HomeMy WebLinkAboutResolution No. 8760E
RESOLUTION NO. 8760
0
A RESOLUTION OF THE CITY COUNCIL OF THE CITY
OF AZUSA REGARDING THE CLASSIFIED EXECUTIVE
AND MIDDLE MANAGEMENT EMPLOYEES
THE CITY COUNCIL OF THE CITY OF AZUSA DOES RESOLVE
AS FOLLOWS:
SECTION 1. Whereas,
Management employees of the City
meet -and -confer process; and
the Executive and Middle
of Azusa are not covered by a
SECTION 2. Whereas, it is appropriate at this time to
make an adjustment in compensation due to the increases in the
cost -of -living and benefits for all City employees; and
SECTION 3. Whereas, representatives of those employees
covered by a meet -and -confer process with respect to wages,
benefits, compensation and terms and conditions of employment
have completed their meet -and -confer process,
SECTION 4. Now, therefore, be it resolved that the
City Council of the City of Azusa does hereby grant salary and
compensation benefits to Classified Executive and Middle
Management employees of the City of Azusa as indicated in
Exhibits "A", and "B", attached hereto.
SECTION 5. The City Clerk shall certify to the
adoption of this resolution.
ADOPTED AND APPROVED this 20th day of November, 1989.
I HEREBY CERTIFY that the foregoing Resolution was duly
adopted by the City Council of the City of Azusa at a regular
meeting thereof held on the 20th day of November, 1989.
AYES: COUNCILMEMBERS: AVILA, STEMRICH, NARANJO, LATTA,
MOSES
NOES: COUNCILMEMBERS: NONE
ABSENT: COUNCILMEMBERS; NONE
//
����^
CITY CLER ��
CITY OF AZUSA
EXECUTIVE AND MIDDLE MANAGEMENT
BENEFITS AND
0 •
T A B L E O F C O N T E N T S
1. SALARY.....................................................1
2. CAR ALLOWANCE..............................................1
3. LIFE INSURANCE............................................2
3.A. Executive Management..................................2
3.B. Middle Management.....................................2
4. RETIREMENT.................................................2
5. CAFETERIA BENEFIT PLAN(CBP)...............................3
S.A. Eligibility...........................................3
S.B. Amount..............................................3
S.C. Termination...........................................3
6. EMPLOYEE ASSISTANCE PLAN...................................3
7. HOLIDAYS... ... .....................................4
7.A. Designated Holidays...................................4
7.B. Floating Holidays.....................................4
8. VACATION.. ..• ....... •...................................4
B.A. Required Usage and Carryover ..........................4
B.B. Cash -In Policy........................................4
B.C. Accrual...............................................5
9. ADMINISTRATIVE LEAVE.......................................5
9.A. Executive Management..................................5
9.B. Middle Management.....................................5
9.C. Police Lieutenants....................................5
10. WORK WEER AND TIMEKEEPING INTERVAL .........................6
10.A. Work Week..........................................6
10.B. Timekeeping Interval.................................6
11. OVERTIME/COMPENSATORY TIME.................................6
12. SICK LEAVE .................................................
.......................................6
12.A. One -Fourth Conversion................................7
12.B. One -Third Conversion .. .............................7
12.C. Employees hired prior to December 31, 1985...........7
12.D. Conversion Deadline..................................8
13. BEREAVEMENT LEAVE..........................................8
14. EDUCATION INCENTIVE........................................8
15. TUITION REIMBURSEMENT......................................9
i
Ll
16. LICENSE RENEWAL............................................9
17. DAMAGE TO PERSONAL EFFECTS.................................9
18. DIFFERENTIAL PAY PERCENTAGES...............................9
19. INDUSTRIAL LEAVE..........................................10
20. MAINTENANCE OF EXISTING BENEFITS ..........................11
ii
0 •
CITY OF AZUSA
EXECUTIVE AND MIDDLE MANAGEMENT
BENEFITS & COMPENSATION
NOVEMBER 20, 1989
(Exhibit A)
1. SALARY
The base monthly salary of each employee shall be increased
according to the information contained in Exhibit "B" of this
document.
2. CAR ALLOWANCE
2.A
The City Administrator and all other Executive Management
employees are eligible for a car allowance of two -hundred
eighty-eight dollars ($288) per month. The City
Administrator and the Chief of Police may opt, on an annual
basis, to forfeit the car allowance in favor of the City
providing and maintaining a suitable vehicle for the
employee's use for City business and for transportation to
and from his or her respective domicile.
