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HomeMy WebLinkAboutMINUTES - 09211999 - C85 THE BOARD OF SUPERVISORS OF CONTRA COSTA COUNT`, CALIFORNIA Adopted this Resolution on Se tern 2 , y the following vote: AYES: St~PERVISCRS MIA, UIZ A, GERBER., DESAULNIER AND 'CANCIMILLA NOES: NGS ABSENT: NONE ABSTAIN:NONNE Subject: Adopt Letter of Understanding with) the Deputy Sheriffs' Association ) Rank & File Unit ; Res. No. 99L4--87 BE IT RESOLVED that the Board of Supervisors of Contra Cosh County ADOPT the Letter of Understanding (copy attached and included as part of this document), jointly signed by lathy Ito, Labor Relations !Manager, and George Yamamoto, President, Deputy Sheriffs' Association, Rank & File Unit, regarding economic terms and conditions for 1998-2391 for those classifications represented by that employee organization. i hereby certify that th is a true ard c55r"reptopy'lor. taken and entered m- thiaminutes ofy�o, an ao, Board of SupaNisors on to date shown, t TTES ED, � ember 2 , '199�9 ZHI !STC ' t o lerlk of the Board -Z sup:.'+`< rs and ou y Administrator , 8 By Deputy Orig. Dept: Human Resources Department (Kathy Ito at 5-1785) cc: Labor Relations Unit Auditor-Controller's Office Sheriff-Coroner's Office Deputy Sheriffs' Association _. UNION PROPOSAL NO. 22 DSAS & FILE UNIT 199 NEGOTIATIONS Presented: 02/26199 SECTION 50 - STUDIES/PROJECTS/COMMITTEES C. L. bor/Manaaement Committee. The parties agree to move the following issue to the Labor/Management Committee for further discussion. ssion. Union Proposal 22 _ Section'15.7 Military Leave ~ ' 4 - - tc� ( k COUNTY COUNTER PROPOSAL TO DSA PACKAGE PROPOSAL DSA - RANK �gFg IL. UNIT NS Presented: 07149199 524 4 Duration of Agreement. This Agreement shall continue in full force and effect from October 1,499 1998 to and including September 30, 4499 2001. Wages, 10/01/98 3.5% 04101199 2.5% 10101199 3.0% 10101100 3.0% -7ql q- _.. _.... ......... _ _ ........ ..........._.. ......... ......... ........ ......... ......... ......... _ _ ......... ......... ......... ......... ......... ......... ......... ....................................................................................................................... _ .............................. DSA PROPOSAL NO. 28 IDSA -RANK & FILE UNIT 199 N'EGOTIATIONS Presented: 97130/99 Review of All Existing aide Letters Between the County and DSA A Committee composed of George Yamamoto, Joe Surges, K thi Holmes and Yvonne Armstrong met to review side letters and recommend a course of action regarding each to the two negotiating tears (see attached). At the end of the project, the work group will develop a tele of contents and index for all remaining side letters. TENTATIVE AGREEMENT Dated. CONTRA COSTA COUNTY DEPUTY SHERIFFSE ASSN. AF Lam` EXHIBIT (INFORMATION/REFERENCE OILY) A - SPECIALIZES ASSIGNMENTS Revise and keep as alae letter B - SHERIFFS AIDES/SPECIALISTS DIFFERENTIALS Delete - no longer relevant C EMPLOYEE RELATIONS ORDINANCE CODE - UNFAIR PRACTICES Keep as Attachment and revise reference in Section 38 D - PROJECT POSITIONS Keep as Attachment E - SHERIFFS "OPEN DOOR" POLICY Keep as side letter F - MARSH CREEK DETENTION FACILITY SCHEDULING Commander Holmes t® draft revised side letter with new schedule - COURT APPEARANCE OVERTIME • County recommends keep as side letter • DSA recommends s deleting side letter o COMPENSATION FOR SERGEANTS ASSIGNED TODEPUTY SHERIFF POSITIONS • County recommends keep as side letter • DSA recommends incorporate as new language in Section 7.5 1 - TRANSPORTATION BUREAU ASSIGNMENTS Revise and beep as side letter J - POST ASSIGNMENTS Keep as side letter K - FIREARMS TRAINING POLIO' /Fold decision until after€aborlMaha ement discussions on issue ..... ......... ......... ........... _.._..... ......... ........ ......... ......... ...._.... ........ . ......... ......... ......... ......... ......... ......... ..........................................................................._. . ..................................... L - PRESIDENT'S SLOT RELEASE TIME Delete— see Section 4.3 M - FLSA OVERTIME Keep as side letter N - SCHEDULING OF SERGEANTS Incorporate into Mou under Section 10.2.Ca3 0 - EXTENSION OF PROBATION PERIOD FOR INJURED DEPUTY SHERIFF Rewrite and keep as side letter P - PRE-EMPLOYMENT AGREEMENT Hold for discussions at LaborlManagement re recruitment ideas Q - CORONER'S DIVISION SHIFT Keep as side letter R - IDENTIFICATION OF SECTION 27 PROPOSALS Keep as side letter S - DETENTION FACILITY ASSIGNMENTS Keep as side letter T - TRANSFER LETTER Keele as site letter U - CASHOUT OF HOLIDAY CTO CREDITS Incorporate into MOU Section 12.5. V - CALIPERS MEDICAL FLAN SIDE LETTER DATED 5/29/97 Delete - SCHEDULING Keep as side fetter f:1r\un;!0ns\DSAlside fetter review ......... ......... ......... ..... .............. ......... ......... . ........ ......... ..... ......... ......... ......... ......... ......... _........ ......... .... ................................................................. ....................................... cor ,� °F Human Resourcitraes e rt ent Costa ^ €� Administration 3Bdg. 1 € °, `r 657 mina Sheet,T#:}rd Floor 1'i t'gif!y� Martinez, California 94553-1292 (925) 335-1773 July 9, 1999 Leslie T Knight Director of Human resources Mir. George Yamamoto, President Deputy Sheriffs' Association 1739 Muir Road Martinez CA 94553 Dear lir. Yamamoto: This Letter of Understanding confirms agreement betweenContra Costa County and the Deputy Sheriffs' Association that negotiationsfor the successor agreement of the MOU commencing October 1, 1998 and ending 'September 30, 2991, will begin April 15, 2001. If the foregoing conforms to your understanding, please indicate your approval and acceptance in the space provided below. Date: - Ci -- q CONTRA COSTA COUNTY DEPUTY SHERIFFS' ASSOC ATION f:unionsldsa neg14-15-21343 . . ... ................................................................................... co""ITtra Human Reso=4 Costa Department Administration Bldg. mac" i_ 661 Pine Street,Third Floor Martinez,California 94563-1292 June 17, 1999 (610)33--1770 Leslie T Knight Director of Human Resources Mr. George Yamamoto, President Deputy Sheriffs' Association 1780 Muir Road Martinez CA 94553 Dear Mr. Yamamoto: In the event that the County and the Labor Coalition reach agreement to implement a bi-weekly, semi-monthly, or monthly pay process with an annualized 'hourly rete during the terra of the Memorandum of Understanding (M'OU) between Contra Costa County and the Deputy Sheriffs' Association (DSA) Ranh & File and Management Units, said agreement will also be applied to DSA during the terms of each MOUs. Once the new pay cycle process goes into effect (the first year of implementation), the County will continue to pay the monthly uniform allowance to eligible DSA employees through the end of the current fiscal year(6/30). Effective with the next July pay period, the County will stop paying the uniform allowance on a monthly basis. Beginning on the first pay day in the next following December, and each December thereafter, the County will pay the uniform allowance in a separate annual pay warrant to those employees in permanent pay status on each November 11. Gate: CONTRA COSTA COUNTY DEPUTY SHERIFFS' ASSOCIATION ri 6 SHERIFF'S OFFICE f:ur,ionsldsa\ner lco proplbWeekly cc: Auditor-Controller 410 � r` r t _ Human Resources Department Costa _ Administration Bldg_ u n Ma Pine Street Uo n c` 'v� rtirsez, California53 1292 ''� cs� Agri[ 2"1, 1 999 Mr. George Yamamoto, President Deputy Sheriffs' Association 1730 Muir Road Martinez CA 94553 Deer Mr. Yamamoto: This Letter of Understanding confirms agreements reached on February 25, 1999 related to hours worked by all members in the Rank & File Unit of the Deputy Sheriffs' association (DSA) assigned to the Investigation Division in a field assignment in the Contra Costa County Sheriff's Office. This agreement excludes contract positions with the District attorney's Office. Effective upon adoption by the Board of Supervisors, the parties agree as follows: I t Notwithstanding Section 44 m Lunch Period of the DSA ICU, the above-described employees shall work a straight eight (3) hour day which includes a meal period not to exceed thirty (30) minutes. 