HomeMy WebLinkAboutres2008-077WHATCOM COUNTY COUNCIL AGENDA BILL NO. 2008 -361A
CLEARANCES
Initial
Date
Date Received in Council Office
Agenda
Assigned to:
Date
Finance & Admin Svcs
Originator:
IP G
11 15108
11112108
Committee /Council
Agenda
Division Head:
1115108
Dept. Head:
1115108
Prosecutor:
1115108
Purchasing /Budget:
L)Vt t,
b J
Executive:
/ S.-Q10�
TITLE OF DOCU ENT.
Unrepresented Resolution — 200912010
ATTACHMENTS:
Unrepresented Resolution — 200912010
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 amendment for Resolution No. 2008 -047 (2008 Unrepresented Resolution) to be effective January 1,
2009 excluding Executive Branch Elected Officials
COMMITTEE ACTION:
COUNCIL ACTION:
11/12/2008: Forwarded to Council for approval
11/12/2008: Council Approved 5 -2, Brenner &
Caskey- Schreiber opposed Res. 2008 -077
Related County Contract #.
Related File Numbers.
Ordinance or Resolution Number.
2008 -047 Rds. 2008 -077
Please Note: Once adopted and signed, ordinances and resolutions are available for viewing and printing on
the County's website at: www. co.whatcom.wa.us /council.
PROPOSED BY: Executive
INTRODUCTION DATE: November 12, 2008
RESOLUTION NO. 2008 - 077
A RESOLUTION IN THE MATTER OF ADOPTING A SALARY SCHEDULE AND
POLICIES FOR UNREPRESENTED WHATCOM COUNTY EMPLOYEES
EFFECTIVE JANUARY 1, 2009
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
101 "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.
IA "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.
2009/2010 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
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.
3.2
FTE listed.
Superior Court Commissioner
District Court Commissioner
Flat Rate Positions
Court Reporter
Health Officer
% of Comp. Judge Range
85% 903
80% 904
Amounts listed in Exhibit G are already pro -rated for
4. COMPENSATION & EMPLOYMENT
FTE
Range
.875
801
.60
802
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
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. In compliance with County policy on
reclassifications (AD140000Z), individuals who are reclassified (because of the addition of
significantly higher - level duties), per written approval of the Executive's Office, 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.
2009/2010 Unrepresented Resolution— Page 2
• For employees in Exhibits A (in 2010), 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 (in 2010), 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 (in 2010), 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 their new range at their current step and maintains their
current next step date.
• For Exhibits A (in 2009 only), 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. {Section 4.2 language amended
per Resolution 2008 -084 on December 9, 2008)
4.3 Realignment. 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 a 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.
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
. _ 2009/2010 Unrepresented. Resolution — Page 3
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.
41 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 (but no higher than the top step of the new range) 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 their current rate of pay.
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 between the hours of 9:00
— 1 2009/2010 Unrepresented Resolution — Page 4
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 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, an additional stipend will be awarded. Pre -
authorization is provided by an employee's supervisor 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. For Exhibit A employees only during
2009, beginning with the Exhibit A employee's fifth (5t") year of employment, employees
who are .5 FTE or above shall receive five dollars ($5.00) per month times each year of
service ($25.00) in addition to their regular pay as a recognition and retention premium.
Thereafter, on January 1St of each year, they shall receive five dollars ($5.00) per month
times each year of service to a maximum of twenty -five (25) years — one hundred and
twenty -five dollars ($125.00) per month. Employees must have had a performance
evaluation within the last year with an overall rating of "3.38" or better to receive and
maintain the premium. Employees receiving an overall rating of less than "3.38" shall not
receive the premium. Prior regular County employment with verifiable performance at or
above the required level may be considered when determining years of service.
Recognition and Retention Premium will cease to exist as a separate compensation
item and will be rolled into Exhibit A effective January 1, 20101
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 12-
month 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.
4.13.3 Timing. Nomination requests will normally be submitted during the
budget process, but may be submitted any time during the year if funding is available
within the current year's budget for the department.
