HomeMy WebLinkAboutMINUTES - 04172012 - SD.3RECOMMENDATION(S):
ADOPT Resolution No. 2012/121, which supersedes Resolution No. 2011/499, regarding
compensation and benefits for the County Administrator, County Elected and Appointed
Department Heads, Management, Exempt, and Unrepresented employees to reflect changes
as recommended by the County Administrator.
FISCAL IMPACT:
No immediate fiscal impact. The Resolution eliminates the Executive Automobile
Allowance for Department Heads appointed after February 1, 2012. While providing
sufficient benefits to employees, this change reduces the amount of annual compensation
that can count towards retirement compensable compensation and may therefore have an
impact on final pension benefits.
BACKGROUND:
Concerns have been expressed regarding certain benefits provided to unrepresented
management which may have the effect of causing the "spiking" of pension benefits. On a
case-by-case basis, the Board of Supervisors has been evaluating new hires within the
unrepresented management classifications to determine what, if any, existing unrepresented
APPROVE OTHER
RECOMMENDATION OF CNTY ADMINISTRATOR RECOMMENDATION OF BOARD COMMITTEE
Action of Board On: 04/17/2012 APPROVED AS RECOMMENDED OTHER
Clerks Notes:
VOTE OF SUPERVISORS
AYE:John Gioia, District I
Supervisor
Mary N. Piepho, District III
Supervisor
Karen Mitchoff, District IV
Supervisor
Federal D. Glover, District V
Supervisor
ABSENT:Gayle B. Uilkema, District II
Supervisor
Contact: Ted Cwiek, (925)
35-1766
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: April 17, 2012
David Twa, County Administrator and Clerk of the Board of Supervisors
By: June McHuen, Deputy
cc: Human Resources Dept. Head, County Administrator - Finance, County Counsel, Auditor-Controller, CCCERA
SD. 3
To:Board of Supervisors
From:Ted Cwiek, Human Resources Director
Date:April 17, 2012
Contra
Costa
County
Subject:Revised Management Benefits Resolution No. 2012/121, which Supersedes Resolution No. 2011/499
management benefits should be conferred upon the new hires. In keeping with that
evaluation, the Board of Supervisors adopted an amendment to Resolution No. 2010/514, to
establish changes in benefits prior to hiring the new County Librarian. This action continues
the elimination of "spiking" elements. The Resolution has been modified as follows:
BACKGROUND: (CONT'D)
Section 21 of the Management Resolution has been revised to eliminate the $600
executive automobile allowance for every appointed department head (except the
Retirement Chief Executive Officer) who is appointed on and after February 1, 2012.
Section 21 was also modified to temporarily stop the executive automobile allowance
for any appointed department head who, due to an emergency, must use a County
vehicle instead of their personal vehicle.
CONSEQUENCE OF NEGATIVE ACTION:
Department heads hired after February 1, 2012 will continue to receive the executive
automobile allowance.
CHILDREN'S IMPACT STATEMENT:
No impact.
ATTACHMENTS
Resolution No. 2012/121
Resolution No. 2012/121 Table of Contents
Resolution No. 2012/121 Text
Exhibits A-E
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RESOLUTION NO. 2012/121
TABLE OF CONTENTS
Resolution No. 2012/121
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, Alternate, 9/80, and 4/10 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 Monthly Premium Subsidy
2.13 Retirement Coverage
2.14 Layoff and Other Loss of Coverage
2.15 Health Plan Coverages and Provisions
2.16 Family Member Eligibility Criteria
2.B.Employees in Classifications Who Receive Health Care Coverage from
CalPERS
2.17 CalPERS Controls
2.18 Contra Costa Health Plan (CCHP)
2.19 CalPERS Health Plan Monthly Premium Subsidy
2.20 CalPERS Retirement Coverage
2.21 CalPERS Premium Payments
2.22 Dental Plan - CalPERS Participants
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RESOLUTION NO. 2012/121
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
5.10 No County Subvention
5.11 County Subvention for Retirement Chief Executive Officer
5.12 414H2 Participation
6.New Retirement Plan
6.10 Tier IV Retirement Plan for Employees Hired or Rehired After
December 31, 2012
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
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RESOLUTION NO. 2012/121
11.Other Terms and Conditions of Employment
11.10 Overtime Exempt Exclusion
11.11 Overtime
11.12 Length of Service Credits
11.13 Mirror Classifications
11.14 Deep Classes
11.15 Administrative Provisions
II. Benefits for Management and Exempt Employees
12.Management Longevity Pay
12.10 Ten Years of Service
12.11 Fifteen Years of Service
13.Deferred Compensation
14.Annual Management Administrative Leave
15.Management Life Insurance
16.Vacation Buy Back
17.Professional Development Reimbursement
18.Sick Leave Incentive Plan
19.Video Display Terminal (VDT) Users Eye Examination
20.Long-Term Disability Insurance
III. Benefits for Elected and Appointed Department Heads
21. Executive Automobile Allowance
22. Executive Life Insurance
23. Executive Professional Development Reimbursement
24. Appointed Department Heads
25. Elected Department Heads
26. Elected Department Head Benefits
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RESOLUTION NO. 2012/121
IV. Special Benefits for Management Employees by Department or Class
27.Accounting Certificate Differential
28.Animal Services Search Warrant
29.Animal Services Uniform Allowance
30.Attorney State Bar Dues
31.Attorney Management Administrative Leave
32.Attorney Professional Development Reimbursement
33.Assessor Education Differential
34.Certified Elections/Registration Administrator Certification Differential
35.District Attorney Inspectors Longevity Differential
36.District Attorney Inspector P.O.S.T.
37.District Attorney Investigator - Safety Employees Retirement Tier; Contribution
Toward Cost of Enhanced Retirement Benefit
37.10 Retirement Tier
37.11 Employees with more than 30 years of Service
37.12 Eligible Classes
38.Engineer Continuing Education Allowance
39.Engineer Professional Development Reimbursement
40.Library Department Holidays
41.Nursing Shift Coordinator-Per Diem, Staff Nurse-Per Diem, and Staff Advice
Nurse-Per Diem Holiday Pay
42.Staff Nurse-Per Diem and Staff Advice Nurse-Per Diem Overtime Pay
43.Staff Nurse-Per Diem Differentials
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RESOLUTION NO. 2012/121
44.Staff Advice Nurse-Per Diem Shift Differentials
45.Podiatrists / Optometrists Unrepresented Status
46.Probation - Safety Employees Retirement Tier; Contribution Toward Cost of
Enhanced Retirement Benefit
47.Real Property Agent Advanced Certificate Differential
48.Sheriff Sworn Management P.O.S.T.
49.Sheriff Continuing Education Allowance
50.Sheriff Emergency Services Standby Differential
51.Sheriff Law Enforcement Longevity Differential
52.Sheriff Uniform Allowance
53.Sheriff - Detention Division Meals
54.Sheriff - Retirement Tiers; Contribution Toward Cost of Enhanced Retirement
Benefit
54.10 Safety Tier A
54.11 Safety Tier C
54.12 Safety Tier D
54.13 Rehires
54.14 Employees with more than 30 years of Service
54.15 Retirement Tier Elections
54.16 Eligible Classes
55.Treasurer-Tax Collector Professional Development Differential
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I.BENEFITS FOR MANAGEMENT, EXEMPT, AND UNREPRESENTED EMPLOYEES
1.Leaves With and Without Pay
1.10 Holidays: The County will observe the following holidays during the term covered
by this Resolution:
New Year’s Day Labor Day
Martin Luther King Jr. Day Veterans’ Day
Presidents’ Day Thanksgiving Day
Memorial Day Day after Thanksgiving
Independence Day Christmas Day
Such other days as the Board of Supervisors may designate by Resolution as
holidays.
1.11 Definitions:
Regular Work Schedule: The regular work schedule is eight (8) hours per day,
Monday through Friday, inclusive, for a total of forty (40) hours per week.
Flexible Work Schedule: A flexible work schedule is any schedule that is not a
regular, alternate, 9/80, or 4/10 work schedule and where the employee is not
scheduled to work more than 40 hours in a “workweek” as defined below.
Alternate Work Schedule: An alternate work schedule is any work schedule
where the employee is regularly scheduled to work five (5) days per week, but
the employee’s regularly scheduled days off are NOT Saturday and Sunday.
4/10 Work Schedule: A 4/10 work schedule is four (4) ten hour days in a seven
(7) day period, for a total of forty (40) hours per week.
9/80 Work Schedule: A 9/80 work schedule is where an employee works a
recurring schedule of thirty six (36) hours in one calendar week and forty four
(44) hours in the next calendar week, but only forty (40) hours in the designated
workweek. In the thirty six hour (36) calendar week, the employee works four (4)
nine (9) hour days and has the same day of the week off that is worked for eight
(8) hours in the forty four (44) hour calendar week. In the forty four (44) hour
calendar week, the employee works four (4) nine (9) hour days and one eight (8)
hour day.
Workweek for Employees on Regular, Flexible, Alternate, and 4/10 Schedules:
For employees on regular, flexible, alternate, and 4/10 schedules, the workweek
begins at 12:01 a.m. on Monday and ends at 12 midnight on Sunday.
