HomeMy WebLinkAboutMINUTES - 07212009 - D.9RECOMMENDATION(S):
1. ACCEPT report from the County Administrator regarding recommendations on health
care changes for unrepresented employees and appointed and elected officials; and
2. ADOPT Resolution 2009/341 (Attached) regarding compensation and benefits for County
Elected and Appointed Department Heads, Management, Exempt, and Unrepresented
employees to reflect changes as recommended by the County Administrator.
FISCAL IMPACT:
While providing sound health care coverage for employees, these recommended changes to
the health plan will result in significant reductions in the County’s long term liabilities and
will significantly add to the County’s overall fiscal stability and ability to deliver services.
BACKGROUND:
In March 2007, the County’s Finance Committee received the County’s actuarial report
based upon 2006 data as required by the Governmental Accounting Standards Board
(GASB) statements 43 and 45. The purpose of GASB 45 is, through planning and
APPROVE OTHER
RECOMMENDATION OF CNTY
ADMINISTRATOR
RECOMMENDATION OF BOARD
COMMITTEE
Action of Board On: 07/21/2009 APPROVED AS RECOMMENDED OTHER
Clerks Notes:
VOTE OF SUPERVISORS
AYE:John Gioia, District I Supervisor
Gayle B. Uilkema, District II Supervisor
Mary N. Piepho, District III Supervisor
Susan A. Bonilla, District IV Supervisor
Federal D. Glover, District V Supervisor
Contact: Lisa Driscoll, County
Finance Director, 335-1023
I hereby certify that this is a true and correct copy of an action taken and entered on
the minutes of the Board of Supervisors on the date shown.
ATTESTED: July 21, 2009
David J. Twa, County Administrator and Clerk of the Board of
Supervisors
By: Jane Pennington, Deputy
cc: Human Resources Department, County Administrator, County Counsel, Auditor-Controller, Contra Costa County Employees'
Retirement Association
D. 9
To:Board of Supervisors
From:David Twa, County Administrator
Date:July 21, 2009
Contra
Costa
County
Subject:Revised Management Benefits Resolution - No. 2009/341
awareness, to properly account for costs for retiree health benefits. The original actuary
report valued the County’s unfunded liability for retiree medical insurance costs at $2.6
billion based upon a cash discount rate. This liability, if fully amortized over the following
30 years, would necessitate an Annual Required Contribution (ARC) of $216 million. At
that point in time, $216 million would have been six times the amount that the County was
paying toward retiree health care premiums on a “pay-as-you-go” basis. In addition, the
report showed that, absent timely intervention; the dollar amount of the ARC for retiree
medical would triple over the next ten years; resulting in a very real threat to the
sustainability of the entire program itself and to vital County services that compete for the
same funding.
BACKGROUND: (CONT'D)
Actions to Date
At the Board of Supervisor’s request, County staff hired a benefit design consultant and
began working on a plan to address the County’s Other Post Employment Benefits
unfunded liability for retiree medical insurance costs. Since March 2007, the County has
taken significant actions to address GASB 45:
Specific Goals and Objectives. The Board of Supervisors has set four specific goals:
1) to fully comply with GASB Statement 45; 2) to adopt and follow an OPEB
financing plan, which balances our requirement to provide public services with our
desire to provide competitive health care benefits for our employees both now and
when they retire; 3) to minimize collateral detrimental impact to the provision of
indigent health care in our County; and 4) pursue and support Federal and State
legislation.
Economic Census Assumptions and Rationales . Prior to ordering the first formal
OPEB liability valuation, the OPEB task force met with actuaries from Buck
Consultants and developed economic census assumptions and rationales for the
actuarial valuation.
Funding Strategy. While the County has paid for health care costs on a
Pay-As-You-Go (“Pay-Go”) basis for over forty years, the Board has publicly
acknowledged the need to begin to partially pre-fund the benefit. Due to the size of
the liability it is almost impossible for the County to fully pre-fund the liability;
rather partial pre-funding will be phased in over thirty years. It is the Board’s intent
to fully pre-fund OPEB benefits over time.
Funding Levels. The Board established an initial pre-funding target for the County
of 100% of its retirees, which currently translates to approximately 40% of the total
OPEB liability. This means that during the next 30 years, we will need to
incorporate updated demographics and cost information into our financing plan in
order to fully fund our OPEB benefits. In establishing this target level, a variety of
things were considered: 1) specific funding guidelines for financial long-term
obligations; 2) the Government-wide balance sheet impact of various funding levels;
3) the liability impact of various funding levels; 4) the volatility of the
assumptions/risk of funding; and 5) the ability to fund/affordability (for more
information see the June 26, 2007 report to the Board).
Pre-funding resources. As an initial step towards funding the OPEB liability, the
Board of Supervisors adopted the allocation of resources (and the future investment
income earned) totaling $588 million (plus interest) reserved by the end of fiscal
year 2022/23, and $100 million added annually thereafter.
Employee Communication Forums and Information Sessions. The County
Administrator scheduled OPEB informational sessions throughout the County for
our employees. The purpose of the presentations was to provide information
regarding OPEB, to answer employees’ questions, and to seek employees input and
suggestions on solutions.
Establishment of a Trust Fund. The Board approved an irrevocable trust (Internal
Revenue Code Section 115) for OPEB funding for Contra Costa County (1/15/08).
The purpose of establishing the Trust is to comply with GASB to establish a
mechanism for 1) saving OPEB funds, 2) earning interest, and 3) discounting our
liability.
Selection of a Benefit Design Consultant. County selected and contracted with a
Benefit Design consultant – Buck Consultants to help in identifying cost control
options.
Pre-funding Allocations. In the 2008/09 fiscal year, the County partially pre-funded
the OPEB liability by placing $20 million in the OPEB trust. The County has
budgeted an additional $20 million to the trust for FY 2009/10.
Health Care Changes. In the summer and fall of 2008, the Board approved changes
to health care benefits that for unrepresented employees, appointed and elected
officials and for persons who retired from classifications that were unrepresented,
appointed or elected. The changes, in combination with the actions listed above,
reduced the County’s total liability to $1.7 million and the County’s gap to $54
million. The County’s gap is defined as the amount of annual funding required to
reach a 40% liability funding level at the end of 30 years.
Detailed information on the Board’s actions, including all of the County’s OPEB reports
is available on the County’s web-site at www.cccounty.us.
County Administrator’s Recommendations
The County has recently completed negotiations with its Coalition Bargaining Group
(CBG), which consists of employees represented by unions in: AFSCME Local 512,
Professional and Technical Employees; AFSCME Local 2700, United Clerical,
Technical and Specialized Employees; Public Employees Union Local One, FACS Site
Supervisor Unit; Public Employees Union Local One; SEIU Local 1021, Rank and File
Unit; SEIU Local 1021, Service Line Supervisors Unit; Western Council of Engineers.
Among other things, the collective bargaining resulted in active and post retirement
health plan changes that result in significant reductions in long term liabilities and annual
health care expenses.
In order to align health care coverage for both safety and non-safety unrepresented
employees, and elected and appointed officials with the CBG’s negotiated changes, the
employees, and elected and appointed officials with the CBG’s negotiated changes, the
County Administrator is recommending adoption of the attached resolution (2009/341),
which applies health plan modifications (summarized below) to these employees and
appointed and elected officials:
Dual Coverage. Provide as of 01/01/10, that employees and retirees and dependents
of employees and retirees can no longer have dual coverage in two
County/District/IHSS health or dental plans. This provision will apply to County,
District, and IHSS employees and retirees who have spouses or partners who are
either County, District, or IHSS employees or retirees.
Premium Cost Sharing (Other Than CalPERS Plans)
Contra Costa Health Plan and Coordinated Dental Plans – Currently shared
98% County, 2% Participant for Plan A and 90% County, 10% Participant for
Plan B.
Effective 01/01/10, cost sharing for Plan A to change to 93% County and
7% Participant. Cost sharing for Plan B to change to 87% County and 13%
Participant.
Effective 01/01/11, increases in Plan A and Plan B to be shared 50% by
the County and 50% by the Participant, up to a maximum of 11%; portion
of increase above 11% to be paid by the County.
Kaiser and Health Net HMO and dental plans – Increases 01/01/10 and
01/01/11 to be shared 50% by the County and 50% by the Participant, up to a
maximum of 11%; portion of increase above 11% to be paid by the County.
Health Net PPO- Increases 01/01/10 and 01/01/11 to be shared 50% by the
County and 50% by the Participant.
Fixed Premium. Effective 06/29/11, fix the County monthly premium subsidy
for all of these plans at the May 2011 dollar amount.
Premium Cost Sharing (CalPERS Plans)
All plans currently shared based on Bay Area/Sacramento Kaiser premium rate
at 87% County, 13% Participant.
Based on that rate, increases 01/01/10 and 01/01/11 to be shared 50% by the
County and 50% by the Participant, up to 11%; portion of increase above 11%
to be paid by the County.
Fixed Premium. Effective 06/29/11, fix the County monthly premium subsidy
for all CalPERS plans at the May 2011 amount County pays for the Bay Area
Kaiser premium.
For Dental, County premium same as non-CalPERS plans.
Dental Plan Benefit. Increase to $1800, from $1600, the annual maximum benefit
available in the Delta Dental Insurance plan effective 01/01/10.
One Rate Pool. Eliminate provision applicable to management and unrepresented
employees that would have established separate rate pools during employment and
upon retirement for new employees hired on or after 01/01/09.
New Hires and Medicare Parts A and B. The changes implemented in 2008 remain
in effect. Among other things, persons hired after December 31, 2008 will not
receive an employer subsidized retiree health care benefit and persons who turn 65
on or after January 1, 2009 are required to enroll in Medicare Parts A and B.
These recommendations will continue the process of reducing our OPEB liability,
reducing overall health care cost growth, and reducing health care cost growth for the
County. The recommendations have little immediate impact, in order to allow the County
and individuals time to plan for the future. The County’s goal continues to be to reduce
the overall cost growth of benefits prior to 2010 through Benefit Plan design changes that
counteract medical cost growth in order to preserve a balance between providing sound
health care coverage for our employees and retirees and maintaining vital County,
District and Public authority programs and services.
Actuarial Analysis/Assumptions
As a reminder, the 2006 valuation projected a $2.6 billion total liability/accumulated
postretirement benefit obligation (APBO), and a $216 million annually required
contribution (ARC) based upon a cash discount rate (4.5%).
PAYGO
Total APBO $2,571,650,000
Assets 0
Unfunded Actuarial Accrued Liability $2,571,650,000
Annual Required Contribution
Normal Cost 130,604,000
30 Year Amortization of UAAL 85,721,000
ARC $216,325,000
Impact of Previous Actions on Liability
After the Board of Supervisors adopted changes to unrepresented employees and
appointed and elected officials and persons who retired from classifications that were
unrepresented, appointed, or elected AND the FY 2008/09 recommended budget which
included $20 million in partial pre-funding, the 2008 valuation projected a $1.7 billion
total liability, and a $130 million annually required contribution.
Partial Pre-Funding
Total APBO $1,736,915,000
Assets 0
Unfunded Actuarial Accrued Liability $1,736,915,000
Annual Required Contribution
Normal Cost 71,741,000
30 Year Amortization of UAAL 57,897,000
ARC $129,638,000
Summary of OPEB Liability Changes
The OPEB changes recommended in the Coalition Bargaining Group MOU’s and the
Resolutions presented today (2009/341, 2009/342, 2009/343, 2009/350), compared to the
County’s 2006 actuarial valuation represent a $1.1 billion or 44% reduction to total
liability and an $115 million or 53% reduction in the annually required contribution. At
the Board’s adopted 40% funding target, these changes reduce the County’s original
$139 million ‘gap’ to approximately $15 million – an 89% reduction. Continued
negotiation towards Countywide health care cost containment strategies and the
redirection of designated future resources are key to resolving the remaining OPEB gap.
As is obvious from the information presented, the County in collaboration with its
employees continues to make progress towards a solution for one of the biggest fiscal
challenges the County has ever faced. The County will continue meeting & conferring as
labor contracts expire; and continue community education and outreach on our efforts to
achieve our goals.
Partial Pre-Funding
Total APBO $1,436,875,000
Assets 0
Unfunded Actuarial Accrued Liability $1,436,875,000
Annual Required Contribution
Normal Cost 53,285,000
30 Year Amortization of UAAL 47,896,000
ARC $101,181,000
Other Changes Included in the Resolution
The definition of Flexible Work Schedule in Section 1.11 has been modified;1.
A typographical error was corrected in Section 10;2.
Section 47 was modified to address overtime pay for scheduled shifts that are longer
than 8 hours; and
3.
A new provision was added to Section 13. Deferred Compensation to provide a
special benefit for employees hired on and after January 1, 2009.
4.
ATTACHMENTS
Text and Exhibits for Resolution 2009-341
Resolution No. 2009/341
THE BOARD OF SUPERVISORS OF CONTRA COSTA COUNTY, CALIFORNIA
and for Special Districts, Agencies and Authorities Governed by the Board
Adopted this Resolution on 07/21/2009 by the following vote:
AYES:
John Gioia, District I SupervisorGayle B. Uilkema, District II
SupervisorMary N. Piepho, District III SupervisorSusan A. Bonilla, District
IV SupervisorFederal D. Glover, District V Supervisor
NOES:
ABSENT:
ABSTAIN:
RECUSE:
Resolution No. 2009/341
In The Matter Of: Compensation and Benefits Authorized for County Elected and Appointed Department Heads, Management,
Exempt, and Unrepresented Employees for the Period from July 21, 2009 through June 30, 2011 and Until Further Order
The Contra Costa County Board of Supervisors acting solely in its capacity as the governing board of the County of Contra Costa RESOLVES THAT
RESOLVES THAT:
Effective upon adoption and continuing to June 30, 2011, and until further order of the Board, the Board adopts the attached
program of compensation and benefits for County Elected and Appointed Department Heads, Management Employees, Exempt
Employees, and Unrepresented Employees. Except for Resolution No. 2002/608 (excluding inconsistent provisions concerning
the amount of employee contributions for retirement benefits), as amended, this Resolution supersedes all previous resolutions
providing compensation and benefits for the employees listed herein, including but not limited to Resolution No. 2009/26.
Unless expressly provided otherwise, this Resolution is subject to the provisions of resolutions providing general and pay equity
salary adjustments, Administrative Bulletins, the 1937 County Employees Retirement Act, the County Salary Regulations, and
the County Personnel Management Regulations. This Resolution does not authorize compensation and benefits for any
employees of the Contra Costa Superior Court or for any management employee who is represented by an employee organization
with a Memorandum of Understanding.
Contact: Lisa Driscoll, County Finance Director, 335-1023
I hereby certify that this is a true and correct copy
of an action taken and entered on the minutes of the
Board of Supervisors on the date shown.
ATTESTED: July 21, 2009
David J. Twa, County Administrator and Clerk of
the Board of Supervisors
By: Jane Pennington, Deputy
cc: Human Resources Department, County Administrator, County Counsel, Auditor-Controller, Contra Costa County Employees' Retirement Association
Management and Unrepresented employees include employees in Classified, Project, and Exempt classifications. Unless otherwise
expressly provided, compensation and benefits under this Resolution are authorized only for permanent and project employees
who work full-time or part-time, twenty (20) or more hours per week.
The full text of this Resolution is attached. Also attached are the following exhibits:
BENEFITS FOR MANAGEMENT, EXEMPT AND UNREPRESENTED EMPLOYEES are provided for those classes
listed in Exhibit A.
I.
BENEFITS FOR MANAGEMENT AND EXEMPT EMPLOYEES are provided for those classes listed in Exhibit A,
except for the classes listed in Exhibit B.
II.
BENEFITS FOR ELECTED AND APPOINTED DEPARTMENT HEADS are provided for those classes listed in
Exhibit C.
III.
SPECIAL BENEFITS FOR MANAGEMENT EMPLOYEES BY DEPARTMENT OR CLASS are provided as
indicated in each section.
IV.
CHIEF ASSISTANT CLASSES for purposes of Section 23 are listed in Exhibit D.V.
CALPERS HEALTH PLAN CLASSES for purposes of Section 2 are listed in Exhibit E. VI.