2009/2010 Unrepresented Resolution — Page 5
4.14 Bindinq 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.
415 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
501 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.
53 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
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.
20.09/2010 Unrepresented Resolution —.Page 6
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 Add
hundred and sixty (960)
up to one thousand and
of sick leave during the
may not be cashed out.
hundred and sixty (960)
itional Accrual. A non - LEOFF II employee who has accrued nine
hours as of December 31 of any year shall be allowed to accrue
fifty -six (1,056) hours (960 hours + up to 96 hours annual accrual)
year immediately subsequent. These additional hours of accrual
The employee's total accrual reverts back to no more than nine
hours at the end 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 at the beginning and end of
a calendar year (or at the beginning of a calendar year and upon termination in that same
year) will receive a Retirement Health Savings (RHS) plan contribution, 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 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, 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. 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 or layoff 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.
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
2009/2010 Unrepresented Resolution —Page 7
contribution to 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 7s 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 1 st
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, unless extraordinary circumstances exist and
prior approval from the Executive's Office is obtained, otherwise unused vacation in
excess of two hundred and forty (240) hours on December 31 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, up to eighty (80) hours of vacation can be
cashed out each calendar year.
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 per County policy.
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)
2009/2010 Unrepresented Resolution — Page 8
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, unless prior to the end of
that year, written approval to carry it over is obtained from the department head and the
Executive's Office. 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. 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 1 st 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
Family /Medical Leave, or to provide care for a family member under Family Care or Family
Leave. 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.
As a transition,
eligible employees
will maintain
their sick leave hours accrued through
August, 2008 or
upon appointment
to an eligible
2009/2010 Unrepresented Resolution — Page 9
unrepresented position 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 or
layoff, 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 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, agreed upon
PTO bank hours can be cashed out each calendar year. Upon separation, hours in the
PTO bank will be cashed out.
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 registered spousal equivalent, child or parent (including step) of either the
employee or the employee's spouse. 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 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
2009/2010 Unrepresented Resolution —Page 10
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 lnoury. 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,
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.
7. ELECTED OFFICIALS
7.1 Wage Adjustments
for Elected
Officials. Council
Members and Executive
Branch Elected Officials
shall be compensated
per the appropriate
Resolution.
_ 2009120.10 Unrepresented Resolution — Page 11
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. For elected officials, hours of compensation would be determined
based on budgeted FTE with 173.33 standard hours in a month for a 1.0 FTE.
8.1.1 Benefits Coverage In Case of Documented Extended Illness or
Iniury. 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.
8.1.2 Benefits Covera�
an FTE position and are rehired by
separation from employment will I
Unrepresented Resolution and plan
provided health & welfare plans prior
the first of the month following the
individual benefit plan.
ie for Rehired Employees. Employees who were in
the County into an FTE position within one year of
>e eligible for benefits if the employee met the
eligibility requirements and was enrolled in County
to leaving County employment. Coverage will begin
meeting of benefits eligibility requirements of each
8.1.3 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
_ . - 2009/2010 Unrepresented Resolution — Page 12
shall include full premium contribution by the County for the employee, spouse, and
dependent children of the employee, except as noted below.
A) Medical
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 2009, the County will contribute for
each employee, up to $833 per month for medical coverage under the Cap Plan. The Cap
amount will be up to $916 in 2010.
83 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.
8.3.4 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, 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.
2009/2010 Unrepresented Resolution — Page 13
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, 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.
2009/2010 Unrepresented Resolution — Page 13
8.3.6.1 Retirement Health Savings — SBA/CBA. For those non -
represented employees of the Sheriff's Office subject to the SBA or CBA 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 — SBA/CBA.
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 Repa
pursuing their assignments, suffer
normal wear and tear, shall be
replacement of like items at a rate
Personal property shall be repaired
it & Replacement. Employees who, in
a loss or substantial damage to cloth
reimbursed the reasonable cost for
commensurate with the condition of the
or replaced up to $35.00 per item.
the course of
ing, excluding
the repair or
claimed 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.
