OASBO Estimate of Minimum Wage Increase to $13.50 per hour

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1 ,000 This affects 90% of our classified staff FTE ,203 Will significantly impact our small district ,405 As you know this would create a budget and financial impact on all districts and create a ripple effect as all classified employees would want increases based on the same percentage these employees would receive. 40, ,000 If we went to $15, it would be $1,026,600 This cost includes mostly nutrition FTE in addition to nutrition and custodial subs. No FTE calculated or 17, ,000 included for the subs. 5, , ,205 annually The increase to the salary schedule for classified will be very costly as the expectation will be to increase the people that are making more than $13.50 due to the minimum wage increase. Our sub costs are an 4, ,500 additional $65,500. 2, ,866 This information does not calculate the ripple effect of having a person who is higher on the salary scale than these people who may make just over minimum wage. 6, , , ,720 We expect that all employees on the classified salary schedule will demand increases in order to maintain the existing step differentials. This will add significantly to our estimated costs , ,500 This is out of 30 classified employees. The other employees are between $13.71 and $16.66 hourly. We pick up 6% employee PERS. All our classified subs (although we are not counting yet) are less than $ , ,000 With very few exceptions, all of our employees' base wages are already set above this proposed minimum wage. 6, ,000 1, This is an annual cost 2, , ,500 3, People FTE 126,750 This does not include fiscal impact of an almost certain "ripple" effect. Page #: 1 1/13/2016

2 10, ,000 Costs for non-teacher substitutes that are paid under $13.50 have been included. These costs do not have FTE generally associated with them that is why we see a higher number of employees impacted rather than the number of FTE impacted. These substitutes are Custodial, Food Service, Instructional Assistants and other temp positions paid below $ Even this small amount will impact the district's budget and spending plan. Our steps range from $11.69 to $ A potential 15.48% increase from $11.69 to $13.50 applied to all ,600 staff would be approx $155, ,000 Most of our employees that this would impact are at the $12 dollar range now, but at the top step of the pay schedule. 2, ,244 This estimate does not take into consideration the ripple effect of those who make over the proposed who would expect a comparable increase. 21st Century FACES grant employs 10 students plus 5 reg ee's (1 full time plus 4 other reg ee's who work for 7 reg ee's +FACES 6.0 (10 student ee's & +FACES FACES after their regular full time job at the school). An increase to $13.50 hr would impact the FACES program's delivery of enhancements for students which is critical for this community. $25,000 would mean reg ee's) ,000 we would have to lay off 1 staff member. 9, ,000 5, ,696 This change would effect 6 of our 8 column classified salary schedule. As discussed earlier, a minimum wage increase would have significant impact on our entire classified salary schedule, not just those currently under $13.50, resulting in significantly higher expenditures ,000 This would certainly require an increase in the entire classified pay scale (not just those positions currently below min wage). The overall annual impact of moving the entire scale would be approximately $100, , ,543 I calculated this two different ways, The first way was to determine the lowest hourly wage on our salary schedules and make that the base. I then indexed all other hourly rates to this base, I then reset the base wage to $ The total cost of this method was $4.468,701. It's very high because it maintains the relationship of our current schedule, if we raise the base every other position on the salary schedules also changes. The second method simply moved all hourly rates on the current salary schedule that are below $13.50 per hour to equal $13.50 per hour. There are only 9 places on our current schedule that are below the $13.50 per hour threshold and the cost of this method is $32, ,878 We are a small district and just had a significant pay raise in this years budget. Because the minimum wage would be above our lowest wage on the classified union's salary all classified ,468 salaries would more than likely need to be increased by the same percentage. Page #: 2 1/13/2016

