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Home My WebLink AboutFS 2016-02-17 Item 2A - Resolution - 2016 Non-Represented Employees Wages and BenefitsCity of Tukwila Allan Ekberg, Mayor . "A 1 1 TO: Finance and Safety Committee FROM: David Cline, City Administrator Stephanie Brown, Human Resources Director CC: Mayor Allan Ekberg DATE: February 9, 2016 SUBJECT: 2016 Non - Represented Wages and Benefits. ISSUE Implementing City Council Resolution No. 1796 regarding wage adjustments for non - represented employees. In the fall of 2015, there was discussion in Finance and Safety Committee regarding wage adjustment for non - represented per Council Resolution No. 1796. On December 14, 2015, the Committee of the Whole referred the item back to Finance and Safety for further discussion and analysis. BACKGROUND In June of 2013, the City Council adopted City Council Resolution No. 1796, which outlines the City's compensation policy for employees (a copy of the Resolution is attached). Per this policy, there are several statements and processes adopted to guide this compensation program. In alignment with the Resolution, last year the City conducted a market study of "comparable jurisdictions" within the Puget Sound area. "Comparable jurisdictions" are defined as those Puget Sound jurisdictions which are within +/- 50% of Tukwila's assessed valuation, using data provided by the Washington State Department of Revenue (DOR). It is important to note that this definition of "comparable jurisdiction" will result in the list of comparable cities changing year to year because assessed valuation changes year to year. When the City conducted the market survey in the summer of 2015, it used DOR's 2014 assessed valuation data. This was the most current data available at the time. However, in the fall of 2015, while the Council was discussing non - represented wages, DOR released the 2015 assessed valuation data. The result is that the comparable jurisdictions shifted due to changes in assessed valuation. The table below shows the shifts in comparable jurisdictions from year to year. For example, Bremerton's assessed value is now below 50% of Tukwila's assessed value. Likewise, Bothell's assessed value is now greater than 150% of Tukwila's assessed value. Thus, neither City would be included in a wage survey that uses DOR's 2015 assessed value information. Issaquah and Shoreline, which were used in 2013, are not used in the 2014 data. INFORMATIONAL MEMO Page 2 Comparable Jurisdiction Year Fire 2013 2014 2015 Bainbridge Island X X X Bremerton X Commissioned Burien X X X Edmonds X X X Issaquah X 2.00% X Lakewood X X X Lynnwood X X X Marysville X X X Mukilteo X X X Puyallup X X X SeaTac X X X Shoreline X X Bothell X Attached with this memo is the wage survey that was completed by the City last summer. (Salary Survey, Comparable Cities, 2014 Assessed Valuation, 2015 AWC Salary Data). This survey serves as the supporting documentation for Administration's recommendation. As information only, a copy of a draft wage survey, using 2015 assessed value is also provided. As discussed above, the updated assessed valuation information became available after the City had conducted its initial wage survey in the summer of 2015. All wage information comes from "Washington City and County Employee 2015 Salary and Benefit Survey," published by the Association of Washington Cities. The City uses 15 benchmark position for non - represented salaries. Note that there was insufficient data for three positions, Deputy City Clerk, Fire Chief, and Assistant Fire Chief, thus those positions are not included in the salary surveys attached. As was shown in the wage study, using the 2014 DOR assessed valuation data, two of the benchmark positions were shown below market. Those bands are B23 (Executive Assistant) and F102 (City Administrator). It should be noted that some bands were shown as being above market. The draft wage study, using 2015 comparable cities shows the same positions being below the average. Per Resolution No. 1796 the City desires to pay non - represented employees the average salary, as determined from data from the comparable jurisdictions. In 2016, the City provided contractually required cost of living adjustments to all represented employees. These cost of living adjustments provided pay increases to nearly 90% of the City's labor force. The following breakdowns the contractually obligated cost of living adjustments provided to represented employees. Teamsters Police Fire Professional/ Senior Guild Commanders Non- IAFF Trades /Administrative Managers Commissioned Personnel .99% .99% 2.25% 2.00% .99% 2.00% The average pay raise provided for represented employees was 1.53 %. DISCUSSION Non - represented employees represent roughly 10% of the City's total labor force. While non - represented employees include department directors and managers, non - represented employees also include administrative support staff and other non - management staff. 