10. EFFECTIVE DATE
All changes in salaries and benefits under this resolution shall become effective on
January 1, 2009 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 No. 2008 -047 is
hereby rescinded effective January 1, 2009, and this Resolution shall become effective
that same date.
2009/2010 Unrepresented Resolution — Page 14
APPROVED this 12th day of November, 2008,
`0111 ►111111 /,,//
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APPROVED as to form:
WHATCOM COUNTY COUNCIL
WHATCOM COUNTY, WASHINGTON
C�
lerk Carl Weimer, Chair
Assistant Chief Civil Deputy Prosecuting Attorney
2009/2010 Unrepresented Resolution — Page 15
Exhibit "A"
2009 Department Head Salary Matrix - effective January 1, 2009
500
1 $7,384 1 $7,665 1 $72954 1 $83258
1 $8,572
1 $8,898
1 $9,237 1 $9,587
1 $9,952
$4 $5,068
, ,
510
$7,703
$77995
$87299
$83613
$87940
$9,280
$9,633
$92999
$107379
1 $5,489
520
$83034
$8,337
$8,654
$8,983
$9,326
$9,680
$10,048
$10,430
$10,826
410
525
$8,207
$8,516
$8,840
$9,177
$9,527
$9,888
$10,264
$10,654
$11,059
1 $6,960
530
$8,384
$8,700
$92031
$93374
$9,731
$10,101
$103486
$10,884
$117296
Exhibit "B"
2009 Management Salary Matrix - effective January 1, 2009
�� tz� : e 4Seii'r y
Ms I- ce af'ee s e u) €ad fa rgave t9 next steps "F,
cyx o 1�' uieslR ma��f�3i pQYr
X3� p 11v ZUNI 7 ,
f,901
BE
Sp 72 : "
400
$4 $5,068
, ,
$5,266 $5,469 $5,682
1 $6,130
$6,368 1 $6,385
1 $6,407 1 $6,430
1 $6,452
405
1 $4,895
1 $5,088
1 $5,284
1 $5,489
1 $5,703
1 $5,924
1 $6,154
1 $6,391
1 $6,640
1 $6,657
1 $6,679
1 $6,702
1 $6,724
410
1 $5,104
1 $5,304
1 $5,509
1 $5,724
1 $5,945
1 $6,175
1 $6,414
1 $6,662
1 $6,921
1 $6,938
1 $6,960
1 $6,983
$7,005
415
1 $5,322
1 $5,531
1 $5,746
1 $5,969
1 $6,199
1 $6,439
1 $6,688
1 $6,946
1 $7,215
1 $7,232
1 $7,254
1 $7,277
$7,299
420
1 $5,550
1 $5,767
1 $5,991
1 $6,222
1 $6,465
1 $6,712
1 $6,971
1 $7,240
1 $7,520
1 $7,537
1 $7,559
1 $7,582
$7,604
425
1 $5,789
1 $6,015
1 $6,247
1 $6,487
1 $6,739
1 $6,999
1 $7,270
1 $7,549
1 $7,841
1 $7,858
1 $7,880
1 $7,903
$7,925
430
1 $6,036
$6,271
1 $6,513
1 $6,765
1 $7,026
1 $7,298
1 $7,579
1 $7,871
1 $8,176
1 $8,193
1 $8,215
1 $8,238
$8,260
435
1 $6,296
$6,539
1 $6,793
1 $7,055
1 $7,328
1 $7,611
1 $7,904
1 $8,208
1 $8,526
1 $8,543
1 $8,565
1 $8,588
$8,610
440
1 $6,565
$6,820
1 $7,084
1 $7,358
1 $7,642
1 $7,935
1 $8,240
1 $8,557
1 $8,888
1 $8,905
1 $8,927
1 $8,950
$8,972
445
$6,846
$7,111
1 $7,385
1 $7,672
1 $7,967
1 $8,273
1 $8,592
1 $8,922
1 $9,266
1 $9,283
1 $9,305
1 $9,328
$9,350
450
$7,139
$7,415
1 $7,702
1 $7,997
1 $8,307
1 $8,627
1 $8,959
1 $9,304
1 $9,662
1 $9,679
1 $9,701
1 $9,724
$9,746
2009/2010 Unrepresented Resolution - Page 16
