HomeMy WebLinkAboutRESOLUTIONS - 12042018 - 2018/563Resolution No. 2018/563 i
TABLE OF CONTENTS
Resolution No. 2018/563
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 Observed
1.13 Holidays - Flexible, Alternate, 9/80, and 4/10 Work Schedules
1.14 Holidays Observed- Part-Time Employees
1.15 No County Overtime Pay, Holiday Pay, or Comp Time
1.16 Personal Holiday Credit
1.17 Vacation
1.18 Sick Leave
1.19 Part-Time Employees
1.20 Family Care Leave
1.21 Leave Without Pay - Use of Accruals
1.22 Accrual Usage Reporting
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 Monthly Premium Subsidy
2.12.1 Medical Plan Cost-Sharing for Active Employees On and After January 1,
2019
2.13 Retirement Coverage
2.14 Layoff and Other Loss of Coverage
2.15 Health Plan Coverages 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 Medical Plan Monthly Premium Subsidy
2.20 CalPERS Retirement Coverage
2.21 CalPERS Premium Payments
2.22 Dental Plan - CalPERS Participants
Resolution No. 2018/563 ii
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 Voluntary Vision Plan
2.32 Prevailing Section
2.33 Health Benefit Access for Employees Not Otherwise Covered
3. Personal Protective Equipment
3.10 Safety Shoes
3.11 Safety Eyeglasses
4. Transportation Expense
4.10 Mileage Reimbursement
4.11 Commuter Benefit Program
5. Retirement Contributions
5.10 No County Subvention
5.11 414H2 Participation
6. PEPRA Retirement Plan
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
Resolution No. 2018/563 iii
11. Other Terms and Conditions of Employment
11.10 Overtime Exempt Exclusion
11.11 County Overtime
11.12 Pay Limitations
11.13 Length of Service Credits
11.14 Mirror Classifications
11.15 Deep Classes
11.16 Administrative Provisions
11.17 Timestamp
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
13.10 Deferred Compensation Incentive
13.11 Special Benefit for Permanent Employees Hired on and after January 1, 2009
13.12 No Cross Crediting
13.13 Maximum Annual Contribution
13.14 Eligibility for Loan Program
14. Annual Management Administrative Leave
15. Management Life Insurance
16. Vacation Buy Back
16.10 Employees Hired Before April 1, 2011
16.11 Employees Hired, Promoted, or Rehired On and After April 1, 2011 and In
Specified Classifications
17. Professional Development Reimbursement
18. Sick Leave Incentive Plan
19. Computer Vision Care (CVC) Users Eye Examination
20. Long-Term Disability Insurance
Resolution No. 2018/563 iv
III. Benefits for Elected and Appointed Department Heads
21. Executive Automobile Allowance
21.10 Elected Department Heads
21.11 Appointed Department Heads Appointed Prior to February 1, 2012
21.12 Appointed Department Head Appointed On and After February 1, 2012
21.13 Temporary Loss of Vehicle
22. Executive Life Insurance
23. Executive Professional Development Reimbursement
24. Appointed Department Heads
25. Elected Department Heads
26. Elected Department Head Benefits and Board of Supervisors Member Benefits
26.10 Elected Department Heads
26.11 Board of Supervisors Members
IV. Special Benefits for Employees by Department or Class
27. Accounting Certificate Differential
28. Animal Services Search Warrant
29. Animal Services Uniform Allowance
30. Attorney State Bar Dues and Professional Development Reimbursement
30.10 State Bar Dues Reimbursement
30.11 Professional Development Reimbursement
30.12 Law School Student Loan Reimbursement Program
30.13 Eligible Classes
31. Attorney Management Administrative Leave and Additional Longevity Pay
31.10 Attorney Management Administrative Leave
31.11 Additional Longevity Pay at 20 Years of County Service
31.12 Eligible Classes
32. Assessor Education Differential
33. Certified Elections/Registration Administrator Certification Differential
34. District Attorney Inspectors Longevity Differential
Resolution No. 2018/563 v
35. District Attorney Inspector P.O.S.T.
36. District Attorney Investigator - Safety Employees Retirement Tiers; Contribution
Toward Cost of Enhanced Retirement Benefit
36.10 Safety Tier A
36.11 Safety PEPRA Tier
36.12 Employees with more than 30 years of Service
36.13 Eligible Classes
37. Engineer Continuing Education Allowance
38. Engineer Professional Development Reimbursement
39. Library Department Holidays
40. Health Services Department On-Call Duty and Call Back Time
40.10 Eligible Classes
40.11 On Call Duty
40.12 Call Back Time
41. Reserved
42. Property Appraisers
42.10 Eligible Classes
42.11 Longevity Pay
42.12 Standards Division Differential
42.13 Probation Period
42.14 Educational Incentive
42.15 4/10 Summer Schedule
42.16 Life Insurance
42.17 Professional Development
42.18 Deferred Compensation Special Benefit
42.19 Personal Holiday Credit
42.20 Holidays Observed on Regular Day Off of Full-Time Employees on 4/10,
9/80, Flexible, and Alternate Work Schedule
42.21 State Disability Insurance
43. Probation- Longevity Differential
43.10 Longevity Pay at 20 Years of County Service
43.11 Eligible Classes
44. Probation - Safety Employees Retirement Tiers
44.10 Safety Tier A
Resolution No. 2018/563 vi
44.11 Safety PEPRA Tier
44.12 Eligible Classes
45. Real Property Agent Advanced Certificate Differential
46. Sheriff Sworn Management P.O.S.T.
47. Sheriff Continuing Education Allowance
48. Sheriff Emergency Services Standby Differential
49. Sheriff Law Enforcement Longevity Differential
49.10 15 Years of Sworn County Service
49.11 20 Years of Sworn County Service
50. Sheriff Uniform Allowance
51. Sheriff - Detention Division Meals
52. Sheriff - Safety Employees Retirement Tiers
52.10 Safety Tier A
52.11 Safety Tier C
52.12 Safety PEPRA Tier
52.13 Employees with more than 30 years of Service
52.14 Retirement Tier Elections
52.15 Eligible Classes
53. Safety Employees Retirement Tiers (Miscellaneous Safety Classifications) Benefit
53.10 Safety Tier A
53.11 Safety PEPRA Tier
53.12 Eligible Classes
54. Treasurer-Tax Collector Professional Development Differential
55. Executive Assistant to the County Administrator Differential
56. Countywide Accounting Differential
V. Temporary and Per Diem Employees Excluded
[end]
Resolution No. 2018/563 1
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.
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.
For employees who work in twenty-four (24) hour facilities and who may be
assigned to work on a holiday, any holiday that falls on a Saturday will be
observed on a Saturday, and any holiday that falls on a Sunday will be
observed on a Sunday.
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 schedule
where the employee is regularly scheduled to work five (5) days per week,
but the employee’s regularly scheduled days off are NOT Saturday and
Sunday.
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
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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. Requirements for the
evaluation, authorization, and implementation of 9/80 work schedules are set
forth in Administrative Bulletin 435.
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. For employees who work in a twenty-four (24) hour facility in the
Contra Costa Regional Medical Center and who are not on a 9/80 work
schedule, the workweek begins at 12:01 a.m. Sunday and ends at 12:00
midnight on Saturday.
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 Observed: Employees are entitled to observe a holiday (day off
work), without a reduction in pay, whenever a holiday is observed by the
County.
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 Holiday Observed - Part-Time Employees: When a holiday is observed by the
County, each part-time employee is entitled to observe the holiday in the
same ratio as his/her number of position hours bears to forty (40) hours,
multiplied by 8 hours, without a reduction in pay. For example, a part-time
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employee whose position hours are 24 per week is entitled to 4.8 hours off
work on a holiday (24/40 multiplied by 8=4.8). Hereafter, the number of hours
produced by this calculation will be referred to as the “part-time employee’s
holiday hours.”
When the number of hours in a part-time employee’s scheduled work day that
falls on a holiday (“scheduled work hours”) is less than the employee’s part-
time employee’s holiday hours, the employee also is entitled to receive
flexible pay at the rate of one (1.0) times his/her base rate of pay (not
including differentials) for the difference between the employee’s scheduled
work hours and the employee’s part-time employee’s holiday hours.
When the number of hours in a part-time employee’s scheduled work day that
falls on a holiday (scheduled work hours) is more than the employee’s part-
time employee’s holiday hours, the employee must use non-sick leave
accruals for the difference between the employee’s scheduled work hours
and the employee’s part-time employee’s holiday hours. If the employee
does not have any non-sick leave accrual balances, leave without pay
(AWOP) will be authorized.
1.15 No County Overtime Pay, Holiday Pay, or Comp Time: Unrepresented,
management, and exempt employees are not entitled to receive County
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). The
prohibition against County overtime pay in this section does not preclude
payment of FLSA overtime to eligible employees as required by law.
1.16 Personal Holiday Credit: Employees are entitled to accrue two (2) hours of
personal holiday credit each month. This time is prorated for part time
employees. No employee may accrue more than forty (40) hours of personal
holiday credit. On separation from County service, employees are paid for
any unused personal holiday credit hours at the employee’s then current rate
of pay, up to a maximum of forty (40) hours.
1.17 Vacation: Employees are entitled to accrue paid vacation credit not to exceed
the maximum cumulative hours as follows:
Length of Service
Monthly
Accrual
Hours
Maximum
Cumulative
Hours
Under 11 years 10 240
11 years 10-2/3 256
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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
However, for the Director of Employment and Human Services (job code
XAA2, County Welfare Director) only, the monthly accrual amount is 12 hours
for the first 13 years of County service and the maximum cumulative hours is
240 for the first 11 years of County service. Thereafter, the Director is subject
to the maximums set forth in the above chart.
Each employee is eligible to accrue increased vacation hours on the first day
of the month following the employee’s Service Award Date.
An employee’s Service Award Date is the first day of his/her temporary,
provisional, or permanent appointment to a position in the County. If an
employee is first appointed to a temporary or provisional position and then
later appointed to a permanent position, the Service Award Date for that
employee is the date of the first day of the temporary or provisional
appointment.
1.18 Sick Leave: Employees are entitled to accrue paid sick leave credit in
accordance with the provisions of the County Salary Regulations and
Adm inistrative Bulletin No. 411.8 (Sick Leave Policy) 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. Upon the birth or adoption of a child,
an employee eligible for baby-bonding leave pursuant to the California Family
Rights Act may use sick leave credits for such baby-bonding leave.
Resolution No. 2018/563 5
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.
1.22 Accrual Usage Reporting: Employees must report the use of accruals in one
minute increments.
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 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,
“Monthly Premium Subsidy,” Section 2.12.1 “Medical Plan Cost-Sharing
on and after January 1, 2016,” 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.”
b. Employees in classifications who receive health care coverage from
CalPERS: The following Sections apply to 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 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,” Section 2.31
“Voluntary Vision Plan,” Section 2.32 “Prevailing Section,” and Section
2.33 “Health Benefit Access for Employees Not Otherwise Covered.”
2.A. Employees In Classifications Who Receive Medical & Dental Coverage From
County Plans
2.11 Health Plan Coverages:
Resolution No. 2018/563 6
a. 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 Medical Plan contracts and one of the
Dental Plan contracts between the County and the following providers:
1. Contra Costa Health Plans (CCHP)
2. Kaiser Permanente Health Plan
3. Health Net
4. Delta Dental
Medical Plans:
The employees will have access to the following medical plans:
1. CCHP Plan A & Plan B
2. Kaiser Permanente Plan A & Plan B
3. Health Net HMO Plan A & Plan B
4. Health Net PPO Plan A
5. Kaiser High Deductible Health Plan
b. In the event that one of the medical plans listed above meets the criteria
for a high cost employer-sponsored health plan that may be subject to an
excise penalty (a.k.a. Cadillac Tax) under the federal Patient Protection
and Affordable Care Act (“ACA”) (42 U.S.C. § 18081), such plan(s) will be
eliminated for all employees. In the event that the Joint Labor
Management Benefits Committee (JLMBC) and the County agree to
replace any of the providers or plans listed above with an alternate
provider or plan, the replacement plan will be available for the employees
on the same date that the replacement plan is available for members of
the JLMBC.
2.12 Monthly Premium Subsidy:
a. The monthly premium subsidy in effect on January 1, 2015, for each
medical and/or dental plan, is a set dollar amount and is not a percentage
of the premium charged by the plan. The County will pay the following
monthly premium subsidy:
Resolution No. 2018/563 7
b. If the County contracts with a medical 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.
c. In the event that the County premium subsidy amounts are greater than
one hundred percent (100%) of the applicable premium of any medical or
dental plan, for any plan year, the County’s contribution will not exceed
one hundred percent (100%) of the applicable plan premium.
2.12.1 Medical Plan Cost Sharing for Active Employees on and after January 1, 2019
a. Medical Plan Cost-Sharing for Active Employees for the 2019 Plan Year.
For active employees for the plan year that begins on January 1, 2019,
the County will pay the monthly premium subsidy for medical plans, stated
below:
Medical Plans Employee Employee +1
Dependent
Employee +2 or
More Dependents
Contra Costa Health Plans (CCHP), Plan A $641.65 $1,271.99 $1,980.17
Contra Costa Health Plans (CCHP), Plan B $672.58 $1,314.95 $2,106.48
Kaiser Permanente Health Plan A $600.00 $1,200.00 $1,825.00
Kaiser Permanente Health Plan B $600.00 $1,200.00 $1,825.00
Health Net HMO Plan A $986.18 $1,765.02 $3,230.62
Health Net HMO Plan B $882.34 $1,720.86 $2,721.74
Health Net PPO Plan A $1,226.79 $2,109.72 $4,251.97
Kaiser High Deductible Health Plan $559.68 $1,119.36 $1,679.04
b. Medical Plan Cost-Sharing for Active Employees on and after January 1,
2020.
