HomeMy WebLinkAboutMINUTES - 08021994 - 1.34 BOARD OF SUPERVISORS OF CONTRA COSTA COUNTY, CALIFORNIA
Adopted this Order on August 2, 1994 by the following vote:
AYES: Supervisors Smith, Bishop, DeSaulnier, Torlakson and Powers
NOES: None
ABSENT: None
ABSTAIN: None .
SUBJECT:
Approval of Memorandum )
of Understanding With ) Resolution No. 94/-289
CCEA. Local One )
1 . The County and Contra Costa County Employees Association, Local No
One, representing approximately 1900 employees in 13 bargaining units
having negotiated in good faith and agreed upon terms and conditions of
employment for the period October 1 , 1993 through September 30, 1995;
and,
2. The County Administrator having submitted the attached Letter of
Understanding dated July 26, 1994 signed by representatives of the
County and Local One which summarizes all agreements for the contract
period noted above; and,
3. The Board having thoroughly considered the Agreement, NOW THEREFORE:
The Contra Costa County Board of Supervisors in its capacity as governing Board
of the County of Contra Costa, and all districts of which it is the ex officio
governing Board, RESOLVES THAT:
Effective October 1 , 1993, the Letter of Understanding with Local One attached
hereto inclusive of attachments is adopted.
I hereby,certify that this is a true and correctcopyof
an action taken and entered on the minutes of the
Board of Su Mrs?
n the date shown.
ATTESTED: 409
PHIL BATCHELOR,C QTR if the Board
of Supervisors and County Administrator
BY j2t CdnaJZ,--ddA
i .Oeputy
Orig. Dept: Personnel (6-4064)
cc: Auditor-Controller/Payroll
All Departments
Henry Clarke, Local One
RESOLUTION NO. 94/389
- ; Personnel Department
Contra � P
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Costa ;r Y-
, ,,�,,�,,.:_ _;7 Third Floor,Administration Bldg.
f ' q 651 Pine Street
Co U�t Y Martinez, California 94553-1292
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(510)646-4064
Eileen K.Bitten
Acting Director of Personnel
July 25, 1994
Henry Clarke, General Manager
Contra Costa County Employees Association, Local #1
P.O. Box 222
Martinez, CA 94553
Dear Mr. Clarke:
This Letter of Understanding between Contra Costa County and the
Contra Costa County Employees Association, Local #1 reflects all
negotiated agreements reached between the parties on terms and
conditions of employment solely affecting Local #1 and other
agreements on Countywide issues, including wage and health benefit
adjustments, negotiated through the Contra Costa Labor Coalition.
These understandings will be memorialized in a comprehensive
Memorandum of Understanding covering the period of October 1, 1993
through September 30, 1995 which will be signed by the parties and
recommended to the Board of Supervisors for approval.
I. Issues Specific To All Local #1 Units
A. Americans With Disabilities Act Language (Attachment #1) ;
B. Garaging of County Vehicles at Home (Attachment #2) ;
C. Safety Shoe Reimbursement (Attachment #3) ;
D. Bid Language For Probationary Employees (Attachment #4) ;
E. Part-time Employees Window Period to Request More Hours
(Attachment #5) ; and
F. Eliminate 120 Hour Comp Time Usage Limit (Attachment #2) .
G. Agreement that hospital will not open to serve holiday
meals between midnight and 6 a.m.
H. County will notify and invite union to all meetings of
the Telecommuting Committee.
1
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INTERNATIONAL PERSONNEL MANAGEMENT ASSOCIATION MEMBER
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II. Issues Specific To Individual Local #2 Units
A. Agriculture/Animal Control Unit
1. Holiday Pay for Pest Detection Spec. (Attachment #6) ;
2. Animal Control Duffel Bags & Jackets (Attachment #7) ;
B. -Building Trades Unit
1. Blood Test Reimbursement of $50 for Painters and
Steamfitters (Attachment #8) ;
2 . Vacation OK After Late Night Work (Attachment #8) ;
C. General Services and Maintenance Unit
1. Gardeners $50 For Coveralls (Attachment #8) ;
D. Head Start Unit
1. Extend certain ,MOU provisions to this unit
(Attachment #9) ;
E. Child Development Unit
1. Extend certain MOU provisions to this unit
(Attachment #10) ;
2. The Community Services Department has provided the
union with statements of their intent to do the
following;
-Provide adult size chairs in class rooms.