2. Said employees shall utilize the sate radio reporting procedure as employees assigned to the Patrol Division. � 3. 4. The current incumbents in the administrative sworn and non-sworn positions assigned to the Investigation Division may elect either a) a one-half /2) hour paid lunch or (b), a one (1) hour lunch period with one-half (1/2) hour of the one (1) hour lunch period 'paid. This choice is available for the duration of the current. IOU or until such 4 time as the position/assignment is vacated. Upon expiration of the current MMU, or upon replacement of the current incumbent, which .... .... .:::: ever comes first, the lurch period for administrative sworn and non- worn personnel assigned to the Investigation Division will be a one (1) hour unpaid lurch period. If the foregoing conforms to your understanding, please indicate your approval and acceptance in the space provided below. Date. -� q _jet CONTRA COSTA COUNTY DEPUTY SHERIFFS' SSO'CIATION t a. SHERIFF'S OFFICE Contra `y Human Resources Department Costa Adr istraVor Bldg, 65.1 Pine Stm d County Martinez, Ca�ifornia 94553-1292 > w September 17, 1999 Mr. George Yamamoto, President Deputy Sheriffs' Association 1739 Muir Road Martinez CA 94553 RE: ECONOMIC TERMS & CONDITIONS FOR DSA RANK & FILE UNIT 1998-2001 MEMORANDUM OF UNDERSTANDING Dear Mr. Yamamoto: This letter expresses gage and benefit changes and caber terms and conditions of employment, agreed upon between Contra Costa County and the Deputy Sheriffs' Association (DSA) lank & File Unit which shah be implemented upon approval by the Board of Supervisors while a comprehensive Memorandum of Understanding is being prepared. The Tentative Agreements attached hereto are incorporated herein by reference. When finalized, a comprehensive INION will be submitted to the Board of Supervisors for further approval. Pending such further approval, the terms and conditions of employment of employees represented by DSA are expressed in the last expired MOU, subject to the terms of this Side Letter. October 1, 1998: 3.5% increase April 1, 1999: 2.5% increase October 1, '1999: 3.0% increase October 1, 2000: 3.9% increase 2. LUn1p SumPayment. A 3.5% Lump Sum Pay will be calculated for all eligible earnings from October 1, 1993 through August 31, 1999. A 2.5% Lump Sum Pay will be applied to all eligible earnings from April 1, 1999 through august 31, 1999. Eligible earnings include employee regular pay, overtime pay and specific ether earnings computed as a percentage of base pay. _ 1 _ A. The October 1, 1998 increase will be paid retroactively in a lump sure payment to each employee for the period October 1, 1998 through August 31, 1999, without interest. 13, The April 1, 1999 increase will be paid retroactively in a lump surra payment to each employee for the period April 1, 1999 through August 31, 1999, without interest. C. The payment amounts thus computed will be paid in a separate check on November 10, 1999 as a "Lump Sum Payment" and will be subject to normal tax withholding and retirement deduction requirements, Effective for the November 10, 1999 pay warrant, the County shall distribute pay warrants and/or pay warrant advices via United States wail. Pay warrants and pay warrant advices shall be mailed directly to each employee's home subject to following: 1. Pay warrants and pay warrant advices shall be mailed no fewer than two (2) business days prior to each appropriate pay date. A. if the County is unable to comply with the above described schedule, pay warrants and pay warrant advices shall be distributed manually at the employee's work site. B. if an employee has not received his/her pay warrant or pay warrant advice five (5) calendar days following the mailing of said warrant or advice, and upon request of the employee, the County shall issue a replacement pay warrant or pay warrant advice within twenty-four (24) hours of receiving the employee's request for a replacement. 2. Payroll errors shall be corrected as follows* A. Errors of one hundred dollars ($100) gross will be corrected within five (5) days. B. Errors amounting to less than one hundred dollars ($100) gross shall be adjusted the next pay period. C. The hardship requirement will no longer apply to payroll corrections. - 2 - D. bequest for payroll corrections shall be forwarded by the Department, not the employee, to the Auditor's Payroll Division. E. Payroll adjustments would be by paper check as opposed to electronic transfer. F. items A through E above not withstanding, the provisions of Section 25 Pay Warrant Errors of the current DSA MOU remain in force and effect. 3. There shall be no fee to employees for the processing of pay warrants and/or pay warrant advices, or for the correction of payroll errors. 4. t i °Tr r z A Deputy assigned to the Court Security Division is exempt from mandatory transfer to the Detention Division during the first three (3) years of assignment to the Court. If, during the first three (3) years of Court assignment the Deputy would have been scheduled to transfer to the Detention Divisions' that transfer is deferred until completion of the three (3) year assignment'. A Deputy who reaches his/her twentieth (20th) year of department seniority during this "deferred transfer" stags does not become exempt from rotation to Detention and will be required to serve up to an eighteen (13) month assignment in Detention. Via. _QQM_d6ec�rity# area `oto �`l Deputy Sheriffs assigned to the Court Services Division will no longer receive Detention credit. 6. ,ice rp Q l loat eve. Effective January 19 2900, Dave granted for Family Care or Medical Leave shall be reduced from eighteen (13) weeks to twelve (12) weeks per calendar year and in the situation where husband and wife are both employed by the County, the family care or medical leave entitlement based on the birth, adoption or foster care of a child will be twelve (12)weeks each during each calendar year period. ?, phi dinon etur Frc 'tsea off . An employee who is on a leave of absence of more than thirty (30) days, or scheduled to be on a leave of absence of more than thirty (30) days at the time of a quarterly sign-up, shall not be allowed to bid on a shift, Upon return, the employee shall be placed in an available shift, at the County's discretion. 3. 