HomeMy WebLinkAboutres2025-044Whatcom County COUNTY COURTHOUSE
311 Grand Avenue, Ste #105
Bellingham, WA 98225-4038
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Agenda Bill Master Report
File Number: AB2025-859
File ID: AB2025-859 Version: 1 Status: Approved
File Created: 11/25/2025 Entered by: MKeeley@co.whatcom.wa.us
Department: Human Resources File Type: Resolution
Division
Assigned to: Council Finance and Administrative Services Committee Final Action: 12/09/2025
Agenda Date: 12/09/2025 Enactment #: RES 2025-044
Related Files:
Primary Contact Email: mkeeley@co.whatcom.wa.us
TITLE FOR AGENDA ITEM:
Resolution approving a salary schedule and policies for unrepresented Whatcom County
employees effective January I, 2026 through December 31, 2027
SUMMARY STATEMENT OR LEGAL NOTICE LANGUAGE:
HISTORY OF LEGISLATIVE FILE
Date: Acting Body: Action: Sent To:
12/09/2025 Council Finance and Administrative RECOMMENDED FOR
Services Committee APPROVAL
Aye: 3 Byrd, Donovan, and Buchanan
Nay: 0
12/09/2025 Council APPROVED
Aye: 7 Buchanan, Byrd, Donovan, Elenbaas, Galloway, Scanlon, and Stremler
Nay: 0
Attachments: Executive Memo, Proposed Resolution
Whatcom County Page 1 Printed on 1211012025
PROPOSED BY: EXECUTIVE
INTRODUCED: DECEMBER 9, 2025
RESOLUTION NO. 2025 — 044
APPROVING A SALARY SCHEDULE AND POLICIES FOR UNREPRESENTED
WHATCOM COUNTY EMPLOYEES EFFECTIVE JANUARY 1, 2026 through
DECEMBER 31, 2027
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;
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 ............................
GroupB ............................
GroupC ............................
GroupD ............................
GroupE ............................
Group F ............................
Elected Officials ..................
FLSA Non -Exempt (Overtime Eligible)
FLSA Exempt
Flat Rate Prorated Positions
(Court Reporter & Health Officer)
Court Commissioners
Undersheriff
Medical Examiner
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.
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Section 2: SALARY PLAN
Positions Eligible for Step Increases (Groups A, B, and E)
Effective the first full pay period in 2026 (January 4, 2026), salaries shall be established
within the ranges and steps provided in Addendum A.
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.
Employees in Groups A, B and E are eligible to move up one step per year based on
successful job performance. A performance evaluation must have been completed within
the last year and the most recent evaluation rating must "exceed job requirements" overall
to advance to the next step. Step movement will occur on the first day of the month of hire
or the appropriate adjusted month.
Flat Rate Positions (Group C)
The monthly salaries are flat rate as established in Addendum A and are prorated as follows:
FTE Range
Court Reporter .875 801
Health Officer .60 802
Court Commissioners (Group D)
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 July 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.
% of Comp. Judge Range
Water Statutory Superior Court Commissioner 80% 902
Superior Court Commissioner 90% 903
District Court Commissioner 85% 904
Medical Examiner (Group F)
The Medical Examiner is paid a monthly salary on a flat rate as established in Addendum A.
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. The District Court Judge salary is set by the Washington
Citizens' Commission on Salaries for Elected Officials.
Posting
The most current salary Addendum A to this Resolution will be posted on the County's
website.
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Section 3: COMPENSATION
Overtime and Compensatory Time Pay (Group A)
This section applies only to employees in Group A: FLSA Non -Exempt Employees. Such
employees shall be paid overtime at the rate of time and one-half for any hours worked over
40 in one work week. Such employees may request compensatory time in lieu of overtime
pay, 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.
Promotion or Reclassification
When an employee moves to a higher -level position through promotion or reclassification,
they shall move to the step in the new range closest to but not below the step that provides
at least a 5% wage increase. Reclassification must comply with the County policy on
reclassifications (Policy AD140150Z).
