
the public good to amend the City of Blair Personnel Manual to clarify that the former
employees represented by IBEW Local 763 which was decertified by the Nebraska Commission
of Industrial Relations on January 16, 2014 are fully covered by the City of Blair Personnel
Manual, and
WHEREAS, the Mayor and City Council finds it is in the interest of the City to modify
said personnel policy to clarify provisions of the policy to help provide uniformity in
interpretation from one department to the other, and;.
WHEREAS, the City of Blair hourly Wage Schedule needs to be modified to
reincorporate the positions and rates of payment for the positions formally covered by the
contract with the IBEW Local 763 into the City Hourly Wage Schedule and at rates as previously
approved by Ordinance 2254.
NOW THEREFORE IT SHALL BE RESOLVED THAT the attached hereto, marked
"Exhibit A" and incorporated by this reference herein, are additions, amendments or
modifications to the City of Blair Personnel Manual for all employees of the City of Blair.
BE IT FURTHER RESOLVED that the City of Blair Hourly Wage Schedule attached
hereto, and marked as "Exhibit B" and incorporated by this reference herein, as adjusted, shall be
the official Hourly Wage Schedule for the City of Blair at rates as previously approved by
Ordinance 2254.
BE IT FURTHER RESOLVED that the City Administrator and /or all other supervisors
be and hereby authorized to notify all officials and employees of the City of Blair, Nebraska, of
the additions, amendments or modifications to the City of Blair Personnel Manual and the
effective date thereof.
COUNCILMEMBER CHRISTIANSEN MOVED THAT THE RESOLUTION BE ADOPTED
AS READ, WHICH SAID MOTION WAS SECONDED BY COUNCILMEMBER JENSEN.
UPON ROLL CALL, COUNCILMEMBERS SHEPARD, STEWART, CHRISTIANSEN,
JENSEN AND ANDERSEN VOTING "AYE ", AND COUNCILMEMBERS NONE VOTING
"NAY ", THE MAYOR DECLARED THE FOREGOING RESOLUTION PASSED AND
APPROVED THIS 8TH DAY OF APRIL 2014.
CITY OF BLAIR, NEBRASKA
B
JA E. REALPH, MAYOR --
ATTEST:
BRENDA R. WHEELER, CITY CLERK
(SEAL)
STATE OF NEBRASKA )
) :ss:
WASHINGTON COUNTY )
BRENDA R. WHEELER, hereby certifies that she is the duly appointed, qualified and acting
City Clerk of the City of Blair, Nebraska, and that the above and foregoing Resolution was
passed and adopted at a regular meeting of the Mayor and City Council of the City of Blair,
Nebraska, held on the 8th day of April, 2014.
BRENDA R. WHEELER, CITY CLERK
CHAPTER 6
INTRODUCTORY PERIOD
6.1 Requirement of Introductory Period
Every person who is initially appointed to, or who receives a promotion in the City service
under a regular appointment, or under a temporary appointment for other than seasonal or
intermittent work shall be required to successfully complete an introductory period of six
months as a condition of continued employment in the position. On a case -by -case basis,
the City Administrator may require the completion of an introductory period following other
kinds of personnel actions.
6.2 Purpose of Introductory Period
The introductory period is the final step of the selection process and shall be used by
department heads and other supervisors to closely observe and evaluate the conduct, work
and fitness of subordinates and to encourage them to adjust to their jobs. Supervisors shall
provide necessary training and counseling to their introductory employees, whose
performance shall be thoroughly documented as administratively prescribed.
6.3 Failure of the Introductory Period
At any time during the introductory period, an employee may be dismissed from the City
service with or without cause. The selecting official may provide an employee with
additional time in which to demonstrate acceptable performance by extending the
introductory period for no longer than one period of sixt months. The employee shall
be notified of any such extension. An employee shall have no right to appeal a failure of the
introductory period.
Chapter 6, page 1
CHAPTER 8
ATTENDANCE AND LEAVE
8.1 Work Schedules and Attendance
Department heads shall establish work schedules to meet the requirements of their
department which should be approved by the City Administration. Employees shall be at
their places of work as scheduled or shall provide timely notification to their supervisor or
department head prior to the first normal duty hour, or as soon as possible thereafter, if
unable to report.
