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The proposed changes do not alter the General Managers existing salary or benefits. Rather, the <br />proposed changes are intended to clarify ambiguities created by disparate benefit packages <br />among administrators (i.e., those hired before vs. after July 1, 2009). <br />Accordingly, the following changes are recommended: <br />End of Section 3C —adds language that severance pay in conjunction with a termination <br />without cause is conditioned on the GM signing a waiver and release (new language) <br />Section 4 — updates the salary figure to the current amount (previously was amendment <br />#3 to the May 22, 2014 agreement) <br />Section 5 — clarifies that the outcome of a performance evaluation does not mandate <br />compensation changes (new language) <br />Section 7 — clarifies the retiree medical benefit <br />Attachment 2: <br />Opening paragraph — clarifies the retiree medical benefit <br />Deferred compensation — updates the language to the current benefit (previously was <br />amendment #2 to May 22, 2014 agreement) <br />Vacation — codifies currentpractice, capping the GMs annual vacation accrual at 30 <br />days/year. <br />A blue -line strikeout version of theproposed agreement is attached as Exhibit A. The current <br />agreement and amendments are attached as Exhibit B. <br />STRATEGIC PLAN COMPLIANCE <br />5.0 Recruit and retain a high quality and motivated workforce ... offer competitive compensation <br />and benefits. <br />5.4 Craft clear and transparent agreements which include labor and employment issues in <br />order to foster understanding and accountability to the public, and post job descriptions, <br />salary tables and labor and employment agreements on the District's website <br />Attachments <br />