HomeMy WebLinkAbout06. Review revised proposed Employee Total Compensation TemplateCentral Contra Costa Sanitary District
March 11, 2014
TO: ADMINISTRATION COMMITTEE
VIA: ROGER S. BAILEY, GENERAL MANAGER6�j
FROM: TEJI OWALLEY, HUMAN RESOURCES MANAGER
SUBJECT: EMPLOYEE TOTAL COMPENSATION TEMPLATE
At the Administration Committee meeting on February 11, 2014, staff was directed
to slightly modify the Employee Total Compensation template that was presented so
that it would only include items of compensation that are regularly paid on an annual
basis versus those items that are utilized by employees on an occasional basis.
Attached is a revised template which includes the removal of the pay items
"Vacation Sell Back" and "Tuition Reimbursement" as those would be considered
items that are not regularly paid on an annual basis.
I will be available to answer any questions or provide clarification during the
meeting.
To help you more fully understand the value of your total compensation earned over the past
calendar year, the following statement has been provided for your information. For further
information, do not hesitate to contact the Human Resources Division at extension 309.
Cash Compensation District Paid
Regular Pay
Overtime Pay
Registration Differential
Longevity Pay
Class A/B License
Special Pays'
Standby /On -Call
Total $0.00
Leave Benefits
Vacation Leave
Administrative Leave
Holiday Leave
Birthday Leave
Sick Leave
Total $0.00
Other Benefits
Medical Plan
Medical Waiver
Dental Plan
Cafeteria Plan
Life /AD &D Insurance
Employee Assistance Program
Long Term Disability
Total $0.00
Retirement
CCCSD Pension Plan
In Lieu Social Security Payment
Medicare
Total $0.00
Your Total Compensation in 2013: $
'Includes other non - recurring compensation such as meal allowance, out -of -class pay, provisional appointment pay, shift
differential, jury duty, and holiday compensation.
Please note that every effort has been made to accurately summarize your benefits and total compensation.
However, in any case where a discrepancy may exist between this statement and the term of the benefits
program, the actual terms and condition of the benefit program will prevail. This statement is not a legal
document, is not a contract and does not guarantee continuous employment.