HomeMy WebLinkAboutRESOLUTIONS - 07212009 - 2009/341i
RESOLUTION NO. 2009/341
TABLE OF CONTENTS
Resolution No. 2009/341
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
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 Layoff and Other Loss of Coverage
2.15 Health Plan Coverage and Provisions
2.16 Family Member Eligibility Criteria
2.B. Employees in Classifications Who Receive Health Care Coverage from
CalPERS
2.17 CalPERS Controls
2.18 Contra Costa Health Plan (CCHP)
2.19 CalPERS Health Plan Monthly Premium Subsidy
2.20 CalPERS Retirement Coverage
2.21 CalPERS Premium Payments
ii
RESOLUTION NO. 2009/341
2.22 Dental Plan - CalPERS Participants
2.C. All Employees
2.23 Dual Coverage
2.24 Life Insurance Benefit Under Health and Dental Plans
2.25 Supplemental Life Insurance
2.26 Catastrophic Leave Bank
2.27 Health Care Spending Account
2.28 PERS Long-Term Care
2.29 Dependent Care Assistance Program
2.30 Premium Conversion Plan
2.31 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
11. Other Terms and Conditions of Employment
11.10 Overtime Exempt Exclusion
11.11 Overtime
iii
RESOLUTION NO. 2009/341
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
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
III. Benefits for Elected and Appointed Department Heads
21. Executive Automobile Allowance
22. Executive Life Insurance
23. Executive Professional Development Reimbursement
24. Appointed Department Heads
25. Elected Department Heads
26. Elected Department Head Benefits
iv
RESOLUTION NO. 2009/341
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 State Bar Dues
33. Attorney Management Administrative Leave
34. Attorney Professional Development Reimbursement
35. Assessor Education Differential
36. Assessor Mileage Reimbursement
37. Certified Elections/Registration Administrator Certification Differential
38. District Attorney Inspectors Longevity Pay
39. District Attorney Inspector P.O.S.T.
40. District Attorney Investigator - Safety Employees Retirement Tier;
Contribution Toward Cost of Enhanced Retirement Benefit
40.10 Retirement Tier
40.11 Employees With More Than 30 Years of Service
40.12 Eligible Employees
41. Employment and Human Services Division Manager Differential
42. Engineer Continuing Education Allowance
43. Engineer Professional Development Reimbursement
44. Engineer Structural Registration Differential
v
RESOLUTION NO. 2009/341
45. Library Department Holidays
46. Nursing Shift Coordinator, Staff Nurse-Per Diem, and Staff Advice
Nurse-Per Diem Holiday Pay
47. Staff Nurse-Per Diem and Staff Advice Nurse-Per Diem Overtime Pay
48. Staff Nurse-Per Diem Differentials
49. Staff Advice Nurse-Per diem Shift Differentials
50. Nursing Shift Coordinator Differentials
51. Nurse Manager Longevity Differentials
51.10 Seven Years of Service
51.11 Ten Years of Service
51.12 Fifteen Years of Service
51.13 Twenty Years of Service
51.14 Eligible Classes
52. Environmental Analyst III / Environmental Planner Assignment Differential
53. Podiatrists / Optometrists Unrepresented Status
54. Probation - Safety Employees Retirement Tier; Contribution Toward cost
of Enhanced Retirement Benefit
54.10 Retirement Tier
54.11 Eligible Employees
55. Public Works Maintenance Managers Scheduled Day Off
56. Public Works Emergency Work Differential
57. Public Works Seasonal Construction Differential
58. Public Works Maintenance Managers Education Allowance
59. Real Property Agent Advanced Certificate Differential
60. Sheriff Sworn Management P.O.S.T.
vi
RESOLUTION NO. 2009/341
61. Sheriff Continuing Education Allowance
62. Sheriff Emergency Services Standby Differential
63. Sheriff Law Enforcement Longevity Differential
64. Sheriff Uniform Allowance
65. Sheriff - Detention Division Meals
66. Sheriff - Retirement Tiers; Contribution Toward Cost of Enhanced
Retirement Benefit
66.10 Safety Tier A
66.11 Safety Tier C
66.12 Rehires
66.13 Employees with More than 30 Years of Service
66.14 Retirement Tier Elections
66.15 Eligible Employees
67. Treasurer-Tax Collector Professional Development Differential
1
RESOLUTION NO. 2009/341
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 any schedule that is not a
regular, alternate, 9/80, or 4/10 work schedule and where the employee is not
scheduled to work more than 40 hours in a “workweek” as defined below.
Alternate Work Schedule: An alternate work schedule is any work sc hedule
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.
4/10 Work Schedule: A 4/10 work schedule is four (4) ten hour days in a seven
(7) day period, for a total of forty (40) hours per week.
9/80 Work Schedule: A 9/80 work schedule is where an employee works a
recurring schedule of thirty six (36) hours in one calendar week and forty four
(44) hours in the next calendar week, but only forty (40) hours in the designated
workweek. In the thirty six hour (36) calendar week, the employee works four (4)
nine (9) hour days and has the same day of the week off that is worked for eight
(8) hours in the forty four (44) hour calendar week. In the forty four (44) hour
calendar week, the employee works four (4) nine (9) hour days and one eight (8)
hour day.
Workweek for Employees on Regular, Flexible, Alternate, and 4/10 Schedules:
For employees on regular, flexible, alternate, and 4/10 schedules, the workweek
begins at 12:01 a.m. on Monday and ends at 12 midnight on Sunday.
2
RESOLUTION NO. 2009/341
Workweek for Employees on a 9/80 Schedule: The 9/80 workweek begins on the
same day of the week as the employee’s eight (8) hour work day and regularly
scheduled 9/80 day off. The start time of the workweek is four (4) hours and one
(1) minute after the start time of the eight (8) hour work day. The end time of the
workweek is four (4) hours after the start time of the eight (8) hour work day.
