HomeMy WebLinkAboutMINUTES - 09211999 - C86 THE BOARD OF SUPERVISORS OF CONTRA COSTA COUNTY, CALIFORNIA
Adopted this resolution on ___$epteMber 21. 1999 by the following vote:
AYES: SUPERVISORS GIOIA, UIUKEN:A, GERBER, DESA�.,f.�IER AND UNCIAM'ILL
NOES: NONE
ABSENT. NONE
ABSTAIN. NONE
Subject:
Adopt Letter of Understanding with) Ir
the Deputy Sheriffs' Association )
Management Unit ) Ides. No. 99f X88
BE IT RESOLVED that the Board of Supervisors of Contra Costa County ADOPT the
Letter of Understanding (copy attached and included as pert of this document), jointly
signed by lathy Ito, Labor Relations Manager, and George Yamamoto, President,
Deputy Sheriffs' Association, Management Unit, regarding economic terms and
conditions for 1998--29131 for these classifications represented by that employee
organization,
I hereby certify that this is a tete and correct copy of
ars act on tater, and entered on the MiWOS of the
Board of Supervisors or,the da e shown.
ATTEST,ED, Setaterrib r 9 9
ll BATT E€.OR,Clark of the Board
P �s arsd co�ri�Ad .tnistretos`
V 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
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Contra
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HumanResources
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ty 4` Mart.nez, California 94553-1292
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September 17, 1999
Mr. George Yamamoto, President
Deputy Sheriffs' Association
1730 Muir Road
Martinez CA 94553
RE.- ECONOMIC TERMS & CONDITIONS FOR DSA MANAGEMENT UNIT
1998®2001 MEMORANDUM OF UNDERSTANDING
Dear liar. Yamamoto:
This letter expresses wage and benefit changes and other teras and conditions of
employment, agreed upon between Contra Costa County and the 'Deputy Sheriffs'
Association (DSA) Management Unit which shall 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 MOD 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
lad OU, subject to the teras of this Side Letter.
1.
October 1, 1993° 3.5% increase
April 1, 1999: 2.5% increase
October 1, 1999: 3.0% increase
October 1, 2000; 3.0% increase
2. Lump Sum-P--ayment. 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 Sure
Pay will be applied to all eligible earnings from April 1, 1999 through August 31,
1999. Eligible earnings include employee regular pay, overtimepay and specific
other earnings computed as a percentage of base pay.
_ t _
A. The October 1, 1998 increase will be paid retroactively in a lump sum
payment to each employee for the period October 1, 1998;through August
31, 1999, without interest.
B. The April 1, 1999 increase will be paid retroactively in a lump sure 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.
3. Direct Mailing of Pay Warrant nd Pay Warrant Advo. Effective for the
November 10, 1999 pay warrant, the County shall distribute pay warrants
and/or pay warrant advices via United States mail. 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.
S. 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 ($109) gross will be correctedwithin five
(5) days.
S. 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.
D. bequest for payroll corrections shall be forwarded by the Department, not
the employee, to the Auditor's Payroll Division.
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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 I OU remain in force and effect.
3. Where 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. Family Care or Medical Leave. Effective January 1, 2000, Dave granted for
Family Care or Medical Leave shall be reduced from eighteen (10) 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.
5. Orthodontic Coverage. During the term of 1998-2001 MOM, employees
represented by IDSA 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
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 under
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 ®ental orthodontics
option at 77%.
& Health Plan Contribution effective Januar, 2000 Jars ark� 2x09.
Subvention rates for the purposes of open enrollment in all ITERS medical plans
will be the dollar equivalent of eighty-seven percent (87%) of the ITERS Kaiser
premium at each level (employee only, employee + one, employee + two or
more).
In the event, in whole or in part, that the above amounts are greater than one
hundred percent (100%) of the applicable premium of any plan, the County's
contribution will not exceed one hundred percent (100%) of the applicable plan
premium.
