HomeMy WebLinkAboutres2003-068WHATCOM COUNTY COUNCIL AGENDA BILL NO. 2003 -368
CLEARANCES
Initial
Date
Date Received In Council Office
Agenda Date
Assi nedto:
Originator:
Wendy wl n;neanR
11114103
�p
0 E V
NOV 18 2003
WHATCOM COUNTY
COUNCIL
11125103
Finance Committee consent
a enda) /Re ular Council
Division Head:
Karen G °` "'
11114AO3
Dewey G. Desire
Prosecutor
Daniel c Gibson
a Ib b3
Purchasing/BudgR:
Peee utive:
/f
SUBJECT:
Unrepresented Resolution
ATTACHMENTS:
Proposed 2004 Resolution
SEPA review required? ( ) Yes ( x
SEPA review completed? ( ) Yes ( x
) NO
) NO
Should Clerk schedule a hearing ? ( ) Yes ( x ) NO
Requested Date:
SUMMARYSTATEMENT.-
Proposed updates far the year 2004 to Resolution 2003 -005
(Unrepresented Resolution)
Distribution Request
Indicate those who should receive a copy after Council action.
List specific names to the right.
ASPacirtdes Management
ASPrinance
ASHumav Resources
Wend We ervClinton
ASDfo Services
Assessor
Auditor
Cooperative Extension
District Court
Executive
�
Health
Hearing Promoter
Jail
COUNCIL ACTION TAKEN:
2003-368 11125/2003: Amended and approved 6 -1,
Res #2003-068
Related County Contract #:
Brenner opposed,
Juvenile
Parks
Planning
Prosecutor
Public Works
Sheri
Superior Court
Treasurer
Other
Related File Numbers:
Ordinance or ResolulIA'pp b n Num r /y�p
(this item): .: f`
PROPOSED BY: Executive
INTRODUCTION DATE: November 25. 2003
RESOLUTION NO. 2003 -068
A RESOLUTION IN THE MATTER OF ADOPTING A SALARY SCHEDULE AND
POLICIES FOR UNREPRESENTED WHATCOM COUNTY EMPLOYEES FOR THE
YEAR 2004
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, yet not to exceed currently budgeted full -time equivalency of a position, as
authorized by budget ordinance.
2004 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, 2004 which provides for
approximately a two percent (2 %) general increase over January 1, 2003 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,
2004 unless
otherwise
noted.
3.1
3.2
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 2004 will be reflected in the comparable Court Commissioners'
salaries.
Superior Court Commissioner
District Court Commissioner
1/1/04
% of Comp. Judge Amount
85% $8,640
80% $7,742
Other Positions not on a Salary Matrix.
Court Reporter $4,316
Health Officer $8,281
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.
2004 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 Realignment. 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 & 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.
2004 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 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. 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 (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 "338" or better to receive and maintain the premium. Employees receiving an
overall rating of less than "338" 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 for the purpose of the recognition and retention premium
only.
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.
2004 Unrepresented Resolution - Page 4
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 Bindinq 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 Sheriff's 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.
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
2004 Unrepresented Resolution - Page 5
hundred and sixty (960) hours. 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. An 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 of sick leave during the year immediately
subsequent. These additional ninety -six (96) hours may not be cashed out, but up to
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. The
employee's total accrual reverts back to no more than nine hundred and sixty (960)
hours at the end of the year. Upon request, an employee shall provide the County with
proof of incapacitating illness.
6.1.1 Part-Time Employees' Sick Leave Accrual Rate. Part -time employees'
sick leave accrual rate will be pro -rated per FTE.
6.1.2 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.
6.1.3 Sick Leave Cashout. A non - represented employee with three (3) or more
years of 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.
6.1.4 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.
6.1.5 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 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.
6.1.6 Sheriff's Office. Non- represented employees in the Sheriffs 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.
2004 Unrepresented Resolution - Page 6
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:
During
1 st through
4th employment year
accrue
10.00
FLSA
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 under extraordinary circumstances
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 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).
6.3.2 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, 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.
2004 Unrepresented Resolution - Page 7
6.3.3 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.
6.4 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 temporary 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
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.
6.8 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.
2004 Unrepresented Resolution - Page 8
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:
2004
Elected Official
Monthly Salary
Percentage
Executive
$8,800
101.00
Prosecuting Attorney
$8,713
100.00
Sheriff
$7,144
82.00
Auditor
$5,786
66.41
Treasurer
$5,786
66.41
Assessor
$5,786
66.41
Council Member*
$1,291
* 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."
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%.
2004 Unrepresented Resolution - Page 9
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,
premiums will continue to be paid by the County for full employee and family
medical 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.
8.1.2 Benefits Coverage for Rehired Emolovees. 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 Emolovee'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.
2004 Unrepresented Resolution - Page 10
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 2003, the County will contribute for each
employee, up to $550 per month for medical coverage under a 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 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.
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 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.