3r h ern e. During the terra of the 1993-2001 MOD, employees represented by DSA may be polled to determine if a majority of the membership desires the addition of an orthodontics benefit under the Delta Dental plan. if a - 3 - majority of members desire an orthodontics benefit be made available, the County and DSA will meet and confer on the effective date of coverage, plan design, costs, limitations and exclusions. The costs for the added benefit will be borne by each enrolled Delta member whose eligibility for benefits is ander DSA's program. Payment will be made by either payroll deduction or direct pay for those members not entitled to monthly payroll deductions. If Safeguard is eliminated without a replacement plan that includes an orthodontics option, the County will subvent the Delta Dental orthodontics option at 77%. g, LJ Subvention rates for the purposes of open enrollment in all PERS medical plans will be the dollar equivalent of eighty-seven percent (87%)of the PERS falser premium at each level (employee only, employee + one, employee + two or more). 1n the event, in whole or in part, that the above amounts are greater than one hundred percent (10€3%) of the applicable premium of any plan, the County's contribution will not exceed one hundred percent (100%) of the applicable plan premium. 10. ` y lLQftrentlal for Sheriff rs. Effective October 1, 1909, all employees in the classifications of Sheriffs Dispatcher I and 11, and Supervising Sheriff's Dispatcher will receive a one-time only five percent (5%) increase in base salary in exchange for the elimination of shift differential for these classifications. 11. t_ t ra of-RoXimAnd. Letters of Reprimand shall be removed from an employee's file which are five (5) years old from the date issued unless subsequent disciplinary action has been taken and sustained against the employee for the same type of offense within said five ( ) period in which case the Letter of Reprimand is not subject to removal. However, where the subsequent disciplinary action consists of Letter(s) of Reprimand for the same type of offense, those letters (including the original letter) will be removed from the employee's file after five (5) years pass from the date the most recent letter is issued unless a different type of discipline (e.g., suspension, et al) for the same type of offense is taken and sustained during said five (5) year period. "hose Letter(s) of Reprimand which have been placed in an employee's file as a result of an arbitrator's decision reducing a disciplinary action to a Letter of Reprimand will be reviewed by the Sheriff who in his sole discretion will determine whether the five (5) year removal period will apply.' - 4 - 1 2. Non-sworn Training Officer assignments are for a one (1) year period; each year current non-sworn Training Officers must be reevaluated for assignment to non-sworn Training Officer status. It is further understood that the designation as a non-sworn Training Officer shall be at the sole discretion of the Sheriff. Non-sworn Training Officers will receive a flat $209 per month for period so assigned, regardless of whether or not they are actually training during the month. 13. Lead-De rpQral Asci n A. Effective October 1, 1999, a Lead Deputy Sheriff/Corporal assignment is established to assist with training and other duties to be determined by the process set forth in Section 50.0 m Labo naaement.Gnmmittap. A Lead Deputy Sheriff/Corporal will receive an increase of five 'percent (5%) of base salary for the period so assigned. It is further understood that the assignment as a Lead deputy Sheriff/Corporal shall be at the sole discretion of the Sheriff. B. Effective October 1, 1999, all Deputy Sheriffs currently designated as "Training Officers" shall receive the five percent (6%) increase in base salary set forth in Section 28.2.A , in lieu of the 200 per month premium pay they previously received as Training Officers. C. A Lead Deputy Sheriff/Corporal assignment as a Training Officer is for a one (1) year period; each year, current Lead Deputy Sheriff/Corporals assigned as"Training Officers must be reevaluated for assignment to Lead Deputy Sheriff/Corporal status. It is further understood that the assignment as a Lead Deputy Sheriff/Corporal shall be at the sole discretion of the Sheriff. 14. Rgtijrft_M0nj_jGDntrjbvtjQn. Employees represented by DSA who are Tier 11 members of the Contra Costa County Employees' Retirement Association (OCCERA) are entitled to elect to become Tier III members as provided in Subsection 1 below. DSA members who elect Tier III membership will be required to fund any increased costs as provided in Subsection 2, below. I, Employees represented by DSA enrolled in 'Tier 11 who have attained five (5) years of retirement credited service, shall have ninety (99) days from - 5 - the date of said five (5) year anniversary to rake a one irrevocable election of the Tier III Retirement Plan. 2. The County's employer contributions and subvention of employee contributions for members of the LSSA electing Tier III, which exceed those which would be rewired for Tier Ill membership as ofOctober 1, 1995, shall be paid by the employees in the bargaining unit, subject to the following: a. The amount of the employee's 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. b. If the County's retirement costs increase after October 1, 1998 as a result of the operation of Tier III, or if the CCC RA's actuaries determine in future years that the County's retirement casts have increased and that the increase is attributable to the impact of Tier III on the County's retirement costs after October 1, 1998, such increase shall be funded by reducing the general wage increase(s) agreed upon in future years, to the extent that future wage increases are granted, and the general wage increase(s) of all employees represented by IDSA shall be reduced accordingly, provided that such increased costs shall be charged to the bargaining unit only to the extent that the increased costs exceed $72,000 per year. c. In the event the County and the tabor Coalition reach an agreement which is effective during the terra of this MCU that provides that the County will not seek reimbursement for increases in the County's retirement casts attributable to the creation of Tier III and/or the impact of Tier III on the County's retirement costs as specified in the previous paragraph, the County will apply the same proportional cost rationale and formula to this section. 15. lnlf rm Allow . Employees eligible for the uniform allowance will receive six hundred fifty dollars ($650) per year. Effective July 1, 1999, the uniform allowance will be increased by twenty-five dollars ($25)for a total of six hundred seventy-five dollars ($575) per year. Effective July 1, 2000, the uniform allowance will be increased by fifty dollars ($50) for a total of seven hundred twenty-five dollars ($725) per year. Effective July 1, 20€ 1, the uniform allowance will be increased by seventy-five dollars ($75) for; a total of eight hundred dollars ($800) per year. � 6 _ 16. Studies/ProlectsMommittees. The parties agreed to move the following issues to the Labor/Management Committee for further discussion. A. Effective upon approval of a new INION, the Labor/Management Committee is authorized to discuss the additional duties of the Lead Deputy Sheriff/Corporal assignment. The Labor/Management Committee shall have no authority to modify the assignment process for either Lead Deputy Sheriff/Corporals as set forth in Section 28.2.C, or non-sworn Training Officers as set forth in Section 23.1. If the Labor/Management Committee fails to reach 'agreement, the Sheriff's Department reserves the right to meet and confer with the Deputy Sheriffs' Association as required regarding the Lead Deputy Sheriff/Corporal assignment. B. Soft Body Armor C. Utility Uniforms D. Firearms Training E. Optional Firearms F. Vehicle Maintenance and Replacement G. Military Leave H. Review of all existing side letters between the County and IDSA 17. Duratfon Qf Agreement. This Agreement shall continue in full;force and effect from October 1, 1993 to and including September 30, 2001. 