-Provide Head Teachers with facilities to prepare
lesson plans outside the classroom.
-Provide the union with opportunities to review and
make suggestions regarding the budget.
F. Health Services Unit (1-4 in Attachment#11)
1. PHN Lunch Times and Work Assignments;
2. Increase or add Continuing Education Time for
Clinical Lab Techs, Cardio Pulmonary Techs,
Dietitians, Public Health Nutritionists and for
Radiologic Techs performing mammography tests;
3 . Forum with Director for Mental Health professionals;
4. Radiologic & Ultrasound Technologists on-call pay to
change from 1 hour pay for each 4 hours of standby
time to 1 hour pay for each 2 hours of standby time;
5. The Health Services Department has provided the union
with statements of their intent to do the following;
-Make all efforts to approve appropriate training
for Occupational and Physical Therapists. -
-Meet within 60 days of MOU approval regarding job
descriptions for Hazardous Materials Specialist and
Occupational Health Specialist including need for
Class A drivers licenses.
-Meet within 60 days of MOU approval with employees
in the Environmental . Health General Programs Unit
on 9/80 and other scheduling options.
2
-Make all possible effort to ensure cross training
opportunities for Clinical Lab Technologists.
-Provide clean lab coats on a daily basis to
Respiratory Care Practitioners.
-Make every effort to accommodate PHNs who wish to
pursue advanced degrees.
-Have the Substance Abuse Director meet quarterly
with union delegates and approve, to the greatest
extent possible, requests for supervised hours
needed to qualify for licensing.
-Refine the minimum qualifications for Mental Health
Clinical Specialist.
G. Attendant/LVN/Aide Unit
1. Central Supply employees will be provided pant suits
as an option and poncho type rain gear for rainy
weather.
2. Central Supply employees required to be available
during lunch periods will be paid overtime for such
lunch periods.
3. LVN Stat Team will be composed of volunteers for a 6
month trial period starting 9-1-94.
4. Department will meet with the Public Service Officers
within 60 days of MOU ratification to review POST
status.
H. -Library Unit (All in attachment #12)
1. Training for examinations will be provided.
2. Language agreement on recalls, bidding & assignments.
3. Joint Labor/Management Task Force on Workload.
4. Library will request that all vacant funded positions
be filled after budget is approved.
5. Side letter on San Ramon to staff in effect.
I. Probation Unit
1. Language from side letters moved into MOU regarding
Voluntary Reassignment - Temporary Employees Holiday
Pay - Lead Counselor Selection, Use and Pay - and
Psych Screening Requirements (Attachment #13) ;
2. County will change title of Group Counselor series to
Probation Counselor. Department agrees that within
30 days, they will post vacant positions or the
reasons why not for juvenile institutions.
Department provides clarification of policy on the
assignment of pregnant staff to living units in
juvenile institutions. Department will meet with
Byron Boys Ranch employees to discuss 4/10 and other
schedules. (Attachment #14) ;
3 . Department will convene a meeting of the Juvenile
Hall Training Committee within 60 days of MOU
3
ratification. Department will increase MAB Training
by three hours annually. (four hours for Sierra Unit) .
County will indicate 830.5 P.C. on, ID cards of
Probation Counselors. County will meet with union to
study series seniority for reassignment and layoff.
County will meet at union request within 90 days of
MOU approval to review possible new Deputy Probation
Officer IV Class.
J. Investigative Unit .
The District Attorney's Office has provided the union
witha written statement of intent to do the following:
1. Seriously consider a flexible hour schedule with
start work times as early as 7 a.m.
2. Post information on newly created positions to allow
staff to express an interest.
3. Eliminate the policy of having employees fill out
late slips and excuse tardiness of less than 6
minutes when not chronic.
K. Public Defender Unit Administrative Leave of 80 hours
per year granted the same as all other attorney groups.
L. Engineering Unit Side letter on transfer policy will
continue in effect.
M. Classification Studies and Reviews - The County agrees to
study the following classes to determine if current
classification and/or pay are appropriate.
1. Communications Equipment Installer - Study both
positions to determine appropriate classification.