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7. Differential's. Any Lieutenant who is directed to work in an ori-call status in
support of the Officer of the Day Program shall receive fifty dollars ($50) per
day, not to exceed three hundred dollars ($300) per week, for the period
assigned to work in an on-call status.
3. Officer of the Day Program.
A. During the term of the 1993-2001 MOU, the parties agree that the
provisions regarding the Officer of the Gay Program will be subject to
review and revision at regular Labor (Management Committee meetings.
B. The Sheriff may assign Lieutenants on a full-time basis to the Officer of
the Gay Program, subject to the fallowing:
1, The Assistant Division Commander of the Emergency Services
Division shall typically be responsible for providing routine relief
for absences of one week or more.
a. During periods that one or more of the assigned
Lieutenants is not available for duty and the Assistant
Emergency Services Division Commander is not available
to provide relief, a Sergeant may be temporarily assigned
to the Program in the capacity of an acting Lieutenant.
2. The Officer of the lay Program shift schedule and the order of
shift rotations shall be established/modified at the Labor
Management Committee pursuant to paragraph A. above.
a. Once each year, during the annual vacation sign-up,
Lieutenants who are assigned to the Officer of the Day
Program shall sign-up for their upcoming shift
assignments. The annual shift sign-€ p will become
effective on the first Monday in January';of the following
year.
b. Following the annual sign-up, assigned Lieutenants shall
rotate shifts on the first Monday of each calendar quarter.
C. Lieutenants who are assigned to the Officer of the Day
Program raid-year shall assume the shiftassignment and
rotation schedule of the Lieutenant who is being replaced.
3. When making assignments to the Officer of the Day Program, the
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Sheriff shall consider those Lieutenants who have volunteered
for the assignment. Consideration also should be given to avoid
the involuntary assignment of a Lieutenant who previously has
been assigned to the program.
4. Although the Sheriff shall retain the right to determine the length
of assignment, Officer of the Clay assignments';normally will be
subject to the same rotation policy(ies) as other Lieutenant
assignments.
G. Lieutenants who are assigned to the Officer of the Day Program,
including the Assistant Emergency Services Division Commander, shall
receive Holiday Overtime Pay.
D. If the Officer of the ®ay Program is discontinued, the Sheriff's Office
may reinstate Section 15.6 —Watchstanding Conditions, of the October
1, 1995 through September 30, 1933 MOM. If the Sheriffs Office or the
DSA proposes the development of an alternative program, the
Labor/Management Committee will be convened.
9. Vacation BMX ack. Employees may choose reimbursement for up to one-
third (1/3) of their annual vacation accrual subject to the following conditions:
A. the choice can be made only once in each calendar year;
B. payment shall be based on an hourly rate determined by dividing the
employee's monthly salary by 173.33,
C. if the employee is receiving 2.5% Management Incentive, payment shall
be based on an hourly rate determined by dividing the employee's
monthly salary, plus the 2.5% Management Incentive, by 173.33.
D. the maximum number of hours that may be reimbursed in any year is
one-third (1/3) of the annual accrual.
10. Letters of rl ar . 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 (5) 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
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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.
11. Retirgment Cgntributl2n. Employees represented by DSAwho are Tier 11
members of the Contra Costa County Employees' Retirement Association
(CCCERA) are entitled to elect to become Tier til members as provided in
Subsection 1 below. DSA members who elect Tier 111 membership will be
required to fund any increased costs as provided in Subsection 2, below.
1. Employees represented by DSA enrolled in Tier 11 who have attained five
(5) years of retirement credited service, shall have ninety (99) days from
the date of said five (5) year anniversary to make a one irrevocable
election of the Tier Ill Retirement Plan.