13. July 9 1999__ Side Letter. Confirms agreement that negotiations for the successor agreement of the ICU commencing October 1, 1993 and ending September 30, 2901, will begin April 15, 2001 . 19. 7, 1999 Slde Lei r. Confirms agreement that in the event the County and the Labor Coalition reach agreement to implement a bi-weekly, semi- monthly, or monthly pay process with an annualized hourly rate during the term of the MMU, said agreement will also be applied to ®SA during the term of such MOM. - 7 - Once the new pay cycle process goes into effect, the County will continue to pay the monthly uniform allowance to eligible ®SA employees through the end of the current fiscal year(6/30). Effective with the next July pay period, the County will stop paying the uniform allowance on a monthly basis. Beginning on the first pay day in the next following December and each December thereafter, the County will pay the uniform allowance in a separate annual pay warrant to those employees in permanent pay status on each November 184. 20. April 2L 1999 Side-Letter. Confirms agreement related to hours worked by all members in the Rank & File Unit of DSA assigned to the Investigation Division in a field assignment in the Contra Costa County Sheriff's Office. If the foregoing conforms to your understanding, please indicate your approval and acceptance in the space provided below. €dated:® � ` 0 CONTRA COSTA COUNTY DEPUTY SHERIFFS'ASSOCIATION 3 Kathy Ito Peorge mamoto, President Labor Relations (Manager �� 3 cc: Leslie Knight, Human H r° Resources Director Human Resources € ivision- Personnel Services Unit Warren Rupf, Sheriff Auditor/Payroll - 8 - _. _._. __... ................................................................................... .................................... COUNTY COUNTER PROPOSAL TO ®SA PACKAGE PROPOSAL DSA - RANK & FILE UNIT 1998 NEGOTIATIONS IONS Presented: 07/09199 52. 4 Duration of Agreement. This Agreement shell continue in full force and effect from October 1, 4995 1993 to and including September 30, 4QG9 2991. wage 10/01/98 3.5% 04191199 2.5% 10/01/99 3.0% 1001190 3.0% R } COUNTY PROPOSAL NO. 1 DSA d RANK & FILE UNIT 1998 NEGOTIATIONS Presented. 08106198 Revised': 06117/99 Revised: 08/18/99 SECTION 5 — SALARIES 5.14 Payment Direct Mailing a Warrant and Pay Warrant Advice Effective for the November 10, 1999 pay warrant, the County shall distribute pay warrants and/or pay warrant advices via United States mail. Pay warrant and pay warrant advices shall be mailed directly to each employee's home subject to the following. I. Pay Warrants and pay warrant advices shall be mailed no fewer than two (2) business days prior to each appropriate pay date. A. If the County is unable to comply with the above described scheduler pay warrants and pay warrant advices shall be distributed manually at the employee's work site. B. If an employee has not received his/her pay warrant or pay warrant advice five (5) calendar days following the mailing of said warrant or advice, and upon request of the employee, the County shall issue a replacement pay warrant or pay warrant advice within twenty-four (24) hours of receiving the employee's request for a replacement. 2. Payroll errors shall be corrected as follows: A. Errors of one hundred dollars ($100) grass or more will be corrected within five (5) working days. B. Errors amounting to less than one hundred dollars ($100) gross, shall be adjusted the next pay period. C. The hardship requirement will no longer apply to payroll corrections. y D. Request for payroll corrections shall be forwarded by the Department, not by the employee, to the Auditor's Payroll Division. E. Payroll adjustments would be by a paper check as opposed to an electronic transfer. F. Items A through E above notwithstanding, the provisions of Section 32 — Pay Warrant Errors of the current DSA MMU remain in force and effect. 3. There shall be no fee to employees for the processing of pay warrants and/or pay warrant advices, or for the correction of payroll errors. TENTATIVE AGREEMENT Dated: — -- CONTRA COSTA COUNTY DEPUTY SHERIFFS' ASSN. . . .......................................................................................... . . ... ........................................ COUNTER PROPOSAL TO DSA PROPOSAL NO. 6 1998NEGOTIATIONS Presented: 07109199 SECTION 10 —WORK SCHEDULING 10.2 Patrol/ Detention/Court Securlt/Division Scheduling. f. Court Security Division Transfer Pgicy A Depuly assigned to the Court Securily Division is exempt from mandator transfer to the Detention Division during the first three 1'3 ears of assignment to the Court. #f, durinct the first three (3)years of Court assignment the deputy would have been scheduled to transfer to the Detention Division that transfer is deferred until com lei tion of the three year assignment. A Deputy, who reaches his/her twentieth 20`�-) Year o department seniorily during this "deferred transfer" status does not become exempt from rotation to Detention and will be required to I serge up to an eighteen ( 8) month assignment in Detention. TENTATIVE AGREEMENT CONTRA COSTA COUNTY DEPUTY SHERIFFS' A aSN. COUNTY PROPOSAL NO. 3 IDSA m RANK & FILE UNIT 1993 NEGOTIATIONS - Presented: 08196198 Revised: 07109199 SECTION 10 - WORK SCHEDULING 10.12 Court Seeurit/Decent€cin-Time. Effeetiye Ju4j-4-, 49967Deputy Sheriffs assigned to the Court Services Division will no longer receive Detention I tit= credit. 3 Feeeiy e Detention F Detention-e- ...elye (12 TENTATIVE AGREEMENT Dated: `� --9--q� CONTRA COSTA COUNTY DEPUTY SHERIEES`iASS'N. � '�Via. ir- COUNTY PROPOSAL NO. 11 BSA @ RANK & FILE UNIT 1998 NEGOTIATIONS Presented. 99/03/98 Revised: 07/12199 SECTION 15 - LEAVE OF ABSENCE 1581 leave ithca t Pay. Any employee who has permanent status in the classified .service may be granted a leave of absence without pay upon written request, approved by the appointing authority; provided, however, that leaves for pregnancy, pregnancy disability, serious health conditions, and family care shall be granted in accordance with applicable state and federal lair. 15.2 General Administration d Leaves of Absence. Requests for leave without pay shall be made upon forms prescribed by the Director of Human Resources and shall state specifically the reason for the requests the date when it is desired to begin the leave and the probable date of return. A. Leave without pay may be granted for up to one (1) year for any of the following reasons= 1. Illness, disability, or serious health condition; 2. pregnancy or pregnancy disability; 3. family care; 4. to tale a course of study such as will increase the employee's usefulness on return to the position; 5. for other reasons or circumstances acceptable to the appointing authority. B. An employee should request a leave of absence at least thirty (30) days before the leave is to begin if the need for the leave is foreseeable. If the need is not foreseeable, the employee must provide written notice to the employer within five (5) days of learning of the event by which the needfor a leave of absence arises. _...... _. C. An appointing authority may extend such leave for additional periods. The procedure in granting extensions shall be the same as that in granting the original leave, provided that the request for extension must be made not later than 'thirty (30) calendar days before the expiration of the original leve. 15,3 Family Care or Medical Leave. A. Definitions. For medical and family care leaves of absence under Section 15, the following definitions apply: `I. child: A biological, adopted, or foster child, stepchild, legal ward, conservatee, or a child who is under eighteen (13) years of age for whom an employee stands in Inco parentis or for whom the employee is the guardian or conservator, or an adult dependent child of the employee. 