2004 Unrepresented Resolution - Page 11
8.3.4 Emplovee 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 Sheriffs
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.
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, 2004, except where noted otherwise and except that any further changes
during 2004 may be retroactively applied as approved by the County Council.
2004 Unrepresented Resolution - Page 12
AND FURTHER, THEREFORE, BE IT RESOLVED, that Resolution No. 2003 -005 is
hereby rescinded effective January 1, 2004, and this Resolution shall become effective that
same date.
APPROVED this 25th day of November, 2003
ATTEST:
yI
01111091
APPROVED as to form:
Senior Civil Deputy Prosecuting Attorney
WHATCOM COUNTY COUNCIL
WHATCOM COUNTY, WASHINGTON
Daniel P. McShane, Chair
2004 Unrepresented Resolution - Page 13
Exhibit "A"
2004 Non - Represented Salary Matrix — effective January 1, 2004
Range
Step A
Ste 8
Step C
Step D
Step E
Step F.
Step G
Step H
100
1663
1729
1797
1868
1939
2013
2089
2168
110
1734
1803
1874
1948
2022
2099
2179
2262
120
1810
1881
1955
2032
2109
2189
2272
2358
130
1886
1961
2038
2119
2200
2284
2371
2461
140
1967
2045,
2126
2210 2294
2381
2471
2565
150
2052
2133
2217
2305 2393
I 2484
2578
2676
160
2140
2225
2313
2404
2495
2590
2688
2790
170
2232
2320
2412
2507
2602
2701
2804
2911'
180
2328
2420
2516
2615
2714
2817
2924
3035
190
2427
2523
2623
2727
2831
2939
3051
3167
200
2532
2632
2736
2844
2952
3064
3180
3301
210
2641
2745
2853
2966
3079
3196
3317
3443
220
2754
2863
2976
3094
3212
3334
3461
3593
230
2873
2986
3104
3227
3350
3477
3609
3746
240
2997
3115
3238
3366
3494
3627
3765
3908
250
3126
3250
3378
3511
3644
3782
3926
4075
260
3260
3389
3523
3662
3801
3945
4095
4251
270
3400
3534
3674
3819
3964
4115
4271
4433
280
3546
3686
3832
3983
4134
4291
4454
4623
290
3698
3844
3996
4154
4312
4476
4646
4823
300
3858
4010
4168
4333
4498
4669
4846
5030
310 4023
4182
4347
4519
4691
4869
5054
5246
320 4196
4362
4534
4713
4892
5078
5271
5471
330 4376
4549
4729
4916
5103
5297
5498
5707
340 4565
4745
4932
5127
5322
5524
5734
5952
350
4761
4949
5144
5347
5550
5761
5980
6207
360
4965
5161
5365
5577
5789
6009
6237
6474
370
5178
5383
5596
5817
6038
6267
6505
6752
380
5401
5614
5836
6067
6298
6537
6785
7043
390
5634
5857
6088
6328
6568
6818
7077
7346
400
5876
6108
6349
6600
6851
7111
7381
7661
410
6128
6370
6622
6884
7146
7418
7700
7993
2004 Unrepresented Resolution - Page 14
Ran a
Exhibit "B"
Step B
Step C
2004 Binding
Arbitration Adjustment Matrix only - effective
January
1, 2004
Ran a
Ste A
Step B
Step C
Step D
Step E
Stop F
Step G
320S BA
4318
4489
4666
4850
5034
5225
5424
330SBA
4534
4713
4899
5093
5287
5488
5697
340SBA
4761
4949
5145
5348
5551
5762
5981
350SBA
5000
5197
5402
5615
5828
6049
6279
360SBA
5249
5456
5672
5896
6120
6353
6594
370 SBA
5512
5730
5956
6191
+6426 6670
6923
Ran a
Step A Step B Step C Step D Step E Step F Step G
700CBA 4237 4404 4578 4759 4940 5128 5323
710CBA 4448 4624 4807 4997 5187 5384 5589
720CBA 4671 4856 5048 5247 5446 5653 5868
730CBA 4905 5099 5300 5509 5718 5935 6161
740CBA 5150 5353 5564 5784 6004 6232 6469
750CBA 5406 5620 5842 6073 6304 6544 6793
2004 Unrepresented Resolution - Page 15
Exhibit "C"
2004 Binding A
Arbitration Adjustment Matrix o
only — e
effective January 1, 2004
Step A Step B Step C Step D Step E Step F Step G
700CBA 4237 4404 4578 4759 4940 5128 5323
710CBA 4448 4624 4807 4997 5187 5384 5589
720CBA 4671 4856 5048 5247 5446 5653 5868
730CBA 4905 5099 5300 5509 5718 5935 6161
740CBA 5150 5353 5564 5784 6004 6232 6469
750CBA 5406 5620 5842 6073 6304 6544 6793
2004 Unrepresented Resolution - Page 15
2004 Unrepresented Resolution - Page 15