AN ORDINANCE STABLISHING THE SALARIES FOR

THE TOWN OF WINAMAC, INDIANA

Ordinance No. 21 of 2019

WHEREAS the Town of Winamac is desirous of amending a schedule of total compensation to

include the salaries and benefits for its employees for the year 2020; and

WHEREAS the Town of Winamac Town Council has reviewed the financial condition of the

Town for purposes of arriving at proposed total compensation to include salaries and benefits

that are fiscally responsible, and which are fair, just, and equitable to its employees; and

NOW THEREFORE BE IT ORDAINED by the Town of Winamac Town Council, that the

total compensation for its elected officials and employees for the year 2020:

2020 BASE PAY RATE SCHEDULE

TITLE

CLASSIFICATION BASE PAY RATES

BUDGET LINES

Town Council

Stipend

Bi-annual payments (June and

50% General Fund

President

November) of $1,750.00 for a

25% Electric Utility

total of $3,500.00 per year.

12.5% Water Utility

12.5% Wastewater Utility

Town Council

Stipend

Bi-annual payments (June and

50% General Fund

Member(s)

November) of $1,500.00 for a

25% Electric Utility

total of $3,000.00 per year.

12.5% Water Utility

12.5% Wastewater Utility

Town Manager

Exempt

$2,356.80 Bi-weekly

50% Electric Utility

Appointment by Town Council

Full-Time

25% Water Utility

25% Wastewater Utility

Clerk-Treasurer

Exempt

$1,919.20 Bi-weekly

50% Electric Utility

Full-Time

See "Pay Considerations" for

25% Water Utility

additional information.

25% Wastewater Utility

First Deputy Clerk

Nonexempt

First Year - $16.69 per hour

50% Electric Utility

Full-Time

Second Year - $17.20 per hour

25% Water Utility

Third Year - $17.68 per hour

25% Wastewater Utility

Fourth Year - $18.18 per hour

Fifth Year - $18.68 per hour

Second Deputy Clerk

Nonexempt

First Year - $16.69 per hour

50% Electric Utility

Full-Time

Second Year - $17.20 per hour

25% Water Utility

Third Year - $17.68 per hour

25% Wastewater Utility

Fourth Year - $18.18 per hour

Fifth Year - $18.68 per hour

Page 1 of 14

Ordinance # 21 of 2019

Adopted: December 9, 2019

Deputy Clerk

Nonexempt

First Year - $16.19 per hour

50% Electric Utility

Full-Time

Second Year - $16.70 per hour

25% Water Utility

Third Year - $17.18 per hour

25% Wastewater Utility

Fourth Year - $17.68 per hour

Fifth Year - $18.18 per hour

Town Marshal

Exempt

$2,184.84 Bi-weekly

100% Police

Appointment by Town Council

Full-Time

First Sergeant

Nonexempt

$21.93 per hour

100% Police

Full-Time

Deputy Marshal with

Nonexempt

$21.48 per hour

100% Police

Academy Training

Full-Time

Deputy Marshal

Nonexempt

$20.13 per hour

100% Police

without Academy

Full-Time

Training

Part-Time Deputy

Nonexempt

$18.25 per hour

100% Police

Marshal

Part-Time

School Crossing

Stipend

$98.23 per week

100% General Fund

Guard

Part-Time

Electric

Exempt

$2,290.40 Bi-weekly

100% Electric Utility

Superintendent

Full-Time

($59,550.40 Annually)

Appointment by Town Council

Lineman

Nonexempt

First Year - $19.07 per hour

100% Electric Utility

Full-Time

Second Year - $20.35 per hour

. -

Third Year - $21.64 per hour

Fourth Year - $22.91 per hour

Fifth Year - $24.05 per hour

Water and Street

Exempt

$2,166.40 Bi-weekly

100% Water Utility

Superintendent

Full-Time

($56,326.40 Annually)

Appointment by Town Council

Water and Street Crew

Nonexempt

First Year - $17.91 per hour

100% Water Utility

Member

Full-Time

Second Year - $18.77 per hour

Third' Year - $19.46 per hour

Fourth Year - $19.79 per hour

Fifth Year - $21.48 per hour

Wastewater

Exempt

$2,166.40 Bi-weekly

100% Wastewater Utility

Superintendent

Full-Time

($56,326.40 Annually)

