HomeMy WebLinkAboutres2018-040WHA TCOM COUNTY COUNCIL AGENDA BILL NO.
2018-309
CLEARANCES
Initial
Date
Date Received in Council Office
Agenda Date
Assigned to:
Originator:
1117118
Finance/Council —
Consent Agenda
Division Head:
OCT 3 0 2018
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Dept. Head.,
WHA-1�1"C'P'Cl�,0 j
Prosecutor:
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COUNCIL
Purchasing /Budget:
Executive:
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TITLE OF DOCUMENT:
A Resolution in the Matter of Adopting a Salary Schedule and Policies for Unrepresented Whatcom County
Employees Effective January 1, 2019 through December 31, 2019.
A TTA CHMENTS.
Memorandum dated October 26, 2018 from Jack Louws, County Executive
SEPA review required? ) Yes ( X ) NO
Should Clerk schedule a hearing? Yes X) NO
SEPA review completed? ) Yes ( X ) NO
Requested Date:
SUMMARYSTATEMENT OR LEGAL NOTICE LANGUAGE. (If this item is an ordinance or requires a public
hearing, you must provide the language for use in the required public notice. Be specific and cite RCWor WCCas appropriate. Be
clear in explaining the intent of the action.)
This Resolution rescinds Resolution No. 2017-052.
COMMITTEE ACTION.
COUNCIL ACTION.
11/7/2018: Recommended for approval
11/7/2018: Approved 6-0, Byrd out of the room,
Resolution 2018-040
Related County Contract #:
Related File Numbers:
Ordinance or Resolution Number:
Res. 2018-040
Please Note: Once adopted and signed, ordinances and resolutions are available for viewing and printing on
the County's website at: www.co.wliatcom.wa.uslcouncil.
PROPOSED BY: Executive
INTRODUCTION DATE: November 7, 2018
RESOLUTION NO. 2018 — 040
A RESOLUTION IN THE MATTER OF ADOPTING A SALARY SCHEDULE AND
POLICIES FOR UNREPRESENTED WHATCOM COUNTY EMPLOYEES
EFFECTIVE JANUARY 1, 2019 through DECEMBER 31, 2019
WHEREAS, employees in certain County job classifications are unrepresented and
do not engage in collective bargaining on matters relating to wages, benefits and other
terms and conditions of employment; and
WHEREAS, unrepresented employees should be compensated, based on the
concept of a salary matrix, within the proper range and step for authorized positions within
the adopted biennial budget; and
WHEREAS, it is intended that Administration will follow the policies set forth below;
and
WHEREAS, it is nonetheless understood that state law may override certain
stipulations set forth herein;
THEREFORE, BE IT RESOLVED by the Whatcom County Council the following
personnel policies, conditions of employment, and salary matrices are hereby adopted.
Section 1. APPLICABILITY
This Resolution applies to Unrepresented Employees and Elected Officials within the
following groups:
GroupA ............................
Group B ............................
Group C ............................
Group D ............................
GroupE ............................
Group F ............................
GroupG ...........................
GroupH ............................
Department Heads
Managers
Professional and Supervisory
Support (FLSA non - exempt confidential)
Sheriff's Office Law Enforcement Administration
Sheriff's Office Corrections Administration
Court Reporters and Public Health Officer
Court Commissioners
Elected Officials .................. County Executive, Treasurer, Assessor, Auditor,
Prosecuting Attorney, County Council, District
Court Judge, Sheriff
References to "employees" herein are addressed to the persons within the groups listed
above unless the context clearly indicates otherwise.
201.9 Unrepresented Resolution Page 1 of 18
Section 2. SALARY RANGES (Groups A through G)
2.1 Groups A through G. Effective the full first pay period in 2019, each wage step
in all ranges of the 2018 salary matrices shall increase by 2.25% (Addendum A)
The monthly salaries shall be established within the ranges and steps provided for
each Group and shall be effective on the date listed on the applicable salary matrix and
shall remain in place until changed.
Monthly salary amounts indicated are for one (1.0) FTE (full -time equivalent). On
an annual basis, full -time equivalency is considered to be 2,080 hours, calculated as eight
hours a day times five work days per week. Compensation for employees working less
than full time is pro -rated based on a 40 -hour work week. Monthly amounts may be
converted to an hourly rate by dividing the monthly amount by 173.33.
2.1.1 Sub - Ranges. Certain sub - ranges (as designated on the appropriate salary
matrix) were created to address supplemental compensation replacement for employees
who were receiving compensation under Executive Order 2004 -03. These sub - ranges are
not applicable to other individuals. The sub -range is in recognition of previously negotiated
compensation based on multiple assignments, varied duties, working far beyond the hours
required in a regular work week, evening meetings, and responding to emergencies in
order to minimize the cost of administration and provide the greatest flexibility for the
County. Employees in sub - ranges 500.1 and 510.2 are not eligible for Interim Assignment
Pay (section 4.6), Emergency Response Pay (section 4.10) or Paid Administrative Leave
(section 4.5.1).
Section 3. SALARY RANGES (Groups G and H and Elected Officials)
3.1 Flat Rate Positions (Group G). The monthly salaries are flat rate with a
Recognition and Retention component included. The monthly salaries in Addendum A are
prorated as follows:
FTE
Range
Court Reporter 875
801
Health Officer .60
802
3.2 _Court Commissioners (Group H). Court Commissioners are paid at a rate
equivalent to a percentage of the comparable state judiciary level salary set by the
Washington Citizens' Commission on Salaries for Elected Officials to be effective
September 1 of each year. If there is a change to the state judiciary salary level, salaries
may be updated during the term of this Resolution.
Superior Court Commissioner
District Court Commissioner
% of.Comp ...Jude Range
90%0 903
85% 904
3.3 Elected Officials. The Whatcom County Commission on Salaries for Elected
Officials sets the salaries for the elected positions of Assessor, Auditor, Treasurer, Sheriff,
Prosecuting Attorney, County Executive, and County Council which is adopted by
Resolution every other year. The District Court Judge salary is set by the Washington
Citizens' Commission on Salaries for Elected Officials.
2019 Unrepresented Resolution Page 2 of 18
Section 4. COMPENSATION AND EMPLOYMENT (Groups A through and G)
4.1 Step Movement. All step increases shall be awarded on the basis of successful
job performance. A performance evaluation must have been completed for employees in
Groups A through D, and G within the last year and the most recent evaluation must
"exceed requirements" overall to advance to the next step per the time period indicated on
the appropriate salary matrix. Step movement will occur on the first day of the month of
hire or the appropriate adjusted month.
