1. Mountain Regional Water Personnel Policies
Summit County Council Presentation
December 16, 2016

2. Overview
Mountain Regional Water (MRW) originally used Summit County personnel policies.
The primary reason for the change in benefits was due to a salary/benefits survey performed in 2010 to more closely align with similar entities in the area, like Park City and Snyderville Basin Water Reclamation District. This resulted in increased sick leave and a housing/transportation allowance.
The other significant change in benefits was due to the creation of a 403(b) retirement benefit, which was used in lieu of a COLA increase in

3. Section 3B Personnel Committee
In order to review policies and procedures, job descriptions, grievances and other items of personnel nature, the Board shall establish a Personnel Committee (PC) as a subcommittee of the Board.
General Organization: The PC shall be comprised of the Personnel Director and two (2) members of the Board appointed by the Chair of the Board.
County policy designates three (3) members, however due to MRW Board size we recommend only two (2).

4. Section 3D(2h) Employee Supervision
2h. Perform and complete employee performance evaluations in accordance with District guidelines. Evaluations shall be conducted during the month of December each year;
The County policy designates performance evaluations be completed on the employee’s anniversary date. With the small number of District employees, the District would like to keep performance evaluations done annually in December.

5. Section 3D(3c) Employee Supervision
3c. Evaluating the performance of new employees on a regular basis, regular employees annually, and employees who are being terminated;
The County policy designates performance evaluations of new employees be done monthly. Due to the size of the District, we would like to keep this as “regular”.

6. Section 5H(1aiii) Orientation Period
iii. At close of the orientation period the Supervisor shall submit the new employee’s written evaluations and my recommend up to a 6% increase for the new employee.
The County policy allows up to 3%. We would recommend keeping 6%, which is the District’s current practice.

7. Section 8F(2)
Overtime
2. For all non-exempt, FLSA covered employees, overtime shall be paid and/or all comp-time accrued at the rate of time and one half (1/2) the regular rate of pay for all hours working in excess of the forty (40) hour work week. It shall be the regular practice of the District to pay overtime in the pay period in which it is earned. However, if authorized by the General Manager, and employee may be allowed to accumulate up to a maximum of forty (40) hours compensatory time annually. Unused comp time shall be paid out on or before March 31st of each year.
The County allows 24 hours of comp time and pays out December 31st of each year. Currently MRW policy doesn’t have a cap, but does pay out all comp time on March 31st of each year.
We recommend adding a cap of 40 hours and continuing the pay out on March 31st. December is a busy time for the District and leave needs to be limited.

8. Section 8N Performance/Incentive Awards & Bonuses:
Instant Bonus Program: up to $500, County allows $50
Meritorious Bonus: up to $1,000, County allows $100
Safety Bonus: up to $500, does not exist at the County
Test Bonus: up to $200, does not exist at the County
Annual Bonus Program: up to $1,000, does not exist at the County
We would like to maintain our current bonus system as recommended and approved by our Control Board several years ago.

9. Section 9 – Fringe Benefits
Qualifying Employees
1. All Full-Time and Part-Time Benefited employees working for the District prior to January 1, 2017 that have as of that date, worked for the District for six (6) or more months; and
2. After January 1, 2017 all Full-Time employees.
As of January 1, 2017 we will have 4 grandfathered employees working part time and receiving benefits. Employees hired after January 1, working less than 40 hours will only receive mandated benefits.

10. Section 9 – Fringe Benefits
403(b) Program:
The District provides for a 403(b) plan to provide employees with the opportunity to save for retirement on a tax-advantaged basis. The District contributes 3% of gross wages into the employee’s 403(b) account and in an effort to encourage retirement savings, the District will raise their deposit to 4% if the employee contributes 5% or more.
The County policies do not provide for this benefit.
In 2008 this 403(b) retirement benefit was given to MRW employees in lieu of a COLA pay increase.
Both Park City and SBWRD provide for a separate retirement plan outside of URS.

11. Section 9 – Fringe Benefits
Housing/Transportation Allowance:
The District’s primary work area is in a high cost of living area which requires employees to either pay a premium for housing or commute longer distances to reside in affordable housing areas. In order to offset this hardship, the District provides a monthly allowance of $200. Employees assigned vehicles are not eligible for the allowance.
The County policies do not provide for this benefit.
Park City, SBWRD and Park City Fire provide for a housing and or transportation allowance for employees.

12. Section 9 – Fringe Benefits
Vacation:
Vacation accrual for years of service is the same as County policy, however unused vacation leave carry-over is as follows:
Employees may carry unused vacation leave over to the next year to a maximum of one year’s accrual of unused vacation leave. Any accrued vacation leave in excess of the maximum shall be forfeited on March 31st of the following year.
The County policy allows 200 hours of carry-over.
If the District increased the allowance to this level it would have a significant financial impact to the District, as the current average annual accrual is only 135 hours.

13. Section 9 – Fringe Benefits
Sick Leave:
Sick leave shall be earned at the rate of 3.7 hours per pay period of full time employment and may be used as earned. Sick leave shall not be granted beyond that earned by any employee. Qualifying Employees as defined above, working more than 1040, but less than 2080 hours, may participate in sick leave benefits on a pro-rated basis.
The County policy allows for 2 hours per pay period.
Park City, SBWRD, Basin Rec and PC Fire all have sick leave accruals at 3.7 hours per pay period or above.
MRW will adopt the County policy to accrue up to 400 hours, from its current max of 360 hours.
MRW will also adopt sick leave pay out of 50% effective on all sick leave accrued after December 31, 2016.