CLASSIFICATION AND COMPENSATION PLAN

Kansas City Code ch. 2, art. VIII

in effect

Kansas City Code § 2-1071 Human resources committee.

Sec. 2-1071. - Human resources committee. There is hereby created a human resources committee consisting of the city manager or his designee, the director of human resources, who shall act as chairman in the absence of the city manager, the city auditor, and a director of a department to be designated and appointed from time to time by the committee. The human resources committee shall have jurisdiction over the subject matter referred or designated to it by ordinance or administrative regulation. (Admin. Code 1967, § A8.1; Ord. No. 971285, § 4, 9-18-97)

Kansas City Code § 2-1072 Adoption of position classification plan; participation in labor organizations by supervisors.

Sec. 2-1072. - Adoption of position classification plan; participation in labor organizations by supervisors. (a) In pursuance of the provisions of section 116 of article V of the Charter, the classification of all positions in the classified service as made and promulgated by the director of human resources, with the approval of the city manager, with such amendments or changes as may be made thereto, are hereby adopted as the classification plan for all positions in the classified service. Such classification plan is filed as Document No. 29744, captioned "Position Classification Plan," dated March 1964, as amended, in the office of the director of records, and is hereby adopted and incorporated in this section by reference. The titles of the classes of positions named and described in the position classification plan shall forthwith become the official titles of all positions allocated to the respective classes and shall be used on all payrolls, budget estimates and personnel records; provided that any abbreviation or code symbol approved by the director of human resources may be used in lieu of the title to designate the class of position in any such connection, and any other title desired by the appointing authority may be used to designate any position for purposes of internal administration or in any other connection not involving the personnel and classification process covered by the Charter or the rules of the human resources department. (b) For purposes of this section: (1) Supervisor means any individual having authority, in the interest of the city, to hire, transfer, suspend, lay off, recall, promote, discharge, assign, reward or discipline other employees, or responsibly direct them, or to adjust their grievances, or effectively to recommend such action, or who is excluded from coverage as a supervisor by any memorandum of understanding between the city and any labor organization. (2) Managerial employee means any individual who formulates, determines or executes management policies. (3) Confidential employee means any individual whose unrestricted access to confidential personnel files or information concerning the administrative operations of the city, or whose functional responsibilities or knowledge in connection with the issues involved in the process of dealing with labor organizations, would make his membership in the same organization as nonconfidential employees incompatible with his official duties. (c) Any supervisor, as defined in this section, is forbidden to join or maintain membership or engage in activities of any labor organization which admits to membership, or is affiliated directly or indirectly with an organization which admits to membership, nonsupervisory employees who work under the direction of such supervisors, or otherwise are engaged in the type of work performed by such nonsupervisory employees. (Admin. Code 1967, § A8.2; Ord. No. 46749, § 1, 6-24-76; Ord. No. 971285, § 4, 9-18-97)

Kansas City Code § 2-1073 Qualifications for positions.

Sec. 2-1073. - Qualifications for positions. (a) All employees appointed to positions as classified and set out in the Position Classification Plan, as amended, and filed as Document No. 29744 with such amendments thereto in the office of the director of records, must meet the minimum requirements set out for such positions. (b) For the requirements of this section, any person who possesses a certificate of high school equivalence issued by a department of education, or comparable body, of any state in the union, shall be deemed a high school graduate. (c) On promotional examinations employees who have earned permanent status may substitute additional required experience in lieu of the prescribed educational requirements as set out in the minimum qualifications for positions of employment as defined in the position classification plan. The term "additional required experience," as used in this section, means experience acquired on the job which is in addition to that which is regularly required for the position involved. (Admin. Code 1967, § A8.2.1; Ord. No. 35695, 8-23-68)

Kansas City Code § 2-1074 Adoption of pay plan for all classified and unclassified service.

Sec. 2-1074. - Adoption of pay plan for all classified and unclassified service. The salary and wage schedules as contemplated by article V, sections 113, 114, 115 and 124, of the Charter for the respective classes of positions as arranged under appropriate services of the position classification plan and set forth in the following sections, with such amendments as may be made thereto from time to time by the city council, are hereby adopted and shall constitute the pay plan for all positions in the classified service and all positions in the unclassified service, except that the salary and wage schedule for the city manager will be set by the city council by separate ordinance. (Admin. Code 1967, § A8.3; Ord. No. 34830, 1-19-68; Ord. No. 960417, § 1, 5-2-96)

Kansas City Code § 2-1074.5 Minimum living wage.

Sec. 2-1074.5. - Minimum living wage. There is hereby created a minimum living wage for all full-time classified employees of the city. The following minimum hourly wage for all full-time classified employees must be equal to or greater than the following: $15.00 per hour. The effective date for this wage increase shall be September 12, 2021. _____ (Ord. No. 050222, § 1, 3-3-05; Ord. No. 210625, § 1, 9-16-21)

Kansas City Code § 2-1075 Salary schedules; pay grades therein.

Sec. 2-1075. - Salary schedules; pay grades therein. The following salary schedules are hereby adopted: (1) For those classes of positions within the managerial, professional, supervisory, and/or confidential group: Pay Grade | Monthly | Annual | Bi-Weekly | Hourly NE1 | Minimum | $2,720 | $32,635 | $1,255.20 | $15.69 Maximum | $4,079 | $48,942 | $1,882.40 | $23.53 NE2 | Minimum | $2,992 | $35,901 | $1,380.80 | $17.26 Maximum | $4,488 | $53,851 | $2,071.20 | $25.89 NE3 | Minimum | $3,290 | $39,478 | $1,518.40 | $18.98 Maximum | $5,197 | $62,358 | $2,398.40 | $29.98 NE4 | Minimum | $3,619 | $43,430 | $1,670.40 | $20.88 Maximum | $5,429 | $65,146 | $2,505.60 | $31.32 NE5 | Minimum | $3,981 | $47,778 | $1,837.60 | $22.97 Maximum | $5,973 | $71,677 | $2,756.80 | $34.46 NE6 | Minimum | $4,380 | $52,562 | $2,021.60 | $25.27 Maximum | $6,569 | $78,832 | $3,032.00 | $37.90 NE7 | Minimum | $4,819 | $57,824 | $2,224.00 | $27.80 Maximum | $7,228 | $86,736 | $3,336.00 | $41.70 NE8 | Minimum | $5,301 | $63,606 | $2,446.40 | $30.58 Maximum | $7,949 | $95,389 | $3,668.80 | $45.86 NE9 | Minimum | $5,723 | $68,682 | $2,641.60 | $33.02 Maximum | $8,585 | $103,022 | $3,962.40 | $49.53 EX1 | Minimum | $4,206 | $50,478 | $1,941.45 Maximum | $6,310 | $75,717 | $2,912.18 EX2 | Minimum | $4,711 | $56,537 | $2,174.49 Maximum | $7,067 | $84,799 | $3,261.49 EX3 | Minimum | $5,276 | $63,318 | $2,435.29 Maximum | $7,914 | $94,970 | $3,652.70 EX4 | Minimum | $5,910 | $70,919 | $2,727.63 Maximum | $9,010 | $108,116 | $4,158.31 EX5 | Minimum | $6,619 | $79,425 | $3,054.82 Maximum | $9,929 | $119,144 | $4,582.47 EX6 | Minimum | $7,413 | $88,960 | $3,421.55 Maximum | $11,120 | $133,440 | $5,132.32 EX7 | Minimum | $8,303 | $99,634 | $3,832.06 Maximum | $12,454 | $149,450 | $5,748.09 EX8 | Minimum | $8,823 | $105,876 | $4,072.16 Maximum | $13,892 | $166,709 | $6,411.87 (2) For those classes of positions covered by the provisions of the memorandum of understanding between the city and Local 500-American Federation of State, County and Municipal Employees: Pay Grade | Step | Monthly | Annual | Bi-Weekly | Hourly L-1 | 1 | $2,794 | $33,530 | $1,289.60 | $16.12 2 | $2,905 | $34,861 | $1,340.80 | $16.76 3 | $3,021 | $36,254 | $1,394.40 | $17.43 4 | $3,134 | $37,606 | $1,446.40 | $18.08 5 | $3,243 | $38,917 | $1,496.80 | $18.71 6 | $3,349 | $40,186 | $1,545.60 | $19.32 7 | $3,449 | $41,392 | $1,592.00 | $19.90 8 | $3,586 | $43,035 | $1,655.20 | $20.69 9 | $3,730 | $44,762 | $1,721.60 | $21.52 10 | $3,871 | $46,446 | $1,786.40 | $22.33 11 | $4,006 | $48,069 | $1,848.80 | $23.11 12 | $4,136 | $49,629 | $1,908.80 | $23.86 13 | $4,261 | $51,126 | $1,966.40 | $24.58 L-2 | 1 | $3,007 | $36,088 | $1,388.00 | $17.35 2 | $3,127 | $37,523 | $1,443.20 | $18.04 3 | $3,252 | $39,021 | $1,500.80 | $18.76 4 | $3,373 | $40,477 | $1,556.80 | $19.46 5 | $3,493 | $41,912 | $1,612.00 | $20.15 6 | $3,605 | $43,264 | $1,664.00 | $20.80 7 | $3,713 | $44,554 | $1,713.60 | $21.42 8 | $3,862 | $46,342 | $1,782.40 | $22.28 9 | $4,016 | $48,194 | $1,853.60 | $23.17 10 | $4,167 | $50,003 | $1,923.20 | $24.04 11 | $4,313 | $51,750 | $1,990.40 | $24.88 12 | $4,453 | $53,435 | $2,055.20 | $25.69 13 | $4,588 | $55,058 | $2,117.60 | $26.47 L-3 | 1 | $3,184 | $38,210 | $1,469.60 | $18.37 2 | $3,311 | $39,728 | $1,528.00 | $19.10 3 | $3,442 | $41,309 | $1,588.80 | $19.86 4 | $3,571 | $42,848 | $1,648.00 | $20.60 5 | $3,695 | $44,346 | $1,705.60 | $21.32 6 | $3,815 | $45,781 | $1,760.80 | $22.01 7 | $3,929 | $47,154 | $1,813.60 | $22.67 8 | $4,087 | $49,046 | $1,886.40 | $23.58 9 | $4,250 | $51,002 | $1,961.60 | $24.52 10 | $4,410 | $52,915 | $2,035.20 | $25.44 11 | $4,564 | $54,766 | $2,106.40 | $26.33 12 | $4,713 | $56,555 | $2,175.20 | $27.19 13 | $4,855 | $58,261 | $2,240.80 | $28.01 L-4 | 1 | $3,340 | $40,082 | $1,541.60 | $19.27 2 | $3,474 | $41,683 | $1,603.20 | $20.04 3 | $3,612 | $43,347 | $1,667.20 | $20.84 4 | $3,747 | $44,970 | $1,729.60 | $21.62 5 | $3,877 | $46,530 | $1,789.60 | $22.37 6 | $4,004 | $48,048 | $1,848.00 | $23.10 7 | $4,124 | $49,483 | $1,903.20 | $23.79 8 | $4,288 | $51,459 | $1,979.20 | $24.74 9 | $4,460 | $53,518 | $2,058.40 | $25.73 10 | $4,628 | $55,536 | $2,136.00 | $26.70 11 | $4,789 | $57,470 | $2,210.40 | $27.63 12 | $4,945 | $59,342 | $2,282.40 | $28.53 13 | $5,094 | $61,131 | $2,351.20 | $29.39 L-5 | 1 | $3,484 | $41,808 | $1,608.00 | $20.10 2 | $3,623 | $43,472 | $1,672.00 | $20.90 3 | $3,767 | $45,198 | $1,738.40 | $21.73 4 | $3,907 | $46,883 | $1,803.20 | $22.54 5 | $4,044 | $48,526 | $1,866.40 | $23.33 6 | $4,176 | $50,107 | $1,927.20 | $24.09 7 | $4,300 | $51,605 | $1,984.80 | $24.81 8 | $4,472 | $53,664 | $2,064.00 | $25.80 9 | $4,651 | $55,806 | $2,146.40 | $26.83 10 | $4,826 | $57,907 | $2,227.20 | $27.84 11 | $4,994 | $59,925 | $2,304.80 | $28.81 12 | $5,157 | $61,880 | $2,380.00 | $29.75 13 | $5,311 | $63,731 | $2,451.20 | $30.64 L-6 | 1 | $3,919 | $47,029 | $1,808.80 | $22.61 2 | $4,075 | $48,901 | $1,880.80 | $23.51 3 | $4,238 | $50,856 | $1,956.00 | $24.45 4 | $4,396 | $52,749 | $2,028.80 | $25.36 5 | $4,550 | $54,600 | $2,100.00 | $26.25 6 | $4,697 | $56,368 | $2,168.00 | $27.10 7 | $4,839 | $58,074 | $2,233.60 | $27.92 8 | $5,032 | $60,382 | $2,322.40 | $29.03 9 | $5,233 | $62,795 | $2,415.20 | $30.19 10 | $5,431 | $65,166 | $2,506.40 | $31.33 11 | $5,619 | $67,434 | $2,593.60 | $32.42 12 | $5,801 | $69,618 | $2,677.60 | $33.47 13 | $5,977 | $71,718 | $2,758.40 | $34.48 L-7 | 1 | $4,157 | $49,878 | $1,918.40 | $23.98 2 | $4,321 | $51,854 | $1,994.40 | $24.93 3 | $4,498 | $53,976 | $2,076.00 | $25.95 4 | $4,666 | $55,994 | $2,153.60 | $26.92 5 | $4,829 | $57,949 | $2,228.80 | $27.86 6 | $4,987 | $59,842 | $2,301.60 | $28.77 7 | $5,136 | $61,630 | $2,370.40 | $29.63 8 | $5,340 | $64,085 | $2,464.80 | $30.81 9 | $5,555 | $66,664 | $2,564.00 | $32.05 10 | $5,763 | $69,160 | $2,660.00 | $33.25 11 | $5,964 | $71,573 | $2,752.80 | $34.41 12 | $6,159 | $73,902 | $2,842.40 | $35.53 13 | $6,344 | $76,128 | $2,928.00 | $36.60 L-8 | 1 | $4,524 | $54,288 | $2,088.00 | $26.10 2 | $4,704 | $56,451 | $2,171.20 | $27.14 3 | $4,891 | $58,698 | $2,257.60 | $28.22 4 | $5,075 | $60,902 | $2,342.40 | $29.28 5 | $5,254 | $63,045 | $2,424.80 | $30.31 6 | $5,424 | $65,083 | $2,503.20 | $31.29 7 | $5,587 | $67,038 | $2,578.40 | $32.23 8 | $5,810 | $69,722 | $2,681.60 | $33.52 9 | $6,042 | $72,509 | $2,788.80 | $34.86 10 | $6,269 | $75,234 | $2,893.60 | $36.17 11 | $6,488 | $77,854 | $2,994.40 | $37.43 12 | $6,699 | $80,392 | $3,092.00 | $38.65 13 | $6,902 | $82,826 | $3,185.60 | $39.82 L-9 | 1 | $5,020 | $60,237 | $2,316.80 | $28.96 2 | $5,219 | $62,629 | $2,408.80 | $30.11 3 | $5,427 | $65,125 | $2,504.80 | $31.31 4 | $5,630 | $67,558 | $2,598.40 | $32.48 5 | $5,827 | $69,930 | $2,689.60 | $33.62 6 | $6,016 | $72,197 | $2,776.80 | $34.71 7 | $6,197 | $74,360 | $2,860.00 | $35.75 8 | $6,445 | $77,334 | $2,974.40 | $37.18 9 | $6,703 | $80,434 | $3,093.60 | $38.67 10 | $6,954 | $83,450 | $3,209.60 | $40.12 11 | $7,197 | $86,362 | $3,321.60 | $41.52 12 | $7,431 | $89,170 | $3,429.60 | $42.87 13 | $7,654 | $91,853 | $3,532.80 | $44.16 (3) For those classes of positions covered by the provisions of the memorandum of understanding between the city and Local 42-International Association of Fire Fighters: Pay Grade | Pay Step | Monthly | Annual | Bi-Weekly | Hourly @ 2574 F-F | 1 | $4,463.75 | $53,564.94 | $2,060.19 | $20.81 2 | $4,523.81 | $54,285.66 | $2,087.91 | $21.09 3 | $4,796.22 | $57,554.64 | $2,213.64 | $22.36 4 | $5,087.94 | $61,055.28 | $2,348.28 | $23.72 5 | $5,268.12 | $63,217.44 | $2,431.44 | $24.56 6 | $5,448.30 | $65,379.60 | $2,514.60 | $25.40 7 | $5,624.19 | $67,490.28 | $2,595.78 | $26.22 8 | $5,810.81 | $69,729.66 | $2,681.91 | $27.09 9 | $5,988.84 | $71,866.08 | $2,764.08 | $27.92 10 | $6,164.73 | $73,976.76 | $2,845.26 | $28.74 11 | $6,349.20 | $76,190.40 | $2,930.40 | $29.60 12 | $6,735.30 | $80,823.60 | $3,108.60 | $31.40 13 | $6,971.25 | $83,655.00 | $3,217.50 | $32.50 14 | $7,250.10 | $87,001.20 | $3,346.20 | $33.80 15 | $7,395.96 | $88,751.52 | $3,413.52 | $34.48 16 | $7,601.88 | $91,222.56 | $3,508.56 | $35.44 17 | $7,803.51 | $93,642.12 | $3,601.62 | $36.38 Pay Grade | Pay Step | Monthly | Annual | Bi-Weekly | Hourly @ 2080 FFA | 1 | $4,463.33 | $53,560.00 | $2,060.00 | $25.75 2 | $4,524.00 | $54,288.00 | $2,088.00 | $26.10 3 | $4,796.13 | $57,553.60 | $2,213.60 | $27.67 4 | $5,087.33 | $61,048.00 | $2,348.00 | $29.35 5 | $5,269.33 | $63,232.00 | $2,432.00 | $30.40 6 | $5,447.87 | $65,374.40 | $2,514.40 | $31.43 7 | $5,622.93 | $67,475.20 | $2,595.20 | $32.44 8 | $5,811.87 | $69,742.40 | $2,682.40 | $33.53 9 | $5,990.40 | $71,884.80 | $2,764.80 | $34.56 10 | $6,163.73 | $73,964.80 | $2,844.80 | $35.56 11 | $6,349.20 | $76,190.40 | $2,930.40 | $36.63 12 | $6,735.73 | $80,828.80 | $3,108.80 | $38.86 13 | $6,971.47 | $83,657.60 | $3,217.60 | $40.22 14 | $7,250.53 | $87,006.40 | $3,346.40 | $41.83 15 | $7,396.13 | $88,753.60 | $3,413.60 | $42.67 16 | $7,600.67 | $91,208.00 | $3,508.00 | $43.85 17 | $7,803.47 | $93,641.60 | $3,601.60 | $45.02 Pay Grade | Pay Step | Monthly | Annual | Bi-Weekly | Hourly @ 2574 FFM | 1 | $7,072.07 | $84,864.78 | $3,264.03 | $32.97 2 | $7,320.89 | $87,850.62 | $3,378.87 | $34.13 3 | $7,614.75 | $91,377.00 | $3,514.50 | $35.50 4 | $7,767.05 | $93,204.54 | $3,584.79 | $36.21 5 | $7,977.26 | $95,727.06 | $3,681.81 | $37.19 6 | $8,193.90 | $98,326.80 | $3,781.80 | $38.20 7 | $8,440.58 | $101,286.90 | $3,895.65 | $39.35 8 | $8,691.54 | $104,298.48 | $4,011.48 | $40.52 Pay Grade | Pay Step | Monthly | Annual | Bi-Weekly | Hourly @ 2080 FMA | 1 | $7,072.00 | $84,864.00 | $3,264.00 | $40.80 2 | $7,319.87 | $87,838.40 | $3,378.40 | $42.23 3 | $7,614.53 | $91,374.40 | $3,514.40 | $43.93 4 | $7,765.33 | $93,184.00 | $3,584.00 | $44.80 5 | $7,978.53 | $95,742.40 | $3,682.40 | $46.03 6 | $8,195.20 | $98,342.40 | $3,782.40 | $47.28 7 | $8,439.60 | $101,275.20 | $3,895.20 | $48.69 8 | $8,692.67 | $104,312.00 | $4,012.00 | $50.15 Pay Grade | Pay Step | Monthly | Annual | Bi-Weekly | Hourly @ 2080 F-1 | 1 | $3,988.40 | $47,860.80 | $1,840.80 | $23.01 2 | $4,255.33 | $51,064.00 | $1,964.00 | $24.55 3 | $4,524.00 | $54,288.00 | $2,088.00 | $26.10 4 | $4,796.13 | $57,553.60 | $2,213.60 | $27.67 5 | $5,090.80 | $61,089.60 | $2,349.60 | $29.37 6 | $5,269.33 | $63,232.00 | $2,432.00 | $30.40 7 | $5,447.87 | $65,374.40 | $2,514.40 | $31.43 8 | $5,622.93 | $67,475.20 | $2,595.20 | $32.44 9 | $5,810.13 | $69,721.60 | $2,681.60 | $33.52 10 | $5,988.67 | $71,864.00 | $2,764.00 | $34.55 11 | $6,165.47 | $73,985.60 | $2,845.60 | $35.57 12 | $6,347.47 | $76,169.60 | $2,929.60 | $36.62 13 | $6,737.47 | $80,849.60 | $3,109.60 | $38.87 14 | $6,973.20 | $83,678.40 | $3,218.40 | $40.23 15 | $7,250.53 | $87,006.40 | $3,346.40 | $41.83 16 | $7,397.87 | $88,774.40 | $3,414.40 | $42.68 17 | $7,619.73 | $91,436.80 | $3,516.80 | $43.96 18 | $7,846.80 | $94,161.60 | $3,621.60 | $45.27 Pay Grade | Pay Step | Monthly | Annual | Bi-Weekly | Hourly @ 2574 F-2 | 1 | $7,288.71 | $87,464.52 | $3,364.02 | $33.98 2 | $7,580.43 | $90,965.16 | $3,498.66 | $35.34 3 | $7,882.88 | $94,594.50 | $3,638.25 | $36.75 4 | $8,198.19 | $98,378.28 | $3,783.78 | $38.22 5 | $8,526.38 | $102,316.50 | $3,935.25 | $39.75 6 | $8,867.43 | $106,409.16 | $4,092.66 | $41.34 Pay Grade | Pay Step | Monthly | Annual | Bi-Weekly | Hourly @ 2080 F2A | 1 | $7,288.67 | $87,464.00 | $3,364.00 | $42.05 2 | $7,579.87 | $90,958.40 | $3,498.40 | $43.73 3 | $7,883.20 | $94,598.40 | $3,638.40 | $45.48 4 | $8,198.67 | $98,384.00 | $3,784.00 | $47.30 5 | $8,526.27 | $102,315.20 | $3,935.20 | $49.19 6 | $8,867.73 | $106,412.80 | $4,092.80 | $51.16 Pay Grade | Pay Step | Monthly | Annual | Bi-Weekly | Hourly @ 2574 F-4 | 1 | $8,871.72 | $106,460.64 | $4,094.64 | $41.36 2 | $9,225.65 | $110,707.74 | $4,257.99 | $43.01 3 | $9,594.59 | $115,135.02 | $4,428.27 | $44.73 4 | $9,978.54 | $119,742.48 | $4,605.48 | $46.52 Pay Grade | Pay Step | Monthly | Annual | Bi-Weekly | Hourly @ 2080 F4A | 1 | $8,871.20 | $106,454.40 | $4,094.40 | $51.18 2 | $9,226.53 | $110,718.40 | $4,258.40 | $53.23 3 | $9,594.00 | $115,128.00 | $4,428.00 | $55.35 4 | $9,978.80 | $119,745.60 | $4,605.60 | $57.57 F-6 | 1 | $3,251.73 | $39,020.80 | $1,500.80 | $18.76 2 | $3,501.33 | $42,016.00 | $1,616.00 | $20.20 3 | $3,745.73 | $44,948.80 | $1,728.80 | $21.61 4 | $4,120.13 | $49,441.60 | $1,901.60 | $23.77 5 | $4,203.33 | $50,440.00 | $1,940.00 | $24.25 6 | $4,286.53 | $51,438.40 | $1,978.40 | $24.73 7 | $4,373.20 | $52,478.40 | $2,018.40 | $25.23 8 | $4,461.60 | $53,539.20 | $2,059.20 | $25.74 9 | $4,593.33 | $55,120.00 | $2,120.00 | $26.50 10 | $4,732.00 | $56,784.00 | $2,184.00 | $27.30 F-7 | 1 | $4,553.47 | $54,641.60 | $2,101.60 | $26.27 2 | $4,882.80 | $58,593.60 | $2,253.60 | $28.17 3 | $5,224.27 | $62,691.20 | $2,411.20 | $30.14 4 | $5,590.00 | $67,080.00 | $2,580.00 | $32.25 5 | $5,981.73 | $71,780.80 | $2,760.80 | $34.51 6 | $6,399.47 | $76,793.60 | $2,953.60 | $36.92 F-9 | 1 | $6,331.87 | $75,982.40 | $2,922.40 | $36.53 2 | $6,619.60 | $79,435.20 | $3,055.20 | $38.19 3 | $6,753.07 | $81,036.80 | $3,116.80 | $38.96 4 | $6,886.53 | $82,638.40 | $3,178.40 | $39.73 5 | $7,092.80 | $85,113.60 | $3,273.60 | $40.92 6 | $7,306.00 | $87,672.00 | $3,372.00 | $42.15 F10 | 1 | $7,574.67 | $90,896.00 | $3,496.00 | $43.70 2 | $7,876.27 | $94,515.20 | $3,635.20 | $45.44 3 | $8,191.73 | $98,300.80 | $3,780.80 | $47.26 4 | $8,519.33 | $102,232.00 | $3,932.00 | $49.15 5 | $8,860.80 | $106,329.60 | $4,089.60 | $51.12 F12 | 1 | $8,004.53 | $96,054.40 | $3,694.40 | $46.18 2 | $8,202.13 | $98,425.60 | $3,785.60 | $47.32 3 | $8,531.47 | $102,377.60 | $3,937.60 | $49.22 4 | $8,872.93 | $106,475.20 | $4,095.20 | $51.19 F13 | 1 | $4,544.80 | $54,537.60 | $2,097.60 | $26.22 2 | $4,657.47 | $55,889.60 | $2,149.60 | $26.87 3 | $5,090.80 | $61,089.60 | $2,349.60 | $29.37 4 | $5,269.33 | $63,232.00 | $2,432.00 | $30.40 5 | $5,447.87 | $65,374.40 | $2,514.40 | $31.43 6 | $5,622.93 | $67,475.20 | $2,595.20 | $32.44 7 | $5,810.13 | $69,721.60 | $2,681.60 | $33.52 8 | $5,988.67 | $71,864.00 | $2,764.00 | $34.55 9 | $6,165.47 | $73,985.60 | $2,845.60 | $35.57 10 | $6,347.47 | $76,169.60 | $2,929.60 | $36.62 11 | $6,737.47 | $80,849.60 | $3,109.60 | $38.87 12 | $6,973.20 | $83,678.40 | $3,218.40 | $40.23 13 | $7,250.53 | $87,006.40 | $3,346.40 | $41.83 14 | $7,397.87 | $88,774.40 | $3,414.40 | $42.68 15 | $7,619.73 | $91,436.80 | $3,516.80 | $43.96 16 | $7,846.80 | $94,161.60 | $3,621.60 | $45.27 17 | $8,004.53 | $96,054.40 | $3,694.40 | $46.18 18 | $8,280.13 | $99,361.60 | $3,821.60 | $47.77 F14 | 1 | $6,737.47 | $80,849.60 | $3,109.60 | $38.87 2 | $6,973.20 | $83,678.40 | $3,218.40 | $40.23 3 | $7,250.53 | $87,006.40 | $3,346.40 | $41.83 4 | $7,397.87 | $88,774.40 | $3,414.40 | $42.68 5 | $7,619.73 | $91,436.80 | $3,516.80 | $43.96 6 | $7,846.80 | $94,161.60 | $3,621.60 | $45.27 7 | $8,044.40 | $96,532.80 | $3,712.80 | $46.41 8 | $8,280.13 | $99,361.60 | $3,821.60 | $47.77 F15 | 1 | $8,202.13 | $98,425.60 | $3,785.60 | $47.32 2 | $8,531.47 | $102,377.60 | $3,937.60 | $49.22 3 | $8,872.93 | $106,475.20 | $4,095.20 | $51.19 4 | $9,228.27 | $110,739.20 | $4,259.20 | $53.24 (4) For those classes of positions covered by the provisions of the memorandum of understanding between the city and Local 3808-International Association of Fire Fighters: Pay Grade | Step | Monthly | Annual | Bi-Weekly | Hourly @ 2080 FM-2 | 1 | $10,613 | $127,358 | $4,898.40 | $61.23 2 | $10,930 | $131,165 | $5,044.80 | $63.06 3 | $11,248 | $134,971 | $5,191.20 | $64.89 4 | $11,655 | $139,859 | $5,379.20 | $67.24 5 | $11,944 | $143,333 | $5,512.80 | $68.91 FM-3 | 1 | $11,194 | $134,326 | $5,166.40 | $64.58 2 | $11,480 | $137,758 | $5,298.40 | $66.23 3 | $11,664 | $139,963 | $5,383.20 | $67.29 4 | $12,197 | $146,370 | $5,629.60 | $70.37 5 | $12,958 | $155,501 | $5,980.80 | $74.76 Pay Grade | Step | Monthly | Annual | Bi-Weekly | Hourly @ 2574 F3M | 1 | $11,193 | $108,534 | $5,165.82 | $52.18 2 | $11,482 | $111,342 | $5,299.47 | $53.53 3 | $11,662 | $113,090 | $5,382.63 | $54.37 4 | $12,199 | $118,290 | $5,630.13 | $56.87 5 | $12,960 | $125,674 | $5,981.58 | $60.42 (Admin. Code 1967, § A8.3.1; Ord. No. 34839, 1-26-68; Ord. No. 39080, 12-23-70; Ord. No. 40567, 12-23-71; Ord. No. 42072, 1-5-73; Ord. No. 43913, 4-5-74; Ord. No. 44662, 10-18-74; Ord. No. 45485, 5-23-75; Ord. No. 45640, 7-17-75; Ord. No. 45920, 10-9-75; Ord. No. 46118, 12-19-75; Ord. No. 46692, 6-10-76; Ord. No. 56749, 6-24-76; Ord. No. 47258, 12-9-76; Ord. No. 47887, 6-3-77; Ord. No. 43124, 5-18-78; Ord. No. 49767, 11-16-78; Ord. No. 50374, 5-18-79; Ord. No. 51458, 4-11-80; Ord. No. 52630, 4-3-81; Ord. No. 53883, 4-23-82; Ord. No. 54950, 4-15-83; Ord. No. 55941, 1-13-84; Ord. No. 56383, 4-27-84; Ord. No. 57638, 3-28-85; Ord. No. 59191, 4-4-86; Ord. No. 59697, 6-26-86; Ord. No. 60742, 4-9-87; Ord. No. 61104, 6-18-87; Ord. No. 62335, 4-21-88; Ord. No. 62538, 6-23-88; Ord. No. 64597, 9-21-89; Ord. No. 65110, 1-25-90; Ord. No. 65346, 4-12-90; Ord. No. 910591, 5-16-91; Ord. No. 920350, 4-16-92; Ord. No. 930281, 4-15-93; Ord. No. 940593, 6-16-94; Ord. No. 941132, § 1, 9-8-94; Ord. No. 950421, § 1, 4-20-95; Ord. No. 951100, § 1, 8-24-95; Ord. No. 960417, § 1, 5-2-96; Ord. No. 970435, § 1, 4-17-97; Ord. No. 980400, § 1, 4-16-98; Ord. No. 990246, § 1, 3-25-99; Ord. No. 991242, § 1, 9-30-99; Ord. No. 000280, § 1, 3-22-00; Ord. No. 001368, § 1, 10-19-00; Ord. No. 010422, § 1, 4-5-01; Ord. No. 011415, § 1, 10-25-01; Ord. No. 020520, § 1, 5-2-02; Ord. No. 020894, § 1, 8-15-02; Ord. No. 031183, § 1, 10-30-03; Ord. No. 040873, § 1, 8-5-04; Ord. No. 050222, § 1, 3-3-05; Ord. No. 050424, § 1, 4-21-05; Ord. No. 051344, § 1, 11-10-05; Ord. No. 051436, § 1, 12-1-05; Ord. No. 060130, § 1, 2-9-06; Ord. No. 060384, § 1, 4-13-06; Ord. No. 060904, § 1, 8-24-06; Ord. No. 061034, § 1, 10-5-06; Ord. No. 071054, § 1, 10-18-07; Ord. No. 071238, § 1, 11-29-07; Ord. No. 080360, § 1, 4-17-08; Ord. No. 080791, § 1, 8-7-08; Ord. No. 080839, § 1, 9-4-08; Ord. No. 080983, § 1, 10-16-08; Ord. No. 090271, § 1, 4-16-09; Ord. No. 090514, § 1, 6-11-09; Ord. No. 100274, §§ 1, 2, 4-15-10; Ord. No. 110241, § 1, 4-14-11; Ord. No. 110805, § 1, 10-27-11; Ord. No. 120136, § 1, 2-23-12; Ord. No. 120262, § 1, 3-29-12; Ord. No. 120305, § 1, 4-12-12; Ord. No. 120448, § 1, 5-17-12; Ord. No. 121012, § 1, 12-20-12; Ord. No. 130266, § 1, 4-11-13; Ord. No. 140240, § 1, 4-10-14; Ord. No. 150717, § 1, 9-10-15; Ord. No. 160230, § 1, 4-14-16; Ord. No. 160274, § 1, 4-21-16; Ord. No. 160706, § 1, 9-29-16; Ord. No. 160822, § 1, 11-3-16; Ord. No. 170236, § 1, 4-20-17; Ord. No. 170848, § 1, 11-2-17; Ord. No. 180848, § 1, 11-29-18; Ord. No. 190244, § 1, 4-18-19; Ord. No. 190891, § 1, 11-7-19; Ord. No. 200904, § 1, 11-5-20; Ord. No. 210512, § 1, 6-17-21; Ord. No. 210685, § 1, 9-23-21; Ord. No. 220166, § 1, 3-3-22; Ord. No. 220295, § 1, 4-14-22; Ord. No. 220341, § 1, 4-21-22; Ord. No. 220569, § 1, 7-14-22; Ord. No. 230311, § 1, 4-20-23; Ord. No. 260372, § 1, 5-7-26)