Appointment by Town Council

Wastewater Crew

Nonexempt

First Year - $17.91 per hour

100% Wastewater Utility

Member

Full-Time

Second Year - $18.77 per hour

Third Year - $19.46 per hour

Fourth Year - $19.79 per hour

Fifth Year - $21.48 per hour

Utility Swing Person

Nonexempt

First Year - $17.91 per hour

50% Electric Utility

Full-Time

Second Year - $18.77 per hour

25% Water Utility

Third Year - $19.46 per hour

25% Wastewater Utility

Fourth Year - $19.79 per hour

Fifth Year - $21.48 per hour

Page 2 of 14

Ordinance # 21 of 2019

Adopted: December 9, 2019

Parks and Recreation

Nonexempt

$23.78 per hour

100% Park Fund

Manager

Full-Time

Appointment by Town Council

Parks and Recreation

Stipend

$1,000.00 Annually

100% Park Fund

Secretary

Parks and Recreation

Nonexempt

$10.79 per hour

100% Park Fund

Temporary/Part-Time

Temporary/Part-

Employees

Time

Zoning Board

Stipend

$25.00 per meeting

100% General Fund

Member(s)

Zoning Inspector

Stipend

$1,500 Annually

100% General fund

Zoning Secretary

Stipend

$500.00 Annually

100% General Fund

PAY CONSIDERATIONS

All full-time and part-time employees shall be paid bi-weekly in 2020 with the first bi-weekly

pay period designated as Monday, December 16, 2019, through Sunday, December 29, 2019,

payable on Friday, January 3, 2020.

Work Schedules

The Town of Winamac will establish the standard workday, workweek, and starting and ending

times for each department, taking into account current and anticipated workloads, public service

needs and other factors. No established schedule will be construed as a guarantee of work hours

or as a restriction on the Town of Winamac's right to restructure the workday or workweek.

Each department is responsible for communicating these work parameters to their employees.

At the discretion of the Town of Winamac, nonexempt employees may be authorized to take

break periods during each shift. Such breaks will not interfere with the proper performance of

the employee's work responsibilities and will be set by the Supervisors.

Refer to the Town of Winamac Employee Handbook for additional information on Work

Schedules.

Overtime/Compensatory Time/Flex Time

Overtime compensation will be paid to nonexempt employees at time and one-half of the

employee's hourly pay rate for all hours over 40 in a standard workweek and in accordance with

federal and state wage and hour laws. An employee's time off while using vacation benefits,

personal time off, and holidays will be considered hours worked for purposes of performing

overtime calculations. Sick time off will not be considered hours worked for purposes of

performing overtime calculations.

Due to budgetary constraints, the Town of Winamac encourages the use of compensatory time in

lieu of overtime pay for nonexempt employees. Compensatory time is earned at the rate of one

and one-half times the actual time worked. For example, a nonexempt employee who works

Page 3 of 14

Ordinance # 21 of 2019

Adopted: December 9, 2019

one-hour of overtime will receive one and one-half hours of compensatory time.

In a certain situation it may be possible for an employee, with the permission of their Supervisor,

to work an adjusted or flexible work schedule. The schedule must not cause a reduction in the

ability of that employee's department to properly perform it duties and responsibilities. Further,

the establishment of a flexible schedule may not result in the need to hire other employees, or the

use of overtime to cover those "traditional" hours not worked by the employee working a

exible schedule. A flexible schedule may allow for nonexempt employees to work more than

eight-hours in a day, but must not exceed 40-hours in one workweek. Nonexempt employees

will be eligible for overtime pay for all hours worked in excess of 40-hours in one workweek.

Refer to the Town of Winamac Employee Handbook for additional information on

overtime/compensatory time/flex time.

