HomeMy WebLinkAboutres1998-079WHATCOM COUNTY COUNCIL AGENDA BILL
NO. 98 -418
1 CLEARANCES
Initial
Date
Date Received in Council Office
Agenda
Date
Assigned to:
Originator:
Wendy We er- Clinton — ADS/HR
WWC,/
1113019
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Finance & Admin. Svcs Comm.
Division Head:
Karen Sterling Goens - HR
11130198
1218198
Committee of the Whole
Dept Head:
David G. Wareing
11/30/98
12/8/98
Council
Prosecutor
Purchasin Bud et:
Executive:
SUBJECT:
The Resolution for adopting Policies and a Salary Schedule for Unrepresented Whatcom County Employees for
1999.
ATTACHMENTS:
Resolution
Related County Contract #:
Should Clerk schedule a hearing: NO/ X / YES /—/ Requested Date:
SUMMARYSTATEMENT.
—
This resolution adopts policies and a salary schedule for
Unrepresented Whatcom County employees for 1999.
Ordinance & Resolution
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Ordinance or Resol ion umber
(this item)., 019.*
J:IAGENDA BILLdoc
SPONSORED BY: Finance & Admin. Svcs. Committee
PROPOSED BY: Executive
INTRODUCTION DATE: December 8. 1998
RESOLUTION NO. 98 -079
A RESOLUTION IN THE MATTER OF ADOPTING
A SALARY SCHEDULE AND POLICIES FOR UNREPRESENTED
WHATCOM COUNTY EMPLOYEES FOR THE YEAR 1999
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, 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 employees;
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 authorized positions 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.
1999 Unrepresented Resolution Page 1
2. ELECTED OFFICIALS' SALARIES
The monthly salaries of the Whatcom County Elected Officials, which include a 2.0%
increase over the January 1, 1998 salary amounts, shall be established herein as follows:
Elected Official
1999 Monthly Salary
Percentage
Executive
$7,299
101.00
Prosecuting Attorney
7,227
100.00
Sheriff
5,513
76.29
Auditor
4,799
66.41
Treasurer
4,799
66.41
Assessor
4,799
66.41
Council Member*
1,095
* Per Resolution 95 -016 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':
3. NON - REPRESENTED EMPLOYEES' SALARY MATRIX
The monthly salaries of the non - represented employees shall be established within the
ranges and steps provided in Exhibit A, "Non- Represented Employees' Salary Matrix -
effective January 1. 1999 ", which provides for a 2.0% increase over the January 1, 1998
matrix at step D of range 100. Movement from range 100, step D, is 3.8% between steps
up and down and 4.3% between ranges. Monthly salary amounts indicated are for one
(1.00) FTE. These amounts will be pro -rated for fractional FTE's.
4. OTHER NON - REPRESENTED EMPLOYEES
Those non - represented employees not on the Non - Represented Employees' Salary Matrix
shall be paid a monthly salary, pro -rated for fractional FTE's as follows:
4.1 Court Commissioners.
Superior Court Commissioner $6,733
District Court Commissioner 6,405.50
Court Commissioners for 1999 are to be paid at the rate of 80% of the comparable state
Court Judge salary level. Any changes in these Judges' salaries during 1999 will be
reflected in the comparable Court Commissioners' salaries.
4.2 Court Reporter and Health Officer.
Court Reporter
Health Officer
$3,910
7,501
The salary amounts for Court Reporter and Health Officer provide for a 2.0% increase over
the January 1, 1998 salary amounts.
1999 Unrepresented Resolution Page 2
5. COMPENSATION & EMPLOYMENT OPPORTUNITIES
5.1 Step Movement. Within the Non - Represented Employees' Salary Matrix, all steps
shall be awarded on the basis of successful job performance. Employees shall advance
to the next step following twelve (12) months' service after their previous movement, on the
first day of the appropriate month.
5.2 Position Movement. Individuals who are promoted or reclassified per written
approval of the Executive's Office 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
assigned range. 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.
5.3 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).
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 and may not be cashed out.
