HomeMy WebLinkAboutres2002-029WHATCOM COUNTY COUNCIL AGENDA BILL NO. 2002 -272
CLEARANCES
Initial
Date
Date Received in Council Office
Agenda Dare
Assumed to
originator:
Wendy if f r -Cimmn
„1,.,,. ,
W^'�'
715101
IC l e iL� .��1
_ �f !� ''e E ID
JUL 5 2002
YIVH CtUOM COUNTY
7116102
Finance Committee (consent
agenda)
Division Head.
Karen Sterling Goens
6;
1�.
7116102
Council Committee of the Whole
Executive session
Dept. Head.
Dewey G. Desler
7116102
CouncilAgenda
Prosecutor
Daniel L Gibson
q(5 pZ
Purcha.ing.Budget:
Executive:
Pete Kremen
Il
SUBJECT:
Unrepresented Resolution
ATTACHMENTS:
1002 Amended Unrepresented Resolution
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 the year 2002 to
(Unrepresented Resolution).
Resolution 2001 -066
Distribution Request
Indicate those who should receive a copy' after Council action.
List specific names to the right.
ADS Facilities Management
ADSFinance
ADSHUman Resonances
WQnd We er- Clinton
ADSInft Services
Assessor
Auditor
Cooperative Extension
District Court
Executive
Health
Hearing Examiner
0
Jail
COUNCIL ACTION TAKEN:
2002 - 272 7116/2002 bs Amended t, R and approved
Fleetwood absent, Res. #2002 -029
Related County Contract #:
5 -1, Brenner opposed,
Juvenile
Parks
Planning
Prosecutor
Pu6/'c Works
Sheri
Superior Court
Treasurer
Other
Related File Numbers:
Ordinance or Resolution Number
(this item): � .° ZMZ' 024
PROPOSED BY: Executive
INTRODUCTION DATE: July 16, 2002
RESOLUTION NO. 2002-029
AN AMENDMENT TO RESOLUTION 2001 -066
A RESOLUTION IN THE MATTER OF ADOPTING A SALARY SCHEDULE AND
POLICIES FOR UNREPRESENTED WHATCOM COUNTY EMPLOYEES FOR THE
YEAR 2002
WHEREAS, a Resolution in the Matter of Adopting a Salary Schedule and Policies for
Unrepresented Whatcom County Employees for the Year 2002 was adopted December 11,
2001; and,
WHEREAS, further review of circumstances has called for modification to the 2002
Resolution; and,
WHEREAS, those modifications have been assembled here for deliberation by the
Whatcom County Council.
NOW, THEREFORE, BE IT RESOLVED, by the Whatcom County Council that
Resolution 2001 -066 is hereby amended and will read in its entirety as follows:
2002 Amended Unrepresented Resolution - Page 1
AN AMENDED RESOLUTION IN THE MATTER OF ADOPTING A SALARY
SCHEDULE AND POLICIES FOR UNREPRESENTED WHATCOM COUNTY EMPLOYEES
FOR THE YEAR 2002
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.
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 retroactively to January 1, 2002 which
provides for approximately a two percent (2 %) increase over January 1, 2001 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.
2002 Amended Unrepresented Resolution - Page 2
2.1 Exhibit A— Non - Represented Salary
Matrix.
Movement from
range 100, step
D, is
3.8% between steps up and down (except
step H which is
1.8% higher than
step
G); 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 retroactively to January 1, 2002 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 2002 will be reflected in the comparable Court Commissioners'
salaries.
1/1/02 911/02
% of Comp. Judge Amount Amount
Superior Court Commissioner 85% $8,445 $8,640
District Court Commissioner 80% $7,568 $7,742
3.2 Other Positions not on a Salary Matrix.
Court Reporter $4,149
Health Officer $7,960
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.
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. 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
2002 Amended Unrepresented Resolution - Page 3
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.
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
2002 Amended Unrepresented Resolution - Page 4
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 Recognitio and Retention Premium. Beginning with the non - represented
employee's fifth (5 n ) 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 an annual performance evaluation 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 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 Ste
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
Step "I". Non - represented
employees who
have
been at the top
step of
their
assigned range for at least
twelve months,
may
be nominated
by the
department head to the Executive's Office for a merit step award to move to step
"I", in recognition of documented exemplary performance.
