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HomeMy WebLinkAboutMINUTES - 02101969 - CCC Admin Manual-Personnel CONTRA COSTA COUNTY ADMINISTRATIVE MANUAL PERSONNEL SECTION INTRODUCTION The bulletins in this section cover policy and procedure matters in the field of personnel. Bulletins citing county policy are typically based on orders or resolutions of the Board of Supervisors and references to these actions, where appropri- ate, are indicated. The bulletins in this section do not cover all matters pertaining to personnel; as a matter of fact applicable provisions of the County Ordinance Code and/or Rules and Regulations of the Civil Service Commission control most personnel matters. Most ordinance provisions pertaining to personnel are shown in Ordi- nance Code, Title 2, Administration, Division 4, Personnel, commencing with Section 2400. Provisions applicable to the county merit system are shown in Sections 2410-2423 and provisions pertaining to compensation of employees are shown in Sect_ons 2430-2444. The ensuing sections also cover certain personnel matters, e.g. provisions on salary payments, on recognition for length of service, and on the county employee retirement :system. Particular attention should be paid to Sections 2430-2444., Compensation of Employees, for these sections_ contain provisions on which the pay and allowances of employees are based. The Rules and Regulations of the Civil Service Commission implement the merit system provisions of the Ordinance Code. The Civil Service Office should be contacted for assistance with respect to matters covered in the Commission's Rules and Regulations. CROSS REFERENCE TO NEW AND OLD PERSONNEL BULLETINS Old New Subject Number Number Form P 300.2 - Request for Personnel and Appropriation Adjustment 300.2 300 On-Call Time 301 Cancelled Accident Prevention 302.1 Cancelled Consideration of County Employees Grievances 303.2 303 Revision of Personnel Request - Certification - Appointment Form 304 301' Political Activity 366,- 305, 1 -23 7 Personnel Allocations 306 Cancelled Employee Identification Cards 307.1 304 Jury Duty by County Employees 308.3 302 County Holiday Policy 3©5/, Personnel Allocation 310.1 Cancelled Sick Leave Policy 311.2 311 Limited- Term (Temporary) Employments 312 312 Change of Name or Address 313 Cancelled Compensation to Employees for Personal Property 313, / Inclusion of Retirees in Group Medical Plans 315.1 307 Permanent Intermittent Positions 316 Cancelled (See No. 300) Reassignment of Positions from One 317 Cancelled Cost Code to Another (Sea No. 300) Safety 318 308 Service Awards 319. 1 310 Time Off for Matters Before County Agencies 320 314 Employee Relations 321 315 Witness Duty Formerly 308.3 306 • PERSONNEL INDEX PERSONNEL SECTION ADMINISTRATIVE MANUAL Title Revisions 3001 Form P 300 - Position Adjustment Request 301. ) Form AK-9 - Personnel Request 302. Jury Duty 303. Grievance Procedure 303.1 Grievance Procedure 304. Identification Cards 305. Political Activity 306. Witness Duty 307. Retirees in County Group Health Plans 308. Safety 309% Holiday Policy 310. Service Awards 311. Sick Leave Policy 312. Limited Term (Temporary) Employments 313.1 Compensation for Loss or Damage to Personal Property 314. Attendance at Meetings on County Time 315.2_ .Employee Relations 4, 1,,316. Project Positions Retirement Procedures 3Z o 71 / 3 y f � (� z�o� 3 Administrative Bulletin Contra Number 300.3 Replaces 300.2 Office of the Country Administrator Costa Date 3-20-90 CCU* section Personnel ___if SUBJECT: Position Adjustment Requests In order to expedite the processing of personnel requests, the Position Adjustment Request (Form P300) and the review/approval procedure have been revised. Form P300 Revisions The following revisions have been made to Form P300: 1. The section on "One-Time Costs" requires departments to identify non-salary costs to be incurred as a result of the request. 2. The "Total Cost of Adjustment" section has been revised to require departments to submit more detailed information concerning the total annual cost and net county cost associated with the request. 3. The section on "Source of Funding" requires departments to identify the source of funding which will offset the adjustment. 4. The section on "Reviewed by CAO and Released to Personnel Department" provides for a review of the request by the County Administra-=or's Office prior to releasing the P300 to the Personnel Department. 5. The form has been revised to reflect that the Board's action :is now recorded by Phil Batchelor, Clerk of the Board- of Supervisors- and Coun-_y Administrator. Review/Approval Procedure 1. Position Adjustment Requests (Form P300) are to be submitted directly to the County Administrator's Office for processing. A copy of the :requested action- should also be provided to the Personnel Department at the same time. 2. The document is to concisely and clearly explain the reason(s) the action is required and identify the cost(s) associated with the request. Requests for additional positions and organizational changes must be accompanied by organizational• material and/or other supporting information. Requests for reclassification of filled positions must be accompanied by a completed classification questionnaire. 3. On behalf of the Board of Supervisors, the County Administrator's Office will continue to make decisions on' requested personnel actions having significant organization, salary, policy or budget implications and will confer with the operating department and Personnel Department on such issues. _2_ i 4. Form P300 will be logged in and assigned a number by the County Administrator's Office. After conducting a financial and organizational review of the request, the County Administrator's Office will forward the P300 to the Personnel Department who will determine the necessary . classification action(s) to be taken. After final review and upon approval of the County Administrator, the request is presented to the Board of Supervisors. 5. The Board's action will be recorded by the Clerk of the Board and County Administrator, and the form returned to the Personnel Department for- adjustment of its records. 6. The Personnel Department will forward the completed original form to the Office of the County Auditor-Controller and send a copy to the originating department. The Office of the County Auditor-Controller will retain the original as the official record of action. Form P300 may be requisitioned from Central Service. Originating Depts. : County Administrator Personnel ' \ Phil Batchelor, _ fI. County Administ for POSITION ADJUSTMENT REQUEST No. Date: _ Deot. No. C01'ERS Department Budget Unit No. Org. No. Agency No. ion Requested: Proposed Effective Date: Explain why adjustment is needed:_ Classification Questionnaire attached: Yes No Cost is within department's budget.: Yes No _ Total One-Time Costs (non-salary) associated with this request: $ Estimated Total cost of adjustment: (salary/benefits/one-time): Total Annual Cost $ Net County Cost $ Total This FY $ N.C.C. This FY $ Source of Funding to Offset Adjustment: Department must initiate necessary appropriation adjustment and submit to CAO. 'Use additional sheets for further explanations or comments. (for) Department Head __---------------- -------- Reviewed by CAO and Released To Personnel Department Deputy County Administrator Date ersonnel Department Recommendation Date: _ 7 Amend Resolution 71/17 establishing positions and resolutions allocating classes to the Basic/Exempt Salary Schedule, as described above. Effective: Elday following Board action. Date (for) Director of Personnel _--------------------- County Administrator Recommendation Date: Approve Recommendation of Director of Personnel Disapprove Recommendation of Director of Personnel Other: (for) County Administrator Board of Supervisors Action Phil Batchelor, Clerk of the Board of Adjustment APPROVED/DISAPPROVED on Supervisors and Ccunty Administrator Date: By: f IDMENT APPRO'�A , 01 THIS ADJiJSI'IENT CON' _1TCTES P. PERSONNNE1:/SALARY RESOLUTION AAtF� I Nu302. 1 ^:be� 72 -_ Sectio Personnel e� OFFICE OF THE COUNTY ADMINISTRATOR 7/2/76 Issued ADMINISTRATIVE BULLETIN Replaces_ 302 I " SUBJECT: Jury Duty When called for jury duty, County employees, like other citizens, are expected to discharge their jury duty responsi- bilities . If called for juty duty in a Municipal, Superior, or Federal Court, or for a Coroner' s jury, County employees may remain in their regular County pay status, or they may take vacation leave or leave without pay and retain aTTTfees and expenses paid to them. If a County employee is called for jury duty and elects to remain in a regular pay status and waive all. fees (other than mileage allowances) received by him, he shall obtain from the Clerk or Jury Commissioner a certificate which shall indicate the days attended and the fact that fees other than mileage are waived. The employee shall furnish the court certificate to his department, which shall be retained as a- department. record. In this instance no "Absence or Extra Time Card" will be required by the Office of the County Auditor-Controller. When a County employee is called for jury duty and elects to retain all fees paid to him, he must take vacation leave or leave without pay. No court certificate is required in this instance, but an "Absence or Extra Time Card" must be submitted to the Office of the County Auditor-Controller, Employees shall advise their department well in advance if scheduled to appear for jury duty. Originating Office: County Administrator Jury Commissioner ce )L ounty Administrator I'4umbe,_3_03_J_------ Personnel OFFICE OF THE COUNTY ADMINISTRATOR —A ued May 5, 1970 ADMINISTRATIVE BULLETIN Replaces 303 SUBJECT: Grievance Procedure The Employer-Employee Relations Ordinance, Article 24-7.27, prescribes the county grievance procedure ; this procedure is as follows: Presentation. The presentation of a grievance shall cite the circumstances over which the employee claims to be aggrieved, and shall cite how the interpretation or application of policy, procedure or practice is affecting the employee to his detriment. Copies. A copy of each written communication on a grievance shall be filed with the Civil Service Office for record purposes. Lowest Level. Grievances shall be settled on an informal basis by discussion between the immediate supervisor and the employee and/or his representative as soon as practicable, and if such a meeting cannot be arranged informally it shall be held within two working days after submission to the immediate super- visor of a letter from the employee and/or his representative. Departmental Level. A grievance which is not settled by the employee and the immediate supervisor shall be submitted in writing to the departmental supervisory or administrative employee authorized to take action on the matter, and he shall try to settle it and shall reply in writing within five working days. Appeal to Employee Relations Officer. A grievance may be appealed in writing to the Employee Relations Officer if it is not settled within the department, and he shall try to settle it and shall reply in writing within ten working days. • 2. Appeal to Board. .Grievances which are not settled by the Employee Relations Officer may be appealed to the Board, which shall make final disposition of them or shall refer them to an impartial third party for decision. Costs incurred by the third party shall be divided equally among the County and the employee or employee organization appealing the grievance. It will be noted that the grievance procedure is similar to that which has been in effect previously except for the require- ment pertaining to presentation of grievances and except for the provision that the Board of Supervisors may refer grievances to a third party for decision. ounty Administrator Reference: Ordinance No. 70-17 � 2a 1�l 304--- - - 'T Personnel i� OFFICE OF THE COUNTY ADMINISTRATOR ss-ec____ 0-69 ADMINISTRATIVE BULLETIN ReD'aces 347.1 _ - - - - - - - - - - - - - - - - - - - - - - - SUBJECT: Identification Cards Some county employees need a ready means of identification for performance of their official duties and, therefore, require identification cards. The need for identification cards shall be determined by the following criteria : 1. The employee makes frequent contacts with the public at places other than county offices, or 2. The employee has a specific civil defense assignment and requires a pass under disaster or emergency circumstances. The Civil Service Office will prepare and issue identifica- tion cards to designated employees. Department heads will determine which of their employees shall be issued identification cards: they shall also be respon- sible for recovery of identification cards on the separation of employees from county service. The procedure for issuing identification cards is as follows: 1. Each department head will sign a number of blank identification cards which shall be kept on file in the Civil Service Office. 2. Upon a determination that an employee requires an identification card, the depart- ment will complete an Identification Card Request, Form ID-1, and submit it to the Civil Service Office. 3. When a request for an identification card is received by the Civil Service Office it will schedule the employee to be photographed, complete the card, and laminate it in plastic. This process will normally be completed within five working days. 2. Identification cards must be returned to the Civil Service Office at the time employees separate from the county service; final salary warrants will not be issued until the cards are received. A supply of- Form ID-1 can be obtained from Central Service. Originating Office: Civil Service I 305,1 Nur-ber r se�::�� rsonnel fj. OFFICE OF THE COUNTY ADMINISTRATOR 8/23/76 ± I s s.ied ADMINISTRATIVE BULLETIN Replaces SUBJECT: Political Activities Each employee is cautioned that there are Federal and State laws restricting political activities by public employees. Some of these restrictions carry criminal penalties, most of which do not depend on knowledge by the employee of the wrongfulness of his conduct. The most important of these prohibitions -and restrictions are the following: The - "Federal Hatch Act," as it relates to local governmental employees, is contained in Sections 1500 and following of Title 5 of the United States Code. Generally, it forbids partisan political activity (in connection. with pol- ideal parties) by local government employees whose work is financed even partly by Federal funds. Sections 3201 and following of the California Govern- ment Code restrict fund raising and other political acts on public premises or by use of official influence. However, Section 3205 has been declared unconstitutionally overbroad by the California Supreme Court. Sections 81000 and following of the California Govern- ment Code contain the "Political Reform Act of 1974" (sometimes referred to as "Proposition 9" or "The Fair Political Practices Act") . This is a very comprehen- sive regulation of political activities by all persons and of those seeking or advocating election to offices therein or affecting election propositions. It is important for each employee contemplating political activity, or asked to undertake or support such activity, to find out what the legal restrictions are on such activities. Each individual should consult his legal counsel, or copies of' these laws may be found in County Law Libraries in Martinez and Richmond. • 2. Because the County may also be penalized for violations of the U. S. Hatch Act, the various departments partially financed by Federal funds need to be alert to possible violations by their employees. Department heads should confer with the County Counsel when specific problems come to their attention. Originating Office: County Counsel � I County Administrator Administrative Bulletin Contra Number 306 .1 Replaces 306 Office of the County Administrator Costa Date 9-9-82 County section Personnel SUBJECT: witness Duty Whenever a County employee (other than a peace .of_=icer or other person covered by Government Code Section 68097. 0 is subpoenaed or subject to -being subpoenaed to. testify in any proceeding as a percipient or expert witness, for the County or for the District Attorney or Public Defender, about an event, transaction or thing he/she perceived or investigated :in the course of his/her County employment, and the witness fees for such- employee are .payable from the-County treasury (other than as taxable costs) , or whenever the County is a party in the proceed- ing and is requested to produce the employee as a witness, the employee shall remain in regular County paid status and no witness fees shall be paid. In other situations, such an employee shall • take vacation leave or leave without pay and may retain all witness fees. An "Absence/Overtime Card" must be submitted to t:ae Office of the County Auditor-Controller for those employees w:ao take vacation leave or leave without pay. Employees who remain in a regular county pay status must turn the witness fees over to their respective departm=ents for deposit in the county treasury in accordance_ with standard county procedures. Employees . shall advise their departments of scheduled witness duty as soon as possible. Originating Dept. : County Administrator Y Count A minist to"r '. Administrative Bulletin Contra Number 307 . 4 Replaces . 307. 3 Costa Date 10-15-81 Office of the County Administrator County (�\JI Section Personnel_ SUBJECT: Retirees and Survivors in County Group Health Plans A. Retiring County employees may continue in the County group health and dental plan; the following procedures and limitations apply:. 1. Life insurance and accidental. death. and dismemberment coverage is not included unless an employee' is.totally disabled before retirement, the .disability started before age 60 and -proof of the disability has ,been submitted to the insurance carrier while the policy.is in force;:and within 12 months after the disability begins. 2. To be eligible for health and dental cover- age, the retiring employee_ must be active member of a particular plan at the time of retirement. 3. Employees desiring retiree group membership status must make a .formal request on an "Authorization for Retirement Deduction" card which must be filed -in the Personnel Office within 30 days of the date the Retirement Board acts upon the request for retirement. 4. Employees on authorized leave of absence without pay at. the time of retirement who have not been permitted to. remain in .the group plan because ,of their leave without pay status, but who have retained continuous individual membership, may apply for rein- statement of their group membership at the time of retirement providing they otherwise qualify. i 2. 5. An employee who withdraws from the group health plan during a leave of absence must apply for reinstatement within 30 days of return to work and must maintain continuous coverage from that date of reinstatement to be eligible for retiree health plan coverage. 6. Retired subscribers of the County group medical plan may elect to switch medical plan carriers during the annual open enroll- ment period. 7. Beginning January 1, 1980 retired subscribers of the County group medical plan have been enrolled in the County group dental plan as well as in the group medical plan. B. Survivors of County employees or retirees may continue in the County group health and dental plan; the following procedures and limitations apply: 1. The death of the employee or retiree upon whom the survivor was dependent shall have occurred after June 30, 1981. 2. A surviving spouse or child must have been in the health plan at the time of the employee' s or retiree' s death. 3. The survivor must receive a monthly allowance from the County Retirement System. 4. The survivor must pay the full cost of cover- age. a. Survivor must make a formal request on an "Authorization for Survivor Deduction" card which must be filed in the Personnel .Office within 60 days of the death of the employee or retiree. b. The Retirement Office will collect premiums for this coverage. 3. C. Premiums must be continuously maintained; a missed premium payment may cause termination of the survivor from the group. 5. Survivor subscribers of the County group medical plan may elect to switch medical plan carriers during the annual open enrollment period. . Employees requesting further information should be referred to the Safety and Benefits Division of the Personnel Office or the Retirement Office. Reference: Board of Supervisors Orders - July 14 , 1981 and September 29, 1981. Originating Office: Personnel ll --, Y l/� is< <; - County Administrator J Adm iF istLrati e Bulletin �C^.o,�"�tra number 308. 1 Costa Replaces 308 j--Office of the County Administrator Date 2Z15>$0 • Cour$t / Sect'-on Personnel f - -We SUBJECT: Safety Policy The County is obligated by law to provide employees with a healthy and safe work en' irbnment and to provide the public with facilities and services_ which meet a reasonable. and acceptable standard of care. - The- pixme purpose of a safety program is to prevent accidents which result in personal injury and death and which may damage or destroy: _property. The elimination of pain and suffering and pe.:Lanent'physical impairment, as well .as the severe economic effects resulting from accidents are objectives to which we all subscribe The Board of -Supervisors expects department heads to be responsible far --the a4t ons--and programs necessary. -to. attain safety objectives. This bu.11er-ins _sets._-fortY._.th2:-responsibilities opersons ^ esl County safety_ program. I. Department Head -Respon's bili:ties_: a. Identify and---6ider°-=correction of -potentially hazardous conditions. Develop- work-'procedures --which minimize- hazards to employees and to the public. C. fissure that employees --receive adequate train-- ing in-the safe performance of 'tasks d., Recognize safety as .an important= factor-= in performance. appraisal. e. Identify _tasks, positions, or locations; _ - requiring personal protective equipment.- f. Respond to various emergency situations. g. Support and encourage safe practice as an attitude -for the--day-to-day activities.-of all employees.. 2, II. Departmental Safety Coordinators Responsibilities: a. Administer department safety programs. b.- assist safety committees and supervisors in safety activities. c. Maintain technical safety information for department supervisors and employees. d. Assist in accident investigations. e. Identify needs for countywide safety standards and programs. f. Arrange intradepartment safety training as requested. g.- Main-ain safety program files, -_ineluding .required CAL/OSHA records-, h. Maintain safety statistics and accident trends and recommend -new safety.__programs. III. First Line Supervisors Responsibilities. a. Establish and utilize safe work standards "and procedures .for tasks :performed :under their supervision. b. assure that employees under their supervision -- receive adequate training and instruction in safe performance of tasks before being assigned those tasks. C. , Keep facilities and equipment maintained in a safe condition. -d. Maintain a safe level of general housekeeping in their work areas. e. Assure that -each accident within. their area of responsibility -is promptly and adequately investigated and reported and to recommend action to prevent future accidents. 