HomeMy WebLinkAboutres2004-067WHATCOM COUNTY COUNCIL AGENDA BILL NO. 2004 -387
CLEARANCES
Initial
Date
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Agenda Dare
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Originator,
WendyWefer- Clinton
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Finance Committee (consent
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Division Head:
Karen Sterling Goens
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Dept. Head:
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Daniel
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SUBJECT:
Unrepresented Resolution
ATTACHMENTS:
None
SEPA review required? ( ) Yes ( x ) NO Should Clerk schedule
SEPA review completed? ( ) Yes ( x ) NO Requested Date:
SUMMARYSTATEMENT:
Proposed updates for the year 2005 to Resolution 2003 -003
(Unrepresented Resolution)
a hearing ? ( ) Yes ( x ) NO
Distribution Request
Indicate those who should receive a copy after Council action
List speck names to the right
AS Facilities Management
AS Finence
'
AS Human Resources
Wend We u- Clinton
AS Info Services
Assessor
Auditor
Cooperative Extension
District Court
ve
Realm
Health
Hearing Examiner
Jail
COUNCIL ACTION TAKEN:
11/23/2004: Approved 7-0r Res. #2004 -067
Javenik
Parks
Planning
Prosecutor
Public Works
Sheriff
Superior Court
Related County Contract #:
Treasurer
Omer
Related File Numbers:
Ordinance or Resolution Number
(this item): Resolution 02004 -067
PROPOSED BY: Executive
INTRODUCTION DATE: November23.2004
RESOLUTION NO. 2004- 067
A RESOLUTION IN THE MATTER OF ADOPTING A SALARY SCHEDULE AND
POLICIES FOR UNREPRESENTED WHATCOM COUNTY EMPLOYEES FOR THE
YEAR 2005
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.
2005 Unrepresented Resolution - Page 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, 2005 which provides for
approximately a two percent (2 %) general increase over January 1, 2004 matrix at step
D of range 100. 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.
Movement from range 100, step D, is 3.8% between steps up and down; and
4.3% between ranges.
2.2 Exhibits B and C — Binding Arbitration Adjustment Salary Matrices.
Movement from range 320SBA and 700CBA, step D, is 3.8% between steps up
and down and 5% between ranges.
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,
2005 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 2005 will be reflected in the comparable Court Commissioners'
salaries.
Superior Court Commissioner
District Court Commissioner
1/1/05
% of Comp. Judge Amount
85% $8,812
80% $7,897
3.2 Other Positions not on a Salary Matrix.
Court Reporter $4,402
Health Officer $8,446
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 following twelve (12) months' service after
their previous movement, on the first day of the appropriate month, if the overall
performance evaluation is "meets job requirements" or better.
2005 Unrepresented Resolution - Page 2
4.2 Reclassification or Promotion. 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.
4.3 Realianment. Department heads can request for consideration during the
budget process, realignment of positions, which are paid at least 10% below the
average of at least four (4) 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 the step that
provides them at least the same base salary as under the previous matrix or range (but
not more than three (3) steps under the previous step) with no change to the next step
increase date.
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 S 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.
2005 Unrepresented Resolution - Page 3
4.7 Employment Opportunities. Non - represented employees who wish to apply for
a union position before it is advertised to the public 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.
4.8 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 $50 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
employe (5 )year of employment, the employee 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 1" 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. The recognition and
retention premium is pro -rated based on FTE. Prior regular County employment with
verifiable performance at or above the required level may be considered when
determining years of service.
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
2005 Unrepresented Resolution - Page 4
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
budget for the department.
4.14 Binding Arbitration Adjustment. In recognition of the fact that two bargaining
units within the Sheriff's Department have access to binding interest arbitration,
unrepresented employees in the Sheriffs Department 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
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.
2005 Unrepresented Resolution - Page 5
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.
6.1.7 Sick Leave Sharing. Sick leave sharing is available to non - represented
employees per the County's Sick Leave Sharing Program with a yearly donation
maximum of twenty -four (24) hours.
6.1.8 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
2005 Unrepresented Resolution - Page 6
calculating sick leave cashout. If any hours are used per section 6.4 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.
The additional five (5) days of vacation are to be used in the following calendar year.