2. The County's employer contributions and subvention of employee
contributions for members of the ®SA electing Tier Ill, which exceed those
which would be required for Tier Ill membership as of October 1, 1998,
shall be paid by the employees in the bargaining unit, subject to the
followings
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 Ill, or if the CCCRA'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 Ill
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 $40,000 per year.
c. In the event the County and the Labor Coalition reach an agreement
which is effective during the term of this 1V OU that provides that the
County will not seek reimbursement for increases in the County's
retirement costs attributable to the creation of Tier II I and/or the impact
of Tier Ill on the County's retirement casts as specified in the previous
paragraph, the County will apply the same proportional cost rationale
and formula to this section.
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12, tlnif- Allowance. Employees eligible for the uniform allowance will receive
six hundred fifty dollars (k60) per year. Effective July 1, 1399, 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, 2001, the uniform
allowance will be increased by seventy-five dollars ($75) for a total of eight
hundred dollars ($800) per year.
13. Home Garaging. Effective October 1, 1999, General "b." and Procedure 1 -
Reimbursement Costs, under the Contra Costa County Sheriffs Office 1095-96
Policies and Procedures, Section 3-10.6 HOME GARAGING OF COUNTY
VEHICLES BY SHERIFFS MANAGERS are no longer applicable to members
of the USA Management Unit.
14. Duration Qf A= . This Agreement shall continue in full force and effect
from October 1, 1996 to and including September 30, 2001.
15. Jules, 1999 Side Letter. Negotiations for the successor agreement of the
I OU commencing October 1, 1996 and ending September 30, 2001, will begin
.April 15, 2001.
16, Jima 17, 1999 l 'e L Iter. 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 Dourly rate during the term of the /IOU, said
agreement will also be applied to ®SA during the term of such MOU.
Once the new pay cycle process goes into effect, the County will continue to
pay the monthly uniform allowance to eligible IDSA 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 1 st.
If the foregoing conforms to your understanding, please indicate your app-oval and
acceptance in the space provided below.
Gated: }' 9
CONTRA COSTA COUNTY DEPUTY SHERIFFSsASSOCIATION
Kathy Ito urge Yar` amcte, President
Labor Relations Manager
i
cc: Leslie Knight, Human Resources Director
Human Resources Department-Personnel Services Unit
Warren Rupf, Sherif
Auditor/Payroll
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COUNTY COUNTER PROPOSAL TO DSA PACKAGE PROPOSAL
EISA ®MANAGEMENT UNIT
1'998 NEGOTIATIONS
Presented: 07179199
37. 4 Duration,of Agreement. This Agreement shall continue in full force and
effect from October 1, 1993 to and Including September 34, 49M 2001.
�Wages
1011195 3.5%a --
04f01199 2.5%
1011199 3.0%
1011100 3.0%
TENTATIVE AGREEMENT
Dated: 8-1 "
CONTRA COSTA COUNTY DEPUTY SHERIFFS' ASSN.
A ,
t �
COUNTY PROPOSAL NO. 1
DSA s MANAGEMENT UNIT
1998 NEGOTIATIONS
Presented, 08106190
Revised: 04107199
Revised: 07/19109
Revised: 09118199
SECTION 5 -- SALARIES
5.14 moment
Directllailin of f Pay Warrant and-.Pay ay 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 hone subject to the
following;
1. Pay Warrants and pay warrant advices shall be wiled no fewer than two
(2) business days prier to each appropriate pay date.
Vie. If the County is unable to comply with the above described schedule,
pay warrants and pay warrant advices shall be distributed manually
at the employees work site.
Es 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 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.
t
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
25 Pay Tarrant 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.
TENTATIVE AGREEMENT
Dated: - I "
COUNTY PROPOSAL NO. 11
DSA s MANAGEMENT UNIT
1999 NEGOTIATIONS
;Presented: 07/19/99
SECTI€)l 11 - LEAVE OF ABSENCE
11.1 Leave lthotrt lay. 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 law.
11.2 General Administration - 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 request, 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 take 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 need for 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 leave.
