In February of this year, the motion to table the SAG union agreement was approved by a 3-2 vote, led by Smithtown Councilmembers Nowick, Creighton and Wehrheim. Concerns regarding unjustified and unexplained salary increases, raised red flags for the three members of the board, whose primary job objective is to protect the taxpayers and their dollars. The motion to table was lifted last Tuesday, May 5th and the SAG Union agreement was approved by Supervisor Vecchio, Councilman McCarthy and Councilwoman Nowick; who originally tabled the agreement. Councilmen Creighton and Wehrheim voted against the agreement, questioning the validity behind a majority of salary adjustments, totaling $40,000 in taxpayers dollars.
The average employee expects to receive an annual quality of life raise. The current agreement grants SAG members TWO quality of life increases; one in January and then in July. In addition to these standard increase in salary, seven employees will receive an additional sum of $5,000 or $7,500, known as merit pay. According to the U.S. Department of Labor, Merit pay, or pay-for-performance, is defined as a raise in pay based on a set of criteria set by the employer. At the request of Councilman Wehrheim, justifications for the seven salary adjustments were given to the Town Board for review. With the exception of one highly deserving explanation, the adjustments should have taxpayers questioning the definition of merit.
Is Merit Warranted:
- One raise was given to a Town Employee based on the assumption of work, which may never be designated to the employee.
- Two salary adjustments went to employees who were given $5,000 and $10,000 raises in the last Union Agreement of 2013.
- The Union President negotiated his own raise, citing credit for work actually performed by an Environmental Attorney.
- One raise is for a Town Employee who is currently under investigation.
- Two Union Members were passed up for merit raises who have taken on the workload and responsibilities of two jobs currently vacant.
- The alleged $59,000 in savings comes from a reduction in pay for four vacant positions; one of which automatically increases in pay by $5,000 upon filling the position.
Respectfully, we understand there is a level selflessness required, when taking a job in civil service. Those men and women who go above and beyond for the Town of Smithtown deserve nothing short of fair and equal opportunity for growth, financial reward and our gratitude. We compared the pay scales of neighboring Townships and discovered that the Administrative Employees of Smithtown, make anywhere between $20,000-$55,000 more annually in the same positions. When Union raises are granted for reasons such as the assumption of new job responsibilities or simply because others make more money, it is the responsibility of the Town Board to dispute these contracts before occurring, furthermore preventing our Tax dollars from being misspent. When the votes for the taxpayer are the minority, such as present circumstance, we as a community have an obligation to speak out.