SALARY AND BENEFIT RESOLUTION NO Effective Decanber 26, 1982

,.

SALARY

AND

BENEFIT RESOLUTION NO. 2870 Effective Decanber 26, 1982

i

November 29, 1982

Mr.

J a c k S. Block, P r e s i d e n t P o r t of S e a t t l e Commission P.O.

Box

1209

S e a t t l e , Washington 98111 Dear M r . Block:

I w i l l be unable t o a t t e n d t h e P o r t Commission meeting on December 1 4 , 1982.

f i n a l passage, r e s o l u t i o n s brought b e f o r e s a i d meeting i n c l u d i n g : P o r t of S e a t t l e S a l a r y and B e n e f i t R e s o l u t i o n and r e s o l u t i o n s de- c l a r i n g p e r s o n a l p r o p e r t y s u r p l u s .

t h e o f f i c i a l minutes of t h e meeting.

I consent t o p l a c i n g on second r e a d i n g and

P l e a s e e n t e r t h i s consent i n t o

A&+

^enry L. Kotkina

-

P o r t Comhrissioner

i

i

I

INDEX

RESOLUTION NO. 2870

Page No.

I. ESTABLISHING POSITIONS, CLASSIFICATIONS, AND SALARY RANGES 1

A. C l a s s i f i c a t i o n s of P o s i t i o n s .

. . .

¹

B. Graded S a l a r y Ranges.

. . .

¹

S c h e d u l e of S a l a r y Ranges

. . .

²

C. S a l a r y Rates, Ranges, and Allowances f o r Certain Nongraded P o s i t i o n s

. . .

1. P o l i c e and F i r e C l a s s i f i c a t i o n s .

. . . 2.

Marketing P o s i t i o n s

. . . a.

Regional Manager P o s i t i o n s L o c a t e d O u t s i d e t h e S e a t t l e Area O t h e r than J a p a n

. . .

b

.

^Japan Regional S t a f f

. . .

c. S e n i o r T r a n s p o r t a t i o n A d v i s o r a n d Certain R e g i o n a l P o s i t i o n s Based in S e a t t l e

. .

d. S p e c i a l Overseas Allowance.

. . . 3.

E x e c u t i v e P o s i t i o n s and Department D i r e c t o r s

. 4.

Legal S t a f f .

. . .

5 . S t u d e n t I n t e r n o r F o r e i g n T r a i n e e P o s i t i o n s

.

D. Amending Authorized P o s i t i o n s , C l a s s i f i c a t i o n s , and S a l a r y R a t e s and Ranges

. . . . . . _{. . .} . . . . . . . . . . . . . . . . . . . . . . . . ^{3 3} . . .

³

. . . . . .

³

³ . . . ³

. . . . . . ³

³

. . . . . . ³

³

. . . ⁴

11. ESTABLISHMENT AND ADMINISTRATION OF POSITION EVALUATION SYSTEM

4

111. PILLING VACANT POSITIONS AND SETTING SALARIES.

. . .

⁵

A. S e l e c t i o n Criteria.

. . .

⁵

B. F i l l i n g Vacant P o s i t i o n s .

. . .

⁵

C. S e t t i n g S a l a r i e s .

. . . ⁵

1. H i r e s . .

. . .

⁵

2. T r a n s f e r s .

. . .

⁵

I V . ESTABLISHMENT AND ADMINISTRATION OF SALARIES, ALLOWANCES ANDADJUSTMENTS.

. .

^{e .}

. . . . . . .

⁶

A. For S a l a r i e d Employees O t h e r Than Those

in

Nongraded F i r e and P o l i c e C l a s s i f i c a t i o n s and J a p a n Regional S t a f f

.

⁶ 1. P r o b a t i o n a r y S a l a r y Increases.

. . .

⁶

2. D i s c r e t i o n a r y Merit Fund A d m i n i s t r a t i o n .

. . .

⁶

3.

P r o m o t i o n a l A d j u s t m e n t s .

. . . ⁷

a. I n i t i a l Adjustment.

. . .

⁷

b . Secondary P r o m o t i o n a l Adjustment.

. . .

⁷

4.

Increases Following P o s i t i o n R e e v a l u a t i o n s

. . .

⁷

5. A d m i n i s t e r i n g S a l a r y Increases o r Allowances f o r P o s i t i o n s Which F a l l O u t s i d e Ranges

. . .

⁸

6. Temporary Pay f o r Replacements

. . .

⁸

B. S a l a r y Adjustments f o r Employees i n F i r e C l a s s i f i c a t i o n a .

. . .

⁸

1. I n c r e a s e s from E t o

D. . . .

⁸

2. Length-of-Service Increases for C e r t a i n C l a s s i f i c a t i o n s .

. ^a

a. B, C, and D C l a s s i f i c a t i o n s

. . .

⁸

b . L o n g e v i t y Pay f o r C e r t a i n F i r e C l a s s i f i c a t i o n s .

. . .

⁸

3.

F i r e Department D i f f e r e n t i a l s .

. . . ⁹

4.

O u t of C l a s s i f i c a t i o n Pay.

. . .

⁹

Rates o r Ranges Are E s t a b l i s h e d in E x h i b i t A.

. . . .

⁹

C. General Adjustments f o r A l l S a l a r i e d Employees Whose S a l a r y D. S p e c i a l J o b - r e l a t e d Add-on Allowance f o r Employees i n Certain Exempt P o s i t i o n s .

. . .

¹⁰

E. Payment f o r R e l o c a t i o n C o s t s .

. . .

¹⁰

V. ADMINISTRATION OF PAY PRACTICES.

. . .

A. C o n v e r s i o n o f S a l a r y Rates.

. . . B.

D e f i n i t i o n s o f Employment S t a t u s .

. . .

1. Permanent.

. . .

a. Full-Time Permanent

. . .

b. Part-Time Permanent

. . . 2.

Temporary.

. . .

C. A u t h o r i z e d Work S c h e d u l e s f o r Full-Time D. Extra Compensation.

. . .

1. Overtime

. . .

2. S h i f t D i f f e r e n t i a l

. . . 3.

Compensatory T i m e .

. . . . . . . . . . . . . . . . . . . . . . . .

Employees

. . . . . . . . . . . . . . .

¹⁰

. . .

¹⁰

. . . . . . . . . . . . . . . . . . . . . . . . . . . . . .

^{11 11 11 11 11 1 2 11 11 1 2 12}

D/815/24

- ^12/02/82

INDEX (cont.) RESOLUTION NO

.

²⁸⁷⁰

Page

No .

V I

.

ADMINISTRATION OF BENEFIT PROCRAM

. . . . . .

^{1 2}

A

.

Basic B e n e f i t s Provided f o r A l l Salaried Employees

. . .

^{1 2}

1

.

S o c i a l S e c u r i t y (FICA) Insurance

. . .

^{1 2}

2 .

I n d u s t r i a l Insurance o r Other Duty D i s a b i l i t y B e n e f i t s

. .