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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:
A. County Librarian. The County Librarian is entitled to accrue two (2) hours
of personal holiday credit each month. The County Librarian may accrue no
more than twenty four (24) hours of personal holiday credit. On separation
from County service, the County Librarian will be paid for any unused
personal holiday credit hours at his/her then current rate of pay, up to a
maximum of twenty four (24) hours.
B. Other Employees. Employees are entitled to accrue two (2) hours of
personal holiday credit each month. This time is prorated for part time
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employees. No employee may accrue more than forty (40) hours of personal
holiday credit. On separation from County service, employees are paid for any
unused personal holiday credit hours at the employee’s then current rate of pay,
up to a maximum of forty (40) hours.
1.17 Vacation: Employees are entitled to accrue paid vacation credit not to exceed the
maximum cumulative hours as follows:
Length of Service
Monthly
Accrual
Hours
Maximum
Cumulative
Hours
Under 11 years 10 240
11 years 10-2/3 256
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.
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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.
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 “Supplem ental 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: 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)
b.Kaiser Permanente Health Plan
c.Health Net
d.Delta Dental
e.DeltaCare (PMI)
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2.12 Monthly Premium Subsidy:
a. For each health and/or dental plan, the County’s monthly premium subsidy
is a set dollar amount and is not a percentage of the premium charged by the
plan. The County will pay the following monthly premium subsidy:
1.Contra Costa County Health Plan, (CCHP), Plan A
Single:$509.92
Family:$1,214.90
2.Contra Costa County Health Plan, (CCHP) Plan B
Single:$528.50
Family:$1,255.79
3.Kaiser Permanente Health Plan
Single:$478.91
Family:$1,115.84
4.Health Net HMO
Single:$627.79
Family:$1,540.02
5.Health Net PPO
Single:$604.60
Family:$1,436.25
6.Delta Dental with CCHP A or B
Single:$41.17
Family:$93.00
7.Delta Dental with Kaiser or Health Net
Single:$34.02
Family:$76.77
8.Delta Dental without a Health Plan
Single:$43.35
Family:$97.81
9.DeltaCare (PMI) with CCHP A or B
Single:$25.41
Family:$54.91
10.DeltaCare (PMI) with Kaiser or Health Net
Single:$21.31
Family:$46.05
11.DeltaCare (PMI) without a Health Plan
Single:$27.31
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Family:$59.03
b.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.
c.In the event that the County premium subsidy amounts are greater than one
hundred percent (100%) of the applicable premium of any health or dental
plan, for any plan year, the County’s contribution will not exceed one hundred
percent (100%) of the applicable plan premium.
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.
2. Any person who becomes age 65 on or after January 1, 2009 and who is
eligible for Medicare must immediately enroll in Medicare Parts A and B.
3. For employees hired on or after January 1, 2009 and their eligible family
members, no monthly premium subsidy will be paid by the County for any
health or dental plan after they separate from County employment. However,
any such eligible employee who retires under the Contra Costa County
Employees’ Retirement Association (“CCCERA”) may retain continuous
coverage of a county health and/or dental plan provided that (I) he or she
begins to receive a monthly retirement allowance from CCCERA within 120
days of separation from County employment and (ii) he or she pays the full
premium cost under the health and/or dental plan without any County
premium subsidy. This provision does not apply to any member of the Board
of Supervisors who was a County employee when elected to the Board of
Supervisors with a County employee hire date that is earlier than January 1,
2009.
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
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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;
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 retiree health benefits hereunder without
electing to maintain participation in their County health and/or dental plan
during their deferred retirement period. When they begin to receive
retirement benefits, they will qualify for the same health and/or dental
coverage pursuant to subsection (a) above, as similarly situated retirees who
did not defer retirement, provided reinstatement to a County group health
and/or dental plan will only occur following a three (3) full calendar month
waiting period after the month in which their retirement allowance
commences.
6. Employees who elect deferred retirement will not be eligible in any event
for County health and/or dental plan subvention unless the member draws a
monthly retirement allowance within twenty-four (24) months after separation
from County service.
7. Deferred retirees and their eligible family members are required to meet
the same eligibility provisions for retiree health/dental coverage as sim ilarly
situated retirees who did not defer retirement.
8. This subpart b “Employees Who File for Deferred Retirement” does not
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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.
d.Subject to the provisions of Section 2.13, subparts (a), (b), and (c), and upon
retirement and for the term of this resolution, the following employees (and
their eligible family members) are eligible to receive a monthly premium
subsidy for health and dental plans or are eligible to retain continuous
coverage of such plans: County Elected and Appointed Department Heads,
Management Employees, Exempt Employees, Unrepresented Employees,
and each employee who retired from a position or classification that was
unrepresented at the time of his or her retirement.
e.For purposes of this Section 2.13 only, “eligible family members” does not
include Survivors of employees or retirees.
2.14 Layoff and Other Loss of Coverage:
a.If a husband and wife both work for the County and one (1) of them is laid off,
the remaining employee, if eligible, will be allowed to enroll or transfer into the
health and/or dental coverage combination of his/her choice.
b.An eligible employee who loses medical or dental coverage through a spouse
or partner not employed by the County will be allowed to enroll or transfer
into the County health and/or dental plan of his/her choice within thirty (30)
days of the date coverage is no longer afforded under the spouse’s plan.
2.15 Health Plan Coverages and Provisions: The following provisions are applicable
to County Health and Dental Plan participation:
a.Health, Dental and Life Participation by Other Employees: Permanent part-
time employees working nineteen (19) hours per week or less and
permanent-intermittent employees may participate in the County Health
and/or Dental plans (with the associated life insurance benefit) at the
employee’s full expense.
b.Employee Contribution Deficiencies: The County’s contributions to the Health
Plan and/or Dental Plan premiums are payable for any month in which the
employee is paid. If an employee’s compensation in any month is not
sufficient to pay the employee share of the premium, the employee must
make up the difference by remitting the unpaid amount to the Auditor-
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Controller. The responsibility for this payment rests solely with the employee.
c.Leave of Absence: The County will continue to pay the County shares of
health and/or dental plan premiums for enrolled employees who are on an
approved paid or unpaid leave of absence for a period of thirty (30) days or
more provided the employee’s share of the premiums is paid by the
employee.
d.Coverage Upon Separation: An employee who separates from County
employment is covered by his/her County health and/or dental plan through
the last day of the month in which he/she separates. Employees who
separate from County employment may continue group health and/or dental
plan coverage to the extent provided by the COBRA laws and regulations.
2.16 Family Member Eligibility Criteria: The following persons may be enrolled as the
eligible Family Members of a medical and/or dental plan Subscriber:
A.Health Insurance
1.Eligible Dependents:
a. Employee’s legal spouse
b. Employee’s qualified domestic partner
c. Employee’s child to age 26
d. Employee’s disabled child who is over age 26, unmarried, and
incapable of sustaining employment due to a physical or mental
disability that existed prior to the child attainment of age 19.
2.“Employee’s child” includes natural child, step-child, adopted child,
child of a qualified domestic partner, and a child specified in a
Qualified Medical Child Support Order (QMCSO) or similar court
order.
B. Dental Insurance
1.Eligible Dependents:
a. Employee’s legal spouse
b. Employee’s qualified domestic partner
c. Employee’s unmarried child who is:
(1) under age 19; or
(2) Age 19 or above, but under age 24; and who
i.Resides with the employee for more than 50%
of the year, excluding time living at school; and
ii.Receives at least 50% of support from
employee; and
iii.Is enrolled and attends school on a full-time
basis, as defined by the school.
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d. Employee’s disabled child who is over age 19, unmarried, and
incapable of sustaining employment due to a physical or mental
disability that existed prior to the child’s attainment of age 19.
2.“Employee’s child” includes natural child, step-child, adopted child,
child of a qualified domestic partner, and a child specified in a
Qualified Medical Child Support Order (QMCSO) or similar court
order.
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 is as provided below. The employee
must pay any CalPERS health plan premium costs that are greater than the
County’s subsidies identified below.
a.County Health Plan Premium Subsidy. Beginning on January 1, 2010, and
for each calendar year thereafter, the amount of the County premium subsidy
that is paid for employees and eligible family members is a set dollar amount
and is not a percentage of the premium charged by the plan. The County will
pay the CalPERS statutory minimum employer monthly health plan premium
subsidy or the following monthly health plan premium subsidy, whichever is
greater:
Employee/Retiree/Survivor Only $478.69
Employee/Retiree/Survivor & One Dependent $957.38
Employee/Retiree/Survivor & Two or more Dependents $1228.67
b.In the event that the County health plan 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 health plan premium.
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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 Monthly Premium Subsidy. On and after January 1, 2010, the
provisions of Section 2.12 “Monthly Premium Subsidy,” relating to the County
subsidies for dental coverage, apply to all classifications listed in Exhibit E.
c.As to dental coverage only, the following Sections apply to all classifications
listed in Exhibit E: Section 2.13 “Retirement Coverage,” Section 2.14 “Layoff
and Other Loss of Coverage,” Section 2.15 “Health Plan Coverages and
Provisions,” and Section 2.16 “Family Member Eligibility Criteria.”
2.C.All Employees
2.23 Dual Coverage:
a.Each employee and retiree may be covered by only a single County health
(or dental) plan, including a CalPERS plan. For example, a County employee
may be covered under a single County health and/or dental plan as either the
primary insured or the dependent of another County employee or retiree, but
not as both the primary insured and the dependent of another County
employee or retiree.
b.All dependents, as defined in Section 2.16, Family Member Eligibility Criteria,
may be covered by the health and/or dental plan of only one spouse or one
domestic partner. For example, when both 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.
