HomeMy WebLinkAboutres2006-075WHATCOM CO UNTY CO UNCIL AGENDA BILL NO. AB2006 -418
CLEARANCES
Initial
Date
Date Received in Council Office
A enda Date
Assigned to.
Originator:
Wendy Wefer- Clinton
1113106
11121106
Finance Committee (consent
agenda) and regular Council
Division Head:
Karen Sterling Goens
1113106
Dept. Head:
C Desler
it /t he
5
Prosecutor
Daniel L. Gibson
f'o$ o
Purchasing/Budget:
Executive:
Pete Kremen
1k
SUBJECT.
Unrepresented Resolution
ATTACHMENTS:
None
SEPA review required? ( ) Yes ( x ) NO
SEPA review completed? { ) Yes ( x ) NO
Should Clerk schedule a hearing ? ( ) Yes ( x ) NO
Requested Date:
SUMMARYSTATEMENT.
Proposed amendments for Resolution No. 2005 -067 (2006
Unrepresented Resolution) to be effective January 1, 2007.
Committee Action:
11/21/2006: Forwarded to Council for approval
Distribution Request
Indicate those who should receive a copy after Council action.
List specific names to the righl.
AS Facilities Management
AS Finance
AS Human Resources
Wendy We er- Clinton
AS Info Services
Assessor
Auditor
Cooperative Extension
District Court
Executive
Health
Hearing Examiner
Jail
COUNCIL ACTION TAKEN.
11/21/2006: Council Approved 7 -0
Res. 2006 -075
Juvenile
Parks
Planning
Prosecutor
Public Works
Sheriff
Superior Court
Related County Contract #:
Treasurer
Other
Related File Numbers: Res. 2005 -067
Ordinance or Resolution Number
(this item): Res. 2006 -075
PROPOSED BY: Executive
INTRODUCTION DATE: November 21, 2006
RESOLUTION NO. 2006 -075
A RESOLUTION IN THE MATTER OF ADOPTING A SALARY SCHEDULE AND
POLICIES FOR UNREPRESENTED WHATCOM COUNTY EMPLOYEES FOR THE
YEAR 2007
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.
2007 Unrepresented Resolution - Rage 1
2. NON - REPRESENTED SALARY MATRIX
The monthly salaries of non - represented positions shall be established within the
ranges and steps provided in Exhibit A effective January 1, 2007 which provides for
approximately a two percent (2 %) general increase over the amended January 1, 2006
matrix. Monthly salary amounts indicated are for one (1.00) FTE. These amounts will
be pro -rated for fractional FTEs and may be converted to an hourly rate for FLSA non-
exempt positions by dividing the monthly amount by 173.33.
2.1 Exhibit A — Non - Represented Salary Matrix.
For ranges 230 through 410, step "J" will be increased one percent (1.0 %), and
steps A & B will be dropped.
3. OTHER NON - REPRESENTED POSITIONS
Those non - represented positions not on an established matrix shall be paid a monthly
salary, pro -rated for fractional FTEs, effective January 1, 2007 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 during 2007 will be reflected in the comparable Court Commissioners'
salaries.
% of Comp. Judge
Superior Court Commissioner 85%
District Court Commissioner 80%
3.2 Other Positions not on a Salary Matrix.
Court Reporter $4,895
Health Officer $9,392
4. COMPENSATION & EMPLOYMENT
4.1 Step Movement. Within the salary matrices contained in Exhibit A, B and C, all
steps shall be awarded on the basis of successful job performance. Non- represented
employees shall advance to the next step twelve (12) months after their previous
movement, on the first day of the appropriate month, if the overall performance
evaluation is "meets job requirements" or better.
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 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 step date.
2007 Unrepresented Resolution - Wage 2
4.3 Realignment. Department heads can request for consideration during the
budget process, realignment of positions the following January, which are paid at least
five percent (5 %) 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) in their new
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 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.
2007 Unrepresented Resolution - Page 3
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 who apply or who are selected for the opening. The
County, at its sole discretion, may or may not 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 and will not receive
a 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 or
by County policy.
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
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 final written approval of
the department head for a specific incident requested after the incident. 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. Beginning with the non - represented
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
for a calendar year. Prior regular County employment with verifiable performance at or
above the required level may be considered when determining years of service.
2007 Unrepresented Resolution - Page 4
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 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 Timin . 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.
4.14 Binding Arbitration Adjustment. In recognition of the fact that two bargaining
units within the Sheriffs 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).
Parameters in section 4.11 of the Unrepresented Resolution must be met 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.
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 Flexible Schedule and Flex Time. Flexible 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.
