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HomeMy WebLinkAboutMINUTES - 09151991 - 1.33 �V m � . 33 1' THE BOARD OF'SUPERVISORS OF CONTRA COSTA COUNTY, CALIFORNIA Adopted this Order on September 15, .1992 by the following vote: AYES: Supervisors Powers, Fanden, Schroder, Torlakson, McPeak NOES: None ABSENT: None ABSTAIN: None SUBJECT: Approval of Memorandum of Understanding ) with Contra Costa County Employees' ) Resolution No. 92/ 621 Association, Local No. 1 ) The Contra Costa County Board of Supervisors RESOLVES THAT: 1.. On March 24, 1992 the Employee Relations Manager submitted a Memorandum of Understanding dated March 23, 1992, entered into with Contra Costa County Employees' Association Local No. 1, for the following Units represented by the Union: Agriculture & Animal Control Unit Attentand-LVN-Aide Unit Building Trades Unit Deputy Public Defenders Unit Engineering Unit General Services & Maintenance Unit Health Services Unit Investigative Unit Legal and Court Clerk Unit Library Unit Probation Unit 2. This Board having thoroughly considered said Memorandum of Understanding, the same is approved. 3. Salaries and Terms and Conditions of Employment, Local No. 1. The Memorandum of Understanding with Contra Costa County Employees' Association, Local No. 1 is attached hereto, and Section Numbers 1 through 55 inclusive and Attachments are incorporated herein as if set forth in full and made applicable to the employees in the above-named units. 4. If an Ordinance(s) is required to implement any of the foregoing provisions, the Board of Supervisors will adopt said Ordinance(s) . 5. This Resolution is effective as of October 1, 1991. Orig. Dent. : Personnel (Contact Eileen Bitten @ 646-4054) Auditor-Controller 1 hereby certify that this Is a true and correct copy of Operating Departments an action taken and entered On the minutes of th3 Local No. 1 Board of Sups ry rs on .e date hown. ATTESTED: -.0r) ✓ �%7 oZ PHIL BAT HELOR,Clerk of the Boaro of Supervisors and County Administrator RESOLUTION NO. 92/621 1 BY .Deputy MEMORANDUM OF UNDERSTANDING BETWEEN CONTRA COSTA COUNTY AND CONTRA COSTA COUNTY EMPLOYEES' ASSOCIATION, LOCAL NO. 1 OCTOBER 1, 1991 - SEPTEMBER 30, 1993 CONTRA COSTA COUNTY EMPLOYEES' ASSOCIATION LOCAL NO. 1 TABLE OF CONTENTS DEFINITIONS . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 1 SECTION 1 UNION RECOGNITION . . . . . . . . . . . . . . . . . . . . . . . . 3 SECTION 2 UNION SECURITY 2.1 Dues Deduction . . . . . . . . . . . . . . . . . . . . . . . . . . . . 3 2.2 Agency Shop . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 3 2.3 Dues Form . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 5 2.4 Maintenance of Membership . . . . . . . . . . . . . . . . . . . . . 6 2.5 Withdrawal of Membership . . . . . . . . . . . . . . . . . . . . . . 6 2.6 Communicating With Employees . . . . . . . . . . . . . . . . . 6 2.7 Use of County Buildings . . . . . . . . . . . . . . . . . . . . . . . 7 2.8 Advance Notice . . '. . . . . . . . . . . . . . . . . . . . . . . . . . 7 2.9 Written Statement for New Employees . . . . . . . . . . . . . . . . 7 2.10 Assignment of Classes to Bargaining Units . . . . . . . . . . . . . 7 2.11 Section 18 of 1977/79 MOU . . . . . . . . . . . . . . . . . . . . . . 8 SECTION 3 NO DISCRIMINATION . . . . . . . . . . . . . . . . . . . . . . . . 8 SECTION 4 SHOP STEWARDS & OFFICIAL REPRESENTATIVES 4.1 Attendance at Meetings . . . . . . . . . . . . . . . . . . . . . . . 8 4.2 Union Sponsored Training Programs . . . . . . . . . . . . . . . . 9 4.3 Union Representatives . . . . . . . . . . . . . . . . . . . . . . . . 9 SECTION 5 SALARIES 5.1 General Wage Increases . . . . . . . . . . . . . . . . . . . . . . 10 5.2 Equity Adjustment/Lump Sum/Pay Equity Study . . . . . . . . 11 5.3 Entrance Salary . . . . . . . . . . . . . . . . . . . . . . . . . . . 12 5.4 Anniversary Dates . . . . . . . . . . . . . . . . . . . . . . . . . 12 5.5 Increments Within Range . . . . . . . . . . . . . . . . . . . . . . 12 5.6 Part-Time Compensation . . . . . . . . . . . . . . . . . . . . . . 13 5.7 Compensation for Portion of Month . . . . . . . . . . . . . . . . 13 5.8 Position Reclassification . . . . . . . . . . . . . . . . . . . . . . 13 5.9 Salary Reallocation & Salary on Reallocation . . . . . . . . . . . 14 5.10 Salary on Promotion . . . . . . . . . . . . . . . . . . . . . . . . 14 5.11 Salary on Involuntary Demotion . . . . . . . . . . . . . . . . . . 15 5.12 Salary on Voluntary Demotion . . . . . . . . . . . . . . . . . . . 15 5.13 Transfer . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 15 5.14 Pay for Work in Higher Classification . . . . . . . . . . . . . . . 15 5.15 Payment . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 16 SECTION 6 DAYS & HOURS OF WORK . . . . . . . . . . . . . . . . . . . . . 17 SECTION 7 OVERTIME & COMPENSATORY TIME 7.1 Overtime . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 17 7.2 Compensatory Time . . . . . . . . . . . . . . . . . . . . . . . . . 18 - i - SECTION 8 CALL BACK TIME . . . . . . . . . . . . . . . . . . . . . . . . . 19 SECTION 9 ON-CALL DUTY . . . . . . . . . . . . . . . . . . . . . . . . . . 19 SECTION 10 SHIFT DIFFERENTIAL . . . . . . . . . . . . . . . . . . . . . . . 19 SECTION 11 SEPARATION THROUGH LAYOFF 11.1 Grounds for Layoff . . . . . . . . . . . . . . . . . . . . . . . . . 20 11.2 Order of Layoff . . . . . . . . . . . . . . . . . . . . . . . . . . . 20 11.3 Layoff by Displacement . . . . . . . . . . . . . . . . . . . . . . 20 11.4 Particular Rules on Displacing . . . . . . . . . . . . . . . . . . 20 11.5 Seniority . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 21 11.6 Eligibility for Layoff List . . . . . . . . . . . . . . . . . . . . . 21 11.7 Order of Names on Layoff . . . . . . . . . . . . . . . . . . . . . 21 11.8 Duration of Layoff & Reemployment Rights . . . . . . . . . . . . 21 11.9 Certification of Persons From Layoff Lists . . . . . . . . . . . . 22 11.10 Removal of Names From Reemployment & Layoff Lists . . . . . . 22 11.11 Union Notification . . . . . . . . . . . . . . . . . . . . . . . . . . 22 SECTION 12 HOLIDAYS 12.1 Holidays Observed . . . . . . . . . . . . . . . . . . . . . . . . . 23 12.2 Application of Holiday Credit . . . . . . . . . . . . . . . . . . . 23 12.3 Holiday Credit for Part-Time Employees . . . . . . . . . . . . . 24 12.4 4/10 Shift Holidays . . . . . . . . . . . . . . . . . . . . . . . . . 24 12.5 Accrual of Holiday Time . . . . . . . . . . . . . . . . . . . . . . 24 SECTION 13 VACATION 13.1 Vacation Allowance . . . . . . . . . . . . . . . . . . . . . . . . . 25 13.2 Vacation Accrual Rates . . . . . . . . . . . . . . . . . . . . . . . 25 13.3 Bridged Service Time . . . . . . . . . . . . . . . . . . . . . . . 26 13.4 Accrual During Leave Without Pay . . . . . . . . . . . . . . . . 26 13.5 Vacation Allowance for Separated Employees . . . . . . . . . . . 26 13.6 Preference . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 26 SECTION 14 SICK LEAVE 14.1 Purpose of Sick Leave . . . . . . . . . . . . . . . . . . . . . . . 26 14.2 Credits To and Charges Against Sick Leave . . . . . . . . . . . 26 14.3 Policies Governing Use of Paid Sick Leave . . . . . . . . . . . . 27 14.4 Administration of Sick Leave . . . . . . . . . . . . . . . . . . . 29 14.5 Disability . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 30 14.6 Workers' Compensation . . . . . . . . . . . . . . . . . . . . . . . 33 14.7 Rehabilitation Program . . . . . . . . . . . . . . . . . . . . . . . 35 14.8 Accrual During Leave Without Pay . . . . . . . . . . . . . . . . 35 SECTION 15 LEAVE OF ABSENCE 15.1 Leave Without Pay . . . . . . . . . . . . . . . . . . . . . . . . . 35 15.2 Military Leave . . . . . . . . . . . . . . . . . . . . . . . . . . . . 36 15.3 Leave of Absence Replacement . . . . . . . . . . . . . . . . . . 36 15.4 Salary Review While on Leave of Absence . . . . . . . . . . . . 36 15.5 Unauthorized Absence . . . . . . . . . . . . . . . . . . . . . . . 37 15.6 Furlough Days Without Pay . . . . . . . . . . . . . . . . . . . . 37 SECTION 16 JURY DUTY AND WITNESS DUTY . . . . . . . . . . . . . . . . . 37 - ii - SECTION 17 HEALTH AND WELFARE, LIFE AND DENTAL CARE 17.1 County Programs . . . . . . . . . . . . . . . . . . . . . . . . . . 38 17.2 Health & Dental Subvention . . . . . . . . . . . . . . . . . . . 38 17.3 Rate Information . . . . . . . . . . . . . . . . . . . . . . . . . 39 17.4 Medicare Rates . . . . . . . . . . . . . . . . . . . . . . . . . . . 39 17.5 Partial Month . . . . . . . . . . . . . . . . . . . . . . . . . . . . 39 17.6 Coverage During Absences . . . . . . . . . . . . . . . . . . . . 39 17.7 Retirement Coverage . . . . . . . . . . . . . . . . . . . . . . . . 40 17.8 Dual Coverage . . . . . . . . . . . . . . . . . . . . . . . . . . . 40 SECTION 18 PROBATIONARY PERIOD 18.1 Duration . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 40 18.2 Classes With Probation Periods Over Six Months . . . . . . . . . 40 18.3 Revised Probationary Period . . . . . . . . . . . . . . . . . . . 40 18.4 Criteria . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 40 18.5 Rejection During Probation . . . . . . . . . . . . . . . . . . . . 41 18.6 Regular Appointment . . . . . . . . . . . . . . . . . . . . . . . . 41 18.7 Layoff During Probation . . . . . . . . . . . . . . . . . . . . . . 42 18.8 Rejection During Probation of Layoff Employee . . . . . . . . . 42 SECTION 19 PROMOTION 19.1 Competitive Exam . . . . . . . . . . . . . . . . . . . . . . . . . . 42 19.2 Promotion Policy . . . . . . . . . . . . . . . . . . . . . . . . . . 42 19.3 Open Exam . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 42 19.4 Promotion Via Reclassification Without Examination . . . . . . . 42 19.5 Requirements for Promotional Standing . . . . . . . . . . . . . . 43 19.6 Seniority Credits . . . . . . . . . . . . . . . . . . . . . . . . . . 43 19.7 Release Time for Physical Examination . . . . . . . . . . . . . . 43 SECTION 20 TRANSFER & REASSIGNMENT 20.1 Transfer Requirements . . . . . . . . . . . . . . . . . . . . . . . 43 20.2 Transfer Policy . . . . . . . . . . . . . . . . . . . . . . 44 20.3 Reassignment of Work Location . . . . . . . . . . . . 44 20.4 Voluntary Reassignment (Bidding) Procedure . . . 44 20.5 Involuntary Reassignment Procedure . . . . . . . . 46 20.6 Reassignment Due to Layoff or Displacement . . . . . . . . . . . 47 SECTION 21 RESIGNATIONS 21.1 Resignation in Good Standing . . . . . . . . . . . . . . . . . . . 48 21.2 Constructive Resignation . . . . . . . . . . . . . . . . . . . . . 48 21.3 Effective Resignation . . . . . . . . . . . . . . . . . . . . . . . . 48 21.4 Revocation . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 48 21.5 Coerced Resignations . . . . . . . . . . . . . . . . . . . . . . . 48 SECTION 22 DISMISSAL, SUSPENSION, TEMPORARY REDUCTION IN PAY, AND DEMOTION 22.1 Sufficient Cause for Action . . . . . . . . . . . . . . . . . . . . 49 22.2 Skelly Requirements . . . . . . . . . . . . . . . . . . . . . . . . 50 22.3 Employee Response . . . . . . . . . . . . . . . . . . . . . . . . . 50 22.4 Leave Pending Employee Response . . . . . . . . . . . . . . . . 51 22.5 Length of Suspension . . . . . . . . . . . . . . . . . . . . . . . 51 22.6 Procedure on Disciplinary Action . . . . . . . . . . . . . . . . . 51 - iii - SECTION 23 GRIEVANCE PROCEDURE 23.1 Definition and Procedural Steps . . . . . . . . . . . . . . . . . . 51 23.2 Scope of Adjustment Board and Arbitration Decisions . . . . . . 53 23.3 Time Limits . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 53 23.4 Union Notification . . . . . . . . . . . . . . . . . . . . . . . . . . 53 23.5 Compensation Complaints . . . . . . . . . . . . . . . . . . . . . 53 23.6 Strike/Work Stoppage . . . . . . . . . . . . . . . . . . . . . . . 54 23.7 Merit Board . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 54 23.8 Filing by Union . . . . . . . . . . . . . . . . . . . . . . . . . . . 54 SECTION 24 BILINGUAL PAY . . . . . . . . . . . . . . . . . . . . . . . . . . 54 SECTION 25 RETIREMENT CONTRIBUTION . . . . . . . . . . . . . . . . . . 55 SECTION 26 TRAINING REIMBURSEMENT . . . . . . . . . . . . . . . . . . . 55 SECTION 27 SAFETY SHOES & PRESCRIPTION SAFETY EYEGLASSES . . . 55 SECTION 28 SAFETY . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 55 SECTION 29 PERFORMANCE EVALUATION PROCEDURE . . . . . . . . . . . 55 SECTION 30 MILEAGE . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 57 SECTION 31 PAY WARRANT ERRORS . . . . . . . . . . . . . . . . . . . . . . 57 SECTION 32 FLEXIBLE STAFFING . . . . . . . . . . . . . . . . . . . . . . . 58 SECTION 33 PROVISIONAL APPOINTMENTS . . . . . . . . . . . . . . . . . . 58 SECTION 34 PERSONNEL FILES . . . . . . . . . . . . . . . . . . . . . . . . . 59 SECTION 35 SERVICE AWARDS . . . . . . . . . . . . . . . . . . . . . . . . . 60 SECTION 36 REIMBURSEMENT FOR MEAL EXPENSES . . . . . . . . . . . . . 60 SECTION 37 DETENTION FACILITY MEALS . . . . . . . . . . . . . . . . . . 61 SECTION 38 LOSS OR DAMAGE TO PERSONAL PROPERTY . . . . . . . . . . 61 SECTION 39 UNFAIR LABOR PRACTICE . . . . . . . . . . . . . . . . . . . . 62 SECTION 40 HARASSMENT . . . . . . . . . . . . . . . . . . . . . . . . . . . . 62 SECTION 41 LENGTH OF SERVICE DEFINITION . . . . . . . . . . . . . . . . 62 SECTION 42 PERMANENT PART-TIME EMPLOYEE BENEFITS . . . . . . . . . 62 SECTION 43 PERMANENT-INTERMITTENT EMPLOYEE BENEFITS . . . . . . 63 SECTION 44 PERMANENT-INTERMITTENT EMPLOYEE HEALTH PLAN . . . . 63 SECTION 45 PROVISIONAL EMPLOYEE BENEFITS . . . . . . . . . . . . . . . 63 - iv - SECTION 46 HAZARD PAY DIFFERENTIAL FOR H. S. EMPLOYEES . . . . . 63 SECTION 47 LUNCH PERIOD . . . . . . . . . . . . . . . . . . . . . . . . . . . 63 SECTION 48 REST BREAKS . . . . . . . . . . . . . . . . . . . . . . . . . . . 64 SECTION 49 HEALTH EXAMINATION . . . . . . . . . . . . . . . . . . . . . . 64 SECTION 50 CLASS STUDIES/SPECIAL STUDIES/OTHER ACTIONS . . . . . 64 SECTION 51 ADOPTION . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 66 SECTION 52 SCOPE OF AGREEMENT & SEPARABILITY OF PROVISIONS 52.1 Scope of Agreement . . . . . . . . . . . . . . . . . . . . . . . . . 66 52.2 Separability of Provisions . . . . . . . . . . . . . . . . . . . . . 66 52.3 Personnel Management Regulations . . . . . . . . . . . . . . . . 66 52.4 Duration of Agreement . . . . . . . . . . . . . . . . . . . . . 66 SECTION 53 FLSA PROVISIONS . . . . . . . . . . . . . . . . . . . . . . . . . 67 SECTION 54 PAST PRACTICES & EXISTING MOU'S . . . . . . . . . . . . . . 67 SECTION 55 UNIT ITEMS 55.1 Agriculture - Animal Control . . . . . . . . . . . . . . . . . . . 69 55.2 Attendant-LVN-Aide . . . . . . . . . . . . . . . . . . . . . . . . 71 55.3 Building Trades . . . . . . . . . . . . . . . . . . . . . . . . . . 79 55.4 Deputy Public Defender . . . . . . . . . . . . . . . . . . . . . . 79 55.5 Engineering . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 82 55.6 General Services & Maintenance . . . . . . . . . . . . . . . . . . 82 55.7 Health Services . . . . . . . . . . . . . . . . . . . . . . . . . . . 87 55.8 Investigators . . . . . . . . . . . . . . . . . . . . . . . . . . . . 96 55.9 Legal & Court Clerks . . . . . . . . . . . . . . . . . . . . . . . . 96 55.10 Library . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 97 55.11 Probation . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 101 - v - ATTACHMENTS A PROJECT EMPLOYEES B INTRA-DEPARTMENT TRANSFERS (REASSIGNMENTS) - PROBATION DEPT. C OFFICER SAFETY COMMITTEE - JUVENILE HALL D WEEKEND/HOLIDAY DUTY FOR PUBLIC HEALTH NURSES E/F SENIOR MENTAL HEALTH WORKERS; MENTAL HEALTH TREATMENT SPECIALISTS - HEALTH SERVICES DEPARTMENT G ATTENDANCE AT MEETINGS; INVOLUNTARY REASSIGNMENT PROCEDURE; SEXUAL HARASSMENT H GEN. SVCS. COMMUNICATION TECH. CLASSIFICATIONS I VOLUNTARY STANDBY FOR GEN. SVCS. COMM. TECHS. J GENERAL SERVICES HEALTH & SAFETY ISSUES K CENTRAL LIBRARY VACATION POLICY L LONGEVITY DIFFERENTIAL; FLEXIBLE STAFFING - DEPUTY PUBLIC DEFENDERS M CLASS & SALARY LISTING BY UNIT EXHIBITS - INFORMATION/REFERENCE ONLY - vi - MEMORANDUM OF UNDERSTANDING BETWEEN CONTRA COSTA COUNTY AND CONTRA COSTA COUNTY EMPLOYEES' ASSOCIATION, LOCAL NO. 1 This Memorandum of Understanding is entered into pursuant to the authority contained in Division 34 of Board of Supervisors Resolution 81/1165 and has been jointly prepared by the parties. The Employee Relations Officer (County Administrator) is the representative of Contra Costa County in employer-employee relations 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 governing board of the County and appropriate fire districts, as the joint recommendations of the undersigned for salary and employee benefit adjustments for the period commencing October 1, 1991 and ending September 30, 1993. 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: Appointing Authority: Department Head unless otherwise provided by statute or ordinance. Class: 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. Class Title: The designation given to a class, to each position allocated to the class, and to the employees allocated to the class. Count : Contra Costa County. Demotion: 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 otherwise provided for in this Memorandum of Understanding, in the Personnel Management Regulations, or in specific resolutions governing deep classes. Director of Personnel: The person designated by the County Administrator to serve as the Assistant County Administrator-Director of Personnel. Eligible: Any person whose name is on an employment or reemployment or layoff list for a given class. Employee: A person who is an incumbent of a position or who is on leave of absence in accordance with provisions of this Memorandum of Understanding and whose position is held pending his return. Employment List: A list of persons who have been found qualified for employment in a specific class. Layoff List: 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 voluntarily demoted in lieu of layoff. Permanent-Intermittent Position: Any position which requires the services of an incumbent for an indefinite period but on an intermittent basis, as needed, paid on an hourly basis. Permanent Part-Time Position: Any position which will require the services of an incumbent for an indefinite period but on a regularly scheduled less than full time basis. Permanent Position: Any position which has required, or which will require the services of an incumbent without interruption, for an indefinite period. Project Employee: An employee who is engaged in a time limited program or service by reason of limited or restricted funding. Such positions are typically funded from outside sources but may be funded from County revenues. Promotion: The change of a permanent employee to another position 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. Position: The assigned duties and responsibilities calling for the regular full time, part-time or intermittent employment of a person. Reallocation: 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 percent (5%) of the top step, except as otherwise provided for in the Personnel Management Regulations, deep class resolutions or other ordinances. Reclassification: 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. Reemployment List: 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. - 2 - Resignation: The voluntary termination of permanent employment with the County. Temporary Employment: 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. Transfer: 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 percent (5%) at top step as the class previously occupied by the employee. SECTION 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. Agriculture and Animal Control Unit Attendant-LVN-Aide Unit Building Trades Unit Child Development Unit Deputy Public Defenders Unit Engineering Unit General Services and Maintenance Unit Head Start Unit Health Services Unit Investigative Unit Legal and Court Clerk Unit Library Unit Probation Unit 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 fee deduction 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 a representation unit on or after the effective date of this Memorandum of Understanding and continuing until the termination of the Memorandum of Understanding, shall as a condition of employment either: - 3 - 1. Become and remain a member of the Union or; 2. pay to the Union, an agency shop fee in an amount which does not exceed an amount which may be lawfully collected under applicable constitutional, statutory, and case law, which under no circumstances shall exceed the monthly dues, initiation fees and general assessments made during the duration of this Memorandum of Understanding. It shall be the sole responsibility of the Union to determine an agency shop fee which meets the above criteria; or 3. do both of the following: a. Execute a written declaration that the employee is a member of a bona fide 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 Section 2.2.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 Union shall provide the County with a copy of the Union's Hudson Procedure for the determination and protest of its agency shop fees. The Union shall provide a copy of said Hudson Procedure to every fee payer covered by this Memorandum of Understanding within one month from the date it is approved and annually thereafter, and as a condition to any change in the agency shop fee. Failure by an employee to invoke the Union's Hudson Procedure within one month after actual notice of the Hudson Procedure shall be a waiver by the employee,of their right to contest the amount of the agency shop fee. D. The provisions of Section 2.2.B.2 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, layoff, and leave of absence with a duration of more than thirty (30) days. E. Annually, the Union shall provide the Director of Personnel with copies of the financial report which the Union annually files 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 shop fee deductions without jeopardy to any employee, until said report is filed, and upon mutual agreement, this time limit may be extended to 120 days. - 4 - F. Compliance. 1. An employee employed in or hired into a job class represented by the Union shall be provided with an Employee Authorization for Payroll Deduction card by the Personnel Department. 2. If the form authorizing payroll deduction is not returned within thirty (30) calendar days after notice of this agency shop fee provision and the union dues, agency shop fee, initiation fee or charitable contribution required under Section 2.2.B.3 are not received, the Union may, in writing, direct that the County withhold the agency shop fee and the initiation fee from the employee's salary, in which case the employee's monthly salary shall be reduced by an amount equal to the agency shop fee and the County shall pay an equal amount to the Union. G. 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 union security section, or action taken or not taken by the County under this Section. This includes, but is not limited to, the County's Attorneys' fees and costs. The provisions of this subsection shall not be subject to the grievance procedure following the adoption of this memorandum of understanding by the County Board of Supervisors. H. The County Personnel Department shall monthly furnish a list of all new hires to the Union. I. In the event that employees in a bargaining unit represented by the Union vote to rescind Agency Shop, the provisions of Section 2.4 and " 2.5 shall apply to dues-paying members of the Union. 2.3 Dues Form. 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. Said 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 decision 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 previously 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 voluntarily 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 - 5 - 7 (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 a copy of said authorization form which shall be deemed proper notice of his/her right to revoke said authorization. 2.4 Maintenance of Membership. All employees in units 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 represent the position to which the employee is assigned, unless the employee has exercised the option to cease paying dues in accordance with Section 2.5. 2.5 Withdrawal of Membership. By notifying the Auditor-Controller's Department in writing, between August 1 and August 31, 1993, any employee may withdraw from Union membership and discontinue paying dues as of the payroll period, commencing September 1, 1993, discontinuance of dues payments to then be reflected in the October 10, 1993 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. This can only be accomplished if and when agency shop would be rescinded. 2.6 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: 1. To post literature on bulletin boards; 2. to arrange for use of a meeting room; 3. to leave and/or distribute a supply of literature as indicated above; 4. to represent an employee on a grievance, and/or to contact a union officer on a matter within the scope of representation. - 6 - 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. 2.7 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: 1. Such space is available; 2. there is no additional cost to the County; 3. it does not interfere with normal County operations; 4. employees in attendance are not on duty and are not scheduled for duty; 5. 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. 2.8 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 mailing 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. 2.9 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. 2.10 Assignment of Classes to Bargaining Units. The County shall assign new classes in accordance with the following procedure: - 7 - 1. 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 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. 2. 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. 3. 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. 2.11 Section 18 of 1977-79 MOU. Section 18 of the 1977-1979 Memorandum of Understanding between the County and Local No. 1 shall 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. 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: 1. If their attendance is required by the County at a specific meeting, including meetings of the Board of Supervisors; 2. if their attendance is sought by a hearing body or presentation of testimony or other reasons; 3. 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; - 8 - 4. 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; 5. 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 conditions; 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, including meetings of the Board of Supervisors and Retirement Board where items which are within the scope of representation and involving Local No. 1 are to be discussed. 4.2 Union-Sponsored Training Programs. The County shall provide a maximum of 240 hours per year of release time for union designated stewards or officers to attend union-sponsored training programs. Requests for release time shall be provided in writing to the Department and County Personnel at least fifteen (15) days in advance of the time requested. Department Heads will reasonably consider each request and notify the affected employee whether such request is approved within one (1) week of receipt. 