2.B
Employees occupying the following positions on June 30,
1988, and as long as they are employed in these
classifications, respectively, shall receive the sum of
one -hundred seventy-three dollars ($173) as monthly base
pay, in addition to the amount listed on "Exhibit All, in
lieu of a car allowance. This special compensation shall
be eliminated when the employee for any reason permanently
vacates his or her position, respectively:
Assistant Director of Community Services
Consumer Services Manager
Human Resources Manager
Police Captain
Utilities Engineer
2.0
Employees occupying the following positions on June 30,
1988, and as long as they are employed in these
classifications, respectively, shall receive the sum of
one -hundred fifteen dollars ($115) as base pay, in addition
to the amount listed on "Exhibit B", in lieu of a car
allowance. This special compensation shall be eliminated
when the employee for any reason permanently vacates his or
her position, respectively:
Water Utility Superintendent
1
0 i
CITY OF AZUSA, EXECUTIVE/MIDDLE MANAGEMENT BENEFITS/COMPENSATION
Employees occupying the above positions on June 30, 1988,
and as long as they are employed in these classifications,
respectively, shall have the use, for City business, of a
suitable vehicle provided and maintained by the City. Such
vehicles shall not be used for transportation to and from
the employee's domicile unless approved in advance by the
employee's department head or the City Administrator. The
provision of this vehicle shall be eliminated when the
employee for any reason permanently vacates his or her
position, respectively.
2.D
Middle Management employee occupying the following position
on June 30, 1988, and as long as they are employed in this
classification, respectively, shall have the use for City
business and for transportation to and from his/her
respective domiciles, of a suitable vehicle provided and
maintained by the City. The provision of this vehicle
shall be eliminated when the employee for any reason
permanently vacates his or her position, respectively.
Electric Operations Superintendent
2.E
All of the above notwithstanding, City business trips of
fifty (50) miles or more, round-trip, may be made in a City
vehicle at City expense or may be claimed for mileage
reimbursement if employee uses his or her own
transportation, pursuant to the City's travel and meetings
policy.
3. LIFE
3.A. Executive Management
The City shall provide term life insurance equal to annual
salary plus $50,000.
3.B. Middle Management
The City shall provide term life insurance equal to one and
one-half (1 1/2 ) times annual salary.
4. RETIREMENT
The City shall continue its contract with the Public
Employees' Retirement System (PERS) under the "2%p� @ 60 full
formula" plan for non -safety employees; and "2% @ 50 full
formula" plan for safety employees.
E
0
CITY OF AZUSA, EXECUTIVE/MIDDLE
5. CAFETERIA BENEFIT PLAN (CBP)
S.A. Eligibility
0
BENEFITS/COMPENSATION
In order for an employee to be eligible for the CBP in any
given month, he/she must be on payroll for fifteen days
within that month.
If an employee does not meet the qualifying work time,
arrangements must be made with the Finance Department to
reimburse the City for any benefits that have already been
paid out on the employee's behalf for that month. The
Finance Department will notify the employee if he/she has
not worked sufficient days to qualify for the CBP.
New employees will be eligible for the full CBP Plan
applicable to their particular bargaining unit if they
begin work prior to the 16th of the month. Employees whose
date of hire is on the 16th or after will not be eligible
for CBP.
S.B. Amount
The CBP shall be provided by the City for each Executive
Management employee at the rate of four hundred thirty-one
dollars ($431) per month; and for each Middle Management
employee at the rate of four hundred and five dollars ($405)
per month. This figure includes and replaces the safety
employees' "Uniform Allowance."
The employee will be permitted to use this plan and expend
it for deductibles for medical insurance plans, actual cost
of dental work or for the medical portion of car insurance;
for contributions to a retirement plan other than Deferred
Compensation; for bonifide expenses of education and/or
training seminars and the like; or receive these funds as
taxable income. This is an addition to the uses of this
plan prior to June 28, 1987.
S.C. Termination
It is agreed that the City will not be responsible for
payment of any insurance premium(s) on behalf of an
employee following the month of termination. If an
employee wishes to continue his or her benefits, advance
payment for such premium(s) will be deducted from this plan
for the employee, or if he or she is not eligible for this
plan, then the deduction shall be made from the employee's
final paycheck.
