AN ORDINANCE ESTABLISHING A POSITION CLASSIFICATION AND PAY PLAN AND LONGEVITY PLAN FOR EMPLOYEES OF THE TOWN OF CHAPEL HILL AND BONDS OF OFFICIALS BEGINNING OCTOBER 1, 1997 (97-6-23/O- )

AN ORDINANCE ESTABLISHING A POSITION CLASSIFICATION AND PAY PLAN AND LONGEVITY PLAN FOR EMPLOYEES OF THE TOWN OF CHAPEL HILL AND BONDS OF OFFICIALS BEGINNING July 1, 2000 (2000-06-26/O-9)

BE IT ORDAINED by the Council of the Town of Chapel Hill that the salaries, bonds, wages, weekly work hours, certain benefits, and the number of Officials and employees of the Town of Chapel Hill are hereby fixed as follows:

* Terms used in the salary schedule: Hiring Rate is the minimum of the range, and is the salary at which most new hires should be paid. Prob Step is the probationary salary which is paid upon successful completion of 6 months probation; the rate reflects a 6% increase over the hiring rate. Steps are intermediate rates of pay between the hiring rate and the Job Rate; there is approximately 3.8% between steps. Movement from one step to the next is based on performance that meets standards. Job Rate is approximately the mid-point of salary ranges grade 16 and above, higher in the ranges for the lower grades because the minimums of lower grades were raised to provide a living wage; salary increases above this rate vary based on performance ratings of the employee. Open Range is the range of salaries between the Job Rate and the maximum rate. There are no designated salary rates or steps in the open range. Maximum rate is the maximum that an employee within the salary grade would be paid.

Streets

*Other titles and salaries, including those of regular classifications may be used for contract positions on a temporary basis, as approved by the Manager. Also, number of positions and the hours of those titles listed above may vary; however, estimates are given.

All Town employees shall be paid bi-weekly or weekly. The Finance Director shall issue warrants for payments of all claim for compensation when approved by the Town Manager and within the appropriation, and shall issue warrants bi-weekly for payments of compensation of members of the Council and the Mayor upon certification of the correctness of the amounts.

The Town complies with the Fair Labor Standards Act (FLSA) provisions governing overtime compensation for eligible employees.

The Manager, following FLSA regulations, shall determine which jobs are "non-exempt" and are therefore subject to the Act in areas such as hours of work and work periods, rates of overtime compensation, and other provisions. Non-exempt employees will be paid at a straight time rate for hours up to the FLSA established limit for their position (usually 40 hours in a 7 day period); hours worked beyond the FLSA established limit will be paid at the appropriate overtime rate. In determining eligibility for overtime in a work period, only hours actually worked shall be considered.

Whenever practicable, departments will schedule time off on an hour-for-hour basis within the applicable work period for non-exempt employees, instead of paying over-time. When time off within the work period cannot be granted, overtime worked will be paid in accordance with the Fair Labor Standards Act. However, in accordance with FLSA and when approved in advance by the Manager, non-exempt employees may be allowed to accrue compensatory time in lieu of being paid overtime. This compensatory time must be accrued as an hour-and-a-half off for every hour of overtime worked.

Employees in positions determined to be "exempt" from the Fair Labor Standards Act (as Executive, Administrative, or Professional staff) will not normally receive pay for hours worked in excess of their normal work periods. These employees may be granted compensatory leave by their department heads where the convenience of the department allows. However, where authorized by the Town Manager and where the Town receives reimbursement from other agencies which could be used for payment for hours worked by exempt employees, these employees may elect to receive pay or be granted compensatory leave for hours worked in excess of their normal work periods.

Employees in classes eligible for overtime compensation whose supervisors require them, because of emergencies, to report to work at times which are not merely an extension of their normal work days will be paid for a minimum of two hours of work, even if their actual work time was shorter. Extensions of employees' normal work days, either by their being required to report early or by their being required to work beyond their normal quitting times, shall be covered by the over-time/compensatory leave provisions of Section VI of this ordinance.

Employees who are required by their departments to be on-call for a designated period of time in order to respond to after-hour emergencies will be compensated at a rate of $.90 (90 cents) per hour for each hour of off-duty/on-call time. If employees are required to report to work following a call-back, the provisions of Section VII, Callback Pay, shall apply.

The Town will recognize the length of service of its full-time employees with a longevity payment, effective in December. Payment shall be based on the following schedule:

Part-time employees' payments will be prorated based on their hours of work, as specified in policies approved by the Manager.

An employee's eligibility for longevity pay will be based on his/her total Town service as of December 1 of each year.

The Town will contribute 5% of gross salary for full- and part-time employees to an account with the State of North Carolina's 401(K) (tax deferred savings) program, coincident with that employee's membership in the NC Local Government Employee's Retirement System.

* hours of work as required to do the job, not less than 40 hours a week

[1] NOTE: The employee in this position is employed full-time; half of the funding for the full-time position is provided through an interlocal agreement with the Town of Carrboro; half of the position’s time is spent working in Carrboro.

