Comments on: EID: Luca’s letter is wrong

By: Phil Veerkamp

Phil Veerkamp — Mon, 04 Mar 2013 15:08:28 +0000

Sue, I’m scratching my head to come up with an excess capacity in EID infrastructure. Are you pointing to EDHWTP? Help me.

By: Sue Taylor

Sue Taylor — Mon, 04 Mar 2013 08:07:56 +0000

Ms Carlton – you forgot to mention that another reason “EID incurred that debt” was to expand infrastructure for future growth. Problem for you is that growth did not come. EID speculated on the back of the rate payer and the rate payer lost out.

By: Ernie Louis

Ernie Louis — Fri, 01 Mar 2013 22:00:02 +0000

EID must change or perish under it’s own weight. The Directors forgot why they are there and the Management is likable , with a self serving bent. Good luck to us all.

Ernie Louis

By: Nancy

Nancy — Fri, 01 Mar 2013 09:28:19 +0000

Until our water rates start dropping instead of rising I am not too interested in anything the EID has to say.

By: Sherrie Petersen

Sherrie Petersen — Fri, 01 Mar 2013 01:56:10 +0000

EID management secured the support of 4 Board Directors to increase staff compensation and benefits annually until 2016. According to Vicki Hoffman, Director of HR, in 2014, 33% of EID employees will receive a 7% salary increase (5% merit increase plus 2% COLA) simply by meeting expectations. Vicki Hoffman justified the need for a 2% COLA because 67% of EID employees will be at the top of their pay range. Why are such a high percent of EID employees at the top of their pay range? Because the HR policy at EID calls for 5% annual salary increases and a move to the next salary step in their pay range, if an employee receives at least a “meets expectation” performance evaluation. So, in five years, EID employees reach the top of their pay range and have increased their salary by 25%. As if that is not enough of a reward, four Board Directors want the ratepayers to cover the cost of a 2% COLA to help retain these topped out employees. Is turnover a problem at EID? How many applications did EID receive for their last open position?

The health benefit cost “savings” Ms. Hoffman mentioned fits Mr. Luca’s description of out of touch with the economic times. The average public employer/employee cost share for health care is 78%/22%. EID management was able to negotiate a 90%/10% for 2014 and up to an 85%/15% in 2015 & 2016. I would say EID management did not “Meet Expectations” in this negotiation.

EID negotiating the Public Employee Pension Reform 50%/50% cost sharing is an expected outcome. The law went into effect January 1, 2013 for all public employees. Falling back on the PEPRA 2018 clause that allows imposing unilateral pension cost sharing of up to 8% of employee salaries is a last resort for public entities that do not have the skill, knowledge, or expertise to negotiate pension reform.

By: Walking Tall

Walking Tall — Thu, 28 Feb 2013 17:32:46 +0000

Why would anyone believe anyone at the DA’s office and Luca who was trying to “Double Dip” when he attempted to run for Sheriff. Having a state retirement and then trying to gain the Sheriff’s salary in addition=double dipping. He lives at the DA’s office without the benefit of ever having what it takes to be in law enforcement, having never been to a basic academy. His comments are without merit nor any investigation as is the status of the DA and his minons, wouldn’t be surprised if Luca has a motive to further increase his over payed status in our county.
Remember Bob when you point your finger you have three pointing back at yourself and look in the mirror first before you strike out at others.

By: Greg Prada

Greg Prada — Thu, 28 Feb 2013 02:55:57 +0000

One has to wonder why EID ratepayers pay more than $170,000 of salary, medical benefits, pension contributions, car allowance, etc. etc annually to receive willfully distorted EID propaganda from EID Communications Director Ms. Carlton.
Ms. Carlton earns her lavish keep by issuing a multitude of press releases, “newsletters” and “Meeting Our Commitments” brochures cumulatively touting more than $25 million of “savings” since Jim Abercrombie became EID General Manager in September 2009. Yet somehow despite all all these claimed “savings” EID’s Board has approved 102% of water rate increases for 2010-2015.
If EID were truly making all these multi-millions of “savings” ratepayers wouldn’t need to pay $170,000 to Ms. Carlton to hear what a great job EID is doing. They also wouldn’t be paying 102% of rate hikes while most employees are getting 7% annual pay hikes, far above the 2.5%-3% average that has been the “new normal” for the past five years throughout America.
Mr. Luca’s letter is 100% factually correct, his question about rate reductions is a fair one, and Ms. Carlton’s claim of $3.1 million savings is bald-faced deceit.