The Executive may authorize placement at a step greater than the standard promotional
increase to recognize outstanding performance as documented in recent performance
evaluations, qualifications or experience significantly exceeding the minimum requirements,
significant differentials in the duties of the position, and/or retention and recruitment needs.
Department heads must complete a Request for Promotional Pay form and submit to Human
Resources for review and recommendation to the Executive.
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.
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 (Benton, Cowlitz, Kitsap, Skagit, Thurston,
Yakima). All comparable counties where matches exist must be used. Comparisons will be
based on the top step hourly wage step. The realignment will occur in January following
approval by the County Executive or designee 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.
Realignment Additional Considerations
In the event the County identifies a position as one with documented recruitment
and/or retention difficulties, realignment may be considered during the year if funding
is available within the current year's budget for the department. Secondary
comparables based on close geographical location may be considered and
comparisons may be based on the entry step.
Interim Assignment Pay
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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.
Cell Phone Stipend
Department Heads may authorize a $30 monthly stipend to compensate employees who
use their personal cell phones for work -related tasks in support of County operations. This
does not apply to those who have a County issued cell phone. Authorization must be
submitted to Finance on a Cell Phone Stipend Agreement form.
Emergency Response Stipend
FLSA overtime exempt employees, except for the Medical Examiner, 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 $250 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. Employees are not eligible for an Emergency Response Stipend for work on a
holiday.
Approval of an incident is provided by the department head or designee using the
Authorization for Emergency Response Stipend form. In the case of department heads,
approval of an incident is provided by the County Executive or designee.
Paid Administrative Leave (Groups B and E)
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 County Executive or designee
has authority to award deserving FLSA exempt employees in Groups B and E 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 or upon request and
approval by the County Executive. Approved requests shall be processed once per year and
must be submitted on the same schedule as other end of year cash out requests.
Additional Compensation
The County Executive or designee is empowered to authorize extra pay for unrepresented
employees during a period of extraordinary circumstances (such as emergency conditions,
a strike, etc.).
Merit Step Nomination
Department Heads may nominate employees to the Executive or designee for a one-step
adjustment in recognition of documented exemplary performance. This applies to
employees who are not at the top wage step of their assigned range. Employees may be
nominated one time per position held. A step adjustment for merit does not impact the step
date.
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Merit Step 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.
Documentation shall include the funding available within the authorized department
budget to support the request. Requests are submitted to Human Resources and
require approval of the County Executive.
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 their appearance.
Attorney After -Hours Weekly Rotation
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 eight (8) 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 shall
be granted the choice of EITHER twelve (12) hours of compensatory time off at the straight
time rate for a weekly rotation OR a $72 daily stipend as outlined below. If electing
compensatory time off, employee must work all seven days of the rotation. Attorney
positions eligible for compensatory time or stipend pay include:
• Deputy I
• Deputy II
• Senior Deputy
• Senior Deputy 11
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.
Attorney Compensatory Time
Attorneys earn twelve (12) hours of compensatory time following each weekly
rotation. Time is recorded as "compensatory time earned."
Attorneys may request compensatory time to use in increments of not less than one
hour whenever desired; however, approval will be subject to the same department
process as used for vacation requests. Compensatory time is recorded as
"compensatory time used."
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A maximum of 36 hours of compensatory time 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 with the exception that it will be cashed out upon separation
of employment.
Attorney Stipend
Attorneys may elect to receive a $72 daily stipend in lieu of compensatory time. On
each day the attorney is required to be available to respond after hours, they will
record the stipend on their time record for that day.
Undersheriff Duty Staff Officer Stipend (Group E)
The Undersheriff is assigned, on a rotating basis, to be available to respond at any time to
significant events including but not limited to: homicides, serious injury or death of Sheriff's
Office personnel, shooting incidents involving Sheriff's Office personnel, major fires, civil
disturbances, and/or other significant incidents. The Duty Staff Officer acts on behalf of the
Sheriff and has commensurate authority as well as responsibility for law enforcement
operations during their assigned rotation.
