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HomeMy WebLinkAboutMINUTES - 08102010 - SD.5RECOMMENDATION(S): CONSIDER adopting Resolution No. 2010/403 regarding compensation and benefits for County Elected and Appointed Department Heads, Management, Exempt, and Unrepresented employees to reflect changes, as recommended by the Human Resources Director. FISCAL IMPACT: Unknown BACKGROUND: The following revisions are recommended in the Management Benefits Resolution: 1. Section 60 has been revised to add a new subsection B that grants career incentive allowances to the new classification of Chief of Police-Contract Agency-Exempt. 2. Section 63 has been amended to add the new classification of Chief of Police-Contract Agency-Exempt. 3. Section 64 has been amended to add the classifications of Undersheriff and Commander, and the new classification of Chief of Police-Contract Agency-Exempt. 4. Section 66.15 has been amended to add the new classification of Chief of Police-Contract APPROVE OTHER RECOMMENDATION OF CNTY ADMINISTRATOR RECOMMENDATION OF BOARD COMMITTEE Action of Board On: 08/10/2010 APPROVED AS RECOMMENDED OTHER Clerks Notes:CONTINUED to September 14, 2010 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: Cheri Branson, 925-335-1766 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: August 10, 2010 David J. Twa, County Administrator and Clerk of the Board of Supervisors By: June McHuen, Deputy cc: HR Director, HR Exec.Secretary, County Counsel, CAO Fiscal Office, Auditors Office SD. 5 To:Board of Supervisors From:Ted Cwiek, Human Resources Director Date:August 10, 2010 Contra Costa County Subject:Revised Management Benefits Resolution No. 2010/403 Agency-Exempt. CONSEQUENCE OF NEGATIVE ACTION: CHILDREN'S IMPACT STATEMENT: CLERK'S ADDENDUM CONTINUED to September 14, 2010. ATTACHMENTS Resolution No. 2010/403 Mgmt Resolution 7.10 Appendix THE BOARD OF SUPERVISORS OF CONTRA COSTA COUNTY, CALIFORNIA and for Special Districts, Agencies and Authorities Governed by the Board Adopted this Resolution on 08/10/2010 by the following vote: AYES: NOES: ABSENT: ABSTAIN: RECUSE: Resolution No. 2010/403 In the Matter of: Compensation and Benefits Authorized for County Elected and Appointed Department Heads, Management, Exempt, and Unrepresented Employees for the period of 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 County 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. 2009/341. Unless expressly provided otherwise, this Resolution is subject to the provisions of resolutions providing general and pay equity salary adjustments, Administrative Bulletins, the 1937 County Employees Retirement Act, the County Salary Regulations, and the County Personnel Management Regulations. This Resolution does not authorize compensation and benefits for any employees of the Contra Costa Superior Court or for any management employee who is represented by an employee organization with a Memorandum of Understanding. Management and Unrepresented employees include employees in Classified, Project, and Exempt classifications. 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. 1. BENEFITS FOR MANAGEMENT AND EXEMPT EMPLOYEES are provided for those classes listed in Exhibit A, except for the classes listed in Exhibit B. 2. BENEFITS FOR ELECTED AND APPOINTED DEPARTMENT HEADS are provided for those classes listed in Exhibit C. 3. SPECIAL BENEFITS FOR MANAGEMENT EMPLOYEES BY DEPARTMENT OR CLASS are provided as indicated in each section. 4. CHIEF ASSISTANT CLASSES for purposes of Section 23 are listed in Exhibit D.5. CALPERS HEALTH PLAN CLASSES for purposes of Section 2 are listed in Exhibit E.6. Contact: 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: August 10, 2010 , County Administrator and Clerk of the Board of Supervisors By: , Deputy cc: HR Director, HR Exec.Secretary, County Counsel, CAO Fiscal Office, Auditors Office i RESOLUTION NO. 2010/ TABLE OF CONTENTS Resolution No. 2010/ I. Benefits for Management, Exempt, and Unrepresented Employees 1.Leaves With and Without Pay 1.10 Holidays (list of holidays observed by the County) 1.11 Definitions 1.12 Holidays 1.13 Holidays - Flexible and Alternate Work Schedules 1.14 Holidays - Part-Time Employees 1.15 No Overtime Pay, Holiday Pay, or Comp Time 1.16 Personal Holiday Credit 1.17 Vacation 1.18 Sick Leave 1.19 Part-Time Employees 1.20 Family Care Leave 1.21 Leave Without Pay-Use of Accruals 2.Health, Dental, and Related Benefits 2.10 Application 2.A.Employees in Classifications Who Receive Health Care Coverage from County Plans 2.11 Health Plan Coverages 2.12 County Health and Dental Plan Contribution Rates 2.13 Retirement Coverage 2.14 Layoff and Other Loss of Coverage 2.15 Health Plan Coverage and Provisions 2.16 Family Member Eligibility Criteria 2.B.Employees in Classifications Who Receive Health Care Coverage from CalPERS 2.17 CalPERS Controls 2.18 Contra Costa Health Plan (CCHP) 2.19 CalPERS Health Plan Monthly Premium Subsidy 2.20 CalPERS Retirement Coverage 2.21 CalPERS Premium Payments ii RESOLUTION NO. 2010/ 2.22 Dental Plan - CalPERS Participants 2.C.All Employees 2.23 Dual Coverage 2.24 Life Insurance Benefit Under Health and Dental Plans 2.25 Supplemental Life Insurance 2.26 Catastrophic Leave Bank 2.27 Health Care Spending Account 2.28 PERS Long-Term Care 2.29 