HomeMy WebLinkAboutRESOLUTIONS - 10241989 - 89-684 P4I
Y
THE BOARD OF SUPERVISORS OF CONTRA COSTA COUNTY, CALIFORNIA
Adopted this Order on October 24 , 1989 by the following vote:
AYES: Supervisors Powers , Fanden, Schroder, McPeak, Torlakson
NOES: None
ABSENT: None
ABSTAIN: None
SUBJECT: In the Matter of )
Compensation for County Officers, )
Management and Unrepresented ) RESOLUTION NO. 89/684
Employees for the period )
July 1, 1989 to September 30, 1991 )
. Whereas, the County Administrator and the Management Compensation Committee have
reviewed the compensation and benefits of . elected officials, appointive
officers, management employees not included in representation units and
unrepresented employees and recommended adjustment to salaries and benefits for
these officers and employees; and
Whereas, -the Board of Supervisors has executed Memoranda of Understanding with
various employee organizations for a twenty-seven (27) month period commencing
July 1, 1989 through September 30, 1991; now therefore,
The Contra Costa County Board of Supervisors in its capacity as governing Board
of the County of Contra Costa and all districts of which it is ex-officio
governing Board RESOLVES THAT:
Effective on the dates indicated herein, a salary and compensation program for
elected officials, except Superior, and. Municipal Court Judges and related
classes under jurisdiction of the State of California, appointed. officials,
management employees, except merit system Fire District and related management
personnel whose salary adjustments are linked to prior' agreement between the
County and IAFF, Local 1230, and unrepresented employees, is adopted for the
period July 1, 1989 through September 30, 1991.
I. SALARIES
A. October 1, 1989 General Adjustment: The salaries of the officers and
employees whose classifications are set forth in the document entitled
"Exhibit A" attached hereto and incorporated herein, are as specified
effective October 1, 1989. Except judicial and fire management classes
which are excluded above, these salaries reflect a 4% (39 level ) general
increase and special inequity adjustments where applicable.
B. Lump-Sum Payment: For those employees listed in Exhibit A who are subject
to the October 1, 1989 general adjustment noted above, and in lieu of a
retroactive pay requiring special payroll recomputation processing back to
July 1, 1989, the County will make a lump-sum payment to each employee for
the months of July, August and September, 1989 computed as follows:
Employee regular pay, overtime pay and specific other earnings ordinarily
computed as a percentage of base pay will be added together for each
applicable pay period to determine the Retro Pay Base (RPB) . This base will
then be multiplied by 4% to arrive at the employee's lump-sum payment. The
payment amount thus computed will be added to the employee's November 10,
1989 paycheck where it will be listed separately as a "LUMP-SUM PAYMENT" and
will be . subject to ' normal tax withholding and retirement deduction
requirements.
Any employee believing there is an underpayment resulting from this
methodology exceeding $30 may contact the Personnel Department. The
Personnel Department and the Auditor's Office will investigate and issue the
additional pay, if owed, as soon as possible.
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All provisions regarding lump=sum paymdnt in lieu of retroactive pay shall
be applicable to any and all employees who retired during the period July 1,
1989 through September 30, 1989.
C. January 1, 1990 General Increase: Effective January 1, 1990, the salaries
of the officers and employees whose classifications are set forth in the
document entitled Exhibit A attached hereto and incorporated herein, shall
receive a general wage increase of 2% (20 levels) on the County Salary
Schedule. Excluded from the increase are Superior and Municipal Court
Judges, classes tied directly to the judiciary and fire management classes
linked to prior agreement between the County and IAFF, Local 1230.
D. January 1, 1990 Pay Equity Adjustment: Effective January 1, 1990, those
classifications contained in Exhibit A attached hereto and incorporated
herein which have previously been granted comparable worth adjustments or
are in an established salary relationship with such classes, shall receive a
pay equity increase of 2% (20 levels) on the County Salary Schedule.
E. October 1, 1990 General Increase: Effective October 1, 1990, the salaries
of the officers and employees whose classifications are set forth in the
document entitled Exhibit A attached hereto and incorporated herein, shall
receive a general wage increase of 5% (49 levels) on the County Salary
Schedule. Excluded from the increase are Superior and Municipal Court
Judges, classes tied directly to the judiciary and fire management classes
linked to prior agreement between the County and IAFF, Local 1230.
F. October 1, 1990 Special Equity Adjustments. Effective October 1, 1990, the
salaries of the management classes listed below shall be adjusted on the
basic salary schedule by the number of levels indicated. These levels shall
be in addition to any other general or pay equity increases.
Number
Class of Levels
Accounting Services Officer (SADC) 25
Alcohol Program Chief (VEDA) 33
Assistant County Administrator-Finance (ADB2) 25
Assistant County Administrator-Human Services (ADB3) 25
Assistant County Administrator-Director of Personnel (AGA1) ' 25
Chief Animal Control Supervisor (BJDB) 34
Chief Assistant County Administrator (ADB1) 25
Director-Office on Aging (XQDB) 20
Drug Abuse Program Chief (VHDA) 33
Fire Marshal Group II (RJDA) 25
Library Cir. & Overdue Records Supervisor (3KNA) 33
Social Service Appeals Officer (X4SG) 24
G. January 1, 1991 Pay Equity Adjustment: Effective January 1, 1991, those
classifications contained in Exhibit A attached hereto and incorporated
herein which have previously been granted comparable worth adjustments or
are in an established salary relationship with such classes, shall receive a
pay equity increase of 1% (10 levels) on the County Salary Schedule.
H. Spin-off Adjustment: As may be recommended by the County Administrator, the
Board shall consider during the period October 1, 1989 to September 30, 1991
additional adjustments as yet unspecified for employees whose
classifications are set forth in Exhibit A, including any classes which may
be added thereto, for the purpose of restoring supervisory-subordinate
and/or other organizational relationships compacted or misaligned as a
result of increases granted subordinate represented classes.
II. INCENTIVES
A. Management 2.5% Longevity Pay Plan: Classified, exempt and project
management employees and elected officials whose classifications are set
forth in Exhibit A, or have been added thereto and who have completed ten
(10) years of service for the County in either an appointive or elective
capacity, shall continue to be eligible to receive a 2-1/2% longevity
differential . For purposes of determining ten (10) years of service for
this differential , the records utilized for service award purposes will
control . Approval of the Appointing Authority based on work performance is
required prior to the granting of the longevity differential .