Exhibit "C"
2009 Professional /Supervisory Salary Matrix - effective January 1, 2009
300 1 $3,402 1 $3,541 1 $3,682 1 $3,826 1 $3,976 1 $4,132 1 $4,293 1 $4,384
/h'/ afei /..n1.Sx .c.l✓gr Care Y4Llcdw', e"A \
1'iY0 €11. �e "0'0 Ce a eaG s#2 re aired' floMdVe tb
LNin, Y`.r'SE'SV W'��" Y'L,�//� / Y dH ✓'i�'�2G /FLU
���. Iowa /.✓"v r`iz s�e�'.�1.:
_ r a $ � � 4
$4,392 $4,410 $4,432 $4,456 $4,478
$2,454
305
$2,553 $2,660
$3,548
$2,880 $23995
$3,693
$3,361
$3,838
1
$3,989
1
$4,145
1 $4,307
1
$4,474
210
$4,648
$2558
$4,793
$2,662
$4,811
1
$4,833
$3,000
$4,857
$4,879
$33242
310
$3,370
$3,698
$3,504
$3,851
$3,573
$4,002
$4,160
$4,322
1
$4,492
$3,659
$4,666
220
$4,847
$2,665
$4,998
$29890
$5,016
$3,126
$5,038
$5,062
$5,084
315
$33720
$3,858
$4,016
$4,173
$4,336
$3,784
$4,505
1
$4,681
$4,862
$5,050
$5,207
$5,225
$5,247
$3,138
$5,271
$5,293
320
$4,023
$4,187
$33805
$4,350
$33880
$4,521
$39880
$4,696
$3,898
$4,881
$3,920
$5,069
$5,265
$5,429
$23900
$5,447
$3,019
$5,469
$3,142
$5,493
$3,270
$5,515
325
$4,196
$4,366
$4,536
$4,714
$4,897
$5,089
$5,287
$4,105
$5,491
$5,662
$5,680
$5,702
$5,726
$5,748
$3,544
330
$4,374
$4,552
$33976
$4,731
$4,132
$4,914
$5,105
$4,231
$5,303
$43253
$5,510
$4,277
$5,722
$5,900
$3,151
$5,918
$5,940
$5,964
$5,986
$33839
335
$3,989
$4,562
$4,144
$4,748
$4,307
$4,932
$4,392
$5,123
$4,410
$5,323
$4,456
$5,529
$5,744
$5,966
$39420
$6,151
$3,554
$6,169
$3,699
$6,191
$6,215
$4,152
$6,237
$43313
340
$4,480
$4,757
$4,656
$4,949
$5,143
$5,341
$5,549
$5,766
$5,989
$6,220
$6,413
$6,431
$6,453
$6,477
$6,499
345
$4,961
$5,160
$5,361
$5,569
$5,786
$6,010
$6,241
$6,482
$6,682
$6,700
$6,722
$6,746
$6,768
350
$5,172
$5,380
$5,591
$5,808
$6,033
$6,266
$6,507
$6,758
$6,967
$6,985
$7,007
$7,031
$7,053
355
$5,393
$5,610
$5,829
$6,055
$6,289
$6,533
$6,785
$7,047
$7,264
$7,282
$7,304
$7,328
$7,350
360
$5,625
$5,852
$6,079
$6,314
$6,557
$6,812
$7,074
$7,346
$7,572
$7,590
$7,612
$7,636
$7,658
365
$5,865
$6,100
$6,338
$6,583
$6,837
$7,102
$7,376
$7,659
$7,895
$7,913
$7,935
$7,959
$7,981
370
$6,117
$6,362
$6,609
$6,865
$7,129
$7,406
$7,691
$7,987
$8,233
$8,251
$8,273
$8,297
$8,319
375
$6,378
$6,635
$6,892
$7,158
$7,435
$7,722
$8,019
$8,327
$8,583
$8,601
$8,623
$8,647
$8,669
Exhibit "D"
2009 Support Salary Matrix - FLSA non - exempt - effective January 1, 2009
'�'\ uS \•` �', \ h\" YR "4h 3 \yi R Y//L q"+.Y" v y4
.$rx
/h'/ afei /..n1.Sx .c.l✓gr Care Y4Llcdw', e"A \
1'iY0 €11. �e "0'0 Ce a eaG s#2 re aired' floMdVe tb
LNin, Y`.r'SE'SV W'��" Y'L,�//� / Y dH ✓'i�'�2G /FLU
���. Iowa /.✓"v r`iz s�e�'.�1.:
_ r a $ � � 4
200
$2,454
$2,553 $2,660
$2,770
$2,880 $23995
$3,112 $3,233
$3,361
$3,427
1
$3,445 1 $3,467