11.3 Family are or Medical Leave.
A. Definitions. For medical and family care leaves of absence
under Section 11, the following definitions apply:
I. Child: A biological, adopted, or foster 'child, stepchild,
legal ward, conservatee, or a child who is under
eighteen (1 3) years of age for whom an employee
stands in loco parentis or for whore the ;employee is the
guardian or conservator, or an adult dependent child of
the employee.
2. Parent: A biological, faster, or adoptive parent, a
stepparent, legal guardian, conservator, or other person
standing in loco parentis to a child.
3. Souse: A partner in marriage as defined in California
Civil Code Section 4100.
4. Domestic Partner: An unmarried person, eighteen (13)
years or older, to whom the employee is not related and
with whore the employee resides and shares the
common necessities of life.
5. Serious Health Condition: An illness, injury, impairment,
or physical or meatal 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 care
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 care 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 areduced 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 serous 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 a' reduced 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
prior to the leave. Ordinarily, the job assignment will be
the same duties in the same program area located in the
same city, although specific clients, caseload, co-
workers, supervisor(s), or other staffing may have
changed during an employee's leave.
B. Section 11.2 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) weeks leave (less if so
requested by the employee) for:
1. medical leave of absence for the employee's own
serious health condition which snakes 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 eight,5e R ° twelve (12) geek
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 eighteen
twelve (12) weeks may include use of appropriate available
paid leave accruals when accruals are used to maintain pay
status, but use of such accruals is not required beyond that
specified in Section 11.6.13 below. When paid leave accruals
are used for a medical or family care leave, such time shall be
counted as a part of the eighteeR (44 twelve (12) week
entitlement.
D. AaQfeeate, Use for Spouse. In the situation; where husband
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9
and wife are bath employed by the County, the family care or
medical leave entitlement based on the birth, adoption or
foster care of a child is
empl e. ees +.-,---t.-,eF e f eighteen (4.8) twelve ( 2) weeks each
during each calendar year period. pl„y ns -,.g sr,c+l-eng
lea
11.4 Preanancy Disability Leave. Insofar as pregnancy disability leave
is used under Section 102D - Sick Leave utilization for Pregnancy Disability,
that time will not be considered a part of the ighteen ( ) twelve (12) week
family care leave period.
11.5 Group health Plan Coverage.
A. [wring 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 theiremployment in
pay states as described in Section 11 .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.
B. During Medical or Family Care Leave. During the eighteen
twelve (12) weeks of an approved medical or family care
leave under Section 11.3 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 11.6. 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.
11.6 Leave Without Pay - 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 10 -
Sick Leave), vacation, floating holiday, compensatory time off
e
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 "broken" into segments
and accruals may not be used, except when required by
SDI/Sick Leave Integration.
B. Family..Care or Medical Leave (FMLA). During the ei
twelve (12) weeks of an approved medical 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 0.1
hour of sick leave (if so entitled under Section 10 - 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
.absences except as allowed under Section 10- Sick Leave.
TENTATIVE AGREEMENT
Dated:
SHERIFF'S DEPARTMENT DEPUTY SHERIFFS' ASSISI.
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COUNTY COUNTER PROPOSAL TOUNION NO. 11 b
DSA . wt
1998 NEGOTIATIONS eI T-
Pre tinted: €4/19199
Revised: 06117/99
SECTION n - HEALTH AND WELFARE. LIFE AND DENTAL CARE
NEW SUBSECTION
Clrthc der t _ � During the term of this MOU, employees
represented by DSA may be palled to determine if a. majority of the
membership desires the addition of an orthodontics benefit under the
[delta Dental plan. If a majority of members desire an orthodontias
benefit be made available, the County and DSS. will meet and Confer
on the effective date of coverage, plan design, casts, limitations and
exclusions. The costs for the added benefit Will he borne by each
enrolled Delta member whose eligibility for benefits is under 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
orthodontias option, the County will subvert the Delta Dental
orthodontics option at 77%.
TENTATIVE AGREEMENT
Dated:
4
CONTRA COSTA COUNTY DEPUTY S RIFFS' ASSN.
