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HomeMy WebLinkAboutRESOLUTIONS - 07222008 - 08-358 THE BOARD OF SUPERVISORS OF CONTRA COSTA COUNTY, CALIFORNIA Adopted this Order on Q �''/�"©� g by the following vote: AYES: 6c.1 O I ,% Luo:I .6ro-'A (9TC-©\)L-K__- NOES: ABSENT: 'FILE-F-fit© * So1J1 ABSTAIN: I, SUBJECT: Compensation and Benefits Authorized for ) CountyElected and Appointed Department )' Heads, Management, ';,, Exempt, and ) Unrepresented Employees for the Period ) Resolution No. 2008/358 October, 1, 2005 to September 30, 2008 and ) Until Further Order ) The Contra Costa County Board of Supervisors acting solely in its capacity as governing Board of the County of Contra Costa RESOLVES THAT: Effective upon adoption and continuing to September 30,2008, and until further Order of the Board, the Board adopts the following program of compensation and benefits for County Elected and Appointed Department Heads, Management Employees, Exempt Employees and Unrepresented Employees. Except for Resolution No. 2006/609 and Section 3 of Resolution No. 2002/615, this Resolution supercedes all previous resolutions providing compensation and benefits for the, employees listed herein, including but not limited to Resolution No. 2008/304. Unless expressly provided otherwise, this'Resolution is subject to the provisions of Resolutions° providing general and, pay equity salary adjustments; Administrative Bulletins; the 1937 County Employees Retirement Act;the County Salary Regulations;and the County Personnel Management Regulations. This Resolution does not authorize compensation and benefits for any employees of the Contra Costa Superior Court or for any management employee who is represented by an employee organization with a Memorandum of Understanding. Management and Unrepresented employees include employees in Classified, Project and Exempt classifications. This Resolution is organized to distinguish (i)`those general County benefits provided to all Managers, Exempt' and U,,nrepresented employees; (ii) those benefits provided exclusively to Management and Exempt employees; (iii) those benefits provided to Elected and Appointed Department Heads;and(iv)those benefits that are provided specificallyto Managers and Unrepresented employees within selected!departments or classifications. Unless otherwise expressly provided, compensation and benefits under this Resolution are authorized only for permanent and project!employees who work full-time or part-time, twenty (20) or more hours per week. 1. BENEFITS FOR MANAGEMENT EXEMPT AND UNREPRESENTED EMPLOYEES are provided for those classes listed in Exhibit A. II. BENEFITS FOR MANAGEMENT ,AND EXEMPT EMPLOYEES are provided for those classes listed in Exhibit A, excepting the classes listed in Exhibit.B. III. BENEFITS FOR ELECTED AND APPOINTED DEPARTMENT HEADS are provided for those classes listed in Exhibit C. IV. SPECIAL BENEFITS FOR MANAGEMENT EMPLOYEES BY DEPARTMENT OR CLASS are provided,as indicated in each section. V. ONE TIME WORK LEAVE is provided for those classes listed in Exhibit D. VI. CHIEF ASSISTANT CLASSES for;purposes of Section 23 are listed in Exhibit E. VII. CALPERS HEALTH PLAN CLASSES for purposes of Section 2 are listed in Exhibit F. Orig Dept.: Human Resources Department-Lori Gentles(335-1766) cc: County Administrator's Office I hereby certify that this is a.true and correct County Counsel-Vickie L. Dawes ---copv-nf'arl action taken and entered on the�- -- Auditor—Controller-Elizabeth Verigin no tnites of the Board of Supervisors on the Contra Costa County Employees' Retirement Association 17 dato shown. -ATTESTED:- � - JOHN CULLEN,-Clerk of-tlie Board -------- ---of Supervisors ani County Adminisuator By -. -- Deputy- RESOLUTION NO. 2008/358 TABLE OF CONTENTS, Resolution No. 2008/358 I. Benefits for Management, Exempt, and Unrepresented Employees 1. Leaves With and Without Pay 1.10 Holidays (list of holidays observed by the County) 1.11 Definitions 1.12 Holidays 1.13 Holidays - Flexible and Alternate Work Schedules 1.14 Holidays - Part-Time Employees 1.15 No Overtime Pay, Holiday Pay, or Comp Time 1.16 Personal Holiday Credit 1.17 Vacation 1.18 Sick Leave 1.19 Part-Time Employees 1.20 Family Care Leave 1.21 Leave Without Pay-Use of Accruals 1.22 One Time Work Leave 2. Health, Dental, and Related Benefits 2:10 Application 2.A. Employees in Classifications Who Receive Health Care Coverage from County Plans 2:11 Health Plan Coverages 2.12 County Health and Dental Plan Contribution Rates 2.13 Retirement Coverage 2.14 Calculation of Premiums 2.15 Health Plan Coverage and Provisions 2.15 Layoff and Other Loss of Coverage 2.16 Health Plan Coverages and Provisions 2.17 Family Member Eligibility Criteria 2.B. Employees in Classifications Who Receive Health Care Coverage from CalPERS 2.18 CalPERS Controls .2.19 Contra Costa Health Plan (CCHP) i RESOLUTION NO. 2008/358 2.20 CalPERS Health Plan Monthly Premium Subsidy 2.21 CalPERS Retirement Coverage 2.22 CalPERS Premium Payments 2.23 Dental Plan - CalPERS Participants 2.C. All Employees 2.24 Dual Coverage 2.25 Life Insurance Benefit Under Health and Dental Plans 2.26 Supplemental Life Insurance 2.27 Catastrophic Leave Bank 2.28 Health Care Spending Account 2.29. PERS Long-Term Care 2.30 Dependent Care Assistance Program 2.31 Premium Conversion Plan 2.32 Prevailing Section 3. Personal Protective Equipment 3.10 Safety Shoes 3.11 Safety Eyeglasses 4. Mileage Reimbursement 5. Retirement Contribution 6. 414H2 Participation 7. Training 7.10 Career Development Training Reimbursement 7.11 Management Development Policy 8. Bilingual Pay Differential 9. Higher Pay for Work in a Higher Classification 10. Workers' Compensation and Continuing Pay 10.10 Waiting Period 10.11 Continuing Pay 10.12 Physician Visits 10.13 Labor Code §4850 Exclusion ii RESOLUTION NO. 2008/358 a 11. Other Terms and Conditions of Employment 11.10 Overtime Exempt Exclusion 11.11 Overtime 11.12 Length of Service Credits 11.13 Mirror Classifications 11.14 Deep Classes 11.15 Administrative Provisions II. Benefits for Management and Exempt Employees 12. Management Longevity Pay 12.10 Ten Years of Service 12.11 Fifteen Years of Service 13. Deferred Compensation Incentive 14. Annual Management Administrative Leave , 15. Management Life Insurance 16. Vacation Buy Back 17. Professional Development.Reimbursement 18. Sick.Leave Incentive Plan 19.- Video Display terminal (VDT) Users Eye Examination 20. Long-Term Disability Insurance Ill. Benefits for Elected and Appointed Department Heads 21. Executive Automobile Allowance 22. Executive Life Insurance 23. Executive Professional Development Reimbursement . 23.1 Executive Advanced Notice Differential 24. Appointed Department Heads 25. Elected Department Heads 26. Elected Department Head Benefits iii RESOLUTION NO. 2008/358 IV. Special Benefits for Management Employees by Department or Class 27. Accounting Certificate Differential 28. Agriculture Department Differential 29. Angiogram Differential 30. Animal Services Search Warrant 31. Animal Services Uniform Allowance 32. Attorney Fixed-Term Classes 33. Attorney State.Bar Dues 34. Attorney Management Administrative Leave 35. Attorney Professional Development Reimbursement 36. Assessor Education Differential 37. Assessor Mileage Reimbursement 38. Certified Elections/Registration Administrator Certification Differential 39. District Attorney Inspectors Longevity Pay 40. District Attorney Inspector P.O.S.T. 41. District Attorney Investigator - Safety Employees Retirement Tier; Contribution Toward Cost of Enhanced Retirement Benefit 41.10 Retirement Tier 41.11 Employees With More Than 30 Years of Service 41.12 Eligible Employees 42. Employment and Human Services Division Manager Differential 43. Engineer Continuing Education Allowance 44. Engineer Professional Development Reimbursement iv RESOLUTION NO. 2008/358 45. Engineer Structural Registration Differential 46. Library Department Holidays 47. Nursing Shift Coordinator, Staff Nurse-Per Diem, and Staff Advice Nurse-Per Diem Holiday Pay 48. Staff Nurse-Per Diem and Staff Advice Nurse-Per Diem Overtime Pay 49. Staff Nurse-Per Diem Differentials 50. Staff Advice Nurse-Per diem Shift Differentials 51. Nursing Shift Coordinator Differentials 52. Nurse Manager Longevity Differentials 52.10 Seven Years of Service 52.11 Ten Years of Service 52.12 Fifteen Years of Service 52.13 Twenty Years of Service 52.14 Eligible Classes 53. Environmental Analyst 111 / Environmental Planner Assignment Differential 54. Podiatrists / Optometrists Unrepresented Status 55. Probation - Safety Employees Retirement Tier; Contribution Toward cost of Enhanced Retirement Benefit 55.10 Retirement Tier 55.11 Eligible Employees 56.. Public Works Maintenance Managers Scheduled Day Off 57. Public Works Emergency Work Differential 58. Public Works Seasonal Construction Differential 59. Public Works Maintenance Managers Education Allowance 60. Real Property Agent Advanced Certificate Differential v RESOLUTION NO. 2008/358, 61. Sheriff Sworn Management P.O.S.T. 62. Sheriff Continuing Education Allowance 63. Sheriff Emergency Services Standby Differential 64. Sheriff Law Enforcement Longevity Differential 65. Sheriff Uniform Allowance 66. Sheriff- Detention Division Meals 67. Sheriff- Retirement Tiers; Contribution Toward Cost of Enhanced Retirement Benefit 67.10 Safety Tier A 67.11 Safety Tier C 67.12. Rehires 67.13 Employees with More than 30 Years of Service 67.14 Retirement Tier Elections 67.15 Eligible Employees 68. Treasurer-Tax Collector Professional Development Differential vi RESOLUTION NO. 2008/358 I. BENEFITS FOR MANAGEMENT, EXEMPT, AND UNREPRESENTED EMPLOYEES 1. Leaves With and Without Pay 1.10 Holidays:The County will observe the following holidays during the term covered by this Resolution: New Year's Day Labor Day 'Martin Luther King Jr. Day Veterans' Day Presidents' Day Thanksgiving Day Memorial Day Day after Thanksgiving Independence Day Christmas Day Such other days as the Board of Supervisors may designate by Resolution as holidays. 1.11 Definitions: Regular Work Schedule: The regular work schedule is eight (8) hours per day, Monday through Friday, inclusive, for a total of forty (40) hours per week. Flexible Work Schedule: A flexible work schedule is when the employee is regularly scheduled to work other than eight (8) hours per day between Monday and Friday, inclusive. The 9/80 schedule and the 4/10 schedule are two examples of flexible work schedules. Alternate Work Schedule: An alternate work schedule is any work schedule where the employee is regularly scheduled to work five (5) days per week, but the employee's regularly scheduled days off are NOT Saturday and Sunday. 1.12 Holidays: Employees on regular, flexible, and alternate work schedules are entitled to observe a holiday(day off work),without a reduction in pay,whenever a,holiday is observed by the County. Any holiday observed by the County that falls on a Saturday is observed on the precedingFriday and any holiday that falls on a Sunday is observed on the following Monday. 1.13 Holidays - Flexible and Alternate Work Schedules: When a holiday falls on the regularly scheduled day off of any employee who is on a flexible or alternate work schedule, the employee is entitled to take the day off, without a reduction in pay, in recognition of the holiday. These employees are entitled to request another day off in recognition of their regularly scheduled day off. The requested day off must be within the same month and workweek as the holiday and it,must be pre-approved by the employee's supervisor. If the day off is not approved by the supervisor, it is lost.. If the approved day off is a nine (9) hour workday, the employee must use one(1)hour of non-sick-leave accruals. If the approved day off is a ten (10) hour workday, the employee must use two (2) hours of non-sick- leave accruals. If the employee does not have any non-sick-leave accrual balances, leave without pay (AWOP) will be authorized. 1 RESOLUTION NO. 2008/358 1.14 Holidays - Part-Time Employees: Permanent, part-time employees are entitled to observe a holiday (day off work) in the same ratio as the number of hours in the part time employee's weekly schedule bears to forty (40) hours. 1.15 No Overtime Pay, Holiday Pay, or Comp Time: Unrepresented, management, and exempt employees are not entitled to receive overtime pay, holiday pay, overtime compensatory time, or holiday compensatory time. Employees who are unable or not permitted to observe a holiday (take the day off), are authorized to receive overtime pay ONLY IF the`employee is on the Overtime Exempt Exclusion List (see Section 11). 1.16 Personal Holiday Credit:. Employees are entitled .to accrue two (2) hours of personal holiday credit each month. This time is prorated for part time employees. No employee may accrue more than forty (40) hours of personal holiday credit. On separation from County service, employees are paid for any unused personal holiday credit hours at the employee's then current rate of pay, up to a maximum of forty (40) hours. 1.17 Vacation: Employees are entitled to accrue paid vacation credit not to exceed the maximum cumulative hours as follows: Monthly Maximum Accrual Cumulative Length of Service Hours Hours Under 11 years 10 240 11 years 10-2/3 256 12 years 11-1/3 272 13 years 12 288 14 years 12-2/3 304 15 through 19 years 131/3 320 20 through 24 years 16-2/3 400 25 through 29 years 20 480 30 years and up 23-1/3 560 Effective on November 1, 2007 and for purposes of this section only, employees who were employed by Contra Costa County, became employees of the Contra Costa Superior Court by operation of law, and are thereafter rehired by Contra Costa County in the classification of District Attorney Manager of Law Offices (JJGE), "length of service"includes all service time with Contra Costa County and all service time with the Superior Court. However, this benefit is only applicable prospectively from the date the employee is rehired by Contra Costa County. 1.18 Sick Leave: Employees are entitled to accrue paid sick leave credit in accordance with the provisions of the County Salary Regulations and Administrative Bulletin No. 411.7 (Sick Leave Policy) adopted on October 17, 1997, as periodically amended. 2 RESOLUTION NO. 2008/358 1.19 Part-Time Employees: Part-time employees are entitled to accrue paid vacation and sick leave credit on a pro-rata basis. 1.20 Family Care Leave: The provisions of Section 1006.3 of the Personnel Management Regulations and Resolution No. 94/416, as amended, relating to Leaves of Absence and Family Care Medical Leave apply to all employees covered by this Resolution, except that such employees shall not be entitled to Family Care or Medical Leave on a calendar year basis. Instead, such employees shall be entitled to at least eighteen (18)weeks of leave in a "rolling" Twelve (12) month period, which shall be measured backward from the date the employee uses FMLA leave. 1.21 Leave Without Pay- Use of Accruals: The provisions of Section 1006.6 of the Personnel Management Regulations, as amended, relating to use of accruals while on leave without pay, apply to all employees covered by this Resolution. 1.22 One Time Work Leave: Employees in the classifications listed in Exhibit D,who are in active, leave, or paid leave status in a permanent full-time, permanent part-time, or permanent-intermittent position as of December 31, 2006, will receive a one-time award of twenty-four(24)work-leave hours. Permanent part- time and permanent-intermittent employees will receive the one-time award on a pro-rated basis. a. Permanent part-time employees will receive a prorated one-time award of twenty-four (24) hours based on dividing the employee's official standard hours by forty (40) and multiplying by twenty-four (24), rounded,to the nearest hour with a minimum award of four (4) hours. b.., Permanent-intermittent employees will receive a prorated one-time award of twenty-four (24) hours based on each employee's average regular hours worked during July 1, 2005 through June 30, 2006, multiplied by twenty-four (24), rounded to the nearest hour with a minimum award of four (4) hours. C. Excluding those employees in 24/7 shift positions, work-leave balances will {be cleared upon termination, promotion, demotion, or transfer to an ineligible classification, or on September 30, 2008. Employees in 24/7 shift positions who are unable to use their work- leave hours will be paid off for any unused time upon approval by the Human Resources Director. d. Employees will be granted their choice of a work-leave day, whenever possible. If an employee is not granted their choice of a work-leave day, the supervisor must suggest alternate dates. If the employee and supervisor cannot agree on an alternate date, the employee must observe a work-leave day on the employee's birthday. An employee whose birthday falls on a scheduled day off may observe a work- 3 RESOLUTION NO. 2008/358 leave day immediately preceding or following the employee's birthday. 2. Health, Dental, and Related Benefits 2.10 Application: a. Employees in classifications who receive health care coverage from County Plans: The following Sections apply to all employees in' classifications covered by this Resolution who receive health care coverage from County Plans and do not receive health plan coverage through CalPERS: Section 2.11 "Health Plan Coverages," Section 2.12"County Health and Dental Plan Contribution Rates," Section 2.13 "Retirement Coverage,' Section 2.14 "Calculation of Premiums," Section 2.15 "Layoff and Other Loss of Coverage," Section 2.16 "Health Plan Coverages and Provisions," and Section 2.17 "Family Member Eligibility." b. Employees in classifications who receive health care coverage from CaIPERS:The following Sections apply to all employees in the classifications listed in Exhibit F: Section 2.18 "CaIPERS Controls," Section 2.19 "Contra Costa Health Plan (CCHP)," Section 2.20 "CaIPERS Health Plan Monthly Premium Subsidy," Section 2.21 "CaIPERS Retirement Coverage," Section 2.22 "CaIPERS Premium Payments," and Section 2.23 "Dental Plan - Cal PERS Participants." c.. General provisions: The following Sections apply to all employees in all the classifications covered by this Resolution: Section 2.24 "Dual Coverage," Section 2.25"Life Insurance Benefit Under Health and Dental Plans,"Section 2.26"Supplemental Life Insurance,"Section 2.27"Catastrophic Leave Bank," Section 2.28 "Health Care Spending Account," Sections 2.29 "PERS Long- Term Care," Section 2.30 "Dependent Care Assistance Program," Section 2.31 "Premium Conversion Plan," and Section 2.32 "Prevailing Section." 2.A. Employees In Classifications Who Receive Health Care Coverage From County Plans 2.11 Health Plan Coverages: Effective on January 1,2000,the County will provide the medical and dental coverage for Management, Exempt, and Unrepresented employees and for their eligible family members, expressed in one of the Health Plan contracts and one of the Dental Plan contracts between the County and the following providers: a. Contra Costa Health Plans (CCHP), Plan A b. Contra Costa Health Plans (CCHP), Plan B c. Kaiser Permanente Health Plan d. Health Net HMO e. Health Net PPO f. Delta Dental 4 RESOLUTION NO. 2008/358 g. PMI Delta Care Dental 2.12 County Health and Dental Plan Contribution Rates: a. Through December 31, 2009, the County will pay the following monthly premium subsidies for employees and their eligible family,mem bersfor these health and dental plans: 1.. Contra Costa County Health Plans, Plan A, ninety-eight percent (98%). 2. Contra Costa County Health Plans, Plan B, ninety percent (90%). 3. Kaiser Permanente Health Plan, eighty percent (80%). 4. Health Net HMO;.eighty percent (80%). 5. Health Net PPO,sixty-six and 27/100 percent(66.27%),provided that the County will pay only fifty percent (50%) of any premium increase after January 1,'2000.* 6. Delta Dental and PMI Delta Care Dental when combined with Contra Costa County Health Plans, Plan A or Plan B, ninety-eight percent (98%). 7. Delta Dental when combined with Kaiser Permanente Health Plan, Health Net HMO or Health Net PPO, seventy-eight percent (78%). 