6. EMPLOYEE ASSISTANCE PLAN
The City will continue to maintain the Employee Assistance
Plan.
3
CITY OF AZUSA, EXECUTIVE/MIDDLE MANAGEMENT BENEFITS/COMPENSATION
7. HOLIDAYS
7.A. Designated Holidays
The employee shall receive time off with pay for the following
holidays but only if the employee is paid for the workday that
precedes or follows the holiday:
July 4
Independence Day
September
4
Labor Day
October 9
Columbus Day
November
13
Veteran's Day
November
23
Thanksgiving Day
November
24
Day after Thanksgiving Day
December
25
Christmas
January 1
New Year's Day
February
12
Lincoln's Birthday
February
19
Washington's Birthday
May 28
Memorial Day
7.B. Floating Holidays
The employee is entitled to two floating holidays,
including one in lieu of Martin Luther King, Jr., day.
The employee will be entitled to two (2) additional floating
holidays for the 1989-90 fiscal year only.
All floating holidays shall be requested in advance from
the appropriate administrative authority or department
head. Enough employees shall remain at work during
floating holidays so that the City's business may be
conducted.
Floating holidays shall accrue on July 1 and must be taken
by the following June 30, or the hours will be forfeited.
8. VACATION
B.A. Required Usage and Carryover
Employee shall be required to use one half (1/2) of his/her
annual vacation accrual yearly and shall be able to carry
over one-half (1/2) of one year's vacation accrual from one
year to the next, cumulatively, up to a maximum of fifty
two (52) times the then -current pay period rate of vacation
accrual. This maximum is waived, however, until June 30,
1990. At that time, if the employee's balance is at or
above its minimum, no further vacation shall be accrued
until the employee's balance drops below the minimum.
S.S. Cash -In Policy
Employees covered by this resolution may convert vacation
time to cash with administrative approval.
4
0 •
CITY OF AZUSAj EXECUTIVE/MIDDLE MANAGEMENT BENEFITS/COMPENSATION
B.C. Accrual
Vacation leave shall accrue as follows:
Through
the
5th year
of
employment .....
15
days/year
Through
the
6th year
of
employment .....
16
days/year
Through
the
7th year
of
employment .....
17
days/year
Through
the
8th year
of
employment .....
18
days/year
Through
the
9th year
of
employment .....
19
days/year
Through
the
10th year
of
employment....
20
days/year
Through
the
lith year
of
employment....
21
days/year
Through
the
12th year
of
employment....
22
days/year
Through
the
13th year
of
employment....
23
days/year
Through
the
14th year
of
employment....
24
days/year
Through
the
15th year
of
employment....
25
days/year
Through
the
16th year
of
employment....
26
days/year
9. ADMINISTRATIVE LEAVE
An Employee Leave Request must be approved by the
appropriate department head prior to the use of
administrative leave and such leave may not be carried over
into the next fiscal year or cashed in if not used.
Administrative leave shall be granted with due regard for
the employee's wishes and the operational needs of the
department.
For the 1989-90 fiscal year only: Administrative Leave
earned during the 1988-89 fiscal year but not used by June
30, 1989, may be carried over into the 1989-90 fiscal year.
9.A. Executive Management
Executive Management employees shall receive nine (9) days
per year of Administrative Leave beginning on July 1.
Administrative leave will revert to eight (8) days per year
after June 30, 1990.
9.B. Middle Management
Mid -Management employees shall receive six (6) days per
year of Administrative Leave beginning on July 1.
Administrative leave will revert to five (5) days per year
after June 30, 1990.
9.C. Police Lieutenants
Individuals with the classification of Police Lieutenant
have the option of receiving administrative leave or
overtime pay/compensatory leave in accordance with City
policy and the Federal Labor Standards Act (FLSA). (See
Compensatory Leave)
P
0
CITY OF AZUSA, EXECUTIVE/MIDDLE
10. WORK WEER AND TIMEKEEPING INTERVAL
10.A. Work Week
0
BENEFITS/COMPENSATION
The regular work week for all employees covered by this
agreement shall be forty (40) hours for a seven (7) day
period beginning at 12:01 a.m. each Sunday and consists of
five (5) days a week and eight (8) hours per day. Daily
hours of work or shifts for employees within departments
shall be assigned by the department head, as required to
meet the needs of the department.
