02-490ORIGINAL
RESOLUTION
CITY OF SAINT PAUL, MINNESOTA
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An Administrative Resolution amending the
Salary Plan and Rates of Compensation.
Referred To Committee Date
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Council File # bz _ 4 qp
Green Sheet # 200077
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RESOLVED, that the Salary Plan and Rates of Compensation be amended by adopting the revisions
of the attached City of Saint Paul Salary Plan and Rates of Compensation.
Yeas Nays _ Absent _ Requested by Department o£
Adopted by Council: Date S o 0
Adopiion Certifie y Council Se etacy
By:
Approved by y: Date . L�' C� '�'
By: �'�y`'� � /
Plen & Rahs of Cumpaisetiuni«s wpd
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City of Saint Paul Salary Plan & Rates of Compensation
SECTION I: SAT.ARTF,S PAYABLE
A CLASSIFIIED EMPLOYF_ES - REPRESENTED: The salaries payable for positions in classes
established in accordance with Section 3 of the Civil Service Rules and wluch have been certified to a
Bazgaining Unit, shall be the rates set forth in the various Collective Bazgainin�Agreements between
the City of Saint Paul and the certified exclusive representarives as listed in the Bargaining Unit Salary
Schedules.
B. CLASSIFIED EMPLOYEES —NOT REPRESENTED: The salaries payable for positions in classes
established in accordance with Section 3 of the Civil Service Rules which have not been certified to a
Bargaining Unit, shall be the rates set forth in the appropriate assigned employee group in the Salary
Schedule.
C. iJNCLASSIFIED EMPLOYEES: The salaries payahle for unclassified positions shall be established
in accordance with Section V of this plan.
D. ENTRANCESALARY
Except as provided in Section 28.B of the Civil Service Rules, and except as the Council may
othenvise provide hereinafter, the salary rate which shall be paid to any appointee in a position in the
Classified Service in a class established in Section 3 of the Rules shall be Step A in the salary schedule
Range applicable to the position.
E. ADVANCEMENT IN SALARY
l. Except as provided in Section 28.B ofthe Civil Service Rules and except as hereinafter provided,
increases in salary above Step A in a classification assigned to a grade may be granted to regular
and provisional employees as follows:
(a) For each 1040 hours an employee, other than a Fire Fighter, has appeared on the payroll in
one position, slhe may be granted an increase in salary of one salary step up to and
including Step C. For the first 1760 hours a Fire Fighter has appeazed on the payroll, s/he
may be granted an increase in salary of one step to Step B. For the next 640 hours a Fire
Fighter has appeared on the payroll after s/he has attained Step B, s/he may be granted an
increase of one step to Step C. For the ne� 1760 hours a Fire Fighter has appeazed on
the payroll after s/he has attained Step C, s/he may be granted an increase of one step to
Step D. For each 2080 hours a Fire Fighter has appeazed on the payroll after s/he has
attained Step D, s/he may be granted an increase of one step to Step E.
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(b) For each 2080 hours an employee has appeared on the payroll in one position after s/he
has attained Step C, s/he may be granted an increase in salary of one step up to and
including Step E, or in the case of an employee in a position in a class in the Professional-
Administrative Occupational Group, Step F; except, however, if said employee has
received a five year increase s/he may be granted an increase in salary of one step up to
and including Step F, or in the case of an employee in a position in a class in the
Professional-Administrative Occupational Group, Step G; and if s/he has received a ten-
year increase s/he may be granted the ten-year step, and if s/he has received a fifteen-year
increase s/he may be granted the fifteen year step.
(c) When an employee completes five years of full-time service s/he may be granted an
increase of one additional salary step; provided, however, that his/her salary shall not
exceed Step F, or in the case of an employee in a position in a class in the Professional-
Administrative Occupational Group, Step G.
(d) When an employee completes ten years of full-rime service s/he may be granted an
increase of one additional salary step; provided, however, that his/her salary sha11 not
exceed the ten-year step.
(e) When an employee completes fifteen years of full-time service s/he may be granted an
increase of one additional salary step; provided, however, that his/her salary shall not
exceed the fifteen-year step.
(fl When an employee in a position in a class represented by the Clerical or Technical
Bargaining Unit completes twenty yeazs of full-tnne service slhe may be granted an
increase of one additional salary step; provided, however, that his/her salary shall not
�ceed the twenty-year step.