8. PMI Delta Care Dental when combined'with Kaiser Permanente Health Plan, Health Net HMO, or Health Net-PPO, seventy-eight percent (78%), 9. Delta Dental or PMI Delta Care Dental for employees who do not receive any 'health care coverage from, the County (or from CaIPERS), one hundred percent (100%) less one cent ($.01). b. Beginning on January 1, 2010, and for each calendar year thereafter, the County will pay a monthly premium subsidy for each health and dental plan listed above that is equal to.the actual dollar premium subsidy that is paid by the County for calendar year 2009. The amount of the County subsidy that is paid for employees and eligible family members will thereafter be a set dollar amount and will not be a percentage.of the premium charged by the health or dental plan. If the County contracts with a health or dental plan that is not listed above, the County will determine the monthly dollar premium subsidy that it will pay to that health plan for employees and their eligible family members. A. c: In the event that the County premium subsidy amounts are greater than one hundred percent (100%) of the applicable premium of any health or dental plan,for any plan year,the County's contribution will not exceed one hundred percent (100%) of the applicable plan premium. d. The.County may provide less of a monthly premium subsidy for employees hired on or after January 1, 2009, and their;.eligible family members. If the County does not provide any premium subsidy to these employees, the County will allow these employees, and their eligible family members, to participate in the County health and dental plans by paying the full premium 5 RESOLUTION NO. 2008/358 cost of the chosen health plan. 2.13 Retirement Coverage: a. Upon Retirement: 1. Upon retirement and for the term of this resolution, employees and their eligible family members may remain in their County health/dental plan, but without County-paid life insurance coverage, if immediately before their proposed retirement the employees and dependents are either active subscribers to one of the County contracted health/dental plans or if while on authorized leave of absence without pay, they have retained continuous coverage during the leave period. The County will pay the health/dental plan monthly premium subsidies set forth in Section 2.12(a)for retirees and their eligible family members until December 31, 2009. Beginning on January 1, 2010, the County will pay the same monthly premium subsidies for retirees and their eligible family members as set.forth in Section 2.12(b). 2. Any person who becomes age 65 on or after January 1, 2009 and who is eligible for Medicare must immediately enroll in Medicare Parts A and B. 3. For.employees hired on or after January 1, 2009 and their eligible family members, no monthly premium subsidy will,be paid by the County for any health or dental plan after they separate, from County employment. However, any such employee who retires under the Contra Costa County Employees' Retirement Association ("CCCERA") may retain continuous coverage of any county health or dental plan provided that (i) he or she begins to receive a monthly retirement allowance from CCCERA within 120 days of separation from County employment and (ii) he or she pays the full premium cost under the chosen health plan without any County premium subsidy. b. Employees Who File For Deferred Retirement: Employees, who resign and file for a deferred retirement and their eligible family members, may continue in their County group health and dental plan under the following conditions and limitations. 1. Health and dental coverage during the deferred retirement period is totally at the expense of the employee, without any County contributions. 2. Life insurance coverage is not included. 3. To continue.health and dental coverage, the employee must: i. be qualified for a deferred retirement under the 1937 Retirement Act provisions; ii. be an active member of a County group health and/or dental plan at the time of filing their deferred retirement application and elect to continue plan benefits; 6 RESOLUTION NO. 2008/358 iii. be eligible for a monthly allowance from the Retirement System and direct receipt of a monthly allowance within twenty-four (24) months of application for deferred retirement; and, iv. file an election to defer retirement and to continue health benefits hereunder with the County Benefits Division within thirty (30) days before separation from County service. 4. Deferred retirees who elect continued health benefits hereunder and their eligible family members may maintain continuous membership in their County health and/or dental plan group during the period of deferred retirement by paying the full premium for health and dental coverage on or before the 10`h of each month,to the Contra Costa CountyAuditor-Controller. When the deferred retirees begin to receive retirement benefits, they will qualify for the same health and/or dental plan coverage and County subvention to which retirees who did not defer retirement are entitled. 5. Deferred retirees may elect continued health benefits hereunder after retirement and may elect not to maintain participation in their County health and/or dental plan during their deferred retirement period, in which case they and their eligible family members will qualify for the same coverage and County subvention in any County health and/or dental plan when they begin to receive retirement benefits as retirees who did not defer retirement are entitled, provided such reinstatement to a County group health and/or dental plan will only occur following a three (3) full.calendar month waiting period after the month in which their retirement allowance commences. 6. Employees who elect deferred retirement will not be eligible in any event for County health or dental plan subvention unless the member draws a monthly retirement allowance within twenty-four(24)months after separation from County service. 7. Deferred retirees and their eligible family members are required to meet the same eligibility provisions for health/dental plans as active/retired employees. .8. This subpart b "Employees Who File for Deferred Retirement" does not apply to any employee in any classification listed in Exhibit F. c. Employees Hired After December 31,-2006 and Before January 1, 2009 - Eligibility for Retiree Health Coverage: All employees hired after December 31, 2006 and before January 1, 2009 are eligible for retiree health/dental coverage pursuant to subsections (a) and (b), above, upon completion of fifteen (15) years of service as an employee of Contra Costa County. For purposes of retiree health eligibility, one year of service is defined as one thousand (1,000) hours worked within one anniversary year. The existing method of crediting service while an employee is on an approved leave of absence will continue for the duration of this Resolution. d. Subject to the provisions of Section 2.13 subparts (a)(b), and (c) and upon 7 RESOLUTION NO. 2008/358 retirement and for the term of this resolution, the following employees (and their eligible family members) are eligible to receive a monthly premium subsidy for health and dental plans or are eligible to retain continuous coverage of such plans: County Elected and Appointed Department Heads, Management Employees, Exempt Employees, Unrepresented Employees, and each employee who retired from a position or classification that was unrepresented at the time of his or her retirement. 2.14 Calculation of Premiums: a. For employees and retirees(and their eligible family members)who are hired by the County prior to January 1, 2009, the monthly premium cost for each health and dental plan will be determined by combining the actual premium cost for employees (and eligible family members) and the actual premium cost for retirees (and eligible family members). This will establish a single premium for each health and dental plan without separating employees from retirees. b. For employees and retirees(and their eligiblefamily members)who are hired by the County on or after January 1, 2009, the monthly premium cost for each health and dental plan will be determined by separating the actual premium cost for employees (and eligible family members) from the actual premium cost for retirees (and eligible family members). This will establish separate premiums for each health and dental;plan for these employees and retirees. 2.15 Layoff and Other Loss of Coverage: a. If a husband and wife both work for the County and one (1) of them is laid off, the remaining employee, if eligible, will be allowed to enroll or transfer into the health and/or dental coverage combination of his/her choice. b. An eligible employee who loses medical or dental coverage through a spouse or partner not employed by the County will be allowed to enroll or transfer into the County health and/or dental,plan of his/her choice within thirty(30)days of the date coverage is no longer afforded under the spouse's plan. 2.16 Health Plan Coverages and Provisions: The following provisions are applicable ..regarding County Health and Dental Plan participation: a. Health, Dental and Life Participation by Other Employees: Permanent part- time employees working nineteen (19) hours per week or less and permanent-intermittent employees may participate in the County Health or Dental plans(with the associated life insurance benefit)at the employee's full expense. b. Employee Contribution Deficiencies:The County's contributions to the Health Plan and/or Dental Plan premiums are payable for any month in which the 8 RESOLUTION NO. 2008/358 employee is paid. If an employee's compensation in any month is not sufficient to pay the employee share of the premium, the employee must make up the difference by remitting the unpaid amount to the Auditor- Controller. The responsibility for this payment rests solely with the employee. c. Leave of Absence: The County will continue to pay the County shares of health and/or dental plan premiums for enrolled employees who are on an approved paid or unpaid leave of absence for a period of thirty (30) days or more provided the employee's share of the premiums are paid by the employee. d. Coverage Upon Separation: An employee who separates from County employment is covered by his/her County health and/or dental plan through the last day of the month in which he/she separates. Employees who separate*from County employment may continue group health and/or dental plan coverage to the extent provided by the COBRA laws and regulations. 2.17 Family Member Eligibility Criteria: The following persons may be enrolled as the eligible Family Members of a medical or dental plan Subscriber: a. The Subscriber's Legal Spouse. b. The Subscriber's Qualified Domestic Partner. c. Children of the Subscriber, the Subscriber's spouse, or the Subscriber's Qualified Domestic Partner who are'unmarried and are: 1. Under 19 years of age. 2. Age 19 and over,who are dependent qualifying children as defined by the Internal Revenue Service in Publication 501. 3. Age 19 and over, disabled and incapable of sustaining employment due to a physical or metal disability that existed prior to the child's attainment of age 19, and who are qualifying dependent children as defined by the Internal Revenue Service in Publication 501. 4. Children who qualify as"dependent children"include natural children, step- children, adopted children, and any children specified in a Qualified Medical Support Order or similar court order. 2.13. Employees In Classifications Who Receive Health Care Coverage From CaIPERS 2.18 CalPERS Controls: The CalPERS health care program, as regulated by the Public Employees'Medical and Hospital Care Act(PEMHCA), regulations issued pursuant to PEMHCA,and the administration of PEMHCA by CalPERS,controls on all health plan issues for employees who receive health care coverage from 9 RESOLUTION NO. 2008/358 CaIPERS, including, but not limited to, eligibility, benefit plans, benefit levels, minimum premium subsidies, and costs. 2.19 Contra Costa Health Plan (CCHP): Because CCHP has met the minimum standards requred under PEMHCA and is approved as an alternative CalPERS plan option, employees and COBRA counterparts may elect to enroll in CCHP under the CalPERS plan rules and regulations. 2.20 CalPERS Health Plan Monthly Premium Subsidy: The County's subsidy to the CalPERS monthly health plan premiums are as provided below. The employee must pay any CalPERS health plan premium costs that are greater than the County's subsidies identified below. a. County Premium Subsidy Through December 31,2009. Through December 31, 2009, the County will pay a monthly premium subsidy for the CalPERS health plan chosen by the employee in an amount not to exceed eighty- seven percent(87%)of the PERS Bay Area/Sacramento Kaiser premium at each level (employee only, employee + one, employee + two or more). b. County Premium Subsidy On and After January 1, 2010. Beginning on January 1, 2010, and for each calendar year thereafter, the County will pay a monthly premium subsidy for each CalPERS health plan chosen by the employee that is equal to the actual dollar monthly premium subsidy that was paid by the County for calendar year 2009 for that plan, or the CalPERS statutory minimum employer monthly premium subsidy, whichever amount is greater. In no event will the subsidy paid by the County be more than 100% of the premium cost. The amount of the County subsidy that is paid for employees and eligible family members will thereafter be a set dollar amount and will not be a percentage of the CalPERS Bay Area/Sacramento Kaiser premium. If CalPERS changes the plans it offers, then the County's premium subsidy for the new plan(s) will not exceed the actual dollar equivalent of eight-seven percent (87%) of the PERS Bay Area/Kaiser premium at each level (employee only, employee + one, employee + two or more) as of December 31, 2009. 2.21 CalPERS Retirement Coverage: Government Code section 22892 applies to all employees in those classifications listed in Exhibit F. 2.22 CalPERS Premium Payments: Employee participation in any CalPERS health plan is contingent upon the employee authorizing, payroll deduction by the County of the employee's share of the premium cost. If an employee's compensation in any month(including during a leave of absence)is not sufficient to pay the employee's share of the premium, the employee must pay the difference to the Auditor-Controller. The responsibility for.this payment rests solely with the employee. 2.23 Dental Plan - CalPERS Participants: 10 RESOLUTION NO. 2008/358 a. Employees in the classifications listed in Exhibit 'F may participate in any available County Group Dental Plan. The County may change dental plan providers at anytime during the term of this resolution. b. Dental Plan Premium Subsidy: 1. Through December 31, 2009, the County's monthly premium subsidies for dental plan premiums are asset forth below. The employee will pay any dental plan premium costs that are greater than the County's premium subsidies set forth'beloW. L Dental with Health Plan: The County premium subsidy for those enrolled in a CalPERS Plan, other than the CCHP alternative, will be seventy-eight percent (78%) of the monthly dental plan premium. The County premium subsidy for those enrolled in the CalPERS Plan CCHP alternative will be ninety-eight percent (98%) of the monthly dental plan premium. ii. Dental only. Employees who elect dental coverage and who receive no health coverage from the County; including from CalPERS, will pay one cent ($.01) per month for dental only coverage. 2. The provisions of Section 2.12, subparts (b),(c), and (d), relating to the County subsidies for dental coverage apply on and after January 1, 2009. c. As to dental coverage only, the following Sections apply to all classifications listed in Exhibit F: Section 2.13 "Retirement Coverage," Section 2.14 "Calculation of Premiums," Section 2.15 "Layoff and Other Loss of Coverage," Section 2.16 "Health- Plan Coverages and Provisions," and Section 2.17 "Family:Member Eligibility Criteria." 2.C. All'Employees 2.24 Dual Coverage: a. On and after January 1, 2009, each employee and retiree may be covered only .by a single County health (or dental) plan, including a CalPERS plan. For example, a County employee may be covered under a single County health and/or dental plan as either the primary insured or the dependent of another County employee or retiree, but not as both the primary insured and the dependent of another,County employee or retiree. b. On and after January 1, 2009,.all dependents may be covered by the health and/or dental plan of only one spouse or one domestic partner. For example, when both husband and wife are County employees, all of their eligible children may be covered as dependents of either the husband or the wife, but not both. 11 RESOLUTION NO. 2008/358 c. For purposes of Section 2.24 only, "County"includes the County of Contra Costa and all special districts governed by the Board of Supervisors, including, but not limited to, the Contra Costa County Fire Protection District. 2.25 Life Insurance Benefit Under Health and Dental Plans: For employees who are enrolled in the County's program of medical or dental coverage as either the primary or the dependent, term life insurance in the amount of ten thousand dollars ($10,000) will be provided by the County. 2.26 Supplemental Life Insurance: In addition to the life insurance benefits provided by this resolution,employees may subscribe voluntarily and at their own expense for supplemental life insurance. Employees may subscribe for an amount not to exceed five hundred .thousand dollars ($500,000), of which one hundred thousand ($100,000)is a guaranteed issue, provided the election is made within the required enrollment periods. 2.27 Catastrophic Leave Bank:All employees are included in the Catastrophic Leave Bank and may designate a portion of accrued vacation, compensatory time, holiday compensatory time, or personal holiday credit to be,deducted from the donor's existing balances and credited to the bank or to a specific eligible employee. a. The County Human Resources Department operates a Catastrophic Leave Bank which is designed to assist any County employee who has exhausted all paid accruals due to a serious or catastrophic illness, injury, or condition of the employee or family member. The program establishes and maintains a Countywide bank wherein any employee who wishes to contribute may authorize that a portion of his/her accrued vacation, compensatory time, holiday compensatory time or personal holiday credit be deducted from those account(s) and credited to the Catastrophic Leave Bank. Employees may donate hours either to a specific eligible employee or to the bank. Upon approval, credits from the Catastrophic Leave.Bank maybe transferred to a requesting employee's sick leave account so that employee may remain in paid status for a longer period of time,thus'partially ameliorating the financial impact of the illness, injury or condition. Catastrophic illness or injury is defined as a critical medical condition, a long-term major physical impairment or disability that manifests itself during employment. b. The, plan is administered under the direction of the Director of Human Resources. The Human Resources Department is responsible for receiving and recording all donations of accruals and for initiating transfer of credits from the Bank to the recipient's sick leave' account. Disbursement of accruals is subject to the approval of a six(6)member committee composed of three (3) members appointed by the County Administrator and three (3) members appointed by the majority representative employee organizations. The committee will meet as necessary to consider all requests for credits and will make determinations as to the appropriateness of the request. The committee will determine the amount of accruals to be awarded for employees whose donations are non-specific. Consideration of all requests 12 RESOLUTION NO. 2008/358 by the committee will be on an anonymous requester basis. c. Hours transferred from the Catastrophic Leave Bank to a recipient will be in the form of sick leave accruals and will be treated as regular sick leave accruals. d'. ' To receive credits under this plan, an employee must have permanent status, have exhausted all time off accruals to a level below eight (8) hours total, have applied for a medical leave of absence, and have medical verification of need. e. Donations are irrevocable unless the donation to the eligible employee is denied. Donations may be made in hourly blocks with a minimum donation of not less than four (4) hours from balances in the vacation, holiday, personal holiday, compensatory time or holiday compensatory time accounts. Employees who elect to donate to a specific individual will have seventy-five percent (75%) of their donation credited to the individual and twenty-five percent (25%) credited to the Catastrophic Leave Bank. f. 