2. Computer Operator - Study series.
3 . Dental Assistant - Study need for lead class.
4. Dietitian - Revise and retitle specification.
5. Lead Painter, Lead Carpenter and Lead Steamfitter -
Revise as needed and reallocate salary to standardize
differential between workers and leads.
6. Public Service Officer - Study need for lead class.
7. Senior Health Educator - Study all positions to
determine if appropriately classified.
8. Victim/Witness Assistance Program Specialist - Study
positions to determine appropriate classification.
9. Public Health Aide - Study to determine if certain
positions need a different or new classification.
III. Wage and Health Benefit Adjustments
A. All Wage and Health Benefit provisions ,contained in the
January 13, 1994 Side Letter between Contra Costa County
and the Contra Costa Labor Coalition which was adopted by
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the Board of Supervisors on January 18, 1994 are
included.
B. Equity Adjustments for the classes shown below are in.
addition to wage changes granted in section A above.
1. Alcohol Rehabilitation Worker - 23 levels 4-1-94.
2 . Anesthesia Technician add 6th and 7th steps 7-1-94.
3. Custodian II & Lead - 10 levels on 7-1-94 & 1-1-95.
4 . Dietitian - 49 levels 7-1-94.
5. Forensic Toxicologist I, II & III - 30 levels on
7-1-94 & 1-1-95.
6. Orthopedic Technician add 6th and 7th steps 7-1-94 .
7. Real Property Technical Assistant & Senior Real
'Property Technical Assistant - 49 levels 7-1-94.
8. Respiratory Care Practitioner I & II - 49 levels
7-1-94.
IV. Countywide Agreements from the Contra Costa Labor Coalition
A. Double Medical Coverage (TA signed 5/5/94) ;
B. Medical Plan Discontinuance (TA signed 12/2/93) ;
C. Pay Equity Side Letter (TA signed 9/24/93) ;
D. Catastrophic Leave Bank (TA signed 12/3/93) ;
E. Deferred Retirement Committee (TA signed 12/20/93) ;
F. Voluntary Time Off Program (TA signed 12/3/93) ;
G. Leaves of Absence, Family Care & Medical Leave (TA
signed 4/14/94) ;
H. Definition of Immediate Family - Niece/Nephew (TA signed
5/5/94)
I. Work Force Reduction - Removal of Names From Layoff Lists
(TA signed 4/14/94) ;
J. Grievance Procedure (TA signed 12/17/94) ;
K. Holiday Pay (TA signed 12/9/93) ;
L. Jury Duty (TA signed 11/18/93) ;
M. Vacation Leave - On Reemployment From a Layoff List (TA
signed 12/20/93) ;
5
N. Workers' Compensation (TA signed 5/5/94) ; and
O. Attendance Program Committee (TA signed 5/5/94) .
P. Extend VDT benefit to Library, Investigative and
Probation Units (TA signed 5/5/94)
Q. SDI pilot study (TA signed 5/6/94)
R. County agrees to reestablish Rehabilitation Committee
within 60 days of ratification of MOU and to schedule
committee meetings on a quarterly basis.
If the foregoing conforms to your understanding, please indicate
your approval and acceptance in the space provided below.
CONTRA COSTA COUNTY CONTRA COSTA COUNTY EMPLOYEES
ASSOCIATION, LOCAL NUMBER ONE
T
D to
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ATTACHMENT # 1
SECTION 3 - NO DISCRIMINATION/AMERICANS WITH DISABILITIES ACT (ADA)
(ADD THE FOLLOWING PARAGRAPH):
The Employer and the- Union recognize that the Employer has an obligation to
reasonably accommodate disabled employees. If by reason of the aforesaid
requirement, the Employer contemplates actions to provide reasonable
accommodation to an individual employee in compliance with the ADA which are
in conflict with any provision of this Agreement, the Union will be advised of such
proposed accommodation. Upon request, the County will meet and confer with
the Union on the impact of such accommodation. If the County and the Union do
not reach agreement, the County may implement the accommodation if required
by law without further negotiations. Nothing in this memorandum of
understanding shall preclude the County from taking actions necessary to comply
with the requirements of the Americans With Disabilities Act.
