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HomeMy WebLinkAboutMINUTES - 08121997 - C111RES THE BOARD OF SUPERVISORS OF CONTRA COSTA COUNTY, CALIFORNIA Adopted this Order on August 12, 1997 by the following vote: AYES: Supervisors Uilkema, Gerber, Canciamilla, Rogers NOES: None ABSENT: Supervisor DeSaulnier ABSTAIN: None SUBJECT: Approval of Side Letter of Understanding } with the Physicians' & Dentists' Organization) of Contra Costa (PDOCC) ) Res. 97/ 446 BE IT RESOLVED that the Board of Supervisors of Contra Costa County conditionally APPROVES the attached Side Letter of Understanding between Contra Costa County and the Physians' & Dentists' Organization of Contra Costa ' (PDOCC) regarding economic and other terms and conditions of employment for 1996-98 for those classifications represented by that employee organization. Said approval is conditioned upon a vote of the PDOCC membership, completed no later than August 22, 1997, approving the attached Side Letter in full. Orig. Dept.: Human Resources Department (Kathy Ito @ 335-1785) cc: Auditor-Controller/Payroll County Counsel Health Services Department Stephen Daniels, MD, President of PDOCC t hereby Cq"that this is a true and correct Dopy of �n aotian taken and entered on the minutea of tM board of Supervtaora on the data;� 17 p dd1j.� ��PHII BATCH OR•Clerk of tho board of Supervisors and County Admhnistratof I -. OA Human Resources Contra Costa �.=/ Department x 'IA1 , County � '`� Administration Bldg. s���� 651 Pine Street,Third Floor Martinez, California 94553-1292 (510) 335-1764 August 5, 1991 Leslie T.Knight Director of Human Resources Stephen Daniels MD, President Physicians' & Dentists' Organization of Contra Costa PO Box 1803 Martinez CA 94553 RE: ECONOMIC TERMS & CONDITIONS FOR THE PHYSICIANS' & DENTISTS' ORGANIZATION OF CONTRA COSTA (PDOCC) 1996-98 MEMORANDUM OF UNDERSTANDING Dear Dr. Daniels: This confirms agreement to submit this Side Letter outlining negotiated wage agreements and other economic terms and conditions of employment beginning January 1, 1996 through December 31, 1998 for approval by the Board of Supervisors. This letter expresses wage and benefit changes and other terms and conditions of employment, agreed upon between Contra Costa County and the Physicians' & Dentists' Organization of Contra Costa (PDOCC) which shall be implemented upon approval by the Board of Supervisors and expressed in a comprehensive Memorandum of Understanding (MOU) which is being prepared. The Tentative Agreements attached hereto are incorporated herein by reference. A comprehensive MOU will be finalized by the parties as soon as possible and submitted to the Board of Supervisors for further approval. Pending such further approval, the terms and conditions of employment of employees represented by PDOCC are expressed in the last expired MOU, subject to the terms of this Side Letter. COALITION AGREEMENTS 1. Wage Increases: July 1, 1996: 3.0% October 1, 1997: 3.0% or 2.0% with Tier III retirement October 1, 1998: 3.5% 2. Lump Sum Payment. The July 1, 1996 increase will be paid in a Lump Sum Payment to each employee for the months of July 1996 through and including August 1997, without interest, computed as follows: Employee regular pay, overtime pay and 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 three percent (3%) to arrive at the employee's lump sum payment. The payment amount thus computed will be added to the employee's September 10, 1997 paycheck where it will be listed separately as a "Lump Sum Payment" and will be subject to normal tax withholding and retirement deduction requirements. 3. Retirement. Subject to the enactment of enabling legislation amending the 1937 Employees Retirement Act to allow such election, and under agreed-upon conditions, the County will permit certain Tier II employees to elect a Tier III Retirement Plan. 4. Workers' Compensation. A permanent employee shall receive 87% of regular monthly salary for all accepted claims filed with the County on or after January 1, 1997, excluding those certain employees entitled to benefits as defined under the Workers' Compensation Laws of California, Labor Code Section 4850. 5. PERS Long-Term Care. The County will deduct and remit monthly premium and provide eligible lists to the PERS Long-Term Care Administrator, at no County administrative cost, for County employees who are eligible and voluntarily elect to purchase coverage under the PERS Long-Term Care Program. County employees interested in purchasing PERS Long Term Care may participate in meetings scheduled by PERS Long Term Care in County facilities during non-work hours (i.e. coffee breaks, lunch hour). 6. Direct Deposit Administrative Fee. Effective the first of the month following Board approval of this Letter of Understanding, the one-time $5.00 direct deposit fee required for participation in the direct deposit payroll program is eliminated. 7. Health Care Si?ending Account. Effective January 1, 1997, the County will offer incumbents in regular full-time and part-time (20/40 or greater) positions represented by PDOCC, the option to participate in a Health Care Spending Account (HCSA) Program regulated under Section 125 of the Internal Revenue Code. 8. Wellness Incentive Program. A broad-based pilot Wellness Incentive Program will be developed with input from the joint Labor/Management Wellness Committee. The purpose of this program will be to reward County employees with incentives for participating in Wellness Program activities and encourage them to live healthier lifestyles. The Wellness Committee will work closely with the Human Resources Department on program design and implementation. - 2 - 9. Deferred Retirement. Effective two (2) months following Board approval of this Letter of Understanding, and under certain conditions and limitations, employees who resign and file for a deferred retirement may continue in their County group health and dental plan. 10. Grievance Procedure. Without regard to the time limit expressed in the Tentative Agreement, representatives of the County shall meet and confer with representatives of the Labor Coalition in order to develop rules and guidelines governing the conduct and administration of Adjustment Boards. 