HomeMy WebLinkAboutResolution merit pay flsa exempt JEFFERSON COUNTY
BOARD OF COUNTY COMMISSIONERS
AGENDA REQUEST
TO: Board of County Commissioners
FROM: Mark McCauley, County Administrator
Sarah Melancon,Human Resources Director
DATE: 14 October 2024
SUBJECT: Repealing and Replacing Resolution 34-23 re: Merit Pay for FLSA and
Union Exempt Management and Professional Employees
STATEMENT OF ISSUE:
On August 21, 2023, the Board of County Commissioners approved Resolution 34-23 which, in addition to
longevity and pay increases, granted Department Heads the ability to award a merit increase of one
additional step for FLSA and Union Exempt employees. The purpose of merit pay is to recognize an
employee who consistently goes above and beyond the expectations of their position. However,one
condition of the merit increase was that the anniversary date of the employee would be changed to the date
of the award, thereby extending the date of their annual step increase by twelve months. Additionally, no
mechanism was established to recognize those employees deserving of merit pay already at the top step in
their grade.
ANALYSIS:
In practice, changing an anniversary date when merit pay is awarded and the inability to assign merit pay to
an employee at top step does not accomplish the intended purpose of this benefit—to recognize exemplary
work and provide an accelerated step increase. If a person receives merit pay and their anniversary date is
changed,there is generally no difference to their annual pay rate. Employees already at the top step are
currently excluded from the merit benefit altogether.
RECOMMENDATION:
Repeal and Replace Resolution 34-23 for FLSA and Union Exempt employees as follows: remove the
condition that awarding a merit increase changes an employee's anniversary date and include the ability for
an employee at top step to receive a merit pay premium of 3%.
REVIEWED BY:
/O
Mark McCeoey, County Administmt Date
STATE OF WASHINGTON
County of Jefferson
In the Matter of Repealing and Replacing
Resolution No. 34-23 Longevity Pay, Personal
Time Off(PTO) and the 2023 Salary Schedule RESOLUTION NO.
and Adopting the 2024, 2025, & 2026 Salary
Schedules for the FLSA and Union Exempt
Management and Professional Employees
WHEREAS,the Board of Commissioners sets the compensation and benefits of the FLSA Exempt
and Union Exempt Management and Professional employee positions of Jefferson County; and
WHEREAS,after review by the County Administrator and the Board of Commissioners it has been
determined that the compensation and benefits for FLSA Exempt and Union Exempt Management and
Professional employee positions need to be comparable and equitable in order to ensure consistency and
parity with other employee positions and to keep compensation and benefits for these positions at a rate
that will allow the County to retain and recruit employees for these positions; and
WHEREAS, on July 17, 2023, the County Commissioners adopted Resolution No. 30-23 in the
matter of establishing objectives and procedures for the 2024-2025 Biennial County Budget,including a
budget priority to maintain a professional county workforce; and
WHEREAS, the Board of Commissioners set the amount of Longevity Pay for FLSA and Union
Exempt Management and Professional positions of Jefferson County by passage of Resolution No. 78-21
which established longevity pay as follows:
Upon Employee completion of the following years of employment,the Employer shall pay,
as an annual longevity bonus,the amounts which follow to eligible Employees at the pay
period which follows their anniversary date or month of employment. Employees once
eligible for longevity shall be paid the lump sum amount the month following their
anniversary month and should they terminate prior to their anniversary date a lump sum of
the remaining earned but unpaid longevity payment shall be included in the Employee's
final paycheck.
5 years of employment shall receive $600
10 years of employment shall receive $1,000
15 years of employment shall receive $1,400
20 years of employment shall receive $1,800
25 years of employment shall receive $2,200; and
WHEREAS,the Board of Commissioners set the Personal Time Off(PTO)accrual rate of the FLSA
and Union Exempt Management and Professional positions of Jefferson County by passage of Resolution
No. 77-21 in order to keep the total compensation and benefits of FLSA Exempt and Union Exempt
employee positions comparable and equitable; and
1
NOW THEREFORE, BE IT RESOLVED BY THE BOARD OF COUNTY
COMMISSIONERS OF JEFFERSON COUNTY, STATE OF WASHINGTON:
Section 1. Findings of Fact. The Jefferson County Board of Commissioners hereby adopts the above
"Whereas"clauses as Findings of Fact.