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BDeferred Compensation I e'ht� '6� Effaft�Ve November l, 1988, the County's
supplemental contribution to classified, exempt and project management
employees and elected officialswho participate in the County's Deferred
Compensation Plan will be $40 per month' To be eligible for this incentive
supplement, qualifying management employees must first contribute a Base
Contribution Amount to the deferred compensation plan as follows:
Employees Qualifying
with a Current Base Contribution
Monthly Salary f Amount
$2,500 and below $ 750
2,501 - 3,334 1,000
3,335 - 4,167 1,250
4,168 - 5,000 1,500
5,001 - 5,834 1,750
5,835 - 6,667 2,000
6,888 - 7,500 2,250
7,501 and above 2,500
Employees who meet these Base Contribution Amounts must contribu`te at least
$lOO per month to remain eligible for the $40 County supplement. Employees
who discontinue contributions or who contribute lass than $lOO per month for
' a period of one (l) month or more will no longer be eligible for the $40
County supplement. To reestablish eligibility, employees must again make a
Base Contribution Amount as set forth above based on current monthly salary'
Employees with a break in deferred . compensation contributions because of an
approved medical leave, shall not be required to reestablish eligibility.
C. Management Peace Officer-Traihing
'Incentive� Program:
l' Provisions of Section 17 (Peace Officer Training) of the County
Salary Regulations are continued for incumbents in the classes of
Sheriff's Captain, Deputy Sheriff Chief-Cr1m1nalisticy Laboratory,
Chief Deputy Sheriff, Assistant Sheriff, Executive Assistant
Sheriff, Sheriff-Coroner and District Attorney Chief of Inspectors
who possess the appropriate certificates beyond the minimum '
qualifications required in their class and/or who meet appropriate
continuous education requirements in the following manner:
a' A career incentive allowance of 2-1/2% of monthly base pay
shall be awarded for the possession of a Management and/or
Executive P'O'3'T' Certificate and for annually completing
at least six (60) hours of approved education or training
or at least three (3) approved college semester units of
credit, or an approved combination thereof.
- b' A permanent career incentive allowance of 2-1/2% of monthly
base pay shall be awarded for the possession of a Management
and/or Executive P'O'S'T' Certificate and possession of an
approved Baccalaureate Degree.
c' A permanent career incentive allowance of 2-1/2% of monthly
base pay shall be awarded for possession of a Management
and/or Executive p'O'S'T' Certificate and an appropriate
Baccalaureate Degree and an additional 2-1/2% of monthly
bane pay shall be awarded for annually completing at least
sixty /601 hours of approved education or training or at
least three (3) approved college semester units of credit,
or an approved combination thereof'
d' A permanent career incentive allowance of 5% of monthly base
salary shall be awarded, for possession of a Management
and/or Executive P'0'3'T' Certificate and an approved
Master's Degree.
e' A permanent career incentive allowance of 5% of monthly base
salary shall be awarded for possession of a Management
and/or Executive P'O'3'T' Certificate and an approved
Master's Degree and an additional 2-1/2% of monthly base pay
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shall be awarded ' r annually Completing at least sixty (OO)
hours of approved education or training or at least three
(3) approved college semester units of credit, or an
approved combination thereof.
f' Incumbents in the class of District Attorney Chief of
Inspectors are exempt from the annual continuing education
requirements of this section'
2' Provisions of Section 17 (Peace Officer Training) of the County
salary regulations are continued to provide career incentive
benefits to incumbents in the classes of Sheriff's Lieutenant,
Deputy Sheriff Supervising Criminalist and District Attorney
Lieutenant of Inspectors who possess the appropriate certificates
beyond the minimum qualifications required in their class and/or
meet appropriate continuous education requirements in the following
manner:
a' A career incentive allowance of 2-1/2% of monthly base pay
shall be awarded for the possession of an Advanced P'0'S'T'
Certificate and for annually completing at least sixty (60)
hours of approved education or training or at least three
(3) approved college semester units of credit, or an
approved combination thereof.
b' A permanent career incentive allowance of 2-1/2% of monthly
base pay shall be awarded for the possession of an Advanced
P'O'D'T' Certificate and possession of an approved
Baccalaureate Degree'
c' A permanent career incentive allowance of 2-I/2% of monthly
base pay shall be awarded for possession of an Advanced
P'O'S'T' Certificate and an appropriate Baccalaureate Degree
and an additional 2-1/2% of monthly base pay shall be
awarded for annually completing at least sixty /60\ hours of
approved education or training or at least three (3)
approved college semester units of credit, or an approved
' combination thereof.
� d' A permanent career incentive allowance of .5% of monthly base
salary shall be awarded for possession of an Advanced
. P'0'S'T' Certificate and an approved Master's Degree.
e' A permanent career incentive allowance of 5% of monthly base
salary shall be awarded for possession of an Advanced
P'U'3'T' Certificate and an approved Master's Degree and an
additional 2-1/2% of monthly base pay shall be awarded for
annually completing at least sixty (60) hours of approved
education or training or at least three (3) approved college
semester units of credit, or an approved combination
thareof'
f' Incumbents in the class of District Attorney Lieutenant of
Inspectors are exempt from the annual continuing education
requirements of this section. .