11. Military Leave. Amend Section by add.ing "Additionally, any employee who volunteers for service during a mobilization under Executive Order of the President or Congress of the United States and/or the State Governor in time of emergency, shall be granted a leave of absence in accordance with applicable federal or state laws." 12. Child Care. The County will continue to support the concept of non-profit child care facilities similar to the "Kids at Work" program established in the Public Works Department. 13. Employee Representation Rights. The County recognizes an employee's right to representation during any disciplinary interview or meeting which may result in discipline. The County will not interfere with the representative's right to assist an employee to clarify the facts during the interview. 14. Sick Leave. Paid sick leave credits may be used by an employee upon adoption of a child. Paid sick leave credits may be used upon the death of an employee's domestic partner. Use of additional accruals, including sick leave when appropriate, may be authorized in conjunction with bereavement leave at the discretion of the appointing authority. 15. Confidentiality of Information/Records. Any use of employee medical records will be governed by the Confidentiality of Medical Information Act (Civil Code Sections 56 to 56.26). 16. Voluntary Furlough Policy. The existing VTO program shall be continued. - 3 - UNIT TABLE AGREEMENTS 1. Days & Hours of Work. a. Set at 20% the administrative time per ten week cycle for physicians and dentists to be "at risk" to fill in for described absences. Add language requiring registrars with appropriate medical skills, the Department Head and Division Heads of the Department of Family Medicine, and the Residency Director, to be "at risk" for six four-hour blocks of time per calendar year to fill in for described absences. Registrar eligibility and scheduling shall be coordinated between the head of the appropriate department and the headof the Department of Family Medicine. The decision of the appointing authority or designee regarding eligibility and scheduling of "at risk" blocks shall be final. b. Add language which clarifies the allowable usage of staff development time and outlines the procedures for obtaining approval for the use of staff development time. C. Eliminate language which permits registrars to have flexibility of scheduling as arranged by the appointing authority or designee. d. Add language which gives physicians rounding on holidays the same pay as physicians rounding on weekends. e. Add language which makes New Year's Eve and Christmas Eve paid as weekends, beginning at 7:00 p.m., under the provisions of Emergency Room Pay. 2. Education Reimbursement. Increase reimbursement from $200 and $250 per fiscal year to $500 per calendar year and expand list of items eligible for reimbursement. 3. New Section - Probationary Period. Upon initial appointment, employees in classifications subject to this MOU (excluding Exempt Medical Staff Resident Physicians) shall serve a six (6) month probationary period commencing on the date of appointment. The probationary period shall not include time served in temporary appointments or any period of continuous absence exceeding fifteen (15) calendar days. Employees will receive an evaluation during the probationary period. Employees will serve a probationary period unless at the discretion of the appointing authority, the probationary period is waived for employees who have previously served one (1) year or more in a permanent position in good standing - 4 - in this bargaining unit and who have not been separated from County service for a period of more than`five (5) years. During the probationary period, employees are subject to termination by the appointing authority without cause and without right of appeal or compliance with Section 14 - Dismissal, Suspension and Demotion, or Section 15 - Grievance Procedure. 4. Stipends. Department Head of Nursery is deleted from assignments deemed appropriate to receive a stipend of $500 per month. Nursery Division Head is added to those assignments deemed appropriate to receive a stipend of $250 per month. Add language providing an additional stipend of $75 per month to all registrars who are required to be "at risk" (as described in No.1 a above). 5. New Section - Work Restructuring. Upon ratification of the 1996-98 MOU, the parties agree to commence discussions regarding changes in employment relationships and compensation structures in order to provide cost reduction incentives. The changes to be discussed may include, but are not Limited to, alternate staff compensation structures and the alteration of the employment relationship of staff to create independent physician associations. In the event of alternate compensation or employment structures, such alternate structures will have a target implementation date of January 1, 1999. The parties will meet and confer with respect to implementation of changes by which county health services are provided and with respect to the work and compensation of represented employees. The parties also agree to meet and confer with respect to terms and conditions of employment associated with any such restructuring, including, but not limited to job security and severance. Dated: CONTRA COSTA COUNTY PDOCC WZ Kathy Ito I Stephbbaniels MD, President Labor Relations Manager }'p << cc: Leslie Knight, Director of Human Resources Human Resources Division - Personnel Services Unit Health Services Department Auditor/Payroll - 5 - r LABOR COALITION - 1996 NEGOTIATIONS SETTLEMENT.PACKAGE Presented: 10/15/96 7:30 PM COALITION PROPOSALS: • Duration of Agreement • 10/01/95 - 09/30/99 • Wages (Cl) • 07/01/96 - 