HomeMy WebLinkAboutres1999-039WHATCOM COUNTY COUNCIL AGENDA BILL
NO. 9 8 -411FA
CLEARANCES
Initial
Date
Date Received in Council Office
Agenda Date
Assigned to:
_3ginator:
Wendy Wejer- Clinton
y,
7130199
2 C 2� p /� E '[)�i
IS IS V L�
AUG Q 3 1999
WHATCOM COUNTY
COUNCIL
8110199
Committee of the Whole -
Executive Session & Regular
Council Meeting
Division Head:
Karen Sterling Goens
7/30/99
Dept Head:
in.
David G. Wareing, Adm Svcs
'13°'99
Prosecutor
PurchasingBudget:
Executive:
Pete Kremen
Q
SUBJECT.
Resolution 98 -079 (Unrepresented Resolution)
ATTACHMENTS:
SEPA review required? ( ) Yes (x ) NO
SEPA review completed? ( ) Yes ( x ) NO
Should Clerk schedule a hearing ? ( ) Yes (x ) NO
Requested Date:
.i UMMARYSTATEMENT:
Amendments to Resolution 98 -079 (Unrepresented Resolution) —
effective September 1, 1999
'
Distribution Request
Indicate those who should receive a copy after Council action.
List specific names to the right.
ADS Facilities Management
ADS Finance
ADS Human Resources
ADS Info Services
Assessor
Auditor
Cooperative Extension
District Court
Executive
Health
Hearing Examiner
Jail
COUNCIL ACTION TAKEN.
APPROVED 6-018 "N ASGGfl (RF5441' am
Juvenile
Parks
Planning
Prosecutor
Public Works
Sheriff
Superior Court
Related County Contract #:
Treasurer
Other
Related File Numbers:
Ordinance or Resolution Number
(this item): Ore.
nMW "we -
r L �A
PROPOSED BY: Executive
INTRODUCTION DATE: August 10, 1999
RESOLUTION NO. 99 -039
AN AMENDMENT TO 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, a Resolution in the Matter of Adopting a Salary Schedule and Policies for
Unrepresented Whatcom County Employees for the Year 1999 was adopted December
8,1998;
WHEREAS, further review of circumstances has called for modification to the 1999
Resolution to provide parity between unrepresented employees and represented
employees; and,
WHEREAS, a review of circumstances has called for modification to the 1999
Resolution to provide appropriate distinctions between supervisors. and employees
reporting to them; and,
WHEREAS, local and regional recruitment for unrepresented positions continues to not
attract the breadth of candidates needed to perform highly specialized functions for
County government; 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 98 -079 is hereby amended and will read in its entirety as follows:
n�
1999 Unrepresented Resolution Page 1
AN AMENDED RESOLUTION IN THE MATTER OF ADOPTING A SALARY
SCHEDULE AND POLICIES FOR UNREPRESENTED WHATCOM COUNTY
EMPLOYEES FOR THE REMAINDER OF 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, effective September 1, 1999, within the proper range and step according to the
authorized FTE's 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.
2. 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 September 1, 1999 ". Movement from range 100, step D, is 3.8% between
steps up and down; and 4.3% between ranges. Movement in Exhibit B, "Binding
Arbitration Adjustment" matrix from range 320SBA, step D, is 3.8% between steps up
and down and 5% between ranges 320SBA and 370SBA. Monthly salary amounts
indicated are for one (1.00) FTE. These amounts will be pro -rated for fractional FTE's.
1999 Unrepresented Resolution Page 2
3. 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. Effective
September 1, 1999, Superior Court Commissioners are to be paid at the rate of 80% of
the Superior Court Judge salary level and District Court Commissioners at 80% of
District Court Judge salary level. Any changes in these Judges' salaries during 1999
will be reflected in the comparable Court Commissioners' salaries.
3.1 Court Commissioners.
Superior Court Commissioner $7,220
District Court Commissioner $6,859
3.2 Court Reporter and Health Officer.
Court Reporter $3,910
Health Officer $7,501
4. COMPENSATION & EMPLOYMENT OPPORTUNITIES
4.1 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.
4.2 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 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.
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). Such employees requesting compensatory time shall have such request
granted up to a maximum of twenty -four (24) hours per calendar year in lieu of overtime
pay. 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
1999 Unrepresented Resolution Page 3
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, but they 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..).
4.4 Interim Assignment Pay. ' From time to time, 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 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 Sheriffs
Department who must maintain a dress uniform shall receive the same annual clothing
allowance as received by employees directly reporting to them.
4.6 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 mernbers. 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.
4.7 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.
4.8 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.
4.9 Emergency Response. Employees authorized in advance to respond to
emergencies between the hours of 9:00 p.m. and 6:00 a.m. shall receive a $50 stipend
per incident. Authorization is provided by an employee's department head or designee
or in the case of department heads, by the County Executive or designee.