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RESOLUTION NO. 2009/341
TABLE OF CONTENTS
Resolution No. 2009/341
I. Benefits for Management, Exempt, and Unrepresented Employees
1.Leaves With and Without Pay
1.10 Holidays (list of holidays observed by the County)
1.11 Definitions
1.12 Holidays
1.13 Holidays - Flexible and Alternate Work Schedules
1.14 Holidays - Part-Time Employees
1.15 No Overtime Pay, Holiday Pay, or Comp Time
1.16 Personal Holiday Credit
1.17 Vacation
1.18 Sick Leave
1.19 Part-Time Employees
1.20 Family Care Leave
1.21 Leave Without Pay-Use of Accruals
2.Health, Dental, and Related Benefits
2.10 Application
2.A.Employees in Classifications Who Receive Health Care Coverage from
County Plans
2.11 Health Plan Coverages
2.12 County Health and Dental Plan Contribution Rates
2.13 Retirement Coverage
2.14 Layoff and Other Loss of Coverage
2.15 Health Plan Coverage and Provisions
2.16 Family Member Eligibility Criteria
2.B.Employees in Classifications Who Receive Health Care Coverage from
CalPERS
2.17 CalPERS Controls
2.18 Contra Costa Health Plan (CCHP)
2.19 CalPERS Health Plan Monthly Premium Subsidy
2.20 CalPERS Retirement Coverage
2.21 CalPERS Premium Payments
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RESOLUTION NO. 2009/341
2.22 Dental Plan - CalPERS Participants
2.C.All Employees
2.23 Dual Coverage
2.24 Life Insurance Benefit Under Health and Dental Plans
2.25 Supplemental Life Insurance
2.26 Catastrophic Leave Bank
2.27 Health Care Spending Account
2.28 PERS Long-Term Care
2.29 Dependent Care Assistance Program
2.30 Premium Conversion Plan
2.31 Prevailing Section
3.Personal Protective Equipment
3.10 Safety Shoes
3.11 Safety Eyeglasses
4.Mileage Reimbursement
5.Retirement Contribution
6.414H2 Participation
7.Training
7.10 Career Development Training Reimbursement
7.11 Management Development Policy
8.Bilingual Pay Differential
9.Higher Pay for Work in a Higher Classification
10. Workers’ Compensation and Continuing Pay
10.10 Waiting Period
10.11 Continuing Pay
10.12 Physician Visits
10.13 Labor Code §4850 Exclusion
11.Other Terms and Conditions of Employment
11.10 Overtime Exempt Exclusion
11.11 Overtime
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RESOLUTION NO. 2009/341
11.12 Length of Service Credits
11.13 Mirror Classifications
11.14 Deep Classes
11.15 Administrative Provisions
II. Benefits for Management and Exempt Employees
12.Management Longevity Pay
12.10 Ten Years of Service
12.11 Fifteen Years of Service
13.Deferred Compensation
14.Annual Management Administrative Leave
15.Management Life Insurance
16.Vacation Buy Back
17.Professional Development Reimbursement
18.Sick Leave Incentive Plan
19.Video Display terminal (VDT) Users Eye Examination
20.Long-Term Disability Insurance
III. Benefits for Elected and Appointed Department Heads
21. Executive Automobile Allowance
22. Executive Life Insurance
23. Executive Professional Development Reimbursement
24. Appointed Department Heads
25. Elected Department Heads
26. Elected Department Head Benefits
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RESOLUTION NO. 2009/341
IV. Special Benefits for Management Employees by Department or Class
27.Accounting Certificate Differential
28.Agriculture Department Differential
29.Angiogram Differential
30.Animal Services Search Warrant
31.Animal Services Uniform Allowance
32.Attorney State Bar Dues
33.Attorney Management Administrative Leave
34.Attorney Professional Development Reimbursement
35.Assessor Education Differential
36.Assessor Mileage Reimbursement
37.Certified Elections/Registration Administrator Certification Differential
38.District Attorney Inspectors Longevity Pay
39.District Attorney Inspector P.O.S.T.
40.District Attorney Investigator - Safety Employees Retirement Tier;
Contribution Toward Cost of Enhanced Retirement Benefit
40.10 Retirement Tier
40.11 Employees With More Than 30 Years of Service
40.12 Eligible Employees
41.Employment and Human Services Division Manager Differential
42.Engineer Continuing Education Allowance
43.Engineer Professional Development Reimbursement
44.Engineer Structural Registration Differential
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RESOLUTION NO. 2009/341
45.Library Department Holidays
46.Nursing Shift Coordinator, Staff Nurse-Per Diem, and Staff Advice
Nurse-Per Diem Holiday Pay
47.Staff Nurse-Per Diem and Staff Advice Nurse-Per Diem Overtime Pay
48.Staff Nurse-Per Diem Differentials
49.Staff Advice Nurse-Per diem Shift Differentials
50.Nursing Shift Coordinator Differentials
51.Nurse Manager Longevity Differentials
51.10 Seven Years of Service
51.11 Ten Years of Service
51.12 Fifteen Years of Service
51.13 Twenty Years of Service
51.14 Eligible Classes
52.Environmental Analyst III / Environmental Planner Assignment Differential
53.Podiatrists / Optometrists Unrepresented Status
54.Probation - Safety Employees Retirement Tier; Contribution Toward cost
of Enhanced Retirement Benefit
54.10 Retirement Tier
54.11 Eligible Employees
55.Public Works Maintenance Managers Scheduled Day Off
56.Public Works Emergency Work Differential
57.Public Works Seasonal Construction Differential
58.Public Works Maintenance Managers Education Allowance
59.Real Property Agent Advanced Certificate Differential
60.Sheriff Sworn Management P.O.S.T.
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RESOLUTION NO. 2009/341
61.Sheriff Continuing Education Allowance
62.Sheriff Emergency Services Standby Differential
63.Sheriff Law Enforcement Longevity Differential
64.Sheriff Uniform Allowance
65.Sheriff - Detention Division Meals
66.Sheriff - Retirement Tiers; Contribution Toward Cost of Enhanced
Retirement Benefit
66.10 Safety Tier A
66.11 Safety Tier C
66.12 Rehires
66.13 Employees with More than 30 Years of Service
66.14 Retirement Tier Elections
66.15 Eligible Employees
67.Treasurer-Tax Collector Professional Development Differential
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RESOLUTION NO. 2009/341
I.BENEFITS FOR MANAGEMENT, EXEMPT, AND UNREPRESENTED EMPLOYEES
1.Leaves With and Without Pay
1.10 Holidays: The County will observe the following holidays during the term covered
by this Resolution:
New Year’s Day Labor Day
Martin Luther King Jr. Day Veterans’ Day
Presidents’ Day Thanksgiving Day
Memorial Day Day after Thanksgiving
Independence Day Christmas Day
Such other days as the Board of Supervisors may designate by Resolution as
holidays.
1.11 Definitions:
Regular Work Schedule: The regular work schedule is eight (8) hours per day,
Monday through Friday, inclusive, for a total of forty (40) hours per week.
Flexible Work Schedule: A flexible work schedule is any schedule that is not a
regular, alternate, 9/80, or 4/10 work schedule and where the employee is not
scheduled to work more than 40 hours in a “workweek” as defined below.
Alternate Work Schedule: An alternate work schedule is any work 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 employee works four (4)
nine (9) hour days and has the same day of the week off that is worked for eight
(8) hours in the forty four (44) hour calendar week. In the forty four (44) hour
calendar week, the employee works four (4) nine (9) hour days and one eight (8)
hour day.
Workweek for Employees on Regular, Flexible, Alternate, and 4/10 Schedules:
For employees on regular, flexible, alternate, and 4/10 schedules, the workweek
begins at 12:01 a.m. on Monday and ends at 12 midnight on Sunday.
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RESOLUTION NO. 2009/341
Workweek for Employees on a 9/80 Schedule: The 9/80 workweek begins on the
same day of the week as the employee’s eight (8) hour work day and regularly
scheduled 9/80 day off. The start time of the workweek is four (4) hours and one
(1) minute after the start time of the eight (8) hour work day. The end time of the
workweek is four (4) hours after the start time of the eight (8) hour work day.
The result is a workweek that is a fixed and regularly recurring period of seven
(7) consecutive twenty four (24) hour periods (168 hours).
1.12 Holidays: Employees are entitled to observe a holiday (day off work), without a
reduction in pay, whenever a holiday is observed by the County. Any holiday
observed by the County that falls on a Saturday is observed on the preceding
Friday and any holiday that falls on a Sunday is observed on the following
Monday.
1.13 Holidays - Flexible, Alternate, 9/80, and 4/10 Work Schedules: When a holiday
falls on the regularly scheduled day off of any employee who is on a flexible,
alternate, 9/80, or 4/10 work schedule, the employee is entitled to take the day
off, without a reduction in pay, in recognition of the holiday. These employees
are entitled to request another day off in recognition of their regularly scheduled
day off. The requested day off must be within the same month and workweek
as the holiday and it must be pre-approved by the employee’s supervisor. If the
day off is not approved by the supervisor, it is lost. If the approved day off is a
nine (9) hour workday, the employee must use one (1) hour of non-sick-leave
accruals. If the approved day off is a ten (10) hour workday, the employee must
use two (2) hours of non-sick-leave accruals. If the employee does not have any
non-sick-leave accrual balances, leave without pay (AWOP) will be authorized.
1.14 Holidays - Part-Time Employees: Permanent, part-time employees are entitled
to observe a holiday (day off work) in the same ratio as the number of hours in
the part time employee’s weekly schedule bears to forty (40) hours.
1.15 No Overtime Pay, Holiday Pay, or Comp Time: Unrepresented, management,
and exempt employees are not entitled to receive overtime pay, holiday pay,
overtime compensatory time, or holiday compensatory time. Employees who are
unable or not permitted to observe a holiday (take the day off), are authorized to
receive overtime pay ONLY IF the employee is on the Overtime Exempt
Exclusion List (see Section 11).
1.16 Personal Holiday Credit: Employees are entitled to accrue two (2) hours of
personal holiday credit each month. This time is prorated for part time
employees. No employee may accrue more than forty (40) hours of personal
holiday credit. On separation from County service, employees are paid for any
unused personal holiday credit hours at the employee’s then current rate of pay,
up to a maximum of forty (40) hours.
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RESOLUTION NO. 2009/341
1.17 Vacation: Employees are entitled to accrue paid vacation credit not to exceed the
maximum cumulative hours as follows:
Length of Service
Monthly
Accrual
Hours
Maximum
Cumulative
Hours
Under 11 years 10 240
11 years 10-2/3 256
12 years 11-1/3 272
13 years 12 288
14 years 12-2/3 304
15 through 19 years 13-1/3 320
20 through 24 years 16-2/3 400
25 through 29 years 20 480
30 years and up 23-1/3 560
Effective on November 1, 2007 and for purposes of this section only, employees who
were employed by Contra Costa County, became employees of the Contra Costa
Superior Court by operation of law, and are thereafter rehired by Contra Costa County
in the classification of District Attorney Manager of Law Offices (JJGE), “length of
service” includes all service time with Contra Costa County and all service time with the
Superior Court. However, this benefit is only applicable prospectively from the date the
employee is rehired by Contra Costa County.
1.18 Sick Leave: Employees are entitled to accrue paid sick leave credit in
accordance with the provisions of the County Salary Regulations and
Administrative Bulletin No. 411.7 (Sick Leave Policy) adopted on October 17,
1997, as periodically amended.
1.19 Part-Time Employees: Part-time employees are entitled to accrue paid vacation
and sick leave credit on a pro-rata basis.
1.20 Family Care Leave: The provisions of Section 1006.3 of the Personnel
Management Regulations and Resolution No. 94/416, as amended, relating to
Leaves of Absence and Family Care Medical Leave apply to all employees
covered by this Resolution, except that such em ployees are not entitled to Family
Care or Medical Leave on a calendar year basis. Instead, such employees are
entitled to at least eighteen (18) weeks of leave in a “rolling” twelve (12) month
period, which period is to be measured backward from the date the employee
uses FMLA leave.
1.21 Leave Without Pay - Use of Accruals: The provisions of Section 1006.6 of the
Personnel Management Regulations, as amended, relating to the use of accruals
while on leave without pay, apply to all employees covered by this Resolution.
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2.Health, Dental, and Related Benefits
2.10 Application:
a.Employees in classifications who receive health care coverage from County
Plans: The following Sections apply to all employees in classifications
covered by this Resolution who receive health care coverage from County
Plans and do not receive health plan coverage through CalPERS: Section
2.11 “Health Plan Coverages,” Section 2.12 “County Health and Dental Plan
Contribution Rates,” Section 2.13 “Retirement Coverage,” Section 2.14
“Layoff and Other Loss of Coverage,” Section 2.15 “Health Plan Coverages
and Provisions,” and Section 2.16 “Family Member Eligibility.”
b.Employees in classifications who receive health care coverage from
CalPERS: The following Sections apply to all employees in the classifications
listed in Exhibit E: Section 2.17 “CalPERS Controls,” Section 2.18 “Contra
Costa Health Plan (CCHP),” Section 2.19 “CalPERS Health Plan Monthly
Premium Subsidy,” Section 2.20 “CalPERS Retirement Coverage,” Section
2.21 “CalPERS Premium Payments,” and Section 2.22 “Dental Plan -
CalPERS Participants.”
c.General provisions: The following Sections apply to all employees in all the
classifications covered by this Resolution: Section 2.23 “ Dual Coverage,”
Section 2.24 “Life Insurance Benefit Under Health and Dental Plans,” Section
2.25 “Supplemental Life Insurance,” Section 2.26 “Catastrophic Leave Bank,”
Section 2.27 “Health Care Spending Account,” Sections 2.28 “PERS Long-
Term Care,” Section 2.29 “Dependent Care Assistance Program,” Section
2.30 “Premium Conversion Plan,” and Section 2.31 “Prevailing Section.”
2.A.Employees In Classifications Who Receive Health Care Coverage From County
Plans
2.11 Health Plan Coverages: Effective on January 1, 2000, the County will provide the
medical and dental coverage for Management, Exempt, and Unrepresented
employees and for their eligible family members, expressed in one of the Health
Plan contracts and one of the Dental Plan contracts between the County and the
following providers:
a.Contra Costa Health Plans (CCHP), Plan A
b.Contra Costa Health Plans (CCHP), Plan B
c.Kaiser Permanente Health Plan
d.Health Net HMO
e.Health Net PPO
f.Delta Dental
g.PMI Delta Care Dental
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RESOLUTION NO. 2009/341
2.12 County Health and Dental Plan Contribution Rates:
a. Through December 31, 2009, the C ounty will pay the following monthly
premium subsidies for employees and their eligible family members for these
health and dental plans:
1.Contra Costa County Health Plans, Plan A, ninety-eight percent
(98%).
2.Contra Costa County Health Plans, Plan B, ninety percent (90%).
3.Kaiser Permanente Health Plan, eighty percent (80%).
4.Health Net HMO, eighty percent (80%).
5.Health Net PPO, fifty-eight and 05/100 percent (58.05%), provided
that the County will pay only fifty percent (50%) of any premium
increase in calendar year 2009.
6.Delta Dental and PMI Delta Care Dental when combined with Contra
Costa County Health Plans, Plan A or Plan B, ninety-eight percent
(98%).
7.Delta Dental when combined with Kaiser Permanente Health Plan,
Health Net HMO or Health Net PPO, seventy-eight percent (78%).
8.PMI Delta Care Dental when combined with Kaiser Permanente
Health Plan, Health Net HMO, or Health Net PPO, seventy-eight
percent (78%).
9.Delta Dental or PMI Delta Care Dental for employees who do not
receive any health care coverage from the County (or from CalPERS),
one hundred percent (100%) less one cent ($.01).
b.Premium Subsidy After December 31, 2009:
1.Plans other than CCHPA, CCHPB, Delta Dental/CCHPA and B, PMI
Dental Care/CCHPA and B and Health Net PPO. Beginning on
January 1, 2010, and for each calendar year thereafter, the County
will pay a monthly premium subsidy for each health and each dental
plan (other than CCHP health and coordinated dental plans and the
Health Net PPO) listed above that is equal to the actual dollar monthly
premium subsidy that is paid by the County in 2009. If there is an
increase in the premium charged by a health or dental plan for 2010,
the County and the employees will each pay fifty percent (50%) of that
portion of the premium increase charged by the health or dental plan
that does not exceed eleven percent (11%) of the 2009 premium. If
the premium increase for 2010 exceeds eleven percent (11%) of the
2009 premium charged by the health or dental plan, the County
additionally will pay that portion of the premium increase that exceeds
eleven percent (11%) of the 2009 premium . If there is an increase in
the premium charged by a health or dental plan for 2011, the County
and the employees will each pay fifty percent (50%) of that portion of
the premium increase charged by the health or dental plan that does
not exceed eleven percent (11%) of the 2010 premium. If the
premium increase for 2011 exceeds eleven percent (11%) of the 2010
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RESOLUTION NO. 2009/341
premium charged by the health or dental plan, the County additionally
will pay that portion of the premium increase that exceeds eleven
percent (11%) of the 2010 premium.