2 INFORMATIONAL MEMO Page 3 Given that nearly 90% of the City's work force received cost of living adjustments for 2016, the Administration is recommending that all non - represented employees be provided a 1.5% adjustment. This adjustment is consistent with the average cost of living adjustment provided to represented employees and will preserve internal equity with represented employees. The 1.5% increase will also bring band B23 closer to the average. The Administration is also recommending that band F102 receive an additional 2.5% increase in addition to the 1.5% being provided for all non - represented employees. This would bring band F102 to the average of the comparable jurisdictions' salaries. During the 2015 analysis, it was noticed that there was compression within specific bands and that a new line of regression, especially for the upper bands, would be necessary to correct this issue. The Administration is recommending that compression and other issues be addressed at a later date when the Council reviews Resolution No. 1796. FINANCIAL IMPACT The impact of these changes is within the originally adopted 2015 -2016 Budget assumptions RECOMMENDATION The Administration's recommendation is to implement Resolution No. 1796 by providing a 1.5% across the board wage adjustment for all non - represented positions to preserve internal equity and to provide an additional 2.5% adjustment for Band F102 to bring this band in alignment with the market. These adjustments will also bring band B23 into alignment with the market. As discussed by the Council last year, all adjustments would be retroactive to January 1, 2016. There is no request for changes to benefits. The Finance and Safety Committee is also being asked to recommend that in the third quarter of 2016, the Finance and Safety Committee review and discuss Resolution No. 1796, which sets the policy for non - represented compensation and benefits. This would allow time for additional analysis on compression and other pertinent issues. Administration requests the resolution and attachments be forwarded to the Committee of the Whole meeting on February 22, 2016, for discussion, and special meeting of the City Council on March 14, 2016 for approval. ATTACHMENTS • Reference Document and Definitions. • Tukwila City Council Resolution No. 1796. • Salary Survey, Comparable Cities, 2014 Assessed Valuation, 2015 AWC Salary Data. • Salary Survey, Comparable Cities, 2015 Assessed Valuation, 2015 AWC Salary Data. • Resolution in Draft Form, with attachments A -C. 3 El Reference Document & Definitions: Benchmarks: The process of choosing a position within a classification and using that positions wage scale against the external market. Benchmark positions are usually chosen that are common and therefore comparable to other Cities. At minimum, an external market study should have at least a 1/3 of its positions serve as benchmarks from the range of the classification scale in order to be a valid indicator of the market. Benchmarks have been chosen in the past from the positions surveyed in the Association of Washington Cities annually published data and at times contacting the jurisdiction being surveyed to verify appropriate matches. Regression Analysis: A statistical process used to calculate the top step of the pay scale so that it forms a line and spreads are evenly distributed. Regression has created a "line of best fit" which combines both the existing pay scale and market data. The City of Tukwila has traditionally sent market data to an outside consultant so that the regression analysis work could be done, and the new pay scale calculated based on this work. Salary Compression: Several examples may illustrate the effects of salary compression, a tightening of the salary schedule: when the pay of one or more employees is close to the pay of more experience employees in the same job; when employees in lower level positions are paid near