To recognize the disruption caused when assigned Duty Staff Officer, and the fact that the
Undersheriff is exempt from overtime and not compensated for overtime work, following the
completion of each weekly rotation, the Duty Staff Officer shall be granted the choice of
either a $400 stipend or ten (10) hours of compensatory time at the straight time rate.
Compensatory time earned during the Duty Staff Officer rotation must be used within the
calendar year earned. Unused compensatory time cannot be cashed out. There is no
eligibility for an Emergency Response Pay Stipend during the Duty Staff Officer rotation.
Juvenile Detention After -Hours Weekly Rotation
Designated managers assigned to respond to events in Juvenile Detention, including
frequent, rapid, and in -person responses to meet minimum staffing requirements, shall
receive a $72 per day stipend. The stipend election will be recorded on each day of the
after -hour assignment for their time record
Undersheriff Binding Arbitration Adjustment
In recognition of the fact that four bargaining units within the Sheriff's Office have access to
binding interest arbitration, the Undersheriff 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. 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.
If there is a collective bargaining agreement settlement, salary may change during the term
of this Resolution.
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Section 4: EMPLOYMENT
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.
Provisional Appointments
The County may make provisional appointments for a candidate or employee who does not
fully meet all requirements and qualifications of a position. Such appointments will be to a
range lower than the posted position. Current employees promoting into a position on a
provisional basis shall receive at least a 5% promotional increase and will not receive
another promotional increase upon fully meeting posted requirements. When moved to the
range of the posted position, they will be placed in the step closest to but not less than their
then -current rate of pay and will maintain their step increase date.
Direct Deposit
All newly hired regular employees shall authorize payment by Direct Deposit within thirty
(30) days of employment. Employees may temporarily stop Direct Deposit in emergency
situations with at least seven (7) days' notice before a scheduled payday, but must restart
within three months.
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 between the United States and Canada.
The consequence for employees who become ineligible to cross the border will be
determined on a case -by -case basis.
Disciplinary Suspensions
If a FLSA-exempt employee is subject to unpaid disciplinary suspension, it shall be in
increments of full work -weeks, unless the infraction leading to the suspension is for a
violation of a safety rule of major significance.
Section 5: SCHEDULING Groups A and B
Work Schedule
The basic workweek shall consist of seven consecutive days beginning on Sunday at
12:00 a.m. and ending on Saturday at midnight. The normal work schedule shall customarily
be eight (8) hours per day and five (5) consecutive days per week. Hours of operation may
vary between departments and divisions in order to better serve the public.
Alternative Schedules
Either an employee or the County may request an alternative schedule which modifies the
hours and the basic workday or workweek from the department standard to attend to County
business or to accommodate a different schedule. Alternative scheduling requires the
mutual agreement of the employee and the department head. FLSA non-exempt (overtime
eligible) employees shall document their written agreement to vary the basic workweek (i.e.
9/80 schedule) and must not exceed 80 hours in a pay period. FLSA non-exempt employees
may not accumulate or not take lunch and/or rest breaks in order to shorten the workday or
work week.
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Flex Time
By mutual agreement of the employee and the department head or designee, and prior
approval, employees may flex their time in order to attend to personal matters. 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. FLSA non-exempt employees may not accumulate or skip
lunch or rest breaks in order to shorten the workday or work week.
Section 6: LEAVES
Paid Time Off (PTO) Bank (Groups A, B, E, Health Officer and District Court
Commissioner)
Recent developments in state paid leave law, and a desire to offer our employees more
flexibility in how they utilize their accruals, have led us to make a change in our accrual
system. Beginning January 2023, all eligible employees will, in lieu of accruing vacation,
sick and personal holiday, accrue time into a Paid Time Off (PTO) bank.
PTO Accrual
Accruals for 1.0 FTEs are subject to meeting benefits eligibility as referenced in
Section 7 and 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 Unrepresented position will have their
accrued and available vacation hours placed in a PTO bank.
Employment Year Accrual Rate/Month
1 st _ 4th year 18.00 hours
5th _ gth year 21.33 hours
loth + year 24.67 hours
Medical Examiner PTO
Refer to Addendum B.
