HomeMy WebLinkAboutMINUTES - 08111987 - 1.37 IN THE BOARD OF .SUPERVISORS �' r
OF
CONTRA COSTA COUNTY, STATE OF CALIFORNIA
In the Matter of: ) 87/506
Implementation of the ) RESOLUTION NO.
Deputy Clerk Deep Class )
1. The Board of Supervisors, having enacted Resolution No. 83/1 relating to
the establishment of deep classes and related compensation and terms and
conditions of employment of individuals therein employed, hereby establishes
the terms and conditions of employment applicable to the Deputy Clerk Deep
Class, herein after called Deputy Clerk.
2. Compensation in the deep class of Deputy Clerk shall be based upon the
following salary schedules:
Monthly P.I ./Temp
Responsibility Level Step Rate Hourly Rate
Level A - Beginning Level C5-0966 Al $1194 $7.23
A2 1253 7.59
A3 1316 7.97
A4 1382 8.37
A5 1451 8.79
Level B - Experienced Level C5-1106 B1 1373 8.32
B2 1442 8.73
B3 1514 9.17
B4 1589 9.63
B5 1669 10.11
Level C - Senior Level XB-1229 C1 1553 9.41
C2 1630 9.88
C3 1712 10.37
C4 1797 10.89
C5 1887 11.43
C6 1935 11.72
C7 1982 12.01
Level D - Specialist Level XB-1301 D1 1668 10.11
D2 1752. 10.61
D3 1839 11.14
D4 1931 11.70
D5 2028 12.29
D6 2079 12.60
D7 2130 12.90
Level E - Courtroom C5-1514 E1 $2064 $12.50
Clerk Level E2 2168 13.13
E3 2276 13.79
E4 2390 14.48
E5 2509 15.20
Beginning Level : Step Al is the minimum and step A5 is the maximum base
salary for Beginning Level positions.
Experienced Level : Step B1 is the minimum and step B5 the maximum base
salary for Experienced Level positions. ..
Senior Level : Step C1 is the minimum and step C7 the maximum base salary
for Senior Level positions.
Specialist Level : Step D1 is the minimum and step D7 the maximum base
salary for Specialist Level positions.
Courtroom Clerk Level : Step E1 is the minimum and step E5 the maximum base
salary for Courtroom Clerk Level positions.
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RESOLUTION NO . 87/506
3. Part-Time Compensation: A Deputy Clerk working permanent part-time 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 Deputy Clerk as the
number of hours per week in the part-time employee' s work schedule bears to
the number of hours in the full-time schedule. Other benefits to which the
employee is entitled shall be assigned on the same pro-rata basis. If the
employment is periodic and irregular (permanent-intermittent) , depending on
,departmental requirements, payment for hours worked shall be made at the
hourly rate and step established for the work level (hereinafter referred to
as level ) to which the employee has been assigned.
4. Temporary Appointment: A person given a temporary appointment as a •Deputy
Clerk shall be compensated at the hourly rate of the level to which the
employee has been appointed.
5. Compensation for Portion of Month: Any Deputy Clerk who works less than
any full calendar month, except when on earned vacation or authorized sick
leave, shall receive as compensation for his/her services an amount which
is in the same ratio to the established monthly rate as the number of days
worked is to the actual working days in such Deputy Clerk' s normal work
schedule for the particular month; but if the employment is intermittent,
compensation shall be on an hourly basis, which is calculated by dividing
the monthly rate at the step earned by 173.33 and multiplying the result
by 105%.
6. Initial Appointments to this Class : For purpose of initial appointment to
this class the appointing authority may appoint a Deputy Clerk at any step of
the salary range appropriate for the responsibility level of the position being
filled and the appointee' s qualifying education and relevant experience.
Further, no appointments of individuals who are not County employees may be
made at the Senior Level , except from the Layoff or Reemployment Lists ,
without the approval of the Director of Personnel . If such an appointment
is proposed, the Director of Personnel shall give five (5) days prior notice
of such proposed appointment and shall meet at the request of AFSCME,
Local 2700 to discuss the reasons for such an open appointment. This
section entirely replaces Section 36-4.202, Paragraphs 1 and 2 and 36-2.008,
Paragraph 1 of Resolution 81/581.