or more than those at higher level jobs, including managerial positions; and market forces have outpaced the current structure and new hires are paid at or above current employees. In these examples the salary would serve as a "de- motivator" to the employee. A 5% spread between range maximums provides for appropriate pay differentiation between pay ranges and accounts for increasing levels of responsibility between evaluated ratings. While an organization may choose to have pay ranges that are less than 5 %, the potential for compression between pay ranges may result. Current Issues of Compression: There was a 5% difference in 2015 between the wages of the Deputy Police Chief and the Police Commander. As the Police Commanders receive an increase per their contract, the Commander wage draws closer to that of the Deputy Chief. This can create an equity issue for 0 Currently there is a Non -Rep position banded /graded at C51 that is paid 5% less than the Teamsters position, banded /graded at C43, that she directly supervises. 0 In 2015 there was a 0,5% difference between the wages of the NR C42 band and the Teamsters C42 band. Teamsters represented employees have bargained for benefits that non - rep employees do not receive such as overtime pay /camp time benefits. In the past, the Tukwila Non- Represented Wage scale had higher wages compared to the Teamsters Wage Scale as a way to mitigate for these negotiated benefits. The Department of Revenue Property Statistics Report (Table 30) listed the following cities that were +/- 50% of Tukwila's Assessed Valuation: Bainbridge Island, Bothell, Burien, Edmonds, Lakewood, Lynnwood, Marysville, Mukilteo, Puyallup, and SeaTac. All benchmarks had at least 5 comparable cities or more. 5 In determining the level of competiveness against the external market, DBM has utilized the following guidelines: +/ -5% of the Average is Highly Competitive +/ -10% of the Average is Competitive +/ -15% of the Average is a Possible Misalignment with the Market +/- 20% of the Average is a Significant Misalignment with the Market N. City of u it a Washington Resolution No. i 9 �u A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF TUKWILA, WASHINGTON, ESTABLISHING A COMPENSATION POLICY FOR CITY OF TUKWILA EMPLOYEES AND REPEALING RESOLUTION NO. 1387. WHEREAS, the City believes that the purpose of a compensation program is to facilitate recruiting, retention, development and productivity of employees; and WHEREAS, the City desires to utilize standardized policies, procedures and processes, wherever possible, for compensating all employee groups, both represented and non - represented; and WHEREAS, the City recognizes that current economic conditions and forecasts, long -range City budget forecasts, position rates for comparable jurisdictions, as well as internal equity considerations should assist in guiding in the compensation of employees; and WHEREAS, the City has made a determination to, when economic conditions allow, review and adjust non - represented employee salaries via a market analysis to that of the average of comparable jurisdictions in even - numbered years, and to provide a cost -of- living (COLA) allowance in odd - numbered years; and WHEREAS, the City has made a determination to, when economic conditions and negotiations allow, provide represented employees with salaries that reflect the average of comparable jurisdictions; and WHEREAS, the City has made a determination to, when economic conditions allow, provide benefits to represented and non - represented employees that are slightly above the average of comparable jurisdictions; and WHEREAS, the City Council will participate in setting negotiation expectations and reviewing and approving represented employee group contracts; W: \Word Processing \Resolutions \Compensation policy for City employees 5- 29 -1.3 final SB:bjs Page 1 of 3 VA NOW, THEREFORE, THE CITY COUNCIL OF THE CITY OF TUKWILA, WASHINGTON, HEREBY RESOLVES AS FOLLOWS: Section 1. The following statements and processes are adopted for the purpose of guiding compensation programs for employees of the City of Tukwila. A. Information to be provided to the City Council. 