Kansas City Code § 2-1076 Salary schedules for occupational group classified as clerical, fiscal, and administrative with class code, class title, and pay grade therein.

Sec. 2-1076. - Salary schedules for occupational group classified as clerical, fiscal, and administrative with class code, class title, and pay grade therein. The following schedules are hereby adopted as the salary schedules for the following classes of positions as set out below by class code number, class title, and pay grade therein: (1) For those classes of positions within the managerial, professional, supervisory, and/or confidential group: Class Code | Class Title | Pay Grade | Monthly Minimum | Monthly Maximum (1XXX) CLERICAL, FISCAL, AND ADMINISTRATIVE 1010 | CLERICAL SUPERVISOR | NE4 | 3619 | 5429 1012 | CUSTOMER SERVICE SUPERVISOR | NE5 | 3981 | 5973 1014 | SUPPORTED EMPLOYEE ADMINISTRATIVE WORKER | NE1 | 2720 | 4079 1028 | LEGAL SECRETARY | NE5 | 3981 | 5973 1030 | PARALEGAL | NE6 | 4380 | 6569 1040U | EXECUTIVE ASSISTANT TO THE DIRECTOR | 4711 | 7067 1060U | ADMINISTRATIVE ASSISTANT TO THE JUDGES | 4711 | 7067 1070U | ADMINISTRATIVE SECRETARY TO CITY COUNCIL | 4711 | 7067 1071U | ASSISTANT TO ELECTED OFFICIAL | 3619 | 5429 1072U | EXECUTIVE AIDE TO COUNCIL MEMBER | 4711 | 7067 1073U | EXECUTIVE AIDE TO MAYOR PRO TEM | 5794 | 7150 1113 | SENIOR ACCOUNTANT | EX3 | 5276 | 7914 1119 | ACCOUNTANT | NE5 | 3981 | 5973 1121 | ACCOUNTANT II | NE6 | 4380 | 6569 1123U | INTERNAL AUDITOR | 5910 | 9010 1127 | AUDIT MANAGER | EX5 | 6619 | 9929 1129U | CITY AUDITOR | 8334 | 19167 1139 | TAXPAYER SPECIALIST SUPERVISOR | NE6 | 4380 | 6569 1150 | CITY TREASURER | EX7 | 8303 | 12454 1152U | RETIREMENT SYSTEM EXECUTIVE OFFICER | 8650 | 15858 1158 | MANAGER OF CONSUMER SERVICES | EX4 | 5910 | 9010 1160 | COMMISSIONER OF REVENUE | EX7 | 8303 | 12454 1166 | CITY CONTROLLER | EX7 | 8303 | 12454 1167 | MANAGER OF DEVELOPMENT FINANCE | EX7 | 8303 | 12454 1171 | FINANCIAL MANAGER | EX6 | 7413 | 11120 1307 | STORES MANAGER | NE4 | 3619 | 5429 1309 | PROCUREMENT OFFICER | NE6 | 4380 | 6569 1314 | SENIOR PROCUREMENT OFFICER | EX2 | 4711 | 7067 1312 | PROCUREMENT MANAGER | EX4 | 5910 | 9010 1315 | ACQUISITION SPECIALIST | NE5 | 3981 | 5973 1316 | SENIOR ACQUISITION SPECIALIST | NE7 | 4819 | 7228 1317 | CHIEF PROCUREMENT OFFICER | EX8 | 8823 | 13892 1318 | ASSISTANT CHIEF PROCUREMENT OFFICER | EX6 | 7413 | 11120 1335 | BUILDING MANAGER | EX2 | 4711 | 7067 1510 | GRAPHIC DESIGN SPECIALIST | NE5 | 3981 | 5973 1511 | SENIOR GRAPHIC DESIGN SPECIALIST | NE6 | 4380 | 6569 1520 | SOCIAL MEDIA COORDINATOR | NE5 | 3981 | 5973 1521 | SOCIAL MEDIA SPECIALIST | NE6 | 4380 | 6569 1530 | PUBLIC INFORMATION OFFICER | EX2 | 4711 | 7067 1531 | SENIOR PUBLIC INFORMATION OFFICER | EX3 | 5276 | 7914 1535 | MEDIA SUPERVISOR | EX4 | 5910 | 9010 1545 | IT TECHNICIAN | NE5 | 3981 | 5973 1546 | IT SENIOR TECHNICIAN | NE6 | 4380 | 6569 1548U | CHIEF TECHNOLOGY OFFICER | 9117 | 15858 1549 | CHIEF INFORMATION SECURITY OFFICER | EX7 | 8303 | 12454 1552 | IT ANALYST | NE7 | 4819 | 7228 1553 | IT SENIOR ANALYST | EX3 | 5276 | 7914 1558 | IT SPECIALIST | EX4 | 5910 | 9010 1559 | IT SENIOR SPECIALIST | EX5 | 6619 | 9929 1561 | IT MANAGER | EX6 | 7413 | 11120 1562 | IT SUPERVISOR | EX5 | 6619 | 9929 1609 | BAILIFF SUPERVISOR | EX2 | 4711 | 7067 1610 | LEGAL INVESTIGATOR | NE5 | 3981 | 5973 1618 | ASSISTANT CITY ATTORNEY | EX5 | 6619 | 9929 1619 | ASSOCIATE CITY ATTORNEY | EX6 | 7413 | 11120 1623 | CITY PROSECUTOR | EX8 | 8823 | 13892 1624 | FIRST ASSISTANT CITY PROSECUTOR | EX6 | 7413 | 11120 1627 | SENIOR ASSOCIATE CITY ATTORNEY | EX8 | 8823 | 13892 1629U | DEPUTY CITY ATTORNEY | 9117 | 19167 1650 | ADMINISTRATOR OF MUNICIPAL COURT | MC1 | 10520 | 20560 1652 | EVENT SPECIALIST | NE6 | 4380 | 6569 1655 | CHIEF OF EVENT COORDINATION | EX4 | 5910 | 9010 1657 | EVENT OPERATIONS SUPERVISOR | NE6 | 4380 | 6569 1678 | FINANCIAL ANALYST | EX5 | 6619 | 9929 1679 | ASSISTANT BUDGET MANAGER | EX6 | 7413 | 11120 1680 | BUDGET MANAGER | EX7 | 8303 | 12454 1681 | ANALYST | EX2 | 4711 | 7067 1682 | SENIOR ANALYST | EX4 | 5910 | 9010 1683 | CHIEF DATA OFFICER | EX5 | 6619 | 9929 1704 | WORKFORCE ACCOMMODATION SPECIALIST | EX2 | 4711 | 7067 1705 | HUMAN RESOURCES SPECIALIST | EX2 | 4711 | 7067 1706 | SENIOR HUMAN RESOURCES SPECIALIST | EX4 | 5910 | 9010 1707 | HUMAN RESOURCES MANAGER | EX6 | 7413 | 11120 1709 | LANGUAGE SERVICES SPECIALIST | EX4 | 5910 | 9010 1711 | SENIOR WORKFORCE ACCOMMODATION SPECIALIST | EX4 | 5910 | 9010 1712 | EQUITY MANAGER | EX5 | 6619 | 9929 1713U | ASSISTANT TO CHIEF EQUITY OFFICER | 7413 | 11120 1716 | MUNICIPAL INTERN | NE1 | 2720 | 4079 1717 | MUNICIPAL MANAGEMENT TRAINEE | NE5 | 3981 | 5973 1718 | COOKINGHAM NOLL FELLOW | 4711 | 7067 1719 | ADMINISTRATIVE ASSISTANT | NE3 | 3290 | 5197 1723 | SENIOR ADMINISTRATIVE ASSISTANT | NE4 | 3619 | 5429 1724U | COMMUNITY ENGAGEMENT COORDINATOR | 4206 | 6310 1727U | EXECUTIVE AIDE TO ELECTED OFFICIAL | 5910 | 9010 1728U | EXECUTIVE SECRETARY TO CITY MANAGER | 5910 | 9010 1729 | ADMINISTRATIVE OFFICER | EX2 | 4711 | 7067 1732U | CHIEF DEPUTY CITY CLERK | 4711 | 7067 1731 | ADMINISTRATIVE HEARING OFFICER | EX6 | 7413 | 11120 1733U | CITY CLERK | 6250 | 12500 1734 | ASST. TO DIRECTOR (ADMIN. SERV.) | EX4 | 5910 | 9010 1735 | BUSINESS OPERATIONS MANAGER | EX6 | 7413 | 11120 1736U | DEPUTY DIRECTOR | 9117 | 19167 1738U | ASSISTANT TO THE CITY MANAGER | 7413 | 11120 1739 | CITY COMMUNICATION OFFICER | EX6 | 7413 | 11120 1744U | ASSISTANT CITY MANAGER | 12389 | 27500 1745U | EXECUTIVE ASSISTANT TO MAYOR | 8303 | 12454 1746U | CHIEF EQUITY OFFICER | 8303 | 12454 1747U | ASSISTANT DIRECTOR FOR ADMINISTRATION | 6619 | 9929 1748U | MEDIA MANAGER | 6619 | 9929 1749U | CHIEF AIDE TO THE MAYOR | 9117 | 15858 1750U | CITY MANAGER | 22916 | 31250 1751U | DEPARTMENT DIRECTOR | 12389 | 27500 U = Unclassified position. (2) For those classes of positions covered by the provisions of the memorandum of understanding between the city and Local 500-American Federation of State, County, and Municipal Employees. Class Code | Class Title | Pay Grade | Hourly Minimum | Hourly Maximum (1XXX) CLERICAL, FISCAL, AND ADMINISTRATIVE 1007 | CUSTOMER SERVICE REPRESENTATIVE | L-3 | 18.37 | 28.01 1008 | CUSTOMER SERVICE SPECIALIST | L-4 | 19.27 | 29.39 1020 | ADMINISTRATIVE CLERK | L-2 | 17.35 | 26.47 1114 | ACCOUNTING CLERK | L-2 | 17.35 | 26.47 1118 | SENIOR ACCOUNTING CLERK | L-4 | 19.27 | 29.39 1138 | TAXPAYER SPECIALIST | L-6 | 22.61 | 34.48 1153 | MEDICAL BILLING SPECIALIST I | L-4 | 19.27 | 29.39 1154 | MEDICAL BILLING SPECIALIST II | L-6 | 22.61 | 34.48 1304 | STOCK CLERK | L-3 | 18.37 | 28.01 1556 | DISPATCHER | L-4 | 19.27 | 29.39 1608 | MUNICIPAL COURT BAILIFF | L-3 | 18.37 | 28.01 (Admin. Code 1967, § A8.3.2; Ord. No. 35144, 7-3-68; Ord. No. 37057, 7-18-69; Ord. No. 38362, 7-2-70; Ord. No. 39080, 12-23-70; Ord. No. 40567, 12-23-71; Ord. No. 42072, 1-5-73; Ord. No. 43913, 4-5-74; Ord. No. 44662, 10-18-74; Ord. No. 45258, 4-11-75; Ord. No. 45485, 5-23-75; Ord. No. 45640, 7-17-75; Ord. No. 46118, 12-19-75; Ord. No. 46692, 6-10-76; Ord. No. 47887, 6-3-77; Ord. No. 49124, 5-18-78; Ord. No. 49766, 11-16-78; Ord. No. 50374, 5-18-79; Ord. No. 51458, 4-11-80; Ord. No. 51526, 5-8-80; Ord. No. 52630, 4-3-81; Ord. No. 53883, 4-23-82; Ord. No. 54950, 4-15-83; Ord. No. 56383, 4-27-84; Ord. No. 56538, 6-7-84; Ord. No. 57425, 1-24-85; Ord. No. 67538, 3-28-85; Ord. No. 59127, 8-1-85; Ord. No. 59191, 4-4-86; Ord. No. 60742, 4-9-87; Ord. No. 62335, 4-21-88; Ord. No. 64597, 9-21-89; Ord. No. 65110, 1-25-90; Ord. No. 65346, 4-12-90; Ord. No. 910591, 5-16-91; Ord. No. 920350, 4-16-92; Ord. No. 930281, 4-15-93; Ord. No. 940593, 6-16-94; Ord. No. 941132, § 1, 9-8-94; Ord. No. 950421, § 1, 4-20-95; Ord. No. 950818, § 1, 6-29-95; Ord. No. 951100, § 1, 8-24-95; Ord. No. 951284, § 1, 9-28-95; Ord. No. 960417, § 1, 5-2-96; Ord. No. 961513, § 1, 12-5-96; Ord. No. 970435, § 1, 4-27-97; Ord. No. 970630, § 1, 5-22-97; Ord. No. 971285, § 4, 9-18-97; Ord. No. 980400, § 1, 4-16-98; Ord. No. 990246, § 1, 3-25-99; Ord. No. 991242, § 1, 9-30-99; Ord. No. 001368, § 1, 10-19-00; Ord. No. 011415, § 1, 10-25-01; Ord. No. 020968, § 1, 8-15-02; Ord. No. 031183, § 1, 10-30-03; Ord. No. 040873, § 1, 8-5-04; Ord. No. 050222, § 1, 3-3-05; Ord. No. 051344, § 1, 11-10-05; Ord. No. 060130, § 1, 2-9-06; Ord. No. 060183, § 1, 3-2-06; Ord. No. 060298, § 1, 3-20-06; Ord. No. 060384, § 1, 4-13-06; Ord. No. 060904, § 1, 8-24-06; Ord. No. 071238, § 1, 11-29-07; Ord. No. 080360, § 1, 4-17-08; Ord. No. 080839, § 1, 9-4-08; Ord. No. 080983, § 1, 10-16-08; Ord. No. 090271, § 1, 4-16-09; Ord. No. 100274, §§ 1, 2, 4-15-10; Ord. No. 100641, § 1, 8-26-10; Ord. No. 110241, § 1, 4-14-11; Ord. No. 110805, § 1, 10-27-11; Ord. No. 120262, § 1, 3-29-12; Ord. No. 120305, § 1, 4-12-12; Ord. No. 121012, § 1, 12-20-12; Ord. No. 130266, § 1, 4-11-13; Ord. No. 140240, § 1, 4-10-14; Ord. No. 140905, § 1, 10-30-14; Ord. No. 160230, § 1, 4-14-16; Ord. No. 160706, § 1, 9-29-16; Ord. No. 160822, § 1, 11-3-16; Ord. No. 170236, § 1, 4-20-17; Ord. No. 180848, § 1, 11-29-18; Ord. No. 190244, § 1, 4-18-19; Ord. No. 190891, § 1, 11-7-19; Ord. No. 200904, § 1, 11-5-20; Ord. No. 210512, § 1, 6-17-21; Ord. No. 210656, § 1, 8-26-21; Ord. No. 210685, § 1, 9-23-21; Ord. No. 211045, § 1, 11-10-21; Ord. No. 220166, § 1, 3-3-22; Ord. No. 220569, § 1, 7-14-22; Ord. No. 220666, § 1, 8-11-22; Ord. No. 230311, § 1, 4-20-23; Ord. No. 230553, § 1, 7-13-23; Ord. No. 230830, § 1, 9-14-23; Ord. No. 231046, § A, 2-8-24; Ord. No. 240460, § 1, 6-6-24; Ord. No. 241033, § 1, 12-12-24; Ord. No. 250483, § 1, 6-12-25; Ord. No. 250483, § 1, 6-12-25; Ord. No. 250565, § 1, 7-31-25; Ord. No. 260372, § 1, 5-7-26)

Kansas City Code § 2-1077 Salary schedules for occupational group classified as engineering and allied positions, with class code, class title, and pay grade therein.