No employees regular schedule shall call for more than forty hours of work per week, or in
case of Police Officers not more than 80 hours in a 2 week pay period.
The City office shall be open from 8:00 a.m. to 4:30 p.m., Monday through Friday unless
otherwise approved. Non - exempt City Hall Staff shall observe one half hour lunch periods.
All other employees shall work schedules and lunch periods as approved by City
Administration.
Each employee shall be granted a twenty (20) minute rest period, during each one half
(1/2) day of work for relaxation from the regular routine of duty. The twenty (20) minutes
shall be from the time employee stops work at any work station until restarting work at that
work station or the next.
8.2 Overtime
Employees shall work overtime or shall be on call when necessary. All Supervisors shall
maintain a work schedule for their department that eliminates the requirement for automatic
overtime (including use of flex schedules), unless it is determined with the consent of the
City Administrator that due to the department's work load, mandatory overtime should be
scheduled. Overtime shall be worked only with specific authorization. Employees shall be
reimbursed at the rate of 1 1/2 time regular hourly rate for all hours worked in excess of 40
hours. (Exception: Police Officers shall be reimbursed at the rate of 1 1/2 time, the regular
hourly rate for all hours worked in excess of 80 hours within a two (2) week period).
8.3 Vacation Leave
Regular full -time employees and regular part-time employees normally working twenty (20)
hours or more per week shall be provided with paid vacation leave to allow them periods of
rest, relaxation, and freedom from the rigors of their jobs. Eligible full -time employees shall
accrue vacation leave Bi- Weekly naenthly at the following rates:
Years of Regular City Service Per Pay Period Accrualed Annual Accrualed-
Years 1 through 5 3.08 hours 80 hours
Years 6 through 9 4.62 hours 120 hours
Years 10 through 14 5.54 hours 144 hours
Years 15 through 19 6.15 hours 160 hours
Years 20 and over 6.77 hours 176 hours
Accrual rates for regular part-time positions will be pro- rated.
City of Blair Employee Manual Chapter 8, page I
The following positions will receive 160 hours of vacation per year (6.15 hours per pay
period) for the first 19 years of service and then follow the schedule set forth for all
employees.
(1) City Administrator
(2) Assistant City Administrator
(3) City Clerk
(4) City Treasurer
5) Police Chief
6) Director of Public Works
7) Library Director
Vacation leave shall be administered according to the following rules:
(a) No vacation leave shall be granted in advance of accrual.
(b) Requests for vacation leave shall be submitted at least 48 hours
in advance; however, the City Administrator can waive the notice
requirement if the work schedule allows it. For police officers, leave is
governed by Police Department procedures. Requests for vacation shall
never be considered approved until the Department Head or City
Administrator gives final approval.
(c) Vacation _leave may be taken following the pay period that it is w he earned.
(d) The City Administrator shall approve vacation leave for department heads,
who in turn shall be responsible for scheduling vacation leave for
subordinate employees based on considerations of operational requirements,
employee preferences, and seniority within the regular City Service.
(e) The initial minimum period _of _vacation _leave shall be one -half ( /2) hour;
(anything over 1 /2 hour may be taken in 15- minute increments).
(f) Holidays occurring during periods of vacation leave shall not be charged
against such leave.
(g) No cash payments for unused vacation leave shall be authorized except upon
separation from City service by retirement, dismissal, death or resignation in
good standing.
(h) A maximum of 40 hours may be carried forward each anniversary year,
along with vacation accumulation of the immediately preceding anniversary
year.
8.4 Sick Leave
Regular full -time employees and regular part-time employees normally working twenty (20)
hours or more per week shall be provided with paid sick leave for use if incapacitated by
illness or injury, if exposed to contagious disease when presence at work would jeopardize
the health of others, and for medical, dental, optical, or other health care appointments
which cannot reasonably be scheduled for off -duty hours. Full time Eeligible employees
shall accrue 3.577 hours of sick leave per pay period(Bi- Weekly1wiepAk with the
City of Blair Employee Manual Chapter 8, page 2
accrual for regular part-time employees prorated according to time worked. Sick leave shall
be administered according to the following rules:
(a) Sick leave may not be accumulated beyond 92 -78 hours for full -time
employees working 40 hour weeks and a proportionate lesser amount for
eligible part-time employees, except an employee that has accumulated
allowable sick leave greater than 92 -7 hours as of October 1, 2009, shall
retain the greater number of accumulated sick leave hours with the following
conditions: If any employee has accumulated in excess of 92 -7 hours, the
accumulated hours shall be reduced by the number of sick leave hours used
until that employee has reduced their accumulated hours to 92 -7 or fewer
hours. Thereafter, the employee shall be subject to the maximum allowable
accumulation of 92 -78 hours.
