1) The total amount of the budget for health care would be pegged to $1900/year for 1988-9 budget year. (Budget subject to Member approval).

2) The budget would be split in half between the two staff, to be used for health insurance or health care costs as defined in the staff contract.

3) Quarterly reports would detail how health care funds were being spent. These reports would be submitted only to the Coordinating Committee; individual Board members could inspect them on request.

4) Each individual could accumulate unspent health care funds indefinitely, even carrying them over to the next budget year. When they quit working for MCC, they would have a 3-month extension of health care benefits (similar to the transition period allowed by health insurance policies). This would end sooner if the staffperson were covered under another health care package. This coverage would cover only current health care expenses.

Staff receiving such health care benefits might have to pay tax on them, as they would probably be considered wages.

Staff shall provide the Board with written job descriptions. (see job descriptions) (5/4/77)

Board agrees to "be open to recognizing a union of MCC employees as sole bargaining agents." (4/26/78)

MCC's Finance Coordinator is to work with the Finance Committee in coordinating the refinancing of MCC's land contract holdings. (11/28/79)

A. Staff reviews shall be completed and the results written up in a Board packet before the date specified in each contract, and the board must vote to affirm or reject the recommendations of the committee. Newly hired staff shall be signed to probationary six-month contracts, also known as initial contracts. Their job performance shall be reviewed after 5 months to determine if a long-term contract, also known as a permanent contract, should be recommended. A positive review will result in the offering of a standard one-year employment contract to run concurrent with the MCC budget year. This may mean offering a short-term extension on the current contract to bring contracts into synchronization with the budget.

B. The review committee is recommended to consist of two members of the Coordinating Committee, two members of the appropriate committee, two members from the Board, and two other MCC members. The Staff member being reviewed shall not be a member of their committee. Review committee members should be familiar with how the staff person performs their job. No more than two members may be from the same house. The members will be chosen at committee or Board by an instant run-off voting procedure with no objections. The staff member being reviewed does not get a vote on their review. Quorum is six. Decision is to be made by consensus. Chairs and appropriate committees are as follows: Maintenance Coordinator: Maintenance Officer and Maintenance Committee; Finance Coordinator: Finance Officer and Finance Commitee; Member Services Coordinator: Membership Officer and Membership Committee.

C. The role of the staff review committee will be to set the survey questions and review the performance of staff persons, develop job descriptions/revise contract wording in cooperation with the staff, set performance goals for the upcoming contract period in cooperation with the staff, and make recommendations on contract renewal and contract wording to the MCC Board. The committee shall meet at least three times: once to develop surveys, once as a meeting open to all members, and at least once for review committee members and the staff member only. The chair is responsible for posting the date, time and location of the open review committee meeting at all houses at least one week advance. After the open review meeting, the review committee is not obligated to analyze further incoming attachments/comments. The review must include, but is not limited to: 1) discussion of fulfillment of duties stipulated in contract, 2) discussion of contract renewal, 3) discussion of modifications to the contract, 4) discussion of survey results (chair is to write up, distribute, and collect surveys from the membership) and a discussion of past performance, worklogs, overtime use, vacation use, and annual earnings and 5) constructive criticism. The chair may ask the staff member under discussion to leave the room at some point to allow more open discussion but this should be an open, cooperative process as much as possible.

D. Directors of the Board are responsible for encouraging members to complete surveys.

E. Grievances toward staff must be addressed as per policies, and the Grievance Committee will coordinate appropriately with the Staff Review Committee.

F. Staff contracts shall include: a full description of job duties, including the person(s) staff is responsible to for performance of those duties; an understanding of the relative priority assigned to those job duties; compensation, including scheduled bonuses and raises; benefits, including compensatory time, vacation, sick pay, health coverage, and overtime; and the procedure for performance review, determination of salary adjustments, and termination of employment, including severance pay.

G. The committee chair or their designate shall provide the MCC Board with a written summary of the evaluation, to include: complete results of the quantitative portion of the survey, all survey comments and additional attachments, aspects of the job well done, specific areas in which the staff person needs to improve, with recommendations on how to make those improvements if this has been determined, and specific ways to determine when the improvements have occurred. Additional survey comments and attachments must be made fully available in hard or electronic form. Any member may request a copy of the survey comments and attachments. Their report will also include recommendations on contract renewal and revisions. The results of the contract-year-end staff review shall be provided for a Board meeting at least one month before the end of the current staff contract to allow time for a staff hiring process to occur should the committee recommend non-renewal.