Overtime/Compensatory Time - Police Department

All full-time Deputy Marshals of the Police Department who are engaged in law enforcement

activities will be compensated in accordance with the Section 7(k) partial overtime pay

exemption of the Fair Labor Standards Act (FLSA). In conjunction with the use of Section 7(k),

the Town of Winamac further adopts the use of a 28-day "work period" for the purposes of

determining compensation for overtime hours worked. Based upon the forgoing, the annual

salary for full-time employees of the Police Department as set forth in the Town of Winamac's

annual salary ordinance constitutes straight-time compensation for all regularly scheduled hours

of employment during each "work period." All full-time Deputy Marshals of the Police

Department will be paid straight time compensation for up to 171-hours of regular employment

during each "work period." Overtime pay or compensatory time will be accrued for all time

worked in excess of 171-hours during a "work period." Overtime earned during a "work period"

will be paid in the first regularly scheduled paycheck issued subsequent to the "work period" in

which the extra compensation was earned.

Employees of the Police Department who are engaged in law enforcement activities as defined

by the Fair Labor Standards Act (FLSA), may bank up to a total of 88-hours of compensatory

time per calendar year. Eligible employees of the Police Department will be permitted to use

compensatory time off as long as the use of the time does not "unduly disrupt" the operations of

the department. Absent extraordinary circumstances, and subject to the approval of the Town

Marshal, all compensatory time banked during the calendar year must be used prior to December

31. Compensatory time will not accrue from one calendar year to the next. Any unused

compensatory time accrued by employees up to 40-hours will be paid for on or before December

31. Upon termination of employment, employees will be paid for all accrued, but unused

compensatory time in accordance with the standards set forth in the Fair Labor Standards Act

(FLSA).

Refer to the Town of Winamac Employee Handbook for additional information on

overtime/compensatory time for Police Department employees.

Page 4 of 14

Ordinance # 21 of 2019

Adopted: December 9, 2019

Standby Pay

All exempt Town employees if on standby shall receive $100.00 per week when rendering

standby service of seven-days a week for utility problems and required testing. Employees must

have a telephone to be eligible for standby compensation.

In addition to regular base rates as herein fixed, nonexempt employees shall receive standby

compensation for any overtime accumulated when rendering standby service. Nonexempt

employees shall receive a rate of all hours worked in a two-week period, multiplied by their

hourly rate, add $100.00, divided by hours worked, and multiplied by time and one-half. If sick

time off has been used, no standby pay will be paid until the employee has physically worked 40-

hours that workweek.

Call-Out Pay

When nonexempt employees are called-out after their normal work hours they are automatically

paid for one-hour regardless of their minutes on the job, up to the first hour. Any time after one-

hour the employee is paid per minute. Example: If the employee is out for 40-minutes they will

receive pay for one-hour of work.

ADDITIONAL PAY CONSIDERATIONS

Clerk-Treasurer

In addition to the fixed based bi-weekly pay of the Clerk-Treasurer, an additional component

will be set forth to be added to and paid along with the fixed bi-weekly pay on the employee's

anniversary date of employment:

• Experience of two-years, an additional $40.00 per pay;

• Experience of three-years, an additional $80.00 per pay;

• Experience of four-years, an additional $120.00 per pay;

• Experience of five-years, an additional $160.00 per pay;

• Experience of six-years, an additional $200.00 per pay;

• Experience of seven-years, an additional $240.00 per pay; and

• Experience of eight-years, an additional $280.00 per pay.

Longevity Pay — Nonexempt Employees

In addition to basic hourly rates specified above, each nonexempt employee of the Town of

Winamac shall receive an additional $0.25 per hour for every five-years of successfully

completed employment with the Town of Winamac, commencing on the actual anniversary date

of employment in their sixth, ll

th,

16th, 21st,

26th, 3

1st andJO year of employment. As used in

this ordinance, anniversary date for an employee shall be the actual calendar anniversary of the

date of employment. Exempt employees are not eligible for longevity pay.

Page 5 of 14

Ordinance # 21 of 2019

Adopted: December 9, 2019

Longevity Pay - Deputy Marshals

In addition to the basic annual rates specified above, each Deputy Marshal of the Winamac

Police Department shall receive an additional $550.00 increase for every five-years of

successfully completed employment with the Town, commencing on the actual anniversary date

of employment in the sixth, 111h, 16th, 21St, 26th, 31st, and Jo

n ,th

year of employment. As used in

this ordinance, anniversary date for an employee shall be the actual calendar anniversary of the

date of employment. The Town Marshal is not eligible for longevity pay.