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2.24 Life Insurance Benefit Under Health and Dental Plans: For employees who are
enrolled in the County’s program of medical or dental coverage as either the
primary or the dependent, term life insurance in the amount of ten thousand
dollars ($10,000) will be provided by the County.
2.25 Supplemental Life Insurance: In addition to the life insurance benefits provided
by this resolution, employees may subscribe voluntarily and at their own expense
for supplemental life insurance. Employees may subscribe for an amount not to
exceed five hundred thousand dollars ($500,000), of which one hundred
thousand ($100,000) is a guaranteed issue, provided the election is made within
the required enrollment periods.
2.26 Catastrophic Leave Bank: All employees are included in the Catastrophic Leave
Bank and may designate a portion of accrued vacation, compensatory time,
holiday compensatory time, or personal holiday credit to be deducted from the
donor’s existing balances and credited to the bank or to a specific eligible
employee.
a.The County Human Resources Department operates a Catastrophic Leave
Bank which is designed to assist any County employee who has exhausted
all paid accruals due to a serious or catastrophic illness, injury, or condition
of the employee or family member. The program establishes and maintains
a Countywide bank wherein any employee who wishes to contribute may
authorize that a portion of his/her accrued vacation, compensatory time,
holiday compensatory time or personal holiday credit be deducted from those
account(s) and credited to the Catastrophic Leave Bank. Employees may
donate hours either to a specific eligible employee or to the bank. Upon
approval, credits from the Catastrophic Leave Bank may be transferred to a
requesting employee’s sick leave account so that 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 once a month, if necessary, to consider all requests
for credits and will make determinations as to the appropriateness of the
request. The committee will determine the amount of accruals to be awarded
for employees whose donations are non-specific. Consideration of all
requests by the committee will be on an anonymous requester basis.
c.Hours transferred from the Catastrophic Leave Bank to a recipient will be in
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the form of sick leave accruals and will be treated as regular sick leave
accruals.
d.To receive credits under this plan, an employee must have permanent status,
have exhausted all time off accruals to a level below eight (8) hours total,
have applied for a medical leave of absence, and have medical verification
of need.
e.Donations are irrevocable unless the donation to the eligible employee is
denied. Donations may be made in hourly blocks with a minimum donation
of not less than four (4) hours from balances in the vacation, holiday,
personal holiday, compensatory time or holiday compensatory time accounts.
Employees who elect to donate to a specific individual will have seventy-five
percent (75%) of their donation credited to the individual and twenty-five
percent (25%) credited to the Catastrophic Leave Bank.
f.Time donated will be converted to a dollar value and the dollar value will be
converted back to sick leave accruals at the recipient’s base hourly rate when
disbursed. Credits will not be on a straight hour-for-hour basis. All
computations will be on a standard 173.33 basis, except that employees on
other than a forty (40) hour week will have hours prorated according to their
status.
g.Each recipient is limited to a total of one thousand forty (1040) hours or its
equivalent per catastrophic event; each donor is limited to one hundred
twenty (120) hours per calendar year.
h.All appeals from either a donor or recipient will be resolved on a final basis
by the Director of Human Resources.
I.No employee has any entitlement to catastrophic leave benefits. The award
of Catastrophic Leave is at the sole discretion of the committee, both as to
amounts of benefits awarded and as to persons awarded benefits. Benefits
may be denied, or awarded for less than six (6) months. The committee may
limit benefits in accordance with available contributions and choose from
among eligible applicants on an anonymous basis those who will receive
benefits, except for hours donated to a specific employee. In the event a
donation is made to a specific employee and the committee determines the
employee does not meet the Catastrophic Leave Bank criteria, the donating
employee may authorize the hours to be donated to the bank or returned to
the donor’s account.
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
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a Health Care Spending Account (HCSA) Program designated to qualify for tax
savings under Section 125 of the Internal Revenue Code, but such savings are
not guaranteed. The HCSA Program allows employees to set aside a
predetermined amount of money from their pay, before taxes, for health care
expenses not reimbursed by any other health benefit plans. HCSA dollars may
be expended on any eligible medical expenses allowed by Internal Revenue
Code Section 125. Any unused balance is forfeited and cannot be recovered by
the employee.
2.28 PERS Long-Term Care: The County will deduct and remit monthly premiums to
the PERS Long-Term Care Administrator for employees who are eligible and
voluntarily elect to purchase long-term care at their personal expense through
the PERS Long-Term Care Program.
2.29 Dependent Care Assistance Program: The County will continue to offer the
option of enrolling in a Dependent Care Assistance Program (DCAP) designed
to qualify for tax savings under Section 129 of the Internal Revenue Code, but
such savings are not guaranteed. The program allows employees to set aside
up to five thousand dollars ($5,000) of annual salary (before taxes) per calendar
year to pay for eligible dependent care (child and elder care) expenses. Any
unused balance is forfeited and cannot be recovered by the employee.
2.30 Premium Conversion Plan: The County will continue to offer the Premium
Conversion Plan (PCP) designed to qualify for tax savings under Section 125 of
the Internal Revenue Code, but tax savings are not guaranteed. The program
allows employees to use pre-tax dollars to pay health and dental premiums.
2.31 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 em ployees 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
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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 Contributions:
5.10 No County Subvention. Effective on October 1, 2011, employees are
responsible for the payment of one hundred percent (100%) of the employees’
basic retirement benefit contributions determined annually by the Board of
Retirement of the Contra Costa County Employees’ Retirement Association
without the County paying any part of the employees’ contribution. Employees
are also responsible for the payment of the employees’ contributions to the
retirement cost-of-living program as determined annually by the Board of
Retirement without the County paying any part of the employees’ contributions.
Except as provided in Section 37.10 (District Attorney Investigator - Retirement
Tier), Section 46 (Probation - Safety Employees Retirement Tier), Section 54.10
(Sheriff - Safety Tier A), and Section 54.11 ((Sheriff - Safety Tier C), the County is
responsible for one hundred percent (100%) of the employer’s retirement
contributions determined annually by the Board of Retirement.
5.11 County Subvention for Retirement Chief Executive Officer. Effective on October
1, 2011, and pursuant to Government Code Section 31581.1, the County will pay
fifty percent (50%) of the Retirement Chief Executive Officer’s retirement
contribution normally required of members. The Retirement Chief Executive
Officer is responsible for payment of the employee’s contribution for the
retirement cost-of-living program as determined by the Board of Retirement of
the 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.
5.12 414H2 Participation. The County will continue to implement Section 414(h) (2)
of the Internal Revenue Code which allows the County Auditor–Controller to
reduce the gross monthly pay of employees by an amount equal to the
employee’s total contribution to the County Retirement System before Federal
and State income taxes are withheld, and forward that amount to the Retirement
system. This program of deferred retirement contribution will be universal and
non-voluntary as required by statute.
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6.New Retirement Plan:
6.10 Tier IV Retirement Plan for Employees Hired or Rehired After December 31,
2012:
A.For employees hired by the County after December 31, 2012, the retirement
formula will be two percent at sixty years of age (“2% at 60"). The cost of
living adjustment to the retirement allowance will not exceed two percent
(2%) per year, and the cost of living adjustment will not be banked. The
employee’s final compensation will be based on his/her average annual
compensation earnable during a consecutive thirty-six (36) month period. On
the employee’s retirement date, the employee’s retirement allowance will not
exceed ninety percent (90%) of his/her final compensation. This retirement
benefit will be known as “Tier IV.”
B.The disability provisions for Tier IV will be the same as the current Tier III
disability provisions.
C.Employees who left County service prior to December 31, 2012, and are
rehired after that date will automatically be placed in Tier IV, unless otherwise
required by law.
D.The County will seek enabling legislation amending the County Employees
Retirement Law of 1937 to close Tier III to all employees hired after
December 31, 2012, and to create Tier IV, which will be applicable to all
employees hired after that date.
E.This Section 6.10 does not apply to employees of the Contra Costa County
Employees Retirement Association. This Section 6.10 also does not apply
to employees who are safety members of the Contra Costa County
Employees Retirement Association.
7.Training:
7.10 Career Development Training Reimbursement: All full-time employees (excluding
attorney classes) are eligible for career development training reimbursement not
to exceed seven hundred fifty dollars ($750) per fiscal year. The reimbursement
of training expenses includes books and is governed by any Administrative
Bulletins on Travel or Training.
7.11 Management Development Policy: Employees are authorized to attend
professional training programs, seminars, and workshops, during normal work
hours at the discretion of their Department Head, for the purpose of developing
knowledge, skills, and abilities in the areas of supervision, management, and
County policies and procedures. Up to thirty (30) hours of such training time is
recommended annually.
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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
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
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date of injury, that day counts as day one (1) of the waiting period. If the injured
worker does not lose time on the date of the injury, the waiting period is the first
three (3) days following the date of the injury. The time the employee is
scheduled to work during this waiting period will be charged to the employee’s
sick leave and/or vacation accruals. In order to qualify for workers’
compensation the employee must be under the care of a physician. Temporary
compensation is payable on the first three (3) days of disability when the injury
necessitates hospitalization, or when the disability exceeds fourteen (14) days.