Section 2. Repeal and Replacing Resolution No. 34-23. The Board of County Commissioners hereby
repeals and replaces Resolution No. 34-23, adopted on August 21, 2023, with this Resolution.
Section 3. This Resolution 34-23 Adds Additional Benefits to Resolution 34-23, as Shown Below:
Department Heads shall have the ability to award a Merit Increase of one additional step,provided
that: (1)the employee must have a minimum of two years of service in their current position;(2)
the increase must be based on skills,ability,and a positive performance review;(3)if a FLSA and
Union Exempt employee moves from one classification to another classification, the employee
may be eligible for an additional one step bump per classification; (4) the employee shall retain
their current step anniversary date;(5) if an employee is at the top step of the classification, the
employee may receive a one-time 3% merit pay premium in that classification as described in
Section 5, below.
Section 4. Longevity Pay. Effective the first pay period of 2024, FLSA Exempt and Union Exempt
Management and Professional employees of the County have been eligible to receive longevity pay similar
to union-represented County employees by adding additional increments to Longevity Pay as follows:
Upon Employee completion of the following years of employment, the
Employer shall pay, as an annual longevity bonus, the amounts which
follow to eligible Employees at the pay period which follows their
anniversary date or month of employment. Employees once eligible for
longevity shall be paid the lump sum amount the month following their
anniversary month and should they terminate prior to their anniversary date
a lump sum of the remaining earned but unpaid longevity payment shall be
included in the Employee's final paycheck.
5 years of employment shall receive $600
10 years of employment shall receive $1,000
15 years of employment shall receive $1,400
20 years of employment shall receive $1,800
25 years of employment shall receive $2,200
30 years of employment shall receive $2,600
35 years of employment shall receive $3,000
40 years of employment shall receive $3,400
45 years of employment shall receive $3,800
Section 5. Merit Pay. As of August 21, 2023, when Resolution No. 34-23 was adopted, Department
Directors have the ability to award a Merit Increase of one additional step,provided that: (1)the employee
must have a minimum of two years of service in their current position;(2)the increase must be based on
skills,ability,and a positive performance review;(3)if a FLSA and Union Exempt employee moves from
one classification to another classification,the employee may be eligible for an additional one step bump
per classification;(4)the employee shall retain their current step anniversary date;(5)if an employee is at
the top step of the classification, the employee may receive a one-time 3% merit pay premium in that
classification.
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Section 6.Personal Time Off(PTO)Accrual Schedule. As of August 21,2023,when Resolution No. 34-
23 was adopted,in addition to the current Personal Time Off(PTO)accrual schedule,FLSA Exempt and
Union Exempt Employees shall receive one additional eight(8)hour Personal Time Off(PTO)floater that
must be used within the calendar year as shown below:
Completed PTO Yearly Maximum hours earned PTO Bank Maximum
Months of Accrual Maximum per straight time hour of Hours/(days)
Employment Hours/(days)* employment. (PTO is
earned hourly and posted
monthly.)
0 thru 36 168/ 21 0.0808 280/ 35
37 thru 60 192/ 24 0.0923 320/ 40
61 thru 120 216/ 27 0.1038 360/ 45
121 thru 180 240/ 30 0.1154 400/ 50
181 thru 240 264/ 33 0.1269 440/ 55
241 thru 300 264/ 33 0.1269 480/ 60
301+ 264/(33) 0.1269 520/(65)
*Calculated based on a standard scheduled work week of 40 hours,maximum 2,080 hours yearly.
All employees shall receive one (1) floater PTO day of eight (8) hours each January 1st of the calendar
year. The floater PTO day must be used during the calendar year and cannot be carried over to the next
year. For an employee working less than full time, the amount of floater PTO will be based on FTE.
Section 8.General Wage Increase. Effective August 1,2023,there was a general wage increase of 4%for
FLSA and Union Exempt Management and Professional employees.
