HomeMy WebLinkAboutres2000-051WHATCOM COUNTY COUNCIL AGENDA BILL NO. 2000 -370
CLEARANCES
Initial
Date
Date Received N Council Ofuce
Agenda Date
Assi nedto:
originator:
"fendy WeferChwan
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11/1740
C E I h r
V E D
NOV 2 0 2000
WHATCOM COUNTY
COUNCIL
11128100
Finance Committee (Consent
Agenda) &Regular Council
meeting
Division Head:
Boren Stalin Germ
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SUBJECT:
Unrepresented Resolution
ATTACHMENTS:
Proposed 2001 Resolution
SEPA review required? ( ) Yes (
SEPA review completed? ( ) Yes (
X )No
X) NO
Should Clerk schedule a bearing? ( ) Yes ( X) NO
Requested Date:
SUMMARYSTATEMENT:
Proposed updatesfor the year 2001 to Resolution 99 -062
(Unrepresented Resolution)
-
Distribution Request
indicate those who should recelse a copy after Council action.
List specific names to the right.
ADS Facaitle Management
ADSFinance
ADSHeman Resources
Wendy Weer- Clintn„
ADS Info Service
Assessor
Auditor
Cooperative Erfensom
District Court
Erecuave
Health
Hearing E=miner
!a
COUNCIL ACTION TAKEN:
2000 - 370 112&2000: Approved 7 -0, Res.
.(elated County Contract #:
#2000 -051
.Iuxnae
Park
Planning
Prosecutor
Public Work
Sheri
Superior Conn
Treasure
5uKr
Related File Numbers:
Ordinance or ftesol(�Lion Numberrr����
(this item): AIM! 051
PROPOSED BY: Executive
INTRODUCTION DATE: November 28 2000
RESOLUTION NO. 2000- 051
A RESOLUTION IN THE MATTER OF ADOPTING A SALARY SCHEDULE AND
POLICIES FOR UNREPRESENTED WHATCOM COUNTY EMPLOYEES FOR THE
YEAR 2001
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.
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.
2001 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, B, and C effective January 1, 2001, which
provides for approximately a two percent (2.0 %) increase over the January 1, 2000,
matrices at step D of range 100, 320SBA or 700CBA. 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 — Bindina 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.
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 2001 will be reflected in the comparable Court Commissioners'
salaries.
% of Comp. Judge Amount
Superior Court Commissioner 85% $7,901
District Court Commissioner 80% $7,065
Other Positions not on a Salary Matrix.
Court Reporter $ 4,068
Health Officer $ 7,804
4. COMPENSATION 8. EMPLOYMENT OPPORTUNITIES
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 Position Movement. Individuals who are reclassified, 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
2001 Unrepresented Resolution - Page 2
the assigned range. 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 with no change to the
next step increase date. 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.
4.3 Overtime & Compensatory Time Pay. The provisions for overtime payments
and compensatory time (for 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, 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 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.).
4.4 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 or 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 and must receive written authorization
from the Executive's Office to award it.
4.5 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.
4.6 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.
4.7 Employment at Will. Employment for non- represented employees is at will,
which means either the employee or the County can end the employment relationship
2001 Unrepresented Resolution - Page 3
without being legally required to give notice or a reason except as stipulated herein or
by County policy.
4.8 Emergency Response. Non - represented employees authorized in advance and
required to respond 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 department
head or designee with final written approval of the Executive's Office 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 County
Executive or designee.
4.9 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 1st of each year, they shall
receive five dollars ($5.00) per month times each year of service to a maximum of
twenty -five (25) years — one hundred and twenty -five dollars ($125.00) per month.
Employees must have had 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.
4.10 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.
4.11 Nomination for Merit Step.
4.11.1 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.
4.11.2 Step "H ". Beginning, July 1, 2001, 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 "H", in recognition of documented exemplary performance.
In order to move to and continue at step "H ", 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 "G ". Nominations for a merit step award to step "H" cannot
be submitted for a period of twelve months for any employee who has been
dropped back to step "G" due to an overall rating of less than "4.00." Because
2001 Unrepresented Resolution - Page 4
sustained exemplary performance is a critical component of remaining at step
"H ", if more than one evaluation is conducted in a year, the lowest rating will be
used for determining eligibility for step "H."