ATTACHMENT #2
SECTION 30 - MILEAGE
A. Reimbursement For Use of Personal Vehicle (add this heading)
(eliminate first 4 paragraphs as no longer need language
on calculating mileage rate. Leave last paragraph)
(add section B below)
B. Charge For Use of Home Garaged County Vehicle: Employees hired
after July 1, 1994, who are assigned vehicles to garage at
home will be charged the IRS mileage rate for all commute
miles driven outside the limits of Contra Costa County that
exceed 30 miles roundtrip in any one day.
SECTION 7 - OVERTIME AND COMPENSATORY TIME
7.2 Compensatory Time.
(Eliminate section F which limits use of comp time to 120
hours per year. )
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ATTACHMENT #3
PROPOSED LANGUAGE: SAFETY SHOE REIMBURSEMENT
SECTION 27-- SAFETY SHOES AND PRESCRIPTION SAFETY EYEGLASSES
First Paragraph. For each two year period starting January 1,
1994 , eligible employees will be allowed reimbursement for the
purchase and repair of safety shoes up to a maximum of $160. There
is no limitation on the number of shoes or number of repairs
allowed.
Second Paragraph. (Make a second paragraph for the long sentence
on safety prescription eyeglasses. )
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ATTACHMENT #4
REVISED 7-22-94
Add the following new section
SECTION 20 - TRANSFER & REASSIGNMENT
20.4 Voluntary reassignment (Bidding) Procedure.
i. Probationary & New Assignment Bidding
Employees who are on probation or who have been in a new work
assignment for less than three months, may bid for a vacant
position which is open. The bid will be considered if, when
bidding is closed, there are less than three employees who are not
on probation or in new assignments who have bid for the position.
Bids from employees on probation or in new assignments will be in
addition to any names referred to the department through the
certification process described in section 20.4-f above. Group
Counselors who have completed 6 months- of their one year probation
may bid the same as all other permanent employees.
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ATTACHMENT #5
REVISED 7-22-94
SECTION 50.._CLASSIFICATION STUDIES, SPECIAL STUDIES OR OTHER ACTIONS
C. Other Actions
(add the following section)
1. Permanent Intermittent and Permanent Part-time employees in
classes represented by Local #1 who wish to have the hours of
their position increased must so. request in writing. These
requests must be received by the employees' department during
the month of September, 1994.
Departments reviewing these requests will evaluate them within
30 days of their receipt by considering the actual hours
assigned to and worked by the employee during the previous 6
months and the anticipated continuing need from their
assignment on an increased basis.
Those requests which are approved by the department for an
increase in hours will be submitted for consideration by the
County as a P300 request within an additional sixty (60) days.
Nothing contained herein shall conflict with layoff/re-
employment provisions.
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"ATTACHMENT #6
LOCAL #1
ADD PARAGRAPH "C" TO 55. 1 AS SHOWN BELOW
55.1 Agriculture - Animal Control Unit
Agriculture Personnel
C. IN RECOGNITION OF THE FACT THAT THEY WORK FULL-TIME FOR A
SIGNIFICANT PORTION OF EACH YEAR, PERMANENT INTERMITTENT
EMPLOYEES IN THE CLASS OF PEST DETECTION SPECIALIST - PROJECT
(B9W1) SHALL. BE PAID FOR 8 HOURS ON ANY RECOGNIZED COUNTY
HOLIDAY THAT OCCURS IN A MONTH WHERE THEY ARE IN A PAY STATUS
FOR 8 HOURS ON EACH WORK DAY IN THAT MONTH. IN THOSE MONTHS
IN WHICH THE EMPLOYEES ARE CONTINUOUSLY EMPLOYED, BOTH AT THE
BEGINNING AND THE END OF THE-- MONTH, BUT ARE NOT IN .A PAY
STATUS FOR 8 HOURS ON EACH WORK DAY, THEY SHALL BE PAID A PRO-
RATA SHARE OF THE 8 HOURS' HOLIDAY PAY BASED ON THE PORTION OF
THE WORK HOURS IN THE MONTH THAT THEY WERE IN A PAY STATUS.
