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Legislation #: 971650 Introduction Date: 11/24/1997
Type: Ordinance Effective Date: 12/22/1997
Sponsor: COUNCILMEMBER ZCLEAVER(OLD)
Title: Amending Article VIII of the Administrative Code of Kansas City, Missouri, relating to the Classification and Compensation Plan, by repealing Section 2-1086 and enacting in lieu thereof one new section of like number and subject matter which would allow payment of a longevity bonus to "Welfare to Work" employees.

Legislation History
DateMinutesDescription
11/24/1997

Prepare to Introduce

11/24/1997

Referred Finance & Administration Committee

12/1/1997

Do Pass

12/1/1997

Assigned to Third Read Calendar

12/11/1997

Passed


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ORDINANCE NO. 971650

 

Amending Article VIII of the Administrative Code of Kansas City, Missouri, relating to the Classification and Compensation Plan, by repealing Section 2-1086 and enacting in lieu thereof one new section of like number and subject matter which would allow payment of a longevity bonus to Welfare to Work employees.

 

BE IT ORDAINED BY THE COUNCIL OF KANSAS CITY:

 

Section 1. That Article VIII of the Administrative Code of Kansas City, Missouri is hereby amended by repealing Section 2-1086, relating to the Classification and Compensation Plan, and enacting in lieu thereof one new section to read as follows:

 

 

Sec. 2-1086. Interpretation and application of compensation plan.

 

(a) Rates. All rates prescribed in the ranges of pay for city officers and employees represent the total remuneration, including pay in every form authorized for full-time employment. Where employment in a position is on a part-time basis, that is, where the week's work is less than an ordinary workweek or where the day's work on a continuing basis consists of less than the ordinary number of working hours of an ordinary working day, such service shall be compensated on the basis of the equivalent hourly rate for full-time employment.

 

(b) Equivalent compensation. It shall be permissible, in the interest of the service, to pay equivalent compensation on any other time basis than that specified in the salary range; provided that, in determining the equivalent rate on a different time basis, the relative earnings for full-time employment during a given period of time shall be taken as determining equivalency.

 

(c) Minimum and maximum rates. Under each salary schedule there are set forth a minimum and a maximum salary rate. Except as otherwise provided in this Code, appointment to any position shall be made at the minimum rate and advancement to the maximum rate for the class shall be made on the basis of meritorious service and efficiency.

 

(d) Beginning salary. The minimum rate of pay for a class shall normally be paid to any person on his original appointment to a position in the municipal service. Original appointment above the minimum rate may be made upon the approval of the director of human resources, subject to the following conditions:

 

(1) A full reference check must be made by the requisitioning department and fully documented. All documents are to be submitted to the director of human resources with the original request.

 

(2) The applicant must exceed the educational and experience requirements for the position as set out in the official class specifications.


(3) The requisitioning department must provide documented evidence that the position opening has been extensively advertised in local and regional publications and that there is a shortage of qualified persons.

 

(4) It must be demonstrated by the requisitioning department that there are no other applicants on the eligibility list with equal qualifications.

 

(5) If more than 15 percent above the minimum rate of pay is required to employ a competent person, the director of human resources shall refer the application to the human resources committee for a determination.

 

(6) When any employee is reemployed in a class in which he was previously employed, the director of human resources may authorize an appointment above the minimum rate of pay for the class corresponding to that which the employee had been receiving upon the termination of his previous service.

 

(7) The human resources director shall keep a record of all cases of employment above the minimum scale.

 

(e) Salary advancements. If funds are available, salary increases within the appropriate pay range may be given at the end of each year of service to regular employees, with the exception of those in bargaining units covered by provisions of work agreements, if the employee has received a rating of average or better on the last annual employee service rating. A merit increase may be delayed not to exceed 90 calendar days from the pay anniversary date provided the department head furnishes full justification for the action to the concerned employee and the human resources director. Salary increases shall take effect at the beginning of the pay period nearest to the pay anniversary date and shall constitute a new pay anniversary date.

 

(f) Pay increases for exceptional service.

 

(1) Additional pay increases of up to five percent within the pay range assigned classes may be made to recognize exceptional service rendered by municipal employees. Increases for exceptional service shall be made by the department head concerned only after written justification and documentation has been provided the human resources director.

 

(2) Each department shall prepare specific criteria for granting pay increases for exceptional service applicable to the department's work. After completion of the initial probationary period all regular employees are eligible for consideration for a pay increase to recognize exceptional service rendered. A pay increase for exceptional service work shall not constitute a new pay anniversary date for the employee concerned. Pay increases for exceptional service may not exceed five percent within the pay range in any 12-month period from award.

(3) Pay increases for exceptional service rendered by municipal employees may not exceed five percent of the total average number of regular employees assigned to a department in any fiscal year, except that in a department with less than 40 classified employees not more than two exceptional service pay increases may be granted in any fiscal year.

 

(4) Department heads shall maintain appropriate records to demonstrate adherence with this subsection (f). Pay increases for exceptional service shall be funded out of existing departmental budgets.

 

(g) Payments by other agencies. In any case in which part of the compensation for services in a position, exclusive of overtime services, is paid by another department or division or an outside agency such as the county, the state or the federal government, or from a different fund or account, any such payments shall be deducted from the compensation of the employee concerned, to the end that the total compensation paid to any employee from all sources combined, for any period, shall not exceed the amount payable at the rate prescribed for the class of position to which the employee is certified and assigned.

 

(h) Salary decreases. A department head may reduce for cause the salary of an employee within the salary range prescribed for the class. In the case of a permanent employee, notice of intention to effect a reduction in pay and the reasons for such action shall be given to an employee and the director of human resources not less than ten working days prior to the effective date of reduction. A permanent status employee whose salary is reduced shall be entitled to a hearing before the human resources board, in accordance with provisions of section 125 of the Charter.

 

(i) Salary rate upon promotion, transfer or demotion. In the case of promotion, the rate of pay of the promoted employee shall be increased by five percent for each higher grade up to a maximum of 15 percent, except that the new rate shall be at least the minimum and not more than the maximum of the new pay range. In the case of transfer, the employee's pay rate will remain unchanged at the time of transfer unless his current rate is below the minimum pay rate for the class to which he is transferring. In the case of demotion, the rate of the demoted employee shall be reduced as necessary to bring his rate at the time of demotion within the pay range established for the class to which he is demoted. An employee who is demoted shall not be eligible for promotion or a merit increase for a period of one year from the time of demotion.

 

(j) Part-time and temporary employment. Part-time or temporary employees shall be compensated on the basis of the equivalent hourly rate paid for full-time employment and shall be paid for only those hours which they actually work.

 

(k) Total remuneration. Any salary rate established for an officer or employee shall be the total remuneration for the officer or employee, not including reimbursement for official travel. Except as otherwise provided in this article, no officer or employee shall receive pay from the city in addition to the salary authorized under the schedules provided in the pay plan for services rendered by him, either in the discharge of his ordinary duties or any additional duties which may be imposed upon him or which he may undertake or volunteer to perform. Nothing contained in this subsection shall be deemed to prohibit payments to employees pursuant to section 2-981 or payments or awards to employees made pursuant to an approved safety incentive program of the city manager's employee safety board, nor shall there be any prohibition to provide for the eligibility for a top performance executive bonus program for managers as executed by the city manager.

 

(l) Change in pay range. Any pay increase which results from an increase in pay range for a given class shall not constitute a promotion for the employee under the terms of this article.

 

(m) Accelerated salary advancements. An increase in compensation, within the limits provided in the pay range for a class, may be granted at any time by the city manager after a certification by the human resources director that the accelerated increase is justified on the basis of a need to retain qualified employees in the class. The city manager, in any given fiscal quarter, shall not grant accelerated salary increases which raise annual wages in excess of $20,000.00, and he shall keep a record of the increases he has granted pursuant to this subsection.

 

(n) Welfare to work bonus. Those individuals whose city service originates from any of the citys welfare to work initiatives, including those outlined in Resolution Nos. 970751, 970198 and 971554, will be eligible for a one-time bonus to be paid in the form of a $500.00 U.S. Savings Bond. This bonus will be granted after one (1) year of continuous employment from the employees date of hire.

 

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Approved as to form and legality:

 

 

 

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Assistant City Attorney