Health & Dental Plans Employee Employee +1
Dependent
Employee +2 or
More Dependents
Contra Costa Health Plans (CCHP), Plan A $509.92 $1,214.90 $1,214.90
Contra Costa Health Plans (CCHP), Plan B $528.50 $1,255.79 $1,255.79
Kaiser Permanente Health Plans $478.91 $1,115.84 $1,115.84
Health Net HMO Plans $627.79 $1,540.02 $1,540.02
Health Net PPO Plans $604.60 $1,436.25 $1,436.25
Kaiser High Deductible Health Plan $478.91 $1,115.84 $1,115.84
Delta Dental PPO with CCHP A or B $41.17 $93.00 $93.00
Delta Dental PPO with Kaiser or Health Net $34.02 $76.77 $76.77
Delta Dental PPO without a Health Plan $43.35 $97.81 $97.81
DeltaCare HMO with CCHP A or B $25.41 $54.91 $54.91
DeltaCare HMO with Kaiser or Health Net $21.31 $46.05 $46.05
DeltaCare HMO without a Health Plan $27.31 $59.03 $59.03
Resolution No. 2018/563 8
1. For active employees for the plan year that begins on January 1, 2020,
the County will move to a percentage-based cost sharing approach for
medical care premium subsidies. The County will pay seventy-five
percent (75%) of the total medical plan premium for the Employee and
Employee + 1 Dependent tiers of the second lowest priced non-
deductible HMO plan. The County will pay seventy-six and one half
percent (76.5%) of the total medical plan premium for the Employee +
2 or more Dependents tier of the second lowest price non-deductible
HMO plan. These annual calculated dollar amounts will be applied to
all plans and tiers as described.
2. For active employees for the plan year that begins on January 1, 2021,
the County will pay seventy-eight and one half percent (78.5%) of the
total medical plan premium for each tier of the second lowest priced
non-deductible HMO plan. This annual calculated amount will be
applied to all plans and tiers, except Kaiser Permanente Health Plan
B.
3. For active employees for the plan year that begins on January 1, 2022,
and each year thereafter, the County will pay eighty percent (80%) of
the total medical plan premium for each tier of the second lowest
priced non-deductible HMO plan. This annual calculated amount will
be applied to all plans and tiers, except Kaiser Permanente Health
Plan B.
4. For active employees for the plan year that begins on January 1, 2021,
and each year thereafter, for the Kaiser Permanente Health Plan B,
employees will pay at least the following share of the total medical
plan premium:
Kaiser Permanente Health Plan B
Employee Monthly
Premium Cost
Employee $20.00
Employee +1 Dependent $40.00
Employee + 2 or More Dependents $60.00
5. In the event of a reduction in the premium for the second lowest priced
non-deductible HMO plan, the County will pay the premium subsidy for
medical plans that the County paid in the previous plan year.
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
Resolution No. 2018/563 9
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, subsection (a) for eligible
retirees and their eligible family members.
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 a 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 health and/or dental plan without any County premium
subsidy. This provision does not apply to any member of the Board of
Supervisors who was a County employee when elected to the Board
of Supervisors with a County employee hire date that is earlier than
January 1, 2009.
4. If an employee was eligible for a retiree health/dental plan monthly
premium subsidy from the County immediately prior to entering into an
unrepresented classification (no break in service), the employee will
be deemed covered by section 2.13 subsection (a) (1), above.
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:
Resolution No. 2018/563 10
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;
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 Human Resources Department-Employee Benefits Division.
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 retiree health benefits hereunder without
electing 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 subsection (b) “Employees Who File for Deferred Retirement”
Resolution No. 2018/563 11
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: 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.
d. Subject to the provisions of Section 2.13, subsections (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 married couple works for the County and one (1) spouse 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: Except as
provided in Section 2.33 “Health Benefit Access for Employees Not
Otherwise Covered,” Section 2, “Health, Dental, and Related Benefits”
does not apply to employees who work less than twenty (20) hours per
week.
Resolution No. 2018/563 12
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 is paid by the
employee.
d. Coverage Upon Separation: An employee who separates from County
employment is covered by his/her County health and/or dental plan
through the last day of the month in which he/she separates. Employees
who separate from County employment may continue group health and/or
dental plan coverage to the extent provided by the COBRA laws and
regulations.
e. Health Savings Account:
1. Beginning no earlier than the 2017 plan year, active permanent full-
time and active permanent part-time employees who are enrolled in
the Kaiser High Deductible Health Plan may elect to enroll in a Health
Savings Account (HSA). Employees may contribute up to the
maximum annual contribution rate for HSAs as set forth in the United
States Internal Revenue Code. Funds contributed to the HSA are
invested as directed by the employee. The County does not provide
any recommendations or advice on investment or use of HSA
funds. Employees are responsible for paying any HSA account
management fees charged by the HSA administrator. The County
does not manage or administer the HSA. The HSA is not available to
temporary or permanent-intermittent employees.
2. For the 2019 Plan Year, the County will make a one-time contribution
of five hundred dollars ($500) into the HSA for active employees
employed as of January 1, 2019, who are enrolled in the Kaiser
Permanente High Deductible Health Plan for the 2019 plan year and
who have an HSA. The contribution will be made with the February
10, 2019 pay.
3. For the 2020 Plan Year and each year thereafter, the County will
contribute six hundred and twenty-five dollars ($625) annually into the
HSA for active employees employed as of January 1 who are enrolled
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in the Kaiser Permanente High Deductible Health Plan and have an
HSA. The contribution will be made with the February 10 pay for the
plan year.
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. Health Insurance
1. Eligible Dependents:
i. Employee’s legal spouse
ii. Employee’s qualified domestic partner
iii. Employee’s child to age 26
iv. Employee’s disabled child who is over age 26, unmarried,
and incapable of sustaining employment due to a physical or
mental disability that existed prior to the child’s attainment of
age 19.
2. “Employee’s child” includes natural child, step-child, adopted child,
child of a qualified domestic partner, and a child specified in a
Qualified Medical Child Support Order (QMCSO) or similar court order.
b. Dental Insurance
1. Eligible Dependents – All dental plans:
i. Employee’s legal spouse
ii. Employee’s qualified domestic partner
iii. Employee’s disabled child who is over age 19, unmarried,
and incapable of sustaining employment due to a physical or
mental disability that existed prior to the child’s attainment of
age 19.
2. Delta Dental PPO Only – Employee’s unmarried child who is:
i. Under age 19; or
ii. Age 19, or above, but under age 24; and
A. Resides with the Employee for more than 50% of the year
excluding time living at school; and,
B. Receives at least 50% of support from Employee; and
C. Is enrolled and attends school on a full-time basis, as
defined by the School.
3. Delta Care HMO Only – Employee’s Child to age 26.
4. “Employee’s child” includes natural child, step-child, adopted child,
child of a qualified domestic partner, and a child specified in a
Qualified Medical Child Support Order (QMCSO) or similar court order.
Resolution No. 2018/563 14
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 medical plan issues for employees who receive
medical 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 required 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 Medical Plan Monthly Premium Subsidy: The County’s subsidy to
the CalPERS monthly medical plan premiums is as provided below. The
employee must pay any CalPERS medical plan premium costs that are
greater than the County’s subsidies identified below.
a. County Medical Plan Premium Subsidy:
1. Beginning on January 1, 2010, and until December 31, 2016, the
amount of the County premium subsidy that is paid for employees and
eligible family members is a set dollar amount and is not a percentage
of the premium charged by the plan. The County will pay the
CalPERS statutory minimum employer monthly medical plan premium
subsidy or the following monthly medical plan premium subsidy,
whichever is greater:
Employee/Retiree/Survivor Only
$472.57
Employee/Retiree/Survivor & One Dependent
$945.13
Employee/Retiree/Survivor & Two or more Dependents
$1228.67
2. Beginning on January 1, 2017, the County premium subsidies that are
paid for employees and eligible family members will be the same
subsidies that the County pays by plan and tier for members of the
Deputy Sheriffs Association Management Unit in accordance with the
Memorandum of Understanding between the County and the
Association.
b. In the event that the County medical plan premium subsidy amounts are
Resolution No. 2018/563 15
greater than one hundred percent (100%) of the applicable premium of
any 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
medical 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 Monthly Premium Subsidy: On and after January 1, 2010, the
provisions of Section 2.12 “Monthly Premium Subsidy,” relating to the
County subsidies for dental coverage, apply to all classifications listed in
Exhibit E.
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.”
2.C. All Employees
2.23 Dual Coverage:
a. 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. All dependents, as defined in Section 2.16, Family Member Eligibility
Criteria, may be covered by the health and/or dental plan of only one
spouse or one domestic partner. For example, when both parents are
Resolution No. 2018/563 16
County employees, all of their eligible children may be covered as
dependents of either parent, 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 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
Resolution No. 2018/563 17
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 once a
month, if 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.
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)
Resolution No. 2018/563 18
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.
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, before taxes, 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 will continue to offer 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 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 will continue to offer 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 Voluntary Vision Plan: Beginning no earlier than the 2017 plan year, active
permanent full-time and active permanent part-time employees will be offered
the opportunity to enroll in a voluntary vision plan. Employees will pay the full
Resolution No. 2018/563 19
premium costs of the plan. The County will contract with a provider for a
voluntary vision plan with no co-pays. The vision plan is not available to
temporary or permanent-intermittent employees.
2.32 Prevailing Section: To the extent that any provision of this Section (Section 2.
Health, Dental, and Related Benefits) is inconsistent with any provision of any
other County enactment or policy, including but not limited to Administrative
Bulletins, the Salary Regulations, the Personnel Management Regulations, or
any other resolution or order of the Board of Supervisors, the provision(s) of
this Section (Section 2. Health, Dental, and Related Benefits) will prevail.
2.33 Health Benefit Access for Employees Not Otherwise Covered: To access
County health plans, an employee who is not otherwise eligible for health
coverage by the County, must be eligible to receive an offer of coverage from
the County under the federal Patient Protection and Affordable Care Act
(“ACA”) (42 U.S.C. § 18081). Employees eligible to receive an offer of
coverage (and qualified dependents), will be offered access to County health
insurance plans. Employees will be responsible for the full premium cost of
coverage.
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. Transportation Expense:
4.10 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.
4.11 Commuter Benefit Program: Prior to July 1, 2017, the County will offer
employees the option of enrolling in an employee-funded qualified
Resolution No. 2018/563 20
transportation (commuter) benefit program designed to qualify for tax savings
under Section 132(f) of title 26 of the Internal Revenue Service Code, but
such savings are not guaranteed. The Commuter Benefit Program will allow
employees to set aside pre-tax dollars for qualified transportation expenses to
the extent and amount allowed by the Internal Revenue Service.
5. Retirement Contributions:
5.10 No County Subvention: Effective on October 1, 2011, employees are
responsible for the payment of one hundred percent (100%) of the
employees’ basic retirement benefit contributions determined annually by the
Board of Retirement of the Contra Costa County Employees’ Retirement
Association without the County paying any part of the employees’
contribution. Employees are also responsible for the payment of the
employees’ contributions to the retirement cost-of-living program as
determined annually by the Board of Retirement without the County paying
any part of the employees’ contributions. Except as provided in Section 36
(District Attorney Investigator - Safety Employees Retirement Tier) Section 44
(Probation - Safety Employees Retirement Tiers) and Section 53 (Safety
Employees Retirement Tiers- Miscellaneous Safety Classifications), the County
is responsible for one hundred percent (100%) of the employer’s retirement
contributions determined annually by the Board of Retirement.
5.11 414H2 Participation: The County will continue to implement Section 414(h)
(2) of the Internal Revenue Code which allows the County Auditor–Controller
to reduce the gross monthly pay of employees by an amount equal to the
employee’s total contribution to the County Retirement System before
Federal and State income taxes are withheld, and forward that amount to the
Retirement system. This program of deferred retirement contribution will be
universal and non-voluntary as required by statute.
6. PEPRA Retirement Plan:
A. PEPRA for Employees who become CCCERA Members on or after January
1, 2013: For employees who, under the California Public Employees’ Pension
Reform Act of 2013 (PEPRA) (Chapters 296 and 297, Statutes of 2012),
become New Members of the Contra Costa County Employees Retirement
Association (CCCERA) on or after January 1, 2013, retirement benefits are
governed by PEPRA. To the extent that this resolution conflicts with any
provision of PEPRA, PEPRA governs.
B. COLA: For employees hired by the County on and after January 1, 2014,
who, under PEPRA, become New Members of CCCERA, the cost of living
adjustment to the retirement allowance will not exceed two percent (2%) per
year, and the cost of living adjustment will be banked.
Resolution No. 2018/563 21
C. Disability Standard: For employees, who under PEPRA, become New
Members of CCCERA, the disability provisions are the same as the current
Tier III disability provisions.
D. This section 6 does not apply to employees who are safety members of the
Contra Costa County Employees Retirement Association.
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.
Resolution No. 2018/563 22
9. Higher Pay for Work in a Higher Classification: The County Salary Regulations
notwithstanding, when an employee is required to work in a higher paid
classification, the employee will receive the higher compensation for such work,
pursuant to the County Salary Regulations, plus any differentials and incentives the
employee would have received in his/her regular position. Unless the Board has by
Resolution otherwise specified, the higher pay entitlement will begin on the
completion of the 40th consecutive hour in the assignment, retroactive to the
beginning of the second full day of work in the assignment.