(b) Sick leave shall not be granted in advance of accrual, but vacation leave
and/or leave without pay may be authorized for employees exhausting their
sick leave.
(c) All employees of the City are covered by Worker's Compensation Insurance.
This includes regular full -time, regular part-time and temporary employees.
Worker's Compensation coverage includes medical, injury to specific
members, and injury causing death or disability. An employee receiving
compensation under Worker's Compensation Laws shall receive for the
duration of such compensation only that portion of his/her regular salary,
which will, together with such compensation, equal his/her regular salary.
Under these conditions, earned sick leave shall be charged proportionately,
in increments of not less than one (1) hour for that part of the day which is
sick leave pay, until such accumulated sick leave is exhausted.
(d) The City may request and obtain a physician's statement after (3)
consecutive sick days taken by employees or otherwise verify the
circumstances surrounding the taking of sick leave. The abuse of sick leave
shall be grounds for disciplinary action.
(e) The initial minimum period of sick leave shall be one -half ( hour;
anything over 1 /2 hour may be taken in 15- minute increments.
(f) Holidays occurring during periods of sick leave shall not be charged against
such leave.
(g) An employee shall only be compensated for unused sick leave as follows:
(1) Upon death or retirement an employee shall be paid for one -half of the
unused accumulated sick leave not to exceed the accumulation as allowed in
8.4(a); (2) Upon resignation in good standing and specifically excluding
resignations prompted by any action of the employee which may result in
disciplinary action, an employee who has current continuous employment
with the City for not less than ten (10) years shall be paid a percentage of
unused accumulated sick leave not to exceed 9278 hours based on the
City of Blair Employee Manual Chapter 8, page 3
number of years of service as follows:
10 years
5%
16 years
30%
11 years
5%
17 years
35%
12 years
10%
18 years
40%
13 years
15%
19 years
45%
14 years
20%
20 years
50%
15 years
25%
(3) No payment for unused accumulated sick leave shall be paid to an
employee in the event of termination for cause or resignation prompted by an
action of the employee that could result in disciplinary action.
(h) Sick leave shall not be transferable between employees.
(i) Sick leave may be used during the introductory period; however, cannot be
used until after the pay period that it is earned.
(j) An Employee may use sick leave to assist in the care, treatment and
transportation of immediate family members for accidents, injuries and
illness. (Immediate family = husband, wife, son, daughter, mother, father,
brother, sister, parent -in -law, in locus parenti, or other legal dependents.)
The City reserves the right to use management discretion in the
determination of granting sick leave to employees in the situation(s)
described in this paragraph. Each situation will be handled on a case -by -case
basis with final determination by the City Administrator.
(k) If an employee is not reporting for work due to sick leave, he /she is required
to contact his/her immediate supervisor within (30) minutes of start time.
(1) Employees with life - threatening illnesses, such as cancer, heart disease,
and AIDS, often wish to continue their normal pursuits, including work, to
the extent allowed by their condition. The City supports these endeavors
as long as employees are able to meet acceptable performance standards.
As in the case of other disabilities, the City will make reasonable
accommodations in accordance with all legal requirements, to allow
qualified employees with life - threatening illnesses to perform the essential
functions of their jobs.
Medical information on individual employees is treated confidentially.
The City will take reasonable precautions to protect such information from
inappropriate disclosure. Managers and other employees have a
responsibility to respect and maintain the confidentiality of employee
medical information. Anyone inappropriately disclosing such information
is subject to disciplinary action, up to and including termination of
employment. Employees with questions or concerns about life - threatening
City of Blair Employee Manual Chapter 8, page 4
illnesses are encouraged to contact the City Administrator for information
and referral to appropriate services and resources.
(m) Employees shall not receive a clothing or uniform allowance under 14.6 if
employee is on sick leave for more than 30 consecutive work days.