U
COUNTY PROPOSAL NO. 10
DSA -MANAGEMENT UNIT
1998 NEGOTIATIONS
Presented: 09103198
Revised: 04119199
Revised: 071/9199
SECTION 13 - HEALTH AND WELFARE: LIFE_AND TRENTAL CARE
13.4 Health Plan Contribution, The County's contribution to the
CaIPERS monthly health plan premiums for coverage hereunder shall be
as provided below. Any increase in the Health Plan premium costs
greater than the County's contributions identified bele occurring during
the duration of this MOU shall be borne by the employee.
A. County's Contribution effective January 1, 1999:
PERS -11-ans will be the dellaF equiyaleAt of eighty
7 P
pleyee 4- two e.Fe
The fallowing represents the County's maximum monthly
contribution for CaIPERS health plan premiums:
Employee only: 6 142.98
Employee + one: $231.92 $285.96
Employee + two or more: 71.75
In the event, in whole or in part, that the above amounts are
greater than one hundred percent (100%) of the applicable
premium of any plan, the County's contribution will not exceed
one hundred percent (100%) of the applicable plan premium,
s
p4easr will be
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Imilki
B. ontribi�n effective Janna Z�flO and Jana 2fl0
Subvention rates for the purposes of open enrollment in all
PERS medical 121ans,, will be the dollar equivalent of eighty-
seven percent (87%) of the P iR raiser premium at each
level ern to ee only, emplo + cine employee + t o or
more).
In the event in whole or in part, that the above amounts are
greater than one hundred percent (1003%) of the applicable
premium of anyplan, the County's contribution will net exceed
one hundred percentlOfl°J of thea�policable plan reMIum.
L
TENTATIVE AGREEMENT
Dated: I k
CONTRA COSTA COUNTY DEPUTY SHERIFFS" ASSN.
1 ,
COUNTY COUNTER PROPOSAL TO UNION NO. 10C
DSA m MANAGEMENT UNIT
1999 NEGOTIATIONS
Presented: 04/21199
Revised: 07/19199
SECTION 15 ® GENERAL TERMS & CONDITIONS OF
l OYMENT/MANAGEMENT BENEFITS
15.2 Differentials.
C.
eligible to FeGeive this di4ereRt'
Any e,utenant who is directed to work in an on-call status in
support of the Officer of the Day Program shall receive fife
dollars ($50)-per-day, not to exceed three hundred dollars ($3001
per week, for the period assigned to work in an on-call status.
15.6 Officer of the Dai Prograrn,
A. During the term of the 1993-2001 MOO, the partes agree
that the provisions regarding the VVatGh Command Officer of the
Day Program will be subject to review and revision at regular Labor
Management Committee meetings.
y
yNTT
tiR;e:DuFi;;@ the week a Lieutenant-
Station Gornmande;
Bay GR _G
GemmandeF
Gall pay —e—ded
A
eNes as the GR-Gall VVatGh y
f
esdayshifty
Ueutef;aRt shall w.q
by the
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.
B. The Sheriff may assign Lieutenants on a full-tire basis to the Officer
of the Day Program, subject to the following.
I . The Assistant Division Commander of the Emergency Services
Division Aiay shall !y ip pally be responsible for providing routine
relief for absences of one week or more.
a. During periods that one or more of the assigned
Lieutenants is not available for duty and the Assistant
Emergency Services Division Commander will typiGa4y is
not available to provide relief, a Sergeant may be
temporarily assigned to the Program in the capacity of an
acting Lieutenant.
fs -basis shall %Geive fifty dellws ($5049) peF ,
t
�!
2. The Officer of the Day Program shift schedule and the order of
shift rotations shall be established/modified at the Labor
Management Committee pursuant to paragraph A. above.
a. Once each year, during the annual vacation sign-up,
Lieutenants who are assigned to the Officer of the Day
Program shall sign-up for their upcoming shift
assignments. The annual shift sign-up will become
effective on the first Monday in January of the following
year.
b. Following the annual sign-up, assigned Lieutenants shall
rotate shifts on the first Monday of each calendar quarter.