BENEFITS SCHEDULE

Vacation Benefits

The amount of paid vacation benefits an eligible regular full-time employee receives each year

increases with the length of their employment as shown in the following schedule:

• After the employee's one-year anniversary date, the employee is entitled to five-days or

40-hours of vacation each year.

• After two-years through eight-years of eligible service the employee is entitled to ten-

days or 80-hours of vacation each year.

• After nine-years of eligible service the employee is entitled to 15-days or 120-hours of

vacation each year.

Paid vacation benefits may be used in minimum increments of one-half day for exempt (ex.

salaried) employees and one-hour for nonexempt (ex. hourly) employees.

In the event that available vacation is not used by the end of the anniversary year employees may

carry over up to ten vacation days into the following year. Upon termination of employment,

employees will be paid for all accrued but unused vacation benefits.

Vacation benefits will be calculated based on the employee's current pay rate at the time of the

absence multiplied by the number of hours that the employee would have worked on the day of

the absence. Vacation benefits will be used in overtime calculations. It does not include any

special forms of compensation such as incentives, commissions, bonuses, or shift differentials.

Refer to the Town of Winamac Employee Handbook for additional information on vacation

benefits.

Sick/Personal Time off Benefits

Eligible full-time employees with less than one-year of service will be eligible for five sick days

and two personal days at the rate of one-half day per month commencing with the month

following the first full month of employment. After the employee has one-year of service, the

employee will continue to receive five sick days and two personal days at the rate of one-half

day until January 1st of the next calendar year at which time, the employee will receive five sick

days and two personal days each calendar year.

Page 6 of 14

Ordinance # 21 of 2019

Adopted: December 9, 2019

Up to a maximum of ten-days of sick time off may be carried over to the next year. No personal

time off may be carried over to the next year. Unused sick/personal time off will not be paid to

employees while they are employed or upon termination of employment.

Sick/personal time off will be calculated based on the employee's current pay rate at the time of

absence calculated by the total number of hours that the employee would have worked on the day

of the absence and will not include overtime, or any special forms of compensation, such as

incentives, commissions, bonuses, or shift differentials.

Refer to the Town of Winamac Employee Handbook for additional information on sick/personal

time off benefits.

Holidays

The Town of Winamac's 2020 holiday schedule is as follows:

• New Year's Day (January 1)

• Good Friday (Friday before Easter)

• Memorial Day (last Monday in May)

• Independence Day (July 4)

• Labor Day (first Monday in September)

• Veteran's Day (November 11)

• Thanksgiving (fourth Thursday in November)

• Day After Thanksgiving (fourth Friday in November)

• Christmas Eve (December 24)

• Christmas Day (December 25)

• New Year's Eve Day (December 31)

Holiday benefits will be calculated based on the employee's current pay rate at the time of the

holiday multiplied by the number of hours that the employee would have worked on the holiday.

If eligible full-time nonexempt employees work on a recognized holiday, they will receive

holiday pay plus wages at the time and a half rate, for the hours worked on the holiday. Paid

time off for holidays will be counted as hours worked for the purposes of determining overtime.

It does not include any special forms of compensation such as incentives, commissions, bonuses,

or shift differentials.

Employees of the Winamac Police Department are not eligible for Holidays. Holidays have no

monetary value.

Employees of the Winamac Police Department working a fixed twelve (12) hour shift during a

holiday shall be permitted a Bonus Day off at a later date to be taken with the approval of the

Town Marshall and within 365 days of the holiday worked. All members, working a twelve (12)

hour shift, whose regular shift falls on a Holiday, are considered to be working and, therefore,

automatically eligible for a Bonus Day. Employees, working a fixed twelve (12) hour shift,

whose regular day off falls on a Holiday will be granted a Bonus Day off after said Holiday has

occurred. Bonus Days shall be taken within 365 days of the holiday and shall be taken on

Page 7 of 14

Ordinance # 21 of 2019

Adopted: December 9, 2019

scheduled work days. A Bonus Day has a monetary value of regular time worked but cannot be

used to calculate over time.

Refer to the Town of Winamac Employee Handbook for additional information on holidays.