2. CCHP A, CCHP B, Delta Dental/CCHP A and B, PMI Dental
Care/CCHP A and B. Beginning on January 1, 2010, and for each
calendar year thereafter, the County will pay a monthly premium
subsidy for CCHP Plan A and the coordinated dental plans listed
above that is equal to ninety-three percent (93%) of the total monthly
premium that is paid for the plan in 2010. Beginning on January 1,
2010, and for each calendar year thereafter, the County will pay a
monthly premium subsidy for CCHP Plan B that is equal to eighty-
seven percent (87%) of the total monthly premium that is paid for the
plan in 2010. If there is an increase in the premium charged by a
CCHP health and/or coordinated dental plan for 2011, the County and
the employees will each pay fifty percent (50%) of that portion of the
premium increase that does not exceed eleven percent (11%) of the
2010 premium charged by the CCHP health and/or coordinated dental
plan. If the premium increase for 2011 exceeds eleven percent (11%)
of the 2010 premium charged by the CCHP health and/or coordinated
dental plan, the County will additionally pay that portion of the
premium increase that exceeds eleven percent (11%) of the 2010
premium.
3. Health Net PPO. Beginning on January 1, 2010, and for each
calendar year thereafter, the County will pay a monthly premium
subsidy for the Health Net PPO that is equal to the actual dollar
monthly premium subsidy that is paid by the County in 2009. During
the term of this resolution, if there are increases in the premium
charged by the Health Net PPO plan, the County and the employees
will each pay fifty percent (50%) of any premium increase above the
2009 premium.
4. After June 29, 2011, the County will pay a monthly premium
subsidy for each health and/or dental plan that is equal to the actual
dollar amount of the monthly premium subsidy that is paid by the
County in the month of May 2011. The amount of the County subsidy
that is paid will thereafter be a set dollar amount and will not be a
percentage of the premium charged by the health and/or dental plan.
c. If the County contracts with a health or dental plan that is not listed above,
the County will determine the monthly dollar premium subsidy that it will pay
to that health plan for employees and their eligible family members.
d.In the event that the County premium subsidy amounts are greater than one
hundred percent (100%) of the applicable premium of any health or dental
plan, for any plan year, the County’s contribution will not exceed one hundred
percent (100%) of the applicable plan premium.
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RESOLUTION NO. 2009/341
2.13 Retirement Coverage:
a.Upon Retirement:
1. Upon retirement and for the term of this resolution, eligible employees and
their eligible family members may remain in their County health/dental plan,
but without County-paid life insurance coverage, if immediately before their
proposed retirement the employees and dependents are either active
subscribers to one of the County contracted health/dental plans or if while on
authorized leave of absence without pay, they have retained continuous
coverage during the leave period. The County will pay the health/dental plan
monthly premium subsidies set forth in Section 2.12(a) for eligible retirees
and their eligible family members until December 31, 2009. Beginning on
January 1, 2010, the County will pay the same monthly premium subsidies
for eligible retirees and their eligible family members as set forth in Section
2.12(b).
2. Any person who becomes age 65 on or after January 1, 2009 and who is
eligible for Medicare must immediately enroll in Medicare Parts A and B.
3. For employees hired on or after January 1, 2009 and their eligible family
members, no monthly premium subsidy will be paid by the County for any
health or dental plan after they separate from County employment. However,
any such eligible employee who retires under the Contra Costa County
Employees’ Retirement Association (“CCCERA”) may retain continuous
coverage of any county health and/or dental plan provided that (i) he or she
begins to receive a monthly retirement allowance from CCCERA within 120
days of separation from County employment and (ii) he or she pays the full
premium cost under the chosen health and/or dental plan without any County
premium subsidy.
b.Employees Who File For Deferred Retirement: Employees, who resign and
file for a deferred retirement and their eligible family members, may continue
in their County group health and/or dental plan under the following conditions
and limitations.
1. Health and dental coverage during the deferred retirement period is totally
at the expense of the employee, without any County contributions.
2. Life insurance coverage is not included.
3. To continue health and dental coverage, the employee must:
i. be qualified for a deferred retirement under the 1937 Retirement Act
provisions;
ii. be an active member of a County group health and/or dental plan at
the time of filing their deferred retirement application and elect to
continue plan benefits;
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RESOLUTION NO. 2009/341
iii. be eligible for a monthly allowance from the Retirement System and
direct receipt of a monthly allowance within twenty-four (24) months of
application for deferred retirement; and
iv. file an election to defer retirement and to continue health benefits
hereunder with the County Benefits Division within thirty (30) days
before separation from County service.
4. Deferred retirees who elect continued health benefits hereunder and their
eligible family members may maintain continuous membership in their County
health and/or dental plan group during the period of deferred retirement by
paying the full premium for health and dental coverage on or before the 10th
of each month, to the Contra Costa County Auditor-Controller. When the
deferred retirees begin to receive retirement benefits, they will qualify for the
same health and/or dental coverage pursuant to subsection (a) above, as
similarly situated retirees who did not defer retirement.
5. Deferred retirees may elect continued health benefits hereunder after
retirement and may elect not to maintain participation in their County health
and/or dental plan during their deferred retirement period. When they begin
to receive retirement benefits, they will qualify for the same health and/or
dental coverage pursuant to subsection (a) above, as similarly situated
retirees who did not defer retirement, provided reinstatement to a County
group health and/or dental plan will only occur following a three (3) full
calendar month waiting period after the month in which their retirement
allowance commences.
6. Employees who elect deferred retirement will not be eligible in any event
for County health and/or dental plan subvention unless the member draws a
monthly retirement allowance within twenty-four (24) months after separation
from County service.
7. Deferred retirees and their eligible family members are required to meet
the same eligibility provisions for retiree health/dental coverage as sim ilarly
situated retirees who did not defer retirement.
8. This subpart b “Employees Who File for Deferred Retirement” does not
apply to any employee in any classification listed in Exhibit E.
c.Employees Hired After December 31, 2006 - Eligibility for Retiree Health
Coverage: All employees hired after December 31, 2006 are eligible for
retiree health/dental coverage pursuant to subsections (a) and (b), above,
upon completion of fifteen (15) years of service as an employee of Contra
Costa County. For purposes of retiree health eligibility, one year of service
is defined as one thousand (1,000) hours worked within one anniversary
year. The existing method of crediting service while an employee is on an
approved leave of absence will continue for the duration of this Resolution.
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RESOLUTION NO. 2009/341
d.Subject to the provisions of Section 2.13 subparts (a), (b), and (c) and upon
retirement and for the term of this resolution, the following employees (and
their eligible family members) are eligible to receive a monthly premium
subsidy for health and dental plans or are eligible to retain continuous
coverage of such plans: County Elected and Appointed Department Heads,
Management Employees, Exempt Employees, Unrepresented Employees,
and each employee who retired from a position or classification that was
unrepresented at the time of his or her retirement.
e.For purposes of this Section 2.13 only, “eligible family members” does not
include Survivors of employees or retirees.
2.14 Layoff and Other Loss of Coverage:
a.If a husband and wife both work for the County and one (1) of them is laid off,
the remaining employee, if eligible, will be allowed to enroll or transfer into the
health and/or dental coverage combination of his/her choice.
b.An eligible employee who loses medical or dental coverage through a spouse
or partner not employed by the County will be allowed to enroll or transfer
into the County health and/or dental plan of his/her choice within thirty (30)
days of the date coverage is no longer afforded under the spouse’s plan.
2.15 Health Plan Coverages and Provisions: The following provisions are applicable
to County Health and Dental Plan participation:
a.Health, Dental and Life Participation by Other Employees: Permanent part-
time employees working nineteen (19) hours per week or less and
permanent-intermittent employees may participate in the County Health
and/or Dental plans (with the associated life insurance benefit) at the
employee’s full expense.
b.Employee Contribution Deficiencies: The County’s contributions to the Health
Plan and/or Dental Plan premiums are payable for any month in which the
employee is paid. If an employee’s compensation in any month is not
sufficient to pay the employee share of the premium, the employee must
make up the difference by remitting the unpaid amount to the Auditor-
Controller. The responsibility for this payment rests solely with the employee.
c.Leave of Absence: The County will continue to pay the County shares of
health and/or dental plan premiums for enrolled employees who are on an
approved paid or unpaid leave of absence for a period of thirty (30) days or
more provided the employee’s share of the premiums are paid by the
employee.
d.Coverage Upon Separation: An employee who separates from County
employment is covered by his/her County health and/or dental plan through
the last day of the month in which he/she separates. Employees who
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RESOLUTION NO. 2009/341
separate from County employment may continue group health and/or dental
plan coverage to the extent provided by the COBRA laws and regulations.
2.16 Family Member Eligibility Criteria: The following persons may be enrolled as the
eligible Family Members of a medical and/or dental plan Subscriber:
a.The Subscriber’s Legal Spouse.
b.The Subscriber’s Qualified Domestic Partner.
c.Children of the Subscriber, the Subscriber’s spouse, or the Subscriber’s
Qualified Domestic Partner who are unmarried and are:
1. Under 19 years of age.
2. Age 19 and over, who are dependent qualifying children as defined by
the Internal Revenue Service in Publication 501.
3. Age 19 and over, disabled and incapable of sustaining employment
due to a physical or metal disability that existed prior to the child’s
attainment of age 19, and who are qualifying dependent children as
defined by the Internal Revenue Service in Publication 501.
4. Children who qualify as “dependent children” include natural children,
step-children, adopted children, and any children specified in a Qualified
Medical Support Order or similar court order.
2.B.Employees In Classifications Who Receive Health Care Coverage From
CalPERS
2.17 CalPERS Controls: The CalPERS health care program, as regulated by the
Public Employees’ Medical and Hospital Care Act (PEMHCA), regulations issued
pursuant to PEMHCA, and the administration of PEMHCA by CalPERS, controls
on all health plan issues for employees who receive health care coverage from
CalPERS, including, but not limited to, eligibility, benefit plans, benefit levels,
minimum premium subsidies, and costs.
2.18 Contra Costa Health Plan (CCHP): Because CCHP has met the minimum
standards requred under PEMHCA and is approved as an alternative CalPERS
plan option, employees and COBRA counterparts may elect to enroll in CCHP
under the CalPERS plan rules and regulations.
2.19 CalPERS Health Plan Monthly Premium Subsidy: The County’s subsidy to the
CalPERS monthly health plan premiums are as provided below. The employee
must pay any CalPERS health plan premium costs that are greater than the
County’s subsidies identified below.
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RESOLUTION NO. 2009/341
a.County Premium Subsidy Through December 31, 2009. Through December
31, 2009, the County will pay a monthly premium subsidy for the CalPERS
health plan chosen by the employee in an amount not to exceed eighty-seven
percent (87%) of the CalPERS Bay Area/Sacramento Kaiser premium at
each level (employee only, employee + one, employee + two or more).
b.County Premium Subsidy On and After January 1, 2010.
1. Beginning on January 1, 2010, and for each calendar year thereafter,
the County will pay a monthly premium subsidy for each CalPERS
health plan chosen by the employee that is equal to the actual dollar
monthly premium subsidy that was paid by the County at each level
(employee, employee + one, employee + two or more) for calendar year
2009 for the CalPERS Bay Area Kaiser plan, or the CalPERS statutory
minimum employer monthly premium subsidy, whichever amount is greater.
If there is an increase in the premium charged for the CalPERS Bay Area
Kaiser plan for 2010, the County and the employees will each pay fifty
percent (50%) of that portion of the premium increase charged by the plan
that does not exceed eleven percent (11%) of the 2009 premium. If the
premium increase for 2010 exceeds eleven percent (11%) of the 2009
premium charged by the plan, the County will additionally pay that portion
of the premium increase that exceeds eleven percent (11%) of the 2009
premium. If there is an increase in the premium charged for the CalPERS
Bay Area Kaiser plan for 2011, the County and the employees will each pay
fifty percent (50%) of that portion of the premium increase charged by the
plan that does not exceed eleven percent (11%) of the 2010 premium. If
the premium increase for 2011 exceeds eleven percent (11%) of the 2010
premium charged by the plan, the County will additionally pay that portion
of the premium increase that exceeds eleven percent (11%) of the 2010
premium.
2. After June 29, 2011, the County will pay a monthly premium subsidy
for each CalPERS health plan that is equal to the actual dollar amount of
the premium subsidy that is paid by the County in the month of May 2011
for the CalPERS Bay Area Kaiser plan at each level (employee, employee
+ one, employee + two or more), or the CalPERS statutory minimum
employer monthly premium subsidy, whichever amount is greater. The
amount of the County subsidy that is paid for employees and eligible fam ily
members will thereafter be a set dollar amount and will not be a percentage
of the CalPERS Bay Area Kaiser premium. If CalPERS changes the plans
it offers, then the County’s monthly premium subsidy for the new plan(s) will
not exceed the actual dollar monthly premium subsidy that is paid by the
County for the CalPERS Bay Area Kaiser plan at each level (employee
only, employee + one, employee + two or more) as of May 2011.
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RESOLUTION NO. 2009/341
3. In the event that the County premium subsidy amounts are greater
than one hundred percent (100%) of the applicable premium of any health
plan, for any plan year, the County’s contribution will not exceed one
hundred percent (100%) of the applicable plan premium.
2.20 CalPERS Retirement Coverage: Government Code section 22892 applies to all
employees in those classifications listed in Exhibit E.
2.21 CalPERS Premium Payments: Employee participation in any CalPERS health
plan is contingent upon the employee authorizing payroll deduction by the
County of the employee’s share of the premium cost. If an employee’s
compensation in any month (including during a leave of absence) is not sufficient
to pay the employee’s share of the premium, the employee must pay the
difference to the Auditor-Controller. The responsibility for this payment rests
solely with the employee.
2.22 Dental Plan - CalPERS Participants:
a.Employees in the classifications listed in Exhibit E may participate in any
available County Group Dental Plan. The County may change dental plan
providers at any time during the term of this resolution.
b.Dental Plan Premium Subsidy:
1. Through December 31, 2009, the County’s monthly premium subsidies
for dental plan premiums are as set forth below. The employee will pay
any dental plan premium costs that are greater than the County’s
premium subsidies set forth below.
i. Dental with Health Plan: The County premium subsidy for those
enrolled in a CalPERS Plan, other than the CCHP alternative, will be
seventy-eight percent (78%) of the monthly dental plan premium. The
County premium subsidy for those enrolled in the CalPERS Plan
CCHP alternative will be ninety-eight percent (98%) of the monthly
dental plan premium.
ii. Dental only: Employees who elect dental coverage and who
receive no health coverage from the County, including from CalPERS,
will pay one cent ($.01) per month for dental only coverage.
2. The provisions of Section 2.12, subparts (b), (c),and (d), relating to the
County subsidies for dental coverage, apply on and after January 1, 2009.
c.As to dental coverage only, the following Sections apply to all classifications
listed in Exhibit E: Section 2.13 “Retirement Coverage,” Section 2.14 “Layoff
and Other Loss of Coverage,” Section 2.15 “Health Plan Coverages and
Provisions,” and Section 2.16 “Family Member Eligibility Criteria.”
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RESOLUTION NO. 2009/341
2.C.All Employees
2.23 Dual Coverage:
a. On and after January 1, 2010, each employee and retiree may be covered
by only a single County health (or dental) plan, including a CalPERS plan.
For example, a County employee may be covered under a single County
health and/or dental plan as either the primary insured or the dependent of
another County employee or retiree, but not as both the primary insured and
the dependent of another County employee or retiree.
b. On and after January 1, 2010, all dependents may be covered by the
health and/or dental plan of only one spouse or one domestic partner. For
example, when both husband and wife are County employees, all of their
eligible children may be covered as dependents of either the husband or the
wife, but not both.
c. For purposes of this Section 2.23 only, “County” includes the County of
Contra Costa and all special districts governed by the Board of Supervisors,
including but not limited to, the Contra Costa County Fire Protection District.