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ATTACHMENT #7
REVISED 7-22-94
LOCAL #1 = PROPOSED MOU CHANGES AGRICULTURE/ANIMAL SERVICES
55. 1 Agriculture - Animal Control Unit
Agriculture Personnel
A. Eliminate. section
B. Change to A. and replace Weed and Vertebrate Pest Control
Inspector with Pest Detection Specialist.
C. Change to B. _-
Animal Services Personnel.
C. Add the following paragraph: The Animal Services
Department agrees to provide all Animal Control Officers
with a duffel/equipment bag for equipment. These bags
will be the property of the Animal Services Department and
labeled as such.
2nd paragraph, change: Animal Control Center Attendants to
Animal Center Technicians.
3rd paragraph, add: Effective January 1, 1994, the Animal
Services Department agrees to reimburse employees in the
class of Animal Center Technicians up to fifty ($50.00)
per employee per year for the purchase of outerwear of a
type approved by the Department.
3rd paragraph, first sentence, delete: the phrase,
"three (3) pair of".
All other sections remain the same.
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ATTACHMENT #8
LOCAL #1 ROU, ADDITIONAL LANGUAGE, MAY, 1994
55.6 General Services and Maintenance Unit.
D. Building Maintenance & Miscellaneous Employees
(add the following paragraph)
9. The County will provide reimbursement, up to $50. 00 per
calendar year, to permanent Groundskeepers, Gardeners and Lead
Gardeners for the purchase of coveralls or overalls worn on
the job.
55.3 Building Trades Unit.
(add the following 2 paragraphs) -
D. The County will provide reimbursement, up to $50.00 per
calendar year to Painters and Steamfitters for special blood tests,
the purpose of which is to detect lead or other heavy metals. A
statement from the Physician must be submitted with the receipt.
E. Employees in the unit who work four or more hours of overtime
after midnight on a regularly scheduled work day may request and
shall be granted the use of vacation, holiday or compensatory time
for all or part of that day.
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ATTACHMENT #9
AGREEMENT ON HEAD START UNIT ISSUES
(June 23, 1994)
The Memorandum of Understanding between the County and Local One shall
contain in the-Section entitled "Unit Items" the following terms and conditions of
employment specific to the Head Start Unit in the Community Services
Department:
55.12 Head Start Unit
It is understood that for this Unit all terms and conditions of the MOU shall apply,
except (1) those sections which pertain to the Merit System, (2) those limited in
Attachment A as modified below, and (3) those entitled Sections in the MOU
modified below:
A. Salaries: For the duration of this�Wemorandum of Understanding,
employees in the Head Start Unitwill receive whatever annual cost of living
adjustments as may be authorized by the U.S. Department of Health and
Human Services and received by the County.
B. Separation Through Lay-Off: All current Memorandum of Understanding
provisions,regarding seniority and lay-off shall apply to employees of the
Head Start Unit with the following modifications which are implemented to
recognize that some Head Start positions are not funded on a year-round
basis and that annual work cycles of positions in the same class may vary:
1 . Specific positions otherwise denoted "full time" may be assigned a
work cycle which is less than a full twelve (12) month year.
2. Positions in the same class may be filled on both a year-round twelve
(12) month and less than year-round basis. Some employees will be
subject to periods of layoff in accordance with the following
provisions:
a. Employees will be notified in writing at the time of initial
employment or promotion into the class as to the duration of
the work year for the position being filled;
b. Laid off employees are provided with an assurance of a return
to work at the beginning of the next work cycle if the position
is still funded;
C. In situations where employees return to work together at the
beginning of varying length work cycles, employees will be
provided the opportunity to select assignment to the longer
work cycles on the basis of seniority in class. This provision
shall not apply to work cycles which begin at different times.
C. Promotion: Promotional opportunities shall be available within the Unit to
members with the understanding that due to their Project status, the
employees may not participate in merit system"Promotional"examinations.
Notwithstanding this limitation, the Community Services Department may
request for that the Director of Personnel announce open examinations on
a restricted basis, such as "Open only to Employees of the Community
Service-Department" for the purpose of targeting qualified applicants.
When an examination is restricted to the Community Service Department,
employees who have qualified and who have earned a total score of seventy
(70) percent or more shall receive five one-hundredths (.05) of one percent
for each completed month of service as a permanent employee in the
Community Services Department continuously preceding the final date for
filing for the examination. The credits shall be included in the final
percentage score from which the rank on the list is determined. No
employee however, shall receive more than a total of five (5) points credit
for seniority in any such examination.