D. All prnvfsions of this
program adopted as follows in Resolution No. 89/192 on March 28, 1988 shall
remain in effect'
1' Effective January l, 1988, employees in merit system Fire District
management classifications who possess the appropriate certificates
or educational degrees beyond the minimum requirements for their
class and/or meet appropriate continuing educational requirements,
shall be eligible to qualify for professional development
educational incentives under conditions described herein'
2' Incumbents of the following classifications are eligible to
participate in this incentive program:
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Fire Chief /RPAA\ '
Fire Chief-Riverview (RPX8)
Fire Chief-Group II (RPAC)
Assistant Fire Chief-Group I (RPBA)
Assistant Fire Chief-Riverview (RP8B)
Assistant Fire Chief-Group Il (RP8C)
Battalion Chief /RPHA\
Battalion Chief-Riverview [RPH8)
Battalion Chief-Wast (RPHC)
Fire District Hazardous Materials Program Manager (RJ3A)
Fire Officer-Exempt /RPHl\
Fire Marshal-Group II (RJDA)
Fire Marshal-West (RJDB)
Fire Training Supervisor (RWHA)
Fire District Communications Manager (RBD8)
Supervising Fire Inspector (RJHB)
Supervising Fire Inspector-Riverview (RJHA)
Chief Fire Inspector [RJGA)
3' All differentials shall be designated as either contingent or
permanent allowances and shall be awarded in increments of 2'5% of
monthly base salary. The combined contingent and permanent
educational incentives awarded any employee in any class listed
above shall not exceed 7'5% of monthly base pay'
4' This plan will be subject to appropriate administrative guidelines
and controls developed by the individual fire districts and approved
by the Personnel Director to insure that standards described herein
are met' These guideline's will include, but are not limited to, the
following requirements:
a' Employees who qualified for permanent allowance at either
the 2'9% or 5% level as described herein effective January
l, 1988, shall be eligible for receipt of the appropriate
allowance beginning on that date'
b' Employees who wish to qualify for any 2'5% contingent
allowance as described herein may do so effective July l,
1988 providing that /l\ the appropriate training or
education requirement has been completed between January l,
1889 and July 1, 1989 and (2) the employee has officially
declared the 'specific training or educational objective
being pursued'
c' Subsequent to July l, 1988, employees may qualify for either
the permanent or contingent levels of allowance as defined
herein effective the first day of the month providing that
acceptable documentation is received by fire district
-administration not later than the twenty-fifth of the
preceding month'
5' The program shall carry as its intent, the further professional
. development of eligible fire district management personnel by the
pursuit and achievement of job-related certificates or degrees to
include:
a' A Certificate of Achievement in Fire Technology, Business
Administration, Management and Supervision, or a related
field from an accredited college. ,
b' An Associate of Arta or Science degree from an accredited
college with a major in Fire Technology, Business
Administration, Management' and Supervision, or a related
field'
c' A Chief Officer certificate issued by the Office of the
State Fire Marshal '
d' A Baccalaureate Degree from an accredited college or
university with a major in Business or Public Administration
or a related field'
6' Qualification for allowances shall be under the following
conditions:
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a. A contingent allowance of 2.5% shall be awarded for annually
completing at least forty (40) hours of approved education
or training or at least three (3) approved college semester
units (or equivalent quarter units) , or an approved
combination thereof in pursuit of options a through d in
Section 5.
b. A permanent allowance of 2.5% shall be awarded for
possession of one of the options a through d in Section 5.
Only one 2.5% permanent allowance is available within this
category.
c. A permanent allowance of 2.5% shall be awarded for
possession of one of options a through d in Section 5 and an
additional contingent allowance of 2.5% shall be awarded for
annually completing at least forty (40) hours of approved
education or training or at least three (3) approved
college semester units (or equivalent quarter units) , or an
approved combination thereof in pursuit of any other option
consistent with the officially declared educational
objective.
d. A permanent allowance of 5% shall be awarded for possession
of either (1) options b and c in Section 5 or (2) options a
and d in Section 5.
e. A permanent allowance of 5% shall be awarded for possession
of either (1) options b and c in Section 5 or (2) options a
and d in Section 5 and an additional contingent allowance of
2.5% shall be awarded for annually completing at least forty
(40) hours of approved education or training or at least
three (3) approved college semester units (or equivalent
quarter units) , or an approved combination thereof
consistent with the officially declared educational
objective. Normally, this objective would be a Fire Chief
certificate issued by the . Office of the State Fire Marshal ,
a Baccalaureate Degree or Master's Degree.
E. Certified Internal Auditors and Certified Public Accountants: Incumbents of
management professional auditor and accounting classifications who are
qualified as Certified Internal Auditors (CIA) or Certified Public Accounts
(CPA) shall continue to be, at the discretion of the Department Head,
eligible for a differential of 5% of monthly base salary.
III. DIFFERENTIALS
A. Conservatorship Differential : Unit Supervisors in the Conservatorship
Program shall continue to be eligible to receive a differential per hour
worked of 5% of the hourly equivalent of the base rate while in regular pay
status.
B. Building Inspection Differential : Employees in the single-position
management classes of Supervisor, Inspection Services and Building
Inspection Special Program Coordinator when assigned to the New Construction
and Housing Divisions respectively shall continue to be eligible for a
premium of 5% of base monthly salary.
C. Word Processing Differential : Management and. unrepresented employees whose
classifications are listed in Exhibit A, who are assigned primary
responsibility for the operation of word processing machines such as
mag-card machines, minicomputers with word processing software, video
display typewriting equipment, or other equipment attached to a typewriter
or printer with external storage capacity and utilized in the transformation
of words and/or ideas into readable form shall continue to be. eligible to
receive a differential of $50 per month. This differential shall be
prorated for permanent part-time and permanent intermittent employees.
D. Video Display Terminal Differential : Management and unrepresented employees
utilizing video display terminals under the same terms and conditions
applied to members of AFSCME, Local 2700 continue to be eligible to receive
a differential of $40 per month.
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E ' salary differential of t50 per month shall
continue to be paid management and represented employees whose
classifications are listed in Exhibit A, who are incumbents of positions
requiring bilingual proficiency as designated by the Appointing Authority
and Director of Personnel ' Said differential shall be prorated for
employees working less than full time and/or on an unpaid leave of absence
during any given month'
Designation of positions for which bilingual proficiency is required is the
sole prerogative of the County, and positions which may now or in the future
require special language skills may have such requirement amended or
-deleted'
F' Fire ServiceRecall and Standby Differential : A salary
differential in the amount of 5% of the monthly base salary shall continue
to be in effect for management personnel in the Consolidated, Orinda, Moraga
and Riverview Firm Protection Districts subject to assigned standby and
emergency recall a minimum of two (2) weeks each month' Such personnel
assigned to standby and emergency recall for one /l\ week in each four (4)
consecutive weeks shall receive a differential in the amount of 2-1/2% of
the monthly base salary. Firm Chiefs of the Consolidated, Orinda, Moraga
and Riverview Firm Protection Districts are not eligible for the standby and
emergency recall differentials stated herein'
G. Emergency Services Persons in the classes of
Emergency Services Coordinator and Senior Emergency Services Coordinator who
are assigned to standby duty in the Office of Emergency Services at least
one (l) week per month shall continue to be eligible for a differential in
the amount of 2-1/2% of the monthly base salary'
H. First ResponderLife Support Differential : Employees in the fire
district management classifications listed in Section II (02) of this
_ Resolution who meet the qualifying requirements shall continue to be
eligible for receipt of a First Responder Basic Life Support Differential of
$70 per month'
I . Assessor's Employees in the
unrepresented management classes . of Assessment Procedures Supervisor,
Supervising Appraiser, Supervising Auditor-Appraiser, Chief, Standards and
Drafting, Chief, Valuation and Assistant County Assessor-Exempt shall
continue to be entitled to, at the discretion of the Department Head, a
salary differential of $30 per month for possession of a certification for
educational achievement from at leastone of the following:
l' American Institute of Real Estate Appraisers
(0M) Residential Member designation
2' State Board of Equalization
Advanced Appraiser Certification
3. International Association of Assessing Officers
(RES) Residential Evaluation Specialist*
4' Society of Auditor-Appraiser
Master Auditor-Appraiser designation
5' Society of Real Estate Appraisers
Senior Residential Appraiser designation
6' Any other certification approved by the County Assessor and the
_ Director of Personnel .