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
1st through 4th employment year
accrue 10.00
hours
per month
During
5th through 9th employment year
accrue 13.34
hours
per month
During
10th and subsequent years
accrue 16.67
hours
per month
Vacation leave may be requested as accrued and approved and may be used in
increments of less than one scheduled workday, but not less than one hour for FLSA
exempt employees. No more than two hundred and forty (240) vacation hours may be
carried forward from one year to the next, 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).
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)
2005 Unrepresented Resolution - Page 7
Personal Holiday each calendar year equivalent to their FTE on January 1, 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 December 24th, shall receive two days
off with pay which must be taken by December 31 of the following year. These
days cannot be carried over or cashed out.
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 as other immediate family.
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 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
2005 Unrepresented Resolution - Page 8
Medical Leave Act (FMLA). Employees are not required to use accrued vacation time,
sick leave or compensatory time before commencing unpaid family leave. 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.
6.6 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.
6.9 Leave for Illness or Iniurv. Non - represented employees may request leave for
major illness or injury utilizing Family /Medical Leave, accrued leaves, and unpaid
leaves, as appropriate. 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.
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.
7. ELECTED OFFICIALS
7.1 Elected Officials' Salaries.
The monthly salaries of the Whatcom County
Elected Officials shall be established
herein as follows:
2005
Elected Official
Monthly Salary
Percentage
Executive
$8,975
101.00
Prosecuting Attorney
$8,887
100.00
Sheriff
$7,287
82.00
Auditor
$5,901
66.41
Treasurer
$5,901
66.41
Assessor
$5,901
66.41
Council Member*
$1,346
* Per Resolution 2001 -067 which
establishes maximum compensation for Council
Members and which
states, 'Whereas
the Whatcom County Charter prohibits any
Council member from
receiving a salary in excess of 15% of the County Executive's
salary."
2005 Unrepresented Resolution - Page 9
7.1.1 Wage Adjustments for Elected Officials. Elected Officials, except
Council Members, shall receive the same overall wage adjustment as granted
non - represented employees.
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. Percentages indicated above will be modified accordingly so only
positions which meet realignment criteria are adjusted with the Prosecuting
Attorney always remaining at 100% and the County Executive always remaining
at 101 %.
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 an FTE position to be eligible for
benefits (including, but not limited to, sick leave, vacation, holiday, and health and
welfare). Compensation is defined as payment of wages for work performed, vacation,
accrued sick leave, or other paid leave. County payment 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 Coverage In Case of Documented Extended Illness or Injury.
If an employee has a documented extended illness or injury 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 and vision premiums
will be paid by the County for the first three months only.
2005 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 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 Contribution Cap. For 2005, the County will contribute for each
employee, up to $605 per month for medical coverage under the Cap Plan.
8.2.2 Medical Parity. If the County makes available to represented employees
other medical plans or caps, coverage for unrepresented employees will be
reviewed to assure total percentage wage adjustment and contribution caps are
reasonably comparable to represented employees, except in the case where
settlement is imposed upon the County by interest arbitration award.
8.2.3 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.
8.2.4 Sheriffs Office Disability Plan. LEOFF II and PIERS 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.
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.
2005 Unrepresented Resolution - Page 11
8.3.2 Retirement Plans. The County provides payment to retirement plans
through the Washington State Department of Retirement Systems (DRS), which
also requires contributions from eligible non - represented employees. Elected
officials may elect, but are not required, to participate in a DRS plan.
8.3.3 Deferred Compensation. The County provides the opportunity for
voluntary employee participation in deferred compensation (457 plans) and
401(a) programs. The County matches these contributions fifty cents on the
dollar, up to a maximum of 2% of base salary, with County contributions placed
in a 401(a) Plan. New employees, within thirty (30) days of hire, may elect to
contribute directly to the 401(a) plan.
8.3.4 Employee Assistance Program. The County provides confidential
counseling assessment services through an Employee Assistance Program for
employees and their immediate families.
8.3.5 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, following plan implementation,
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.
8.3.6 Retirement Health Savings. 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 Medical Savings Account. Should the County enter into an agreement
for some type of medical savings account, unrepresented employees will be
allowed to participate per plan documents.
8.3.8 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.
8.3.9 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.