10.B. Timekeeping Interval
In keeping with FLSA, the minimum timekeeping interval,
except for Police Lieutenants, shall be one (1) eight (8)
hour day.
11. OVERTIME/COMPENSATORY TIME
The classification of Police Lieutenant shall not be exempt
from the provisions of FLSA . The minimum timekeeping
interval shall be fifteen (15) minutes. Periods of time of
seven (7) minutes or less shall be rounded down and periods
of time of eight (8) minutes or more shall be rounded up.
Police Lieutenants shall be entitled to overtime pay or
compensatory time off for all hours worked in excess of
eight (8) hours in one work day or forty (40) hours within
the employee's regular work week. For the purposes of this
agreement, holiday pay, sick leave, and other compensated
time off shall count for the hours. Overtime pay or
compensatory time off for overtime shall be accumulated in
no less than fifteen minutes per day increments. When an
employee works less than fifteen minutes per day of
overtime, the employee shall not receive compensatory time
for such overtime.
In order to be entitled to any compensation for overtime
hours worked, such overtime work must have been authorized
by the department head or the City Administrator.
Accumulated compensatory time not taken off in the pay
period in which it was earned, may be carried over to a
maximum of two hundred forty (240) hours (160 hours worked
at time -and -one-half would equal 240 hours) for
miscellaneous employees; and 480 hours (320 hours worked at
time -and -one-half would equal 480 hours) for sworn safety
employees.
12. SICK LEAVE
Beginning on the first payday on or after January 1, 1986,
a yearly evaluation period for use of sick leave was
established. At the end of this time period, the Finance
Department will analyze and report to each employee the
ri
0 •
CITY OF AZUSA, EXECUTIVE/MIDDLE MANAGEMENT BENEFITS/COMPENSATION
amount of sick leave earned, less the amount used, and the
net accrued during the calendar year.
12.A. One -Fourth Conversion
If the employee has used more than three, but not more than
six days of sick leave, including time spent on personal
business or bereavement, he or she would have the following
options:
(1) Carry over the accrual and add it to his or her sick
leave balance.
(2) Convert, only to the extent that his/her balance is
more than zero at the beginning of the new year, one-
fourth of the accrual to vacation or convert one-
fourth to cash (but no combination of these two);
unused, unconverted leave would then be added to the
employee's sick leave balance.
12.8. One -Third Conversion
If the employee has used no more than three days of sick
leave, including time spent on personal business or
bereavement, he or she would have the following options:
(1) Carry over the accrual and add it to his or her sick
leave balance.
(2) Convert, only to the extent that his/her balance is
more than zero at the beginning of the new year, one-
third of the accrual to vacation or convert one-third
of it to cash (but no combination of these two);
unused or unconverted leave would then be added to the
employee's sick leave balance.
12.C. Employees hired prior to December 31, 1985
Any employee who began his or her employment with the city
on or before December 31, 1985, would be permitted to be
"grandpersoned" in under the sick leave policy heretofore
in effect, which is as follows:
The employee may convert fifty percent (50%) of his or her
accrued sick leave balance to cash upon death (if he or she
has attained permanent status); disability retirement (if
he or she has been employed by the city a minimum of five
(5) years); or voluntary retirement (if he or she has been
employed by the City a minimum of ten (10) years.
The employee may convert fifty percent (50%) of his or her
accrued sick leave balance to cash/for hours in excess of
three hundred twenty (320) hours to a maximum payment of two
hundred forty (240) hours.
7
0 •
CITY OF AZUSA, EXECUTIVE/MIDDLE MANAGEMENT BENEFITS/COMPENSATION
12.D. Conversion Deadline
A decision to convert sick leave according to the policy
above shall be made by March 31.
13. BEREAVEMENT LEAVE
An employee may be permitted to take up to five (5) days of
bereavement leave in the event of the death of a member of
his or her immediate family. "Immediate family" member is
herewith defined as a mother, father, brother, sister,
spouse, child, mother-in-law, father-in-law, grandparents,
or relative living within the employee's household.
Persons in loco parentis may also be considered under
certain circumstances. Such leave shall not be charged
against the employee's sick leave or vacation.
In addition to bereavement leave, an employee may request
up to two (2) days of sick leave in the event of the death
of an immediate family member. Such leave shall be charged
against the employee's accrued sick leave balance and shall
be considered in calculating his or her ability to convert
the balance.
