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HomeMy WebLinkAboutRESOLUTIONS - 07241984 - 84-438 THE BOARD OF SUPERVISORS OF CONTRA COSTA COUNTY, CALIFORNIA Adopted this Order on July 24 , 1984 , by the following vote: AYES: Supervisors Powers, Fanden , Schroder*** , McPeak, Torlakson NOES: None ABSENT: None ABSTAIN: None SUBJECT: 1983-85 Compensation for Employees in ) Units Represented by Contra Costa County ) Employees Association, Local No. 1 ) RESOLUTION NO. 84/438 The Contra Costa County Board of Supervisors RESOLVES THAT: 1. On July 24, 1984, the Employee Relations Officer submitted the Memorandum of Understanding dated July 23, 1984, entered into with Contra Costa County Employees Association, Local No. 1 and a separate "Side Letter" also dated July 23, 1984 specifying certain conditions with respect to the implementation of "Agency Shop". 2. This Board having thoroughly considered said Memorandum of Understanding and the "Side Letter", the same are approved. 3. Salaries and Terms and Conditions of Employment, Contra Costa County Employees Association, Local No. 1. The Memorandum of Understanding with Contra Costa County Employees Association, Local No. 1, is attached hereto, marked Exhibit A; and Sections 1 through 55.11 inclusive are incorporated herein as if set forth in full and made applicable to the employees in the above named units. The "Side Letter" is attached hereto, marked Exhibit B, and incorporated herein as if set forth in full . 4. If an Ordinance(s) is required to implement any of the foregoing provisions, the Board of Supervisors shall enact said Ordinance(s) . THIS RESOLUTION takes effect on July 24, 1984. ***In voting for the Memorandum of Understanding , Supervisor R. I . . Schroder advised that he was in favor of the compensation package but was opposed to the Agency Shop provision. /hereby certify that this is a true and correct copy of an Lctio.-7 t akc cnd entered on the minutes of the Board e°Supervisors on the date shown. ATTER-IED.- J.A D:J.RC;OUNITY CLIERK an,d o;; Oih'cio Clerk of the Board 6/ , Deputy Orig. Dept.: cc: Personnel Department All County Departments I.E.D.A./via Petsonnel RESOLUTION NO . 84/438 000078 II it I, III V ' I II 6 I` MEMORANDUM OF UNDERSTANDING BETWEEN I� CONTRA COSTA!ICOUNTY AND h CONTRA COSTA COUNTY EMPLOYEES ASSOCIATION, LOCAL 1 1983 - 11,985 u o- i u p ii II I. u r� 000079 hi MEMORANDUM OF UNDERSTANDING BETWEEN CONTRA COSTA COUNTY AND CONTRA COSTA COUNTY EMPLOYEES ASSOCIATION, LOCAL 1 1983 - 1985 Table of .Contents Subject Page Section Adoption 63 52 Advance Notice 7. 2.7 Agency .Shop 4 2.2 Agriculture-Animal Control Unit 66 55.1 Anniversary Dates 10 5.4 Assignment of Classes, to Bargaining Units 8 2.8 Attendance at Meetings 9 4.1 Attendant-LVN-Aide Unit 68 55.2 Bilingual Pay 53 24 Building Trades Unit 72 55.3 Call-Back Time 18 8 Classification, Studies 62 51 Compensation �Complaints 52 23.5 Compensation for Loss or Damage to Personal Property 59 38 Compensation for Portion of Month 11 5.7 Days & Hours of Work 15 6 Definition. of Immediate Family 31. 14.6 Definitions 1 - 3 ---- Detention Facility Meals 58 37 Dismissal, Suspension & Demotion 47 22 Dues Deduction 4 2.1 Engineering Unit 73 . 55.5 Entrance Salary 10 5.3 Fiscal Services Unit 74 55.6 Flexible Staffing 56 32 General Services & Maintenance Unit 75 55.7 Grievance Procedure 50 23 Harassment 60 40 Hazard Pay Differential for Health Service Employees 61 47 Health Examination 62 50 Health Services Unit 81 55.8 Health & Welfare, Life & Dental Care 33 17 Holidays - 21 12 - I'ncrements Within Range 11 5.5 Jury & Witness Duty 33 16 Layoff During Probation 39 18.7 Leave of Absence 31 15 Leave of Absence Replacement 32 .15.3 Leave Without Pay. 31 15.1 Legal & Court Clerk Unit 86 55.9 Length of Service Definition 60 41 Library Unit 87 55.10 Lunch Period 61 48 Q000E0 .MEMORANDUM OF UNDERSTANDING BETWEEN CONTRA COSTA COUNTY AND CONTRA COSTA COUNTY EMPLOYEES ASSOCIATION, LOCAL 1 1983 - 1985 Table of Contents Page three Subject Page Section Safety 45 28 Safety Shoes & Prescription Safety Eyeglasses 45 27 Salaries 10 5 Salary on Involuntary Demotion 12 5.11 Salary on Promotion 11 5.10 Salary on Voluntary Demotion 12• 5.12 Salary Reallocation and Salary on Reallocation 11 5.9 Salary Review While on Leave of Absence 30 15.4 Scope of Agreement & Separability of Provisions 52 53 Seniority Credits 36 19.6 Separation through Layoff 17 11 Service Awards 48 35 Shift Differential 18 10 Shop Stewards & Official Representatives 9 4 Sick Leave 25 14 Skelly Requirements 48 22.2 State Disability Insurance 60 42 Training Reimbursement 53 26 Transfer & Reassignment 41 20 Unauthorized Absence 32 15.5 Unfair Labor Practice 60 39 Union Recognition 3 1 Union Representatives 9 4.2 Union Security 4 2 Unit Items 66 55 Use of County Buildings 7 2.5 Vacation Leave 23 13 Workers' Compensation 29 14.5 Written Statement for New Employees 8 2.7 b Attachment A - Project' Employees Attachment B - Sheriffs' Dispatchers Shift Schedule Exhibit A - Same as above Exhibit B - Class & Salary Listing by Unit 000081 t , Memorandum of Understanding Between Contra Costa County And Contra. Costa .County Employees Association, Local No. 1 This Memorandum of Understanding is entered into pur.suant to the authority contained in .Division 34- of Board of Supervisors. Resolution 81/1165. and has been jointly prepared by the parties. The Employee Relations Officer (County Administrator) is the representative of Contra Costa County. in employer-employee relations matters as provided in Board of Supervisors- Resolution 81/1165. The parties have met and conferred in good faith regarding wages, hours and other terms and conditions of employment for the employees in units in which the Unionis the recognized representative, have freely exchanged. information, opinions and proposals and have endeavored to reach agreement on all matters relating to the employment conditions and employer-employee relations covering such employees. This Memorandum of Understanding shall be presented to .the Contra Costa County Board ,of Supervisors as the joint recommendations of the undersigned for"salary and employee, benefit adjustments for the period commencing July 1, 1983 and ending June 30, 1985. Special provisions and restrictions pertaining to Project employees covered by this Memorandum of Understanding are contained in Attachment A which is attached hereto and made a part hereof. Definitions: A. "Appointing Authority" means Department Head unless otherwise provided by statute (Yr--ordinance. B. "Class" means a group of positions sufficiently similar with respect to the duties and responsibilities that similar selection procedures and qualifications may apply and that the same descriptive title may be used to designate each position allocated to the group. C. "Class Title" means the designation given to a class, to each position allocated to the class, and to the employees allocated to the class. D. "County" means Contra Costa County. E. "Demotion" means the change of a permanent employee 'to another position in a class allocated. to a salary range for which the top step is lower than the top step of the class which the employee formerly occupied except as provided for under "Transfer" or as 1 000082 Q. "Reallocation" means the act of reassigning an individual position from one class to another class at the same range of the salary schedule or to a class which is allocated to another range that is within five (5) percent of the top step, except as otherwise provided for in the Personnel Management Regulations, deep class resolutions or other ordinances. R. "Rec.lassification" means the act of changing the allocation of a position by raising it to a higher class or reducing it to Clower class on the basis of significant changes in the kind, difficulty or responsibility of duties performed in such -position. . S. "Reemployment List" means a l.ist of persons, who have occupied positions allocated. to any class in the merit system and, who have . voluntarily separated and are qualified for consideration for reappointment under the Personnel Management Regulations governing reemployment. T. "Resignation" means the voluntary termination of permanent employment with the County. r U. "Temporary Employment" means any employment which will require the services of an incumbent for a limited period of time, paid on an - hourly basis, not in an allocated position or in permanent status. V. "Transfer" means the change of an employee who has permanent status in a position, to another position in the same class in a different department, or to another position in a class which is allocated to a range on the salary plan that is within five (5) percent at top step as the class previously occupied by the employee. Section 1 - Recognition 1.1 Union Recognition. The Union is .the formally recognized employee organization for the representation units listed below, and such organization has been certified as such pursuant to Board of Supervisor's Resolution 81/1165, A. Agriculture and Animal Control Unit B. Attendant-LVN-Aide Unit C. Building Trades Unit D. Deputy Public Defenders Unit E. Engineering Unit F. Fiscal Services Unit G. General Services and Maintenance Unit- -H. Health Services Unit I. Investigative Unit J. Legal and Court Clerk Unit K. Library Unit L. Probation Unit 3 00008.3 i E. Current Employees and New Employees. 1. On or. before August 1, 1984, the County will mai 1 , to all* employees who are not members of the Union an "Employee Authorization for Payroll Deduction of Local #1 Membership Dues or Service Fee." The employee shall have thirty (30) calendar days from the mailing of the authorization form, to fully execute - the authorization of his/her choice and return said form to the County Personnel Department. 2. An employee hired into a .job class represented by Local No. 1 on or. after August 1, 1984 shall be provided through the County Personnel Department with the authorization form listed in 'Subparagraph 1 above. Said employee shall have thirty (30) calendar days to fully execute the authorization card of his/her choice and return said form to the County Personnel Department. 3. If the form is not returned within thirty (30) calendar days, or if the Union reports that an agency shop fee in lieu of the initiation fee or a general assessment has not been paid, the employee will be subject to dismissal . The Director of Personnel shall commence dismissal proceedings by giving a Skelly Notice pursuant to the procedures set forth in this Memorandum of Understanding. An emp Toyee served with a Skelly Notice shall have until the response date shown on the Skelly Notice to either file the authorization form, pay the initiation fee or general assessment or otherwise show why he/she should not be dismissed. Any back pay and costs incurred 'by the County and its staff defending appeals from dismissal shall be reimbursed by the Union. F. The Union shall indemnify, defend and save the County harmless against any and all claims, demands, suits, orders, or judgments, or other forms of liability that arise out of or by reason of this Agency Shop Section, or action taken or not taken by the .County under this .. Section. This includes but is not limited to the . County's attorney fees and costs. G. The authorization of payroll deductions described .in Subsection E shall require the employee to agree to hold the County harmless from all claims, demands, suits or other forms of liability that may arise against the County for or on account of any deduction made from the wages of such employee. H. ' 1. Section 2.2 shall take effect on August 1, 1984 provided that as of July 1, 1984, a majority of all employees represented by Contra Costa County Employees Association, Local 1 have authorized- dues deduction, or one calendar 5 v C. to leave and/or distribute a supply of literature as indicated above; D. to .represent an employee on a grievance, and/or to contact a union officer on a. matter within the scope of representation. In the application of this provision, it* is agreed and understood that in each such instance advance arrangements, including disclosure. of which of the above purposes is the reason for, the visit, will be made with the departmental representative in charge of the work area, and the. visit will not interfere with County services. 2.4 Use of County Mail System. The Union may distribute materials to designated Union representatives through the County distribution channels if approved by the Personnel Director. The decision of. the Personnel Director is final and not subject to the grievance .procedure. This privilege may be revoked in the event of abuse after the Personnel Director consults with the Union. 2.5 Use of County Buildings. The Union shall be allowed the use of areas normally used for meeting purposes for meetings of County employees during non work hours when: A. Such space is available; B. there is no additional cost to the County; C. it does 'not interfere with normal County operations; D. employees in attendance are. not on duty and are not scheduled for duty; E. the meetings are on matters within the scope of representation. The administrative official responsible for the space shall. establish and maintain scheduling of such uses. The Union shall maintain proper order at the meeting, and see that .the space is left in a clean and orderly condition. The use of County equipment (other than items normally used in the conduct of business meetings, such as desks, chairs, ashtrays, and blackboards) is strictly prohibited, even though it may be present in the meeting area. 2.6 Advance Notice. The Union shall, except in cases of emergency, have the right to reasonable notice of any ordinance, rule, resolution or regulation directly relating to matters within the scope of representation proposed to be adopted by the Board, or boards and commissions appointed by, the Board, and to meet with the body considering the matter. The listing of an item on a public agenda, or the mailing of a copy of a proposal at least seventy-two (72) hours before the item will be heard, or the delivery of a copy of the proposal at least twenty-four (24) hours before the item will be heard, shall constitute notice. In cases of emergency when the Board, or boards and commissions appointed by the Board, determines it must act immediately without such notice or meeting; it shall give notice and opportunity to meet as soon as practical after its action. 7 000,018.5 E. Current Employees and New Employees. 1. On or. before August 1, 1984, the County will mail to al l employees who are not members of the Union an "Employee, Authorization for Payroll Deduction of Local #1 Membership Dues or Service Fee." The employee shall have thirty (30) calendar days from the mailing of the 'authorization form, to fully execute the authorization . of his/her choice and .return said form to the County Personnel Department. 2. An employee hired into a job class represented by Local No. 1 on or after August 1, 1984 shall be provided through the County Personnel Department with the authorization form listed in Subparagraph 1 above. Said employee shall have thirty (30) calendar days to fully execute the authorization card of his/her choice and return said form to the County Personnel Department. 3. If the form is not returned within thirty (30) calendar days, or if the Union reports that an agency shop fee in lieu of the initiation fee or a general assessment has not been paid, the employee will be subject to dismissal . The Director of Personnel shall commence dismissal proceedings_ by giving a Skelly Notice pursuant to the procedures set forth in this Memorandum of Understanding. An employee served with a Skelly Notice shall have until the response date . shown on the Skelly Notice to either file the ' authorization form, pay the initiation fee or general assessment , or otherwise show why he/she should not be dismissed. Any back pay and costs incurred by the County and its staff defending appeals from dismissal shall be .reimbursed by the .Union. F. The Union shall indemnify, defend and save the County harmless against any and all claims, demands, suits, orders, or judgments, or other forms of liability that arise out of or by reason of this Agency Shop Section, or action taken or not taken by the County under this Section. This includes but is not limited to the County's attorney fees and costs. G. The authorization of payroll deductions described in 'Subsection E shall require the employee to agree to hold the County harmless from all claims, demands, suits or other forms of liability that may arise against the County for or on account of any deduction made from the wages of such employee. H. 1. Section 2.2 shall take effect on August 1, 1984 provided that as of July 1, 1984, a majority of all employees represented by Contra Costa County Employees Association, Local 1 have authorized dues deduction, or one calendar - 5 OOOO�'O C. to leave and/or distribute a supply of literature as indicated above; D. to represent an employee on a grievance, and/or to contact a union officer on a matter within the scope of representation. In the application of this provision, it is agreed and understood that in each such' instance advance arrangements, including disclosure of which -of the above purposes is the reason for the visit, will be made with the departmental representative in charge of 'the work area, and the visit will not interfere with County services. 