1. For Represented Employees. A written presentation of current internal and local external public agency salary and benefit trends, including a salary and benefits market survey of comparable jurisdictions, as defined herein, will be provided to the City Council. This presentation must be made to the Council prior to the commencement of negotiations with the bargaining units regarding salary and benefits. The City Council and Administration will discuss represented employee group negotiation expectations, negotiating points, salary and benefit change floors and /or ceilings prior to the beginning and at appropriate points during negotiation sessions. 2. For Non - Represented Employees. A written presentation of current internal and local external public agency salary and benefit trends, including a salary and benefits market survey of comparable jurisdictions, as defined herein, will be provided to the City Council every year that a non - represented salary increase is due. Relevant Association of Washington Cities (AWC) data from the previous year's Washington City and County Employee Salary and Benefit Survey, for the comparable jurisdictions, will be used in the salary market survey. B. Compensation Policy. 1. All Puget Sound jurisdictions with +/ -50% of Tukwila's annual assessed valuation, based upon the Department of Revenue data, will be used to create the list of comparable jurisdictions for evaluation of salary information. It is desirable to use the same comparable jurisdictions for both represented and non - represented employee groups. 2. For non - represented employees, the City desires to pay the average salary for the particular pay scale, as derived from the comparable jurisdiction data described in Section 8.1. If the City's pay scale for any classification does not represent the average of comparable salary ranges ( +/ -5 %), written justification must be provided to the City Council. For represented employees, the City desires to pay salaries that are competitive to the City's comparable jurisdictions. 3. The cost -of- living adjustment (COLA) in odd - numbered years for non - represented employees shall be based upon 90% of the Seaftle- Tacoma - Bremerton Consumer Price Index (CPI -W) Average (June to June). It is desirable to calculate represented cost -of- living adjustments the same way, unless a different method is authorized by the Council. W: \Word Processing \Resolutions \Compensation policy for City employees 5 -29 -13 strike -thru sB:bjs Page 2 of 3 4. The goal of the City is to establish parity between represented and non - represented employees' benefits. The City desires to provide employee benefits that are competitive to the comparable cities described herein. The City will endeavor to keep increases to annual health care costs under market averages. If costs exceed market averages, adjustments will be made to reduce benefit costs. 5. The goal of the City is to mitigate or avoid salary compression issues where possible. An example of salary compression would be when a non - represented supervisor earns less, or is projected to earn less than those that he /she supervises due to contracted wage increases. 6. If the Administration determines that a deviation from the above process (in its entirety or for individual positions) is necessary, it will provide justification to the City Council for review and approval prior to the adoption of any process change. Section 2. Resolution No. 1387 is hereby repealed. PASSED BY THE CITY COUNCIL PF THE CITY OF TUKWILA, WASHINGTON, at a Regular Meeting thereof this day of .`,=tA6) Q_ , 2013. ATTEST /AUTH ENTICATED: cj� � � (9 E "1Z Christy O'FlahcWty, MMC, City Cler APPROVED AS TO FORM BY: <�50 Shell ersla , C rney Kathy Hoy g rd Co it Presi ent Filed with the City Clerk: -15 Passed by the City Council: Lo-- Resolution Number:,^ ) Hb W: \Word Processing \Resolutions \Compensation policy for City employees 5 -29 -13 final SB:bjs Page 3 of 3 n E%i 10 2015 Wage Data from AWC Salary Survey with 2014 AN data CITY City Admin. PW Director Police Chief Fin. Dir P &R Dir. DCD Dir. D/C Police City Engineer Court Administrator Bldg Official CityClerk Executive Assistant DBM Band /Grade F102 E91 E91 E83 E83 E83 E82 D72 D63 D61 C42 B23 Bainbridge Island 12941 12439 12439 9951 10609 12439 11309 10609 7994 9673 7268 6607 Bothell 15501 12457 13415 12457 11011 7792 7792 6556 Burien 12457 11011 12154 Edmonds 12634 13266 12033 12033 12033 11460 11460 8551 9428 8979 6700 Lakewood 14158 10885 11783 11783 10885 11783 10671 8248 8582 7850 5607 Lynnwood 12423 12598 12423 12423 11192 11144 11192 10173 9249 6318 Marysville 14700 13274 13274 12783 12783 12783 9105 9105 8673 6306 Mukilteo 9580 9580 9024 8009 9024 8672 6308 6308 Puyallup 12500 11172 