7. Reemployment in the Class : An employee who terminates service with the
County in good standing as a Deputy Clerk or who has received reemployment
privileges in any of the classes which are reallocated to the Deputy Clerk
deep class and is subsequently appointed from a reemployment list as a
Deputy Clerk within two years from the date of termination may be appointed
at any step as long as the salary step is appropriate for the duties and
responsibilities of the position to be filled as documented by the
appointing authority in accordance with the classification specification.
8. Definition of Terms :
a. Reassignment means the movement of an employee from one work level
to another work level assignment within the Deputy Clerk deep class
within a single department or from one position to another position
within the Deputy Clerk deep class, regardless of level , within a
single department.
b. Transfer means any of the following: 1) the movement of an employee
from a position within the Deputy Clerk deep class in one department
to another position in the Deputy Clerk deep class, regardless of
level , in a different department; 2) the movement of an employee
from another class to the Deputy Clerk deep class if both the top
and bottom steps (ie. the whole salary range) of the employee' s
current class is. totally within the parameters of the Deputy Clerk
salary range (anywhere between steps Al and E5) or the Deputy Clerk
salary range is totally within the parameters of the class being
transferred from, or alternatively as provided for in Section 1004
of the Personnel Management Regulations; 3) the movement of an
employee from the Deputy Clerk deep class to another class if the
salary range of the class being transferred to is totally within the
parameters of the Deputy Clerk salary range or if Deputy Clerk is
totally within the parameters of the salary range of the class being
transferred to, or alternatively as provided for in Section 1004 of
the Personnel Management Regulations; and Section 21 of the County' s
current Memorandum of Understanding with AFSCME, Local 2700.
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c. Promotion means the movement of an employee from another class to
Deputy Clerk if the salary range of the other class is totally or
partially below that of Deputy Clerk; or the movement of an employee
from the class of Deputy Clerk to another class which has a salary
range which is totally or partially above that of Deputy Clerk.
d. Demotion means the movement of an employee from another class to
Deputy Clerk if the salary range of the other class is totally or
partially above that of Deputy Clerk; or the movement of an employee
from the class of Deputy Clerk to another class which has a salary
range which is totally or partially below that of Deputy Clerk.
e. Y-Rate means the withholding of class-wide annual salary adjustment
from an employee who has had his/her salary Y-rated and the placement
of that Deputy Clerk at the closest salary step of the new range by
the appointing authority.
f. Minimum Qualifications are established for each level and for
certain positions within some levels. No person may be assigned to
a position for which they do not meet the minimum qualifications.
9. Salary on Reassignment Between Levels:
a. A Deputy Clerk at the Beginning Level or Experienced Level , who
meets the minimum requirements for a higher level than that to
which the Deputy Clerk is currently assigned and who is assigned by
the appointing authority to perform the duties of a higher level
assignment on a permanent basis, shall be placed in the salary
range for the higher level at the salary step which is next higher
than the base salary rate he/she was receiving in the lower level
assignment. In the event that this increase is less than five (5)
percent, the employee' s salary shall be adjusted to the next higher
step on the new salary range which provides a five (5) percent or
greater increase in salary if the new range permits such adjustment.
If an operating department verifies in writing that an administrative
or clerical error was made in failing to submit the documents
necessary to reassign an employee from the Beginning Level to the
Experienced Level on the first of the month after the employee is
eligible, said reassignment shall be made retroactive to the first
of the month after the employee was eligible.
b. Reassignment from the Beginning Level of Deputy Clerk to the
Experienced Level shall be considered as though the two levels were
flexibly staffed. Appeal from denial of reassignment from the
Beginning Level to the Experienced Level shall be considered only
under the procedures, conditions and grounds stated and in the
manner provided for in Section 1002 of the Personnel Management
Regulations and as provided for in Section 31 of the County' s
current Memorandum of Understanding with AFSCME, Local 2700.
c. Designation of and assignment to Beginning, Experienced, Senior,
Specialist and Courtroom Clerk Levels is the sole prerogative of
the County. Continued incumbency after reassignment to an increased
responsibility level , shall be dependent on the incumbent receiving
a satisfactory performance evaluation from the appointing authority
or designee at the completion of six (6) months' tenure in the
assignment and continued satisfactory performance thereafter.
d. An employee who is reassigned from a higher level position to a
lower level Deputy Clerk position during his/her first six (6)
months at the higher level assignment, shall be placed at the
salary step of the lower level position which the employee was at
prior to his/her reassignment, adjusted for any approved merit
increments which he/she would have received in the prior assignment.