IV. LEAVES AND PAY FOR TIME NOT WORKED
A. The County will observe the following holidays during the term
covered by this Resolution: '
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Labor Day New Year's Day
Veterans' Day Martin Luther King Day
Thanksgiving Day Washington's Birthday
Day after Thanksgiving Memorial Day
Christmas Day Independence Day
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Such other days as the Board of Supervisors may by Resolution designate as
holidays.
The day after Thanksgiving is deleted as a holiday for all management and
unrepresented employees in the County Library Department and the day before
Christmas is added as a holiday for these employees.
For employees whose classifications are set forth in Exhibit A, any holiday
listed above which falls on a Saturday shall be celebrated on the preceding
Friday and any holiday listed above which falls on a Sunday shall
be celebrated on the following Monday.
If amendments to Government Code Section 6700 and/or 6701 become effective
to delete any of the above as holidays or to add new holidays, such
amendments shall be effective for employees whose classifications are listed
on the document entitled Exhibit A attached hereto and incorporated herein.
Permanent part-time management and unrepresented employees shall continue to
receive holiday credit in the same ratio to the holiday credit given
full-time management and unrepresented employees as the number of hours per
week in the part-time employee's schedule bears to the number of hours in
the regular full-time schedule, regardless of whether the holiday falls on
the part-time employee's regular work day.
B. Floating Holidays: All employees whose classifications are set forth in
Exhibit A shall continue to accrue two (2) hours of personal holiday credit
per month. Such personal holiday time may be taken in increments of
one-half (1/2) hours. No employee may accrue more than forty (40) hours of
personal holiday credit. On separation from County service, the employee
shall be paid for any unused personal Holiday credits at the empToyee's then
current pay rate.
C. Application of Holiday Credit:
1. Employees on the regular forty (40) hour 8:00 a.m. to 5:00 p.m.
Monday through Friday work schedule shall be entitled to a holiday
whenever a holiday is observed pursuant to the schedule cited above.
2. Employees on a work schedule other than the regular one shall be
entitled to credit for any holiday, whether worked or not, observed
by employees on the regular schedule; conversely, such employees
will not receive credit for any holiday not observed by employees on
the regular schedule even though they work the holiday.
The purpose of this plan is to equalize holidays between employees on the
regular work schedule and those on other work schedules.
If a holiday falls on either of the two (2) days off of an employee on a
schedule other an the regular one, for timekeeping purposes, the employee
shall be given credit for overtime or granted time off on his/her next
scheduled work day. Employees who are not permitted to take holidays
because of the nature of their work are entitled to overtime pay.
D. Vacation Accrual : Effective January 1, 1988, all management employees,
excluding elected officials, shall accrue vacation credit as follows:
Monthly Maximum
Accrual Cumulative
Length of Service Hours Hours
Under 11 years 10 240
11 years 10 2/3 256
12 years 11 1/3 272
13 years 12 288
14 years 12 2/3 304
15 through 19 years 13 1/3 320
20 through 24 years 16 2/3 400
25 through 29 years 20 480
30 years and up 23 1/3 560
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E. Annual Management Administrative Leave: All classified, exempt and project
management employees listed in Exhibit A shall continue to be credited
effective January 1st with five (5) days (forty (40) hours) of paid personal
leave for the term of this Resolution in accordance with provisions of
Resolution No. 79/781 and 81/1007, Administrative Bulletin No. 323 (Paid
Personal Leave) and Information Memorandum No. 433. This leave time is
non-accruable and all balances will be zeroed out effective December 31st
each year. Any classified, exempt or project management positions covered
by the Fair Labor Standards Act shall receive overtime pay in lieu of
management administrative leave.
F. Management Attorney Administrative Leave: Permanent management, exempt and
unrepresented attorneys in the Office of the District Attorney, County
Counsel and Public Defender excluding any fixed-term attorney, shall be
credited with ten (10) days (eighty (80) hours) of management administrative
leave on January , 1st providing that they were appointed to a management
position not later than July 1st of the preceding year. Employees
appointed after July 1st shall be eligible for forty (40) hours
administrative leave on the first succeeding January 1st consistent with
other management employees but shall be eligible for eighty (80) hours
annually thereafter.
G. Sick Leave: All employees listed in Exhibit A excluding elected officials
shall continue to receive sick leave benefits for the term of this
Resolution in accordance with provisions of Resolution No. 79/781 and
81/1007, County Salary Regulations, Section 9.3 and Administrative Bulletin
No. 311.3 (Sick Leave Policy) .