10.11 Continuing Pay: A permanent employee will receive the applicable percentage
of regular monthly salary in lieu of workers’ compensation during any period of
compensable temporary disability not to exceed one year. “Compensable
temporary disability absence” for the purpose of this Section, is any absence due
to work-connected disability which qualifies for temporary disability compensation
under workers’ compensation law set forth in Division 4 of the California Labor
Code. When any disability becomes medically permanent and stationary, the
salary provided by this Section will terminate. No charge will be made against
sick leave or vacation for these salary payments. Sick leave and vacation rights
do not accrue for those periods during which continuing pay is received.
Employees are entitled to a maximum of one (1) year of continuing pay benefits
for any one injury or illness.
Continuing pay begins at the same time that temporary workers’ compensation
benefits commence and continues until either the member is declared medically
permanent/stationary, or until one (1) year of continuing pay, whichever comes
first, provided the employee remains in an active employed status. Continuing
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.
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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
(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
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mirror classification.
11.14 Deep Classes: No provision of this Resolution regarding terms and conditions
of employment supersedes any provision of any Deep Class Resolution.
11.15 Administrative Provisions: The County Administrator may establish
guidelines, bulletins or directives as necessary to further define or implement
the provisions of this resolution.
II.BENEFITS FOR MANAGEMENT AND EXEMPT EMPLOYEES
Management and Exempt employees will receive the benefits set forth in Part I and also the
following additional benefits:
12.Management Longevity Pay:
12.10 Ten Years of Service:
a.Employees who have completed ten (10) years of service for the County are
eligible to receive a two and one-half percent (2.5%) longevity differential
effective on the first day of the month following the month in which the
employee qualifies for the ten (10) year service award.
b.In lieu of subsection a, employees in positions ineligible to receive vacation
or sick leave accruals or to convert a portion of those accruals to cash under
the terms of this Resolution are eligible to receive a five percent (5%)
longevity differential upon the completion of ten years of service effective on
the first day of the month following the month in which the employee qualifies
for the ten (10) year service award.
c.Effective April 1, 2007, this section does not apply to members of the Board
of Supervisors, except those members who earned this benefit while serving
on the Board of Supervisors and were receiving this benefit as of March 31,
2007.
d.Effective November 1, 2007, for employees who were employed by Contra
Costa County, became employees of the Contra Costa Superior Court by
operation of law, and thereafter are rehired by Contra Costa County in the
classification of District Attorney Manager of Law Offices (JJGE), eligibility for
this longevity differential will be determined by adding together all service
time with Contra Costa County and all service time with the Contra Costa
Superior Court. If this sum is more than ten (10) years, this longevity
differential will only be paid prospectively from the date the employee is
rehired by Contra Costa County.
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12.11 Fifteen Years of Service:
a.Employees who have completed fifteen (15) years of service for the County
are eligible to receive an additional two and one-half percent (2.5%) longevity
differential effective on the first day of the month following the month in which
the employee qualifies for the fifteen (15) year service award. For employees
who completed fifteen (15) years of service on or before January 1, 2007, this
longevity differential will be paid prospectively only from January 1, 2007.
b.In lieu of subsection a, employees in positions ineligible to receive vacation
or sick leave accruals or to convert a portion of those accruals to cash under
the terms of this Resolution are eligible to receive an additional two and one-
half percent (2.5%) longevity differential upon the completion of fifteen (15)
years of service effective on the first day of the month following the month in
which the employee qualifies for the fifteen (15) year service award. For
employees who completed fifteen years of service on or before January 1,
2007, this longevity differential will be paid prospectively only from January
1, 2007.
c.This section does not apply to employees who are eligible to receive the
District Attorney Inspectors Longevity Differential set forth in Section 35 or
the Sheriff Law Enforcement Longevity Differential set forth in Section 51.
d.Effective April 1, 2007, this section does not apply to members of the Board
of Supervisors, except those members who earned this benefit while serving
on the Board of Supervisors and were receiving this benefit as of March 31,
2007.
e.Effective November 1, 2007, for employees who were employed by Contra
Costa County, became employees of the Contra Costa Superior Court by
operation of law, and thereafter are rehired by Contra Costa County in the
classification of District Attorney Manager of Law Offices (JJGE), eligibility for
this longevity differential will be determined by adding together all service
time with Contra Costa County and all service time with the Contra Costa
Superior Court. If this sum is more than fifteen (15) years, this longevity
differential will only be paid prospectively from the date the employee is
rehired by Contra Costa County.
13.Deferred Compensation:
A. Deferred Compensation Incentive: The County will contribute eighty-five dollars
($85) per month to each employee who participates in the County’s Deferred
Compensation Plan. To be eligible for this Deferred Compensation Incentive, the
employee must contribute to the deferred compensation plan as indicated below.
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Employees with
Current Monthly
Salary of:
Qualifying Base
Contribution
Amount
Monthly Contribution Required
to Maintain Incentive Program
Eligibility
$2,500 and below
$2,501 – 3,334
$3,335 – 4,167
$4,168 – 5,000
$5,001 – 5,834
$5,835 – 6,667
$6,668 and above
$250
$500
$750
$1,000
$1,500
$2,000
$2,500
$50
$50
$50
$50
$100
$100
$100
Employees who discontinue contributions or who contribute less than the required
amount per month for a period of one (1) month or more will no longer be eligible for
the eighty-five dollar ($85) Deferred Compensation Incentive. To reestablish
eligibility, employees must again make a Base Contribution Amount as set forth
above based on current monthly salary. Employees with a break in deferred
compensation contributions either because of an approved medical leave or an
approved financial hardship withdrawal will not be required to reestablish eligibility.
Further, employees who lose eligibility due to displacement by layoff, but maintain
contributions at the required level and are later employed in an eligible position, will
not be required to reestablish eligibility.
B. Special Benefit for Permanent Employees Hired on and after January 1, 2009:
1. Beginning on April 1, 2009 and for the term of this resolution, the County will
contribute one hundred and fifty dollars ($150) per m onth to an em ployee’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:
a. The employee must be hired by Contra Costa County on or after January
1, 2009.
b. The employee must be appointed to a permanent position. The position
may be either full time or part time, but if it is part time, it must be designated,
at a minimum, as 20 hours per week.
c. The employee must have been employed by Contra Costa County for at
least 90 calendar days.
d. The employee must contribute a minimum of twenty-five dollars ($25) per
month to the Contra Costa County Deferred Compensation Plan, or other tax-
qualified savings program designated by the County.
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e. The employee must complete and sign the required enrollment form(s) for
his/her deferred compensation account and submit those forms to the Human
Resources Department, Employee Benefits Services Unit.
f. The employee may not exceed the annual maximum contribution amount
allowable by the United States Internal Revenue Code.
C. No Cross Crediting: The amounts contributed by the employee and the County
pursuant to Subsection B do not count towards the “Qualifying Base Contribution
Amount” or the “Monthly Contribution Required to Maintain Incentive Program
Eligibility” in Subsection A. Similarly, the amounts contributed by the employee and
the 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 Management Administrative Leave:
A.On January 1 of each year, all full-time unrepresented, management, andst
exempt employees in paid status, except for the Retirement Chief Executive
Officer, will be credited with ninety four (94) hours of paid Management
Administrative Leave. The Retirement Chief Executive Officer will be credited
with seventy (70) hours of paid M anagement Administrative Leave. All
Management Administrative Leave time is non-accruable and all balances will
be zeroed out on December 31 of each year.
B.Permanent part-time employees are eligible for Management Administrative
Leave on a prorated basis, based upon their position hours. Permanent-
intermittent employees are not eligible for Management Administrative Leave.
C.Employees appointed (hired or promoted) to unrepresented, management, or
exempt positions are eligible for Management Administrative Leave on the first
day of the month following their appointment date and will receive Management
Administrative Leave on a prorated basis for that first year.
D.Unrepresented, management, and exempt employees on the Overtime Exempt
Exclusion List are authorized to receive overtime pay; therefore, their
Management Administrative Leave will be reduced by 25% each time the
employee is on the List. The 25% reduction will be deducted from the
employee’s current leave balance, but if there is no balance, it will be deducted
from future awarded Annual Management Administrative Leave. This section
does not apply to the unrepresented, management, and exempt attorneys of the
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Offices of the District Attorney, County Counsel, and Public Defender. (See
Section 31.)
15.Management Life Insurance: Employees are covered at County expense by term
life insurance in the amount of fifty seven thousand dollars ($57,000) in addition to
the insurance provided in Section 2.24.
16.Vacation Buy Back:
A.Employees Hired Before April 1, 2011:
1. Employees hired before April 1, 2011, may elect payment of up to one-third
(1/3) of their annual vacation accrual, subject to the following conditions: (1) the
choice can be made only once every thirteen (13) months and there must be at
least 12 full months between each election; (2) payment is based on an hourly
rate determined by dividing the employee’s monthly salary by 173.33; and (3) the
maximum number of vacation hours that may be paid in any one sale is one-third
(1/3) of the annual accrual.
2. Lump Sum Payments. Where a lump-sum payment is made to employees
as a retroactive general salary adjustment for a portion of a calendar year that
is subsequent to the exercise by an employee of the vacation buy-back provision
herein, that employee’s vacation buy-back will be adjusted to reflect the
percentage difference in base pay rates upon which the lump-sum payment was
computed, provided that the period covered by the lump-sum payment includes
the effective date of the vacation buy-back.
