HomeMy WebLinkAboutMINUTES - 04222014 - D.8RECOMMENDATION(S):
ADOPT adopting Resolution No. 2014/132 approving the Memorandum of Understanding with Professional &
Technical Engineers, Local 21, for the period of July 1, 2012 through June 30, 2016.
FISCAL IMPACT:
The estimated cost of the negotiated contract is $1.6 million for FY 2013/14 ($1 million from the 4% wage increase);
$4.6 million for FY 2014/15 ($4 million from the 4% wage increase); and $7 million for FY 2015/16 ($4 million
from the 4% wage increase and $3 million from the 3% increase). Implementation of a change in the Cost of Living
Adjustment (COLA) to the pension benefit for employees who become members of CCCERA on and after July 1,
2014, is intended to result in long term savings for both the employee and the County.
BACKGROUND:
The Professional & Technical Engineers, Local 21, AFL-CIO (Local 21) began bargaining with Contra Costa County
in 2012. A Tentative Agreement was reached between the County and Local 21 and ratified on April 16, 2014. The
resulting Memorandum of Understanding (MOU), which is attached, includes modifications to wages, retirement,
health care, and other benefit changes. In summary, those changes include:
APPROVE OTHER
RECOMMENDATION OF CNTY ADMINISTRATOR RECOMMENDATION OF BOARD COMMITTEE
Action of Board On: 04/22/2014 APPROVED AS RECOMMENDED OTHER
Clerks Notes:
VOTE OF SUPERVISORS
AYE:John Gioia, District I Supervisor
Candace Andersen, District II Supervisor
Mary N. Piepho, District III Supervisor
Karen Mitchoff, District IV Supervisor
Federal D. Glover, District V Supervisor
Contact: Lisa Driscoll, County Finance
Director (925) 335-1023
I hereby certify that this is a true and correct copy of an action taken and entered on the
minutes of the Board of Supervisors on the date shown.
ATTESTED: April 22, 2014
David Twa, County Administrator and Clerk of the Board of Supervisors
By: June McHuen, Deputy
cc: Robert Campbell, Auditor-Controller
D.8
To:Board of Supervisors
From:David Twa, County Administrator
Date:April 22, 2014
Contra
Costa
County
Subject:Memorandum of Understanding with Professional & Technical Engineers Local 21, AFL-CIO
BACKGROUND: (CONT'D)
Term
The term of the agreement is July 1, 2012 through June 30, 2016.
Definitions
Modification to language regarding temporary and permanent intermittent employment.
Withdrawal of Membership - Section 2.5
Modifications to language regarding withdrawal of membership.
General Wages - Section 5.1
Effective April 1, 2014, the salary of non-safety classifications represented by Local 21 will be increased
by 4.0%.
On May 10, 2014, the majority of classifications represented by Local 21 will receive a lump sum
payment of $750.
Effective April 1, 2014, the Advice Nurse Supervisor pay will be increased by .6622%.
Effective July 1, 2015, the salary of all classifications represented by Local 21 will be increased by 3.0%
On May 10, 2015, the majority of classifications represented by Local 21 will receive a lump sum
payment of $750.
Days & Hours of Work - Section 6
Modifications to language regarding days and hours of work.
Automated Timekeeping - Section 6.14
Agreement to the implementation of the Automated Timekeeping System.
Sick Leave - Section 9
Upon the birth or adoption of a child, an employee who is eligible for baby-bonding leave, may utilize
sick leave.
Health, Dental and Related Benefits - Section 12
Agreement was reached to re-open this section on April 1, 2015, for the limited purpose of bargaining to
explore changes effective in the 2016 Plan year.
Retirement/Contribution - Section 21.1
PEPRA employees hired on or after July 1, 2014, will have up to a two percent banked COLA to their
retirement benefit.
Permanent-Intermittent Employee Special Pays & Benefits - Section 34
Special pays and benefits applicable for permanent-intermittent employees are detailed in Appendix F. If
a special pay or benefit is not specifically referenced then it does not apply.
Scope of Agreement - Section 36.1
Any past side letters or any other agreements that are not incorporated into or attached to the MOU are
deemed expired upon approval of this MOU by the Board of Supervisors.
Nursing Shift Coordinator, Holiday Pay - Section 42.13
Employees who elect to receive compensatory time credit in lieu of overtime pay must agree to do so for
a full fiscal year and must elect a change by May 31 of each year. The default is overtime.
Health Services Manager Differential - Section 42.16
Language has been modified to detail the specific cost centers for which the differential applies.
Shift Differential, On-Call, Call Back Matrix - Appendix E
Classifications eligible to receive shift differential pay, on-call duty pay, or call-back time pay are limited
to those listed in Appendix E.
Special Pays and Benefits for Permanent-Intermittent and Temporary Employees - Appendix F
Special pays and benefits applicable for temporary and permanent-intermittent employees are detailed in
Appendix F. If a special pay or benefit is not specifically referenced then it does not apply.
CONSEQUENCE OF NEGATIVE ACTION:
The County will continue to be out of contract with Professional & Technical Engineers Local 21, AFL-CIO and
may experience recruitment and retention difficulties.
CHILDREN'S IMPACT STATEMENT:
None.
None.
ATTACHMENTS
Resolution No. 2014/132
IFPTE Local 21 MOU 7-1-12 thru 6-30-16
IFPTE, Local 21 1 of 95 2012-2016
MEMORANDUM OF UNDERSTANDING
BETWEEN
CONTRA COSTA COUNTY
AND
PROFESSIONAL & TECHNICAL ENGINEERS, LOCAL 21, AFL-CIO
This Memorandum of Understanding (MOU) is entered into pursuant to the authority
contained in Division 34 of Board of Supervisors’ Resolut ion 81/1165 and has been
jointly prepared by the parties.
The Employee Relations Officer (County Administrator) is the representative of Contra
Costa County in employer-employee relations matters as provided in Board of
Supervisors' Resolution 81/1165.
The parties have met and conferred in good faith regarding wages, hours and other
terms and conditions of employment for the employees in units in which the Union is
the recognized representative, have freely exchanged information, opinions and
proposals and have endeavored to reach agreement on all matters relating to the
employment conditions and employer-employee relations covering such employees.
This MOU shall be presented to the Contra Costa County Board of Supervisors, as the
governing board of the County and appropriate fire districts, as the joint
recommendations of the undersigned for salary and employee benefit adjustments for
the period commencing July 1, 2012 and ending June 30, 2016.
DEFINITIONS
IFPTE, Local 21 2 of 95 2012-2016
DEFINITIONS
Appointing Authority: The Department Head unless otherwise provided by statute or
ordinance.
Class: A group of positions sufficiently similar with respect to the duties and
responsibilities that similar selection procedures and qualifications may apply and that
the same descriptive title may be used to designate each position allocated to the
group.
Class Title: The designation given to a class, to each position allocated to the class,
and to the employees allocated to the class.
County: Contra Costa County.
Demotion: Demotion is the reduction of an employee to another position in a class
having a lower salary allocation than the class previously occupied by the employee or
to a lower compensation level within the employee’s salary range.
Director of Human Resources: The person designated by the County Administrator to
serve as the Assistant County Administrator-Director of Human Resources.
Eligible: Any person whose name is on an employment, reemployment, or layoff list for
a given class.
Employee: A person who is an incumbent of a position or who is on leave of absence
in accordance with provisions and whose position is held pending his return.
Employment List: A list of names of persons who have been found qualified for
employment in a specific class.
Higher Pay-Higher Class: When an employee in a permanent position is required to
work in a higher paid classification, the employee shall receive the higher compensation
for such work, pursuant to Section 5.13 – Pay for Work in Higher Classification, plus any
differentials and incentives the employee would have received in their regular position.
Unless the Board has by resolution otherwise specified, the higher pay shall begin on
the twenty-first calendar day of the new assignment. The County Administrator shall
issue regulations specifying policy and procedures to implement this provision and shall,
on request of appointing authorities, make required determinations pursuant to it.
Layoff List: A list of persons who have occupied positions allocated to a class in the
Merit system and who have involuntarily separated by layoff, displacement, or demoted
by displacement, or have voluntarily demoted in lieu of layoff or displacement, or have
voluntarily transferred in lieu of layoff or displacement.
DEFINITIONS
IFPTE, Local 21 3 of 95 2012-2016
Permanent-Intermittent Position: Any position that requires the services of an
incumbent for an indefinite period of time, but on an intermittent basis, as needed, paid
on an hourly basis.
Permanent Part-Time Position: Any position which will require the services of an
incumbent for an indefinite period but on a regularly scheduled less than full time basis.
Permanent Position: Any position which has required, or which will require the
services of an incumbent without interruption, for an indefinite period.
Position: The assigned duties and responsibilities calling for the regular full time, part-
time or intermittent employment of a person.
Project Employee: An employee who is engaged in a time limited program or service
by reason of limited or restricted funding. Such positions are typically funded from
outside sources but may be funded from County revenues.
Promotion: The change of a permanent employee to another position in a class
allocated to a salary range for which the top step is higher than the top step of the class
which the employee formerly occupied except as otherwise provided for in the
Personnel Management Regulations or in ordinances or resolutions governing deep
classifications.
Reallocation: The act of reassigning an individual position from one class to another
class at the same range of the salary schedule, or to a class which is allocated to
another range that is within five (5) percent of the top step except as otherwise provided
for in the Personnel Management Regulations or in ordinances or resolutions.
Reclassification: The act of reassignment or change in allocation of a position by
raising it to a higher class or reducing it to a lower class on the basis of significant
changes in the nature, difficulty, or responsibility of duties performed in the position.
Reemployment List: A list of persons who have occupied positions allocated to a
class who have voluntarily separated and are qualified for consideration for
reappointment under the Personnel Management Regulations governing reemployment.
Resignation: The voluntary termination of permanent employment with the County.
DEFINITIONS
IFPTE, Local 21 4 of 95 2012-2016
Temporary Employment: Any employment that requires the services of an incumbent
for a limited period of time, paid on an hourly basis, not in an allocated position or in
permanent status. In additional to an hourly wage, temporary employees are entitled
only to those special pays or benefits specifically identified for temporary employees in
Appendix F. If a special pay or benefit that is described in this MOU does not
specifically reference temporary employees or the special pay or benefit is not included
in Appendix F, then the special pay or benefit does not apply to temporary employees.
For temporary employees who are retired from County service, the subjects of health
benefits, dental benefits, and retirement benefits are excluded from the scope of
representation by Union.
Transfer: The change of an employee to another position in the same class in a
different department, or to another position in a class which is allocated to a salary
schedule the top step of which is within five (5) percent of the top step of the class
previously occupied in the same or different department or as otherwise defined in deep
class ordinances or resolutions.
Union: International Federation of Professional & Technical Engineers (IFPTE) Local
21.
SECTION 1 - ORGANIZATION RECOGNITION
IFPTE, Local 21 5 of 95 2012-2016
SECTION 1 - ORGANIZATION RECOGNITION
Professional & Technical Engineers, Local 21, AFL-CIO is the formally recognized
employee organization for the representation units listed below, and such employe e
organization has been certified as such pursuant to Board of Supervisors’ Resolution
81/1165.
Supervisory Unit – see Appendix A
Non-Supervisory Unit – see Appendix B
SECTION 2 - UNION SECURITY
2.1 Dues Deduction. Pursuant to Board of Supervisors’ Resolution 81/1165, only a
majority representative may have dues deduction and as such the Union has the
exclusive privilege of dues deduction for all employees in its units.
2.2 Agency Shop.
A. The Union agrees that it has a duty to provide fair and non-discriminatory
representation to all employees in all classes in the units for which this section is
applicable regardless of whether they are members of the Union.
B. All employees hired, transferred, or promoted into a classification represented by
Local 21 (except for those management classifications listed in Appendix C) on
or after the date this MOU is adopted by the Board of Supervisors, and
continuing until the termination of this MOU, shall either:
1.Become and remain a member of the Union or;
2. Pay to the Union, an agency shop fee in an amount which does not
exceed an amount which may be lawfully collected under applicable
constitutional, statutory, and case law, which under no circumstances shall
exceed the monthly dues, initiation fees and general assessments
determined by the Union. It shall be the sole responsibility of the Union to
determine an agency shop fee which meets the above criteria; or
3.Do both of the following:
a.Execute a written declaration that the employee is a member of a
bona fide religion, body or sect which has historically held a
conscientious objection to joining or financially supporting any public
employee organization as a condition of employment; and
b.Pay a sum equal to the agency shop fee described in Section 2.2.B.2
to a non-religious, non-labor, charitable fund chosen by the employee
SECTION 2 - UNION SECURITY
IFPTE, Local 21 6 of 95 2012-2016
from the following charities: Family and Children's Trust Fund, Child
Abuse Prevention Council and Battered Women's Alternative.
C. The provisions of Subsection B., above, will apply to all employees of a unit
represented by Local 21 in the event that:
1.Election: The Union has requested, in writing, that an election on the
issue of agency shop, be conducted by the State Mediation and
Conciliation Service, and fifty percent (50%) plus one (1) of the members
in a unit who vote in the secret ballot election, votes in favor of agency
shop; or
2.Two-thirds (2/3) Membership: The Union provides documentation that
two-thirds (2/3) of the employees within a unit are dues paying members
of the Union.
D. The Union shall provide the County with a copy of the Union's Hudson
Procedure for the determination and protest of its agency shop fees. The Union
shall provide a copy of said Hudson Procedure to every fee payer covered by
this MOU within one (1) month from the date it is approved and annually
thereafter, and as a condition to any change in the agency shop fee.
E. The provisions of Section 2.2.B.2 shall not apply during periods that an
employee is separated from the represented unit, but, shall be reinstated upon
the return of the employee to the represented unit. The term separation includes
transfer out of the unit, layoff, and leave of absence with a duration of more than
thirty (30) days.
F. The Union will comply with the financial disclosure requirements set forth in
California Government Code section 3502.5(f), or as otherwise required by law.
G. Compliance.
1.An employee employed in or hired into a job class represented by the
Union shall be provided with an Employee Authorization for Payroll
Deduction form by the Human Resources Department.
2.If the form authorizing payroll deduction is not returned within thirty (30)
calendar days after notice of this agency shop fee provision and the union
dues, agency shop fee, initiation fee or charitable contribution required
under Section 2.2.B.3 are not received, the Union may, in writing, direct
that the County withhold the agency shop fee and the initiation fee from
the employee's salary, in which case the employee's monthly salary shall
be reduced by an amount equal to the agency shop fee and the County
shall pay an equal amount to the Union.
H. The Union shall indemnify, defend, and save the County harmless against any
and all claims, demands, suits, orders, or judgments, or other forms of liability
that arise out of or by reason of this union security section, or action taken or not
SECTION 2 - UNION SECURITY
IFPTE, Local 21 7 of 95 2012-2016
taken by the County under this Section. This includes, but is not limited to, the
County's attorneys' fees and costs. The provisions of this subsection shall not be
subject to the grievance procedure following the adoption of this MOU by the
County Board of Supervisors.
I. The County Human Resources Department shall monthly furnish a list of all new
hires to the Union.
J. In the event that employees in a bargaining unit represented by the Union vote to
rescind agency shop, the provisions of Section 2.4 and 2.5 shall apply to dues-
paying members of the Union.
2.3 Dues Form. Employees hired into classifications assigned to units represented
by the Union shall complete a County Union dues authorization form provided by the
Union and shall have deducted from their paychecks the stipulated union membership
dues. Said employees shall have thirty (30) days from the date of hire to decide if
he/she does not want to become a member of the Union. Such decision not to become
a member of the Union must be made in writing to the Auditor-Controller with a copy to
the Labor Relations Service Unit within said thirty (30) day period. If the employee
decides not to become a member of the Union, any Union dues previously deducted
from the employee's paycheck shall be returned to the employee and said amount shall
be deducted from the next dues deduction check sent to the Union. If the employee
does not notify the County in writing of the decision not to become a member within the
thirty (30) day period, he/she shall be deemed to have voluntarily agreed to pay the
dues of the Union.
Each such dues authorization form referenced above shall include a statement that the
Union and the County have entered into a MOU, that the employee is required to
authorize payroll deductions of Union dues, and that such authorization may be revoked
within the first thirty (30) days of employment upon proper written notice by the
employee within said thirty (30) day period as set forth above. Each such employee
shall, upon completion of the authorization form, receive a copy of said authorization
form which shall be deemed proper notice of his/her right to revoke said authorization.
2.4 Maintenance of Membership. All employees in units represented by the Union
who are currently paying dues to the Union and all employees in such units who
hereafter become members of the Union shall pay dues to the Union for the duration of
this MOU and each year thereafter so long as the Union continues to represent the
classification to which the employee is assigned, unless the employee has exercised
the option to cease paying dues in accordance with Section 2.5.
2.5 Withdrawal of Membership. By notifying the Auditor-Controller's Office in
writing, between May 1 and May 31 any employee may withdraw from Union
membership and discontinue paying dues as of the payroll period commencing on June
1. The discontinuance of dues payments will then be reflected in the July 10 paycheck.
After May 31, the Auditor-Controller’s Office shall submit a copy of any written
withdrawal request with a time and date stamp from the Auditor-Controller’s Office along
with a list of the employees who have rescinded their authorization for dues deduction
to the Human Resources Department for distribution to the Union.
SECTION 2 - UNION SECURITY
IFPTE, Local 21 8 of 95 2012-2016
2.6 Communicating With Employees. The Union is allowed to use designated
portions of bulletin boards or display areas in public portions of County buildings or in
public portions of offices in which there are employees represented by the Union,
provided the communications displayed have to do with official Union business such as
times and places of meetings and further provided that the Union appropriately posts
and removes the information. The department head reserves the right to remove
objectionable materials after notification to and discussion with the Union.
Representatives of the Union, not on County time, are permitted to place a supply of
employee literature at specific locations in County buildings, if arranged through the
Appointing Authority or designated representative; said representatives may distribute
Union literature in work areas (except work areas not open to the public) if the nature of
the literature and the proposed method of distribution are compatible with the work
environment and the County work in progress.
The Union may have access to work locations in which it represents employees for the
following purposes:
A. to post literature on bulletin boards;
B. to arrange for use of a meeting room;
C. to leave and/or distribute a supply of literature as indicated above;
D. to represent an employee on a discipline, and/or to contact a union officer on a
matter within the scope of representation;
E. to ascertain whether the terms and conditions of the MOU are being complied
with.
In the application of this provision, the Union must make advance arrangements,
including disclosure of which of the above purposes is the reason for the visit, with the
department representative in charge of the work area, and the visit must not interfere
with County services.
2.7 Use of County Buildings. The Union is allowed the use of areas normally used
for meeting purposes for meetings of County employees when:
A. such space is available; and
B. there is no additional cost to the County; and
C. it does not interfere with normal County operations, nor interfere with any
employee's work responsibilities; and
D. employees in attendance are not on duty and are not scheduled for duty; and
E. the meetings are on matters within the scope of representation.
SECTION 2 - UNION SECURITY
IFPTE, Local 21 9 of 95 2012-2016
The administrative official responsible for the meeting space will establish and maintain
the scheduling of such uses. The Union must maintain proper order at its meetings, and
see that the meeting space is left in a clean and orderly condition.
The use of County equipment (other than items normally used in the conduct of
business meetings, such as desks, chairs, and blackboards) is strictly prohibited, even
though it may be present in the meeting area.
2.8 Advance Notice. The Union will, except in cases of emergency, have the right
to reasonable notice of any ordinance, rule, resolution or regulation directly relating to
matters within the scope of representation proposed to be adopted by the Board, or
boards and commissions appointed by the Board, and to meet with the body
considering the matter.
The listing of an item on a public agenda, or the mailing of a copy of a proposal at least
seventy-two (72) hours before the item will be heard, or the delivery of a copy of the
proposal at least twenty-four (24) hours before the item will be heard, constitutes
advanced notice.
In cases of emergency when the Board, or boards and commissions appointed by the
Board, determines it must act immediately without such notice or meeting, it shall give
notice and opportunity to meet as soon as practical after its action.
2.9 Written Statement for New Employees. The County will provide a written
statement to each new employee hired into a classification represented by the Union,
that the employee's classification is represented by The Union and the name of a
representative of the Union. The County will provide the employee with a packet of
information which has been supplied by the Union and approved by the County. The
County will provide an opportunity for the Union to make a fifteen (15) minute
presentation at the Human Resources Department’s new employee orientation
meetings.
2.10 Assignment of Classes to Bargaining Units. The County shall assign new
classes in accordance with the following procedure:
A. Initial Determination. When a new class title is established, the Labor Relations
Manager will review the composition of existing representation units to determine
the appropriateness of including some or all of the employees in the new class in
one or more existing representation units, and within a reasonable period of time
will mail notice to all recognized employee organizations of his/her determination.
B. Final Determination. His/her determination is final unless within ten (10) days
after mailing of the notice, a recognized employee organization requests, in
writing, to meet and confer thereon.
C. Meet and Confer and Other Steps. The Labor Relations Manager, or designee,
will meet and confer with such requesting organizations (and with other
recognized employee organizations where appropriate) to seek agreement on
SECTION 3 – NO DISCRIMINATION / AMERICANS WITH DISABILITIES
ACT (ADA)
IFPTE, Local 21 10 of 95 2012-2016
this matter within sixty (60) days after the request in Subsection B, unless
otherwise mutually agreed. Thereafter, the procedures in cases of disagreement,
arbitration referral and expenses, and criteria for determination, are governed by
Board of Supervisors’ Resolution 81/1165.
2.11 T.J. Anthony Fund. Employees in classifications represented by IFPTE Local
21 may make a voluntary, monthly contribution to the T. J. Anthony Fund through the
County’s payroll system. Monthly contributions will be deducted from employees’ pay
by the County and remitted to IFPTE Local 21, T.J. Anthony Fund. The T.J. Anthony
Fund is the Union’s political action fund.
SECTION 3 – NO DISCRIMINATION / AMERICANS WITH DISABILITIES ACT (ADA)
There shall be no discrimination because of sex, race, creed, color, national origin,
religion, marital status, gender identity, sexual orientation, or union activities against any
employee or applicant for employment by the County or by anyone employed by the
County; and to the extent prohibited by applicable State and Federal law there shall be
no discrimination because of age. There shall be no discrimination against any disabled
person solely because of such disability unless that disability prevents the person from
meeting the minimum standards established for the position or from carrying out the
duties of the position safely.
There shall be no discrimination because of Union membership or legitimate Union
activity against any employee or applicant for employment by the County or anyone
employed by the County.
The Employer and the Union recognize that the Employer has an obligation to
reasonably accommodate disabled employees. If by reason of the aforesaid
requirement the Employer contemplates actions to provide reasonable accommodation
to an individual employee in compliance with the ADA that are in conflict with any
provision of this Agreement, the Union will be advised of such proposed
accommodation. Upon request, the County will meet and confer with the Union on the
impact of such accommodation. If the County and the Union do not reach agreement,
the County may implement the accommodation if required by law without further
negotiations. Nothing in this MOU shall preclude the County from taking actions
necessary to comply with the requirements of ADA, or the California Fair Employment
and Housing Act.
SECTION 4 - SHOP STEWARDS AND OFFICIAL REPRESENTATIVES
4.1 Attendance at Meetings. Employees designated as shop stewards or official
representatives of the Union shall be allowed to attend meetings held by County
agencies during regular working hours on County time as follows:
A. If their attendance is required by the County at a specific meeting.
SECTION 4 - SHOP STEWARDS AND OFFICIAL REPRESENTATIVES
IFPTE, Local 21 11 of 95 2012-2016
B. If their attendance is sought by a hearing body or presentation of testimony or
other reasons;
C. Meetings scheduled at reasonable times agreeable to all parties, required for
settlement of grievances filed pursuant to Section 20 Grievance Procedure of this
MOU.
D. If they are designated as a shop steward, in which case they may utilize a
reasonable time at each level of the proceedings to assist an employee to
present a grievance, or represent an employee at disciplinary proceedings or
investigations, provided the meetings are scheduled at reasonable times
agreeable to all parties.
E. If they are designated as spokesperson or representative of the Union and as
such make representations or presentations at meetings or hearings on wages,
salaries, benefits, and working conditions; provided in each case advance
arrangements for time away from the employee's work station or assignment are
made with the appropriate department head, and the County agency calling the
meeting is responsible for determining that the attendance of the particular
employee(s) is required.
F. Shop stewards and union officials must notify, as far in advance as possible, their
immediate supervisor, or his/her designee, of their intent to engage in union
business on County time. All notices for release time must include the location,
the estimated time needed, and the general nature of the union business
involved (e.g., grievance meeting, Skelly hearing).
G. To attend examination appeal board hearings to assist an employee in making a
presentation.
4.2 Union-Sponsored Training Programs. The County will provide the Union a
maximum of one-hundred eighty (180) hours per year of release time for union
designated stewards and/or officers to attend union-sponsored training programs.
Requests for release time are required to be provided in writing to the Department and
the County Human Resources Department at least fifteen (15) calendar days in
advance of the time requested. Department Heads, or designee, will reasonably
consider each request and notify the affected employee whether such request is
approved within seven (7) calendar days of receipt of the request.
4.3 Union Representatives. Official representatives of the Union shall be allowed
time off on County time for meetings during regular working hours when formally
meeting and conferring in good faith or consulting with the Labor Relations Manager or
other management representatives on matters within the scope of representation,
provided that advance arrangements for the time away from the work station or
assignment are made with the appropriate Department Head.
4.4 Release Time for Successor Bargaining. The County must permit a total of
ten (10) Union members (including any alternates) paid release time to participate in
SECTION 5 - SALARIES
IFPTE, Local 21 12 of 95 2012-2016
scheduled bargaining sessions with the County that take place during the employee’s
regular work hours. If the scheduled bargaining session falls on the day off of a Union
participant, the County will not pay that employee for that time.
4.5 Labor Management Committee: Upon contract approval, a Labor Management
Committee will be established. No action of the committee shall contravene (overturn
and contradict) any term or provision of the Agreement between Contra Costa County
and the Union.
This Labor Management Committee will have equal representation from both the
County and the Union, with five (5) representatives each. Union Committee members
will represent a cross-section of the County, with representation from multiple
Departments. The Committee will meet at minimum on a quarterly basis, and in
addition, as needed to address matters the parties agree are of mutual concern that
arise during the course of this Agreement. At the inaugural meeting, the Committee will
establish ground rules for conduct of the Committee. At least one week prior to each
Committee meeting, the parties agree to establish, an Agenda, including issues for
discussion during the Committee meeting. By mutual agreement, the Committee is
specifically empowered to establish subcommittees.
Issues regarding on-call/call-back pay will be included on the agenda for meetings of
the Labor/Management Committee at the request of either party.
SECTION 5 - SALARIES
5.1 General Wages.
A. Effective on April 1, 2014, the base rate of pay for all non-safety classifications
represented by the Local 21 will be increased by four percent (4%). Employees
in safety classifications represented by the Union are not eligible for the four
percent (4%) wage increase.
Effective July 1, 2015, the base rate of pay for all classifications represented by
the Union will be increased by three percent (3%).
B. Management Longevity Pay:
1.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
SECTION 5 - SALARIES
IFPTE, Local 21 13 of 95 2012-2016
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. This section does not apply to employees who are eligible to receive
the Nurse Manager Longevity Differentials set forth in Section 42.15.
2.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
Nurse Manager Longevity Differentials set forth in Section 42.15.
C. Lump Sum Ratification Payment
1.Permanent Employees. Permanent full-time employees, including project
employees, who meet all of the following criteria will be paid lump sum
ratification payments of seven hundred and fifty dollars ($750) each on
May 10, 2014 and on May 10, 2015. Permanent part-time employees,
including project employees, who meet all of the following criteria will be
paid a prorated lump sum ratification payment. The prorated lump sum
payment for permanent part-time employees will be calculated by
multiplying seven hundred and fifty dollars ($750) by the employee’s
approved position hours (for example: $750 x (20/40)= $375).
Criteria:
a.For the May 10, 2014 payment: The employee must be employed by the
County in a classification represented by the Union on the first day of the
month in which the MOU is adopted by the Board of Supervisors.
b.For the May 10, 2015 payment: The employee must be employed by the
County in a classification represented by the Union on April 1, 2015.
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IFPTE, Local 21 14 of 95 2012-2016
c. Employees in safety classifications represented by the Union are not eligible
for the lump sum ratification payments.
d.Temporary and per diem employees are not eligible for the ratification
payments.
2.Permanent-Intermittent Employees. Permanent-intermittent employees
who meet all of the following criteria will be paid lump sum ratification
payments of two hundred dollars ($200) each on May 10, 2014 and on
May 10, 2015.