8.5 Funeral Leave
In the event of a death, a regular employee is authorized three (8) hour days or a total of
twenty four (24) hours of paid Funeral Leave per fiscal Ewen year, which shall not be
chargeable to Vacation Leave. The initial minimum period of funeral leave shall be two
hours; anything over two hours shall be taken in one -hour increments. The Funeral Leave
request shall be submitted in writing to the City Administrator by the Department Head for
approval.
8.6 Administrative Leave
The City Administrator may grant subordinate employees paid administrative leave, not
chargeable to vacation leave, under the following circumstances:
(a) Jury Duty: The City encourages employees to fulfill their civic
responsibilities by serving jury duty when required, with pay, in
compliance with Nebraska state law.
Jury duty fees paid by the court shall be delivered to the City. City pay
will be calculated based on the employee's base pay rate times the number
of hours the employee would otherwise have worked on the date of
absence. Any jury duty fees paid by the court will be delivered to the City
by the employee unless the employee elects to use vacation, floating
holiday or comp time.
Employees must show the jury duty summons to their supervisor as soon
as possible so that the supervisor may make arrangements to accommodate
their absence. Of course, employees are expected to report for work
whenever the court schedule permits.
Either the City or the employee may request an excuse from jury duty if,
in the City's judgment, the employee's absence would create serious
operational difficulties.
The City will continue to provide health insurance benefits for the full
term of the jury duty absence. However, employees remain responsible
for their portion of any insurance premiums throughout the term of their
jury service.
(b) Witness Duty: The City recognizes that employees must appear in court for
witness duty when subpoenaed to do so. If employees have been
City of Blair Employee Manual Chapter 8, page 5
private lawsuit against an employer. FMLA does not affect any Federal or State law
prohibiting discrimination, or supersede any State or local law or collective bargaining
agreement which provides greater family or medical leave rights. FMLA section 109 (29
U.S.C. § 2619) requires FMLA covered employers to post the text of this notice.
Regulations 29 C.F.R. § 825.300(a) may require additional disclosures.
8.9 Absence without Leave
Employees failing to report for or remain at work as scheduled or directed without proper
notification, authorization, or excuse shall be considered absent without leave, shall not be
in pay status for the time involved, and shall be subject to appropriate disciplinary action.
Absence without leave for more than three consecutive working days shall be considered
abandonment of duties, which shall ordinarily result in dismissal.
8.10 Holidays
The following days and any other dayisl that may be designated by the Mayor due to
circumstances shall be official holidays (City Holidays) for the City of Blair. All city offices
and departments will be closed on these days. Essential Police and essential water
treatment plant personnel shall be required to report to duty as scheduled by their
supervisor with the approval of the department Head
City Holidays: New Year's Day, President's Day, Memorial Day, July 4th, Labor Day,
Columbus Day, Thanksgiving, Day after Thanksgiving, Christmas, and
if Christmas Eve falls on a Monday through Thursday 1 /2 day, if on
Friday all day and if Christmas falls on Thursday all day Friday.
Three (3) eight (8) hour Floating Holidays /Personal days per
calendar year, which must be used by September n eGei : n er 3 0th
of each year.
a.) All City Employees shall observe the City Holidays on the date recognized by the
State of Nebraska and /or Federal Government, with exception of Police
Department and Water Treatment Plant.
b.) Police Department - Chief, Lieutenant, Investigators, III Corp Officer, DEA
Officer, Animal Control and Clerical Staff, same as all other City Employees. All
other officers, including school resource officer, shall be either compensated or
granted time off for all Holidays per the following schedule. Ea Holiday shall
be eight(8) hours except Christmas Eve shall be 4 hours when applicable.
1. Three Floating Holidays per fiscal year - This time must be used by
September 30th of each fiscal year and will not carry over or be paid out.