Section 8.Wage Scale Restructured in 2024. Effective the first full pay period in 2024:(1)Steps 3,4,and
5 of the wage scale were dropped and the steps were renumbered beginning from Step 1 through Step 7;
and(2)for purposes of the restructuring of the wage table all employees in Steps 3,4,and 5 were placed in
the New Step 1 and have a new anniversary date of January 1 for future steps; and(3)FLSA and Union
Exempt Employees in steps 6 through 12 were placed in the New Step having the same wage rate as the
employee currently earned; and, (4)there was a general wage increase of 3%. The revised 2024 Exempt
Wage Matrix includes a total of seven steps.
Section 9. 2025 General Wage Increase. Effective the first full pay period in 2025 there was a general
wage increase of 2% for FLSA and Union Exempt Management and Professional employees.
Section 10.2026 General Wage Increase&Additional Step 8. Effective the first full pay period in 2026:
(1)a new step 8 was added to the wage matrix;and(2)there was a general wage increase of 3%for FLSA
and Union Exempt Management and Professional employees.The revised 2026 Exempt Wage Matrix was
revised to include a total of eight steps.
Section 11. Attachments A through D: Revised Exempt Wage Tables for 2023 through 2026. For years
2023,2024,2025 and 2026 annual salaries of the FLSA and Union Exempt Management and Professional
employees of the County have been set at the rates established in the revised Exempt Wage Tables as
shown in ATTACHMENTS A through D.
3
Section 12. Effective Date. This Resolution becomes effective 30 calendar days after approval by the
Board of Commissioners as indicated by their signatures and date below. Until that time,Resolution No.
34-23 as adopted on August 21, 2023, remains in effect.
Section 13. Severability. If any section,subsection,sentence,clause,phrase or section of this Resolution
or its application to any person or circumstance is held invalid, the remainder of this Resolution or its
application to other persons or circumstances shall be fully valid and shall not be affected.
Section 14. SEPA Categorical Exemption. This Resolution is categorically exempt from the State
Environmental Policy Act under WAC 197-I 1-800 (19).
(SIGNATURES FOLLOW ON THE NEXT PAGE)
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JEFFERSON COUNTY WASHINGTON [OTHER PARTY HERE]
Board of County Commissioners
Jefferson County, Washington
By: By:
Kate Dean,Chair Date Signature
By: Name:
Greg Brotherton, Commissioner Date
Title:
By: Date:
Heidi Eisenhour,Commissioner Date
SEAL:
ATTEST:
Carolyn Galloway, CMC Date
Clerk of the Board
Approved as to form only:
�• Cwodbji October 7, 2024
Philip C. Hunsucker, Date
Chief Civil Deputy Prosecuting Attorney
5
2024 FLSA UNION EXEMPT POSITIONS
POSITION TITLE GRADE
County Administrator(contract position) Flat Rate
Community Health Improvement Plan Executive Director Flat Rate
Community Health Improvement Plan Project Coordinator Flat Rate
Public Works Director/County Engineer MG23
Chief Civil or Criminal Deputy Prosecuting Attorney MG23
Undersheriff MG22
Central Services Director MG22
Deputy Prosecuting Attorney III MG22
Public Health Director MG22
Community Development Director MG22
Human Resources Director MG21
Jail Superintendent MG21
Engineering Services Manager/Assistant PW Director MG21
Deputy Director of Public Health MG21