4.2 Reclassification or Promotion. If funding is available within the authorized
budget, department heads can request a promotion or reclassification of a position so long
as it is in compliance with County policy on reclassifications (Policy AD140000Z) and
receives written approval by the County Executive. Employees who are reclassified
because of the addition of significantly higher -level duties, or promoted into a higher
position, shall move to the step in the new range as provided below. Employees are
generally placed in a step providing at least a 5% wage increase. The `top wage step' is
defined as the highest step in a given range which includes an annual increase in the
wage rate over the preceding step. (Step 9 for Groups A, B, C, and E; Step 10 for Group
D, and Step 8 for Group F.)
If a 5% increase would place the employee below the top wage step in the new
range, the employee is placed in the new range in the step providing at least a 5%
increase. The reclassification or promotion date becomes the next step date.
For employees currently below the top wage step if a 5% increase would place
the employee at or above the top wage step in the new range, the employee is placed in
the top wage step. The reclassification or promotion date becomes the next step date.
For employees currently at or above the top wage step if a 5% increase would
place the employee at or above the top wage step in the new range, the employee is
placed in the new range at their current step and maintains their current next step date.
• For employees in Group E, the employee's base salary (steps 1 through 9) is
used to calculate step placement.
4.3 Realignment. If funding is available within the authorized budget, department
heads can request realignment of positions which are paid at least three percent (3.00 %)
below the average of at least four (4) of the six (6) comparable counties. All comparable
counties where matches exist must be used. The realignment will occur in January
following Executive approval of the written realignment request. Employees moving to a
new range because of position or range realignment shall be placed in their current step
(but no higher than the top step) one range above their current range. The effective date
of the realignment shall become the step increase date. Positions which are experiencing
recruitment and /or retention difficulties may be looked at during the year if funding is
available within the current year's budget for the department.
4.3.1 Additional Considerations. In the event the County identifies a position as
one with documented local recruitment and /or retention difficulties, then secondary
comparables based on close geographical location and sociological issues may be
considered.
2039 Unrepresertied Resolution 'a�;e 3 of 18
4.4 Position Movement to Lower Range. Employees moving to a position in a lower
range may have a salary adjustment up or down depending upon individual qualifications
for the position, the nature of the work performed, and internal equity with no change to the
next step increase date.
4.5 Overtime and Compensatory Time Pay. The provisions for overtime payments
and compensatory time (for working over 40 hours in a week) apply only to employees
who are covered as non - exempt by the Federal Fair Labor Standards Act (FLSA). Non-
exempt 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. All compensatory time earned
under this section shall be cashed out each year in December in the last paycheck of the
calendar year.
4.5.1 Paid Administrative Leave. In recognition of the contributions
unrepresented 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 FLSA exempt
employees up to five (5) days of paid administrative leave per year. These days must be
used in the year awarded unless County business prevents this occurring, in which case
they can be carried over one year. Administrative leave may only be cashed out upon
separation.
The Executive is empowered to authorize extra pay for unrepresented employees
during a period of extraordinary circumstances (such as emergency conditions, a strike,
etc.).
4.6 Interim Assignment Pa v. 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,
vacancy, or for special assignments. In these instances, interim assignment pay may be
awarded. Department heads must complete an "Interim Assignment Pay Authorization
Form" and submit to Human Resources prior to making the assignment. (Policy
AD146100Z)
4.7 Employment Opportunities. Employees who wish to apply for a union position
may do so by the posted closing date for union members. Applications will be reviewed
only if there are no current eligible and qualified represented employees from the
applicable bargaining unit who apply or who are selected for the opening. The County, at
its sole discretion, may or may not at that time select unrepresented employees for any
type of opening, or may proceed with a public posting and include the unrepresented
employees in the employment process.
4.7.1 Provisional Appointments. The County may make provisional appointments
for employees not fully meeting all requirements and qualifications. Such employees will
be placed in a range lower than the posted position, receiving at least a 5% promotional
increase (in compliance with section 4.2) and will not receive another promotional increase
upon fully meeting posted requirements. They will maintain their step increase date when
moved to the range of the posted position and be placed in the step closest to but not less
than the provisional appointment rate of pay.
20 i9 Resolution
4.8 Disciplinary Suspensions. FLSA - exempt employees are not subject to unpaid
disciplinary suspensions except in increments of full work - weeks, unless the infraction
leading to the suspension is for a violation of a safety rule of major significance.
4.9 Employment at Will. Employment 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, by County policy, or by law.
4.10 Emergency Response. Employees authorized in advance and required to
respond in person to extraordinary emergencies, working anytime 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 $150 stipend per incident. If an employee is not on a pre- approved
absence, and response to an incident is during normal hours but extends to hours or days
noted above, no stipend is awarded. If the incident extends beyond 24 hours from the first
response by employee and additional responses are required during times or days noted
above, depending upon circumstances or the ability to flex time, an additional stipend may
be awarded. Pre - authorization for extraordinary emergencies eligibility is provided by an
employee's supervisor in advance with written approval of the department head for a
specific incident requested after the incident occurs. Final approval of a specific incident is
provided by the department head or designee (Policy AD146100Z). ( "Authorization for
Emergency Response Stipend or Compensatory Time). In the case of department heads,
pre- authorization and final written approval of a specific incident is provided by the
Executive or designee.
4.11 Recognition and Retention Premium. Recognition and Retention Premium
ceased to exist as a separate compensation item for all but Group E as it was rolled into
applicable salary matrices.
4.12 Attorney Probable Cause Compensation. Any attorney in the Prosecuting
Attorney's Office required to appear on a weekend or holiday at a scheduled Probable
Cause hearing shall receive $250 for his /her appearance.
4.13 Nomination for Merit Step
4.13.1 Merit Step. Employees who are not at the top wage step of their assigned
range may be nominated by the department head to the Executive's Office for a one -step
adjustment in recognition of documented exemplary performance. A step adjustment for
merit does not impact the step date.
4.13.2 Documentation. Documented exemplary performance for a merit step
shall include a performance evaluation within the last year 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.
JOiS iJ epresented Resolution Page. 5 of 18
4.13.3 Timin . Nomination requests will normally be submitted during the budget
process, but may be submitted any time during the year. Submission requires funding to
be available within the authorized budget for the department.
4.14 Binding Arbitration Adjustment. In recognition of the fact that two bargaining
units within the Sheriff's Office have access to binding interest arbitration, Sheriff's Office
employees in Groups E and F shall receive or be eligible for, on approximately the same
basis as employees directly reporting to them, the following:
• Pay increases.