V. BENEFITS AND ALLOWANCES
A. Health Plan Contribution Rates: For all classified, exempt and project
management employees, elected officials and unrepresented employees tied to
management classes listed in Exhibit A, the County will continue to provide
a program of combined medical , dental and term life insurance coverage
through Contra Costa Health Plan (CCHP) , Herrick-Alta Bates Health Service
(HEALS) , Kaiser-Permanente Foundation (KPF) , First Choice Health Plan (1st
Choice) , Delta Dental Plan (DDP) , Safeguard Dental Plan (SGD) and Aetna Life
Insurance (ALI) . Effective November 1, 1989, the County will contribute up
to the following monthly amounts toward the existing coverage provided
except that effective December 31, 1989, the HEALS Health Plan will be
terminated. These figures apply to both active and retired employees:
KAISER HEALTH PLAN OPTION
Category Total Cost County Share Employee Share
Employee Only (No Medicare)
No Dental $106.82 $100.59 $ 6.23
Delta 124.63 108.87 15.76
Safeguard 117.46 108.68 8.78
Family (No Medicare)
No Dental $246.65 $216.82 $ 29.83
Delta 286.94 228.53 58.41
Safeguard 268.67 225.87 42.80
CONTRA COSTA HEALTH PLAN OPTION
Category Total Cost County Share Employee Share
Employee Only (No Medicare)
No Dental $103.45 $103.44 $ .01
Delta 121.26 121.25 .01
Safeguard 114.09 114.08 .01
Family (No Medicare)
No Dental $257.45 $257.44 $ .01
Delta 297.74 297.73 .01
Safeguard 279.47 279.46 .01
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` HEALS HEALTH PLAN OPTION
' CateqorVTntal Cost C 3h lShare
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Employee Only (No Medicare)
No Dental $121'94 $105'20 $ 16'74
� Delta 139'75 113'59 28'10
Safeguard 132'58 112'98 19'60
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�. Family (No Medicare)
� No Dental $289'95 t225'48 64'47
' Delta 330.24 238 7� 93 48
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Safeguard 311'07 237'75 74'22
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13T CHOICE HEALTH PLAN OPTION
� categoryTotal Coot lShare
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Employee Only (No Medicare)
� No Dental $185'08 $178'30 $ 6'79
� Delta 202'90 187'24 15'66
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Safeguard 195'73 185'77 9'96
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� Family (No Medicare)
, No Dental $431'41 $388'17 43'24
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Delta 471'70 401'70 70'00
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. Safeguard 453'43 387'13 56'30
DENTALPIANS ONLY�
Category
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Total Cost County Share Employee
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Employee Only
� Delta '� l9'04 '� 19'03 `� 'Ol
! 'Safeguard 11'87 11'86 'Ol
Family
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Delta $ 41'52 $ 41.51 $ 'Ol
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Safeguard 23'25 23'24 'Dl
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Corresponding Medicare rates for employees covered in this Resolution shall
' be as follows: for Employee Only on Medicare by taking the Employee Only
� rate for the option selected and subtracting the monthly Part B Medicare
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premium withheld from Social Security payments for one (l) enrollee; for
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Employee and Dependent(s) with one /l\ member on Medicare by taking the
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Employee and Dependent(s) rate for the option selected and subtracting the
monthly Part 8 Medicare premium withheld from Social Security payments for
one (l) enrollee; for Employee and Dependent(s) with two (2) members on
Medicare by taking the Employee and Dependent(s) rate for the option
selected and subtracting the monthly Part 8 Medicare premium withheld from
Social Security payments for two (2) enrollees.
The County shall extend to all management employees, elected officials and
unrepresented employees tied to management whose classifications are listed
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in Exhibit, A, any new or adjusted health plan benefits which may be
negotiated with employee organizations during the term of this Resolution.
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Effective October l, 1990, the County will contribute up to $IO per month
for a single subscriber and up to $26 per month for a subscriber with
dependents for the Kaiser and lot Choice Health Plans'
Any increases in health plan premium coots greater than the County
contributions identified herein occurring during the duration of this
Resolution shall be borne by the employee.
B. Health Plan Coverages and Provisions: The following coverages and
provisions are applicable for the term of this Resolution to all employees
eligible for County Health Plan participation whose classifications are
listed in Exhibit A.
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1
1, Medical Treatment for Job Injuries: Whenever an employee who has
been injured on the job and has returned to work is required by
his/her attending physician to leave work for treatment during
working hours, he/she shall be allowed time off up to three (3)
hours for such treatment without loss of pay or benefits. This
provision applies only to injuries that have been accepted by the
County as job-connected.
2. Individual Health Plan Participation: Management and unrepresented
employees whose classifications are listed in Exhibit A shall
continue to be allowed to maintain their County Group Health Plan
coverage at the County group rate for twelve (12) months if on
approved medical leave of absence provided that the employee shall
pay the entire premium (i .e. , . both employer and employee share) for
the health plan during said leave. Said payment shall be made by
the employee at a time and place specified by the County and late
payment shall result in cancellation of the health plan coverage.
3. Permanent Intermittent Health Plan Participation: A permanent
intermittent employee whose classification is set forth in Exhibit A
may continue to participate in the County Group Health Plan of
combined insurance coverage wholly at the employee's expense. The
County will not contribute to the employee's monthly premium and the
employee will be responsible for paying the monthly premium
appropriately and punctually. Failure to meet the monthly premium
deadline will mean automatic and immediate withdrawal from the
County Group Health Plan and reinstatement may only be effectuated
during the annual open enrollment period.
4. Provisional Employee Health Plan Participation: Employees
provisionally appointed to permanent positions in classifications
set forth in Exhibit A may participate in the County Group Health
Plan of combined. medical , dental and life insurance coverage wholly
at the employee's expense. Other conditions of premium payment as
noted above in Paragraph B3 (Permanent Intermittent Health Plan
Participation) shall apply to these provisional employees.
5. Partial Month: The County's contribution to the Health Plan premium
is payable for any month in which the employee is paid. If an
employee is not paid enough compensation in a month to pay the
employee share of the premium; the employee must make up the
difference by remitting the . amount delinquent to the
Auditor-Controller. The responsibility for this payment rests with
the employee. If payment is not made, the employee shall be dropped
from the health plan. An employee . is thus covered by the health
plan for the month in which compensation is paid.
6. Coverage During Absences: An employee on approved leave shall be
allowed to continue his/her health plan coverage at the County group
rate for twelve (12) months provided that the employee shall pay the
entire premium for the health plan during said leave.
An employee on leave in excess of twelve (12) months may continue
health plan coverage by converting to an individual health plan
option (if available) or continuing group coverage subject to the
provisions of the Consolidated Omnibus Budget Reduction Act (COBRA)
provided the employee pays the entire cost of coverage, plus any
administrative fees, for the option selected. The entire cost . of
coverage shall be paid at a place and time specified by. the County.
Late payment may result in cancellation of health plan coverage with
no reinstatement allowed.
An employee who terminates County employment may convert to
individual health plan coverage., if available, or may continue
County group health plan coverage to the extent provided under COBRA
by making premium payments to the County at a time and place
specified by the County.
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7. Retirement Coverage: Upon retirement, employees may remain in the
same County group medical plan if immediately before their
retirement they are either active subscribers to one of the County
health plans or if on authorized leave of absence without pay, they
have retained individual conversion membership from the County plan.
8. Dual Coverage: If a husband and wife both work for the County and
one of them is laid off, the remaining eligible shall be allowed to
enroll or transfer into the health coverage combination of his/her
choice.
An eligible employee who is no longer covered for medical or dental
coverage through a spouse' s coverage shall be allowed to enroll or
transfer into the health coverage combination of his/her choice
within thirty (30) days of the date coverage is no longer afforded
under the spouse's plan.
