HomeMy WebLinkAboutMINUTES - 12011987 - 1.7 (2) THE BOARD OF SUPERVISORS OF CONTRA COSTA COUNTY, CALIFORNIA
Adopted this Order on December 1 , 1987 by the following vote:
AYES: Supervisors Powers , Fanden , Schroder , Torlakson, McPeak .
NOES: None .
ABSENT: None .
ABSTAIN: None .
SUBJECT: 1987-1989 Compensation for Employees
in Units Represented by United Clerical , 87/ 684
Technical & Specialized Employees,
Local 2700, AFSCME
The Contra Costa County Board of Supervisors RESOLVES THAT:
1 . On December 1 ,1987, the Employee Relations Officer submitted the
Memorandum of Understanding dated November 30, 1987, entered into with United
Clerical , Technical & Specialized Employees, Local .2700, AFSCME for the
following Units represented by the Union:
General Clerical Unit
Deputy Clerk Unit
2. This Board having thoroughly considered said Memorandum of Understanding,
the same is approved.
3. Salaries and Terms and Conditions of Employment, Local 2700 AFSCME. The
Memorandum of Understanding with United Clerical , Technical & Specialized
Employees, Local 2700 AFSCME is attached hereto, marked Exhibit B; and Section
Numbers 1 through 55 inclusive and Attachments A. B, C, D and E are incorporated
herein as if set forth in full and made applicable to the employees in the
above-named units.
4. If an Ordinance(s) is required to implement any of the foregoing
provisions, the Board of Supervisors will adopt said Ordinance(s).
5. This Resolution is effective as of July 1 , 1987.
I hereby certity that this is a true and correct copy of
an action taken and entered on the minutes of the
Board of Supervii rs on the date shown.
ATTESTED: -'"�Ai•o•ii���� /'
PHIL BATCHELOR, Clerk of the Board
of Supervisors and County Administrator
By Deputy'
Org: Personnel Department
cc: County Administrator
County Counsel
All Departments
United Clerical , Technical & Specialized Employees, Local 2700, AFSCME
RESOLUTION NO . 87/6.84
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THE 'BOARD OF SUPERVISORS OF CONTRA COSTA COUNTY, CALIFORNIA
Adopted this Order on December 1 , 1987 by the following vote:
AYES: Supervisors Powers , Fanden, Schroder , Torlakson, McPeak.
NOES: None.
ABSENT: None .
ABSTAIN: None.
SUBJECT: 1987-1989 Compensation for Employees
in Units Represented by Professional & 87/ 685
Technical Employees, Local 512, AFSCME
The Contra Costa County Board of Supervisors RESOLVES THAT:
1 . On December 1 , 1987, the Employee Relations Officer submitted the
Memorandum of Understanding dated November 30, 1987, entered into with
Professional & Technical Employees, Local 512, AFSCME for the following Units
represented by the Union:
Engineering Technician Unit
Income Maintenance Program Unit
Supervisory Clerical Unit
2. This Board having thoroughly considered said Memorandum of Understanding,
the same is approved.
3. Salaries and Terms and Conditions of Employment, Local 512 AFSCME. The
Memorandum of Understanding with Professional & Technical Employees, Local 512
AFSCME is attached hereto, marked Exhibit C; and Section Numbers 1 through 58
inclusive and Attachments A. B, and C are incorporated herein as if set forth
in full and made applicable to the employees in the above-named units.
4. If an Ordinance(s) is required to implement any of the foregoing
provisions, the Board of Supervisors will adopt said Ordinance(s).
5. This Resolution is effective as of July 1 , 1987.
I hereby certify that this is a true and correctcopI of
an action taxon and entered on the minutes of the
Board of Super ors on the date shown.n
ATTESTED:
PHIL BATCHELOR, Clerk of the Board
of Supervisors and county Administrator
By
Org: Personnel Department
cc: County Administrator
County Counsel
Social Service
Public Works
Professional & Technical Employees, Local 512 AFSCME
RESOLUTION NO . 87/685
p
THE BOARD OF SUPERVISORS OF CONTRA COSTA COUNTY, CALIFORNIA
Adopted this Order on December 1 , 1987 by the following vote:
AYES: Supervisors Powers , Fanden, Schroder , Torlakson, McPeak.
NOES: None .
ABSENT: None .
ABSTAIN: None .
SUBJECT: 1987-1989 Compensation for Employees
in Units Represented by Social Services 87/ 686
Union, Local 535, S.E.I .U.
The Contra Costa County Board of Supervisors RESOLVES THAT:
1 . On December 1 , 1987, the Employee Relations Officer submitted the
Memorandum of Understanding dated November 24, 1987, entered into with
Social Services Union, Local 535, S.E.I .U. for the following Units represented
by the Union:
Community Aide Unit
Social Services Unit
2. This Board having thoroughly considered said Memorandum of Understanding,
the same is approved.
3. Salaries and Terms and Conditions of Employment, Local 535 SEIU. The
Memorandum of Understanding with Social Services Union, Local 535 SEIU is
attached hereto, marked Exhibit A; and Section Numbers 1 through 52 inclusive
and Attachments A, B, & C and made applicable to the employees in the
above-named units.
4. If an Ordinance(s) is required to implement any of the foregoing
provisions, the Board of Supervisors will adopt said Ordinance(s).
5. This Resolution is effective as of July 1 , 1987.
I hereby certify that this is a true and correct copy of
an action taken and entered on the minutes of the
Board of SupervI§2rS on the date shown.
ATTESTED:
PHIL BATCHELOR, Clerk of the doarca
of Supervisors and County Administrator
By _ Deputy
Org: Personnel Department
cc: County Administrator
County Counsel
Auditor-Controller
Social Service Department
Health Services Department
Social Services Union, Local 535, SEIU
RESOLUTION NO . 87/1686.
THE BOARD OF SUPERVISORS OF CONTRA COSTA COUNTY, CALIFORNIA
Adopted this Order on December 1 , 1987 by the following vote:
AYES: Supervisors Powers , Fanden, Schroder , Torlakson , McPeak.
NOES: None.
ABSENT: None .
ABSTAIN: None.
SUBJECT: 1987-1989 Compensation for Employees
in Units Represented by Professional & 87/ 685
Technical Employees, Local 512, AFSCME
The Contra Costa County Board of Supervisors RESOLVES THAT:
1 . On December 1 , 1987, the Employee Relations Officer submitted the
Memorandum of Understanding dated November 30, 1987, entered into with
Professional & Technical Employees, Local 512, AFSCME for the following Units
represented by the Union:
Engineering Technician Unit
Income Maintenance Program Unit
Supervisory Clerical Unit
2. This Board having thoroughly considered said Memorandum of Understanding,
the same is approved.
3. Salaries and Terms and Conditions of Employment, Local 512 AFSCME. The
Memorandum of Understanding with Professional & Technical Employees, Local 512
AFSCME is attached hereto, marked Exhibit C; and Section Numbers 1 through 58
inclusive and Attachments A, B, and C are incorporated herein as if set forth
in full and made applicable to the employees in the above-named units.
4. If an Ordinance(s) is required to implement any of the foregoing
provisions, the Board of Supervisors will adopt said Ordinance(s).
5. This Resolution is effective as of July 1 , 1987.
i hwreby crlftifY that this is a true and correct copy;f
an action taken and entered on the minutes of the
Board of Super ors on the date shown. y e
ATTESTED: O
PHIL BATCHELOR, Clerk of the Board
of Supervisors and County Administrator
Oer u:y
By
Org: Personnel Department
cc: County Administrator
County Counsel
Social Service
Public Works
Professional & Technical Employees, Local 512 AFSCME
RESOLUTION NO . 87/685
i •
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MEMORANDUM OF UNDERSTANDING
BETWEEN
CONTRA COSTA COUNTY
AND
PROFESSIONAL & TECHNICAL EMPLOYEES, LOCAL 512, AFSCME
1987 - 1989
` • MEMORANDUM OF UNDERSTAND
BETWEEN
CONTRA COSTA COUNTY
AND
PROFESSIONAL & TECHNICAL EMPLOYEES, LOCAL 512, AFSCME
1987 - 1989
Table of Contents
Subject Page Section
Accrual of Holiday Time & Credit 25 13.6
Administration of Sick Leave 30 15.3
Agency Shop 3 2.2
Adoption 62 54
Advance Notice 7 2.9
Anniversary Dates 11 5.6
Attendance at Meetings 8 4.1
Bilingual Pay 54 26
Call Back Time 20 8
Certification of Persons From Layoff Lists 23 12.9
Classification ' 54 28
Coerced Resignations 47 23.5
Communicable Disease 28 15
Communicating With Employees 6 2.6
Compensation Complaints 53 25.5
Compensation for Portion of Month & PI Compensation 13 5.9
Compensatory Time 17 7
Constructive Resignation 47 23.2
Data on Vacant Positions 62 53
Days & Hours of Work 17 6
Death of Family Member 29 15.2
Definitions 1 ----
Departmental Transfer Agreement 47 22.5
Dependent Care 62 52
Disability 30 15.4
Disability Insurance Review Committee 34 15.8
Disciplinary Actions 58 36
Dismissal , Suspension & Demotion 48 24
Dues Deduction 3 2.1
Duration of Agreement 63 55
Duration of Layoff Rights 22 12.8
Effective Resignation 47 23.3
Eligibility for Layoff List 22 12.6
Eligibility for Reemployment 48 23.6
Emergency Care of Family 29 15.2
Employees Annual Health Examination 34 15.9
Entrance Salary 11 5.5
Equity Adjustments 10 5.3
Fair Labor Standards Act Provisions 19 7.3
Flexible Work Week 61 46
General Wage Increases 9 5.1
Grievance Procedure 51 25
Grounds for Layoff 21 12.1
Health & Welfare, Life & Dental Care 39 19
Holidays 24 13
Holidays - "4-10" Shift 25 13.4
Holidays - "9-80" Shift 25 13.5
Table of Contents
Page two
Subject Page Section
Income Maintenance Program Unit & Supervisory Clerical Unit 20 10
Increments Within Range 12 5.7
Integration of SDI With County Sick Leave Benefit Program 33 15.7
Involuntary Reassignment 59 39.2
Jury Duty & Witness Duty 38 18
'Layoff by Displacement 21 12.3
;Layoff During Probation 44 20.7
Leave of Absence 36 17
Leave of Absence Replacement 37 17.3
Leave of Absence Return 37 17.4
Leave Pending Employee Response 49 24.3
Leave Without Pay 36 17.1
Length of Service Definition 60 41
Lump Sum Payment 9 5.2
Maintenance of Membership 5 2.3
Meal Periods 58 34
Meals 62 51
Medical .and Dental Appointments 29 15
Merit Board 53 25.7
Mileage 56 32
Military Leave 37 17.2
No Discrimination 8 3
No Strike 53 25.6
Notice of Suspension Without Pay Due to Pending Criminal
Charges 50 24.5
On-Call Duty 20 9
Order of Layoff 21 12.2
Order of Names on Layoff 22 12.7
Overtime & Compensatory Time 17 7.1
Part-Time Compensation 13 5.8
Particular Rules on Displacing 21 12.4
Past Practices & Existing Memoranda of Understanding 63 58
Pay Equity 10 5.3
Pay for Performance 11 5.4
Pay for Work in Higher Classification 15 5.16
Payment 16 5.17
Pay Warrant Errors 16 5.18
P.E.O.P.L.E. 8 2.12
Performance Evaluation 58 35
Permanent Intermittent Employee Benefits 60 43
Permanent Intermittent Health Plan 60 44
Permanent Part-Time Employee Benefits 60 42
Personal Property Reimbursement 55 29.2
Personnel Files 58 37
Personnel Management Regulations 63 57
.Position Reclassification 13 5.10
Probationary Period 42 20
Procedure on Dismissal , Suspension or Disciplinary Demotion 50 24.6
Promotion 44 21
Promotion Policy 45 21 .2
Promotion via Reclassification Without Examination 45 .21 .4
Provisional Employee Benefits 60 45
Table of Contents
Page three
Subject Page Section
Reassignments 59 39
Reassignment of Work Location 46 22.4
Recognition 3 1
Regular Appointment (Probation) 43 20.6
Reimbursement 55 29
Refection During Probation 43 20.5
Rejection During Probation of Layoff Employee 44 20.8
Removal of Names From Layoff Lists 23 12.10
Request for Reassignment 59 39.1
Requirements for Promotional Standing 45 21 .5
Resignations 47 23
Resignation in Good Standing 47 23.1
Retirement Contribution 54 27
Rotational Advisory Committee 61 47
Safety 56 31
Safety Shoes & Prescription Safety Eyeglasses 56 30
Salaries 9 5
Salary on Involutary Demotion 14 15.13
Salary on Promotion 14 5.12
Salary on Voluntary Demotion 15 5.14
Salary Reallocation & Salary on Reallocation 13 5.11
Salary Review While on Leave of Absence 37 17.5
Scope of Agreement & Separability of Provision 63 56
Seniority 22 12.5
Seniority Credits 45 21 .6
Separation through Layoff 21 12
Service Awards 59 38
Sheriff' s Department Shift & Holiday Agreement 62 50
Shift Differential 20 11
Shop Stewards & Official Representatives 8 4
Sick Leave 27 15
Sick Leave Utilization for Pregnancy Disability 28 15
Skelly Requirements 49 24.2
Staggered Work Schedule 57 33
Training Reimbursement 55 29
Transfer 46 22
Transfer (Salary) 15 5.15
Unauthorized Absence 38 17•.6
Unfair Labor Practice 60 40
Union Notification 23 12.11
Union Recognition 3 1 .1
Union Representative 9 4.2
Union Security 3 2
Use of County Buildings 7 2.8
Use of County Mail System 7 2.7
Vacation Accrual Rates 26 14.2
Vacation Allowance 26 14.1
Vacation Allowance for Separated Employees 27 14.4
Vacation Leave 26 14
VDT Users Eye Exam 61 48
Withdrawal of Membership 6 2.5
Word Processing Differential 61 49
Workers' Compensation 34 16
Written Statement for New Employees 8 2.10
Attachment A - Seniority Issues
Attachment B - Project Employees
Attachment C - Class.& Salary Listing
Memorandum of Understanding
Between
Contra Costa County
And
Professional and Technical Employees, Local 512, AFSCME, AFL-CIO
This Memorandum of Understanding is entered into pursuant to the authority
contained in Division 34 of Contra Costa County Board of Supervisors' Resolution
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
Section 34-8.012 of 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 Memorandum of Understanding shall be presented to the Contra Costa County
Board of Supervisors as the joint recommendations of the undersigned for salary
and employee benefit adjustments for the period commencing July 1 , 1987 and
ending June 30, 1989.
Special provisions and restrictions pertaining to Project employees covered
by this Memorandum of Understanding are contained in Attachment C which is
attached hereto and made a part hereof.
Definitions•
A. "Appointing Authority" means Department Head.
B. "Class" means 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 descrip-
tive title may be used to designate each position allocated to the
group.
C. "Class Title" means the designation given to a class, to each posi-
tion allocated to the class and to the incumbents allocated to the
class.
D. "County" means Contra Costa County.
E. "Demotion" means the change of a permanent employee to another
position in a class allocated to a salary range for which the top
step is lower than the top step of the class which the employee
formerly occupied except as provided for under "Transfer" or as
otherwise provided for in this Memorandum of Understanding, in the
1
Q. "Reallocation" means 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 pro-
vided for in the Personnel Management Regulations, deep class reso-
lutions or other ordinances.
R. "Reclassification" means the act of changing the 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 kind, difficulty
or responsibility of duties performed in such position.
S. "Reemployment List" means a list of persons who have occupied
positions allocated to any class in the merit system who have
voluntarily separated and are qualified for consideration for reap-
pointment under the Personnel Management Regulations governing
reemployment.
T. "Resignation" means the voluntary termination of permanent employ-
ment with the County.
U. "Temporary Employment" means any employment which will require the
services of an incumbent for a limited period of time, paid on an
hourly basis, not in an allocated position or in permanent status.
V. "Transfer" means the change of an employee who has permanent status
in a position to another position in the same class in a different
department, or to another position in a class which is allocated to
a range on the salary plan that is within five (5) percent at top
step as the class previously occupied by the employee.
Section 1 - Recognition
1 .1 Union Recognition. The Union is the formally recognized employee orga-
nization for the representation units listed below, and such organization has
been certified as such pursuant to Chapter 34-12 of Board Resolution 81/1165.
A. Engineering Technician Unit
B. Income Maintenance Program Unit
C. Supervisory Clerical Unit
Section 2 - Union Security
2.1 Dues Deduction. Pursuant to Chapter 34-26 of Board 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 members 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 unit for which this section is applicable regardless of
whether they are members of the Union.
3
Management Disclosure Act of 1959. Such report shall be available
..to employees in the unit. Failure to file such a report not later
than June 1 of each calendar year shall result in the termination
of all agency fee deductions without jeopardy to any employee,
until said report is filed.
F. 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" card by the Personnel 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's "Hudson Procedure" and the
union dues, agency shop fee, initiation fee or charitable
contribution required under Section 2.2.B.3 are not received,
and the employee has not timely invoked the Union's Hudson
Procedure, or if invoked, the employee's "Hudson Procedure"
rights have been exhausted, the Union may, in writing, direct
that the County withold 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.
G. The Union shall indemnify, defend, and save the County harmless
against any and all claims, demands, suits, orders, judgments,
or other forms of liability that arise out of or by reason of this
union security section or action taken or not 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.
H. The County Personnel Department shall monthly furnish a list of all
new hires to the Union.
I . In the event that employees in a bargaining unit represented by the
Union vote to rescind "Agency Shop," the provisions of Sections
2.3 and 2.4 shall apply to dues-paying members of the Union.
2.3 Maintenance of Membership. All employees in the Income Maintenance
Unit and Supervisory Clerical Unit who are currently paying dues to the Union
and all employees in that unit who hereafter become members of the Union shall
as a condition of continued employment pay dues to the Union for the duration of
this Memorandum of Understanding and each year thereafter so long as the Union
continues to represent the class to which the employee is assigned, unless the
employee has exercised the option to cease paying dues in accordance with
Section 2.5.
2.4 Employees hired into classifications assigned to the Income Maintenance
Unit shall , as a condition of employement at the time of employment, complete a
5
The Union shall be allowed 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 grievance and/or to contact a union
officer on a matter within the scope of representation.
In the application of this provision, it is agreed and understood that in each
such instance advance arrangements, including disclosure of which of the above
purposes -is the reason for the visit, will be made with the departmental
representative in charge of the work area and the visit will not interfere
with County services.
2.7 Use of County Mail System. The Union may distribute materials to
designate Union representatives through the County distribution channels if
approved by the Personnel Director. The decision of the Personnel Director is
final and not subject to the grievance procedure. This privilege may be revoked
in the event of abuse after the Personnel Director consults with the Union.
2,8 Use of County Buildings. The Union shall be allowed the use of areas
normally used for, meeting purposes for meetings of County employees during non-
work hours when:
A. Such space is available and its use by the Union is scheduled
twenty-four (24) hours in advance;
B. there is no additional cost to the County;
C. it does not interfere with normal County operations;
D. employees in attendance are not on duty and are not scheduled for
duty;
E. the meetings are on matters within the scope of representation.
The administrative official responsible for the space shall establish and main-
tain scheduling of such uses. The Union shall maintain proper order at the
meeting and see that the 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, ashtrays and blackboards) is strictly
prohibited, even though it may be present in the meeting area.
2.9 Advance Notice. The Union shall , 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 designated 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 propo-
sal at least seventy-two (72) hours before the item will be heard, or the deli-
very of a copy of the proposal at least twenty-four (24) hours before the item
will be heard, shall constitute notice.
7
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 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. ..to attend examination appeal board hearings to assist an
employee in making a presentation.
4.2 Union Representative. 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 Employee
Relations Officer or other management representatives on matters within the
scope of representation, provided that the number of such representatives shall
not exceed two (2) without prior approval of the Employee Relations Officer, and
that advance arrangements for the time away from the work station or assignment
are made with the appropriate Department Head.
Engineering Technician Unit - 2
Income Maintenance Unit - 2
Supervisory Clerical Unit - 2
Section 5 - Salaries
5.1 General Wage Increases
A. Effective November 1 , 1987 each represented classification
shall receive a general wa a increase of 30 levels on the
County Salary Schedule (3%}q.
B. Effective July 1 , 1988 each represented classification
shall receive a general wage increase of 39 levels on the
County. Salary Schedule (4%).
5.2 Lump Sum Payment
In lieu of a retroactive pay requiring special payroll
recomputation processing back to July 1 , 1987, the County
will make a "lump sum payment" to each employee for the
months of July, August, September and October, 1987,
computed as follows; Payroll quarter-to-date (July, August
and September 10th & 25th payrolls) gross earnings (base
pay (minus AWOP) , overtime, shift differential , hazard duty
pay, career incentive, and other differential payments
ordinarily computed as a percentage of base pay) plus
October payroll gross earnings will be added together for
each employee (retro pay base) . .
Q-T-D + Oct. PR = Retro Pay Base (RPB)
9
•
by the participating unions collectively, provided that
the total of pay equity adjustments in any fiscal year
shall not exceed twenty-five percent of the general
payroll increase.
7. Each participating union will promise not to bring or
support comparable worth or pay equity litigation
against Contra Costa County or any agent, servant,
officer, or employee of Contra Costa County and further
promise that in the event litigation advancing
comparable worth or pay equity claims is brought
against the County or any of its agents, servants,
officers, or employees, within five years from the
effective date of this agreement, by any person(s)
employed or formerly employed in a class(s) represented
by the participating unions, the union(s) representing
such class(s) shall pay one half of the County's
attorney fees and costs; provided that the union is not
named as a co-defendant in such litigation.
5.4 Pay for Performance. The Social Service Department shall establish a
joint Pay for Performance Committee comprised of two (2) representatives from
the Union, two (2) representatives from Administration, and the Department
Personnel Officer, or designee, who will develop a pay for performance system
for Eligibility Work Supervisor I , Eligibility Work Supervisor II , Income
Maintenance Program Specialist, and Eligibility Training Specialist. The
elements to be included in this pay for performance system will be:
1 . The system is to be based upon the department's job
clarification process.
2. The performance payment shall be an amount not to exceed
21/2% of base pay to be paid in two (2) equal installments
semi-annually.
3. Procedures and policy will be developed by the Committee.
4. A statement justifying the performance payment may be
submitted by the employee to his/her supervisor.
5. A review panel shall be established to consider the
supervisory recommendation regarding the granting or
denial of the performance payment.
5.5 Entrance Salary. 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.
5.6 Anniversary Dates. Except as may otherwise be provided for in deep
class resolutions, anniversary dates will be set as follows:
11
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 adminis-
trative 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 eli-
gible, said advancement shall be made retroactive to the first of the month when
eligible.
5.8 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.
5.9 Compensation for Portion of Month and Permanent Intermittent
Compensation. 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, which is calculated
on the number of hours in the month worked plus five (5) percent above the
salary step earned.
5.10 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 shall be reduced to the maximum salary for the new
classification. 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 5.12 - Salary on Promotion.
5.11 Salary Reallocation and 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, when the number of steps remain the
same, shall be compensated at the same step in the new salary range
the employee was receiving in the range to which the class:was pre-
viously allocated. If the reallocation is from one salary `range
13
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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.
5.14 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, new
salary shall be set at the step next below former salary.
5.15 Transfer. An employee who is transferred from one position to another
as described under "Transfer" 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.
Whenever a permanent employee transfers to or from a deep class, as provided in
the appropirate 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 (5)
percent increase in the employee' s base salary.
However, if the deep class transfer occurs to or from a deep class with spe-
cified 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" if the employee is transferring to another class or to
a level in a deep class for which the salary is at least five (5) percent above
the top base step of the deep class level or class in which they have status
currently.
5.16 Pay for Work in Higher Classification. When an employee in a per-
manent 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 5.12
Salary on Promotion of this Memorandum, commencing on the eleventh 11th work
day of the assignment, under the following conditions:
1 . The 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.
2. The nature of the departmental assignment is such that the employee
in the lower classification becomes fully responsible for the
duties of the position of the higher classification.
3. Employee selected for the assignment will normally be expected to
meet the minimum qualifications for the higher classification.
15
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.
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 six (6) month period imme-
diately 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 Personnel or designee, or the
Auditor-Controller or designee.
Recovery of fraudently accrued over or underpayments are excluded from this sec-
tion 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 6 - Days and Hours of. Work
The normal work week of County employees is forty (40) hours between 12:01 a.m.
Monday to 12:00 midnight Sunday, usually five (5) eight (8) hour days. ' However,
where operational requirements of a department require deviations from the usual
pattern of five (5) eight (8) hour days per work week, an employee' s work hours
may be scheduled to meet these requirements. The Department Head shall prepare
written schedules in advance to support all deviations, and encompassing the
complete operational cycle contemplated.
The work week for employees in the "4-10" shift is four (4) ten (10) hour
working days during a work week consisting of any seven (7) day period. If the
County wants to eliminate any existing "4-10" shift and substitute a "5-8" shift
or to institute a "4-10" shift which does not allow for three (3) consecutive
days off (excluding overtime days or a change of shift assignment), it will meet
and confer with the Union prior to implementing said new shift.
Section 7 - Overtime and Compensatory Time
7.1 Overtime. Overtime is any authorized work performed in excess of forty
(40) hours per week or eight (8) hours per day. Overtime for "4-10" shift
employees is any .work performed beyond ten (10) hours per day or forty (40)
hours per week. All overtime shall be compensated for at the rate of one and
one-half (1-1/2) times the employee's base rate of pay (not including shift and
other special differentials).
Overtime for permanent employees is earned and credited in a minimum of one-half
(1/2) hour increments and is compensated by either pay or compensatory time off.
17
gible to receive, for time worked, either overtime payment or com-
pensatory time accruals as provided for in this Section. This
provision may be waived at the discretion of the Department Head or
his or her designee.
H. When an employee promotes, demotes or transfers from one classifies
cation eligible for compensatory time off to another classification .
eligible for compensatory time off within the same department, the
employee's accrued compensatory time off balance will be carried
forward with the employee.
1. Compensatory time accrual balances will be paid off when an
employee moves from one department to another through promotion,
demotion or transfer. Said payoff will be made in accordance with
the provisions and salary of the class from which the employee is
promoting, demoting or transferring as set forth in J below.
J. Since employees accrue compensatory time off at the rate of one and
one-half (1-1/2) hours for each hour of authorized overtime worked,
accrued compensatory time balances will be paid off at the straight
time rate (two-thirds (2/3) the overtime rate) for the employee' s
current salary whenever:
1 . the employee changes status and is no longer eligible for
compensatory time off;
2. the employee promotes, demotes or transfers to another
department;
3. the employee separates from County service;
4. the employee retires,
K. The Office of the County Auditor-Controller will establish. time-
keeping ;procedures to administer this Section.
7.3 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 Memorandum of Understanding. 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 cer-
tain 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
Memorandum of Understanding 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 (employee organizations) and will meet and confer
with said organization regarding the implementation of such modifications.
19
B. at least four (4) hours of actual working time from 5:00 p.m.
through 9:00 a.m. inclusive. However, employees who have been
regularly working a shift qualifying for shift differential imme-
diately preceding the commencement of a vacation, paid sick leave
period, paid disability or other paid leave, will have shift dif-
ferential included in computing the pay for their leave. The paid
leave of an employee who is on a rotating shift schedule shall
include the shift differential that would have been received had
the employee worked the shift for which the employee was scheduled
during such period. Shift differential shall only be paid during
paid sick leave and paid disability as provided above for the first
thirty (30) calendar days of each absence.
Section 12 - Separation Through Layoff
i
12.1 Grounds for Layoff. Any employee(s) having permanent status in
positions 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).
12.2 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.
12.3 Layoff by Displacement.
A. 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.
B. 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.
12.4 Particular Rules on Displacing.
A. Permanent intermittent and permanent part-time employees may
displace only employees holding permanent positions of the same
type respectively.
B. 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 11 .3 (A), or 2) in a class of the same or
lower salary level as provided in Section 11 .2 (B) if no full-time
employee in a class at the same or lower salary level has less
seniority than the displacing employees.
21
12.9 Certification of Persons From Layoff Lists. Layoff lists contain the
name(s) of persons laid off, displaced or demoted by displacement or volun-
tarily demoted in lieu of layoff. When a request for personnel is received from
the appointing authority of a department, if a layoff list exists for the class,
the appointing authority shall receive and appoint the eligible highest on the
layoff list from that department; or in the case that there is no layoff from
that department, the appointing authority shall receive and appoint the eligible
highest on the layoff list. However, if an eligible so certified is rejected
during probation as referenced in Section 20.7 and 20.8 and restored to the
layoff list, the rejected employee will not again be certified to the department
from which rejected on probation unless the appointing authority so requests.
The Director of Personnel shall recommend to the Board of Supervisors that a
person employed from a layoff list be appointed at the same step of that salary
range the employee held on the day of layoff.
12.10 Removal of Names from Layoff Lists. The Director of Personnel may
remove the name of any eligible from a layoff list for any reason listed below:
A. For any cause stipulated in Section 404.1 of the Personnel
Management Regulations.
B. On evidence that the eligible cannot be located by postal authori-
ties.
C. 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.
D. If three offers of permanent appointment to the class for which the
eligible list was established have been declined by the eligible.
E. If five certifications for permanent appointment from an open
employment list, including certification to two different depart-
ments if the class has permanent positions in more than one depart-
ment have failed to result in selection and appointment.
F. If the eligible fails to respondto the Director of Personnel or
the appointing authority within five (5) days to written notice of
certification mailed to the person's last known address. Notice
shall be 'sent to the person affected.
12.11 Union Notification. When it appears to the Department Head and/or
Employee Relations Officer that the Board of Supervisors may take action which
will result in the layoff of employees in a representation unit represented by
the Union, the Employee Relations Officer shall notify the union of the
possibility of such layoffs and shall meet and confer with it regarding the
implementation of the action.
The County agrees to give employees ten (10) work days (eight (8). work days for
employees on the "4-10" workweek) notice of layoff.
23
ratio to the holiday credit given full-time employees as the number of hours per
week in the part-time employee's schedule bears to the number of hours in the
regular full-time schedule, regardless of whether the holiday falls on the part-
time employee's regular work day.
13.4 "4-10' Shift - Holidays.
A. Holiday Shift Pay. For all employees, if a work day falls on a
scheduled holiday, they shall receive overtime pay or equivalent
compensatory time credit (Holiday Credit) for working the holiday
for the first eight (8) hours worked; or if a holiday falls on the
day off of an employee, the employee shall be given straight time
pay or equivalent compensatory time credit for eight (8) hours.
B. Absence on Holiday. The maximum time charged to sick leave, vaca-
tion or leave without pay on a holiday shall be two (2) hours.
13.5 119-801" Shift Holidays
A. Holiday Shift Pay. For all employees, if a work day falls on a
scheduled holiday, they shall receive overtime pay or equivalent
compensatory time credit (Holiday Credit) for working the holiday
for the first eight (8) hours worked; or if a holiday falls on the
day off of an employee, the employee shall be given straight time
pay or equivalent compensatory time credit for eight (8) hours.
B. Absence on Holiday. The maximum time charged to sick leave, vaca-
tion, or leave without pay on a holiday shall be one (1 ) hour.
13.6 Accrual of Holiday Time & Credit. Employees entitled to holiday cre-
dit shall be permitted to elect between pay at the overtime rate or compensatory
time off in recognition of holidays worked.
The following procedures shall apply to this selection:
A. Any person who is eligible and who elects to accrue holiday credit
must agree to do so for a full fiscal year (July 1 through June
30) , or the remainder thereof.
B. Employees starting work after a list of those electing to accrue
holiday credit has been submitted to the Auditor and approved, will
be paid overtime unless they specifically requested in writing
within seven (7) calendar days to be placed on the holiday credit
accrual list.
C. Holiday time shall be accrued at the rate specified above to a
maximum of eight (8) hours worked by the employee.
D. Accrued holiday credit may not be accumulated in excess of two
hundred eighty-eight (288) working hours exclusive of regular vaca-
tion accruals. After two hundred eighty-eight (288) hours, holiday
time shall be paid at the overtime rate as specified in Section 7.
25
t
For employees hired on or after September 1 , 1979, the rates at which vacation
credits accrue, and the maximum accumulation thereof, are as follows:
Monthly Maximum
Accrual Cumulative
Length of Service Hours Hours
Under 5 years 6-2/3 160
5 through 10 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
14.3 No employee who has been granted a leave without pay or unpaid mili-
tary 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.
14.4 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.
14.5 Preference of vacation shall be given to employees according to
their seniority in their department as reasonably as possible.
14.6 Employees in permanent part-time and permanent intermittent positions
shall accrue vacation benefits on a prorated basis as provided in Section 36-2.006
of Board Resolution 81/1165.
Section 15 - Sick Leave
15.1 The purpose of paid sick leave is to insure employees against los's of
pay for temporary` absences from work due to illness or injury. Sick leave may
be used only as authorized; it is not paid time off which employees may use for
personal activities.
15.2 Sick leave credits accrue at the rate of eight (8) working hours
credit for each completed month of service. 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-
half (1/2) hour. 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 the separation results from layoff in which
case the accumulated credits shall be restored if the employee is reemployed in
a permanent position within the period of his/her layoff eligibility.
27
2. If a female employee does not apply for sick 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 therefrom, the employee shall be required to
undergo a physical examination by a physician selected by
the County, the cost of such examination shall be borne by
the County. Should the medical report so recommend, a
mandatory leave shall be imposed upon the employee for the
duration of the disability.
3. If all accrued sick leave has been utilized by the
employee, the employee shall be considered on leave
without pay. 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 date of the employee' s reco-
very from such disability.
E. Medical and Dental Appointments. An employee may use paid sick
leave credits for medical and dental appointments as follows:
1 . For working time used in keeping medical and dental
appointments for the employee' s own care; and
2. For working time (not over forty (40) hours in each fiscal
year) used by an employee for pre-scheduled medical and
dental appointments for an immediate family member living
in the employee' s home and for children and parents who
may reside outside of the employee' s home. Such use of
sick leave credits shall be accounted for by the
department on a fiscal year basis. Any balance of the'
forty (40) hours remaining at the end of the fiscal year
shall not be carried over to the next year; departments
shall notify the employee if the maximum allowance is
reached. Authorization to use sick leave for this purpose
is contingent on availability of accumulated sick leave
credits; it is not an additional allotment of sick leave
which employees may charge.
F. Emer enc Care of Family. An employee may use paid sick leave
credits up to three 3 work days per incident unless the
Department Head approves more) for working time used in cases of
illness, or injury to, an immediate family member living in the
employee' s home or for children and parents who may reside outside
of the employee's home, if there is a real need for someone to
render care and no one else is available therefore, and if ;
alternative arrangements for the care of the ill or injuredi.person
are immediately undertaken.
G. Death of Family Member. An employee may use said sick leave cre-
its for absence from work because of a death in the employee's
29
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
employee's, or the public, or which impair the employee' s perfor-
mance of duty, may order the employee to undergo at County expense
a physical , medical and/or psychiatric examination by a licensed
physician and receive a report of the findings on such examination.
If the examining physician 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 Personnel Director may order lost pay restored
for good cause and subject to the employee' s duty to mitigate dama-
ges.
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 Memorandum of Understanding.
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) work days from personal delivery or
mailing of the notice) to respond to the appointing authori,ty '
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.
31
•
b. The arbitrator may make his decision based only on evi-
dence submitted by the County and the employee.
c. The arbitrator may order back pay or paid sick leave cre-
dits 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.
d. 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 Sections 1,4 and 15
shall be coordinated with the rehabilitation program as determined
by the labor-management committee.
15.5 For the purposes of this Section 15, the immediate family shall be
restricted to the spouse, son, stepson, daughter, stepdaughter, father, step-
father, mother, stepmother, brother, sister, grandparent, grandchild, •father-in-
law, mother-in-law, son-in-law, daughter-in-law, sister-in-law, or' brother-in-
law, of an employee.
15.6 No employee who has been granted a leave without pay or an 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.
15.7 Integration of State Disability Benefits with the County Sick Leave
Benefit Program. Employees eligible for State Disability benefits and sick leave
benefits for any portion of disabilityshall be required to make application for
both benefits. The State Disability benefits shall be returned to the County to
be credited to the employees sick leave balance on the following' basis:
1 . Integration with State Disability is automatic and cannot be
waived.
2. The amount credited to the employees sick leave balance shall be
converted to_sick leave hours by dividing the amount received from
State Disability Insurance by the employee's straight-time 'hourly
rate, at the time of payment, as determined by the appropriate
salary schedule for the employee's class of employment.
3. If the employee is eligible for State Disability Insurance bene-
fits, application must be made and the benefits returned to the
County for sick leave credits so that the principle of -integration
is completed.
4. In the event an employee is not eligible for sick leave credits
from the County, there will be no integration and the employee
shall not return State Disability Insurance benefits to the County.
5. In the event an employee receives sick leave benefits fora• portion
of the disability period, State Disability benefits must be.uti-
33
section, is any absence due to work connected disability which
qualifies for temporary disability compensation under Workers'
Compensation Law set forth in Division 4 of the California Labor
Code. When any disability becomes permanent, the salary provided
in this section shall terminate. The employee shall return to the
County all temporary disability payments received by him from any
County funded wage replacement program. No charge shall be made
against sick leave or vacation for these salary payments. Sick
leave and vacation rights shall not accrue for those periods during
which salary payments are made.
The County contribution to the employees group medical plan shall
continue' during any period of compensable temporary disability
absence.
The maximum period for the described salary continuation for any
one injury or illness shall be one year from the date of temporary
disability.
C. Continuing pay begins at the same time that temporary Workers'
Compensation starts and continues until the temporary disability
ends, or until one (1 ) year from the date of injury, whichever
comes first. State Workers' Compensation checks are made payable
to the County by the State of California Insurance Fund. All con-
tinuing pay under the Workers' Compensation Program will be cleared
through the Personnel Office, Safety Division.
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 shall be
allowed time off up to three (3) hours for such treatment without
loss of pay or benefits. This provision applies only to injuries
that have been accepted by the County as a job connected injury.
D. Full Pay Be and One Year. If an injured employee remains eligible
or temporary disability beyond one year, full salary will continue
by integrating sick leave and/or vacation accruals with Workers'
Compensation benefits. If salary integration is no longer
available, Workers' Compensation benefits will be paid directly to
the employee as prescribed by Workers' Compensation laws. .
E. Rehabilitation Integration. An injured employee who is eligible
for Workers' Compensation Rehabilitation Temporary Disability bene-
fits and whose disability is medically permanent and stationary
will continue to receive full salary by integrating sick leave
and/or vacation accruals with Workers' Compensation Rehabilitation
Temporary Disability benefits until those accruals are exhausted.
Thereafter, the Rehabilitation Temporary Disability benefits will
be paid directly to the employee.
F. Health Insurance. The County contribution to the employee's group
insurance plan(s) continues during the continuing pay period and
35
appointing authority in writing at least fifteen (15) days in advance of the
return for approval by the appointing authority. The Personnel Department shall
be notified promptly of such return.
Except with respect to leave due to pregnancy, illness or disability, the deci-
sion of the appointing authority on granting or denying a leave of absence shall
be subject to appeal to the Personnel Director and not subject to appeal through
the grievance procedure set forth in Section 25 of this Memorandum.of
Understanding.
17.2 Military Leave. Any employee in the merit system and who is required
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 ninety (90) days. An employee
who volunteers for such service shall be granted a leave of absence, if necessary,
in accordance with applicable state or federal law. 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 what-
soever.
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 or seniority in case
of layoff or promotional examination, 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 Personnel may deem necessary.
17.3 Leave of Absence Replacement. Any permanent employee in 'the merit
system 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 that classification and department.
In case of severance from service by reason of the reinstatement of a permanent
employee, the provisions of Section 12-Separation Through Layoff shall apply.
17.4 Leave of Absence Return. In the Social Service Department an employee
shall have the right to return to the same class, building, and assignment
(position control number) if the return to work is within eighty-nine (89) con-
secutive days from the initial date the employee started leave of absence. At
such time the leave of absence is approved by the Appointing Authority, the
Social Service Department shall notify the employee of the final date by which
he/she shall return to be assigned to the same position control number.
M
17.5 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)
37
Section 19 - Health and Welfare, Life and Dental Care
19.1 The County will continue the existing County Group Health Plan program
of medical , dental and life insurance coverage through Delta Dental Plan,
Safeguard Dental Plan, Aetna Life Insurance and the medical insurance options of
Kaiser-Permanente Foundation Health Plan, the Contra Costa County Health Plan,
H.E.A.L.S. Health Plan, IPM Health Plan and Lifeguard Health Plan to all
permanent employees regularly scheduled to work twenty (20) or more hours per
week. However, the IPM and Lifeguard Health Plans will be terminated effective
March 1 , 1988.