10. Workers’ Compensation and Continuing Pay: For all accepted workers’
compensation claims filed with the County 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’
Resolution No. 2018/563 23
compensation benefits commence and continues until either the member is
declared medically permanent/stationary, or until one (1) year of continuing
pay, whichever comes first, provided the employee remains in an active
employed status. Continuing pay is automatically terminated on the date an
employee is separated from County service by resignation, retirement, layoff,
or the employee is no longer employed by the County. In these instances,
employees will be paid workers’ compensation benefits as prescribed by
workers’ compensation laws. All continuing pay must be cleared through the
County Administrator’s Office, Risk Management Division.
10.12 Physician Visits: Whenever an employee who has been injured on the job
and has returned to work is required by an attending physician to leave work
for treatment during working hours, the employee is allowed time off, up to
three (3) hours for such treatment, without loss of pay or benefits. Said visits
are to be scheduled contiguous to either the beginning or end of the
scheduled workday whenever possible. This provision applies only to
injuries/illnesses that have been accepted by the County as work related.
10.13 Labor Code §4850 Exclusion: The foregoing provisions for workers’
compensation and continuing pay are inapplicable in the case of employees
entitled to benefits under Labor Code Section 4850.
11. Other Terms and Conditions of Employment
11.10 Overtime Exempt Exclusion: Employees who are exempt from FLSA overtime
in unrepresented, management, and exempt classifications may be made
eligible for County 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 County
overtime pay only. Employees on the Overtime Exempt Exclusion List are
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
Administrative Bulletin 317.
11.11 County Overtime: Employees on the Overtime Exempt Exclusion List will be
compensated at one and one-half (1.5) times their base rate of pay (excluding
differentials) for authorized hours worked exceeding eight (8) hours in a day
or forty (40) hours in a week.
11.12 Pay Limitations: Employees are not entitled to receive hazard pay, shift pay
or County overtime pay (except as provided in this Section 11 Other Terms
and Conditions of Employment), or on-call duty pay or call-back pay (except
as provided in Section IV Special Benefits For Employees by Department or
Class.)
Resolution No. 2018/563 24
11.13 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-em ployed 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.
11.14 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.
11.15 Deep Classes: No provision of this Resolution regarding terms and conditions
of employment supersedes any provision of any Deep Class Resolution.
11.16 Administrative Provisions: The County Administrator may establish
guidelines, bulletins or directives as necessary to further define or implement
the provisions of this resolution.
11.17 Timestamp: Permanent Intermittent (hourly) employees must time stamp in
and out as they begin their work shifts, finish their work shifts, and take meal
periods.
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. Effective April 1, 2007, this section does not apply to members of the
Board of Supervisors, except those members who earned this benefit
while serving on the Board of Supervisors and were receiving this benefit
as of March 31, 2007.
Resolution No. 2018/563 25
c. 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. This section does not apply to employees who are eligible to receive the
District Attorney Inspectors Longevity Differential set forth in Section 34 or
the Sheriff Law Enforcement Longevity Differential set forth in Section 49.
c. Effective April 1, 2007, this section does not apply to members of the
Board of Supervisors, except those members who earned this benefit
while serving on the Board of Supervisors and were receiving this benefit
as of March 31, 2007.
d. 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:
13.10 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
Resolution No. 2018/563 26
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.
13.11 Special Benefit for Permanent Employees Hired on and after January 1,
2009:
a. 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:
1. The employee must be hired by Contra Costa County on or after
January 1, 2009.
2. 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.
3. The employee must have been employed by Contra Costa County for
at least 90 calendar days.
4. The employee must contribute a minimum of twenty-five dollars ($25)
Resolution No. 2018/563 27
per month to the Contra Costa County Deferred Compensation Plan,
or other tax-qualified savings program designated by the County.
5. 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.
6. The employee may not exceed the annual maximum contribution
amount allowable by the United States Internal Revenue Code.
b. This special benefit does not apply to any employee who is covered by
Section 2.13, subsection (a) (1).
13.12 No Cross Crediting: The amounts contributed by the employee and the
County pursuant to Section 13.11 do not count towards the “Qualifying Base
Contribution Amount” or the “Monthly Contribution Required to Maintain
Incentive Program Eligibility” in Section 13.10. Similarly, the amounts
contributed by the employee and the County pursuant to Section 13.10 do not
count towards the employee’s $25 per month minimum contribution required
by Section 13.11.
13.13 Maximum Annual Contribution: All of the employee and County contributions
set forth in Sections 13.10 and 13.11 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.
13.14 Eligibility for Loan Program : All employees are eligible to apply for loans from
the Contra Costa County Deferred Compensation Plan loan program
established by the Board of Supervisors on June 26, 2012, by Resolution No.
2012/298.
14. Annual Management Administrative Leave:
A. On January 1st of each year, all full-time unrepresented, management, and
exempt employees in paid status will be credited with ninety four (94) hours of
paid Management Administrative Leave. All Management Administrative
Leave time is non-accruable and all balances will be zeroed out on December
31 of each year.
B. Permanent part-time employees are eligible for Management Administrative
Leave on a prorated basis, based upon their position hours. Permanent-
intermittent employees are not eligible for Management Administrative Leave.
C. Employees appointed (hired or promoted) to unrepresented, management, or
exempt positions are eligible for Management Administrative Leave on the
Resolution No. 2018/563 28
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 31.)
E. Employees eligible for FLSA overtime are not eligible for Management
Administrative Leave. Such Employees who have existing Management
Administrative Leave balances as of May 1, 2017 may use the leave through
December 31, 2017.
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:
16.10 Employees Hired Before April 1, 2011:
a. Employees hired before April 1, 2011, in classifications other than those
listed in Section 16.11(b) below, 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 every thirteen (13) months and
there must be at least 12 full months between each election; (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 one sale is one-third (1/3) of the annual accrual.
b. Lump Sum Payments: 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.
16.11 Employees Hired, Promoted or Rehired On and After April 1, 2011 and In
Specified Classifications:
Resolution No. 2018/563 29
a. Employees hired, promoted or rehired on and after April 1, 2011, into any
classification covered by this resolution are not eligible for the vacation
buy-back benefit. However, any employee who was eligible for the
vacation buy-back benefit before promoting into a classification (other
than those specified in subsection b. below) covered by this resolution will
retain that benefit after promoting into a classification covered by this
resolution.
b. Specified Classifications: Employees in the following classifications may
not elect payment of their vacation accruals under any circumstances:
CCRMC Chief Executive Officer- Exempt (VCB2)
Chief Medical Officer - Exempt (VPS4)
Chief Nursing Officer - Exempt (VWD2)
County Librarian (3AAA)
Medical Director (VCA2)
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.
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.
Resolution No. 2018/563 30
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. Computer Vision Care (CVC) Users Eye Examination: Employees are eligible to
receive an annual eye examination on County time and at County expense provided
that the employee regularly uses a video display terminal at least an average of two
(2) hours per day as certified by their department.
Employees certified for examination under this program must make their request
through the Benefits Service Unit of the County Human Resources Department.
Should prescription CVC eyeglasses be prescribed for the employee following the
examination, the County agrees to provide, at no cost, basic CVC eye wear
consisting of a fifty dollar ($50) frame and single, bifocal or trifocal lenses.
Employees may, through individual arrangement between the employee and the
employees’ doctor and solely at the employee’s expense, include blended lenses
and other care, services or materials not covered by the Plan.
20. Long-Term Disability Insurance: The County will continue in force the Long-Term
Disability Insurance program with a replacement limit of eighty-five (85%) of total
monthly base earnings reduced by any deductible benefits.
Resolution No. 2018/563 31
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:
21.10 Elected Department Heads:
The below-listed elected Department Heads are eligible to receive a $600 per
month 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 this automobile allowance means that the elected Department
Head must use a private automobile for County business.
Assessor (DAA1)
Auditor–Controller (SAA1)
Clerk–Recorder (ALA1)
District Attorney (2KA1)
Treasurer–Tax Collector (S5A1)
The Sheriff-Coroner (6XA1) is eligible to receive a $500 per month
automobile allowance plus mileage for miles driven inside and outside of
Contra Costa County at the rate per mile allowed by the Internal Revenue
Service (IRS) as a deductible expense. Receipt of this automobile allowance
means that the Sheriff-Coroner must use a private automobile for County
business.
21.11 Appointed Department Heads Appointed Prior to February 1, 2012:
The below-listed Department Heads who were appointed to their positions
prior to February 1, 2012 are eligible to receive a $600 per month 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 this automobile allowance means that the appointed
Department Head must use a private automobile for County business.
County Administrator (ADA2)
Chief Assistant County Administrator (ADB1)
County Counsel (2EA1)
County Probation Officer (7AA1)
Director of Animal Services (BJA1)
Director of Child Support Services (SMA1)
Director of Conservation and Development (4AA1)
Resolution No. 2018/563 32
Director of Health Services (VCA1)
Director of Information Technology (LTA1)
Public Defender (25A1)
Public Works Director (NAA1)
21.12 Appointed Department Heads Appointed On and After February 1, 2012:
Every appointed Department Head is ineligible to receive an automobile
allowance.
21.13 Temporary Loss of Vehicle:
If use of a County vehicle is temporarily required as the result of an
emergency, such as an accident or mechanical failure to the recipient’s
personal automobile, a County vehicle may be used if approved by the
County Administrator or his/her designee. The user’s department will be
charged for the costs of the temporary use of the County vehicle. Further, the
user of the County vehicle will not receive his/her automobile allowance while
using the County vehicle.
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 2.24.
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,
iPhones, 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.
Resolution No. 2018/563 33
24. Appointed Department Heads: The Appointed Department Heads are the
Agricultural Commissioner/Director of Weights and Measures, Chief Assistant
County Administrator, County Counsel, County Finance Director, County Librarian,
County Probation Officer, County Veteran’s Services Officer, Director of Employment
and Human Services, Director of Animal Services, Director of Child Support
Services, Director of Conservation and Development, Director of Health Services,
Director of Human Resources, Director of Information Technology, Public Defender,
and the Public Works Director. (The Fire Chief of the Contra Costa County Fire
Protection District is also an appointed Department Head, but the benefits for the
Fire Chief are set forth in a separate Fire Management Resolution.)
25. Elected Department Heads: The Elected Department Heads are the Assessor,
Auditor–Controller, Clerk–Recorder, District Attorney, Sheriff–Coroner, and
Treasurer–Tax Collector.
26. Elected Department Head Benefits and Board of Supervisors Member 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, as specified:
26.10 Elected Department Heads:
a. All Elected Department Heads will receive the benefits set forth in Part I,
Sections 5, 6, 7, 8, 10, and 11.12.
b. Elected Department Heads will receive the benefits set forth in Part I,
Section 2, in accordance with the following:
1. Elected Department Heads other than the Sheriff receive health care
coverage from County health plans pursuant to Section 2 A.
i. Those Elected Department Heads who were County employees
when elected to County office with a County employee hire date
that is earlier than January 1, 2009, will receive the benefits set
forth in Part I, Section 2 A except the provisions set forth in
Section 2.13 (a) (3) do not apply.
ii. Those Elected Department Heads who were County employees
when elected to County office with a County employee hire date
that is on or after January 1, 2009, will receive all of the benefits
set forth in Part I, Section 2 A.
iii. Those Elected Department Heads who were not County
employees when elected to County office will receive all of the
benefits set forth in Part I, Section 2 A.
2. The Sheriff receives health care coverage from CalPERS pursuant to
Resolution No. 2018/563 34
Section 2 B.
3. All Elected Department Heads receive the benefits set forth in Section
2 C, excluding section 2.26.
c. All Elected Department Heads will receive the benefits set forth in Part II,
Sections 13, 19 and 20.
d. Elected Department Heads will not receive the benefits set forth in Part II,
Section 12. Elected Department Heads who are in their elected office
and receiving longevity pay as of October 1, 2010 are eligible for the
following benefit:
1. A five percent (5%) longevity differential upon the completion of ten
years of service effective on the first day of the month following the
month in which the official qualifies for the ten (10) year service award.
2. An additional two and one half (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 official qualifies for the
fifteen (15) year service award.
e. 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.
f. All Elected Department Heads will receive the benefits set forth in Part III,
Sections 21, 22 and 23.
g. A County employee who becomes a County elected official may receive
payment for unused vacation accruals only at the rate of pay that the
elected official last earned as a County employee. The elected official
Resolution No. 2018/563 35
may not be paid for unused vacation accruals at the rate of pay earned as
an elected official.
h. Only the Board of Supervisors is authorized to prescribe the
compensation of County elected officials pursuant to Government Code
section 25300.
26.11 Board of Supervisors: Board of Supervisors members will receive only the
following benefits under Parts I, II, and III.
a. Part I: The benefits set forth in Sections 5, 6, 7, 10, and 11.12.
b. Part 1, Section 2: in accordance with the following, health care coverage
from County health plans pursuant to Section 2 A.
1. Those Supervisors who were County employees when elected to
County office with a County employee hire date that is earlier than
January 1, 2009, will receive the benefits set forth in Part I, Section 2
A except the provisions set forth in Section 2.13 (a) (3) do not apply.
2. Those Supervisors who were County employees when elected to
County office with a County employee hire date that is on or after
January 1, 2009, will receive all of the benefits set forth in Part I,
Section 2 A.
3. Those Supervisors who were not County employees when elected to
County office will receive all of the benefits set forth in Part I, Section 2
A.
c. Part I, Section 2 C, excluding Section 2.26.
d. Part II: The benefits set forth in Sections 13, 19, and 20.
e. Part III: The benefits set forth in Sections 22 and 23.
f. The provisions of Section 26.10(g) above apply to Board of Supervisors
Members.
