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HomeMy WebLinkAbout2019-O-36 - Employment and Salary Policy ORDINANCE NO. 2019-0-36 AN ORDINANCE OF THE CITY OF STEPHENVILLE, TEXAS, ADOPTING AN EMPLOYMENT AND SALARY POLICY FOR THE CITY OF STEPHENVILLE,TEXAS. WHEREAS, the City of Stephenville City Council wishes to adopt a policy related to the salary of new- hire and current employees of the City; and WHEREAS, the City of Stephenville City Council wishes to adopt a policy related to annual pay adjustments. NOW, THEREFORE BE IT ORDAINED BY THE CITY COUNCIL OF THE CITY OF STEPHENVILLE, TEXAS, THAT: SECTION 1. POLICY The City of Stephenville,Texas, Employment and Salary Policy shall be adopted as attached in "Exhibit A." Any changes or modifications of this policy shall be made by amending this ordinance. SECTION 2. SEVERABILITY CLAUSE. Should any section subsection, sentence, clause or phrase of this Ordinance be declared unconstitutional or invalid by a court of competent jurisdiction, it is expressly provided that any and all remaining portions of this Ordinance shall remain in full force and effect. The City hereby declares that it would have passed this Ordinance, and each section, subsection, clause or phrase thereof, irrespective of the fact that any one or more sections,subsections,sentences,clauses and phrases be declared unconstitutional or invalid. SECTION 3. EFFECTIVE DATE. This Ordinance shall take effect immediately upon its adoption. PASSED AND APPROVED this 17`h day of September, 2019. F p '-bong S Mayor ATTEST: * ►- iris! : m Staci L. Kin , City Secretary '9 • s's �,P 0 RP ,,,. ,Reviewed by Allen L. res, City Manager \\Z3 Approved as to form and legality by Randy Thomas, City Attorney City of Stephenville Texas Employment and Salary Policy Hiring of New Employees When hiring a new employee a non-public safety director will make the hire at the minimum wage level of the position. If the prospective employee has experience in the job responsibilities of the position, the director may consider up to five years' experience by offering an additional two percent per year up to a total of ten percent above minimum so long as the ten percent does not exceed the mid-point of the position. In extreme cases, the director may propose hiring the individual at a higher rate of pay to the City Manager. If the justification is compelling, the City Manager may authorize a higher level of pay for the individual. In these cases, the City Managermay authorize the salary up to the mid-point. There may be a very rare occasion that a higher wage than mid-point may be considered. If a salary is proposed higher than mid-point, both the director and the City Manager will presentthe compelling reasons for the higher salary in writing and the document(s) will be placed in the employee's file. Public Safety directors shall hire their potential employees at the minimum step when possible. A potential public safety may be hired at a level commensurate with applicant's number of years' experience. This allows for a lateral entry for experienced public safety employees. When hiring directors, the City Manager shall begin negotiations with the potential director at 80 percent of the salary approved in the budget. Based on the applicant's experience and education the City Manager may offer the potential director no more than the amount budgeted for the position. In the rare instance that the City Manager feels the potential director should be paid above the budgeted amount, he or she will present the reasons to the Council for their consideration. Salary Scale Salary scale shall be defined as the salary scale established by City Council action for the current budget year. This scale may be adjusted annually by the council if it is deemed to be appropriate. Consumer Price Index The Finance Director shall use the Consumer Price Index for all Urban Consumers for all U.S.Cities Average by Expenditure Categories for All Items (CPI)to determine any increase in thecost of living. This will serve as the basis for any proposed cost of living adjustment (COLA). Salary Scale Adjustment Should the City Council decide to raise salaries either by the CPI or some other amount all employees will receive a pay increase calculated on the mid-point of each position (mid-point X percentage of raise) except those employees at the maximum level for their position. Employeeswho are at or above the maximum pay level of their positions will receive one half of the pay adjustment. In no case, after October 1, 2019, will any employee be hired or paid above the maximum amount as set by Council. If any employee is above the maximum on September 30,2019, they will remain at their salary and receive one-half of any raise approved by council. Theminimum, mid-point, and maximum of each position will increase by one half of the percentageof the raise approved by council. See example below: Suppose the council approved a two percent increase in salaries in a given year. The two percentwill be multiplied by the mid-point of each position. A value for the position will be established.This value will be added to all salaries in that job grade except for those employees who are at the maximum, exceed the maximum, or will exceed the maximum as a result of the raise. Those employees at the maximum or exceeding the maximum will receive one half of the amount of theraise. Those who the raise will put above the maximum will be raised to the maximum. In no case will an employee be raised above the maximum level of the pay scale. The salary scale minimum, mid-point, and maximums will all be increased by one percent. Executive Staff Salaries The Executive Staff is defined as the City Manager, Assistant City Manager, City Secretary, and all director personnel. Each year the City Council shall set the salary for each executive staff position. These salaries will not be placed on the salary scale as these positions will have a single point rather than a scale.