2.4 Use of County Mail System. The Union may distribute materials to designated Union representatives through the County distribution channels if approved by the Personnel Director. The decision of the Personnel Director is final and not subject to the grievance procedure. This privilege may be revoked in the event of abuse after the Personnel Director consults with the Union. 2.5 Use of County Buildings. The Union shall be allowed the use of areas normally used for meeting purposes for meetings of County employees during non- work hours when: A. Such space is available; B. ' there is no additional cost to the County; C. ' it does not interfere with normal County operations; D. employees .in attendance are not on duty and are not scheduled for duty; E. the meetings are on matters within the scope of representation. The administrative official responsible for the space shall establish and maintain scheduling of such uses. The Union shall maintain proper order at the meeting, and see that the space is left in a clean and orderly condition. The use of County equipment (other than items normally used in . the conduct of business meetings, such as desks, chairs, ashtrays, and blackboards) is strictly prohibited, even though it may be present in the meeting area. 11 2.6 Advance Notice. The Union shall, except in cases of emergency, have the right to reasonable notice of any ordinance, rule, resolution or regulation directly relating to matters within the scope of representation proposed to be adopted by the Board, or •boards and commissions appointed by the Board, and to meet with the body considering the matter. The listing of an item on a public agenda, or the mailing of a copy of a proposal at least seventy-two (72) hours before the item .will be heard, or the delivery of a copy of the proposal at least twenty-four. (24) hours before the item will be heard, shall constitute notice. In cases of emergency when the Board, or boards and commissions appointed by the Board, determines it must act immediately without such notice or meeting, it shall give notice and opportunity to meet as soon as practical after its action. 7 Section 4 - Shop Stewards and Official Representatives 4.1 Attendance at Meetings. Employees designated as shop stewards or official representatives of the Union shall be allowed to attend meetings held by 'County agencies during regular working hours on County time as follows: A. If their attendance. is required by the County at a specific meeting; - . B. if their attendance is sought by a hearing body or presentation -of testimony or other reasons; C. if their , attendance is required for meetings scheduled at reasonable times agreeable to all parties, required for settlement of grievances filed pursuant to Section 23 (Grievance Procedure) of this Memorandum; D. if they are designated as a shop steward, in which case they may utilize a reasonable' time at each level of the proceedings to assist an employee to present a grievance provided the meetings are scheduled at reasonable times agreeable to all parties; E. if they 'are designated as spokesperson or representative of the Union and as. such make representations or presentations at meetings or hearings on wages, salaries and working conditions; provided in each case advance arrangements for time away, from the employee's work station or assignment are made with the appropriate department head, and the County agency calling the meeting is responsible for determining that the attendance of the particular employee(s) is required. 4..2 Union Representatives. Official representatives of the Union shall be allowed time off on County time for meetings during regular working hours when formally meeting and conferring in good faith or consulting with -the Employee Relations Officer or other management representatives on matters within the scope of representation, provided that the number of such representatives shall not exceed the below specified limits without prior approval of the Employee Relations Officer, and that advance arrangements for the time away from the work station or assignment are made with the appropriate Department Head. Unit Number of Employees Agriculture and Animal Control 2 Attendant-LVN-Aide 2 Building Trades 2 Deputy Public Defenders 1 Engineering 2 Fiscal Services 2 General Services and Maintenance 5 Health Services 4 Investigative 1 Legal and Court Clerk 1 Library 2 Probation 2 9 000088 and not required to serve a probation period is determined in the same way as the anniversary date is determined for a new employee who is appointed the same date, classification and step and who then successfully completes the required probationary period. E. Notwithstanding other provisions of this Section 5, the anniversary of an employee who is appointed to a classified position from outside the County's merit system at a rate above the minimum salary for the employee's new class, or who is transferred from another governmental entity to this County's merit system, is one (1) year from the' first day of the calendar month after the calendar month when. the employee was appointed or transferred; provided however, when the appointment or transfer is effective on the employee's first regularly scheduled work day of that month, his/her anniversary is one (1) year after the first calendar day of that month. 5.5 Increments Within Range. The ,performance of each employee, except those of employees already at the maximum salary step of the appropriate salary range, shall be reviewed on the anniversary date as set forth in Section 5.4 to determine whether the salary of the employee shall be advanced to the next higher step in the salary range. Advancement shall be granted on the affirmative recommendation of the appointing authority, based on satisfactory performance by the employee. -The appointing authority may recommend denial of the increment or denial subject to one additional review at some specified date before the next anniversary which must be set at the time the original report is returned. Except as herein provided, increments within range shall not be granted more frequently than once a year, nor shall more than one (1) step within-range increment be granted at one time, except as otherwise provided in deep class resolutions. In case an appointing authority recommends denial of the within range increment on some particular anniversary date, but recommends a special salary review at some date before the next anniversary the special salary review shall not affect the regular salary review on the next anniversary date. Nothing herein shall be construed to, make the granting of increments mandatory on the County: If an operating department verifies in writing that an adminis- trative or clerical error was made in failing to submit the documents needed to advance an ,employee to the next salary step on the first of the month when eligible, said advancement shall be made retroactive to the first of the month when eligible. 5.6 Part-Time Compensation. A part-time employee shall be paid a monthly salary in the same ratio to the full-time monthly rate to which the employee would be entitled as a full-time employee under the provisions of this Section 5 as the number of hours per week in the employee's part-time work schedule bears to the number of hours in the full-time work schedule of the department. 5.7 Compensation for Portion of Month. Any employee who works less than any full calendar month, except when on earned vacation or authorized sick leave, shall receive as compensation for services an amount which is in the same ratio to the established monthly rate as the number of days worked is to the 11 000089 r equals the rate of pay received before 'reallocation. In the event that the steps in the range for the new class do not contain the same rates as the range for the old class, the incumbent shall be placed at the step of the new range which is next above the salary rate received in the old range; or if the new range does not contain a higher step, the incumbent shall be placed at the step which is next lower than the salary received in the old range. D. In the event of reallocation to a.deep class, the provisions of the deep class resolution and incumbent salary allocations, if any, shall supercede Section ,5.9. 5.10 Salary on Promotion. Any employee who is appointed to a position of a class .allocated to a higher salary range .than the class previously occupied, except as provided under Section 5.13, shall receive the salary in. the new salary range which is next higher than the rate received before promotion. In the event this increase is less than five (5) percent, the employee's salary shall be adjusted to the step in the new range which is at least five (5) percent greater than the next higher step; provided however that the next step shall not exceed the maximum salary for the higher class. In the event of the appointment of a laid off employee from the layoff list to the class from which the employee was laid off, the employee shall be appointed at the step which the employee had formerly attained in the higher class unless such step results in- an increase of less than five (5) percent, in which case the salary shall be adjusted to the step in the new range which is five (5) percent greater than the next higher step, if the new range permits such adjustment. 5.11 Salary on Involuntary Demotion. Any employee who is demoted, except as provided under Section 5. 2, shall have his/her salary reduced to the monthly salary step in the range for the class of position to which he/she has been demoted next lower than the salary received before demotion. In the' event this decrease is less than five (5) percent, the employee's salary shall be adjusted to the step in the new range which is five (5) percent less than the next lower step; provided, however, that. the next step shall not be less than the minimum salary for the lower class. Whenever the demotion is the result of layoff, cancellation of positions or displacement 'by another employee with greater seniority rights, the salary of the demoted employee shall be that step on the salary range which he/she would have achieved had he/she been continuously in the position to which he/she has been demoted, all within-range increments having been granted. 5.12 Salary on ` Voluntary Demotion. Whenever any employee voluntarily demotes to a position in a class having a salary schedule lower than that of the class from which he or she demotes, his or her salary shall remain the same if the steps in his or her new (demoted) salary range permit, and if not, the new salary shall be set at the step next below former salary. 5.13 Transfer. An employee who is transferred from one position to another as described under "Transfer" shall be placed at the step in the salary range of the new class which equals the rate of pay received before the transfer. In the event that the steps in the range for-the new class do not contain the same 13 000090 differential) accruing to the employee in his/her permanent position shall continue. 8. During the period of work for higher pay in a higher classification, an employee will retain his/her permanent classification, and anniversary and salary review dates will be determined by time in that classification. 9. Allowable overtime pay, shift differentials, and/or work location differentials will be paid on the basis •of the rate of pay for the higher class. .5.15 Payment. On the tenth (10th) day of each month, the Auditor will draw a warrant upon the Treasurer in favor of each employee for the amount of salary due the employee for the preceding month; provided, however, that each employee (except those paid on an hourly rate) may choose to receive an advance on the employee's monthly salary, in which case -the Auditor shall, on the twenty-fifth (25th) day of each month, draw his/her warrant upon the. Treasurer in favor of such employee. The advance shall be in an amount equal to one-third (1/3) or less (at the . option of the employee) of the employee's basic salary of the previous month except that it shall not exceed the amount of the previous month's basic salary less all requested or required deductions. The election to receive the advance shall be made on the prescribed form (form M-208,, revised 5/81) and submitted by the 15th of the month to .the department payroll clerk who will forward the card with the "Salary Advance Transmittal/Deviation Report" to the Auditor-Controller payroll section. Such an election would be effective in the month of the submission and would , remain .effective until revoked. In ,the case of an election made pursuant to this Section 5.15 all required or requested deductions from salary shall be taken from the second installment, which is payable on the tenth (10th) day of the following month. Section 6 - Days and Hours of Work The normal work week of County employees is forty (40) hours between 12:01 a.m. Monday to 12:00 midnight Sunday, usually five (5) eight (8) hour days; for twenty-four (24) hour shift employees of the Health Services Department, the normal work week is forty (40) hours between 12:01 a.m. Sunday to 12:00 midnight Saturday; however, where operational requirements of a department require deviations from the usual pattern of five (5) eight (8) hour days per work week, an employee's work hours may be scheduled to meet these requirements, but his/her working time shall not .exceed an average of forty (40) hours per seven (7) day period throughout an operational cycle, and .the Department Head shall prepare written schedules in advance to support all deviations, the schedules to encompass the complete operational cycle contemplated. The work week for employees in the "4-10 shift is four .(4) ten (10) hour working days during a work week consisting of any seven (7) day period. If the - 15 ^ 000691 t • D. Employees may not accrue a compensatory time off balance that exceeds one-hundred twenty (120) hours (i .e. , eighty (80) hours at time and one-half) . Once the maximum balance has been attained, authorized overtime hours will be paid at the overtime rate. If the employee's balance• falls below one-hundred twenty (120) hours, the employee shall again accrue compensatory time off for authorized overtime hours .worked until the employee's balance again reaches one-hundred twenty (120) hours. E. Accrued compensatory time off shall be carried over for use in the next fiscal year; however, as provided in D above, accrued compensatory time off balances may not exceed one-hundred twenty. (120) hours. F. Employees may not use more than one-hundred twenty (120). hours of compensatory time off in any fiscal year period (July 1 - June 30) . G. The use of accrued compensatory time off shall be by mutual agreement between the Department Head or his/her designee and the employee. Compensatory time off shall not be taken when the employee should be replaced by another employee who would be eligible to receive, for time worked, either overtime payment or .compensatory time accruals as provided for in this Section. This provision may be waived at the discretion of the Department Head or his or her designee. H. When an employee promotes, demotes or transfers from one classification eligible for compensatory time off to another classification eligible for compensatory time off within the same department, the employee's accrued compensatory time off balance will be carried forward with the employee. I. Compensatory time accrual balances will be paid off when an employee moves from one department to another through promotion, • demotion or transfer. Said payoff will be made in accordance with the provisions and salary of the class from which the employee is promoting, demoting or transferring as set forth in J below. J. Since employees accrue compensatory time off at the rate of one and one-half (1-1/2) hours for each hour of authorized overtime worked, they shall be paid their accrued hours of compensatory time at the straight time rate of pay whenever: 1. the employee changes status and is no longer eligible for compensatory time off; 2. the employee promotes, demotes or transfers to another department; 3. the employee separates from County service; 4. the employee retires. K. The Office of the County Auditor-Controller will establish timekeeping procedures to administer this. Section. 