Periodic flex time may be used for personal employee business, to make up doctor,
vision or dental appointments or to accommodate meetings. Approval of flexible
scheduling or flex time shall not allow for greater than forty (40) hours of compensation
2007 Unrepresented Resolution - Page 5
in any one work week, shall provide for no reduction in service to the public, and must
not increase the County's compensation costs. Both flexible scheduling and flex time
require the mutual agreement of the employee and the department head. Flexible
scheduling also requires the approval of the Executive's Office. 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 non - represented employee from-their date of hire in the amount of eight (8) hours
for each month of employment, if benefits eligibility criteria is met, to a maximum of nine
hundred and sixty (960) hours.
6.1.1 Additional Accrual. A non -LEOFF II employee who has accrued nine
hundred and sixty (960) hours as of December 31 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 year.
6.1.2 Sick Leave Usage. 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.
6.1.3 Proof of Illness. Upon request, an employee shall provide the County
with proof of incapacitating illness.
6.1.4 Retirement Health Savings Plan. Employees who have at least 960
hours in a sick leave bank at beginning and end of a calendar year (or at the beginning
of a calendar year and upon termination in that same year) are eligible to receive a
County -paid Retirement Health Savings (RHS) plan contribution, based upon a portion
of the hours accrued but not used during the year if they are enrolled in the plan. Sick
leave hours accrued to a maximum of forty -eight (48) hours may be eligible for 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.
6.1.5 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.
6.1.6 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. Employees must give at least two
(2) weeks' notice prior to separation to be eligible for sick leave cashout.
2007 Unrepresented Resolution - Page 6
6.1.7 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.
6.1.8 LEOFF Il 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 6.1.4 for partial
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.
6.1.9 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.
6.1.10 Part-Time Employees' Sick Leave Accrual Rate. Part-time employees'
sick leave accrual rate will be pro -rated per FTE.
6.2 Vacation. Non - represented employees (except court reporters and superior
court commissioners) shall be entitled to vacation accrual benefits if benefits eligibility
criteria is met. Accruals 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. 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 County and the employee. Under extraordinary circumstances
and 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 Accrual Rate. Part -time employees'
vacation accrual rate will be pro -rated per 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).
2007 Unrepresented Resolution - Page 7
6.2.2 Compassionate Leave. Employees may donate accrued vacation leave
to employees for the serious health condition (as defined by FMLA) of the
employee per County policy.
6.3 Holidays. Paid holidays will be available as posted on an annual basis for non -
represented employees (except district and superior court commissioners) who are in
paid status, or on approved voluntary unpaid furlough, the scheduled work day before
and after the holiday.
6.3.1 Personal Holiday. Each non - represented employee (except court
reporters and district 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, 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 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 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 Personnel Policies and Procedures or per current laws.
6.5 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 (maximum
of forty hours) off 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 of
paid time off 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
2007 Unrepresented Resolution - Page 8
department head. Requests for greater than five (5) days of any type of leave without
pay in a calendar year requires Executive Office approval.
6.6 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.
6.7 Family Leave. The County provides unpaid leave to any eligible non -
represented employee covered by this Agreement, consistent with the Washington
State Family Leave Act, Washington State Family Care Act and the Federal Family and
Medical Leave Act (FMLA). Employees are not required to use accrued vacation time
or sick leave time 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 allowable accrued vacation, sick and personal holiday time before beginning
unpaid leave during any subsequent twelve -month FMLA period. Unpaid leave used
prior to January 1, 2006, will not count towards the 12 -week unpaid limit. 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 and
will apply toward an employee's entitlement for each type of leave that may be
applicable.
6.8 Maternity Leave. Accrued sick leave may be utilized for maternity /disability
leave. In the event sick leave is exhausted before the employee returns to work, any
vacation 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 6.7. 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.
6.9 Leave for Illness or Iniury. Non - represented employees may request leave for
major illness or injury utilizing Family /Medical Leave, accrued leaves, and unpaid
leaves, as appropriate, in writing with appropriate health care provider verification. 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.
6.10 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, personal
holiday, 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.
2007 Unrepresented Resolution - Page 9
7. ELECTED OFFICIALS
7.1 Wage Adjustments for Elected Officials. Elected Officials, except Council
Members, shall receive the same overall wage adjustment to their 2006 salary as
granted non - represented employees for 2007. Council Members shall be compensated
per Resolution 2005 -020.