14. EDUCATION INCENTIVE
Any Executive and Middle Management employee, except
Police, who possesses a master's degree from an accredited
college or university in an academic subject appropriate to
his/her job description, and not a simple membership in a
professional organization,. shall receive one -hundred
dollars ($100) per month as education incentive pay.
Any Police Executive Management employee or Captain who
possesses a master's degree from an accredited college or
university in an academic subject appropriate to law
enforcement administration, and not a simple membership in
a professional organization, shall receive five percent
(5%) per month of the top step of the salary range assigned
to Police Sergeant in addition to his/her base salary as
education incentive pay.
Any Police Executive Management employee or Captain who, on
or before June 30, 1988, was hired or promoted to a safety
position covered by this Resolution who possesses a
master's degree from an accredited college or university in
an academic subject appropriate to law enforcement
administration, and not a simple membership in a
professional organization, shall receive five percent (5%)
per month of his/her base salary in addition to his or
her base salary as education incentive pay. This special
compensation shall be eliminated when the employee for any
reason permanently vacates his or her position.
0 0
CITY OF AZUSA, EXECUTIVE/MIDDLE MANAGEMENT BENEFITS/COMPENSATION
Any Police Lieutenant who possesses a bachelor's degree
from an accredited college or university in an academic
subject appropriate to law enforcement administration, and
not a simple membership in a professional organization, may
receive five percent (5%) per month of the top step of the
salary range assigned to Police Sergeant in addition to
his/her base salary as education incentive pay, based on
department and administrative approval.
Any Police Lieutenant who was hired or promoted to his or
her position on or before June 30, 1988 who possesses a
bachelor's degree from an accredited college or university
in an academic subject appropriate to his or her job
classi-fication, and not a simple membership in a
professional organization, shall receive five percent (5%)
per month of his/her base salary salary as education
incentive pay. This special compensation shall be
eliminated when the employee for any reason permanently
vacates his or her position.
An employee shall be entitled to only one (1) increment of
education incentive pay regardless of the number of
qualifying degrees or certificates he or she possesses.
15. TUITION REIMBURSEMENT
The Tuition Reimbursement program shall be two thousand
dollars ($2,000) for each employee during the fiscal year.
A Scholarship Committee will be established and appointed
for the purpose of reviewing all requests for the use of
this program. Additional criteria for this program will
also be established by administrative memorandum.
16. LICENSE RENEWAL
The City agrees to pay the cost of maintaining
certifications and licenses that are necessary to maintain
the minimum requirements for the licensee's job.
17. DAMAGE TO PERSONAL EFFECTS
If, in the course of business, an Executive or Middle
Management employee's personal clothing or effects are
accidentally damaged or destroyed, the employee may submit
a claim for reimbursement for up to one hundred dollars
($100). Executive Management employees will submit their
claim to the City Administrator for his or her considera-
tion. Middle Management employees will submit their claim
to their department head for his or her recommendation to
the City Administrator for his or her consideration.
18. DIFFERENTIAL PAY PERCENTAGES
Any Executive Management employee, except the Director of
Utilities, will have his or her salary established at a
9
CITY OF AZUSA, EXECUTIVE/MIDDLE MANAGEMENT BENEFITS/COMPENSATION
monthly base salary which represents at least a thirty
percent (30%) differential in comparison with the highest
paid Middle Management employee in his or her department.
The Director of Utilities will have a differential of at
least twenty percent (20%) above the position of Electric
Operations -Superintendent.
19. INDUSTRIAL LEAVE
A regular employee who is temporarily or permanently
incapacitated as a result of injury or illness determined
to be compensable under the Workers' Compensation Act shall
be granted industrial leave under the following terms and
conditions:
A. An employee granted industrial leave shall continue to
be compensated at his regular rate of pay in lieu of
temporary disability payments.
B. Should it be determined that and employee's illness or
injury did not arise in the course of the employee's
employment with the City or that the employee is not
temporarily or permanently incapacitated or disabled
as a result of the injury or illness, then the
employee's accrued or, if insufficient, future sick
leave shall be charged to reimburse the City for any
payments made to the employee pursuant to (A) above.
C. An industrial leave of up to ninety (90) calendar days
shall be authorized for each injury or illness
determined to be compensable under the Workers'
Compensation Act. Paid leave may be continued subject
to review by the City Council at the end of such
ninety (90) calendar day period to a maximum of one
(1) calendar year. Supporting medical documentation
must accompany such requests for leave and be
submitted thirty (30) days prior to expiration date.
