201RESOLUTION NO.201
A RESOLUTION OF THE CITY OF MOSES LAKE ESTABLISHING A BASIC COMPENSATION
PLAN FOR CERTAIN CLASSES OF EMPLOYMENT IN THE MUNICIPAL SERVICE OF THE
CITY OF MOSES LAKE AND ESTABLISHING REGULATIONS FOR THE PLACEMENT OF
PRESENT EMPLOYEES WITHIN THE WAGE AND SALARY SCHEDULES PROVIDED:PRO
VIDING FOR HOLIDAYS,VACATIONS,SICK LEAVE AND MISCELLANEOUS PROVISIONS,
AND REPEALING RESOLUTION 124.
WHEREAS*there is a need within the municipal service of the City of
Moses Lake for a comprehensive wage and salary plan establishing sched
ules and rates of compensation to be paid to officers and employees of
the city,other than elected officers; and
WHEREAS, such wage and salary plan should provide for recognition of
efficient,faithful and meritorious service to the City; and
WHEREAS, the establishment of the principles of equal pay for equal
work and compensation incentives for continued improvement of service
by city employees should result in more efficient and more economical
municipal government:
NOW,THEREFORE,BE IT RESOLVED BY THE CITY COUNCIL OF THE CITY OF
MOSES LAKE AS FOLLOWS:
SECTION 1.BASIC COMPENSATION PLAN.There is hereby established
a basic compensation plan for all officers and employees of the City
of Moses Lake who are now employed or will in the future be employed
in any of the classifications of employment listed in Section 2 of
this resolution,except that the salary of the City Administrator
shall be set by the City Council in budget review and shall not be
included as a part of this plan.
Each annual budget as finally adopted by the City Council shall be
the final determining factor for the payment of said compensation
during the year to which said budget is applicable, and the individual
salaries and wages specifically provided for each position applied in
conformance with this resolution shall be paid to each officer and
employee of the City during said year.
SECTION 2.CLASSIFICATION OF SCHEDULES
CLASSIFICATION TITLE SCHEDULE NUMBER
Airport Manager 34
Police Judge 34
City Attorney 24
Museum Curator 24
BUILDING
ENGINEERING
Building Superintendent 56
Asst.Building Superintendent 51
Director of Public Works 62
City Engineer 59
Asst.City Engineer 56
Associate Engineer 54
Engineer's Aid III 51
Engineer's Aid II 50
Engineer's Aid I 49
Secretary I.42
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FIRE
LIBRARY
NATURAL GAS
OFFICE
PARKS
POLICE
PUBLIC WORKS
RESOLUTION NO.201
CLASSIFICATION TITLE SCHEDULE NUMBER
Chief 55
Captain 51
Lieutenant 50
Fireman 48
Fireman Volunteer $1.00 per hour
Librarian 52
Clerk III 44
Clerk II 41
Clerk I.39
Pages $1.00 per hour'
Natural Gas Salesman 53
Natural Gas Plant Supervisor 51
Natural Gas Installer II 50
Natural Gas Installer I.49
Comptroller 56
City Clerk 46
City Treasurer 46
Bookeeping Mach.Operator II 45
Bookeeping Mach.Operator I 42
Billing Machine Operator 42
Secretary V.48
Secretary IV 47
Secretary III 46
Secretary II 44
Secretary I 42
Cashier-Clerk Receptionist 42
Cashier Clerk 41
Billing Clerk 41
Steno-Clerk 40
Typist Clerk 39
Junior Clerk 38
Park and Recreation Supt.55
Recreation Director 51
Park Foreman 51
Park Maint.Man II 49
Park Maint.Man I 48
Chief 56
Lieutenant 53
Sergeant 52
Patrolman 49
Secretary III 46
Janitor and Poundmaster 47
Matron 4
Water-sewer-Street Supt.56
Maint.Foreman 51
Sewer Plant Operator 49
Maint.Man III 50
Maint.Man II.49
Maint.Man I 48
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SHOP
D
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RESOLUTION NO.201
CLASSIFICATION TITLE
Equipment Rental Supervisor
SCHEDULE NUMBER
52
SECTION 3.SALARY AND WAGE SCHEDULES.The following salary and
wage schedules shall constitute the basic compeneation plan consisting
of five (5)steps or rates of pay in each schedule;Provided,further,
that each such increase or increases shall be based upon the specific
recommendation of the department head and all within range adjustments
are subject to the availability of funds.The respective schedules
shall be identified by number and the steps by the letter "A"to "E",
inclusive.The columnar headings at the top of each column shall
establish the purpose of each step,except that the establishment of
the salary and wage rates for persons now employed by the City of
Moses Lake shall be provided in Section 13 hereof.