19.2 Health Plan Options & Rates. Effective January 1 , 1988 the cost of
the existing County Group Health Plan Programs will be as follows:
Kaiser Health Plan Option
Category Total Cost County Share Employee Share
Employee Only (No Medicare)
No Dental $ 87.98 $ 85.78 $ 2.20
Delta 103.32 91 .73 11 .59
Safeguard 98.10 92.21 5.89
Family (No Medicare)
No Dental 209.95 189.86 $ 20.09
Delta 244.63 194.98 49.65
Safeguard 230.92 194.97 35.95
Contra Costa Health Plan Option
Category Total Cost County Share Employee Share
Employee Only (No Medicare)
No Dental $ 84.40 $ 84.39 $ .01
Delta 99.74 99.73 .01
Safeguard 94.52 94.51 .01
Family (No Medicare)
No Dental 213.45 213.44 .01
Delta 248.13 248.12 .01
Safeguard 234.42 234.41 .01
39
Dental Plans Only
Category Total Cost County Share Employee Share
Employee Only
Delta $ 16.57 $ 16.56 $ .01
Safeguard 11 .35 11 .34 .01
Family
Delta 35.91 35.90 .01
Safeguard 22.20 22.19 .01
The employee will pay a minimum of one cent (.01 ) for any Health Plan or Dental
Care Coverage.
19.4 Increased Costs. All rates shown above include life insurance
coverage. The rates listed above are effective 1/1/88 and are based on the
County contributing up to a maximum of six dollars ($6.00) per month of
increased premium for a single subscriber and fourteen dollars ($14.00) per
month of increased premium for a subscriber with dependents.
Effective 8/1/88 the County will contribute up to six dollars ($6.00) per month
for a single subscriber and up to fourteen dollars ($14.00) per month for a
subscriber with dependents, based on the premium increase set by the
Kaiser-Permanente Foundation Health Plan.
Any increase in the Health Plan costs greater than the County contributions
identified above occuring during the duration of this Memorandum of
Understanding shall be borne by the employee.
19.5 Medicare Rates. Corresponding Medicare rates for employees covered
under this Memorandum of Understanding shall be as follows: for Employee Only
on Medicare by taking the Employee Only rate for the option selected and
subtracting the monthly Part B Medicare premium withheld from Social Security
payments for one enrollee; for Employee and Dependent(s) with one member on
Medicare by taking the Employee and Dependent(s) rate for the option selected
and subtracting the monthly Part B Medicare premium withheld from Social
Security payments for one enrollee; for Employee and Dependent(s) with two mem-
bers on Medicare by taking the Employee and Dependent(s) rate for the option
selected and subtacting the monthly Part B Medicare premium withheld from Social
Security payments for two enrollees.
19.6 Partial Month. The County's contribution to the Health Plan premium
is payable for any month in which the employee is paid. If an employee is not
paid enough compensation in a month to pay the employee share of the premium,
the employee must make up the difference by remitting the amount delinquent to
the Auditor-Controller. The responsibility for this payment rests with the
employee. If payment is not made, the employee shall be dropped from the health
plan. An employee is thus covered by the health plan for the month in which
compensation is paid.
19.7 Coverage During Absences. An employee who is on approved, leave of
41
For those employees appointed to permanent-intermittent positions with a six (6)
months probation period, probation, will be considered completed upon serving
one thousand (1 ,000) hours after appointment except that in no instance will
this period be less than six (6) calendar months from the beginning of proba-
tion. .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.
20.5 Rejection During Probation. An employee who is rejected during the
probation period and restored to the eligible list shall begin a new proba-
tionary .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 the probationary period based on
political , or religious or union activities, or race, color,
national origin, sex, age, handicap or sexual orientation. '
B. The appeal must be written, must be signed by the employee and set
forth in 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 Personnel 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.
20.6 Regular Appointment. The regular appointment of a probationary
employee shall begin on the day following the end of the probationary period,
subject to the condition that the Director of Personnel receives from the
appointing authority a statement in writing that the services of the employee
during the probationary period were satisfactory and that the employee is recom-
mended for permanent appointment. A probationary employee may be rejected at
any time during the probation period without regard to the Skelly provisions of
this Memorandum of Understanding, without notice and without right of appeal or
hearing except as provided in Section 20.5A. If the appointing authority has
not returned the probation report, a probationary employee may be rejected from
the service within a reasonable time after the probation period for failure to
pass probation. The appointing authority shall attempt to give a probationary
employee five (5) days notice of said rejection. If the appointing authority
43
21 .2 Promotion Policy. The Director of Personnel , upon request of .an
appointing authority, shall determine whether an examination is to be called on
a promotional basis.
21 .3 Open Exams. 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
Personnel 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.
21 .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 Personnel Director.
E. The Union approves such action.
The appropriate rules regarding probationary status and salary on promotion are
applicable.
21 .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.
21 .6 .Seniority Credits. Employees who have qualified to take promotional
examinations and who have earned a total score, not including seniority credits,
of seventy (70) percent or more, shall receive, in addition to all other cre-
dits, five one-hundredths of one ( .05) percent for each completed month of ser-
vice 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 (5) percent credit for seniority in any promotional examination.
21 .7 If the department denies an employee's request for reclassification,
upon request of the Union, the denial will be reviewed by the Personnel Director
and appointing authority and the reasons for denial given to the Union in writing.
45
22.5 Departmental Transfer Agreements. The agreements between the Union
and the Probation Department, Social Service Department, Sheriff' s Department
and Health Services Department concerning transfer procedures for clerical
workers covered by this Memorandum of Understanding shall remain in full force
and effect during the duration of this Agreement.
Section 23 - Resignations
An employee's voluntary termination of service is a resignation. Written
resignations shall be forwarded to the Personnel 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 Personnel Department and shall
indicate the effective date of termination.
23.1 Resignation in Good Standing. A resignation giving the appointing
authority written notice at least two (2) weeks in advance of the Tast 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.
23.2 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 working days have elapsed without.
response by the employee after the mailing of a notice of resigna-
tion by the appointing authority to the employee at the employee' s
last known address.
23.3 Effective Resignation. A resignation is effective when delivered-,or
spoken to the appointing authority, operative either on that date or another
date specified.
23.4 Revocation. A resignation that is effective is revocable only by
written concurrance of the employee and the appointing authority.
23.5 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 Personnel and a copy on 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 the employee returned to duty effective on the
day following the appointing authority's acknowledgement without
loss of seniority or pay.
47
11 . willful violation of any of the provisions of the merit system
ordinance or Personnel Management Regulations,
12. material and intentional misrepresentation or concealment of any
fact in connection with obtaining employment,
13. misappropriation of County funds or property,
14. unreasonable failure or refusal to undergo any physical , medical
and/or psychiatric exam and/or treatment authorized by this .
Memorandum of Understanding,
15, dishonesty or theft,
16, excessive or unexcused absenteeism and/or tardiness.
17, 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.
24.2 Skelly Requirements. Notice of Proposed Action (Skelly 'Notice).
Before taking a disciplinary-action to dismiss, suspend for more than five (5)
work days (four (4) work days for employees on "4-10" work week), '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 regula-
tion 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, i
E. A statement that the employee has seven (7) calendar days to
respond to the appointing authority either orally or in writing.
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
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 any extension, the right to respond, is lost.
24.3 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.
24.4 Suspensions without pay shall not exceed thirty (30) days unless
ordered by an arbitrator, an adjustment board or the Merit Board. The thirty
49
T . •
the date a copy was served upon the employee to be dismissed,
suspended or demoted, either personally or by certified mail to the
employee's last known mailing address. The order shall be effec-
tive 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 or demotion either to the Merit Board or
through the procedures of Section 25 - Grievance Procedure of this
Memorandum of Understanding provided that such appeal is filed in
.writing with the Personnel Director 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 25 of this
Memorandum of Understanding.
Section 25 - Grievance Procedure
25.1 A grievance is any dispute which involves the interpretation or appli-
cation of. any provision of this Memorandum of Understanding excluding, however,
those provisions of this Memorandum of Understanding which specifically provide
that the decision of any County official shall be final , the interpretation or
application of those provisions not being subject to the grievance procedure.
The Union may represent the employee at any stage of the process. Grievances
must be filed within thirty (30) days of the incident or occurance about which
the employee claims to have a grievance and shall be processed in the following
manner:
A. Step 1 . Any employee or group of employees who believes that a
provision of this Memorandum of Understanding has been misinter-
preted or misapplied to his or her detriment shall discuss ,the
complaint with the employee's immediate supervisor, who shall meet
with the employee within five (5) days of receipt of a written
request to hold such meeting.
B. Step 2. If a grievance is not satisfactorily resolved in Step 1
above, the employee may submit the grievance in writing within five
(5) work days to such management official as the Department Head
may designate. This formal written grievance shall state which
provision of the Memorandum of Understanding has been misin-
terpreted or misapplied how misapplication or misinterpretation has
affected him or her to his or her detriment, and the redress he or
she seeks. A copy of each written communication on a grievance
shall be filed with the Director of Personnel . The Department Head
or his or her designee shall have ten (10) work days in which to
respond to the grievance in writing.
C. Step 3. If a grievance is not satisfactorily resolved in .Step 2
above, the employee may appeal in writing within ten (10) work days
to the Personnel Director. The Personnel Director or his or her
designee shall have twenty-five (25) work days in which to . iiivesti-
gate the merit of the complaint and to meet with the Department
Head and the employee and attempt to settle the grievance and
respond in writing.
51
of the provisions of Subsection 25.1 (D) above resolve a grievance
which involves suspension or discharge, they may agree to payment.
for lost time or to reinstatement with or without payment for lost
time.
E. No change in this Memorandum of Understanding or interpretations
thereof (except interpretations resulting from Adjustment Board or
arbitration proceedings hereunder) will be recognized unless agreed
to by the County and the Union.
25.3 The time limits specified above may be waived by mutual ,agreement of
the parties to the grievance. If the County fails to meet the time limits .spe-
cified in Steps 1 through 3 above, the grievance will automatically move to the
next step. If an employee fails to meet the time limits specified in Steps l
through 3 above, the grievance will be deemed to have been settled and .
withdrawn.
25.4 An official , with whom a formal grievance is filed by a grievant who
is included in a unit represented by the Union, but is not represented by the
Union in the grievance, shall give the Union a copy of the formal presentation.
25.5 Compensation Complaints. All complaints involving or concerning the
payment of compensation shall be initially filed in writing with the Personnel
Director. Only complaints which allege that employees are not being compensated
in accordance with the provisions of this Memorandum of Understanding shall be
considered as grievances. Any other matters of compensation are to be resolved
in the meeting and conferring process, if not detailed in the Memorandum of
Understanding which results from such meeting and conferring process shall be
deemed withdrawn until the meeting and conferring process is next opened for
such discussion. No adjustment shall be retroactive for more than six (6)
months from the date upon which the complaint was filed.
25.6 No Strike. During the term of this Memorandum of Understanding, the
Union, its members and representatives, agree that it and they will not engage
in, authorize, sanction, or support any strike, slowdown, stoppage of work,
sickout, or refusal to perform customary duties.
In the case of a .legally declared lawful strike against a private or public sec-
tor employer which has been sanctioned and approved by the labor body or council
having jurisdiction, an employee who is in danger of physical harm shall not be
required to cross the picket line, provided the employee advises his or her
supervisor as soon as possible, and provided further that an employee may be
required to cross a picket line where the performance of his or her duties is of
an emergency nature and/or failure to perform such duties might cause or aggra-
vate a danger to public health or safety.
25.7 Merit Board.
A. All grievances of employees in representation units represented by
the Union shall be processed under Section 25 unless the employee
elects to apply to the Merit Board on matters within its jurisdic-
tion.
r
53
Section 29 - Reimbursement
29.1 Training Reimbursement. The County Administrative Bulletin on Training
shall govern reimbursement for training and shall continue to limit
reimbursement for career development training to two hundred ($200) dollars per
semester or one hundred fifty dollars ($150) per quarter, not to exceed six
hundred dollars ($600) per year, except as otherwise provided in the
supplemented sections of this Memorandum of Understanding.
29.2 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 nor-
mally encounted 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.
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 fulfull the duties and
requirements of the job.
7. The loss or damage to employees eyeglasses, dentures, or other
prosthetic devices did not occur simultaneously with a job
connected injury covered by worker's compensation.
S. 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.
55
a
1
Mileage from an employee's home to the normal work location is not reimbur-
seable. The normal work location is the location to which an employee is regu-
larly assigned. An employee with more than one (1 ) normal work location shall
be reimbursed for the mileage traveled in the same work day between those work
locations.
When an employee is temporarily reassigned to a different work location, mileage
will be reimbursed in excess of the normal mileage between the employee's home
and the regular work location.
Section 33 - Staggered Work Schedule
The Social Service Department shall continue to operate a staggered work•sche-
dule plan. Office hours shall remain open to the public 'from 8:00 a.m. to 5:00
p.m. , Monday through Friday. Permanent full-time employees shall have the
option to select, subject to prior approval of the department, an eight (8) hour
day, forty (40) hour workweek schedule consisting of work hours which may be
other than the normal 8:00 a.m. to 5:00 p.m. or 4:30 p.m. work schedule. The
following shall serve as the basic criteria for the staggered shift:
A. All employees must be present at their office or otherwise°engaged
in the duties of their position during the core hours of 10:00 a.m.
and 3:30 p.m.
B. Work schedules must remain within the hours of 7:00 a.m. and
7:00 p.m.
C. The selected staggered work schedule shall consist of the same
hours of work each day except for when a schedule including one
varying eight hour workday is necessary to provide "officer of the
day" coverage or for other specific circumstances in which the
department determines that such a varying schedule is appropriate.
The decision of the department head or designee shall be final .
D. Each employee's proposed staggered schedule must be submitted in
writing and approved by the Department Head or designee prior to
implementation.
i .
E. Changes in staggered schedules shall be requested in writing and
must have the approval of the Department Head or designee prior to
implementation.
F. Conflicting requests for schedules shall be resolved by.the
Department Head or designee whose decision shall be final .
G. It is understood that an individual employee's schedule maybe
changed due to the needs of the department.
H. In the event this staggered scheduling provision is found by the.
department to be inconsistent with the needs of the department, the
department shall so advise representatives of the Union and the
County and the Union shall meet and confer in an attempt •to resolve
the inconsistency.
57
Section 33 - Service Awards
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.
Section 39 - Reassignments
39.1 Request for Reassignment. The Social Service Department shall continue
the vacancy information system which lists vacant positions which the department
has determined will be filled by intradepartmental reassignment. Positions
shall be listed •for five (5) working days in department offices prior to filling
the position.
Permanent full-time employees desirous of reassignment to a position in the same
classification at another work location should submit a request in writing to
the Social Service Department personnel office. Such request will stay in
effect for ninety (90) days from the date it is submitted. When it is deter-
mined that a vacant position may be filled by intradepartmental transfer, the
department will determine from which district the transfer may be made based
upon the amount and nature of work, and the names of people from that/those
district(s) in the appropriate classification who have indicated a desire to
transfer to that location will be submitted to the supervisor who will make a
selection. In the event three (3) names are not available through this process,
then the gaining supervisor may request.additional names from the
reemployment/eligible list.
39.2 Involuntary Reassignments. In the event an involuntary reassignment
must be made, the Social Service Department will determine the building from
which the employee will be reassigned, based on workload statistics. The least
senior employee in that building in the appropriate classification will be
transferred.
If a vacancy occurs in the same class and in the same geographic area from which
an employee was involuntarily reassigned, the Department shall offer the posi-
tion to the employee who was involuntarily reassigned. If the employee declines
the offer, he/she will not be considered for any future vacancies in that
geographic area except as provided in Section 39.1 above.
For the purposes of this Section, geographic areas shall be defined as:
West County - 1305 Macdonald Avenue, Richmond
3431 Macdonald Avenue, Richmond
3630 San Pablo Dam Road, El Sobrante
525 Second Street, Rodeo
Central County - 2500 Alhambra Avenue, Martinez
30 Muir Road, Martinez
2401 Stanwell Drive, Concord
500 Court Street, Martinez
East County - 3865 Shopping Heights, Pittsburg
3700 Delta Fair Blvd. , Antioch
59
r
County will not contribute to the employee`s monthly premium. The employee will
be responsible for paying the monthly premium appropriately and punctually.
Failure to meet the premium deadline will mean automatic and immediate
withdrawal from the County Group Health Plan and reinstatement may only be
effectuated during the annual open enrollment period.
Section 46 - Flexible Workweek ! .
The Public Works Department shall continue a flexible forty (40) hour workweek
for Engineering Technicians assigned to the office. Crucial to the continuance
of the flexible forty (40) hour workweek will be the impact on service to the
public;
Section 47 --Rotational Advisory Committee
The Engineering Technician rotational advisory committee shall be ;continued
through 1984-1985 and will meet, at a minimum, on a quarterly basis.
The committee shall consist of two Engineering Technicians to be selected by the
Engineering Technicians, and designated management representatives. The meetings
may include a representative of the Union.
The committee shall discuss Engineering Technician rotation, safety and training
needs, and related matters including training classes to familiarize Engineering
Technicians with positions to which they may rotate.
Section 48 - VDT Users Eye Examination
The County agrees to provide an annual eye examination on County time at County
expense as follows:
1 . Eligible employees must use video display terminals at
least an average of four hours per day as certified by
their department.
2. Eligible employees who wish an eye examination under this
program should request it through their departmental
designee to the County Safety Officer who will arrange
for eye examinations and monitor the results on a County-
wide basis.
Should prescription VDT glasses be prescribed for an employee following an eye
examination as referenced above, the County agrees to provide one pair of VDT
glasses to the employee.
Section 49 - Word Processing Differential
Employees who are assigned primary responsibility for the operation of word pro-
cessing machines .such as mag-card machines, minicomputers with word processing
software; video display typewriting equipment or other equipment attached to a
typewriter or printer with external storage capacity and utilized in the trans-
formation of words and/or ideas into readable form shall receive a differential
61
Section 55 - Duration of Agreement
This Agreement shall continue in full force and effect from July 1., 1987 to and
including June 30, 1989. Said Agreement shall automatically renew from year to
year thereafter unless either party gives written notice to the other prior to
sixty (60) days from the aforesaid termination date of its intention to amend,
modify or terminate the agreement.
Section 56 - Scope Agreement and Separability of Provision
56.1.. Sco e of Agreement. Except as otherwise specifically provided herein,
this Memory—�n3um of Understanding 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 Memorandum of Understanding demand
any change herein, provided that nothing herein shall prohibit the parties from
changing the terms of this Memorandum of Understanding by mutual agreement.
4
56.2 Separability of Provisions. Should any section, clause or provision of
this Memorandum of Understanding 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 Memorandum of Understanding.
Section 57 - Personnel Management Regulations
Where a specific provision contained in a section of this Memorandum of
Understanding conflicts with a specific provision contained in a section of the
Personnel Management Regulations, the provision of this Memorandum.of
Understanding shall prevail . it is recognized, however, that certain provisions
of the Personnel Management Regulations may be supplementary to the provis'ions
of this Memorandum of Understanding or deal with matters not within the scope of
representation and as such remain in full force and effect.
Section 58 - Past Practices and Existing Memoranda of Understanding
Continuance of working conditions and past practices not specifically authorized
by ordinance or by resolution of the Board of Supervisors is not guaranteed by
this Memorandum of Understanding; provided, however, that only during the term
of this Memorandum of Understanding which expires June 30, 1987, the Union may
claim a violation of a past practice. If the Union can demonstrate that such
past practice exists by virtue of having been acknowledged and agreed to b'y
Management and representatives of the Union or by employees represented by the
Union who reach agreement with a Department Head on a specific policy covering a
group of employees such as a reassignment policy; the alleged violation of said
past practice will be subject to the grievance procedure. Those practices which
have been agreed to by Management and not approved by the Department Head must
be confirmed and approved by the Department Head within six (6) months from the
below execution date of this Memorandum of Understanding in order to be con-
sidered a past practice pursuant to this provision.
63
Contra )) (u( LJepol 1111G1 IL
Costa Third Floor, Administration Bldg.
651 Pine Street
Martinez, California 94553-1292
County
1' (415) 372-4064
ATTACHMENT A Harry D. Cisterman
Director of Personnel
July 9, 1985
Mr. Warren Nelson
Representative
United Clerical Employees,
Local 2700, AFSCME
936 Court Street
Martinez, CA 94553
j Dear Mr. Nelson:
!� This side letter is to confirm agreement that the application of seniority '
1 rules for purposes of layoff and departmental seniority issues. including but not
limited to, reassignment and vacation scheduling, in the .Income Maintenance Unit
represented by Local 512, AFSCME will be determined as set forth in Section•-12
of the 1983-85 Memorandum of Understanding between Contra Costa County and
Professional and Technical Employees, Local 512, AFSCME.
If this conformsto your understanding, please sign the original of this side
letter and return it to me at your earliest convenience. The copy is for your
records
Date APPROVED AND ACCEPTED
(? a a.
Contra Costa County ProfessionVI & Techn cal
Employees, Local 512, AFSCME
q
y
Jl
Y
cc: Robert Jornl in, Social Service ``::
Louise Aiello, Social Service
1pmn I
INTERNATIONAL PERSONNEL MANAGEMENT ASSOCIATION MEMBER
ATTACIIMENT C
CLASS L SALARY LISTING
AFSCME9 LOCAL 512r ASSOC. COUNTY EMPLOYEES
CLAS LEVEL SALARY RANGE CLASS TITLE
VNTC . L5-1484 . 20U.3.00 - 2435.00 . . ACCREDITED RECORDS TECHNICIAN
NSwd . , C5-1140 . 1420.00 - 1727.00 . . BLUEPRINT TECHNICIAN
XLSC . C5-L669 . 2410.00 - 2930.OU . . ELIGIBILITY TRAINING SPECIALIST
XHHA . Xd-1529 . 1995.00 - 2547.04) . . ELIGIBILITY WORK SUPERVISOR I
XHGA . C5-1669 . 2410 .Oq - 2930.00 . . ELIGIBILITY WORK SUPERVISOR II
NPSA . C5-1573 . 2190.00 - 26b2.uu' . . ENGINEERING RECORDS TECHNICIAN
NSTF . XA-173U . 262U.00 - 2965.00 . . «*ENGINEERING TECHNICIAN - DEEP CLASS
NSTF . XA-1730 . 22i9.U0 - 2556.00 . . *+ENGINEERING TECHNICIAN - DEEP CLASS
NSTF . XA-1730 . L639.00 - 2204.OU . . *+ENGINEERING TECHNICIAN - DEEP CLASS
N9SC . C5-1732 . ,2567,00 .. - 3120.00 . . HYDROGRAPHER
ALSO . C5-1069 . 2410.00 - 2930.00 . . INCOME MAINTENANCE PROGRAM` SPECIALIS
JOHA . C5-L449 . 1934.00 - 2351.00 . . SUPERVISING ACCOUNT CLERK
JWHC . XB-1473 . 1867.00 - 2406.00 . . SUPERVISING ASSESSMENT CLERK
JWHA . X13-1473 . 1867.00 - 2408.00 . . SUPERVISING CLERK
V9N8 . Xd-1551 . Z040.00 - 2604.00 . . SUPERVISING PATIENT FINANCIAL SERVLC
THE BOARD OF SUPERVISORS OF CONTRA COSTA COUNTY, CALIFORNIA
Adopted this Order on December 1 , 1987 by the following vote:
AYES: Supervisors Powers , Fanden, Schroder , Torlakson , McPeak.
NOES: None. J�
ABSENT: None .
ABSTAIN: None .
SUBJECT: 1987-1989 Compensation for Employees
in Units Represented by United Clerical , 87/ 684
Techhnicaly.&Specialized Employees,
.4 oval�`27 , AFSCME
The Contra Costa County Board of Supervisors RESOLVES THAT:
1 . On December 1 , 19875 the Employee\ Relations Officer submitted the
Memorandum of Understanding dated November 30, 1987, entered into with United
Clerical , Technical & Specialized Employees, Local 2700, AFSCME for the
following Units represented by the Union:
General Clerical Unit
Deputy Clerk Unit
2. This Board having thoroughly considered said Memorandum of Understanding,
the same is approved.
3. Salaries and Terms and Conditions of Employment, Local 2700 AFSCME. The
Memorandum of Understanding with United Clerical , Technical & Specialized
Employees, Local 2700 AFSCME is attached hereto, marked Exhibit B; and Section
Numbers 1 through 55 inclusive and Attachments A. B, C, D and E are incorporated
herein as if set forth in full and made applicable to the employees in the
above-named units. /
4. If an Ordinance(s) is required to.,implement any of the foregoing
provisions, the Board of Supervisors.will adopt said Ordinance(s).
5. This Resolution is effective as of July 1 , 1987.
I hereby certity that this Is a true and correct cod-,v of
an action taken and entered on the min[:les of the
Board of SuperviJ rs on the date shown. t.
ATTESTED. QyIt D.sdr j �.� I . 1/�7
PHIL BATCHELOR, Clerk of the Board
of Supervisors and County Administrator
BY w ^ __ y
Org: Personnel Department
cc: County Administrator
County Counsel
All Departments
United Clerical , Technical & Specialized Employees, Local 2700, AFSCME
RESOLUJION NO . 87/,684
ti
MEMORANDUM OF UNDERSTANDING
BETWEEN
CONTRA COSTA COUNTY
AND
UNITED CLERICAL, TECHNICAL & SPECIALIZED EMPLOYEES, LOCAL 2700, AFSCME, AFL-CIO
1987 - 1989
MEMORANDUM OF UNDERSTANDING
BETWEEN
CONTRA COSTA COUNTY
AND
UNITED CLERICAL, TECHNICAL & SPECIALIZED EMPLOYEES, LOCAL 2700, AFSCME, AFL-CIO
1987 - 1989
Table of Contents
Subject Page Section
Accrual of Holiday Time & Credit 25 12.6
Administration of Sick Leave 29 14.3
Adoption 62 52
Advance Notice 7 2.9
Agency Shop 3 2.2
Anniversary Dates 12 5.5
Attendance at Meetings 9 4.1
Bilingual Pay 54 25
Call Back Time 20 8
Certification of Persons From Layoff Lists 23 11 .9
Classification 55 28
Classification Studies 61 48
Coerced Resignation 47 22.5
Communicable Disease 28 14.2
Communicating With Employees 6 2.6
Compensation Complaints 53 24.5
Compensation for Portions of Month & PI Compensation 13 5.8
Compensatory Time 18 7.2
Constructive Resignation 47 22.2
County Library Employees 59 39
Data on Vacant Positions 59 38
Days & Hours of Work 18 6
Death of Family Member 29 14.2
Definition of Immediate Family 32 14.5
Definitions 1 ----
Departmental Transfer Agreements 46 21 .5
Dependent Care 62 51
Disability 30 14.4
Disability Insurance Review Committee 33 14.8
Disciplinary Actions 58 34
Dismissal , Suspension & Demotion 48 23
Dues Deduction 3 2.1
Duration of Agreement 63 53
Duration of. Layoff Rights 22 11 .8
Effective Resignation 47 22.3
Eligibility for Layoff List 22 11 .6
Eligibility for Reemployment 48 22.6
Emergency, Care of Family 29 14.2
Employee' s Annual Health Exam 33 14.9
Entrance Salary 12 5.4
Equity Adjustments 10 5.2
Fair Labor Standards Act 20 7.3
Flex Time 59 37
Flexibly Staffed Positions 57 31
Table of Contents
page two
Subject Page Section
General Wage Increases 10 5.1
Grievance Procedure 51 24
Grounds for Layoff 21 11 .1
Hazard Pay & Stat Call 61 47
Health & Welfare, Life & Dental Care 38 18
Holidays 24 12
Holidays - 4/10 Shift 25 12.4
Holidays - 9/80 Shift 25 12.5
Hospital-Holiday Meals 62 50.1
Increments Within Range 13 5.6
Integration of SDI with County Sick Leave Benefit Program 32 14.7
Jury Duty & Witness, Duty 37 17
Layoff by Displacement 21 11 .3
Layoff During Probation 43 19.7
Leave of Absence 35 16
Leave of Absence Replacement 37 16.3
Leave of Absence Return 37 16.4
Leave Pending Employee Response 49 23.3
Leave Without Pay 35 16.1
Length of Service Definition 60 41
Letters of Reprimand 58 35
Lump Sum Payment 10 5.3
Meals 62 50
Meal Periods 57 32
Medical and Dental Appointments 28 14.2
Merit Board 53 24.7
Mileage 56 30
Mileage Reimbursement Rate 56 30.1
Mileage Reimbursement Policy 57 30.2
Military Leave 36 16.2
No Discrimination 8 3
No Strike 53 24.6
Notice of Suspension Without Pay Due to Pending
Criminal Charges 49 23.5
On-Call Duty 20 9
Order of Layoff 21 11 .2
Order of Names on. Layoff 22 11 .7
Overtime & Compensatory Time 18 7.1
Part-Time Compensation 13 5.7
Particular Rules on Displacing 21 11 .4
Past Practices & Existing Memoranda of Understanding 63 55
Pay Equity Study 11 5.3
Pay for Work in Higher Classification 16 5.15
Payment 17 5.16
Table of Contents
page three
Subject Page Section
Pay Warrant Errors 17 5.17
P.E.O.P.L.E. 8 2.12
Performance Evaluation 58 33
Permanent-Intermittent Employee Benefits 60 43
Permanent-Intermittent Employee Health Plan 60 44
Permanent Part-Time Employee Benefits 60 42
Personal Property Reimbursement 54 27.2
Personnel Files 58 35
Personnel Management Regulations 63 54.3
Position Reclassification 14 5.9
Probationary Period 42 19
Procedure on Dismissal , Suspension or Discipl . Demotion 50 23.6
Promotion 44 20
Promotion via Reclassification Without Examination 44 20.4
Provisional Employee Benefits 60 45
Reassignment of Work Location 46 21 .4
Recognition 3 1
Regular Appointment (Probation) 43 19.6
Reimbursement 54 27
Rejection During Probation 42 19.5
Rejection During Probation of Layoff Employee 44 19.8
Removal of Names From Layoff Lists 23 11 .10
Requirements for Promotional Standing 45 20.5
Resignations 47 22
Resignation in Good Standing 47 22.1
Retirement Contribution 54 26
Revocation 47 22.4
Safety 55 29
Salaries 10 5
Salary on Involuntary Demotion 15 5.12
Salary on Promotion 15 5.11
Salary on Voluntary Demotion 15 5.13
Salary Reallocation & Salary on Reallocation 14 5.10
Salary Review While on Leave of Absence 37 16.5
Scope of Adjustment Board & Arbitration Decisions 52 24.2
Scope of Agreement & Separability of Provision 63 54
Seniority 22 11 .5
Seniority Credits 45 20.6
Separation through Layoff 21 11
Service Awards 59 36
Sheriff' s Department Shift & Holiday Agreement 62 49
Shift Differential 20 10
Table of Contents
page four
Subject Page Section
Shop Stewards & Official Representatives 9 4
Sick Leave 27 14
Sick Leave Coalition 34 14.10
Sick Leave Utilization for Pregnancy Disability 28 14.2
Skelly Requirements 49 23.2
Stat-Call 61 47
Transfer 45 21
Transfer (Salary) 15 5.14
Unauthorized Absence 35 16.6
Unfair Labor Practice 59 40
Union Notification 23 .11 .11
Union Recognition 3 1 .1
Union Representative 9 4.2
Union Security 3 2
Use of County Buildings 7 2.8
Use of County Mail System 7 2.7
Vacation Leave 26 13
VDT Glasses 56 29.2
VDT Users Eye Exam 56 29.1
Word. Processing Differential 61 46
Workers' Compensation 34 15
Written Statement for New Employees 8 2.10
Attachment A - Project Employees
Attachment B - Side Letter-Clerical Deep Class
Attachment C - Side Letter-Secretary Deep Class
Attachment D - Class and Salary Listing
Attachment E - VDT Differential
Memorandum of Understanding
Between
Contra Costa County, Consolidated & Riverview F.P.D.
And
United Clerical , Technical & Specialized Employees, Local 2700, AFSCME, AFL-CIO
This Memorandum of Understanding is entered into pursuant to the authority
contained in Division 34 of Contra Costa County Board of Supervisors', Resolution
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, opi-
nions and proposals and have endeavored to reach agreement on all matters
relating to the employment conditions and employer-employee relations covering
such employees.
This Memorandum of Understanding 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 , 1987 and ending
June 30, 1989.
Special provisions and restrictions pertaining to Project employees covered by
this Memorandum of Understanding are contained in Attachment A which is attached
hereto and made a part hereof.
Definitions:
A. "Appointing Authority" means Department Head.
B. "Class" means a group of positions sufficiently similar in respect
to the duties, 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.
C. "Class Title" means the designation given to a class, to each posi-
tion allocated to the class and to the incumbents allocated to the
class.
0. "County" means Contra Costa County.
E. "Demotion" means the change of a permanent employee to another
position in a class allocated to a salary range for which the top
step is lower than the top step of the class which the employee
formerly occupied, except as provided for under "Transfer" or as
otherwise provided for in this Memorandum of Understanding, in the
1
Q. "Reallocati6n" 'means 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 pro-
vided for in the Personnel Management Regulations, deep class reso-
lutions or other ordinances.
R. "Reclassification" means the act of changing the 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 kind, difficulty ,
or responsibility of duties performed in such position.
S. "Reemployment List" means a list of persons who have occupied
positions allocated to any class in the merit system who have
voluntarily separated and are qualified for consideration for
reappointment under the Personnel Management Regulations governing
reemployment.
T. "Resignation" means the voluntary termination of permanent
employment with the County.
U. "Temporary Employment" means any employment which will require the
services of an incumbent for a limited period of time, paid on an
hourly basis, not in an allocated position or in permanent status.
U. "Transfer" means the change of an employee who has permanent status
in a position to another position in the same class in a different
department, or to another position in a class which is allocated to
a range on the salary plan that is within five (5) percent at top
step as the class previously occupied by the employee.
Section 1 - Recognition
1 .1 Union Recognition. The Union is the formally recognized employee orga-
nization for the representation units listed_ below, and such organization has
been certified as such pursuant to Board of Supervisors' Resolution- 81/1165.
A. General Clerical Unit
B. Deputy Clerk Unit
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 unit for which this section is applicable regardless of
whether they are members of the Union.
3
Management Disclosure Act of 1959. Such report shall be available
to employees in the unit. Failure to file such a report not later
than June 1 of each calendar year shall result in the termination
of all agency fee deductions without jeopardy to any employee,
until said report is filed.
F. 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" card by the Personnel 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' s "Hudson Procedure," and the
union dues, agency shop fee, initiation fee or charitable
contribution required under Section 2.2.6.3 are not received,
and the employee has not timely invoked the Union's Hudson
Procedure, or if invoked, the employee' s "Hudson Procedure"
rights have been exhausted, the Union may, in writing, direct
that the County withold 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.
G. 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 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.
H. The County Personnel Department shall monthly furnish a list of all
new hires to the Union.
I . In the event that employees in a bargaining unit represented by the
Union vote to rescind "Agency Shop," the provisions of Sections
2.3 and 2.4 shall apply to dues-paying members of the Union.
2.3 Maintenance of Membership. All employees represented by the Union who
are currently paying dues to the Union and all employees in that unit who
hereafter become members of the Union shall as a condition of continued
employment pay dues to the Union for the duration of this Memorandum of
Understanding and each year thereafter so long as the Union continues to
represent the class to which the employee is assigned, unless the employee has
exercised the option to cease paying dues in accordance with Section 2.5.
2.4 Employees hired into classifications represented by the Union shall , as
a condition of employment at the time of employment, complete a Union dues
authorization form provided by the Union and shall have deducted from their
5
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 grievance and/or to contact a Union
officer on a matter within the scope of representation.
In the application of this provision, it is agreed and understood that in each
such instance advance arrangements, including disclosure of which of the above
purposes is the reason for the visit, will be made with the departmental
representative in charge of the work area and the visit will not interfere
with County services.
2.7 Use of County Mail System. The Union may. distribute materials to
designated Union representatives through the County distribution channels if
approved by the Personnel Director. The decision of the Personnel Director is
final and not subject to the grievance procedure. This privilege may be revoked
in the event of abuse after the Personnel Director consults with the Union.
2.8 Use of County Buildings. The Union shall be allowed the use of areas
normally used for meeting purposes for meetings of County employees during non-
work hours when:
A. Such space is available and its use by the Union is scheduled
twenty-four (24) hours in advance;
B. there is no additional cost to the County;
C. it does not interfere with normal County operations;
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.
The administrative official responsible for the space shall establish and main-
tain scheduling of such uses. The Union shall maintain proper order at the
meeting and see that the 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, ashtrays and blackboards) is strictly
prohibited even though it may be present in the meeting area.
2.9 Advance Notice. The Union shall , 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 designated by the Board, and to
meet with the body considering the matter.
7
Section 4 - Shop Stewards and Official Representatives
4.1 Attendance at Meetings. Employees designated as shop stewards or offi-
cial 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;
B. if their attendance is sought by a hearing body or presentation of
testimony or other reasons;
C. if their attendance is required for a meeting necessary for settle-
ment of grievances filed pursuant to Section 24 - Grievance
Procedure of this Memorandum of Understanding and scheduled at
reasonable,times agreeable to all parties;
D. if they are designated is a shop steward, to which case they may
utilize a reasonable time at each level of the proceedings to
assist an employee to present, a grievance 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 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. to attend examination appeal board hearings to assist an employee
in making a presentation.
4.2 Union Representative. 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 Employee
Relations Officer or other management representatives on matters within the
scope of representation, provided that the number of such representatives shall
not exceed the below specified limits without prior approval of the Employee
Relations Officer, and that advance arrangements for the time away from the work
station or assignment are made with the appropriate Department Head.
General Clerical Services Unit - 3
Deputy Clerks' Unit - 2
9
RPB X 3% = Lump Sum Payment
RPB X 1/2% Additional = Additional Lump Sum Payment
The lump sum payment will be added to employees' regular
December 10th -pay warrants and is subject to normal tax
withholding and retirement deduction requirements.
B. Pay Equity Study,
1 . A pay equity study will be carried out by the County
using County Staff and resources. The County shall
attempt to complete the study in order that the
results shall be available for the meet and confer
process during 1989.
2. In formulating the pay equity study, the Director of
Personnel shall meet with a Labor-Management Task
Force, which shall include one representative
appointed by each participating union and a number of
management personnel equal to the total number of
union representatives, appointed by the County
Administrator. Such task force meeting will occur 30
days after the adoption of the relevant Memoranda of
Understanding.
3. The Chair of the Board of Supervisors or the Chair's
designee shall chair the Labor-Management Task Force
as a non-voting member. Actions and recommendations
of the Pay Equity Task Force must be approved by a
majority of management and a majority of union votes.
Minority reports may be filed by the management or the
union side if proposed actions or recommendations do
not receive joint approval .
Recommendations from the Labor Management Task Force
regarding the methodology to be used in conducting the
study shall be submitted to the Board of Supervisors
for approval sixty days (60) after the first meeting .
of the Labor Management Task Force.
4. Staff for the Labor-Management Task Force shall be
provided by the Personnel Department.
5. Recommendations from the Pay Equity Study shall be
submitted to the Board of Supervisors for approval .
6. Pay Equity recommendations which are approved by the
Board of Supervisors shall be implemented in such
fashion that the County will provide fifty cents in
pay equity adjustments for each one dollar general
wage increase authorized for the classifications
11
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.
E. 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 is one (1 ) year after the first calendar day of
that month.
5.6 Increments Within Range. The performance of each employee, except
employees already at the maximum salary step of the appropriate salary range,
shall be reviewed on the anniversary date as set forth in Section 5.5 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, such date to be set at the time the original report
is returned. This decision may be appealed through the Grievance Procedure.
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 aniversary, 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.
5.7 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.
5.8 Compensation for Portion of Month and Permanent Intermittent
Compensation. Any employee who works less than any full calendar month, except
when on earned vacation or authorized sick leave, shall receive as compensation
13
or 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 supercede Section 5.10.
5.11 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 5.13, 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 (5) percent, the employee's salary
shall be adjusted to the step in the new range which is at least five (5) per-
cent greater than the next higher step; provided, however, that the next step
shall not exceed the maximum salary for the higher class.
5.12 Salary on Involuntary Demotion. Any employee who is demoted, except
as provided under Section 5.13, 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 (5) percent, the employee's salary shall be adjusted
to the step in the new range which is five (5) percent 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.
5.13 Salary on Voluntary Demotion. Whenever any employee voluntarily
demotes to a position in a class having a salary range 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.