'Time donated will be converted to a dollar value and the dollar value will be converted back to sick leave accruals at the recipient's base hourly rate when disbursed. Credits will not be on a straight hour-for-hour basis. All computations will be on a standard 173.33 basis, except that employees on : other than a forty (40) hour week will have hours prorated according to their status. g. Each recipient is limited to a total of one thousand forty (1040) hours or its equivalent per catastrophic event; each donor is limited to one hundred twenty (120) hours per calendar year. h. All appeals from either a donor or recipient will be resolved on a final basis by the Director of Human Resources. i. No employee has any entitlement to catastrophic leave benefits. The award of Catastrophic Leave is at the sole discretion of the committee, both as to amounts of benefits awarded.and as to persons awarded benefits. Benefits may be denied, or awarded for less than six(6)months. The committee may limit benefits in accordance with available contributions and choose from among eligible applicants on an anonymous basis those who will receive benefits, except for hours donated to a specific employee. In the event a donation is made to a specific employee and the committee determines the employee does not meet the Catastrophic Leave Bank criteria, the donating employee may authorize the hours to be donated to the bank or returned to the donor's account. The donating employee has fourteen (14) calendar days from notification to submit his/her decision regarding the status of their donation, or the hours will be irrevocably transferred to the Catastrophic Leave Bank. 13 RESOLUTION NO: 2008/358 j. Any unused hours transferred to a recipient will be returned to the Catastrophic Leave Bank. 2.28 Health Care Spending Account:After six(6)months of permanent employment, employees may elect to participate in a Health Care Spending Account (HCSA) Program designated to qualify for tax savings under Section 125 of the Internal Revenue Code, but such savings are not guaranteed. The .HCSA Program allows employees to set aside a predetermined amount of money from their pay, not to exceed five thousand dollars ($5,000) per calendar year, of before tax dollars, for health care expenses not reimbursed by any other health benefit plans. HCSA dollars may be expended on any eligible medical expenses allowed by.lnternal Revenue Code Section 125. Any unused balance is forfeited and cannot be recovered by the employee. 2.29 PERS Long-Term Care:The County will deduct and remit monthly premiums to the PERS Long-Term Care Administrator for employees who are eligible and voluntarily elect to purchase long-term care at their personal expense through the PERS Long-Term Care Program. 2.30 Dependent Care Assistance Program: The County offers the option of enrolling in a Dependant Care Assistance Program (DCAP) designed to qualify for tax savings under Section 129 of the Internal Revenue Code, but such savings are not guaranteed. The program allows employees to set aside up'to five thousand dollars ($5,000) of annual salary (before taxes) per calendar year to pay for eligible dependent care (child and elder care) expenses. Any unused balance is forfeited and cannot be recovered by the employee. 2.31 Premium Conversion Plan: The County offers the Premium Conversion Plan (PCP) designed to qualify for tax savings under Section 125 of the Internal Revenue Code, but tax savings are not guaranteed. The program allows employees to use pre-tax dollars to pay health and dental premiums. 2.32 Prevailing Section: To the extent that any provision of this Section (Section 2. Health, Dental, and Related Benefits) is inconsistent with any provision of any other County enactment or policy, including but not limited to Administrative Bulletins, the Salary Regulations, the Personnel Management Regulations, or any other resolution or order of the Board of Supervisors, the provision(s)of this Section (Section 2. Health, Dental, and Related Benefits) will prevail. 3. Personal Protective Equipment: The County will reimburse employees for safety shoes and prescription safety eyeglasses in those Management, Exempt and. Unrepresented classifications which the County Administrator has determined eligible for such reimbursement. 3.10 Safety Shoes. The County will reimburse eligible employees for the purchase and repair of safety shoes in an amount not to exceed two hundred seventy-five dollars($275)for each two(2)year period beginning on January 1, 2002. There is no limit on the number of shoes or repairs allowed. 14 RESOLUTION NO. 2008/358 3.11 Safety Eyeglasses. The County will reimburse eligible Management, Exempt and Unrepresented employees for prescription .safety eyeglasses which are approved by the County and are obtained from an establishment approved by , the County. 4. Mileage Reimbursement: The County will pay a mileage allowance for the use of personal vehicles on County business at the rate allowed by the Internal Revenue Service (IRS) as a tax deductible expense, adjusted to reflect changes in this rate on the date it becomes effective or the first of the month following announcement of the changed rate by the IRS, whichever is later. 5. Retirement Contribution: Pursuant to Government Code Section 31581.1,the County will pay fifty percent (50%) of the retirement contributions normally required of members. Employees are responsible for payment of the employee's contribution for the retirement cost-of-living program as determined by the Board of Retirement of Contra Costa County Employees' Retirement Association Without the County paying any part of the employee's share. The County will continue to pay the employer's share of the retirement cost-of-living program contribution. 6. 414H2 Participation: The County will continue to implement Section 414(h) (2) of the Internal Revenue Code which allows the County Auditor—Controller to reduce the gross monthly pay of employees by an amount equal to the employee's total contribution to the County Retirement System before Federal and State income taxes are withheld, and forward that amount to the Retirement system. This program of deferred retirement contribution will be universal and non-voluntary as is required by statute. 7. Training 7.10 Careen Development Training Reimbursement: All full-time employees (excluding attorney classes) are eligible for career development training reimbursement not to exceed seven hundred fifty dollars ($750)*per fiscal year. The reimbursement of training expenses includes books and is governed by any Administrative Bulletins on Travel or Training. 7.11 Management Development Policy: Employees are authorized to attend professional training programs, seminars, and workshops, during normal work hours at the discretion of their Department Head, for the purpose of developing knowledge, skills, and abilities, in-the areas of supervision, management, and County policies and procedures. Up to thirty (30) hours of such training time is recommended annually.., a. Departments are encouraged to provide for professional development training exceeding thirty (30) hours annually for people newly promoted to positions of direct supervision. b.` Priority is given to professional training programs offered through the Contra 15 RESOLUTION NO. 2008/358 Costa Training Institute. Other related and appropriate training/education resources approved by the department are also allowable. c. To encourage personal and professional growth, the County provides reimbursement for certain expenses incurred by employees for job-related training (required training and career development training/education). Provision for eligibility and reimbursement is identified in Administrative Bulletin 112.9. d. The Department Head is responsible for authorization of individual professional development reimbursement requests. Reimbursement is through the regular demand process with demands being accompanied by proof of payment (copy of invoice or canceled check). 8. Bilingual Pay Differential: A monthly salary differential will be paid to incumbents of positions requiring bilingual proficiency as designated by the Appointing Authority and the Director of Human Resources. The differential will be prorated for employees working less than full time and/or on an unpaid leave of absence during any given month. The differential is one hundred dollars ($100.00} per month. Designation of positions for which bilingual proficiency is required is the sole prerogative of the County, and such designations may be amended or deleted at any time. 9. Higher Pay for Work in a Higher Classification: The County Salary Regulations notwithstanding, when an employee is required to work in a higher paid classification, the employee will receive the higher compensation for such work, pursuant to the County Salary Regulations, plus any differentials and incentives the employee would have received in his/her regular position. Unless the Board has by Resolution otherwise specified, the higher pay entitlement will begin on the completion of the 40th consecutive hour in the assignment, retroactive to the beginning of the second full day of work in the assignment. 10.Workers' Compensation and Continuing Pay: For all accepted workers' compensation claims filed with the County during calendar year 2007, employees will receive eighty percent (80%) of their regular monthly salary during any period of compensable temporary disability not to exceed one (1) year. For all accepted workers' compensation claims filed with the County on or after January 1, 2008, employees will receive eighty percent (75%) of their regular monthly salary during any period of compensable temporary disability not to exceed one (1) year. Pay based on accepted workers' compensation claims filed before January 1, 2007, but after December 31,, 1999, will be paid as provided in Resolution No..2006/22.. Pay based on accepted workers' compensation claims filed before January 1, 2000, will be paid as provided in resolution No. 96/488. If workers' compensation benefits become taxable income, the County will restore the former benefit level, one hundred percent (100%) of regular monthly salary. 10.10 Waiting Period: There is a three (3) calendar day waiting period before workers' compensation benefits commence. If the injured worker loses any time on the date of injury, that day counts as day one (1) of the;waiting period. If the injured worker does not lose time on the date of the injury, the waiting period is the first three (3) days following the date of the injury. The time the employee is 16 RESOLUTION NO. 2008/358 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 fourteen (14) days. 10.11 Continuing Pay: A permanent employee will receive the applicable percentage of regular monthly salary.in lieu of workers' compensation during any period of 'compensable temporary disability not to exceed one year. "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 disability becomes medically permanent and stationary, the salary provided by this Section will terminate. No charge will be made against sick leave or vacation for these salary payments. Sick leave and vacation rights'do not accrue for those.periods during which continuing pay is received. Employees are entitled to a maximum of one (1) year of continuing pay benefits for any one injury or illness. Continuing pay begins at the same time that temporary workers' compensation benefits commence and continues until either the member is declared medically permanent/stationary, or until one (1) year of continuing pay, whichever comes first, provided the employee remains in an active employed status. Continuing pay is automatically terminated on the date an employee is separated from County service`by resignation, retirement, layoff, or the employee is no longer employed by the County. In these instances, employees will be paid workers' compensation benefits as prescribed by workers' compensation laws. All continuing pay must be cleared through the County Administrator's Office, Risk Management Division. 10.12 Physician Visits: Whenever an employee who has been injured on the job and .has returned to work is required by an attending physician to leave work for treatment during working hours, the employee is allowed time off, up to three(3) hours for such treatment, without loss of pay or benefits. Said visits are to be scheduled contiguous to either the beginning or end of the scheduled workday whenever possible. This provision applies only to injuries/illnesses that have been accepted by the County as work related. 10.13 Labor :Code §4850 Exclusion: The foregoing provisions for workers' compensation and continuing pay are inapplicable in the case of employees entitled to benefits under Labor Code Section 4850: 11. Other Terms and Conditions of Employment 11.10 Overtime Exempt'Exclusion: Employees in unrepresented, management, and' exempt classifications are overtime exempt and are not eligible for overtime pay, holiday .pay, overtime compensatory time, or holiday 17 RESOLUTION NO. 2008/358 compensatory time. Instead, these employees are awarded Annual Management Administrative Leave in recognition of,the extra burden their job responsibilities may sometimes place on their work schedules. However, unrepresented, management, and exempt employees may be made eligible for overtime pay if their names are placed on the Overtime Exempt Exclusion List by the County Administrator's Office. Employees on the Overtime Exempt Exclusion List.are authorized to receive overtime pay, only. These employees are NOT eligible for holiday pay, overtime compensatory time,or holiday compensatory time. Employees on the Overtime Exempt Exclusion List are also NOT eligible for Annual Management Administrative Leave for r the quarter they are on the Overtime Exempt_ Exclusion List. The policies and procedures for the Overtime Exempt Exclusion List are set forth in the . County Administrator's memo of November 6, 2002, as may be amended. Employees may be approved for placement on the Overtime Exempt Exclusion List if and when they are assigned to a special or temporary project or task that requires persistent, excess work hours,without relief from their regular job duties. Overtime pay will not be authorized as a means to address normal.staffing or operational issues'. 11.11 Overtime: Employees on the Overtime Exempt Exclusion List will be compensated at one and one-half (1.5) times their base rate of pay (excluding differentials) for authorized work exceeding eight (8) hours in a day or forty (40) hours in a week. 11.12 Length of Service Credits: Length of service credit dates from the beginning of the last period of continuous County employment, including temporary, provisional and permanent status and absences on an approved leave of absence; except that when an employee separates from a permanent position in good standing and is subsequently re-employed in a permanent County position within two (2) years from the date of separation, the period of separation will be bridged. Underthese circumstances,the service credits will include all credits accumulated at the time of separation but will not include the period of separation. The service credits of an employee are determined from employee status records', maintained by the Human Resources Department.. , 11.13 Mirror Classifications: As determined in the sole discretion of the Director of Human Resources, employees in unrepresented job classifications that mirror Management, represented or unrepresented job classifications may receive the salary and fringe benefits that are received by employees in the mirror classification. 11.14 Deep Classes: No provision of this Resolution regarding terms and conditions of employment supersedes.any provision of any Deep Class Resolution. 18 RESOLUTION NO. 2008/358 11.15 Administrative Provisions: The County Administrator may establish guidelines, bulletins or directives as necessary to further define or implement the provisions of this resolution. II. BENEFITS FOR MANAGEMENT AND EXEMPT EMPLOYEES Management and Exempt employees will receive the benefits set forth in Part I and also the following additional benefits: 12. Management Longevity Pay: 12.10 Ten Years of Service: a. Employees who have .completed ten (10) years of service for the County are eligible to receive a two and one-half percent (2.5%) longevity differential effective on the first day of the month following the month in which the employee qualifies for the ten (10) year service award. b. In lieu of subsection a, employees in positions ineligible to receive vacation or sick leave accruals or;to convert a portion of those accruals to cash under the terms of this Resolution are eligible to receive a.five percent (5%) longevity differential upon the completion of ten years of service effective on the first day of the month following the month in which the employee qualifies for the ten (10) year service award. c. Effective July 1, 2006, this section does not apply to employees eligible to receive the Longevity Differential for Specified Nursing Management Classes (Part 4, section 69.) d. Effective April 1, 2007, this section does not apply to members of the Board of Supervisors,except those members who were receiving this benefit as of March 31, 2007. e. Effective November 1, 2007, for employees who were employed by Contra Costa County, became employees of the Contra Costa Superior Court by operation of law, and thereafter are-rehired by Contra Costa County in the classification of District Attorney Manager of Law Offices (JJGE), eligibility for this longevity differential will be determined by adding together all service time with Contra Costa County and all service time with the Contra Costa Superior Court. If this sum is more than ten (10)years, this longevity differential will only be paid prospectively from the date the employee is rehired by Contra Costa County. 12.1,1 Fifteen Years of Service: a. Employees who have completed fifteen (15)years of service for the County are 19 RESOLUTION NO. 2008/358 eligible to receive an additional two and one-half percent (2.5%) longevity differential effective on the first day of the month following the month in which the employee qualifies for the fifteen (15) year service award. For employees who completed fifteen (15) years of service on or before January 1, 2007, this longevity differential will be paid prospectively only from January 1, 2007. b. In lieu of subsection a, employees in positions ineligible to receive vacation or sick leave accruals or to convert a portion of those accruals to cash under the terms of this Resolution are eligible to receive an additional two and one-half percent(2.5%)longevity differential upon the completion of fifteen (15)years of service effective on the first day of the month following the month in which the employee qualifies for the fifteen (15)year service award. For employees who completed fifteen years of service on or before January 1, 2007, this longevity differential will be paid prospectively only from January 1, 2007. c. This section does not apply to employees eligible to receive the Longevity Differential for District Attorney Law Enforcement Management(Part4, section 40,) the Longevity Differential for Sheriff's Law Enforcement Management(Part 4, section 52,) or the Longevity Differential for Specified Nursing Management Classes (Part 4, section 68.) d. Effective April 1, 2007, this section does not apply to members of the Board of Supervisors,except those members who were receiving this benefit as of March 31, 2007. e. Effective November 1, 2007, for employees who were employed by Contra Costa County, became employees of the Contra Costa Superior Court by operation of law, and thereafter are rehired by Contra Costa County in the classification of District Attorney Manager of Law Offices (JJGE), eligibility for this longevity differential will be determined by adding together all service time with Contra Costa County and all service time with the Contra Costa Superior Court. If this sum is more than fifteen (15) years, this longevity differential will only be paid prospectively from the date the employee is rehired by Contra Costa County. 