3.0% increase • 10/01/97 - 2.0% increase plus Tier III or 3.0% increase • 1 0101/98 - 3.5% increase • Retirement • Tentative Agreement on Management Proposal dated 10/07/96 (10:30 PM) Special Benefits (C21) • Tentative Agreement on Management Proposal dated 10/15/96 • Temporary Employees (C23) • Tentative Agreement on Management Proposal dated 07/25/96_ • PI Employees Health Plan (C31) • Withdrawn • Worker's Compensation (C37 & M17) • Tentative Agreement that on or after January 1, 1997, percentage will be reduced to 87%. MANAGEMENT PROPOSALS • Differentials (M25) Tentative Agreement on Management Proposal dated 6/10/96 • Bi-Weekly Pay • Tentative Agreement on Management Proposal dated 8/10/96 • Annual Leave (M26) • Withdrawn DATED: /04 ( •d l/FOR COUNTY FOR COALITION -k J J ' J Y LABOR-COALITION MANAGEMENT COUNTER TO C2 PRESENTED: OCTOBER 7, 1996 10:30 PM C2 - RETIREMENT PROPOSAL Subject to the enactment of enabling legislation amending the 1937 Employees' Retirement Act to allow such election, the County will permit certain Tier II employees to elect a Tier III Retirement Plan under the following conditions: 1. The County and the Labor Coalition must agree on the wording of the legislation and both parties must support the legislation. 2. Except for disability, all benefit rights, eligibility for and amounts of all other benefit entitlements for Tier III, from and after the date of implementation, shall be the same as Tier I. The disability benefits for Tier III shall be the same as the current Tier II disability provisions- 3. The amount of the employee's required retirement contribution shall be established by the County Employees' Retirement Association and shall be based on the employee's age at entry into the retirement system. 4. Employees represented by the Labor Coalition and its member employee organizations (herein referred to as 'Labor Coalition') enrolled in Tier II who have attained five (5) years of retirement credited service as of the effective date of the enabling legislation shall have a six(6) month period after such date to make a one time irrevocable election of the Tier III Retirement Plan expressed herein subject to action by the Board of Supervisors to..implement the Plan. Thereafter, employees represented by the Labor Coalition enrolled in Tier II who have attained five (5) years of retirement credited service shall have a ninety (90) day period to make a one time irrevocable election of the Tier III Retirement Plan expressed herein. 5. a. The County's employer contributions and subvention of employee contributions for Labor Coalition employees electing Tier III which exceed those which would be required for Tier II membership shall: 1. be funded by reducing the general wage increase agreed upon to be effective October 1, 1997, and the pay equity amounts attributable thereto, by a percentage sufficient to reduce the County's wage obligation by three ($3) million dollars per year; and the general wage increase of all employees represented by the Labor Coalition shall be reduced accordingly; and 2. in the event the County's costs attributable to the. creation and operation of Tier III exceed $3 million per year or the County Employees' Retirement Association's actuaries determine in future years that the County's retirement costs have increased and that the increase is attributable to the creation of Tier III and/or the impact of Tier III on the County's retirement costs, such increase shall be funded by reducing the general wage increase(s) agreed upon in future years, and the pay equity amounts attributable thereto, to the extent that future wage increases are granted; and the general wage increase(s) of all employees represented by the Labor Coalition shall be reduced accordingly; and 3. in the event the County's costs attributable to the Tier III Retirement Plan are less than $3 million per year, the difference shall be divided by twelve and each twelfth shall be augmented by an amount equal to the County's common pooled fund interest which would have accrued if one twelfth had been invested in the first month of the past year, two twelfths in the second month of the past year and so forth; and 4. any savings to the County resulting from the creation and operation of Tier III shall be used to offset future County retirement cost increases attributable to the creation and operation of Tier III; and 5. County savings shall be held in an account by the Auditor-Controller which is invested in the County's common pooled fund and will accrue interest accordingly. The County will report yearly to the Labor Coalition on a)the beginning account balance, b) the interest earned, c) expenditures from the account to cover increased costs resulting from the Tier III Retirement Plan, and d) the ending account balance. b. Any increased costs to the Couhty"due to Tier 111 participation by employees not represented by the Labor Coalition, shall not be funded bye-reduction of general wage increases otherwise due to the employees represented by the Labor Coalition. C. Subject to the provisions expressed above, any and all additional employer and County-paid employee contributions which exceed the sum of the County's legally required contributions under Tier 11 shall be recovered by reducing general wage increases to the employees represented by the Labor Coalition. d. Any disputes regarding cost or savings shall be subject to binding arbitration upon demand of the Labor Coalition or the County. 