Sec. 2-1077. - Salary schedules for occupational group classified as engineering and allied positions, with class code, class title, and pay grade therein. The following schedules are hereby adopted as the salary schedules for classes of positions as set out herein below by class code number, class title, and pay grade therein: (1) For those classes of positions within the managerial, professional, supervisory, and/or confidential group: CLASS CODE | CLASS TITLE | PAY GRADE | MONTHLY MINIMUM | MONTHLY MAXIMUM (2XXX) ENGINEERING AND ALLIED 2013 | SENIOR ENGINEERING TECHNICIAN | NE7 | 4819 | 7228 2014 | PRINCIPAL ENGINEERING TECHNICIAN | EX3 | 5276 | 7914 2016 | PROJECT ENGINEER | EX3 | 5276 | 7914 2017 | SENIOR PROJECT ENGINEER | EX4 | 5910 | 9010 2018 | ENGINEER PROJECT MANAGER | EX5 | 6619 | 9929 2019 | ENGINEER SECTION HEAD | EX6 | 7413 | 11120 2020 | ENGINEER DIVISION HEAD | EX7 | 8303 | 12454 2021 | ASSISTANT ENGINEERING DIRECTOR | EX7 | 8303 | 12454 2028 | CITY ENGINEER | EX8 | 8823 | 13892 2033 | AVIATION MANAGER | EX4 | 5910 | 9010 2038 | SENIOR AVIATION MANAGER | EX6 | 7413 | 11120 2040 | AIRPORT ENGINEER | EX4 | 5910 | 9010 2064U | UTILITY MANAGER | 7413 | 11120 2065U | OPERATIONS OFFICER | 8823 | 13892 2070 | SUPERINTENDENT OF PARKS | EX5 | 6619 | 9929 2073 | LANDSCAPE TECHNICIAN | NE4 | 3619 | 5429 2080 | REGISTERED ARCHITECT | EX4 | 5910 | 9010 2081 | ARCHITECT SECTION HEAD | EX6 | 7413 | 11120 2082 | ARCHITECT DIVISION HEAD | EX7 | 8303 | 12454 2083 | ARCHITECT | EX3 | 5276 | 7914 2084 | CITY ARCHITECT | EX8 | 8823 | 13892 2089 | LANDSCAPE ARCHITECT | EX3 | 5276 | 7914 2090 | SENIOR LANDSCAPE ARCHITECT | EX4 | 5910 | 9010 2108 | SENIOR PLANNING TECHNICIAN | NE4 | 3619 | 5429 2114 | EMERGENCY PREPAREDNESS PROGRAM MANAGER | EX4 | 5910 | 9010 2115 | PROJECT MANAGER | EX3 | 5276 | 7914 2116 | PLANNING MANAGER | EX6 | 7413 | 11120 2118 | DEVELOPMENT SPECIALIST I | NE6 | 4380 | 6569 2119 | DEVELOPMENT SPECIALIST II | EX3 | 5276 | 7914 2120 | DEVELOPMENT SPECIALIST III | EX4 | 5910 | 9010 2121 | PLANNER | EX2 | 4711 | 7067 2122 | LEAD PLANNER | EX4 | 5910 | 9010 2126 | SENIOR PROJECT MANAGER | EX4 | 5910 | 9010 2127 | PLANNING SUPERVISOR | EX5 | 6619 | 9929 2200 | ASSET ANALYST | EX2 | 4711 | 7067 2201 | ASSET SPECIALIST | EX4 | 5910 | 9010 2202 | ASSET MANAGER | EX6 | 7413 | 11120 (2) For those classes of positions covered by the provisions of the memorandum of understanding between the city and Local 500-American Federation of State, County, and Municipal Employees: CLASS CODE | CLASS TITLE | PAY GRADE | HOURLY MINIMUM | HOURLY MAXIMUM (2XXX) ENGINEERING AND ALLIED 2025 | ENGINEERING TECHNICIAN | L-6 | 22.61 | 34.48 2026 | ENGINEERING TECHNICIAN LEAD | L-7 | 23.98 | 36.60 2104 | PLANNING TECHNICIAN | L-3 | 18.37 | 28.01 U = Unclassified positions (Admin. Code 1967, § A8.3.3; Ord. No. 35144, 7-3-68; Ord. No. 37057, 7-18-69; Ord. No. 37434, 10-24-69; Ord. No. 38362, 7-2-70; Ord. No. 39080, 12-23-70; Ord. No. 40567, 12-23-71; Ord. No. 42072, 1-5-73; Ord. No. 43913, 4-5-74; Ord. No. 44662, 10-18-74; Ord. No. 45258, 4-11-75; Ord. No. 45485, 5-23-75; Ord. No. 45640, 7-17-75; Ord. No. 46118, 12-19-75; Ord. No. 46692, 6-10-76; Ord. No. 47887, 6-3-77; Ord. No. 49124, 5-18-78; Ord. No. 49767, 11-16-78; Ord. No. 50374, 5-18-79; Ord. No. 51458, 4-11-80; Ord. No. 52630, 4-3-81; Ord. No. 53883, 4-23-82; Ord. No. 54950, 4-15-83; Ord. No. 56383, 4-27-84; Ord. No. 56538, 6-7-84; Ord. No. 57425, 1-24-85; Ord. No. 57638, 3-28-85; Ord. No. 59191, 4-4-86; Ord. No. 60742, 4-9-87; Ord. No. 62335, 4-21-88; Ord. No. 65110, 1-25-90; Ord. No. 65346, 4-12-90; Ord. No. 900496, 10-11-90; Ord. No. 910591, 5-16-91; Ord. No. 920350, 4-16-92; Ord. No. 930281, 4-15-93; Ord. No. 940593, 6-16-94; Ord. No. 941132, § 1, 9-8-94; Ord. No. 950421, § 1, 4-20-95; Ord. No. 951100, § 1, 8-24-95; Ord. No. 951284, § 1, 9-28-95; Ord. No. 960417, § 1, 5-2-96; Ord. No. 970435, § 1, 4-17-97; Ord. No. 980400, § 1, 4-16-98; Ord. No. 990246, § 1, 3-25-99; Ord. No. 991242, § 1, 9-30-99; Ord. No. 001368, § 1, 10-19-00; Ord. No. 011415, § 1, 10-25-01; Ord. No. 030396, § 1, 4-3-03; Ord. No. 031183, § 1, 10-30-03; Ord. No. 051344, § 1, 11-10-05; Ord. No. 060130, § 1, 2-9-06; Ord. No. 060384, § 1, 4-13-06; Ord. No. 060904, § 1, 8-24-06; Ord. No. 071238, § 1, 11-29-07; Ord. No. 080360, § 1, 4-17-08; Ord. No. 080839, § 1, 9-4-08; Ord. No. 080983, § 1, 10-16-08; Ord. No. 090271, § 1, 4-16-09; Ord. No. 100274, §§ 1, 2, 4-15-10; Ord. No. 110241, § 1, 4-14-11; Ord. No. 110805, § 1, 10-27-11; Ord. No. 120262, § 1, 3-29-12; Ord. No. 120305, § 1, 4-12-12; Ord. No. 121012, § 1, 12-20-12; Ord. No. 130266, § 2, 4-11-13; Ord. No. 140240, § 1, 4-10-14; Ord. No. 160230, § 1, 4-14-16; Ord. No. 160706, § 1, 9-29-16; Ord. No. 160822, § 1, 11-3-16; Ord. No. 170236, § 1, 4-20-17; Ord. No. 180848, § 1, 11-29-18; Ord. No. 190244, § 1, 4-18-19; Ord. No. 190891, § 1, 11-7-19; Ord. No. 200904, § 1, 11-5-20; Ord. No. 210685, § 1, 9-23-21; Ord. No. 220166, § 1, 3-3-22; Ord. No. 220569, § 1, 7-14-22; Ord. No. 230026, § 1, 1-19-23; Ord. No. 230311, § 1, 4-20-23; Ord. No. 230553, § 1, 7-13-23; Ord. No. 231046, § A, 2-8-24; Ord. No. 240460, § 1, 6-6-24; Ord. No. 241033, § 1, 12-12-24; Ord. No. 260372, § 1, 5-7-26)

Kansas City Code § 2-1078 Salary schedules for occupational group classified as public safety and inspectional, with class code, class title, and pay grade therein.

Sec. 2-1078. - Salary schedules for occupational group classified as public safety and inspectional, with class code, class title, and pay grade therein. The following schedules are hereby adopted as the salary schedules for classes of positions set out below by class code number, class title, and pay grade therein: (1) For those classes of positions within the managerial, professional, supervisory, and/or confidential group: Class Code | Class Title | Pay Grade | Monthly Minimum | Monthly Maximum (3XXX) PUBLIC SAFETY AND INSPECTIONAL 3002 | ASSISTANT FIRE CHIEF | 14950 3050 | SAFETY OFFICER | NE6 | 4380 | 6569 3051 | SAFETY MANAGER | EX5 | 6619 | 9929 3055 | CORPORATE SAFETY MANAGER | EX6 | 7413 | 11120 3056U | CHIEF RISK MANAGER | 9117 | 15858 3150 | NCSD DIVISION MANAGER | EX5 | 6619 | 9929 3151 | HOUSING DIVISION MANAGER | EX5 | 6619 | 9929 3221 | ANIMAL SERVICES SUPERVISOR | NE7 | 4819 | 7228 3300 | AIRPORT OPERATIONS AGENT | NE6 | 4380 | 6569 3303 | TRAFFIC CONTROL OFFICER | NE3 | 3290 | 5197 3305 | AIRPORT POLICE OFFICER | NE7 | 4819 | 7228 3307 | AIRPORT POLICE SERGEANT | NE9 | 5723 | 8585 3308 | AIRPORT POLICE CAPTAIN | EX4 | 5910 | 9010 3311 | SECURITY SPECIALIST | NE4 | 3619 | 5429 3313 | AIRPORT POLICE DETECTIVE | NE8 | 5301 | 7949 3314 | SUPERVISOR OF SECURITY | NE6 | 4380 | 6569 3315 | MANAGER OF SECURITY | EX5 | 6619 | 9929 3316 | AIRPORT POLICE CHIEF | EX6 | 7413 | 11120 3400 | PARK RANGER | NE5 | 3981 | 5973 3401 | SENIOR PARK RANGER | NE6 | 4380 | 6569 3402 | PARK RANGER SUPERVISOR | NE7 | 4819 | 7228 3403 | CHIEF PARK RANGER | EX6 | 7413 | 11120 3503 | TOW SERVICE COORDINATOR | NE3 | 3290 | 5197 3615 | CONSTRUCTION CODE INSPECTOR SUPERVISOR | EX3 | 5276 | 7914 U = Unclassified positions (2) For those classes of positions covered by the provisions of the memorandum of understanding between the city and Local 500-American Federation of State, County, and Municipal Employees: Class Code | Class Title | Pay Grade | Hourly Minimum | Hourly Maximum (3XXX) PUBLIC SAFETY AND INSPECTIONAL 3214 | SPECIAL INVESTIGATOR | L-6 | 22.61 | 34.48 3220 | ANIMAL SERVICES OFFICER | L-6 | 22.61 | 34.48 3224 | ANIMAL SERVICES SPECIALIST | L-7 | 23.98 | 36.60 3312 | AIRPORT POLICE DISPATCHER | L-4 | 19.27 | 29.39 3608 | SENIOR CONSTRUCTION CODE INSPECTOR | L-8 | 26.10 | 39.82 3629 | CONSTRUCTION CODE INSPECTOR | L-7 | 23.98 | 36.60 (3) For those classes of positions covered by the provisions of the memorandum of understanding between the city and Local 42-International Association of Fire Fighters: Class Code | Class Title | Pay Grade | Hourly Minimum | Hourly Maximum (3XXX) PUBLIC SAFETY AND INSPECTIONAL 3004 | FIREFIGHTER/PARAMEDIC APPRENTICE | F-F | 20.81 | 36.38 3004 | FIREFIGHTER/PARAMEDIC APPRENTICE | FFA | 25.75 | 45.02 3005 | FIREFIGHTER | F-F | 20.81 | 36.38 3005 | FIREFIGHTER | FFA | 25.75 | 45.02 3006 | FIRE APPARATUS OFFICER | F-2 | 33.98 | 41.34 3006 | FIRE APPARATUS OFFICER | F2A | 42.05 | 51.16 3007 | FIRE CAPTAIN | F-4 | 41.36 | 46.52 3007 | FIRE CAPTAIN | F4A | 51.18 | 57.57 3011 | FIREFIGHTER/PARAMEDIC | FFM | 32.97 | 40.52 3011 | FIREFIGHTER/PARAMEDIC | FMA | 40.8 | 50.15 3012 | COMMUNICATIONS OFFICER | F12 | 46.18 | 51.19 3014 | FIRE INVESTIGATOR | F15 | 47.32 | 53.24 3015 | FIRE PREVENTION INSPECTOR | F13 | 26.22 | 47.77 3018 | FIRE EDUCATION SPECIALIST | F14 | 38.87 | 47.77 3020 | COMMUNICATION SPECIALIST | F-1 | 23.01 | 45.27 3024 | EMS CAPTAIN | F-4 | 41.36 | 46.52 3024 | EMS CAPTAIN | F4A | 51.18 | 57.57 3032 | EMERGENCY SUPPLY TECHNICIAN | F-6 | 18.76 | 27.3 3035 | EMERGENCY RESPONSE VEHICLE TECHNICIAN | F10 | 43.7 | 51.12 3036 | EMERGENCY MEDICAL TECHNICIAN | F-7 | 26.27 | 36.92 3037 | PARAMEDIC | F-9 | 36.53 | 42.15 (4) For those classes of positions covered by the provisions of the memorandum of understanding between the city and Local 3808-International Association of Fire Fighters: Class Code | Class Title | Pay Grade | Hourly Minimum | Hourly Maximum (3XXX) PUBLIC SAFETY AND INSPECTIONAL 3013 | HAZMAT CHEMICAL ANALYST | FM-3 | 64.58 | 74.76 3023 | BATTALION CHIEF | FM-3 | 64.58 | 74.76 3023 | BATTALION CHIEF | F3M | 52.18 | 60.42 3025 | COMMUNICATIONS MANAGER/TECHNICAL | FM-3 | 64.58 | 74.76 3026 | EMERGENCY SERVICES FLEET SUPERVISOR | FM-2 | 61.23 | 68.91 3027 | DIVISION CHIEF EMS EDUCATION DIRECTOR | FM-3 | 64.58 | 74.76 3028 | DIVISION CHIEF HEALTH AND WELLNESS | FM-3 | 64.58 | 74.76 3029 | DIVISION CHIEF-INFORMATION TECHNOLOGY OFFICER | FM-3 | 64.58 | 74.76 3038 | ASSISTANT DIVISION CHIEF | FM-2 | 61.23 | 68.91 3039 | DIVISION CHIEF | FM-3 | 64.58 | 74.76 3039 | DIVISION CHIEF | F3M | 52.18 | 60.42 3052 | LOGISTICS SUPERVISOR | FM-3 | 64.58 | 74.76 3053 | EMERGENCY SERVICES FLEET MANAGER | FM-3 | 64.58 | 74.76 (Admin. Code 1967, § A8.3.4; Ord. No. 35144, 7-3-68; Ord. No. 35697, 8-16-68; Ord. No. 37057, 7-18-69; Ord. No. 38362, 7-2-70; Ord. No. 39080, 12-23-70; Ord. No. 40567, 12-23-71; Ord. No. 42731, 5-18-73; Ord. No. 43913, 4-5-74; Ord. No. 44662, 10-18-74; Ord. No. 45258, 4-11-75; Ord. No. 45485, 5-23-75; Ord. No. 45640, 7-17-75; Ord. No. 45920, 10-9-75; Ord. No. 46118, 12-19-75; Ord. No. 46692, 6-10-76; Ord. No. 46759, 6-24-76; Ord. No. 47258, 12-9-76; Ord. No. 47887, 6-3-77; Ord. No. 48181, 9-1-77; Ord. No. 49124, 5-18-78; Ord. No. 49797, 11-16-78; Ord. No. 50374, 5-18-79; Ord. No. 51185, 1-4-80; Ord. No. 51458, 4-11-80; Ord. No. 52048, 10-2-80; Ord. No. 52630, 4-3-81; Ord. No. 53883, 4-23-82; Ord. No. 54950, 4-15-83; Ord. No. 55941, 1-13-84; Ord. No. 56383, 4-27-84; Ord. No. 56538, 6-7-84; Ord. No. 57425, 1-24-85; Ord. No. 57638, 3-28-85; Ord. No. 59191, 4-4-86; Ord. No. 59697, 6-26-86; Ord. No. 60742, 4-9-87; Ord. No. 61104, 6-18-87; Ord. No. 62335, 4-21-88; Ord. No. 62538, 6-23-88; Ord. No. 65110, 1-25-90; Ord. No. 65346, 4-12-90; Ord. No. 910591, 5-16-91; Ord. No. 920350, 4-16-92; Ord. No. 930281, 4-15-93; Ord. No. 940593, 6-16-94; Ord. No. 941132, § 1, 9-8-94; Ord. No. 950421, § 1, 4-20-95; Ord. No. 951100, § 1, 8-24-95; Ord. No. 951284, § 1, 9-28-95; Ord. No. 951616, § 1, 12-14-95; Ord. No. 960417, § 1, 5-2-96; Ord. No. 970435, § 1, 4-17-97; Ord. No. 980400, § 1, 4-16-98; Ord. No. 991242, § 1, 9-30-99; Ord. No. 000280, § 1, 3-22-00; Ord. No. 001368, § 1, 10-19-00; Ord. No. 010422, § 1, 4-5-01; Ord. No. 011415, § 1, 10-25-01; Ord. No. 020051, § 1, 1-17-02; Ord. No. 020520, § 1, 5-2-02; Ord. No. 020894, § 1, 8-15-02; Ord. No. 020968, § 1, 8-15-02; Ord. No. 030396, § 1, 4-3-03; Ord. No. 031183, § 1, 10-30-03; Ord. No. 040873, § 1, 8-5-04; Ord. No. 050222, § 1, 3-3-05; Ord. No. 051344, § 1, 11-10-05; Ord. No. 05-1436, § 1, 12-1-05; Ord. No. 060086, § 1, 2-2-06; Ord. No. 060130, § 1, 2-9-06; Ord. No. 060384, § 1, 4-13-06; Ord. No. 060904, § 1, 8-24-06; Ord. No. 061034, § 1, 10-5-06; Ord. No. 071054, § 1, 10-18-07; Ord. No. 071238, § 1, 11-29-07; Ord. No. 080360, § 1, 4-17-08; Ord. No. 080791, § 1, 8-7-08; Ord. No. 080839, § 1, 9-4-08; Ord. No. 080983, § 1, 10-16-08; Ord. No. 090271, § 1, 4-16-09; Ord. No. 100274, §§ 1, 2, 4-15-10; Ord. No. 110241, § 1, 4-14-11; Ord. No. 110805, § 1, 10-27-11; Ord. No. 120136, § 1, 2-23-12; Ord. No. 120262, § 1, 3-29-12; Ord. No. 120305, § 1, 4-12-12; Ord. No. 120448, § 1, 5-17-12; Ord. No. 121012, § 1, 12-20-12; Ord. No. 130266, § 1, 4-11-13; Ord. No. 140240, § 1, 4-10-14; Ord. No. 150717, § 1, 9-10-15; Ord. No. 160230, § 1, 4-14-16; Ord. No. 160274, § 1, 4-21-16; Ord. No. 160706, § 1, 9-29-16; Ord. No. 160822, § 1, 11-3-16; Ord. No. 170100, § 1, 2-23-17; Ord. No. 170236, § 1, 4-20-17; Ord. No. 180848, § 1, 11-29-18; Ord. No. 190244, § 1, 4-18-19; Ord. No. 190891, § 1, 11-7-19; Ord. No. 200904, § 1, 11-5-20; Ord. No. 210512, § 1, 6-17-21; Ord. No. 210685, § 1, 9-23-21; Ord. No. 220166, § 1, 3-3-22; Ord. No. 220295, § 1, 4-14-22; Ord. No. 220341, § 1, 4-21-22; Ord. No. 220569, § 1, 7-14-22; Ord. No. 220666, § 1, 8-11-22; Ord. No. 230311, § 1, 4-20-23; Ord. No. 230553, § 1, 7-13-23; Ord. No. 240460, § 1, 6-6-24; Ord. No. 241033, § 1, 12-12-24; Ord. No. 260372, § 1, 5-7-26)

Kansas City Code § 2-1079 Salary schedules for occupational group classified as health, welfare, and recreation, with class code, class title, and pay grade therein.