Dependent Care Assistance Program 2.30 Premium Conversion Plan 2.31 Prevailing Section 3.Personal Protective Equipment 3.10 Safety Shoes 3.11 Safety Eyeglasses 4.Mileage Reimbursement 5.Retirement Contribution 6.414H2 Participation 7.Training 7.10 Career Development Training Reimbursement 7.11 Management Development Policy 8.Bilingual Pay Differential 9.Higher Pay for Work in a Higher Classification 10. Workers’ Compensation and Continuing Pay 10.10 Waiting Period 10.11 Continuing Pay 10.12 Physician Visits 10.13 Labor Code §4850 Exclusion 11.Other Terms and Conditions of Employment 11.10 Overtime Exempt Exclusion 11.11 Overtime iii RESOLUTION NO. 2010/ 11.12 Length of Service Credits 11.13 Mirror Classifications 11.14 Deep Classes 11.15 Administrative Provisions II. Benefits for Management and Exempt Employees 12.Management Longevity Pay 12.10 Ten Years of Service 12.11 Fifteen Years of Service 13.Deferred Compensation 14.Annual Management Administrative Leave 15.Management Life Insurance 16.Vacation Buy Back 17.Professional Development Reimbursement 18.Sick Leave Incentive Plan 19.Video Display terminal (VDT) Users Eye Examination 20.Long-Term Disability Insurance III. Benefits for Elected and Appointed Department Heads 21. Executive Automobile Allowance 22. Executive Life Insurance 23. Executive Professional Development Reimbursement 24. Appointed Department Heads 25. Elected Department Heads 26. Elected Department Head Benefits iv RESOLUTION NO. 2010/ IV. Special Benefits for Management Employees by Department or Class 27.Accounting Certificate Differential 28.Agriculture Department Differential 29.Angiogram Differential 30.Animal Services Search Warrant 31.Animal Services Uniform Allowance 32.Attorney State Bar Dues 33.Attorney Management Administrative Leave 34.Attorney Professional Development Reimbursement 35.Assessor Education Differential 36.Assessor Mileage Reimbursement 37.Certified Elections/Registration Administrator Certification Differential 38.District Attorney Inspectors Longevity Pay 39.District Attorney Inspector P.O.S.T. 40.District Attorney Investigator - Safety Employees Retirement Tier; Contribution Toward Cost of Enhanced Retirement Benefit 40.10 Retirement Tier 40.11 Employees With More Than 30 Years of Service 40.12 Eligible Employees 41.Employment and Human Services Division Manager Differential 42.Engineer Continuing Education Allowance 43.Engineer Professional Development Reimbursement 44.Engineer Structural Registration Differential v RESOLUTION NO. 2010/ 45.Library Department Holidays 46.Nursing Shift Coordinator, Staff Nurse-Per Diem, and Staff Advice Nurse-Per Diem Holiday Pay 47.Staff Nurse-Per Diem and Staff Advice Nurse-Per Diem Overtime Pay 48.Staff Nurse-Per Diem Differentials 49.Staff Advice Nurse-Per diem Shift Differentials 50.Nursing Shift Coordinator Differentials 51.Nurse Manager Longevity Differentials 51.10 Seven Years of Service 51.11 Ten Years of Service 51.12 Fifteen Years of Service 51.13 Twenty Years of Service 51.14 Eligible Classes 52.Environmental Analyst III / Environmental Planner Assignment Differential 53.Podiatrists / Optometrists Unrepresented Status 54.Probation - Safety Employees Retirement Tier; Contribution Toward cost of Enhanced Retirement Benefit 54.10 Retirement Tier 54.11 Eligible Employees 55.Public Works Maintenance Managers Scheduled Day Off 56.Public Works Emergency Work Differential 57.Public Works Seasonal Construction Differential 58.Public Works Maintenance Managers Education Allowance 59.Real Property Agent Advanced Certificate Differential 60.Sheriff Sworn Management P.O.S.T. vi RESOLUTION NO. 2010/ 61.Sheriff Continuing Education Allowance 62.Sheriff Emergency Services Standby Differential 63.Sheriff Law Enforcement Longevity Differential 64.Sheriff Uniform Allowance 65.Sheriff - Detention Division Meals 66.Sheriff - Retirement Tiers; Contribution Toward Cost of Enhanced Retirement Benefit 66.10 Safety Tier A 66.11 Safety Tier C 66.12 Rehires 66.13 Employees with More than 30 Years of Service 66.14 Retirement Tier Elections 66.15 Eligible Employees 67.Treasurer-Tax Collector Professional Development Differential 1 RESOLUTION NO. 2010/ 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. 2 RESOLUTION NO. 2010/ Workweek for Employees on a 9/80 Schedule: The 9/80 workweek begins on the same day of the week as the employee’s eight (8) hour work day and regularly scheduled 9/80 day off. The start time of the workweek is four (4) hours and one (1) minute after the start time of the eight (8) hour work day. The end time of the workweek is four (4) hours after the start time of the eight (8) hour work day. The result is a workweek that is a fixed and regularly recurring period of seven (7) consecutive twenty four (24) hour periods (168 hours). 1.12 Holidays: Employees are entitled to observe a holiday (day off work), without a reduction in pay, whenever a holiday is observed by the County. Any holiday observed by the County that falls on a Saturday is observed on the preceding Friday and any holiday that falls on a Sunday is observed on the following Monday. 