2 LABOR COALITION - 1995 NEGOTIATIONS ALL EMPLOYEE ORGANIZATIONS MANAGEMENT PROPOSAL NO. 13 Presented 08/10/95 SALARIES The one time $5.00 direct deposit fee required for participation in the direct deposit payroll program is eliminated effective the first of the month following Board of Supervisors' approval of this MOU. TENTATIVE AGREEMENT DATED: /7 3 FOR THE COUNTY FOR THE EMPLOYEE ORGANIZATIONS -/VA z LABOR COALITION- 1995 NEGOTIATIONS ALL EMPLOYEE ORGANIZATIONS MANAGEMENT PROPOSALNO.20A Presented:2/29/95 HEALTH CARE SPENDING ACCOUNT 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 can not be recovered by the employee. TENTATIVE AGREEMENT DATED: - FOR THE COUNTY FO THE EMPLOYEE /ORGANIZATIONS L LABOR COALITION - 1995 NEGOTIATIONS ALL EMPLOYEE ORGANfiZATIONS MANAGEMENT PROPOSAL NO. 21 Presented: 12/07/95 Revised: 02/01/96 WELLNESS INCENTIVE PROGRAM A broad-based pilot Wellness Incentive Program will be developed with input from the joint Labor/Management Wellness Committee. The purpose of this program will be to reward County employees with incentives for participating in Wellness Program activities and encourage them to live healthier lifestyles. The Wellness Committee will work closely with the Human Resources Department on program design and implementation. PROGRAM DESIGN The Wellness Incentive Program design will include the development of additional wellness activities to compliment the current Employee Wellness Program schedule and collaboration with health plahlcarriers to develop special programs and activities for County employees and to encourage participation in their established wellness activities. Special emphasis will be placed on supporting major programs such as: Smoking Cessation, Nutrition/Weight Loss. Brown BaQ Seminars, Health Screenings and Health Fairs. FORMAT A point value system for program participation will be developed wherein each wellness activity and program will be assigned a point value. Points will accumulate and incentive prizes will be awarded to employees upon realizing certain point levels. The value of the prizes will increase with higher point values and one (1 ) grand prize will be awarded each year to the emp[byee with the highest number of points. INCENTIVES A series of incentive prizes will be assigned to certain point values In addition recognition for employee and department participation will be an important aspect of the Wellness Incentive Program. REFERRAL The parties agree to refer the contents of this proposal to the Wellness Committee for its consideration. TENTATIVE AGREEMENT DATED: / FOR THE COUNTY FOR THE-EMPLOYEE ORGANIZATIONS �Z� LABOR COALITION 1995 NEGOTIATIONS ALL EMPLOYEE ORGANIZATIONS MANAGEMENT COUNTER PROPOSAL TO # C2.3 PRESENTED JULY 12, 1996 Employees Who File for Deferred Retirement Effective two months following an approved agreement, employees who resign and file for a deferred retirement may continue in their County group health and dental plan; the following conditions and limitations apply: 1. Life insurance coverage is not included. 2. To be eligible to continue health and dental coverage, the employee must: a. be qualified for a deferred retirement under the 1937 Retirement Act provisions. b. be an active member of a County group health and/or dental plan at the time of filing their deferred retirement application and elect to continue health benefits. c. be eligible for a monthly allowance from the Retirement System and direct receipt of a monthly allowance within 24 months of their application for deferred retirement. d. file an election to defer retirement and to continue health benefits hereunder with the County Benefits Division within 30 days before their separation from county service. 3. Deferred retirees who elect continued health benefits hereunder may maintain continuous membership in their.County health and/or dental plan group during the period of deferred retirement at their full personal expense, by paying the full premium for their health and dental coverage on or before the 11th of each month to the Auditor-Controller. When they begin to receive retirement benefits, they will qualify for the same health and/or dental plan coverage and county subvention to which retirees who did not defer retirement are entitled. 4. Deferred retirees who elect continued health benefits hereunder may elect not to maintain participation in their county health and/or dental plan during their deferred retirement period; and may instead qualify for the same coverage and county subvention in any County health and/or dental plan when they begin to receive retirement benefits as retirees who did not defer retirement are entitled; provided reinstatement to a County group health and/or dental plan with county subvention occurs no sooner than the first of the month following a full three calendar month waiting period after the commencement of their monthly allowance. 5. Eligibility for County subvention will not exist hereunder unless and until the member draws a monthly retirement allowance within not more than 24 months after separation from County service. 6. Deferred retirees are required to meet the same eligibility provisions for health/dental plans as active/retired employees. T2:OEFER.961 TENTATIVE AGREEMENT DATED: FOR THE COUNTY FOR THE EMPLOYEE ORGANIZATIONS "j 1995 NEGOTIATIONS - LABOR COALITION MANAGEMENT COUNTER PROPOSAL TO C-17 Presented: 06/06/96 C17. GRIEVANCE PROCEDURE Following completion of these negotiations, but no later than November 1 , 19961 representatives of the County shall meet and confer with representatives of the Labor Coalition in order to develop rules and guidelines governing the Conduct and administration of Adjustment Boards. TENTATIVE AGREEMENT DATED: FOR THE COUNTY FOR THE EMPLOYEE ORGANIZATIONS � r _J i� LABOR COALITION - 1995 NEGOTIATIONS ALL EMPLOYEE ORGANIZATIONS MANAGEMENT COUNTER PROPOSAL TO C19 Presented: November 30, 1995 MILITARY LEAVE Any employee who is reqttifed ordered 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. Additionally, any employee who volunteers for service during a mobilization under Executive Order of the President or Congress of the United States and/or the State Governor in time of emergency, shall be granted a leave of absence in accordance with applicable federal or state 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. TENTATIVE AGREEMENT DATED: /2 FOR THE COUNTY FOR THE EMPLOYEE ORGANIZATIONS ` Y 1 LABOR COALITION - 1995 NEGOTIATIONS ALL EMPLOYEE