Sec. 2-1079. - Salary schedules for occupational group classified as health, welfare, and recreation, with class code, class title, and pay grade therein. The following schedules are hereby adopted as the salary schedules for the following classes of positions as set out below by class code number, class title, and pay grade therein: (1) For those classes of positions within the managerial, professional, supervisory, and/or confidential group: Class Code | Class Title | Pay Grade | Monthly Minimum | Monthly Maximum (4XXX) HEALTH, WELFARE AND RECREATION 4004 | ASSISTANT LABORATORY MANAGER | EX4 | 5910 | 9010 4009 | CHEMIST | NE7 | 4819 | 7228 4015 | MANAGER OF LABORATORY SERVICES | EX5 | 6619 | 9929 4016 | SENIOR ENVIRONMENTAL INSPECTOR | NE4 | 3619 | 5429 4018 | PUBLIC HEALTH STATISTICIAN | EX3 | 5276 | 7914 4022 | COMMUNITY ENGAGEMENT SUPERVISOR | NE7 | 4819 | 7228 4023 | COMMUNITY ENGAGEMENT MANAGER | EX3 | 5276 | 7914 4026 | PUBLIC HEALTH EMERGENCY RESPONSE | EX3 | 5276 | 7914 4027 | EPIDEMIOLOGIST SPECIALIST | EX3 | 5276 | 7914 4031 | EPIDEMIOLOGIST | EX4 | 5910 | 9010 4032 | PUBLIC HEALTH NURSE SUPERVISOR | NE9 | 5723 | 8585 4033 | NURSE PRACTITIONER | EX5 | 6619 | 9929 4034 | SENIOR CHEMIST | NE8 | 5301 | 7949 4036 | ASST. TO EMS MEDICAL DIRECTOR | EX4 | 5910 | 9010 4039 | PUBLIC HEALTH SPECIALIST II | NE6 | 4380 | 6569 4040 | PUBLIC HEALTH SPECIALIST III | EX2 | 4711 | 7067 4043 | PUBLIC HEALTH MANAGER | EX5 | 6619 | 9929 4044 | PUBLIC HEALTH SPECIALIST IV | EX3 | 5276 | 7914 4045U | SENIOR PUBLIC HEALTH MANAGER | 7413 | 11120 4049 | ENVIRONMENTAL OFFICER | NE6 | 4380 | 6569 4053 | SENIOR ENVIRONMENTAL OFFICER | EX3 | 5276 | 7914 4052 | ENVIRONMENTAL MANAGER | EX4 | 5910 | 9010 4054 | VIOLENCE PREVENTION SUPERVISOR | NE3 | 3290 | 5197 4055 | VIOLENCE PREVENTION MANAGER | NE5 | 3981 | 5973 4107 | SOCIAL SERVICE SUPERVISOR | EX3 | 5276 | 7914 4111 | CIVIL RIGHTS SPECIALIST | NE7 | 4819 | 7228 4112 | SENIOR CIVIL RIGHTS SPECIALIST | EX3 | 5276 | 7914 4113 | CIVIL RIGHTS MANAGER | EX5 | 6619 | 9929 4117 | SENIOR SOCIAL SERVICE WORKER | NE4 | 3619 | 5429 4125 | CORRECTIONAL SUPERVISOR | NE7 | 4819 | 7228 4127 | NHS PROGRAM SPECIALIST | NE5 | 3981 | 5973 4128 | NHS SENIOR PROGRAM SPECIALIST | EX3 | 5276 | 7914 4130 | PROBATION OFFICER I | NE4 | 3619 | 5429 4131 | PROBATION OFFICER II | EX2 | 4711 | 7067 4133 | CORRECTIONAL MANAGER | EX4 | 5910 | 9010 4136 | ADMINISTRATOR OF CORRECTIONS | EX6 | 7413 | 11120 4137 | DEPUTY COURT ADMINISTRATOR | MC2 | 8357 | 15335 4216 | RECREATION DIRECTOR | NE4 | 3619 | 5429 4217 | SENIOR RECREATION DIRECTOR | NE7 | 4819 | 7228 4218 | SUPERVISOR OF RECREATION | EX3 | 5276 | 7914 4219 | MANAGER OF RECREATION | EX4 | 5910 | 9010 4221 | SUPERINTENDENT OF RECREATION | EX5 | 6619 | 9929 (2) For those classes of positions covered by the provisions of the memorandum of understanding between the city and Local 500-American Federation of State, County, and Municipal Employees. Class Code | Class Title | Pay Grade | Hourly Minimum | Hourly Maximum (4XXX) HEALTH, WELFARE, AND RECREATION 4014 | ENVIRONMENTAL INSPECTOR | L-4 | 19.27 | 29.39 4017 | COMMUNITY ENGAGEMENT OFFICER | L-6 | 22.61 | 34.48 4019 | MEDICAL ASSISTANT | L-2 | 17.35 | 26.47 4021 | COMMUNITY ENGAGEMENT SPECIALIST | L-7 | 23.98 | 36.60 4035 | PUBLIC HEALTH NURSE | L-8 | 28.96 | 44.16 4041 | PUBLIC HEALTH SPECIALIST | L-6 | 22.61 | 34.48 4042 | PUBLIC HEALTH SPECIALIST TRAINEE | L-2 | 17.35 | 26.47 4046 | LICENSED PRACTICAL NURSE | L-5 | 20.10 | 30.64 4116 | SOCIAL SERVICE WORKER | L-3 | 18.37 | 28.01 4119 | CORRECTIONAL OFFICER | L-4 | 19.27 | 29.39 4122 | SENIOR CORRECTIONAL OFFICER | L-5 | 20.10 | 30.64 4124 | HOUSING REHAB SPECIALIST | L-7 | 23.98 | 36.60 4203 | RECREATION LEADER | L-1 | 16.12 | 24.58 4204 | LIFEGUARD | L-1 | 16.12 | 24.58 4209 | RECREATION SPECIALIST | L-2 | 17.35 | 26.47 (Admin. Code 1967, § A8.3.5; Ord. No. 35144, 7-3-68; Ord. No. 36084, 11-22-68; Ord. No. 37057, 7-18-69; Ord. No. 37434, 10-24-69; Ord. No. 38362, 7-2-70; Ord. No. 39080, 12-23-70; Ord. No. 40567, 12-23-71; Ord. No. 42072, 1-5-73; Ord. No. 43913, 4-5-74; Ord. No. 44662, 10-18-74; Ord. No. 45258, 4-11-75; Ord. No. 45485, 5-23-75; Ord. No. 45640, 7-17-75; Ord. No. 46118, 12-19-75; Ord. No. 46692, 6-10-76; Ord. No. 47887, 6-3-77; Ord. No. 49124, 5-18-78; Ord. No. 49767, 11-16-78; Ord. No. 50374, 5-18-79; Ord. No. 51458, 4-11-80; Ord. No. 52630, 4-3-81; Ord. No. 53883, 4-23-82; Ord. No. 54950, 4-15-83; Ord. No. 56383, 4-27-84; Ord. No. 56538, 6-7-84; Ord. No. 57425, 1-24-85; Ord. No. 57638, 3-28-85; Ord. No. 59191, 4-4-86; Ord. No. 60742, 4-9-87; Ord. No. 64597, 9-21-89; Ord. No. 65110, 1-25-90; Ord. No. 65346, 4-12-90; Ord. No. 910591, 5-16-91; Ord. No. 920350, 4-16-92; Ord. No. 930281, 4-15-93; Ord. No. 940593, 6-16-94; Ord. No. 941132, § 1, 9-8-94; Ord. No. 950421, § 1, 4-20-95; Ord. No. 951100, § 1, 8-24-95; Ord. No. 951284, § 1, 9-28-95; Ord. No. 960417, § 1, 5-2-96; Ord. No. 970435, § 1, 4-17-97; Ord. No. 980400, § 1, 4-16-98; Ord. No. 990246, § 1, 3-25-99; Ord. No. 991242, § 1, 9-30-99; Ord. No. 001368, § 1, 10-19-00; Ord. No. 010259, § 1, 2-20-01; Ord. No. 011415, § 1, 10-25-01; Ord. No. 020968, § 1, 8-15-02; Ord. No. 030869, § 1, 8-21-03; Ord. No. 031183, § 1, 10-30-03; Ord. No. 050222, § 1, 3-3-05; Ord. No. 051344, § 1, 11-10-05; Ord. No. 060130, § 1, 2-9-06; Ord. No. 060384, § 1, 4-13-06; Ord. No. 060904, § 1, 8-24-06; Ord. No. 070724, § 1, 7-19-07; Ord. No. 071238, § 1, 11-29-07; Ord. No. 080360, § 1, 4-17-08; Ord. No. 080839, § 1, 9-4-08; Ord. No. 080983, § 1, 10-16-08; Ord. No. 090271, § 1, 4-16-09; Ord. No. 100274, §§ 1, 2, 4-15-10; Ord. No. 110241, § 1, 4-14-11; Ord. No. 110805, § 1, 10-27-11; Ord. No. 120262, § 1, 3-29-12; Ord. No. 120305, § 1, 4-12-12; Ord. 130266, § 2, 4-11-13; Ord. No. 140240, § 1, 4-10-14; Ord. No. 140905, § 1, 10-30-14; Ord. No. 160230, § 1, 4-14-16; Ord. No. 160706, § 1, 9-29-16; Ord. No. 160822, § 1, 11-3-16; Ord. No. 170236, § 1, 4-20-17; Ord. No. 170848, § 1, 11-2-17; Ord. No. 180848, § 1, 11-29-18; Ord. No. 190244, § 1, 4-18-19; Ord. No. 190891, § 1, 11-7-19; Ord. No. 200904, § 1, 11-5-20; Ord. No. 210685, § 1, 9-23-21; Ord. No. 220011, § 1, 1-13-22; Ord. No. 220166, § 1, 3-3-22; Ord. No. 220482, § 1, 6-9-22; Ord. No. 220569, § 1, 7-14-22; Ord. No. 220666, § 1, 8-11-22; Ord. No. 230026, § 1, 1-19-23; Ord. No. 230311, § 1, 4-20-23; Ord. No. 230553, § 1, 7-13-23; Ord. No. 231046, § A, 2-8-24; Ord. No. 240460, § 1, 6-6-24; Ord. No. 241033, § 1, 12-12-24; Ord. No. 260076, § 3, 3-12-26; Ord. No. 260372, § 1, 5-7-26)

Kansas City Code § 2-1080 Salary schedules for occupational group classified as labor, labor supervision, and trades, with class code, class title, and pay grade therein.

Sec. 2-1080. - Salary schedules for occupational group classified as labor, labor supervision, and trades, with class code, class title, and pay grade therein. The following schedules are hereby adopted as the salary schedules for the following classes of positions as set out below by class code number, class title, and pay grade therein: (1) For those classes of positions within the managerial, professional, supervisory, and/or confidential group: CLASS CODE | CLASS TITLE | PAY GRADE | MONTHLY MINIMUM | MONTHLY MAXIMUM (5XXX) LABOR AND LABOR SUPERVISION 5115 | GENERAL SUPERVISOR | NE6 | 4380 | 6569 5116 | INFRASTRUCTURE SUPERINTENDENT | EX4 | 5910 | 9010 5118 | AREA SUPERINTENDENT | EX4 | 5910 | 9010 5211 | MAINTENANCE SUPERVISOR | NE8 | 5301 | 7949 5215 | MAINTENANCE SUPERINTENDENT | EX4 | 5910 | 9010 5216 | FACILITIES OPERATIONS MANAGER | EX5 | 6619 | 9929 5221 | SENIOR ELECTRONICS TECHNICIAN | NE7 | 4819 | 7228 5235 | FLEET SUPERVISOR | NE8 | 5301 | 7949 5236 | FLEET OPERATIONS MANAGER | EX4 | 5910 | 9010 5240 | FLEET ASSET SUPERINTENDENT | EX6 | 7413 | 11120 5263 | ELECTRICAL MAINTENANCE SUPERVISOR | NE8 | 5301 | 7949 5297 | BUILDING MAINTENANCE SUPERVISOR | NE6 | 4380 | 6569 5310 | CDL TRAINER | NE6 | 4380 | 6569 5315 | TRANSPORTATION SUPERVISOR | NE5 | 3981 | 5973 5427 | CHIEF PLANT OPERATOR | NE8 | 5301 | 7949 5430 | TREATMENT PLANT SUPERINTENDENT | EX3 | 5276 | 7914 5431 | UTILITY SUPERVISOR | NE7 | 4819 | 7228 5432 | UTILITY SUPERINTENDENT | EX6 | 7413 | 11120 5730 | FORESTER | NE7 | 4819 | 7228 5731 | CITY FORESTER | EX4 | 5910 | 9010 5752 | HISTORICAL ARCHIVIST | NE6 | 4380 | 6569 (2) For those classes of positions covered by the provisions of the memorandum of understanding between the city and Local 500-American Federation of State, County, and Municipal Employees: CLASS CODE | CLASS TITLE | PAY GRADE | HOURLY MINIMUM | HOURLY MAXIMUM (5XXX) LABOR AND TRADES 5104 | SUPPORTED EMPLOYEE LABOR WORKER L-1 | 16.12 | 24.58 5105 | GENERAL LABORER | L-1 | 16.12 | 24.58 5108 | MAINTENANCE WORKER | L-4 | 19.27 | 29.39 5111 | LABOR LEADER | L-6 | 22.61 | 34.38 5202 | INDUSTRIAL MAINTENANCE TECHNICIAN | L-8 | 26.10 | 39.82 5204 | MAINTENANCE REPAIRER | L-5 | 20.10 | 30.64 5210 | MAINTENANCE MECHANIC | L-6 | 22.61 | 34.38 5220 | ELECTRONICS TECHNICIAN | L-6 | 22.61 | 34.38 5224 | FLEET MAINTENANCE TECHNICIAN | L-6 | 22.61 | 34.38 5229 | BODY REPAIRER | L-7 | 23.98 | 36.60 5230 | SENIOR FLEET MAINTENANCE TECHNICIAN | L-8 | 26.10 | 39.82 5233 | FUEL TELEMATICS TECHNICIAN | L-8 | 26.10 | 39.82 5260 | MAINTENANCE ELECTRICIAN | L-8 | 26.10 | 39.82 5268 | VIDEOGRAPHER | L-7 | 23.98 | 36.60 5286 | CRAFTS PERSON | L-6 | 22.61 | 34.38 5294 | BUILDING MAINTENANCE WORKER | L-3 | 18.37 | 28.01 5302 | BUS OPERATOR TRAINEE | L-1 | 16.12 | 24.58 5304 | EQUIPMENT OPERATOR | L-5 | 20.10 | 30.64 5308 | SENIOR EQUIPMENT OPERATOR | L-6 | 22.61 | 34.38 5309 | BUS OPERATOR | L-3 | 18.37 | 28.01 5404 | METER READER | L-4 | 19.27 | 29.39 5415 | WATER SERVICER | L-6 | 22.61 | 34.38 5416 | WATER SERVICER INSPECTOR | L-7 | 23.98 | 36.60 5421 | UTILITY WORKER | L-4 | 19.27 | 29.39 5422 | PLANT OPERATOR | L-6 | 22.61 | 34.38 5424 | UTILITY REPAIRER | L-5 | 20.10 | 30.64 5426 | SENIOR PLANT OPERATOR | L-7 | 23.98 | 36.60 5428 | UTILITY CREW LEADER | L-7 | 23.98 | 36.60 5429 | UTILITY SPECIALIST | L-6 | 22.61 | 34.38 5507 | SECURITY OFFICER | L-3 | 18.37 | 28.01 5544 | FACILITIES ATTENDANT | L-2 | 17.35 | 26.47 5548 | SENIOR FACILITIES ATTENDANT | L-3 | 18.37 | 28.01 5605 | CONCESSION CLERK | L-1 | 16.12 | 24.58 5724 | FORESTRY TECHNICIAN | L-5 | 20.10 | 30.64 5727 | SENIOR FORESTRY TECHNICIAN | L-6 | 22.61 | 34.38 U= Unclassified position. (Admin. Code 1967, § A8.3.6; Ord. No. 35144, 7-3-68; Ord. No. 37057, 7-18-69; Ord. No. 38362, 7-2-70; Ord. No. 39080, 12-23-70; Ord. No. 40567, 12-23-71; Ord. No. 42072, 1-5-73; Ord. No. 43913, 4-5-74; Ord. No. 44662, 10-18-74; Ord. No. 45258, 4-11-75; Ord. No. 45485, 5-23-75; Ord. No. 45640, 7-17-75; Ord. No. 45920, 10-9-75; Ord. No. 46118, 12-19-75; Ord. No. 46692, 6-10-76; Ord. No. 46749, 6-24-76; Ord. No. 47887, 6-3-77; Ord. No. 49124, 5-18-78; Ord. No. 49767, 11-16-78; Ord. No. 50374, 5-18-79; Ord. No. 51458, 4-11-80; Ord. No. 52630, 4-3-81; Ord. No. 53883, 4-23-82; Ord. No. 54950, 4-15-83; Ord. No. 56383, 4-27-84; Ord. No. 56538, 6-7-84; Ord. No. 57425, 1-24-85; Ord. No. 57638, 3-28-85; Ord. No. 59191, 4-4-86; Ord. No. 60742, 4-9-87; Ord. No. 62335, 4-21-88; Ord. No. 65110, 1-25-90; Ord. No. 65346, 4-12-90; Ord. No. 910591, 5-16-91; Ord. No. 920350, 4-16-92; Ord. No. 930281, 4-15-93; Ord. No. 940593, 6-16-94; Ord. No. 941132, § 1, 9-8-94; Ord. No. 950421, § 1, 4-20-95; Ord. No. 951100, § 1, 8-24-95; Ord. No. 951284, § 1, 9-28-95; Ord. No. 960417, § 1, 5-2-96; Ord. No. 970435, § 1, 4-17-97; Ord. No. 980400, § 1, 4-16-98; Ord. No. 990246, § 1, 3-25-99; Ord. No. 991242, § 1, 9-30-99; Ord. No. 001368, § 1, 10-19-00; Ord. No. 011415, § 1, 10-25-01; Ord. No. 020254, § 1, 3-28-02; Ord. No. 031183, § 1, 10-30-03; Ord. No. 040873, § 1, 8-5-04; Ord. No. 050222, § 1, 3-3-05; Ord. No. 051344, § 1, 11-10-05; Ord. No. 060130, § 1, 2-9-06; Ord. No. 060904, § 1, 8-24-06; Ord. No. 071238, § 1, 11-29-07; Ord. No. 080360, § 1, 4-17-08; Ord. No. 080983, § 1, 10-16-08; Ord. No. 090271, § 1, 4-16-09; Ord. No. 090514, § 1, 6-11-09; Ord. No. 100274, §§ 1, 2, 4-15-10; Ord. No. 110241, § 1, 4-14-11; Ord. No. 110805, § 1, 10-27-11; Ord. No. 120262, § 1, 3-29-12; Ord. No. 120305, § 1, 4-12-12; Ord. No. 121012, § 1, 12-20-12; Ord. No. 130266, § 1, 4-11-13; Ord. No. 140240, § 1, 4-10-14; Ord. No. 140905, § 1, 10-30-14; Ord. No. 160230, § 1, 4-14-16; Ord. No. 160706, § 1, 9-29-16; Ord. No. 160822, § 1, 11-3-16; Ord. No. 170236, § 1, 4-20-17; Ord. No. 170848, § 1, 11-2-17; Ord. No. 180848, § 1, 11-29-18; Ord. No. 190244, § 1, 4-18-19; Ord. No. 190891, § 1, 11-7-19; Ord. No. 200904, § 1, 11-5-20; Ord. No. 210685, § 1, 9-23-21; Ord. No. 220166, § 1, 3-3-22; Ord. No. 220569, § 1, 7-14-22; Ord. No. 230026, § 1, 1-19-23; Ord. No. 230311, § 1, 4-20-23; Ord. No. 230553, § 1, 7-13-23; Ord. No. 231046, § A, 2-8-24; Ord. No. 241033, § 1, 12-12-24; Ord. No. 260372, § 1, 5-7-26)

Kansas City Code § 2-1080.5 Classification code for limited-term employment contracts.

Sec. 2-1080.5. - Classification code for limited-term employment contracts. (a) The following classification code and position title are for the employees that provide city service through a limited-term employment contract negotiated by a city department: Class Code | Position Title 6000 | Limited Term Contract Employee (b) Each department is responsible for recruiting, negotiating compensation, and hiring its own limited-term employment contracts in accordance with rules established by the director of human resources. (c) Limited-term employment contracts are for individuals who provide services to the city for defined periods of time and for services not covered under the city's regular classification service system. (Ord. No. 040366, § 1, 4-8-04)

Kansas City Code § 2-1081 Salary schedule for elective positions in the city service.

Sec. 2-1081. - Salary schedule for elective positions in the city service. (a) The following schedule for elective positions in the city service is hereby adopted as the standard annual salary schedule for the following positions in the city service as set out herein below: CLASS CODE | POSITION TITLE | ANNUAL SALARY 0005 | ELECTIVE JUDGE OF MUNICIPAL COURT | $180,602.00 0005 | ELECTIVE HOUSING COURT JUDGE OF MUNICIPAL COURT | $135,452.00 (b) This annual salary will remain the same and will not be increased at the beginning of any new fiscal year until the salary of a Missouri circuit court judge exceeds this salary. At the beginning of any new fiscal year after the salary of a Missouri circuit court judge exceeds the salary listed in subsection (a), the annual salary of a judge of the municipal court shall equal the salary of a circuit court judge. (c) The annual salary of the part-time housing court judge set out above is based upon a thirty (30) hour workweek. This annual salary may be enlarged from time to time to accommodate changes in workload as designated by council pursuant to the formula provided in section 2-1404, Code of Ordinances. (Admin. Code 1967, § A8.3.7; Ord. No. 37057, 7-18-69; Ord. No. 39556, 4-7-71; Ord. No. 40567, 12-23-71; Ord. No. 42072, 1-5-73; Ord. No. 43913, 4-5-74; Ord. No. 44662, 10-18-74; Ord. No. 45640, 7-17-75; Ord. No. 46692, 6-10-76; Ord. No. 47887, 6-3-77; Ord. No. 49123, 5-18-78; Ord. No. 50092, 3-2-79; Ord. No. 50093, 3-30-79; Ord. No. 51526, 5-8-80; Ord. No. 52631, 4-10-81; Ord. No. 54950, 4-15-83; Ord. No. 56383, 4-27-84; Ord. No. 57638, 3-28-85; Ord. No. 58127, 8-1-85; Ord. No. 59191, 4-4-86; Ord. No. 60742, 4-9-87; Ord. No. 61100, 6-12-87; Ord. No. 62538, 6-23-88; Ord. No. 65110, 1-25-90; Ord. No. 65346, 4-12-90; Ord. No. 910591, 5-16-91; Ord. No. 920350, 4-16-92; Ord. No. 930281, 4-15-93; Ord. No. 940593, 6-16-94; Ord. No. 941132, § 1, 9-8-94; Ord. No. 950421, § 1, 4-20-95; Ord. No. 951100, § 1, 8-24-95; Ord. No. 960417, § 1, 5-2-96; Ord. No. 970435, § 1, 4-17-97; Ord. No. 980400, § 1, 4-16-98; Ord. No. 990246, § 1, 3-25-99; Ord. No. 000542, § 1, 4-20-00; Ord. No. 050424, § 1, 4-21-05; Ord. No. 060384, § 1, 4-13-06; Ord. No. 070366, § 1, 3-22-07; Ord. No. 080360, § 1, 4-17-08; Ord. No. 090271, § 1, 4-16-09; Ord. No. 100274, §§ 1, 2, 4-15-10; Ord. No. 110111, § 1, 2-24-11; Ord. No. 120305, § 1, 4-12-12; Ord. No. 160552, § 1, 8-11-2016; Ord. No. 200234, § 1, 4-2-20; Ord. No. 220341, § 1, 4-21-22; Ord. No. 230553, § 2, 7-13-23; Ord. No. 260372, § 1, 5-7-26)

Kansas City Code § 2-1082 Salary schedule for council members.