5.14 Transfer. An employee who is transferred from one position to another
as described under "Transfer" 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.
15
classification, and anniversary and salary review dates will
be determined by time in that classification.
9. Allowable overtime pay, shift differential and/or work
location differentials will be paid on the basis of the rate
of pay for the higher class.
5.15 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
employee's option, 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 an advance shall be made on or before April 30 or
October 31 of each year or during the first month of employment by filing on
forms prepared by the Auditor-Controller a notice of election to receive salary
advance.
Each election shall become effective on the first day of the month following the
deadline for filing the notice and shall remain effective until revoked.
In the case of an election made pursuant to this Section, 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.
r
5.17 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.
Pay errors found 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 six (6) month 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 Personnel 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
17
B. The names of those employees electing to accrue compensatory time
off shall be placed on a list maintained by the Department.
Employees who become eligible (i .e. , newly hired employees, ,
employees promoting, demoting, etc.) for compensatory time off in
accordance with these guidelines must elect to accrue compensatory
time or they will be paid for authorized overtime hours worked.
C. Compensatory time off shall be accrued at the rate of one and one-
half (1-1/2) times the actual authorized overtime hours worked by
the employee.
D. Employees may not accrue a compensatory time off balance that
exceeds one-hundred twenty (120) hours (i .e. , eighty (80) hours at
time and one-half). Once the maximum balance has been attained,
authorized overtime hours will be paid at the overtime rate. If
the employee's balance falls below one-hundred twenty (120) hours,
the employee shall again accrue compensatory time off for
authorized overtime hours worked until the employee's balance again
reaches one-hundred twenty (120) hours.
E. Accrued compensatory time off shall be carried over for use in the
next fiscal year; however, as provided in D above, accrued compen-
satory time off balances may not exceed one hundred twenty (120) '
hours.
F. Employees may not use more than one hundred twenty (120) hours of
compensatory time off in any fiscal year period (July 1 - June 30) .
G. The use of accrued compensatory time off shall be by mutual
agreement between the Department Head or his/her designee and the
employee. Compensatory time off shall not be taken when the
employee would be replaced- by another employee who would be-eli-
gible to receive, for time worked, either overtime payment or com-
pensatory time accruals as provided for in this Section. This
provision may be waived at the discretion of the Department, Head or
his or her designee.
H. When an employee promotes, demotes or transfers from one classifi-
cation eligible for compensatory time off to another classification
eligible for compensatory time off within the same department, the
employee's accrued compensatory time off balance will be carried
forward with the employee.
I . Compensatory time accrual balances will be paid off when an
employee moves from one department to another through promotion,
demotion or transfer. Said payoff will be made in accordance with
the provisions and salary of the class from which the employee is
promoting, demoting or transferring as set forth in J below.,
•J. Since employees accrue compensatory time off at the rate of ,one and
one-half (1-1/2) hours for each hour of authorized overtime worked,
accrued compensatory time balances will be paid off at the straight
19
l
A. Completion of more than one and one-half (1-1/2) hours over.the
normal actual working time; or
B. at least four (4) hours of actual working time from 5:00 p.m.
through 9:00 a.m. inclusive. However, employees who have been
regularly working a shift qualifying for shift differential� imme
diately preceding the commencement of a vacation, paid sick leave
period, paid disability or other paid leave, will have shift dif-
ferential included in computing the pay for their leave. The paid
leave of an employee who is on a rotating shift schedule shall
include the shift differential that would have been received had
the employee worked the shift for which the employee was scheduled
during such period. Shift differential shall only be paid during
paid sick leave and paid disability as provided above for the first
thirty (30) calendar days of each absence.
Section 11 - Separation Through Layoff
11 .1 Grounds for Layoff. Any employee(s) having permanent status in
positions 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).
11 .2 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.
11 .3 Layoff By Displacement.
A. 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.
B. 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.
11 .4 Particular Rules on Displacing.
A. Permanent intermittent and permanent part-time employees may
displace only employees holding permanent positions of the same
type respectively.
B. 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 11 .3 (A) , or 2) in a class of the same or
21
application for extension of eligibility is made before the expiration .of the
original period of eligibility.
11 .9 Certification of Persons From Layoff Lists. Layoff lists contain the
name(s) of persons laid off, displaced or demoted by displacement or volun-
tarily demoted in lieu of layoff. When a request for personnel is received from
the appointing authority of a department, if a layoff list exists for the class,
the appointing authority shall receive and appoint the eligible highest on the
layoff list from that department; or in the case that there is no layoff .from
that department, the appointing authority shall receive and appoint the eligible
highest on the layoff list. However, if an eligible. so certified is rejected
during probation as referenced in Section 19.7 and 19.8 and restored to the
layoff list, the rejected employee will not again be certified to the department
from which rejected on probation unless the appointing authority so requests.
The Director of Personnel shall recommend to the Board of Supervisors that a
person employed from a layoff list be appointed at the same step of that salary
range the employee held on the day of layoff.
11 .10 Removal of Names from Layoff Lists. The Director of Personnel may
remove the name of any eligible from a layoff list for any reason listed below:
A. For any cause stipulated in Section 404.1 of the Personnel
Management Regulations.
B. On evidence that the eligible cannot be located by postal authori-
ties.
C. 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.
D. If three offers of permanent appointment to the class for which the
eligible list was established have been declined by the eligible:
E. If five certifications for permanent appointment from an open
employment list, including certification to two different depart-
ments if the class has permanent positions in more than one depart-
ment have failed to result in selection and appointment.
F. If the eligible fails to respond to the Director of Personnel or
the appointing authority within five (5) days to written notice of
certification mailed to the person' s last known address. Notice
shall be sent to the person affected.
11 .11 Union Notification. When it appears to the Department Head and/or
Employee Relations Officer that the Board of Supervisors may take action which
will result in the layoff of employees in a representation unit represented by
the Union, the Employee Relations Officer shall notify the Union of..-the possibi-
lity of such layoffs and shall meet and confer with it regarding the implemen-
tation of the action.
The County agrees to give employees ten (10) work days (eight (8) work .days for
employees on the "4-10" workweek) notice of layoff.
23
C
ti
week in the part-time employee's schedule bears to the number of hours in the
regular full-time schedule, regardless of whether the holiday falls on the part-
time employee's regular work day.
12.4 ' "4-10" Shift - Holidays.
A. Holiday Shift Pay. For all employees, if a work day falls 'on a
scheduled holiday, they shall receive overtime pay or equivalent
compensatory time credit (Holiday Credit) for working the holiday
.for the first eight (8) hours worked; or if a holiday falls on the
day off of an employee, the employee shall be given straight time
pay or equivalent compensatory time credit for eight (8) hours.
B. Absence on Holiday. The maximum time charged to sick leave, vaca-
tion or leave without pay on a holiday shall be two (2) hours.
12.5 119-80" Shift Holidays.
A. Holiday Shift Pay. For all employees, if a work day falls on a
scheduled holiday, they shall receive overtime pay or equivalent
compensatory time credit (Holiday Credit) for working the holiday
for the first eight (8) hours worked; or if a holiday falls on the
day off of an employee, the employee shall be given straight time
pay or equivalent compensatory time credit for eight (8) hours.
B. Absence on Holiday. The maximum time charged to sick leave, vaca-
tion, or leave without pay on a holiday shall be one (1 ) hours.
12.6 Accrual of Holiday Time & Credit. Employees entitled to holiday
credit shall be permitted to elect between pay at the overtime rate or compen-
satory time off in recognition of holidays worked.
The following procedures shall apply to this selection:
A. Any person who is eligible and who elects to accrue holiday credit
must agree to do so for a full fiscal year (July 1 . through June
30) , or the remainder thereof.
B. Employees starting work after a list of those electing to accrue
holiday credit has been submitted to the Auditor and approved, will
be paid overtime unless they specifically request in writing within
seven (7) calendar days to be placed on the holiday credit
accrual list.
C. Holiday time shall be accrued at the rate specified above to a
maximum of eight (8) hours worked by the employee.
D. Accrued holiday credit may not be accumulated in excess of two
hundred eighty-eight (288) working hours exclusive of regular
vacation accruals. After two hundred eighty-eight (288) hours,
holiday time shall be paid at the rates specified above.
25
Section 14 - Sick Leave
14.1 The purpose of paid sick leave is to insure employees against loss of
pay for temporary absences from work due to illness or injury. Sick leave may
be used only as authorized; it is not paid time off which employees may use for
personal activities.
14.2 Sick leave credits accrue at the rate of eight (8) working hours
credit for each completed month of service. 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-
half (1/2) hour. 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 the separation results from layoff .in which
case the accumulated credits shall be restored if the employee is reemployed in
a permanent position within the period of his/her layoff eligibility..
Upon retirement, an employee's accumulated sick leave shall be converted to
retirement time on the basis of one day of retirement service credit for each.
day of accumulated sick leave credit.
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. An employee may use paid sick leave credits when the employee is
off work because of a temporary illness or injury.
B. 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 conditions listed
below. For the purposes of this Section 14, permanent disability
shall mean the employee suffers from a disabling physical Injury or
illness and is thereby prevented from engaging in any County occu-
pation for which he or she is qualified by reason of education,
training or experience. Sick leave credits may be used under this
provision only when the following requirements are met:
1 . An application for retirement due to disability has been
filed with the Retirement Board and
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. The appointing authority may review medical
evidence and order further examination as he/she deems
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.
27
shall not be carried over to the next year; departments
shall notify the employee if the maximum allowance is
reached. Authorization to use sick leave for this purpose
is contingent on availability of accumulated sick leave
credits; it is not an additional allotment of sick leave
which employees may charge.
F. Emergency Care of Family. An employee may use paid sick leave
credits up to three 3 work days per incident (unless the
Department Head approves more) for working time used in cases of
illness, or injury to, an immediate family member living in the
employee's home or for children and parents who may reside outside
of the employee's home, if there is a real need for someone to
render care and no one else is available, therefore, and if
alternative arrangements for the ill or injured person are
immediately undertaken.
G. Death of Family Member. An employee may use said sick leave cre-
dits for absence from work because of a death in the employee' s
immediate family, but this shall not exceed three (3) working days
plus up to two (2) days of work time for necessary travel. .
14.3 Administration of Sick Leave.
A. Accumulated paid sick leave credits may not be used in the following
situations:
1 . Vacation. For an employee's illness or injury while the
employee is on vacation except when extenuating circumstances
exist and the appointing authority approves.
2. Not in Pay Status. When the employee would otherwise be eli-
gible to use paid sick leave credits but is not in a pay sta-
tus.
B. The proper administration of sick leave is a responsibility of the
employee and the Department Head. The following procedures;.apply:
1 . Employees are responsible for notifying their department of an
absence as early as possible prior to the commencement of their
work shift or not later than thirty (30) minutes thereafter if
possible. Notification shall include the reason and possible
duration of the absence.
2. Employees are responsible for keeping their department informed
of their continuing condition and probable date of return to
work.
3. Employees are responsible for obtaining advance approval from
their appointing authority or designee for the schedule time of
prearranged personal or family medical and dental appointments.
29
• 1 , a statement of the leave of absence or suspension propo-
sed;
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) work days 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) work days 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 Personnel to the Merit Board.
Alternatively, the employee may file a written election with the
Director of Personnel 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 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
31
1 . Integration with State Disability is automatic and cannot be
waived.
2. The amount credited to the employees sick leave balance shall be
converted to sick leave hours by dividing the amount received from
State Disability Insurance by the employee' s straight time hourly
rate, at the time of payment, as determined by the appropriate
salary schedule for the employee' s class of employment.
3. If the employee is eligible for State Disability Insurance bene-
fits, application must be made and the benefits returned to the
County for sick leave credits so that the principle of integration.
is completed.
4. In the event an employee is not eligible for sick leave credits
from the County, there will be no integration and the employee
shall not return State Disability Insurance benefits to the County.
5. In the event an employee receives sick leave benefits for a portion
of the disability period, State Disability benefits must be uti-
lized to restore only those sick leave hours used during the period
of disability.
6. Restoration of sick leave balances shall be rounded to the nearest
one-half (1/2) hour.
7. in no instance will an employee be allowed to "purchase" sick leave
not accrued.
8. The County will provide separate accounting for the "purchase" sick
leave to insure that State Disability Insurance benefits are not
taxable.
14.8 Disability Insurance Review Committee. The County shall establish a
Disability Insurance Review Committee consisting of one representative from each
employee organization and four management representatives to review and recom-
mend to the Director of Personnel the feasibility of implementing a self-funded
and self-administered disability insurance program.
14.9 Employee Annual Health Examination. Employees of the County who -work
in a Health Services Department facility will annually be required to complete a
Health Questionnaire and take a Tuberculosis Skin Test. A chest-X-Ray will be
required if the employee has previously had a positive reaction to a tuber-
culosis skin test. However employees will not be required to take X-Ray exams
in excess of what is required by applicable Federal and State laws.
Employees will also be requested to be screened for Rubella immunity. If the
result of the Rubella test is negative, the appointing authority or designee
will recommend that the employee become immunized. If the employee. has direct
patient contact and refuses to become immunized, said employee will be relocated
to an indirect patient contact area.
33
Y
loss of pay or benefits. This provision applies only to injuries
that have been accepted by the County as a job connected injury.
D. Full Pay Beyond One Year. If an injured employee remains eligible
for temporary disability beyond one year, full salary will continue
by integrating sick leave and/or vacation accruals with Workers'
Compensation benefits. If salary integration is no longer
available, Workers' Compensation benefits will be paid directly to
the employee as prescribed by Workers' Compensation laws.
E. Rehabilitation Integration. An injured employee who is eligible
for Workers' Compensation Rehabilitation Temporary Disability bene-
fits and whose disability is medically permanent and stationary
will continue to receive full salary by integrating sick leave
and/or vacation accruals with Workers' Compensation Rehabilitation
Temporary Disability benefits until those accruals are exhausted.
Thereafter, the Rehabilitation Temporary Disability benefits will
be paid directly to the employee.
F. Health Insurance. The County contribution to the employee's group
insurance plan(s) continues during the continuing pay period and
during integration of sick leave or vacation with Workers'
Compensation benefits.
G. Method of Integration. An employee' s sick leave and/or vacation
charges shall be calculated as follows: C = 8 [ 1 - (W I. S) ]
Where C = Sick leave or vacation charge per day (in hours)
W = Statutory Workers' Compensation for a month
S = Monthly salary
Section 16 - Leave of Absence
16.1 Leave Without Pay. Any employee who has permanent status in the
classified service may be granted a leave of absence without pay upon written
request, approved by the appointing authority; provided, however, that leaves
for pregnancy shall be granted in accordance with applicable state 'and federal
law. Upon request to the appointing authority, any employee who has permanent
status in the classified service shall be entitled to at least an eighteen (18)
week (less if so requested by the employee) parental leave of absence,
commencing with the birth, adoption, or serious illness of a child or dependent
parent.
Insofar as pregnancy disability leave is used under Section 14.2D, that time
will not be considered a part of the 18 week parental leave period.
Additionally, an employee may choose to remain in a pay status by using
available sick leave (under Section 14) , vacation, floating holiday or
compensatory time off entitlements during the 18 week parental leave; however,
use of accruals must be on a continuous basis from the beginning of the parental
leave period and may not be "broken" into segments used on a monthly basis
(except as may be required by SDI buyback under Section 14.7). Parental leave
must be requested at least 30 days prior to the scheduled. leave commencement
date unless an exigency arises.
35
of layoff or promotional examination, 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 Personnel may deem necessary.
16.3 Leave of Absence Replacement. Any permanent employee in the merit
system 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 11 - Separation Through Layoff shall apply.
16.4 Leave of Absence Return. In the Social Service Department an employee
shall have the right to return to the same class, building, and assignment
(position control number) if the return to work is within eighty-nine (89) con-
secutive days from the initial date the employee started leave of absence. At
such time the leave of absence is approved by the Appointing Authority, the
Social Service Department shall notify the employee of the final date by which
he/she shall return to be assigned to the same position control number.
16.5 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.
16.6 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.
Section 17 - Jury Duty and Witness Duty
17.1 Jury Duty. If called for jury duty in a Municipal , Superior, or '
Federal Court, or for a Coroner' s jury, employees may remain in their regular
pay status, or they may take vacation leave or leave without pay and retain all
fees and expenses paid to them.
If an employee is called for jury duty and elects to remain in a regular pay
status and waive all fees (other than mileage allowances) received, the employee
shall obtain from the Clerk or Jury Commissioner a certificate which shall
indicate the days attended and the fact that fees other than mileageare waived.
The employee shall furnish the court certificate to his/her department, which
shall be retained as a department record. When serving jury duty in a federal
court, an employee shall return all fees (other than mileage allowance) received
to the County.
37
• Family (No Medicare)
No Dental 209.95 189.86 $ 20.09
Delta 244.63 198.59 46.04
Safeguard 230.92. 198.58 32.34
Contra Costa Health Plan Option
Category Total Cost County Share Employee Share
Employee Only (No Medicare)
No Dental $ 84.40 $ 84.39 $ .01
Delta 99.74 99.73 .01
Safeguard 94.52 94.51 .01
Family (No Medicare)
No Dental 213.45 213.44 .01
Delta 248.13 248.12 .01
Safeguard 234.42 234.41 .01
H.E.A.L.S. Health Plan Option
Category Total Cost County Share Employee Share
Employee Only (No Medicare)
No Dental $ 94.37 $ 89.20 $ 5.17
Delta 109.71 97.59 12.12
Safeguard 104.49 96.98 7.51
Family (No Medicare)
No Dental 227.41 188.48 $ 38.93
Delta 262.09 199.76 62.33
Safeguard 248.38 200.75 47.63
IPM Health Plan Option
(to be terminated 3/1/88)
Category Total Cost County Share Employee Share
Employee Only (No Medicare)
No Dental $ 92.20 $ 85.25 $ 6.95
Delta 107.54 92.85 14.69
Safeguard 102.32 92.59 9.73
Family (No Medicare)
No Dental 223.83 180.54 $ 43.29
Delta 258.51 189.22 69.29
Safeguard 244.80 189.22 55.58
39
and subtracting the monthly Part B Medicare premium withheld from Social
Security payments for one enrollee; for Employee and Dependent(s) with two mem-
bers on Medicare by taking the Employee and Dependent(s) rate for the option
selected and subtacting the monthly Part B Medicare premium withheld from Social.
Security payments for two enrollees.
18.5 Partial Month. The County' s contribution to the Health Plan premium
is payable for any month in which the employee is paid. If an employee is not
paid enough compensation in a month to pay the employee share of the premium,
the employee must make up the difference by remitting the amount delinquent to
the Auditor-Controller. The responsibility for this payment rests with the
employee. If payment is not made, the employee shall be dropped from the health
plan. An employee is thus covered by the health plan for the month in which
compensation is paid.
18.6 Coverage During Absences. An employee who is on approved leave of
absence may convert to individual health plan coverage within thirty (30) days
of the commencement of leave.
Employees shall be allowed to maintain their Health Plan coverage at the County
group rate for twelve (12) months if on approved leave of absence provided that
the employee shall pay the entire premium (i .e. , both employer and employee
share) for the Health Plan during said leave. Said payment shall be made by the
employee at a time and place specified by the County. Late payment shall result
in cancellation of Health Plan coverage.
An employee who terminates County employment who has earned compensation for
actual time worked or is credited for time worked through vacation or sick leave
accruals, is only covered through the month in which he/she is credited with
compensation. An employee who terminates County employment may convert to
individual health plan coverage.
18.7 Retirement Coverage. Upon retirement, employees may remain in the
same County group medical plan if immediately before their retirement they are
either active subscribers to one of the County Health Plans or if on authorized
leave of absence without pay they have retained individual conversion membership
from the County plan.
18.8 Dual Coverage. If a husband and wife both work for the County and one
of them is laid off, the remaining eligible shall be allowed to enroll or
transfer into the health coverage combination of his/her choice.
An eligible employee who is no longer covered for medical or dental coverage
through a spouse' s coverage shall be allowed to enroll or transfer into the
health coverage combination of his/her choice within thirty (30) days of the
date coverage is no longer afforded under the spouse' s plan.
41
J ..
• 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.
19.6 Regular Appointment. The regular appointment of a probationary
employee shall begin on the day following the end of the probationary period,
subject to the condition that the Director of Personnel receive from the
appointing authority a statement in writing that the services of the employee
during the probationary period were satisfactory and that the employee is
recommended for permanent appointment. A probationary employee may be rejected
at any time during the probation period without regard to the Skelly provisions
of this Memorandum of Understanding, without notice and without right of appeal
or hearing except as provided in Section 19.5 (A). If the appointing authority
has not returned the probation report, a probationary employee may be rejected
from the service within a reasonable time after the probation period for failure
to pass probation. The appointing authority shall attempt to give a proba-
tionary employee five (5) days notice of said rejection. If the appointing
authority fails to submit in a timely manner the proper written documents cer-
tifying that a probationary employee has served in a satisfactory manner and
later acknowledges it was his or her intention to do so, the regular appointment
shall begin on the day following the end of the probationary period.
Notwithstanding any other provisions of the Memorandum of Understanding, 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 trans-
ferred.
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 Personnel Director whose decisioni, is final .
The Director of Personnel shall not certify the name of a person 're;stored 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.
19.7 doff 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
43
The appropriate rules regarding probationary status and salary on promotion are
applicable.
20.5 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 promo-
tional list.
20.6 Seniority Credits. Employees who have qualified to take promotional
examinations and who have earned a total score, not including seniority credits,
of seventy (70) percent 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 deter-
mined. No employee, however, shall receive more than a total of five (5) per-
cent credit for seniority in any promotional examination.
20.7 If a department denies an employee' s request for reclassification or
reassignment to a higher (not flexibly staffed) level in a deep class or to
other classes represented by the Union, upon request of the Union, the denial
will be reviewed by the Personnel Director and appointing authority. The deci-
sion of the Personnel Director shall be given to the Union in writing within
sixty (60) days of the request of the review.
20.8 Permanent employees shall be granted release time from work without
loss of pay to take County promotional examinations or take interviews for a
County promotional position provided the employee gives the Department
sufficient notice of the need for time off.
Section 21 - Transfer
21 .1 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 Personnel 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;
45
Section 2.2 - Resignations
An employee's voluntary termination of service is a resignation. Written
resignations shall be forwarded to the Personnel 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 Personnel Department and shall
indicate the effective date of termination.
22.1 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 em'ployee' s terminating on shorter notice) is a resignation in
good standing.
22.2 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 working days have elapsed without
response by employee after the mailing of a notice of resignation
by the appointing authority to the employee at the employee' s last
known address.
22.3 Effective Resignation. A resignation is effective when delivered or
spoken to the appointing authority, operative either on that date or another
date specified.
22.4 Revocation. A resignation that is effective is revocable only by
written concurrance of the employee and the appointing authority.
22.5 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 Personnel and a copy on 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 the employee returned to duty effective on the
day following the appointing authority' s acknowledgement without
loss of seniority or pay.
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 Merit Board. In the alternative, the
employee may file a written election with the Director of Personnel
waiving the employee's right of appeal to the Merit Board in favor
47
14. unreasonable failure or refusal to undergo any physical , medical
and/or psychiatric exam and/or treatment authorized by this
Memorandum of Understanding,
15. dishonesty or theft,
16, excessive or unexcused absenteeism and/or tardiness.
17. 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.
23.2 Skelly Requirements. Notice of Proposed Action (Skelly Notice).
Before taking a disciplinary action to dismiss, suspend for more than five (5)
work days (four (4) work days for employees on "4-10" work week), demote or
reduce in salary any 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 ommissions and grounds
upon which the action is based.
C. If it is claimed that the employee has violated a rule or regula-
tion 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.
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
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 any extension, the right to respond is lost.
23.3 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.
23.4 Suspensions without pay shall not exceed thirty (30) days unless
ordered by an arbitrator, an adjustment board or the Merit Board. The thirty
(30) day limit does not apply to suspension due to pending criminal charges as
provided in 23.5 below.
23.5 Notice of Suspension Without Pay Due to Pending Criminal Charges.
Before suspending an employee due to pending criminal charges, the appointing
49
C. Employee Appeals from Order. The employee may appeal an order of
dismissal , suspension or demotion either to the Merit Board or. .
through the procedures of Section 24 - Grievance Procedure of this
Memorandum of Understanding provided that such appeal is filed in
writing with the Personnel Director 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 24 of this
Memorandum of Understanding.
Section 24 - Grievance Procedure
24.1 A grievance is any dispute which involves the interpretation or appli-
cation of any provision of this Memorandum of Understanding excluding, however,
those provisions of this Memorandum of Understanding which specifically provide
that the decision of any County official shall be final , the interpretation or
application of those provisions not being subject to the grievance procedure.
The Union may represent the employee at any stage of the process. Grievances
must be filed within thirty (30) days of the incident or occurance, about which
the employee claims to have a grievance and shall be processed in the following
manner:
A. Step 1 . Any employee or group of employees who believes that a
provision of this Memorandum of Understanding has been misin-
terpreted or misapplied to his or her detriment shall discuss the
complaint with the employees immediate supervisor, who shall meet
with the employee within five (5) days of receipt of a written
request to hold such meeting. ,
B. Step 2. If a grievance is not satisfactorily resolved in Step 1
above, the employee may submit the grievance in writing within five
(5) work days to such management official as the Department Head
may designate. This formal written grievance shall state which
provision of the Memorandum of Understanding has been misin-
terpreted or misapplied, how misapplication or misinterpretation
has affected him or her to his or her detriment, and the redress he
or she seeks. A copy of each written communication on a grievance
shall be filed with the Director of Personnel . The Department Head
or his or her designee shall have ten (10) work days in which to
respond to the grievance in writing.
C. Step 3. If a grievance is not satisfactorily resolved in. Step 2
above, the employee may appeal in writing within ten (10) work days
to the Personnel Director. The Personnel Director or his or her
designee shall have twenty-five (25) work days in which to investi-
gate the merit of the complaint and to meet with the Department
Head and the employee and attempt to settle the grievance.
F
D. Step 4. No grievance may be processed under this Section which has
not first been filed and investigated in accordance with Paragraph
C above and filed within seven (7) work days of the written
response of the Personnel Director or his/her designee. If the
parties are unable to reach a mutually satisfactory accord on any
51
e
which involves suspension or discharge, they may agree to payment
for lost time or to reinstatement with or without payment for lost
time.
E. No change in this Memorandum of Understanding or interpretations
thereof (except interpretations resulting from Adjustment Board or
arbitration proceedings hereunder) will be recognized unless agreed
to by the County and the Union.
24.3 The time limits specified above may be waived by mutual agreement of
the parties to the grievance. If the County fails to meet the time limits spe-
cified in Steps 1 through 3 above, the grievance will automatically move to the
next step. If an employee fails to meet the time limits specified in Steps 1
through 3 above, the grievance will be deemed to have been settled and
withdrawn.
24.4 An official , with whom a formal grievance is filed by a grievant who
is included in a unit represented by the Union, but is not represented by the
Union in the grievance, shall give the Union a copy of the formal presentation.
24.5 Compensation Complaints. All complaints involving or concerning the
payment of compensation shall be initially filed in writing with the Personnel
Director. Only complaints which allege that employees are not being compensated
in accordance with the provisions of this Memorandum of Understanding shall be
considered as grievances. Any other matters of compensation are to be resolved
in the meeting and conferring process, if not detailed in the Memorandum of
Understanding which results from such meeting and conferring process shall be
deemed withdrawn until the meeting and conferring process is next opened for
such discussion. No adjustment shall be retroactive for more than six (6)
months from the date upon which the complaint was filed.
24.6 No Strike. During the term of this Memorandum of Understanding, the
Union, its members and representatives, agree that it and they will not engage
in, authorize, sanction, or support any strike, slowdown, stoppage of work,
sickout, or refusal to perform customary duties.
In the case of a legally declared lawful strike against a private or public sec-
tor employer which has been sanctioned and approved by the labor body or council
having jurisdiction, an employee who is in danger of physical harm. shall not be
required to cross the picket line, provided the employee advises his or her
supervisor as soon as possible, and provided further that an employee may be
required to cross a picket line where the performance of his or her duties is of
an emergency nature and/or failure to perform such duties might cause or aggra-
vate a danger to public health or safety.
24.7 Merit Board.
A. All grievances of employees in representation units represented by
the Union shall be processed under Section 24 unless the employee
elects to apply to the Merit Board on matters within its jurisdic-
tion.
53
mally encounted 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.
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.
b. The personal property was necessarily worn or carried by the
employee in order to adequately fulfull the duties and
requirements of the job.
7. The loss or damage to employees eyeglasses, dentures, or other
prosthetic devices did not occur simultaneously with a job
connected injury covered by worker's 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 28 - Classification
Existing classes of positions may be abolished or changed and new classes may be
added to the classification plan by the Director of Personnel subject to
approval by the Board of Supervisors. The County will offer to meet and confer
with the Union on the minimum qualifications and salary of new classes and on
any proposed changes in the minimum qualifications in current classes
represented by the Union. I '
If the County wishes to add duties to classes represented by the Union, the
Union shall be notified and upon request of the Union, representatives of the
County will meet and consult with the Union over such duties.
Section 29 - Safety
The County shall expend every effort to see to it that the work performed under
the terms and conditions of this Memorandum of Understanding is performed with a
55
{ l•
1
• The mileage rate increase or decrease based on the Energy Report shall be
contingent upon the continued availability of the official monthly Energy Report
in its present form and calculated on the same basis unless otherwise agreed
upon by the parties.
30:2 Mileage Reimbursement Policy. Mileage from an employee's home to the
normal work location is not reimburseable. The normal work location is the
location to which an employee is regularly assigned. An employee with more than
one (1 ) normal work location shall be reimbursed for the mileage traveled in the
same work day between those work locations.
When an employee is temporarily reassigned to a different work location, mileage
will be reimbursed in excess of the normal mileage between the employee's home
and the regular work location.
Section 31 - Flexibly Staffed Positions
The County shall continue to provide for flexible staffing and departmental
certification for all positions in the following classes: Deputy Clerk I to
Deputy Clerk II. If an operating department verifies in writing that an admi-
nistrative or clerical error was made in failing to submit the documents needed
to promote an employee on the first of the month when eligible, said appointment
shall 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.
31 .1 Typist Clerk Trainee. Typist Clerk Trainees may be promoted through
flexible staffing upon completion of the six (6) months probationary period and
successful certification of typing proficiency. .Typist Clerk Trainees shall be
provided with on the job training and work release time for clerical skills
training.
31 .2 Stenographer Clerk Trainee. Stenographer Clerk Trainees may be
promoted through flexible staffing upon completion of six (6) months service and
upon certification of typing proficiency and successful completion of the ste-
nography proficiency exam administered monthly by the Personnel Department. The
probationary period for Stenographer Clerk Trainee is one (1 ) year.
Stenographer Clerk Trainees shall be provided with on the job training and work
release time for clerical skills training. Stenographer Clerk Trainees may take
each proficiency exam given after the employee begins work until he/she passes.
Section 32 - Meal Periods
Representatives of the Union may discuss varying meal periods (e.g. one-half
(1/2) hour versus a one (1 ) hour meal period), with certain Department Heads.
Any change in the meal period agreed to by the Union and Department Heads must
have final approval from the County Administrator.
57
^a
Y.
Y
Section 36 - Service Awards
F
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.
Section 37 - Flex-Time
It is understood that Resolution No. 75/1037 pertaining to flex-time may be
.applied to clerical employees as well as other County employees. Nothing con-
tained in this Memorandum of Understanding prohibits the Department Head from
implementing a flex-time system for clerical employees. The Department Head
prior to implementation shall discuss the implementation of any flex-time system
involving employees represented by the Union with the Union. Then. the depart-
ment shall determine if the said flex-time is feasible following a trial period
and then shall submit the plan to the County Administrator for approval. Upon
written request to the Employee Relations Officer, the Union may request to meet
with a Department Head for the purpose of proposing an alternate flexible work
schedule.
Section 38 - Data on Vacant Positions
The County agrees to continue investigating the feasability of instituting a
data processing system to provide current data on available vacant positions
within the clerical series.
Section 39 - County Library Employees
39.1 Evening Differential . Employees employed at the County Library shall
receive a five 5 percent base pay salary differential for all scheduled hours
worked between 6:00 p.m. and 9:00 p.m.
39.2 Saturday Differential . Employees in the Library Unit who are sche-
duled to work Saturday shall receive a five (5) percent base pay salary dif-
ferential for all hours worked on such Saturday, said five (5) percent
differential shall not apply to any overtime hours worked on Saturday.
39.3 Library employees in 1987 shall observe the day before Christmas .in
lieu of the day after Thanksgiving; Library employees in 1988 shall observe
December 23, 1988 in lieu of the day after Thanksgiving.
Section 40 - Unfair Labor Practice
Either the County or the Union may file an unfair labor practice ,as defined in
Chapter 34-22 of Board Resolution 81/1165 against the other. Allegations of
an unfair labor practice, if not resolved in discussions between the parties,
may be heard by a mutually agreed upon impartial third party.
59
Section 46 - Word Processing Differential
Employees who are assigned primary responsibility for the operation of word pro-
cessing machines such as mag-card machines, minicomputers with word processing
software, video display typewriting equipment or other equipment attached to a
typewriter or printer with external storage capacity and utilized in the trans-
formation of words and/or ideas into readable form shall receive a differential
of $50.00 per month. This differential shall be pro-rated for permanent part-
time and permanent-intermittent employees.
.Section -47 - Hazard Pay & Stat-Call
A. Hazard Pay. Employees who work in the following designated areas shall
receive a five 5 percent base pay salary differential for each hour worked in
the hazardous area provided, however, that in the event the conditions in these
areas are improved so that the hazardous conditions no longer exist such dif-
ferential will no longer be applicable.
1 . Animal Services Department
2. Reception .Center of the County Hospital
3. Mental Health Screening Unit of the Health Services Department
4. Conservatorship Office in Martinez
5. Evening Reception for the A.I .R.S. program at the Richmond ;Clinic
6. Employee who accompanies medical staff into inmate areas of the
County Detention Facility
B. Stat-Call . A ten (10) percent base pay salary differential shall be
paid for those shifts on which employees in classifications represented by Local
2700 are specifically assigned by the administration to respond to emergency
"stat-calls" if said employees do not qualify for other hazard assignment dif-
ferential . A five (5) percent base pay salary differential shall be paid for
those shifts in which said employees are specifically assigned to .respond to
emergency "stat-calls" if said employees qualify for other -hazard assignment
differential , said five (5) percent to be in addition to the "hazard pay
differential ."
It is understood that acceptance of the assignment to "stat-call" is voluntary.
Additionally, acceptance of the assignment to "stat-call" is conditional on an
employee(s) having successfully completed required training. It is further
understood that the above referenced salary differential is based on an
employee(s) actually being assigned to "stat-call" .
Section 43 - Classification Studies
Upon receipt of the appropriate P-300 as submitted by the operating department
and approved by the County Administrator's Office, the County agrees to conduct
a review of the following classification. The County shall make its findings
known to the Union no later than the date indicated unless extended. by mutual
consent of both parties, without obligation of the County to take action based
upon the results of the study.
'v
61
1
Section 53 - Duration of Agreement
This Agreement shall continue in full force and effect from July 1 , 1987. to and
including June 30, 1989. Said Agreement shall automatically renew from year to
year thereafter unless either party gives written notice to the other prior to
sixty (60) days from the aforesaid termination date of its intention to amend,
modify, or terminate the Agreement.
Section 54 - Scope of Agreement and Separability of Provision
54.1 Scope of Agreement. Except as otherwise specifically provided herein,
this Memorandum of Understanding 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 Memorandum of Understanding demand any
change herein, provided that nothing herein shall prohibit the parties from
changing the terms of this Memorandum of Understanding by mutual agreement.
54.2 Separability of Provisions. Should any section, clause or provision
of this Memorandum of Understanding be declared illegal , unlawful or unenfor-
ceable, by final judgment of a court of competent jurisdiction, such invalida-
tion 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 Memorandum of Understanding.
54.3 Personnel Management Regulations. Where a specific provision contained
in a section of this Memorandum of Understanding conflicts with a specific pro-
vision contained in a section of the Personnel Management Regulations, the pro-
vision of this Memorandum of Understanding shall prevail . It is recognized,
however, that certain provisions of the Personnel Management Regulations may be
supplementary to the provisions of this Memorandum of Understanding or deal with
matters not within the scope of representation and as such remain in full force
and effect.
Section 55 - Past Practices and Existing Memoranda of Understanding'
Continuance of working conditions and past practices not specifically authorized
by ordinance or by resolution of the Board of Supervisors is not guaranteed by
this Memorandum of Understanding; provided, however, that only during the term
of this Memorandum of Understanding which expires. June 30, 1989, the Union may
claim a violation of a past practice. If the Union can demonstrate that such
past practice exists by virtue of having been acknowledged and agreed to by
Management and representatives of the Union or by employees represented by the
Union who reach agreement with a Department Head on a specific policy covering a
group of employees such as a reassignment policy, the alleged violation of said
past practice will be subject to the grievance procedure. Those practices which
have been agreed to by Management and not approved by the Department Head must
be confirmed and approved by the Department Head within six (6) months from the
below execution date of this Memorandum of Understanding in order to be con-
sidered a past practice pursuant to this provision.
63
ATTACHMENT A
PROJECT POSITIONS
United Clerical , Technical & Specialized Employees, AFSCME, Local 27.00, and the
County have met and conferred in good faith regarding wages, hours and other
terms and conditions of employment for employees in project cllasses which,
except for the project designation, would be represented by United Clerical ,
Technical & Specialized Employees, AFSCME, Local 2700. For example, Clerk is
represented by United Clerical , Technical & Specialized Employees, therefore, it
has been agreed that Clerk-Project will also be represented by United Clerical ,
Tehnical & Specialized Employees.
Other project classes that are not readily identificable as properly included in
bargaining units repreented by United Clerical , Technical & Specialized
Employees shall be assigned to bargaining units in accordance with the
provisions of Section 34-12.015 of Board Resolution 81/1165.
The Union and the County understand that the meet and confer process with
respect to the conditions of employment for project classifications is unique
and, therefore, differs from other regular classes represented by United
Clerical , Technical & Specialized Employees in the following respects.
1 . Project employees are not covered by the Merit System;
2, project employees may be separated from service at any time
without regard to the provisions of this Memorandum of
Understanding, without right of appeal or hearing or 'recourse
to the grievancxe procedure specified herein;
3, any provision of this Memorandun of Understanding which
pertains to layoff or seniority are not applicable to project
employees.
Y '
y
•
-2-
2. . ..Notes
2_2. . ..Notes
a. Failure to give five (5) days prior notice of an
appointment from outside County service is the only
aspect of .this section that is subject to the grievance
procedure.
b. Failure to compensate an employee who is filling an
uncovered previously designated senior level position is
the only aspect of this section that is subject to the
grievance procedure.
c. This section is grievable to the extend provided for in
Section 5.6 "Increments Within Range" of the Memorandum
of Understanding between the County and United Clerical
Employees dated November 4, 1985.
3. An employee who is reassigned from a higher level position to a lower
level position and who is Y rated or placed in the appropriate salary range for
the assignment in accordance with Section 9.F of the Clerical Deep Class
Resolution shall be given notice in accordance with Section 23.2 ".Skelly .
Requirements" of the Memorandum of Understanding between the County and United
Clerical Employees dated November 4, 1985. An employee may appeal such an
action through Section 24, "Grievance Procedure" beginning with step C. said
appeal must be filed within ten 10 work days of the action.
4. Section 20.7 of the Memorandum of Understanding between the County and
United Clerical Employees dated November 4, 1985 shall apply if an employee is
not redesignated to a senior level position in accordance with Section 20 of the
Clerical Deep Class Resolution.
Dated /
United Clerical Employees
Contra Costa County Local 27700, AFSCME ',�'
r
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•
-2-
2. . . .Notes
2-2. . . .Notes
a. Initial appointments above step 14 prior to June 30,
1983, are the only aspect of this section that is sub-
ject to the grievance procedure.
b. Failure to compensate an employee who is filling an
uncovered previously designated advance level position
is the only aspect of this section that is subject to
the grievance procedure.
C. This section is grievable to the extend provided for in
the Section titled "Increments Within Range" of the
current Memorandum of Understanding between the County
and,United Clerical Employees.
3. An employee who is reassigned from a higher level position to a lower
level position and who is Y rated or placed in the appropriate salary range for
the assignment in accordance with Section 9.D of the Secretary Deep Class
Resolution shall be given notice in accordance with the Section on "Skelly
Requirements" in the current Memorandum of Understanding between the County and United
Cler'calEmployees. An employee may appeal such an action through the
"Grievance Procedure" beginning with step C. Said appeal must be filed within
ten 10 work days of the action.