ORGANIZATIONS MANAGEMENT COUNTER PROPOSAL TO C20 Presented: December 7, 1995 NEW S ECT I O N CHILD CARE The County will continue to support the concept of non-profit child care facilities similar to the "Kid's at Work" program established in the Public Works Department. TENTATIVE AGREEMENT DATED: I o FOR THE COUNTY FOR THE EMPLOYEE ORGANIZATIONS 10" LABOR COALITION - 1995 NEGOTIATIONS ALL EMPLOYEE ORGANIZATIONS MANAGEMENT COUNTER PROPOSAL TO C35 Presented: December 7, 1995 Revised: January 18, 1996 EMPLOYEE REPRESENTATION RIGHTS The County recognizes an employee's right. to representation during any disciplinary interview or meeting which may result in discipline. The County will not interfere with the representative's right to assist an employee to clarify the facts during the interview. New Section for all Employee Organizations except AFSCME, Local 2700 In addition to this language, the parties agree that upon final adoption of a new MOU the Human Resources Director will issue to all Department Heads a policy memo similar to that distributed in Health Services dated 11/20/95 regarding employee representation rights during an investigatory interview. TENTATIVE AGREEMENT DATED: FOR THE COUNTY FOD THE EMPLOYEE ORGANIZATIONS dew Contra Human Resources J. t . . .. Department costa - --�_. CO f / ^,. . " -.tip Third Floor,Administration Bldg. �y ? `� 651 Pine Street (LIN Martinez,California 94553-1292 DATE May 16, 1996 TO: All Department Heads and Personnel Officers FROM: Leslie T. Knight, Director of Human Resources SUBJECT: Disciplinary Investigations From time-to-time, questions arise as to the proper conduct of investigatory meetings by departmental managers where discipline may result. These general guidelines are provided to clarify the rights of employees, their representatives and managers when an investigatorymeeting is held. EMPLOYEE'S RIGHTS: ► To have a union representative present at any meeting when there is a potential for disciplinary action. The person holding the meeting should advise the employee of this right in advance. If the employee declines union representation, that should be reconfirmed at the beginning of the meeting. Note: if any employee requests representation in a meeting that is non-disciplinary (e.g. counselling session or performance evaluation conference), it is recommended that the manager grant this request rather than escalate the employee's anxiety. ► To be informed about the subject of the meeting, but only if the employee or union representative ask. The subject, when given, should not be either too broad or too specific. For example, "job performance" is too vague, but "putting false information into the computer" is probably too specific as it might give the individual a chance to cover his/her tracks. In this example, an appropriate response might be "concerns about record keeping practices_" UNION'S ROLE/RIGHTS: ► Upon request, to have a reasonable opportunity to consult with the employee in advance of the meeting. ► To speak and actively participate in the investigatory interview_ This does not take away the employer's right to hear the employee's personal account of the matter under investigation. ► To ask questions of the employee. ► To offer additional information. MANAGER'S RIGHTS: ► To hear the employee's account. This can be problematic with a nervous employee or aggressive union representative. As a practical matter, if the union rep insists on answering for the employee, the manager should let him/her do so, then turn to the employee and ask if he/she agrees and/or has anything to add. This information is provided for general guidance. Should you have any additional questions please contact Rich Heyne, Labor Relations Manager at 646-4] 46. LTKjm attachment dIsdmt/) LABOR COALITION - 1995 NEGOTIATIONS ALL EMPLOYEE ORGANIZATIONS MANAGEMENT COUNTER PROPOSAL TO C26 Presented: November 16, 1995 ADD NEW SECTION SECTION 14.3 - SICK LEAVE New h. Legal Adoption of a Child - Paid sick leave credits may be used by an employee upon adoption of the child. fr% Accumulated paid sick leave credits. . . . . TENTATIVE AGREEMENT DATED: �J FOR THE COUNTY FOR THE EMPLOYEE ORGANIZATIONS /&w3k � l JAN-16-1596 16=11 CCC PIEL DEPT 2ND FL 510 646 4299 P.02 LABOR COALITION - 1995 NEGOTIATIONS ALL EMPLOYEE ORGANIZATIONS MANAGEMENT COUNTER PROPOSAL TO C28 Presented: December 7, 1995 Revised:January-]8, 1996 Amend Section 14.3 Policies Governing the Use of Paid Sick Leave 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 or of the employee's domestic partner but this shall not exceed three working days, plus up to two days of work time for necessary travel. se of additional ac r� uals including sick leave when appropriate may be authorized in conjunction with the bereavem nt leave at the discretion of the appointing authority All organizations except UAPD. UAPD Section 9.3 g. TENTATIVE AGREEMENT DATED: FOR THE COUNTY FO`R THE EMPLO EE ORGANIZATIONS TOTHL F.0-2 1995 NEGOTIATIONS - LABOR COALITION MANAGEMENT COUNTER PROPOSAL TO C-34 Presented: May 29, 1996 NEW SECTION CONFIDENTIALITY OF INFORMATION/RECORDS Any.use of employee medical records will be governed by the Confidentiality of Medical Information Act (Civil Code Sections 56 to 56.26). Al/ LABOR COALITION - 1995 NEGOTIATIONS ALL EMPLOYEE ORGANIZATIONS MANAGEMENT COUNTER PROPOSAL TO CI Presented: November 30, 1995 VOLUNTARY FURLOUGH POLICY (VTO) Last sentence to remain unchanged: The existing VTO program shall be continued "for the life of the contract." Sections: Local One Section 17.3 CCPU Section 10.13 WCE Section 16.3 Local 535 (R&F) Section 16.3 Local 535 (SUPV) Section 17.3 CNA Section 16.3 Local 512 Section 18.3 Local 2700 Section 18.3 Appraisers' Section 16.3 TENTATIVE AGREEMENT DATED: 7 11?