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participants, onecontributed 100% of the sick pay, one contributed 50%, and one contributed a <br />varied percentage from 0% to 100% based on years of servicewith a 720-hourmax. The <br />Committee felt the varied percentageincrease stratified withyears of servicecould be matched <br />to the longevity pay increases, since they are bothretentionfocused. The Committee proposes <br />a varied percentage based on years of service and 960-hour max as follows: <br /> 0-7 years 50% <br /> 8-11 years 55% <br />12-15 years60% <br />16-19years65% <br /> 20-23 years 70% <br /> 24-27 years 80% <br /> 28-31 years 90% <br /> 32+ years 100% <br /> <br />The third request was for three additional PTO days to use for sick pay situations for non- <br />remote staff, that are “use it or lose it”. The Committee does not recommend any additional <br />sick time for any staffand has no proposal for this item. <br />The fourth request was to increase the Utilities Performance Metric Incentive Compensation <br />from 2% to 4%. The Committee proposes a .5% increase for the 2023 UPMIC year of measure, <br />effectively 2.5%, and .5% increase for the 2024 year of measure, effectively 3%. <br /> <br /> <br />ATTACHMENTS: <br /> WBC Staff Conversations Document 8.2022 <br />______________________________________________________________________________ <br />Page 2 of 2 <br />84 <br /> <br />