(g) When an employee in a position in a class represented by the Clerical or Technical
Bargaining Unit completes twenty-five yeazs offull-time service s/he may be granted an
increase of one additional salary step.
(h) Any increase in salary granted under the provisions of this Section shall become effective
on the first day of the first payroll period immediately following the ganting of such
increase.
(i) When an employee in a position in a ciass represented by the Technical or Clerical or
Professionai Bargaining Units holds a title in a grade followed by the suffix "E" the
following shall apply: For each 2080 hours an employee has appeared on the payroll after
he/she has attained Step C, s/he may be granted an increase in salary of one step up to the
seven-year step; and if slfie has received a ten-yeaz increase slhe may be granted the ten-
year step, and if he/she has received a fifteen-year increase s/he may be granted the fifteen-
year step. However, in no case will a Reereation Center D'uector be granted Step G until
s/he has completed fifteen credit hours in courses pertaining to recreation.
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(j) Vehicle Mechanic Trainees may advance to the next higher 1,000 hour rate by completing
an additional 1,000 hours oftraining with sarisfactory progress.
Vehicle Mechanic Trainees will not be advanced to a higher level of training of rate of pay
unless on-the job and formal training requirements are completed satisfactorily and the
Unit Supervisor recommends advancement.
Vehicle Mechanic Trainees failing the probationary period will be ternunated or reduced
to their former positions. Subsequent to satisfactory completion of their probationary
period, trainees who receive an unsatisfactory rating for a 1,000 hour training period will
be granted an additional 1,000 hours in which to demonstrate improved perFormance.
Continued failure to meet training standards will result in termination or reduction.
F. COURT DUTY
Any employee who is required to appear in court as a juror or witness shall be paid his/her regular
pay while s/he is so engaged, provided, however, that any fees that the employee may receive
from the court for such service shall be paid to the City and be deposited with the Director of
Finance and Management Services. Any employee who is scheduled to work a shift, other than
the normal daytime shift, shall be rescheduled to work the normal daytime shift during such time
as s/he is required to appear in court as a juror or witness.
G. VACATION
In each fiscal yeaz, (IRS payroll reporting year) each regular or provisional employee, except
those in the Fire Service, shall be granted vacation at the rate of eighty hours per year. After five
years of full-time service each such employee shall be granted vacation at the rate of one hundred
twenty hours per year. After fifteen years of £ull-time service each such employee shall be granted
vacation at the rate of one hundred sixty-eight hours per yeaz. After twenty-five years of full-time
service each employee shall be ganted vacation at the rate of one hundred seventy-five hours per
year.
A department director may permit an employee to carry over into the following year up to one
hundred and twenty hours, or in the Fire Service the number of hours worked for three weeks. If
for emergency reasons the department director determines that additional carry over is necessary
for an employee, then the employee shall ask the Director of Human Resources to allow that
additional time be carried over. Such additional days must be used within the first three months
of the following yeaz.
Any employee who does not work full time shall be granted vacation on a pro rata basis.
The time of vacation shall be fixed by the department in which the employee is employed.
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If an empioyee has been granted more vacation than the employee has eamed up to the time of
separation from the City service, the employee shall reimburse the City for such uneamed
vacation. If an employee is separated from the service by reason of resignation, the employee
shall be granted such vacation pay as the employee may have earned and not used up to the time
of such separation, provided that the employee has notified the department director in writing at
least fifteen (15) calendar days prior to the date of his resig�ation. If an employee is separated
from the service by reason of discharge, retirement or death, the employee shall be granted such
vacation pay as may have been eamed and not used up to the time of such separation.
In case of an employee adoprion of a child up to five years of age, employees shall be permitted to
carry over into the following fiscal year up to 80 addirional hours of accrued vacation time each
year up to a total of 240 hours.
This adoption provision shall apply only to one City employee in the event that both adoptive
parents are City employees.
Vacation Donation: Employees may exchange or transfer their vacation credits from one
employee to another under the following conditions:
Such transfers can be made only after the showing of unique or special
circumstances and only upon approval of the Director of I3uman Resources.
Before such transfer will be approved the proposed recipient of the transfer must
have used all of his/her accrued or useable vacation and all of his/her compensatory
time.