3 1, ,245 2, ,470 The true cost will of such an increase in minimum wage will be much greater due to the ripple effect on wages rates which are higher than $ In other words, higher paid employees will insist on maintaining their "margin" over lower paid employees, thus increasing costs across the entire salary scale. Detailed information by position can be provided upon request ,700 4, ,856 5, ,376 These figures do not include any open positions we have at this time which would increase the figure by approximately $10, ,142 this is only employees who currently make under $ I have no doubt that our hourly employees (who make just over that) would also ask for a comparable increase, and that impact would be in the range of $25,000 - $35,000. This would affect Nutritional Services the most. Total cost to their fund of $37,800 or a 2.4% increase to 6, staff, 126 subs, Staf 96,000 their labor costs. 2, ,600 Substitutes would be the most significant increase.an estimated $48,000 cost increase ,785 Number of employees includes 11 regular and 62 temporary working for Outdoor School in the Fall 2015 session. Typically, the same employees work both Fall and Spring sessions. FTE equals total hours/1320. Regular FTE equals 10.3, temporary FTE equals Fall Session doubled, x 2. Estimated cost equals ,776 regular employees plus temporary employees x2 for two ODS sessions our cost would significantly increase based on the classified substitutes. All of the cost increase above would be in our cafeteria fund due to new hires this year , ,450 Doesn't include any adjustment to others pay due to increase in minimum wage increase. While there is currently very little impact for us, there could potentially be a much larger impact because our classified salary schedule begins below $ If we had staff turnover and had to hire new people, it would cost $1,100 per FTE, which adds up for a small district such as ours. 1, ,770 As you mentioned this would have a huge ripple effect and the amount we have listed would be a very small portion of our cost should the increase become law. 2, ,970 Does not include extra time and future impact on bargaining. 3, , ,817 Page #: 3 1/13/2016

4 1, ,066 This FTE is 45% of our Classified Staff and 18% of our entire District Staff. This increase is 8% of the annual gross payroll plus fringes for our Classified Staff Contract amount. (no subs/no coaches included) ,594 Since we outsource our transportation, this cost is NOT included in our districts increase estimate. There will be significant transportation cost increase if this passes. 4, ,000 >The numbers above are only those <$15 of which half are food service program workers. The food service program already requires an $80k subsidy to cover costs at the expense of classroom staff. Now with this added cost an equivalent two teachers would be lost instead of one. >There is absolutely no way to isolate those <$15 from readjusting the wage scales to reflect proportionate value in skill and job responsibilities. If I reset the base on the classified wage schedule to $15 and follow the existing index, the added cost is $2,055,000 to the district. THIS CAN'T BE IGNORED! >We exist to give taxpayers value in providing education to students, we do not exist to provide employment let alone a specific compensation rate. >We are already estimated to take a $750/year blow for PERS in 7/1/17, how many more staff would they like us to cut? ,000 The big issue for us is not the immediate financial impact with only 1.6 FTE being affected, but the fact that all of our mid placement classified salaries are within $1.00 of and, therefore, there will most likely be pressure from employees (we have no classified union) to increase them significantly to get away from the perception that they are "barely making minimum wage". That is where we could be greatly affected next year. 3, ,886 3, ,700 1, ,000 This increase only reflects the employees directly impacted by the rate increase. In negotiations, the District would have a very hard time in not giving the same % increase to all staff. The change for the employees represented in this survey range from a 3% to a 45% increase. Looking at this across the board would be detrimental to the District. The result would result in a reduction of programs and/or a reduction in staff to offset the costs ,263 47, ,130,000 This does not include any compression impact, i.e. the cost of increasing pay for someone in another job/grade who would have lost any pay differential ,000 Page #: 4 1/13/2016

5 ,000 We also have student employees with variable hours that I did not include here. Last year ( ) we had 53 students who worked 9,560 hours. If minimum wage increased to $13.50 for students also, it would cost our district an additional $40,000 minimum just for the students. 7, ,300 The increase in the minimum wage would disproportionately impact our Nutrition Services Fund. It would potentially require price increases for paid meals ,000 The change would impact mainly our part-time staff. I excluded several student workers that the district normally employs at minimum wage over a portion of the summer for some summer camps, since a minimum wage increase would drastically cut the number that we would normally employ. 5, ,290 40, , ,000 4, ,000 1, , ,040 5, ,913 4, ,500 The numbers above are a very conservative estimate. This would be assuming we only changed the hourly amounts currently less than $13.50/hour. However, our salary schedule is bargained at 4.5% increase between each step. If I assumed we adjust the salary schedule by changing the beginning step of those less than $13.50/hour and then 4.5% increase between steps it changes the total cost increasing to $715,042 (328 employees impacted, 214 FTE). Either way we go, this would be a significant negative impact for our District. This would put our food service program unable to continue in the "black" and would seriously jeopardize our ability to offer free/reduced meals. Many of our grants (e.g. Title I, IDEA) would not be able to absorb the increase in salary which means either General Fund absorb even more or we could be forced to look at layoff's upon implementation or furlough days to make up some of the difference. Furlough days would affect every single employee in the District (approximately 670 total employees). Total FTE include 33 employees (may not all be 1.0 FTE) - all custodial. Total employees include these plus temps and substitutes who are not regular employees. 1, ,551 Currently, we have a fairly veteran staff who are being paid at either the top of the classified salary schedule or at least high enough to reach the $ There would definitely be a higher impact to the district when we get retirements and or employees vacate their positions as the first step on the salary schedule for 5 classifications/positions start at less than $13.50 per hour. We utilize subs substantially so I would anticipate our actual costs to be well above and beyond the increase for our regular staffing. Page #: 5 1/13/2016

