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HomeMy WebLinkAboutMINUTES - 12201983 - 2.22 ti THE BOARD OF SUPERVISORS OF CONTRA COSTA COUNTY, CALIFORNIA Adopted this Order on December 20 , 1983 , by the following vote: AYES: Supervisors Powers , Fanden, McPeak, Torlakson, Schroder NOES: None ABSENT: None ABSTAIN: None SUBJECT: Amendment of Resolution No. 83/1237 RESOLUTION NO. 83/1243 This resolution changes the effective date of the abolishment of one 28/40 Health Services Planner/Evaluator position to March 15, 1984. The Board hereby RESOLVES that the attachment to the above resolution shall be amended as shown on the attachments to this resolution. t hereby certify that this is a true and correctcopyof an action taken and entered on the minutes of the Board of Supervisors on the date shown. ATTESTED: December 20, 1983 J.R. CL c;: C,�•,1, CC-i!;!-A;-TY CLERK and ex 0l icia Gia,n.of the Board By r� '`O`'', Deputy Jeanne 0. Magli -Orig. Dept.:Personnel Department cc: County Administrator Auditor-Controller Health Services Department 42'7 RESOLUTION NO. 83/1243 CONTRA COSTA COUNTY POSITIONS TO BE ABOLISHED DEPARTMENT: Health Services Department EFFECTIVE: Close of Business on March 15, 1984 unless otherwise noted. POSITION NO. POSITION TYPE (FT, PT, PI) Health Services Planner/Evaluator - VCXA & VCXB 54-1063 Part Time (28/40) PLAN 12 428 RES . NO. 83/12 +3 2.22.2 The Board of Supervisors of Contra Costa County, California Adopted this Order on Debember 20, 1983 , by the following vote: AYES: Supervisors Powers, Fanden, McPeak, Torlakson, Schroder NOES: None ABSENT: None ABSTAIN: None SUBJECT: Budget Situation in the Health Services Department Following discussion of the Board of Supervisors on the gravity of the financial situation of the Health Services Department and of the need to make further staffing reductions, IT IS BY THE BOARD ORDERED that the County Administrator is REQUESTED to provide information on additional positions in the Health Services Department which could be considered for reduction or elimination. I hereby certify that this is a true and correct copy of an action taken and entered on the minutes of the Board of Supervisors on the date shown. ATTESTED: _December 20, 1983 J. R.OLSSON,County Clerk and Ex Officio Clerk of the Board By Deputy Clerk CC: County Administrator Health Services Director / "` THE BOARD OF SUPERVISOR& OF CONTRA COSTA COUNTY, CALIFORNIA Adopted this Order on December 20 , 1983 , by the following vote: AYES: Supervisors Powers, Fanden, McPeak, Torlakson, Schroder NOES: None ABSENT: None ABSTAIN: None SUBJECT: Amendment of Resolution ) No. 83/1237 ) RESOLUTION NO. 83/1242 This resolution amends Resolution 83/1237 which authorized abolishment of posi- tions and changed hours and status of positions, as necessary to reduce Health Services Department costs by deleting from the "Positions to be Abolished", effective December 16; 1983, two full time Security Guard positions and adding to the "Positions to be Changed", effective December 16, 1983, two full time Security Guard positions changed to Permanent Intermittent status. This amend- ment is made in accord with the directions given by the Board at its December 13, 1983 meeting to investigate "job sharing" among Security Guard staff and as a result of meeting and conferring with the authorized representative of the Security Guard classification. The Board hereby RESOLVES that the attachments to Resolution 83/1237 shall be amended as shown on the attachments to this resolution. I hereby certify that this Is a true and correctcopyof an action taken and entered on the minutes of the Board of Supervisors on the date shown. ATTESTED: December 20 , 1983 w J.R. OLc ;�;`_, C.OUA,TY CLERK and ex of'icro Work of the Board . Deputy Jeanne 0. Magli Orig. Dept.: cc: Personnel Department County Administrator Auditor-Controller Health Services Department Local 1 c/o Personnel Dept . RESOLUTION NUMBER 83/1242 430 r r CONTRA COSTA COUNTY POSITIONS TO BE ABOLISHED DEPARTMENT: Health Services Department EFFECTIVE: Close of Business on December 16, 1983 unless otherwise noted. POSITION NO. POSITION TYPE (FT, PT, PI) Security Guard - 64WD 54-1241 Full Time PLAN 11 431 Res . No. 83/1242 CONTRA COSTA COUNTY POSITIONS TO BE CHANGED IN HOURS DEPARTMENT: Health Services Department EFFECTIVE: Close of Business on December 16, 1983 unless otherwise noted. Abolish position in current status; add new position in status shown below: POSITION NO. POSITION TYPE (FT, PT, PI) Security Guard - 64WD 54-1753 Full Time to Permanent Intermittent 54-1754 Full Time to Permanent Intermittent PLAN 11 �L 432 Res . No . 