4.11.3 Documentation. Documented exemplary performance for a merit step
and step "H ", 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.
4.11.4 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.
4.12 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 cost -of- living increases received by employees directly
reporting to them (Exhibits B and C). In the case of unsettled bargaining agreements,
non - represented employees will receive the same cost -of- living increase awarded non -
represented employees, with any retroactivity for cost -of- living increases applied to
applicable collective bargaining unit settlement also applied to affected non - represented
employees within the Sheriffs Department. Unrepresented employees in the Sheriffs
Department who must maintain a dress uniform shall receive the same annual clothing
allowance as received by employees directly reporting to them.
5. SCHEDULING
The hours of operation may vary between departments and divisions in order to better
serve the public. 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. Flex time may be used for
personal employee business or to make up doctor, vision or dental appointments. Both
flexible scheduling and flex time require the mutual agreement of the employee and the
department head. 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.
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. Sick leave may be taken as accrued and may be used
2001 Unrepresented Resolution - Page 5
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 Empiovees' 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 and the
Executive's Office.
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.
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 Bindina Arbitration Impact. Non - represented employees in the Sheriffs
Office 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
1 st through 4th employment year
accrue 10.00
hours
per month
During
5th through 9th employment year
accrue 13.34
hours
per month
During
10th and subsequent years
accrue 16.67
hours
per month
Vacation leave may be 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
2001 Unrepresented Resolution - Page 6
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, and FLSA non - exempt
employees will receive extra vacation pay based on extra hours worked above
the assigned FTE (not to exceed equivalent of 1.00 FTE).
6.2.2 Voluntary Demotion. If an employee takes a voluntary demotion, they
may choose to receive payment for the difference in pay on any vacation hours
accrued at the time of the demotion.
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, and FLSA non - exempt employees will receive
extra holiday pay based on extra hours worked above the assigned FTE (not to
exceed equivalent of 1.00 FTE).
6.3.2 Personal Holiday. Each employee 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 the day before Christmas, 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.
2001 Unrepresented Resolution - Page 7
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 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. 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. Additional days off without pay or using accrued
leave may also be available upon written approval of the department head and the
Executive's Office.
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 Whatoom 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 with
approval of the Executive's Office.
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.
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 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, leave
without pay, unless an employee who wishes to take leave without pay notifies his /her
payroll preparer before the department's payroll out -off time.
2001 Unrepresented Resolution - Page 8
7. ELECTED OFFICIALS
7.1 Elected Officials' Salaries. The
monthly salaries of the Whatoom County
Elected Officials shall be established herein
as follows:
2001
Elected Official Monthly Salary
Percentage
Executive $8,212
101.00
Prosecuting Attorney $8,131
100.00
Sheriff $6,667
82.00
Auditor $5,400
66.41
Treasurer $5,400
66.41
Assessor $5,400
66.41
Council Member* $19208
* Per Resolution 97 -004 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 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.
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.
2001 Unrepresented Resolution - Page 9
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 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.
8.2.2 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.
8.3.2 Retirement Plans. The County provides payment to retirement plans
through the Washington State Retirement System, which also requires
contributions from eligible non - represented employees. Elected officials may
elect, but are not required, to participate in PERS.
8.3.3 Deferred Compensation. The
County provides
the opportunity for
voluntary employee
participation in deferred compensation
programs. Should
the County enter
into an agreement
during 2001 for
a 401(a) plan for
2001 Unrepresented Resolution - Page 10
9.
unrepresented employees, the County will match employee contributions at the
level specified in the 401(a) plan documents.
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. Upon selection and meeting of plan criteria, but not
before July 1, 2001, the County will provide 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 75 %. If participation drops below 75 %, participation in
the plan will be mandatory for new hires.
All changes in salaries and benefits under this resolution shall become effective on
January 1, 2001, except that any further changes during 2001 may be retroactively
applied as approved by the County Council.
AND FURTHER, THEREFORE, BE IT RESOLVED, that Resolution No. 99 -062 is
hereby rescinded effective January 1, 2001, and this Resolution shall become effective that
same date.