Criteria:
a.For the May 10, 2014 payment: The permanent-intermittent employee must
be employed by the County in a classification represented by the Union and
worked in such classification during the month of March 2014.
b.For the May 10, 2015 payment: The permanent-intermittent employee must
be employed by the County in a classification represented by the Union and
worked in such classification during the month of March 2015.
c.The employee’s lump sum ratification payment will be subject to the
employee’s required deductions, such as taxes, wage garnishments, and
retirement.
D. Salary Compaction Adjustment:
Effective April 1, 2014, and after the 4% base rate pay adjustment, increase the
salary range for the Advice Nurse Supervisor (VWHN) by 0.662%.
5.2 Entrance Salary. Except as otherwise permitted in deep class resolutions, new
employees shall generally be appointed at the minimum step of the salary range
established for the particular class of position to which the appointment is made.
However, the appointing authority may fill a particular position at a step above the
minimum of the range.
5.3 Anniversary Dates. Except as may otherwise be provided for in deep class
resolutions, anniversary dates will be set as follows:
A. New Employees. The anniversary date of a new employee is the first day of the
calendar month after the calendar month when the employee successfully
completes six (6) months service provided however, if an employee began work
on the first regularly scheduled workday of the month the anniversary date is the
first day of the calendar month when the employee successfully completes six (6)
months service.
B. Promotions. The anniversary date of a promoted employee is determined as for
a new employee in Subsection 5.3.A above.
C. Demotions. The anniversary of a demoted employee is the first day of the
calendar month after the calendar month when the demotion was effective.
D. Transfer, Reallocation & Reclassification. The anniversary date of an employee
who is transferred to another position or one whose position has been
SECTION 5 - SALARIES
IFPTE, Local 21 15 of 95 2012-2016
reallocated or reclassified to a class allocated to the same salary range or to a
salary range which is within five percent (5%) of the top step of the previous
classification, remains unchanged.
E. Reemployments. The anniversary of an employee appointed from a
reemployment list to the first step of the applicable salary range and not required
to serve a probation period is determined in the same way as the anniversary
date is determined for a new employee who is appointed the same date,
classification and step and who then successfully completes the required
probationary period.
F. Appointments from Outside the County’s Merit System Notwithstanding other
provisions of this Section 5, the anniversary of an employee who is appointed to
a classified position from outside the County's merit system at a rate above the
minimum salary for the employee's new class, or who is transferred from another
governmental entity to this County's merit system, is one (1) year from the first
day of the calendar month after the calendar month when the employee was
appointed or transferred; provided however, when the appointment or transfer is
effective on the employee's first regularly scheduled work day of that month,
his/her anniversary date is one (1) year after the first calendar day of that month.
5.4 Increments Within Range. The performance of each employee, except those of
employees already at the maximum salary step of the appropriate salary range, shall be
reviewed on the anniversary date as set forth in Section 5.3 to determine whether the
salary of the employee shall be advanced to the next higher step in the salary range.
Advancement shall be granted on the affirmative recommendation of the appointing
authority, based on satisfactory performance by the employee. The appointing authority
may recommend denial of the increment or denial subject to one additional review at
some specified date before the next anniversary which must be set at the time the
original report is returned.
Except as herein provided, increments within range shall not be granted more frequently
than once a year, nor shall more than one (1) step within range increment be granted at
one time, except as otherwise provided in deep class resolutions. In case an appointing
authority recommends denial of the within range increment on some particular
anniversary date, but recommends a special salary review at some date before the next
anniversary the special salary review shall not affect the regular salary review on the
next anniversary date. Nothing herein shall be construed to make the granting of
increments mandatory on the County. If an operating department verifies in writing that
an administrative or clerical error was made in failing to submit the documents needed
to advance an employee to the next salary step on the first of the month when eligible,
said advancement shall be made retroactive to the first of the month when eligible.
5.5 Part-Time Compensation. A part-time employee shall be paid a monthly salary
in the same ratio to the full-time monthly rate to which the employee would be entitled
as a full-time employee under the provisions of this Section 5 as the number of hours
per week in the employee's part-time work schedule bears to the number of hours in the
full-time work schedule of the department.
SECTION 5 - SALARIES
IFPTE, Local 21 16 of 95 2012-2016
5.6 Compensation for Portion of Month. Any employee who works less than any
full calendar month, except when on earned vacation or authorized sick leave, shall
receive as compensation for services an amount which is in the same ratio to the
established monthly rate as the number of days worked is to the actual working days in
such employee's normal work schedule for the particular month; but if the employment
is intermittent, compensation shall be on an hourly basis.
5.7 Position Reclassification. An employee who is an incumbent of a position
which is reclassified to a class which is allocated to the same range of the basic salary
schedule as is the class of the position before it was reclassified, shall be paid at the
same step of the range as the employee received under the previous classification.
An incumbent of a position which is reclassified to a class which is allocated to a lower
range of the basic salary schedule shall continue to receive the same salary as before
the reclassification, but if such salary is greater than the maximum of the range of the
class to which the position has been reclassified, the salary of the incumbent may be
reduced to the maximum salary for the new classification, or the appointing authority
may Y rate the salary of the employee. The salary of an incumbent of a position which is
reclassified to a class which is allocated to a range of the basic salary schedule greater
than the range of the class of the position before it was reclassified shall be governed
by the provisions of Section 5.9 - Salary on Promotion.
5.8 Salary Reallocation & Salary on Reallocation.
A. In a general salary increase or decrease, an employee in a class which is
reallocated to a salary range above or below that to which it was previously
allocated shall be compensated at the same step in the new salary range the
employee was receiving in the range to which the class was previously allocated,
when the number of steps in the salary range remain the same. If the reallocatio n
is from one salary range with more steps to a range with fewer steps or vice
versa, the employee shall be compensated at the step on the new range which is
in the same percentage ratio to the top step of the new range as was the salary
received before reallocation to the top step of the old range, but in no case shall
any employee be compensated at less than the first step of the range to which
the class is allocated.
B. In the event that a classification is reallocated from a salary range with more
steps to a salary range with fewer steps on the salary schedule, apart from the
general salary increase or decrease described in Section 5.8.A above, each
incumbent of a position in the reallocated class shall be placed upon the step of
the new range which equals the rate of pay received before the reallocation. In
the event that the steps in the new range do not contain the same rates as the
old range, each incumbent shall be placed at the step of the new range which is
next above the salary rate received in the old range, or if the new range does not
contain a higher step, at the step which is next lower than the salary received in
the old range.
SECTION 5 - SALARIES
IFPTE, Local 21 17 of 95 2012-2016
C. In the event an employee is in a position which is reallocated to a different class
which is allocated to a salary range the same as above or below the salary range
of the employee's previous class, the incumbent shall be placed at the step in the
new class which equals the rate of pay received before reallocation. In the event
that the steps in the range for the new class do not contain the same rates as the
range for the old class, the incumbent shall be placed at the step of the new
range which is next above the salary rate received in the old range; or if the new
range does not contain a higher step, the incumbent shall be placed at the step
which is next lower than the salary received in the old range.
D. In the event of reallocation to a deep class, the provisions of the deep class
resolution and incumbent salary allocations, if any, shall supersede Section 5.10.
5.9 Salary on Promotion. Any employee who is appointed to a position of a class
allocated to a higher salary range than the class previously occupied, except as
provided under Section 5.14, shall receive the salary in the new salary range which is
next higher than the rate received before promotion. In the event this increase is less
than five percent (5%), the employee's salary shall be adjusted to the step in the new
range which is at least five percent (5%) greater than the next higher step; provid ed
however that the next step shall not exceed the maximum salary for the higher class.
5.10 Salary on Involuntary Demotion. Any employee who is demoted, except as
provided under Section 5.12, shall have his/her salary reduced to the monthly salary
step in the range for the class of position to which he/she has been demoted next lower
than the salary received before demotion. In the event this decrease is less than five
percent (5%), the employee's salary shall be adjusted to the step in the new range
which is five percent (5%) less than the next lower step; provided, however, that the
next step shall not be less than the minimum salary for the lower class.
Whenever the demotion is the result of layoff, cancellation of positions or displacement
by another employee with greater seniority rights, the salary of the demoted employee
shall be that step on the salary range which he/she would have achieved had he/she
been continuously in the position to which he/she has been demoted, all within-range
increments having been granted.
5.11 Salary on Voluntary Demotion. Whenever any employee voluntarily demotes
to a position in a class having a salary schedule lower than that of the class from which
he or she demotes, his or her salary shall remain the same if the steps in his or her new
(demoted) salary range permit, and if not, the new salary shall be set at the step next
below former salary.
5.12 Salary on Transfer. An employee who is transferred from one position to
another as described under Transfer (Section 17) shall be placed at the step in the
salary range of the new class which equals the rate of pay received before the transfer.
In the event that the steps in the range for the new class do not contain the same rates
as the range for the old class, the employee shall be placed at the step of the new
range which is next above the salary rate received in the old range; or if the new range
does not contain a higher step, the employee shall be placed at the step which is next
lower than the salary received in the old range.
SECTION 5 - SALARIES
IFPTE, Local 21 18 of 95 2012-2016
Whenever a permanent employee transfers to or from a deep class, as provided in the
appropriate deep class resolutions, the salary of the employee shall be set as provided
in the deep class resolutions at a step not to exceed a five percent (5%) increase in the
employee's base salary.
However, if the deep class transfer occurs to or from a deep class with specified levels
identified for certain positions and their incumbents, the employee's salary in the new
class shall be set in accordance with the section on Salary on Promotion (Section 5.9) if
the employee is transferring to another class or to a level in a deep class for which the
salary is at least five percent (5%) above the top base step of the deep class level or
class in which they have status currently.
5.13 Pay for Work in Higher Classification. When an employee in a permanent
position in the merit system is required to work in a classification for which the
compensation is greater than that to which the employee is regularly assigned, the
employee shall receive compensation for such work at the rate of pay established for
the higher classification pursuant to Subsection 5.9 - Salary on Promotion of this
Memorandum, at the start of the second full day in the assignment, under the following
conditions. Payment shall be made retroactive after completing the first forty (40)
consecutive hours worked in the higher classification.
A. When an employee is assigned to a program, service or activity established by
the Board of Supervisors which is reflected in an authorized position which has
been classified and assigned to the Salary Schedule.
B. The nature of the departmental assignment is such that the employee in the
lower classification performs a majority of the duties and responsibilities of the
position of the higher classification.
C. Employee selected for the assignment will normally be expected to meet the
minimum qualifications for the higher classification.
D. The County shall make reasonable efforts to offer out of class assignments to all
interested employees on a voluntary basis. Pay for work in a higher classification
shall not be utilized as a substitute for the promotional procedure provided in this
Memorandum.
E. Higher pay assignments shall not exceed six (6) months except through
reauthorization.
F. If approval is granted for pay for work in a higher classification and the
assignment is terminated and later re-approved for the same employee within
one hundred eighty days (180) no additional waiting period will be required.
G. Any incentives (e.g., the education incentive) and special differentials (e.g.,
bilingual differential and hazardous duty differential) accruing to the employee in
his/her permanent position shall continue.
SECTION 5 - SALARIES
IFPTE, Local 21 19 of 95 2012-2016
H. During the period of work for higher pay in a higher classification, an employee
will retain his/her permanent classification, and anniversary and salary review
dates will be determined by time in that classification; except that if the period of
work for higher pay in a higher classification exceeds one (1) year continuous
employment, the employee, upon satisfactory performance in the higher
classification, shall be eligible for a salary review in that class on his/her next
anniversary date. Notwithstanding any other salary regulations, the salary step
placement of employees appointed to the higher class immediately following
termination of the assignment, shall remain unchanged.
I. Allowable overtime pay, shift differentials and/or work location differentials will be
paid on the basis of the rate of pay for the higher class.
5.14 Payment. On the tenth (10th) day of each month, the Auditor will draw a warrant
upon the Treasurer in favor of each employee for the amount of salary due the
employee for the preceding month; provided however, that each employee (except
those paid on an hourly rate) may choose to receive an advance on the employee's
monthly salary, in which case the Auditor shall, on the twenty-fifth (25th) day of each
month, draw his/her warrant upon the Treasurer in favor of such employee. The
advance shall be in an amount equal to one-third (1/3) or less (at the option of the
employee) of the employee's basic salary of the previous month except that it shall not
exceed the amount of the previous month's basic salary less all requested or required
deductions.
The election to receive the advance shall be made on the prescribed form (form M-208,
revised 5/81) and submitted by the fifteenth (15th) of the month to the department
payroll clerk who will forward the card with the Salary Advance Transmittal/Deviation
Report to the Auditor-Controller payroll section.
Such an election would be effective in the month of the submission and would remain
effective until revoked.
In the case of an election made pursuant to this Section 5.15 all required or requested
deductions from salary shall be taken from the second installment, which is payable on
the tenth (10th) day of the following month.
5.15 Merit Adjustment. Each classification represented by Local 21 will be eligible
for a merit review one (1) year after the date of his/her original appointment and
annually thereafter until the top step of the range is reached. Based upon review of
each employee’s duties and performance, the appointing authority or designee may
authorize an advancement to the next higher step in the salary range, or deny the
adjustment with or without one (1) additional review at some specified date before the
next anniversary. Merit increase will be awarded for satisfactory performance and there
shall be no limit to the number of employees receiving a merit increment in any given
year.
The decision to approve or deny the employee’s merit adjustment will be supported by a
written evaluation of the member's performance. Performance evaluations will be
completed by the appropriate Supervisor, and will be subject to review and approval by
SECTION 6 - DAYS AND HOURS OF WORK
IFPTE, Local 21 20 of 95 2012-2016
the appointing authority's designee. No salary adjustment shall be made unless a
recommendation to do so is made by the appointing authority, or designee, and no
provision of this section shall be construed to make the adjustment of salaries
mandatory on the County.
5.16 Effective Date. Adjustments to employee’s salaries shall be effective on the first
day of the month following the month in which the adjustment is authorized by the
appointing authority or designee. If an operating department verifies in writing that an
administrative or clerical error was made in failing to submit the documents needed to
advance an employee to the next salary step on the first of the month when eligible ,
said advancement shall be made retroactive to the first of the month when eligible.
SECTION 6 - DAYS AND HOURS OF WORK
6.1 Definitions:
A. 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.
B. 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 forty (40) hours in a "workweek" as defined below.
C. 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.
D. 4/10 Work Schedule: A 4/10 work schedule is four (4) ten (10) hour days in a
seven (7) day period, for a total of forty (40) hours per week.
E. 9/80 Work Schedule: A 9/80 work schedule is where an employee works a
recurring schedule of thirty six (36) hours in one (1) 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 (36) hour 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 (1) eight
(8) hour day.
F. Workweek for Employees on Regular, Flexible, Alternate, and 4/10
Schedules: For employees on regular, flexible, alternate, and 4/10 schedules,
the workweek begins at 12:01 a.m. on Monday and ends at 12 midnight on
Sunday. For employees who work in a twenty-four (24) hour facility on the
Contra Costa Regional Medical Center and who are not on a 9/80 work schedule,
the work week begins at 12:01 a.m. Sunday and ends at 12:00 midnight on
Saturday.
SECTION 6 - DAYS AND HOURS OF WORK
IFPTE, Local 21 21 of 95 2012-2016
G. 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).
6.2 Holidays Observed: The County will observe the following holidays during the
term covered by this Memorandum of Understanding:
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 Memorandum of
Understanding as holidays.
General Rule: 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.
Exception: For any employee who works in a twenty-four (24) hour facility and is
assigned to unit or service that operates on a shift operational cycle that includes
Saturdays and Sundays, holidays are observed on the day on which they fall,
regardless if it is a Saturday or Sunday.
6.3 Holidays: Employees are entitled to observe a holiday (day off work), without a
reduction in pay, whenever a holiday is observed by the County.
6.4 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 workweek as
the holiday and it must be pre-approved by the employee's supervisor. The
requested day off shall not be unreasonably denied. 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 Ieave accruals. If the
approved day off is a ten (10) hour workday, the employee must use two (2)
hours of non-sick Ieave accruals. If the employee does not have any non-sick
leave accrual balances, leave without pay (AWOP) will be authorized.
6.5 Holiday Observed· Part Time Employees: When a holiday is observed by the
County, each part time employee is entitled to observe the holiday in the same ratio as
his/her number of position hours bears to forty (40) hours, multiplied by 8 (hours),
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IFPTE, Local 21 22 of 95 2012-2016
without a reduction in pay. For example, a part time employee whose position hours
are 24 per week is entitled to 4.8 hours off work on a holiday (24/40 multiplied by 8 =
4.8). Hereafter, the number of hours produced by this calculation will be referred to as
the "Part-Time employee's holiday hours."
When the number of hours in a part time employee's scheduled work day that falls on a
holiday ("scheduled work hours") is less than the employee's "Part-Time employee's
holiday hours," the employee is also entitled to receive flexible pay at the rate of one
(1.0) times his/her base rate of pay (not including differentials) for the difference
between the employee's "scheduled work hours" and the employee's "Part-Time
employee's holiday hours."
When the number of hours in a part time employee's scheduled work day that falls on a
holiday ("scheduled work hours") is more than the employee's "Part Time employee's
holiday hours," the employee must use non-sick leave accruals for the difference
between the employee's "scheduled work hours" and the employee's "Part Time
employee's holiday hours. "If the employee does not have any non-sick leave accrual
balances, leave without pay (AWOP) will be authorized.
6.6 No Overtime Pay, Holiday Pay, or Comp Time: 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.
6.7 Overtime Exempt Exclusion: Employees who are awarded Annual
Management Administrative Leave in recognition of the extra burden their job
responsibilities may sometimes place on their work schedules are overtime exempt and
are not eligible for overtime pay, holiday pay, overtime compensatory time, or holiday
compensatory time. However, these 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 the 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.
Employees on the Overtime Exempt Exclusion List are eligible for County overtime pay,
only. County overtime will only be paid for work performed in excess of the employee's
scheduled work day (e.g. 8, 9, 10, or 12 hour work days, as applicable) or in excess of
forty (40) hours in a work week, so long as the employee actually worked all of his/her
scheduled hours in the applicable work day/work week. County overtime will be paid at
SECTION 6 - DAYS AND HOURS OF WORK
IFPTE, Local 21 23 of 95 2012-2016
the rate of one and one half (1.5) times the employee's base rate of pay (not including
differentials).
6.8 Overtime Exempt Exclusion List. The County will provide the Union with a
copy of the Overtime Exempt Exclusion List on a quarterly basis.
6.9 Personal Holiday Credit: Employees are entitled to accrue two (2) hours of
personal holiday credit each month. This time is prorated for part time employees. No
employee may accrue more than forty (40) hours of personal holiday credit. On
separation from County service, employees are paid for any unused personal holiday
credit hours at the employee's then current rate of pay, up to a maximum of forty (40)
hours.
6.10 Sick Leave: Employees are entitled to accrue paid sick leave credit in
accordance with the provisions of the County Salary Regulations, this Memorandum of
Understanding and Administrative Bulletin No. 411.7 (Sick Leave Policy) adopted on
October 17, 1997, as periodically amended.
6.11 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
Memorandum of Understanding, except that such employees are not entitled to Family
Care or Medical Leave on a calendar year basis. Instead, such employees are entitled
to at least eighteen (18) weeks of leave in a "rolling" twelve (12) month period, which
period is to be measured backward from the date the employee uses FMLA leave.
6.12 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 Memorandum of
Understanding.
6.13 Permanent-Intermittent Employees: Permanent Intermittent employees who
work on a holiday are entitled to receive regular pay at the rate of one (1.0) times
his/her base rate of pay (not including differentials) for all hours worked on the holiday.
6.14 Automated Time Keeping: The Union agrees to the implementation of an
Automated Timekeeping System.
6.15 Timestamp: Temporary and Permanent Intermittent (hourly) employees must
timestamp in and out as they begin their work shifts, finish their work shifts, and take
meal periods.
6.16 Accrual· Usage: The use of leave accruals must be reported in one minute
increments and may not be rounded.
6.17 No Special Benefits or Premium Pays: Employees represented by Local 21
are not entitled to receive Hazard Pay, Shift Differential pay, On-Call Duty pay, or Call-
Back Time pay, except as expressly provided in Section 42 and Appendix E of this
MOU.
SECTION 6 - DAYS AND HOURS OF WORK
IFPTE, Local 21 24 of 95 2012-2016
To the extent the classifications designated in Appendix E are eligible to receive Shift
Differential Pay, On-Call Duty Pay, or Call-Back Time Pay, such pays will be calculated
in the following manner and pursuant to the following criteria:
1.Shift Differential Pay:
a.Permanent full-time and permanent part-time employees in
classifications designated in Appendix E may receive a shift
differential of five percent (5%) for the employee's entire scheduled
shift when the employee is scheduled to work for four (4) or more
hours between 5:00p.m. and 9:00a.m. In order to receive the shift
differential, the employee must begin work at or after 11:00 a.m. on
the day the shift is scheduled to begin. Hours worked in excess of
the employee's scheduled workday will count towards qualifying for
the shift differential, but the employee will not be paid the shift
differential on any excess hours worked.
b.Permanent Intermittent or temporary employees in classifications
designated in Appendix E may receive a shift differential of five
percent (5%) for a maximum of eight (8) hours per work day and/or
forty (40) hours per workweek when the employee works four (4) or
more hours between 5:00p.m. and 9:00a.m. In order to receive the
shift differential, the employee must start work at or after 11:00 a.m.
Hours worked in excess of eight (8) hours in a workday will count
towards qualifying for the shift differential, but the employee will not
be paid the shift differential on any excess hours worked.
2.On-Call Duty Pay: Permanent full-time and permanent part-time
employees in classifications designated in Appendix E may receive On-
Call Pay. An employee assigned to On-Call Duty is paid one (1) hour of
straight time pay for each four (4) hours designated as on-call duty. If an
employee's on-call duty hours are not in increments of four (4) hours, the
on-call duty hours will be pro-rated. For example, if the employee is
assigned to on-call duty for six (6) hours, the employee would receive one
and one-half (1.5) hours of straight time pay for the six (6) hours of
designated on-call duty (6 hours ÷ 4 hours =1.5 hrs). If an employee is
called back to work while assigned to on-call duty, the employee will be
paid for the total assigned on-call duty hours regardless of when the
employee returns to work. An employee is considered assigned to on-call
duty if all of the following criteria are met:
a.An employee is not scheduled to work on County premises, but is
required to report to work immediately if called. The employee must
provide his/her supervisor with current contact information so that
the supervisor can reach the employee with ten (10) minutes or
less notice.
SECTION 7 - WORKFORCE REDUCTION/LAYOFF/ REASSIGNMENT
IFPTE, Local 21 25 of 95 2012-2016
b.The Department Head designates and approves those employees
who will be assigned to on-call duty.
3.Call Back Time Pay: Permanent full-time and permanent part-time
employees in classifications designated in Appendix E may receive pay for
Call Back Time. Call Back Time occurs when an employee is not
scheduled to work but is called back to work on County premises. An
employee called back to work is entitled to receive Call Back Time Pay at
the rate of one and one half (1.5) times his/her base rate of pay (no t
including differentials) for the actual Call Back Time hours worked plus
one (1) additional hour. An employee called back to work will be paid a
minimum of two (2) hours for each Call Back Time.
SECTION 7 - WORKFORCE REDUCTION/LAYOFF/ REASSIGNMENT
7.1 Workforce Reduction. In the event that funding reductions or shortfalls in
funding occur in a department or are expected, which may result in layoffs, the
department will notify the union and take the following actions:
A. Identify the classification(s) in which position reductions may be required due to
funding reductions or shortfalls.
B. Advise employees in those classifications that position reductions may occur in
their classifications.
C. Accept voluntary leaves of absence from employees in those classifications
which do not appear to be potentially impacted by possible position reductions
when such leaves can be accommodated by the department.
D. Consider employee requests to reduce their position hours from full-time to part-
time to alleviate the impact of the potential layoffs.
E. Approve requests for reduction in hours, lateral transfers, and voluntary
demotions to vacant, funded positions in classes not scheduled for layoffs within
the department, as well as to other departments not experiencing funding
reductions or shortfalls when it is a viable operational alternative for the
department(s).
F. Review various alternatives which will help mitigate the impact of the layoff by
working through the Tactical Employment Team (TET) program to:
1. Maintain an employee skills inventory bank to be used as a basis for
referrals to other employment opportunities.
2.Determine if there are other positions to which employees may be
transferred.
SECTION 7 - WORKFORCE REDUCTION/LAYOFF/ REASSIGNMENT
IFPTE, Local 21 26 of 95 2012-2016
3.Refer interested persons to vacancies which occur in other job classes for
which they qualify and can use their layoff eligibility.
4.Establish workshops to aid laid off employees in areas such as resume
preparation, alternate career counseling, job search strategy, and
interviewing skills.
G. When it appears to the Department Head and/or Labor Relations Manager that
the Board of Supervisors may take action which will result in the layoff of
employees in a representation unit, the Labor Relations Manager shall notify the
Union of the possibility of such layoffs and shall meet and confer with the Union
regarding the implementation of the action.
7.2 Separation Through Layoff.
A. Grounds for Layoff. Any employee(s) having permanent status in position(s) in
the merit service may be laid off when the position is no longer necessary, or for
reasons of economy, lack of work, lack of funds or for such other reason(s) as
the Board of Supervisors deems sufficient for abolishing the position(s).
B. Order of Layoff. The order of layoff in a department shall be based on inverse
seniority in the class of positions, the employee in that department with least
seniority being laid off first and so on.
C. Layoff By Displacement.
1.In the Same Class. A laid off permanent full-time employee may displace
an employee in the department having less seniority in the same class
who occupies permanent-intermittent or permanent part-time position, the
least senior employee being displaced first.
2.In the Same Level or Lower Class. A laid off or displaced employee who
had achieved permanent status in a class at the same or lower salary
level as determined by the salary schedule in effect at the time of layoff
may displace within the department and in the class an employee having
less seniority; the least senior employee being displaced first, and so on
with senior displaced employees displacing junior employees.
D. Particular Rules on Displacing.
1.Permanent-intermittent and permanent part-time employees may displace
only employees holding permanent positions of the same type
respectively.
2.A permanent full-time employee may displace any intermittent or part-time
employee with less seniority 1) in the same class as provided in Section
7.2.C.1 or, 2) in a class of the same or lower salary level as provided in
Section 7.2.C.2 if no full-time employee in a class at the same or lower
salary level has less seniority than the displacing employees.
SECTION 7 - WORKFORCE REDUCTION/LAYOFF/ REASSIGNMENT
IFPTE, Local 21 27 of 95 2012-2016
3.Former permanent full-time employees who have voluntarily become
permanent part-time employees for the purpose of reducing the impact of
a proposed layoff with the written approval of the Human Resources
Director or designee retain their permanent full-time employee seniority
rights for layoff purposes only and may in a later layoff displace a full-time
employee with less seniority as provided in these rules.
E. Seniority. An employee’s seniority within a class for layoff and displacement
purposes shall be determined by adding the employee’s length of service in the
particular class in question to the employee’s length of service in ot her classes at
the same or higher salary levels as determined by the salary schedule in effect at
the time of layoff. Employees reallocated or transferred without examination from
one class to another class having a salary within five (5) percent of the former
class, as provided in Section 305.2 of the Personnel Management Regulations,
shall carry the seniority accrued in the former class into the new class.
Employees reallocated to a new deep class upon its initiation or otherwise
reallocated to a deep class because the duties of the position occupied are
appropriately described in the deep class shall carry into the deep class the
seniority accrued or carried forward in the former class and seniority accrued in
other classes which have been included in the deep class. Service for layoff and
displacement purposes includes only the employee’s last continuous permanent
County employment. Periods of separation may not be bridged to extend such
service unless the separation is a result of layoff in which case bridging will be
authorized if the employee is reemployed in a permanent position within the
period of the employee’s layoff eligibility. Approved leaves of absence as
provided for in these rules and regulations shall not constitute a period of
separation. In the event of ties in seniority rights in the particular class in
question, such ties shall be broken by length of last continuous permanent
County employment. If there remain ties in seniority rights, such ties shall be
broken by counting total time in the department in permanent employment. Any
remaining ties shall be broken by random selection among the employees
involved.
F. Eligibility for Layoff List. Whenever any person who has permanent status is laid
off, has been displaced, has been demoted by displacement or has voluntarily
demoted in lieu of layoff or displacement, or has transferred in lieu of layoff or
displacement, the person's name shall be placed on the Layoff list for the class of
positions from which that person has been removed.