4.3 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. Agriculture and Animal Control 2 Attendant-LVN-Aide 2 Building Trades 2 Deputy Public Defenders 1 Engineering 2 General Services and Maintenance 6 Health Services 5 Investigative 2 Legal and Court Clerk 1 Library 2 Probation 2 - 9 - SECTION 5 - SALARIES 5.1 General Wage Increases. A. Effective October 1, 1991 each represented classification shall receive a general wage increase of 30 levels on the County Salary Schedule (3%) B. Effective October 1, 1992 each represented classification shall receive a general wage increase of 30 levels on the County Salary Schedule (3%) . C. The following classifications will receive equity adjustments on the dates designated: CLASS 1/1/92 1/1/93 Pharmacist I/II 5th Step 6th Step It " 2% 2% Public Health Nutritionist 3% 3% Histotechnician 3% 3% Clinical Lab Tech/Sr 2% 2% P. H. Micro/Sr. P.H. Micro 2% 2% Radiology Tech/Ultrasnd Tech 2% - Cytotechnologist 2% Recreation Therapist 2% - Consery. /Guardian Prgm Aide 4% 4% Custodian I/II/Lead 1% - Traffic Safety Investigator 1% 1% Sr. Comm. Equip. Tech. .2% - Dietitian 3% 3% 10/1/92 2/1/93 Deputy Public Defender I-IV 2% 1% D. Effective April 1, 1992 the following job classifications will receive increases as provided herein after the general wage increase of 30 levels is added and employees receiving VDT or Word Processing Differential shall no longer receive such differential. The method used to derive the salary range will be to increase the range at its mid-point (3rd step of a 5 step range or its equivalent for ranges with different number of steps) by the number of levels closest to, but no less than, $50. Collection Services Agent I/II and Senior Legal Clerk Superior Court Clerk Equipment Service Writer/Worker Automotive Parts Technician Sheriff's Property Technician I/II Fleet Equipment Specialist - 10 - 5.2 Equity Adjustments - Lump Sum - Pay Equity Study A. Lump Sum In lieu of retroactive pay requiring special payroll recomputation processing back to October 1, 1991, the County will make a lump sum payment to each eligible employee for the months of October, November, December 1991 and January, February 1992 computed as follows: Employee regular pay, overtime pay and specific other earnings ordinarily computed as a percentage of base pay will be added together for each applicable pay period to determine the Retro Pay Base (RPB) . This base will then be multiplied by 3% to arrive at the employee's lump sum payment. The payment amount thus computed will be added to the employees April 10, 1992 paycheck, where it will be listed separately as a LUMP SUM PAYMENT and will be subject to normal tax withholding and retirement deduction requirements. The lump sum payment methodology will also be used to implement equity adjustments scheduled for January 1, 1992. If the employee believes there is an underpayment resulting from this methodology exceeding$30.00, the employee should contact Personnel. Personnel and Auditors will investigate and issue/generate the additional pay, if owed, as soon as possible. B. Pay Equity The County agrees to commence meet and confer deliberations with each bargaining unit participating in the Pay Equity study not later than June 1, 1992. Recommendations from the Pay Equity Study shall be submitted to the Board of Supervisors for approval. Pay Equity recommendations which are approved by the Board of Supervisors shall be implemented in such fashion that the County will provide fifty cents in pay equity adjustments for each one dollar general wage increase authorized for the classifications represented by the participating unions collectively, provided that the total of pay equity adjustments in any fiscal year shall not exceed twenty-five percent of the general payroll increase. Each participating union will promise not to bring or support comparable worth or pay equity litigation against Contra Costa County or any agent, servant, officer, or employee of Contra Costa County and further promise that in the event litigation advancing comparable worth or pay equity claims is brought against the County or any of its agents, servants, officers, or employees, within five years from the effective date of this agreement, by any person(s) employed or formerly employed in a class(s) represented by the participating unions, the union(s) representing such class(s) shall each pay up to five thousand dollars ($5000) of the County's attorney fees and costs; provided that the union is not named as a co-defendant in such litigation. - 11 - 5.3 Entrance Sala_ry. 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. Demotions. The anniversary of a demoted employee is the first day of the calendar month after the calendar month when the demotion was effective. D. 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 percent (5%) of the top step of the previous classification, remains unchanged. E. Reemployments. The anniversary of an employee, appointed from a reemployment list to the first step of the applicable salary range and not required to serve a probation period is determined in the same way as the anniversary 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. F. 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, is 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 5.5 to determine - 12 - 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 a year, nor shall more than one (1) step within-range increment be granted at one time, except as otherwise provided in deep class resolutions. 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 administrative 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 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 5.11 - Salary on Promotion. - 13 - 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 5.10.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 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 does not 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 5.10. 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 5.14, 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 percent (5%), the employee's salary shall be adjusted to the step in the new range which is at least five percent (5%) 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 - 14 - unless such step results in an increase of less than five percent (5%), in which case the salary shall be adjusted to the step in the new range which is five percent (5%) 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 5.12, 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 percent (5%), the employee's salary shall be adjusted to the step in the new range which is five percent (5%) 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/she 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 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 percent (5%) increase in the employee's base salary. However, if the deep class 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 percent (5%) above the top base step of the deep class level or class in which they have status currently. 5.14 Pay 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 73rd consecutive hour in the assignment, under the following conditions: - 15 - 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 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 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 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 that classification. 9. Allowable 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 draw 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 Auditor-Controller payroll section. Such an election would be effective in the month of the submission and would remain effective until revoked. - 16 - 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. The Department Head shall prepare written schedules in advance to support all deviations encompassing 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 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 per day. Overtime for 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-tenth 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 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. - 17 - 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. D. Employees may not accrue a compensatory time off balance that exceeds one-hundred twenty (120) hours (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 in 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 1 - 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 shall 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 - 18 - 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) hours 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 transfer 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. SECTION 8 - CALL BACK TIME Any employee who is called back to duty 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 is 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 percent (5%) above their base salary rate. To qualify for shift differential, an employee must have a regularly assigned daily work schedule which requires: 1. Completion of more than one and one-half (1-1/2) hours over the normal actual working time; or - 19 - 2. 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 shift 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 reason(s) as 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. 11.3 Layoff By Displacement. A. In the Same Class. A laid 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 position, the least senior employee being displaced first. B. In the Same Level or Lower Class. A 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 intermittent or 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 - 20 - 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 percent (5%) of the former class shall carry the seniority accrued in 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 appropriately 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 separation may not be 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. - 21 - 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: 1. For any cause stipulated in Section 404.1 of the Personnel Management Regulations. 2. On evidence that the eligible cannot be located by postal authorities. 3. 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. 4. If three (3) offers of permanent appointment to the class for which the eligible list was established have been declined by the eligible. 5. 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. 6. 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. - 22 - SECTION 12 - HOLIDAYS 12.1 Holidays Observed. The County will observe the following holidays: A. January 1st, known as New Years Day Third Monday in January known as Dr. Martin Luther King, Jr. Day Third Monday in February, known as Presidents Day The last Monday in May, known as Memorial Day July 4th, known as Independence Day First Monday in September, known as Labor Day November 11th, known as Veteran's Day Fourth Thursday in November, known as Thanksgiving Day The day after Thanksgiving December 25th, known as Christmas Day Such other days as the Board of Supervisors may by resolution designate as holidays. B. Each full time employee shall accrue two (2) hours of personal holiday credit per month. Such personal holiday time may be taken in increments of one-tenth hour, and preference of personal holidays shall be given to employees according to their seniority in their department as reasonably as possible. C. Employees in positions which work around the clock shall in addition to those holidays specified in Section 12.1.A 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 12.1.B above. 12.2 Application of Holiday Credit. 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. B. 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 holiday. 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 - 23 - 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 12.1.A 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. 12.4 4/10 Shift - Holiday . A. Holiday Shift Pay. Each 4/10 shift employee who works a full shift on a holiday shall receive time and one-half for the first eight (8) hours worked in addition to regular pay for the holiday. Holiday shift pay shall be subject to provisions of Section 7 - Overtime. B. 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 agree to do so for a full fiscal year (July 1 through June 30) , or the remainder thereof, unless otherwise specified by the Board. 2. Employees starting work after a list 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. Holiday 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 shall be paid at the overtime rates as specified in Section 7. - 24 - 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 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 one-tenth hour (six minute) 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 Memorandum of Understanding 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. - 25 - 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 20 486 30 years and up 23-1/3 560 13.3 Bridged Service Time. 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. 13.4 Accrual During Leave Without Pay. 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 Vacation Preference. 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 Purpose of Sick Leave. The primary purpose of paid sick leave is to ensure employees against loss of pay for temporary absences from work due to illness or injury. It is a benefit extended by the County and may be used only as authorized; it is not paid time off which employees may use for personal activities. 14.2 Credits to and Charges Against Sick Leave. Sick leave credits accrue at the rate of eight (8) working hours credit for each completed month of service, as prescribed by County Salary Regulations and Memoranda of Understanding. 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-tenth hour (6 minutes) increments. - 26 - Unused sick leave credits accumulate from year to year. When an employee is separated other than through retirement, accumulated sick leave credits shall be cancelled, unless the separation results from layoff, in which case the accumulated credits shall be restored if reemployed in a permanent position within the period of lay off eligibility. As of the date of retirement, an employee's accumulated sick leave is converted to retirement on the basis of one day of retirement service credit for each day of accumulated sick leave credit. 14.3 Policies Governing the Use of Paid Sick Leave. As indicated above, the primary purpose of paid sick leave is to ensure employees against loss of pay for temporary absences from work due to illness or injury. The following definitions apply: "Immediate Family" means and includes only the spouse, son, stepson, daughter, stepdaughter, father, stepfather, mother, stepmother, brother, sister, grandparent, grandchild, father-in-law, mother-in-law, daughter-in-law, son-in- law, brother-in-law, sister-in-law, foster children, aunt, uncle, cousin, stepbrother, or stepsister of an employee and/or includes any other person for whom the employee is the legal guardian or conservator, or any person who is claimed as a "dependent" for IRS reporting purposes by the employee. "Employee" means any person employed by Contra Costa County in an allocated position in the County service. "Paid Sick Leave Credits" means those sick leave credits provided for by County Salary Regulations and memoranda of understanding. "Condition/Reason": With respect to necessary verbal contacts and confirmations which occur between the department and the employee when sick leave is requested or verified, a brief statement in non-technical terms from the employee regarding inability to work due to injury or illness is sufficient. Accumulated paid sick leave credits may be used, subject to appointing authority approval, by an employee in pay status, but only in the following instances: A. Temporary Illness or Injury of an Employee. Paid sick leave credits may be used when the employee is off work because of a temporary illness or injury. B. Permanent Disability Sick Leave. Permanent disability means the employee suffers from a disabling physical injury or illness and is thereby prevented from engaging in any County occupation for which the employee is qualified by reason of education, training or experience. Sick leave may be used by permanently disabled employees until all accruals of the employee have been exhausted or until the employee is retired by the Retirement Board, subject to the following conditions: 1. An application for retirement due to disability has been filed with the Retirement Board. - 27 - 2. Satisfactory medical evidence of such disability is received by the appointing authority within 30 days of the start of use of sick leave for permanent disability. 3. The appointing authority may review medical evidence and order further examination as deemed necessary, and may terminate use of sick leave when such further examination demonstrates that the employee is not disabled, or when the appointing authority determines that the medical evidence submitted by the employee is insufficient, or where the above conditions have not been met. C. Communicable Disease. An employee may use paid sick leave credits when under a physician's order to remain secluded due to exposure to a communicable disease. D. Sick Leave Utilization for Pregnancy Disability. Employees whose disability is caused or contributed to by pregnancy, miscarriage, abortion, childbirth, or recovery therefrom, shall be allowed to utilize 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 disability to terminate. 2. If an employee does not apply for leave and the appointing authority believes that the employee is not able to properly perform her work or that her general health is impaired due to disability caused or contributed to by pregnancy, miscarriage, abortion, childbirth or recovery therefrom the employee shall be required to undergo a physical examination by a physician selected by the County. Should the medical report so recommend, a mandatory leave shall be imposed upon the employee for the duration of the disability. 3. Sick leave may not be utilized after the employee has been released from the hospital unless the employee has provided the County with a written statement from her attending physician. stating that her disability continues and the projected dates of the employee's recovery from such disability. E. Medical and Dental Appointments. An employee may use paid sick leave credits: 1. For working time used in keeping medical and dental appointments for the employee's own care; and 2. For working time used by an employee for prescheduled medical and dental appointments for an immediate family member. - 28 - F. Emergency Care of Family. An employee may use paid sick leave credits for working time used in cases of illness or injury to an immediate family member. G. Death of Family Member. An employee may use paid sick leave credits for working time used because of a death in the employee's immediate family, but this shall not exceed three working days, plus up to two days of work time for necessary travel. H. Accumulated paid sick leave credits may not be used in the following situations: 1. Vacation. Paid sick leave credits may not be used for an employee's illness or injury which occurs while he/she is on vacation but the County Administrator may authorize it when extenuating circumstances exist and the appointing authority approves. 2. Not in Pay Status. Paid sick leave credits may not be used when the employee would otherwise be eligible to use paid sick leave credits but is not in pay status. 14.4 Administration of Sick Leave. 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: A. Employee Responsibilities 1. Employees are responsible for notifying their department of an absence prior to the commencement of their work shift or as soon thereafter as possible. Notification shall include the reason and possible duration of the absence. 2. Employees are responsible for keeping their department informed on a continuing basis of their condition and probable date of return to work. 3. Employees are responsible for obtaining advance approval from their supervisor for the scheduled time of pre-arranged personal or family medical and dental appointment. 4. Employees are encouraged to keep the department advised of (1) a current telephone number to which sick leave related inquiries may be directed, and (2) any condition(s) and/or restriction(s) that may reasonably be imposed regarding specific locations and/or persons the department may contact to verify the employee's sick leave. B. Department Responsibilities. The use of sick leave may properly be denied if these procedures are not followed. Abuse of sick leave on the part of the employee is cause for disciplinary action. - 29 - Departmental approval of sick leave is a certification of the legitimacy of the sick leave claim. The department head or designee may make reasonable inquiries about employee absences. 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 (3) working days for probable cause if the employee had been notified in advance in writing that such verification was necessary. Inquiries may be made in the following ways: 1. .Calling the employee's residence telephone number or other contact telephone number provided by the employee if telephone notification was not made in accordance with departmental sick leave call-in guidelines. These inquiries shall be subject to any restrictions imposed by the employee under Section 14.A.4. 2. Obtaining the employee's signature on the Absence/Overtime Record, or on another form established for that purpose, as employee certification of the legitimacy of the claim. 3. Obtaining the employee's written statement of explanation regarding the sick leave claim. 4. Requiring the employee to obtain a physician's • certificate or verification of the employee's illness, date(s) the employee was incapacitated, and the employee's ability to return to work, as specified above. 5. In absences of an extended nature, requiring the employee to obtain from their physician a statement of progress and anticipated date on which the employee will be able to return to work, as specified above. Department heads are 'responsible for establishing timekeeping procedures which will insure the submission of a time card covering each employee absence and for operating their respective offices in accordance with these policies and with clarifying regulations issued by the Office of the County Administrator. To help assure uniform policy application, the Personnel Director or designated management staff of the County Personnel Department should be contacted with respect to sick leave determinations about which the department is in doubt. 14.5 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. - 30 - 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 examination 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 dutie's 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. 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 provisions of this Memorandum of Understanding. E. Before an employee is placed on an unpaid leave of absence or suspended because of physical or mental incapacity under (a) or (b) above, the employee shall be given notice of the proposed leave of absence or suspension by letter or memorandum, delivered personally or by certified mail, containing the following: 1. a statement of the leave of absence or suspension proposed; ,2. the proposed dates or duration of the leave or suspension which may be indeterminate until a certain physical or mental health condition has been attained by the employee; 3. a statement of the basis upon which the action is being taken; 4. a statement that the employee may review the materials upon which the action is taken; 5. a statement that the employee has until a specified date (not less than seven (7) work days from personal delivery or mailing of the notice) to respond to the appointing authority orally or in writing. 31 F. Pending response to the notice the appointing authority for cause specified in writing may place the employee on a temporary leave of absence, with pay. G. The employee to whom the notice has been delivered or mailed shall have seven (7) work days to respond to the appointing authority either orally or in writing before the proposed action may be taken. H. After having complied with the notice requirements.above, the appointing authority may order the leave of absence or suspension in writing stating specifically the basis upon which the action is being taken, delivering the order to the employee either personally or by mail, effective either upon personal delivery or deposit in the U.S. Postal Service. I. An employee who is placed on leave or suspended under this section may, within ten (10) calendar days after personal delivery or mailing to the employee of the order, appeal the order in writing through the Director of Personnel to the Merit Board. Alternatively, the employee may file a written election with the Director of Personnel waiving the employee's right to appeal to the Merit Board in favor of appeal to a Disability Review Arbitrator. J. In the event of an appeal either to the Merit Board or the Disability Review Arbitrator, the employee has the burden of proof to show that either: 1. the physical or mental health condition cited by the appointing authority does not exist, or 2. the physical or mental health condition does exist, but it is not sufficient to prevent, preclude, or impair the employee's performance of duty, or is not sufficient to endanger the health or safety of the employee, other employees, or the public. K. If the appeal is to the Merit Board., the order and appeal shall be transmitted by the Director of Personnel to the Merit Board for hearing under the Merit Board's Procedures, Section 1114-1128 inclusive. Medical reports submitted in evidence in such hearings shall remain confidential information and shall not be a part of the public record. L. If the appeal is to a Disability Review Arbitrator, the employee (and his representative) will meet with the County's representative to mutually select the Disability Review Arbitrator, who may be a de facto arbitrator, or a physician, or a rehabilitation specialist, or some other recognized specialist mutually selected by the parties. The arbitratorshall hear and review the evidence. The decision of the Disability Review Arbitrator shall be binding on both the County and the employee. Scope of the Arbitrator's Review. a. The arbitrator may affirm, modify or revoke the leave of absence or .suspension. - 32 - b. The arbitrator may make his decision based only on evidence submitted by the County and the employee. c. The arbitrator may order back pay or paid sick leave credits for any period of leave of absence or suspension if the leave or suspension is found not to be sustainable, subject to the employee's duty to mitigate damages. d. The arbitrator's fees and expenses shall be paid one-half by the County and one-half by the employee or employee's union.,.—,.,. 14.6 Workers' Compensation. The County will reduce Workers' Compensation for all non-safety employees to 94% of monthly salary for all claims filed with the employee's department on or after February 10, 1992 and 88% of monthly salary for all claims filed on or after January 1, 1993. All savings generated will be used toward offsetting chargeable increases in County subvention of premiums for health and dental plans. If Workers' Compensation becomes taxable, the County agrees to restore the current benefit level (100%of monthly salary) and the parties shall meet and confer with respect to funding the increased cost. A. Employees who leave work as a result of an on-the-job injury will 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. 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' Compensation the 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 receive regular salary during any period of compensable temporary disability absence in accordance with Section 5 of the January 28, 1.992 Letter of Agreement between the County and the Health Care Coalition. "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 disability 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 shall be made against sick leave or vacation for these salary payments. Sick leave and vacation' rights shall not accrue for those periods during which salary payments are made. The maximum period for the described salary continuation for any one injury or illness shall be one year from the date of temporary disability. - 33 - 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, Benefits Division. 