Such reassignment may be appealed only for the grounds stated and
in the manner provided for in Section 905 of the Personnel Management
Regulations and as provided in Section 19.5 of the County' s current
Memorandum of Understanding with AFSCME, Local 2700.
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e. An employee who is reassigned from a higher level position to a
lower level position after having been at the higher assignment
level for over six (6) months shall have his/her salary, at the
discretion of the appointing authority, either Y-rated or placed in
'the appropriatesalary range for the assignment at the salary step
which provides for at least a five (5) percent reduction in base
salary, to the amount provided for on the salary range. Section 21.4
of the Memorandum of Understanding between the County and AFSCME,
Local 2700 does not apply to said reassignments.
f. An employee who requests reassignment and is reassigned from a
higher level assignment to a lower level assignment shall have
his/her salary set on the salary range for the lower level at the
step for which the salary is equal to or the next step below the
salary received at the higher level .
10. Short-Term Reassignment: An incumbent who is temporarily reassigned by the
appointing authority and approved by the Personnel Director to a Senior,
Specialist or Courtroom Clerk responsibility level assignment shall have
his/her salary increased on the eleventh (11th) work day of said assignment
to the higher step and shall continue to receive the higher pay for the
duration of the assignment. Upon termination of the assignment, the
incumbent shall immediately revert to the salary level and step he/she
would have received had he/she remained in his/her permanent assignment.
Designation of short-term reassignments shall be the sole perogative of the
County. Such short-term reassignments may include, but are not limited to:
backup for another Deputy Clerk on extended sick leave, vacation, leave of
•absence or special project. Normally the following provisions shall apply:
a. The employee selected for the assignment will normally be expected
to meet the minimum qualifications for the higher level .
b. Temporary reassignment to a higher level shall not be utilized as
a substitute for regular permanent reassignment procedures.
c. Any incentives (e.g. , the education incentive) and special
differentials (e.g. , the bilingual differential and hazardous duty
differential ) accruing to the employee in his/her permanent
assignment position shall continue.
d. Allowable overtime pay, shift differential and/or work location
differentials will be paid on the basis of the rate of pay for the
higher level .
Ordinarily short-term reassignments shall not continue for longer than six
months unless the short-term reassignment is backing an uncovered position
or is for an approved special project or is approved for extension by the
Director of Personnel .
11. Salary on Transfer:
a. In a case of the transfer of a Deputy Clerk from one department to
another with no change in the responsibility level of the assignment,
the Deputy Clerk' s salary shall remain unchanged.
b. In a case of the transfer of a Deputy Clerk from one department to
another with a change in the responsibility level of the assignment,
the Deputy Clerk' s salary shall be determined as provided in
Section 9.
c. In a case of the transfer of an employee from another class to the
class of Deputy Clerk, the employee will be placed on the salary
range for the responsibility level designated for the position at
the step which is equal to the employee' s current salary; or if
the salary steps are not exactly equal , the employee shall be placed
at the next step above the employee ' s current salary, if that can
be accomplished with a salary increase of no more than five (5)
percent, or alternatively at the next lower step in relation to
the employee' s current salary if the higher step would result in
an increase greater than five (5) percent. However, an employee' s
salary step placement may not exceed the maximum established for
the responsibility level of the position.