83/12242 THE BOARD OF SUPERVISORS OF CONTRA COSTA COUNTY, CALIFORNIA Adopted this Order on December 20, 1983_, by the following vote: AYES: Supervisors Powers, Fanden, McPeak, Torlakson, Schroder NOES: None ABSENT: None ABSTAIN: None SUBJECT: Proposed Reductions in Positions in the Health Services Department and Cost Savings Related Thereto The Board on December 13, 1983, requested the Personnel Director to provide information on the estimated cost savings pro- duced by the freeze on flexible staffing and the group of indivi- duals affected. In a December 15, 1983, memorandum to the Board, Harry Cisterman, Director of Personnel, provided the requested information and statistical data. He estimated that a cost savings of $207, 000 could be realized from the freeze on flexible staffing. Supervisor S. W. McPeak noted that there are a number of positions in the Health Services Department that have not been noticed for possible reduction. She referred to the Beilenson hearing scheduled for January 17, 1984, and inquired as to the feasibility of expanding the list of proposed reductions so that they may be discussed at the January 17 hearing. In response to Supervisor McPeak' s question, M. G. Wingett, County Administrator , advised that there are many issues that need to be researched and analyzed prior to making a decision. He advised that his staff is currently studying several major issues in relation to proposed staff reductions as well as taking into con- sideration the impact these reductions could have on health care programs and the population served. He cautioned against making a decision prior to completing an analysis of the programs and ser- vices provided by the Health Services Department. Warren Nelson, Business Agent for United Clerical Union, Local 27, commented on various elements in the Memorandum of Understanding (MOU) that guarantees certain employee rights, par- ticularly those applicable to flexible staffing, and advised that litigation would be pursued if there were violations to the provi- sions of the MOU. Helen Shea, President of Local 2700, expressed concern that input was not solicited from employee groups to address the budget deficit. Sharon Narimore, Senior Clerk at the Library and Shop Steward for Local 2700, spoke on the increased workload of the j clerical staff, and the potential of being required to do assign- ments of higher classifications without receiving appropriate compensation. Supervisor T. Powers recommended that the statements pre- sented by Mr. Nelson be referred to County Counsel and the Personnel Director . Board members discussed the comments presented and were in agreement that additional information was needed from staff prior to their taking action to reconsider their decision relative to the freeze on flexible staffing, and therefore action on this matter was deferred until 2: 30 p.m: Later in the day the Chairman advised that the Board had received the information sought from staff and was prepared to take appropriate action. There being no further discussion, IT IS BY THE BOARD ORDERED that the County Administrator is REQUESTED to provide information to the Board on additional positions in the Health Services Department considered for reduction or elimination. IT IS FURTHER ORDERED that receipt of the report from the Director of Personnel on flexibly staffed classifications and deep classes is hereby ACKNOWLEDGED. I hereby certify that this is a true and correct eopyo9 an action taken and entered on the minutes of th® Board of z;apervisors on the date shown. ATTE, ^r� : . "ma13 c-6�•-T� �y� -yr CLE cc: Health Services Director &r;d ex Of io Clerk Of the Board County Administrator Personnel Director j Deputy w FEoF District Council 57 9 A Martinez Office 936 Court Street ryqCIpgL Martinez, California 94553 ' F,yPL O' (415) 228-7500 AFL-CIO R� CEIVED Uecember 2U, 1983 '0F ��'� R. OLSSONERVISORS CLERK BOARD OF Coy,T A COSTA C e u B • TO: The Contra Costa County Board of Supervisors FROM: AFSCME Local 2700 and 512. RE: Arguments in support of the Unions claim that (a) .flexible staffing pro- cedures, (b) the Deep Class Policy and (c) out=of=class pay provisions should not be frozen by the County in the,. Personnel Resolution of December 13, 1983. 1. All three elements are contractually guaranteed provisions of the existing M.O.U:r-side agreement between this County and the Union (see attached) • 2. Past practice provisions of the contract guarantee and regulate the application of these work-place rights. 