SALARY AND WAGE SCHEDULES
Columns A, B AND C
NORMAL 1 YR.INCREMENTS
SCHEDULE NUMBER
1.
2.
3.
4.
5.
6.
7.
8.
9.
10.
11.
12.
13.
14.
15.
16.
17.
18.
19.
20.
21.
22.
23.
24.
25.
26.
27.
28.
29.
30.
31.
32.
33.
34.
35.
36.
0
5
10
15
20
25
30
35
40
45
50
55
60
65
70
75
80
85
90
95
100
105
110
115
120
126
132
138
144
151
158
165
173
181
190
199
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B
5
10
15
20
25
30
35
40
45
50
55
60
65
70
75
80
85
90
95
100
105
110
115
120
126
132
138
144
151
158
165
173
181
190
199
208
COLUMNS D AND E
CONTINGENT ON MERIT
SALARY INCREMENTS
10
15
20
25
30
35
40
45
50
55
60
65
70
75
80
85
90
95
100
105
110
115
120
126
132
138
144
151
158
165
173
181
190
199
208
218
15 20
20 25
25 30
30 35
35 40
40 45
45 50
50 55
55 60
60 65
65 70
70 75
75 80
80 85
85 90
90 95
95 100
100 105
105 110
110 115
115 120
120 126
126 132
132 138
138 144
144 151
151 158
158 165
165 173
173 181
181 190
190 199
199 208
208 218
218 228
228 239
RESOLUTION 201
37.208 218 228 239 250
38.218 228 239 250 262
39.228 239 250 262 275
40.239 250 262 275 288
41.250 262 275 288 302
42.262 275 288 302 317
43.275 288 302 317 332
44.288 302 317 332 348
45.302 317 332 348 365
46.317 332 348 365 383
47.332 348 365 383 402
48.348 365 383 402 422
49.365 383 402 422 443
50.383 402 422 443 465
51.402 422 443 465 488
52.422 443 465 488 512
53.443 465 488 512 537
54.465 488 512 537 563
55.488 512 537 563 591
56.512 537 563 591 620
57.537 563 591 620 651
58.563 591 620 651 683
59.591 620 651 683 717
60.620 651 683 717 752
61.651 683 717 752 789
62.683 717 752 789 828
63.717 752 789 828 869
64.752 789 828 869 912
65.789 828 869 912 957
66.828 869 912 957 1004
67.869 912 957 1004 1054
68.912 957 1004 1054 1106
69.957 1004 1054 1106 1161
70.1004 1054 1106 1161 1219
1.APPLICATION OF BASIC COMPENSATION PLAN.The hours ofSECTION4.
work constituting fill time regular employment for employees of the
City of Moses Lake shall be determined for each class of work and
each department of general government by the head of such departments
subject to the approval of the City Administrator; Provided, however,
that the minimum work week for all classes of employment except fire
service and police employees shall be forty (40)hours.The average
minimum work week for fire service employees shall be fifty-six hours,
except for Fire Chief and Inspection Division where the minimum working
week shall be forty (40)hours.The average minimum work week for
Police Department employees shall be forty-two (42)hours,except for
Police Chief where the minimum working week shall be forty (40)hours;
Provided,that a maximum of six (6)hours court time and call back time
shall be considered a condition of employment and no overtime compensatio]
will be made therefor.
The compensation schedules and steps contained in Section 3 hereof are
monthly compensation rates.Hourly pay rates for employees paid by
the hour shall be computed and established by dividing the annual salary
by the total number of hours worked per year.Fractional pay for
termination of employment shall be computed as a ratio of days worked
by number of working days in the month multiplied by the monthly salary.
The hourly rates above provided for shall be computed upward to the
next cent iShen.fractions of a cent are involved.
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RESOLUTION NO.201
SECTION 5.BEGINNING RATES;A new employee of the City of Moses
Lake shall be paid the rate shown as step "A" in the schedule allocated
to the class of employment for which he or she has been hired,except
that on the request of the department head, under whom the employee will
serve,and with the authorization of the City Administrator,such new
employee may be placed in step "B"or step "C"provided that such em
ployee shall be assigned such salary step upon the commencement,and
such assignment having once been made shall remain in effect until the
said employee shall be entitled to advance to the next salary in
accordance with the further provisions of this resolution.
