HomeMy WebLinkAboutres2013-034 WHATCOM COUNTY COUNCIL AGENDA BILL NO. _ 2013-334
CLEARANCES Initial Date Date Received in Council Office Agenda Date Assigned to:
Finance&Admit:
Originator. ,, a , 10/10/13 10/22/13 Svcs Committee and
� F E C I� L F D Council Agenda
Division Head: 10/10/13
OCT 152013
Dept.Head:
Prosecutor: 1)4.— !01101,3 WHATCOM COUNTY
COUNCIL
Purchasing/Budget: ,
Executive: MI /It l y 1,3
TITLE OF DO 'V't` :
2014 Unrepresented Resolution
ATTACHMENTS:
2014 Unrepresented Resolution
SEPA review required? ( ) Yes ( X ) NO Should Clerk schedule a hearing? ( ) Yes ( X ) NO
SEPA review completed? ( ) Yes ( X ) NO Requested Date:
SUMMARY STATEMENT OR LEGAL NOTICE LANGUAGE: (If this item is an ordinance or requires a public
hearing,you must provide the language for use in the required public notice. Be specific and cite RCW or WCC as appropriate. Be
clear in explaining the intent of the action.)
Proposed changes to Unrepresented Resolution for 2014.
COMMITTEE ACTION: COUNCIL ACTION:
10/22/2013: Forwarded to Council for approval 10/22/2013: Council Approved 7-0
Res. 2013-034
Related County Contract#: Related File Numbers: Ordinance or Resolution Number:
2012-039 & 2013-011
Res. 2013-034
Please Note: Once adopted and signed, ordinances and resolutions are available for viewing and printing on
the County's website at: www.co.whatcont.wa.us/council.
PROPOSED BY: Executive
INTRODUCTION DATE: October 22, 2013
RESOLUTION NO. 2013 — 034
A RESOLUTION IN THE MATTER OF ADOPTING A SALARY SCHEDULE AND
POLICIES FOR UNREPRESENTED WHATCOM COUNTY EMPLOYEES
EFFECTIVE JANUARY 1, 2014
WHEREAS, it is necessary to establish policies and salaries for the unrepresented
employees; and,
WHEREAS, the Whatcom County Council hereby adopts the following policies for
administration of personnel issues affecting unrepresented employees; and,
WHEREAS, it is nonetheless understood that state law may override certain
stipulations set forth herein; and,
WHEREAS, the Whatcom County Council hereby adopts the concept of a salary
matrix as the basis of establishing salaries for a majority of the non-represented positions;
NOW, THEREFORE, BE IT RESOLVED, that the Council intends that the
Administration should follow the policies set forth below and should place non-represented
employees within the proper range and step according to the FTEs contained in the
adopted budget;
AND FURTHER, THEREFORE, BE IT RESOLVED,
1. DEFINITIONS
1.1 "Unrepresented employee" is defined as either elected officials or non-
represented employees.
1.2 "Elected official" is defined as only those officials elected pursuant to the
provisions of the Whatcom County Charter and Washington State Law (except Superior
Court Judges).
1.3 "Non-represented employee" is defined as all other unrepresented
employees who are appointed to a budgeted full-time equivalent position.
1.4 "Full-time equivalent" and "FTE" are both defined as the currently
assigned percentage, not to exceed currently budgeted full-time equivalency of a position,
as authorized by budget ordinance.
2014 Unrepresented Resolution— Page 1
2. NON-REPRESENTED SALARY MATRICES — EXHIBITS A THROUGH F
The monthly salaries of non-represented positions shall be established within the
ranges and steps provided in Exhibits A through F. Exhibits A through F shall be effective
on the date listed on the applicable Exhibit and shall remain in place until changed.
Should a range not be available, a new range will be created which is either a partial range
at 2.15% above the previous range or 4.3% above the previous range depending on
circumstances. Monthly salary amounts indicated are for one (1.00) FTE. These amounts
will be pro-rated for fractional FTEs. Monthly amounts may be converted to an hourly rate
by dividing the monthly amount by 173.33
2.1 Sub-Ranges. Certain sub-ranges (as designated on the appropriate matrix)
were created to address supplemental compensation replacement for employees who
were receiving compensation under Executive Order 2004-03. These sub-ranges are not
applicable to other individuals. The sub-range is in recognition of previously negotiated
compensation based on multiple assignments, varied duties, working far beyond the hours
required in a regular work week, evening meetings, and responding to emergencies in
order to minimize the cost of administration and provide the greatest flexibility for the
County. Employees in sub-ranges 500.1, 510.1, 510.2, 520.1, 520.2 and 525.1 are not
eligible for Interim Assignment Pay (section 4.6), Emergency Response Pay (section 4.10)
or Paid Administrative Leave (section 4.5).
3. OTHER NON-REPRESENTED POSITIONS — EXHIBITS G AND H
Other non-represented positions covered by Exhibits G & H shall be paid a monthly salary
effective on the date listed per the appropriate Exhibit, pro-rated for fractional FTEs, unless
otherwise noted.
3.1 Court Commissioners. Court Commissioners are to be paid at a rate
equivalent to a percentage of the comparable state Court Judge salary level. Any changes
in these Judges' salaries will be reflected in the comparable Court Commissioners'
salaries.
% of Comp. Judge Range
Superior Court Commissioner 85% 903
District Court Commissioner 80% 904
3.2 Flat Rate Positions. Amounts listed in Exhibit G are already pro-rated for
FTE listed.
FTE Range
Court Reporter .875 801
Health Officer .60 802
4. COMPENSATION & EMPLOYMENT
4.1 Step Movement. Within the salary matrices contained in Exhibit A through
H, all steps shall be awarded on the basis of successful job performance. A performance
evaluation must have been completed for employees in Exhibits A through D, G and H
within the last year and the most recent evaluation must be "3.38" or better overall to
2014 Unrepresented Resolution— Page 2
advance on the step date to the next step per the time period indicated on the appropriate
Exhibit on the first day of the appropriate month.
4.2 Reclassification or Promotion. If funding is available within the authorized
budget, Department Heads can request a promotion or reclassification so long as it is in
compliance with County policy on reclassifications (AD140000Z) and it receives written
approval of the County Executive. Individuals who are reclassified (because of the
addition of significantly higher-level duties) or promoted into a higher position shall move to
the step in the new range as follows. The `top wage step' is defined as the highest step in
a given range which includes an increase in the wage component (as opposed to an
increase in just the Recognition & Retention component) over the preceding step.
• For employees in Exhibits A, B, C, or D, if a 5% increase would place the employee
below the top wage step in the new range, the employee is placed in the new range in the
step providing at least a 5% increase. The reclassification or promotion date becomes the
next step date.