17 00002f 11.3 Layoff By Displacement. A. In the ,Same Class.. A laid off .permanent full-time employee may displace an employee in the department having less seniority in the same class who occupies a permanent intermittent or permanent part- time position, the least senior employee being displaced first. B. In the Same Level or Lower Class. Maid off or displaced employee who had achieved permanent status in a class at the same or lower salary level as determined by the salary schedule in effect at the time of layoff may displace within the department and in the class an employee having less seniority, the least senior employee being displaced first, and . so on with senior displaced employees displacing junior employees. 11.4 Particular Rules on Displacing. A. Permanent intermittent and permanent part-time . employees may displace only employees holding permanent positions of the same type respectively. B. A permanent full-time employee may displace any. intermittent or part-time employee with less seniority 1) in the same class as provided in Section 11.3 (A) , or 2) in a class of the same or lower salary level as provided' in SeL.tion 11.2 (B) if no full-time employee in a class at the same or lower salary level has less seniority than the displacing employees. C. Former permanent full-time employees who have voluntarily become permanent part-time employees for the purpose of reducing the impact of a proposed layoff with the written approval of the Director of Personnel or 'designee retain their permanent full-time employee seniority rights for layoff purposes only and may in a later layoff displace a full-time employee with less seniority as provided in these rules. 11.5 Seniority. . An employee's seniority within a class for layoff and displacement purposes shall be determined by adding the employee's length of `service in the particular class in question to the employee's length of service in other classes at the same or higher salary levels as determined by the salary schedule ineffect at the time of layoff. Employees reallocated or transferred without examination from one class to another class having a salary within five (5) percent of the. former class shall carry the seniority accrued in the former class into the new class. Employees reallocated to a new deep class upon its initiation or otherwise reallocated to a deep class because the duties of the position occupied are appropriately described in the deep class shall carry into the deep class the seniority accrued or carried forward in the former class and seniority accrued in other classes which have been included in the deep class. Service for layoff and displacement purposes includes only the employee's last continuous permanent County employment. Periods of separation may. not be bridged to extend such service unless the separation is a result of layoff in 19 000003 A. For any cause stipulated in Section 404.1 of the Personnel Management Regulations. B. On evidence that the eligible cannot be located. by postal authorities. C. On receipt of a statement from the appointing authority or eligible that the eligible declines certification or indicates no further desire for appointment in the class. D. If three (3) offers of permanent appointment to the class for which the eligible list was established have been declined by the eligible. E. If five (5) certifications for permanent appointment from an open ' employment list, including certification to two different departments if the class has permanent positions in more than .one department, have failed to result in selection and appointment. F. _ If the eligible fails to respond to the Director of Personnel or the appointing authority within five (5) days to written notice of certification mailed to the person's last known address. Notice shall be sent to the person affected. 11.11 Union Notification. When it appears to the Department Head and/or the Employee Relations Officer that the Board of Supervisors may take action which will result in the layoff of employees in a representation unit represented by the Union, the Employee Relations Officer shall notify the Union of the possibility of such layoffs and shall meet and confer with it regarding the implementation of the action. The County agrees to give employees ten (10) work days (eight (8) work days for employees on the 114-10" workweek) notice of layoff except in cases of emergency. Section 12 - Holidays 12.1 The County will observe the following holidays: A. Labor Day Veterans' Day Thanksgiving Day Day After Thanksgiving Christmas New Years' Day Martin Luther King's Birthday President's Day Memorial Day ' Independence Day Such other days as the Board of Supervisors may by resolution designate as holidays. B. Each employee (except those in Section 12.1 C following) shall accrue two (2) hours of personal holiday credit per month. Such personal holiday time may be taken in increments of one (1) hour, and preference of personal holidays shall be given to employees 21 000094 12.4 114-10" Shift - Holid'ays. A. Holiday Shift Pay. Each 114-10" shift employee who works a full shift on a holiday shall receive time and one-half for the. first eight (8) hours worked in addition to regular pay for the holiday. Holiday shift pay shall be subject to provisions of Section 7 - "Overtime". B. Absence on Holiday. The maximum time charged to sick leave, vacation or leave without pay on .a holiday shall be two (2) hours. 12.5 Accrual of Holiday Time. Employees entitled to overtime credit in positions w ich work around the clock shall be permitted to elect between pay at the overtime rate or compensatory time off in recognition of holidays worked. The following procedures shall apply to this selection: 1. Any person who is eligible and who elects to accrue holiday time musta ree to do so for a full fiscal year (July 1 through June 30� , or the remainder thereof, unless otherwise specified by the Board. 2. Employees starting work after a list of those electing to accrue holiday time has been submitted to the Auditor and approved, will be paid overtime unless they specifically requested in writing within seven (7) calendar days to be placed on the accrual, list. 3. Holiday time shall be accrued at the rate of one and one-half (1-1/2) times the actual hours worked to a maximum of eight (8) hours worked by the employee. 4. Holiday time may not be accumulated in excess of two-hundred eighty-eight (288) working hours. Holiday time may be accrued up to two-hundred eighty-eight - (288) hours, exclusive of 'regular vacation accruals. After two-hundred eighty-eight (288) hours, holiday time shall, be paid at the overtime rates as specified in Section 7. 5. Accrued holiday time may be taken off at times determined by mutual agreement of the employee and the Department Head. 6. Accrued holiday time shall be paid off only upon a change in status of 'the employee such as separation, transfer to another department or reassignment to a permanent-intermittent position. Section 13 - Vacation Leave 13.1 Vacation Allowance. Employees in permanent positions are entitled to vacation .with pay. Accrual is based upon straight time hours of working time per calendar month of service and begins on the date of appointment to a permanent position. Increased accruals begin on the first of the month :following the month in which the employee qualifies. Accrual for portions of a 23 000095 13.4 No employee who has been granted a leave without pay or unpaid military leave shall accrue any vacation credit during the time of such leave, nor shall an employee who is absent without pay accrue vacation credit during the absence. 13.5 Vacation Allowance for Separated Employees. On separation from County service, an employee shall be paid for any unused vacation credits at the employee's then current pay rate. 13.6 Use of vacation accruals is by mutual agreement between the employee and the supervisor and preference of vacation shall be given to employees according to their seniority in their department as reasonably as possible unless otherwi.se provided ,in the supplemental sections of this Agreement. Section 14. - Sick Leave 14.1 The purpose of paid sick leave is to insure employees against loss of pay for temporary absences from work due to illness or injury. Sick Leave may be used only as authorized; it is not paid time off which employees may use for personal activities. 14.2 Sick leave credits accrue at the rate of eight (8) working hours credit for each completed month of service. Employees who work a portion of a month are entitled to a 'pro rata share of the monthly sick leave credit computed on the same basis as is partial month compensation. Credits to and charges against sick leave are made in minimum amounts of one- half (1/2) hour.' Unused sick leave credits accumulate from year to year. When an employee 'is separated, other than through retirement, accumulated sick leave credits shall be cancelled, unless the separation results from layoff in which case the accumulated credits shall be restored if the employee is reemployed in a permanent position within the period of his/her layoff eligibility. Upon retirement, an employee's accumulated sick leave shall be converted to retirement time on the basis of one day of retirement service credit for each day of accumulated sick leave credit. Accumulated paid sick leave credits may be used, subject to appointing authority approval, by an employee in pay status, but only in the following instances: A. An employee may use paid sick leave credits when the employee is off work because of a temporary illness or injury. B. Sick Leave may be used by permanently disabled employees until all accruals of the employee have been exhaused or until the employee is retired by the Retirement Board subject to the conditions listed below. For the purposes of this Section 14, permanent disability shall mean the employee suffers from a disabling physical injury or illness and is thereby prevented from engaging in any County occupation for which he or she is qualified by reason of education, training or experience. Sick leave credits may be used under this provision only when the following requirements are met: 25 000090 from her attending physician stating that her disability continues and the projected date of the employee's recovery from such disability. E. Medical_ and Dental Appointments. An employee may use paid sick leave credits for medical and dental appointments as follows: 1. For working time used in keeping medical and dental appointments for the employee's own care; and 2. . effective the first of the month following the execution of this agreement, for working time (note over thirty-two (32) hours . in each fiscal year) used by an employee for pre-scheduled medical and dental appointments for an immediate family member living in the employee's home. Such use of sick leave credits shall be accounted for by the department on a fiscal year basis. Any 'balance of the thirty-two (32) hours remaining at the end of the fiscal year shall not be carried over to the next year; departments shall notify the employee if the maximum allowance is reached. Authorization to use sick leave for this purpose is contingent on availability of accumulated sick leavecredits; it is not an additional. allotment of sick leave which employees may charge. F. Emerqency Care of Family. An employee may use paid sick leave credits up to three(3) work days per incident unless the Department Head approves more) for working time used in cases of illness,, or injury to, an immediate family .member living in the employee's home, if there is a real need for someone to render care andno one else is available therefore, and if alternative arrangements for the ill or injured person are immediately undertaken. G. Death of Family Member. An employee may use said sick leave credits for absence from work because of a death in the employee's immediate family, but this shall not exceed three (3) working days plus up to two (2) days of work time for necessary travel . 14.3 Administration of Sick Leave. Accumulated paid sick leave credits may not be used in the following situations: 1. Vacation. For an employee's illness or injury while the employee is on vacation except when extenuating circumstances exist and the appointing authority approves. 2. Not in Pay Status. When the employee would otherwise be eligible To use paid sick leave credits but is not in a pay status.. The proper administration of sick leave is' a responsibility of the employee and the Department Head. Unless otherwise provided in the supplemental sections of this Memorandum of Understanding, the following procedures apply: 27 000097 D. Before an employee returns to work from any absence for illness or injury, other leave of absence or disability leave, exceeding two weeks in duration, the appointing authority may order the employee to undergo at County expense a physical , medical, and/or psychiatric examination by a licensed physician, and may consider a report of-, the findings on such examination. . If the report shows that such employee is physically or mentally incapacitated for the performance of duty, the appointing authority may take such action as he/she deems necessary in accordance with appropriate provisions of this Memorandum of Understanding. 14.5 Workers' Compensation. A. Employees who leave work as a result of an on-the-job injury will have the balance of that day charged to sick leave and/or vacation accruals. This will be considered as the last day worked. for purposes of determining Workers ' Compensation benefits. B. Three (3) consecutive calendar days following the last day worked constitutes a waiting period before Workers' Compensation starts. The time the employee is scheduled to work during ;this waiting period.will be charged to the employee's sick leave and/or vacation accruals. In order to qualify . for Workers' Compensation . the employee must be under the care of a physician: Temporary compensation is payable on the first three (3) days of disability when the injury necessitates hospitalization, or when the disability exceeds twenty-one (21) days. A permanent employee shall continue to receive full regular salary during any period of compensable temporary disability absence. "Compensable temporary disability absence" for the purpose of this Section, is any absence due to work connected disability which qualifies for temporary disability compensation under Workers' Compensation Law set forth in Division 4 of the California Labor Code. When any d'isabil'ity becomes permanent, the salary provided in this Section shall terminate. The employee shall return to the County all temporary disability payments received by him/her from any County funded wage replacement program. No charge shall be made against sick leave or vacation for these salary payments. Sick leave and vacation rights shall not accrue for those periods during which salary payments are made. The maximum period for the described salary continuation for any one injury or illness shall be one year from the date of temporary disability. C. Continuing pay begins at the same time that temporary Workers' Compensation starts and continues until the temporary disability ends, or until one (1) year from the date of injury, whichever comes first. All continuing pay under the Workers' Compensation Program will be . ,cleared through the Personnel Office, Safety Division. 29 QQ®0,98 14.6 Definition of Immediate Family. For the purposes of this Section 14, the immediate family shall Be restricted to the spouse, son, stepson, daughter, stepdaughter, father, stepfather, mother, stepmother, brother, sister, grandparent, grandchild, . father-in-law, mother-in-law, son-in-law, daughter-in- law, brother-in-law or sister-in-law of an employee. 14.7 On May 26,. 1981, the Board of Supervisors established a labor- management committee to administer a rehabilitation program for disabled, employees. It is understood that the benefits specified above in this Section 14 shall be coordinated with. the rehabilitation program as determined by the labor-management committee. 