H. During the staff review process, beginning when surveys are distributed to the Board meeting discussing the staff member, any member has access to pertinent records. The member must submit a written request to the chair with a purpose relevant to evaluation of the staff member. The chair must facilitate a viewing of records with the member within ten days of the written request submission.

I. The following items will be maintained in a permanent file in the MCC office: copies of staff contracts, amendments and extensions; minutes of SRC meetings; copies of SRC recommendations to the Board; staff self-reviews and questionnaires received from members. The keeping of this file shall be supervised by the MCC Secretary.

(Adopted by the Board of Directors 9/28/05; Amended by the Board of Directors 2/13/08)

Coordinating Staff Compensation

Compensation for MCCs three coordinating staff shall conform to the following: Paid Vacation 10 Days per Year Plus 1/2 Day per Year of MCC Service to a Maximum Total of 20 Days per Year Holidays 10 Annual Holidays per the Staff Members Choosing, Specified in their Contract Sick Leave 12 Days per Year, Earned on a Monthly Prorated Basis Plus 3 Additional Days per Year for Parents Raising One or More Children Salary/Wage Range - MCC Member Services Coordinator ~ UW Human Services Program Coordinator - MCC Maintenance Coordinator ~ UW Maintenance Supervisor - MCC Finance Coordinator ~ Financial Specialist Program Supervisor April 3, 2005 Pay Range for All Three Classifications: $15.117 to $33.285 per Hour Note: According to the UW classification system, the three positions listed above are denoted either as 81-4 or 7-4 in terms of their official pay schedule and range. To prevent a future divergence of MCC staff pay ranges, under this option, it would be understood that all three positions are considered 81-4 although the distinction currently has no significance since 81-4 and 7-4 are on identical pay ranges. While the wage range would initially be determined according to a UW pay scale, annual adjustments would be made based on the rate of inflation determined by the Consumer Price Index. Ladder System Establish a pay range ladder with 30 rungs, such that for the chosen pay range the 1st rung corresponds to the minimum salary/wage, the 30th rung corresponds to the maximum salary/wage, and the difference between each rung amounts to 1/30 of the difference between the minimum and maximum salary/wage. Coordinating staff member would start on a rung commensurate with their years of full-time, directly relevant work experience, up to a maximum of 10 years or rungs. For each year of working for MCC, a coordinating staff member moves up one rung on the pay range ladder. For example: A Member Services Coordinator with no prior relevant experience and 2 years as Member Services Coordinator could earn $16.33 per hour; a Maintenance Coordinator with 1 year of prior relevant experience and 5 years as Maintenance Coordinator could earn $18.75 per hour; a Finance Coordinator with 25 years of prior relevant experience and 0 years as Finance Coordinator could earn $21.17 per hour. Under this ladder system, coordinating staff members with initial contracts are at a rung 5 steps below the rung they would be at if their contract were permanent, not to go below the 1st rung. Health Coverage MCC agrees to pay the actual costs of an individual or family health and dental care policy through ChamberCares Mendota Plan from Group Health Cooperative (GHC) for each staff member.

This is a set of policies intended to formalize conflict resolution steps for staff members.

1) That conflicts between Staff members be brought before the Individual Issues (II) committee initially to see if a solution can be brokered there. Two additional members of the committee could be added, as long as they were members of the Board.

2) If a Staff member is unsatisfied with the results of this mediation, a second meeting of a Grievance Committee could be arranged by the Grievance Coordinator (The President if there is no Grievance Coordinator) which would be Ad Hoc and could include non-Board members. Each Staff member could request a particular participant (even non-MCC) and the GC would pick the rest. The committee would be run by consensus.

3) Only after these two meetings had been tried would outside help be solicited. Funds for outside help would be approved by the Board. Details of the conflict would not be discussed with the Board. The GC would recommend to the Board whether to approve funds based on the results of the two meetings. (fiscal decision only)

4) Temporary/Part time Staff are expected to follow the directions of MSC/FC/MC. Issues of unfair treatment or harassment may be brought to II. If not resolved, a Grievance Committee could be formed as outlined above. Outside help could be solicited as outlined above.

5) Staff are encouraged to have regular Staff meetings (biweekly or monthly) in order to facilitate communication between Staff members.

6) For Grievances between Officers and Staff, they will first be heard at a Coordinating Committee meeting as an agenda item. If unresolved, or if it is taking too long than the grievance will be sent to II. If the GC is the Officer(s) in question, than the Staff member in question could pick another officer or Board member to chair an Ad Hoc Grievance Committee. Outside help could be solicited in the same manner as above.