The result is a workweek that is a fixed and regularly recurring period of seven
(7) consecutive twenty four (24) hour periods (168 hours).
1.12 Holidays: Employees 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 preceding
Friday and any holiday that falls on a Sunday is observed on the following
Monday.
1.13 Holidays - Flexible, Alternate, 9/80, and 4/10 Work Schedules: When a holiday
falls on the regularly scheduled day off of any employee who is on a flexible,
alternate, 9/80, or 4/10 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.
1.14 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.
3
RESOLUTION NO. 2009/341
1.17 Vacation: Employees are entitled to accrue paid vacation credit not to exceed the
maximum cumulative hours as follows:
Length of Service
Monthly
Accrual
Hours
Maximum
Cumulative
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 13-1/3 320
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.
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 are not entitled to Family
Care or Medical Leave on a calendar year basis. Instead, such employees are
entitled to at least eighteen (18) weeks of leave in a “rolling” twelve (12) month
period, which period is to 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 the use of accruals
while on leave without pay, apply to all employees covered by this Resolution.
4
RESOLUTION NO. 2009/341
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
“Layoff and Other Loss of Coverage,” Section 2.15 “Health Plan Coverages
and Provisions,” and Section 2.16 “Family Member Eligibility.”
b. Employees in classifications who receive health care coverage from
CalPERS: The following Sections apply to all employees in the classifications
listed in Exhibit E: Section 2.17 “CalPERS Controls,” Section 2.18 “Contra
Costa Health Plan (CCHP),” Section 2.19 “CalPERS Health Plan Monthly
Premium Subsidy,” Section 2.20 “CalPERS Retirement Coverage,” Section
2.21 “CalPERS Premium Payments,” and Section 2.22 “Dental Plan -
CalPERS Participants.”
c. General provisions: The following Sections apply to all employees in all the
classifications covered by this Resolution: Section 2.23 “ Dual Coverage,”
Section 2.24 “Life Insurance Benefit Under Health and Dental Plans,” Section
2.25 “Supplemental Life Insurance,” Section 2.26 “Catastrophic Leave Bank,”
Section 2.27 “Health Care Spending Account,” Sections 2.28 “PERS Long-
Term Care,” Section 2.29 “Dependent Care Assistance Program,” Section
2.30 “Premium Conversion Plan,” and Section 2.31 “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
g. PMI Delta Care Dental
5
RESOLUTION NO. 2009/341
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 members for 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, fifty-eight and 05/100 percent (58.05%), provided
that the County will pay only fifty percent (50%) of any premium
increase in calendar year 2009.
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 CalPERS),
one hundred percent (100%) less one cent ($.01).
b. Premium Subsidy After December 31, 2009:
1. Plans other than CCHPA, CCHPB, Delta Dental/CCHPA and B, PMI
Dental Care/CCHPA and B and Health Net PPO. Beginning on
January 1, 2010, and for each calendar year thereafter, the County
will pay a monthly premium subsidy for each health and each dental
plan (other than CCHP health and coordinated dental plans and the
Health Net PPO) listed above that is equal to the actual dollar monthly
premium subsidy that is paid by the County in 2009. If there is an
increase in the premium charged by a health or dental plan for 2010,
the County and the employees will each pay fifty percent (50%) of that
portion of the premium increase charged by the health or dental plan
that does not exceed eleven percent (11%) of the 2009 premium. If
the premium increase for 2010 exceeds eleven percent (11%) of the
2009 premium charged by the health or dental plan, the County
additionally will pay that portion of the premium increase that exceeds
eleven percent (11%) of the 2009 premium. If there is an increase in
the premium charged by a health or dental plan for 2011, the County
and the employees will each pay fifty percent (50%) of that portion of
the premium increase charged by the health or dental plan that does
not exceed eleven percent (11%) of the 2010 premium. If the
premium increase for 2011 exceeds eleven percent (11%) of the 2010
6
RESOLUTION NO. 2009/341
premium charged by the health or dental plan, the County additionally
will pay that portion of the premium increase that exceeds eleven
percent (11%) of the 2010 premium.
2. CCHP A, CCHP B, Delta Dental/CCHP A and B, PMI Dental
Care/CCHP A and B. Beginning on January 1, 2010, and for each
calendar year thereafter, the County will pay a monthly premium
subsidy for CCHP Plan A and the coordinated dental plans listed
above that is equal to ninety-three percent (93%) of the total monthly
premium that is paid for the plan in 2010. Beginning on January 1,
2010, and for each calendar year thereafter, the County will pay a
monthly premium subsidy for CCHP Plan B that is equal to eighty-
seven percent (87%) of the total monthly premium that is paid for the
plan in 2010. If there is an increase in the premium charged by a
CCHP health and/or coordinated dental plan for 2011, the County and
the employees will each pay fifty percent (50%) of that portion of the
premium increase that does not exceed eleven percent (11%) of the
2010 premium charged by the CCHP health and/or coordinated dental
plan. If the premium increase for 2011 exceeds eleven percent (11%)
of the 2010 premium charged by the CCHP health and/or coordinated
dental plan, the County will additionally pay that portion of the
premium increase that exceeds eleven percent (11%) of the 2010
premium.
3. Health Net PPO. Beginning on January 1, 2010, and for each
calendar year thereafter, the County will pay a monthly premium
subsidy for the Health Net PPO that is equal to the actual dollar
monthly premium subsidy that is paid by the County in 2009. During
the term of this resolution, if there are increases in the premium
charged by the Health Net PPO plan, the County and the employees
will each pay fifty percent (50%) of any premium increase above the
2009 premium.
4. After June 29, 2011, the County will pay a monthly premium
subsidy for each health and/or dental plan that is equal to the actual
dollar amount of the monthly premium subsidy that is paid by the
County in the month of May 2011. The amount of the County subsidy
that is paid will thereafter be a set dollar amount and will not be a
percentage of the premium charged by the health and/or dental plan.
c. 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.
d. 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.