• The same basis for calculating longevity (Group E only). Performance
evaluation within last year must "exceed requirements" overall in order to be
eligible for the Premium.
• The same annual clothing allowance if they must maintain a dress uniform.
• Medical coverage to the extent available.
4.15 Ability to Cross Border. Employees must maintain the ability to cross the
Canadian border if they are assigned to a position which may at any time require crossing
the Canadian Border. The consequence for employees who become ineligible to cross the
border will be determined on a case -by -case basis.
4.16 Attorney After -Hours Weekly Rotations. Public Defenders and Deputy
Prosecuting Attorneys are assigned, on a rotating basis, to be accessible after work hours
for a seven -day period of time to respond to and be available for time - sensitive court-
related matters. After -hours weekly rotations are mandatory and assigned in advance;
there is no lapse in after -hours coverage at any time. The weekly rotations are shared and
each attorney will not work more than six (6) weekly rotations in any one year.
To recognize the disruption caused by working weekly after -hour rotations, and the
fact that attorneys are exempt from overtime and not compensated for overtime work,
attorneys completing each weekly rotation shall be granted the choice of EITHER twelve
(12) hours of compensatory time off OR a $400 stipend. Attorney positions eligible for
compensatory time off or stipend pay include:
• Deputy I
• Deputy II
• Senior Deputy
• Senior Deputy II
The Director and Chief Deputy in the Public Defender's Office and the Chief Deputy
and Assistant Chief Deputy in the Prosecuting Attorney's Office may be included in the
rotations as needed and will be eligible for the stipend or compensatory time off.
4.16.1 Attorney Compensatory Time Off.
• Attorneys earn twelve (12) hours of compensatory time off following each
weekly rotation. Time is recorded as "compensatory time earned."
• Attorneys may request compensatory time off to use in increments of not less
than one hour whenever desired, however; approval will be subject to the same
2019 Unrepresented Resolution Page 6 of 18
department process as used for vacation requests. Compensatory time off is recorded as
"compensatory time used."
• A maximum of 36 hours of compensatory time off may accrue at any one
time. Unused compensatory time may be carried forward at the end of the year.
• Unused compensatory time will not be compensated, considered
compensable, or credited for any purpose.
4.16.2 Attorney Stipend. Attorneys may elect to receive a $400 stipend in lieu of
compensatory time off. The stipend election will be recorded on their time record following
the weekly after -hours assignment.
4.17 Salaries of Sheriff's Office Administration (Groups E and F). If there is a
collective bargaining agreement settlement per section 5.6 (Binding Arbitration
Adjustment), salaries may change during the term of this Resolution.
4.18 Posting. The most current salary addendum to this Resolution will be posted on
the County's website.
Section 5. SCHEDULING (Groups A through G)
5.1 Work Schedule. The hours of operation may vary between departments and
divisions in order to better serve the public.
5.2 Alternative Schedule. Alternative 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. Approval of alternative
scheduling for FLSA non - exempt employees 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. Alternative
scheduling requires the mutual agreement of the employee and the department head and
approval of the Executive's Office or designee. FLSA non - exempt employees may not
accumulate or not take lunch and /or rest breaks in order to shorten the workday or work
week.
5.3 Flex Time. Periodic flex time may be used for personal employee matters
including doctor, vision or dental appointments. Flex time may also be used following an
emergency response, to attend meetings, or otherwise perform work on behalf of the
County. Approval of flex time for FLSA non - exempt employees 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. Flex time
requires the mutual agreement of the employee and the department head or designee.
FLSA non - exempt employees may not accumulate or not take lunch and /or rest breaks in
order to shorten the workday or work week.
Section 6. LEAVES (Groups A through H)
6.1 Sick Leave Accruals (Groups C through H). For the purpose of sick leave
benefits, sick leave shall accrue to each 1.0 FTE employee from their date of hire in the
2019 Unrepresented Resolution Page 7 of 18
amount of eight (8) hours for each month of employment, if benefits eligibility criteria are
met (section 8.1), to a maximum of nine hundred and sixty (960) hours except as outlined
below.
6.1.1 Part -Time Employees. Part -time employees' sick leave accrual rate will be
pro -rated per currently assigned, but not more than their budgeted FTE.
6.1.2 Sick Leave Accrual Maximum (Except Group Q. Employees who have
accrued nine hundred and sixty (960) hours at the end of the last pay period of any year
shall be allowed to accrue up to one thousand and fifty -six (1,056) hours (960 hours + up
to 96 hours annual accrual) of sick leave during the year immediately subsequent. These
additional hours of accrual may not be cashed out. The employee's total accrual reverts
back to no more than nine hundred and sixty (960) hours at the end of the last pay period
of the year.
6.1.3 Sick Leave Usage. Eligible employees (section 8.1) may request sick leave
as accrued and may use it in increments of less than one scheduled workday for a covered
purpose, but not less than one hour for FLSA exempt employees. (Policy AD143460Z)
6.1.4 Sick Leave Verification. Following more than three consecutive days of
absence, an employee may be requested to provide verification that the leave was for an
eligible reason. (Policy AD143460Z)
6.1.5 Excess Sick Leave Contributions. Employees who have at least 960
hours in their sick leave bank the first and last pay period of the year (or at the beginning of
a calendar year and upon termination in that same year) will receive a contribution into
their Health Savings Account (HSA), if they have one, or if they do not have an HSA, into a
Retirement Health Savings (RHS) plan, based upon a portion of the hours accrued but not
used during the year. Sick leave hours accrued to a maximum of forty -eight (48) hours will
apply to a partial contribution to a Health Savings Account or Retirement Health Savings
Plan if less than forty -eight (48) hours of sick leave are used that year. Calculation is
based on 25% of eligible hours, paid at the rate in effect at year end.
6.1.6 Sick Leave for Family Care. Sick leave can be used to care for a family
member. (Policy AD143550Z)
6.1.7 Sick Leave Cash Out. Employees with three (3) or more years of current,
continuous employment with the County shall be entitled to sick leave cash out upon
voluntary separation, layoff or death in the amount of twenty five (25 %) percent, or fifty
(50 %) percent if hired before May 15, 1984, of accrued hours up to a maximum of 960
hours. Employees must give at least two (2) weeks' notice prior to separation to be eligible
for sick leave cash out.
6.1.8 Sick Leave Sharing. Employees may donate up to a maximum of twenty -
four (24) hours per calendar year of accrued sick leave consistent with the provisions of
Executive Order 2018 -3.