• For employees currently below the top wage step in Exhibits A, B, C, or D, if a 5%
increase would place the employee at or above the top wage step in the new range, the
employee is placed in the top wage step. The reclassification or promotion date becomes
the next step date.
• For employees currently at or above the top wage step in Exhibits A, B, C, or D, if a
5% increase would place the employee at or above the top wage step in the new range,
the employee is placed in the new range at their current step and maintains their current
next step date.
• For Exhibits E, and F, employees are placed in the step in the new range that
provides at least a 5% increase in base salary, not to exceed the top step of the new
range. The reclassification or promotion date becomes the next step date.
• For movement outside the employee's current Exhibit, if a 5% increase would place
the employee below the top wage step in the new range, the employee is placed in the
new range in the step providing at least a 5% increase. The reclassification or promotion
date becomes the next step date. If a 5% increase would place the employee at or above
the top wage step in the new range, the employee is placed in the new range at their
current step and maintains their current next step date.
4.3 Realignment. If funding is available within the authorized budget,
Department Heads can request consideration during the budget process, on the
appropriate form, realignment of positions the following January, which are paid at least
three percent (3.00%) below the average of at least four (4) of the six (6) comparable
counties (all comparable counties where matches exist must be used). Individuals moving
to a new range because of realignment of non-represented positions or ranges shall be
placed in their current step (but no higher than the top step) one range above their current
range. The effective date of the realignment shall become the step increase date.
Positions which are experiencing recruitment and/or retention difficulties may be looked at
during the year if funding is available within the current year's budget for the department.
4.3.1 Additional Considerations. In the administration of section 4.3 —
Realignment, in the event the County identifies a position as one with documented local
recruitment and/or retention difficulties then secondary comparables based on close
geographical location and sociological issues may be considered.
2014 Unrepresented Resolution— Page 3
4.4 Position Movement. Individuals moving to a position in a lower range may
have a salary adjustment up or down depending upon individual qualifications for the
position, the nature of the work performed, and internal equity with no change to the next
step increase date.
4.5 Overtime & Compensatory Time Pay. The provisions for overtime
payments and compensatory time (for working over 40 hours in a week) apply only to non-
represented employees who are covered as non-exempt by the Federal Fair Labor
Standards Act (FLSA). Employees requesting compensatory time in lieu of overtime pay
shall have such request granted up to a maximum of twenty-four (24) hours per calendar
year. Additional compensatory time may be mutually agreed to, but an employee may
accrue no more than a maximum of 80 hours of compensatory time at any time. By mutual
agreement, and per written approval of the department head, an employee may cash out
accrued compensatory time at the end of each calendar year.
In recognition of the contributions non-represented employees sometimes make in
working far beyond the hours required in a regular work week, and the fact that FLSA-
exempt employees do not get overtime or compensatory time, the Executive's Office has
authority to award deserving non-represented FLSA exempt employees up to five (5) days
of paid administrative leave per year. These days must be used in the year awarded
unless County business prevents this occurring, in which case they can be carried over
one year. Administrative leave may only be cashed out upon separation.
The Executive is empowered to authorize extra pay for non-represented employees
during a period of extraordinary circumstances (such as emergency conditions, a strike,
etc.).
4.6 Interim Assignment Pay. From time to time, non-represented employees
may be asked to cover all or part of the duties of a higher-level position during periods of
extended absence, vacancy, or for special assignments. In these instances, interim
assignment pay may be awarded. Department heads shall discuss appropriate rate of
interim assignment pay with Human Resources.
4.7 Employment Opportunities. Non-represented employees who wish to
apply for a union position may do so by the posted closing date for union members. Non-
represented applications will be reviewed only if there are no current eligible and qualified
represented employees from the applicable bargaining unit who apply or who are selected
for the opening. The County, at its sole discretion, may or may not at that time select non-
represented employees for any type of opening, or may proceed with a public posting and
include the non-represented employees in the employment process.
4.7.1 Provisional Appointments. The County may make provisional
appointments for employees not fully meeting all requirements and qualifications. Such
employees will be placed in a range lower than the posted position, receiving at least a 5%
promotional increase (in compliance with section 4.2) and will not receive another
promotional increase upon fully meeting posted requirements. They will maintain their
step increase date when moved to the range of the posted position and be placed in the
step closest to but not less than the provisional appointment rate of pay.
2014 Unrepresented Resolution—Page 4
4.8 Disciplinary Suspensions. FLSA-exempt employees are not subject to
unpaid disciplinary suspensions except in increments of full work-weeks, unless the
infraction leading to the suspension is for a violation of a safety rule of major significance.
4.9 Employment at Will. Employment for non-represented employees is at will,
which means either the employee or the County can end the employment relationship
without being legally required to give notice or a reason except as stipulated herein, by
County policy, or by law.
4.10 Emergency Response. Non-represented employees authorized in advance
and required to respond in person to extraordinary emergencies, and works anytime
between the hours of 9:00 p.m. and 6:00 a.m., Monday through Friday and any time on
Saturday or Sunday, shall receive a $100 stipend per incident. If an employee is not on a
pre-approved absence, and response to an incident is during normal hours but extends to
hours or days noted above, no stipend is awarded. If the incident extends beyond 24
hours from the first response by employee and additional responses are required during
times or days noted above, depending upon circumstances, an additional stipend may be
awarded. Pre-authorization for extraordinary emergencies eligibility is provided by an
employee's supervisor in advance with written approval of the department head for a
specific incident requested after the incident occurs. Final approval of a specific incident is
provided by the Executive's Office or designee. In the case of department heads, pre-
authorization and final written approval of a specific incident is provided by the Executive
or designee.
4.11 Recognition and Retention Premium. Recognition and Retention Premium
ceased to exist as a separate compensation item for all but Exhibit E as it was rolled into
applicable matrices.
4.12 Probable Cause Compensation. Any attorney in the Prosecuting
Attorney's Office required to appear on a Saturday or Sunday at a scheduled Probable
Cause hearing shall receive $175 for his/her appearance.
4.13 Nomination for Merit Step.
4.13.1 Merit Step. Non-represented employees who are not at the top
wage step of their assigned range may be nominated by the department head to the
Executive's Office for a one-step adjustment in recognition of documented exemplary
performance. A step adjustment for merit does not impact the step date.
4.13.2 Documentation. Documented exemplary performance for a merit
step shall include a performance evaluation within the last year with an overall rating of at
least "4.00" with no individual elements or sub-elements at or below the "needs
improvement" level. Additional documentation must be in writing and shall include specific
information as to the employee's contribution:
• to achievement of some element or elements of the strategic plan;
• that has organization- or community-wide impact;
• to the completion of a specific, significant department project; or
• to a similar type of accomplishment.
