HomeMy WebLinkAboutres2001-066WHATCOM COUNTY COUNCIL AGENDA BILL NO. 2001 -427
CLEARANCES
initial
Date
Date Received In Council Office
Agenda Dale
Assigned to:
originator:
Wendy Wefsr-Clintan
12/3/01
DEC —4 2001
HATCOM COUNTY
COUNCIL
12111101
Council Committee of the
Whole (Executive session)
Division Head:
Karen sterling Goers
1213101
. —_...
Due, Head
Deve G. Dealer
1 /
Prosecutor
Daniel L. Gibson
y
YL
11/3 of
PurrEashtgraudgeo
Executive:
Pete Kremer
D�
SUBJECT:
Unrepresented Resolution
ATTACHMENTS:
Proposed 2001 Resolution
SEPA review required? ( ) Yes ( x ) NO
SEPA review completed? ( ) Yes ( x ) NO
Should Clerk schedule a hearing 7 ( ) Yes ( x ) NO
Requested Date:
SUMMARYSTATEMENT:
Proposed updates for the year 2002 to Resolution 2000 -051
(Unrepresented Resolution)
Distribution Request
Indicate those who should receive a copy after Council action.
List specific names to the right
AM Facilities Management
ADS11munce
ADSHuman Resources
Wendy Weer - Clinton
ADSInft Services
Assessor
Auditor
Cooperative Extension
District Court
Executive
Health
Hearing Examiner
Jail
COUNCIL ACTION TAKEN:
2001 - 427 12/11/2001: Amended and approved 6 -0, Imhof absent, Res.
#2001 -066
Related County Contract #:
Juvenile
Parts
Planning
Prosecutor
Public Works
sheriff
superior Court
Treasurer
Other
Related File Numbers:
Ordinance or Resol ion Number
(this item): Dpez it*)
lnkjca� I*
PROPOSED BY: Executive
INTRODUCTION DATE: December 11, 2001
RESOLUTION NO. 2001 -066
A 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.
2002 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, 2002. Monthly
salary amounts indicated are for one (1.00) FTE. These amounts will be pro -rated for
fractional FTEs and may be converted to an hourly rate for FLSA non - exempt positions
by dividing the monthly amount by 173.33.
2.1 Exhibit A— Non - Represented Salary Matrix.
Movement from range 100, step D, is 3.8% between steps up and down; and
4.3% between ranges.
2.2 Exhibits B and C — Binding Arbitration Adjustment Salary Matrices.
Movement from range 320SBA and 700CBA, step D, is 3.8% between steps up
and down and 5% between ranges.
3. OTHER NON - REPRESENTED POSITIONS
Those
non - represented positions not
on an established matrix shall be paid a
monthly
salary,
pro -rated for fractional FTEs.
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 2002 will be reflected in the comparable Court Commissioners'
salaries.
% of Comp. Judge Amount
Superior Court Commissioner 85% $8,445
District Court Commissioner 80% $7,568
Other Positions not on a Salary Matrix.
Court Reporter $ 4,068
Health Officer $ 7,804
4. COMPENSATION & 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
the assigned range. Individuals moving to a new range because of a realignment of
2002 Unrepresented Resolution - Page 2
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 Pa v. 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, and per written approval of the Executive's Office, 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.
2002 Unrepresented Resolution - Page 3
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
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 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
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
employe (5 )year of employment, the employee shall receive five dollars ($5.00)
per month times each year of service ($25.00) in addition to their regular pay as a
recognition and retention premium. Thereafter, on January 1" of each year, they shall
receive five dollars ($5.00) per month times each year of service to a maximum of
twenty -five (25) years — one hundred and twenty -five dollars ($125.00) per month.
Employees must have had an annual performance evaluation with an overall rating of
113.38" 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 Ste
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 ". 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
2002 Unrepresented Resolution - Page 4
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
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 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
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. Periodic flex time may be
used for personal employee business, to make up doctor, vision or dental appointments
or to accommodate meetings. 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. 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.
2002 Unrepresented Resolution - Page 5
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 nine hundred and
sixty (960) hours at the end of the year. Upon request, an employee shall provide the
County with proof of incapacitating illness.
