AG 2000 09 18 - Laserfiche WebLink

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That upon consolidation, all members of the staff of the Charles A. Cannon Memodal Library will become COUNTY employees. At that time, each employee will be placed on the COUNTY salary scale at a grade and step which is at least equal to their rate of pay provided by the CITY at the time of consolidation. Any CITY employee who receives a pay Increase as the result of an evaluation due on any date immediately prior to the date of consolidation, but which wil[ not be in effect until after the consolidation, shall receive that increase as scheduled and in-the amount stipulated. The annual review dates of each employee for all developmental and merit pay increases will remain the same as those currently used for annual performance evaluation reviews conducted by ' the CITY. All CITY Library employee.s who currently receive longevity pay from the CITY will continue to racoive that benefit "frozen" at the amount awarded prior to the time of merger. The COUNTY will continue this benefit and will distribute it to employees in 26 equal payments with each pay during a fiscal year. The CiTY will provide the longevity pay due to each eligible employee from the date of the last longevity distribution in 1997 to the date of consolidation. In accordance with CITY Policy, this payment will be made as a lump sum distn"oution and will be made at the time all other CITY employees receive such distribution. The total years of service that each employee has accumulated with the CITY will be considered as years of public service and will be included in the calculation of total years of service for COUNTY employee recognition events and for retirement benefits. All accrued annual or vacation leave will transfer with each employee. Following consolidation, annual leave would be earned at a rate based upon total years of service including those years spent as employees of the CITY. Following consolidation, annual leave will be earned at the rate prescribed for all COUNTY employees. It should be noted that the COUNTY policy regarding the amount of annual leave which may be received and accrued differs significantly from the policy of the CITY. CITY Library employees will be required to choose between the two annual leave schedules offered to COUN3~f employees. Those choosing Schedule A will receive paid health and life insurance coverage upon retirement as prescribed by Article VI, Section 6, of the Cabarrus County ' Personnel Ordinance. All accrued sick leave will be fl'ansferrad with each employee. Following consolidation, sick leave will be earned at the rate proscribed for all COUNTY employees. All CITY employees will be eligible for all employee benefits provided by the COUNTY. In instances where benefits are the same such as participation in the Local Government Retirement System and participation in the 401-K program offered through BB & T, employees should not experience any break in benefit. It is understood that the COUNTY may be unable to compensate transferred CITY employees for any benefits which may be provided by the CITY, but which are not provided by the COUNTY. Currently, the Concord Library has a staff of 19 full time and 6 part-time employees. Most of the job classifications and job descdpfions already correspond to similar classifications in the COUNTY personnel ordinances. The following job classifications are unique to the CITY at this fime, but would be added to the COUNTY classification system at the time of consolidation: Director of Ubraries (1), Library .Clerk (1), Library Custodian/Courier (1). 3