In order to move to and continue at step "I ", the overall performance evaluation
rating of "4.00" must be achieved and maintained in subsequent annual
performance evaluations. If at any time an employee's performance evaluation
drops below "4.00 ", or the employee does not have an annual performance
evaluation in their official personnel file, the employee will be immediately
adjusted back to step "H ". Nominations for a merit step award to step "I" cannot
be submitted for a period of twelve months for any employee who has been
dropped back to step "H" due to an overall rating of less than "4.00." Because
sustained exemplary performance is a critical component of remaining at step IT,
2002 Amended Unrepresented Resolution - Page 5
if more than one evaluation is conducted in a year, the lowest rating will be used
for determining eligibility for step "I."
4.13.3 Documentation. Documented exemplary performance for a merit step
and step "I ", shall include a performance evaluation 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.
4.13.4 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 Sheriffs Department have access to binding interest arbitration, non -
represented employees in the Sheriffs Department shall receive pay increases which
are approximately equivalent to base salary increases received by employees directly
reporting to them (Exhibits B and C). Retroactive base salary increases applied to
applicable collective bargaining unit settlement will also be applied to affected non -
represented employees within the Sheriffs Department. Unrepresented employees in
the Sheriff's Department who must maintain a dress uniform shall receive the same
annual clothing allowance as received by employees directly reporting to them.
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
2002 Amended Unrepresented Resolution - Page 6
hundred and sixty (960) hours. Sick leave may be taken as accrued and may be used
in increments of less than one scheduled workday. 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 eight (1,008) hours of sick leave during the year
immediately subsequent. These additional forty eight (48) hours may not be cashed
out, and 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
Enr lovees'
accrue 10.00
Sick Leave Accrual Rate.
Part-time employees'
sick
leave accrual
rate will
be
pro -rated per FTE.
6.1.2 Sick Leave for Spousal Care. Sick leave can be used to care for an ill
spouse or registered spousal equivalent for up to forty (40) hours per year. The
use of sick leave to care for a spouse or registered spousal equivalent may be
extended with the written approval of the employee's department head . Spousal
equivalents must be registered with 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 Administrative Procedure 3.2400 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.
6.1.6 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.
6.2 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
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
2002 Amended Unrepresented Resolution - Page 7
Vacation leave may be taken as accrued and may be used in increments of less than
one scheduled workday. 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 who are in paid status 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 superior court commissioners) shall receive one (1) Personal
Holiday each calendar year, not to exceed eight (8) hours. Part-time employees
receive one (1) Personal Holiday equivalent to their FTE on January 1. Personal
Holidays must be used in the year they are earned, 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.
6.3.3 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.
2002 Amended Unrepresented Resolution - Page 8
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 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. 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 Paternity Leave. Sick leave to a maximum of two (2) days shall be available for
use by a male non - represented employee at the time of delivery of a child by his legal
spouse. Additional days may be allowed at the discretion of the department head.
6.9 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.
6.10 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.
6.11 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
2002 Amended Unrepresented Resolution - Page 9
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:
2002
Elected Official Monthly Salary
Percentage
Executive $8,212
101.00
Prosecuting Attorney $8,131
100.00
Sheriff $62667
82.00
Auditor $5,400
66.41
Treasurer $5,400
66.41
Assessor $5,400
66.41
Council Member* $1,208
* Per Resolution 99 -064 which establishes maximum compensation for
Councilmembers 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."
7.2 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
employment in one (1) calendar month. Waiting period requirements on individual plans
must be met for benefit reimbursement. For elected officials, hours of employment
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.
2002 Amended Unrepresented Resolution - Page 10
8.1.1 Benefits Coverage if Disabled. If an employee becomes disabled 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 of disability unless
employment is terminated.
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.
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.
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 (spouse
and dependent coverage, if desired, is paid by
the employee via payroll
deduction).
8.2.1 Medical Coverage. For 2002, the County will contribute the amount
required to continue the self- insured co -pay medical plan. Effective January 1,
2003, the County will contribute up to $500 per month for medical coverage.
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.
8.2.3 Sheriff's 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 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.
2002 Amended Unrepresented Resolution - Page 11
9.
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.
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 Sheriffs
Office disability plan are not eligible for this employee -paid disability plan.
8.3.6 Retirement Health Savings. Should the County enter into an agreement
for some type of retirement health savings account, unrepresented employees
will be allowed to participate per plan documents.
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.
All changes in salaries and benefits under this resolution shall become effective on July
16, 2002, except where noted otherwise and except that any further changes during
2002 may be retroactively applied as approved by the County Council.
2002 Amended Unrepresented Resolution - Page 12
AND FURTHER, THEREFORE, BE IT RESOLVED, that Resolution No. 2001 -066 is
hereby rescinded effective July 16, 2002, and this Resolution shall become effective that same
date.
