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4t(y_ q. i <br />l!q <br />When designing our pay plan we built it to the average of our competitive peers, leaving a gap <br />between our top pay and the top of our competitive peers of approximately 1.5% to accommodate a <br />wellness component. <br />If all 105 eligible employees (non-union with positions in the pay plan and Local 49) completed the <br />program and we used 1.5% of gross pay as the incentive, the total cost would be $108,500. <br />Incentives per employee would vary from $636.64 to more than $2,000. Increased hourly rates <br />would also be included in the overtime calculation. <br />Because all employees will be completing the same program and we desire all employees to be <br />equally healthy, we used the potential total to come up with a per -employee average number. Using <br />the potential maximum total ($108,500) and dividing it by the number of eligible employees (105) is <br />$1,033 per eligible employee. This could be paid out bi-weekly each 1" and 2"d payroll (skipping the <br />two 3'd monthly payrolls during the year). Finding an even number to do that would be $43 per <br />payout making a total annual incentive per employee of $1,032. <br />There is no way to know how many of the eligible employees will complete the program. As well, <br />employees leaving during the following year would not receive the full year's payout. <br />This formula was developed on the basis of the 1.5% pay incentive which is based on the gap <br />between our top pay and our competitive peer's top pay. <br />