4. The Section on Promotions in the current Memorandum of Understanding
between the County and United Clerical Employees shall apply if an employee is
not redesignated to an advance level position in accordance with Section 20 of
the Secretary Deep Class Resolution.
Dated // r
United Clerical Employees
Contra Costa County Local 2700, AFSCME
4
•• PC087901 CLASS 6 SALARY LISTING
CF04 CODE 3
i AFSCME• LOCAL 27009 UNITED CLERICAL EMPLUYEES
CFO
4-5 CLAS LEVEL SALARY RANGE CLASS TITLE
•
3 R J3TD . TD-1115. . 1864.00 - 2386.00 . . a SECRETARY (DEEP CLASS )
• 3 R J3TO . TO-1115 . 1492.00 - 2057.00 . . a SECRETARY (DEEP CLASS)
3 R J3TE . XB-1463 . 1962.00 - 2445.00 . . SECRETARY - CLERK OF THE HOARD
• . . SHERIFF'S PROCESS CLERK
3 R JPTA . XB-1380 - 1719.00 - 2195.00
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3 R J3WA . C5-1076 . 1332.00 - 1620.00 . . STENOGRAPHER CLERK
3 R 94SA . C5-1347 . 1747.00 - 2123.00 . . TELECOMUNICATIONS CLERICAL SPEI
i 3 R VNSA . C5-1405 - 1851.00 - 2250.00 . . TUMOR REGISTRAR
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EXHIBIT A
THE BOARD OF SUPERVISORS OF CONTRA COSTA COUNTY, CALIFORNIA
Adopted this Order on July 7, 1987 ,by the following vote:
AYES: Supervisors Fanden, To-lakson, Schroder
NOES: None.
ABSENT: Supervisors Powers, McPeak.
ABSTAIN: None.
SUBJECT:
In the Matter of Establishing
a Video Display Terminal 87/417
Operator Differential
Whereas in accordance with 'provisions of the 1985-1987 MOU meet
and confer discussions have been conducted between•repr'esentatiires
of the County and AFSCME Local 2700. (United Clerical Employees)
regarding establishment of differential for video, display terminal
operators; and
Whereas agreement has been reached between the parties regarding
provisions governing such a differential;
The Contra Costa County Board of Supervisors hereby resolves:
1. Effective May 1, 1987, employees in classifications .
represented by AFSCME Local 2700 who regularly utilize a video
display terminal under criteria specified below shall receive
a differential of forty dollars ($40) per month.
2. Criteria for payment of the video display 'differential are as
indicated:
a. An employee must be proficient at on-line entering,
revising and/or deleting of data. Employees classified as
Data Entry. Operatbrs will not be eligible for this
differential. Employees who use data terminal' only for
information retrieval, rather than on-line manipulation,
also do not qualify.
b. An employee must use the video display terminal at least
25% of the time: The differential will be pro-rated for
part-time and permanent intermittent . employees and
employees absent without pay during a pay period.
c. An employee must be proficient at using the special
function keys to -activate and use various inter-related
screens.
d. An employee must have agood understanding of the
department's computerized system and understand the
consequence of error if data is improperly entered,
revised or deleted.
e. Employees who receive the word processing differential are
not eligible to receive this differential.
3. The Personnel Director or his designee shall review each
request for this differential and payment is subject to his
approval.
hereby r and COPY 01
Orlg. Dept.• anacoon takeni and entered on the minuler of the
cc: County Administrator Board of suprvlw on Na data shown.
Aud'tor-Controller i 1
ATTESTEDr
YEr SVnilel PHIL BATCW LOR, lark of 1hr Boer
of su ora and County Adminlrlralor
DaPuty
RESOLUTION NO. 87/417
THE BOARD OF SUPERVISORS OF CONTRA COSTA COUNTY, CALIFORNIA
Adopted this Order on December 1, 1987 by the following vote:
AYES: Supervisors Powers , Fanden , Schroder, Torlakson, McPeak
NOES: None
ABSENT: None
ABSTAIN: None
SUBJECT: In the Matter of Compensation for )
County Officers, Management and ) RESOLUTION NO. 67/687
Unrepresented Employees for )
FY 1987-1988 and FY 1988-1989 )
THE CONTRA COSTA COUNTY BOARD OF SUPERVISORS RESOLVES:
The County Administrator and the Management Compensation Committee having reviewed
present compensation of 'elective officials, appointive officers, management
employees not included in representation units and other employees not in
representation units and recommended adjustment to salaries and certain benefits
for these officers and employees; and
The Board of Supervisors having executed Memoranda of Understanding with various
employee organizations for a twenty-four (24) month period commencing July 1, 1987
through June 30, 1989; and
Those management employees in departments where salaries of subordinate
represented employees are governed by agreements with the County established for
periods not coincident with the July 1 to June 30 fiscal year shall be considered
for a general salary increase to maintain appropriate differentials with
subordinate represented classifications on the expiration date of the subordinate
Memorandum of Understanding. Management employees in this category include, but
are not limited to, Fire District managers tied to IAFF Local 1230.
All benefits which are generally available to all management employees shall be
reviewed for adjustment coincident with review of salaries for managers on the
fiscal year cycle. These benefits include, but are not limited to: medical
plan coverages and contribution rates, vacation and sick leave accrual rates,
administrative leave, incentive pay, holidays and credit for holidays, long-term
disability coverages and eligibility, mileage reimbursement, automobile allowance,
retirement contribution, life insurance, professional development reimbursement,
vacation payoff, training and book allowance, health fitness/wellness programs,
deferred compensation, bilingual pay, video display terminal differential and
the word processing differential . Those benefits which are available on a
specific basis to selected management employees shall be reviewed for adjustment,
coincident with review of salaries for those affected management employees.
These benefits generally include, but are not limited to: conservatorship
differential , safety shoes and prescription safety eyeglasses, uniform allowance,
fire service emergency recall and standby differential, attorney professional
development reimbursement, Fire District sick leave and vacation accrual rates
and the Building Inspection special differential .
Therefore, the following compensation program for elected officials, appointed
officials, management employees and unrepresented employees is adopted effective
July 1, 1987.
A. SALARIES AND INCENTIVES
1. General Adjustment: The salaries of the officers and employees whose
classifications are set forth in the document entitled "Exhibit All
attached hereto and incorporated herein, are as specified effective on
November 1, 1987.
- 1 -
RESOLUTION NO. 87/687
n
Effective July 1, 1988, the salaries of the officers and employees whose
classifications are set forth in the document entitled "Exhibit All attached
hereto and included herein, shall receive a general wage increase of 39
levels on the County Salary Schedule (4%) . Excluded from provisions of this
section are elected members of the judiciary, those classes tied directly to
the judiciary and those management employees linked to subordinate represented
classes governed by agreements not coincident with the July 1 to June 30
fiscal year. Classes linked to the judiciary include but are not limited to
Family Law Commissioner, Court Commissioner A and B and Juvenile Court
Referee.
2. Spinoff Adjustment: As may be recommended by the County Administrator, the
Board shall consider during Fiscal Year 1987-1988 and 1988-1989 additional
adjustments as yet unspecified for employees whose classifications are set
forth in Exhibit A, including any management or unrepresented classes which
may be added thereto for the purpose of restoring supervisory-subordinate
relationships compacted as a result of increases for subordinate represented
classes.
3. Incentive Pay Plan: Classified, exempt and project management employees and
.elected officials whose classifications are set forth in Exhibit A. or have
been added thereto and who have completed ten (10) years of service for the
County in either an appointive or elective capacity shall continue to be
eligible to receive a two and one-half percent (22%) longevity differential .
For purposes of determining ten (10) years service for this differential ,
the records utilized for service award purposes will control . Approval of
. the appointing authority based on work performance is required prior to the
granting of the longevity differential .
4. Differentials:
A. Conservatorship: Unit Supervisors in the Conservatorship Program
shall continue to be eligible to receive a differential per hour
worked of five .percent (5%) of the hourly equivalent of the base
rate while in regular pay status.
B. Building Inspection: Employees in the single-position management
classes of Supervisor, Inspection Services and Building Inspection
Special Program Coordinator when assigned to the New Construction
and Housing Divisions respectively shall continue to be eligible
for a premium of five percent (5%) of base monthly salary.
C. Word Processing: Management and unrepresented employees whose
classifications are listed in Exhibit A, who are assigned primary
responsibility for the operation of word processing machines such
as mag-card machines, minicomputers with word processing software,
video display typewriting equipment, or other equipment attached to
a typewriter or printer with external storage capacity and utilized
in the transformation of words and/or ideas into readable form shall
continue to be eligible to receive a differential of fifty dollars
($50.00) per month. This differential shall be prorated for
permanent part-time and permanent-intermittent employees.
D. Video Display Terminal Differential : Effective January 1, 1988,
management and unrepresented employees utilizing video display
terminals under the same terms and conditions applied to members of
AFSCME, Local 2700 shall be eligible to receive a differential of
forty dollars ($40.00) per month.
E. Peace Officer Training Incentive Program:
1. Provisions of Section 17 (Peace Officer Training) of the
County Salary Regulations are continued for incumbents in
the classes of Marshal , Sheriff's Captain, Deputy Sheriff
Chief-Criminalistics Laboratory, Chief Deputy Sheriff,
Assistant Sheriff, Executive Assistant Sheriff, Sheriff-
Coroner and District Attorney Chief of Inspectors who
possess the appropriate : certificates beyond the minimum
qualifications required in their class and/or who meet
appropriate continuous education requirements in the
following manner:
- 2 -
a. A career incentive allowance of two and one-half
percent (22%) of monthly base pay shall be
awarded for the possession of a Management and/or
Executive P.O.S.T. Certificate and for annually
completing at least sixty (60) hours of approved
education or training or at least three (3)
approved college semester units of credit, or an
approved combination thereof.
b. A permanent career incentive allowance of two and
one-half percent (22%) of monthly base pay shall
be awarded for the possession of a Management
and/or Executive P.O.S.T. Certificate and possession
of an approved baccalaureate degree.
c. A permanent career incentive allowance of two and
one-half percent (22%) of monthly base pay shall
be awarded for possession of a Management and/or
Executive P.O.S.T. Certificate and an appropriate
baccalaureate degree and an additional two and
one-half percent (22%) of monthly base pay shall
be awarded for annually completing at least sixty
(60) hours of approved education or training or
at least three (3) approved college semester units
of credit, or an approved combination thereof.
d. A permanent career incentive allowance of five
percent (5%) of monthly base salary shall be
awarded for possession of a Management and/or
Executive P.O.S.T. Certificate and an approved
master's degree.
e. A permanent career incentive allowance of five
percent (5%) of monthly base salary shall be
awarded for possession of a Management and/or
Executive P.O.S.T. Certificate and an approved
master's degree and an additional two and one-
half percent (22%) of monthly base pay shall be
awarded for annually completing at least sixty
(60) hours of approved education or training or
at least three (3) approved college semester units
of credit, or an approved combination thereof.
f. Incumbents in the class of District Attorney Chief
of Inspectors are exempt from the annual continuing
education requirements of this section.
2. Provisions of Section 17 (Peace Officer Training) of the
County salary regulations are continued to provide career
incentive benefits to incumbents in the classes of Sheriff' s
Lieutenant, Deputy Sheriff Supervising Criminalist,
Assistant Marshal and District Attorney Lieutenant of
Inspectors, who possess the appropriate certificates
beyond the minimum qualifications required in their class
and/or meet appropriate continuous education requirements
in the following manner:
a. A career incentive allowance of two and one-half
percent (22%) of monthly base pay shall be
awarded for the possession of an Advanced P.O.S.T.
Certificate and for annually completing at least
sixty (60) hours of approved education or training
or at least three (3) approved college semester
units of . credit, or an approved combination
thereof.
b. A permanent career incentive allowance of two and
one-half percent (22%) of monthly base pay shall
be awarded for the possession of an Advanced
P.O.S.T. Certificate and possession of an approved
baccalaureate degree.
3 -
i r r
c. A permanent career incentive allowance of two and
one-half percent (22%) of monthly base pay shall
be awarded for possession of an Advanced P.O.S.T.
Certificate and, an appropriate baccalaureate
degree and an additional two and one-half percent
(22%) of monthly base pay shall be awarded for
annually completing at least sixty (60) hours of
approved education or training or at least three
(3) approved college semester units of credit, or
an approved combination thereof.
d. A permanent career incentive allowance of five
percent (5%) of monthly base salary shall be
awarded for possession of an Advanced P.O.S.T.
Certificate and an approved master's degree.
e. A permanent career incentive allowance of five
percent (5%) of monthly base salary shall be
awarded for possession of an Advanced P.O.S.T.
Certificate and an approved master's degree and
an additional two and one-half percent (212%) of
monthly base pay shall be awarded for annually
completing at least sixty (60) hours of approved
education or training or at least three (3)
approved college semester units of credit, or an
approved combination thereof.
f. Incumbents in the class of District Attorney
Lieutenant of Inspectors are exempt from the
annual continuing education requirements of this
section.
F. Certified Internal Auditors and Certified Public Accountants:
Incumbents of management professional auditor and accounting
classifications who are qualified as Certified Internal Auditors
(CIA) or Certified Public Accounts (CPA) shall continue to be, at
the discretion of the Department Head, eligible for a differential
or five percent (5%) of monthly base salary.
B. LEAVES AND PAY FOR TIME NOT WORKED
1. Holidays: The County will observe the following holidays during the term
covered by this Resolution:
Labor Day New Year's Day
Veteran 's Day Martin Luther King Day
Thanksgiving Day Washington's Birthday
Day after Thanksgiving Memorial Day
Christmas Day Independence Day
Such other days as the Board of Supervisors may by Resolution designate as
holidays.
All employees whose classifications are set forth in Exhibit A shall continue
to accrue two (2) hours of personal holiday credit per month. Such personal
holiday time may be taken in increments of one-half (2) hours. No employee
may accrue more than forty (40) hours of personal holiday credit. On
separation from County service, the employee shall be paid for any unused
personal holiday credits at the employee's then current pay rate.
The day after Thanksgiving is deleted as a holiday for all management and
unrepresented employees in the County Library Department and the day before
Christmas is added as a holiday for these employees.
For employees whose classifications are set forth in Exhibit A, any holiday
listed above which falls on a Saturday shall be celebrated on the preceding
Friday and any holiday listed, above which falls on a Sunday shall be
celebrated on the following Monday.
_ 4 _
If amendments to Government Code Section 6700 and/or 6701 become effective
to delete any of the above as holidays. or to add new holidays, such amendments
shall be effective for employees whose classifications are listed on the
document entitled Exhibit A, attached hereto and incorporated herein.
Permanent part-time management and unrepresented employees shall continue to
receive holiday credit in the same ratio to the holiday credit given full-time
management and unrepresented employees as the number of hours per week in the
part-time employee's schedule bears to the number of hours in the regular
full-time schedule, regardless of whether the holiday falls on the part-time
employee's regular work day.
Application of Holiday Credit:
A. Employees on the regular forty (40) hour 8:00 a.m. to 5:00 p.m.
Monday through Friday work schedule shall be entitled to a holiday
whenever a holiday is observed pursuant to the schedule cited above.
B. Employees on a work schedule other than the regular one shall be
entitled to credit for any holiday, whether worked or not, observed
by employees on the regular schedule; conversely, such employees
will not receive credit for any holiday not observed by employees
on the regular schedule even though they work the holiday.
The purpose of this plan is to equalize holidays between employees on the
regular work shedule and those on other work schedules.
If a holiday falls on either of the two (2) days off of an employee on a
schedule other than the regular one, for timekeeping purposes, the employee
shall be given credit for overtime or granted time off on his/her next
scheduled work day. Employees who are not permitted to take holidays because
of the nature of their work are entitled to overtime pay.
2. Vacation Accrual : Effective January 1, 1988, all management employees,
excluding elected officials, shall accrue vacation credit as follows:
Monthly Maximum
Accrual Cumulative
Length of Service Hours 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
3. Management Administrative Leave: All classified, exempt and project
management employees listed in Exhibit A shall continue to be credited with
five (5) days of paid personal leave for the term of this Resolution in
accordance with provisions of Resolution 79/781 and 81/1007, Administrative
Bulletin 323 (Paid Personal Leave) and Information Memorandum 433. Any
classified, exempt or project management positions covered by the Fair Labor
Standards Act shall receive overtime pay in lieu of management administrative
leave.
4. Sick Leave: All employees listed in Exhibit A, excluding elected officials,
shall continue to receive sick leave benefits for the term of this
Resolution in accordance with provisions of Resolutions 79/781 and 81/1007,
the County Salary Regulations Section 9.3 and Administrative Bulletin 311.3
(Sick Leave Policy) .
C. BENEFITS AND ALLOWANCES
1. For all classified, exempt and project management employees, elected officials
and unrepresented employees tied to management classes listed in Exhibit A.
the County will continue the existing County Health Plan program of combined
medical, dental and life insurance coverage through Contra Costa Health Plan
_ 5 _
(CCHP), Herrick-Alta Bates Health Service (HEALS) , Institute for
Preventative Medicine (IPM) , Kaiser-Permanente Foundation (KPF) , Life uard
Health Plan (LGD), Delta Dental Plan (DDP) , Safeguard Dental Plan (SGD? and
Aetna Life Insurance and will contribute up to the following monthly amounts
toward the existing County Group Health Plan program of insured coverage(s)
provided. These figures apply to both active and retired employees.
Medical Dental Family County
Plan Plan Status Contribution
CCHP None S $ 84.39
None F 213.44
DDP S 99.73
DDP F 248.12
SGD S 94.51
SGD F 234.41
HEALS None S $ 89.20
None F 188.48
DDP S 97.59
DDP F 199.76
SGD S 96.98
SGD F 200.75
IPM None S $ 85.25
(to be None F 180.54
terminated DDP S 92.85
May 1, 1988) DDP F 189.22
SGD S 92.59
SGD F 189.22
KPF None S $ 85.78
None F 189.86
DDP S 92.23
DDP F 196.48
SGD S 92.71
SGD F 196.47
LGD None S $ 86.40
(to be None F 186.19
terminated DDP S 92.85
May 1, 1988) DDP F 193.24
SGD S 92.85
SGD F. 192.80
Corresponding Medicare rates for employees covered in this Resolution shall
be as follows: for Employee Only on Medicare by taking the Employee Only
rate for the option selected and subtracting the monthly Part B Medicare
premium withheld from Social Security payments for one enrollee; for
Employee and Dependent(s) with one member on Medicare by taking the Employee
and Dependent(s) rate for the option selected and subtracting the monthly
Part B Medicare premium withheld from Social Security payments for one
enrollee; for Employee and Dependent(s) with two members on Medicare by
taking the Employee and Dependent(s) rate for the option selected and
subtracting the monthly Part B Medicare premium withheld from Social
Security payments for two enrollees.
The County shall extend to all management employees, elected officials and
unrepresented employees tied to management whose classifications are listed
in Exhibit A, any new or adjusted health plan benefits which may be negotiated
with employee organizations during the term of this Resolution.
Effective January 1, 1988, the County will contribute up to six dollars
($6.00) per month for a single subscriber and up to fourteen dollars
($14.00) per month for a subscriber with dependents, based on the premium
increase set by the Kaiser-Permanente Foundation Health Plan.
Effective August 1, 1988, the . County will contribute up to six dollars
($6.00) per month for a single subscriber and up to fourteen dollars
($14.00) per month for a subscriber with dependents, based on the premium
increase set by the Kaiser-Permanente Foundation Health Plan.
- 6 -
Any increases in the Health Plan costs greater than the County contributions
identified above occurring during the duration of the Resolution shall be
borne by the employee.
2. Medical Treatment for Job Injuries: Whenever an employee who has been injured
on the job and has returned to work is required by his/her attending physician
to leave work for treatment during working hours he/she shall be allowed
time off up to three (3) hours for such treatment without loss of pay or
benefits. This provision applies only to injuries that have been accepted
by the County as job-connected.
3. Individual Health Plan Participation: Management and unrepresented
employees whose classifications are listed in Exhibit A shall continue to be
allowed to maintain their County Group Health Plan coverage at the County
group rate for twelve (12) months if on approved medical leave of absence
provided that the employee shall pay the entire premium (i .e. , both employer
and employee share) for the health plan during said leave. Said payment
shall be made by the employee at a time and place specified by the 'County
and late payment shall result in cancellation of the health plan coverage.
4. Permanent-Intermittent Health Plan Participation: A permanent-intermittent
employee whose classification is set forth in Exhibit A may continue to
participate in the County Group Health Plan of combined insurance coverage
wholly at the employee's expense. The County will not contribute to the
employee 's monthly premium and the employee will be responsible for paying
the monthly premium appropriately and punctually. Failure to meet the
monthly premium deadline will mean automatic and immediate withdrawal from
the County Group Health Plan and reinstatement may only be effectuated
during the annual open enrollment period.
5. Provisional Employee Health Plan Participation: Employees provisionally
appointed to permanent positions in classifications set forth in Exhibit A
may participate in the County Group Health Plan of combined medical, dental
and life insurance coverage wholly at the employee's expense. Other conditions
of premium payment as noted above in Paragraph C4 (Permanent-Intermittent
Health Plan Participation) shall apply to these provisional employees.
6. Partial Month: The County's contribution to the Health Plan premium is
payable for any month in which the employee is paid. If an employee is not
paid enough compensation in a month to pay the employee share of the premium,
the employee must make up the difference by remitting the amount delinquent
to the Auditor-Controller. The responsibility for this payment rests with
the employee. If payment is not made, the employee shall be dropped from
the health plan. An employee is thus covered by the health plan for the
month in which compensation is paid.
7. Coverage During Absences: An employee who is on approved leave of absence
may convert to individual health plan coverage within thirty (30) days of
the commencement of leave.
Employees shall be allowed to maintain their Health Plan coverage at the
County group rate for twelve (12) months if on approved medical leave of
absence provided that the employee shall pay the entire premium (i.e. , both
employer and employee share) for the Health Plan during said leave. Said
payment shall be made by the employee at a time and place specified by the
County. Late payment shall result in cancellation of Health Plan coverage.
An employee who terminates County employment who has earned compensation for
actual time worked or is credited for time worked through vacation or sick
leave accruals, is only covered through the month in which he is credited
with compensation. An employee who terminates County employment may convert
to individual health plan coverage.
8. Retirement Coverage: Upon retirement, employees may remain in the same
County group medical plan if immediately before their retirement they are
either active subscribers to one of the County Health Plans or if on
authorized leave of absence without pay, they have retained individual
conversion membership from the County plan.
9, Dual Coverage: If a husband and wife both work for the County and one of
them is laid off, the remaining eligible shall be allowed to enroll or
transfer into the health coverage combination of his/her choice.
- 7 -
1
a`
An eligible employee who is no longer covered for medical or dental coverage
through a spouse's coverage shall be allowed to enroll or transfer into the
health coverage combination of his/her choice within thirty (30) days of the
date coverage is no longer afforded under the spouse's plan.
10. Personal Protective Equipment: The County shall reimburse employees for
safety shoes and prescription safety eyeglasses in those classifications
set forth in Exhibit A. which the County has determined eligible for such
reimbursement. The County will reimburse eligible employees for safety
shoes in an amount not to exceed forty dollars ($40.00) in any calendar
year.. The County will reimburse eligible employees for prescription safety
eyeglasses which are approved by the County and are obtained from such
establishment as required by the County.
11. Mileage Reimbursement: For all classified, exempt and project management
employees and unrepresented employees listed in Exhibit A, but excluding
Department Heads as defined in Section C12 below, mileage allowance for the
use of personal vehicles on County business shall be paid according to the
following per month formula:
1 - 400 miles --------------- $ .22 per mile
401 - plus miles --------------- $ .16 per mile
The above rates shall be adjusted to reflect an increase or decrease in the
cost of gasoline which shall be determined as provided below on the basis of
the average price of "gasoline, all types" per gallon as listed in Table 5
(Gasoline Average Prices Per Gallon, U.S. City Average and Selected Areas)
for the San Francisco-Oakland, California area published by the Bureau of
Labor Statistics, U.S. Department of Labor, hereinafter referred to as the
"Energy Report".
The above rates shall be increased or decreased by one cent (1¢) for each
fifteen cents (15Q) increase or decrease in the base price for gasoline which
shall be defined as the average price of gasoline per gallon for July, 1979
as published in the Energy Report. Any such rate increase or decrease shall
be effective the first of the month following publication of the Index. The
above formula rates include price increases reported since July, 1979.
The mileage rate increase or decrease based on the Energy Report shall be
contingent upon the continued availability of the offical monthly Energy
Report in its present form and calculated on the same basis.
Mileage allowance for the use of personal vehicles on County business by
employees in the class of Supervising Appraiser shall continue to be paid
according to the following per month formula and are subject to adjustment
as above•
1 - 600 miles --------------- $ .22 per mile
601 - plus miles --------------- $ .16 per mile
12. Executive Automobile Allowance: All Department Heads and elected officials
listed below, excluding the Marshal and Fire Chiefs, shall continue to be
eligible to receive an automobile allowance of $200.00 per month plus nineteen
cents (19t) for mileage (including the escalator provision described above
in Section C11) . Mileage computation shall include portal to portal travel
for work-related activities. Receipt of the automobile allowance will require
that Department Heads furnish a private automobile for County business.
Agricultural Commissioner/Dir. W/M Director of Animal Services
Assessor Director of Building Inspection
Asst. County Admin.-Dir. of Personnel Director of Community Development
Auditor-Controller Director of General Services
Board of Supervisors Member Director of Health Services
Clerk-Administrator of the Court (A & B) District Attorney-Public Admin.
Clerk-Recorder Private Industry Council Director
Community Services Director Public Defender
County Administrator Public Works Director
County Counsel Retirement Administrator
County Librarian Sheriff-Coroner
County Probation Officer Superior Court Admin.-Jury Comm.
County Veterans Service Officer Treasurer-Tax Collector
County Welfare Director
_ 8 -
If use of a County vehicle is temporarily required as a result of an emergency
such as an accident or mechanical failure to the Executive' s personal
automobile, with the approval of the County Administrator, a County vehicle
may be utilized. The Public Works Department will charge the Executive's
department for the cost of the County vehicle usage consistent with County
policy.
13. Retirement Contribution: Pursuant to Government Code Section 31581.1,
the County will continue to pay fifty percent (50%) of the retirement
contributions normally required of management and unrepresented employees
whose classifications are listed in Exhibit A. Such payments shall continue
for the duration of this Resolution and shall terminate thereafter. Employees
shall be responsible for payment of the employee's contribution for the
retirement cost-of-living program as determined by the Board of Retirement
of the Contra Costa County Employees' Retirement Association without the
County paying any part of the employee's share. The County will continue to
pay the remaining one-half (k) of the retirement cost of living program
contribution.
14. Management Life Insurance: Classified, project and exempt management employees,
excluding Department Heads listed above in C12, whose classifications are
identified in Exhibit A, shall continue to be provided with a $30,000 term
life insurance policy. Elected officials and all Department Heads, elected
and appointed, shall be provided with $50,000 term life insurance policies.
Premiums for this insurance shall be paid by the County with conditions of
eligibility to be reviewed annually. For purpose of this section, Department
Heads eligible are those listed in Section C12, plus the Marshal and Fire
Chiefs of Riverview, Consolidated, Orinda and Moraga Fire Protection
Districts.
15. Attorney Professional Development Reimbursement: The County shall reimburse
employees in the below listed management attorney classifications up to a
maximum of $500.00 each fiscal year for the following types of expenses:
1. Bar membership dues.
2. Membership dues in legal professional associations.
3. Purchase of legal publications.
4. Training and travel costs for job-related educational courses.
Any unused accrual may be carried forward to the next fiscal year up to a
maximum of $1,000.00. Classes eligible are:
Assistant County Counsel Deputy County Counsel II
Assistant Public Defender Deputy County Counsel III
Asst. District Attorney Deputy County Counsel IV
Chief Asst. ' District Attorney Deputy County Counsel-Fixed Term
Chief Asst. Public Defender-Exempt Deputy District Attorney
Chief Deputy District Attorney Deputy District Atty.-Fixed Term
Chief Deputy Public Defender District Attorney-Public Admin..
Chief Trial Deputy Public Defender Public Defender
County Counsel Sr. Deputy District Atty.-Exempt
16. Training: All management and unrepresented employees listed in Exhibit A,
excluding attorney classes listed in Section 18 (A) above, shall continue to
be eligible for career development training reimbursement in the maximum
amounts of $200.00 per semester or $150.00 per quarter, not to exceed
$600.00 per year.
The reimbursement of training expenses shall be consistent with Administrative
Bulletins on Travel and Training.
17. Long-Term Disability Insurance: For classified, project and exempt management
employees and elected officials whose classifications are listed in Exhibit A,
the County shall continue in force all provisions of the Long-Term Disability
Insurance program with a replacement limit of eighty-five percent (85%) of
total monthly base earnings reduced by any deductible benefits. The premium
for this Long-Term Disability Insurance program shall continue to be fully
paid by the County.
_ 9 _
t
18. Vacation Payoff: Employees in management classifications (including those
wor icing twenty-four (24) hour shift patterns in merit system fire districts)
designated in Exhibit A, may continue to choose reimbursement for 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 shall be based on an hourly rate determined by dividing the
employee's monthly salary by 173.33 (242.67 for employees working twenty-four
(24) hour shifts in fire districts); and (3) the maximum number of hours
that may be reimbursed in any year is one-third (1/3) of the annual accrual
at the time of reimbursement.
19. Uniform Allowance: The monthly uniform allowance for management employees
of the five County Merit System Fire Protection Districts including: Contra
Costa (Consolidated) , Riverview, West, Moraga and Orinda in the classifications
of Fire Chief, Fire Chief-Riverview Fire Protection District, Fire Chief
Group II, Assistant Fire Chief Group I, Assistant Fire Chief-Riverview Fire
Protection District, Assistant Fire Chief Group II, Battalion Chief,
Battalion Chief-Riverview Fire Protection District, Fire Marshal Group II,
Fire Marshal-West County Fire District, Fire Officer-Exempt, Fire District
Communications Manager, Fire Training Supervisor and Supervising Fire
Inspector shall continue to be thirty-three dollars ($33.00) per month.
The monthly uniform allowance for management employees in the Sheriff-Coroner
Department in the classifications of Chief Executive Assistant Sheriff,
Assistant Sheriff, Chief Deputy Sheriff, Captain, Lieutenant, Deputy Sheriff-
Chief Criminalistics Laboratory, Supervising Criminalist, Supervising
Communications Technician, Sheriff's Fiscal Officer and Administrative
Services Officer shall be thirty-seven dollars ($37.00) per month effective
July 1, 1988.
The uniform allowance for employees in the management classifications of
Animal Control Supervisor and Chief Animal Control Supervisor shall continue
to be thirty-five dollars ($35.00) per month.
20. Bilingual Pay: A salary differential of fifty dollars ($50.00) per month
shall continue to be paid management and unrepresented employees whose
classifications are listed in Exhibit A, who are incumbents of positions
requiring bilingual proficiency as designated by the Appointing Authority
and Director of Personnel . Said differential shall be prorated for
employees working less than full time and/or on an unpaid leave of absence
during any given month.
Designation of positions for which bilingual proficiency is required is the
sole perogative of the County, and positions which may now or in the future
require special language skills may have such requirement amended or
deleted.
21. Fire Service Emergency Recall and Standby Differential : A salary differential
in the amount of five percent 5 of the monthly base salary shall continue
to be in effect for management personnel in the Consolidated, Orinda, Moraga
and Riverview Fire Protection Districts subject to assigned standby and
emergency recall a minimum of two (2) weeks each month. Such personnel
assigned to standby and emergency recall for one (1) week in each four (4)
consecutive weeks shall receive a differential in the amount of two and one-
half percent (22%) of the monthly base salary. Fire Chiefs of the
Consolidated, Orinda, Moraga, and Riverview Fire Protection Districts are
not eligible for the standby and emergency recall differentials stated
herein.
22. Fire District Sick Leave and Vacation Accrual Rates: Vacation and sick
leave accrual and usage rates for management employees regularly assigned to
fifty-six (56) hour per week positions within the Consolidated, Orinda,
Moraga, West and Riverview Fire Protection Districts shall continue to be in
accordance with Administrative Bulletins issued by the respective Districts.
23. Emergency Services Standby Differential : Persons in the classes of Emergency
Services Coordinator and Senior Emergency Services Coordinator who are
assigned to standby duty in the Office of Emergency Services at least one
week per month shall continue to be eligible for a differential in the
amount of two and one-half percent (22q) of the monthly base salary.
- 10 -
24. Professional Development: Classified, project and exempt management employees,
excluding Department Heads, their chief assistant(s) and all attorney classes
listed in C12 above, shall continue to be eligible for reimbursement of up
to $150 per fiscal year. for memberships in professional organizations,
subscriptions to professional publications and attendance fees at job-related
professional development activities. Department Heads and their chief
assistant(s) shall be eligible for similar reimbursement in the amount of
$300 per fiscal year. Authorization for individual professional development
reimbursement requests shall be made by the Department Head. Reimbursement
will occur through the regular demand process with demands being accompanied
by proof of payment (copy of invoice or cancelled check) .
D. CURRENT TERMS AND CONDITIONS OF EMPLOYMENT
1. Overtime Exclusion: In recognition of their management status, all classified,
exempt and project management employees whose classifications are listed in
Exhibit A. shall continue to be overtime exempt. The Office of the County
Administrator shall continue its authority to exclude certain management
classes from Overtime Exemption. Provisional appointees to management classes
and employees receiving higher pay for a higher management classification
who were not previously in a management class shall be automatically placed
on the Overtime Exempt Exclusion List since they are not eligible for
management benefits.
2. Part-Time Employees: Part-time classified, exempt and project management
employees whose classifications are listed in Exhibit A, who work at least
fifty percent (50%) of full time on a continuing basis, shall be provided the
management benefits listed in this Resolution on a full or prorata basis.
3. Permanent-Intermittent Employees: Permanent-intermittent employees whose
classifications are set forth, in Exhibit A. are eligible for vacation and
sick leave benefits ad defined in this Resolution on a pro-rata basis.
4. Length of Service Credits: For all employees whose classifications are
listed in Exhibit A. the length of service credits of each permanent employee
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 except that when an employee separates from a
permanent position in good standing and is subsequently reemployed in a
permanent County position prior to the completion of two (2) years from date
of separation, the period of separation will be bridged. Under these
circumstances, the service credits shall include all credits accumulated at
time of separation but shall not include the period of separation. The
service credits of an employee shall be determined from employee status
records of the Personnel Department.
5. Mirror Classifications: As determined by the Employee Relations Officer,
employees in unrepresented job classifications shall continue to receive the
salary and fringe benefits that are received by employees in comparable
classifications.
6. Deep Classes: No provisions of this Resolution regarding terms and conditions
of employment for classified management employees is intended to supersede
any specific provision in effect within any separate Deep Class Resolution
for management classifications.
7. Administrative Provision: The County Administrator shall establish guidelines,
bulletins or directives as necessary to further define or implement provisions
contained in this. Resolution, all provisions of Resolution No. 83/1 and the
County Salary Regulations shall continue to apply to management and
unrepresented employees covered by the terms of this Resolution.
E. RECOMMENDED TERMS AND CONDITIONS OF EMPLOYMENT
See Attachments A. B and C.
F. LUMP SUM PAYMENT therobycertify that this isatr..3and corr _t^cpr +i
an actiort taken and entered on the miro.lej 0 ;,re
See Attachment D. Board of Supervisors on the date shown�aa-
ATTESTED: ( /Q
=o CcuY1ty:Administrator Wfait BATCHELOR, Cfcrk of tharc
Auditor-Controller (Payroll) of Supervisors and County Adn:.inistrata:
Distribution to all County
Departments by Personnel Dept . 6y n ,9
ATTACHMENT A
EXECUTIVE ALLOWANCE FOR AUTO EXPENSE
Effective January 1, 1988, all Department Heads and elected officials listed in
in Section C12 of this Resolution and Resolution 86/491, shall be eligible to
receive an additional car allowance of $50 per month.
t
ATTACHMENT B
DEFERRED COMPENSATION INCENTIVE PROGRAM FOR MANAGEMENT EMPLOYEES
Not later than July 1, 1988, and effective on that date, a Deferred Compensation
Incentive Program for management employees will be implemented. The program
shall be available to all classified, exempt and project management employees
and elected officials whose classifications are set forth in Exhibit A, or have
been added thereto. This program shall have as its objective an incentive for
management employees, particularly those enrolled in the Tier II Retirement
plan, to supplement their individual retirement base through utilization of the
County deferred compensation program.
ATTACHMENT C
MANAGEMENT LIFE INSURANCE
Effective July 1, 1988, Section C14 (Management Life Insurance) shall be
modified to provide $35,000 Term Life Insurance for classified project and
exempt management employees excluding Department Heads listed in Section C12
(Executive Automobile Allowance) .
ATTACHMENT D
LUMP SUM PAYMENT
In lieu of a retroactive pay requiring special payroll recomputation processing
back to July 1, 1987, the County will make a "lump sum payment" to each employee
for the months of July, August, September and October, 1987, computed as
follows: Payroll quarter-to-date (July, August and September 10th and 25th
payrolls) gross earnings (base pay (minus AWOP), overtime, shift differential ,
hazard duty pay, career incentive, and other differential payments ordinarily
computed as a percentage of base pay) plus October payroll gross earnings will
be added together for each employee (retro pay base).
Q-T-D + Oct. PR = Retro Pay Base (RPB)
To compute the lump sum payment for all employees, the Retro Pay Base will be
multiplied by the percentage necessary to reflect the pay increase granted
November 1, 1987 and shown in Exhibit A.
The lump sum payment will be added to employees' regular December 10th pay
warrants and is subject to normal tax withholding and retirement deduction
requirements.
E X H I B I T A
1987 - 1988 SALARY LISTING
FOR
1. ELECTED OFFICIALS 1
2. MANAGEMENT CLASSES - CLASSIFIED & EXEMPT 2-15
3 . MANAGEMENT CLASSES = PROJECT 16
4. UNREPRESENTED CLASSES - PROJECT 17
5. UNREPRESENTED CLASSES - CLASSIFIED & EXEMPT 18-19
PC 08.79. 1 CLASS GLARY LISTING 1
C F04 CODE A
ELECTED OFFICIALS
CFO
4-5 CLAS LEVEL SALARY RANGE CLASS TITLE
A 8 DAAL . XA-2376 . FLAT - 5940.00 ASSESSOR
A 8 SAAZ . XA-2376 , FLAT - 5940.00 . AUDITOR-CONTROLLER
A 8 ADA1 . XA-1700 . FLAT - 3021.00 BOARD OF SUPERVISORS MEMBER
A 8 ALAI . C1-2162 . FLAT - 4795.00 . CLERK-RECORDER
A 8 2KA1 . C1-2573 . FLAT - 7231.00 . . DISTRICT ATTORNEY-PUBLIC ADMINISTRAI
A 8 2RA2 . XA-2419 . FLAT - 6202.66 . . JUDGE• MUNICIPAL COURT-GROUP III
A 8 8RA1 . XA-0360 . FLAT - 791.66 . . JUDGEp .SUPERIOR COURT; COUNTY SHARE
A 8 2RA1 . XA-2510 FLAT - 6792.08 . . JUDGE• SUPERIOR COURT-GROUP III
A 8 6XA1 . C1-2560 . FLAT - 7138.00 SHERIFF-CORONER
A 8 S5A1 . C1-2307 . FLAT - 5543.00 TREASURER-TAX COLLECTOR
s .
PC0,879. 1•. CLASS SALARY LISTING &E 2
CF04 CODE B
MANAGEMENT CLASSES - CLASSIFIED AND EXEMPT
CFO
4-5 CLAS LEVEL SALARY RANGE CLASS TITLE
B 8 SADA - C5-1994 3335.00 - 4054.00 ACCOUNTING MANAGER
B 8 SADC , C5-2189 4053.00 - 4926.00 ACCOUNTING SERVICES OFFICER
8 8 3AGB . XB-1893 2871.00 - 3665.00 ACQUISITIONS LIBRARIAN
B 8 APIA . XA-1454 1519.00 - 2363.00 ADMINISTRATIVE AIDE (DEEP CLASS)
B 8 APWA , C5-1454 1944.00 - 2363.00 ADMINISTRATIVE ANALYST
8 8 AP9A - TK-0883 1243.00 - 2363.00 - - * ADMINISTRATIVE INTERN-DEEP CLASS
B 8 APVA . C5-1625 2306.00 - 2804.00 - . ADMINISTRATIVE SERVICES ASSISTANT I'
B 8 APTA - C5-1840 2859.00 - 3476.00 . - ADMINISTRATIVE SERVICES ASSISTANT I'
8 8 APDB . T4-1764 , 3074.00 - 4135.00 . . '*+ADMINISTRATIVE SERVICES OFFICER
B 8 AJDB - C5-2014. - 3403.00 - 4136.00 . . AFFIRMATIVE ACTION OFFICER
B 8 BAA1 . C5-2116 . 3768.00 - 4580.00 . . AGRICULTURAL COMMISSIONER-OIRECTOR
B 8 9BHB . C5-1659 , 2386.00 - 2900.00 . - AIRPORT OPERATIONS SUPERVISOR
B 8 VQDF . CS-2247 , 4295.00 - 5220.00 . . ALCOHOL/DRUG, ABUSE/MENTAL HEALTH DE'.