Part -Time Employees
Part-time employees' PTO accrual rate will be pro -rated per currently assigned, but
not more than their budgeted FTE.
PTO Accrual Grandfathering
Current PTO eligible employees, as of December 31, 2022, will continue to accrue
PTO on the following schedule:
Accrual Rate/month
Department Heads 26.00 hours
Managers Accrual Rate/month
During 1st through 4th employment year 21.33 hours
During 5th and subsequent years 24.67 hours
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PTO Accrual Exception
Prior regular County employment may be considered when determining employment
year as well as prior related public service employment. Exceptions for prior related
public service require submittal to Human Resources and Executive approval.
Paid Time Off Usage
PTO hours may be requested to be used as accrued and approved. In the event an
employee needs PTO for an illness or to care for a family member, the employee
should give their supervisor as much notice as possible.
Paid Time Off Bank Carryover/Cash Out
No more than 330 PTO hours at the end of the business day on December 31 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 County Executive or
designee, up to 40 hours of PTO anticipated to be above the 330 hours carry over
maximum can be cashed out each calendar year. Requests for cash out must be
submitted by November 30 and will be paid in December. Upon separation, hours in
the PTO bank will be cashed out at 100%.
Paid Time Off Cash Out for 15+ Year Employees
Employees who have been employed by the County for 15 or more continuous years,
may cash out up to 40 hours of PTO annually regardless of PTO balance. Requests
for cash out must be submitted by November 30 and will be paid in December.
PTO Leave Sharing
Employees may donate any amount of Paid Time Off each year to employees eligible
to receive leave donations. (Policy AD139500Z)
Sick Leave Bank
Employees hired before December 31, 2022 and transitioning to PTO leave will maintain
their accrued and available sick leave hours in a bank. Per the County's Offering Paid Sick
Leave policy, sick leave hours can be used to cover absences due to: Employee's illness
(mental or physical), injury, or health condition, and for preventive care; Employee's care for
a family member's illness (mental or physical), injury, or health condition, and for preventive
care; Public health closures of County facilities or a dependent's school or care facility;
Absences due to domestic violence, sexual assault, or stalking.
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 percent (25%), or fifty percent (50%) if hired before May 15, 1984.
Employees must give at least two (2) weeks' notice prior to separation to be eligible for sick
leave cash out.
District Court Judge, Superior Court Commissioner and Court Reporter Sick
Leave
Refer to Addendum B.
Short -Term Disability Bank
With recent developments in state paid leave law, the short-term disability bank will be
discontinued. Employees with a short-term disability bank as of December 31, 2022 will
2026-202 7 Unrepresented Resolution Amendment Page 9 of 17
maintain this bank and may have access to it for qualifying reasons, including intermittent
use, following three (3) consecutive days of PTO or frozen sick leave.
Holidays
Whatcom County follows the State holiday schedule (RCW 1.16.050) in addition to the day
before Christmas. 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.
Part -Time Employee Holiday Pay
Part-time employees will receive holiday pay based on their currently assigned, but
not more than their budgeted FTE.
Working on a Holiday
Employees who are required to work on a holiday shall receive compensatory time at
the rate of two hours for each hour worked, in addition to holiday pay. Employees
are not eligible for an Emergency Response Stipend for work on a holiday.
Compensatory time can be used at a mutually agreeable time. Unused compensatory
time earned before December 31 shall be carried forward and must be used in the
following year. Employees unable to use compensatory time by the end of the
following year due to a County emergency are eligible to carry the hours forward for
one additional year. Unused compensatory time earned under this provision will be
cashed out upon separation of employment.
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 leave
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 as permitted by law and will apply toward an employee's
entitlement for each type of leave that may be applicable.
Maternity/Paternity Leave
The County provides leave consistent with WA State and Federal Leave laws.
Physician Certifications
The County may require physician certifications in accordance with state and federal
guidelines.
WA State Paid Family and Medical Leave
The County participates in the Washington State Paid Family and Medical Leave insurance
program. Employees shall coordinate leave under this program with Human Resources.