2014 Unrepresented Resolution— Page 5
4.13.3 Timing. Nomination requests will normally be submitted during the
budget process, but may be submitted any time during the year. Submission requires
funding to be available within the authorized budget for the department.
4.14 Binding Arbitration Adjustment. In recognition of the fact that two
bargaining units within the Sheriff's Office have access to binding interest arbitration,
unrepresented employees in the Sheriff's Office shall receive or be eligible for, on
approximately the same basis as employees directly reporting to them, the following items:
• Pay increases, including retroactivity (non-represented employees only).
• The same basis for calculating Recognition and Retention Premium
(Longevity). Performance evaluation within last year must be 3.38 or better
overall in order to be eligible for the Premium (non-represented employees
only).
• The same annual clothing allowance if they must maintain a dress uniform.
• Medical coverage.
4.15 Ability to Cross Border. Employees must maintain the ability to cross the
Canadian border if they are assigned to a position which may at any time require crossing
the Canadian Border.
5. SCHEDULING
5.1 Work Schedule. The hours of operation may vary between departments
and divisions in order to better serve the public.
5.2 Alternative Schedule. Alternative scheduling allows the hours and the
basic workday or workweek of an employee to be modified from the department standard
to attend to County business or to accommodate a different schedule. Approval of
alternative scheduling for FLSA non-exempt employees shall not allow for greater than
forty (40) hours of compensation in any one work week, shall provide for no reduction in
service to the public, and must not increase the County's compensation costs. Alternative
scheduling requires the mutual agreement of the employee and the department head and
approval of the Executive's Office or designee. FLSA non-exempt employees may not
accumulate or not take lunch and/or rest breaks in order to shorten the workday or work
week.
5.3 Flex Time. Periodic flex time may be used for personal employee matters,
to make up doctor, vision or dental appointments, to attend meetings or to perform work on
behalf of the County. Approval of flex time for FLSA non-exempt employees shall not
allow for greater than forty (40) hours of compensation in any one work week, shall provide
for no reduction in service to the public, and must not increase the County's compensation
costs. Flex time requires the mutual agreement of the employee and the department head
or designee. FLSA non-exempt employees may not accumulate or not take lunch and/or
rest breaks in order to shorten the workday or work week.
6. LEAVES
6.1 Sick Leave. For the purpose of sick leave benefits, sick leave shall accrue
to each 1.0 FTE non-represented employee in Exhibits C through H from their date of hire
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in the amount of eight (8) hours for each month of employment, if benefits eligibility criteria
are met, to a maximum of nine hundred and sixty (960) hours except as outlined below.
6.1.1 Part-Time Employees' Sick Leave Accrual Rate. Part-time
employees' sick leave accrual rate will be pro-rated per currently assigned, but not more
than their budgeted FTE.
6.1.2 Additional Accrual. A non-LEOFF II employee who has accrued nine
hundred and sixty (960) hours at the end of the last pay period of any year shall be allowed
to accrue up to one thousand and fifty-six (1,056) hours (960 hours + up to 96 hours
annual accrual) of sick leave during the year immediately subsequent. These additional
hours of accrual may not be cashed out. The employee's total accrual reverts back to no
more than nine hundred and sixty (960) hours at the end of the last pay period of the year.
6.1.3 Sick Leave Usage. Eligible employees may request sick leave as
accrued and it may be used in increments of less than one scheduled workday, but not
less than one hour for FLSA exempt employees.
6.1.4 Proof of Illness. Upon request, an employee shall provide the
County with proof of incapacitating illness or injury for themselves and all persons covered
by section 6.1.6.
6.1.5 Excess Sick Leave Contributions. Employees under Exhibits C
through H who have at least 960 hours in their sick leave bank the first and last pay period
of the year (or at the beginning of a calendar year and upon termination in that same year)
will receive a contribution into their Health Savings Account (HSA), if they have one, or if
they do not have an HSA, into a Retirement Health Savings (RHS) plan, based upon a
portion of the hours accrued but not used during the year. Sick leave hours accrued to a
maximum of forty-eight (48) hours will apply to a partial contribution to a Health Savings
Account or Retirement Health Savings Plan if less than forty-eight (48) hours of sick leave
are used that year. Calculation is based on 25% of eligible hours, paid at the rate in effect
at year end.
6.1.6 Sick Leave for Family Care. Sick leave can be used to care for the
child of an employee with a health condition that requires treatment or supervision, or for
the care of an employee's spouse, domestic partner, registered spousal equivalent (up to
forty (40) hours per year), parent, parent-in-law or grandparent with a serious health
condition or an emergency condition. Domestic partners must be registered with the
Washington State Office of the Secretary of State and spousal equivalents must be
registered with AS-Human Resources prior to requesting sick leave usage.
6.1.7 Sick Leave Cashout. A non-represented employee with three (3) or
more years of current, continuous employment with the County shall be entitled to sick
leave cashout upon voluntary separation, layoff or death in the amount of twenty five
(25%) percent, or fifty (50%) percent if hired before May 15, 1984, of accrued hours up to a
maximum of 960 hours. Employees must give at least two (2) weeks' notice prior to
separation to be eligible for sick leave cashout.
6.1.8 Sick Leave Sharing. Sick leave sharing is available to non-
represented employees per the County's Sick Leave Sharing Program. Each employee
may donate up to a maximum of twenty-four (24) hours per calendar year.
2014 Unrepresented Resolution— Page 7
6.1.9 LEOFF II Accrual Maximum. LEOFF II non-represented employees
may accrue sick leave up to a maximum of one thousand, four hundred and forty (1,440)
hours. No more than nine hundred and sixty (960) hours shall be used as a base for
calculating sick leave cashout. If any hours are used per section 6.1.5 for partial
contribution to a Health Savings Account, if they have one, or if they do not have an HSA,
into a Retirement Health Savings Plan, any hours used in that calculation will no longer be
available to the employee and will be deducted from the accrual bank.
6.1.10 Sheriff's Office. Non-represented employees in the Sheriff's Office
(including Emergency Management and the Jail) who have employees directly reporting to
them who receive an additional five (5) days of vacation if they have seventy-five (75) days
of sick leave on December 31 of any year shall receive the same consideration.
6.2 Vacation. Non-represented employees under Exhibits C through H (except
court reporters and superior court commissioners) shall be entitled to vacation accrual
benefits if benefits eligibility criteria are met. Accruals for 1.0 FTE's will be in accordance
with the following schedule with the first employment year being the year hired and
subsequent employment years being the first of the year. Prior regular County
employment may be considered when determining employment year.