7
RESOLUTION NO. 2009/341
2.13 Retirement Coverage:
a. Upon Retirement:
1. Upon retirement and for the term of this resolution, eligible 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 eligible 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 eligible 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 eligible employee who retires under the Contra Costa County
Employees’ Retirement Association (“CCCERA”) may retain continuous
coverage of any county health and/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 and/or dental 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/or 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;
8
RESOLUTION NO. 2009/341
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 10th
of each month, to the Contra Costa County Auditor-Controller. When the
deferred retirees begin to receive retirement benefits, they will qualify for the
same health and/or dental coverage pursuant to subsection (a) above, as
similarly situated retirees who did not defer retirement.
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. When they begin
to receive retirement benefits, they will qualify for the same health and/or
dental coverage pursuant to subsection (a) above, as similarly situated
retirees who did not defer retirement, provided 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 and/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 retiree health/dental coverage as similarly
situated retirees who did not defer retirement.
8. This subpart b “Employees Who File for Deferred Retirement” does not
apply to any employee in any classification listed in Exhibit E.
c. Employees Hired After December 31, 2006 - Eligibility for Retiree Health
Coverage: All employees hired after December 31, 2006 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.
9
RESOLUTION NO. 2009/341
d. Subject to the provisions of Section 2.13 subparts (a), (b), and (c) and upon
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.
e. For purposes of this Section 2.13 only, “eligible family members” does not
include Survivors of employees or retirees.
2.14 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.
2.15 Health Plan Coverages and Provisions: The following provisions are applicable
to 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
and/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
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
10
RESOLUTION NO. 2009/341
separate from County employment may continue group health and/or dental
plan coverage to the extent provided by the COBRA laws and regulations.
2.16 Family Member Eligibility Criteria: The following persons may be enrolled as the
eligible Family Members of a medical and/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.B. Employees In Classifications Who Receive Health Care Coverage From
CalPERS
2.17 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
CalPERS, including, but not limited to, eligibility, benefit plans, benefit levels,
minimum premium subsidies, and costs.
2.18 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.
2.19 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.
11
RESOLUTION NO. 2009/341
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 CalPERS 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.
1. 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 at each level
(employee, employee + one, employee + two or more) for calendar year
2009 for the CalPERS Bay Area Kaiser plan, or the CalPERS statutory
minimum employer monthly premium subsidy, whichever amount is greater.
If there is an increase in the premium charged for the CalPERS Bay Area
Kaiser plan for 2010, the County and the employees will each pay fifty
percent (50%) of that portion of the premium increase charged by the plan
that does not exceed eleven percent (11%) of the 2009 premium. If the
premium increase for 2010 exceeds eleven percent (11%) of the 2009
premium charged by the plan, the County will additionally pay that portion
of the premium increase that exceeds eleven percent (11%) of the 2009
premium. If there is an increase in the premium charged for the CalPERS
Bay Area Kaiser plan for 2011, the County and the employees will each pay
fifty percent (50%) of that portion of the premium increase charged by the
plan that does not exceed eleven percent (11%) of the 2010 premium. If
the premium increase for 2011 exceeds eleven percent (11%) of the 2010
premium charged by the plan, the County will additionally pay that portion
of the premium increase that exceeds eleven percent (11%) of the 2010
premium.
2. After June 29, 2011, the County will pay a monthly premium subsidy
for each CalPERS health plan that is equal to the actual dollar amount of
the premium subsidy that is paid by the County in the month of May 2011
for the CalPERS Bay Area Kaiser plan at each level (employee, employee
+ one, employee + two or more), or the CalPERS statutory minimum
employer monthly premium subsidy, whichever amount is greater. 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 Kaiser premium. If CalPERS changes the plans
it offers, then the County’s monthly premium subsidy for the new plan(s) will
not exceed the actual dollar monthly premium subsidy that is paid by the
County for the CalPERS Bay Area Kaiser plan at each level (employee
only, employee + one, employee + two or more) as of May 2011.
12
RESOLUTION NO. 2009/341
3. In the event that the County premium subsidy amounts are greater
than one hundred percent (100%) of the applicable premium of any health
plan, for any plan year, the County’s contribution will not exceed one
hundred percent (100%) of the applicable plan premium.
2.20 CalPERS Retirement Coverage: Government Code section 22892 applies to all
employees in those classifications listed in Exhibit E.
2.21 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.
2.22 Dental Plan - CalPERS Participants:
a. Employees in the classifications listed in Exhibit E may participate in any
available County Group Dental Plan. The County may change dental plan
providers at any time 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 as set forth below. The employee will pay
any dental plan premium costs that are greater than the County’s
premium subsidies set forth below.
i. 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 E: Section 2.13 “Retirement Coverage,” Section 2.14 “Layoff
and Other Loss of Coverage,” Section 2.15 “Health Plan Coverages and
Provisions,” and Section 2.16 “Family Member Eligibility Criteria.”
13
RESOLUTION NO. 2009/341
2.C. All Employees
2.23 Dual Coverage:
a. On and after January 1, 2010, each employee and retiree may be covered
by only 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, 2010, 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.
c. For purposes of this Section 2.23 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.
2.24 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.
2.25 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.
2.26 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
14
RESOLUTION NO. 2009/341
donate hours either to a specific eligible employee or to the bank. Upon
approval, credits from the Catastrophic Leave Bank may be 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
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.
15
RESOLUTION NO. 2009/341
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.
j. Any unused hours transferred to a recipient will be returned to the
Catastrophic Leave Bank.
2.27 Health Care Spending Account: After six (6) months of permanent employment,
full time and part time (20/40 or greater) 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 Internal Revenue Code
Section 125. Any unused balance is forfeited and cannot be recovered by the
employee.
