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Another issue involves merit raises. County employees are eligible for merit raises equaling 0% to 5% that is applied to the base pay of the person. It does not appear appropriate to apply this merit increase program to employees who have a built-in 40 percent overtime arrangement in their regular salary. This reduces the potential annual salary increase when comparing similar percent raises with comparable annual sala- ries. In addition, the Personnel Action Forms indicate that many of the Paramedics have an annual salary in the range of $12,000 to $14,000 because overtime is not included. A more realistic annual salary with the built-in overtime is in the range of $22,000 to $24,000. Because of the indicated base salary found in the PAR, in less than 60 days of operation, more than one of the Paramedics have had trouble getting personal loans since they have what appears to be an inadequate income for their desired loans. An additional problem related to the low salary reflected, is that the County Death Insurance Policy is predicated and relative to the base salary. This would reduce benefits to the family of a Paramedic who may lose his/her life in the line of duty. The final issue deals with holidays recognized by the County. Paramedics change shifts at 8:00 a.m. which means that one employee works 8 hours on a holiday and his/her relief works the remaining 16 hours on the holiday. This matter is discussed below and a recommendation is made to resolve this issue and others referenced above. RECOMMENDATION The following recommendations are jointly made to the Board of County Commissioners to resolve the issues referenced above as relate to the Paramedics/EMI's: 1. scheduled hours of work - currently 37.5 hours per week. Recommendation: Approve implementation of the FLSA exemption of 212 hours in a 28 day cycle before overtime compensation must be paid. New PAR's will be accomplished by Personnel to compute the rate of pay using the 212 hour formula. Brief guidelines will be issued to clarify hours worked, overtime, etc., under the referenced exemption. 2. Sick/Vacation accrual rates - currently 7.5 sick and 6.25 vacation per month. Recommendation: Approve accrual rates to reflect 1 sick day a month which will accrue at the rate of 12 hours/ month and 10 vacation days a year accruing at the rate of 10 hours/month with subsequent review for establishment for a sick incentive plan. The sick leave incentive should be approved and changed to reflect the 30 and 60 day time frame of 360 and 720 hours respectively. 3. Holiday Pay - currently 7.5 hours per holiday plus time and a half for hours worked on the observed holiday. Recommendation: Pay time and a half for holiday pay (12 hours = 1 holiday, time.and a half would be 18 hours) for those employees working the majority of hours on the actual holiday (i.e., those working 16 hours rather than those working 8 hours on the actual holiday). Time worked on the holiday will be compensated at straight time until the employee reaches the 212 hour threshold. 4. Funeral leave - current policy is 3 days per year. N 600K 77 f'A.GE 63