3. Unilateral actions on the part of the County.would constitute an un- fair labor practice. The matter will be submitted to an arbitrator and/or the Courts for determination. Grievances filed against the County during a previous personnel freeze resulted in the retroactive payment of the above cited benefits to Union,'members. 4. Flexible staffing provisions were first included in'-the AFSCME .contract as a direct result of the strike of 1972. The flexible staffing appeal process was won by the Union in 1976 as a result of a Court Order. 5. The Deep Class Procedure is the product of over 1500 hours of County staff time, costing the County tens of thousands of dollars. It is the product of good faith negotiations and a landmark in creative cooperation between this Union and the County. Only in this past year has it come to be fully understood by employees and the County adminis- tration. 6. The flexible staffing and .deep class rules and regulations are strip- gently monitored by County- Personnel and Department Administrators. American Federation of State, County and Municipal Employees .10032 Board of Supervisors December 20, 1983 Page 2 ..x f 7. Flexible staffing may only occur when it .it established to the County's satisfaction that an employee meets,',�,the;;.minimum qualifi- ' cations of the position in question, that the:work required in .the -' job warrants higher level assignment and that the-,employee can. perform that work. 8. A county employee who is paid for out of-class work or realizes any financial gain froma deep-class placement1ha's often been per- forming more- sophisticated duties for a substantial amount of time, X while being .paid at a lower salary rate. 9. The County has great leverage in .staffing (or•; not.,,staffing) positions ,. and scheduling employees. without resorting to,a-. urther abridgement ' of their rights. In the. past months the Colint �,Jn general .and the : $ > Health Department in particular has shown, •little'y:inclination to ob- serve prohibitions against the hiring of ,temporary employees or a{�� permanent replacement employees. 10. Clerical employees are already overworked and are among. -the lowest paid employees in the County. Many are assumingthe jobs of two or r .., more vacant positions. They are expected by,the departmenttto,pri.orttize elements in their work load and to actually!`�Choose which jobs get done. The County's inability to decide which services. can be provided has forced line and support employees to decide -just which services are actually administered. 11. The County's refusal to honor deep-class, flexible staffing and out- of-class work provisions of the contract wi1G1 • al,low supervisors to misrepresent the work which employees are assigned and will compromise F ; the integrity of the Personnel System. in ths,County. 12. These proposed elements of the Personnel Freeze may be in place for ,,Fq only six months but they will strain labor"". ations within the County for a much longer period. t _.. ' rlR i wn/sp V = t opeiu-3afl-cio(253) '. Lo:FTTc M.6.U . Personnel Department Contra ' °•� "A A...o Third Floor,Administration Bldg. Costa w.H"c r,..°11 651 Pine Street - E'°"•"°""' Martinez,California 91553 to 1a1 372-4064 County � Wo,D.- ' Hm,o:u.w...° o... of o11-11 September 15, 1981 Ms. Diana Doughtie United Clerical Employees Local 2700, AFSCME, Council 57 936 Court Street Martinez, Ca. 94553 r( Dear Ms. Doughtie: This letter is to confirm understandings reached during this year's meet and confer sessions regarding the Clerical Series. It is the County's intent to encourage and develop promotional and transitional opportunities for clerical personnel. To accomplish this, the County agrees to conduct a classification study to develop a "deep class" for the clerical series ^ which wouldinclude but not be limited to the current classifications of Intermediate Typist Clerk, Senior Clerk and all shift workers. The County will also consider the testing and promotion procedures from ITC to Senior Clerk; lead direction versus specialist duties; and ITC'a performing complex technical work. The Personnel Department shall solicit input from the Union during the process and shall complete said deep class study no later than February 1, 1982. , Further, the County shall attempt to develop promotional transitional classes into technical, administrative and accounting classifications. The County will also study the feasibility of substituting experience for higher education requirements where appropriate to enhance upward mobility oppor- tunities for clerical employees. The County shall also provide, specific clerical training