1.13 Holidays - Flexible, Alternate, 9/80, and 4/10 Work Schedules: When a holiday falls on the regularly scheduled day off of any employee who is on a flexible, alternate, 9/80, or 4/10 work schedule, the employee is entitled to take the day off, without a reduction in pay, in recognition of the holiday. These employees are entitled to request another day off in recognition of their regularly scheduled day off. The requested day off must be within the same month and workweek as the holiday and it must be pre-approved by the employee’s supervisor. If the day off is not approved by the supervisor, it is lost. If the approved day off is a nine (9) hour workday, the employee must use one (1) hour of non-sick-leave accruals. If the approved day off is a ten (10) hour workday, the employee must use two (2) hours of non-sick-leave accruals. If the employee does not have any non-sick-leave accrual balances, leave without pay (AWOP) will be authorized. 1.14 Holidays - Part-Time Employees: Permanent, part-time employees are entitled to observe a holiday (day off work) in the same ratio as the number of hours in the part time employee’s weekly schedule bears to forty (40) hours. 1.15 No Overtime Pay, Holiday Pay, or Comp Time: Unrepresented, management, and exempt employees are not entitled to receive overtime pay, holiday pay, overtime compensatory time, or holiday compensatory time. Employees who are unable or not permitted to observe a holiday (take the day off), are authorized to receive overtime pay ONLY IF the employee is on the Overtime Exempt Exclusion List (see Section 11). 1.16 Personal Holiday Credit: Employees are entitled to accrue two (2) hours of personal holiday credit each month. This time is prorated for part time employees. No employee may accrue more than forty (40) hours of personal holiday credit. On separation from County service, employees are paid for any unused personal holiday credit hours at the employee’s then current rate of pay, up to a maximum of forty (40) hours. 3 RESOLUTION NO. 2010/ 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. 4 RESOLUTION NO. 2010/ 2.Health, Dental, and Related Benefits 2.10 Application: a.Employees in classifications who receive health care coverage from County Plans: The following Sections apply to all employees in classifications covered by this Resolution who receive health care coverage from County Plans and do not receive health plan coverage through CalPERS: Section 2.11 “Health Plan Coverages,” Section 2.12 “County Health and Dental Plan Contribution Rates,” Section 2.13 “Retirement Coverage,” Section 2.14 “Layoff and Other Loss of Coverage,” Section 2.15 “Health Plan Coverages and Provisions,” and Section 2.16 “Family Member Eligibility.” b.Employees in classifications who receive health care coverage from CalPERS: The following Sections apply to all employees in the classifications listed in Exhibit E: Section 2.17 “CalPERS Controls,” Section 2.18 “Contra Costa Health Plan (CCHP),” Section 2.19 “CalPERS Health Plan Monthly Premium Subsidy,” Section 2.20 “CalPERS Retirement Coverage,” Section 2.21 “CalPERS Premium Payments,” and Section 2.22 “Dental Plan - CalPERS Participants.” c.General provisions: The following Sections apply to all employees in all the classifications covered by this Resolution: Section 2.23 “ Dual Coverage,” Section 2.24 “Life Insurance Benefit Under Health and Dental Plans,” Section 2.25 “Supplemental Life Insurance,” Section 2.26 “Catastrophic Leave Bank,” Section 2.27 “Health Care Spending Account,” Sections 2.28 “PERS Long- Term Care,” Section 2.29 “Dependent Care Assistance Program,” Section 2.30 “Premium Conversion Plan,” and Section 2.31 “Prevailing Section.” 2.A.Employees In Classifications Who Receive Health Care Coverage From County Plans 2.11 Health Plan Coverages: Effective on January 1, 2000, the County will provide the medical and dental coverage for Management, Exempt, and Unrepresented employees and for their eligible family members, expressed in one of the Health Plan contracts and one of the Dental Plan contracts between the County and the following providers: a.Contra Costa Health Plans (CCHP), Plan A b.Contra Costa Health Plans (CCHP), Plan B c.Kaiser Permanente Health Plan d.Health Net HMO e.Health Net PPO f.Delta Dental g.PMI Delta Care Dental 5 RESOLUTION NO. 2010/ 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 6 RESOLUTION NO. 2010/ premium charged by the health or dental plan, the County additionally will pay that portion of the premium increase that exceeds eleven percent (11%) of the 2010 premium. 2. CCHP A, CCHP B, Delta Dental/CCHP A and B, PMI Dental Care/CCHP A and B. Beginning on January 1, 2010, and for each calendar year thereafter, the County will pay a monthly premium subsidy for CCHP Plan A and the coordinated dental plans listed above that is equal to ninety-three percent (93%) of the total monthly premium that is paid for the plan in 2010. Beginning on January 1, 2010, and for each calendar year thereafter, the County will pay a monthly premium subsidy for CCHP Plan B that is equal to eighty- seven percent (87%) of the total monthly premium that is paid for the plan in 2010. If there is an increase in the premium charged by a CCHP health and/or coordinated dental plan for 2011, the County and the employees will each pay fifty percent (50%) of that portion of the premium increase that does not exceed eleven percent (11%) of the 2010 premium charged by the CCHP health and/or coordinated dental plan. If the premium increase for 2011 exceeds eleven percent (11%) of the 2010 premium charged by the CCHP health and/or coordinated dental plan, the County will additionally pay that portion of the premium increase that exceeds eleven percent (11%) of the 2010 premium. 