6.1.1 Part-Time Employees' Sick Leave Accrual Rate. Part-time employees'
sick leave accrual rate will be pro -rated per FTE.
6.1.2 Sick Leave for 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 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 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:
2002 Unrepresented Resolution - Page 6
During
1 st through 4th
employment year
accrue 10.00
hours
per month
During
5th through gth
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
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).
6.3 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 non - represented 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 Workina 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.
2002 Unrepresented Resolution - Page 7
6.4 Jury Duty & Military Leave. Non - represented employees considered exempt
under the Federal Fair Labor Standards Act (FLSA) shall have no deduction in salary for
absences caused by jury duty or temporary military leave. Jury duty and military leave
will be provided as described in Personnel Policies and Procedures or per current laws.
6.5 Bereavement Leave. Bereavement leave shall be provided to non - represented
employees who suffer a death in the immediate family of up to five (5) days (maximum
of forty hours) off without loss in pay. Immediate family members include a spouse or
registered spousal equivalent, child or parent (including step) of either the employee or
the employee's spouse. 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 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 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.
2002 Unrepresented Resolution - Page 8
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, 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 $6,667 82.00
Auditor $5,400 66.41
Treasurer $5,400 66.41
Assessor $5,400 66.41
Council Member* $1,208
* 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.
B. 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.
2002 Unrepresented Resolution - Page 9
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 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 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.
2002 Unrepresented Resolution - Page 10
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 and 401(a) programs.
The County matches these contributions fifty cents on the dollar, up to a
maximum of 2% of base salary in a 401(a) Plan.
8.3.4 Employee
Assistance Prooram
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 Sheriff's
Office disability plan are not eligible for this employee -paid disability plan.
9. EFFECTIVE DATE
All changes in salaries and benefits under this resolution shall become effective on
January 1, 2002, except that any further changes during 2002 may be retroactively
applied as approved by the County Council.
AND FURTHER, THEREFORE, BE IT RESOLVED, that Resolution No. 2001 -051 is
hereby rescinded effective January 1, 2002, and this Resolution shall become effective that
same date.
APPROVED this 11th day of December , 2001
ATTEST:
WHATCOM COUNTY COUNCIL
WHATCOM COUNTY, WASHINGTON
Dana Brown - Davis, Council Clerk L. and Nels air
APPROVED as to form:
Senior Civil Deputy Prosecuting Attorney
2002 Unrepresented Resolution - Page 11
Ran a
Step A Step B Step C Stop D Step E Step F Step G Ste H
100 1567 1629 1693 1760 1827 1896 1968 2043
110 1634 1699 1766 1836 1906 1978 2053 2131
120 1705 1772 1842 1915 1988 2064 2142 2223
130 1778 1848 1921 1997 2073 2152 2234 2319
140 1855 1928 2004 2083 2162 2244 2329 2418
150 1935 2011 2090 2173 2256 2342 2431 2523
160 2017 2097 2180 2266 2352 2441 2534 2630