2. parent: A biological, foster, or adoptive parent, a stepparent, legal guardian, conservator-, or other person standing in loco parentis to a child. 3. She: A partner in marriage as defined in California Civil Code Section 4100. 4. Domestic Partner: An unmarried person, eighteen (18) years or older, to whom the employee is not elated and with whom the employee resides and shams the common necessities of life. 5. Serious Health Condition: An illness, injury, impairment, or physical or rental condition which involves either inpatient care in a hospital, hospice or residential health care facility or continuing treatment or continuing supervision by a health care provider (e.g. physician or surgeon) and which, for family care leave only, warrants the participation of a family member to provide ire during a period of treatment or supervision, as defined by state and federal law. 6. Certification for Family Care Leave: A written communication to the employer from a health care provider of_a person for whose card the leave is being _ taken which need not identify the serious health condition involved, but shall contain: a. the date, if known, on which the serious health condition commenced; b. the probable duration of the condition; C. an estimate of the amount of time which the employee needs to render care or supervision; d. a statement that the serious health condition warrants the participation of a family member to provide care during period of treatment or supervision; e. if for intermittent leave or a reduced work schedule leave, the certification; should indicate that the intermittent leave or reduced work schedule leave is necessary for the care of the individual or will assist in their recovery, and its expected duration. 7. Certification for Medical Leave: A written communication from a health care provider of an employee with a serious health condition or illness to the employer, which need not identify the serious health condition involved, but shall contain: a. the date, if known, on which the serious health condition commenced; b. the probable duration of the condition; C. a statement that the employee is unable to perform the functions of the employee's job; d. if for intermittent leave or areduced work schedule leave, the certification should indicate the medical necessity for the intermittent leave or reduced work schedule leave and its expected duration. 8. Comparable Positions: A position with the same or similar duties and pay which can be performed at the same or similar geographic location as the position held prier to the leave. Ordinarily, the jab assignment will be the same duties in the same program area located in the same city, although specific clients, caseload, co- workers, supervisors), or other staffing may have changed during an employee's leave. B. Section 15.2 notwithstanding, upon request to the appointing authority, in each calendar year any employee who has permanent status shall be entitled to, and shall be granted, at least twelve (12) creeks leave Mess if so requested by the employee) for: I. medical leave of absence for the employee's own serious health condition which makes the employee unable to perform the functions of the employee's position, or 2. family care leave of absence without pay for reason of the birth of a child of the employee, the placement of a child with an employee in connection with the adoption or foster care of the child by the employee, or the serious illness or health condition of a child, parent, spouse, or domestic partner of the employee. The employee may be asked to provide certification of the need for family care leave or medical leave. Additional period(s) of family care or medical leave may be granted by the appointing authority. C. Intermittent Use of Leave. The eighteen "to'o; twelve (12) week entitlement may be in broken periods, intermittently on a regular or irregular basis, or may include reduced work schedules depending on the specific circumstances and situations surrounding the request for leave. The e twelve 12) weeks may include use of appropriate available paid leave accruals when accruals are used to maintain pay stratus, but use of such accruals is not required beyond that specified in Section 15.6.13 below. When paid leave accruals are used for a medical or family care leave, such time shall be counted as a part of the teen-- *1-01, twelve ( 2) week entitlement. DA � -e Use for Spouse. In the situation where husband and wife are both employed by the County, the family care or medical leave entitlement based on the birth, adoption or foster care of a child is limited te an aggi:egate--fef-beth empleyees tegethef--� eighteen (44) twelve 12) weeks each during each calendar year period. Employees Fequ 15A Pregnancy ability Leave. Insofar as pregnancy disability leave is used under Section 14.2,13 - Sick Leave Utilization for Pregnancy Disability, that time will not be considered a part of the eighteen (444 twelve 12) week family care leave period. 15.5 Group Health Plan Coverage, A. During Leave of Absence. Employees who were members of one of the group health plans prior to commencement of their leave of absence can maintain their health plan coverage with the County contribution by maintaining their employment in pay status as described in Section 15.6. In order is maintain such coverage, employees are required to pay timely the full employee contribution to maintain their group health plan coverage, either through payroll deduction or by paying the County directly. B. During Medical or Family Care Leave, During the eighteen twelve (12) weeks of an approved medical or family care leave under Section 15.3 above, the County will continue its contribution for such health plan coverage even if accruals are not available for use to maintain pay status as required under Section 15.6. In order to maintain such coverage, employees are required to pay timely the full employee contribution to maintain their group health plan coverage;, either through payroll deduction or by paying the County directly. 