County Finance Manager MG21
Port Hadlock Sewer-Wastewater Project Manager MG21
Juvenile Services Director MG20
Sheriff Chief Criminal Deputy MG20
Public Works Road Operations Manager MG20
Public Works Utility Manager MG20
Planning Manager MG20
Environmental Health &Water Quality Director MG20
Community Health Director MG20
Deputy Prosecuting Attorney II MG20
Emergency Management Director MG20
Building Official/Fire Marshal MG19
Deputy Prosecuting Attorney I MG19
District Court Administrator MG19
Road Maintenance Superintendent MG19
Solid Waste Manager MG19
Environmental Health Manager MG19
Water Quality Manager MG19
Public Health Finance Manager MG19
Public Health Supervisor MG19
Public Works Financial Manager MG19
Fleet Services Manager MG18
Planning Supervisor MG18
Principal Planner MG18
Accountant-Auditor MG18
Payroll Services Manager MG18
Sheriff Chief Civil Deputy MG18
Grants Administrator MG18
Therapeutic Courts Coordinator MG18
Page 1 of 2
2024 FLSA UNION EXEMPT POSITIONS
Parks& Recreation Manager MG17
Clerk of the Board MG17
Chief Deputy/Office Supervisor-Assessor MG17
Chief Deputy/Office Supervisor-Auditor MG17
Chief Deputy/Office Supervisor-Clerk MG17
Chief Deputy/Office Supervisor-Treasurer MG17
Confidential Secretary-Sheriff MG17
Administrative Services Manager- DCD MG17
Human Resources Analyst II MG17
Superior Court Administrator MG16
Public Records Administrator MG16
Human Resources Analyst I MG16
Public Information Specialist- BOCC MG16
Deputy Clerk of the Board DCOB
Executive Assistant EA
Executive Secretary II ESII
Executive Secretary I ESI
Page 2 of 2
APPENDIX 'A'
EXEMPT WAGE TABLE EFFECTIVE AUG 1, 2023
Increase 4% 3 4 5 6 7 8 9 10 11 12
3% 3% 3% 3% 3% 3% 3% 3% 3%
MG11 3,732.57 3,844.55 3,959.88 4,078.68 4,201.04 4,327.08 4,456.89 4,590.59 4,728.31 4,870.16
MG12 4,012.50 4,132.88 4,256.86 4,384.57 4,516.11 4,651.59 4,791.13 4,934.86 5,082.92 5,235.40
MG13 4,313.44 4,442.85 4,576.14 4,713.42 4,854.81 5,000.47 5,150.48 5,304.99 5,464.14 5,628.06
MG14 4,636.95 4,776.06 4,919.35 5,066.92 5,218.93 5,375.50 5,536.76 5,702.87 5,873.95 6,050.17
MG15 4,984.73 5,134.27 5,288.30 5,446.95 5,610.35 5,778.67 5,952.02 6,130.58 6,314.51 6,503.93
MG16 5,358.58 5,519.34 5,684.92 5,855.47 6,031.13 6,212.07 6,398.42 6,590.38 6,788.09 6,991.73
MG17 5,760.48 5,933.29 6,111.29 6,294.63 6,483.47 6,677.98 6,878.31 7,084.67 7,297.20 7,516.12
MG18 6,192.50 6,378.28 6,569.63 6,766.72 6,969.73 7,178.82 7,394.18 7,616.00 7,844.48 8,079.82
MG19 6,656.95 6,856.66 7,062.36 7,274.23 7,492.45 7,717.23 7,948.75 8,187.21 8,432.83 8,685.81
MG20 7,156.22 7,370.91 7,592.04 7,819.80 8,054.39 8,296.03 8,544.91 8,801.25 9,065.30 9,337.24
MG21 7,692.93 7,923.73 8,161.43 8,406.28 8,658.47 8,918.22 9,185.77 9,461.34 9,745.18 10,037.54
MG22 8,269.90 8,518.01 8,773.54 9,036.75 9,307.85 9,587.08 9,874.70 10,170.94 10,476.07 10,790.35
MG23 8,890.15 9,156.86 9,431.56 9,714.50 10,005.94 10,306.12 10,615.30 10,933.76 11,261.78 11,599.63
MG24 9,556.90 9,843.61 10,138.92 10,443.09 10,756.38 11,079.07 11,411.44 11,753.79 12,106.40 12,469.59
Hourly Exempt
DCOB 28.64 30.08 31.58 33.17 34.81 35.86 36.95 38.04 39.20 40.37
EA 26.05 27.35 28.72 30.15 31.66 32.61 33.59 34.60 35.63 36.70
E51 23.01 24.15 25.37 26.62 27.96 28.80 29.67 30.56 31.47 32.42
ESII 23.69 24.88 26.14 27.44 28.80 29.67 30.56 31.47 32.42 33.39
MG15 28.76 29.63 30.52 31.43 32.37 33.34 34.35 35.38 36.44 37.53