B.Employees Hired On and After April 1, 2011 and the County Librarian:
Employees hired on and after April 1, 2011, and the County Librarian may not
elect payment of their vacation accruals, unless the employee was eligible for a
Vacation Buy Back benefit before being promoted into any classification covered
by this Resolution.
C.Retirement Chief Executive Officer:
1. The Retirement Chief Executive Officer may elect paym ent of up to one-third
(1/3) of her/his 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 determ ined b y dividing th e R etirem ent Chief Executive O fficer’s m onthly
salary by 173.33; and (3) th e m axim um num ber of vacation hours th at m ay be paid
in any calendar year is one-third (1/3) of her/his annual accrual.
2. Lump Sum Payments. Where a lump-sum payment is made to the
Retirement Chief Executive Officer as a retroactive general salary adjustment for
a portion of a calendar year that is subsequent to the exercise of this vacation
buy-back provision, the Retirement Chief Executive Officer’s vacation buy-back
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will be adjusted to reflect the percentage difference in base pay rates upon which
the lump-sum payment was computed, provided that the period covered by the
lump-sum payment includes the effective date of the vacation buy-back.
17.Professional Development Reimbursement: Employees (excluding Department
Heads, their Chief Assistant(s), Engineering Managers, and all Attorney classes) are
eligible for reimbursement of up to six hundred twenty-five dollars ($625) for each
two (2) year period beginning on January 1, 1999, for memberships in professional
organizations, subscriptions to professional publications, attendance fees at job-
related professional development activities and purchase of job-related computer
hardware and software (excludes automation connectivity, support, or subscription
fees) from a standardized County-approved list or with Department Head approval,
provided each employee complies with the provisions of the Computer Use and
Security Policy adopted by the Board of Supervisors and the applicable manuals.
In order to receive reimbursement, the employee must have been in an eligible
classification when the expense was incurred.
Each professional development reimbursement request must be approved by the
Department Head and submitted through the regular demand process. Demands
must be accompanied by proof of payment (copy of invoice or receipt). Certification
regarding compliance with the County’s computer use and security policy may be
required. Questions regarding the appropriateness of a request will be answered by
the Office of the County Administrator.
18.Sick Leave Incentive Plan: Employees may be eligible for a payoff of a part of
unused sick leave accruals at separation. This program is an incentive for
employees to safeguard sick leave accruals as protection against wage loss due to
time lost for injury or illness. Payoff must be approved by the Director of Human
Resources, and is subject to the following conditions:
A.The employee must have resigned in good standing.
B.Payout is not available if the employee is eligible to retire.
C.The balance of sick leave at resignation must be at least seventy percent
(70%) of accruals earned in the preceding continuous period of employment
excluding any sick leave use covered by the Family and Medical Leave Act,
the California Family Rights Act, or the California Pregnancy Disability Act.
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D.Payout is by the following schedule:
Years of Payment
Continuous Service
Payment of Unused
Sick Leave Payable
3 – 5 years
5 – 7 years
7 plus years
30%
40%
50%
E.No payoff will be made pursuant to this section unless the Contra Costa
County Employees’ Retirement Association has certified that an employee
requesting a sick leave payoff has terminated membership in, and has
withdrawn his or her contributions from, the Retirement Association.
F.It is the intent of the Board of Supervisors that payments made pursuant to
this section are in lieu of County retirement benefits resulting from
employment by this County or by Districts governed by this Board.
19.Video Display Terminal (VDT) Users Eye Examination: Employees are eligible
to receive an annual eye examination on County time and at County expense
provided that the employee regularly uses a video display terminal at least an
average of two (2) hours per day as certified by their department.
Employees certified for examination under this program must make their request
through the Benefits Service Unit of the County Human Resources Department.
Should prescription VDT eyeglasses be prescribed for the employee following the
examination, the County agrees to provide, at no cost, basic VDT eye wear
consisting of a ten dollar ($10) frame and single, bifocal or trifocal lenses.
Employees may, through individual arrangement between the employee and the
employees’ doctor and solely at the employee’s expense, include blended lenses
and other care, services or materials not covered by the Plan.
20.Long-Term Disability Insurance: The County will continue in force the Long-Term
Disability Insurance program with a replacement limit of eighty-five (85%) of total
monthly base earnings reduced by any deductible benefits.
III.BENEFITS FOR ELECTED AND APPOINTED DEPARTMENT HEADS
Department Heads will receive the benefits set forth in Part I and Part II and the following
additional benefits:
21.Executive Automobile Allowance:
A. Elected Department Heads
The below-listed elected Department Heads are eligible to receive a $600 per month
automobile allowance plus mileage for miles driven outside Contra Costa County at
the rate per mile allowed by the Internal Revenue Service (IRS) as a deductible
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expense. Receipt of this automobile allowance means that the elected Department
Head must use a private automobile for County business.
Assessor (OAA1)
Auditor–Controller (SAA1)
Clerk–Recorder (ALA1)
District Attorney-Public Administrator (2KA1)
Treasurer–Tax Collector (S5A1)
The Sheriff-Coroner (6XA1) is eligible to receive a $500 per month automobile
allowance plus mileage for miles driven inside and outside of Contra Costa County
at the rate per mile allowed by the Internal Revenue Service (IRS) as a deductible
expense. Receipt of this automobile allowance means that the Sheriff-Coroner must
use a private automobile for County business.
B. Appointed Department Heads appointed prior to February 1, 2012
The below-listed Department Heads who were appointed to their positions prior to
February 1, 2012 are eligible to receive a $600 per month automobile allowance plus
mileage for miles driven outside Contra Costa County at the rate per mile allowed
by the Internal Revenue Service (IRS) as a deductible expense. Receipt of this
automobile allowance means that the appointed Department Head must use a
private automobile for County business.
County Administrator (ADA2)
Agricultural Commissioner/Director of Weights and Measures (BAA1)
Chief Assistant County Administrator (ADB1)
County Counsel (2EA1)
County Librarian (3AAA)
County Probation Officer (7AA1)
County Welfare Director (XAA2)
Director of Animal Services (BJA1)
Director of Child Support Services (SMA1)
Director of Conservation and Development (4AA1)
Director of General Services (NAA2)
Director of Health Services (VCA1)
Director of Human Resources (AGA2)
Director of Information Technology (LTA1)
Public Defender (25A1)
Public Works Director (NAA1)
Retirement Chief Executive Officer (97A1)
C.Appointed Department Heads appointed on and after February 1, 2012
Every appointed Department Head, except the Retirement Chief Executive Officer,
who is appointed to his/her position on and after February 1, 2012, is ineligible to
receive an automobile allowance.
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D.Temporary Loss of Vehicle
If use of a County vehicle is temporarily required as the result of an emergency, such
as an accident or mechanical failure to the recipient’s personal automobile, a County
vehicle may be used if approved by the County Administrator or his/her designee.
The user’s department will be charged for the costs of the temporary use of the
County vehicle. Further, the user of the County vehicle will not receive his/her
automobile allowance while using the County vehicle.
22.Executive Life Insurance: In lieu of the insurance provided under Section 15,
Department Heads are covered at County expense by term life insurance in the
amount of sixty thousand dollars ($60,000) additional to the insurance provided
under Section 2.12.
23.Executive Professional Development Reimbursement: Department Heads and
those chief assistants listed in Exhibit D (excluding Attorney classes) are eligible for
reimbursement of up to nine hundred twenty-five dollars ($925) for each two (2) year
period beginning January 1, 1999 for memberships in professional organizations,
subscriptions to professional organizations, subscriptions to professional
publications, attendance fees at job-related professional development activities, and
purchase of job-related computer hardware and software, such as blackberries, I-
phones, and treos (excluding automation connectivity, support, or subscription fees)
from a standardized County-approved list or with Department Head approval,
provided each employee complies with the provisions of the Computer Use and
Security Policy adopted by the Board of Supervisors and the applicable manuals.
In order to receive reimbursement, the employee must have been in an eligible
classification when the expense was incurred.
Each executive professional development reimbursement request must be approved
by the Department Head and submitted through the regular demand process.
Demands must be accompanied by proof of payment (copy of invoice or receipt).
Certification regarding compliance with the County’s computer use and security
policy may be required. Questions regarding the appropriateness of a request will
be determined by the Office of the County Administrator.
24.Appointed Department Heads: The Appointed Department Heads are the
Agricultural Commissioner/Director of Weights and Measures, Chief Assistant
County Administrator, County Counsel, County Librarian, County Probation Officer,
County Veteran’s Services Officer, County Welfare Director, Director of Animal
Services, Director of Child Support Services, Director of Conservation and
Development, Director of General Services, Director of Health Services, Director of
Human Resources, Director of Information Technology, Public Defender, Public
Works Director, and Retirement Chief Executive Officer. (The Fire Chief of the
Contra Costa County Fire Protection District is also an appointed Department Head,
but the benefits for the Fire Chief are set forth in a separate Fire Management
Resolution.)
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25.Elected Department Heads: The Elected Department Heads are the Assessor,
Auditor–Controller, Clerk–Recorder, District Attorney–Public Administrator,
Sheriff–Coroner, and Treasurer–Tax Collector.