6.1.9 Sick Leave Accrual Maximum (Group E). LEOFF II 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
;, 8 8
�Q19 Una e r�res<�nte�i �2esolutior, ���e.. o� 1.<
leave cash out. If any hours are used per section 6.1.5 for partial contribution to a Health
Savings Account, if they have one, or if they do not have an HSA, into a Retirement Health
Savings Plan, such hours used in that calculation will no longer be available to the
employee and will be deducted from the accrual bank.
6.1.10 Bonus Days. Employees in Groups E and F will receive an additional 40
hours of vacation time each year if they have accrued 600 hours of sick leave on
December 31 of the previous year.
6.1.11 District Court Judges. District Court Judges shall accrue sick leave at the
same rate as non - represented employees per section 6.1. Additionally, pursuant to RCW
3.34.130, District Court Judges will receive thirty (30) days' annual leave each January 1.
Annual leave cannot be carried forward to the next year. When a District Court Judge
vacates office, the total remuneration for annual leave and sick leave shall be granted as
allowed by RCW 3.34.100, and shall not exceed the equivalent of thirty (30) days'
monetary compensation.
6.2 Vacation (Groups C through H). Employees (except court reporters and superior
court commissioners) shall be entitled to vacation accrual benefits if benefits eligibility
criteria are met (section 8.1). Accruals for 1.0 FTE 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. Prior regular County employment may be considered
when determining employment 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 requested as accrued and approved and may be used in
increments of less than one scheduled workday, but not less than one hour for FLSA
exempt employees. No more than two hundred and forty (240) vacation hours may be
carried forward from one year to the next; otherwise unused vacation in excess of two
hundred and forty (240) hours at the end of the last pay period in any year 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 employees shall take the regular vacation time allocated each year
for the good of the employee and the County. If funds exist in the department's current
budget, by mutual written agreement between the employee, the department head and the
Executive's Office, vacation anticipated to be above the 240 hours carryover maximum can
be cashed out each calendar year in the amount of 50% of accrued hours up to a
maximum of eighty (80) hours. Upon separation, accrued vacation hours will be cashed
out at 100 %.
6.2.1 Part -Time Employees. Part-time employees' vacation accrual rate will be
pro -rated per currently assigned, but not more than their budgeted FTE.
6.2.2 Vacation and PTO Leave Sharing. Employees may donate up to twenty -
four (24) hours of accrued vacation leave or forty -eight (48) hours of Paid Time Off in a
calendar year consistent with the provisions in Executive Order 2018 -3.
2019 Unrepresented R 'solu Jon Page 9 of 18
6.2.3 District Court Judges. 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, total compensation for annual leave and sick
leave shall be granted as allowed by RCW 3.34.100 and shall not exceed the equivalent of
thirty (30) days' monetary compensation.
6.3 Holidays (Groups A through H). Paid holidays will be posted on an annual basis.
To receive holiday pay, employees must be in paid status or on approved voluntary unpaid
furlough, the entire scheduled work day before and after the holiday.
6.3.1 Personal Holiday (Groups C through G). Employees (except court
reporters and superior court commissioners) shall receive one (1) Personal Holiday each
calendar year equivalent to their FTE on January 1 or upon hire, not to exceed eight (8)
hours. The Personal Holiday must be used in the year it is earned, in increments of at
least one hour for FLSA exempt employees. Personal Holidays are not cashed out upon
separation.
6.3.2 Working a Non - Judicial Holiday. Employees required to work on a non -
judicial holiday because state law requires an office to remain open, shall receive two (2)
days off with pay at a mutually agreeable time.
6.3.3 Working a Holiday. Employees 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. (see Authorization for Emergency
Response Stipend or Compensatory Time form.)
6.3.4 Part -Time Employees' Holiday Pay. Part-time employees will receive
holiday pay based on their currently assigned, but not more than their budgeted FTE.
6.4 Paid Time Off (PTO) Bank (Groups A and B). Employees will, in lieu of accruing
vacation, sick and personal holiday, accrue time into a Paid Time Off (PTO) bank.
6.4.1 PTO Accrual. Accrual for 1.0 FTEs 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. Employees appointed to an eligible PTO paid time off
position will have their accrued and available vacation and personal holiday hours placed
in a PTO bank. Prior regular County employment may be considered when determining
employment year. Part -time employee's monthly PTO bank accrual rates will be pro -rated
based on FTE.
Group A
Upon hire and subsequent years
Accrual Rate /month
26.00 hours
Group B Accrual Rate /month
During 1 St through 4t" employment year 21.33 hours
During 5t" and subsequent years 24.67 hours
6.4.2 Short -Term Disability Bank. Each newly eligible employee will receive a
"one- time" deposit of 480 hours into a Short-Term Disability bank (STD). Part-time
20 1 3 Ui i epvesented Rsolution Page 10 of 1.
employee's STD bank deposits will be pro -rated based on FTE. The STD bank can be
accessed only after an employee has been absent and used PTO bank hours to cover
three consecutive work days for an illness or injury, for an approved Family /Medical Leave,
or to provide care for a family member under Family Care or Family Leave. For each
separate intermittent FMLA situation, only one period of three consecutive work days
charged to PTO needs to be met each applicable 12 -month period before gaining access
to the STD bank. Access to the STD bank may require a physician's certification.
Deductions from the STD bank must be for one hour or more. The STD bank is not
eligible for cash out at any time.
6.4.3 Sick Leave Bank. Employees in Groups C through F appointed to an eligible
PTO position in Group A or B will maintain their accrued and available sick leave hours in
a bank, which can be accessed only if the one -time STD bank is depleted. Upon voluntary
separation, layoff or death, the sick leave bank cash out will be cashed out per section
6.1.7.
6.4.4 Paid Time Off Usage. PTO hours may only be requested as accrued and
used as approved. In the event an employee needs PTO for an illness or to care for a
family member, the employee should give his or her supervisor as much notice as
possible. Deductions from the PTO bank must be for one hour or more.
6.4.5 Paid Time Off Bank Carryover /Cash Out. No more than 330 PTO hours at
the end of the last pay period in any year can be carried over to the following calendar
year; any additional hours are forfeited. If funds exist in the department's current budget,
by mutual agreement among the impacted employee, the department head (if applicable)
and the Executive's Office, PTO anticipated to be above the 330 hours carry over
maximum can be cashed out each calendar year in the amount of 50% of accrued hours
up to a maximum of eighty (80) hours. Upon separation, hours in the PTO bank will be
cashed out at 100°/x.
6.5. Jury Duty and Military Leave. Employees considered exempt under the Federal
Fair Labor Standards Act (FLSA) shall have no deduction in salary for absences caused by
jury duty or annual military leave. Jury duty and military leave will be provided as
described in County Policy, USERRA or state law.