,r*SECTION 6.SERVICE:The word "service"as used in this resolution
shall be deemed to mean continuous,full-time service in the position
in which the officer or employee is being considered for salary
advancement,service in a higher position or service in a position
allocated to the same salary schedule and having generally similar
duties and requirements.A lapse of service of an officer or employee
for a period of time longer than thirty (30)days by reason of resig
nation or discharge shall serve to eliminate the accumulated length of
service time of such officer or employee for the purpose of this resol
ution, and any such officer or employee re-entering the service of the
City of Moses Lake shall be considered as a new officer or employee,
except that he or she may be re-employed within three (3)years and
placed in the same salary step in the appropriate compensation schedule
as he or she was at the time of the termination of employment.
Section 7.ADVANCEMENTS WITHIN SCHEDULES.Except for the provisions
pertaining to officers or employees in the employment of the City of
Moses Lake on the effective date of this resolution as contained in
Section 13 hereof,the following regulations shall govern salary
~advancements within schedules:
(a)Normal Advancements:After the salary of an officer
or employee has been first established and fixed under
this plan,such officer or employee shall normally be
advanced from step "A"to step "B"or from step "B"to
step "C",whichever is the next higher step to that on
which the officer or employee has been previously paid,
effective the first day of the next pay period following
the date of completion of one year of service,subject
to the employee having shown satisfactory performance of
responsibilities,and upon recommendation of the depart
ment head and approval of the City Administrator.
Where an experienced individual has been employed below
Step "C",he may be advanced to step "B" or step "C"
more rapidly than specified above upon the recommendation
of the department head and approval of the City Administrator,
subject to budgetary limitations as specified in Section 1.
03)Merit Advancements:An officer or employee may be considered
for advancement from step "C"to step "D",or from step "D"
to step "E",upon completion of one year of service as
provided in Section 3 hereof.The effective date of such
merit increase,if granted,shall be the first day of the
next pay period following the approval of the City Admin
istrator.Advancements to either step "D"or to step "E"
may be granted only for continued meritorious and efficient
service above that performed by the average employee,and
continued improvement by the officer or employee in the
effective performance of the duties of his or her position.
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RESOLUTION NO.201
A recommendation for merit advancement shall be
made by the head of the department in which the
officer or employee is employed by filing with
the City Administrator a statement recommending
the granting of the merit increase and supporting
such recommendation with specific reasons therefor.
If granted,the approval of the City Administrator
shall be forwarded to the City Clerk for change of
payroll status.A disapproval,together with the
reasons,therefor,shall be returned to the department
head.
(c)Length of Service Required when ADVANCEMENT DENIED.
When an officer or employee has not been approved
for advancement to the next higher salary step, he
or she may be reconsidered for such advancement
after the completion of six (6)months of additional
service.This reconsideration shall follow the same
steps and shall be subject to the same actions as
provided in the above paragraph of this section.
SECTION 8. Cost of Living Adjustment:Compensation for each
employee shall be based on the United States Bureau of Labor Statistics
Consumers' Price Index, Seattle,Washington,as of May 15th of each
year.
The base index shall be 127.9 (which is the United States Bureau of
Labor Statistics Consumers'Price Index,Wash.May,1959).
The base salary and wage schedule may be adjusted each year when
reviewing the budget in accordance with any increase or decrease in
the consumers'price index,upon a majority vote of the City Council.
SECTION 9.PROMOTIONAL SALARY ADVANCEMENT:When an officer or
employee is promoted to a position in a higher classification,he or
she shall be assigned to step "A" in the appropriate schedule for
the higher classification:Provided,however,that if such officer
or employee is already being paid at a rate equal to or higher than
step "A",he or she shall be placed in the lowest step in the approp
riate salary schedule as will grant an increase of one salary step.
SECTION 10.REDUCTION IN SALARY STEPS Any officer or employee who
is being paid on a salary step higher than step "C"may be reduced by
one or more steps,but not lower than step "C" of the appropriate
salary schedule,upon the recommendation of the head of the department
in which he or she is employed and the approval of the City Administrator,
Procedure for such reduction shall follow the same procedure as out
lined for merit advancements in Section 7,and such employees may be
considered for readvancements under the same provisions as contained
in sub-section (c)of Section 7.
SECTION 11.DEMOTION When an officer or employee is demoted to a
position at a lower classification,his or her salary rate shall be
fixed in the appropriate salary schedule for the lower classification
in accordance with the following provisions:
(a)The new salary rate shall be reduced by at least one step.