2.24 Life Insurance Benefit Under Health and Dental Plans: For employees who are
enrolled in the County’s program of medical or dental coverage as either the
primary or the dependent, term life insurance in the amount of ten thousand
dollars ($10,000) will be provided by the County.
2.25 Supplemental Life Insurance: In addition to the life insurance benefits provided
by this resolution, employees may subscribe voluntarily and at their own expense
for supplemental life insurance. Employees may subscribe for an amount not to
exceed five hundred thousand dollars ($500,000), of which one hundred
thousand ($100,000) is a guaranteed issue, provided the election is made within
the required enrollment periods.
2.26 Catastrophic Leave Bank: All employees are included in the Catastrophic Leave
Bank and may designate a portion of accrued vacation, compensatory time,
holiday compensatory time, or personal holiday credit to be deducted from the
donor’s existing balances and credited to the bank or to a specific eligible
employee.
a.The County Human Resources Department operates a Catastrophic Leave
Bank which is designed to assist any County employee who has exhausted
all paid accruals due to a serious or catastrophic illness, injury, or condition
of the employee or family member. The program establishes and maintains
a Countywide bank wherein any employee who wishes to contribute may
authorize that a portion of his/her accrued vacation, compensatory time,
holiday compensatory time or personal holiday credit be deducted from those
account(s) and credited to the Catastrophic Leave Bank. Employees may
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RESOLUTION NO. 2009/341
donate hours either to a specific eligible employee or to the bank. Upon
approval, credits from the Catastrophic Leave Bank may be transferred to a
requesting employee’s sick leave account so that em ployee may remain in
paid status for a longer period of time, thus partially ameliorating the financial
impact of the illness, injury or condition. Catastrophic illness or injury is
defined as a critical medical condition, a long-term major physical impairment
or disability that manifests itself during employment.
b.The plan is administered under the direction of the Director of Human
Resources. The Human Resources Department is responsible for receiving
and recording all donations of accruals and for initiating transfer of credits
from the Bank to the recipient’s sick leave account. Disbursement of
accruals is subject to the approval of a six (6) member committee composed
of three (3) members appointed by the County Administrator and three (3)
members appointed by the majority representative employee organizations.
The committee will meet as necessary to consider all requests for credits and
will make determinations as to the appropriateness of the request. The
committee will determine the amount of accruals to be awarded for
employees whose donations are non-specific. Consideration of all requests
by the committee will be on an anonymous requester basis.
c.Hours transferred from the Catastrophic Leave Bank to a recipient will be in
the form of sick leave accruals and will be treated as regular sick leave
accruals.
d.To receive credits under this plan, an employee must have permanent status,
have exhausted all time off accruals to a level below eight (8) hours total,
have applied for a medical leave of absence, and have medical verification
of need.
e.Donations are irrevocable unless the donation to the eligible employee is
denied. Donations may be made in hourly blocks with a minimum donation
of not less than four (4) hours from balances in the vacation, holiday,
personal holiday, compensatory time or holiday compensatory time accounts.
Employees who elect to donate to a specific individual will have seventy-five
percent (75%) of their donation credited to the individual and twenty-five
percent (25%) credited to the Catastrophic Leave Bank.
f.Time donated will be converted to a dollar value and the dollar value will be
converted back to sick leave accruals at the recipient’s base hourly rate when
disbursed. Credits will not be on a straight hour-for-hour basis. All
computations will be on a standard 173.33 basis, except that employees on
other than a forty (40) hour week will have hours prorated according to their
status.
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RESOLUTION NO. 2009/341
g.Each recipient is limited to a total of one thousand forty (1040) hours or its
equivalent per catastrophic event; each donor is limited to one hundred
twenty (120) hours per calendar year.
h.All appeals from either a donor or recipient will be resolved on a final basis
by the Director of Human Resources.
i.No employee has any entitlement to catastrophic leave benefits. The award
of Catastrophic Leave is at the sole discretion of the committee, both as to
amounts of benefits awarded and as to persons awarded benefits. Benefits
may be denied, or awarded for less than six (6) months. The committee may
limit benefits in accordance with available contributions and choose from
among eligible applicants on an anonymous basis those who will receive
benefits, except for hours donated to a specific employee. In the event a
donation is made to a specific employee and the committee determines the
employee does not meet the Catastrophic Leave Bank criteria, the donating
employee may authorize the hours to be donated to the bank or returned to
the donor’s account. The donating employee has fourteen (14) calendar
days from notification to submit his/her decision regarding the status of their
donation, or the hours will be irrevocably transferred to the Catastrophic
Leave Bank.
j.Any unused hours transferred to a recipient will be returned to the
Catastrophic Leave Bank.
2.27 Health Care Spending Account: After six (6) months of permanent employment,
full time and part time (20/40 or greater) employees may elect to participate in
a Health Care Spending Account (HCSA) Program designated to qualify for tax
savings under Section 125 of the Internal Revenue Code, but such savings are
not guaranteed. The HCSA Program allows employees to set aside a
predetermined amount of money from their pay, not to exceed five thousand
dollars ($5,000) per calendar year, of before tax dollars, for health care expenses
not reimbursed by any other health benefit plans. HCSA dollars may be
expended on any eligible medical expenses allowed by Internal Revenue Code
Section 125. Any unused balance is forfeited and cannot be recovered by the
employee.
2.28 PERS Long-Term Care: The County will deduct and remit monthly premiums to
the PERS Long-Term Care Administrator for employees who are eligible and
voluntarily elect to purchase long-term care at their personal expense through
the PERS Long-Term Care Program.
2.29 Dependent Care Assistance Program: The County offers the option of enrolling
in a Dependent Care Assistance Program (DCAP) designed to qualify for tax
savings under Section 129 of the Internal Revenue Code, but such savings are
not guaranteed. The program allows employees to set aside up to five thousand
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RESOLUTION NO. 2009/341
dollars ($5,000) of annual salary (before taxes) per calendar year to pay for
eligible dependent care (child and elder care) expenses. Any unused balance
is forfeited and cannot be recovered by the employee.
2.30 Premium Conversion Plan: The County offers the Premium Conversion Plan
(PCP) designed to qualify for tax savings under Section 125 of the Internal
Revenue Code, but tax savings are not guaranteed. The program allows
employees to use pre-tax dollars to pay health and dental premiums.
2.31 Prevailing Section: To the extent that any provision of this Section (Section 2.
Health, Dental, and Related Benefits) is inconsistent with any provision of any
other County enactment or policy, including but not limited to Administrative
Bulletins, the Salary Regulations, the Personnel Management Regulations, or
any other resolution or order of the Board of Supervisors, the provision(s) of this
Section (Section 2. Health, Dental, and Related Benefits) will prevail.
3.Personal Protective Equipment: The County will reimburse employees for safety
shoes and prescription safety eyeglasses in those Management, Exempt and
Unrepresented classifications which the County Administrator has determined eligible
for such reimbursement.
3.10 Safety Shoes. The County will reimburse eligible employees for the purchase
and repair of safety shoes in an amount not to exceed two hundred seventy-five
dollars ($275) for each two (2) year period beginning on January 1, 2002. There
is no limit on the number of shoes or repairs allowed.
3.11 Safety Eyeglasses. The County will reimburse eligible Management, Exempt
and Unrepresented employees for prescription safety eyeglasses which are
approved by the County and are obtained from an establishment approved by the
County.
4.Mileage Reimbursement: The County will pay a mileage allowance for the use of
personal vehicles on County business at the rate allowed by the Internal Revenue
Service (IRS) as a tax deductible expense, adjusted to reflect changes in this rate on the
date it becomes effective or the first of the month following announcement of the
changed rate by the IRS, whichever is later.
5.Retirement Contribution: Pursuant to Government Code Section 31581.1, the County
will pay fifty percent (50%) of the retirement contributions normally required of members.
Employees are responsible for payment of the employee’s contribution for the retirement
cost-of-living program as determined by the Board of Retirement of Contra Costa County
Employees’ Retirement Association without the County paying any part of the
employee’s share. The County will continue to pay the employer’s share of the
retirement cost-of-living program contribution.
6.414H2 Participation: The County will continue to implement Section 414(h) (2) of the
Internal Revenue Code which allows the County Auditor–Controller to reduce the gross
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monthly pay of employees by an amount equal to the employee’s total contribution to the
County Retirement System before Federal and State income taxes are withheld, and
forward that amount to the Retirement system. This program of deferred retirement
contribution will be universal and non-voluntary as is required by statute.
7.Training
7.10 Career Development Training Reimbursement: All full-time employees (excluding
attorney classes) are eligible for career development training reimbursement not
to exceed seven hundred fifty dollars ($750) per fiscal year. The reimbursement
of training expenses includes books and is governed by any Administrative
Bulletins on Travel or Training.
7.11 Management Development Policy: Employees are authorized to attend
professional training programs, seminars, and workshops, during normal work
hours at the discretion of their Department Head, for the purpose of developing
knowledge, skills, and abilities in the areas of supervision, management, and
County policies and procedures. Up to thirty (30) hours of such training time is
recommended annually.
a.Departments are encouraged to provide for professional development
training exceeding thirty (30) hours annually for people newly promoted to
positions of direct supervision.
b.To encourage personal and professional growth, the County provides
reimbursement for certain expenses incurred by employees for job-related
training (required training and career development training/education).
Provision for eligibility and reimbursement is identified in Administrative
Bulletin 112.9.
c.The Department Head is responsible for authorization of individual
professional development reimbursement requests. Reimbursement is
through the regular demand process with demands being accompanied by
proof of payment (copy of invoice or canceled check).
8.Bilingual Pay Differential: A monthly salary differential will be paid to incumbents of
positions requiring bilingual proficiency as designated by the Appointing Authority and
the Director of Human Resources. The differential will be prorated for employees
working less than full time and/or on an unpaid leave of absence during any given
month. The differential is one hundred dollars ($100.00) per month.
Designation of positions for which bilingual proficiency is required is the sole prerogative
of the County, and such designations may be amended or deleted at any time.
9.Higher Pay for Work in a Higher Classification: The County Salary Regulations
notwithstanding, when an employee is required to work in a higher paid classification,
the employee will receive the higher compensation for such work, pursuant to the
County Salary Regulations, plus any differentials and incentives the employee would
have received in his/her regular position. Unless the Board has by Resolution otherwise
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RESOLUTION NO. 2009/341
specified, the higher pay entitlement will begin on the completion of the 40th consecutive
hour in the assignment, retroactive to the beginning of the second full day of work in the
assignment.
10. Workers’ Compensation and Continuing Pay: For all accepted workers’
compensation claims filed with the County during calendar year 2007, employes will
receive eighty percent (80%) of their regular monthly salary during any period of
compensable temporary disability not to exceed one (1) year. For all accepted
workers’ compensation claims filed with the County on or after January 1, 2008,
employees will receive seventy five percent (75%) of their regular monthly salary
during any period of compensable temporary disability not to exceed one (1) year.
Pay based on accepted workers’ compensation claims filed before January 1, 2007,
but after December 31, 1999, will be paid as provided in Resolution No. 2006/22.
Pay based on accepted workers’ compensation claims filed before January 1, 2000,
will be paid as provided in resolution No. 96/488. If workers’ compensation benefits
become taxable income, the County will restore the former benefit level, one hundred
percent (100%) of regular monthly salary.
10.10 Waiting Period: There is a three (3) calendar day waiting period before workers’
compensation benefits commence. If the injured worker loses any time on the
date of injury, that day counts as day one (1) of the waiting period. If the injured
worker does not lose time on the date of the injury, the waiting period is the first
three (3) days following the date of the injury. The time the employee is
scheduled to work during this waiting period will be charged to the em ployee’s
sick leave and/or vacation accruals. In order to qualify for workers’
compensation the employee must be under the care of a physician. Temporary
compensation is payable on the first three (3) days of disability when the injury
necessitates hospitalization, or when the disability exceeds fourteen (14) days.
10.11 Continuing Pay: A permanent employee will receive the applicable percentage
of regular monthly salary in lieu of workers’ compensation during any period of
compensable temporary disability not to exceed one year. “Compensable
temporary disability absence” for the purpose of this Section, is any absence due
to work-connected disability which qualifies for temporary disability compensation
under workers’ compensation law set forth in Division 4 of the California Labor
Code. When any disability becomes medically permanent and stationary, the
salary provided by this Section will terminate. No charge will be made against
sick leave or vacation for these salary payments. Sick leave and vacation rights
do not accrue for those periods during which continuing pay is received.
Employees are entitled to a maximum of one (1) year of continuing pay benefits
for any one injury or illness.
Continuing pay begins at the same time that temporary workers’ compensation
benefits commence and continues until either the member is declared medically
permanent/stationary, or until one (1) year of continuing pay, whichever comes
first, provided the employee remains in an active employed status. Continuing
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RESOLUTION NO. 2009/341
pay is automatically terminated on the date an employee is separated from
County service by resignation, retirement, layoff, or the employee is no longer
employed by the County. In these instances, employees will be paid workers’
compensation benefits as prescribed by workers’ compensation laws. All
continuing pay must be cleared through the County Administrator’s Office, Risk
Management Division.
10.12 Physician Visits: Whenever an employee who has been injured on the job and
has returned to work is required by an attending physician to leave work for
treatment during working hours, the employee is allowed time off, up to three (3)
hours for such treatment, without loss of pay or benefits. Said visits are to be
scheduled contiguous to either the beginning or end of the scheduled workday
whenever possible. This provision applies only to injuries/illnesses that have
been accepted by the County as work related.
10.13 Labor Code §4850 Exclusion: The foregoing provisions for workers’
compensation and continuing pay are inapplicable in the case of employees
entitled to benefits under Labor Code Section 4850.
11.Other Terms and Conditions of Employment
11.10 Overtime Exempt Exclusion: Employees in unrepresented, management, and
exempt classifications are overtime exempt and are not eligible for overtime
pay, holiday pay, overtime compensatory time, or holiday compensatory time.
Instead, these employees are awarded Annual Management Administrative
Leave in recognition of the extra burden their job responsibilities may
sometimes place on their work schedules. However, unrepresented,
management, and exempt employees may be made eligible for overtime pay
if their names are placed on the Overtime Exempt Exclusion List by the
County Administrator’s Office. Employees on the Overtime Exempt
Exclusion List are authorized to receive overtime pay, only. These
employees are NOT eligible for holiday pay, overtime compensatory time, or
holiday compensatory time. Employees on the Overtime Exempt Exclusion
List are also NOT eligible for Annual Management Administrative Leave for
the quarter they are on the Overtime Exempt Exclusion List. The policies and
procedures for the Overtime Exempt Exclusion List are set forth in the County
Administrator’s memo of November 6, 2002, as may be amended.
Employees may be approved for placement on the Overtime Exempt
Exclusion List if and when they are assigned to a special or temporary project
or task that requires persistent, excess work hours, without relief from their
regular job duties. Overtime pay will not be authorized as a means to address
normal staffing or operational issues.
11.11 Overtime: Employees on the Overtime Exempt Exclusion List will be
compensated at one and one-half (1.5) times their base rate of pay
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RESOLUTION NO. 2009/341
(excluding differentials) for authorized work exceeding eight (8) hours in a
day or forty (40) hours in a week.
11.12 Length of Service Credits: Length of service credit dates from the beginning
of the last period of continuous County employment, including temporary,
provisional and permanent status and absences on an approved leave of
absence; except that when an employee separates from a permanent
position in good standing and is subsequently re-employed in a permanent
County position within two (2) years from the date of separation, the period
of separation will be bridged. Under these circumstances, the service credits
will include all credits accumulated at the time of separation but will not
include the period of separation. The service credits of an employee are
determined from employee status records maintained by the Human
Resources Department.
11.13 Mirror Classifications: As determined in the sole discretion of the Director of
Human Resources, employees in unrepresented job classifications that
mirror Management, represented or unrepresented job classifications may
receive the salary and fringe benefits that are received by employees in the
mirror classification.
11.14 Deep Classes: No provision of this Resolution regarding terms and conditions
of employment supersedes any provision of any Deep Class Resolution.
11.15 Administrative Provisions: The County Administrator may establish
guidelines, bulletins or directives as necessary to further define or implement
the provisions of this resolution.