13. Deferred Compensation Incentive:The Countywill contribute eighty-five dollars($85) per month to each employee who participates in the County's Deferred Compensation Plan. To be eligible for this Deferred -Compensation Incentive, the employee must contribute to the deferred compensation plan as indicated below. Employees with Qualifying Base Monthly Contribution Required Current Monthly Contribution to Maintain Incentive Program Salary of: Amount Eligibility 20 RESOLUTION NO. 2008/358 $2,500 and below $250 $50 $2;501 3,334 $500 $50 $3,335—4,167 $750 $50 $4,168— 5,000 $1,000. $50 $5;001 —5,834 $1,500 $100 $5,835—6,667 $2,000 $100 $6,668 and above $2,500 $100 Employees who discontinue contributions or,who contribute less than the required amount per month for a period of one(1)month or more will no longer be eligible for the eighty-five dollar ($85) Deferred Compensation Incentive. To reestablish eligibility, employees must again make a Base Contribution Amount as set forth above based on current monthly salary. Employees with a break in deferred compensation contributions either because of an approved medical leave or an approved financial hardship withdrawal will not be required to reestablish eligibility. Further, employees who lose eligibility due to displacement by layoff, but maintain contributions at the required level and, are later employed in an eligible position, will not be required to reestablish eligibility. 14. Annual Management Administrative Leave: A. On January .1St of each year, full-time unrepresented, management, and exempt employees in paid status will be credited with seventy (70) hours of paid Management Administrative Leave. This time is non-accruable and all balances will be zeroed out on December 31 of each year. B. Permanent part-time employees are eligible for Management Administrative Leave on a prorated basis, based upon their position hours. Permanent-intermittent employees are not eligible for Management Administrative Leave. C. Employees appointed (hired or promoted) to unrepresented, management, or exempt positions are eligible for Management Administrative Leave on the first day of the month following their appointment date and will receive Management Administrative Leave on a prorated basis for that first year. D. Unrepresented, management, and exempt employees on the.Overtime Exempt Exclusion List are authorized to receive overtime pay;therefore,their Management Administrative Leave will be reduced by 25%each time the employee is on the List. The 25% reduction will be deducted from the employee's current leave balance, but if there is no balance, it will be deducted from future awarded Annual Management Administrative Leave. This section does not apply to the unrepresented, management, and exempt attorneys of the Offices of the District Attorney, County Counsel, and Public Defender. (See Section 34.) 15. Management Life Insurance: Employees are covered at County expense by term life insurance in the amount of fifty seven thousand dollars ($57,000) in addition to the insurance provided.under Section 2.12. 21 RESOLUTION NO. 2008/358 16. Vacation Buy Back: A. Employees may elect payment of up to one-third (1/3) of their annual vacation accrual, subject to the following conditions: (1) the choice can be made only once in each calendar year; (2) payment is based on 'an hourly rate determined by dividing the employee's monthly salary by 173.33; and (3)the maximum number of vacation hours that may be paid in any calendar year is one-third(1/3)of the annual accrual. B. Where a lump-sum payment is made to employees as a retroactive general salary adjustment for a portion of a calendar year that is subsequent to the exercise by an employee of the vacation buy-back provision herein;that employee's vacation buy- back will be adjusted to reflect'the percentage difference in base pay rates upon which the lump-sum payment was computed, provided that the period covered by the lump-sum payment includes the effective date of the vacation buy-back. 17. Professional Development Reimbursement: Employees (excluding Department Heads, their Chief Assistant(s), Engineering Managers, and all Attorney classes) are eligible for reimbursement of up to six hundred twenty-five dollars ($625)for each two (2) year period beginning on January 1, 1999, for memberships in professional organizations,subscriptions to professional publications;attendance fees at job-related professional development activities and purchase of job-related computer hardware and software (excludes automation connectivity, support, nor subscription fees) from a standardized County-approved list or with Department Head approval, provided each employee complies with the provisions of the Computer Use and Security Policy adopted by the Board of Supervisors and the applicable manuals. In order to receive reimbursement, the employee must have been in an eligible classification when the expense was incurred. Each professional development reimbursement request must be approved by the Department Head and submitted through the regular demand process. Demands must be accompanied by proof of payment (copy of invoice or receipt). Certification regarding compliance with the County's computer use and security policy may be required. Questions regarding appropriateness of request will be answered by the Office of the County Administrator. 18. Sick Leave Incentive Plan: Employees may be eligible for a payoff of a part of unused sick leave accruals at separation. This program is an incentive for employees to safeguard sick leave accruals as protection against wage loss due to time lost for injury or illness. Payoff must be approved by the Director of Human Resources, and is subject to the following conditions: A. The employee must have resigned in good standing. B. Payout is not available if the employee is eligible to retire. C. The balance of sick leave at resignation must be at least seventy percent(70%) of accruals earned in the preceding continuous period of employment excluding 22 RESOLUTION NO. 2008/358 any sick leave use covered by the Family and Medical Leave Act, the California Family Rights Act, or the California Pregnancy Disability Act. D. Payout is by the following schedule: Years of Payment Payment of Unused Sick Continuous Service Leave Payable 3 — 5 years 30% 5 —7 years 40% 7 plus years 50% E. No payoff will be,made pursuant to this section unless the Contra Costa County Employees' Retirement Association has certified that an employee requesting a sick leave payoff has,terminated membership in, and has withdrawn his or her contributions from, the Retirement Association. F. It is the intent of the Board of Supervisors that payments made pursuant to this section are in lieu of County retirement benefits resulting from employment by this County or by Districts governed by this Board. 19. Video Display Terminal (VDT) Users Eye Examination: Employees are eligible to receive an annual eye examination on County time and at County expense provided that the employee regularly uses a video display terminal at least an average of two (2) hours per day as certified by their department. Employees certified for examination under this program must make their request through the Benefits Service Unit of the County Human Resources Department. Should prescription VDT eyeglasses be prescribed for the employee following the examination, the County agrees to provide, at no cost, basic VDT eye wear consisting of a ten dollar ($10) frame and single, bifocal or trifocal lenses. Employees may, through individual arrangement between the employee and the employees' doctor and solely at the employee's expense, include blended lenses and other care, services or materials not covered by the Plan. 20. Long-Term Disability Insurance: The County will continue in force the Long-Term Disability Insurance program with a replacement limit of eighty-five (85%) of total monthly base earnings reduced by any deductible benefits. III. BENEFITS FOR ELECTED AND APPOINTED DEPARTMENT HEADS Department Heads will receive the benefits set forth in Part I and Part II and the following additional benefits: 21. Executive Automobile Allowance: Except as provided in Subsection D, the County Administrator and the following appointed Department Heads and elected Department Heads are eligible to receive'a monthly automobile allowance plus mileage for miles driven outside Contra Costa County at the rate per mile allowed by the Internal Revenue Service (IRS)as a deductible expense. Receipt of the automobile allowance 23 RESOLUTION NO. 2008/358 -means that the .recipients must furnish a private automobile for County business. Allowance is made as follows: . A. County Administrator= $600 per month B. Elected Department Heads = $600 per month Assessor District Attorney Auditor—Controller Clerk—Recorder Treasurer—Tax Collector C. Appointed Department Heads = $600 per month Agricultural Commissioner/Director of Weights and Measures Chief Assistant County Administrator County Counsel County Librarian County Probation Officer. County Veteran's Service Officer County Welfare Director Director of Animal Services Director of Building Inspection Director of Child Support Services Director of Community Development Director of General Services Director of Health Services Director of Human Resources ' Director of Information Technology LAFCO Director Public Defender Public Works Director Retirement Administrator D. Sheriff-Coroner= $500 per month,plus mileage for miles driven inside and outside Contra Costa County. E. If use of a County vehicle is temporarily required as a result of an emergency such as an accident or mechanical failure to the recipient's personal automobile,with the approval of the General Services Department, a County vehicle may be utilized. The General Services Departmentwill charge the recipient's department for the cost of the County vehicle usage consistent with County Policy. 22. Executive Life Insurance: In lieu of the insurance; provided under Section 15, Department Heads are covered at County expense by term life insurance in the amount of sixty thousand dollars ($60,000) additional to the insurance provided under Section 2.12. 23. Executive Professional Development Reimbursement: Department Heads and those chief assistants listed in Exhibit E (excluding Attorney classes) are eligible for reimbursement of up to nine hundred twenty-five dollars ($925) for each two (2) year 24 RESOLUTION NO. 2008/358 period beginning January 1, 1999 for memberships in professional organizations, subscriptions to professional organizations, subscriptions to professional publications, attendance fees atjob-related professional development activities,and purchase of job- related computer hardware and software, such as blackberries, I-phones, and treos (excluding automation connectivity, support, or subscription fees)from a standardized County-approved list or with Department Head approval, provided each employee complies with the provisions of the Computer Use and Security Policy adopted by the Board of Supervisors and the applicable manuals. In order to receive reimbursement, the employee must have been in an eligible classification when the expense was incurred. Each executive professional development reimbursement request must be approved by the Department Head and submitted through the regular demand process. Demands must be accompanied by proof of payment (copy of invoice or receipt). Certification regarding compliance with the County's computer use and security policy may be required. Questions regarding appropriateness of request will be answered by the Office of the County Administrator. 23.1 Executive Advanced Notice Differential: An Appointed,Department Head or an eligible key executive employee who gives the appointing authority and the County ` Administrator 12 months'advance written notice of his or her voluntary separation from County employment is eligible for a differential of two percent (2%) of his or her base rate of pay for each month from the first day of the month following the month in which notice is given until the date of separation, but not to exceed 12 months. The differential will be paid in a single lump sum upon separation from County employment, subject to the usual tax withholding and retirement deductions. If the Appointed Department Head or eligible key executive employee later changes his or her separation date, he or she will be ineligible for the differential, unless the separation date was changed at the written request of the appointing authority. The eligible key executive employee positions will be identified in a subsequent resolution and will only be eligible for this benefit pros"pectively after the adoption of the subsequent resolution. 24. Appointed Department Heads:The Appointed Department Heads are the Agricultural Commissioner/Director of Weights and Measures, Chief Assistant County Administrator, County Counsel, County Librarian, County Probation Officer, County Veteran's Services Officer, County Welfare Director, Director of Animal Services, Director of Building Inspection, Director of Child Support Services, Director of Community Development, Director of General Services, Director of Health Services, Director of Human Resources, Director of Information Technology, Public Defender, Public Works Director, and Retirement Administrator. 25. Elected Department Heads: The Elected Department Heads are the Assessor, Auditor—Controller, Clerk—Recorder, District Attorney—Public Administrator, Sheriff—Coroner, and Treasurer—Tax Collector. . 26. Elected Department Head Benefits: Elected Department Heads will receive only the 25 RESOLUTION NO. 2008/358 following benefits under Parts I, II, and III, together with such benefits as may be authorized under Part IV: A. The benefits provided under Part I, Sections 2.10,2.11,2.12,2.13,2.14,2.15,2.16, 2.17, 2.19, 2.20, 2.21, 5, 6, 7, 8, 10, and 11.12. B. The benefits provided under Part II, Sections 12, 13, and 20. C. As compensation for not accruing paid vacation credit, in addition to the benefits of Part 11, Section 13, twelve thousand dollars ($12,000) as a deferred compensation contribution will be added to the elected department head's deferred compensation account effective July 1 of each year(commencing July 1,2007). If after July 1, but prior to June 30 of the next succeeding year,for any reason,the elected department head's occupancy of office terminates and/or expires,the elected department head is entitled to an additional deferred compensation account contribution prorated from July 1*to include the time period the elected department head served prior to the next June 30. Further, if, for any reason, all or part of such deferred compensation cannot be paid into a deferred compensation account the elected department head is entitled to an equivalent lump-sum payment. None of the County's twelve thousand dollar ($12,000) contribution may be used to establish eligibility and qualification to receive the additional eighty-five dollars ($85)monthly Deferred Compensation Incentive contribution otherwise provided by the County. D. The benefits provided under Part III, Sections 21, 22, and 23. IV. SPECIAL BENEFITS FOR MANAGEMENT EMPLOYEES BY DEPARTMENT OR CLASS 27. Accounting Certificate Differential: Incumbents of Management professional accounting, auditing or fiscal officer positions who possess one of the following certifications in good standing will receive a differential of five percent (5%) of base monthly salary: (1)Avalid Certified Public Accountant(CPA)license issued bythe State of California, Department of Consumer Affairs, Board of Accountancy; (2) a Certified Internal Auditor (CIA) certification issued by the Institute of Internal Auditors; (3) a Certified Management Accountant (CMA) certification issued by the Institute of Management Accountants; or (4) a Certified Government Financial Manager (CGFM) certification issued by the Association of Government Accountants. 28. Agriculture Department Differential: The classes of Deputy Sealer Weights/Measure (BWHA) and Deputy Agricultural Commissioner (BAHA) will receive a differential of three and one-half percent (3.5%) of base monthly salary for possession of either a valid Commissioner License or a valid Sealer of Weights and Measures License. 29. Angiogram Differential: Employees in the classes of Diagnostic Imaging Manager (V8HB) and Assistant Diagnostic Imaging Manager ,(V8HC) when performing an angiogram other than on day shift, Monday through Friday, will be additionally compensated at a flat rate of five hundred dollars ($500) per procedure. 30. Animal Services Search Warrant: Employees in the Management classes of Deputy 26 RESOLUTION NO. 2008/358 Director of Animal Services (BJDF) and Animal Services Lieutenant (BJHB) will be compensated for time spent in assisting law enforcement agencies in the serving of search warrants; The amount of special compensation per incident is one hundred dollars ($100) and it will continue to be equal to that paid to Animal Services Officers for performing this duty. Only employees involved in actual entry team activities will be so compensated. The department continues to retain the sole right to select and assign personnel to such search warrant duty. 31. Animal Services UniformAllowance: The uniform allowance for employees in the Management classifications of Animal Services Lieutenant(BJHB)and Deputy Director of Animal Services (BJDF) is eight hundred dollars ($800) effective July 1, 2001, payable one-twelfth (1/12) of the yearly total in monthly pay warrants. Any other increase in the Uniform Allowance, which may be granted to Animal Services Officers while this Resolution is in effect, is granted to the Animal Services Management classes. 32. Attorney Fixed—Term Classes: A. The following Fixed—Term attorney classes are ineligible for the Management Benefits listed in.(B) below. Deputy District Attorney—Fixed Term (2KWD) Deputy District Attorney—Fixed Term Flat Rate (2KWF) B. Excluded Benefits are as follows: 1. Management two and one-half percent(2.5%)Longevity Pay Plan(Section 1.2). 2., Annual Management Administrative Leave (Section 14). 3. Management Attorney Administrative Leave (Section 34). 4. Management Life Insurance (Section 15) 5. Management Long-Term Disability (Section 2.17). 6. Annual Vacation Buy-Back (Section 16). 7.' Attorney Professional Development Reimbursement(Section 35): fifty percent (50%) of the benefit is available on January 1 and fifty percent (50%) is available on July 1. C. Employees in the Fixed-Term Attorney classes will be credited with forty(40) hours paid administrative leave each January 1, subject to the provisions of Section 14. 33. Attorney State Bar Dues: The County will reimburse employees'in the classes listed in Section 34 for California State Bar Membership dues (but not penalty fees) and, if annually.approved in.advance by the Department Head, fees for criminal and/or civil specialization. 34. Attorney Management Administrative Leave: A. On January 1s' of each year, full time unrepresented, management, and exempt attorneys in paid status in the Offices of the District Attorney, County Counsel, 27 RESOLUTION NO. 2008/358 Public Defender, and Child Support Services, excluding fixed-term and contract attorneys, will be credited with eighty (80) hours of Management Administrative Leave. Management Administrative Leave must be used during the calendar year in which it is credited and any unused.hours may not be carried forward. B. Attorneys appointed between January 1St and June 30th, inclusive, are eligible for eighty (80) hours of Management Administrative Leave on the first succeeding January 1St and annually thereafter. Attorneys appointed on or after July 1" are eligible for sixty (60) hours of Management Administrative Leave on the first succeeding January 1St:and are eligible for eighty (80) hours annually thereafter. C. Permanent part time attorneys are eligible for Management Administrative Leave on a,prorated basis, based upon their position hours, beginning on,January 1 It following their appointment and in the same proportion on each January 1s' thereafter. Permanent-intermittent attorneys are not entitled to Management Administrative Leave. Any attorney on a leave of absence will have his/her Management Administrative Leave hours pro rated 1upon his/her return. D. Unrepresented, management, and exempt attorneys on the Overtime Exempt Exclusion List are authorized to receive overtime pay;therefore,their Management Administrative Leave will be reduced by 25% each time the attorney is on the List. The 25% reduction will be deducted from the employee's current leave balance, but if there is no balance, it will be deducted from future awarded Management Administrative Leave. 