8 8 VCSF - C5-2015 , 3406.00 - 4140.00 . , ALCOHOL/DRUG ABUSE/MENTAL HEALTH DI'
B 8 VEDA . C5-1960 , 3224.00 - 3919.00 . . ALCOHOLISM PROGRAM CHIEF
B 8 VENB , C5-1841 , 2862.00 - 3479.00 , , ALCOHOLISM REHABILITATION PROGRAM Si
B 8 BKS1 . C5-1878 , 2970.00 - 3610.00 . . ANIMAL CLINIC VETERINARIAN
B 8 BJHA . C5-1628 , 2313.00 - 2812.00 , . ANIMAL CONTROL SUPERVISOR
B 8 X4SC . C5-1560 - 2161.00 - 2627.00 , • APPEALS AND COMPLAINTS SPECIALIST
B 8 AD91 - C1-2137 . FLAT - 4677.00 . . APPEALS OFFICER
8 8 XQWC . C5-1569 . 2181.00 - 2651000 - . AREA AGENCY ON AGING STAFF ASSISTAN
8 8 XQVB . C5-1740 . 2587.00 - 3145.00 , - AREA AGENCY ON AGING STAFF ASSISTAN
0 8 XQTD . C5-1884 , 2988.00 - 3632.00 - . AREA AGENCY ON AGING STAFF ASSISTAN
8 8 DKSH , C5-1940 . 3160.00 - 3841.00 . . ASSESSMENT PROCEDURES SUPERVISOR
B 8 JJNG - XB-1806 , 2632,00 3360.00 . . ASSESSOROS CLERICAL STAFF MANAGER
B 8 SAWC , C5-1762 - 2645.00 - 3215.00 . - ASSISTANT BUDGET SERVICES MANAGER
8 8 GWHA - C3-1682 . 2692.00 - 2968.00 . . ASSISTANT CHIEF OPERATING ENGINEER
B 8 V8HC . C5-1719 . 2534.00 - 3080.00 - . ASSISTANT CHIEF RADIOLOGIC TECHNOLO
B 8 LANE . C5-1511 , 2058.00 - 2502.00 , , ASSISTANT CLERK-RECORDER DATA PROCE
B 8 ADB2 . Ci-2336 . FLAT - 5706.00 . ASSISTANT COUNTY ADMINISTRATOR - FI
B 8 ADB3 . C1-2336 , FLAT - 5706.00 . - ASSISTANT COUNTY ADMINISTRATOR - HU
B 8 AGA1 - C5-2336 . 4694,00 - 5706.00 . , ASSISTANT COUNTY ADMINISTRATOR-DIRE
B 8 DABA . C5-2184 . 4033.00 - 4902,00 . - ASSISTANT COUNTY ASSESSOR
B 8 DAB1 - C1-2184 . FLAT - 4902.00 . . ASSISTANT COUNTY ASSESSOR - EXEMPT
B 8 SABA . C5-2252 . 4316.00 - 5247.00 , 0 ASSISTANT CCUNTY AUDITOR-CONTROLLER
PL0879. t , CLASS OALARY LISTING &E 3
LF64 CODE B
MANAGEMENT CLASSES - CLASSIFIED AND EXEMPT
CFO
4-5 CLAS LEVEL SALARY RANGE CLASS TITLE
B B ALBA . C5-2006 3375.00 - 4103.00 ASSISTANT COUNTY CLERK
B 8 2EDA . C5-2379 4901.00 - 5957.00 ASSISTANT COUNTY COUNSEL
B 8 3ABA . XB-2184. 3840.00 - 4902.00 . ASSISTANT COUNTY LIBRARIAN
8 8 7ABA . C5-2278 . 4430.00 - 5385.00 . . ASSISTANT COUNTY PROBATION OFFICER
8 8 ALBC - C5- 1906 . 3054.00 - 3713.00 . . ASSISTANT COUNTY RECORDER
B 8 ALB1 . C5-1958 - 3217.00 .3911.00 . . ASSISTANT COUNTY REGISTRAR - EXEMPT
B 8 XADA . C5-2110 . 3745.00 - 4552.00 - - ASSISTANT COUNTY WELFARE DIRECTOR
B B GKGB C5-1463 . 1962.00 - 2384.00 . . ASSISTANT CUSTODIAL SERVICES MANAGEF
B 8 GKGA C.5-1463 . 1962.00 - 2384.00 - . ASSISTANT CUSTODIAL SUPERINTENDENT
B 8 SMGB C5-1945 . 3176.00 - 3860.00 . . ASSISTANT DIRECTOR -, FAMILY SUPPORT
B 8 NAD5 - C.5-2241 . 4269.00 - 5189.00 . . ASSISTANT DIRECTOR OF GENERAL SERVI(
B 8 NAB2 . C5-2241 . 4269.00 - 5189.00 . . ASSISTANT DIRECTOR OF GENERAL SERVI(
B 8 VCB1 . T7-2253 . 4430.00 - 5532.00 . . * ASSISTANT DIRECTOR OF HEALTH SERVICE
B 8 VCB1 . T7-2253 . 4430.00 - 7082.00 . . * ASSISTANT DIRECTOR OF HEALTH SERVICI
B 8 AGBA . C5-2269 . 4390.00 - 5336.00 . - ASSISTANT DIRECTOR OF PERSONNEL
B 8 VYSC . C5-1971 . 3259.00 - 3962.00 . . ASSISTANT DIRECTOR OF PHARMACY SERVI
8 8 2KDB . C5-2379 . 4901.00 - 5957.00 . . ASSISTANT DISTRICT ATTORNEY
B 8 IWGC . C5-1462. 1960.00 - 2382.00 - . ASSISTANT ENVIRONMENTAL SERVICES MAI
B 8 RPBB - C5-2277 . 4426.00 - 5379.00 - . ASSISTANT FIRE CHIEF - RIVERVIEW FII
B 8 RPBA . C5-2332 . 4676.00 - 5683.00 - . ASSISTANT FIRE CHIEF GROUP I
8 8 RPBC . C3-2214 . 4581.00 - 5051.00 . . ASSISTANT FIRE CHIEF GROUP II
B 8 GPGD . C3-1729 . 2821.00 - 3111.00 - . ASSISTANT GROUNDS SERVICES MANAGER
B 8 6RB2 . C5-2065 . 3581.00 - 4352.00 . . ASSISTANT MARSHAL
B 8 25DA . C5-2379 . 4901.00 - 5957.00 . . ASSISTANT PUBLIC DEFENDER
B 8 A1NB . C5-1781 . 2696.00 - 3277.00 . . ASSISTANT RETIREMENT ADMINISTRATOR
B B J3T2 . C5-1386 . 1816.00 - 2208.00 . . ASSISTANT SECRETARY TO THE SUPERIOR
8 8 6XB2 . CI-2273 . FLAT - 5358.00 . . ASSISTANT SHERIFF
8 8 6X81 . C1-2321 - FLAT - 5621.00 - - ASSISTANT SHERIFF (CHIEF EXECUTIVE
B 8 2AB1 . C3-1872 - 3255.00 - 3589.00 - - ASSISTANT SUPERIOR COURT ADMINISTRA
B 8 ADBA . C5-2327 . 4652.00 - 5655.00 . . ASSISTANT TO THE COUNTY ADMINISTRATi
B 8 VCSD . C5-2032 . 3464.00 - 4211.00 . . * ASSISTANT TO THE HEALTH -SERVICES DI
B 8 VCS1 . C5-2032 - 3464.00 - 4211.00 . . * ASSISTANT TO THE HEALTH SERVICES DI
B 8 NEVA . C5-1854 . 2900.00 - 3525.00 . . ASSOCIATE ARCHITECTURAL ENGINEER
B 8 NEVL . CS-1854. - 2900...00 - 3525 .00. . . ASSOCIATE ARCHITECTURAL ENGINEER -
B 8 NKTA . C5-1897 . 3027.00 - 3679.00 . . ASSOCIATE CIVIL ENGINEER
PC0879. l CLASS AALARY LISTING WE 4
'CF04 CODE 8
MANAGEMENT CLASSES - CLASSIFIED AND EXEMPT
CFO
4-5 CLAS LEVEL SALARY RANGE CLASS TITLE
8 8 VCDA . C5-2253 4321.00 - 5252.00 . . ASSOCIATE HOSPITAL EXECUTIVE DIRECT(
B 8 SFTA . C5-1785 2706.00 - 3290.00 . . AUDITOR III
B 8 RPHA . L3-2184 4446.00 - 4902.00 . . BATTALION CHIEF
B 8 RPHB . L3-2120 . 417loOO - 4598.00 . . BATTALION CHIEF - RIVERVIEW FIRE PR(
8 8 J991 . CF-1065 - .1318 -00 - 1854 .00 - - * BOARD OF SUPERVISORS ASSISTANT
B 8 J991 . CF-1065 - 1947 •00 - 2367 -00 - - * BOARD OF SUPERVISORS ASSISTANT
8 8 J991 - CF-1065 - 2485 -00' - 2609 -00 - - * BOARD OF SUPERVISORS ASSISTANT
8 8 SAHF . C5- 1907 . 3057.00 - 3716.00 . . BUDGET SERVICES MANAGER
B 8 GFDD . C5-2107 . 3734.00 - 4539.00 . . BUILDING AND GROUNDS MANAGER
B 8 FADC . C5-1891 . 3009.00 - 3657.00 . . BUILDING INSPECTION SPECIAL PROGRAM;
8 8 J9H1 . XB-1555 . 2048.00 - 2614.00 . . CALENDAR CONTROL SUPERVISOR-EXEMPT
8 8 6XDA . C5-2162 - 3945.00 - 4795.00 . . CAPTAIN
8 8 9XDA - C5-1840 - 2859.00 - 3476.00 - . CENTRAL -SERVICES MANAGER
8 8 VWNA . C5- 1814 . 2786.00 - 3386.00 - . CENTRAL SUPPLY MANAGER
8 8 BJDB . C5-1837 - 2851.00 - 3465.00 . . CHIEF ANIMAL CONTROL SUPERVISOR
B 8 AOB1 - C1-2376 . FLAT - 5939.00 . . CHIEF ASSISTANT COUNTY ADMINISTRATO
B 8 GKFA . C3-1646 - 2597.00 - 2863.00 . . CHIEF ASSISTANT CUSTODIAL SERVICES
B 8 2KB1 . C5-2484 . 5443.00 - 6616.00 . . CHIEF ASSISTANT DISTRICT ATTORNEY
8 8 25D1 . C5-2498 - 5520.00 - 6709.00 . . CHIEF ASSISTANT PUBLIC DEFENDER
8 8 JJDA - XC-1841 . 2725.00 - 3479.00 CHIEF CLERK - BOARD OF SUPERVISORS
8 8 VFGB . C5-2011 . 3392.00 - 4123.00 - . CHIEF CLINICAL/PATHOLOGY LABORATORY
8 8 RADA . C5-1913 - 3076.00 - 3739.00 . - CHIEF DEPUTY AGRICULTURAL COMMISSIOI
B 8 JPBL . C5-1845 - 2874.00 - 3493.00 . . CHIEF DEPUTY CLERK
B 8 2KD2 - C5-2498 . 5520.00 - 6709.00 . . CHIEF DEPUTY DISTRICT ATTORNEY - EX
8 8 AXDC - C5-1860 - 2917.00 - 3546.00 . . CHIEF DEPUTY PUBLIC ADMINISTRATOR
8 8 25BA . C5-2478 . 5410.00 - 6576.00 . - CHIEF DEPUTY PUBLIC DEFENDER
8 8 BWDA - C5-1866 . 2935.00 - 3567.00 . . CHIEF DEPUTY SEALER OF WEIGHTS AND
B 8 6XB3 . C3-2220 . 4609.00 - 5081.00 - - CHIEF DEPUTY SHERIFF - EXEMPT
B 8 RJGA . C5-2184 - 4033 .00 - 4902 .00 . . CHIEF FIRE INSPECTOR
B 8 6NNA . C5-1933 . 3138.00 - 3814.00 . . CHIEF INVESTIGATOR - PUBLIC DEFENDE
8 8 S5BC . C5-2186 - 4041.00 - 4912.00 - . CHIEF INVESTMENT OFFICER
B 8 VNDA - C5-1884 . 2988.00 - 3632.00 . . CHIEF MEDICAL RECORDS ADMINISTRATOR
B 8 64NA . C3-1416 - 2064.00 - 2275.00 - . CHIEF OF SECURITY
B 8 GWGA . C3-1901 . 3351.00 - 3694.00 - . CHIEF OPERATING ENGINEER
B 8 PSFA . C5-1960 . 3224.00 - 3919.00 . . CHIEF PUBLIC WORKS MAINTENANCE SUPE
s
PC 08 79. CLASS LQALARY LISTING OLE 5
CF64 CODE B
MANAGEMENT CLASSES - CLASSIFIED AND EXEMPT
CFO
4-5 CLAS LEVEL SALARY RANGE CLASS TITLE
B 8 VBHB . C5-1924 .3110.00 - 3780.00 . . CHIEF RADIOLOGIC TECHNOLOGIST
B 8 2508 . C5-2431 5162.00 - 6274.00 . . CHIEF TRIAL DEPUTY PUBLIC DEFENDER
8 8 SFOA . C5-1978 3282.00 - 3990.00 . . CHIEFS AUDITING DIVISION
B 8 V5HG . C5-1681 2439.00 - 2965.00 . . CHIEF, CARDIOPULMONARY SUPPORT SERV;
B 8 AJDA . C5-2013 3399.00 - 4132.00 . . CHIEFr EMPLOYEE E ORGANIZATIONAL DEI
B 8 V5GD . C5-1935 3144.00 - 3822.00 . . CHIEFS REHABILITATION THERAPY SERVI(
B 8 DKDB . C5-2088 3664.00 - 4453.00 o 9 CHIEFS STANDARDS AND DRAFTING
B 8 DADS . C5-2088 . 3664.00 - 445.3.00 . . CHIEF, VALUATION
8 8 VQDB . C5-2029 3454.00 - 4198.00 . . CHILDREN AND ADOLESCENT SERVICES PR(
B 8 X4SE . C5-1838 2854.00 - 3469.00 . . CHILDREN'S SERVICES PROGRAM SPECIAL;
B 8 JPA2 . C5-2175 . 3997.00 - 4858.00 . . CLERK-ADMINISTRATOR OF THE COURT -
B 8 JPA1 . C5-2065 . 3581.00 - 4352.00 . . CLERK-ADMINISTRATOR OF THE COURT -
B 8 LAGD . C5-1773 . 2674.00 - 3251.00 . . CLERK-RECORDER DATA PROCESSING MANA(
B 8 SMHA . CS-1724 . 2546.00 - 3095.00 . . COLLECTIONS SERVICES MANAGER
B 8 V7DA . C5-2004 . 3369.00 - 4095.00 . . COMMUNICABLE DISEASE PROGRAM CHIEF
B '8 94DC . C5-2107 . 3734.00 - 4539.00 . . COMMUNICATIONS MANAGER
B 8 VQDA C3-2141 . 4259.00 - 4696.00 . . COMMUNITY MENTAL HEALTH CENTER DIRE(
B 8 VQD1 . C3-2141 . 4259.00 - 4696.00 . . COMMUNITY MENTAL HEALTH CENTER DIRE(
B 8 9KA1 . C3-2000 . 3699.00 - 4078.00 . . COMMUNITY SERVICES DIRECTOR
8 8 9KOA . C5-1818 . 2797.00 - 3400.00 . . COMMUNITY SERVICES PROGRAM COORDINA'
B 8 LESA . C5-1704 . 2496.00 - 3034.00 . . COMPUTER AIDED DRAFTING PROGRAMMER/
B 8 LJHD . C5-1621 . 2297.00 - 2792.00 . . COMPUTER OPERATIONS SHIFT SUPERVIS01
B 8 VQHM . C5-1930 . 3129.00 - 3803.00 . . CONSERVATORSHIP PROGRAM SUPERVISOR
8 8 VQDE . C5-2026 . 3444.00 - 4186.00 . . CONSERVATORSHIP/GUARDIANSHIP PROGRA
B 8 VQGC . C5-2029 3454.00 - 4198.00 . . CONTINUING CARE PROGRAM CHIEF
B 8 XQWA . C5-1450 . 1936.00 - 2354.00 . . CONTRACTS AND GRANTS SPECIALIST I
8 8 XQTA . C5-1816 . 2792.00 - 3393.00 . . CONTRACTS AND GRANTS SPECIALIST II
8 8 VBSE . C5-1833 . 2839.00 - 3451.00 . . COORDINATOR - EMPLOYEE WELLNESS PRO
B 8 J4NA . C5-1716 . 2526.00 - 3071.00 . COORDINATOR OF DATA ENTRY SERVICES
B 8 3A SA . XB-1893 . 2871.00 - 3665.00 . . COORDINATOR OF LIBRARY AGE LEVEL SE
B 8 SAS8 . C5-1832 . 2837.00 - 3448.00 . . COST ACCOUNTANT
B 8 ADA2 . CL-2619 . FLAT - 7572.00 . . COUNTY ADMINISTRATOR
B 8 2EA1 . C5-2573 . 5949.00 - 7231.00 . . COUNTY COUNSEL
B 8 JJHF . XB-1756 . 2503.00 - 3196.00 . . COUNTY COUNSEL OFFICE MANAGER
B 8 3AAA . XB-2283 . 4239.00 5412.00 0 0 COUNTY LIBRARIAN
PCO879. I� CLASS &ALARY LISTING OGE 6
`CF04 CODE B
MANAGEMENT CLASSES - CLASSIFIED AND EXEMPT
CFO
4-5 CLAS LEVEL SALARY RANGE CLASS TITLE
B 8 7AAA - C5-2336 . 4694.00 - 5706.00 - . COUNTY PROBATION OFFICER
B 8 AJOK . C5-1917 . 3088.00 - 3754.00 . - COUNTY SAFETY OFFICER
B 8 96A1 - C5-1840 - 2859.00 - 3476.00 - - COUNTY VETERANS• SERVICES OFFICER
B 8 XAA2 . X7-2522 - FLAT - 6870.00 - . COUNTY WELFARE DIRECTOR-EXEMPT
B 8 2RS5 . XA-2346 . 4748.61 - 5773.27 . . COURT COMMISSIONER-LVL A
B 8 2RS6 . XA-2261 . 4784.00 - 5272.27 . . COURT COMMISSIONER-LVL B
B 8 J3H1 . XB-1555 . 2048.00 - 2614.00 o 0 COURT SERVICES SUPERVISOR-EXEMPT
B 8 VJDA . C5-2029 . 3454.00 - 4198.00 . - CRIMINAL JUSTICE HEALTH SERVICES CH.
B 8 GKDB - C5-1787 . 2712.00 - 3296.00 . . CUSTODIAL SERVICES MANAGER
B 8 LSHB . C5-1381 . 1807.00 - 2197.00 . . DATA PROCESSING DATA ENTRY SHIFT SU'
B 8 LJFA . C5-1918 - 3091.00 - 3757.00 - - DATA PROCESSING OPERATIONS MANAGER
B 8 LJSA . C5-1476 . 1987.00 - 2416:00 . - DATA PROCESSING TECHNICIAN
B 8 LATE - C5-1954 - 3205.00 - 3895.00 - - DEPARTMENT DATA PROCESSING ANALYST
8 8 JJGA - XB-1756 . 2503.00 - 3196.00 . . DEPARTMENT OFFICE MANAGER
B 8 JDHC - XB-1625 - 2196.00 - 2804.00 . . DEPARTMENTAL ACCOUNT CLERK MANAGER
8 8 SAHC . C5-1787 - 2712.00 - 3296.00 . - DEPARTMENTAL ACCOUNTANT
B 8 ARDB . C5-2063 - 3573.00 - 4343.00 . . DEPARTMENTAL PERSONNEL OFFICER
B 8 SLWA . C5-1744 . 2:598.00 - 3158.00 . - DEPARTMENTAL SYSTEMS SPECIALIST
B 8 BAHA - C5-1743 - 2595.00 - 3155.00 - . DEPUTY AGRICULTURAL COMMISSIONER
8 8 JJHD . XB-1689 . 2341.00 - 2989.00 . - DEPUTY CLERK - BOARD OF SUPERVISORS
B 8 JPD2 . CS-1576 . 2196.00 - 2670.00 - . DEPUTY CLERK - DIVISION SUPERVISOR
8 8 ADDG . T9-1986 - 3564.00 - 4562.00 - . # DEPUTY COUNTY ADMINISTRATOR
8 8 2EWA . C3-1577 . 2424.00 - 2672.00 . . DEPUTY COUNTY COUNSEL I
B 8 2EVA . C5-1930 . 3129.00 - 3803-00 - . DEPUTY COUNTY COUNSEL II
B 8 2ETB . C5-2121 . 3787.00 - 4603.00 . . DEPUTY COUNTY COUNSEL III
B 8 ZETA - C5-2261 . 4355.00 - 5294.00 . . DEPUTY COUNTY COUNSEL IV
B 8 5AH2 . C5-2325 o . 4643.00 - 5644-00 . - DEPUTY DIRECTOR COMMUNITY DEVELOPME
8 8 5AB2 . C1-2282 - FLAT - 5406.00 . - DEPUTY DIRECTOR OF COMMUNITY DEVELO
B 8 2KTE . XD-2310 - 3903.00 - 4778-00 . - *+DEPUTY DISTRICT ATTORNEY
B 8 2KTE . XD-2310 - 4778.00 - 5289.00 . - *+DEPUTY DISTRICT ATTORNEY
8 8 NAD1 . C5-2241 . 4269.00 - 5189.00 . . DEPUTY PUBLIC WORKS DIRECTOR - ENGI
B 8 NAD6 . . C5-2241 . 4269.00 - 5189.00 . . DEPUTY PUBLIC WORKS DIRECTOR - OPER
B 8 60DA . C5-2162 - 3945.00 - 4795.00 . . DEPUTY SHERIFF-CHIEF• CRIMINALISTIC
8 8 6DHA - C5-2053 . 3538.00 - 4300.00 . . DEPUTY SHERIFF-SUPERVISING CRIMINAL
B 8 S5ND - C5-1754 . 2624.00 - 3189.00 - - DEPUTY TAX COLLECTOR
PC0879.a' CLASS RALARY LISTING OLE 7
Cr-04 CODE B
MANAGEMENT CLASSES - CLASSIFIED AND EXEMPT
CFO
4-5 CLAS LEVEL SALARY RANGE CLASS TITLE
8 8 S5SE . C5-1754 2624.00 - 3189.00 . . DEPUTY TREASURER-TAX COLLECTOR
8 8 64HA . C5-1371 . 1789.00 - 2175.00 . . DETENTION SERVICES SUPERVISOR
B 8 VBGA . C5-1931 . 3132.00 - 3807.00 . . DEVELOPMENTAL CENTER DIRECTOR
B 8 V5HH . C5-1716 . 2526.00 - 3071.00 . . DEVELOPMENTAL PROGRAM SUPERVISOR
B 8 BJA1 . C5-2092 . 3678.00 - 4471.00 . . DIRECTOR OF ANIMAL SERVICES
B 8 FAAA . C5-2202 . 4106.00 - 4991.00 . . DIRECTOR OF BUILDING INSPECTION
818 5AA1 . C1-2457 . FLAT - 6440.00 . . DIRECTOR OF COMMUNITY DEVELOPMENT
B 8 LAD1 . C5-2234 . 4239.00 - 5153.00 . . OTRECTOR OF DATA PROCESSING SERVICE
B 8 V4DA . C5-2107 . 3734.00 - 4539.00 . . DIRECTOR OF ENVIRONMENTAL HEALTH. SE
B 8 NAA2 . C5-2357 . 4794.00 - 5827.00 . . * DIRECTOR OF GENERAL SERVICES - EXEM
B 8 VCA1 . C1-2613 . FLAT - 7526.00 . . DIRECTOR OF HEALTH SERVICES
B 8 64FC . C5-1965 . 3240.00 - 3938.00 . . DIRECTOR OF INMATE SERVICES
B 8 ADOF . C3-2162. 4349.00 - 4795.00 . . DIRECTOR OF JUSTICE SYSTEMS PROGRAM
8 8 VWDA . C5-1968 . 3250.00 3950.00 . . DIRECTOR: OF NURSING
B 8 V4DB C5-2034 . 3471.00 4219.00 . . DIRECTOR OF OCCUPATIONAL HEALTH SER
B 8 VYDC . C5-2053 . 3538.00 - 4300.00 . . DIRECTOR OF PHARMACY SERVICES
B 8 5AAA . C5-2278 . 4430.00 - 5385.00 . . DIRECTOR OF PLANNING
B 8 VVDA. . C5-2317 . 4606.00 - 5599.00 . . DIRECTOR OF PUBLIC HEALTH NURSING
B 8 5AB1 . C1-2262 . FLAT - 5299.00 . . DIRECTOR OF REDEVELOPMENT-EXEMPT
8 8 9CD1 . C5-2112. 3753.00 - 4561.00 . . DIRECTOR OF REVENUE COLLECTIONS-EXE
B 8 64FA . C5-1965 . 3240.00 - 3938.00 . . DIRECTOR OF SUPPORT SERVICES - DETE
8 8 9GD1 . C3-2064 . 3944.00 - 4348.00 . . DIRECTOR• OFFICE OF EMERGENCY SERVI
B 8 XQDB . C5-1914 . 3079.00 - 3742.00 . . DIRECTORS OFFICE ON AGING
B 8 VODA . C5-2050 . 3527.00 - 4287.00 . . DIRECTORt PUBLIC HEALTH LABORATORY
B 6 VHHB . C5-1451 . 1938.00 - 2356.00 . DISCOVERY FACILITY DIRECTOR
B 8 APDD . C5-2113 . 3756.00 - 4566.00 . . DISTRICT ATTORNEY CHIEF OF ADMINIST
B 8 6KD1 . C5-2162 . 3945.00 - 4795 .00 .. . DISTRICT ATTORNEY CHIEF OF INSPECTO
B 8 6KNB . C5-1998 . 3349.00 - 4070.00 . . DISTRICT ATTORNEY LIEUTENANT OF INS
B 8 JJGE . XB-1806 . 2632.00 - 3360.00 . . DISTRICT ATTORNEY MANAGER OF LAW OF
8 8 JJHG . XB-1625 . 2196.00 - 2804.00 . . DISTRICT ATTORNEY OFFICE MANAGER
B 8 J3T7 . XB-1625 . 2196.00 - 2804.00 . . DISTRICT ATTORNEY PROGRAM ASSISTANT
8 8 MPGA C5-1705 . 2499.00 - 3037.00 . . DRAFTING SERVICES COORDINATOR
B 8 NPHC C5-1705 . 2499.00 - 3037.00 . . DRAFTING SERVICES MANAGER
B 8 VHDA . C5-1960 . 3224.00 3919.00 . . DRUG ABUSE PROGRAM CHIEF
B 8 9XHC . C5-1377 . 1800.00 - 2188.00 0 0 DUPLICATING SERVICES SUPERVISOR
Pei CLASS S SALAIOLISTING PAGE •
CFO 44 CODE B
:MENT CLASSES - 'CLASSIFIED AND EXEMPT
.AS LEVEL SALARY RANGE CLASS TITLE
:HA . C5-1793 2728.00 - 3316.00 . . ECONOMIC OPPORTUNITY PROGRAM SPECIAL.
.HA . C5-1639 2339.00 - 2843.00 . . ELECTION PRECINCTS COORDINATOR
.HB . C5-1639 2339.00 - 2843.00 . . ELECTION PROCESSING SUPERVISOR
.GB . C5-1748 . 2608.00 - 3170.00 . . ELECTIONS AND REGISTRATION MANAGER
;SB . C5-1591 . . 2229.00 - ' 2710.00 . . EMERGENCY EDUCATION AND TRAINING COO
ISC . C5-2053 . 3538.00 - 4300.00 . . EMERGENCY MEDICAL SERVICES DIRECTOR
SHB . C5-1909 . 3064.00 - 3724.00 . . EMERGENCY MEDICAL SERVICES PROGRAM C
;SA . C5-1591 . 2229.00 - 2710.00 . . EMERGENCY PLANNING COORDINATOR
IDL . C5-2063 . 3573.00 - 4343.00 . . EMPLOYEE BENEFITS MANAGER
IVC . C5- 1820 . 2803.00 - 3407.00 . . EMPLOYEE REHABILITATION COUNSELOR
iNA . C1-1796 . FLAT - 3326.00 . . ENERGY COORDINATOR
HA . C5-1831 . 2834.00 - 3445.00 . . ENGINEERING TECHNICIAN SUPERVISOR
;HC . C5-1831 . 2834.00 - 3445.00 . . ENGINEERING TECHNICIAN SUPERVISOR -
iDB . C5-1664 . 2398.00 - 2915.00 . . ENVIRONMENTAL SERVICES MANAGER
JHB . C5- 1371 . 1789.00 - 2175.00 . . ENVIRONMENTAL SERVICES SUPERVISOR
)SB . C5-1914 . 3079.00 - 3742.00 . . EXECUTIVE ASSISTANT TO THE DEVELOPME
kSF . C5-1914 . 3079.00 - 3742.00 . . EXECUTIVE ASSISTANT TO .THE FAMILY AN
)S1 . C5-2332 . 4676.00 - 5683.00 . . EXECUTIVE ASSISTANT TO THE HAZARDOUS
iT5 . C1-1552 . FLAT - 2606.00 . . EXECUTIVE SECRETARY
)T6 . C3-1591 . 2458.00 - 2710.00 EXECUTIVE SECRETARY - MERIT BOARD
:HE . C5-2013 . 3399.00 - 4132.00 . . FACILITIES TRADES SUPERVISOR
tS2 . XA-2349 . 5236.60 - 5773.27 . . FAMILY LAW COMMISSIONER
INA . C5-1719 . 2534.00 - 3080.00 . . FAMILY SUPPORT COLLECTIONS SUPERVISO
JNH . XB-1806 . 2632.00 - 3360.00 . . FAMILY SUPPORT OFFICE MANAGER
4SD . C5-1576 . 2196.00 - 2670.00 . o FAMILY SUPPORT PROGRAM SPECIALIST
4SC . C5-1719 . 2534.00 - 3080.00 . . FAMILY SUPPORT QUALITY ASSURANCE AND
>AA . C5-2500 . 5531.00 - 6722.00 . . FIRE CHIEF
SAB . C5-2434 . 5178.00 - 6293.00 . FIRE CHIEF - RIVERVIEW FIRE PROTECTI
)'AC . C5-2354 . 4780.00 - 5810.00 . . FIRE CHIEF GROUP II
?NA . C3-1883 o 3291.00 - 3628.00 . . FIRE DISTRICT APPARATUS SUPERVISOR
?NB . C5-1779 . 2690.00 - 3270.00 . . FIRE DISTRICT APPARATUS SUPERVISOR-R'
PDE . C5-2113 . 3756.00 4566.00 . . FIRE DISTRICT CHIEF OF ADMINISTRATIV
EDB . C5-2051 . 3531.00 - 4292.00 . . FIRE DISTRICT COMMUNICATIONS MANAGER
JSA . C5-2184 . 4033.00 - 4902.00 . . FIRE DISTRICT HAZARDOUS MATERIALS PR
JDA . C5-2009 . 3386.00 4115.00 . . FIRE MARSHAL GROUP II
PC 0879.,,1 CLASS IkALARY LISTING *GE 9
CF04 CODE B
MANAGEMENT CLASSES - CLASSIFIED AND EXEMPT
CFO
4-5 CLAS LEVEL SALARY RANGE CLASS TITLE
8 8 RJDB . C3-1930 . 3449.00 - 3803.00 . . FIRE MARSHAL-WEST COUNTY FIRE DISTR
B 8 RPH1 . CI-2018 . FLAT - 4152.00 . . FIRE OFFICER - EXEMPT
B 8 RWHA . C5-2184 . 4033.00 - 4902.00 . . FIRE TRAINING SUPERVISOR
B 8 PMFB . C5-1917 . 3088.00 - 3754.00 . . FLEET MANAGER
B 8 PMNA . C5-1568 . 2179.00 - 2648.00 . . FLEET MATERIALS SUPERVISOR
8 8 PMHC . C3-1732 . 2830.00 - 3120.00 . . FLEET SERVICE CENTER SUPERVISOR
8 8 IKDA . C5-1573 . 2190.00 - 2662.00 . . FOOD SERVICES MANAGER
B 8 VQDD . C5-1995 . 3339.00 - 4058.00 . . GERIATRIC SERVICES PROGRAM CHIEF
B 8 N9HA . C5-1864 . 2929.00 - 3560.00 . . GRADING ENGINEER
B 8 GPOB . C3-1916 . 3401.00 - 3750.00 . . GROUNDS SERVICES MANAGER
8 8 3AHE . XB-1652 . 2370.00 - 2953.00 . . HEAD CATALOGUER
8 8 3AFB . XB-2003 . 3205.00 - 4091.00 . . HEAD OF LIBRARY TECHNICAL SERVICES
B 8 31WC . TB-1320 . 1832.00 - 2525.00 . . *+HEALTH INFORMATION SYSTEMS SPECIALI
8 8 S1WC . T8-1320 . 2288.00 - 3568.00 . . *+HEALTH INFORMATION SYSTEMS SPECIALI
B 8 VCS2 . C5-2148 . 3890,00 - 4729.00 . . HEALTH PLAN PROVIDER AFFAIRS MANAGE
B 8 VCHB . C5-1890 . 3006.00 - 3654,.00 . . HEALTH PLAN SALES MANAGER
B 8 VCTB . C3-1785 . 2984.00 - 3290.00 . . HEALTH SERVICES ACCOUNTANT
8 8 VAND . T5-1320 . 1832.00 2525.00 . . *+HEALTH SERVICES ADMINISTRATOR
B 8 VAND . T5-1320 . 2288.00 - 3568.00 . . *+HEALTH SERVICES ADMINISTRATOR
8 8 VAND . T5-1320 . 3396.00 - 4138.00 . . *+HEALTH SERVICES ADMINISTRATOR
B 8 VCNC . C5-1736 . 2577.00 - 3133.00 . . HEALTH SERVICES ADMISSIONS MANAGER
B 8 VCF1 . C1-2297 . FLAT - 5488.00 . . HEALTH SERVICES BUDGET OFFICER-EXEh
B B VCSC . C5- 1908 . 3061.00 - 3720.00 . . HEALTH SERVICES DATA PROCESSING OPE
8 8 VCHA . C5- 1572 . 2187.00 - 2659.00 . . HEALTH SERVICES EDP SHIFT SUPERVISC
8 B VCXA . TB-1320 . 1832.00 - 2525,00 . . *+HEALTH SERVICES PLANNER/EVALUATOR
8 8 VCXA . T8-1320 . 2288.00 - 3568.00 . . *+HEALTH SERVICES PLANNER/EVALUATOR
8 8 VCTA . C3-1785 . 2984.00 - 3290.00 . . HEALTH SERVICES REIMBURSEMENT ACCOL
B 8 VCDB . C5-2039 . 3489.00 - 4241.00 . . HEALTH SERVICES SYSTEMS MANAGER
B 8 VCNB . C5-1565 . 2172.00 - 2640.00 . . HEALTH SERVICES VOLUNTEER PROGRAM {
B 8 VVFB . C5-2195 . 4077.00 - 4956.00 . . HOME HEALTH AGENCY NURSING COORDIN/
B 8 VVHB . C5-2024 . 3437.00 - 4177.00 . . HOME HEALTH NURSING SUPERVISOR
B 8 V5HE . C5-1832 . 2837.00 - 3448.00 . . HOME HEALTH REHABILITATION THERAPY
B 8 VVSA . C5-2043 . 3503.00 - 4258.00 . . HOME HEALTH SERVICES TRAINING COOR[
B 8 FAHB . C5-1820 . 2803.00 - 3407.00 . . HOUSING, REHABILITATION COORDINATOR
B 8 N9SB . C5-1914 . 3079.00 - 3742.00 4 0 HYDROLOGIST
PC 0879. 1, CLASS RALARY LISTING OGE 10
CF04 CODE B
MANAGEMENT CLASSES - CLASSIFIED AND EXEMPT
CFO
4-5 CLAS LEVEL SALARY RANGE CLASS TITLE
8 8 LAWD . C5-1558 2157.00 - 2622.00 . . INFORMATION CENTER SPECIALIST I
8 8 LAVC . C5-1704 2496.00 - 3034.00 . . INFORMATION CENTER SPECIALIST II
B 8 7KHA . C5-1678 - 2432.00 - 2956.00 . . INSTITUTIONAL SUPERVISOR I
8 8 7KGA . C5-1792 . 2725.00 - 3313.00 . . INSTITUTIONAL SUPERVISOR II
B 8 7KFO . C5-1896 . 3024.00 - 3676.00 . . INSTITUTIONAL SUPERVISOR III
B 8 AJWC . C5-1576 . 2196.00 - 2670.00 . - INSURANCE ANALYST I
B 8 AJVB - C5-1759 . 2637.00 - 3205.00 . . INSURANCE ANALYST II
B 8 SSSB - C5-2036 . 3478.00 - 4228.00 - . INVESTMENT OFFICER
B 8 2BS2 . XB-1555 . 2048.00 - 2614.00 . - JURY SERVICES COORDINATOR - EXEMPT
B 8 ADTC . C5-1842 . 2865.00 - 3483.00 . . JUSTICE SYSTEM SPECIALIST
B 8 2RS1 . XA-2349 . 5236.60 - 5773.27 . . JUVENILE COURT REFEREE
8 8 7KFE . C5-2013 . 3399.00 - 4132.00 a a JUVENILE INSTITUTION SUPERINTENDENT
8 8 ADS3 . C5-2064 . 3577.00 - 4348.00 . . LAFCO ADMINISTRATOR
B 8 S1N1 . C1-2057 . FLAT - 4317.00 . . LAND INFORMATION SYSTEMS DIRECTOR
B 8 OYDB . C5-2110 . 3745.00 - 4552.00 . . LEASE MANAGER
8 8 JPHB - C5-1667 . 2405.00 - 2924.00 . . LEGAL CLERK SUPERVISOR
8 8 AJDH . C5-1892 . 3012.00 - 3661.00 - . LIABILITY CLAIMS OFFICER
B 8 3AFC . XB-1893 . 2871-D0 - 3665.00 . . LIBRARY AUTOMATED SYSTEMS MANAGER
B 8 3KNA . XB-1407 . 1766.00 - 2255.00 . . LIBRARY CIRCULATION AND OVERDUE RE(
B 8 3ASC . XB-1893 . 2871.00 - 3665.00 . . LIBRARY COMMUNITY SERVICES COORDINA
B 8 SAGA . XB-1893 . 2871.00 - 3665.00 . . LIBRARY SUPERVISOR I
B 8 3AFA . XB-2003 . 3205.00 - 4091 .00 . . LIBRARY SUPERVISOR II
B 8 6XHA - C5-1998 . 3349.00 - 4070.00 . . LIEUTENANT
8 8 ADTE . T9-1567 . 2345.00 - .3001.00 - . * MANAGEMENT ANALYST II
B 8 ADTD - TM-1740 - 2857.00 - 3657.00 . . * MANAGEMENT ANALYST III
8 8 AJSC . T7-1541 . 2174.00 - 3228.00 . . *+MANAGEMENT DEVELOPMENT SPECIALIST
8 8 AGGA . C5-2107 . 3734.00 - 4539.00 . . MANAGER - EMPLOYMENT PROGRAMS
B 8 9BD1 . C5-2092 . 3678.00 - 4471.00 . . MANAGER OF AIRPORTS
B 8 AV7A . C5-1308 . 1680.00 - 2042.00 . . MANPOWER AIDE
B 8 AVVA . C5-1625 . 2306.00 - 2804.00 . . MANPOWER ANALYST II
B 8 AVTA . C5-1840 . 2859.00 - 3476.00 . . MANPOWER ANALYST III
B 8 VCNA . C5-1988 . 3315.00 - 4030.00 . - MARKETING DIRECTOR/CONTRA COSTA HEI
B 8 VCN1 . C5-2148 . 3890.00 - 4729.00 . . MARKETING DIRECTOR/CONTRA COSTA HEI
8 8 6RA3 . C3-2162 . 4349.00 - 4795.00 . . MARSHAL
B 8 VCGA . C5-1865 . 2932.00 - 3564.00 . - MATERIEL MANAGER
PCOB79.1^ CLASS RALARY LISTING OGE 11
CF04 CODE B
MANAGEMENT CLASSES - CLASSIFIED AND EXEMPT
CFO
4-5 CLAS LEVEL SALARY RANGE CLASS TITLE
B 8 VBFA C5-1986 3309.00 - 4022.00 . . MEDICAL CARE ADMINISTRATOR
B 8 VCA2 CL-2583 FLAT - 7304.00 . . MEDICAL DIRECTOR
B 8 ,3AHD . C5-1554 2148.00 - 2612.00 . . MEDICAL LIBRARIAN
B 8 VNHB . C5-1637 . 2334.00 - 2837.00 . . MEDICAL RECORDS ADMINISTRATOR
B 8 VADA . C5-1936 . 3147.00 - 3826.00 . . MEDICAL SERVICES MANAGEMENT INFORMA
B 8 VQHJ . C5-1930 . 3129.00 - 3803.00 . . MENTAL HEALTH ACUTE SERVICES SUPERV
B 8 VQHG . C5-1930 . 3129.00 - 3803.00 . . MENTAL HEALTH ADULT SERVICES SUPERV
B 8 VQHF . C5-1930 . 3129.00 - 3803.00 . . MENTAL HEALTH CHILDREN SERVICES SUP
B 8 VQHD . C5-1930 . 3129.00 - 3803.00 . . MENTAL HEALTH CLINICAL PROGRAM SUPE
B 8 VQHH . C5-1930 . 3129.00 - 3803.00 . . MENTAL HEALTH CONTINUING CARE SERVI
B 8 VQHK . C5- 1930 . 3129.00 - 3803.00 . . MENTAL HEALTH CRIMINAL JUSTICE PROG
B 8 9XHD . C5-1396 . 1835.00 - 2230.00 . . MICROFILM PRODUCTION SUPERVISOR
B 8 9XHA . C5-1337 . 1730.00 - 2102.00 . . MICROFILM SUPERVISOR
B 8 9TN3 . C5-1299 . 1665.00 - 2024.00 . . MONTARA BAY RECREATION PROGRAM SUPE
8 8 LPB1 . C5-1814 . 2786.00 - 3386.00 . . MUNICIPAL COURT SYSTEMS SPECIALIST
B 8 JJHC . XB-1625 . 2196.00 - 2804.00 . . OFFICE MANAGER
B 8 VWHE . C5-2059 . 3559.00 - 4326.00 . . OPERATING ROOM SUPERVISOR
B 8 LJSC . C5-1525 . 2087.00 - 2537.00 . 0 OPERATIONS ANALYST
8 8 VAGC . C5-1933 . 3138,00 - 3814.00 . . PATIENT FINANCIAL SERVICES MANAGER
B 8 AGVA . C5-1625 . 2306.00 - 2804.00 . . PERSONNEL ANALYST II
B 8 AGTA . C5-1840 . 2859.00 - 3476.00 . . PERSONNEL ANALYST III
B 8 ARVA . C5-1625 . 2306.00 - 2804.00 . . PERSONNEL SERVICES ASSISTANT II
B 8 ARTA . C5-1840 . 2859.00 - 3476.00 . . PERSONNEL SERVICES ASSISTANT III
B 8 AG7A . C5-1356 . 1763.00 - 2143.00 . . PERSONNEL TECHNICIAN
B 8 5AWA . C5-1405 . 1851.00 - 2250.00 . . PLANNER I
B 8 5AVA . C5-1591 . 2229.00 - 2710.00 . . PLANNER II
B 8 5ATA . C5-1796 . 2736.00 - 3326.00 . . PLANNER III
B 8 5RSH . C5-1796 . 2736.00 - 3326.00 . . PLANNING DEMOGRAPHER
B 8 5RSB . C5-1835 . 2845.00 - 3458.00 . . PLANNING GEOLOGIST
B 8 51TA . C:5-1649 . 2362.00 - 2872.00 . . PLANNING TECHNICIAN
B 8 51SA . C5-1796 . 2736.00 - 3326.00 . . PLANNING TECHNICIAN SPECIALIST
8 8 5AHC . TJ-1796 . 3174.00 - 4376.00 . . PRINCIPAL PLANNER
B 8 DYDA . C5-2110 . 3745.00 - 4552.00 . . PRINCIPAL REAL PROPERTY AGENT
B 8 AVDE . C5-2075 3616 . 00 - 4396 •00 • . PRIVATE INDUSTRY COUNCIL EXECUTIVE
B 8 7AHC . C5-1758 . 2634.00 - 3202.00 . 0 PROBATION COMMUNITY SERVICES PROGRA
PC0.879.'1 CLASS WALARY LISTING OGE 12
CF04 CODE B
MANAGEMENT CLASSES - CLASSIFIED AND EXEMPT
CFO
4-5 CLAS LEVEL SALARY RANGE CLASS TITLE
B 8 7ADC . C5-2138 . 3852.00 - 4682.00 . . PROBATION DIVISION DIRECTOR
B 8 PAHA . C5-1818 2797.00 - 3400.00 . . PROBATION SUPERVISOR I
B 8 7AGA . C5-1927 3119.00 - 3791.00 . - PROBATION SUPERVISOR II
B 8 JPN3 . XB-1527 1991:. 00 - 2542 .00 - . PROCESS SUPERVISOR
8 8 LAWB - C5-1864 2929.00 - 3560.00 . . PROGRAM ANALYST-EDP
B 8 LANA . C5-1558 2157.00 - 2622.00 - . PROGRAMMER I .