During 1st through 4th employment year accrue 10.00 hours per month
During 5th through 9th employment year accrue 13.34 hours per month
During 10th and subsequent years accrue 16.67 hours per month
Vacation leave may be requested as accrued and approved and may be used in
increments of less than one scheduled workday, but not less than one hour for FLSA
exempt employees. No more than two hundred and forty (240) vacation hours may be
carried forward from one year to the next, otherwise unused vacation in excess of two
hundred and forty (240) hours at the end of the last pay period in any year shall be
forfeited. The express purpose of vacation leave is to allow employees to take time away
from work to relax, recreate and otherwise attend to personal matters. It is the policy of
Whatcom County that non-represented employees shall take the regular vacation time
allocated each year for the good of the employee and the County. If funds exist in the
department's current budget, by mutual written agreement between the non-represented
employee, the department head and the Executive's Office, vacation anticipated to be
above the 240 hours carryover maximum can be cashed out each calendar year in the
amount of 50% of accrued hours up to a maximum of eighty (80) hours. Upon separation,
accrued vacation hours will be cashed out at 100%.
6.2.1 Part-Time Employees' Vacation. Part-time employees' vacation
accrual rate will be pro-rated per currently assigned, but not more than their budgeted
FTE. FLSA non-exempt employees will receive extra vacation pay, on a quarterly basis,
based on extra hours worked above the assigned FTE (not to exceed equivalent of 1.00
FTE).
6.2.2 Compassionate Leave. Employees may donate accrued vacation
leave or paid time off to employees for the serious health condition (as defined by FMLA)
of an employee or as otherwise provided by County policy.
2014 Unrepresented Resolution—Page 8
6.3 Holidays. Paid holidays will be available as posted on an annual basis for
non-represented employees (except superior court commissioners) who are in paid status,
or on approved voluntary unpaid furlough, the entire scheduled work day before and after
the holiday.
6.3.1 Personal Holiday. Each non-represented employee under Exhibits C
through G (except court reporters and superior court commissioners) shall receive one (1)
Personal Holiday each calendar year equivalent to their FTE on January 1 or upon hire,
not to exceed eight (8) hours. The Personal Holiday must be used in the year it is earned,
in increments of at least one hour for FLSA exempt employees. Personal Holidays are not
cashed out upon separation.
6.3.2 Working a Holiday. Employees who are required to work, because
state law requires an office to remain open on the December 24th County holiday
observance, shall receive two days off with pay.
Employees, who are required by their department head to work a paid County
holiday because of an emergency, a project that can only be completed when County
offices are closed, or special directive from the Executive's Office, shall receive two (2)
days off with pay at a mutually agreeable time.
6.3.3 Part-Time Employees' Holiday Pay. Part-time employees will
receive holiday pay based on their currently assigned, but not more than their budgeted
FTE. FLSA non-exempt employees will receive extra holiday pay, on a quarterly basis,
based on extra hours worked above the assigned FTE (not to exceed equivalent of 1.00
FTE).
6.4 Paid Time Off (PTO) Bank. Each non-represented employee on Exhibits A
& B will, in lieu of accruing vacation, sick and personal holiday, accrue time into a Paid
Time Off(PTO) bank.
6.4.1 Accrual. Accrual for 1.0 FTE's will be in accordance with the following
schedule with the first employment year being the year hired and subsequent employment
years being the first of the year. Employees appointed to an eligible unrepresented PTO
position will have their accrued and available vacation and personal holiday hours placed
in a PTO bank. Prior regular County employment may be considered when determining
employment year. Part-time employee's monthly PTO bank accrual rates will be pro-rated
based on FTE.
Exhibit B Accrual Rate/month_
During 1st through 4th employment year 21.33 hours
During 5th and subsequent years 24.67 hours
Exhibit A Accrual Rate/month
Upon hire and subsequent years 26.00 hours
6.4.2 Short-Term Disability (STD) Bank. Each newly eligible employee
will receive a "one-time" deposit of 480 hours into a short-term disability (STD) bank. Part-
time employee's short-term disability bank deposits will be pro-rated based on FTE. The
STD bank can be accessed only after an employee has been absent and used PTO bank
hours to cover three consecutive work days for an illness or injury, for an approved
2014 Unrepresented Resolution— Page 9
Family/Medical Leave, or to provide care for a family member under Family Care or Family
Leave. For each separate intermittent FMLA situation, only one period of three
consecutive work days charged to PTO needs to be met each applicable 12-month period
before gaining access to the STD bank. Access to the STD bank may require a
physician's certification. Deductions from the STD bank must be for one hour or more.
The STD bank is not eligible for cashout at any time.
6.4.3 Sick Leave Bank. Employees appointed to an eligible
unrepresented PTO position will maintain their accrued and available sick leave hours in a
bank, which can be accessed only if the one-time STD bank is depleted. Employees may
be required to provide proof of illness or periodic health care progress reports per sections
6.1.4, 6.8.1, 6.10 and 8.1.1. Upon voluntary separation, layoff or death, the sick leave
bank cashout will be cashed out per section 6.1.7.
6.4.4 Paid Time Off Usage. PTO bank hours may only be requested as
accrued and used as approved. In the event an employee needs PTO for an illness or to
care for a family member, the employee should give his or her supervisor as much notice
as possible. Deductions from the PTO bank must be for one hour or more.
6.4.5 Paid Time Off Bank Carryover/Cashout. No more than 330 PTO
hours at the end of the last pay period in any year can be carried over to the following
calendar year with additional hours forfeited. If funds exist in the department's current
budget, by mutual agreement among the impacted employee, the department head (if
applicable) and the Executive's Office, PTO anticipated to be above the 330 hours
carryover maximum can be cashed out each calendar year in the amount of 50% of
accrued hours up to a maximum of eighty (80) hours. Upon separation, hours in the PTO
bank will be cashed out at 100%.
6.4.5.1 Paid Time Off Bank Cashout — PERS I. No PERS I
employee will be adversely affected by the PTO program relative to excess compensation
impacting retirement income compared to the currently allowed sick and vacation cashout
previously allowed upon separation.
6.5 Jury Duty & Military Leave. Non-represented employees considered
exempt under the Federal Fair Labor Standards Act (FLSA) shall have no deduction in
salary for absences caused by jury duty or annual military leave. Jury duty and military
leave will be provided as described in County Policy, USERRA or state law.
6.6 Bereavement Leave. Bereavement leave shall be provided to non-
represented employees, who suffer a death in the immediate family, of up to five (5) days
off (maximum of forty hours) without loss in pay. Immediate family members include a
spouse or domestic partner, registered spousal equivalent, child or parent (including step)
of either the employee or the employee's spouse. Domestic partners must be registered
with the Washington State Office of the Secretary of State and spousal equivalents must
be registered with AS-Human Resources prior to requesting bereavement leave. Up to
three (3) days off without loss of pay is available for other close family members (including
step): brother, sister, grandchildren or grandparents of either the employee or the
employee's spouse. In the event of a funeral or other memorial occurring as a result of the
death of a current, lawful brother or sister-in-law, the affected employee may have up to
eight (8) hours off without loss in pay to attend the funeral or memorial, if not covered
above. Additional days off without pay or using accrued leave may also be available upon
2014 Unrepresented Resolution— Page 10
written approval of the department head. Requests for greater than five (5) days of leave
without pay in a calendar year requires Executive Office approval.