3. Such transfer shall be on a dollaz-for-dollar basis. The worth of the vacation shail
be adjusted to the pay level of the donor. Therefore, if the salary of the donor is
greater than the donee, one day of vacation of the donor shall result in more than
one full day to the donee. Conversely, if the salary of the donor is less than the
donee, the one day of vacation of the donor shall result in less than one full day to
the donee.
4. Vacation transfer shall be limited to 10 work days unless the donor has actually
accrued more than 10 work days of vacation. If the donor has accrued more than
the 10 days then the vacation transfer will be limited to the amount of vacation
days actually accrued by said donor.
Requests for such transfer of vacation must be submitted to the Director of Human
Resources, in writing, by the recipient empioyee or by the recipient employee's
supervisor with the consent of the recipient employee.
6. When such a request is received, the Director of Human Resources may, if sJhe
approves such a request, give notice to City employees of the request for such
transfer.
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When a donor volunteers such transfer, s/he must first execute a release document
for such transfer and such document will be kept on file the Office ofHuman
Resources.
8. VJhen a transfer has been finalized in accordance with these rules and approved by
the Director of Human Resources, the Director shall so notify the Department of
Finance and Management Services and the necessary accounting action shall be
taken to reflect such transfer.
9. Any unused portion of such donated vacation shall be returned to the donor or
donors. The manner of such return should be similar to that defined in #3 of this
resolution only in the reverse order of transfer.
H. HOLIDAYS
1. The following days are declared to be holidays:
New Yeaz's Day
Martin Luther King Day
Washington's & Lincoln's Birthday
Memorial Day
Independence Day
Labor Day
Veterans' Day
Thanksgiving Day
Day after Thanksgiving
Christmas Day
Floating Holiday
7anuary 1
The third Monday in January
The third Monday in February
The last Monday in May
July 4
The first Monday in September
November 11
The fourth Thursday in November
The Friday after Thanksgiving
December 25
To be granted at any time during the year
with the approval of the department d'uector.
When I3ew Yeaz's Day, 7anuary 1; or Independence Day, 7uly 4; or Veterans'
Day, November 11; or Christmas Day, December 25; falls on Sunday, the
following day shall be a holiday; and, provided, when New Yeaz's Aay, 3anuary 1;
or Independence Day, July 4; or Veterans' Day, November i l; or Christmas Day,
December 25; falls on Saturday, the preceding day shall be a holiday. Employees
may be granted such time offwith pay as the Council by resolution may provide
from time to time, and such provision shall apply uniformly to all employee unless
excluded by the provisions of #5 in this section below.
2. Every regular or provisional employee shall be granted each such holiday offwith
pay; provided, however, that eligibHity for the floating holiday shall be as follows:
For those regular or provisional employees who work at least 320 hours
but less than 1040 hours in the fiscal year, (IRS payroll reporting year),
they sha11 be granted one-half the total number of floating holidays
applicahle.
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For those regular or provisional employees who work at least 1040 hours
in the fiscal year, (IRS payroll reporting year), they shall be granted the
total number of floating holidays applicable.
3. If an employee entitled to a holiday is required to work on Martin Luther King
Day, Washington's and Lincoln's Birthday, Day after Thanksgiving, or Veterans'
Day, s/he shall be granted another day offwith pay, in lieu thereo� as soon
thereafter as the convenience of the department permits, or s/he shall be paid on a
straight time basis for such hours worked, in addition to his/her regulaz holiday
pay. If an employee entitled to a holiday is required to work on New Year's Day,
Memorial Day, Independence Day, Labor Day, Thanksgiving Day or Christmas
Day, s/he shall be recompensed for work done of this day by being granted
compensatory time on a time and one-half basis or by being paid on a time and
one-half basis for such hours worked, in addition to his/her regular holiday pay.
4. In order to be eligible for a holiday with pay, an employee's name must appear on
the payroll on any six working days of the nine working days preceding the
holiday; or an employee's name must appear on the payroll the last working day
before the holiday and on three other working days of the nine working days
preceding the holiday. In neither case shall the holiday be counted as a working
day.
Provisions one through four of this Subsection E3 shall not apply to any employee
whose position is under a heading of "Special Employments" in accordance with
Section 3 of the Civil Service Rules and who is paid by the hour or by the
performance.