12923 11172 9336 11172 11749 9991 7772 8155 7625 5566 SeaTac 13469 12856 12856 12856 12856 11363 8877 9798 8449 6600 Tukwila 13331 12452 12452 12031 12031 12031 11692 10925 9989 9480 7986 6208 Average 13878 11969 12410 11609 11167 11749 11415 10399 8564 9080 7753 6285 (Excludes Tukwila) Dollar Difference -547 483 42 422 864 282 278 526 1425 400 233 -77 Percentage Difference -4% 4% 0% 4% 8% 2% 2% 5% 17% 4% 3% -1% Percentage differences are rounded to the next full number. For percentage differences where a 0% is indicated, the percentage difference is less that .5 %. Deputy City Clerk had only 4 matches, and therefore can not be considered a benchmark. The Fire Chief and Assistant Fire Chief position was removed due to small sample size. Only 3 cities (Bothell, Lynnwood and Mukilteo) had these positions. Cities Removed for no longer being +/ -50% NV: Issaquah 15455 14007 14007 14007 13341 14007 10453 10453 8601 7427 Shoreline 13911 12407 12407 12407 12407 11520 9001 7758 6060 Bremerton 11711 12304 11711 10609 11147 10609 8288 8288 5865 6802 The above 3 Cities were used in the 2013 survey. M 2015 Wage Data from AWC Salary Survey with 2015 AN data CITY City Admin. PW Director Police Chief Fin. Dir P &R Dir. DCD Dir. D/C Police City Engineer Court Administrator Bldg Official CityClerk Executive Assistant DBM Band /Grade F102 E91 E91 E83 E83 E83 E82 D72 D63 D61 C42 B23 Bainbridge Island 12941 12439 12439 9951 12439 11309 7994 9673 7268 6607 Burien 12457 11011 12154 Edmonds 12634 13266 12033 12033 12033 11460 11460 8551 9428 8979 6700 Issaquah 15455 14007 14007 14007 13341 14007 10453 10453 8601 7427 Lakewood 14158 10885 11783 11783 10885 11783 10671 8248 8582 7850 5607 Lynnwood 12423 12598 12423 12423 11192 11144 11192 10173 9249 6318 Marysville 14700 13274 13274 12783 12783 12783 9105 9105 8673 6306 Mukilteo 9580 9580 9024 8009 9024 8672 6308 6308 Puyallup 12500 11172 12923 11172 9336 11172 11749 9991 7772 8155 7625 5566 SeaTac 13469 12856 12856 12856 12856 11363 8877 9798 8449 6600 Shoreline 13911 12407 12407 12407 12407 11520 9001 7758 6060 Tukwila 13331 12452 12452 12031 12031 12031 11692 10925 9989 9480 7986 6208 Average 13876 12168 12484 11900 11508 11970 11415 10472 8897 9224 7855 6350 (Excludes Tukwila) Dollar Difference -545 284 -32 131 523 61 278 453 1092 256 131 -142 Percentage Difference -4% 2% 0% 1% 5% 1% 2% 4% 12% 3% 2% -2% Percentage differences are rounded to the next full number. For percentage differences where a 0% is indicated, the percentage difference is less that .5 %. Deputy City Clerk had only 4 matches, and therefore can not be considered a benchmark. The Fire Chief and Assistant Fire Chief position was removed due to small sample size. Only 3 cities (Bothell, Lynnwood and Mukilteo) had these positions. Cities Removed for no longer being +/ -50% NV: Bothell 15501 12457 13415 12457 11011 7792 7792 6556 Bremerton 11711 12304 11711 10609 11147 10609 8288 8288 5865 6802 Bremerton and Bothell were used in the 2013 but they longer meet the +/ -50% Assessed Valuation. Bothell is included in the 2014 salary survey. Prepared by City of Tukwila 2/11/2016 Page 1 14 A% " A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF TUKWILA, WASHINGTON, UPDATING AND CLARIFYING THE NON - REPRESENTED EMPLOYEES' COMPENSATION AND ADOPTING THE NON - REPRESENTED SALARY SCHEDULE AND BENEFITS SUMMARY, EFFECTIVE JANUARY 1, 2016. WHEREAS, the City Council has made a determination to review the non - represented compensation for even - numbered years and provide cost -of- living adjustments (COLAs) in odd - numbered years; and WHEREAS, per Resolution No. 1796 a market study was conducted in 2015; the market data revealed the position banded at F102 was below the market average by 4 %, and WHEREAS, City Administration recommends a 1.5% across the board increase to the Non - Represented Salary Structure effective January 1, 2016 to maintain internal equity with represented groups and to adjust the band F102 by an increase of 2.5% to bring it into alignment with the market; NOW, THEREFORE, THE CITY COUNCIL OF THE CITY OF TUKWILA, WASHINGTON, HEREBY RESOLVES AS FOLLOWS: Section 1. Non - Represented Wage Plan. A. The 2016 wage schedule for non - represented employees shall increase by 1.5% across the board, with an additional market increase of 2.5% given to band F102 as reflected in Attachment A, "Non- Represented Salary Structure 2016 ". B. In addition, during the 3rd quarter of 2016, City Administration will meet