Bereavement Leave
In the event of a death in the employee's immediate family, the employee shall be granted
up to five (5) days off (maximum of forty hours), of bereavement leave without loss of pay.
For purposes of this section, "immediate family" includes the employee's:
Spouse, State -registered domestic partner, or registered spousal equivalent;
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Child or parent (including step relationships);
Sibling (including step);
Grandchild or grandparent (including step); and
The same relatives of the employee's spouse or State -registered domestic partner.
Employees who wish to designate a spousal equivalent must register that relationship with
Administrative Services — Human Resources on the appropriate form before using
bereavement leave.
Jury Duty
Employees will be paid their normal wages if they are off work for jury duty.
Civil Leave
Civil leave with pay shall be allowed to permit an employee to testify in any federal, state or
municipal court when a subpoena compels such testimony and such testimony is on behalf
of Whatcom County or is in connection with a matter in which Whatcom County is a party.
Military Leave
In accordance with State law, employees are entitled to 21 workdays of paid military leave
annually, measured from October 1 through September 30. For longer military leaves,
employees may use PTO and/or compensatory time, and may take an unpaid leave of
absence without first using paid leaves. In accordance with Federal Law, employees are
entitled to up to five (5) years of unpaid military leave with specified return to work rights
when called to active duty.
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.
Absence Due to Adverse Weather
An 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 their payroll preparer before the department's payroll
cut-off time (Policy AD139010Z).
Section 7: HEALTH AND WELFARE BENEFITS
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, PTO
bank, STD bank, sick leave, 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
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employees. Compensation earned in one (1) calendar month provides health and welfare
benefit coverage in the following month unless stipulated otherwise in plan documents.
Lump sum cash out of accruals upon termination of employment is not considered
compensable hours for any purpose of eligibility or contribution. 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.
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.
A) Medical — Washington Teamsters Welfare Trust Plan "B".
B) Dental — Washington Teamsters Welfare Trust Dental Plan "A".
C) Vision — NBN Vision Plan with Washington Teamsters Welfare Trust.
D) Life insurance —employee only coverage with Standard Life Insurance in the face
amount of $50,000.
E) Waiver of Contributions — Washington Teamsters Welfare Trust Disability Waiver
of Contributions Extension.
F) Plan D Time Loss — Washington Teamsters Welfare Trust Employee $100 per
week time loss.
Part -Time Employee's Benefits Coverage
Employees will pay a pro -rated amount of the County's contribution, based on their FTE, for
A. Medical, B. Dental, C. Vision, E. Waiver of Contributions, and F. Plan D Time Loss through
payroll deduction utilizing the Flex 125 program. The County will pay the full contribution for
D. Life Insurance. The requirement for pro -rated contributions does not apply to Public
Health Officers, Court Reporters, or Whatcom County Council members.
Section 8: RETIREMENT AND OTHER BENEFITS
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.
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 may, within sixty (60) days of hire, elect to
contribute directly to the 401(a) Plan.
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.
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Employee Assistance Program
The County provides confidential counseling assessment services through an Employee
Assistance Program for employees and their immediate families.
Sheriff's Office Disability Plan (Group E Undersheriff)
The Undersheriff will be provided a substantially equivalent disability plan as that provided
to employees directly reporting to them.
Retirement Health Savings Plan. The County maintains a tax-free Retirement Health
Savings Plan (RHS) in accordance with IRS regulations. The County administers the RHS
plan consistent with the County's RHS plan documents. Contribution types, which are
mandatory within identified employee groups, may include, but are not limited to:
contribution of a percentage of base salary and PTO bank cash outs at voluntary separation
from County employment. The County may at its discretion identify additional recognized
groups of unrepresented employees to have one or more of the existing contribution types
applied.
Section': POLICY • ' PROVIDER
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 benefits under this Resolution shall become effective January 1, 2026 and
salaries shall become effective the first full pay period in January 2026 (January 4). 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.
BE IT FINALLY RESOLVED, that Resolution No. 2024-268 is hereby rescinded
effective January 1, 2026 and this Resolution shall become effective that same date.