II.BENEFITS FOR MANAGEMENT AND EXEMPT EMPLOYEES
Management and Exempt employees will receive the benefits set forth in Part I and also the
following additional benefits:
12.Management Longevity Pay:
12.10 Ten Years of Service:
a.Em ployees who have completed ten (10) years of service for the C ounty 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 (1 0) year service award .
b.In lieu of subsection a, employees in positions ineligible to receive vacation or
sick leave accruals or to convert a portion of those accruals to cash under the
term s of this R esolution are e ligible to receive a five percent (5%) longevity
differential upon the completion of ten years of service effective on the first day
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RESOLUTION NO. 2009/341
of the month following the month in which the employee qualifies for the ten (10)
year service aw ard.
c.This section does not apply to employees who are eligible to receive the Nurse
Manager Longevity Differentials set forth in Section 51.
d.Effective April 1, 2007, this section does not apply to members of the Board of
Supervisors, except those mem bers who were receiving this benefit as of March
31, 2007.
e.Effective Novem ber 1, 2007, for employees w ho w ere em ployed by C ontra
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 th is sum is m ore than ten (1 0) years, this longevity differential will only
be paid prospectively from the date the em ployee is rehired by C ontra C osta
County.
12.11 Fifteen Y ears of Service:
a.Em ployees who have completed fifteen (15) ye ars 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 com pleted fifteen (1 5) years of service on or before January 1, 2007, this
longevity differential will be paid prospectively only from January 1, 2007.
b.In lieu of subsection a, employees in positions ineligible to receive vacation or
sick leave accruals or to convert a portion of those accruals to cash under the
term s of this R esolution are eligible to re ceive an additional two and one-half
percent (2.5%) longevity differential upon the completion of fifteen (15) years of
service effective on the first day of the month following the month in which the
employee qualifies for the fifteen (15) year service award. For employees who
com pleted fifteen years of service on or before January 1, 2007, this longevity
differential w ill be paid prospectively only from January 1, 2007.
c.This section does not apply to employees who are eligible to receive the District
Attorney Inspectors Longevity Differential set forth in Section 38, the Nurse
Manager Longevity Differentials set forth in Section 51, or the Sheriff Law
Enforcement Longevity Differential set forth in Section 63.
d.Effective April 1, 2007, this section does not apply to members of the Board of
Supervisors, except those members who were receiving this benefit as of March
31, 2007.
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RESOLUTION NO. 2009/341
e.Effective N ovember 1, 2007, for em ployees w ho were em ployed by C ontra
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 m ore than fifteen (15) years, this longevity differe ntial w ill
only be paid prospectively from the date the employee is rehired by C ontra
Costa C ounty.
13.Deferred Compensation:
A. Deferred Com pensation Incentive: The County will contribute eighty-five dollars
($85) per month to each employee who participates in the County’s Deferred
Compensation Plan. To be eligible for this Deferred Compensation Incentive, the
employee must contribute to the deferred compensation plan as indicated below.
E m ployees with
C urrent M onthly
Salary of:
Qualifying Base
Contribution
Am ount
Monthly Contribution Required
to Maintain Incentive Program
E ligibility
$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 appro ved m edical leave or an appro ved financial hardship
withdrawal will not be required to reestablish eligibility. Further, em ployees who lose
eligibility due to displacement by layoff, but maintain contributions at the required level
and are later employed in an eligible position, will not be required to reestablish
eligibility.
B . S pecial Benefit for P erm anent Em ployees H ired on and after January 1, 2009:
1. B eginning on April 1, 2009 and for the term of this resolution, the C ounty 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:
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RESOLUTION NO. 2009/341
a. The employee must be hired by Contra Costa County on or after January 1,
2009.
b. The employee must be appointed to a permanent position. The position may
be e ith e r full tim e or part tim e, but if it is part tim e, it m ust be designated, at a
minimum, as 20 hours per week.
c. The employee m ust have been employed by Contra Costa County for at least
90 calendar days.
d. The employee must contribute a minimum of twenty-five dollars ($25) per
month to the Contra Costa County Deferred Compensation Plan, or other tax-
qualified savings program designated by the County.
e. The employee must complete and sign the required enrollment form(s) for
his/her deferred compensation account and submit those forms to the Human
Resources D epartm ent, Em ployee Benefits S ervices U nit.
f. The employee may not exceed the annual maximum contribution amount
allowable by the United States Internal Revenue Code.
C. No C ross Crediting: T he am ounts co ntribute d by the em ployee and the County
pursuant to Subsection B. do not count towards the “Qualifying Base Contribution
Amount” or the “M onthly Contribution Required to Maintain Incentive Program Eligibility”
in S ubsection A . Sim ilarly, the am ounts contributed by the em plo yee and the County
pursuant to Subsection A. do not count towards the employee’s $25 per month minimum
contribution required by Subsection B.
D. Maximum Annual Contribution: All of the employee and County contributions set
forth in Subsections A. and B. will be added together to ensure that the annual
maximum contribution to the employee’s deferred compensation account does not
exceed the annual maximum contribution rate set forth in the United States Internal
Revenue Code.
14.Annual Managem ent Adm inistrative Leave:
A.On January 1 of each year, full-time unrepresented, management, and exemptst
em ployees in paid status w ill be credited w ith seventy (70) hours of paid
M anagem ent Adm inistrative Leave. T his time is non-accruable and all balances w ill
be zeroed out on December 31 of each year.
B.Perm anent part-time em ployees 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.
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RESOLUTION NO. 2009/341
C.Employees appointed (hired or promoted) to unrepresented, management, or
exempt positions are eligible for Management Administrative Leave on the first day
of the month following their appointment date and will receive Management
Administrative Leave on a prorated basis for that first year.
D.Unrepresented, management, and exempt employees on the Overtime Exempt
Exclusion List are authorized to receive overtime pay; therefore, their Management
A dm inistrative Leave will be reduced by 25% each tim e the em ployee 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,
m anagem ent, and exem pt attorn eys of the O ffices of the D istrict A ttorney, County
Counsel, and P ublic D efender. (See S ection 34.)
15.Managem ent Life Insurance: Em ployees are covere d at County expense by term life
insurance in the amount of fifty seven thousand dollars ($57,000) in addition to the
insurance provided in Section 2.24.
16.Vacation Buy Back:
A.Employees may elect payment of up to one-third (1/3) of their annual vacation
accrual, subject to the following conditions: (1) the choice can be made only once
in each calendar year; (2) payment is based on an hourly rate determined by
dividing the employee’s monthly salary by 173.33; and (3) the maximum number of
vacation hours that may be paid in any calendar year is one-third (1/3) of the annual
accru al.
B.W here a lump-sum paym ent is m ade 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 em ployee’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 lum p-sum payment includes the effective date of the vacation buy-back.
17.Pro fessional Developm ent Reim bursem ent: Em ployees (excluding Department
Heads, their C hief Assistant(s), E ngineering M anagers, 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 D epartment 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 incurre d.
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RESOLUTION NO. 2009/341
Each professional development reimbursement request must be approved by the
Department Head and submitted through the regular demand process. Demands must
be accompanied by proof of payment (copy of invoice or receipt). Certification regarding
compliance with the County’s computer use and security policy may be required.
Questions regarding the appropriateness of a request will be answered by the Office of
the C ounty Adm inistrator.
18.Sick Leave Incentive Plan: Employees may be eligible for a payoff of a part of unused
sick leave accruals at separa tion. This program is an incentive for em ployees to
safeguard sick leave accruals as protection against wage loss due to tim e lost for injury
or illness. Payoff must be approved by the Director of Human Resources, and is subject
to the following conditions:
A.The employee must have resigned in good standing.
B.Payout is not available if the employee is eligible to retire.
C.The balance of sick leave at resignation must be at least seventy percent (70%)
of accruals earned in the preceding continuous period of employment excluding
any sick leave use covered b y the F am ily and M edical Leave A ct, the California
Fam ily R ights Act, or the California Pregnancy D isability Act.
D.Payout is by the following schedule:
Years of Payment
Continuous Service
Payment of Unused Sick
Le ave Payable
3 – 5 years
5 – 7 years
7 plus years
30%
40%
50%
E .No payoff w ill be m ade pursuant to this section unless the C ontra Costa C ounty
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 B oard of S upervisors that paym ents m ade pursuant to this
section are in lieu of County retirement benefits resulting from employment by
this County or by Districts governed by this Board.
19.Video Display Terminal (VDT) Users Eye Examination: Em ployees 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 departm ent.
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RESOLUTION NO. 2009/341
Employees certified for examination under this program must make their request
through the Benefits Service Unit of the C ounty H um an Resources D epartm ent. Should
prescription VDT eyeglasses be prescribed for the employee following the examination,
the County agrees to provide, at no cost, basic VDT eye wear consisting of a ten dollar
($10) frame and single, bifocal or trifocal lenses. Employees may, through individual
arrangement between the employee and the employees’ doctor and solely at the
employee’s expense, include blended lenses and other care, services or materials not
covered by the Plan.
20.Long-Term Disability Insurance: The County will continue in force the Long-Term
Disability Insurance program with a replacement limit of eighty-five (85%) of total
monthly base earnings reduced by any deductible benefits.
III.BENEFITS FOR ELECTED AND APPOINTED DEPARTMENT HEADS
Department Heads will receive the benefits set forth in Part I and Part II and the following
additional benefits:
21.Executive Autom obile Allowance: E xcept as provided in S ubsection D , the County
Administrator and the following appointed Department Heads and elected Department
Heads are eligible to receive a monthly automobile allowance plus mileage for miles
driven outside Contra Costa County at the rate per mile allowed by the Internal Revenue
Service (IRS) as a deductible expense. Receipt of the automobile allowance means
that the recipients must furnish a private automobile for County business. Allowance
is made as follows:
A .County A dm inistra tor = $600 per m onth
B .E lected D epartm ent Heads = $600 per m onth
Assessor District Attorney
Auditor–Controller
Clerk–Recorder Treasurer–Tax Collector
C.A ppointed D epartm ent H eads = $600 per m onth
Agricultural Commissioner/Director of W eights and Measures
Chief Assistant County Administrator
County Counsel
County Librarian
County Probation Officer
County Veteran’s Service Officer
County Welfare Director
Director of Animal Services
Director of Child Support Services
Director of Conservation and Development
Director of General Services
Director of Health Services
Director of Human Resources
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RESOLUTION NO. 2009/341
Director of Information Technology
LAFCO Director
Public Defender
Public Works Director
Retirement Administrator
D. Sheriff-Coroner = $500 per month, plus mileage for miles driven inside and outside
of Contra Costa County.
E.If use of a County vehicle is temporarily required as a result of an emergency such
as an accident or mechanical failure to the recipient’s personal automobile, with the
approval of the General Services Department, a County vehicle may be utilized.
The General Services Department will charge the recipient’s department for the cost
of the County vehicle usage consistent with County Policy.
22.Executive Life Insurance: In lieu of the insurance provided under Section 15,
Department Heads are covered at County expense by term life insurance in the amount
of sixty thousand dollars ($60,000) additional to the insurance provided under Section
2.12.
23.E xecutive P ro fessional Developm ent Reim bursem ent: 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 mem berships in professional organizations,
subscriptions to professional organizations, subscriptions to professional publications,
attendance fees at job-related professional development activities, and purchase of job-
related computer hardware and software, such as blackberries, I-phones, and treos
(excluding automation connectivity, support, or subscription fees) from a standardized
County-approved list or with Department Head approval, provided each employee
complies with the provisions of the Computer Use and Security Policy adopted by the
B oard of S upervisors a nd th e applicable m anuals. In order to re ceive reim bursem ent,
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 C ounty Administrator.
24.Appointed Department Heads: The Appointed Department Heads are the Agricultural
Com m issioner/Director of W eights and M easures, Chief Assistant County Adm inistrator,
County Counsel, County Librarian, County Probation Officer, County Veteran’s Services
O fficer, County W elfare D irector, Director of Anim al Services, Director of Child Support
Services, Director of Conservation and Developm ent, Director of General Services,
Director of Health Services, Director of Human Resources, Director of Information
Technology, Public Defender, Public W orks D irector, and Retirement Adm inistrator.
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RESOLUTION NO. 2009/341
25.Elected Department Heads: The Elected D epartment Heads are the Assessor,
A uditor–C ontroller, C lerk–Recorder, District Attorney–Public Adm inistrator,
Sheriff–Coroner, and Treasurer–Tax C ollector.
26.Elected Departm ent Head Benefits: Elected Department Heads will receive only the
following benefits under Parts I, II, and III, together with such benefits as may be
authorized under Part IV:
A.The benefits provided under Part I, Sections 2, 5, 6, 7, 8, 10, and 11.12.
B.The benefits provided under Part II, Sections 12, 13, and 20.
C.As compensation for not accruing paid vacation credit, in addition to the benefits of
Part II, Section 13, twelve thousand dollars ($12,000) as a deferred compensation
contribution will be added to the elected department head’s deferred compensation
account effective July 1 of each year (commencing July 1, 2007). If after July 1, but
prior to June 30 of the next succeeding year, for any reason, the elected department
head’s occupancy of office terminates and/or expires, the elected department head
is entitled to an additional deferred compensation account contribution prorated from
July 1 to include the time period the elected department head served prior to the
next June 30. Further, if, for any reason, all or part of such deferred compensation
cannot be paid into a deferred compensation account the elected department head
is entitled to an equivalent lump-sum payment. None of the County’s twelve
thousand dollar ($12,000) contribution may be used to establish eligibility and
qualification to receive the additional eighty-five dollars ($85) monthly Deferred
Compensation Incentive contribution otherwise provided by the County.
D.The benefits provided under Part III, Sections 21, 22, and 23.
IV.SPECIAL BENEFITS FOR MANAGEMENT EMPLOYEES BY DEPARTMENT OR CLASS
27.A ccou n tin g C ertificate D iffere n tial: 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
m onthly salary: (1) A valid Certified P ublic A ccountant (C P A) license issued by the S tate
of California, Department of Consumer Affairs, Board of Accountancy; (2) a Certified
Internal Auditor (C IA) certification issued by the Institute of Internal Auditors; (3) a
Certified Management Accountant (CMA) certification issued by the Institute of
Management Accountants; or (4) a Certified Government Financial Manager (CGFM)
certification issued by the Association of Government Accountants.
28.Agriculture D epartm ent D iffe re ntial: The classes of Deputy Sealer W eights/Measure
(BWHA) and Deputy Agricultural Commissioner (BAHA) will receive a differential of
three and one-half percent (3.5%) of base monthly salary for possession of either a valid
Commissioner License or a valid Sealer of Weights and Measures License.
29.Angiogram Differential: Employees in the classes of Diagnostic Imaging Manager
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(V8HB) and Assistant Diagnostic Imaging Manager (V8HC) when performing an
angiogram other than on day shift, M onday thro ugh Friday, w ill be additionally
compensated at a flat rate of five hundred dollars ($500) per procedure.
30.Anim al Services S earch W arrant: Em ployees in the m anagem ent classes of D eputy
Director of Animal Services (BJDF) and Animal Services Lieutenant (BJHB) will be
compensated for time spent in assisting law enforcement agencies in the serving of
search warrants. The amount of special compensation per incident is one hundred
dollars ($100) and it will continue to be equal to that paid to Animal Services Officers for
performing this duty. Only employees involved in actual entry team activities will be so
compensated. The department continues to retain the sole right to select and assign
personnel to such search warrant duty.
31.Animal Services Uniform Allowance: The uniform allowance for employees in the
management classifications of Animal Services Lieutenant (BJHB) and Deputy Director
of Animal Services (BJDF) is eight hundred dollars ($800) effective July 1, 2001,
payable one-twelfth (1/12) of the yearly total in monthly pay warrants. Any other
increase in the U niform Allow ance, which m ay be granted to Anim al S ervices O fficers
while this Resolution is in effect, is granted to the Animal Services Managem ent classes.
32.Attorney State Bar Dues: The County will reimburse employees in the classes listed
in Section 33 for C alifornia S tate Bar M em bership dues (but not penalty fees) and, if
annually approved in advance by the D epartm ent Head, fees for crim inal and /or civil
specialization.
33.Attorney Management Administrative Leave:
A.On January 1 of each year, full time unrepresented, managem ent, and exemptst
attorn eys in paid status in the Offices of the District Attorney, County C ounsel, P ublic
Defender, Child Support Services, and the Contra Costa County Employees’ Retirement
Association, excluding fixed-term and contract attorneys, will be credited with eighty (80)
hours of M anagement Administrative Leave. Managem ent Adm inistrative Leave must
be used during the calendar year in which it is credited and any unused hours may not
be carried forward.