2. Columbus Day - 8 hours leave to be used by the end of the fiscal year.
3. Thanksgiving - 8 hours pay
4. Day after Thanksgiving - 8 hours pay
S. Christmas - 8 hours pay
6. Christmas Eve (if applicable) - 4 hours pay
7. Dav after Christmas (if applicable) - 8 hours pay
8. New Years - 8 hours leave to be used by the end of the fiscal year
9. Presidents day - 8 hours leave to be used by the end of the fiscal year
10. Memorial Day - 8 hours leave to be used by the end of the fiscal year
11. iuly 4 -8 hours leave to be used by the end of the fiscal year
City of Blair Employee Manual Chapter 8, page 10
12. Labor Day- 8 hours pay
For Holidays that will receive time off, the time off shall be authorized te- use
Heli ays except I n l of Day anytime CwitT, by the Chief ap per the
Department Policies and procedures and only used after the date of the actual
holiday and prior to September 30 of each year. All Holiday hours that are
taken off shall be used in 8 hour increments. beiRg eed (dat A—f 14A
ei
p fer- ei b
Any accumulated holiday hours not used in the fiscal year (October 1 -
September 30) will be lost and not compensated. u°lid 1 49u r s
Gf 10 14�13 miict 11° „c°EI by 12/ 31143 - .
C.) W Plan -- Wat 2r- Plant S u per - ,iSgr same all ntl4 Cite T: 4n l e T°
1�1 �rs _ per jpE: I T nr l '7G2 CgntraC
Water Treatment Plant - Plant Supervisor and two floating operator positions
shall take Holidays off the same as all other City Employee, except if the floating operator(s)
are covering a shift for a regular scheduled operator or covering the Monday day shift the
floating operator (s) shall be paid for the 8 hour Holiday.
All other Water Treatment Plant Operators shall be either compensated or
granted time off for all Holidays per the following schedule. Each Holiday shall
be eight (8) hours except Christmas Eve shall be 4 hours when applicable.
1. Three Floating Holidays per fiscal year - This time must be used by
September 30th of each fiscal year and will not carry over or be paid out.
2. Columbus Dav - 8 hours leave to be used by the end of the fiscal year.
3. Thanksgiving - 8 hours pay
4. Day after Thanksgiving - 8 hours pay
5. Christmas - 8 hours pay
6. Christmas Eve (if applicable) - 4 hours pay
7. Day after Christmas (if applicable) - 8 hours pay
8. New Years - 8 hours leave to be used by the end of the fiscal year
9. Presidents day - 8 hours leave to be used by the end of the fiscal year
10. Memorial Dav - 8 hours leave to be used by the end of the fiscal year
11. lulu 4th -8 hours leave to be used by the end of the fiscal year
12. Labor Dav - 8 hours Dav
For Holidays that will receive time off, the time off shall be authorize by the Plant
Supervisor with the approval of the Director of Public Works and only used after the date of
the actual holiday and prior to September 30 of each year. All Holiday hours that are taken
off shall be used in 8 hour increments. Anv accumulated holiday hours not used in the fiscal
year (October 1 - September 30) will be lost and not compensated.
d.) All Employees working on designated City Holidays, except shift workers shall
be paid at rate of 1 1 /2 times for actual hours worked on a "City Holiday ".
e.) For Police and Water Plant shift workers, the paid Holiday shall be the actual
Holiday.
Example: Christmas falls on Saturday, legal city holiday would be Friday.
Those individuals working on Saturday, Christmas Day (December 25th) would
be compensated at 1 times, not those working on Friday.
City of Blair Employee Manual Chapter 8, page I1
Q New employees shall not be eligible for floating holidays until the satisfactory
completion of 6 month probationary period. Upon completion of probationary
period, employee shall be entitled to one floating holiday for the remaining
fiscal eal endar- year.
8.11 MaternityNaternit_y leave
The purpose of this policy is to extend to pregnant employees the leave they medically
require and to comply with federal and state legal requirements; therefore,
maternity /paternity leave shall be granted on the same basis as leave for other medical
conditions. Suggested paternity leave is three consecutive days; leave extending beyond
the third day shall be considered FMLA leave from the fourth day. Maternity leave will
be considered FMLA leave starting from the fourth day, regardless of whether it begins
prior to, or at the time of, the birth or placement of the child.
The extent to which an employee should be permitted to work during pregnancy is a
matter between the employee and her physician. Employees who learn that they are
pregnant are expected to inform their supervisors as early as possible of the pregnancy
and the expected date of delivery. Pregnant employees whose physicians recommend
work restrictions should, like other employees with disabilities, bring in the physician's
statement outlining the restrictions.
Employees are expected to inform their supervisors of their intentions, including any
changes in their expected date of return to work. Pregnant employees will be eligible for
the same benefits as other employees who experience disabilities.