3. Health Net PPO. Beginning on January 1, 2010, and for each calendar year thereafter, the County will pay a monthly premium subsidy for the Health Net PPO that is equal to the actual dollar monthly premium subsidy that is paid by the County in 2009. During the term of this resolution, if there are increases in the premium charged by the Health Net PPO plan, the County and the employees will each pay fifty percent (50%) of any premium increase above the 2009 premium. 4. After June 29, 2011, the County will pay a monthly premium subsidy for each health and/or dental plan that is equal to the actual dollar amount of the monthly premium subsidy that is paid by the County in the month of May 2011. The amount of the County subsidy that is paid will thereafter be a set dollar amount and will not be a percentage of the premium charged by the health and/or dental plan. c. If the County contracts with a health or dental plan that is not listed above, the County will determine the monthly dollar premium subsidy that it will pay to that health plan for employees and their eligible family members. d.In the event that the County premium subsidy amounts are greater than one hundred percent (100%) of the applicable premium of any health or dental plan, for any plan year, the County’s contribution will not exceed one hundred percent (100%) of the applicable plan premium. 7 RESOLUTION NO. 2010/ 2.13 Retirement Coverage: a.Upon Retirement: 1. Upon retirement and for the term of this resolution, eligible employees and their eligible family members may remain in their County health/dental plan, but without County-paid life insurance coverage, if immediately before their proposed retirement the employees and dependents are either active subscribers to one of the County contracted health/dental plans or if while on authorized leave of absence without pay, they have retained continuous coverage during the leave period. The County will pay the health/dental plan monthly premium subsidies set forth in Section 2.12(a) for eligible retirees and their eligible family members until December 31, 2009. Beginning on January 1, 2010, the County will pay the same monthly premium subsidies for eligible retirees and their eligible family members as set forth in Section 2.12(b). 2. Any person who becomes age 65 on or after January 1, 2009 and who is eligible for Medicare must immediately enroll in Medicare Parts A and B. 3. For employees hired on or after January 1, 2009 and their eligible family members, no monthly premium subsidy will be paid by the County for any health or dental plan after they separate from County employment. However, any such eligible employee who retires under the Contra Costa County Employees’ Retirement Association (“CCCERA”) may retain continuous coverage of any county health and/or dental plan provided that (I) he or she begins to receive a monthly retirement allowance from CCCERA within 120 days of separation from County employment and (ii) he or she pays the full premium cost under the chosen health and/or dental plan without any County premium subsidy. b.Employees Who File For Deferred Retirement: Employees, who resign and file for a deferred retirement and their eligible family members, may continue in their County group health and/or dental plan under the following conditions and limitations. 1. Health and dental coverage during the deferred retirement period is totally at the expense of the employee, without any County contributions. 2. Life insurance coverage is not included. 3. To continue health and dental coverage, the employee must: I. be qualified for a deferred retirement under the 1937 Retirement Act provisions; ii. be an active member of a County group health and/or dental plan at the time of filing their deferred retirement application and elect to continue plan benefits; 8 RESOLUTION NO. 2010/ 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. 9 RESOLUTION NO. 2010/ d.Subject to the provisions of Section 2.13 subparts (a), (b), and © 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 1 0 RESOLUTION NO. 2010/ 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 required under PEMHCA and is approved as an alternative CalPERS plan option, employees and COBRA counterparts may elect to enroll in CCHP under the CalPERS plan rules and regulations. 2.19 CalPERS 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. 1 1 RESOLUTION NO. 2010/ 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. 1 2 RESOLUTION NO. 2010/ 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.” 1 3 RESOLUTION NO. 2010/ 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 1 4 RESOLUTION NO. 2010/ 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. 1 5 RESOLUTION NO. 2010/ 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 1 6 RESOLUTION NO. 2010/ 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 1 7 RESOLUTION NO. 2010/ 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 1 8 RESOLUTION NO. 2010/ specified, the higher pay entitlement will begin on the completion of the 40th consecutive hour in the assignment, retroactive to the beginning of the second full day of work in the assignment. 