with the City Council to review and discuss City Council Resolution No. 1796, specific to comparability related to non - represented employees' compensation and benefits. W: \Word Processing \Resolutions \Non - Represented Employees Compensation -2016 2 -10 -16 KG:bjs Page 1 of 2 15 Section 2. Non - represented salary schedule, benefits summary and longevity pay plan. A. The "Non- Represented Salary Schedule — 2016," Attachment A hereto, is approved, effective January 1, 2016. B. The "Non- Represented Employee Benefits Summary — 2016," Attachment B hereto, is approved, effective January 1, 2016. C. The "Longevity Pay Plan for Non - Represented Employees — 2016," Attachment C hereto, is approved, effective January 1, 2016. PASSED BY THE CITY COUNCIL OF THE CITY OF TUKWILA, WASHINGTON, at a Regular Meeting thereof this day of , 2016. ATTEST /AUTH ENTICATED: Christy O'Flaherty, MMC, City Clerk Joe Duffie, Council President APPROVED AS TO FORM BY: Filed with the City Clerk :_ Passed by the City Council: Resolution Number: Rachel B. Turpin, City Attorney Attachments: - Attachment A, Non - Represented Salary Schedule — 2016 - Attachment B, Non - Represented Employee Benefits Summary — 2016 - Attachment C, Longevity Pay Plan for Non - Represented Employees — 2016 W: \Word Processing \Resolutions \Non - Represented Employees Compensation -2016 2 -10 -16 KG:bjs Page 2 of 2 I% Attachment A (Page 1 of 3) City of Tukwila Non - Represented Salary Schedule - 2016 Classification Title Job Title Range Office Technician Human Resources Technician B21 Office Specialist Assistant to the Chief B22 Administrative Assistant Deputy City Clerk B23 Executive Assistant Assistant to the Director Council Administrative Assistant Program Coordinator Systems Administrator C41 Human Resources Assistant Management Coordinator City Clerk C42 Police Records Manager Management Analyst Council Analyst C42 Human Resources Analyst Parks & Recreation Analyst Public Works Analyst Program Administrator Economic Development Liaison C43 Emergency Manager Project Manager Project Development Manager C51 Program Manager Building Official D61 Communications /Government Relations Manager Administrative Manager Maintenance Operations Manager D62 Assistant Director Deputy Community Development Director D63 Deputy Finance Director Deputy Public Works Director Municipal Court Administrator Department Manager Assistant Fire Chief D72 City Engineer Department Administrator Economic Development & Strategic Planning E81 Manager Deputy Police Chief Deputy Police Chief E82 17 Attachment A (Page 2 of 3) City of Tukwila Non - Represented Salary Schedule - 2016 Classification Title Job Title Range Department Head Human Resources Director E83 DCD Director Finance Director IT Director Parks & Recreation Director Department Director Fire Chief E91 Police Chief Public Works Director City Administrator City Administrator F102 1 Attachment A (Page 3 of 3) Non - Represented Salary Structure (Monthly) - 2016 DBM (Minimum) Rating Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 All 3,996 4,122 4,248 4,373 4,497 Al2 4,313 4,451 4,588 4,723 4,857 A13 4,641 4,784 4,929 5,075 5,218 B21 4,847 5,029 5,213 5,393 5,579 B22 5,163 5,356 5,551 5,745 5,941 B23 5,474 5,680 5,886 6,091 6,301 B31 5,746 5,998 6,249 6,500 6,752 B32 6,204 6,476 6,749 7,021 7,294 C41 6,391 6,645 6,901 7,158 7,414 7,670 C42 6,750 7,022 7,292 7,562 7,832 8,106 C43 7,051 7,333 7,617 7,898 8,180 8,466 C51 7,280 7,606 7,933 8,262 8,587 8,918 C52 7,782 8,131 8,482 8,832 9,184 9,460 D61 7,699 8,083 8,469 8,856 9,240 9,623 D62 7,837 8,227 8,619 9,010 9,403 9,792 D63 8,111 8,517 8,922 9,329 9,735 10,139 D71 8,298 8,751 9,207 9,662 10,115 10,572 D72 8,708 9,183 9,660 10,135 10,613 11,089 E81 8,799 9,239 9,681 10,118 10,590 11,065 11,519 E82 9,123 9,581 10,038 10,495 10,954 11,411 11,867 E83 9,391 9,863 10,330 10,802 11,270 11,741 12,211 E91 9,718 10,205 10,691 11,179 11,664 12,152 12,638 E92 10,119 10,627 11,135 11,641 12,149 12,656 13,163 F101 10,527 11,052 11,578 12,107 12,635 13,159 13,687 F102 10,666 11,198 11,733 12,268 12,802 13,336 13,869 19 20 Attachment B (Page 1 of 2) Non - Represented Employee Benefits - 2016 Social Security(FICA): Social Security benefits shall be provided as contained in Section 2.52.010 of the Tukwila Municipal Code (TMC). State -Wide Employee Retirement System (PERS): Retirement shall be provided as contained in Section 2.52.020 of the TMC. Holidays: Holidays shall be provided as