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, applicable 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 integra- tion is no longer available, workers' compensation benefits will be paid directly to the employee as prescribed by workers' compensation laws. E. Rehabilitation Integration. 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 rehabilitation temporary disability benefits will be paid directly to the employee. 1 F. Health Insurance. The County contribution to the employee's group insurance plan(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 - (W:S)I C = Sick leave or vacation charge per day (in hours) W = Statutory Workers' Compensation for a month S = 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 = $1,667) C = 81 - (.5758) C = 8 (.4242) C = 3.39 3 hours chargeable to sick leave 5 hours chargeable to Workers' Compensation - 34 - 14.7 Rehabilitation Program. On May 26, 1981, the Board of Supervisors established 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 Accrual During Leave Without Pay. 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. Upon request to the appointing authority, any employee who has permanent status in the classified service shall be entitled to at least an eighteen (18) week (less if so requested by the employee) parental leave of absence, commencing with the birth, adoption, or serious illness of a child or dependent parent. Insofar as pregnancy disability leave is used under Section 14.2.D, that time will not be considered a part of the 18 week parental leave period. Additionally, an employee may choose to remain in a pay status by using available sick leave (under Section 14), vacation, floating holiday or compensatory time off entitlements during the 18 week parental leave; however, use of accruals must be on a continuous basis from the beginning of the parental leave period and may not be broken into segments used on a monthly basis (except as may be required by SDI buyback under Section 14.8). Parental leave must be requested at least 30 days prior to the scheduled leave commencement date unless an exigency arises. 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. Leave without pay may be granted for any of the following reasons: 1. illness or disability; 2. pregnancy; 3. parental; 4. to take a course of study such as will increase his/her usefulness on return to his/her position; 5. 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 - 35 - granting extensions shall be the same as that in granting the original leave, provided that the request for extension must be made not later than thirty (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--Io submit timely written notice may result in the employee not being permitted to return to work until the required notice period has elapsed. Except with respect 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 Military 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 whatsoever. 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 accrued 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 severance 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 - 36 - 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 canceled by the appointing authority, or at the expiration of a leave shall be without pay. Such absence may also be grounds for disciplinary action. 15.6 Furlough Days Without Pay. Subject to the prior written approval of the appointing authority, employees may elect to take furlough days or hour-s--without pay (pre-authorized absence without pay), up to a maximum of 15 calendar days for any one period. Longer pre-authorized absences without pay are considered leaves of absence without pay. Employees who take furlough time shall have their compensation for the portion of the month worked computed in accord with Section 5.7 Compensation for Portion of Month of this Memorandum of Understanding. Full time and part time employees who take furlough time shall have their vacation, sick leave, floating holiday and any other payroll-computed accruals computed as though they had worked the furlough time. When computing vacation, sick leave, floating holiday and other accrual credits for employees taking furlough time, this provision shall supersede Sections 13.1, 14.2, 14.7 and 15.1 of this Memorandum of Understanding regarding the computation of vacation, sick leave, floating holiday and other accrual credits as regards furlough time only. For payroll purposes, furlough time (absence without pay with prior authorization of the appointing authority) shall be reported separately from other absences without pay to the Auditor-Controller. This provision is effective March 1, 1992 and expires September 30, 1993. SECTION 16 - JURY DUTY AND WITNESS DUTY A. 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 shall indicate the days attended and the fact that fees other than mileage are waived. 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. - 37 - B. 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 forwitness duty. Permanent-intermittent employees are entitled to paid witness duty I only for those days on which they were previously scheduled to work. SECTION 17 - HEALTH & WELFARE, LIFE & DENTAL CARE 17.1 County Programs. The County will continue the existing County Group Health Plan program of medical, dental and life insurance coverage through Delta Dental Plan, Safeguard Dental Plan, Aetna Life Insurance and the medical insurance options of Kaiser-Permanente Foundation Health Plan, the Contra Costa County Health Plan, and lst Choice Health Plan to all permanent full time and part-time employees regularly scheduled to work twenty (20) or more hours per week. During the term of this Memorandum of Understanding, all conditions and agreements regarding health, dental and related benefits contained in the January 28, 1992 Letter of Agreement between the County and the Health Care Coalition shall be in effect. 17.2 Health and Dental Subvention. The following rates apply to permanent full time and permanent part-time employees working at least 20/40th a week. Permanent-intermittent, provisional, and permanent part-time employees working less than 20 hours a week may enroll in a plan but are not entitled to the County subvention. A. Subvention for 1991-1992. 1. CCHP and Dental: County will contribute $10 single and $26 family for monthly premium increases; employees will continue to pay $.01 per month. 2. Dental Only: Employees will continue to pay $.01 per month. 3. 1st Choice, Kaiser and Dental: County will contribute 77 percent (770) toward monthly health and dental premiums. The County subvention for Safeguard B to be the same contribution as for Safeguard A not to exceed total premium of Safeguard B. B. Subvention for 1992-1993. 1. CCHP and Dental: County will contribute 98 percent (98%) of monthly premium cost for health and dental premiums. - 38 - 2. . Dental Only: Employees will continue to pay $.01 per month. 3. 1st Choice, Kaiser and Dental: County will contribute 77 percent (770) toward monthly health and dental premiums. The County subvention for Safeguard B to be the same contribution as for Safeguard A not to exceed total premium of Safeguard B. 17.3 Rate Information. The County Benefits Division will make health and dental plan rate information available upon request to employees and departments. In addition, the County Benefits Division will publish and distribute to employees and departments information about rate changes as they occur during the year. 17.4 Medicare Rates. 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 Dependents) 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 two members on Medicare by taking the Employee and Dependents) rate for the option selected and subtracting the monthly Part B Medicare premium withheld from Social Security payments for two enrollees. 17.5 Partial Month. The County's contribution to the health plan premium is payable for any month in which the employee is paid. If an employee is not paid enough compensation in a month to pay the employee share of the premium, the employee must make up the difference by remitting the amount delinquent to the Auditor-Controller. The responsibility for this payment rests with the employee. If payment is not made, the employee shall be dropped from the health plan. An employee is thus covered by the health plan for the month in which compensation is paid. 17.6 Coverage During Absences. 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. Employees shall be allowed to maintain their health plan coverage at the County group rate for twelve (12) months if on approved 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 payment shall result in cancellation of health plan coverage. An employee on leave in excess of twelve (12) months may continue health plan coverage by converting to an individual health plan option (if available) or continuing group coverage subject to the provisions of the Consolidated Omnibus Budget Reduction Act (COBRA) provided the employee pays the entire cost of coverage, plus any administrative fees, for the option selected. The entire cost of coverage shall be paid at a place and time specified by the County. Late payment may result in cancellation of health plan coverage with no reinstatement allowed. - 39 - 17.7 Retirement Coverage. Upon retirement, employees may remain in the same County group medical plan if immediately before their retirement they are either active subscribers to one of the County Health Plans or if on authorized leave of absence without pay they have retained individual conversion membership from the County plan. 17.8 Dual Coverage. If a husband and wife both work for the County and one of them is laid off, the remaining,eligible shall be allowed to enroll or transfer into the health coverage combination of his/her choice. An eligible employee who is no longer covered for medical or dental coverage through a spouse's coverage shall be allowed to enroll or transfer into the health coverage combination of his/her choice within thirty (30) days of the date coverage is no longer afforded under the spouse's plan. SECTION 18 - PROBATIONARY PERIOD 18.1 Duration. All appointments from officially 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 Classes With Probationary Period Over Six Months. 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 Family Support Collections Officer - one (1) year Group Counsellor I - one (1) year Public Service Officer - one (1) year Security Guard - one (1) year Weights & Measures Inspector Trainee - one (1) year 18.3 Revised Probationary Period. 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. 18.4 Criteria. 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-in I termittent positions with a 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 - 40 - 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 probationary period if subsequently certified and appointed. A. Appeal from Rejection. Notwithstanding any other provisions of this section, an employee (probationer) shall have the right to appeal from any rejection during the probationary period based on political, or�^eligious 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 of this Memorandum, without notice and without right of appeal or hearing. 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 probationary 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 which 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. - 41 - An employee dismissed for other than disciplinary reasons within six (6) months after being 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. A probationary employee who has been rejected or has resigned during probation 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 Jilt 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 is in a department other than the department from which the employee separated, displaced, or voluntarily demoted in.,lieu of 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 Empioyee. 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 within the period of layoff eligibility. The employee shall begin a new probation period of subsequently certified and appointed in a different department or classification than that from which the employee was laid off. SECTION 19 - PROMOTION 19.1 Competitive Exam. 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 Open Exam. 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 other provisions of this Section, an employee may be promotedfromone classification to - 42 - 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 position(s) 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 level 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 regarding 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 list. 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 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 percent (5%) credit for seniority in any promotional examination. 19.7 Release Time for Physical Examination. 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 Transfer Conditions. 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; - 43 - 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. Notwithstanding 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 Transfer Policy. 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. 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 Engineering 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. - 44 - 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 position 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 by 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 NotRequestReassignment. Employees who are in a temporary status or provisionally appointed to a permanent position, employees still 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. f. Employee Selection. If three (3) or more employees bid on the position, the position shall be filled from among the three (3) most senior bidders. For the purposes of bidder selection, the "Rule of 311 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 employees 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 may be 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, supervisors 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 in another vacant position in accordance with this policy. 45 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 ori a self- addressed, stamped envelope with the supervisor of the position they are interested in. CONTRA COSTA COUNTY LOCAL NO. 1 BID NOTICE To: Permanent Employees in the class of From: Name Title Subject: NOTICE OF OPEN POSITION Classification: Position No: Level: Position Type: FT PPT PI (If deep classification) Department: Division: Geographic Area: (East, West, Central) Worksite (street address, etc.): Shift/Hours: Days Off: Other Requirements: (i.e. , bilingual 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: 20.5 Involuntary Reassignment Procedure. The below listed 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 Unit; entire Health Services Unit; Group Counselors 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 - 46 - 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 certain site, 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 permanent 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 listed procedure or will meet and confer with the Union on a case by case basis regarding an alternative approach: a. Management will identify the classifications and positions from which reassignments are necessary. b. Affected employees will be provided with a list of vacancies/ assignments for which they may apply. c. 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. d. If there are insufficient volunteers for the number of available positions or no volunteers, and involuntary 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 purpose's shall be defined as seniority within classification. Nothing contained in this Section shall prohibit the Department and the Union from making a mutually agreed upon alternative arrangement. In no event shall reassignments be utilized for disciplinary purposes. 20.6 ReassiKnment Due to Layoff or Displacement. When reassignment of an employee or employees is necessary due to layoff or displacement, the following procedures shall be followed: a. A list of vacant positions shall be posted in work areas of all affected employees for a minimum of five (5) work days. b. Employees shall be given the opportunity to volunteer for vacancies and shall be.reassigned on the basis of seniority. c. If there are no volunteers for reassignment, the least senior employee(s) in that class shall be reassigned. - 47 - d. 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 authority 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 work days 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. 21.4 Revocation. A resignation that is effective is revocable only by written concurrence of the employee and the appointing authority. 21.5 Coerced Resignations. A. Time Limit. 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. - 48 - 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 the 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 writteaelection with the Director of Personnel waiving the employee's right of appeal to the Merit Board in favor of the employee's appeal rights under the grievance procedure contained in Section 23 of the Memorandum of Understanding beginning with Step 3. 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, TEMPORARY REDUCTION IN PAY, AND DEMOTION 22.1 Sufficient Cause for Action. The appointing authority may dismiss, suspend, temporarily reduce the pay of, or demote any employee for cause. The reduction in pay may not exceed 5%for a three month period. 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: a. absence without leave, b. conviction of any criminal act involving moral turpitude, C. conduct tending to bring the merit system into disrepute, d. disorderly or immoral conduct, e. incompetence or inefficiency, f. insubordination, g. 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, h. neglect of duty (i.e. non-performance of assigned responsibilities), i. negligent or willful damage to public property or waste of public supplies or equipment, - 49 - violation of any lawful or reasonable regulation or order given by a supervisor or Department Head, k. willful violation of any of the provisions of the merit system ordinance or Personnel Management Regulations, 1. material and intentional misrepresentation or concealment of any fact in connection with obtaining employment, m. misappropriation of County funds or property, n. unreasonable failure or refusal to undergo any physical, medical and/or psychiatric exam and/or treatment authorized by this Memorandum of Understanding., o. dishonesty or theft, p. excessive or unexcused absenteeism and/or tardiness, q. 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 Requirements. Before taking a disciplinary action to dismiss, suspend, for more than five (5) work days (four (4) work days for employees on a 4/10 work week), temporarily reduce the pay of, 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. 22.3 Employee Response. The employee upon whom a Notice of Proposed Action has been served shall have seven (7) calendar 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 - 50 - 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. 22.4 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. 22.5 Length of Suspension. 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 22.6 below. 22.6 Procedure on Dismissal, Suspension, Temporary Reduction in Pay, or Disciplinary Demotion. A. In any disciplinary action to dismiss, suspend, temporarily reduce the pay of, 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 authority shall make an order in writing stating specifically the causes for the action. B. Service of Order. Said order of dismissal, suspension, temporary reduction in pay, 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, temporarily reduced in pay, or demoted, either personally or by certified mail to the 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, temporary reduction in pay, 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 Definition and Procedural Steps. 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 occurrence about which the employee claims to have a grievance and shall be processed in the following manner: - 51 - 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. 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 misinterpreted 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. If either the union or grievant request a meeting with the Department Head or his/her designee at this step, such a meeting will be held. 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 or his/her designee and the employee and attempt to settle the grievance and respond in writing. Step 4. No grievance may be processed under this Section which 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 which arises and is presented during the term of this Memorandum of Understanding, such grievance shall be submitted in 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. Where the parties agree, the Adjustment Board may be comprised of 2 Union representatives and 2 County representatives. 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) work days of the rendering of the Adjustment Board decision. Within twenty (20) days of the request for arbitration, the parties shall mutually select an arbitrator, who shall render a decision within thirty (30) working days from the date of final submission of the grievance including receipt of the court reporter's transcript and post hearing briefs if any. 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 - 52 - 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 shall entertain, hear,.Aecide 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 set forth 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 this Memorandum of Understanding or written agreements supplementary hereto or to establish any new terms or conditions of employment. D. If the Personnel Director in pursuance of the procedures outlined in Step 3 above, or the Adjustment Board in pursuance of the provisions of Step 4 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 Time Limits. 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 Union Notification. 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 involving 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 - 53 - 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 interpretations resulting from Adjustment Board or arbitration proceedings hereunder) will be recognized unless agreed to by the County and the Union. 23.6 Strike/Work Stoppage. 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,,--s,,toppage 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. 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 Steps 3, 4 and 5 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. 23.8 Filing by Union. 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 fifty dollars ($54.40) per month shall 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 Union 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 percent (500) of the retirement contributions normally required of employees. Such - 54- - 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 Effective January 1, 1992 the County shall 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 an amount not to exceed one payment of seventy dollars ($70.00) in any calendar year. Effective January 1, 1993, the maximum amount of reimbursement shall be eighty dollars ($80.00) in any calendar year. The County will reimburse eligible employees for prescription safety eyeglasses which are approved by the County and are obtained from such establishment as required by the County up to one (1) pair per year. SECTION 28 - SAFETY The County shall expend 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 evaluation 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. - 55 - 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. 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 shall be supported by written documentation received by the employee at the time the incident(s) occurred. 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. - 56 - 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. Prior to being mediated by the Director of Personnel either party may request fact finding to assist in the resolution of the dispute. One (1) fact finder shall be selected by each party to the dispute within ten (10) work days from the initial request for fact finding. The fact finders shall have twenty (20) work days from notice of selection to investigate and render opinions to the Director of Personnel. SECTION 30 - MILEAGE Effective November 1, 1989 mileage allowance for the use of personal vehicles on County business shall be paid according to the following per month formula: 1 - 400 miles $.24 per mile 401 - plus miles .18 per mile The above rates shall be adjusted to reflect an increase or decrease in the cost of gasoline which shall be determined as provided below on the basis of the average price for "gasoline, all types" per gallon as listed in Table 5, "Gasoline Average Prices per gallon, U.S. City Average and Selected Areas" for the San Francisco- Oakland California area published by the Bureau of Labor Statistics, U.S. Department of Labor, hereinafter referred to as the "Energy Report". The above mileage rates shall be increased or decreased by one cent ($.01) for each fifteen cents ($.15) increase or decrease in the base price for gasoline which shall be defined as the average price of gasoline per gallon for July, 1979 as published in the Energy Report. Any such rate increase or decrease shall be effective the first of the month following publication of the index. The above formula rates include price increases reported since July, 1979. The mileage rate increase or decrease based on the Energy Report shall be contingent upon the continued availability of the official monthly Energy Report in its present form and calculated on the same basis unless otherwise agreed upon by the parties. Effective May 1, 1992 the mileage allowance for use of personal vehicles on County business shall be paid according to the rates allowed by the Internal Revenue Service (currently $.28/mile) and shall be adjusted to reflect changes in this rate on the date it becomes effective or the first of the month following announcement of the changed rate by the Internal Revenue Service, whichever is later. 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 - 57 - Department is made aware of and verifies that the pay warrant is in error. If the pay warrant error has occurred as a result of a mistake by an employee (e.g. payroll clerk) other than the employee who is receiving the pay, the error will be corrected as soon as possible from the time the department is made aware that pay warrant is in error. Pay errors 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 wh--ther 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 operating 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 complete 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 indicated the intention to take the next examination for the class shall be referred to the appointing authority at the time authorization is issued. - 58 - In no case shall a permanent position be filled by a provisional appointment for a period exceeding six (6) calendar months except under the following conditions: a. If an examination has been announced for the class and recruitment of applicants is in process, the Director of Personnel may authorize a continuation of provisional appointments until an eligible list is established. b. In case of a provisional appointment to a permanent position vacated by a leave of absence, such provisional appointment may be 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 shall post notice and shall consider current qualified employees for the appointment. Only if there are insufficient internal applicants to constitute a full certification may the appointing authority consider applicants from outside County service. 