2.28 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.
2.29 Dependent Care Assistance Program: The County offers the option of enrolling
in a Dependent 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
16
RESOLUTION NO. 2009/341
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.
2.30 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.
2.31 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.
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
17
RESOLUTION NO. 2009/341
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 Career 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. 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.
c. 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
18
RESOLUTION NO. 2009/341
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, employes 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 seventy five 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
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
19
RESOLUTION NO. 2009/341
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 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
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
20
RESOLUTION NO. 2009/341
(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. Under these 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.
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
21
RESOLUTION NO. 2009/341
of the month following the month in which the employee qualifies for the ten (10)
year service award.
c. This section does not apply to employees who are eligible to receive the Nurse
Manager Longevity Differentials set forth in Section 51.
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.
12.11 Fifteen Years of Service:
a. Employees who have completed fifteen (15) years of 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 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 who are eligible to receive the District
Attorney Inspectors Longevity Differential set forth in Section 38, the Nurse
Manager Longevity Differentials set forth in Section 51, or the Sheriff Law
Enforcement Longevity Differential set forth in Section 63.
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.
22
RESOLUTION NO. 2009/341
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:
A. Deferred Compensation Incentive: The County will 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
Current Monthly
Salary of:
Qualifying Base
Contribution
Amount
Monthly Contribution Required
to Maintain Incentive Program
Eligibility
$2,500 and below
$2,501 – 3,334
$3,335 – 4,167
$4,168 – 5,000
$5,001 – 5,834
$5,835 – 6,667
$6,668 and above
$250
$500
$750
$1,000
$1,500
$2,000
$2,500
$50
$50
$50
$50
$100
$100
$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.
B. Special Benefit for Perm anent Employees Hired on and after January 1, 2009:
1. Beginning on April 1, 2009 and for the term of this resolution, the County will
contribute one hundred and fifty dollars ($150) per month to an employee’s account
in the Contra Costa County Deferred Compensation Plan, or other tax-qualified
savings program designated by the County, for employees who meet all of the
following conditions:
23
RESOLUTION NO. 2009/341
a. The employee must be hired by Contra Costa County on or after January 1,
2009.
b. The employee must be appointed to a permanent position. The position may
be either full time or part time, but if it is part time, it must be designated, at a
minimum, as 20 hours per week.
c. The employee must have been employed by Contra Costa County for at least
90 calendar days.
d. The employee must contribute a minimum of twenty-five dollars ($25) per
month to the Contra Costa County Deferred Compensation Plan, or other tax-
qualified savings program designated by the County.
e. The employee must complete and sign the required enrollment form(s) for
his/her deferred compensation account and submit those forms to the Human
Resources Department, Employee Benefits Services Unit.
f. The employee may not exceed the annual maximum contribution amount
allowable by the United States Internal Revenue Code.
C. No Cross Crediting: The amounts contributed by the employee and the County
pursuant to Subsection B. do not count towards the “Qualifying Base Contribution
Amount” or the “Monthly Contribution Required to Maintain Incentive Program Eligibility”
in Subsection A. Similarly, the amounts contributed by the employee and the C ounty
pursuant to Subsection A. do not count towards the employee’s $25 per month minimum
contribution required by Subsection B.
D. Maximum Annual Contribution: All of the employee and County contributions set
forth in Subsections A. and B. will be added together to ensure that the annual
maximum contribution to the employee’s deferred compensation account does not
exceed the annual maximum contribution rate set forth in the United States Internal
Revenue Code.
14. Annual Management Administrative Leave:
A. On January 1 of each year, full-time unrepresented, management, and exempt
st
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.
24
RESOLUTION NO. 2009/341
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 in Section 2.24.
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, 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.
25
RESOLUTION NO. 2009/341
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 the appropriateness of a 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
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
Continuous Service
Payment of Unused Sick
Leave Payable
3 – 5 years
5 – 7 years
7 plus years
30%
40%
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.
26
RESOLUTION NO. 2009/341
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 L ong-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 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 Child Support Services
Director of Conservation and Development
Director of General Services
Director of Health Services
Director of Human Resources
27
RESOLUTION NO. 2009/341
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
of 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 Department will 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 D (excluding Attorney classes) are eligible for
reimbursement of up to nine hundred twenty-five dollars ($925) for each two (2) year
period beginning January 1, 1999 for memberships in professional organizations,
subscriptions to professional organizations, subscriptions to professional publications,
attendance fees at job-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 the appropriateness of a request will be determined by
the Office of the County Administrator.
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 Child Support
Services, Director of Conservation and 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.
28
RESOLUTION NO. 2009/341
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
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, 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 II, 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) A valid Certified Public Accountant (CPA) license issued by the 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
29
RESOLUTION NO. 2009/341
(V8HB) and Assistant Diagnostic Imaging Manager (V8HC) when performing an
angiogram other than on day shift, M onday 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
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 Uniform Allowance: 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 State Bar Dues: The County will reimburse employees in the classes listed
in Section 33 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.
33. Attorney Management Administrative Leave:
A. On January 1 of each year, full time unrepresented, management, and exempt
st
attorneys in paid status in the Offices of the District Attorney, County Counsel, Public
Defender, Child Support Services, and the Contra Costa County Employees’ Retirement
Association, 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 1 and June 30 , inclusive, are eligible for eighty
st th
(80) hours of Management Administrative Leave on the first succeeding January 1 and
st
annually thereafter. Attorneys appointed on or after July 1 are eligible for sixty (60)
st
hours of Management Administrative Leave on the first succeeding January 1 and are
st
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 following their
st
appointment and in the same proportion on each January 1 thereafter. Permanent-
st
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 upon his/her return.
D. Unrepresented, management, and exempt attorneys on the Overtime Exempt Exclusion
30
RESOLUTION NO. 2009/341
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.