G. Order of Names on Layoff. First, layoff lists shall contain the names of persons
laid off, displaced, or demoted as a result of a layoff or displacement, or who
have voluntarily demoted or transferred in lieu of layoff or displacement. Names
shall be listed in order of layoff seniority in the class from which laid off,
displaced, demoted, or transferred on the date of layoff, the most senior person
listed first. In case of ties in seniority, the seniority rules shall apply except that
where there is a class seniority tie between persons laid off from different
departments, the tie(s) shall be broken by length of last continuous permanent
SECTION 7 - WORKFORCE REDUCTION/LAYOFF/ REASSIGNMENT
IFPTE, Local 21 28 of 95 2012-2016
County employment with remaining ties broken by random selection among the
employees involved.
H. Duration of Layoff & Reemployment Rights. The name of any person granted
reemployment privileges shall continue on the appropriate list for a period of two
(2) years. Persons placed on layoff lists shall continue on the appropriate list for
a period of four (4) years.
I. Certification of Persons From Layoff Lists. Layoff lists contain the name(s) of
person(s) laid off, displaced or demoted by displacement or voluntarily demoted
in lieu of layoff or displacement or transferred in lieu of layoff or displacement.
When a request for personnel is received from the appointing authority of a
department from which an eligible(s) was laid off, the appointing authority shall
receive and appoint the eligible highest on the layoff list from the department.
When a request for personnel is received from a department from which an
eligible(s) was not laid off, the appointing authority shall receive and appoint the
eligible highest on the layoff list who shall be subject to a probationary period. A
person employed from a layoff list shall be appointed at the same step of the
salary range the employee held on the day of layoff.
J. In the event of the permanent appointment of a laid off employee from the layoff
list to the class from which the employee was laid off, the employee shall be
appointed at the step which the employee had formerly attained in the higher
class unless such step results in a decrease in which case the employee is
appointed to the next higher step. If however, the employee is being appointed
into a class allocated to a higher salary range than the class from which the
employee was laid off, the salary will be calculated from the highest step the
employee achieved prior to layoff, or from the employee’s current step,
whichever is higher.
K. Removal of Names from Layoff Lists. The Human Resources Director may
remove the name of any eligible from a layoff list for any reason listed below:
1.For any cause stipulated in Section 404.1 of the Personnel Management
Regulations.
2.On evidence that the eligible cannot be located by postal authorities.
3.On receipt of a statement from the appointing authority or eligible that the
eligible declines certification or indicates no further desire for appointment
in the class.
4.If three (3) offers of permanent appointment to the class for which the
eligible list was established have been declined by the eligible.
5.If the eligible fails to respond to the Human Resources Director or the
appointing authority within ten (10) days to written notice of certification
mailed to the person's last known address.
SECTION 8 - VACATIONS
IFPTE, Local 21 29 of 95 2012-2016
If the person on the reemployment or layoff list is appointed to another
position in the same or lower classification, the name of the person shall
be removed. However, if the first permanent appointment of a person on a
layoff list is to a lower class which has a top step salary lower than the top
step of the class from which the person was laid off, the name of the
person shall not be removed from the layoff list. Any subsequent
appointment of such person from the layoff list shall result in removal of
that person's name.
L. Removal of Names from Reemployment and Layoff Certifications. The Human
Resources Director may remove the name of any eligible from a reemployment
or layoff certification if the eligible fails to respond within five (5) days to a written
notice of certification mailed to the person's last known address.
7.3 Notice. The County agrees to give employees scheduled for layoff at least ten
(10) work days notice prior to their last day of employment.
7.4 Special Employment Lists. The County will establish a Tactical Employment
Team (TET) employment pool which will include the names of all laid off County
employees. Special employment lists for job classes may be established from the pool.
Persons placed on a special employment list must meet the minimum qualifications for
the class. An appointment from such a list will not affect the individual's status on a
layoff list(s).
Employees in the TET employment pool shall be guaranteed a job interview for any
vacant funded position for which they meet minimum qualifications. If there are more
than five such employees who express an interest for one vacant funded position, the
five most senior employees shall be interviewed. Seniority for this subsection shall be
County seniority.
7.5 Reassignment of Laid Off Employees. Employees who displaced within the
same classification from full-time to part-time or intermittent status in a layoff, or who
voluntarily reduced their work hours to reduce the impact of layoff, or who accepted a
position of another status than that from which they were laid off upon referral from the
layoff list, may request reassignment back to their pre-layoff status (full time or part-time
or increased hours). The request must be in writing in accord with each department's
reassignment bid or selection process. Employees will be advised of the reassignment
procedure to be followed to obtain reassignment back to their former status at the time
of the workforce reduction. The most senior laid off employee in this status who
requests such a reassignment will be selected for the vacancy; except when a more
senior laid off individual remains on the layoff list and has not been appointed back to
the class from which laid off, a referral from the layoff list will be made to fill the
vacancy.
SECTION 8 - VACATIONS
8.1 Vacation Allowance. Employees in permanent positions are entitled to vacation
with pay. Accrual is based upon straight time hours of working time per calendar month
SECTION 8 - VACATIONS
IFPTE, Local 21 30 of 95 2012-2016
of service and begins on the date of appointment to a permanent position. Increased
accruals begin on the first of the month following the month in which the employee
qualifies. Accrual for portions of a month shall be in minimum amounts of one (1) hour
calculated on the same basis as for partial month compensation pursuant to Section 5.6
of this MOU. Vacation credits may be taken in one (1) minute increments but may not
be taken during the first six (6) months of employment (not necessarily synonymous
with probationary status) except where sick leave has been exhausted; and none shall
be allowed in excess of actual accrual at the time vacation is taken.
8.2 Vacation Leave on Reemployment From a Layoff List. Employees with six
months or more service in a permanent position prior to their layoff who are employed
from a layoff list, shall be considered as having completed six months tenure in a
permanent position for the purpose of vacation leave. The appointing authority or
designee will advise the Auditor-Controller's Payroll Unit in each case where such
vacation is authorized so that appropriate payroll system override actions can be taken.
8.3 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
8.4 Service Award Date Defined: An employee’s Service Award Date is the first
day of his/her temporary, provisional, or permanent appointment to a position in the
County. If an employee is first appointed to a temporary or provisional position and then
later appointed to a permanent position, the Service Award Date for that employee is
the date of the first day of the temporary or provisional appointment.
Example One:
1.The employee’s Service Award Date is January 1, 1988.
2.The employee reached 20 years of service on January 1, 2008.
SECTION 9 - SICK LEAVE
IFPTE, Local 21 31 of 95 2012-2016
3.February 1, 2008 is the date on which the employee is eligible to begin
accruing 16.66 hours of vacation time each month.
4.The increased vacation hours will appear on the employee’s March 1 0,
2008, pay warrant.
Example Two:
1.An employee’s Service Award Date is February 24, 1987.
2.The employee reached 20 years of service on February 24, 2007.
3.March 1, 2007 is the date on which the employee is eligible to begin
accruing 16.66 hours of vacation time each month.
4.The increased vacation hours will appear on the employee’s April 10,
2007, pay warrant.
8.5 Bridged Service Time. Employees who are rehired and have their service
bridged in accordance with the provisions of this MOU shall accrue vacation in
accordance with the accrual formula for employees hired after September 1, 1979.
However, prior service time which has been bridged shall count toward longevity
accrual.
8.6 Accrual During Leave Without Pay. No employee who has been granted a
leave without pay or unpaid military leave shall accrue any vacation credit during the
time of such leave, nor shall an employee who is absent without pay accrue vacation
credit during the absence.
8.7 Vacation Allowance for Separated Employees. On separation from County
service, an employee shall be paid for any unused vacation credits at the employee's
then current pay rate.
8.8 Vacation Request Procedure. Employees will request leave time in writing to
their immediate supervisor. The supervisor will give a written response indicating
whether the request is granted or denied. In the event the request is denied, the written
response will set forth the reasons for the denial. The denial of a vacation request
pursuant to this section 8.8 is not subject to the Grievance Procedure set forth in
Section 20 of this MOU, or to any other administrative appeal process.
8.9 Preference. Preference of vacation shall be given to employees according to
their seniority in their work unit as reasonably as possible.
SECTION 9 - SICK LEAVE
9.1 Purpose of Sick Leave. The primary purpose of paid sick leave is to ensure
employees against loss of pay for temporary absences from work due to illness or
injury. It is a benefit extended by the County and may be used only as authorized; it is
not paid time off which employees may use for personal activities.
SECTION 9 - SICK LEAVE
IFPTE, Local 21 32 of 95 2012-2016
9.2 Credits to and Charges Against Sick Leave. Sick leave credits accrue at the
rate of eight (8) working hours credit for each completed month of service, as prescribed
by County Salary Regulations and Memoranda of Understanding. Employees who work
a portion of a month are entitled to a pro rata share of the monthly sick leave credit
computed on the same basis as is partial month compensation.
Credits to and charges against sick leave are made in minimum amounts of one minute
increments.
Unused sick leave credits accumulate from year to year.
When an employee is separated other than through retirement, accumulated sick leave
credits shall be cancelled unless separation is involuntary and related to budget
reductions, in which case the employee may petition the County to restore accumulated
credits if that employee is reemployed within the period of layoff eligibility.
As of the date of retirement, an employee's accumulated sick leave is converted to
retirement on the basis of one day of retirement service credit for each day of
accumulated sick leave credit.
9.3 Policies Governing the Use of Paid Sick Leave. As indicated above, the
primary purpose of paid sick leave is to ensure employees against loss of pay for
temporary absences from work due to illness or injury. The following definitions apply:
Immediate Family means and includes only the spouse, son, stepson, daughter,
stepdaughter, father, stepfather, mother, stepmother, brother, sister, grandparent,
grandchild, father-in-law, mother-in-law, daughter-in-law, son-in-law, brother-in-law,
sister-in-law, foster children, aunt, uncle, niece, nephew, cousin, stepbrother, stepsister,
or domestic partner of an employee and/or includes any other person for whom the
employee is the legal guardian or conservator, or any person who is claimed as a
"dependent" for IRS reporting purposes by the employee.
Employee means any person employed by Contra Costa County in an allocated position
in the County service.
Paid Sick Leave Credits means those sick leave credits provided for by County Salary
Regulations and memoranda of understanding.
Condition/Reason: With respect to necessary verbal contacts and confirmations which
occur between the department and the employee when sick leave is requested or
verified, a brief statement in non-technical terms from the employee regarding inability
to work due to injury or illness is sufficient.
Accumulated paid sick leave credits may be used, subject to appointing authority
approval, by an employee in pay status, but only in the following instances:
A. Temporary Illness or Injury of an Employee. Paid sick leave credits may be used
when the employee is off work because of a temporary illness or injury.
SECTION 9 - SICK LEAVE
IFPTE, Local 21 33 of 95 2012-2016
B. Permanent Disability Sick Leave. Permanent disability means the employee
suffers from a disabling physical injury or illness and is thereby prevented from
engaging in any County occupation for which the employee is qualified by reason
of education, training or experience. Sick leave may be used by permanently
disabled employees until all accruals of the employee have been exhausted or
until the employee is retired by the Retirement Board, subject to the following
conditions:
1.An application for retirement due to disability has been filed with the
Retirement Board.
2.Satisfactory medical evidence of such disability is received by the
appointing authority within thirty (30) days of the start of use of sick leave
for permanent disability.
3.The appointing authority may review medical evidence and order further
examination as deemed necessary, and may terminate use of sick leave
when such further examination demonstrates that the employee is not
disabled, or when the appointing authority determines that the medical
evidence submitted by the employee is insufficient, or where the above
conditions have not been met.
C. Communicable Disease. An employee may use paid sick leave credits when
under a physician's order to remain secluded due to exposure to a communicable
disease.
D. Sick Leave Utilization for Pregnancy Disability. Employees whose disability is
caused or contributed to by pregnancy, miscarriage, abortion, childbirth, or
recovery there from, shall be allowed to utilize sick leave credit to the maximum
accrued by such employee during the period of such disability under the
conditions set forth below:
1.Application for such leave must be made by the employee to the
appointing authority accompanied by a written statement of disability from
the employee's attending physician. The statement must address itself to
the employee's general physical condition having considered the nature of
the work performed by the employee, and it must indicate the date of the
commencement of the disability as well as the date the physician
anticipates the disability to terminate.
2.If an employee does not apply for leave and the appointing authority
believes that the employee is not able to properly perform her work or that
her general health is impaired due to disability caused or contributed to by
pregnancy, miscarriage, abortion, childbirth or recovery there from the
employee shall be required to undergo a physical examination by a
physician selected by the County. Should the medical report so
recommend, a mandatory leave shall be imposed upon the employee for
the duration of the disability.
SECTION 9 - SICK LEAVE
IFPTE, Local 21 34 of 95 2012-2016
3.Except as set forth in Section H - Baby/Child Bonding, sick leave may not
be utilized after the employee has been released from the hospital unless
the employee has provided the County with a written statement from her
attending physician stating that her disability continues and the projected
dates of the employee's recovery from such disability.
E. Medical and Dental Appointments. An employee may use paid sick leave
credits:
1.For working time used in keeping medical and dental appointments for the
employee's own care; and
2.For working time used by an employee for prescheduled medical and
dental appointments for an immediate family member.
F. Emergency Care of Family. An employee may use paid sick leave credits for
working time used in cases of illness or injury to an immediate family member.
G. Death of Family Member. An employee may use paid sick leave credits for
working time used because of a death in the employee's immediate family or of
the employee’s domestic partner, but this shall not exceed three working days,
plus up to two days of work time for necessary travel. Use of additional accruals
including sick leave when appropriate may be authorized in conjunction with the
bereavement leave at the discretion of the appointing authority.
H. Baby/Child Bonding. Upon the birth or adoption of a child, an employee eligible
for baby-bonding leave pursuant to the California Family Rights Act may use sick
leave credits for such baby-bonding leave.
I. Accumulated paid sick leave credits may not be used in the following situations:
1.Vacation. Paid sick leave credits may not be used for an employee's
illness or injury which occurs while he/she is on vacation but the County
Administrator may authorize it when extenuating circumstances exist and
the appointing authority approves.
2.Not in Pay Status. Paid sick leave credits may not be used when the
employee would otherwise be eligible to use paid sick leave credits but is
not in pay status.
9.4 Administration of Sick Leave. The proper administration of sick leave is a
responsibility of the employee and the department head. Unless otherwise
provided in the supplemental sections of this MOU, the following procedures
apply:
A. Employee Responsibilities
SECTION 9 - SICK LEAVE
IFPTE, Local 21 35 of 95 2012-2016
1.Employees are responsible for notifying their department of an absence
prior to the commencement of their work shift or as soon thereafter as
possible. Notification shall include the reason and possible duration of the
absence.
2.Employees are responsible for keeping their department informed on a
continuing basis of their condition and probable date of return to work.
3.Employees are responsible for obtaining advance approval from their
supervisor for the scheduled time of pre-arranged personal or family
medical and dental appointment.
4.Employees are encouraged to keep the department advised of (1) a
current telephone number to which sick leave related inquiries may be
directed, and (2) any condition(s) and/or restriction(s) that may reasonably
be imposed regarding specific locations and/or persons the department
may contact to verify the employee's sick leave.
B. Department Responsibilities. The use of sick leave may properly be denied if
these procedures are not followed. Abuse of sick leave on the part of the
employee is cause for disciplinary action. Departmental approval of sick leave is
a certification of the legitimacy of the sick leave claim. The department head or
designee may make reasonable inquiries about employee absences. The
department may require medical verification for an absence of three (3) or more
working days. The department may also require medical verification for absences
of less than three (3) working days for probable cause if the employee had been
notified in advance in writing that such verification was necessary. Inquiries may
be made in the following ways:
1.Calling the employee's residence telephone number or other contact
telephone number provided by the employee if telephone notification was
not made in accordance with departmental sick leave call-in guidelines.
These inquiries shall be subject to any restrictions imposed by the
employee.
2.Obtaining the employee's signature on the Absence/Overtime Record, or
on another form established for that purpose, as employee certification of
the legitimacy of the claim.
3.Obtaining the employee's written statement of explanation regarding the
sick leave claim.
4.Requiring the employee to obtain a physician's certificate or verification of
the employee's illness, date(s) the employee was incapacitated, and the
employee's ability to return to work, as specified above.
5.In absences of an extended nature, requiring the employee to obtain from
their physician a statement of progress and anticipated date on which the
employee will be able to return to work, as specified above.
SECTION 9 - SICK LEAVE
IFPTE, Local 21 36 of 95 2012-2016
Department heads are responsible for establishing timekeeping
procedures which will insure the submission of a time card covering each
employee absence and for operating their respective offices in accordance
with these policies and with clarifying regulations issued by the Office of
the County Administrator.
To help assure uniform policy application, the Human Resources Director
or designated management staff of the County Human Resources
Department should be contacted with respect to sick leave determinations
about which the department is in doubt.
9.5 Disability.
A. An employee physically or mentally incapacitated for the performance of duty is
subject to dismissal, suspension or demotion, subject to the County Employees
Retirement Law of 1937. An appointing authority after giving notice may place
an employee on leave if the appointing authority has filed an application for
disability retirement for the employee, or whom the appointing authority believes
to be temporarily or permanently physically or mentally incapacitated for the
performance of the employee’s duties.
B. An appointing authority who has reasonable cause to believe that there are
physical or mental health conditions present in an employee which endanger the
health or safety of the employee, other employees, or the public, or which impair
the employee's performance of duty, may order the employee to undergo at
County expense and on the employees paid time a physical, medical
examination by a licensed physician and/or a psychiatric examination by a
licensed physician or psychologist, and receive a report of the findings on such
examination. If the examining physician or psychologist recommends that
treatment for physical or mental health problems, including leave, are in the best
interests of the employee or the County in relation to the employee overcoming
any disability and/or performing his or her duties the appointing authority may
direct the employee to take such leave and/or undergo such treatment.
C. Leave due to temporary or permanent disability shall be without prejudice to the
employee's right to use sick leave, vacation, or any other benefit to which the
employee is entitled other than regular salary. The Human Resources Director
may order lost pay restored for good cause and subject to the employee's duty to
mitigate damages.
D. Before an employee returns to work from any absence for illness or injury, other
leave of absence or disability leave, exceeding two weeks in duration, the
appointing authority may order the employee to undergo at County expense a
physical, medical, and/or psychiatric examination by a licensed physician, and
may consider a report of the findings on such examination. If the report shows
that such employee is physically or mentally incapacitated for the performance of
duty, the appointing authority may take such action as he/she deems necessary
in accordance with appropriate provisions of this MOU.
SECTION 9 - SICK LEAVE
IFPTE, Local 21 37 of 95 2012-2016
E. Before an employee is placed on an unpaid leave of absence or suspended
because of physical or mental incapacity under (A) or (B) above, the employee
shall be given notice of the proposed leave of absence or suspension by letter or
memorandum, delivered personally or by certified mail, containing the following:
1.a statement of the leave of absence or suspension proposed;
2.the proposed dates or duration of the leave or suspension which may be
indeterminate until a certain physical or mental health condition has been
attained by the employee;
3.a statement of the basis upon which the action is being taken;
4.a statement that the employee may review the materials upon which the
action is taken;
5.a statement that the employee has until a specified date (not less than
seven (7) workdays from personal delivery or mailing of the notice) to
respond to the appointing authority orally or in writing.
F. Pending response to the notice the appointing authority for cause specified in
writing may place the employee on a temporary leave of absence, with pay.
G. The employee to whom the notice has been delivered or mailed shall have seven
(7) workdays to respond to the appointing authority either orally or in writing
before the proposed action may be taken.
H. After having complied with the notice requirements above, the appointing
authority may order the leave of absence or suspension in writing stating
specifically the basis upon which the action is being taken, delivering the order to
the employee either personally or by certified mail, effective either upon personal
delivery or deposit in the U.S. Postal Service.
I. An employee who is placed on leave or suspended under this section may, within
ten (10) calendar days after personal delivery or mailing to the employee of the
order, appeal the order in writing through the Director of Human Resources to the
Merit Board. Alternatively, the employee may file a written election with the
Director of Human Resources waiving the employee's right to appeal to the Merit
Board in favor of appeal to a Disability Review Arbitrator.
J. In the event of an appeal either to the Merit Board or the Disability Review
Arbitrator, the employee has the burden of proof to show that either:
1.the physical or mental health condition cited by the appointing authority
does not exist, or
2.the physical or mental health condition does exist, but it is not sufficient to
prevent, preclude, or impair the employee's performance of duty, or is not
SECTION 9 - SICK LEAVE
IFPTE, Local 21 38 of 95 2012-2016
sufficient to endanger the health or safety of the employee, other
employees, or the public.
K. If the appeal is to the Merit Board, the order and appeal shall be transmitted by
the Director of Human Resources to the Merit Board for hearing under the Merit
Board's Procedures, Section 1114-1128 inclusive. Medical reports submitted in
evidence in such hearings shall remain confidential information and shall not be a
part of the public record.
L. If the appeal is to a Disability Review Arbitrator, the employee (and his/her
representative) will meet with the County's representative to mutually select the
Disability Review Arbitrator, who may be a de facto arbitrator, or a physician, or a
rehabilitation specialist, or some other recognized specialist mutually selected by
the parties. The arbitrator shall hear and review the evidence. The decision of
the Disability Review Arbitrator shall be binding on both the County and the
employee.
Scope of the Arbitrator's Review.
1.The arbitrator may affirm, modify or revoke the leave of absence or
suspension.
2.The arbitrator may make his/her decision based only on evidence
submitted by the County and the employee.
3.The arbitrator may order back pay or paid sick leave credits for any period
of leave of absence or suspension if the leave or suspension is found not
to be sustainable, subject to the employee's duty to mitigate damages.
4.The arbitrator's fees and expenses shall be paid one-half by the County
and one-half by the employee or employee's association.
M. It is understood that the benefits specified in Section 9 – Sick Leave and Section
9.6 – Workers’ Compensation shall be coordinated with the rehabilitation
program as determined by the labor-management committee.
N. No employee who has been granted a leave without pay or unpaid military leave
shall accrue any sick leave credits during the time of such leave, nor shall an
employee who is absent without pay accrue sick leave credits during the
absence.
9.6 Workers' Compensation.
A. 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,
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IFPTE, Local 21 39 of 95 2012-2016
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 re solution 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.
B. Waiting Period: There is a three (3) calendar day waiting period before workers’
compensation benefits commence. If the injured worker loses any time on the
date of injury, that day counts as day one (1) of the waiting period. If the injured
worker does not lose time on the date of the injury, the waiting period is the first
three (3) days following the date of the injury. The time the employee is
scheduled to work during this waiting period will be charged to the employee’s
sick leave and/or vacation accruals. In order to qualify for workers’
compensation the employee must be under the care of a physician. Temporary
compensation is payable on the first three (3) days of disability when the injury
necessitates hospitalization, or when the disability exceeds fourteen (14) days.
C. 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 a ny 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.
D. 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
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IFPTE, Local 21 40 of 95 2012-2016
whenever possible. This provision applies only to injuries/illnesses that have
been accepted by the County as work related.
E. Method of Integration: An employee’s sick leave and/or vacation charges will
be calculated as follows:
C = 8 [1 – (W ÷ S)]
C = Sick leave or vacation charge per day (in hours)
W = Statutory Workers’ Compensation for a month
S = Monthly salary
For example:
W = $960 per month Workers’ Compensation
S = $1,667 per month salary
8 = 8 hours
C= Hours to be charged to Sick Leave
C = 8 [1 – ($960 ÷ $1,667)]
C = 8 [1- (.5758)]
C= 8 (.4242)
C= 3.39
3 hours chargeable to sick leave
5 hours chargeable to Workers’ Compensation
SECTION 10 - LEAVE OF ABSENCE
10.1 Leave Without Pay. Any employee who has permanent status may be granted
a leave of absence without pay upon written request, approved by the appointing
authority; provided, however, that leaves for pregnancy, pregnancy disability, serious
health conditions, and family care shall be granted in accordance with applicable state
and federal law.
10.2 General Administration - Leaves of Absence. Requests for leave of absence
without pay shall be made upon forms prescribed by the Director of Human Resources
and shall state specifically the reason for the request, the date when it is desired to
begin the leave, and the probable date of return.
Insofar as pregnancy disability leave is used under Section 9.3.D – Sick Leave
Utilization for Pregnancy Disability, that time will not be considered a part of the
eighteen (18) week family leave period. Additionally, an employee may choose to
remain in a pay status by using available sick leave (under conditions specified in
Section 9.3 - Policies Governing the Use of Paid Sick Leave), vacation, floating holiday
or compensatory time off entitlements during the eighteen (18) week family leave;
however, use of accruals must be on a continuous basis from the beginning of the
family leave period and may not be broken into segments used on a monthly basis.
Family leave must be requested at least thirty (30) days prior to the scheduled leave
commencement date unless an exigency arises.
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IFPTE, Local 21 41 of 95 2012-2016
A. Leave without pay may be granted for any of the following reasons:
1.illness, disability, or serious health condition;
2.pregnancy or pregnancy disability;
3.family care;
4.to take a course of study such as will increase the employee's usefulness
on return to the position;
5.for other reasons or circumstances acceptable to the appointing authority.
B. An employee must request family care leave at least thirty (30) days before the
leave is to begin if the need for the leave is foreseeable. If the need is not
foreseeable, the employee must provide written notice to the employer within five
(5) days of learning of the event by which the need for family care leave arises.
C. A leave without pay may be for a period not to exceed one (1) year, provided the
appointing authority may extend such leave for additional periods. Procedure in
granting extensions shall be the same as that in granting the original leave,
provided that the request for extension must be made not later than thirty (30)
calendar days before the expiration of the original leave.
D. Nevertheless, a leave of absence for the employee's serious health condition or
for family care (FMLA) shall be granted to an employee who so requests it for up
to eighteen (18) weeks during a “rolling” twelve (12) month period measured
backward from the date the employee uses his/her FMLA leave in accordance
with Section 10.4 - Family Care Leave or Medical Leave, below.
E. Whenever an employee who has been granted a leave without pay desires to
return before the expiration of such leave, the employee shall submit a request to
the appointing authority in writing at least fifteen (15) days in advance of the
proposed return. Early return is subject to prior approval by the appointing
authority. The Human Resources Department shall be notified promptly of such
return.
F. When a request for leave is denied, the employee’s supervisor will provide the
employee with written reason(s) for the denial. The reason(s) for the denial must
be reasonable and business-related. Except in the case of leave of absence due
to family care, pregnancy, pregnancy disability, illness, disability, or serious
health condition, the decision of the appointing authority on granting or denying
leave or early return from leave shall be subject to appeal to the Human
Resources Director and not subject to appeal through the grievance procedure
set forth in this MOU.
10.3 Military Leave. Any employee who is ordered to serve as a member of the State
Militia or the United States Army, Navy, Air Force, Marine Corps, Coast Guard or any
division thereof shall be granted a military leave for the period of such service, plus
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IFPTE, Local 21 42 of 95 2012-2016
ninety (90) days. Additionally, any employee who volunteers for service during a
mobilization under Executive Order of the President or Congress of the United States
and/or the State Governor in time of emergency, shall be granted a leave of absence in
accordance with applicable federal or state laws. Upon the termination of such service
or upon honorable discharge, the employee shall be entitled to return to his/her position
in the classified service provided such still exists and the employee is otherwise
qualified, without any loss of standing of any kind whatsoever.
An employee who has been granted a military leave shall not, by reason of such
absence, suffer any loss of vacation, holiday, or sick leave privileges which may be
accrued at the time of such leave, nor shall the employee be prejudiced thereby with
reference to salary adjustments or continuation of employment. For purposes of
determining eligibility for salary adjustments, time on military leave shall be considered
as time in County service.
Any employee who has been granted a military leave, may upon return, be required to
furnish such evidence of performance of military service or of honorable discharge as
the Director of Human Resources may deem necessary.
10.4 Family Care Leave or Medical Leave. Upon request to the appointing
authority, during a “rolling” twelve (12) month period measured backward from the date
the employee uses his/her FMLA leave, any employee who has permanent status shall
be entitled to at least eighteen (18) weeks (less if so requested by the employee) leave
for:
A. Medical leave of absence for the employee's own serious health condition which
makes the employee unable to perform the functions of the employee's position;
or
B. family care leave of absence without pay for reason of the birth of a child of the
employee, the placement of a child with an employee in connection with the
adoption or foster care of the child by the employee, or the serious illness or
health condition of a child, parent, spouse, or domestic partner of the employee.
The employee may be asked to provide certification of the need for family care leave or
medical leave. Additional period(s) of family care or medical leave may be granted by
the appointing authority.