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 provide an 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 employee'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. Counselling memos which are not disciplinary in nature are to be retained in the file maintained by the employee's supervisor or the person who issued the counselling memo and are not to be transferred to the employee's central file which is normally retained by the Personnel Department unless such memos are subsequently used in conjunction with a disciplinary action such as a letter of reprimand. All documents pertaining to disciplinary actions shall be placed in the employee's official personnel file within 5 work days after the time management becomes aware of the incident and has completed its investigation as to whether the employee is culpable and shall be date stamped or dated at time of entry. This section is not intended to include supervisor's notes or reminders of specific incidents or ongoing reports such as attendance records. Generally, such investigations should be - 59 - completed within thirty (30) calendar days of the date management becomes aware of the incident(s), it being understood that under certain circumstances such as the unavailability of witnesses or the possibility of a criminal act having been committed may cause the investigation to take longer than the aforementioned thirty (30) days. 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 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. Prior to being submitted to Step 3 of the grievance procedure, either party may request fact finding to assist in the resolution of the dispute. One (1) fact finder shall be selected by each party to the dispute within ten (10) work days from the initial request for fact finding. The fact finder shall have twenty (20) work days from notice of selection to investigate and render opinions to the Director of Personnel. Copies of letters of commendation which are to be placed in the employee'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 departments. In a case involving a grievance or disciplinary action, the employee's designated representative may also review his/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 employee's 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: a. When the employee is required by his/her Department Head to attend a meeting concerning County business or County affairs. b. 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. - 60 - C. When the employee is required to stay over to attend consecutive or continuing afternoon and night sessions of a board or commission. d. 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. e. 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 The charge for a meal purchased in a detention facility by employees represented by Local No. 1 is one dollar ($1.00) per meal. Employees assigned to a detention facility are not, however, required to purchase a meal. SECTION 38 - COMPENSATION FOR LOSS OR DAMAGE TO PERSONAL PROPERTY The loss or damage to personal property of employees is subject to reimbursement under the following conditions: a. 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. b. Ordinary wear and tear of personal property used on the job is not compensated. c. Employee tools or equipment provided without the express approval of the Department Head and automobiles are excluded from reimbursement. d. The loss or damage must have occurred in the line of duty. e. The loss or damage was not a result of negligence or lack of proper care by the employee. f. The personal property was necessarily worn or carried by the employee in order to adequately fulfill the duties and requirements of the job. g. 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. h. The amount of reimbursement shall be limited to the actual cost to repair damages. Reimbursement for items damaged beyond repair shall be limited to - 61 - ' the actual value of the item at the time of loss or damage but not more than the original cost. i. The burden of proof of loss rests with the employee. j. Claims for reimbursement must be processed in accordance with the Administrative Bulletin on Compensation for Loss or Damage to Personal Property. 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 between the parties within thirty (30) work. days from the date of receipt, may be heard and decided by a mutually agreed upon impartial 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. 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, or is reemployed in a permanent County position from a layoff list within the period of layoff eligibility, 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 - 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 percent (50%) of full time. If the employee works at least fifty percent (500) of full time, County retirement participation is also included. - 62 - SECTION 43 - PERMANENT-INTERMITTENT EMPLOYEE BENEFITS Permanent-intermittent employees are eligible for prorated vacation and sick leave benefits. SECTION 44 - 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 is wholly 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 45 - 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 wholly 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 46 - 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) requires continuous 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 percent (5%) 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 Section 10 and this Section. SECTION 47 - 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. - 63 - SECTION 48 - 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 49 - 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 Tubercu-klossis 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 50- CLASSIFICATION STUDIES, SPECIAL STUDIES OR OTHER ACTIONS A. Classification Studies Public Health Nutritionist - Determine need for Senior level class for Senior Nutrition Program. Occupational Therapist/Physical Therapist - Determine need for two (2) tier class structure. Pharmacy Technician - Review classification if/when licensure is required. Communicable Disease Technician - Determine feasibility of flexibly staffing with Public Health Epidemiologist. Cytotechnician- Update specification to conform to Tanner Bill/determine need for lead level class. Forensic Toxicologists - Evaluate pay relationship to Criminalist series. Sanitation Aide - Review class as used in Environmental Health. Central Supply Technician - Determine need for two lead level Technicians (in return for 8-1/2 hour day) . Storeroom Clerks - Compare Health Services positions with Driver Clerk Class. Cooks - Compare hospital and juvenile hall positions with Lead ISW class. - 64 - Public Defender Investigators - Evaluate pay relationship with D.A. Investigators. Equipment Operator II - Review position assigned to the Spider Backhoe. Equipment Operator II - Evaluate pay relationship to Specialty Crew Leader. Electronic Equipment Technician - Determine need to retitle positions assigned to telephone section. Security Officers - Evaluate title/specification and determine necessary changes. Deputy Probation Officer IV - Study feasibility of creating. Building Plan Checkers - Study class series to address issues raised by department with any resulting salary increases to be retroactive to 10/1/91. Issues to be studied outlined in the department's March 4, 1992 letter to Local No. 1. Building Inspectors - Study class series to address issues raised by department in their March 16, 1992 letter to Local No. 1. B. Special Studies 1. Retirement Study. During the life of this Memorandum of Understanding, the County agrees to participate in a joint labor-management committee whose specific objective will be to identify and evaluate any feasible methods of lessening or eliminating the difference in benefit levels between the Tier I and Tier II Retirement plans. This committee will make use of the resources and advice of the County Retirement office and its staff and will report its findings and recommendations to the County Administrator. 2. The County will conduct a feasibility study during the term of this Memorandum of Understanding to ascertain the advantage and/or disadvantage to County employees of providing an ineligible deferred compensation plan as described in Section 457(f) of the Internal Revenue Code of 1986. 3. General Services Unit. The County shall study the appropriateness of employer pickup of initial and renewal costs required by driver license upgrades and whether to provide required physicals on County time. 4. Agriculture and Animal Control. The County will commence a study to determine the feasibility of converting a limited number of permanent- intermittent Pest Detection Specialist-Project positions to permanent part- time. Feasible alternatives must ensure that the Agriculture Department can staff and operate the pest detection program wholly within available state funding and be administratively practical. - 65 - C. Other Actions 1. The County agrees to meet and confer with a subcommittee of the Health Coalition within ninety (90) days following ratification of the Memorandum of Understanding concerning revisions to the County's Policy on Leave of Absence (Parental Leave) . 2. The County agrees to meet and confer with the union on the impact of the recently adopted smoking policy. Discussions will be limited to those sections of the policy that reference smoking in County-owned vehicles. Meet and confer will commence no later than 30 days following approval of the new Memorandum of Understanding. 3. Meet and confer on developing a career ladder to include the Communications Equipment Installer, Electronic Equipment Technician, and Communications Equipment Technician classes within 90 days of execution of this Memorandum of Understanding. SECTION 51 - ADOPTION The provisions of this Memorandum of Understanding shall be made applicable 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 provisions, said provisions shall become effective upon the first day of the month following thirty (30) days after such Ordinance is adopted. SECTION 52 - SCOPE AGREEMENT AND SEPARABILITY OF PROVISION 52.1 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. 52.2 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. 52.3 Personnel Management Regulations. Where a specific provision contained 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 - 66 - 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. 52.4 Duration of Agreement. This Agreement shall continue in full force and effect from October 1, 1991 to and including September 30, 1993. 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 53 - FAIR LABOR STANDARDS ACT PROVISIONS The Fair Labor Standards Act, as amended, may govern certain terms and conditions of the employment of employees covered by this Memorandum of Understanding. It is anticipated that compliance with the Act may require changes in some of the County policies and practices currently in effect or agreed upon. If it is determined by the County that certain working conditions, including but not limited to work schedules, hours of work, method of computing overtime, overtime pay and compensatory time off entitlements or use, must be changed to conform with the Fair Labor Standards Act, such terms and conditions of employment shall not be controlled by this Memorandum of Understanding but shall be subject to modification by the County to conform to the federal law, without further meeting and conferring. The County shall notify the Union (employee organizations) and will meet and confer with said organization regarding the implementation of such modifications. 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 September 30, 1993, the Union may claim a violation of a past practice. If the Union can demonstrate that such past practice exists by virtue of 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. SECTION 55 - UNIT ITEMS Specific working conditions for the various units represented by the Union are listed in Attachments 55.1 through 55.11. - 67 - Execution Date: CONTRA COSTA COUNTY CONTRA COSTA COUNTY EMPLOYEES ASSOCIATION, LOCAL NO--l-:- 68 - 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. The Safety Committee for the Department of Agriculture will remain in effect and will continue to be constituted as follows: One (1) Agricultural 1c Biologist and one (1) Weed and Vertebrate Pest Control Inspector and appropriate management representatives. C. Permanent employees in the classifications of Agricultural Biologist II and Agricultural Biologist III who posses's a valid certificate as a Deputy Agricultural Commissioner shall receive a salary differential of two and one half (2-1/2%) of base pay. Weights & Measures Division of Department of Agriculture A. The Safety Committee shall consist of one (1) Weights and Measures Inspector and appropriate management representatives. B. As circumstances dictate, these committees may meet jointly to discuss safety problems of mutual interest. C. Permanent employees in the classification of Weights & Measures Inspector II and Weights & Measures Inspector III possessing a valid certificate as a Deputy Sealer of Weights and Measures, shall receive a salary differential of two and one-half percent (2-1/20) of base pay. Animal Services Personnel A. Letters of commendation received by the Department shall be placed in the individual Animal Control Officer's and Animal Control Center Attendant's files. B. 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 - 69 - ($15.00) for each full workweek said employee is allowed to utilize the departmental pickup vehicle for commuting purposes. The provision of this section dealing with fee.payment does not and will not apply to any Animal Control Officer hired on or after August 1, 1975. C. The monthly uniform allowance for employees in the classification of Animal Control Officer shall be forty dollars ($40.00). If an increase in the uniform allowance is subsequently approved for'Deputy Sheriffs, Animal Control Officers shall receive an increase equal to that received.byDeputy Sheriffs. The Animal Services Department agrees to allow Animal Control Officers to wear green denim trousers while in field 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 rain gear of the same quality as that provided Animal Control Officers. The Animal Services Department agrees to reimburse employees in the class of Animal Center Technician for the purchase of three (3) pair of green, black, or blue denim trousers up to sixty dollars ($60.00) per employee per year. Effective January 1, 1992 the maximum yearly reimbursement shall be eighty dollars ($$0.00). - D. The Safety Committee for the Department of Animal Servicesvill remain in effect and will continue to be constituted as follows: One (1) Animal Control Officer and one (1) Animal Center Technician and appropriate management representatives. E. The Animal Services Department has instituted a one-half (1/2) hour lunch period for all employees in the classification of Animal Center Technician. 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. F. 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. G. The Animal Services Department intends to continue the current 4/10 work schedule for the duration of this Memorandum of Understanding. Both the County and the Union understand that continuation of the 4/10 work schedule during the term of this Memorandum of Understanding is contingent on adequate funding and retention of sufficient non- probationary personnel to insure adequate service levels. The determination of adequate funding, staffing and service levels is the sole prerogative of the Department, except to the extent required by law to meet and confer on the impact of staffing levels. - The County agrees to - 70 - notify the Union and to meet and confer if the 4/10 schedule is to be terminated. H. Effective the first month following execution of this Memorandum of Understanding, Animal Control Officers who are required to testify in Court on their day off will receive a minimum of two (2) hours of overtime pay. I. For employees in the Animal Services Department assigned to units or services on a shift operational cycle which includes Saturday as designated by the appointing authority (rather than Monday through Friday, eight (8) hours per day or 9/80 schedule), holidays will be observed on the day. on which the holiday falls even,if.it is a Saturday. 55.2 Attendant-LVN-Aide Unit. The following provisions are effective November 1, 1989 unless otherwise specified. A. The County will observe the following holidays: 1. January 1st, known as New Years Day Third Monday in January known as Dr. Martin Luther King Jr. Day Third Monday in February, known as Presidents Day The last Monday in May, known as Memorial Day July 4th, known as Independence Day First Monday in September, known as Labor Day November 11th, known as Veteran's Day Fourth Thursday in November, known as Thanksgiving Day The Friday after Thanksgiving December 25th, known as Christmas Day Such other days as the Board of Supervisors may by resolution designate as holidays. 2. Employees inpositions which are designated as 24-hour positions shall also celebrate: September 9th known as Admission Day Second Monday in October known as Columbus Day February 12th known as Lincoln's Day 3. Employees who only celebrate the holidays listed in #1 above 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 according to their seniority in their department as reasonably as.possible. No employee may accrue more than forty (40) hours of personal holiday credit. On separation from County service, an employee shall be paid for any unused personal holidays credits at the employee's then current pay rate. - 71 - 4. 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. b. 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. c. For all employees, if a work day falls on a scheduled holiday they shall receive overtime pay or equivalent compensatory time credit (Holiday Credit) for working the holiday, or if a holiday falls on the day off of an employee, the employee shall be given straight time pay or equivalent compensatory time credit. The purpose of this plan is to equalize holidays between employees on regular work schedule and those on other work schedules. If any holiday listed in Section 1 above falls on a Saturday, it shall be celebrated on the preceding Friday. If any holiday listed in Section 1 falls on a Sunday, it shall be celebrated on the following Monday. For employees in positions whose shifts include Saturday or Sunday as designated by the appointing authority (rather than Monday through Friday eight (8) hours per day or a designated 4/10 schedule) holidays shall be observed on the day on which the holiday falls regardless if it is a Saturday or Sunday. 5. Permanent part-time and permanent-intermittent employees in the Hospital Nursing Service who work on a holiday shall receive overtime pay or compensatory time credit for all hours worked, up to a maximum of 8. Permanent part-time employees who do not work on a holiday 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 bears to the number of hours in the regular full time schedule, regardless of whether the holiday falls on the part-time employee's regular work day. 6. 4/10 Shift - Holidays. a. Holiday Shift Pay. Each 4/10 shift employee who works a full shift on a holiday shall receive time and one-half for the first eight (8) hours worked in addition to regular pay for the holiday. Holiday shift pay shall be subject to provisions of Section 7 Overtime. b. Absence on Holiday. The maximum time charged to sick leave, vacation or leave without pay on a holiday shall be two (2) hours. 7. Accrual of Holiday Time. Employees entitled to overtime credit in positions which work around the clock shall be permitted to elect - 72 - between pay at the overtime rate or compensatory time off in recognition of holidays worked. The following procedures shall apply to this selection: a. Eligible employees may elect, on a quarterly basis, the method of reimbursement for work performed on holidays. The selection between accrued holiday time and/or overtime pay must be made known to the County during each of the calendar months of June, September, December and March for the duration of this Memorandum of Understanding. b. Employees starting work after a list 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. c. Holiday time shall be accrued at the rate of one and one-half (1- 1/2) time the actual hours worked to a maximum of eight (8) hours worked by the employee. d. 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 288 hours, holiday time shall be paid at the overtime rates specified in Section 7. e. Accrued holiday credit may be taken off at times determined by mutual agreement of the employee and the Department Head. 8. Each permanent employee working in the Hospital Nursing Service and who qualifies for paid holidays shall not be required to work on at least one (1) of the following holidays each year: Thanksgiving, Christmas, New Year's Day. 9. Employees in this unit who are employed at Merrithew Memorial Hospital who are required to work on Thanksgiving, Christmas or New Year's Day will be provided a meal in the Hospital Cafeteria during an assigned shift at no cost to the employee. B. Shift Differential 1. An employee who works overtime shall receive shift differential in addition to overtime compensation only when the overtime hours independently satisfy the requirement for shift differential as stated above. The shift differential shall be computed on the employee's base salary. 2. When a shift employee works on a recognized holiday, the employee shall be entitled to holiday pay and shift differential to be computed on the employee's base salary. - 73 - 3. An employee in the Hospital Nursing Service who works an evening shift in which the employee works four (4) or more hours after 5:00 p.m. shall receive a shift differential of seven and one-half percent (7-1/2%) of the employee's base pay. Split shifts in the Hospital Nursing Service with more than 1-1/2 hours between the two portions of the shift shall also qualify for the seven and one-half percent (7-1/2%) hourly differential. An employee in the Hospital Nursing Service who works a night shift in which the employee works four (4) or more hours before 8:00 a.m. shall receive a shift differential of ten percent (10%) of the employee's base pay. C. Stat Call. A ten percent (10%) 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 percent (5%) 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 percent (5%) 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. Professional Standards Committee. The County recognizes the continuation of an advisory Professional Standards Committee comprised of Licensed Vocational Nurses, Psychiatric Technicians and Hospital Attendants employed in the Health Services Department. Such a committee shall develop and communicate recommendations only to the Director of Hospital Nursing or Director of Ambulatory Care 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; three (3) Licensed Vocational Nurses, one (1) Surgical Technician and one (1) Psychiatric Technician and one (1) - 74 - Hospital Attendant for a period not to exceed two (2) hours excluding travel time for any one member to attend such meeting. Such Committee members and their alternates shall be 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 Director of Hospital Nursing or Director of Ambulatory Care Nursing as appropriate, that other personnel attend the monthly meetings, provided that such personnel are furnished with the reasons they have been invited and a written agenda for the meeting they have been asked to attend. E. Detention Facility. 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. Weekend Differential. Hospital Nursing Services employees shall receive a weekend shift bonus of $5.00 per shift for each weekend shift worked which: 1) falls on weekends for which the employee is not scheduled to work in their normal work schedule; 2) falls between the beginning of the night shift on Friday and the end of the evening shift on Sunday; 3) is worked forthe full duration of the shift; and 4) is not the result of a trade. The employee is to note such qualifying shifts on his/her time sheets in order to receive this compensation. G. Hospital Schedules. The Health Services Department shall continue to schedule Licensed Vocational Nurses, Psychiatric Technicians and Hospital Attendants with every other weekend off. H. Permanent-Intermittent Differential. 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. O.R. On-Call. A Surgical Technologist assigned to on-call for the Operating Room or Post Anesthesia Recovery shall be paid one (1) hour of straight time pay for each two (2) hours on-call. A Surgical Technologist who is in on-call status for the Operating Room and is called back to duty shall be paid for the actual time spent plus one (1) hour, but not less than three (3) hours total for each call-back. On-call pay will not be paid for call-back time. J. Contiguous Shifts. At the County's request, if an employee in this unit works on all or parts 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. Employees in this unit working at the Merrithew Memorial Hospital who, at the County's request work two contiguous shifts (sixteen (16) continuous - 75 - hours) shall be provided a meal in the hospital cafeteria at no cost to the employee Employees in the Hospital Nursing Service who work a double shift shall receive $25.00 in addition to all other compensation for each double shift worked. Employees who work from the beginning of their regularly scheduled shift to the conclusion of the next scheduled shift will be considered to have worked a double shift. If the second shift is not completed, the premium will be prorated. If the total hours worked, excluding lunch breaks, exceed sixteen hours, additional=prorated premium will be paid. K. Continuing Education. 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 classes. Full time Surgical Technicians will be entitled to twelve (12) hours per year for the same purpose. Written requests for such leave must be submitted in advance and may be approved by the appropriate supervisor only in the event such leave does not interfere with staffing. The leave is accumulated from year-to-year if; 1) 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 work time, 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. Each full time Registered Dental Assistant with one or more years of County service shall be entitled to four (4) days of paid continuing education leave every two years. Permanent part-time employees shall receive prorated CE leave in the same ratio of their position hours to full time. L. Charge Pay. A fully certified Licensed Vocational Nurse or Psychiatric Technician who, at the County's' 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. Hospital Call-In Procedures. The following procedures shall apply to employees in the class of Licensed Vocational Nurse, Psychiatric Technician and Hospital Attendant employed at Merrithew Memorial Hospital who become ill prior to a scheduled work shift and supercedes Section 14.4 of this Memorandum of Understanding. - 76 - 1 Employees in the Hospital Nursing Service 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. Employees in the Ambulatory Care Nursing Service are required to call in at least one (1) hour prior to then scheduled shift and leave a message in voice mail. Notification shall include the reasons and possible duration of the absence. 