MG16 30.92 31.85 32.80 33.79 34.80 35.85 36.92 38.03 39.17 40.35
MG17 31.96 32.92 33.91 34.93 35.97 37.05 38.16 39.31 40.49 41.70
APPENDIX'B'
EXEMPT WAGE TABLE EFFECTIVE JANUARY 1,2024* Increase 3%
Increase
from prior
year 3% 1 2 3 4 5 6 7
3% 3% 3% 3% 3% 3% 3%
MG11 4,201.04 4,327.07 4,456.89 4,590.60 4,728.31 4,870.16 5,016.26
MG12 4,516.11 4,651.59 4,791.14 4,934.86 5,082.91 5,235.41 5,392.46
MG13 4,854.82 5,000.45 5,150.48 5,304.99 5,464.14 5,628.06 5,796.90
MG14 5,218.93 5,375.50 5,536.77 5,702.86 5,873.96 6,050.17 6,231.68
MG15 5,610.36 5,778.66 5,952.03 6,130.58 6,314.50 6,503.95 6,699.05
MG16 6,031.13 6,212.06 6,398.43 6,590.37 6,788.09 6,991.73 7,201.48
MG17 6,483.47 6,677.97 6,878.32 7,084.66 7,297.21 7,516.12 7,741.60
MG18 6,969.72 7,178.82 7,394.18 7,616.01 7,844.48 8,079.81 8,322.21
MG19 7,492.46 7,717.22 7,948.75 8,187.21 8,432.83 8,685.81 8,946.38
MG20 8,054.39 8,296.02 8,544.91 8,801.26 9,065.29 9,337.26 9,617.36
MG21 8,658.47 8,918.22 9,185.77 9,461.34 9,745.18 10,037.54 10,338.67
MG22 9,307.85 9,587.09 9,874.69 10,170.94 10,476.07 10,790.35 11,114.06
M G 23 10,005.94 10,306.12 10,615.30 10,933.76 11,261.77 11,599.63 11,947.62
M G 24 10,756.38 11,079.07 11,411.44 11,753.78 12,106.40 12,469.59 12,843.68
HOURLY EXEMPT
DCOB 34.16 35.85 36.94 38.06 39.18 40.37 41.58
EA 31.05 32.61 33.59 34.60 35.64 36.70 37.80
ESI 27.42 28.79 29.66 30.56 31.47 32.41 33.39
ESII 28.26 29.66 30.56 31.47 32.41 33.39 34.40
MG15 32.37 33.34 34.35 35.38 36.44 37.53 38.66
MG16 34.80 35.85 36.92 38.03 39.17 40.34 41.55
MG17 37.41 38.53 39.69 40.88 42.11 43.37 44.67
* Drop Steps 3,4,5 from 2023 table
Renumber Steps 1 - 7
Place dropped steps into new Step 1
Employees in Steps 3,4, 5 shall be placed in New Step 1, with new anniversary date of Jan 1 for future steps
Employees in steps 6-12 shall be placed in new step having the some wage rate as employee currently earns
Increase wage 3%
APPENDIX'C'
EXEMPT WAGE TABLE EFFECTIVE JANUARY 1,2025
Increase
from prior
year 2% 1 2 3 4 5 6 7
3% 3% 3% 3% 3% 3%
MG11 4285.07 4413.62 4546.03 4682.42 4822.88 4967.57 5116.59
MG12 4606.44 4744.63 4886.97 5033.56 5184.57 5340.12 5500.31
MG13 4951.92 5100.46 5253.49 5411.09 5573.43 5740.63 5912.84
MG14 5323.31 5483.01 5647.51 5816.92 5991.44 6171.18 6356.32
MG15 5722.57 5894.24 6071.08 6253.20 6440.79 6634.03 6833.04
MG16 6151.76 6336.31 6526.40 6722.18 6923.86 7131.57 7345.51
MG17 6613.14 6811.53 7015.89 7226.36 7443.16 7666.45 7896.44
MG18 7109.12 7322.40 7542.07 7768.34 8001.37 8241.41 8488.66
MG19 7642.31 7871.57 8107.73 8350.96 8601.49 8859.53 9125.31
MG20 8215.48 8461.95 8715.81 8977.29 9246.60 9524.01 9809.71
MG21 8831.64 9096.59 9369.49 9650.57 9940.09 10238.3 10545.45
MG22 9494.01 9778.84 10072.19 10374.36 10685.6 11006.16 11336.35
MG23 10206.06 10512.25 10827.61 11152.44 11487.01 11831.63 12186.58
M G 24 10971.51 11300.66 11639.67 11988.86 12348.53 12718.99 13100.56
HOURLY EXEMPT
DCOB 34.85 36.57 37.68 38.83 39.97 41.18 42.42
EA 31.68 33.27 34.27 35.30 36.36 37.44 38.56
ESI 27.97 29.37 30.26 31.18 32.10 33.06 34.06
ESII 28.83 30.26 31.18 32.10 33.06 34.06 35.09
MG15 33.02 34.01 35.04 36.09 37.17 38.29 39.44
MG16 35.50 36.56 37.66 38.79 39.95 41.15 42.39
MG17 38.16 39.30 40.48 41.70 42.95 44.24 45.57
APPENDIX 'D'
EXEMPT WAGE TABLE EFFECTIVE JANUARY 1,2026*
Increase
from prior
year 3% 1 2 3 4 5 6 7 8
3% 3% 3% 3% 3% 3% 3%
