Minutes - 20021021 - Laserfiche WebLink

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establish equitable salary relationships, build a more competitive pay plan, and improve entry-level rates. The total estimated cost of the study is about $2.5 million. This would include implementation of new job classifications and salary schedule, moving employees below new minimum up to new minimums and granting service-based salary increases. The implementation could be phased in over three years. The estimated cost for 2002-03 if phase one were implemented in April 2003 would be $372,000. Regarding other pay and benefits matters, funds were not budgeted this year for cost of living increase, in-range salary increase, meritorious service awards, or 401(k) plan improvement. Commissioner Gordon asked about the statistical pay equity analysis and Elaine Holmes said that it would just be statistics and not an analysis or a written report. The staff still needs to work with the consultant on this. Chair Jacobs said there was a discussion in the cover sheet about deferring this until February 6, 2003. He asked when the sales tax revenues come in for the quarter. John Link said that it would not be until February 15`h. He said that the recommendation is to wait until the work session on February 6`h. As the sales tax revenue comes in, then other items can be addressed. Commissioner Halkiotis asked about payment of the consultant and Elaine Holmes said that he is on a retainer. There is money to pay the consultant once the job is finished. Chair Jacobs asked about the timing of the completion of the study and Elaine Holmes said that it would be up to the Board. Commissioner Carey said it makes sense to complete the study and then come back in February with the data to see if we want to pursue further steps. John Link said that he would not want the employees going over all of this until the County Commissioners decide to follow through. Elaine Holmes said that she could go ahead with some things that are remaining in house and hold off on interviews until February. Chair Jacobs asked about the thinking behind the April date. John Link said that this date would capture the last quarter of the year before implementation. The Board will discuss this matter in February when the data from the sales tax revenue is known. c. Other Pay and Benefits Matters None 5. Drug and Alcohol Policy and Employee Assistance Program Elaine Holmes said that the Board asked in June to talk about the EAP and the drug and alcohol policy, especially the difference in the alcohol and drug policies. The current policy is that if there is a positive test for illegal drugs then the employee is dismissed and if there is a positive test for alcohol then it could be dismissal or other actions depending on whether it occurred on duty or off duty. They need to do updates on the policy over the next several months to reflect some changes in the federal transportation regulations. She said that she had been asked about the EAP, whether it is possible for employees to share visits. Under the current program, each employee can have up to three visits per problem or incident. Visits may not be shared between employees. The Board also asked for a survey of other counties and cities (attachment 1) on what they do with drug and alcohol testing and this might need more analysis.