6. Every employee whose position is under a heading of "Special Employments" in
accordance with Section 3 of the Civil Service Rules and who is paid by the hour
shall be paid on a time-and-one-half basis for time worked on New Year's Day,
Memorial Day, Independence Day, Labor Day, Thanksgiving Day, and Christmas
Day.
7. Every temporary employee shall be paid on a time-and-one-half basis for time
worked on New Yeaz's Day, Memorial Day, Independence Day, Labor Day,
Thanksgiving Day, and Cfuistmas Day.
8. For those bargaining units that use and reference proration charts to determine
holiday eligibility requirements, the following proration charts shall be used. For
those contracts that do not allow for holiday eligibility to be determined by
proration charts, Section H Holidays 4., of the Salary Plan and Rates of
Compensation Resolution shall apply.
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The Holiday Eligibility Requirements Proration Charts are as follows:
A For one holiday during a bi-weekly pay period:
Non-holid� Paid Hours
72 hours or more =
60 to 71 hows =
49 to 59 hours =
38 to 48 hours =
27 to 37 hours =
16 to 26 hours =
5 to 15 hours =
4 hours or less =
Holiday Hours Eamed
8 hours
7 hours
6 hours
5 hours
4 hours
3 hours
2 hours
0 hours
Non-holiday paid hours include hours actually worked, vacation time,
compensatory time, paid leave, and sick leave.
B. For two holidays during a bi-weekly pay period:
Non-holiday Paid Hours
64 hours or more =
52 to 63 hours =
41 to 51 hours =
30 to 40 hours =
19 to 29 hours =
8 to 18 hours =
'I hours or less =
Holiday Hours Eamed
16 hows
14 hours
12 hours
10 hours
8 hours
4 hours
0 hows
Non-holiday paid hours include hours actually worked, vacation rime,
compensatory time, paid leave, and sick leave.
I.
BUII..DING INSPECTOR SALARY RATES
The salary for the position of Building Inspector, Plasterer Inspector, and Masonry Inspector,
shall be in three steps. The first shall be the entry level step. The second step shall be paid to
those who successfully perform for at least one yeu at the entry level and successfully complete 9
credits in Building Inspection Technology as provided at an accredited community college or
vocational school and who have been certified as a Class I Building Official by the State of
Minnesota. The third step shall be paid to those who successfully perform for at least two years
at the secondary level, successfully complete 24 credits in Building Inspection Technology as
provided at an accredited community college or vocational school and attain Class II Building
Officiai Certification. All entrants, including those who are City employees working in their
respective trades, shall start at the emry rate unless s/he meets the certification requirements for
the second step.
Refer to Occupation Code, Batgaining Unit Sa1ary Schedule, and Grade.
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STENOGRAPHIC PREMIUM
The City may grant a premium of 2 grades to persons holding the clerical ritles of Clerk IV or
Clerical Supervisor who are able to take and transcribe stenographic notes at the level currently
prescribed to pass the Clerk-Stenographer III c�a and who are required to do so as part
oftheir job duties.
K. COURT REPORTINCs PRENIIUM
An employee who is assigned to taking and uanscribing verbatim minutes of a City Council
committee meeting may be paid as a Clerk-Stenographer III for hours actually worked in such
assignment. The rate of pay for the actual hours worked in such assignment shall be the same rate
the employee would receive if such employee received a regular appointment to the class of
Clerk-Stenographer III.
SECTION II: COMPENSATION FOR UNGRADED CLASSES
A. The compensation for positions in classes covered by Collective Bargaining Agreements shall be
as set forth in such Collective Bazgaining Agreements between the City of Saint Paul and the
certified exclusive representatives or as listed in the Bargaining Unit Sa1ary Schedules.
B. The compensation for the following positions not covered by a Collective Bargaining Agreement
shall have their rates set fonvard in the appropriate assigned employee group in the Salary
Schedules
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SPEC7AL EMPLOYMENTS
Clinic Dentist
Clinic Physician
Clnuc Program Manager - Physician
House Custodian I
Life Guard (BU99 andBUO2)
Water Safety Instructor
Police Trainee (BU99andBU04)
Senior Pool Attendant (BU 99 and BU 02)
Ski Instructor I
Ski Instructor II
Ski Instructor III
Swiimning Pool Supervisor (BU 99 and BU 02)
Water Safety Instnxctor (BU 99 and BU 02)
SECTION III: SPECIAL ALLOWANCES
In addition to the compensation payable to employees employed in certain positions in the Classified
Service in accordance with this resolurion, there may be paid the following additional allowances:
A. To any employee who works on a regularly assigned shift, beginning earlier than 6:00 a.m. or
ending later than 6:00 p.m., provided that at least five hours of the shift are worked between the
hours of 6:00 p.m. and 6:00 a.m., there shall be paid a night differential for the entire shift.