6.6 Bereavement Leave. Bereavement leave shall be provided to employees, who
suffer a death in the immediate family, of up to five (5) days off (maximum of forty hours)
without loss in pay. Immediate family members include a spouse or State registered
domestic partner, 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. In the event of a funeral or other memorial occurring
as a result of the death of a current, lawful brother or sister -in -law, the affected employee
may have up to eight (8) hours off without loss in pay to attend the funeral or memorial, if
not covered above. Additional days off without pay or using accrued leave may also be
available upon written approval of the department head. Requests for greater than five (5)
days of leave without pay in a calendar year requires Executive Office approval.
6.7 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
2019 Unrepresented Resolution Page 11 of 18
such testimony is on behalf of Whatcom County or is in connection with a matter in which
Whatcom County is a party.
6.8 Family Leave. The County provides unpaid leave to any eligible employee
covered by this Resolution, consistent with state and federal laws. Employees are not
required to use accrued vacation time, sick leave, STD bank, or PTO bank before
commencing unpaid family leave, except an employee who has previously used twelve
(12) weeks of unpaid FMLA will, for the following four years, use all but a total of forty (40)
accrued hours (including compensatory time) of allowable vacation, sick, PTO bank, STD
bank, and personal holiday time before beginning unpaid leave during any subsequent
twelve -month FMLA period. 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 as permitted by law and will apply toward an employee's entitlement
for each type of leave that may be applicable.
6.8.1 Physician Certifications. The County may require physician certifications in
accordance with state and federal guidelines.
6.9 Maternity Leave. Accrued sick leave or STD bank time may be utilized for
maternity /disability leave. In the event sick leave and /or the STD bank is exhausted before
the employee returns to work, any vacation, PTO bank, or other paid leave which has
accrued must be utilized before approval of any leave without pay is considered by the
County, except for leaves falling under the federal Family and Medical Leave Act or
County policy. If leave pursuant to this provision would also qualify as leave under any
federal or state laws, the period of leave will apply toward the employee's entitlement to
leave under any applicable laws consistent with section 6.8. Unless the birth mother
chooses to invoke FMLA, a birth mother's period of temporary pregnancy - related disability
shall not be deducted from the FMLA leave entitlement.
6.10 Paternity Leave. Employees may use accrued sick leave for the delivery of a
child by their legal spouse or to care for their legal spouse or registered domestic partner
during pregnancy and /or childbirth disability consistent with the provisions of Executive
Order 2018 -4.
6.11 Leave for Illness or Injury. Employees may request in writing, with appropriate
health care provider verification, leave for major illness or injury utilizing Family /Medical
Leave, accrued leaves, and unpaid leaves, as appropriate and as approved. 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 to job of
injury, if work related, within the twelve (12) month limit if the employee must go back on
disability for the same illness /injury. Periodic health care progress reports may be required.
6.12 Domestic Violence Leave. The County provides reasonable leave to employees
who are victims of, or who are family members of victims of domestic violence, sexual
assault, or stalking, consistent with the requirements of the Washington Domestic Leave
Law. Employees may choose to use accrued sick leave or other paid time off,
compensatory time, or unpaid leave time.
)01.9 Urlrc r,,,e lir'.d Re'SOIu? on Pa,(, "l)_ of 18
6.13 Absence Due to Adverse Weather. FLSA non - exempt employee's absence
due to severe inclement weather or other unusual emergency conditions will be charged to
one of the following in sequential order: compensatory time, vacation leave, paid time off,
personal holiday, or leave without pay. Employees who wish to take leave without pay
must notify his /her payroll preparer before the department's payroll cut -off time. (Policy
AD13901OZ)
Section 7. ELECTED OFFICIALS
7.1 Wage Adjustments for Elected Officials. Council Members and Executive
Branch Elected Officials shall be compensated as set forth by Council resolution (Section
3.3).
Section 8. BENEFITS (Groups A through H and Listed Elected Officials)
8.1 Benefits Eligibility. Employees must be compensated at least eighty (80) hours
per calendar month and be in at least a .5 FTE position to be eligible for certain benefits
(including, but not limited to, sick leave, holiday, vacation, PTO bank, STD bank, and
health and welfare). Compensation is defined as payment of wages for work performed,
vacation, accrued sick leave, PTO, STD, other paid leave, or income for industrial injury
not to exceed twelve months. County payments of health and welfare premiums for
benefits of unrepresented 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 unrepresented employee will be initially eligible for health and welfare benefits
the calendar month following at least 80 hours of compensation in one (1) calendar month.
Waiting period requirements on individual plans must be met for benefit reimbursement.
Due to the nature of elected official positions, they will be eligible for health & welfare
benefits on the same basis as a 1.0 FTE.
8.1.1 Benefits Coverage In Case of Documented Extended Illness or Injury. If
an employee has a health care provider documented extended illness, injury, or disability,
and is unable to work or be compensated at least eighty (80) hours per calendar month,
medical contributions will continue to be paid by the County for full employee and family
coverage for up to twelve (12) months from the date the employee is first ineligible on
account of such illness or injury unless employment is terminated or as adjusted per
section 6.8. This twelve -month period will apply towards the COBRA continuation
coverage period. Dental, vision and life premiums will be paid by the County for the first
three months of ineligibility only. Periodic health care provider reports may be required.
8.1.2 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 and Welfare Benefits. Elected officials set forth in Section 1 and eligible
employees shall be granted the following health and welfare benefits. The benefits shall
include full contribution by the County for the employee, spouse, and dependent children
of the employee, unless otherwise noted.
JC 1. <, lJi l .(>rt'SC' E:.d ResolulJon Pad 13 o! 18
A) Medical — The Whatcom County Self- Insured Medical plan provides three
medical plan choices through Health Management Administrators (HMA).
B) Dental — Direct Reimbursement Dental through Navia Benefits Solutions.
C) Vision — NBN Vision Plan with Washington Teamsters Welfare Trust.
D) Long -Term Disability — employee only coverage with Sunlife.
E) Life insurance — employee only coverage with Standard Life Insurance in the
face amount of 1 times annual earnings to a maximum of $50,000.
8.2.1 Medical Plan Choices. For 2019, the County will provide full family medical
coverage with no payroll deduction under Plan 2000 or the Qualified High Deductible Plan
(QHDHP). Employees may alternatively buy up to the lower deductible Contributory Plan
with a monthly payroll deduction. Employees will elect their next year's plan choice during
an open enrollment period in November.
