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subsidy for dependent health insurance (advantage Chapel Hill). Thus, it is possible that ar <br />individual employee may not be satisfied with the pay and benefits handling even thou <br />is objective, quantifiable and provides a substantially equivalent result. gh it <br />Implementation <br />It also is planned to incorporate the following principles in implementation. <br />1. Service Credit <br />Transferred employees will receive credit for their service as a permanent employee wi <br />the Town of Chapel Hill in calculating their total Orange County service. In thiwith <br />County program that varies with service such as Longevity Pay or Vacation Leave will any way, <br />take account of the previous Chapel Hill service. For example, an employee with 10 <br />years of Town service will be credited with 10 years of County service. Creditable <br />service in the North Carolina Local Government Employees' Retirement System also will <br />transfer. <br />2. Vacation and Sick Leave Transfer <br />Any accumulated, unused Vacation and Sick Leave balances as of the transfer date wi <br />transfer to the County. II <br />3. Benefit Make Up and Salary Range Maximum <br />If these Solid Waste employees approach the maximum salary of their assigned Count <br />salary range in the future, permit the salary to exceed the maximum of the salary ran e <br />to the extent this is necessary to keep the "benefit make-up" intact so long as that g <br />employee is an Orange County employee. <br />4. New Solid Waste Employees Hired March 20 and After <br />Any Solid Waste employees hired on or after the transfer effective date (March 20 will <br />be hired as Orange County employees with no adjustment for differences with Chapel <br />Hill. <br />Next Steps <br />With the Board's approval of the planned pay and benefits handling, staff will continue wi <br />the implementation process including: th <br />1. Completion of a position classification study to determine the classification of each <br />position in the Orange County Classification and Pay Plan. <br />2. Completing the detailed comparison, analysis and valuation of benefits. <br />3. Addressing other personnel policy questions and issues identified.