Bereavement Leave

Up to three consecutive days of paid bereavement leave may be provided to eligible employees

in the event of a death of their spouse, child, stepchild, father, mother, stepfather, stepmother,

mother-in-law, father-in-law, grandfather, step-grandfather, grandmother, step-grandmother,

grandchild, step-grandchild, brother, sister, brother-in-law, or sister-in-law. In the case of

married employees, these members of the spouse's family are also included.

Bereavement leave will be calculated based on the employee's current pay rate at the time of

absence calculated by the total number of hours that the employee would have worked on the day

of the absence and will not include overtime, or any special forms of compensation, such as

incentives, commissions, bonuses, or shift differentials.

Refer to the Town of Winamac Employee Handbook for additional information on bereavement

leave.

Jury Duty

Jury duty pay will be calculated on the employee's current pay rate times the number of hours the

employee would otherwise have worked on the day of absence.

Refer to the Town of Winamac Employee Handbook for additional information on jury duty.

Witness Duty

If employees have been subpoenaed or otherwise requested to testify as witnesses by the Town

of Winamac, they will receive paid time for the entire period of witness duty. Any employee who

is called to testify in court by the Town of Winamac will be paid his or her current rate of pay for

the time expended.

Refer to the Town of Winamac Employee Handbook for additional information on witness duty.

Time Off to Vote

If nonexempt employees are unable to vote in an election during their nonworking hours, the

Town of Winamac may grant unpaid time off to vote.

Refer to the Town of Winamac Employee Handbook for additional information on time off to

vote.

Page 8 of 14

Ordinance # 21 of 2019

Adopted: December 9, 2019

Medical Insurance (High Deductible Health Plan), Dental and Vision

Medical, dental and vision insurance is offered to eligible regular full-time employees upon their

date of hire. The Town of Winamac requires the employee to contribute $1.00 per year towards

the total premium contribution for the employee only coverage. The Town of Winamac

contributes the remainder of the annual premium. The Town of Winamac requires the employee

to pay a portion of the medical insurance premiums beyond employee only coverage (refer to the

chart below) to include:

• Employee/Spouse

• Employee/Children

• Family

The medical insurance premium contributions that are paid by the Town of Winamac are as

follows: IPEP BAHSA E2 (Rates as of November 12, 2019):

Medical — Plan

Employer Contribution

Employee Contribution

Employee Only

$418.00 per month

$1.00 per year

The medical premium contributions that are paid both by the Town of Winamac and the

employee are as follows: IPEP BAHSA E2 (Rates as of November 12, 2019):

Medical—Plan

Employer Contribution

Employee Contribution'

Employee/Spouse

$418.00 per month

$489.00 per month

$244.50 per pay — 24 pays

Employee/Children

$418.00 per month

$362.00 per month

$181.00 per pay —24 pays

Family

$418.00 per month

$830.00 per month

$415.00 per pay — 24 pays

The dental premium contributions that are paid by the Town of Winamac are as follows (IPEP

Association Dental without Orthodontics):

Dental - Plan

Employer Contribution

Employee Contribution

Employee Only

$27.25 per month

$0.00 per year

The dental premium contributions that are paid both by the Town of Winamac and the employee

are as follows IPEP Association Dental without Orthodontics):

Dental - Plan

Employer Contribution

Employee Contribution

Employee/Spouse

$27.25 per month

$28.35 per month

$14.17 per pay — 24 pays

Employee/Children

$27.25 per month

$37.85per month

$18.90 per pay — 24 pays

Page 9 of 14

Ordinance # 21 of 2019

Adopted: December 9, 2019

Family

$27.25 per month

$71.61per month

$35.80 per pay —24 pays

The vision premium contributions that are paid by the Town of Winamac are as follows (IPEP

Association Vision High Plan):

Vision High Plan

Employer Contriblition

Employee Contribution

Employee Only

$6.50 per month

$0.00 per year

The vision premium contributions that are paid both by the Town of Winamac and the employee

are as follows (IPEP Association Vision High Plan):

Vision High Plan

Employer Contribution

Employee Contribution

Employee/Spouse

$6.50 per month

$4.87 per month

$2.43 per pay — 24 pays

Employee/Children

$6.50per month

$5.84 per month

$2.92 per pay —24 pays

Family

$6.50 per month

$12.34 per month

$6.17 per pay-24 pays

Refer to the Summary of Benefits and Coverage (SBC) documents for additional information on

medical, dental and vision insurance offered by the Town of Winamac.

