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SEIU Local 1000 Officers' Pay Proposal PPt

SEIU Local 1000 Officers' Pay Proposal PPt

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Published by: jon_ortiz on Sep 23, 2011
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07/10/2013

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What We Did

• Defined role of President • Defined a peer group of like Unions and Locals • Looked at salaries paid to the President or Chief Executive in those Unions

Defined a Peer Group
• Factors we looked at:
- Number of members - Their operating budget - Size of their staff -,Range of operational and geographic activities - Policy-setting responsibility - Scope of decision-making responsibility

Peer Group for Loca/1000
• • • • • • • • • • SEIU (Washington DC) SEIU 1199 SEIU United Healthcare Workers SEIU Local 328J (New York) California School Employees Association California Nurses Association SEIU Long-Term Care Workers SEIU Local 721 SEIU Local 1021 New York State Public Employees Federation • • • • • • • • • • SEIU Local 521 SEIU Local 1 SEIU Local 775 (State of Washington) SEIU Local 1877 CA State Council of Service Employees SEIU Local 925 (Seattle) SEIU Local 49 (Oregon) SEIU Local 221 SEIU Illinois State Council SEIU New York State Council

Council Role
IRSdefines three-pronged test for Council to set l Officers compensation
• Council approves and exercises oversight in future • Council considers factors in setting a reasonable level of compensation, and • Council approves a Compensation Philosophy.

IRS Section 4958
Tests for Reasonableness
- Did Council act on a recommendation from disinterested members (i.e., who do not do business with LocaliDDD for monetary gain)? - Did the members have authority to approve increases on their own? Did they recommend motion to Council for approval- or decide on their own? - Is Council educated and updated annually?

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IRSSection 4958
Tests for Reasonableness
• Did the Council rely on independent sources for information?
- Was a peer group used for comparisons? - Salary data obtained from Economic Research Institute meets test of reasonableness - ERI sources are IRS Form 9905 2008 - 2009 ~-. --

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IRS Section 4958
. Tests for Reasonableness
• Did Council approve a Compensation

Philosophy?
• Did it create a framework to determine how

much to pay?

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Compensation Philosophy
• Explains how level of comp is linked to mission of LocalIDaD; • Articulates that decisions are made by Council, not Officers or staff; • Requires and describes Council's process for creating presumption of reasonableness: • Defines organization's peer groups for • comparisons • Articulates rationale for setting compensation level (as an example, mid-point or 25th or 75th percentile of peer group compensation)
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Survey Results
• Salaries for top Officer range from $319,449 to $85,723 in 21 organizations of peer group • Average salary among all 21

= $167~988

• Midpoint among all 21 = $202~586

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Averages
• A/I 21 Organizations:

$167,988

• 15 Organizations, Excluding 3 Highest (SEIU
International, CA School Employees Association, CA Nurses Association) and 3 Lowest (SEIU Local 925, SEIU Local 1877 and SEIU Local 49): $162,260

• 18 Organizations, Excluding 3 Highest (SEIU
International, CA School Employees Association, CA Nurses Association): $149~635

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Mid-Points
• All 21 Organizations: $202,586

• 15 Organizations, Excluding 3 Highest (SEIU
International, CA School Employees Association, CA Nurses Association) and 3 Lowest (SEIU Local 925, SEIU Local 1877 and SEIU Local 49): $ 153~918

• 18 Organizations, Excluding 3 Highest (SEIU
International, CA School Employees Association, CA Nurses Association): $ 148~262

Rationale
• Recommendations are stipends to the office, not to persons • Amount of stipend will be difference between amounts set by Council and gross pay of the· Officer • Officers responsible for payment of their own taxes • This stipend will not be PERS-ableand will not count towards a second pension

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