6.7 Civil Leave. Civil leave with pay shall be allowed to permit a non-
represented employee to testify in any federal, state or municipal court when a subpoena
compels such testimony and such testimony is on behalf of Whatcom County or is in
connection with a matter in which Whatcom County is a party.
6.8 Family Leave. The County provides unpaid leave to any eligible non-
represented employee covered by this Resolution, consistent with the Washington State
Family Leave Act, Washington State Family Care Act, Washington State Military Family
Leave Law, and the Federal Family and Medical Leave Act (FMLA). Employees are not
required to use accrued vacation time, sick leave, STD bank, or PTO bank before
commencing unpaid family leave, except an employee who has previously used twelve
(12) weeks of unpaid FMLA will, for the following four years, use all but a total of forty (40)
accrued hours (including compensatory time) of allowable vacation, sick, PTO bank, STD
bank, and personal holiday time before beginning unpaid leave during any subsequent
twelve-month FMLA period. If leave pursuant to FMLA stipulations would also qualify as
leave under any other County benefit, policy or type of leave, the period of the FMLA leave
will run concurrently as permitted by law and will apply toward an employee's entitlement
for each type of leave that may be applicable.
6.8.1 Physician Certifications. The County may require physician
certifications in accordance with state and federal guidelines.
6.9 Maternity Leave. Accrued sick leave or STD bank time may be utilized for
maternity/disability leave. In the event sick leave and/or the STD bank is exhausted before
the employee returns to work, any vacation, PTO bank, or other paid leave which has
accrued must be utilized before approval of any leave without pay is considered by the
County, except for leaves falling under the federal Family and Medical Leave Act or
County policy. If leave pursuant to this provision would also qualify as leave under any
federal or state statutes, the period of leave will apply toward the employee's entitlement to
leave under any applicable statute consistent with section 6.8. Unless the birth mother
chooses to invoke FMLA, a birth mother's period of temporary pregnancy-related disability
shall not be deducted from the FMLA leave entitlement.
6.10 Leave for Illness or Injury. Non-represented employees may request in
writing, with appropriate health care provider verification, leave for major illness or injury
utilizing Family/Medical Leave, accrued leaves, and unpaid leaves, as appropriate and as
approved. Total time for the leave, which will include all time away from work, may be
extended up to a maximum of twelve (12) months with the mutual consent of the
department head and the Executive's Office. An employee who returns to work will be
credited for length of return time within the twelve (12) month limit if the employee must go
back on disability for the same illness/injury. Periodic health care progress reports may be
required.
6.11 Domestic Violence Leave. The County provides leave to employees who
are victims of, or who are family members of victims of domestic violence, sexual assault,
or stalking, consistent with the requirements of the Washington Domestic Leave Law.
2014 Unrepresented Resolution— Page 11
6.12 Absence Due to Adverse Weather. FLSA non-exempt employee's absence
due to severe inclement weather or other unusual emergency conditions will be charged to
one of the following in sequential order: compensatory time, vacation leave, paid time off,
personal holiday, or leave without pay, unless an employee who wishes to take leave
without pay notifies his/her payroll preparer before the department's payroll cut-off time.
6.13 Unpaid Furlough. Whatcom County certifies that non-represented employees
taking voluntary unpaid furlough are doing so as an integral part of the employer's
expenditures reduction efforts.
7. ELECTED OFFICIALS
7.1 Wage Adjustments for Elected Officials. Council Members and Executive
Branch Elected Officials shall be compensated per the appropriate Resolution.
7.2 District Court Judges. District Court Judges shall accrue sick leave at the
same rate as non-represented employees per section 6.1. Additionally, pursuant to RCW
3.34.130, District Court Judges will receive thirty (30) days' annual leave each January 1.
Annual leave cannot be carried forward to the next year. When a District Court Judge
vacates office, the total remuneration for annual leave and sick leave shall be granted as
allowed by RCW 3.34.100, and shall not exceed the equivalent of thirty (30) days'
monetary compensation.
8. BENEFITS
8.1 Benefits Eligibility. Non-represented employees must be compensated at
least eighty (80) hours per calendar month and be in at least a .5 FTE position to be
eligible for certain benefits (including, but not limited to, sick leave, holiday, vacation, PTO
bank, STD bank, and health and welfare). Compensation is defined as payment of wages
for work performed, vacation, accrued sick leave, PTO, STD, other paid leave, or income
for industrial injury not to exceed twelve months. County payments of health and welfare
premiums for benefits of non-represented employees are made on behalf of employees.
Compensation earned in one (1) calendar month provides health and welfare benefit
coverage in the following month unless stipulated otherwise in plan documents. Any
elected official or newly hired non-represented employee will be initially eligible for health
and welfare benefits the calendar month following at least 80 hours of compensation in
one (1) calendar month. Waiting period requirements on individual plans must be met for
benefit reimbursement. Due to the nature of elected official positions, they will be eligible
for health & welfare benefits on the same basis as a 1.0 FTE.
8.1.1 Benefits Coverage In Case of Documented Extended Illness or
Injury. If an employee has a health care provider documented extended illness, injury, or
disability, and is unable to work or be compensated at least eighty (80) hours per calendar
month, medical contributions will continue to be paid by the County for full employee and
family coverage for up to twelve (12) months from the date the employee is first ineligible
on account of such illness or injury unless employment is terminated or as adjusted per
section 6.10. This twelve-month period will apply towards the COBRA continuation
coverage period. Dental, vision and life premiums will be paid by the County for the first
three months of ineligibility only. Periodic health care provider reports may be required.
2014 Unrepresented Resolution—Page 12
8.1.2 Part-Time Employee's Benefits Coverage. Part-time employees
who fail to receive 80 hours of compensation in a calendar month shall be considered
eligible for all applicable benefits during the month in question when the failure to meet
eligibility requirements is due to a quirk in scheduling and through no fault of the employee.
8.2 Health & Welfare Benefits. All elected officials and eligible non-represented
employees shall be granted the following health and welfare benefits, and the benefits
shall include full premium contribution by the County for the employee, spouse, and
dependent children of the employee, except as noted below.
A) Medical
• Including premium contribution for coverage for domestic partner,
when registered with the Washington State Office of the Secretary of
State.
• Excluding required employee premium contribution for Contributory
Plan
B) Dental
C) Vision
D) Long-Term Disability— employee only
E) Life insurance — employee only - in the face amount of each elected official
or non-represented employee's annual salary to a maximum of $50,000.