1 $3,491
1 $3,513
210
1
$2558
1
$2,662
1 $2,772
1
$2,886
$3,000
$33120
$33242
$3,370
$3,504
$3,573
$3,573
$3,591
$39613
$3,637
$3,659
220
$2,665
$2,775
$29890
$3,008
$3,126
$3,251
$3,379
$3,510
$33649
$33720
$3,720
$37738
$3,760
$3,784
$3,806
230
$2,780
$23894
$3,014
$3,138
$3,261
$32390
$3,522
$33660
$33805
$33880
$39880
$3,898
$3,920
$3,944
$3,966
240
$23900
$3,019
$3,142
$3,270
$3,398
$33533
$3,671
$3,813
$3,963
$4,041
$4,041
$4,059
$4,081
$4,105
$4,127
250
$33022
$39146
$3,275
$3,410
$3,544
$3,683
$3,827
$33976
$4,132
$43213
$4,213
$4,231
$43253
$4,277
$4,299
260
$3,151
$3,281
$3,414
$3,553
$33694
$33839
$3,989
$4,144
$4,307
$4,392
$4,392
$4,410
$4,432
$4,456
$4,478
270
$39420
$3,554
$3,699
$3,844
$3,995
$4,152
$43313
1
$4,480
$4,656
$4,793
$4,793
$43811
$43833
$4,857
$4,879
2009/2010 Unrepresented Resolution - Page 17
Exhibit "E"
2008 Binding Arbitration Adjustment Matrix only - effective January 1, 2008
(remains in place until changed)
Exhibit "F"
2009 Binding Arbitration Adjustment Matrix only - effective January 1, 2009
_k/
pa �y
y 35 y r,.r &£ %/lr*
'N/ f/,:,:,Y:. C•
- may, -dYy./yy
-
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��
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, � ✓// s / yf �� A
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.3
Range
320SBA
4910
5104
5306
5516
5726
5944
6170
6404
6641
330SBA
5156
5360
5572
5792
6012
6240
6477
6723
6972
340SBA
5415
5629
5851
6082
6313
6553
6802
7060
7321
350SBA
5685
5910
6143
6386
6629
6881
7142
7413
-7687
360SBA
5969
6205
6450
1 6705
6960
7224
7499
7784
8072
370 SBA
6267
6515
6772
1 7040
7308
7586
7874
8173
8475
Exhibit "F"
2009 Binding Arbitration Adjustment Matrix only - effective January 1, 2009
_k/
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t /N
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�..✓ zf�iXm/%�'?±�i {�i %�V/6s,,.,_d a.��
/�<✓ e
, � ✓// s / yf �� A
�y }'�/
,f 3
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f / ,
{ /%r�
, ,
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.< �yf /
✓��"fi/
�tcsp�•5r
.,
�yjl�" /�y� /a yip
� h,.5te
yy��
S >.. $ #Cr4� �Y,�a', � M.S#�f'i
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f
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Range
720CBA
r
$57796
$6,069
$6,305
$6,548
$6,796
$7,069
$7,369
$7,6111
$7,635
$7,658
$5,502 1 $5,520
,
$5,566 1
$5,588
740CBA
$6,387
$67682
$6,941
$7,207
$71480
$7,780
$8,109
$8,373
$87397
$8,420
1 $6,295
1 $6,302
1 $6,308
1
$6,314
1 $6,322
1 $6,340
Exhibit "G"
2009 Court Reporters & Health Officer Salary Matrix - effective January 1, 2009
eF,
•
�� 7•, x x
�< < � �
ont,�,�s,b °
��st re � ��tv�o
+�;...