Health Savings Account (HSA)

The Town of Winamac contributes $194.75 per month into an employee's HSA who is a

participant in the Town's high deductible health plan.

Group Life and AD&D Insurance

Group life and AD&D insurance is offered to eligible regular full-time employees upon their

date of hire. The Town of Winamac pays 100% of all premiums for group life and AD&D

insurance as follows:

Group Life and

Maximum Benefit

Rate-

Total Premium per

AD&D

Benefit

Life Rate per

$60,000

$0.260

$.0.26 x 60 =

$1,000 of Benefit

$15.60

AD&D Rate per

$60,000

$0.030

$0.030 x 60 =

$1,000 of Benefit

$1.80

Monthly Premium

$17.40 per

per Employee

employee per

month

Refer to the Summary Plan Description (SPD) for additional information on the group life and

AD&D insurance plan.

Page 10 of 14

Ordinance # 21 of 2019

Adopted: December 9, 2019

Catastrophic Illness/Injury Benefits

Catastrophic illness/injury benefits are offered to eligible employees as outlined in the ordinance

dated November 14, 2005, by the Town of Winamac.

Catastrophic illness/injury benefits are offered to the Town Manager, Clerk-Treasurer, Town

Marshal, Utility Superintendents (Electric, Water and Street, and Wastewater), and the Parks and

Recreation Manager upon their date of hire.

In the event of a catastrophic illness/injury, there will be a two-week exclusion period

before the policy will start. During this period, employees may use any unused vacation

benefits and or sick/personal time off benefits to cover the time away from work. Also, the Town

of Winamac reserves the right to send employees to a doctor of its choice at the Town's expense

for a second opinion at any time this policy is utilized.

After the two-week exclusion period, the employee's salary will be paid at the following

rates:

• During the first eight-weeks, the employee will receive 100% of their bi-weekly salary.

Two extra days for each year of employment with the Town of Winamac will be added to

this benefit period.

• During the six-weeks following the above period, the employee will receive 75% of their

bi-weekly salary. Two extra days for each year of employment with the Town of

Winamac will be added to this benefit period.

• During the four-weeks following the above period, the employee will receive 60% of

their bi-weekly salary. Two extra days for each year of employment with the Town of

Winamac will be added to this benefit period.

• At the end of this third period, benefits shall cease.

Days that an employee works part-time will be used to extend the benefit period. The Town of

Winamac will pay the employee for the time actually worked, while the policy will pay the

employee at the appropriate rate for time not worked. The maximum benefit under this program

will be dependent on years of service, part-time work will be credited to extend the period.

Catastrophic illness/injury benefits are offered to the employees in the following positions upon

their date of hire: Deputy Marshals (to include the First Sergeant), Deputy Clerks (to include the

First and Second Deputy), Mechanic (there is not a Mechanic job on the salary ordinance for

2020), Utility Laborers (Lineman, Wastewater Foreman, Wastewater Crew Member, and Utility

Swing Person), Street Department Laborers (Water and Street Crew Members), and

Garbage/Recycling Laborers (there are no garbage/Recycling Laborers on the salary ordinance

for 2020).

In the event of a catastrophic illness/injury, there will be a two-week exclusion period before the

policy will start. During this period, employees may use any unused vacation benefits and

sick/personal time off benefits to cover the time away from work. Also, the Town of Winamac

reserves the right to send employees to a doctor of its choice at the Town's expense for a second

Page 11 of 14

Ordinance # 21 of 2019

Adopted: December 9, 2019

opinion at any time this policy is utilized.

After the two-week exclusion period, the employee's wage will be paid at the following

rates:

• During the first eight-weeks, the employee will receive 100% of their wage based on a

forty-hour work week. Two extra days for each year of employment with the Town of

Winamac will be added to this benefit period.