Sec. 2-1082. - Salary schedule for council members. (a) The following schedule for council members in the city service is hereby adopted as the standard annual salary schedule for the following positions in the city service as set out herein below: Class Code | Position Title | Annual Salary 0001 | Elective Council Member | $87,000.00 (b) This annual salary will remain the same and will not be increased at the beginning of each new fiscal year; however this annual salary shall be adjusted at the beginning of each four-year term of office for the positions by a percentage equal to any percentage increase given to the position of elective mayor at that time. (c) The council members may also receive a monthly automobile allowance which will be adjusted at the beginning of each fiscal year according to the prior year's Kansas City Consumer Price Index. (Admin. Code 1967, § A8.3.7.1; Ord. No. 52467, 9-10-81; Ord. No. 60693, 3-20-87; Ord. No. 910291, 3-28-91; Ord. No. 950437, § A, 4-6-95; Ord. No. 990488, § 1, 4-8-99; Ord. No. 050424, § 1, 4-21-05; Ord. No. 060384, § 1, 4-13-06; Ord. No. 080360, § 1, 4-17-08; Ord. No. 090271, § 1, 4-16-09; Ord. No. 100274, §§ 1, 2, 4-15-10; Ord. No. 110111, § 1, 2-24-11; Ord. No. 190503, § 1, 7-11-19; Ord. No. 230553, § 3, 7-13-23)

Kansas City Code § 2-1082.5 Waiver.

Sec. 2-1082.5. - Waiver. Notwithstanding the provisions of section 2-1082, a councilmember may elect to waive all or part of the salary or monthly automotive allowance provided in section 2-1082. Such election shall be made by sending written notice to the director of finance and the director of human resources specifying the extent of the waiver and period of such waiver shall apply. (Ord. No. 960200, § A, 3-14-96)

Kansas City Code § 2-1083 Salary schedule for mayor.

Sec. 2-1083. - Salary schedule for mayor. (a) The following schedule for mayor in the city service is hereby adopted as the standard annual salary schedule for the following positions in the city service as set out herein below: Class Code | Position Title | Annual Salary 0003 | Elective Mayor | $174,000.00 (b) This annual salary will remain the same and will not be increased at the beginning of each new fiscal year; however, this annual salary shall be adjusted at the beginning of each four-year term of office for the position to be equal to the salary of a member of the United States House of Representatives. (c) The mayor may also receive a monthly automobile allowance which will be adjusted at the beginning of each fiscal year according to the prior year's Kansas City Consumer Price Index. (Admin. Code 1967, § A8.3.7.2; Ord. No. 53303, 10-1-81; Ord. No. 60694, 3-20-87; Ord. No. 910291, 3-28-91; Ord. No. 950437, § A, 4-6-95; Ord. No. 990488, § 1, 4-8-99; Ord. No. 050424, § 1, 4-21-05; Ord. No. 060384, § 1, 4-13-06; Ord. No. 080360, § 1, 4-17-08; Ord. No. 090271, § 1, 4-16-09; Ord. No. 100274, §§ 1, 2, 4-15-10; Ord. No. 110111, § 1, 2-24-11; Ord. No. 190503, § 1, 7-11-19; Ord. No. 230553, § 4, 7-13-23)

Kansas City Code § 2-1084 Compensation fees for positions in special appeal and examining boards of unclassified service.

Sec. 2-1084. - Compensation fees for positions in special appeal and examining boards of unclassified service. The following compensation fees for positions in the special appeal and examining boards of the unclassified service are hereby adopted as the standard compensation fees for all such positions in the city's service: Class Code | Class Title | Standard Basic Salary Minimum/Maximum 910 | Assessment Examiner | $25.00 per day. 911 | Member, earnings tax board of review | $25.00 for each officially held meeting he attends, the total compensation not to exceed $100.00 for service in any one calendar month. 912 | Member, board of radio and/or television examiners | $20.00 for each officially held meeting he attends, total compensation not to exceed $60.00 for service in any one calendar month. 920 | Member, board of review (liquor control) | $25.00 for each day or part of a day he is actually engaged in discharging the duties of the board of review. 930 | Member, human resources board | $20.00 for each day on which he attends an officially held board meeting, the total not to exceed a maximum of $1,600.00 per fiscal year. 940 | Member, air pollution advisory board and air pollution board of appeals | $10.00 for each officially held meeting he attends, the total compensation not to exceed $40.00 for services in any one calendar month. _____ (Admin. Code 1967, § A8.3.10; Ord. No. 34829, 2-23-68; Ord. No. 47637, 4-29-77; Ord. No. 971285, § 4, 9-18-97)

Kansas City Code § 2-1085 Amendments to compensation plan.

Sec. 2-1085. - Amendments to compensation plan. (a) Prior to the preparation of each annual budget, as well as at other times, the director of human resources shall make such comparative studies as are necessary, or as instructed by the city manager to make, concerning the factors affecting the levels of salaries in the municipal service. On the basis of the information derived from such studies the director of human resources shall recommend to the city manager such changes in the pay plan as are pertinent to the fairness and adequacy of the overall salary structure. Any officer or employee in the municipal service may initiate requests for amendment of the pay plan to the director of human resources. (b) In arriving at such salary recommendations, the human resources director shall take into consideration the advice and suggestions of department heads and appointing officers as to the duties, degree of responsibility and working conditions involved; also the prevailing rates of pay for similar kinds of work in private establishments in the city and in other public employments, the current cost of living, and the financial condition of the city and the effect of any change in the salary schedule for specific classes on the salary appropriations and expenditures. (c) Such recommendations by the director of human resources for amendment of any salary schedule for specific classes of the pay plan shall be submitted to the city council by the city manager. If approved by the city council, these amendments shall become part of the compensation plan and shall become the current official salary schedules applicable to the respective class schedules as enumerated therein, and shall be used by all departments in connection with all payrolls, budget estimates and official records and reports relating to salaries and wages of positions of the city service. It shall be the policy of the city council either to increase or to reduce the salary or wage rate of all positions in any specific class uniformly and not to increase the rate of pay of any class beyond the rate in the next higher class nor to reduce the pay of any class below the rate of pay fixed for the next lower class in the same occupational group and service. (Admin. Code 1967, § A8.4; Ord. No. 971285, § 4, 9-18-97)

Kansas City Code § 2-1086 Interpretation and application of compensation plan.

Sec. 2-1086. - Interpretation and application of compensation plan. (a) Rates. All rates prescribed in the grades of pay for city officers and employees represent the total remuneration, including pay in every form authorized for full-time employment except as otherwise set forth in this section. Where employment in a position is on a part-time basis, that is, where the week's work is less than an ordinary workweek or where the day's work on a continuing basis consists of less than the ordinary number of working hours of an ordinary working day, such service shall be compensated on the basis of the equivalent hourly rate for full-time employment. (b) Equivalent compensation. It shall be permissible, in the interest of the service, to pay equivalent compensation on any other time basis than that specified in the salary range; provided that, in determining the equivalent rate on a different time basis, the relative earnings for full-time employment during a given period of time shall be taken as determining equivalency. (c) Minimum and maximum rates. Under each salary schedule there is set forth a minimum and maximum salary rate. Advancement to the maximum rate for the class shall be made on the basis of an annual evaluation report and efficiency. However, the director of human resources has the authority to approve pay bands within a pay range as requested by directors that have department specific job classifications. The director of human resources shall set the minimum and maximum salary rate of each pay band. Movement between the pay bands will be based on meeting the specific departmental criteria. (d) Beginning salary. Original appointment above the minimum salary rate for a class may be made upon the approval of the department director and must be requested, reviewed, and approved by the director of human resources prior to the job offer, subject to the following conditions: (1) The applicant must exceed the educational and experience requirements for the position as set out in the official class specifications. (2) The department is responsible for ensuring internal equity within that job class and among other relevant job classes and complying with applicable employment laws. (3) If the applicant, chosen by the department director, cannot be hired in the lower 50 percent of the pay range for a class, the department director shall refer the applicant to the director of human resources for a determination. (4) If the applicant, chosen by the department director, cannot be hired in the lower 70 percent of the pay range for a class, the department director shall refer the application to the human resources committee for a determination. (5) When any former employee is considered for reemployment in a class in which he was previously employed, the department director may authorize an appointment above the minimum salary rate of pay for the class subject to the conditions set forth in this subsection. (6) The department director and the director of human resources shall keep a record of all cases of employment above the minimum rate. (e) Salary advancements. If funds are available, salary increases within the appropriate pay grade may be given on an employee's pay anniversary date if the employee has received a "met overall expectations" or higher evaluation rating on the last annual employee appraisal report. (1) Classified employees considered non-exempt under the Fair Labor Standards Act and covered by the collective bargaining agreement with Local Union 500, AFSCME AFL-CIO, who receive an overall performance appraisal mark of at least a "meets expectations" on their annual employee appraisal report shall receive an increase in accordance with the collective bargaining agreement in effect at the time, in addition to any other pay agreements in effect. (2) Classified employees considered non-exempt under the Fair Labor Standards Act who receive at least a "meets expectations" overall rating on their employee appraisal report shall receive an increase within their salary schedule as determined by the pay provisions in effect at that time or as determined by the city manager. Employees who are at the maximum of their salary schedule when they receive their annual performance appraisal shall be eligible for a one-time cash payment commensurate to the percent of the base pay increase that they would have been eligible for on their annual performance appraisal had they not been at the maximum of the pay grade. (3) Classified employees considered exempt from certain overtime provisions of the Fair Labor Standards Act, except for fire management, who receive at least a "met overall expectations" evaluation rating on their annual appraisal report shall receive an increase within their salary schedule as determined by the pay provisions in effect at that time or as determined by the city manager. Employees who are at the maximum of their salary schedule when they receive their annual performance appraisal shall be eligible for a one-time cash payment commensurate to the percent of the base pay increase that they would have been eligible for on their annual performance appraisal had they not been at the maximum of the pay grade. (4) Unclassified employees who receive at least a "meets overall expectations" evaluation rating on their employee appraisal report shall receive an increase within their salary schedule as determined by the pay provisions in effect at that time or as determined by the city manager. Employees who are at the maximum of their salary schedule when they receive their annual performance appraisal shall be eligible for a one-time cash payment commensurate to the percent of the base pay increase that they would have been eligible for on their annual performance appraisal had they not been at the maximum of the pay grade. (5) Classified employees considered non-exempt under the Fair Labor Standards Act and covered by collective bargaining agreement with Local Union 42, IAFF, and who receive an overall performance appraisal mark of at least a "meets expectations" on their annual employee appraisal report shall receive an increase in accordance with the collective bargaining agreement in effect at the time, in addition to any other pay agreements in effect (6) Classified employees covered by the collective bargaining agreement with Local Union 3808, IAFF, and who receive an overall performance appraisal mark of at least "meets expectations" on their annual employee appraisal report shall receive an increase in accordance with the collective bargaining agreement in effect at the time, in addition to any other pay agreements in effect. For employees considered non-exempt under the FLSA, an increase may be delayed not to exceed 90 calendar days from the pay anniversary date provided the department head furnishes justification for the action to the concerned employee and the human resources director. Employees considered exempt under FLSA receiving an evaluation rating "failed to meet overall expectations" on their annual employee appraisal report will not receive an increase for that year of service. Employees receiving two consecutive overall "failed to meet expectations" evaluation ratings will be recommended for termination. Salary increases shall take effect on the employee's pay anniversary date. (f) Pay increases for exceptional service. (1) Additional pay increases within the pay grade may be granted to recognize exceptional service rendered by employees considered non-exempt under FLSA of up to four percent for those not covered under a collective bargaining agreement or for those employees covered under a collective bargaining agreement, the increase shall be made in accordance with the provisions of the CBA in effect. The department head concerned shall make increases for exceptional service only after written justification and documentation has been provided to the director of human resources. (2) Each department shall prepare specific criteria for granting pay increases for exceptional service applicable to the department's work. After completion of the initial probationary period all regular employees covered by the FLSA are eligible for consideration for a pay increase to recognize exceptional service rendered. A pay increase for exceptional service work shall not constitute a new pay anniversary date for the employee concerned. An employee may receive only one pay increase for exceptional service within the pay grade in any 12-month period from award. (3) Pay increases for exceptional service may not exceed five percent of the total average number of regular employees eligible for exceptional services increases assigned to a department in any fiscal year, except that in a department with less than ten employees covered by the FLSA not more than one exceptional service pay increase may be granted in any fiscal year. (4) Department heads shall maintain appropriate records to demonstrate adherence with this subsection (f). Pay increases for exceptional service shall be funded out of existing departmental budgets. (g) Payments by other agencies. In any case in which part of the compensation for services in a position, exclusive of overtime services, is paid by another department or division or an outside agency such as the county, the state or the federal government, or from a different fund or account, any such payments shall be deducted from the compensation of the employee concerned, to the end that the total compensation paid to any employee from all sources combined, for any period, shall not exceed the amount payable at the rate prescribed for the class of position to which the employee is certified and assigned. (h) Salary rate upon promotion, transfer or demotion. (1) Definition of promotion and demotion. a. Promotion. When an employee moves from one position to a vacant position having a higher maximum rate. b. Demotion. When an employee moves from one position to a vacant position having a lower maximum rate than the position previously vacated. (2) In the case of promotion for those employees not covered under a CBA, the rate of pay of the promoted employee shall be increased by four percent for each higher pay grade up to a maximum of three grades totaling 12 percent. Those who are within six months of their next pay anniversary date when promoted shall receive an additional two percent increase. (3) In the case of a promotion in which the employee moves from a non-exempt position to an exempt position, the rate of pay of the promoted employee shall be increased by eight percent. Employees within six months of their next pay anniversary date when promoted shall receive an additional two percent increase. (4) In the case of a promotion in which the employee moves from a bargaining unit position to a management non-exempt position or vice versa, the rate of pay of the promoted employee shall be increased by eight percent. Those employees promoting to a management non-exempt position within six months of their next pay anniversary date when promoted shall receive an additional two percent increase. (5) If an employee receives a promotion that falls under subsections (2), (3), or (4): a. Decisions for the employee to receive a rate of pay higher than provided in subsections (2), (3), or (4) up to 50 percent shall be at the discretion of the department director. b. The department director may make a request to the director of human resources that the employee receive a rate of pay increase between 50 percent and up to 70 percent of the pay range for a class and approval of such request shall be at the discretion of the director of human resources. c. The department director may make a request to the human resources committee that the employee receive a rate of pay increase at a percentage 70 percent or greater of the pay range for a class and approval of such request shall be at the discretion of the human resources committee. (6) In the case of transfer, the employee's pay rate will remain unchanged at the time of transfer. (7) In the case of demotion, the rate of the demoted employee shall be reduced by four percent per grade for a maximum of three grades, totaling 12 percent. (8) In the case of demotion in which the employee moves from an exempt position to a non-exempt position, the rate of pay of the demoted employee shall be decreased by eight percent. (9) In the case of demotion in which the employee moves from a management non-exempt position to a bargaining unit position or vice versa, the rate of pay of the demoted employee shall be decreased by eight percent. (10) An employee who is demoted involuntarily due to misconduct or unsatisfactory performance shall not be eligible for promotion or a merit increase for a period of one year from the time of demotion. (11) An employee who is demoted as a result of a reasonable job accommodation shall not have the rate of pay decreased unless the maximum of the new job classification is below the current salary. In such case, the employee will be moved to the maximum of the new pay range. (12) In all cases, the new rate shall be at least the minimum and not more than the maximum of the new pay grade. a. If the salary change does not place the employee on a step in a bargaining unit position, the employee will move to the next higher step except as specifically provided otherwise in this section. (i) Salary rate upon promotion, transfer or demotion for employees covered under a collective bargaining agreement. Promotions, demotions and transfers shall be made in accordance with the provisions of the CBA in effect. (j) Part-time and temporary employment. Part-time or temporary employees shall be compensated on the basis of the equivalent hourly rate paid for full-time employment and shall be paid for only those hours which they actually work. (k) Total remuneration. Any salary rate established for an officer or employee shall be the total remuneration for the officer or employee, not including reimbursement for official travel. Except as otherwise provided in this article, no officer or employee shall receive pay from the city in addition to the salary authorized under the schedules provided in the pay plan for services rendered by him, either in the discharge of his ordinary duties or any additional duties which may be imposed upon him or which he may undertake or volunteer to perform. Nothing contained in this subsection shall be deemed to prohibit payments to employees pursuant to section 2-981 or payments or awards to employees made pursuant to an approved safety incentive program of the city manager's employee safety board, nor shall there be any prohibition to provide for the eligibility for a top performance executive bonus program or other incentive plans for managers as executed by the city manager. Upon attainment of goals/incentives, employees allocated to classes covered by the provisions of the work agreement between the city and Local 500-American Federation of State, County and Municipal Employees are eligible to receive bonus/incentive payments in accordance with the provisions of the work agreement in effect. (l) Accelerated salary advancements. An increase in compensation rate, within the limits provided in the pay grade for a class, may be granted at any time by the city manager, following the completion of the employee's initial probationary period. The city manager, in any given fiscal quarter, shall not grant accelerated salary increases for employees in the classified system in excess of $20,000.00, and they shall keep a record of the increases they have granted pursuant to this subsection. (m) Incentive programs. The department director, with the approval of the human resources director, may establish incentive plans for performance and achievement levels. These plans may include monetary awards and salary increases. (n) On-call pay. A department director, with the approval of the human resources director, may establish an on-call pay plan for situations that require employees to remain fit-for-duty and available to respond to emergency call-in situations in a timely manner for a period of 24 hours. (o) Shift differential. Classified non-exempt employees not covered under a CBA will receive the following shift differential: (1) $1.10 per hour for shifts beginning between 2:00 p.m. through 8:59 p.m. (2) $1.20 per hour for shifts beginning between 9:00 p.m. through 3:59 a.m. (3) $1.75 per hour for working a weekend shift. A designated weekend shift is defined as any shift that starts on or after 2:00 p.m., on Friday, and continuing through any shift that starts on or before, but not after 8:59 p.m., on Sunday. (Admin. Code 1967, § A8.5; Ord. No. 33223, 10-21-66; Ord. No. 33546, 2-24-67; Ord. No. 35369, 6-14-68; Ord. No. 37780, 2-6-70; Ord. No. 40860, 3-3-72; Ord. No. 46692, 6-10-76; Ord. No. 50374, 5-18-79; Ord. No. 56383, 4-27-84; Ord. No. 951687, § 1, 1-4-96; Ord. No. 971285, § 4, 9-18-97; Ord. No. 971650, § 1, 12-11-97; Ord. No. 991241, § 1, 9-30-99; Ord. No. 991458, § 1, 11-23-99; Ord. No. 001368, § 4, 10-19-00; Ord. No. 010456, § 1, 6-21-01; Ord. No. 020254, § 1, 3-28-02; Ord. No. 020520, § 1, 5-2-02; Ord. No. 031183, § 1, 10-30-03; Ord. No. 050424, § 1, 4-21-05; Ord. No. 051344, § 1, 11-10-05; Ord. No. 051436, § 1, 12-1-05; Ord. No. 060130, § 1, 2-9-06; Ord. No. 060384, § 1, 4-13-06; Ord. No. 060904, § 1, 8-24-06; Ord. No. 061034, § 1, 10-5-06; Ord. No. 070724, § 1, 7-19-07; Ord. No. 071238, § 1, 11-29-07; Ord. No. 080360, § 1, 4-17-08; Ord. No. 080839, § 1, 9-4-08; Ord. No. 090271, § 1, 4-16-09; Ord. No. 140905, § 1, 10-30-14; Ord. No. 160230, § 1, 4-14-16; Ord. No. 160822, § 1, 11-3-16; Ord. No. 170236, § 1, 4-20-17; Ord. No. 230311, § 1, 4-20-23; Ord. No. 230953, § A, 12-7-23)

Kansas City Code § 2-1087 Deductions from compensation.

Sec. 2-1087. - Deductions from compensation. (a) Authority of director of finance. The director of finance is hereby empowered to withhold all or any part of compensation due any officer or employee of the city when: (1) Authorized by the employee in writing to withhold stated amounts for union dues for employees who are in bargaining units with unions having a written work agreement with the city. Such authorization for union dues deductions shall be revocable in accordance with the provisions of the work agreement then in effect. (2) Authorized in writing by the officer or employee to withhold stated amounts for credit unions, charitable contributions, group insurance or group prepayment plans for health, accident, hospitalization and death benefits, voluntary pension plans, purchase plans for tickets to professional, cultural and athletic series, and United States savings bonds; and when the number of employees authorizing any such individual deduction is sufficient in the opinion of the director of finance and the human resources committee to justify the practice. The authorizations for such deductions as are provided for in this subsection shall remain in force and constitute authority for such deductions until revoked, in writing, by the officer or employee. (3) Required by the laws of the United States of America, the state or this municipality for income taxes, federal old-age and survivors insurance contributions, proceedings in bankruptcy, executions in satisfaction of judgment, levies made by the United States of America, and compulsory pension system contributions. (4) An officer or employee is indebted to the city for delinquent personal taxes or other obligations. (b) Effect. After deductions of such items as are mentioned in subsection (a) of this section, the officer or employee shall be entitled to receive only the amount of compensation due less the amount of such deductions. (c) Disposition of deductions for purchase of United States bonds. The director of finance shall deposit the amounts deducted for the purchase of United States bonds in a special trust fund to the credit of the respective officers and employees so authorizing such deductions. Whenever accumulated credits of any such officer or employee are sufficient to purchase United States bonds, the director of finance shall purchase such bonds for the account of such officer or employee. From time to time, in order to balance the compensation account of any city employee, the director of finance may issue a warrant payable to such employee sufficient to balance such account. The trust fund so established shall be deemed one of the funds of the city, protected and secured by any official bond of the director of finance or the city treasurer. (d) Disposition of other deductions. Deductions made for insurance, charities, credit unions, pension funds, union dues and ticket purchase plans shall within 15 days be remitted to the fund or organization designated to receive such deduction. (Admin. Code 1967, § A8.6; Ord. No. 32260, 1-21-66; Ord. No. 45485, 5-23-75; Ord. No. 971285, § 4, 9-18-97)

Kansas City Code § 2-1088 Overtime and compensatory time.