15.6 Leave Without Pay a Use of Accruals. A. All Leaves of Absence. During the first twelve (12) month period of any leave of absence without pay, an employee may elect to maintain pay status each month by using at least 0.1 _.. . ................................................................................... hour of available sick leave (if so entitled under Section 14 - ick Leave), vacation, floating holiday, compensatory time off or other accruals or entitlements; in other words, during the first twelve (12) months, a leave of absence without pay may be "broken" into segments and accruals used on 'a monthly basis at the employee's discretion. After the first twelve (12) months, the leave period may not be "broker" into segments and accruals may not be used, except when required by SDI/Sick Leave Integration. B. Family Care or !Medical Leave-ffMLA During the eighteeR twelve (12) weeks of an approved medidal or family care leave, if a portion of that leave will be on a leave of absence without pay, the employee will be required to use at least 4.1 hour of sick leave (if so entitled under Section 14 - Sick Leave), vacation, floating holiday, compensatory time off or other accruals or entitlements if such are available, although use of additional accruals is permitted under subsection A above. C. Sick leave accruals may not be used during any leave of absence, except as allowed under Section 14i- Sick Leave. TENTATIVE AGREEMENT Dated: --2-t SHERIFF'S DEPARTMENT DEPUTY SHERIFFS' ASSN. COUNTY PROPOSAL NO. 12 DSA -RA lK & FILE UNIT 1998 NEGOTIATIONS Presented': 09103/98 Revised: 02/04199 Revised. 02/26/99 SECTION 15 a LEAVE OF ABSENCE 15.5 Return From Leave of Absence. A. Early return. Whenever an employee who has been granted a leave without pay desires to return before the expiration of such leave, the employee shall submit a request to the appointing authority in writing at least fifteen (15) days in advance of the proposed early return provided, however, that less notification may be approved at the discretion of the appointing authority or his/her designee. Early return is subject to prior approval by the appointing authority. The Human Resources Department shall be notified promptly of such return. B. Leave of Absence Reinstatement. Any permanent 'employee who requests reinstatement to the classification held by the employee in the same department at the time the employee was granted a heave of absence, shall be reinstated to a position in that classification and department and then only on the basis of seniority. C. Leave of Absence Replacement. In case of severance from service or displacement by mason of the reinstatement of a permanent employee returning from a Dave of absence, the provisions of Section 1'I (Seniority, Workforce Reduction, Layoff, & Reassignment Seniority) shall apply. D. Reinstatement From Family are or Medical leave bf Absence. In the case of a family care or medical leave, an employee on a 5/40 schedule shall be reinstated to the same or comparable position if the return to work is after no more than 90 work days of leave from the initial date of a continuous leave, including use of accruals, or within the equivalent on an alternate work schedule. A full time employee taking an intermittent or reduced work schedule leave shall be reinstated to the same or comparable position if the return to work on a full schedule is after no more than 720 hours, including use of accruals, of intermittent or reduced WORK schedule leave. At the _.. _....... ................................................................................... .............................. 0 time the original leave is approved, the appointing authority shall notify the employee in writing of the final date to return to work, or the maximum number of hours of leave, in order to guarantee reinstatement to the sante or comparable position. lin employee on a schedule other than 5B40 shall have the time frame for reinstatement to tate sante or comparable position adjusted on a pro;rata basis. E. Shiftidd n. An employee who is on a leave; of absence of more than thirty (30) days, or scheduled to be on a leave of absence of more than thirty (30) days at the time of a quarterly sign-up, shall not be allowed to bid on a shifts Upon return, the employee shalt be placed in an available shift, at the County's discretion. _. .. ......... ......... ...... .......... ......... ......... ......... ......... ............... .. _........ ......... ......... ......... ......... .............. -- ......... ......... ......... ......... ......... ........................................ COUNTY COUNTER PROPOSAL TO UNION NO. 13 DSA m RANK &'>PILE UNIT 1998 NEGOTIATIONS Presented: 04119199 Revised: 06117199 SECTION 17 A HEALTH AND WELFARE, LIFE AND DENTAL CARE NEW SUBSECTION Orthodontic Coverage. During the term of this MOM, employees represented by DSA may he polled to determine if a majority of the membership desires the addition of an orthodontics benefit under the Delta Dental plane if a majority of members desire an orthodontics benefit be made available, the 'County and DSA will meet and confer on the effective date of coverages plan design, casts, limitations and exclusions. The oasts for the added benefit will be borne by each enrolled Delta member whose eligibility for benefits is under D A's program. Payment will be made by either payroll deduction or direct pay for those members not entitled to monthly payroll deductions. If Safeguard is eliminated without a replacement plan that includes an orthodontics option, the County will subvert the Delta Dental orthodontics option at 77°fie TENTATIVE AGREEMENT Dated: -7— _ CONTRA COSTA COUNTY DEPUTY SHERIFFS' ASSN. COUNTY PROPOSAL NO. 19 IDSA o RANK& FILE UNIT 1998 NEGOTIATIONS Presented: 09/43198 Revised: 04/19199 Revised: 06117199 SECTION 17 - HEALTH AND WELFARE, LIFE AND DENTAL CARE 1704 Health stn Contribution. The County's contribution to the CalPERS monthly health plea premiums for coverage hereunder' shell be as provided below. Any increase in the health 'flan premium costs greeter than the County's contributions identified below occurring during the duration of this MOU shell be borne by the employee. A. County's Contribution fef44W effective januaN J., 1999: . The following represents the County's maximum monthly contribution for CelPERS health plan premiums: Employee only: $146.96 $142.98 Employee + one: $231.02 $285.96 Employee + two or more: $304.50 $371.75 In the event, in whole or in pert, that the above amounts are greater than one hundred percent (100%) of the applicable premium of any plane the County's contribution will not exceed one hundred percent (100%) of the applicable plan premium. . S the Geunty ized as —a result ef the 9 4 . 4 �i fee&,--and The GeuRty-%44 will be tewaFd6 Fedueing e health Gas " - t and 1998, the '6 maximum ea"tFibution -to y 8 4 Re ReFea6e in the will be made in any yeat, in -4-eh the PERS KaiseF NeFflh Bo Courtly's Contribution Effective Janua 1 200Q and Jan,uaU 1 2001 Subvention rates for the.