Employees are in no way restricted from applying to compete in any
examination announced by the County on an "Open Only" or "Open and
Promotional" basis.
D. Disciplinary Action: Employees of the Head Start Unit shall be subject to all
provisions of Memorandum of Understanding Section 22 (Dismissal,
Suspension, Temporary Reduction in Pay and Demotion) except that those
references to the Merit System in 22.1 (c) and (k) are changed to read
"County Service"and"County Ordinance or Resolution"respectively; and the
reference to the Merit Board in 22.5 and 22.6 (c) shall be deleted..
E. Grievance Procedures: Employees of the Head Start Unit shall be subject to
all provisions of the Memorandum of Understanding Section 23 (Grievance
Procedure), except that if an appeal is made to the Merit Board on the basis
of alleged discrimination, such appeal may not also be subject to the
grievance procedure.
Dated:
For the County For the Union
ATTACHMENT #10
AGREEMENT ON CHILD DEVELOPMENT UNIT ISSUES
(June 23, 1994)
The Memorandum of Understanding between the County and Local One shall
contain in the Section entitled "Unit Items" the following terms and conditions of
employment-specific to the Child Development Unit in the Community Services
Department:
55.13 Child Development Unit
It is understood that for this Unit all terms and conditions of the MOU shall apply,
except (1 ) those sections which pertain to the Merit System (2) those limited in
Attachment A as modified below, and (3) those entitled Sections in the MOU
modified below:
A. Salary: Should funds become available which the Community Services
Department may determine to be appropriate foracost-of-livingadjustment
or other salary increases for this Unit,.the Department will meet and confer
with Local One regarding their distribution.
B. Promotion: Promotional opportunities shall be available within the Unit to
members with the understanding that due to their Project status, the
employees may not participate in merit system"Promotional"examinations.
Notwithstanding this limitation, the Community Services Department may
request for that the Director of Personnel announce open examinations on
a restricted basis, such as "Open only to Employees of the Community
Service Department" for the purpose of targeting qualified applicants.
When an examination is restricted to the Community Service Department,
employees who have qualified and who have earned a total score of seventy
(70) percent or more shall receive five one-hundredths (.05) of one percent
for each completed month of service as a permanent employee in the
Community Services Department continuously preceding the final date for
filing for the examination. The credits shall be included in the final
percentage score from which the rank on the list is determined. No
employee however, shall receive more than a total of five (5) points credit
for seniority in any such examination.
Employees are in no way restricted from applying to compete in any
examination announced by the County on an "Open Only" or "Open and
Promotional" basis.
C. Disciplinary Action: Employees of the Child Development Unit shall be
subject to all provisions of Memorandum of Understanding Section 22
(Dismissal, Suspension, Temporary Reduction in Pay and Demotion) except
that those references to the Merit System in 22.1 (c) and (k) are changed to
read "County Service" and "County Ordinance or Resolution" respectively;
and the reference to the Merit Board in 22.5 and 22.6 (c) shall be deleted.
D. Reassignment of Work Location: With respect to reassignment of work
location, provisions of Memorandum of Understanding Section 20.3 shall
apply and are amplified as follows:
1 . The Child Development Division agrees to post all vacancies for at
least five (S) days to allow for reassignment applications.
2. In considering any request for reassignment of child Development
staff, the Child Development Division will fill the initial vacancy with
the most senior employee requesting the reassignment. Any
subsequent vacancies which are created through filling the initial
vacancywill be filled based on requirement of the Child Development
Division.
3. Once annually, on a date to be mutually agreed upon, the Department
and Local One will conduct an open bid meeting wherein all
employees may bid for vacant positions on the basis of seniority.
Any vacant positions that existed as of thirty (30) days prior to the
bid meeting will be filled by seniority. Additional which are created
through the bid procedure will also be filled by seniority. If all
vacancies are not filled through the annual bidding process, the
Division will fill the positions based on Division requirements.
E. Grievance Procedures: Employees of the Child Development Unit shall be
subject to all provisions of the Memorandum of Understanding Section 23
(Grievance Procedure), except that if an appeal is made to the Merit Board
on the basis of alleged discrimination, such appeal may not also be subject
to the grievance procedure.