Sec. 2-1088. - Overtime and compensatory time. All overtime or arrangements for overtime work by city employees shall be approved in advance by the department head or designee. Any employee assigned to perform overtime work in excess of the applicable standard workday or standard workweek may be compensated as follows: (1) Employees considered non-exempt under the Fair Labor Standards Act (FLSA) shall be paid for overtime work at the rate of time and one-half the straight hourly equivalent rate for the assigned position classification. Hours worked in excess of 16 in any workday will be compensated at twice the regularly assigned straight time hourly rate. Employees working a five-day, eight-hour schedule shall be compensated at a rate of two times their regularly assigned straight hourly rate on their seventh consecutive workday. Employees working a four-day, ten-hour schedule shall be compensated at a rate of two times their regularly assigned straight hourly rate on their sixth and seventh consecutive workday. Employees considered exempt under FLSA shall not be paid for overtime work and are not eligible to earn compensatory time. a. Whenever an employee qualified for overtime is called back on an emergency to work after the employee's regular working hour and after the employee has left his last work site, the minimum overtime payment or the minimum compensatory time credit shall be for four hours of work at the rate of time and one-half. b. Employees may be granted equivalent compensatory time off in lieu of cash compensation for overtime worked, subject to the following conditions: 1. Compensatory time may be earned and should be used during the fiscal year. Maximum accumulation of compensatory time is 240 hours, such accumulation being determined by multiplying the overtime hours worked by the appropriate factor or combination of factors until the 240-hour maximum is reached. The factor for time and one-half is 1½; the factor for double time is 2. 2. In that no cash payout of the accumulated compensatory time is intended, all scheduled use of the accumulated time will be completed within a reasonable period, not to exceed two years. Employees may use accumulated compensatory time within a reasonable period after request if such use does not unduly disrupt the operations of the city. While generally the choice of the use of accumulated compensatory time will be mutually agreed upon by the employee and the supervisor, in the event of a conflict, work schedule demands will prevail. 3. When an employee transfers from one department to another, any outstanding compensatory time balance will transfer to the new department, unless the employee transfers to a position that is covered by the collective bargaining agreement under IAFF Local Union 42. 4. When an employee moves from a non-exempt to exempt position, any outstanding compensatory time balance shall be paid out at the non-exempt pay rate. 5. When an employee separates from employment any unused time shall be paid out at the pay rate at the time of separation. (2) Employees in the classified service considered exempt under FLSA in salary grades EX-1 to EX-8 may be granted a one-time cash payment of $400.00 for performing their duties under a declared emergency situation or situations that the city manager deems as immediately essential to the operation of city government. This provision will apply only when hours worked are in excess of 55 in a workweek and conditions do not allow the employee to take equivalent time off. The manager requesting the utilization of this policy must provide a written request documenting the necessity for the payment of the one-time cash payment to the exempt employee. Such payment shall be at the recommendation of the department head and will require the approval of the city manager. (3) Employees allocated to classes covered by the provisions of the collective bargaining agreement between the city and Local 500-American Federation of State, County and Municipal Employees shall be compensated in accordance with the provisions of the agreement in effect. (4) Employees allocated to classes covered by the provisions of the collective bargaining agreement between the city and Local 42-International Association of Fire Fighters shall be compensated in accordance with the provisions of the agreement in effect. (5) Employee allocated to classes covered by the provisions of the collective bargaining agreement between the city and Local 3808—International Association of Fire Fighters shall be compensated in accordance with the provisions of the agreement in effect. (Admin. Code 1967, § A8.6.1; Ord. No. 32666, 5-20-66; Ord. No. 33381, 12-9-66; Ord. No. 34345, 9-1-67; Ord. No. 36083, 11-22-68; Ord. No. 36215, 12-20-68; Ord. No. 37155, 8-29-69; Ord. No. 42731, 5-18-73; Ord. No. 43913, 4-5-74; Ord. No. 45485, 5-23-75; Ord. No. 46692, 6-10-76; Ord. No. 46890, 8-12-76; Ord. No. 57638, 3-28-85; Ord. No. 57940, 5-30-85; Ord. No. 59191, 4-4-86; Ord. No. 910591, 5-16-91; Ord. No. 930281, 4-15-93; Ord. No. 960647, § 1, 9-19-96; Ord. No. 991241, § 1, 9-30-99; Ord. No. 020520, § 1, 5-2-02; Ord. No. 040300, § 1, 4-1-04; Ord. No. 170236, § 1, 4-20-17; Ord. No. 230311, § 1, 4-20-23)

Kansas City Code § 2-1089 Employment by contract.

Sec. 2-1089. - Employment by contract. All contracts for employment of persons not covered by the provisions of the human resources rules and policy manual and this Code shall be approved by the director of human resources and the city manager. (Admin. Code 1967, § A8.7; Ord. No. 971285, § 4, 9-18-97)

Kansas City Code § 2-1090 Liability of city for salaries and wages.

Sec. 2-1090. - Liability of city for salaries and wages. (a) Limitation. Neither the city nor any employee or officer thereof shall obligate the city for salary or wages in excess of the money actually appropriated to a particular department and actually allocated for wages and salaries in such department. (b) Termination of employment. All employment or contracts of employment between any officer or employee and the city shall terminate automatically whenever the money actually appropriated and allocated for the payment of the particular salary or wage concerned has been exhausted or legally encumbered, and there shall be no recovery of salary or wages for service performed after such exhaustion or encumbrance. (Admin. Code 1967, § A8.8)

Kansas City Code § 2-1091 Certificate for wages upon leaving service.

Sec. 2-1091. - Certificate for wages upon leaving service. Any officer or employee who for any cause shall be discharged from or quit the service of the city shall receive at the time of his discharge a certificate from the foreman of the department from which he shall have been discharged, stating the time he has worked and the amount due him from the city for such labor. Such certificate, when assigned in the presence of and attested by the director of finance, shall entitle the assignee thereof to receive such wages as may be due. (Admin. Code 1967, § A8.9)

Kansas City Code § 2-1092 Temporary assignment to higher classification.

Sec. 2-1092. - Temporary assignment to higher classification. Any employee assigned temporarily to work in a regular position in a class with a higher maximum salary than his own shall be compensated as follows: (1) Employees considered non-exempt under the Fair Labor Standards Act (FLSA) shall be compensated at the minimum rate established for the higher class or five percent, whichever is greater, for work performed for one workweek or in the higher class. Employees exempt under FLSA who are assigned to pay grade EX-8 or below shall be compensated at the minimum rate established for the higher class or five percent, whichever is greater, for each two-week work period or more of work performed in the higher class. The following conditions must be met to receive differential pay: a. Any vacant position that requires an employee or employees to work in a higher classification for more than eight weeks will require review and approval by the human resources director. Where practicable, approval should be received prior to the commencement of the assignment. b. Where more than one employee is qualified to perform the work of the higher classification, the city strongly encourages the appointing authority to rotate the assignment among all employees considered eligible, where feasible. c. The employee who is temporarily assigned to serve and actually serves in a higher level position must be fully qualified to perform and must actually perform the full range of duties of the higher level position in order to be eligible for the additional compensation provided for in this subsection. d. No employee shall be assigned to a higher level position entitling the employee to differential pay without the prior approval of the department director or designee. e. In order for an employee to receive additional compensation, an appropriate higher level position must be vacant in the work unit, and the employee must meet the minimum qualifications for the higher level position. (2) Employees allocated to classes covered by the provisions of the collective bargaining agreement between the city and Local 500-American Federation of State, County and Municipal Employees shall be compensated in accordance with the provisions of the agreement in effect. (3) Employees allocated to classes covered by the provisions of the collective bargaining agreement between the city and Local 42-International Association of Fire Fighters shall be compensated in accordance with the provisions of the agreement in effect. (4) Employee allocated to classes covered by the provisions of the collective bargaining agreement between the city and Local 3808-International Association of Fire Fighters shall be compensated in accordance with the provisions of the agreement in effect. (Admin. Code 1967, § A8.10; Ord. No. 32666, 5-20-66; Ord. No. 33224, 10-28-66; Ord. No. 34345, 9-1-67; Ord. No. 36210, 12-20-68; Ord. No. 37348, 10-3-69; Ord. No. 39080, 12-23-70; Ord. No. 42731, 5-18-73; Ord. No. 43913, 4-5-74; Ord. No. 45485, 5-23-75; Ord. No. 46692, 6-10-76; Ord. No. 971285, § 4, 9-18-97; Ord. No. 990976, § 1, 8-5-99; Ord. No. 991241, § 1, 9-30-99; Ord. No. 020520, § 1, 5-2-02; Ord. No. 040873, § 1, 8-5-04; Ord. No. 070480, § 1, 4-26-07; Ord. No. 230311, § 1, 4-20-23)

Kansas City Code § 2-1093 Outside employment generally.

Sec. 2-1093. - Outside employment generally. (a) Restrictions. Outside employment for any full-time city officer or employee during regular assigned working hours is prohibited, except as follows: (1) Leave of absence without pay shall be taken for the duration of such employment pursuant to section 2-1105; and (2) Such employment shall not be detrimental to the best interests of the city; and (3) All officers or employees shall be available for recall to duty from such leave in the event of an emergency occurring during or outside of normal working hours; and (4) Written approval for such outside employment shall be obtained from the department head, from the city manager in the case of a director under his jurisdiction, or from the mayor for all others; or (5) Such outside employment may occur during regular assigned working hours for which an employee has taken vacation leave, subject to the conditions set forth in subsections (a)(2) and (3) of this section; provided, however, the department head is notified of such outside employment. (b) Exclusion. The term "outside employment," as used in this section, shall not include employees elected to or selected for union office or employed by the union as described in section 2-1105(e). Any leave of absence for such employee shall be pursuant to the provisions of section 2-1105. (Admin. Code 1967, § A8.11; Ord. No. 920785, 7-23-92)

Kansas City Code § 2-1094 Additional or outside compensation of employees; temporary employees.

Sec. 2-1094. - Additional or outside compensation of employees; temporary employees. (a) No officer or employee in the city service shall be entitled to any additional salary, fees or other emoluments other than as expressly provided by the Charter or in this chapter for any duty performed or service rendered for the city or about its business or affairs; provided, however, that any officer or employee in the city service with peculiar and exceptional qualifications of a scientific, managerial, professional or educational character, and who is employed in the city service upon a part-time basis, may be further employed and compensated by the city for special services other than and in addition to the services regularly performed by such employee or officer on such part-time basis of employment and compensation. (b) Where an appropriation is made therefor, the head of each department or appointing authority may, with the approval of the personnel committee, hire temporary employees when necessary, to replace employees granted vacations, sick leaves or other leaves of absence, and, for a period not to exceed 60 days, the rate of pay for such temporary employee may be the same rate of pay as the position he is engaged to fill. If such temporary employment shall continue for a period longer than 60 days and such temporary employee is receiving a rate of pay higher than the minimum rate of the position he was engaged to fill, then, after the expiration of such 60-day period, such temporary employee shall be treated as a new employee and, unless otherwise provided by the human resources committee, his rate of pay for the position shall be the minimum provided therefor; provided that such temporary employment shall, so far as practicable, be made from appropriate eligible registers of the human resources department, and, when made, shall be reported to the director of human resources and to the finance department. (Admin. Code 1967, § A8.12; Ord. No. 971285, § 4, 9-18-97)

Kansas City Code § 2-1095 Employment restrictions on city employees involved in inspection or approval of building plans or construction.

Sec. 2-1095. - Employment restrictions on city employees involved in inspection or approval of building plans or construction. (a) No officer, inspector, investigator or other employee of the city shall accept employment, with or without compensation, as an agent, employee, contractor or subcontractor for any individual, partnership, firm, corporation or association, in the preparation of plans or specifications or in the building, construction or repair of any real property, which plans, specifications, building, construction or repair are subject to inspection, investigation, regulation or approval in behalf of the city by such officer or employee in the performance of his duty, or by any other person employed in the enforcement division in which such officer or employee is employed; provided, however, that this prohibition shall not apply to the action of an officer, inspector, investigator or other employee in the performance of his duty in interpreting, explaining or giving advice regarding any city law, ordinance, code, regulation, requirement or practice concerning the subject matter. (b) Any willful violation of this section shall constitute malfeasance in office and any officer or employee found guilty thereof shall thereby forfeit his office or position. (Admin. Code 1967, § A8.13)

Kansas City Code § 2-1096 Pay anniversary dates.

Sec. 2-1096. - Pay anniversary dates. Pay anniversary dates for all present classified city employees as set out and provided in committee substitute for Ordinance No. 29769, passed March 26, 1964, shall remain as provided therein. Pay anniversary dates for all classified city employees employed subsequent to March 26, 1964, and for all new employees shall be their date of employment. The effective date of any future increase or decrease in pay shall constitute a new pay anniversary date, except that increases for exceptional meritorious service are excluded from this provision. (Admin. Code 1967, § A8.14)

Kansas City Code § 2-1097 Working hours.

Sec. 2-1097. - Working hours. (a) Working hours for all regular employees allocated to classes within the managerial, professional, supervisory or confidential group shall be a minimum of 40 hours each week, except as otherwise directed or required by the appointing authority. (b) Working hours for all regular employees allocated to classes covered by the provisions of the work agreement with Local 500-American Federation of State, County and Municipal Employees shall be governed by the work agreement in effect. (c) Working hours for all regular employees allocated to classes covered by the provisions of the work agreement with Local 42-International Association of Fire Fighters shall be governed by the work agreement in effect. (d) The fire chief will work a 40-hour week. Deputy fire chiefs and administrative battalion fire chiefs will work an assigned workweek necessary to carry out the mission of the fire department. (Admin. Code 1967, § A8.15; Ord. No. 33919, 4-28-67; Ord. No. 34084, 6-9-67; Ord. No. 34227, 8-4-67; Ord. No. 36209, 12-20-68; Ord. No. 39080, 12-23-70; Ord. No. 42265, 2-16-73; Ord. No. 43913, 4-5-74; Ord. No. 46692, 6-10-76; Ord. No. 020520, § 1, 5-2-02; Ord. No. 050424, § 1, 4-21-05)

Kansas City Code § 2-1098 Holidays.

Sec. 2-1098. - Holidays. (a) Generally. Employees shall observe and receive their regular compensation for the following holidays: (1) New Year's Day, January 1. (2) Martin Luther King's Birthday observance, the third Monday in January. (3) George Washington's Birthday observance, the third Monday in February. (4) Memorial Day, the last Monday in May. (5) Juneteenth, June 19. (6) Independence Day, July 4. (7) Labor Day, the first Monday in September. (8) Armistice Day, November 11. (9) Thanksgiving Day, the fourth Thursday in November. (10) Day after Thanksgiving, the fourth Friday in November. (11) Christmas Day, December 25. When a holiday occurs on a Saturday, it shall be observed on the preceding Friday. When the holiday occurs on Sunday, it will be observed on the following Monday. Employees required to work on a holiday shall be given compensatory time off or compensated in money, for the time worked on the holiday. (b) Fire management personnel. Employees of the fire department not allocated to classes covered by the provisions of any work agreement between the city and any union shall receive ten hours of holiday pay during the pay period in which the holiday occurs. (c) Local 500 - AFSCME. Employees allocated to classes covered by the provisions of the work agreement between the city and Local 500 - American Federation of State, County and Municipal Employees shall observe and be compensated for holidays in accordance with the provisions of the work agreement in effect. (d) Local 42-IAFF. Employees allocated to classes covered by the provisions of the work agreement between the city and Local 42 - International Association of Fire Fighters shall observe and be compensated for holidays in accordance with the provisions of the work agreement in effect. (e) Local 3808-IAFF Employees allocated to classes covered by the provisions of the work agreement between the city and Local 3808 - International Association of Fire Fighters shall observe and be compensated for holidays in accordance with the provisions of the work agreement in effect. (f) Religious holidays. A regular employee who wishes to observe a religious holiday which is not an official city holiday as set out in this section may take leave not to exceed three days. This leave shall be charged to one of the following in the order listed: (1) Current vacation leave. (2) Leave without pay. (Admin. Code 1967, § A8.16; Ord. No. 38733, 10-2-70; Ord. No. 44754, 11-8-74; Ord. No. 45485, 5-23-75; Ord. No. 46692, 6-10-76; Ord. No. 57494, 2-14-85; Ord. No. 57638, 3-28-85; Ord. No. 020520, § 1, 5-2-02; Ord. No. 051344, § 1, 11-10-05; Ord. No. 051436, § 1, 12-1-05; Ord. No. 060384, § 1, 4-13-06; Ord. No. 070480, § 1, 4-26-07; Ord. No. 080360, § 1, 4-17-08; Ord. No. 210431, § 1, 5-27-21; Ord. No. 220313, § 1, 4-28-22)

Kansas City Code § 2-1099 Vacation leave.

Sec. 2-1099. - Vacation leave. (a) Generally. (1) Amount. a. Vacation leave for all full-time regular employees in the classified or unclassified service, except employees specifically covered elsewhere in this section, allocated to classes within the managerial, professional, supervisory or confidential group shall receive vacation leave annually as follows: After 6 months of service | 40 hours After 1 year of service | 80 hours After 5 years of service | 120 hours After 10 years of service | 136 hours After 15 years of service | 160 hours After 20 years of service | 184 hours b. Employees in a department director, assistant city manager, city clerk or city auditor classification shall receive vacation leave annually as follows: After 6 months of service | 120 hours After 5 years of service | 160 hours After 10 years of service | 216 hours After 15 years of service | 240 hours c. A regular employee appointed to the classified or unclassified service on or prior to the fifteenth day of the month shall receive vacation leave credit beginning on the first day of that month; such employee appointed to the classified or unclassified service subsequent to the fifteenth day of the month shall receive vacation leave credit beginning on the first day of the succeeding month. d. An employee who is compensated for 41 hours or more in a pay period will be credited with the proportionate amount for the pay period. e. A full-time contract employee appointed as a full-time regular employee after June 1, 2002, who has been a resident of Kansas City, Missouri and a full-time contract employee for at least five consecutive years immediately preceding appointment and whose contracts during such period provided vacation leave for the employee: 1. Shall be credited with five years of services for purposes of calculating annual vacation leave under this section; 2. Shall not be considered a new employee for purposes of subsection (a)(2) of this section; and 3. Shall be credited with any vacation leave credited and unused as a contract employee. (2) New employees; scheduling. No annual leave may be taken by an employee until the employee has been in the service of the city continuously for a period of six full months. Each department head shall keep records of vacation leave credit and use, and shall schedule vacation leaves with particular regard to the seniority of employees, to accord with operating requirements, and insofar as possible with the requests of employees. (3) Accrual. Employees with less than 15 years of service may accrue vacation leave to a maximum of twice the amount earned in a year. Employees with 15 consecutive years or more of service may accrue vacation leave to a maximum of two and half times the amount earned in a year. Employees who are in the job class of budget officer, deputy city attorney, deputy director, deputy director of aviation or deputy director of water services and who have 20 consecutive years or more of service may accrue vacation leave to a maximum of 600 hours. (4) Terminal leave. Any employee leaving municipal service shall be compensated for vacation leave credited and unused at the employee's regular rate of pay. In calculating such compensation, the city shall not include any extraordinary pay, shift differentials, special duty pay, overtime, or any other additional pay. (5) Holidays occurring during vacation period. Any official holiday as set forth in this article that shall occur during an employee's scheduled vacation period shall not be counted as a day of vacation. (6) Extra free paid leave days. Each full-time employee in the classified and unclassified service shall receive, in addition to the employee's regular vacation leave credit provided for in this section, two additional days of paid leave, which may be taken at the employee's option, with the approval of the employee's department head. Free days shall be available immediately upon the start of employment. Free days must be taken within the calendar year they are made available. Any unused free day shall not be paid out upon an employee's separation. (7) Kansas City Corporate Challenge competition. Employees participating in the city's official Kansas City Corporate Challenge competition shall earn an extra free paid leave day upon meeting the following criteria: a. Receiving a medal for first, second or third place in an officially sponsored Kansas City Corporate Challenge event or b. Representing the city in at least two officially sponsored Kansas City Corporate Challenge events (i.e. in competition, as an event coordinator, or as an assigned volunteer). c. The free day must be taken during the fiscal year in which it was earned and cannot be accumulated. If an employee fails to use the free day prior to the end of the fiscal year the free day shall be forfeited. An unused free day shall not be paid out upon an employee's separation. (8) City manager. The city manager shall be entitled to annual leave of six full five-day workweeks. (b) Local 500-AFSCME. Employees allocated to classes covered by the provisions of the work agreement between the city and Local 500-American Federation of State, County and Municipal Employees shall receive vacation leave in accordance with the provisions of the work agreement in effect. (c) Local 42-IAFF. Employees allocated to classes covered by the provisions of the work agreement between the city and Local 42-International Association of Fire Fighters shall receive vacation leave in accordance with the provisions of the work agreement in effect. (d) Local 3808-IAFF. Employees allocated to classes covered by the provisions of the work agreement between the city and Local 3808-International Association of Fire Fighters shall receive vacation leave in accordance with the provisions of the work agreement in effect. (e) Waiving vacation. As vacation leave is granted to employees for a period of recreation, no employee shall be ordinarily permitted to waive such leave for the purpose of receiving double pay, excepting, however, that employees in management non-exempt job classifications with five years or more of service, and having at least four weeks of accumulated vacation, may cash in 40 hours of vacation per year. The number of employees who may exercise this option during any pay period is limited to five percent of the M-class department employees. (f) Prerequisites for usage. Generally, vacation time must be earned and recorded prior to usage. (Admin. Code 1967, § A8.17; Ord. No. 32221, 9-22-72; Ord. No. 45485, 5-23-75; Ord. No. 51458, 4-11-80; Ord. No. 52630, 4-3-81; Ord. No. 52630, 4-3-81; Ord. No. 65346, 4-12-90; Ord. No. 930421, 4-29-93; Ord. No. 960649, § 1, 6-27-96; Ord. No. 001368, § 5, 10-19-00; Ord. No. 020827, § 1, 7-11-02; Ord. No. 021339, § 1, 11-7-02; Ord. No. 051436, § 1, 12-1-05; Ord. No. 060384, § 1, 4-13-06; Ord. No. 070480, § 1, 4-26-07; Ord. No. 080360, § 1, 4-17-08; Ord. No. 080839, § 1, 9-4-08; Ord. No. 090271, § 1, 4-16-09; Ord. No. 100274, §§ 1, 2, 4-15-10; Ord. No. 150157, § 1, 3-9-15; Ord. No. 180700, § 1, 9-20-18; Ord. No. 180890, § 1, 11-29-18; Ord. No. 191011, § 1, 12-12-19; Ord. No. 220017, § 1, 1-13-22; Ord. No. 220513, § 1, 6-16-22; Ord. No. 230311, § 1, 4-20-23)

Kansas City Code § 2-1100 Sick leave.