34. 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 are as follows:
Assistant County Counsel Senior Financial Counsel-Exempt
Assistant County Counsel-Exempt Chief Trial Deputy Public Defender
Assistant Public Defender Public Defender
Assistant Public Defender-Exempt Senior Deputy District Attorney-Exempt
Asst. Chief Deputy District Atty-Exempt Supervising Atty-Child Support Services
Chief Deputy District Atty-Exempt Attorney-Advanced Child Support Services
Chief Asst. County Counsel-Exempt Attorney-Basic Child Support Services
Chief Asst. Public Defender-Exempt Attorney-Entry Child Support Services
Civil Litigation Attorney-Deep Class Retirement General Counsel-Exempt
County Counsel
Deputy County Counsel-Deep Class
District Attorney-Public Administrator
35. Assessor Education Differential: Employees in the Management classes of Principal
31
RESOLUTION NO. 2009/341
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.
36. 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 be paid at the rate allowed by the Internal Revenue Service.
37. Certified Elections/Registration 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 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.
38. District Attorney Inspectors Longevity Differential: 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).
39. 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
32
RESOLUTION NO. 2009/341
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.
40. District Attorney Investigator - Safety Employees Retirement Tier; Contribution
Toward Cost of Enhanced Retirement Benefit :
40.10 Retirement Tier. The retirement formula of “3 percent at 50" applies to employees
in the classifications set forth in Subsection 40.12, 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 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 d eductions.
40.11 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 County Employees’ Retirement Association as
safety members with credit for more than thirty (30) years of continuous service as
safety members, will not m ake payments from their retirement base to pay part of
the employer’s contribution towards the cost of the safety retirement benefit.
40.12 Eligible Classes.
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)
41. Employment and Human Services Division Manager Differential: Employees in the
classification of Employment and Human Services Division Manager (XADD) 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.
33
RESOLUTION NO. 2009/341
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.
42. 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 (NAD0) 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.
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.
43. 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,
34
RESOLUTION NO. 2009/341
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.
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).
In order to receive reimbursement, the employee must have been in an eligible
classification when the expense was incurred.
44. 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.
45. 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.
46. 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 com pensatory 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.
47. 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 com pensated at the rate of one and
one-half (1.5) times their base rate of pay (excluding differentials) for authorized work
performed in excess of their scheduled shift, even if that scheduled shift is ten (10) or
twelve (12) hours long.
48. 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:
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.
35
RESOLUTION NO. 2009/341
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. Detention Facility Assignment. An employee who works in a County Detention
Facility (including Martinez, West County, Marsh Creek, Byron Boys Ranch, and
Juvenile Hall) w ill be paid a differential of ten percent (10%) of the employee’s base
rate of pay.
D. 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.
E. 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.
49. 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.
50. Nursing Shift Coordinator Differentials: Effective September 1, 2003, employees in
the classification of Nursing Shift Coordinator 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.
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.
51. Nurse Manager Longevity Differentials. Employees in the classifications listed in
subsection 51.14, below, are eligible for the following longevity differentials:
36
RESOLUTION NO. 2009/341
51.10 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.
51.11 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 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.
51.12 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.
51.13 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.
51.14 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)
Director, Inpatient Nursing Operations (VWDF)
Chief of Detention Health Nursing Services (VWDG)
52. Environmental Analyst III, Planner III, and Environmental Planner Assignment
Differential: Incumbents in the classes of Environmental Analyst III (5RTA), Planner
III (5ATA), 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
37
RESOLUTION NO. 2009/341
assignments will be reviewed on July 1 of each year to determine what level of
differential, if any, will continue to be paid.
53. 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
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.
54. Probation - Safety Employees Retirement Tier; Contribution Toward Cost of
Enhanced Retirement Benefit:
54.10 Retirement Tier. The retirement formula of “3 percent at 50" applies to employees
in the classifications set forth in Subsection 54.11, 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 m ade 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 d eductions.
54.11 Eligible Classes.
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)
38
RESOLUTION NO. 2009/341
55. 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
day off.
56. Public Works Emergency Work 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 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.
57. 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 com pensated 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.
58. 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.
39
RESOLUTION NO. 2009/341
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.
59. Real Property Agent Advanced Certificate Differential: Employees in the
management classes of Assessor (DAA1), Assistant County Assessor (DAB1), 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 D epartment 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.
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.
60. 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.
61. Sheriff Continuing Education Allowance: Sheriff’s Department employees in the
classes of Sheriff’s Fiscal Officer (64SJ), 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), Sheriff’s Director
of Food Services (64FF), Sheriff’s Director of Support Services (6AFE), Sheriff’s
Telecommunication Technology Manager (PEDD), and Forensics Manager (6CGA) are
eligible to receive a Continuing Education Allowance of two and one-half percent (2.5%)
of base monthly salary 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 a
combination thereof, approved by the department, subject to all of the following
conditions:
40
RESOLUTION NO. 2009/341
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 in advance by the Sheriff’s
Department Standards and Resources Bureau.
D. The employee must show evidence of completion with a passing grade.
62. 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
amount of two and one-half percent (2.5%) of base monthly salary.
63. 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.
64. Sheriff Uniform Allowance: The Sheriff-Coroner (6XA1) and non-sworn management
employees in the Sheriff-Coroner’s Department will be paid a uniform allow ance 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 Sheriff’s Communications Center Director (64NC).
65. 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.
66. Sheriff - Retirement Tiers; Contribution Toward Cost of Enhanced Retirement
Benefit:
66.10. 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
41
RESOLUTION NO. 2009/341
allowances, used to compute retirement deductions.
66.11 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)
month salary 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 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.
66.12 Rehires. Should an employee in any of the classifications set forth in Subsection
66.15, 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.
66.13 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 m ake payments from their retirement base to pay part of
the employer’s contribution towards the cost of the safety retirement benefit.
66.14 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 66.15, 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.