10. Workers’ Compensation and Continuing Pay: For all accepted workers’ compensation claims filed with the County during calendar year 2007, employees will receive eighty percent (80%) of their regular monthly salary during any period of compensable temporary disability not to exceed one (1) year. For all accepted workers’ compensation claims filed with the County on or after January 1, 2008, employees will receive 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 1 9 RESOLUTION NO. 2010/ 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 2 0 RESOLUTION NO. 2010/ (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 2 1 RESOLUTION NO. 2010/ 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. 2 2 RESOLUTION NO. 2010/ 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: 2 3 RESOLUTION NO. 2010/ 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-a ccruable and all balances will be zeroed out on December 31 of each year. B.Perm anent part-time em ployees are eligible for Managem ent Adm inistrative Leave on a prorated basis, based upon their position hours. Permanent-intermittent employees are not eligible for Management Administrative Leave. C.Employees appointed (hired or promoted) to unrepresented, management, or 2 4 RESOLUTION NO. 2010/ 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 covered a t C ounty 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 lum p-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: Employees (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 Department Head approval, provided each employee complies with the provisions of the Computer Use and Security Policy adopted by the Board of Supervisors and the applicable manuals. In order to receive reimbursement, the employee must have been in an eligible classification when the expense was incurre d. Each professional development reimbursement request must be approved by the 2 5 RESOLUTION NO. 2010/ 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 by 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: E m ployees are e ligible 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. Employees certified for examination under this program must make their request 2 6 RESOLUTION NO. 2010/ through the B enefits S ervice U nit of th e C ounty H um an R esources Departm 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 pro vided in Subsection D , the C ounty 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 Director of Information Technology 2 7 RESOLUTION NO. 2010/ LAFCO Director Public Defender Public Works Director Retirement Administrator D. Sheriff-Coroner = $500 per month, plus mileage for miles driven inside and outside of Contra Costa County. E.If use of a County vehicle is temporarily required as a result of an emergency such as an accident or mechanical failure to the recipient’s personal automobile, with the approval of the General Services Department, a County vehicle may be utilized. The General Services Department will charge the recipient’s department for the cost of the County vehicle usage consistent with County Policy. 22.Executive Life Insurance: In lieu of the insurance provided under Section 15, Department Heads are covered at County expense by term life insurance in the amount of sixty thousand dollars ($60,000) additional to the insurance provided under Section 2.12. 23.Executive P ro fessional D evelop m 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 Supervisors and the applicable manuals. In order to receive 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/D irector 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. 25.Elected Department Heads: The Elected Departm ent Heads are the Assessor, 2 8 RESOLUTION NO. 2010/ A uditor–C ontroller, C lerk–R ecorder, D istrict 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 paym ent. 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.Accountin g C ertific ate D iffe re ntial: 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 C ertified Public Accountant (CP 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 ep artm ent D iffe rential: The classes of Deputy S ealer W eights/Measure (BWHA) and Deputy Agricultural Commissioner (BAHA) will receive a differential of three and one-half percent (3 .5%) o f base m onthly salary for p ossession of either a valid Commissioner License or a valid Sealer of Weights and Measures License. 29.Angiogram Differential: Employees in the classes of Diagnostic Imaging Manager (V8HB) and Assistant Diagnostic Imaging Manager (V8HC) when performing an 2 9 RESOLUTION NO. 2010/ angiogram other than on day shift, M onday throug h F riday, will 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 Allow ance: The uniform allowance for employees in the management classifications of Animal Services Lieutenant (BJHB) and Deputy Director of Animal Services (BJDF) is eight hundred dollars ($800) effective July 1, 2001, payable one-twelfth (1/12) of the yearly total in monthly pay warrants. Any other increase in the Uniform Allowance, which m ay be granted to A nimal Services O fficers while this Resolution is in effect, is granted to the Animal Services M anagement classes. 