programs to enable employees to upgrade their skills. Sincerely, Harry D. terman DirectoY of ersonnel ; HDC:MGR:ms i.r z. r c' If the transfer is to a deep class, the provisions of the deep clans resolution on salary of transfers, if any, shall apply in lieu,of`theyL,above,provisions. s3 5.14 Pay for work in Higher Classification. when suNmployee•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'3ubseetion 5.10 Salary y on Promotion of this Memorandum, commencing on the eleventh (llth)'work day of a the assignment, under the following conditions' 'k �r 1. The employee is assigned to a program service, or' activity established by the Board of Supervisors which is reflected in ani authorized position which has been classified and-assigned to the { Salary Schedule. le: 2. The nature of the departmental assignment is such.that the employee in the lower classification becomes.fully responsible for the r duties of the position of the higher classification: i, 3. Employee selected for the assignment will normallyMbe expected to meet the minimum qualifications for the higher.claaslfication. 4. Pay for work in a higher classification shall not-be utilized as,a t; substitute for regular promotional procedures provided in this J" Memorandum. i; 5. Higher pay assignments shall not exceed six (6)'.m6nths except aY ; through reauthorization. '. 6. If approval is granted for pay for work in a higherclassification 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 4 differentials (e.g., bilingual differential and hazardous duty differential) accruing to the employee in his/her permanent , position shall continue. `.,` 8. 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 will be determined by time in ' a that classification. i 9. Allowable overtime pay, shift differential and/or work location ;re tz differentials will be paid on the basis of the rate of pay for the %.•:' ':•• higher class. // 12 J y t f h<<__. _ era.. .......,.r . .. ., ".^r�^rs!-fv.`,�•,s[•s"I ...}.�•.n�.8'. rw'?'Fa.. , r ' T � rn� W .-Yi) F• *..1 j� The mileage rate increase or decrease based on the Energy Report shall he contingent upon the continued availability of the official monthly Energy Report 1 in its present form and calculated on the same basis unlese otherwise agreed upon by the parties. Section 31 Flexibly Staffed Positions The County shall continue to provide for flexible staffing'and departmental certification for all positions in the following classes: Typist Clerk to Intermediate Typist Clerk, Stenographer Clerk to Intermediate Stenographer Clerk, Account Clerk I to Account Clerk II, Clerk to Intermediate Clerk: If an operating depar'ment 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 )•h� staffed position may appeal such denial to the Merit Board. 31.1 Typist Clerk Trainee. Typist Clerk Trainees may flexibly staffed promoted upon completion of the six (6) months probationary period and successful :y1 completion of.the typing proficiency exam administered monthly by the Personnel Department. Typist Clerk Trainees shall be provided with on the Job training and work release time for clerical skills training. Typist Clerk Trainees may t ,•. take each typing proficiency exam given after the employee,begins work until he/she passes. �. 31.2 Stenographer Clerk Trainee. Stenographer Clerk Trainees may be L o. flexibly staff promoted upon completion of six (6) months service and upon successful completion of the typing and stenography proficiency exams ; administered monthly by the Personnel Department. The probationary period for. ;d Stenographer Clerk Trainee is one (1) year. Stenographer Clerk Trainees shall be provided with on the Job training and work release time for clerical skills training. Stenographer Clerk Trainees may take each proficiency exam given after the employee begins, work until he/she passes. Section 32 Meal Periods Representatives of the Union may discuss varying meal periods'(e.g. one-half 1 hour versus a one hour meal period), with certain department heads. Any change -Q in the meal period agreed to by the Union and Department Heads must have final approval from the County Administrator. cad Section 33 Performance Evaluation ` i In thoee instances when there is a written performance evaluation or'in employee and. the employee is requested to sign the evaluation; the employee shall receive R copy of the evaluation if she/hi- so requests.,. t ' Section 34 Disciplinary Actions 4�•� If the employee so requests in writing, a copy of any written disciplinary action affecting an employee in the shall be fvrnished to the Union. t.y 45 to r