2. Employees in the Hospital Nursing Service returning from.-Sick leave or emergency leave of any kind must give two (2) hours prior notice y unless it was clearly understood at the outset of the leave when the employee planned to return. In the Ambulatory Care Nursing Service, to the extent possible, employees should notify the Charge Nurse by 4:00 p.m. of the day preceding their anticipated return. 3. Employees in the Hospital Nursing Service calling in sick, asking for emergency time off or calling in to say they will be late, must call the Nursing Office directly and not their unit area to advise of their intentions. 4. Employees who do not give 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 Nursing Administration. Infrequent absences with justification shall normally later be charged to sick leave. Hospital Nursing Service or Ambulatory Care Nursing Service employees who are called in to work a shift for which they are not scheduled after that shift has begun shall receive payment for actual time worked plus one (1) hour and shall be paid a minimum of 2 hours pay N. Vacation The following vacation accruals shall be effective October 1, 1981 for employees in the Attendant LVN-Aide 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 13-1/3 320 20 through 24 years 16-2/3 400 25 through 29 years 20 480 30 years and up 23-1/3 560 Vacation for employees in the Hospital and Clinic Divisions Hospital Nursing Service (including the Detention Facilities) and Ambulatory Care Nursing Services shall be scheduled on an annual cycle, April 1 through March 31. - 77 - Employees must submit their written vacation request by March 1st of each year. The hospital will post a schedule of vacations by April 1st of each year. Only one employee per classification from each worksite and shift may receive vacation at the same time. In case of conflict, the employee with the greater length of service in their classification will receive the requested vacation time. Less senior employees will be given the opportunity to request a different time before the annual schedule is posted. Vacation requests submitted after March 1st shall be considered on a first come basis and shall be subject to staffing availability. An employee voluntarily changing worksite or shift after March 1st must resubmit a vacation request for consideration on a first come basis. Vacations which include major holidays, Thanksgiving, Christmas and New Year's Day shall be rotated amongst staff rather than determined by seniority. O. Appointment Salary. The County may hire new employees into classes in this bargaining unit at any step of the salary range for the particular class. Consideration shall be given to the qualifications of the appointee relative to current incumbents. The County shall advise the Union of any appointments made at a salary level higher than that of an incumbent with equal qualifications. P. Low Census. Unanticipated declines in hospital patient census may result in the need to temporarily reduce staffing hours for periods of time not requiring formal layoff procedures. When this occurs, the Hospital Nursing Service shall use a variety of procedures to call off and reassign staff. Those procedures will generally emphasize the call off of volunteers first, and the retention of permanent employees. Employees may voluntarily request accrued time off by calling the Staffing Office and asking to be placed on a standing Absent Day list to be used for voluntary call offs in future low census days. The Staffing Office will seek voluntary call offs on a shift-to-shift basis. Employees will be floated to available assignments in other units for which they are oriented or otherwise qualified. If necessary, as assessed on a daily basis, employees will be required to take Involuntary Call Off days on an equitable rotation. Order of Involuntary Call Off will normally be Registry, Temporary, Permanent- intermittent, Permanent Part Time and Permanent Full Time. The maximum number of Involuntary Call Off days per permanent employee will not exceed one shift per month or three (3) shifts per year. Permanent employees will be offered the option of using vacation or holiday accruals - 78 - if the employee has the accruals available. Otherwise, the employee will be placed on AWOP. LT, Overtime or Registry Nurses will not be assigned to work on units for which an employee who is on Involuntary Call Off day is qualified to work. Involuntary Call Offs will be reasonably distributed among the various nursing classifications consistent with the staffing patterns for patient census and acuity needs. Employees will be notified a minimum of two hours in advance of.each shift for which an Involuntary Call Off day is assigned. In the event such notice is not given, the affected employee will receive a minimum of 2 hours work at the employee's regular rate. Should the hospital make such a documented attempt to notify the employee of a cancellation of shift, but be unsuccessful in doing so, this pay provision will not apply. It is the responsibility of the employee to maintain a current telephone number with the Staffing Office. Failure to do so relieves the Hospital of the notification and pay obligations. The same procedures will be used in the event of reduced patient visits in the Ambulatory Care Nursing Service. They will be applicable within the three discrete components of that service: 1) Richmond Health Center; 2) Martinez and Concord Clinics; and 3) Pittsburg and Brentwood Health Centers. These procedures will apply in the hospital when the patient census falls below 120. This provision shall remain in effect for the duration of this Memorandum of Understanding. 55.3 Building Trades Unit. A. The County shall continue to supply employees in the Building Trades 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 twenty dollars ($20.00) 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 percent (5%) of base pay as premium compensation for this assignment. 55.4 Deputy Public Defenders Unit A. The Professional Advisory Committee shall be continued. Said committee shall be composed of not more than two employee representatives appointed by the Public Defenders Unit of Local No. I and two department representatives and shall meet at the mutual convenience of the parties once every two (2) months. - 79 - B In lieu of the overtime provisions and the compensatory time off provisions of this Memorandum of Understanding, the Deputy Public Defenders shall be entitled to the following: 1 On January 1 of each year employees in the classes of Deputy Public Defender 1, 11, 111, and IV will be credited with five (5) days of paid personal leave to recognize with unavailability of overtime payments and compensatory time off for Deputy Public Defenders. Said five (5) days must be used during the calendar year in which credited and may not be carried forward. This paid personal leave is separate-Lrpm paid vacation and will be accounted for accordingly. Upon separation from County service, there shall be no payoff for unused personal leave credits. 2. On July I of each year employees in the classes of Deputy Public Defender I, II, III and IV will earn compensatory time off on the basis of one (1) hour of compensatory time off for each hour of overtime worked to a maximum of forty (40) hours. With respect to earned compensatory time off on the basis of one (1) hour of compensatory time off for each hour of overtime worked to a maximum of forty (40) hours, the Public Defender will administer the program as follows: Compensatory time off earned for overtime worked between July 1st and November 30th will be credited in a single lump sum, up to forty (40) hours on December 1st and the use of this compensatory time off shall be taken between the period December 1st and the following November 30th. Employees on leave of absence during the period July 1st and November 30th, will be delayed in receiving their compensatory time off credit one month for each month on leave of absence. Paid personal leave credits and usage are not affected by the above. C. The Public Defender's Office agrees to continue the current leave policy for Deputy Public Defenders. D. Effective July 1, 1992, the Public Defender's Department agrees to discontinue the current Miranda Watch provisions that provide for one day of compensatory time for each week of Miranda Watch as set forth in the agreement between the County and the Union dated February. 19, 1980. E. The County shall reimburse each Deputy Public Defender up to a maximum of $350.00 each fiscal year commencing July 1, 1992 for the following types of expenses: 1. Membership dues in legal, professional associations 2. Purchase of legal publications 3. Training and travel costs for educational courses related to the duties of a Deputy Public Defender - 80 - Any unused accrual may be carried forward to the next fiscal year up to $700.00. The Training Reimbursement provision contained in Section 26 of this Memorandum of Understanding shall not apply to employees in the Deputy Public Defenders Unit. The County shall reimburse each Deputy Public Defender for California State Bar membership dues (but not penalty fees) and for criminal specialization fees commencing January 1, 1993. To be eligible, one must be a permanent Deputy Public Defender with the Contra Costa County Public Defender's Department as of January 1 of the calendar year for which reimbursement is requested. F. The current vacation schedule listed below shall be maintained for Deputy Public Defenders' Grades I, II, III, IV. Monthly Maximum Accrual Cumulative Length of Service Hours Hours Under 15 years 10 240 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 G. Effective November 1, 1984, Agency Shop provisions, as cited in Section 2.2 of the Memorandum of Understanding between Local. No. 1 and the County become operative. H. Effective the first month following execution of this Memorandum of Understanding or as soon thereafter as possible, Deputy Public Defenders will be covered by a long-term disability insurance policy identical with that currently covering employees in the Deputy District Attorney class series. I. Public Defenders may choose reimbursement for up to one-third (1/3) of their annual vacation accrual, subject to the following conditions: 1. The choice can be made only once in each calendar year. 2. Payment shall be based on an hourly rate determined by dividing the employee's monthly salary by 173.33. 3. The maximum number of hours that may be reimbursed in any one year is one-third (1/3) of the annual accrual. In those instances where a lump sum payment has been made in lieu of a retroactive general salary adjustment for a portion of the calendar year which is subsequent to exercise by an employee of the vacation buy-back provision herein, that employee's vacation buy-back shall be adjusted to reflect the percentage difference in base pay rates upon which the lump sum payment was computed provided that the period - 81 - covered by the lump sum payment was inclusive of the effective date of the vacation buy-back. The granting of such vacation buy-back is subject to the sole discretion of the Public Defender whose decision is final. The Public Defender will meet t and confer with employee representatives to develop criteria for the granting of such vacation buy-back. 55.5 Engineering Unit. A. The Public Works Deparitment will continue a one-half (1/2) hour lunch period for all employees in the classification of Junior Drafter and Senior Drafter. 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. The existing system of one-half (1/2) 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 rain gear up to a maximum of thirty-five dollars ($35.00) C. The Public Works Department and the Assessor's Office shall continue a flexible forty (40) hour work week for Junior Drafter and Senior Drafter. 55.6 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 or overalls; this choice shall be considered a permanent selection. Coveralls shall be provided for the employee assigned to and operating the Gradall. 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 designated as the Primary Operator of the Gradall, Spider Crawling Backhoe, or Idaho Norland Paint Striper shall receive a 2-1/2% differential on base pay for each calendar month during the term of this Memorandum of Understanding - 82 - Only one person at any one time will be designated as the Primary Operator of the Gradall, Spider Crawling Backhoe, or Idaho Norland Paint Striper, and only that individual will receive the aforementioned differential. Other employees temporarily assigned to operate these pieces of equipment will not receive the differential. 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 exce-ed 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 General Services Department will meet and confer with the Union if it intends to increase the work test crews beyond nine (9) members. 7. On a trial basis for the employees in the General Services and Maintenance Unit, and at the sole discretion of the Personnel Director upon written request stating the reasons for.such request, the Union may appoint an individual to observe instructions given an oral board by the appointing authority on his/her own time. C. Shop Personnel. 1. Effective January 1, 1992 the County will pay Equipment Mechanics a tool allowance of two hundred dollars ($200.00) per year. Air tools will be considered an eligible tool allowance item. The tool allowance benefit will be provided on a reimbursement basis through submission of County payment demand forms with proof of purchase. 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 C.2 above shall be provided with additional uniforms so as to enable the employee to have a clean uniform each day. D. Building Maintenance & Miscellaneous Employees 1. Union Stewards in the Building Maintenance Division shall be relieved from their assigned work duties by their supervisors within twenty- - 83 - 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 General Services Department will continue the seven day per week maintenance coverage of County facilities by Operating Engineers. 3. Custodians in the Probation Department specifically assigned responsibility in writing for providing work training to—assigned juveniles shall receive in addition to their base pay a differential of five percent (5%) 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 General Services Department shall be as follows: All employees, in order of seniority, with the Buildings and Grounds Division of the General Services Department shall be afforded the opportunity 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 (4) 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 in 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. Cooks, Lead Cooks and Operating Engineers assigned to the County's Main Detention Facility or the Marsh Creek Detention Facility shall receive in addition to their base pay, a differential of five percent (5%) of base pay as premium compensation for this assignment. 6. Custodians assigned to the County's Main Detention Facility or Marsh Creek Detention Facility and who are required to work in inmate modules shall receive in addition to their base pay a differential of five percent (5%) of base pay as premium compensation for this assignment. 7. The Building Maintenance Division of the General Services Department shall continue the safety committee of no less than two (2) employees selected by Contra Costa County Employees Association, Local No. 1 - 84 - 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. 8. The County shall pay Operating Engineers in the General Services and Maintenance Unit a reimbursement of twenty dollars ($20.00) per month, to defray the cost of supplying and cleaning clothing worn in the performance of regular duties E. Communications. 1. Communications Technicians, Senior Communication Technicians and Electronic Technicians shall receive five percent (5%) hazard pay for each month in which they are assigned to climb high towers. 2. 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 Services Manager and the Departmental Safety,Coordinator. Said meetings shall not exceed one hour in duration except by mutual agreement of the parties. 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 Services Assistant I, Sheriff's Services Assistant Il and Storekeeper. 2. On a trial basis of six (6) months following the execution of this Memorandum of Understanding employees shall be given copies of any incident report forwarded from their supervisor to the next level in any department file. During this same period of time the corrective counselling system will continue to apply to employees in the communications and Sheriff's Personnel sections of the Field Services and Maintenance Unit. Upon request an employee may have a representative present during a corrective counselling session. At the end of this six (6) month trial period the parties shall meet to discuss their concerns about both matters specified above. G. Building Inspectors. 1. The Building Inspection Department shall reimburse employees in the classifications of Building Inspector 1, Building Inspector II, Mechanical Inspector and Electrical Inspector for the actual cost to purchase rain gear and coveralls up to a maximum amount of twenty dollars ($20.00) plus sales tax for coveralls and thirty-five dollars ($35.00) plus sales tax for rain gear. - 85 - 2. Building Inspectors assigned by the Building Inspection Department to Housing, Mobile Home and Commercial inspections shall receive a differential of five percent (50) of base pay for these assignments. These assignments may be rotated at the discretion of the Department Head. H. Central Service. 1. Local No. I will select a spokesperson who is an employee of the County Administrator'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. 2. The County will provide employees in the class of Driver Clerk poncho type rain apparel. The above does not exclude any other employee from bringing to the attention of the management of the County Administrator's office any safety problems that may exist. 3. Effective the first month following execution of this Memorandum of Understanding, Office Service Workers will be paid at the applicable higher rate from the first day when substituting on Driver Clerk routes. I. Hospital Workers. 1. If an employee in this unit, employed at the County 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 Merrithew Memorial 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 Merrithew Memorial 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 working on the day the holiday actually falls. 4. Where only one Storeroom Clerk 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. - 86 - 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. 6. The County will provide poncho type rain apparel as needed for employees in the Hospital Central Supply and Environmental Service who are required to go outdoors while its raining.-_ 7. Employees in the class of Central Supply Technician are scheduled on the basis of an eight and one-half hour day and are on their own time during their lunch period. If operational reasons preclude an employee from leaving the work area during the lunch period, such time worked shall be paid at the rate of time and one-half. 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 percent (5%) 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 percent (5%) differential for all hours worked on Saturday. Said five percent (5%) differential shall not apply to any overtime hours worked on Saturday. 4. The Libraries will close at 5:00 p.m. on New Year's Eve. Employees in this unit assigned to work at the Library shall rearrange their work schedules so that they work a full eight (8) hour shift. 55.7 Health Services Unit. A. Public Health Nurses. 1. The current Public Health Nurse Professional Standards and Practices Committee (PSPC) shall continue for the duration of this Memorandum of Understanding. The PSPC will be comprised of seven members. 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 the workshop, subject to the following limitations: a. All workshops for which compensatory time will be given must receive departmental approval prior to the PHN attending the - 87 - workshop. Only Board of Registered Nurses accredited workshops 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. Compensatory time off requested and denied in one fiscal year may be carried forward into the next fiscal year. 3. Approved Continuing Education Leave (CE) 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 CE time entitlement prorated on the basis of the number of hours they work in relation to the regular forty (40) hour work week. For full time PHN's CE time requested and denied may extend into the next fiscal year and would be added to the CE time entitlement for that year. For permanent part-time PHN's, CE time may extend into the next fiscal year and be added to the CE time entitlement for that fiscal year without restriction, up to a total of forty-eight (48) hours. Examples: Full time PHN (40/40) is credited with forty-eight (48) hours CE time on July 1 of each year. Part-time PHN (32/40) is credited with thirty-eight point four (38.4) hours CE time on July 1 of each year. Part-time PHN (24/40) is credited with twenty-eight point eight (28.8) hours CE time on July 1 of each year. Half-time PHN (20/40) is credited with twenty-four (24) CE 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, CE 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. - 88 - 5. The pay differential between the classes of Public Health Nurse and Registered Nurse existing on 6/30/85 shall be maintained for the duration of this Memorandum of Understanding. 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. 7. The deep class resolution for Public Health Nurse shall remainineffect for the duration of this Memorandum of Understanding unless modified by mutual agreement. 8. Management, at its sole discretion, may determine from time to time that involuntary reassignments of Public Health Nurses are required. When such reassignments are to be made between West and East/Central regions which are to be of less than eight weeks and more than two weeks, the following procedure should apply. a. Reassignments between regions shall only be among Public Health Nurses assigned to the Public Health Nursing Division under the direction of the Director of Public Health Nursing. b. Volunteers possessing the necessary training or experience will be sought for reassignment with as much advance notice and time to consider the assignment as is possible under the particular circumstances requiring the reassignment. c. If no Public Health Nurse volunteers, the least senior Public Health Nurse in the region from which the reassignment is to be made possessing the necessary training or experience for the specific assignment shall be reassigned. d. The anticipated duties and beginning and ending dates of reassignments, including those of less than two weeks, shall be stated in writing, as will any extension of the reassignment, if necessary, up to a total of eight weeks. Copies of the written reassignment and confirmation will be entered into the employee's departmental personnel file. e. Overtime will be assigned to the Public Health Nurse, if the supervisor determines it is necessary, to complete current work prior to the effective date of the reassignment. f. The Public Health Nurse will be paid mileage for the temporary reassignment commute according to current Health Services Department policy. 9. For Public Health Nurses in the Home Health Agency, the following provisions shall apply: - 89 - a. Vacations for Public Health Nurses in the Home Health Agency shall be scheduled on an annual cycle, April 1 through March 30. Employees must submit their written vacation requests by February 1st of each year. Home Health Agency Nursing Administration will post a schedule of vacations by March 1st of each year. b. At least one Home Health Agency Nurse from each office will receive scheduled absences, including continuing education and vacation, at any given time. With supervisor's 2pproval, additional time off requests may be granted, based on staffing and caseload. The employee with the greater length of service in their classification will receive the requested vacation time. Less senior employees will be given the opportunity to request a different time before the annual schedule is posted. Absences for sick leave, disability and regular days off will not be counted as scheduled absences. 10. For Public Health Nurses in the generalized Public Health Nursing Program, the following provisions will apply: a. Vacations for Public Health Nurses in the generalized Public Health Nursing Program shall be scheduled on an annual cycle, April 1 through March 30. Employees must submit their written vacation requests by February 1st of each year. Public Health Nursing Administration will post a schedule of vacations by March 1st of each year. b At least one Public Health Nurse from each of the Pittsburg and Concord offices and at least two Public Health Nurses from the Richmond office will receive scheduled absences, including continuing education and vacation, at any given time. With supervisor's approval, additional time off requests may be granted, based on staffing and caseload. The employees with the greater length of service in their classification will receive the requested time off. Less senior employees will be given the opportunity to request a different time before the annual schedule is posted. Absences for sick leave, disability and regular days off will not be counted as scheduled absences. Vacations for Public Health Nurses whose primary assignment is to the Homeless Project, High Risk Infant Program or Advice Nurse, will not be counted in the regional vacation scheduling minimums. c. An approved vacation will not be unilaterally canceled. d. An employee voluntarily changing work position or assignment between regional offices after March 1st must resubmit a vacation request for consideration on a first come basis. e. Vacations which include major holidays, Thanksgiving, Christmas and New Year's Day shall be rotated amongst staff rather than determined by seniority. - 90 - B Public Health Nurses in Home Health 1. The Home Health Agency management is responsible for developing a countywide weekend/holiday schedule. That schedule will include three nurses, one with primary call, one with secondary call and the third with back-up call. The primary nurse on-call is responsible for covering HHA cases countywide. The primary nurse position generally is filled by the two permanent part-time (PPT) weekend nurses (W/E) who will rotate on an every other week basis with the following,exceptions: a. The permanent part-time W/E nurses are never responsible for covering any of the four major holidays, even if they occur on a weekend. b. PPT W/E nurses do not cover any mid-week holidays (Tuesday through Thursday). c. Three day weekends are covered by the PPT W/E nurses on a rotating basis according to their schedule. d. Any remaining weekend days, and all remaining holidays to be covered, will be assigned to HHA pool nurses according to an alphabetical rotation, but taking into consideration those nurses who have not yet been assigned a major holiday. e. The secondary nurse is responsible for covering all the cases that cannot be seen by the primary nurse. Generally, the secondary nurse will work during his/her assigned weekend. The third nurse scheduled, the back-up nurse, will work only if the primary or secondary nurse is unavailable to work. f. The secondary and back-up call lists are developed using the alpha list as a basic tool, modified to take into account the following principles: beginning with the new year where the previous alpha list left off the previous major holiday assignments personal preferences submitted by staff avoidance of back-to-back weekend assignments - attempt to make scheduled weekends at least six weeks apart - attempt coordination of East County staff members with West County staff members on mid-week holidays and major holidays 91 avoidance of scheduling an individual for more than one three day weekend during the year avoidance of scheduling any given employee for more than one major and one non-major holiday during the year administration will attempt to ensure that no nurse is scheduled for more than six weekends per year. 2. Major Holidays The major holidays are: Thanksgiving Day and the day after Thanksgiving Weekend following Thanksgiving Day Christmas Day New Year's Day Once a nurse has been scheduled for a major holiday, he or she will not be scheduled for an additional major holiday until everyone else has been scheduled. 