170 2104 2187 2273 2363 2453 2546 2643 2743
180 2194 2281 2371 2465 2559 2656 2757 2862
190 2289 2379 2473 2571 2669 2770 2875 2984
200 2388 2482 2580 2682 2784 2890 3000 3114
210 2491 2589 2691 2797 2903 3013 3127 3246
220 2596 2699 2806 2917 3028 3143 3262 3386
230 2708 2815 2926 3042 3158 3278 3403 3532
240 2824 2936 3052 3173 3294 3419 3549 3684
250 2946 3062 3183 3309 3435 3566 3702 3843
260 3073 3194 3320 3451 3582 3718 3859 4006
270 3203 3330 3462 3599 3736 3878 4025 4178
280 3342 3474 3611 3754 3897 4045 4199 4359
290 3485 3623 3766 3915 4064 4218 4378 4544
300 3635 3779 3928 4083 4238 4399 4566 4740
310 3791 3941 4097 4259 4421 4589 4763 4944
320 3955 4111 4273 4442 4611 4786 4968 5157
330 4125 4288 4457 4633 4809 4992 5182 5379
340 4301 4471 4648 4832 5016 5207 5405 5610
350 4487 4664 4848 5040 5232 5431 5637 5851
360 4680 4865 5057 5257 5457 5664 5879 6102
370 4882 5075 5275 5483 5691 5907 6131 6364
380 5092 5293 5502 5719 5936 6162 6396 6639
390 5310 5520 5738 5965 6192 6427 6671 6924
400 5539 5758 5985 6221 6457 6702 6957 7221
410 5777 6005 6242 6489 6736 6992 7258 7534
2002 Non -Reps 11 -2601
2002 Unrepresented Resolution - Page 12
Exhibit "A"
2002 Non - Represented S
Salary Matrix - effective J
January 1
1, 2002
Step A Step B Step C Stop D Step E Step F Step G Ste H
100 1567 1629 1693 1760 1827 1896 1968 2043
110 1634 1699 1766 1836 1906 1978 2053 2131
120 1705 1772 1842 1915 1988 2064 2142 2223
130 1778 1848 1921 1997 2073 2152 2234 2319
140 1855 1928 2004 2083 2162 2244 2329 2418
150 1935 2011 2090 2173 2256 2342 2431 2523
160 2017 2097 2180 2266 2352 2441 2534 2630
170 2104 2187 2273 2363 2453 2546 2643 2743
180 2194 2281 2371 2465 2559 2656 2757 2862
190 2289 2379 2473 2571 2669 2770 2875 2984
200 2388 2482 2580 2682 2784 2890 3000 3114
210 2491 2589 2691 2797 2903 3013 3127 3246
220 2596 2699 2806 2917 3028 3143 3262 3386
230 2708 2815 2926 3042 3158 3278 3403 3532
240 2824 2936 3052 3173 3294 3419 3549 3684
250 2946 3062 3183 3309 3435 3566 3702 3843
260 3073 3194 3320 3451 3582 3718 3859 4006
270 3203 3330 3462 3599 3736 3878 4025 4178
280 3342 3474 3611 3754 3897 4045 4199 4359
290 3485 3623 3766 3915 4064 4218 4378 4544
300 3635 3779 3928 4083 4238 4399 4566 4740
310 3791 3941 4097 4259 4421 4589 4763 4944
320 3955 4111 4273 4442 4611 4786 4968 5157
330 4125 4288 4457 4633 4809 4992 5182 5379
340 4301 4471 4648 4832 5016 5207 5405 5610
350 4487 4664 4848 5040 5232 5431 5637 5851
360 4680 4865 5057 5257 5457 5664 5879 6102
370 4882 5075 5275 5483 5691 5907 6131 6364
380 5092 5293 5502 5719 5936 6162 6396 6639
390 5310 5520 5738 5965 6192 6427 6671 6924
400 5539 5758 5985 6221 6457 6702 6957 7221
410 5777 6005 6242 6489 6736 6992 7258 7534
2002 Non -Reps 11 -2601
2002 Unrepresented Resolution - Page 12
2002 Non -Reps 11 -2601
2002 Unrepresented Resolution - Page 12
2002 Unrepresented Resolution - Page 13
Exhibit "B"
- ...Stop B
Step C
2002 Binding
Arbitration Adjustment Matrix only -
effective January
1, 2002
2002 Unrepresented Resolution - Page 13
Exhibit "C"
- ...Stop B
Step C
Step D
2002 Binding
Arbitration Adjustment Matrix
only - effective
January
Ran a
Step A
Step B
Step C
Step D
Step E
Stop F
Step G
Step 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
2002 Unrepresented Resolution - Page 13
Exhibit "C"
- ...Stop B
Step C
Step D
2002 Binding
Arbitration Adjustment Matrix
only - effective
January
1, 2002
2002 Unrepresented Resolution - Page 13
- ...Stop B
Step C
Step D
Step E
Step F
Step G
SLep H
700CBA
4237
4404
4578
4759
4940
5128
5323
5525
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
7w—cBA
5406
5620
5842
6073
6304
6544
6793
7051
2002 Unrepresented Resolution - Page 13