^{1 2}

3 .

Unemployment Compensation

. . .

^{1 2}

4

.

M i l i t a r y L e a v e

. . .

¹³

5 .

T r a n s p o r t a t i o n and Parking

. . .

¹³

B

.

B e n e f i t s Provided Permanent Employees

. . .

¹³

1

.

Retirement

. . .

¹³

2 .

Compensated Leave (Note regarding Leave Without Pay)

. . .

¹³

a

.

Civic Duty Leave

. . .

¹³

b

.

S i c k L e a v e

. . .

¹⁴

c .

Bereavement Leave

. . .

¹⁵

3 .

^Holidays

. . .

^{1 5} a

.

Employees Scheduled f o r Full-Time Work

. . .

^{1 5} b

.

^{Group C} F i r e f i g h t e r s

. . .

¹⁶

c

.

Part-Time Employees

. . .

¹⁶

d

.

Temporary Employees

. . .

¹⁶

e

.

Employees on Approved Leaves

. . .

¹⁶

4

.

Vacation With Pay

. . .

¹⁷

a

.

Scheduling of Vacation Leave

. . . ¹⁷

b

.

L i m i t s of Accumulating Vacation Leave

. . . ^{1 7}

c

.

Rates of Accrual

. . . ¹⁷

5

.

Payment f o r Accrued Leave a t Termination

. . .

¹⁸

a

.

Sick Leave

. . .

¹⁸

b

.

^Vacation

. . .

¹⁸

6 .

Insurance B e n e f i t s

. . .

¹⁸

a .

Medical Insurance f o r Employees Only

. . .

¹⁸

b

.

Medical Insurance f o r Dependents

. . .

^{1 9} c

.

L i f e Insurance

. . .

¹⁹

d

.

Long-Term D i s a b i l i t y Insurance

. . .

^{1 9}

e

.

Dental Insurance

. . .

^{1 9}

V I 1

.

EFFECTIVE DATE

. . .

^{1 9}

RESOLUTION NO. 2870

i

;:

i

A RESOLUTION of t h e P o r t Commission of t h e P o r t of Seattle e s t a b l i s h - i n g p o s i t i o n s , c l a s s i f i c a t i o n s , salaries, and allowances f o r P o r t salaried p o s i t i o n s ; a u t h o r i z i n g and e s t a b l i s h - ing c o n d i t i o n s in connection with t h e following b e n e f i t s : bereavement, m i l i t a r y , and s i c k l e a v e ; j u r y d u t y , vaca-

t i o n , h o l i d a y s , compensatory t i m e , and overtime o r s h i f t d i f f e r e n t i a l pay; medical, d e n t a l , d i s a b i l i t y , and l i f e insurance coverage; unemployment compensation and re-

t i r e m e n t ; t r a n s p o r t a t i o n and parking; and a u t h o r i z i n g t h i s r e s o l u t i o n t o be e f f e c t i v e

on

December 26, 1982 and

r e p e a l i n g a l l p r i o r r e s o l u t i o n s d e a l i n g with t h e same s u b j e c t , i n c l u d i n g Resolution Nos. 2829 and 2857.

BE I T RESOLVED by t h e P o r t Commission of t h e P o r t of Seattle

as

follows:

I. ESTABLISHING POSITIONS, CLASSIFICATIONS, AND SALARY RANGES

There are hereby e s t a b l i s h e d t h e following c l a s s i f i c a t i o n schedules and s a l a r y ranges f o r s a l a r i e d p o s i t i o n s of t h e P o r t of S e a t t l e , i.e., a l l p o s i t i o n s n o t covered under t h e Wage Resolution

or

signed l a b o r agreements:

A. C l a s s i f i c a t i o n of P o s i t i o n s : A l l s a l a r i e d p o s i t i o n s of the P o r t of S e a t t l e s h a l l be c l a s s i f i e d according t o c r i t e r i a of t h e f e d e r a l F a i r Labor Standards A c t as e i t h e r exempt-management o r administrative/professional, Schedule

A,

o r nonexempt, Schedule E. S a l a r i e d p o s i t i o n c l a s s i f i c a t i o n s w i t h s a l a r y g r a d e s are e s t a b l i s h e d and set f o r t h i n E x h i b i t A, "Schedule of Authorized Positions" and are a t t a c h e d h e r e t o and by t h i s r e f e r e n c e incorporated h e r e i n .

B.

Graded S a l a r y Ranges: A l l s a l a r i e d p o s i t i o n s except nongraded

p o s i t i o n s within t h e Port p o l i c e and f i r e d e p a r t m e n t s , Schedule

Al

_executive

p o s i t i o n s , department d i r e c t o r s , out-of-region p o s i t i o n s , l e g a l s t a f f , and s t u d e n t i n t e r n p o s i t i o n s ( a l l explained in following s u b s e c t i o n ) s h a l l be

c l a s s i f i e d according t o grade number w i t h i n such exempt or nonexempt c a t e g o r i e s according to t h e i r r e l a t i v e skill requirements, r e s p o n s i b i l i t i e s , working

c o n d i t i o n s , and o t h e r f a c t o r s a s explained in S e c t i o n

IT

and more f u l l y s p e c i f i e d

in

Exhibit

B,

"The Salary Administration Manual ^,'I a t t a c h e d h e r e t o and by t h i s r e f e r e n c e i n c o r p o r a t e d herein.

s h a l l be p a i d

in

accordance w i t h t h e following graded s a l a r y ranges:

Such s a l a r i e d p o s i t i o n s as graded and c l a s s i f i e d

-1-

D/815/24A -

^11/29/82

Section I.B. (Cont'd)

SCHEDULE A AND B GRADED SALARY RANGES Resolution No. 2870

Grade 1

-

2

3

4

5

6

7

8 9

10

11

12

l3

14

December 12, 1982

Al

-

MANAGEMENT EXFM'T AZ

-

ADMINISTRATIVE/PROFESSION~ EXEMPT

Minimum

$20,772 1,731 22,116

1,843 23,544 1,962 25.056

2,088 26,688

2,224 28,404 2,367 30,240 2,520 32,172 2,681 34,260 2,855 36,444 3,037 38,796 3,233 41,268 3,439 43,908 3,659 46,704 3,892

SAURY RANGE

Midpoint

$24,672 2,056 26,268

2,189 27,960 2,330 29,760 2,480 31,692 2,641 33,732 2,811 35,916 2,993 38,208

3,184 40,680 3,390 43,284 3,607 46,068 3,839 49,008 4.084 52,140

4,345 55,464 4,622

Maximum

$28,560 Annual 2,380 Monthly 30,420

2,535 32,364 2,697 34,464 2,872 36,684 3,057 39,060 3,255 41,580 3,465 44,244 3,687 47,088 3,924 50,112 4,176 53,328 4,444 56,736 4,728 60,360 5,030 64,212 5,351