8.2.1 Medical Contribution Cap. For 2014, the County will contribute for
each employee up to $1,089.50 per month for medical coverage under the Cap Plan. The
default Cap plan will be recognized as a Qualified High Deductible Health Plan (QHDHP),
with a Contributory Cap Plan and Cap 2000 Plan also provided as options. Employees will
elect their next year's plan choice during an open enrollment period in November.
8.2.1.1 Cap Plan (QHDHP) and Health Savings Account.
Employees electing to participate in the Cap Plan (QHDHP) will be eligible to establish a
Health Savings Account (HSA) if they are otherwise qualified to have such account. The
plan may require modifications to the plan benefits to fall within the County's contribution
level. For 2014, if the projected monthly contribution cost is less than the County's
contribution of "up to $1,089.50," the County will contribute the difference monthly to
qualified employees' HSA's.
8.2.1.1.1 First Time Enrollees. For first time enrollees, the
County will contribute to the HSA a total of $1,250 per employee if signing up as an
employee only OR $2,500 per employee as seed money in 2014 if signing up as an
employee plus dependents. Part-time non-represented employees will receive a pro-rated
contribution based on their budgeted FTE. One half the annual HSA contribution amount
will be funded in January and the balance will be contributed in 11 equal monthly amounts
for the remaining months in 2014. Participating employees are also eligible to contribute to
the HSA.
8.2.1.1.2 New Hires. Employees hired on or after January 1,
2014, and participating in the Cap Plan (QHDHP) will be eligible to establish a HSA, if they
are otherwise qualified to have such account. The County will contribute to the HSA a total
of up to $1,000 for employee only OR up to $2,000 for employee plus dependents as seed
money in 2014. Part-time non-represented employees will receive a pro-rated contribution
based on their budgeted FTE. Fifty percent (50%) will be contributed the calendar month
2014 Unrepresented Resolution— Page 13
following eighty (80) hours of compensation in one calendar month and enrolled in the
HSA with monthly contributions of either $45.45 (employee only) or $90.91 (employee plus
dependents) throughout the remaining months in 2014. Participating employees are also
eligible to contribute to the HSA.
8.2.1.2 Contributory Cap Plan. Employees can elect to participate
in the 2014 Contributory Cap Plan which may require modifications to the plan benefits to
fall within the County's contribution level plus employee's contribution, via authorized
monthly payroll deduction, of up to $100.44.
8.2.1.3 Cap 2000 Plan. Employees can elect to participate in the
Cap 2000 Plan which may require modifications to the plan benefits to fall within the
County's contribution level with no payroll deductions.
8.3 Other Benefits
8.3.1 Flex 125. The County will pay set-up costs and ongoing maintenance
costs to allow employees to utilize a Dependent & Health Care Reimbursement Plan.
8.3.2 Retirement Plans. The County provides payment to retirement plans
through the Washington State Department of Retirement Systems (DRS), which also
requires contributions from eligible non-represented employees. Elected officials may
elect, but are not required, to participate in a DRS plan.
8.3.3 Deferred Compensation. The County provides the opportunity for
voluntary employee participation in deferred compensation (457 plans) and 401(a)
programs. The County matches these contributions fifty cents on the dollar, up to a
maximum of 2% of base salary, with County contributions placed in a 401(a) Plan. New
employees, within thirty (30) days of hire, may elect to contribute directly to the 401(a)
plan.
8.3.4 Employee Assistance Program. The County provides confidential
counseling assessment services through an Employee Assistance Program for employees
and their immediate families.
8.3.5 Sheriff's Office Disability Plan. LEOFF II and PERS unrepresented
employees in the Sheriff's Office will be provided the same or substantially equivalent
disability plan as provided to employees directly reporting to them. Such employees are
not eligible to participate in the Long-Term Disability Plan offered under section 8.2.D.
8.3.6 Retirement Health Savings Plan. The County provides a tax-free
Retirement Health Savings Plan (RHS) for tax-free use for qualified medical expenses, in
accordance with IRS regulations. The County will administer the RHS plan consistent with
the County's RHS plan documents. Contribution types, which are mandatory within
identified groupings of employees, may include, but are not limited to: contribution of
excess sick leave; contribution of a percentage of base salary; and contribution of sick
leave, vacation and/or PTO bank cashouts at voluntary separation from County
employment. The County may at its discretion identify additional recognized groupings of
unrepresented employees to have one or more of the existing contribution types applied.
2014 Unrepresented Resolution—Page 14
8.3.6.1 Retirement Health Savings. For those non-represented
employees of the Sheriff's Office subject to the Binding Arbitration Adjustment matrices
contained in Exhibits E and F, 3% of base salary provided will be mandatorily paid by the
County to his or her Retirement Health Savings account, with the remaining 97% of base
salary paid through payroll.
8.3.6.1.1 Additional Mandatory Contributions. When any of
the employees on Exhibit E or F separate from employment, sick leave cashout, per
section 6.1.7 and vacation cashout will be mandatorily contributed to his or her Retirement
Health Savings account.
8.3.7 Clothing Repair & Replacement. Employees who, in the course of
pursuing their assignments, suffer a loss or substantial damage to clothing, excluding
normal wear and tear, shall be reimbursed the reasonable cost for the repair or
replacement of like items at a rate commensurate with the condition of the claimed item.
Personal property shall be repaired or replaced up to $35.00 per item.
8.3.8 Electronic Funds Transfer. All newly hired regular employees shall
authorize paycheck deposit by electronic funds transfer (EFT) within thirty (30) days of
employment. Employees may temporarily stop EFT in emergency situations with at least
seven (7) days notice before a scheduled payday, but must restart EFT within three
months.
9. POLICY OR PROVIDER CHANGES
From time to time, the County may change provisions in this resolution or select different
providers of benefits, which may impact plans offered. Nothing in this document shall limit
the County's ability to change any provision in this resolution or to search for the most cost
effective benefit packages, nor shall it commit the County to selecting any specific provider
or plan.
2014 Unrepresented Resolution— Page 15
10. EFFECTIVE DATE
All changes in salaries and benefits under this resolution shall become effective on
January 1, 2014 and shall remain in effect until rescinded, except where noted otherwise
and except that any further changes may be retroactively applied as approved by the
County Council.
AND FURTHER,THEREFORE, BE IT RESOLVED, that Resolution Nos. 2012-039
and 2013-011 are hereby rescinded effective January 1, 2014, and this Resolution shall
become effective that same date.