The eighteen (18) weeks' entitlement may be in broken periods, intermittently on a
regular or irregular basis, or may include reduced work schedules depending on the
specific circumstances and situations surrounding the request for leave.
The eighteen (18) weeks may include use of appropriate available paid leave accruals
when accruals are used to maintain pay status, but use of such accruals is not required
beyond that specified in Section 10.8 - Leave Without Pay-Use of Accruals, below.
When paid leave accruals are used for a medical or family care leave, such time shall
be counted as part of the eighteen (18) week entitlement.
SECTION 10 - LEAVE OF ABSENCE
IFPTE, Local 21 43 of 95 2012-2016
In the situation where husband and wife are both employed by the County, the family
care or medical leave entitlement based on the birth, adoption or foster care of a child is
limited to an aggregate for both employees together of eighteen (18) weeks during a
“rolling” twelve (12) month period measured backward from the date the employee uses
his/her FMLA leave. Employees requesting family care leave are required to advise
their appointing authority(ies) when their spouse is also employed by the County.
For medical and family care leaves of absence under this section, the following
definitions apply:
Child: A biological, adopted, or foster child, stepchild, legal ward, conservatee or a child
who is under eighteen (18) years of age for whom an employee stands in loco parentis
or for whom the employee is the guardian or conservator or an adult dependent child of
the employee.
Parent: A biological, foster, or adoptive parent, a stepparent, legal guardian,
conservator, or other person standing in loco parentis to a child.
Spouse: A partner in marriage as defined in California Civil Code Section 4100.
Domestic Partner: An unmarried person, eighteen (18) years or older, to whom the
employee is not related and with whom the employee resides and shares the common
necessities of life.
Serious Health Condition: An illness, injury, impairment, or physical or mental condition
which warrants the participation of a family member to provide care during a period of
treatment or supervision and involves either inpatient care in a hospital, hospice or
residential health care facility or continuing treatment or continuing supervision by a
health care provider (e.g., physician or surgeon) as defined by state and federal law.
Certification for Family Care Leave: A written communication to the employer from a
health care provider of a person for whose care the leave is being taken which need not
identify the serious health condition involved, but shall contain:
1.the date, if known, on which the serious health condition commenced;
2.the probable duration of the condition;
3.an estimate of the amount of time which the employee needs to render
care or supervision;
4.a statement that the serious health condition warrants the participation of
a family member to provide care during a period of treatment, or
supervision;
5.if for intermittent leave or a reduced work schedule leave, the certification
should indicate that the intermittent leave or reduced leave schedule is
necessary for the care of the individual or will assist in their recovery, and
its expected duration.
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IFPTE, Local 21 44 of 95 2012-2016
Certification for Medical Leave: A written communication from a health care provider of
an employee with a serious health condition or illness, to the employer, which need not
identify the serious health condition involved, but shall contain:
1.the date, if known, on which the serious health condition commenced;
2.the probable duration of the condition;
3.a statement that the employee is unable to perform the functions of the
employee's job;
4. if for intermittent leave or a reduced work schedule leave, the certification
should indicate the medical necessity for the intermittent leave or reduced
leave schedule and its expected duration.
Comparable Position: A position with the same or similar duties and pay which can be
performed at the same or similar geographic location as the positions held prior to the
leave. Ordinarily, the job assignment will be the same duties in the same program area
located in the same city, although specific clients, caseload, co-workers, supervisor(s),
or other staffing may have changed during an employee's leave.
10.5 Pregnancy Disability Leave. Insofar as pregnancy disability leave is used
under Section 9.3.d - Sick Leave Utilization for Pregnancy Disability, that time will not be
considered a part of the eighteen (18) week family care leave period.
10.6 Group Health Plan Coverage. Employees who were members of one of the
group health plans prior to commencement of their leave of absence can maintain their
health plan coverage with the County contribution by maintaining their employment in
pay status as described in Section 10.8 - Leave Without Pay-Use of Accruals, below.
During the eighteen (18) weeks of an approved medical or family care leave under
Section 10.4 - Family Care Leave or Medical Leave, above the County will continue its
contribution for such health plan coverage even if accruals are not available for use to
maintain pay status as required under Section 10.8. In order to maintain such coverage,
employees are required to pay timely the full employee contribution to maintain their
group health plan coverage, either through payroll deduction or by paying the County
directly.
10.7 Unauthorized Absence. An unauthorized absence from the work site or failure
to report for duty after a leave request has been disapproved, revoked, or cancelled by
the appointing authority, or at the expiration of a leave, shall be without pay. Such
absence may also be grounds for disciplinary action.
10.8 Leave Without Pay - Use of Accruals.
A. All Leaves of Absence. During the first twelve (12) month period of any leave of
absence without pay, an employee may elect to maintain pay status each month
by using available sick leave (if so entitled under Section 9.3 - Policies Governing
the Use of Paid Sick Leave), vacation, floating holiday, compensatory time off or
SECTION 10 - LEAVE OF ABSENCE
IFPTE, Local 21 45 of 95 2012-2016
other accruals or entitlements; in other words, during the first twelve (12) months,
a leave of absence without pay may be "broken" into segments and accruals
used on a monthly basis at the employee's discretion. After the first twelve (12)
months, the leave period may not be "broken" into segments and accruals may
not be used, except when required by LTD Benefit Coordination or as provided in
the sections below.
B. Family Care or Medical Leave. During the eighteen (18) weeks of an approved
medical or family care leave, if a portion of that leave will be on a leave of
absence without pay, the employee will be required to use at least 0.1 hour of
sick leave (if so entitled under Section 9.3 - Policies Governing the Use of Paid
Sick Leave), vacation, floating holiday, compensatory time off or other accruals
or entitlements if such are available, although use of additional accruals is
permitted under subsection A above.
C. Leave of Absence/Long Term Disability (LTD) Benefit Coordination. An eligible
employee who files an LTD claim and concurrently takes a leave of absence
without pay will be required to use accruals as provided in Section B herein
during the eighteen (18) week entitlement period of a medical leave specified in
Section 10.4 - Family Care Leave or Medical Leave above. If an eligible
employee continues beyond the eighteen (18) week entitlement period on a
concurrent leave of absence/LTD claim, the employee may choose to maintain
further pay status only as allowed under subsection A herein.
D. Sick leave accruals may not be used during any leave of absence, except as
allowed under Section 9.3 - Policies Governing the Use of Paid Sick Leave.
10.9 Leave of Absence Replacement and Reinstatement. Any permanent
employee who requests reinstatement to the classification held by the employee in the
same department at the time the employee was granted a leave of absence, shall be
reinstated to a position in that classification and department, and then only on the basis
of seniority. In case of severance from service by reason of the reinstatement of a
permanent employee, the provisions of Section 7-Seniority, Workforce Reduction,
Layoff & Reassignment shall apply.
10.10 Reinstatement from Family Care Medical Leave. In the case of a family care
or medical leave, an employee on a 5/40 schedule shall be reinstated to the same or
comparable position if the return to work is after no more than 90 work days of leave
from the initial date of a continuous leave, including use of accruals, or within the
equivalent on an alternate work schedule. A full time employee taking an intermittent or
reduced work schedule leave shall be reinstated to the same or comparable position if
the return to work on a full schedule is after no more than 720 hours, including use of
accruals, of intermittent or reduced schedule leave. At the time the original leave is
approved, the appointing authority shall notify the employee in writing of the final date to
return to work, or the maximum number of hours of leave, in order to guarantee
reinstatement to the same or comparable position. An employee on a schedule other
than 5/40 shall have the time frame for reinstatement to the same or comparable
position adjusted on a pro rata basis.
SECTION 11 - JURY DUTY AND WITNESS DUTY
IFPTE, Local 21 46 of 95 2012-2016
10.11 Salary Review While on Leave of Absence. The salary of an employee who is
on leave of absence from a County position on any anniversary date and who has not
been absent from the position on leave without pay more than six (6) months during the
preceding year shall be reviewed on the anniversary date. Employees on military leave
shall receive salary increments that may accrue to them during the period of military
leave.
10.12 Furlough Days Without Pay. Subject to the prior written approval of the
appointing authority, employees may elect to take furlough days or hours without pay
(pre-authorized absence without pay), up to a maximum of fifteen (15) calendar days for
any one period. Longer pre-authorized absences without pay are considered leaves of
absence without pay. Employees who take furlough time shall have their compensation
for the portion of the month worked computed in accord with Section 5.6 -
Compensation for Portion of Month of this MOU. Full time and part time employees who
take furlough time shall have their vacation, sick leave, floating holiday and any other
payroll-computed accruals computed as though they had worked the furlough time.
When computing vacation, sick leave, floating holiday and other accrual credits for
employees taking furlough time, this provision shall supersede Section 6.2 - Holidays,
Subsection 6.1.b, Section 8 - Vacation Allowance, and Section 9 - Sick Leave, of this
MOU regarding the computation of vacation, sick leave, floating holiday and other
accrual credits as regards furlough time only. For payroll purposes, furlough time
(absence without pay with prior authorization of the appointing authority) shall be
reported separately from other absences without pay to the Auditor-Controller. The
existing VTO program shall be continued for the life of the contract.
SECTION 11 - JURY DUTY AND WITNESS DUTY
11.1 Jury Duty. For purposes of this Section, jury duty shall be defined as any time
an employee is obligated to report to the court.
A. When called for jury duty, County employees, like other citizens, are expected to
discharge their jury duty responsibilities.
B. Employees shall advise their department as soon as possible if scheduled to
appear for jury duty.
C. If summoned for jury duty in a Superior, Federal Court, or for a Coroner's jury,
employees may remain in their regular pay status, or they may take paid leave
(vacation, floating holiday, etc.) or leave without pay and retain all fees and
expenses paid to them.
D. When an employee is summoned for jury duty selection or is selected as a juror
in a Superior or Federal Court, employees may remain in a regular pay status if
they waive all fees (other than mileage), regardless of shift assignment and the
following shall apply:
1.If an employee elects to remain in a regular pay status and waive or
surrender all fees (other than mileage allowances), the employee shall
SECTION 12 – HEALTH, DENTAL, AND RELATED BENEFITS
IFPTE, Local 21 47 of 95 2012-2016
obtain from the Clerk or Jury Commissioner a certificate indicating the
days attended and noting that fees other than mileage are waived or
surrendered. The employee shall furnish the court certificate to his/her
department where it shall be retained as a department record. No
"Absence/Overtime Record" must be submitted to the department payroll
clerk.
2.An employee who elects to retain all fees must take leave (vacation,
floating holiday, etc.) or leave without pay. No court certificate is required
but an "Absence/Overtime Record" must be submitted to the department
payroll clerk.
E. Employees are not permitted to engage in any employment regardless of shift
assignment or occupation before or after daily jury service that would affect their
ability to properly serve as jurors.
F. An employee on short notice standby to report to court, whose job duties make
short notice response impossible or impractical, shall be given alternate work
assignments for those days to enable them to respond to the court on short
notice.
G. When an employee is required to serve on jury duty, the County will adjust that
employee's work schedule to coincide with a Monday to Friday schedule for the
remainder of their service, unless the employee requests otherwise. Participants
in 9/80 or 4/10 work schedules will not receive overtime or compensatory time
credit for jury duty on their scheduled days off.
H. Permanent-intermittent employees are entitled to paid jury duty leave only for
those days on which they were previously scheduled to work.
11.2 Witness Duty. Employees called upon as a witness or an expert witness in a
case arising in the course of their work or the work of another department may remain in
their regular pay status and turn over to the County all fees and expenses paid to them
other than mileage allowance or they may take vacation leave or leave without pay and
retain all fees and expenses. Part-time employees who give depositions on a regular
day off will be paid at the straight time rate. Scheduling of depositions which would incur
premium pay shall be at the discretion of the appointing authority or designee.
Employees called to serve as witnesses in private cases or personal matters (e.g.,
accident suits and family relations) shall take vacation leave or leave without pay and
retain all witness fees paid to them.
Retention or waiver of fees shall be governed by the same provisions as apply to jury
duty as set forth above. Employees shall advise their department as soon as possible if
scheduled to appear for witness duty. Permanent-intermittent employees are entitled to
paid witness duty only for those days on which they were previously scheduled to work.
SECTION 12 – HEALTH, DENTAL, AND RELATED BENEFITS
SECTION 12 – HEALTH, DENTAL, AND RELATED BENEFITS
IFPTE, Local 21 48 of 95 2012-2016
12.1 Health Plan Coverages: The County will provide the medical and dental
coverage for permanent employees regularly scheduled to work twenty (20)
hours or more per week 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)
Employee co-pays for these plans are shown on Appendix D.
12.2 County Health and Dental Plan Contribution Rates:
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 Health Plans (CCHP), Plan A
Single: $ 509.92
Family: $1,214.90
2.Contra Costa Health Plans (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, and EPO
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
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IFPTE, Local 21 49 of 95 2012-2016
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
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.
12.3 Retirement Coverage:
A. Upon Retirement:
1.Upon retirement, 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 12.2 (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
SECTION 12 – HEALTH, DENTAL, AND RELATED BENEFITS
IFPTE, Local 21 50 of 95 2012-2016
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.
B. Employees Who File For Deferred Retirement: Employees, who resign and file
for a deferred retirement and their eligible family members, may continue in their
County group health and/or dental plan under the following conditions and
limitations.
1.Health and dental coverage during the deferred retirement period is totally
at the expense of the employee, without any County contributions.
2.Life insurance coverage is not included.
3.To continue health and dental coverage, the employee must:
a. be qualified for a deferred retirement under the 1937 Retirement
Act provisions;
b. 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;
c. 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
d. 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.
SECTION 12 – HEALTH, DENTAL, AND RELATED BENEFITS
IFPTE, Local 21 51 of 95 2012-2016
6.Employees who elect deferred retirement will not be eligible in any event
for County health and/or dental plan subvention unless the member draws
a monthly retirement allowance within twenty-four (24) months after
separation from County service.
7.Deferred retirees and their eligible family members are required to meet
the same eligibility provisions for retiree health/dental coverage as
similarly situated retirees who did not defer retirement.
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 Agreement.
D. Subject to the provisions of Section 12.3 subparts (A), (B), and (C) and upon
retirement 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: each employee who retires
from a position or classification that was represented by this bargaining unit at
the time of his or her retirement.
E. For purposes of this Section 12.3 only, “eligible family members” does not
include Survivors of employees or retirees.
12.4 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.
12.5 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.
SECTION 12 – HEALTH, DENTAL, AND RELATED BENEFITS
IFPTE, Local 21 52 of 95 2012-2016
B. Employee Contribution Deficiencies: The County’s contributions to the Health
Plan and/or Dental Plan premiums are payable for any month in which the
employee is paid. If an employee’s compensation in any month is not sufficient
to pay the employee share of the premium, the employee must make up the
difference by remitting the unpaid amount to the Auditor-Controller. The
responsibility for this payment rests solely with the employee.
C. Leave of Absence: The County will continue to pay the County shares of health
and/or dental plan premiums for enrolled employees who are on an approved
paid or unpaid leave of absence for a period of thirty (30) days or more provided
the employee’s share of the premiums are paid by the employee.
D. Coverage Upon Separation: An employee who separates from County
employment is covered by his/her County health and/or dental plan through the
last day of the month in which he/she separates. Employees who separate from
County employment may continue group health and/or dental plan coverage to
the extent provided by the COBRA laws and regulations.
12.6 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’s attainment of age 19.
2.“Employee’s child” includes natural child, step -child, adopted child, child of
a qualified domestic partner, and a child specified in a Qualified Medical
Child Support Order (QMCSO) or similar court order.
B. Dental Insurance
1.Eligible Dependents:
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,
SECTION 12 – HEALTH, DENTAL, AND RELATED BENEFITS
IFPTE, Local 21 53 of 95 2012-2016
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.
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.
12.7 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 12.6, 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 12.7 (Dual Coverage) 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.
12.8 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.
12.9 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.
12.10 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.
SECTION 12 – HEALTH, DENTAL, AND RELATED BENEFITS
IFPTE, Local 21 54 of 95 2012-2016
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 requesti ng employee’s sick
leave account so that employees 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 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.
SECTION 12 – HEALTH, DENTAL, AND RELATED BENEFITS
IFPTE, Local 21 55 of 95 2012-2016
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.
12.11 Health Care Spending Account: After six (6) months of permanent
employment, full time and part time (20/40 or greater) employees may elect to
participate in a Health Care Spending Account (HCSA) Program designated to qualify
for tax savings under Section 125 of the Internal Revenue Code, but such savings are
not guaranteed. The HCSA Program allows employees to set aside a predetermined
amount of money from their pay, not to exceed five thousand dollars ($5,000) per
calendar year, of before tax dollars, for health care expenses not reimbursed by any
other health benefit plans. HCSA dollars may be expended on any eligible medical
expenses allowed by Internal Revenue Code Section 125. Any unused balance is
forfeited and cannot be recovered by the employee.
12.12 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.
12.13 Dependent Care Assistance Program: The County offers the option of
enrolling in a Dependent Care Assistance Program (DCAP) designed to qualify for tax
savings under Section 129 of the Internal Revenue Code, but such savings are not
guaranteed. The program allows employees to set aside up to five thousand 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.
12.14 Premium Conversion Plan: The County offers the Premium Conversion Plan
(PCP) designed to qualify for tax savings under Section 125 of the Internal Revenue
SECTION 12 – HEALTH, DENTAL, AND RELATED BENEFITS
IFPTE, Local 21 56 of 95 2012-2016
Code, but tax savings are not guaranteed. The program allows employees to use pre-
tax dollars to pay health and dental premiums.
12.15 Prevailing Section: To the extent that any provision of this Section (Section 12.
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 12. Health,
Dental, and Related Benefits) will prevail.
12.16 Health Plan Re-Opener. This agreement will open on April 1, 2015, for the
limited purpose of bargaining over Section 12, Health, Life, and Dental Care, to explore
changes effective in the 2016 Plan year.
The County is committed to evaluating alternative approaches to sharing health care
premiums for the 2016 Plan year, taking into consideration any effect on its budget.
During the reopener, the County will not propose reducing the current dollar amount of
the County's premium subsidy for health plans and will not unilaterally impose a
reduction in the current dollar amount of the County's health plan premium subsidy for
the 2016 Plan year.
In the event the parties fail to reach an agreement by January 1, 2016, the Union
reserves the right to strike with respect to the subject of the reopener.
SECTION 13 - PROBATIONARY PERIOD
IFPTE, Local 21 57 of 95 2012-2016
SECTION 13 - PROBATIONARY PERIOD
13.1 Duration. All appointments from officially promulgated employment lists for
original entrance and promotion shall be subject to a probationary period. For original
entrance appointments, the probationary period shall be from six (6) months to one (1)
year duration. For promotional appointments, the probation period shall be from six (6)
months to one (1) year duration.
13.2 Classes With Probationary Period Over Six Months. Listed below are those
classes represented by the Union which have probation periods in excess of six (6)
months for original entrance appointments and six (6) months for promotional
appointments:
CLASSIFICATION
JOB
CODE MONTHS
ANIMAL SVCS LIEUTENANT BJHB 12
AUTOMATED CALL DIS COORD I LBWB 9
AUTOMATED CALL DIS COORD II LBNA 9
AUTOMATED CALL DIST ADMINISTRA LBSC 9
BUSINESS SYSTEMS ANALYST LTWK 9
BUSINESS SYSTEMS MANAGER LTNE 9
CHILD SPPRT BUSINESS SVCS MNGR APSE 12
CHILD SPPRT SUPERVISOR SMNA 12
CLERK-RECORDER SVCS MANAGER EASA 12
COMMUNITY WARNING SYS MANAGER 64NE 9
COMPUTER OPERATIONS ANALYST LKVA 9
COMPUTER OPERATIONS MANAGER LKGA 9
COMPUTER OPERATIONS SUPERVISOR LKHA 9
DATABASE ADMINISTRATOR LWSA 9
ELECTIONS SVCS MANAGER EBSA 12
EMERGENCY PLANNING COORD 9GSA 12
FIRE DISTRICT INFO SYST MANGR LTNC 9
INFO SYS MANAGER I LTNA 9
INFO SYS PROGRAMMER/ANALYST I LPWA 9
INFO SYS PROGRAMMER/ANALYST II LPVA 9
INFO SYS PROGRAMMER/ANALYST IV LPNB 9
INFO SYS PROGRAMMER/ANLYST III LPTB 9
INFO SYS PROJECT MANAGER LPNA 9
INFO TECH PROJECT MANAGER LBSB 9
INMATE INDUST ENGRAVE PROG SUP 64HG 9
INMATE INDUST SUPERVISOR 64HF 9
LIABILITY CLAIMS ADJUSTER AJWF 12
MANAGER CENTRAL ID SVCS 64DB 9
NETWORK ADMINISTRATOR I LNSA 9
NETWORK ADMINISTRATOR II LNSB 9
SECTION 13 - PROBATIONARY PERIOD
IFPTE, Local 21 58 of 95 2012-2016
NETWORK ANALYST I LBVA 9
NETWORK ANALYST II LBTA 9
NETWORK MANAGER LBHA 9
NETWORK TECHNICIAN I LNWA 9
NETWORK TECHNICIAN II LNVA 9
PLANNER I 5AWA 12
PW GIS COORDINATOR LWSB 9
RECORDS MANAGER 64HE 9
SHERIFF DIR OF PROP EVIDENCE 64FG 9
SHERIFF'S TELECOM TECH MANAGER PEDD 9
SR BUSINESS SYSTEMS ANALYST LTVJ 9
SR EMERGENCY PLANNING COORD 9GWB 12
SR EMERGENCY PLNG COORD -PROJ 9GW1 12
SR TRANSPORTATION PLANNER 5AHB 12
SR WORKERS COMP CLAIMS ADJS AJTC 12
SYSTEMS SOFTWARE ANALYST I LWWA 9
SYSTEMS SOFTWARE ANALYST II LWVA 9
TRANSPORTATION PLANNER 5ATB 12
VICT/WIT ASSISTANCE PROG MNGR 2KHA 12
WORKERS COMP CLAIMS ADJUST II AJVF 12
WORKERS COMP CLAIMS ADJUSTER I AJWJ 12
WORKERS COMP CLAIMS SUPERVISOR AJHB 12
13.3 Revised Probationary Period. When the probationary period for a class is
changed, only new appointees to positions in the classification shall be subject to the
revised probationary period.
13.4 Criteria. The probationary period shall date from the time of appointment to a
permanent position after certification from an eligible list. It shall not include time served
under provisional appointment or under appointment to limited term positions or any
period of continuous leave of absence without pay or period of work connected disability
exceeding fifteen (15) calendar days.
For those employees appointed to permanent-intermittent positions with a six (6) month
probation period, probation will be considered completed upon serving fifteen hundred
(1500) hours after appointment except that in no instance will this period be less than
six (6) calendar months from the beginning of probation. If a permanent-intermittent
probationary employee is reassigned to full-time, credit toward probation completion in
the full-time position shall be prorated on the basis of one hundred seventy-three (173)
hours per month.
13.5 Rejection During Probation. An employee who is rejected during the probation
period and restored to the eligible list shall begin a new probationary period if
subsequently certified and appointed.
A. Appeal from Rejection. Notwithstanding any other provisions of this section, an
employee (probationer) shall have the right to appeal from any rejection during
SECTION 13 - PROBATIONARY PERIOD
IFPTE, Local 21 59 of 95 2012-2016
the probationary period based on political, or religious or union activities, or race,
color, national origin, sex, age, disability, or sexual orientation.
B. The appeal must be written, must be signed by the employee and set forth the
grounds and facts by which it is claimed that grounds for appeal exist under
Subsection A and must be filed through the Director of Human Resources to the
Merit Board by 5:00 p.m. on the seventh (7th) calendar day after the date of
delivery to the employee of notice of rejection.
C. The Merit Board shall consider the appeal, and if it finds probable cause to
believe that the rejection may have been based on grounds prohibited in
Subsection A, it may refer the matter to a Hearing Officer for hearing,
recommended findings of fact, conclusions of law and decision, pursuant to the
relevant provisions of the Merit Board rules in which proceedings the rejected
probationer has the burden of proof.
D. If the Merit Board finds no probable cause for a hearing, it shall deny the appeal.
If, after hearing, the Merit Board upholds the appeal, it shall direct that the
appellant be reinstated in the position and the appellant shall begin a new
probationary period unless the Merit Board specifically reinstates the former
period.
13.6 Regular Appointment. The regular appointment of a probationary employee will
begin on the day following the end of the probationary period. A probationary employee
may be rejected at any time during the probation period without regard to the Skelly
provisions of this Memorandum, without notice and without right of appeal or hearing,
except as provided in Section 13.5.A. This provision only applies to those probationary
employees whose probationary periods end more than sixty (60) days after the date this
Memorandum of Understanding is adopted by the Board of Supervisors.
Notwithstanding any other provisions of the MOU, an employee rejected during the
probation period from a position in the Merit System to which the employee had been
promoted or transferred from an eligible list, shall be restored to a position in the
department from which the employee was promoted or transferred.
An employee dismissed for other than disciplinary reasons within six (6) months after
being promoted or transferred from a position in the Merit System to a position not
included in the Merit System shall be restored to a position in the classification in the
department from which the employee was promoted or transferred.
A probationary employee who has been rejected or has resigned during probation shall
not be restored to the eligible list from which the employee was certified unless the
employee receives the affirmative recommendation from the appointing authority and is
certified by the Director of Human Resources whose decision is final. The Director of
Human Resources shall not certify the name of a person restored to the eligible list to
the same appointing authority by whom the person was rejected from the same eligible
list, unless such certification is requested in writing by the appointing authority.
SECTION 14 – PROMOTION
IFPTE, Local 21 60 of 95 2012-2016
13.7 Layoff During Probation. An employee who is laid off during probation, if
reemployed in the same class by the same department, shall be required to complete
only the balance of the required probation. If reemployed in another department or in
another classification, the employee shall serve a full probationary period. An employee
appointed to a permanent position from a layoff or reemployment list is subject to a
probation period if the position is in a department other than the department from which
the employee separated, displaced, or voluntarily demoted in lieu of layoff. An
appointment from a layoff or reemployment list is not subject to a probation period if the
position is in the department from which the employee separated, displaced or
voluntarily demoted in lieu of layoff.
13.8 Rejection During Probation of Layoff Employee. An employee who has
achieved permanent status in the class before layoff and who subsequently is appointed
from the layoff list and then rejected during the probation period shall be automatically
restored to the layoff list, unless discharged for cause, if the person is within the period
of layoff eligibility. The employee shall begin a new probation period of subsequently
certified and appointed in a different department or classification than that from which
the employee was laid off.
SECTION 14 – PROMOTION
14.1 Competitive Exam. Promotion shall be by competitive examination unless
otherwise provided in this MOU.
14.2 Promotion Policy. The Director of Human Resources, upon request of an
appointing authority, shall determine whether an examination is to be called on a
promotional basis.
14.3 Open Exam. If an examination for one of the classes represented by the Union
is proposed to be announced on an open only basis, the Director of Human Resources
shall give five (5) days prior notice of such proposed announcement and shall meet at
the request of the Union to discuss the reasons for such open announcement.
14.4 Promotion via Reclassification Without Examination. Notwithstanding other
provisions of this Section, an employee may be promoted from one classification to a
higher classification and his/her position reclassified at the request of the appointing
authority and under the following conditions:
A. An evaluation of the position(s) in question must show that the duties and
responsibilities have significantly increased and constitute a higher level of work.
B. The incumbent of the position must have performed at the higher level for one (1)
year.
C. The incumbent must meet the minimum education and experience requirements
for the higher class.
D. The action must have approval of the Director of Human Resources.
SECTION 15 – RELEASE TIME FOR EXAMINATIONS
IFPTE, Local 21 61 of 95 2012-2016
E. The Union approves such action.
The appropriate rules regarding probationary status and salary on promotion are
applicable.
14.5 Requirements for Promotional Standing. In order to qualify for an
examination called on a promotional basis, an employee must have probationary or
permanent status in the merit system and must possess the minimum qualifications for
the class. Applicants will be admitted to promotional examinations only if the
requirements are met on or before the final filing date. If an employee who is qualified
on a promotional employment list is separated from the merit system, except by layoff,
the employee's name shall be removed from the promotional list.
14.6 Seniority Credits. Employees who have qualified to take promotional
examinations and who have earned a total score, not including seniority credits, of
seventy percent (70%) or more, shall receive, in addition to all other credits, five one
hundredths of one (.05) percent for each completed month of service as a permanent
County employee continuously preceding the final date for filing application for said
examination. For purposes of seniority credits, leaves of absence shall be considered
as service. Seniority credits shall be included in the final percentage score from which
the rank on the promotional list is determined. No employee, however, shall receive
more than a total of five percent (5%) credit for seniority in any promotional
examination.