contained in Section 2.52.030 of the TMC. An additional floating holiday has been granted to each non - represented employee, for a total of 2 floating holidays. Regular part -time employees shall be entitled to benefits on a pro -rata basis. Sick Leave: Sick leave shall be provided as contained in Section 2.52.040 of the TMC. Regular part -time employees shall be entitled to benefits on a pro -rata basis. Medical Insurance: The City shall pay 100% of the 2016 premium for regular full -time employees and their dependents under the City of Tukwila self - insured medical/ dental plan. Premium increases above 8% per year shall result in a modified plan document to cover the additional cost above 8 %, or a premium shall be implemented for the difference, at the City's discretion. The City reserves the right to select all medical plans and providers. Regular part - time employees shall be entitled to benefits on a pro -rata basis. Employees who choose coverage under the Group Health Cooperative plan shall pay the difference between the City of Tukwila plan full- family rate and the rate charged to them by Group Health. Dental Insurance: The City shall provide 100% of the 2016 premium for the regular full -time employees and all dependents under the City of Tukwila self- insured medical /dental plan for dental coverage. Regular part -time employees shall be entitled to the same benefits on a pro - rata basis. Life Insurance: For regular full -time employees, the City shall pay the premium for Plan C (Multiple of annual earnings) or similar group life and accidental death and dismemberment insurance policy. Said plan shall be at 100% of annual earnings rounded up to the next $1,000. Regular part -time employees that work at least 20 hours per week shall be entitled to benefits on a pro -rata basis (per insurance program requirements). Vision/Optical: Benefits provided to all non - represented regular full -time employees and their dependents at the rate of $200 per person, to a maximum of $400 per family unit each year. Regular part -time employees and their dependents shall be entitled to benefits on a pro -rata basis. Disability Insurance: The City shall provide 100% of the premium for regular full -time employees for a comprehensive long -term disability policy. Regular part -time employees that work at least 20 hours per week shall be entitled to benefits on a pro -rata basis (per insurance program requirements). Health Reimbursement Arrangement/Voluntary Employee Benefit Association (HRA/VEBA): VEBA benefits shall be provided as contained in Resolution No. 1445 and as amended. 21 Attachment B (Page 2 of 2) Non - Represented Employee Benefits - 2016 Vacation: Following the sixth month of continuous employment, annual vacation leave of six full days (each day is calculated at eight hours, regardless of schedule worked) shall be granted. Thereafter, an additional day of annual leave shall accrue each month, up to a total of 12 days. Three additional days of annual leave shall be granted on the employee's anniversary date after the third, fourth and fifth years. After six years, the employee shall be granted one day per year additional annual leave to a maximum of 24 days per year. The maximum number of accrued hours is 384 or 48 days. Years of Service Vacation Accrual Years of Service Vacation Accrual 0 -1 years 12 days* 10 years 19 days 1 -2 years 12 days 11 years 20 days 3 -6 years 15 days 12 years 21 days 7 years 16 days 13 years 22 days 8 years 17 days 14 years 23 days 9 years 18 days 15 years 24 days (maximum) *Six full days will be granted following the sixth month of continuous employment. (Days accrue at eight hours, regardless of schedule worked.) Regular part -time employees shall be entitled to benefits on a pro -rata basis. Uniform Allowance: An annual uniform allowance of $650 shall be granted to the following employees: Fire Chief, Assistant Fire Chief, Police Chief, Deputy Police Chief, and Records Manager. 22 Attachment C Longevity Pay Plan for Non - Represented Employees -- 2016 The monthly longevity flat rates shall be as follows for regular full -time employees after the completion of the number of years of full time employment with the City set forth below. Regular part -time employees shall receive longevity on a pro -rata basis. Completion of 5 years $75 Completion of 10 years 100 Completion of 15 years 125 Completion of 20 years 150 Completion of 25 years 175 Completion of 30 years 200 23