HomeMy WebLinkAboutCalled Commission Meeting December 8, 2008
CALLED MEETING COMMITTEE ROOM – December 8, 2008
12:00 Noon
Augusta Richmond County Commission convened at 12:00 Noon, Monday, December 8,
2008, the Honorable Deke Copenhaver, Mayor, presiding.
PRESENT: Hons. Holland, Smith, Grantham, Hatney, Beard, Johnson, Jackson, Bowles,
and Brigham, members of Augusta Richmond County Commission.
ABSENT: Hon. Mason, member of Augusta Richmond County Commission.
Mayor Copenhaver called the meeting to order.
Mr. Russell: I had initially asked for a special called meeting in which we could go into
legal session and review the policy for employees who have to be RIFted during our budget
issues here. Because we are talking in generality and talking about the specific policy itself, I
think it would be appropriate to go ahead and do it in an open meeting without going into legal in
order to do that if that’s okay with you. I talked to the attorney and she’s okay with that. What
you have before you is a policy that the staff put together late last week, including Mr. Powell,
Donna and myself, both the Deputy Administrators and Robby, in reference to what would be
our RIF policy. We used our policy manual as a guideline and then put together what I thought
to be an appropriate package for these individuals who will be leaving due to financial conditions
beyond their control and our ability to deal with those particular situations. As you go through
this, it is a working document for your discussion, but these are the recommendations the staff
made basically. Obviously, the reason for layoff is in there, the notice for the department
director and the policy where we have a 60-day calendar notice upon notification of each
particular employee. Reductions should either be done through reorganization or through lay-off
based on the following factors: service in class, service with the government and performance
evaluations for the last three years. That’s not when we, in some places we’ve actually
reorganized whole programs and they would be handled a little bit differently and gone in that
particular area. There is an issue for special cases that would require my approval and the
Director of Human Resources’ approval and when regular employees should be laid off. In
addition this is a package that we talked about briefly last week. Priority consideration for any
vacancy for which they are qualified for be filled during the 60 day notice. That’s what I talked
about trying to make them available to fill any vacancies that are there. The staff would
recommend we give them 90 days continuous existing health care coverage with the same
employer/employee premium. We’d like to pay for accumulated sick leave not to exceed the
maximum as calculated at 50% of the hourly rate so they would basically get 50% of their sick
leave that we would pay for. They will be eligible for all statutory unemployment benefits,
payment of annual leave and all compensatory time earned as of the date of separation. We’d
also like to give them one month’s severance pay. For department directors, if that should be the
case, and there is one in this particular case, one month’s severance pay for every year of service
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up to six years. This will be calculated at up to 6/12 of the annual salary at time of separation.
For department directors we’d like to give them five years of credited service towards retirement.
This is a package that we feel would be appropriate for these particular individuals as they leave
us. Once again, let me emphasize they are leaving through no fault of their own but through
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financial considerations that the government has had and decisions we’ve had to make with the
budgets. It goes along with our current handbook and state law and federal law and that would
be the recommendation I would make for you to pass today. If you have any questions, I would
be more than happy to try to respond.
Mr. Brigham: On the 90 days continuous on the health insurance plan, is that 90 days in
addition to COBRA or 90 days -- ?
Mr. Russell: Prior to COBRA.
Mr. Brigham: Prior to COBRA.
Mr. Russell: COBRA would require that you make full payment. We would have 90
days where we would pay our portion.
Mr. Brigham: Is it still within the 18 months that they are eligible for or are we
extending it 18 months?
Mr. Powell: The 18 months would begin at the end of this 90 day period so they would
get their full 18 months of COBRA.
Mr. Brigham: So we’re basically giving them more than three-quarters of a year.
Mr. Russell: Yes, sir.
Mr. Powell: They’d still pay their premium (inaudible)
Mr. Mayor: Any more questions?
Mr. Grantham: Fred, I mentioned to you this morning there’s no deviation of the time of
employment for any of these employees based on your separation.
Mr. Russell: No, sir, it’s not. We talked about that at some length and thought and
looked at trying to do that based on years of service, whatever, it was our assumption that
because it’s through no fault of their own and my recommendation that we go ahead and do that
for all the employees involved.
Mr. Grantham: Okay.
Mr. Mayor: Any further discussion? Somebody care to make a motion?
Mr. Bowles: So move.
Mr. Hatney: Second.
Mr. Mayor: We have a motion and a second. All in favor, vote using the sign of “aye”.
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Motion carries 9-0.
Mr. Russell: Thank you, ladies and gentlemen.
Mr. Mayor: As that was the one agenda item, we stand adjourned.
[MEETING ADJOURNED]
Nancy W. Morawski
Deputy Clerk of Commission
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