7.1.2 Realignment. During the first quarter of each year, Elected Officials salaries,
except Council Members and the County Executive, shall be compared to positions in
comparable counties per relevant parts of the realignment process described in Section
4.3. If the stated parameters are met, impacted Elected Officials would receive an
increase not to exceed 4.3 %, effective retroactively to January 1. Only positions which
meet realignment criteria are adjusted, with the County Executive always remaining at
101 % of the Prosecuting Attorney.
7.2 District Court Judges. District Court Judges shall accrue sick leave at the same
rate as non - represented employees. -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 benefits (including, but not limited to, sick leave, vacation, and health and welfare).
Compensation is defined as payment of wages for work performed, vacation, accrued
sick leave, or other paid leave. 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. Income resulting from an industrial injury to a maximum of twelve
(12) months from the date of injury shall also be credited as compensation.
8.1.1 Benefits Coves a In Case of Documented Extended Illness or Inoury.
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 premiums 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 absent on account of such illness or injury unless employment is
terminated. This waiver period is deducted from COBRA eligibility. Dental,
vision and life premiums will be paid by the County for the first three months only.
Periodic health care provider reports may be required.
2007 Unrepresented Resolution - Page 10
8.1.2 Benefits Coverage for Rehired Employees. Employees who were in an
FTE position and are rehired by the County into an FTE position within one year
of separation from employment will be eligible for benefits if the employee met
the Unrepresented Resolution and plan eligibility requirements and was enrolled
in County provided health & welfare plans prior to leaving County employment.
Coverage will begin the first of the month following the meeting of benefits
eligibility requirements of each individual benefit plan.
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
shall include full premium contribution by the County for the employee, spouse, and
dependent children of the employee, except as noted below.
A) Medical, prescription and hospital benefits
B) Dental- coverage
C) Vision care
D) Life insurance in the face amount of each elected official or non -
represented employee's annual salary to a maximum of $50,000. (Under
the County's current life insurance carrier, employees may be eligible to
purchase additional employee, as well as spouse and dependent
coverage via payroll deduction.)
8.2.1 Medical Contribution Cap. For 2006, the County will contribute for each
employee, up to $732 per month for medical coverage under the Cap Plan.
8.2.2 LEOFF I Medical Coverage. LEOFF I unrepresented employees will not
need to make individual co- payment for themselves and when they incur $3,000
in personal medical expenses during the year, he or she is entitled to a credit of
$600 against the family stop loss.
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
2007 Unrepresented Resolution - Page 11
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 Disability Plan. The County provides administrative oversight for an
employee -paid disability plan. Minimum participation requirements for offering
the plan must be met and employee payment will be via payroll deduction.
Participation in the plan will be voluntary unless participation drops below 60 %. If
participation drops below 60 %, participation in the plan will be mandatory for new
hires. Employees covered under the Sheriff's Office disability plan are not
eligible for this employee -paid disability plan. If an employee does not enroll
within thirty (30) days of hire, a physical examination may be required to
determine eligibility for the plan.
8.3.5.1 Sheriffs Office Disability Plan. LEOFF II and PERS
unrepresented employees in the Sheriffs Office will be provided the same or
substantially equivalent disability plan as provided to employees directly reporting
to them.
8.3.6 Retirement Health Sayings. The County provides a tax -free retirement
health savings plan for medical expenses into which unrepresented employees
can make voluntary contributions per plan documents. Open enrollment is
October 1 — November 29 each year for participation the following year. New
employees may enroll within thirty (30) days of hire.
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 $35.00
per item.
8.3.8 Electronic Funds Transfer. All newly hired regular employees shall
authorize paycheck deposit by electronic funds transfer (EFT) within thirty (30)
days of employment. Employees may temporarily stop EFT in emergency
situations with at least seven (7) days notice before a scheduled payday, but
must restart EFT within three months.
9. POLICY OR PROVIDER CHANGES
From time to time, the County may change provisions in this resolution or select
different providers of benefits, which may impact plans offered. Nothing in this
document shall limit the County's ability to change any provision in this resolution or to
search for the most cost effective benefit packages, nor shall it commit the County to
selecting any specific provider or plan.
2007 Unrepresented Resolution - Page 12
10. EFFECTIVE DATE
All changes in salaries and benefits under this resolution shall become effective on
January 1, 2007, except where noted otherwise and except that any further changes
during 2007 may be retroactively applied as approved by the County Council.
AND FURTHER,THEREFORE, BE IT RESOLVED, that Resolution No. 2005 -067 is
hereby rescinded effective January 1, 2007, and this Resolution shall become effective that
same date.
APPROVED this 21 st day of November, 2006
.•� N� Y CO
ATT`
4 •'� *HAP •.�'��'�.