35. Attorney Professional Development Reimbursement: The'County will reimburse employees in the below-listed Management attorney classifications up to a maximum of seven hundred dollars ($700) each fiscal year for the following types of expenses: A. Purchase of job-related computer hardware and software. B. Membership dues in legal professional associations. C. Purchase of legal publications. D. Training and travel costs for job-related educational courses. E. Legal on-line computer services. Any unused accrual may be carried forward to the next fiscal year up to a maximum of eight hundred dollars ($800). The eligible classes areas follows: 28 RESOLUTION NO. 2008/358 Assistant County Counsel Chief Trial Deputy Public Defender Assistant,County Counsel-Exempt Deputy District Attorney-Basic Level* Assistant'Public Defender Deputy District Attorney-Advanced Assistant Public Defender-Exempt Public Defender Asst. Chief Deputy District Atty-Exempt ., Senior Deputy District Atty-Exempt Chief Deputy District Attorney-Exempt Supervising Attorney•- Child Support Chief Asst. County Counsel-Exempt Services Chief Asst. Public Defender- Exempt Attorney -Advanced Child Support County Counsel Services Civil Litigation Attorney-Deep Class Attorney - Basic Child Support Services Deputy County Counsel-Deep Class Attorney - Entry Child Support Services Deputy County Counsel Senior Financial Counsel - Exempt District Attomey-Public Admin. *Prorated on a monthly basis 36. Assessor Education Differential: Employees in the Management classes of Principal Appraiser (DADC), Supervising Appraiser (DAHC), Supervising Auditor-Appraiser (DRNA), Assistant County Assessor (DABA) and Assistant County Assessor-Exempt (DAB1) is entitled to a salary differential of two and one-half percent (2.5%) of base monthly salary for possession of a certification for educational achievement from at least one of.the following: A. American Institute of Real Estate Appraisers Residential Member designation. B. State Board of Equalization Advanced Appraiser Certification. C. International Association of Assessing Officers Residential Evaluation Specialist. D. Society.of Auditor-Appraiser Master Auditor-Appraiser designation. E. Society of Real Estate Appraisers Senior Residential Appraiser designation. F. Any other certification approved by the County Assessor and the Director of Human Resources. . 37. Assessor Mileage Reimbursement: Effective October 1, 1999, in lieu of additional mileage reimbursement,' the salaries of the Supervising Appraiser (DAHC) and Supervising Auditor-Appraiser (DRNA) classifications are increased by one (1) level. Beginning January 1, 2000,.mileage allowance for use of their personal vehicles on County business will beipaid at the rate allowed by the Internal Revenue Service. 38. Certified Elections/Reg istration Administrator Certification Differential:Employees in the classification of Clerk-Recorder(ALA1)are entitled to receive a monthly differential in the amount of five percent (5%) of base monthly:salary for possession of a valid „29 RESOLUTION NO. 2008/358 Certified Elections/Registration Administrator Certificate.issued by The Election Center- Professional Education Program. Verification of eligibility is by the County Administrator or designee. Eligibility for receipt of the differential begins on the first day of the month following the month in which the County Administrator verifies eligibility. 39. District Attorney Inspectors Longevity Pay: Incumbents of the classes of District Attorney Chief of Inspectors—Exempt(6KD1), District Attorney Lieutenant of Inspectors (6KNB), and lieutenant of Inspectors—Welfare Fraud (6KWG) are eligible for a differential of five percent(5%)of base monthly salary when the following conditions are satisfied: The employee has (1) four (4) years of experience as a peace officer with Contra Costa County; (2)fifteen (15)years of P.O.S.T. experience; and (3)has reached the age of thirty-five (35). 40. District Attorney Inspector P.O.S.T.: Incumbents of the classes of District Attorney Lieutenant of Inspectors (6KNB), District Attorney Lieutenant of Inspectors—Welfare Fraud (6KWG) and District Attorney Chief of Inspectors-Exempt (6KD1)who possess the appropriate certificates beyond the minimum P.O.S.T.qualifications required in their class may qualify for one of the following career incentive allowances; A. A career incentive allowance of two and one-half percent (2.5%) of base monthly salary will be paid to DA Lieutenant of Inspectors and DA Lieutenant of Inspectors- Welfare Fraud for the possession of an Advanced P.O.S.T. certificate. This allowance will be paid to the DA Chief of Inspectors-Exempt for possession of a Management and/or Executive P.O.S.T. Certificate. B. A career incentive allowance of five percent(5%)of base monthly salary will be paid to DA Lieutenant of Inspectors and DA Lieutenant of Inspectors—Welfare Fraud for possession of an Advanced P.O.S.T. certificate and an approved Baccalaureate Degree. This allowance will be paid to the DA Chief of Inspectors for possession of a Management and/or Executive P.O.S.T. certificate and possession of an approved Baccalaureate Degree. C. A career incentive allowance of seven and one-half percent(7.5%)of base monthly salary will be paid to DA Lieutenant of Inspectors and DA Lieutenant of Inspectors—Welfare Fraud for the possession of an Advanced P.O.S.T. certificate and possession of an approved Master's Degree. This allowance will be paid to the DA Chief of Inspectors—Exempt for possession of an approved Management and/or Executive P.O.S.T. certificate and possession of an approved Master's Degree. No contining education is required in order to be entitled to any of the foregoing allowances. 41. District Attorney Investigator - Safety Employees Retirement Tier: Contribution Toward Cost of Enhanced Retirement Benefit : 41:10 Retirement Tier. The retirement formula of "3 percent at 50" applies to employees in the classifications set forth in Subsection 41.12, below. The cost of living adjustment (COLA) to the retirement allowances of these employees will not exceed three percent (3%) per year. The final compensation of these employees will be based on a twelve (12) month salary average. Each employee will pay nine percent(9%)of his or herretirement base to pay part of the employer's contribution for the cost of these safety. retirement benefits. 30 RESOLUTION NO. 2008/358 Such'payments will be made on a pre-tax basis in accordance with applicable tax laws. "Retirement base" means base salary and other payments, such as salary differential and flat rate pay allowances, used to compute retirement deductions. 41.11 Employees with more than 30 years of Service. Commencing on July 1, 2007, eligible employees in the classifications set forth in Subsection 41.12, below, and designated by the Contra Costa CountyEmployees'Retirement Association as safety members with credit for more than thirty (30) years of continuous service as safety members, will not make payments from their retirement base to pay part of the employer's contribution towards the cost of the safety retirement benefit. 41.12 Eligible Employees. This section applies only'to the following classifications: District Attorney Chief of Inspectors-Exempt (6KD1)- District Attorney Lieutenant of Inspectors (6KNB) Lieutenant of Inspectors-Welfare Fraud (6KWG) 42. Employment and Human Services Division Manager Differential: Employees in the classification of Employment and Human Services Division Manager- Project (XAD1) are eligible to receive a 5% salary differential for a special project assignment. The qualifying special project must involve executive leadership,management,oversight,and supervision of operational division managers. The employee must be assigned to the qualifying special project by the Director of Employment and Human Services and the Director must approve the differential. The duration of the differential may not exceed twenty four (24) months, even if the special project assignment is longer. When approved, the differential will become effective on the first day of the following month. No more than two (2) employees may receive this differential at the same time, even though there may be more than two (2) special project assignments. 43. Engineer Continuing Education Allowance: Public Works employees in the classifications of Associate Civil Engineer(NKVC),Assistant County Surveyor(NSGA), Engineering Technician Supervisor—Construction (NSHE), Engineering Technician Supervisor—Land Surveyor (NSHD), Engineering Technician Supervisor—Materials Testing (NSHC), Deputy Public Works Director-Exempt (NADO) Senior Civil Engineer (NKHA), Senior Traffic Engineer (NKHB), Senior Hydrologist (N9HC) and Supervising Civil Engineer(NKGA)are eligible to receive a one year Continuing Education Allowance of two and one-half percent(2.5%)of base monthly salary if they complete at least(60) hours of approved education or training or at least three (3)semester units of approved college credit or approved combination thereof, subject to the following conditions. A. The specific education or training must be submitted in writing by the employee to the Public Works Director or his designee prior to beginning the course work. B. The education or training must be reviewed and approved in advance by the Public Works Director or his designee as having a relationship to the technical or managerial responsibilities of the employee's current or potential County job classifications. 31 RESOLUTION NO. 2008/358 C. Employees who qualify for this allowance do so for a period of only twelve (12) months, commencing on the first day of the month after proof of completion is received and approved by the Public Works Director or his designee. This allowance automatically terminates at the end of the twelve(12) month period. 44. Engineer Professional Development Reimbursement: Employees in the classification of Engineering Managers will be allowed reimbursement for qualifying professional development expenses and professional engineering'license fees required by the employee's classification up to a total of seven hundred dollars ($700) for each two (2) year period,beginning on January 1, 2000. Effective July 1, 2007, the allowable reimbursement amount will be increased by one hundred fifty dollars ($150) for a total of eight hundred fifty dollars ($850). Effective on January 1, 2008, Engineering Managers will be allowed reimbursement for qualifying professional development expenses and professional engineering license fees, required by the employee's classification up to a total of nine hundred dollars ($900)for each two (2) year period. Allowable expenses include the following activities and materials directly related to the profession in which the individual is engaged as a County employee: A. Membership dues to professional organizations. B. Registration fees for attendance at professional meetings, conferences and seminars. C. Books, journals and periodicals. D. Tuition and text book reimbursement for accredited:college or university classes. E. Professional license fees required by the employee's classification. F. Application and examination fees for registration as a professional engineer, architect or engineer-in-training. G. Certain job-related instruments,job-related computer hardware and software from a standardized County approved list or with Department Head approval, provided each Engineer complies with the provisions of the Computer Use and Security Policy adopted by.the Board of Supervisors and the applicable manuals. In order to receive reimbursement, the employee must have been in an eligible classification when the expense was incurred. In order to receive reimbursement for the 2004-2005 period, the expense must have been incurred during the period beginning January 1,2004,through December 31,2005. Individual professional development reimbursement requests require the approval of the Department Head. Reimbursement occurs through the regular demand process with demands being accompanied by proof of payment (copy'of invoice or canceled check). 32 RESOLUTION NO. 2008/358 45. Engineer Structural Registration Differential: Incumbents of the management classes of Structural Engineer-Building Inspection (NESB), Senior Structural Engineer- Building Inspection(NEVB),Supervising Structural Engineer-Building Inspection(FADB), and Principal Structural Engineer-Building Inspection (NCHA), employed in the County Building Inspection Department who possess a valid Certificate of Authority to use the title "Structural Engineer' issued by the California State Board of Registration for Professional Engineers, are entitled to receive a differential of five percent (5%) of the base monthly.salary. 46. Library Department Holidays: For all management and unrepresented employees in the County Library Department, the day after Thanksgiving is deleted as a holiday and the day before Christmas is added as a holiday: 47. Nursing Shift Coordinator,Staff Nurse-Per Diem,and Staff Advice Nurse-Per Diem Holiday Pay: Permanent full time, permanent part-time and permanent-intermittent employees in the classification of Nursing Shift Coordinator (VWHH), who work on a holiday, are entitled to receive their choice of overtime pay or compensatory time credit for all hours worked, up to a maximum of eight (8) hours. Employees in the classifications of Nursing Shift Coordinator-Per Diem (VWHD), Staff Nurse- Per Diem (VWWA), and Staff Advice Nurse - Per Diem (VWXF), who work on a holiday, will be compensated at one and one-half(1.5)times the hourly rate for all hours worked, up to a maximum of eight (8) hours. This provision is effective on November 1, 2006. 48. Staff Nurse-Per Diem and Staff Advice Nurse-Per Diem Overtime Pay: Employees in the classifications of Staff Nurse-Per Diem and Staff Advice Nurse-Per Diem,who are unrepresented and paid on an!hourly basis, will be compensated at the rate of one and one-half (1.5) times their base rate of pay (excluding differentials) for authorized work in excess of eight (8) hours in a day. .49. Staff Nurse-Per Diem Differentials: Effective September 1, 2003, employees in the classification of Staff Nurse-Per Diem, who are unrepresented and paid on an hourly basis, are eligible for the following differentials under the stated circumstances: 1. Evening Shift. An employee who works an evening shift of four (4) hours or more between the hours of 5:00 p.m. and 11:00 p.m. will be paid a shift differential of twelve percent (12%) of,the employee's base rate of pay. 2. Night Shift. An employee who works a night shift of four (4) hours or more between the hours of 11:00 p.m. and 8:00 a.m. will be paid a shift differential of fifteen percent (15%) of the employee's base rate of pay. 3. Detention Facility Assignment. An employee who works in a County Detention Facility(including Martinez,West County, Marsh Creek, Byron Boys Ranch,and Juvenile Hall)will be paid a differential often percent (10%) of the employee's base rate of pay. 4. Emergency Department Differential. An employee who works in the Emergency Department of Contra Costa Regional Medical Center will be paid a differential of five percent (5%) of the employee's base rate of pay. 33 RESOLUTION NO. 2008/358 5. Code Gray/STAT Team' Differential. An employee who is assigned by administration to respond to emergency Code Gray calls as a member of the STAT Team will be paid a differential of ten percent (10%) of the employee's base rate of pay. 50. Staff Advice Nurse-Per Diem Shift Differentials: Effective September 1, 2003, employees in the classification of Staff Advice Nurse-Per Diem,who are unrepresented and paid on an hourly basis, are eligible for the following differentials under the stated circumstances: A. Evening Shift. An employee who works an evening shift of four (4) hours or more between the hours of 5:00 p.m. and 11:00 p.m. will be paid a shift differential of twelve percent (12%) of the employee's base rate of pay. B. Night Shift. An employee who works a night shift of four (4) hours or more between the hours of 11:00 p.m. and 8:00 a.m. will be paid a shift differential of fifteen percent (15%) of the employee's base rate of pay. 51. Nursing Shift Coordinator Differentials: Effective September.1, 2003, employees in the classification of Nursing Shift Coordinator are Ieligible for the following differentials under the stated circumstances: A. Evening Shift. An employee who works an evening shift of four (4) hours or more between the hours of 5:00 p.m. and 11:00 p.m. will be paid a shift differential of twelve percent (12%) of the employee's base rate of pay. B. Night Shift. An employee who works a night shift of four (4) hours or more . between the hours of 11:00 p.m. and 8:00 a.m. will be paid a shift differential of fifteen percent (15%) of the employee's base rate of pay. .C. Code Gray/STAT Team Differential. An employee who is assigned by administration to respond to emergency Code Gray calls as a member of the STAT Team will be paid a differential of ten percent (10%) of the employee's base rate of pay. 52. Nurse Manager Longevity Differentials. Employees in the classifications listed in subsection 52.14, below, are eligible for the following longevity differentials: 52.10 Seven Years of Service. Employees who have,completed seven (7) years of appointed service for the County are eligible to receive a two and one-half percent (2.5%) longevity differential effective 'on the first day of the month following the month in which the employee completes seven years of service. For employees who completed seven (7) years of appointed service on or before July 1,2006,this longevity differential will be paid prospectively only from July 1, 2006. 52.1.1 Ten Years of Service. Employees who.have completed ten (10) years of appointed service for the County are eligible to'receive an additional two and one-half percent (2.5%) longevity differential effective on the first day of the 34 RESOLUTION NO. 2008/358 ,-month following the month in which the employee qualifies for the ten (10)year service award, for a total longevity differential of five percent (5%). For employees who completed ten(10)years of appointed service on or before July 1, 2006, this longevity differential will be paid prospectively only from July 1, 2006: 52.12 Fifteen Years of Service. Employees who have completed fifteen (15)years of appointed service for the County are eligible to receive a additional two and one- half percent (2.5%) longevity differential effective on the first day of the month following the month in which the employee qualifies for the fifteen (15) year service award, for a total longevity differential of seven and one-half percent (7.5%). For employees who completed fifteen (15)years of appointed service on or before July 1, 2006, this longevity differential will be. paid prospectively only from July 1, 2006`. .52.13 Twenty Years of Service. Employees who have completed twenty(20)years of appointed service for the County are eligible to receive an additional two and one-half percent (2.5%) longevity differential. effective on the first day of the month following the month in which the employee completes twenty years of service, for a total longevity differential of ten percent (10%). For employees who completed twenty'(20)years of appointed service on or before July 1,2006, this longevity differential will be paid prospectively only from July 1, 2006. 