Loading...
HomeMy WebLinkAbout2003-02-13 RMLD General Manager Committee MinutesRMLD BOARD OF COMMISSIONERS General Manager's Contract Subcommittee Meeting Temporary Transmission & Distribution Conference Room Thursday, February 13, 2003 6:30 p.m. Attendees: Commissioners Pacino and Soli Mr. Vincent Cameron, General Manager ct FrFh! , Ki 0 Commissioner Soli distributed copies of an updated General Manager's Employment Agreement which included his revisions. Commissioner Pacino asked what benefits Mr. Cameron is currently receiving. Mr. Cameron stated his salary was $114,000, however, it was adjusted to $120,000 when he assumed the role of Acting General Manager last year. Mr. Cameron stated in addition to health benefits he receives fifteen days of sick time per year and the sick time back. Mr. Cameron explained if an employee takes no more than four sick days per year, they are entitled to buy back their accrued sick time upon retirement or resignation. In addition, if an employee takes no sick time in a one year period they receive an additional personnel day the following year. These benefits are the same for all employees. Mr. Cameron noted he also receives two personal days per year as well as longevity pay which is based on years of service. Mr. Cameron stated Funeral leave is five days for immediate family and three days for "other" family. Mr. Soli asked, "what if someone gets sick and is out for two hundred days, however, doesn't have enough sick time?" Mr. Cameron stated the organization does have a disability plan which would cover a certain percentage of the employee's salary if out for an extended period of time. He also noted the process of employees using their vacation and personal time as well as sick time when out for an extended period. Mr. Cameron explained the informal process of other employees donating sick time and gave an example of an employee who was recently out of work for several months whereby many employees donated sick time to this individual. Mr. Cameron noted the pension portion was left out of the former General Manager's Contract. Mr. Pacino agreed it was not in the original Contract and remembered at one time the Commissioners agreed to give the former General Manager an extra annuity, possibly ICMA. Mr. Cameron stated it probably was the matching of his ICMA account which other employees are entitled as well. Mr. Pacino asked Mr. Cameron what his overall thoughts were on the Agreement. Mr. Cameron stated there should be performance equations attached to the yearly salary review Mr. Pacino stated his concern for measuring the performance of the General Manager noting the difficulty of doing so since the Commissioners are in the office infrequently. Mr. Cameron stated he measures the performance of his employees by meeting with them at the beginning of the year and distinguishing goals for the year. When review time arrives at the end of the year, he uses the accomplishment of those goals, or lack thereof, as one vehicle for evaluating the employee's performance. Mr. Cameron suggested making goals for himself so the Commissioner can measure his performance, i.e., the development and implementation of Operating and Capital Budgets, etc. General Manager's Contract Subcommittee Minutes Page Two February 13, 2003 Mr. Pacino asked if these goals should be set each year. Mr. Cameron stated if a metric is included the Board will set goals and at the end of the year can determine if those goals were accomplished satisfactorily. The Board can also check to determine if the Department runs smoothly, etc. Mr. Pacino questioned how the Commission can determine how well the GM is doing and asked how the expectations can be reviewed on an ongoing basis throughout the year. Mr. Cameron suggested one way would be to use the financials since they are reported on a monthly basis, in addition to comments from employees and outside customers. Mr. Cameron pointed out this type of reviewing will also help him because he will know what is expected from the Commissioners. Mr. Pacino asked Mr. Cameron what type of protections he feel he needs. Mr. Cameron noted in the Contract under #7 Termination, it states "the RMLB or the employee can terminate employment with six months notice." Mr. Cameron clarified that means at anytime the RMLD wants to fire him he will get six months pay and if he wants to terminate his employment, he needs to give them a six month notice. Mr. Cameron also stated the term "for cause" should be tightened up. Continuing, Mr. Cameron stated "for cause" would indicate dishonesty, etc., however, it needs elaborating for a more clear cut definition. Discussion ensued relative to the legal term of "for cause" versus negligence, etc. Mr. Cameron questioned the Commission having Mr. Arthur Carakatsane review the Agreement and since the Board has an attorney to review the Agreement, should he have an attorney review the Agreement for him. Mr. Cameron also questioned the MGL laws stated in the Contract. Discussion ensued relative to the vacation and sick time buy back upon termination Mr. Pacino stated the RMLD vehicle should only be used as transportation during working hours and should be spelled out in the Agreement. Mr. Cameron stated the vehicle he uses is only used for transportation during the working day and is otherwise parked. Mr. Cameron asked about health insurance, accidents, liabilities, and the differences between hospitalization and medical. Mr. Cameron stated his concerns relative to life insurance and whether the Agreement can include the RMLD paying into a more substantial life insurance benefit. Mr. Soli stated he will clarify these questions with Beth-Ellen Antonio. Mr. Cameron stated his desire to add to the Agreement that upon termination the sick time buy back could be paid out in such a way as to not be over taxed. Mr. Cameron noted Mr. Fournier knows a way to handle this type of situation. Mr. Soli committed to making more updates to the Agreement. Mr. Cameron noted compensation hasn't been addressed and asked the Subcommittee for a salary of $130,000 which is $10,000 more than he is currently making although $10,000 lower than his predecessor.