APPROVED this 9th day of December, 2025.
ATTEST®®�J
m iiAT'c0.
c,✓ k-'
Cathy, Halka6 C Jl AA LoUPQ Qbuncil
HING
APPROVE'b AS T0. FORM:
Jesse Corkern (by email 11/25/25)/ic
Civil Deputy Prosecutor
2026-2027 Unrepresented Resolution Amendment
17
WHATCOM COUNTY COUNCIL
WHATCOM COUNTY, WASHINGTON
Kaylee Galloway, Council Chai
Page 13 of
Addendum A
2026 Salary Matrix for Unrepresented Employees
Annual Step Increase Eligible
(Effective January 4, 2026+2.75%)
GROUP
A: FLSA Non -Exempt Overtime Eligible
(Hourly)
RANGE
1
2
3
4
5
6
7
8
9
10
11
1
$26.07
$27.07
$28.09
$29.16
$30.27
$31.42
$32.61
$33.85
$35.14
$36.47
$37.86
2
$27.64
$28.69
$29.78
$30.91
$32.08
$33.30
$34.57
$35.88
$37.25
$38.66
$40.13
3
$29.30
$30.41
$31.56
$32.76
$34.01
$35.30
$36.64
$38.04
$39.48
$40.98
$42.54
4
$31.05
$32.23
$33.46
$34.73
$36.05
$37.42
$38.84
$40.32
$41.85
$43.44
$45.09
5
$32.92
$34.17
1 $35,47 1
$36.81 1
$38.21
1 $39.67
1 $41.17
$42.74
$44.36
1 $46.05
$47.80
6 1
$34.89
1 $36.22_1
$37.59
1 $39.02 1
$40.51
1 $42.04
$43.64
$45.30
$47.02
$48.81
$50.66
GROUP
B: FLSA Exempt from Overtime (Monthly} *except for shaded in Range
7
RANGE
1
2
3
4
5
6
7
8
9
10
11
7
$6,410
$6,654
$6,907
$7,169
$7,442
$7,724
$8,018
$8,323
$8,639
$8,967
$9,308
8
$6,795
$7,053
$7,321
$7,599
$7,888
$8,188
$8,499
$8,822
$9,157
$9,505
$9,866
9
$7,203
$7,476
$7,760
$8,055
$8,362
$8,679
$9,009
$9,351
$9,707
$10,076
$10,458
10
$7,635
$7,925
$8,226
$8,539
$8,863
$9,200
$9,550
$9,912
$10,289
$10,680
$11,086
11
$8,093
$8,400
$8,720
$9,051
$9,395
$9,752
$10,123
1 10,507
$10,907
$11,321
$11,751
12
1 $8,579
$8,905
$9,243
$9,594
$9,959
$10,337
$10,730
$11,138
$11,561
$12,000
$12,456
13
$9,093
$9,439
$9,797
$10,170
$10,556
$10,957
$11,3741
$11,806
$12,255
$12,720
$13,204
14
$9,639
$10,005
$10,385
$10,780
$11,190
$11,615
$12,056
$12,514
$12,990
$13,483
$13,996
15
$10,217
$10,605
$11,008
$11,427
$11,861
$12,312
$12,780
$13,265
$13,769
$14,2921
$14,836
16
$10,830
$11,242
$11,669
$12,112
$12,573
$13,050
$13,546
$14,061
$14,595
$15,150
$15,726
17
$11,480
$11,916
$12,369
$12,839
$13,327
$13,833
$14,359
$14,905
$15,471
$16,059
$16,669
18
$12,169
$12,631
$13,111
$13,609
$14,127
$14,663
$15,221
$15,799
$16,399
$17,023
$17,669
19
$12,899
$13,389
$13,898
$14,426
$14,974
$15,543
$16,1341
$16,747
$17,383
$18,044
$18,730
20
$13,673
$14,192
$14,732
$15,292
$15,873
$16,476
$17,102
1 $17,752
$18,426
$19,127
$19,853
GROUP C. Flat Rate Positions (Effective January 4, 2026 +2.75%)
Court Reporter (.875 FTE)
Health Officer (.6 FTE)
801
$8,390
802
$10,447
GROUP D Court Commissioner
Range 7/1/2025 761/2026
902 $15,831 $16,309 (80% of Superior Court Judge Salary)
903 $ 17,809 $18,347 (90% of Superior Court Judge Salary)
904 $ 16,015 $16,499 (85% of District Court Judge Salary)
Salaries are set by the WA Citizens' Commission on Salaries for Elected Officials