C. Personal Protective Equipment: The County shall reimburse employees for
safety shoes and prescription safety eyeglasses in those classifications set
forth in Exhibit A, which the County has determined eligible for such
reimbursement. The County will reimburse eligible employees for safety
shoes in an amount not to exceed $60 in any calendar year. The County will
reimburse eligible employees for prescription safety eyeglasses which are
approved by the County and are obtained from such establishment as required
by the County.
D. Mileage Reimbursement: Effective November 1, 1989 for all classified,
exempt and project management employees and unrepresented employees listed
in Exhibit A, but excluding Department Heads as defined below, mileage
allowance for the use of personal vehicles on County business shall be paid
according to the following per month formula:
1 - 400 miles ------------ $ .24 per mile
401 - plus miles ------------ $ .18 per mile
The above rates shall be adjusted to reflect an increase or decrease in the
cost of gasoline which shall be determined as provided below on the basis of
the average price of "gasoline, all types" per gallon as listed in Table 5
(Gasoline Average Prices Per Gallon, U.S. City Average and Selected Areas)
for the San Francisco-Oakland, California area published by the Bureau of
Labor Statistics, U.S. Department of Labor, hereinafter referred to as the
"Energy Report".
The above rates shall be increased or decreased by $ .01 for each $ .15
increase or decrease in the base price for gasoline which shall be defined
as the average price of gasoline per gallon for July, 1979 as published in
the Energy Report. Any such rate increase or decrease shall be effective
the first of the month following publication of the Index. The above
formula rates include price increases reported since July, 1979.
The mileage rate increase or decrease based on the Energy Report shall be
contingent upon the continued availability - of the official monthly Energy
Report in its present form and calculated on the same basis.
Mileage allowance for the use of personal vehicles on County business by
employees in the class of Supervising Appraiser shall continue to be paid
according to the following per month formula and are subject to adjustment
as above:
1 - 600 miles ------------ $ .24 per mile
601 - plus miles ------------ $ .18 per mile
E. Executive Automobile Allowance: Effective November 1, 1989, members of the
Board of Supervisors, the County Administrator, appointed Department Heads
and elected Department Heads shall be eligible to receive ' a monthly
automobile allowance plus $ .21 per mile for mileage. Mileage computation
shall include portal-to-portal travel for work-related activities. Receipt
of the automobile allowance will require that Department Heads and officials
furnish a private automobile for County business. Allowance shall be made
as follows:
1. Members of ,the Board and County Administrator = $400 per month.
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2' Appointed Department Hed ^s = $30
' per month'
Agricultural Commissioner/Director of Weights and Measures
Assistant County Administrator-Director of Personnel
Community Services Director
County Counsel
County Librarian
County Municipal Court Administrator
County Probation Officer
County Veterans/ Service Officer
County Welfare Director
Director of Animal Services
Director of Building Inspection
Director of Community Development
Director of General Services
Director of Health Services
District Court Manager A and 8
Private Industry Council Director
Public Defender
Public Works Director
Retirement Administrator
Superior Court Administrator-Jury Commissioner
3' Elected Department Heads = $350 per month'
Assessor District Attorney
Auditor-Controller Sheriff-Coroner
Clerk-Recorder Treasurer-Tax Collector
If use of a County vehicle is temporarily required as a result of an
emergency such as an accident or mechanical failure to the Executive's
personal automobile, with the approval of the County Administrator, a County
vehicle may be utilized' The General Services Department will charge the
Executive's department for the cost of the County vehicle usage consistent
with County policy' '
F. Retirement Contribution: Pursuant to Government Code Section 31581'1, the
County will continue to pay 50% of the retirement contributions normally
required of management and unrepresented employees whose classifications are
listed in Exhibit A. Employees shall be responsible for payment of the
employee's contribution for the retirement cost-of-living program as
determined by the Board of Retirement of the Contra Costa County Employees'
Retirement Association without the County paying any part of the employee's
share. The County will continue to pay the remaining share of the
retirement cost-of-living program contribution'
G. 414H Participation: Effective January l, 1890, the County will implement .
provisions of Section 414 (h) (2) of the Internal Revenue Coda which allows
the County Auditor-Controller to reduce the gross monthly pay of employees
in classes listed in Exhibit A by an -amount equal to the employee's total
contribution to the County Retirement System before Federal and State income
taxes are withheld and forward that amount to the Retirement system. This
program of deferred retirement contribution will be universal and
non-voluntary as is required by statute'
H. Management Life
and exempt management emFloyees, excluding Department Heads listed above in
Section V (El, 2 and 3) whose classifications are identified in Exhibit A,
shall be provided with a $40,000 term life insurance policy' Elected
officials and all Department Heads, elected and appointed, shall be provided
with $50,000 term life insurance policies' Premiums for this insurance
shall be paid by the County with conditions of eligibility to be reviewed
annually' For purpose of this section, Department Heads eligible include
the Fire Chiefs of Riverview, Consolidated, Orinda and MoraQa Fire
Protection Districts. ,
I . Attorney Professional De l t Reimbursement: The County shall reimburse
employees in the below listed management attorney classifications up to a
maximum of $500 each fiscal year for the following types of expenses:
`
l' Bar membership dues'
2' Membership dues in legal professional associations'
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� 3' Purchase of legal publications
� 4' Training and travel costs for job-related educational courses.
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Any unused accrual may be carried forward to the next fiscal year up to a
� maximum of $1,000. Classes eligible are:
' Assistant County Counsel County Counsel
Assistant County Counsel-Exempt Deputy County Counsel II '
�
Assistant District Attorney Deputy County Counsel III
�
Assistant Public Defender Deputy County Counsel IV
'
Assistant Public Defender-Exempt Deputy County Counsel-Fixed Term
Chief Assistant District Attorney Deputy District Attorney
` Chief Assistant Public Defender-Exempt Deputy District Attorney-Fixed Term
� Chief Deputy District Attorney-Exempt District Attorney-Public Admin'
� Chief Deputy Public Defender Public Defender
Chief Trial Deputy Public Defender Senior Deputy District Atty.-Exempt
J. Training: All management and unrepresented employees listed in Exhibit A,
excluding attorney classes listed in Section V (I) above, shall continue to
be eligible for career development training reimbursement in the maximum
-
amounts of ,�20O per semester or tl5O per quarter, not to exceed �8OU per
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year.