14.8 No employee who has been granted a leave without pay or an unpaid military leave shall accrue any sick leave credits during the time .of such leave nor shall an employee who is absent without pay accrue sick leave credits .during., the absence. Section 15 - Leave of Absence 15.1 Leave Without 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 shall be granted in accordance with applicable state and federal law. Requests for leave without pay shall be made upon forms prescribed by the Director of Personnel 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 any of the following reasons: 1. Illness or disability; 2. pregnancy; 3. to take a course of study such as. will increase his/her usefulness on return to his/her position; 4. for other reasons or circumstances acceptable to the appointing authority. A leave without pay may be for period not to exceed one (1) year, provided the appointing authority may extend such leave for additional periods. 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. Whenever an employee who has been granted a leave without any pay desires to return before the expiration of such leave, the employee shall so request of the appointing authority in writing at least fifteen (15) days in advance of the return for approval by the appointing authority, provided, however, that less notification may be approved at the discretion of the appointing authority or designee. The Personnel Department shall be notified promptly of such return. Failure to submit. timely written notice may result in the employee not being permitted to return to work until the required notice period has elapsed. 31 000099 Section 16 - Jury Duty and Witness Duty 16.1 Jury Duty. If called for jury duty in a Municipal, Superior, or Federal Court, or for a Coroner's jury, employees may remain in their regular pay status, or they may take vacation leave or leave without pay and retain all fees and expenses paid to them. If an employee is called for jury duty and elects to remain in a regular pay status and waive all fees (other than mileage allowances) received, the employee. shall obtain. from the Clerk or Jury Commissioner a certificate . which shall indicate the days. attended and the fact that. fees other than mileage are waived. The employee shall furnish the court certificate to his/her department, which shall be retainedas a department record. When -serving- jury duty in a federal court, an employee shall return all fees (other than. mileage allowance) received to the County. 'When an employee is called for jury duty and elects to retain all fees, the employee must take vacation leave or leave without pay. No court certificate is . .. required in this instance. Employees shall. advise their department as soon as possible if scheduled to appear for jury duty. Permanent intermittent employees are entitled to paid .jury duty leave only for those days on which they were previously scheduled to work. 16.2 Witness Duty. Employees called upon as a witness or an expert witness in a case arising in the course of their work or the work. of another. department may remain in their regular pay status and turn over to the County all fees and expenses paid to them other than mileage allowance or they may take vacation leave. or leave without pay and retain all fees and expenses. Employees called to serve as witnesses in private cases or personal matters . (e.g. ; accident suits and family relations) shall take vacation leave or leave without pay and retain all witness fees paid to them. Retention or waiver of fees shall be governed by the same provisions as apply to jury duty as set forth' in Section 16 of this Memorandum of Understanding. Employees shall advise their department as soon as possible if scheduled to appear for witness duty. Permanent intermittent employees are entitled to paid witness duty only for those days on which they were previously scheduled to work. Section 17 - Health and Welfare, Life and Dental Care 17.1 The County will continue the existing County Group Health Plan program of medical , dental -and life insurance coverage through California Dental Service, Safeguard Dental Plan, Aetna Life Insurance and the medical insurance options of Kaiser-Permanente Foundation, Blue Cross of Northern California, the Contra Costa County Health Plan, H.E.A.L.S. Health Plan and IPM Health Plan to all permanent full-time and part-time employees regularly scheduled in positions designated. to work twenty (20) or more hours per week. 33 000 { 00 County Contribution per Employee Contribution. . . . Category Employee per Month: per Month: Current 8/01/84 8/1/84 Kaiser Option Employee Only "(No Medicare) No Dental $ 56.58 $ 65.18 $ 0 CDS 62.63 71.63 7.80 Safeguard 62:63 71.63 3.19 Family (No Medicare) No Dental 131.32 149.32 $ 16.09 CDS. 136.94 154.94 . 43.72 Safeguard 136.94 154.94 30.45 Blue Cross Option Employee Only (No Medicare) No Dental $ 80.00 $ 89.00 $ 99.64 CDS 86.09 95.09 107.80 Safeguard- 86.09 95.09 103.19 Family (No Medicare) No Dental $131.32 $149.32 $191.41 CDS 149.44 164.44 206.54 Safeguard 149.44 167.44 193.27 Contra Costa Health Plan. Option Employee Only (No Medicare) No Dental $ 53.61 $ 61.48 $- 0 CDS 63.73 72.73 3..00 Safeguard 63.25 71.12 0 Family (No Medicare) No Dental 131.32 149.32 5.84 CDS 134.80 152.80 35.61 Safeguard 134.80 152.80 22.34 H.E.A.L.S. Health Plan Option Employee Only No Medicare) No Dental. $ 68..00. $ 77.00 $ 5.17 CDS 75.30- 84.30 12.12 Safeguard 75.30 84.30 7.51 , Family (No Medicare) No Dental 131.32 149.32 $ 35.63 CDS142.60 160.60 57.60 Safeguard,. 142.60 160.60 44.33 3:5. 000101 Dependent(s) rate for the option selected and subtracting the .monthly Part B Medicare premium withheld from Social Security payments for one enrollee; for Employee and Dependent(s) with two members on Medicare by taking the Employee and Dependent(s) rate for the option selected and subtracting'.the monthly Part B Medicare premium withheld from Social Security payments for two enrollees. An employee who terminates County employment who has earned compensation for actual time worked or is credited for time worked through vacation or sick leave . accruals, is only covered through the month in which he/she is credited with compensation. An employee who terminates County employment may convert to individual Health Plan coverage. Upon retirement, employees may' remain in the same County group medical plan if immedately before their retirement they are either active subscribers to one of the County Group Medical Plans or if on authorized leave of absence without pay they have retained individual conversion membership from one of the County plans. Employees shall be allowed, to. maintain their Health Plan coverage at the County group rate for twelve (12) months if on approved medical leave of absence Provided that the employee shall pay the entire premium (i.e., both employer and employee share)- for the Health Plan during said leave. Said payment. shall be made by the employee at a time and place specified by the County. ' Late paymewnt shall, result .in cancellation of Health Plan coverage. If a husband and wife both work for the County and one of them is laid off, the remaining eligible shall be allowed to enrols oi- transfer into the health coverage combination of his/her choice. An eligible employee who is no longer covered for medical or dental coverage through a spouse's coverage shall be allowed to enroll or transfer into the health coverage 'combination of his/her choice within thirty (30) days of the date coverage is no longer afforded under the spouse's plan. Section 18 - Probationary Period 18.1 Duration.' All appointments from officially promulgated employment lists for original entrance or promotion shall- be subject to a probationary period. This period shall be from six (6) months to two (2) years duration. 18.2 Listed below are those classes represented by the Union which have probation periods in excess of six (6) months. Agricultural Biologist Trainee - one (1) year Animal Control Officer - one (1) year Apprentice Mechanic - two (2) years Deputy Probation Officer I - one (1) year Deputy Public Defender - one (1) year Group Counsellor I - one (1) year Programmer Trainee - nine (9) months Security Guard -'one (1) year Weights & Measures Inspector Trainee - one (1) year 18.3 When the probationary period for a class is changed, only. new appointees to positions in the classification shall be subject to the revised Probationary period. 37 00010 of this Memorandum, without notice and without right of appeal, or hearing. If the appointing authority has not returned the probation report, a probationary employee may be rejected from the service within a reasonabletime after the probation period for failure to pass probation. If the appointing authority fails to submit in a timely manner the proper written documents certifying that a probatinary employee has served in a satisfactory manner . and later acknowledges it was his or her intention to do so, the regular appointment shall .begin on the day following the end of the probationary period. Notwithstanding any other provisions of the Memorandum of Understanding, an employee rejected during the probation period from a position in the Merit System to whish the employee had been promoted or transferred from an eligible list, shall be restored to a position in the department from which the employee was promoted or transferred. An employee dismissed for other than disciplinary reasons within six (6) months after- being promoted or transferred from a position in the Merit System to a position not included in the Merit System shall be restored to a position in the classification in the department from which the employee was promoted or transferred. A. probationary employee who has been rejected or has resigned during probation shall not be restored to the eligible list from which the employee was certified unless the employee receives the affirmative recommendation. from the appointing authority and is certified by the Personnel Director whose decision is final . The Director of Personnel shall not certify the name of a person restored to the eligible list to the same appointing authority by whom the person was rejected from the same eligible list, unless such certification is requested in writing by the appointing authority. 18.7 Layoff During Probation. An employee who is laid off during probation, if reemployed in the same class by the same department, shall be required to complete only the balance of the required probation. If reemployed in another department or in another classification, the employee shall serve a full probationary period. An employee appointed to a permanent position from a layoff or reemployment list is subject to a probation period if the position is in a department other than the department from which the employee separated, displaced, or voluntarily demoted in lieu of layoff. An appointment from a layoff or reemployment list is not subject to a probation period .if the position is in the department from which the employee separated, displaced or voluntarily demoted in lieu of layoff. 18.8 Rejection During Probation of Layoff Employee. An employee who has achieved permanent status in the class before layoff and who subsequently is appointed from the layoff list and then rejected during the probation period shall be automatically restored to the layoff list, unless discharged for cause, if the person is within the period of layoff eligibility. The employee shall begin a new probation period of subsequently certified and appointed in a different department or classification than that from which the employee was laid off. 39 00003 included in the final percentage score from which the rank on the promotional list is determined. No employee, however, shall receive -more than a total of five (5) percent credit- for seniority in any promotionai .examination. 19.7 County employees who are required as part of the promotional examination process to take a physical examination shall do so on County time at County expense. Section 20 - Transfer & Reassignment 20.1 The following 'conditions are required in order to qualify for transfer: A. The position shall be in the same class,. or if in .a different class shall. have been determined by the Director of Personnel to be appropriate for transfer on the basis of minimum qualifications and qualifying procedure, B. the employee shall have permanent status in the merit system and shall be in good standing; C. the appointing authority or authorities involved in the transaction shall have indicated their agreement in writing; D. the employee concerned shall have indicated agreement to the change in writing; E. the. Director of Personnel shall have approved the change. Notwith- standing the foregoing, transfer may also be accomplished through the regular appointment procedure provided that the individual idual desiring transfer has eligibility on a list for a class for which appointment is being considered. 20.2 Any employee or appointing authority who desires to initiate a transfer may inform the Director of Personnel in writing of such desire stating the reasons therefore. The Director of Personnel shall if he or she considers that the reasons are adequate and that the transfer will be for the good of the County service and the parties involved, inform the appointing authority or authorities concerned and , the employee of the proposal and may take the initiative in accomplishing the transfer. 20.3 Reassignment of Work Location. Employees desirous of reassignment to a position in the same classification at another work location shall submit a request for reassignment in writing to the Department Head. When openings occur in various work locations, requests for reassignment will be reviewed with consideration given to various factors including but not- limited to distance of employee's residence from desired work location and relative length of service of the, applicants for a particular location. The Department Head or designated representative shall make the sole determination as to assignment of' personnel , except as otherwise provided in the suppl.emental sections of this Memorandum of Understanding. , This provision applies to intradepartmental reassignments only. 41 000104 F. Employee Selection. If three (3) or more employees bid -on the position, the position shall be. filled from among the three (3) most senior bidders. For the purposes of bidder selection, the "Rule of 3" shall apply. That is, the supervisor is entitl.ed to select from three (3) candidates and the three (3) .most senior may be considered as equal . Seniority for bidding purposes means classification seniority for layoff purposes. If two (2) employees bid, the supervisor shall be entitled to one (1) additional name from an eligible list. If one (1) employee bids, the supervisor shall be entitled to two (2)- additional names from an eligible list. ' If no employees bid, the supervisor may fill the position from an eligible list or otherwise in accordance with the Personnel Management Regulations.. The supervisor shall offer to interview all candidates either in person or on the telephone. Subsequent to submitting a bid, an employee may waive consideration for the position at any time by notifying the supervisor verbally or in writing in which case the next most senior bidder (if any) or candidate from the eligible list may be considered. The remaining active bidders will be advised within ten (10) work days after the posting is removed whether they have been selected or the status of their. bid. If requested by the employee, suprvisors shall give an employee in writing the reason(s) why he or she was not selected. G. No Old Job Claim. The selected employee shall have no claim on the jobs he or she left. If a decision is made by the employee to seek immediate reassignment, the employee may only be placed in another vacant position in accordance with this policy. H. Bidding While on Leave. Employees interested in a particular assignment and wishing to be notified of an open position while on vacation, sick leave or leave of absence (not scheduled day off) may leave . a written notice or a self-addressed, stamped envelope with the supervisor of the position they are interested in. 43 000105 20.5 Involuntary Reassignment Procedure. The below listed procedure shall apply to the following groups of employees except in the case of layoffs where Section 20.6 governs) : . entire General Services and Maintenance Unit except Sheriff's Dispatchers; entire LVN/Attendant/Aide Upit; entire Health Services Unit; Group Counsellors in the Probation Department; and that portion of .the Engineering Unit in the Public Works Department. Department management, at its sole discretion, may determine from time to time that involuntary reassignments of staff are required. Involuntary reassignments are the reassignments of permanent employees in their existing classification to a new worksite, shift, or program area. Such decisions may result from inability to. fill a vacancy through the voluntary reassignment procedure or .from a determination that excess staff are allocated to a certain. site,. shift, or program. When such decisions are made and the reassignments are permanent,' the below listed procedure shall apply. This policy shall not apply to temporary reassignments of less than eight (8) weeks duration to cover such things as vacation relief, sick leave absences, temporary shifts in workload, training assignments, or temporary short term assignments to cover vacant positions which could not be filled through the voluntary reassignment policy and for which , actions are underway to fill permanently from an eligible list. If a temporary reassignment is expected to exceed eight (8) weeks in duration, the affected Department shall either use the below listed procedure or will meet and confer with the Union on a case by case basis regarding an alternative approach. 