32.Attorney State Bar Dues: The County will reimburse employees in the classes listed in Section 33 for C aliforn ia State B ar M em bership dues (but not penalty fees) and, if annually approved in advance b y 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, management, and exemptst attorn eys in paid status in the Offices of the D istrict Attorn ey, C ounty C ounsel, Public Defender, Child Support Services, and the Contra Costa County Employees’ Retirement Association, excluding fixed-term and contract attorneys, will be credited with eighty (80) hours of Management Administrative Leave. Management Administrative Leave must be used during the calendar year in which it is credited and any unused hours may not be carried forward. B.A ttorn eys appointed betw een January 1 and June 30 , inclusive, are eligible for eightystth (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 p roportion on each January 1 thereafter. Perm anent-st intermittent attorneys are not entitled to Management Administrative Leave. Any attorney on a leave of absence will have his/her Management Administrative Leave hours pro rated upon his/her return. D.Unrepresented, managem ent, and exempt attorneys on the Overtime Exempt Exclusion List are authorized to receive overtime pay; therefore, their M anagement Administrative 3 0 RESOLUTION NO. 2010/ Leave will be reduced by 25% each time the attorney is on the List. The 25% reduction will be deducted from the employee’s current leave balance, but if there is no balance, it will be deducted from future awarded Management Administrative Leave. 34.Attorney Professional 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 Appraiser (DADC), Supervising Appraiser (DAHC), Supervising Auditor-Appraiser 3 1 RESOLUTION NO. 2010/ (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 ud itor-A ppraiser (D R NA ) classifications are increased by one (1) level. Beginning January 1, 2000, mileage allowance for use of their personal vehicles on County business will be paid at the rate allowed by the Internal Revenue Service. 3 7.C ertifie d E le ctions/R eg istration A dm in istrator C ertification D iffe re ntial: Employees in the classific a tion of Clerk-Recorder (A LA 1) are entitled to re ceive 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 rofession al Education P rogra m . Verification of eligibility is by the County Administrator or designee. Eligibility for receipt of the differential begins on the first day of the month following the month in which the County Administrator verifies eligibility. 38.District A ttorn ey Inspectors L o n g evity D iffe re ntial: 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), D istrict 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 allowance of two 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 e lfa re F ra 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 Advanced P .O .S .T . certificate and an approved Baccalaureate Degree. This allowance will be paid to the DA Chief of Inspectors for possession 3 2 RESOLUTION NO. 2010/ of a Management and/or Executive P.O.S.T. certificate and possession of an approved Baccalaureate Degree. C.A career incentive allowance of seven and one-half percent (7.5%) of base m onthly salary will be paid to DA Lieutenant of Inspectors and DA Lieutenant of Inspectors–W elfare F raud for the possession of an Advanced P.O.S .T. certificate and possession of an approved Master’s Degree. This allowance will be paid to the DA Chief of Inspectors–Exempt for possession of an approved Management and/or Executive P.O.S.T. certificate and possession of an approved Master’s Degree. No contining education is required in order to be entitled to any of the foregoing allowances. 40.District Attorney Investigator - Safety Employees Retirement Tier; Contribution 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 laws. “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 e nt a nd H um an S ervices D ivis ion M anager (X A 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. No more than two (2) employees may receive this differential at the same time, even 3 3 RESOLUTION NO. 2010/ 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 S urveyor (NSG A), Engineering Technician Supervisor–Construction (NSHE), Engineering Technician S upervisor–Land Surveyor (N S H D ), Engineering T echnician 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-half percent (2.5%) of 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 of the m onth after pro of of com pletion is received and approved by the Public W orks D irector or his designe e. 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, architect or engineer-in-training. 3 4 RESOLUTION NO. 2010/ 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 Security Policy adopted by the Board of Supervisors and the applicable manuals. Individual professional development reimbursement requests require the approval of the Departm ent Head. Reim bursem ent occurs through the regular dem and process w ith demands being accom panied by proof of paym ent (co py of invoice or canceled check). In order to receive reimbursem ent, the em ployee must have been in an eligible classification when the expense was incurred. 