`S FOR THE COUNTY FOR THE EMPLOYEE ORGANIZATIONS A0 Awl PDOCC - 1996 NEGOTIATIONS MANAGEMENT COUNTER PROPOSAL TO PDOCC # 5 Presented: 01/29/97 Revised: 03/10/97 Revised: 04/10/97 SECTION 6 - DAYS AND HOURS OF WORK 6.1 Days and Hours of Work. The normal work week for employees, except Residents, shall consist of five eight-hour days or a total of forty hours, 12:01 a.m. Sunday to 12:00 midnight Saturday; however, where operational requirements require deviations from the usual pattern of five eight-hour days per work week, an employee may be scheduled to meet these requirements. With the exception of Emergency Room assignments there shall be no split shifts without the employee's consent. The appointing authority or designee shall prepare written schedules in advance to encompass the complete operational cycle contemplated. The employee's preferences as well as Department's operational requirements will be considered in preparing the schedule. The basic physician and dental schedule, excluding Registrars, for a 40 hour position will consist of 36 hours of direct patient care, and 4 hours of administrative time. This administrative time shall be prorated for all employees working in a 20 hour or greater position according to the following schedule. The nature of the administrative time shall be decided by the appropriate Department Head. Administrative time shall be in blocks of four hours. Total Hours per Week Average Admin. Hours per Week 36 - 40 4 28 - 35 3 20 - 27 2 ° ° 20% of the administrative time per month ten week cycle will be "at risk to fill in for unscheduled absences and/or for any absences for ur-gelnit short notice clinics, small clinics with two or fewer providers, the detention facilities, or at the discretion of the Department Head, to other clinics as necessary to allow for maximum latitude in approving leave requests. In addition, all Registrars with appropriate medical skills, the Department Head and Division Heads of the Department of Family Medicine, and the Residency Director shall be "at risk" for six four-hour blocks of time per calendar year to fill in for absences as described in this paragraph. Registrar eligibility and scheduling shall be coordinated between the head of the appropriate department and the head of the Department of Family Medicine. The decision of the appointing authority or designee regarding eligibility and scheduling of "at risk" blocks shall be final. Sixteen consecutive hours per week on call time (paid 1:4) may be scheduled instead of 4 hours of "direct patient care" with the employee's approval. Sixteen consecutive hours per week of telephone advice nurse backup on-call time (paid 1:8) may be scheduled instead of two hours of "direct patient care" at the discretion of the appointing authority or designee. Individual employees with regular evening or Saturday clinic, or regular on-call assignments are exempt from this on-call provision, unless agreed to by the employee. "Direct patient care" is any time in which the employee's primary responsibility is delivering health care directly to patients, including clinics, emergency room, procedures, diagnostic tests, and surgery. Employees regularly scheduled to work 16 hours per week or more of Family Practice Clinics and who have majority of their position hours assigned to Family Practice and Urgent Care Clinics shall be eligible for staff development time. The nature of the staff development time shall be decided by the appropriate Department Head and could include such responsibilities as specialty clinic assignments, or activities which contribute to patients' health, system efficiency or quality care. Employees may apply to use such time by submitting a proposal describing the goals and process of their work to the appointing authority or designee for approval. Employees will be notified in writing of the decision regarding their proposal. Approval of the use of staff development time shall be for a specific period of time and may be discontinued at any time with a written explanation, at the discretion of the appointing authority or designee Employees involved in such work shall be required to submit periodic progress reports as determined by the appointing authority or designee. Those employees in 40-hour positions will be assigned 4 hours of staff development time per week. This staff development time shall be prorated for those qualifying employees working in a 24-hour or greater position according to the following schedule: Total Hours per Week Staff Development Hours per Week 36 - 40 4 28 - 35 3 24 - 27 2 All physicians except those assigned to positions in the Emergency Department will be scheduled to work between the hours of 6:00 a.m. and 5:30 p.m., (normally between 8:00 a.m. and 5:00,p.m.) Monday through Friday. The schedule for any physician working at least 20 hours per week may include one four-hour evening clinic per week and/or one 4, 6, or 8 hour weekend clinic every eight weeks, at the discretion of the appointing authority or designee. Physicians with regular weekend direct patient care responsibilities are exempt from weekend clinic assignments. Such clinics will be compensated at the physician's base rate plus $10 per hour. Except for those physicians assigned to positions in the Emergency Department, additional evening or weekend work will be by mutual agreement. Such work will be compensated as described in Section 6.6 Emergency Room Pay. This additional compensation applies only to the scheduled time and does not include unscheduled work required for patient care needs or inpatient morning rounds. The normal work week for residents shall be determined by the Residency Program Director. Schedules reflecting the administrative hours and staff development hours will be implemented 90 days after the adoption of this memorandum of understanding. TENTATIVE AGREEMENT DATE: F- q ( 7 - CONTRA COSTA COUNTY PDOCC PDOCC - 1996 NEGOTIATIONS MANAGEMENT COUNTER PROPOSAL TO PDOCC NO. 6 Presented: 01/15/97 Revised: 01/ 29/97 Revised: 02/05/97 Revised: 04/10/97 Revised: 05121/97 SECTION 17 - EDUCATION REIMBURSEMENT Employees *R e Glass of Exempt MedmGal Staff Resident Dhvsirian shalt be inihle for $250 per ral8Rdar year, anr) eanh