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First, it was noted that a compensatory time policy would not benefit all employees as <br /> not every position has equal opportunity to work overtime to earn comp time. <br /> Second, implementation of a compensatory time policy would be complicated in our <br /> payroll system. Staff discussed the issue with our payroll software provider and there is <br /> not currently a function built into our software.The tracking would not be automated <br /> and required some manual processes. <br /> Third, a comp time policy works well to help balance peaks in work flow allowing <br /> employees to earn comp time when it is busy and then allowing the employees to use <br /> comp time when work flow is slower. At ERMU there is not a slow time in work flow, <br /> especially for those positions which would have the greatest opportunity to work <br /> overtime to earn comp time. And for the foreseeable future, ERMU will be very busy <br /> with electric service territory transfer rebuild and new construction. Because of the <br /> workload, the implementation of a comp time policy would likely result in additional <br /> overtime to offset loss of productivity due to comp time. <br /> Because of these three reasons, the committee does not recommend the adoption of a <br /> compensatory time off policy. <br /> 3. Volunteerism Paid Time Off—The Committee reviewed the request and comparable <br /> utilities' policies for paid time off to volunteer. After discussion, it was determined that <br /> supporting employees'volunteerism reinforces values consistent with those adopted by <br /> the Commission as part of our mission, vision, and values governance policies. The <br /> Committee concluded that a policy supporting volunteerism could ultimately improve <br /> delivered value to our community. The Committee recommends that the Commission <br /> approve up to four hours paid time off annually for employees for volunteerism, subject <br /> to approval by their manager. If approved by the Commission, language would be <br /> drafted and incorporated into the employee handbook. Also, the policy would be <br /> evaluated for employee use and effectiveness after the first year. <br /> 4. Second Health Insurance Option —Some field staff employees had requested a second <br /> option for health insurance, a higher deductible plan with lower premiums.The request <br /> did not allow for adequate time to research and make a recommendation to the <br /> Commission with time to implement for 2020.The Committee and staff intend to <br /> research options and provide an update and/or recommendation to the Commission in <br /> 2020 with sufficient time to implement for 2021 if approved. <br /> Cost of Living Adjustment (COLA) <br /> Page 2 of 4 <br /> 192 <br />