1. Management will identify the classifications and positions from which reassignments are necessary. 2. Affected employees will be provided with a list of vacancies/ assignments for which they may apply. 3. Affected employees shall be given the opportunity to volunteer for the available vacancies/assignments and shall be considered in accordance with Part F of the voluntary reassignment procedure. 4. If there are insufficient volunteers for the number of available positions or no volunteers, and involuntary reassignments are still required, the least senior qualified affected employee shall be reassigned to the vacant assignment identified by management, followed by. the next least senior employee, and so on in inverse order of seniority until all necessary reassignments are completed. Qualified is defined as a person possessing the necessary training or experience for the specific assignment. . Seniority for involuntary reassignment purposes shall be defined as seniority within classification. Nothing contained in this Section shall prohibit the Department and the Union from making a mutually agreed upon alternative arrangement. 20.6 When reassignment of an employee or employees is necessary due to layoff or displacement, the following procedures shall be followed: 45 000106 21.5 Coerced Resignations. A. Time Limit. _ A resignation which the employee believes has .been coerced by the appointing authority may be revoked within seven (.7) calendar days after its expression, by serving written notice on the Director of Personnel and a, copy to the appointing authority. B. Reinstatement. If the appointing authority acknowledges that the employee could have believed that the resignation was coerced., it shall be revoked and the employee returned to duty effective on• the day following the appointing authority's acknowledgement without loss of seniority or pay. C. Contest. Unless, within seven (7) days of the receipt of the notice, the appointing authority acknowledges that the resignation could have been believed to be coerced, this question should be handled. as an appeal to the Merit Board. In the alternative, the employee may file a written election with the Director of Personnel waiving the employee's right of appeal to the Merit Board in favor of the employee's appeal rights under the grievance procedure contained in Section, 23 of the Memorandum of Understanding beginning with Step C. D. Disposition. If a final decision is rendered that determines that the resignation was coerced, the resignation shall be deemed revoked and the - employee returned to duty effective on the day following the decision but without loss of seniority or pay, subject to the' employee's duty to mitigate damages. Section 22- - Dismissal ,-Suspension and- Demotion 22.1 The appointing authority may dismiss, suspend or demote any employee for cause. The following are sufficient causes for such action; the list is indicative rather than inclusive of restrictions and dismissal, suspension or demoti.on may be based on reasons other than those specifically mentioned: 1. absence without leave, 2. conviction of any criminal act involving moral turpitude, 3. conduct tending to bring the merit system into disrepute, 4. disorderly or immoral conduct, 5. incompetence or inefficiency, 6. insubordination, 7. being at work under the influence of liquor or drugs, carrying onto the premises liquor or drugs or consuming or using liquor or drugs during work hours and/or on County premises, 8. neglect of duty (i.e. non-performance of assigned responsibilities), 9. negligent or willful damage to public property or waste of public supplies or equipment, 10. violation of any lawful or reasonable regulation or order given by a supervisor or Department Head, 11. willful violation of any of the provisions of the merit system 47 000107 22.5 Notice of Suspension Without Pay Due to Pending Criminal Charges. Before suspending an employee due to pending criminal charges, the appointing authority shall- cause to be served either personally or by certified mail, on the employee, a Notice of Suspension Due to Pending Criminal Charges, which shall contain the following: A. A statement that the employee is suspended while criminal charges are pending or until the charges are dismissed. B. A statement of the charges upon which the suspension is based and of the facts by which such charges adversely affect the County service or conflict with continued employment. C. A statement that the employee may respond to the appointing authority either orally. or in writing within seven (7) calendar days. D. A statement that disciplinary action may be taken after disposition of the charges. E. The Notice of Suspension Due to Pending Criminal Charges may include a Notice of Proposed Action (Skelly Notice) under Section 22.2, F. An appointing authority, upon giving notice as provided in this Section 22, may immediately suspend without pay an employee against whom there is pending a criminal charge which adversely affects the County service or conflicts with continued employment. Pending criminal charges exist when an employee has been arrested or has been named a defendant in a criminal complaint or indictement filed in any court. G. The Personnel Director may order lost pay restored for good cause, and subject to the employee's duty to mitigate damages, but not if the employee 1) ' is given a Notice of Proposed Action (Skelly Notice) and 2) is dismissed or otherwise disciplined for cause directly related to the charges within fourteen (14) calendar days after the appointing authority has knowledge of final disposition of the charges. 22.6 Procedure on Dismissal,_Suspension or Disciplinary Demotion. A. In any disciplinary action - to dismiss, suspend, or demote an employee having permanent status in a position in the merit system, after having complied with the Skelly requirements where applicable, the appointing authority shall make an order in writing stating specifically the causes for the action. B. Service of Order. Said order of dismissal-, suspension, or demotion shall be filed with the Director of Personnel, showing by whom and the date a copy was served upon the employee to be dismissed,. suspended or demoted, either personally or by certified mail to the t 49 nnninR D. . Step 4. No grievance may be processed under this Section which has not first been filed and investigated in accordance with paragraph (C) above and filed within seven (7) work days of the written response of the Personnel Director or his or her designee. If the parties are unable to reach a mutually satisfactory accord on any grievance which arises and is presented during the term of this Memorandum of. Understanding, such grievance shall be submitted in writing within seven (7) work days to an Adjustment Board comprised of three (3) , Union representatives, no more than two (2) of .whom shall be either an employee, of the County or an elected or appointed official of the Union presenting this grievance, and three (3) representatives of the County, no .more than two (2) of whom shall be either an employee of the County or a member of the staff of an organization employed to represent the County in the meeting and conferring process. The Adjustment Board shall meet and, render a decision within twenty (20) work days of receipt of the written request. E. Step 5. If an Adjustment Board is unable to arrive at a majority decision, ' either the employee (or the County, when alleging a violation of Section 23.6 below) may require that the grievance be referred to an impartial arbitrator who shall be designated by mutual agreement between the employee and the Personnel Director. Such request shall be submitted within twenty (20) work days of the rendering of the Adjustment Board decision. Within twenty (20) days of the request for arbitration, the parties shall mutually select an arbitrator. The fees and expenses of the arbitrator and of the 'Court Reporter shall be -shared equally by the employee and the County. Each party, however, shall bear the costs of its own . presentation, including preparation and post hearing briefs, if any. 23.2 Scope of Adjustment Board and Arbitration Decisions. A. Decisions of Adjustment Boards and arbitrators on matters properly before them shall be final and binding on the parties hereto, to the extent permitted by law. B. No Adjustment Board andno arbitrator shall entertain, hear, decide or make recommendations on any dispute unless such dispute involves a position in a unit represented by the Union which has been certified as the recognized employee organization for such unit and under .such dispute falls within the definition of a. grievance as set forth in Subsection 23.1 above. C. Proposals to add to or change ,this Memorandum of Understanding. or to change written agreements supplementary hereto shall not be arbitrable ' and no proposal to modify, amend, or terminate this Memorandum of Understanding, nor any matter or subject arising out of or in connection with such-proposals, may be referred to arbitration under this .Section. Neither any Adjustment Board nor any arbitrator shall have the power to amend or modify this Memorandum of Understanding or written agreements 51 fl)o(? i no 23.7 Merit Board. A. All Grievances of employees in representation units represented by the Union .shall be processed under Section 23 unless the employee elects to apply to the ' Merit Board on matters within its jurisdiction. B. No action under Paragraph C, D, and E of Subsection 23.1 above shall .be taken if action on the complaint or grievance has been taken by the Merit Board, or if the complaint or grievance is pending before the Merit Board. 23.8 The Union may file a grievance at Step 3 on behalf of affected employees when action by the County Administrator or the Board of Supervisors violates a provision of this Memorandum of-Understanding. Section 24 - Bilingual Pay A salary differential of forty dollars ($40.00), per month shall. be paid incumbents of positions requiring bilingual proficiency as designated by the . appointing authority and Director of Personnel. 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. Designation of positions for which bilingual proficiency is required is the sole prerogative of the County. The Union..shall be notified when such designations are made. Section 25 - Retirement Contribution v Pursuant to Government Code Section 31581.1, the County will , continue. to pay fifty (50) percent of the retirement contributions normally required of employees.. Such payments shall continue for the duration. of this Memorandum of Understanding, and shall terminate thereafter. Employees shall be responsible for payment of the employees' contribution for the retirement cost of living program as determined by the Board of Retirement of .the Contra Costa County Employees' Retirement Association without the County paying any part of the employees share. - The County will pay the remaining one-half (1/2) of the retirement cost-of-living program contribution. Section-26 - Training Reimbursement The County Administrative Bulletin on Training shall govern reimbursement for training ' and shall continue to limit reimbursement for career development training to two hundred dollars ($200) per semester or one hundred fifty dollars ($150) per quarter, not to exceed six hundred dollars ($600) per year, except as otherwise provided in the supplemental sections of this Memorandum of Understanding. Section 27 - Safety Shoes and Prescription Safety Eyeglasses The County , shall reimburse employees for safety shoes and prescription safety eyeglasses in those classifications the County has determined eligible for such reimbursement. . The County will reimburse eligible employees for safety shoes in 53 000130 6. When an employee is rated below satisfactory on any factor, the evaluation will give the reasons for such rating and include specific recommendations for improvement in writing. 7. The employee's signing of an evaluation' form does not necessarily mean that the employee agrees with the evaluation but it does mean that the employee has had an opportunity to discuss the evaluation with his/her evaluator. 8. The employee will be given a copy of his/her completed evaluation form at the time form is signed by the employee. (Confirmation of final version to be received .later..) 9. Any rating below average or unsatisfactory should be supported by documentation received by the employee at the time the incident(s) occured. 10.. Nothing shall be added by management to an evaluation' after the employee has signed and received a copy of the evaluation without the employees written acknowledgement. Failure to follow the foregoing procedure is subject -to the grievance procedure.. However, disputes over the actual content or ratings themselves in individual evaluations are not grievable, but may be mediated by the Director of Personnel upon request of either the employee or the Department. .Section 30 - Mileage Effective August 1, 1979 .mileage allowance for the use of personal vehicles on County business shall be--paid according to the following per month formula: 1 - 400 miles $ .23 per mile 401 - plus miles .17 per mile The above rates shall be adjusted to reflect an. increase or decrease in the cost of gasoline which shall be determined as provided below on th.e basis of the average price for "gasoline, all types". per gallon as listed in Table 5, "Gasoline Average. Prices per gallon, U.S. City Average and Selected Areas" for the San Francisco-Oakland California area published by the Bureau of Labor Statistics, U.S. Department of . Labor, hereinafter referred to as the "Energy Report". The above mileage rates shall be increased or decreased by one cent (1t) for each fifteen cents .(15t) increase or decrease in the base price for gasoline which shall be defined as the average price of gasoline per gallon for July, 1979 as published in the Energy Report.. Any such rate increase or decrease shall be effective the first of the month following publication of the index. The above formula rates include price increases reported since July, 1979. The mileage rate increase or decrease basedon the Energy Report shall be contingent upon the continued availability of the official monthly Energy Report in its present form and calculated on the same basis unless otherwise. agreed upon by the parties. 55 000111 indicated the intention .to take the next examination for the class shall be referred to the appointing authority at the time authorization is issued. In no case shall a permanent position be filled by a provisional appointment for a period exceeding six (6). calendar months except under the following conditions: 1._ If an examination has been announced for the class and recruitment of applicants is in process, the Director of Personnel may authorize a continuation of provisional appointments until an eligible list is established. 