To any employees who work on a regularly assigned shii3, beginning earlier than 6:00 a.m. or
ending later than 6:00 p.m.; but less than five hours of the shift are worked between the hours of
6:00 p.m. and 6:00 a.m., there shall be paid a night differential for the hours worked between the
hours of 6:00 p.m. and 6:00 a.m.
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The night differential shall be 5% of the base rate, and shall be paid only for those night shifts
actually worked; provided, however, that the provisions of this subsection shall not apply to
employees holding titles in the Police and Fire Groups according to Section 3 of the Civil Service
Rules, or to employees hoiding titles listed in Section II of this Resolution under the heading
"Special Employments."
B. To employees when they are required to work in tunnels at a depth of thirty feet or more, $2.00
per day.
C. To Carpenters assigned to swing stage work, $15 per hour.
D. To Cement Finishers assigned to trap rock, granite compositioq or epoxy materials, $.25 per
hour.
E. Tuition Reimbursement Policv: The purpose of the Tuition Reimbursement Policy is to assist
empioyees in participating in trainn�g experiences that will improve their performance on their
current job and to allow for career growth within the City Civil Service positions.
Eligibility: Any full-time classified or unclassified employee of the City of Saint Paul who works
32 hours or more a week for 26 pay periods per year and who has been regularly employed for six
consecutive months or employed as an unclassified employee is eligible to apply for tuition
reimbursement. Any part-time classified or unclassified employee who works 20-31 hours per
week for 26 pay periods per yeaz and who has been in City employment for 6 consecutive months
is aiso eligible for reimbursement at a reduced rate. Deternunation of empioyment status is based
on the employee's fuil or part-time status for a ma}ority of the fiscal yeaz. Excluded are
provisional employees, temporary employees, and "Special EmploymenP' employees. This will
not exclude employees who have a permanent City title but who are serving in a provisional title.
Reimbursement Coverage: A refixnd for the cost of tuition, laboratory fees and other obligatory
course fees. Tuition reimbursement does not include the cost of books and course supplies.
Tuition reimbursement shall be limited to $600.00 per calendar year for courses that are
successfizlly completed for any one full-time employee. Reimbursement shall be limited to
$300.00 per calendar year for courses successfully completed for any part-time employee.
Reimbursement for participation in conferences, seminars, and workshops, any training that
involves travel will not be allowed under the Tuition Reimbursement Policy after 7une 1, 1991
excepting continuing legal education classes for the appropriate division or department. If an
empioyee receives a grant, scholarship or any other reimbursement from any other public or
private source for a course, the employee is only eligible for reimbursement from the City to the
extent that the course costs exceed the reimbursement from other sources. All other requirements
regazding City policy must be met for eligibility. The application may be rejected if similar
courses are offered by the City. Reimbursement will not be allowed for courses equivalent to
those presented in the City's computer training center. Courses for a GED will be funded under
this program.
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SECTTOIV' V: UNCLASSIFIED POSTTIONS
A The salaries payable for unclassified posirions established in accordance with the City Charter and
which have been certified to a Bargaining Unit, shall be the rates set forth in Collective Bargaining
Agreements between the City of Saint Paul and the certified exclusive representative as listed in
the Bargaining Unit Salary Schedules by occupation code and grade.
B. The salaries payable for unclassified positions established in accordance with the City Charter
which have not been certified to a Bazgaining Unit, shall be the rates set forth in the appropriate
assigned employee group in the Satary Schedule listed by occupation code and grade.
C. At the discretion of the appointing officer, an appoimee in any unclassified position may be paid
any of the steps -- A through the five year rate — in the Salary Schedule and grade applicable to
the position; provided, however, that if an employee has completed ten years of full-time service
in a position or positions listed or positions in accordance with Section 3 of the Civil Service
Rules, or a combination of service in such positions, s/he may be granted the ten-yeaz salary step;
and provided also that if such employee has completed fifteen years of full-time service as listed
above, s/he may be granted the fifteen-year step.