66.15 Eligible Classes.
This section applies only to the following classifications:
Sheriff-Coroner
Under Sheriff- Exempt
Assistant Sheriff
Chief Deputy Sheriff-Exempt
Commander
42
RESOLUTION NO. 2009/341
67. 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.
Eligible classes are: Treasurer-Tax Collector (S5A1)
Treasurer’s Investment Officer-Exempt (S5S3)
Assistant County Treasurer-Exempt (S5B4)
Assistant County Tax Collector (S5DF)
Chief Deputy Treasurer Tax Collector-Exempt (S5B2)
Treasurer’s Accounting Officer (S5SG)
Treasurer’s Investment Operations Analyst (S5SD)
Tax Operations Supervisor (S5HC)
Qualifying Certificates: Certified Cash M anager (C.C.M.)
Certified Financial Planner (C.F.P.)
Certified Government Planner (C.G.F.P.)
Certified Treasury M anager (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 Supervisors on the date shown.
ATTESTED:
DAVID TWA, Clerk of the Board of Supervisors and
County Administrator
By , Deputy
([KLELW$
0DQDJHPHQW([HPSWDQG8QUHSUHVHQWHG
-RE&RGH -RE7LWOH
$37$'0,1,65$7,9(69&6$667,,,35
$3$$'0,1,675$7,9($,'('((3&/$66
$3$'0,1,675$7,9($,'(352-(&7
$3:$'0,1,675$7,9($1$/<67352-(&7
$3 $$'0,1,675$7,9(,17(51'((3&/6
$3'%$'0,1,675$7,9(69&62)),&(5
$-'%$)),50$7,9($&7,212)),&(5
;4'$*,1*$'8/769&6',5(&725(;
9+'$/&2+2/27+(5'58*69&6',5(;
--1*$66(6625
6&/(5,&$/67$))01*5
9&6$66,6772+/7+69&',5(;
0'$66,67$17',5(&725352-(&7
%$$667&+,()38%/,&69&2)),&(5
$'%$667&2817<$'0,1,675$725
'$%$$667&2817<$66(6625
'$%$667&2817<$66(6625(;(
6$%$667&2817<$8',725&21752//(
('$667&2817<&2816(/(;(037
$%$$667&2817</,%5$5,$1
$%$667&2817</,%5$5,$1(;(037
$/%$667&2817<5(&25'(5(;(037
$/%$667&2817<5(*,675$5(;(037
6')$667&2817<7$;&2//(&725
6%$667&2817<75($685(5(;(037
9&%$667',52)+($/7+69&6
$*%$667',52)+80$15(6285&(6(;
.'$667',675,&7$77251(<(;(037
53%$$667),5(&+,()*5283,
53%$667),5(&+,()(;(037
'$66738%/,&'()(1'(5(;(037
$-'3 $6675,6.0$1$*(5
;%$6676+(5,))
;%$6676+(5,))&+)(;($667
$'%$$667727+(&2817<$'0,1
7$$77251(<$'9$1&(&+/'633769&
9$$77251(<%$6,&&+,/'633769&6
:$$77251(<(175<&+,/'633769&6
)+ %$77$/,21&+,()(&&)3'
)+ %$77$/,21&+,()(&&)3'+285
- %'2)68395$667&+,()$667
- %'2)68395$667*(12)),&(
- %'2)68395$667*(16(&5(7$5<
- %'2)68395$66763(&,$/,67
$'7 &$3,7$/)$&,/,7,(6$1$/<6735-
5(62/87,2112 3DJHRI
([KLELW$
0DQDJHPHQW([HPSWDQG8QUHSUHVHQWHG
-RE&RGH -RE7LWOH
1(* &$3,7$/352-(&76',90*5(;
93' &&+30(',&$/',5(&725(;(037
$'' &&79352'8&7,2163(&,$/,6735-
6$*& &+,()$&&2817$17
$'% &+,()$667&2817<$'0,1
(' &+,()$667&2817<&2816(/
60%$&+,()$667',5(&725'&66
.' &+,()$667',675,&7$77251(<(
' &+,()$66738%/,&'()(1'(5
6)'% &+,()$8',725
--'$ &+,()&/(5.%2$5'2)6839
%$% &+,()'(3$*5,&&2006($/(;
$'& &+,()'(3352%$7,212)),&(5
;% &+,()'(36+(5,))(;(037
6% &+,()'(375($685(7$;&2//(;
1$% &+,()'(387<3:',5(&725(;
9&% &+,()(;(&87,9(2)),&(5&&+3(
(+ &+,(),19(67,*$7253'(;(037
6%& &+,(),19(670(172)),&(5
9:' &+,()1856,1*2)),&(5(;(037
$*' &+,()2)/$%255(/$7,216(;
$'6 &+,()38%/,&&200812)),&(5(;
'% &+,()75,$/'(387<38%/,&'()
-6 &+,/'18757',91875,352-(&7
-6 &+,/'18757)22'23(5683935-
&'$ &+,/'6335769&60$1$*(5
;$' &+,/'5(1$1')$0,/<69&6',5(
0+ &+,/'5(169&60*5352-(&7
(7* &,9,//,7,*$77<$'9$1&('
(7( &,9,//,7,*$77<%$6,&/9/
