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HANDOUT AT MEETING - LETTER TO ERMU COMMISSION July 13th, 2021
<br /> Dear ERMU Commission,
<br /> We narrowly missed this in the agenda for tonight's meeting & our busy schedules did not allow much time to ask questions on the
<br /> Agenda Item 5.2. First off, we want to say that we are very thankful for the move forward with longevity pay&vacation
<br /> alterations. The direction of change will help with new employees. In our brief conversations this week, but also within past
<br /> conversations of nearly seven plus years, we have a few concerns or suggestions that we hope you may consider prior to finalizing
<br /> the Longevity 5.2 Items.
<br /> 1. Longevity Pay—
<br /> a. Dollar Increments Over Percentage-Since last years' meeting with the Wage & Benefit Committee, several of us
<br /> were also hopeful that a future longevity plan would be a fixed dollar amount instead of a wage percentage, so
<br /> thank you for that in the proposal.
<br /> b. Retro Longevity Pay—There is a big concern with not considering Retro Longevity Pay. For the last seven or more
<br /> years many have seriously been talking about the hope of longevity pay and how it could help retain employees. In
<br /> those last several years of discussions one big item that many wanted to convey to the commission is how much a
<br /> retro pay would benefit the company. To give a little perspective, there are 14 current employees of the total 44
<br /> employees that are within the proposed longevity timeline. We have lost over 20 employees in just over ten years,
<br /> by their own accord (not including retirement/health/termination). Of the 14 currently within the longevity scale,
<br /> they have been with ERMU for as many as 28 years of service, but most are within the first tier. We ran some
<br /> numbers and had some ideas for a Retro Longevity Plan to make it a little easier to see data on the fly. ERMU
<br /> would incur less than a $50,000 plus (including employer taxes) cash outlay; with the intention to invest in the very
<br /> individuals that have been here putting in daily work (plus some). The very teammates that are the trainers of the
<br /> up & comers, time and time and time again. They have overcome some big obstacles & have come out stronger
<br /> for it. The several that have been here with ERMU continually help to facilitate ERMU in growth of not only
<br /> territory, but in the ERMU workplace culture and the ideals of workmanship. These 14 employees strive to be
<br /> effective leaders, no matter their title. These individuals promote workplace buy-in, which in turn feeds into ERMU
<br /> longevity for the newer employees & strengthens the steadfast commitment to the community mentality that
<br /> ERMU thrives from.
<br /> Full Potential of Other Employees w/Years
<br /> Retro(Jan 1,2022) Missed in Longevity
<br /> Idea#3 Idea#2 Idea#1
<br /> Past Most Current Per Person 1 1 Tier Total Previous Tier•1/2 of Other Tiers Previous Tier.1/2 of Other Per Person Full
<br /> of Employees Longevity Tier Tier Retro Investment Per Person Tiers Total Investment Retro Investment Full Retro Investment
<br /> 6 8,ears 51,200.00 57,200.00 51.200.00 57,200.00 51,200.00 $7,200.00
<br /> 2 12"ears 51 400.00 52,800.00 52,000.00 54,000.00 52,600.00 $5,200.00
<br /> 3 16 years 51,600.00 54,800.00 52,900.00 $8,700.00 54.200.00 512,600.00
<br /> 2 2:years 52,000.00 54,000.00 54,100.00 58,200.00 $6,200.00 512,400.00
<br /> 1 28',ears 53,500.00 $3,500.00 $7,800.00 $7,800.00 512,100.00 $12,100.00
<br /> 14 out ar 44 E rrp oyees Qua;fy 522,300.E 535.900.00
<br /> 549,500.00
<br />
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