8.12 Emergency Closings
At times, emergencies such as severe weather, fires, power failures, etc. can disrupt City
operations. In extreme cases, these circumstances may require the closing of a work
facility. When operations are officially closed due to emergency conditions, the time off
from scheduled work will be paid, employees in essential operations may be asked to
work on a day when operations are officially closed. In these circumstances, employees
who work will be paid according to policy.
City of Blair Employee Manual Chapter 8, page 12
CHAPTER 14
COMPENSATION PLAN
14.1 Pay Deductions
The law requires that the City make certain deductions from every employee's
compensation. Among these are applicable federal, state, and local income taxes. The
City also must deduct Social Security taxes on each employee's earnings up to a specified
limit that is called the Social Security "wage base." The City matches the amount of
Social Security taxes paid by each employee. The City offers programs and benefits
beyond those required by law. Eligible employees may voluntarily authorize deductions
from their paychecks to cover the costs of participation in these programs.
If you have questions concerning why deductions were made from your paycheck or how
they were calculated, the City Administrator can assist in having your questions
answered.
14.2 Pay PeriodDai�
Employees shall be paid on a bi- weekly basis. There shall be twenty -six pay periods per
year.
For pay purposes, the City work week shall begin at 12:01 o'clock A.M. on Sunday and end
at 12:00 o'clock Midnight on Saturday, except for the Waste Water Plant which shall be
12:01 o'clock a.m. on Saturday and end at 12:00 o'clock Midnight on Friday
For pay purposes for Uniformed Police Officers, the city work week shall begin at 5:01
o'clock P.M. on Sunday and end at 5:00 o'clock P.M. the following Sunday.
The City shall make all wage or salary payments by automatic deposit into employee's bank
account. All employees shall notify the City, on forms provided by the City, of their
specific account information. Any changes in accounts where payroll is to be deposited
should be made available to the City Administrator's designee to avoid paycheck delays and
/or inconveniences for both the employee and the City. Employees will be furnished with a
payroll stub showing the amount of their wage or salary and any accumulated leave.
14.3 Overtime Pay
Overtime work shall be discouraged except to safeguard public health, safety, and property.
When overtime work is necessary it shall be authorized in advance by the respective
Department Head.
a. Classified Service - Employees in the Classified Service shall be eligible for
compensation for overtime hours worked in excess of 40 hours per work
week. Such an employee shall be reimbursed at one and one half (1 1/2)
times their regular rate of pay during the workweek. Exception: Police
Officers shall be reimbursed at the rate of 1 V2 times regular hourly rate for
all hours worked in excess of 80 hours worked in a two (2) week period.
City of Blair Employee Manual Chapter 14, page I
b. Exempt Service - Employees in the Exempt Service shall not be eligible for
monetary compensation for overtime hours worked.
C. Compensatory time may be used in lieu of overtime compensation when in
the best interest of the City and the employee. Compensatory time will be
awarded at one and one -half times the actual hours worked as accumulated
in accordance with the Federal Fair Labor Standards Act. Such
Compensatory time may be utilized when authorized by the Department
Head based upon consideration of operational requirements and after
employee has filed a request for leave a minimum of (48) hours in advance;
provided however, the following restrictions shall apply to the amount of
Compensatory time which may be used in lieu of overtime compensation, to-
wit:
1) No employee shall be allowed to have more than 116 hours of comp
time on the books at any time.
2) No employee will be allowed to earn more than (60) hours of comp
time in any fiscal ealendaf year.
3) Any employee with comp time on the books may cash out that comp
time the last pay period in November by contacting the City
Treasurer by the first day of November each year. No payout will be
made for less than eight (8) hours.
d. For pay purposes, the workweek for Uniformed Police Officers shall begin at
5:01 o'clock P.M. on Sunday and end at 5:00 o'clock P.M. the following
Sunday.
e. For purposes of determining overtime pay, sick leave and comp time shall
not count as hours worked.
f. All supervisors shall flex employee's regular schedules to reduce or
eliminate the need for overtime, comp and /or extra hours. Example:
Employee working Monday through Friday (40 hour work week) takes
vacation Monday and Tuesday, works 12 hours Wednesday, would be
allowed to work only 4 hours on Friday, unless an emergency requires them
to work or the time is approved by Department Supervisor.
