In a recent meeting of the White County Commission, discussions centered on the critical issue of employee retention, particularly within the Sheriff's Department and Emergency Medical Services (EMS). With ongoing staffing shortages, the commissioners emphasized the importance of maintaining longevity pay as a strategy to enhance employee retention and morale.

Commissioner Mason highlighted that while the budget has allocated additional positions, the county struggles to fill these roles. He argued that protecting longevity pay is essential for providing employees with something to look forward to each year, rather than leaving them uncertain about potential raises. This sentiment was echoed by other commissioners, who noted that a flat rate increase, such as a $4,000 raise, would be beneficial but insufficient without the added incentive of longevity pay.

The conversation also touched on the potential for adjusting the timeline for longevity pay eligibility. Some commissioners suggested that a three-year wait for longevity benefits, rather than the proposed five years, could better serve employees and improve retention rates. The discussion included considerations of how longevity pay could be structured, including the possibility of implementing a cap similar to other state programs, which could help manage costs while still rewarding long-term service.

The commissioners reached a consensus on the necessity of longevity pay, recognizing it as a long-term solution to the county's staffing challenges. They agreed to gather more data on the financial implications of adjusting the longevity pay structure, particularly the costs associated with moving the eligibility timeline from five years to three years.

Overall, the meeting underscored the county's commitment to addressing employee retention through strategic financial incentives. As the commission prepares to review additional data, the focus remains on finding a balance between budgetary constraints and the need to support county employees effectively. The next steps will involve further analysis of the proposed changes and their potential impact on the county's workforce.