C. Lieutenants who are assigned to the Officer of the Day
Program mid-year shall assume the shift assignment and
rotation schedule of the Lieutenant Who is being replaced.
3. When making assignments to the Officer of the Day Program,
the Sheriff shall consider those Lieutenants who have
volunteered for the assignment. Consideration also should be
given to avoid the involuntary assignment of a Lieutenant who
previously has been assigned to the program.
4. Although the Sheriff shall retain the right to determine the length
of assignment, Officer of the Day assignments normally will be
subject to the same rotation policy(ies) as other Lieutenant
assignments.
C. Lieutenants who are assigned to the Officer of the Day Program,
including the assistant Emergency Services Division Commander,
shall receive Holiday Overtime Pay.
D. if the Officer of the Day Program is discontinued, the Sheriff's Office
may reinstate Section 15.5 — Watchstanding Conditions, of the
October 1, 1995 through September 30, 1993 IV OU. ' f the Sheriffs
Office or the DSA proposes the development of an alternative
program, the Labor"Managernent Committee will be convened.
TENTATIVE AGREEMENT
Dated: - l - 9 9
CONTRA COSTA COUNTY DEPUTY SHERIFFS` ASSN.
t
d
4�
COUNTER PROPOSAL TO DSA MGMT. PROPOSAL NO. 2A
1998 NEGOTIATIONS
Presented: 98118/99
SECTION 15 —GENERAL TERMS & CONDITIONS OF
E 'PLOYMENTI ANAGE E T BENEFITS
1564 Benefits & Allowances
. Vacation Buck. Employees may choose reimbursement for up to one-
third (1/3) of their annual vacation accrual subject to the following conditions:
1. the choice can be made only once in each calendar year;
2. payment shall be based on an hourly rate determined by dividing the
employee's monthly salary by 173.33;
3. if the employee is receiving 2.5% Management Incentive, payment
shall be Based on an hourly rate determined by dividing , the
employee's monthly salary. plus the 2.5% Management Incentive, by
173.33.
4. the maximum number of hours that may be reimbursed in any year is
orae-third (1/3) of the annual accrual.
TENTATIVE AGREEMENT
Dated. "
CONTRA COSTA COUNTY DEPUTY SHERIFFS' ASSN.
_.......
COUNTY PROPOSAL NO. M7
DSA -MANAGEMENT UNIT
1998 NEGOTIATIONS
Presented; 08105/98
Revised': 03/09199
SECTION! 19 a MANAGEMENT COMPLAINT PROCEDURE
Section 19.8 Letters of Re rimand. Letters of reprimand are subject to the
management complaint procedure. 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 Vie-(3} 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 three five (5) years 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 thFee- five (5) year period.
r
COUNTY PROPOSAL
IDSA - MANAGEMENT UNIT
1998 NEGOTIATIONS
Presented: 08/18/93
SECTION 22 m RETIREMENT C!DNTTRIBLJTION
A. Pursuant to Government Code Section 31 581.1, the County will continue
to pay flay 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 (1/2) of
the retirement cost of living program contribution.
B. Employees represented by DSA who are Tier 11 members of the Contra
Costa County Employees' retirement Association (CCCE ) are entitled
to elect to become Tier til 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.
1. Employees represented by DSA enrolled in Tier 11 who have attained
five (b) years of retirement credited service, shall have a ninety (90)
mays from the date of said five (5) year anniversary to make a one
time irrevocable election of the Tier lli retirement Plan.
2. The County's employer contributions and subvention of employee
contributions for members of the DSA electing Tier 1:11, which exceed
those which would be required for Tier III membership as of October
1, 1998, 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 systema.
b. If the County's retirement costs increase afterOctober 1, 1998
as a result of the operation of Tier Ill, 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 fit 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
$40,000 per year.