2. I.n case of a provisional appointment to a permanent position Vacated by a leave of absence, such provisional appointment may be continued for the duration of said .leave. A provisional appointment shall be terminated within thirty (30) days after the date of certification of eligibles from an appropriate eligible list. All decisions of the Director of Personnel relative to provisional appointments are final and not subject to the grievance procedure. Before filling a position by a provisional appointment, the appointing authority shall post notice and shall consider current qualified employees- for the . appointment. Only if there are insufficient internal applicants to constitute a full certification may the appointing authority consider applicants from outside County service. Section 34 - Personnel Files An employee shall have the right to inspect and review any official record(s) relating to his or her performance as an employee or to a grievance concerning the employee which is kept or maintained by the County in the employee's personnel file in the Personnel Department or in the employee's personnel file in their Department. The contents of such records shall be made available to. the employee for inspection and review at reasonable intervals during the regular business hours of the County. The County shall' provide an opportunity for the employee to respond in writing to any information which is in the employees' personnel file about which he or she disagrees. Such response shall become a permanent part of 'the employee's personnel record. The employee shall be responsible for providing the written responses to be included as part of the employee's official personnel file. This section does not apply to the records of an employee relating to the investigation of a possible criminal offense, medical records and information or letters of reference. All documents pertaining to disciplinary actions. shall be placed in an. official personnel file maintained by the Personnel Department or in an official personnel file maintained by their Department. Copies of written reprimands or memoranda pertaining to an employee's unsatisfactory performance which are to be placed in the employee's personnel file shall be given to an employee who shall have the right to respond in writing to said documents. Letters of reprimand 57 000119 In consideration of this increased meal charge, the County agrees to 'issue a ."one-time payment" to eligible employees represented by Local No. 1 who are assigned to a detention facility on June 30, 1984 in accordance with the following timetable: A. Employees assigned to a detention facility continuously for six (6) calendar months (one hundred eighty (180) days) or more on June 30, 1984 - $200.00. B. Employees assigned to a detention facility continuously for three (3) or more calendar months (ninety (90) days) but less than six (6) calendar months on. June 30, 1984 - $100.00. C. Employees assigned to a detention faci.lity for less than three (3) calendar months (ninety (90) days) on June 30, 1984 are not eligible for any payment. The County further agrees to issue the above referenced payments to eligible employees as soon as possible following the completion, of. necessary paperwork by the Department and the Office of the Auditor-Controller, but in no event later than September 1, 1984. Section 38 - Compensation for Loss or Damage to Personal Property The loss or damage to personal property of employees is subject to reimbursement - under the following conditions. 1. The loss or damage must result from an event which is not normally encountered or anticipated on the job and which is not subject to the control of the employee. 2. Ordinary wear and tear of personal property used on the job is not compensated. 3. Employee. tools or equipment provided without the express approval of the . Department Head and automobiles are excluded from reimbursement. 4. The loss or damage must have occurred in the line of duty. 5. The loss or damage was not a result of negligence or lack ,of proper care by the employee. 6. The personal property was necessarily worn or carried by the employee in order to adequately fulfill the duties and requirements of the job. . 7. The loss or damage to employees eyeglasses, dentures or other prosthetic devices did not occur simultaneously with- a job connected injury covered by workers' compensation. 8. The amount of reimbursement shall be limited to the actual cost to- repair damages. Reimbursement for items damaged beyond repair shall be limited to .the 'actual value of the item at the time of loss or damage but not more than the original cost. 9. The burden of proof of loss .rests with the employee. 10. Claims for reimbursement must be processed in accordance with the Administrative Bulletin on Compensation for Loss or Damage to Personal Property. 59 OQO . '_� , Section 44 -Permanent Intermittent Employee Benefits Permanent intermittent employees are eligible for prorated vacation and sick leave benefits. Section 45 - Permanent Intermittent Employees Health Plan A permanent intermittent employee represented by Contra Costa County Employees Association, Local Number _ 1 may participate in the County Group Health Plan .if combined medical, dental and life insurance coverage wholly at the employee's expense but at the group insurance rate. - The County will not contribute to the employee's monthly premium. The employee will be responsible for . p.aying the monthly primium appropriately and punctually. Failure to meet the premium. deadline will mean automatic and immediate withdrawal from the County Group - Health Plan and reinstatement may only be effectuated during the annual . open enrollment period. Section 46 - Provisional Employee Benefits Provisional employees, who are not permanent employees of the County immediately prior to their provisional appointment, are eligible for vacation and sick leave benefits. Provisional employees may participate in the County Group Health Plan of . combined medical, dental and life insurance coverage_ wholly at the employee's expense but at the group insurance rate. The County will not contribute to the employee's monthly premium. The employee will be responsible for payingthe monthly premium appropriately and punctually. Failure to meet the premium deadline will mean automatic and immediate withdrawal from the County Group Health Plan and reinstatement may only be effectuated during the annual open enrollment period. Section 47 - Hazard Pay Differential for Health Services Employees Any employee assigned to a position which 1) involves some number of work hours assigned to I Ward, E Ward, J Ward, Hospital Emergency Room, Hospital Reception Center, Main Detention Facility, Richmond Psychiatric Emergency Room, or Conservatorship Program or 2) which requires continous direct contact with patients having a contagious disease or 3) any other employee whom the Board of Supervisors may by resolution authorize, shall receive per hour worked a premium of five (5) percent of the hourly equivalent of his/her base rate in addition to his/her regular compensation and in addition to the shift differential provided for in this Memorandum of Understanding where he/she . meets the requirements of both Section. l0. and this Section. Section 48 Lunch Period It is the position of the Health Services Department that personnel who -work an— eight and one-half (8-1/2) hour day are. on their own time during their lunch period. Personnel who work an eight (8) hour day are to be considered on call. 61 000 1��: Time of Completion from C.lass(es) and/or Date Received in Personnel Position(s) Issue Office (P300) Agricultural Biologist To investigate the January 1, 1985 feasibility of establishing an Ag. Biol. III Class Home Health Aide I & II To determine if 4 P.I. Within 60 days positions should be from execution converted to PPT of MOU Environmental Health. To investigate the feasibility March 1, 1985 Inspectors of a deep class Mental Health Treatment To determine if screening Within 90 days Specialist positions on crisis unit from execution should be at B or C level of MOU (2-3*sitions) Library Assistants Study designated positions February 1, 1985 in San Pablo and Brentwood to determine appropriate level Cook Study positions at Work Furlough January 1, 1985 and Rehab Center for possible upgrade to Lead Cook Storeroom Clerk Study 1 position at Hospital for Within 90 days possible reclass to Storekeeper from execution of MOU Gardener Study whether operation of January 1, 1985 tiller/compactor properly part of class duties Communication Technicians Feasability of deep class to March. l, 1985 include equipment installers Sheriffs Dispatchers Department to determine if Trainee November 1, 1984 Dispatcher class should be established Section 52 - Adoption The 'provisions of this Memorandum of Understanding shall be made applicable on the dates indicated and upon approval by the Board of Supervisors. Resolutions and Ordinances, where necessary, shall be prepared and adopted in order to implement these provisions. It is understood that where it is determined that an Ordinance is required to implement any of . the foregoing provisions, said provisions shall become effective upon the first day of the month following -.thirty (30).days after such Ordinance is adopted. 63 n ..1 Section 55 - Unit Items Specific working conditions for the various units represented by the Union are , listed in Attachments 55.1 through 55.11. , Execution Date: 17 CONTRA COSTA COUNTY CONTRA COSTA COUNTY EMPLOYEES ASSOCIATION, LOCAL NO, 1 ' Syti</ Z By a , ByBy 65 00011.0 each full workweek said employee is allowed to. utilize the departmental pickup vehicle for commuting purposes. The provision of this section dealing with fee payment does not and will not apply to any Animal Control Officer hired on or after August 1, 1975. E. The monthly uniform allowance for employees in the classification of Animal Control Officer shall be twenty-seven dollars and fifty cents ($27.50) . If an increase in the uniform allowance is subsequently approved for. Deputy Sheriff's, Animal Control Officers shall receive an increase equal to that received by Deputy Sheriff's. ' The Animal Services Department agrees to allow Animal Control Officers to wear green denim trousers while in field assignments, provided that each officer has a pair of green dress trousers available to wear when required by the department. Uniforms must be maintained at a standard acceptable to the department. Animal Control Center Attendants shall be provided with raingear of the same quality as that provided Animal Control Officers. The Animal Services Department agrees to reimburse employees in the classes of Animal Services Attendant and Technician for the purchase of three (3) pair of green or blue denim .trousers up to forty-five dollars ($45.00) per employee per year. If an increase in reimbursement . is subsequently approved for Deputy Sheriff's, Attendants and Technicians they shall receive an increase to sixty dollars ($60.00) per employee per year. F. The Safety Committee for the Department of Animal Services will remain in effect and will continue to be constituted as follows: One (1) Animal Control Officer and one (1) Animal Control Center Attendant and appropriate management representatives. G. The Animal Services Department has instituted- a one-half (1/2) hour lunch period for all . employees in the classification, of Animal Control Center Attendant. Management will determine the time of the lunch period and the starting and quitting times for each employee. Crucial to the continuance of the one-ha-lf (1/2) hour Tunch period will be the impact on service to the public.. H. The Animal Services Department agrees to continue the current policy of allowing Animal Control Officers and Kennel personnel to sign-up for shifts on the basis of. seniority. 67 00011. 7 three (3) Licensed Vocational Nurses, one (1) Surgical Technician . and one (1) Psyciatric Technician and one (1) Hospital Attendant . for a period not to exceed two (2) hours . excluding travel time. for any one member to .attend such meeting. Such Committee members .and their alternates shall be selected by Local No. 1. Numerical membership on the Professional Standards Committee shall be such so as to preclude disruption of work activities of any particular work area and shall include at least. one representative from the outpatient clinics. Upon two .-(2) weeks notice, the, Committee may request, with approval of the Hospital Executive Director, that other personnel attend the monthly. meetings, provided that . such personnel. are furnished with the reasons-. they have been invited and a written agenda for the meeting they have- be-en- asked to attend. E. Licensed Vocational Nurses and Psychiatric Technicians assigned to work in the detention facility shall receive in addition to their base pay- a differential of 5%- of base pay .as premium compensation for this. assignment. F. In the event Nursing .Administrati.on desires to change the shift' rotation system currently in effect for Licensed Vocational Nurses. or Psychiatric Technicians on the 3:00 p.m. to 11:00 p.m. shift and the 11:00 p.m., to 7:00 a.m. shift for employees in this unit; the. Union will be notified and given the- opportunity to meet and confer* on such changes prior to the implementation of a new system. G. The Health Services Department shall continue to schedule Licensed Vocational. Nurses, Psychiatric Technicians and Hospital Attendants with every other weekend off. H. Permanent intermittent Licensed Vocational Nurses and Psychiatric 'Technicians shall be paid a. differential of seven and one-half (7-1/2) percent of their base pay. I. Permanent intermittent Licensed Vocational Nurses and Psychiatric Technicians who are required to work on a holiday .shall be paid time and one-half for hours worked. J. At the . County's request, if an employee in this unit works on all or parts of two contiguous shifts (more than eight (8) continuous hours) which is outside the employees regular work schedule and the first eight (8) hours fall on one day and the additional hours fall on the following day, the employee shall be paid- a differential of one-half (1/2) the employees base salary rate in addition to. the employees base salary rate for the hours .worked in excess of eight (8) hours. K. Each regular full-time Licensed Vocational Nurse and Psychiatric. Technician with one or more years of County service shall• be . entitled to five (5) days leave with pay each year to attend accredited continuing education courses, institutions, workshops, or clas-ses. Written. requests for such leave must- be submitted in 69 Nursing Office. Infrequent absences with justification shall normally later be charged to sick leave. N. The following vacation accruals shall be effective October 1, 1981 for employees in the Attendant LVN-Aide Unit and other accruals listed in Section 13.2 shall not apply. Monthly Maximum Accrual Cumulative Length of Service Hours Hours Under 15 years 10 240 15 through 19 years 13 112 320 20 through 24 .years 16 2/3 400 25 through 29 years 20 480 . 30 years and up 23 1/3 560 71 55.5 Engineering Unit. A. The Public Works Department will continue. a one-half (1/2) hour . lunch period for all employees in the classification of Junior Drafter and'Senior Drafter. Management will determine the time of _ the lunch period and Ithe starting and quitting times for each employee. Crucial to- the continuance of the one-half (1/2) hour lunch period will be the impact on service to the public. The existing system of one-half (1/2) hour lunch periods in the Assessor's Department will be continued. . B. . Employees in the classifications of Grading Technicians and Senior Grading Technicians shall be reimbursed .for the actual cost of raingear up to a maximum of Thirty Dollars ($30). C. ' The Public Works Department and the Assessors Office shall continue a flexible forty (4) hour work week for Junior Drafter and Senior Drafter. D. Upon request of the Union, the Public Works Department will meet and confer regarding the subject of "flex-time". Said subject matter will be discussed relative to employees in the classifica- tions of Jr. Real Property Agent, Assistant Real Property Agent and Associate Real Property Agent. E. Upon request of the Union, the Public Works Department will meet and confer regarding the possibility of flexible staffing the classes of Assistant Real Property Agent and Associate Real Property Agent. 73 Q�0 ,.��. 55.7 General Services and Maintenance Unit. A. General : All. existing departments safety awards shall continue for the duration of this Memorandum of Understanding. B. Field Personnel . 