(7) &,9,//,7,*$77<67$1'$5'
;' &200$1'(5(;(037
&&' &20081,7<69&6',5(&725(;(037
&&+$ &20081,7<69&63(56211(/$'0,1
- &20081,7<69&63(56211(/7(&+
06 &2035(+(16,9(69&6$6670*535
06 &2035(+(16,9(69&60$135-
$'% &2817<),1$1&(',5(&725(;
9&% &2817<+263(;(&',5(;(037
1$) &2817<6859(<25(;(037
&-+ &60(17$/+/7+&/,16839352-
$3'' '$&+,()2)$'0,1,675$7,9(69&
.' '$&+,()2),163(&7256(;(037
.1% '$/,(87(1$172),163(&7256
5(62/87,2112 3DJHRI
([KLELW$
0DQDJHPHQW([HPSWDQG8QUHSUHVHQWHG
-RE&RGH -RE7LWOH
--*( '$0$1$*(52)/$:2)),&(6
--+* '$2)),&(0$1$*(5
-7 '$352*5$0$66,67$17(;(037
$' '(3',52)&216(59 '(9(;
$36$'(3$570(17$/),6&$/2)),&(5
$'6+ '(37/&200 0(',$5(/&225'
/7' '(387<&,2*,6(;(037
--+' '(387<&/(5.%2$5'2)6839
$''* '(387<&2$'0,1,675$725
(7.'(387<&2&2816(/$'9$1&('
(7+ '(387<&2&2816(/%$6,&
(7- '(387<&2&2816(/67$1'$5'
$)( '(387<&2/,%5$5,$138%69&6
$)* '(387<&2/,%5$5,$1683769&6
/:6 '(387<',5&+),1)26(&2)&(;
$% '(387<',5&20'(9&855(;
$+ '(387<',5&20'(975$16(;
%-') '(387<',52)$1,0$/6(59,&(6
/7' '(387<',5,1)27(&+12/2*<(;(
.:) '(387<',675,&7$77251(<)7)/
9&' '(387<(;(&87,9(',5&&+3(;
1$' '(387<*(1(5$/69&6',5(&725(
1$' '(387<38%/,&:25.6',5(&725(
% '(387<5(7,5(0(17&(2(;
;: '(387<6+(5,))5(6(59((;(037
;:& '(387<6+(5,))3(5',(0
;: '(387<63(&,1&269&$5($3
95* ',50.7*0(069&6 35&&+3(;
$'' ',52)),&(&+,/'69&6(;
%' ',5(&7252)$,532576
9/' ',5(&7252)(19+($/7+69&6(;
9/' ',5(&7252)+$=0$7352*5$0(;
936 ',5(&7252)0('67$))$))$,56
$% ',5(&7252)5('(9(/(;(037
60' ',5(&7252)5(9(18(&2//(&7,21
$'6% ',5(&7252)),&(2)&2000(',$
;$6- (+6&+,()),1$1&,$/2)),&(5
;$' (+6',5(&7252)$'0,1(;(037
;$' (+6',9,6,210$1$*(5352-(&7
$9 (+6:25.(575$,1((352-(&7
; (+6:25.)25&('(9<287+7513-
; (+6:25.)25&('(9<287+:.53-
*6 (0(5*(1&<3/$11,1*63(&(;(037
$*' (03/2<((%(1(),760$1$*(5
5(62/87,2112 3DJHRI
([KLELW$
0DQDJHPHQW([HPSWDQG8QUHSUHVHQWHG
-RE&RGH -RE7LWOH
$*6& (03/2<((%(1(),7663(&,$/,67
$-+$ (03/2<((%(1(),76683(59,625
-+ (;(&$667727+(&2$'0,1,6(;
-+$ (;(&$667727+(&2$'0,1,675
-7 (;(&6(&5(7$5<0(5,7%2$5'
-7 (;(&6(&5(7$5<(;(037
-7- (;(&87,9(6(&5(7$5<'&66
936 (;(0370('67)23720(75,67
936 (;(0370('67)32',$75,67
)$ ),5(&+,()($67&&)3'
$3'( ),5(',675,&7&+,()$'0,169&6
5-*$ ),5(0$56+$/
5:+$ ),5(75$,1,1*&+,()
)+ ),5(75$,1,1*6839($67&&)3'
)% ),567$667),5(&+)(&&)3'
)% ),567$667),5(&+)(&&)3'
&: )25(16,&$1$/<67352-(&7
&*$ )25(16,&0$1$*(5
9$6+ +($/7+(48,7<352*5$00$1$*(5
9&6 +($/7+3/$16(59,&(6$667(;
9&1 +($/7+69&63(561/2)),&(5(;
9&' +($/7+69&66<67(06',5(&725(
94+$ +/7++80$169&5(6 (9$/0*5
$*6( +5'$7$$'0,1,675$725
$*9) +80$15(6285&(6&2168/7$17
$*') +80$15(6285&(6352-(&701*5
$*% +80$15(6285&(67(&+1,&,$1
9/6% ,17(*5$7('3(670*07&225'
97:% ,17(5,03(50,71856(
$*9' /$%255(/$7,216$1$/<67,,
$*& /$%255(/$7,216$66,67$17
$*6) /$%255(/$7,21663(&,$/,67,
$*6* /$%255(/$7,21663(&,$/,67,,
$6) /$1',1)250$7,21%8623601*5
<:% /$:&/(5.,
<9$/$:&/(5.,,
<7$ /$:&/(5.,,,
:% /$:(1)25&(751*,16753(5'0
$-7$ /($'(;$0,1$7,21352&725
.: /,%5$5<$,'((;(037
.:$/,%5$5<678'(17$66,67$17
.: /,%5$5<678'(17$66,67$17(;
.:* /,(87(1$172),163:(/))5$8'
$'9% 0$1$*(0(17$1$/<67
5(62/87,2112 3DJHRI
([KLELW$
0DQDJHPHQW([HPSWDQG8QUHSUHVHQWHG
-RE&RGH -RE7LWOH
$'' 0$1$*(5&$3)$&'(%70*07(;
9&$ 0(',&$/',5(&725