APPROVED this 22nd day of October, 2013,
►►►,111,
CO 0
ATTES \p,T C WHATCOM COUNTY COUNCIL
J: �,{�'� '•� ,f WHATCOM COUNTY, WASHINGTON
Dana Blown-DaV s,•Evunc .. lerk Kathy Kershner, Chair
''''',/111■71►t oo``�
APPROVED as to form:
mac..,b,dy-;4?‘,v
Chief Civil Deputy Prosecuting Attorney
2014 Unrepresented Resolution— Page 16
Exhibit "A" 2014 Department Head Salary Matrix-effective March 31, 2013
36 months of service at each step required to
12 months of service at each step required to move to next step move to next step
Range Step 1 Step 2 - Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Step 9 Step 10 Step 11 Step 12 Step 13
500.0 $7,912 $8,218 $8,532 $8,863 $9,205 $9,559 $9,927 $10,307 $10,706 $10,724 $10,746 $10,770 $10,793
T
500.1* $8,012 $8,318 $8,632 $8,963 $9,305 $9,659 $10,027 $10,407 $10,806 $10,824 $10,846 $10,870 $10,893
-F
510.0 $8,252 $8,570 $8,901 $9,242 $9,597 $9,967 $10,350 $10,747 $11,162 $11,179 $11,202 $11,226 $11,249
510.1* $8,402 $8,720 $9,051 $9,392 $9,747 $10,117 $10,500 $10,897 $11,312 $11,329 $11,352 $11,376 $11,399
510.2* $8,452 , $8,770 $9,101 $9,442 $9,797 $10,167 $10,550 _ $10,947 $11,362 $11,379 $11,402 $11,426 $11,449
520.0 $8,605 $8,935 $9,280 $9,638 $10,010 $10,395 $10,793 $11,207 , $11,639 $11,657 $11,680 $11,703 $11,726
520.1* $8,855 $9,185 $9,530 $9,888 $10,260 $10,645 $11,043 $11,457 $11,889 $11,907 $11,930 $11,953 $11,976
520.2* $9,105 $9,435 $9,780 $10,138 $10,510 $10,895 $11,293 $11,707 $12,139 $12,157 $12,180 $12,203 $12,226
525.0 $8,790 $9,126 $9,479 $9,844 $10,224 $10,617 $11,025 $11,447 $11,887 $11,905 $11,928 $11,952 $11,974
525.1* $9,190 $9,526 $9,879 $10,244 $10,624 $11,017 $11,425 $11,847 $12,287 $12,305 $12,328 $12,352 $12,374
530.0 $8,979 $9,323 $9,682 $10,055 $10,442 $10,844 , $11,261 $11,692 ] $12,140 $12,158 $12,181 $12,205 $12,228
*Ranges 500.1,510.1,510.2,520.1,520.2&525.1-Supplemental Compensation Replacement
Exhibit "B" 2014 Management Salary Matrix-effective March 31, 2013
36 months of service at each step required to
12 months of service at each ste required to move to next step move to next step
Range _ Step 1 , Step 2 Step 3 Step 4 Step 5 Step 6_ Step 7 Step 8 Step 9 Step 10 Step 11 Step 12 Step 13
400 $5,016 $5,211 $5,412 $5,623 $5,840 $6,068 . $6,302 $6,547 , $6,800 $6,819 $6,841 $6,866 $6,890
T
405 $5,227 $5,434 $5,643 $5,862 $6,090 $6,327 $6,572 $6,825 $7,091 $7,109 $7,132 $7,157 $7,181
410 $5,451 $5,664 $5,883 $6,113 $6,348 $6,594 $6,850 $7,114 $7,391 $7,409 $7,432 $7,457 $7,481
415 $5,684 $5,906 $6,136 $6,374 $6,619 $6,877 $7,142 $7,418 $7,705 $7,724 $7,747 $7,772 $7,795
420 $5,927 $6,158 $6,397 $6,644 $6,904 $7,168 $7,445 $7,732 , $8,030 $8,049 $8,071 $8,096 $8,120
425 $6,182 $6,423 $6,671 $6,928 $7,196 $7,475 $7,764 $8,061 $8,374 $8,392 $8,415 $8,440 $8,464
425.1* $6,432 $6,673 $6,921 . $7,178 $7,446 $7,725 $8,014 $8,311 $8,624 $8,642 $8,665 $8,690 $8,714
430 $6,446 $6,697 $6,956 $7,224 $7,503 $7,794 $8,094 $8,406 , $8,731 $8,749 $8,772 , $8,797 $8,821
435 $6,724 $6,983 $7,255 $7,534 $7,825 $8,129 $8,441 . $8,765 $9,104 $9,123 $9,146 $9,171 $9,195
440 $7,011 $7,284 $7,565 $7,858 $8,161 $8,474 $8,800 $9,139 $9,491 $9,510 $9,533 $9,558 $9,582
440.1* $7,261 $7,534 $7,815 $8,108 $8,411 $8,724 $9,050 $9,389 $9,741 $9,760. $9,783 $9,808 $9,832
445 $7,311 $7,594 $7,887 $8,193 $8,507 $8,835 , $9,176 $9,528 $9,895 $9,914 $9,937 , $9,962 I $9,986
i 7 I
450 W $7,624 $7,919 $8,225 $8,540 $8,871 $9,213 $9,567 $9,936 $10,318 $10,336 $10,359 $10,384 $10,408
*Ranges 425.1&440.1-Supplemental Compensation Replacement
2014 Unrepresented Resolution- Page 17
Exhibit "C" 2014 Professional/Supervisory Salary Matrix-effective March 31, 2013
36 months of service at each step required to
12 months of service at each step required to move to next step move to next step
Range Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Step 9 Step 10 Step 11 Step 12 Step 13
300 $3,629 $3,776 $3,927 $4,080 $4,240 $4,407 $4,579 $4,676 $4,684 $4,704 $4,727 $4,753 $4,776
305 $3,785 $3,939 $4,094 $4,254 [ $4,421 $4,594 $4,772 $4,957 $5,112 $5,132 $5,155 $5,181 $5,203
310 $3,944 $4,107 $4,268 $4,436 $4,609 $4,791 $4,977 $5,169 $5,330 $5,350 $5,373 $5,399 l $5,421
315 1 $4,115 $4,284 $4,451 $4,624 $4,805 $4,993 $5,186 $5,386 $5,553 $5,573 $5,596 $5,622 $5,645
320 $4,291 $4,465 $4,640 $4,822 $5,008 $5,207 $5,407 $5,616 $5,790 $5,810 $5,833 $5,858 $5,881_
a
325 $4,476 $4,656 $4,838 $5,027T$5,222 $5,428 $5,639 $5,856 $6,039 $6,059 $6,082 $6,108 $6,130
330 $4,666 $4,855 ! $5,046 $5,241 $5,444 $5,656 $5,877 $6,102 $6,292 $6,312 L $6,335 $6,361 $6,384
335 $4,866 $5,064 I $5,261 j $5,464 $5,677 $5,897 $6,126 $6,363 $6,560 $6,580 $6,603 $6,629 $6,652