52.14 Eligible Classes. This section applies only to the following classifications: Chief Nursing Officer-Exempt (VWD1) Nursing Program Manager (VWHF) Nursing Shift Coordinator (VWHH) Director of Ambulatory Care Nursing Services (VWDC) Ambulatory Care Clinical Supervisor (VWHJ) 53. Environmental Analyst III / Environmental Planner Assignment Differential: Incumbents in the class of Environmental Analyst,111 (5RTA)and Environmental Planner (5ATC) may be given a five percent (5%) or ten percent (10%) base monthly salary differential at the discretion of the Department Head while engaged on special project assignments with major political and/or financial impact. Differentials become effective on the first of the month following the month approved, and terminate on the last day of the month in which the assignment is completed, unless terminated earlier by the Department Head. All differential assignments will be reviewed on July 1 of each year to determine what level of differential, if any, will continue to be paid. 54. Podiatrists/Optometrists Unrepresented Status: In addition to all general benefits afforded Unrepresented employees in Section I of this Resolution,the classes of Exempt Medical Staff Podiatrist (VPS2) and exempt Medical Staff Optometrist (VPS1) are also eligible for the following benefits: Educational Leave. Each permanent full-time employee with at least one (1) year of service are entitled to five (5) days leave with pay each year to attend courses, institutions, workshops or classes which meet requirements for American Medical Association Category One Continuing Medical Education. Requests must be submitted 35 RESOLUTION NO. 2008/358 for approval in advance to the Medical Director and Service Chief. Permanent part-time employees are entitled to educational leave under this section on a pro-rated basis. Long-Term Disability Insurance: The County will continue in force the Long-Term Disability Insurance program with a replacement limit of eighty-five percent(85%)of total monthly base earnings reduced by any deductible benefits. Malpractice Coverage. The County will provide coverage under the Continuing Practice Physician's Insurance Plan. Paid Personal Leave. Permanent full-time employees with three (3)years of service will be credited with five (5) days of non-accruable paid personal leave effective January 1 of each calendar year. Balances not used will be returned to zero(0)at the end of each year. Permanent part-time employees are entitled to paid personal leave under this section on a pro-rated basis. 55. Probation - Safety Employees Retirement Tier; Contribution Toward Cost of Enhanced Retirement Benefit: 55.10 Retirement Tier. The retirement formula of "3 .percent at 50" applies to employees in the classifications set forth in Subsection 55.11, below. The cost of living adjustment (COLA) to the retirement allowances of these employees will not exceed three percent (3%) per year. The final compensation of these employees will be based on a twelve (12) month salary average. Each employee will pay nine percent(9%)of his or her retirement base to pay part of the employer's contribution for the cost of these safety retirement benefits. Such payments will be made on a pre-tax basis in accordance with applicable tax laws. "Retirement base" means base salary and other payments, such as salary differential and flat rate pay allowances, used to compute retirement deductions. 55.11 Eligible Employees. This section applies only to the following classifications: Assistant Chief Public Service Officer (64BA) Chief Deputy Probation Officer(7ADC) County Probation Officer- Exempt (7AA1) Institutional Supervisor II (7KGA) Probation Manager (7AGB) 56. Public Works Maintenance Managers Scheduled Day Off: When a holiday falls on a Friday that is a regularly scheduled day off for Public Works field maintenance employees and those employees take the next Monday off as their regularly scheduled day off pursuant to their Memorandum of Understanding, employees in the classifications of Public Works Maintenance Supervisor(PSHB),Public Works Assistant Field Operations Manager (PSGA), Public Works Resources Manager (PSSD), Vegetation Management Supervisor (GPHG), and Public Works Field Operations Manager(PSFB)who supervise, oversee, or support the field maintenance employees, must also take the next Monday off as their regularly scheduled day off, or they lose the 36 RESOLUTION NO. 2008/358 day off. 57. Public Works Emergency Work Differential: Employees in the classifications of Public Works Maintenance Supervisor (PSHB), Public Works Assistant Field Operations Manager (PSGA),arid Vegetation Management Supervisor (GPHG) who are required by the Public Works Director or his designee to work in response to an"emergency,"will be compensated at the rate of one (1.00) times their base rate of pay (excluding differentials)for authorized work performed in excess of their regularly scheduled work day or work week'. 58. Public Works Seasonal Construction Differential: Employees in the classifications of Public Works Maintenance Supervisor (PSHB), Public Works Assistant Field Operations Manager(PSGA),and Vegetation Management Supervisor(GPHG)who are scheduled by the Public Works Director or his designee to work during the"construction season," will be compensated at the rate of one (1:00) times their base rate of pay (excluding differentials) for all,authorized work performed in excess of their regularly scheduled work day or,work week. 59. Public Works Maintenance Managers Education Allowance: Employees in the classifications of Public Works Field Operations Manager (PSFB), Public Works Assistant Field Operations Manager (PSGA), Public Works Maintenance Supervisor (PSHB), Vegetation Management Supervisor (GPHG), and Public Works Resources Manager (PSSD) are.eligible to receive a one year Continuing Education Allowance of two and one'half percent (2.5% of base monthly salary if they complete at least sixty (60) hours of approved education or training or at least three (3) semester units of approved college credit or approved combination thereof, subject to the following conditions: A. The specific education or training must be submitted in writing by the employee to the Public Works Director or his designee prior to beginning the course work. B. The education or training must be.reviewed and approved in advance by the Public Works Director or his designee as having a relationship to the technical or managerial responsibilities of the employee's current or potential County job classifications. C. Employees who qualify for this allowance do so for a period of only twelve (12) months, commencing on the first day of the month after proof of completion of course work is received and approved by the Public Works Director or his designee. This allowance automatically terminates at the end of the twelve(12) month period. 60. Real Property Agent Advanced Certificate Differential: Employees in the management classes of Assessor (DAA1), Assistant County Assessor (DA131), Lease Manager(DYDB), Principal Real Property Agent(DYDA)and Supervising Real Property Agent(DYNA)are entitled to receive a monthly differential in the amount of five percent (5%)of base monthly salary for possession of a valid Senior Member Certificate issued by the International Executive Committee of the International Right of Way Association. Verification of eligibility will be by the Department Head or his/her designee. Eligibility for receipt of the differential'begins on the first day of the month following the month in which eligibility is verified by the Department Head. 37 RESOLUTION NO. 2008/358 All employees who qualify for the Senior Member certificate must recertify every five (5.) years with the International Right of Way Association in order to retain the Senior Member designation and continue to receive the differential. In order to recertify, a Senior Member must accumulate seventy-five (75) hours of approved education which may include successfully completing courses, attending educational seminars or teaching approved courses. 61. Sheriff Sworn Management P.O.S.T.: Incumbents of the classes of-Sheriff-Coroner (6XA1), Undersheriff—Exempt (6XB4) and Commander-Exempt.(6XD1) who possess the appropriate certificates beyond the minimum P.O.S.T.qualifications required in their class may qualify for one of the following career incentive allowances: A. A career incentive allowance of two and one-half percent (2.5%) monthly base pay will be awarded for the possession of a Management and/or Executive P.O.S.T. Certificate and possession of an approved Baccalaureate Degree. B. A career allowance of five percent (5%) monthly base pay will be awarded for the possession of a Management and/or Executive P.O.S.T. Certificate and possession of an approved Master's Degree. 62. Sheriff Continuing Education Allowance: Sheriff's Department employees in the classes of Sheriff's Fiscal Officer (648J), Sheriff's Chief of Management Services (APDC), Administrative Services Assistant III (APTA), Sheriff's Director of Property and Evidence (64FG), Detention Services Supervisor (64HA), Inmate Industries Engraving Program Supervisor (64HG), Inmate Industries Supervisor (64HF), Manager-Central Identification Services (64DB), Records Manager(64HE), Sheriff's.CAD/RMS Systems Manager (PEDG),Sheriff's Communications Center Director (64NC), Supervising Sheriff's Dispatcher(64HD),Sheriffs Directorof Food Services(64FF),Sheriff's Director of Support Services(6AFE),Sheriff's Telecommunication Technology Manager(PEDD), and Supervising Forensics Toxicologist(6CHA)are eligible to receive a two and one-half percent (2.5%) of base monthly salary Continuing Education Allowance for any fiscal year in which they complete at least sixty (60) hours of education or training or at least three(3) semester units of college credit or combination thereof, approved by the department, subject to the following conditions: A. An application must be submitted in advance, to the Sheriff's Department prior to the fiscal year in which the education or training will occur. B. The education or training must be directly related to the technical or Management duties of the employee's job. C. The course must be reviewed and approved by the Sheriffs Department Standards and Resources Bureau in advance. D. The employee must show evidence of completion with a passing grade. 63. Sheriff Emergency Services Standby Differential: Employees in the classes of Emergency Planning Specialist—Exempt (9GS1), Emergency Planning Coordinator (9GSA), Senior Emergency Planning Coordinator (9GWB) and County Emergency Services Manager (9GGA) who perform standby duty of the Office of Emergency Services at least one (1) week per month, are entitled to receive a differential in the 38 RESOLUTION NO. 2008/358 amount of two and one-half percent (2.5%) of base monthly salary. 64. Sheriff Law Enforcement Longevity Differential: Incumbents in the classifications of Sheriff-Coroner (6XA1), Undersheriff (6XB4), and Commander (6XD1) are eligible for a differential of five percent(5%)of base monthly salary upon completion of fifteen (15) years of County service as a full-time, permanent, sworn law enforcement officer. 65. Sheriff Uniform Allowance: The Sheriff-Coroner(6XA1)and non-sworn management employees in the Sheriff-Coroner's Department will be paid a uniform allowance in the amount of eight hundred seventy-two dollars ($872) per year effective July 1, 2007, payable one-twelfth (1/12)of the yearly total in monthly pay warrants. The management employees eligible for this uniform allowance are:Sheriff's Fiscal Officer(64SJ),Sheriff's Chief of Management Services (APDC), Supervising Sheriff's Dispatcher(64HD), and Administrative Services Assistant III (APTA). 66. Sheriff-Detention'Division Meals: Employees assigned to the Detention Division will have fifteen dollars ($15.00) per month deducted from their pay checks in exchange for meals provided by the Department. The employee may choose not to eat facility food. In that case, no fees will be deducted. 67. Sheriff - Retirement Tiers, Contribution Toward Cost of Enhanced Retirement Benefit: 67.10. Safety Tier A. The retirement formula of"3 percent at 50"applies to employees in the classifications set forth in Subsection 67.15, below,who are employed by the County as of December 31, 2006. The cost of living adjustment (COLA)to the retirement allowances of these employees will not exceed three percent (3%) per year. The final compensation of these employees will be based on a twelve (12) month salary average. Beginning on October 1, 2006 and continuing through the remainder of the term of the 2005-2008 Memorandum of Understanding between the Deputy Sheriff's Association and the County and any extensions thereof, each employee will pay three percent(3%)of his or her retirement base to pay part of the employer's contribution towards the cost of Safety Tier A. Such payments will be made on a pre-tax basis in accordance with applicable tax laws. "Retirement base" means base salary and other payments, such as salary differentials and flat rate pay allowances, used to compute retirement deductions. 67.11 Safety Tier C. The retirement formula of"3 percent at 50"applies to employees in the classifications set forth in Subsection 67.15, below, who are hired by the County after December 31, 2006. The cost of living adjustment (COLA)to the retirement allowances of these employees will not exceed two percent(2%)per year. The final compensation of these employees will be based on their highest thirty-six (36) monthsalary average. Beginning on January 1, 2007 and continuing through the remainder of the term of the 2005-2008 Memorandum of Understanding between the Deputy Sheriff's Association and the County and any extensions thereof, each employee will pay two and one-tenths percent (2.1%) of his or her retirement base to pay part of the employer's contribution towards the cost of Safety Tier C. Such payments will be made on a pre-tax 39 RESOLUTION NO. 2008/358 basis in accordance with applicable tax laws. All other safety tiers are closed to employees hired by the County after December 31, 2006. "Retirement base" means base salary and other payments,such as salary differentials and flat rate pay allowances, used to compute retirement deductions. 67.12 Rehires. Should an employee in any of the classifications set .forth in Subsection 67.15, below, leave County service and thereafter be rehired, that, employee will be placed in the retirement tier for'which he or she is then eligible in accordance with the County Employees Retirement Law as determined by the Contra Costa County Employees' Retirement Association. 67.13 Employees with more than 30 years of Service. Commencing January 1, 2007, employees in the classifications set forth in Subsection 67.15, below, and designated by the Contra Costa County Employees' Retirement Association as safety members with credit for more than thirty(30)years of continuous service as safety members, will not make payments from their retirement base to pay part of the employer's contribution towards the cost of the safety retirement benefit. 67.14 Retirement Tier Elections. If members of the Deputy Sheriffs'Association have the opportunity to elect different retirement tiers,employees in the classifications set forth in Subsection 67.15, below, and employed by the County as of December 31, 2006, will be offered the same opportunity to elect new safety retirement tiers at the same time and on the same terms and conditions that are applicable to members of the Deputy Sheriffs' Association. 67.15 Eligible Employes. This section applies only to the following classifications: Sheriff-Coroner Under Sheriff- Exempt Assistant Sheriff Chief Deputy Sheriff-Exempt Commander 68. Treasurer-Tax Collector Professional Development Differential: Incumbents of the following listed classifications in the Treasurer-Tax Collector's Department are eligible to receive a monthly differential equivalent to five percent (5%) of base salary for possession of at least one (1) of the following specified professional certifications and for completion of required continuing education requirements associated with the individual certifications. Verification of eligibility for any such differential must be in writing by the Treasurer-Tax Collector or his/her designee. Under this program, no employee may receive more than a single five percent'(5%) differential at one time regardless of the number of certificates held. 40 RESOLUTION NO. 2008/358 Eligible classes are: Treasurer-Tax Collector (S5A1) Treasurer's Investment Officer-Exempt.(S5S3) . Assistant County Treasurer-Exempt (S5134) Assistant County Tax Collector (S5DF) Chief Deputy Treasurer Tax Collector Exempt (S562) Treasurer's Accounting Officer (S5SG) •Treasurer's Investment Operations Analyst (S5SD) Tax Operations Supervisor,.(S5HC) Qualifying Certificates: Certified Cash Manager (C.C.M.) _ Certified Financial Planner (C.F.P.) Certified Government Planner(C.G.F.P.) Certified Treasury Manager (C.T.M.) Chartered Financial Analyst (C.F.A.) I hereby certify that this is a true and correct copy of an action taken and entered.on the minutes of the Board of Sup isorrss on the date shown. ATTESTED: b9l JOHN CULLEN:Clerk of th Board of Supervisors and County Administrator . l By ` Deputy 41 RESOLUTION NO. 2008/358 s Exhibit A Management, Exempt and Unrepresented Employees :lo) Coder .lobT9tie� T , �,��r . SAWA ACCOUNTANT SAVA ACCOUNTANT II SATA ACCOUNTANT III APIA ADMINISTRATIVE AIDE-DEEP CLASS AP73 ADMINISTRATIVE AIDE-PROJECT APWA ADM INISTRATIVE'ANALYST APW1 ADMINISTRATIVE ANALYST-PROJECT AP9A ADMINISTRATIVE INTERN-DEEP CLS . ADSG ADMINISTRATIVE SUPPORT ASST APVA ADMINISTRATIVE SVCS ASST II APV2 ADMINISTRATIVE SVCS ASST II-PR APTA ADMINISTRATIVE SVCS ASST III APDB ADMINISTRATIVE SVCS OFFICER 3AGF ADULT LITERACY PROGRAM MANAGER VWHK ADVICE NURSE MANAGER VWHN ADVICE NURSE SUPERVISOR AJDB AFFIRMATIVE ACTION OFFICER V9HH AFTER SCHOOL PROGRAM SUPV XQVB AGING &ADULT SVCS SR STAFF AS XQWC AGING &ADULT SVCS STAFF ASST XQD2 AGING/ADULT SVCS DIRECTOR-EX V7DB AIDS PROGRAM DIRECTOR 9BDA AIRPORT BUS AND DEV MANAGER 9BSB AIRPORT ENVIRON &COM REL OFCR 9BHC AIRPORT OPERATIONS MANAGER VHD1 ALCOHOL/OTHER DRUG SVCS DIR-EX', VADB AMBULATORY CARE ADMIN VWHJ AMBULATORY CARE CLIN SUPV VAHC AMBULATORY CARE REG MANAGER BJHC ANIMAL CENTER OPERATIONS SUPV BKS1 ANIMAL CLINIC VETERINARIAN BJHB ANIMAL SVCS LIEUTENANT BJSS ANIMAL SVCS VOLUNTEER COORD AD91 APPEALS OFFICER XQGD AREA AGENCY ON AGING PRGM MNGR JJNG ASSESSOR'S CLERICAL STAFF'MNGR APSF ASSESSOR'S CUSTOMER SERV COORD VCS1 ASSIST TO HLTH SVC DIR- EX 9MD3 ASSISTANT DIRECTOR-PROJECT NEVA ASSOC CAPITAL FAC PROD MANAGER; NKVC ASSOC CIVIL ENGINEER NSHB JASSOC COUNTY SURVEYOR 06/24/08 RESOLUTION NO. 2008/358 PAGE 1 of 15 Exhibit A Management, Exempt and Unrepresented Employees WN WHA ASSOC TRAFFIC ENGINEER NEWC ASST CAPITAL FAC PROJ MANAGER VIHA ASST CHIEF CARD SUPPORT SVCS 64BA ASST CHIEF PUBLIC SVC OFFICER VHGF ASST CLINICAL LAB MANAGER VASG ASST CONTRACTS ADMINISTRATOR ADB4 ASST COUNTY ADMINISTRATOR DABA ASST COUNTY ASSESSOR DAB1 ASST COUNTY ASSESSOR-EXE SAB1 ASST COUNTY AUDITOR CONTROLLE 2ED.1 ASST COUNTY COUNSEL-EXEMPT 3ABA ASST COUNTY LIBRARIAN 3AB1 ASST COUNTY LIBRARIAN-EXEMPT ALB3 ASST COUNTY RECORDER-EXEMPT ALB1 ASST COUNTY REGISTRAR-EXEMPT NSGA ASST COUNTY SURVEYOR SSDF ASST COUNTY TAX COLLECTOR S5134 ASST COUNTY TREASURER-EXEMPT VBHC ASST DIAGNOSTIC IMAG MNGR 9BNA ASST DIR OF AIRPORTS VLGA ASST DIR OF ENV HLTH SVCS VLFA ASST DIR OF HAZ MAT PROGRAM' VCB1 ASST DIR OF HEALTH SVCS AGB1 ASST DIR OF HUMAN RESOURCES-EX VWGB ASST DIR OF SAFETY& PERF IMPR VYSC ASST DIR PHARMACY SVCS 1 KDC ASST DIR-NUTRIT SVCS VSHQ ASST DIR-REHAB THEIR SVCS 2KD3 ASST DISTRICT ATTORNEY-EXEMPT . VCSH ASST FACILITIES MANAGER GFFA ASST FACILITIES MNT. MANAGER RPBA ASST FIRE CHIEF GROUP RPB1 ASST FIRE CHIEF-EXEMPT PMGC ASST FLEET MANAGER LBGE ASST HLTH SVCS SYS DIR-APP SFT LBGD ASST HLTH SVCS SYS DIR-NET OPS DYNB ASST LEASE MANAGER VCHF ASST MATERIEL MANAGER 25D2 ASST PUBLIC DEFENDER-EXEMPT 97131 ASST RETIREMENT ADMIN-EXEMPT AJDP ASST RISK MANAGER 6X62 JASST SHERIFF 06/24/08 RESOLUTION NO. 2008/358 PAGE 2 of 15 Exhibit A Management, Exempt and Unrepresented Employees Jci Code :Tob Tctle� WIN _'jff 43 , 6XB1 ASST SHERIFF-CHF EXE ASST ADBA ASST TO THE COUNTY ADMIN 29TA ATTORNEY ADVANCE-CHLD SPPT SVC. 29VA ATTORNEY BASIC-CHILD SPPT SVCS 29WA ATTORNEY ENTRY-CHILD SPPT SVCS, APDH AUDITOR CONTR BUS &SYS MNGR SFWA AUDITOR I SFVA AUDITOR II SFTA AUDITOR III LBWB AUTOMATED CALL DIS COORD I LBNA AUTOMATED CALL DIS COORD 11 LBSC AUTOMATED CALL DIST ADMINISTRA J995 BD OF SUPVR ASST-CHIEF ASST J992 BD OF SUPVR ASST-GEN OFFICE J993 BD OF SUPVR ASST-GEN SECRETARY J994 BD OF SUPVR ASST-SPECIALIST V9HD BIOMEDICAL EQUIPMENT MNGR ADSC BUDGET TECHNICIAN GFDD BUILDING AND GROUNDS MANAGER FADC BUILDING INSP SPEC PROG COORD X7SC BUSINESS SVCS REPRESENTATIVE LTWK BUSINESS SYSTEMS ANALYST LTNE BUSINESS SYSTEMS MANAGER STWA BUYER I STTA BUYERII VBGC CALIF CHLDRN SVCS PROG.ADMIN ADT2 CAPITAL FACILITIES ANALYST-PRJ NEG1 CAPITAL PROJECTS DIV MGR-EX X7SB CAREER CENTER COORDINATOR VPD4 CCHP MEDICAL DIRECTOR-EXEMPT ADDK CCTV PRODUCTION MANAGER ADDL CCN PRODUCTION SPECIALST ADSD CCTV PROGRAM COORDINATOR 3AGC CENTRAL LIBRARY MANAGER VWNB CENTRAL PROCESSING SUPVR SAGC CHIEF ACCOUNTANT ADB1 CHIEF ASST COUNTY ADMIN 2ED2 CHIEF ASST COUNTY COUNSEL SMBA CHIEF ASST DIRECTOR/DCSS 2KD2 CHIEF ASST DISTRICT ATTORNEY-E 25D1 CHIEF ASST PUBLIC DEFENDER SFDB CHIEF AUDITOR 06/24/08 RESOLUTION NO. 2008/358 PAGE 3 of 15 Exhibit A Management, Exempt and Unrepresented Employees Job Code JobTitle , VIGA CHIEF CARDIO SUPPORT SVCS JJDA, CHIEF CLERK-BOARD OF SUPV BAB1 CHIEF DEP AERIC COMM/SEAL-EX BABB CHIEF DEP AGRIC COMM/SEALER 7ADC CHIEF DEP PROBATION OFFICER AXDC CHIEF DEP PUBLIC ADMIN . AXD1 CHIEF DEP PUBLIC ADMIN-EXEMPT 6XB3 CHIEF DEP SHERIFF-EXEMPT S5132 CHIEF DEP TREASURE/TAX COLL-EX NAB1 CHIEF DEPUTY PW DIRECTOR-EX VCB3 CHIEF EXECUTIVE OFFICER-CCHP-E 6EH1 CHIEF INVESTIGATOR PD-EXEMPT S513C CHIEF INVESTMENT OFFICER VWD1 CHIEF NURSING OFFICER-EXEMPT VWDG CHIEF OF DET HLTH NURSING SVCS AGD3 CHIEF OF LABOR RELATIONS - EX. V5GE CHIEF PED THERAPIST FADG CHIEF PROPERTY CONSERVATION PSFA CHIEF PUB WKS MTCE SUPT ADS2 CHIEF PUBLIC COMMUN OFFICER-EX GWGA CHIEF STATIONARY ENGINEER 25DB CHIEF TRIAL DEPUTY PUBLIC DEF VBGB CHILD HLTH & DIS PROG MANAGER 9JS2 CHILD NUTRT DIV NUTRI-PROJECT 9JS3 CHILD NUTRT FOOD.OPER SUPV-PRJ APSE . CHILD SPPRT BUSINESS SVCS MNGR LTWJ CHILD SPPRT INFO SYS ANALYST SMNA CHILD SPPRT SUPERVISOR 9CDA CHILD SPPRT SVCS MANAGER XAD5 CHILDREN AND FAMILY SVCS DIR-E 9MH1 CHILDREN SVCS MGR-PROJECT VMHC CHRONIC DISEASE & ENV PROG MGR 2ETG CIVIL LITIG ATTY-ADVANCED 2ETE CIVIL LITIG ATTY-BASIC LVL 2ETF CIVIL LITIG ATTY-STANDARD JPHD CIVIL OPERATIONS SUPERVISOR VHFA CLINICAL LAB MANAGER SMHA COLLECTIONS SVCS MANAGER 6XD1 COMMANDER-EXEMPT V7DA COMMUNICABLE DIS PGRM CHIEF 3AGG COMMUNITY LIBRARY MANAGER BJSR COMMUNITY OUTREACH & EDUC MGR 06/24/08 RESOLUTION NO. 2008/358 PAGE 4 of 15 Exhibit A Management, Exempt and Unrepresented Employees Jt3lC_Ot�� .