CH16 16 .15 - Salary Ordinance for 2008

 

Be it ordained by the Town of Lapel, Madison County, Indiana:

Section 1. The salaries of the Town officials, police officers, utility/park employees, and all others employed by the Town of Lapel, IN, effective for all pays after January 1, 2008 and ending December 31st, 2008 shall be as follows, to-wit:

Clerk Treasurer

• General Fund $7,900
• Gas Company $5,663
• Water Company $4,644
• Sewer Company $4,644
• Total $22,821

Town Council Members

• General Fund $500
• Gas Company $1,000
• Water Company $1,000
• Sewer Company $1,000
• Total $3,500

Attorney

• $4,500 annually

General Maintenance

• $9.75 per hour. If general maintenance employee were retained after 6-month probationary period, the salary will be reviewed.

Part Time Maintenance

• $9.75 per hour

Part Time Police Officer

• $9.63 to $17.00 per hour

Building Inspector

• $600 per month

Development Inspector

• $300 per month

Janitor

• $50 per week

Checks will be issued as follows:

1. Council-monthly, the next pay period following the Council meeting.
2. Clerk-Teasurer, weekly
3. Building Inspector, monthly
4. Town Attorney, semi-annually
5. all other employees weekly

Specific salaries for Town of Lapel employees beginning January 1, 2008 and ending December 31st.

• Dennis Molina, Town Marshall $42,745 annually
• Allan Phillips, Police Officer $38,625 annually
• Mike Barnes, Police Officer $38,200 annually
• Jerry Young, Police Officer $32,806 annually
• Robert Kowalski, Part Time Officer $17 per hour
• Jeremiah Martin, Utility Superintendent $14.82 per hour
• Gary Flowers, Utility/Street $15.76 per hour
• Paula Lee, Office Administration $14.04 per hour
• Donna Lawther, Office Administration $14.04 per hour
• Tim McClintick, Building Inspector, $600 per month
• Robert Kowalski, Development Inspector $300 per month
• Shirley Bond, Utility/Street $12.84 per hour
• Bill Goodner, Utility/Street $13.26
• Nathon Owens Utility Street, $14.04
• Virgil Hobbs, Part Time General Maintenance, $10.40 per hour
• Christina Moore, Part Time General Maintenance, $10.14 per hour

Section - Personal Days

All full-time employees are entitled to two (2) 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 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 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.

All eligible employees will receive six (6) paid sick days per calendar year. Sick days are designed and intended to be used for the employee's illness or medical appointments. Absences may be subject to investigation. The Town reserves the right to request a physician statement for sick days. Sick days if not used, can be carried over to future years. Sick days will be paid upon termination of employment.

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 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 option 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 75 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 25 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.