Grade 1

-

2

3

4

5

6

7

8

9

10

11

12

13

14

15

16

17

Grade 1 2 3 4 5

6 7 8 9 10 11

-

Minimum

$18,l32

19.080 1,590 20,076 1,673 21,132 1,761 1,511

22,248 1.854 23,400

1,950 24,612 2,051 25,884 2,157 27,216 2.268 28,620

2,385 30,096 2.508 31.620 2,635 33.336

2,778 35.088

2,924 36,924 3,077 38.868

3,239 40,920 3,410

SAURY RANGE Midpoint

$21,540 1,795 22,668 1,889 23.844

1,987 25,104 2,092 26,424 2,202 27,792 2,316 29,232 2,436 30,744 2,562 32,328 2,694 33,996 2,833 35,736 2,978 37.548

3,129 39,588 3,299 41,676 3,473 43.848

3,654 46,164 3,847 48,600 4,050

Maximum

$24,936 Annual 2,078 Monthly 26,244

2,187 27,612 2,301 29,064 2,422 30,588

2,549 32.184

2,682 33.852

2.821 35,604

2,967 37,440 3,120 39,360 3,280 41,364 3,447 43,464 3,622 45,840

3,820 48,252 4.021 50,772

4,231 53,448 4,454 56,268 4.689

SCHEDULE B

-

^NONEXEMPT

SAL4RY RANGE Mlnimum Midpoint

$ 847 $1,007

902 1,071

957 1,137 1,015 1,206 1,079 1.281 1,145 1,360 1,215 1,443 1.280 1,530 1,367 1,624 1,449 1,722 1,537 1.026

Maximum

$1,167 Monthly 1,240

1,316 1,397 1.483 1,574 1,671 1,772 1.880 1.994 2,115

S e c t i o n I. (Cont'd)

C. S a l a r y Rates, Ranges, and Allowances f o r Certain Nongraded P o s i t i o n s : S a l a r y rates, r a n g e s , and

a

p r o v i s i o n f o r a special allowance have been developed f o r c e r t a i n nongraded c l a s s i f i c a t i o n s :

1. P o l i c e and F i r e C l a s s i f i c a t i o n s : S a l a r y r a t e s and b e n e f i t s

f o r t h e s e nongraded p o s i t i o n s s h a l l be e s t a b l i s h e d and maintained

as

follows:

a . Exempt: Schedule A c l a s s i f i c a t i o n s i n t h e f i r e and

p o l i c e departments s h a l l be paid s a l a r y

rates

which

are

i n f l u e n c e d by rates p a i d f o r comparable p o s i t i o n s

i n

t h e region, and by t h e P o r t ' s i n t e r n a l salary r e l a t i o n s h i p s , i n c l u d i n g t h o s e r e s u l t i n g from t h e p o s i t i o n e v a l u a t i o n system.

b. Nonexempt: Schedule

B

f i r e department c l a s s i f i c a t i o n s s h a l l be paid rates which are i n f l u e n c e d by t h o s e which

are

p a i d f o r s i m i l a r p o s i t i o n l e v e l s

i n

t h i s l o c a l e , p r i m a r i l y t h e City of Seattle, and by t h e P o r t ' s i n t e r n a l salary

r e l a t i o n s h i p s . 2. Marketing P o s i t i o n s :

a. Regional Manager P o s i t i o n s Located Outside t h e S e a t t l e Area Other t h a n Japan: S a l a r y ranges f o r t h e s e p o s i t i o n s

are

influenced by economic data and o t h e r c o n d i t i o n s i n each region.

b. Japan Regional S t a f f : No s a l a r y ranges are set f o r Japan r e g i o n a l s t a f f . See Exhibit A, page 13, f o r p a y r o l l

l i m i t a t i o n .

C . Senior T r a n s p o r t a t i o n Advisor and C e r t a i n Regional P o s i t i o n s Based

i n

S e a t t l e : S a l a r y ranges f o r t h e s e Schedule A 2

nongraded marketing s t a f f p o s i t i o n s

are

influenced by

p r e v a i l i n g s a l a r y rates f o r similar p o s i t i o n s and t h e P o r t ' s i n t e r n a l s a l a r y r e l a t i o n s h i p s .

d . Special Overseas Allowance: The Executive D i r e c t o r i s

a u t h o r i z e d t o provide i n a d d i t i o n t o t h e i r s a l a r y as provided by t h i s Resolution t h e following: d i r e c t payment o r supple- ment f o r housing; t r a n s p o r t a t i o n t o and from assignment of

employee, family, a n d required personal e f f e c t s ; t r a n s p o r t a - t i o n and t r a v e l c o s t s of employee and spouse f o r annual

t r a i n i n g and c o n s u l t a t i o n ; and o t h e r similar c o s t s paid by U n i t e d S t a t e s businesses t o personnel assigned t o o v e r s e a s p o s t s .

3.

Executive P o s i t i o n s and Department Directors: S a l a r y ranges f o r t h e Schedule

Al

nongraded p o s i t i o n s i n t h e Executive Department and department d i r e c t o r s s h a l l be set as a percentage of t h e

s a l a r y range developed f o r t h e Executive D i r e c t o r p o s i t i o n . These r a n g e s s h a l l continue t o be developed according t o Exhibit B a s amended t o a l l o w t h a t compensation f o r t h e s e p o s i t i o n s be handled independently of the p o s i t i o n e v a l u a t i o n system which governs rate of compensation f o r a l l graded p o s i t i o n s .

4.

Legal S t a f f : S a l a r y ranges f o r t h e Schedule A2 nongraded l e g a l s t a f f p o s i t i o n s a r e influenced by p r e v a i l i n g s a l a r y rates f o r similar p o s i t i o n s and the P o r t ' s i n t e r n a l s a l a r y r e l a t i o n s h i p s . 5. Student I n t e r n

or

Foreign Trainee P o s i t i o n s : S a l a r y rates and

employment c o n d i t i o n s f o r s t u d e n t s o r f o r e i g n

trainees

employed under special work study

or

f o r e i g n exchange programs s h a l l be determined by t h e D i r e c t o r of Human Resources based p r i m a r i l y upon t h e p r e v a i l i n g rates of pay and o t h e r c o n d i t i o n s e s t a b l i s h e d by t h e program's sponsors. Such compensation may be disbursed d i r e c t l y f o r housing s u b s i s t e n c e , e t c . , f o r a d m i n i s t r a t i v e convenience.

-3-

S e c t i o n I. (Cont'd)

D. Amending Authorized P o s i t i o n s , C l a s s i f i c a t i o n s , and S a l a r y

Rates

and Ranges :

E x h i b i t A (Schedule of Authorized P o s i t i o n s ) , Exhibit B ( S a l a r y Manual), o r s a l a r y rates and/or ranges may be amended by e i t h e r o r d i n a r y motion approved by t h e Commission a t any r e g u l a r o r s p e c i a l meeting o r by t h e Executive Director when

11.

t h e changes

are

t h e r e s u l t of p r o v i s i o n s contained i n t h i s r e s o l u t i o n .