93' 0+0(',&$/',5(&725(;
9$0,&52%,2/2*,6775$,1((
9:+' 1856,1*6+,)7&225'3(5',(0
;$*% 25* 67$))'(9(/230$1$*(5
6$+0 3$<52//6<67(06$'0,1,675$725
$59$3(56211(/6(59,&(6$667,,
$57$ 3(56211(/6(59,&(6$667,,,
$*'( 3(56211(/6(59,&(6683(59,625
$'6 35,10$1$*(0(17$1$/<67352-
$*+ 35,1&,3$//51(*27,$725(;
$'+% 35,1&,3$/0$1$*(0(17$1$/<67
$*% 352%$7,210$1$*(5
9+$ 38%/,&+($/7+/$%0$1$*(5
$'6 38%/,&,1)250$7,212)),&(5
'<' 5($/(67$7(0$1$*(5(;(037
7 5(&5($7,21,16758&725/9/
$+ 5('(9(/230(17352-0$1$*(535-
93' 5(6,'(1&<',5(&725(;(037
'$ 5(7,5(0(17$&&2817,1*0$1$*(5
+$ 5(7,5(0(17$'0,1,675$7,2101*5
*$ 5(7,5(0(17%(1(),760$1$*(5
+% 5(7,5(0(17%(1(),7635*&225'
% 5(7,5(0(17&+),19(672)&5(;
6$5(7,5(0(17&20081,&$7,216&25'
% 5(7,5(0(17*(1(5$/&2816(/(;
6& 5(7,5(0(17,1)27(&+&225',,
7) 5(7,5(0(17,19(670(17$1$/<67
$-' 5,6.0$1$*(5
$96 6%'&%86,1(66&2168/7$1735-
$9' 6%'&',5(&725352-(&7
&&* 6&+22/5($',1(66352*&22535-
)% 6(&21'$667),5(&+)(&&)3'
)% 6(&21'$667),5(&+)(&&)3'
-6 6(&5(7$5<7281'(56+(5,))
16*$ 6(1,25/$1'6859(<25
$'7' 6(1,250$1$*(0(17$1$/<67
$3'& 6+(5,))
6&+)2)0*1769&6
-7 6+(5,))
6(;(&87,9($667(;
$'% 63(&,$/$667727+(&2$'01(;
$''+ 65'(387<&2817<$'01,675$725
.' 65'(387<',675,&7$77251(<(;
(' 65),1$1&,$/&2816(/25(;(037
5(62/87,2112 3DJHRI
([KLELW$
0DQDJHPHQW([HPSWDQG8QUHSUHVHQWHG
-RE&RGH -RE7LWOH
$*7) 65+80$15(6285&(6&2168/7$17
9:;) 67$))$'9,&(1856(3(5',(0
9::$67$))1856(3(5',(0
1.$ 678'(17$,'(&,9,/(1*,1((5
( 678'(17:25.(5'((3&/$66
+$ 683(59,6,1*$77251(<'&66
5-+& 683(59,6,1*),5(,163(&725
66 75($685(5
6,19(672)),&(5(;
;% 81'(56+(5,))(;(037
.1 :($7+(5,=$7,21+05(3$,56839
;$' :25.)25&(,19%'(;&',5(;
;$' :25.)25&(69&6',5(&725(;(037
5(62/87,2112 3DJHRI
([KLELW%
8QUHSUHVHQWHG
-RE&RGH -RE7LWOH
$'' &&79352'8&7,2163(&,$/,6735-
.:) '(387<',675,&7$77251(<)7)/
;: '(387<6+(5,))5(6(59((;(037
;:& '(387<6+(5,))3(5',(0
;: '(387<63(&,1&269&$5($3
$9 (+6:25.(575$,1((352-(&7
; (+6:25.)25&('(9<287+7513-
; (+6:25.)25&('(9<287+:.53-
936 (;(0370('67)23720(75,67
936 (;(0370('67)32',$75,67
&: )25(16,&$1$/<67352-(&7
97:% ,17(5,03(50,71856(
<:% /$:&/(5.,
<9$/$:&/(5.,,
<7$ /$:&/(5.,,,
:% /$:(1)25&(751*,16753(5'0
$-7$ /($'(;$0,1$7,21352&725
.: /,%5$5<$,'((;(037
.:$/,%5$5<678'(17$66,67$17
.: /,%5$5<678'(17$66,67$17(;
9$0,&52%,2/2*,6775$,1((
9:+' 1856,1*6+,)7&225'3(5',(0
7 5(&5($7,21,16758&725/9/
9:;) 67$))$'9,&(1856(3(5',(0
9::$67$))1856(3(5',(0
1.$ 678'(17$,'(&,9,/(1*,1((5
( 678'(17:25.(5'((3&/$66
5(62/87,2112
([KLELW&
(OHFWHGDQG$SSRLQWHG'HSDUWPHQW+HDGV
-RE&RGH -RE7LWOH
%$$$*5,&8/785$/&20',5:760($6
'$$$66(6625
$*$$667&2817<$'0',5+80$15(6&
6$$$8',725&21752//(5
$'$ %'2)683950(0%(5
/7$ &+,(),1)22))',52),1)27(&
$/$ &/(5.5(&25'(5
$'$ &2817<$'0,1,675$725
($ &2817<&2816(/
$$$&2817</,%5$5,$1
$$ &2817<352%$7,212)),&(5(;
$ &2817<9(7(5$16
69&62)),&(5
;$$ &2817<:(/)$5(',5(&725(;(037
.$ '$38%/,&$'0,1,167$725
$$ ',52)&216(59$7,21 '(9/3(;
%-$ ',5(&7252)$1,0$/6(59,&(6
60$ ',5(&7252)&+,/'683325769&6
$$ ',5(&7252)&20081,7<'(9/3017
1$$ ',5(&7252)*(1(5$/6(59,&(6(
9&$ ',5(&7252)+($/7+6(59,&(6
53$ ),5(&+,()&2175$&267$
$ 38%/,&'()(1'(5
1$$ 3:',5(&725
$ 5(7,5(0(17&+,()(;(&2)&5(;
;$ 6+(5,))&2521(5
6$ 75($685(57$;&2//(&725
5(62/87,2112