14.4 Wages in Advance
It is a policy of the City of Blair that no advances of future wages, including accrued
vacation leave, shall be made.
14.5 Employee Benefits
The City offers a total compensation plan consisting not only of pay but also of substantial
employee benefits. The following are the principal employee benefits which are offered to
all permanent, full -time employees working 40 hours or more a week after completing the
necessary waiting period.
City of Blair Employee Manual Chapter 14, page 2
a. Medical /Dental /Vision Insurance Coverage shall begin on the first day of the
month following the date on which an employee commences full time
employment.
Q
C.
1. City shall pay 100% of single health insurance premium effective
January 1, 2010.
2. City shall pay 86% of family health insurance premium effective
January 1, 2010.
3. City shall pay 100% premium for dental insurance plan provided by
City of Blair.
4. City shall pay 100% premium for vision insurance plan provided by
City of Blair.
S. In the event an employee has health insurance coverage through
spouse's insurance plan, the City will compensate employee $180.00
per month in lieu of participation in City Health Insurance Program.
Effective Jan. 1, 2010.
Life Insurance City shall provide group term life insurance effective the first
of the month following date of hire.
1. City shall pay 100% of premium
2. Coverage shall be:
a.) Employee $25,000.00
b.) Spouse $15,000.00
c.) Dependants $ 7,500.00
Long Term Disability Insurance Plan
1. City shall pay 100% of premium
d. Pension -
Civilian employees (Non sworn police officers) All civilian regular full
time employees shall be eligible to participate in the City defined
contribution pension program(s) upon completion of six months
employment and per the requirements of the pension program. The
maximum rates for City and participant participation shall be the same as
established by the Nebraska Legislature for the State mandated Police
pensions. Any change of rate due to legislative changeshall occur effective
the start of the fiscal year following the date of implentaion of the changes
to the Police pension.
Police (Certified officers) All police officers shall participate in the
legislative mandated defined contribution police pension program. Police
officers shall be required to participate immediately pon hire. The rates for
both City and Police officer participation shall be equal to the rates as
mandated by the Nebraska Legislature. d.
City of Blair Employee Manual Chapter 14, page 3
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e. Paid holidays and paid leave for vacation, illnesses and other designated
purposes.
Benefits available to all employees:
a. Worker's Compensation;
b. Unemployment Insurance; and
C. Social Security
Information regarding paid holidays, vacation and sick leave is included elsewhere in the
manual. Any questions not answered in the manual in regard to benefits should be directed
to the City Administrator. These benefits are subject to change.
14.6 ClothinjZ and Uniform Allowance
Any payment made to an employee for clothing /uniform allowance, car allowance, phone
allowance and family life insurance premium shall be paid as taxable income as per IRS
regulations.
City employees shall be eligible for clothing and uniform allowances as follows:
a. Law Enforcement employee clothing and uniform allowance shall be at the
sum of $1000.00 per year per employee. Each officer will be paid $250.00 at
the end of each quarter. Any officer terminating employment with the City
will receive payment for that quarter on a pro -rated basis (days worked /days
in month).
i. The City of Blair agrees to pay for authorized clothing, up to one (1)
year's authorized clothing expenditure ($1000.00) for a new Law
Enforcement employee. The employee will be required to reimburse
the City should his employment terminate for any reason before the
completion of one (1) year. The amount reimbursed will be prorated,
based on the actual number of months employed by the City.
City of Blair Employee Manual Chapter 14, page 4
b. Public Works Superintendent, Street Supervisor, Equipment Operator II,
Asst.Street Foreman, Cemetery /Park Superintendent, Park & Cemetery Labor
Asst., Asst Park & Cemetery Supervisor, Utilities Supervisor, Utility Worker
II. Utility Worker I, Water Plant Supervisor, Water Plant Operator. and
Wastewater Supervisor Waste Water Operator, shall receive the following:
ii. $100.00 for each employee each year for winter wear to include, but not
be limited to coveralls, coats and boots.
iii. Payment shall be made as part of the last pay period in November for
the twelve month period starting December 1.
a. New employees will receive a prorated payment in the last pay period
of the month after hire equal to the number of full months remaining
te until the next December after such hire.
iv. Eight (8) safety compliant t- shirts, to be replaced as needed.