IV. SPECIAL BENEFITS FOR 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
Resolution No. 2018/563 36
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. Animal Services Search Warrant: Employees in the management class of Deputy
Director of Animal Services (BJD1) 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.
29. Animal Services Uniform Allowance: The uniform allowance for employees in the
management classes of Deputy Director of Animal Services (BJD1) and Animal
Services Captain-Exempt (BJD2) is eight hundred dollars ($800), 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.
30. Attorney State Bar Dues and Professional Development Reimbursement:
30.10 State Bar Dues Reimbursement: The County will reimburse employees in the
classes set forth below 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.
30.11 Professional Development Reimbursement: The County will reimburse
employees in the classes listed in Section 30.13 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).
30.12 Law School Student Loan Reimbursement Program
a. Eligibility:
Resolution No. 2018/563 37
1. Only Employees in the classes listed in Section 30.13, excluding
County Counsel (2EA1), District Attorney (2KA1), and Public Defender
(25A1), are eligible. Payments will only be made to employees in paid
status as of July 2015, and thereafter.
2. Temporary employees are not eligible for payments. Time served as a
temporary employee does not count towards eligibility for payments.
b. Qualifying amount and terms: The employee must satisfy all of the
following criteria to be eligible for any payments through this Law School
Student Loan Reimbursement Program.
1. First Payment: The employee must have been hired into one of the
listed classes and have worked in one or more of those classes for at
least three (3) consecutive years from date of hire to be eligible for the
first payment. After completion of the third consecutive year of
employment in one or more of those classes, the employee may
receive $2,000 for purposes of reimbursement for law school student
loan payments.
2. Second Payment: For an employee who entered County service in
one of the listed classes, the employee must work in one or more of
those classes during the fourth year of employment from date of hire
to be eligible for the second payment. After completion of four (4)
years of employment with the County in one or more of those classes,
the employee may receive an additional $3,000 for purposes of
reimbursement for law school loan payments.
3. Third Payment: For an employee who entered County service in one
of the listed classes, the employee must work in one or more of those
classes during the fifth year of employment from date of hire to be
eligible for the third payment. After completion of five (5) years of
employment with the County in one or more of those classes, the
employee may receive an additional $4,000 for purposes of
reimbursement for law school loan payments.
4. For each requested payment: The employee must submit a request for
reimbursement on the County’s law school loan reimbursement form
and attach documentation that establishes to the satisfaction of the
department the existence of an outstanding law school student loan to
the employee from an educational entity, government entity, or
commercial lending institution and the annual payment record for the
law school student loan during the preceding twelve months showing
payments made by the employee. Employees may not request more
than one payment per year, and there must be at least twelve (12) full
months between each request for payment.
Resolution No. 2018/563 38
5. This program is not available to employees who paid off their law
school student loans prior to July 1, 2015, to those employees who did
not incur law school student loans from an educational entity,
government entity, or commercial lending institution, or to participating
employees once they have paid off their law school student loans.
6. The law school student loan reimbursement payments will not exceed
$2,000 for the first payment, $3,000 for the second payment, and
$4,000 for the third payment. No employee may receive more than a
total maximum lifetime reimbursement of $9,000.
7. The law school student loan reimbursement payments are subject to
applicable state and federal withholding, if any.
8. The terms and conditions of this law school student loan
reimbursement program are subject to procedures approved by the
County Auditor-Controller’s Office.
30.13 Eligible Classes:
This section applies only to the following classifications:
Assistant County Counsel-Exempt (2ED1)
Assistant District Attorney-Exempt (2KD3)
Assistant Public Defender-Exempt (25D2)
Chief Asst. County Counsel-Exempt (2ED2)
Chief Asst. Deputy District Atty-Exempt (2KD2)
Chief Assistant Public Defender-Exempt (25D1)
Chief Trial Deputy Public Defender (25DB)
Civil Litigation Attorney-Advanced (2ETG)
Civil Litigation Attorney-Standard (2ETF)
Civil Litigation Attorney-Basic (2ETE)
County Counsel (2EA1)
Deputy County Counsel-Advanced (2ETK)
Deputy County Counsel-Standard (2ETJ)
Deputy County Counsel-Basic (2ETH)
Deputy County Counsel-Advanced-Exempt (2ET3)
Deputy County Counsel-Standard-Exempt (2ET2)
Deputy County Counsel-Basic-Exempt (2ET1)
District Attorney (2KA1)
Public Defender (25A1)
Resolution No. 2018/563 39
Senior Deputy District Attorney-Exempt (2KD1)
Senior Financial Counsel-Exempt (2ED3)
Supervising Attorney-Child Support Services (29HA)
Attorney Basic-Child Support Services (29VA)
Attorney Advanced-Child Support Services (29TA)
Attorney Entry-Child Support Services (29WA)
31. Attorney Management Administrative Leave and Additional Longevity Pay:
31.10 Attorney Management Administrative Leave:
a. On January 1st of each year, the employees in the classes set forth below
who are in paid status, excluding fixed-term employees and contract
attorneys, will be credited with ninety four (94) hours of Management
Administrative Leave. Management Administrative Leave must be used
during the calendar year in which it is credited and any unused hours may
not be carried forward.
b. Attorneys appointed between January 1st and June 30th, inclusive, are
eligible for ninety four (94) hours of Management Administrative Leave on
the first succeeding January 1st and annually thereafter. Attorneys
appointed on or after July 1st are eligible for seventy one (71) hours of
Management Administrative Leave on the first succeeding January 1st and
are eligible for ninety four (94) 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 1st following their appointm ent and in the same proportion on
each January 1st thereafter. Permanent-intermittent attorneys are not
entitled to Management Administrative Leave. Any attorney on a leave of
absence will have his/her Management Administrative Leave hours
prorated upon his/her return.
d. Unrepresented, management, and exempt attorneys on the Overtime
Exempt Exclusion List are authorized to receive overtime pay; therefore,
their Management Administrative Leave will be reduced by 25% each time
the attorney is on the List. The 25% reduction will be deducted from the
employee’s current leave balance, but if there is no balance, it will be
deducted from future awarded Management Administrative Leave.
31.11 Additional Longevity Pay at 20 Years of County Service:
In addition to the Longevity Pay provided in Section 12 of this resolution,
employees in the classes set forth below are eligible to receive an additional
two percent (2%) longevity differential effective on the first day of the month
Resolution No. 2018/563 40
following the month in which the employee qualifies for the twenty (20) year
service award, beginning on November 1, 2012. For those employees who
have twenty years of service on or before November 1, 2012, this longevity
differential will be paid prospectively only from November 1, 2012.
31.12 Eligible Classes:
This section applies only to the following classifications:
Assistant County Counsel-Exempt (2ED1)
Assistant District Attorney-Exempt (2KD3)
Assistant Public Defender-Exempt (25D2)
Chief Asst. County Counsel-Exempt (2ED2)
Chief Asst. Deputy District Atty-Exempt (2KD2)
Chief Assistant Public Defender-Exempt (25D1)
Chief Trial Deputy Public Defender (25DB)
Civil Litigation Attorney-Advanced (2ETG)
Civil Litigation Attorney-Standard (2ETF)
Civil Litigation Attorney-Basic (2ETE)
County Counsel (2EA1)
Deputy County Counsel-Advanced (2ETK)
Deputy County Counsel-Standard (2ETJ)
Deputy County Counsel-Basic (2ETH)
Deputy County Counsel-Advanced-Exempt (2ET3)
Deputy County Counsel-Standard-Exempt (2ET2)
Deputy County Counsel-Basic-Exempt (2ET1)
Public Defender (25A1)
Senior Deputy District Attorney-Exempt (2KD1)
Senior Financial Counsel-Exempt (2ED3)
Supervising Attorney-Child Support Services (29HA)
Attorney Basic-Child Support Services (29VA)
Attorney Advanced-Child Support Services (29TA)
Attorney Entry-Child Support Services (29WA)
32. Assessor Education Differential: Employees in the management class of
Assistant County Assessor-Exempt (DAB1) are 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.
Resolution No. 2018/563 41
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.
33. 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.
34. District Attorney Inspectors Longevity Differential: Incumbents of the classes of
District Attorney Chief of Inspectors–Exempt (6KD1), District Attorney Director of
Forensic and Technical Services (6KDC), 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).
35. District Attorney Inspector P.O.S.T.: Incumbents of the classes of District
Attorney Lieutenant of Inspectors (6KNB), District Attorney Director of Forensic and
Technical Services (6KDC), 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, DA Director of
Forensic and Technical Services, 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, DA Director of Forensic and
Technical Services, and DA Lieutenant of Inspectors–Welfare Fraud for
possession of an Advanced P.O.S.T. certificate and an approved
Resolution No. 2018/563 42
Baccalaureate Degree. This allowance will be paid to the DA Chief of
Inspectors for possession of a Management and/or Executive P.O.S.T.
certificate and possession of an approved Baccalaureate Degree.
C. A career incentive allowance of seven and one-half percent (7.5%) of base
monthly salary will be paid to DA Lieutenant of Inspectors, DA Director of
Forensic and Technical Services, 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 continuing education is required in order to be entitled to any of
the foregoing allowances.
36. District Attorney Investigator - Safety Employees Retirement Tiers;
Contribution Toward Cost of Enhanced Retirement Benefit:
36.10 Safety Tier A: The retirement formula of “3 percent at 50" applies to
employees in the classifications set forth below who become members of the
Contra Costa County Employees Retirement Association (CCCERA) on or
before December 31, 2012 or who, under PEPRA, become reciprocal
members of CCCERA, as determined by CCCERA. 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) consecutive month salary average.
This retirement benefit is known as Safety Tier A.
a. Until July 1, 2012, each employee in Tier A will pay nine percent (9%) of
his or her retirement base to pay part of the employer’s contribution for the
cost of Safety Tier A retirement benefits.
b. Effective on July 1, 2012, each employee in Tier A will pay three percent
(3%) of his/her retirement base to pay part of the employer’s contribution
for the cost of Safety Tier A retirement benefits.
c. Effective on June 30, 2016, these payments will cease.
The payments set forth above will be made on a pre-tax basis in accordance
with applicable tax laws. “Retirement base” means base salary and other
payments, such as salary differential and flat rate pay allowances, used to
compute retirement deductions.
36.11 Safety PEPRA Tier: For employees who become safety New Members of the
Contra Costa County Employees Retirement Association (CCCERA) on or
after January 1, 2013, retirement benefits are governed by the California
Public Employees’ Pension Reform Act of 2013 (PEPRA) (Chapters 296 and
Resolution No. 2018/563 43
297, Statutes of 2012) and Safety Option Plan Two (2.7% @ 57) applies. For
employees hired on or after July 1, 2014, who under PEPRA, become safety
New Members of CCCERA, the cost of living adjustment to the retirement
allowance will not exceed two percent (2%) per year and will be banked. To
the extent that this resolution conflicts with any provision of PEPRA, PEPRA
governs.
36.12 Employees with more than 30 years of Service: Commencing on July 1, 2007,
eligible employees in the classifications set forth below and designated by the
Contra Costa County Employees’ Retirement Association as safety members
with credit for more than thirty (30) years of continuous service as safety
members, will not make payments from their retirement base to pay part of
the employer’s contribution towards the cost of Safety Tier A.
36.13 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)
District Attorney Director of Forensic and Technical Services (6KDC)
37. Engineer Continuing Education Allowance: Employees in the classification of
Deputy Public Works Director-Exempt (NAD0) 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.
38. Engineer Professional Development Reimbursement: Engineering Managers
Resolution No. 2018/563 44
(Class Code NAD0) will be allowed reimbursement for qualifying professional
development expenses and professional engineering license fees required by the
employee’s classification up to a total of seven hundred dollars ($700) for each two
(2) year period beginning on January 1, 2000. Effective July 1, 2007, the allowable
reimbursement amount will be increased by one hundred fifty dollars ($150) for a
total of eight hundred fifty dollars ($850). Effective on January 1, 2008, Engineering
Managers will be allowed reimbursement for qualifying professional development
expenses and professional engineering license fees required by the employee’s
classification up to a total of nine hundred dollars ($900) for each two (2) year
period.
Allowable expenses include the following activities and materials directly related to
the profession in which the individual is engaged as a County employee:
A. Membership dues to professional organizations.
B. Registration fees for attendance at professional meetings, conferences and
seminars.
C. Books, journals and periodicals.
D. Tuition and text book reimbursement for accredited college or university
classes.
E. Professional license fees required by the employee’s classification.
F. Application and examination fees for registration as a professional engineer,
architect or engineer-in-training.
G. Certain job-related instruments, job-related computer hardware and software
from a standardized County approved list or with Department Head approval,
provided each Engineer complies with the provisions of the Computer Use
and Security Policy adopted by the Board of Supervisors and the applicable
manuals.
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.
39. 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.
40. Health Services Department On-Call Duty and Call Back Time:
Resolution No. 2018/563 45
40.10 Eligible Classes:
Permanent full time and permanent part time employees employed in the
Health Services Department (A-18) in the following designated classifications
are entitled to On Call Duty and Call Back Time.
Designated Classifications:
Director of HazMat Program -Ex (VLD2)
Deptl Comm & Media Rel Coord (ADSH)
Director of Env Health Svcs-Ex (VLD1)
Asst Dir of Health Svcs (VCB1)
MH Medical Director-Ex (VPD1)
Emergency Medical Svcs Director (VBSC)
Chief Exec Officer CCCHP (VCB3)
Residency Director-Exempt (VPD5)
Chief Operations Officer-Exempt (VWD1)
40.11 On Call Duty: On Call Duty is when an employee is not scheduled to work on
County premises but is ready to immediately report to work. The employee
must make arrangements so that his/her supervisor can reach him/her within
ten (10) minutes’ notice or less.