(b)The new salary rate must be within the appropriate salary
schedule.
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RESOLUTION NO.201
(c)The new salary rate cannot be higher than the
salary step to which the officer or employee
would have been entitled had his service time
in a higher classification been spent in the
lower class.
(d)If the salary rate recommended by the head of
the department is lower than the maximum step
permissible under sub-section (3)above,such
recommendation shall be considered a reduction
in in pay, in addition to the demotion, and shall
be handled in accordance with the provisions
for salary reductions.
SECTION 12.REALLOCATION OF COMPENSATION SCHEDULES.Any officer
or employee who is employed in a classification which is reallocated
to a different pay schedule from that previously assigned, shall be
retained in the same salary step in the new schedule as he or she
has previously held in the prior schedule and shall retain credit for
length of service in such step toward advancement in the next higher
step.
SECTION 13.ASSIGNMENT OF SALARY STEPS FOR PRESENT EMPLOYEES.
(a)Any officer or employee who is receiving a salary or wage
rate equal to or higher on the date of adoption of this
resolution than is specified under this plan,shall con
tinue to receive said salary without further increase or
cost-of-living adjustments until such time as his salary
shall equal that specified under this plan.
(b)Subject to the provisions of sub-section (a)of this section,
each officer or employee of the City of Moses Lake as of the
date of adoption of this resolution shall have his or her
salary step established upon the appropriate step and with the
appropriate salary schedule based upon a complete record of
his or her employment in the service of the City of Moses
Lake,and the assignment of such salary step shall be based
upon all of the pertinent provisions of this resolution.
However,when the computation of the total service time of
an officer or employee subject to the provisions of this
section establishes a shorter length of required service
time for future salary adjustments than is provided in
Section 3 hereof, such shorter service time requirement
shall prevail.
SECTION 14.OVERTIME OR COMPENSATORY TIME OFF,Reimbursement for
overtime will not be made to administrative officials,department heads,
or supervisory personnel.Reimbursement shall be made to other
employees for approved emergency overtime when it becomes necessary for
the employee to be kept on duty for a period of over two (2)hours
over and beyond his regularly assigned tour of duty for the day,or
when he shall be called back for a period in excess of two (2)hours.
Attendance of police officers in court,or attendance by any employee
at a council meeting or general committee meeting shall not be con
strued as overtime.
Reimbursement shall be made for approved emergency overtime with
compensatory time off when possible;otherwise,pay shall be allowed
at regular rates for approved emergency overtime.
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RESOLUTION NO.2 01
All overtime must be approved in advance by the City Administrator,
except that emergency overtime may be authorized by a department head
subject to subsequent approval by the City Administrator.
SECTION 15.Holidays.Employees of the City of Moses Lake shall
have the following holidays as vacation with pay;except that part-
time,seasonal and limited term personnel shall not be entitled to
holidays with pay:
New Year's Day Thanksgiving Day
Decoration Day Friday following Thanksgiving Day
Independence Day Christmas
Labor Day
When one of the holidays listed above falls on Sunday the next day
following will be observed as a holiday with pay.
Employees who shall be required to work for the City on the above
mentioned holidays, shall receive compensatory time for the hours they
work on such holidays.
SECTION 16.Vacation Time.Each permanent city employee who has
been employed twelve (12)consecutive months or more shall be entitled
to an annual vacation equivalent to their respective number of work
days in two weeks except that fire fighters working a 56 hour week
shall have their leave accumulative in hours and shall accumulate
annual vacation with pay at the rate of 9-1/3 hours for each month of
service,each year not to exceed 112 hours.Under circumstances
requiring the computation of vacation for the fractional part of a
year,said time shall be pro-rated for each month's work.Part-time
workers,seasonal,limited term and emergency personnel shall not be
entitled to vacation with pay.
All employees shall accumulate annual vacation with pay at the rate
of one (1)day for each month of service each year accumulative to a
maximum of their respective number of work days in two weeks.After
five years of service the vacation shall increase one (1)day each
year to a maximum of the employee's respective number of work days
in three weeks,except fire fighters working a 56 hour week,after
five years of service,the vacation shall increase 9-1/3 hours each
year to a maximum of 168 hours.