--purposes---of open enrollment in all PERS medical plans will be the dollar equivalent of eighty- seven percent 87%) of the PERa Kaiser gre mmium at each levelfemDlo ee only, employee + cine eml ee + two or more). ln_Ahe event, in whole or in Dart that the aborte amounts are greater than one hundred percent 100' ) of the applicable premiuof anJ_plana the County's contribution will not exceed one hundred percent 100%o of the aplicabld plan _.. _... TENTATIVE AGREEMENT CONTRA COSTA COUNTY DEPUTY SHERIFFS' ASSN. COUNT 4 PROPOSALS DSS. - RANK& FILE UNIT 199 NEGOTIATIONS Presented: 8/06198 Revised: 03117199 Revised: 08118199 SECTION 19 w SHIFT DIFFERENTIAL FOR NON-SWORN EMPLOYEES OTHER TERMS & CONDITIONS OF EMPLOYMENT 19.1 Shift Differential. Employees in the following classifications are eligible for shift differential as provided below: Fingerprint Examiner I and 11, Fingerprint Technician I and It, Lead Fingerprint Examiner, Lead Fingerprint Technician, Sheriff's Aide, and Sheriffs Specialist. , and In the hours which qualify for shift differential, employees shall receive five percent (5%) above their base salary rate. To qualify for shift differential, an employee must have a regularly assigned daily work schedule which requires: a. Completion of more than one and one-half (1-112) hogs over the normal actual working time; or b. At least four (4) hours of actual working time from 5:00 p.m. through 9:00 a.m. inclusive. However, employees who have been regularly working a shift qualifying for shift differentialimmediately preceding the commencement of a vacation, paid sick leave period, paid disability or other paid leave, will have shift differential included in computing the pay for their leave. The paid leave of an employee who is on a rotating shift schedule shall include the shift differential that would' have been received had the employee worked the shift for which the employee was scheduled during such period. Said differential shall be prorated for employees working less than full time and/or who are on an unpaid leave of absence for a portion of any given month. Employees who are on paid sick leave and paid disability shall receive said differential pay for the first thirty (30) calendar days of each absence only. 1962 Sheriffs Dispatchers, All employees in Dispatcher classifications will lose no benefits with regard to wages, hours, and other terms and conditions of employment, as a result, directly or indirectly, of corning into the IDSA bargaining unit. _...._ ......... ......... ......._. ...... ........... ......... ......... . ........ ......... ......... ................_. _.. ......... ......... ......... ......... ......... ............... . ............................................................................................................. __...._.................... Effective October 1, 1999, all employees in the classifications of Sheriff's Dispatcher I and IIs and Supervising Sheriffs Dispatcher will receive a one- time only five percent (5%) increase in base salary in exchange for the elimination of shift differential for these classifications, TENTATIVE AGREEMENT Dated: �� � _9 CONTRA COSTA COUNT! DEPUTY SHERIFFS' AS N. SHERIFF'S OFFICE ......... ......._. ........ .......__.. ......... ......... ......... ......... ......... ......_.. .... ......... ......... ......... ......... ......... ......... ......... . .... ................................................................................................................... ................................... COUNTY PROPOSAL NO. 7 DSA a RANK & FILE UNIT 1998 NEGOTIATIONS Presented. 08/06198 Revised. 02/26/99 SECTION 24 a GRIEVANCE PROCEDURE Section 24.3 Letters of reprimand. Letters of reprimand are subject to the grievance procedure but shall not be processed past Step 3 unless said letters are used in a subsequent discharge,;suspension or demotion of the employee. Letters of reprimand shall be removed from an employee's file which are three (- five (5) years old from the date issuedunless subsequent disciplinary action has been taken and sustained against the employee for the same type of offense within said ° ) fine ( ) period in which case the Letter of reprimand is not subject to removal. However, where the subsequent disciplinary action consists of Letter(s) of reprimand for the same type of offense, those letters (including the original letter) will be removed from the employee's file after five (5) gears pass from the date of the most recent letter is issued unless a different type of discipline (e.g., suspension, et al) for the same type of offense is taken and sustained during said five (5) year period. Those Letter of reprimand which have been placed in an employee's file as a result of an .Arbitrator's decision reducing a disciplinary action to a Letter of Reprimand will be 'reviewed by the Sheriff who in his sale discretion will determine whether the five (5) removal period will apply. COUNTY PROPOSAL NO. 1 DSA m RANK & FILE UNIT 1998 NEGOTIATIONS Presented: 10/02/98 Reprised. 03/17/99 Revised: 03/20/99 Revised': 08/18/99 SECTIO 2 - 'PREMIUM DAYS. 29.1 Non-Sworn Training Officer Programa Non-sworn Training Officer assignments are for a one (1) year period; each year current non-sworn Training Officers must be reevaluated for assignment to non-sworn Training Officer status. It is further understood that the designation as a non-sworn Training.Officer shall be at the sole discretion of the Sheriff. , 4906, ori-sworn Training Officers will receive a flat 200 per month for period so assigned, regardless of whether or not they are actually training during the month. 28.2 Lead pput Sheriff/Cor oraI Assignrreent< A. Effective October 1, 1999, a Lead Deputy Sheriff/Corporal assignment is established to assist with training and other duties to be determined by the process set forth in Section 50.0 - Labor/Manage ent Committee. A Lead Deputy Sheriff/Corporal will receive ars increase of five percent (5%) of base salary for the period so assigned. It is further understood that the assignment as a Dead Deputy Sheriff/Corporal shall be at the sole discretion of the Sheriff. B. Effective October 1, 1999, all Deputy Sheriffs currently designated as "Training Officers" hall receive the five percent (5%) increase in base (iFl salary se7forthtnZ tion 28.2.A above, in lieu of the $200 per month premium pay they previously received as Training Officers. C. A Lead Deputy Sheriff/Corporal assignment as a Training Officer is for a one (1) year period; each year, current Lead Deputy Sheriff/Corporals assigned as Training Officers must be reevaluated for assignment to Lead Deputy Sheriff/Corporal stages. It is feather understood that the assignment as a Lead Deputy Sheriff/Corporal shall be at the sale discretion of the Sheriff. 28.23Investigators. Investigators assigned to the Investigations Division will receive a flat increase of$200per;month for period so assigned. 28.34 Hazard Pay for Sheriffs Aides, Effective October 1, 1996 all employees in the classification of Sheriff's Aide will receive a one-time only I% (ten level) increase in base salary in exchange for the elimination of the hazard pay differential of five,percent (5'%) currently extended to those: aides who work in Booking. SECTION 50 -STUDIES/PROJECTSICOMMITTEES C. Labor/Management Committee. Effective upon approval of'a new MO , the Labor/Management Committee is authorized to discuss the additional duties of the Lead Deputy Sheriff/Corporal' assignment. The Labor/Management Committee shall have no authority to modify the assignment process for either mead Deputy Sheriff/Corporals as set forth in Section 28.2,0, or non-sworn Training Officers as set forth in Section 28.11 If the Leabod anagement Committee fails to reach agreement, the Sheriff's Department reserves the right to neat and confer with'the Deputy Sheriffs Association as required regarding the Lead Deputy Sheriff/Corporal assignment. TENTATIVE AGREEMENT Dated: " CONTRA. COSTA COUNTY DEPUTY S'HERI FS° ASSN. _.. .. .. ............................................... COUNTY PROPOSAL NO. 8 IDSA - RANK & FILE UNIT 1998,NEGOTIATIONS Presented., 08196198 Revised: 04/07/99 Revised: 06/17/99 Revised: 08118/99 SECTIO! 