.
<
�„adnx�a�e�
€.. <��
s`
F #ep.1,_.�5��
2� ��Sep 3
;
�tcsp�•5r
S�¢pa..
� h,.5te
t. p
S >.. $ #Cr4� �Y,�a', � M.S#�f'i
�� S�Bps '4: �
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f
.<ii, .
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..,,
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r,��', �
.3
Range
801
1
$5,451
1 $5,457
1
$5,463
1 $5,469
1 $5,475
1 $5,482
1 $5,488
$5,494
$5,502 1 $5,520
$5,542
$5,566 1
$5,588
Range
802
1 $6,271
1 $6,277
1 $6,283
1 $6,289
1 $6,295
1 $6,302
1 $6,308
1
$6,314
1 $6,322
1 $6,340
$6,362
$6,386
1
$6,408
Exhibit "H"
2008 Commissioners Salary Matrix = effective January 1, 2009
(remains in place until changed)
2009/2010 Unrepresented Resolution - Page 18
Exhibit "A"
2010 Department Head Salary Matrix - effective January 1, 2010
Exhibit "B"
2010 Management Salary Matrix - effective January 1, 2010
II 3, ats .I� a lc dYo�loGefo to 9ti
� 'Ug
a � :a r P
500
1 $7,622 1 $7,917
1 $8,220
1 $8,539
1 $8,868 1 $9,209 1 $ '56
1 $9,930
$10,314 1 $10,331 1 $10,353
1 $10,376 $10,398
510
1 $7,950
1 $8,256
1 $8,575
1 $8,904
1 $9,246
1 $9,602
1 $9,971
1 $10,354
1 $10,753
1 $10,770
1 $10,792
1 $10,815
$10,837
520
1 $8,290
1 $8,608
1 $8,940
1 $9,285
1 $9,644
1 $10,014
1 $10,398
1 $10,797
1 $11,213
1 $11,230
1 $11,252
1 $11,275
1 $11,297
525
1 $8,466
1 $8,792
1 $9,132
1 $9,484
1 $9,850
1 $10,228
1 $10,621
1 $11,028
1 $11,452
1 $11,469
1 $11,491
1 $11,514
1 $11,536
530
1 $8,650
1 $8,982
1 $9,328
1 $9,687
1 $10,060
1 $10,447
1 $10,849
1 $11,264
1 $11,696
1 $11,713
1 $11,735
1 $11,758
1 $11,780
Exhibit "B"
2010 Management Salary Matrix - effective January 1, 2010
2009/2010 Unrepresented Resolution - Page .19
4P
�9 :- .t6e',5,.6�t
:S$t6y
400
$5,020 $5,214
$5,417 $5,626
$5,846 6,07`
$6,307
5$4,832
$6,591 1 $6,615 1 $6,638
405
1 $5,036
1 $5,235
1 $5,436
1 $5,647
1 $5,867
$6,095
1 $6,331
$6,575
$6,831
1 $6,849
1 $6,871
1 $6,895
1 $6,918
410
1 $5,251
1 $5,457
1 $5,668
1 $5,889
1 $6,116
$6,353
1 $6,599
$6,854
$7,120
1 $7,138
1 $7,160
1 $7,184
$7,207
415
1 $5,476
1 $5,690
1 $5,911
1 $6,141
1 $6,377
$6,625
1 $6,881
$7,146
$7,423
1 $7,441
1 $7,463
1 $7,487
$7,510
420
1 $5,710
1 $5,933
1 $6,163
1 $6,401
1 $6,651
$6,906
1 $7,172
$7,449
$7,736
1 $7,754
1 $7,776
1 $7,800
$7,823
425
1 $5,956
1 $6,188
1 $6,427
1 $6,674
1 $6,933
$7,201