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d. In the case of the transfer of an employee from the class of
Deputy Clerk to another class, the employee will be placed at the
step on the salary range for the new class which is equal to the
employee' s current salary, or if - salary steps are not exactly
equal , the .employee shall be placed at the next step above the
employee' s current salary if that can be accomplished with a salary
increase of no more than five (5) percent or alternatively at the
next lower step in relation to the employee' s current salary if
the higher step would result in an increase greater than five (5)
percent. However, an employee' s salary step placement may not exceed
the maximum step established for the class being transferred to.
e. In the case of a transfer of an employee from the class of Deputy
Clerk to another deep class, the provisions of that deep class
resolution shall apply to the salary on transfer if they conflict
with the provisions of 11A above.
f. Continued incumbency after transfer from one department at a lower
responsibility level to another department at a higher responsibility
level in the Deputy Clerk deep class shall be dependent on the
incumbent receiving a satisfactory performance evaluation from the
appointing authority or designee at completion of six (6) months'
tenure in the assignment and continued satisfactory performance
thereafter. If an employee does not perform satisfactorily during
the first six (6) months following transfer to a higher responsibility
level position, the appointing authority may reject the employee
during this trial" period, in which case the employee will revert
to his/her former department at the previously held responsibility
level . Salary will be determined as provided in Section 9.d. Such
rejection may be appealed only for the grounds stated and in the
manner provided for in Section 905 of the Personnel Management
Regulations, and in Section 19.5 of the County' s current Memorandum
of Understanding with AFSCME, Local 2700.
12. Salary on Promotion : A County employee who is promoted to Deputy Clerk
from a class with a lower salary range than that of Deputy Clerk, shall be
placed on the salary range for the responsibility level of the Deputy Clerk
position at the step which is next higher than the rate he/she was receiving
before promotion. In the event this increase is less than five (5) percent,
the employee' s salary shall be adjusted to the step on the new range which
provides at least a five (5) percent increase from the employee' s previous
salary. However, no salary shall be set above the top step for the assigned
responsibility level . In the event of the promotion 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.
13. Salary on Demotion: A County employee who promotes from Deputy Clerk and
is subsequently reinstated to the class as the result of demotion or
failing probation will be reinstated to the level he/she attained prior to
promotion. Applicable rules on layoff and displacement will be effectuated
in the event a vacant position, at the level to which the employee is to be
demoted, does not exist. When the employee demotes to Deputy Clerk at a
particular level , he/she shall have his/her salary reduced to the monthly
salary step of Deputy Clerk which is next lower than the salary he/she
received before demotion.
In the event this decrease is less than five (5) percent, the employee' s
salary shall be adjusted to the step on the appropriate salary schedule, that
is five (5) percent less than the next lower step, if the schedule for that
level permits such adjustment. Whenever the demotion is the result of layoff,
the salary of the demoted employee shall be that step on the applicable
salary schedule which he/she would have achieved had he/she remained
continuously in the position to which he/she has been demoted, all within
range increments being granted on the anniversary dates in the demotional
class and level . If the demotion is a result of a failure of probation,
the employee shall be placed at the level and salary step he/she was at
prior to being promoted, adjusted for any approved merit increments which
he/she would have received in that class and level .
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14. Salary on Voluntary Demotion: Notwithstanding Section 13 above, whenever
any employee voluntarily demotes to Deputy Clerk at a particular level ,
his/her salary shall remain the same if the steps in the new (demotional )
salary schedule permits, and if not, his/her new salary shall be set at the
step next below his/her former salary.
15. Anniversary Dates :
a. Current Permanent Employees. The anniversary date of an employee
having permanent status in one of the classifications being
reallocated to Deputy Clerk deep class at the effective date of
this Resolution shall remain unchanged.
b. Current Probationary Employees. The anniversary date of an
employee having probationary status as of the effective date of
this resolution in any classification reallocated to the Deputy
Clerk deep class, who has not previously completed probation in
another classification being reallocated to Deputy Clerk during
their current period of continuous County employment, shall remain
unchanged.
