1. Summary Presentation

2.  Vision  Affiliation April 14  Town Hall Meeting August 22  Surveys  Board of Supervisors Meeting  Worksite Actions  Supporting your bargaining committee

4. INCREASES Everyone 40 % + of Group 180 Classifications Plus additional Differentials, Premiums & Allowances 7%9% 10.75%

5. 2½ YEARS

6. Salary Adjustments December 12, 20151% across the board increase July 23, 20161% across the board increase July 22, 20172% across the board increase July 21, 20183% across the board increase Longevity Pay effective December 10, 2016 2% after completing 15 years of continuous service for all employees except Probation Division Directors and Supervisory Nurses Effective December 10, 2016, the County shall change the Supervisory Nurses 10 year longevity pay to a 12 year longevity pay, but employees who are currently receiving the 10 year pay shall continue receiving such pay. Effective the same date, a 30 year longevity pay that is 2% above the current 25 year longevity pay for Supervisory Nurses.

7. Medical Premium Subsidy Effective July 21, 2018, the County shall increase the fixed dollar MPS for all units by approximately 2%. Equities 180 classifications will receive equity adjustments Service hours for the next merit advancement will not reset for employees who are receiving an equity increase of less than two and one-half percent (2.5%).

8. Equities- Continued Employees who receive an equity increase of two and one-half percent (2.5%) shall be eligible to advance to the next step, if applicable, upon completion of 1,040 service hours at the new range and step. Employees who receive an equity increase of more than two and one-half percent (2.5%) shall be eligible to advance to the next step, if applicable, upon completion of 2,080 service hours at the new range and step. Modified Benefit Option Certain classifications, the majority of which are at ARMC, will have an option for an additional $1.25 per hour to change to a modified benefit plan in the next open enrollment.

9. Evening and Night Shift Differentials Effective July 23, 2016, Evening differential increases to $1.20 per hour and Night differential increases to $1.70 per hour CPA Certification Allowance Effective July of each year, Internal Auditor II, III, IV and Supervisor II and III, Accountant I, II, III, and Supervisor II and III, Internal Review Accountant I, II, III, and IV positions who attain and maintain a valid CPA License shall receive a lump sum payment of $750.

10. Auditing Pay Differential Effective the first pay period after the Board approval, Internal Auditor II, III, IV and Supervisor II and III, Accountant I, II, III, and Supervisor II and III, Internal Review Accountant I, II, III, and IV, Auditor Appraiser I, II, III, and Supervisor positions who are required to perform auditing duties shall receive a 2.0% differential for hours actually worked up to 80 hours per pay period while auditing. Motor Fleet Mechanic I & II ASE Certification Differential Employees who have one ASE certification shall receive $.20 per hour above their base pay and employees who have two ASE certifications shall receive an additional $.30 per hour above their base pay for a total of $.50 per hour.

11. Recruitment Bonus Program Effective upon the Board approval, the bonus program will go from a flat $500 to a range from $500 to $1000. Detention Facility Differential Effective the pay period after the Board approval, the County will provide employees in the listed classifications who are assigned to a detention facility a differential of $1.00 for all hours actually worked up to 80 hours per pay period: Alcohol & Drug Counselor, LVN II - (excludes LVN II- Corrections), Mental Health Clinic Supervisor, Mental Health Specialist, Psych Tech I, Social Worker II, and Orthopedic Tech.

12. Medical Support Night Shift Differential Effective July 23, 2016, the differential will increase to $3.35 per hour for those who receive the differential Master’s Degree in Social Work (MSW) Incentive Effective the first pay period after the Board approval, employees in the Social Worker II classification who possess a MSW shall be placed on a range that is 2.50% higher than the current Social Worker II range. PCR-STR DNA Differential Effective December 12, 2015, Criminalist II and III and Supervising Criminalist shall receive a $.50 per hour differential when required to perform DNA case review, analysis, and case management.

13. Dialysis Unit Differential Effective December 12, 2015, LVN II’s who are assigned to the Dialysis Unit at ARMC shall receive $1.00 per hour differential for hours actually worked. Remote Assignment Incentive Eligible employees who are hired into a position/classification in a certified remote area shall receive $500 upon hire, and additional $500 after 2080 hours, and an additional $1000 upon completion of an additional 2080 hours. Salary Rates and Step Advancements Allows the County to hire step 7 with approval by the appointing authority

14. Health Services Assistant WIC Certification Allowance HSA I’s who are assigned to the WIC program and who are required to possess and maintain a Nutrition Assistant certification shall receive a lump sum payment of $500 in July of each year Committee The County and the Union will establish a committee to explore options regarding medical, including retiree coverage, over the course of the agreement. Term Through July 31, 2019

15. The County and the Union will establish a committee to explore options regarding medical, including retiree coverage, over the course of the agreement.

16. RESOLVED Back pay to be paid by January 15th Hours rest at 1040