C. In the event the County and the Labor Coalition reach an
agreement which is effective during the terra of this MMU that
provides that the County will not seek reimbursement for
increases in the County's retirement costs attributable to the
creation of Tier Ill and/or the impact of Tier Ill 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.
COUNTER PROPOSAL TO DSAIPR PO AL. NO. 18
1998 € EGOTIAT[O1v S
Presented:
SECTION 4W — UNIFORM AL.L OWANCE/S.W.A.T. UNIFORM
3-3
.1 Uniform Allowance.
July fi
4996 theby
9
year-
Employeesl€gible for the uniform allowance will receive six hundred fifty dollars
650 gerear. Effective July-1, 1999 the uniforms allowance will be increased
by Uyenty-fivedollars 25) for a total of six hundred seventy-five dollars ($675)
per year. Effective July 1. 2000, the uniform allowance will be increased by fifty
dollars $50) for a total of seven hundred twenly-five dollars ($725) per year.
Effective_July 1: 20Q1,®the uniform allowance will be increased by seven -five
dollars 75 for a total of eight hundred dollars ($894) per year.
5 q m f fi
TENTATIVE AGREEMENT
Dated; �R-
CONTRA COSTA COUNTY DEPUTY HEl IFFS° ASSN.
_. ......... ......... ......... .............
. ... .......... ............. .......... ......... ......... ......... ......... ......... ....._...
_.... ......... ......... ......... ......... .........
.................................................
COUNTER PROPOSAL TO DSA ITT. PROPOSAL NO. 4
1998 NEGOTIATIONS
Presented: 08/18/99
HOME GARAGING Eoj FAAk
The parties agree that effective October 1, 1999, rocedure I — Reimbursement
Gaeta, under the Centra Costa County Sheriff's Office 1995-95 Policies and
Procedures, Section 8-10.8 HOME GARAGING OF COUNTYVEHICLES BY
SHERIFF'S MANAGERS (attached), X no longer applicable to members of the
DSA Management Unit,
TENTATIVE AGREEMENT
Dated:
CONTRA COSTA COUNTY DEPUTY SHERIFFS° ASSN.
SHERIFF'S OFFICE
Contra Haman souc
-n
Department
Costa
�� _ A,sirniraisstration Bldg.,_ 551 Pine street.Third Ftoor
`' tau " Martinez,California 94553-9292
(925)335-1770
July 9, 1999 Leslie T.Knight
Director of Humans Resources
Mr. George Yamamoto, president
Deputy Sheriffs' Association
1 780 Muir load
Martinez CA. 94553
Dear [fir, Yamamoto:
This letter of Understanding confirms agreement between Contra Costa
County and the Deputy Sheriffs' Association that negotiations for the
successor agreement of the MOU commencing October 1, 1998 and
ending September 30, 2001, will begin April 15, 2001.
If the foregoing conforms to your understanding, please indicate your
approval and acceptance in the space prodded below.
Date: - q - q q
CONTRA COSTA COUNTY DEPUTY SHERIFFS' ,SSOCIATION
f:unions\dsa\neg\4-4 5-200'€
Jntra
_ Human esu 1,
Costa
Department
'� ty
"� Administration Bldg.
oun
�
651 �' >Street,Third Floor
Martinez,California 94553-1292
June 17, 1999 ( 10)335-1770
Leslie T:Knight
Director of Human Resources
Mr. George Yamamoto, President
Deputy Sheriffs' Association
1780 Muir Road
Martinez CA 945153
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 rate during
the term of the Memorandum of Understanding (MOU) between Contra Costa County
and the Deputy Sheriffs` Association {IDSA} Rank & File and Management Units, said
agreement will also be applied to IDSA during the terms of such MOUS.
Once the new pay cycle process gees 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 (6130). 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 1st
Date: _� _ q `q t
CONTRA COSTA COUNTY DEPUTY SHERIFFS' ASSOCIATION
SHERIFF'S OFFICE
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cc: Auditor-Controller