Sec. 2-1100. - Sick leave. (a) Generally. Employees allocated to classes within the managerial, professional, supervisory or confidential group shall earn sick leave as follows: (1) Accrual. Each full-time employee in the classified and unclassified service who is compensated for at least 41 or more hours during a pay period shall receive 4.4 hours of sick leave accrual for that pay period. (2) Use. a. Sick leave with pay must be earned before it can be granted for absence from duty because of actual personal illness, mental health maintenance or illness, non-compensable bodily injury or disease, or exposure to contagious disease, or to keep a doctor's or dentist's appointment. An employee may utilize their earned sick leave to care for their parent, spouse, domestic partner, children, or domestic partner's children or take such person to a doctor or hospital for medical or mental health care. Reporting and documenting requirements of this section shall be followed with respect to such leave. b. When a field employee finds it necessary to be absent for any of the reasons specified in this subsection, the employee shall cause the facts to be reported to their department head or division head 30 minutes prior to the regular time for reporting to work. All other employees shall notify their department head or division head within one hour after their starting time on the first working day of absence. Sick leave shall not be granted unless such report has been made. c. An employee must keep their department head informed of their condition if the absence is of more than three days duration. An employee may be required to submit a medical certificate or other documentation for any absence. d. Failure to fulfill these requirements may result in a denial of sick leave. e. No refund of vacation time shall be allowed for illness incurred while on vacation leave. (3) Maximum Amount. Sick leave may be accrued up to a limit of 4,000 hours. (4) Additional provisions. a. The conversion of unused sick leave shall be credited as follows: Employees leaving municipal service, providing such employees have at least one-year of continuous service, may convert accrued sick leave credit at the ratio of four hours of sick leave credit to one hour of vacation leave credit. Employees with 25 years of creditable service, or who are eligible to retire under the normal or optional retirement rules, or who retire with approved in-line duty disability pension, or who die while active employees shall convert sick leave credit at the ratio of two hours of sick leave credit to one hour of vacation leave credit. b. Local 500-AFSCME. Employees allocated to classes covered under the provisions of the work agreement between the city and Local 500-American Federation of State, County and Municipal Employees shall receive and accrue sick leave under the provisions of the work agreement in effect. c. Local 42-IAFF. Employees allocated to classes covered under the provisions of the work agreement between the city and Local 42-International Association of Fire Fighters shall receive and accrue sick leave under the provisions of the work agreement in effect. d. Local 3808-IAFF. Employees allocated to classes covered under the provisions of the work agreement between the city and Local 3808-International Association of Fire Fighters shall receive and accrue sick leave under the provisions of the work agreement in effect. e. Sick leave credit for city manager. The city manager shall have such sick leave credit as set forth in any employment agreement between himself and the city. f. Recording. Each department shall maintain a sick leave record for each employee. (Admin. Code 1967, § A8.18; Ord. No. 33381, 12-9-66; Ord. No. 35500, 7-3-68; Ord. No. 38015, 4-17-70; Ord. No. 45485, 5-23-75; Ord. No. 46692, 6-10-76; Ord. No. 52630, 4-3-81; Ord. No. 54950, 4-15-83; Ord. No. 57638, 3-28-85; Ord. No. 61651, 11-5-87; Ord. No. 62335, 4-21-88; Ord. No. 920409, 5-21-92; Ord. No. 030198, § 2, 2-13-03; Ord. No. 030954, § 1, 8-28-03; Ord. No. 070480, § 1, 4-26-07; Ord. No. 100274, §§ 1, 2, 4-15-10; Ord. No. 120550, § 1, 6-21-12; Ord. No. 160230, § 1, 4-14-16; Ord. No. 180890, § 1, 11-29-18; Ord. No. 191011, § 1, 12-12-19; Ord. No. 220513, § 1, 6-16-22)

Kansas City Code § 2-1101 Funeral/bereavement leave.

Sec. 2-1101. - Funeral/bereavement leave. (a) Generally. Funeral leave for all regular employees allocated to classes within the managerial, professional, supervisory or confidential group shall be for a maximum of three work days to attend a funeral in the immediate family of the employee. The term "immediate family" is defined for the purpose of this section as husband, wife, domestic partner, domestic partner's son or daughter, son, daughter, mother, father, brother, sister, mother-in-law, father-in-law, son-in-law, daughter-in-law, grandparents, grandchildren and stepchildren of the employee. (b) Local 500-AFSCME. Funeral leave for all regular employees allocated to classes covered under the provisions of a memorandum of understanding between the city and Local 500-American Federation of State, County and Municipal Employees shall receive funeral leave under the provisions of the memorandum of understanding in effect. (c) Local 42-IAFF. Funeral leave for all regular employees allocated to classes covered under the provisions of a memorandum of understanding between the city and Local 42-International Association of Fire Fighters shall receive funeral leave under the provisions of the memorandum of understanding in effect. (d) Local 3808-IAFF. Funeral leave for all regular employees allocated to classes covered under the provisions of a memorandum of understanding between the city and Local 3808-International Association of Fire Fighters shall receive funeral leave under the provisions of the memorandum of understanding in effect. (Admin. Code 1967, § A8.19.1; Ord. No. 33381, 12-9-66; Ord. No. 51458, 4-11-80; Ord. No. 980444, § 1, 4-30-98; Ord. No. 020520, § 1, 5-2-02; Ord. No. 030955, § 1, 8-28-03; Ord. No. 030955, § 1, 9-4-03; Ord. No. 070480, § 1, 4-26-07)

Kansas City Code § 2-1102 Military leave of absence.

Sec. 2-1102. - Military leave of absence. (a) Eligibility. Regular employees in the classified and unclassified service who have been in the employment of the city for at least one year immediately preceding leaving the service of the city directly to enter the active uniform service of the United States during a national emergency or who are drafted into such service, or employees subject to compulsory service who voluntarily enlist, shall be granted a military leave of absence without pay to extend for a period of time beyond the date of termination of active uniform service as established by USERRA. The term "uniform service," as used in this section, shall include the Army, Navy, Air Force, Marine Corps, Coast Guard and Public Health Service, as well as all auxiliary branches of such service in which either men or women shall be called on to serve, but shall not include services as civilian employees of any of the services. The term "national emergency," as used in this section, shall exist during such period as determined by the federal government. (b) Restoration of employee to former position. An employee returning from military leave shall be entitled to restoration to his former position, provided he makes application within the time period established by USERRA, after his release from duty and has been honorably discharged, and he is physically and mentally capable of performing the duties of the position involved. If the position he vacated no longer exists at the time he qualifies for return to work, such person shall be entitled to be reemployed in another existing position of the same class, provided such reemployment does not necessitate the laying off of another person with greater seniority. (c) Computation of seniority. Employees granted military leave of absence may count such service as time spent on the job for computing seniority in the event of layoff. (d) Payment or credit for vacation and sick leave. A regular employee who leaves the municipal service directly for such military leave without pay may elect to be paid for any accrued vacation he may be entitled to as if he were actually separating from the city service. His decision shall be noted on the personnel action form affecting the leave. If the employee elects not to be paid for vacation leave, then accrued vacation and sick leave credits shall be reinstated upon return of the employee. (Admin. Code 1967, § A8.20; Ord. No. 070480, § 1, 4-26-07)

Kansas City Code § 2-1103 Military training leave of absence.

Sec. 2-1103. - Military training leave of absence. All regular employees in the classified or unclassified service, who are or may become active members of the National Guard, the Army Reserve, the Air Force Reserve, the Navy Reserve, the Marine Corps Reserve or the Coast Guard Reserve of the United States government, shall be entitled to leave of absence with pay from their respective duties on all days during which they are employed with or without pay under the orders of authorization of competent authority on active training duty or duty with troops or at field exercises or for instruction will be paid leave in accordance with the applicable state statute. (Admin. Code 1967, § A8.21; Ord. No. 060904, § 1, 8-24-06; Ord. No. 070480, § 1, 4-26-07)

Kansas City Code § 2-1104 Special leave.

Sec. 2-1104. - Special leave. (a) Jury duty. An employee may receive special leave with pay when he or she is required to serve on a jury and the hours of jury duty conflict with the hours of his or her city work. Such employees may keep the county or state jury fee; however, employees must convey his or her federal jury fee to the city through his or her department head. In case the employee serves on a jury during his or her nonworking hours or days, the employee shall be permitted to keep the jury fee. However, the employee must inform his or her supervisor of his or her jury service. July leave for all regular employees allocated to classes covered by a memorandum of understanding shall be governed by the appropriate memorandum of understanding. (b) Training courses. Special leave with pay may also be granted by a department head, with the approval of the director of human resources, for the purpose of allowing a regular employee to engage in official training courses or to participate in other official activities. (c) Sabbatical leave for judges of municipal court. Upon recommendation for approval by the presiding judge and approval by the city manager, judges of the municipal court shall be granted a sabbatical leave of up to six months for purposes of full-time study or teaching directly related to the profession of law. No judge shall be eligible for such leave unless he or she has served at least three years. No judge shall be granted such leave more than once during any five-year period. Not more than one judge per fiscal year shall take sabbatical leave. During any such leave a judge shall continue to be paid by the city at the rate of one-half the regular salary and shall continue to be eligible for participation in the city health and life insurance programs, pension program and other employment benefits. (d) Community partnership initiative. Each fiscal year, any regular employee may be allowed a maximum of eight hours paid leave to volunteer with area schools, including those of their children, or to volunteer with one of the city's approved combined charity organizations. The employee must timely request this leave and leave shall be granted only when it will not cause undue or unnecessary imbalances in staffing levels. Employees not participating in activities for which this leave was granted to them shall have this paid leave time changed to absences without leave and appropriate disciplinary action will be taken. The department of human resources will monitor the use of the community partnership initiative and may promulgate additional requirements in its rules and regulations. (e) Paid parental leave. In order to allow parents time to bond with and care for their new child as well as medically recover from giving birth, all regular and appointed employees who are eligible to take leave under the city's family and medical leave policy shall be granted paid parental leave due to the birth of the employee's child or the placement within the employee's home of an adopted child in accordance with the following provisions: (1) An eligible employee will receive up to twelve continuous weeks of pay at 100 percent of the employee's base pay per birth or adoption event. (2) An employee may take paid parental leave intermittently, provided the leave is taken in no less than one week increments and is approved by the employee's manager. All paid parental leave must be utilized within nine months following the birth or adoption of a child. (3) If both parents are eligible employees, each will receive the leave available under sections (e)(1) and (e)(2) of this section. (4) Leave will be based on the employee's certified normal rate of pay, not including premiums or overtime. (5) All paid parental leave will run concurrently with family and medical leave under the city's family and medical leave policy. Paid parental leave will not reduce eligibility for other types of paid and unpaid leaves such as sick leave, vacation, personal leave, holiday, and short-term disability but will not increase available family and medical leave beyond a total of 12 weeks. (6) An eligible employee must submit a completed employee request for family and medical leave form, requesting FML leave to the human resources benefits office at least 30 days prior to the anticipated date of the leave. To the extent the 30-day notice is not possible, the employee must submit a completed employee request for family and medical leave form to the human resources benefits office as soon as possible. (7) Multiple births or adoptions do not increase the length of leave granted for the birth or adoption event. (8) An eligible employee will be required to furnish appropriate medical documentation for the birth of a child. If applicable, the medical certification requirements for FML leave will govern. The medical documentation must be completed and signed by the individual's health care provider. (9) An eligible employee will be required to furnish appropriate adoption documentation, such as a letter from an adoption agency, or from the attorney in cases of private adoptions. (10) Surrogate mothers and sperm donors are excluded from coverage under this policy. (11) Employees who have given birth to a child and elect to place that newborn child for adoption may receive up to six continuous weeks of pay at 100 percent of the employee's base pay with a medical professional' s recommendation that such leave is necessary. All paid parental leave for parents who elect to place their newborn child/children for adoption must be utilized within six weeks following the birth. (12) In the unfortunate event that the new child dies during the time of paid parental leave, the employee shall receive up to six continuous weeks of pay at 100 percent of the employee's base pay. If the death occurs after the employee has already utilized six weeks of paid parental leave, the employee shall receive two additional weeks of paid leave. All paid parental leave taken under this subsection must be utilized within six weeks following the death of the child. (13) A fraudulent request for paid parental leave shall be grounds for serious disciplinary action, up to and including termination of employment. Any paid parental leave that is taken and later found to be fraudulent shall be deducted from the employee's leave balance. (f) Election worker leave. (1) Any city employee qualified to work as an election judge, poll judge or poll worker may be granted eight hours paid leave to volunteer at any general, primary, general municipal or special election. Such employee may keep the election worker fee from the county election board. Such employee may receive paid leave under this subsection for a maximum of two election days annually, totaling 16 hours annually. Any employee requesting such leave shall certify that he or she is qualified and scheduled to volunteer as an election worker. (2) Such leave shall not be available to employees of the fire department. (g) Paid dependent care leave. All regular and appointed employees who are approved to take twelve weeks of continuous leave under the city's family and medical leave policy shall be granted paid dependent care leave one time during the course of their employment with the city to care for their immediate family with a serious health condition in accordance with the following provisions: (1) The term "immediate family" is defined for the purpose of this section as an employee's spouse or registered domestic partner; dependent child of the employee, spouse, or registered domestic partner; or employee's parent. (2) The term "serious health condition" shall mean an illness, injury, impairment or physical or mental condition that involves inpatient care or continuing treatment by a health care provider. (3) An eligible employee will receive up to two weeks of pay for dependent care of an immediate family member with a serious health condition at 100 percent of the employee's base pay. Dependent care leave may be utilized one time by each employee during the course of their employment with the city. (4) Leave will be based on the employee's certified normal rate of pay, not including premiums or overtime. (5) An employee shall take dependent care leave in no less than one-week increments. An employee is not required to use dependent care leave in consecutive weeks. (6) All paid dependent care leave will run concurrently with family and medical leave under the city's family and medical leave policy. (7) The director of human resources may establish reporting and documenting requirements for the use of dependent care leave. An employee may be required to submit a medical certificate or other documentation for any absence under this section. Failure to fulfill any requirements established for use of dependent care leave may result in a denial of such leave. A fraudulent request for paid dependent care leave shall be grounds for serious disciplinary action, up to and including termination of employment. Any paid dependent care leave that is taken and later found to be fraudulent shall be deducted from the employee's leave balance. (h) Paid prenatal care leave. All regular and appointed employees with the pending birth of a child shall be granted prenatal care leave for direct prenatal care in accordance with the following provisions. (1) All eligible employees shall be granted 40 hours of paid prenatal care leave in a twelve-month period for direct prenatal care. (2) "Prenatal care" shall include attendance of appointments related to the pregnancy with a medical provider, stays at a hospital or medical facility, restriction of physical activity, including reduced working hours and bedrest as recommended by a doctor, and any time out of the office taken in the 5 business days immediately preceding the expected delivery date. (3) "Direct prenatal care" shall mean prenatal care due to the pending birth of the employee's child. (4) Leave may be taken in no less than one-hour increments. (5) Leave will be based on the employee's certified normal rate of pay, not including premiums or overtime. (6) Eligibility for paid prenatal care leave shall not run concurrently with eligibility for paid parental leave as provided in subsection (e) of this section. (7) The director of human resources may establish reporting and documenting requirements for the use of dependent care leave. An employee may be required to submit a medical certificate or other documentation for any absence under this section. Failure to fulfill any requirements established for use of dependent care leave may result in a denial of such leave. A fraudulent request for paid prenatal care leave shall be grounds for serious disciplinary action, up to and including termination of employment. Any paid prenatal care leave that is taken and later found to be fraudulent shall be deducted from the employee's leave balance. (Ord. No. 250167, § 1, 3-6-25)

Kansas City Code § 2-1105 Leave of absence without pay.

Sec. 2-1105. - Leave of absence without pay. (a) Generally. Leave of absence without pay may be granted to regular employees in the classified service for a period not to exceed 90 calendar days, by a department head. A leave of absence without pay may be granted by a department head, with the prior approval of the director of human resources, to regular employees in the classified service for a period not to exceed 180 calendar days. (b) Extended leave. A department head, with the prior approval of the director of human resources, may grant a regular employee leave without pay for a period agreed upon by the department head and director of human resources, for travel, study related to the employee's position with the city, or in the case of serious illness. However, the employee will not receive any form of compensation or accrual of benefits during this time. Such leave shall be granted or extended only when it will not result in undue prejudice to the interests of the city as an employer, beyond any benefits to be realized. (c) Restrictions. No leave without pay shall be granted except upon written request of the employee. No such leave shall be granted primarily in the interests of the employee except in the case of one who has shown by his record of service or by other evidence to be of more than average value to the city and whose service it is desirable to retain even at such sacrifice. (d) Return to work upon expiration. Upon expiration of leave without pay, the employee shall return to work in the position held at the time leave was granted. Without good cause, failure on the part of an employee on leave to report promptly at its expiration shall be considered as a resignation. (e) Labor organization business. Employees participating in activities related to Local 42 of the International Association of Firefighters, AFL-CIO-CLC, or Local 500 of the American Federation of State, County and Municipal Employees, AFL-CIO, or any parent or umbrella union organization thereof shall request and be granted a leave of absence as follows: (1) Employees elected to or selected for any full-time union office or employed by the union on a full-time basis shall be granted an unpaid leave of absence upon one month's written notice to the city setting forth the nature and tenure of the union position. (2) Employees elected to or selected for any part-time union office or employment by the union on a part-time basis shall be granted an unpaid leave of absence for the time absent from work for such union activities. (3) Employees selected by the union to participate in unpaid short-term union activities shall be granted a leave of absence without pay as provided in the memorandum of understanding then in effect. (4) In lieu of granting the employee who is a member of Local 42 a leave of absence for the activities specified in subsections (e)(2) and (3) of this section, and with written approval of the city manager, the employee may be allowed to trade time with other employees as provided in the memorandum of understanding then in effect. For purposes of this subsection only, the term "trading of time" shall include both trading of time and payment by the union to another employee to work the shift, including payment of all applicable taxes. (5) Upon return from leave, such employee shall have the same rights as an employee promoted outside the unit who returns to the unit. Leaves shall be granted for definite periods, not in excess of two years for leaves granted under subsection (e)(1) of this section, and may be extended from year to year upon written request from the union. Employees may return to the bargaining unit prior to the expiration of the term of the leave at the discretion of the city. (6) All other conditions of this section shall apply to any leave granted under this subsection (e). (f) Benefits during leave. During any leave granted pursuant to this section, accrued sick leave and vacation leave shall be frozen and shall not continue to accrue during the leave. Employees on leave shall maintain previously acquired seniority and shall continue to accumulate seniority for up to one year, retaining such seniority thereafter. Other benefits for which the city or the employee pays remuneration, including but not limited to health, dental and life insurance, pension system contributions and accumulation of creditable service, shall cease 30 days after the effective date of such leave; provided, however, the employee shall have the option to continue such benefits if the employee pays the full expense of the benefits, including the city's share of any contribution thereto, at the time due. (Admin. Code 1967, § A8.23; Ord. No. 45485, 5-23-75; Ord. No. 920786, 7-23-92; Ord. No. 971285, § 4, 9-18-97; Ord. No. 980444, § 1, 4-30-98; Ord. No. 070480, § 1, 4-26-07)

Kansas City Code § 2-1106 Resignation.

Sec. 2-1106. - Resignation. Any city employee who is in good standing may resign from the service by presenting his resignation in writing to the department head within a reasonable time prior to the effective date. Such resignation shall be promptly forwarded to the director of human resources by the department head. The director of human resources may make such investigation as he deems warranted for the purpose of verifying reasons for each resignation. Such resignation may be withdrawn by the employee at any time prior to the effective date with the approval of the director of human resources and the department head. (Admin. Code 1967, § A8.26; Ord. No. 971285, § 4, 9-18-97)

Kansas City Code § 2-1107 Reemployment after resignation.

Sec. 2-1107. - Reemployment after resignation. Upon the recommendation of a department head and the approval of the director of human resources, an appointing authority may reemploy a former regular city employee to a position in his former or a lower class within two years of the date of resignation or expiration of leave of absence. No such former employee shall be reemployed directly as provided in this section if a reemployment list exists for the class in which he is to be employed. (Admin. Code 1967, § A8.27; Ord. No. 971285, § 4, 9-18-97)

Kansas City Code § 2-1108 Waiver of compensation claim by failure to give notice.

Sec. 2-1108. - Waiver of compensation claim by failure to give notice. Any claim for compensation, salary or wages arising out of the employment of any person by the city under this chapter, or any amendment thereto, and any claim of any nature for alleged illegal deductions from compensation, salary or wages arising out of such employment under this chapter or any amendment thereto, shall be deemed waived and barred and the employee shall be deemed to have consented to and become a party to such waiver, unless he shall serve, or cause to be served, a personally signed notice in writing upon the director of finance specifying therein the amount of such compensation, salary or wage claimed wrongfully withheld. Such notice must be served within six months from the date the alleged amount shall have become due and payable. The requirement of notice set out in this section is a term of the contract of employment under this chapter or any amendment thereto. Any employee thereunder is bound by such requirement as a condition precedent to the recovery of any such claimed compensation, salary or wage and as a term and condition of his employment. Failure to serve such notice within the six-month period automatically and permanently results in such bar and waiver. (Admin. Code 1967, § A8.28; Ord. No. 45485, 5-23-75)

Kansas City Code § 2-1109 Service awards and employee discounts.

Sec. 2-1109. - Service awards and employee discounts. (a) Eligibility. Employees who have served the city continuously since the date of their last employment for a period of five, ten, 15, 20 or 25 years shall become entitled to and shall receive from the city, as a token of recognition and appreciation of their years of service to the public, a button or pin appropriately inscribed to indicate the number of years of loyal service rendered. (b) Design of emblem. The emblem chosen and hereby approved shall be a heart-shaped design bearing an embossed replica of the city hall with appropriate inscription to indicate the wearer's years of loyal service to the city. In details of appearance and construction, it shall conform to designs and specifications approved by the personnel director. (c) Presentation. It shall be the duty of the personnel director to arrange appropriate ceremonial occasions for the awarding of such emblems, such ceremonies to be held at least once a year, or more often as may be desirable. He shall promulgate rules and regulations for the administration of the awards program, including rules defining continuous service and specifying the extent to which an employee's absence from duty shall be deemed not to affect the continuity of his service. Authorized absences may not exceed the limits prescribed in this article. Duly authorized absences for more than one year in military leave or because of injury in the line of duty shall operate to suspend but not to destroy the continuity of service. (d) Discounts. All classified and unclassified employees and elected officials may be eligible for qualified discounts from eligible businesses and agencies in and outside of the city area that are willing to offer discounts and opportunities for goods and services. Vendor applications will be processed and recommended by the benefits committee with final approval at the discretion of the director of human resources. The department of human resources will be responsible for developing a policy that sets reasonable standards for eligibility as well as maintaining a list of approved vendors. (Admin. Code 1967, § A8.29; Ord. No. 39953, 7-16-71; Ord. No. 041109, § 1, 10-21-04)

Kansas City Code § 2-1110 Cause for disciplinary action and authority of human resources director to promulgate rules regarding the workplace.