3. Filling Vacancies Vacancies in the schedule will first be filled by nurses who volunteer to work additional call assignments, if feasible. New nurses will be used to fill vacancies on a prorated basis. If neither of the above methods is feasible, the back-up position will be shifted to cover secondary call and secondary call would be shifted to cover primary call. The resulting vacant back-up position will be designated by HHA management. 4. Trades Call can be traded with the agreement of the two nurses involved and approval of HHA management. Nurses who volunteer for additional weekends will have'those weekends count toward their maximum. A nurse may request a day off following a weekend worked on-call, and will receive a day off during that following week. 5. Permanent Part-time Weekend Nurses PPTs will normally work every other weekend, but that schedule may be modified according to the provisions for PPTs W/E above. The normal work schedule for the PPT W/E nurse includes the day before the weekend worked and the day after, but this schedule may be modified at the request of the nurse with the approval of the supervisor. The remaining time of the PPTs will be scheduled by the nursing supervisor, taking into account the preference of the nurse. - 92 - 6. Discharge Planner The Discharge Planner provided to Merrithew Memorial Hospital by the HHA is not part of the weekend/holiday call schedule. 7. Permanent part-time and permanent-intermittent Public Health Nurses who work on a holiday shall receive overtime pay or compensatory time credit for all hours worked, up to a maximum of 8. C. 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 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 advisory only and the subjects it reviews shall be restricted to those directly related to Environmental Health Inspector's practices. D. Clinical Laboratory Technologist. The Health Services Department shall continue a staggered lunch period system for the Clinical Laboratory Technologist I & II and Senior Clinical Laboratory Technologist classifications in order to ensure uninterrupted. lunch periods for these employees. E. 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 be continued for the duration of this Memorandum of Understanding. If the County desires to change either of the above it will offer to meet and confer with the Union before doing so. F. 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. It may also formulate advisory - 93 - 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. Alcoholism Rehabilitation 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 Director of Health Services for Alcoholism Programs and the Alcoholism Program Chief. G. Mental Health Treatment Staff. 1. The interim Professional Review Committee for Mental Health Treatment Specialists will be continued for the duration of this Memorandum of Understanding. The County and Union will continue to discuss the composition of the Committee prior to expiration of the Memorandum of Understanding. 2. 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. H. 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. I. 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 Care Practitioners I/II. 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 Care Practitioners I/II. - 94 - 3. The County will grant seven and one half (7 1/2) hours/year of continuing education leave to Respiratory Care_Practitioners I/II who are required by law to complete such coursework as a condition of renewing their State Respiratory CAUP Practitioner Certificate. K. Dietitians. Full time employees in a classification requiring possession of a Registered Dietitian's Certification shall be granted eighteen (18) hours per fiscal year of continuing education (CE) time off to complete the course work required for renewal. Permanent part-time employees will have their CE time entitlement prorated on the basis of the number of hours of their position in relation to the regular forty (40) hour work week. Employees may carry over the CE leave from one year to the next for a maximum of thirty-six hours, without restriction. L. Public Health Nutritionists. Full time employees in a classification requiring possession of a Registered Dietitian's Certification shall be granted eighteen (18) hours per fiscal year of continuing education (CE) time off to complete the course work required for renewal. Permanent part-time employees will have their CE time entitlement prorated on the basis of the number of hours of their position in relation to the regular forty (40) hour work week. Employees may carry over the CE leave from one year to the next for a maximum of thirty-six hours, without restriction. M. The following vacation accruals shall be effective October 1, 1981 for employees in the Health 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 13-1/3 320 20 through 24 years 16-2/3 400 25 through 29 years 20 480 30 years and up 23-1/3 560 N. Employees in this unit who are employed at the Merrithew Memorial Hospital and are required to work on Thanksgiving, Christmas or New Year's Day will be provided a meal in the Hospital Cafeteria at no cost to the employee. This provision only applies to employees working on the day the holiday actually falls. O. The County may hire new employees into classes in this bargaining unit at any step of the salary range for the particular class. Consideration shall be given to the qualifications of the appointee relative to current incumbents and shall advise the Union of any appointments made at a salary level higher than an incumbent with equal qualifications. - 95 - P. If the Health Services Department determines that scheduled work days which include a paid lunch period (typically 8 hour days) are inconsistent with operational needs they may be rescheduled to include an unpaid lunch period with 30 days notice. 55.8 Investigative Unit. A. The Side Letters of Agreement between the Data Processing Division of the County Administrator'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. B. 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. C. The Office of the Public Defender will continue the current policy regarding the use of County cars by Public Defender Investigators. D. Employees in the classifications of Collections Services Agent I and II and Sr. Collections Service Agent are eligible to receive a VDT differential of forty dollars ($40.00) per month, provided they comply with the provisions of Section 55.9.E of this Memorandum of Understanding. The VDT differential will be discontinued effective April 1, 1992. E. The following vacation accruals shall be effective for employees in the Investigative 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 13-1/3 320 20 through 24 years 16-2/3 400 25 through 29 years 20 480 30 years and up 23-1/3 560 55.9 Legal and Court Clerk Unit. A. 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 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 schedule may be discontinued at the mutual agreement of the department and the employees. Crucial to the - 96 - continuance of the one-half (1 2) hour lunch period will be the impact on service to the public. B. The Clerk-Recorder's Office agrees to reactivate the Joint Labor- Management Safety Committee. C. 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. D. The County Clerk will continue the current practice of closing the office to the public at 4 p.m. E. Employees in the classifications of Legal Clerk and Superior Court Clerk who submit VDT Differential Form AK-6 and who subsequently are determined to have met the qualifying criteria listed in Form AK-6 (as authorized by Board Resolution 87/417) shall be eligible to receive a VDT differential of forty dollars ($40.00) per month, effective the first of the following month. The VDT differential will be discontinued effective April 1, 1992. In addition, the County agrees to provide an annual eye examination on County time at County expense in accordance with the following conditions: 1. Eligible employees in the unit must use video display terminals at least an average of four hours per day as certified by their department, or must have qualified for Word Processing or Video Display Terminal differential. 2. Eligible employees who wish an eye examination under this program should request it through the County Personnel Department, Benefits Division, who will arrange for eye examinations and monitor the results on a County-wide basis. 3. Should prescription VDT glasses be prescribed for an employee following an eye examination, the County agrees to provide one pair of VDT glasses to the employee in accordance with specifications, required by Vision Services Inc. 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 Than'ksgiving 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. B. The Libraries will close at 5:00 p.m. on New Year's Eve. Employees shall rearrange their work schedules so that they work a full eight (8) hour shift - 97 - C. 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. D. 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 Library Administration Office prior to 5:00 p.m. on the Thursday immediately preceding that Friday payday. Representatives of the affected employees shall submit by 12:00 noon on that Thursday to the Supervising Clerk in 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. E. The Library agrees to continue to explore maximizing two days off in a row for library personnel covered by this Memorandum of Understanding. F. County Library personnel shall get a five percent (5%) differential for all scheduled hours worked between 6 p.m. and 9 p.m. G. Employees in the Library Unit, who work Saturday shall receive a five percent (5%) differential for all hours worked on such Saturday. Said five percent (5%) differential shall not apply to any overtime hours worked on Saturday. H. 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. I. 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 employee's job performance and development, the employee's subject/age specialization, the employee'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. - 98 - 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 work days. The announcement shall include: (1) Classification and total hours of position; (2) 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. J The Librarians assigned to work in the County Detention Facility shall receive in addition to his/her base pay a differential of five percent (5%) of base pay differential as premium compensation for this assignment. K. The Library Practice Advisory Committee shall continue for the duration of this Memorandum of Understanding. L. 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 at that location according to County service, as reasonably as possible. Vacation requests will be submitted by employees for the twelve month period, March 1 to February 28. Preference in choices of dates will be given on the basis of greatest County service of employees submitting vacation requests by March 1, irrespective of employee organization affiliation. The process shall consist of the employee in the branch (or other work unit assigned), with most County service making his/her first choice of one continuous block of time, and continuing to the next most senior employee, until each employee, on this first round, shall have been assigned his/her first choice (second or third if more senior employee(s) also requested the dates). This procedure shall be repeated for the - 99 - second block of time, with the next most senior employee who requested at least two blocks of time, having first choice, from the remaining vacant time slots, and so on, for as many rounds of assignment as there were blocks of vacation time requested. Completed vacation schedule will then be posted in the branch or other work unit. Those employees unable to specify a choice of dates will turn in a vacation request form with no choices indicated. Subsequent requests can then be made, in writing, at least two weeks before the requested vacation time. These requests will be granted on a "first come, first served," basis. Employees may cancel or reschedule their granted vacation dates.—These cancellations and requests for rescheduling should be made, in writing, at least two weeks before the canceled or rescheduled vacation time. The rescheduling will be granted or denied according to same "first come, first served" basis mentioned above. All cancellations of previously approved vacation dates will be posted on Vacation Schedule, and be available to other employees on the basis of seniority rather than "first come, first served.11 Upon reassignment, employees take their approved vacation dates with them to their new location. M. 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 specified 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. N. Thirty-two (32) hour employees who voluntarily reduced their hours to reduce the impact of layoff shall be treated as forty (40) hour employee's for purposes of a future layoff pursuant to Section 11.4 of this Memorandum of Understanding. O. Permanent full time and permanent part-time staff represented by the library unit of Local One shall be eligible for reimbursement of up to $25 per fiscal year for membership in either the American Library Association or the California Library Association. Reimbursement will occur through 100 - the regular demand process with demands being accompanied by proof of payment (copy of invoice or canceled check). The following vacation accruals shall be effective October 1, 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 10 240 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 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 is 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 reassignment policy for Deputy Probation Officers in the Probation Department which is attached hereto 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 of mutual concern. The - 101 subcommittee may refer some problems to the department-wide committee for resolution. F. Group Counsellors who are designated as Juvenile Hall transportation officers by the Probation Department shall celebrate Admission Day, Columbus Day and Lincoln's Birthday as holidays in accordance with Section 12.1 of this memorandum of understanding. It is understood that, with advance notice, transportation officers may be required to work one or more of these holidays at the holiday rate of pay. G. If Christmas and New Year's Day fall on a Saturday or a Sunda-y—,-Group Counsellors working in Probation Department twenty-four (24) hour institutions shall celebrate that Saturday or Sunday as the holiday. A group Counsellor will be paid the holiday rate of pay if he/she is required to work a Saturday and/or Sunday Christmas and/or New Year's holiday. - 1Q2 - ATTACHMENT A PROJECT EMPLOYEES Contra Costa County Employees Association Local No. 1 and the County have met and conferred in good faith regarding wages, hours and other terms and conditions of employment for employees in project classes which except for the project 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. KETACHMEmz a CONTRA [%}3TA COUNTY BULLETIN NO. : 4 PROBATION DEPARTMENT SECTION: DIVIREPLACES: Pers. #4, 12/10187 SION: ADMINISTRATIVE&D0I0ISTDATIVE ISSDED:SUBJECT: Intra-Departmental Intra-Depertmeotal Tcansfero (Reassignments) This bulletin outlines the procedure for requesting and being considered for voluntary transfer from one position to another comparable vacant position in the Department and for Department administrative reassignments. I. VOLUNTARY In order to provide for timely filling of vacant Positions, the procedure to apply for consideration of transfer to other comparable positions is as follows: 1' The employee will submit, through regular administrative channels, an Intra-Departmental Transfer/Demotion Request (Form P-II) asking to be considered for vacancies which will occur in the unit, 8iniciou, or location into which he/she desires to transfer; this request nbooId list requests in priority order, 2' This request shall be promptly forwarded totbe Department Personnel Clerk, who will record the request and return an acknowledgement sl' to the employee within five (5) working days from receipt of said request. ' 3' �As vacancies occur in anv unit, division, or location, the PergooneI Clerk will forward those names to the appropriate Division. 4. The Personnel Clerk, when appropriate, will submit a Personnel Request for certification of names from the appropriate employment list and forward them to the Division. S' Applicants will be contacted, considered and a selection made' The person selected will have his/her name removed from the transfer list if his/her request is granted. "Trades" in assignment between employees may be accomplished within the above process if no other requests are on file for those positions.. .. All newly created jobs will be posted by memo in each work location and appropriate time given for applicants-to apply for transfer consideration. All requests for transfer will expire on June ]Otb of each year. During the month of June each year, a notice will be sent to all locations listing all positions by region and classification, reminding staff that transfer requests will terminate. Requests can be filed at any time and will be valid for the remainder of the fiscal year. If an employee tozoo down three (3) separate offers to be interviewed for transfer during nue (l) year (July l - June 30) , the DeDartmeot shall not be obligated to contact said employee for the balance . of the year. ADMINISTRATIVE BULLETIN NO. 4 Page 2 Deputy Probation officers accepting a voluntary transfer will be expected to remain in that assignment for at least one (1) year for the first voluntary transfer and two (2) years for any voluntary transfers thereafter if the transfer is within five (5) years of last transfer. Clerical staff accepting a voluntary transfer will be expected to remain in the assignment for one year. The selection will be based on: 1. The Department's responsibilities to the Courts, clients and the community. 2. The applicant's suitability for the position, including his/her training and experience. 3. Length of service in the Department. II. ADMINISTRATIVE REASSIGNMENTS Administrative reassignments may be required from time to time to facilitate Department functions and efficiency. These transfers may be for such purposes as adjusting workload levels, accommodating changes in funding, filling assignments with special requirements, etc. Vacancies resulting from such changes will be filled by using the voluntary transfer request list until all suitable volunteer transfers have been accommodated. At that time, administrative reassignments, based on inverse seniority of those persons suitable for the assignment; e.g. , the person(s) suitable for the assignment with the least seniority in the jcb series in the geographic region (East, Central or West) to be reduced, will be reassigned. An employee reassigned from one region may "bump" a less senior employee in the next region if the shift assignment is from East to West or vice versa, thus reducing the distance an employee may have to travel. The person(s) reassigned will: 1. Have 30 days notice of the reassignment; 2. Be given special ,consideration for adjusted hours or flex-time scheduling. APPROVED BY: GERALD S. BUCK COUNTY PROBATION OFFICER GSB:ds 12/20/87 ATTACHMENT C SIDE LETTER OF AGREEMENT OFFICER SAFETY COMMITTEE - JUVENILE HALL The County of Contra Costa and Public Employees Union, Local One agree to the following: 1) The creation of a standing committee at Juvenile Hall to address all issues related to officer safety, including the issuance of defensive tools. 2) That said committee be empowered to make recommendations directly to the Chief Probation Officer related to officer safety. 3) That the composition of said committee be as follows: the Superintendent of Juvenile Hall (or his/her designee with full decision making authority) , one line or middle manager on staff at Juvenile Hall, the Probation Department's manager responsible for personnel and labor relations, one officer of the Union, the Union Business Agent, two Group Counselors (appointed by the Union) , and a representative of the County's Risk Management Office to be invited to sit as needed as a non-decision making consultant. 4) No later than one year after its formation, the committee shall issue: a report of its findings and conclusions. 5) The deliberations of this committee shall not be construed as meeting the requirements to meet and confer separately with the Union regarding any matter related to wages, hours, or working conditions. County of Contra Costa: P.E;U. , Local One DATE ( ATTACHMENT D s EAS Health Services Department OFFICE OF THE DIRECTOR Administrative offices 20 Allen Street O: «v,:r :._ ;;Q Q 1 r 11: 1 ��l �} Martinez. California 94553 (415)372-4416 1 SEP 21 381 Sp COC CON?RA COSTA COUNTY NEA T)i SfAVJCES PERSONNEL _ September 4, 1987 Public Employees Union-Local =1 Attn: Henry Clarke, General Manager P. 0. Box 22' Martinez, CA 94553 --- Dear Mr. Clarke, This confirms the understandings reached in our recent meetings regarding weekend/holiday duty for Public Health Nurses. The conditions in this letter supercede all prior letters and become effective immediately, except as the schedule through December 1987 conflicts; in which case, it will remain in effect. All PHN's assigned to the Public Health Nursing Division will be scheduled to work' as primary or backup nurses for up to five weekends per calendar year. however, management retains the prerogative to make additional assignments in cases of emergency, but no nurse shall be required to work more than five weekends until all nurses have worked five weekends. A. General Assignment Conditions The annual schedule shall be made by assigning PHN's by, region (East/Central and West) in alphabetical order beginning where the prior year's d i j�(IdbC'i iCa i assign Lients enided, provided that excertion?s shall be to that order to comply with the criteria listed below in order of prio-ity -,nd that PHN's may volunteer for additional assignments, rega-dless of the conditions of this letter. 1 . No PHN will be- scheduled to work consecutive weekends unless that PHN volunteers to do so. 2a. The four major holidays for scheduling purposes include: 1 ) Thanksgiving and the following Friday; 2) Saturday and Sunday following Thanksgiving; 3) Christmas Day and the associated weekend; and 4) New Year's Day and the associated weekend. No nurse shall work more than one of these holidays, in a calendar year and the department will not schedule a PHN to work a second . such holiday until all PHN's have worked one since January 1 , 1986. 2b. ;The department will not schedule a PHN to work more than one !three-day weekend in a calendar year. '. t A_345 5/86 Contra Costa County Hf:ilry LjarKe _ September 4, 1987 Page 2 3. The department will endeavor in East/Central County to assign one PHN from each office to fill the primary and secondary assignments for each weekend', 4. A PHN who is temporarily reassigned between regions will remain on the weekend schedule forihis/her home region. 5. Monday and Friday holidays shall be assigned to the PHN with the contiguous weekend assignment. Tuesday, Wednesday, and Thursday holidays shall be assigned to the PHN assigned to the following weekend, except for Thanksgiving, which will be scheduled as in _#2 above. B. Alterations in the annual schedule may be made in the ways listed below. 1 . If the PHN with the primary assignment is unable. to work., the backup PHN will assume the primary assignment. The PHN who was unable to perform his/herassignment will , upon return to work, assume the next primary assignment of the backup PHN who assumed the primary assignment. 2. PHN's may trade assignments ptovided the trade is approved by the Director of Public Health!Nursing, or designee, and it is requested in writing at least '24 hours before the close of business prior to the affected weekend/holiday. If such a trade of assignments has been made but one PHN terminates or is unable to perform the assignment due to illness or other emergency acceptable tc the Director of Public health Nursing before either assignment is worked the original scheduled assignments remain in effect. If a PHN has already worked the first assignment and the other PHN is unavailable as above, the remaining assignment will be filled in the same manner as a vacant assignment (see #5 below). 3. If a PHN volunteers to take weekend/holiday assignment of another PHN without giving up a scheduled assignment of his/her own (referred to as a "one-way trade") , but has left County employment or is unable to perform that assignment due to illness or other emergency acceptable to the Director ofiPublic Health Nursing, the PHN originally scheduled shall beiresponsible to perform the required weekend/holiday assignments. A weekend/holiday assignment either worked by a "volunteer" or reassumed in those circumstances descri-bed above will count towards originally assigned PHN's five required assignments. 4. A PHN who is assigned to less than five weekends and who "volunteers" to cover a vacancy in the weekend schedule (either primary or backup) will have that weekend counted toward the five required weekend assignments. A PHN who is assigned to five or more weekends may volunteer to cover additional vacant weekends. Any PHN who assumes an additional assign4nt in this manner cannot change his/her mind and "unvolunteer". 5. Vacant assignments in the schedule caused by resignation or leave of absence will first be filled by volunteers, second by recently hired PHN's (provided they have satisfactorily completed their orientation for weekend duty)�, and third by PHN's who have not yet been assigned their first' five weekends. . The mandatory filling of such vacant. assignments as I' well as additional assignments Will be done utilizing, the regional alpha list, as modified :Henry Clarke . (� September 4, 1987 Page 3 to comply with priority criteria. 6. All changes, due to vacancy or illness, to the weekend schedule will be made by Public Health Nursing management as soon as possible after they have knowledge of the need for the change, preferably within .two weeks and five or more days prior to the assignment date. 7. Following each weekend worked, a PHN may request and will receive a Tuesday, Wednesday, or Thursday off, on vacation or other .av�.lable accrual , excluding sick leave. C. Additional Criteria for Scheduling of. Primary Weekend PPT PHN's effective September .18, 1987. 