The Department Head approves those employees who will be assigned to On
Call Duty.
An employee assigned to On Call Duty is paid one (1) hour of straight time
pay for each four (4) hours designated on call. If an employee’s On Call Duty
hours are not in increments of four (4) hours, the On Call Duty hours will be
prorated. For example, if the employee is assigned to On Call Duty for six (6)
hours, the employee would receive one hour and one half (1.5) straight time
pay for the six (6) hours designated on call (6/4).
If an employee designated to On Call Duty is called back to work, the On Call
Duty hours will not be deducted from the time the employee works.
40.12 Call Back Time: Call Back Time is when an employee is called back to work
on County premises. An employee called back to work is entitled to receive
pay at the rate of one and one half (1.5) times his/her base rate of pay (not
including differentials) for the actual Call Back Time hours worked plus one
(1) additional hour. An employee called back to work will be paid a minimum
of two (hours) for each Call Back Time.
41. (Reserved)
42. Property Appraisers:
Resolution No. 2018/563 46
42.10 Eligible Classes: Property Appraisers are those employees in the
classifications of Associate Appraiser (DATA), Assistant Appraiser (DAVA),
and Junior Appraiser (DAWA).
42.11 Longevity Pay: 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.
42.12 Standards Division Differential: Associate Appraisers assigned to the
Standards Division of the Assessor’s Office shall receive a monthly
differential in the amount of two and one-half percent (2.5%) of monthly base
pay for each month assigned. This differential is in recognition of the
additional responsibilities and duties required when assigned to the
Standards Division. The Associate Appraiser in the Standards Division who
is assigned the responsibility of providing lead direction and training to
subordinate Appraisers shall receive a monthly differential in the amount of
two and one-half percent (2.5%) of monthly base pay in addition to the
differential described above.
42.13 Probation Period: The classification of Junior Appraiser (DAVA) shall have a
probation period of one (1) year.
42.14 Educational Incentive: Employees are entitled to a monthly salary differential
of two and one-half percent (2.5%) of monthly base pay or a minimum of fifty
dollars ($50), whichever is greater, for possession of a certification for
educational achievement from at least one of the following:
a. American Institute of Real Estate Appraisers - Residential Member (RM)
designation;
b. State Board of Equalization - Advanced Appraiser certification;
c. International Association of Assessing Officers - Residential Evaluation
Specialist (RES);
d. Society of Auditor Appraisers - Master Auditor-Appraiser (MAA)
designation; and
e. Society of Real Estate Appraisers - Senior Residential Appraiser (SRA)
designation.
42.15 4/10 Summer Schedule: The Assessor will consider continuation of the
annual 4/10 summer schedule, which begins when the Assessor declares
and ends on October 31st of each year.
Resolution No. 2018/563 47
42.16 Life Insurance: Employees are covered at County expense by term life
insurance in the amount of forty-five thousand ($45,000) in addition to the
insurance provided in Section 2.24.
42.17 Professional Development: Employees are eligible for reimbursement of up to
four hundred dollars ($400) for each two year period for memberships in
professional organizations, subscriptions to professional publications,
attendance fees at job-related professional development activities and
purchase of job-related books, electronic calendars and organizers and
computer software and hardware 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. Authorization for individual professional development
reimbursement requests shall be made by the Department Head.
42.18 Deferred Compensation Special Benefit: Permanent employees are eligible
for the deferred compensation Special Benefit provided in Section 13.11 and
the Loan Program provided in Section 13.14.
42.19 Personal Holiday Credit: Employees are eligible to accrue two (2) hours of
personal holiday credit each month in addition to those hours provided in
Section 1.16(b), for a total of four (4) hours of personal holiday credit monthly.
42.20 Holidays Observed on Regular Day Off of Full-Time Employees on 4/10,
9/80, Flexible, and Alternate Work Schedule:
a. When a holiday is observed by the County on the regularly scheduled day
off of an employee who is on a 4/10, 9/80, flexible, or alternate work
schedule, the employee is entitled to take eight (8) hours of flexible pay at
the rate of 1.0 times his/her base rate of pay (not including differentials) or
flexible compensatory time in recognition of his/her regularly scheduled
day off.
b. Flexible compensatory time may not be accumulated in excess of two
hundred eighty-eight (288) hours. After 288 hours are accrued by an
employee, the employee will receive flexible pay at the rate of 1.0 times
his/her base rate of pay. Flexible compensatory time may be taken on
those dates and times determined by mutual agreement of the employee
and the Department Head or designee.
c. Flexible compensatory time will be paid off only upon a change in status.
A change in status includes separation, transfer to another department,
reassignment to a permanent-intermittent position, or transfer assignment,
or promotion or demotion into a position that is not eligible for flexible
compensatory time.
Resolution No. 2018/563 48
d. Employees who elect to receive flexible compensatory time must agree to
do so for a full fiscal year (July 1 through June 30). The employee must
notify their departmental payroll staff of any change in the election by May
31 of each year.
e. The above provisions a-d of this Section supersede Section 1.13
“Holidays - Flexible, Alternate, 9/80, and 4/10 Work Schedules.”
42.21 State Disability Insurance (SDI):
a. General Provisions. Contra Costa County participates in the State
Disability Insurance (SDI) program, which is administered by the State of
California’s Employment Development Department (EDD) and is subject
to EDD’s rules and procedures. Determination of SDI payments and
eligibility to receive payments is at the sole discretion of the State of
California. SDI payments are sent directly to the employee by the State of
California. Employees in the Property Appraiser classifications identified
in Section 42.10 who are eligible for SDI are required to file an SDI claim
and to have any SDI payments integrated with the use of their sick leave
accruals as described below. Changes to the SDI program could affect
the County’s SDI Integration Program.
b. Sick Leave Integration. Employees are required to use their sick leave
accruals to the maximum extent possible to supplement the difference
between the amount of the SDI payment and the employee's regular
monthly salary. Integration of sick leave with SDI payments is automatic
and cannot be waived. Integration applies to all SDI payments. When
receiving SDI, the employee’s Departmental payroll staff will make
appropriate integration adjustments, including retroactive adjustments, if
necessary. Employees must inform their Department of their application
for SDI in a timely manner in order for the Department to make
appropriate integration adjustments.
When there are insufficient sick leave accruals available to fully
supplement the difference between the SDI payment and the employee’s
regular monthly salary, accruals other than sick leave may be used at the
employee’s option with the Department’s approval. Sick leave and other
accruals may be integrated only to the extent that the total combined SDI
and accrual payments do not exceed the employee’s regular monthly
salary. When sick leave accruals are exhausted and no other accruals
are used, integration with SDI payments terminates.
When SDI is exhausted, integration terminates. The employee then may
continue to use sick leave without integration and/or other accruals.
Resolution No. 2018/563 49
Employees whose SDI claims are denied must present a copy of their
claim denial to their Department. The Department will then authorize the
use of unused sick leave and/or other accruals as appropriate.
c. Method of Integration. For purposes of integration with SDI payments, all
full-time employees' schedules will be converted to eight (8) hour/five (5)
day weekly work schedules. Employees with a schedule that is less than
full-time will have their sick leave integration adjusted accordingly.
43. Probation – Longevity Differential:
43.10 Longevity Pay at 20 Years of County Service:
In addition to the Longevity Pay provided in Section 12 of this resolution,
employees in the classes set forth below are eligible to receive a one and a
half percent (1.5%) longevity differential effective on the first day of the month
following the month in which the employee qualifies for the twenty (20) year
service award. For those employees who have twenty years of service on or
before July 1, 2016, this additional longevity differential will be paid
prospectively only from July 1, 2016.
43.11 Eligible Classes:
This section applies only to the following classifications:
Assistant County Probation Officer- Exempt (7AB1)
Chief Deputy Probation Officer (7ADC)
Institutional Supervisor II (7KGA)
Probation Manager (7AGB)
Probation Director (7BFA)
44. Probation - Safety Employees Retirement Tiers:
44.10 Safety Tier A: The retirement formula of “3 percent at 50" applies to
employees in the classifications set forth below who become Safety members
of the Contra Costa County Employees Retirement Association (CCCERA)
on or before December 31, 2012 or who, under PEPRA, become reciprocal
members of CCCERA, as determined by CCCERA. 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) consecutive month salary average.
a. Until July 1, 2012, each employee in Tier A will pay nine percent (9%) of
his/her retirement base to pay part of the employer’s contribution for the
cost of Tier A retirement benefits.
Resolution No. 2018/563 50
b. For the period of July 1, 2012 through and including December 31, 2014,
each employee in Tier A will pay four and one half percent (4.5%) of
his/her retirement base to pay part of the employer’s contribution for the
cost of Tier A retirement benefits.
c. For the period of January 1, 2015 through and including June 29, 2015,
each employee will pay two and one quarter percent (2.25%) of his/her
retirement base to pay part of the employer’s contribution for the cost of
Tier A retirement benefits.
d. Effective on June 30, 2015, each employee’s payment of two and one
quarter percent (2.25%) of his/her retirement base to pay part of the
employer’s contribution for the cost of Tier A retirement benefits will
cease.
The payments set forth above will be made on a pre-tax basis in accordance
with applicable tax laws. “Retirement base” means base salary and other
payments, such as salary differential and flat rate pay allowances, used to
compute retirement deductions.
44.11 Safety PEPRA Tier: For employees who become Safety New Members of the
Contra Costa County Employees Retirement Association (CCCERA) on or
after January 1, 2013, retirement benefits are governed by the California
Public Employees’ Pension Reform Act of 2013 (PEPRA) (Chapters 296 and
297, Statutes of 2012) and Safety Option Plan Two (2.7% @ 57) applies. For
employees who become Safety New Members of CCCERA on and after
January 1, 2016, the cost of living adjustment to the retirement allowance will
not exceed two percent (2%) per year and will be banked. To the extent that
this resolution conflicts with any provision of PEPRA, PEPRA governs.
44.12 Eligible Classes:
This section applies only to the following classifications:
Assistant County Probation Officer-Exempt (7AB1)
County Probation Officer-Exempt (7AA1)
Chief Deputy Probation Officer (7ADC)
Institutional Supervisor II (7KGA)
Probation Manager (7AGB)
Probation Director (7BFA)
45. Real Property Agent Advanced Certificate Differential: Employees in the
classifications of Assessor (DAA1), Assistant County Assessor-Exempt (DAB1), and
Real Estate Manager-Exempt (DYD1) are entitled to receive a monthly differential in
the amount of five percent (5%) of base monthly salary for possessing and
maintaining either a valid Senior Member Certificate issued by the International
Executive Committee of the International Right of Way Association (IRWA) or a
certification issued by the Building Owners and Managers Institute (BOMI) with a
Resolution No. 2018/563 51
designation as either a Real Property Administrator (RPA) or Facilities Management
Administrator (FMA). Verification of eligibility will be by the Department Head or
his/her designee. Eligibility for receipt of the differential begins on the first day of the
month following the month in which eligibility is verified by the Department Head.
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.
All employees who qualify for the RPA or FMA designation must recertify every three
(3) years with BOMI in order to retain the RPA or FMA designation and continue to
receive this differential. In order to retain certification, an employee must achieve
eighteen (18) points of continuing professional development, which may include
successfully completing courses, attending educational seminars, or teaching
approved courses related to the industry.
46. Sheriff Sworn Management P.O.S.T.:
A. Incumbents of the classes of Sheriff-Coroner (6XA1), Undersheriff–Exempt
(6XB4), Assistant Sheriff- Exempt (6XB2) 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, and only one, of the
following career incentive allowances:
1. A career incentive allowance of two and one-half percent (2.5%) of
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.
2. A career allowance of five percent (5%) of 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.
B. Incumbents in the class of Chief of Police-Contract Agency-Exempt who
possess the appropriate certificates beyond the minimum P.O.S.T.
qualifications required in their class may qualify for one, and only one, of the
following career incentive allowances:
1. A career incentive allowance of two and one-half percent (2.5%) of
monthly base pay will be awarded for the possession of an Advanced
P.O.S.T. Certificate.
2. A career incentive allowance of five percent (5%) will be awarded for the
possession of an Advanced P.O.S.T. Certificate and possession of an
approved Baccalaureate or Master’s Degree.
Resolution No. 2018/563 52
47. Sheriff Continuing Education Allowance: Sheriff’s Department employees in the
classifications of Sheriff’s Fiscal Officer (APSA) and Sheriff’s Chief of Management
Services (APDC) 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:
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.
48. Sheriff Emergency Services Standby Differential: Employees in the classification
of Emergency Planning Specialist–Exempt (9GS1) who perform standby duty for 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.
49. Sheriff Law Enforcement Longevity Differential:
49.10. 15 Years of Sworn County Service: Incumbents in the classifications of
Undersheriff-Exempt (6XB4), Assistant Sheriff- Exempt (6XB2), Commander-
Exempt (6XD1), and Chief of Police-Contract Agency-Exempt (6XF1) 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.
49.11. 20 Years of Sworn County Service: Incumbents in the classifications of
Undersheriff-Exempt (6XB4), Assistant Sheriff- Exempt (6XB2), Commander-
Exempt (6XD1), and Chief of Police-Contract Agency-Exempt (6XF1) are
eligible for a differential of two percent (2%) of base monthly salary upon
completion of twenty (20) years of County service as a full-time, permanent,
sworn law enforcement officer. For employees who completed twenty (20)
years of such service on or before September 1, 2013, this longevity
differential will be paid prospectively only from September 1, 2013.