340 $5,074 $5,278 $5,48$5,697 $5,918 $6,150 . $6,388 $6,634 $6,839 $6,859 $6,882 $6,908 $6,931
345 $5,292 $5,503 $5,717 $5,939 $6,171 $6,411 $6,657 $6,913 $7,127 $7,147 $7,169 $7,195 $7,218
345.1* $5,542 $5,753 $5,967 $6,189 $6,421 $6,661 $6,907 $7,163 $7,377 $7,397 $7,419 $7,445 $7,468
350 $5,517 $5,738 $5,963 $6,195 , $6,435 $6,684 $6,940 $7,208 $7,430 $7,450 $7,473 $7,499 I $7,521
355 $5,753 $5,983 $6,217 $6,457 $6,708 , $6,968 $7,237 $7,516 $7,748 $7,767 $7,790 $7,816 $7,839
360 , $6,000 $6,241 $6,483 $6,734 $6,993 $7,266 I $7,545 $7,835 _ $8,076 $8,095 $8,118 $8,144 $8,167
365 $6,256 $6,506 $6,759 $7,021 $7,292 $7,575 $7,867 , $8,169 , $8,420 $8,440 $8,463 $8,489 $8,512
370 $6,525 . $6,785 $7,049 L $7,322 $7,603 $7,899 $8,203 $8,519 $8,780 , $8,800 $8,823 $8,849 $8,872
375 $6,803 $7,077 $7,350 $7,634 $7,929 $8,237 $8,553 I.$8,881 $9,154 $9,174 $9,197 $9,223_ $9,245
*Range 345.1-Supplemental Compensation Replacement
2014 Unrepresented Resolution- Page 18
Exhibit "D" 2014 Support Salary Matrix- FLSA non-exempt-effective March 31, 2013
24
mos 36 months of service at each step
12 months of service at each step required to move to next step of svc required to move to next step
Step Step Step Step Step
Range Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Step 9 10 11 12 13 14
200 $2,618 $2,723 $2,837 $2,954 j $3,071 $3,195 $3,320 $3,448 $3,584 $3,655 $3,675 . $3,697 $3,723 $3,746
210 $2,729 $2,839 $2,956 $3,078 $3,199 $3,328 .$3,458 $3,595 $3,73;1 $3,810 $3,830 $3,853_ $3,879 $3,902
220 $2,843 $2,959 $3,082 $3,208 $3,334 $3,468 $3,604 $3,744 $3,891 $3,967 $3,987 $4,010 $4,036 $4,059
230 $2,966 $3,087 $3,215 $3,347 $3,477 $3,616 $3,757 $3,904 . $4,059 $4,139 $4,158 , $4,181 $4,207 I $4,230
240 $3,093 $3,220 $3,351 $3,488 $3,624 $3,769 $3,915 $4,067 . $4,227 $4,310 $4,329 I $4,352 I $4,378 $4,401
250 $3,223 $3,356 $3,493 $3,637 $3,779 $3,929 $4,082 $4,240 f $4,407 $4,494 $4,513 $4,536 $4,562 $4,585 •
260 $3,361 $3,499 $3,641 $3,789 I $3,939 $4,095 $4,255 $4,420 $4,593 $4,684 $4,704 $4,727 $4,753 $4,776
270 $3,648 $3,791 $3,945 $4,100 $4,260 $4,429 $4,600 $4,778 $4,966 $5,112 $5,132 $5,155 $5,181 $5,203
Exhibit "E" 2014 Sheriff's Binding Arbitration Adjustment Salary Matrix
- effective March 31, 2013
Range Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Step 9
620 $5,349 $5,561 $5,781 $6,009 $6,238 $6,476 $6,722 $6,977 $7,236
630 $5,617 $5,840 $6,071 $6,310 $6,550 $6,799 $7,057 $7,325 $7,596
640 $5,900 $6,133 $6,374 $6,627 $6,878 $7,1391 $7,411 $7,692 $7,976
650 $6,194 $6,439 $6,693 $6,957 $7,221 1 $7,497 $7,781 $8,077 . $8,375
660 $6,503 $6,760 $7,027 $7,304 $7,584 $7,870 $8,170 $8,480 $8,795
670 $6,828 1 $7,099_ $7,378 $7,670 I $7,961 $8,265 _ $8,579 I $8,904 $9,234
Exhibit "F" 2014 Corrections Binding Arbitration Adjustment Salary Matrix
- effective March 31, 2013
36 months of service at each step
required to move to next step
Range Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Step 9 Step 10
720 $6,167 $6,457 $6,709 $6,967 $7,231 $7,521 $7,840 $8,176 $8,202 $8,227
740 $6,796 $7,109 $7.385 $7,668_ $7,958 $8,277 $8,628 $8,995 $9,021 , $9,046
2014 Unrepresented Resolution- Page 19
Exhibit "G" 2014 Court Reporters & Health Officer Salary Matrix- effective March 31, 2013
36 months of service at each step required to
12 months of service at each step required to move to next step move to next step
Step Step Step Step
Range Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Step 9 10 11 12 13
801 $5,814 $5,820 $5,826 $5,833 $5,839 $5,847 $5,853 $5,860 $5,868 $5,888 $5,910 $5,936 $5,959
802 $6,689 1 $6,695 $6,701 $6,708 $6,714 $6,722 $6,728 $6,735 $6,743 $6,763 f $6,785 $6,811 $6,834
Exhibit "H" 2014 Commissioners Salary Matrix-effective September 1, 2013
36 months of service at each step required to move
12 months of service at each step required to move to next step to next step
Range Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Step 9 Step 10 Step 11 Step 12 Step 13
903 $10,779 $10,785 $10,792 $10,798 $10,804 $10,811 $10,817 $10,823 $10,831 $10,850 $10,872 $10,897 $10,919 .
904 $9,662 $9,669 $9,675 $9,681 $9,687 $9,694 $9,700 $9,706_ $9,714 $9,733 $9,755 $9,780 $9,802
Exhibit "H" 2014 Commissioners Salary Matrix- effective September 1, 2014
' 36 months of service at each step required to move
12 months of service at each step required to move to next step to next step
Range Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Step 9 Step 10 Step 11 Step 12 Step 13
903 $11,102 $11,109 $11,116 $11,122 $11,128 $11,135 $11,142 $11,148 $11,156 $11,176 $11,198 $11,224 $11,247
904 $9,952 $9,959 $9,965 $9,971 $9,978 $9,985 $9,991 $9,997 $10,005 $10,025 $10,048 $10,073 $10,096
2014 Unrepresented Resolution- Page 20