1 $7,480
1 $7,766
$8,067
1 $8,085
1 $8,107
1 $8,131
$8,154
430
1 $6,210
1 $6,452
1 $6,701
1 $6,960
1 $7,228
$7,509
1 $7,796
1 $8,098
$8,411
1 $8,429
1 $8,451
1 $8,475
$8,498
435
1 $6,478
1 $6,727
1 $6,989
1 $7,258
1 $7,539
$7,831
1 $8,132
1 $8,444
$8,771
1 $8,789
1 $8,811
1 $8,835
$8,858
440
1 $6,754
1 $7,017
1 $7,288
1 $7,570
1 $7,862
$8,164
1 $8,478
1 $8,804
$9,144
1 $9,162
1 $9,184
1 $9,208
$9,231
445
$7,043
1 $7,316
1 $7,598
1 $7,893
1 $8,196
$8,512
1 $8,840
1 $9,179
$9,533
1 $9,551
1 $9,573
1 $9,597
$9,620
450
$7,345
1 $7,629
1 $7,924
1 $8,227
1 $8,546
$8,876
1 $9,217
1 $9,572
$9,940
1 $9,956
1 $9,980
1 $10,004
1 $10,027
2009/2010 Unrepresented Resolution - Page .19
Exhibit "C"
2010 Professional /Supervisory Salary Matrix - effective January 1, 2010
Exhibit "D"
2010 Support Salary Matrix - FLSA non - exempt - effective January 1, 2010
eiE' ' a .�� ir..iii T11i3S, 0 -,_ _ E .;,.tt„�J+✓ ,` 2 t,:$
E.��QN
`:�.h \v�
300
$3,496
$3,638
$3,783 $3,931
$4,085 $4,246 $4,411
$4,505
$4,513 $4,532 1 $4,554
1 $4,579 1 $4,601
$2,846
305
1 $3,646
1
$3,795
$3,521 $3,540 $39562
$3,944
1
$4,098
1
$4,259
1
$4,426
1
$4,597
1
$4,776
1
$4,925
$3,600
$4,944
1
$4,966
1
$4,991
$3,712
$5,013
310
$3,800
$2,739
$3,957
$4,112
$4,274
$3,212
$4,440
$3,341
$4,616
1
$4,795
1
$4,980
$3,822
$5,135
$5,154
1
$5,176
1
$5,201
230
$5,223
$2,857
315
$2,974
$3,964
$3,097
$4,127
$3,224
$4,288
$33484
$4,455
$3,761
$4,629
$3,987
$4,810
1
$4,996
1
$5,189
$5,350
$5,369
1
$5,391
1
$5,416
$5,438
320
$3,491
$4,134
$3,772
$4,302
$4,072
$4,470
$4,645
$4,171
$4,825
$4,193
$5,016
1
$5,209
1
$5,410
$5,578
$3,233
$5,597
1 $5,619
1
$5,644
$33933
$5,666
$4,246
325
$4,329
$4,312
$43329
$4,486
$4,348
$4,661
$4,370
$4,843
$4,395
$5,031
$4,417
$5,229
1
$5,433
1
$5,642
$39508
$5,818
$3,650
$5,837
1
$5,859
1
$5,884
$49513
$5,906
$43513
330
$4,532
$4,495
$4,554
$4,677
$42579
$4,861
$43601
$5,049
270
$5,245
$5,449
1
$5,662
$5,879
$6,062
$3,950
$6,081
1
$6,103
1
$6,128
$43603
$6,150
$4,784
335
$4,688
$49944
$4,879
$4,966
$5,068
$4,991
$5,264
$5,013
$5,469
$5,681
$5,902
$6,130
$6,320
$6,339
1
$6,361
1
$6,386
$6,408
340
$4,888
$5,085
$5,284
$5,488
$5,701
$5,925
$6,154
$6,391
$6,589
$6,606 1
$6,630 1
$6,655
$6,677
345
$5,098
$5,302
$5,508
$5,722
$5,945
$6,176
$6,413
$6,660
$6,866
$6,885
1 $6,907
1
$6,932
$6,954