• During the six-weeks following the above period, the employee will receive 75% of their

wage based on a forty-hour work week. Two extra days for each year of employment

with the Town of Winamac will be added to this benefit period.

• During the four-weeks following the above period, the employee will receive 60% of

their wage based on a forty-hour work week. Two extra days for each year of

employment with the Town of Winamac will be added to this benefit period.

• At the end of this third period, benefits shall cease.

Days that an employee works part-time will be used to extend the benefit period. The Town of

Winamac will pay the employee for the time actually worked, while the policy will pay the

employee at the appropriate rate for time not worked. The maximum benefit under this program

will be dependent on years of service, part-time work will be credited to extend the period.

This program will run from illness/injury to illness/injury, with the exception of cancer. All

forms of cancer will be considered as one illness until the employee has been "cancer free" for

five-years. After being "cancer free" for five-years, a subsequent cancer diagnosis would start at

the beginning of the benefit period.

Example: An employee with 15-years of service has a heart attack and is off work. The first

eight-weeks plus another 30-days would be paid at the 100% level of the benefit. While the

employee is still off of work, the 75% benefit level would begin paying. After four more weeks,

the employee returns to work. If another heart condition would require the employee to be off

work, the employee would start the program with two weeks plus another 30-days at the 60%

level of the benefit, after another two-week exclusion period. If after returning to work full-time,

the employee should be diagnosed with a different illness or suffer an injury, they would start at

the beginning of the program for this illness/injury.

Refer to the Town of Winamac ordinance dated November 14, 2005, for additional information

on Catastrophic Illness/Injury Benefits.

Indiana Public Retirement System (INPRS)

Elected officials and eligible full-time employees may participate in the Indiana Public

Retirement System (INPRS). The Town of Winamac will contribute 11.2% of the employees'

base wage to the fund when the employee contributes a minimum of 3%. The benefits, costs, and

administration are determined by current INPRS directives.

Page 12 of 14

Ordinance # 21 of 2019

Adopted: December 9, 2019

Licensing and Certifications

Employees are encouraged to seek certification in their relative field. An employee may apply

for and receive an additional $0.25 per hour for any certification he or she may hold, providing

that the certification relates directly to their department or area of employment. If an employee

desires to attend a course and receive certification, he or she may apply to the Town Council for

permission to attend said course. A certification approval form must be completed and submitted

to the Winamac Town Council for their consideration before the start of the training. Upon

approval of the Town Council, the Town of Winamac will pay all course fees and upon

completion and certification the employee will receive an additional $0.25 per hour. Should an

employee leave the employment of the Town within three-years of the course completion, the

employee will reimburse the Town all course fees and travel expenses paid by the Town prorated

at 1/3 per year, payable on the last day of employment.

Refer to the Town of Winamac Employee Handbook for additional information on licensing and

certifications.

Business Travel Expenses

Eligible employees of the Town of Winamac may receive reimbursement for mileage, meals,

lodging, parking, and similar expenses for travel outside of the Town and while engaged in

conducting Town-sanctioned business. The maximum reimbursement for travel expenditures to

include mileage is as follows:

• Airfare or train fare for travel in coach or economy class or the lowest available fare. Car

rental fees, only for compact or mid-sized cars.

• Fares for shuttle or airport bus service, where available; costs of public transportation for

other ground travel.

• Ground transportation fares, only when there is no less expensive alternative.

• Mileage costs for use of personal cars, only when less expensive transportation is not

available and payable at current Internal Revenue Service (IRS) mileage rate. Town-

owned vehicles are to be used first whenever possible.

• Cost of standard accommodations in low to mid-priced hotels, or similar lodgings.

• Reimbursement of all meals shall not exceed $35 per day: payment for breakfast if

departure is prior to 6:00 a.m.; payment for mid-day meal if the employee is out-of-town

for the entire day or if the cost of the meal is not included in a registration fee; and

payment for an evening meal if the return is after 8:00 p.m.

• Tips not exceeding 20% of the total cost of a meal or 20% of a ground transportation fare.

• Charges for telephone calls, fax, and similar services required for business purposes.

Refer to the Town of Winamac Employee Handbook for additional information on business

travel expense.

Page 13 of 14

Ordinance # 21 of 2019

Adopted: December 9, 2019