MG11 4413.63 4546.03 4682.42 4822.90 4967.57 5116.60 5270.09 5428.20
MG12 4744.64 4886.97 5033.58 5184.57 5340.11 5500.33 5665.32 5835.28
MG13 5100.48 5253.48 5411.10 5573.43 5740.64 5912.85 6090.23 6272.94
MG14 5483.01 5647.51 5816.94 5991.43 6171.19 6356.32 6547.01 6743.43
MG15 5894.25 6071.07 6253.22 6440.80 6634.02 6833.06 7038.04 7249.19
MG16 6336.32 6526.40 6722.20 6923.85 7131.58 7345.52 7565.88 7792.86
MG17 6811.54 7015.88 7226.37 7443.16 7666.46 7896.45 8133.34 8377.35
MG18 7322.40 7542.08 7768.34 8001.40 8241.42 8488.66 8743.32 9005.62
MG19 7871.58 8107.72 8350.97 8601.49 8859.54 9125.32 9399.07 9681.05
MG20 8461.95 8715.81 8977.29 9246.61 9524.00 9809.74 10104.01 10407.14
MG21 9096.59 9369.49 9650.58 9940.09 10238.30 10545.45 10861.82 11187.68
MG22 9778.84 10072.21 10374.36 10685.60 11006.17 11336.35 11676.45 12026.75
M G 23 10512.25 10827.62 11152.44 11487.02 11831.63 12186.58 12552.18 12928.75
M G 24 11300.66 11639.68 11988.87 12348.53 12718.99 13100.56 13493.58 13898.39
Hourly Exempt
DCOB 35.90 37.67 38.82 40.00 41.17 42.42 43.70 45.02
EA 32.64 34.27 35.30 36.36 37.46 38.57 39.72 40.92
ESI 28.81 30.26 31.17 32.12 33.07 34.06 35.09 36.15
ESII 29.70 31.17 32.12 33.07 34.06 35.09 36.15 37.24
MG15 34.02 35.04 36.10 37.18 38.29 39.44 40.63 41.85
MG16 36.56 37.66 38.79 39.95 41.15 42.39 43.66 44.97
MG17 39.30 40.48 41.70 42.95 44.24 45.57 46.93 48.34
* Add new Step 8
REDLINE
VERSION
DRAFT
STATE OF WASHINGTON �{ v�
County of Jefferson
In the Matter of Repealing and Replacing
Resolution' No. 34-23 Longevity Pay, Personal
Time Off(PTO)and the 2023 Salary Schedule RESOLUTION NO.
and Adopting the 2024, 2025,&2026 Salary
Schedules for the FLSA and Union Exempt
Management and Professional Employees
WHEREAS,the Board of Commissioners sets the compensation and benefits of the FLSA Exempt
and Union Exempt Management and Professional employee positions of Jefferson County;and
WHEREAS,after review by the County Administrator and the Board of Commissioners it has been
determined that the compensation and benefits for FLSA Exempt and Union Exempt Management and
Professional employee positions need to be comparable and equitable in order to ensure consistency and
parity with other employee positions and to keep compensation and benefits for these positions at a rate
that will allow the County to retain and recruit employees for these positions;and
WHEREAS, on July 17, 2023, the County Commissioners adopted Resolution No. 30-23 in the
matter of establishing objectives and procedures for the 2024-2025 Biennial County Budget, including a
budget priority to maintain a professional county workforce; and
WHEREAS,the Board of Commissioners set the amount of Longevity Pay for FLSA and Union
Exempt Management and Professional positions of Jefferson County by passage of Resolution No.78-21
which established longevity pay as follows:
Upon Employee completion of the following years of employment,the Employer shall pay,
as an annual longevity bonus,the amounts which follow to eligible Employees at the pay
period which follows their anniversary date or month of employment. Employees once
eligible for longevity shall be paid the lump sum amount the month following their
anniversary month and should they terminate prior to their anniversary date a lump sum of
the remaining earned but unpaid longevity payment shall be included in the Employee's
final paycheck.
