Checks will be issued as follows:
- Council, monthly, the next pay period following the Council meeting.
- Clerk/Treasurer, weekly.
- Building Inspector, monthly
- Town Attorney, semi-annually,
- all other employees weekly.
Specific salaries for Town of Lapel employees beginning January 1st, 2009 and ending December 31st, 2009 are:
- Dennis Molina, Town Marshall $44,027 Annually
- Allan Phillips, Police Officer $39,784 annually
- Mike Barnes, Police Officer $39,346 annually
- Jerry Young, Police Officer $33,790 annually
- Robert Kowalski, Part Time Officer $17.00 per hour
- Gary Flowers, Utility Superintendent $17.26 per hour
- Paula Lee, Office Administration $14.46 per hour
- Donna Lawther, Office Administration $14.46 per hour
- Tim McClintick, Building Inspector $600 per month
- Robert Kowalski, Development Inspector $300 per month
- Nathon Owens, Utility/Street $15.23 per hour
- Virgil Hobbs, General Maintenance $10.71 per hour
- Andrew Kern Sewer/Utility/Street $13.39 per hour
- Mathew McDole, Utility/Street $13.39 per hour
- Aaron Withrow, Sewer/Utility/Street $11.84 per hour
- Cameron Clawson, Utility/Street $12.50 per hour
- C.J. Taylor, Water Operator $40 per hour (5 hrs per week)
Section - Personal Days
All full-time employees are entitled to eight (8) personal days per calendar year. Bereavement days three (3) per family member, which includes and is limited to the following; wife, husband, children, stepchildren, father, mother, stepfather, stepmother, father-in-law, mother-in-law, brothers, sisters; one day (1) for brother-in-law, sister-in-law and (2) for grandparents.
Section - Paid Legal Holidays
All full-time employees except Police Officers, are entitled to the following:
- New Year's Day
- President's Day
- Good Friday
- Memorial Day
- Independence Day
- Labor Day
- Thanksgiving (Thursday and Friday)
- Christmas Eve (Half Day)
- Christmas Day
Section - Sick Leave/Personal Days for Full-Time Employees
All new employees will be under a probationary period for the first six months of their employment, starting with the first day on the job. During this probationary period the employee will not be entitled to paid vacation benefits or sick leave benefits. After six (6) months on the job the employee will receive two (2) paid vacation days for the remainder of the first year of service.
All eligible employees will receive eight (8) paid Personal days per calendar year. Accumulated Sick days (those earned prior to January 1st, 2009) are designed and intended to be used for the employee's illness or medical appointments. Absences may be subject to investigation. A physician's statement of "fitness of duty" will be required if an employee is off work for 3 consecutive days or more. The Town also reserves the right to request a "fitness of duty" statement at any time. Accumulated Sick days, if not used, can be carried over to future years. Accumulated Sick days will not be paid upon termination of employment. Personal days, if not used, can be accumulated up to 30 days. At the accumulation of 30 days, this accrual will be capped.
Section - Vacation
Time worked reports must be submitted weekly to the Town Hall for all employees that are eligible for either Personal Days, Paid Legal Holidays, Insurance, Paid Vacation, or Accumulated Sick Leave.
At the anniversary date of employment, the full-time employee will be eligible for the following vacation schedule:
- One year of employment, one week paid vacation.
- Two thru four years of employment, two weeks of vacation.
- Five thru nine years of employment, three weeks of vacation.
- Ten or more, four weeks of vacation.
Following the first year of employment additional weeks will be earned on a calendar year basis beginning January 1st.
All vacations are mandatory (cannot work and collect play plus vacation). Vacations must be scheduled one (1) week in advance with a supervisor. Vacations cannot be held over until the next year.
Unused vacation days will be paid upon termination of employment. Vacation days must be used before unpaid days off are granted.
Section - Overtime
Overtime is defined for all full-time employees, except Police Officers, as the hours worked, on a daily basis, over 8 hours. Overtime hours will be paid at 1 1/2 their hourly pay. The payroll clerk will prepare on a weekly basis, a report to the Council illustrating the amount of and who were paid overtime. it will be the job of the department supervisors to limit overtime whenever possible.
Section - Meeting Attendance Payment
Non-council members, that are authorized members of the Planning Commission, Park Board and Board of Zoning Appeals will be paid $10 per meeting attended. Disbursement of amounts owed will be semi-annually July and January.
Section - Office Hours and Utility/Street Department Hours
Town Hall office hours are Monday-Friday, 8:00am to 5:00pm. The Utility/Street Department hours are 7:00am to 3:30pm. On disconnect day, one utility employee will work from 10:00am to 6:00pm so that paid disconnected services can be returned to service.
Section - Police Officers.
The work week consists of seven (7) days from Saturday and ending Friday. If a Police Officer works more than 40 hours per week, overtime will be paid. Holiday pay is calculated by annual salary divided by 260 days divided by 8 hours=holiday pay. Overtime hours x 1 x hourly pay=overtime pay. Overtime must be approved by the Town Marshall and the Town Council.
If a Lapel Police Officer is sent to the Police Academy, and compensated by the Town of Lapel, the Police Officer is required to remain on the department for two (2) years after graduation from the academy. If for some foreseen or unforeseen reason the officer has to leave the department or fails to complete the academy assignment, said officer must repay all training compensation to the Town of Lapel.
Section - Education Reimbursement
It is the desire of the Town of Lapel that all employees gain more education in their specific disciplines. If the employee quits a course, paid by the Town of Lapel, the employee must repay to the town the cost of the course. This would include tuition fees, cost of books and materials, and mileage reimbursements. If the employee completes the course work and attendance requirements, but fails the final test, reimbursement is not required. Retesting is at the discretion of the Council.
Section - Insurance
The Town of Lapel will pay 100% of the employee's health insurance premium, employees will have to pay dependent coverage, if desired. This benefit is available to full-time employees only. Employees who are eligible to enroll in the group medical program may choose to waive participation in the plan. Only employees covered under another group health plan will be permitted to waive coverage. Employees are required to complete the appropriate form to waive their election and provide verification of coverage.
- Health Life and Vision - Health Application
- Life Only - Health Application (check life only, indicate waiver/other coverage)
An optional dental insurance benefit plan is offered to all full-time employees. The premium for the insurance policy is split 50%-50% between the employee and the employer.
Section - Utility Certifications
When a Lapel Utility employee acquires a Class 1 operators certification for water or wastewater, their salary will be increased 25 cents per hour. If a Lapel Utility employee receives an initial gas operator's certification, their salary will be increased 75 cents per hour. When a Lapel Utility employee acquires a Class II operators certification in water or wastewater, their salary will be increased by 75 cents per hour. The Town of Lapel must receive a copy of the certification notice for each employee.
Continuing education to maintain a utility certification will be paid by the Town of Lapel. If an employee fails to maintain his/her certification, the Town of Lapel reserves the right to reduce the employee's hourly wage. The Council will review certification in June and December with pay adjustments effective July 1st and January 1st.
Date Passed: 12/18/2008