B.A ttorn eys appointed between January 1 and June 30 , inclusive, are eligible for e ightystth
(80) hours of Management Administrative Leave on the first succeeding January 1 andst
annually thereafter. Attorneys appointed on or after July 1 are eligible for sixty (60)st
hours of M anagem ent Adm inistrative Leave on the first succeeding January 1 and arest
eligible for eighty (80) hours annually thereafter.
C.Permanent part time attorneys are eligible for Management Administrative Leave on a
pro rated basis, based upon their position hours, beginning on January 1 follow ing theirst
appointm ent and in the sam e proportion on each January 1 there after. P erm an ent-st
intermittent attorneys are not entitled to Management Administrative Leave. Any
attorney on a leave of absence will have his/her Managem ent Administrative Leave
hours pro rated upon his/her return.
D.Unrepresented, management, and exempt attorneys on the Overtime Exempt Exclusion
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List are authorized to receive overtime pay; therefore, their M anagement Administrative
Leave will be reduced by 25% each time the attorney is on the List. The 25% reduction
will be deducted from the employee’s current leave balance, but if there is no balance,
it will be deducted from future awarded Management Administrative Leave.
34.Attorn ey P rofessional Developm ent Reim bursem ent: The County will reimburse
employees in the below-listed Management attorney classifications up to a maximum
of seven hundred dollars ($700) each fiscal year for the following types of expenses:
A.Purchase of job-related computer hardware and software.
B.Membership dues in legal professional associations.
C.Purchase of legal publications.
D.Training and travel costs for job-related educational courses.
E.Legal on-line computer services.
Any unused accrual may be carried forward to the next fiscal year up to a maximum of eight
hundred dollars ($800).
The eligible classes are as follows:
Assistant County Counsel Senior Financial Counsel-Exempt
Assistant County Counsel-Exempt Chief Trial Deputy Public Defender
Assistant Public Defender Public Defender
Assistant Public Defender-Exempt Senior Deputy District Attorney-Exempt
Asst. Chief Deputy District Atty-Exempt Supervising Atty-Child Support Services
Chief Deputy District Atty-Exempt Attorney-Advanced Child Support Services
Chief Asst. County Counsel-Exempt Attorney-Basic Child Support Services
Chief Asst. Public Defender-Exempt Attorney-Entry Child Support Services
Civil Litigation Attorney-Deep Class Retirement General Counsel-Exempt
County Counsel
Deputy County Counsel-Deep Class
District Attorney-Public Administrator
35.Assessor Education Differential: Employees in the Management classes of Principal
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RESOLUTION NO. 2009/341
Appraiser (DADC), Supervising Appraiser (DAHC), Supervising Auditor-Appraiser
(DRNA), Assistant County Assessor (DABA) and Assistant County Assessor-Exempt
(DAB1) is entitled to a salary differential of two and one-half percent (2.5%) of base
monthly salary for possession of a certification for educational achievement from at least
one of the following:
A.American Institute of Real Estate Appraisers Residential Member designation.
B.State Board of Equalization Advanced Appraiser Certification.
C.Intern ational Association of Assessing Officers R esidential Evaluation S pecialist.
D.Society of Auditor-Appraiser Master Auditor-Appraiser designation.
E.Society of Real Estate Appraisers Senior Residential Appraiser designation.
F.Any other certification approved by the County Assessor and the Director of Human
Resources.
36.Assessor M ileage R eim bursem ent: Effective October 1, 1999, in lieu of additional
mileage reimbursement, the salaries of the Supervising Appraiser (DAHC) and
S upervising A uditor-Appraiser (D R N A) classifications a re increased by one (1 ) level.
Beginning January 1, 2000, mileage allowance for use of their personal vehicles on
County business will be paid at the rate allowed by the Internal Revenue Service.
37.C ertified Elections/Registration A dm inistrator C ertification Differe n tial: Employees
in the classification of C lerk-R ecord er (A LA1) are entitled to receive a m onthly
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-P rofessional Education Program . Verification of elig ibility is by the C ounty
Administrator or designee. Eligibility for receipt of the differential begins on the first day
of the month following the month in which the County Administrator verifies eligibility.
38.District Atto rn ey Insp ecto rs Longevity D iffere n tial: Incumbents of the classes of
District Attorney Chief of Inspectors–Exempt (6KD1), District Attorney Lieutenant of
Inspectors (6KNB), and Lieutenant of Inspectors–Welfare Fraud (6KW G) are eligible for
a differential of five percent (5%) of base monthly salary when the following conditions
are satisfied: The em ployee has (1 ) fo ur (4) years of experience as a peace officer w ith
Contra Costa County; (2) fifteen (15) years of P.O.S.T. experience; and (3) has reached
the age of thirty-five (35).
39.District A ttorn ey Insp ecto r P .O .S.T.: Incumbents of the classes of District Attorney
Lieutenant of Inspectors (6K N B), District Attorney Lieutenant of Inspectors–W elfare
Fraud (6KW G) and District Attorney Chief of Inspectors–Exempt (6KD1) who possess
the appropriate certificates beyond the m inim um P.O .S .T . qualifications re quired in their
class may qualify for one of the following career incentive allowances:
A .A career incentive allow ance of tw o and one-half percent (2 .5%) of base m onthly
salary will be paid to DA Lieutenant of Inspectors and DA Lieutenant of Inspectors-
W elfare Fra ud for the possession of an Advanced P.O .S .T . certificate . This
allow ance w ill be paid to the DA C hief of Inspectors-E xem pt for possession of a
Management and/or Executive P.O.S.T. Certificate.
B .A career incentive allow ance of five percent (5%) o f base m onthly salary will be paid
to DA Lieutenant of Inspectors and DA Lieutenant of Inspectors–Welfare Fraud for
possession of an A dvanced P.O .S .T . certificate and an approved Baccalaureate
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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 care er incentive allowance of seven and one-half percent (7 .5%) of base m onthly
salary will be paid to DA Lieutenant of Inspectors and DA Lieutenant of
Inspectors–W elfare Fraud for th e possession of an Advanced P .O .S .T . certificate
and possession of an approved Master’s Degree. This allowance will be paid to the
DA Chief of Inspectors–Exempt for possession of an approved Management and/or
Executive P.O.S.T. certificate and possession of an approved Master’s Degree. No
contining education is required in order to be entitled to any of the foregoing
allowances.
40.District Attorney Investigator - Safety Employees Retirement Tier; Contribution
Tow ard Cost of Enhanced R etirem ent B enefit :
40.10 Retirement Tier. The retirement formula of “3 percent at 50" applies to employees
in the classifications set forth in Subsection 40.12, below. The cost of living
adjustment (COLA) to the retirement allowances of these employees will not exceed
three percent (3%) per year. The final compensation of these employees will be
based on a twelve (12) month salary average. Each employee will pay nine percent
(9%) of his or her retirement base to pay part of the employer’s contribution for the
cost of these safety retirement benefits. Such payments will be made on a pre-tax
basis in accordance with applicable tax law s. “Retirem ent base” m eans base salary
and other payments, such as salary differential and flat rate pay allowances, used
to com pute re tirem ent deductions.
40.11 Employees with more than 30 years of Service. Commencing on July 1, 2007,
eligible employees in the classifications set forth in Subsection 41.12, below, and
designated by the Contra Costa County Employees’ Retirement Association as
safety members with credit for more than thirty (30) years of continuous service as
safety members, will not make payments from their retirement base to pay part of
the em ployer’s contribution toward s the cost of the safety retirem ent benefit.
40.12 Eligible Classes.
This section applies only to the following classifications:
District Attorney Chief of Inspectors-Exempt (6KD1)
District Attorney Lieutenant of Inspectors (6KNB)
Lieutenant of Inspectors-Welfare Fraud (6KWG)
41.E m p loym en t and H um an Services Divisio n M anag er D iffe re ntial: Employees in the
classification of Em ploym ent and Human S ervices Division Manager (XA D D ) are eligible
to receive a 5% salary differential for a special project assignment. The qualifying
special project must involve executive leadership, management, oversight, and
supervision of operational division managers. The employee must be assigned to the
qualifying special project by the Director of Employment and Human Services and the
Director must approve the differential. The duration of the differential may not exceed
twenty four (24) months, even if the special project assignment is longer. W hen
approved, the differential will become effective on the first day of the following month.
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RESOLUTION NO. 2009/341
No m ore than two (2) employees may receive this differential at the same time, even
though there m ay be more than two (2) special project assignments.
42.Engineer Continuing Education Allow ance: Public Works employees in the
classifications of Associate C ivil Engineer (NKVC ), Assistant County Surveyor (N SG A),
Engineering Technician Supervisor–Construction (NSHE), Engineering Technician
S upervisor–Land Surveyor (N S H D ), E ngineering Technician Supervisor–M aterials
Testing (NSHC), Deputy Public Works Director-Exempt (NAD0) Senior Civil Engineer
(NKHA), Senior Traffic Engineer (NKHB), Senior Hydrologist (N9HC) and Supervising
Civil Engineer (NKGA) are eligible to receive a one year Continuing Education
A llow ance of two and one-h alf percent (2 .5%) o f base m onthly salary if they com plete
at least (60) hours of appro ved education or training or at least three (3) sem ester u nits
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)
m onths, com m encing on the first day o f th e m onth after proof of com pletion is
received and approved by the P ublic W orks D irector or his designee. T his
allowance automatically terminates at the end of the twelve (12) month period.
43.Engineer Professional Developm ent Reim bursem ent: Employees in the
classification of Engineering Managers will be allowed reimbursement for qualifying
professional development expenses and professional engineering license fees required
by the employee’s classification up to a total of seven hundred dollars ($700) for each
tw o (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 em ployee’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 exam ination fees for registration as a professional engineer,
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RESOLUTION NO. 2009/341
architect or engineer-in-training.
G.Certain job-related instruments, job-related computer hardware and software from
a standardized County approved list or with Department Head approval, provided
each Engineer com plies w ith the provisions of the C om puter U se and S ecurity
Policy adopted by the Board of Supervisors and the applicable manuals.
Individual professional development reimbursem ent requests require the approval of the
Departm ent Head. Reim bursem ent occurs through the regular dem and pro cess w ith
demands being accom panied by proof of paym ent (copy of invoice or canceled check).
In order to receive reimbursem ent, the em ployee m ust have been in an eligible
classification when the expense was incurred.
44.E ngin eer S tructura l Registratio n D iffere n tial: Incumbents of the management
classes of Structural Engineer-Building Inspection (NES B), Senior Structural Engineer-
Building Inspection (NEVB), Supervising Structural Engineer-Building Inspection
(FADB), and Principal Structural Engineer-Building Inspection (NCHA), employed in the
County B uilding Inspection D epartm ent who possess a valid Certificate of A uthority to
use the title “Structural Engineer” issued by the California State Board of Registration
for Professional Engineers, are entitled to receive a differential of five percent (5%) of
the base monthly salary.
45.Library Department Holidays: For all m anagem ent and unrepresented em ployees in
the County Library Department, the day after Thanksgiving is deleted as a holiday and
the day before Christm as is added as a holiday.
46.Nursing Shift Coordinator, Staff Nurse-Per Diem, and Staff Advice Nurse-Per Diem
Holiday Pay: Permanent full time, permanent part-time and permanent-intermittent
employees in the classification of Nursing Shift Coordinator (VW HH), who work on a
holiday, are entitled to re ceive their choice of overtim e pay or com pensatory tim e credit
for all hours worked, up to a maximum of eight (8) hours. Employees in the
classifications of Nursing Shift Coordinator - Per Diem (VW HD), Staff Nurse - Per Diem
(VWW A), and Staff Advice Nurse - Per Diem (VW XF), who work on a holiday, will be
com pensated at one and one-half (1.5) tim es the hourly rate for all hours w orked, up to
a maximum of eight (8) hours. This provision is effective on November 1, 2006.
47.Staff Nurse-Per Diem and Staff Advice Nurse-Per Diem Overtim e Pay: Employees
in the classifications of Staff N urse-Per Diem and Staff A dvice N urse-P er D iem, who are
unrepresented and paid on an hourly basis, will be compensated at the rate of one and
one-half (1.5) tim es their base rate of pay (excluding differentials) for authorized work
performed in excess of their scheduled shift, even if that scheduled shift is ten (10) or
twelve (12) hours long.
48.Staff Nurse-Per Diem Differentials: Effective September 1, 2003, em ployees in the
classification of Staff Nurse-Per D iem , who are unre presented and paid on an hourly
basis, are eligible for the following differentials under the stated circumstances:
A.Evening Shift. A n employee who works an evening shift of four (4) hours or m ore
between the hours of 5:00 p.m. and 11:00 p.m. will be paid a shift differential of
twelve percent (12%) of the em ployee’s base rate of pay.
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RESOLUTION NO. 2009/341
B.Night Shift. An employee who works a night shift of four (4) hours or more between
the hours of 11:00 p.m. and 8:00 a.m. will be paid a shift differential of fifteen
percent (15%) of the em ployee’s base rate of pay.
C.Detention Facility Assignment. An employee who works in a County Detention
Facility (including Martinez, West County, Marsh Creek, Byron Boys Ranch, and
Juvenile Hall) will be paid a differential of ten percent (10%) of the employee’s base
rate of pay.
D.Emergency Department Differential. An employee who works in the Emergency
Department of Contra Costa Regional Medical Center will be paid a differential of
five percent (5%) of the em ployee’s base rate of pay.
E.Code Gray/STAT Team Differential. An employee who is assigned by
administration to respond to emergency Code Gray calls as a member of the STAT
Team will be paid a differential of ten percent (10%) of the employee’s base rate of
pay.
49.Staff Advice Nurse-Per Diem Shift Differentials: Effective September 1, 2003,
employees in the classification of Staff Advice Nurse-Per Diem, who are unrepresented
and paid on an hourly basis, are eligible for the following differentials under the stated
circumstances:
A.Evening Shift. An employee who works an evening shift of four (4) hours or
m ore between the hours o f 5:0 0 p.m . and 11:00 p.m . will be paid a shift
differential of twelve percent (12%) of the em ployee’s base rate of pay.
B.Night Shift. An employee w ho works a night shift of four (4) hours or m ore
between the hours of 11:00 p.m. and 8:00 a.m. will be paid a shift differential of
fifteen percent (15%) of the employee’s base rate of pay.
50.Nursing Shift Coordinator Differentials: E ffective Septem ber 1, 2003, em ployees in
the classification of N ursing S hift Coordinator are eligible for th e following differentials
under the stated circum stances:
A.Evening Shift. An employee who works an evening shift of four (4) hours or
m ore between the hours of 5:00 p.m . and 11:00 p.m . w ill be paid a shift
differential of twelve percent (12%) of the em ployee’s base rate of pay.
B.Night Shift. An employee w ho works a night shift of four (4) hours or m ore
between the hours of 11:00 p.m. and 8:00 a.m. will be paid a shift differential of
fifteen percent (15%) of the employee’s base rate of pay.
C.Code Gray/STAT Team Differential. An employee who is assigned by
administration to respond to emergency Code Gray calls as a member of the
S TAT Team will be paid a diffe rential of ten percent (10%) of the em ployee’s
base rate of pay.
51.Nurse Manager Longevity Differentials. Em ployees in the classifications listed in
subsection 51.14, below, are eligible for the following longevity differentials:
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RESOLUTION NO. 2009/341
51.10 Seven Years of Service. Employees who have completed seven (7) years of
appointed service for the County are eligible to receive a two and one-half percent
(2.5%) longevity differential effective on the first day of the month following the
month in which the employee completes seven years of service. For employees
who com pleted seven (7) years o f appointed service on or before July 1, 2006, this
longevity differential will be paid prospectively only from July 1, 2006.
51.11 Ten Years of Service. Employees who have completed ten (10) years of appointed
service for the County are eligible to receive an additional two and one-half percent
(2.5%) longevity differential effective on the first day of the month following the
month in which the employee qualifies for the ten (10) year service award, for a total
longevity differential of five percent (5%). For employees who completed ten (10)
years of appointed service on or before July 1, 2006, this longevity differential will
be paid prospectively only from July 1, 2006.