8.2.1.1 Plan 2000. Employees may elect to participate in the Plan 2000 with
no payroll deduction. This is the default medical plan.
8.2.1.2 Qualified High Deductible Plan (QHDHP) and Health Savings
Account. Employees may elect to participate in the Qualified High Deductible Plan with
no payroll deduction. Employees electing to participate in the QHDHP plan will be eligible
to establish a Health Savings Account (HSA) if they are otherwise qualified to have such
account.
8.2.1.2.1 First Time Enrollees. For first time enrollees, the County
will contribute to the HSA a total of $1,250 per employee if signing up as an employee only
OR $2,500 per employee as seed money if signing up as an employee plus dependents.
Part -time employees will receive a pro -rated contribution based on their budgeted FTE.
One half the annual HSA contribution amount will be funded in January and the balance
will be contributed in 11 equal monthly amounts for the remaining months in 2019.
Participating employees are also eligible to contribute to the HSA.
8.2.1.2.2 New Hires. Employees who choose the Qualified High
Deductible Plan (QHDHP) will be eligible to establish a HSA, if they are otherwise qualified
to have such account. The County will contribute to the HSA a total of up to $1,000 for
employee only OR up to $2,000 for employee plus dependents as seed money for first
time enrollment. Part-time employees will receive a pro -rated contribution based on their
budgeted FTE. Fifty percent (50 %) will be contributed the calendar month following eighty
(80) hours of compensation in one calendar month and enrolled in the HSA with monthly
contributions of either $45.45 (employee only) or $90.91 (employee plus dependents)
throughout the remaining months in 2019. Participating employees are also eligible to
contribute to the HSA.
8.2.1.3 Contributory Plan. Employees may elect to participate in the
Contributory Plan via authorized monthly payroll deduction.
8.2.2 Employees Compensated Less Than Full Time. Employees in budgeted
positions less than 1.0 FTE, who are compensated at least 80 hours in a calendar month,
are eligible for employee -only medical coverage with no contribution if they choose Plan
2019 Unrepresented Resolution Page 14 of 18
2000 or the Qualified High Deductible Plan. Employees may elect full family coverage and
contribute the difference between the appointed FTE and the County contribution for full
family medical coverage, plus 100% of the employee contribution if employee chooses the
Contributory Plan. (This requirement for pro -rated contributions does not apply to
employees in Group G or Whatcom County Council members).
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 and Health Care Reimbursement Plan.
8.3.2 Retirement Plans. The County provides payment to retirement plans through
the Washington State Department of Retirement Systems (DRS), which also requires
contributions from eligible employees. Elected officials may elect, but are not required, to
participate in a DRS plan.
8.3.3 Deferred Compensation. The County provides the opportunity for voluntary
employee participation in deferred compensation (457 plans) and 401(a) programs. The
County matches these contributions fifty cents on the dollar, up to a maximum of 2% of
base salary, with County contributions placed in a 401(a) Plan. New employees, within
thirty (30) days of hire, may elect to contribute directly to the 401(a) plan.
8.3.4 Employee Assistance Program. The County provides confidential
counseling assessment services through an Employee Assistance Program for employees
and their immediate families.
8.3.5 Sheriff's Office Disability Plan (Group Q. LEOFF II and PERS employees
in the Sheriff's Office will be provided a substantially equivalent disability plan as that
provided to employees directly reporting to them. Such employees are not eligible to
participate in the Long -Term Disability Plan offered under section 8.2.D.
8.3.6 Retirement Health Savings Plan. The County provides a tax -free
Retirement Health Savings Plan (RHS) to use for qualified medical expenses, in
accordance with IRS regulations. The County will administer the RHS plan consistent with
the County's RHS plan documents. Contribution types, which are mandatory within
identified groupings of employees, may include, but are not limited to: contribution of
excess sick leave; contribution of a percentage of base salary; and contribution of sick
leave, vacation and /or PTO bank cash outs at voluntary separation from County
employment. The County may at its discretion identify additional recognized groupings of
unrepresented employees to have one or more of the existing contribution types applied.
8.3.6.1 Contribution to Retirement Health Savings Plan (Groups E & F).
Employees in Groups E and F have elected a voluntary reduction of 3% of their base
salary to be withheld and placed by the County into employee's Retirement Health Savings
Account.
8.3.6.1.1 Mandatory Contributions. When an employee in Group E
or F separates from employment, sick leave cash out, per section 6.1.7 and vacation cash,
out per Section 6.2 will be mandatorily contributed to his or her Retirement Health Savings
account.
2019 Unrepresented Resolution Page 15 of 18
8.3.7 Clothing Repair & Replacement. Employees, who, in the course of pursuing
their assignments, suffer a loss or substantial damage to clothing, excluding normal wear
and tear, shall be reimbursed the reasonable cost for the repair or replacement of like
items at a rate commensurate with the condition of the claimed item. Personal property
shall be repaired or replaced up to $35.00 per item.
8.3.8 Electronic Funds Transfer. All newly hired regular employees shall
authorize paycheck deposit by electronic funds transfer (EFT) within thirty (30) days of
employment. Employees may temporarily stop EFT in emergency situations with at least
seven (7) days' notice before a scheduled payday, but must restart EFT within three
months.
Section 9. POLICY OR PROVIDER CHANGES
From time to time, the County may change provisions in this Resolution or select
different providers of benefits, which may impact plans offered. Nothing in this document
shall limit the County's ability to change any provision in this Resolution or to search for the
most cost effective benefit packages, nor shall it commit the County to selecting any
specific provider or plan.
Section 10. EFFECTIVE DATE
All changes in salaries under this Resolution shall become effective on the first full
pay period in January, 2019. All changes in benefits under this Resolution shall become
effective January 1, 2019. Salaries and benefits shall remain in effect until rescinded,
except where noted otherwise, and except that any further changes may be retroactively
applied as approved by the County Council.
AND FURTHER, THEREFORE, BE IT RESOLVED, that Resolution No. 2017 -052
is hereby rescinded effective January 1, 2019 and this Resolution shall become effective
that same date.