The Executive is empowered to authorize extra pay for non - represented employees during
a period of extraordinary circumstances (such as a strike, emergency conditions, etc.).
5.4 Interim Assignment Pay. From time to time, employees may be asked to cover
all or part of the duties of another position for special assignments or during periods of
extended absence or vacancy. 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.
5.5 Binding Arbitration Adjustment. In recognition of the fact that two bargaining
units within the Sheriffs Department have access to binding interest arbitration,
unrepresented 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 (Exhibit B). In the case of unsettled bargaining agreements,
unrepresented employees will receive the same cost -of- living increase awarded
unrepresented employees with any retroactivity for cost -of- living increases applied to
applicable collective bargaining unit settlement also applied to affected unrepresented
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.
1999 Unrepresented Resolution Page 3
5.6 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.
5.7 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.
5.8 Employment at Will. Employment for non - represented employees is at will, which
means that 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.
6. SCHEDULING
The hours of operation may vary between departments and divisions in order to better
serve the public. The hours and the basic workday or workweek may be modified to
accommodate flexible scheduling or to attend to County business. 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, shall provide for no reduction in service to the public and must not
increase the County's compensation costs.
7. LEAVES
7.1 Sick Leave. For the purpose of sick leave benefits, sick leave shall accrue to each
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 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 960 hours at the end of the year.
7.1.1 Part Time Employees' Accrual Rate. Part-time employees' accrual rate will
be pro -rated per FTE.
7.1.2 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
length of absence 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.
1999 Unrepresented Resolution Page 4
7.1.3 Sick Leave Cashout. An employee with three (3) or more years of
employment with the County shall be entitled to sick leave cashout upon voluntary
termination 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 thirty (30) days
notice prior to termination to be eligible for sick leave cashout.
7.1.4 Sick Leave Sharing. Sick leave sharing is available to non - represented
employees per Administrative Procedure 3.2400.
7.2 Vacation. For the purposes of vacation schedule, 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 prior
approval from the Executive's Office is obtained. Unused vacation in excess of 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 Executive's Office, up to forty (40) hours
of vacation can be cashed out each calendar year.
7.2.1 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).
7.2.2 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.
7.3 Holidays. Paid holidays will be available as posted on an annual basis. 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.
7.3.1 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).
1999 Unrepresented Resolution Page 5
7.3.2 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.
7.4 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.
7.5 Bereavement Leave. Bereavement leave shall be provided to 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.
7.6 Civil Leave. Civil leave with pay shall be allowed to permit an 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.
7.7 Family Leave. The County agrees to provide unpaid leave to any eligible employee
covered by this Agreement, consistent with the Washington State Family Leave Act,
Washington State Family Care Act and the Federal Family and Medical Leave Act (FMLA).
Employees are not required to use accrued vacation time or compensatory time off 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 apply toward an employee's entitlement for each type of leave that may be
applicable.
7.8 Paternity Leave. Sick leave to a maximum of two (2) days shall be available for
use by a male 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.
7.9 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.
1999 Unrepresented Resolution Page 6
7.10 Leave for Illness or Injury. 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.
7.11 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 pre parer
before the department's payroll cut -off time.
8. BENEFITS
8.1 Benefits Eligibility. Employees must be compensated at least eighty (80) hours
per calendar month to be eligible for benefits. 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 unrepresented employees can be
made on behalf of employees up to their assigned FTE. Health and welfare benefits may
be prorated for part-time regular employees and employees will pay a percentage of the
health and welfare premiums via payroll deduction based on FTE. Compensation earned
in one (1) calendar month provides health and welfare benefit coverage in the following
month. Any newly hired unrepresented employees will be initially eligible for health &
welfare benefits the calendar month following at least 80 hours of employment in one (1)
calendar 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.
8.2 Health & Welfare Benefits. Eligible unrepresented 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.
A) Medical, prescription and hospital benefits
B) Dental coverage
C) Vision care
D) Life insurance in the face amount of each unrepresented employee's annual
salary to a maximum of $50,000 (dependent coverage, if desired, is paid by
the employee, via payroll deduction).