The vacation leave shall be taken by the employee upon approval of the
department head and the City Administrator at a time that will not
interfere unreasonably with the operations of the department; Provided,
that the department head must allow an employee to take vacation leave
which would otherwise be invalidated by virtue of the accmulation
beyond the maximum.An employee of his own election may not accumulate
vacation leave in excess of his annual earned vacation. For the con
venience of the city an employee's vacation time may be accumulated
in excess of his annual earned vacation and up to a maximum of one
additional week,subject,however,to the approval of the City
Administrator.
When an employee is transferred to another position,any unused vacation
leave which may have accumulated to his credit shall continue to be
available for his use.
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RESOLUTION NO.201
SECTION 17.Sick Leave Sick leave with pay shall accrue at the
rate of one (1)working day of leave for each full calendar month
of the employee's service,and any such leave accrued but unused in
any year shall be accumulative for succeeding years to a maximum
of sixty (60)working days,except that fire fighters working a 56
hour week shall have their leave accumulative in hours and shall
accumulate sick leave at the rate of 9-1/3 hours for each month of
service,each year not to exceed 560 hours.Employees who are
granted a leave of absence with pay for any purpose shall continue
to accrue sick leave at the regularly prescribed rate during such
absence.Part-time workers,seasonal,limited term and emergency
personnel shall not be entitled to sick leave with pay.
Each regular employee,upon first beginning work for the City,
shall have immediately available for his use 6 days sick leave as
an "advance"upon sick leave earned in the first six months.If
employment is terminated, and as a result of such initial "advance"
the employee has taken sick leave beyond that earned,his terminating
salary shall be adjusted accordingly.
An employee eligible for sick leave with pay shall be granted such
leave for the following reasons:
(a)Personal illness or physical incapacity resulting
from causes beyond employee's control.
(b)Forced quarantine of the employee in accordance with
community health requirements.
(c)For severe illness or the death of the employee's
spouse,father,mother,foster parent,brother,
sister,child or foster child,a maximum of 5 days
sick leave may be allowed.
(d)Such leave shall not be used for pregnancy,prenatal
care,nor complications immediately arising out of and
as a direct result of such pregnancy.
Sick leave shall be granted by the department head up to and inc
luding the second day of consecutive absence.Each application which
exceeds two (2)days shall be accompanied by certification of a
doctor,if requested by the department head. Each department head
shall make a report to the City Administrator at the end of each
month of the sick leave used by all members of his or her department.
Any failure to give notice or file a physician's certificate as
required herein may be cause for denial of sick leave with pay for
the period of absence.
When an employee is transferred to another position any unused
sick leave which may have accumulated to his credit shall continue
to be available for his use.
SECTION 18.GROUP HOSPITAL AND MEDICAL AID INSURANCE.Each full
time permanent employee shall be a participant in the Group Hospital
and Medical Aid Insurance Plan adopted by the City of Moses Lake
with $5.00 per month contributed by the City to pay employee's
participation.Any required amount in excess of $5.00 per month
shall be at the employee's expense,as will any cost for the em
ployee's dependents who may wish to participate in the plan.
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RESOLUTION NO.201
SECTION 19.MILITARY LEAVE.Leave not to exceed fifteen (15)
calendar days plus travel time in any period of twelve (12)con
secutive months over and above annual vacation may be allowed any
employee who is a member of the National Guard or Reserve Corps
and shall not involve any loss of efficiency rating,privileges
or pay. During the period of military leave,the employee shall
receive from the City his normal pay.
SECTION 20.CIVIL LEAVE.Any necessary leave may be allowed by
the head of the department to permit any employee to serve as a
member of the jury or to exercise his other civil duties.Each
employee who is granted such leave and who for the performance of
the civil duties involved received any compensation shall be paid
by the City for the time he is absent only in the amount of excess
of his regular salary over the compensation so received,exclusive
of mileage.
SECTION 21.UNAUTHORIZED LEAVE.A leave of absence from work taken
upon the initiative of any City employee without proper authorization
from the department head will be a basis for immediate dismissal when
such leave is found to be unwarranted or detrimental to the municipal
service.
SECTION 22.AUTHORIZED LEAVE WITHOUT PAY.Leave of absence without
pay may be granted upon recommendation of the Department head and
approval of the City Administrator,due to temporary lack of work
within the department,for prolonged illness,maternity,extended
travel,or personal business,such as the settling of an estate.
Leave of absence without pay shall not eliminate the accumulated
length of service time of the employee for the purpose of this
resolution.Such leave may not be used to protect an employee's
leave with the city while he tries another job or undertakes a
business venture.
