2-6-9: CLASSIFICATION AND PAY PLANS:
A.General: Classification and pay plans shall be established by ordinance of the city council and are subject to modification at any time at the discretion of the city council.
B.Classification Plan: The classification plan shall provide for the general classification of employees according to similarity of authority, duties and responsibilities. The adopted classification plan shall also provide general rules for the administration of the plan.
C.Pay Plan: The compensation of all officers and employees of the city shall be established by the pay plan in the annual budget. Salary ranges shall be established by the pay plan for each class of position in the classified and merit services and for nonelected members of the nonmerit service. The mayor may propose changes to the adopted pay plan, which changes may be approved by the city council by resolution.
D.Pay Standards: The following standards shall apply to full time employees who are members of the classified civil service and the merit service:
1. The minimum rate of pay for a class shall be paid any person on his original appointment to a position except when, as determined by the department director and the mayor or the mayor's designee, there has been demonstrated an inability to recruit at the minimum rate of pay or the new employee possesses qualifications warranting employment at a higher rate in the pay range.
2. Subject to budgetary restraints, an employee shall be advanced annually, or such other period of time as designated in the pay plan, one step in the salary range for the class in which employed based on merit; provided however, that no employee shall be eligible for such annual advance unless and until satisfactory performance ratings are obtained.
E.Biweekly: All salaries, wages and benefits shall be paid biweekly.
F.Department Directors: Mayor's office staff and city council office staff are entitled to severance pay in the event their employment with Ogden City is terminated. Severance pay shall be in an amount equivalent to one month's pay for each year of employment in the qualifying position, not to exceed six (6) months. The monthly payment amount shall be based on the employee's monthly salary on termination date. Payment is to be made in a lump sum on termination date. This payment will be in addition to the usual benefits received on termination.
Severance pay will not be made to otherwise eligible employees who:
1. Have been terminated or requested to resign under bona fide charges of nonfeasance, misfeasance or malfeasance in office; or
2. At the time of separation of employment have been convicted, indicted, charged or are under criminal investigation concerning a public offense involving a felony or moral turpitude; or
3. Voluntarily terminate employment with the city.
A requested resignation shall not be considered a voluntary resignation and will entitle the eligible employee to severance pay benefits so long as the employee is not rehired for the same position with the city within six (6) months of termination date. Additionally, an employee whose resignation is requested and is then rehired at a lower salary may, at his or her option, resign and be eligible for severance pay.
If prior to the effective date hereof, employment agreements exist with different severance terms, then the eligible employee will be entitled to the benefit of the more advantageous terms.
(1979 Code § 3.44.080; Ord. 94-53, 10-25-1994; amd. Ord. 99-46, 12-14-1999; Ord. 2003-51, 9-16-2003, eff. retroactive to 7-1-2003; Ord. 2004-25, 5-4-2004)
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Color Code:
Black: The Ordinance as it existed at the time of Stuart Reid's hiring, in January of 2000
Blue: The added languge per Council ordinance 99-46, effective March 22, 2000
Red: Language that was added by council ordinance 2004-25, reserving the City Council's right to modify pay plans at the council's discretion
Green: Ordinance 2003-51, temporarily freezing merit and step pay increases due to budgetary constraints. This amendment is immaterial to this discussion