Part-time regular employees will have a percentage of the health and welfare premiums
paid by the County, based on FTE. The remaining premium will be deducted from the
employee's paycheck.
8.3 Other Benefits
8.3.1 Flex 125. Dependent & Health Care Reimbursement Plan. The County will
pay set -up costs and ongoing maintenance costs to allow employees to utilize such
a plan.
1999 Unrepresented Resolution Page 7
8.3.2 Retirement Plans. The County provides payment to retirement plans
through the Washington State Retirement System, which also requires contributions
from employees.
8.3.3 Deferred Compensation. The County provides the opportunity for voluntary
employee participation in deferred compensation programs.
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 Unemployment Compensation. The County will provide unemployment
compensation for employees who may be laid off, consistent with the laws of the
State of Washington and the rules and regulations of the Employment Security
Department.
9. EFFECTIVE DATE .
All changes in salaries and benefits under this resolution shall become effective on January
1, 1999, except that any further changes during 1999 may be retroactively applied as
approved by the County Council.
AND FURTHER, THEREFORE, BE IT RESOLVED, that Resolution No.97 -059 and
subsequent amendments to Resolution No. 97 -059 are hereby rescinded effective January 1,
1999, and this Resolution shall become effective that same date.
APPROVED this 8th day of December , 1998
ATTEST:
WHATCOM COUNTY COUNCIL
WHATCOM COUNTY, WASHINGTON
APPROVED as to form:
ivil Deputy Prosecuting Attorney
1999 Unrepresented Resolution Page 8
Exhibit A
1999 Non - Represented Employees' Salary Matrix - effective January 1, 1999
RangW__j
Step A
Step B
Step C
Step D
Step E
Step F
Step G
100
1506
1565
1627
1691
1755
1822
1891
110
1571
1633
1697
1764
1831
1901
1973
120
1638
1703
1770
1840
1910
1983
2058
130
1709
1776
1846
1919
1992
2068
2147
140
1783
1853
1926
2002
2078
2157
2239
150
1860
1933
2009
2088
2167
2249
2334
160
1938
2015
2095
2178
2261
2347
2436
170
2023
2103
2186
2272
2358
2448
2541
180
2110
2193
2280
2370
2460
2553
2650
190
2201
2288
2378
2472
2566
2664
2765
200
2295
2386
2480
2578
2676
2778
2884
210
2394
2489
2587
2689
2791
2897
3007
220
2496
2595
2698
2805
2912
3023
3138
230
2605
2708
2815
2926
3037
3152
3272
240
2717
2824
2936
3052
3168
3288
3413
250
2834
2946
3062
3183
3304
3430
3560
260
2956
3073
3194
3320
3446
3577
3713
270
3082
3204
3331
3463
3595
3732
3874
280
3216
3343
3475
3612
3749
3891
4039
290
3354
3486
3624
3767
3910
4059
4213
300
3498
3636
3780
3929
4078
4233
4394
310
3648
3792
3942
4098
4254
4416
4584
320
3806
3956
4112
4274
4436
4605
4780
330
3969
4126
4289
4458
4627
4803
4986
340
4139
4303
4473
4650
4827
5010
5200
350
4318
4489
4666
4850
5034
5225
5424
360
4504
4682
4867
5059
5251
5451
5658
370
4697
4883
5076
5277
5478
5686
5902
380
4900
5094
5295
5504
5713
5930
6155
390
5111
5313
5523
5741
5959
6185
6420
99unrep.xls 11/9/98
Exhibit B
1999 Non - Represented Employees' Salary Matrix (with Binding Arbitration Adjustment
only) - effective January 1, 1999
Range
Step A
Step B
Step C
Step D
Step E
Step F
Step G
320SBA
3877
4030
4189
4354
4519
4691
4869
330SBA
4042
4202
4368
4541
4714
4893
5079
340SBA
4216
4383
4556
4736
4916
5103
5297
350SBA
4397
4571
4752
4940
5128
5323
5525
360SBA
4587
4768
4956
5152
5348
5551
5762
99Sherunrep.xls 11/23/98