1999 Unrepresented Resolution Page 4
4.10 Performance Pay. Beginning with the non- represented employee's fifth (5th)
year of employment, the employee shall receive five dollars ($5.00) per month
performance pay for each year of service in additional to their regular pay beginning
September 1, 1999. Thereafter, on January 1St of each year, they shall receive five
dollars ($5.00) per month for each year of service to a maximum of twenty -five (25)
years — one hundred and twenty -five dollars ($125.00) per month. Beginning January 1,
2000, and each January 1 thereafter, employees must have had an annual performance
evaluation in the last twelve months and it must have had an overall rating of "3.00" or
better to maintain performance pay for the upcoming calendar year. Employees
receiving an overall rating of less than "3.00" shall receive no performance pay for the
upcoming calendar year. Performance Pay is pro -rated based on FTE.
4.11 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.
4.12 Nomination for Merit. Employees who are not at the top step of their assigned
range, may be nominated to the Executive's Office for a merit step adjustment by their
department head in recognition of documented exemplary performance.
5. 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.
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
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.
6.1.1 Part -Time Employees' Accrual Rate. Part-time employees' 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
length of absence to care for a spouse or registered spousal equivalent may be
1999 Unrepresented Resolution Page 5
extended with the written approval of the employee's department head and the
Executive's Office.
6.1.3 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 two
(2) weeks notice prior to termination 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 it unrepresented employees may
accrue sick leave up to a maximum of one - hundred and eighty (180) days. No
more than one - hundred and twenty (120) days shall be used as a base for
calculating sick leave cash out.
6.2 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 1st through 4th employment year accrue 10.00 hours per month
During 5th through 9th employment year accrue 13.34 hours per month
During 10th and subsequent years accrue 16.67 hours per month
Vacation leave may be 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 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.
1999 Unrepresented Resolution Page 6
6.3 Holidays. Paid holidays will be available as posted on an annual basis for non -
represented employees. 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.
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.
6.3.3 Working a Holiday. Employees who are required by their department
head to work a paid County holiday because of an emergency, a project that can
only be completed when County offices are closed or special directive from the
Executive's Office, shall receive two (2) days off with pay at a mutually agreeable
time,
6.4 Jury Duty & Military Leave. Non - represented employees considered exempt
under the Federal Fair Labor Standards Act (FLSA) shall have no deduction in salary for
absences caused by jury duty or temporary military leave. Jury duty and military leave
will be provided as described in Personnel Policies and Procedures or per current laws.
6.5 Bereavement Leave. Bereavement leave shall be provided to non - represented
employees who suffer a death in the immediate family of up to five (5) days 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 Whatcom County is a party.
6.7 Family Leave. The County agrees to provide 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 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
1999 Unrepresented Resolution Page 7
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.
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 Injury. 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 cut -off time.
7. ELECTED OFFICIALS' SALARIES
The monthly salaries of the Whatcom County Elected Officials shall be:.
Elected Official
Executive
Prosecuting Attorney
Sheriff
_Auditor
Treasurer
Assessor
Council Member*
1999.
Monthly Salary Percentage
$7,299
$7,227
$5,513
$4,799
$4,799
$4,799
$1,095
101.00
100.00
76.29
66.41
66.41
66.41
* 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':
8. BENEFITS
8.1 Benefits Eligibility. Non - represented employees must be compensated at least
eighty (80) hours per calendar month to be eligible for benefits. Compensation is
1999 Unrepresented Resolution Page 8
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 can be made on behalf of employees up to their assigned FTE.
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 & welfare benefits the calendar month following at least 80 hours of employment
in one (1) calendar month. 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.
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
(dependent coverage, if desired, is paid by the employee, via payroll
deduction).
8.2.2 LEOFF I Medical Coverage. Beginning September 1, 1999, 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.
8.3 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.
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.
1999 Unrepresented Resolution Page 9
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 urjernployment
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
September 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. 98 -079 is
hereby rescinded effective September 1, 1999, and this Resolution shall become effective that
same date.
APPROVED this 10th day of August , 1999
ATTEST:
WHATCOM COUNTY COUNCIL
WHATCOM COUNTY, WASHINGTON
Dana Brown- Davis, Council Clerk Marlene M. Dawson, Chair
APPROVED as to form:
Civil Deputy Prosecuting Attorney
1999 Unrepresented Resolution Page 10
Exhibit "A"
1999 Non - Represented Employees' Salary Matrix - effective September 1, 1999
Range
99UnrepAmd 8/2/99
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
400
5330
5541
5760
5988
6216
6452
6697
410
5560
5780
6008
6245
6482
6728
6984
99UnrepAmd 8/2/99
Exhibit "B"
1999 Binding Arbitration Adjustment only - effect. September 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
4070
4231
4398
4572
4746
4926
5113
340SBA
4274
4443
4619
4801
4983
5172
5369
350SBA
4488
4665
4849
5041
5233
5432
5638
360SBA
4713
4899
5092
5293
5494
5703
5920
370 SBA
4949
5144
5347
5558
5769
5988
6216
99SherunrepAmd 8/2/99