other permanent full time employees in classifications subject to this MOU will be eligible for $2-00 500 each calendar year, to be applied to reimbursement for continuing education courses and associated tests, medical books and journals, medical on-line computer services (e.g. Grateful Med), computer hardware and software, from a standardized County-approved list or with appointing authority approval, provided each employee complies with the provisions of the Computer Use and Security Policy adopted by the Board of Supervisors. ExGept that employees iR the Glass of Exempt MediGal Staff Resident Physidan shall be eligible for $250 PeF fisGa4 yeas Unused reimbursement entitlements may be carried over into to the next calendar year, however, but the maximum reimbursement available in any calendar year may not exceed twice the annual entitlement. Requests for reimbursement must be submitted within ninety (90) days of the date the expense was incurred. Permanent part-time Medical Staff members assigned to positions of at least twenty (20) hours per week shall be entitled to educational reimbursement on a prorated basis. DATE: "cj CONTRA COSTA COUNTY PDOCC C .� Contra 5E ` Human Resources _l. _- Department Costa County �a� �•, .j,;p Administration Bldg. firs�U�'ft V' 651 Pine Street, Third Floor Martinez, California 94553-1292 (510)335-1764 April 10, 1997 Leslie T.Knight Director of Human Resources Stephen Daniels, MD., President Physicians' & Dentists' Organization of Contra Costa PO Box 1803 Martinez CA 94553 RE: NOTIFICATION OF INVOLUNTARY PERMANENT CHANGE OF ASSIGNMENT Dear Dr. Daniels.- This aniels:This is to confirm tentative agreement reached by Contra Costa County and the Physicians' & Dentists' Organization of Contra Costa regarding notification of involuntary permanent change of assignment. Except in cases of emergency, a twenty-eight (28) day notice will be provided to any bargaining unit member prior to any involuntary permanent change in work hours, type of work, or work location. This provision shall not be applicable in disciplinary situations. If the above conforms with your understanding, please indicate agreement by affixing your signature in the space provided below. Sincerely, Kathy Labor Relations Manager Confir ed: 72 4: ,stephLdn Daniels, MD., President PDOCC cc: Leslie Knight, Human Resources Director William Walker, MD., Health Services Director Contra ;,F Human Resources Department Costa Cou nt` / Third Floor. Administration Bldg. Y 651 Pine Street \\ Martinez, California 94553-1292 (510)646-4064 Leslie T. Knight, Director of Human Resources March 5, 1997 Stephen Daniels, MD., President Physicians & Dentists Organization of Contra Costa PO Box 1833 Martinez CA 94553 RE: INCREASE IN HOURS Dear Dr. Daniels: This is to confirm tentative agreement reached by Contra Costa County and Physicians & Dentists of Contra Costa regarding increase in hours for permanent- intermittent and permanent part-time employees. Permanent-intermittent and permanent part-time employees who wish to have the hours of their position increased, must make a written request to the appointing authority during the months of April and/or October for the duration of the new, MDU. The Appointing Authority reviewing these requests will evaluate them. within thirty (30) days of their receipt, considering among other matters the actual hours assigned to and worked by the employee during the previous 6 months, the anticipated continuing need for their assignment for additional hours and operational requirements. Those requests which are approved by the department for an increase in hours will be submitted for consideration by the County as a P-300 request within an additional sixty (60) days. The employee will be notified in writing with an explanation of requests not approved; PDOCC will be copied on all denials- If the above conforms with your understanding, please indicate agreement by affixing your signature in the space provided below. Sincerely, Kathy Ito Labor Relations Manager Confirmed: AA— \J /� , A \J � z / Steph n Daniels, MD., resident PDOCC "q cc. ' Leslie Knight, Human Resources Director William Walker, MD., Health Services Director Ken Corcoran, Auditor-Controller PDOCC - 1996 NEGOTIATIONS MANAGEMENT PROPOSAL NO. 6 Presented: 05/15/96 Revised: 01/15/97 Revised: 01/29/97 Revised: 03/05/97 Revised: 05/21/97 NEW SECTION - PROBATIONARY PERIOD Effective with Board of Supervisors' approval of the MOU, upon initial appointment, employees in classifications subject to this MOU (excluding Exempt Medical Staff Resident Physicians) shall serve a six (6) month probationary period commencing on the date of appointment. The probationary period shall not include time served in temporary appointments or any period of continuous absence exceeding fifteen (15) calendar days. Employees will receive an evaluation during the probationary period. 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 Human Resources 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. If a clerical or administrative error delays a probationary report and it is determined that it was the intent of the appointing authority to retain the probationer, the employee affected will not suffer any loss of pay or benefits. Employees will serve a probationary period unless at the discretion of the appointing authority, the probationary period is waived for employees who have previously served one (1) year or more in a permanent position in good standing in this bargaining unit and who have not been separated from County service for a period of more than five (5)years. During the probationary period, employees are subject to termination by the appointing authority without cause and without right of appeal or compliance with Section 14 - Dismissal, Suspension and Demotion, or Section 15 - Grievance Procedure. TENTATIVE AGREEMENT DATE: '1-I - G l ' CONTRA COSTA COUNTY PDOCC 21W PDOCC - 1996 NEGOTIATIONS MANAGEMENT PROPOSAL NO. 1 Presented: 05/15/96 Revised: 