8 8 LAVA . C5-1704 . 2496.00 - 3034.00 . . PROGRAMMER II
B A XASS . C5-1838 . 2854.00 - 3469.00 . - PROPERTIES TRUST OFFICER
B 8 25A1 . C5-2533 - 5716.00 - 6948.00 . . PUBLIC DEFENDER
B 8 VBSD . C5-1833 . 2839.00 - 3451.00 . - PUBLIC HEALTH PROGRAM SPECIALIST I
B 8 VBND . C5-1931 o 3132.00 - 3807.00 - . PUBLIC HEALTH PROGRAM SPECIALIST II
B 8 ADS1 . C5-1820 . 2803.00 - 3407.00 . . PUBLIC INFORMATION OFFICER
B 8 NAA1 . C5-2525 . 5671.00 - 6893.00 . . PUBLIC WORKS DIRECTOR
B 8 PSSB . C3-1731 . 2827.00 - 3117.00 . . PUBLIC WORKS MAINTENANCE SPECIALIST
B 8 PSGA . C3-1865 . 3232.00 - 3564.00 - - PUBLIC WORKS MAINTENANCE SUPERINTEN
B 8 PSHB . C3-1731 . 2827.00 - 3117.00 . . PUBLIC WORKS MAINTENANCE SUPERVI'�OR
8 8 VBSF . C5-2015 . 3406.00 - 4140.00 . - PUBLIC/ENVIRONMENTAL HEALTH DIVISIC
B 8 STDB . C5-1838 . 2854.00 - 3469.00 . - PURCHASING SERVICES OFFICER
B 8 VWSE . C5- 1958 . 3217.00 - 3911.00 . . QUALITY ASSURANCE COORDINATOR
B 8 63HB . C5-1743 . . 2595.00 - 3155.00 . . RECORDS BUREAU MANAGER ,
8 8 AlAA . C5-2159 . 3933.00 - 4781.00 - - RETIREMENT ADMINISTRATOR
B 8 JWHB . C5-1424 . 1887.00 - 2293.00 . RETIREMENT SERVICES SPECIALIST
B 8 AJD1 . C5-2230 . 4223.00 - 5132.00 . RISK MANAGER
8 8 AJWD . T8-1521 . 2239.00 - 2728.00 . . * SAFETY SERVICES SPECIALIST
B 8 AJWD T8-1521 . 2797.00 - 3407.00 - . * SAFETY SERVICES SPECIALIST
8 8 J3HA . XB-1623 - 2191.00 - 2798.00 . . SECRETARY TO THE COUNTY ADMINISTRAI
B 8 NEHA • C5-1980 . 3289.00 - 3998.00 . . SENIOR ARCHITECTURAL ENGINEER
B 8 NKHA . C5-2027 - 3447.00 - 4190.00 - . SENIOR CIVIL ENGINEER
B 8 SLVB . C5-1882 . 2982.00 - 3625.00 SENIOR DEPARTMENTAL SYSTEMS SPECIAL
B 8 2KD1 . C5-2379 . 4901.00 - 5957.00 . . SENIOR DEPUTY DISTRICT ATTORNEY-EXE
8 8 9GWB , C5-1786 o 2709.00 - 32.93.00 . SENIOR EMERGENCY PLANNING COORDINAI
8 8 AJTB . C5-1840 . 2859.00 - 3476.00 . - SENIOR INSURANCE ANALYST
B 8 ADTB . C5-2088 . 3664.00 - 4453.00 - . SENIOR JUSTICE SYSTEM SPECIALIST
8 8 5RSJ . C5-1933 . 3138.00 - 3814.00 . - SENIOR PLANNING GEOLOGIST
B 8 LATC . C5-1954 . 3205.00 - 3895.00 . . SENIOR PROGRAM ANALYST-EDP
r
PCO879�j CLASS OSALARY LISTING WE 13
k,
CF04 CODE 8
MANAGEMENT CLASSES - CLASSIFIED AND EXEMPT
CFO
4-5 CLAS LEVEL SALARY RANGE CLASS TITLE
B 8 LATF - C5-1864 2929.00 - 3560.00 . . SENIOR PROGRAMMER
8 8 NEVB . C3-2086 . 4031,00 - 4444.00 - - SENIOR STRUCTURAL ENGINEER - BUILDI
B 8 SIVA . C5- 1954 . 3205.00 - 3895.00 . . SENIOR SYSTEMS ACCOUNTANT
B 8 LBVX , C5-2039 . 3489.00 - 4241,00 - . SENIOR SYSTEMS SOFTWARE SPECIALIST
B 8 5AHB - C5-1977 . 3279,00 - 3986,00 , . SENIOR TRANSPORTATION PLANNER
B 8 AJTC - C5-1820 - 2803.00 - 3407.00 . - SENIOR WORKERS COMPENSATION CLAIMS
B 8 1WGA . C5-1744 . 2598.00 - 3158,00 . . SERVICE SUPERVISORS JUVENILE HALL
B 6 64GA . C3- 1941 - 3487.00 - 3845,00 , . SHERIFFS COMMUNICATION DIRECTOR -
B 8 PESA , C5-1844 - 2871.00 - 3490.00 . . SHERIFF'S COMMUNICATION SPECIALIST
B 8 64NC . C5-1768 . 2661.00 - 3234.00 . . SHERIFF' S COMMUNICATIONS CENTER DIR
B 8 PEHB - C3-1941 . 3487.00 - 3845.00 . - SHERIFF'S COMMUNICATIONS DIRECTOR
B 8 64SJ , C5-1989 - 3319.00 - 4034.00 . - SHERIFF'S FISCAL OFFICER
B 8 6ASA . C5-1646 . 2355.00 - 2863.00 . . SHERIFF'S FLEET SERVICES COORDINATO
B 8 APDC . C5-2113 . 3756.00 - 4566.00 . . SHERIFFS CHIEF OF MANAGEMENT SERVIC
B 8 XTSA - C5-2111 . 3749.00 - 4557.00 - - SOCIAL PROGRAM PLANNER III
B 8 X4SD - C5-1740 - 2587.00 - 3145.00 - . SOCIAL PROGRAM SPECIALIST
B 8 XADB , C5-2110 - 3745.00 - 4552.00 . - SOCIAL SERVICE ADMINISTRATIVE OFFIC
B 8 X4SG , C5-1740 - 2587.00 - 3145,00 - . SOCIAL SERVICE APPEALS OFFICER
B 8 XADC , C5-2110 - 3745.00 - 4552.00 SOCIAL SERVICE CHIEF - FINACIAL MAN
B 8 J9NC , XB-1625 . 2196.00 - 2804.00 SOCIAL SERVICE CLERICAL SPECIALIST
8 8 XQSH , C5-1954 - 3205.00 - 3895.00 SOCIAL SERVICE COMPUTER SYSTEMS MAN
B 8 XADC , C5-2039 - 3489.00 - 4241.00 SOCIAL SERVICE COMPUTER SYSTEMS OFF
B 8 JJGD C5-1819 . 2800.00 - 3403.00 SOCIAL SERVICE DATA OPERATIONS SPEC
B 8 JJGC , XB-1756 . 2503.00 - 3196.00 , . SOCIAL SERVICE DISTRICT OFFICE MANA
8 8 XHDC C5-1954 . 3205.00 - 3695.00 - . SOCIAL SERVICE PROGRAM MANAGER
B 8 XHD1 , C5-1954 3205.00 - 3895.00 . . SOCIAL SERVICE PROGRAM MANAGER - PR
B 8 XASF , C5-1954 . 3205.00 - 3895.00 - - SOCIAL SERVICE SUPERVISING FISCAL A
B 8 XOHB • C5-1710 . 2511.00 3052.00 - SOCIAL WORK SUPERVISOR I
8 8 XOHA , C5- 1826 - 2820.00 - 3427.00 . . SOCIAL WORK SUPERVISOR I1
B 8 XOG8 • C5-1954 . 3205.00 - 3895.00 . . SOCIAL WORK SUPERVISOR III
B 8 SAHA • C5-1873 2955.00 - 3592.00 . . SPECIAL DISTRICT TAX ACCOUNTANT
8 8 NEHB • C1-1960 * FLAT - 3919.00 . - SPECIAL PROJECTS ARCHITECT
B 8 X4S0 • C5-1826 . 2820.00 - 3427.00 , . STAFF DEVELOPMENT SPECIALIST
B 8 NESB , C5-1988 . 3315.00 - 4030.00 . . STRUCTURAL ENGINEER - BUILDING INSF
B 8 2AA1 • XA-2265 . FLAT - 5312.25 SUPERIOR COURT ADMINISTRATOR AND JL
! r
PC 087.9 11 CLASS SALARY LISTING OGE 14
CF04 CODE 8
MANAGEMENT CLASSES - CLASSIFIED AND EXEMPT
CFO
4-5 CLAS LEVEL SALARY RANGE CLASS TITLE
B 8 JPHA - C5-1759 2637.00 - 3205.00 . - SUPERIOR COURT CLERK SUPERVISOR
B 8 SAHE . C5-1785 2706.00 - 3290.00 . . SUPERVISING ACCOUNTANT I
B 8 SAGB . C5-1907 3057.00 - 3716.00 . . SUPERVISING ACCOUNTANT II '
B 8 OAHC . C5-1940 3160.00 - 3841.00 - . SUPERVISING APPRAISER
8 8 NEGA . C5-2127 3809.00 - 4630.00 . . SUPERVISING ARCHITECTURAL ENGINEER
B 8 DRNA . C5-1947 3182.00 - 3868.00 . . SUPERVISING AUDITOR-APPRAISER
B 8 NEDA . C5-1863 2926.00 - 3556.00 . . SUPERVISING BUILDING PROJECT-ENGINE
8 8 V5HD . C5-1795 2734.00 - 3323.00 . . SUPERVISING CEREBRAL PALSY THERAPIS
B 8 V5GB . C5-1891 . 3009.00 - 3657.00 . . SUPERVISING CEREBRAL PALSY THERAPIS
8 8 NKGA . C5-2132 . 3829.00 - 4654.00 . . SUPERVISING CIVIL ENGINEER
B 8 VWHB - C5-1958 a 3217.00 - 3911.00 . . SUPERVISING CLINIC NURSE
B 8 VFHC - C5-1899 . 3033.00 - 3687.00 . . SUPERVISING CLINICAL LABORATORY TEC
B 8 PEHA . C3-1874 . 3261 .00 - 3596.00 . - SUPERVISING COMMUNICATIONS TECHNICI
B 8 1KHA . C3-1469 . 2176.00 - 2399.00 . . SUPERVISING COOK - JUVENILE HALL
8 8 28H1 - C5-1909 . 3064.00 -- 3724.00 . . SUPERVISING COUNSELOR OF CONCILIATI
B 8 GKHA . C3-1334 . 1901.00 - 2096.00 . . SUPERVISING CUSTODIAN
8 8 V4HB . C5-1801 . 2750.00 - 3343.00 . - SUPERVISING ENVIRONMENTAL HEALTH IN
B 8 RJHC . C5-1998 . 3349 - 00 - 4070••00 - > SUPERVISING FIRE INSPECTOR
B 8 RJHA . C5-2039 - 3489: 00 - 4241-'00 - - SUPERVISING FIRE INSPECTOR - RIVERL
B 8 AVDB . C5-2004 - 3369 . 00 - 4095 -00 - - SUPERVISING MANPOWER ANALYST
B 8 VWHC . C3-1958 . 3547.00 - 3911.00 - . SUPERVISING NURSE
8 8 LJHC . C5-1621 . 2297.00 - 2792.00 - . SUPERVISING OPERATIONS ANALYST
B 8 AGDA - C5-2063 . 3573.00 - 4343.00 . . SUPERVISING PERSONNEL ANALYST
B 8 LAHC . C5-2039 . 3489.00 - 4241.00 - - SUPERVISING PROGRAM ANALYST - EDP
B 8 V2HA . C5-1823 . 2811.00 - 3417.00 - . SUPERVISING PSYCHOLOGIST - PROBATIC
B 8 VOHC . C5-1865 - 2932.00 - 3564.00 . . SUPERVISING PUBLIC HEALTH MICROBIOL
8 8 VVHA . C5-2024 . 3437.00 - 4177.00 . . SUPERVISING PUBLIC HEALTH NURSE I
B 8 VVGA . C5-2171 . 3981.00 - 4839.00 . . SUPERVISING PUBLIC HEALTH NURSE II
B 8 DYNA - C5-1964 - 3237.00 - 3934.00 - - SUPERVISING REAL PROPERTY AGENT
B 8 J9HD . C5-1667 . 2405.00 - 2924.00 . . SUPERVISING RECORDABLE DOCUMENT TEC
B 8 64H0 - C5-1516 . 2068.00 - 2514.00 - - SUPERVISING SHERIFFS PROPERTY TEC
B 8 91HA . C5-1467 . 1970.00 - 2394.00 . . SUPERVISING STOREKEEPER
B 8 94HA C5-1225 . 1546.00 - 1880.00 . . SUPERVISING TELEPHONE OPERATOR
8 8 V5HA . C5-1795 . 2734.00 - 3323.00 . . SUPERVISING THERAPIST
8 8 BWHA . C5-1743 . 2595.00 - 3155.00 . 0 SUPERVISING WEIGHTS AND MEASURES I�
PC 0879.,1 CLASS PSALARY LISTING OGE 15
101,
CF04 CODE B
MANAGEMENT CLASSES - CLASSIFIED AND EXEMPT
CFO
4-5 CLAS LEVEL SALARY RANGE CLASS TITLE
B 8 6KWC . C5-1998 3349.00 4070.00 - - SUPERVISING WELFARE FRAUD INVESTIGA
8 8 FADF . C5-1957 3214.00 - 3907.00 - . SUPERVISOR INSPECTION SERVICES
B 8 9XHB C5-1532 2102.00 - 2555.00 . . SUPPLY AND DISTRIBUTION SUPERVISOR
8 8 S1WB . C5-1864 . 2929.00 - 3560.00 - . SYSTEMS ACCOUNTANT
B 8 S1HA . C5-2003 . 3365.00 - 4091.00 . . SYSTEMS ACCOUNTING SUPERVISOR
B 8 LAFB . C5-2135 . 3840.00 - 4668.00 . . SYSTEMS AND PROGRAMMING MANAGER
B ,8 LBNX . C5-2095 . 3690.00 - 4485.00 . . SYSTEMS SOFTWARE MANAGER
B 8 LBWX . C5-1864 - 2929.00 - 3560.00 . . SYSTEMS SOFTWARE SPECIALIST
B 8 94DB . C3-2018 . 3766.00 - 4152.00 . . TELECOMMUNICATIONS MANAGER
8 8 AJSB . C5-1918 . 3091.00 - 3757.00 . . TESTING AND MEASUREMENTS COORDINATO
8 8 N1tDA . C5-1851 . 2891.00 - 3514.00 - - TRAFFIC ENGINEER
8 8 5ATB . C5-1796 . 2736.00 - 3326.00 . - TRANSPORTATION PLANNER
B 8 VWSD . C5-1861 . 2920.00 - 3549.00 . . UTILIZATION REVIEW COORDINATOR
8 8 GPHG . C3-1731 - 2827.00 - 3117.00 . . VEGETATION MANAGEMENT SUPERVISOR
B 8 96TA . C5-1475 . 1985.00 - 2413.00 . . VETERANS' SERVICE BRANCH OFFICE MAN
6 8 96WA - C5-1402 - 1846.00 - 2243.00 .. . VETERANS $ SERVICE REPRESENTATIVE
B 8 X7HA . C5-1710 . 2511400 - 3052.00 - VOCATIONAL SERVICES SUPERVISOR :I
8 8 X4HD . C5-1695 . 2474.00 - 3007.00 . . VOLUNTEER PROGRAM COORDINATOR
B 8 P6HC . C3-1805 - 3044.00 - 3356.00 . . WATER QUALITY CONTROL SUPERVISOR
8 8 JJNF - XB-1741 . 2466.00 - 3148.00 . . WORD PROCESSING MANAGER
8 8 X7NA . C5-1695 . 2474.00 - 3007.00 . . WORK INCENTIVE PROGRAM COORDINATOR
B 8 GPHF - C5-1579 . 2203.00 - 2678.00 . . WORK PROGRAM SUPERVISOR
B 8 AJWE . C5-1759 - 2637.00 - 3205.00 . . WORKERS COMPENSATION CLAIMS ADJUSTE
8 8 AJDJ - C5-2063 . 3573.00 - 4343.00 - - WORKERS COMPENSATION CLAIMS MANAGER
B 8 AJDF - C5-1892 3012.00 3661.00 . - WORKERS COMPENSATION INSURANCE OFFI
PC0879"j. CLASS PSALARY LISTING WE 16
�CF6?t CODE C
MANAGEMENT CLASSES - PROJECT
CFO
4-5 CLAS LEVEL SALARY RANGE CLASS TITLE
C 8 APW2 . C5-1454 1944.00 - 2363.00 . , ADMINISTRATIVE ANALYST - PROJECT
C 8 2AS1 . XB-1411 1773.00 - 2264.00 . , ARBITRATION PROGRAM ASSISTANT - PRO
C 8 S1T1 . C5-1841 2862.00 - 3479.00 . , ASSISTANT LAW AND JUSTICE SYSTEMS D
C 8 NKH1 . C5-2081 3638.00 - 4422.00 , . CALTRANS LIASON MANAGER-PROJECT
C 8 SIW1 . C5-1744 2598.00 - 3158.00 . . DEPARTMENTAL SYSTEMS SPECIALIST - P
C 8 2KW1 , C3-1577 . 2424.00 - 2672.00 . . DEPUTY DISTRICT ATTORNEY I - PROJEC
C 8 9KH1 . C5-1793 . 2728,00 - 3316.00 . . ECONOMIC OPPORTUNITY PROGRAM SPECIA
C 8 55NI . C5-1501 . 2038.00 - 2477.00 . , ENERGY AND INCENTIVE SPECIALIST - P
C 8 S1H1 . C5-1912 , 3073.00 3735.00 . . LAW AND JUSTICE SYSTEMS DIRECTOR -
C 8 3AV2 . CI-1653 . FLAT - 2883.00 . , LIBRARY LITERACY DIRECTOR-PROJECT
C 8 6452 . C5-2013 . 3399.00 - 4132.00 , , N,I .C, RESOURCE CENTER COORDINATOR
C 8 6453 . C5-1945 . 3176.00 - 3860.00 , . NIC CORRRECTIONAL PROGRAM SPECIALIS
C 8 AGV1 , C5-1625 , 2306.00 2804.00 , . PERSONNEL ANALYST II - PROJECT
C 8 AGT1 . C5-1840 . 2859,00 - 3476.00 . . PERSONNEL ANALYST III - PROJECT
C 8 5AW1 . C5-1405 . 185I.00 - 2250,00 . , PLANNER I - PROJECT
C 8 5AV1 . C5-1591 . 2229.00 - 2710.00 , . PLANNER II - PROJECT
C 8 LAW1 . C5-1864 . 2929.00 - 3560.00 . . PROGRAM ANALYST-EDP - PROJECT '
C 8 NEH1 . C571980 . 3289.00 - 3998.00 , . SENIOR ARCHITECTURAL ENGINEER - PRC
C 8 9KN2 . C5-1340 . 1735.00 - 2109.00 . , SENIOR ASSESSMENT SPECIALIST - PROJ
C 8 LAT2 . C5-1954 , .3205.00 - 3895.00 . , SENIOR PROGRAM ANALYST-EDP - PROJEC
C 8 X4S1 , C5-1740 . 2587.00 - 3145.00 . . SOCIAL PROGRAM SPECIALIST - PROJECI
C 8 NEH2 . C1-1960 . FLAT - 3919.00 , . SPECIAL PROJECTS ARCHITECT - PROJEC
C 8 9KN3 . C5-1340 . 1735.00 - 2109.00 . , WEATHERILATIONIHOME REPAIR SUPERVIS
"PC 08.79.,1 CLASS SALARY LISTING OGE 17
CF04 CODE D
UNREPRESENTED CLASSES - PROJECT
CFO
4-5 CLAS LEVEL SALARY RANGE CLASS TITLE
0 8 99X2 . T8-0769 . 1056.00 - 1607.00 * CAREER DEVELOPMENT WORKER-PROJECT
0 8 99X1 . T8-0769 - 1056.00 - 1607.00 CAREER DEVELOPMENT WORKER-PROJECT
D 8 9KT1 . C5-1549 . 2138.00 - 2598.00 ECONOMIC OPPORTUNITY PROGRAM SPECIA
0 8 9KH2 . C5-1671 . 2415.00 - 2935.00 ECONOMIC OPPORTUNITY PROGRAM SPECIA
D 8 9KW1 . C5-1085 . 1344.00 - 1634-00 ECONOMIC OPPORTUNITY PROGRAM WORKER
D 8 9KV1 . C5-1232 . 1557.00 - 1893.00 . . ECONOMIC OPPORTUNITY PROGRAM WORKER
0 8 9JS1 . C5-1300 . . 1667.00 - 2026.00 . . ENERGY CRISIS INTERVENTION PROGRAM
D 8 9H75 . CS-0810 . 1021 .00 - 1241.00 . . HEAD START FAMILY SERVICES ASSISTAN
D 8 9KT2 . CS-1497 . 2030.00 - 2467.00 . . HEAD START HEALTH SERVICES COORDINA
0 8 9HN2 . C5-1246 - 1579.00 - 1920.00 . . HEAD START LEAD TEACHER - PROJECT
0 8 9KS8 . C5-1665 . 2401-00 - 2918.00 - . HEAD START MENTAL HEALTH SPECIALIST
D 8 9KS3 . C5-1524 . 2085.00 - 2534.00 . . HEAD START NUTRITIONIST - PROJECT
0 8 9KS6 . C5-1280 . 1634.00 - 1986.00 . . HEAD START PARENT AND SOCIAL SERVIC
0 8 9KN4 . CS-1729 . 2559.00 - 3111.00 . . HEAD START SPECIAL EDUCATION COORDI
D 8 9KS9 . C5-1680 . 2437.00 - 2962.00 . . HEAD START SPEECH PATHOLOGIST - PRC
D 8 9HS2 . CS-1027 . 1269.00 - 1542.00 . . HEAD START TEACHER - PROJECT
D 8 9H74 . C5-0572 . 805.00 - 979.00 . . HEAD START TEACHER ASSISTANT - PROJ
D 8 SISI - CS-1525 - 2087.00 - 2537.00 . . LAW AND JUSTICE TECHNICAL WRITER -
0 8 9991 . C1-0178 FLAT - 660 -00 - - MANPOWER SYJP WORKER- PROJECT
D 8 LAX2 . CS-2039 . 3489.00 - 4241.00 . . SENIOR SYSTEMS SOFTWARE SPECIALIST
D 8 AGT2 . C5-1820 . 2803.00 - 3407.00 . . SPECIAL EMPLOYMENT PROGRAMS COOROIN
D 8 65S1 . CS-1790 . 2720.00 - 3306.00 . . VICTIM/WITNESS PROGRAM COORDINATOR
PC 0879 1, CLASS OSALARY LISTING *GE 18
" VtF04 CODE F
UNREPRESENTED CLASSES - CLASSIFIED AND EXEMPT
CFO
4-5 CLAS LEVEL SALARY RANGE CLASS TITLE
F 8 SAWA . C5-1476 . 1987.00 - 2416.00 ACCOUNTANT I
F 8 SAVA . C5-1609 . 2270.00 - 2759.00 : . . ACCOUNTANT II
F 8 SATA . C5-1689 . 2459.00 - 2989.00 . . ACCOUNTANT III
F 8 B9WA . C5-1232 . 1557.00 - 1893.00 . . AGRICULTURAL FIELD ASSISTANT
F 8 2BS1 . C5-1771 . 2669.00 - 3244.00 . . ASSOCIATE COUNSELOR OF CONCILIATION
F 8 SFWA . C5-1476 . 1987.00 - 2416.00 . . AUDITOR I
F 8 SFVA . C5-1616 . 2286.00 - 2778.00 . . AUDITOR II
F 8 STWA . C5-1509 . 2054.00 - 2497.00 . . BUYER I
F 8 STTA . C5-1607 . 2265.00 - 2754.00 . . BUYER II
F 8 JPS2 . C5-1846 . 2877.00 - 3497.00 . . COURT REPORTER - MUNICIPAL COURT
F 8 JPS1 . C5- 1846 . 2877.00 - 3497.00 . . COURT REPORTER - SUPERIOR COURT
F 8 JPS3 . XD-1846 . FLAT - 139.44 . . COURT REPORTERS PER DIEM
F 8 2KWC . XA-1930 . 2424.00 - 3285.00 e & DEPUTY COUNTY COUNSEL FIXED TERM
F 8 2KWO . XA-1930 . 2424.00 - 3285.00 . . DEPUTY DISTRICT ATTORNEY - FIXED TE
F 8 6RW1 . C5-1626_ . 2309 . 00 - 2806 .00 . . DEPUTY MARSHAL
F 8 6RN1 C5- 1772 267.2.'00 - 3247 ..00 . . DEPUTY MARSHAL SERGEANT
F 8 6R71 C1-1207 FLAT - 1846 .00 . . DEPUTY MARSHAL-RECRUIT
F 8 6XW3 CS- 1626 2309 . 00 - 2806 _00 . . DEPUTY SHERIFF RESERVE-EXEMPT
F 8 6XW1 . C1-0753 FLAT - 1173 . 00 . . DEPUTY9 SPECIAL IN COUNTY SERVICE t
F 8 9KTA . C5-1549 . 2138.00 - 2598.00 . . ECONOMIC OPPORTUNITY PROGRAM SPECII
F 8 9KHB . C5-1671 . 2415.00 - 2935.00 . . ECONOMIC OPPORTUNITY PROGRAM SPECK
F 8 9KWA . C5-1085 . 1344.00 - 1634.00 . . ECONOMIC OPPORTUNITY PROGRAM WORKEF
F 8 9KVA . C5-1232 . 1557.00 - 1893.00 . . ECONOMIC OPPORTUNITY PROGRAM WORKEF
F .8 AJWA . C5-1194 . 1499.00 - 1822.00 . . EXAMINATION PROCTOR
F 8 VW81 . XD-0001 . FLAT - 434.00 . . FAMILY NURSE PRACTITIONER INTERN
F 8 S5WB . C5-1332 . 1721.00 - 2092.00 . . FIELD TAX COLLECTOR
F 8 S57A . C5-1198 . 1505.00 - 1830.00 . . FIELD TAX COLLECTOR TRAINEE
F 8 9KT8 . C5-1497 . - 2030.00 - 2467.00 . . HEAD START HEALTH SERVICES COORDIN)
F 8 JWV3 . C5-1136 . 1415.00 - 1720.00 . . INTERMEDIATE TYPIST CLERK-EXEMPT
F 8 2RS4 . XA-0003 . FLAT - 173.00 . . JUVENILE COURT REFEREE-PER DIEM
F 8 2YWB . CL-0920 . FLAT - 1386.00 . . LAW CLERK I
F 8 2YVA . C1-1092 . FLAT - 1646.00 . . LAW CLERK II
. F 8 2YTA . C1-1238 . FLAT - 1904.00 . . . LAW CLERK III
F 8 AJTA . C5-1292 . 1654.00 - 2010.00 . . LEAD EXAMINATION PROCTOR
F 8 2YWA . C1-1461 s . FLAT - 2380.00 . . LEGAL RESEARCH ASSISTANT
PC0879•ol CLASS qlSALARY LISTING GAGE 19
CF04 CODE F
UNREPRESENTED CLASSES - CLASSIFIED AND EXEMPT
CFO
4-5 CLAS LEVEL SALARY RANGE CLASS TITLE
F 8 2EY2 . C5-1759 . 2637.00 - 3205.00 . . LEGAL RESEARCH ATTORNEY - EXEMPT
F 8 3KWA . C5-0561 . 796.00 - 968.00 . . LIBRARY STUDENT ASSISTANT
F 8 3KW2 . C5-0561 . 796.00 - 968.00 . . LIBRARY STUDENT ASSISTANT-EXEMPT
F 8 V07A . C5- 1280 . 1634.00 - 1986.00 . . MICROBIOLOGIST TRAINEE
F 8 2Y7A . C1-1238 . FLAT - 1904.00 . . PARALEGAL
F 8 9TW1 . C5- 1189 . 1492.00 - 1813.00 . . PARK ATTENDANT - SAN RAMON RECREATI
F 8 519A . C5-1194 . 1499.00 - 1822.00 . . PLANNING AIDE
F 6 LATA . C5- 1380 . 1806.00 - 2195.00 . . PROGRAMMER TRAINEE
F B 9T73 . XA-0317 . 624.00 - 927.00 . . RECREATION ASSISTANT - ORINDA SERVI
F 8 9T95 . XA-0422 . 1400.00 - 2200.00 . . RECREATION INSTRUCTOR - LEVEL 422
F 8 GK75 . C3-1091 . 1491.00 - 1644.00 . . SERVICE AREA CARETAKER
F 8 GKTL . C3-1189 . 1645.00 - 1813.00 . SERVICE AREA LEAD CARETAKER
F 8 J9T2 . XB-1308 . 1600.00 - 2042.00 . . SERVICE AREA LEAD CLERK
F 8 NK7A . C5-1228 . 1551.00- 1885.00 . . STUDENT AIDE - C .IVIL ENGINEERING
F 8 999E . TB-0200 . 598.00 - 1224.00 . . * STUDENT WORKER - DEEP CLASS
F 8 BKW1 . C1-2043 . FLAT - 4258.00 . VETERINARIAN
F 8 BW7B . C1-0892 . FLAT - 1348.00 . . WEIGHTS AND MEASURES AIDE
12-1-87 1 .76
THE ORDINANCE INTRODUCING SALARY AND BENEFITS
FOR BOARD OF SUPERVISORS WILL BE INTRODUCED
ON DECEMBER 8 , 1987 .
i
THE BOARD OF SUPERVISORS OF CONTRA COSTA COUNTY, CALIFORNIA
Adopted this Order on December 1 , 1987 by the following vote:
AYES: Supervisors Powers , Fanden, Schroder , Torlakson, McPeak.
NOES: None .
ABSENT: None.
ABSTAIN: None .
SUBJECT: 1987-1989 Compensation for Employees
in Units Represented by Social Services 87/ 686
r,U:n.:on..,,L:oca1 :.5-35:,=S .E I .U.
The Contra Costa County Board of Supervisors RESOLVES THAT:
1 . On December 1 , 1987, the Employee Relations Officer submitted the
Memorandum of Understanding dated November 24, 1987, entered into with
Social Services Union, Local 535, S.E.I .U. for the following Units represented
by the Union:
Community Aide Unit
Social Services Unit
2. This Board having thoroughly considered said Memorandum of Understanding,
the same is approved.
3. Salaries and Terms and Conditions of Employment, Local 535 SEIU. The
Memorandum of Understanding with Social Services Union, Local 535 SEIU is
attached hereto, marked Exhibit A; and Section Numbers 1 through 52 inclusive
and Attachments A. B, & C and made applicable to the employees in the
above-named units.
4. If an Ordinance(s) is required to implement any of the foregoing
provisions, the Board of Supervisors will adopt said Ordinance(s).
5. This Resolution is effective as of July 1 , 1987.
1 hereby certify that this is a true and correct copy Of
an action taken and entered on the minutes of the
Board of Supervi rs on the date shown.
ATTESTED: ev
PHIL BATCHELOR, clerk of the oard
of Supervisors and County Administrator
By IN D��uty
Org: Personnel Department
cc: County Administrator
County Counsel
Auditor-Controller
Social Service Department
Health Services Department
Social Services Union, Local 535, SEIU
1tES0LIJTI10N NO , 87/,686
1,
1
MEMORANDUM OF UNDERSTANDING
BETWEEN
CONTRA COSTA COUNTY
AND
SOCIAL SERVICES UNION, LOCAL 535
1987 - 1989
a+
MEMORANDUM OF UNDERSTANDING
BETWEEN
CONTRA COSTA COUNTY
AND
SOCIAL SERVICES UNION, LOCAL 535
1987 - 1989
Table of Contents
Subject Page Section
Accrual of Holiday Time & Credit 29 12.4
Adoption 78 51
Advance Notice 7 2.8
Agency Shop 4 2.2
Anniversary Dates 11 5.5
Attendance at Meetings 8 4.1
Bilingual Provisions 57 24
Call-Back Time 22 8
Career Ladder 64 35
Coerced Resignations 51 21 .5
Communicating With Employees 6 2.6
Compensation for Portion of Month 13 5.8
Conservatorship Differential 59 30
Constructive Resignation 50 21 .2
Continuous Testing for Flexibly Staffed Classes 64 34.2
Counseling 60 32.2
County-wide Sick Leave Study 39 14.11
Days & Hours of Work 17 6
Definitions 1 ---
Dependent Care 78 50
Disability 34 14.4
Disability Insurance Review Committee 38 14.9
Dismissal, Suspension & Demotion 51 22
Dues Deduction 3 2.1
Employee Annual Health Examination 38 14.10
Entrance Salary 11 5.4
Flexible Staffing 63 34
General Wage Increase 9 5.1
Grievance Procedure 54 23
Health, Welfare, Life & Dental Care 42 17
Holidays 28 12
Increments Within Range 12 5.6
Indemnification & Defense of County Employees 70 46
Integration of State Disability Benefits with
the County Sick Leave Benefit Program 38 14.8
Jury & Witness Duty 41 16
Layoff During Probation 47 18.7
Leave of Absence Replacement 40 15.4
Leave of Absence 39 15
Leave Pending Employee Response 53 22.3
Leave Without Pay 39 15.1
Length of Service Definition 68 40
Letter of Understanding Re: Temporary Employees 71 49
Lump Sum Payment 9 5.2
Af
Table of Contents
page two
Subject Page Section
Maintenance of Membership 5 2.3
Mental Health Screening Differential 59 29
Merit Board 57 23.6
Mileage . 58 27
Military Leave 40 15.2
Modification and Decertification 70 47
No Discrimination 8 3
No Strike 57 23.5
Notice of New Employees 59 31
Notice of Suspension Without Pay Due to Pending
Criminal Charges 53 22.5
On-Call Duty 22 9
Overtime & Compensatory Time 20 7
Parental Leave 40 15.3
Part-Time Compensation 12 5.7
Part-Time Differential 22 7.3
Pay Equity 10 5.3
Pay for Work in Higher Classification 15 5.16
Payment 16 5.18
Pay Warrant Errors 16 5.18
Performance Evaluation 61 32.4
Permanent Intermittent Employee Benefits 69 43
Permanent Intermittent Health Plan 69 44
Permanent Part-Time Employee Benefits 69 42
Personal Property Reimbursement 67 39
Personnel Actions 60 32
Personnel Management Regulations 78 52.3
Position Reclassification 13 5.9
Probationary Period 46 lb
Procedure on Dismissal , Suspension or Disciplinary Demotion 51 22
Promotion 48 19
Provisional Employee Benefits 70 45
Recognition 3 1
Regular Appointment 47 18.6
Reimbursement for Meal Expenses 67 38
Rejection During Probation 46 18.5
Rejection During Probation of Layoff Employee 48 18.8
Requirements for Promotional Standing 48 19.5
Resignation in Good Standing 50 21 .1
Resignations 50 21
Respite Leave Without Pay 59 28
Retirement Contribution 58 25
Table of Contents
page three
Subject Page Section
Safety Program 63 33
Salaries 9 5
Salary on Appointment from Layoff List 14 5.12
Salary on Promotion 14 5.11
Salary on Involuntary Demotion 14 5.13
Salary on Voluntary Demotion 14 5.14
Salary Reallocation & Salary on Reallocation 13 5.10
Salary Review While on Leave of Absence 41 15,5
Scope of Agreement & Separability of Provision 78 52
Scope of Adjustment Board & Arbitration Decisions 56 23.2
Seniority Credits 49 19.6
Separation Through Layoff 25 11 .6
Service Awards 68 41
Severance Pay 24 11 .5
Shift Differential 22 10
Shop Stewards & Official Representatives 3 4
Sick Leave 30 14
Skelly Requirements 52 22.2
Staffing Allocations & Reassignments 65 37
Staffing Allocation & Workload Distribution 64 36
Staggered Work Schedule 17 6.2
Time Off to Vote 41 15.7
Training Reimbursement 58 26
Transfer 49 20
Unauthorized Absence 41 15.6
Unfair Labor Practice 71 48
Union Notification of Workforce Reduction 23 11
Union Recognition 3 1 .1
Union Representative 8 4.2
Union Security 3 2
Use of County Buildings 7 2.7
Vacation Accrual Rates 30 13,2
Vacation Allowance for Separated Employees 30 13.4
Vacation Leave 29 13
Vacation Preference 30 13.5
Withdrawal of Membership 6 2.5
Worker' s Compensation 36 14.5
Workforce Reduction 23 11 .1
Written Statement for New Employees 8 2.9
Attachment A - Project Positions
Attachment B - Class & Salary Listing
Attachment C - Side Letter Re: MQ's For Social Service Program Asst. , Social
Worker and Vocational Counselor
Memorandum of Understanding
Between
Contra Costa County
And
Social Services Union, Local 535
This Memorandum of Understanding is entered into pursuant to the authority
contained in Division 34 of the Contra Costa County Board .of Supervisors
Resolution No. 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 Resolution No. 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 Memorandum of Understanding shall be presented to the Contra Costa County
Board of Supervisors as the joint recommendations of the undersigned for salary
and employee benefit adjustments for the period commencing July 1 , 1987 and
ending June 30, 1989.