14.7 Disqualification From Taking Examination. If disqualified from taking an
examination, an employee may utilize the appeal process specified in the Personnel
Management Regulations for employees disqualified from taking an examination.
SECTION 15 – RELEASE TIME FOR EXAMINATIONS
Permanent employees will be granted release time from work, without loss of pay, to
take County examinations or to interview for a County position, provided the employee
gives the Department sufficient notice of the need for time off. Managers conducting
interviews should provide an adequate and appropriate schedule for the interview to
ensure that any operational impact that may be caused by an employee’s absence to
attend the interview will be minimized.
SECTION 16 – CERTIFICATION RULE
16.1 Order of Certification From Lists. The order of certification from employment
lists or any class will be first, layoff list; second, reemployment list if mandatory on the
appointing authority or if requested by an appointing authority; third, promotional
employment list; and fourth, open employment list. However, the Director of Human
Resources may determine a different order of certification priority for a specific
classification.
SECTION 17 – TRANSFERS
IFPTE, Local 21 62 of 95 2012-2016
16.2 Number of Names to be Certified For Management Classes. For non-
represented management, supervisory and administrative classifications, and for
represented classifications when agreed to by a Memorandum of Understanding, upon
the request of the appointing authority and subject to the approval of the Director of
Human Resources, the entire employment list may be referred in rank order.
A. The request of the appointing authority and the approval of the Director of
Human Resources must be obtained prior to administration of the competitive
examination. Absent timely request and approval, certification will be governed
by Section 706 of the Personnel Management Regulations.
B. When the entire employment list is certified, the appointing authority must, before
selection, contact the eligibles and interview all interested eligibles above the
rank of the person selected for appointment.
SECTION 17 – TRANSFERS
17.1 Transfer is the change of an employee to another position in the same class in a
different department, or to another position in a class which is allocated to a salary
schedule the top step of which is within five (5) percent of the top step of the class
previously occupied in the same or a different department or as otherwise defined in
deep class ordinances or resolutions. Any employee or appointing authority may
request a transfer by advising the Director of Human Resources, in writing, stating the
reason(s) for the request. Upon consent of the appointing authority(s) and the
employee involved, the Director of Human Resources shall approve a transfer within the
employee’s classification. If the transfer is to a position in a different class, the Director
of Human Resources must determine that it is a comparable position. Transfers may
also be accomplished through the regular examination and appointment procedures.
17.2 Transfer Without Examination. After consultation with the appropriate
appointing authority(s), the Director of Human Resources may transfer an employee
from one job classification to another job classification without examination under the
following conditions:
A. The duties and responsibilities of the position from which the employee is being
transferred from are within the occupational area or directly associated with the
duties and responsibilities of the position to which the employee is being
transferred.
B. The transfer is deemed appropriate by a review of the particular duties and
responsibilities of the position under consideration.
C. The employee must possess the minimum qualifications for the job classification
to which the employee is being transferred.
D. The employee must serve the probationary period required for the classification
into which the employee is being transferred.
SECTION 18 - RESIGNATIONS
IFPTE, Local 21 63 of 95 2012-2016
E. An employee rejected during probationary period or who resigns during the
probationary period for other than disciplinary reasons shall have the right at that
time to be restored to a position in the classification in the department from which
the employee was transferred.
17.3 Transfer Conditions. The following conditions are required in order to qualify
for transfer:
A. The position shall be in the same class, or if in a different class shall have been
determined by the Director of Human Resources to be appropriate for transfer on
the basis of minimum qualifications and qualifying procedure.
B. The employee shall have permanent status in the merit system and shall be in
good standing.
C. The appointing authority or authorities involved in the transaction shall have
indicated their agreement in writing.
D. The employee concerned shall have indicated agreement to the change in
writing.
E. The Director of Human Resources shall have approved the change.
Notwithstanding the foregoing, transfer may also be accomplished through the
regular appointment procedure provided that the individual desiring transfer has
eligibility on a list for a class for which appointment is being considered.
17.4 Transfer Policy. Any employee or appointing authority who desires to initiate a
transfer may inform the Director of Human Resources in writing of such desire stating
the reasons therefore. The Director of Human Resources shall if he or she considers
that the reasons are adequate and that the transfer will be for the good of the County
service and the parties involved, inform the appointing authority or authorities
concerned and the employee of the proposal and may take the initiative in
accomplishing the transfer.
SECTION 18 - RESIGNATIONS
An employee's voluntary termination of service is a resignation. Written resignations
shall be forwarded to the Human Resources Department by the appointing authority
immediately on receipt, and shall indicate the effective date of termination. Oral
resignation shall be immediately confirmed by the appointing authority in writing to the
employee and to the Human Resources Department and shall indicate the effective
date of termination.
18.1 Resignation in Good Standing. A resignation giving the appointing authority
written notice at least two (2) weeks in advance of the last date of service (unless the
appointing authority requires a longer period of notice, or consents to the employee's
terminating on shorter notice) is a resignation in good standing.
SECTION 18 - RESIGNATIONS
IFPTE, Local 21 64 of 95 2012-2016
18.2 Constructive Resignation. A constructive resignation occurs and is effective
when:
A. An employee has been absent from duty for five (5) consecutive working days
without leave; and
B. five (5) more consecutive work days have elapsed without response by the
employee after the mailing of a notice of resignation by certified mail by the
appointing authority to the employee at the employee's last known address.
18.3 Expressed Resignation. A resignation is effective when delivered or spoken to
the appointing authority, operative either on that date or another date specified.
18.4 Revocation. A resignation that is effective is revocable only by written
concurrence of the employee and the appointing authority.
18.5 Coerced Resignations.
A. Time Limit. A resignation which the employee believes has been coerced by the
appointing authority may be revoked within seven (7) calendar days after its
expression, by serving written notice on the Director of Human Resources and a
copy to the appointing authority.
B. Reinstatement. If the appointing authority acknowledges that the employee
could have believed that the resignation was coerced, it shall be revoked and th e
employee returned to duty effective on the day following the appointing
authority's acknowledgement.
C. Contest. Unless, within seven (7) days of the receipt of the notice, the appointing
authority acknowledges that the resignation could have been believed to be
coerced, this question should be handled as an appeal to the Director of Human
Resources.
D. Disposition. If the Director of Human Resources determines that the resignation
was coerced, the resignation shall be deemed revoked and the employee
returned to duty effective on the day following the decision but without loss of
pay, subject to the employee's duty to mitigate damages.
18.6 Eligibility for Reemployment. Within one (1) year of resignation in good
standing from County service, a person who has had permanent status which included
satisfactory completion of probation may make application by letter to the Director of
Human Resources for placement on a reemployment list as follows: The class from
which the person resigned, or any one class of equal or lesser rank in the occupational
series and in which the person had previously attained permanent status, or for any
class or deep class which has replaced the class in which the person previously had
status, provided that the person meets the minimum requirements for the new class. If
the appointing authority of the department from which the person resigned recommends
reemployment, the Director of Human Resources shall grant reemployment privileges to
the person. If the appointing authority does not recommend reemployment, the
SECTION 19 - DISMISSAL, SUSPENSION, DEMOTION OR REDUCTION
IN PAY
IFPTE, Local 21 65 of 95 2012-2016
employee may appeal to the Director of Human Resources. Consideration of names
from a reemployment list is mandatory if the appointing authority recommended
reemployment of the individual(s) listed but is optional for other appointing authorities.
SECTION 19 - DISMISSAL, SUSPENSION, DEMOTION OR REDUCTION IN PAY
19.1 Sufficient Cause for Action. The appointing authority may dismiss, suspend,
temporarily reduce the pay of, or demote any employee for cause. The reduction in pay
may not exceed five percent (5%) for a three month period. The following are sufficient
causes for such action; the list is indicative rather than inclusive of restrictions and
dismissal, suspension or demotion may be based on reasons other than those
specifically mentioned:
A. absence without leave,
B. conviction of any criminal act involving moral turpitude,
C. conduct tending to bring the merit system into disrepute,
D. disorderly or immoral conduct,
E. inefficiency,
F. insubordination,
G. being at work under the influence of liquor or drugs, carrying onto the premises
liquor or drugs or consuming or using liquor or drugs during work hours and/or on
County premises,
H. neglect of duty (i.e. non-performance of assigned responsibilities),
I. negligent or willful damage to public property or waste of public supplies or
equipment,
J. violation of any lawful or reasonable regulation or order given by a supervisor or
Department Head,
K. willful violation of any of the provisions of the merit system ordinance or
Personnel Management Regulations.
L. material and intentional misrepresentation or concealment of any fact in
connection with obtaining employment,
M. misappropriation of County funds or property,
N. unreasonable failure or refusal to undergo any physical, medical and/or
psychiatric exam and/or treatment authorized by this MOU,
SECTION 19 - DISMISSAL, SUSPENSION, DEMOTION OR REDUCTION
IN PAY
IFPTE, Local 21 66 of 95 2012-2016
O. dishonesty or theft,
P. excessive or unexcused absenteeism and/or tardiness,
Q. sexual harassment, including but not limited to unwelcome sexual advances,
requests for sexual favors, and other verbal, or physical conduct of a sexual
nature, when such conduct has the purpose or effect of affecting employment
decisions concerning an individual, or unreasonably interfering with an
individual's work performance, or creating an intimidating and hostile working
environment.
19.2 Notice of Proposed Action. Before taking a disciplinary action to dismiss,
suspend, for more than three (3) work days, temporarily reduce the pay of, or demote
an employee, the appointing authority shall cause to be served personally or by certified
mail, on the employee, a Notice of Proposed Action, which shall contain the following:
A. A statement of the action proposed to be taken.
B. A copy of the charges; including the acts or omissions and grounds upon which
the action is based.
C. If it is claimed that the employee has violated a rule or regulation of the County,
department or district, a copy of said rule shall be included with the notice.
D. A statement that the employee may review and request copies of materials upon
which the proposed action is based.
E. A statement that the employee has seven (7) calendar days to respond to the
appointing authority either orally or in writing.
In addition to the Notice of Proposed Action, the appointing authority will serve the
employee with a document that gives the employee the option of authorizing the County
to provide his/her union with a copy of the Notice of Proposed Action. If the employee
signs the authorization document and returns it to the appointing authority, the
appointing authority will thereafter, within one work day, provide a copy of the
employee’s Notice of Proposed Action to his/her union, as authorized.
In addition to the Order and Notice, the appointing authority will serve the employee with
a document that gives the employee the option of authorizing the County to provide
his/her union with a copy of the Order and Notice. If the employee signs the
authorization document and returns it to the appointing authority, the appointing
authority will thereafter, within one work day, provide a copy of the employee’s Order
and Notice to his/her union, as authorized.
19.3 Employee Response. The employee upon whom a Notice of Proposed Action
has been served shall have seven (7) calendar days to respond to the appointing
authority either orally or in writing before the proposed action may be taken. Upon
SECTION 19 - DISMISSAL, SUSPENSION, DEMOTION OR REDUCTION
IN PAY
IFPTE, Local 21 67 of 95 2012-2016
request of the employee and for good cause, the appointing authority may extend in
writing the period to respond. If the employee's response is not filed within seven (7)
days or during an extension, the right to respond is lost.
19.4 Leave Pending Employee Response. Pending response to a Notice of
Proposed Action within the first seven (7) days or extension thereof, the appointing
authority for cause specified in writing may place the employee on temporary leave of
absence, with pay.
19.5 Length of Suspension. Suspensions without pay shall not exceed thirty (30)
days unless ordered by an arbitrator or an adjustment board.
19.6 Procedure on Dismissal, Suspension, Disciplinary Demotion, or Reduction
in Pay.
A. In any disciplinary action to dismiss, suspend, temporarily reduce the pay of, or
demote a permanent employee after having complied with the requirements of
Section 19.2 where applicable, the appointing authority shall make an order in
writing stating specifically the causes for the action.
B. Service of Order. Said order of dismissal, suspension, temporary reduction in
pay, or demotion shall be filed with the Director of Human Resources, showing
by whom and the date a copy was served upon the employee to be dismissed,
suspended, temporarily reduced in pay, or demoted, either personally or by
certified mail to the employee's last known mailing address. The order shall be
effective either upon personal service or deposit in the U. S. Postal Service.
C. Employee Appeals from Order. The employee may appeal an order of dismissal,
suspension, temporary reduction in pay, or demotion either to the Merit Board or
through the procedures of Section 20-Grievance Procedure of this MOU,
provided that such appeal is filed in writing with the Director of Human Resources
within ten (10) calendar days after service of said order. An employee may not
both appeal to the Merit Board and file a grievance under Section 20 of this
MOU.
19.7 Employee Representation Rights. The County recognizes an employee’s right
to representation during an investigatory interview or meeting that may result in
discipline. The County will not interfere with the representative’s right to assist an
employee to clarify the facts during the interview. If the employee requests a union
representative, the investigatory interview will be temporarily recessed for a reasonable
period of time until a union representative can be present. For those interviews, which
by nature of the incident must take place immediately, the union will take all reasonable
steps to make a union representative immediately available.
The employer will inform the employee of the general nature of the investigation at the
time the employer directs the employee to be interviewed.
SECTION 20 - GRIEVANCE PROCEDURE
IFPTE, Local 21 68 of 95 2012-2016
SECTION 20 - GRIEVANCE PROCEDURE
20.1 Definition and Procedural Steps. A grievance is any dispute that involves the
interpretation or application of any provision of this MOU or County regulation that has
been incorporated by reference into this MOU excluding, however, those provisions and
regulations that specifically provide that the decision of any County official shall be final.
The interpretation and application of those excluded provisions and regulations are not
subject to the grievance procedure. An employee may appeal disciplinary action to the
Merit Board or through this grievance procedure. The Union may represent the
grievant at any stage of the grievance process.
Grievances must be filed within thirty (30) calendar days of the incident or occurrence
about which the grievant claims to have a grievance and will be processed in the
following manner:
Step 1. Supervisor. The Union or any employee or group of employees who believes
that a provision of this MOU or incorporated County regulation has been misinterpreted
or misapplied to his or her detriment shall discuss the complaint with the grievant's
immediate supervisor, who shall meet with the grievant within five (5) work days of
receipt of a written request to hold such meeting. The supervisor will advise the
grievant in writing, within five (5) work days of the meeting, whether the grievance is
granted or denied.
Step 2. Department Head. If an issue is not satisfactorily resolved in Step 1 above,
the Union may submit the grievance in writing, to such management official as the
Department Head or designee. This request must be filed no more than ten (10) work
days after the date of the Step 1 response from the supervisor. This formal written
grievance must state which provision of the MOU or the incorporated County regulation
has been misinterpreted or misapplied, how it was misinterpreted or misapplied, how
misapplication or misinterpretation has affected the grievant to the grievant(s)’
detriment, and the redress the Union seeks. A copy of each written communication on a
grievance must be filed with the Director of Human Resources and the Union. The
Department Head or designee shall have ten (10) work days in which to respond to the
grievance in writing, stating the reason(s) for the disposition of the grievance.
Step 3. Human Resources Department. If the grievance is not resolved at Step 2,
the Union may submit the grievance to the Human Resources Director within ten (10)
work days after the date of the Step 2 response. Within twenty (20) work days after
receipt of the Step 2 grievance, the Human Resources Director or designee must meet
with the Union to discuss the facts or other potentially relevant information or avenues
of inquiry, and any terms either party wishes to offer to resolve the grievance.
Both parties shall be prepared and present the following information to the other party in
the course of the step 3 meeting:
1.The name of the grievant(s);
2.A statement of the relevant facts relating to each alleged breach;
SECTION 20 - GRIEVANCE PROCEDURE
IFPTE, Local 21 69 of 95 2012-2016
3.The name of each known witness;
4.A copy of each relevant document;
5.The party’s position on the grievance and the specific MOU
provision(s) and/or incorporated County regulation(s) allegedly
violated in each instance; and
6. The specific remedy or remedies sought.
Within fifteen (15) working days of the Step 3 meeting, the Human Resources Director
or designee must mail the Union and the affected Department a written response to the
grievance stating the reason(s) for the disposition of the grievance.
Step 4. Board of Adjustment: Pursuant to a formal written request from the Union or
the County, and with the agreement of both parties, a Board of Adjustment will be
convened, composed of two (2) representatives of each party to this Agreement, for the
purpose of deciding the grievance. The Board of Adjustment will meet for consideration
of the grievance referred to within fifteen (15) work days after receipt of a written
request. The request of either party to extend the time limit for convening of the Board
of Adjustment, due to extenuating circumstances, will not be unreasonably denied.
Step 5. Arbitration: In the event that the grievance is not resolved at Step 3 or 4,
either party may notify in writing the other party, within fifteen (15) work days of the date
of the Step 3 response or if not adjusted at Step 4, of their desire to arbitrate the
grievance. The parties will mutually select an impartial arbitrator. If the parties are
unable to agree upon the selection of an arbitrator, they may request one or more
panels of arbitrators from the California State Mediation and Conciliation Service and
attempt to select an arbitrator from that panel(s). Any fee(s) for the provision of panel(s)
of arbitrators will be split equally between the parties.
The fees and expenses of the arbitrator and the court reporter (if any) will be shared
equally by the Union and the County. Each party will bear the costs of its own
presentation, including preparation and post-hearing briefs, if any.
20.2 Compensation Claims. The Employer is not required to pay any wage claim or
portion thereof retroactively for a period of more than two (2) years immediately prior to
the date of the Employer’s receipt, of written notice from the Union, of such claim.
20.3 Time Limits. The time limits specified above may be waived by mutual
agreement of the parties to the grievance. If the County fails to meet any of the time
limits specified in Steps 1 through 3 above, the grievance will automatically move to the
next step. If a grievant fails to meet any of the time limits specified in Steps 1 through 4
above, the grievance will be deemed to have been settled and withdrawn.
20.4 The arbitrator will not have the right to alter, amend, delete or add to any of the
terms of this Agreement.
SECTION 21 – RETIREMENT
IFPTE, Local 21 70 of 95 2012-2016
SECTION 21 – RETIREMENT
21.1 Contribution. Effective on October 1, 2011, employees are responsible for one
hundred percent (100%) of the employee s’ 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’ contributions. 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 21.3 (Safety Employees Retirement Tier)
subsection A, the County is responsible for one hundred percent (100%) of the
employer’s retirement contributions determined annually by the Board of Retirement.
21.2 Retirement Benefit - Employees who become CCCERA members on or
After January 1, 2013.
A. For employees who become members of the Contra Costa County Employees
Retirement Association (CCCERA) on or after January 1, 2013, retirement
benefits are governed by the California Public Employees Pension Reform Act of
2013 (PEPRA), (chapters 296, 297, Statutes of 2012). To the extent this
Agreement conflicts with any provision of PEPRA, PEPRA will govern. (For
additional information about the PEPRA pension benefit, see www.CCCERA.org)
B. For employees hired by the County after June 30, 2014, who, under PEPRA,
become New Members of CCCERA the cost of living adjustment to the
retirement allowance will not exceed two percent (2%) per year, and the cost of
living adjustment will be banked.
C. For employees who, under PEPRA, become New Members of CCCERA, the
disability provisions are the same as the current Tier III disability provisions.
D. The County will seek legislation amending the County Employees Retirement
Law of 1937 to clarify that the current Tier III disability provisions apply to
employees who, under PEPRA, become New Members of CCCERA. The Union
will support the legislation.
E. Subsections B., C., and D. of this Section 21.2 do not apply to employees of the
Contra Costa County Employees Retirement Association (CCCERA).
21.3 Safety Employees Retirement
A. Tier A Safety Retirement Benefit – Employees who become CCCERA
members on or before December 31, 2012:
1.Retirement Benefit. For County employees covered by this Agreement
who become members of Contra Costa County Employees Retirement
Association (CCCERA) on or before December 31, 2012, who are
SECTION 21 – RETIREMENT
IFPTE, Local 21 71 of 95 2012-2016
designated by CCCERA as Safety Members, the retirement formula “3
percent at 50” applies. The cost of living adjustment (COLA) to the
retirement allowances of these employees will not exceed three (3)
percent per year. The final compensation of these employees will be
calculated based on a twelve (12) month salary average. This retirement
benefit is known as “Tier A.” Each employee in Tier A will pay nine percent
(9%) of his or her retirement base to pay part of the employer’s
contribution for the cost of this Tier A safety retirement benefit. 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.
2.Effective May 1, 2013, and through December 31, 2014, each employee in
Tier A will pay four and half percent (4.5%) of his or her retirement base to
pay part of the employer’s contribution for the cost of the Tier A retirement
benefit.
3.Effective January 1, 2015, and through June 29, 2015, each employee in
Tier A will pay two and a quarter percent (2.25%) of his or her retirement
base to pay part of the employer’s contribution for the cost of the Tier A
retirement benefit.
4.Effective June 30, 2015, the employee’s payment of two and a quarter
percent (2.25%) of his/her retirement base to pay part of the employer’s
contribution for the cost of the Tier A retirement benefit will cease.
B. Safety Retirement Benefit – Employees who become CCCERA members on
or after January 1, 2013.
1.For employees who become Safety Members of the Contra Costa County
Employee Retirement Association (CCCERA) on or after January 1, 2013,
retirement benefits are governed by the California Public Employees
Pension Reform Act of 2013 (PEPRA), (Chapters 296, 297, Statutes of
2012). To the extent this Agreement conflicts with any provision of
PEPRA, PEPRA will govern.
2.PEPRA Safety Option Plan Two (2.7% @ 57) applies to employees who,
under PEPRA, become New Members of CCCERA. For these employees,
the cost of living adjustment to the retirement allowance will not exceed
two percent (2%) per year, and the cost of living adjustment will be
banked.
3.Subsection A, subparts (1) through (4), above, applies to employees who,
under PEPRA, become reciprocal members of CCCERA, as determined
by CCCERA.”
SECTION 22 – PERFORMANCE EVALUATIONS
IFPTE, Local 21 72 of 95 2012-2016
SECTION 22 – PERFORMANCE EVALUATIONS
The following procedures apply in those departments that already have a formal written
performance evaluation system. Nothing herein shall be construed to require the
establishment of such a system where it does not currently exist.
22.1 Goal: A basic goal of the employee evaluation is to help each employee perform
his/her job more effectively to the mutual benefit of the employee and the County. The
evaluation process provides an ongoing means of evaluating an employee's job
performance and promoting the improvement of the job performance. The evaluation
process also provides the opportunity to recognize and document outstanding service
as well as service that has been unsatisfactory to the County.
22.2 Frequency of Evaluation.
A. Probationary employees must be evaluated at least once during their
probationary period.
B. Permanent employees will be evaluated every year until reaching the top
step of their classification, then they may be evaluated annually thereafter.
C. Employees will be notified in writing prior to the loss or reduction of any
outstanding performance step(s).
22.3 Procedure.
A. An employee will generally be evaluated by the first level management
supervisor above the employee.
B. It will be necessary in some cases for a supervisor to consult with the
employee's immediate work director in order to make a comprehensive
evaluation.
C. Where feasible, evaluations will be based primarily on observation by the
evaluator of the employee in the performance of his/her duties.
D. An employee will be informed in advance of a meeting with his/her
supervisor to discuss the employee’s evaluation.
E. The employee will be provided his/her evaluation in writing on the
department evaluation form.
F. The employee has the right to prepare and have attached to the
evaluation form any written comments that the employee wishes to make.
G. When an employee is rated below satisfactory on any factor, the
evaluation will give the reasons for such rating and include specific
recommendations for improvement in writing.
SECTION 23 – COUNSELING
IFPTE, Local 21 73 of 95 2012-2016
H. Any rating below average or unsatisfactory must be supported by
explanation received by the employee prior to the evaluation presentation.
I. The employee's signing of an evaluation form does not mean that the
employee agrees with the evaluation, but it does mean that the employee
has had the opportunity to discuss the evaluation with his/her evaluator.
J. The employee will be given a copy of his/her completed evaluation form at
the time the form is signed by the employee.
K. Nothing may be added by management to an evaluation after the
employee has signed and received a copy of the evaluation, without the
employee’s written acknowledgment.
Failure to follow the foregoing procedure is subject to the grievance procedure.
However, disputes over the actual content or ratings themselves in individual
evaluations are not grievable, but may be mediated by the Director of Human
Resources upon request of either the employee or the Department. Prior to being
mediated by the Director of Human Resources, either party may request fact finding to
assist in the resolution of the dispute. One (1) fact finder will be selected by each party
to the dispute within ten (10) work days from the initial request for fact finding. The fact
finders will have twenty (20) work days from notice of selection to investigate and render
their recommendations to the Director of Human Resources, who will render a final
decision.
SECTION 23 – COUNSELING
A. Whenever an employee’s job performance and/or conduct becomes less than
satisfactory, counseling shall be provided by the employee’s supervisor. Such
counseling shall specifically state the unsatisfactory nature of the employee’s
performance and/or conduct and specific ways in which the employee can bring
such performance and/or conduct up to the satisfactory level. Said counseling
shall be provided as soon as possible after the occurrence of the less than
satisfactory performance and/or conduct. No adverse action shall be taken by
the County against any employee unless such counseling has been provided and
reasonable time for improvement has been given. The employee’s supervisor
shall prepare written documentation of such counseling to include expectations
and/or corrective action plan and provide a copy of the written documentation to
the employee.
B. The written documentation on counseling should include the performance and/or
conduct to be corrected, a timeline for correction, specific guidance to the
employee, and timely follow up regarding the progression of the correction.
C. Counseling memos, which are not disciplinary in nature, are to be retained in the
file maintained by the employee’s supervisor or the person who issued the
counseling memo and are not to be transferred to the employee’s central file
SECTION 24 - MILEAGE
IFPTE, Local 21 74 of 95 2012-2016
which is normally retained by the Human Resources Department, unless such
memos are subsequently used in conjunction with a disciplinary action such as a
letter of reprimand.
D. A Counseling memo placed in an employee’s departmental personnel file that is
not referenced in the employee’s subsequent performance evaluation shall be
removed from the employee’s departmental personnel file upon the written
request of the employee. If an employee is not evaluated when an annual
performance is due, the employee may request through the Department
Personnel Officer, or designee, that a performance evaluation be completed. If
an employee has not had a performance evaluation within eighteen (18) months
subsequent to a counseling memo being placed in the employee’s department
personnel file, the counseling memo shall be removed from the employee’s
personnel file, provided that there has not been a subsequent counseling memo
on the same subject in that period of time.
E. The foregoing shall not apply to probationary employees or in those cases where
immediate disciplinary action is necessary.
F. If after a counseling session has occurred between a supervisor and employee,
the employee requests of the Department Personnel Officer or designee a
meeting with a Steward/Officer of the Union and Department representatives,
such a meeting shall be held. This meeting shall be held within fifteen (15)
working days.
SECTION 24 - MILEAGE
24.1 Reimbursement for Use of Personal Vehicle. The mileage allowance for use
of personal vehicles on County business shall be paid according to the rates allowed by
the Internal Revenue Service and shall be 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 Internal Revenue Service, whichever is later.
24.2 Charge For Use of Home Garaged County Vehicle. Employees hired after
July 1, 1994, who are assigned vehicles to garage at home, will be charged the IRS
mileage rate for all commute miles driven outside the limits of Contra Costa County that
exceed thirty (30) miles round-trip in any one day.
SECTION 25 - PAY WARRANT ERRORS
If an employee receives a pay warrant which has an error in the amount of
compensation to be received and if this error occurred as a result of a mistake by the
Auditor-Controller's Department, it is the policy of the Auditor-Controller's Department
that the error will be corrected and a new warrant issued within forty-eight (48) hours,
exclusive of Saturdays, Sundays and holidays from the time the Department is made
aware of and verifies that the pay warrant is in error. If the pay warrant error has
SECTION 26 – FLEXIBLE STAFFING
IFPTE, Local 21 75 of 95 2012-2016
occurred as a result of a mistake by an employee (e.g. payroll clerk) other than the
employee who is receiving the pay, the error will be corrected as soon as possible from
the time the department is made aware that pay warrant is in error.
Pay errors in employee pay shall be corrected as soon as possible as to current pay
rate but that no recovery of either overpayments or underpayments to an employee
shall be made retroactively except for the two (2) year period immediately preceding
discovery of the pay error. This provision shall apply regardless of whether the error
was made by the employee, the appointing authority or designee, the Director of Human
Resources or designee, or the Auditor-Controller or designee. Recovery of fraudulently
accrued over or underpayments are excluded from this section for both parties.
When the County notifies an employee of an overpayment and proposed repayment
schedule and the employee wishes to meet with the County, a meeting will be held at
which time a repayment schedule shall be determined.