APPROVED this 16th day of July , 2002
ATTEST:
1
Dana Brown-Davis,
APPROVED as to form:
Senior Civil Deputy Prosecuting Attorney
WHATCOM COUNTY COUNCIL
WHATCOM COUNTY. WASHINGTON
i
L. and Nelso air
2002 Amended Unrepresented Resolution - Page 13
Range
Step A
Exhibit "A"
Step C
Step D
Step E
2002 Non - Represented
Salary
Matrix — effective
retroactively to
January
1, 2002
Range
Step A
Step B
Step C
Step D
Step E
Step F
Step G
Stop H
Stop I
100
1598
1661
1727
1795
1863
1934
2007
2043
2121
110
1667
1733
1801
1872
1943
2017
2094
2132
2213
120
1738
1807
1878
1952
2026
2103
2183
2222
2306
130
1813
1885
1959
2036
2113
2193
2276
2317
2405
140
1890
1965
2043
2124
2205
2289
2376
2419
2511
150
1972
2050
2131
2215
2299
2386
2477
2522
2618
160
2057
2138
2222
2310
2398
2489
2584
2631
2731
170
2144
2229
2317
2409
2501
2596
2695
2744
2648
180
2238
2326
2418
2513
2608
2707
2810
2861
2970
190
2333
2425
2521
2621
2721
2824
2931
2984
3097
200
2434
2530
2630
2734
2838
2946
3058
3113
3231
210
2540
2640
2744
2852
2960
3072
3189
3246
3369
220
2648
2753
2862
2975
3088
3205
3327
3387
3516
230
2763
2872
2985
3103
3221
3343
3470
3532
3666
240
2881
2995
3113
3236
3359
3487
3620
3685
3825
250
3005
3124
3247
3375
3503
3636
3774
3842
3988
260
3133
3257
3386
3520
3654
3793
3937
4008
4160
270
3269
3398
3532
3671
3810
3955
4105
4179
4338
280
3408
3543
3683
3829
3975
4126
4283
4360
4526
290
3556
3696
3842
3994
4146
4304
4468
4548
4721
300
3709
3856
4008
4166
4324
4488
4659
4743
4923
310
3868
4021
4180
4345
4510
4681
4859
4946
5134
320
4035
4194
4360
4532
4704
4883
5069
5160
5356
330
4208
4374
4547
4727
4907
5093
5287
5382
5587
340
4390
4563
4743
4930
5117
5311
5513
5612
5825
350
4578
4759
4947
5142
5337
5540
5751
5855
6077
360
4774
4963
5159
5363
5567
5779
5999
6107
6339
370
4980
5177
5381
5594
5807
6028
6257
6370
6612
380
5195
5400
5613
5835
6057
6287
6526
6643
6895
390
5419
5633
5855
6086
6317
6557
6806
6929
7192
400
5652
5875
6107
6348
6589
6839
7099
7227
7502
410
5894
6127
6369
6621
6873
7134
7405
7538
7824
2002 Nonrep
2002 Amended Unrepresented Resolution - Page 14
Range
Exhibit "B"
Step B
Step C
2002 Binding
Arbitration Adjustment Matrix only - effective
January
1, 2002
Range
Step A
Step B
Step C
Ste D
Ste E
Step F
Step G
Ste H
320SBA
4318
4489
4666
4850
5034
5225
5424
5630
330SBA
4534
4713
4899
5093
5287
5488
5697
5913
340SBA
4761
4949
5145
5348
5551
5762
5981
6208
350SBA
5000
5197
5402
5615
5828
6049
6279
6518
360SBA
5249
5456
5672
5896
6120
6353
6594
6845
370 SBA
5512
5730
5956
6191
6426
6670
6923 =.7186
Range
Exhibit "C
Step B
4404
Step C
4578
Step D
4759
2002 Binding Arbitration
Adjustment Matrix
only -
effective January
1, 2002
Range
Step A
4237
Step B
4404
Step C
4578
Step D
4759
Step E
4940
Step F
5128
Step G
5323
Step H
5525
700CBA
710CBA
4448
4624
4807
4997
5187
5384
5589
5801
720CBA
4671
4856
5048
5247
5446
5653
5868
6091
730CBA
4905
5099
5300
5509
5718
5935
6161
6395
740CBA
5150
5353
5564
5784
6004
6232
6469
6715.
750CBA
5406
5620
5842
6073
6304
6544
6793
7051
2002 Amended Unrepresented Resolution - Page 15