			HIRING	PROB		JOB	OPEN	MAXIMUM
GRADE			RATE *	STEP *	STEP 1	RATE *	RANGE *	RATE *
11			19,958	21,155	21,955	22,785		24,896
		HIRING	PROB			JOB
		RATE *	STEP *	STEP 1	STEP 2	RATE *
12		20,129	21,337	22,144	22,981	23,850		26,141
	HIRING	PROB				JOB
	RATE *	STEP *	STEP 1	STEP 2	STEP 3	RATE*
13	20,332	21,552	22,367	23,212	24,089	25,000		27,448
14	20,812	22,061	22,895	23,760	24,658	25,590		28,820
15	21,276	22,553	23,406	24,291	25,209	26,162		30,261
16	22,087	23,412	24,297	25,215	26,168	27,157		31,774
17	22,861	24,233	25,149	26,100	27,087	28,111		33,363
18	24,004	25,444	26,406	27,404	28,440	29,515		35,031
19	25,204	26,716	27,726	28,774	29,862	30,991		36,783
20	26,464	28,052	29,112	30,212	31,354	32,539		38,622
21	27,787	29,454	30,567	31,722	32,921	34,165		40,553
22	29,176	30,927	32,096	33,309	34,568	35,875		42,581
23	30,635	32,473	33,700	34,974	36,296	37,668		44,710
24	32,167	34,097	35,386	36,724	38,112	39,553		46,946
25	33,775	35,802	37,155	38,559	40,017	41,530		49,293
26	35,464	37,592	39,013	40,488	42,018	43,606		51,758
27	37,237	39,471	40,963	42,511	44,118	45,786		54,346
28	39,099	41,445	43,012	44,638	46,325	48,076		57,063
29	41,054	43,517	45,162	46,869	48,641	50,480		59,916
30	43,107	45,693	47,420	49,212	51,072	53,003		62,912
31	45,262	47,978	49,792	51,674	53,627	55,654		66,058
32	47,525	50,377	52,281	54,257	56,308	58,436		69,361
33	49,901	52,895	54,894	56,969	59,122	61,357		72,829
34	52,396	55,540	57,639	59,818	62,079	64,426		76,470
35	55,016	58,317	60,521	62,809	65,183	67,647		80,294
36	57,767	61,233	63,548	65,950	68,443	71,030		84,309
37	60,655	64,294	66,724	69,246	71,863	74,579		88,524

SECTION II: ALL EMPLOYEES			A	B	C	D	E
WEEKLY AND BI-WEEKLY RATES			37.5	40	42	56	38.5
ANNUAL	WKLY	BI-WKLY	HRLY	HRLY	HRLY	HRLY	HRLY

19,958	383.81	767.62	10.2349	9.5952	9.1383	6.8537	9.9690
20,129	387.10	774.19	10.3226	9.6774	9.2166	6.9124	10.0544
20,332	391.00	782.00	10.4267	9.7750	9.3095	6.9821	10.1558
20,812	400.23	800.46	10.6728	10.0058	9.5293	7.1470	10.3956
21,276	409.15	818.31	10.9108	10.2288	9.7418	7.3063	10.6274
22,087	424.75	849.50	11.3267	10.6188	10.1131	7.5848	11.0325
22,861	439.63	879.27	11.7236	10.9909	10.4675	7.8506	11.4191
24,004	461.62	923.23	12.3097	11.5404	10.9908	8.2431	11.9900
25,204	484.69	969.38	12.9251	12.1173	11.5403	8.6552	12.5894
26,464	508.92	1,017.85	13.5713	12.7231	12.1172	9.0879	13.2188
27,787	534.37	1,068.73	14.2497	13.3591	12.7230	9.5422	13.8796
29,176	561.08	1,122.15	14.9621	14.0269	13.3590	10.0192	14.5734
30,635	589.13	1,178.27	15.7103	14.7284	14.0270	10.5203	15.3022
32,167	618.60	1,237.19	16.4959	15.4649	14.7285	11.0464	16.0674
33,775	649.52	1,299.04	17.3205	16.2380	15.4647	11.5986	16.8706
35,464	682.00	1,364.00	18.1867	17.0500	16.2381	12.1786	17.7143
37,237	716.10	1,432.19	19.0959	17.9024	17.0499	12.7874	18.5999
39,099	751.90	1,503.81	20.0508	18.7976	17.9025	13.4269	19.5300
41,054	789.50	1,579.00	21.0533	19.7375	18.7976	14.0982	20.5065
43,107	828.98	1,657.96	22.1062	20.7245	19.7376	14.8032	21.5320
45,262	870.42	1,740.85	23.2113	21.7606	20.7244	15.5433	22.6084
47,525	913.94	1,827.88	24.3718	22.8486	21.7605	16.3204	23.7388
49,901	959.63	1,919.27	25.5903	23.9909	22.8484	17.1363	24.9256
52,396	1,007.62	2,015.23	26.8697	25.1904	23.9908	17.9931	26.1718
55,016	1,058.00	2,116.00	28.2133	26.4500	25.1905	18.8929	27.4805
57,767	1,110.90	2,221.81	29.6241	27.7726	26.4501	19.8376	28.8546
60,655	1,166.44	2,332.88	31.1051	29.1611	27.7724	20.8293	30.2972

GRADE

STEP 3

Streets