If requested by the employee, a union representative may be present at a meeting with
management to discuss a repayment schedule in the case of overpayments to the
employee.
SECTION 26 – FLEXIBLE STAFFING
Certain positions may be designated by the Director of Human Resources as flexibly
staffed positions. Positions are generally allocated at the first level of the job series
when vacated. When the position is next filled and an incumbent of one of these
positions meets the minimum qualifications for the next higher level and has met
appropriate competitive requirements, he or she may then be promoted to the next
higher classification within the job series, without need of a classification study. If an
operating department verifies in writing that an administrative or clerical error was made
in failing to submit the documents needed to promote an employee on the first of th e
month when eligible, said appointment must be made retroactive to the first of the
month when eligible. An employee who is denied a promotion to a flexibly staffed
position may appeal such denial to the Merit Board.
SECTION 27 – NOTICE OF HIRES AND SEPARATIONS
The County agrees to provide an electronic file to the Union, on a quarterly basis
containing, the name, classification, department and date of hire or separation of
employees in classifications represented by the Union.
SECTION 28 – DATA ON VACANT POSITIONS
The County agrees to provide an electronic file to the Union containing a current list of
all vacant positions represented by the Union on a quarterly basis.
SECTION 29 – PERSONNEL FILES
IFPTE, Local 21 76 of 95 2012-2016
SECTION 29 – PERSONNEL FILES
An employee shall have the right to inspect and review any official record(s) relating to
his or her performance as an employee or to a grievance concerning the employee
which is kept or maintained by the county in the employee’s personnel file in the Human
Resources Department or in the employee’s personnel file in their Department.
The employee’s Union representative, with written authorization by the employee, shall
also have the right to inspect and review any official record(s) described above. The
contents of such records shall be made available to the employee and/or the
employee’s Union representative, for inspection and review at reasonable intervals
during the regular business hours of the County.
Employees shall be permitted to review their personnel files during their working hours.
For those employees whose work hours do not coincide with the county’s business
hours, management shall provide a copy of the employee’s personnel file for the
employee’s review. The custodian of records will certify that the copy is a true and
correct copy of the original file.
The County shall provide an opportunity for the employee to respond in writing to any
information which is in the employee’s personnel file about which he or she disagrees.
Such response shall become a permanent part of the employee’s personnel file. The
employee shall be responsible for providing the written responses to be included as part
of the employee’s official personnel file.
This section does not apply to the records of an employee relating to the investigation of
a possible criminal offense, medical records and information or letters of reference.
Counseling memos are to be retained in the file maintained by the employee’s
supervisor or the person who issued the counseling memo and are not to be transferred
to the employee’s central file which is normally retained by the Human Resources
Department unless such memos are subsequently used in conjunction with a
disciplinary action such as a letter of reprimand.
Copies of written reprimands or memoranda pertaining to an employee ’s unsatisfactory
performance which are to be placed in the employee’s personnel file shall be given to
an employee who shall have the right to respond in writing to said documents.
Letters of reprimand are subject to the grievance procedure but shall not be processed
past Step 3 unless said letters are used in a subsequent discharge, suspension or
demotion of the employee, in which case an appeal of the letters of reprimand may be
considered at the same time as the appeal of disciplinary action.
Copies of letters of commendation which are to be placed in the employee’s personnel
file will be given to the employee.
Derogatory material, such as a written letter of reprimand, in an employee’s personnel
file over two years old will not be used in a subsequent disciplinary action unless directly
SECTION 30 - SERVICE AWARDS
IFPTE, Local 21 77 of 95 2012-2016
related to the action upon which the discipline is taken. Derogatory material does not
include prior suspensions, demotions or dismissals for cause.
Each Department shall maintain only one official personnel file per employee.
Copies. An employee may request copies of other material contained in the personnel
file. The employer shall bear the cost of the reproduction of copies.
SECTION 30 - SERVICE AWARDS
30.1 The County shall continue its present policy with respect to service awards
including time off provided, however, that the type of award given shall be at the
sole discretion of the County.
The following procedures shall apply with respect to service awards:
A. Presentation Before the Board of Supervisors. An employee with twenty (20) or
more years of service may go before the Board of Supervisors to receive his/her
Service Award. When requested by a department, the Human Resources
Department will make arrangements for the presentation ceremony before the
Board of Supervisors and notify the department as to the time and date of the
Board meeting.
B. Service Award Day Off. Employees with fifteen (15) or more years of service are
entitled to take a day off with pay at each five (5) years anniversary.
30.2 The length of service credits of each employee of the County shall date from the
beginning of the last period of continuous County employment (including temporary,
provisional, and permanent status, and absences on approved leave of absence). When
an employee separates from a permanent position in good standing and within two (2)
years is reemployed in a permanent County position, service credits shall include all
credits accumulated at time of separation, but shall not include the period of separation.
The Human Resources Director shall determine these matters based on the employee
status records in his department.
SECTION 31 – PERSONAL PROPERTY REIMBURSEMENT
The loss or damage to personal property of employees is subject to reimbursement
under the following conditions:
1.The loss or damage must result from an event which is not normally encountered
or anticipated on the job and which is not subject to the control of the employee.
2.Ordinary wear and tear of personal property used on the job is not compensated.
3.Employee tools or equipment, provided without the express approval of the
department head, and automobiles are excluded from reimbursement.
SECTION 32 – REIMBURSEMENT FOR MEAL EXPENSES
IFPTE, Local 21 78 of 95 2012-2016
4.The loss or damage must have occurred in the line of duty.
5.The loss or damage was not a result of negligence or lack of proper care by the
employee.
6.The personal property was necessarily worn or carried by the employee in order
to adequately fulfill the duties and requirements of the job.
7.The loss or damage to employee’s eyeglasses, dentures, or other p rosthetic
devices did not occur simultaneously with a job connected injury covered by
workers’ compensation.
8.The amount of reimbursement shall be limited to the actual cost to repair
damages. Reimbursement for items damaged beyond repair shall be limited to
the actual value of the item at the time of loss or damage but not more than the
original cost.
9.The burden of proof of loss rests with the employee.
10.Claims for reimbursement must be processed in accordance with the
Administrative Bulletin on Compensation for Loss or Damage to the Personal
Property.
SECTION 32 – REIMBURSEMENT FOR MEAL EXPENSES
Employees will be reimbursed for meal expenses under the provisions of Administrative
Bulletin-Expense Reimbursement (No. 204.13).
Procedures and definitions relative to reimbursement for meal expenses will be in
accordance with the Administrative Bulletin on Expense Reimbursement.
SECTION 33 - PERMANENT PART-TIME EMPLOYEE BENEFITS
Permanent part-time employees receive prorated vacation and sick leave benefits. They
are eligible for health, dental and life insurance benefits at corresponding premium rates
providing they work at least fifty percent (50%) of full time. If the employee works at
least fifty percent (50%) of full time, County retirement participation is also included.
SECTION 34 - PERMANENT-INTERMITTENT EMPLOYEE SPECIAL PAYS &
BENEFITS
A. Permanent-intermittent employees are eligible for prorated vacation and sick leave
benefits.
B. Permanent-Intermittent employees may be eligible for certain special types of
pays and benefits in addition to wages under specifically defined circumstances.
A list of those special pays and benefits that are applicable to permanent-
SECTION 35 - ADOPTION
IFPTE, Local 21 79 of 95 2012-2016
intermittent employees is included as Appendix F. If a special pay or benefit tha t
is described in this MOU does not specifically reference permanent-intermittent
employees or the special pay or benefit is not included in Appendix F, then the
special pay or benefit does not apply to permanent-intermittent employees.
SECTION 35 - ADOPTION
The provisions of this MOU shall be made applicable on the dates indicated and upon
approval by the Board of Supervisors. Resolutions and Ordinances, where necessary,
shall be prepared and adopted in order to implement these provisions. It is understood
that where it is determined that an Ordinance is required to implement any of the
foregoing provisions, said provisions shall become effective upon the first day of the
month following thirty (30) days after such Ordinance is adopted.
SECTION 36 - SCOPE OF AGREEMENT
36.1 Scope of Agreement. Except as otherwise specifically provided herein, this
MOU fully and completely incorporates the understanding of the parties hereto and
constitutes the sole and entire agreement between the parties in any and all matters
subject to meet and confer. Neither party shall, during the term of this MOU demand
any change herein, provided that nothing herein shall prohibit the parties from changing
the terms of this MOU by mutual agreement. Any past side letters or any other
agreements that are not incorporated into or attached to this MOU are deemed expired
upon approval of this MOU by the Board of Supervisors.
The Union understands and agrees that the County is not obligated to meet and confer
regarding wages, hours or conditions of employment during the term of this extended
agreement, except as otherwise required by law.
36.2 Separability of Provisions. Should any section, clause or provision of this
MOU be declared illegal, unlawful or unenforceable, by final judgment of a court of
competent jurisdiction, such invalidation of such section, clause or provision shall not
invalidate the remaining portions hereof, and such remaining portions shall remain in full
force and effect for the duration of this MOU.
36.3 Duration of Agreement. This Agreement shall continue in full force and effect
from July 1, 2012 to and including June 30, 2016.
SECTION 37 – Personnel Management Regulations. Where a specific provision
contained in a section of this MOU conflicts with a specific provision contained in a
section of the Personnel Management Regulations, the provision of this MOU shall
prevail. The Provisions contained in the Personnel Management Regulations that are
within the scope of representation and that are not in conflict with the provisions of this
MOU are considered in full force and effect.
SECTION 38 - FAIR LABOR STANDARDS ACT PROVISIONS
IFPTE, Local 21 80 of 95 2012-2016
SECTION 38 - FAIR LABOR STANDARDS ACT PROVISIONS
The Fair Labor Standards Act, as amended, may govern certain terms and conditions of
the employment of employees covered by this MOU. It is anticipated that compliance
with the Act may require changes in some of the County policies and practices currently
in effect or agreed upon. If it is determined by the County that certain working
conditions, including but not limited to work schedules, hours of work, method of
computing overtime, overtime pay and compensatory time off entitlements or use, must
be changed to conform with the Fair Labor Standards Act, such terms and conditions of
employment shall not be controlled by this MOU but shall be subject to modification by
the County to conform to the federal law, without further meeting and conferring. The
County shall notify the Union and will meet and confer with said organization regarding
the implementation of such modifications.
SECTION 39 – SAFETY IN THE WORKPLACE
Health and safety standards will be maintained in all County facilities to a maximum
degree consistent with the conduct of efficient operations. Departments without a
Safety Committee may establish a committee within ninety (90) days of the effective
date of this agreement. The Union will appoint all labor representatives to the
Committee. All Safety Committees will schedule their meetings.
SECTION 40 – INDEMNIFICATION AND DEFENSE OF COUNTY EMPLOYEES
The County shall defend and indemnify an employee against any claim or action against
the employee on account of an act or omission in the scope of the employee’s
employment with the County in accordance with, and subject to, the provisions of
California Government Code Sections 825 et seq and 995 et seq.
SECTION 41 – OTHER BENEFITS
41.1 Personal Protective Equipment: The County will reimburse employees for
safety shoes and prescription safety eyeglasses in those classifications which the
County Administrator has determined eligible for such reimbursement.
A. Safety Shoes. The County will reimburse 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.
B. Safety Eyeglasses. The County will reimburse eligible employees for
prescription safety eyeglasses which are approved by the County and are
obtained from an establishment approved by the County.
41.2 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
SECTION 41 – OTHER BENEFITS
IFPTE, Local 21 81 of 95 2012-2016
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 is required by
statute.
41.3 Career Development Training Reimbursement: All full-time employees 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.
41.4 Deferred Compensation Incentive:
A. The County will contribute eighty-five dollars ($85) per month to each employee
who participates in the County’s Deferred Compensation Plan. To be eligible for this
Deferred Compensation Incentive, the employee must contribute to the deferred
compensation plan as indicated below.
Employees with Current
Monthly Salary of:
Qualifying Base
Contribution
Amount
Monthly Contribution
Required to Maintain
Incentive Program Eligibility
$2,500 and below
$2,501 – 3,334
$3,335 – 4,167
$4,168 – 5,000
$5,001 – 5,834
$5,835 – 6,667
$6,668 and above
$250
$500
$750
$1,000
$1,500
$2,000
$2,500
$50
$50
$50
$50
$100
$100
$100
Employees who discontinue contributions or who contribute less than the
required amount per month for a period of one (1) month or more will no longer
be eligible for the eighty-five dollar ($85) Deferred Compensation Incentive.
To reestablish eligibility, employees must again make a Base Contribution
Amount as set forth above based on current monthly salary. Employees with a
break in deferred compensation contributions either because of an approved
medical leave or an approved financial hardship withdrawal will not be required
to reestablish eligibility. Further, employees who lose eligibility due to
displacement by layoff, but maintain contributions at the required level and are
later employed in an eligible position, will not be required to reestablish
eligibility.
B. Special Benefit for Permanent Employees Hired on and after January 1, 2011:
1.Beginning on April 1, 2011 and for the term of this resolution, the County
will contribute one hundred and fifty dollars ($150) per month to an
employee’s account in the Contra Costa County Deferred Compensation
Plan, or other tax-qualified savings program designated by the County, for
SECTION 41 – OTHER BENEFITS
IFPTE, Local 21 82 of 95 2012-2016
employees who meet all of the following conditions:
a.The employee must be hired by Contra Costa County on or after
January 1, 2011.
b.The employee must be appointed to a permanent position. The
position may be either full time or part time, but if it is part time, it
must be designated, at a minimum, as 20 hours per week.
c. The employee must have been employed by Contra Costa County
for at least 90 calendar days.
d.The employee must contribute a minimum of twenty-five dollars
($25) per month to the Contra Costa County Deferred
Compensation Plan, or other tax-qualified savings program
designated by the County.
e.The employee must complete and sign the required enrollment
form(s) for his/her deferred compensation account and submit
those forms to the Human Resources Department, Employee
Benefits Services Unit.
f.The employee may not exceed the annual maximum contribution
amount allowable by the United States Internal Revenue Code.
C. No Cross Crediting: The amounts contributed by the employee and the County
pursuant to Subsection B do not count towards the “Qualifying Base Contribution
Amount” or the “Monthly Contribution Required to Maintain Incentive Program
Eligibility” in Subsection A. Similarly, the amounts contributed by the employee
and the 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.
41.5 Annual Management Administrative Leave:
A. On January 1st of each year, full-time employees in paid status will be
credited with ninety-four hours (94) of paid Management Administrative Leave.
This time is non-accruable and all balances will be zeroed out on December 31 st
of each year. Beginning on January 1, 2014, and on January 1 st of each year
thereafter, full-time employees in safety classifications in paid status will be
credited with eighty hours (80) of paid Management Administrative Leave. This
time is non-accruable and all balances will be zeroed out on December 31 st of
each year.
SECTION 41 – OTHER BENEFITS
IFPTE, Local 21 83 of 95 2012-2016
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), 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. 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.
41.6 Management Development Policy: Employees are authorized to attend
professional training programs, seminars, and workshops, during normal work hours at
the discretion of their Department Head, for the purpose of developing knowledge,
skills, and abilities in the areas of supervision, management, and County policies and
procedures. Up to thirty (30) hours of such training time is recommended annually.
A. Departments are encouraged to provide for professional development
training exceeding thirty (30) hours annually for people newly promoted to
positions of direct supervision.
B. To encourage personal and professional growth, the County provides
reimbursement for certain expenses incurred by employees for job-related
training (required training and career development training/education).
Provision for eligibility and reimbursement is identified in Administrative
Bulletin 112.9.
C. The Department Head is responsible for authorization of individual
professional development reimbursement requests. Reimbursement is
through the regular demand process with demands being accompanied by
proof of payment (copy of invoice or canceled check).
41.7 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 12.8.
41.8 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.
SECTION 41 – OTHER BENEFITS
IFPTE, Local 21 84 of 95 2012-2016
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.
41.9 Other Terms and Conditions of Employment
A. Overtime Exempt Exclusion: Employees in, 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,
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.
B. 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.
C. 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.
41.10 Vacation Buy Back:
A. Employees may elect payment of up to one-third (1/3) of their annual vacation
accrual, subject to the following conditions: (1) the choice can be made only once
in each calendar year; (2) payment is based on an hourly rate determined by
dividing the employee’s monthly salary by 173.33; and (3) the maximum number
SECTION 41 – OTHER BENEFITS
IFPTE, Local 21 85 of 95 2012-2016
of vacation hours that may be paid in any calendar year is one-third (1/3) of the
annual accrual.
B. Where a lump-sum payment is made to employees as a retroactive general
salary adjustment for a portion of a calendar year that is subsequent to the
exercise by an employee of the vacation buy-back provision herein, that
employee’s vacation buy-back will be adjusted to reflect the percentage
difference in base pay rates upon which the lump-sum payment was computed,
provided that the period covered by the lump-sum payment includes the effective
date of the vacation buy-back.
C. Employees promoted or hired by the County into any classification represented
by Local 21 on and after October 1, 2011, are not eligible for the Vacation Buy-
Back benefit. However, any employee who was eligible for a Vacation Buy-Back
benefit before promoting into a classification represented by Local 21 will retain
that benefit after promoting into a classification represented by Local 21.
41.11 Professional Development Reimbursement: Employees (excluding
Engineering Managers) 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, professional license fees required by the
employee’s classification, 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 appropriateness of request will be answered by the
Office of the County Administrator.
41.12 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
SECTION 42 – SPECIAL BENEFITS FOR MANAGEMENT EMPLOYEES
BY DEPARTMENT OR CLASS
IFPTE, Local 21 86 of 95 2012-2016
any sick leave use covered by the Family and Medical Leave Act, the California
Family Rights Act, or the California Pregnancy Disability Act.
D. Payout is by the following schedule:
Years of Payment
Continuous Service
Payment of Unused
Sick Leave Payable
3 – 5 years
5 – 7 years
7 plus years
30%
40%
50%
E. No payoff will be made pursuant to this section unless the Contra Costa County
Employees’ Retirement Association has certified that an employee requesting a
sick leave payoff has terminated membership in, and has withdrawn his or her
contributions from, the Retirement Association.
F. It is the intent of the Board of Supervisors that payments made pursuant to this
section are in lieu of County retirement benefits resulting from employment by
this County or by Districts governed by this Board.
41.13 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.
41.14 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.
SECTION 42 – SPECIAL BENEFITS FOR MANAGEMENT EMPLOYEES BY
DEPARTMENT OR CLASS
42.1 Accounting Certificate Differential: Employees in 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
SECTION 42 – SPECIAL BENEFITS FOR MANAGEMENT EMPLOYEES
BY DEPARTMENT OR CLASS
IFPTE, Local 21 87 of 95 2012-2016
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.
42.2 Agriculture Department Differential: The classes of Deputy Sealer
Weights/Measure (BWHA) and Deputy Agricultural Commissioner (BAHA) will receive a
differential of three and one-half percent (3.5%) of base monthly salary for possession
of either a valid Commissioner License or a valid Sealer of Weights and Measures
License.
42.3 Angiogram Differential: Employees in the classes of Diagnostic Imaging
Manager (V8HB) and Assistant Diagnostic Imaging Manager (V8HC) when performing
an angiogram other than on day shift, Monday through Friday, will be additionally
compensated at a flat rate of five hundred dollars ($500) per procedure.
42.4 Animal Services Search Warrant: Employees in the class of Animal Services
Lieutenant (BJHB) will be compensated for time spent in assisting law enforcement
agencies in the serving of search warrants. The amount of special compensation per
incident is one hundred dollars ($100) and it will continue to be equal to that paid to
Animal Services Officers for performing this duty. Only employees involved in actual
entry team activities will be so compensated. The department continues to retain the
sole right to select and assign personnel to such search warrant duty.
42.5 Animal Services Uniform Allowance: The uniform allowance for employees in
the classification of Animal Services Lieutenant (BJHB) 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 classes.
42.6 Assessor Education Differential: Employees in the classes of Principal
Appraiser (DADC), Supervising Appraiser (DAHC), and Supervising Auditor-Appraiser
(DRNA), is entitled to a salary differential of two and one-half percent (2.5%) of base
monthly salary for possession of a certification for educational achievement from at
least one of the following:
A. American Institute of Real Estate Appraisers Residential Member designation.
B. State Board of Equalization Advanced Appraiser Certification.
C. International Association of Assessing Officers Residential Evaluation Specialist.
D. Society of Auditor-Appraiser Master Auditor-Appraiser designation.
SECTION 42 – SPECIAL BENEFITS FOR MANAGEMENT EMPLOYEES
BY DEPARTMENT OR CLASS
IFPTE, Local 21 88 of 95 2012-2016
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.
42.7 Assessor Mileage Reimbursement: Effective October 1, 1999, in lieu of
additional mileage reimbursement, the salaries of the Supervising Appraiser (DAHC)
and Supervising Auditor-Appraiser (DRNA) classifications are increased by one (1)
level. Beginning January 1, 2000, mileage allowance for use of their personal vehicles
on County business will be paid at the rate allowed by the Internal Revenue Service.
42.8 Employment and Human Services Division Manager Differential:
Employees in the classification of Employment and Human Services Division Manager
(XADD) are eligible to receive a 5% salary differential for a special project assignment.
The qualifying special project must involve executive leadership, management,
oversight, and supervision of operational division managers. The employee must be
assigned to the qualifying special project by the Director of Employment and Human
Services and the Director must approve the differential. The duration of the differential
may not exceed twenty four (24) months, even if the special project assignment is
longer. When approved, the differential will become effective on the first day of the
following month. No more than two (2) employees may receive this differential at the
same time.
42.9 Engineer Continuing Education Allowance: Public Works employees in the
classifications of Associate Civil Engineer (NKVC), Senior Land Surveyor (NSGA),
Engineering Technician Supervisor–Construction (NSHE), Engineering Technician
Supervisor–Land Surveyor (NSHD), Engineering Technician Supervisor–Materials
Testing (NSHC), Senior Civil Engineer (NKHA), Senior Traffic Engineer (NKHB), Senior
Hydrologist (N9HC) and Supervising Civil Engineer (NKGA) are eligible to receive a one
year Continuing Education Allowance of two and one-half percent (2.5%) of base
monthly salary if they complete at least (60) hours of approved education or training or
at least three (3) semester units of approved college credit or approved combination
thereof, subject to the following conditions.
A. The specific education or training must be submitted in writing by the employee
to the Public Works Director or his designee prior to beginning the course work.
B. The education or training must be reviewed and approved in advance by the
Public Works Director or his designee as having a relationship to the technical or
managerial responsibilities of the employee’s current or potential County job
classifications.
C. Employees who qualify for this allowance do so for a period of only twelve (12)
months, commencing on the first day of the month after proof of completion is
received and approved by the Public Works Director or his designee. This
allowance automatically terminates at the end of the twelve (12) month period.
SECTION 42 – SPECIAL BENEFITS FOR MANAGEMENT EMPLOYEES
BY DEPARTMENT OR CLASS
IFPTE, Local 21 89 of 95 2012-2016
42.10 Engineer Professional Development Reimbursement: Employees in the
classification of Engineering Managers will be allowed reimbursement for qualifying
professional development expenses and professional engineering license fees required
by the employee’s classification up to a total of seven hundre d 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.
42.11 Engineer Structural Registration Differential: Incumbents of the classes of
Structural Engineer-Building Inspection (NESB), Senior Structural Engineer-Building
Inspection (NEVB), Supervising Structural Engineer-Building Inspection (FADB), and
Principal Structural Engineer-Building Inspection (NCHA), employed in the Department
of Conservation and Development who possess a valid Certificate of Authority to use
the title “Structural Engineer” issued by the California State Board of Registration for
SECTION 42 – SPECIAL BENEFITS FOR MANAGEMENT EMPLOYEES
BY DEPARTMENT OR CLASS
IFPTE, Local 21 90 of 95 2012-2016
Professional Engineers, are entitled to receive a differential of five percent (5%) of the
base monthly salary.
42.12 Library Department Holidays: For all 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.
42.13 Nursing Shift Coordinator, Holiday Pay: Permanent full time, permanent part-
time and permanent-intermittent employees in the classification of Nursing Shift
Coordinator (VWHH), who work on a holiday, are entitled to receive their choice of
overtime pay or compensatory time credit for all hours worked, up to a maximum of
eight (8) hours. Employees who elect to receive compensatory time credit in lieu of
overtime pay must agree to do so for a full fiscal year (July 1 through June 30). The
employee must notify their departmental payroll staff of any change in election by May
31 of each year.
42.14 Nursing Shift Coordinator Differentials: Effective September 1, 2003,
employees in the classification of Nursing Shift Coordinator are eligible for the following
differentials under the stated circumstances:
A. Evening Shift. An employee who works an evening shift of four (4) hours or more
between the hours of 5:00 p.m. and 11:00 p.m. will be paid a shift differential of
twelve percent (12%) of the employee’s base rate of pay.
B Night Shift. An employee who works a night shift of four (4) hours or more
between the hours of 11:00 p.m. and 8:00 a.m. will be paid a shift differential of
fifteen percent (15%) of the employee’s base rate of pay.
C. Code Gray/STAT Team Differential. An employee who is assigned by
administration to respond to emergency Code Gray calls as a member of the
STAT Team will be paid a differential of ten percent (10%) of the employee’s
base rate of pay.
42.15 Nurse Manager Longevity Differentials. Employees in the classifications listed
in subsection 42.15, below, are eligible for the following longevity differentials:
A. Seven Years of Service. Employees who have completed seven (7) years of
appointed service for the County are eligible to receive a two and one-half
percent (2.5%) longevity differential effective on the first day of the month
following the month in which the employee completes seven years of service.
For employees who completed seven (7) years of appointed service on or before
July 1, 2006, this longevity differential will be paid prospectively only from July 1,
2006.
B. Ten Years of Service. Employees who have completed ten (10) years of
appointed service for the County are eligible to receive an additional two and
SECTION 42 – SPECIAL BENEFITS FOR MANAGEMENT EMPLOYEES
BY DEPARTMENT OR CLASS
IFPTE, Local 21 91 of 95 2012-2016
one-half percent (2.5%) longevity differential effective on the first day of the
month following the month in which the employee qualifies for the ten (10) year
service award, for a total longevity differential of five percent (5%). For
employees who completed ten (10) years of appointed service on or before July
1, 2006, this longevity differential will be paid prospectively only from July 1,
2006.
C. Fifteen Years of Service. Employees who have completed fifteen (15) years of
appointed service for the County are eligible to receive a additional two and one-
half percent (2.5%) longevity differential effective on the first day of the month
following the month in which the employee qualifies for the fifteen (15) year
service award, for a total longevity differential of seven and one-half percent
(7.5%). For employees who completed fifteen (15) years of appointed service on
or before July 1, 2006, this longevity differential will be paid prospectively only
from July 1, 2006.
D. Twenty Years of Service. Employees who have completed twenty (20) years of
appointed service for the County are eligible to receive an additional two and
one-half percent (2.5%) longevity differential effective on the first day of the
month following the month in which the employee completes twenty years of
service, for a total longevity differential of ten percent (10%). For employees who
completed twenty (20) years of appointed service on or before July 1, 2006, this
longevity differential will be paid prospectively only from July 1, 2006.
E. Eligible Classes.
This section applies only to the following classifications:
Nursing Program Manager (VWHF)
Nursing Shift Coordinator (VWHH)
Director of Ambulatory Care Nursing Services (VWDC)
Ambulatory Care Clinical Supervisor (VWHJ)
42.16 Health Services Manager Differential: Employees in the following
classifications and who are assigned to one of the following facilities (orgs) listed below,
will be paid a differential of five percent (5%) of the employee’s base rate of pay.
Nursing Program Manager (VWHF)
Conservatorship/Guardianship Program Manager (VQDL)
Mental Health Program Manager (VQDC)
Mental Health Program Supervisor (VQHP)
Conservatorship Program Supervisor (VQHM)
Health Services Administrator – Level C (VANH)
Properties Trust Officer (VAVA)
0451-Conservatorship
2578- Martinez Detention
2580- West County Detention
2585- Marsh Creek Detention
SECTION 42 – SPECIAL BENEFITS FOR MANAGEMENT EMPLOYEES
BY DEPARTMENT OR CLASS
IFPTE, Local 21 92 of 95 2012-2016
3120-Juvenile Hall
3160 Byron Boys Center
5700-Martinez Detention Infirmary
5701-West County Detention Infirmary
5702-Juvenile Hall Nursing
5710-Detention Mental Health Martinez
5711-Detention Mental Health West County
5951-Youth Institutional Mental Health
5974-West County Adult Mental Health
6313-Psychiatric Unit
6381-Psychiatric Emergency
6383-Emergency
42.17 Environmental Analyst III, Planner III, and Environmental Planner
Assignment Differential: Incumbents in the classes of Environmental Analyst III
(5RTA), Planner III (5ATA), and Environmental Planner (5ATC) may be given a five
percent (5%) or ten percent (10%) base monthly salary differential at the discretion of
the Department Head while engaged on special project assignments with major political
and/or financial impact. Differentials become effective on the first of the month following
the month approved, and terminate on the last day of the month in which the
assignment is completed, unless terminated earlier by the Department Head. All
differential assignments will be reviewed on July 1 of each year to determine what level
of differential, if any, will continue to be paid.
