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HomeMy WebLinkAbout53-1014-24R 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. 53-1014-24R and Adopting the 2024, 2025, & 2026 Salary Schedules for the FLSA and Union Exempt Mana ement and Professional Em to ees 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. 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 Pt 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 197-11-800 (19). (SIGNATURES FOLLOW ON THE NEXT PAGE) 4 JEFFERSON COUNTY WASHINGTON [OTHER PARTY HERE] \Pc Board of County Commissioners 0 Jefferson County, Washington By: /D/, By: Kate Dean, Chair Date Signature By• (J/N/Vi Name: otherton, Commissioner Date Title: By: � ` "l/ylay Date: eidi Eisenhour, Commissioner Date ..`''p1E1llllllll RJO ' SEAL: �'�tvFF .. ... .N c�'• _.� .•OpAMISS/c)•.' ATTEST: Oc' ..• ''�O w4 SH INGa#`'• ' tuuu„ttta.•• � '� c /0/y/Z Carolynjpalloway, CMC) Date Clerk of the Board Approved as to form only: �• C 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 ESI 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 10,93 3.76 11,261.77 11,599.63 11,947.62 MG24 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 same 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 PciU - 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 Mana•ement and Professional Em•to ees 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 DRAFT 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) subsequent♦welve m nth a a step adjustments.and 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 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 2 DRAFT 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 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. 2 New language is included here. Board of County Commissioners intend to offer additional benefit. 3 DRAFT 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) 4 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: Philip C. Hunsucker, Date Chief Civil Deputy Prosecuting Attorney 5 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: /0//2/1 Mark McC ey,County Administrat Date