6 ,820 At the ESD this primarily affects newly hired instructional assistants to our Life Skills program and EI/ECSE programs. 1, to ,739 Any minimum wage increase would most likely cause a dramatic change in our salary scales due to the duties of the job. We have different classifications of secretaries, instructional assistants, food service workers, etc. and the pay scales vary based on the duties of the job. Nearly all of the salary scales of these positions start at a wage less than $13.50 at the moment. Should a $13.50 minimum wage go into effect we would have to increase the wages of other positions to greater than $13.50 most likely as you should not expect someone whose job has a greater work load, increased responsibility, less than desirable work conditions, and the like to get the paid the same wage as someone who does not have those same job duties and expectations. So when I say 87 to 102 employees would be affected by the wage increase, it is because 87 employees make less than $13.50 at the moment but all 102 of our hourly people may see a change in wages to take into account everyone's different duties and responsibilities. $247,739 only represents the increase in costs of raising those not at $13.50 to $ My guess is it will cost us over $300,000 in the end, but without sitting down with the union and negotiating I cannot even garner an estimate of what the costs would be. 10, ,035 This information is ONLY employees. If you include substitutes the number of impacted people increases to 586, with an overall increase of $673,917. Also, have they considered the impact on the National School Lunch Program. The federal reimbursement would not sufficiently cover the increase in costs and would force our program to operate in the red. 1, ,704 This impact would force us to reopen our contract and restructure our whole salary schedule. So the estimated expense above is just the minimum. 2, , of 431 classified employees in union positions (4 or more hours) are paid an hourly rate over $13.50 and 6 employees are paid an hourly rate under $ Employees with positions that work under 4 hours and casual employees are the groups with employees paid under $13.50 per hour. Food Service would incur a cost increase of $56,500 and either TTSD would reduce staff or increase the lunch price as the program is self-supporting. The next group impacted is 72 student workers at a cost of $28,000 as this group earns the current minimum wage. Schools would not be able to hire as many student workers and students would not get the learning experience. Building Use (rental of district facilities) would incur the next highest cost for building monitors at $16,700 so TTSD would see an increase in fees to our community to cover the cost 12, under 4 hour p for t 123,500 of using our buildings. Page #: 6 1/13/2016

7 2, (minimum) 33 (minim 69,457 As stated above, this doesn't include any subs or the impact this would have on the other steps within our wage schedule. My best guess is this number is likely to at least triple when all steps are adjusted upward to accommodate the increase in minimum wage. I also did an estimate on subs and our District could expect to see an additional increase of $42,797 under substitutes. 1, , FTE 9,063 We employ a young man with special needs who has proudly worked at our district for 10 years. Raising the minimum wage will push him over his Social Security limits and he would likely not be able to work as many hours or quit entirely. He can not work long enough to earn a living, but works to maintain his pride. I see an unintended negative impact to people in his situation ,008 1, ,265 This does not take into account substitutes, nor the residual effect of increasing the bottom column/row and how the rest of the union members might react ,085 The ripple effect will be much more costly. Most of the increases are in food service and pre-k. Districts already struggle to keep food service costs down, this will ensure districts will have to spend a considerable amount more of general fund dollars on food service. This might result in cutting after school snacks and breakfast if costs are to high. 9, ,000 What is the "trickle down" effect this is going to have on district's collective bargaining agreements and those that make over $13.50/hr. Most of these employees are paid out of Nutrition Services and these programs need to be sustainable ,515 1, , ,306.1 $7,964,967 Total Reporting $22.04 Estimated cost per weighted student membership 699,000.0 Statewide cost without consideration of ripple effect on salary schedules based on the data collected would be $15,405,960. ($21.89 * 699,000 ADMw) % % of total ADMw reporting on this survey Page #: 7 1/13/2016