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Commissioners discuss pay, health insurance changes and compressed work-week options ahead of public hearing
Summary
County staff presented compensation follow-up information: estimated costs for COLA/step increases, health-insurance premium changes and a possible compressed work schedule; commissioners asked for further study before changing employee cost-sharing or work patterns.
St. Mary's County budget staff presented follow-up material on employee compensation, health insurance and alternative work schedules and commissioners requested additional study before making policy changes.
Jean Cudmore reviewed the background material on compensation and the fiscal impact of several options. Staff recapped a prior pay study and the FY17 implications, and provided estimates: the presentation noted that a 1-step pay increase would cost roughly $600,000 (county-wide) and that a 1% cost-of-living adjustment (COLA) produces a measurable six-figure impact on the general fund. Cudmore also explained that the county had already budgeted a 12 percent increase in health-insurance premiums for the coming fiscal year and had added funds to the HR budget to cover hourly employees who become eligible under the Affordable Care Act.
Commissioners discussed the idea of a compressed work-week (four 10-hour days) as a potential cost-neutral compensation tool but agreed it required more study because of overtime and holiday-pay interactions. Several commissioners pointed out differences in contract lengths and work schedules between county government (40-hour standard) and local school employees (some on 10-month contracts and different hourly expectations), concluding that a detailed apples-to-apples analysis would be necessary before any change.
The board also reviewed a staff comparison of average salaries across county and school classifications and asked staff to present a clearer model of the fiscal effects and implementation logistics before approving changes to insurance cost-sharing (for example moving toward an 80/20 employer/employee split) or to work schedules.
Commissioners left the compensation adjustments in place for the recommended budget but asked that HR return with a refined impact analysis and implementation timeline to consider at or after the public hearing.