Special provisions and restrictions pertaining to Project employees covered
by this Memorandum of Understanding are contained in Attachment A which is
attached hereto and made a part hereof.
Definitions:
A. "Appointing Authority" means Department Head unless otherwise pro-
vided by statute or ordinance.
B. "Class" means 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 descrip-
tive title may be used to designate each position allocated to the
group.
C. "Class Title" means the designation given to a class, to each posi-
tion allocated to the class, and to the employees allocated to the
class.
D. "County" means Contra Costa County,
E. "Demotion" means the change of a permanent employee to another
position in a class allocated to a salary range for which the top
step is lower than the top step of the class which the employee
formerly occupied except as provided for under "Transfer" or as
1 .
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Q. "Reallocation" means 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 pro-
vided for in the Personnel Management Regulations, deep class reso-
lutions or other ordinances.
R. "Reclassification" means the act of changing the 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 kind, difficulty
or responsibility of duties performed in such position.
S. "Reemployment List" means a list of persons, who have occupied
positions allocated to any class in the merit system and, who have
voluntarily separated and are qualified for consi.deration. for reap-
pointment under the Personnel Management Regulations governing
reemployment.
T. "Resi nation" means the voluntary termination of permanent service
with t e County from a position in the merit system.
U. "Temporary Employment" means any employment in the merit system
which will require the services of an incumbent for a limited
period of time, paid on an hourly basis, not in an allocated posi-
tion or in permanent status.
V. "Transfer" means the change of an employee who has permanent status
in a position to another position in the same class in the same
class in a different department, or to another position in a class
which is allocated to a range on the salary plan that is within
five (5) percent at top step as the class previously occupied by
the employee.
Section l - Recognition
1 .1 Union Recognition. The Union is the formally recognized employee org-
anization for the representation units listed below, and such organization has
been certified as such pursuant to Chapter 34-12 of Board Resolution No.
81/1165.
A. Community Aide Unit
B. Social Services Unit
Section 2 - Union Security
2.1 Dues Deduction. Pursuant to Board Resolution No. 81/1165, only a
majority representative may have dues deduction and as such the Union has the
exclusive privilege of dues deduction or agency fee for all employees in its
units.
3
At
the unit, layoff, and leave of absence with a duration of more than
thirty (30) days.
E. Annually the Union shall provide the Director of Personnel with
copies of the financial report required pursuant to the Labor
Management' Disclosure Act of 1959. Such report shall be available
to employees in the unit. Failure to file such a report within
sixty (60) days after (June 30,-) shall result in the termination
of all agency shop fee deductions without jeopardy to any employee,
until said report is filed.
F. 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" card by -the
Personnel 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' s "Hudson
Procedure," and the union dues, agency shop fee,
initiation fee or charitable contribution required under
Section 2.2.6.3 are not received, and the employee has
not timely invoked the Union' s Hudson Procedure, or if
invoked, the employee' s "Hudson Procedure" rights have
been exhausted, the Union may, in writing, direct that
the County withold 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.
G. 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 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.
H. The County Personnel Department shall monthly furnish a list of all
new hires to the Union.
I . In the event that employees in a bargaining unit represented by the
Union vote to rescind "Agency Shop," the provisions of Sections
2.3, 2.4, and 2.5 shall apply to dues-paying members of the Union.
2.3 Maintenance of Membership. All employees represented by the Union who
are currently paying dues to the Union and all employees in such unit who
hereafter become members of the Union shall as a condition of continued
employment pay dues to the Union for the duration of this Memorandum of
5
•
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
work in 'progress. Such placement and/or distribution shall not be performed by
on duty employees.
The Union shall be allowed 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 grievance, and/or to contact a union
officer on a matter within the scope of representation.
In the application of this provision, it is agreed and understood that in each
such instance advance arrangements, in6'luding~disclosure of which of the above
purposes is the reason for the visit, will be made with the departmental
representative in charge of the work ar1.ea, and the visit will not interfere
with County services.
2.7 Use of County Buildings. The Union shall be allowed the use of areas
normally used for meet-i:"rrg 'purposes for meetings of County employees during non. -
work hours when:
A. Such space''i's avaiiable� and its use by the,.Union�is;s'chedul'ed'u1 J
twentyi�fou`r}(24) --h'oars in advance; �.;, „�,,,o �J� -0 FuoulLs.rD?
B. there is no additional cost to ,the ,Coun,ty;; ; a�uph�ra �}e Mail:, d? fl
C. 1tUd'oes'nof` 'i`nter`fere with normal County operations; bi':?�'t
D. employees in _attendance are not on; duty and are not? stK dule'd`for '<
duty;
E. the meetings are on matters within the scope of- representation: f
The admini`str'Ative 'official , responsib.Ie forfithe. space sha:ll;.establish dfia ma ny
tain sched`ul'i',ng 'of' such' use's.' The Union shall maintain proper order at__the__
meeting, and see that the space i�s.,left-i,n a• clea.n�and;orderly�condition; �`
The use of County equipment (other-than items„normal;l,y-.used..imi the oconductr'of
business meetings-,,:such as:desks,,chairs„•ashtrays,.,and blackboards)Fits str•#•ctl'y `'-
prohibited, I,even� though ;it,rroay-be present„in the meetsng,;ar_ea, a +: , `Cd•r 2 5 =��
2.8 •+Advance Notice -;'The'Union-shall , except,rin ,cas_esuof.-emergency, lhAJ
the`ri ghtctoi' reasonabl'e notice *of any ordinance, rule, resolution or regul a.tJ,on..__._
directly relating, to.matters within the scope of. represen a:t,i;on,proposed 'to.de'` 3a
adopted by .the Boar.d,. or boards and commissions designated by the Boatd, and to
meet with thetbod cons'(�ering t matier,.,9a:ga 2pgJj•, roU2. 4-.�r1�s, +�4 Jc
Ink pnAL2 pbE-tTAS6 ' 'N b' iW g} r Gr2
t (5d) p. }n6ti� o s coba• oxl'G b�obozoj ar },�f,, tJt,vr. , .
} n G1 '> e > iJs ea
T+heal#9ting' of a�r� it'em r a4 r�bli>c a enda,sinsa rea'sorrabiy�(descrPj 'tiv W or
the ma i!l�iyn'§l::of ai �cS�py�ro ”a'��ras�all �at�,JlEasltJ,sevERtiy-"Gwor'(72°)'vch�orii'rsbei`o e 'the
lLtem }w:i=lel. be Head;'or.;tr}ie de i very of a copy of the, proposal at 1 east twenty-
constitute note co
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`�gob�6q p�.s�,ir� 3a9;nq' r J u e 2co6,o! r;c,b� 6,22u9pJQJal.��oboz6go +i ,
C14LGC>rj ��kG`j=9pUUd- o tUS�,LeA2 MJ'{ o: G t1A520�j7f1`0�� ��} rLq, flj,9}:;1OJU
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I
4.3 In the Social Service Department, the Union shall designate five (5)
representatives who shall be allowed time off on County time with corresponding
reduction in work assignments, up to sixteen (16) hours per week per represen-
tative, for meetings during regular working hours when formally meeting and con-
ferring in good faith or consulting with the Employee Relations Officer or other
management representatives on matters within the scope of representation or for
the reasons as provided in 4.1-A through E above. In each case, advance
arrangements for time away from the employee's work assignment shall be made
with the Department Head or designee. Such representatives from other depart-
ments shall be allowed time off as provided in Section 4.2 and the represen-
tatives designated in this Section shall not in the aggregate exceed five (5)
employees.
4.4 The Union may designate stewards in the Social Service Department who
may be allowed to attend meetings held on County time for the purposes provided
in 4.1-D above. In each case, advance arrangements for time away from the
employee's work assignment shall be made with the Department Head or designee.
The number of stewards for the following offices shall be:
Muir Road 2
Marina West 2
3431 MacDonald 1
El Sobrante 1
Rodeo 1
Stanwell 1
Antioch 1
Pittsburg 1
CMSE 1
If during the term of this Memorandum of Understanding the Pittsburg and Antioch
Offices are combined, the Union may designate two (2) stewards from that office.
4.5 The Union shall notify in writing the Department Head or designee of
those persons designated as official representatives and as stewards and of any
changes of such designations when made.
Section 5 - Salaries
5.1 General Wage Increases
A. Effective November 1 , 1987 each represented
classificacation shall receive a general wage increase
of 30 levels on the County Salary Schedule (3%).
B. Effective July 1 , 1988 each represented classification
shall receive a general wage increase of 39 levels on.
the County Salary Schedule (4%).
5.2 Lump Sum Payment
In lieu of a retroactive pay requiring special payroll
recomputation processing back to July 1 ; 1987, the County
9
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4
4. Staff for the Labor-Management Task Force shall be
provided by the personnel Department.
5. Recommendations from the Pay Equity Study shall be
submitted to the Board of Supervisors for approval .
6. Pay Equity recommendations which are approved by the
Board of Supervisors shall be implemented in such
fashion that the County will provide fifty cents in pay
equity adjustments for each one dollar general wage
increase authorized for the classifications represented
by the participating unions collectively, provided that
the total of pay equity adjustments in any fiscal year
shall not exceed twenty-five percent of the general
payroll increase.
7. Each participating union will promise not to bring or
support comparable worth or pay equity litigation
against Contra Costa County or any agent, servant,
officer, or employee of Contra Costa County and further
promise that in the event litigation advancing
comparable worth or pay equity claims is brought
against the County or any of its agents, servants,
officers, or employees, within five years from the
effective date of this agreement, by any person(s)
employed or formerly employed in a class(s) represented
by the participating unions, the union(s) representing
such class(s) shall pay one half of the County's
attorney fees and costs; provided that the union is not
named as a co-defendant in such litigation.
5.4 Entrance Salary. 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.
5.5 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 competes six months
service.
B. Promotions. The anniversary date of a promoted employee is deter-
mined as for a new employee in Subsection 5.5-A above.
11
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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.
5.8 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.
5.9 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 shall be reduced to the maximum salary for the new
classification. 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 5.11 - Salary on Promotion.
.5.10 Salary Reallocation and 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 thatto which
it was previously allocated, when the number of steps remain the
same, shall be compensated at the same step in the new salary range
the employee was receiving in the range to which the class was pre-
viously allocated. If the reallocation 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 5.10 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.
13
5.15 Transfer. An employee who is transferred from one position to another
as described under "Transfer" 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.
Whenever a permanent employee transfers to or from a deep class, as provided in
the appropriate deep class resolution, the salary of the employee shall be set
as provided in the deep class resolution at a step not to exceed a five (5) per-
cent 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" if the
employee is transferring to another class or to a level in a deep class for
which the salary is at least five (5) percent above the top base step of the
deep class level or class in which they have status currently.
5.16 Pay for Work in Higher Classification. When an employee in a per-
manent position in the merit system isrequire 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 5.11 -
Salary on Promotion of this Memorandum, commencing on the eighteenth 18th work
ay of the assignment, under the following conditions:
1 . The 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.
2. The nature of the departmental assignment is such that the employee
in the lower classification becomes fully responsible for the
duties of the position of the higher classification.
3. Employees selected for the assignment will normally be expected to
meet the minimum qualifications for the higher classification.
4. Pay for work in a higher classification shall not be utilized as a
substitute for regular promotional procedures provided in this
Memorandum.
5. The appropriate authorization form has been submitted by the
Department Head at least fifteen (15) days prior to the expiration
of the seventeen (17) day waiting period and approved by the County
Administrator.
6. Higher pay assignments shall not exceed six (6) months except
through reauthorization.
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Pay errols discovered by the County found in employee pay shall be corrected as
soon as possible as to current pay rate but that no recovery of either over-
paymentsfor underpayments to an employee shall be made retroactively except for
the six-month 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 Personnel 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 a proposed repayment
schedule, ,the employee may accept the proposed repayment schedule or may request
a meeting through the County Personnel Department. If requested, a meeting
shall be held to determine a repayment schedule which shall be no longer than
one and one-half times (1-1(2) the length of time the overpayment occurred.
Section 6 - Days and Hours of Work
6.1 The normal work week of County employees is forty (40) hours between
12:01 a.m. Monday to 12:00 midnight Sunday, usually five (5) eight (8) hour
days; however, where operational requirements of a department require deviations
from the usual pattern of five (5) eight (8) hour days per work week, an
employee' s work hours may be scheduled to meet these requirements, but his
working time shall not exceed an average of forty (40) hours per seven (7) day
period throughout an operational cycle, and the Department Head shall prepare
written schedules in advance to support all deviations, the schedules to encom-
pass the complete operational cycle contemplated.
6.2 Staggered Work Schedule. The Social Service Department shall continue
to operate a staggered work sc edule plan. Office hours shall remain open to
the public from 8:00 a.m. to 5:00 p.m. , Monday through Friday. Permanent full-
time employees shall have the option to select, subject to prior approval of the
department, an eight (8) hour day, forty (40) hour workweek schedule consisting
of work hours which may be other than the normal 8:00 a.m. to 5:00 p.m. or 4:30
p.m. work schedule. The following shall serve as the basic criteria for the
staggered shift:
A. All employees must be present at their office or otherwise engaged
in the duties of their position during the core hours of 10:00 a.m.
and 3:30 p.m.
•B. Work schedules must remain within the hours of 7:00 a.m. and 7:00
p.m.
C. The selected staggered work schedule shall consist of the same hours
of work each day except for when a schedule including one varying
eight hour workday is necessary to provide "officer of the day"
coverage or for other specific circumstances in which the department '
determines that such a varying schedule is appropriate. The deci-
sion of the Department Head or designee shall be final .
D. Lunch periods of one (1 ) or one half (1/2) hour shall be scheduled.
In the event that the employee desires to change the scheduled lunch
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eight (8) hour day, forty (40) hour work week schedule consisting of work hours
which may be other than the normal 8:00 a.m, to 5:00 p.m. , Monday through
Friday. The following shall serve as the basic criteria for departmental
approval :
A. All employees must be present at their office or otherwise engaged
in the duties of their position during the core hours of 9:00 a.m.
to 4:00 p.m.
B. ' Work schedules must remain within the hours of 7:30 a.m. and 5:30
p.m. except for specific assignments which may require work beyond
those hours.
C. The selected staggered work schedule shall consist of the same
eight hour work days as is necessary to provide coverage during the
hours of 8:00 a.m. to 5:00 p.m. The decision of the Department
Head or designee shall be final .
D. Lunch periods of one (1 ) or one-half (1/2) hour shall be scheduled
subject to the approval of the Department Head or designee. In the
event that the Social Worker or Eligibility Worker desires to
change the scheduled lunch hour from one .(l ) hour to one-half (1/2)
hour, or from one half (1/2) hour to one (1 ) hour, that change must
be approved in advance by the Department Head or designee.
E. Each proposed staggered schedule must be •submitted in writing and
approved by the Department Head or designee prior to implemen-
tation. +
F. Changes in staggered schedules shall be requested in writing and
must have the approval of the Department Head or designee prior to
implementation.
G. Conflicting requests for schedules shall be resolved by the
Department Head or designee, and this decision shall be final .
H. In the event coverage within an area office becomes temporarily
reduced as a result of program changes, scheduling revisions,
absenteeism, or reductions in staffing, the department may adjust
Social Worker and Eligibility Worker schedules and/or duties to
assure that the necessary functions of the department are per-
formed.
I . It is understood that an individual employee' s schedule maybe
changed due to the needs of the department.
J. In the event this staggered scheduling provision is found by the
department to be inconsistent with the needs of the department, the
department shall so advise representatives of Local 535 and, the
County and the Union shall meet and confer in an attempt to resolve
the inconsistency.
19
employee' s regular work week for those hours which are not
authorized overtime.
D. Employees may not accrue a compensatory time off balance that
exceeds one hundred twenty (120) hours (i .e. eighty (80) hours at
time and one-half). Once the maximum balance has been attained,
authorized overtime hours worked will be paid at the overtime rate.
If the employee's balance falls below one hundred twenty (120)
hours, the employee shall again accrue compensatory time off for
authorized overtime hours worked until the employee' s balance again
reaches one hundred twenty (120) hours.
E. Accrued compensatory time off shall be carried over for use in the
next fiscal year; however, as provided in D above, accrued compen-
satory time off balances may not exceed one hundred twenty (120)
hours.
F. The use of accrued compensatory time off shall be by mutual
agreement betwen the Department Head or his designee and the
employee. Compensatory time off shall not be taken when the
employee would be replaced by another employee who would be eli-
gible to receive, for time worked, either overtime payment or com-
pensatory time accruals as provided for in this Section. This
provision may be waived at the discretion of the Department Head or
his designee.
G. When an employee promotes, demotes or transfers from the classifi-
cation eligible for compensatory time off to another classification
eligible for compensatory time off within the same department, the
employee's accrued compensatory time off balance will be carried
forward with the employee.
H. Compensatory time accrual balances will be paid off when an,
employee moves from one department to another through promotion,
demotion or transfer. Said payoff will be made in accordance with
the provisions and salary of the class from which the employee is
promoting, demoting or transferring as provided in I . below.
I . Since employees accrue compensatory time off at the rate of one and
one-half (1-1/2) hours for each hour of authorized overtime worked,
accrued compensatory time balances shall be paid off at the
straight time rate (two-thirds (2/3) the overtime rate) for the
employee's current salary:
Whenever:
1 . the employee changes status and is no longer eligible for
compensatory time off;
2. the employee promotes, demotes or transfers to another
department;
3. the employee separates from County service;
4, the employee retires;
5. the employee is granted a leave of absence.
21
Shift differential shall only be paid during paid sick leave and
paid disability as provided above for the first thirty (30) calen-
dar days of each absence.
Section 11 - Union Notification of Workforce Reduction
11 .1 Workforce Reduction. In the event funding reductions or shortfalls in
funding occur in the Social Service Department, the Department, after notifying
the Union of its intent to implement this procedure, shall effect the following
actions as necessary to alleviate layoffs:
A. Identify the classification(s) in which reductions must occur due
to funding reductions or shortfalls.
B. Advise all employees in the identified classification(s).
C. Accept all voluntary leaves of absence from employees in the
classification(s) being reduced.
D. Accept part-time requests from employees in the classification(s)
to be reduced to a minimum of twenty (20) hours per week; such
part-time requests shall be allowed only up to a maximum of one-
third (1/3) of the employees in the classification(s) identified
for reduction.
E. Accept all requests for lateral transfer and voluntary demotions
within the Department to classifications not being reduced, such
requests shall be honored on the basis of seniority only up to the
number of vacant authorized positions in classifications not being
reduced.
F. Offer employees in the classification(s) being reduced positions in
the same class which are designated as permanent intermittent.
Employees placed into such permanent intermittent status shall be
restored to their former status on the basis of seniority.
G. At such time as funding and authorization are available to increase
staffing in .previously reduced programs, employees, who voluntarily
demoted, voluntarily reduced their work hours, or accepted per-
manent intermittent positions due to workforce reduction, shall be
offered in order of seniority either increased hours or reinstate-
ment to a position in their former class; provided, however, the
Department shall not be obligated to offer an employee more' than
three positions in their former class. An employee may notify the
Department of his/her desire not to be offered a position in their
former class for a period not to exceed ninety (90) calendar days.
Such notification shall constitute a response to an offer and may be
exercised twice.
H. No actions taken by the Department shall be effected which alter an
employee' s seniority rights unless said employee acknowledges such
alteration in seniority rights and still requests the change in
status.
23
•
"I have received and read a copy of the Memorandum of Understanding
between Contra Costa County and Social Services Union, Local 535 dated
, such Memorandum of Understanding has been approved by
the'Board of Supervisors of Contra Costa County.
I acknowledge that I have terminated my employment with Contra Costa
County effective and that such termination was legally
proper.
In consideration of and by acceptance of severance pay in the amount of
Eighteen Hundred Dollars ($1 ,800) , I waive any and all preferential
reemployment rights and/or privileges with Contra Costa County and in
particular I waive the benefits provided in Sections 612 through 619
inclusive of the Personnel Management Regulations of Contra Costa
County."
(Employee's Signature)
11 .6 Separation Through Layoff
A. Grounds for Layoff. Any employee(s) having permanent status
in positions 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 a 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.
25
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 contin-uous permanent County employment with
remaining ties broken by random selection among the employees
involved.
H. Duration of Layoff and Reemployment Rights. The name of any
person laid off or granted reemployment privileges after
i application shall continue on the appropriate list for a
period of two (2) years. Persons placed on layoff lists shall
be continued on the list for an additional two years if appli-
cation for extension of eligibility is made before the expira-
tion of the original period of eligibility.
I. Certification of Persons From Layoff Lists. Layoff lists con-
tain the names o_Fp`e_r_s_o_n_�s7 laid off, displaced or demoted
by displacement or voluntarily demoted in lieu of layoff or
who have transferred in lieu of layoff or displacement. When
a request for personnel is received from the appointing
authority of a department, if a layoff list exists for the
class, the appointing authority shall receive and appoint the
eligible highest on the layoff list from that department; or
in the case that there is no layoff from that department, the
appointing authority shall receive and appoint the eligible
highest on the layoff list. However, if an eligible so cer-
tified is rejected during probation as referenced in Section
18.7 and 18.8 and restored to the layoff list, the rejected
employee will not again be certified to the department from
which rejected on probation unless the appointing authority so
requests.
J. Removal of Names from Reemployment and Layoff Lists. The
Director of Personnel may remove the name of any eligible from
a reemployment 'or 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 indi-
cates no further desire for appointment in the class. .
4. If three offers of permanent appointment to the class for
which the eligible list was established have been declined
by the eligible.
27
C. For all employees, if a work day falls on a scheduled holiday they
shall receive overtime pay or equivalent compensatory time credit
(holiday credit) for working the holiday; or if a holiday falls on
the day off of an employee, the employee shall be given straight
time pay or equivalent compensatory time credit.
12.3 If any holiday listed in Section 12.1 (A) above falls on a Saturday.,
it shall be observed on the preceding Friday. If any holiday listed in Section
12.1 (A) above falls on a Sunday, it shall be observed on the following Monday.
12.4 Accrual of Holiday Time & Credit. Employees entitled to holiday cre-
dit shall be permitted to elect between pay or compensatory time off in recogni-
tion of holidays worked. The following procedures shall apply to this
selection:
A. Any person who is eligible and who elects to accrue holiday credit
must agree to do so for a full fiscal year (July 1 through June
30) , or the remainder therof.
B. Employees starting work after a list of those electing to accrue
holiday credit has been submitted to the Auditor and approved, will
be paid overtime unless they specifically request in writing within
seven (7) calendar days to be placed on the holiday credit accrual
list.
C. Holiday time shall be accrued at the rate specified above to a
maximum of eight (8) hours worked by the employee.
D. Accrued holiday credit may not be accumulated in excess of two
hundred eighty-eight (288) working hours, exclusive of regular
vacation accruals. After 288 hours, holiday time shall be paid at
the rates specified above.
E. Accrued holiday credit may be taken off at times determined by
mutual agreement of the employee and the Department Head.
F. Accrued holiday credit shall be paid off only upon a change in sta-
tus of the employee such as separation, transfer to another depart-
ment or reassignment to a permanent-intermittent position.
Section 13 - Vacation Leave
13.1 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 of service and begins on the date of appointment to a per-
manent 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 5.7 of this Memorandum of
Understanding.
Vacation may be taken in increments of one half (1/2) hour.
4'
29
retirement time on the basis of one day of retirement service credit for each
day of accumulated sick leave credit.
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. An employee may use paid sick leave credits when the employee is
off work because of a temporary illness or ,injury.
B. 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 conditions listed
below. For the purposes of this Section 14 permanent disability
shall mean the employee suffers from a disabling physical injury or
illness and is thereby prevented from engaging in any County occu-
pation for which he/she is qualified by reason of education,
training or experience. Sick leave credits may be used under this
provision only when the following requirements are met:
1 . an application for retirement due to disability has been
filed with the Retirement Board; and
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 disa-
bility. The appointing authority may review medical evi-
dence and order further examination as he/she deems
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 insuf-
ficient, .or where the above conditions have not been met.
C. Communicable Disease. An .employee may use paid sick leave credits
while under a physician's orders to remain secluded due to exposure
to a communicable disease.
D. Sick Leave Utilization for Pregnancy Disability. Every female
employee shall be entitled to at least four months leave ofabsence
on account of pregnancy disability and to use available sick leave
or vacation. pay entitlements during such leave.
1 . Application for such leave must be made by the employee to
the appointing authority accompanied by a written state-
ment of disability from the employee"s attending physi-
cian. 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 ter-
minate. The appointing authority retains the right to
medical review of all requests for such leave.
2. If a female employee does not apply for sick leave and the
appointing authority believes that the employee is not
31
14.3 Administration of Sick Leave. Accumulated paid sick leave credits may
not be used in the following situations:
1 . Vacation. For an employee's illness or injury while the employee
is on vacation except when extenuating circumstances exist and the
appointing authority approves.
2. Not in Pay Status. When the employee would otherwise be eligible
to use paid sick leave credits but is not in a pay status. .
The proper administration of sick leave is a responsibility of the,employee and
the. Department Head. The following procedures apply:
A. Employees are responsible for notifying their department of an
absence as early as possible prior to the commencement of their
work shift or not later than thirty (30) minutes thereafter if
possible. Notification shall include the reason and possible dura-
tion of the absence.
B. Employees are responsible for keeping their department informed of
their continuing condition and probable date of return to work.
C. Employees are responsible for obtaining advance approval from their
appointing authority or designee for the schedule time of
prearranged personal or family medical and dental appointments.
The use of sick leave may be denied if these procedures are not followed. Abuse
of the sick leave privilege on the part of the employee is course for discipli-
nary action. To ascertain the propriety of claims against sick leave,
Department Heads may make such investigations as they deem necessary. The
Department Head may use but is not limited to the following procedures:
1 . Calling the employee, his/her family or attending physician if
there is one.
2. Obtaining the signature of the employee on the Absence/Overtime
Record or on another form established for, that purpose, as a cer-
tification of the legitimacy of the claim.
3. Obtaining a written statement explaining the claim for use of accu-
mulated sick leave credits.
4. Obtaining a physician's certificate covering the absence(s) indi-
cating that the employee was incapacitated.
5. Writing a letter of inquiry about the employee' s condition enclosing
a form to be filled out, signed and returned.
6. Obtaining a periodic statement of progress and medical cer- '
tification in absences of an extended nature.
Department Heads are responsible for establishing timekeeping procedures which
33
v
r
1 . a statement of the leave of absence or suspension propo-
sed;
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 fess than seven (7) work days 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) work days 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 Personnel to the Merit Board.
Alternatively, the employee may file a written election with the
Director of Personnel 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 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
35
r
any County funded wage replacement program. No charge shall be
made against sick leave or vacation for .these salary payments.
Sick leave and vacation rights shall not accrue for those periods
during which salary payments are made.
The maximum period for the described salary continuation for any
one injury or illness shall be one year from the date of temporary
disability.
B. Continuing pay begins on the date of injury and continues until the
temporary disability ends, or until one (1 ) year from the date of
injury, whichever comes first. All continuing pay under the
Workers' Compensation Program will be cleared through the County
Personnel Office, Safety Division.
C. Full Pay Beyond One Year. If an injured employee remains eligible
for temporary disability beyond one year, full salary will continue
by integrating sick leave and/or vacation accruals with Workers'
Compensation benefits. If salary integration is no longer
available, Workers' Compensation benefits will be paid directly to
the employee as prescribed by Workers' Compensation laws.
D. Rehabilitation Integration. An injured employee who is eligible
for Workers' Compensation Rehabilitation Temporary Disability bene-
fits and whose disability is medically permanent and stationary
will continue to receive full salary by integrating sick leave
and/or vacation accruals with Workers' Compensation Rehabilitation
Temporary Disability benefits until those accruals are exhausted.
Thereafter, the rehabilitation temporary disability benefits will
be paid directly to. the employee.
E. Health Insurance. The County contribution to the employee's group
insurance plan s) continues during the continuing pay period and
during integration of sick leave or vacation with Workers'
Compensation benefits.
F. Method of Integration. An employee' s sick leave and/or vacation
charges shall be calculated as follows: C = 8 [ 1 - (W ; S)1
C = Sick leave or vacation charge per day (in hours)
W = Statutory Workers' Compensation for a month
S = Monthly salary
14.6 For the purposes of this Section 14 the immediate family shall be
restricted to the spouse, son, stepson, daughter, stepdaughter, father, step-
father, mother, stepmother, brother, sister, grandparent, grandchild, father-in-
law, mother-in-law, son-in-law, daughter-in-law, brother-in-law, or .
sister-in-law, of an employee.
14.7 No employee who has been granted a leave without pay or unpaid mili-
tary 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.
37
will recomend that the employee become immunized. If the employee has direct
patient contact and refuses to become immunized, said employee will be relocated
to an indirect patient contact area.
14.11 County-wide Sick Leave Study. The County agrees to meet and confer
with the Union along with the other employee organizations in the coalition
regarding implementation of a revised County-wide Sick Leave Policy. Such meet
and confer sessions shall take place during the term of this memorandum of
understanding.
Section 15 - Leave of Absence
15.1 Leave Without Pay. Any employee who has permanent status in the
classified service may be granted a leave of absence without pay upon written
request, approved by the appointing authority; provided, however, that leaves
for pregnancy shall be granted in accordance with applicable state and federal
law. Upon request to the appointing authority, any employee who has permanent
status in the classified service shall be entitled to at least an eighteen (18)
week (less if so ,requested by the employee) parental leave of absence,
commencing with the birth, adoption, or serious illness of a child or dependent
parent.
Insofar as pregnancy disability leave is used under Section 14.2D, that time
will not be considered a part of the 18 week parental leave period.
Additionally, an employee may choose to remain in a pay status by using
available sick leave (under Section 14) , vacation, floating holiday or
compensatory time off entitlements during the 18 week parental leave; however,
use of accruals must be on a continuous basis from the beginning of the parental
leave period and may not be "broken" into segments used on a monthly basis
(except as may be required by SDI buyback under Section 14.8) . Parental leave
must be requested at least 30 days prior to the scheduled leave commencement
date unless an exigency arises.
Requests for leave without pay shall be made upon forms prescribed by the
Director of Personnel and shall state specifically the reason for the request,
the date when it desired to begin the leave and the probable date of return.
A. Leave without pay may be granted for any of the following reasons:
1 . Illness or disability;
2. pregnancy;
3. parental leave;
4. to take a course of study such as will increase his
usefulness on return to his position;
5. for other reasons or circumstances acceptable to the
appointing authority.
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. The 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 fifteen (15)
calendar days before the expiration of the original leave.
39
V'
employee started leave of absence. At such time the leave of absence is
approved by the Appointing Authority, the Social Service Department shall notify
the employee of the final date by which they shall return to be assigned to the
same position control number.
15.5 - Salary Review While on Leave of Absence. The salary of a''n 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.
15.6 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.
15.7 Time Off to Vote. Employees represented by the Union who. do not have
sufficient time outside of working hours to vote at a statewide election, may,
without loss of pay, take off enough working time which will enable the employee
to vote.
No more than two (2) hours of the time taken off for voting shall be without
loss of pay. ' The time off for voting shall be only at the beginning or end of
the regular working shift, whichever allows the most free time for voting and
the least time off from the regular working shift.
Any employee seeking time off to vote under the provisions of this Section, must
submit a written request, at least two (2) working days in advance, to his or her
immediate supervisor, stating the following: name; job classification; department;
a statement "I am a registered voter" ; geographic location and address of the
employee' s polling place; amount of time off requested and whether it is to be at
the beginning or end of the employee's regular work day; and a clear statement
as to why the employee is unable to vote during the regular hours that the polls
are open.
Section 16 - Jury Duty and Witness Duty
16.1 Jury Duty. If called for jury duty in a Municipal , Superior, or
Federal Court, or for a Coroner's jury, employees may remain in their regular
pay status, or they may take vacation leave or leave without pay ,and retain all
fees and expenses paid to them.
If an employee is called for jury duty and elects to remain in a regular pay
status and waive all fees (other than mileage allowances) received, the employee
shall obtain from the Clerk or Jury Commissioner a certificate which shall indi-
cate the days attended and the fact that fees other than mileage are waived.
The employee shall furnish the court certificate to his/her department, which
shall be retained as a department record. When serving jury duty in a federal
court, an employee shall return all fees (other than mileage allowance) received
to the County.
41
Contra Costa Health Plan Option
Category Total Cost County Share Employee Share
Employee Only (No Medicare)
No Dental $ 84.40 $ 84.39 $ .01
Delta Dental 99.74 99.73 .01
Safeguard 94.52 94.51 .01
Family (No Medicare)
No Dental 213.45 213.44 .01
Delta Dental 248.13 248.12 .01
Safeguard 234.42 234.41 .01
H.E.A.L.S. Health Plan Option
Cate or Total Cost County Share Employee Share
Employee Only (No Medicare)
No Dental $ 94.37 $ 89.20 $ 5.17
Delta Dental 109.71 97.59 12.12
Safeguard 104.49 96.98 7.51
Family (No Medicare)
No Dental 227.41 188.48 $ 38.93
Delta Dental 262.09 199.76 62.33
Safeguard 248.38 200.75 47.63
IPM Health Plan Option
(To Be Terminated 3/1/88)
Category Total Cost County Share Employee Share
Employee Only (No Medicare)
No Dental $ 92.20 $ 85.25 $ 6.95
Delta Dental 107.54 92.85 14.69
Safeguard 102.32 92.59 9.73
Family (No Medicare)
No Dental 223.83 180.54 $ 43.29
Delta Dental 258.51 189.22 69.29
Safeguard 244.80 189.22 55.58
43
r
Lifeguard Health Plan 02tion
(To Be Terminated 3/1/88)
Category Total Cost County Share Employee Share
Employee Only (No Medicare)
No Dental $100.85 $ 86.40 $ 14.45
Delta Dental 116.19 92.85 23.34
Safeguard 110.97 92.85 18.12
Family (No Medicare)
No Dental 229.05 136.19 42.86
Delta Dental 263.73 193.24 70.49
Safeguard 250.02 192.80 57.22
Dental Plans Only
Category Total Cost County Share Employee Share
Employee Only
Delta Dental $ 16.57 $ 16.56 $ .01
Safeguard 11 .35 11 .34 .01
Family
Delta Dental 35.91 35.90 .01
Safeguard 22.20 22.19 .01
The employee will pay a minimum of one cent (.01 ) for any Health Plan or Dental
Care Coverage.
17.3 Increased Costs. All rates shown above include life insurance
coverage. The rates listed above are effective 1/1/88 and are based on the
County contributing up to a maximum of six dollars ($6.00) per month of
increased premium for a single subscriber and fourteen dollars ($14.00) per
month of increased premium for a subscriber with dependents.
Effective 8/1/88 the County will contribute up to six dollars ($6.00) per month
for a single subscriber and up to fourteen dollars ($14.00) per month for a
subscriber with dependents, based on the premium increase set by the
Kaiser-Permanente Foundation Health Plan.
Any increase in the Health Plan costs greater than the County contributions
identified above occuring during the duration of this Memorandum of
Understanding shall be borne by the employee.
17.4 Medicare Rates. Corresponding Medicare rates for employees covered
under this Memorandum of Understanding shall be as follows: for� Employee Only
on Medicare by taking the Employee Only rate for the option selected and
subtracting the monthly Part B Medicare premium withheld from Social Security
payments for one enrollee; for Employee and Dependent(s) with one member on
Medicare by taking the Employee and Dependent(s) rate for the option selected
44
and subtracting the monthly Part B Medicare premium withheld from Social
Security payments for one enrollee; for Employee and Dependent(s) with two mem-
bers on Medicare by taking the Employee and Dependent(s) rate for the option
selected and subtacting the monthly Part B Medicare premium withheld from Social
Security payments for two enrollees.
17.5 Partial Month. The County's contribution to the Health Plan premium
is payable for any month in which the employee i.s paid. If an employee is not
paid enough compensation in a month to pay the employee share of the premium,
the employee must make up the difference by remitting the amount delinquent to
the Auditor-Controller. The responsibility for this payment rests with the
employee. If payment is not made, the employee shall be dropped from the health
plan. An employee is thus covered by the health plan for the month in which
compensation is paid.
17.6 Coverage During Absences. An employee who is on approved leave of
absence may convert to individual health plan coverage within thirty (30) days
of the commencement of leave.
Employees shall be allowed to maintain their Health Plan coverage at the County
group rate for twelve (12) months if on approved medical leave of absence pro-
vided that the employee shall pay the entire premium (i .e. , both employer and
employee share) for the Health Plan during said leave. Said payment shall be
made by the employee at a time and place specified by the County. Late pay-
ment shall result in cancellation of Health Plan coverage.
An employee who terminates County employment who has earned compensation for
actual time worked or is credited for time worked through vacation or sick leave
accruals, is only covered through the month in which he is credited with compen-
sation. An employee who terminates County employment may convert to individual
health plan coverage.
17.7 Retirement Coverage. Upon .retirement, employees may remain in the
same County group medical plan if immediately before their retirement they are
either active subscribers to one of the County Health Plans or if on authorized
leave of absence without pay they have retained individual conversion membership
from the County plan.
17.8 Dual Coverage. If a husband and wife both work for the County and one
of them is laid off, the remaining eligible shall be allowed to enroll or
transfer into the health coverage combination of his/her choice. '
An eligible employee who is no longer covered for medical or dental coverage
through a spouse' s coverage shall be allowed to enroll or transfer into the
health coverage combination of his/her choice within thirty (30) days of the
date coverage is no longer afforded under the spouse's plan.
d
45
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.
18.6 Regular Appointment. The regular appointment of a probationary
employee shall begin on the day following the end of the probationary period,
subject to the condition that the Director of Personnel receive from the
appointing authority a statement in writing that the services of the employee
during the probationary period were satisfactory and that the employee is
recommended for permanent appointment. A probationary employee may be rejected
at any time during the probation period without regard to the Skelly provisions
of this Memorandum of Understanding, without notice and without right of appeal
or hearing. If the appointing authority has not returned the probation report,
a probationary employee may be rejected from the service within a reasonable
time after the probation period for failure to pass probation. If the appointing
authority fails to submit in a timely manner the proper written documents
certifying- that a probationary employee has served in a satisfactory manner and
later acknowledges it was his or her intention to do so, the regular appointment
shall begin on the day following the end of the probationary period.