ESTABLISHMENT AND ADMINISTRATION

OF

POSITION EVALUATION

SYSTEM

It is the p o l i c y of t h e Commission t o pay P o r t employees on t h e b a s i s of

g e n e r a l l y p r e v a i l i n g s a l a r y rates w i t h i n t h e S e a t t l e m e t r o p o l i t a n a r e a o r , where a p p r o p r i a t e , r e g i o n a l o r i n d u s t r y comparisons; and t o e s t a b l i s h a system of

p o s i t i o n e v a l u a t i o n which recognizes

i n

t h e p o s i t i o n s p e c i f i c a t i o n s t h e r e l a t i v e d i f f i c u l t y ,

level

of r e s p o n s i b i l i t y , working c o n d i t i o n s , amount and degree of

s u p e r v i s i o n , and o t h e r f a c t o r s which

exist

among t h e v a r i o u s a u t h o r i z e d s a l a r i e d p o s i t i o n s w i t h i n t h e Port. Such system of p o s i t i o n e v a l u a t i o n shall follow t h e p r i n c i p l e s which are more f u l l y set f o r t h

i n

E x h i b i t B ( S a l a r y Manual).

system of p o s i t i o n e v a l u a t i o n s h a l l be a d m i n i s t e r e d by t h e D i r e c t o r of Human Resources, under t h e supervision of t h e Executive D i r e c t o r . Each p o s i t i o n

a u t h o r i z e d i n t h e Schedule of Authorized P o s i t i o n s ( E x h i b i t

A)

has been e v a l u a t e d and c l a s s i f i e d

i n

accordance w i t h such program of p o s i t i o n e v a l u a t i o n , except those noted above in S e c t i o n I.C., and each evaluated p o s i t i o n has been assigned a grade number related t o t h e s a l a r y schedules set f o r t h in S e c t i o n

I.B.

The D i r e c t o r

of

Human Resources s h a l l , on a c o n t i n u i n g b a s i s , e v a l u a t e new p o s i t i o n s and reevaluate e x i s t i n g authorized p o s i t i o n s , t a k i n g i n t o account any change

i n work

c o n d i t i o n u , r e s p o n s i b i l i t i e s , education o r s k i l l requirements, etc., which could change a p a r t i c u l a r p o s i t i o n s p e c i f i c a t i o n and r e s u l t i n placement i n a d i f f e r e n t s a l a r y grade range. The D i r e c t o r of Human Resources is hereby d i r e c t e d

t o recommend, on a continuing b a s i s , a p p r o p r i a t e r e c l a s s i f i c a t i o n s t o assure t h a t t h e purposes and o b j e c t i v e s of the p o s i t i o n e v a l u a t i o n system, o u t l i n e d i n t h e S a l a r y Manual, a r e m a i n t a i n e d .

Said

The Executive Director shall have t h e f i n a l approval a u t h o r i t y f o r a l l p o s i t i o n r e e v a l u a t i o n s up through Schedule A1-10, or t i t l e changes, r e s u l t i n g from changes i n o r g a n i z a t i o n a l s t r u c t u r e o r from r e c o g n i t i o n of changes

i n

any of t h e v a r i o u s e s t a b l i s h e d p o s i t i o n f a c t o r s . This a u t h o r i t y shall not extend t o t h e e s t a b -

lishment of new p o s i t i o n s . A summary r e p o r t of such r e e v a l u a t i o n s s h a l l be

111. FILLING VACANT POSITIONS AND SETTING SALARIES

A. S e l e c t i o n Criteria: S e l e c t i o n s of a p p o i n t e e s f o r new h i r e s , transfers,

or

promotions, shall t o t h e e x t e n t f e a s i b l e conform t o c u r r e n t p o s i t i o n evalua-

t i o n c r i t e r i a developed

in

t h e p o s i t i o n s p e c i f i c a t i o n s f o r each authorized p o s i t i o n ; however,

in

t h e paramount i n t e r e s t ^of developing a s t r o n g personnel

b a s e , t h e D i r e c t o r of Human Resources s h a l l a s s u r e t h a t c o n s i d e r a t i o n be given t o e q u i v a l e n t education, experience, s p e c i a l a b i l i t i e s , o r j o b knowledge i n l i e u of . t h a t provided i n p o s i t i o n s p e c i f i c a t i o n s .

B. F i l l i n g Vacant P o s i t i o n s : The Executive D i r e c t o r is hereby autho- r i z e d t o r e c r u i t and f i l l a u t h o r i z e d p o s i t i o n s (except t h a t of Executive

D i r e c t o r ) up t o the full-time-equivalent number of p o s i t i o n s authorized f o r each department and

on

a multi-departmental l i s t i n g provided

i n

Exhibit A, and t o set

salaries

w i t h i n t h e s a l a r y g r a d e ranges as o u t l i n e d below. P r i o r t o t e r m i n a t i o n s

o r

retirements of employees where o v e r l a p is c l e a r l y e s s e n t i a l f o r e f f e c t i v e

c o n t i n u i t y , t h e Executive D i r e c t o r may a u t h o r i z e f i l l i n g an e x t r a p o s i t i o n t o provide for a t r a n s i t i o n period n o t t o exceed s i x months.

C. S e t t i n g S a l a r i e s : A u t h o r i z a t i o n s f o r s e t t i n g salaries i n h i r e s , and t r a n s f e r s are provided as follows:

1. Hires: Though salaries s h a l l normally b e set a t the minimum of t h e s a l a r y range f o r h i r e s , t h e Executive D i r e c t o r may a u t h o r i z e a s a l a r y up t o t h e midpoint of t h e s a l a r y range f o r appointees

possessing s p e c i a l q u a l i f i c a t i o n s or e x c e p t i o n a l experience.

2. T r a n s f e r s ( o r r e c l a s s i f i c a t i o n s o t h e r than promotional): The

Executive D i r e c t o r is a u t h o r i z e d t o m a i n t a i n t h e employee's

salary

l e v e l , so long as i t f a l l s within t h e p o s i t i o n ' s s a l a r y range.

I n t h e case of t r a n s f e r s t o o r from d i s t a n t l o c a t i o n s , t h e employee's s a l a r y l e v e l may be a d j u s t e d

i n

accordance with

d i f f e r i n g cost-of-living f a c t o r s and o t h e r c o n d i t i o n s so long

a s

t h e r e s u l t i n g s a l a r y is within t h e p o s i t i o n ' s s a l a r y range.

In t h e c a s e of r e o r g a n i z a t i o n , t h e Executive D i r e c t o r may autho- r i z e t r a n s f e r s of p o s i t i o n s and/or employees from one department

t o another.

In

such i n s t a n c e s , t h e same s a l a r y and p o e i t i o n

l e v e l

s h a l l be maintained a t t h e t i m e of t h e t r a n s f e r . A t no t i m e s h a l l t o t a l Port s a l a r i e d p o s i t i o n s exceed t h e t o t a l of nunbers

authorized in E x h i b i t A.

