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Home My WebLink AboutMINUTES - 07091996 - C45 c. Al THE BOARD OF SUPERVISORS OF CONTRA COSTA COUNTY, CALIFORNIA Adopted this Order on July 9. 1996 by the following vote: AYES: Supervisors Rogers, Bishop, DeSaulnier, Torlakson, NOES: None ABSENT: None ABSTAIN: Supervisor Smith SUBJECT: Approval of Side Letter with the ) Deputy Sheriffs' Association ) Management Unit ) Resolution No. 961-238Lf BE IT RESOLVED that the Board of Supervisors of Contra Costa County APPROVES the side letter (copy attached and included as part of this document), jointly signed by Leslie Knight, Director of Human Resources Department and Louis Kroll, President, Deputy Sheriffs' Association, Management Unit, regarding economic terms and conditions for 1995-1998 for those classifications represented by that employee organization. 1 hereby CW*that ft b a true and correct 07 of an action taken and entered on the mkw t of do Board of Supervisom on th date sham ATTESTED: i.' t" Plftof the bad Of 8==Afthdotraw By *�„ Deputy f Orig. Dept: Human Resources Department cc: Auditor-Controller/Payroll Sheriffs Department Louis Kroll, DSA Contra :s'' °F Human Resources Department Costa -- 12 p County Third Floor,Administration Bldg. u n t 651 Pine Street co ITS Martinez,California 94553-1292 (510)646-4064 Leslie T.Knight Director of Human Resources July 1 , 1996 Mr. Louis Kroll, President Deputy Sheriffs' Association 1780 Muir Road Martinez CA 94553 RE: ECONOMIC TERMS & CONDITIONS FOR DSA MANAGEMENT UNIT 1995-98 MEMORANDUM OF UNDERSTANDING Dear Mr. Kroll: This confirms agreement to submit this Side Letter outlining negotiated wage agreements and other economic terms and conditions of employment beginning October 1 , 1995 through September 30, 1998 for approval by the Board of Supervisors. This agreement is entered into by Contra Costa County and the Deputy Sheriffs' Association Management Unit representatives to provide wage adjustments while a comprehensive Memorandum of Understanding is being prepared. The MOU will be finalized by the parties as soon as possible and subsequently submitted to the Board of Supervisors for approval. 1. WAGES. July 1 , 1996: $750 bonus to be paid by separate check on 8/10/96. July 1 , 1996: 25 level increase (2.5302%) October 1 , 1997: 30 level increase (3.043990 2. MONTHLY UNIFORM ALLOWANCE. Allowance increased $85 per year effective July 1 , 1996 and $85 per year effective July 1 , 1997; payments to be included in monthly pay warrants. 3. MANAGEMENT TRAINING INCENTIVES. Effective October 1 , 1996 management employees will receive a one-time-only 25 level (2.5302%) increase in base salary in exchange for the elimination of the Continuing Education Program. 4. MANAGEMENT LEAVE. On the first of the month following Board approval of this side letter, an additional 10 hours of management leave will be granted to represented employees. Eligible employees will thereafter be credited with 50 hours leave per year on each January 1 st. 5. DEFERRED COMPENSATION INCENTIVE. Employees with a break in deferred compensation contributions due to an approved medical leave or approved financial hardship or who lose eligibility due to budgetary constraints and later return to an eligible position, shall not be required to reestablish eligibility. 6. HEALTH & DENTAL PLAN. Effective January 1 , 1997 or as soon thereafter as possible within the requirements of PERS Medical and the County Retirement Board, the County will implement a transfer of all retirees and/or survivors from the DSA Rank & File and Management bargaining units and all employees in said bargaining units into PERS Medical. Open enrollment will be held approximately sixty (60) days prior to - the actual implementation date. Subvention rates for the purposes of open enrollment in all PERS medical plans will be the dollar equivalent of eighty percent (809) of the 1997 PERS Kaiser North premium at each level (employee only, employee + one, employee + two or more). The following represents the County's maximum contribution for medical premiums at each level: Employee only: $115.96 Employee + one: $231 .92 Employee + two or more: $301 .50 In the event as to any plan, in whole or in part, that the above amounts are greater than one hundred percent (1 009) of the applicable premium, the County's contribution