7) In order to preempt conflict, if a Staff member disagrees with any direction given to them by a particular Officer, they may request that it be discussed by the Coordinating Committee. The officer may, in the interest of time, solicit a simple majority of the Coordinating Committee in order to request compliance. If this occurs, the issue must be discussed at the next Coordinating Committee meeting.

8) Previous Coordinating Committee decisions are binding, unless brought to the Coordinating Committee again for reconsideration, or to the Board. No Officer may ask a Staff member to ignore the direction of the Coordinating Committee as a whole.

9) In the event of a conflict between staff and a member, the procedure outlined above in #1 will be employed.

10) In the case of a conflict between a staff member and a house, the houseﾒs Board of Directors representative(s) are the responsible parties concerning representation and communication on behalf of the house. The staff member should direct all communication to the houseﾒs Board Representative first and in writing, and the Board representative should convey this information in a timely manner to the rest of the house.

Starting on June 1, 1997, MCC will pay all of its workers or reimburse parents for childcare expenses at a minimum rate of $7.70 / hr. Adjustments will be made to the 1997-98 MCC budget so that we can afford to do this. The line item for child care will be raised by $135. The line item for note taker will be raised by $210.

This includes our summer interns. (passed 4/16/97)

1) MCC sets up a 403b retirement plan for contracted staff members and any other staff employees who meet the criteria set our in part II.

2) Each year, MCC will contribute 4% of the employeesﾒ salaries to the plan. The amount the employees contribute will be at the discretion of the individual employees, although some minimal level of participation may be required for MCCﾒs 4% contribution to kick in.

* During January of each year, MCC will assist employees meeting one of the following sets of criteria in setting up a Simplified Employee Pension (SEP) plan and a parallel 403b. Employees with accounts already open (from previous years) will continue to be eligible regardless of the amount earned in the previous calendar year. Contracted staff (currently Seth, Brian and Richard): Eligible as soon as they have worked 6 consecutive months for MCC. All other MCC employees: Employee must have earned $6250 working for MCC during the last calendar year, including workmanﾒs compensation pay (and therefore be eligible for a $250 benefit from MCC). or Employee must have worked for MCC 3 of the last 5 calendar years. * For each employee meeting the criteria, MCC contributes an amount equivalent to (in addition to) 4% of the employeeﾒs salary/wages per year. MCCﾒs contributions go into each qualified employeeﾒs SEP plan. The SEP plan is for MCC contributions only. MCC makes regular contributions on a quarterly basis (January, April, July and October). * MCCﾒs first SEP contribution for a contracted employee: Once a contracted employee has worked 6 months, they may open a SEP and 403b account. MCC makes its first contribution to their SEP plan the first quarter that they are qualified. That contribution is equivalent to 4% of the employeeﾒs salary earned since they began working for MCC. [Say a contracted employee starts to work for MCC during the month of February . Their first contribution would be made in October, in amount equivalent to 4% of their salary/wages earned between February and October. ] * MCCﾒs first SEP contribution for other employees meeting the above criteria: The first contribution is made January of the calendar year the employee first qualifies, at an amount equivalent to 4% of their wages during all previous years employee worked for MCC and did not qualify. From then on, contributions are made quarterly. * Qualified employees who want to contribute additional funds to their retirement savings may also open a 403b account to supplement the SEP plan. The 403b is for employee contributions only. * Under the SEP and 403b, each employee may decide where their money is invested from among the choices on the following page. * MCC uses ACS Investment Advisors on a consulting fee basis, for the set-up and management of both the SEP and 403(b) plans. Personal employee visits to the consultant beyond the initial set-up of the SEP and 403(b) must be approved by the MCC Coordinating Committee.

Example of a possible scenario: January of 2000, Brian looks back at the total wages of each MCC employee. Brian finds that MCC employee "Steve", who is not currently receiving retirement benefits, earned $10,000 in 1999. That January of 2000, Brian sends Steve to ACS Investment Advisors, and Steve fills out his application for the SEP and 403b. At that time, Brian contributes $400 (4% of $10,000) to Steveﾒs SEP account. After that, MCC contributes the equivalent of 4% of his wages to his SEP on a quarterly basis.

Say, Steve works in 2001, but only earns $5000. Any consecutive year that Steve works for MCC after his SEP account is open, MCC continues to contribute, regardless of the amount Steve earns. If Steve quits, and then comes back to work for MCC later, he must re-meet the criteria for eligibility.