26.Elected Department Head Benefits: Elected Department Heads will receive only
the following benefits under Parts I, II, and III, together with such benefits as may be
authorized under Part IV:
A.All Elected Department Heads will receive the benefits set forth in Part I,
Sections 5, 6, 7, 8, 10, and 11.12.
B.Elected Department Heads will receive the benefits set forth in Part I, Section 2
in accordance with the following:
1. Those Elected Department Heads who were County employees when elected
to County office with a County employee hire date that is earlier than January 1,
2009, will receive the benefits set forth in Part I, Section 2, except the provisions
set forth in Section 2.13 (a) (3) do not apply.
2. Those Elected Department Heads who were County employees when elected
to County office with a County employee hire date that is on or after January 1,
2009, will receive all of the benefits set forth in Part I, Section 2.
3. Those Elected Department Heads who were not County employees when
elected to County office will receive all of the benefits set forth in Part I, Section
2.
C.All Elected Department Heads will receive the benefits set forth in Part II,
Sections 13 and 20.
D.Elected Department Heads will not receive the benefits set forth in Part II,
Section 12, except for those Elected Department Heads who are in their elected
office and receiving longevity pay as of October 1, 2010.
E.As compensation for not accruing paid vacation credit, in addition to the benefits
of Part II, Section 13, twelve thousand dollars ($12,000) as a deferred
compensation contribution will be added to the elected department head’s
deferred compensation account effective July 1 of each year (commencing July
1, 2007). If after July 1, but prior to June 30 of the next succeeding year, for any
reason, the elected department head’s occupancy of office terminates and/or
expires, the elected department head is entitled to an additional deferred
compensation account contribution prorated from July 1 to include the time
period the elected department head served prior to the next June 30. Further,
if, for any reason, all or part of such deferred compensation cannot be paid into
a deferred compensation account the elected department head is entitled to an
equivalent lump-sum payment. None of the County’s twelve thousand dollar
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($12,000) contribution may be used to establish eligibility and qualification to
receive the additional eighty-five dollars ($85) monthly Deferred Compensation
Incentive contribution otherwise provided by the County.
F.All Elected Department Heads will receive the benefits set forth in Part III,
Sections 21, 22, and 23.
G.A County employee who becomes a County elected official may receive payment
for unused vacation accruals only at the rate of pay that the elected official last
earned as a County employee. The elected official may not be paid for unused
vacation accruals at the rate of pay earned as an elected official.
H.Only the Board of Supervisors is authorized to prescribe the compensation of
County elected officials pursuant to Government Code section 25300.
IV.SPECIAL BENEFITS FOR MANAGEMENT EMPLOYEES BY DEPARTMENT OR CLASS
27.Accounting Certificate Differential: Incumbents of Management professional
accounting, auditing or fiscal officer positions who possess one of the following
certifications in good standing will receive a differential of five percent (5%) of base
monthly salary: (1) A valid Certified Public Accountant (CPA) license issued by the
State of California, Department of Consumer Affairs, Board of Accountancy; (2) a
Certified Internal Auditor (CIA) certification issued by the Institute of Internal
Auditors; (3) a Certified Management Accountant (CMA) certification issued by the
Institute of Management Accountants; or (4) a Certified Government Financial
Manager (CGFM) certification issued by the Association of Government
Accountants.
28.Animal Services Search Warrant: Employees in the management class of Deputy
Director of Animal Services (BJDF) will be compensated for time spent in assisting
law enforcement agencies in the serving of search warrants. The amount of special
compensation per incident is one hundred dollars ($100) and it will continue to be
equal to that paid to Animal Services Officers for performing this duty. Only
employees involved in actual entry team activities will be so compensated. The
department continues to retain the sole right to select and assign personnel to such
search warrant duty.
29.Animal Services Uniform Allowance: The uniform allowance for employees in the
management class of Deputy Director of Animal Services (BJDF) is eight hundred
dollars ($800) effective July 1, 2001, payable one-twelfth (1/12) of the yearly total in
monthly pay warrants. Any other increase in the Uniform Allowance, which may be
granted to Animal Services Officers while this Resolution is in effect, is granted to
the Animal Services Management classes.
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30.Attorney State Bar Dues: The County will reimburse employees in the classes
listed in Section 31 for California State Bar Membership dues (but not penalty fees)
and, if annually approved in advance by the Department Head, fees for criminal
and/or civil specialization.
31.Attorney Management Administrative Leave:
A.On January 1 of each year, full time unrepresented, management, and exemptst
attorneys in paid status in the Offices of the District Attorney, County Counsel, Public
Defender, Child Support Services, and the Contra Costa County Employees’
Retirement Association, excluding fixed-term and contract attorneys, will be credited
with ninety four (94) hours of Management Administrative Leave. Management
Administrative Leave must be used during the calendar year in which it is credited
and any unused hours may not be carried forward.
B.Attorneys appointed between January 1 and June 30 , inclusive, are eligible forstth
ninety four (94) hours of Management Administrative Leave on the first succeeding
January 1 and annually thereafter. Attorneys appointed on or after July 1 arestst
eligible for seventy one (71) hours of Management Administrative Leave on the first
succeeding January 1 and are eligible for ninety four (94) hours annually thereafter.st
C.Permanent part time attorneys are eligible for Management Administrative Leave on
a prorated basis, based upon their position hours, beginning on January 1 followingst
their appointment and in the same proportion on each January 1 thereafter.st
Permanent-intermittent attorneys are not entitled to Management Administrative
Leave. Any attorney on a leave of absence will have his/her Management
Administrative Leave hours pro rated upon his/her return.
D.Unrepresented, management, and exempt attorneys on the Overtime Exempt
Exclusion List are authorized to receive overtime pay; therefore, their Management
Administrative Leave will be reduced by 25% each time the attorney is on the List.
The 25% reduction will be deducted from the employee’s current leave balance, but
if there is no balance, it will be deducted from future awarded Management
Administrative Leave.
32.Attorney Professional Development Reimbursement: The County will reimburse
employees in the below-listed Management attorney classifications up to a maximum
of seven hundred dollars ($700) each fiscal year for the following types of expenses:
A.Purchase of job-related computer hardware and software.
B.Membership dues in legal professional associations.
C.Purchase of legal publications.
D.Training and travel costs for job-related educational courses.
E.Legal on-line computer services.
Any unused accrual may be carried forward to the next fiscal year up to a maximum of
eight hundred dollars ($800).
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The eligible classes are as follows:
Assistant County Counsel-Exempt (2ED1)
Assistant Public Defender-Exempt (25D2)
Chief Asst. County Counsel-Exempt (2ED2)
Chief Asst. Deputy District Atty-Exempt (2KD2)
Chief Assistant Public Defender-Exempt (25D1)
Chief Deputy District Atty-Exempt (AXD1)
Chief Trial Deputy Public Defender (25DB)
Civil Litigation Attorney-Deep Class (25D1)
County Counsel (2EA1)
Deputy County Counsel-Advanced (2ETK)
Deputy County Counsel-Standard (2ETJ)
Deputy County Counsel-Basic (2ETH)
District Attorney-Public Administrator (2KA1)
Public Defender (25A1)
Retirement General Counsel-Exempt (97B3)
Senior Deputy District Attorney-Exempt (2KD1)
Senior Financial Counsel-Exempt (2ED3)
Supervising Atty-Child Support Services (29HA)
Attorney-Basic Child Support Services (29VA)
Attorney-Advanced Child Support Services (29TA)
Attorney-Entry Child Support Services (29WA)
33.Assessor Education Differential: Employees in the Management classes of
Assistant County Assessor (DABA) and Assistant County Assessor-Exempt (DAB1)
are entitled to a salary differential of two and one-half percent (2.5%) of base
monthly salary for possession of a certification for educational achievement from at
least one of the following:
A.American Institute of Real Estate Appraisers Residential Member designation.
B.State Board of Equalization Advanced Appraiser Certification.
C.International Association of Assessing Officers Residential Evaluation Specialist.
D.Society of Auditor-Appraiser Master Auditor-Appraiser designation.
E.Society of Real Estate Appraisers Senior Residential Appraiser designation.
F.Any other certification approved by the County Assessor and the Director of
Human Resources.
34.Certified Elections/Registration Administrator Certification Differential:
Employees in the classification of Clerk-Recorder (ALA1) are entitled to receive a
monthly differential in the amount of five percent (5%) of base monthly salary for
possession of a valid Certified Elections/Registration Administrator Certificate issued
by The Election Center-Professional Education Program. Verification of eligibility is
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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.
35.District Attorney Inspectors Longevity Differential: Incumbents of the classes of
District Attorney Chief of Inspectors–Exempt (6KD1), District Attorney Lieutenant of
Inspectors (6KNB), and Lieutenant of Inspectors–Welfare Fraud (6KW G) are eligible
for a differential of five percent (5%) of base monthly salary when the following
conditions are satisfied: The employee has (1) four (4) years of experience as a
peace officer with Contra Costa County; (2) fifteen (15) years of P.O.S.T.
experience; and (3) has reached the age of thirty-five (35).