However, with the approval of the Mayor, the appointing oflicer may appoint a person to an
unclassified position at any step in the salary range applicable to such position.
SECTION VI SALARY FORMULA AND FRINGE BENEFTTS - CERTAIN
UNCLASSIFIED EMPLOYEES
A. Employees in unclassified positions which are not covered by collective bargaining agreements
have their salaries set forth in the appropriate employee group in the Salary Schedule and their
benefits established by Wage & Benefit Policy for Non-Represented Management and Legislative
Personnel.
G:VShated�FIItCOMMON�Salary Plan & Rates oFCompVSalary Plan Fival.doc
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DEPARTMENTlOFFICFICOUNCQ: � DATE INITIATED
Human Resources 5/22/02 GREEN SHEET No.: 200077 aa -y
CONTACf PERSON & PHONE: A7'E AT17nLDnTE
7ason Sc11Rl1dt, 266-6503 , aEewRie�rr nm a cmrcour�ca
ASSIGNF.D 2CRYATNRNEY CCfYCLIItK
MI7ST BE ON COUNCII, AGENDA BY (DATL� ���
ROU77NG flNANCIAi.SERVDIlt flNANCW.SEItV/wC(.7G
ORDER
3MAYOR(ORA55i'.)
TOTAL il OF SIGNATURE PAGES 1 (CZiP ALL LOCATIONS FOR SIGNATURE)
acr[Ox �QuESrEn: Approval of the attached Administ[ative Resolution amending the City of Saint Paul Salary Plan and Rates of
Compensation by removing irrelevant or dated language.
RECO�ATfONS: App[We (A) arReject (A) PFdiSONAL SFRViCE COI�IRACTSMUSf ANSR'ERTHE FOL7AR7NG QUESIION&
1. Hssibispa:odfumevcwrnkedwdQamntrac[fattisdepmlwmt?
PLP.NNSNGCOMIJdSSION Yc No .
_CIBCAMMIII'EE 2 F7nsihispasodfumevabemacityrngluyu7
CNII, SERVICE CAMI.9SSION Ys No
3. Doesthispnzodfvmpasussaskillnano'mnllYP�bl'�'��a�Y�P�%'�?
Ya Na
4. Lsdilsperson/E�mata�getedvrndoR
Yex No
Erylein dl yes anmen on sepan4 s6eet aed attech to g1'eeII sheet
INITIATING PROBLEM, ISSUE, OPPORTUNII'1 (N7�0. �84 �v4 w'Lere, Why):
This is a housekeeping resolution to revise the City of Saint Paul Salary Plan and Rates of Compensation.
The Office of Humau Resources is attempting to provide easier access to relevanf documents that govern employmeni at the City of Saint
Paul by posting useful information on the departmenYs website. The Saint Paul Salary Plan and Rates of Compensation (Salary Plan) is
a document that establishes the City's authority to create new job specifications, gwerns how rates of pay are set and adjusted, and
contains a number of teims and conditions of employment. The Salazy Plan was established before the advent of collective bargaining at
the City wtrich is why some terms and conditions of employment were initially included in the document Over time, many.of these
terms and conditions have migrated to the various collective bazgaining agreements, thus rendering large portions of the Salary Plan
irrelevant, redundant or wntradicatory. In addition, the Salazy Plan requiTes continual updating to remain accurate, but the document
has been left unchanged since 1991:
anva,tv'racES � arrxovEn: The City of Saint Paul Salary Plan and Rates of Compensation will be brought up to date makiug it easier
to read and comprehend. The updated Salary Plan will be available on the depamnenYs website.
DISADVANTAGESIFAYPROVED: NOIIB. � �
nisnnv.wrncES � xor arrxovEn: Some of the irrelevant, datecl, or obsolete language will remain in the document
TOTALAMOUNT OF TRAN5ACfION: NOLC COST/REVENUE BUDGETED:
I� [TNDING SOURCE: ACTIVITY NUMBER � � � � �� �
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Fnvnivcini, nvFO�uvrnTiox: �xr�,a� � �AY 2 � 2��;2
�€AY � 8 2UO2 �E� �?"��F��IE�
G:�Shazed\ClassiftCLASS�Ite:otutions&Ordinances4Salazy Plan 8c Rates of Compeosatiuo-gs.wpd