29 - RETIREMENT CONT ZIBUTTI'ON A. Pursuant to Government Code Section 31 581.`I, the County will continue to pay fifty percent (50%) of the retirement 'contributions normally required of employees. Such payments shall continue for the duration of this MOU, and shall terminate thereafter. Employees shall be responsible for payment of the employee's contribution for the retirement cost of living program as determined by the Board of Retirement of Contra Costa County Employees' Retirement Association without the County paying any part of the employee's share. The County will pay the remaining one-half (112) of the retirement cost of living program contribution. B. Employees represented by DSA who are Tier ll members of the Contra Costa County Employees` Retirement Association (CCCERA) are entitled to elect to become Tier Ill members as provided in Subsection 1 below. DSA members who elect Tier Ill membership will be required to fund any increased costs as provided in Subsection 2, below. I. Employees represented by DSA enrolled in Tier II who have attained five ( ) years of retirement credited service, shall have a.ninety (90) days from the date of said five (5) year anniversary to make a one time irrevocable election of the Tier Ill Retirement Flan. 2. The County's employer contributions and subvention of employee contributions for members of the ® A electing Tier Ill, which exceed these which would be required for Tier III membership as of October 1, 1908, shall be paid by the employees in the bargaining unit, subject to the following: a. The amount of the employee's 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. ...........I................ . . ............................................................................................................................................................................... ..................................................................................... ..................................... b. If the County's retirement costs increase after October 1, 1998 as a result of the operation of Tier III, or if the CCCERA's actuaries determine in future years that the County's retirement costs have increased and that the increase is attributable to the impact of Tier III on the County's retirement costs after October 1, 1998, such increase shall be funded by reducing the general wage increase(s) agreed upon in future years, to the extent that future wage increases are granted; and the general wage increase(s) of all employees represented by DSA shall be reduced accordingly, provided that such increased costs shall be charged to the bargaining unit only to the extent that the increased costs exceed $72,000 per year. C. In the event the County and the Labor Coalition reach an agreement which is effective during the term of this MOU that provides that the County will not seek reimbursement for increases in the County's retirement costs attributable to the creation of Tier III and/or the impact of Tier III on the County's retirement costs as specified in the previous paragraph, the County will apply the same proportional cost rationale and formula to this section. TENTATIVE AGREEMENT Dated: CONTRA COSTA COUNTY DEPUTY SHERIFFS' ASSN. ......................... ....................................................... �a COULTER PROPOSAL TO DSA PROPOSAL NO. 18 199 I•IEGOTIATIONS Presented., 07/99199 SECTION 47 — UNIFORM ALLOWANCE/S.W>A.T. UNIFORM 47,1 — Uniform Allowance. fer .AtAoo , 4007, unilbFm allewaAG6 ''4111 eighty fiye dellam (06-) peF year-f9F a total E ploy ees eligible for the uniform allowance will receive six hundred �dollars ($650),per year. Effective July,1. 1999, the uniform allowance will be Increased toren -five dollars 25 for a total of six hundred seven -five dollars 675 per year. Effective July 1. 2000,-the-uniform allowance will be increased by fifty dollars $59 for a total of seven hundred twenty-fire dollars 725) per Effective July 1. 2001, the uniform allowance will be increased by seventy-five dollars (175) for a total of eight hundred dollars 800) per year. The above paragraph applies to employees in the following classifications Sergeant, Deputy sheriff, Deputy sheriff recruit, sheriffs dispatcher I and ll, Supervising sheriffs Dispatcher, sheriff's Aide, and sheriffs specialist. TENTATIVE AGREEMENT Hated: -. ` CONTRA COSTA COUNTY DEPUTY SHERIFFS' ASSN. _... ......... ......... ......... _ ........... ......... ......... . ........ ......... ......... _ _ ._...... ......... ......... ......... ......... ...._.... _ ......... ......... ......... ......... _ __ .......................................................... ...................................... CONTRA 'OST'. COUNTY I.ifEl'UTY S°f ERIFFS A SSOCIATIO1 RANK AND FILE UNIT 1998 February 12, 1993 SECTION: (iNTW) - SOFT BODY ARMOR SUB-SECTION: SECTION 50- STLMjES/PRQMCTS/C0MMjTTELS C, T ahQr11aaa9=r t Dmi1t= The parties agree to move the following issue to the Labor Management Committee dor further discussion: IDSA.Proposal 20 ,ro ,wii FL�,n �c_ 3 Date: _ ; 2 - Kms {' Deputy SherW Associa`ti-6rs AConf&raEosta otinty __.. _ . ............................................................................................................................ CONTRA COSTA BOUNTY DEPUTY SHERIFFS'.ASSOCIATION RANK AND FILE UNIT SALARYAND FRINGEBEN'EFITNEGO IATIONS 1998 PROPOSAL 21 February 12, 1999 SECTION: (NEW) -UTILITY UNIFORMS SUB-SECTION: SEC TIO ,, 5£3 - STt, IES/€ R 3 CTSOt-'OMM T C. 1,ab0r3 aria ernent Cm itt= The parties agree to move the following issue to the Labor Management Comm tree for further discussion: DSS Proposal 21 -Utility Uniforms Date: i!Z beputy Sheriffs' Asociation Contra Costa County `` UNION PROPOSAL, 23A ®SA a RANK & FILE UNIT 1998 NEGOTIATIONS Presented 0210199 SECTION 50 - STUDIES/PROJECTS/COMMITTEES C. Labor/Management Committee. The parties agree to move the following issue to the tabor Management Committee for further discussion: Union Proposal 23A - Firearms `training Cate: _ �1 ` CONTRA COSTA COUNTY DEPUTY SHERIFFS' ASSOCIATION SHERIFF'S OFFICE ......... ......... ......._. ........ ......._.... ......... ......... . ........ .............. . ..... .__._..... ......... ......... .................. ........................................................................................ . ............................................. UNIO ROP SAL 24A DSA m RANK & FILE UNIT 199$ NEGOTIATIONS TATE Presented: €32104199 SECTION 50 - STUDIESIPROJECTS/COMMITTEES C. Labor/Management Committee. The parties agree to € ove the following issue to the Labor Management Committee for further discussion: Union Proposal 24A - Optional Firearms Datta: _ CONTRA COSTA COUNTY DEPUTY SHERIFFS' ASSO IATION Y4 4 { { SHERIFF'S OFFICE A. f CONTRA COSTA COUNTY Y D.EPX TY SHERIFFS"ASSOC IA `ION SALARY AND FRINGE BENEFIT NEGOTIATIONS i 1998 PROPO AL 25A February 25, 1999 SECTION. (NEW) VEHICLE MAINTENANCE AND REPLACEWENT S` -SECTION: The DSA:'s proposal regarding vehicle maintenance and replacement shad he moved to the Labor Management Committee for further discussion subject to the following: A. The DSA and the Department will jointly evaluate the feasibility of leasing rather than purchasing department vehicles, and, B. The DSA, the Department, and the General Services Department shall -eview and suggest modifications to the vehicle maintenance program. Date: 5 Deputy She Assoc' ion Contra Costa County