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Page 2 of 3 25.1 Employees are granted ninety-two (92) hours off in lieu of holidays at 37 the beginning of each calendar year. 38 39 25.2 Sergeants who work at the express au thorization of the Employer, or on a 40 scheduled work shift as per Articl e XII who are scheduled and working 41 on New Year’s Day, Martin Luther King Jr. Day, Presidents Day, 42 Memorial Day, July 4, Labor Day, Veterans Day, Thanksgiving Day, or 43 December 25 will receive one and one-ha lf (1-1/2) times their base rate 44 of pay for all hours worked. 45 46 25.3 Holiday leave may be taken at any time during the year with the 47 provision that all such leave reque sts must be approved by the Police 48 Chief or the designated representati ve. Any holiday time earned but not 49 used by the employee by the end of any calendar year may be paid out at 50 the express authorization of the Police Chief providing that every effort 51 to use the time has been made by the employee. This payment will be 52 made at the Sergeant’s last hourly rate during the calendar year being 53 requested. Any hours not used or a pproved for payout at the year’s end 54 will be forfeited. 55 56 25.4 In the event an employee terminat es his/her employment the employee 57 shall be paid for the prorated ac cumulation but unused holiday leave 58 hours as of the employee's separation date. 59 60 4. INSURANCE: 61 62  No change - Same as City Council ha s provided to all other City staff. 63 64 65 Approval of this agreement will settle the first group for the 2014 year and beyond. 66 P OLICY O BJECTIVE 67 Each year the City budgets for wa ge and benefit adjustments for all employees. The adjustments 68 stem from the best information known or antic ipated from the metro labor market, labor 69 settlements, and the consumer price index. 70 71 The City’s compensation policy objectives include: 72 73 Internal Equity – maintaining a compensation an d benefit package that is as consistent as 74 possible between the City’s three union and two of the non-union groups. 75 76 External Equity- the policy is to maintain a compensation and benefits package that is 77 equivalent to comparable cities for comparable positions. 78 79