GROUP E: Undersheriff Annual Step Increase (Jan. 4, 2026 4-2.75%+ 3.25% market}
Range 1 2 j 3 4 1 5 1 6 7 8 9
690 $14,309 1$14,856 1$15,420 1 $16,004 $16,597
GROUP F Medical Examiner
Range 1/4/2026
710 $29,104
2026-2027 Unrepresented Resolution Amendment Paae 14 of
17
2027 Salary Matrix for Unrepresented Employees
Annual Step Increase Eligible (Effective January 3, 2027 +2.5%)
GROUP
A: FLSA Non -Exempt Overtime Eligible
(Hourly)
RANGE
1 1
2
3
4
5
6
7
8
9
10
11
1
$26,73
$27.74
$28.80
$29.89
$31.03
$32.20
$33.43
$34.70
$36.02
$37.39
$38.81
2
$28.33
$29.41
$30.52
$31.68
$32.89
$34.14
$35.43
$36.78
$38.18
$39.63
$41.14
3
$30.03
$31.17
$32.35
$33.58
$34.86
$36.18
$37.56
$38.99
$40A7
$42.01
$43.60
4
$31.83
$33.04
$34.30
$35.60
$36.95
$38.36
$39.81
$41.33
$42.90
$44.53
$46.22
5
$33.74
$35.02
$36.35
$37.74
$39.17
$40.66
$42.20
$43.81
$45.47
$47.20
$48.99
6 1
$35.77
1 $37.12
$38.53 1
$40.00
1 $41.52
$43.10
1 $44.74
1 $46.43
1 $48.20
1 $50.03
$51.93
GROUP
B: FLSA Exempt from Overtime
(Monthly) *except for shaded
in Range 7
RANGE
1
2
3
4
5
6
7
8
9
10
11
7..
$6,571
$6820
$7,079
$7,349
$7,628
$7,918
$8,218
$8,531
$8,855
$9,191
$9,541
8
$6,965
$7,230
$7,504
$7,789
$8,085
$8,393
$8,712
$9,043
$9,386
$9,743
$10,113
9
$7,383
$7,663
$7,955
$8,257
$8,571
$8,896
$9,234
$9,585
$9,949
$10,327
$10,720
10
$7,826
$8,123
$8,432
$8,752
$9,085
$9,430
$9,788
$10,160
$10,546
$10,947
$11,363
11
$8,295
1 $8,610
$8,938
$9,277
$9,630
$9,996
$10,376
$10,770
$11,179
$11,604
$12,045
12
$8,793
$9,127
$9,474
$9,834
$10,208
$10,596
$10,998
$11,416
$11,850
$12,300
$12,768
13
$9,321
$9,675
$10,042
$10,424
$10,820
$11,231
$11,658
$12,101
$12,561
$13,038
$13,534
14
$9,880
$10,255
$10,645
$11,049
$11,469
$11,905
$12,358
$12,827
$13,315
$13,821
$14,346
15
$10,473
$10,871
$11,284
$11,712
$12,157
$12,619
$13,099
$13,597
$14,113
$14,650
$15,206
16
$11,101
$11,523
$11,961
$12,415
$12,887
$13,377
$13,885
$14,413
$14,960
$15,529
$16,119
17
$11,767
$12,214
$12,678
$13,160
$13,660
$14,179
$14,718
$15,277
$15,858
$16,460
$17,086
18
$12,473
$12,947
$13,439
$13,950
$14,480
$15,030
$15,601
$16,194
$16,809
$17,448
$18,111
19
$13,221
$13,724
$14,245
$14,787
$15,349
$15,932
$16,537
$17,166
$17,818
$18,495
$19,198
20
$14,015
$14,547
$15,100
$15,674
$16,269
1$16,888
$17,529
$18,196
$18,887
$19,605
$20,350
GROUP C: Flat hate Positions (Effective January 3, 2027 +2.5%1
Court Reporter (.875 FTE)
I Health Officer (6 FTE)
801 1 $8, 600
1 802 $10,708
GROUP D: Court Commissioner
Range 711120215, 7/f/2027
902 $16,309 TBD (80% of Superior Court Judge Salary)
903 $18,347 TBD (90% of Superior Court Judge Salary)
904 $16,499 TBD (85% of District Court Judge Salary)
Salaries are set by the WA Citizens' Commission on Salaries for Elected Officials
GROUP
E: Undersheriff Annual Step Increase (Jan. 3, 2027 +2.5%+ 1% market) . ,.