04/10/97 5.14 Stipends. Exempt Medical Staff Members are eligible for the following additional compensation . An employee may be eligible for and receive stipends in more than one category. The stipends for Registrar and Ambulatory recognition are based on continuous service. Neither periods of voluntary separation nor periods of involuntary separation exceeding two years, will be bridged. A. The President of the Medical Staff will receive $500 per month. B. The Department Heads for Ambulatory Family Medicine, Anesthesia, Dental (excluding the classification Chief of Dental Service), Diagnostic Imaging, Emergency Medicine, Internal Medicine, Geriatrics, Obstetrics and Gynecology, Pathology, Pediatrics, misery, Psychiatry, Rehabilitation and Surgery, and other comparable assignments deemed appropriate by the appointing authority or designee will receive $500 per month. C. The Medical Director for Mental Health, the Residency Director and the Director of Quality Management will receive $500 per month. D. The Chairpersons of the Medical Staff committees charged with considerable responsibility, such as Credentials, Medical Quality Assurance, Utilization Review, and other comparable assignments deemed appropriate by the appointing authority or designee will receive $500 per month. E. The Division Heads (e.g. Orthopedics, Nursery, Ambulatory Medicine, and Out Patient Psychiatry, and Detention), the Assistant Residency Director, the Assistant Surgical Registrar Chief, the Assistant Surgical Chief and other comparable assignments deemed appropriate by the appointing authority or designee will receive $250 per month. F. A registrar stipend of$175 per month will be awarded as follows: 1. A registrar assigned to a position of 32 hours or more in the system will be eligible for half of the total stipend after completing the first three years as a registrar and be eligible for the full stipend after completing a sixth year as a registrar. 2. A registrar assigned to a position of 20 to 31 hours in the system will be eligible for one-quarter of the full stipend after three years and a maximum of one-half of the full stipend after six years. 3. A registrar in the system assigned to a position of less than 20 hours will not be eligible for a registrar stipend. A registrar is defined as a physician designated by the appointing authority and assigned to the Emergency Room or assigned significant teaching and inpatient care responsibilities and who possesses expertise in a given field and acts as a resource to his/her colleagues. An additional stipend of $75 per month will be awarded to all registrars who are required to be "at risk" to fill in for absences as described in Section 6.1 - Days and Hours of Work. This additional stipend will be awarded in accordance with 5.14.F. 1, 2, and 3 above. G. An Ambulatory Recognition stipend of $250 per month will be awarded to Physicians assigned to the Ambulatory System, and to Psychiatrists and Dentists as follows: 1. An employee assigned to a position of 32 hours or more will be eligible for one-half of the full stipend after three years, and be eligible for the full stipend after six years. The full stipend will be the same as the full registrar stipend. 2. An employee assigned to a position of 20 to 31 hours will be eligible for one-quarter of the full stipend after three years, and a maximum one-half after six years. 3. An employee assigned to a positions of less than 20 hours per week of will not be eligible for the ambulatory recognition stipend. The above stipends will become effective on the first of the month following the employee's appointment unless the appointment is effective on the first of the month, in which case the stipend will commence immediately. TENTATIVE AGREEMENT DATE.-- CONTRA ATE:CONTRA COSTA COUNTY PDOCC PDO CC - 1996 NEGOTIATIONS MANAGEMENT PROPOSAL NO. 5 Presented 5/15/96 SECTION 6 - DAYS AND HOURS OF WORK 6.5 Pay for Weekend and Holiday Rounds. A physician whose assignment requires rounding on weekends and holidays will be paid at the straight time hourly rate for time spent rounding plus a differential of $30 per hour, with a minimum of three hours pay. Only one three hour minimum will be paid per each twenty-four (24) hour period. TENTATIVE AGREEMENT DATE: Z�J 9�- CONTRA COSTA COUNTY PDOCC / ehtaz --� PDOCC - 1966 NEGOTIATIONS COUNTER PROPOSAL TO PDOCC NO. 3 Presented: 02/05/97 Revised: 03/21/97 Revised: 04/10/97 Revised: 05/21/97 NEW SECTION - WORK RESTRUCTURING The parties recognize that changes in federal and state health care policies and in the practices of other health care providers require that the County retain the capacity to plan and carry out changes in the means by which county health services are provided and in the work of represented employees. The parties also recognize that changes in federal, state and county health care policies may have significant impact on the working conditions, practices and careers of represented physicians and dentists. Upon ratification of this MOU, the parties agree to commence discussions regarding changes in employment relationships and compensation structures in order to provide cost reduction incentives. The changes to be discussed may include, but are not limited to, alternate staff compensation structures and the alteration of the employment relationship of staff to create independent physician associations. In the event of alternate compensation or employment structures, such alternate structures will have a target implementation date of January 1, 1999. The parties will meet and confer with respect to implementation of changes by which county health services are provided and with respect to the work and compensation of represented employees. The parties will also meet and confer with respect to terms and conditions of employment associated with any such restructuring, including, but not limited to iob security and severance. TENTATIVE AGREEMENT DATE: ` CONTRA COSTA COUNTY PDOCC f,. ..........