350
$5,315
$5,528
$5,745
$5,968
$6,199
$6,439
$6,686
$6,944
$7,158
$7,177
1
$7,199
1
$7,224
$7,246
355
$5,542
$5,764
$5,989
$6,221
$6,462
$6,713
$6,972
$7,241
$7,464
$7,483
$7,505
1
$7,530
$7,552
360
$5,780
$6,013
$6,246
$6,487
$6,737
$7,000
$7,269
$7,548
$7,780
$7,799
$7,821
1
$7,846
$7,868
365
$6,027
$6,268
$6,512
$6,764
$7,025
$7,298
$7,579
$7,870
$8,112
$8,131
$8,153
$8,178
$8,200
370
$6,286
$6,537
$6,791
$7,054
$7,325
$7,610
$7,903
$8,207
$8,459
$8,478
$8,500
$8,525
$8,547
375
$6,554
$6,818
$7,081
$7,355
$7,639
$7,935
$8,240
$8,556
$8,819
$8,838
$8,860
$8,885
$8,907
Exhibit "D"
2010 Support Salary Matrix - FLSA non - exempt - effective January 1, 2010
eiE' ' a .�� ir..iii T11i3S, 0 -,_ _ E .;,.tt„�J+✓ ,` 2 t,:$
2009/2010 Unrepresented Resolution - Page 20
s
MONSOON
SiBiS S Y A �!O P.M324�1 '20,t71� _ 5,1 V0 $T
200
$2,522
$2,623
1
$2,733
1
$2,846
1 $2,959 1 $3,078 1 $33198 1 $3,322 1 $3,453
1
$3,521
$3,521 $3,540 $39562
$3,587 $3,609
210
$2,629
$2,735
$2,848
$2,965
$3,082
$3,206
$3,331
$3,463
$3,600
$39671
$33671
$3,690
$3,712
$3,737
$33759
220
$2,739
$2,851
$2,969
$3,091
$3,212
$3,341
$3,472
$3,607
$3,749
$3,822
$3,822
$3,841
$3,863
$3,888
$33910
230
$2,857
$2,974
$3,097
$3,224
$3,350
$33484
$33619
$3,761
$3,910
$3,987
$33987
$4,006
$4,028
$4,053
$4,075
240
$2,980
$3,102
$3,228
$33360
$3,491
$3,631
$3,772
$3,918
$4,072
$4,152
$43152
$4,171
$4,193
$4,218
$43240
250
$3,105
$3,233
$3,365
$3,504
$3,641
$3,785
$33933
$4,085
$4,246
$4,329
$43329
$4,348
$4,370
$4,395
$4,417
260
$3,238
$3,371
$39508
$3,650
$39795
$3,945
$4,099
$4,258
$4,425
$49513
$43513
$4,532
$4,554
$42579
$43601
270
$3,514
$3,652
$3,801
$3,950
1 $4,104
$4,267
$43432
$43603
$4,784
1 $4,925
$43925
$49944
$4,966
$4,991
$5,013
2009/2010 Unrepresented Resolution - Page 20
Exhibit "F"
2010 Binding Arbitration Adjustment Matrix only — effective January 1, 2010
s �;� ,� ��,\� � .:���� h� �:�� \���� ice` � � a � �►�
���"'�, ��„''- FYI �. b ti �� �� ����ti A�i: SI @v�.` -.�t^ • +�t'8 ���..
✓ L y
720CBA $5,941 ____$692211_ $6,463 $6,712 $6,966 $7,246 $7,553 _ $77877 $7,902 $7,926
740CBA $6,547 $6,8491 $7,115 $7,387 $7,667; $7,974 $8,312 $8,666 $8,691 $8,715
Exhibit "G"
2010 Court Reporters & Health Officer Salary Matrix — effective January 1, 2010
2009/2010 Unrepresented Resolution — Page 21