APPROVED this 28th day of November , 2000
ATTEST:
WHATCOM COUNTY COUNCIL
WHATCOM COUNTY. WASHINGTON
Dana Brown - Davis, Council Clerk M dene M. Dawson, Chair
APPROVED as to form:
C'.��J�/ru�x- o�J�s�✓
Senior Civil Deputy Prosecuting Attorney
2001 Unrepresented Resolution - Page 11
Exhibit "A"
2001 Non - Represented Salary Matrix - effective January 1, 200;.``1
R a
an
Ste A
Ste B
Ste C
Ste D
Ste E
Ste F
Ste G
&td H
100
1567
1629
1693
1760
1827
1896
1968
p" 2043
110
1634
1699
1766
1836
1906
1978
2053
. =? =.1.2131
120
1705
1772
1842
1915
1988
2064
2142
X23
130
1778
1848
1921
1997
2073
2152
2234
19
140
1855
1928
2004
2083
2162
2244
2329
18
150
1935
2011
2090
2173
2256
2342
2431
23.
160
2017
2097
2180
2266
2352
2441
2534
170
2104
2187
2273
2363
2453
2546
2643
180
2194
2281
2371
2465
2559
2656
2757
190
2289
2379
2473
2571
2669
2770
2875
200
2388
2482
2580
2682
2784
2890
3000
210
2491
2589
2691
2797
2903
3013
3127
220
2596
2699
2806
2917
3028
3143
3262
230
2708
2815
2926
3042
3158
3278
3403
240
2824
2936
3052
3173
3294
3419
3549
250
2946
3062
3183
3309
3435
3566
3702
260
3073
3194
3320
3451
3582
3718
3859
270
3203
3330
3462
3599
3736
3878
4025
280
3342
3474
3611
3754
3897
4045
4199
290
3485
3623
3766
3915
4064
4218
4378
300
3635
3779
3928
4083
4238
4399
4566
310
3791
3941
4097
4259
4421
4589
4763
320
3955
4111
4273
4442
4611
4786
4968
330
4125
4288
4457
4633
4809
4992
5182
340
4301
4471
4648
4832
5016
5207
5405
350
4487
4664
4848
5040
5232
5431
5637
360
4680
4865
5057
5257
5457
5664
5879
370
4882
5075
5275
5483
5691
5907
6131
380
5092
5293
5502
.5719
5936
6162
6396
390
5310
5520
5738
5965
6192
6427
6671
400
5539
5758
5985
6221
6457
6702
6957
410
1 5777
6005
6242
6489
6736
6992
7258
2001 Non -Reps 11 -28-00
2001 Unrepresented Resolution - Page 12
2001 SBA 11/28/00
Exhibit "B"
Step B
Step C
2001 Binding Arbitration
Adjustment Matrix -
effective January
1, 2001
2001 SBA 11/28/00
Exhibit "C"
Step B
Step C
2001 Binding Arbitration
Adjustment Matrix - effective
January
1, 2001
700CBA
RangeF-step
A
Stop B
Step C
Step D
Step E
Step F
Step G
te�.,
320SBA
4033
4192
4358
4530
4702
4881
5066
5.
330SBA
4235
4402
4576
4757
4938
5126
5321
5146
340SBA
4446
4622
4805
4995
5185
5382
5587
5616
350SBA
4670
4854
5046
5245
5444
5651
5866
6121
360SBA
4903
5097
5298
5507
5716
5933
6158
370 SBA
5148
5351
5562
5782
6002
6230
6467
2001 SBA 11/28/00
Range
Exhibit "C"
Step B
Step C
2001 Binding Arbitration
Adjustment Matrix - effective
January
1, 2001
Range
Stop A
Step B
Step C
Step D
Step E
Step F
Step G fe H4.
700CBA
4113
4275
4444
4620
4796
4978
5167
710CBA
4319
4490
4667
4851
5035
5226
5425
720CBA
4535
4714
4900
5094
5288
5489
5698
730CBA
4762
4950
5146
5349
5552
5763
5982
740CBA
5000
5198
5403
5616
5829
6051
6281
750CBA
5260
5457
5673
5897
6121
6354
6595
2001 CBA 11/28/00
2001 Unrepresented Resolution - Page 13