51.12 Fifteen Years of Service. Employees who have completed fifteen (15) years of
appointed service for the C ounty are eligible to re ceive a a dditional tw o and one-half
percent (2.5%) longevity differential effective on the first day of the month following
the month in which the employee qualifies for the fifteen (15) year service award, for
a total longevity differential of seven and one-half percent (7.5%). For employees
who com pleted fifteen (15) years of appointed service o n or before July 1, 2006, this
longevity differential will be paid prospectively only from July 1, 2006.
51.13 Twenty Years of Service. Employees who have completed twenty (20) years of
appointed service for the County are eligible to receive an additional two and one-
half percent (2.5%) longevity differential effective on the first day of th e m onth
following the month in which the employee completes twenty years of service, for
a total longevity differential of ten percent (10%). For employees who completed
tw enty (20) years of appointed service on or before July 1, 2006, this longevity
differential will be paid prospectively only from July 1, 2006.
51.14 E ligible C lasses.
This section applies only to the following classifications:
Chief Nursing Officer-Exempt (VW D1)
Nursing Program Manager (VWHF)
Nursing Shift Coordinator (VWHH)
Director of Ambulatory Care Nursing Services (VWDC)
Ambulatory Care Clinical Supervisor (VW HJ)
Director, Inpatient Nursing Operations (VWDF)
Chief of Detention Health Nursing Services (VWDG)
52.Environmental Analyst III, Planner III, and Environmental Planner Assignment
Differential: Incumbents in the classes of Environmental Analyst III (5RTA), Planner
III (5ATA), and Environmental Planner (5ATC) may be given a five percent (5%) or ten
percent (10%) base monthly salary differential at the discretion of the Department Head
while engaged on special project assignments with major political and/or financial
im pact. D iffere ntials becom e effective on the first of the m onth fo llow ing the m onth
appro ved, and term inate on the last day of the m onth in w hich the assignm ent is
completed, unless terminated earlier by the Department Head. All differential
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RESOLUTION NO. 2009/341
assignments will be reviewed on July 1 of each year to determine what level of
differential, if any, will continue to be paid.
53.Podiatrists / Optometrists Unrepresented Status: In a ddition to a ll general benefits
afforded Unrepresented employees in Section I of this Resolution, the classes of
Exempt Medical Staff Podiatrist (VPS2) and exempt Medical Staff Optometrist (VPS1)
are also eligible for the following benefits:
Educational Leave. Each permanent full-time employee with at least one (1) year of
service are entitled to five (5) days leave with pay each year to attend courses,
institutions, workshops or classes which meet requirements for American Medical
Association Category One Continuing Medical Education. Requests must be submitted
for approval in advance to the Medical Director and Service Chief. Permanent part-time
employees are entitled to educational leave under this section on a pro-rated basis.
Long-Term D isability Insurance: The C ounty will continue in fo rce the Long-Term
Disability Insurance program with a replacement limit of eighty-five percent (85%) of
total m onthly base earnings re duced by any deductible benefits.
Malpractice Coverage. The County will provide coverage under the Continuing Practice
Physician’s Insurance Plan.
P aid Personal Leave. Perm anent full-tim e em ployees with three (3) years of service w ill
be credited with five (5) days of non-accruable paid personal leave effective January 1
of each calendar year. Balances not used will be returned to zero (0) at the end of each
year. Perm anent part-tim e e m ployees are entitled to paid personal leave under this
section on a pro-rated basis.
54.Probation - Safety Employees Retirement Tier; Contribution Toward Cost of
Enhanced Retirem ent Benefit:
54.10 Retirement Tier. The retirement formula of “3 percent at 50" applies to employees
in the classifications set forth in Subsection 54.11, below. The cost of living
adjustment (COLA) to the retirement allowances of these employees will not exceed
three percent (3%) per year. The final compensation of these employees will be
based on a twelve (12) month salary average. Each employee will pay nine percent
(9%) of his or her retirement base to pay part of the employer’s contribution for the
cost of these safety retirement benefits. Such payments will be made on a pre-tax
basis in accordance with applicable tax law s. “Retirem ent base” m eans base salary
and other payments, such as salary differential and flat rate pay allowances, used
to com pute re tirem ent deductions.
54.11 Eligible Classes.
This section applies only to the following classifications:
Assistant Chief Public Service Officer (64BA)
Chief Deputy Probation Officer (7ADC)
County Probation Officer- Exempt (7AA1)
Institutional Supervisor II (7KGA)
Probation Manager (7AGB)
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RESOLUTION NO. 2009/341
55.Public W orks M aintenance M anagers S cheduled Day O ff: When a holiday falls on
a Friday that is a regularly scheduled day off for Public W orks field maintenance
employees and those employees take the next Monday off as their regularly scheduled
day off pursuant to their Memorandum of Understanding, em ployees in the
classifications of Public Works Maintenance Supervisor (PSHB), Public Works Assistant
Field O perations Manager (PS GA ), Public W orks R esources Manager (PS SD),
Vegetation Management Supervisor (GPHG), and Public Works Field Operations
Manager (PSFB) who supervise, oversee, or support the field maintenance employees,
must also take the next Monday off as their regularly scheduled day off, or they lose the
day off.
56.P ublic W ork s E m erg ency W ork D iffere n tial: Employees in the classifications of
Public Works Maintenance Supervisor (PSHB), Public Works Assistant Field Operations
Manager (PSGA), and Vegetation Management Supervisor (GPHG) who are required
by the Public W orks Director or h is designee to work in response to an “em ergency,” will
be compensated at the rate of one (1.00) times their base rate of pay (excluding
differentials) for authorized w ork perform ed in excess of their regularly scheduled w ork
day or work week.
57.P ublic W ork s S easonal C onstructio n D iffe rentia l: Employees in the classifications
of Public W orks M aintenance S upervisor (PS H B ), P ublic W orks Assistant Field
O perations M anager (PSG A), and Vegetation M anagem ent Supervisor (G PH G) who are
scheduled by the Public Works Director or his designee to work during the “construction
season,” will be compensated at the rate of one (1.00) times their base rate of pay
(excluding differentials) fo r all authorized w ork perform ed in excess of their regularly
scheduled work day or work week.
58.Public Works Maintenance Managers Education Allowance: Employees in the
classifications of Public Works Field Operations M anager (PSFB), Public W orks
Assistant Field Operations Manager (PSGA), Public Works Maintenance Supervisor
(PSHB), Vegetation Management Supervisor (GPHG), and Public Works Resources
Manager (PSSD) are eligible to receive a one year Continuing Education Allowance of
tw o and one half percent (2.5%) of base m onthly salary if they com plete at least sixty
(60) hours of approved education or training or at least three (3) semester units of
approved college credit or approved combination thereof, subject to the following
conditions:
A.The specific education or training must be submitted in writing by the employee
to the Public W orks 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 W orks Director or his designee as having a relationship to the technical
or managerial responsibilities of the employee’s current or potential County job
classifications.
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RESOLUTION NO. 2009/341
C.Employees who qualify for this allowance do so for a period of only twelve (12)
months, commencing on the first day of the month after proof of completion of
course w ork is receive d and approved by the P ublic W orks D irector o r his
designee. This allowance automatically terminates at the end of the twelve (12)
month period.
59.Real Pro perty Agent A dvanced C ertificate Differential: Employees in the
managem ent classes of Assessor (DAA1), Assistant County Assessor (DAB1), Lease
M anager (D YD B), Principal R eal Property A gent (D YDA ) and Supervising R eal Pro perty
Agent (DYNA) are entitled to receive a monthly differential in the amount of five percent
(5%) of base monthly salary for possession of a valid Senior Member Certificate issued
by the International Executive Committee of the International Right of Way Association.
V erification of eligibility w ill be by the D epartm ent H ead or his/her designee. Eligibility
for receipt of the differential begins on the first day of the m onth follow ing the m onth 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
M em ber designation and continue to receive the differen tia l. In order to re certify, a
Senior Mem ber must accumulate seventy-five (75) hours of approved education which
may include successfully completing courses, attending educational seminars or
teaching approved courses.
60.S heriff Sw orn M anagem en t P .O .S.T.: Incumbents of the classes of Sheriff-Coroner
(6XA1), Undersheriff–Exempt (6XB4) and Commander–Exempt (6XD1) who possess
the appropriate certificates beyond the minimum P.O .S.T. qualifications required in their
class may qualify for one of the following career incentive allowances:
A.A career incentive allowance of two and one-half percent (2.5%) monthly base
pay will be aw arded for the possession of a M anagement and/or Executive
P.O.S.T. Certificate and possession of an approved Baccalaureate Degree.
B.A career allowance of five percent (5%) monthly base pay will be awarded for
the possession of a Management and/or Executive P.O.S.T. Certificate and
possession of an approved Master’s Degree.
61.Sheriff Continuing Education Allow ance: Sheriff’s Department employees in the
classes of Sheriff’s Fiscal Officer (64SJ), Sheriff’s Chief of Management Services
(APDC), Administrative Services Assistant III (APTA), Sheriff’s Director of Property and
Evidence (64FG), Detention Services Supervisor (64HA), Inmate Industries Engraving
Program Supervisor (64HG), Inmate Industries Supervisor (64HF), Manager-Central
Identification Services (64DB), Records Manager (64HE), Sheriff’s CAD/RMS Systems
Manager (PEDG),Sheriff’s Communications Center Director (64NC), Sheriff’s Director
of F ood S ervices (6 4FF), S heriff’s D irector of Support S ervic es (6 AFE ), Sheriff’s
Telecom m unication Technology Manager (PE D D ), and Forensics Manager (6C GA ) 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) sem ester units of college credit or a
combination thereof, approved by the department, subject to all of the following
conditions:
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RESOLUTION NO. 2009/341
A.An application must be submitted in advance, to the Sheriff’s Department prior
to the fiscal year in w hich the education or training w ill occur.
B.The education or training must be directly related to the technical or
Management duties of the employee’s job.
C.The course m ust be reviewed and approved in advance by the S heriff’s
Department Standards and Resources Bureau.
D.The employee must show evidence of completion with a passing grade.
62.S heriff Em erg en cy S erv ices S tandby D iffe re ntial: Employees in the classes of
Emergency Planning Specialist–Exempt (9GS1), Emergency Planning Coordinator
(9GSA), Senior Emergency Planning Coordinator (9GW B) and County Emergency
Services Manager (9GGA) who perform standby duty of the Office of Emergency
Services at least one (1) week per month, are entitled to receive a differential in the
amount of two and one-half percent (2.5%) of base monthly salary.
63.S heriff L aw E nforcem ent L o n g evity D iffe re ntial: Incumbents in the classifications
of Sheriff-Coroner (6XA1), Undersheriff (6XB4), and Commander (6XD1) are eligible for
a differential of five percent (5%) of base monthly salary upon completion of fifteen (15)
years of County service as a full-time, perm anent, sw orn law enforcement officer.
64.Sheriff Uniform Allowance: The Sheriff-Coroner (6XA1) and non-sworn management
employees in the Sheriff-Coroner’s Department will be paid a uniform allowance in the
amount of eight hundred seventy-two dollars ($872) per year effective July 1, 2007,
payable one-twelfth (1/12) of the yearly total in monthly pay warrants. The management
em ployees eligible for this uniform allowance are: Sheriff’s Fiscal Officer (64SJ),
Sheriff’s Chief of Management Services (APDC), Supervising Sheriff’s Dispatcher
(64H D ), and Sheriff’s Com m unications Center Director (64N C ).
65.Sheriff - Detention Division Meals: Em ployees assigned to the Detention D ivision w ill
have fifteen dollars ($15.00) per month deducted from their pay checks in exchange for
meals provided by the Department. The employee may choose not to eat facility food.
In that case, no fees will be deducted.
66.Sheriff - Retirement Tiers; Contribution Toward Cost of Enhanced Retirement
Benefit:
66.10.S afety Tier A . T he re tirem ent fo rm ula o f “3 percent at 50" a pplies to em ployees in
the classifications set forth in Subsection 67.15, below, who are employed by the
County as of December 31, 2006. The cost of living adjustment (COLA) to the
retirement allowances of these employees will not exceed three percent (3%) per
year. The final compensation of these employees will be based on a twelve (12)
month salary average. Beginning on October 1, 2006 and continuing through the
remainder of the term of the 2005-2008 Memorandum of Understanding between
the Deputy Sheriff’s Association and the County and any extensions thereof, each
employee will pay three percent (3%) of his or her retirement base to pay part of the
employer’s contribution towards the cost of Safety Tier A. Such payments will be
made on a pre-tax basis in accordance with applicable tax laws. “Retirement base”
means base salary and other payments, such as salary differentials and flat rate pay
4 1
RESOLUTION NO. 2009/341
allowances, used to com pute retirement deductions.
66.11 S afety Tier C . The re tirem ent form ula of “3 percent at 50" applies to em ployees in
the classifications set forth in S ubsection 67.15, below , who are hired b y the County
after December 31, 2006. The cost of living adjustment (COLA) to the retirement
allowances of these employees will not exceed two percent (2%) per year. The final
compensation of these employees will be based on their highest thirty-six (36)
month salary average. Beginning on January 1, 2007 and continuing through the
remainder of the term of the 2005-2008 Memorandum of Understanding between
the Deputy Sheriff’s Association and the County and any extensions thereof, each
employee will pay two and one-tenths percent (2.1%) of his or her retirement base
to pay part of the employer’s contribution towards the cost of Safety Tier C. Such
payments will be m ade on a pre-tax basis in accordance with applicable tax laws.
All other safety tiers are closed to employees hired by the County after December
31, 2006. “Retirement base” means base salary and other payments, such as
salary differentials and flat rate pay allowances, used to compute retirement
deductions.
66.12 Rehires. Should an employee in any of the classifications set forth in Subsection
66.15, below, leave County service and thereafter be rehired, that employee will be
placed in the retirem ent tier for w hich he or she is then eligible in accordance w ith
the County Em ployees Retirem ent Law as determ ined by the C ontra C osta C ounty
Employees’ Retirement Association.
66.13 Employees with more than 30 years of Service. Commencing January 1, 2007,
employees in the classifications set forth in Subsection 67.15, below, and
designated by the Contra Costa County Employees’ Retirement Association as
safety members with credit for more than thirty (30) years of continuous service as
safety members, will not make payments from their retirement base to pay part of
the em ployer’s contribution toward s the cost of the safety retirem ent benefit.
66.14 Retirement Tier Elections. If members of the Deputy Sheriffs’ Association have the
opportunity to elect different retirement tiers, employees in the classifications set
forth in Subsection 66.15, below, and employed by the County as of December 31,
2006, will be offered the same opportunity to elect new safety retirement tiers at the
sam e time and on th e sam e term s and conditions that are applicable to m em bers
of the Deputy Sheriffs’ Association.
66.15 Eligible Classes.
This section applies only to the following classifications:
Sheriff-Coroner
Under Sheriff- Exempt
A ssistant Sheriff
Chief Deputy Sheriff-Exempt
Commander
4 2
RESOLUTION NO. 2009/341
67.Tre asu re r-Tax C ollecto r Pro fessio n al D evelopm ent D iffere n tial: Incumbents of the
follow ing listed classifications in th e T reasurer-T ax C ollector’s D epartm ent 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 fo r any such differential must be in
writing by the Treasurer-Tax Collector or his/her designee. Under this program, no
employee may receive more than a single five percent (5%) differential at one time
regardless of the number of certificates held.
Eligible classes are:Treasurer-Tax Collector (S5A1)
Treasurer’s Investment Officer-Exempt (S5S3)
Assistant County Treasurer-Exempt (S5B4)
Assistant County Tax Collector (S5DF)
Chief Deputy Treasurer Tax Collector-Exempt (S5B2)
Treasurer’s Accounting Officer (S5SG)
Treasurer’s Investment Operations Analyst (S5SD)
Tax Operations Supervisor (S5HC)
Q ualifying C ertificates:C ertified Cash M anager (C .C .M .)
C ertified Financial Planner (C .F.P .)
C ertified G overnm ent Planner (C .G .F.P.)
C ertified Treasury M anager (C .T.M .)
C hartered Financial Analyst (C .F .A .)
I hereby certify that this is a true and correct copy of an action taken and
entered on the minutes of the Board of Supervisors on the date shown.