3. IV. Employee Responsibility: a. Follow safe procedures and practices. b. Keep equipment and facilities clean and secure. C. Use personal protective equipment provided in accordance with established procedures. d. Report immediately unsafe conditions to a supervisor. e. Report accidents promptly and completely. V. County Safety Officer Responsibility: a. Provide technical .safety assistance_ to departments. b. Develop countywide safety policies, standards and procedures and assist in their implemen- tation. C. Provide safety training programs relevent to department needs. d. Evaluate periodically departmental safety programsand forward findings to County Administrator and department heads. e. Maintain and distribute safety statistics, records and trends. f. Assist department managers in the purchase of safe equipment; development of safe practices, conduct of contracted work in a safe manner and advise -on the maintenance of a safe work- ing environment. g. Maintain liaison with regulatory agencies concerning compliance with safety regulations. h. Develop programs to recognize -good safety performance by employees. Fy~ 4. It is -essential that we all remain alert to our respon- , sibilities in a coordinated county safety program. The results attained in reducing the number and severity of accidents will be periodically and carefully evaluated. Originating Office: Personnel Department l " Yh, -- County Adminstragar t Otltl"d (dumber Adm fh' istrat ive BU11etin 309. Replaces 309.55 Costa, Date 3-12-90 Office of the County Administrator /^+ou* section _Personnel- SUBJECT: Holiday Policy Ordinance Code Section 22-2.402 provides that holidays shall be these specified in Government Code Sections 6700 and ,6701. Some holidays have been spelled out.as a result of the salary negotiations and review process.- The followi::>g list shows the currently approved holidays; Holiday Date- New Year's Day January 1 Dr. Martin Luther King, Jr. Day 3rd Monday in January President's Day 3rd Monday in February Memorial Day Last Monday in May Independence Day July.4 Labor Day lst: Monday in September Veterans Day November 11 Thanksgiving Day 4th Thursday in November _ Day After Thanksgiving Day 4th Friday in November Christmas December 25 ♦. If a holiday falls on a Saturday, it shall be celebrated on the preceding Friday. �. If a holiday falls on a Sunday, it shall be celebrated on the following Monday. For all County library employees, the Day Before Christmas (Christmas Eve), December 24, is designated as a holiday in lieu of the Day After Thanksgiving in November. . Every day appointed by the President or Governor for a public fast, thanksgiving, or holiday. Such other days as the Board of Supervisors may by resolution designate as holidays.- there -are olidays.-there are some variations to the above holiday schedule for certain employees, e.g. those who work in around-the-clock positions, or 'which result from salary negotiations. If necessary, this ,bulletin will be revised to show changes and their effective date. Please refertothe appropriate MOU or call the Employee Relations Division of=the Personnel Department (4145) 'to,determine any holiday variations which may apply to certain employees in your department, - -3- The following provisions indicate how holiday credit is to be applied: 1. Employees on the regular 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 days off of an employee on a schedule other than the regular one, for timekeeping purposes the employee shall be given credit for overtime or granted time off on his next scheduled work day. Employees who are not permitted to take holidays because of the nature of their work are entitled to overtime pay as specified by ordinance. Originating Dept. : County Administrator Reference: Government Code Sections 6700, 6701 Ordinance Nos. 76-77, 81-88 Resolution Nos. 76/1013, 79/781 Memoranda of Understanding Phi Batchelor, County Administrator - Number 310.2 ._ %F 5euior Personnel s >i^ OFFICE OF THE COUNTY ADMINISTRATOR j�. 6-15-73 Issued ADMINISTRATIVE BULLETIN 310.1 Replaces I - - - - - - -- - - - - - - - - - - - - - - - SUBJECT: Service Awards Part I: County Employees Under the policy of the Board of Supervisors awards for 20 years or more of service are to be made by department heads at a ceremony before the Board of Supervisors. Awards for ten and 15 years of service are to be :Wade within departments by the depart- ment heads. Employees who appear for their 15 year (or longer) service award ceremony are entitled to take that day off with pay. The following procedures shall apply with respect to service awards: 1. Twenty Years and longer periods of service. An award ceremony will be scheduled before the Board of Supervisors each month. a. The Civil Service Office will make arrangements for the presentation cere- mony before the Board of Supervisors. Each department head and employee scheduled for an award will be notified as to the time and date of the ceremony. b. Service awards will be supplied to the department head by the Civil Service staff prior to the ceremony. c. When the employee does not appear for the ceremony the award will be returned to the Civil Service Office and the employee will be contacted and it will be ascertained if he desires to be rescheduled. In the event he or she does not desire to attend a later cere- mony, the Civil Service Office will forward the award directly to the employee. • 2. 2. Ten and 15 year service pin awards. a. The Civil Service Office will notify the department head when an employee has qualified to receive a ten or 15 year service pin. The service award pin will be enclosed with the notification. b. The Civil Service Office will notify each employee eligible for an award that his department- head is making arrange- ments for the presentation of the award. c. The award ceremony will be conducted at the department level with the department head making the award. To give the award ceremony meaning, it is suggested that the department head present pins in his office or conference room with immediate supervisors and fellow workers in attendance. • d. After presenting the award, the depart- ment head will notify the Civil Service Office by returning to the Civil Service Office the names and dates of presentation. e. The Civil Service Office will record each award. 3. Service Award Day Off. Employees who appear for their 15 year (or longer) service award ceremony are entitled to take that day off with pay. • 3. Part II: Civil Service Fire District Employees The following procedures shall apply with respect to employees of the Contra Costa County, El Sobrante, Moraga, Orinda, and San Pablo Fire Protection Districts: 1. Ten and 15 year service pin awards. a. The Civil Service Office will notify annually each Fire District of the names of employees who will qualify to receive a ten or 15 year service pin during the ensuing calendar year. Service award pins will be issued to each district monthly with the notification to the district. b. Monthly, the Civil Service Office will notify by letter each employee eligible for an award that his District Head- quarters will arrange for the presentation • of the award. c. An award ceremony will be conducted by the Fire District at the employee's work station and the award shall be presented by the employee's immediate supervisor or by the Fire Chief. d. Following presentation of awards, Fire District Headquarters will complete the service award notification form showing the names and dates of presentation and return the form to Civil Service. e. The Civil Service Office will record each award. i • 4. 2. Twenty years and longer periods of service. The Civil Service Office will notify annually during the month of January each Fire District of the names of employees who will qualify to receive a 20 year or longer award during the ensuing calendar year. Service award pins will be enclosed with the notification. a. Shift Employees of Fire Districts. 1) Monthly the Civil Service Office will notify by letter each shift employee eligible for an award that his District Headquarters will arrange for the presentation of the award. 2) Award ceremonies scheduled by the Fire District shall be held at least once every calendar year. . 3) In the event a shift employee does not attend the ceremony, the Fire District will forward the award directly to the employee. b.. Non-Shift Employees of Fire Districts. 1) Award ceremonies will be scheduled before the Board of Supervisors at predetermined intervals. 2) The Civil Service Office will make arrangements for the presentation ceremony. Fire District Head- quarters and the employee scheduled for an award will be notified as to the time and date of the ceremony. 3) When an employee does not appear for the ceremony, the Civil Service Office will contact the employee to ascertain if the employee wishes to be rescheduled. In the event the employee does not desire to attend a later ceremony, Fire District Headquarters will forward the award directly to the employee. • 5. 3. General provisions. a. Service award day off or vacation accrual credit. Non-shift employees of the above listed Fire Districts receive the remainder of the day off with pay when appearing for their service award ceremony, starting with the 15 year award; however, in recognition of the emergency nature and the 24 hour shift: schedule of the fire service, shift employees who .qualify for and appear for the award ceremony will return to duty after the cere- mony, but will have proportionate hours added to their vacation accruals (at the :game time as other vacation accruals are credited) on the basis of the following formula: eight times the average number of duty hours per week divided by forty. b. Initial service awards. Eligible employees of the aforementioned Fire Districts are entitled to receive an initial service award in recognition of ten, 15, 20, 250 30 or 35 years service and a listing of these employees will be sent to each district. C. Program Inauguration. Ceremonies for the initial presentation of all service awards will be scheduled and conducted by each Fire District before June 30, 1973. Employees eligible to receive an addi- tional service award in calendar year 1973 will be scheduled in accordance with procedures outlined in paragraph 2a or 2b. The Civil Service Office will notify the various local news- papers when service awards ceremonies are scheduled before the Board of Supervisors. Originating Office: County Administrator References: Ordinance Code Chapter 36-10 Resolution.No. 70/349 dated June 16, 1970 Resolution No. 71/400-F dated June 22, 1971 • ount Administrator Administrative Bulletin Contra "umber 311.E CostaDate 311.4 Office of the County Administrator l Date 11-16-89 6-89 County Section Personnel F L r SUBJECT: Sick-Leave Policy This bulletin states general County policies on the accumulation, use and administration of paid sick leave credits. While the provisions contained in this bulletin apply to the majority of County employees, some provisions may differ for certain job classifications as a result of negotiations with employee organizations. Therefore, the various current memoranda of understanding and the resolution which sets forth the compensation package for management and unrepresented employees should be consulted as required to ensure -the proper administration of sick leave. I. PURPOSE OF SICK LEAVE. The primary purpose of paid sick leave is to insure employees against loss of pay for temporary absences from worst due to illness or injury. It is a privilege extended by the County and may be used only as authorized; it is not paid time off which employees may use for personal activities. II. CREDITS TO AND CHARGES AGAINST SICK LEAVE. Sick leave credits accrue at the rate of eight (8) working hours credit for each completed month of service, as prescribed by County Ordinance. Employees who work a portion of a month are entitled to a pro rata share of the monthly sick leave credit computed on the same basis as is partial month compensation. Effective November 1, 1979 credits to sick leave are made in minimum amounts of one-half hour for those job classifications where provided for by Board resolution adopting a-memorandum of understanding or setting 1--he management/ unrepresented compensation package; otherwise, credits are made in minimum amounts of one hour. Effective immediately, charges against sick leave are made in minimum amounts of one-half hour for those job classifications where provided for by a memorandum of understanding or management/unrepresented compensation package; otherwise, charges are made in minimum amounts of one hour. Unused sick leave credits accumulate from year to year. When an employee is separated, other than through retirement, his accumulated sick leave credits shall be cancelled, unless the separation results from layoff, in which case the accumulated credits shall be restored if he is re-emploved in a permanent position within the period of his layoff eligibility. As of the date of retirement, an employee's accumulated sick leave is converted to retirement time on the basis of one day of retirement service credit for each day of accumulated sick leave credit. -2- III. POLICIES GOVERNING THE USE OF PAID SICK LEAVE. As indicated above, the primary purpose of paid sick leave is to insure employees against loss of pay for temporary absences from work due to illness or injury. The following definitions apply: "Immediate Family" means and includes only the spouse, son, stepson, daughter, stepdaughter, father, stepfather, mother, stepmother, brother, sister, grandparent, grandchild, father-in-law, mother-in-law, son-in-law, daughter-in-law, brother-in-law, or sister-in-law, of an employee. "Employee" means any person employed by Contra Costa County in an allocated position in the County service. "Paid Sick Leave Credits" means those sick leave credits provided for by County Ordinance. Accumulated paid sick leave credits may be used, subject to appointing authority approval, by an employee in pay status, but only in the following instances: A. Temporary Illness or Injury of an Employees. An employee may use paid sick leave- credits when he is off work because of a temporary illness or injury. B. Permanent Disability Sick Leave. Permanent disability means the employee suffers from a disabling physical injury or illness and is thereby prevented from engaging in any County occupation for which he is qualified by reason of education, training or experience. Sick leave may be used by permanently disabled employees until all accruals of the employee have been exhausted or until the employee is retired by the Retirement Board, subject to the following conditions: 1. An application for retirement due to disabling has been filed with the Retirement Board. 2. Satisfactory medical evidence of such disability is received by the appointing authority within 30 days of the start of use of sick leave for permanent disability. 3. The appointing authority may review medical evidence and order further examination as he deems necessary, and may terminate use of sick leave when such further examination demonstrates that the employee is not disabled, or when the appointing authority determines that the medical evidence submitted by the employee is insufficient, or where the above conditions have not been met. C. Communicable Disease. An employee may use paid sick leave credits when he is under a physician's orders to remain secluded due to exposure to a communicable disease. D. Sick Leave Utilization for Pregnancy Disability. Employees whose disability is caused or contributed to by pregnancy, miscarriage, abortion, childbirth, or recovery therefrom, shall be allowed to utilize r�� -3- sick 3-sick leave credit to the maximum accrued by such employee during the period of such disability under the conditions set forth below: • - 1. Application for such leave must be made by the employee to the appointing authority accompanied by a written statement of disability from the employee's attending physician. The statement must address itself to the employee's general physical condition having considered the nature or the work performed by the employee, and it must indicate the date of the commencement of the disability as well as the date the physician anticipates the disability to terminate. The County retains the right to medical review of all requests for such leave. 2. If an employee does :not apply for leave and the appointing authority believes that the employee is not able to properly perform her work or that her general health is impaired due to disability caused or contributed to by pregnancy, miscarriage, abortion, childbirth or recovery therefrom, the employee shall be required to undergo a physical examination by a physician selected by the County, the cost of such examination to. be borne by the County. Should the medical report so recommend, a mandatory leave shall be imposed upon the employee for the duration of the disability. 3. If all accrued sick leave has been utilized by the employee, the • employee shall be considered on an approved leave without pay. , Sick leave may not be utilized after the employee has been released from the hospital unless the employee has provided the County with a written statement from her attending physician stating that her disability continues and the projected date of the employee's recovery from such disability. E. Medical and Dental Appointments. An employee may use paid sick leave. credits: 1. For working time used in keeping medical and dental appointments for the employee's own care; and 2. For working time (not over 24 hours in each fiscal year; not over 40 hours. in each fiscal year for employees in job classification represented by United Clerical Employees) used by an employee for . pre-scheduled medical and dental appointments for an immediate family member living in the employee's home. F. Emergency Care- of Family. An employee may use paid sick leave credits for working time used in cases of illness, or injury to, an immediate family member living in the employee's home or for children and parents who may reside outside of the employee's home. G. Death of Family Member. An employee may use paid sick leave credits for working time used because of a death in the employee's immediate family, -4- ,. but this shall not exceed three working days, plus up to two days of work time for necessary travel. Accumulated paid sick leave credits may not be used in the following • situations: ♦ Self-inflicted Injury. Paid sick leave credits may not be used for time off from work for an employee's illness or injury purposely self-inflicted or caused by his willful misconduct. ♦ Vacation. Paid sick leave credits may not be used for an employee's illness or injury which occurs while he is on vacation but the County Administrator may authorize it, when extenuating circumstances exist and the appointing authority approves. ♦ Not in Pay Status. Paid sick leave credits may not be used when the employee would otherwise be eligible to use paid sick leave credits but is not in pay status. IV. ADMINISTRATION OF SICK LEAVE. The proper administration of sick leave is a responsibility of the employee and the department head. The following procedures apply: A. Employees are responsible for notifying their department of an absence prior to the commencement of their work shift or as soon thereafter as possible. Notification shall include the reason and possible duration of the absence. B. _ Employees are responsible for keeping their department informed on a continuing basis of their condition and probable date of return to work. C. Employees are responsible for obtaining advance approval from their supervisor for the scheduled time of pre-arranged personal or family medical and dental appointments. D. The 24 or (40) hour annual allotment of sick leave which may be used to take immediate family members, living in the employee's home to pre-scheduled medical and dental appointments should be accounted for by the department on a fiscal year basis. Any balance of the 24 (or 40) hours remaining at the end of the fiscal year is not to be carried over to the next year; departments should notify the employee if the maximum allowance is reached. Authorization to use sick leave for this purpose is contingent on availability of accumulated sick leave credits; it is not an additional allotment of sick leave which employee may charge. The use of sick leave may properly be denied if these procedures are not followed. Abuse of the sick leave privilege on the part of the employee is cause for disciplinary action. Authorization of sick leave is a certification of the legitimacy of the sick leave claim. To ascertain the propriety of claims against sick leave, department heads may make such investigations as they deem necessary. Use of one or more of the following procedures may be helpful: i i -5- ♦ Calling the employee, his family or attending physician if there is one. • ♦ Obtaining the signature of the employee on the Absence/Overtime Record, or on another form established for that purpose, as a certification of the legitimacy of the claim. ♦ Obtaining a written statement explaining the claim for use of accumulated sick leave credits. ♦ Obtaining a physician's certificate covering the absence(s) indicating that the employee was incapacitated. ♦ Writing a letter .of inquiry about the employee's condition, enclosing a form to be filled out, signed, and returned. ♦ Obtaining a periodic statement of progress and medical certification in absences of an extended nature. Department heads are responsible for establishing timekeeping procedures which will insure the submission of a time card covering each employee absence and for operating their respective offices in accordance with these policies and with clarifying regulations issued by the Office of the County Administrator. To help assure uniform policy application, the latter office should be contacted with respect to sick leave. determinations about which the department is in doubt. Orig. Dept. : Office of- County Administrator References: Ord. Code Section 36-6.604 (Ord. No. 73-47, June 5, 1973) Ord. Code Section 38-4.602 (Ord. No. 73-55, July 2, 1973) Res. No. 72/465, July 22, 1972 Res. No. 74/322, April 9, 1974 Res. No. 75/592 et al. , July 31, 1975 Ord. Code Section 36-6.604 (Ord. No. 79-107, September 27, 1979) r~ y4 � Phil Batchelor, ✓. County Administrator 312 �Jumbe Personnel OFFICE OF THE COUNTY ADMINISTRATOR 'ssued 2-10-69 ar. ADM-INISTRATIVE -BULLETIN 312 Replaces j ❑ C � _ 1 SUBJECT: Limited Term (Temporary) Employments When a department must establish an employment situation of a short term nature (six (6) months or less ) the procedures to be followed are as follows: 1. Request for Certification. The top section of a Personnel Request form (AK-9) should be filled in with particular reference to completing the sentence "Extra Help Position Necessary Because and the form forwarded to the Civil Service Office. 