44.E ngin eer S tru ctura l Registratio n D iffere n tial: Incumbents of the management classes of Structural Engineer-Building Inspection (NE SB ), 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 o f Authority to use the title “Structural Engineer” issued by the California State Board of Registration for Professional Engineers, are entitled to receive a differential of five percent (5%) of the base monthly salary. 45.Library Department Holidays: For all 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 (VWHD), 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 w ork performed in excess of their scheduled shift, even if that scheduled shift is ten (10) or twelve (12) hours long. 48.Staff Nurse-Per Diem Differentials: Effective September 1, 2003, employees in the classification of Staff N urse -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. B.Night Shift. An employee who works a night shift of four (4) hours or more between 3 5 RESOLUTION NO. 2010/ 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 of 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 em ployee who w orks 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: Effective Septem ber 1, 2003, em ployees in the classification of N ursing S hift Coordinator a re eligible for the follow ing 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 . will be paid a shift differential of twelve percent (12%) of the em ployee’s base rate of pay. B.Night Shift. An em ployee who w orks 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 m ember of the S TAT Team will be paid a differential of ten perc ent (10%) of the em ployee’s base rate of pay. 51.Nurse Manager Longevity Differentials. Em ploye es in the classifications listed in subsection 51.14, below, are eligible for the following longevity differentials: 51.10 Seven Years of Service. Employees who have completed seven (7) years of 3 6 RESOLUTION NO. 2010/ 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 County are eligible to re ceive a additional 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 diffe rential effective on the first day of the 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 following 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 assignments will be reviewed on July 1 of each year to determine what level of 3 7 RESOLUTION NO. 2010/ differential, if any, will continue to be paid. 53.Podiatrists / Optometrists Unrepresented Status: In addition to all general benefits afforded Unrepresented employees in Section I of this Resolution, the classes of Exempt Medical Staff Podiatrist (VPS2) and exempt Medical Staff Optometrist (VPS1) are also eligible for the following benefits: Educational Leave. Each permanent full-time employee with at least one (1) year of service are entitled to five (5) days leave with pay each year to attend courses, institutions, workshops or classes which meet requirements for American Medical Association Category One Continuing Medical Education. Requests must be submitted for approval in advance to the Medical Director and Service Chief. Permanent part-time employees are entitled to educational leave under this section on a pro-rated basis. Long-Term D isability Insurance: The C ounty will continue in force 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 P ersonal 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 em ployees are entitled to paid personal leave under th is 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 laws. “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) 55.Public W orks M aintenance M anagers S cheduled Day O ff: When a holiday falls on 3 8 RESOLUTION NO. 2010/ 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, employees in the classifications of Public W orks 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 W orks Assistant Field Operations Manager (PSGA), and Vegetation Management Supervisor (GPHG) who are required by the Public W orks D irector or his designee to w ork in re sponse to an “em ergency,” w ill be compensated at the rate of one (1.00) times their base rate of pay (excluding differentials) for authorized work 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 (P SH B ), P ub lic W orks Assistant Field O perations M anager (PSG A), and V egetation 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 Manager (PSFB), Public W orks Assistant Field Operations Manager (PSGA), Public W orks 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 h alf 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. 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 3 9 RESOLUTION NO. 2010/ course w ork is received and approve d by the P ublic W orks D irector or his designee. This allowance automatically terminates at the end of the twelve (12) month period. 59.R eal P roperty A g ent A dvanced C ertific ate D iffere n tial: Employees in the managem ent classes of Assessor (DAA1), Assistant County Assessor (DAB1), Lease M anager (D Y D B ), Principa l R eal P roperty A g en t (D Y D A ) and Supervising R eal P roperty 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 Departm ent Head 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 differential. In o rder 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 S w o rn M an agem ent P.O .S .T .: A. Incumbents of the classes of Sheriff-Coroner (6XA1), Undersheriff–Exempt (6XB4) and Commander–Exempt (6XD1) who possess the appropriate certificates beyond the m inimum P.O.S.T. qualifications required in their class m ay qualify for one, and only one, of the following career incentive allowances: 1.A care er incentive allow ance of two and one-half percent (2.5%) of m onthly base pay will be awarded for the possession of a Management and/or Executive P.O.S.T. Certificate and possession of an approved Baccalaureate Degree. 