The Executive D i r e c t o r may a l s o a u t h o r i z e i n t e r d e p a r t m e n t a l t r a n s f e r s of up t o 15 months' d u r a t i o n f o r selected Schedule A exempt p o s i t i o n s f o r t h e purpose of c r o s s t r a i n i n g , development, and broadening of p o t e n t i a l management s k i l l s . I n such

i n s t a n c e s ,

t h e same t i t l e and s a l a r y range shall be maintained during the t r a n s f e r . Personnel a c t i o n s during such a t r a i n i n g period s h a l l be coordinated by t h e D i r e c t o r of Human Resources with t h e two departments involved.

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-

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I V . ESTABLISHMENT AND ADMINISTRATION OF SALARIES, ALLOWANCES,

AND

ADJUSTMENTS The Commission hereby a u t h o r i z e s t h e following types of s a l a r y adjustments and allowances f o r P o r t s a l a r i e d employees:

A.

For S a l a r i e d Employees Other Than Those i n Nongraded F i r e and P o l i c e C l a s s i f i c a t i o n s and Japan Regional S t a f f :

1. Probationary S a l a r y Increases: The probationary period is hereby e s t a b l i s h e d as t h e f i r s t s i x months of continuous employment

as

a new h i r e o r a r e h i r e i n an a u t h o r i z e d , permanent p o s i t i o n .

Employees who have shown s a t i s f a c t o r y work performance during t h e i r probationary p e r i o d , documented by s u p e r v i s i o n through a p p l i c a t i o n of t h e Employee Performance Evaluation System, may

receive an

increase ranging from

4%

t o 7% of t h e i r s a l a r y , pro- vided they were h i r e d a t t h e m i n i m u m of t h e s a l a r y range f o r t h e i r

c l a s s i f i c a t i o n .

g r a n t e d during t h e probationary p e r i o d , t h e probationary

increase

s h a l l not be granted.

However, a

promotional adjustment may be considered w i t h i n t h e g u i d e l i n e s e s t a b l i s h e d

i n

Section A.3.

When a promotional increase of 74; o r more is

2. D i s c r e t i o n a r y Merit Fund Administration: A merit fund s h a l l be e s t a b l i s h e d equal t o 4.5% of t h e t o t a l s a l a r y midpoint amounts f o r

s a l a r i e d employees. This fund s h a l l be c a l c u l a t e d f o r the monthly salaried p a y r o l l f o r e l i g i b l e employees e f f e c t i v e December 26, 1982. The merit fund s h a l l be administered according t o a plan prepared by t h e D i r e c t o r of Human Resources and approved by t h e Executive D i r e c t o r , s u b j e c t t o the following provisions:

a. Employees whose salaries are below range midpoint l e v e l s h a l l be e l i g i b l e f o r merit increases which w u l d permanently add t o t h e i r base

salaries.

Employees

a t o r

above range midpoint l e v e l s h a l l be e l i g i b l e f o r e i t h e r merit i n c r e a s e s o r f o r lump sun merit awards which would

not

add

t o

base salaries.

Lump sum awards s h a l l be provided on an

annual

b a s i s i n

one

amount. Employees a t s a l a r y range maximum shall be e l i g i b l e f o r l m p sum awards only. Any merit

increases

recommended f o r employees whose s a l a r i e s are above range midpoint l e v e l s h a l l be s u b j e c t t o c l o s e review. S p e c i a l c o n t r o l s may be e s t a b l i s h e d by t h e D i r e c t o r of Hman Resources f o r con- s i d e r a t i o n of any merit recommendations a f f e c t i n g s a l a r i e s which are a t o r above range midpoint l e v e l .

b. On a t l e a s t a semiannual b a s i s , t h e D i r e c t o r of Human Resources s h a l l i n i t i a t e merit reviews f o r s a l a r i e d employees.

c . Merit recommendations s h a l l be submitted by department heads t o t h e D i r e c t o r of Human Resources f o r

review.

A m e r i t

review

s h a l l c o n s i s t of d e p a r t m e n t a l s a l a r y p l a n s which i d e n t i f y t h e amount and scheduled d a t e f o r each requested m e r i t increase. S a l a r y p l a n s must be approved by t h e

Executive D i r e c t o r b e f o r e any i n d i v i d u a l d i s c r e t i o n a r y merit award s h a l l be granted.

d. The t o t a l amount f o r e i t h e r type of merit award s h a l l n o t exceed 10% of t h e employee’s s a l a r y range midpoint during any twelve-month p e r i o d , nor be less than amounts e s t a b l i s h e d

i n

g u i d e l i n e s i s s u e d by t h e D i r e c t o r of Human Resources.

S e c t i o n IV.A.2. (Cont'd)

e. A l l e l i g i b l e employees, without regard t o c l a s s i f i c a t i o n , shall be e l i g i b l e f o r merit awards. Awards shall t a k e i n t o account t h e r e l a t i v e ranking of performance of employees w i t h i n t h e departments. Permanent employees who

are

meeting normal j o b e x p e c t a t i o n s and whose salaries f a l l below range midpoint l e v e l shall normally receive merits each

year

which

progress salaries toward midpoint

level.

Employees who are a t o r above range midpoint level are g e n e r a l l y e l i g i b l e t o receive

merits

only i f work performance exceeds normal

e x p e c t a t i o n s . Percentage placement w i t h i n a s a l a r y range

is

n o t guaranteed.

a c t u a l placement of a s a l a r y w i t h i n t h e range and

a

previous h i g h e r placement may be re-earned. There s h a l l be no

require-

ment t o spend t h e e n t i r e merit fund.

S a l a r y range adjustments may a f f e c t t h e

f .

Merit

awards may

a l s o

be recommended, scheduled, and approved f o r temporary employees, o t h e r than t h o s e employed on a

l i m i t e d assignment, when a high q u a l i t y of work performance is demonstrated by t h e employee.

g. A c u r r e n t Work Performance Review documenting m e r i t o r i o u s performance is r e q u i r e d b e f o r e a

merit

may be implemented.

h. Merits f o r t h e Executive D i r e c t o r s h a l l be approved by the P r e s i d e n t of t h e P o r t Commission

a f t e r

c o n s u l t i n g w i t h o t h e r Commission members.

3.

Promotional Adjustments:

a. I n i t i a l Adjustment: R e c l a s s i f i c a t i o n s , a s determined by t h e D i r e c t o r of Human Resources t o be promotional, shall normally r e s u l t

i n

employee s a l a r y increases ranging from

4%

t o 10%

depending on t h e circumstances. ^However, if t h e d i f f e r e n c e between t h e employee's p r e s e n t s a l a r y and t h e minimum of t h e new rate range exceeds

lo%,

t h e promoted employee's new

s a l a r y s h a l l be set a t minimum of t h e new r a t e range.

