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Posted by Scott Gesuldi, Standish, May 19, 2010:

I am taking an unofficial survey as to the "state" of the state economy as it pertains to the municipalities (no pun intended).  I am curious as to how many towns are recommending COLA increases or merit raises, however they are referred to, and what % they are, if any.  I am compiling a spreadsheet with the data and am wiling to post it once I have most of the information together.  Also, if your town has increased its proportion of benefits coverage in lieu of a pay increase.  For example:

In Standish,

Salary - there has been a 0% increase proposed for COLA or pay increase. 

Health Insurance - The town covers 100% of EE, 50% of dependents.  The premium increase for FY11 was 14%.  The town has agreed to cover its share of the increase in the FY11 proposed budget.

Dental Insurance - The town covers 75% of EE, 50% of dependents.  The premium increase for FY11 was 6%. The town has agreed to cover its share of the increase in the FY11 proposed budget.

STD/LTD Ins. - The town offers both at 100% coverage for EE. 

Life Insurance - The town offers Life at 100% EE paid.

I look to post the results on June 1st which at that point I hope to have all who wish to participate.  Thank you for your time.

Responses: Brewer:

• COLA – This will be our second year with no pay adjustments except for 5 union fire officers receiving a 2% increase per contract.  All our other union contracts are up and none are receiving any pay increases.  Not that you asked, but we are also eliminating 4 full time positions and half of a part time position.
• Health Ins – we anticipate a 10% increase in premiums.  We have made no changes to this EE benefit.  Non union EEs pay 20% of premium.  Union EEs pay 0% for single, 15% for EE+child(ren) and 22% for family.
• Dental – all at EE cost.
• STD/LTD – at EE cost except for select mgmt participating in an alternative 401 retirement plan
• Life insurance – Non union: city pays for one level of coverage.  Most of our union EEs get two levels of coverage.  (Karen Fussell, Brewer)

Dehdam is not doing COLA this year, but we are maintaining the merit raises.  Employees can anticpate anything from 0% to 5%.  We have and are continuing to pay 100% for Employee coverage. (Michelle Begin, Dedham)

North Haven did a 2.7% COLA. We pay 80% of all health and dental for full time employees, including those with a family plan (we only have 4) and prorate for permanent part time (we have 4 of those, too). Most of our Town employees average less than 20 hours a week, so they don't get benefits but did get the COLA. (Joette Adams, North Haven)

In Milford, we are budgeting 0% merit & 0% COLA raises.  The town will continue to cover its 80% of the health insurance premiums of the plan chosen.  This is the same as current.  The town does not cover any dental, vision, LTD/STD, or life insurance.  If employees elect to carry these coverages, they pay 100% of the premiums.  The town will continue to contribute up to 3% of salary into a retirement plan (ICMA, MainePERS, or a combination) - it requires the employee to contribute at a rate of 2:1. (Barbara Cox, Milford)

• Salary - the Budget Committee recommended a 3% COLA increase which was voted down at the Town Meeting in March.
• Health Insurance - No such benefit.
• Dental Insurance - No such benefit.
• STD/LTD Ins. - No such benefit.
• Life Insurance - No such benefit. (Pat Turlo, Benton)

Sagadahoc County :

• Salary:  3% increase
• Health – County pays 90% for employee, 80% for spouse and children (Fay Labbe, Sagadahoc County)

Wages -- Dept Heads – 0%; all other non-union - 1%; union - 4%.  Health insurance is 85% covered by the Town; STD/LTD ins is 100% employee costs; life is 100% by Town for one salary level and after that it is 100% employee cost.  Normal choice of participation in ICMA 457 plan (6.5% Town cost) or the MSRS system. (Stan Harmon, Bar Harbor)

• 3% COLA for 2010 (0% in 2009)
• Town pays 100% individual health, 0% towards family
• Town pays  5% deferred comp into ICMA Retirement (John Falla, St. George)
• Salary:  2% increase, union and non-union
• Health Insurance: no change in Town/Employee shares:
• Non-Union  
• Employee: 80% Town 20% employee           
• Dependents: 65% Town 35% employee
• Union
• Employee: 100%
• Dependents: 65% Town 35% employee
• Dental: not available
  LTD:  not available
  STD: 100% Town
  Life:  1 year's salary included with MMA's health insurance coverage (Terri Sawyer, Harpswell)

• Salary - and the Budget Committee recommended a 0% COLA increase.  Voted in at town meeting.   Health Insurance - No such benefit.  They put money aside so if someone may be interested but who can afford insurance for one person!
• Dental Insurance - No such benefit.
• STD/LTD Ins. - No such benefit.
• Life Insurance - No such benefit. (Lisa Wallace, Phippsburg)

Southwest has decided not to do any raises this year. For now the Health Benefits are the same. 100% for employee and 85% for Spouse or Child. (Tabbetha Newenham, SW Harbor)

Westport Island:  Budget Committee recommends at 1.2% COLA increase.  No health or retirement.  Employees over 20 hrs. per week pay own LTD and dental.

considered no raises at first, re-cut budget and gave everyone .25 raise- no cola. Health insurance 60/40 split town pays 60%No dental No life No retirement or other benefits (Kathlen Billings Pezaris, Stonington)

Etna, no merit increase or COLA raises in FY 2011 and the merit increase given to the Animal Control Officer in FY2010 was removed in the FY2011 budget. All adjustments to the budget presented at town meeting were spearheaded by the two incoming selectmen. The reduction was not due to performance, it was political. In Etna, we have no insurance benefits of any kind provided by the town. We do get holiday pay, vacation accrual and sick accrual. This year the office hours were closed on Mondays to avoid paying for holidays that fall on Mondays. No other days were opened so that is a 25% decrease in office hours. I am working 32 hours and will continue to work in the office on Mondays, until my term here is over (March 2011) or I find another position. (Evelyn Serval, Etna)