1. The County' will provide coveralls or overalls to each employee assigned to the paint crew and bridge crew in the Public Works Maintenance Division of the Public Works Department and will launder such clothing on a regular basis. The employees will be required to select either coveralls or overalls; this. choice shall be considered a permanent selection. Coveralls shall be provided for the employee. assigned to and operating the gradeall. 2. The Safety Committee of the Public Works Department, as previously referenced in a Departmental Memorandum of Understanding, shall continue for the duration of this agreement. 3. The employee assigned to and operating the' gradeall fifty (50) percent or more of his/her regular scheduled work hours in a calendar month shall receive a two and one-half (2-1/2) percent differential on base pay for that calendar month. 4. Laborers participating in the Public Works Department. Equipment Operator I training program and who are employed as Laborers prior to July 1, .1977 will be paid mileage allowance in accordance with the existing County policy such miles driven each day which exceed by ten (10) miles the miles driven between their residence and the location they worked immediately prior to entering said training program. It is understood that this agreement was made to take into account the very specialized nature of the aforementioned training program and should not in any way be considered as setting a precedent with regards to the County mileage policy. 5. The Public Works Department agrees to offer Defensive Driver Training to employees on road maintenance crews. 6. The Public Works Department will meet and confer with the Union if it intends to increase the work test crews beyond nine (9) members. 7. The Union understands the Public Works Department -intends to conduct a study of whether continuation of the existing 114/10" plan is cost effective. 75 All employees,_ in order of seniority, with the Buildings and Grounds Division of the Public Works Department shall be afforded the opportunity to indicate their preference of vacation dates for their vacation entitlement by area. If an employee wishes to split his/her vacation entitlement and schedule a portion of his/her vacation at another time, he/ she shall be afforded a second opportunity to exercise his/her seniority in scheduling each second choice after all other employee's vacations have been scheduled. For example:, If an employee has a vacation entitlement of four 4 weeks and wishes to take two (2) of those weeks in July, his/her preference for the specific dates in July would be reviewed by the department in accordance with his/her seniority. Once the first choice of vacation dates for this employee and all other employees have been reviewed by the department and scheduled by area in accordance with ' seniority, the employee may indicate his/her preference of vacation dates for the remaining two (2) weeks of his/her vacation entitlement which again will. be reviewed and scheduled by area by the department in accordance with his/her schedule. 5. Operating Engineers assigned to the County Detention Facility shall receive in addition to their base pay.. a differential of five (5) percent of base pay as premium compensation for this assignment. 6. The Building Maintenance Division of the Public Works Department shall continue the safety committee of no less than , two employees selected by Contra Costa County Employees, Asssociation, Local No. 1 in the classes of Window Washer and Lead Window Washer to discuss various safety problems. This committee shall meet not less than once every three (3) months nor more than once' a month upon request of the employees.' 7. Custodians assigned to . the County Detention Facility and who are required to work in inmate modules shall receive in addition to their base pay a differential of five (5) percent of base pay . as premium compensation for this assignment. 8. The Public Works Department agrees to explore the feasability of setting -up an Apprenticeship Program to train .Operating Engineers to qualify for entry into other trades. 77 000.122 transfer policy shall be continued for the duration of this Memorandum of understanding provided, however, that if the Department wishes to initiate any changes, they will meet and confer before so doing. G. Building Inspectors. 1. The Building Inspection Department shall reimburse employees in the classifications of Building Inspector, Building Inspector I. Building Inspector II, Mechanical Inspector and Electrical Inspector for the actual cost to purchase raingear . and coveralls up to. a maximum amount of .Twenty Dollars. ($20.00) plus sales tax for coveralls and . Thirty Dollars ($30.00) plus sales tax- for raingear. 2. Building Inspectors assigned. by the Building Inspection Department to Housing, Mobile Home and Commercial inspections shall receive a differential of five percent (5%) of base pay for these assignments. These assignments may be rotated at the discretion of the Department Head. H. Central Service, Local No. 1 will select a spokesperson who is an employee of the Auditor-Controller's. Office to bring to the attention of and discuss with the Department Head or his designee at convenient times any safety problems existing within the department. The above does not exclude any other employee from bringing to the attention of the management of the Auditor-Controller's office any safety problems that may exist. I. Hospital Workers. 1, If an employee in this unit, employed at the County Hospital, who at" the County's request works on all or part of two contiguous shifts (more than eight (8) continuous . hours) which is outside the employees regular work schedule and the first eight (8) hours fall on one day and the additional hours fall on the following day, the employee shall be paid a differential of one-half (1/2) the employees base salary rate in addition to the employees base salary rate for the hours worked in excess of eight (8) hours. 2. Employees in this unit working at the County Hospital who at the County's request work two contiguous shifts (sixteen (16) continuous, hours) shall be provided a meal in the Hospital Cafeteria at no cost to the employee. 3. Employees in this unit who are employed at the County Hospital and are required to work on Thanksgiving, Christmas or New Years will be provided a meal in the . 79 0001.23 55.8 Health Services Unit. A. Public Health Nurses. 1. The current Public Health Nurse Professional Standards and Practices Committee shall continue for the duration of this Memorandum of Understanding. 2. The _Health Services Department agrees to allow Public Health Nurses to take compensatory time off for educational workshops attended on weekends on the basis of one hour off for each hour spent at the workshop, subject to the following limitations: a. All workshops for which compensatory time will be given must receive departmental approval prior to the PHN attending the workshop. Only Board of Registered Nurses accredited work-shops will receive departmental approval . b. The department will be allowed forty-five (45) working days following the workshop in which to . schedule time off for those PHN's who attended. The scheduled time off may be accrued and does not have to be taken within forty-five (45) days of the workshop. c. All time off for weekend workshops will be included in the maximum of forty-eight (48) hours per PHN which is currently allowed for attendance at workshops which are held. on working weekdays. d. Compenstory time off requested and denied in one fiscal year may be carried_ forward into the next fiscal year. 3. Approved Continuing ' Education Leave (C.E.) time . entitlement will be forty-eight -(48) hours per fiscal year for the full time, permanent Public Health Nurse. Permanent part-time PHN's will have their approved C.E. time entitlement prorated on the basis of the number of hours they work in relation to the regular forty (40) hour work week. C.E. time requested and denied may extend into the next fiscal year and would be added to the. C.E. time entitlement for that fiscal year. Examples: full time PHN (40/40) is credited with forty-eight (48) hours C.E. time on July 1 of each year. Part-time PHN (32/40) is credited with thirty-eight point four (38.4) hours C.E. time on July 1 of each year. 81 00010.1 Environmental Health Inspectors to attend such meeting. The agenda and minutes of each meeting shall be forwarded to the Director of the Environmental Health Division. It is understood that the Professional Standards Committee is advisory only and the subjects it reviews shall be restricted to those directly related to Environmental Health Inspector's practices. C. Clinical Laboratory Technologist. The Health Services Department shall continue a staggered lunch period system for the Clinical Laboratory Technologist I & II and Senior Clinical Laboratory Technologist classifications in order to ensure uninterrupted lunch periods for these employees. D. Physical , Occupational and Recreational Therapist. 1. The present Professional Standards Committee for this group of employees will be continued for the duration of the Memorandum of Understanding. 2. The present release time for staff development and flex time work schedule for Therapist in the California Children's Services Program will be, continued for the duration of this Memorandum of Understanding. E. Alcohol Rehabilitation Staff. There shall be a Alcoholic Rehabilitation Professional Performance Committee consisting of employees in the Alcoholism Rehabilitation job series. The purpose of the Committee is to meet to consider and discuss patient care and professional practice. It may also formulate advisory recommendations and proposals concerning such matters. The Committee shall not discuss economic matters, such as wages; hours and other economic conditions that may be subject . to meet and confer. The Professional Performance Committee may schedule one (1) regular meeting each month during working hours, provided that such meeting shall not conflict with normal work activities and shall be agreeable to the Alcoholism Program Chief. The Department will release from duty no more , than three (3) Alcoholism Rehabilitation Workers for a period not to exceed two (2) hours. Alcholism Rehabilition Workers released .for these meetings shall promptly report meeting and travel time to the Alcoholism Program Chief. The Committee shall prepare written minutes of all Professional Performance Committee meetings; copies . of which shall be distributed to the Committee members, the Assistant Director :of Health Services for Alcoholism Programs and the Alcoholism Program Chief. 83 000125 Monthly Maximum Accrual Cumulative Length of Service Hours Hours Under 15 years 10 . 240 15 through 19 years 13 1/2 320 20 through 24 years 16 2/3 400 25 through 29 years 20 480 30 years and up 23 1/3 560 K. Employees in this unit who are employed at the County Hospital and are .required to work on Thanksgiving, Christmas or New Years will be provided a meal in the Hospital Cafeteria. at no cost to the employee. This provision. only applies to employees working on the day the holiday actually falls. 85 000126 55.10 Library Unit. A. Section 12 of this Memorandum of Understanding regarding holidays is modified for all employees in the classifications of this- unit to delete the day after Thanksgiving as a holiday and to add the Day before Christmas as a holiday. The libraries will close at G:CO p.m. on the day before Thanksgiving. B. It is the position of the Library Department that employees in classes represented in the Library Unit are on their own time during their lunch period and are not subject to be called back to work during their lunch period. C. For those -Library employees whose day off occurs on a .Friday payday, the Library Administration will make every attempt to have their paychecks available at the Regional and Central Library Office prior to 6:00 p.m. on the Thursday immediately .preceding that Friday payday. Representatives of the affected employees shall submit by 12:00 noon on that Thrusday to the Supervising Clerk in Library Administration a list of names and work locations of the employees whose day off will occur on the Friday-paydays and who are desirous of picking up their checks on Thursday. D. The Library agrees to continue to explore maximizing two days off in a row for library personnel covered by this Memorandum of Understanding. E. County Library personnel shall get a five (5) percent differential for all scheduled hours worked between 6 p.m. and 9 p.m. F. Employees in the Library Unit, who work Saturday shall receive a five (5) percent differential for all hours worked on such Saturday. Said five (5) percent differential shall not apply to any. overtime hours worked on Saturday. G: In. the event that Sunday is to become part of the scheduled work week for Library Unit employees, the County agrees to meet and confer with the Union regarding those employees who will be assigned to work Sunday as part- of their regularly scheduled work week. H. The County Library Reassignment Policy shall be as follows: . Definition. A reassignment is the voluntary or involuntary transfer or movement of an employee from one work site to another in the. same classification. Reassignment Criteria. Reassignments are made to facilitate the Library System's service function and efficiency. , ' Library Administration shall make reassignments based on the needs of the branch/system in relation to public service and will consider the following employee factors as they relate to these needs: the 87 000127 Following the execution of the Memorandum of Understanding, representatives of the Library Unit agree to meet to clarify the application of the Reassignment policy with respect -to permanent full- time, permanent part-time and permanent intermittent positions. I . The Librarians assigned to work in the County Detention Facility shall receive in addition to his/her base pay a differential of -five (5) percent of base pay differential as premium compensation for this assignment. ) J. The Library Practice Advisory Committee shall continue for the duration of this Memorandum of Understanding. K. The County Library agrees to continue the present vacation scheduling policy. Vacations in the Library Department are scheduled by location. Preference of vacation shall be given to employees according to their seniority at that location, in that classification, as reasonably as possible. L. The Library Department shall make every effort consistent with efficient operations to provide that no employee shall be scheduled to -work more than two "after 6:00 p.m." shifts in a calendar week, unless that employee specifically requests that shift for a specified period of time. No employee shall work more than half the Saturday shifts within a mutually agreed upon period of time (two or eight week cycles), unless .that employee specifically requests that shift for a speci- fied period of time. Thirty-two (32) and twenty (20) hour employees will maintain a four (4) day work week with two (2) days off in a row. Days off for thirty-two (32) and twenty (20) hour employees will be Thursday and Friday or Saturday and Monday, unless- employees. specifically agree to a variant days-off schedule. Choice of shift assignments at a work site shall be determined by County seniority in class. However, employees who mutually agree to trade shift assignments at a given work site may do so, on a temporary or permanent basis, depending on their mutual agreement. M. Thirty-two (32) hour employees who voluntarily reduced their hours to reduce the impact of layoff shall be treated as forty (40) hour employee's for purposes of a future layoff pursuant to Section 11.4 of this Memorandum of Understanding. N. The Union and Library Administration have agreed to meet and confer on the scheduling of holidays for Christmas 1984 and New Years, 1985. The specifics of this agreement when arrived at shall be 89 0001.28 55.11 Probation Unit. . A. Pursuant to the Departmental Memorandum of October 28, 1974, the Probation Department will continue to receive and consider proposals for adjusted hours for employees -in the.. Department subject to the criteria set forth in the aforementioned memorandum. Individual Deputy Probation Officers currently on a "4/10" schedule may remain on said schedule for the. duration of the Memorandum of Understanding except when a change to a 5/8 schedule is mutually agreed upon between the employee and their immediate supervisor. However, as positions vacate, the Probation Department reserves. the prerogative to change the assignment to a 5/8 work schedule before refilling it. Nothing herein precludes supervisors from . recommending that vacated 4/10 positions be retained. B. The current reassignment policy for Deputy Probation Officers in the Probation Department shall .remain in effect for the duration of this Memorandum of Understanding unless modified 'by mutual agreement. C. It is the policy of the Probation Department that all unit supervisors hold personal evaluations and submit a written evaluation to all Deputy Probation Officers whenever such officers .. transfer from their units. D. The Department Wide Probation Services Advisory Committee shall continue during the term of this Memorandum of Understanding. E. The Probation Department will establish separate subcommittees of the Probation Services Advisory Committee for each of the major juvenile institutions (Juvenile Hall, Boy's Ranch, Girls Center, Pre-Placement) prior to the expiration of this Memorandum of Understanding on a trial basis. Representation on each such committee will consist of two (2) Group Counsellors selected by the Union together with the manager of the facility. The subcommittee shall meet quarterly at a mutually agreeable time and place, discuss and resolve -issues of mutual concern. The subcommittee may refer some problems to the department-wide committee for resolution. 