50. Sheriff Uniform Allowance: The Sheriff-Coroner (6XA1), Undersheriff-Exempt
(6XB4), Assistant Sheriff- Exempt (6XB2), Commander-Exempt (6XD1), Chief of
Police-Contract Agency-Exempt (6XF1) and non-sworn management employees in
the Sheriff-Coroner’s Department will be paid a uniform allowance in the amount of
eight hundred seventy-two dollars ($872) per year effective July 1, 2007, payable
Resolution No. 2018/563 53
one-twelfth (1/12) of the yearly total in monthly pay warrants. The non-sworn
management employees eligible for this uniform allowance are: Sheriff’s Fiscal
Officer (APSA) and Sheriff’s Chief of Management Services (APDC/APD2).
51. 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.
52. Sheriff - Safety Employees Retirement Tiers:
52.10. Safety Tier A: The retirement formula of “3 percent at 50" applies to
employees in the classifications set forth 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) consecutive month salary average. Safety Tier A is closed to all
employees initially hired by Contra Costa County after December 31, 2006.
52.11 Safety Tier C: The retirement formula of “3 percent at 50" applies to
employees in the classifications set forth below, who are hired by the County
after December 31, 2006 and on or before December 31, 2012, or who, under
PEPRA, become reciprocal members of CCCERA, as determined by
CCCERA. 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 a thirty-six (36)
consecutive month salary average.
52.12 Safety PEPRA Tier: For employees who become Safety New Members of the
Contra Costa County Employees Retirement Association (CCCERA) on or
after January 1, 2013, retirement benefits are governed by the California
Public Employees’ Pension Reform Act of 2013 (PEPRA) (Chapters 296 and
297, Statutes of 2012) and Safety Option Plan Two (2.7% @ 57) applies.
The cost of living adjustment to the retirement allowances of these employees
will not exceed two percent (2%) per year and will be banked. To the extent
that this resolution conflicts with any provision of PEPRA, PEPRA governs.
52.13 Employees with more than 30 years of Service: Commencing January 1,
2007, employees in the classifications set forth below and designated by the
Contra Costa County Employees’ Retirement Association as safety members
with credit for more than thirty (30) years of continuous service as safety
members, will not make payments from their retirement base to pay part of
the employer’s contribution towards the cost of Safety Tier A.
52.14 Retirement Tier Elections: If members of the Deputy Sheriffs’ Association
have the opportunity to elect different retirement tiers, employees in the
classifications set forth below and employed by the County as of December
31, 2012, will be offered the same opportunity to elect the new Safety PEPRA
Resolution No. 2018/563 54
Tier at the same time and on the same terms and conditions as are
applicable to members of the Deputy Sheriffs’ Association.
52.15 Eligible Classes.
This section applies only to the following classifications:
Sheriff-Coroner (6XA1)
Undersheriff-Exempt (6XB4)
Assistant Sheriff-Exempt (6XB2)
Commander-Exempt (6XD1)
Chief of Police-Contract Agency-Exempt (6XF1)
53. Safety Employees Retirement Tiers (Miscellaneous Safety Classifications)
Benefit
53.10 Safety Tier A: The retirement formula of “3 percent at 50" applies to
employees in the classifications set forth below who become Safety members
of the Contra Costa County Employees Retirement Association (CCCERA)
on or before December 31, 2012, or who under PEPRA, become reciprocal
members of CCCERA as determined by CCCERA. 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) consecutive month salary average.
a. Until September 1, 2013, each employee in Tier A will pay nine percent
(9%) of his/her retirement base to pay part of the employer’s contribution
for the cost of Tier A retirement benefits.
b. For the period September 1, 2013, through and including December 31,
2014, each employee in Tier A will pay four and one half (4.5%) of his/her
retirement base to pay part of the employer’s contribution for the cost of
Tier A retirement benefits.
c. For the period January 1, 2015, through and including June 30, 2015,
each employee in Tier A will pay two and a quarter percent (2.25%) of
his/her retirement base to pay part of the employer’s contribution for the
cost of the Tier A retirement benefit.
d. Effective June 30, 2015, these payments will cease
The payments set forth above will be made on a pre-tax basis in accordance
with applicable tax laws. “Retirement base” means base salary and other
payments, such as salary differential and flat rate pay allowances used to
compute retirement deductions.
53.11 Safety PEPRA Tier: For employees who become safety New Members of the
Contra Costa County Employees Retirement Association (CCCERA) on or
after January 1, 2013, retirement benefits are governed by the California
Resolution No. 2018/563 55
Public Employees’ Pension Reform Act of 2013 (PEPRA) (Chapters 296 and
297, Statutes of 2012) and Safety Option Plan Two (2.7% @ 57) applies. For
employees hired by the County on or after January 1, 2014, who under
PEPRA, become safety New Members of CCCERA, the cost of living
adjustment to the retirement allowance will not exceed two percent (2%) per
year and will be banked. To the extent that this resolution conflicts with any
provision of PEPRA, PEPRA governs.
53.12 Eligible Classes.
This section applies only to the following classifications:
Assistant Chief Public Service Officer (64BA)
Director of Hazardous Materials Program-Exempt (VLD2)
54. Treasurer-Tax Collector Professional Development Differential: Treasurer-Tax
Collector employees in one of the classifications listed below 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
provided to the Auditor 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 by that
employee.
This section applies only to the following classifications:
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)
Qualifying Certificates:
Certified Cash Manager (C.C.M.)
Certified Financial Planner (C.F.P.)
Certified Government Planner (C.G.F.P.)
Certified Treasury Manager (C.T.M.)
Chartered Financial Analyst (C.F.A.)
55. Executive Assistant to the County Administrator Differential: At the discretion of
the County Administrator, an employee in the classification of Executive Assistant II
to the County Administrator- Exempt (J3H2) is eligible to receive a monthly
differential equivalent to five percent (5%) of base salary while the em ployee is
performing work on special project assignments. Verification of eligibility for any
Resolution No. 2018/563 56
such differential must be provided to the Auditor in writing by the County
Administrator or his/her designee.
56. Countywide Accounting Differential: Employees in the classifications of Auditor –
Controller Division Manager (SADD) and Assistant County Auditor Controller (SAB1)
working in the Office of the Auditor-Controller are eligible to receive a monthly
differential equivalent to five percent (5%) of base salary in recognition of the
increased responsibility involved in ensuring the system-wide fiscal integrity of the
County and its dependent special districts.
V. TEMPORARY AND PER DIEM EMPLOYEES EXCLUDED.
Parts I through IV above do not apply to temporary and per diem employees. Benefits
for temporary and per diem employees are only those provided in Appendix I “Benefits
for Temporary and Per Diem Employees,” attached.
[EXHIBITS AND APPENDIX ATTACHED]
Exhibit A
Job Code Classification
SADD AC Division Manager
AJGA Ada Manager
AP7A Administrative Aide-Deep Class
AP73 Administrative Aide-Project
APDB Administrative Svcs Officer
XQD2 Aging/Adult Svcs Director-Ex
BKS1 Animal Clinic Veterinarian-Ex
BJD2 Animal Services Captain-Ex
JJNG Assessor's Clerical Staff Mngr
VCS1 Assist To Hlth Svc Dir - Ex
9MD3 Assistant Director-Project
DATA Assoc Appraiser
BAB1 Asst Agr Com/Wts/Meas-Exempt
DAVA Asst Appraiser
LTB1 Asst Chief Info Officer - Ex
64BA Asst Chief Public Svc Officer
7AB1 Asst Co Prob Off - Exempt
ADB4 Asst County Administrator
DAB1 Asst County Assessor-Exe
SAB1 Asst County Auditor Controlle
ALB3 Asst County Clerk-Recorder -Ex
2ED1 Asst County Counsel-Exempt
3AB1 Asst County Librarian-Exempt
ALB1 Asst County Registrar-Exempt
S5DF Asst County Tax Collector
S5B4 Asst County Treasurer-Exempt
5AH5 Asst Dep Dir, Conserv & Dev-Ex
VCB1 Asst Dir Of Health Svcs
AGB1 Asst Dir Of Human Resources-Ex
XAD7 Asst Dir-Policy & Planning-Ex
2KD3 Asst District Attorney-Exempt
LBD4 Asst HS IT Dir-App Dev-Ex
LBD2 Asst HS IT Dir-Customer Supp-E
LBD7 Asst HS IT Dir-Info Security-E
LBD3 Asst HS IT Dir-Infrastruct-Ex
LBD1 Asst HS IT Dir-Project Mgmt-Ex
25D2 Asst Public Defender-Exempt
AJDP Asst Risk Manager
6XB2 Asst Sheriff-Exempt
ADBA Asst To The County Admin
29TA Attorney Advance-Chld Sppt Svc
29VA Attorney Basic-Child Sppt Svcs
29WA Attorney Entry-Child Sppt Svcs
J995 Bd Of Supvr Asst-Chief Asst
J992 Bd Of Supvr Asst-Gen Office
J993 Bd Of Supvr Asst-Gen Secretary
J994 Bd Of Supvr Asst-Specialist
ADT2 Capital Facilities Analyst-Prj
VPD4 CCHP Medical Director-Exempt
VCB2 CCRMC Chief Exec Ofc - Exempt
5ABD Chf, Anex And Econ Stm Prog
JJDA Chief Assistant Clerk-BOS
2ED2 Chief Asst County Counsel
SMBA Chief Asst Director/Dcss
Resolution No. 2018/563 Page 1 of 4
Exhibit A
Job Code Classification
2KD2 Chief Asst District Attorney-E
25D1 Chief Asst Public Defender
7ADC Chief Dep Probation Officer
AXD1 Chief Dep Public Admin-Exempt
S5B2 Chief Dep Treasure/Tax Coll-Ex
XAB1 Chief Deputy Director-Exempt
NAB1 Chief Deputy Pw Director-Ex
VCB3 Chief Executive Officer-CCHP-E
6EH1 Chief Investigator Pd-Exempt
S5BC Chief Investment Officer
LWS1 Chief IT Security Officer-Ex
VPS4 Chief Medical Officer - Exempt
VWD2 Chief Nursing Officer-Exempt
APDK Chief of Administrative Svcs
AGD3 Chief Of Labor Relations - Ex
VAD3 Chief of Plant Operations - Ex
BKD1 Chief of Shelter Medicine-EX
VWD1 Chief Operations Officer-Exemp
6XF1 Chief Police-Contract Agncy-Ex
ADS2 Chief Public Commun Officer-Ex
VAB2 Chief Quality Officer-Exempt
25DB Chief Trial Deputy Public Def
9JS2 Child Nutrt Div Nutri-Project
9JS3 Child Nutrt Food Oper Supv-Prj
9CDA Child Spprt Svcs Manager
XAD5 Children And Family Svcs Dir-E
9MH1 Children Svcs Mgr-Project
2ETG Civil Litig Atty-Advanced
2ETE Civil Litig Atty-Basic Lvl
2ETF Civil Litig Atty-Standard
AJD2 Cnty Cmpln HIPAA Pvcy Ofcr -Ex
6XD1 Commander-Exempt
CCD1 Community Svcs Director-Exempt
CCHA Community Svcs Personnel Admin
9J71 Community Svcs Personnel Tech
9MS7 Comprehensive Svcs Asst Mgr-Pr
9MS3 Comprehensive Svcs Man -Prj
NAF1 County Surveyor-Exempt
CJH3 Cs Mental Hlth Clin Supv-Proj
APDD DA Chief Of Administrative Svc
6KD1 DA Chief Of Inspectors-Exempt
6KDC DA Dir Of Forensic & Tech Svcs
6KNB DA Lieutenant Of Inspectors
JJGE DA Manager Of Law Offices
JJHG DA Office Manager
J3T7 DA Program Assistant-Exempt
4AD1 Dep Dir Of Conserv & Dev-Ex
APSA Departmental Fiscal Officer
ARVA Departmental HR Analyst I
ARTA Departmental HR Analyst II
APG1 Dept. Pers. Officer - Exempt
ADSH Deptl Comm & Media Rel Coord
JJHD Deputy Clerk-Board Of Supv
ALB2 Deputy Co Clerk-Recorder-Ex
Resolution No. 2018/563 Page 2 of 4
Exhibit A
Job Code Classification
2ETK Deputy Co Counsel-Advanced
2ET3 Deputy Co Counsel-Advanced-Ex
2ETH Deputy Co Counsel-Basic
2ET1 Deputy Co Counsel-Basic-Exempt
2ETJ Deputy Co Counsel-Standard
2ET2 Deputy Co Counsel-Standard-Ex
3AFE Deputy Co Librarian
3AFG Deputy Co Librarian-Supt Svcs
5AB2 Deputy Dir Com Dev/Curr-Ex
5AH2 Deputy Dir Com Dev/Trans-Ex
LTD1 Deputy Dir/Info Technology-Exe
ADD7 Deputy Director Of Orj-Project
2KWF Deputy District Attorney-Ft-Fl
VCD2 Deputy Executive Dir/CCHP-Ex
NAD8 Deputy General Svcs Director/E
NAD0 Deputy Public Works Director-E
VRG1 Dir Mktg/Mem Svcs & Pr-CCHP-Ex
VQD4 Dir Of Mental Health Svcs-Ex
VAD1 Dir Of Patient Fin Svcs-Exempt
ADD5 Dir Office Child Svcs - Ex
9BD1 Director Of Airports
VLD1 Director Of Env Health Svcs-Ex
VLD2 Director Of Haz Mat Program-Ex
5AB1 Director Of Redevel-Exempt
SMD1 Director Of Revenue Collection
ADSB Director Office Of Comm/Media
5AH6 Economic Dev Manager - Exempt
XAD9 EHS Chief Financial Off - Ex
XAD2 EHS Deputy Bureau Director-Ex
XAD6 EHS Director Of Admin-Exempt
X762 EHS Workforce Dev Youth Wkr-Pj
VAD2 Emerg Med Svcs Dir - Exempt
9GS1 Emergency Planning Spec-Exempt