2005 Unrepresented Resolution - Page 12
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, 2005, except where noted otherwise and except that any further changes
during 2005 may be retroactively applied as approved by the County Council.
AND FURTHER, THEREFORE, BE IT RESOLVED, that Resolution No. 2003 -063 is
hereby rescinded effective January 1, 2005, and this Resolution shall become effective that
same date.
APPROVED this 23rd day of November, 2004
APPROVED as to form:
Senior Civil Deputy Prosecuting Attorney
WHATCOM COUNTY COUNCIL
WHATCOM COUNTY, WASHINGTON
Daniel P. McShane, Chair
2005 Unrepresented Resolution - Page 13
Exhibit "A"
2005 Non - Represented Salary Matrix — effective January 1, 2005
Range
Step A
Ste B
Step C
Step D
Step E
Stop F
Step G
Ste H
100
1696
1763
1833
1905
1977
2052
2130
2211
110
1768
1838
1911
1987
2063
2141
2222
2306
120
1844
1917
1993
2072
2151
2233
2318
2406
130
1924
2000
2079
2161
2243
2328
2416
2508
140
2007
2086
2168
2254
2340
2429
2521
2617
150
2093
2176
2262
2351
2440
2533
2629
2729
160
2183
2269
2359
2452
2545
2642
2742
2846
170
2277
2367
2460
2557
2654
2755
2860
2969
180
2374
2468
2566
2667
2768
2873
2982
3095
190
2476
2574
2676
2782
2888
2998
3112
3230
200
2584
2686
2792
2902
3012
3126
3245
3368
210
2695
2801
2912
3027
3142
3261
3385
3514
220
2811
2922
3037
3157
3277
3402
3531
3665
230
2932
3048
3168
3293
3418
3548
3683
3823
240
3057
3178
3304
3435
3566
3702
3843
3989
250
3190
3316
3447
3583
3719
3860
4007
4159
260
3327
3458
3595
3737
3879
4026
4179
4338
270
3470
3607
3750
3898
4046
4200
4360
4526
280
3619
3762
3911
4066
4221
4381
4547
4720
290
3776
3925
4080
4241
4402
4569
4743
4923
300
3937
4093
4255
4423
4591
4765
4946
5134
310
4107
4269
4438
4613
4788
4970
5159
5355
320
4283
4452
4628
4811
4994
5184
5381
5585
330
4468
4644
4827
5018
5209
5407
5612
5825
340
4660
4844
5035
5234
5433
5639
5853
6075
350
4860
5052
5252
5459
5666
5881
6104
6336
360
5070
5270
5478
5694
5910
6135
6368
6610
370
5287
5496
5713
5939
6165
6399
6642
6894
380
5515
5733
5959
6194
6429
6673
6927
7190
390
5752
5979
6215
6460
6705
6960
7224
7499
400
5999
6236
6482
6738
6994
7260
7536
7822
410
6257
6504
6761
7028
7295
7572
7860
8159
2005 Unrepresented Resolution - Page 14
Exhibit "B"
2005 Bindina Arbitration Adiustment Matrix only- effective January 1, 2005
Ran a
Stop A
Step B
Step C
Step D
Step E
to IF
Ste G
Ste H
320SBA
4628
4811
5001
5199
5397
5602
5815
5902
330SBA
4860
5052
5252
5459
5666
5881
6104
6196
340SBA
5102
5304
5514
5732
5950
6176
6411
6507
730CBA
5051
5570
5790
6019
6248
6485
6731
6832
ff5358
5627
5849
6080
6320
6560
6809
7068
7174
750CBA
5908
6141
6384
6636
6888
7150
7422
7533
Exhibit "C"
2005 Binding Arbitration Ado ustment Matrix only
Ran a
Ste A
Stop B
I Ste C
Stop D
I Step E
Step F
Step G
Ste H
700CBA
4365
4537
4716
4902
5088
5281
5482
5537
710CBA
4582
4763
4951
5147
5343
5546
5757
5815
720CBA
4811
5001
5199
5404
5609
5822
6043
6103
730CBA
5051
5251
5458
5674
5890
6114
6346
6409
740CBA
5304
5514
5732
5958
6184
6419
6663
6730
750CBA
5569
5789
6018
6256
6494
6741
6997
7067
2005 Unrepresented Resolution - Page 15