2. Certification Procedure. If there is an eligible list, names will be certified in regular order. The top three eligibles who are available for limited term employment should be interviewed and a selection made and reported for confirmation by the Civil Service Office in the same manner as for a permanent appointment. It should be noted that if it is not possible to certify three names, the appointment should be made from those eligibles who are certified and available. Their success in the examination procedure entitles them to consideration over non-eligibles. 3. Appointment in absence of eligible list. When no eligibles are available the Civil Service Office will check the block on the AK-9 which ib titled "/x/ Authority to Make Limited Term Appointmentt% When the depart- ment locates an acceptable applicant, a "temporary employment application" must be completed and forwarded to the Civil Service Office. The final offer to the applicant should not be made until his experience, training and personal background as indicated on the application, have been measured against • z. the standards for employment in the particular classification and the Civil Service Office has advised the appointing authority of the acceptability of the application. 4. Extension of Limited Term Appointments. Limited term appointments including extensions, are restricted to a maximum period of six (6) months. Any requirement for extra help which implies a longer period of time should be dealt with as a request for a permanent position. If a temporary appointment is originally for less than six (6) months and an extension is required, forms are available in the Civil Service Office. Any such request must be in advance of the termination date and must include the reason for the extension. 5. Termination of Limited Term Appointment.. Limited term appointments can be terminated by use of the Separation form AK-16 when the termination date is earlier than the terminal date listed on the AK-9 or the extension.. If the termination date coincides with the date on the AK-9 or- the extension, no further action is required. Questions with respect to limited term employments should be directed to the Civil Service Office. Originating Office: Civil Service 313 Mumbe, Section Personnel OFFICE OF THE COUNTY ADMINISTRATOR �j�- �_• Issued 2-10-69 ADMINISTRATIVE BULLETIN Replaces314 evlaces I - - - - - - - - - ❑ C Z! 7 C ❑ 7 ❑ ❑ C C C = ❑ = C SUBJECT: Compensation for Loss or Damage to Personal Property The loss of or damage to personal property of employees is subject to reimbursement under certain conditions. The following policies apply. Basis for Reimbursement To qualify for reimbursement, the loss or damage must result from a sudden, unexpected event which is not normally encountered or anticipated on the job and which is not subject to the control of the employee. Ordinary wear and tear on personal property used on the job is not compensable. Rmployee tools or equipment provided without the express approval of the department head and automobiles are excluded from reimbursement under this policy. • Reimbursement will be considered under the following conditions-: 1. The loss or damage must have occurred in the line of duty. 2. Negligence or lack of proper care by the employee was not a contributory cause for the damage or loss. The exercise of good judgment under the prevailing circumstances at the time of loss or damage is an important consideration in the evaluation of this condition. 3. The personal property was necessarily worn or carried by the employee in order to adequately fulfill the duties and requirements of the job. 4. The loss of or damage to eyeglasses, dentures, or other prosthetic devices did not occur simultaneously with a job injury covered by State Compensation Insurance. • 2. • Amount of Reimbursement The amount of compensation allowed will be the actual cost to repair damages. Reimbursement for items damaged beyond repair will be limited to the actual value of the item at the time of loss or damage. As an illustration of this policy, only the repairs to frames and replacement of broken lenses of eyeglasses is allowable. The cost of re-examination and the new prescription of glasses is not allowable. Damaged clothing should be repaired when possible. The actual value at the time of loss will be determined for clothing damaged beyond repair. Reimbursement Procedures Claims from employees for compensation should be presented on county demand forms and forwarded by the department head to the Office of the County Administrator for presentation to the committee appointed to review claims. The department heads of employees presenting claims will be members of the committee. The damaged property should accompany the claim, if practical, for committee examination. A comprehensive report containing the following information should be submitted with the claim: 1. A complete report describing the manner in which the loss or damage occurred. 2. The amount of the loss as ascribed by the employee and the method used to determine this amount. There should be included an invoice of the actual cost of repair or a quotation of this cost. A statement indicat- ing the original purchase price, date .of purchase and estimated useful life should be completed for items damaged beyond repair or lost. 3. A confirming statement from any other person who witnessed the accident and from the immediate supervisor of the employee. 4. The signature of the department head approving the claim. 3. • In the case of personal property lost which meets all of the conditions stated above, proof of loss must also be submitted. The burden of proof of loss shall rest with the employee. All claims approved by the committee shall be forwarded to the County Administrator for payment; claims in excess of $25 shall be presented by the County Administrator to the Board of Supervisors for approval. Reference: Board Order dated November 17, 1959 Administrative Bulletin Contra Number 313. 1 Costa Replaces *111 Office of the County Administrator Date 1-31-79 Count/ section Personnel • SUBJECT: Compensation for Loss or Damage to Personal Property The loss of or damage to personal property of employees is subject to reimbursement under certain conditions. The following policies apply: Basis for Reimbursement To qualify for reimbursement, the loss or damage must result from a sudden, unexpected event which is not normally encountered or anticipated on the job and which is not subject to the control of the employee. Ordinary wear and tear on personal property used on the job is not compensable. Employee tools or equipment provided without the express approval of the department head and automobiles are excluded from reimbursement under this policy. • Reimbursement will be considered under the following conditions : 1. The loss or damage must have occurred in the line of duty. 2. Negligence or lack of proper care by the employee was not a contributory cause for the damage or loss . The exercise of good judgment under the prevailing circumstances at the time of loss or damage is an important consideration in the evaluation of this condition. 3. The personal property was necessarily worn or carried by the employee in order to adequately fulfill the duties and requirements of the job . 4. The loss of or damage to eyeglasses, dentures, or other prosthetic devices did not occur simultaneously with a job injury covered by workers' compensation. • 2 . ` • Amount of Reimbursement The amount of compensation allowed will be the actual cost to repair damages. Reimbursement for items damaged beyond repair will be limited to. the actual value of the item at the time of loss or damage, but no more than the origina cost. As an illustration of this policy, only the repairs to frames and replacement of broken lenses of eyeglasses is allowable. The cost of re-examination and the new prescription of glasses is not allowable. Damaged clothing should be repaired when possible . The actual value at the time of loss will be determined for clothing damaged beyond repair. Reimbursement Procedures Claims from employees for compensation should be fort-aarded by the department head or designated representative to the Civil Service Office, Safety Division for presentation to the committee appointed to review claims. The department head or designated representative of employees presenting claims will be members of the committee . The damaged property should accompany the claim, if practical, for committee examination. The following procedure is to be used when filing a claim: 1. Completion of Form AK-130 along with a county demand form for item up to $100. 2 . Completion of Form AK-130, a county demand form and board order for items over $100. In the case of personal property lost which meets all of the conditions stated above, proof of loss must also be submitted. The burden of proof of loss shall rest with the employee. All claims approved by the committee shall be forwarded to the County Administrator for payment; claims in excess of $100 shall be presented by the County Administrator to the Board of Supervisors for approval. Reference : Board Order dated December 19, 1978 j County Administra r ATTACHMENT 1 -1- PERSONAL PROPERTY REDMURSEMENT`CLAIM TO BE COMPLETED BY CLAD NT Claimant:. -Date: Address: Department: Employee No: Describe the manner in which the loss or damage occurred: Amount of Loss Claim $ Amount of repair damaged property (attache invoice and actual repair) $ Original Purchase price of article(s) (attach sales slip on same) $ 'Where purchased: Date: Do you carry private insurance coverage for property loss or damage to your personal property? ties do If yes, have you contacted your insurance agent for reimbursement? Yes No If yes- haw much did your insurance reimburse you for the claim? If no, why did the company reject your claim? Employee's Signature Date TO BE COMPLETED BY WITNESS Confirming statement by witness to incident: Signature of Witness Witness's !dame (Print) Form AK-130 (89) ATTACH- ENT 1 TO BE COMPLETED BY IMMEDIATE SUPERVISOR Confirming statement by immediate supervisor: Supervisor of Immediate Supervisor Supervisor's Name (Print) TO BE COMPLETED BY DEPARTMENT HEAD OR DESIGNATED REPRESENTATIVE I recommend approval of this claim because said claim meets the criteria for reimbursement provided by Administrative Bulletin X1313.2, as follows: (Please refer to items A-D under Administrative Bulletin #313.2. ) I recommend rejection of this claim because said claim does not meet the criteria for reimbursement provided by Administrative Bulletin 1#313.2, as follows: (Please refer to items A-D under Administrative Bulletin #313.2. ) Signature of Department Head or Designated Representative HAVE YOU CHECKED TO BE SURE 1. Damaged property is attached to this claim. If not, please explain. 2. This form has been completely answered. 3. County demand form and Board Order, if needed, are attached. _ Nurn ber 314.1 OFFICE OF THE COUNTY ADMINISTRATOR Seuor Personnel a is5u.>d 9/17/71 ADMINISTRATIVE BULLETIN - _ D - _ 01 -_ _ Reoiaces 314 I ] SUBJECT: Attendance at Meetings on County Time Ordinance Number 70-71, the County Employer-Employee Relations Ordinance, prescribes the circumstances under which employees may attend meetings held by county agencies_ during regular working hours on county time. These are as follows : 1. If their attendance is required at a specific meeting. The county agency calling the meeting is responsible for determining that the attendance of particular employees is required. 2. If their attendance is sought by the Hearing Officer for presentation of testimony or other information. 3. For meetings required for settlement of grievances filed pursuant to the county grievance policy. 4. If they are designated as a union shop steward or member representative, in which case they may utilize reasonable time at each level of the proceedings to assist an employee in processing a grievance. 5. If they are designated as spokesmen or representatives of a recognized organization, in which case they may make representation or presentations at meetings or hearings on wages, salaries, and working conditions. 6. If they are serving as official representa- tives of a recognized employee organization and formally meeting and conferring in good faith or consulting with the Employee Relations Officer or other Management 2. Representative(s) on matters within the scope of representation. The number of such representatives shall not exceed two (2) without prior approval of the Employee Relations Officer. Excepting situations where attendance is legally required,, provision of county time is contingent upon advance arrangements having been made with the department head for time away from the employee 's work staff or assignment. Reference: Ordinance 70-71 Resolution No. 67/962 dated December 19,- 1967 as amended July 23, 1968. ounty dministrator Nu315. 2 mber U�` Section Personnel OFFICE OF THE COUNTY ADMINISTRATORIssued 1-18-74 ADMINISTRA " iYE BULLETIN 315. = Replaces SUBJECT: Employee Relations In 1968 the California State Legislature adopted the Meyers- Milias-Brown Act, Government Code Sections 3500-3511, pertaining to employer-employee relations . The law has been amended several times since then and is cited herewith in its entirety for the information of all concerned. PUBLIC EMPLOYEE ORGANIZATIONS (Government Code) (Meyers-Milias-Brown Act as amended to January 1, 1974) 3500 Purpose and Intent. It is the purpose of this chapter to promote full communica- tion between public employers and their employees by providing a reasonable method of resolving disputes regarding wages, hours, and other terms and conditions of employment between public employers and public employee organizations. It is also the purpose of this chapter to promote the improvement of personnel management and employer-employee relations within the various public agencies in the State of California by providing a uniform basis for recognizing the right of public employees to join organizations of their own choice and be represented by such organizations in their employment relationships with public agencies. Nothing contained herein shall be deemed to supersede the provisions of existing state law and the charters, ordinances, and rules of local public agencies which establish and regulate a merit or civil service system or which provide for other methods of administering employer-employee relations nor is it intended that this chapter be binding uVon those public agencies which provide procedures for the administration of employer-employee relations in accordance with' the provisions of this chapter. This chapter is intended, instead, to strengthen merit, civil service and other methods of administering employer-employee relations through the establishment of uniform and orderly methods of communication between employees and the public agencies by which they are employed. (Amended 1972. ) a� 2• ( • 3501 Def irditions. As. used in this chapter: (a) "Employee organization" means any organization which includes employees of a public agency and which has as one of its primary purposes representing such employees in their relations with that public agency. (b) "Recognized employee organization" means an employee prganization which has been formally acknowledged by the public agency as an employee organization that represents employees of the public agency. (c) Except as otherwise provided in this subdivision, "public agency ` means every governmental subdivision, every district, every public and quasi-public corporation, every public agency and public service corporation and every town, city, county, city and county and municipal corporation, whether incor- porated or not and whether chartered or not. As used in this chapter, "public agency" does not mean a school district or a county board of education or a county superintendent of schools • or a personnel commission in a school district having a merit system as provided in Chapter 3 (commencing with Section 13580) of Division 10 of the Education Code or the State of California. (d) "Public employee" means any person employed by any public agency, including employees of the fire departments and fire services of counties, cities, cities and counties, districts, and other political subdivisions of the state, excepting those persons elected by popular vote or appointed to office by the Governor of this state. (e) "Mediation" means effort by an impartial third party assist in reconciling a dispute regarding wages, hours and othE- terms and conditions of employment between representatives of the public agency and the recognized employee organization or recognized employee organizations through interpretation, suggestion and advice. (Amended 1971. ) 3502 Right to join .or abstain; individual representation. Except as otherwise provided by the Legislature, public employees shall have the right to form, join, and participate in the activities of employee organizations of their own choosing for the purpose of representation on all matters of employer- employee relations. Public employees also shall have the right • . r \ 3. to refuse to join or participate in the activities of employee -or anizations and shall have the.' right to represent: themselves individually in their employment relations with the public agency. 3503 Representation of members; membership admission and dismissal regu a ions; right—of—persona—r appearance. Recognized employee organizations shall have the right to represent their members in their employment relations with public agencies. Employee organizations may establish reasonable restrictions regarding who may join and may make reasonable provisions for the dismissal of individuals from membership. Nothing in this section shall prohibit any employee from appear- ing in his own behalf in his employment relations with the public agency. 3504 Scope of representation. The scope of representation shall include all matters relating to employment conditions and employer-employee relations, including, but not limited to, wages, hours, and other terms and conditions of employment, except, however, that the scope of representation shall not include consideration of the merits, necessity, or organization of any service or activity provided by law or executive order. 3504.5 Notice of proposed act relating to matters within scope of representation; meeting; emergencies. Except in cases of emergency as provided in this section, the the governing body of a public agency, and boards and commissions designated by law or by such governing body, shall give reasonable written notice to each recognized employee organization affected of any ordinance, rule, resolution, or. regulation 6irectly relat- ing to matters within the scope of representation_ proposed to be adopted by the governing body or such boards and commissions and shall give such recognized employee organization the opportunity. to meet with the governing body or such boards and commissions. In cases of emergency when the governing body or such boards and commissions determine that an ordinance, rule, resolution or regulation must be adopted immediately without prior notice or meeting with a recognized employee organization, the governing body or such boards and commissions shall provide such notice and opportunity to meet at the earliest practicable time following the adoption of such ordinance, rule, resolution, cr regulation. 4 i, 4. E 3505 Conferences; "meet and confer in good faith" defined. The governing body of a public agency, or such boards, commissions, administrative officers, or other representatives as may be properly designated by law or by such governing body, shall meet and confer in good faith regarding wages, hours, and other terms and conditions of employment with representatives of such recognized employee organizations, as defined in subdivision (b) of Section 3501, and shall consider fully such presentations as are made by the employee organization on behalf of its members prior to arriving at a determination of policy or course of action. "Meet and confer in good faith" means that a public agency, or such representatives as it may designate, and representatives of recognized employee organizations, shall have the mutual obligation personally to meet and confer promptly upon request by either party and continue for a reasonable period of time in order to exchange freely information, opinions, and proposals, and to endeavor to reach agreement on matters within the scope of representation prior to the adoption by the public agency of its final budget for the ensuing year. The process should include i adequate time for the resolution of impasses where specific procedures for such resolution are contained in local rule, r"egulation or ordinance, or when such procedures are utilized by mutual consent. (Amended 1971. ) 3505. 1 Memorandum of agreement. If agreement is reached by the representatives of the public agency and a recognized employee organization or recognized employee organizations, they shall jointly- prepare a written memorandum of such understanding, which shall not be binding, and present it to the governing body or its statutory representative for determination. 3505. 2 Mediation; appointment of mediator; costs. If after a reasonable period of time, representatives of the public agency and the recognized employee organization fail to reach agreement, the public agency and the recognized employee organization or recognized employee organizations together may agree upon the appointment of a mediator mutually agreeable to the parties . Costs of mediation shall be divided one-half to the public agency and one-half to the recognized employee organization or recognized employee organizations. i 5. 3505.3 Time off allowances to employee representatives . Public agencies shall allow a reasonable number of public agency employee representatives of recognized employee organiza- tions reasonable time off without loss of compensation or other benefits when formally meeting and conferring with representatives of the public agency on matters within the scope of representation. 3506 Discrimination prohibited. Public agencies and employee organizations shall not inter- fere with, intimidate, restrain, coerce or discriminate against public employees because of their exercise of their rights under Section 3502. 3507 Rules and regulations. A public agency may adopt reasonable rules and regulations after consultation in good faith with representatives of an employee organization or organizations for the administration of employer-employee relations under this chapter (commencing with Section 3500) . Such rules and regulations may include provisions for (a) verifying that an organization does in fact represent employees of the public agency (b) verifying the official status of employee organization officers and representatives (c) recognition of employee organizations (d) exclusive recognition of employee organizations formally recognized pursuant to a vote of the employees of the agency or an appropriate unit thereof, subject to the right of an employee to represent himself as provided in Section 3502 (e) additional procedures for the resolution of disputes involving wages, hours and other terms and conditions of employment (f) access of employee organization officers and representatives to work locations (g) use of official bulletin boards and other means of communication by employee organizations (h) furnishing nonconfidential informationertaining to employ ment relations to employee organizations (i) such other matters as are necessary to carry out the purposes of this chapter. Exclusive recognition of employee organizations formally recognized as majority representatives pursuant to a vote of the' employees may be revoked by a majority vote of the employees only after a period of not less than 12 months following the date of such recognition. No public agency shall unreasonabl withhold recognition of • employee organizations. (Amended 1971. i f 4 6. r 3507 . 