36.District Attorney Inspector P.O.S.T.: Incumbents of the classes of District
Attorney Lieutenant of Inspectors (6KNB), District Attorney Lieutenant of
Inspectors–Welfare Fraud (6KWG) and District Attorney Chief of Inspectors–Exempt
(6KD1) who possess the appropriate certificates beyond the minimum P.O.S.T.
qualifications required in their class may qualify for one of the following career
incentive allowances:
A.A career incentive allowance of two and one-half percent (2.5%) of base monthly
salary will be paid to DA Lieutenant of Inspectors and DA Lieutenant of
Inspectors-Welfare Fraud for the possession of an Advanced P.O.S.T. certificate.
This allowance will be paid to the DA Chief of Inspectors-Exempt for possession
of a Management and/or Executive P.O.S.T. Certificate.
B.A career incentive allowance of five percent (5%) of base monthly salary will be
paid to DA Lieutenant of Inspectors and DA Lieutenant of Inspectors–Welfare
Fraud for possession of an Advanced P.O.S.T. certificate and an approved
Baccalaureate Degree. This allowance will be paid to the DA Chief of Inspectors
for possession of a Management and/or Executive P.O.S.T. certificate and
possession of an approved Baccalaureate Degree.
C.A career incentive allowance of seven and one-half percent (7.5%) of base
monthly salary will be paid to DA Lieutenant of Inspectors and DA Lieutenant of
Inspectors–Welfare Fraud for the possession of an Advanced P.O.S.T. certificate
and possession of an approved Master’s Degree. This allowance will be paid to
the DA Chief of Inspectors–Exempt for possession of an approved Management
and/or Executive P.O.S.T. certificate and possession of an approved Master’s
Degree. No contining education is required in order to be entitled to any of the
foregoing allowances.
37.District Attorney Investigator - Safety Employees Retirement Tier; Contribution
Toward Cost of Enhanced Retirement Benefit :
37.10 Retirement Tier. The retirement formula of “3 percent at 50" applies to
employees in the classifications set forth below. The cost of living adjustment
(COLA) to the retirement allowances of these employees will not exceed three
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percent (3%) per year. The final compensation of these employees will be based
on a twelve (12) month salary average. Each employee will pay nine percent
(9%) of his or her retirement base to pay part of the employer’s contribution for
the cost of these safety retirement benefits. Such payments will be made on a
pre-tax basis in accordance with applicable tax laws. “Retirement base” means
base salary and other payments, such as salary differential and flat rate pay
allowances, used to compute retirement deductions.
37.11 Employees with more than 30 years of Service. Commencing on July 1, 2007,
eligible employees in the classifications set forth below and designated by the
Contra Costa County Employees’ Retirement Association as safety members
with credit for more than thirty (30) years of continuous service as safety
members, will not make payments from their retirement base to pay part of the
employer’s contribution towards the cost of the safety retirement benefit.
37.12 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)
38.Engineer Continuing Education Allowance: Employees in the classification of
Deputy Public Works Director-Exempt (NAD0) are eligible to receive a one year
Continuing Education Allowance of two and one-half percent (2.5%) of base monthly
salary if they complete at least (60) hours of approved education or training or at
least three (3) semester units of approved college credit or approved combination
thereof, subject to the following conditions.
A.The specific education or training must be submitted in writing by the
employee to the Public Works Director or his designee prior to beginning the
course work.
B.The education or training must be reviewed and approved in advance by the
Public Works Director or his designee as having a relationship to the
technical or managerial responsibilities of the employee’s current or potential
County job classifications.
C.Employees who qualify for this allowance do so for a period of only twelve
(12) months, commencing on the first day of the month after proof of
completion is received and approved by the Public Works Director or his
designee. This allowance automatically terminates at the end of the twelve
(12) month period.
39.Engineer Professional Development Reimbursement: Employees in the
classification of Engineering Managers will be allowed reimbursement for qualifying
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professional development expenses and professional engineering license fees
required by the employee’s classification up to a total of seven hundred dollars
($700) for each two (2) year period beginning on January 1, 2000. Effective July 1,
2007, the allowable reimbursement amount will be increased by one hundred fifty
dollars ($150) for a total of eight hundred fifty dollars ($850). Effective on January
1, 2008, Engineering Managers will be allowed reimbursement for qualifying
professional development expenses and professional engineering license fees
required by the employee’s classification up to a total of nine hundred dollars ($900)
for each two (2) year period.
Allowable expenses include the following activities and materials directly related to
the profession in which the individual is engaged as a County employee:
A.Membership dues to professional organizations.
B.Registration fees for attendance at professional meetings, conferences and
seminars.
C.Books, journals and periodicals.
D.Tuition and text book reimbursement for accredited college or university classes.
E.Professional license fees required by the employee’s classification.
F.Application and examination fees for registration as a professional engineer,
architect or engineer-in-training.
G.Certain job-related instruments, job-related computer hardware and software
from a standardized County approved list or with Department Head approval,
provided each Engineer complies with the provisions of the Computer Use and
Security Policy adopted by the Board of Supervisors and the applicable manuals.
Individual professional development reimbursement requests require the approval
of the Department Head. Reimbursement occurs through the regular demand
process with demands being accompanied by proof of payment (copy of invoice or
canceled check).
In order to receive reimbursement, the employee must have been in an eligible
classification when the expense was incurred.
40.Library Department Holidays: For all management and unrepresented employees
in the County Library Department, the day after Thanksgiving is deleted as a holiday
and the day before Christmas is added as a holiday.
41.Nursing Shift Coordinator-Per Diem, Staff Nurse-Per Diem and Staff Advice
Nurse-Per Diem Holiday Pay: Employees in the classifications of Nursing Shift
Coordinator - Per Diem (VWHD), Staff Nurse - Per Diem (VWWA), and Staff Advice
Nurse - Per Diem (VWXF), who work on a holiday, will be compensated at one and
one-half (1.5) times the hourly rate for all hours worked, up to a maximum of eight
(8) hours. This provision is effective on November 1, 2006.
42.Staff Nurse-Per Diem and Staff Advice Nurse-Per Diem Overtime Pay:
Employees in the classifications of Staff Nurse-Per Diem (VWWA) and Staff Advice
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Nurse-Per Diem (VWXF), who are unrepresented and paid on an hourly basis, will
be compensated at the rate of one and one-half (1.5) times their base rate of pay
(excluding differentials) for authorized work performed in excess of their scheduled
shift, even if that scheduled shift is ten (10) or twelve (12) hours long.
43.Staff Nurse-Per Diem Differentials: Effective September 1, 2003, employees in the
classification of Staff Nurse-Per Diem (VWWA), who are unrepresented and paid on
an hourly basis, are eligible for the following differentials under the stated
circumstances:
A.Evening Shift. An employee who works an evening shift of four (4) hours or
more between the hours of 5:00 p.m. and 11:00 p.m. will be paid a shift
differential of twelve percent (12%) of the employee’s base rate of pay.
B.Night Shift. An employee who works a night shift of four (4) hours or more
between the hours of 11:00 p.m. and 8:00 a.m. will be paid a shift differential of
fifteen percent (15%) of the employee’s base rate of pay.
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 employee’s base rate of pay.
E.Code Gray/STAT Team Differential. An employee who is assigned by
administration to respond to emergency Code Gray calls as a member of the
STAT Team will be paid a differential of ten percent (10%) of the employee’s
base rate of pay.
44.Staff Advice Nurse-Per Diem Shift Differentials: Effective September 1, 2003,
employees in the classification of Staff Advice Nurse-Per Diem (VWXF), who are
unrepresented and paid on an hourly basis, are eligible for the following differentials
under the stated circumstances:
A.Evening Shift. An employee who works an evening shift of four (4) hours or
more between the hours of 5:00 p.m. and 11:00 p.m. will be paid a shift
differential of twelve percent (12%) of the employee’s base rate of pay.
B.Night Shift. An employee who works a night shift of four (4) hours or more
between the hours of 11:00 p.m. and 8:00 a.m. will be paid a shift differential
of fifteen percent (15%) of the employee’s base rate of pay.
45.Podiatrists / Optometrists Unrepresented Status: In addition to all general
benefits afforded Unrepresented employees in Section I of this Resolution, the
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classes of Exempt Medical Staff Podiatrist (VPS2) and Exempt Medical Staff
Optometrist (VPS1) are also eligible for the following benefits:
Educational Leave. Each permanent full-time employee with at least one (1) year
of service are entitled to five (5) days leave with pay each year to attend courses,
institutions, workshops or classes which meet requirements for American Medical
Association Category One Continuing Medical Education. Requests must be
submitted for approval in advance to the Medical Director and Service Chief.
Permanent part-time employees are entitled to educational leave under this section
on a pro-rated basis.
Long-Term Disability Insurance: The County will continue in force the Long-Term
Disability Insurance program with a replacement limit of eighty-five percent (85%) of
total monthly base earnings reduced by any deductible benefits.
Malpractice Coverage. The County will provide coverage under the Continuing
Practice Physician’s Insurance Plan.
Paid Personal Leave. Permanent full-time employees with three (3) years of service
will be credited with five (5) days of non-accruable paid personal leave effective
January 1 of each calendar year. Balances not used will be returned to zero (0) at
the end of each year. Permanent part-time employees are entitled to paid personal
leave under this section on a pro-rated basis.