Range
1 2 8 4 5
6 1 7 81 9
690
IIIIIIIIIIIIJIM111111111M $14,814
1$15,379 $15,964 $16,568 $17,182
GROUP F: Medical Examiner
Rangy i/3/2U27
710 $29,832
2026-2027 Unrepresented Resolution Amendment Page 15 of
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Addendum B
Sick Leave Accruals
For the purpose of sick leave benefits, sick leave shall accrue to each 1.0 FTE employee
from their date of hire in the amount of eight (8) hours for each month of employment, if
benefits eligibility criteria are met, to a maximum of nine hundred and sixty (960) hours
except as outlined below.
District Court Judge
Pursuant to RCW 3.34.100, District Court Judges shall accrue sick leave at the same rate
as other county employees to a maximum of nine hundred and sixty (960) hours at the end
of the business day on December 31 which shall be allowed to accrue up to one thousand
and fifty-six (1,056) hours (960 + up to 96 hours annual accrual) of sick leave during the
following year. The maximum reverts back to no more than nine hundred and sixty (960)
hours at the end of the business day on December 31. Additionally, 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.
Sick Leave Accrual Maximum
Employees who have accrued nine hundred and sixty (960) hours at the end of the business
day on December 31 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 following year.
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 business
day on December 31.
Excess Sick Leave Contributions
Employees who have at least 960 hours in their sick leave bank at the beginning and end of
the calendar year (or at the beginning of a calendar year and upon termination in that same
year) will receive a contribution into their 457 deferred compensation 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, minus hours used, multiplied by 25%, multiplied by the
hourly rate at year-end, equals the 457 contribution. Employees eligible for a contribution
must be enrolled in a 457 deferred compensation plan prior to February 1 of the following
year (or at termination, if earlier) to receive the contribution, or the 457 contribution will be
forfeited.
Sick Leave Usage
Eligible employees may request sick leave as accrued and may use it in increments of less
than one scheduled workday for a covered purpose (Policy AD139400Z).
2026-2027 Unrepresented Resolution Amendment Page 1.6 of
17
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 AD139400Z).
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.
Leave Sharing Program. Employees may donate any amount of accrued sick leave each
year to employees eligible to receive leave donations (Policy AD139500Z).
The District Court Commissioner shall be eligible for the same combined PTO leave as
other Unrepresented employees and as outlined in Section 6 Leaves of the Unrepresented
Resolution.
The Medical Examiner shall accrue time into a Paid Time Off (PTO) bank in the amount of
20.00 hours per month. Accruals are subject to meeting benefits eligibility as referenced in
Section 7. PTO hours may be requested and used as accrued and approved. No more
than 330 PTO hours at the end of the business day on December 31 can be carried over
to the following calendar year; any additional hours are forfeited. If funds exist in the
department's current budget and with County Executive approval, up to 40 hours of PTO
anticipated to be above the 330 hours carry over maximum can be cashed out each
calendar year. Requests for cash out must be submitted by November 30 and will be paid
in December. Upon separation, hours in the PTO bank will be cashed out at 100%.
2026-2027 Unrepresented Resolution Amendment Page 17 of
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