AT,,ROVEQ this 7th
day of November
tit
�
Dana Bb6A(h &; Council Clerk
APPROVED as to form:
ZOM Civil Deputy Pr ecuting At orney
M111:1
WH OM C NTY COUNCIL
W T OM NTY, WASHINGTON
V
Ru Browne, Council Chair
2019 Unrepresented Resolution Page 16 of 18
Addendum A
2019 Salary Matrix for Unrepresented Employees
GroUO A - Department Head Salary Matrix -Effective January2019 ( +2.25 %)
*Ranges500.1and 510. 2 - Supplemental Compensation Replacement
Group B - Managers Salary Matrix -Effective January 2019 ( +2.25 %)
12 months of service at each step required to move to next step
36 months of service at each step required
to move to next step
Range
Step 1
Step 2
Step 3
Step 4
Step 5'
Step 6
Step 7
Step 8
Step 9
Step 10
Step 11
Step 12
Step 13
500
8,908
9,252
9,606
9,978
10,363
10,762
11,176
11,604
12,053
12,073
12,098
12,125
12,151
500.1*
9,020
9,365
9,718
10,091
10,476
10,874
11,289
11,716
12,166
12,186
12,211
12,238
12,264
510
9,290
9,648
10,021
10,405
10,805
11,221
11,652
12,099
12,566
12,586
12,612
12,639
12,664
510.2*
1 9,515
9,874
10,246
10,630
11,030
11,446
11,877
12,324
12,792
12,811
12,837
12,864
12,890
515
9,490
9,856
10,236
10,629
11,037
11,462
11,903
1 12,359
12,837
12,856
1 12,883
12,910
12,937
520
9,688
10,059
10,448
10,851
11,270
11,703
12,151
12,617
13,104
13,124
13,150
13,176
13,201
525
9,896
10,276
10,672
11,084
11,512
11,955
12,412
12,888
13,385
13,406
13,432
13,459
13,485
530
10,109
10,496
10,900
11,320
11,756
12,208
12,678
13,163
11 13,668
13,688
13,714
13,741
13,767
*Ranges500.1and 510. 2 - Supplemental Compensation Replacement
Group B - Managers Salary Matrix -Effective January 2019 ( +2.25 %)
*Ranges 425.1 &440.1 - Supplemental Com pen sation Replacement
Group C - Professional /Supervisory Salary Matrix -Effective January 2019 ( +2.25 %)
12 months of service at each step required to move to next step
12 months of service at each step required to move to next step
36 months of service at each step required
to move to next step
Range
Step 1
Step 2
Step 3
Step 4
Step 5
Step 6
Step 7
Step 8
Step 9
Step 10
Step 11
Step 12
Step 13
400
5,647
5,867
6,093
6,331
6,575
6,832
7,095
7,371
7,656
7,677
7,702
7,730
7,757
405
5,885
6,118
6,353
6,600
6,856
7,123
7,399
7,684
7,983
8,004
8,029
8,058
8,085
410
6,137
6,377
6,623
6,882
7,147
7,424
7,712
8,009
8,321
8,341
8,367
8,395
8,422
415
6,399
6,649
6,908
7,176
7,452
7,742
8,041
8,351
8,674
8,696
8,722
8,750
8,776
420
6,673
6,933
7,202
7,480
7,773
8,070
8,382
8,705
9,040
9,062
9,087
1 9,115
9,142
425
6,960
7,231
7,510
7,800
8,101
8,416
8,741
9,075
9,428
9,448
9,474
9,502
9,529
425.1*
7,241
7,513
7,792
8,081
8,383
8,697
9,022
9,357
9,709
9,729
9,755
9,783
9,810
430
7,257
7,540
7,831
8,133
8,447
8,775
9,112
9,464
9,830
9,850
9,876
9,904
9,931
435
7,570
7,862
8,168
8,482
8,810
9,152
9,503
9,868
10,250
10,271
10,297
10,325
10,352
440
7,893
8,201
8,517
8,847
9,188
9,540
9,907
10,289
10,685
10,707
10,733
10,761
10,788
440.1*
1 8,175
8,482
8,798
9,128
9,469
9,822
10,189
10,570
10,967
10,988
11,014
11,042
11,069
445
8,231
8,550
8,879
9,224
9,577
9,947
10,331
10,727
11,140
11,161
11,187
11,215
11,243
450
8,583
8,915
9,260
9,615
9,987
10,372
10,771
11,186
11,616
11,637
11,662
11,691
11,718
*Ranges 425.1 &440.1 - Supplemental Com pen sation Replacement
Group C - Professional /Supervisory Salary Matrix -Effective January 2019 ( +2.25 %)
12 months of service at each step required to move to next step
36 months of service
next step required
n s
to move to next step
Range
Step 1
Step 2
Step 3
Step 4
Step 5
Step 6
Step 7
Step 8
Step 9
Step 10
Step 11
Step 12
Step 13
300
4,086
4,251
4,421
4,593
4,774
4,962
5,154
5,353
5,519
5,541
5,566
5,594
5,617
305
4,261
4,435
4,609
4,789
4,977
5,172
5,372
5,581
5,755
5,778
5,804
5,833
5,858
310
4,440
4,624
4,805
4,994
5,189
5,394
5,603
5,819
6,001
6,023
6,049
6,078
6,103
315
4,633
4,823
5,011
5,206
5,410
5,621
5,839
6,064
6,252
6,274
6,300
6,329
6,355
320
4,831
5,027
5,224
5,429
5,638
5,862
6,087
6,323
6,519
6,541
6,567
6,595
6,621
325
5,039
5,242
5,447
5,660
5,879
6,111
6,349
6,593
6,799
6,821
6,847
6,877
6,901
330
5,253
5,466
5,681
5,900
6,129
6,368
6,616
6,870
7,084
7,106
7,132
7,161
7,187
335
5,478
5,701
5,923
6,152
6,391
6,639
6,897
7,164
7,385
7,408
7,434
7,463
7,489
340
5,712
5,942
6,175
6,414
6,663
6,924
7,192
7,469
7,700
7,722
7,748
7,777
7,803
345
5,958
6,195
6,436
6,686
6,947
7,218
7,495
7,783
8,024
8,046
8,071
8,100
8,126
345.1*
6,239
6,477
6,718
6,968
7,229
7,499
7,776
8,064
8,305
8,328
8,353
8,382
8,408
350
6,211
6,460
6,713
6,975
7,245
7,525
7,813
8,115
8,365
8,387
8,413
8,443
8,467
355
6,477
6,736
6,999
7,269
7,552
7,845
8,148
8,462
8,723
8,744
8,770
8,799
8,825
360
6,755
7,026
7,299
7,581
7,873
8,180
8,494
8,821
9,092
9,114
9,139
9,169
9,195
365
7,043
7,325
7,609
7,904
8,210
8,528
8,857