46.Probation - Safety Employees Retirement Tier; Contribution Toward Cost of
Enhanced Retirement Benefit:
Retirement Tier. The retirement formula of “3 percent at 50" applies to employees
in the classifications set forth 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/her
retirement base to pay part of the employer’s contribution for the cost of these safety
retirement benefits. Such payments will be made on a pre-tax basis in accordance
with applicable tax laws. “Retirement base” means base salary and other payments,
such as salary differential and flat rate pay allowances, used to compute retirement
deductions.
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)
Probation Manager (7AGB)
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47.Real Property Agent Advanced Certificate Differential: Employees in the
classifications of Assessor (DAA1), Assistant County Assessor (DAB1), and Real
Estate Manager-Exempt (DYD1) are entitled to receive a monthly differential in the
amount of five percent (5%) of base monthly salary for possessing and maintaining
either a valid Senior Member Certificate issued by the International Executive
Committee of the International Right of Way Association (IRWA) or a certification
issued by the Building Owners and Managers Institute (BOMI) with a designation as
either a Real Property Administrator (RPA) or Facilities Management Administrator
(FMA). Verification of eligibility will be by the Department Head or his/her designee.
Eligibility for receipt of the differential begins on the first day of the month following
the month in which eligibility is verified by the Department Head.
All employees who qualify for the Senior Member certificate must recertify every five
(5) years with the International Right of Way Association in order to retain the Senior
Member designation and continue to receive the differential. In order to recertify, a
Senior Member must accumulate seventy-five (75) hours of approved education
which may include successfully completing courses, attending educational seminars
or teaching approved courses.
All employees who qualify for the RPA or FMA designation must recertify every three
(3) years with BOMI in order to retain the RPA or FMA designation and continue to
receive this differential. In order to retain certification, an employee must achieve
eighteen (18) points of continuing professional development, which may include
successfully completing courses, attending educational seminars, or teaching
approved courses related to the industry.
48.Sheriff Sworn Management 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 minimum P.O.S.T. qualifications required in their class
may qualify for one, and only one, of the following career incentive allowances:
1.A career incentive allowance of two and one-half percent (2.5%) of
monthly base pay will be awarded for the possession of a Management
and/or Executive P.O.S.T. Certificate and possession of an approved
Baccalaureate Degree.
2.A career allowance of five percent (5%) of monthly base pay will be
awarded for the possession of a Management and/or Executive
P.O.S.T. Certificate and possession of an approved Master’s Degree.
B.Incumbents in the class of Chief of Police-Contract Agency-Exempt who possess
the appropriate certificates beyond the minimum P.O.S.T. qualifications required
in their class may qualify for one, and only one, of the following career incentive
allowances:
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1.A career incentive allowance of two and one-half percent (2.5%) of
monthly base pay will be awarded for the possession of an Advanced
P.O.S.T. Certificate.
2.A career incentive allowance of five percent (5%) will be awarded for the
possession of an Advanced P.O.S.T. Certificate and possession of an
approved Baccalaureate or Master’s Degree.
49.Sheriff Continuing Education Allowance: Sheriff’s Department employees in the
classifications of Sheriff’s Fiscal Officer (APSA) and Sheriff’s Chief of Management
Services (APDC) are eligible to receive a Continuing Education Allowance of two
and one-half percent (2.5%) of base monthly salary for any fiscal year in which they
complete at least sixty (60) hours of education or training or at least three(3)
semester units of college credit or a combination thereof, approved by the
department, subject to all of the following conditions:
A.An application must be submitted in advance, to the Sheriff’s Department
prior to the fiscal year in which the education or training will occur.
B.The education or training must be directly related to the technical or
Management duties of the employee’s job.
C.The course must be reviewed and approved in advance by the Sheriff’s
Department Standards and Resources Bureau.
D.The employee must show evidence of completion with a passing grade.
50.Sheriff Emergency Services Standby Differential: Employees in the classification
of Emergency Planning Specialist–Exempt (9GS1) who perform standby duty for the
Office of Emergency Services at least one (1) w eek per month, are entitled to
receive a differential in the amount of two and one-half percent (2.5%) of base
monthly salary.
51.Sheriff Law Enforcement Longevity Differential: Incumbents in the classifications
of Undersheriff (6XB4), Commander (6XD1), and Chief of Police-Contract Agency-
Exempt (6XF1) are eligible for a differential of five percent (5%) of base monthly
salary upon completion of fifteen (15) years of County service as a full-time,
permanent, sworn law enforcement officer.
52.Sheriff Uniform Allowance: The Sheriff-Coroner (6XA1), Undersheriff (6XB4,
Commander (6XD1), Chief of Police-Contract Agency-Exempt (6FX1) and non-
sworn management employees in the Sheriff-Coroner’s Department will be paid a
uniform allowance in the amount of eight hundred seventy-two dollars ($872) per
year effective July 1, 2007, payable one-tw elfth (1/12) of the yearly total in monthly
pay warrants. The management employees eligible for this uniform allowance are:
Sheriff’s Fiscal Officer (APSA) and Sheriff’s Chief of Management Services (APDC).
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53.Sheriff - Detention Division Meals: Employees assigned to the Detention Division
will have fifteen dollars ($15.00) per month deducted from their pay checks in
exchange for meals provided by the Department. The employee may choose not to
eat facility food. In that case, no fees will be deducted.
54.Sheriff - Retirement Tiers; Contribution Toward Cost of Enhanced Retirement
Benefit:
54.10.Safety Tier A. The retirement formula of “3 percent at 50" applies to employees
in the classifications set forth below, who are employed by the County as of
December 31, 2006. The cost of living adjustment (COLA) to the retirement
allowances of these employees will not exceed three percent (3%) per year. The
final compensation of these employees will be based on a twelve (12) month
salary average. Beginning on October 1, 2006, each employee will pay three
percent (3%) of his/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. Effective June 29, 2013, such
payments will cease. “Retirement base” means base salary and other payments,
such as salary differentials and flat rate pay allowances, used to compute
retirement deductions. Safety Tier A is closed to all employees initially hired by
Contra Costa County after December 31, 2006.
54.11 Safety Tier C. The retirement formula of “3 percent at 50" applies to employees
in the classifications set forth below, who are hired by the County after December
31, 2006. 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 consecutive
thirty-six (36) month salary average. Beginning on January 1, 2007, each
employee will pay two and one-tenths percent (2.1%) of his or her retirement
base to pay part of the employer’s contribution towards the cost of Safety Tier C.
Such payments will be made on a pre-tax basis in accordance with applicable tax
laws. Effective June 29, 2013, such payments will cease. “Retirement base”
means base salary and other payments, such as salary differentials and flat rate
pay allowances, used to compute retirement deductions. Safety Tier C is closed
to all employees initially hired after December 31, 2012.
54.12 Safety Tier D. The retirement formula of “3 percent at 55" applies to employees
in the classifications set forth below, who are hired by the County after December
31, 2012. The cost of living adjustment to the retirement allowance will not
exceed two percent (2%) per year and will be banked. The employee’s final
compensation will be based on his/her annual compensation earnable during a
consecutive thirty-six month period. On the employee’s retirement date, the
employee’s retirement allowance will not exceed ninety percent (90%) of his/her
final compensation.
54.13 Rehires. Employees who leave County service on or before December 31, 2012,
and are rehired after that date, will be automatically placed in Safety Tier D
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unless otherwise required by law.
54.14 Employees with more than 30 years of Service. Commencing January 1, 2007,
employees in the classifications set forth below and designated by the Contra
Costa County Employees’ Retirement Association as safety members with credit
for more than thirty (30) years of continuous service as safety members, will not
make payments from their retirement base to pay part of the employer’s
contribution towards the cost of Safety Tier A.
54.15 Retirement Tier Elections. If members of the Deputy Sheriffs’ Association have
the opportunity to elect different retirement tiers, employees in the classifications
set forth below and employed by the County as of December 31, 2012, will be
offered the same opportunity to elect the new Safety Tier D at the same time and
on the same terms and conditions as are applicable to members of the Deputy
Sheriffs’ Association.
54.16 Eligible Classes.
This section applies only to the following classifications:
Sheriff-Coroner (6XA1)
Undersheriff- Exempt (6XB4)
Assistant Sheriff (6XB2)
Chief Deputy Sheriff-Exempt (6XB3)
Commander (6XD1)
Chief of Police-Contract Agency-Exempt (6XF1)
55.Treasurer-Tax Collector Professional Development Differential: Incumbents of
the following listed classifications in the Treasurer-Tax Collector’s Department are
eligible to receive a monthly differential equivalent to five percent (5%) of base salary
for possession of at least one (1) of the following specified professional certifications
and for completion of required continuing education requirements associated with
the individual certifications. Verification of eligibility for any such differential must be
in writing by the Treasurer-Tax Collector or his/her designee. Under this program,
no employee may receive more than a single five percent (5%) differential at one
time regardless of the number of certificates held.
Eligible classes are:
Treasurer-Tax Collector (S5A1)
Treasurer’s Investment Officer-Exempt (S5S3)
Assistant County Treasurer-Exempt (S5B4)
Assistant County Tax Collector (S5DF)
Chief Deputy Treasurer Tax Collector-Exempt (S5B2)
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Qualifying Certificates:
Certified Cash Manager (C.C.M.)
Certified Financial Planner (C.F.P.)
Certified Government Planner (C.G.F.P.)
Certified Treasury Manager (C.T.M.)
Chartered Financial Analyst (C.F.A.)
[End]