ATT E STE D :
DAVID TWA, Clerk of the Board of Supervisors and
County Administrator
By , Deputy
Exhibit A
Management, Exempt and Unrepresented
Job Code Job Title
APT1 ADMINISRATIVE SVCS ASST III-PR
AP7A ADMINISTRATIVE AIDE-DEEP CLASS
AP73 ADMINISTRATIVE AIDE-PROJECT
APW1 ADMINISTRATIVE ANALYST-PROJECT
AP9A ADMINISTRATIVE INTERN-DEEP CLS
APDB ADMINISTRATIVE SVCS OFFICER
AJDB AFFIRMATIVE ACTION OFFICER
XQD2 AGING/ADULT SVCS DIRECTOR-EX
VHD1 ALCOHOL/OTHER DRUG SVCS DIR-EX
JJNG ASSESSOR'S CLERICAL STAFF MNGR
VCS1 ASSIST TO HLTH SVC DIR - EX
9MD3 ASSISTANT DIRECTOR-PROJECT
64BA ASST CHIEF PUBLIC SVC OFFICER
ADB4 ASST COUNTY ADMINISTRATOR
DABA ASST COUNTY ASSESSOR
DAB1 ASST COUNTY ASSESSOR-EXE
SAB1 ASST COUNTY AUDITOR CONTROLLE
2ED1 ASST COUNTY COUNSEL-EXEMPT
3ABA ASST COUNTY LIBRARIAN
3AB1 ASST COUNTY LIBRARIAN-EXEMPT
ALB3 ASST COUNTY RECORDER-EXEMPT
ALB1 ASST COUNTY REGISTRAR-EXEMPT
S5DF ASST COUNTY TAX COLLECTOR
S5B4 ASST COUNTY TREASURER-EXEMPT
VCB1 ASST DIR OF HEALTH SVCS
AGB1 ASST DIR OF HUMAN RESOURCES-EX
2KD3 ASST DISTRICT ATTORNEY-EXEMPT
RPBA ASST FIRE CHIEF GROUP I
RPB1 ASST FIRE CHIEF-EXEMPT
25D2 ASST PUBLIC DEFENDER-EXEMPT
AJDP ASST RISK MANAGER
6XB2 ASST SHERIFF
6XB1 ASST SHERIFF-CHF EXE ASST
ADBA ASST TO THE COUNTY ADMIN
29TA ATTORNEY ADVANCE-CHLD SPPT SVC
29VA ATTORNEY BASIC-CHILD SPPT SVCS
29WA ATTORNEY ENTRY-CHILD SPPT SVCS
8FH2 BATTALION CHIEF-ECCFPD
8FH3 BATTALION CHIEF-ECCFPD-40 HOUR
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
RESOLUTION NO. 2009/341 Page 1 of 6
Exhibit A
Management, Exempt and Unrepresented
Job Code Job Title
NEG1 CAPITAL PROJECTS DIV MGR-EX
VPD4 CCHP MEDICAL DIRECTOR-EXEMPT
ADD3 CCTV PRODUCTION SPECIALIST-PRJ
SAGC CHIEF ACCOUNTANT
ADB1 CHIEF ASST COUNTY ADMIN
2ED2 CHIEF ASST COUNTY COUNSEL
SMBA CHIEF ASST DIRECTOR/DCSS
2KD2 CHIEF ASST DISTRICT ATTORNEY-E
25D1 CHIEF ASST PUBLIC DEFENDER
SFDB CHIEF AUDITOR
JJDA CHIEF CLERK-BOARD OF SUPV
BAB1 CHIEF DEP AGRIC COMM/SEAL-EX
7ADC CHIEF DEP PROBATION OFFICER
6XB3 CHIEF DEP SHERIFF-EXEMPT
S5B2 CHIEF DEP TREASURE/TAX COLL-EX
NAB1 CHIEF DEPUTY PW DIRECTOR-EX
VCB3 CHIEF EXECUTIVE OFFICER-CCHP-E
6EH1 CHIEF INVESTIGATOR PD-EXEMPT
S5BC CHIEF INVESTMENT OFFICER
VWD1 CHIEF NURSING OFFICER-EXEMPT
AGD3 CHIEF OF LABOR RELATIONS - EX
ADS2 CHIEF PUBLIC COMMUN OFFICER-EX
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
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
ADB6 COUNTY FINANCE DIRECTOR-EX
VCB2 COUNTY HOSP EXEC DIR-EXEMPT
NAF1 COUNTY SURVEYOR-EXEMPT
CJH3 CS MENTAL HLTH CLIN SUPV-PROJ
APDD DA CHIEF OF ADMINISTRATIVE SVC
6KD1 DA CHIEF OF INSPECTORS-EXEMPT
6KNB DA LIEUTENANT OF INSPECTORS
RESOLUTION NO. 2009/341 Page 2 of 6
Exhibit A
Management, Exempt and Unrepresented
Job Code Job Title
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
ADSH DEPTL COMM & MEDIA REL COORD
LTD2 DEPUTY CIO-GIS-EXEMPT
JJHD DEPUTY CLERK-BOARD OF SUPV
ADDG DEPUTY CO ADMINISTRATOR
2ETK DEPUTY CO COUNSEL-ADVANCED
2ETH DEPUTY CO COUNSEL-BASIC
2ETJ DEPUTY CO COUNSEL-STANDARD
3AFE DEPUTY CO LIBRARIAN-PUB SVCS
3AFG DEPUTY CO LIBRARIAN-SUPT SVCS
LWS1 DEPUTY DIR CHF INFO SEC OFC-EX
5AB2 DEPUTY DIR COM DEV/CURR-EX
5AH2 DEPUTY DIR COM DEV/TRANS-EX
BJDF DEPUTY DIR OF ANIMAL SERVICES
LTD1 DEPUTY DIR/INFO TECHNOLOGY-EXE
2KWF DEPUTY DISTRICT ATTORNEY-FT-FL
VCD2 DEPUTY EXECUTIVE DIR/CCHP-EX
NAD8 DEPUTY GENERAL SVCS DIRECTOR/E
NAD0 DEPUTY PUBLIC WORKS DIRECTOR-E
97B1 DEPUTY RETIREMENT CEO -EX
6XW3 DEPUTY SHERIFF RESERVE-EXEMPT
6XWC DEPUTY SHERIFF-PER DIEM
6XW1 DEPUTY SPEC IN CO SVC AREA P-1
VRG1 DIR MKTG/MEM SVCS & PR-CCHP-EX
ADD5 DIR OFFICE CHILD SVCS - EX
9BD1 DIRECTOR OF AIRPORTS
VLD1 DIRECTOR OF ENV HEALTH SVCS-EX
VLD2 DIRECTOR OF HAZ MAT PROGRAM-EX
VPS4 DIRECTOR OF MED STAFF AFFAIRS
5AB1 DIRECTOR OF REDEVEL-EXEMPT
SMD1 DIRECTOR OF REVENUE COLLECTION
ADSB DIRECTOR OFFICE OF COMM/MEDIA
XASJ EHS CHIEF FINANCIAL OFFICER
XAD6 EHS DIRECTOR OF ADMIN-EXEMPT
XAD1 EHS DIVISION MANAGER-PROJECT
AV71 EHS WORKER TRAINEE-PROJECT
X761 EHS WORKFORCE DEV YOUTH TRN-PJ
X762 EHS WORKFORCE DEV YOUTH WKR-PJ
9GS1 EMERGENCY PLANNING SPEC-EXEMPT
AGD2 EMPLOYEE BENEFITS MANAGER
RESOLUTION NO. 2009/341 Page 3 of 6
Exhibit A
Management, Exempt and Unrepresented
Job Code Job Title
AGSC EMPLOYEE BENEFITS SPECIALIST
AJHA EMPLOYEE BENEFITS SUPERVISOR
J3H2 EXEC ASST TO THE CO ADMINIS-EX
J3HA EXEC ASST TO THE CO ADMINISTR
J3T6 EXEC SECRETARY/ MERIT BOARD
J3T5 EXEC SECRETARY-EXEMPT
J3TJ EXECUTIVE SECRETARY-DCSS
VPS1 EXEMPT MED STF OPTOMETRIST
VPS2 EXEMPT MED STF PODIATRIST
8FA2 FIRE CHIEF-EAST CCFPD
APDE FIRE DISTRICT CHIEF/ADMIN SVCS
RJGA FIRE MARSHAL
RWHA FIRE TRAINING CHIEF
8FH1 FIRE TRAINING SUPV-EAST CCFPD
8FB4 FIRST ASST FIRE CHF 40-ECCFPD
8FB1 FIRST ASST FIRE CHF 56-ECCFPD
6CW1 FORENSIC ANALYST-PROJECT
6CGA FORENSIC MANAGER
VASH HEALTH EQUITY PROGRAM MANAGER
VCS3 HEALTH PLAN SERVICES ASST-EX
VCN2 HEALTH SVCS PERSNL OFFICER-EX
VCD1 HEALTH SVCS SYSTEMS DIRECTOR-E
VQHA HLTH/HUMAN SVC RES & EVAL MGR
AGSE HR DATA ADMINISTRATOR
AGVF HUMAN RESOURCES CONSULTANT
AGDF HUMAN RESOURCES PROJECT MNGR
AG7B HUMAN RESOURCES TECHNICIAN
VLSB INTEGRATED PEST MGMT COORD
VTWB INTERIM PERMIT NURSE
AGVD LABOR RELATIONS ANALYST II
AG7C LABOR RELATIONS ASSISTANT
AGSF LABOR RELATIONS SPECIALIST I
AGSG LABOR RELATIONS SPECIALIST II
5ASF LAND INFORMATION BUS OPS MNGR
2YWB LAW CLERK I
2YVA LAW CLERK II
2YTA LAW CLERK III
64WB LAW ENFORCE TRNG INSTR-PER DM
AJTA LEAD EXAMINATION PROCTOR
3KW4 LIBRARY AIDE-EXEMPT
3KWA LIBRARY STUDENT ASSISTANT
3KW2 LIBRARY STUDENT ASSISTANT-EX
6KWG LIEUTENANT OF INSP-WELF FRAUD
ADVB MANAGEMENT ANALYST
RESOLUTION NO. 2009/341 Page 4 of 6
Exhibit A
Management, Exempt and Unrepresented
Job Code Job Title
ADD4 MANAGER CAP FAC/DEBT MGMT-EX
VCA2 MEDICAL DIRECTOR
VPD1 MH MEDICAL DIRECTOR-EX
V07A MICROBIOLOGIST TRAINEE
VWHD NURSING SHIFT COORD - PER DIEM
XAGB ORG & STAFF DEVELOP MANAGER
SAHM PAYROLL SYSTEMS ADMINISTRATOR
ARVA PERSONNEL SERVICES ASST II
ARTA PERSONNEL SERVICES ASST III
AGDE PERSONNEL SERVICES SUPERVISOR
ADS5 PRIN MANAGEMENT ANALYST - PROJ
AGH1 PRINCIPAL L/R NEGOTIATOR - EX
ADHB PRINCIPAL MANAGEMENT ANALYST
7AGB PROBATION MANAGER
V0HA PUBLIC HEALTH LAB MANAGER
ADS1 PUBLIC INFORMATION OFFICER
DYD1 REAL ESTATE MANAGER-EXEMPT
9T95 RECREATION INSTRUCTOR-LVL 422
5AH4 REDEVELOPMENT PROJ MANAGER-PRJ
VPD5 RESIDENCY DIRECTOR-EXEMPT
97DA RETIREMENT ACCOUNTING MANAGER
97HA RETIREMENT ADMINISTRATION MNGR
97GA RETIREMENT BENEFITS MANAGER
97HB RETIREMENT BENEFITS PRG COORD
97B2 RETIREMENT CHF INVEST OFCR-EX
97SA RETIREMENT COMMUNICATIONS CORD
97B3 RETIREMENT GENERAL COUNSEL-EX
97SC RETIREMENT INFO TECH COORD II
97TF RETIREMENT INVESTMENT ANALYST
AJD1 RISK MANAGER
AVS4 SBDC BUSINESS CONSULTANT-PRJ
AVD3 SBDC DIRECTOR-PROJECT
CCG1 SCHOOL READINESS PROG COOR-PRJ
8FB3 SECOND ASST FIRE CHF40 ECCFPD
8FB2 SECOND ASST FIRE CHF-ECCFPD
J3S2 SECRETARY TO UNDERSHERIFF
NSGA SENIOR LAND SURVEYOR
ADTD SENIOR MANAGEMENT ANALYST
APDC SHERIFF'S CHF OF MGNT SVCS
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
RESOLUTION NO. 2009/341 Page 5 of 6
Exhibit A
Management, Exempt and Unrepresented
Job Code Job Title
AGTF SR HUMAN RESOURCES CONSULTANT
VWXF STAFF ADVICE NURSE-PER DIEM
VWWA STAFF NURSE-PER DIEM
NK7A STUDENT AIDE-CIVIL ENGINEER
999E STUDENT WORKER-DEEP CLASS
29HA SUPERVISING ATTORNEY-DCSS
RJHC SUPERVISING FIRE INSPECTOR
S5S3 TREASURER'S INVEST OFFICER-EX
6XB4 UNDERSHERIFF-EXEMPT
9KN3 WEATHERIZATION/HM REPAIR SUPV
XAD4 WORKFORCE INV BD EXC DIR-EX
XAD3 WORKFORCE SVCS DIRECTOR-EXEMPT
RESOLUTION NO. 2009/341 Page 6 of 6
Exhibit B
Unrepresented
Job Code Job Title
ADD3 CCTV PRODUCTION SPECIALIST-PRJ
2KWF DEPUTY DISTRICT ATTORNEY-FT-FL
6XW3 DEPUTY SHERIFF RESERVE-EXEMPT
6XWC DEPUTY SHERIFF-PER DIEM
6XW1 DEPUTY SPEC IN CO SVC AREA P-1
AV71 EHS WORKER TRAINEE-PROJECT
X761 EHS WORKFORCE DEV YOUTH TRN-PJ
X762 EHS WORKFORCE DEV YOUTH WKR-PJ
VPS1 EXEMPT MED STF OPTOMETRIST
VPS2 EXEMPT MED STF PODIATRIST
6CW1 FORENSIC ANALYST-PROJECT
VTWB INTERIM PERMIT NURSE
2YWB LAW CLERK I
2YVA LAW CLERK II
2YTA LAW CLERK III
64WB LAW ENFORCE TRNG INSTR-PER DM
AJTA LEAD EXAMINATION PROCTOR
3KW4 LIBRARY AIDE-EXEMPT
3KWA LIBRARY STUDENT ASSISTANT
3KW2 LIBRARY STUDENT ASSISTANT-EX
V07A MICROBIOLOGIST TRAINEE
VWHD NURSING SHIFT COORD - PER DIEM
9T95 RECREATION INSTRUCTOR-LVL 422
VWXF STAFF ADVICE NURSE-PER DIEM
VWWA STAFF NURSE-PER DIEM
NK7A STUDENT AIDE-CIVIL ENGINEER
999E STUDENT WORKER-DEEP CLASS
RESOLUTION NO. 2009/341
Exhibit C
Elected and Appointed Department Heads
Job Code Job Title
BAA1 AGRICULTURAL COM-DIR WTS/MEAS
DAA1 ASSESSOR
AGA2 ASST COUNTY ADM-DIR HUMAN RESC
SAA1 AUDITOR-CONTROLLER
ADA1 BD OF SUPVR MEMBER
LTA1 CHIEF INFO OFF/DIR OF INFO TEC
ALA1 CLERK RECORDER
ADA2 COUNTY ADMINISTRATOR
2EA1 COUNTY COUNSEL
3AAA COUNTY LIBRARIAN
7AA1 COUNTY PROBATION OFFICER-EX
96A1 COUNTY VETERANS' SVCS OFFICER
XAA2 COUNTY WELFARE DIRECTOR-EXEMPT
2KA1 DA PUBLIC ADMININSTATOR
4AA1 DIR OF CONSERVATION & DEVLP-EX
BJA1 DIRECTOR OF ANIMAL SERVICES
SMA1 DIRECTOR OF CHILD SUPPORT SVCS
5AA1 DIRECTOR OF COMMUNITY DEVLPMNT
NAA2 DIRECTOR OF GENERAL SERVICES-E
VCA1 DIRECTOR OF HEALTH SERVICES
RPA1 FIRE CHIEF-CONTRA COSTA
25A1 PUBLIC DEFENDER
NAA1 PW DIRECTOR
97A1 RETIREMENT CHIEF EXEC OFCR-EX
6XA1 SHERIFF-CORONER
S5A1 TREASURER-TAX COLLECTOR
RESOLUTION NO. 2009/341