91 00012,19 ATTACHMENT B Contra Costa County Employees Association, Local No. I. Post Office Box 222 °•'3rtinez, Cal i.fornia 94553 Attention: Mr. Henry Clarke Dear Sirs: _This letter will confirm the agreement reached concerning the scheduling of Sheriff's Dispatchers., It is hereby agreed and understood that the shift schedule for employees in the classifications of Sheriff's Dispatcher and Senior Sheriff's Dispatcher as represented by Exhibit A attached hereto shall remain in full force and effect unless modified by mutual agreement; provided," however, that should emergencies arise during this period the County may revise the schedule to -meet the needs of the department. Prior to implementation of such schedule, the department shall meet with the Union to' advi;se it of the reasons fog° such change. In addition to the agreement on shift scheduling, it was agreed that for ei:•aloyees 'in the classification of Sheriff's Dispatcher and Senior Sheriff's Dispatcher, vacation time shall be taken in full week units, except teat individual days off may be granted when there is a full co;rplement"of personnel on a particular shift. It is further agreed that up to. three employees may be allowed -to take their vacation. at the same time. If the foregoipg conforms to your understanding, please indicate your approval and acceptance in the space provided below. bated: �,G CONTRA COSTA COUNTY EMPLOYEES CONTRA COSTA COUNTY ASSOCIATION, LOCAL NO. 1 SHERIFF'S DEPARTMENT lay By 00013 EXHIBIT B CLAS )A L A K' Y LISTING P Au,E I of 13 A Gk I CUL TUP,E AND AN IMA L, C uN TKL.L LNI T CLASS LEVEL SALAKY rAlAoL CLADS TITLE EAvvA C5 1287 169.5 ' (;J-('. 00 AGhILULTW,,AL bICLCC- IST . 1 13ATA . C5 1411--- 186 , uc - 2261. co AGjlLULTUAAL 61CLCGIST It B47A . C5 1165 14:)(;. vv. - AGkiLJLl*UkAL bICLCGIST TRAINEE 3j'w C . C5 11,+7 14 739.P C ANIMAL CENTER TECFNICIAN BJW6 . C5 - 1123 1397. Uv - i t 1;7. 00 ANIMAL CUNTRUL CENTER ATTENUANT 6J W A . C5 - 1156 144j. vv - 1 154.00 ANIMAL CONT Ki L C F F I C E 8 BKVA . C5 1254 1592. 935,00 , ANi MAL HEALTH TECFt\ [CIAN 6 iv TA . C5 1459 1954. C'-U - 4375. 00 . HEAVY CAPALITV WEIGFTS ME MEISURES, Inspector V4TA . C5 1214 1.5 290 0j, - i 8590 Q0 . LEAi, VELTC-A LLNTRCLLER b 9 w 1 . Cl 1()I G FLAT - 1516. GO . FEST DETELT.ILN SPECIALIST PFLJECT RASA . C5 1'87 16,+5.0:3 - 2LI10. 00 . PE.:)f MANAGEMENT SPEC IAL IST V4WB . C5 1117 1.365.Ju - I ib 8 7.0 0 VELTljk f-CNTRLLLEA BQWA . C5 1187 146 9.Ou - 181 '. 00 i%ELU ANU Vr-kTF-ERATE PEST CCNTFOL INSP BW 7A . C5. - 1123 1397.v - 1697.00 i%EiGHTS u MEASURES INSPECTCR TRAINEE 6WWA . C.5 - 1300 1601.Ju - 2()26. 00 . 6ELGHTS ANO MEASURES INSPECTCR I BW V A . C5 - 1410 1800. 03 - 2261 .00 . AEi6hTS ANL, MEASURES INSPECTOR 11 0001.31- CLA �S LI STI NG PAGE , , 3 of 13 EU ILC ING TRADES UN IT CLASS LEVEL SAL,�KY r,AIN Gt CLAS TITLE CFWe C3 - 155 2.3bt; - Lo0,;.0u CAh4IENTEk CFAA C3 - 1613 7 7 0*C 0 ELLLTKICIAN CFTC C3 - 1660 ?E33./J% - :503.00 . . LEAU CARPENTEk GFTA Ca - 1708 2763. Jv - 3G46. On, . . LEAU tLtUkILIAN GF`TE' . . C3 - 1661) . 263.a-00 - cSOB. 00 . . LEAU PAINTER GFWE . C3 - 1553 . 23ut. 0%) - 2b 15.00 . PAI NIEk GFWF C3 - 1608 25,'ju. uv - 756.00 . FLUNbtk-PIPEFITT EP GFTU . C3 - 1742 2856.Jv - 1151. 00 . STE;+MFITTEk J 0•L1 LJ,� .'.t�.t., CL.A Sz L SALAKY LI STING PAuE S. of 13 FISCAL SERVICES UNIT GLASS LEVEL SALAKY RAI-4uL LLA;,S TITLE SAWA C.5 - 129 . . 1655.ou - 2612. C-) . . ACCLUNTANT I SAVA C5 - 1482 . 1999.0:: - G43C. (;,,I . . ACI,LUNTANT II SATA . C5 - 1562 . 2166. Ju - G632.00 . AU CUNTANT I I i SAV1 C5 - 1482 . 19S13.JQ - 243(1.0 . ACL L'U0.1-AIvT 11 - PRCJECT SFwA . C5 - 1293 1655.vU [C12.OG . . AUL1TUR I SFVA C5 - 1489 2447.CC . . AUDIT0k II STWA C5 1382 . 18ug. Ju - 2.199.00 BUYER I STTA . C5 - 1480 . 1555. JO - 425. 0T BUYER 11 SMWE . C5 - 1006 . 1242.3Lti - 1510. 00 CCLLEiTIUN SEkVICES ASSISTANT I SMVA C5 - 1138 . 1418.u;, - 1723. CU CCLLEGTitN SEi{VICES ASSISTANT II - SM71 . C5 - ('896 111. .li : -:)53*0C CCLLLLTILN SEKVICES ASSISTANT TRAINEE S M W B . C5 - 1245 . 1584.100 - 1 ,j25.00 . CCLLELTION SExVICES OFFICER Project LJWB C5 - 1116 13t$ 7. Uu - 1c8b. 00 • CCMPUTEk LPERATCR LJ7b C3 . 1040 . 1417.UJ - 1562.00 . CCMPUTEk LPERATCR TRAINEE LJ71 C5 - (397(0 . 1196.00 - 1457.00 • . DATA PKLC,E;)SiNG EQUIPMENT LPEPATOR TR SMWF . C5 - 1371 . 13co. vu - lb12.0o . FAMILY SU PP CAT COLLECT IONS OF F ICER-A SMVB . C5 - 1203 . 1513. 00 - 183 S. C0 . F-0-4LYSUFPCAT CC LL ECTICNS . LFFICEk-B SMTA . C5 - 1331 . 1719.+JU - 2ti94. QC . FAMILY SUPPORT COLLECT ICNS CF F ICER-C 55WB . C5 - 1205 . 151u.u ; - 1842.010 . . FIELD TAX LCLLECTCR LAWC . C5 - 1431 . 19UU,UI) 43 INFukiyATIGN Lt NT ER SPECIALIST I LAVC . C5 - 1577 . 2196.J: L672. 01 . INHiKMATdLN Gc6TER SPECIALIST II LAWA . C5 - 1431 190U.UU 23( 5.CO . PROGRAMMER I LAW2 C5 - 1431 . 19()0.:3;: - Z309.00 . PRLGKAMMEJl I - PRCJECT LAVA . C5 - 1577 . 2198.OU - G672.('•0 . . FRC6AAMMER I1 LAV 1 . C5 - 1577 . 2198.00 - 1672.00; . . FRLGkAMMER I1 - FRCJECT LATA . C5 - 1253 . 159J.Jv - 1533. 00 . . FRLU"MMER TRAIAEE LJVH . C5 - 1214 . 154*,9. u;, - 185y.0.u . . SEJNICi-� CUMPUTEF CPERATCR LATF . C5 - 1713 . 2519. 0;; - jG61. 0t) SENILk PRCUFAMhER LATU . C5 - 1830 28.1.uu - 3441. 00, SEhiUk SYSTEMS SOFTWARE ANALYST S1W8 C5 - 1635- . 2311.Uu - 2E32. 00 SYSTEMS ACCLUNTANT S1W2 C5 - 1635 • 233i. 0u - z632.00 . . SYSTEMS ACLCJivTANT PRLJECT LAVE C5 - 1699 . 24o4.0;; - 3 ,19.00 . SYSTEMS .iLFTWAFE ANALYST LAT1 . C5 - 1699 . 24o4. IiJ - 3Ci9. (10 . SYSTEMS SCFT.yAAE ANALYST - PHCJECT *Includes 3% comparable worth adjustment 000 133 CLA SS JtiLAti Y LI STI NG PAvt 7 of 13 GENEkAL SERV ICES AND .MA IN FE NANL-r- UNI T CLASS LEVEL SALAr\Y KANGE CLASS TITLE GP 7A . C3 - `1y 39 . 13,+7.i;J - 1485.t;C GRL' NUSKEEPER 64VC . C5 - 1235 . 1562. uU - 1699e00 • IutNTiFICATICN TECHNICIAN II 64Sr . C5 - 1477 1S8y. JU - [418.00 . . ICENTIFILATILN CFFICER I[ 64WF . C5 - 1-146 125j.Gu - 1572eCC . ICLNTIFICAT L6N TEChNICLAN I' 1KWC . C5 - 9394 1111. JU - 1.350.C0 INSTITUTIONAL SERVICES AICE 1KV6 . C7 9�87 . 1219.Jv - 1634.OJ . Inti.PTITUTILNAL SERVICES WCRKER PSWE C.3 - 1141 . 15od Ju - 1128.00 . . LAbLRtk 1K TA C3 - 1268 . 176J.vu - i Sb2.RO . . LEAu CCGK GKT8 C3 - 1362 . 144ye06 - 1ti97.00 . . LEiW CUSTCUTAN GPTA . C3 - 1257 . 176J. OU - 1541.(313 . . LEA,: GAKUENER GKTA. . C3 - 1126 . 1544. iu - 1703.00 . . LEAD WINUCW WAShER .3Kiri J C5- - 1,134 . 127b.J�j - 1553.030 . . LIUkARY ECUIPMENT TECHNICIAN 9XWL C5 1:.)71 . 13z-6. UU .- 1612.01f3 . . MAILING MALHINE CPERATCR . FATE C5 - 1689 . 2459.UU - 2489.Ga . . PELhANICAL IN6FECTCR 9XWA C5 - 9817 . 102y.Ju - 1.150.00 . . MILRUFILM TECHNICIAN I 9XW4 . C5 - 9817 . 11029.0-0 - 1250.00 . . MILRLfILM TECHNICIAN I - PFGJECT 9XVA . C5 - 1914 . 113-j.1U - 1377.UJ . . MICKUFILM TECHNICIAN It 9XV1 . C5 - 0914 . 113-).UU - 1377.00 . . MILRGFILM TELHNICIAN II - PROJECT 9XTA . C5 - 1013 . 1251. Uu - 1521.00 - . MILkLfILM TECHNIC IAN III 9XWC . C5 - 0812 e 1021).1 CO - 1144.00 . . UeLLE SERV ICES WCRKER I 9XVC . C5 - 0921 114i. 00 - 1387.00 . . CFFILE SERVICES WCRKER If GWVA . C3 - 1402 . MC 5."u - 2143.00 e e CPLRATING ENGINEER 9990 . C5 - 0796 . 1J: 7. 0u - 1224.00 . . FRLLESS SERVER PSWA . C3 - 1462 • 2161. 3;1 - 2382.00 e . RCAii MAINTENANCE CARPENTER 64W D . C33 - 1187 . 1641.JJ - 1 61 0.00 . . SECUAI TY GU ARO FRTA . C5 - 1416 . 1872.Qu - Z275.00 . .* SENIOR 6UILf ILNG PLAN CHECKER ?ETA C3 - 15'58 2376.0 - 2b22.00 . SEN ILkc CGMMUNI(AT ICNS TECHNIC IAN 64TA . C5 - 1343 . 1740..OU - 2115. 00 . .* SENIOK SHEKIFI• 'S CISPATCF,ER 64WA . C5 - 1245 . 1578.tiu - 1918.9+) . .* SHthIFF'S JISPATCFEF 64W1 . C3 - 1187 . 1641.JU - 181o. c SHtkIFF 'S SERVICES ASSISTANT - PROJEL 64WE . C5 - 111C . 137d.vu - 1b76. CG SHLKlrF'S SEKVICES ASSISTANT I 64V8 . C5 1235 1562.u;, - 1699. 10 SHL KIFF 'S S ERV ICES ASSISTANT II 999A . C5 - 0793 . 10 - 1221. CO e SPti l.,+L QUALIt- ICATICNS WCRKER PSTC . C3 - :443 . 212L.UiJ - 2-�37. CO SPtLIALTY LRcw LEACER GiNWC . C3 - 1280. . 18vi.vu - 1586. 01 STATiUNARY 8LILER CFERATOR Includes 3% comparable worth adjustment° 00o . ` CLASS t. SA LAKY LI STING PAuE 9 of 13 I- EALTF SCr:VICES UNIT CLASS LEVEL SALAKY kANGLi CLAS.,� TITLE V9WF . C5 - 1384 . I8L.L jl) - 2214, Cl . .*ACLLUNT RLPRES ENTAT IVE/CGNTRA COSTA Health Plan VESB . C5 - . 1519 . 207t) - 2522.CO . . ALCLHL;LI(, kEHAE1L IT,AT ICN CCUNISELLOk VEVA . C5 - 1,:)77 . 13�)4. %0v - 162.1 . x0 . ALLLHCLiSM REHANILITATICN ASS ISTANT VETE . C5 - 1281 . 16.1S.UU - 1c;88.Pu . . ALCLHCLISM hCHAEILITATICN LEA [ WOKKER VETA . C5 - u872 . 1007.vu - 1.321. 00 . . ALLLHCLiSM RLHAEILITAT ICN TRA INEE VEVB . C5 - 1141 . 142 - 1728.01) . . ALLLHCLISM REHAEILITATILN WORKER V47A . C5 - 1266 . 161.1. Cu - iS58.0ii . . ASJISIANT ENVIRCNNENT AL HEALT t TNS • VFWC . C3' - 1509 . 22t5. - 2497. CO . . BILMEDI-LAL- EeU IFNENT TECHNICIAN VF 7B . C1 - 1184 . FLAT - 11604, 10 . .*CLINICAL LA81IKATCRY TEC! NCLCGIST I VFWF . C5 - 1431 . I9t.v.0;: - 2:j Q9. 0, . .*CLI NILAL LAELRATCRY T ECI•NCLCG IST I I V IW i . C5 - 1690 . 2461. UO - 2992.00 . . CLI NILAL FSYCHELCG IST - PRCJECT V7WA . C5 - 108C . 1.3.J8.u6 - 162t.00 . . UMMUNILABLE I; ISEASE TECHNICIAN VFVB . C5 - 1523 . 2CO3.0u - 2532. CC .*CYTL;TLLHNLLCGIST VMVA . C: - 1419 1877. 0t3 - L1-32.00 . DENTAL HYGIENIST . 1KSA . C5 - 1328 1714.Uv - 21:83.01) . .*DILTITIAN VFW5 C5 - 1043 . 1205. Ou - 1567000 . . DISLUVEKY CCUNSELLCR I - PROJECT VFVB . C5 - 1183 1483.UU - 1602. C11 . DISCUVEkY CCUNSELLCR II VFV2 . C5 - 1183 14ti�.JU - 1602.CO . . DISLL,VEr%Y i.CUNSELLCR II - FRCJEC7 VHWC . C5 - 1043 . 1269.Uu - i567.00 . . DISLGVERY LLUNSELCR I V5WD . C5 1108 137o. 6u - 1b 72.M) ELL LTKLLAfuIC6hAPH TEChNICIAN V4WA . C5 - 1422 . 1863. :rv; - 2289,rC ENVIRL;NMLNTAL hEALTI- INSPECTOF V9WD . L5 - 1117 . 13b6. JQ - 1t8.7.00 . .*HEALTH CARE CCUNSELLCRA V9VA . C5 - 1245 . 1576.t J - 1518.110 . .*HEALTH CARL LLUNS ELLCR 11 V9T8 . C5 - 1389 . 1822. JU = 1214.00 . *HEALTH CARE COUNSELLOR III VMWA . C5 - 1471 . 1977.UO - 2404.GO . . HEALTH E©ULATLF VFWr . CD - 1147 , 1430.L'1601 - 173 S. C0- . . HI�>TUTE.LHNILIAN V9W E . C5 - 1233 . 1559. CL - 1 bs)5.00 . .*HCNE ELLNCM i�)T V8WC . C5 - 1253 . '15yU. ut; - 1533.00 . . JUMUK RADILL6GIC TECFNCLCCIST V 1SC . C' 5 - 1G38 . 1283. CJ - 1559.0, . . LALLkATCKY TELhNICIAN 95NC ,. C5 - i;86,7 . 1074.00 - i.�a5.00 . . LEAkNING LLNSULTAKT RICE 99W 1 C5 - 0360 . I0174. uU - 13,,,'5. CI . . LE.4i NM NL. CLNSU LT ANT A I CE - PRCJ ECT V 2AL C5 - :474 . 2411,00 . . DENTAL HEALTH ACTIVITIES SPECIALIST V.)WA . C5 - C930' . 1152. Ui; - i4r.(%00 . . VENIAL HEALTH FRCGRAM AICE VQXA . TA - 1097 146i..Ljv 3G75. 0C . PENTAL HEALTH TPEATNEKT SPECIAL IST V4SA C5 - 1608 2 26 8.U0 - 2756. 00 CCCUPATICNAL HEALTH SPECIALIST * Includes 3% comparable worth adjustment 000.135 GLASz E SALAKY Li STING PAVE 11 of '13 LECAL AND COURT CLERK UNIT CLASS LEVEL SALARY RAiNUE CLASS TITLE J PVA . C5 - 1309 . 16bZ.Oo - 24J44. C _ . . *LEGAL CLE kK JPWA . C5 - 1419 . 1811. "Ji, - 4,82.00 . . *SUP KI Lk LiURT CLERK *Includes 3% comparable worth adjustment 1 aoo-. 36 { CLASS L JALAhY LI STING PAGE 13 of 13 PROEATIGN UNIT CLASS L EV EL SALkkY PA iUL CLASS T1TLL 7AwA . C5 - 1245 . 157d. 00 - 1 S1 8. 0 . Db-UTY PRCoAT 1 CN CFF ICER I 7Aw1 . C5 - 1245 . 1578. -'u - 1718.n0 . DEt-UTY PRLdATICN CFFIf-EP I - FROJLi;i 7AVA . C5 - 1459 . 1951t. f.1u - 2=;75. n0 . DEPUTY PRGbAT 1 CN CFF I C E k I I 7AV1 . C5 - 1459 . - 2375.0C' . DEPUTY PRCbAT1CN C F F I C E F II - PkOJELT 7ATA C5 - 15 3 2 . 21L2.-lu - 2555. CC . DEPUTY PAL b.AT I LN CFFICEK 111 7AT1 C5 - 1532 . 21J2.u0 - 2555. 00 . DEPUTY PhCoATICN CFF ICER III- PROJECT 7KWA C5 - 1114 13t;4. i)O - 1682.00 GRLUP LCUNSELLCR 'I 7hw 1 C. - 1114 138,x. ;U - ib32.00 . GRLUP LCUNS ELLCR I - FRCJ ECT 7KVA C5. - 1258 1598. Uv - iS43.0-3 . GRLuP CCUNSELLCR II 7KV1 . C5 - 1258 . 1558. Ju _ 1 S43.00 . GPCUP CCUNS ELLCF It FRCJECT 7KTA . L'5 - 1374 17y5.vu - 2i82.00 . GRLUP CWNSELLCR III 7KT1 . C5 - 1374 e 1795.ui; - L182.00 . GRLUP CLUNSELLIR III - FRCJECT 7A73 . C5 -. 1016 . •1255. Oiu i525iN PRObATLUN AIUL - PFCJECT 7A7A . C5 - 1117 . 138J.Ju - 1687.01;1 FRLuATLLN ASSISTANT 7A72 . C5` - 1117 . 1366.uu - 1687.11110 PRLOATILN ASSISTANT - PRCJECT . 7ABA . C5 1135 . 1413. uu 1718. 00 PRLbAT1LN TRAINEE 26SE C5 - 1052 . 1.3U1. Ju - 1581. 11,0 PUbLIL JEFtNutR LICISCN AICE 2651, . C5 - 10521 . 13ulsuU - 1581.0n . FUbLIC _ UE.FENiutR LIAISGN AICE PROJEC 26SA . C5 - 1478 1991.ju - 2420.90 PUoLIL UtFcNuER LIAISGN WCRKEF 000 �'�� -2- 2.2 2-2.2 Employees hired on or after October 1, 1981, in classifications assigned to units represented by the Union shall , as a condition of employment, complete a Union dues authorization card provided by the Union and shall have deducted from their paychecks the membership dues of the Union.. - Said employees shall have thirty (30) days from the date of hire to decide if' he/she does not want to become a member of the Union. Such decision not. to become a member of the Union must be made in writing to the Auditor-Controller with a copy to the Employee Relations Division within said thirty (30) day period. If the employee decides not to become a member of the Union, any Union dues previously deducted from the employee's paycheck shall be returned to the employee and said amount . shall be deducted from the next dues deduction check sent to the Union. If the employee does not notify the County in writing of the- decision not to become a member within the thirty (30) day period, he/she shall be deemed to have'-volun- tarily agreed .to pay the dues of the Union. Each such dues authorization form referenced above shall include a statement that the Union 'a'nd the County have entered into a Memorandum of. Understanding, that the employee is required to authorize payroll deductions of 'Union dues as a condition of employment, and that such authorization may be revoked within the first thirty (30) days of employment upon proper written notice by the employee within said thirty (30) day period as set forth above. Each such employee shall, upon completion. of the authorization form, receive. a copy of said . authorization form which shall be deemed proper notice of his/her right to revoke said authorization. 2.3 Maintenance of Membership. All employees in un its represented by the Union who are currently paying dues to the Union and. all employees in such units who hereafter become members of the Union shall as a condition of continued employment pay- dues to the Union for the duration of this Memorandum of Understanding and each year thereafter so long as the Union continues to repre- sent the position to which the employee is assigned, unless the employee has exercised the option to cease paying dues in accordance with Section 2.4. 2.4 Withdrawal of Membership. By notifying the Auditor-Controller's Department in writing, between May 1, and May 31, 1985, any employee may withdraw from Union membership and discontinue paying dues as of the payroll period, commencing May 1, 1985, discontinuance of dues payments to then be reflected in the June :10, 1985 paycheck. Immediately upon close of the above mentioned thirty (30) day period the Auditor-Controller shall submit to the Union a list of the employees who have rescinded their authorization .for dues deduction. If the foregoing is in accordance with your understanding, please indicate' acceptance and approval in the appropriate space below. Dated Very truly yours, Contra Costa County APPROVED AND ACCEPTED Contra Costa County Employees Assotiation, Local No. 1 By: By. .1�/