AGVG Employee Benefits Analyst
AGD2 Employee Benefits Manager
AGSC Employee Benefits Specialist
AJHA Employee Benefits Supervisor
AJDB Equal Employment Oppt Officer
J3V2 Exec Asst I To Co Adminis-Ex
J3H2 Exec Asst II To Co Adminis-Ex
J3T6 Exec Secretary/ Merit Board
J3T5 Exec Secretary-Exempt
J3TJ Executive Secretary-Dcss
VPS2 Exempt Med Stf Podiatrist
LBSE Financial Systems Manager
APDE Fire District Chief/Admin Svcs
6CW1 Forensic Analyst-Project
VASH Health Equity Program Manager
VRGC Health Plan Dir Comp & Gov Rel
VCS3 Health Plan Services Asst-Ex
LBB3 Health Svcs IT Director-Ex
AGD4 HR Manager - Exempt
AGSE HR Systems Analyst
AGTG HR Systems Specialist
Resolution No. 2018/563 Page 3 of 4
Exhibit A
Job Code Classification
AGDG HRIS Administrator
AGVF Human Resources Consultant
AGDF Human Resources Project Mngr
AG7B Human Resources Technician
7KGA Inst Supervisor II
DAWA Junior Appraiser
ADSI Labor Relations Analyst I
ADSJ Labor Relations Analyst II
AD7C Labor Relations Assistant
ADD6 Labor Relations Manager-Exempt
5ASF Land Information Bus Ops Mngr
AJHC Leave And ACA Admin
6KWG Lieutenant Of Insp-Welf Fraud
ADVB Management Analyst
ADD4 Manager Cap Fac/Debt Mgmt-Ex
VCA2 Medical Director
SAHM Payroll Systems Administrator
AGDE Personnel Services Supervisor
AP7B Personnel Technician
ADNC Principal L/R Analyst
ADHB Principal Management Analyst
APDJ Probation Chief Of Admin Svcs
7BFA Probation Director
7AGB Probation Manager
STD1 Procurement Svcs Manager-Ex
ADS1 Public Information Officer
APDF Pw Chief Of Fiscal Services
5AH4 Redevelopment Proj Manager-Prj
APHB Research and Eval Manager
VPD5 Residency Director-Exempt
AJD1 Risk Manager
AJH1 Risk Mgmt Training Coord-Prj
AVS4 Sbdc Business Consultant-Prj
AVD3 Sbdc Director-Project
CCG1 School Readiness Prog Coor-Prj
J3S2 Secretary To Undersheriff
NSGA Senior Land Surveyor
ADTD Senior Management Analyst
APD2 Sheriff's Chf Of Mgnt Svcs -Ex
J3T0 Sheriff's Executive Asst-Ex
ADB5 Special Asst To The Co Admn-Ex
ADDH Sr Deputy County Admnistrator
2KD1 Sr Deputy District Attorney-Ex
2ED3 Sr Financial Counselor-Exempt
AGTF Sr Human Resources Consultant
29HA Supervising Attorney-Dcss
S5S3 Treasurer's Invest Officer-Ex
6XB4 Undersheriff-Exempt
EBW1 Voter Edu & Engmt Asst - Prj
EBV1 Voter Edu & Engmt Spec-Prj
9KN3 Weatherization/Hm Repair Supv
XAD4 Workforce Inv Bd Exc Dir-Ex
XAD3 Workforce Svcs Director-Exempt
Resolution No. 2018/563 Page 4 of 4
Exhibit B
Job Code Classification
DATA Assoc Appraiser
DAVA Asst Appraiser
9JS2 Child Nutrt Div Nutri-Project
2KWF Deputy District Attorney-Ft-Fl
X762 EHS Workforce Dev Youth Wkr-Pj
VPS2 Exempt Med Stf Podiatrist
6CW1 Forensic Analyst-Project
DAWA Junior Appraiser
EBW1 Voter Edu & Engmt Asst - Prj
Resolution No. 2018/563 Page 1 of 1
Exhibit C
Job Code Classification
BAA1 Agricultural Com-Dir Wts/Meas
DAA1 Assessor
SAA1 Auditor-Controller
ADA1 Bd Of Supvr Member
ADB1 Chief Asst County Admin
LTA1 Chief Info Off/Dir Of Info Tec
ALA1 Clerk Recorder
ADA2 County Administrator
2EA1 County Counsel
ADB6 County Finance Director-Ex
3AAA County Librarian
7AA1 County Probation Officer-Ex
96A1 County Veterans' Svcs Officer
4AA1 Dir Of Conservation & Devlp-Ex
BJA1 Director Of Animal Serv-Exempt
SMA1 Director Of Child Support Svcs
NAA2 Director Of General Services-E
VCA1 Director Of Health Services
AGA2 Director Of Human Resources-Ex
XAA2 Director-EHSD-Exempt
2KA1 District Attorney
RPA1 Fire Chief-Contra Costa
25A1 Public Defender
NAA1 Pw Director
6XA1 Sheriff-Coroner
S5A1 Treasurer-Tax Collector
Resolution No. 2018/563 Page 1 of 1
Exhibit D
Department Head
Job
Code Chief Assistant Department Head
Job
Code
Agricultural Commissioner/ Director of
Weights and Measures
BAA1 Assistant Deputy Agricultural Commissioner/Sealer
of Weights and Measures‐Exempt
BAB1
Assessor DAA1 Assistant County Assessor DAB1
Director of Human Resources AGA2 Assistant Director of Human Resources AGB1
Auditor‐Controller SAA1 Assistant County Auditor‐Controller SAB1
Board of Supervisors Member ADA1 No Chief Assistant
Chief Information Officer/ Director of
Information Technology
LTA1 No Chief Assistant
Clerk Recorder ALA1 Assistant County Registrar ALB1
Assistant County Clerk‐Recorder ALB3
Deputy County Clerk‐Recorder‐Exempt ALB2
County Administrator ADA2 Chief Assistant County Administrator ADB1
County Finance Director ADB6
County Counsel 2EA1 Excluded Classification
County Librarian 3AAA Deputy County Librarian ‐ Public Services 3AFE
Deputy County Librarian ‐ Support Services 3AFG
County Probation Officer 7AA1 Asst County Probation Officer 7AB1
County Veterans' Services Officer 96A1 No Chief Assistant
Director‐EHSD‐Exempt XAA2 Aging/Adult Svcs Director XQD2
Children and Family Svcs Director XAD5
Community Svcs Director CCD1
EHS Director of Admin XAD6
Workforce Inv Bd Exec Director XAD4
Director of Animal Services BJA1 Deputy Director of Animal Services BJD1
Director of Child Support Services SMA1 Chief Assistant Director of Child Support Services SMBA
Director of Conservation and Development 4AA1 Deputy Director of Community
Development/Transportation‐Exempt
5AH2
Deputy Director of Conservation and Development 4AD1
Director of Health Services VCA1 No Chief Assistant
District Attorney 2KA1 Excluded Classification
Public Defender 25A1 Excluded Classification
Public Works Director NAA1 Chief Deputy Public Works Director NAB1
Sheriff‐Coroner 6XA1 Undersheriff 6XB4
Treasurer‐Tax Collector S5A1 Chief Deputy Treasurer‐Tax Collector S5B2
Resolution No. 2018/563 Page 1 of 1
Exhibit E
Job Code Classification
6XB2 Asst Sheriff-Exempt
6XF1 Chief Police-Contract Agncy-Ex
6XD1 Commander-Exempt
6XA1 Sheriff-Coroner
6XB4 Undersheriff-Exempt
Resolution No. 2018/563 Page 1 of 1
APPENDIX I
Resolution No. 2018/563 Page 1 of 8
BENEFITS FOR UNREPRESENTED TEMPORARY AND PER DIEM EMPLOYEES
1. Definitions
1.10 Temporary Employment: Any employment which will require the services of an
incumbent for a limited period of time, paid on an hourly basis, not in an
allocated position or in permanent status.
1.11 Per Diem Employment: Per diem employment is any employment that requires
the services of a person on a daily basis, and that person is paid on an hourly
basis and his/her classification has "per diem" in its title.
1.12 Covered Units: This Appendix I applies to anyone who is a temporary or per
diem employee in one of the units listed on Exhibit G.
2. Days and Hours of Work
2.10 Schedule: Temporary and per diem employees are eligible to work a maximum
of twenty five (25) hours per week with the exception of the following:
1. Employees assigned to the Attorney classifications listed in Exhibit F.
2. Employees assigned to a classification listed in Exhibit G in unit BD-
Management, Classified and Exempt Department Heads.
3. Employees assigned to the classifications of: Deputy Sheriff-Per Diem
(6XWC); District Attorney Senior Inspector (6KVA); District Attorney
Senior Inspector Welfare Fraud (6KVD); and District Attorney Inspector-
Welfare Fraud (6KWF).
4. Employees in the Health Services Department assigned to the
classifications of: Nursing Shift Coordinator-Per Diem (VWHD);
temporary Exempt Medical Staff Physician (VPW9); Administrative
Intern (AP9A), but only if working in the Mental Health Program.
5. Employees in the Public Defender’s Office assigned to the classification
of Student Intern (998E), but only while such employees are working on
death penalty cases.
6. Student Interns (998 A-E) may work up to twenty (20) hours per week,
except for summer break. During summer break, Student Interns may
work up to forty (40) hours per week for up to twelve (12) weeks. For
purposes of this section 2.10, “summer break” means May through
September.
APPENDIX I
Resolution No. 2018/563 Page 2 of 8
7. Retiree temporary employees.
2.11 Workweek: The workweek begins at 12:01 a.m. on Monday and ends at 12
midnight on Sunday.
2.12 Time Reporting/Time Stamping: Temporary and per diem employees must
timestamp in and out as they begin their work shifts, finish their work shifts, and
take meal periods.
3. Salary Administration-Payment
3.10 Hourly Rate: The hourly rate paid to temporary and per diem employees will be
the “1.00 hourly rate” calculated on the salary schedule by dividing the
unrounded monthly salary at any step by 173.33.
3.11 New Employee Step: Except as otherwise permitted in deep class resolutions,
temporary and per diem employees will generally be appointed at the minimum
step of the salary range established for the particular class to which the
appointment is made. However, the Human Resources Director may authorize
an appointing authority to make a particular temporary appointment at a step
above the minimum of the range.
3.12 Payment: Temporary and per diem employees are paid on the 10th of each
month for the previous month (16th to end of the month) and on the 25th of
each month for the 1st to the 15th of the current month. Temporary and per
diem employees require “Positive” reporting of all hours to be paid.
3.13 Pay Warrant Errors: If an employee receives a pay warrant which has an error
in the amount of compensation to be received and if this error occurred as a
result of a mistake by the Auditor-Controller’s Office, it is the policy of the
Auditor-Controller’s Office that the error will be corrected and a new warrant
issued within forty-eight (48) hours, exclusive of Saturdays, Sundays and
Holidays from the time the department is made aware of and verifies that the
pay warrant is in error.
Pay errors discovered by the County in employee pay will be corrected
prospectively as soon as possible as to current pay rate.
No recovery of either overpayments or underpayments to an employee will be
made retroactively except for the six (6) month period immediately preceding
discovery of the pay error. This provision will apply regardless of whether the
error was made by the employee, the Appointing Authority or designee, the
Director of Human Resources or designee, or the Auditor-Controller or
designee. Recovery of fraudulently accrued over or underpayments are
excluded from this section for both parties.
APPENDIX I
Resolution No. 2018/563 Page 3 of 8
The County will notify an employee of an overpayment and repayment
schedule.
When the County notifies an employee of an overpayment and a proposed
repayment schedule, the employee may accept the proposed repayment
schedule or may request a meeting through the County Human Resources
Department. If requested, a meeting shall be held to determine a repayment
schedule which shall be no longer than three (3) times the length of time the
overpayment occurred.
3.14 Overtime Pay: Temporary and per diem employees will be paid overtime pay in
accordance with the Fair Labor Standards Act method for computing overtime
for any authorized work performed in excess of forty (40) forty hours per week.
Work performed does not include non–worked hours.
4. Salary Increments within Range
4.10 Increment Eligibility and Salary Review: All temporary and per diem employees
will accumulate a record of straight time hours worked for the purpose of a
salary review to determine whether the employee will be advanced to the next
higher salary step in the salary range for the classification. Advancement to a
higher step will be granted only on the affirmative recommendation of the
appointing authority, based on satisfactory performance by the employee. The
appointing authority may recommend either granting or denying the salary
increment for the increment.
Temporary and per diem employees hired at Step 1 of the salary range for their
classification will be eligible for a salary review as described above after
completion of 1040 straight time hours worked. Employees will be eligible for
additional salary review after accumulation of an additional 2080 straight time
hours.
No provision of this section will be construed to make the granting of salary
increments mandatory on the County.
4.11 Frequency of Increments: Increments within range will not be granted more
frequently than once per every 2080 straight time hours worked by a temporary
or a per diem employee.
4.12 Effective Date: Step increases resulting from an approved salary review will be
effective the first of the month following completion of 2080 straight time hours
worked and return of the salary review report to the Human Resources
Department.