F. Site Security: Representatives of the Community Services Department and
Local One shall initiate, meet, and confer as soon as possible, but not later
than sixty (60) days beyond the ratification date of this Memorandum of
Understanding regarding ways and means of improving security at all Child
Development Care Sites.
Dated:
For the County For the Union
ATTACHMENT #11
REVISED 7-22-94
55.7 Health Services Unit -
A. Public Health Nurses.
3 . (Eliminate examples and add in #4)
5. (Renumber from 6 and replace with following)
Public Health Nurses may take either a half-hour or one-
hour lunch break, provided the operational needs of the
department are met.
7. (Renumber from 8 and replace with following)
If reassignments of less than eight weeks duration are
needed to cover for vacation relief, sick leave,
temporary shifts in workload, training assignments or
other short term needs, management shall solicit
volunteers. If there are insufficient volunteers,
assignments will be based on inverse seniority within the
affected program.
D. Clinical Laboratory Technologist.
(Add the following paragraph)
Each full-time employee in the classes of Clinical
Laboratory Technologist I & II and Senior Clinical
Laboratory Technologist will be granted sixteen (16)
hours per year of continuing education (CE) leave to
complete courses required for license renewal. For
permanent part-time employees, CE leave will be prorated
based on their assigned hours. Employees may carry over
CE leave from one, year to the next to a maximum of thirty
two (32) hours without restriction.
G. Mental Health Staff.
1. (Replace paragraph #1 with following)
A Labor/Management Forum composed of two Local #1
delegates and the Mental Health Director will meet at
least quarterly to address the status and viability of
the line staff/management working relationships. Areas
of ongoing focus will be communication and mutual
cooperation. Specific issues of clinical, professional
and programmatic concern can be addressed as necessary.
1
An agenda of items to be discussed will be submitted to
the. Mental Health Director at least two weeks prior to
the scheduled meeting.
1. Cardio-Pulmonary.
(Change CE hours from 7. 5 to 10 and add the following)
Employees may carry over CE leave from one year to the
next to a maximum of twenty (20) hours without
restriction.
J. Radiologic Technologist and Ultrasound Technologists
(Add the following new language)
Radiologic Technologists and Ultrasound Technologists
required to be on standby will be compensated with one
hour of pay for each two hours of standby time effective
July 1, 1994.
K. Dietitians.
L. Public Health Nutritionists.
(For both Dietitians and Public Health Nutritionists,
change CE hours from 18 to 20 and carryover hours
from 36 to 40)
M. (Vacation accrual language consolidated in Section 13)
N. Holiday Meal (change this & 55.2 A 9 to read as follows)
Employees in this unit who are employed at the Merrithew
Memorial Hospital and are required to work on
Thanksgiving, Christmas or New Years Day will be provided
a free meal in the hospital cafeteria between the hours
of 6 a.m. and 6 p.m.
55.2 Attendant-LVN-Aide Unit.
(Change A-9 to read as in N above)
(Add the following section with language taken from
other sections)
Q. Central Supply For employees in Central Supply, the
County will provide pant suits as an option and shall
2
also provide poncho type rain apparel as needed in rainy
weather.
Employees in Central Supply are scheduled on the basis of
an eight and one-half hour day and are on their own time
during the lunch period. If operational reasons preclude
an employee from leaving the work area during the lunch
period, such time shall be considered worked and will be
paid at the overtime rate.
R. LVN Staffing of STAT Team Effective September 1, 1994,
the LVN Stat Team shall be composed of employees who
volunteer for the team. This shall be a six-month trial
program subject of joint Labor/Management review at the
end of six months.
3
ATTACHMENT #12
REVISED 7-22-94
55.10 Library Unit.
(Add the following five sections. )
P. When there are promotional or open and promotional exams for
positions within the library, the Library will provide
training for staff members who meet the qualifications for the
position in order� to assist staff to prepare for the exam.
Q. The County shall continue to provide to the Union a copy of
any layoff or recall list(s) for all affected employees in the
unit: Furthermore, it is agreed that the County shall
continue to recall for all assignments, whether permanent,
short-term or provisional, employees who have been reduced in
time, demoted or reassigned to P.I. in strict seniority order.