• O O • o '%
cot► •
Dan ,Brovora;'I IV$,CougP Clerk
APPROVED as to form:
Assistant Chief Civil Deputy Prosecuting Attorney
WHATCOM COUNTY COUNCIL
WHATCOM COUNTY, WASHINGTON
Laurie Caskey- Schreiber, Chair
2007 Unrepresented Resolution - Page 13
Exhibit "A"
2007 Non - Represented Salary Matrix — effective January 1, 2007
Range
Step A
Step B
Step C
Step D
Step B
Step F
Step G
Step H
Step I
Step J
100
1765
1834
1907
1982
2057
2135
2216
2300
2346
-_ - ---
110
1839
1913
1988
2068
2146
2228
2311
2399
2447
- - --
120
1919
1994
2074
2155
2238
2324
2411
2503
2553
=[_=
130
2001
2081
2163
2248
2334
2423
2513
2609
2661
140
2088
2171
2255
2345
2435
2528
2622
2722
2776
150
2178
2264
2353
2446
2539
2636
2736-
2840
2897
160
2272
2360
2454
2551
2648
2749
2853
2961 1
3020
170
2369
2.462
2559
2660
2761
2866
2975
3089
3151
180
2469
2567
2669
2774
2879
2989
3103
3220
3284
--
190
2577
2678
2785
2895
3005
3119
3237
3361
3428
-sr'
200
2689
2795
2905
3019
3133
3253
3376
3504
3574
=
210
2804
2914
3029
3150
3269
3393
3522
3656
3729
220
2924
3040
3160
3284
3410
3539
3674
3813
3889
230
= -- ; =:_ ' `` °;`
;;. :.,;,,,,,,;,,;,;,,.`
=- _ == °r' °'''
- -
= == = =
............: °::.::':
::-
_
_
-
... ___
- - -
_ _
` .......... _ . ..::... ... .. . ...
3296
3426
3556
3691
3832
3977
4128
4253
240
3437
3574
3710
3852
3998
4150
4308
4438
250
3586
3728
3869
4016
4169
4327
4491
4627
260
3740
3888
4036
4189
4348
4514
4685
4826
27Q
3902
1 4056
4210
4370
4536
4709
4888
5036
280
4069
4230
4391
4558
4731
4910
5097
5251
290
4245
4413
4580
4753
4935
5121
5316
5477
300
4427
4601
4777
4957
5146
5342
5545
5712
310
4618
4799
4982
5170
5367
5571
5782
5957
320
4815
5005
5196
5394
5599
5811
6031
6213
330
5022
5220
5419
5625
5838
6061
6290
6480
340
5239
5446
5653
5867
6089
6321
6561
6759
350
5464
5679
5895
6119
6351
6592
6843
7050
360
5700
5924
6149
6383
6625
1 6877
7138
7354
370
5944
6179
6414
6658
6911
1 3
7 7
7 445
7670
380
6200
6444
6 6 89
69 42
7207
7481
7764
7998
390
6466
6721
6976
7241
7515
7802
8099
8344
400
6744
7010
7277
7553
7841
8138
8447
8702
41 Q
7034
7312
7590
7877
8177
8488
8811
9077
2007 Unrepresented Resolution - Page 14
Exhibit "B"
2007 Binding Arbitration Adjustment Matrix only — effective January 1, 2007
Range
Step A
Step B
Step C
Step D
Ste E
Step F
Ste G
Ste H
Ste 1
320SBA
4768
4956
5152
5355
5558
5769
5988
6216
6384
330SBA
5005
5203
5409
5623
5837
6059
6289
6528
6704
340SBA
5256
5464
5680
5904
6128
6361
6603
6854
7039
350SBA
5518
5736
5963
6199
6435
6680
6934
7197
7391
360S BA
5795
6024
6262
6509
6756
7013
7279
7556
7760
370 SBA
6084
6324
6574
6$34
7094
7364
7644
7934
8148
Exhibit "C"
2006 Binding Arbitration Adjustment Matrix only — effective January 1, 2006
(remains in place in 2007 until changed)
2007 Unrepresented Resolution - Page 15
Step A
Step B
Step C
Step D
Ste E
Step F
Step G
Step H
—Range
700CBA
4631
4814
5004
5202
5400
5605
5818
6051
710C BA
4862
5054
5254
5462
5670
5885
6109
6353
720CBA
5105
5307
5517
5735
5953
6179
6414
6671
730CBA
5361
5573
5793
6022
6251
6489
6736
7005
740C BA
5630
5852
6083
6323
6563
6812
7071
7354
2007 Unrepresented Resolution - Page 15