�
The reimbursement of training expenses shall be consistent with
Administrative Bulletins on Travel and Training'
�
K. Long-Term Disability I For classified, project d exempt
management employees and elected officials whose classifications are listed
� in Exhibit A, the County l continum in force all provisions of the
�
Long-Term Disability Insurahce program with a replacement limit of 85% of
! total monthly base earnings reduced by any deductible benefits. The premium
for this Long-Term Disability Insurance program shall continue to be fully
paid by the County.
L. management classifications (including those
�
working twenty-four (24) hour shift patterns in merit system fire districts)
designated in Exhibit A, may continue to choose reimbursement for up to
� one-third (1/3) of their annual vacation accrual , subject to the following
'
conditions: (11 the choice can be made only once in each calendar year;
` (2) payment shall be based on an hourly rate determined by dividing the
employee's monthly salary by 173'33 (242'67 for employees working
`
twenty-four (24) hour shifts in fire districts) ; and (3) the maximum number
of hours that
^ may
be reimbursed in any year is ' ne-thi (1/3) of the annual
accrual .
In those instances where a lump-sum payment has been made to management
employees in lieu of a retroactive general salary adjustment for a portion
. of the calendar year which is subsequent to exercise by a management
�
employee of the vacation buy-back provision heroin, that employee's vacation
� buy back shall be adjusted to reflect the percentage difference in base pay .
� rates upon which the lump-sum payment was computed provided that the period
covered by the lump-sum payment was inclusive of the affective date of the
� vacation buy back'
M' ll The monthly uniform allowance for management employees
of the five (5) County Merit System Fire Protection Districts including:
�
Contra Costa (Consolidated) , Riverview, West, Mnraga and Orinda in the
class ificutions of Fire Chief, Fire Chief-Riverview Fire Protection
District, Fire Chief Group II, Assistant Fire Chief Group I, Assistant Fire
Chief-Riverview Fire Protection District, Assistant Firm Chief Group Il ,
Battalion Chief, Battalion Chief-Riverview Fire Protection . District, Fire
Marshal Group II , Fire Marshal-West County Fire District, Fire
Officer-Exempt, Fire District Communications Manager, Fire Training -
Supervisor and Supervising Fire Inspector shall continue to be $40 per month
� (effective January l, 1989) '
Effective July 1, 1989, the monthly uniform allowance for management
�
employees in the Sheriff-Coroner's Department shall be $480 per year payable
in a lump sum on paychecks issued December 10th. During the effective
duration of this Resolution /October l, 1989 to September 30, 1991\ , this
uniform allowance will be increased to coincide with amounts which may be
agreed upon by the County and the Deputy Sheriff's Association'
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Management employees eligible for this uniform allowance include:
Sheriff-Coroner, Chief Executive Assistant Sheriff, Assistant Sheriff, Chief
Deputy Sheriff-Exempt, Captain, Lieutenant, Deputy Sheriff-Chief,
Criminalistics Laboratory, Supervising Criminalist, Sheriff's Fiscal
Officer, Sheriff's Chief of Management Services, Sheriff's Communication
Director-Dispatch Services, Sheriff's Communications Center Director,
Sheriff's Communications Specialist, Departmental Data Processing Analyst,
Records Bureau Manager, Director of Support Services-Detention Facilities,
and Director of Inmate Services.
The uniform allowance for employees in the management classifications of
Animal Control Supervisor and Chief Animal Control Supervisor shall be $40
per month effective January 1, 1990. If during the , duration of this
Resolution (October 1, 1989 to September 30, 1989) represented Animal
Control Officers receive an increase above this level in their uniform
allowance, such increase shall be granted to the management classes.
N. Fire District Sick Leave and Vacation Accrual Rates: Vacation and sick
leave accrual and usage rates for management employees regularly assigned to
fifty-six (56) hour per week positions within the Consolidated, Orinda,
Moraga, West and Riverview Fire Protection Districts shall continue to be in
accordance with Administrative Bulletins issued by the respective Districts.
0. Professional Development: Classified, project and exempt management
employees, excluding Department Heads, their chief assistant(s) and all
attorney classes shall continue to be eligible for reimbursement of up to
$150 per fiscal year for memberships in professional organizations,
subscriptions to professional publications, professional engineering license
fees required by the employee's classification, and attendance fees at
job-related professional develdpment activities. Department Heads and their
chief assistant(s) shall be eligible for similar reimbursement in the amount
of $300 per fiscal year. Authorization for individual professional
development reimbursement requests shall be made by the Department Head.
Reimbursement will occur through the regular demand process with demands
being accompanied by proof of payment (copy of invoice or cancelled check) .
P. Flexible Spending Account Feasibility Study: On or before October 1, 1990,
the Director of Personnel will .report to the Board of Supervisors on the
feasibility of adjusting the current program of benefits for management
employees listed in Exhibit A to include a flexible County subsidy which can
be used to purchase a variety of coverages including, but not limited to,
health plan upgrades, dependent care expenses, professional development and
travel , deferred compensation and wellness.
Q. Sick Leave Incentive Plan. Effective January 1, 1990, management employees
listed in Exhibit A shall be eligible for a payoff of unused sick leave
accruals at separation. This program is initiated as an incentive for
employees to safeguard sick leave accruals as protection against wage loss
due to time lost for injury or illness. Payoff shall be approved by the
Director of Personnel and can be awarded only under the following
conditions:
1. The employee must have resigned in good standing.
2. Payout is not available if the employee retires.
3. The balance at resignation must be at least 70% of accruals earned
in the preceding continuous period of employment..
4. Payout shall be under the following schedule:
Years of Permanent Percent of Unused
Continuous Service Sick Leave Paid
3 - 5 years 30%
5 - 7 years 40%
7 plus years 50%
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' V1 CLASSIFICATION
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A. General Services Department Reorganization: The salaries listed herein
�
`
reflect both the appropriate reclassification increases and the 4% (39
!
level ) general increase granted all management employees effective
� Octobar 1, 1989'
`
l' Effective April l, l989, increase salary of the single-position
�
class of Assistant Director of General Services-Exempt (NAB2) and
' the vacant merit system class of Assistant Director of General
�
Services (NAD5) to salary' achedule/level C5-2364 (t4828-5868) ' This
' action will restore previous salary parity with the class of Deputy
� Public Works Director which, with other management Civil Engineers,
� in the Public Works Department, was adjusted in April 1988 by
�
Resolution No. 'B8/l93 as a spin-off� from increases granted
�
.
subordinate represented engineers.
i
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Effective October l, 1989, increase salary of the single-position
' `
class of Assistant Director of General Services-Exempt �NA82\ and
' '
� the vacant merit system class of Assistant Director of General
`
Services
� (NAD5\ to salary schedule/level C5-2403 ($5020-6101) '
� 2' Effective October l, 1889, establish the new class of Deputy General
�
Services Director-Facilities (NAD7) and allocate to the basic salary
schedule at schedule/level C5-2221 ($4185-5087) ' Reclassify person
! and position No. llO of Building and Grounds Manager (GFDD) C5-2146
($3882-4718); abandon class of Building and Grounds Manager (Budget
OO78)
Unit
� ' ^
�
Effective October l, 199' 0
', graht remainder of reclassification
on
' incroanm to Deputy General Services Director-Facilities (NAD7) by
� awarding 38 levels on the basic salary schedule in addition to any
�
general increase.
r
� 3' Effective October l, 1888, establish the new class of Deputy General
� Services Director-Management and Operations (NAD8) and allocate to
' the basic salary schedule at schedule/level C5-2207 ($4127-5016) '
.