Probationary employees in a class being reallocated to Deputy
Clerk deep class, who have previously completed probation in a
different class which is also being reallocated to Deputy Clerk
during their current period of continuous County employment, shall
be considered to have permanent status in the deep class of Deputy
Clerk and their remaining probationary term shall be considered as
the remainder of the six (6) month' s trial period at the specified
level of the Deputy Clerk deep class. Such employees shall keep
the anniversary date thay had prior to their former promotion
which is now considered a reassignment.
c. New Employees. The anniversary date of new employees appointed at
steps Al , B1 , C1, D1 or E1 shall be the first day of the calendar
month after the calendar month when he/she successfully completes
six (6) months full-time service, except that when he/she began
work on the first regularly scheduled workday of the month for
his/her position which was not the first calendar day that month,
the anniversary date is the first day of the calendar month when
he/she successfully completes six (6) months full-time service.
The anniversary date of a new employee who is appointed at a step
other than Al , B1 , C19 D1 or E1 shall be the first day of the
calendar month after the calendar month when he/she successfully
completes one (1) year full-time service, except that when he/she
began work on the first regularly scheduled workday of the month
for his/her position which was not the first calendar day that
month, the anniversary date is the first day of the calendar month
when he/she successfully completes one (1) year full-time service.
d. Reassignment to Higher Level Position. The anniversary date of a
Deputy Clerk who is reassigned from a lower level position to a
higher level position shall remain unchanged.
e. Reassignment to Lower Level Position. The anniversary date of a
Deputy Clerk who is reassigned from .a higher level position to a
lower level position shall remain unchanged.
f. Promotion. The anniversary date of a Contra Costa County employee
who promotes to the class of Deputy Clerk shall be the first day
of the calendar month after the calendar month when he/she
successfully completes six (6) months' full-time service, except
that when the promotion was on the first regularly scheduled
workday of the month for his/her position which was not the first
calendar day of that month, the anniversary date is the first day
of the calendar month when he/she successfully completes six (6)
months' full-time service.
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g. Demotion. The anniversary date of a Contra Costa County employee
who demotes to the class of Deputy Clerk shall be the first day of
the calendar month after the calendar month when he/she successfully
completes one (1) year full-time service, except that when the
demotion was on the first regularly scheduled workday of the month
for his/her position which was not the first calendar day of that
month, the anniversary date is the first day of the calendar month
when he/she successfully completes one (1) year full-time service.
h. Transfer. The anniversary date of an employee who transfers to
the class of Deputy Clerk remains unchanged.
i . Reemployment. The anniversary of an employee appointed from a
reemployment list is determined as for a new Deputy Clerk in (c)
above.
16. Merit Increment Salary Adjustments :
a. Based upon each Deputy Clerk' s performance, the appointing authority
may authorize a merit increment salary adjustment in the salary of
that Deputy Clerk except in cases where an employee is already at
the maximum salary step of the salary schedule for his/her position
and level . In the case of satisfactory performance, such adjustment
shall consist of an advancement of the employee' s salary by one (1)
step on the salary schedule established for that level of the class
of Deputy Clerk. In the case of less than satisfactory performance,
the employee' s salary may be held or reduced until such time as the
performance of the employee is satisfactory. No salary adjustment
shall be made unless an affirmative recommendation to do so is made
by the appointing authority or designee and no provision of this
Section shall ' be construed to make the adjustment of salaries
mandatory on the County. The appointing authority may recommend
unconditional denial of the increment or denial subject to review
at some specified date before the next anniversary.
The salary of employees who are on leave of absence from their
positions on any anniversary date and who have not been absent from
their positions on leave without pay more than six (6) months during
their anniversary year preceding the review date shall be reviewed
on the anniversary date. Employees on stipendiary educational leave
are excluded from the above six (6) month limitation. Persons on
military leave shall receive anniversary increments that may accrue
to them during the period of military leave.
b. Effective Date: Adjustments to a Deputy Clerk' s salary shall be
effective on the employee' s anniversary date.