Sec. 2-1110. - Cause for disciplinary action and authority of human resources director to promulgate rules regarding the workplace. (a) Any action which reflects discredit upon the municipal service or is a direct hindrance to the effective performance of the municipal government functions shall be considered good cause for disciplinary action against any officer or employee of the city. Circumstances constituting cause for disciplinary action are as follows, although charges may be based upon causes and complaints other than those listed: (1) Habitual use of alcoholic beverages to excess, or to the use of narcotics. (2) Guilt of a crime involving moral turpitude or infamous or disgraceful conduct. (3) The taking of intoxicating beverages, or intoxication while on duty. (4) Use of abusive or improper treatment to a person in custody, provided the act committed was not necessarily or lawfully done in self-defense or to protect the lives of others, or to prevent the escape of a person lawfully in custody. (5) Offensive conduct or language toward the public or toward city officers or employees. (6) Insubordination. (7) Incompetence to perform the duties of his position. (8) Damage to or negligence in the care, handling or operation of city property. (9) Violation of any lawful and reasonable official regulation or order made or given by his superior, where such violation or failure to obey amounted to an act of insubordination or a serious breach of proper discipline; or resulted, or might reasonably have been expected to result, in loss or injury to the city or to the public. (10) Commission of acts or omissions unbecoming an incumbent of the particular office or position held, which render his reprimand, suspension, demotion or discharge necessary or desirable for the economical or efficient conduct of the business of the city or for the best interest of the municipal government. (11) Willful violation of any of the provisions of the Charter, ordinances or any administrative regulation or order of his superior. (12) Inducing or attempting to induce any officer or employee in the municipal service to commit any illegal act or to act in violation of any lawful and reasonable departmental or official regulation or order, or participating therein. (13) Solicitation or receipt from the person or participation in any fee, gift or other valuable thing that is given in the hope or expectation of receiving a favor or better treatment than that accorded other persons in the city service. (14) Use or attempted use of political influence or bribery or any collusion to secure an advantage in an examination, promotion or appointment. (15) Failure to pay just debts due or owing or to make reasonable provision for the future payment of such debts, which causes annoyance to the city or his superiors, or embarrassment to the city or his superiors, or embarrassment to the service. (16) Absence from duty without leave contrary to this article, or failure to report after leave of absence has expired, or after such leave of absence has been disapproved or revoked and canceled by the proper authority. (17) Failure to report the current address of his place of residence. (b) The director of human resources is authorized to promulgate rules regarding employee conduct in the workplace. A violation of these rules shall be considered good cause for disciplinary action against any officer or employee of the city. (Admin. Code 1967, § A8.30; Ord. No. 45485, 5-23-75; Ord. No. 950889, § A, 7-20-95)

Kansas City Code § 2-1110.5 Whistleblower protection.

Sec. 2-1110.5. - Whistleblower protection. (a) Whistleblower defined. A whistleblower is a present or former city employee or applicant for city employment who discloses information to appropriate officials he or she reasonably believes evidences: (1) A violation of any law, rule, or regulation; or (2) Mismanagement, a gross waste of funds, or an abuse of authority; or (3) A substantial or specific danger to public health or safety. Where the information disclosed affects only the personal situation of the complainant, it is generally to be regarded as an allegation of a prohibited personnel practice or violation of other personnel ordinance, rule, or regulation, and the complainant will not be considered a whistleblower. (b) Whistleblower protection. No personnel action will be taken or not taken with respect to any employee or applicant for employment as a reprisal for being a whistleblower. (Ord. No. 990311, § 1, 3-25-99)

Kansas City Code § 2-1111 Reprimands.

Sec. 2-1111. - Reprimands. Except as otherwise provided in this Code, a department head may reprimand any employee for cause. Such reprimand shall be in writing and addressed to the employee. A signed copy shall be delivered to the human resources department for inclusion in the employee's personnel file. Reprimands may not be appealed to the human resources board. However, the employee may file a letter to respond to the reprimand which shall be attached to the reprimand in his personnel file. (Admin. Code 1967, § A8.31; Ord. No. 971285, § 4, 9-18-97; Ord. No. 210502, § 1, 10-14-21)

Kansas City Code § 2-1112 Suspension.

Sec. 2-1112. - Suspension. (a) Generally. Except as otherwise provided in this Code, a department head may for cause issue to an employee a disciplinary suspension without pay for a period or periods not exceeding 30 calendar days in any 12 months; however, no single suspension shall be for more than 15 calendar days. The department head shall notify the employee concerned and the director of human resources in writing not later than one day after the date the suspension is made effective. Such notice shall include the reasons for and the duration of the suspension. Any permanent employee who is suspended may appeal for a hearing in writing to the human resources board within ten calendar days of notice of suspension. (b) Suspension pending investigation/predetermination hearing. In order to protect the city's interests, a department head may remove an employee from the workplace and place the employee on suspension without pay pending the completion of an internal investigation or predetermination hearing. Such suspensions shall not be the normal course of business and should be utilized only when necessary to prevent the destruction of evidence/property, protect citizens or employees from harm/intimidation, or to protect the public's interest and confidence in city government. The department head shall notify the employee concerned and the director of human resources in writing not later than one day after the date the suspension is made effective. Such notice shall include the reasons for and the anticipated duration of the suspension. No suspension pending an investigation shall exceed 15 calendar days without prior approval from the city manager. Any permanent employee who is suspended pending an investigation will be provided a predetermination hearing as authorized by this Code and may appeal for a hearing in writing to the human resources board within ten calendar days of the predetermination hearing answer. Permanent employees placed on suspension pending an investigation may also, at their request, utilize their free day, and/or accrued vacation and compensatory leave time. If the investigation finds that a suspension or the length of the suspension was not warranted, the employee shall be entitled to receive full back-pay. (c) Effect of arrest or conviction. Any employee who is arrested for a felony or Missouri class A misdemeanor charge or its equivalent or an ordinance or statutory violation alleging bodily harm or threat thereof, and has a trial pending shall have his case reviewed by the department head or designee. It is the employee's responsibility to notify his or her department head of such charges. The department head, or designee, taking into consideration the duties and service of the employee, shall have the authority to reassign the employee to a less sensitive position or to suspend the employee until such time as a judgment is rendered by the court. If the employee either pleads guilty, no contest or the equivalent, or is subsequently convicted of a felony or Missouri class A misdemeanor charge or its equivalent or an ordinance or statutory violation involving bodily harm or threat thereof, including but not limited to a reduced charge as a result of a plea bargain, he or she may be removed from the municipal service. If the suspended employee is found not guilty and is released by the court, he or she shall be reinstated to the former position with pay upon the employee's furnishing the department head, or designee, proper documentation regarding other employment, if any, for all time he was suspended as a result of such charges. However, any earnings of a suspended employee from another employer during the period of suspension shall be offset against the back pay with the city. It is the employee's responsibility to keep his or her department head aware of any pending charges, and the outcome of the charges against him or her. (Admin. Code 1967, § A8.32; Ord. No. 41304, 6-9-72; Ord. No. 59191, 4-4-86; Ord. No. 970064, § 1, 2-20-97; Ord. No. 971285, § 4, 9-18-97; Ord. No. 070480, § 1, 4-26-07; Ord. No. 130734, § 1, 10-3-13; Ord. No. 130819, § 1, 10-24-13; Ord. No. 210502, § 1, 10-14-21)

Kansas City Code § 2-1113 Demotion.

Sec. 2-1113. - Demotion. Except as otherwise provided in this Code, a department head may demote any employee for cause. A written statement of the reasons for any such action shall be furnished to the employee and a copy filed with the director of human resources at least seven calendar days prior to the effective date of the action. No demotion shall be made as a disciplinary action unless the employee to be demoted is eligible for employment in the lower class. Any regular employee who is demoted shall receive a predetermination hearing and as provided in this Code may appeal for a hearing in writing to the human resources board within ten days of receipt of written notice of such action. (Admin. Code 1967, § A8.33; Ord. No. 45485, 5-23-75; Ord. No. 971285, § 4, 9-18-97; Ord. No. 130734, § 1, 10-3-13; Ord. No. 130819, § 1, 10-24-13; Ord. No. 210502, § 1, 10-14-21)

Kansas City Code § 2-1114 Dismissal.

Sec. 2-1114. - Dismissal. (a) Generally. Except as otherwise provided in this Code, a department head may dismiss for cause any regular employee under his jurisdiction by delivering, at least seven calendar days before the effective date thereof, a written statement of reasons to the employee concerned and to the director of human resources. (b) Suspension pending discharge. If the department head, because of the reasons for the discharge, desires to make an immediate separation from the service, he may make a suspension without pay pending discharge by so notifying the director of human resources in writing of the recommendation and the reasons therefore. Suspensions pending discharge shall not be subject to the limitations of suspension length provided in other sections of this article. (c) Appeal. Any regular employee so dismissed shall receive a predetermination hearing and have the right to appeal in writing within ten days of the dismissal to the human resources board and shall be granted a hearing as provided for in section 907 of the Charter. (Admin. Code 1967, § A8.34; Ord. No. 971285, § 4, 9-18-97; Ord. No. 130734, § 1, 10-3-13; Ord. No. 130819, § 1, 10-24-13; Ord. No. 210502, § 1, 10-14-21)

Kansas City Code § 2-1114.5 Recommendation for disciplinary action for workplace misconduct or for effect of arrest or conviction.

Sec. 2-1114.5. - Recommendation for disciplinary action for workplace misconduct or for effect of arrest or conviction. (a) Departments seeking to demote or terminate an employee, other than as part of a reduction in force, or to suspend an employee due to an alleged serious workplace infraction, as defined by the human resources rules and policy manual; or as a result of an employee's arrest or conviction for a felony or Missouri class A misdemeanor charge or its equivalent or an ordinance or statutory violation involving bodily harm or a threat thereof shall first forward their recommendation to the director of human resources (or his or her designee) for review and approval. This action shall be performed prior to scheduling and/or holding a predetermination hearing. (b) Upon receipt, the director of human resources will review the information provided to ensure that a thorough and fair investigation has been completed. The director of human resources will also consider the department's recommendation to determine if it is reasonable based on the information submitted, and whether it is consistent with previous similar violations. (c) Should the department director disagree with the recommendation of the director of human resources, the department director and the director of human resources shall meet as soon as feasible with the city manager to discuss the matter. The city manager shall have final authority to determine the disciplinary action. (Ord. No. 130819, § 1, 10-24-13)

Kansas City Code § 2-1114.6 Predetermination hearing officer.

Sec. 2-1114.6. - Predetermination hearing officer. (a) The city manager shall appoint a person to serve as a city-wide predetermination hearing officer. It shall be the role and responsibility of the predetermination hearing officer to determine whether cause exists to uphold a department director's recommendation of suspension, involuntary demotion or termination. (b) After considering the information presented during the hearing, the predetermination hearing officer will determine whether cause exists to uphold the recommended discipline, or if the recommended action should be decreased, increased or denied. The results of each hearing shall be reduced to writing and provided to the department director and the affected employee and/or his representative. (c) The predetermination hearing officer shall not hold hearings related to reduction in force/layoffs or mandatory furloughs. (d) Nothing in this section shall supersede provisions in any collective bargaining agreement related to predetermination hearings. (Ord. No. 150009, § 1, 1-22-15)

Kansas City Code § 2-1115 Reduction in force; layoffs.

Sec. 2-1115. - Reduction in force; layoffs. A department head may separate any employee without prejudice because of lack of funds or curtailment of work, after giving notice of at least ten working days to such employee. However, no regular employee shall be separated from the affected department while there are employees serving in essentially the same job class/title under the following areas of employment in the following order: (1) Temporary service agencies; (2) Seasonal; (3) Limited term contracts; (4) Limited term merits; (5) Initial probationary period; (6) Employees on special performance rating periods; (7) Provisional; (8) Part-time. Whenever a classified position is abolished or a reduction in force becomes necessary, layoffs shall be accomplished in the following manner: (1) For all classified positions: a. Affected employees considered non-exempt from certain overtime provisions of the Fair Labor Standards Act will be laid off in that department in inverse order of their total continuous city service within the same job classification, in accordance with the current pay ordinance, unless one or more criteria established by the director of human resources is present. b. Affected employees considered exempt from certain overtime provisions of the Fair Labor Standards Act shall be subject to layoff in that department in inverse order of total continuous city service within the same job classification, in accordance with the current pay ordinance, unless one or more criteria established by the director of human resources is present. (2) Transfer, demotion or promotion in lieu of layoff. Whenever employees are to be laid off, the human resources director may transfer, demote or promote an employee to another vacant position in the city in order of total continuous city service providing that: a. Positions are authorized, budgeted, and the city intends to fill the vacancies. b. Employee meets qualifications of the new position as determined by the human resources director. c. The department director agrees to place the employee in the vacant position. (3) Salary adjustments upon demotion. The city manager has the authority to determine whether: a. The employees salary will be adjusted in accordance with the pay ordinance in effect; or b. In the event of a demotion, the salary of an affected employee may be stabilized for a period not to exceed three months. However, after this period, the employees salary will be reduced consistent with the pay ordinance in effect. (4) Procedures. The Human Resources Director may waive any of the above provisions and implement the following as it relates to: a. Any department with a vacancy must accept an affected employee who has been certified and is qualified for the vacancy. b. If an affected employee refuses the position offered, it will be the employee's responsibility to compete for other positions within the city system through the established competitive process. c. The human resources department may coordinate outplacement assistance for those associates who leave the organization. d. Decisions for layoff must be approved by the human resources director. An employee may file a written appeal to the city manager or designee to determine if the layoff was in compliance with the ordinance in effect. This appeal must be filed within ten calendar days of the effective date of action. (5) Within their authority, the city manager shall be authorized to develop and enter into severance agreements with displaced employees. Employees who receive severance pay shall not be eligible for reemployment with the city for one year from the effective date of their termination. In special circumstances, where an individual possesses specialized knowledge, skills and/or abilities needed by the city, upon written request by the hiring department, the director of human resources may waive the prohibition against an employee being reemployed by the city prior to the expiration of the 12-month period. (6) Nondiscrimination in reduction in force. Layoffs and demotions which result from a reduction in force shall be made without regard to an employee's race, color, religion, national origin or ancestry, gender, sexual orientation, age, marital status, disability, or criminal history status. (7) For those classes of positions covered by the provisions of the memorandum of understanding between the city and Local 500-American Federation of State, County and Municipal Employees, employees will be laid off in accordance with the provisions of the memorandum of understanding. (8) For those classes of positions covered by the provisions of the memorandum of understanding between the city and Local 42-International Association of Fire Fighters, employees will be laid off in accordance with the provisions of the memorandum of understanding. (9) For those classes of positions covered by the provisions of the memorandum of understanding between the city and Local 3808—International Association of Fire Fighters, employees will be laid off in accordance with the provisions of the memorandum of understanding. (Admin. Code 1967, § A8.35; Ord. No. 45485, 5-23-75; Ord. No. 970063, § 1, 2-6-97; Ord. No. 050425, § 1, 4-21-05; Ord. No. 080360, § 1, 4-17-08; Ord. No. 090048, § 1, 1-29-09; Ord. No. 241074, § 1, 1-16-25)

Kansas City Code § 2-1116 Retroactive leave credit for seasonal and temporary employees.

Sec. 2-1116. - Retroactive leave credit for seasonal and temporary employees. Persons who are initially employed either as seasonal employees or temporary employees and who, prior to the expiration of the time limits prescribed for either seasonal or temporary employees, are reclassified as regular employees, shall be entitled to retroactive vacation, sick leave and longevity credit for the last continuous period of seasonal or temporary employment in which work was performed. (Admin. Code 1967, § A8.36)

Kansas City Code § 2-1117 Rights of unclassified employees formerly classified.

Sec. 2-1117. - Rights of unclassified employees formerly classified. When any person in the classified service, who has been or shall be appointed to any position in the unclassified service, shall later be removed from such position, they shall be reinstated in their former position or a position of equal rank, service and salary, together with all rights and privileges to which they would have been entitled had they remained in the original position in the classified service. The city manager has the authority to determine whether: (1) The salary will be adjusted in accordance with the pay ordinance in effect; or (2) In the event of a demotion, the salary of an affected employee may be stabilized even if the salary for that employee would be outside of the established pay range. (Admin. Code 1967, § A8.37; Ord. No. 100641, § 1, 8-26-10; Ord. No. 160230, § 1, 4-14-16)

Kansas City Code § 2-1118 Group life, medical and dental insurance.

Sec. 2-1118. - Group life, medical and dental insurance. (a) All full-time employees and elected officials may enroll in group insurance policies covering medical, hospitalization, dental and life insurance, and any other policies offered by the city. Health insurance coverage shall be made available to all eligible employees' qualified dependents, on a voluntary basis, at a fee to the employee to be established on an annual basis. (b) If the employee has dependents, (including dependents of an employees domestic partner), in the same household and also working for the city, only one family coverage will be provided. In cases of a husband and wife with no dependents, two individual memberships may be provided. (c) The effective date of the insurance coverage for the employee shall be the first day of the month following the second month of employment. (d) During any authorized leave of absence without pay in excess of 30 calendar days, the employee and his or her dependents shall not be covered by the insurance program unless they have made advance arrangements by paying the full premium during this period; however, employees who are members of Guard and Reserve units called up for active military duty during a temporary crisis may continue as enrollees of the city's group life and medical insurance plans with the city continuing its contribution without interruption. The employee called up for active military duty will pay his or her share of the insurance premiums monthly. (e) The director of human resources is hereby authorized to make rules and regulations, not inconsistent with this section, for the proper administration of the employee insurance program. (f) Premium payments by employees or elected officials for any plan that is covered under the city's tax savings plan shall be treated as salary reduction under provisions of section 125 of the Internal Revenue Code. (Admin. Code 1967, § A8.38; Ord. No. 33765, 3-24-67; Ord. No. 51458, 4-11-80; Ord. No. 52630, 4-3-81; Ord. No. 53883, 4-23-82; Ord. No. 64076, 5-18-89; Ord. No. 900375, 9-6-90; Ord. No. 971285, § 4, 9-18-97; Ord. No. 070480, § 1, 4-26-07)

Kansas City Code § 2-1119 Background check as a condition of employment or contract.

Sec. 2-1119. - Background check as a condition of employment or contract. (a) Policy. All prospective employees, current employees, and contractors with access to federal tax information (FTI) shall be fingerprinted and successfully pass a criminal background check. FTI includes return or return information received directly from the Internal Revenue Service (IRS) or obtained through an authorized secondary source. FTI includes any information created by the recipient that is derived from federal return or return information received from the IRS or obtained through a secondary source. (b) Submission to background checks. All prospective employees, current employees, and contractors for which access to FTI is a requirement of their job function or scope of services, shall, in accordance with adopted procedures, submit his/her fingerprints to the Missouri State Highway Patrol, Criminal Justice Information Services (CJIS) Division. The Missouri State Highway Patrol, CJIS Division will compare the subject's fingerprints against its criminal file and submit the fingerprints to the Federal Bureau of Investigation (FBI) for a comparison with national criminal history records. The results of the FBI check will be returned to the Missouri State Highway Patrol, CJIS Division, which will disseminate the state and national results to the city. (c) Fitness determination. The city shall render a fitness determination based upon the results of the criminal background check. In rendering a fitness determination, the city will decide whether the subject of record has been convicted of or is under pending indictment for a crime which bears upon his/her ability or fitness to serve in such capacity, particularly if it is a crime of dishonesty, a financial crime, an identity crime, or a crime involving the misuse of confidential information. Additionally, the city may consider the length of time between the offense and the employment decision, the number of offenses, and the relatedness of the conviction to the duties and responsibilities of the position. (d) Rules and regulations. The city manager is authorized to promulgate rules and regulations for the administration of this section. (Ord. No. 180837, § 1, 11-1-18)

Kansas City Code § 2-1119.1 Pre-employment testing prohibition.

Sec. 2-1119.1. - Pre-employment testing prohibition. (a) Policy. It shall be unlawful for the city to require a prospective employee to submit to testing for the presence of marijuana in the prospective employee's system as a condition of employment. (b) Exceptions. The prohibition shall not apply to: (1) Persons applying for work in the following city positions: a. Police office or other law enforcement positions; b. Any position requiring a commercial driver's license; c. Any position requiring the supervision or care of children, medical patients, disabled or other vulnerable individuals; d. Any position where the employee could significantly impact the health or safety of other employees or members of the public, as determined by the city manager and set forth in regulations pursuant to this chapter. (2) Generally. a. Any federal or state statute, regulation, or order requiring drug testing of prospective city employees for purposes of safety or security; b. Any contract between the federal government and the city or any grant of financial assistance from the federal government to the city that requires drug testing of prospective employees as a condition of receiving the contract or grant; or c. Applicants for city employment where a valid collective bargaining agreement specifically addressing the pre-employment drug testing of applicants is in effect. (c) The city manager is authorized to promulgate rules and regulations for the administrative implementation of this section. (Ord. No. 210627, § 1, 9-23-21)

Kansas City Code § 2-1120 Timely performance appraisals.

Sec. 2-1120. - Timely performance appraisals. (a) Supervisors and managers required to issue annual performance appraisals shall do so in a timely manner. (b) Timely issuance of annual performance appraisals to subordinates shall be a performance objective listed in the annual performance appraisal of every supervisor and manager required to issue performance appraisals. (c) No supervisor or manager required to issue annual performance appraisals shall be issued a salary increase until all outstanding performance appraisals for which the supervisor or manager is responsible have been issued. (Ord. No. 200189, § 1, 4-16-20)

Kansas City Code § 2-1121 Incentive for certain members of employees' retirement system that retire with an effective retirement date between May 1, 2021 and August 1, 2021—Established; eligibility for incentive; effective dates; ineligibility to reenter city employment.

Sec. 2-1121. - Incentive for certain members of employees' retirement system that retire with an effective retirement date between May 1, 2021 and August 1, 2021—Established; eligibility for incentive; effective dates; ineligibility to reenter city employment. (a) An incentive is established for eligible members of the employees' retirement system with an effective retirement date between May 1, 2021 and August 1, 2021. An employee must establish eligibility as of July 1, 2021 for normal or optional retirement as defined in subsections 2-1174(b) and (c), may not retire prior to qualifying for normal or optional retirement, and must be in good standing. Eligible employees accepting this incentive must provide the retirement system with a completed intent to retire form no later than March 8, 2021 to receive the incentive and retire effective May 1, 2021, no later than March 25, 2021 to receive the incentive and retire effective June 1, 2021 or July 1, 2021 and no later than April 26, 2021 to receive the incentive and retire effective August 1, 2021. Eligible members may choose one of the following incentives: (1) Set lump sum payment. A lump sum payment of $15,000.00; (2) Percentage of salary lump sum payment. A lump sum payment equal to 25 percent of the employee's base salary at the elected effective date of retirement; or (3) Enhanced sick leave conversion. An increased conversion of sick leave credit from the ratio of two hours of sick leave to one hour of vacation leave credit to the ratio of one hour of sick leave credit to one hour of vacation leave credit for purposes of compensating the member for vacation leave accrued and unused as set forth in subsection 2-1099(a)(4). (b) In order to ensure that city operations are not jeopardized by the simultaneous retirement of large numbers of critical personnel, the director of human resources may extend the deadline for the effective date of retirement for up to ten percent of eligible employees to December 1, 2021. (c) An employee who has received any incentive under the program established in this section is ineligible to reenter employment in any capacity with the city. This ineligibility includes employment as a contract employee, consultant, or through a temporary employment agency. (Ord. No. 210164, § 1, 2-25-21)

Source: City of Kansas City, Missouri, Code of Ordinances, Charter and Zoning and Development Code (Municode Library, library.municode.com)URL: https://library.municode.com/mo/kansas_city/codes/code_of_ordinances?nodeId=PTIICOOR_CH2AD_ARTVIIICLCOPLFetched: 10/28/2026