V. Eleven (11) initial jeans rented, 5 laundered per week.
vi. One safety compliant sweat shirt, then replaced as needed.
C. Animal Control will be provided with eleven (11) uniforms, shirts and pants,
furnished by the City through rental service or actual purchase.
d. Police Secretary I & II and T e ehnieal S ppoi4 Aeeeuati ' T t ifiti es i
Qer� will all receive seven (7) city shirts (to be selected by employees and
approved by city administrator) and replaced as needed.
e. Library Director, Adult Librarian, Youth Services Librarian, and Part-time
Library staff will all receive library - themed shirts as programmed by the
Library Director and replaced as needed.
f. City Administrator, Assistant City Administrator, Director of Public Works,
City Treasurer, -mil City Clerk and Technical Support — Accounting / Utilities
/ Clerical will all receive two (2) city shirts (to be selected by employees and
approved by city administrator) and replaced as needed.
g. Failure to report to work with proper attire, which includes the attire being
clean (with limits) and free of excessive rips and tears, could result in the
employee being sent home without pay. This will result in coaching and
counseling. Continued failure could result in disciplinary action if unable to
return to work for more than 24 hours
14.7 Education Benefits
Eligible City employees shall be entitled to tuition assistance in addition to any training
required by the City. The tuition assistance shall be on the following term:
a. The City shall reimburse eligible employees for actual tuition costs; not to
exceed $150.00 per credit hour.
b. An employee must have not less than three (3) years current continuous full
time employment with the City to be eligible for tuition reimbursement,
City of Blair Employee Manual Chapter 14, page 5
unless waived by the City Administrator.
C. No tuition reimbursement shall be made unless the employee attains
successful completion of the course resulting in a grade equivalent to C or
better.
d. Tuition paid at any Nebraska State College, Nebraska State University,
Nebraska Metropolitan Technical College or Dana College shall be eligible
for reimbursement. The City Administrator shall, prior to the employee's
enrollment, approve tuition at any other institution.
e. Tuition reimbursement shall be limited to courses required for an approved
degree program, for courses in math, science, English, speech, computer
science / applications, or other courses that directly improve or enhance the
employee's service to the City. The City Administrator shall, prior to the
employee's enrollment, approve all courses eligible for reimbursement.
f. Tuition reimbursement shall be limited to six (6) credit hours or an
equivalent per semester.
14.8 14-.8- Certification
a.. With the approval of the City Administrator, the City shall pay course fees, travel, lodging
and meals for training and certification courses that are required this shall include Water
grade 4 and Waste Water grade 1 for Utility worker 1, for an employee to carry out her/his
job responsibilities. If an employee fails to pass a class or certification after two attempts
the employee will pay all expenses associated with retaking the course. All employees shall
have one year to obtain required certification unless otherwise required by law. Utili
Worker I that fails to pass the certification test per this section shall be eligible to take the
class again per section b.
b. An employee working to obtain a certification higher than the minimum required for
their position that fails to pass the certification shall be allowed to take the certification class
not more than every other fiscal year at City cost. An employee that attends a class but fails
the certification test may retest at their own cost and time, but will be reimberseed for cost
of the test only should they pass and obtain their certification.
14.9 Call Out Reimbursement
The Street Department, Utilities Department, Waste Water Plant and Cemetery shall be
required to have an employee on call. The City will pay each on call employee (one
employee per department) $ 100 -50.00 to be on call from 7:00 a.m. on Monday until 6:59
a.m. on the following Monday whether or not the employee is called out. If an employee is
called out while on call, the employee will be paid for actual time worked, in (15) minute
increments with a one (1) hour minimum. If the majority of any department elects not to
participate in the above policy, then that department will maintain an on -call schedule
acceptable to the City Administrator and shall be compensated for actual time worked.
14.95 CDL LICENSE REIMBERSMENT
City of Blair Employee Manual Chapter 14, page 6
The City of Blair will reimburse the cost of obtaining or renewing as CDL license for all
employees that are required to hold a CDL license. The City Administrator may approve the
reimbursement cost of obtaining or renewing a CDL license for any mployee where it is
determined to be a benefit to the Citv.
City of Blair Employee Manual Chapter 14, page 7
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