D. Except as provided in (B) above, no employee shall have
accrued sick leave deducted while on industrial leave.
Vacation and sick leave shall accrue for an employee on
industrial leave.
E. Industrial leave shall expire when one of the following
conditions occurs:
(1) employee is able to return to work to his regular
position.
(2) The day before the employee is retired or sepa-
rated for disability. The employee's "retirement
date" shall be the first of the month after all
of the following occur and are determined by the
Public Employees' Retirement System:
10
0 0
CITY OF AZUSA, EXECUTIVE/MIDDLE MANAGEMENT BENEFITS/COMPENSATION
(a) The employee's condition is determined to be
permanent or of an extended duration.
(b) The degree of disability precludes continued
employment of the employee in his present
position.
(3) After fifty-two (52) weeks of industrial disabil-
ity payments.
F. Physicians may be assigned in compliance with the
Health and Safety Code and the Workers' Compensation
Laws of the State of California (Ref.: Section 4600 -
Labor Code.)
20. MAINTENANCE OF EXISTING BENEFITS
Any benefits, terms and conditions of employment applicable
to Executive and Middle management employees by prior
resolution, policies, or administrative guidelines and
procedures not specifically enumerated or altered by this
resolution and its exhibits is incorporated herein by
reference.
11
0 •
A
Administrative
Executive Management, 5
Middle Management, 5
Police Lieutenants, 5
Administrative Leave, 5
C
Cafeteria Benefit Plan, 3
amount, 3
eligibility, 3
Termination of, 3
Car Allowance, 1
Compensatory Time, 6
Authorization, 6
Maximum allowed, 6
E
Education Incentive, S
F
FLSA, 6
H
Holidays, 4
designated, 4
floating, 4
L
License Renewal, 9
Life Insurance, 2
O
Overtime, 6
Authorization, 6
R
Retirement, 2
S
Salary, 1
Sick Leave, 6
Conversion Deadline, 8
Employees hired prior to Dec. 31, 1985, 7
one-fourth conversion, 7
one-third conversion, 7
V
Vacation, 4
Accrual, 5
Carryover, 4
Cash -In Policy, 4
Required Usage, 4
1
0 •
w
Work Week and Timekeeping Interval, 6
0
CITY OF AZUSA
EXECUTIVE MANAGEMENT AND MIDDLE MANAGEMENT
SALARY SCHEDULE EFFECTIVE 7-1-89
(Exhibit B)
EXECUTIVE MANAGEMENT MONTHLY SALARY
Director of Public Works $4666.00
MIDDLE MANAGEMENT
Electric Operations Superintendent
$5185.11
Police Captain
4935.65
Utilities Engineer
4683.80
City Engineer
4498.00
Human Resources Manager
4311.55
Police Lieutenant
4293.61
Water Utility Superintendent
3937.23
Civil Engineering Associate
3831.08
Consumer Services Manager
3750.31
Asst Director of Community Services
3706.49
Community Improvement Manager
3660.00
Assistant City Librarian
3615.21
Accounting Services Supervisor
3604.59
Building Official
3486.34
Senior Planner
3438.79
Data Processing Superintendent
3032.12
Senior Citizens Program Supervisor
2951.66
Police Administrative Assistant
2913.44
Purchasing Officer
2880.97
Emergency Services Coordinator
2752.95
Assistant City Clerk
2406.84
Business License Officer
2347.87
SALARY SCHEDULE EFFECTIVE 11-20-89
EXECUTIVE MANAGEMENT MONTHLY SALARY
City Administrator
Chief of Police
Director of Utilities
Director of Community Development
Director of Finance
Director of Public Works
Director of Community Services
City Librarian
Assistant City Administrator
Page 1 of 2
$7226.06
6569.65
6260.11
5606.28
5238.53
4881.00
4845.34
4698.34
4367.20
0 0
CITY OF AZUSA, EXECUTIVE/MIDDLE MANAGEMENT SALARY SCHEDULE
The following positions have been identified as possibly
requiring salary adjustments to improve standing among surveyed
cities:
1) Electric Operations Superintendent
2) Consumer Service Manager
3) Water Superintendent
The City will conduct a comprehensive salary survey for these
positions and engage in good faith negotiations to implement
reasonable adjustments in compensation..FI B:MGMT89.IDX
Page 2 of 2