Any recommended promotional increase exceeding 10% r e q u i r e s t h e approval of t h e Senior D i r e c t o r , Finance and Administra- t i o n .

b. Secondary Promotional Adjustment: 4For permanent P o r t

employees who

are

promoted t o t h e minimum of a higher s a l a r y r a n g e , promotional adjustments may be made under t h e

following c o n d i t i o n s :

A t t h e completion of s i x months i n a new c l a s s i f i c a t i o n , a department head may e l e c t t o provide an adjustment of from 4 t o 10 p e r c e n t of an employee's s a l a r y f o r employees who were promoted t o t h e minimum of a s a l a r y range. This a d j u s t m e n t s h a l l not be d e d u c t e d from t h e merit fund a l l o c a t i o n . These c o n d i t i o n s a p p l y only t o t h e f i r s t adjustment made t o

an

employee's s a l a r y following promotion t o a higher c l a s e i f i - c a t i o n . Any subsequent adjustments s h a l l be administered w i t h i n merit g u i d e l i n e s and deducted from the merit fund.

Such promotional s a l a r y adjustment s h a l l

n o t

be automatic and s h a l l be made only a t the d i s c r e t i o n of the department head, based upon t h e employee's work performance

i n

t h e new classi- f i c a t i o n as documented by the s u p e r v i s o r through a Work

Performance Review.

4 . I n c r e a s e s Following P o s i t i o n Reevaluations: A f t e r a p o s i t i o n is r e e v a l u a t e d t o a h i g h e r pay grade and t h e incumbent's s a l a r y is below the new range midpoint, the D i r e c t o r of Human Resources may approve a s a l a r y adjustment of up

t o

t h e midpoint of t h e new

s a l a r y range. Such a d j u s t m e n t s h a l l t a k e i n t o account a p p r o p r i a t e s a l a r y and performance comparisons and t h e e x t e n t t o which t h e incumbent q u a l i f i e s t o perform the higher l e v e l of d u t i e s

e s t a b l i s h e d in t h e r e e v a l u a t i o n documentation. Any recommendation exceeding midpoint requires the approval of the Senior

Director,

F i n a n c e and Administration.

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^11/29/82

,

!

, . . ,

S e c t i o n 1V.A. (Cont'd)

5 . Administering S a l a r y Increases o r Allowances f o r P o s i t i o n s Which F a l l Outside Ranges: Employees i n p o s i t i o n s whose salaries f a l l below an a d j u s t e d s a l a r y grade range f o r t h e i r c l a s s i f i c a t i o n s h a l l a u t o m a t i c a l l y receive t h e amount of increase necessary t o r e a c h t h e minimum

rate

of pay f o r t h e a d j u s t e d s a l a r y range.

Employees whose salaries are above t h e range f o r t h e i r classifi- c a t i o n following a range adjustment may continue t o

receive

t h e i r p r e s e n t

rate

of pay i f i t is determined under g u i d e l i n e s adminis- tered by t h e D i r e c t o r of Human Resources t h a t such a c t i o n is a p p r o p r i a t e . An employee whose s a l a r y is permitted t o remain

above an a d j u s t e d range maximm shall n o t be e l i g i b l e f o r any base s a l a r y increase u n l e s s a f u r t h e r adjustment increases the range maximm s u f f i c i e n t l y

t o

a l l o w f o r an increase. However, employees

a t o r above s a l a r y range maximum may be e l i g i b l e f o r lunp sum awards which do n o t i n c r e a s e base s a l a r y ,

i n

accordance w i t h

S e c t i o n IV.A.2. and S e c t i o n IV.C.1. of t h i s r e s o l u t i o n . Employees a t o r above s a l a r y range m a x i m u m may a l s o be e l i g i b l e f o r t h e

s p e c i a l job-related add-on allowance provided

in

S e c t i o n 1V.D. I n any event, a l l increases s h a l l conform t o t h e p r o v i s i o n s and

l i m i t a t i o n s

i n

s a l a r y a d m i n i s t r a t i o n p o l i c y described in t h i s s e c t i o n .

6. Temporary Pay

f o r

Replacements: When a graded employee

is

temporarily assigned f o r a period

of 30

c a l e n d a r days o r more t o r e p l a c e another employee i n a higher c l a s s i f i c a t i o n , such employee is e l i g i b l e

t o

r e c e i v e a temporary r e c l a s s i f i c a t i o n adjustment t o t h e minimm of t h e higher grade i f f u l f i l l i n g

a l l

d u t i e s of t h e employee being replaced. Such temporary pay shall n o t be provided f o r employees p a r t i c i p a t i n g i n the P o r t ' s i n t e r d e p a r t m e n t a l

t r a n s f e r program as d e s c r i b e d i n S e c t i o n I I I . C . 2 . B. S a l a r y Adjustments For Employees in F i r e C l a s s i f i c a t i o n s :

1. Increases From E t o D: Employees in F i r e f i g h t e r E c l a s s i f i c a t i o n s s h a l l be granted a one-step s a l a r y increase from E t o D, a s shown on Page 6 of Exhibit A, a f t e r s a t i s f a c t o r i l y completing the

approved Port t r a i n i n g program o r t h e one-year probationary period. S a t i s f a c t o r y work performance s h a l l be documented i n a performance review p r i o r t o such increase.

(For employment purposes, t h e f i r s t year of continuous a c t i v e employment is e s t a b l i s h e d as t h e probationary p e r i o d ; f o r b e n e f i t purposes, s i x continuous calendar months of s a t i s f a c t o r y

performance c o n s t i t u t e s t h e probationary period.)

2. Length-of-Service Increases f o r Certain C l a s s i f i c a t i o n s : a . 8 , C and D C l a s s i f i c a t i o n s : I f they a r e performing and

continue t o perform t h e d u t i e s of t h e i r p o s i t i o n s s a t i s f a c - t o r i l y , employees i n F i r e f i g h t e r B , C, and D c l a s s i f i c a t i o n s shall receive a length-of-service, promotional i n c r e a s e a f t e r each twelve months from D t o C t o B and, f i n a l l y t o A,

on

_a s i n g l e - s t e p s a l a r y schedule a s shown on Page 6 of Exhibit A.

S a t i s f a c t o r y performance s h a l l be docmented in a performance review p r i o r t o each such increase.

b . Longevity Pay f o r C e r t a i n F i r e C l a s s i f i c a t i o n s : A f t e r f i v e

years'

a c t i v e employment have been completed s i n c e the d a t e

of progression t o "A" s t a t u s o r t h e d a t e t h a t A s t a t u s would have been achieved under t h e c o n d i t i o n s described

i n

a.

above, employees c l a s s i f i e d a s F i r e f i g h t e r A, Fire

L i e u t e n a n t , and F i r e Captain s h a l l receive a r a t e of pay

S I 91

S e c t i o n IV.B.2.b. ( C o n t l d )

e q u a l t o t h e c u r r e n t b a s e rate i n e f f e c t f o r t h a t p o s i t i o n p l u s

a

l o n g e v i t y a d j u s t m e n t e q u i v a l e n t t o 2% of t h e b a s e rate p a i d t o t h e "A" c l a s s i f i c a t i o n and r e s u l t i n g

i n

a new b a s e rate f o r pay computations. After t e n y e a r s ' active employ-

-

ment based upon t h e same c o n s i d e r a t i o n s , a

4%

l o n g e v i t y a d j u s t m e n t s h a l l b e g r a n t e d . After f i f t e e n y e a r s '

active

employment, a 6% l o n g e v i t y a d j u s t m e n t s h a l l be g r a n t e d . Longevity amounts a r e always based on t h e "A" b a s e rate.