17. Transfers To/From Clerk and Account Clerk Series : For purposes of transfer,
employees in the Clerk deep class at the Beginning Level who meet the
minimum requirements for Deputy Clerk-Beginning Level will be considered as
appropriate for transfer to the Deputy Clerk deep class at the Beginning
Level and vice versa; employees in the Clerk deep class at the Experienced
Level who meet the minimum requirements for Deputy Clerk-Experienced Level
will be considered as appropriate for transfer to the Deputy Clerk deep
class and vice versa; employees in the Deputy Clerk deep class at the
Experienced Level who meet the minimum requirements for Account Clerk
(Beginning Level ) will be considered as appropriate for transfer to Account
Clerk (Beginning Level ) and vice versa. For purposes of transfer, these
classes and levels within the deep class(es) shall be considered as meeting
the requirements of Section 8.b of this resolution.
18. Reclassification of Position : The salary of an employee whose position is
reclassified from a class on the basic salary schedule to the Deputy Clerk
classification shall be established in accordance with the applicable sections
of this resolution.. The salary of an employee who is in a position that is
reclassified from Deputy Clerk to another class on the basic salary schedule
shall be determined based upon the provisions of Resolution 81/581 or other
applicable deep class resolutions or ordinances.
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19. Position Requirements : As provided in the Deputy Clerk class specification,
positions may be identified as Beginning, Experienced, Senior, Specialist or
Courtroom Clerk Level positions. Some.. Specialist Level positions may also
be designated as Clerks for a Commissioner hearing small claims and traffic.
For purposes of initial appointment, reassignment, promotion, demotion or
transfer, positions at the Beginning ''Level and Experienced Level may be
moved from one level to another by designation of the appointing authority
sufficient to the Director of Personnel .
Positions designated as Senior Level , Specialist Level or Courtroom Clerk
Level positions on the basis of their duties may be redesignated to another
assignment level on the basis of changed duties and responsibilities only
with the approval of the Director of Personnel . At the request of the
appointing authority, positions designated at a lower level may be
redesignated to the Senior Level on the basis of increased duties and
responsibilities only with the approval of the Director of Personnel .
20. Filling Vacant Positions :
a. At the discretion of the appointing authority, positions at the
Beginning, Experienced, Senior, Specialist and Courtroom Clerk
Level may be filled by reassignment, transfer, demotion, promotion
or by appointment from an appropriate employment list.
b. Reassignment Selection Procedures Within Level . When a position
at any level is to be filled by in-department reassignment at the
same level , the appointing authority may consider all interested
departmental employees in the class by posting a description of the
vacant position in various locations for five (5) calendar days or
otherwise notifying all departmental clerical staff who meet the
minimum qualifications or other limitations. Consideration of
individuals may be limited only on the basis of meeting the minimum
qualifications for the level of position, possession of special
position requirements and at the discretion of the appointing
authority, the geographic location, service area or unit from which
interested applicants will be considered. Appointing authorities
may also limit consideration to non-probationary employees and
employees who •have served in their present assignments for more
than six (6) months. This section does not change the reassignment
policies agreed to in Section 21.5 of the Memorandum of Understanding
between the Union and the County. Further limitations or changes
in this or other reassignment policies may be agreed to between
the Union and various appointing authorities. All qualified,
interested employees who indicate their interest in reassignment
through the established mechanism shall be provided an opportunity
to interview for the reassignment. This in no way limits the
ability of the appointing authority to consider other qualified
applicants for a position or to appoint any specific individual
to a vacant position. The transfer list may be used to provide
additional names for consideration by the appointing authority.
c. Reassignment Selection Procedures - To a Higher Level . When a
position at the Senior or higher level is to be filled by in-
department reassignment from a lower level , the appointing authority
will consider all interested departmental employees in the class
by posting a description of the vacant position in various locations
for five (5) calendar days or otherwise notifying all departmental
clerical staff who meet the minimum qualifications or other
limitations. Consideration of individuals may be limited only on
the basis of meeting the minimum qualifications for the level of
position and/or possession of special position requirements; further
limitations on individuals to be considered may be made by the
appointing authority on the basis of geographic location, service
area or unit only after obtaining the consent of the Union to these
limitations. Further limitations or changes in this reassignment
policy may be agreed to between the Union and various appointing
authorities.