1 . The normal schedule for the PPT PHN will be a biweekly schedule including every Friday and alternating weekends o� Saturday through Monday. 2. The three-day weekends (including a Monday 'or Friday holiday)_:_ will be equally shared between the two PPT PHN's. This will necessitate occasional consecutive weekends. The work schedule for three-day weekends will be adjusted so that one regular work day preceeds the three-day weekend. 3. PPT PHN's will participate in the regular scheduling and rotation of the four major holidays. 4. PPT PHN's will be given the same consideration for leave. and medical appointments as is given to other PHN's. 5. PPT PHN's will not be subject to assignment to mid-week holidays, except in cases of emergency. _. - 6. PPT PHN's may trade assignments with the approval of the supervisor and the understanding that no such trade will be permitted to obligate payment of overtime. 7. The department and the union will meet to discuss the scheduling and assignments of the two PPT weekend PHN's four months after implementation of that new schedule. Further, if implementation of the PPT weekend scheduling is successful and it becomes necessary to discontinue it and 40duce PHN staffing, it is not the intent of the department that'the two initial incumbents of the trial positions suffer reduced displacement rights by having changed their status from PFT to PPT. The department' will , therefore, restore tho-;2 two initial PPT incumbents to PFT status prior to any stafFing reductions. If the above conforms to your understanding of the agreements reached in the meetings regarding weekend/ lidayiduty for PHN's, please sign below. Web Beadle, Dept. Personnel Officer HenrV11arke, General Manager Wendel Brunner, D. , Asst. Director-PH is WB:sf ,i ATTACHMENT E S Health Services Department Personnel Services •', 1` "4 OFFICE OF THE DIRECTOR n� Administrative Offices 597 Center Avenue,Suite 260 Martinez,California 94553-2658 (510)313-6600 rq COUN April 1, 1992 Henry Clarke, Gen. Mgr. CCC Employees Assn. , Local # 1 P.O. BOX 222 Martinez, CA 94553 Dear Mr. Clarke: This side letter confirms the following agreements reached with respect to Mental Health treatment staff. 1. Paragraph 4D of Exhibit B of the Board Order adopted on January .21, 1991 approving the grievance resolution of the Senior Mental Health Workers (formerly Mental Health Treatment Specialist A-level) is amended to read as follows: "During the period of January 1, 1991 to January 1, 1995, any incumbent of the Senior Mental Health Worker class who obtains a Baccalaureate degree will be reallocated to the class of Mental Health Specialist II . 2. Paragraph IVA of the side letter dated May 16, 1991 implementing the restructure of the Mental Health Treatment Specialist deep class is amended to read as follows: "During the four (4) year period following the approval of these classes, individuals who meet the minimum qualifications of any of the higher level classes, with the exception of the Senior Mental Health Counselor class, will be reallocated or reclassified without examination to the applicable higher class as , appropriate. This provision shall apply only to those employees who are in these classes at the time of implementation. Extensions to the window period may be granted by the division director on a case by case basis if an incumbent is scheduled ' to sit for the first licensing exam after the conclusion of the window period. A410 (12/90) Henry Clarke April 1, 1992 Page 2 If the foregoing conforms to your understanding of these agreements, please sign in the space provided below. Sincerely, Lois Ellison HSD Personnel Officer Acknowledged and agreed 0-21-0, enrydt- Clarke, General Manager CCC Employees Association, Local #1 LE#.mk ATTACHMENT F T. Health Services Department = Personnel Services OFFICE OF THE DIRECTOR . 0 ; 0 - �.,, { �� _ _��� Administrative Offices 597 Center Avenue,Suite 260 4.- - �� Martinez,California 944553-2658 " ,y`�C (510)313-6600 SpA ------- Henry Clarke - ° General Manager CCCEA-Local #1 P.O. BOX 222 Martinez, CA 94553 Dear Mr. Clarke: This letter is an addendum to the side letter dated May 16.,-. 1991 which implemented the classification restructuring to replace the Mental Health Treatment Specialist Deep Class. This letter confirms that the Health Services Department will provide non- licensed employees in the classes which replaced the Mental Health Treatment Specialist Deep Class with alternate or modified work assignments for the purpose of obtaining the clinical hours and supervision necessary to obtain licensure. Requests for such temporary reassignment must be addressed to the Mental Health Director through the employee's immediate supervisor and will require that the necessary hours be gained without break in assignment. No paid time off will be provided for academic studies, however leaves of absence or flexible hours for educational purposes will be considered on a case by case basis . Leaves of absence to obtain clinical licensure will be considered only for clinical specialties not available in the Health Services Department. These special assignments and leaves of absence are applicable only to employees who had permanent status in the Mental Health Treatment Specialist Deep Class at the time of the restructure in May, 1991 . If the foregoing conforms to your understanding, please indicate your approval} and acceptance by signing below. DATE: Lois Ellison Henry,.4. Clarke, General Manager Health Svcs Personnel Officer CCCEA, Local #1 Clay oreman, President Men al Health Unit LE:lp A410 (12190) AXTACUMAT b Contra Per�'l ,J-nnel Department Third Floor, Administration Bldg. Costa 651 Pine Street Martinez, California 94553-1292 County (415) 372-4064 Harry 0, Cisterman Director of Personnel July 18, 1984 Contra Costa Employees Association, Local 1 P.O. Box 222 Martinez, CA 94553 Attention: Mr. Henry Clarke Dear Sirs: This letter will confirm certain understandings relative to the Memorandum of Understanding between your Union and Contra Costa County covering the period July 1, 1983 through June 30, 1985 as follows: 1. -Section 4.1 Attendance at Meetings provides that shop stewards shall be allowed to attend meetings during work hours where their attendance is required for settlement of grievances. It is recognized that certain departments have allowed stewards reasonable time during work hours to investigate an employee's grievance in order to expedite settlement of said grievance. It is hereby understood that said practice will continue and that any claimed abuses of the use of this work time will be reported by the Department to the Union. 2. Section 20.5 Involuntary Reassignment Procedure provides for an involuntary reassignment policy for temporary reassign- ments of less than eight (8) weeks duration. It is hereby understood that with regards to employees in the General Services and Maintenance Unit, this procedure will not apply- to the Seal Coat Program assignment, to assignment of employees to various locations, to operate various equipment for training purposes and to the assignment of employees to operate the Gradeall, Vacall, Paint Striper, Bridge Truck and Hydroflush. 3. Section 22 - Dismissal , Suspension and Demotion contains as a reason for disciplinary action "sexual harassment". It is hereby understood that said provision applies to all County employees and will be incorporated in the County's Personnel Management Regulations. Ipmel INTERNATIONAL PERSONNEL MANAGEMENT ASSOCIATION MEMBER -2- If the foregoing conforms with your understanding, please indicate your accep- tance in the space provided below. Dated: c)'?I Dated: /Z/ Contra Costa County Employees Association, Local No. 1 Contra Costa County ATTACHMENT H AGREEMENT FOR CHANGES IN COMMUNICATIONS TECHNICAL SERVICES STAFF IN GENERAL SERVICES DEPARTMENT This is to confirm that the General Services Department and Local 1 have met and agreed to change*s within the Communication Division' s Technical Services section, subject to approvdr"from Personnel, County Administrator and the Board of Supervisors. General Services agrees to submit a P-300 to approve four new classifications; to replace four existing classifications, add permanent positions to replace long-term temporary positions; and request the Director of Personnel to reclassify, without exam, current permanent staff in subject classifications. Local 1 agrees that when the P-300 becomes effective, the current on-call pay will change to a weekly flat rate of $175, -with a cost-of-living adjustment (COLA) to be granted with each subse- quent salary COLA increase; the current 5% climbing pay provision will be eliminated and employees, who are- required to climb towers, will be paid one hour of straight time on any day in which they climb; construction tower work will be contracted out; and County vehicles will no longer be taken home when employees are on call or overtime. Approved by representatives from Local 1, General Services, and Personnel: (Signat4re) Local 1 Title (S'14natuGeneral Services Dept. Title AA.,_ Z- 2 (Signature) Personnel Department Tit 3Z0 4 Da - ATTACIU'IENT I Contra GENERAL SERVICES DEPARTMENT Barton J.Gilbert 1220 Morello Avenue,Suite 200 Director Costa _ Martinez,California 94553-4711 1 G.Bechtold 7" `=Yt:t r. (510)313-7100 Deputy Director county �r� ,�L >�LP Kathy Brown + Deputy Director x f •::� June 17, 1992 Sra'coiirT'i Henry Clarke, General Manager Contra Costa County Employees Local No. One P. O. Box 222 Martinez, California 94553 Dear Henry: This letter is to confirm agreement between Local No. 1 and the General Services Department regarding a trial period for voluntary stand-by assignments for Communications Equipment Technicians in the General Services and Maintenance Unit. Effective April 1, 1992, General Services agrees to a one-year trial period in which stand-by assignments may be . rotated on a voluntary basis among a minimum of four Communications Equipment Technicians . Any Communications Equipment Technician who wishes to be on stand-by will be put into the rotation, even if the number exceeds four people. If four Communications ]kquipment Technicians do not volunteer for stand-by, then the assignment shall be made in order of inverse seniority and shall remain in effect for six months, with the Communications Equipment Technician assigned to the West County Justice Center ineligible for voluntary stand-by as long as the assignment_ is a 4/10 work schedule. At the end of the six-month assignment, those Communications Equipment Technicians who were involuntarily assigned to stand-by shall not be considered for the next assignment. Prior to the end of the trial period, General Services Department Management agrees to meet and discuss the continuation or end of voluntary stand-by with Local No. 1 . Management reserves the right to discontinue the trial period if there are operational and/or customer service delivery problems, and will meet and discuss with Local No. 1 if such problems occur. Henry Clarke June 17, 1992 Page -2- If the foregoing conforms to your understanding, please indicate your approval and acceptance in the space provided below. Sincerely, r Mickey avis Administrative Services Assistant MD:mak Contra Costa County Contra Costa County Employees Association, Local No..,-One Rich Heyne H n Clarke Employee Relatiou Officer Gen ral Manager Date: ����jl Date: ATTACHMENT J Contra GENERAL SERVICES DEPARTMENT Barton J.Gilbert 1220 Morello Avenue,Suite 200 Director Costa Martinez,California 94553-4711 J.G.Bechtold NU nt (510)313-7100 Deputy Director Kathy Brown Deputy Director L _ . April 13, 1992 STS F4tr Henry Clarke, General Manager Contra Costa County Employees Association Local No. One P. O. Box 222 Martinez, California 94553 Dear Henry: This letter is to confirm agreement between Local No. 1 and the General Services Department regarding health and__ safety issues. The General Services Department agrees to the following: 1. To provide employees in the Building Trades Unit an annual Tuberculosis skin test, to be included as part of the annual respirator examination, at no cost to the employee. 2. To request that the Building Trades Unit annual respirator examination include a rectal exam. 3. To continue to work with employees, Risk Management and Occupational Health when specific hazardous materials and/or toxins are identified in the worksites. The concerns raised regarding leaded paint were investigated, and Risk Management has determined that the lead content is within safe acceptable levels. 4. To provide, on a voluntary basis, vaccination for Hepatitis B to employees of the Building Trades Unit whose assignments include adult or juvenile detention facilities. The County reserves the right to determine the most economical means of providing the vaccination, which will be determined through a feasibility study to be conducted within 90 days after the execution of the MOU. General Services Department management agrees to meet and discuss the results of the feasibility study with Local No. 1. Henry Clarke April 13, 1992 Page -2- 5. To provide instruction in traffic coning safety to employees in the Building Trades Unit whose assignments require working adjacent to roadways. 6. To include previous vehicle accidents only if they---occurred within the preceding 3 years when considering recommendations for disciplinary action, as a result of a current vehicle accident. If the foregoing conforms to your understanding, please indicate your approval and acceptance in the space provided below. Sincerely, Mickey, avis Administrative Services Assistant MD:mak Contra Costa County Contra Costa County Employees Association, Local No. One Rich Heyne- Henr�'Clarke Employee Relations officer General Manager Date: ATTACHMENT K Contra Personnel Department Costa Third Floor, Administration Bldg. 651 Pine CStreet ou Martinez, California 94553-1292 nty (415)646-4064 Harry 0. Cisterman June 3, 1988 Director of Personnel Mr. Henry Clarke, General Manager Contra Costa County Employees Assn. , Local #1 PO Box 222 Martinez CA 94553 Re: Central Library Vacation Policy Dear Mr. Clarke: 1�i good conscience I cannot accept Local #1 's vacation scheduling proposal for the Central Library because it would result in hardship for non-vacatip-ning staff, and would seriously damage public service. At the Central Library there are six desks that need to be covered 11 'hours each day by 15.5 public service FTEs. Simple arithmetic totals 4.25 desk hours/day/FTE. Arithmetic does not take account of sick leave, vacancies, meetings, double-staffing the Reference desk during peak times, or the fact that every employee isnot qualified to cover every desk. The worst case scenario could mean 3 staff members missing on the same night or the same Saturday, leaving 3-4 persons on the evening or 5-6 on a Saturday. This would not be enough, even if staff were able to work eight desk hours, covering more than on desk simultaneously. Closing the Library because of scheduled vacations seems irresponsible. However, I also recognize that each employee earns at least 3 weeks vacation per year, plus 3 days of floating holiday. This totals more than 52 weeks of earned time off by Central Library Reference employees, and means that there must be some vacation overlap. The problem is scheduling this overlap to have minimal impact on remaining staff and public. When there is overlap, P.I. 's will be asked to cover the peak hours. I propose the following procedure: 1 . Post a list of staff by seniority. 2.. Rouce, in seniority order, a calendar for the year in question. Each person enters his/her first choice in the appropriate week/days. If there is a conflict, staff members negotiate directly with each other to resolve the conflict. A conflict is defined as two persons overlapping for more than one week, or two persons from the same Central Unit , (e.g. , Children's Documents, Periodicals, Reference) overlapping at all . !PM61 INTERNATIONAL PERSONNEL MANAGEMENT ASSOCIATION MEMBER - 2 - 3. When the process has been completed, Head of Reference and Head of Central will review the calendar. Where there are conflicts, as defined above, the most senior person(s) will be given vacation. The other vacation(.$) will be denied. Head of Reference will recommend to Head of Central the P.I. hours needed. Head of. Central will approve or disapprove, and Head of Reference will assign P.I . scheduling to staff approved for vacation. 4. When there is overlap, it will be understood that staff may be assigned to the public desk 5-6 hours per day. It may not be possible always to staff the Children's Desk or to double-staff Reference. Dinner and lunch hours may need to be changed. 5. The use of P.I.'s to cover lengthy vacation overlaps is not a practical solution. If P.I . 's are frequently scheduled to cover vacations, they are not available for sick leave and vacancies. Also, it is not always possible to find a P.I . for the times needed. Although staff might survive the stress of increased desk hours for a day or so, they would have, I believe, great difficulty with prolonged periods of vacation overlap. 6. Post final approved vacation schedule. If the foregoing conforms with your understanding, please indicate your accep- tance and approval in the space provided below. Approved nd Accepted Date: 3 d 44121� Cj��2 i/o- _Kd ryrke, General Manager Ernest Siegel , County Librarian Contra osta County Employees by Association, Local #1 Bill Hamilton, Chief Employee Relations Division Contra Costa County A t i Hl,tivtu4 i j, Contra -- ------- Personnel Department Costa .f . • -%� �' Administration Bldg. ;� 651 Pine Street Count/ - Martinez, California 94553-1292 April 29, 1992 Henry Clarke, General Manager Contra Costa County Employees Assn. , Local No. 1 P. O. Box 222 Martinez CA 94553 Dear Mr. Clarke This letter of agreement confirms the understanding between the parties relative to the Public Defenders' longevity differential program and flexible staffing in the Deputy Public Defender series. I. Public Defender Longevity Differential Program Effective July 1; 1987 and thereafter, Deputy Public Defenders who have completed ten (10) years of County service will be eligible to receive commencing the first of the following month, a 2.5% longevity differential, cdnditional on having previously received two consecutive satisfactory annual performance evaluations as certified by the appointing authority. If a Deputy Public Defender has not previously received two consecutive satisfactory annual performance evaluations, he/she will be reconsidered for the longevity differential annually on their service year anniversary date under the same criteria as the initial ten (10) years service review, with the understanding that the appointing authority will conduct an annual performance evaluation prior to the review. II. MOU 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/she may then be promoted to the next higher classification within the job series without need of a classification study. The County's practice, as provided for in the Personnel Management Regulations, Sections 306(e), 503(b) and 713 of allowing work performed as a temporary employee in a particular class to be used as part of the experience needed to meet the minimum requirements of a class and/or to constitute work performed in that class, shall continue. If an operating 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. If the foregoing conforms to your understanding, please indicate your approval and acceptance in the space provided below. Dated: Z4- CONTRA COSTA COUNTY LOCAL NO. 1 Harry D. CisteraigrX Henr larke, General Manager Director of Person-n--e-� JFF.yba I/Ioa 2 ATTACHPIENT M PC3879.1 CLASS C SALARY LISTING PAGE 1 CF05 CODE A AGR TCULTUP,F AND ANIMAL C[1NT4OL UNIT C F!1 4-5 CLAS LEVEL SALARY RANGE CLASS TITLE 0 A SAWA . C5-1591 . 2229.30 - 2710.00 . . AGRICULTURAL BIOLOGIST I 0 A SAVA . C5-1714 . 2521.00 - 3064.00 . . AGRICULTURAL BIOLOGIST It 0 A BATS . C5-1809 . 2772000 - 3370.00 . . AGRICULTURAL BIOLOGIST III Q A BA7A . C5-1469 . 1974.00 - 2399.00 . . AGRICULTURAL PIOLOGIST TRAINEE 0 A RJWC . C5-1451 . 1938.00 - 2356.00 . . ANIMAL CENTER.-:.TECHNICIAN 0 A BJWS . C5-1427 . 1892.00 - 2300.00 . . ANIMAL CONTROL CENTER ATTENOAN 0 A BJWA . C 5-147? . 2034 .00 - 2472.00 . . ANIMAL CONTROL OFFICER 0 A RKVA . C5-1558 . 2157.00 - 2622.00 . . ANIMAL HEALTH TECHNICIAN 0 A V4TR . C5-1518 . 2073.00 - 2519.00 . . LEAD VFCTOR CONTROL TECHNICIAN Q A BgWI . C1-1363 . FLAT - 2158.00 . . PEST CFTECTION SPECIALIST - PR 0 A RJTC . C5-1503 . 2036.31 - 2474.00 . . SFNIOR ANIMAL CENTER TECH4TCT A 0 A V4W2 . C3-1274 . 1700.00 - 1974.00 . . VECTOR CONTROL TECHNICIAN-CARE 0 A RW7A . C5-1427 . 1992. 00 - 2300.00 . . WEIGHTS E MEASURES INSPECTOR T 0 A RWWA . C5-1604 . 2259.00 - 2745.00 . . WEIGHTS AND MEASURES INSPECTOR 0 A BWVA . C5-1714 . 2 52 1.00 - 3064.00 . . WEIGHTS AND MEASURES INSPECTOR 0 A RWT9 C 5-180? . 2772.00 - 3370.00 . . WE IGH TS AND MEASURES INSPECTOR w P'-0879.1 CLASS E SALARY LISTING PAGE 2 .i:. CF05 CODE B ATTFNDANT - LVN-ATDF UNIT FO 4-5 CLAS LEVEL SALARY RANGE CLASS TITLE 0 B VT7F . C5-1443 . 1923.00 - 2337.00 . . ANESTHFSIA TECHNICIAN 0 R VQWC . C5-1379 . 1804.00 - 2192.00 . . CONSERVATORSHIP/GUARDIANSHIP 0 B VSWG . C5-1325 . 1719.00 - 2077.00 . . DEVELOPMENTAL PROGRAM AIDE 0 R VMWR . CS-1267 . 1613.00 - 1960.00 . . FAMILY PLANNING AIDE 0. R VXWA . C 5-1179 . 1477.10 - 1795.03 . . HOME HEALTH AIDE I 0 R VKVA . C5-1274 . 162. 7.00 - 1978.00 . . HOME HEALTH AIDE II 0 R VTWA . C5-1350 . 1752.03 - 2130.00 . . HOSPITAL ATTENDANT 0 R VT7H . C1-1306 . FLAT - 2038.00 . . INTERIM PERMIT VOCATIONAL NUR Q R VT7G . XB-1631 . 2207.00 - 2818.00 . . LICENSED VCCATICNAL NURSE Q R V9WC . C5-1387 . 1818.00 2210.00 . . MORGUE ATTENDANT 0 9 VT7F . C5-1407 . 1855.00 - 2255.00 . . ORTHOPEDIC TFtHNICIAN 0 R VQW9 . X8-1630 . 2207.00 - 2818.00 . . PSYCHIATRIC TECHNICIAN 0 R VKWa . C5-1276 . 162 7.00 - 1978.00 . . PUBLIC HEALTH AIDE 0 R VKW2 . C3-1130 . 1550.t!O - 1709.01 . . PUBLIC HEALTH AIDE-CAREER OEV 0 R VKW3 . C5- 1276 . 162.7.00 - 1978.00 . . PUBLIC HEALTH AIDE-PROJECT 0 R VMWC . C5-1319 . 1699.00 - 2065.00 . . PUBLIC HEALTH DENTAL ASSISTAN 0 B V9WG . C5- 1528 . 2073 .00 - 2545 .CO . . REGISTFRE0 .DENTAL ASSISTANT 0 9 V491 - C3-1024 . 1395 .00 - 1538.00 . . SANITATION AInE-CAREER DEVELO 0 R 64WN . C3-1491 . 2224.00 - 2452.00 . . SECURITY OFFICER 0 R VSTA . C5-1423 . 1885.00 - 2291.00 . . SENIOR DEVELOPMENTAL PROGRAM 0 R VMV9 . C5- 1459 . 1954.00 - 2375.00 . . SENIOR PUBLIC HEALTH DENTAL A 0 R VT78 . XB-1630 . 2237.00 - 2818.00 . . SURGICAL TFCHNOLOGIST 0 R V5WA . C5-1325 . 1709. 001 - 2077.00 . . THERAPIST AIDE 0 R V5W2 . C3-1178 . 1627.10 - 1793.00 . - THERAPIST AIDE-CAREER DEVELOP P:'1879.1 CLASS 6 SALARY LISTING PAGE 3 CF05 CODE E BUTL.DTNG TRADES UNIT CFO 4-5 CLAS LEVEL SALARY RANGE CLASS TITLE 0 F FRSA . C5-1667 . 2435.00 — 2924.00 . . ABATEMENT SPECIALIST 0 F GFWR . 'C3-1857 3707o Otl — 3535,00 . . C ARPENTER 0 E GFWA . C3-1927 3439.00 — 3791.00 . . ELECTRICIAN 0 F GFTC . C3-1964 3568.00 — 3934.00 . . LEAD CARPENTER 0 F GFTA . C3-2012 3744.00 — 4128.00 . . LEAD ELECTRTCI4N 0 F GFTB . C3-1964 3568.00 — 3934.00 . . LEAD PAINTER 0 F GFTE . C3-2141 47.59.00 — 4696.00 . . LEAD STEAMFITTER 0 F GFWF . C3-1857 . 3207.0O — 3535.00 . . PAINTER 0 F GFWF . C3-1912 . 3388.00 — 3735.00 . . PLUMBER—PIPEFTTTER 0 GFVA . C3-2046 . 3873.00 — 4270.00 . . STEAMFTTTFR a a 0 0 b �A PC0879.1 CLASS E SALARY LISTING PAGE 4 CFO5 CODE F DEPUTY PUBLIC DEFENDER UNIT f_F 0 4-5 CLAS LEVEL SALARY RANGE CLASS TITLE 0 F 25NA . C1-1798 . FLAT - 3333.00 . . DEPUTY PUBLIC DEFENDER I 0 F 2. 5VA . C5-2199 . 4094.00 - 4976.00 . . DEPUTY PUBLIC DEFENDER II 0 25TR . C5-2404 . 5025.00 - 6107.00 . DEPUTY PUBLIC DEFENDER III 0 F 25TA . C5-2543 . 5773.00 - 7018.00 . . DEPUTY PUBLIC DEFENDER IV 0 F 25N2 C 1-1798 . FLAT - 3333.00 . . DEPUTY PUBLIC -OrtFENDER-SPECIAL PC0879.1 CLASS E SALARY LISTING PAGE 5 CF05 CODE M ENGTNEERTNG UNIT CFO 4-5 CLAS LEVEL SALARY RANGE CLASS TITLE 0 M OYVA . C5-1825 . 2817. 00 - 3424.00 . . ASSISTANT REAL PROPERTY AGENT 0 M DYTA . C 6-2121 . 3426.30 - 4373.00 . . ASSOCIATE REAL PROPERTY AGENT 0 M NPWB . C5-1727 . 2554.00 - 3104.00 . . COMPUTER AIDED DRAFTING OPERAT 0 M NP7A . C3-1500 . 2244.00 - 2474.00 . . COMPUTER AIDED DRAFTING OPERAT 0 N GFWD . C3-1775 . 2954.00 - 3257.00 . . DRAFTING ESTtMA:TOR 0 M 3PWA . C5-1632 . 2323.00 - 2823.00 . . GRAPHIC ARTIST 0 M SHWA . C5-1405 . 1851.00 - 2250.00 . . GRAPHICS TECHNICIAN I 0 M 5HVA . C5-1632 . 2323.00 - 2823.00 . . GRAPHICS TECHNICIAN II 0 M 5HW1 . C3-1259 . 176400 - 1945.00 . . GRAPHICS TECHNICIAN-CAREER DEV 0 M NPWA . CS-1405 . 1851.00 - 2250. 00 . . JUNIOR DRAFTER 0 4 DYWA . C5-1540 . 2119.00 - 2575,00 . . JUNIOR REAL PROPERTY AGENT 0 u DYW1 . C5-1540 . 2119.00 - 2575.00 . . JUNIOR REAL PROPERTY AGENT - P 0 M NPTA . C5-1825 . 2817.00 - 3424.00 . . LEAD COMPUTER AIDED DRAFT OPER 0 M nY78 . X8-1607 . 2] 57.00 - 2754.00 . . REAL PROPERTY TECHNICAL ASSIST A M nY7A . C5-1366 . 1780.00 - 2164.00 . . REAL PROPERTY TECHNICIAN 0 M NPVA . C5-1632 . 2323.00 - 2823.00 . . SENIOR ORAFTER 0 M DYTR . XO-2160 . 3840.00 - 4786.00 . . SENIOR REAL PROPERTY AGENT 0 M nY7C . C5-1727 . 2554.00 - 3104.00 . . SENTCR REAL PROPERTY TECHNICAL 0 M NPHR . C5-1722 . 25' 1.00 - 3089.00 . . SUPERVISING DRAFTER 0 M N4WA . C5-1625 . 2309. 00 - 2806.00 . . TRAFFIC SAFETY INVESTIGATOR i P^0879.1 CLASS E SALARY LISTING PAGE 6 CF05 CODE 3 CHILD DEVELOPMENT UNIT CFO 4-5 CLAS LEVEL SALARY RANGE CLASS TITLE 0 n 9953 . CS-1395 . 1833.00 - 2228.00 . . CHILD DEVELOPMENT EDUCATION SPF 0 n 9951 . C5-1205 . 1516.DO - 1842.00 . . CHILD DEVELOPMENT FISCAL CLERK 0 O Q9S2 . C5-1563 . 2168.00 - 2635.00 . . CHILD DEVELOPMENT FISCAL TECHNI 0 n 99W6 . C5-0670 . 888.00 - 10790-00 . . CHILL DEVELOPMENT FOOD SERVICE 0 1 QQV? . C5-1064 . 1317.00 - 1600 .00 . . CHILD OEVELOP ME"NT FOOD SERVICE 0 1 99H1 . C5-1125 . 1399.00 - 1701 .00 . . CHILD DEVELOPMENT HEAD TEACEER 0 1 Q9W9 . C5-1064 . 131 7.00 - 1600.00 . . CHILD DEVELOPMENT NUTRITION AS" 0 n Q9WO . C5-1612 . 22.77.00 - 2767.00 . . CHILD DEVELOPMENT NUTRITIONIST 0 1 Q9W8 . C5-164 . 1317.00 - 1600.00 . . CHILD DEVELOPMENT SUPPORT SERVI 0 1 94W7 . C5-0670 . 888.00 - 1079.00 . . CHILD DEVELnpmFNT TEACHER ASSI� 0 0 9QV3 . C5-0924 . 1145.00 - 1391.00 . . CHILD DEVELOPMENT TEACHER PROX PC087911 CLASS G SALARY LISTING PAGF 7 CF05 CODE S GENERAL SERVICES 44D MAINTENANCE UNIT CFO 4-5 CLAS LEVEL SALARY RANGE CLASS TITLE 0 S FRS2 . C3-1520 . 2290.00 - 2524.00 . . ABATEMENT SPECIALIST-CAREER DEV 0 S 9BVB . C5-1696 . 2476.10 - 3010.00 . . AIRPORT OPERATIONS SPECIALIST 0 S 98WR . C5-1448 . 1933*30 - 2349.00 . . AIRPORT SERVICES TECHNICIAN I 0 S PM7A . C3-1707 . 2750.00 - 3043.00 . . APPRENTICE MECHANIC Q S 9KW6 . C5-1377 . 1830.00 - 2. 188.00 . . ASSESSMENT SPECIALIST-PROJECT 0 S 91WA . C5-1433 . 1gl4.00 - ?3l4.00 . . ASSISTANT AUTOMOTIVE PARTS TECa A S PSSE . C5-1766 . 2656.00 - 3228.00 . . ASSISTANT PUBLIC WORKS MAINTEN/ 0 S 91VR C5-1602 . 2254.00 - 2740.00 . . AUTOMOTIVE PARTS TECHNICIAN 0 S 917A . C5-1360 . 1777.00 - 2151.OD . . AUTOMOTIVE PARTS TECHNICIAN TRr 0 S FAWR . C3-1782. . 2975.00 - 3280.00 . . BUILDING INSPECTOR I Q S FAVO . C3-196? . 3561 .00 - 3926.00 . . BUILCING INSPECTOR 11 0 S FRWA . C5-1551 . 2142.00 - 2604.00 . . BUILDING PLAN 'C-HECK ER I 0 S FRVA . C5-1697 . 2474.00 - 3013.00 . . BUILDING PLAN CHECKER 11 0 S FR7A . C5-1356 . 1763.00 - 2143.00 . . BUILCING PLAN CHECKER TRAINEE Q S FR74 . C5-1210 . 1523.00 - 1852.CO . . BUILDING PLAN CHECKER TRAINEE-( 0 S 1FWA . C5-1447 . 1931.00 - 2347.00 . . CENTRAL SUPPLY TECHNICIAN Q S 'IEW1 . C3-1303 . 183 8. 00 - 2026.00 . . CENTRAL SUPPLY T ECHNTCIAN-CARF..E Q S 0FWD . C5-1473 . 1981.00 - 2408.00 . . COMMUNICATIONS EQUIPMENT INSTAL 0 S PFWF . C 5-18 74 . 2958 .00 - 3596.00 . . CCMMUNICAT IONS EQUIPMENT TFCHN! 0 S LJ7X . C5-1702 . 