§ 114-121. Compensation philosophy.

The City of Atlanta shall establish and maintain a total rewards system, including wages, salaries, benefits, bonus and incentives to attract, retain, develop and value high quality employees at all levels of city government. Such compensation system shall include a pay plan that is published and is directly related to the classification plan. Said compensation system shall support the city's strategies, objectives, and shall be within fiscal limits of the city budget. The compensation program shall include the following principles:

(a)

Compensation shall be applied in balance with fairness and equitable treatment of all employees regardless of race, age, gender, disability, sexual orientation, or gender identity, and shall be in accordance with equal employment opportunity (EEO) regulations.

(b)

Pay plans shall be as competitive as practicable with equity between internal and external peers in like job families, and shall reflect the specific labor markets from which the jobs compete for top talent.

(c)

Minimum pay shall be set at a minimum wage to assure that regular employees will have the opportunity to earn an annual salary consistent with a minimum wage of $13.00 per hour beginning July 1, 2017. Beginning July 1, 2018, minimum pay shall be increased at a minimum wage that regular employees shall earn an annual salary consistent with a minimum wage of $14.00 per hour. Beginning July 1, 2019, minimum pay shall be increased at a minimum wage that regular employees shall earn an annual salary consistent with a minimum wage of $15.00 per hour. All pay plans may be adjusted for cost-of-living changes, as determined by the CPI-U-Atlanta, unless specifically waived or modified by council ordinance. The council will prepare and adopt specific standards under which the council will waive the 100 percent COLA as determined by CPI-U-Atlanta.

(d)

Pay plans shall be as simple as practical to assure understanding by employees and candidates.

(e)

Every five years, or more frequently when so determined, the commissioner of human resources shall assess the need to conduct a market study of benchmark positions to maintain a competitive posture; and shall propose a plan of action, if needed, to bring any positions or classifications into competitive alignment.

(f)

Pay and incentives shall be based on performance, and no employee shall be guaranteed compensation just for adding another year to organizational service.

(g)

Performance bonuses are discretionary and will only be paid in accordance with established specific guidelines that are set in advance of the intended payment. The criteria under which employees are eligible to receive a bonus; and the specific method in which employees will be selected to be awarded a bonus shall be included in the guidelines.

(Ord. No. 2007-22(06-O-2700), § 1, 3-27-07; Ord. No. 2013-24(13-O-1183), § 5-D, 7-16-13; Ord. No. 2017-31(16-O-1719), § 1, 6-23-17 ; Ord. No. 2019-14(18-O-1470), § 3, 2-12-19 )