42.18 Public Works Emergency Work Differential: Employees in the classifications
of Public Works Maintenance Supervisor (PSHB), Public Works Assistant Field
Operations Manager (PSGA), and Vegetation Management Supervisor (GPHG) who
are required by the Public Works Director or his designee to work in response to an
“emergency,” will be compensated at the rate of one (1.00) times their base rate o f pay
(excluding differentials) for authorized work performed in excess of their regularly
scheduled work day or work week.
42.19 Public Works Seasonal Construction Differential: Employees in the
classifications of Public Works Maintenance Supervisor (PSHB), Public Works Assistant
Field Operations Manager (PSGA), and Vegetation Management Supervisor (GPHG)
who are scheduled by the Public Works Director or his designee to work during the
“construction season,” will be compensated at the rate of one (1.00) times their base
rate of pay (excluding differentials) for all authorized work performed in excess of their
regularly scheduled work day or work week.
42.20 Public Works Maintenance Managers Education Allowance: Employees in
the classifications of Public Works Field Operations Manager (PSFB), Public Works
Assistant Field Operations Manager (PSGA), Public Works Maintenance Supervisor
(PSHB), Vegetation Management Supervisor (GPHG), and Public Works Resources
Manager (PSSD) are eligible to receive a one year Continuing Education Allowance of
two and one half percent (2.5%) of base monthly salary if they complete at least sixty
(60) hours of approved education or training or at least three (3) semester units of
SECTION 42 – SPECIAL BENEFITS FOR MANAGEMENT EMPLOYEES
BY DEPARTMENT OR CLASS
IFPTE, Local 21 93 of 95 2012-2016
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 of
course work is received and approved by the Public Works Director or his
designee. This allowance automatically terminates at the end of the twelve (12)
month period.
42.21 Real Property Agent Advanced Certificate Differential: Employees in the
management classes of Principal Real Property Agent (DYDA) and Supervising Real
Property Agent (DYNA) are entitled to receive a monthly differential in the amount of
five percent (5%) of base monthly salary for possession of a valid Senior Member
Certificate issued by the International Executive Committee of the International Right of
Way Association. Verification of eligibility will be by the 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.
42.22 Sheriff Continuing Education Allowance: Sheriff’s Department employees in
the classes of Administrative Services Assistant III (APTA), Sheriff’s Director of Property
and Evidence (64FG), Detention Services Supervisor (64HA), Inmate Industries
Engraving Program Supervisor (64HG), Inmate Industries Supervisor (64HF), Manager-
Central Identification Services (64DB), Records Manager (64HE), Sheriff’s CAD/RMS
Systems Manager (PEDG),Sheriff’s Communications Center Director (64NC), Sheriff’s
Director of Food Services (64FF), Sheriff’s Director of Support Services (6AFE),
Sheriff’s Telecommunication Technology Manager (PEDD), and Forensics Manager
(6CGA) are eligible to receive a two and one-half percent (2.5%) of base monthly salary
Continuing Education Allowance 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
combination thereof, approved by the department, subject to 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.
SECTION 42 – SPECIAL BENEFITS FOR MANAGEMENT EMPLOYEES
BY DEPARTMENT OR CLASS
IFPTE, Local 21 94 of 95 2012-2016
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 by the Sheriff’s Department
Standards and Resources Bureau in advance.
D. The employee must show evidence of completion with a passing grade.
42.23 Sheriff Emergency Services Standby Differential: Employees in the classes
of Emergency Planning Coordinator (9GSA), Senior Emergency Planning Coordinator
(9GWB) and County Emergency Services Manager (9GGA) who perform standby duty
of the Office of Emergency Services at least one (1) week per month, are entitled to
receive a differential in the amount of two and one-half percent (2.5%) of base monthly
salary.
42.24 Sheriff Uniform Allowance: The non-sworn management employees in the
Sheriff-Coroner’s Department will be paid a uniform allowance in the amount of eight
hundred seventy-two dollars ($872) per year effective July 1, 2007, payable one-twelfth
(1/12) of the yearly total in monthly pay warrants. The management employees eligible
for this uniform allowance are: Sheriff’s Communications Center Director (64NC).
42.25 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.
42.26 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’s Accounting Officer (S5SG)
Treasurer’s Investment Operations Analyst (S5SD)
Tax Operations Supervisor (S5HC)
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.)
SECTION 42 – SPECIAL BENEFITS FOR MANAGEMENT EMPLOYEES
BY DEPARTMENT OR CLASS
IFPTE, Local 21 95 of 95 2012-2016
42.27 Compaction. In the event the difference between the top step base rate of pay
for Public Health Nurse Program Manager (Class VWHL) and the Public Health Nurse
(Class VVXA) is 2.5% or less, the County will adjust all steps in the Health Nurs e
Program Manager Class in order to achieve a difference of 2.5% at the top step.
Issues regarding salary compaction will be included on the agenda for meetings of the
Labor Management Committee at the request of either party.
42.28 Other – Special Benefits: It is the intent of the parties that this Memorandum of
Understanding includes all “special benefits” that have been authorized by the Board of
Supervisors and that are currently provided to employees of this Union. In the event
that the Union identifies an authorized “special benefit” that the Union believes has been
inadvertently excluded from this Memorandum of Understanding, the Union may
request to meet and confer.
If the County agrees that the “special benefit” was authorized by the Board of
Supervisors and inadvertently excluded, the County will provide the “special benefit” in a
Side Letter.
Date: _______________
Contra Costa County: For IFPTE, Local 21:
(Signature / Printed Name) (Signature / Printed Name)
/ /
/ /
/ /
/ /
/ /
/ /
/ /
/ /
/ /
/ /
PROFESSIONAL AND TECHNICAL ENGINEERS IFPTE, LOCAL 21
APPENDIX
A. CLASS AND SALARY LISTING – SUPERVISORY UNIT
B. CLASS AND SALARY LISTING – NON-SUPERVISORY UNIT
C. MANAGEMENT CLASSIFICATIONS EXCLUDED FROM AGENCY SHOP
D. MEDICAL/DENTAL/LIFE INSURANCE
E. SHIFT DIFFERENTIAL, ON-CALL, CALL BACK MATRIX
F. SPECIAL PAYS AND BENEFITS FOR PERMANENT-INTERMITTENT AND
TEMPORARY EMPLOYEES
G. INVOLUNTARY REASSIGNMENT
H. VOLUNTARY TRANSFER
I. LAYOFF PROCEDURE
J. RETURN TO WORK POLICY
K. DEFERRED COMPENSATION LOAN PROVISION
CONTRA COSTA COUNTY: IFPTE, LOCAL 21:
__________________________________ ___________________________________
__________________________________ ___________________________________
__________________________________ ___________________________________
__________________________________ ___________________________________
__________________________________ ___________________________________
CLASSIFICATIONS PERFORMING SUPERVISORY DUTIES
(SUPERVISORS UNIT)
(Sorted By: Classification)
APPENDIX A
Job Code Class Title
Flex Staff (F) / Deep
Class (D)From To
3AGF ADULT LITERACY PROGRAM MANAGER $5,381.43 $6,872.31
VWHK ADVICE NURSE MANAGER $8,879.21 $9,789.32
VWHN ADVICE NURSE SUPERVISOR $8,227.42 $9,070.72
V7DB AIDS PROGRAM DIRECTOR $6,822.38 $8,292.64
9BHC AIRPORT OPERATIONS MANAGER $5,680.46 $6,904.64
VADB AMBULATORY CARE ADMIN $7,119.12 $8,653.33
VWHJ AMBULATORY CARE CLIN SUPV $8,058.11 $9,794.68
BJHC ANIMAL CENTER OPERATIONS SUPV $4,560.21 $5,542.96
BJHB ANIMAL SVCS LIEUTENANT $4,382.49 $6,320.76
BJSS ANIMAL SVCS VOLUNTEER COORD $3,613.01 $4,391.64
XQGD AREA AGENCY ON AGING PRGM MNGR $6,890.93 $8,820.97
APSF ASSESSOR'S CUSTOMER SERV COORD $5,547.61 $7,838.62
NEVA ASSOC CAPITAL FAC PROJ MANAGER F $6,428.88 $7,814.34
NKVC ASSOC CIVIL ENGINEER D $6,423.14 $8,638.40
N4HA ASSOC TRAFFIC ENGINEER $7,119.12 $7,848.83
NEWC ASST CAPITAL FAC PROJ MANAGER F $5,788.34 $7,035.76
VIHA ASST CHIEF CARD SUPPORT SVCS $6,544.48 $7,954.86
VHGF ASST CLINICAL LAB MANAGER $6,609.61 $8,034.02
VASG ASST CONTRACTS ADMINISTRATOR $5,558.06 $6,755.86
V8HC ASST DIAGNOSTIC IMAG MNGR $7,154.45 $8,696.28
9BNA ASST DIR OF AIRPORTS $7,625.38 $9,500.42
VLGA ASST DIR OF ENV HLTH SVCS $7,083.96 $8,610.60
** VLFA ASST DIR OF HAZ MAT PROGRAM $6,982.21 $8,486.92
VWGB ASST DIR OF SAFETY & PERF IMPR $8,695.37 $10,569.28
VYSC ASST DIR PHARMACY SVCS $8,153.38 $9,910.48
1KDC ASST DIR-NUTRIT SVCS $5,084.20 $6,179.88
V5HQ ASST DIR-REHAB THER SVCS $6,869.83 $8,350.32
VCSH ASST FACILITIES MANAGER $5,432.92 $6,603.75
GFFA ASST FACILITIES MNT. MANAGER $6,842.67 $8,317.31
LBGD ASST HLTH SVCS SYS DIR-NET OPS $7,319.25 $9,808.49
APDH AUDITOR CONTR BUS & SYS MNGR $6,925.13 $8,864.75
V9HD BIOMEDICAL EQUIPMENT MNGR $5,422.17 $6,590.69
GFDD BUILDING AND GROUNDS MANAGER $6,735.12 $8,186.59
FADC BUILDING INSP SPEC PROG COORD $5,427.55 $6,597.22
LTNE BUSINESS SYSTEMS MANAGER $6,979.53 $9,353.23
VBGC CALIF CHLDRN SVCS PROG ADMIN $7,105.03 $8,636.21
X7SB CAREER CENTER COORDINATOR $5,170.50 $6,284.78
ADDK CCTV PRODUCTION MANAGER $5,039.10 $6,125.05
3AGC CENTRAL LIBRARY MANAGER $6,191.49 $7,525.79
VWNB CENTRAL PROCESSING SUPVR $4,309.34 $5,238.03
VIGA CHIEF CARDIO SUPPORT SVCS $6,004.33 $7,298.30
Salary Range
** Safety Classifications
CLASSIFICATIONS PERFORMING SUPERVISORY DUTIES
(SUPERVISORS UNIT)
(Sorted By: Classification)
APPENDIX A
Job Code Class Title
Flex Staff (F) / Deep
Class (D)From To
Salary Range
VWDG CHIEF OF DET HLTH NURSING SVCS $10,888.20 $11,432.61
V5GE CHIEF PEDIATRIC THERAPIST $6,869.83 $8,350.32
FADG CHIEF PROPERTY CONSERVATION $6,802.14 $8,268.05
PSFA CHIEF PUB WKS MTCE SUPT $5,817.07 $7,070.68
GWGA CHIEF STATIONARY ENGINEER $6,616.15 $8,041.97
VBGB CHILD HLTH & DIS PROG MANAGER $7,326.50 $8,905.40
APSE CHILD SPPRT BUSINESS SVCS MNGR $6,444.07 $8,229.34
LTWJ CHILD SPPRT INFO SYS ANALYST $5,237.49 $6,366.20
SMNA CHILD SPPRT SUPERVISOR $4,994.39 $6,070.71
VMHC CHRONIC DISEASE & ENV PROG MGR $5,880.77 $7,148.11
JPHD CIVIL OPERATIONS SUPERVISOR $4,537.03 $5,514.79
EASA CLERK-RECORDER SVCS MANAGER $6,271.69 $7,623.28
EAHA CLERK-RECORDER SVCS SUPERVISOR $4,347.92 $5,284.92
VHFA CLINICAL LAB MANAGER $9,236.74 $11,227.32
SMHA COLLECTIONS SVCS MANAGER $5,019.18 $6,100.84
V7DA COMMUNICABLE DIS PGRM CHIEF $7,112.07 $8,644.77
3AGG COMMUNITY LIBRARY MANAGER $5,381.43 $6,872.31
BJSR COMMUNITY OUTREACH & EDUC MGR $4,117.47 $5,004.81
64NE COMMUNITY WARNING SYS MANAGER $6,321.57 $7,683.91
VMHB COMMUNITY WELL & PREV PRO DIR $6,473.59 $7,868.69
NPHD COMPUTER MAPPING SERVICES MNGR $4,969.73 $6,040.73
LKGA COMPUTER OPERATIONS MANAGER $6,034.13 $8,086.31
LKHA COMPUTER OPERATIONS SUPERVISOR $5,170.50 $6,928.97
VQDL CONSERV/GDNSHP PROGRAM MGR $6,748.47 $8,202.81
VQHM CONSERVATORSHIP PROG SUPV $6,222.21 $7,563.14
XQHE CONTRACTS ADMINISTRATOR $6,130.48 $7,451.64
9GD2 COUNTY EMERGENCY SVCS DIR $6,775.26 $8,235.37
AJDK COUNTY SAFETY OFFICER $5,574.60 $6,775.96
GKGC CUSTODIAL & RECYCLE SVCS MNGR $5,084.20 $6,179.88
GKHC CUSTODIAL SVCS SUPERVISOR $3,552.70 $4,318.34
BAHA DEPUTY AGRICULTURE COMMR $5,956.96 $7,240.72
VQFB DEPUTY DIR OF MENTAL HEALTH $8,895.66 $10,812.74
AXFA DEPUTY PUBLIC ADMINISTRATOR $4,461.30 $5,422.74
BWHA DEPUTY SEALER WEIGHTS/MEASURE $5,956.96 $7,240.72
64HA DETENTION SVCS SUPERVISOR $4,028.75 $4,896.97
V5HH DEVELOPMENTAL PROGRM SUPV $4,911.03 $5,969.39
V8HB DIAGNOSTIC IMAGING MANAGER $8,729.88 $10,611.22
VWFA DIR OF SAFETY & PERF IMPROVEME $9,356.40 $11,372.77
VWDB DIRECTOR HOSPITAL NURSING SVCS $8,283.57 $10,068.73
VWDC DIRECTOR OF AMBULATORY CARE NS $9,404.05 $11,430.68
VCFA DIRECTOR OF FAMLY, M & CH $7,175.73 $8,722.15
VNDB DIRECTOR OF HLTH INFO MGMT $6,296.58 $7,653.54
** Safety Classifications
CLASSIFICATIONS PERFORMING SUPERVISORY DUTIES
(SUPERVISORS UNIT)
(Sorted By: Classification)
APPENDIX A
Job Code Class Title
Flex Staff (F) / Deep
Class (D)From To
Salary Range
ADDF DIRECTOR OF JUSTICE SYST PROG $7,844.54 $8,648.60
VADC DIRECTOR OF PATIENT ACCOUNTING $6,775.26 $9,079.49
V0DA DIRECTOR OF PH LAB SVCS $7,705.96 $9,366.65
VYDC DIRECTOR OF PHARMACY SVCS $9,209.35 $11,194.02
VWDD DIRECTOR OF PSYCH NURSING SVCS $8,283.57 $10,068.73
VWSE DIRECTOR OF QUALITY MANAGEMENT $8,283.57 $10,068.73
V5GH DIRECTOR OF REHAB THERAPY SVCS $6,040.10 $7,341.79
VVGS DIRECTOR PUB HLTH CLINIC SVCS $9,328.65 $11,339.04
VWDF DIRECTOR, INPATIENT NURSING OP $10,372.55 $10,891.18
ARDC DIVERSITY SVCS COORDINATOR $5,962.86 $7,247.89
NPGA DRAFTING SVCS COORDINATOR $5,089.24 $6,186.00
NPHC DRAFTING SVCS MANAGER $4,510.16 $5,482.12
XADD EHS DIVISION MANAGER $6,890.93 $8,820.97
XAD1 EHS DIVISION MANAGER-PROJECT $6,890.93 $8,820.97
XQNA EHS FACILITIES MANAGER $6,070.08 $7,378.22
EBHA ELECTIONS OUTREACH COORDINATOR $4,347.92 $5,284.92
ALHB ELECTIONS PROCESSING SUPVR $4,347.92 $5,284.92
EBSA ELECTIONS SVCS MANAGER $6,271.69 $7,623.28
9GGA EMERGENCY SERVICES MANAGER $6,570.45 $8,805.04
NSHC ENGINEERING TECH SUPV MAT TSTG $5,799.81 $7,049.71
NSHE ENGINEERING TECHNICIAN SUPV CO $5,799.81 $7,049.71
NSHD ENGINEERING TECHNICIAN SUPV LS $5,799.81 $7,049.71
NBHB ENGINEERING TECHNICIAN SUPV-TR $5,799.81 $7,049.71
5RTA ENVIRONMENTAL ANALYST III F $5,788.34 $7,035.76
1WDB ENVIRONMENTAL SVCS MANAGER $5,284.37 $6,423.19
1WHB ENVIRONMENTAL SVCS SUPERVISOR $3,327.96 $4,045.16
GFDG FACILITIES MAINTENANCE MANAGER $7,525.00 $9,146.69
VCDC FACILITIES MANAGER $7,055.96 $8,576.56
P2NC FIRE DISTRICT APPARATUS MNGR $5,481.55 $6,662.86
GFDF FIRE DISTRICT FACILITIES MNGR $6,695.23 $8,138.10
LTNC FIRE DISTRICT INFO SYST MANGR $6,979.53 $9,353.23
RBHA FIRE DISTRICT LOGISTICS MGR $5,289.60 $6,429.55
REDB FIRE DISTRICT TELECOMM MANAGER $7,297.54 $8,870.20
PMFB FLEET MANAGER $7,119.12 $8,653.33
PMHC FLEET SERVICE CENTER SUPV $5,541.58 $6,109.59
6CGA FORENSIC MANAGER $8,283.57 $10,068.73
GFSA GENERAL SVCS FACILITIES SUPVR $6,384.47 $7,760.37
GPHH GROUNDS MAINTENANCE SUPV $4,577.64 $5,564.15
GPDE GROUNDS MANAGER $5,263.48 $6,397.80
V4HD HAZARDOUS WASTE REDUCTION MNGR $5,558.06 $6,755.86
VWHM HEALTH CARE RISK MANAGER $8,283.57 $10,068.73
VCGE HEALTH PLAN BUSINESS SVCS MNGR $4,790.96 $5,823.44
** Safety Classifications
CLASSIFICATIONS PERFORMING SUPERVISORY DUTIES
(SUPERVISORS UNIT)
(Sorted By: Classification)
APPENDIX A
Job Code Class Title
Flex Staff (F) / Deep
Class (D)From To
Salary Range
VRGB HEALTH PLAN CLINICAL PRG OFCR $7,577.34 $9,210.30
V9HG HEALTH PLAN PATIENT SVCS SUPV $4,369.49 $5,311.15
VYSE HEALTH PLAN PHARMACY MANAGER $7,622.49 $9,728.44
VCDD HEALTH SVCS DIR/PLNG & FAC $7,119.12 $8,653.33
VBSM HEALTH SVCS EMERG PREP MANAGER $6,441.62 $7,829.83
LKFA HEALTH SVCS INFO SYS OPS MNGR $6,034.13 $8,086.31
VCFB HEALTH SVCS INFO TECH SUPV $6,979.53 $9,353.23
VASE HEALTH SVCS PLAN/EVAL DIRECTOR $6,390.80 $7,768.05
VCXD HEALTH SVCS PLNR/EVAL-LEVEL B D, F $4,126.03 $6,760.98
VCHB HLTH PLAN SALES/OUTRCH MANAGER $5,968.76 $7,255.07
VVFC HOME HEALTH AGENCY DIRECTOR $8,308.22 $10,098.69
VBHE HOMELESS SERVICES PROGRAM DIR $6,822.38 $8,292.64
VRGD HP DIR OF PROVIDER REL & CRED $7,599.88 $9,237.70
VRGE HP DIRECTOR OF CONTRACTING $7,599.88 $9,237.70
LBGF HS IT PROJECT MANAGER $6,979.53 $9,353.23
N9SB HYDROLOGIST $5,558.06 $6,755.86
VWSF INFECTION PREV AND CONTROL MGR $9,012.07 $9,935.80
LTNA INFO SYS MANAGER I $6,979.53 $9,353.23
LTNB INFO SYS MANAGER II $8,073.05 $9,812.84
LPVA INFO SYS PROGRAMMER/ANALYST II F $5,237.49 $6,366.20
LPNB INFO SYS PROGRAMMER/ANALYST IV F $6,340.38 $8,496.71
LPTB INFO SYS PROGRAMMER/ANLYST III F $5,782.61 $7,028.80
LPNA INFO SYS PROJECT MANAGER $6,979.53 $9,353.23
LBSB INFO TECH PROJECT MANAGER $6,979.53 $8,483.66
64HG INMATE INDUST ENGRAVE PROG SUP $4,300.82 $5,227.67
64HF INMATE INDUST SUPERVISOR $3,906.97 $4,748.95
** 7KGA INST SUPERVISOR II $6,336.54 $7,702.10
VLSB INTEGRATED PEST MGMT COORD $7,035.71 $7,576.69
3KHA LIBRARY CIRCULATION MANAGER $3,970.86 $5,070.96
3ASF LIBRARY CMNTY RLTNS MANGR $5,607.81 $6,816.34
3AGE LIBRARY COLL/TECHNICAL SVCS MG $6,191.49 $7,525.79
3AHB LIBRARY READING & LITERACY MGR $6,191.49 $7,525.79
VQHL M/H HOUSING SERVICES COORD $5,811.31 $7,063.68
5PDB MANAGER APPLICATION/PERMIT CE $5,547.61 $7,838.62
64DB MANAGER CENTRAL ID SVCS $6,609.61 $8,034.02
VRWA MANAGER OF MEMBER SERVICES $6,130.48 $7,451.64
VCGA MATERIAL MANAGER $5,289.60 $6,429.55
VCHF MATERIEL MANAGEMENT SUPERVISOR $4,352.22 $5,290.15
VBFA MEDICAL CARE ADMINISTRATOR $5,968.76 $7,255.07
VNHB MEDICAL RECORDS ADMINISTRATOR $4,710.99 $5,726.24
X4HE MEDICAL SOC SVC DIRECTOR $5,680.46 $6,904.64
VQDM MH CLINICAL OPERATIONS CHIEF $7,450.86 $9,056.57
** Safety Classifications
CLASSIFICATIONS PERFORMING SUPERVISORY DUTIES
(SUPERVISORS UNIT)
(Sorted By: Classification)
APPENDIX A
Job Code Class Title
Flex Staff (F) / Deep
Class (D)From To
Salary Range
VQSH MH CONSUMER EMPOWER PROG COORD $4,920.76 $5,981.22
VQSJ MH FAMILY SERVICES COORDINATOR $3,842.13 $5,428.83
VQDN MH PROGRAM CHIEF $8,057.07 $9,793.43
VQDC MH PROGRAM MANAGER $6,708.50 $8,154.23
VQHP MH PROGRAM SUPERVISOR $6,106.25 $7,422.19
VQSE MH PROJECT MANAGER $6,416.16 $7,798.88
VQSF MH QUALITY IMPROVEMENT COORD $6,505.72 $7,907.74
VQHQ MH VOCATIONAL SERVICES COORD $6,416.16 $7,798.88
9XHA MICROFILM SUPERVISOR $4,408.61 $5,358.69
FAHB NEIGHBORHOOD PRESVR PROG MNGR $4,920.76 $5,981.22
LNSA NETWORK ADMINISTRATOR I $5,782.61 $7,028.80
LNSB NETWORK ADMINISTRATOR II $6,340.38 $7,706.77
LBTA NETWORK ANALYST II F $6,340.38 $7,706.77
LBHA NETWORK MANAGER $6,979.53 $9,353.23
VWHF NURSING PROGRAM MANAGER $9,012.07 $9,935.80
VWH1 NURSING PROGRAM MANAGER-PROJ $9,012.07 $9,935.80
VWHH NURSING SHIFT COORDINATOR $7,939.32 $9,650.29
JJHC OFFICE MANAGER $4,180.67 $5,338.88
VAGE PATIENT ACCOUNTING MANAGER $6,454.39 $7,845.35
VAGA PATIENT FINANCIAL SERVICES MGR $4,126.03 $6,435.20
5AVA PLANNER II F $4,999.34 $6,076.73
5ATA PLANNER III F $5,782.61 $7,028.80
DADC PRINCIPAL APPRAISER $7,495.98 $9,595.49
FAHE PRINCIPAL BUILDING INSPECTOR $6,118.35 $7,436.90
5AHD PRINCIPAL PLANNER-LEVEL A D, F $7,098.69 $8,649.06
5AHE PRINCIPAL PLANNER-LEVEL B D, F $8,227.15 $9,081.24
DYDA PRINCIPAL REAL PROPERTY AGENT $7,985.60 $9,706.54
NCHA PRINCIPAL STRUCTIONAL ENGNR-BI $7,539.92 $9,164.82
9XGA PRINT & MAIL SERVICES MANAGER $5,432.92 $6,603.75
9XHE PRINT & MAIL SERVICES SUPV $4,559.55 $5,542.16
APHA PROGRAM/PROJECTS COORDINATOR $6,429.50 $7,833.72
LWVD PROPERTY TAX BUS SYS MANAGER $6,655.57 $8,919.10
V0HA PUBLIC HEALTH LAB MANAGER $6,715.15 $8,162.30
VWHL PUBLIC HLTH NURSE PROG MANAGER $8,202.96 $9,970.75
VBSD PUBLIC HLTH PRGM SPEC I $5,279.14 $6,416.83
VBND PUBLIC HLTH PRGM SPEC II $5,880.77 $7,148.11
VBS2 PUBLIC HLTH PRGM SPEC I-PRJ $5,279.14 $6,416.83
PSGA PW ASST FIELD OPERATIONS MNGR $6,192.08 $7,180.92
PSFB PW FIELD OPERATIONS MANAGER $7,428.77 $9,029.71
PSHB PW MAINTENANCE SUPERVISOR $5,455.01 $6,326.14
PSSD PW RESOURCES MANAGER $5,455.01 $6,326.14
VRHA QUALITY MGMT PROGRAM COORDIN $7,532.46 $9,155.75
** Safety Classifications
CLASSIFICATIONS PERFORMING SUPERVISORY DUTIES
(SUPERVISORS UNIT)
(Sorted By: Classification)
APPENDIX A
Job Code Class Title
Flex Staff (F) / Deep
Class (D)From To
Salary Range