2491.00 - 3028.00 . o . COMPUTER EQUIPMENT TECHNICIAN 0 S LJWB . C.5-1439 . 1415.00 - 2.328.00 . . COMPUTER OPERATOR 0 S LJ7B . C3-1363 . 1957.00 - 2158.00 . . COMPUTER OPERATOR TRAINEE 0 S 1KWA . C3-1435 . 2103.00 - 2319.00 . . COOK A S IKW3 . C3-1386 . 2003.00 - 2.208.00 . . COOK-CAREER DEVELOPMENT EMPLOY' 0 S IK7A . C5-1299 . 1665.00 - 2024.00 . . COOKS ASSISTANT J PCn879.1 CLASS C SALARY LISTING PAGE 8 CF05 CODE S GFVERAL SERVICES AND MAINTENANCE UNIT rFo 4-5 CLAS LEVEL SALARY RANGE CLASS TITLE 0 S GK78 . C3-1120 . 1535.00 - 1692.00 . . CUSTODIAL SERVICES AIDE 0 S GK7A . C3-1156 . 1591.00 - 1754.00 . . CUSTODIAN I 0 S GK71 . C3-1156 . 1591.00 - 1754.00 . . CUSTODIAN I - PROJECT Q S GKW8 . C3-1278 . 1798.00 - 1982.00 . . CUSTODIAN II 0 S GK76 . C3-1107 . 1515.00 - 1671.00 . . CUSTODIAN-CAREE=R-° DEVELOPMENT EM 0 S LJWC ' . C5-1439 . 1915.00 - 2328.00 . . DEPARTMENTAL COMPUTER OPERATOR 0 C LASE . C5-1702 . 2491.00 - 3028.00 . . DEPARTMENTAL COMPUTER SYSTEMS T 0 S 64WG . C5-1243 . 1574.00 - 1914.00 . . DETENTION SERVICES AIDE Q S 64W3 . C3-1190 . 1646.00 - 1815.00 . . DETENTION SERVICES AIDE-CAREER 0 S 64VC . C5-1335 . 1728. 00 - 2100.00 . . DETENTION SERVICES WORKS 0 S 90WA . C5-1469 . 1974.00 - 2399.00 . . DRIVER CLERK 0 S 9QW1 . CS-1469 . 1974.00 - 2399.00 . . DRIVER CLERK - PROJECT 0 S 90W3 . C3-132.3 . 1 889.30 - 2()73.00 . . DRIVER CLERK-CAREER DFVELOPMENT Q S 9XVB . CS-1429 . 1996.00 - 2305.00 . . DUPLICATING MACHINE OPERATOR 0 S 9XV2 . C3-1272 . 1 78 7.00 - 1970.00 . . DUPLICATING MACHINE OPERATOR-CA 0 S J9SA . . C5-1445 . 1927. 00 - 2342.00 . . ELECTIONS TECHNICIAN 0 S FATA . C5-2312 . 3396.30 - 4128.00 . . ELECTRICIAL INSPECTOR 0 S PEWS . CS-1737 . 2580.00 - 3136.00 . . ELECTRONIC EQUIPMENT TECHNICIAN 0 S PMWB . C3-1824 . 3133.00 - 3421 .00 . . EQUIPMENT MECHANIC 0 S PSVA . C3-1618 . 2525.00 - 2784.00 . . EQUIPMENT OPERATOR I 0 S PSTA . C371766 . 2928.00 - 3228.00 . . EQUIPMENT OPERATOR II Q S PMV8 . C3-1592 . 2460.00 - 2713.00 . . EQUIPMENT SERVICE WRITER 0 S PMVA . C3-1592 . 2460.00 - 2713.00 . . EQUIPMENT SERVICES WORKER 0 S GMWA . C5-1573 . 2190. 00 - 2662.00 . . FIRE MAINTENANCE WORKER PC0879.1 CLASS C SALARY LISTING PAGE 9 CF05 CODE S GENERAL SERVICES AND 4AINTENANCE UNIT CFO - 4-5 CLAS LEVEL SALARY RANGE CLASS TITLE Q s GMWI . C3-1426 . 2084.00 - 2298«00 . . 'FIRE MAINTENANCE WORKER-CAREER - Q S PMTS . C3-1729 . 2821.00 - 3111 .00 « . FLEET EQUIPMENT SPECIALIST Q S 607A . C5-1586 . 2219.10 - 2696.00 « « FORENSIC TECHNOLOGIST - 0 S PMWC . C3-1286 . 1812.00 - 1998.00 . . GARAGE ATTENDANT 0 S PNWI . C3-1267 . 1778.00 - 1960.00 « « GARAGE ATTENDANT-CAREER DEVELF 0 S GPWA . £3-1414 . 2059000 - 2270.00 « . GARDENER 0 S NXWA . C5-1829 . 2118.10 - 3438.00 « . GRADING TECHNICIAN 0 S GPVO . C3-1610 . 2505.00 - 2762.00 « . GROUNDS MAINTENANCE SPECIALIST 0 S GPVF « C3-1610 . 2 51 5.'1!1 - ? 762 .00 « « GROUNCS MAINTENANCE- SPECIAL IST 0 S GPWD . C3-1414 . 2059.00 - ?. 270.00 . . GROUNDS RESOURCE CENTER ATTEND 0 S GP7A « C3-1293 . 1825.00 - 2012.00 « . GROUNDSKEEPER 0 S GP71 . C3-1244 . 1738.00 - 1916«00 « . GROUNDSKEEPER-CAREER DEVELOPMF 0 S 1KHP. . C.3-1668 « 2655.10 - 2927.00 « . HEAD DETENTION COOK - 0 S 64WF . C5-1350 . 1752.00 - 2130.00 « . IDENTIFICATION TECHNICIAN I 0 S 64VC « C5-1539 . 2117.00 - 2573.00 « « IDENTIFICATION TECHNICIAN II �- 0 S IKWC . C5-1273 . 1622.00 - 1972.00 . « INSTITUTIONAL SERVICES AIDE Q S 1KW2 « C3-1126 . 1544.00 - 1703.00 . . INSTITUTIONAL SERVICES AIDE-CA 0 S 1KV8 . C7-1366 . 1783 .)0 - 2164.00 « « INSTITUTIONAL SERVICES WORKER 0 S 1KV8 « C7-1366 . FLAT - 2272.00 . . * INSTITUTIONAL SERVICES WORKER - 0 S lXV8 C7-1366 . FLAT - 2386.00 « . * INSTITUTIONAL SERVICES WORKER Q S PSWR « C3-1445 . 2124.00 - 2342.00 « « LAEORER 0 S PSW2 . C.3-1396 . 2023.00 - 2230.00 « « LABORER-CAREER DEVELOPMENT EMP 0 S 98TA C5-1791 . 2723.10 - 3310«00 . . LEAC AIRPORT OPERATIONS SPECIA 0 S 1 KTA « C3-1572 . 241 2.00 - 265 4.00 . . LEAD COOK Q S GKTB . C3-1376 . 1933.10 - 2186«00 . « LEAD CUSTODIAN 4 w I PC0879.1 CLASS £ SALARY LISTING PAGE 10 CF05 CODE S GENERAL SERVICES AND MAINTENANCE UNIT CFO 4-5 CLAS LEVEL SALARY RANGE CLASS TITLE 0 S 64TB . C5-1434 . 1936.00 - 2316.00 . . LEAD DETENTION SERVICES WORKER 0 S GPTA . C3-1561 . 2385.00 - 2630.00 . . LEAD GARDENER 0 S GWTA . C3-1818 . 3084.00 - 3400.00 . . LEAD OPERATING ENGINEER 0 S 9KT4 . C5-1377 . 1800.00 - 2188.00 . . LEAD WEATHER I ZA TION/HOME REPAIR 0 S GKTA . C3-1430 . 2093.00 - 2307.00 . . LEAD WINDOW WAS-MER 0 S 9XWD . C5-1375 . 17) 7.00 - 2184.00 . . MAILING MACHINE OPERATOR 0 S FATB . CS-2012 . 3396.00 - 4128.03 . . MECHANICAL INSPECTOR 0 S 9XWA . C5-1224 . 1545.00 - 1878.00 . . MICROFILM TECHNICIAN I 0 S gVW4 . C5-1224 . 1545.00 - 1878.00 . . MICROFILM TECHNICIAN I - PRCJEC 0 S 9XVA . C5-1321 . 1702.00 - 2C69.00 . . MICROFILM 'TECHNICIAN II 0 S 9XV1 . C5-1321 . 1702.00 - 2069.00 . . MICROFILM TECHNICIAN II - PROJEI 0 S 9XTA . C5-1420 . 1879.00 - 2284.00 . o MICROFILM TECHNICIAN ITT 0 S QXT1 . C5-1420 . 1879.10 - 2284.00 . . MICROFILM TECHNICIAN III - PROJI 0 S 9XW5 . C3-1077 . 1470.00 - 1621.00 . . MICROFILM TECHNICIAN-CAREER OEV 0 S 9XWC . C5-1135 . 141 3.00 - 171.8.00 . . OFFICE SERVICES WORKER I 0 S gXVC . C5-1244 . 1576.00 - 1916.00 . . OFFICE SERVICES WORK.ER II 0 S 9XW6 . C3-0988 . 1345.10 - 1483.00 . . OFFICE SERVICES WORKER-CAREER Di 0 S GWWA . C5-1603 . 2256.00 - 2743.00 . . OPERATING ENGINEER I 0 S GWVB . C3-1725 . 2810.00 - 3098.00 . . OPERATING ENGINEER IT 0 S 999C . C5_1100 . 1.3 65.00 - 1659 .00 . . PROCESS SERVER 0 S 9XVD . C5-1469 . 1974.00 - 2399.00 . . REPROGRAPHICS TECHNICIAN IT 0 S 9XTB . C5-1577 . 2198.00 - 7.672.00 . . REPROGRAPHICS TECHNICIAN III 0 S PSWA C3-1776 . 2957.00 - 3260.00 . . ROAD MAINTENANCE CARPENTER 0 S PSWO C3-1618 . 2525 .00 - 2784.00 . . ROAD MAINTENANCE CARPENTER APPR 0 S FRTA . C5-1795 . 2734.00 - 3323.00 . . SENIOR BUILDING PLAN CHECKER PC0879.1 CLASS E SALARY LISTING PAGE 11 CF05 CODE S GENERAL SERVICES AND MAINTENANCE UNIT CFO 4-5 CLAS LEVEL SALARY RANGE CLASS TITLE 0 S PETB . C5-1973 . 32a 2.00 - 3990.00 . . SENIOR COMMUNICATIONS EQUIPNE41 9 S LJVB . C5-1537 . 2112.00 - 2568.00 . . SENIOR COMPUTER OPERATOR 0 S LJWD . C5-1537 . 2112.00 - 2568.00 . . SENIOR DEPARTMENTAL COMPUTER Of 0 S NXVA . C5-1926 . 3116.00 - 3788,00 . . SENIOR GRADING TECHNICIAN Q S PSTD . C3-1766 . 2928.00 - 3228.00 . . SENIOR VEGETATION MANAGEMENT Ti Q S 64WQ . C5-1385 . 1815.00 - 2206.00 . . SHERIFFS PROPERTY TECHNICIAN Q S 64VO . C5-1580 . 22) 5.00 - 2680.00 . . SHERIFFS PROPERTY TECHNICIAN A S 64WF . C5-1414 . 1868.00 - 2270.00 . . SHERIFFS SERVICES ASSISTANT I 0 S 64VR . C5-1539 . 2117. 0 - 2573.00 . . SHERIFFS SERVICES ASSISTANT I' 0 S 999A . C5-1097 . 1351. 00 - 1654.00 . . SPECIAL QUALIFICATIONS WORKER 9 S 999G . C5-1237 . 1565.00 - 1902.00 . . SPECIAL SERVICES WORKER - II 0 S 999F . C5-1097 . 1361.00 - 1654.00 . 9 SPECIAL SERVICES WORKER-I 0 S PSTC . C3-1766 . 2928 .00 - 3228.00 . . SPECIALTY CREW LEADER 0 S 91VA . C5-1559 . 2159. 00 - 2625.00 . . STOREKEEPER Q S 91WC . C5-1367 . 1770.00 - 2151.00 . . STOREROOM CLERK Q S 91W1 . C5-1360 . 1770.00 - 2151.00 . . STCREROOM CLERK - PROJECT 0 S 91W3 . C3-1213 . 1685.00 - 1857.00 . . STOREROOM CLERK-CAREER DEVELOP, 0 .S PSTB . C3-1652 . 2612.00 - 2880.00 . . TRAFFIC SIGN COORDINATOR 0 S GPWC 0 C.5-1620 . 2295.00 - 2790.00 . . VEGETATION MANAGEMENT TECHNICT. Q S 65W2 . C5-1362 . 1 773.00 - 2156.00 . . VICTIM/Wi TNESS ASSISTANCE AIDE 0 S 65SA . C5-1542 . 2123.00 - 2580.00 . . VICTIM/WITNESS ASSISTANCE PROG' 0 S 65WA . C5-1411 . 1862.00 - 2264.00 . . VICTIM/WITNESS ASSISTANCE WORK' A S P6WA . C3-1647 . 2599.00 - 2866.03 . . WATER QUALITY CONTROL OPERATOR Q S P6VB . C3-1744 . 2154.00 - 3158.00 . . WATER QUALITY CONTROL OPERATOR PC0879.1 CLASS 5 SALARY LISTING PAGE 12 CF05 CODE S GENERAL SERVICES AND MAINTENANCE UNIT CFO 4-5 CLAS LEVEL SALARY RANGE CLASS TITLE 0 S P6WC . C5-1549 . 2138.00 - 2598.00 . . WATER QUALITY OPERATOR-IN-TRAT 0 S 9KW7 . C3-12.37 . 1725.00 - 1902 .00 . . WEATHER IZATTON/HOME REPAIR SPE Q S GKWA . C3-1356 . 1943.00 - 2143.00 . . WINDOW WASHER 0 S GPTR . C3-1610 . 2505.00 - 2762.00 . . WORK PROGRAM CREW LEADER 0 S GPT1 . C3-1610 . 2505.00 - 2762.00 . . WORK TEST CREW"`LEAOER-PROJECT PC0879. I CLASS C SALARY LISTING PAGE 13 CF05 CODE T HFALTH SERVICES UNIT CFO 4-5 CLAS LEVEL SALARY RANGE CLASS TITLE 0 T V4WF . C5-1763 . 2551 .00 - 3234.00 . . ACCCUNT REPRESENTATIVE/CONTRA f 0 T VFSB . C5-1842 . 2865.00 - 3483.00 . o ALCOHOLIC REHABILITATION COUNSf 0 T VFTS . C5-1604 . 2259.70 - 2745.00 . . ALCOHOLISM REHABILITATION LEAD 0 T. VE7A . C5-1195 . 1531.00 - 1824.00 . . ALCOHOLISM REHABILITATION TRAIT 0 T VEVB . C5-1464 . 1964.00 - 2387.00 . . ALCOHOLISM REHABILITATION WORK; Q T VFWC . C3-1832 . 3127.00 - 3448.00 . . BIOMEDICAL EOUIPMENT TECHNICIA? 0 T VSWD . C5-1515 . 2066.00 - 2512.00 . . CARDIOLOGY TECHNICIAN I 0 T V8VC . C5-1564 . 21 70.00 - 2638.00 . . C AROIOLOGY TECHNICIAN It 0 T VF79 . C1-1642 . FLAT - 2852.00 . . CLINICAL LABORATORY TECHNOLOGI: 0 T VFWF . C5-1889 . 3003.00 - 3650.00 . . CLINICAL LABORATORY TECHNOLOGI`. 0 T VQTB . TN-1745 . 3195.00 - 4373.00 . . CLINICAL PSYCHOLOGIST 0 T V1 Wl . C5-1994 . 3335. 00 - 4054.00 . . CLINICAL PSYC MLOGIST - PROJEC' 0 T V7WA . C5- 1384 . 1813 .00 - 2203.00 . . COMMUNICABLE DISEASE TECHNICIA' 0 r V7W2 C3-1237 . 1725.00 - 1902.00 . . CCMMUNICABLE DISEASE TECHNICIA! 9 T V7W3 C5-1381 . 1813.30 - 2203.00 . . COMMUNICABLE DISEASE TECHNICIA' 0 T V9TC C5-1768 . 2661.00 - 3234.00 . . CONTRA COSTA HEALTH PLAN MEMBF' 0 T V9VC C5-1624 . 2304.00 2801.00 . . CONTRA COSTA HEALTH PLAN MEMSE 0 T VFVR C5-1922 . 3104.00 - 3773.00 . . CYTCTECHNOLOGIST 0 T VMVA C5-1723 . 2544.00 - 3092.00 . . DENTAL HYGIENIST 0 T 1K74 . C5-1529 . 2095.00 - 2547.00 . . DIETETIC TECHNICIAN 0 T 1KSA . C5-1737 . 2580.00 - 3136.00 . . DIETITIAN 0 T VHWD . C5-1347 . 1747.00 - 2123.00 . . DISCOVERY COUNSELLOR I 0 T VHWS . C5-1347 . 1747.30 - 2123.00 . . OISCOVFRY COUNSELLOR I - PROJF 0 T V4WD . C5-1905 . 3051.00 - 3709.00 . . ENVIRONMENTAL HEALTH SPECIALIS 0 T V4VB . C5-1978 . 3292.00 - 3990.00 . . ENVIRONMENTAL HEALTH SPECIALIS PCO879.1 CLASS E SALARY LISTING PAGE 14 CF05 CODE T HEALTH SERVICES UNIT CFO 4-5 CLAS LEVEL SALARY RANGE CLASS TITLE 0 T V47B . C5-1749 . 2611 . 0 - 3173.00 . . ENVIRONMENTAL HEALTH SPECIALI! 0 T 6CWA . C3-1778 . 2963.00 - 3267.00 . . FORENSIC TOXICOLOGIST I 0 T 6CVA . C5-1961 . 3227.00 - 3922.00 . . FORENSIC TOXICOLOGIST II 0 T 6CTA . C5-2tO7 . 3734.00 - 4539.00 . . FORENSIC TOXICOLOGIST III- A T V4SC . f_5-1941 . 3163.00 - 3P45.00 a o HAZARDnUS MAT#RIALS SPECIALIS' 0 T VMWD . C5- 1649 . 236200 - 2872.00 . . HEALTH ECUCATION SPECIALIST 0 T VMW4 . C5-1649 . 2362.00 - 2872.00 . . HEALTH EDUCATION SPECIALIST - 0 T VCVA . C5-1606 . 2.263.00 - 2751.00 . . HEALTH PLAN MEDI-CAL ENRnLLER 0 T VCVB . C5-1606 . 2263.00 - 2751.00 . . HEALTH PLAN SALES REPRESENTAT' 0 T VFWE . C5-1511 . 2058.00 - 2502.00 . . HISTOTFCHNICIAN 0 T V9WF . C5-1612 . 2277.00 - 2767.00 . . HCME ECONOMIS-T 0 T VSWC C5-1637 . 2334.30 - 2837.00 . . JUNIOR RADIOLOGIC TECHNOLOGIS' 0 T V09C C5-1372 . 1791.00 - 2177.00 . . LABORATORY TECHNICIAN 0 T V092 . C5-1372 . 1791.00 - 2177.00 . . L AECRATORY TECHNICIAN - PROJEt 0 T V2WC . C5-1778 . 2688.00 - 3267.00 . . MENTAL HEALTH ACTIVITIES SPEC 0 T VOSB . TG-1747 . 2807.00 - 4167.00 . . MENTAL HEALTH CLINICAL SPECIA', 0 T VOWD k0-1603 . 2254.00 - 3022.00 . . MENTAL HEALTH SPECIALIST I 0 T VCVA . TN-15;9 . 2542.00 - 3592.00 . . MENTAL HEALTH SPECIALIST II 0 T V4SD . C5-2099 . 3734.00 - 4503.00 . . OCCUPATIONAL HEALTH SPECIALIS 0 T V5VA . C4-1885 . 3141.00 - 3636.00 . . OCCUPAT IONAL THERAPIST 0 T VYWA . C5-2113 . 3756.00 - 4566.00 . . PHARMACIST I 0 T VYTA . C5-2186 . 4041.00 - 4912.0!0 . . PHARMACIST II 0 T VY9P . C5-1463 . 1962.00 - 2 384.00 . . PHARMACY TECHNICIAN 0 T V5VB . C4-1985 . 3141 .00 - 3636.00 . . PHYSICAL THERAPIST 0 T V2WA . C5-1848 . 28A 2.0!? - 3504.00 . . PSYCHOLOGIST PC 0879.1 CLASS E SALARY LISTING PAGE 15 CF05 CODE T HEALTH SERVICES UNIT CFO 4-5 CLAS LEVEL SALARY RANGE CLASS TITLE 0 T V2W1 . C5-1848 . 2882.00 - 3504.00 . . PSYCHOLOGIST - PROJECT 0 T VMSC . C5-1723 . 2544.00 - 3092.00 * . PUBLIC HEALTH CENTAL HYGIENIST 0 T V7VA . C5-1732 . 255 7.00 - 3120.00 . * P UBLIC HEALTH EPIDEMIOLOGIST 0 T VOWA . C4-1895 . 3172.00 - 3672.00 . . PUBLIC HEALTH MICROBI7LOGIST 0 T VVXA . T9-2103 . 4n36.00 - 5128 .00 . . * PUBLIC HEALTH NURSE 0 T VVX1 . T9-210.3 . 4016.00 - 5128 .00 . * * PUBLIC HEALTHrtNURSE-PROJECT 0 T V9WS . C5-1834 . 2842.00 - 3455.00 . . PUBLIC HEALTH NUTRITIONIST 0 T V5VC * C5-1742 . 2593.30 - 3151.00 . . RECREATION THERAPIST 0 T V5WE . C5-1587 . 2?.21.00 - 2699.00 . . RESPIRATORY CARE PRACTITIONER 0 T V5V0 . C5-1723 * 2544.00 - 3092.00 . * RESPIRATORY CARE PRACTITIONER 0 T V4SF * C5-1941 . 3153.00 - 3845.00 . . RISK REDUCTION SPECIALIST 0 T V49A . CS-1171 . 1465*30 - 1781.00 . . SANITATION AUDF 0 T VFWD . C3-1928 . 3442.00 - 3795.00 . . SENIOR STOMED ICAL EOUIPMENT TE 0 T VFTA . C5-1986 . 3309.00 - 4022.00 . . SENIOR CLINICAL LABORATORY TEC 0 T VFVC . C5-1986 . 3319*00 - 4022.00 . . SENIOR CYTOT=CHNOLOGIST 0 T VMWE . C5-1794 . 2731.00 - 3319.00 . . SENIOR HEALTH EDUCATION SPECIA 0 T VMW5 . C5-1774 . 2731.00 - 3319.00 . . SENIOR HEALTH EDUCATION SPECIA 0 T VOTA . C1-2022 . SLAT - 4169. 00 . . SENIOR MENTAL HEALTH COUNSELOR 0 T VOXC . C1-1700 . FLAT - 3022.00 . . SENIOR MENTAL HEALTH WORKER 0 T VOTC . C5-1993 * 3332 .00 - 4050.00 . . SFNICR PUBLIC HEALTH MICROPIOL 0 T V8VA . C5-1795 . 27)6.30 - 3290.00 . . SFNIT 0R RADIOLOGIC TECH40LOGIST 0 T VSVD . C5-1857 . 2)78* 00 - 3535.00 . . SPEECH PATHOLOGIST 0 T VHVC . C5-1487 . 2009.00 - 2442.00 . * SUBSTANCE ABUSE COUNSELOR Q T VHV3 . C 5-1487 . 2009.00 - 2442.00 . . SUBSTANCF ABUSE CCUNSELOR -PRC 0 T V5WF * C5-1633 2256.10 - 2743.00 9 THERAPY ASSISTANT PC067901 CLASS & SALARY LISTING PAGE 16 CF05 CODE T HEALTH SERVICES UNIT CFO 4-5 CLAS LEVEL SALARY RANGE CLASS TITLE A T V EV9 . CS-1785 2706.00 - 3290.00 . . ULTRA SOUND TECHNOLOGIST 0 T V4NC . C5-1421 1881.00 - 2286.00 . . VECTOR CONTROL TECHNICIAN PC0879. 1 CLASS E SALARY LISTING PAGE 17 CF 05 CODE V INVESTIGATIVE MIT C Fn 4-5 CLAS LEVEL SALARY RANGE CLASS TITLE 0 V SMWG . C5-1473 . 1991 .00 - 2408.00 . . CCLLFCTION SERVICES AGENT I 4 V SMVC . C5-1602 . 2254.00 - 2740.00 . . COLLECTION SERVICES AGENT II 0 V 7WWA . C5-1446 . 1929.00 - 2344.00 . . DIVERSION PROGRAM SPECIALIST 0 V SMWF . C5-1453 . 1936.00 - 2354 .00 . . * FAMILY SUPPORT CCLLECTTONS CFFI 0 V SMVB . C5-1582 . 2209.00 - 2686.00 . . * FAMILY SUPPORT_COLLECTIONS OFF! 0 V SMTA . C5-1710 . 2511.00 - 3052.00 . . * FAMILY SUPPORT COLLECTIONS OFF' 0 V S5W8 C5-1509 . 2054.00 - 2497.00 . . FIELD TAX COLLECTOR 0 V ?Y7A C5-1611 . 2274. 0 - 2765.00 . . PARALEGAL 0 V 6N75 . C5-1259 . 1600.00 - 1945.00 . . PUBLIC OFFENDER INVFSTTGATOR Al 0 V 6N7A . C5-1393 . 1824. 00 - 2217.00 . . PUBLIC DEFENDER INVESTIGATOR A! 0 V 6NWA C5-1878 . 2970.00 - 3610.00 PUBLIC DEFENDER INVESTIGATOR I 0 V 6NVA . C5-1976 . 3276.00 - 3982,00 . . PUBLIC DEFENDER INVESTIGATOR I' 0 V S MWH . C5-1703 . 2494.00 - 3031.00 . . SENIOR COLLECTION SERVICES AGF► 0 V 7WVA . C5-1544 . 2127.00 - 2586.00 . . SENIOR DIVERSION PROGRAM SPECI! 0 V 6NV8 . C5-1481 . 1977.10 - 2428 .00 . . SENIOR PUBLIC DEFENDER INVESTI( Pfn879.1 CLASS E SALARY LISTING PAGE 18 CF05 CODE W LFGAL AND COURT CLERK UNIT CFO 4-5 CLAS LEVFL SALARY RANGE CLASS TITLE 0 W JPVA . C5-1705 . 2501.00 - 3040*00 . . LEGAL CLERK 0 W JPWA C5-1833 . 2839.00 - 3451.00 . . SUPERIOR COURT CLERK PCO 879. 1 CLASS E SALARY LISTING PAGE 19 CF05 CODE X LIBRARY UNTT CFO 4-5 CLAS LEVEL SALARY RANGE CLASS TITLE A X 3KWC . C5-1328 . 1714. 00 - 2083.00 . . BOOKMENDER 0 X 3AHA . XB-1860 . 2783.00 - 3553.00 . . BRANCH LIBRARIAN 0 X 3AWA . XC-1719 . 2414.01 - 3080.00 . . LIBRARIAN 0 X 3KVA . XC-1442 . 1829.00 - 2335,00 . . LIBRARY ASSISTANT 'I 0 X 3KT3 . XC-1442 . 1829.00 - 2335.00 . . LIBRARY ASSISTANT I - PRniECT 0 X 3KTA . XC-1564 . 2067.00 - 2638.00 . . L IERARY ASSISTANT II A X 3KSA . XC-1515 . 1968.00 - 2512.00 . . LIBRARY AUTOMATTION TRAINING S 9 X 3KTi . XC-1564 . 2'167. 0 - 2638.00 . . LIBRARY COMMUNITY RESOURCE SPE 0 X 3AV3 . XC-1564 2057.00 - 2638. 00 . . LTERARY LTTFRACY SPECIALIST-PR A X 3AVA . XB-1850 278 3.00 - 3553.00 . . LIBRARY SPECIALIST 0 X 3AHC . XC-1957 3361.00 - 3907.00 . SFNIOR BRANCH LIBRARIAN PC0879.1 CLASS E SALARY LISTING PAGE 20 CF05 CODE Y PROBATION UNIT CFD 4-5 CLAS LEVEL SALARY RANGE CLASS TITLF 0 Y 7AWA . C5-1549 2138.00 - 2598.00 DEPUTY PROBATION OFFICER I 0 v 7 AVA . C5-1763 2648.00 - 3218.00 DEPUTY PROBATION OFFICER IT 0 Y TATA . C5-1855 2903.00 - 3528.00 . . OEPUTY PROBATION OFFICER III 0 Y 7KNA . C5-1418 1875. 00 - 2280.00 . . GROUP COUNSELLOR I 0 Y 7KVA C5-1562 2166.00 - 2632.00 . . GROUP COUNSELLtI-R` II 0 Y 7KTA C5-1715 2524.00 - 3067.00 . . GROUP COUNSELLOR III 0 Y 7KV2 C5-1562 2166.x0 - 2632.00 . . GROUP COUNSELOR II- PROJECT 0 Y 7A73 C5-1320 . 1700.00 - 2.067.00 . . PROBATION AIDE - PROJECT 0 Y 26SC CS-1903 . 3045.00 - 3702.00 . . PUBLIC DEFENDER CLIENT SERVICFS 0 Y 26SB C5-1356 . 1763.00 - 2143.00 . . PUBLIC DEFENDER LIAISON AIDE f PCI)879.1 CLASS C SALARY LISTING PAGE 21 CF-05 CODE D HFAD START UNIT C Fn 4-5 CLAS LEVEL SALARY RANGE CLASS TITLE 0 n 9954 . C.5-1074 . 1330.00 - 1616.00 . . COMMUNITY SERVICES SUS DRIVER - 0 D 9968 . C5-1486 . 2007.00 - 2440.00 . . HEAD START EDUCATION SPECIALIST 0 7 9H75 . C5-0999 . 1 234.70 - 1500.00 . . HE AD START FAMILY SERVICES ASSI 0 n 9484 . C5-0761 . 973.00 - 1182.00 . . HEAD START FOOD SERVICE ASSISTA 0 0 9983 . C5-1155 . 1442.00 - 1753.00 . . HEAD START FOOD SERVICES WORKER 0 0 9987 . C5-1325 . 1719.00 - 2077.00 . . HEAD START HEALTH SERVICES SPEC 0 n 9HN2 . C °-1435 . 1908 .00 - 2319.00 . . HEAD START LEAD TEACHER - PROJE 0 D 9KS8 . C5-1854 . 2400.00 - 3525.00 . . HEAD START MENTAL HEALTH SPECIA 0 0 9KS3 . C5-1713 . 2519.0^ - 3061.00 . . HEAD START NUTRITIONIST - PROJF 0 D 9KS6 . C5-1469 . 1974.7C - 2. 399.00 . . HEAC START PARENT AND SOCIAL SF 0 n 9KS9 . C5-1369 . 2x44 .00 - 3578.00 . . HEAD START SPEECH PATHOLOGIST - 0 1 9986 . C5-1155 . 1442.00 - 1753.00 . . HEAD START SUPPORT SERVICES ASS 0 n 9HS2 . C5-1216 . 1533.00 - 1863.00 . . HEAD START TEACHER - PROJFCT 0 n 91474 . C5-0761 . 473.30 - 1182.00 . . HEAD START TEACHER ASSISTANT - EXHIBITS s E; Health Services Department Personnel Services OFFICE OF THE DIRECTOR Administrative Offices 01 597 Center Avenue.Suite 260 Martinez,California 94553-2658 40 (510)313-6600 CO April 1, 1992 Henry Clarke General Manager CCCEA-Local #1 P.O. Box 222 Martinez, CA 94553 Dear Mr. Clarke: This is to confirm that the Personnel Committee formed to review the current classification structure of the Alcohol and Drug Programs, as well as other merger 'related issues, is preparing their report and recommendations to be presented to the Health Services Director. The issue of lead workers which you raised during general negotiations with the A/DA/MH unit is being addressed in the merger structure. The County will meet and confer with Local #1 on resulting classification recommendations at the appropriate time. Sincerely, --7 Lois Ellison, Health Services Personnel Officer LE:SP:lp A410 (12/90) Health Services Department Personnel Services OFFICE OF THE DIRECTOR Administrative Offices 0. A 597 Center Avenue,Suite 260 Martinez.,California 94553-2658 (510)313-6600 April 1, 1992 Henry Clarke General Manager CCCEA-Local #1 P.O. BOX 222 Martinez, CA 94553 Dear Mr. Clarke: On November 1, 199.1 the GA (General Assistance) Alcohol Program was geographically separated form the DUI Alcohol Program staff at Hilltop in Richmond and moved to Martinez. Although other staff were oriented to the urinalysis machine on a voluntary basis prior to Noverfiber 1, 1991, only one Alcohol Rehab Worker in the GA Program is currently conducting urinalysis. DUI staff will not be required to perform urinalysis testing at this time. Sincerely, Lois Ellison Health Services Personnel Officer LE:SP:lp A410 (12/90) ��•"s ._ "� Health Services Department Personnel Services , OFFICE OF THE DIRECTOR n� --�• Administrative Offices r.!•,;;,p,N. "ti' ` .Z 597 Center Avenue Suite 260 •• iti Martinez.California W53-2658 — .•`�O (510)313-6600 ra couri•c't April 1, 1992 Henry Clarke, Gen. Mgr. CCC Employees Assn. Local #1 P.O. Box 222 Martinez, CA 94553 - Dear Mr. Clarke: This letter is to confirm the Health Services Department's , willingness to consider formation of a Professional Standards Committee for the Pharmacists, pending receipt of your suggestions as to how this can be accomplished including proposed composition of the committee and proposed time and frequency for meetings to be scheduled. Sincerely, Lois Ellison Health Services Personnel Officer LE:mk A410 (12/90) Contra �` _ . Personnel Department CostaAdministration Bldg. County 'n _ Pine Street (lJ'V^U ty ""' . � Martinez. California 94553-1292 V tour+ DATE: March 10,1992 TO: Department Heads � . FROM: Harry D. Cisterman, Director of Personnel SUBJECT: Employee Discipline An issue has come up at the bargaining table concerning the timeliness of disciplinary actions. -- Frequently several months elapse between the date the event occurred for which the employee is being disciplined and the .imposition of the discipline. There is a great deal of stress associated with disciplinary actions for both the employee,. the employee' s family and quite frequently the employee's supervisor. Sound management practice dictates that disciplinary action should not be delayed any longer than absolutely necessary. By acting expeditiously, you can significantly ease the burden of all those involved and also maximize the productivity of the work unit. Every effort should be made to process disciplinary actions within 45 days of the violation of the agreement, rule, policy or law that precipitated the action. Obviously, if the situation requires a lengthy, complex investigation, delays may be unavoidable. HDC cc: Phil Batchelor, County Administrator Board of Supervisors u b 1 i c Defender Contra David C. Coleman. 111 Contra Fe"Svpef"Sw.Martinez 10 Court Street Costa H. Kenneth Dothee lartinez. California 94553-1297 l Misdemeanor supe. so,.Cameo i10) 646-2481ount1J William T. Egan,Jr. 11 Fe'ony SUDernspr•Ricrimon1l 'harles H. James °Ea{ Bruce M. Weiss ubliC Defender Calencsar Oiviston Superv,sor April 3 , 1992 Henry Clarke, General Manager Contra Costa County Employees Assn. Local No. 1 P.O. Box 222 Martinez, CA 94553 Re: Book Fund - Public Defender Investigators Dear Mr. Clarke: Please be advised that in lieu of a book fund for individual Public Defender Investigators, the department will accept, requests for books on a case by case basis. The department head will determine if the request should be honored based on the subject matter and relevance to the job, the need for the book as a resource to the department and budget constraints. Any books obtained will become the property of the department and will be ordered by the department through the Purchasing Department. Unless. specifically approved by the department head, investigators' employee demands for reimbursement for books purchased by an investigator will not be honored. Very trul ours, Sanford D. Hoffman Administrative Officer SDH:mm cc: Joe Fleischmann Personnel Department tra Costa County Faulily Support Division trict Attorney MEWRANDUM L. Douglas Pipes Y T. YANCEY Director Suzanne Condie DATE: March 5,, 1992 C.C.C. Employees Association L. Douglas Pipes Senior Deputy District Attorney EJECT: Agreements on Unit Proposals This will confirm that I have agreed on behalf of the District Attorney of Contra Costa County to four of the proposals made in the memorandum of September 6, 1991, by Henry L. Clarke: 1. Proposal #9 . 1 agree to distribute a memorandum to collections staff which explicitly states that cases in Collection Team "R" banks need be reviewed by collections staff only every 3 years for modification of the - support order, and that until that time the collections team have no ongoing responsibilities for these cases. 2. Proposal #12. 1 agree to notify collections staff whenever possible of vacant positions that are to be filled by transferring collection staff and to give collections staff an opportunity to express interest in being reassigned to the vacant position. This agreement applies to non-promotional filling of vacancies. Promotional filling of vacant positions is governed by Personnel rules and office memos already in place. 3. Proposal #16 . 1 agree to appoint a Family Support Division building person as a safety officer for the Family Support Division building and to advise staff that their concerns regarding staff and working conditions safety should be directed to the safety officer. 4 . Proposal #17 . 1 agree to delegate responsibility for approving use of compensatory time to unit supervisors with the understanding that supervisors will exercise this decision-making power in a uniform and consistent manner. LDP:ta LDP1596 County Library Contra A" 1750 Oak Park Boulevard Costa Pleasant Hill,California 94523-4497 vva� c-+ (415)646-6423 County FAX(415)646-6461 E April 14, 1992 Public Employees Union - Local #1 Attn: Henry Clarke, General Manager . P.O. Box 222 Martinez, CA 94553 Dear Mr Clarke: This confirms the understanding reached in our recent meetings regarding the following issues concerning classes represented by the Library. Unit of Local One: 1. Job Classification Review: Library Administration is presently reviewing library job classifications. Within 30 days of completion of the review the library will meet and confer with the Union on the minimum qualifications and salary of new classes and on any proposed changes in the minimum qualifications in current classes represented by the Union. If the County wishes to add duties to classes represented by the Union, the Union shall be notified and upon request of the_Union representative the County will consult with the Union over such duties. 2. Changing Days Off: Library Administration agrees to authorize branch librarians to change two employees schedules if both agree to the change. An example of this would be if two Library Assistants were to want to trade their days off during a given week, the branch librarian(s) would have authorization to make such change. An L.A. at one branch who was scheduled to be off on Friday could trade schedules with an L.A. at another (or at the same) branch who was scheduled to be off on Saturday. Library Administration will not agree to the provision of substitutes for inter-branch switches. 3. Schedule Changes: Library Administration agrees to allow branch librarian to make changes to an employee's schedule as long as, in the supervisor's opinion, the change does not adversely affect public service, that is, as long as staff availability during open hours or programs is not diminished by the change. Library Administration will not agree to the provision of substitutes for these changes. 4. Religious Holidays: The library agrees to make every effort to accommodate vacation requests on religious holidays. 5. Vacations: Library Administration agrees to meet with staff to discuss a substitute budget for 1992-93 that will include provision for overlapping vacations. Library Administration will meet and confer on any new vacation policy. Henry Clarke Page 2 April 14, 1992 6. LPAC: The library agrees to continue LPAC for the duration of the MOU. LPAC is to meet at least quarterly or more often by mutual -agreement of Union and management. Library Administration will discuss any proposed changes in the frequency- of LPAC meetings with LPAC members before a decision is made. 7. Review of Staffing Levels: Library Administration is reviewing staffing levels and will keep staff advised as to progress. 8. Saturday Work - Following Christmas (1992) and New Years Day (1993): Employees nwand on the Saturday following New Year's working on the Saturday following Christmas 1092 Day (1993) will be compensated at one and one half (1-1/2) times the employee's base rate of pay (not including shift and other differentials). Sincerely, ANNE MARIE GOLD(1� County Librarian vNj\MOUWCMO