1 Mediation of disputes;_recommendations for resolving disputes. In the absence of local procedures for resolving disputes on the appropriateness of a unit of representation, upon the request of any of the parties, the dispute shall be submitted to the Division of Conciliation of the Department of Industrial Relations for mediation or for recommendation for resolving the dispute. (Amended 1973. ) 3507.3 Professional employees; re resentation; submission of c7ispute to division ot conciiation. Professional employees shall not be denied the right to be represented separately from nonprofessional employees by a professional employee organization consisting of such professional employees. In the event of a dispute" on the appropriateness of a unit of representation for professional employees, upon request of any of the parties, the dispute shall be submitted to the Division of Conciliation of the Department of Industrial Relations for mediation or for recommendation for resolving the dispute. "Professional employees," for the purposes of this section, means employees engaged in work requiring specialized knowledge and skills attained through completion of a recognized course of instruction, including, but not limited to, attorneys, physicians, registered nurses, engineers, architects, teachers, and the various types of physical, chemical, and biological scientists . (Amended 1972.) 3501 .5 Desi ation of management and confidential employees of pu i.c agency. In addition to those rules and regulations a public agency may adopt pursuant to and in the same manner as in Section 3507, any such agency may adopt reasonable rules and regulations provid- ing for designation of the management and confidential employees of the public agency and restricting such employees from represent- ing epresenting any employee organization, which represents other employees of the public agency, on matters within the scope of representation. Except as specifically provided otherwise in this chapter, this section does not otherwise limit the right of employees to be members of and to hold office in an employee organization. 7 . • 3508 Law enforcement positions; exclusion from employee organizations; public interest The governing body of a public agency may, in accordance with reasonable standards, designate positions or classes of positions which have duties consisting primarily of the enforce- ment of state laws or local ordinances, and may by :_esolution or ordinance adopted after a public hearing, limit or prohibit the right of employees in such positions or classes of positions to form, join or participate in employee organizations where it is in the public interest to do so; however, the governing body may not prohibit the right of its employees who are full-time "peace officers" as that term is defined in Chapter 4.5 (commencing with Section 830) of Title 3 of Part 2 of the Penal Code;, to join or participate in emVloyee organizations which are composed solely of such peace officers, which concern themselves solely and exclusively with the wages, hours, working conditions, welfare programs, and advancement of the academic and vocational training in furtherance of the police profession, and which are not subordinate to any other organization. The right of employees to form, join and participate in the activities of employee organizations shall not be restricted by a public agency on any grounds other than those set forth in this section. kAmended 1971. ) 3509 Construction. The enactment of this chapter shall not be construed as making the provisions of Section 923 of the Labor Code applicable to public employees. 3510 Citation. This chapter shall be known and may be cited as the "Meyers- Milias-Brown Act." (Formerly Section 3511. Renumbered Section 3510 and amended 1971. ) unty Administrator i l I I INum.oer 316 5-22-69 Personnel OFFICE OF THE COUNTY ADMINISTRATOR Sec_ c� �+ Issued ADMINISTRATIVE BULLETIN Replaces C _ _ _ - 3 C C _ _ I SUBJECT: Project Positions County Ordinance Code Section 2413(q) amends civil service provisions by the exemption of project positions. This section reads as follows: "(q) Project pos-itions. Employees in positions (project positions) which are funded by grants from federal, state or private appropriations for a specific limited period as part of an approved project. The County Administrator and Director of Personnel shall develop procedures for approval of the Board of Supervisors for designating these positions and employing persons to fill them." The following procedures and policies apply to project positions: 1. Project positions shall be designated by the County Administrator upon request of the department head when such positions are created to implement a specific project of limited duration financed in whole or in part by grants from federal, state, or private agencies. 2. Project positions shall be created and allocated to class titles by resolution of the Board of Supervisors as recommended by the County Administrator. 3. Terms and conditions of county employment specified in Ordinance Code Sections 2435-2467 shall apply except that where the designation Civil Service Commission is utilized there is substituted therefor the designation County Administrator. 4. Employment of persons in Civil Service positions from Project Positions during or after completion of a project shall be in accordance with Ordinance Code Sections 2414-2417. _s Departments should confer with the Office of the County Administrator on matters pertaining to project positions although, in general, the same personnel processes should be followed as for regular positions, The Civil Service Commission will not be • involved in project position matters, Reference: Ordinance Number 69-27 Resolution Number 69/219 dated April 1, 1969 County Administrator Administrative Bulletin Contra Rember 316 . 1 Replaces 316 Office of the County Administrator Costa Date 5-6-82 County Section Personnel SUBJECT: Project Positions County Ordinance Code No. 33-5. 323 exempts project positions from the merit system. This section reads as follows: "Project positions. Employees in positions (project positions) which are funded by grants from federal,. state- or-private appropriations for a specific limited period as part of an approved project. The County Administrator and Director of Personnel shall develop procedures, for approval by the Board, for designating these positions and employing persons to fill them.. " The following procedures and policies shall apply ._o project positions: 1. Project positions shall be designated by the County Administrator upon request of the department head when such positions are created to implement a specific project of limited duration financed in whole or in part by grants from federal, state, or private agencies. 2 . Project positions shall be created and allocated to class titles by resolution of the Board of Supervisors as recommended by the County Administrator. 3. Terms of employment and compensation expressed in Resolution No. 81/581 shall apply as the general rules of employment. 4 . The Director of Personnel shall maintain a classification plan and administer competitive examinations .and selection processes for employment similar to those for positions in the merit service . The county' s affirmative action commitments shall apply. Z. Departments shall confer with the Office of the County Administrator and the Director of Personnel on all matters pertaining to project positions. Originating Dept. : Personnel County Administrator • Administrative Bulletin Contra Number 317 .5 Costa Replaces 317 .4 Office of the County Administrator Date 12-26-78 County Section Personnel • SUBJECT: Retirement Procedures This bulletin summarizes procedures affecting County employees in the Contra Costa County Employees' Retirement Association. In addition, it answers some of the more frequently asked questions. I. Certifications of New Members A. Eligible for Membership 1. Permanent full-time employees. 2 . Permanent part-time employees work- ing 50 percent or more or full time (20 hours or more a week) . 3. Provisional employees who come directly (within six months) from: a. Another county under the 1937 Retirement Law, or b. An agency under the Public Employees Retirement System, or C. A City which has a recipro- cal agreement with the Public Employees Retirement System and who did not withdraw their retirement contributions. _ (See Paragraph I. D. on Reciprocity. ) B. NOT Eligible for Membership 1. Limited term employees. 2 . Permanent intermittent employees. 3. Permanent part-time employees work- ing less than 50 percent of full time (less than 20 hours a week) . r 1 2 . 4. Provisional employees other than those mentioned above. 5 . WIN-COD program employees. b . CETA program employees hired after June 30, 1977 . C. Member' s Enrollment Affidavit 1. The Member' s Enrollment Affidavit form (AG-2 Rev. 8-71) should be submitted to the Retirement Division of the Office of the County Treasurer-Tax Collector on the first day of a type of employment which makes the employee eligible for retirement membership . 2. The form should be filled out completely except as indicated. It is important that all items on the form be clearly legible . 3. A safety position employee (in the Office of the County Sheriff-Coroner, Office of the District Attorney, Fire Districts, and Municipal Courts only) must also submit a Safety Classifi- cation form with the Member' s Enroll- ment Affidavit. 4. The Member' s Enrollment Affidavit should be submitted when an employee changes from being ineligible for membership to becoming eligible. D. Reciprocity 1. This applies to new employees coming into the Contra Costa County Retirement System from another county under the 1937 County Employees' Retirement Law, from the State of California, an agency under the California Public 4 - • 3.. Employees' Retirement System (formerly the State Employees' Retirement System) or from a city which has a reciprocal agreement with either the Public Employees' Retirement System or the Contra Costa County Retirement System. 2. Employees are eligible for reciprocity if: a. They become a member of the Contra Costa County Retirement System within six months from termina- tion from membership in a reciprocal system as described in paragraph D. 1. above; and • b. They have been granted a deferred retirement from the system they have left. 3. Retirement members who terminate their services from this County and within six months become members in a reciprocal system and who desire reciprocity must file a Deferred Retirement Application within 180 days after leaving County employ- ment. The application must be filed with the Retirement Division of the Office of the County Treasurer-Tax Collector. - II. Member' s Enrollment Affidavit Changes A. A new "Member' s Enrollment Affidavit" mustbe submitted to the Retirement Division w _e_ 1. An employee' s name is changed (list both the former and the new name) . 2 . An employee' s beneficiary is changed. 4. III. Retirement Deductions A. Contributions for Retirement 1. These are fixed percentage of an employee' s base salary and are deter- mined by his or her age (nearest birthday) at the time of entrance into the Retirement System. The retirement contributions -are made on earnable compensation which includes base salary, Management Incentive Pay, Holiday Pay for fire fighter members, and Educational Incentive Pay for law enforcement members. B. Interest 1. Interest on employee contributions is currently computed at six per- cent per annum, credited and compounded semi-annually on contri- butions which have been on deposit six months or longer. Effective July 1, 1979 the interest will be increased to six and one-half per- cent per annum. IV. Estimates A. Requests for estimates of retirement allowances , the cost of purchasing past county or district service and of public service (including military) , redeposits of refunded contribu- tions, and amount of contributions and interest should be submitted in writing to the Retirement Division, giving ull particulars. B. - Because of the detailed work involved and because retirement records are confidential, estimates, amounts of contributions and cost figures cannot be given in response to tele- phone requests . 5 . • V. Name and Address Changes A. Send Employee' s Change of Name and/or Address card to the Retirement Division with current name and address, in full, and include employee number. VI. Leave Without Pay A. Military Leave Without Pay 1. Employees on military leave without pay may, upon returning to active county service, elect to purchase their military leave time by having extra salary deductions made or by , a lump sum payment at any time prior to retirement. If they do not purchase their military leave, they will not receive credit for that • time. 2 . The extra salary deduction is, for each month of leave without pay, the amount the deduction would have been at the employee' s official base rate had he or she remained in active service . B. Other Leave Without Pay 1. All employees on leave without pay (except those on military leave) , upon their return to active county service, will have the choice of whether or not to purchase retire- ment credit for their period of leave without pay. 2 . Employees on leave without pay immediately before service or disability retirement do not have the choice of purchasing the time and will not receive credit for it. • 6 . 3. Employees must be in an active (pay) status and be making retire- ment contributions to be eligible to purchase leave without pay time. 1' 4. Employees who wish to buy their leave without pay should be referred to the Retirement Division, 372-4137 . C. If any employee has any questions on the retirement aspects of leave without pay, he or she should be referred to the Retirement Division for answers. VII. Termination A. A Request for Refund of Contributions or a Request for Deferred Retirement form must be filled out and sent to the Retirement Division when an employee changes from being eligible for membership to being ineligible . B. A Request for Refund of Contributions form must be filled out (top-half only) , and sent to the Retirement Division if an employee terminates or changes to an ineligible status and wishes to withdraw his or her contributions plus earned interest. After all official separation papers are received by the Auditor' s Payroll Division and the final check is issued, it takes about two weeks to process the refund request. C. A Request for Deferred Retirement form must be submitted upon termination or within 180 days after date of termination. (Eligible employees are those having five years of service or going to another agency under reciprocity conditions. ) (See Paragraph I. D. ) D. The employee' s contributed funds DO NOT EARN INTEREST after his or her termination ate, unless the employee is granted a deferred retirement . . 7 VIII. Retirement A. The effective date of an employee' s retire- ment allowance ordinarily is the first day after the last day the employee is on a pay status (working, on vacation, sick or other paid leave) . B. General members must retire the first of the month following tt—Hat in which they reach their 70th birthday. (For safety members, it is their 60th birthday) . IX. Employment of Retirees A. It is not the general policy of the County to employ retirees. However, -pursuant to Section 31680. 2 of the Government Code, a retired County employee may be temporarily employed under the following conditions: 1. The retiree has not attained the age of compulsory retirement for the position from which he or she retired. 2 . The retiree has special skills or knowledge required to perform the temporary work. 3. The period of temporary employment may not exceed 90 working days in any one fiscal year. 4. The temporary employment shall not cause to reinstate the retiree as a member of the retirement system or to terminate or suspend his or her retirement allowance and no deductions shall be made from the retiree' s salary as contributions to the retirement system. 8 B. Requests for the temporary employment of retired employees are to be submitted in writing to the Office of the County Adminis- trator for review and determination in conjunction with the Civil Service Office . Questions on this bulletin, or on retirement matters not covered by it, should be directed to the Retirement Division, Office of the Treasurer-Tax Collector, 372-4137 . Originating Office: Office of the Treasurer-Tax Collector Retirement Division Acting County Administrator Nu:^ber 318 OFFICE OF THE COUNTY ADMINISTRATOR Section Personnel Issued 2-25-72 ADMINISTRATIVE BULLETIN Replaces _ _ _ z _ ❑ ❑ ❑ C ❑ ❑ = ❑ ❑ 7 ❑ ❑ ❑ = 7 - SUBJECT: Health Examinations This bulletin sets forth county policy on health examinations. Health examinations are given by the Health Department to ensure that prospective appointees are placed in jobs with duties which are within their capabilities. Subsequent to the initial health examination, yearly e=xami- nations for hospital personnel to meet the requirements of the Hospital Licensing Act are administered by the Medical Services Division of the Social Service Department. I. General Information Permanent Appointees. All new permanent appointees must qualify on a county pre-employment health examination prior to reporting to work. Current employees changing to a job with duties which require substantially different physical demands (and environmental conditions) from the job previously held also must qualify on a health examination. Limited Term AP20intees. Departments should refer pro- spective limited term (temporary) employees who have a history of physical disabilities, injuries, or chronic illnesses for a health examination prior to appointment. Additionally, prospective temporary employees who appear to be near the maximum allowable weight should be referred for a weight check to determine whether they meet allowable weight and related health standards. Administration. The Civil Service Office administers this program and the Health Department conducts the health examinations and acts as medical consultant. The Civil Service staff consults with operating departments to determine physical demands and environmental conditions of jobs by means of a Physical Factor Checklist for each job classification. This information is used by the Medical Consultant in estab- lishing health standards and evaluating appointees. 2. • Physical Handicaps. The county encourages the employment of persons with physical handicaps or limitations who are otherwise qualified, subject to the recommendations of the Medical Consultant and the consent of the appointing authority. II. Examination Procedure Operating departments are responsible for scheduling examinations through the Civil Service Office. Examinations normally can be scheduled on Monday, Tuesday, Wednesday, or Thursday. In most cases, a preliminary notice of health qualification will be forwarded to the employing department and the appointee shortly after the examination. A final notice of clearance ordinarily will follow the preliminary notice in approximately one week. The appointee may go to work following the preliminary notice of health qualification, but he or the appointing authority may wish to delay this action until receipt of the final notice. Occasionally, it may be necessary to hold preliminary clearance until additional medical information can be obtained. In such a case, the appointee 's reporting date will have to be delayed until health qualification can be determined. Conditional Health Clearances. An appointee may receive a final clearance with conditions placed on his appointment because of some physical condition which limits his abilities. In such. a case, the appointing authority must be willing to accept the conditions placed on the appointment. Tem2orary Health Disqualifications. An appointee may also receive a temporary disqualification from employment because of a physical condition or problem which must be corrected prior to appointment. In such a case, the appointing authority may choose to hold the position for the individual until the problem is corrected or to request his replacement on the certification in order to appoint another eligible to the vacant position. Special Arrangements for Health Examinations. Special arrangements may be made for examining out of area appointees and large groups of simultaneous appointees. A department may request a health examination for a provisional appointee in order to expedite processing of a permanent appointment for such provisional employee in the event lie is subsequently certified from the eligible list. 3. Weight Checks. Weight checks for prospective temporary employees who appear to be over the allowable weight standards will be scheduled by Civil Service for Monday through Thursday at the Health Department. Notice of weight qualification is usually informal (via telephone) . However, when a prospective limited term employee is temporarily disqualified because of weight the individual and the appointing authority will be notified formally by letter that the Civil Service Office will withhold clearance on that individual 's temporary appointment until he reduces to the recommended weight and is cleared by the Health Department. Costs. The costs of health examinations are borne by the appointing authority through an interdepartmental billing arrangement with the Health Department. The current charge is $40 per examination. Weight checks for prospective permanent or temporary employees are provided by the Health Department free of charge. III. Appointing Authority's Responsibilities 1. Obtains health examination appointment from the Civil Service Office . (Employee Services Clerk) , extension 2020, at the time he makes his selection from the top three (3) names certified. 2. Informs the appointee that his employment is subject to qualifying on a county health examination, notifies him of the examination date and time, and tells him to expect medical history forms through the mail in advance of` the examination. 3. Reaches an agreement with the appointee on a tentative reporting date. This day may be as soon as the first working day following the health examination providing the preliminary notice of health qualification is available. The appointee or the department may wish to wait until after receipt of the final notice of health qualification in approximately one week. It should be made clear that the appointee has the option. i 4. 4. Confirms the reporting date with the appointee on receipt of either the preliminary or final notice of health qualification. 5. Arranges weight check appointments through .the Civil Service office (Employee Services Clerk) , extension 20201 for any prospective temporary or permanent employee who appears to be near_ the maximum allowable weight. The department informs the prospective employee that his employment is subject to meeting the weight standards for county employment and notifies him of the weight check date and time. 6. Consults with Civil Service staff when a .permanent employee is apparently unable to satisfactorily perform his duties for medical reasons. A health examination may be scheduled to determine whether the employee is fit for duty. IV. Civil Service Responsibilities 1. Schedules health examinations and/or weight checks upon verbal or written requests from appointing authorities. 2. Confirms health examination appointments in writing, direct to the appointee. 3. Mails the preliminary and. final notice of health qualification to the appointee with a copy to the appointing authority. 4. Notifies the prospective employee and the appointing authority of any conditions placed on the appointment of any temporary or permanent disqualification for medical reasons; coordinates any further actions relating to the final notices. 5. Consults with the appointing authority and the Health Department in regard to placement of candidates with physical limitations or handicaps. • 5. • 6. Consults with the appointing authority and the Health Department and coordinates inter- departmental discussions and actions on personnel health and medical problems. V. Health Department Responsibility 1. Conducts health examinations and weight checks and determines prospective employees physical fitness for employment. 2. Notifies Civil Service of the results of health examinations and weight checks. 3. Consults with Civil Service and the appointing authority with regard to placement of candi- dates with physical limitations or handicaps. 4. Provides consultation and advice to Civil Service and appointing authorities with regard to employees' fitness for duty when there appears to be a medical or health problem causing unsatisfactory performance or nonperformance of duty. Any questions in regard to this bulletin should be directed to the Civil Service Office, extension 2020. Originating Office: Civil Service Attachment: Weight Chart References: Board of Supervisors Resolution No. 2628 Civil Service Commission Rules and Regulations, Article VI Personnel Director's Memos on Pre-employment Weight Standards County Administrator's Memo on Requirements of the Hospital Licensing Act `/'County Administrator WEIGHT CHART ® (Maximum weight is 507o above standard weight) HEIGHT WEIGHT-POUNDS 15-19 Years 20-24 Years 25-29 Years 30 Years and Over Ft. In. Male Female Male Female Male Fema.e Male Female Standard - 104 - 109 - 112 - 115 4 8 Maximum - 156 - 164 - 168 - 173 Standard - 105 - 111 - 114 - 117 4 9 Maximum - 158 - 167 - 171 - 176 Standard - 106 - 113 - 116 - 119 4 10 Maximum - 159 - 170 - 174 - 179 Standard 108108 118 115 123 118 127 1"21 4 11 Maximum 162 162 177 173 185 177 191 182 Standard 110 111 120 118 125 120 129 123 5 0 Maximum 165 167 180 177 188 180 184 185 Standard 113 114 123 121 127 123 131 -126 5 1 Maximum 170 171 185 182 191 185 197 189 Standard 116 117 12 124 130 127 134 129 5 2 Maximum 174 176 189 186 195 191 201 194 Standard 119 120 129 127 134 130 137 133 5 3 Maximum 179 180 194 191 201 195 206 200 Standard 123 124 133 130 138 133 141 136 4 Maximum 185 186 200 195 207 200 212 204 Standard 127 128 137 134 142 137 145 140 5 5 Maximum 191 192 206 201 213 206 218 210 Standard 131 132 -141 138 146 141 149 144 5 6 Maximum 197 198 212 207 219 212 224 216 Standard 135 136 145 142 150 145 153 148 5 7 Maximum 203 204 218 213 225 218 230 222 Standard 139 140 149 145 154 149 157_ 152 5 8 Maximum 209 210 224 218 231 Z24 236 228 Standard 143 144 154 149 158 153 162 155 5 9 Maximum Z15 216 231 2Z4 237 230 243 233 Standard 148 149 157 153 163 156 167 159 5 10 Maximum 222 224 236 230 245 234 251 239 Standard 153 154 16Z 158 168 160 173 163 5 11 Maximum 230 231 243 237 252 240 260 245 Standard 158 - 167 - 174 - 179 - 6 0 Maximum 237 - 251 - 261 - 269 - Standard 163 - 172 - 180 185 - 6 1 Maximum 245 - 258 - 270 - 278 - Standard 168 - 177 - 185 - 191 - 6 2 Maximum 252 - 266 - 278 - 287 - Standard 173 - 182 - 190 - 196 - 6 3 Maximum 260 - 273 - 285 - 294 - Standard 178 = 187 = 195 = 201 - 4 Maximum 267 281 293 ` 302 Administrative Bulletin Contra Number 319.2 Costa Replaces 319. 1 Office of the County Administrator Date 3-14-78 County Section Personnel SUBJEC'-7: Pay for Work in a Higher Classification Ordinance provisions pertaining to higher pay for work in a higher classification are stated in Ordinance Code Section 36-4. 1402 which reads as follows : 36-4. 1402 . Work in Higher Classification - Higher Pay When an employee in a permanent position in the classi- fied service is required to work in a higher paid classification, he shall receive the higher compensa- tion for such work (pursuant to Section 36-4. 802 on salary on promotion) plus any differentials and incentives he would have received in his regular position. . Unless the Board has by resolution other- wise specified, the higher pay shall begin on the _)lst calendar day of the new assignment. The County Administrator shall issue regulations specifying policy and procedures to implement this provision and shall, on request of appointing authorities, make required determinations pursuant to it. The following policies and procedures apply with respect to higher pay for work in a higher classification: 1. Pay for work in a higher classification is a short term remedy in those instances where temporary replacement is required for an incumbent of a position who is not available to perform the duties of the position. It will not be utilized as a substitute for Civil Service procedures which determine the proper classification 'of positions or the filling of vacant positions. 2 . If an absence of an incumbent requires assign- ment of another employee to duties which may qualify for pay for work in a higher classifi-- cation, the department head will decide which employee will be assigned and request authori-- ` nation by submitting Form AK13, Request for Pay for Work in a Higher Classification. 2. - 3. Form AK13 should be completed and forwarded to the Civil Service Office at least 15 days prior to the expiration of the waiting period. 4. Waiting Period. -Except as noted on the attached listing, entitled Appendix A, higher pay begins on the 31st calendar day of the new assignment. 5 . Form AK13 shall be reviewed by the Civil Service Office, taking into account provisions of memoranda of understanding and the follow- ing criteria, and then forwarded with a recommendation to the Office of the County Administrator for final approval or disapproval. a. Assignment of the employee must be in a program, service, or activity established bV the Board of Super- visors the duties of which are presently assigned to the incumbent of a permanent position which has -been classified and assigned- to the Basic Salary Schedule. b. - The nature of the departmental assign- ment must be such that the employee in the lower classification becomes fully responsible for the duties- of the position in the higher classi- fication. C. Employees selected for the assign- ment are expected to meet the minimum quali-fications for the higher classification. Selection of persons not meeting the minimum qualifications may be made only when a person who meets the minimum qualifications is unavailable . Such - selection must be justified in writing. 1 • 3 d. Pay for work in a higher classifi- cation shall not be utilized as a substitute for. regular Civil Service appointment or promotional procedures. When a vacant position is involved, requests for higher pay for work in a higher classification will not be approved. 6 . The rate of pay for the assignment will be determined by the higher classification in which the employee is working and application of the rules of salary on promotion in the County salary ordinance (Ordinance Code Section 36-4. 802) . Any incentives (such as the education incentive) and special differentials (such as the bilingual differential and conservatorship differential and the like) accruing to the employee in his permanent position shall continue at the permanent rate . 7. The employee' s status in his regular classi- fication continues and his anniversary and salary review dates are determined by his regular classification. 8 . If overtime pay, shift differential and/or a work location differential is allowable, pay- ment will be made on .the basis of the rate of pay for the higher classification. 9. Authorization for higher pay assignments shall be for the period specified on Form AK13 but not for more than six months. There may be extensions of such periods upon submission of a new Form AK13. 10. If pay for work in a higher classification is approved and if the assignment is terminated and later reactivated for the same employee within 30 days, no additional waiting period will be required. • - 4. • 11. A Noti-ce of Separation, AK-1.6 , shall immediately be submitted when a higher- pay .assignment is terminated. 12 . Operation Exigencies ,Notwithstanding the -above provisions, an appointing authority may submit .a request for higher pay for an employee(s) when an operation exigency necessitates . Such request must be submitted in writing, citing in detail the nature of the operational -exigency, the consequence of ignoring the exigency, the specific time period needed to resolve the exigency (in no in°stance to -exceed six months) , and include a definitive-nitive -statement as to why the exigency cannot °be handled by the department' s authorized staff. Such .requests are to be submitted along with Form .AK13 to the Civil Service Office. -The Civil Service Office will review such requests and immediately forward .them to the Office of the County Administrator with -a recommendation. The Office of the County Administrator may make direct inquiry to operating departments regarding the nature of . the exigency, the expected remedy and such other matters a-s may bear upon the request. The County Administrator' s decision to approve or- deny the request shall be final. Such requests will -be approved only for the time requested, in no instance to -exceed six months. 13. Instructions pertaining to time reporting can be obtained from the Office of .the County Auditor-Controller. County ministrator APPENDIX A Exceptions to "Waiting Period" as Referenced in Ordinance Code Section 36-4. 1402 . As referenced in Administrative Bulletin No. 319.2 , subparagraph 4, the waiting period for higher pay for work in a higher classification is 30 days, except as noted below: All classifications represented by: Associated County Employees 20 days 7-1-77 California Nurses Association 20 days 7-1-76 Contra Costa County Employees Association 20 days 7-1.-75 Deputy Sheriffs Association 20 days 11-1.-75 Social Service Union, Local 535 20 days 7-1.-76 United Clerical Employees, Local 2700 20 days 7-1.-75 United Professional Fire Fighters , Local 1230 (for assignment as a Fire Captain) - 20 days 7-1-76 Western Council of Engineers 20 days 7-1-77 All management and project classifications related to the above represented classes shall be eligible for compensation following the 20 day waiting period. Administrative Bulletin -Contra - ' N,mber 320 R places Office of the County Administrator Costa Date- County' Section Personnel` SUBJECT: Unemployment Compensation In accordance with Assembly Bill 644, employees of- Contra Costa County and special districts governed by the Board of Super- visors may be eligible for unemployment compensation effective January 1, 1978. The -cost of ,this benefit is borne .by Contra Costa County. Responsibility for claims handling rests with the Civil Service Office, Safety/Benefits Division. The following policies and procedures apply -to employees : Basis of Eligibility To qualify for unemployment compensation, an employee must: 1. Be unemployed and registered with the State Employment Development Department for work. • 2. Have separated for good cause . 3. Have received minimum base-period wages as currently established by State law or regulation. 4. Comply with regulations in regard to filing claims. 5 . Be available to immediately accept suitable - work. 6. Be actively seeking :work. 7 . Be physically able to work. Documentation of All Employee--'Separations for Unemployment Claims Employee Separations 1. On all voluntary resignations, Notice of Voluntary Termination of Employment .(AK-219) . must accompany -the Notice of Separation (AK-16) and immediately forwarded to: Civil Service Office, Records Division. 2 . 2 . On non-voluntary separations (i.e . , construc- tive resignation, lay off) complete details must be attached to the separation notice. Exception: rejection of probation separation. State Unemployment Forms 1. Immediately upon receipt from the State Employ- ment Development Department, Form 1296B, Benefit Audit, must be forwarded to': Civil Service Office Safety/Benefits Division P . 0. Box 791 Martinez, CA 94553 2. All other unemployment forms must be sent DIRECTLY to: (a) Original - Gates, McDonald & Company One Nationwide Plaza P. 0. Box 1944 Columbus, OH 43216 (b) Copies - Civil Service Office Safety/Benefits Division P. 0. Box 791 Martinez, CA 94553 General Information Strict adherence to these procedures is requested, as failure to respond to the State Employment Development Department within regulated time limits may result in higher County costs . Any information pertaining to unemployment compensation claims that is requested by employees of State agencies , verbally or in writing, is to be directed to: Civil Service Office Safety/Benefits Division P. 0. Box 791 Martinez, CA 94553 Originating Department: Civil Service ,r- County A ministrator i i I _ Qb Ilifitipang hpwV T 1,111-F�ffi T r 1-4 Ab C�tIFO�N, I: THE CALIFORNIA UNEMPLOYMENT INSURANCE PROGRAM Our most important job is to help you. The Employment Development Department (EDD) does this by paying unemployment insurance (UI) or disability insurance (DI) benefits and helping people find jobs. Unemployment insurance is just that — insurance-- and it works like any other type of insurance. It is not charity or wel- fare. California employers pay the costs of unemployment insur- ance to provide you a weekly income to buv necessities when you are out of work through no fault of your own. Unemployment could hit any of us at any time. To protect your interest and receive`benefits to which you are entitled, you should know in advance the basic legal requirements in filing UI or DI claims and how your actions can affect those claims. If you do not understand questions or forms when you file a claim, ask the interviewer. EDD interviewers want to help _you protect your rights. However. it is up to you to know your rights and also your responsibilities when you claim unemployment insurance benefits. The primary purpose of this pamphlet is to tell you about unem- ployment insurance and job placement programs before you need the information. PLEASE READ IT CAREFULLY 2 TYPES OF CLAIMS -Several types of claims provide unemployment insurance for dif- ferent worker classifications: • File a regular unemployment (til) claim if most of your work was in California and your employer paid CI taxes. • File a federal.service or military claim if your primary employment was in civilian work for the federal government or as a member of the armed forces. - Benefits are paid from federal funds. • File an interstate claim if earnings were in another state. California acts as your agent in claiming benefits from the other state. Califor- nia workers living in other states.claim benefits from California at employment security offices in other states. • File a combined wage claim if you have earnings in two or more states, This type of claim could increase sour CI benefits. • File a claim if you woi(ked as a California State civil service em- ployee or as an employee of=the California State Legislature. OTHER CLASSIFICATIONS If you were a railroad worker, you claim benefits under the Rail- road Retirement Act. Go to the nearest office of any railroad, regardless of which one employed you, and ask for the Unemploy- ment Claims Agent. If you worked for an institution of higher education or were a classified school employee, you are covered under special pro- visions listed on page 13.- 3 ELECTIVE COVERAGE Some nonprofit organizations choose to -participate in the UI program on a reimbursable basis not contributing to the fund like most employers, but reimbursing the fund for benefits paid to workers. Ask your employer or EDD interviewer if you think you are eligible for these benefits. WORKERS NOT COVERED The following groups of workers are not normally covered by unemployment insurance: • Minor children employed by their parents " • Parents employed by their children • Husbands and wives employed by each other • Certain State-licensed salesmen paid only commissions • Caddies and jockeys But; in times of high unemployment. most workers not normally covered or who are not eligible for any unemployment benefits under any regular State or federal program, may be eligible for special unemployment assistance. If you don't know whether you are covered, do not waive your rights. Ask at the nearest EDD field office. 4 FILING YOUR CLAIM All you need to file a claim is: . To be totally or partially unemployed or out of work for any reason . To know your correct social security number . To know the-name and address of your last employer Your last employer's name is very important, regardless of how long you worked for him or whether this last job was in your usual line of work. It would be helpful if you bring also: o Past work records and dates worked . Names and addresses of all employers for the last 19 months, including employers in other states. As soon as you become unemployed, go to the nearest Employment Development Department field office. However, you should know that an early filing could result in a reduced award due to base period changes and a delayed filing could cause a loss of wage credits. WHAT DOES THIS MEAN? A base period is 12 months long; it has four quarters of -three months each. The quarter in which you were paid the highest wages determines the weekly benefit amount you will receive. rFE�apu&Dv 0E<EM6E. hO EMBER BE In this case. your weekly TO__rT benefit amount would be 3,__ determined by the October, ` I S_PTE-QEF. November, December quarter AJGLST „JNE I :LL - . 5 WHEN AND HOW CONSULT THE CHART-BELOW. Choose the quarter in which you know you earned the most. Then look at the beginning dates of claims. Be sure that your highest quarter is included. BASE PERIOD The base period of a claim is a 12-month period determined by the beginning date of your claim. Base Period Is For Claims 12 Months Ending Beginning In: The Previous:. February March September 30 Apri May June December 31 July - August September March 31 October November December June 30 January BEGINNING DATE OF CLAIM All claims have Sunday beginning dates. The beginning date of claims filed on Monday; Tuesday. or Wednesday is the prev-ious Sunday. For claims filed on Thursday or Friday, it is the follow- ing Sunday. 6 AWARDS - To a claim paying To review earnings; to the most benefits know period of highest to which you are _ wages and decide best legally entitled. f , .1 `�- time to file your claim. The table following will help you figure your award. Remember, you must have earned at least S750 in your base period to receive any award at all. AWARD TABLE Amount of Weekly Amount of Weekly Wages in Benefit Wages in Benefit Highest Quarter Amount ' Highest Quarter Amount $187.50- 5737.99.._330 1,868 -1,907.99---. 68 738 - 765.99.... 31 T,908 -1,94-7.99---- 69 766 - 793.99.... 32 1,948 -1,987.99---- 70 794 - 821.99.... 33 1,988 -2,027.99--.- 71 822 - 849.99---- 34 2,028 -2,067.99---- 72 850 - 877.99---- 35 2,068 -2,107.99... 73 878 - 905.99.... 36 2, 108 -2,147.99--.. 74 906 -- 933.99.... 37 2, 148 -2,187.99---- 75 934 - 961.99.... 38 2, 188 -2;227.99---- 76 962 - 989.99.... 39 2,228 -2,267.99---- 77 990 -1,017.99---- 40 2,268 -2,307.99--.. 78 1,018 -1,045.99.... 41 2,308 -2,34-7.99---- 79 1,046 -1,073.99...: 42 2,348 -2,387.99.-.- 80 1,074 -1, 101.99-... 43 21388 -2,427.99-.-- 81 1,102 -1, 129.99...._44 2,428 -2,467.99...- 82 1, 130 -1,157.99.... 45 2,468 -2,507.99.--- 83 1,158 -1, 185.99.... 46 2,508 -2,547.99.._. 84 1,186 -1,213.99...- 47 2,548 -2,587.99.... 85 1,214 -1,241.99.... 48 2,588 -2,627.99..._ 86 1,242 -1,269.99---- 49 2,628 -2,667.99.... 87 1,270 -1,297.99---- 50 2,668 -2,707.99--.. 88 1,298 -1,325.99---- 51 2,708 -2,747..99.... 89 1,326 -1,353.99--.. 52 2,748 -2,787.99.... 90 1,354 -1,381.99--.- 53 2,788 -2,827.99--.- 91 1,382 -1,409.99---- 54 2,828 -2,867.99.... 92 1,410 -1,437.99---- 55 2,868 -2,907.99--.. 93 1,438 -1,467.99.-._ 56 2,908 -2,947.99.... 94 1,468 -1,497.99---- 57 2,948 -2,987.99.... 95 1,498 -1,52799--.. 58 2,988 -3,027.99.._- 96 1,528 -1,557.99---- 59 3,028 -3,067.99--.. 97 1,558 -1,587.99-... 60 3,068 -3,107.99.... 98 1,588 -1,627.99.--- 61 3,108 -3,147.99.- 99 1;628 -1,667.99_... 62 3, 148 -3,187.99....100 1,668 -1,707.99.... 63 3,188 -3,227.99....101 1,708 -1,747.99.... 64 3,228 -3,267.E>9....102 1,748 -1,787.99.--.- 65 3,268 -3,307.99----103 1,788 -1,827.99.... 66 3,308 and Over ...304 1,828 -1,867.99..-- 67 7 BENEFIT YEAR Your claim has a benefit-year, the 52-week period beginning the day your claim is effective. In this year. weekly benefits may be paid for 26 weeks or until you have received half of your base period wages, whichever is less. Normally you cannot file another claim until this claim's benefit year ends, even though you have received all your benefits. are still unemployed and the 52-week period has not ended. There is an exception to this general rule if California is granting extended benefits at the time. Be sure to ask about extended benefits. PART-TIME WORKERS If you find part-time work while drawing benefits, you may still claim partial benefits if your earnings before deductions are less than your weekly benefit amount. The first S18 of part-time earn- ings does not count: everything oder S18 will be deducted. For example: . Your weekly benefit amount is $50. You earn 530. The first $18 is not counted, leaving S12 to deduct. You receive S38 -- S50 minus S12. REPORTING EARNINGS Report these earnings when claiming benefits: . Military active reserve or National Guard pay . Job wages • Vacation pay . . .idle time pay . In-lieu-of-notice pay . Jury fees . . bonuses . .-commissions . . tips Witness fees Self-employment income . Reuse pay . Strike benefits . Holiday pay Board, lodging and any other payments instead of money are con- sidered earnings, too. Report all you earn, whether or not you have been paid. 8 PAYMENTS . When you meet weekly eligibility requirements, benefits will be paid.on a calendar week basis. . Each benefit week begins at 12:01 a.m. Sunday and ends at mid- night the following Saturday. • Payment is not made for any week until after the week ends and no payments are made in advance. I . You will normally be paid every two weeks. WAITING PERIOD The first week oflyour claim is normally the waiting period and no benefits can be paid for that week. There is only one waiting period in each benefit year. . First payment on a new claim will usually be in about two and a half to three weeks after filing. .-For interstate claims, first payment will be about four weeks after receipt of the claim. f - . You will be paid regularly so long as you stay eligible. Do not wait to filebecause of the waiting period. The waiting . gP g period cannot begin until the claim is filed. i - ELIGIBILITY l - It is important for you to understand the'difference betxx.een laid off and discharged: Laid off usually means lack of work and is generally not your fault. Discharged means losing the job through some act of your own and benefits may be denied. However, proof of this res-,-.s with your employer. If you quit your last job, you must shote compelling reasons or you cannot draw benefits. The proof rests with you. Your best course is jo keep your job as long as possible. I 9 WORKERS WHO MAY CLAIM BENEFITS In order-to receive benefits you must be: . Phy sically ABLE to work . AVAILABLE to accept work . ACTIVELY SEEKING «*ork Make all reasonable effort to find work or you cannot be paid benefits. List on the continued claim form all employers con- tacted during the week for which you claim benefits. If your usual work is normally found through a union, register with the union and report as required. If you are temporarily laid off, look for temporary work until called back. If you are a seasonal worker out of work in the off season, look for other work you are reasonably suited to do. CONDITIONS AFFECTING ELIGIBILITY You could be ineligible for benefits if you: . Voluntarily quit your last job . Voluntarily retired from your last job . Were discharged from your last job for misconduct . Left work because of a trade dispute . Refused to take suitable work . Failed to apply for a job when referred by a public employment office . Failed to -make reasonable effort to get work . Made false statements or withheld information . Failed to report on your regular report day However, benefits are not automatically refused under any of the above circumstances. Explain fully the details of your own par- ticular case. Your former employer will be notified and is required by law to furnish any information affecting your right to receive benefits. Each case is decided on its own merits according to law. 10 . f I j FACT FINDING EDD interviewers must obtain all facts from any source to deter- mine your eligibility. The Department must consider law, rights of employers and your rights when paying benefits. EDD is strictly impartial in eligibility decisions. If interviewers ask questions that seem personal, they are simply- following the law. You will be paid promptly, if eligible. If your eligibility is questioned, you will be given a desk inter- view. If eligible, you will be paid. If you cannot be paid, the reasons will be explained and you will get a written notice of explanation. If you do not understand why benefits were denied, ask. If you don't agree. you may appeal to a separate independent unemploy- ment insurance administrative law judge. Employers have equal right of appeal. APPEALS You or the employer have 20 days to appeal after written notice is given. When filing an appeal, reasons are required. A simple reason could be: "I don't agree with this decision foi legal (or other) reasons and, therefore, I appeal.'' - If you miss the 20-day deadline. you may still appeal but good cause must be shown. You have -the right to review all records affecting the appeal before the hearing. You may be represented by a union official, an attorney or yourself. It you have an attorney, you pay the fee. Hearings are informal, usually in the office where your claim is on file. Should the decision be against you, your rights to further appeal will be explained with the written decision Trailed or given you. 11 - THE CALIFORNIA DISABILITY INSURANCE PROGRAM Disability insurance (DI) is payable when you cannot work be- cause of sickness or injury (including pregnancy under certain conditions) not caused by your job or when you are entitled to temporary- workers' compensation at a rate less than your daily benefit amount for disabilitv insurance.- Hospital benefits are also paid for nonoccupational illness or injury. You cannot be paid unemployment insurance and disabil- ity insurance benefits for the same period. ARE YOU COVERED BY DISABILITY INSURANCE? Most workers covered by California unemployment insurance are covered by disability insurance. Workers in district hospitals are covered for DI but not for UI. Classified School Employees and employees of state-funded insti- tutions of higher education are not covered for disability insurance. Your cost is one percent of the first 59,000 in wages paid you in 1974 and in years thereafter. If you wish to file a claim for disability and hospital benefits: . Get a claim form from the EDD office nearest your home. This can be done by telephone or letter. Or you may get a form from your doctor or hospital. Fill out the form and give it to your doctor to complete. Be sure your social security number is correct. Write or print clearly. J . Your claim must be filed not later than the 20th day after the first day= for which benefits are payable. Late filing results in loss of payment for the number of days the claim is late. unless "good cause" for delay is shown.- EARLY hown.-EARLY FILING WILL SPEED YOUR PAYMENT 12 I - INSTITUTION OF HIGHER EDUCATION EMPLOYEES This information applies only to claims filed by employees of institutions of higher education. WHO IS COVERED FOR UNEMPLOYMENT INSURANCE? Regular employees of institutions of higher education. private nonprofit institutions. University of California and tt-e State University.'State College- system. WHO IS NOT COVERED? An enrolled student, regularly attending classes at the 'institution. .. The student's spouse, when employed in a program giving . financial aid to the student by the institution. RESTRICTIONS ON PAYMENT OF BENEFITS Employees on annual contract to give instructional, research or principal administrative services. may not be paid benefits for any week between two successive academic years, t«o regular terms, or during a period of paid sabbatical leave. CLASSIFIED SCHOOL EMPLOYEES This information applies only to claims-filed by Classified School Employees. WHO IS COVERED FOR UNEMPLOYMENT INSURANCE? . Those persons regularly employed in "Classified SE-rvice" as defined in the California Education Code. RESTRICTIONS ON PAYMENT OF BENEFITS. . Benefits are riot payable for any week of unemployment during a recess period if the employee is to return to work at the end of the recess. . Determinations may be reconsidered if the employee has not returned to work following recess or is laid off within 30 days after the recess ends. BENEFITS BASED ON OTHER COVERED EMPLOYMENT . May be payable during recess period if the claimant s other- wise eligible. . If, after exclusion of "classified" wages, the claimant earned enough wages in other covered employment to establish a claim. 13 EMPLOYMENT SERVICES EDD OFFICES . serve all communities in California • provide service without fee . inform you about job opportunities . help you with job choices and special job problems IF YOU ARE A VETERAN You can get special job-finding help from a Veterans Employment Representative and be put in contact with other agencies which can help, too. IF YOU ARE HANDICAPPED There is special help for you . . . and we will work with Department of Rehabilitation and other agencies to help you get job training, if needed. IF YOU ARE A YOUNGER APPLICANT We can give you trade or career guidance . . . tests to measure abilities . . . help in making a suitable job choice. IF YOU ARE AN OLDER WORKER Trained interviewers will advise you on job opportunities, counsel you on job-search methods and refer you to job openings. IF YOU ARE A MEMBER OF A MINORITY GROUP The Department maintains a policy of equal opportunity. All re- ferrals are based solely on the applicant's qualifications for the job offered. IF YOU ARE A FARM WORKER You are entitled to the entire range of EDD's employment ser- vices, just like any other applicant. Should you wish to change your occupation, job counseling and aptitude testing are available to you. 14 YOUR WORK APPLICATION Your work application will help our interviewers place you in the best job possible. Fill it out carefully. If there is a job for which you are qualified, the interviewer will refer you to the employer. r i REFERRAL TO A JOB When selected for 'job referral, you will be sent to art interview with the employer. As we may contact you by telepf.one or mail, it is important we have your correct telephone number and address. After referral, we follow up to find out whether you were hired. Most employment service field offices have job information cen- ters or notice-boards where job openings are posted and where you may find a job for which you are qualified and to which you would like referral. State and Federal civil service opportunities and other information to help you find work are also listed here. CHOICE OF JOBS AND CAREERS Employment counselors can gime you information and guidance in choosing a suitable occupation. They are familiar with present job opportunities and the job outlook in the future. JOBS OUTSIDE YOUR COMMUNITY EDD offices exchange information on -job openings throughout the State and with Public Employment Services nationwide. If you are willing to more, the field office may be able to help you find a job elsewhere. IF YOU'RE LOOKING FOR A JOB Apply at the nearest office of the EMPLOYMENT DEVELOPMENT DEPARTMENT 15 IV'hile interviewers have many claimants to serve and cannot dis- cuss personal problems, you will be given all the time necessary to solve your unemployment insurance problems. And the first step in solving unemployment problems is . When unemployed, contact your nearest Employment Develop- ment Department office. • To find the EDD office nearest you, look in your local telephone book under CALIFORNIA, STATE OF EMPLOYMENT DEVELOPMENT DEPARTMENT All of the employees of Employment Development Department are here to help _ YOU Th-is pamphlet is for general information only and does not have the force and effect of law, rule or regulation. State of California- = i Health and Welfare Agency Employment Development Department DE 2320 Rev. 33 (5-77) I.JIJV IML-V-T-nVVVV,Y, N.- G.-N, rvun renal NMMG INI I IAL ---Loral NAME J.TGAM TUUI.. - II W It WERE BORN MALE FEMALE 5.PRINT ADDRESS AT WHICH YOU RECEIVE YOUR MAIL CITY ZIP CODE f.PRINT OTHER NAMES AND SSA 1y rl - W NOS.IF ANY - 7.LAST DATE YOU WORKED S.ENTER A CHECK MARK IN THE APPROPRIATE BLOCK TO INDICATE WHY YOU ARE NO LONGER WORKING ON YOUR LAST JOB AND EXPLAIN IN YOUR OWN IN ANY JOB WORDS THE REASON FOP..LEAVING ❑LAID OFF DUE TO LACE:OF WORK ❑ DISCHARGED(FIRED)[:]VOLUNTARY QUIT❑STRIKE OR LOCKOUT(TRADE DISPUTE)❑OTHER 1:HI$I.V�LU7E5 T.PORAPY LAYCFFj EXPLAIN 9.NAME AND MAILING ADDRESS OF THE VERY LAST EMPLOYER. FOR FO USE FOR DEPARTMENT USE ONLY E.IND.ACT. A.EFFECTIVE DATE OF CLAIM EMPLOYER OR COMPANY F.OCC.CODE B.OFFICE NO. ADDRESS OR BOX NO G. C.NEW A -------------------------------'---------------------------'----------''-___ CLAfS! ALL CLAMCLAIM CITY AND H TRANSITIONAL D.FED EXTENDED CLAIM STATE ' ZIP COLE I. PRIMARY ADD ❑ W.F.PRIOR BY CJ I ❑ ❑ J. UI❑ K UCFE❑�L. UCX'❑ - INTERVIEWER M. CLAIMANT-DO NOT SIGN UNTIL ASKED TO DO SO - - 10. Have you received or do you expect to receive vacation,sick leave or In-lieu-of-notice pay from your last employer? ❑YES ❑ NO 11. Are you physically able and willing to take a full-time Job in your usual occupation? ..................................... ❑YES ❑ NO 12. Do you have a child-care problem or any other reason that would interfere with your accepting full-time work? ..... ..... ❑YES ❑ NO 13. Are you or do you plan to attend school,go Into business for yourself or to farm? ....................................... ❑YES ❑ NO 14. In the past 19 months,did you- -0 Serve In the armed forces?.......... ❑ YES ❑ NO "-0 Work for an agency of a state or Federal government? ......................................................... [:1 YES Y ❑ NO -0 Work for an employer In another state?........................................................................ ❑YES ❑ NO 15. Have you filed a claim or claimed benefits for unemployment insurance against California,another state or the Federal Government in the past 12 months?............................................................................ ❑ YES ❑ NO 16. Are you a U.S.citizen?....................................................................... El YES [:1 NO ......................... 17. Are you a member of a union?(If yes,answer 17A,17B,and 17C below.)................................................ ❑ YES ❑ NO 17A. Name of union 17B. Number of union 17C. Are you registered as out of work with your union? ............................................................... ❑ YES ❑ NO e CLAIMANT'S CERTIFICATION I (FO ISSUE DATE) (INT.) 1 have answered these questions for the purpose of obtaining Unemployment Insurance, knowing that the law provides penalties for making false statements. STATE OF CALIFORNIA SIGNATURE -DATE EMPLOYMENT DEVELOPMENT DEPARTMENT. nFT�m AN �n_ni I u rl elu 1.',UL IAL bCL.UfII t i AULiUUN 1 NIi:+.00:! L.rni.N1 71ju I rir7J I NANir - IRI I IAL -LAJ 1 NAMt - S. - - W +1ALE FEMALE ❑ ❑ 5.PRINT ADDRESS AT\.RICH YOU RECEIVE YOUR MAIL - CITY ZIP CODE 6.PRINT OTHER NAMES AND SSA NOS.IF ANY -7.LAST DATE YOU WORKED 8.ENTER A CHECK MARK IN THE APPROPRIATE BLOCK TO INDICATE WHY YOU ARE NO LONGER WORKING ON YOUR LAST-JOB AND E):PLAIN IN YOUR OWN IN ANY JOB WORDS THE REASON FOR LEAVING LAID OFF DUE TO LACK OF LVORK DISCHARGED(FIRED) lOLUNTARY QUIT STRIKE OR LOCKOUT(TRADE DISPUTE) OTHER ❑ 'Y!S:.tiCa:a7e$TENPCi.l�Y L1YOFFj ❑ ❑� ❑ _ ❑ EXPLAIN 9-NAME AND MAILING ADDRESS OF THE VERY LAST EMPLOYER. T T The law requires an employer.to EFFECTIVE DATE OF CLAIM submit any facts he may have. only if the c:a+mart is unem- - - - ployed for any of these reasons: OFFICE NO. NOTICE OF - - - - •For oche:than lack of work --------------------------------------------------------------------- — U(VEM�- - - _ - - - •Refusec suitable work without - -- _ - - good cause -•Is no'able to work,availebla htENT k, NEW ❑ ADDITION-❑ ----------------------------------------------------------- ------ or seeking work - CLAVA AL CLAIM INSURANCE I •Sc^oolrecess period Classified Employees only) FED EXTENDED CLAIM CLAIM •Between academic years IHign- _ I erEDempioyeesundercenrac;) PRIMARY❑ ADDI- O --- If ou do not reCly.n ten daC TIONAL ZIP CODF z9m t q -•e - -e ma-!^ snow--, ❑ ❑ 6:e as=za-;s e Ygirnnty aa be de•errmned on Ina facts _ - - available. - - - M.' (MAILING DATE) A. It this person quit or was fired, explain in detail. (Use additional To obtain a ruling and determination on this separation orany prior quit or sheets-as necessary.) discharge, ou must furnish written facts within ten days of the mailin date shown in item above. You may submit our acts on Is olm or b se arate etter. was Include e c almant s Socia ecurlt Acct. o. an our a I. c o. a ruling an any etermmat on w1 be deferred until benefits are claimed for a compensable week in the benefit year of this claim, unless you specifically request Immediate action.If you waive immediate action by not requesting such action and no benefits are so claimed,no ruling and no determination will be made as a result of.this protest since no charges to your reserve account can occur. If you receive notice that a-later benefit year has been Date last worked was: established (DE 1101 C or DE 1545),you must resubmit any facts you now furnish In order to be entitled to a ruling or a determination based - B. If you paid or will pay any In-lieu-of notice pay covering any time upon such facts. on or atter the effective date of this of n m. IMPORTANT - Amount: $ for period from: through: -- ------------------------------------------------------------------------ Section 2101 provides that It Is--a misdemeanor to willfully make a I DO NOT RETURN THIS FORM UNLESS YOU false statement or representation or knowingly fail to disclose material HAVE COMPLETED A OR B ABOVE. facts in connection with this claim. EMPLOYER CERTIFICATION •No reply Is necessary the claimant was laid off due to lack of work E THE ABOVE STATEMENTS WERE TAKEN FROM BUSINESS RECORDS OR ARE BASED ON and no eligibility Issue Is Identified. If"the claimant's name and or i KNOWLEDGE OF THE UNDERSIGNED. social security number differ from payroll records, please advise the field office stamped on the reverse. ; EMPLOYER • Employers have the right to present facts affecting claimant-eligibillty at predetermination interviews. If you wish to appear, please call I CALIFORNIA the field office stamped on the reverse within 3 days of receipt for an ACCOUNT NO. appolntmenL _ i SIGNED BY: DATE, STATE OF CALIFORNIA,EMPLOYMENT DEVELOPMENT DEPT. TEL NO. AREA CODE EXT. DE1101C REV.2 f7-771 UI CLAIM FILING FORM Administrative Bulletin Contra Number 320. 1 Costa- Replaces '12 n "' Office of the County Administrator "`eta- Date 1-19-81 Count)/ Section Personnel SUBJECT: Unemployment Compensation Employees of Contra Costa County and special districts governed by the Board cf Supervisors may be eligible for unemploy- ment compensation. The cost of this benefit is borne by Contra Costa County. Responsibility for claims handling rests with the Personnel Office, Safety/Benefits Division. The following policies and procedures apply tc employees: Basis of Eligibility To qualify for unemployment compensation, an employee must: 1. Be unemployed and registered with the State_ _ Employment Development Department. for work. ® 2. Have separated for good cause. 3. Have received minimum base-period wages as . currently established by State law or regulation. 4. Comply with regulations in regard to filing claims. 5. Be available to immediately accept suitable work. 6. Be actively seeking work. 7. Be physically able to work. , Documentation of All Employee Separations for Unemploy- ment Claims Employee Separations 1. On all voluntary resignations, Notice of Voluntary Termination of Employment (AK-219) must accompany the Notice of Separation (AK-16) and immediately forwarded to: Personnel Office, Records Division. 2. 2. On non-voluntary separations (i.e. , constructive resignation, lay off) complete details must be attached to the separation notice. Exception: rejection of probation separation. State Unemployment Forms Immediately upon receipt all forms from the State Employment . Development Department must ve forwarded to: Personnel Office Safety/Benefits Division 651 Pine Street, Room 103 Martinez, CA 94553 General Information Strict adherence to these procedures is requested . in order that claims submitted to the State Employment Development Depart- ment may be appropriately processed. • Any requested information pertaining to unemployment compensa- tion claims is to be directed to: Personnel Office Safety/Benefits Division 651 Pine Street Martinez, CA 94553 Originating Department: Personnel 'eh4 County Administr or Administrative Bulletin Contra Number 321 Costa Replaces Office of the County Administrator Date 19-26-78 County Section ParcnnnPl SUBJECT: Rules and Procedures to be Followed by County Departments for Authorized Volunteer Programs I . GENERAL This bulletin provides the rules and procedures to be followed by County departments governing entrance, training, and supervising of volunteers under County authorized volunteer programs, including the policies and procedures for reimbursement of expenses; medical and permanent disability benefits; and legal defense and indemnification against liability claims initiated by third parties. These regulations and procedures are promulgated in accordance with the policy adopted by the Board of Supervisors. II. RULES AND PROCEDURES County departments shall submit to the Office of the County Administrator a description of each volunteer program, the number of volunteers to be assigned, County staff requirements for coordination and County expenditures and funding involved. Such volunteer program definition, following review by the Office of the County Administrator, shall be forwarded to the Board of Supervisors for approval. After Board approval, .rules and procedures, as follows, shall be adopted, and copies forwarded to the County Administrator: A. County departments sponsoring volunteer programs shall have a staff member assigned as a volunteer coordinator, who will be respon- sibile for the selection and acceptance of volunteers. Personnel matters regarding the volunteers will be referred to the volunteer. coordinator. Volunteers will work directly with other staff members and will be under their supervision for each assignment. Each County department will forward to the County Administrator the name and telephone number of the employee(s) assigned as the volunteer. coordinator. Volunteers will be provided with initial orientation and training by the - s 1 t � P 2 . • T volunteer coordinator. Where appropriate, confidentiality requirements shall be explained, reading materials assigned and discussion groups held on a regular basis with the volunteers. B. The volunteer coordinator will also be respon- sible for requiring volunteers to fill out, read and sign the application form, and if such volunteer is accepted, the volunteer coordinator will fill out the registration form (just below the application form) showing acceptance of the volunteer, date services commence and terminate, any remarks he may wish to include with respect to the capability of the volunteer and limitations as to tasks to be performed, and lastly the service authorized to be performed by the volunteer. If the volunteer is a minor, the parental consent form shall be completed and signed by the parent or legal guardian. Forms to be used by departments are attached. Departments may continue to use forms developed for volunteer programs which include information needed by the department in addition to that indicated on the attachments . Any obvious or suspected disabilities of a volunteer shall be discussed with the County Safety Officer. If reimbursement of actual and necessary expenses in performing volunteer services is contemplated, volunteer must sign Oath of Allegiance form in accordance with established department procedures when registering to perform authorized volunteer services with the County. The volunteer coordinator shall be responsible for mainte- nance of a ,log listing pertinent information with respect to all authorized .volunteers, including date services commenced and terminated: Records are to be retained at least five years from the date of the last volunteer service for subsequent reference on claims which may be presented by either the volunteer or any third party, allegedly injured. 3 If a volunteer is to use his personal vehicle in the course of authorized volunteer services, he will be required to fill out the "Volunteer Auto Insurance Declaration" form. Volunteers must check with their insurance agent or broker to make certain that liability insurance is extended under their policy while their vehicle is being used for volunteer activities . Auto insurance is required for all volunteers who will use their personal automobile while performing au=horized volunteer services with at least the following limits: $15, 000 for injury to or death to one person $30, 000 for injury to or death to two or more persons in one accident $5 ,000 for property damage The volunteer must furnish a valid California motor vehicle operators license if he is to use a vehicle and the license number together with insurance policy number duly noted on the Auto Insur- ance Declaration (form attached) . A Certificate of Insurance or other evidence of insurance may be requested and placed on file. III. PROCEDURE IN CASE OF ACCIDENT OR INJURY ® When a volunteer is injured while performing authorized volunteer services , the 'supervisor shall arrange for medical care as necessary and appropriate in accordance with normal departmental operating procedures. The volunteer' s supervisor shall immediately thereafter complete the Supervisor' s Report of Occupational Injuries or Illness (Form AK-30) . The supervisor shall then forward the form to the volunteer cordinator who within 24 hours shall submit the report through department channels to the Safety Division of the Civil Service Office. The form shall indicate that the injured party is a volunteer. A copy of the report must be forwarded to the Office of the County Administrator. All medical bills received by the volunteer not otherwise covered by health insurance, other insurance, or third party pay- ment shall be forwarded to the Office of the County Administrator. Such bills must be f_temized and indicate the date of injury. County payments will be madejointlyto the volunteer and to the medical provider. Any claims for permanent disability compensation shall be referred to the Office of the County Administrator for review and adjustment. Prior to final settlement and payment of any such claim, the volunteer shall execute an appropriate form releasing the County from any further liability and agreeing that such ® compensation shall be the sole and exclusive remedy with respect to the injury sustained. c 4. • When there is an accident resulting in third party personal injury or property damage, the appropriate accident report form shall be completed by the supervisor and forwarded to the volunteer coordinator.' The subsequent procedure to be followed shall be` identical to that applicable as in accidents involving County employees. IV. LIABILITY The County under its self-insurance program upon request shall defend and.indemnify the volunteer against liability claims initi- ated by third parties arising from acts or omissions occuring within the - scope of authorized services , unless the volunteer acted or failed to act because of actual fraud, corruption, malice or gross negligence. However, the County shall provide automotive liability insur- ance protection as excess only of the limits under the volunteer' s personal automotive liability policy. Such County insurance protection does not cover any damages to t e vehicle of the volun- teer, including any deductible provision which must Ue paid. Maintenance of such records as determined necessary to assure that adequate insurance protection is afforded shall be a respon- sibility of- the department' s volunteer coordinator. V. REIMBURSEMENT OF EXPENSES . Volunteers are eligible to receive reimbursement from the County for certain actual and necessary expenses incurred in the performance of authorized volunteer services . In order to claim expenses, the volunteer must have signed the Oath of Allegiance before any County officer authorized to administer oaths and meet previously described insurance requirements . Volunteers are governed by general County reimbursement policies established for County employees with the exception of mileage which will be reimbursed .at a flat rate of $0. 15 per mile . The County will not reimburse volunteers for child care expenses, milea e from the volunteer' s residence to the Count es ignated facilityor service location or damage to the volunteer' s personal vehicle, including any deductible provisions which areaimed by the volunteer. : The vo unteer must provide in o— rmation to the volunteer coor inator with respect to the automobile liability insurance coverage maintained prior to use of the personal vehicle for volunteer services and reimbursement of mileage claims . , ® 5. Volunteers are recognized as a valuable resource in perform- ing services which are not provided by the County. The Board of Supervisors has expressed its strong support of volunteer programs. These policies and procedures have been developed for the information and guidance of County staff and volunteers. 1 Acting County Administrator ® i CONTRA COSTA COUNTY PARENTAL CONSENT FORM VOLUNTEER PROGRAM Name of Minor: Address: Birthdate: Volunteer Activity: The above person, a minor, desires to perform volunteer services for the County in accordance with the attached application form. As parent/guard-Lan of this minor, permission is hereby= granted for him/her to partic=ipate in the volunteer program. My child does not have any physica:- or medical problems which would prohibit or limit participation =_n the volunteer program, except: In case of illness or emergency, please call: Telephone Number: I have reviewed the volunteer application and registration form and give my consent for to participate in the volunteer program subject to the terms and conditions expressed therein. Signed by Parent/Guardian: Date: f CONTRA COSTA COUNTY VOLUbTEER SERVICES i AUTO INSURANCE DECLARATION Date This is to certify that I, the undersigned, am in possession of a valid California Driver' s License, , Num er My car , Expiration Dater Make Io de Year License No. is insured with , Company Policy No. Expiration Date I further certify that I have minimum liability insurance coverage as follows : $15 , 000 for injury to, or death of, one person; $30, 000 for injury -to, or -death of, two or more persons in one accident; $5 , 000 for property damage. Signature :.___ _mss CONTRA COSTA COUNTY VOLUNTEER APPLICATION AND REGISTRATION FORM ® Name Age Social Security No. Home Address Home Phone Business Address Business Phone Driver ' s License No. , If Any Service Preference Acceptable Location Do you have a health problem we should be aware of in an emergency? Yes No (Describe; - such as a history of back trouble, heart, epilepsy, diabetes.., fainting, etc.) I Is there a "medication you must take? Yes No i Is there a medication to ;which you are allergic? Yes No If yes, medication is : Medical, Hospital or Other Insurance Person to Call in Emergency Address Phone No. Interviewed by I have been informed against and accept responsibility for any breach on my part respecting confidential information. I have read the Resolution adopted by the Contra Costa County Board of Supervisors Signature on volunteer programs. In return for the benefits provided by Contra Costa County Date in case of my illness, injury, death, or third party liability while providing, or resulting from acts or occurrences within the scope of my authorized volunteer services, and for my right_ to authorized expense reimbursement, I waive any claim on my behalf and on behalf of :qty heirs , representatives, and assigns against the County of Contra Costa or any of its agents, servants or employees for illness, injury, debts or other harm arising from my volunteer services , whether or not authorized. Signature Date ^ Administrative Bulletin Contra Number 322 Costa Replaces Office of the County Administrator Date 12—260-78 County Section Personnel SUBJECT: Employee Counselling Program This bulletin sets forth administrative policies and procedures for referrals to and use of the Employee Counselling Program. Purpose The purpose of the Employee Counselling Program is to help those employees and their families who have medical/behavioral problems get the assistance they need at the earliest possible opportunity--in a confidential manner. The program attempts to deal with these problems before they become severe and begin to impair employees' job performance. If employees' job performance does become impaired, however, the program attempts to help ® employees solve their problems and improve their work performance. Types of Problems The program offers assistance to employees and their families on a range of human problems: marriage, alcoholism and problem drinking, financial management, family-child difficulties, emotional stress and. other personal problems. Scope of the Counselling The program includes brief counselling, problem identifica- tion, discussion of options to resolve the problem, resource information, and referral to outside resources if further assist- ance is needed. Costs There is no charge for the individual counselling, informa- tion or referral visits (one to three sessions) . If there is a need for continued specialized professional help , the cost paid by the employee depends on the specific referral resource chosen by the employee. 2. • r Types of Referrals , Use of County Time and Release of Information I . Voluntary Referrals Employees (and/or their families) may call the Employee Counselling Program for an appointment. Use of County Time Most employees choose to come to appointments -on their own time, outside of their assigned work hours, and the County is not advised of their participation. However, employees may schedule appointments using vacation time, accrued compensatory time, or if necessary, may use sick leave as appropriate under the Sick Leave Policy. Verification of attendance at appointments may be required by the employee' s department under the Sick Leave Policy. When verification is required, employees must authorize the Program to release attendance verifi- cation information. If an employee refuses authoriza- tion, use of sick leave will be denied. • Release of Information Except as authorized on a Release of Information form, strict confidentiality will be maintained by the program about employees' problems, their sources, treat- ments and/or disposition. II. Management Referrals Supervisors or managers may refer employees to the Employee Counselling Program through their departmental Employee Counselling Program Coordinator. Management referrals are to be made ONLY when the supervisor/ manager has determined that an employee' s work perform- ance fails to meet minimum performance standards and only for personal or medical/behavioral problems that negatively affect job performance. If it is determined by the program director that a particular management referral is not appropriate, the departmental coordi- nator will be notified and counselling will be termin- ated. ® 3. Use of County Time If employees' counselling appointments conflict with their regularly scheduled work hours, they may be released to attend counselling on work time. Compensa- tory time off/overtime may not be earned if it includes counselling time. For all management referrals, the program director will report employees' counselling attendance and termination to the departmental coordinator. Release of Information The program director will report employees ' counselling attendance and termination to the departmental coordi- nator. To maintain confidentiality, no details of an employee' s personal life or medical/behavioral problem diagnosis will be revealed. If an employee chooses to sign a- Release of Information form, general information on counselling progress and its relationship to the ® employee' s planned program of work performance improve- ment will be :reported to the department. III . Management Encouraged Voluntary Referrals A "management encouraged voluntary referral" occurs when employees make a self-referral to the Employee Counselling Program at the urging of a supervisor/ manager. For example, a manager might encourage a voluntary referral if negative changes in an employee' s otherwise satisfactory work performance were noticed; or a manager :night encourage a voluntary referral if an employee, in the course of a regular work conference, mentioned a problem that was apparently beginning to affect his/her work performance. Use of County Time For management encouraged voluntary referrals, employees may schedule appointments outside of their assigned work hours, on vacation time, accrued compensatory time of, if necessary, may use sick leave as appropriate under the Sick Leave Policy. If the employee chooses to use sick leave for counselling appointments, verifi- cation of attendance at appointments may be required by the employee' s department under the Sick Leave Policy. If an employee refuses to authorize the release of information required for such verification, use of sick leave will be denied. 4. At the department' s discretion, the employee may attend counselling on work time. In such cases , the department may ask to be provided with counselling attendance and termination reports. Release of Information Except for sick leave and attendance verification and other information authorized for release on a Release of Information form, strict confidentiality will be maintained by the program about the employees' problems; their sources, treatments, and/or dispositions . Responsibilities and Roles I. Employee Counselling Pro ram Coordinator: Each depart- ment has a Program Coordinator(s) to act as the liaison between the department and the Employee Counselling Program. The coordinator is expected to participate in training sessions to familiarize himself/herself with the program, help to arrange program training sessions for departmental management, supervisors and union representatives, and provide information to staff about the program. In addition, the coordinator will consult with a super- visor/manager who thinks a management referral to the program might be appropriate. The coordinator' s respon- sibility, under these circumstances, will be: a. To ensure that the potential referral' s work performance is below minimum satisfactory standards; b. To ensure that this performance problem seems not to be related to organizational factors or to the employee' s lack of training, but might be the result of a personal or medical/ behavioral problem; c: To ensure that the supervisor/manager has discussed the work performance problem with the employee on more than one occasion with- out a sufficient resultant performance improvement; and , r ® 5 . d. To encourage the department to .initiate a referral before adverse actions are taken relative to. this performance problem. If these criteria are met, the coordinator may, at the department' s discretion, make a management referral to the Employee Counselling Program and, with the super- visor/managers agreement, set a specific time frame for bringing the employee' s performance back to a satisfactory :Level. Additionally, the coordinator will ensure that only proper 'notations about the Employee Counselling Program referrals are made in the employee' s personnel file. Finally, the coordinator will discuss attendance , counselling progress (when requested by the employee) , and/or termination with the Employee Counselling Program Director, and will inform the appropriate supervisor/manager who can relate them to the employee' s performance improvement progress. The coordinator will ® also provide the Program Director with the work perform- ance information needed for program evaluation (see Program Evaluation below) . II. Su ervisor/liana erer: In most cases, the important actors in dealing successfully with employees' personal or medical/behavioral problems are (1) the early identi- fication of the problem, and (2) the employee' s motiva- tion to accept help and treatment. Therefore, the supervisor/manager' s responsibility is not to diagnose what the employee' s problem is , but to identify work performance problems, encourage self-referrals to the Employee Counselling Program, and where appropriate , to make management referrals to the program. III. Employee' s Responsibility: The employee is responsible for maintaining satisfactory work performance and conduct on the job. The first choice, of course, for an employee in addressing a work performance problem is to resolve the problem through the employee' s own resources. But, if -these resources are not effective in bringing work performance to a satisfactory level, then the Employee Counselling Program should be strongly considered. Although the employee may refuse a manage- ment referral, she/he is strongly urged to use the program or other resources to help return job performance ® to an acceptable level. 6 Program Evaluation In order to measure the effectiveness of the Employee Counselling Program, the Employee Counselling Program Director will gather confidential information from departments for program evaluation purposes only. The departmental coordinator (or super- visor if necessary) will provide information to the Director about the job performance of employees using the Employee Counselling_ Program (management referrals and management encouraged self- referrals only) both before and after counselling. For Further Information For further information on management referrals, consult the Management Referral Guidelines available from your departmental coordinator. For other information you may consult the Administra- tive Division of the Civil Service Office . Originating Office: Civil Service . cting County A ministra_or • Number 323 Administrative Bulletin Centra Costa Replaces 12/3/7T Office of the County Administrator Date Coin/ Section -Personnel SUBJECT: Management -Employees Paid Personal Leave- Board of Supervisors Resolution No. 79/181, dated August 7, 1979, makes provision effective January 1, '1980 for five days paid personal leave annually for unrepresented_ manage- ment- employees who are exempt from payment.-.of: overtime. This " -provision recognizes the fact management and supervisory employees do not receive payment for overtime and no defined compensatory time-off policy applies to this group of employees. _Additionally, recentdecreases in revenues available to finance departmental budgets have required management employees to assume greater responsibilities and become more innovative and effective in carrying out their responsibilities. DEFINITION Paid personal leave is.`authorized time away from the job for any personal activities and needs which are not charged to sick leave or vacation credits. ELIGIBILITY This provision. appliesto all unrepresented management employees who .are exempt from the payment of overtime. For. any represented management employees the provision may apply if included ina memorandum of understanding. All employees eligible on January 1 of each year will be authorized 40 -hours of paid personal leave credit. (1) 'For employees promoted during the year the provision will apply as follows.- 1.. Employees promoted to management- positions are eligible for paid personal leave on the first day of the month after they are appointed- to -a management position; however, their credit for _that calendar year will be prorated from the date of eligibility. (1)Adjusted for hours in work week for fire district shift employees.— 2. FORMULA: 3-1/3 hours x- number of months remaining. 2. Employees promoted from represented classes who have chosen to receive compensatory time in lieu of overtime in accordance with their Memorandum of Understanding shall receive payment for their accumulated compensatory time balance at, the time of promotion. USAGE AND TIME RECORDING Use of personal leave credits may be requested whenever desired by the employee; however, approval of requests shall be subject to same department process as used for vacation requests. Time recording shall be in whole hours. Personal leave credits are separate from paid vacation credits and will be accounted for accordingly. Individual departments are responsible for recording personal leave credits and usage; the information is not to be submitted to the Office of the County Auditor-Controller but maintained only in depart- mental time-keeping files. All unused paid personal leave will be canceled on December 31 of each year. ADMINISTRATION Paid personal leave is in lieu of a formal compensatory time policy for management employees. The work requirements, however, of some employees necessitate other than a standard 8:00 A.M. to 5:00 P.M. work schedule or other than a. regular eight hour day as either a continuing arrangement, or as_ a temporary measure. In all such situations department heads are responsible for seeing that at least an average 40 hour work week is maintained for both regular work schedules and alternative work schedules and paid personal leave credits are charged appropriately. Questions and determinations regarding implementation of this policy s-hould be directed to the Office of the County Administrator. County Administ or Administrative Bulletin Contra Number 324. 1 CostaDate 324 Office of the County Administrator l Date 1116`84 Count/ Section Personnel SUBJECT: Employee . Suggestion Awards Program I . Purpose To encourage improvements in County operations, the County provides awards and recogni-tion to employees who submit suggestions resulting in either a` reduction in cost of providing existing services or an increase in productivity using existing resources. The policies and procedures of the Employee Suggestion Awards Program are as follows: II. Suggestion Awards Policy It is the policy of the Board of Supervisors that recognition be given to employees who submit suggestions that improve the effectiveness and efficiency` of County services. Recognition shall be made in one of the following ways: A. Certificates of Recognition (Levell) Non-monetary awards for suggestions having little or no fiscal impact but of importance to County in public relations, employee- morale or for suggestions increasing the knowledge and implementation of existing methods, products,' or equipment. B. Quarterly Cash Awards (Level 2) Cash awards of $100, $50 and $25 made quarterly for the best suggestions resulting in either a reduction in cost of providing existing services or increases in productivi---y using existing resources, usually of -limited or short-term fiscal impact. A cash award of $100 will be made to the employee submitting the best suggestion accepted per quarter, and $50 and $251 respectively for the second and third- best suggestion per quarter. 2. C. Shared Savings Awards (Level 3) 1. Monetary awards of 10% of the projected first 12-month net savings (10 year nay off period) resulting from implementation of suggestion shall be made to the employee submitting the suggestion. The award shall not exceed $5,000 . 2 . The department benefiting directly from the savings resulting from the implementation of the suggestion shall be allowed to retain 90% of the first year's savings for such use as the department wishes, in accordance with appropriate county fiscal rules and regulations . This amount not to exceed $45 ,000 . 3. Awards are made for suggestions that lead directly to major cost savings that are real and measurable. Such suggestions typically: (a) improve the me thod(s) of providing services; (b) eliminate work; (c) combine operations; (d) use new equipment or new methods to decrease costs; (e) increase efficiency of existing energy and labor resources; and/or (f) substitute less costly or more efficient energy sources. 4 . It must be an original idea, not previously considered or adopted by any department of the County and to be eligible for award, the suggested idea must be implemented. III. Procedure for Submission and Review of Suggestions The following procedures shall apply with respect to submittal of suggestions: ' ® 3. 1 . Employee completes Employee Suggestion form in three parts . The original and one copy is to be forwarded -to the Office of the County Administrator and one copy is to be retained by the employees. The Office of the County Administrator shall forward an information copy of the form to the department head of - each department that could be affected by the suggestion. 2. The Office of the County Administrator shall screen requests to assure that the employee and the suggestion are eligible for consider- ation. 3. Eligible suggestions shall be forwarded to the County Employee Suggestion Award Committee; those that are not shall be returned to the employee with the accompanying explanation._ A copy of the explanation shall be forwarded to each department head having received an ® information copy of the Suggestion form. 4. The County Employee .'Suggestion Award Committee shall review the eligible suggestions and, as necessary, obtain technical expertise for evaluation of the merits of complex, highly technical, or very specialized suggestions. The Committee shall furnish to the County Administrator those suggestions which it finds warrant recognition :as specified. in Section II. 5 . The County Employee Suggestion Award Committee shall be comprised of seven members appointed by the' Board of Supervisors . Three- shall be: designees - from the Offices of County Adminis- trator, Personnel, and County Auditor- Controller. Four others shall be appointed for two-year terms-, two from departmental managemen-u and two from employee organizations . 6 . Suggestions submitted during any particular quarter of the calendar year will be subject to evaluation and award during the ensuing calendar quarter insofar as practicable . 4. 7. The County Board of Supervisors shall receive suggestion award recommendations through the County Administrator. Awards recommendations by the County Employee Suggestion Award Committee may be reviewed by the appropriate Board of Supervisors committee . IV. All Suggestions are the property of Contra Costa-County. V. Employee Involvement The benefits of the suggestion award program depend completely upon the active participation of the employees and support of the department management. The Suggestion Award Committee shall encourage participation through use of existing countywide and departmental programs, such as County Public Information Officer, County and departmental newsletters, bulletin boards, department resource coordinators, productivity improvement activities (quality circles, employee training programs, etc. ) , and other programs as appropriate . VI. Implementing Regulations The County Administrator shall administer the Employee Suggestion Awards Program and issue instructions and rules and regulations to implement the program. Such regulations will include criteria excluding awards to management personnel for operations under their supervision. References: Board Order dated June 26 , 1979 Board Order dated July 8, 1980 Board Order dated October 11, 1983 County Administrator AdrMnistrative Bulletin Contra Number 325 Replaces — Office of the County Administrator Costa Date 5-5-81 County Section Personnel SUBJECT: -State Disability Insurance Coverage for Certain Employees . Pursuant to Memorandum of Understanding provisions, employees in specified representation units are eligible for State Disability Insurance. Sick leave benefits are to be integrated -with any portion of a period of disability paid by State Disability Insurance. State Disability Insurance payments shall .be returned to 'the County to be credited to the employee' s sick leave balance. Integration- of sick leave and State Disability- Insurance is MANDATORY and cannot be waived. Basis for Eligibility :1.- If an employee is eligible for State Disability ® Insurance benefits,- application MUST be made and the benefits returned to the County for sick leave purchases. 2. In the...event an employee is not eligible--.for sick leave benefits- from the County- for .a particular period of disability, there will be no 'integration and the employee shall not return State Disability Insurance payments. to the County. 3. In the event an employee applies for State Disability Insurance, selects not .to use sick leave accruals and applies for leave of absence, there will -be no inte- gration and the employee shall not return State Disability Insurance payments to the County. 4. "If an employeecontinues to participate in the County Health Insurance program while on approved leave of absence, there will be -no County .payment or contribution adjustments unless:' a. The purchase of sick- leave results. in the issuance of a paycheck in a given month. b. An amended leave of absence is filed by the department. 2. If the above conditions are met, the employee will be entitled� to reimbursement for the County's contribution to health plan premium for the month in which the employee received the paycheck. " 5. If an employee is not participating in the County Health Insurance Program while on approved leave of absence, there will be no County health plan reimbursement provisions in the event of sick leave buy back. Procedures for the Integration and Purchase of "Sick Leave Eligibility to integrate sick leave and State Diability benefits commences when State Disability Insurance contributions from County employment qualify an employee for State Disability payments. Crediting of sick leave balances from State Disability Insurance payments will be accomplished as follows: 1. Employees present evidence of State Disability Insurance payment (a copy of the State Disability Insurance check or the State Disability Insurance check itself) to the Safety and Benefits Division by mail or in • person. 2. The Safety and Benefits Division will compute the amount of monies owed for the appropriate sick leave integration credits. a. The amount credited to the employee' s sick leave balance shall be converted to sick leave hours by dividing the amount received by State Disability Insurance by the employee' s straight time hourly rate, at the time of payment, as determined by the appropriate salary schedule for the employee's class of employment. b. Restoration of sick leave balance shall be recorded to the nearest . one-half (�) hour. In no instance will an employee be allowed to "purchase" sick leave not accrued. 3. • C. Sick leave hours will. only be restored for .those hours that were used during the period of disability. 3. Based upon the above computation, employees may: a. Endorse their State Disability Insurance checks to the County for - the appropriate disability dates OR b. If sick leave represents only a portion of the paid State Disability Insurance period, employees may issue personal. checks for the appropriate amount and retain their State Disability checks. 4. Upon receipt of the payment for restoration of sick leave time, the Safety and Benefits Division will issue a Sick Leave Restoral Authorization for the monies paid and dates purchased. A copy of this authorization will be forwarded to: a. The employee. b. Auditor-Controller =- Payroll Division. C. Employee's Personnel File. d. Employee' s Department payroll clerk. General Information The County will provide separate accounting for the "purchased" sick leave to insure that State Diability Insurance benefits are not taxable. All State Diability Insurance Employer claim forms (DE2503) from the State of California, Employment Development Department, must be forwarded directly to: 4. Personnel Department Safety and Benefits Division 651 Pine, Room 103 ' Martinez, CA 94553 Strict adherence to the above is requested in order that employee claims may be appropriately processed. Orig. Dept. - Personnel Co ty Administat STATE DISABILITY/SICK LEAVE RESTORAL AUTHORIZATION EMPLOYEE'S NAME DEPARTMENT EMPLOYEE NO. CLASSIFICATION SOCIAL SECURITY NO. ORG. NO. State Disability Insurance benefits in the amount of $ have been received. The following sick leave hours are to be restored for the above employee: These hours represent the disability dates of: To Employee: The above restoral of sick leave should appear on your paycheck. If they do not, please contact your department payroll clerk. SIGNATURE - SAFETY/BENEFITS REPRESENTATIVE DATE cc: Employee Auditor-Controller - Payroll Division Department Payroll Clerk Employee Personnel File Administrative Bulletin Contra Number 326 Replaces Office of the County Administrator Costa Date 4-17-90 County Section personnel SUBJECT: - Video Display Terminal - Health and Safety Program The following policies and procedures have been adopted as minimum requirements to protect the health and safety of employees using video display terminals (VDT's) and other electronic video equipment. These policies apply when it is necessary to purchase additional furniture or, as the budget allows, for the replacement of existing furniture. To ensure the safety and health_ of VDT operators, Departments must address the following areas: ♦ Ergonomically designed equipment, furniture and accessories. ♦ Proper maintenance of equipment and furniture. . ♦ Proper illumination and reduction of glare. ♦ Notifying.employees of vision care benefits. ♦ Work breaks/al-ternate work. ♦ Education- and training programs. I. DUTIES AND RESPONSIBILITIES A. Office of the County Administrator 1. Personnel Department: Personnel Department will assist. in coordinating training, reestablish the Advisory Committee_ and handle the meet and confer issues. 2. Data Processing Services: Data Processing Services Division (DPS) will provide the specifications for Requests for Proposals (RFP's) to acquire computer hardware for departmental and Countywide.use, coordinating with Purchasing and departmental representatives, and incorporating standards from this document where appropriate. As standards evolve in the industry, DPS will make the County VDT Committee aware of these changes and will include appropriate additional standards in RFP's as they are adopted. - In working with County departments that are planning implementation of automated systems, DPS will also call the attention of appropriate departmental staff to these County standards. 3. . Risk Management: Risk Management Division will coordinate the health and safety training for terminal operators, provide information on equipment, and monitor departments to ensure compliance with this bulletin. The Rehabilitation Program within the Risk Management Division will provide information on ergonomically designed tables, chairs, and other furniture, and modify work stations when necessary. -2- B. Health Services Department 1. Employee Occupational Health Program: The Employee Occupational Health Program will provide technical advice and training regarding health and safety of VDT operators. They will provide on-site evaluation of workstations and make recommendations for modifications if requested by the department. They will provide medical examinations of operators who experience adverse health effects related to VDT's if requested by the department or Risk Management. 2. Environmental Health Division: Environmental Health will provide technical advice and work place monitoring regarding illumination, noise, or chemical or radiation hazards in the work place. C. General Services Department: Purchasing Division will receive requisitions for VDT equipment and furniture and determine the lowest priced vendors which meet the specifications of this Administrative Bulletin or other recommendations from Health Services medical staff or Risk Management. D. Department Head: Department Heads and their designated representatives are responsible for the implementation of the provisions of this Administrative Bulletin. Each department will provide, maintain, and replace terminal equipment and furniture in accordance with this Administrative Bulletin. Departments are encouraged to consult with their employees on equipment and furniture. E. Department Safety Coordinator: Department Safety Coordinator (or Committee) shall be responsible for evaluating the program's effectiveness by regular inspections, reports from supervisors, or from concerns expressed by operators. F. Supervisor: The immediate supervisor is responsible for ensuring that employees are provided with appropriate terminal equipment. The supervisor is also responsible for training employees in the correct use and maintenance of the equipment. G. Employee: Each employee is responsible to use equipment in the manner established by the supervisor, consulting physician, physical therapist, and manufacturer. The employee is responsible for following established guidelines to ensure that the equipment is properly maintained in good condition. The employee is also responsible for reporting malfunctions of equipment/furniture or problems related to use of the equipment/furniture to the immediate supervisor. Employees are encouraged to advise their supervisors of the availability of new or improved equipment. s -3- ® II. VDT EQUIPMENT AND WORK STATION GUIDELINES Definitions: "Terminal" or "VDT" means any stationary electronic video screen data presentation machine, commonly referred to as a video (or visual) display terminal (VDT), cathode ray tube (CRT), word processor, personal computer (PC), mini-computer or data entry terminal. This bulletin does not pertain to oscilloscopes, electronic or laboratory testing equipment, televisions or communications equipment. "Employee" or "Operator" means any person engaged to work as a video display terminal operator for 20 or more hours per .week. "Work station" means the furniture, equipment and accessories related to use of the VDT which make up the VDT operator's immediate work environment. A. VDT Equipment 1. Keyboards a. The design of the keyboard should permit it to be easily repositioned on the work surface (i.e. detachable). b. Angle adjustment should be integral to the keyboard. c. There should be a matte finish on keys and other keyboard surfaces. d. The keys should have a light touch requiring little force to type on them. e. Newly purchased keyboards should have a low profile design. (This reduces, but does not entirely eliminate, the need for wrist rests.) 2. Visual display unit or monitor a. There should be a matte finish on the monitor case, knobs_ and screen. b. Display screens should be maintained clean, clear and be without visually perceptible flicker. c. The display unit should be adjustable for tilt and swivel, or on a device which allows for these adjustments. d. The display unit should have adjustable contrast and brightness controls. B. Work Station Furniture and Accessories 1. Chairs a. Chairs should be provided that allow the operator to place -4- feet comfortably on the floor or, if necessary, a foot support surface. b. The height of the seat and the angle of the seat back should be adjustable by the operator in a seated position. C. The maximum seat depth (forward edge to backward edge of seat pan) should permit contact with the seat back in the lower back area and be designed to avoid pressure on the back of the lower leg (such as a "waterfall" front edge design). (Figure 1) d. The seat width should be at least the thigh breadth of the seated person. e. A back rest which supports at least the low back region or above with a minimum width of 12 inches in the low back region should be provided. A contoured lumbar (low back) support should be provided on the backrest. f. The angle between the seat back and the seat pan shall permit the user to assume a firmly supported working posture with a torso-to-thigh angle of at least 100 degrees but not less than 90 degrees. (Figure 2) g. Chairs with seat pans that tilt forward should be designed so as not to constrain the upper body to a position forward of vertical. h. Chairs should be stable and capable of swiveling. Where mobility is required, chairs should be fitted with casters. Chairs with casters shall have a five (or more) prong base. i. Chairs should be upholstered with absorbent fabric. j . Armrests should be provided upon the request of the operator, and if provided, should be at least the width (between armrests) of the operator. 2. Work Surfaces (desks, tables where VDT equipment is positioned) a. The depth should be adequate to allow knees and feet to fit under the work surface. b. The width for leg clearance should be larger than the thigh breadth of the operator by at least one inch. C. The height of the space for leg clearance should be at least equivalent to the highest point on the thigh or knee, with operator wearing shoes and the lower legs in a normal working position.- (Figure 3) -5 , f d. Height adjustable tables are recommended especially for work stations used by more than one operator. If a single keyboard and display support surface is used, the primary determinant for height of the work surface should be the keyboard height. The monitor can be elevated by use of risers or other support surfaces. Alternatively, a . keyboard arm.attachment may be used to provide a lower keyboard surface. e. The placement of the keyboard should allow the operator to adopt a posture such that the angle between the upper arm and the forearm is greater than 70 degrees and less than '.35 degrees. Placement of the keyboard should promote a neutral (flat) position of the wrist so as to avoid extension or flexion at the wrist. (Figure 4) f. The height of the display support surface should permit the entire.viewing area of the display to be located between zero .and 60 degrees below the horizontal line of sight. This means that the top of the screen should be about at eye level. or slightly below. The operator should -not have to twist to look at the screen. (Figure 5) g. The work surface, keyboard and display support surfaces should be sufficient to accommodate the VDT components and other task-dependent items such as hard copy. 3. Accessories a. Wrist or palm rests should .be provided to support the hands and forearms or to reduce wrist extension at the the keyboard if requested by the operator. b. Articulated keyboard arms may be provided to allow adjustment- of the height of the keyboard. c. Display support stands or risers may be provided to meet the requirements in Paragraph II, Section B.2(f) for height of display. d. Foot rests should be provided for operators whose feet do not rest comfortably on the floor with existing furniture. e. Document holders should be provided on request by the operator to allow placement of documents in the same viewing angle as specified for display screens in Paragraph II, Section B.2(f). f. Anti-glare treatment for the display screen (anti-glare or etched screen, diffusing surface, anti-reflection coating, -or faceplate filter) should be provided at the request of the operator. -6- C. Work Station Environment 1. Light levels should be controlled to minimum glare with individual work station lighting provided for jobs requiring higher levels due to visual demands. Lighting may be controlled by use of shielded luminaries, indirect luminaries, or collimating luminaries. 2. Equipment should be located, or the room arranged, so that bright sources are not in the visual field while viewing the screen, or so that the source documents or light colored materials are not seen by the VDT user as reflections on the screen. 3. Light from windows should be controlled by using drapes, blinds, reduced transmission glass, louvers, baffles, or a combination of these controls. III. WORK BREAKS: No operator shall be required to work at a VDT continuously for more than two hours without either a 15 minute break for alternate work (which work shall be considered part of the working day) or the employee's regularly scheduled work break as agreed to by the appropriate memorandum of understanding. Alternate work shall not include other forms of typing or data entry which are substantially similar to the VDT duties. We encourage, where possible, the design of jobs that do not require continuous full-time VDT operation. IV. VISION CARE: As agreed to in collective bargaining, operators working at least 20 hours a week shall be given, upon request, an annual visual examination and corrective lenses if necessary for VDT work. V. TRAINING: All VDT operators and their supervisors shall be provided with an education and training program. This training program must be approved by the County Safety Officer or designee. Each Department shall maintain records identifying those employees trained under this guideline. A. Contents of Training Program 1. Operators shall be informed orally and in writing of the nature of the potential health hazards to which they may be exposed in the course of their employment. Such training shall describe the symptoms which may be associated with VDT use. 2. This training shall describe and demonstrate the proper ergonomic and safe procedures to use to protect operators from these potential hazards, including information on the .availability of vision care and corrective lenses. 3. This training shall fully describe the requirements of the guidelines and the employee's rights under it. 77- B. Frequency of Training 1. This training should be provided to current operators and supervisors within twelve months of the effective date of this guideline. 2. After training has been provided to current operators and supervisors .as specified above (B.1), all new employees, employees newly transferred, or newly .assigned into positions as VDT operators or supervisors, should receive this training within 90 days of employment or transfer. 3. Repeat tra=ming should be offered as needed according to the determination of the County Safety Officer. Originating Depar.tmenti Personnel References: California Code of Regulations, Title 8 American National ;Standard for Human Factors Engineering of--Visual Display Terminal Workstations, ANSI/HFS 100 1988 Administrative Bulletin Number 506, Information Processing Equipment Acquisitions VDT Committee Report, dated 1/5/86 Board of supervisors Order adopted 4/17/90 Phil-Batchelor, ! County Administrator -8- i S /r / � 1 SEAT DEPTH > 96` �I ; I i 1 I`•_i . 1 1 ! 1 t ! i A Figure 1. Seat depth. Figure 2. Torso-to-thigh angle. ;1 �r l THIG'=I CLEARANCZ Figure 3. Clearance under the worksurface, height. , Figure 4. Height of the keyboard support surface. 68• e i � 1 1 t 1 t i Figure 5. Height of the display support surface.