3. F i r e Department D i f f e r e n t i a l s : The f o l l o w i n g d i f f e r e n t i a l s when added t o "base rates" of f i r e f i g h t e r s are c o n s i d e r e d b a s i c s a l a r y

as a p p l i e s t o retirement c o n t r i b u t i o n s :

a. Work Schedule D i f f e r e n t i a l : While a s s i g n e d t o work s c h e d u l e which i n v o l v e s 24-hour s h i f t s r e s u l t i n g i n an a v e r a g e work week of 56 h o u r s , nonexempt f i r e f i g h t e r s s h a l l receive a 5%

s a l a r y d i f f e r e n t i a l .

"base

rate"

as shown on page 6 of E x h i b i t A. See S e c t i o n V.

f o r f u r t h e r d e t a i l s .

This

d i f f e r e n t i a l is a p p l i e d t o t h e

b

.

^{Premium f o r} "Emergency Medical Treatment" Assignment:

Q u a l i f i e d f i r e f i g h t e r s and l i e u t e n a n t s a s s i g n e d t o Emergency Medical Treatment d u t y s h a l l receive a p r e m i m e q u i v a l e n t

t o

2% of t h e i r b a s e rate d u r i n g such assignment.

15 f i r e f i g h t e r s and

six

l i e u t e n a n t s s h a l l b e a s s i g n e d t o E.M.T. d u t y

a t

one t i m e .

No more

t h a n

c. Premium f o r S p e c i a l Assignment: Q u a l i f i e d nonexempt

p e r s o n n e l scheduled t o work 40 h o u r s p e r week on s p e c i a l assignment s h a l l receive a premium e q u i v a l e n t t o 5% of t h e i r b a s e rate d u r i n g s u c h assignment. No more t h a n 1 0 f i r e - f i g h t e r s s h a l l be a s s i g n e d t o s p e c i a l assignment d u t y a t

one

t i m e .

4.

Out of C l a s s i f i c a t i o n Pay:

a . L i e u t e n a n t : When an employee who

i s

c l a s s i f i e d

as

a combat f i r e f i g h t e r is t e m p o r a r i l y d e t a i l e d t o perform a l l d u t i e s

of

a combat l i e u t e n a n t i n e x c e s s of twelve h o u r s on any s h i f t ,

such employee shall be p a i d t h e b a s e r a t e , work s c h e d u l e d i f f e r e n t i a l , and E.M.T. p r e m i m , i f a p p l i c a b l e , o f t h e l i e u t e n a n t c l a s s i f i c a t i o n f o r t h e e n t i r e s h i f t .

b. Captain: When an employee who i s c l a s s i f i e d as a combat

l i e u t e n a n t is t e m p o r a r i l y d e t a i l e d t o perform a l l d u t i e s of a combat c a p t a i n f o r a n e n t i r e s h i f t , such employee s h a l l be paid t h e b a s e rate and work s c h e d u l e d i f f e r e n t i a l of t h e c a p t a i n c l a s s i f i c a t i o n f o r t h e s h i f t .

C. General Adjustments f o r S a l a r i e d Employees Whose S a l a r y Rates or Ranges A r e E s t a b l i s h e d i n E x h i b i t

A:

1. The D i r e c t o r of Human Resources s h a l l conduct comprehensive s a l a r y s u r v e y s d u r i n g midyear. I f s u r v e y f i n d i n g s i n d i c a t e t h a t P o r t s a l a r y r a n g e s o r r a t e s are n o t i n p r o p e r alignment as e s t a b l i s h e d in t h i s r e s o l u t i o n , t h e E x e c u t i v e Director may recommend s p p r o - p r i a t e a d j u s t m e n t s t o s a l a r y r a t e s a n d / o r r a n g e s where r e a l i g n m e n t is needed. Any such s u r v e y a d j u s t m e n t s approved by t h e Port

Commission s h a l l be e f f e c t i v e

i n

December, 1983.

2. S a l a r y s u r v e y s f o r r e g i o n a l Marketing p o s i t i o n s shall a l s o b e conducted a n n u a l l y by t h e D i r e c t o r of Human Resources t o i n c l u d e d a t a from t h e a p p r o p r i a t e r e g i o n .

a u t h o r i z e d t o a d j u s t s a l a r y r a t e s a n d / o r r a n g e s based on s u r v e y r e s u l t s up t o a maximum o f 10%.

The Executive D i r e c t o r shall be

-9-

D/815/24A

-

^11/29/82

Section I V . (Cont'd)

i

3. S a l a r y rates f o r nongraded f i r e c l a s s i f i c a t i o n s are influenced by f a c t o r s s t a t e d

i n

S e c t i o n 1.C.l.a. and b. The Executive D i r e c t o r s h a l l be a u t h o r i z e d t o a d j u s t s a l a r y rates f o r t h e s e p o s i t i o n s up t o a m a x i m u n of 5% without f u r t h e r Commission a c t i o n . Nongraded p o l i c e c l a s s i f i c a t i o n s shall be considered f o r adjustment a t t h e t i m e t h e c o n t r a c t f o r p o l i c e o f f i c e r s is presented t o t h e

Commission.

D.

S p e c i a l Job-related Add-on Allowance f o r Employees

i n

Certain Exempt P o s i t i o n s :

The Executive D i r e c t o r is hereby a u t h o r i z e d t o a l l o t a n add-on allow- ance of up t o 3% of t h e g r o s s annual s a l a r y of an i n d i v i d u a l i n an

Al o r

A2 exempt p o s i t i o n as a d d i t i o n a l compensation f o r job-related

expense

not

otherwise reimbursable o r a u t h o r i z e d

i n

P o r t p o l i c y o r r e s o l u t i o n . T h i s allowance f o r expenses n e c e s s a r y t o f a c i l i t a t e P o r t b u s i n e s s would be a p p l i e d o r removed, depending upon j o b assignments.