will not exceed one hundred percent (1 009) of the applicable premium. Following open enrollment, the County will determine the amount of savings, if any, realized as a result of the transfer of employees and retirees into PERS medical plans. Such savings will be determined by calculating the difference between the 1996 total cost of medical premiums for DSA Rank & File and Management bargaining unit employees and retirees, and the 1997- cost of medical premiums for DSA Rank & File and Management bargaining unit employees and retirees. The County will meet and confer - 2 - with DSA regarding how such savings will be distributed'towards reducing employees' health care costs. In 1997 and 1998, the County's maximum contribution to medical premiums at each level will be determined by calculating the dollar equivalent of up to two percent (2%) increase in the previous year's maximum contribution. However, no increase in the County's maximum contribution will be made in any year in which the PERS Kaiser North premium is not a higher amount than in the previous year. 7. ELIMINATION OF 1% SUBVENTION. The additional 1% County subvention of premium for employees enrolled in either the Kaiser or Health Net medical plan option which is granted upon the employee's affirmation that he/she does not abuse alcohol or use tobacco, is discontinued effective the first of the month following Board approval of this side letter. 8. IDENTICAL DSA PROPOSALS CURRENTLY AT LABOR COALITION DSA Proposal 1 - Wages. In the event the County and the Labor Coalition conclude MOUS effective 10/1/95 which provide a higher wage increase than the wage increases agreed upon with the DSA over the same duration, the County will adjust the wage increase for the DSA by the same amount and for the same duration as the Labor Coalition increase. DSA Proposal 17 - Bilingual Pay. Add the existing terms and conditions of the Countywide Bilingual Pay policy language to DSA MOU with the understanding that any increase in the amount of the differential agreed to at the Labor Coalition be applied to the DSA MOU at the same effective date applied to the Coalition. DSA Proposal 19 - Retirement. In the event the County and the Labor Coalition reach agreement to allow miscellaneous employees to move from Tier it to Tier I Retirement, such agreement will be applied to the DSA MOU at the same effective date applied to the Coalition. County Proposal 26 - Workers' Compensation & Continuing Pay (for non- sworn employees). Any subsequent agreement between the County and the Labor Coalition regarding the percent received by an employee for continuing pay (currently at 84% of regular monthly salary), and time off for treatment of injury/illness (currently capped at 36 hours per year including travel time) will be applied to these provisions of the DSA MOU. - 3 - County Proposal 29 - Dental Benefits. In the event the County and the Labor Coalition reach agreement about modifying existing dental benefits and/or subvention during the term of this MOU, such modifications will be implemented with DSA. County Proposal 32 - Health Care Spending Account. Effective ,January 1 , 1997, the County will offer regular full-time and part-time (20/40 or greater) County employees the option to participate in a Health Care Spending Account (HCSA) Program designed to qualify for tax savings under Section 125 of the Internal Revenue Code, but such savings are not guaranteed. The HCSA Program allows employees to set aside a pre-determined amount of money from their paycheck, not to exceed $2400 per year, for health care expenses not reimbursed by any other health benefits plan with before tax dollars. HCSA dollars can be expended on any eligible medical expenses allowed by Internal Revenue Code Section 125. Any unused balance cannot be recovered by the employee. The County will continue to offer employees the option to participate in the existing Countywide DCAP and premium conversion programs. If the foregoing conforms to your understanding, please indicate your approval and acceptance in the space provided below. Dated: CONTRA COSTA COUNTY DEPUTY SHERIFFS' ASSOCIATION Leslie Knight, Director euli�_sKroll, President Human Resources Department cc: Rich Heyne, Employee Relations Manager Human Resources Department - Personnel Services Unit Sheriffs Department Auditor/Payroll - 4 -