5 years of employment shall receive $600
10 years of employment shall receive$1,000
15 years of employment shall receive $1,400
20 years of employment shall receive $1,800
25 years of employment shall receive $2,200; and
WHEREAS,the Board of Commissioners set the Personal Time Off(PTO)accrual rate of the FLSA
and Union Exempt Management and Professional positions of Jefferson County by passage of Resolution
No. 77-21 in order to keep the total compensation and benefits of FLSA Exempt and Union Exempt
employee positions comparable and equitable; and
Request was to Amend Resolution 34-23.However,the PAO recommends a repeal and replace so the substantive content
of the Resolution is located in one place for reader's convenience and quick reference.Changes are reflected in track
changes.
1
DF�
'I
fT
NOW THEREFORE, BE IT RESOLVED BY THE BOARD OF COUNTY
COMMISSIONERS OF JEFFERSON COUNTY, STATE OF WASHINGTON:
Section 1. Findings of Fact. The Jefferson County Board of Commissioners hereby adopts the above
"Whereas"clauses as Findings of Fact.
Section 2. Repeal and Replacing Resolution No. 34-23. The Board of County Commissioners hereby
repeals and replaces Resolution No. 34-23, adopted on August 21,2023,with this Resolution.
Section 3. This Resolution 34-23 Adds Additional Benefits to Resolution 34-23, as Shown Below:
Department Heads shall have the ability to award a Merit Increase of one additional step,provided
that: (1)the employee must have a minimum of two years of service in their current position; (2)
the increase must be based on skills,ability,and a positive performance review;(3)if a FLSA and
Union Exempt employee moves from one classification to another classification, the employee
may be eligible for an additional one step bump per classification;(4) if an emple.•ee re e:..e ,.,
ndditiA-nnlstep Kassa er:+ that de a shall be the 1 ' te« a t F II
�, .... .,.. ........ ....... ....w�xsscrv�ma, cn�Tcc� �cvP-ai:irirci3aiTanccc-ivran
the employee shall retain their current
step anniversary date:(S) i an employee is at the top step ofthe classification, the employee maw
receive a one-time 3%merit pay premium in that classification as described in Section S. below.
Section 4. Longevity Pay. Effective the first pay period of 2024, FLSA Exempt and Union Exempt
Management and Professional employees of the County have been eligible to receive longevity pay similar
to union-represented County employees by adding additional increments to Longevity Pay as follows:
Upon Employee completion of the following years of employment, the
Employer shall pay, as an annual longevity bonus, the amounts which
follow to eligible Employees at the pay period which follows their
anniversary date or month of employment. Employees once eligible for
longevity shall be paid the lump sum amount the month following their
anniversary month and should they terminate prior to their anniversary date
a lump sum of the remaining earned but unpaid longevity payment shall be
included in the Employee's final paycheck.
5 years of employment shall receive $600
10 years of employment shall receive$1,000
15 years of employment shall receive $1,400
20 years of employment shall receive $1,800
25 years of employment shall receive $2,200
30 years of employment shall receive $2,600
35 years of employment shall receive $3,000
40 years of employment shall receive$3,400
45 years of employment shall receive$3,800
Section 5. Merit Pay. As of August 21, 2023, when Resolution No. 34-23 was adopted, Department
Directors have the ability to award a Merit Increase of one additional step,provided that:(1)the employee
must have a minimum of two years of service in their current position;(2)the increase must be based on
skills,ability,and a positive performance review;(3)if a FLSA and Union Exempt employee moves from
one classification to another classification,the employee may be eligible for an additional one step bump
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per classification;(4)the employee shall retain their current step anniversary date;(5)if an employee is at
the top step of the classification, the employee may receive a one-time 3% merit pay premium in that
classification.2
Section 6.Personal Time Off(PTO)Accrual Schedule. As of August 21,2023,when Resolution No. 34-
23 was adopted, in addition to the current Personal Time Off(PTO)accrual schedule,FLSA Exempt and
Union Exempt Employees shall receive one additional eight(8)hour Personal Time Off(PTO)floater that
must be used within the calendar year as shown below:
Completed PTO Yearly Maximum hours earned PTO Bank Maximum
Months of Accrual Maximum per straight time hour of Hours/(days)
Employment Hours/(days)* employment. (PTO is
earned hourly and posted
monthly.)