J9HF RECORDER'S OPERATIONS MANAGER $4,541.52 $5,520.25
64HE RECORDS MANAGER $6,321.57 $7,683.91
VCHD REGISTRAR OF VITAL STATS $4,833.84 $5,875.56
VAHC REGISTRATION AND STAFFING MGR $4,528.05 $5,503.88
V5HN REHABILITATION THERAPY SVC SUP $6,538.01 $7,946.99
97NA RETIREMENT ACCOUNTANT $5,305.34 $6,448.67
97HC RETIREMENT SUP ACCOUNTANT $5,956.96 $7,240.72
6FHA SAFETY SVCS MANAGER $5,310.60 $6,455.06
AJWH SAFETY SVCS SPCLST-LVL B D, F $5,044.57 $6,146.32
64FG SHERIFF DIR OF PROP EVIDENCE $6,321.57 $7,683.91
PEDG SHERIFF'S CAD/RMS SYSTEMS MNGR $6,531.54 $7,939.12
64NC SHERIFF'S COM CENTER DIRECTOR $6,321.57 $7,683.91
64FF SHERIFF'S DIRECTOR OF FOOD SVC $6,321.57 $7,683.91
6AFE SHERIFF'S DIRECTOR OF SUP SVCS $6,321.57 $7,683.91
PMSB SHERIFF'S FLEET SVCS COORD $4,250.02 $5,165.92
PEDD SHERIFF'S TELECOM TECH MANAGER $7,297.54 $8,870.20
XAHB SOC SVC APPEALS SUPERVISOR $6,167.01 $7,496.04
XQHC SOC SVC BUSINESS SYST APP MNGR $6,890.93 $8,820.97
XAGA SOC SVC FRAUD PREVENTION MNGR $6,715.80 $8,596.79
NEHA SR CAPITAL FAC PROJECT MNGR $7,443.49 $9,047.61
NKHA SR CIVIL ENGINEER $7,443.49 $9,047.61
3AGH SR COMMUNITY LIBRARY MANAGER $5,587.77 $7,135.81
N9HC SR HYDROLOGIST $7,443.49 $9,047.61
NEVB SR STRUCTURAL ENGINEER-BI F $7,914.75 $8,726.01
NEV2 SR STRUCTURAL ENGINEER-PRJ $7,914.75 $8,726.01
NKHB SR TRAFFIC ENGINEER $7,782.64 $9,459.85
5AHB SR TRANSPORTATION PLANNER F $6,590.00 $8,010.18
5ASE SR WATERSHED MGMT PLNG SPEC $6,557.46 $7,970.63
V9HC STAFF AND PAT CARE COORDINATOR $4,187.36 $5,089.77
XADE STAFF DEVELOPMENT SUPERVISOR $6,034.13 $7,334.52
NASB STORMWATER POLL CONT MNGR $7,443.49 $9,047.61
VHG5 SUBSTANCE ABUSE PROGRAM MGR-P $6,112.30 $7,429.54
VHGE SUBSTANCE ABUSE PROGRAM MNGR $6,112.30 $7,429.54
VHHB SUBSTANCE ABUSE PROGRAM SUPV $5,714.31 $6,945.78
SAHJ SUPERVISING ACCOUNTANT $5,834.37 $7,091.72
DAHC SUPERVISING APPRAISER $6,082.70 $7,786.37
V4HE SUPERVISING ARP ENGINEER $7,554.87 $9,182.99
DRNA SUPERVISING AUDITOR-APPRAISER $6,082.70 $7,786.37
NEHC SUPERVISING CAPITAL FAC PRJ MG $8,390.89 $10,199.18
NKGA SUPERVISING CIVIL ENGINEER $8,390.89 $10,199.18
VHHF SUPERVISING CLINICAL LAB SCIEN $7,607.41 $9,246.85
1KHA SUPERVISING COOK-JUVENILE HALL $3,977.23 $4,384.89
** Safety Classifications
CLASSIFICATIONS PERFORMING SUPERVISORY DUTIES
(SUPERVISORS UNIT)
(Sorted By: Classification)
APPENDIX A
Job Code Class Title
Flex Staff (F) / Deep
Class (D)From To
Salary Range
VJHA SUPERVISING CYTOTECHNOLOGIST $6,518.61 $7,923.42
VLHA SUPERVISING ENVIRON HLTH SPEC $6,622.71 $8,049.94
6CHA SUPERVISING FRNSC TOXICOLOGIST $7,961.91 $9,677.75
NXHA SUPERVISING GRAPHICS TECH $3,864.65 $4,697.50
V5HJ SUPERVISING PEDIATRIC THERAPST $6,352.94 $7,722.04
DYNA SUPERVISING REAL PROPERTY AGNT $6,563.95 $7,978.52
FADB SUPERVISING STRUCTURAL ENG-BI $8,105.08 $9,851.78
FADF SUPERVISOR INSPECTION SERVICES $6,802.14 $8,268.05
9XHB SUPPLY AND DIST SUPERVISOR $4,487.88 $5,455.05
S5HC TAX OPERATIONS SUPERVISOR $5,352.83 $6,506.40
PEDC TELECOM MANAGER $7,480.43 $9,092.51
NAGA TRANSPORTATION PROGRAM MANAGER $8,185.73 $9,949.81
XQHG TRANSPORTATION SERVICES MANAGE $5,951.06 $7,233.55
S5SG TREASURER'S ACCOUNTING OFFICER $5,857.53 $7,119.86
VWHG UTILIZATION REVIEW MANAGER $8,058.11 $9,794.68
GPHG VEGETATION MANAGEMENT SUPV $5,829.16 $6,760.04
96TA VETERANS SVC BRANCH OFF MNGR $4,848.22 $5,893.04
2KHA VICT/WIT ASSISTANCE PROG MNGR $4,541.52 $5,520.25
AJHB WORKERS COMP CLAIMS SUPERVISOR $5,915.81 $7,190.71
** Safety Classifications
CLASSIFICATIONS NOT PERFORMING SUPERVISORY DUTIES
(NON-SUPERVISORS UNIT)
(Sorted By: Classification)
APPENDIX B
Job Code Class Title
Flex Staff (F) / Deep
Class (D)From To
SAWA ACCOUNTANT I F $4,040.74 $4,911.54
SAVA ACCOUNTANT II F $4,514.62 $5,487.55
SATA ACCOUNTANT III F $5,144.97 $6,253.75
APT1 ADMINISRATIVE SVCS ASST III-PR $5,432.92 $6,603.75
APWA ADMINISTRATIVE ANALYST F $3,826.57 $4,651.22
APW1 ADMINISTRATIVE ANALYST-PROJECT F $3,826.57 $4,651.22
ADSG ADMINISTRATIVE SUPPORT ASST $4,514.62 $5,487.55
APVA ADMINISTRATIVE SVCS ASST II F $4,655.34 $5,658.60
APTA ADMINISTRATIVE SVCS ASST III F $5,432.92 $6,603.75
APV2 ADMINISTRATIVE SVCS ASST II-PR $4,655.34 $5,658.60
XQVB AGING & ADULT SVCS SR STAFF AS $5,492.42 $6,676.07
XQWC AGING & ADULT SVCS STAFF ASST $4,519.10 $5,492.99
9BDA AIRPORT BUS AND DEV MANAGER $6,910.76 $8,400.07
9BSB AIRPORT ENVIRON & COM REL OFCR $4,166.69 $5,064.63
AD91 APPEALS OFFICER $8,440.88 $8,440.88
DYNB ASST LEASE MANAGER $6,761.85 $8,219.07
SFWA AUDITOR I F $4,036.74 $4,906.68
SFVA AUDITOR II F $4,514.62 $5,487.55
SFTA AUDITOR III F $5,503.31 $6,689.30
LBWB AUTOMATED CALL DIS COORD I $5,459.88 $6,636.52
LBNA AUTOMATED CALL DIS COORD II $5,898.27 $7,169.38
LBSC AUTOMATED CALL DIST ADMINISTRA $6,486.42 $7,884.29
ADSC BUDGET TECHNICIAN $3,849.37 $4,678.94
X7SC BUSINESS SVCS REPRESENTATIVE $4,523.57 $5,498.43
LTWK BUSINESS SYSTEMS ANALYST F $5,782.61 $7,028.80
STWA BUYER I F $3,707.23 $4,506.16
STTA BUYER II F $4,891.62 $5,945.79
ADD3 CCTV PRODUCTION SPECIALIST-PRJ $3,930.25 $4,777.24
ADDL CCTV PRODUCTION SPECIALST $3,930.25 $4,777.24
ADSD CCTV PROGRAM COORDINATOR $3,659.82 $4,448.53
VWDH CHIEF NURSING INFORMATICS OFC $9,328.65 $11,339.04
LKVA COMPUTER OPERATIONS ANALYST $4,439.27 $5,395.96
ADTF CONTRACT COMPLIANCE SPEC $5,155.17 $6,266.14
XQWA CONTRACTS/GRANTS SPLST I F $4,028.75 $4,896.97
XQTA CONTRACTS/GRANTS SPLST II F $5,039.10 $6,125.05
LWSA DATABASE ADMINISTRATOR $6,642.41 $8,901.46
XQSJ DEPTL PERS COMPUTER COORD $5,782.61 $7,028.80
VBGA DEVELOPMENTAL CENTER DIRECTOR $6,167.01 $7,496.04
VATC DISABILITY BENEFITS COORD $5,432.92 $6,603.75
2RS7 DISCOVERY REFEREE $6,878.63 $7,583.69
XQHF EHS PROG INTEGRITY COORD $5,486.98 $6,669.46
Salary Range
CLASSIFICATIONS NOT PERFORMING SUPERVISORY DUTIES
(NON-SUPERVISORS UNIT)
(Sorted By: Classification)
APPENDIX B
Job Code Class Title
Flex Staff (F) / Deep
Class (D)From To
Salary Range
XQH3 EHS PROG INTEGRITY COORD-PR0J $5,486.98 $6,669.46
VBHB EMERGENCY MEDICAL SVS PRG CORD $6,576.96 $7,994.34
9GSA EMERGENCY PLANNING COORD F $4,776.75 $5,806.16
GBSA ENERGY MANAGER $7,502.68 $9,119.56
5RWA ENVIRONMENTAL ANALYST I F $4,229.03 $5,140.41
5RVA ENVIRONMENTAL ANALYST II F $5,004.29 $6,082.75
XQSB EXEC ASST/DEVELP DISBL COUNCIL $5,558.06 $6,755.86
SBSF FIRE DISTRICT FISCAL SPECIALST $4,391.18 $5,337.51
RWSD FIRE EMS QUALITY IMPR COORD $6,505.72 $7,907.74
LDSA GIS ADMINISTRATOR F $5,782.61 $7,028.80
VLSA HAZARDOUS MATERIALS OMBUDSPER $5,263.48 $6,397.80
VCSG HEALTH PLAN MED ECON ANALYS $5,129.71 $6,235.19
VCSK HEALTH PLAN MEMBER ADVOCATE $3,853.19 $4,683.57
VCTB HEALTH SVCS ACCOUNTANT $6,448.00 $7,837.59
VANF HEALTH SVCS ADMIN-LEVEL A D, F $3,308.57 $4,791.80
VANG HEALTH SVCS ADMIN-LEVEL B D, F $4,126.03 $6,760.98
VANH HEALTH SVCS ADMIN-LEVEL C D, F $6,131.07 $7,848.29
LBTC HEALTH SVCS INFO SYS PROG/ANL F $6,340.38 $8,496.71
LBTB HEALTH SVCS INFO SYSTEMS SPEC F $4,969.73 $6,659.91
VCXC HEALTH SVCS PLNR/EVAL-LEVEL A D, F $3,305.30 $4,787.05
VCXD HEALTH SVCS PLNR/EVAL-LEVEL B D, F $4,126.03 $6,760.98
VCTA HEALTH SVCS REIM ACCOUNTANT $6,775.26 $9,079.49
XQSM HEALTH SVCS SPECIAL PROJ ADMIN $5,714.31 $6,945.78
V9SD HOMELESS SVCS SPECIALIST $4,339.31 $5,274.46
LBFA HS INFO TECH MANAGER $8,584.17 $10,434.11
LBT1 HS IT CLIN SYS ANALYST II-PR F $9,010.91 $9,934.52
LBV3 HS IT CLIN SYS ANALYST I-PR F $8,161.45 $8,998.00
LBVB HS IT CLINICAL SYS ANALYST I F $8,161.45 $8,998.00
LBTE HS IT CLINICAL SYS ANALYST II F $9,010.91 $9,934.53
LBSD HS IT SECURITY SPECIALIST $6,979.53 $9,353.23
VAS1 HS PLNR/EVAL-LEVEL B PROJECT D $4,126.03 $6,760.98
LBWC HS SYSTEMS ANALYST I F $5,242.68 $7,025.69
LBVC HS SYSTEMS ANALYST II F $6,321.57 $8,471.51
LBTD HS SYSTEMS ANALYST III F $6,642.41 $8,901.46
LBT2 HS SYSTEMS ANALYST III-PROJECT $6,642.41 $8,901.46
LBV2 HS SYSTEMS ANALYST II-PROJECT $6,321.57 $8,471.51
X7GB INDP LIV SKILL PRG COORDINATOR $5,945.17 $7,226.39
X7HD INDP LIV SKILL PROG ASST COORD $5,175.63 $6,291.01
LWTA INFO SYS AUDITOR $6,340.38 $8,496.71
LPWA INFO SYS PROGRAMMER/ANALYST I F $4,753.16 $5,777.49
LTWC INFO SYS TECHNICIAN I F $4,356.53 $5,295.40
LFWA INFO SYSTEM ADMINISTRATOR I F $4,523.57 $5,498.43
CLASSIFICATIONS NOT PERFORMING SUPERVISORY DUTIES
(NON-SUPERVISORS UNIT)
(Sorted By: Classification)
APPENDIX B
Job Code Class Title
Flex Staff (F) / Deep
Class (D)From To
Salary Range
LFVA INFO SYSTEM ADMINISTRATOR II F $4,989.45 $6,064.71
LFTA INFO SYSTEM ADMINISTRATOR III F $5,503.31 $6,689.30
AJWC INSURANCE ANALYST I $3,961.51 $4,815.23
AJVB INSURANCE ANALYST II F $4,757.86 $5,783.21
2Y7B LEGAL ASSISTANT $4,060.79 $4,935.91
AJWF LIABILITY CLAIMS ADJUSTER $5,084.20 $6,179.88
VAHD MEDICAL STAFF SERVICES MANAGER $4,187.36 $5,089.77
VQSA MH PROVIDER SVCS COORD $4,920.76 $5,981.22
VQH3 MH VOCATIONAL SVCS COORD-PRJ $6,416.16 $7,798.88
FASD NEIGHBORHOOD PRESVR PROG SPEC $3,903.10 $4,744.25
XQS4 NEIGHBORHOOD SVCS COORD-PROJ $4,254.23 $5,171.04
LBVA NETWORK ANALYST I F $5,782.61 $7,028.80
LNWA NETWORK TECHNICIAN I F $4,753.16 $5,777.49
LNVA NETWORK TECHNICIAN II F $5,227.13 $6,353.61
X7GA ONE-STOP OPER CONSORT ADMN $6,906.54 $8,394.94
X7HC ONE-STOP OPER CONSORT ASST ADM $6,070.08 $7,378.22
VASB PATIENT OMBUDSPERSON $3,853.19 $4,683.57
VASD PATIENT RELTNS SVCS COORD $4,339.31 $5,274.46
SATB PAYROLL ACCOUNTANT $4,430.49 $5,385.28
SATC PAYROLL SYSTEMS ACCOUNTANT $5,782.61 $7,028.80
5AWA PLANNER I F $4,659.96 $5,137.60
5AV1 PLANNER II-PROJECT F $4,195.67 $5,099.86
5AW1 PLANNER I-PROJECT F $4,224.85 $4,657.89
VBSG PRE-HOSPTL CARE COORDINATOR $6,209.90 $7,548.18
VAVA PROPERTIES TRUST OFFICER $5,221.95 $6,347.32
AXSD PUBLIC ADM PROGRAM ASST $4,288.06 $5,212.17
V7VC PUBLIC HLTH EPIDE/BIOSTATICIAN $6,070.08 $7,378.22
APSD PW CUSTOMER SERV COORDINATOR $5,547.61 $7,838.62
51SD REDEVELOPMENT/HOUSING SPEC I F $3,895.38 $4,734.86
51SE REDEVELOPMENT/HOUSING SPEC II F $4,343.61 $5,279.69
5A7A RESOURCE RECOVERY ASSISTANT F $3,148.46 $3,826.97
5ASA RESOURCE RECOVERY SPECIALIST F $3,826.57 $4,651.22
97TG RETIREMENT INFO SYS PROG/ANL $5,782.61 $7,380.24
97SB RETIREMENT INFO TECH COORD I F $5,336.95 $6,487.10
AJWG SAFETY SVCS SPCLST-LVL A D, F $4,041.13 $4,923.72
ADHA SERVICE INTEGRATION TEAM COORD $5,851.73 $7,112.81
ADGA SERVICE INTERGRATION PROG MNGR $6,576.96 $7,994.34
64VA SHERIFF'S CRIME ANALYST $4,819.50 $5,858.14
64SK SHERIFF'S MUTUAL AID COORD $4,024.76 $4,892.13
X4SG SOC SVC APPEALS OFFICER $5,646.82 $6,863.74
X4S2 SOC SVC APPEALS OFFICER-PRJ $5,646.82 $6,863.74
XASH SOC SVC FISCAL COMPLIANCE ACCT $5,497.86 $6,682.68
CLASSIFICATIONS NOT PERFORMING SUPERVISORY DUTIES
(NON-SUPERVISORS UNIT)
(Sorted By: Classification)
APPENDIX B
Job Code Class Title
Flex Staff (F) / Deep
Class (D)From To
Salary Range
LTVJ SR BUSINESS SYSTEMS ANALYST F $6,340.38 $8,496.71
STTB SR BUYER F $5,432.92 $6,603.75
9GWB SR EMERGENCY PLANNING COORD F $5,552.57 $6,749.18
9GW1 SR EMERGENCY PLNG COORD -PROJ F $5,552.57 $6,749.18
AJTB SR INSURANCE ANALYST F $5,160.28 $6,272.35
51SC SR PLANNING TECHNICIAN $4,479.00 $5,444.26
AJTC SR WORKERS COMP CLAIMS ADJS $5,630.07 $6,843.39
LMS1 STORMWATER PCP CMPTR SPEC $4,748.45 $5,771.77
NESB STRUCTURAL ENGINEER-BUILD INSP F $6,505.72 $7,907.74
VWSG SYMPTOM CONTROL PROG COORD $5,980.59 $7,269.45
LWWB SYSTEMS ACCOUNTANT I F $5,782.61 $7,028.80
LWVB SYSTEMS ACCOUNTANT II F $6,340.38 $7,706.77
LWWA SYSTEMS SOFTWARE ANALYST I F $6,340.38 $8,496.71
LWVA SYSTEMS SOFTWARE ANALYST II F $6,979.53 $9,353.23
VBHC TOBACCO PREV PROJ COORDINATOR $5,443.69 $6,616.84
5ATB TRANSPORTATION PLANNER $5,476.13 $6,656.27
XQNB TRANSPORTATION SERVICES SPCLST $5,384.72 $6,545.16
S5SD TREASURER'S INVEST OPS ANALYST $5,857.53 $7,119.86
VWSD UTILIZATION REVIEW COORD $7,407.68 $9,004.08
96WA VETERANS SVC REPRESENTATIVE $4,052.76 $4,926.15
XDWF VOL AND EMERGENCY PROG SPEC $3,903.10 $4,744.25
VCND VOL SVCS AND COMM RES ADMN $4,669.19 $5,675.43
X4HD VOLUNTEER PROGRAM COORD $5,175.63 $6,291.01
5ASD WATERSHED MGMNT PLNG SPEC $5,185.89 $6,303.48
LBTF WEB PRODUCER $4,979.58 $6,052.71
AJVE WELLNESS COORDINATOR $5,384.72 $6,545.16
AJVF WORKERS COMP CLAIMS ADJUST II F $5,084.20 $6,179.88
AJWJ WORKERS COMP CLAIMS ADJUSTER I F $4,421.72 $5,374.63
AJVC WORKERS COMP RTN TO WRK CON $5,432.92 $6,603.75
XANA WORKFORCE SVCS SPECIALIST $6,070.08 $7,378.22
JOB CLASSIFICATION JOB CODE
AIDS Program Director V7DB
Asst Dir of Env Hlth Svcs VLGA
Asst Dir of Haz Mat Program VLFA
Chief of Detention Health Nursing Services VWDG
Communicable Dis Pgrm Chief V7DA
Community Library Manager 3AGG
Contracts Administrator XQHE
County Emergency Svcs Dir 9GD2
Deputy Dir of Mental Health VQFB
Director of Ambulatory Care NS VWDC
Director of Family, M & CH VCFA
Director of Health Information Mgt VNDB
Director of Patient Accounting VADC
Director of PH Lab Svcs V0DA
Director of Safety and Performance Improvement VWFA
Director Pub Hlth Clinic Svcs VVGS
Director, Inpatient Nursing OP VWDF
EHS Division Manager XADD
Facilities Manager VCDC
Homeless Services Program Dir VBHE
Information System Auditor LWTA
MH Program Chief VQDN
Principal Appraiser DADC
Principal Real Property Agent DYDA
Property Tax Bus Sys Manager LWVD
Sheriff's Telecom Tech Manager PEDD
Soc Svc Busines Systems Applications Mgr XQHC
Social Svc Fraud Prevention Mgr XAGA
Sr Community Library Manager 3AGH
Supervising Civil Engineer NKGA
Supervising Structural Engineer-BI FADB
Supervisor, Inspection Services FADF
Telecom Manager PEDC
Managerial Classifications excluded from provisions in Section 2.2 Agency Shop
referenced as Tab C in Section 2.2.B.
APPENDIX C
Reference: Dills Act Government Code 3513(e):
1 of 1
APPENDIX D
IFPTE, Local 21 1 of 2
MEDICAL/DENTAL PLANS
Coverages Offered
The County offers the following plans:
Contra Costa Health Plans (CCHP), Kaiser Permanente, Health Net, Delta Dental and Delta
Care (PMI) Dental.
Co-Pays
The health plan co-pays are as follows:
CCHP A: $0 Office Visit in the RMC Network
$0 Preferred Generic RX
$0 Preferred Brand RX
$0 Non-Preferred Brand RX
CCHP B: $0 Office Visit in the RMC Network
$5 Office Visit in the CPN Network
$3 Preferred Generic RX
$3 Preferred Brand RX
$3 Non-Preferred Brand RX
KAISER PERMANENTE PLAN A: $10 Office Visit
$10 Preferred Generic RX
$20 Preferred Brand RX
$20 Non-Preferred Brand RX
$10 Emergency Room
KAISER PERMANENTE PLAN B: $500 Deductible Per Person
$1000 Deductible Per Family
$20 Office Visit copay (not subject to deductible)
$20 Urgent Care Copay (not subject to deductible)
$10 Lab & X-ray Copay (not subject to deductible)
$10 Preferred Generic RX
$30 Preferred Brand RX
$30 Non-Preferred Brand RX
10% Co-insurance After Deductible for Inpatient
Hospital, Outpatient Surgical and Emergency Room
$3000 per person and $6000 per family Annual Out of
Pocket Maximum
APPENDIX D
IFPTE, Local 21 2 of 2
HEALTH NET HMO PLAN A: $10 Office Visit
$10 Preferred Generic RX
$20 Preferred Brand RX
$35 Non-Preferred Brand or Generic RX
$25 Emergency Room
HEALTH NET HMO PLAN B: $20 Office Visit
$50 Urgent Care Visit
$1,000 Inpatient Hospital Co-pay
$500 Out-Patient Surgical Co-pay
$100 Emergency Room Co-Pay
$10 Preferred Generic RX
$20 Preferred Brand RX
$35 Non-Preferred Brand or Generic RX
$2000 per person and $6000 per family Annual Out of
Pocket Maximum
HEALTH NET PPO PLAN A: $10 Office Visit in Network
$5 Preferred Generic RX
$5 Preferred Brand RX
$5 Non-Preferred Brand or Generic RX
$50 Emergency Room Deductible
HEALTH NET PPO PLAN B: $500 Deductible Per Person
$1500 Deductible Per Family
$20 Office Visit in Network
80% / 20% For Most In-Network Benefit
60% / 40% For Most Out of Network Benefit
$10 Preferred Generic RX
$20 Preferred Brand RX
$35 Non-Preferred Brand and Generic RX
APPENDIX E
Page 1 of 1
Only the following classifications are eligible to receive Shift Differential Pay, On-Call Duty Pay, or
Call-Back Time Pay to the extent designated below:
Code Classification Shift On-Call Call-Back
1WHB ENVIRONMENTAL SVCS SUPERVISOR X
3AGG COMMUNITY LIBRARY MANAGER X
3AGH SR COMMUNITY LIBRARY MANAGER X
7KGA INST SUPERVISOR II X
9GSA EMERGENCY PLANNING COORD X
LBTA NETWORK ANALYST II X X
LBTB HEALTH SVCS INFO SYSTEMS SPEC X X
LBTC HEALTH SVCS INFO SYS PROG/ANL X
LBTD HS SYSTEMS ANALYST III X
LBVC HS SYSTEMS ANALYST II X X
LKHA COMPUTER OPERATIONS SUPERVISOR X
LNSA NETWORK ADMINISTRATOR I X X X
LNSB NETWORK ADMINISTRATOR II X X
LNVA NETWORK TECHNICIAN II X
LTNA INFO SYS MANAGER I X
LWSA DATABASE ADMINISTRATOR X
LWVA SYSTEMS SOFTWARE ANALYST II X
LWWA SYSTEMS SOFTWARE ANALYST I X
PSHB PW MAINTENANCE SUPERVISOR X
V4HE SUPERVISING ARP ENGINEER X
VBHB EMERGENCY MEDICAL SVS PRG CORD X
VBHE HOMELESS SERVICES PROGRAM DIR X
VBND PUBLIC HLTH PRGM SPEC II X
VBSD PUBLIC HLTH PRGM SPEC I X
VBSG PRE-HOSPTL CARE COORDINATOR X
VCFB HEALTH SVCS INFO TECH SUPV X
VHHF SUPERVISING CLINICAL LAB SCIEN X
VLFA ASST DIR OF HAZ MAT PROGRAM X
VLHA SUPERVISING ENVIRON HLTH SPEC X
VQDC MH PROGRAM MANAGER X
VQDN MH PROGRAM CHIEF X
VVGS DIRECTOR PUB HLTH CLINIC SVCS X
VWDF DIRECTOR, INPATIENT NURSING OP X
VWDG CHIEF OF DET HLTH NURSING SVCS X
VWHF NURSING PROGRAM MANAGER X
VWHL PUBLIC HLTH NURSE PROG MANAGER X X
XQSJ DEPTL PERS COMPUTER COORD X
During the term of this Agreement, the parties may mutually agree to add additional
classifications to this list, upon approval of the County Administrator or his/her designee,
and approval by the Board of Supervisors.
APPENDIX F
1 of 2
IFPTE Local 21- Appendix F
Special Pays for Permanent-Intermittent Employees
All Permanent-Intermittent Employees
Type of Pay (Pay Code) MOU Section
Jury Duty-Scheduled Work Day (JRY) Sec. 11
Military Leave (MLX) Sec. 10.3
FLSA Overtime (OTF) None
Sick Leave Hours Taken (SCK, SCK-
2BS, SCK-2FS, SCK-2RS, SCK-CAT, SCK-
FML)
Sec. 34
Vacation Hours Taken (VAC, VAC-1,
VAC-FML)
Sec. 34
Classification/Org Specific
1. Supervisory Unit
Type of Pay (Pay
Code)
MOU
Section
Applicable Job Title(s)
Shift Pay 5% (SH2) Sec.
6.17
1. Environmental Services Supervisor (1WHB)
2. Community Library Manager (3AGG)
3. Sr. Community Library Manger (3AGH)
4. Institutional Supervisor II (7KGA)
5. Computer Operations Supervisor (LKHA)
6. Network Administrator I (LNSA)
7. Supervising Clinical Lab Scientist (VHHF)
8. Public Health Nurse Program Manager (VWHL)
2. Non-Supervisory Unit
Type of Pay (Pay
Code)
MOU
Section
Applicable Job Title(s)
Shift Pay 5% (SH2) Sec.
6.17
1. Emergency Planning Coordinator (9GSA)
2. Health Services Information Systems Specialist (LBTB)
3. Health Services Systems Analyst II (LBVC)
APPENDIX F
2 of 2
Special Pays for Temporary Employees
All Temporary Employees
Type of Pay (Pay Code) MOU Section
FLSA Overtime (OTF) None
Classification/Org Specific
1. Supervisory Unit
Type of Pay (Pay
Code)
MOU
Section
Applicable Job Title(s)
Shift Pay 5% (SH2) Sec.
6.17
1. Environmental Services Supervisor (1WHB)
2. Community Library Manager (3AGG)
3. Sr. Community Library Manger (3AGH)
4. Institutional Supervisor II (7KGA)
5. Computer Operations Supervisor (LKHA)
6. Network Administrator I (LNSA)
7. Supervising Clinical Lab Scientist (VHHF)
8. Public Health Nurse Program Manager (VWHL)
2. Non-Supervisory Unit
Type of Pay (Pay
Code)
MOU
Section
Applicable Job Title(s)
Shift Pay 5% (SH2) Sec.
6.17
1. Emergency Planning Coordinator (9GSA)
2. Health Services Information Systems Specialist (LBTB)
3. Health Services Systems Analyst II (LBVC)
APPENDIX G
APPENDIX H
APPENDIX I
ATTACHMENT J
APPENDIX K