'In addition, the County agrees to keep a written record of all
offers of employment and assignments to affected employees and
to make such information available to the Union upon request.
Qualified eligible permanent employees will be considered for
acting or provisional appointments before filling vacancies
with temporary employees.
R. The County and Union agree to establish a joint labor-
management task force to discuss workload related issues. The
task force shall consist of up to three members selected by
. the Union and up to three members selected by management.
S. The Library will request that all vacant, funded permanent
positions be filled following the adoption of the 1994/95
budget.
T. The County agrees that all provisions of the July 1, 1993 side
letter regarding the San Ramon Library will remain in effect
for the term of this MOU.
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ATTACHMENT #13
INSTRUCTIONS FOR ADDING APPROVED SIDE LETTER PROVISIONS TO THE
LOCAL #1 MOU FOR THE PROBATION UNIT
20.4 Voluntary ReassigjnMent (Bidding) Procedure
( add new sections *filen a vacancy
occurs within one of the Probation Department's Juvenile Institutions (Juvenile
Hall , Boys' Ranch, Boys' Center, Girls' Center), that vacancy (shift schedule)
will be offered to the Group Counselors within that institution prior to being
posted at the other institutions. If three or more people apply for the vacant
position from within the institution, only the three most senior employees will
be considered. If less than three people apply for the vacant position, the
institutional manager may post the vacancy at the other institutions in order to
have three employees from whom to choose. If, after =posting the vacancy in the
other institutions, there are still less than three employees the institutional
manager is entitled to add names from the eligible list to have three people
from whom to choose.
55.11 Probation Unit
New Section H
O"Applicants who currently occupy a permanent peace
officer position in the Probation Department will not be required
to complete the psychological screening or background investigation
to promote to other peace officer positions in the Probation
•Department.A Specifically, - permanent Group Counsellors
participating in the current promotional Deputy Probation Officer
II examination will not be required to complete either
psychological screening or a background investigation. Individuals
who have only temporary Group Counsellor time with the County will
be required to complete the full scale psychological and background
investigation.
New Section I
Effective the first of September, 1990 temporary employees in the
job classifications of Group counsellor it II or III who have
completed 2080 hours of employment are eligible to receive time and
one-half (1-1/2) for working a holiday.
1
New Section J
jermanent Group Counselors of the
Juvenile Hall, the Juvenile Community Services Program, and the Byron Boys'
Ranch will receive 7.5% differential premium pay when assigned as "Lead
Coufiselor.' for the assigned shift or for the duration of the "Lead Counselor"
assignment, when replacing the Building Supervisor (Institutional Supervisor II)
at Juvenile Hall and when replacing Institutional Supervisor I ' s 'at Byron Boys'
Ranch.
Permanent Group Counselors assigned Lead Counselor- duties and responsibilities
will receive this monetary compensation for hours worked. To receive this
compensation, Lead Counselors must work the. assigned shift and provide direction
for one or more co-workers.
Facility administrators have the sole responsibility for selecting and assigning
Lead Counselors. The. selection process shall include an assessment of
experience. skills, leadership abilities, seniority, and the needs of the unit
or facility among other considerations. The assignment may apply to Group
Counselor I's, II's, and III's, depending on the above criteria when the
.supervisor designates .the "Lead Counselor".
The selection and assignment of Group Counselors in accordance with the above
criteria .is not gr:-evable.
2
ATTACHMENT #14
PREPARED 7-22-94
55. 11 Probation Unit
add the following language
G. Title Change The class titles of Group Counselor I, II & III
will be changed to Probation Counselor I, II, & III
respectively-upon ratification of this agreement.
H. Posting of Vacant Positions If a vacant position in a
juvenile institution is not posted within 30 days, a notice of
the reasons why not shall be posted.
I. Pregnancy Limited Duty Once an employee has been granted
limited duty status for maternity reasons by the County, such
employee may, with specific medical verification, request and
receive reassignment to a work location which shall not
require the employee to have a physical presence during the
term of the pregnancy on any living unit at juvenile hall.
J. Byron Boys Ranch 4110 The Probation Department agrees to meet
with a committee from the Byron Boys Ranch to discuss a 4/10
plan with the understanding that no additional costs will be
considered.
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