APPENDIX I
Resolution No. 2018/563 Page 4 of 8
5. Special Pays and Benefits
Temporary and per diem employees, other than physicians, may be eligible for
certain special types of pays and benefits, in addition to wages, under
specifically defined circumstances. Those special pays and benefits that are
applicable to certain temporary and per diem employees are specified under
this Section 5 “Special Pay and Benefits.” If a special pay or benefit is not
listed in this Appendix then that special pay or benefit does not apply to
temporary or per diem employees.
5.10 Overtime Pay Nursing Shift Coordinator- Per Diem (VWHD): Per Diem
employees in the classification of Nursing Shift Coordinator- Per Diem (VWHD)
who work on a holiday are entitled to receive overtime pay at the rate of one
and one-half (1.5) times his/her hourly rate for all hours worked on the holiday,
up to a maximum of eight (8) hours.
5.11 Shift Differential: Temporary employees in the classification of Student Worker
(999E) and per diem employees in the classification of Nursing Shift
Coordinator- Per Diem (VWHD) will receive a shift differential of five percent
(5%) of base rate of pay when the employee is scheduled to work for four (4) or
more hours between 5:00p.m. and 9:00a.m.
In order to receive the shift differential, the employee must start work between
the hours of midnight and 5:00a.m. or between 11:00a.m. and midnight on the
day the shift is scheduled to begin. Hours worked in excess of the employee’s
scheduled workday will count towards qualifying for the shift differential, but the
employee will not be paid the shift differential on any excess hours worked.
5.12 Evening Shift Differential: Temporary employees in the classification of Family
Nurse Practitioner (VWSB) and a per diem employees in the classification of
Nursing Shift Coordinator- Per Diem (VWHD) will receive a shift differential of
twelve (12%) of the employee’s base hourly rate of pay for the employee’s
entire shift designation when the employee works four (4) or more hours
between 5:00 p.m. and 11:00 p.m. In order to receive the shift differential the
employee must start work between 11:00 a.m. and 12:00 midnight on the day
the shift is scheduled to begin. Hours worked in excess of the employee’s shift
designation will count towards qualifying for the shift differential but the
employee will not be paid the shift differential on any hours worked in excess of
the employee’s shift designation.
APPENDIX I
Resolution No. 2018/563 Page 5 of 8
5.13 Night Shift Differential: Temporary employees in the classification of Family
Nurse Practitioner (VWSB) and a per diem employee in the classification of
Nursing Shift Coordinator- Per Diem (VWHD) will receive a shift differential of
fifteen percent (15%) of the employee’s base hourly rate of pay for the
employee’s entire shift designation when the employee works four (4) or more
hours between 11:00 p.m. and 9:00 a.m. In order to receive the shift differential
the employee must start work between the hours of 7:00 p.m. and 12:00
midnight or 12:00 midnight and 8:00 a.m. on the day the shift is scheduled to
begin. Hours worked in excess of the employee’s shift designation will count
towards qualifying for the shift differential but the employee will not be paid the
shift differential on any hours worked in excess of the employee’s shift
designation.
5.14 Weekend Shift Differentials: Temporary employees in the classifications Library
Student Assistant-Exempt (3KW2) and Library Aide-Exempt (3KW4) may
receive a shift differential of five percent (5%) of the employee’s base hourly
rate of pay for all hours worked on a Saturday. Said five percent (5%)
differential will not apply to an overtime hours worked on Saturday.
Temporary employees in the classifications Library Student Assistant-Exempt
(3KW2) and Library Aide-Exempt (3KW4) may receive a shift differential of
seven and one-half percent (7.5%) of the employee’s based rate of pay for all
hours worked on a Sunday. Said seven and one-half percent (7.5%) differential
will not apply to overtime hours worked on Sundays.
5.15 Hospital and Clinics Division Weekend Shift Differential: Temporary employees
in the classification of Family Nurse Practitioner (VWSB) who work in the
Hospital and Clinic divisions will be paid an additional ten dollar ($10.00) per
hour if assigned a shift within the following timeframe, FRI 11PM TO SUN
11PM.
5.16 Morning Watch Shift Differential: Temporary employees in the classification of
Dispatcher I (64WK) and Dispatcher II (64WM) may receive Morning Watch
Shift Differential of three percent (3%) of base rate of pay for the employee’s
entire scheduled shift when the employee works four (4) or more hours
between the hours of 0000 and 0800.
The Morning Watch is defined as time worked between the hours of 0000 hours
and 0800 hours.
APPENDIX I
Resolution No. 2018/563 Page 6 of 8
5.17 Evening Watch Shift Differential: Temporary employees in the classification of
Dispatcher I (64WK) and Dispatcher II (64WM) may receive an Evening Watch
Shift Differential of five percent (5%) of base rate of pay for the employee’s
entire scheduled shift when the employee works four (4) or more hours
between 1600 and 0000 hours.
The Evening Watch is defined as time worked between 1600 hours and 0000
hours.
Hours worked in excess of the employee’s scheduled workday will count toward
qualifying for the Morning Watch Shift Differential and Evening Watch Shift
Differential, but the employee will not be paid the differential on any excess
hours worked.
5.18 Code Gray/STAT Team Differential: Per Diem employees in the classification of
Nursing Shift Coordinator- Per Diem (VWHD) who are assigned by hospital
administration to respond to emergency Code Gray calls as a member of the
STAT Team are entitled to a differential of ten percent (10%) of the employee’s
base rate of pay (not including differentials).
5.19 School Security Detail: Temporary employees in the classification of Deputy
Sheriff Reserve (6XW3) who are assigned to events held within the San Ramon
Valley School district will receive $20.00 per hour.
5.20 County Fair Assignment: Temporary employees in the classification of Deputy
Sheriff Reserve (6XW3) who are assigned to the annual Contra Costa County
Fair will receive $25.00 per hour.
6. Special Pays for Temporary Physicians
6.10 Emergency Room Pay: A temporary physician working in the Emergency
Room will be paid the following differentials in addition to his/her regular pay.
Monday – Thursday 7:00 am-11:00 pm $14 per hour
Friday 7:00 am-7:00 pm $14 per hour
Monday – Thursday 11:00 pm – 7:00 am $42 per hour
Friday, Saturday, Sunday 7:00 pm – 7:00 am $56 per hour
Saturday, Sunday 7:00 am – 7:00 pm $28 per hour
Holidays worked in the Emergency Room will be paid an additional $28 per
hour between 7:00 am and 7:00 pm. Holidays worked in the Emergency Room
will be paid an additional $56 per hour between 7:00 pm and 7:00 am.
APPENDIX I
Resolution No. 2018/563 Page 7 of 8
6.11 Weekend Rounds Differential: A temporary physician is eligible for this
differential when the temporary physician works unscheduled rounds at the
hospital between the hours of 11:00 pm on Friday and 11:00 pm on Sunday.
This differential is paid at the rate of 1.0 times his/her base rate of pay (not
including differentials) plus $42 per hour, with a minimum pay of three (3)
hours. However, only a single three (3) hour minimum will be allowed for each
24 hour period.
6.12 (Reserved)
6.13 Holiday Rounds Differential: A temporary physician is eligible for this differential
when the physician works unscheduled rounds at the hospital on a holiday
observed by the County.
This differential is paid at the rate of 1.0 times his/her base rate of pay (not
including differentials) plus $42 per hour, with a minimum pay of three (3)
hours. However, only a single three (3) hour minimum will be allowed for each
24 hour period.
6.14 Physician On-Call OBGYN In-House Differential: A temporary physician
assigned to the In-House OB GYN is eligible to receive the Physician On-Call
OBGYN In-House Differential under any one of the following conditions:
a. Between 5:00 pm and 6:30 am Monday through Friday;
b. Between 5:00 pm on Friday and 6:30 am on Monday; or
c. On a holiday observed by the County.
This differential is paid at the rate of 1.0 times his/her base rate of pay (not
including differentials) plus $10 per hour.
6.15 Physician Fall Back Differential: A temporary physician is eligible for this
differential when the physician works an extended-hours clinic in the Patients
Choice Program.
This differential is paid at the rate of 1.0 times his/her base rate of pay (not
including differentials) plus $42 per hour.
6.16 Call Back Differential: A temporary physician is eligible for this differential when
the physician is called back to work and the physician returns to work.
This differential is paid at the rate of 1.0 times his/her base rate of pay (not
including differentials) plus $42 per hour, with a minimum of three (3) hours of
pay for each call back.
APPENDIX I
Resolution No. 2018/563 Page 8 of 8
6.17 On Call at 1.0 (1:4) Differential: A temporary physician is eligible for this
differential when the physician is assigned additional On-Call obligations for
Anesthesia, Orthopedics, Surgery, Medicine, Pediatrics, OB Joint Venture
Health Plan or Advice first call, and other comparable on-call duties as
assigned by the appointing authority or his/her designee. This differential pay
ends in the event that the physician is called back and the physician returns to
the hospital.
This differential is paid at the rate of 1.0 times his/her base hourly rate of pay
(not including differential) for each four (4) hours On-Call.
6.18 On Call at 1.0 (1:8) Differential: A temporary physician is eligible for this
differential when the physician is assigned additional On-Call obligations for
Pathology, GI, Ophthalmology, Health Officer, Plastic Surgery, Hand Surgery,
Detention Medical, Psychiatry, Health Plan or Advice Backup, and other
comparable on-call duties as assigned by the appointing authority or his/her
designee. This differential pay ends in the event that the physician is called
back and the physician returns to the hospital.
This differential is paid at the rate of 1.0 times his/her base hourly rate of pay
(not including differentials) for each eight (8) hours On-Call.
6.19 Physician Evening Clinic: A physician is eligible for an additional $15 per hour
for working an evening clinic between the hours of 5:00 pm and 11:00 pm.
6.20 Physician Weekend Clinic: A physician is eligible for an additional $15 per hour
for working a weekend clinic between Friday 11:00 pm and Sunday 11:00 pm.
7. Sick Leave
Refer to Administrative Bulletin 413 “Twenty-four Hour Sick Leave Benefit”
8. Workers’ Compensation
Workers’ Compensation benefits will be provided pursuant to State Law.
9. Health Benefit Access for Employees Not Otherwise Covered
To access County health plans, an employee who is not otherwise eligible for
health coverage by the County must be eligible to receive an offer of coverage
from the County under the federal Patient Protection and Affordable Care Act
(“ACA”)(42 U.S.C. § 18081). Employees eligible to receive an offer of coverage
(and qualified dependents) will be offered access to County health insurance
plans. Employees will be responsible for the full premium cost of coverage.
Exhibit F
Job Code Classification
2ED1 Asst County Counsel-Exempt
2KD3 Asst District Attorney-Exempt
25D2 Asst Public Defender-Exempt
29TA Attorney Advance-Chld Sppt Svc
29VA Attorney Basic-Child Sppt Svcs
29WA Attorney Entry-Child Sppt Svcs
2ED2 Chief Asst County Counsel
2KD2 Chief Asst District Attorney-E
25D1 Chief Asst Public Defender
25DB Chief Trial Deputy Public Def
2ETG Civil Litig Atty-Advanced
2ETE Civil Litig Atty-Basic Lvl
2ETF Civil Litig Atty-Standard
2ETK Deputy Co Counsel-Advanced
2ET3 Deputy Co Counsel-Advanced-Ex
2ETH Deputy Co Counsel-Basic
2ET1 Deputy Co Counsel-Basic-Exempt
2ETJ Deputy Co Counsel-Standard
2ET2 Deputy Co Counsel-Standard-Ex
2KTG Deputy District Attorney-Adv
2KTF Deputy District Attorney-Basic
2KD1 Sr Deputy District Attorney-Ex
2ED3 Sr Financial Counselor-Exempt
29HA Supervising Attorney-Dcss
Resolution No. 2018/563 Page 1 of 1
Exhibit G
Barg Unit Classification
CC CS Child Devlpmt Mgmt-Project
CH CS Head Start Mgmt-Project
CL CS Living Free Mgmt-Project
XJ D.A. Investigators Unit
VA DSA Non-Sworn Mgmt Unit
VN Deputy Sheriff's Unit-NonSworn
VH Deputy Sheriff's Unit-Sworn
MA District Attorneys' Unit
QC Fam/Chld Svs Site Supv Unit
4N Fire Supression & Prevn Unit
C8 Management Project-Other
BT Merit System Fixed Term Mgmt
B8 Mgmt Classes-Classified & Exem
BD Mgmt Classified & Ex Dept Head
1X Phys & Dnts & Optometrist Unit
1P Physicians and Dentists Unit
51 Professional Engineers Unit
LT Public Health Nurse Unit
L3 Registered Nurses Unit
B1 Safety Unrep District Attorney
B3 Safety Unrep Misc Classes
B2 Safety Unrep Probation Classes
2I Service Line Supervisors Unit
BS Sheriff's Sworn Executive Mgmt
V# Sheriff's Sworn Mgmt Unit
FS Unrep Cl & Ex Student Workers
FK Unrep Cl & Ex-Com Svcs Other
FT Unrep Cl & Ex-Fixed Term
FW Unrep Cl & Ex-Sworn Peace Offc
F8 Unrep Classified & Exempt-Othr
FH Unrep Hd Start Classified & Ex
F2 Unrep Property Appraisers
DC Unrepresented Child Dev-Proj
DH Unrepresented Head Start-Proj
DL Unrepresented Living Free-Proj
DP Unrepresented PIC Special-Proj
D8 Unrepresented Proj Class-Other
Resolution No. 2018/563 Page 1 of 1