County approves revised nonunion employee handbook, supervisor guide; opt-out payout to be paid biweekly

Merrimack County commissioners approved the revised nonunion employee handbook and the supervisor reference guide after a presentation from Wendy Heath and the handbook committee.

Wendy, who led the committee that reconvened to recommend annual updates, told the board the committee met twice in December and proposed shifting the health-insurance opt-out payout to a uniform $5,000 that would be divided across 26 biweekly pay periods rather than paid as a single annual lump sum. "So what we would do is take that 5,000 and then divide it over the equal 26 pay periods," Wendy said.

The committee also recommended adding an annual leave redemption option (similar to provisions in the county’s collective bargaining agreements) allowing eligible employees to redeem a week of vacation pay under specified conditions, and a catastrophic leave donation policy to enable employees to donate accruals to colleagues in need. Wendy said the supervisor guide clarifies department-head purview for hiring and transfers at higher pay rates and reiterated that collective bargaining agreements (CBAs) would continue to govern terms where the CBA applies.

Commissioners discussed comparability with union provisions and the practicality of paying opt-out funds biweekly; one commissioner asked whether employees would prefer biweekly paychecks versus an annual lump-sum, and Wendy said, "I think the majority will." The board approved both handbooks by voice vote.

Why it matters: The change spreads the opt-out benefit across pay periods, which staff said eases payroll calculations and provides employees more frequent pay increases. The handbook update preserves CBA precedence where applicable and extends selected union-style benefits to nonunion staff under the county-wide policy framework.

Next steps: Human resources and payroll will implement the biweekly distribution of the opt-out payout, continue to require proof of outside coverage from employees who opt out, and incorporate the handbook changes into the county’s official personnel materials.