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All qualified, interested employees who indicate their interest in
reassignment through the established mechanism shall be provided
an opportunity to interview for the reassignment. This in no way
limits the ability of the appointing authority to consider other
qualified applicants for a position or to appoint any specific
individual to a vacant position. The transfer list may be used to
provide additional names for consideration by the appointing
authority.
d. If an appointing authority is willing to consider interested
employees either at the same level or at a lower level for
reassignment to a vacant position, the department may combine the
procedures in (b) and (c) above in one notification.
21. Seniority:
a. An employee' s seniority for layoff and displacement purposes in
the "deep class" of Deputy Clerk shall be determined by adding (a)
his/her service in the deep class, (b) his/her 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 and by
adding (c) his/her length of service in the classes which are
reallocated to, the deep class of Deputy Clerk to other service
described in (a) above. Service for layoff and displacement purposes
includes only the employee' s last continuous permanent County
employment.
b. For purposes of layoff and displacement, an employee' s seniority
shall include service in classes from which a transfer is provided
for under Section 17 of this resolution; further, employees
reallocated or transferred without examination from one class to
another class having a salary within five (5) percent of the former
class , as provided for in Section 305.2 of the Personnel Management
Regulations and item "V" of the County' s current Memorandum of
Understanding with AFSCME, Local 2700, shall carry the seniority
accrued in the former class into the new class.
c. For purposes of layoff and displacement, no incumbents who occupy
lower level assignment positions shall be considered as meeting
the position requirements for higher level assignment positions.
d. For purposes of layoff and displacement, incumbents in higher
level assignment positions will be considered as meeting the
position requirements for lower level assignment positions.
e. Neither (b) nor (c) above shall be construed as allowing employees
without skills such as typing, stenography or bilingual ability to
fill positions with such or similar requirements.
f. Other rules affecting seniority are contained in the County' s
Personnel Management Regulations, and in Section 11 of the County' s
current Memorandum of Understanding with AFSCME, Local 2700.
22. Allocation of Current Employees: Employees encumbering positions in the
classes of Deputy Clerk I , Deputy Clerk I1, Deputy Clerk-Criminal Process,
Deputy Clerk III and Deputy Clerk-Courtroom Clerk on the effective date of
this resolution shall be allocated to the salary range of the deep class of
Deputy Clerk as provided below and as is further modified by the attached
list of current employees which is incorporated herein.
Current Classification & Step New Salary Step Pay Series Level & Step
Deputy Clerk I 1 Al C5-0966 1
2 A2 2
3 A3 3
4 A4 4
5 A5 5
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Current Classification & Step New Salary Step Pay Series Level & Step
Deputy Clerk II 1 B1 C5-1106 1
2 B2 2
3 B3 3
4 B4 4
5 B5 5
Deputy Clerk-Criminal
Process 1 C1 XB-1229 1
2 C2 2
3 C3 3
4 C4 4
5 C5 5
C6 6
C7 7
Deputy Clerk III 1 D1 XB-1301 1
2 D2 2
3 D3 3
4 D4 4
5 D5 5
6 D6 6
7 D7 7
Deputy Clerk-Courtroom
Clerk 1 El C5-1514 1
2 E2 2
3 E3 3
4 E4 4
5 E5 5
23. Review Period: The provisions contained in this resolution shall be
considered to be on a trial basis until December 31, 1987, at which time
they be made permanent unless modified. If the provisions of this
resolution are allowed to expire, the anniversary dates of employees
covered by this resolution will remain the same.
24. Other Provisions : The provisions of Resolution 81/581 are applicable
except those provisions which have been modified by this resolution or
those provisions which hereinafter may be modified by resolutions.
25. Effective Date : This resolution is effective July 1, 1987.
I hereby certify that this is a true and correct copy Of,
cc: Personnel Department an action taken and entered on the minutes of the
County Administrator Board of Supervis on the date shown.
Auditor-Controller ATTESTED
Bay Municipal Court PHIL BATCHELO , Clerk of the Board
Delta Municipal Court of Supervisors and County Administrator
Mt. Diablo Municipal Court
Walnut Creek/Danville Municipal Court Deputy
Marshal ' s Office By
- 10 -
RESOLUTION NO , 87/506
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