0 thru 36 168/ 21 0.0808 280/ 35
37 thru 60 192/ 24 0.0923 320/ 40
61 thru 120 216/ 27 0.1038 360/ 45
121 thru 180 240/ 30 0.1154 400/ 50
181 thru 240 264/ 33 0.1269 440/ 55
241 thru 300 264/ 33 0.1269 480/ 60
301+ 264/(33) 0.1269 520/(65)
*Calculated based on a standard scheduled work week of 40 hours,maximum 2,080 hours yearly.
All employees shall receive one (1) floater PTO day of eight(8) hours each January 1st of the calendar
year. The floater PTO day must be used during the calendar year and cannot be carried over to the next
year. For an employee working less than full time,the amount of floater PTO will be based on FTE.
Section 8.General Wage Increase. Effective August 1,2023,there was a general wage increase of 4%for
FLSA and Union Exempt Management and Professional employees.
Section 8.Wage Scale Restructured in 2024. Effective the first full pay period in 2024:(1)Steps 3,4,and
5 of the wage scale were dropped and the steps were renumbered beginning from Step I through Step 7;
and(2)for purposes of the restructuring of the wage table al I employees in Steps 3,4,and 5 were placed in
the New Step I and have a new anniversary date of January 1 for future steps;and(3)FLSA and Union
Exempt Employees in steps 6 through 12 were placed in the New Step having the same wage rate as the
employee currently earned; and, (4)there was a general wage increase of 3%. The revised 2024 Exempt
Wage Matrix includes a total of seven steps.
Section 9. 2025 General Wage Increase. Effective the first full pay period in 2025 there was a general
wage increase of 2% for FLSA and Union Exempt Management and Professional employees.
Section 10.2026 General Wage Increase&Additional Step 8. Effective the first full pay period in 2026:
(1)a new step 8 was added to the wage matrix;and(2)there was a general wage increase of 3%for FLSA
and Union Exempt Management and Professional employees.The revised 2026 Exempt Wage Matrix was
revised to include a total of eight steps.
s New language is included here. Board of County Commissioners intend to offer additional benefit.
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Section 11.Attachments A through D: Revised Exempt Wage Tables for 2023 through 2026. For years
2023,2024,2025 and 2026 annual salaries of the FLSA and Union Exempt Management and Professional
employees of the County have been set at the rates established in the revised Exempt Wage Tables as
shown in ATTACHMENTS A through D.
Section 12. Effective Date. This Resolution becomes effective 30 calendar days after approval by the
Board of Commissioners as indicated by their signatures and date below.Until that time,Resolution No.
34-23 as adopted on August 21, 2023, remains in effect.
Section 13.Severability. If any section,subsection,sentence,clause,phrase or section of this Resolution
or its application to any person or circumstance is held invalid, the remainder of this Resolution or its
application to other persons or circumstances shall be fully valid and shall not be affected.
Section 14. SEPA Categorical Exemption. This Resolution is categorically exempt from the State
Environmental Policy Act under WAC 197-11-800 (19).
(SIGNATURES FOLLOW ON THE NEXT PAGE)
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JEFFERSON COUNTY WA HIN T N �{
S G O [OTHER PARTY HERE]
Board of County Commissioners
Jefferson County, Washington
By: By:
Kate Dean, Chair Date Signature
By: Name:
Greg Brotherton, Commissioner Date
Title:
By: Date:
Heidi Eisenhour, Commissioner Date
SEAL:
ATTEST:
Carolyn Galloway, CMC Date
Clerk of the Board
Approved as to form only:
Philip C. Hunsucker, Date
Chief Civil Deputy Prosecuting Attorney
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