2.A career allowance of five percent (5%) of monthly base pay will be awarded for the possession of a Management and/or Executive P.O.S.T. Certificate and possession of an approved Master’s Degree. B. Incumbents in the class of Chief of Police-Contract Agency-Exempt who possess the appro priate certificates beyond the m inim um P .O .S.T. qualifications required in their class may qualify for one, and only one, of the following career incentive allowances: 1.A care er incentive allow ance of two and one-h alf percent (2.5%) o f m onthly base pay will be awarded for the possession of an Advanced P.O.S.T. Certificate. 2.A career incentive allowance of five percent (5%) will be awarded for the possession of an Advanced P.O.S.T. Certificate and possession of an appro ved B accalaure ate or M aster’s D egree. 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 4 0 RESOLUTION NO. 2010/ (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 Services (64FF), Sheriff’s Director of Support Services (6AFE), 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: 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 iffere n tial: 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 Law E n fo rcem ent Longevity D iffere n tial: Incumbents in the classifications of Sheriff-Coroner (6XA1), Undersheriff (6XB4), Commander (6XD1), and Chief of Police-Contract Agency-Exempt 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), Undersheriff (6XB4, Com m ander (6XD 1), Chief of Police-Contract Agency-E xem pt and non-sw orn managem ent employees in the Sheriff-Coroner’s Departm ent will be paid a uniform allowance in the amount of eight hundred seventy-two dollars ($872) per year effective July 1, 2007, payable one-twelfth (1/12) of the yearly total in monthly pay warrants. The management employees eligible for this uniform allowance are: Sheriff’s Fiscal Officer (64SJ), Sheriff’s C hief of M anagem ent Services (A PDC), S upervising S heriff’s Dispatcher (64H D ), and Sheriff’s Com m unications C enter Director (64N C ). 65.Sheriff - Detention Division Meals: Em ployees assigned to the D etention D ivision will have fifteen dollars ($15.00) per month deducted from their pay checks in exchange for meals provided by the Department. The employee may choose not to eat facility food. In that case, no fees will be deducted. 4 1 RESOLUTION NO. 2010/ 66.Sheriff - Retirement Tiers; Contribution Toward Cost of Enhanced Retirement Benefit: 66.10.S afety Tier A . The retirem ent form ula of “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 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 Subsection 67.15, below , who are hired by the County after December 31, 2006. The cost of living adjustment (COLA) to the retirement allowances of these employees will not exceed two percent (2%) per year. The final compensation of these employees will be based on their highest thirty-six (36) month salary average. Beginning on January 1, 2007 and continuing through the remainder of the term of the 2005-2008 Memorandum of Understanding between the Deputy Sheriff’s Association and the County and any extensions thereof, each employee will pay two and one-tenths percent (2.1%) of his or her retirem ent 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 accord ance w ith the C ounty E m ployees R etirem ent Law as determ ined by the C ontra C osta County Employees’ Retirement Association. 66.13 Employees with more than 30 years of Service. Commencing January 1, 2007, employees in the classifications set forth in Subsection 67.15, below, and designated by the Contra Costa County Employees’ Retirement Association as safety members with credit for more than thirty (30) years of continuous service as safety members, will not 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 4 2 RESOLUTION NO. 2010/ sam e tim e and on the 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 Undersheriff- Exempt A ssistant Sheriff Chief Deputy Sheriff-Exempt Commander Chief of Police-Contract Agency-Exempt 67.Tre asu re r-Tax C ollecto r P ro fessional Develo p m ent Differential: Incumbents of the follow ing listed classifications in the T reasurer-T ax Collector’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 eligib ility for any such differential must be in writing by the Treasurer-Tax Collector or his/her designee. Under this program, no employee may receive more than a single five percent (5%) differential at one time regardless of the number of certificates held. Eligible classes are:Treasurer-Tax Collector (S5A1) Treasurer’s Investment Officer-Exempt (S5S3) Assistant County Treasurer-Exempt (S5B4) Assistant County Tax Collector (S5DF) Chief Deputy Treasurer Tax Collector-Exempt (S5B2) Treasurer’s Accounting Officer (S5SG) Treasurer’s Investment Operations Analyst (S5SD) Tax Operations Supervisor (S5HC) 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