The amount would be considered as p a r t of o v e r a l l compensation f o r

mandatory c o n t r i b u t i o n s , but would be recorded s e p a r a t e l y and would n o t be administered as a base f o r g e n e r a l increases, merits, ^survey

o r

^any o t h e r s a l a r y adjustments. It w i l l a l s o n o t be considered

f o r

l i f e and

long-term d i s a b i l i t y i n s u r a n c e b e n e f i t s a p p l i c a t i o n . These allowances s h a l l be administered by t h e S e n i o r D i r e c t o r , Finance and Administra- t i o n pursuant t o the p o l i c y b u l l e t i n i s s u e d by t h e Executive D i r e c t o r o r as i t may be amended from t i m e t o t i m e .

E. Payment f o r Relocation Costs:

The Director of Human Resources s h a l l promulgate procedures

similar

t o those of

major

employers i n t h e g r e a t e r Seattle area t o provide payment f o r r e l o c a t i o n c o s t s f o r employees

i n

r e g i o n a l p o s i t i o n s who

are

assigned t o a new l o c a t i o n , and new employees who are required t o r e l o c a t e t o accept P o r t employment.

V. ADMINISTRATION OF PAY PRACTICES

Since some pay p r a c t i c e s are handled d i f f e r e n t l y f o r a group of f i r e personnel who work 24-hour s h i f t s and average 56 hours p e r week throughout a y e a r , a d i s -

t i n c t i o n

f o r pay p r a c t i c e s is made i n following s e c t i o n s of t h i s r e s o l u t i o n between them and o t h e r s a l a r i e d employees whose p o s i t i o n s a r e based upon 37.5 o r 40 hours per week. For b r e v i t y , 56-hour f i r e personnel, d e s c r i b e d i n S e c t i o n IV.B.3.a. above, s h a l l be c a l l e d Group C F i r e f i g h t e r s h e n c e f o r t h i n t h i s

reeolut ion.

A. Conversion of S a l a r y Rates: For a l l salaried employees except Group C F i r e f i g h t e r s , monthly salaries a r e converted t o annual s a l a r i e s . The s t r a i g h t - time hourly r a t e of pay is computed by d i v i d i n g t h e annual r a t e by t h e normal number of f u l l - t i m e hours p e r y e a r (1950 hours f o r most p o s i t i o n s and 2080 h o u r s

f o r f i r e f i g h t e r s and Schedule A p o s i t i o n s r e q u i r e d to work 40 hours per week) and..

.

1. Exempt C l a s s i f i c a t i o n s (Schedule A): The s t r a i g h t - t i m e h o u r l y rate of pay which results from t h e above computation is m u l t i p l i e d by the normal number of hours worked i n a two-week period (75 or 80) t o determine t h e biweekly s a l a r y , which is payable i n 26 pay p e r i o d s during t h e year.

S e c t i o n V.A. (Cont'd)

2. Nonexempt C l a s s i f i c a t i o n s (Schedule

B):

The s t r a i g h t - t i m e h o u r l y rate of pay which r e s u l t s from t h e above computation

i s

m u l t i p l i e d by t h e normal number of h o u r s worked e a c h week (37.5

o r 40)

t o d e t e r m i n e t h e weekly s a l a r y , which i s p a y a b l e

i n

52 pay p e r i o d s d u r i n g t h e y e a r .

3. Group C F i r e f i g h t e r C l a s s i f i c a t i o n s : The monthly s a l a r y rate i s c o n v e r t e d i n t o a s t r a i g h t - t i m e weekly r a t e of pay extended t o t h e next h i g h e s t

c e n t ,

based on t h e F i r e f i g h t e r ' s r e g u l a r l y scheduled a v e r a g e work week, which

i s

h e r e b y e s t a b l i s h e d as 56 hours. The r e s u l t i n g s a l a r y i s payable weekly.

B.

D e f i n i t i o n s of Employment S t a t u s f o r compensation p r a c t i c e s :

1. Permanent s t a t u s r e q u i r e s r e g u l a r l y s c h e d u l e d work

i n

a p o s i t i o n expected t o l a s t

more

t h a n f i v e months f o r a minimum of 90 h o u r s p e r month, c o n s i s t e n t w i t h t h e d e f i n i t i o n of " e l i g i b l e p o s i t i o n "

used by t h e P u b l i c Employees Retirement System. U n t i l t h e success- f u l completion of t h e p r o b a t i o n a r y p e r i o d , employment s t a t u s i s

" p r o b a t i o n a r y , permanent" and t h e r e a f t e r i s c o n s i d e r e d " r e g u l a r , permanent ^.I1

a. Full-time s t a t u s r e q u i r e s r e g u l a r s c h e d u l i n g of 37.5, 40,

or

i n t h e case o f c e r t a i n F i r e f i g h t e r s , 56 h o u r s p e r week.

b. Part-time s t a t u s a p p l i e s t o a n y permanent employees s c h e d u l e d

t o

work

less

t h a n "full-time" as d e s c r i b e d above. The mini- mum s c h e d u l e f o r permanent, p a r t - t i m e employment is 20.8

h o u r s p e r week.

2. A temporary employee i s one who works less t h a n 90 h o u r s p e r month i n d e f i n i t e l y , or one whose assignment i s t o b e of a l i m i t e d

d u r a t i o n of f i v e months or less. The s t a t u s o f a temporary

employee whose services of 90 h o u r s o r more p e r month are r e q u i r e d beyond f i v e months must be changed t o "permanent;" i f permanent s t a t u s cannot be a u t h o r i z e d , t h e employee must be t e r m i n a t e d . An employee h i r e d f o r "on-call," relief work shall be c l a s s i f i e d as temporary u n l e s s or u n t i l a s u f f i c i e n t nunber of h o u r s of pre- scheduled work is e s t a b l i s h e d by department s u p e r v i s i o n t o j u s t i f y

a

change i n s t a t u s t o permanent.

C. Authorized Work Schedules f o r Full-time Employees: Full-time

work

s c h e d u l e s f o r most employees are made up o f e i t h e r f i v e 7-112-hour s h i f t s o r f i v e 8-hour s h i f t s p e r week w i t h t h e f o l l o w i n g e x c e p t i o n s : 1. Computer o p e r a t i o n s p o s i t i o n s , some p o s i t i o n s which s u p e r v i s e wage

employees, and up t o f i v e r e l i e f ramp and o p e r a t i o n s c o n t r o l l e r p o s i t i o n s which are a u t h o r i z e d t o i n c l u d e f o u r 10-hour s h i f t s p e r week. No o t h e r p o s i t i o n s have been approved f o r a four-day week.

F i r e f i g h t e r s working 24-hour s h i f t s on a l t e r n a t e days.

D.

Extra Compensation: The f o l l o w i n g terminology s h a l l be used i n t h i s s e c t i o n and S e c t i o n

VI.B.3,

Holidays: "an employee's Saturday" s h a l l i n d i c a t e t h e s i x t h day and "an employee's Sunday" s h a l l i n d i c a t e t h e s e v e n t h day

i n

a

2.

f u l l - t i m e work week, r e g a r d l e s s of t h e a c t u a l f i r s t and l a s t day of a f i v e -

consecutive-day work week. ("An employee's Saturday" and "an employee's Sunday"

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