Letter Submission

To submit a letter to the editor, please email us at This email address is being protected from spambots. You need JavaScript enabled to view it.. Letters must contain the author's name, hometown (state as well, if not in New Hampshire) and phone number, but the number will not be published. We do not run anonymous letters. Local issues get priority, as do local writers. We encourage writers to keep letters to no more than 400 words, but will accept longer letters to be run on a space-available basis. Letters may be edited for spelling, grammar, punctuation and legal concerns.

 

$7.25 only for entry-level workers? True in theory but far from practice

To The Daily Sun,

Recently, there have been several letters regarding raising the minimum wage. Having been a retail manager, spanning some 40 years, I have a few opinions and observations.

Prior to the last recession, retail was a field where an individual could earn a fair wage, have the opportunity to advance, enjoy numerous benefits, including health insurance, 401(k) options, profit sharing to name a few. Since then, the field has dramatically changed. Companies have eliminated a large percentage of their full-time positions, replacing them with part-time, unbenefited positions.

Many companies have not given cost of living increases in years. One company, that I will not name, has not given their store employees a raise in six years. During my time as a store manager, when we did receive an increase, it was in the range of 2.5 to 3 percent storewide. This had to be distributed according to job performance. If, for example, you had an exceptional employee, they would receive 25 cents. To accomplish this, two other employees might only receive 10 cents.

The figure of $7.25 seems to be the magical number. Several of our contributors have asserted that this was solely meant for the entry-level worker — a kid just starting out. True in theory, but far from practice. No one seems to factor in the individual who was hired at say, $7.50 an hour or $8. How can anyone possibly survive? Now, factor in the following: It has become the practice of many companies to over-hire. Suppose you have a staff of 10, with the part-timers getting 20 hours a week. Now, if you increase the staff to 15, the hours shrink to maybe 8 or 12. Multiply this by $7.50. How many jobs would these individuals have to work to earn a living wage? Questioning the morality of this, I have been told, "They're lucky to have jobs."

Now factor in that these individuals have no sick time, no vacation pay and no paid holidays.

I cannot fathom that this could possibly be considered acceptable.

In his recent letter Mr. McCoole declared that anyone who favored raising the minimum wage was a "low-intelligence voter". If disagreeing with his views is the determining factor of my intelligence, so be it ... I'm dumb. I never presume to present my "opinions" as facts. If advocating a fair, reasonable wage classifies me as a "bleeding heart liberal" and a "donkey," I'm okay with that, too.

June M. Huot

Laconia

  • Category: Letters
  • Hits: 378

County administrator's employment contract flies in face of RSA 24:15

To The Daily Sun,

Belknap's County's governance is the commission and the delegation. Each is expressly empowered by law(s) established by the Legislature. Not long ago the county form of government (powers) was delineated, essentially upheld in Belknap County Superior Court.

Accordingly, I believe two issues have been and are being brushed aside as business as usual, also defined as habitude: habitual failure to comply with the letter of the law makes it okay.

RSA 24:15 — Exceeding Appropriations — expressly states that no county commissioner, or elected officer, i.e. delegate member, shall agree to pay, or incur any liability for payment of, any sum of money for which the county convention has made no appropriation.

First, the county administrator's contractual agreement, which is reported to have a severance clause which includes that upon termination, the county shall pay one year's salary. The assumption seems to be that in addition to the portion of the annual salary, benefits and accrued vacation, to date of termination, that an additional lump-sum payment equivalent to the yearly amount appropriated in the annual budget for administrator salary line item(s) amount for the applicable fiscal year, could take place.

The fact is this payment cannot take place without the approval of the Executive Committee for a transfer of unencumbered balances of other line items, or a supplemental appropriation of the delegation.

Example: Total cost of employment $150,000. Termination Date July 1. Year-to-date cost of employment $75,000. Per agreement the remainder, lump sum, due is $150,000 — or is it $75,000?

Absent a delegation request for legal opinion, the assumption is that the taxpayers are on the hook for an additional $150,000 annually even if the termination occurred on Dec. 30. According to the law, there is no way an employment contract can compel the delegation to annually appropriate the salary (a fixed regular payment, typically paid on a monthly or biweekly basis but often expressed as an annual sum) of any appointed employee's.

No agreement union or individual contract can mandate, force an appropriation line item amount upon the delegation, the appropriating authority. In the instance of severance pay that is not included in the annual budget and specifically in excess of the annual budget, effectively doubling a salary appropriation in the event of termination.

Think about it. What is the duration of the agreement? Is it automatically renewed? Is non-renewal a termination? If one would shift the termination date back or forward impacting the budget, i.e. more or less does that impact the budget, and by how much? What if the 2016 annual budget appropriation is $50,000 for the salary of administrator? Could the commission, following 2016 budget adoption, make the position part-time or terminated the position in its entirety? Where is the termination amount listed in the budget?

Second, it's reported that the delegation approved the commission's proposed Teamsters' union contract. It is reported that "the contract will have a $14,586.67 impact on this year's budget." This amount exceeds affected line items but cannot exceed the total sum of appropriations in any year made by the Belknap County Convention. Therefore, two situations exist: 1. The Executive Committee must approve the transfers of unencumbered line items to fund the over expenditures involved with the $14,586.67 to which the delegation has no involvement. (RSA 24:15); 2. If the contract in fact results in exceeding the 2015 budget a supplemental appropriation is necessary. Therefore, what exactly took place with a vote by the delegation? Was the annual budget or the related individual line items amounts supplemented by the convention to the sum of $14,568.67? What are the line items numbers? How was the Executive Committee review of transfer in excess of $500 request bypassed? A feel good authentication vote is not an appropriation.

Thomas A. Tardif

Laconia

 

  • Category: Letters
  • Hits: 243