�ObTlt18� � :., IS it �y.; K J. FIR M CCD1 COMMUNITY SVCS DIRECTOR-EXEMPT APSA COMMUNITY SVCS FISCAL OFFICER CCHA COMMUNITY SVCS PERSONNEL ADMIN. 9J71 COMMUNITY SVCS PERSONNEL TECH 64NE COMMUNITY WARNING SYS MANAGER VMHB COMMUNITY WELL & PREV PRO DIR 9MS7 COMPREHENSIVE SVCS ASST MGR-PR 9MS3 COMPREHENSIVE SVCS MAN -PRJ NPHD COMPUTER MAPPING SERVICES MNGR LKVA COMPUTER OPERATIONS ANALYST LKGA COMPUTER OPERATIONS MANAGER LKHA COMPUTER OPERATIONS SUPERVISOR VQDL CONSERV/GDNSHP PROGRAM MGR VQHM CONSERVATORSHIP PROG SUPV ADTF CONTRACT COMPLIANCE SPEC XQHE CONTRACTS ADMINISTRATOR XQWA CONTRACTS/GRANTS SPLST I XQTA CONTRACTS/GRANTS SPLST II 9GD2 COUNTY EMERGENCY SVCS DIR ADB6 COUNTY FINANCE DIRECTOR-EX VCB2 COUNTY HOSP EXEC DIR-EXEMPT AJDK COUNTY SAFETY OFFICER NAF1 COUNTY SURVEYOR-EXEMPT CJH3 CS MENTAL HLTH CLIN SUPV-PROJ GKGC CUSTODIAL & RECYCLE SVCS MNGR GKHC CUSTODIAL SVCS SUPERVISOR APDD DA CHIEF OF ADMINISTRATIVE SVC 6KD1 DA CHIEF OF INSPECTORS-EXEMPT 6KNB DA LIEUTENANT OF INSPECTORS JJGE DA MANAGER OF LAW OFFICES JJHG DA OFFICE MANAGER J3T7 DA PROGRAM ASSISTANT-EXEMPT LWSA DATABASE ADMINISTRATOR ADSH DEPTL COMM & MEDIA REL COORD XQSJ DEPTL PERS COMPUTER COORD BAHA DEPUTY AGRICULTURE COMMR LTD2 DEPUTY CIO-GIS-EXEMPT JJHD DEPUTY CLERK-BOARD OF SUPV ADDG DEPUTY CO ADMINISTRATOR 2ETK DEPUTY CO COUNSEL-ADVANCED 2ETH DEPUTY CO COUNSEL-BASIC 2ETJ DEPUTY CO COUNSEL-STANDARD 06/24/08 RESOLUTION NO. 2008/358 PAGE 5 of 15 Exhibit A Management, Exempt and Unrepresented Employees Jab CRIM JobTitieWWW 2"M 3AFE DEPUTY CO LIBRARIAN-PUB SVCS . 3AFG ' DEPUTY CO LIBRARIAN-SUPT SVCS LWS1 . DEPUTY DIR CHF INFO SEC OFC-EX 5AB2 DEPUTY DIR COM DEV/CURR-EX 5AH2 DEPUTY DIR COM DEV/TRANS-EX. BJDF DEPUTY DIR OF ANIMAL SERVICES VQFB DEPUTY DIR OF MENTAL HEALTH LTD1 DEPUTY DIR/INFO TECHNOLOGY-EXE VCD2 DEPUTY EXECUTIVE DIR/CCHP-EX NAD8 DEPUTY GENERAL SVCS DIRECTOR/E AXFA DEPUTY PUBLIC ADMINISTRATOR NADO DEPUTY PUBLIC WORKS DIRECTOR-E . BWHA. DEPUTY SEALER WEIGHTS/MEASURE 64HA DETENTION SVCS SUPERVISOR VBGA DEVELOPMENTAL CENTER DIRECTOR V5HH ' DEVELOPMENTAL PROGRM SUPV V8HB DIAGNOSTIC IMAGING MANAGER VRG1 DIR MKTG/MEM SVCS & PR-CCHP-EX VWFA DIR OF SAFETY& PERF IMPROVEME ADD5 DIR OFFICE CHILD SVCS- EX VWDB DIRECTOR HOSPITAL NURSING SVCS 9BD1 DIRECTOR OF AIRPORTS VWDC DIRECTOR OF AMBULATORY CARE NS VLD1 DIRECTOR OF ENV HEALTH SVCS-EX VCFA DIRECTOR OF FAMLY, M & CH VLD2 DIRECTOR OF HAZ MAT PROGRAM-EX VNDB DIRECTOR OF HLTH INFO MGMT ADDF DIRECTOR OF JUSTICE SYST PROG VPS4 DIRECTOR OF MED STAFF AFFAIRS VODA DIRECTOR OF PH LAB SVCS VYDC DIRECTOR OF PHARMACY SVCS VWDD DIRECTOR OF PSYCH NURSING SVCS VWSE DIRECTOR OF QUALITY MANAGEMENT 5AB1 DIRECTOR OF REDEVEL-EXEMPT V5GH DIRECTOR OF REHAB THERAPY SVCS SMD1 DIRECTOR OF REVENUE COLLECTION ADSB DIRECTOR OFFICE OF COMM/MEDIA VVGS DIRECTOR PUB HLTH CLINIC SVCS VWDF DIRECTOR, INPATIENT NURSING OP VATC DISABILITY BENEFITS COORD 2RS7 DISCOVERY REFEREE ARDC DIVERSITY SVCS COORDINATOR 06/24/08 RESOLUTION NO. 2008/358 PAGE 6 of 15 Exhibit A Management, Exempt and Unrepresented Employees JciCode Job ite' OrR� � NPGA DRAFTING SVCS COORDINATOR NPHC DRAFTING SVCS MANAGER XASJ EHS CHIEF FINANCIAL OFFICER XAD6 EHS DIRECTOR OF ADMIN-EXEMPT XADD EHS DIVISION MANAGER XAD1 EHS DIVISION MANAGER-PROJECT XQNA EHS FACILITIES MANAGER XQHF EHS PROG INTEGRITY COORD XQH3 EHS PROG INTEGRITY COORD-PROJ EBHA ELECTIONS OUTREACH COORDINATOR ALHB ELECTIONS PROCESSING SUPVR EBSA ELECTIONS SVCS MANAGER VBSC EMERGENCY MEDICAL SVS DIRECTOR VBHB EMERGENCY MEDICAL SVS PRG CORD 9GSA EMERGENCY PLANNING COORD 9GS1 EMERGENCY PLANNING SPEC-EXEMPT 9GGA EMERGENCY SERVICES MANAGER AGD2 EMPLOYEE BENEFITS MANAGER AGSC EMPLOYEE BENEFITS SPECIALIST AJHA EMPLOYEE BENEFITS SUPERVISOR AJVC EMPLOYEE REHAB COUNSELOR GBSA ENERGY MANAGER NSHC ENGINEERING TECH SUPV MAT TSTG NSHE ENGINEERING TECHNICIAN SUPV CO NSHD ENGINEERING TECHNICIAN SUPV LS NBHB ENGINEERING TECHNICIAN SUPV-TR ' 5RWA ENVIRONMENTAL ANALYST I 5RVA ENVIRONMENTAL ANALYST II 5RTA ENVIRONMENTAL ANALYST III 5ATC ENVIRONMENTAL PLANNER 1WDB ENVIRONMENTAL SVCS MANAGER 1 WHB ENVIRONMENTAL SVCS SUPERVISOR J3H2 EXEC ASST TO THE CO ADMINIS-EX J3HA EXEC ASST TO THE CO ADMINISTR XQSB EXEC ASST/DEVELP DISBL COUNCIL XDS1 EXEC ASST/HAZ MAT COMM J3T5 EXEC SECRETARY-EXEMPT J3T6 EXEC SECRETARY/MERIT BOARD J3TJ EXECUTIVE SECRETARY-DCSS GFDG FACILITIES MAINTENANCE MANAGER VCDC FACILITIES MANAGER P2NC FIRE DISTRICT APPARATUS MNGR 06/24/08 RESOLUTION NO. 2008/358 PAGE 7 of 15 Exhibit A Management, Exempt and Unrepresented Employees Jati Coded Job Title � 6265-Q, a", APDE FIRE DISTRICT CHIEF/ADMIN SVCS GFDF FIRE DISTRICT FACILITIES MNGR. SBSF FIRE DISTRICT FISCAL SPECIALST LTNC - FIRE DISTRICT INFO SYST MANGR. RBHA FIRE DISTRICT LOGISTICS MGR REDB , FIRE DISTRICT TELECOMM MANAGER RWSD FIRE EMS QUALITY IMPR COORD RJGA FIRE MARSHAL RWHA FIRE TRAINING CHIEF PMFB FLEET MANAGER PMHC FLEET SERVICE CENTER SUPV GFSA GENERAL SVCS FACILITIES SUPVR . APSB GENERAL SVCS FISCAL OFFICER GPHH GROUNDS MAINTENANCE SUPV GPDE GROUNDS MANAGER VLSA HAZARDOUS MATERIALS OMBUDSPER V4HD HAZARDOUS WASTE REDUCTION MNGR VWHM HEALTH CARE RISK MANAGER VCGE HEALTH PLAN BUSINESS SVCS MNGR VRGB HEALTH PLAN CLINICAL PRG OFCR VRGC HEALTH PLAN DIR COMP & GOV REL VCSG HEALTH PLAN MED ECON ANALYS VCSK HEALTH PLAN MEMBER ADVOCATE V9HG HEALTH PLAN PATIENT SVCS SUPV VYSE HEALTH PLAN PHARMACY MANAGER VRHA HEALTH PLAN QUAL MGMT PROG MGR VCS3 HEALTH PLAN SERVICES ASST-EX VCTB HEALTH SVCS ACCOUNTANT VANF HEALTH SVCS ADMIN-LEVEL A VANG HEALTH SVCS ADMIN-LEVEL B VANH HEALTH SVCS ADMIN-LEVEL C VCDD HEALTH SVCS DIR/PLNG & FAC VBSM HEALTH SVCS EMERG PREP MANAGER LKFA HEALTH SVCS INFO SYS OPS MNGR LBTC HEALTH SVCS INFO SYS PROG/ANL LBTB HEALTH SVCS INFO SYSTEMS SPEC VCFB HEALTH.SVCS INFO TECH SUPV VCN2 HEALTH SVCS PERSNL OFFICER-EX VASE HEALTH SVCS PLAN/EVAL DIRECTOR VCXC HEALTH SVCS PLNR/EVAL-LEVEL A VCXD HEALTH SVCS PLNR/EVAL-LEVEL B VCTA HEALTH SVCS REIM ACCOUNTANT. 06/24/08 RESOLUTION NO. 2008/358 PAGE 8 of 15 Exhibit A Management, Exempt and Unrepresented Employees atiCode lobTitle � al XQSM HEALTH SVCS SPECIAL PROJ ADMIN VCDF HEALTH SVCS SYSTEMS DIRECTOR VCHB HLTH PLAN SALES/OUTRCH MANAGER WFC HOME HEALTH AGENCY DIRECTOR VBHE HOMELESS SERVICES PROGRAM DIR V9SD HOMELESS SVCS SPECIALIST VRGD HP DIR OF PROVIDER REL&CRED VRGE HP DIRECTOR OF CONTRACTING AGSE HR DATA ADMINISTRATOR AGVF HUMAN RESOURCES CONSULTANT AGDF HUMAN RESOURCES PROJECT MNGR AG7B HUMAN RESOURCES TECHNICIAN N9SB HYDROLOGIST X7GB INDP LIV SKILL PRG COORDINATOR X7HD INDP LIV SKILL PROG ASST COORD VWSF INFECTION PREY AND CONTROL MGR LWTA INFO SYS AUDITOR LTNA INFO SYS MANAGER I LTNBINFO SYS MANAGER II LPWA INFO SYS PROGRAMMER/ANALYST I LPVA INFO SYS PROGRAMMER/ANALYST II LPNB INFO SYS PROGRAMMER/ANALYST IV, LPTB INFO SYS PROGRAMMER/ANLYST III LPNA INFO SYS PROJECT MANAGER LTWC INFO SYS TECHNICIAN I LFWA INFO SYSTEM ADMINISTRATOR I LFVA INFO SYSTEM ADMINISTRATOR II LFTA INFO SYSTEM ADMINISTRATOR III LBSB INFO TECH PROJECT MANAGER 64HG INMATE INDUST ENGRAVE PROG SUP 64HF INMATE INDUST SUPERVISOR 7KGA INST SUPERVISOR II AJWC INSURANCE ANALYST I AJVB INSURANCE ANALYST II 7KFE JUVENILE INSTITUTION SUPT AGVD LABOR RELATIONS ANALYST II AG7C LABOR RELATIONS ASSISTANT AGSF LABOR RELATIONS SPECIALIST I AGSG LABOR RELATIONS SPECIALIST II 5ASF LAND INFORMATION BUS OPS MNGR 2Y7B LEGAL ASSISTANT AJWF LIABILITY CLAIMS ADJUSTER 06/24/08 RESOLUTION NO. 2008/358 PAGE 9 of 1,5 Exhibit A Management, Exempt and Unrepresented Employees Job Code Job T�tieME 3KHA LIBRARY CIRCULATION MANAGER 3ASF LIBRARY CMNTY RLTNS MANGR . 3AGE LIBRARY COLL/TECHNICAL SVCS MG 3AHB LIBRARY READING & LITERACY MGR 6KWG LIEUTENANT OF INSP-WELF FRAUD ADVB MANAGEMENT ANALYST 5PDB MANAGER APPLICATION/PERMIT CE ADD4 MANAGER CAP FAC/DEBT MGMT-EX 64DB MANAGER CENTRAL ID SVCS VRWA MANAGER OF MKTG & MEM SVCS VCGA MATERIAL MANAGER VBFA MEDICAL CARE ADMINISTRATOR VCA2 MEDICAL DIRECTOR VNHB MEDICAL RECORDS ADMINISTRATOR X4HE MEDICAL SOC SVC DIRECTOR VQDM MH CLINICAL OPERATIONS CHIEF VQSH MH CONSUMER EMPOWER PROG COORD VQSJ MH FAMILY SERVICES COORDINATOR VPD1 MH MEDICAL DIRECTOR-EX VQDN MH PROGRAM CHIEF VQDC MH PROGRAM MANAGER VQHP MH PROGRAM SUPERVISOR VASE MH PROJECT MANAGER VASA MH PROVIDER SVCS COORD VQSF MH QUALITY IMPROVEMENT COORD VQHQ MH VOCATIONAL SERVICES COORD VQH3 MH VOCATIONAL SVCS COORD-PRJ 9XHA MICROFILM SUPERVISOR FAHB NEIGHBORHOOD PRESVR PROG MNGR FASD NEIGHBORHOOD PRESVR PROG SPEC XQS4 NEIGHBORHOOD SVCS COORD-PROJ LNSA NETWORK ADMINISTRATOR I LNSB NETWORK ADMINISTRATOR II LBVA NETWORK ANALYST I LBTA NETWORK ANALYST II LBHA NETWORK MANAGER LNWA NETWORK TECHNICIAN I LNVA NETWORK TECHNICIAN II VWHF NURSING PROGRAM MANAGER VWH1 NURSING PROGRAM MANAGER-PROJ VWHH NURSING SHIFT COORDINATOR JJHC OFFICE MANAGER 06/24/08 RESOLUTION NO. 2008/358 PAGE 10 of 15 Exhibit A Management, Exempt and Unrepresented Employees Ja�Code. JobTite2M W �,,r11,.. Ate" x. X7GA ONE-STOP OPER CONSORT ADMN X7HC ONE-STOP OPER CONSORT ASST ADM XAGB ORG &STAFF DEVELOP MANAGER VAGD PATIENT BILLING MANAGER VAGA PATIENT FINANCIAL SERVICES MGR VASB PATIENT OMBUDSPERSON VASD PATIENT RELTNS SVCS COORD SATB PAYROLL ACCOUNTANT SATC PAYROLL SYSTEMS ACCOUNTANT SAHM PAYROLL SYSTEMS ADMINISTRATOR ARVA PERSONNEL SERVICES ASST II . ARTA PERSONNEL SERVICES ASST III AGDE PERSONNEL SERVICES SUPERVISOR 5AWA PLANNER I 5AW1 PLANNER 1-PROJECT 5AVA PLANNER II 5AV1 PLANNER II-PROJECT 5ATA PLANNER III VBSG PRE-HOSPTL CARE COORDINATOR ADS5 PRIN MANAGEMENT ANALYST- PROJ DADC PRINCIPAL APPRAISER FAHE PRINCIPAL BUILDING INSPECTOR AGH1 PRINCIPAL UR NEGOTIATOR- EX ADHB PRINCIPAL MANAGEMENT ANALYST 5AHD PRINCIPAL PLANNER-LEVEL A 5AHE PRINCIPAL PLANNER-LEVEL B DYDA PRINCIPAL REAL PROPERTY AGENT NCHA PRINCIPAL STRUCTIONAL ENGNR-BI 9XGA PRINT& MAIL SERVICES MANAGER 9XHE PRINT& MAIL SERVICES SUPV 7KFF PROBATION FIELD SERVS DIRECTOR 7AGB PROBATION MANAGER APHA PROGRAM/PROJECTS COORDINATOR, VAVA PROPERTIES TRUST OFFICER LWVD PROPERTY TAX BUS SYS MANAGER AXSD PUBLIC ADM PROGRAM ASST V7VC PUBLIC HLTH EPIDE/BIOSTATICIAN VWHL PUBLIC HLTH NURSE PROG MANAGER VBSD PUBLIC HLTH PRGM SPEC I VBS2 PUBLIC HLTH PRGM SPEC I-PRJ VBND PUBLIC HLTH PRGM SPEC II ADS1 PUBLIC INFORMATION OFFICER 06/24/08 RESOLUTION NO. 2008/358 PAGE 11 of 15 Exhibit A Management, Exempt and Unrepresented Employees Jab od�� fob1Yfe 1 � �� 1 ,rte "Emit, STDC PURCHASING SVCS MANAGER PSGA PW ASST FIELD OPERATIONS MNGR APSD PW CUSTOMER SERV COORDINATOR PSFB PW FIELD OPERATIONS MANAGER APSC PW FISCAL OFFICER LWSB PW GIS COORDINATOR PSHB PW MAINTENANCE SUPERVISOR PSSD PW RESOURCES MANAGER DYD1 REAL ESTATE MANAGER-EXEMPT J9HF RECORDER'S OPERATIONS MANAGER 64HE RECORDS MANAGER 5AH4 REDEVELOPMENT PROJ MANAGER-PRJ " 51 SD REDEVELOPMENT/HOUSING SPEC I.. 51 SE REDEVELOPMENT/HOUSING SPEC II VCHD REGISTRAR OF VITAL STATS V5HN REHABILITATION THERAPY SVC SUP VPD5 RESIDENCY DIRECTOR-EXEMPT 5A7A RESOURCE RECOVERY ASSISTANT 5ASA RESOURCE RECOVERY SPECIALIST 97NA RETIREMENT ACCOUNTANT, 97DA RETIREMENT ACCOUNTING MANAGER 97HA RETIREMENT ADMINISTRATION MNGR 97GA RETIREMENT BENEFITS MANAGER 97HB RETIREMENT BENEFITS PRG COORD 97132 RETIREMENT CHF INVEST OFCR-EX 97SA RETIREMENT COMMUNICATIONS CORD 97SB RETIREMENT INFO TECH COORD 97SC RETIREMENT INFO TECH COORD II 97TF RETIREMENT INVESTMENT ANALYST 97HC RETIREMENT SUP ACCOUNTANT 97133 RETIRMENT,GENERAL COUNSEL-EX AJD1 RISK MANAGER 6FHA SAFETY SVCS MANAGER AJWG SAFETY SVCS SPCLST-LVL A AJWH SAFETY SVCS SPCLST-LVL B AVS4 SBDC BUSINESS CONSULTANT-PRJ AVD3 SBDC DIRECTOR-PROJECT CCG1 SCHOOL READINESS PROG COOR-PRJ J3S2 SECRETARY TO UNDERSHERIFF ADTD SENIOR MANAGEMENT ANALYST ADHA SERVICE INTEGRATION TEAM COORD ADGA SERVICE INTERGRATION PROG MNGR 06/24/08 RESOLUTION NO. 2008/358 PAGE 12 of 15 Exhibit A Management, Exempt and Unrepresented Employees Job Code� Job TitJe�` g 64FG. SHERIFF DIR OF PROP EVIDENCE PEDG SHERIFF'S CAD/RMS SYSTEMS MNGR APDC SHERIFF'S CHF OF MGNT SVCS 64NC SHERIFF'S COM CENTER DIRECTOR 64VA SHERIFF'S CRIME ANALYST 64FF SHERIFF'S DIRECTOR OF FOOD SVC 6AFE SHERIFF'S DIRECTOR OF SUP SVCS J3T0 SHERIFF'S EXECUTIVE ASST-EX 64SJ SHERIFF'S FISCAL OFFICER PMSB SHERIFF'S FLEET SVCS COORD 64SK SHERIFF'S MUTUAL AID COORD PEDD SHERIFF'S TELECOM TECH MANAGER, X4SG SOCSVC APPEALS OFFICER X4S2 SOC SVC APPEALS OFFICER-PRJ XAHB SOC SVC APPEALS SUPERVISOR XQHC SOC SVC BUSINESS SYST APP MNGR , XASH SOC SVC FISCAL COMPLIANCE ACCT XAGA SOC SVC FRAUD PREVENTION MNGR ADB5 SPECIAL ASST TO THE CO ADMN-EX LTVJ, SR BUSINESS SYSTEMS ANALYST STTB SR BUYER NEHA SR CAPITAL FAC PROJECT MNGR NKHA SR CIVIL ENGINEER 3AGH SR COMMUNITY LIBRARY MANAGER ADDH SR DEPUTY COUNTY'ADMNISTRATOR 2KD1 SR DEPUTY DISTRICT ATTORNEY-EX 9GWB SR EMERGENCY PLANNING COORD 9GW1 SR EMERGENCY PLNG COORD-PROJ '. 2ED3 SR FINANCIAL COUNSELOR-EXEMPT AGTF SR HUMAN RESOURCES CONSULTANT N9HC SR HYDROLOGIST. AJTB SR INSURANCE ANALYST 51 SC SR PLANNING TECHNICIAN NEVB SR STRUCTURAL ENGINEER-BI NEV2 SR STRUCTURAL ENGINEER-PRJ NKHB SR TRAFFIC ENGINEER 5AHB SR TRANSPORTATION PLANNER 5ASE SR WATERSHED MGMT PLNG SPEC AJTC SR WORKERS COMP CLAIMS ADJS V9HC STAFF AND PAT CARE COORDINATOR XADE ISTAFF DEVELOPMENT SUPERVISOR LMS1 ISTORMWATER PCP CMPTR SPEC 06/24/08 RESOLUTION NO. 2008/358 PAGE 13 of 15 Exhibit A. Management, Exempt and Unrepresented Employees Job�Gode JobTitie `" NASB STORMWATER POLL CONT MNGR NESB STRUCTURAL ENGINEER-BUILD INSP VHG5 SUBSTANCE{ABUSE PROGRAM MGR-P VHGE SUBSTANCE;,ABUSE PROGRAM MNGR VHHB SUBSTANCE ABUSE PROGRAM SUPV SAHJ SUPERVISING ACCOUNTANT DAHC SUPERVISING APPRAISER V4HE SUPERVISING ARP ENGINEER 29HA SUPERVISING ATTORNEY-DCSS DRNA SUPERVISING AUDITOR-APPRAISER NEHC SUPERVISING CAPITAL FAC PRJ MG NKGA SUPERVISING CIVIL ENGINEER VHHF SUPERVISING CLINICAL LAB SCIEN 1KHA SUPERVISING COOK-JUVENILE HALL VLHA SUPERVISING ENVIRON HLTH SPEC RJHC SUPERVISING FIRE INSPECTOR 6CHA SUPERVISING FRNSC TOXICOLOGIST . NXHA SUPERVISING GRAPHICS TECH V5HJ SUPERVISING PEDIATRIC THERAPST VOHC SUPERVISING PH MICROBIOLOGIST VVHC SUPERVISING PH NURSE DYNA SUPERVISING REAL PROPERTY AGNT FADB SUPERVISING STRUCTURAL ENG-BI FADF SUPERVISOR INSPECTION SERVICES 9XHB SUPPLY AND DIST SUPERVISOR VWSG SYMPTOM CONTROL PROG,COORD LWWB SYSTEMS ACCOUNTANT LWVB SYSTEMS ACCOUNTANT II LWWA SYSTEMS SOFTWARE ANALYST I LWVA SYSTEMS SOFTWARE ANALYST II S5HC TAX OPERATIONS SUPERVISOR PEDC TELECOM MANAGER VBHC TOBACCO PREV PROJ COORDINATOR 5ATB TRANSPORTATION PLANNER NAGA TRANSPORTATION PROGRAM MANAGER XQHG TRANSPORTATION SERVICES MANAGE XQNB TRANSPORTATION SERVICES SPCLST S5SG TREASURER'S ACCOUNTING OFFICER S5S3 TREASURER'S INVEST OFFICER-EX' S5SD TREASURER'S INVEST OPS ANALYST 6XB4 UNDERSHERIFF-EXEMPT VWSD UTILIZATION REVIEW COORD 06/24/08 RESOLUTION NO. 2008/358 PAGE 14 of 15 Exhibit A Management, Exempt and Unrepresented Employees JobCo e� JobTite�� � � ' VWHG UTILIZATION REVIEW MANAGER GPHG VEGETATION MANAGEMENT SUPV 96TA VETERANS SVC BRANCH OFF MNGR 96WA VETERANS SVC REPRESENTATIVE 2KHA VICT/WIT ASSISTANCE PROG MNGR XDWF VOL AND EMERGENCY PROG SPEC VCND VOL SVCS AND COMM RES ADMN X4HD VOLUNTEER PROGRAM COORD 5ASD WATERSHED MGMNT PLNG SPEC 9KN3 WEATHERIZATION/HM REPAIR SUPV a AJVE WELLNESS COORDINATOR AJVF WORKERS COMP CLAIMS ADJUST II AJWJ WORKERS COMP CLAIMS ADJUSTER AJHB . WORKERS COMP CLAIMS SUPERVISOR XAD4 WORKFORCE INV BD EXC DIR-EX XAD3' WORKFORCE SVCS DIRECTOR-EXEMPT" XANA IWORKFORCE SVCS SPECIALIST 06/24/08 RESOLUTION NO. 2008/358 PAGE 15 of 15 Exhibit B Unrepresented Employees Job Cotte JobT>tieJIM ADD3 CCN PRODUCTION SPECIALIST-PRJ 2KWF DEPUTY DISTRICT ATTORNEY-FT-FL 6XW3 DEPUTY SHERIFF RESERVE-EXEMPT 6XWC DEPUTY SHERIFF-PER DIEM 6XW1 DEPUTY SPEC IN CO SVC AREA P-1 AV71 EHS WORKER TRAINEE-PROJECT X761 EHS WORKFORCE DEV YOUTH TRN-PJ X762 EHS WORKFORCE DEV YOUTH WKR-PJ VPS1 EXEMPT MED STF OPTOMETRIST VPS2 EXEMPT MED STF PODIATRIST 6CW1 [FORENSIC ANALYST-PROJECT VTWB NTERIM PERMIT NURSE 2YWB AW CLERK I 2YVA LAW CLERK II 2YTA LAW CLERK III 64WB LAW ENFORCE TRNG'INSTR-PER DM AJTA LEAD EXAMINATION PROCTOR 3KW4 LIBRARY AIDE-EXEMPT 3KWA LIBRARY STUDENT ASSISTANT 3KW2 LIBRARY STUDENT ASSISTANT-EX V07A MICROBIOLOGIST TRAINEE VWHD NURSING SHIFT COORD- PER DIEM 9T95 RECREATION INSTRUCTOR-LVL 422 VWXF STAFF ADVICE NURSE-PER DIEM VWWA STAFF NURSE-PER DIEM NK7A ISTUDENT AIDE-CIVIL ENGINEER 999E ISTUDENT WORKER-DEEP CLASS 06/24/08 RESOLUTION NO. 2008/358 PAGE 1 of 1 Exhibit C Elected and Appointed Department Heads BAA1 AGRICULTURAL COM-DIR WTS/MEAS DAA1 ASSESSOR AGA2 ASST COUNTY ADM-DIR HUMAN RESC SAA1 AUDITOR-CONTROLLER ADA1 BD OF SUPVR MEMBER LTA1 CHIEF INFO OFF/DIR OF INFO TEC ALA1 CLERK RECORDER ADA2 COUNTY ADMINISTRATOR 2EA1 COUNTY COUNSEL 3AAA COUNTY LIBRARIAN 7AA1 COUNTY PROBATION OFFICER-EX 96A1 COUNTY VETERANS' SVCS OFFICER XAA2 COUNTY WELFARE DIRECTOR-EXEMPT 2KA1 DA PUBLIC ADMININSTATOR 4AD1 DEP DIR OF CONVR, DEV,- EXEMPT 4AA1 DIR OF CONVR, DEV- EXEMPT BJA1 DIRECTOR OF ANIMAL SERVICES SMA1 DIRECTOR OF CHILD SUPPORT SVCS 5AA1 DIRECTOR OF COMMUNITY DEVLPMNT NAA2 DIRECTOR OF GENERAL SERVICES-E VCA1 DIRECTOR OF HEALTH SERVICES RPA1 FIRE CHIEF-CONTRA COSTA 25A1 PUBLIC DEFENDER NAA1 PW DIRECTOR 97A1 RETIREMENT CHIEF EXEC OFCR-EX 6XA1 SHERIFF-CORONER S5A1 TREASURER-TAX COLLECTOR 06/24/08 RESOLUTION NO. 2008/358 PAGE 1 of 1 Exhibit D One Time Work Leave Job Code jjJob Tibe SAWA JACCOUNTANTI SAVAACCOUNTANT II SATA ACCOUNTANT III APIA ADMINISTRATIVE AIDE-DEEP CLASS AP73 ADMINISTRATIVE AIDE-PROJECT APWA ADMINISTRATIVE ANALYST APW1 ADMINISTRATIVE ANALYST-PROJECT AP9A ADMINISTRATIVE INTERN-DEEP CLS ADSG ADMINISTRATIVE SUPPORT ASST APVA ADMINISTRATIVE SVCS ASST II APTA ADMINISTRATIVE SVCS ASST III APV2 ADMINISTRATIVE SVCS ASST II-PR APDB ADMINISTRATIVE SVCS OFFICER AJDB AFFIRMATIVE ACTION OFFICER V9HH AFTER SCHOOL PROGRAM SUPV XQVB AGING &ADULT SVCS SR STAFF AS XQWC AGING &ADULT SVCS STAFF ASST XQD2 AGING/ADULT SVCS DIRECTOR-EX SAA1 AGRICULTURAL COM-DIR WTS/MEAS V7DB AIDS PROGRAM DIRECTOR 9BDA AIRPORT BUS AND DEV MANAGER 99SB JAIRPORT ENVIRON & COM REL OFCR VHD1 ALCOHOLIOTHER DRUG SVCS DIR-EX VADB AMBULATORY CARE ADMIN VAHC AMBULATORY CARE REG MANAGER BJHC ANIMAL CENTER OPERATIONS SUPV BKS1 ANIMAL CLINIC VETERINARIAN BJHB ANIMAL SVCS LIEUTENANT. BJSR ANIMAL SVCS PUBLIC EDUC COORD BJSS ANIMAL SVCS VOLUNTEER COORD AD91 APPEALS OFFICER XQGD AREA AGENCY ON AGING PRGM MNGR JJNG ASSESSOR'S CLERICAL