9,197
9,479
9,502
9,528
9,557
9,583
370
7,346
7,639
7,936
8,243
8,560
8,893
9,235
9,591
9,885
9,907
9,933
9,962
9,988
375
7,659
7,967
8,275
8,595
8,927
9,273
9,629
9,998
10,306
10,328
1 10,354
10,384
10,408
* Range 345.1 - Supplemental Compensation Replacement
2019 Unrepresented Resolution Page 17 of 18
Group D -Support Salary Matrix - FLSA Non - Exempt -Effective January 2019 ( +2.25 %)
Group E - Sheriff's Binding Arbitration Adjustment Salary Matrix, PercentofDeputy top wagestep
Effective January 2019 ( +2.0 %) Group E LONGEVITY
Range
12 months of service at each step required to move to next step
24 mos of
service
36 months of service at each step required
to move to next step
Range
Step S
Step 2
Step 3
Step 4
Step 5
Step 6
Step 7
Step 8
Step 9
Step 10
Step 11
Step 12
Step 13
Step 14
200
2,947
3,066
3,194
3,326
3,457
3,597
3,738
3,882
4,035
4,115
4,137
4,162
4,191
4,217
210
3,072
3,196
3,328
3,465
3,602
3,747
3,893
4,047
4,207
4,289
4,312
4,338
4,367
4,393
220
1 3,201
3,331
3,470
3,612
3,754
3,904
4,057
4,215
4,381
1 4,466
4,489
4,515
4,544
4,570
230
3,339
3,475
3,620
3,768
3,915
4,071
4,230
4,395
4,570
4,660
4,681
4,707
4,736
4,762
240
3,482
3,625
3,773
3,927
4,080
4,243
4,408
4,579
4,759
4,852
4,874
4,900
1 4,929
1 4,955
250
3,629
3,778
3,933
4,095
4,255
4,423
4,596
4,774
4,962
5,059
5,081
5,107
5,136
5,162
260
3,784
3,939
4,099
4,266
4,435
4,610
4,790
4,976
5,171
5,273
5,296
5,322
5,351
5,377
270
4,107
4,268
4,441
4,616
4,796
4,986
5,179
5,379
5,591
5,755
5,778
5,804
5,833
5,858
Group E - Sheriff's Binding Arbitration Adjustment Salary Matrix, PercentofDeputy top wagestep
Effective January 2019 ( +2.0 %) Group E LONGEVITY
Range
Step ;1
Step 2
Step 3
Step 4
Step 5
Step 6
Step 7
Step 8
Step 9
620
6,247
6,495
6,752
7,018
7,285
7,563
7,850
8,148
8,451
630
6,560
6,820
7,090
7,369
7,650
7,940
8,242
8,555
8,871
640
6,890
7,163
7,444
7,740
8,033
8,337
8,655
8,983
9,315
650
7,234
7,520
7,817
8,125
8,433
8,756
9,087
9,433
9,781
660
7,595
7,895
8,207
8,530
8,857
9,191
9,542
9,904
10,271
670
7,974
8,291
8,617
8,958
9,297
9,653
10,019
10,399
10,784
680
8,373
8,705
9,047
1 9,406
9,762
10,135
10,520
10,919
11,323
690
9,231
9,598
9,975
1 10,370
10,763
11,174
11,599
12,038
12,484
Effective July 2019 ( +1.0 %)
Range
Step '1
Step 2
Step 3
Step 4
Step 5
Step 6
Step 7
1 Step 8
Step 9
620
6,309
6,560
6,819
7,088
7,358
7,639
7,929
8,230
8,535
630
6,626
6,889
7,161
7,443
7,726
8,020
8,324
8,640
8,960
640
6,959
7,234
7,518
7,817
8,113
8,421
8,742
9,073
9,408
650
1 7,306
7,595
7,895
8,206
8,518
8,843
9,178
9,527
9,879
660
7,671
7,974
8,289
8,615
8,946
9,283
9,637
10,003
10,374
670
8,054
8,374
8,703
9,047
9;390
9,749
10,119
10,503
10,892
680
8,457
8,792
9,138
9,500
9,860
10,236
10,625
11,028
11,437
690
9,324
9,694
10,075
10,473
10,871
11,286 1
11,714
12,158
12,609
Group F - Corrections Binding Arbitration Adjustment Salary Matrix,
Sery ice
%
Hourly V
Longevity
6
2.00%
$40.41
$0.81
9
3.00%
$40.41
$1.21
12
3.50%
$40.41
$1.41
15
4.00%
$40.41
$1.62
18
4.50%
$40.41
$1.82
21
5.00%
$40.41
$2.02
24
6.00%
$40.41
$2.42
Yrs of
Service
%
Hourly
Rate
Longevity
8 V
6
2.00%
$40.82
$0.82
9
3.00%
$40.82
$1.22
12
3.50%
$40.82
$1.43
15
4.00%
$40,82
$1.63
18
4.50%
j $40.82
$1.84
21
5.00%
$40.82
$2.04
24
6.00%
1 $40.82
$2.45
Effective January 2019 ( +2.25 %)
36 months of service at each step required to
move to next step
Range,
Step '1
Step 2
Step 3
Step 4
Step 5
Step 6
Step 7
Step 8
Step '9
Step 10
720
6,943
7,157
7,436
7,722
8,015
8,336
8,690
9,062
9,091
9,119
740
7,651
8,004
8,314
8,633
8,959
9,318
9,714
10,127
10,156
1 10,184
tlf there is a collective bargaining agreement settled per Section 5.6, salaries may change during the term of this resolution.
Group G - Court Reporters & Health Officer Salary Matrix - Effective January 2019 ( +2.25%)
Group H - Court Commissioner Salary Matrix2
12 months of service at each step required to move to next step
36 months of service at each step required
to move to next step
Range,
Step 1
Step 2
Step 3
Step 4
Step 5
Step 6
Step 7
Step 8 ;
Step 9
Step 10
Step 11
Step 12
Step 13
801
6,546
6,552
6,559
6,567
6,574
6,583
6,589
1
6,597
6,606
6,629
6,654
6,683
6,709
802
7,531
7,537
7,544
7,552
7,559
7,568
7,575
7,582
7,591
7,614
7,639
7,668
7,694
Group H - Court Commissioner Salary Matrix2
(90% of Superior Court Judge Salary)
(85% of District Court Judge Salary)
7Salaries are set by the Washington Citizens' Commission on Salaries for Elected Officials,
2019 Unrepresented Resolution Page 18 of 18
7/1/2019'
Range
9/112018
(+12:75 %) :
903
12,943
14,593
904
11,639
13,123
(90% of Superior Court Judge Salary)
(85% of District Court Judge Salary)
7Salaries are set by the Washington Citizens' Commission on Salaries for Elected Officials,
2019 Unrepresented Resolution Page 18 of 18