Reclassify person and position No. 02 of Administrative Services
� Officer (APD8) (Budget Unit 0149) '
�
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Effective October l, 1990, grant remainder of reclassification
/
increase to Deputy General Services Director-Management and
�
Operations (NAD8) by awarding 32 levels on the basic salary schedule
�
. in addition to any general increase'
^
` 4. Effective October l, 1989, establish the new class of Facilities
Services Manager (NEFA) and allocate to the basic salary schedule at
schedule/level C5-2117 ($3772-4584) ; reclassify person andpoaition
.
No. 76 of Grounds Services Manager /GPDR\ ; abandon class of Grounds
�
Services Manager (Budget Unit 0079) '
Effective October l, 1890, grant remainder of reclassification
�
increase to Facilities Services Manager (NEFA) by awarding .61 levels
� on the basic salary schedule in addition to any general increase'
Y
�
` 5' Effective October l, 1989, establish the new class of Grounds
Maintenance Manager (GPDC) and allocate to the basic salary schedule
� at schedule/level C5-1865 /t2933-35G4) � reclassify person and
� ` . ' .
'
position No. 44 of Assistant Grounds Services Manager (GPGO) ;
| abandon class of Assistant Grounds Services Manager' This action
�
will establish parity with the companion class of Custodial Services
} Manager (GKDB) (Budget Unit 0079\ '
� .
�
� Effective October l, 1880, grant remainder of reclassification
�
^ increase to Grounds Maintenance Manager (GPDC) by awarding 29 levels
\ on the basic salary schedule in addition to any general increase'
'
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6. To restore salary parity with management level Civil Engineers in
the Public Works Department who were previously adjusted in April
1989 by Resolution No. 89/193 as a spin-off from increases granted
subordinate represented engineers, the following Architectural
Engineering classes in the General Services Department are increased
and allocated. to the basic salary schedule effective October 1, 1989
as indicated:
Class Salary Schedule/Level
Supervising Architectural Engineer (NEGA) C5-2294 ($4501-5472)
Senior Architectural Engineer (NEHA) C5-2189 ($4053-4926)
Senior Architectural Engineer-Project (NEH1) C5-2189 ($4053-4926)
Associate Architectural Engineer (NEVA) C5-2043 ($3503-4258)
Special Projects Architect-Project (NEH2) C1-2189 ($4926 Flat)
B. Management Attorney Equity Adjustment: To restore appropriate salary
relationships between management and working level attorneys compacted in
the Offices of the District Attorney, . Public Defender and County Counsel
by a 6.5% increase granted January 1, 1988 and a 7% increase granted
July 1, 1988. to subordinate represented and non-management levels, the
classifications listed below shall be granted a 7.5% (72 level ) increase on
the basic salary schedule effective July 1, 1989. This increase shall be in
addition to any other general increases granted in this Resolution.
Class
Chief Deputy District'Attorney-Exempt (202)
Senior Deputy District Attorney-Exempt (201)
Assistant County Counsel (2EDA)
Assistant -Public Defender (25DA)
Assistant District Attorney (2KDB)
VII. CURRENT TERMS AND CONDITIONS OF EMPLOYMENT
A. Overtime Exclusion: • In recognition of their management status, all
classified, exempt and project management employees whose classifications
are listed in Exhibit A, shall continue to be overtime exempt. The Office
of the County Administrator shall continue its authority to exclude certain
management classes from Overtime Exemption. Provisional appointees to
management classes and employees receiving higher pay for a higher
management classification who were not previously in a management class
shall be automatically placed on the Overtime Exempt Exclusion List since
they are not eligible for management benefits.
B. Part-Time Employees: Part-time classified, exempt and project management
employees whose classifications are listed in Exhibit A, who work at least
50% of full time on a continuing basis, shall be provided the management
benefits listed in this Resolution on a full or pro-rata basis.
C. Permanent Intermittent Employees: Permanent intermittent employees whose
classifications are set forth in Exhibit A, are eligible for vacation and
sick leave benefits as defined in this Resolution on a pro-rata basis.
D. Length of Service Credits: For all employees whose classifications are
listed in Exhibit A, the length of service credits of each permanent
employee shall date from the beginning' of the last period of continuous
County employment including temporary, provisional and permanent status and
absences on approved leave of absence except that when an employee separates
from a permanent position in good standing and is subsequently reemployed in
a permanent County position prior to the completion of two (2) years from `
date of separation, the period of separation will be bridged. Under these
circumstances, the service credits shall include all credits accumulated at
time of separation but shall not include the period of separation. The
service credits of an employee shall be determined from employee status
records of the, Personnel Department.
E. Mirror Classifications: As determined by the Director of Personnel ,
employees in unrepresented job classifications shall continue to receive the
salary and fringe benefits that are received by employees in comparable
classifications.
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F. Deep Classes: No provisions of this Resolution regarding terms and
conditions of employment for classified management employees is intended to
supersede any specific provision in effect within any separate Deep Class
Resolution for management classifications.
G. Administrative Provision: The County Administrator shall establish
guidelines, bulletins or directives as necessary to further define or
implement provisions contained in this Resolution, all provisions of
Resolution No. 83/1 and the County Salary Regulations shall continue to
apply to management and unrepresented employees covered by the'.'terms of this
Resolution.
I hereby certify that this is a true and Correct copy of
an action taken and entered on the minutes of the
Board of SupervlsorSM9.4a0 IDOL
ATTESTED:
PHIL BATCHELOR,Clerk of the Board
of Supmvlsota and County Administrator
DeputV
Orig Dept: Personnel Department
cc: All Departments
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s