SECTION 23.TERMINATION OF EMPLOYMENT.Each employee whose
service is terminated will be allowed pay for any vacation earned and
not taken up to a maximum of his annual vacation;Provided,said
employee has given at least two weeks'written notice of termination
to his department head. If any employee shall tender his resignation
without adequate time of notification,he shall automatically forfeit
his vacation pay.
Upon termination of employment, any salary that is due,either for
work or for accrued vacation,shall be paid at the next regular pay
period of the City;Except,that if the employee is discharged at
the option of the City he shall receive any monies due him within
24 hours from the time of his dismissal.
SECTION 24.REGULATION OF OUTSIDE EMPLOYMENT.As a general rule
the city does not favor its employees holding jobs with other employ
ers and working for the city at the same time.If outside work con
tributes to reduced effectiveness on the job,an employee will be
given the alternative of terminating this work or his city's employ
ment.Each employee is expected to see that his outside employment
is covered by Workmen's Compensation.No sick leave with pay will
be allowed for injuries incurred while working for other employers.
No employee shall hold a job with an outside employer without first
having secured written approval from his department head and from the
City Administrator.
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RESOLUTION NO.2 01
City employees may not carry on concurrently with their public
service any private business or undertaking,attention to which
affects the time or quality of their work,or which casts discredit upon,
or creates embarrassment for the city government.
SECTION 25.EMPLOYMENT OF RELATIVES.No person shall be eligible
for employment if he is a relative of any elected official or depart
ment head of the City of Moses Lake. No two persons from the same
family shall be employed in any one department,and shall be employed
in another department only upon writtenapproval of the City Adminis
trator.
SECTION 26.REGULATION OF POLITICAL ACTIVITIES.As a citizen an
employee is entitled to political opinions,may vote as he pleases,
and may attend any meetings he wishes. As a non-political public
servant,however,he shall refrain from taking an active part in any
partisan political campaign and from any other political activity
that will interfere with his employment,or create any obligation
incompatible with his employment.
Contributions shall not be solicited from City Employees in cash
or otherwise for any political party,or for the purpose of promoting
or sponsoring legislation or any otherpolitical activity.
No employee in city service shall continue in such position after
filing as a candidate for nomination or election to any elective
office in the City of Moses Lake,nor shall any officer or employee
of the City hold any other public office,except in the National
Guard,Organized Reserve or as a Notary Public.
SECTION 27.REGULATION OF GIFTS.Employees are not permitted to
receive any personal gifts,tips, or special monetary favors whatsoever.
SECTION 28.CONTROL OF CONFERENCE OR TRAVEL EXPENSES.All expend
itures reported must be necessary and reasonable and incurred in the
conduct of the business of the City.All bills for reimbursement
for expenditures made on business trips shall be itemized and paid
as follows:
(a)Transportation:Actual fare if by common carrier -
8C per mile if by private car outside of city limits-
IOC per mile if by private car in city limits.
(b)Hotel Rooms:Actual expenditure,but not greater
than $8.00 per day.
(c)Meals:Actual expenditure,but not greater than $5.00
per day.
(d)Miscellaneous minor expenses:Actual expenditure.
(e)Employees may,when properly authorized,be reimbursed
for the cost of meals incurred within the City or at
other normal areas of employment while they are con
ferring,consulting,or otherwise meeting with non-city
specialists,technicians,executives or others for pur
poses generally associated with the routine official duties of
such personnel.
Reimbursements in excess of that allowed in Item (b)and (c)will
be allowed if incurred as a part of a registration or enrollment
fee in conjunction with convention or conference.
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RESOLUTION NO.2 01
SECTION 29.UNIFORM ALLOWANCE.All regular employees of the Fire
Department and of the Police Department in active service,excepting
the Clerks and Matrons,shall be given a uniform allowance of $120.00
per year,payable semi-annually.The uniform allowance of the Fire
Chief and of the Police Chief shall be $180.00 per year,payable semi'
annually.
SECTION 30.COMPULSORY RETIREMENT.Each employee is subject to
compulsory retirement when he attains age 65.Retirement may be
deferred one year at a time by majority action of the City Council
and entering a finding upon the Council Minutes that the employee
is physically fit and that his continued employment is desirable for
proper operation of that department.
This resolution shall become effective January 1,1960.
PASSED by the City Council and APPROVED by its Mayor this 8th day
of December,1959.
>^^^_£&&
City Clerk
APPROVED AS TO FORM;
City Attorney
*-w*<&ac-
c"y y
/MAYOP.
ATTEST: