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HomeMy WebLinkAboutMINUTES - 07241984 - 1.32 THE BOARD OF SUPERVISORS OF CONTRA COSTA COUNTY, CALIFORNIA. Adopted this Order on July 24 , 1984 , by the following vote: AYES: Supervisors Powers, Fanden , Schroder*** , McPeak, Torlakson NOES: None ABSENT: None ABSTAIN: None SUBJECT: 1983-85 Compensation for Employees in } Units Represented by Contra Costa County ) Employees Association, Local No. 1 ) RESOLUTION NO. 84/438 The Contra Costa County Board of Supervisors RESOLVES THAT: 1. On July 24, 1984, the Employee Relations Officer submitted the Memorandum of Understanding dated July 23, 1984, entered into with Contra Costa County Employees Association, Local No. 1 and a separate "Side Letter" also dated July 23, 1984 specifying certain conditions with respect to the implementation of "Agency Shop". 2. This Board having thoroughly considered said Memorandum of Understanding and the "Side Letter", the same are approved. 3. Salaries and Terms and Conditions of Employment, Contra Costa County Employees Association, Local No. 1. The Memorandum of Understanding with Contra Costa County Employees Association, Local No. 1, is attached hereto, marked Exhibit A; and Sections 1 through 55.11 inclusive are incorporated herein as if set forth in full and made applicable to the employees in the above named units. The "Side Letter" is attached hereto, marked Exhibit B, and incorporated herein as if set forth in full . 4. If an Ordinance(s) is required to implement any of the foregoing provisions, the Board of Supervisors shall enact said Ordinance(s) . THIS RESOLUTION takes effect on July 24, 1984. ***In voting for the Memorandum of Understanding , Supervisor R. I . Schroder advised that he was in favor of the compensation package but was opposed to the Agency Shop provision. /hereby certify that this is a true and correct copy of an ectic.� take end entered on the minutes of the B06rd c'Supervisors on the date shown. ATTES 7ED.- cz J.R. GOf1,dTY CLERK. and o Ofircio Cleric of the Board Bye--� Deputy Orig. Dept.: cc: Personnel Department All County Departments I.E.D.A./via Personnel RESOLUTION NO . 84/438 00OO78 y f MEMORANDUM OF UNDERSTANDING BETWEEN CONTRA COSTA COUNTY AND CONTRA COSTA COUNTY EMPLOYEES ASSOCIATION, LOCAL 1 1983 - 1985 000079 l y MEMORANDUM OF UNDERSTANDING BETWEEN CONTRA COSTA COUNTY AND CONTRA COSTA COUNTY EMPLOYEES ASSOCIATION, LOCAL 1 1983 - 1985 Table of .Contents Subject Page Section Adoption 63 52 Advance Notice 7 2.7 Agency .Shop 4 2.2 Agriculture-Animal Control Unit 66 55.1 Anniversary Dates 10 5.4 Assignment of Classes, to Bargaining Units 8 2.8 Attendance at Meetings 9 4.1 Attendant-LVN-Aide Unit 68 55.2 Bilingual Pay 53 24 Building Trades Unit 72 55,3 Call-Back Time 18 8 Classification, Studies 62 51 Compensation -Complaints 52 23.5 Compensation for Loss or Damage to Personal Property 59 38 Compensation for Portion of Month 11 5.7 Days & Hours of Work - 15 6 Definition of Immediate Family 31. 14.6 Definitions 1' - 3 ---- Detention Facility Meals 58 37 Dismissal, Suspension & Demotion 47 22 Dues Deduction 4 2.1 Engineering Unit 73 . 55.5 Entrance Salary 10 5.3 Fiscal Services Unit 74 55.6 Flexible Staffing 56 32 General Services & Maintenance Unit 75 55.7 Grievance Procedure 50 23 Harassment 60 40 Hazard Pay Differential for Health Service Employees 61 47 Health Examination 62 50 Health Services Unit 81 55.8 Health & Welfare, Life & Dental Care 33 17 Holidays - 21 12 Increments Within Range 11 5.5 Jury & Witness Duty 33 16 Layoff During Probation 39 18.7 Leave of Absence 31 15 Leave' of Absence Replacement 32 15.3 Leave Without Pay 31 15.1 Legal & Court Clerk Unit 86 55.9 Length of Service Definition 60 41 Library Unit 87 55.10 Lunch Period 61 48 0000E MEMORANDUM OF UNDERSTANDING BETWEEN CONTRA COSTA COUNTY AND CONTRA' COSTA COUNTY EMPLOYEES ASSOCIATION, LOCAL I - 1983 1985 Table .of Contents Page two Subject Page Section Merit Board 53 23.7 Mileage 55 30 . Military Leave 32 15.2 No Discrimination 8 3 No Strike '52 23.6 On-Call Duty 18 9 Overtime & Compensatory Time 16 .7 Part-Time. Compensation 11 5.6 Past Practices & Existing Memoranda of Understanding 64 54 Pay for Work in Higher Classification 14 5'.14 Pay Warrant. Errors' 56 31 Payment 15 5.15 Performance Evaluation Procedure 54 29 Permanent Part-Time Employee Benefits 60 43 Permanent-Intermittent. Employee Benefits, 61 44 Permanent-Intermittent Employee Health Plan 61 45' . Personnel Files 57 34 Position .Reclassification 12 5.8 Probation Unit 9155.11 Probationary Period 37 18 Promotion 40 19 ' Promotion via .Reclassification Without Examination 40 . 19.4 Provisional Appointment, 56 33 Provisional Employee Benefits 61 46 Reassignment of Work Location 41 20.3 Regular Appointment 38 18.6 Reimbursement for Meal Expenses 48 -36 Rejection During Probation 38 18.5 Requirements for Promotional Standing 40 19.5 Resignations 46 21'" Rest Breaks 62 49 .Retirement Contribution 53 25 . } i MEMORANDUM OF UNDERSTANDING BETWEEN CONTRA COSTA COUNTY AND CONTRA COSTA COUNTY EMPLOYEES ASSOCIATION, LOCAL 1 1981 - 1985 Table of Contents Page three Subject Page Section Safety 45 28 Safety Shoes & Prescription Safety Eyeglasses 45 27 Salaries 10 5 Salary on Involuntary Demotion 12 5.11 Salary on Promotion 11 5.10 Salary on Voluntary Demotion 12, 5.12 Salary Reallocation and Salary on Reallocation 11 5.9 Salary Review While on Leave of Absence 30 15.4 Scope of Agreement & Separability of Provisions 52 53 Seniority Credits 36 19.6 Separation through Layoff 17 11 Service Awards 48 35 Shift Differential 18 10 Shop Stewards & Official Representatives 9 4 Sick Leave 25 14 Skelly Requirements 48 22.2 State Disability Insurance 60 42 Training Reimbursement 53 26 Transfer & Reassignment 41 20 Unauthorized Absence 32 15.5 Unfair Labor Practice 60 39 Union Recognition 3 1 Union Representatives 9 4.2 Union Security 4 2 Unit Items 66 55 Use of County Buildings 7 2.5 Vacation Leave 23 13 Workers' Compensation 29 14.5 Written Statement for New Employees 8 2.7 6 Attachment A - Project' Employees Attachment B - Sheriffs' Dispatchers Shift Schedule Exhibit A - Same as above ,Exhibit B - Class & Salary Listing by Unit - 1 000081 Memorandum of Understanding Between Contra Costa County And Contra Costa .County Employees Association, Local No. 1 This Memorandum of Understand'ing is "entered into pur.suant to the authority contained in ,Division 34- of Board of Supervisors. Resolution 81/1165 and has been jointlyprepared by the parties) The 'Employee Relations Officer (County Administrator) is the representative of Contra Costa County. in employer-employee relati-ons matters as provided in Board of Supervisors' Resolution 81/1165. The parties have met and conferred in good faith . regarding wages, hours and other terms and conditions of employment for the employees in units in which the Union. is the recognized representative, have "freely exchanged. information, opinions and proposals and have endeavored to reach agreement on all matters relating to the employment conditions and employer-employee relations covering such employees. This Memorandum of Understanding shall be presented to .the Contra Costa County Board ,of Supervisors as the joint recommendations of the undersigned for'salary and employee. benefit adjustments for the period commencing July 1, 1983 and ending June 30, 1985. Special provisions and restrictions pertaining to Project employees covered by this Memorandum of Understanding are contained in Attachment A which is attached hereto and made a part hereof. Definitions: A. "Appointing Authority" means Department Head unless otherwise provided by' statute-orr--ordinance. B. "Class" means a group of positions sufficiently similar with respect to the duties and responsibilities that similar selection procedures and " qualifications- may apply and that the same descriptive title may be used to designate each position allocated to the group. C. "Class Title" means the designation given to a class, to each position allocated to the class, and to the employees allocated to the class. D. "County" means Contra Costa County. .E. "Demotion" means the change of a permanent employee to another position in a class allocated to a salary range for which the top step is lower than "the top step of the class which the employee formerly occupied except as provided for under "Transfer" or as 1 " 000082 otherwise',-provided for: i'n this- Memorandum•of' Understanding, ilk: the Personnel Management, Regulations,.' or in". specific resolutions: _.governing .deep -classes. F. "Director of Personnel". means the person desi'gnated ..,by' the. County Administrator to- serve,-asthe: Assistant County 'Administrator Director:of -Personnel. G. -"Eligible". means any person whose name i`s " on, an, employment_` or, - reemployment or layoff list fora given class H.. "Employee" means a person, who'" is an ' in,cumb;en-t, of; a position orwho is on:;_leave of .ab'sence in accordance with provisions.' of' this Memorandum of Understanding and .whose .position° is held pending his return I, "Emp:-loyment List" means, a; list of—persons who ;have_,been found .. qual if- ed for employment ',in ,a..sp'ec'i f i C class. J. "Layoff -List" means a list.' of persons who have occupied positions allocated to a class: in the Merit �System' and who have ..been involuntarily separated by , layoff or displacement or have i n` i i eu of, layoff,:: vo,l�untar 1 demoted . KL. . "Permanent Intermittent-Position"—" means ,any position which---requi`res. the services of an ; incumbent for an, indefinite period but on 'an " intermittent:,basis, nas ,needed; paid;on an hourly basis L. "Permanent Part.-Time.' Position means. I any position ` which will require the .service§ of an incumbent for 'an .indefinite period but on a .regular:ly 'scheduled less than full-time basis. M. "pe'rmanent Position';" means any position. wh:i ch has required, or. which `.will - require the `services. of an incumbent without interruption, for an indefinite period.. N, "Project; Employee" means an employee who is engaged in a:_ time aimited program or. service by- reason of limited or' restricted fundi.ng.e Such 'positions are typically funded from outside sources . abut may be funded from County., revenues. , 0: "Promotion" means the change of a 'pe rmanent employee to 'another . pos.itio.n in .a. class` allocated to' :a salary range for which the top step Is higher than the top step of the class which -the employee formerly occupied, except as provided for under _"Transfer" or` as otherwise provided for in this Memorandum of. Understanding, in the Personnel Management Regulations, or in specific resolutions governing deep classes, _. P. "'Position,"' means the assigned duties and responsibilities calling for" the' ~r'egul'ar_ full-time; part-time or in employment of.. a. person.; 2 ti i Q. "Reallocation" means the act of reassigning an individual position from one class to another class at the same range of the salary schedule or to a class which is allocated to another range that is within five (5) percent of the top step, except as otherwise provided for in the Personnel Management Regulations, deep class resolutions or other ordinances. R. "Reclassification" means the act of changing the allocation of a position by raising it to a higher class or reducing it to a-lower class on the basis of significant changes in the kind, difficulty or responsibility of duties performed in .such -position. S. "Reemployment List" means a list of persons, who have occupied positions allocated. to any class in the merit system and, who have. voluntarily separated and are qualified for consideration for reappointment under the Personnel Management Regulations governing reemployment. T. "Resignation" means the voluntary termination of permanent employment with the County. U. "Temporary Employment" means any employment which will require the services of an incumbent for a limited period of time, paid on an - hourly basis, not in an allocated position or in permanent status. V. "Transfer" means the change of an employee who has permanent status in a position, to another position in the same class in a different department, or to another position in a class which is allocated to a range on the salary plan that is within five (5) percent at top step as the class previously occupied by the employee. Section 1 - Recognition . 1.1 Union Recognition. The Union is the formally recognized employee organization for the representation units listed below, and such organization has been certified as such pursuant to Board of Supervisor's Resolution 81/1165. A. Agriculture and Animal Control Unit B. Attendant-LVN-Aide Unit C. Building Trades Unit D. Deputy Public Defenders Unit E. Engineering Unit F. Fiscal Services Unit G. General Services and Maintenance Unit- -H. Health Services Unit I. Investigative Unit J. Legal and Court Clerk Unit K. . Library Unit L. Probation Unit 3 00008.3 Section 2 Union Security 2.1 Dues-- Deduction. Pursuant to Board of Supervisor's Resolution 81/1165, only a(majority representative may have dues deduction and .as such the-Union has the ' exclusive privilege: of dues -deduction or agency feededuction., for all employees in its units. 2.2 Agency Shop. A. The Union agrees that it has a duty,. to provide fair and non- discriminatory representation to all employees .in all classes in the units for which this , section is applicable regardless of whether they are members of the Union. B.. All employees employed in the representation ,unit on or after the effective date of .this Memorandum of Understanding shall,. effective as provided in Subsection H and continuing until the termination of the Memorandum of Understanding, either: 1. Become and remain' a member'of the Union or;. 2. pay to the Union, an agency shop fee in an amount equal to the standard initiation fee, monthly dues, and .general assessment of such organization ,for the duration of the. agreement; or 3. do both of the following: a. :Execute a .written declaration that the employee is 'a member of a bonafide religion, body or sect which has historically held a conscientious objection to joining or financially supporting any public, employee organization as a condition of employment and b. pay a sum equal to the agency shop fee described in Subsection B (2) to a non-religious, non-labor charitable fund'-'chosen by the employee from the following charities: Family and Children's Trust Fund, Child Abuse Prevention Council and Battered Women's Alternative.. C. The provisions of Subsection B shall not apply during periods that an employee is separated from the representation unit but shall be reinstated upon the return of the employee -to ' the representation unit. The term separation includes . transfer out of the unit, Tayoff and - leave of absence . with a duration -of 'more than thirty (30) days. D. Annually, the Union shall provide the Director of Personnel' with copies 'of the financial report which. the Union annually fil.es .with„ the California Public Employee. Relations Board. Such report shall be available to employees in the unit. Failure to file such a report within sixty, (60) days after the end of its fiscal year shall result in the termination of all agency fee deductions . without .jeopardy to any employee, until said report is filed. 4 . i E. Current Employees and New Employees. 1. On or. before August 1, 1984, the County will mai 1 . to all•• employees who are not members of the Union an "Employee . Authorization for Payroll Deduction of Local #1 Membership Dues or Service Fee." The employee shall have thirty (30) calendar days from the mailing of the authorization form, to fully execute the authorization of his/her choice and return said form to the County Personnel Department. 2. An employee hired into a job class represented by Local No. 1 on or. after August 1, 1984 shall be provided through the County Personnel Department with the authorization form listed in 'Subparagraph 1 above. Said employee shall have thirty (30) calendar days to fully execute the authorization card of his/her choice and return said form to the County Personnel Department. 3. If the form is not returned within thirty (30) calendar days, or if the Union reports that an agency shop fee in lieu of the initiation fee or a general assessment has not been paid, the employee will be subject to dismissal . The Director of Personnel shall commence dismissal proceedings by giving a Skelly Notice pursuant to the procedures set forth in this Memorandum of Understanding. An emp loyee served with a Skelly Notice shall have until the response date shown on the Skelly Notice to either file the authorization form, pay the initiation fee or general assessment or otherwise show why he/she should not be dismissed. Any back pay and costs incurred •by the County and its .staff defending appeals from dismissal shall be reimbursed by the Union. F. The Union shall indemnify, defend and save the County harmless against any and all claims, demands, suits, orders, or judgments, or other forms of liability that arise out of or by reason of this Agency Shop Section, or action taken or not taken by the County under. this Section. This includes but is not limited to the . County's attorney fees and costs. G. The authorization of payroll deductions described in Subsection E shall require the employee to agree to hold the County harmless from all claims, demands, suits or other forms of liability that may arise against the County for or on account of any deduction made from the wages of such employee. H. ' 1. Section 2.2 shall take effect on August 1, 1984 provided that as of July 1, 1984, a majority of all employees represented by Contra Costa County Employees Association, Local 1 have authorized.. dues deduction, or one calendar 5 -month next . after the certificationof. a secret. ballot election, in which a majority, of those eligible to vote 'do vote to implement. an agency shop fee: 2." An election ,.to, implement the provisions of this section shall not prohibit or restrict an election to rescind.-this section as provided for by Section 3502.5 of the Government Code. 3. . All employees holding probationary or- regular status in., classifications included in - the unit, on a date thirty (30) 'days prior to the holding of the election, shall be eligible to vote in such election. The ballot shall., be in the following form: a. _I vote in favor of the agency shop. b. I vote against agency :shop. I. Non-severablity. The provisions of this section are non-severable;. if any of. the provisions' of this: section is declared to be unconstitutional or. legally void., or unenforceable,, the . entire section shall become inoperative. Upon request of the Union, the County shall meet and confer to replace such struck provision(s) . J. The .County' Personnel Office shall furnish a complete and full list of all employees represented by the Union 'as soon as feasible after the execution of the Memorandum of Understanding and shall furnish a monthly list of al.l new. hires to the Union thereafter. 2.3 Communicating With Employees: The Union shall be allowed to ,use designated portions of bulletin boards or display areas in public portions of. County buildings or in public portions of offices - in which there are employees. represented by the Union, provided the -communications displayed have to do with . official organization business such as times and places of meetings and further provided that. the employee organization appropriately posts and removes the o information. The department, head reserves 'the right to remove objectionable materials after notification, to and--discussion with the Un.ion. Representatives of the .Union, not on'.County time, shall be permitted to place a.. supply of employee literature at specific locations in County buildings if arranged . •through the Department Head or designated representative; said representatives may distribute employee organization literature in work areas . (except work.-areas not opento the public) if the nature of the literature and the .proposed method of distribution are compatible with the work environment and work in progress. Such placement and/or distribution shall- not be performed by on-duty employees. The Union- shall be allowed access to work locations in which it represents employees for the following purposes: A.. To'post literature on bulletin boards; B. to arrange for use of a meeting room; - 6 l3� r. A 1 MOU Agriculture & Animal Control Unit 1 2. CC Employees Local I Res 84/438 adptd 3 MOU Hosp Attend LVN Aide Unit 4 Same as 2 5 MOU Building Trades Unit 6 Same as 2 7 MOU Deputy Pub Defenders Unit 8 Same as 2 9 MOU Engineering' Unit 10 Same as 2 11 MOU Fiscal Svcs Unit j 12 Same as 2 1 13 MOU General Svcs & Mtce Unit 14.Same as 2 15 MOU Hlth Svcs Unit 16 Same as 2 17 MOU Investigative Unit 18 Same as 2 19 MOU Legal & Court Clerk Unit 20 Same as 2 21 MOU Library Unit 22 Same as 2 28 MOU Probation Unit 24 Same as 2 -2- 2.2 Employees hired' on or after October 1, 1981, in classifications assigned to units represented by the Union shall, as a condition of employment, complete a Union dues authorization card provided by the Union .and .-shall have . deducted from their paychecks the membership dues of...the Union.. ;Saj d employees shall have thirty (30) days from the date of hire to decide if,� he/she 'does 'not want to become a member of the Union. Such �decisi'on not. to become a'-member of the Union must be made in writing to the Auditor-Controller with a copy to the Employee Relations Division within said thirty. (30) day period. If the employee decides not to become a member of the Union, any Union. dues. previ.ous-ly deducted from the employee's paycheck shall be returned to the employee and said amount . shall be deducted from the next.dues deduction check sent to the Union. . If the employee does not notify .the County in writing of the- decision not to become 'a member within the thirty •(30) day period, he/she shall be.deemed to. have"•volun- tarily agreed .to pay the dues of the Union, Each such dues authorization form. referenced above shall include a statement that the Union 'and the,County have entered into a Memorandum of. Understanding, that the employee is required to authorize payroll deductions -of'-Union dues as .a condition of employment, .and that such authorization may be revoked, within the first thirty (30) days of, employment upon proper written. notice by the employee- - within said thirty (30) day period as set forth above. Each such employee shall, upon completion of the authorization form, .receive: . copy'of said authorization form which :shall be ,deemed proper notice of his/her right to revoke said authorization. 2.3 Maintenance of Membership. All employees in uni'ts','represented by the . Union who are currently paying dues to the Union and. all employees in such units who hereafter become members of the Union shall -as a condition of continued . employment pay, dues to the Union for ,the duration of this Memorandum of Understanding and each year thereafter so long as the Union continues to_repre- sent the position to which the employee is assigned, unless the employee .has exercised the option to cease paying dues in accordance with Section- 2.4. 2..4 Withdrawal of Membership. By notifying .the Auditor-Controller's Department in writing, between May 1, and May 31, 1985; any employee may withdraw from Union membership and discontinue paying dues as of the payroll . period, commencing May 1; 1985, discontinuance 'of. dues payments to then be reflected in the June 1091 1985 paycheck. Immediately upon close of the above mentioned thirty (30) day period the Auditor-Controller shall submit to the Union a list of the employees who have rescinded their authorization .for dues deduction. If the foregoing is in accordance with your under-standing; .please indicate acceptance and approval in the appropriate space below. Dated Very truly yours, Contra Costa County APPROVED AND ACCEPTED � . Contra Costa County Employees Association; Local No. 1 By: BY. .tG Contra Personnel Department ' Costa Third Floor, Administration Bldg. + 651 Pine Street Count Martinez, California 94553-1292 1 (415) 372-4064 Harry D. Cisterman Director of Personnel July 23, 1984 Mr. Henry, Clarke Business Manager Contra Costa County Employees Association, Local 1 P.O. Box 222 _ Martinez, CA 94553 .Dear Mr. Clarke: As you know, on July 3, 1984,. the Sacramento County Superior Court issued a. decisionin the County of'Contra Costa, et al v. the State of California, finding, among .other things, that Section 3502.5 of the Government Code (Agency Shop) is unconstitutional . In consideration of the Agency Shop provisions contained in the July 1, 1983 - June 30, 1985 Memorandum of Understanding between your organization and Contra Costa County and Board of Supervisors approval of that memorandum of understanding, it hereby, agreed that: 1. The Union shall indemnify, defend and save the County of Contra Costa harmless against any and all claims, demands, suits, orders, or judgments initated by or in favor of third parties, or other forms of liability that arise out of or by reason of the said Agency Shop provisions, in favor of third parties including but not limited to the County's attorney's fees and costs, not withstanding the non-severability provi- sion included in said memorandum of understanding. 2. The County will seek "declaratory relief" in the Superior Court of Contra Costa County to adjudicate the validity of the agency shop provisions, as to which action the County shall bear its own attorney's fees and costs, but not those of the Union.- 3. In the event of a final judgment either in the Sacramento County litigation or in a declaratory relief action that Section 3502.5 of the Government Code is unconstitutional , the agency shop provisions shall henceforth no longer be enforced, the Union shall refund to the County all agency shop fees paid by non-members, together with all interest payable on such fees not exceeding 10% per annum, and the following Maintenance of Membership provision shall come into effect: !Oma t INTERNATIONAL PERSONNEL MANAGEMENT ASSOCIATION MEMBER i CLa55 is )ALAI-,Y LI STING PAGE 1.3 of 13 ' PRO EAT ION UNIT CLASS L EV EL SNLA kY rAPiUt LLASS TLTLL 7AwA . -05 - 1245 1578. QJ I51 8. 0 . . GErUTY PRCoAT i CN. CFF I C E k I 7Aw1 C5 - 1245 1578. sj - 1. 5L8. no . DtHUTY PkLbATICN CFFICER I FRUJLC Tj 7AVA C5 - 1459 1954. fjJ - 2. 75.07. . ' . DEPUTY PRGbATICh .CFF'ICER II 7AV1 C5 - 145 5, 1954.x ; - 2.375.,UC DEPUTY PRGb.ATi (N CFF ICEF II-.- ;)KOJELT TATA G5 - 1532 21U2.-ju - t555. 0C' DEPUTY PRLb'AT.I (N CFF IC ER III 7AT 1 . C5 - -•1532 21 92.U'U - 2555.. CG- . . .DEPUTY PKCuATI CN CFFICER 111- PROJECT 7K.WA . C5 - 1114 13o4. t•O - 1.682.00 _ GRGuP LCUNSELLCR 7Kwl C5 - 11.{14 1384.;;J - 1632:D0 GRLUP LCUNSELLCR I FRCJECT 7KVA C5. - 1258 1.598..uv iS43,0Cil o GRCuN LGUNSELLCR . II 7KV1 C5 - 1258 . 151V Ji - IS43o0J GPGUP CCUNSELLCF II FRCJECT 7KTA C5 - 1,374 . 7,45,uv - 2182.00 GRLUP GCUNSELLCP III 7KT1 C5 - 1374 1.795. uL 2182.00 GRLuP CLUNSELL(k -II1 FRCJECT 7A73 C5 - 1016 1255. vU i 525,, 00 PR( bATI UN A ILL PRCJ ECT 7A7A L5 1117 . 136o.j - 1687.00 . FRLbATiLN aSJISTANT, 7A72 . L5` - 1117 . 1388.UU - 1 b8:7.^0 . . PRLoAT I LSV ASS I-ST ANT PRCJ ECT - 7A8A C5 1135 141.j.0 i 1718. 0-Cs. PRLbATILN TRAINEE 26SE C 5 - 1052 I3Ui. JU - 1581. 01) . PUbLIL tjtFtNJLR L I t ISCN A ICE 26Sl C5 - 1052 . 1301.ju - 'i 581000 . PUbLIC UE-FE NJ)LR LIAISDN AICE - PROJEC 26SA C5 - 1478. 1991.Ju. 2420.00 . PUoLIC UEFcRuER .LIAISCN WCRKER • 0a0Q; CLASS �. Si►LAKY LISTING PAVE 4 of 13 L IERARY UNIT CLASS LEVEL SALARY RANGL CLASS TITLE 3At-A C ; - 1431 19ii.Uu - G.3;;9. n,1 BRANCH LIE3hARI41\ 34WA L5 - 1291 1652,Sii - 20B. 001 . ak LIGnAkIAN 3AW1 C5 - 11291 . 1652.uu - 4608.00 . LibkAkIAN-PRKiECT 3KVA C5 - 0910 . 1198.+3 - 1457.00 . LIL)kAkY ASSISTANT I . 3KT�4 . C5 - 1 117 . 13bd.1 (J - 11687.0 re Ll O; kAkY AS, i IST AKT I I A.VA . C5 - 1431 . 19; j. 3j - 2j19.001 LIbkAkY SPECIALIST 3AHC . C5 - 1529 . 20v5.0 - 1547.017 . SENiLik dkANCH LIERARIAN *includes 3% comparable worth adjustment • CLAS. L SALAKY LI STINki PAVE 11 of '13 LECAL AND COURT CLERK UN1 T C L A 5 5 LEVEL SALAKY kAivL7c CLASS TITLE J PVA C5 - 1309 . 168e.U%j - 24j44. CC *LEGAL CLE kK JPWA C5 - 1415 4282.00 . *SUrckILk-Li UKT CLERK .*Includes 3% comparable worth adjustment i 000 CLASS t� Jia LAKY LI STI NG PAGE to of 13 � EALTF SERVICES UNIT C LASS L EVIL SALAK i:Alvvc C LAa:> TI TLt VSVA . C3 - 1447 21t8. J2347. 00 CCC,UPATI NAL TEEFAPIST VYWA C3 - 1622 2535.10 - 2195. 1 PHS ii MALIST I VYTA . . C3 - 1695 . 2747. 60 - 3t 7. (',C PHAkMACiST II VY9.E . (;5 - 1384 1343.401 - ib33oCO . . *PHAnMAGY TLLHNICIt'N V5V8 C ? 1 +47 . 21.28. uv [:147. CO . . *PHYSILAL ThERAFIST V9SE . C5 - 1706 . 25ui.vu - 3L4t`o00 . . PHY:>iC[AN ASSISTANT V2W,1 . L- 5 - 1544 2127- Ji - 0586.00 . PSYCHCLCGI.)T - PRCJECT VZWA VMSC _. C5 1544 - 1419 21817. v - 2586.0 2 2�So p t�r3 logy tALTt1 CENTAL HYGIENIST V7VA . C5 1428 189,+.A)J - 4302.010 . PUBLIC HEALTH EPICEPOLCEIST VOWA - C3 - 1437 2161.ou - 1323.CO . .*PUuLIL HEATH NICRCEICLCGIST VCTS . ,C5 - 1535 21i)zs.JCi 2562.013 . .*PUbLiL HEALTH PiCRCEIGLCGY SPECIALIST VVXA . T9 - 1540 2282.W - 2921.00 o .*PUULIL HEALTH AUR'SE V9Wb . C5 - 1425 . 1889.uj - . 2296.40 . .*PU6LIC HEALTH NUTRITIONIST V9W1 . C5 - 1425 . 18619.0 - 2296. 0; . .*PUBLIC iiEALTH NUTRITICNIST - FROJECT VBWA . C5 - 1342 173d.'Uv - 2113.00 - PUbLIG HEALTH kPCICLGGIC TEChNOLOGIST VSVC . C5' - 1343 . 174J.J1 - 2115."',,7 - *RELkcATION THtRAPIST V5Wb . C5 - 1180 . 14 18.6 tU 1 797. Cil . . RESPI kATORY T ECF.N IC IAN VSWC . C5 - 1316 . 1694.i.%j ZG59.C4 . . RESvleATORY THERAPIST VEW0 C3 .- 16U5 . 249.3.;;3 - 2748. 00 SEALUK 61C+MEilICAL ECUIPNENT TECHNICIA. VFTA C5. = 1528 2053.JO - 0545.00 . * SENIuk CLINICAL LAECRATGRY TECMOL•UGI V4VA C5 - 1495 . 2C25.00 - 24b2.00 . SENIOR ENViRGNkENTAL HEALTI- INSPECTOR V4SE C5 - 1766 2656. Jtj 3128.00 SENIOR OCCUP.AT ICNAL HEALTI-, SPECIALIST V8VA .. C5 - 1391 18,25.++0 - 2019.00 SEN IUk KACILLGGIC TEC1-..NGL0GIS1 V 28A C5 - 1129 14U5. uQ - 1 7038.CC . . SCC I AL REHAtI L ITAT ICN ASSISTANT * Includes 3% comparable worth adjustment GLASS z, SALAM' Y LI STI N" PANE 9 of 13 FEALTF SEI VICES U`� IT CLASS LEVEL SALAkY r;HiNti>= CLASS TITLE V9WF . C5 - 1389 1B.<<. �J - 1114. x'" . . *ACCGuNT KbIRLS E.NTAT IVE/CONTRA COSTA Health Plan VESE C5 - 1519 ± . 2075.#L v - 1522.^101 ALC LHLLIC kEHAEILIT,AT ICN CCUNSELLGk VEVA . C5 1:)77 I334.0 - -142lohO ALCLHCLiSN REhAeIIITA'T.ICN .ASS ISTANT. VETE . C5 _ 1281 . 16�5.�v` = ISdS.Pu . ALCLfiLLISPM kctiAELl ITAT ICN LEAP WOkKr VETA : . C5 - U872 10o7. uu ij4110, . . ALLLHULSM RLHAHLITA.T ICN TRA INEE VEVE C5 - 1141 . 14,.-,z - 1728.00 .. . ALCLHGLISM REHtEILITATILN •WORKER ' . V47A . C3 - 1256 . 1611. 4v - 1158.0 i . e ASJISIANT cNVI RC'NMENTAL HEALTF INS • _ VFWC . C3 - 15019 22t5.%J - .2497. C-0 . BILNE014LAL EW IFN,ENT TECHNICIIN VF78 . C1 .- 1184 FLAT - 1.604. 0V . .'*CLI NI CAL LABL KtTCRV TEC! NCLCG IST I . VFwF . C5 1431 19kv. 0v- 2S. 0+a . .*CLI NILAL LAEL kATCRY T ECHNGLCC IST III v iW i . C5 - 16901 2461. uv - 1992.00 . CU NIiAL PSYChElCGIST PR'CJECT V7WA . C.5 - 138C 13-;a 8.vi - 162t..GiC . CCMYUNICA6LE .1 15 EASE TEC,HNICItN VFVL C5 1523 . 2Co3.0v - 1532.x ? . .*CYTCTLCHNL;LCGIST. VMVA C5 - 1419 1877. 0v - 1 32.00 . DENTAL HYGIENIST 1KSA C5 - 1328. . 1714.Uki = 2C:83.01) . .*DIETITIAN VHW5 C5 - 1043 . 126S. O - 1567*G J . . DISL 6VEAY LCUNSELLCR I - PRCJ E( T VFVP . C5 - 1183 . . 1483.vi - 16 02 j . . DiSCUVEKY CLUN SELLCP II VFV2 . C5 - 1183 . 1483.UU - 1602-CO . 01zLUVExY L,CUNSELLCR II - PRLJECT VHWD C5 - 1043 . 1289.U'o 1567.00 . 01 LGVERY LLUNSELCR I V5Wu C5 1108 1370. uiJ It72.Oo ELECTkLLAkiulGuPAP h 7'ECFAICIAN V4WA C5� - 1422 186. . Jv - 1189. rC . ENVIRGhMENTAL FEALTI- INSPECTOF V9WD . C5 - 1117 136x. JQ - i 68.7.00. . .*HEALTH- GAAL CLUNS ELL.GR I V9VA . C5 - 1245 157o.uJ - 1518.00 .*HEALTH CARL CL:UNSELLCR ` II V9T8 C5 - 1389 1822. JU 1214.00 . .*HEALTH EARL COUNSELLOR III VMWA C5 - 1471 1977.U:J = '14104.01 HEALTH EDUCATLF V F W E C5 - 1147 . ' 14.3 L) i - 1'73 S. 0L HII"UTECHNILIAN V9W E C5 1233 . 1559.;:J - 1895.(10 .*HCNE ECL NCM I5T VBWC . C5 - 1253 . 15yu. %jQ - 1533.CC, . . UNiOR RAO IGLiCIC TECFNCLCCIST V )50 C5 1x38 128.3. CJ - 1555.0=.: .. LAbi.KATCkY. TEi;¢NICIAfv 9yviC ._C5 - C!86u 1074.00 i.335,Cr� . LEAKNIivG CL;NSuLTAKT AIC.E 99"x11 C_5 - 0360 . 1v74.uu - 13'"15. C1 . . LEAi<NINL, Ct:NSULTANT AICF - PRCJECT. V2AC . C5 - :474 . 19d - L4i1.0 ) . . MENIAL HEALTH" tCT.IVITIES SPECIALIST V AWA C.5 - C93U 1152. 0%.0 - 1401'.013 MENTAL HEALTH FkCCRAM AICE VQXA . TA - lb97 I4bc,.L;U " 305. 0C MENTAL HEALTH TPEATNENT SPEC I tL IST V4SA C5 - 1606 2268.OU - 275ti..00 CCCUPATILNA.L HEALTH SPECIALIST Includes 3% comparable worth adjustment oo0.13 CLASS ,A LAKY LISTING PAGE 8 of 13 GENERAL SEkVICES AND :MAIi1iI'LNiANLE uN17 CLASS LEVEL SALAKY KAr4Gc CLASS TITLZ 91VA C5. - 1255 15y0..) U STLREKEEPE„ 91WC . C5 1 I56 13 b. LoL - 1538.00 . . STLkLRLCM CLERK 91w i C5 - 11)5t: 13Jb. Li) - 1588.00 . . STLktkGUM LLEAK - PRCJ ECT PSTO . C3 - 1348 1928.00 - 2126.Cu TRAEFI(; SI ;N CCCRLINATCK 65w-, C5 .":93b 1158.L)-� - 14-.18. 00 . . VICTIM - WITNESS ASST FRGGRAM SVCS Aide 65W2 C5 - G955 1161.. y - 1-+35.nA . . VILTIM/WliNESS ASSISTANCE AIDE - PRUJ t65W4 . C5 - 1135 1413a00 - 1718,00 . . VICTIM/w.ITNESS ASSISTANCE FRCCRAM Spee-. 65WA C5 - In,04 . 124u.OU - -1507.00 . . VILTIM/WITivESS ASSISTANCE WORKER P6W8 C3 1245 1739.Uu .1918.00 . WASTtwATER TRcATMENT CPERATGR I P6VA C3 - 1339 . 19il.V, u - 21:37.00 . INASTEWATER TRcATMEKT CPfRATCR II P6WA, o C3 1343 . 191be''Ou - [115*00 . IAATCR QUALITY CCNTRCL GPERATOF I P6Ve . C3 - 144C . 2114.Uu - 2:330.CQ kATtk QUALITY CCNTRCL CPERATGF II PbVC . C3 1,489 . 22zt . 0u - L447.00 i%A7ER QUALITY L-AeCRATORV TECENICIAN P 6W L . L 5 - 1245 . 1578.U1.10 - i 918,G0 RAI ER QUALITY CFERATCR-IN-TRAINING UPW E . C5 1284 164ii.0.h1 - iS94.00 , AELU LGNTF-6L TECHNICIAN GKWA . C.3 - 1052 1434.66 - 1581.0(3 . 61hUbW jOASHfR GPTE! . C3 - 1306 . 1849.OU - /-038. 00 . . )AChK PRLGRAM GREW LEACER GPT1 . C3 - 131')6 '1849.Ou - 2638.00 WCr.K TEST i litiri LEACER-FRCJECT r CLA S5 c; _ALA, Lt. STI,N� PAS 7. of 13 . GENEkAL SERVICES AND MA INTtNkNi -c. UNI T CLASS LEVEL SALAnY KANGE CLASS TITLE GP 7A C3 - ')V39' . 1317..vu = 1485. JG .. GRLuNbSKEEPE+i 64vC . C5 - 1235 . 15b2. UU - 4 1899.0 . IutATF ICATICN TECHNICIAN II 64SE C5 1477 I S b ilc' - 2418.011 . IGENTIFICAT ILN CFFICE8_11 64;4F G5 - 1`146 . . 1253.i10 - 1572. 0E . IDL NJIFICA� IL;N TECHNICIAN I IK'4C . C5 - 7394 11350.C0 INSTITUTIONAL SERVICES -AIGE: . 1KV8 . C7 - 0 918 7 1219.00 - . 1b34•0J. .* I ,tiz.TITUTILNAL SERV I'(LES kCRKER PSWE . C3 - -1141 15b8. Js - 1128.00 . LAbLktk 1KTA a C3. 7 1268 . 17 6J.UU - 15b2.0n . LEAU LLLK GKT13 . C3 1362 • 1449.vu - 1597.00 . LEau CUSTCUTAN GPTA . C3 - 1257 - 17cJ.uu 1.9410 0O LEA,: ;AADENEA GKTA. Cy - 1126 . 1544. c' - " 1733.0G . . LEAD ,aINULw WAShER 3KiaJ C5. - 1334 . 1276.J�3 -- 1553.04 . LIbRAkY EQUIPMENT TECFNICJAN 9XWG C5 1)71 e 132b. 3U - 1b12.(313 . NAILING MALHINE 'CFERATCR FATE C5 = 1689 2459.U.. - 2989.G3 " . " • MECHANICAL INS FECTCR. 9XWA C5 - 0817 . 1029.Ju - 1251.0 C •. t'Ii,kL;FILM TECHNICIAN I 9XW4 C5 - 0817 1029.-C) - 1250.00 . PILkLFILM TECHNICIAN I - PFGJECT 9XVA C5 - J914 a 11».x; - . 1_77.00 . PIGKutILM TECHNICIAN IL 9XV1 C5 - 0914 . 113.:�.'Uv - 1.377,00 MIL FLFILM TELHNIC [AK II - PRCJECT. 9XTA . C5 - 1013 . 125i.i i 1521.0; . . 01LkLfILM T ECHNIC-IlN III' 9XWC C5 - 0812 1023.u,3 - 1144.,00 . UeILE SERVICES WORKER I 9XVC C5 - 0921 1141.00 - 1387.013 . . CH- ILE SERVICES WORKER II GNVA C3 - 1402 . 2035.i;u - 2243.00 . CPLKATING ENGINEER ,999C C5 - 0796 10v7. CLt - 1224.00 a FRLLESS SERVER PSWA . C3 - 1462 21b1.30 2382.04 . . : RCAi) MAINTENANCE . CARPENTER . 64WD . C3 - 1187 . 1641.iii - 1610.00 SELUitiTY GUARD FRTA "C5 7. 1.416 . 1872.L`u- - 175.00 .* SEK1W< 6UILLING PLAN ChECKER ?ETA C3 - 15'58 . 237;1.0;; - 2b22.00 . SENIL i% LGMtMUNL CAT IONS TECHNICIAN 64TA C5 - 1343 1740 .011 211.5.40 . .* SEN1uj< SHEnIFI• 'S C.ISPATChER 6"4WA C5 - 1245 . '1578 iU - IS18.0f) * SHL hIFh'S 3ISPATChrR - 64W 1 . C.3 - 1187 . 1641.0U - 18 13`l. 01C, . SHtKIFF 'S S ERV IL,ES. ASSISTANT - PROJ EG 64W C5 111C 1378.Ou - 1b76. C4 . . SNL KIrFI'S SEnVICES 15S,_ISTANT I 64VE C5 - 1235 15bz.v + - l899.11G e SHL Kihh 'S s EkV ICES ASS ISTANT ' II 999A C5 x793 10 1121.00 . . . SPt4I .+L Q'UALIF- ICAT IONS WORKER PSTC C3" - 1443 212::.Gu 37.C'G . SPLLLALTY 4"Acov LEACER" GhWC C3 - 128U .. Mill,. ii J - i986. Cli STATiUNARY 8LILER CFERATOR Includes 3% comparable worth adjustment (Wo e LLA as v �ALAKY LI STING PAVE 6 of 13 GENEKAL SERVICES AND MAINTLi,,ANLt UrilT CLASS LEVEL SALAM' KAVG.c CLASS TITLE 9BWEt . C5 - 1144 . 142o. Jj - 1733.00 AIM-PUKT SLKVii.ES TECHNICIAN .1 9EVA . C5 - 1242 .157j. u - I512. AIkPUKT SLKVICES TEGFNICIAN 11 PM7A C3 - .1403 2037.i3v224 E. CA1 AFPRt(\TILE h�FCt ANIC -31WA C5 - 1129 14u5. 1x 17;,3,110 . . AS�I�>TAiIT AUT00ET IVE PARTS TECHNICIAN 91VE C5 - 1268 0 16.4.Uv 1562. 0(I . AUIL14GTIVL FAKTS TECHNICIAN, 917A C5 - Ii-156 . 13;16.Qu - 1538.Ov . AUILMGTIVL PARTS TECHNICIAN TFAINEE 3KWC C5 - 0.949 1174.00 - 1427.00 , .* $CGKMENUER FAW8 . C3 - 1439 2112.0.; - 2328.0) . BUI LU'LNG INSPECTCR I FAVC . t3 - 16.19 . 1 2S18.uv - 2787.00 . BUILDING INSPECTCR II FRWA . C5 - 1172 . 1417. iU - 1783.00 . A BUi LDI NG PIA(\ CHECKER I FRVA C5 - 1315 1691.Jt! - 2 to63. 00 . 8W LUI hU FLAN ChECKER I.1 FK7A ; C3 - 0977 . 13_)i. U - 1467.CO 8Uii0INU PLAN CHECKER TFAINEE IEWA' .. C5 - '10168 . 132r.tU - lb0'7.00 A CENTRAL SUP-FLY TECHNICIAN PMMA C3 - 1581 0 24-34.OU c 683.010 . CCMBINATICN WELGEF PEW. . C5 - 1150 1435.Uu 1144.00 . C[MMUhICATLGt%S ECUIPMENT Al[E PEwA . . C3 - 1454 214.3.JU -.363.130 . . CCNr~!UNILATIENS TEC1-NICIAN 1KWA . C.3 - 1.121 1537. 0v - 1694.00 . CCLK 1K 7A C5 .- 0994 1229.00 - 1494.00 . . CCLK'S ASSISTANT GK 7A . C3 - 0842 . 1163.uu - 1182.00 . . CUSTODIAN I GK71 . C3 - 0842 11 o3. UO - 1282.00 . . CUSTODIAN I - PFCJECT GKWE . G3 7 .1964 1313.x0 - !448.00 . o CUSTLLIAN iI 9QWA . C5 - 1374 13.3J.Uv - i b1 b.On GRI VER CLERK 9QW1 . C5. 1.374 . 13..� 1.0i - ib16.00 . I;RJVEk CLERK - FRCJECT 9XV6 C5 105U 1298.x0 1578. (0 OUPLIGATINO MACHINE GPERATGk J9SA e C5 - 1141 1422.ti v - 1728,00 ELLLTIONS TELHNICIAK FATA . C5 -. 16119 2459.jL - 2589.00 ELLLTRILIAL INSFECTCF PowE 0 C3 1510 2267.0iy 2499.00 ECUIPMENT MECHANIC PSVA . C3 - 1304 ". 1845. ' ; .2C34,C,C . , EQUIPMENT UPERATCR I PSTA . . C3 - 1443 . 212.1.0 = - 2 37.00 . a ECUIPMENT GFEkLTCR 11 PWa . C3 - .1269 1762„iiu - 1564.00. . . ECUIPMENT )ERV ICE. WHITER PMVA . C3 - 1269 17x2. J%- 11J54.00 . . Ei UIPMENT SERVICES WORKER 64SG . C5 - 1324 . 1.71)7;uv - [i; 75.0 i . FINGt:kFRINT EXAkINER oC7A . C5 - 1282 . i637. J: - 1530. 00 . FChcNSIL TcCHNCLCGIST FMWC Clg82 .. 1331. CU 11*74.rO GAKAGE ATTtNuANT PMWI C3 - '.1982. 1337. 2;;; - L474 C. . . GAkHvt ATTENDANT - PRCJEGT CPAA C5 1110 1.376.00 i 676.CG GAF:uEhEA * Includes 3% comparable worth adjustment CLAS, SALARY .LI-STING PAVE S. of 13 F ISCAL. SERVICES UN IT LL ASS LEVEL SALAk 't i ANut LLA�S TITLE SAWA '. L5 - 1293 1655. Q - 2t 12. +;? ACLLUNTANT I SAVA e C5 1482 1959.x; 243 C. 01 ACLLUNIANT II SATA . C5 - 1562 : . 2166. ;'% - 2632.00 ACLCUNTANT 114 SI4VI C5 - 1482 1999.,J0 2 1,3 C.0;;J . ACLL:v1.7ANT 11 PRCJECT SFwA • C5 - 1293 1655. v - [ :12. PC AULITUR I SFVA . C5 - 1489 201j.JU 2447.0', a . AUDITGK I-I` STWA C5 1382 18u9.JO - [1.9(3.00 . BUYER I STT.A C5' .- 1486 . 1555. J : - X425.(1,0 BUY ER . II SMWE . C5 - L006 1242.Jti - i510. "0 CCLLELT1UN SERVICES ASSISTANT ' 1 SMVA C5 - 113.8 1418.Jo - 1723. 00 . CCL LEL T GN SERVICES ASSISTANT II" SM71 . C5 - C696 1113. 1 - i53.0C CCLLLLTIUN SERVICES ASS IST.ANT TRAi1vEE SMWB L5 - 1249 Project 1584.�U - 1525.00 . CC;LLELTICiN SExVICES CFF ICER LJWB C5 - 1116 • 136 7. W) - i+c8b.CO CCN;FUTEk GPEAATCR LJ 7b C3 - 1040 .. 1417.UJ 1552,(10 . CCMFUIER U;ERATCR TRAINEE LJ71 C5 - 13970 1196.Gi - 1457.00 . DAIA PhL;CEJSING ECUIPMENT. LPE6ATOR TR SMWF C5 - . 1071 132o.Uu - Iol2.W) . ati FAMILY SUPPCAT COLLECT ICNS LFF:ICER-A SMVI: . C5 - 1203 151s.JU - 1635.CO, . . do FA1r:ILY SUFPCKT COLLECTICNS .LFFICEk-B `SMTA . C5 - 1331 1719.1JU 2u9J. CG . FAMILY SUPPLkT COLLECTIGNS OFFICER-C S5W6 . C5 - 1205 151(j.: s - 1.842.00 . FILLU TAX LULECTCR LAWC C5 - 1431 19UU.UU e:� 00 1NFW<MATIGN LL NT Ek SPECIALIST I LAVC . C5 - 1577 0 2198.,Ui ., 2672.00 I1\1 a W1 C-N LcPT EF SPECIALIST 11, LAWA C5 1431 19t1IJ.uU 2Jr;G.CO . PRLGRAMMER .-I .LAW2 C5; 1431 . 1900.OW 2309.00 . . PRLGKAMMER 1 PRCJECT LAVA . C5 - 1577 2198.OU 2672.00 . PRL6RAMMER Ii LAV1 . C5 - 1577 2198.4io 2672.(10 . FRLGRAMMEk 11 - FRCJECT LATA . C5 - 1253 1591..UU - IS33. 00 . FRL6KA' MMEk TkAINEE LJVH C5 - 1214 . 152y. - 185y:1 C SENICK L'UMPUTER" CFEFATCR LATF C5 1713 . . 25,19. 0 , - :JC61.04J SFNILk. PRCUFAMPER LATO • C5 - _1830. 28 1•';1v - 34.41.00 e . SENIUA SYSTEMS SCHWARE ANALYST S1WB . C5 - 1635 • , 23.10 J'U - 2632. CO . SYSTEMS ACCLUNTANT S1WZ C5 - 1635 233J. try - 2o>3'2.0 . SYSTEMS AGLCJi TANT PRCJECT LAV8. C5 1699 24;sUSY,,TEMS JLFTWAFE ANALYST LAT-1 . C5 - 1;699 24t),+.0Q - 301.9. 0ki SYSTtMS SLFT►,i.+FE ANALYST - PRCJ ECT' *Includes 3% comparable worth adjustment 0001 3 C L A SS `, SA LAk Y L-I S TING P Au E 4 of 13 ENGINEERINC UNIT CLASS LEVEL S,",L.A :Y KANOL LLA�a TITLc UYVA L5 - 1502 204; .J - 247; 0P . ASSISTANT KEAL ARCPERTY AGENT DYTA G5 — 1698 2481.E r' — :)L16.00 AS,)ULIATE KEAL FFRCPERTY AGENT CF'WL C3 — 1471 do.uJ 24014. il0 GRArTlNu ESTiMATCR NXWA C5 — 14-71 1.917, OU 2404.00 .. .GKADING TECHNICIAN .5FWA C5. = 1101 130o. uu — lLbl.0o GRAPhILS TELHNICI4N I 5HVA C5 — 1328 �. 1714:00 — 2083.00 , , GRAPHICS TECHNICIAN II 5F.V1 C5 — 1328 < 1714.:00 — 2083.00 . . GRAPHILS . TECHNICIAN I I" PRCJ ECT NPWA C5 — 1101 1366. 0u — ib61.00 . . JUNI Ck DRAFTER NP.wl . C5 — 1101 1360'. JU — 1b6.1.0(1 . . JUNI&, UKAFTER — PROJECT DYWA & C5 — 1217 1:534. uJ — 1865. 00 . . JUNIUR kEAL PRCFERTY AGENT CY7A , C,5 — 1062 . 1314+.0; — 1597. 00 . . REAL PRCPLkTY TEChNiCIAN NPV" C5 - 1328 . 1714. IJ: — 2 83.00 . . SENiUK LRAFTLA NXVA C5 1568 21799u � 2t48.00 . . SENIGk GkAj.ING TECFNICIAN NP:FE C5 — 1418 . 1875.JO '— 228C.10 . . SUFCRVISING Ck4FTER N4WA C.5 - 1312 1667.00 — 2I50,C71 . . TRAFFIC, SAFETY INVESTIGATOR = a C L A SS L SALAKY -LI STI NG PAGE 3 of 13 EU ILCING TRADES UNIT CLASS LEVEL SALHKY . A;vGr CLAS IITLt : CFwe C3 - 1553 23bb.vv CAn1?cNTE1i CFWA . C3 - 1613 - .. 251.).00v - L7,717.00 E L L L T h I L I A N. CFTC C3 1660 ?63 '.'Ju - 4: 503.0G . .LEAD CARPENTEk GFTA C3 1.706 2763. Ju - 306. 1)0 lEAu tl.tCTkILIAtt GFTE C3 - 1664) 263-i-liki - 45J.3. 00 LEAL) PAINTEF GFWc C.3 - 1553 23o6.uv .- 2b ?5. 3G . , PAl NrL-k GFWF C3 - .1608 '25jJu. UU [75.6.GU . . PLUNbizk ',PIPEFITT.ER' GFTo e C3 — 1742 2856.0v — )151.GC, s STLNMFITTEK r _ 010 CLASS a SALAxY LISTING PAGE 2 of 13 A-TTENCANT — LV4-AIDE , U;NIT CLASS LEVEL SALH 1 i:ANOL CLADS TITLE V9,i A C5 -- 13 40 110-�.UU - 1414. 03 DENTAL ASSISTANT VIM W8 C5 — t 888 11 ij,4.0 — 142. 0 2ti FAMILY PLANNiNC A I C E VKWA C5 0,831 10 1.j0 — 12-29.CJ HCML HEALTH Ai CE I VKVA C5 ^897 1114. :;; 1354.Oti . t HLML HEALTH Al CE II VT,�A C5 — 0946. 117 . 422.00 HC.�IPI TAL ATTLfiCCNT V9TA . C5 — 10jB 1213.;. 0 i — 1559. 01 ak LEAu DENTAL. ASSISTANT VT7D . C5 112-9 `. 14 J..J,O i 7138. CO LILEivSEU VUGAT ICNAL NURSE I VT 7C C5 1177 1474. 0 -_ i792. CC t LILENSEU VLCATICNAL NURSE II V9WC C5 1083 '1342.00' 1631.00 MCkGu1: ATTLNOANT V WE C5 1177 14714. 00 — 1792. 0.3 FSYLHIATRIC TECI-NICIAN VKW8 C5 _ 0888 110 vC — 1342,00 PUbLIC HEALTH AICE V+`1WC C5 — 094G 1103. v — 1414.C0 FUuLIG HLALTH CENTAL ASSISTANT V49A 0 C5 — 0867 1081. Ou 1314.+00 SANITATLON AIUE VT76 C,5 '— 1177. . 1474. uu - 17q2.00 SUt'\GI CAL TtCHNCLCC IST - V5WA C5 — 0946 e 1171.1**UO 1422.110 THchAPIST AIDE * includes 3% comparable worth adjustment EXHIBIT B " CLASS ),4LAnYLISTING PAU.E L of 13 AGn IGULTURE Aril AN IMAL,. CUiY i"hi:L LNi T CLASS LEVEL SALAKY ANv2L CLA;)S I1TLE SAGA C5 — 1287 1645."J-.- 2QJ(J. C") _ •. AGhILULTUKAL b €CLCD IST 1 BATA . C5 — 141 '` . 1.86;, t, — AGh,!LULTWnAL 6ILCL:CGIS,T. Ii • 2.2&1.P� -. BA7A . C5 — 1Lb5 . 14D6. ji,, 1 170.V10, Au iCULTUkAAL o ICLCG IST TF.A INE E BJWC' •. C5 1147 14.j .;;i 17.3 9,CO ,. ANIMAL CENTER TEO-N,[C.I-AN E3Jr)is C5 — 1123 . 1397. 0 ity7mt�C . ANI MAL CUNT Ri L �;EKTEP AT1 EKL;ANT dJWA C5 = 1156 1441754.(II AAI MAL L0NTA'L CF,F`ItE,k BKVA CS::- 1254 15 4. u;i:.. — 1935.04) AM MAL HEALTH :T.ECI-N IC IAN Bt TA C5 = 1459 1554. 375. 00 NERVY CAPAi lTY Wf IG1-T5 CNC -11EISURES:" Inspector V4TA C5 1214 . 152y.vv — i659. 0,0 LE4i, VELTCR CL NTRCLLER 69W1 C1 1110 FLAT i516. C: , r"ESI vETECI Ii ri SPECIALIST - PFGJECT DASA C5 1287 165. 0 �trltl. 7tl o FEST MANAGEMENT SFEt,IAL IST V4wB C5 — 1117 1.368.JC — 1687.OG . . . . VELTLik CCRTRGLLtk BQWA . C5 - 1187 e 1489-Qv — 181Cie 0n . kELU ,ANL) VrkTEERATE .PEST CCNTFOL IN SF BW 7A e C5. — 1123 1397.vu — i697.'00 hEivHTS- u MEASURES INSPECTCk IkAIN'EE 8W"WA . C5 - 1300 1.661.Ju.# LL26. CU - e WEIGHTS ANu. MEASURES INSPECTCh I . BWVA C5 — 14-10 1860. uu — 2261 .OIJ 'AEiGHTS AkL, MLI SURES -"INSPECTOR II 000131, " EXHIBIT A . ft T W Th F S Su S12-8 -1 - 1. 0 0 2. 0 0 3.. 0 0 4. 0 0 S - 5. 0 0 S. 0 0 7. 0 0 8. 0 0 9. 0 0 1.0. PULL #1 0 0 0 1 12. . 0 0. 13. PULL 02 0 0 14. 0 0 15. PULL e4 0 0 16. 0 0 17. 0 0 18. 0 0 19. 0 0 I 20. 0 0 ' - pie 21. 0/9 0 0 S S 0 0 22. <.0- r S S 0 0 0 0 23. PULL 93 0 0 0 0 0 0 G S- a to 24. 6 0 0 0 . 0 0 G Graveyard 3 3 3 3 3 4 4 Days a 7 6 7 7 7 6 Swing 6 7 7 7 8 7 7 '. '. AZ°YACHASENf .B Contra Costa County Employees Association, Local No. 1; Post Office Box 222 martinez,. California 94.553 Attention: For. Henry Clarke Dear Sir's*. .,This confirm the agreement reached concerning ,the scheduling' of Sheriff's Dispatchers.' It is hereby 'agreed and understood 'that the shift schedule for employees in the cl"assifications of Sheriff's Dispatcher and Senior Sheriff's Dispatcher as represented by Exhibit A attached hereto shall remain in full force and effect unless modified by mutual agreement; _" provided. hog+ever, that should emergencies arise during this period the County may revise the schedule to meet the needs of the department. Prior . to implementation of such schedule, the department shall meet with the Union to advise it of the reasons' foe such change. In addition to the agreement on shift scheduling, it eras. agreed that for er:.pioyees 'in the classification of Sheriff's Dispatcher and Senior Sheriff's Dispatcher, vacation time shall be taken in full week units , except that individual days off may be granted when there is a full com-plerQnt of personnel on a particular .shift. [� is further agreed -that up to three employees may be. allowed -to take their vacation• at the same time If the foregoipg conforms to your understanding, please indicate your approval and acceptance in the space provided below. Dated: CONTRA COSTA COU3TY EMPLOYEES CONTRA COSTA COUNTY ASSOCIATION, LOCAL N0. 1 SHERIFF'S DEPAR174EN7 .'000130 i ATTACHMENT A Contra Costa County Employees Association Local No. 1 and the County have met and conferredin good faith regarding wages, hours and ,other terms and con- ditions of em ployment 'for .employees in project classes which except .for the pro- ject designation would be represented by Local No. 1. For example, Accountant II is represented by- Local No. 1 therefore it has been agreed that Accountant II-Project will also be 'represented by Local+ No. 1. Other Project classes that are not readily identifiable as properly included, in bargaining units represented by Local No. 1 shall be assigned to. bargaining units in accordance with the provisions of Board of Supervisors Resolution 81/1165 as set forth in' Section 2.7 of this Memorandum of Understanding. The Union and the County understand that the meet and confer process with respect to' the conditions of employment for project classifications is unique and threfore differs from other regular classes represented by Local No. 1 in the following respects: 1. Project employees are' not covered by the Merit System; 2. . Project employees may be terminated at any time without regard to the provisions of this Memorandum of Understanding, and without right of appeal or hearing or recourse to the grievance procedure specified .herein; 3. Any provision of this Memorandum of Understanding which pertains to layoff 'or.seniority are not applicable to project employees. 55.11 Probation Unit. A. Pursuant to the Departmental Memorandum of October 28, . 1974, the Probation Department will continue to receive_ :.and consider proposals for adjusted hours for employees . -in , the,, Department subject to the criteria set forth in the aforementioned memorandum. Individual Deputy Probation Officers currently on a "4/10" schedule may remain on said schedule for the duration of the Memorandum :of Understanding except when a change to a 5/8 schedule ,i.s' mutually, agreed upon. between the employee - and their immediate supervisor. _However, as positions vacate, the Probation Department reserves.-.the prerogative to change the assignment to a 5/8 work schedule ,before refilling it. Nothing herein precludes supervisors from recommending that vacated 4/10 positions be retained. B. The current reas°signment policy. for Deputy Probation Officers in the Probation Department shall remain in effect for the duration 'of this Memorandum of Understanding unless modified by mutual agreement. C.. It is the policy of the - Probation Department that all unit, supervisors hold personal evaluations and submit a written evaluation to all Deputy -Probation Officers whenever such ,'officers . transfer from their units. D. The Department Wide Probation Services Advisory Committee. shall continue during the term of. this`Memorandum of Understanding. E. The. Probation Department will establish separate subcommittees of the Probation Services Advisory Committee for each of the major juvenile institutions (Juvenile Hall, Boy's Ranch, Girls Center, Pre-Placement) prior to the expiration of this Memorandum . of Understanding on a trial basis. Representation on each such -committee will consist of two (2) Group Counsellors selected by- the Union ,together with the manager of the facility. The subcommittee shall meet quarterly at a mutually agreeable time and place, discuss and resolve issues bf mutual concern. The subcommittee may',- refer some problems to the department-wide committee for resolution. 91 000129 reduced to writing and incorporated into this Memorandum of. Understanding.' The following vacation accruals shall be effective October 13, 1981 for .employees in the Library Unit and other accruals listed in Section 13.2 shall not apply.. Monthly Maximum Accrual Cumulative Length of Service Hours Hours Under .15 years. 10 1 240 .',1-5 through 19 years 13 1/2 . 320 20. through 24,years 16 2/3 .400 25 through 29 years 20 480 30. -years-and up 23 1/3 560 90 . Following the execution of the Memorandum of Understanding, representatives of the Library Unit agree to meet to clarify the . application of the Reassignment policy with respect -to' permanent full- time, permanent part-time. and permanent intermittent positions. L. The Librarians assigned to work in' the County Detention Facility : shall receive in addition. to his/her base pay a differential of Jive (5) percentof base pay differential as premium compensation " for this assignment. . J. The. Library Practice Advisory Committee 'shall continue for the. duration of this.'Memorandum of Understanding. K. The County Library agrees to continue., ,the present `vacation scheduling policy. Vacations in the Library Department are scheduled by location. Preference of vacation shall be given to employees according to ' their seniority at that location, in that classification, as reasonably as possible. L. The Library Department shall make every effort consistent with efficient operations to provide that no employee shall be scheduled to -work, more than two "after 6:00 p.m." shifts in a, calendar week, unless that employee specifically requests that shift for . a specified period of time. No employee shall work more than half the Saturday shifts within a mutually agreed upon period of time (two or eight week cycles),: unless,,.that employee ' specifically requests that shift for a speci- fied period of time. Thirty-two (32) and twenty (20) hour employees will maintain a,four (4) day. work week with two (2) 'days off in a row. . Days off .for thirty-two .(32) and twenty ,(20) hour employees will be Thursday and Friday. or Saturday and Monday, unless- employees specifically agree to a variant days-off schedule. Choice of shift assignments at a.. work site shall be .determined by.County seniority in. class. However, employees -who mutually agree to trade shift ,assignments at a given work site may do so, on a temporary or permanent basis, depending on their mutual agreement. M. Thirty-two (32) hour employees who voluntarily reduced their flours to reduce .the impact `of layoff shall be treated as forty (40) hour employee's for purposes of a future layoff pursuant to Section.1-11.4 of this Memorandum of Understanding. N. The Union and Library Administration have agreed to meet and confer on the scheduling 'of holidays for Christmas 1984 ' and . New- -Years 1985. The specifics of this agreement when arrived at shall be 89 0091-28 -employee's job performance and development, the employee's subject/age specialization, the emp.loyee's seniority in the classification within the department, the distance between the work site and the employee's residence, and the assignment preferences of the employee as obtained by the procedures outlined below. When circumstances other than seniority appear to Administration to equally or nearly, equally meet the system service needs, then seniority ,shall govern. In no event shall reassignments be utilized for disciplinary purposes. Procedures for Reassignment. Any employee may submit a request for .reassignment: to Administration at any .time. Such requests will be-kept on file for 'the current, fiscal year. Announcement .of vacancies from resignations or promotions shall be, distributed to all geographic work sites for a posting period of five days. The announcement shall include: (1). Classification and total hours of .position;. (Z) Work site; (3) Age-level assignments. During the posting period, the vacancy shall not be filled. Vacancies occurring from transfers (spin-offs) cannot, in the interest of time, always be posted; but when such spin-off transfers can be anticipated, Library Administration will notify appropriate employees so' that requests for voluntary reassignment from interested employees can be obtained prior to any reassignment decision. Before any decisions necessitating involuntary reassignments are made, Administration will solicit. information from employees involved regarding' their career development, goals, assignment preferences and their view of branch needs. This information will generally be obtained through employee conferences with Regional Librarians, Age-Level Coordinators, or Assistant County Librarian. Whenever feasible, an employee who is reassigned will be given two weeks notice. Any employee who has been reassigned or any employee who has requested a vacancy and is not reassigned to that position, may request to meet with Administration to discuss the reasons for the decision. Policy Review. This policy will be in effect for the duration of the current Memorandum of Understanding. At this time its impact on the Library System's service needs and efficiency will be assessed. by the Library. Administration and employees. 88 55.10 Library Unit. A. Section 12 of .this Memorandum of Understanding regarding holidays is modified for all employees in the classifications of this unit to delete the day after Thanksgiving as a holiday . and to add the Day before Christmas as a holiday. The libraries will close at. CCO p.m. on the day before Thanksgiving. B. It is the position of the' Library Department that employees in classes represented in -the Library Unit are. on their own time during their- lunch period and are not subject to be called back to : work during their lunch period. C. For those 'Library employees whose -day off occurs on 'a Friday payday, the Library Administration will make every attempt-to have their paychecks: available at the Regional and Central Library Office prior to 6:00 p.m. on the Thursday immediately .preceding that Friday payday. . Representatives of the affected employees shall submit by' 12:00 noon on that Thrusday to the Supervising Clerk J.n Library Administration a list of names and work 'locations of the employees whose day off will -occur on the Friday paydays and who are desirous of picking up their checks on Thursday. D. The -Library agrees to continue to explore maximizing two days off in a row for library ,personnel covered by this. Memorandum of Understanding. E. County Library personnel sha11 get a five (5) percent differential for all scheduled hours worked between 6 p.m. and 9-p.m. F. Employees in the Library Unit, who work Saturday shah receive a five (5) percent differential for all hours worked on such Saturday. Said five (5) percent differential shall 'not'. apply to any, overtime hours worked on Saturday. G. In the event that Sunday is to become part ,,of the scheduled work week for Library Unit employees, the County agrees to meet and confer' with the Union regarding those employees who will be assigned to work Sunday as part- of their regularly scheduled work week. . H. The County Library Reassignment Policy shall be as follows: - .. Definition. A reassignment is the 'voluntary ' or involuntary transfer or movement of an employee from one work site to, another. in the. same classification. Reassignment Criteria. Reassignments are made to facilitate the Library System's -- service function and efficiency. Library Administration shall make reassignments based on the needs of the branch/system in relation to public service and will consider the following employee factors as they relate to these needs: the. 87 X0®1. 27 } i 55.9 `Legal and Court Clerk Unit. 1. 'The Clerk-Recorder's Department will continue a one-half (1/2) hour, lunch period for employees in the class of Legal Clerk. Said one-half (1/2) hour 1 lunch period shall be optional with =the employees. If insufficient personnel adopt the one-half (1/2) hour lunch period so as to make its implementation impractical, this section will not be binding .on the Department. The time of the lunch period and the ;quitting times for each 'employee shall be determined with the mutual , agreement of the department and the; employees. This altered work . schedu.le may be discontinued at the mutual agreement of the department and the employees. Crucial to . the continuance of the one-half (1/2) hour lunch period will be the impact on service to the public. 2. The Clerk-Recorder's Office agrees to reactivate the Joint Labor-Management Safety Committee. 3. The County Clerk's Office will develop and provide an orientation/ . training program for ' Legal Clerks on activities they need to know before being assigned to go into the courtroom to work as Court Clerks. 4. Following execution of this MOU, -the Department agrees to meet with representatives of the employees to discuss staffing. A representative of the County Personnel Department shall attend this meeting. 86 Monthly Maximum Accrual Cumulative Length of Service Hours Hours Under 15 years. 10 240 15 through 19 years 13 1/2 .320 20 through 24 years 16 2/3 400 25 through 29, years 20 480 .30 years and 'up 23 .1/3 560 K. Employees in this unit who are employed, at the. County Hospital and are. .required to work on Thanksgiving, Christmas ;or New Years will be provided a meal in the Hospital Cafeteria..at no cost to, the employee. This provision only applies to. employees: warking 'on the day the holiday actually falls.. l $5 F. Mental Health Treatment Specialists: 1. The 'Deep Class Resolution, for Mental Health Treatment Specialist shall .remain in effect for the duration of this Memorandum ' of Understanding unless modified by mutual agreement. '2. The interim Professional Review . Committee for Mental Health Treatment Specialists will - be formalized and -continued for the duration of this . Memorandum of 'Understandi.ng: t 3. The Health Services Department agrees to meet and confer with the Union before contracting out any presently County operated Mental. Health Programs employing Mental Health Treatment Specialists. G. Pharmacy. 1. The County will grant forty (40) hours/year of continuing education leave to licensed Pharmacists who are required by law to complete such coursework as a condition of renewing their license. 2. Where only one licensed Pharmacist, is on duty at the Main Hospital Pharmacy on a given day, and the Pharmacy cannot be closed for one-half (1/2) hour to permit that .Pharmacist an unpaid lunch period, the Pharmacist will be scheduled to work a straight eight (8) hour shift with a paid lunch period. H. Cardio-Pulmonary. -1. The Health Services Department will continue the practice of staggered lunch periods 'to permit one-half (1/2) hour unpaid lunch periods for Respiratory Technicians 'and Therapists. 2. If the State of . California imposes a certification .requirement, the County will meet and confer with the -Union about formalizing continuing education leave for Respiratory.Technicians and .Ther.apists. I. Dietitians. 1. Employees 'in a classification requiring possession of a Registered Dietitian 's Certification shall be granted fifteen (.15) :.hours/year of continuing education time off _ to complete the required training. J. The following vacation accruals shall be effective October 1, 1981 1 for employees in the Health Services Unit .and other accruals . listed in Section 13.2 shall -not apply. 84 Environmental Health Inspectors to attend such meeting. The agenda and minutes of each meeting shall be forwarded to the Director of the Environmental Health Division. It is understood that the Professional Standards Committee is adviso"ry only and the subjects it reviews shall be restricted to those directly related 'to .. Environmental Health Inspector's practices. .C. Clinical Laboratory Technologist. The Health Services Department shall , continue a staggered lunch period system for the Clinical Laboratory Technologist I & 11 and ' Senior Clinical Laboratory Technologist classifications in order to ensure uninterrupted lunch periods for these ,empIoyees.. .•. D. Physical , Occupational and Recreational Therapist. 1. The present ,' Professional Standards Committee for this group of employees will be continued for the duration of the Memorandum of Understanding. 2. The present 'release time for staff development and flex time work ;schedule for Therapist in. ""the California Children's Services Program will he, .continued . for. the duration of this Memorandum of Understanding. E. Alcohol Rehabilitation Staff: There shall be a Alcoholic. Rehabilitation Professional Performance' Committee consisting of employees in . the Alcoholism Rehabilitation job series. The purpose, of "the Committee is to meet to consider and discuss patient care and professional' practice. I,t may also formulate advisory recommendations and proposals concerning such matters. The Committee. shall not discuss economic matters, such as wages, hours and other economic conditions that may be subject to meet and confer. The Professional Performance Committee may schedule one (1) regular meeting each month during working hours, provided that such meeting shall not conflict with normal work activities and shall be agreeable to the Alcoholism Program Chief. , The Department will release from duty no more , than three (3) Alcoholism Rehabilitation Workers for a period not to exceed two (2) hours. Alcholism Rehabilition Workers released .for these meetings -shall promptly report meeting and travel, time .to the Alcoholism Program Chief. The Committee shall prepare written minutes of all Professional Performance Committee meetings; copies, .:..of which shall - be distributed to the Committee members, the Assistant Di"rector ..of Health Services,', for Alcoholism Programs and the Alcoholism_,Program .Chief. 83 0010125 Part-time PHN (24/40:y- is credited with twenty-eight point eight ' (28.8) hours C: €. time'on July 1 of each year.- Half-time PHN (20/40) is credited with twenty-four _(24) C.E. time or 2 hours. per .month, on July 1 of .each year. If the hours of a PHN's position are adjusted upward or downward, C.E. hours will be similarly adjusted on a pro- rata basis for the remainder of the fiscal year. 4. A permanent part-time PHN will be eligible to use Continuing :Education time on a weekday for which she is not. ordinarily scheduled to work. 5. If Public Health Nursing Administration finds it necessary to .revoke a previously approved vacation, compensation, time, or continuing education leave request, the employee shall be given the reasons in writing. Such ,revocations may be appealed to the Departmental Personnel Officer who will attempt to mediate the dispute to the mutual satisfaction. of both the employee and the Director of Public Health Nursing, who makes the final. decision. 6.' Public Health Nurses who work -in the field shall have a normal workday commencing 8:00 a.m. through 4:30 p.m. with one=half hour lunch break;. provided, however, that on the day or days 'a Public Health- Nurse is working in a field clinic which remains open after 4:30 p.m. she shall schedule her day to provide an eight- (8) hour workday; and provided further, that at the expiration of this Memorandum of Understanding the Health Services -Department and/or the County may review this schedule change to determinewhether the needs of the County and the community" are properly served and .may recommend a return to the 8:00 a.m: .to .5:00 p.m. normal workday with a one- hour lunch break. 7. The -deep class resolution for Public Health Nurse shall remain in effect for the duration of this Memorandum of Understanding unless modified by mutual agreement. B. Environmental. Health Inspectors. The County shall continue the Professional Standards Committee comprised of Environmental Health Inspectors. selected by Local No. 1 and , employed in the Health Services Department who may, as a committee, develop and communicate recommendations to the Director of the Environmental Health Division of the Health Service Department. The Professional Standards Committee may schedule only one, (1)' regular meeting each month. during working hours, and the County will release from duty a maximum of two (2) Environmental Health Inspectors for a period not to exceed one (1) hour for any . 82 55.8 Health Services Unit. A. Public Health Nurses. 1. The -current Public Health Nurse Professional Standards and' Practices Committee shall continue for the duration of . this Memorandum of Understanding. 2. The :Health Services Department agrees to allow Public Health Nurses to take compensatory time off for educational workshops attended on weekends on the. basis of one hour off 'for each hour -spent. at- th.e workshop, ;subject to the following limitations.: ' a. A1.1 workshops for which compensatory time will be - given must receive ;departmental .approval prior to the PHN attending the workshop. Only Board of Registered Nurses accredited work-shops will receive departmental approval . b. The department will be allowed forty-five (45) working days following. ;the workshop in which ,to . schedule time off- for those PHN's .who attended. The scheduled time off may be accrued and does not have, to be taken within forty-five (45) days of the workshop. c. All time off for weekend workshops will 'be. included. in the maximum of forty-eight (48) hours per PHN which is currently allowed for attendance at workshops which are held. on working weekdays. d. Compenstory time off requested and denied in one fiscal year may be carried forward into the next " fiscal year. . 3. Approved Continuing Education :Leave (G.E.) time entitlement will be forty-eight (48.) hours per fiscal .year. for the full time, permanent ' Public Health Nurse. Permanent part-time PHN's will have their approved C.E. time entitlement prorated on the basis of the number `of hours they work in relation to the regular forty (40) hour . work week. C.E. time requested and denied may extend into the next, fiscal year and would be ' .added to the. C.E. time entitlement for that fiscal year. Examples: Full time PHN (40/40) is. credited with forty-eight ,(48) : t -, hours C.E. time on. July 1 of each year. Part-time PHN (32/40) is credited with thirty-eight point . four (38.4) ±;hours C:E., time on July 1 of each year. . t 81 0 go �:� Hospital Cafeteria "at- no cost . to the employee. This provision only applies to employees working on the day the holiday actually fails. 4. Where only one Storeroom Cl eerk is on duty on a shift at the main, Hospital Storeroom on a given day, and the Storeroom cannot be closed for one-half (1/2) hour to permit that Storeroom Clerk an unpaid lunch period, the Storeroom Clerk .will be scheduled to work a straight eight (8) hour shift with a paid lunch period. 5. The County shall provide pantsuits as an option to employees in the classes of Central Supply. Technician, Lead Central Supply Technician, Institutional Services Aide and Institutional Services Worker's who are normally furnished -uniforms by the County. J. Library Personnel . 1. Section 12 of this Memorandum of Understanding regarding .holidays is modified for all employees in this unit assigned to the Library to delete the. Day after Thanksgiving as a holiday and to add the Day before Christmas as a holiday. The Libraries will . close at 6:00 p.m. on the day before Thanksgiving. 2. The Driver Clerk permanently assigned to drive the Bookmobile shall receive in addition to his/her base pay a differential of five (5) percent of base pay as premium compensation for this assignment. 3. Employees in this unit assigned to the Library who work Saturday shall receive a five (5) percent differential for all hours worked on Saturday. Said five (5) percent differential shall not apply to any overtime hours worked on Saturday.. 80 y transfer policy shall be continued for the duration of this Memorandum of Understanding provided, however,., that if the Department. wishes to initiate any changes, they will meet and ,confer •before so doing. G. Building Inspectors. 1. The Building` Inspection Department shall reimburse employees in the classifications_ of, Building Inspector, Building Inspector I Building Inspector II, Mechanical Inspector and Electrical Inspector for the actual cost .to purchase raingear. and coveralls up to a maximum amount of Twenty Dollars. ($20.00) plus .sales tax for coveralls and Thirty Dollars ,($30.00) plus sales tax- for raingear. 2. Building Inspectors assigned. by the Building Inspection Department to Housing; Mobile Home and Commercial inspections shall receive a differential of five percent. (5%) of base pay for these assignments. These assignments May be rotated at the` discretion of the Department Head. H. Central Service. Local No. 1 will select a spokesperson who is an employee of the Auditor-Controller's. . Offi.ce to bring to the attention of and discuss with the Department Head, or his -designee at convenient times any safety problems existing within the department. The above does not exclude any other employee from bringing to the: . Attention of. the management "of the Auditor-Controller"s office any safety problems that may exist. I. Hospital Workers.' - ` 1. 1f an employee in this unit, employed at the County r Hospital , who at- the County's request works on all or part of two contiguous shifts_ (more than eight (8) continuous . hours) which is outside the employees regular work schedule. and the first eight. (8). hours fall on one•day and the additional hours fall on the following day, the employee shall be paid a ' differential of one-half (1/2) the employees base salary rate in addition to the employees base salary rate for the hours worked in excess of eight (8) `hours. 2. Employees in this unit working 'at the County Hospital who at the County's request - work two. contiguous , : shifts (sixteen (16) continuous hours) shall be provided a meal in the Hospital Cafeteria at no cost to the employee. 3. Employees in this unit who are employed at the County Hospital and are required to work. on Thanksgiving, Christmas or New Years will be provided a meal in the 79 r 0001.23 E. Communications. 1. Communications Technicians shall receive five (5) percent hazard ' pay for each month in which they are assigned to climb high towers. 21. The Communications Division Safety Committee shall be . continued. Said Committee shall consist of two Communications Division 'employees selected by the Union. .Said Committee shall meet quarterly with the Communications . Engineer and the Departmental Safety Coordinator. Said meetings. shall not, exceed one hour in duration except by mutual agreement of the parties. 3.' The Sheriff's Department agrees to meet with the Union prior to the expiration of the MOU to discuss the feasability of changing the work 'hours for Communication Technicians. F. Sheriff's Personnel. 1. The County shall ' continue to pay twenty-five dollars ($25.00) per month uniform .allowance for employees in the Sheriff's Department who are required to wear a uniform in the performance of their duty in the following classifications: Sheriff's Dispatcher, - Senior Sheriff's Dispatcher, Sheriff's Services Assistant, Sheriff's Technician and Storekeeper. _ 2. Sheriff's Dispatchers and Senior Sheriff's Dispatchers shall ,be given , the opportunity to meet periodically with the Sheriff's Departmental Safety Officer to discuss various safety matters. 3. The letter of understanding dated August 17, 1976 between the Union and . the Sheriff's Department concerning the shift schedule and time off for vacation . for Sheriff's Dispatcher and Senior- Sheriff's Dispatcher is attached to this Memorandum of Understanding as attachment B and made a .part thereof. 4. The Sheriff's Department agrees to continue the present practice , of having Dispatchers work a straight 8 hour shift with a paid lunch period with the understanding that employees are subject to being , interrupted while eating .lunch and 'may be required to resume work if the . need arises and that no minimum lunch break (in minutes) can be guaranteed. If management wishes to change this arrangement it will meet and confer with the Union before so doing'. 5. The existing . Side Letter of Agreement between the Sheriff's Department and Local No. l relative to the . -78 � All employees,_ in order of seniority, with the Buildings, and Grounds Division of the "Publ-ic Works Department shat"}" be afforded theopportunity to indicate their .preference of vacation dates for their vacation entitlement by area. If an employee wishes to split his/her vacation` entitlement and schedule _a portion, of his/her vacation :at: another time, he/. she ,shall be afforded a second opportunity to exercise his/her seniority in scheduling. . each second choice after all other employee's vacations have been scheduled. For example':-: If- an employee has a vacation entitlement .of four (41 weeks.. and wishes to take two .(2). of those weeks 'in July, his/her preference for the specific- dates in July would be reviewed by the department in accordance with his/her seniority. Once the first choice of .vacation, dates for this employee and all other employees have been reviewed by, the department and scheduled by area An accordance with ' seniority, the employee may indicate . his/her preference of vacation dates for the remaining, two (2) weeks of his/her vacation entitlement which again will be reviewed and scheduled by area by the department in .accordance with his/her schedule. 5. . Operating Engineers assigned _ to . the County Detention: Facility shall receive in addition to their,. base pay a differential of five (5) percent of base pay as premium ,'•compensation for this assignment. 6. The Building Maintenance Division.: of the Public Works Department shall continue the safety committee of no less than , two employees , selected by Contra Costa County Employees. Asssociation, Local No. 1 in the classes of Window Washer and . Lead Window Washer .to discuss various . _safety problems. This committee shall meet not less than once every. three (3) months nor. more than once a month upon request of the employees. 7. Custodians assigned to the County .Detention Facility and who are required to work in inmate modules shall receive in addition to their base pay a differential of five (5) percent of ,base pay as premium compensation for this assignment. 8.. The Public Works Department agrees to explore the feasability of. setting -up an Apprenticeship Program to. train Operating Engineers to qualify for entry into 'other trades. 77 00011 22 C. Shop Personnel. a 1. The County has prepared and presented .to each Equipment Mechanic a. list of those tools required by the County to perform his/her duties. Recognizing that mechanics prefer , certain types. of tools over other types and that .the nature of hand tools change or are modified from time to- time, this list was a general one and not intended to be all inclusive. The County indicated the tools it will supply and will review said list periodically- 2. Employees in the classes of Equipment_ Mechanic, Combination Welder, Apprentice Mechanic, Equipment Services Worker and. Garage Attendant will have the choice of the County providing coveralls or pants and shirt.- The employees will be required to select either coveralls or pants and shirt; this choice shall be considered a permanent selection. 3. Employees referenced in Number 2 above shall be provided with additional uniforms so as to enable the employee to have a clean uniform each day. 4. The County will continue the Apprentice Mechanic Program for the duration of this MOU. D. Building Maintenance. 1. Union Stewards in the Building Maintenance Division shall be relieved from their assigned work duties by their supervisors within twenty-four (24) hours (excluding Saturdays, Sundays, and holidays) upon receipt of a request by an employee in that division to investigate and/or process a grievance initiated by said employee. 2. The Building Maintenance Division of the Public Works Department will continue .the seven day per week maintenance coverage of County facilities by Operating Engineers. 3. Custodians in the Probation Department specifically , assigned responsbility in writing for providing work training to assigned juveniles shall receive in addition ' to their base pay a differential -of five (5) percent of base pay as premium compensation for this additional responsibility. . Such differential to be computed on the basis of hours actually spent in directing juveniles in . work training. 4. The vacation scheduling procedure for Custodians I and II in the Buildings and Grounds Division of the Public Works Department shall be as follows: 76 55.7 General Services and Maintenance Unit: 'A. General : All. existing .departments safety awards shall continue for the duration of this Memorandum of Understanding. B. Field Personnel . 1. The County' will provide coveralls _ or overalls to each employee assigned to the paint crew. and bridge crew in the Public Works Maintenance Division of the "Public Works Department and will launder such clothing on _a regular. .basis. The employees will be. -required to select either, coveralls . orl' overalls; this..choice shall be considered :a permanent selection. Coveralls shall be provided for- the employee assigned to an, .. operating the gradeall. 2.. The Safety .Committee of the Public Works Department, -as previously referenced in a Departmental Memorandum of. Understanding, shall continue' for the duration of this agreement. 3. The employee' assigned to and operating the gradeall' fifty (50) percentor more, of his/her regular scheduled work hours in a calendar month shall receive a two and one-half (2-1/2) percent differential on base pay for. that calendar month. 4. Laborers participating in the Public Works Department Equipment Operator I training program and -who are -employed as Laborers prior to July 1, .1977 will be paid mileage . allowance in accordance with the existing County policy. such. miles driven each day which -exceed by ten (10) miles the miles driven between their -residence and the location they. worked .immediately prior to entering said . training program. It is understood that this- agreement was made to take into account the very specialized nature of the aforementioned training program and should not in any way be considered as setting a precedent -with regards to the County mileage. policy. 5. The Public Works Department agrees to offer Defensive Driver .Training to employees on road maintenance crews. , 6. :The Public Works Department will .meet and confer with the Union if it intends to .increase the work test crews beyond nine (9) members. 7. The Union understands the Public Works Department-intends to conduct a study' of whether continuation of the existing , - 114/10" plan is cost-effective. . 75 55.6 Fiscal Sery-ices Unit. A. The Auditor-Controller's Department shall continue a one-half (1/2) hour lunch period for all employees in the classification of Programmer, Trainee, Programmer I and Programmer II. Management wild determine' the time of the lunch period and the starting and quitting times- for each employee. Crucial to the continuance of the one-half (1/2) hour lunch period will be the impact on service to the public. B. Local - No. 1 will select: a spokesperson who is an employee of the Auditor-Controller's Office to bring to the attention of and discuss- with the Department Head or his designee at convenient times any safety problems existing within the -department. C. The Side Letters of Agreement between the Data Processing Division of the Auditor-Controller's Office and Local No. 1 relative to shift/vacation bidding and the overtime signup system shall be continued for the duration of the Memorandum of Understanding, provided, however, that should management desire to change same, they will, meet. and confer before implementing a change. D. The. deep class resolution for Collection Services Officer shall remain in effect for the duration of this Memorandum of Understanding unless modified by mutual agreement. E. The Family Support Collections Office will -explore. the feasibility of a limited flex time work schedule on a trial basis in selected (not all) 'work units provided one hundred (100) percent of employees represented by Local No. 1 in that work unit voluntarily agree to participate and results are determined by management to be beneficial to Family Support Division. F. The following vacati-on accruals shall be effective October 1, 1981 for employees in the F-iscal Services Unit and other accruals. listed in Section 13.2 shall not apply. Monthly Maximum Accrual Cumulative Length of Service. Hours Hours Under 15 years 10 240 15 through 19 years 13 112 320 20 through 24 years 162/3 400 25 through 29 years 20 480 30 years.-and up 23 1/3 560 74 55.5 Engineering Unit. A. The Public Works Department will continue. a one-half*(1/2) hour' lunch period for all employees in" the c-lassificati"on of -Junior Drafter and'Senior Drafter. Management will determine the- time' of the lunch period and 'the starting and quitting times for. each r employee. Crucial to, the continuance 'of the one-half (1/2) hour, lunch period will be the impact -on service to the public. The existing system of one-half (112) hour lunch periods in the, Assessor's Department will be continued. B. _ Employees in the classifications of Grading Technicians and Senior Grading Technicians shall be reimbursed for the actual cost of raingear up to amaximum of Thirty Dollars ($30).. C. The Public Works Department and .the Assessors Office shall continue a flexible forty ,(4) hour work week for Junior Drafter and :Senior Drafter. D. Upon request of the Union, the Public .Works Department will meet and confer regarding the subject of "flex-time". Said subject matter will be discussed relative .to employees in the classifica tions' of 'Jr. Real Property Agent, Assistant Real Property .Agent and Associate Real Property Agent. E•. Upon request of the Union, the''Public-Works Department wi,il 'meet and confer regarding the possibility of flexible staffing the classes of Assistant Real Property Agent and Associate Real . Property Agent. 73 Q00' �.. 55.3 Building Trades .Unit. A: The County , shall continue to supply employees in the Building Trade's Unit with specific tools which shall be maintained and secured on County premises. No tools other than those supplied by the County may be used except upon prior authorization . of the County. B. . The County shall pay each employee in the - Building Trades Unit a reimbursement of Fifteen Dollars ($15.00) per month, such to defray the cost of supplying and cleaning clothing worn in the performance of regular duties C. Employees in the unit assigned to work in the County Detention Facility 'shall receive in .addition to their base pay a differential of five (5) percent of base pay as premium compensation for ' this assignment. y 72 Nursing Office. Infrequent absences with ,justification shall normally .later be charged to sick leave. N. The following vacation accruals shall be effective- October 11981 VN "for. employees- in the Attendant L -Aide Unit and other accruals listed -in. Section 13.2 shall, not apply. Monthly Maximum. Accrual Cumulative Length of Service Hours Hours Under 15years 10 240 - 15 through 19 years 13 1/2 320 20 through 24 Years 15 2/3 400 25 .through. 29 ;years 20 480- 30 years and up 23-1/3 . 5601- 1 . 71 0001 advance and may be approved by the appropriate supervisor only in the. event such leave does not interferewith .staffing. The leave is accumulated from year-to-year if; l) it is. applied for and denied,. 2) it is applied for this year for a course next year, and 3) if it is applied for to ..anticipate taking a specific course of more than five days duration. The maximum leave available in any fiscal year may not exceed twice what may be accrued in any one fiscal year. The leave hereinabove defined shall not apply to those courses or programs the nurse is required by' the County to attend. A Licensed Vocational Nurse or Psychiatric Technician assigned to the night shift who attends a continuing education course of. eight (8) hours- duration outside his/her scheduled worktime, may receive educational leave pay for the actual course time and may be excused from the night shift immediately preceding or following the course attended. L. A . fully certified Licensed Vocational Nurse or Psychiatric Technician who, at the Countys' request, is placed in "charge" of a ward for an eight (8) hour shift shall receive an additional five dollars ($5.00) per shift. M. .The .following procedures shall, apply to employees in the class of Licensed Vocational Nurse, Psychiatric Technician. and Hospital Attendant employed at the County Hospital who become ill prior .to a scheduled work shift and supercedes Section 14.4 of this Memorandum of Understanding. 1. Employees are required' to notify the Nursing Office at least two (2) hours prior to the commencement of the evening or night : shift or one (1) hour prior to the day shift if they are calling in sick or requesting unplanned time off. Notification shall include the reasons and possible duration 'of.- the absence. The Nursing Office Supervisor on duty may allow less notice if circumstances justify doing so but in no case will less .than 30 minutes advance notice be considered adequate. 2. Employees returning from sick leave or emergency leave of any kind must give two (2) hours prior notice unless it. was clearly understood at the outset of the leave when the . . employee planned to return. 3. Employees calling in sick, asking for,- emergency time off or calling in. to,.say they w.i11 be late, must call the Nursing .Office directly and not their ward area to advise of their intentions. 4, Employees 'who do not give the Nursing Office the required notice of their intent not to come to work as scheduled shall be coded as absent without pay for payroll purposes unless they provide a reason which is satisfactory to the 70 ' three (3). Licensed Vocational Nurses, :one (1) Surgical',Technician and one (1). Psyciatric Technician and one (1) Hospital Atte.ndan-t for a period not I to exceed .two. (2) hours excluding trave.l ' time, for any one member to attend such, meeting: Such Committee members .and their alternates, shall bei selected by Local No. 1. Numerical Membership on the Professional Standards Committee shall be such- ,SO-as to preclude disruption of ,work. activities of any particular work area and shall include at least.` one representative from :the outpatient clinics. Upon. two . (2) weeks notice, the, Committee'"may request; with approval, of the Hospital `Executive Di.r.ector, that. ' other personnel . attend the monthly, meetings, provided that such Personnel are furnished with the reason&'they have been-: invited--:and a written agenda for the meeting-theyhave- been- asked to attend: , E. Licensed Vocational . Nurses and -Psychiatric Technicians assigned: to work` in the 'detention facility shall receive in addition . to their. base pay-''a differential of 5% of. base pay as. premium ,compensation for this assignment. F. In the event. Nursing Administration desires to change 'the' shift rotation system currently in effect for Licensed Vocational. Nurses or Psychiatric Technicians on -the 3:00 p.m. to.11:00 p.m. shift and . the 11:00 . p.m. to 7:00 a.m. shift for employees in this unit-,: thea... Union w.i l l be notified and given the- opportunity to :meet and confer.--". on such changes prior to the implementation-of a new. system. G. 'The Health Services Department. sha-11 continue to schedule Licensed Vocational Nurses, Psychiatric Technici-ans-and. Hospital -Attendants with every other weekend off. H. Permanent intermittent Licensed. Vocational Nurses` and Psychiatric 'Technicians shall be paid - a differential- of -seven and one-half (7--1/2) percent of their base pay. I: Permanent intermittent Licensed Vocational Nurses- and Psychiatric... Technicians who are required to work on a holiday shall-,be` paid* , time and "one-half; for hours worked. J. At the . County's request, if an employee, in this unit works on al l or parts of two contiguous shifts - (more than. eight (8) continuous hours) which is outside the. employe'es regular work schedule and .the first eight (8) hours fall on one day and the additional hours fall on the following day, the employee shall -be paid-- a differential of--- one-half (1/2) the employees base salary rate in, addition to, the employees base salary rate for the hours worked 4n excess- of eight (8) hours. . K. Each ' regular full-time Licensed Vocational Nurse and Psychiatric Technician ,with one or more years of County service :shall ' .be . entitled to five (5). days leave with pay each year, to attend accredited continuing education courses, institutions, workshops, .or cl_as-ses:, Written.-requests for such leave. must- be submitted .in 0 _ .. 55.2 Attendant-LVN-Aid_6 1nit. A. Employees .in this. unit.who are employed at the. County Hospital and who .are required to work on Thanksgiving, Christmas, or New Year will be provided a mealin the Hospital Cafeteria at. no, cost to the employee. . This provision only applies to employees: working on the day the holiday actually falls. B. Employees in this unit: working at the County Hospital, who, at the County's . request, work two contiguous shifts (sixteen (16) continuous hours) shall be provided a mewl in the Hospital ' Cafeteria at no cost to the employee. C. A ten (10) percent base pay salary differential shall be. paid for those shifts on which employees in this and/or other Local #1 bargaining units are specifically assigned by the administration to respond to emergency "stat-calls" if said employees do not qualify for other hazard assignment differential . A five (5) percent base pay salary differential shall be paid for those shifts in which employees are specifically assigned to respond to emergency "stat-calls" if said employees qualify for other hazard assignment differential , said five (5) percent to be in addition to the "hazard pay differential." It is further understood that acceptance 'of the assignment to "stat-calls" for those employees hired prior to April 1, 1979 shall be voluntary, provided, . however, if insufficient employees volunteer for the "stat-calls" assignment or additional employees are required on a particular shift, nursing administration shall select employees under their supervision judged to be qualified to handle such assignments because of prior experience and training. All Hospital Attendants, Psychiatric Technicians and Licensed Vocational Nurses hired on April 1, 1979 or thereafter will be advised that they may be required to handle "stat-calls and if required. will -receive training for such assignments. It is the intention of administration to assign employees to "stat-calls" on a continuing *volunteer basis. Employees .may request that they be removed from the "stat=calls" assignment by submitting a request in writing stating, the reasons for such request. The administration may remove employees from the "stat-calls" assignment where .it is .demonstrated they are no longer capable of handling such assignments. D. The .County recognizes the continuation of an advisory Professional Standards. Committee comprised of Licensed Vocational Nurses, Psyciatric Technicians and Hospital Attendants employed in the Health Services Department. Such a committee shall develop and communicate recommendations only to the Director of Nursing and Hospital ..-Administration, The Professional Standards Committee shall schedule one .(1) regular meeting at a mutually agreeable time and place during the day shift working hours and the Health Services Department agrees to release a total of six (6) employees; 68 each full workweek said employee is : allowed to utilize. .the :. departmental pickup vehicle for commuting purposes. The provifsion of this section dealing :wi,th fee payment does not and _ will not apply. to any. Animal Control Officer hired on or, after August. l, 1975. E. The monthly uniform allowance for. employees in the classification. of .Animal. Control Officer shall be twenty-seven dollars _and fifty cents ($27.50) . If an increase in- the uniform allowance is subsequently approved for, Deputy Sheriff's;' Animal Control Officers shall receive an increase equal to, that received by Deputy Sheriff' s. The Animal Services Department agrees to- allow Animal Control. Officers to wear green denim trousers while in f.iel.d assignments, provided that each officer has a pair of green dress trousers available to wear when required by the department. Uniforms must. be maintained at: a standard acceptable to the department. Animal Control Center Attendants shall be provided. with ..raingear of the same quality as that provided Animal ,,Control Officers. - The Animal Services Department agrees to reimburse employees in 'the classes of Animal Services' Attendant and Technician for the purchase of three (3) pair of green or blue denim ;trousers up to forty-five dollars ($45.00) per employee. per year. If an increase in reimbursement is subsequently approved for Deputy Sheriff's, Attendants and Technicians they shall receive an increase to: sixty dollars ($60.00) 'per employee per year. F. The Safety Committee for the Department of Animal Services will remain in effect and will continue to be constituted as follows: One (1) .Animal Control Officer and one, (1) Animal Control Center Attendant and appropriate management representatives. G. The Animal' Services Department has instituted- a one-half- (1/2) hour lunch period for all employees in the classification; of Animal Control Center Attendant. Management will . determine the time of the lunch period and the starting and quitting times for each employee. Crucial to the continuance of the one-half (1/2) hour lunch period will be the impact on service to the public:. H. The Animal Services Department agrees- to continue the , current, policy of allowing Animal Control Officers' and Kennel personnel to . sign-up for shifts :on the" basis of seniority.. , - 67 000 �. 55.1 Agriculture Animal' Control Unit. Agricultural Personnel A. The Agriculture Department will consider the residence location of employees in the .classes of Weed and Vertebrate Pest Control ' Inspector when a transfer of employees in .these classifications is. required. B. 1: The Safety Committee for the Department of Agriculture will remain in effect and will continue to be constituted as follows: One (1) Agricultural Biologist and one (1) Weed and Vertebrate Pest Control Inspector and appropriate management representatives. Weights and Measures Division of the Department of Agriculture 2. The Safety.Committee shall consist of one (1). Weights and Measures Inspector and appropriate management representatives. As circumstances dictate, these. committees may meet jointly'to discuss safety problems of mutual interest. C. Effective August 1, 1984 any permanent employee in the classification of Weights & .Measures Inspector. II, possessing a valid certificate as a Deputy Sealer of Weights and Measures, shall receive a salary differential of two and one- half percent (2 112%) of base pay. Animal Services Personnel C. Letters of commendation received by the Department shall be placed in the individual ' Animal Control Officer's and Animal Control Center Attendant's fries. D. The County agrees to continue to pay each Animal Control. Officer employed by the County prior to August 1, 1975 a flat monthly fee of sixty-five dollars ($65.00) . The above fee shall not apply nor be paid to Animal Control Officers who shall continue to use a departmental pickup vehicle for purposes of regularly assigned "on-call" work. When an Animal Control Officer, who is receiving the above- specified flat. monthly fee of sixty-five dollars ($65.00) is assigned. to "on-call" work is, allowed to use a departmental pickup vehicle for commuting purposes, either on a regular or part-time relief basis (e.g. vacations and/or sick leave), the sixty-five dollar ($65.00) fee shall be eliminated if .such assignment is for a full month or reduced on the basis of fifteen dollars ($15.00) for 66 Section 55 .-. 'Unit Items Specific working conditions for the various units represented by the Union are listed in .Attachments 55.1 through 55.11: Execution Date: �. 5 CONTRA COSTA COUNTY CONTRA COSTA COUNTY EMPLOYEES ASSOCIATION, .LOCAL NO. 1' . t By yU .By BY� By Section 53 .- Scope Agreement and Separability of Provision .53.1 Scope of Agreement. Except as otherwise specifically provided herein, this Memorandum .. of Understanding fully and completely incorporates the understanding of the '- parties hereto and constitutes the sole and entire agreement between the parties in any and all matters subject to meet and confer.. Neither party shall, during the term of this Memorandum of, Understanding demand . any change herein, provided that nothing herein shall prohibit the parties from changing the terms of. this Memorandum of Understanding by mutual agreement. 53.2 Separability of Provisions. Should any section, clause or provision of - this Memorandum of Understanding be declared illegal, unlawful or unenforceable, by final judgment of a court of competent jurisdiction; such invalidation of such section, clause or provision shall_ not invalidate the .remaining portions hereof, and such remaining portions shall remain in full force and effect for the duration of this Memorandum of Understanding. 53.3 Personnel Management Regulations. Where a specific provision con- tained in a section of this Memorandum of Understanding conflicts with a specific provision contained in a . section of the Personnel Management Regulations, the provision of this Memorandum of Understanding shall prevail. Those provisions of the Personnel Management Regulations within the scope of representation which are not in 'conflict with the provisions of this Memorandum of Understanding and those provisions of the Personnel Management Regulations which are not within the scope. of representation shall be considered in full force and effect. 53.4 Duration of Agreement. This Agreement shall continue in full force and effect from July 1, 1983 to and including June 30, 1985. Said Agreement shall automatically renew from year to year thereafter unless either party gives written notice to the * other prior to sixty (60) days from. the aforesaid termination date of its intention to amend, modify or terminate the agreement. 'Section 54 - Past Practices and Existing Memoranda of Understanding Continuance of working conditions and past practices not specifically authorized by ordinance or by resolution of the Board of Supervisors is not guaranteed by this Memorandum of Understanding; provided, however, that only during the term of this Memorandum of Understanding which expires June 30, 1985, the Union may claim a violation of a past practice. If the Union can demonstrate that such past practice exists by virtueof having been acknowledged and agreed to by Management and representatives of the Union or by employees represented by the Union who reach agreement with a Department Head on a specific policy covering a group of employees such. as a reassignment policy, the alleged violation of said past practice will be subject to the grievance procedure. Those practices which have been agreed to by Management and not approved by the Department Head must be confirmed and approved by the Department Head within six (6) months from the below execution - date of this Memorandum of Understanding in order -to be considered a past practice pursuant to this provision. 64 Time of Completion from C.lass(es) and/or Date Received in Personnel Position(s) Issue Office- (P300) . '. Agricultural Biologist To investigate .the January 1, 1985 feasibility of establishing an Ag. Biol. III Class Home Health Aide. I & II To determine if 4 P.I. Within 60 days. positions should .be from execution converted to PPT of MOU Environmental `Health.. To investigate,.-,.thefeasibility March I, 1985= Inspectors of a deep class Mental -Health Treatment To determine if screening Within 90 days Specialist positions- on crisis unit from. execution - should be at B or C level of MOU (2-31positions). Library.Assistants, Study designated positions February.1, 1985 in San Pablo and .Brentwood to determine appropriate level Cook Study positions at Work Furlough January 1, 1985 . and Rehab Center for possible upgrade to Lead Cook Storeroom Clerk Study 1 position at Hospital for_ Within 90 days possible reclass to Storekeeper. from execution of MOU Gardener Study whether operation. of January 1, 1985 tiller/compactor properly part of class duties Communication Technicians Feasability 'of deep class to March. 1, 1985 include equipment installers Sheriffs Dispatchers Department to determine if Trainee November 1, 1984 Dispatcher class should be established Section 52 - Adoption . The, 'provisions : of this Memorandum of Understanding shall be made` appl i cable on the dates indicated and upon approval by the Board of Supervisors: Resolutions and Ordinances, where necessary, shall be prepared and adopted in order to implement these provisions. It is understood that where it. is determined .that~ . an Ordinance is required to implement - any of the foregoing- prow-isions,, sa-i-d . provisions shall become' effective upon the first day of the month "following ..thirty (30)_ days after such Ordinance is adopted. _ 63 t Section 49 - Rest Breaks' Employees shall be entitled to a rest break for each four (4) hours of work. Scheduling, of rest breaks shall be determined by management. Section 50 -Health Examination Employees of the County who work in a Health Services Department facility. will annually be required to complete a Health Questionnaire and take a Tuberculosis . Skin Test. In the event that .an employee had a positive reaction to a tuberculosis, skin test, said employee will be requested to show proof of having had two (2) negative chest x-rays at least one year apart. Employees will .also be requested to be 'screened for Rubella immunity. If the result of the Rubella test is negative, the appointing authority or designee will recommend that the employee become immunized. If the employee has direct patient contact and refuses to become immunized, an attempt will be made to relocate the employee to a non-patient care area if possible. Section 51 - Classification Studies Upon receipt of the appropriate P300 as submitted by the operating department and approved by the County. Administrator's Office, the County agrees to conduct a review of the followingclasses or specific positions within a class for the purposes indicated. The County shall 'make its findings known to the Union no later than the dates indicated for each study unless extended by mutual consent of both parties, without obligation of the County to take action based upon the results of the study. During the course of these studies, the County shall review any information submitted by the Union relevant to such studies: 62 Section 44 - Permanent Intermittent Employee Benefits Permanent intermittent employees are eligible for prorated vacation and sick leave benefits. Section. 45 - Permanent Intermittent Employees Health Plan A permanent intermittent employee represented by Contra Costa County. Employees Association, Local Number 1 may participate in the County Group .*Health-,Plan-,.if combined medical, dental , and life insurance coverage wholly at- the, employee's expense- but at the group, insurance rate. - The- County will not contribute to t4e'1 employee's monthly premium. The employee -will., be responsible for paying `the. monthly prim'ium appropriately and punctually. Failure to meet the premium, . deadline will mean- automatic and immediate withdrawal" from the .County Group . Health Plan and reinstatement may only beieffectuated during the annual open enrollment period. Section 46 Provisional Employee Benefits Provisional employees, who are not permanent employees of the County immediately prior to their provisional appointment, are eligible for vacation and sick leave , benefits. Provisional employees may participate in the County Group Health Plan of . combined medical, dental' ,and life insurance coverage._ who l..ly> at the employee's:-: - expense but at the group insurance rate. The County will not contribute to the employee's monthly premium. The employee will be responsible for paying the monthly premium- appropriately and punctually. Failure to meet_ the premium deadline will mean. automatic and immediate withdrawal from the County Group Health Plan and reinstatement may only be effectuated during the annual open enrollment period. Section 47 - Hazard Pay Differential for Health Services Employees Any employee assigned to `a position which 1) involves some, number of work hours: assigned to I Ward, E Ward, J Ward, Hospital Emergency Room, Hospital Reception Center, Main Detention Facility, Richmond Psychiatric Emergency Room, or Conservatorship Program or 2) which requires . continous direct contact with patients having a contagious disease' or 3) , any other employee. whom the- Board of Supervisors may by resolution authorize, -shall receive per hour worked a premium. of five (5) percent of the hourly equivalent of his/her. base rate in addition to his/her regular compensation, and in addition to the shift, differential provided for in this Memorandum of Understanding where 'he/she meets the requirements of both -Sect-ion 10', and this.`Section. Section 48 Lunch Period It is the position of the Health Services Department-that personnel who- work- an eight and one-half (8-1/2) hour day are on, their -own time during their lunch period. Personnel who work an eight (8) hour day are to be considered- on call: 61 000 114 Section 39 - Unfair Labor Practice Either the County or the Union may file an unfair labor practice as defined in Board of Supervisor's Resolution 81/1165 against the other. Allegations of an unfair labor practice, if not resolved in discussions betweenthe parties, may be heard and decided by a mutually agreed uponimpartial third party. Section 40 - Harassment Harassment is any, treatment of an employee which has the purpose or effect of affecting employment decisions concerning an individual , or unreasonably interfering with an individual 's work performance, or creating an intimidating and hostile working environment. Such conduct includes but is not limited to unwelcome sexual advances, requests for sexual favors, and other verbal, or physical conduct of a sexual nature; arbitrary or capricious changes of assignments, or display of a .hostile attitude toward an employee by a Supervisor which is not justified or necessary in the proper supervision of the work of the employee. On a trial basis • for the duration of this Memorandum of Understanding, 'allegations of harrassment may be processed through the grievance procedure up to, but not beyond, .the level of the Adjustment Board. Section 41 - Length of Service Definition (for service awards and vacation accruals The length of service credits of each employee of the County. shall date from the beginning of the last , period of continuous County employment (including temporary, provisional, and permanent status, and absences on approved leave of absence). When an employee separates from a permanent position in good standing and within two (2) years is reemployed in a permanent County position, service credits shall include all credits accumulated at time of separation, but shall not include the period of separation. The Personnel Director shall determine these matters based on the employee status records in his department. Section 42 - State Disability Insurance The County shall conduct an election within ninety (90). calendar days following the execution of this Memorandum of Understanding to -decide the issue as to whether or -not employees represented by the Union in the Health Services and Fiscal Services Units shall be included in the State Disability Insurance Fund as currently administered' by the County. Section 43 - Permanent Part-Time Employee Benefits Permanent part-time employees receive prorated vacation and sick leave benefits. They are eligible for health, dental , and life insurance benefits at corresponding premium rates providing they work at least fifty (50) percent of full time. If the employee works at least fifty (50) percent of full time, County retirement participation is also included. 60' In consideration- of this increased meal charge, the County agrees to issue::a "one-time ' payment" to. eligible employees represented by Local No. 1 iNho are assigned to a detention facility on June. , 30, 1984 in accordance with :the following timetable: A. Employees assigned to a detention facility continuously for six (6) calendar months (one hundred eighty (180) days) or more on June 30.,: 1984 - $200.00. B. Employees assigned to a detention facility continuously for: three (3) .or more calendar months (ninety (90) - days) but less .than six (6) calendar months on June 30, 1984 $100.00. C. Employees assigned to a detention facility for less than �thr..ee (3) " calendar months (ninety (90) days) on June 3.0, 1984 are, not, eligible for -any payment. The County further agrees to issue the above. referenced payments to eligible employees as soon as possible .following the completion, of, necessary paperwork by the .Department and the<' Office of the Audi tor-Controller, but ,i n .,no event later , than September 1, 1984. Section 38 - Compensation for Loss or Damage to Personal Property The loss or damage to personal property of employees is subject to reimbursement-- under eimbursement`under the following conditions. 1. The loss or damage must result from an event which is not normally encountered or anticipated on the job .and which is not subject to the control of the employee. 2. Ordinary wear and tear of personal property used on the job is not compensated. 3. Employee tools or equipment 'provided without the express . approval of the Department Head and automobiles are excluded from reimbursement. 4. The loss, or damage must have-occurred in :the. line of. duty. 5. The loss or damage was not a result of negligence or lack; of proper care by the employee. 6. The personal property , was necessarily worn or carried by the emploYee in order to adequately fulfill the duties and requirements of the job. 7. The loss or damage to employees eyeglasses, dentures or other prosthetic devices did not occur simultaneously . with. a.- job ' connected injury -covered by workers' compensation. 8. The amount of reimbursement shall be 1 invited= to- the actual' cost to repair damages. Reimbursement for items damaged beyond repair shall . be limitedto the actual value of the item at the t-i'me of loss or damage but not more than the original cost: 9. The burden of proof- of loss .rests. with the employee. 10.' Claims .for reimbursement must be processed in accordance -with the • Administrative Bulletin on Compensation for' Loss . or .Damage to : . .Personal Property.. 59 _ 000_ K_� . are subject to the grievance procedure but shall not be processed past Step 3 ' unless said letters are used in a subsequent discharge, suspension or demotion of the employee, in- which case an appeal of the letters of reprimand may be considered at.the same time as the appeal of the disciplinary action. , Copies of letters of commendation which are to be placed in theemployee's personnel file will be' given to the employee. Employees have the right to review their official personnel files which are maintained in the Personnel Department or by their Department. In a case involving a grievance or disciplinary action,, the employee's designated representative may also review his or her personnel file with specific written authorization from the employee: The. County shall supply_ the Union with lists of official personnel files and locations. Derogatory material in an employees personnel file (such as warning letters) over two years old will not be used in .a subsequent disciplinary action unless directly related to the action upon which the discipline is taken. Derogatory material does not include prior suspensions, demotions, or dismissals for cause. Section 35 - Service Awards The County shall continue its present policy with respect to service awards including time off; provided, however, that the type of award given shall be at the sole discretion of the County. Section 36 - Reimbursement for Meal Expenses Employees shall be reimbursed for meal expenses under the following circumstances and in the amount specified: 1. When the employee is required by his/her Department Head to attend 11 a meeting concerning County business or County affairs. 2. When the employee is required to be out of his/her regular or normal .work area during a meal hour because of a particular work assignment. 3. When the employee is required to stay over to attend consecutive or continuing afternoon and night sessions of a board or commission. 4. When the employee is required to incur expenses as host for official guests of the County, work as members of examining boards, official visitors, and speakers or honored guests at banquets or other official functions. 5. When the employee is required to work three or more hours of overtime; in this case he or she may be reimbursed in accordance with the Administrative Bulletin on Expense Reimbursement. .Meal costs will be reimbursed only when eaten away from home. or away from the facility in the case of employees at twenty-four (24) hour institutions. Section 37 Detention Facility Meals Effective July.-1 1984, the charge for a meal purchased in a detention facility by employees represented by Local No. 1 will increase from ten cents (10¢) per meal to one dollar ($1.00) per meal . Employees assigned to a. detention facility are not, however, .required to purchase a meal . 58 indicated the intention .to take the next examination for the 'class ` shall be ref erred to the.. appointing authority at the time authorization is issued. In no case. shail a permanent position be filled by, a provisional appointment for a period exceeding six' . (6) calendar months except under -the :following conditions: ` 1._ If an examination has been announced for the class and recruitment of applicants is i.n process,. the Director of Personnel may -authorize a continuation of provi's.ional appointments until an - eligible list is established. 2. In case of a provisional appointment �to a' , permanent position vacated by a leave of absence, such provisional appointment maybe continued for the duration of said .leave`. A provisional appointment` shall be terminated within thirty (30) days after the date of certification of eligibles from 'an appropriate eligible list. ..All decisions of the .Director of Personnel relative to provisional- appointments are final and .not subject to the grievance procedure. Before filling a position, by a provisional appointment, the appointing authority shalI , 'post; notice and shall consider current.. qualified empl-oyees_ for the ,appointment. Only if there are insufficient internal applicants to constitute a' full certification may the appointing authority cons-i-der applA cants from-outside County sery ice. Section 34 - Personnel Files An employee shall have the right to inspect and .review any official record(s) relating to, his or her performance as. an employee or to a grievance concerning. the employee which is kept or maintained by the County in the 'employee's personnel file . in. the Personnel Department or in the employee's personnel file in , their Department. The contents of such records shall be made available to . . the employee for inspection and review at reasonable intervals during the regular business hours of the County. The ,County shall' providean opportunity for the employee to respond in writing to any information which. is in the employees' personnel file about which he or -she disagrees. - Such response shall become .a permanent part of the emp.loyee's- personnel record. The employee shall be responsible for providing the written responses , to be included 'as part of the employee's official personnel file. This section does not apply to the. records of an employee relating to the investigation of a possible criminal -offense, medical records and information or letters of reference. ..All documents pertaining, to disciplinary actions shall be placed in an. official personnelfile maintained by the Personnel Department or in an official personnel file maintained by their Department. Copies of written 'reprimands-or memoranda pertaining to an .employee's unsatisfactory performance which ,are to be placed in the employee's, personnel file shall be given to an employee who. shall have the right ' to respond in writing to said documents. .Letters of reprimand f 57 ®0nk.i 9 Section 31 Pay Warrant Errors If an employee receives a pay warrant which has an error in the amount of compensation to be received and if this error occurred as a result of. a mistake by the Auditor-Controller's Department, it is the policy of the Auditor-- Controller's Department that the error will be corrected and a new warrant '.issued within forty-eight (48) hours_, exclusive .,of Saturdays, Sundays and holidays from the time the Department is made aware of and verifies that the pay warrant is in error. Pay errors disc overed 'by the County on or after July 1, 1984 found in employee pay shall be corrected as soon as' possible as to current pay rate but -that no recovery of either overpayments or underpayments to an employee: shall be made retroactively except for the six (6) month period immediately preceding discovery of the pay error. This provision shall apply regardless of whether the error was made by the employee, the appointing authority or designee, the Director of Personnel or designee, or the Auditor-Controller or designee. Recovery of fraudulently accrued over or underpayments are excluded from this 'section for both parties. When the County. notifies an. employee of an overpayment and proposed repayment schedule and the employee wishes to meet with the County, a meeting will be held at which time a repayment schedule shall be determined. If requested by the employee, a Union representative may be present at a meeting with management to discuss a repayment schedule in the case of overpayments to the employee. Section 32 - Flexible. Staffing Certain positions may be designated by the Personnel Director as flexibly staffed positions. Positions are generally allocated' at the first level of the Job series when vacated. When the position is next filled and an . incumbent of one of. these positions meets the minimum qualifications for the next higher level and has met appropriate competitive requirements he or she may then be promoted to the next higher classification within the job series without need of a classification study. :If an operrating department verifies in writing that an administrative or clerical error was made in failing to -submit the documents needed to promote an employee on the first of the *month when eligible, said appointment shall be made. retroactive to the first of the month when eligible. An employee who is denied a promotion to a flexibly staffed position may appeal such denial to the Merit Board. Section 33 = Provisional Appointment Whenever an appointing authority makes a request for personnel to fill a position- in a class for which no reemployment or employment list is available, or in a class for which no eligible or insufficient eligibles to compl-ete. the certification will ' accept appointment to the position, the Director of Personnel may authorize the appointing authority to appoint any person who possesses the minimum qualifications for the class as set forth in the class specifications, . .provided that the names of eligibles available and the names of persons who have 56 6. When an employee is rated below satisfactory on any factor, , the evaluation will give the reasons for. such rating and include specific` recommendations, for improvement in writing. 7. The employee's signing of an evaluation form does not necessarily ' mean that the: - employee agrees with the evaluation but it does 'mean that .the employee has had an opportunity to discuss the evaluation with his/her: evaluator. 8 The employee will be given a copy of, his/her completed evaluation form at -the time form is signed by the employee. (Confirmation of final version to be received later.) 9. Any rating, :below average or unsatisfactory should be supported by documentation received by the employee at. the time the incident(s) :occured. 10. Nothing shall be added by management to an evaluation' .. after the employee has signed and received a copy ..of the evaluation without the employees written acknowledgement.: Failure to follow the foregoing procedure is subject to the grievance procedure.. However, disputes over the actual content or ratings themselves in . individual evaluations are not grievable, but may be mediated by, the Director of .Personnel upon request of either the employee or the Department. Section 30 - Mileage Effective August 1, 1979 mileage allowance for the use of personal vehicles on County business shall be paid according to the following per month formula: 1 - 400 miles $ .23 per mile 401 - plus miles .17 per mile The -above rates shall be .adjusted to reflect an. increase' or decrease in the cost of gasoline which shall be determined, as provided below onIthe basis of the average price for "gasoline, all types" per gallon as listed in Table 5, ."Gasoline Average, Prices, per gallon,_. U.S. 'City Average and Selected Areas" .for the San Franc sco-Oakl and California area published by the Bureau of ` Labor Statistics, U.S. Department, of Labor, hereinafter referred to as the "Energy Report The above mileage rates shall be increased. or decreased by one cent (1�) for each fifteen cents .(15f) : increase or decrease in the base price for .gasoline which shall be defined as the average price- of gasoline per gal-lon for July- 1979 as .published in the Energy Report,. Any such rate increase -or decrease shall be effective the first of. the month following publication of .the. index. The above formula rates include price increases reported since July, 1979: The mileage rate increase or decrease based on the Energy. Report' shall be contingent upon the continued availability of the official monthly Energy_ Report. ;in its present form and' calculated on the same basis unless otherwise, agreed upon..by the parties. . 55 an amount not to exceed twenty-"."dollars ($20) per .pair to a maximum of two (2) pair in any year, The County will reimburse eligible employees for prescription safety eyeglasses which are approved by the County and are obtained from such' establishment as required by the County up to one (1) pair per year. Section 28 - _Safety The County shall expend'. xpend every effort to see to it that the work performed under the terms and conditions of this Memorandum of Understanding is performed with a maximum degree of .safety consistent with the requirement to conduct efficient operations. Section 29 - Performance Evaluation Procedure The following procedures shall apply in those departments which already have a formal written performance evaluation system. Nothing herein shall be construed to require the establishment .of such a system where it does not currently exist. A. Goal : A basic goal :of the employee evaluatin is to help each employee perform his/her job more effectively to the mutual benefit of the employee and ,the County. The evaluation process provides an ongoing means ..of evaluating an employee's job performance and promoting the improvement of the job performance. The evaluation process also provides the opportunity to recognize and `document outstanding service as well as service that has been unsatisfactory to the County. B. Frequency .of Evaluation. 1. Probationary employees shall be evaluated at least once > > during their probationary period. 2. Permanent employees shall be evaluated annually. C. Procedure. 1. An employee shall generally be evaluated by the first level management supervisor above the employee. 2. It will be necessary in some cases for a supervisor to consult with the employee's . immediate work director in order to make a comprehensive evaluation. 3. Where feasible, evaluations will be based primarily on observation by the evaluator of the employee in the Performance of his/her: duties. Comments based on secondary information shall have supportive documentation. 4. An employee will be informed in advance of a meeting with his%her supervisor to discuss the employee's evaluation and -to..-`-put the evaluation in' writing on the department evaluation forms 5. The employee shall be informed of his/her right to prepare and have attached to the evaluation` form any written comments which the employee wishes to make. 54 -23.7 Merit Board, A. All Grievances of employees in representation units represented by the Union .shall,*be processed under Section 23 unless the employee elects to ' apply to the ' Merit Board on matters within its jurisdiction. B. No action under Paragraph C, - D and-E of Subsection 23.1 above shall be taken if action -on the complaint or grievance has been taken-by the Merit Board,; or if the complaint or. grievance is. pending before ; the Merit Board. r 23.8 The Union may file a grievance at ' Step 3 . on behalf, of` affected employees :when action by the County� Administrator -or the Board -of" Supervisors violates a provision of this Memorandum of*Understanding. Section 24 - Bilingual Pay 'A salary:' differential 'of forty dollars ($40.00), per month §hall be ' paid incumbents of positions". requiring bilingual proficiency as designated by the appointing authority and Director of Personnel. Said differential shall be prorated. for employees working less than full-time and/or who are .on an unpaid leave of absence for a portion of any given month. Designation of positions for which bilingual proficiency' is required is the sole prerogative. of the County. '' The Unl on_:shall be notified when such designations are made. Section 25 - Retirement Contribution Pursuant to Government Code Section 31581.1, the County will , continue, to pay fifty (50) percent of, the retirement contributions normally -required of. employees. - Such payments shall continue for the duration of this Memorandum of Understanding, and shall terminate thereafter. Employees shall. be responsible for payment of the employees' contribution for the retirement cost of living program as determined by the Board of Retirement of the Contra Costa County Employees' Retirement Association without the County paying any part of the. employees ' share. - The 'County will pay the remaining one-half (1/2). of the., retirement cost-of-living program contribution. Section .26 - Training Reimbursement The County Administrative Bulletin on Training shall govern reimbursement for training and shall continue to limit reimbursement for career development training to two hundred dollars ($200) per semester or one hundred fifty dollars ($150) -per quarter, not to exceed six hundred dollars ($600) per year, except as otherwise provided in ` the supplemental, sections . of. this _Memorandum of Understanding. Section 27- -- Safety Shoes and Prescription Safety. Eyeglasses The .County , shal.1 reimburse employees for safety shoes and prescription safety; eyeglasses: in those classifications the County has determined eligible for such. reimbursement. The County will reimburse eligible employees for safety shoes in 53 0-0 0 11 supplementary hereto or to establish any new terms or conditions of employment. D. If the Personnel Director in pursuance of the procedures outlined in Subsection 23.1 (C) above, or the Adjustment Board in pursuance of the provisions -of Subsection 23.1 (D) above resolve a grievance which involves suspension or discharge, they may agree to -payment for lost time or to reinstatement with or without payment for lost time. 23.3 _ The time limits specified above may be waived by mutual agreement of the parties to the -grievance. If the County fails to meet the time limits specified . in..•Steps 1 through 3 above, the grievance will automatically move to the next step. If an employee fails to meet the time limits specified in Steps 1 through 5 above, the .-grievance will be deemed to have been settled and withdrawn. 23.4 An official, with-,,whom a formal grievance is filed by a grievant who is included in a. unit represented by the Union, but is not represented by the . Union in the grievance, shall give the Union a copy of the formal presentation. 23.5 Compensation Complaints. All complaints invoi_ving or concerning the .payment of compensation shall be initially filed in writing with the Personnel Director. Only complaints which allege that employees are not being compensated in accordance with the provisions of this Memorandum of Understanding shall be considered as . grievances. Any other matters of compensation are to be resolved in the meeting and conferring process, if not detailed in the Memorandum of Understanding which results from such meeting and conferring process shall be deemed withdrawn. until the meeting and conferring process is next opened for such ' discussion. ' No adjustment shall be retroactive for more than six (6) months from the date upon which the complaint was filed. No change in. this Memorandum of Understanding or interpretations thereof (except interpretation's resulting from Adjustment Board or arbitration proceedings hereunder) will -be recognized unless agreed to by the County and the Union. 23.6 No Strike. During the term of this Memorandum of Understanding, the Union, its members and representatives, agree that it and they will not engage in, authorize, sanction, or support any strike, slowdown, stoppage of work, sickout, or refusal to perform customary duties. In the case " of a legally, declared lawful strike against a private or public sector employer. which has been sanctioned and approved by the labor body or council having jurisdiction; an employee who is in danger of physical harm shall not be- required to cross the picket line, provided the employee advises his or her supervisor as soon as possible, and provided further that an employee may be required to cross a picket line where the performance of his or her duties is of an emergency nature and/or' failure to perform such duties might cause or aggravate a danger to public health or safety. 52 D. . Step 4. No grievance may be processed under this Sectio.`h °wh.ich has not first been filed and investigated in accordance with. paragraph (C) above and .filed within seven (7) work .days of the written response of the Personnel Director or his or her designee.,.',', If'the parties are unable to reach .a mutually satisfactory, accord: on any. grievance whicharises and is presented during the term �of -this' Memorandum of Understanding, such grievance shall be submitted ins writing .within seven (7) work days to an Adjustment Board comprised of three. (3) . Union representatives, no more than two (2)- of whom shall be either an employee 'of the County or . an elected or appointed official of the Union : presenting this grievance,, and three (3) representatives of the County, no more than two (2) of whom shall be either an employee of the County or a member,of the staff of an organization employed to represent the County in the meeting and conferring process. The Adjustment Board shall meet and, render a decision within twenty (20) work days of receipt of the written request. E. Step 5. If an 'Adjustment Board is unable to arrive at a majority decision, either the employee (or, the County, when alleging a violation of Section 23.6 below) may require that the grievance be referred to an impartial arbitrator who shall be - designated by mutual agreement between the employee and the Personnel Director. Such request shall be submitted within twenty (20) workdays- of the rendering of the 'Adjustment Board decision. Within twenty - (20)'. days of the request for arbitration, . the parties shall mutually seYect an arbitrator. The fees and expenses of the arbitrator and -of the 'Court Reporter shall be shared equally by the Employee and the County. Each party, however, shall bear- the costs of its own , presentation, including preparation and post hearing ' briefs if any. 23.2 Scope of Adjustment' Board and. Arbitration Decisions. A. Decisions of Adjustment Boards and arbitrators on , matters ,properly before them shall be .final and binding .on the parties hereto, to the extent permitted by law. B. No Adjustment Board and- no. arbitrator ' s.ha.11 entertain-, hear, - decide, or make recommendations on any dispute unless such dispute involves a position in a unit represented by the Union which has been certified as the recognized '.employee organization for such unit and under . such . dispute _falls within the, definition of a. grievance as setforth in - Subsection .23.1 'above.> C. Proposals to add to or change this Memorandum of 'Understanding or, to . change written agreements supplementary . hereto shall not be arbitrable and no proposal to ' modify, amend, or. terminate this Memorandum of Understanding, nor any matter or subject arising out of or in connection with such proposals, may be referred to arbitration under this ;Section. Neither. any Adjustment Board nor any arbitrator shall have the power to amend or modify, th-is Memorandum of Understanding or written agreements _ 51 non no employee's last known mailing address. The . order shall be effective either upon personal service or deposit " in the U. S. Postal Service. C. Employee Appeals from Order. The employee may appeal an order of dismissal ,, suspension or demotion either to the Merit Board or through the procedures of Section 23 - Grievance Procedure of this Memorandum of Understanding provided that such appeal is filed in writing with the Personnel Director within ten (10) calendar days after service of said order. An employee may not both appeal to the Merit . Board and file a grievance under Section 23 of. this Memorandum of Understanding. Section 23 - Grievance Procedure 23.1 A 'grievance is any dispute which involves the interpretation or application of any 'provision of this Memorandum of Understanding excluding, however, those provisions of this Memorandum of Understanding which specifically provide that the decision of any County official shall be final , the - interpretation or application of those provisions not being subject to the grievance procedure. The Union may represent the employee at any state of the process. Grievances must be filed within thirty (30) days of the incident or occurance about 'which the emploYee claims to have a grievance and shall be processed in the following manner: A. Step 1. Any employee or group of employees who believes that a provision of this Memorandum of Understanding has been misinterpreted or misapplied to _his .or her detriment shall discuss the complaint with the employee's immediate supervisor, who shall meet with the employee within five (5) days of receipt of a written request to hold such meeting. B. Step 2. If a grievance is not satisfactorily resolved in Step 1 above, the employee may,-,,submit the grievance in writing within ten .(10) work days to .such .management official as the Department Head may designate. This formal written grievance shall state which provision of the Memorandum of Understanding has. been misinter- preted or misapplied, how misapplication or misinterpretation has affected -him or her to his or her detriment, and the redress he or she seeks. A • copy of each written communication on a grievance shall be filed with the Director of Personnel . The Department Head or his or her designee shall have ten (10) work days in which to respond to the grievance in writing. C. Step 3.� If a grievance . is not satisfactorily resolved in Step 2 above, the employee may appeal in writing within ten (10) work days to the Personnel Director. The Personnel Director or his or her designee -shall have twenty (20) work days in which to investigate the merit of the complaint and to meet together at the same time with the Department Head and the employee and attempt to settle the grievance and,respond in writing. _ 50 n i 22.5 Notice of Suspension Without Pay Due to Pending Criminal -Charges.. .- Before suspending an employee. due to pending criminal charges, the .appointing authority shall-, cause to be served either personally or by" certified mail, on the employee', a Notice 'of Suspension Due to Pending Criminal Char .ges,, which shall .contai:n the following: A, A statement that: the employee is suspended while, criminal charges are pending or until .the charges are dismissed B. A statement of the charges upon which the suspension is.:based and of the . facts by which such . charges' adversely affect the- County service or conflict with continued employment. . C. A statement that the employee may. respond to the appointing authority either orally_ orin writing within seven, (7) calendar days. D. A statement that disciplinary action may be taken after disposition• of the charges. E. The Notice' of Suspension Due to Pending Criminal Charges may include a Notice of Proposed Action (Skelly Notice) under 'Section 22.2. F. An appointing authority, upon giving notice as provided in this Section 22, may immediately suspend without pay an employee against whom there is pending a criminal charge which adversely affects the County service or conflicts with continued employment. Pending criminal charges exist when an employee has been arrested .or has been named a defendant in a criminal complaint or indictement filed in any. court. G. The `Personnel -Director may order lost pay restored for good cause; and subject to the employee's duty to mitigate damages, but not if the employee 1) is given a Notice of Proposed Action (Skelly Notice) and 2) is dismissed- or otherwise disciplined for cause directly related', to the charges within fourteen (14) calendar days after the appointing authority has knowledge of final disposition of the .charges. .22.6 Procedure on Dismissal,^Suspension.or Disciplinary Demotion. A. In any disciplinary action - to dismiss, suspend, or demote an employee having permanent status in a position in the merit.. system, after having complied with the Skelly. requirements . where applicable, the appointing authori>ty shall make an order in writing stating specifically the causes for.th.e action. B. Service of Order. Said order of dismissal`, suspension, or demotion shall be filed with the Director. of Personnel, showing by whom and the date a copy was served ..upon the employee to be dismissed,. suspended. or demoted, either personally or by certified .ma,il to the 49 . _ t ordinance -or. Personnel Management Regulations, 12. material and intentional misrepresentation.or concealment of any fact in connection with obtaining employment, 13. misappropriation of County funds or property, 14. unreasonable failure or refusal to undergo any physical-, medical and/or psychiatric exam and/or treatment authorized by . this Memorandum of Understanding, 15. dishonesty or theft, 16. excessive or .unexcused absenteeism and/or tardiness. 17., Sexual harassment, including but not limited to unwelcome sexual advances; requests for sexual favors, and other verbal, or physical conduct of a sexual nature, when such conduct has the purpose or effect of affecting employment decisions concerning an individual , or unreasonably interfering with an individual 's work performance, or creating an intimidating and hostile working environment. 22.2 Skelly Re uirements. - Before taking a disciplinary action to dismiss, suspend, for`more than five 5) work days (four (4) work days for employees on a 114-10" workweek), or demote an employee, the appointing authority shall cause to be served personally or . by certified mail , on the employee, . a Notice of Proposed Action, which shall contain the following: A. A statement of the action proposed to be taken. B. A copy of the charges; including the acts or omissions and grounds upon which the action is based. C. If it is claimed - that the employee has violated a rule or regulation of the County, department or district, a copy of said rule shall be included with the notice. D. A statement that the employee may review and request copies of materials upon which the proposed action is based. E. A statement that the employee has seven (7) calendar days to respond to the appointing authority either orally or in writing. Employee Response. The employee upon whom a Notice of Proposed Action has been served shall have seven (7) claendar days to respond .to the appointing authority either orally or in writing before the proposed action may be taken. Upon request of the employee and for good cause, the appointing authority may extend in writing . the period to respond. If the employee's response is not filed within seven (7) days or during an extension, the right to respond is lost. 22.3 Leave Pending. Employee Response. Pending response to a Notice of Proposed Action within the. first seven (7) days or extension thereof, the -appointing authority for cause specified in writing may place .the employee on temporary leave of absence, with .pay. 122.4 Suspensions without pay shall. not exceed thirty (30) days unless ordered by an arbitrator, an adjustment board or, the Merit Board. The thirty '(30) day limit does not apply to suspension due to pending criminal charges as provided ,in 22.5 below.. 48 t • f 21.5 Coerced Resignations. A. Time L,imit. .. A resignation which the employee believes has; been coerced by the appointing authority may be revoked within seven .(7) , calendar - days after its expression, by serving written notice .on the Director of Personnel and a, copy to the appointing authority. B. Reinstatement. 'If the appointing authority acknowledges. that the . employee .could have believed that the resignation .was coerced". it shall be revoked and the employee returned to duty. effective on-Ahe day following the appointing authority's acknowledgement without ` loss of seniority or pay. C. . Contest. Unless, within seven,,. (7) days of the receipt .of.- -the notice, the appointing authority acknowledges that the /resignation could have been believed to be coerced, this question should be:. handled. as an appeal to the Merit Board. In the alternative, the employee may file a written election with the Director of Personnel; waiving the employee's right of appeal to,`the Merit 'Qoard .in favor, of the employee's appeal rights under ' the grievance procedure contained in Section, 23 of the Memorandum. of Understanding . . beginning with Step C. D. Disposition. If a final decision is rendered that determines that the resignation was coerced, the resignation shall ,be deemed revoked and the' employee returned to duty effective, on the day following the decision but without loss of seniority or pay., subject to the' employee's duty to mitigate damages. Section. 22_ = Dismissal ,-Suspension and Demotion 22.1 The appointing authority may dismiss, suspend or demote any employee for cause. The following are sufficient causes for such action; ' the ' list is indicative rather than inclusive of restrictions and dismissal, suspension. or demotion may be based on `reasons other than those specifically mentioned: 1. absence without leave, 2. conviction of any criminal act involving moral turpitude, 3, conduct tending to bring the merit system into disrepute, 4. disorderly or immoral conduct, 5. incompetence or inefficiency, 6. insubordination, 7. being at work under the influence of liquor or drugs, carrying onto the premises liquor or drugs or consuming or using liquor or drugs. during work hours and/or on County premises, 8. neglect of duty (i..e. non-performance .of assi-geed responsibilities), - 9. negligent or willful damage to public property or waste .of public supplies or equipment, 10. violation of any, lawful or reasonable regulation or order'•.given by a supervisor or Department Head, 11. willful violation of any of the provisions of the merit. system 1. Vlist of vacant, positions shall be posted in work areas of all affected. employees for a minimum of five (5) work days. 2. Employees shall be given the opportunity to volunteer .for vacancies and shall be reassigned on the basis of seniority. 3. If there are no volunteers for reassignment, the least senior. employee(s) in that class shall be reassigned. 4. Management shall have the sole prerogative. to select the vacancy to which the least senior. employee(s) shall be reassigned. Seniority for reassignment purposes shall be defined as (in Section -II, Layoff) seniority within classification. if- -reduction or reassignment by site is necessary, .the least senior employee in the affected class at the site shall be reassigned. If reduction or reassignment is necessary by shift, the least senior employee in the affected. class assigned to the affected shift shall be reassigned. Nothing contained in this Section shall prohibit' a Department and the Union from making a mutually agreed upon alternative arrangement. Section 21 - Resignations An employee.'s voluntary termination of service - is a resignation. Written resignations shall be forwarded to the Personnel Department by the appointing authority immediately . on receipt, and shall indicate the effective date of termination. Oral resignation shall be immediately confirmed by the appointing author.ity in writing to the employee and to the Personnel Department and shall indicate the effective date of termination.- 21.1 Resignation in Good Standing. A resignation giving the appointing authority written notice at least two (2) weeks in advance of the last date of service (unless the appointing authority requires a longer period of notice, or consents to the employee's terminating on shorter notice) is a resignation in good standing. 21.2 Constructive Resignation. A constructive resignation occurs and is effective when: A. An employee has been absent from duty for five (5) consecutive working days without leave; and B. five .(5) more consecutive workdays have. elapsed without response by - the employee after .the receipt of a registered or certified letter citing. a notice of resignation by the appointing authority . to the employee at the employee's last known address but no more than ten (10) working days from mailing of said notice. 21:3 Effective Resignation. A resignation is .effective when delivered or spoken to the appointing authority, operative. either on that date or another date specified. 3 21.4 Revocation. A resignation that is effective. is revocable only by written concurrance of the employee and the appointing authority. 46 20.5 Involuntary Reassignment Procedure. The below. li.sted procedure shall apply to the following groups of employees except in the case of layoffs where Section 20.6 governs) : entire General Services and Maintenance Unit except Sheriff's Dispatchers; entire LVN/Attendant/Aide. Umit; entire Health ..Services Unit; Group Counsellors in the Probation Department; and that portion of :the Engineering Unit in the Public Works Department.. Department management, at its sole discretion, may determine from 'time to time that involuntary reassignments of staff are required. Involuntary reassignments are the reassignments of permanent employees in their existing classification:.-to. a new worksite, shift, or program area. Such decisions may result from- • • inability to fill a vacancy through the voluntary reassignment procedure. or from a determination that excess staff are allocated - to a certainsite, shift, or. . program: When .such decisions are made and the reassignments are permanent, the below listed procedure shall apply. This policy shall not apply to temporary reassignments of less than .eight (8) weeks duration to. cover such things as vacation . relief, sick' leave absences, temporary shifts -in workload, training assignments, or temporary short term assignments to cover vacant positions which could not be filled through the .voluntary reassignment policy and * for which actions are underway. to fill permanently from an eligible list. If a temporary reassignment is expected to . exceed eight (8) weeks in duration, the affected Department shall either use the. below , 1 isted procedure or will .meet and confer with the Union on •a case by case basis regarding an alternative approach. 1. •Management will identify the classifications and positions from which reassignments are necessary. 2. Affected employees will be provided with a list of vacancies/ - assignments for which they may apply. 3. Affected employees shall be given the opportunity to volunteer for the available vacancies/assignments and shall .be considered in. accordance with Part F of the voluntary reassignment procedure. ' 4. . If there are insufficient volunteers for the number of available positions or no volunteers, and invol,untary reassignments are 'still required, the least senior qualified affected employee shall be reassigned to the vacant assignment identified by• management, followed by. the next least senior employee, and so on in inverse order of seniority until all necessary reassignments are completed. Qualified is defined as a person possessing the necessary training ' or experience for the specific assignment. . Seniority for involuntary reassignment purposes shall be defined as seniority within classification. Nothing contained in this Section shall prohibit the Department, and the Union from mak-ing a mutually agreed upon alternative arrangement. 20.6 When reassignment of an employee or employees is necessary due .to layoff-or displacement, the following procedures shall be followed: • 45 • 000-PLO6 CONTRA COSTA,COUNTY. . Local No. .1 Bid Notice t To: Permanent Employees in the class of From: Name Title SUBJECT: NOTICE OF OPEN POSITION Classification: Position No: Level : Position Type: If deep classification FT PPT PI AD hrs. Department: Division: Geographic Area: East, West,. Central Worksite (street address., etc.) : _ Shift/Hours: Days Off.- Other ff:Other Requirements: (i.e. : bil'ingual ability, position "flags") All eligible full-time, permanent part-time, or permanent-intermittent employees in the above classification interested in this position, submit bids IN WRITING on Form 103 (WIDSI). to: by Name . Date Time of Day Posting Date: .. Removal Date: 44 F. Employee Selection. If three (3) or more employees bid -on the position, the position shall. be'_ fiIled from among the three (3) most senior bidders. For the purposes , of bidder selection, ;"the "Rule of 3" shall apply., That is, the 'supervisor is entitled "to select from three (3) .candidates and the. three (3), most senior ,may be considered as' equal . Seniority for bidding purposes means classification seniority, for layoff+,purposes. If two -(2) employees bid, the supervisor shall be entitled to one .(1)' .additional- -name from an eligible ', list-. If one (1) employee bids, the, supervisor shall be entitled to two (2)- additional names from ,an eligible list._ If no emp`loyees. bid, the supervisor may fill . the position from an eligible list or otherwise in accordance with .the Personnel Management Regulations.. The supervisor shall offer to interview all. candidates either in person or on ,the. telephone. Subsequent to . submitting a bid_ ,- an employee may waive consideration for the position at any time by notifying the supervisor verbally, or ..in writing in which'; case the next most senior bidder .(if any) or candidate from the eligible list maybe considered. The remaining active bidders will be advised within ten (10) work days,,after the posting is removed whether they have been selected or the status 'of . their, bid." If requested by the employee, suprvisors shall give an employee in writing the reason(s) 'why he or she was not selected. G. No Old Job Claim. The selected employee shall have no claim on the jobs he or she left. If a decision is made by the employee to seek immediate reassignment, the employee may only be placed- i-n another vacant position in accordance- with this policy. H. Bidding While on Leave. Employees interested in a particular assignment and wishing to' be notified of an open position while on vacation, sick leave or leave of absence (not scheduled day off) may leave . a written notice- or a self-addressed, stamped envelope with, the supervisor of the position they are interested in. 43 000105 In no event ' shall reassignments be utilized for disciplinary.. purposes. - This provision for work location, reassignments applies only to the following units: Agriculture Unit (excluding the Weights .and Measures Division) ; _ Library Unit; Legal and Court Clerk Unit. 20.4 Voluntary Reassignment (Bidding) Procedure. The below listed procedure shall apply to the ,following groups of employees: the entire General Services and Maintenance Unit except Sheriff's . Dispatchers, the entire .LVN-Attendant/Aide Unit,. the entire Health Services Unit, Group Counsellors in the Probation Department and that portion of the Eng-ineering. Unit in the Public Works Department. Permanent employees may request reassignment to _Vacant permanent positions in the same classification or. in 'the same level of their deep classification. All permanent vacancies will . be offered for bid to presently assigned full-time, part-time and permanent intermittent employees for reassignment. Nothing herein precludes the making of temporary reassignments not entailing the filling of vacant permanent positions. The following procedures shall apply: A. Responsibility. Implementation of the reassignment procedure is the responsibility of the supervisor of the position which is vacant. B. Vacancy Notices Posted. Vacant position notices for positions which are to be filled shall be .posted for five .(5) calendar days. The notice shall specify job characteristics and shall be posted only once (see attached 'sample bidding form) . The supervisor may begin interviewing bidders. .immediately upon posting the bid notice. If the supervisor. receives less than three (3) bidders, he or she may. fill the pos-ition by using the Merit System eligible list or by making internal reassignments. For purposes of this procedure, a bidder is an employee in the same- class who is eligible to bid under Section D, following, and who meets all the minimum qualifications for the position including any specialized requirements :such as bilingual ability, position flag requirements, and who submits a bid on the position. C. All Vacancies Must be Posted. All vacant positions which may occur "Ey—creation of new positions, separation, promotion, demotion or reassignment must be posted for permanent employee bidding. D. Who May Request Reassignment. All permanent full-time, permanent part-time or permanent intermittent employees may request reassignment to any open .. permanent position in the same classification or in the same level of a deep classification anywhere else. ,in their .Department. E. Who May Not Request Reassignment. Employees who are in a temporary status or provisionally appointed to a permanent position, employees stil.l .on probation in. a permanent position and employees who have been' in their current assignment less than. three (3) months may not bid for reassignment under this procedure. 42 included in the final percentage score from which the rank .on the promotional list is determined. No employee, however, shall receive more than a. total . of five (5) percent credit- for seniority in any :promot'ional `examination,. 19.7 County employees who are required as part of the . promotional examination process to take a physical, examination' shall do so on'County time, at County expense,. Section 20 - Transfer & Reassignment 20.1 The following 'conditions are. required in order' to qualify for transfer: A`. The position shall be in the same class,. or_if in a different, class shall have been determined. by the Director of Personnel to :be appropriate for transfer on the basis of minimum qualifications. and qualifying procedure•; B. the employee shall have permanent status in the merit . system and shall be in good standing; C. . the appointing authority or authorities involved in the transaction shall have indicated their. agreement in writing; D. the employee concerned shall 'have indicated agreement to-the change in writing; E. the. Director of Personnel shall have approved the change. Notwith- standing the foregoing, transfer may also, be accomplished through the regular appointment . procedure provided that the individual desiring transfer has eligibility on a list -for a class for .which appointment 'is being considered. 20.2 Any employee or appointing authority who desires to initiate a transfer may inform the Director of Personnel in writing of such desire stating the reasons therefore. The Director of Personnel shall if he or she considers that the reasons are adequate and that the transfer will be for the good of the County service and .the parties involved, inform the 'appointing authority or authorities concerned and the employee of the proposal `and ' may take ' the initiative in 'accomplishing the transfer. 20.3 Reassignment of Work Location. Employees desirous of reassignment to a position in the same classification at another work location shall submit a request for reassignment in writing to the Department Head. When openings occur . - in various, work locations, requests for ' reassignment will be reviewed with consideration given to various factors including but not- limited 'to distance of -employee's residence from desired work. location -and relative length of -service of the, applicants for a particular , location. The-Department Head or .designated representative shall make' -the sole determination as to assignment of personnel , except as. otherwise provided in the supplemental. sections of this Memorandum of Understanding. , This provision applies to intradepartmental reassignments only. 41 , OQ0104. Section 19 Promotion 19.1 Promotion shall be by competitive examination unless otherwise provided in this Memorandum of Understanding. 19.2 Promotion Policy. The Director of Personnel , upon request of an appointing authority, shall determine whether an examination is to be called on a promotional basis. 19.3 If an examination for one of the classes represented by the Union is proposed to be announced on an Open only basis the Director of Personnel shall give five (5) days prior notice of such proposed announcement and shall meet at the request of the Union to discuss the reasons for such open announcement. 19.4 Promotion via. Reclassification without Examination. Notwithstanding I ther provisions of this Section, an employee . may be promoted from one classification to a higher classification and his/her- position reclassified at the request of the appointing authority and under the following conditions: A. An evaluation of the positions) in question must show that the duties and responsibilities have significantly increased and constitute a higher level of work, B. The incumbent 'of the position must have performed at the higher bevel for six (6) months. C. The incumbent must meet the minimum education and experience requirements for the higher class. D. The action must have approval of the Personnel Director. E.. The Union approves such action. The appropriate rules regard.i,ng__.probationary status and salary on promotion are applicable. 19.5 Requirements for Promotional Standing. In order to qualify for an examination called on a promotional basis, an employee must have probationary or permanent. status in the merit system and' must possess the minimum qualifications• for the class. Applicants will be admitted to promotional examinations only if the requirements are met on or before the final filing date. If an employee who is qualified on a promotional employment list is separated from the merit system, except by layoff, the employee's name shall be removed from the promotional fist. 19.6 ' Seniority Credits. Employees who have qualified to take promotional examinations and who have earned a total score, not including seniority credits, of seventy. "(70) percent, or more, shall receive, in addition to all other credits, five one-hundredths of one (.05) percent for each completed month of service as, a permanent. County employee continuously preceding -the final date for filing application for said examination. For purposes of seniority credits, leaves of absence shall be considered as service. Seniority credits shall be 40 of this Memorandum, without notice and without right of appeal or hear.ing: . 'If the appointing authority has not returned the probation report, a probationary employee may ..be rejected from the )service within *a reasonable, time after the probation period for failure to pass probation. If the appointing ,authority fails to submit in a timely manner the proper written documents certifying that a probatinary employee -has served in a satisfactory manner:,, and later acknowledges it. was ,his or her intention to do, so, the regular appointment shall begin on the day following the end of the probationary period: Notwithstanding any other provisions of the Memorandum of Understanding, an employee rejected during' the probation .period from ,a position -in the Merit System to wh.i.ch .the employee had been promoted or transferred from an eligible list, shall be restored to a position in the department from which the employee was promoted or transferred: An employee dismissed for other than disciplinary reasons within six (6) months after. bei ng promoted or transferred 'from a position in the Merit System, to a position not included in 'the Merit System shall be restored to a position in the classification in ' the department from which the ' employee was promoted or transferred. r _ A,probationary employee who has been rejected or has resigned during probation J shall not be restored to '-the eligible list from which the employee was certified unless the employee receives the affirmative" recommendation from the appointing authority and is certified by the Personnel. Director whose decision is final . The Director of Personnel shall not certify the name of a person restored to the eligible list to the same appointing authority by whom, the person .was rejected from the same eligible list, unless such certification is requested in writing by the- appointing authority. 18..7 ' , Layoff During Probation. An employee who is laid off during probation; ' if reemployed in the same class by the same department, shall be required to complete only the balance of the required probation. If reemployed', in another department or in another classification, the employee shall serve a full probationary period. An employee appointed, to- a` permanent position from a layoff or reemployment list is subject to a probation period if the position. J sin a department other than the department from which the employee separated, displaced, or voluntarily demoted in lieuof layoff. An appointment from a layoff or reemployment list is not subject. to a probation period if the position is in the department from which the employee separated, displaced_or voluntarily demoted in lieu of layoff. 18,8 Rejection During Probation of Layoff Employee. An .employee who has; achieved permanent status in the class before layoff and who subsequently is. appointed from the layoff list and then rejected during the probation period shall be automatically restored to the layoff list, ,unless discharged for cause, if the person is withinithe period of layoff eligibility.. The employee shall begrin a new probation ;period of subsequently certified and appointed in a different department or 'classification . than, that from which .the empl.oyee. was, laid off. 39 OOt�_ 03 18.4 The probationary period shall date from 'the time of appointment to a permanent .position, after certification from` an eligible list. It shall not include time served under provisional appointment or under. appointment to limited term positions or any period of continuous leave of absence without pay or period of work connected disability exceeding fifteen (15) calendar days. , For those employees appointed to permanent-intermittent positions witha six (6) months probation period, probation will be considered completed upon serving one-thousand (1,000) hours after appointment except that in no instance will this period be less than six (6) calendar months from the beginning of probation. If a permanent-intermittent probationary employee is reassigned to full-time, credit toward probation completion in the full-time position shall be prorated on the basis of one-hundred-seventy-three (173) hours per month. 18.5 Rejection During Probation. An employee who is rejected- during the probation period and restored to the eligible list shall begin a new probation— ary period if subsequently certified and appointed. A. Appeal from Rejection. Notwithstandinany other provisions of this section, an employee (probationer}q shall have the right to appeal from any rejection during the probationary period based on political, or religious or union activities, or race, color, national origin, sex, age, handicap, or sexual orientation. B: The appeal must be written, must be signed by the employee and set forth the grounds and facts by which it is claimed that grounds for appeal exist under Subsection A and must be filed through the Director of Personnel to the Merit Board by 5:00 p.m. on the seventh- (7th) calendar day after the date of delivery to the employee of notice of rejection. C. The Merit Board shall consider the appeal , and if it finds probable cause to believe that the rejection may have been based on grounds Prohibited in Subsection A, it may refer the matter to a, Hearing Officer for hearing , recommended findings of fact, conclusions of law and decision, pursuant to the relevant provisions of the Merit Board rules in which proceedings the rejected probationer has the burden of proof. D. If the Merit Board finds no probable cause for a hearing, it shall deny the appeal . If, after hearing, the Merit Board upholds the ,.appeal , it shall -direct that the appellant be reinstated in the position and the appellant shall begin a new probationary period unless the Merit Board -specifically reinstates the former period. 18.6 Regular Appointment. The regular appointment of a probationary employee shall begin on the day following the end of the probationary period, subject to the . condition that the Director of Personnel receive from the appointing authority a statement in writing that the .services of the employee during the probationary period were satisfactory and that the employee is recommended for permanent appointment. A probationary employee may be rejected at any..time during the probation period without regard to the Skelly provisions 38 . Dependents) rate for the option selected and subtracting the .monthly Part B Medicare premium withheld from Social Security payments for one enrollee; for Employee andDependents) with two members on Medicare by taking the Employee and Dependent s) rate for the option selected and subtracting'.the monthly'­Part B Medicare premium withheld from Social Security payments for two enrollees. An employee who terminates County employment who has earned compensation for actual. time worked or, is credited for time worked through vacation..ror. sick leave accruals, . is only covered through the month in which he/she is credited with compensation. An employee who terminates County employment may .conver.t to individual Health Plan coverage. Upon retirement, employees may remain :in the . same County group medical plan if immedately before their retirement they are either active subscribers to one of the County Group Medical Plans or if on authorized leave of absence without pay they have retained individual conversion membership from one of the County plans: Employees shall be allowed. to. maintain .their Health Plan coverage at the`. County group rate for twelve (12) months if on approved medical leave of absence provided that the employee shall pay the entire premium (i.e. , both employer and employee share) for the *Health Plan during said leave. Said payment, shall be made by the employee at a time and place .specified by the County: Late paymewnt shallt result .in cancellation of Health Plan coverage. If a husband and wife both work for the County and one of them is laid off, the remaining eligible shall be allowed to enrols or transfer into the health coverage combination of his/her choice. An eligible employee who is no longer covered for medical or dental coverage through a spouse's coverage shall be allowed to enroll or transfer into the health coverage 'combination of his/her choice within thirty (30) days of the date coverage is no longer afforded under the spouse's plan. Section 18 - Probationary Period 18.1 Duration.' All appointments, fromofficially promulgated employment. lists for original entrance or promotion shall-. be subject to a probationary period. This period shall be from six (6) months to two (2) years duration. 18.2 Listed below are those classes represented by the Union which have probation periods in excess of six (6) months. Agricultural Biologist Trainee - one (1) year Animal Control Officer - one (1) year Apprentice Mechanic - two (2) years Deputy Probation Officer I - one (1) year. Deputy Public Defender one (1) year Group Counsellor I - one (1) year Programmer Trainee - nine (9) months Security Guard -'one (1) year Weights & Measures Inspector Trainee - one (1) year 18.3 When the probationary, period for a class is changed, only. new appointees to positions in the classification shall be subject to the revised probationary period. 37 aoo , } IPM':Health Plan Option Employee Only (No 'Medicare) No Dental $ 56.05 _ $ 64.29 $ 0 CDS 62.63 71.63 6.91 Safeguard 62.63 71.63 2.30 . , Family (No Medicare) "y No Dental 131.32 149.32 $ 44.24 COS 140.00 158.00 68.81 Safeguard: = 140.00 158.00 55.54 . County Contribution per Employee Cgntributio.n Category Employee per. Month: per Month: Current 8/01/84 8/1/84 Dental Plans Only Employee Only CDS $ 14.81 $ 15.48 $ 0 .Safeguard 10.87 10.87 . 0 Family _ CDS 31.97 .34.48 0 Safeguard 21.21 21.21 0 1 All rates shown , above include life insurance coverage. The rates effective 8/1/84 are based on - the County contributing up to .a maximum of nine dollars ($9.00) per month for a single subscriber and eighteen dollars ($18.00) per month for a subscriber with. dependents. Any increase in the rates listed above in the Health Plan' costs that occur during the duration, of this, Memorandum of Understanding shall be borne by the employee. The County's contribution to the Health Plan premium is payable for any month in whichthe employee is paid. If an employee is not paid enough compensation in a month to pay the employee share . of the premium, the employee must make up the difference by remitting the amount delinquent to the Auditor-Controller. The responsibility for this payment rests with the employee. If payment is not made, the employee .shall be dropped from the Health Plan. An employee is thus covered by the Health Plan for the month in which compensation is paid. An employee who is on approved leave of.absence may. convert to individual Health Plan coverage within thirty (30).,days of the commencement of leave. Corresponding Medicare rates for employees covered under this Memorandum of Understanding shall be as follows: for Employee . Only on Medicare by taking the Employee Only rate 'for the option selected and subtracting the "monthly Part B Medicare premium withheld from Social Security payments for one enrollee; for Employee and Dependent(s) with one. member on Medicare by -taking the Employee and 36 County Contribution per Employee Cont,ributionl Category Employee- per Month: per Month:, Current 8/01/84 8/1/8.4 . : Kaiser Option Employee Only `(No Medicare) No Dental $:.56.58 $ 65'.18 $ 0 CDS 62.63 71.63 7.80 Safeguard 62:63 71,:63 3.19 Family No, Medicare)'' No Dental 131.32 :. 149.32 $ 16.09 CDS 136..94 154.94 43.72 Safeguard 136.94 154.94 30:45 Blue Cross Option Employee Only (No Medicare) No Dental $ 80.00 $ 89.00 $ 99.64 , CDS 86.09 95.09 107.80. . Safeguard- 86-..09 95.09 103:.19 Family (No Medicare) No Dental $131.32 $149,32- $191.41 CDS 149.44. .164.44 206.54 Safeguard 149.44 167.44 193.27 Contra Costa Health P1an_Option Employee. Only- (No Medicare) No Dental $ 53.61 $ 61.48 $. 0 CDS 63.73 72.73 - .A..00 ..00 Safeguard 63.25 71:12 0 Family (No Medicare) No Dental 131.32 149.32 5.84 CDS 134.80 152.80 35.61 Safeguard 134.80 . 152.80 22.34 H.E.A.L.S. Health Plan Option d Employee Only No Medicare) No Dental- $ 68.,.00: $ 77.00.. $ 5.17 CDS 75.30- 84.30 12.12 Safeguard 75.30 84:30. 7.51 Family (No Medicare) No. Dental 131.32 149:32. , $ 35.63 CDS 142.60 160".60 57.60 Safeguard . 142.60 160.60 44..33 0O.0" 0 1 17.2 During the term of this Memorandum of Understanding, the County intends to seek alternatives to the Blue Cross Medical Plan by requesting that health care companies submit bids on the cost of furnishing identical .or similar benefits as are provided under the Blue Cross Plan The Union will be given an opportunity to' meet and confer on the coverage afforded under such substitute plans before they are implemented. The County will contribute up to the following monthly amounts toward the existing County Group Health Plan Program. r 34 Section 16 - Jury Duty and Witness Duty 16.1 Jury Duty. If called for jury duty in 'a Municipal., Superior; or Federal Court, or for a Coroner's jury, employees may remain in their regular pay status, or they may take vacation Leave or leave without' pay and retain all fees and expenses paid to them. If an employee is called for jury duty and elects to remain in a regular -.pay status and waive all fees (other than mileage allowances) received, the employee, shall obtain. from the Clerk or . Jury Commissioner a certificate which sh a.11 indicate the days. attended and the fact that.-fees other than mileage are-waived. ..1 The employee shall furnish the court certificate to his/her department,- which shall be retained as a department record. When serving jury duty . in a federal ° court, an employee shall return all fees (other than mileage allowance) received to the County. 'When an employee is called for, jury duty and elects to retain all fees, the employee must take vacation leave or :leave without ,pay. No court certificate is required in this instance. Employees shall advise their department as soon as possible if -scheduled 'to, appear for jury duty. Permanent intermittent employees are entitled to paid jury duty leave only for those days on which they were previously scheduled to work. 16.2 Witness Duty. Employees called upon as a witness .or an expert .witness in a case arising in the' course of their work or the work of another.:.department may remain in their regular pay status and turn over to the County all fees and expenses paid to them other than mileage allowance or they may take vacation leave. or leave without pay and retain all fees and expenses. Employees called to serve as witnesses in private cases or personal matters (.e.g., accident suits and family relations) shall take vacation leave .or leave without pay and retain all witness fees paid to them. Retention or waiver of fees shall be governed by the same provisions as apply to jury duty as set forth' in Section 16 of this Memorandum of Understanding. Employees shall advise their department as soon as possible if scheduled to appear for witness duty. Permanent intermittent employees are entitled to paid witness duty only for those days on which they were previously scheduled to work. Section 17' - Health and Welfare, Life and Dental Care . 17.1 The County will continue the existing County Group Health. Plan program of . medical , dental and' life insurance coverage through. California Dental Service, Safeguard Dental Plan, Aetna Life Insurance and the medical insurance options of. Kaiser-Permanente Foundation, Blue Cross of Northern California, the . Contra Costa County Health Plan, H.E.A.L.S. Health Plan and IPM Health. Plan to . all permanent full-time and part-time employees regularly scheduled in positions designated. to work twenty (20) or more hours per week. 33 00 00 . Except withrespect to leave due to pregnancy, illness or, disability, the decision of the appointing authority on granting or denying a leave of absence shall be subject to appeal to the Personnel Director and not subject to appeal through the grievance procedure set forth in Section 23 of .this Memorandum of Understanding. 15.2 Militar. Leave. Any employee in the merit system and who is required to serve as a member of the State Militia or the United States Army, Navy, Air Force, Marine Corps, .Coast Guard or. any .division .thereof -shall be granted a military leave for the period of such service,. plus ninety (90) days. An employee who volunteers for such service .shall be granted a leave of absence if necessary in accordance with applicable state . or federal laws. Upon the termination of such service or upon honorable discharge, the employee .shall be entitled to return to his/her position in the classified service provided such . still exists_ and the employee is otherwise qualified, ,without any. loss of standing of any kind.whats'oever. An employee who has been granted a military leave shall not, by reason of such absence,, suffer any loss of vacation, holiday, or sick leave privileges which may be accured at the time of such leave, nor shall the employee be prejudiced thereby with reference to salary adjustments or continuation of employment. For purposes of determining eligibility for salary adjustments or seniority in case of layoff or promotional examination, .time on military leave shall be considered as time in County service. Any employee who has been granted a military leave, may upon return, be required to furnish such evidence of performance of military service or of honorable discharge as .the Director of Personnel may deem necessary. 15.3 Leave 'of Absence Replacement. Any permanent employee in the merit system who requests reinstatement to the classification held by the employee in the same department at the time the employee was granted a leave of absence, shall be reinstated to a position in that classification and department and then only on the basis of seniority. In case of severence from service by reason of -the reinstatement of a permanent employee :the provisions of Section 11 (Layoff and Seniority) shall apply. 15.4 Salary Review While on Leave of Absence. The salary of an employee .who is on leave of absence from a County position on any anniversary date and who has not been absent from the position on leave without pay more than six (6) months during the preceding year shall be reviewed on the anniversary date. Employees on military . leave shall receive salary increments that may accrue to them during the period of. military leave. 15.5 - Unauthorized Absence. An unauthorized absence from the work site or failure to report for duty after a leave request has been disapproved, revoked, or cancelled by the appointing authority, or . at the expiration of a leave shall be without pay. Such -absence may also be grounds for disciplinary action. 32 14.6 Definition of Immediate Family. For the purposes of this;. Section. ,14, the immediate family shall ,be, restricted to the spouse, son, stepson, daughter; stepdaughter, father, stepfather, mother, stepmother, broth'er;:.. .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. 14.7 On May 265 1981, the. Board of Supervisors establi-shed. a labor- management committee to administer a rehabilitation program for' ` disabled' employees. It is understood that the benefits specified above in. this Section. 14 shall be coordinated with the rehabilitation program as determined by- the labor-management committee. 14.8 No employee who has been granted a leave without pay or an* unpaid military leave shall accrue any sick leave credits during the time .-of-such leave nor shall an employee who is absent without pay accrue sick leave credits during. the absence. Section 15_ - Leave of Absence 15.1- Leave Without Pay. Any employee who has permanent status in the classified service may be granted a leave of absence without pay. upon written request, approved, by the appointing authority; provided, however; that ,leaves for pregnancy shall be granted in accordance with applicable state and federal law. Requests for leave without pay shall be made upon forms prescribed by the Director of Personnel and shall state specifically the reason for, the request, the date when it is desired to begin the leave and the probable date .of return: ` A. Leave without pay may be grantedfo.r any of the following reasons: , ,: 1. Illness or disability; .2. pregnancy; 3. to take a course of study such as. will increase his/her usefulness on return to his/her position; . 4. for other reasons or circumstances acceptable to the appointing authority. A. leave without pay may. be for period not to exceed. one (1) year, provided the . appointing authority may extend such leave for additional periods. Procedure in granting extensions shall be . the same as that in granting the or..iginal leave,_ .provided that the request for extension must .be made not later than thir.ty. (30) calendar days before the expiration of the original leave. Whenever an employee who. has been granted a leave without any pay desires to return before the expiration of such leave, the employee shall so request .of the appointing authority in writing . at least fifteen (15) days in advance of the return for approval by the appointing authority, provided, however, that less notification may be approved at the discretion of the appointing authority or designee. The Personnel Department shall be notified promptly of such return. Failure- to submit - timely written notice may result in the employee .not being permitted to return to work until the required notice period has elapsed. 31 .o®o09 Whenever an employee who has been injured on the job and has returned to ,work is required. by an attending physician to leave work :for .treatment during .working hours the employee shall be allowed time off up- to three (3) hours for such treatment without loss of pay or benefits. This provision applies only to injuries that have been accepted by the County as a job connected injury. D. If an injured employee remains eligible for temporary disability beyond one year, full salary will continue by integrating sick leave and/or vacation accruals with workers' compensation benefits (vacation charges to be approved by the department and the employee). 'If salary integration is no longer available, workers' compensation . benefits wit-1 be paid directly to the employee as prescribed by workers' compensation laws: . E. Rehabilitation Inte ration. An injured employee who is eligible for workers' compensation rehabilitation temporary disability benefits and whose disability is medically permanent and stationary will continue to receive full salary by integrating sick leave and/or vacation accruals with workers' compensation rehabilitation temporary disability benefits until those accruals are exhausted. Thereafter, the rehabilition temporary disability benefits will be paid directly to the employee. F. Health. Insurance. The County contribution to the employee's group insurance pan s) continues during the continuing pay- period and during integration of sick leave or vacation with workers' compensation benefits. G. Method of Integration. An employe's sick leave and/or vacation charges shall be calculated as follows: C = 8 [1 - (WOS)] Where C = Sick leave or vacation charge per day (in hours) Where W = Statutory workers' compensation for a month WhereS = Monthly salary For example: W = $960.00 per month Workers Compensation S = $1667.00 per month salary 8 = 8 hours C = Hours to be charged to Sick Leave C = 8 [1 (960 - 14667)] C = 8 E1 ( .5758)] C = 8 [.4242 . r . C = 3.3.9 3 hours chargeable to sick leave 5 .hours chargeable to workers compensation 30 D. Before an employee returns- to work from any absence for illness or injury, other leave of absence or disability leave, exceeding two weeks in duration, the appointing authority may order the. employee to. undergo at ' County expense a physical , medical, and/or psychiatric examination by a licensed physician, and may consider a report of., the findings on such examination. If the report",shows, that such employee is physically or mentally incapacitated for the performance of.duty, the appointing authority /may take such action, as he/she deems necessary in accordance with appropriate provision's of this 'Memorandum of Understanding. 14.5 Workers' Compensation. A. Employees who leave work as a result of an on-the-job. injury wi-11 have the balance of that day charged to sick leave and/or vacation accruals, This will be considered .- as the last day worked for purposes of determining Workers'. Compensation benefits. � 1 B: Three (3) consecutive calendar days following the last day worked constitutes a waiting period before Workers' Compensation starts. The time the employee is scheduled to work during ;this waiting period will be charged to the employee's sick. leave and/or Vacation accruals. In order to qualify for Workers' Compensationthe employee must be under the care of a physician. ; Temporary compensation is payable on-.the first three .(3) days of disability when the injury necessitates hospitalization,; or - when the disability exceeds twenty-one. (21) days. A permanent employee shall continue to receive full regular salary during any period. of compensable temporary disability absence. "Compensable temporary disability absence" for the purpose of this Section, is any: absence due to work connected disability which qualifies for temporary disability compensation under Workers' Compensation Law set forth in Division 4 of the California Labor Code. When any, d'isabil'ity becomes permanent, the salary. provided in this Section shall terminate. The employee shall return to the County all temporary disability payments received by him/her from any County funded wage replacement program. No charge , shal1 be made. against sickleave or vacation for these salary payments: . Sick leave and vacation rights shall not accrue for those periods during which salary payments are made.. t The maximum period for the described salary continuation for any., . one injury or illness shall be one year from the date of temporary disability. C. Continuing pay ,begins at the same time that temporary Workers' Compensation starts and continues until the temporary 'disability ends, or until " one (1) year from the date of injury,' whichever. comes first. All continuing pay under the . Workers' Compensation Program will be , cleared - through the - Personnel Office, Safety Di`vi.sion. 29 0®0098 A. Employees are responsible. for notifying their department of an absence as early as possible prior to the commencement of their. work shift `or not later than thirty (30) minutes thereafter if possible. Notification shall include the reason and `possible duration: of the absence. B. Employees are responsible for keeping their department informed of their. continuing condition and probable date of return to work. C. Employees are responsible for obtaining advance approval from their appointing authority or, designee for the scheduled time of prearranged personal or family medical and dental appointments. The use of sick leave maybe denied if these procedures -are not followed. Abuse of sick leave on the part of the employee is cause for disciplinary- action. The Department may. require medical verification for an absence of three (3) or more . working days. The Department may also require medical verification for absences of less than three 0) working days for probable cause if the employee had been notified in writing that such verification was necessary. 14.4 Disability. A. An employee physically or mentally incapacitated for the performance of duty is subject to dismissal , suspension or demotion,- subject to the County Employees Retirement Law of 1937. An appointing authority after giving notice may place an employee . on leave if the ;appointing authority has filed an application for disability retirement for the employee, or whom the appointing authority believes to be temporarily or permanently physically or mentally incapacitated for the performance of the employees duties. B. An appointing authority who has reasonable cause to believe that there are physical or mental health conditions present in an employee which endanger the health or safety of the employee, other employees, or the public, or which 'impair the employee's performance of duty, may order the employee to undergo at County expense and on the employees paid time a physical , medical and/or psychiatric exmination by a licensed physician and receive a report of the findings on such examination. If the examining physician recommends that treatment for physical or mental health problems, including leave, are in the best ,interests of the employee or the County in relation to the employee overcoming any disability and/or performing his. or her - duties the appointing authority may direct the employee to take such leave and/or undergo such treatment: C. Leave ' due to temporary or permanent disability shall be without prejudice to the employee's right to use sick leave, vacation, or any other benefit to which the employee is entitled other than regular salary. The' Personnel Director may order lost pay restored for good cause and subject to the employee's duty to mitigate damages. 28 from her attending physician stating that her d.isabilitg.'• ' 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 for medical and dental appointments as follows: 1. For. working time used in keeping- medical and dental appointments for the employee's own care; and 2., effective the first of the month following the execut=ion of this agreement, , for working time (noteover thirty-two ' (32) hours .. in each fiscal year) used by an employee for pre-scheduled medical and: dental appointments for an immediate family member living in the employee's home. Such use of suck leave 'credits shall be accounted..for by, the department on a fiscal year basis. Any `balance of. the thirty-two (32) hours remaining at the end of the fiscal year shall not be carried , over to the next.. year; departments shall 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 employees may charge. F. Emerqency Care of Famil. . An employee may use paid sick leave credits up to, three (3) work days per incident' unless the Department Head approves more) for working time used in cases of illness, or injury to, an immediate family member living in the employee's home, if there is a real need for someone to render care and . . no one else is available therefore, and if alternative arrangements for the ill or injured person are immediately undertaken. G. Death of Family Member. An •employee may use said sick leave credits for absence from work because of a death in the employee'.s immediate family, but this shall not .exceed three (3) working days plus up to two (2) days of work time for necessary travel. 14.3 Administration. of Sick Leave. Accumulated paid sick leave credits may not be. used in the following situations: • -1. Vacation. For an employee's illness or injury while the employee is on vacation except when extenuating circumstances exist and the appointing authority approves. 2. Not in Pay Status. When the employee would otherwise be eligible to :use paid sick leave credits but is not in a pay status.: The proper` administration of sick leave is` a responsibility of the employee and the Department Head. Unless otherwise provided in the supplemental sections of . this Memorandum of Understanding, the following procedures apply: 27 000097 `I 1. An application for- retirement due to disability has been filed with the Retirement Board and 2., satisfactory medical evidence of such disability is received by the appointing authority within thirty (30) days of the start of use of sick leave for permanent disability.' The appointing authority may -review medical evidence and order further examination ' as he/she 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 while under a physician's orders to remain secluded due to exposure to a communicable disease. D. Sick Leave Utilization for Pregnancy Disabil;t Female employees whose disability is caused or contri ute to by pregnancy, miscarriage, abortion, childbirth, or recovery therefrom, shall be allowed -to utilize 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 of 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 disabi.l^ity to terminate. The appointing authority retains the right to medical review of -all requests for such leave. 2. If. a female employee does not apply for sick 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 shall 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 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 26 13.4 No employee who has been granted a leave without'.. pay or unpaid military leave shall accrue any vacation credit during the time of such leave, nor shall an employee who is absent without pay. accrue vacation credit during the absence: 13.5 Vacation Allowance for Separated Employees. On ,separation from 'County . service, an' employee shall be paid_ for . any unused vacation. credits at the employee's then current ;,pay rate. 13.6 . Use of vacation accruals is by mutual agreement between the'' employee and the supervisor and preference of, vacation shall be- given to employees according to their seniority in their department as reasonably as . possible unless otherwise provided ,in the supplemental sections of this Agreement. . Section 14, Sick Leave ' 14.1 The purpose of paid sick leave is to insure employees against loss of pay for temporary absences from work due to illness or injury. Sick Leave may be used only as authorized; it is not paid time off which employees-'may 'use for personal activities.- 14'.2 ctivities:14.2 Sick leave credits accrue .at the rate of eight (8) working hours credit for each completed month of service. 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. Credits. to and charges against sick leave are made in minimum amounts of one half (1/2) hour:. Unused sick . leave credits accumulate from year to year. When an employee is separated, other than through retirement, accumulated sick leave credits shall be cancelfiled, unless the separation results from layoff in which case the accumulated credits shall be restored if the employee is .reemployed in a permanent position within the period of his/her layoff eligibility. Upon retirement, an employee's accumulated sick leave shall be converted to retirement time on the basis of one day of retirement service credit for each day of accumulated sick leave credit. 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. An employee may use paid sick leave credits when the employee is off work because of a temporary illness or injury. B. Sick Leave may be used by permanently disabled employees until all accruals of thel employee have been exhaused or. .until the employee is retired .by the Retirement Board subject to the conditions listed ' below. For the purposes of this Section 14, permanent disability shall mean the employee. suffers from a disabling physical injury. .or illness and is thereby prevented from engaging in any County occupation for which he or she is qualified by reason of education'. training or experience. Sick leave credits may be used under this provision only when the following requirements are met: ` 25 000006 month shall be in minimum amounts of one (1) hour calculated on the same basis as for partial month compensation pursuant to Section 5.6 of this Memorandum.of Understanding. Vacation credits may be taken in 1/2 hour increments but may not be taken during the first six (6)• months of employment (not necessarily synonymous with probationary status) except where sick leave has been, exhausted; and none shall be allowed in excess of actual accrual at the- time vacation is taken. 13.2 Vacation Accrual Rates. For employees hired into a class in any bargaining unit covered by this MOU prior to September 1, 1979 the rates at which vacation credits accrue and the maximum accumulation thereof are as follows: Monthly Maximum Accrual Cumulative Length of Service Hours Hours Under 11 years 10 240 11 years 10-2/3 256 12 years 11-1/3 272 13 years 12 288 14 years 12-2/3 304 15 through 19 years 13-1/3 320 20 through 24 years 16-2/3 400 25. through 29 years 20 480 30 years and up 23-1/3 560 For employees hired into a class of one of the following bargaining units 'on or after September 1, 1979 the rates at which vacation credits accrue, and the maximum accumulation thereof, are as follows: Agriculture/Animal Control, Building Trades, Engineering, General Services and Maintenance, Legal and Court Clerk and Probation Units. Monthly Maximum Accrual Cumulative Length of Service Hours Hours Under 5 years 6-2/3 160 5 through 10 years 10 240 11 years 10-2/3 256 12 years 11-1/3 272 13 years 12 288 14 years 12-2/3 304 15 through 19 years 13-1/3 320 20 through 24 years 16-2/3 400 25 through 29 years 20 480 30 years and up 23-1/3 560 13.3 Employees who are rehired and have their service bridged in accordance with the provisions of this Memorandum of Understanding shall accrue vacation in. . accordance with the accrual formula for employees hired after September 1, 1979. However, prior service time which has been bridged shall count toward longevity accrual . 24 12.4. "4-10" Shift - Holidays. A.. Holiday Shift. Pay. Each "4-10 shift employee who .works a' 'fu.1l shift on a holiday shall receive- time and one-ha-lf for the, first eight (8) hours worked in addition to regular pay for the, holiday. Holiday shift pay sha11 ' be subject to provisions of Sect ion 7 "Overtime", R. Absence on Holiday. The maximum time charged to sick leave, vacation or leave without pay on .a holiday shall be two (2) hours. 12.5 Accrual of Holiday Time. Employees entitled to overtime credit in positions which work around the clock shall be permitted to elect between pay at the overtime 'rate or compensatory time off in recognition of holidays worked. The following procedures shall apply to this selection: 1. Any person who is eligible and who. elects to accrue holiday time must 'a r to do so for a full fiscal year (July 1 through June or the remainder thereof, unl.ess otherwise specified by the Board. 2. Employees starting work after a i"ist of those electing to accrue holiday time has been submitted to the Auditor and approved, will be paid overtime unless they specifically requested in writing within seven (7) calendar days to be placed on the accrual, list. 3. Hol.iday time shall be accrued at the rate of one and one-half (1-1/2) times the actual, hours worked to , a maximum of eight (8) hours worked by the employee. 4. Holiday time may not be accumulated in excess of two-hundred eighty-eight (288) working 'hours. Holiday time may be accrued up to two-hundred . eighty-eight , (288) hours, exclusive of 'regular vacation accruals. After two-hundred 'eighty-eight' (288) hours, holiday time shalI, be paid at the overtime rates as specified. in Section 7. 5. Accrued holiday time may be taken off at times determined by mutual agreement of the employee and the 'Department Head. 6. Accrued holiday .time shall be paid off only upon a change in status of the employee such as separation, transfer to another department or reassignment to a permanent=intermittent position. Section 13 - Vacation Leave 13.1 Vacation Allowance. Employees in permanent positions are entitled to .vacation with pay. Accrual is based upon straight time hours of working time, per- calendar month of service and begins on the date of appointment to a permanent position. Increased accruals begin on the first , of the month ,'following the month in .which the employee qualifies. Accrual for portions of a 23 ✓ 00001915 according to their seniority in their department as reasonably as possible. No employee may accrue more than thirty-two (32) hours of personal holiday credit: On separation from County service, an employee shall be paid for any unused personal holiday credits at the employee's then current pay rate. C. Employees in positions which work around the clock shall in addition to those holidays specified in Section 12.1A celebrate Admission Day, Columbus Day, and Lincoln's Day as holidays but shall not accrue the two (2) hours per month of personal holiday credit referenced in Section 12.16 above. 12.2 The following provisions indicate- how holiday credit is to be applied: A. . Employees on the five (5) day forty. (40) hour Monday through Friday work schedule shall be entitled to a holiday whenever a holiday is observed pursuant to the schedule cited above. S. Employees on a work schedule other than Monday through Friday 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 hol iday.• C. Employees will be- paid one and one-half (1-1/2) times their basic salary rate for holidays actually worked in addition to regular pay for the holiday. The purpose of this plan is to equalize holidays between employees on regular . work schedule and those on other work schedules. If a holiday falls on the days off of an , employee on a schedule other than Monday through Friday, the employee shall be given credit for overtime or granted time off on the employee's 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 this Memorandum of Understanding. If any holiday, listed in Section 12.1A above falls on a Saturday, it shall be celebrated on the preceding Friday. If any holiday listed in Section 12.1A falls on , a Sunday, it shall be celebrated on the following Monday. For employees in the Health Services Department (only) assigned to units or services on a shift operational cycle which includes Saturday' or Sunday as .designated by the appointing' authority (rather than Monday through Friday eight (8) hours per day or a designated "4-10" or "9-80" schedule) holidays shall be observed on the day on which the holiday falls regardless if it is a Saturday or Sunday. 12.3 Holiday Credit for Part-Time Employees. - Permanent part-time employees shall receive holiday credit in the same ratio to the holiday credit given full- time employees as the number of hours per week in , the part-time employee's schedule bear to the number of hours in the regular full-time schedule, regardless of whether the holiday falls on the part-time employee's regular work day. 22 A. For any cause> stipulated in Section . 404.1 of the Personnel Management Regulations. B. On evidence that the eligible cannot be located, by postal authorities. C. On receipt of a' statement from the appointing authority or eligible that the eligible declines certification or indicates no further desire for .appointment in the class. D. If three (3) offers of permanent appointment to 'the class for which the eligible list was established have been declined by the eligible. E. If five (5) certifications for permanent appointment from an open employment list, including certification to ,two different departments. if the class has permanent positions in more, than one department, have failed to result in selection and appointment— F.. If the eligible fails to respond to the Director of Personnel or the appointing authority within five (5) days to written notice of. certification mailed to the person's last known .address. Notice shall be sent to the person affected. 11.11 Union Notification. , When it appears_ to the Department Head and/or the Employee Relations ; Officer that the Board of Supervisors may take action which will result in., the layoff of employees in a representation unit represented by the Union, the Employee Relations Officer shall notify the Union of the possibility of such layoffs and shall meet and confer with it regarding the implementation of the action. The County agrees to give employees ten (10) work days (eight (8) work days for employees on the "4-10", workweek) notice of layoff except in cases of emergency. Section 12* - Holidays 12.1 The County will observe the°following holidays: A. Labor Day Veterans' Day Thanksgiving Day Day After Thanksgiving Christmas New Years' Day ; Martin Luther King's Birthday President's Day Memorial Day Independence Day Such other days as the Board of Supervisors may by resolution designate as holidays. B.. Each employee (except those in -Section 12.1 C following) shall =accrue two (2) ' hours of personal holiday credit per month. Such personal holiday time may be taken in increments of one (1) hour, and preference of personal holidays shall be given to employees 21 000094 . bridged to extend such service unless the separation is a result of layoff in which case bridging will �be authorized if the employee is reemployed. in a . permanent position within the employee's layoff eligibility. Approved leaves of absence as provided for- in these rules and regulations shall not constitute a period of. separation. In the- event of ties in seniority rights in. the particular .class - in question, such ties shall be broken by . length of last continuous permanent County employment. If there remain ties in seniority rights, such ties shall be broken by counting total time in the department in permanent employment. Any remaining ties shall be broken by random selection among the employees involved. 11.6 Eligibility for Layoff List. Whenever any person who has permanent status is laid off, has been displaced, has been demoted by displacement or has voluntarily demoted in lieu of layoff or displacement, the ,person's name shall be placed . on the Layoff list for the class of positions from which that person has been removed. 11.7 Order of Names on -Layoff. First, layoff lists shall contain the names of persons . laid off or displaced or when demoted as a result of a layoff or displacement, or who have voluntarily demoted in lieu of layoff or displacement, names shall be listed in order of layoff seniority in the class from which laid off, displaced or demoted on the date of layoff, the most senior person listed first. In case of ties in seniority, the seniority rules shall apply except that where there is a class seniority tie between persons laid off from different departments, the tie(s) shall be broken by length of last continuous permanent County employment with remaining ties broken by random selection among the employees involved. 11.8 Duration of Layoff 'and Reemployment Rights. The name of any person laid off or granted reemployment privileges after application shall continue on the appropriate list for a period of two (2) years. Persons placed on layoff lists shall be continued on the 'list for an additional two years if application for extension of eligibility is made before the expiration of the original period of eligibility. 11.9 Certification of Persons From Layoff Lists. Layoff lists contain the name(s) of person(s) laid off, displaced or demoted by displacement or voluntarily demoted in lieu of layoff. When a request for personnel is received from the appointing 'authority of a department, if a layoff list exists for the class, the appointing authority shall receive and appoint the eligible highest on the layoff list from that department; or in the case that there is no layoff from that department, the appointing authority shall receive and appoint the eligible highest on the layoff list. However, if an eligible so certified is rejected during probation and restored to the layoff list, the rejected employee will not again be certified to the department from which rejected on probation unless the appointing authority so requests. The Director of Personnel shall recommend to the Board of Supervisors that a person employed from a layoff list be appointed at .the same step of that salary range the employee held on the day of layoff. 11.10 Removal of Names from Reemployment and Layoff Lists. The Director of Personnel may remove the name of any eligible from a reemployment or layoff list for any reason listed below: 20 t 11.3 Layoff By Displacement. A. In the -Same Class. . A Iaid off-, permanent full-time "employee -may displace an employee in the department having less seniority in the,-._. same class who ''occupies a- permanent intermittent or permanent -part- time ermanent parttime position, the least 'senior employee being displaced fl rs.t. B. 'An the Same Level or Lower Class. V laid .off or displaced• employee who had achieved permanent status in a class at the same or lower salary level as determined by the salary schedule in effect at the time of layoff may displace within the department and in the class an employee having less seniority, the least senior employee being displaced first, and . so on with senior displaced employees displacing junior employees. 11.4-* Particular Rules on Displacing. A. Permanent intermittent and permanent part-time employees may displace only 'employees holding permanent positions of, the same type respectively B. A ' permanent full-time employee may displace any. intermittentor part-time employee with less seniority 1) in the same class as provided in Section 11:3 (A) , or .2) in a class of the same or. lower salary level as provided` in Section 11.2 (B)' if no full-time . employee in a ''class at the same or lower salary level has less seniority than the displacing employees. C. Former permanent full-time employees who have voluntarily become permanent part-time employees for the purpose of reducing the impact of a proposed layoff with the written approval of the Director of Personnel or 'designee retain their .permanent full-time employee seniority rights for layoff purposes only and may in a later layoff displace a full-time employee with less seniority as provided in these rules. '11.5 Seniority. An employee's seniority within a class for layoff and ..displacement purposes shall be determined by adding the employee's length of service in the_ particular class in question to the employee's length of service in other classes at the same or higher salary levels as determined by the salary schedule In, effect at the time of layoff. Employees reallocated or transferred without examination from one class to another class having a salary within five (5) percent of. the. former class shall carry the seniority accrued i'n the former class into the new -class. Employees reallocated to a new deep class upon its initiation or otherwise reallocated to a deep class because the duties of the position occupied are appropriate)y described in the deep class, shall carry into the deep- class the seniority accrued or carried forward in the former class and seniority accrued in other classes which have been included in the deep class. Service for layoff and 'displacement purposes includes only the employee's last continuous permanent County employment. Periods of s.eparafion may not be bridged to extend such] service unless the separation is a result. of layoff in 19 0a - 3 r Section 8 Call Back=Time Any employee who is called back to dut shall be paid at the appropriate rate for the actual time worked plus one (1� hour. Such employee called back shall be paid a minimum of two (2) hours- at the appropriate rate for each call back. Section 9 - On-Call Duty On call duty As any time other than time when the employee is actually on duty during which an employee is not required to be on County premises but stand ready to immediately report for duty and must arrange-.so that his/her supervisor can reach him/her on ten (10) minutes notice or less. An employee assigned to on-call .time shall be paid one (1) hour of straight time credit for each four (4) hours of such on-call time unless otherwise provided in the supplemental sections of this Agreement. Where on-call arrangements exist, the Department Head 'shall designate which employees are on-call unless otherwise provided in the supplemental sections of this Agreement. Section 10 Shift Differential In the 'hours which qualify for shift differential , employees shall receive five (5) percent above their base salary rate. To qualify for shift differential , an employee must have a regularly assigned daily work schedule which requires: A. Completion of more than one and one-half (1-1/2) hours over the normal actual working time; or B. at least four (4) hours of actual working time from 5:00 p.m. through . 9:00 a.m. inclusive. However, employees who have been regularly working a shift qualifying for sh.ift differential immediately preceding the commencement of a vacation, paid sick leave period, paid disability or other paid leave, will have shift differential included in computing the pay for their leave. The paid leave of an employee who is on a rotating shift schedule shall include the shift differential that would have been received had the employee worked the shift for which the employee was scheduled during such period. Shift differential shall only be paid during paid sick leave and paid disability as provided above for the first thirty (30) calendar days of each absence. Section 11 - Separation Through Layoff 11.1 Grounds for Layoff. Any employee(s) having permanent status in position(s) in the merit service may be laid off when the position is no longer necessary, or for reasons of economy, _lack of work, lack of funds or for such other reasons-) -A5 the Board of Supervisors deems sufficient for abolishing the position(s) . 11.2 Order of Layoff. The order of layoff in a department shall be based on. inverse seniority in the class of positions, the employee in that department with least seniority being laid off first and so on. 18 D, Employees may not accrue a compensatory time off - balance that exceeds one-hundred twenty (120) hour's (i .e., eighty (80)• hours at time and one-half) . Once the maximum balance has been attained,: authorized overtime hours will be paid at the overtime rate. If the employee's balance, falls below one-hundred twenty (120) hours, the employee 'shall again accrue compensatory time off for. authorized overtime hours ,worked until the employee's balance again reaches one-hundred .twenty (120) hours. E. Accrued compensatory time off shall be carried over for. use i,n the next, fiscal year; however, as - provided in D above, accrued compensatory time off, balances may not exceed one-hundred twenty (120) hours. F. . Employees may not use more than one-hundred twenty (120). hours of compensatory time off in any fiscal year period (July l. - June 30) . G-. The use of accrued compensatory time off shall be by -mutual agreement between the Department` Head or his/her designee.. and the employee. Compensatory time off shal l not be taken when the employee should be replaced by another employee who would be eligible to receive, ' for time worked, either overtime payment or . compensatory time accruals as provided for in this Section.. This provision- may be waived at the discretion of the Department Head or. his or her designee. H. When an employee promotes, demotes or transfers from one classification eligible for, compensatory time off to another classification eligible for compensatory time off within the same department; the employee's accrued compensatory time off balance will be carried.forward with the employee. I. Compensatory time accrual .balances will be paid off when an employee moves :from one department to another through promotion, demotion or transfer. Said payoff will be made in accordance with the provisions and salary of the class from which the employee is promoting, demoting or transferring as set forth, in J below.. J. Since employees accrue compensatory time off at the rate of one and one-half (1-1/2) hour& for each hour of authorized overtime worked, they shall be paid their accrued hours of compensatory time at the straight time rate of pay whenever: 1. the employee changes status and is no longer eligible for compensatory time off; 2. the employee promotes, demotes' or transfers to another department;, 3. the employee separates from County service; 4. the employee retires. K. The Office of the County Auditor-Controller will establish timekeeping procedures to-administer this Section. 17 - 0 0 0 V 2 } County wants to eliminate any existing "4-10" shift and substitute a "5=8" shift or to institute a "4-10", shift which does not allow ,for three (3) consecutive days off " (excluding overtime days or a change of- shift assignment), or change existing work schedules or existing hours of, work, it will meet and confer with the Union prior to implementing said new shift or hours change. This ,obligation' , does. not .apply where there is an existing system for reassigning employees to .different shifts or different starting/stopping times. Nothing herein prohibits. affected employees and their supervisor from mutually agreeing on a change in existing hours of work provided other employees are not adversely impacted. Section 7 - Overtime and Compensatory Time 7.1 Overtime. Overtime is any authorized work performed in excess of forty (40) hours .per week or eight (8) hours perda . Overtime for e"4-10" shift employees is any .work performed beyond ten (10� hours per day or forty (40) hours per week. All overtime shall be compensated for at the rate of one and one-half (1-1/2) times the employee's base rate of pay (not' including shift and other special differentials). Overtime for permanent employees is earned and credited in a minimum of one-half hour increments and is compensated by either pay or compensatory time off. Employees entitled to overtime credit for holidays in positions which work around the clock (such as the County hospital, the Sheriff's office and jails, and .the juvenile hall and boys' ranch) shall be provided a choice as to whether they shall be paid at the overtime rate or shall receive compensatory time off at the rate of one and one-half (1-1/2) hours compensatory time off for each hour worked. Such compensatory time' off, and the accumulation thereof shall be in addition to the total vacation accumulation permitted under the terms of this — Memorandum his .Memorandum of Understanding.. The specific provision of this accumulation are set forth in Section 12.5 of this Memorandum of Understanding. Regular overtime for twenty-four (24) hour institutional employees may be accrued as compensatory time in accordance with Section 7.2 of this Memorandum of. Understanding. 7.2 Compensatory Time. The following provisions shall apply: A. Employees may periodically elect to accrue compensatory time off in lieu of overtime pay. Eligible employees must notify their Department Head or his or her designee of their intention to accrue compensatory time off . or to receive overtime pay at least thirty (30) days in advance of the change. B. The names of those employees electing to accrue compensatory time off shall be placed on= a list maintained by the Department. Employees who become eligible (i.e., newly " hired employees, employees promoting; demoting, etc.) for compensatory time off in accordance with these guidelines must elect to accrue compensatory time or they will be paid for authorized overtime hours worked. C. Compensatory time off shall be accrued at the rate of .one and one- half (1-1/2) times .the -actual authorized overtime hours worked by the employee. 16 t . differential) accruing to the empi•oyee in his/her permanent position shall continue..- During ontinue.:During the period of. work for higher pay in a higher classification, an employee will retain his/her , permanent classification, and anniversary and salary review dates ,wil,l be determined by time in that classification. 9. All-owable overtime pay, shift differentials,, and/or work location differentials will be paid on the basis -of the rate of pay for the higher class. 5.15 Payment. On the tenth (10th) day of each month, the Auditor will A raw a warrant upon the Treasurer in .favor of each employee for the amount of salary due the employee for the preceding month;. provided, however, that each employee (except those. paid on an hourly rate), may choose to receive an advance on the employee's -monthly salary, in which case the Auditor shall, on the twenty-fifth (25th) day of each month, draw his/her warrant upon the. Treasurer in favor of such employee. - The advance , shall be in an amount equal to one-third (1/3) or less (at the option of the employee) of, the employee's basic salary of the previous month except that it shall not exceed the amount of the previous month's basic salary less all requested, or required deductions. The election to receive the . advance 'shall be made on the prescribed form (form M-208, revised .5/81) and submitted by the 15th of the month to -the department payroll clerk who will forward the card with the "Salary Advance Transmittal/Deviation Report" to the Add-itor-Controller payroll section., . Such an election would. be effective in the month of the submission and. would remain .effective until revoked. r In the case of an election made pursuant to this Section 5.15 all required or requested deductions from salary shall be taken from the second installment, which is payable on the tenth (10th) day of the following month. Section 6 - Days and Hours of Work The normal work week of County employees is forty (40) hours between 12:01 a.m. Monday to 12:00 midnight Sunday, usually five (5) eight (8) hour days; for twenty-four (24) hour shift employees of the Health Services Department, the normal work week is forty (40) hours between 12:01 a.m. Sunday .to 12:00 midnight Saturday however, where operational requirements of a department require deviations from the usual pattern of five, (5) eight .(8) hour days per work week, an employee's work hours may be scheduled to meet these requirements, but his/her working time shall not .exceed an average of forty (40) hours per seven y (7) day period throughout an operational cycle, and ,the Department -Head shall prepare written schedules in advance to support all deviations, the schedules to encompass the complete ,,-operational cycle contemplated. The work week for employees in the "4-10 shift is four . (4). ten (10) hour working days during a work week consisting of any seven (7) day period. If. the 15 - 000691 f rates as the range for the old class, the employee shall be placed at the step of the new range which is next above the salary .rate received in the old range; or if the new range does not contain a higher step, the employee shall be placed at the step which is next lower than the salary received in the old range. Whenever a permanent employee transfers to or from a deep class, as provided in the appropriate deep class resolutions, the salary of the employee shall be set as provided in the deep class resolutions at a step not to exceed a five (5) percent increase in the employee's base salary. However, if the deep c lass transfer occurs to or from a deep class with specified levels identified for certain positions and their incumbents, the employee's salary in the new class shall be set in accordance with the section on. "Salary on ' Promotion" if the employee is transferring to another class or to a level. in a deep class for which the salary is at least five (5) percent above the top base step of the deep . class level or class in which they have status currently. 5.14 Pa for Work in Higher Classification. When an employee in a permanent position in the merit system is required to work in a classification for which the compensation is greater than that to which the employee is regularly assigned, the employee shall receive compensation for such work at the rate of pay established for the higher classification pursuant to Subsection 5.10 - Salary on Promotion of this Memorandum, commencing on the eleventh 11th work day of the assignment, under the following conditions: 1. The employee is assigned to a program, service or activity established by the Board- of Supervisors which is reflected in an authorized position,which has been classified and assigned to the Salary Schedule. 2. The nature of the departmental assignment is such that the employee in the lower classification becomes fully responsible for the duties of the position of the higher classification. 3. Employee selected for the assignment will normally be expected to meet the minimum qualifications for the higher classification. 4. Pay for work in a higher classification shall not be utilized as a substitute for regular promotional procedures provided in this Memorandum. 5. Higher pay assignments shall not exceed six (6) . months except through reauthorization. 6. If approval is granted for pay for work in a higher classification and the assignment is terminated and later reapproved for the same employee within thirty (30) days no additional waiting period will be required. 7. Any incentives (e.g. , the education incentive) and special differentials (e.-g. , bilingual differential and hazardous duty 14 y equals the rate of pay received before ,reallocation. In the event that the steps in the range for the new class do not contain the same rates -as the range for the old class, the incumbent shall be placed at the step of the new range which is next above the salary. rate received in the old range; or if the new range doesnot contain a higher step, the incumbent shall be placed at the 'step . which is next lower than the salary received in the old range. D. In the event of reallocation to a.deep class, the provisions of the deep class resolution and incumbent salary allocations, if any, shall supercede. Section ,5.9. 5.10 Salary on Promotion. Any employee who is appointed to a position of a class allocated to a higher salary range .than the class previously occupied, except as provided under Section 5.13, shall receive the salary in. the new salary range which is next higher than the rate received before promotion. In the event this increase is less than five (5) percent, the, employee's salary shall be adjusted to the step in the new range which is at least five (5) percent greater than the next. higher step; provided however that the next step shall not exceed the maximum salary for the higher class. In the event of the appointment of a laid off employee,from the layoff list to the class from which the employee was laid off, the employee shall be appointed at the step which the employee had formerly attained in the higher class unless such step results in_ an increase of less than five (5) percent, in which case the salary shall be adjusted to the step in the new range which is five (5) percent greater than the next higher step, if the new range permits such adjustment. 5.11 Salary on Involuntary Demotion. Any employee who is demoted, except as provided under Section 5. 2, shall have his/her salary reduced to the monthly salary step in the range for the class of position to which he/she has been demoted next lower than the salary received before demotion. In the event this decrease is less than five (5) percent, the employee's salary shall be adjusted to the step in the new range which is five (5) percent less than the next lower step; provided, however, that. the next step shall not be less than the minimum salary for the lower class. Whenever the demotion is the result of layoff, cancellation of positions or displacement 'by another employee with greater seniority rights, the salary of the demoted employee shall be that step on the salary range which he/s.he would have achieved had he/she been continuously in the position to which he/she has been demoted, all within-range increments having been granted. 5.12 . Salary on Voluntary Demotion. Whenever any employee voluntarily demotes to a position in a class having a salary schedule lower than that of the class from which he or she demotes, his or her salary shall remain the same if the steps in his or her new (demoted) salary range permit, and if not, the new salary shall be set at the step next below former salary. 5.13 Transfer. An employee who is transferred from one position to another as described under "Transfer" shall be placed at the step in the salary range of .the new class which equals the rate of pay received before the transfer. In the. event that the steps in ' the range for-the new class do not contain the same 13 000.09! actual working days in such 'employee's normal work schedule for the particular month; but if the employment is intermittent, compensation. shall be on an hourly basis. 5.8 Position Reclassification. An employee who is an incumbent of a position which is reclassified to a class which is allocated to the same range of the basic salary schedule as is the class of the position before it was reclassified; shall be paid at the same step of the range as the employee received under the previous classification. An incumbent of a position which` is reclassified to a class which is allocated to a lower range of the basic salary schedule shall continue to receive the .same salary as before the reclassification, but if such salary is greater than the maximum of the range of the class to which the position has been reclassified, the salary of the incumbent shall be reduced to the maximum salary for the new classification. The salary of an incumbent of a position which. is reclassified to a class which is allocated to a range of the basic salary schedule greater than the range of the class of the position before it was reclassified shall be governed by the provisions of Section 5.10 - Salary on Promotion. 5.9 Salary Reallocation and Salary on Reallocation. A. In a general salary increase or decrease, an employee in a class which is reallocated to a salary range above or below that to which it was previously allocated, when the number of steps remain the same, shall be compensated at the same step in the new salary range the employee was receiving in the range to which the class was previously allocated. If the reallocation is from one salary range with more steps to a range with fewer steps or vice versa, the employee shall be compensated at the step on the new range which 'is in . the same percentage ratio to the top step of the new range as was the salary received before reallocation to the top step of the old range, but in no case . shall any employee be compensated at less than the first- step of the range -to which the class is allocated. B. In the event that a classification is reallocated from a salary range with more steps to a salary range with fewer steps on the salary schedule, apart from the general salary increase or decrease described in Section 5.9 A above, each incumbent of a position in the reallocated class , shall be placed upon the step of the new range which equals the rate ,of pay received before the reallocation. In the event that the steps in the new range do not contain the same rates as the old' range, each incumbent shall be placed at the step. of the new range which is next above the salary rate received in the old range, or if the new range does . not contain a higher step, ,at the step which is next lower than the salary received in the old range. C. In the event an employee is in a position which is reallocated to a different class which is allocated to a salary range the same as above or below the salary range of the employee's previous class, the incumbent shall be . placed at the step in the new class which 12 and not required to serve a probation, period is determined in the same way as theanniversary date is determined for a new employee who is appointed the same date-, classification and step and who then successfully completes the required probationary period. :E. Notwithstanding other provisions of this Section 5, the anniversary of an employee who is appointed to a classified position from outside the County's merit system at a rate above the minimum salary for the employee's new class,, or who is transferred from another governmental entity to this County's merit system, Js one (1) year from the, first day of the calendar month after the calendar month when, the employee' was appointed or transferred; provided however,. when the appointment or transfer is effective on. the employee's 'first regularly scheduled work day of .that month, his/her anniversary is one (1) year after the first calendar day .of that month. 5.5 Increments Within Range. The ,performance of each employee, except those of employees already at the maximum salary step of the appropriate salary range, shall be -reviewed on the anniversary date as set- forth in Section 5.4 to determine whether the salary of, the employee shall be advanced to the next higher step , in the . salary range. Advancement shall be . granted on the affirmative 'recommendation of the appointing authority,. based on satisfactory performance' by the ,employee. -The appointing authority may recommend denial of the increment or. denial , subject to one additional review at some specified date before the next anniversary which must be set at the time the original report is returned. Except as herein provided, increments within range shall not be granted more frequently than once ayear, nor shall more than one (1) step within-range increment be granted. at one time, except as otherwise provided in deep class resolution's. In case an, appointing authority recommends denial of the within range increment on some particular anniversary date, but recommends a .,special salary review at some date before the next anniversary the special salary review shall not affect the ',regular salary review on the next anniversary date. Nothing herein shall be construed to, make the granting of increments mandatory on the County: If an operating department verifies in writing that an adminis- trative or clerical error was made in failing to submit the documents needed to advance an employee to the next salary step on the first of the month when eligible, said advancement shall be made retroactive to the first of the month when eligible. 5.6 Part-Time Compensation. A part-time employee shall be paid a monthly salary in the same ratio to the full-time monthly rate to which the employee would be entitled as a full-time employee under the provisions of this Section 5: as the number of hours per week in the employee's part-time work schedule bears to the number of hours in the full-time work schedule of the department. 5.7 Compensation for Portion of Month. Any employee who works less than any full calendar month, except when on earned, vacation or authorized ,sick leave, shall receive as compensation for services an amount which is in the same ratio to the established monthly rate as the. number of days worked is to the 11 00089 t Section' 5 -' Salaries 5.1 Effective August 1, 19841 the salary range for each represented classification shall be as set forth in exhibit B which' is attached hereto and made a part hereof. 5.2 The salary range for each classification listed below shall be increased as follows: CLASSIFICATION EFFECTIVE DATE %INCREASE (#LEVELSf A: Public Health Nurse 12/1/84 5.5% 54 -B. Grading Technician 1/1/85 2.5% (25) C. ' Senior Grading Technician 1/1/85 2.5% (25) If, after adoption,. ;of the Fiscal Year 1984-85 County budget, the Board of Supervisor's determines that additional money is available for salary increases, they will offer to meet and confer on such an adjustment to be effective no earlier January 1, 1985. 5.3 Entrance Salary. Except as otherwise permitted in deep class resolutions, new employees shall generally be appointed at the minimum step of the salary range established for the particular class, of position to which the appointment is made. However, the appointing authority may .fill a particular position at a 'step above the minimum of the range if mutually agreeable guidelines have been developed in advance or the Personnel Director offers to meet confer with the Union on a case by case basis each time prior to formalizing the appointment. 5.4 Anniversary Dates. Except as may otherwise be provided for in deep class resolutions, anniversary dates will be set as follows: A. New Employees. The anniversary date of a new employee is the first day of the calendar month after the calendar month when the employee successfully completes six (6) months service provided however, if an employee began work on the first regularly scheduled workday of 'the month the anniversary date is the first day of the calendar. month when. the employee successfully completes six months service. B. Promotions. The anniversary date of a promoted employee is determined as for a new employee in Subsection 5.4 A above. C. Transfer, Reallocation and Reclassification. The anniversary date of an employee who is transferred to another position or one whose position has been reallocated or reclassified to a class .allocated to the _same' salary range or to a salary range which is within five (5) percent of the top step of the previous classification, remains unchanged. D. Reemployments.. The anniversary of an employee appointed from a reempYoyment list to the first step of the applicable salary range 10 Section 4 - Shop Stewards and Official Representatives 4.,1 Attendance at Meetings. Employees designated as shop stewards or. official representatives of the Union shall be allowed to attend meetings held : by County agencies during regular working hours on County time as follows: A. If their. attendance. is required .by the County at. a specific meeting; B. if their attendance is sought by a hearing body or presentation 'of., testimony or other reasons; C. if . their , attendance is' required for meetings scheduled, at reasonable times agreeable to all parties, required for settlement of. grievances filed pursuant to Section 23 (Grievance Procedure) of. this Memorandum; D. if they are designated as a shop steward, in which case they.may utilize a reasonable time at each level of the proceedings to assist an employee to present. a grievance provided the meetings are scheduled at reasonable times agreeable to all parties, E. ' if they 'are designated as spokesperson or representative of the Union and as such make representations or presentations at .meetings or hearings on wages, salaries .and working condition's; provided in each case advance arrangements for time away from the employee's work station .or', assignment are made with the appropriate department.:. head, and the County agency calling the meeting is responsible for determining that 'the attendance of the particular employee(s) is required. 4..2 Union Representatives. Official representatives of the .Union shall be allowed time off on County time' for meetings during regular working hours when formally meeting and conferring in good faith or consulting with -the Employee Relations Officer or other management representatives on matters within the scope of. representation, provided that the number of such representatives shall not exceed —the below specified limits without prior approval of the Employee Relations Officer, and that advance arrangements for the time away. from the work station or assignment are made with the appropriate Department Head. Unit Number of Employees Agriculture and Animal Control 2 Attendant-LVN-Aide ' 2 Building Trades 2' Deputy Public Defenders 1 Engineering 2 Fiscal Services :. 2 General Services and Maintenance 5 Health Services 4 Investigative .1 Legal and Court Clerk 1 Library 2 Probation 2 J 9 . .0©0088 2.7 Written Statement for New Employees.- The County will provide-•a written. statement to each new employee hired into a classification in any. of : the bargaining units represented by the Union, that the employee's classification is: . represented by 'the Union. and .,the name of a representative of the Union. The- County will provide the employee with a packet of information which has been supplied by• the Union and approved by the County. 2.8 Assignment of Classes to Bargaining Units. The' County shall assign new classes in accordance with the following procedure:- A. rocedure:A. Initial Determination. When a new class title is establ,ished,.. the Employee Relations Officer shall review the- composition of existing representation. units to determine the appropriateness of including some or. all of the employees in the .new class in one, or - more . existing representation units, and within a reasonable period of time shall notify all recognized employee organizations of his determination. B. Final Determination. His determination is final unless within ten (10) days after notification a recognized employee organizat-ion- requests in writing to meet and confer thereon. C. Meet and Confer and other Steps. He shall meet and confer with such requesting organizations (and with other recognized employee . organizations where appropriate) to seek agreement on this matter. within sixty .(60) !days after the .ten (10) day period in Subsection B, unless otherwise mutually agreed. Thereafter, the procedures in cases of disagreement, arbitration referral and expenses, and criteria for determination. shall . conform to, Board' of Supervisor's Resolution 81/1165. 2.9 Section 18 of the 1977-1979 Memorandum of Understanding between the County and Local No. 1 be continued for the duration of this Memorandum of Understanding and shall be applicable to all. units currently represented by Local No. 1. Section 3 - No Discrimination There shall be no discrimination because of sex, race, creed, color, national origin, sexual orientation or union activities against any employee or applicant for employment. by the . County or by anyone employed by the County; and to the extent prohibited by applicable State and Federal law there shall be no discrimination because of age. There shall be no discrimination against any handicapped person solely because of such handicap unless that handicap prevents . the person from meeting the minimum standards established for the position or from carrying out the duties of the position safely. 8 i C. to leave and/or. distribute a supply of literature as indicated above; D. to represent an employee on a grievance, and/or to contact a union officer pn a matter within the scope of representation. In the application of this provision, it i,s agreed and understood that- in each such- instance' advance arrangements, including disclosure of which 'of the above purposes is the reason for the visit, will be made with the departmental , representative in charge of the work area , and the visit will not interfere with County services. 2.4 - Use of County Mail -System. The Union may distribute materials to designated Union representatives through the` Countydistribution channels if approved by the Personnel Director. The decision of the Personnel Director is final and not subject to the grievance procedure. This privilege may be .revoked in the event of abuse after the Personnel Director consults with the Union.. 2.5 Use of County Buildings. The Union shall be allowed the use of areas normally used for meeting purposes for meetings of County employees during, non- work- hours when: A. Such space is available; B. ` there is no additional cost to. the County; C. -.it does not interfere with normal County operations;. D. employees .in attendance are not on duty and are, not scheduled -for duty; '... E. , the meetings are on matters within the scope'of representation-. The administrative official responsible` for the space shall.- establish and maintain scheduling of such uses. The Union shall maintain proper order at the meeting, and see that the .space is left in a clean and orderly condition. The -use of County equipment - (other than items normally used in . the conduct of business meetings, such as desks, chairs, ashtrays, and blackboards) is strictly prohibited, even though it may be present in the meeting :area. , 2.6 Advance Notice. The Union shall, except in cases of emergency, have the right to reasonable notice of any ordinance, rule, resolution or regulation directly relating to matters within the scope of representation proposed to be adopted by the Board, or boards and commissions appointed by the Board, and to .meet with the body,. considering. the matter. The .listing -of an item .on a public agenda, or the mail.ing of a copy of a proposal at least seventy-two (72) hours before, the item .will be heard- or the delivery of a copy of the proposal at least twenty-four;. (24) hours before the item. will be .heard, shall constitute notice. In cases of emergency when the Board, or boards and commissions appointed by the Board, determines it must act immediately without such notice or meeting, it shall give notice and opportunity to meet as soon as practical after its action. month next after the certification of "a secret ballot election, in which a majority of those eligible to vote do . vote to implement an agency shop fee. 2. An election to implement the provisions of this. section shall not prohibit or restrict an election to rescind this section as provided for by Section 3502.5 of the Government Code. 3. All employees holding probationary or regular status in classifications included in the unit, on a date thirty (30) days prior to the holding of the election, shall be eligible to .vote in such election. The ballot shall be in the following form: a. I vote .in favor of the agency shop. b. I vote against agency shop. I. Non-severablity. The provisions of this section are non-severable; if any of the provisions of this section is declared to be unconstitutional or legally void or unenforceable, the entire section shall become inoperative. Upon request of the Union, the County shall meet and confer to replace such struck- provision(s) . J. The County Personnel -Office shall furnish a complete and full list of all employees represented by the Union as soon as feasible after the execution .of the Memorandum of Understanding and shall furnish a monthly. list of all new hires to the Union thereafter. 2.3 Communicating With Employees. The Union shall be allowed to use designated portions of bulletin boards or display areas in public portions of County buildings or -in- public portions of offices in which there are employees represented by the Union, provided the communications displayed have to do with official organization business such- as times and places of meetings and further provided that the employee organization appropriately posts and removes the information. The department head reserves the right to remove objectionable materials after notification to and discussion with the Union. Representatives- of the Union, not on County time, shall be permitted to place a supply of employee literature at specific locations in County buildings if arranged through the Department Head or designated representative; said representatives may . distribute employee organization literature in work areas (except work areas not open to the public) if the nature of the literature and the proposed method of .distribution are compatible with the work environment and work in-progress. Such placement and/or distribution shall not be performed by on duty employees. The Union shall be allowed access to work locations in which it represents employees-for the following purposes: A. To post literature on bulletin boards; B. to arrange for use of a meeting room; 6 1 E. Current Employees and New Employees. 1. On or. before August `1, 1984, the County will mail to al l employees who are not members of the Union an "Employee Authorization for Payroll Deduction of Local #1 Membership Dues or Service Fee." The employee shall have thirty (30) calendar days from the mailing of the authorization form, to fully execute the authorization , of his/her choice and ,return said form to ..the County Personnel Department. 2. An employee hired into a job class represented by Local No. 1 on or after August 1, 1984 shall be provided through the County Personnel Department with the authorization form listed in Subparagraph 1 above. Said empl.oyee shall have thirty (30) calendar, days to fully execute the authorization card of his/her choice and return said form to ,the County Personnel Department. 3. If the form is not returned within thirty (30) calendar days, or if the Union reports that an agency shop fee in lieu of the initiation fee or a general assessment has not been paid, the employee will be subject to dismissal . The, Director of Personnel shall commence dismissal proceedings_ by giving a Skelly Notice pursuant to the procedures set' forth in this Memorandum of Understanding.' An employee served with a Skelly Notice shall have until the response date . shown on the Skelly Notice to either file the authorization form, pay the initiation fee or general.. assessment , or otherwise show why he/she should not be dismissed. Any back pay and costs incurred by the County and its staff defending appeals from dismissal shall be reimbursed by the Union. F. The Union shall indemnify, defend and- save the County harmless against any and all claims, demands, suits, orders, or judgments, or other forms of liability that arise out of or by reason of this Agency Shop Section, or action taken or not taken by the County under this Section. This includes but is not limited to the County's attorney fees and costs. G. The authorization of payroll deductions described in- Subsection E ' shall require the employee to agree to hold the County harmless from .all claims, demands, suits or other forms of liability that may arise against the County for or on account of any deduction made from the wages of such employee. H. 1. Section 2.2 shall take effect on August 1, 1984 provided that as of July 1, 1984, a majority of all employees represented by Contra Costa County Employees Association, Local 1 have authorized dues deduction, or one calendar- 5 000086 2 J Written .Statement for New Employees. The County will provide a written statement to each -new employee hired into a classification in 'any of the bargaining units represented by the Union, that the. employee's classification is represented by the Union and the name of a representative of the Union. The County will provide the employee with a _packet of information which has been supplied by the Union and approved by the County. 2.8 Assignment' of Classes to Bargaining Units. The County shall assign new classes in accordance with the .following procedure: A. Initial Determination. When a new class title is' established; the Employee Relations Officer•.shall review the composition of existing representation units to determine the appropriateness of including some or . aTl of the employees in the new class in one or more existing representation units, and within a reasonable period of time shall notify all recognized employee organizations of his determination.. ' B . Final Determination. His determination is final unless within ten (10) days after notification a recognized employee organization requests in writing to meet and confer thereon. C.. Meet and Confer and other Steps. He shall. meet and confer with such requesting organizations (and with other recognized employee organizations where appropriate) to seek agreement on this matter within sixty. (60) days after the ten (10) day period in Subsection B, unless otherwise mutually agreed. Thereafter, the procedures in cases of disagreement, arbitration referral and expenses, and criteria for determination shall 'conform to Board of Supervisor's Resolution 81/1165. 2.9 Section 18 of the 1977-1979 -Memorandum of Understanding between the County and Local No. 1 be continued for the duration of this Memorandum of Understanding and shall be applicable to all units currently represented by Local No. 1. Section 3 - No Discrimination There shall be no discrimination because of sex, race, creed, color, national origin, sexual orientation or union activities against any employee or applicant for employment by the County or by anyone employed .by the County; and to the extent prohibited by applicable State and Federal law there shall be no discrimination because of age. There shall. be no discrimination against any handicapped person solely because of .such handicap unless that handicap prevents the person from meeting the, minimum standards established for the position or from carrying out the^duties of the position safely. 8 C. to :leave and/or. distribute a supply of literature as indicated above;. . D. to .represent an employee on a 'grievance, and/or to contact a union officer on a matter within the .scope of representation. . In the application of this provision .it' is agreed and understood that in each such instance advance arrangements, including disclosure of which'` of the above purposes is the reason for. the visit, will be made with the ,departmental: representative in charge of the work area, and: the visit will not interfere with County services. 2.4 Use ' of County Mail System. The Union may, distribute materials to designated ..Union representatives through the County distribution channels if approved by the Personnel Director. The decision of the Personnel Director is final and not subject to the grievance procedure. This privilege may be revoked in the event of abuse after the Personnel Director consults with the Union. 2.5 Use of County Buildings. The Union shall be allowed the use of areas normally used for meeting purposes for meetings of County employees during non work, hours when: A. Such space is available; B. there A s no additional cost to the County; C. it does 'not interfere with normal County operations; D.. employees 'in attendance, are not -o.n duty and are not scheduled for duty; ' E. the meetings are on matters within the scope of representation: The administrative official responsible for the space shall: establish and maintain scheduling of such uses. The' Union shall maintain proper order at the meeting, and see that the space is left- in a..clean and orderly condition. The .use of County equipment .(other than items normally used in the conduct of business meetings, such as desks, chairs, ashtrays, and blackboards) is strictly . prohibited, even though, it may be present in the meeting area.. 2:6 Advance Notice. The Union shall, 'exceptin cases of emergency, have the right to reasonable notice of any ordinance rule, resolution or regulation directly relating to matters within the scope of representation proposed to be adopted by the Board, or boards and commissions appointed by, the Board, and to meet with -the body considering the matter. ' The '1 isting' 'of an item on a public 'agenda,. or :the mail ing .of. a, copy of .a proposal at .least seventy-two (72) hours before the item will be heard, or the delivery of a copy of the proposal at least twenty-four (24) hours before. the item will be heard, shall constitute notice. . In cases of-'emergency when the Board, or boards and commissions appointed byIA he Board, determines it must act ' .immediately without such notice _or meeting, it shall give notice and opportunity to meet as soon 'as practical after its: action. . Q �a i