STAFF MNGR APSF ASSESSOR'S CUSTOMER SERV COORD NEVA ASSOC CAPITAL FAC PROJ MANAGER NKVC ASSOC CIVIL ENGINEER NSHB ASSOC COUNTY SURVEYOR VCS1 IASSOC DIRECTOR HS-EXEMPT N4HA ASSOC TRAFFIC ENGINEER VIHA 'ASST CHIEF CARD SUPPORT SVCS 64BA 'ASST CHIEF PUBLIC SVC OFFICER VHGF 'ASST CLINICAL LAB MANAGER AGA2 1ASST COUNTY ADM-DIR HUMAN RESC 06/24/08 RESOLUTION NO. 20081358 Page 1 of 14 Exhibit D One Time Work Leave Job Code JjJob Title ADB4 ASST COUNTY ADMINISTRATOR DABA ASST COUNTY ASSESSOR DAB1 ASST COUNTY ASSESSOR-EXE SAB1 ASST COUNTY AUDITOR CONTROLLE 2ED1 ASST COUNTY COUNSEL-EXEMPT 3ABA ASST COUNTY LIBRARIAN 3AB1 ASST COUNTY LIBRARIAN-EXEMPT ALB3 ASST COUNTY RECORDER-EXEMPT ALB1 ASST COUNTY REGISTRAR-EXEMPT NSGA ASST COUNTY SURVEYOR S5DF ASST COUNTY TAX COLLECTOR S5R4 ASST COUNTY TREASURER-EXEMPT VBHC ASST DIAGNOSTIC IMAG MNGR 9BNA ASST DIR OF AIRPORTS VLFB ASST DIR OF ENV HLTH SVCS VLFA ASST DIR OF HAZ MAT PROGRAM VCB1 ASST DIR OF HEALTH SVCS AGB1 ASST DIR OF HUMAN RESOURCES-EX VYSC ASST DIR PHARMACY SVCS 1KDC ASST DIR-NUTRIT SVCS V5HQ JASST DIR-REHAB THER SVCS 2KD3 ASST DISTRICT ATTORNEY-EXEMPT VCSH ASST FACILITIES MANAGER GFFA ASST FACILITIES MNT. MANAGER PMGC ASST FLEET MANAGER VCGC ASST HEALTH SVC SYS DIR DYNB ASST LEASE MANAGER VCHF ASST MATERIEL MANAGER XASG ASST PROPERTIES TRUST OFFICER 25D2 ASST PUBLIC DEFENDER-EXEMPT 97B1 ASST RETIREMENT ADMIN-EXEMPT AJDP ASST RISK MANAGER ADBA ASST TO THE COUNTY ADMIN 29TA ATTORNEY ADVANCE-CHLD SPPT SVC 29VA ATTORNEY BASIC-CHILD SPPT SVCS 29WA ATTORNEY ENTRY-CHILD SPPT SVCS APDH AUDITOR CONTR BUS & SYS MNGR SFWA AUDITOR i SFVA AUDITOR II SFTA JAUDITOR III J995 BD OF SUPVR ASST-CHIEF ASST J992 +BD OF SUPVR ASST-GEN OFFICE J993 BD OF SUPVR ASST-GEN SECRETARY 0612410B RESOLUTION NO. 2008/358 Page 2 of 14 Exhibit D One Time Work Leave Job Code jjJob Title J994 BD OF,SUPVR ASST-SPECIALIST V9HD JBIOMEDICAL EQUIPMENT MNGR ADSF BUDGET AND PROJECTS COORD ADSA BUDGET SYSTEM ADMINISTRATOR ADSC BUDGET TECHNICIAN GFDD BUILDING AND GROUNDS MANAGER FADC BUILDING INSP SPEC PROG COORD X7SC BUSINESS SVCS REPRESENTATIVE LTth/K BUSINESS SYSTEMS ANALYST LTNE BUSINESS SYSTEMS MANAGER STWA BUYER l STTA BUYER II VBGC CALIF CHLDRN SVCS PROG ADMIN ADSE CAPITAL FACILITIES ADMIN ADT2 CAPITAL FACILITIES ANALYST-PRJ NEG1 CAPITAL PROJECTS DIV MGR-EX X7SB CAREER CENTER COORDINATOR VPD4 CCHP'MEDICAL DIRECTOR-EXEMPT ADDK CCTV PRODUCTION MANAGER ADD3 CCN PRODUCTION SPECIALIST-PRJ ADDL CCTV`'PRODUCTION SPECIALST ADSD CCN PROGRAM COORDINATOR 3AGC CENTRAL LIBRARY MANAGER VWNB ICENTRAL PROCESSING SUPVR SAGC CHIEF ACCOUNTANT ADB1 CHIEF ASST COUNTY ADMIN 2ED2 CHIEF ASST COUNTY COUNSEL SMB1 CHIEF ASST DIRECTOR OF DOSS-EX SMBA CHIEF ASST DIRECTOR/DCSS. 2KD2 CHIEF ASST DISTRICT ATTORNEY-E 25D1 CHIEF ASST PUBLIC DEFENDER SFDB CHIEF AUDITOR VIGA CHIEF CARDIO SUPPORT SVCS JJDA CHIEF CLERK-BOARD OF SUPV BABB CHIEF DEP AGRIC COMM/SEALER 7ADC CHIEF DEP PROBATION OFFICER AXDC CHIEF DEP PUBLIC ADMIN AXD1 CHIEF DEP PUBLIC ADMIN-EXEMPT S5B2 CHIEF DEP TREASURE/TAX COLL-EX VCB3 CHIEF EXECUTIVE OFFICER-CCHP-E LTA1 CHIEF INFO OFF/DIR OF INFO TEC 6NNA CHIEF INVESTIGATOR-PUBLIC DEF S5BC ICHIEF INVESTMENT OFFICER 06/24/08 RESOLUTION NO. 2006/358 Page 3 of 14 Exhibit D One Time Work Leave Job Code JjJob Title V5GE CHIEF PED THERAPIST FADG CHIEF PROPERTY CONSERVATION PSFA CHIEF PUB WKS MTCE SUPT ADS2 CHIEF PUBLIC COMMUN OFFICER-EX GWGA CHIEF STATIONARY ENGINEER 25DB CHIEF TRIAL DEPUTY PUBLIC DEF VBGB CHILD HLTH & DIS PROG MANAGER 9JS2 CHILD NUTRT DIV NUTRI-PROJECT 9JS3 CHILD NUTRT FOOD OPER SUPV-PRJ APSE CHILD SPPRT BUSINESS SVCS MNGR LTWJ CHILD SPPRT INFO SYS ANALYST SMNA CHILD SPPRT SUPERVISOR 2Y7C CHILD SPPRT SVCS ATTRNY ASST SMDA CHILD SPPRT SVCS MANAGER XAD5 CHILDREN AND FAMILY SVCS DIR-E VMHC CHRONIC DISEASE & ENV PROG MGR 2ETG CIVIL LfTIG ATTY-ADVANCED 2ETE CIVIL LITIG ATTY-BASIC LVL 2ETF CIVIL LITIG ATTY-STANDARD JPHD CIVIL OPERATIONS SUPERVISOR VHFA CLINICAL LAB MANAGER SMHA COLLECTIONS SVCS MANAGER V7DA COMMUNICABLE DIS PGRM CHIEF CCB1 COMMUNITY SVCS DEP DIR-PROJECT 9KA1 COMMUNITY SVCS DIRECTOR-EXEMPT APSA COMMUNITY SVCS FISCAL OFFICER CCHA COMMUNITY SVCS PERSONNEL ADMIN 9J71 COMMUNITY SVCS PERSONNEL TECH 64NE COMMUNITY WARNING SYS MANAGER VMHB COMMUNITY WELL & PREV PRO DIR NPHD COMPUTER MAPPING SERVICES MNGR LKVA COMPUTER OPERATIONS ANALYST LKGA COMPUTER OPERATIONS MANAGER LKHA COMPUTER OPERATIONS SUPERVISOR VQDL CONSERV/GDNSHP PROGRAM MGR VQHM CONSERVATORSHIP PROG SUPV ADTF CONTRACT COMPLIANCE SPEC XQHE ICONTRACTS ADMINISTRATOR XQHD CONTRACTS/GRANTS ADMINISTRATOR XQWA CONTRACTS/GRANTS SPLST I XQTA CONTRACTS/GRANTS SPLST 11 ADA2 COUNTY ADMINISTRATOR 2EA1 1COUNTY COUNSEL D6/24/08 RESOLUTION NO. 2008/358 Page 4 of 14 Exhibit D One Time Work Leave Job Code Job Title 9GD2 ICOUNITY EMERGENCY SVCS PIR VCB2 JCOUNTY HOSP EXEC DIR-EXEMPT 3AAA COUNTY LIBRARIAN 7AA1 COUNTY PROBATION OFFICER-EX AJDK COUNTY SAFETY OFFICER 96A1 COUNTY VETERANS' SVCS OFFICER XAA2 COUNTY WELFARE DIRECTOR-EXEMPT CJH3 CS MENTAL HLTH CLIN SUPV-PROJ t GKGC CUSTODIAL & RECYCLE SVCS MNGR GKHC CUSTODIAL SVCS SUPERVISOR 2Y7B DA ATTORNEY ASSISTANT APDD DA CHIEF OF ADMINISTRATIVE SVC . JJGE DA MANAGER OF LAW OFFICES JJHG DA OFFICE MANAGER J3T7 DA PROGRAM ASSISTANT-EXEMPT LWSA DATABASE ADMINISTRATOR ADSH DEPTL COMM & MEDIA REL COORD XQSJ DEPTL PERS COMPUTER COORD BAHA DEPUTY AGRICULTURE COMMR LTD2 DEPUTY CIO-GIS-EXEMPT JJHD DEPUTY CLERK-BOARD OF SUPV ADDG DEPUTY CO ADMINISTRATOR 2ETK DEPUTY CO COUNSEL-ADVANCED 2ETH DEPUTY CO COUNSEL-BASIC 2ETJ DEPUTY CO COUNSEL-STANDARD 3AFE DEPUTY CO LIBRARIAN-PUB SVCS 3AFG DEPUTY CO LIBRARIAN-SUPT SVCS LWS1 DEPUTY DIR CHF INFO SEC OFC-EX 5AB2 DEPUTY DIR COM DEV/CURB-EX 5AH2 DEPUTY DIR COM DEV/TRANS-EX BJDF DEPUTY DIR OF ANIMAL SERVICES LTDA DEPUTY DIR/INFO TECHNOLOGY 2KTG DEPUTY DISTRICT ATTORNEY-ADV 2KTF DEPUTY DISTRICT ATTORNEY-BASIC 2KWD DEPUTY DISTRICT ATTORNEY-FT 2KWF DEPUTY DISTRICT ATTORNEY-FT-FL VCD2 DEPUTY EXECUTIVE DIR/CCHP-EX NAD8 DEPUTY GENERAL SVCS DIRECTOR/E AXFA DEPUTY.PUBLIC ADMINISTRATOR NADO . DEPUTY PUBLIC WORKS DIRECTOR-E BWHA IDEPUTY SEALER WEIGHTS/MEASURE VBGA I DEVELOPMENTAL CENTER DIRECTOR V5HH (DEVELOPMENTAL PROGRM SUPV 06/24/08 RESOLUTION NO. 20081356 Page 5 of 14 Exhibit D One Time Work Leave Job Code 7pob Titie VBHB DIAGNOSTIC IMAGING MANAGER` VRG1 DIR MKTG/MEM SVCS & PR-CCHP-EX VWDB DIRECTOR HOSPITAL NURSING SVCS 9BD1 DIRECTOR OF AIRPORTS BJA1 DIRECTOR OF ANIMAL SERVICES FAA1 DIRECTOR OF BLDG INSPECTION-EX SMA1 DIRECTOR OF CHILD SUPPORT SVCS 5AA1 DIRECTOR OF COMMUNITY DEVLPMNT VLD1 DIRECTOR OF ENV HEALTH SVCS-EX VCFA DIRECTOR OF FAMLY, M &CH NAA2 DIRECTOR OF GENERAL SERVICES-E VLD2 DIRECTOR OF HAZ MAT PROGRAM-EX VCA1 DIRECTOR OF HEALTH SERVICES VNDB DIRECTOR OF FILTH INFO/RISK MNG ADDF DIRECTOR OF JUSTICE SYST PROG VPS4 DIRECTOR OF MED STAFF AFFAIRS VDDA DIRECTOR OF PH LAB SVCS VYDC DIRECTOR OF PHARMACY SVCS VWDD DIRECTOR OF PSYCH NURSING SVCS VWSE DIRECTOR OF QUALITY MANAGEMENT 5AB1 DIRECTOR OF REDEVEL-EXEMPT VSGH DIRECTOR OF REHAB THERAPY SVCS SMD1 DIRECTOR OF REVENUE COLLECTION ADSB DIRECTOR OFFICE OF COMM/MEDIA WGS DIRECTOR PUB FILTH CLINIC SVCS VATC DISABILITY BENEFITS COORD 2RS7 DISCOVERY REFEREE ARDC DIVERSITY SVCS COORDINATOR NPGA DRAFTING SVCS COORDINATOR, NPHC DRAFTING SVCS MANAGER XASJ EHS CHIEF FINANCIAL OFFICER XAD6 EHS DIRECTOR OF ADMIN-EXEMPT XADD EHS DIVISION MANAGER XAD1 EHS DIVISION MANAGER-PROJECT XQNA EHS FACILITIES MANAGER XQHF EHS PROG INTEGRITY COORD XQH3 EHS PROG INTEGRITY COORD-PROJ EBNA ELECTIONS OUTREACH COORDINATOR ALHB ELECTIONS PROCESSING SUPVR EBSA ELECTIONS SVCS MANAGER VBSC EMERGENCY MEDICAL SVS DIRECTOR VBHB EMERGENCY MEDICAL SVS PRG CORD 9GSA EMERGENCY PLANNING COORD 06/24/08 RESOLUTION NO. 2003/356 Page 5 of 14 Exhibit D One Time Work Leave Jab Code JjJob Title 9GS1 EMERGENCY PLANNING SPEC-EXEMPT 9GGA EMERGENCY SERVICES MANAGER AGD2 EMPLOYEE BENEFITS MANAGER AGSC EMPLOYEE BENEFITS SPECIALIST AJHA EMPLOYEE BENEFITS SUPERVISOR: AJVC EiJIPLOYEE REHAB COUNSELOR NSHC ENGINEERING TECH SUPV MAT TSTG NSHE ENGINEERING TECHNICIAN SUPV CO NSHD ENGINEERING TECHNICIAN SUPV LS NBHB ENGINEERING TECHNICIAN SUPV-TR SATC ENVIRONMENTAL PLANNER 1 WDB ENVIRONMENTAL SVCS MANAGER 1WHB ENVIRONMENTAL SVCS SUPERVISOR J3H2 EXEC ASST TO THE CO ADMINIS-EX J3HA EXEC ASST TO THE CO ADMIMSTR XQSB EXEC ASST/DEVELP DISK COUNCIL XDS1 EXEC ASSTIHAZ MAT COMM J3T6 EXEC SECRETARY/MERIT BOARD J3T5 EXEC SECRETARY-EXEMPT J3TJ EXECUTIVE SECRETARY-DCSS' VPS1 EXEMPT MED STF OPTOMETRIST VPS2 EXEMPT MED STF PODIATRIST GFDG FACILITIES MAINTENANCE MANAGER VCDC FACILITIES MANAGER 9MD3' FACS ASSISTANT DIRECTOR-PRJ 9MW6 FACS ASST DISB/MH MGR-PROJECT 9MS7 FACS ASST FAM ADVOCACY MNGR-PR 9MH1 FACS CHILD SVC,MANAGER-PROJECT 9MS3 FACS FAMILY ADVOCACY MNGR-PRJ 9MS2 FACS SP NEED/MH MNGR=PROJECT P2NC FIRE DISTRICT APPARATUS MNGR. APDE FIRE`DISTRICT CHIEF/ADMIN SVCS GFDF FIRE DISTRICT FACILITIES MNGR SBSF FIRE DISTRICT FISCAL SPECIALST - LTNC FIRE DISTRICT INFO SYST MANGR REDB FIRE DISTRICT TELECOMM MANAGER RWSD FIRE EMS QUALITY IMPR COORD PMFB FLEET MANAGER PMHC. FLEET SERVICE CENTER SUPV XHS1 GENERAL ASSISTANCE HEAR.REP-PR GFSA IGENERAL SVCS FACILITIES SUPVR APSB IGENERAL SVCS.FISCAL OFFICER GPHH ;GROUNDS MAINTENANCE SUPV 06/24/08 RESOLUTION NO. 2008135B Page 7 of 14 Exhibit D One Time Work Leave Job Code Job Tibe GPDE GROUNDS MANAGER V4HD HAZARDOUS WASTE REDUCTION MNGR VCGE HEALTH PLAN BUSINESS SVCS MNGR VCSG HEALTH PLAN MED ECON ANALYS VCSK HEALTH PLAN MEMBER ADVOCATE V9HG HEALTH PLAN PATIENT SVCS SUPV VYSE HEALTH PLAN PHARMACY MANAGER VCHB HEALTH PLAN SALES MANAGER VCS3 HEALTH PLAN SERVICES ASST-EX VCTB HEALTH SVCS ACCOUNTANT VANF HEALTH SVCS ADMIN-LEVEL A VANG HEALTH SVCS ADMIN-LEVEL B VANH HEALTH SVCS ADMIN-LEVEL C VCDD HEALTH SVCS D1R/PLNG & FAC VBSM HEALTH SVCS EMERG PREP MANAGER LKFA HEALTH SVCS INFO SYS OPS MNGR LPTA HEALTH SVCS INFO SYS FROG/ANL LTTC HEALTH SVCS INFO SYSTEMS SPEC VCFB HEALTH SVCS INFO TECH SUPV VCN2 HEALTH SVCS PERSNL OFFICER-EX VASE HEALTH SVCS PLAN/EVAL DIRECTOR VCXC HEALTH SVCS PLNR/EVAL-LEVEL.A VCXD HEALTH SVCS PLNR/EVAL-LEVEL B VCTA HEALTH SVCS REIM ACCOUNTANT XQSM HEALTH SVCS SPECIAL PROJ ADMIN VCDF HEALTH SVCS SYSTEMS DIRECTOR VVFC HOME HEALTH AGENCY DIRECTOR VBHE HOMELESS SVCS PROG MANAGER V9SD HOMELESS SVCS SPECIALIST AGVE HUMAN RESOURCES ANALYST I AGVC HUMAN RESOURCES ANALYST II AGSE HUMAN RESOURCES MGMT SYS COORD AGDF HUMAN RESOURCES PROJECT MNGR AG7B HUMAN RESOURCES TECHNICIAN N9SB HYDROLOGIST LWTA INFO SYS AUDITOR LTNA INFO SYS MANAGER I LTNB INFO SYS MANAGER 11 LPWA INFO SYS PROGRAMMER/ANALYST i LPVA INFO SYS PROGRAMMER/ANALYST II LPNB INFO SYS PROGRAMMER/ANALYST IV LPTB INFO SYS PROGRAMMER/ANLYST III LPNA INFO SYS PROJECT MANAGER D6/24/D8 RESOLUTION NO. 2008/358 Page 8 of 14 Exhibit D One Time Work Leave Job Code Job Title LTWC INFO SYS TECHNICIAN I LFWA INFO SYSTEM ADMINISTRATOR I LFVA JINFO SYSTEM ADMINISTRATOR Il LFTA INFO SYSTEM ADMINISTRATOR III LBSB INFO TECH PROJECT MANAGER 7KGA INST SUPERVISOR II AJWC INSURANCE ANALYST 1. AJVB INSURANCE ANALYST If AGVD LABOR RELATIONS ANALYST II AGD1 LABOR RELATIONS MANAGER-EXEMPT ADS4 LAFCO EXECUTIVE OFFICER 5ASF LAND INFORMATION BUS OPS MNGR 2YWB LAW CLERK 2YVA LAW CLERK II 2YTA LAW CLERK III AJWF LIABILITY CLAIMS ADJUSTER 3KHA LIBRARY CIRCULATION MANAGER 3ASF LIBRARY CMNTY RLTNS MANGR 3AGE LIBRARY COLL/TECHNICAL SVCS MG 3ASH LIBRARY LITERACY DIRECTOR 3KWA LIBRARY STUDENT ASSISTANT 3KW2 LIBRARY STUDENT ASSISTANT-EX ADTE MANAGEMENT ANALYST 11 ADTD MANAGEMENT ANALYST III 5PDB MANAGER APPLICATION/PERMIT CE ADD4 MANAGER CAP FAC/DEBT,MGMT-EX VRWA MANAGER OF MKTG & MEM SVCS VCGA MATERIAL MANAGER. VBFA MEDICAL CARE ADMINISTRATOR . VCA2 MEDICAL DIRECTOR VNHB MEDICAL RECORDS ADMINISTRATOR X4HE MEDICAL SOC SVC DIRECTOR VQDM MH CLINICAL OPERATIONS CHIEF VQDN MH PROGRAM CHIEF VQDC MH PROGRAM MANAGER VQHP IMH PROGRAM SUPERVISOR VQSE IMH PROJECT MANAGER VASA MH PROVIDER SVCS COORD VQSF MH QUALITY IMPROVEMENT COORD. VQH3 MH VOCATIONAL SVCS COORD-PRJ 9XHA MICROFILM SUPERVISOR FAHB NEIGHBORHOOD PRESVR PROG MNGR FASD NEIGHBORHOOD PRESVR FROG SPEC 06/24/08 RESOLUTION NO. 2008/358 Page 9 of 14 Exhibit D One Time Work Leave Job Code Job Titie XQS4 NEIGHBORHOOD SVCS COORD-PROJ LNSA NETWORK ADMINISTRATOR I LNSB NETWORK ADMINISTRATOR II LBVA NETWORK ANALYST I LBTA NETWORK ANALYST II LBHA NETWORK MANAGER LNWA NETWORK TECHNICIAN I LNVA NETWORK TECHNICIAN II JJHC OFFICE MANAGER X7GA ONE-STOP OPER CONSORT ADMN X7HC ONE-STOP OPER CONSORT ASST ADM XAGB ORG & STAFF DEVELOP MANAGER VAGD PATIENT BILLING MANAGER VAGA PATIENT FINANCIAL SERVICES MGR V9NB PATIENT FINANCIAL SVCS MANAGER VASB PATIENT OMBUDSPERSON VASD PATIENT RELTNS SVCS COORD SATE PAYROLL ACCOUNTANT LWWC PAYROLL SYSTEMS ACCOUNTANT I LWVC PAYROLL SYSTEMS ACCOUNTANT II ARVA PERSONNEL SERVICES ASST II ARTA PERSONNEL SERVICES ASST III AGDE PERSONNEL SERVICES SUPERVISOR 5AWA PLANNER I 5AVA PLANNER II 5ATA PLANNER III 5AV1 PLANNER II-PROJECT. 5AW1 PLANNER I-PROJECT VBSG PRE-HOSPTL CARE COORDINATOR DADC PRINCIPAL APPRAISER FAVE PRINCIPAL BUILDING INSPECTOR 5AHD PRINCIPAL PLANNER-LEVEL A 5AHE PRINCIPAL PLANNER-LEVEL B DYDA PRINCIPAL REAL PROPERTY AGENT NCHA PRINCIPAL STRUCTIONAL ENGNR-BI 9XGA PRINT & MAIL SERVICES MANAGER 9XHE PRINT & MAIL SERVICES SUPV 7AGB PROBATION MANAGER LWVD PROPERTY TAX BUS SYS MANAGER AXSD PUBLIC ADM PROGRAM ASST 25A1 PUBLIC DEFENDER V7VC PUBLIC HLTH EPIDE/BiOSTATICIAN VVHG PUBLIC HLTH NURSE FROG MANAGER 06/24/08 RESOLUTION NO. 2008/358 Page 10 of 14 Exhibit D One Time Work Leave Job Code IlJob Title VBSD PUBLIC HLTH PRGM SPEC I VBND PUBLIC HLTH PRGM SPEC 11 VBS2 _ PUBLIC HLTH PRGM SPEC I-PRJ ADS1 PUBLIC INFORMATION OFFICER STDC PURCHASING SVCS MANAGER PSGA PW ASST FIELD OPERATIONS MNGR APSD PW CUSTOMER SERV COORDINATOR NAA1 PW DIRECTOR PSFB PW FIELD OPERATIONS MANAGER APSC PW FISCAL OFFICER LWSB PW GIS COORDINATOR PSHB PW MAINTENANCE SUPERVISOR PSSD PW RESOURCES MANAGER DYD1 REAL ESTATE MANAGER-EXEMPT J9HF RECORDER'S OPERATIONS MANAGER 9T95 RECREATION INSTRUCTOR-LVL 422 5AH4 REDEVELOPMENT PROJ MANAGER-PRJ 51 SD REDEVELOPMENTIHOUSING SPEC I 51 SE REDEVELOPMENT/HOUSING SPEC 11 VCHD REGISTRAR OF VITAL STATS V5HN REHABILITATION THERAPY SVC SUP VPD5 RESIDENCY DIRECTOR-EXEMPT 5A7A RESOURCE RECOVERY ASSISTANT 5ASA' RESOURCE RECOVERY SPECIALIST 97NA RETIREMENT ACCOUNTANT 97DA RETIREMENT ACCOUNTING MANAGER 97HA RETIREMENT ADMINISTRATION MNGR 97GA RETIREMENT BENEFITS MANAGER 97HB RETIREMENT BENEFITS PRG COORD 97132 RETIREMENT CHF INVEST OFCR-EX 97A1 RETIREMENT CHIEF EXEC OFCR-EX 97SA RETIREMENT COMMUNICATIONS CORD 97SB RETIREMENT INFO TECH COORD I 97SC RETIREMENT INFO TECH COORD II AJD1 RISK MANAGER SFHA SAFETY SVCS MANAGER AJWG SAFETY SVCS SPCLST-LVL A AJWH SAFETY SVCS SPCLST-LVL B AVS4 SBDC BUSINESS CONSULTANT-PRJ AVD3 SBDC DIRECTOR-PROJECT CCG1 SCHOOL READINESS PROG COOR-PRJ J3S2 SECRETARY TO UNDERSHERIFF ADHA !SERVICE INTEGRATION TEAM COORD 06/24/08 RESOLUTION NO. 2009/358 Page 11 of 14 Exhibit D One Time Work Leave Job Code IlJob Title ADGA SERVICE INTERGRATION PROG MNGR APDC SHERIFF'S CHF OF MGNT SVCS 64VA SHERIFF'S CRIME ANALYST J3T0 SHERIFF'S EXECUTIVE ASSISTANT 64SJ SHERIFF'S FISCAL OFFICER PMSG* SHERIFF'S FLEET SVCS COORD 64SK SHERIFF'S MUTUAL AID COORD 64HR SHERIFF'S PROPERTY & EVID MNGR X4SG SOC SVC APPEALS OFFICER X4S2 SOC SVC APPEALS OFFICER-PRJ XAHB SOC SVC APPEALS SUPERVISOR, XQHC SOC SVC BUSINESS SYST APP MNGR XASH I SOC SVC FISCAL COMPLIANCE ACCT XAGA ISOC SVC FRAUD PREVENTION MNGR ADB5 SPECIAL ASST TO THE CO ADMN-EX ADDE SPECIAL DISTRICT ANALYST ADS5 SPECIAL PROJECT MANAGER LTVJ SR BUSINESS SYSTEMS ANALYST STTB SR BUYER NEHA SR CAPITAL FAC PROJECT MNGR NKHA SR CIVIL ENGINEER ADDH SR DEPUTY COUNTY ADMNISTRATOR 2KD1 SR DEPUTY DISTRICT ATTORNEY-EX 9GWB SR EMERGENCY PLANNING COORD 2ED3 SR FINANCIAL COUNSELOR-EXEMPT N9HC SR HYDROLOGIST AJTB SR INSURANCE ANALYST 51 SC SR PLANNING TECHNICIAN NEVB SR STRUCTURAL ENGINEER-BI NEV2 SR STRUCTURAL ENGINEER-PRJ; NKHB SR TRAFFIC ENGINEER 5AHB SR TRANSPORTATION PLANNER SASE SR WATERSHED MGMT PLNG SPEC AJTC SR WORKERS COMP CLAIMS ADJS V9HC STAFF AND PAT CARE COORDINATOR XADE STAFF DEVELOPMENT SUPERVISOR LMS1 STORMWATER PCP CMPTR SPEC NASB STORMWATER POLL CONT MNGR NESB STRUCTURAL ENGINEER-BUILD INSP VHG5 SUBSTANCE ABUSE PROGRAM MGR-P VHGE SUBSTANCE ABUSE PROGRAM MNGR VHHB SUBSTANCE ABUSE PROGRAM SUPV SAHJ ISUPERVISING ACCOUNTANT 06/24/08 RESOLUTION NO. 2008/356 Page 12 of 14 • i. Exhibit D One Time Work Leave Job Cods Job Title DAHC SUPERVISING APPRAISER V4HE ISUPERVISING ARP ENGINEER 29H1 SUPERVISING ATTORNEY-DCSS 29HA SUPERVISING ATTORNEY-DCSS DRNA SUPERVISING AUDITOR-APPRAISER NEHC SUPERVISING CAPITAL FAC PRJ MG NKGA SUPERVISING CIVIL ENGINEER VHHF SUPERVISING CLINICAL LAB SCIEN 1 KHA SUPERVISING COOK-JUVENILE HALL V4HC SUPERVISING ENVIRON HLTH SPEC NXHA SUPERVISING GRAPHICS TECH V5HJ ISUPEIRVISING PEDIATRIC THERAPST VOHC SUPERVISING PH MICROBIOLOGIST VVHC SUPERVISING PH NURSE DYNA SUPERVISING REAL PROPERTY AGNT FADB SUPERVISING STRUCTIONAL ENG-BI 9BHC SUPERVISOR AIRPORT OPERATIONS FADF SUPERVISOR INSPECTION SERVICES 9XHB SUPPLY AND DIST SUPERVISOR VWSG SYMPTOM CONTROL PROG COORD LWWB SYSTEMS ACCOUNTANT I LWVB. SYSTEMS ACCOUNTANT II LWWA SYSTEMS SOFTWARE ANALYST I LWVA SYSTEMS SOFTWARE ANALYST 11 S5HC TAX OPERATIONS SUPERVISOR PEDC TELECOM MANAGER VBHC TOBACCO PREV PROJ COORDINATOR 5ATB TRANSPORTATION PLANNER NAGA TRANSPORTATION PROGRAM MANAGER S5SG TREASURER'S ACCOUNTING OFFICER S5S3 TREASURER'S INVEST OFFICER-EX S5SD TREASURER'S INVEST OPS ANALYST GPHG VEGETATION MANAGEMENT SUPV 96TA VETERANS SVC BRANCH OFF MNGR 96WA IVETERANS SVC REPRESENTATIVE 2KHA VICTAVIT ASSISTANCE FROG MNGR VCND IVOL SVCS AND COMM RES ADMN X4HD IVOLUNTEER PROGRAM COORD 5ASD !WATERSHEAD MGMNT PLNG SPEC 9KN3 IWEATHERIZATION/HM REPAIR SUPV AJVE IWELLNESS COORDINATOR AJVF IWORKERS COMP CLAIMS ADJUST 11 AJWJ (WORKERS COMP CLAIMS ADJUSTER I 06/24/08 RESOLUTION NO, 20061358 Page 13 of 14 Exhibit D One Time Work Leave Job Code ajob Title AJHB WORKERS COMP CLAIMS SUPERVISOR XAD4 WORKFORCE INV BD EXC DIR-EX FNXA3 WORKFORCE SVCS DIRECTOR-EXEMPT A WORKFORCE SVCS SPECIALIST 06/24/08 RESOLUTION NO, 2008/358 Page 14 of 14 EXHIBIT E DEPARTMENT HEADS AND THEIR CHIEF ASSISTANT(S) Department Head Chief Assistant Department Head Agriculture Commissioner/Director of Weights and -Chief Deputy Agriculture Commissioner/Sealer of Measures Weights and Measures Director of Animal Services Deputy Director of Animal Services Assessor Assistant County Assessor Auditor-Controller Assistant County Auditor-Controller Board of Supervisors Member No Assistant Director of Building Inspection No Chief Assistant Chief Information Officer/Director of Information Deputy Chief Information Officer Technology Clerk-Recorder Assistant County Registrar Assistant County Recorder Director of Child Support Services Chief Assistant Director of Child Support Services Director of Community.Development Deputy Director of Community Development/ Current Planning Deputy Director of Community Development/ Transportation Planning Director of Redevelopment County Administrator Chief Assistant County Administrator District Attorney-Public Administrator Chief Assistant District Attorney County Welfare Director Aging/Adult Services Director Children and Family Services Director Community Services Director EHS Chief Financial Officer EHS Director,of Administration FACS Assistant Director- Project Workforce Services Director Fire Chief- Contra Costa County Assistant Fire Chief Director of General Services Deputy General Services Director Director of Health Services Assistant Director of Health Services Assistant County`Administrator-Director of Human Assistant Director. of Human Resources Resources LAFCO Director ` No Chief Assistant County Librarian Deputy County Librarian— Public Services County Librarian— Support Services County Probation Officer Chief Deputy Probation Officer Public Defender Chief Assistant Public Defender Public Works Director. Deputy Public Works Director Retirement Chief Executive Officer Retirement Chief Investment Officer Director of Revenue Collections No Chief Assistant Risk Manager No Chief Assistant Sheriff-Coroner Undersheriff Treasurer-Tax Collector Chief Deputy.Treasurer-Tax Collector County Veterans' Services Officer No Chief Assistant (03/28/07) 06/24/2008 RESOLUTION NO. 2008/358 Page 1 of 1 EXHIBIT F CaIPERS Health Plan Classes' Job Code Job Title 6XA1 SHERIFF-CORONER 6XB1 ASSISTANT SHERIFF-CHIEF EXEC ASST 6XB2 ASSISTANT SHERIFF 6XB3 CHIEF DEPUTY SHERIFF-EXEMPT 6XB4 UNDERSHERIFF-EXEMPT 6XD1 COMMANDER-EXEMPT 06/24/08 RESOLUTION NO. 2008/358 Page 1 of 1,