Notwithstanding any other provisions of the Memorandum of Understanding, 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 trans-
ferred.
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 Personnel Director whose decision is final .
The Director of Personnel 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.
18.7 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
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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.
19.6. Seniority Credits. Employees who have qualified to take promotional
examinations and who have earned a total score, not including seniority credits,
of seventy (70) percent or more, shall receive, in addition to all other cre-
dits, five one-hundredths of one (.05) percent for each completed month of ser-
vice 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 (5) percent credit for seniority in any promotional examination.
19.7 County employees who are required as part of the promotional examina-
tion process to take a physical examination shall do so on County time at County
expense.
Section 20 - Transfer
20.1 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 Personnel 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 Personnel shall have approved the change. Notwith-
standing 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.
20.2 With the approval of the appropriate appointing authority/authorities
and the consent of the employee, the Director of Personnel may transfer an
employee from one job classification to another job classification Without exa-
mination under the following conditions:
a. the duties and responsibilities of the position from which
the employee is being transferred are within the occupa-
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B. five (5) more consecutive working days have elapsed without
response by the employee after the mailing of a notice of resigna-
tion by the appointing authority to the employee at the employee' s
last known address.
21 .3 Effective Resignation. A resignation is effective when delivered or
spoken to the appointing authority, operative either on that date or another
date .specified.
21 .4 Revocation. A resignation that is effective is revocable only by
written concurrence of the employee and the appointing authority, except that an
oral resignation rescinded in writing by the end of the workday following the
oral resignation will be accepted by the appointing authority.
21 .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 Personnel and a copy on 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 the employee returned to duty effective on the
day following the appointing authority' s acknowledgement without
loss of seniority or pay.
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 Merit Board. In the alternative, the
employee may file a written election with the Director of Personnel
waiving the employee's right of appeal to the Merit Board in favor
of the employee' s appeal rights under the grievance procedure con-
tained in Section 23 of the Memorandum of Understanding beginning
with Step C.
D. Disposition. If a final decision is rendered that 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 seniority or pay, sub-
ject to the employee' s duty to mitigate damages.
Section 22 - Dismissal , Suspension and Demotion
22.1 The appointing authority may dismiss, suspend or demote any employee
for cause. 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:
1 . absence without leave,
2. conviction of any criminal act involving moral turpitude,
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either orally or in writing before the proposed action may be taken. . Upon
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 any extension, the right to respond is lost.
22.3 Leave Pending Employee Response. Pending response to a Notice of
Proposed Action within the first seven 7) days, the appointing authority for
cause specified in writing may place the employee on temporary leave of absence,
with pay.
22.4 Suspensions without pay shall not exceed thirty (30) days unless
ordered by an arbitrator, an adjustment board or the Merit Board. The thirty
(30) day limit does not apply to suspension due to pending criminal charges, as
provided in 22.5 below.
22.5 Notice of Suspension Without Pay Due to Pending Criminal Charges.
Before suspending an employee due to pending criminal charges, the appointing
authority shall cause to be served either personally or by certified mail , on
the employee, a Notice of Suspension Due to Pending Criminal Charges, which
shall contain the following:
A. A statement that the employee is suspended while criminal charges
are pending or until the charges are dismissed.
B. A statement of the charges upon which the suspension is based and
of the facts by which such charges adversely affect the County ser-
vice or conflict with continued employment.
C. A statement that the employee may respond to the appointing
authority either orally or in writing within seven (7) calendar
days.
D. A statement that disciplinary action may be taken after disposition
of the charges.
E. The Notice of Suspension Due to Pending Criminal Charges may
include a Notice of Proposed Action (Skelly Notice) under Section
22.2.
F. An appointing authority, upon giving notice as provided in this
Section 22, may immediately suspend without pay an employee against
whom there is pending a criminal charge which adversely affects the
County service or conflicts with continued employment. Pending
criminal charges exist when an employee has been arrested or has
been named a defendant in a criminal complaint or indictement filed
in any court.
G. The Personnel Director may order lost pay restored for good cause,
and subject to the employee' s duty to mitigate damages, but not if
the employee 1 ) is given a Notice of Proposed Action (Skelly
Notice) and 2) is dismissed or otherwise disciplined for cause
directly related to the charges within fourteen (14) calendar days
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provision of the Memorandum of Understanding has been misin-
terpreted or misapplied how misapplication or misinterpretation has
affected him or her to his or her detriment, and the redress he or
she seeks. A copy of each written communication on a grievance
shall be filed with the Director of Personnel . The Department Head
or his or her designee shall have fifteen (15) work days in which
to respond to the grievance in writing.
C. Step 3. If a grievance is not satisfactorily resolved in Step 2
above, the employee may appeal in writing within ten (10) work
days to the Personnel Director. The Personnel Director or his or
her designee shall have twenty (20) work days in which to investi-
gate the merit of the complaint and to meet with the Department
Head and the employee and attempt to settle the grievance and
respond in writing.
D. Step 4. No grievance may be processed under this Section which has
not first been filed and investigated in accordance with Step 3
above and filed within ten (10) work days of the written response
of the Personnel Director or his/her designee. If the parties are
unable to reach a mutually satisfactory accord on any grievance
which arises and is presented during the term of this Memorandum of
Understanding, such grievance shall be submitted in writing to an
Adjustment Board comprised of three (3) Union representatives, no
more than two (2) of whom shall be either an employee of the County
or an elected or appointed official of the Union presenting this
grievance, and three (3) representatives of the County, no more
than two (2) of whom shall be either an employee of the County or a
member of the staff of an organization employed to represent the
County in the meeting and conferring process. The Adjustment Board
shall meet within twenty (20) work days of receipt of the written
request and render a decision.
E. Arbitration. If an Adjustment Board is unable to arrive at a
majority decision, either the employee or the County may require
that the grievance be referred to an impartial arbitrator who shall
be designated by mutual agreement between the employee and the
Personnel Director. Such request shall be submitted within twenty
(20) work days of the rendering of the Adjustment Board decision.
The fees and expenses of the arbitrator and of the Court Reporter
shall be shared equally by the employee and the County. Each
party, however, shall bear the costs of its own presentation,
.including preparation and post hearing briefs, if any.
55
Director. Only complaints which allege that employees are not being compensated
in accordance with the provisions of this Memorandum of Understanding shall be
considered as grievances. Any other matters of compensation are to be resolved
in the meeting and conferring process, if not detailed in the Memorandum of
Understanding which results from such meeting and conferring process shall be
deemed withdrawn until the meeting and conferring process is next opened for such
discussion. No adjustment shall be retroactive for more than six (6) months from
the date upon which the complaint was filed.
No change in this Memorandum of Understanding or interpretations thereof (except
interpretations resulting from Adjustment Board or arbitration proceedings
hereunder) will be recognized unless agreed to by the County and the Union.
23.5 No Strike. During the term of this Memorandum of Understanding, the
Union, its members and representatives, agree that it and they will not engage
in, authorize, sanction, or support any strike, slowdown, stoppage of work,
sickout, or refuse to perform customary duties.
In the case of a legally declared lawful strike against a private ortpublic sec-
for employer which has been sanctioned and approved by the labor body or council
having jurisdiction, an employee who is in danger of physical harm shall not be
required to cross the picket line, provided the employee advises his or her
supervisor as soon as possible, and provided further that an employee may be
required to cross a picket line where the performance of his or her duties is of
an emergency nature and/or failure to perform such duties might cause or aggra-
vate a danger to public health or safety.
23.6 Merit Board.
A. All grievances of employees in representation units represented by
the Union shall be processed under Section 23 unless the employee
elects to apply to the Merit Board on matters within its jurisdic-
tion.
B. No action under Paragraph C, D and E of Subsection 23.1 above shall
be taken if action on the complaint or grievance has been taken by
the Merit Board, or if the complaint or grievance is pending before
the Merit Board.
23.7 The Union may file a grievance at Step 3 on behalf of affected
employees when action by the County Administrator or the Board of Supervisors
violates a provision of this Memorandum of Understanding.
Section 24 - Bilingual Provisions
24.1 A salary differential of fifty dollars ($50) per month shall be paid
incumbents,of positions requiring bilingual proficiency as designated by the
appointing authority and Director of Personnel . Said differential shall be
prorated for employees working less than full time and/or who are on an unpaid
leave of absence for a portion of any given month. Designation of positions for
which bilingual proficiency is required is the sole prerogative of the County.
57
The mileage rate increase or decrease based on the Energy Report shall be
contingent upon the continued availability of the official monthly Energy Report
in its present form and calculated on the same basis unles's otherwise agreed
upon by the parties.
The County Administrator shall promulgate regulations covering these matters and
the submission of account claims to the Auditor-Controller.
Section 28 - Respite Leave Without Pay
All employees represented by Local 535 shall be granted ten (10) days respite
leave without pay per fiscal year. Such leave shall be taken in increments of
one (1 ) full day (eight (8) hours) and shall be requested in writing.
Conflicting requests for respite leave shall be resolved by the Department Head
or designee with preference given to employees according to their seniority in
the department, as reasonably as possible. Any balance in the ten (10) days
respite leave which remains at the end of the fiscal year shall not be carried
over into the next fiscal year.
Section 29 - Mental Health Screening Differential
Employees represented by Social Services Union, Local 535 who work in the Mental
Health Screening Unit of County Medical Services shall receive a differential
per hour worked at a premium of five (5) percent of the hourly equivalent of the
base rate; provided, however, that in the event the conditions in Mental Health
Screening are improved so that hazardous conditions no longer exist, such dif-
ferential will no longer be applicable.
Section 30 - Conservatorship Differential
The County agrees that any employee in a classification represented by Local 535
who is assigned to a position, the work function of which is in the Conservatorship
Program of the Social Service Department, and the work assignment of which
. requires direct personal working contact on a regular daily basis with court-
remanded clientele of the Conservatorship Program, as specified in Division 5,
Part I , Chapter 3 of the Welfare & Institutions Code, shall receive a differential
per hour worked at a premium of five (5) percent of the hourly equivalent of the
base rate while in pay status including paid vacation, paid sick leave, and paid
holidays.
Section 31 - Notice of New Employees
The County agrees to periodically mail to Social Services Union, Local 535 a
list of names, classifications, and the designation of permanent employment
category of new employees appointed to classifications represented by Local 535.
Said periodic list will be mailed within the first five (5) working days of
every month.
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D. The foregoing shall not apply to probationary employees or in those
cases where immediate disciplinary action is necessary.
E. If, after such a counselling session has occurred between a
supervisor and employee, the employee requests of the Department
Personnel Officer 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.
32.3 Copies.
A. The County shall provide the employee with copies of all perfor-
mance evaluation reports and letters of reprimand or warning or
other negative material prior to the placement of such documents in
the employee' s departmental personnel file.
8. Upon written request of the employee, copies of letters of repri-
mand or warning shall be sent to the Union.
32.4 Performance Evaluation
The purpose of a performance evaluation for an employee is to measure
the employee' s performance against the job specifications and perfor-
mance requirements of the position that the incumbent is filling. It
answers the questions of how well an employee is doing in meeting the
department' s performance standards for this job. It satisfies a basic
requirement for the employee to know where she/he stands with the orga-
nization in regard to his/her performance. It delineates areas of
strengths and weaknesses. Where performance is below standard, it
suggests possible ways of making improvement.
During the probationary period, the performance evaluation is used as
the last phase of an individual 's examination process. Probationary
employees receive a preliminary evaluation at the end of three months,
and a final evaluation after their fifth month of probation. An
overall rating of STANDARD must be received on the final probationary
evaluation in order for the employee to achieve permanent status.
Once an employee achieves permanent status, the employee's performance
is evaluated at least once a year. Additional evaluations may be made
between these required evaluations as necessary. Evaluations will also
be made when an employee or supervisor terminates, or when an employee
or supervisor is reassigned to another unit and more than three months
have elapsed since the last written evaluation.
In the event a permanent employee receives an overall rating of BELOW
STANDARD, such employee must be reevaluated within three months
following the date of the report. If the employee shows no signifi-
cant improvement at the end of this period, a recommendation for demo-
tion or dismissal will be made. However, if at the end of three
months, there has been improvement but the employee's performance is
still not at a STANDARD level , the employee may be given two additional
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calendar days to meet with the employee to consider the employee' s com-
ments and to respond in writing. The Reviewer's response shall be
given to the employee. A copy of the Reviewer' s response along with
the employee's written statement shall be attached to the Report of
Performance Evaluation. Failure to allow the foregoing procedure is
subject to the grievance procedure. However, disputes over the actual
content or ratings themselves in individual evaluations are not
grievable.
Section 33 - Safety Program
Health and safety standards shall be maintained in all County facilities to a
maximum degree consistent with the conduct of efficient operations.
The Social Service Department shall operate a department-wide employee health
and safety program. This program shall consist of:
1 . A central department Safety Committee comprised of one (1 ) member
appointed by Local 535 from each major building location, one (1 )
management employee who shall be the Building Manager for that
location and other employee organization representatives, and the
Department Personnel Officer, or designee. The Department :
Personnel Officer, or designee, will serve as chairperson. The
committee shall meet every other month.
2. All Committee members will receive training on a) accident/injury
reporting procedures, b) accident/injury investigation and preven-
tion, c) safety awareness, and d) procedures by which safety con-
cerns are handled.
3. The committee shall consider items and information raised by its
members related to the department's health and safety program.
Committee recommendations shall be reported to and reviewed by the
Department. Head who shall respond in writing to all recommen-
dations.
Section 34 - Flexible Staffing
34.1 Certain positions may be designated by the Personnel Director 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/she may
then be promoted to the next higher classification within the job series without
need of a classification study.
The following job classifications are flexibly staffed:
Eligibility Worker I to Eligibility Worker II
Social Casework Specialist I to Social Casework Specialist II
Open examinations at either level in the above mentioned classifications shall
be administered upon the request of the Department Head and approval of the
Director of Personnel .
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imbalance exists in operating units, the procedures in Section 37 - •Reassignment
shall be implemented.
36.3 participants in the meeting on staffing allocations and workload
distribution shall include the Director andd his representatives, the Union
officials designated in Section 4.3 and other persons deemed necessary for
informational purposes.
36.4 The parties shall discuss streamlining work and standardizing proce-
dures and shall consider information regarding new procedures, forms, job expec-
tations, and other factors or changes in procedures which may impact on
workloads.
36.5 Summary minutes shall be kept for each committee meeting and shall be
distributed to all committee members prior to the next meeting.
Section 37 - Staffing Allocations & Reassignments
On the basis of the quarterly staffing/workload distribution review, per Section
36, the Department shall initiate reassignments of staff.
The following procedure shall be used:
1 . Internal moves within the building shall be made at the
discretion of the Division Head within 5 days following
publication of staff allocations for the quarter.
2. Authorized staffing levels shall be determined on a quar-
terly basis. Each quarter, vacant authorized positions in
buildings shall be alternately bid to the appropriate
classs in all offices for a three-day period or certed
from the appropriate Eligible List.
3. Employees responding to bids shall complete Department
Reassignment Request Forms and submit these to the
Department Personnel Unit. Such Reassignment Request
Forms must be received by 5:00 p.m. on the day the bid
closes for the employee to be considered in determining
the five (5) most senior employees in the class.
4. If the Department is at authorized staffing and there are
no responses to the posted bid notice, the least senior
employee within the class, within the building having
staff overage(s) of at least one (1 ) FTE shall be
reassigned within two weeks of the clsing of the bid. If
the Department is below the authorized staffing level and
there are no responses to the posted bid notice, the
Department will cert from the appropriate Eligible List.
5. Authorized vacancies resulting from the bid process shall
automatically be certed from an appropriate eligible list.
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Section 38 - Reimbursement for Meal Expenses
Employees shall be reimbursed for meal expenses under the following circumstances
and in the amount specified:
1 . When the employee is required by his/her Department Head to attend
a meeting concerning County business or County affairs.
2. When the employee is required to be out of his/her regular or nor-
mal work area during a meal hour because of a particular work
assignment.
3. When the employee is required to stay over to attend consecutive or
continuing afternoon and night sessions of a board or commission.
4. When the employee is required to incur expenses as host for offi-
cial guests of the County, work as members of examining boards,
official visitors, and speakers or honored guests at banquets or
other official functions.
5. When the employee is required to work three or more hours of
overtime; in this case he or she may be reimbursed in accordance
with Administrative Bulletin on expense reimbursement.
Meal costs will be- reimbursed only when eaten away from home or away from the
facility in the case of employees at twenty-four (24) hour institutions.
Procedures and definitions relative to reimbursement for meal expenses shall be
in accordance with the Administrative Bulletin on Expense Reimbursement.
Section 39 - 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.
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 fullfill the duties and require-
ments of the job.
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Department will forward the award directly to the
employee.
B. Ten and Fifteen Year Service Pin Awards.
1 . The Personnel Department will notify the Department Head
when an employee has qualified to receive a ten or fifteen
year service pin. The service award pin will be enclosed
with the notification.
2. The Personnel Department will notify each employee eli-
gible for an award that his/her Department Head is making
arrangements for the presentation of the award.
3. The award ceremony will be conducted at the department
level with the Department Head making the award. To give
the award ceremony meaning, it is suggested that the
department head present pins in his/her office or con-
ference room with immediate supervisors and fellow workers
in attendance.
4. After presenting the award, the Department Head will
notify, the Personnel Department by returning to the
Personnel Department the names and dates of presentation.
5. The Personnel Department will record each award.
C. Service Award Day Off. Employees who appear for their fifteen year
or longer service award ceremony are ,entitled to take that day
off with pay.
Section 42 - 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 (50) percent of
full time. If the employee works at least fifty (50) percent of full time,
County retirement participation is also included.
Section 43 - Permanent Intermittent Employee Benefits .
Permanent intermittent employees are eligible for prorated vacati'on and sick
leave benefits.
Section 44 - Permanent Intermittent Health Plan
A permanent intermittent employee may participate in the County Group Health
Plan Program wholly at the employee's expense. The employee will be responsible
for paying the monthly premium appropriately and punctually. Failure to meet
the premium deadline will mean automatic and immediate withdrawal from the
County Group Health Plan and reinstatement may only be effectuated during the
annual open enrollment period.
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Section 48 - Unfair Labor Practice
48.1 Either the County or the Union may file an unfair labor practice
against the other. Allegations of an unfair labor practice, if not resolved in
discussions between the parties, may be heard by a mutually agreed upon impar-
tial third party.
48.2 Unfair Labor Practice - County. It is an unfair labor practice for
the County to:
1 . Interfere with, restrain or coerce employees in the exercise of the
rights recognized or granted in this division;
2. dominate or interfere with the formation of any employee organiza-
tion or interfere with selection of a majority representative;
3. contribute financial support to any employee organization; or
4. refuse to meet and confer in good faith (with representatives of
formally organized employee organizations on matters within the
scope of representation) , or to refuse to consult with informally
recognized employee organizations on matters within the scope of
representation.
48.3 Unfair Labor Practice - Union. It is an unfair labor practice for the
Union or their representatives or members to:
1 . Interfere with, restrain or coerce employees in the exercise of the
rights recognized or granted in this division;
2. coerce, attempt to coerce or discipline a'ny member of an organiza-
tion so as to hinder or impede the performance of his duties;
3. discriminate against any employee with regard to the terms or con-
ditions of membership because of race, color, creed, sex or
national origin;
4. refuse to consult, or meet and confer in good faith, with manage-
ment representatives on matters within the scope of representation;
or
5. initiate, engage in, cause, instigate, encourage or condone a work
stoppage of any kind or other disruptive activities which are
detrimental to the conduct of county business and services.
Section 49 - Letter of Understanding- Regarding Representation of .Temporary
Employees
This letter will confirm agreements reached between Social Services Union, Local
535 and Contra Costa County through the recent meet and confer process
pertaining to temporary and provisional employees.
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C. The amount of the agency shop service fee shall not
exceed thirteen dollars ($13.00) in any semi-monthly pay
period. If the payroll service fee flat percentage
deduction exceeds $13.00 on any semi-monthly pay period,
the Union agrees to refund to the employee the excess
amount. The timing and method of refund shall be the
sole responsibility of the Union.
D. This agency shop service fee provision shall be effective
on the June 10, 1987 payroll .
E. The Union shall provide the County with a copy of the
Union' s "Hudson Procedure" for the determination and
protest of its agency shop service fees. The County
shall provide a copy of the Union's "Hudson Procedure" to
every employee hired into a class represented by the
Union after the effective date of this LOU. The Union
shall provide a copy of said "Hudson Procedure" to every
County employee covered by this MOU within one month from
the date it is approved and annually thereafter, and as a
condition to any change in the agency shop service fee.
Failure by an employee to invoke the Union' s "Hudson
Procedure" within one month after actual notice of the
"Hudson Procedure" shall be a waiver by the employee of
his/her right to contest the amount of the agency shop
fee.
4. Agency Shop Deductions.
A. A current temporary employee or a new temporary employee
hired into a job class represented by Social Services
Union, Local 535 shall be provided through the County
Personnel Department with an "Employee Authorization For
Payroll Deduction" card.
B. 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's "Hudson
Procedure" and the union dues, agency shop service fee,
or charitable contribution required under Section 3 of
this Letter of Understanding are not received, and the
employee has not timely invoked the Union' s "Hudson
Procedure" , or if invoked, the employeee' s "Hudson
Procedure" rights have been exhausted, the Union may in
writing, direct that the County withold the agency shop
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.
C. The Union shall indemnify, defend and save the County
harmless against any and all claims, demands, suits,
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B. Frequency of Increments. Increments within range shalll
not be granted more frequently than once per every 2080
straight time hours worked by a temporary employee.
C. Effective Date. Step increases resulting from an
approved salary review shall be effective the first of
the month following completion of 2080 straight time
hours worked and return of the salary review report to
the Personnel Department.
D. New Employees. Temporary employees hired on or after May
1 , 1,987 at step 1 of the salary range for their
classification will be eligible for a salary review as
described in "6A" above after completion of 1040 straight
time hours worked; additional salary reviews will be
after the cumulation of an additional 2080 straight time
hours as described in "6B" above.
E. No provision of this section shall be construed to make
the granting of salary increments mandatory in the
County.
7. Paid Time' off.
A. Effective May 1 , 1987, temporary employees shall begin
accumulating a record of straight time hours worked.
B. Based upon the accumulation of straight time hours
recorded (117A" above) , effective the, first of the month
following completion of each 2080 straight time hours
worked, the temporary employee shall be credited with
forty (40) hours of "paid time off" . Forty (40) hours
paid time off credit is the maximum amount an employee
may have at any time.
C. Use. Paid time off (PTO) shall not be taken until
T'Wredited" ("7B" above) after completion of 2080 straight
time hours worked. PTO shall be taken by an employee
only with the approval of his/her supervisor.
D. Paid Off at Separation. If a temporary employee
Terminates his/her County employment (separates from
County service) , the employee shall be paid all currently
"credited" PTO hours ("7B" above) and, in addition, shall
be paid off for that portion of PTO hours earned but not
yet credited on the basis of that portion of the 2080
straight time hours worked (STHW) cumulation. The
formula for the earned but not credited payoff is: STHW
divided by 2080 multiplied by 40 multiplied by the
current hourly pay rate at separation.
75
r
If the foregoing conforms with your understanding, please indicate your
acceptance and approval in the space provided below.
Date
By �_ Z'✓FLS By
j r
(organizaJ on) Contra Costa County
77
Iva
4
V
specific provision contained in a section of the Personnel Management
Regulations, the provision of this Memorandum of Understanding shall prevail .
It is recognized, however, that certain provisions of the Personnel Management
Regulations may be supplementary to the provisions of this Memorandum of
Understanding and as such remain in full force and effect.
Date J �A
CONTRA COSTA COUNTY SOCIAL SERVICES UNION, LOCAL 535
BY ByP
By �! �i1// By
BY �s C�' � 1. Y
By By
By By
By
is
79
Attachment B
Social Services Union, Local 535
1987 - 1989 Salaries
7/1/87 7(1188
Curr Pay (30 Lvls) (39 LVLS)
Class Sr. Lvl Level Range Level Range
Child.Svs. Aide C5 1045 1075 (1331-1618) 1114 (1384-1682)
Elig. Wkr. I C5 1155 1185 (1486-1806) 1224 (1545-1878)
Elig. Wkr. II C5 1271 1301 (1668-2028) 1340 (1735-2109)
Elig. Wk Spec. C5 1344 1374 (1795-2182) 1413 (1866-2268)
Med. Soc. Wkr. T2 993 1023 (1618-3000) 1062 (1682-3119)
PH Soc. Wkrs. C5 1659 1689 (2459-2989) 1728 (2557-3108)
Ref.Asst.Prog.Tr.
Project C5 1539 1569 (2181-2651 ) 1608 (2268-2756)
Sr. Progs. Aide C5 1045 1075 (1331-1618) 1114 (1384-1682)
Sr. Svs. Aide C5 1045 1075 (1331-1618) 1114 (1384-1682)
Soc.Cswk.Spec.I C5 1586 1616 (2286-2778) 1655 (2377-2889)
Soc.Cswk.Spec.II C5 1659 1689 (2459-2989) 1728 (2557-3108)
Soc.Prog:Plnr.II C5 1854 1884 (2988-3632) 1923 (3107-3776)
Soc.Svs.Prog.Asst. C5 1418 1448 (1933-2349) 1487 (2009-2442)
Soc. Worker C5 1539 1569 (2181-2651 ) 1608 (2268-2756)
Soc. Wkr. III-P C5 1539 1569 (2181-2651 ) 1608 (2268-2756)
Voc. Counsellor C5 1539 1569 (2181-2651 ) 1608 (2268-2756)
-2-
2. Vocational Counselor
Minimum Qualifications: Valid California Motor Vehicle
Operator's License.
Education: Possession of a baccalaureate degree from an
accredited college or university with a major in psycho-
logy, sociology, social welfare, vocational or rehabili-
tation counseling or a closely related field.
Experience: Either 1) One year of fulltime experience or
its equivalent in vocational counseling, job solicitation
or job placement, with responsibility for the evaluation
and adjustment of employment related problems of youth or
adults; or 2) one year of fulltime experience or its
equivalent as a Social Service Program Assistant with
Contra Costa County.
Substitution for Education: Additional qualifying
experience may be substituted for the required education
on a year-for-year basis up to a maximum of two years.
Substitution for Academic Ma, r: Six months of addi-
tional qualifying experience may be substituted for the
required academic major.
3. Social Worker
Minimum Qualifications:
License:, Valid California Motor Vehicle Operator' s
License.
Education: Possession of a Baccalaureate Degree from an
accredited college or university with a major in psycho-
logy, sociology, social welfare or a closely related
field.
Experience: Either 1) one year of fulltime experience or
its equivalent as a social worker in a human services
agency which included responsibility for case assessment,
development of treatment plans, liaison work with other
service agencies and/or problem resolution related to
case management functions; or 2) one year of fulltime
experience or its equivalent as a Social Service Program
Assistant with Contra Costa County.
Substitution for Education: Additional qualifying
experience or experience as an Eligibility Worker II or
as a Children' s Services Clerical Specialist with Contra
Costa County or in an equivalent position in another
Human Services Agency may be substituted for the required
education on a year-for-year basis up to a maximum of two
years.
THE BOARD OF SUPERVISORS OF CONTRA COSTA COUNTY, CALIFORNIA
Adopted this Order on December 1, 1987 by the following vote: '
AYES: Supervisors Powers , Fanden, Schroder, Torlakson , McP.eak
NOES: None
ABSENT: None
ABSTAIN: None
SUBJECT: In the Matter of Amending )
Resolution No. 87/81 ) RESOLUTION NO. 87/707.
1. Whereas the Contra Costa County Board of Supervisors adopted Resolution
No. 87/81 on February 24, 1987 relating to salary for County.Treasurer-Tax
Collector, Chief Investment Officer and County Retirement Officer.
BE IT BY THE BOARD RESOLVED THAT:
2. Section C of Resolution No. 87/81 is amended to read as follows:
Effective January 1, 1988, the salary of the following listed
classes shall .be increased in addition to any general increases
granted by the Board on that date, if any, by the amounts
indicated:
Class Amount of Increase
1. Treasurer Tax-Collector (S5A1) The number.of levels
necessary to place the
range at C1-2342 ($5740)
2. Chief Investment Officer (S58C) The number of .levels
necessary to place
the range equivalent
to the range then in
effect for Retirement
Administrator (AlAA)
3. Retirement Administrator (AlAA) 55 levels (5.6512%)
I hereby certify that this is a true and cors pct copy of
an action taken and entered on the minute4 of the
Board of Supervisors on the date shown.
ATTESTED: e
PHIL BATCHELOR, Clerk of the Board
of Supervisors and County Administrator
By v- , Deputy
Orig. Dept.: Personnel
cc: County Administrator
Treasurer-Tax Collector
Retirement
Auditor-Controller
RESOLUTIONNO. .87/707
l <
THE BOARD OF SUPERVISORS OF CONTRA COSTA COUNTY, CALIFORNIA
Adopted this Order on December 1 , 1987 by the following vote:
AYES: Supervisors E'o�,?er.s , Fanden , Schroder , Torlakson, McPeak.
NOES: None .
ABSENT: None .
ABSTAIN: None.
SUBJECT: 1987-1989 Compensation for Employees
in Certain Classifications Represented
by Contra Costa County Employees
Association, Local No. 1 87/696
In its capacity as the .Board of Supervisors of Contra Costa County, and of
the Fire Protection Districts and other special districts governed by the Board,
the Board of Supervisors RESOLVES THAT:
1 . On December 1 , 1987, the Employee Relations Officer submitted a Letter
of Agreement dated December 1 , 1987, entered into with Contra Costa County
Employees Association, Local No. 1 on wage adjustments for employees in certain
classifications represented by said employee organization. A copy of said
letter is attached hereto and incorporated herein.
2. This Board having thoroughly considered said Letter of Agreement, the
same is approved.
3. This Resolution is effective as of November 1 , 1987.
I hereby certify that this is a true and correct copy of
an action taken and entered on the minutes of the
Board of Supe ora on the date shown. ,QB,
d/►0 w... Qa.L-sem / , 7
ATTESTED:
PHIL BATCHELOR, Clerk of the Board
of Supervisors and County Administrator
By Deputy
Org: Personnel Department
cc: County Administrator
County Counsel
All County Departments
Contra Costa County Employees
Association, Local No. 1
RESOLUTION N0 . 87/696
Letter of Agreement
This Letter of Agreement confirms agreement by the parties to recommend to the
Board of Supervisors wage adjustments as enumerated below for employees in
specified classifications represented by Contra Costa County Employees
Association, Local No. 1 , as listed in Attachment A.
It is also agreed that a Lump Sum Payment, in lieu of a retroactive payment back
to July 1 , 1987, will be made in accordance with the processing procedure
enumerated in paragraph II below.
I . Wage Increases
A. Effective November 1 , 1987 each represented classification
designated in Attachment A shall receive a general wage
increase of 30 levels on the County Salary Schedule (3%) .
B. Effective July 1 , 1988 each represented classification--
designated in Attachment A shall receive a general wage
increase of 39 levels on the County Salary Schedule (4%) .
C. Effective January T, 1988 employees in the classifications of
Hospital Attendant, Licensed Vocational Nurse I , Licensed
Vocational Nurse II, Psychiatric Technician, and Surgical
Technologist shall receive a special wage adjustment of 25
levels (21/2%) . In return, the shift schedules of employees in
the above listed classifications will be adjusted from an eight
hour day to an eight and one-half hour day which includes a
half hour unpaid meal period effective on or about January 1 ,
1988.
II . Lump Sum Payment
In lieu of a retroactive pay requiring special payroll
recomputation processing back to July 1 , 1987, the County will
make a "lump sum payment" to each employee for the months of July,
August, September and October, 1987, computed as follows: Payroll
quarter-to-date (July, August and September 10th & 25th payrolls)
gross earnings (base pay minus AWOP, overtime, shift differential ,
hazard duty pay, career incentive, and other differential payments
ordinarily computed as a percentage of base pay) plus October
payroll gross earnings will be added together for each employee
(retro pay base).
Q-T-D + Oct. PR = Retro Pay Base (RPB)
RPB X 3% = Lump Sum Payment
Then the Retro Pay Base will be multiplied by 3% for all employees
to compute the lump sum payment.
RESOLUTION NO . 87/69.6.
The lump sum payment will be added to employees' regular December
10th pay warrants and is subject to normal tax withholding and
retirement deduction requirements.
If the foregoing conforms to your understanding, please indicate your approval
and acceptance below.
Approved & Accepted
Date
Phil Batchelor, Employee Relations
Officer
2i B :
Contra Coto County Employees H.D. inter , Director
Association, Local No. 1 Personnel
ATTACHMENT A
i
CLASS E SALARY LISTING PAGE 1
CF04 CODE Q
lC.C.EMPLOYEE 'S ASSOCIATION, LOCAL 0 1
I
CLAS LEVEL SALARY RANGE CLASS TITLE
V9WF . C5-1561 . 2164.00 - 2630.00 . . ACCOUNT REPRESENTATIVE/CONTRA COSTA
BAWA . C5-1414 . 1868.00 - 22 70.00 . . AGRICULTURAL BIOLOGIST I
BAVA . C5-1537 . 2112.00 - 2568.00 . . AGRICULTURAL BIOLOGIST II
BATB . C5-1632 . 2323.00 - 2823.00 . . AGRICULTURAL BIOLOGIST III
± BA7A . C5-1292 . 1654.00 - 2010.00 . . AGRICULTURAL BIOLOGIST TRAINEE
19BVB . C5-1519 . 2075.00 - 2522.00 . . AIRPORT OPERATIONS SPECIALIST
, 9BWB . C5- 1271 . 1619.00 - 1968.00 . . AIRPORT SERVICES TECHNICIAN I
IVES8 . C5-1665 . 2401.00 - 2918.00 . . ALCOHOLIC REHABILITATION COUNSELLOR
lVETB . C5-1427 . 1892.00 - 2300.00 . . ALCOHOLISM REHABILITATION LEAD WORKE
� VE7A . C5-1018 . 1257.00 1528.00 . . ALCOHOLISM REHABILITATION TRAINEE
VEVB . C5-1287 . 1645.00 - 2000.00 . . ALCOHOLISM REHABILITATION WORKER
BJWC . C5-1274 . 1624.00 - 1974.00 . . ANIMAL CENTER TECHNICIAN
! BJWB . C5-1250 . 1586.00 - 1927.00 . . ANIMAL CONTROL CENTER ATTENDANT
� BJWA . C5-1302 . 1670.00 - 2030.00 . . ANIMAL CONTROL OFFICER
IBKVA . C5-1381 . 1807.00 - 2197.00 . . ANIMAL HEALTH TECHNICIAN
PM7A . C3-1530 . 231.3.00 - 2550.00 . . APPRENTICE MECHANIC
19KW6 . C5-1200 . 1508.00 - 183.3.00 . . ASSESSMENT SPECIALIST-PROJECT
91WA . C5-1256 . 1595.00 - 1939.00 . . ASSISTANT AUTOMOTIVE PARTS TECHNICIA
. V4.7A . C5-1412 . 1864.00 - 2266.00 . . ASSISTANT ENVIRONMENTAL HEALTH INSPE
OYVA . C5-1648 . 2360.00 - 2869.00 . . ASSISTANT REAL PROPERTY AGENT
IDYTA . C5-1844 . 2871.00 - 3490.00 . . ASSOCIATE REAL PROPERTY AGENT
191VB . C5-1395 . 1833.00 - 2228.00 . . AUTOMOTIVE PARTS TECHNICIAN
1917A . C5-1183 . 1483.00 - 1802.00 . . AUTOMOTIVE PARTS TECHNICIAN TRAINEE
VFWC . C3-1655 . 2620.00 - 2889.00 . . BIOMEDICAL EQUIPMENT TECHNICIAN
3KWC . C5-1121 . 1394.00 - 1694.00 . . BOOKMENDER
3AHA . XC-1652 . 2256.00 - 2880.00 . . BRANCH LIBRARIAN
FAWB . C3-1585 . 2443.00 - 2694.00 . . BUILDING INSPECTOR I
FAVD . C3-1765 . 2925.00 - 3225.00 . . BUILDING INSPECTOR It
FRWA . C5-1344 . 1742.00 - 2117.00 . . BUILDING PLAN CHECKER I
FRVA . C5-1490 . 2015.00 - 2450.00 . . BUILDING PLAN CHECKER II
IFR7A . C5-1149 . 1433.00 - 1742.00 . BUILDING PLAN CHECKER TRAINEE
GFWB . C3-1680 . 2687.00 - 2962.00 . . CARPENTER
LEWA . C5-1240 . 1570.00 - 1908.00 . . CENTRAL SUPPLY TECHNICIAN
VF78 . C1-1415 . FLAT - 2273.00 . . CLINICAL LABORATORY TECHNOLOGIST I
VFWF . C5-1662 . 2393.00 - 2909.00 . . CLINICAL LABORATORY TECHNOLOGIST II
CLASS E SALARY LISTING PAGE 2
CF04 CODE Q
:C. EMPLOYEES ASSOCIATION• LOCAL # 1
( CLAS LEVEL SALARY RANGE CLASS TITLE
I
VIW1 . C5-1817 . 2794.00 - 3397.00 . . CLINICAL PSYCHOLOGIST - PROJECT
. ISMWG . C5-1243 . 1574.00 - 1914.00 . . COLLECTION SERVICES AGENT I
ISMVC . C5-1375 . 1797.00 - 2184.00 . . COLLECTION SERVICES AGENT II
V7WA . C5-1207 . 1519.00 - 1846.00 . . COMMUNICABLE DISEASE TECHNICIAN
PEWB . C5-1296 . 1660.00 - 2018.00 . . COMMUNICATIONS EQUIPMENT AIDE
PEWA . C3-1600 . 2480.00 - 2734.00 . . COMMUNICATIONS TECHNICIAN
LJ7X . C5-1525 . 2087.00 - 2537.00 . . COMPUTER EQUIPMENT TECHNICIAN
LJWB . C5-1262 . 1605000 - 1950.00 . . COMPUTER. OPERATOR
LJ7B . C3-1186 . 1640.00 - 1808.00 . . COMPUTER OPERATOR TRAINEE
1KWA . C3-1248 . 1745.00 - 1923.00 . . COOK
1K7A . C5-1122 . 1395.00 - 1696.00 . . COOKS ASSISTANT
GK7B . C3-0943 . 1286.00 - 1418.00 . . CUSTODIAL SERVICES AIDE
iGK7A . C3-0969 . 1320.00 - 1455.00 . . CUSTODIAN I
IGK71 . C3-0969 . 1320.00 - 1455.00 . . CUSTODIAN I - PROJECT
jGKWB . C3-1091 . 1491.00 - 1644.00 . . CUSTODIAN II
iVFVB . C5-1695 . 2474.00 - 3007.00 . . CYTOTECHNOLOGIST
! V9WA . C5-1112 . 1381.00 - 1679.00 . . DENTAL ASSISTANT
VMVA . C5-1546 . 2131.00 - 2591.00 . . DENTAL HYGIENIST
LJWC . C5-1262 . 1605.00 - 1950.00 . . DEPARTMENTAL COMPUTER OPERATOR
7AWA . C5-1372 . 1791.00 - 2177.00 . . DEPUTY PROBATION OFFICER I
17AVA . C5-1586 . 2218.00 - 2696.00 . . DEPUTY PROBATION OFFICER II
i7ATA . C5-1678 . 2432.00 - 2956.00 . . DEPUTY PROBATION OFFICER III
64WG . C5-1066 . 1319.00 - 1603.00 . . DETENTION SERVICES AIDE
64VD . C5-1159 . 1448.00 - 1760.00 . . DETENTION SERVICES WORKER
11C7B . C5-1352 . 1756.00 - 2134.00 . . DIETETIC TECHNICIAN
11KSA . C5-1500 . 2036.00 - 2474.00 . . DIETITIAN
IVHWD . C5-1170. 1464.00 - 1779.00 . . DISCOVERY COUNSELLOR I
IVHWS . C5-1170 . 1464.00 - 1779.00 . . DISCOVERY COUNSELLOR I - PROJECT
! VHVB . C5-1310 . 1684.00 - 2046.00 . . DISCOVERY COUNSELLOR II
iVHV2 . C5-1310 . 1684000 - 2046.00 . . DISCOVERY COUNSELLOR II - PROJECT
7WWA . C5-1269 . 1616.00 - 1964.00 . . DIVERSION PROGRAM SPECIALIST
R.ESOLUTION NO . 87/696
1 +
CLASS 6 SALARY LISTING PAGE 3
CF04 CODE Q
�C. EMPLOYEE'S ASSOCIATION• LOCAL # 1
CLAS LEVEL SALARY RANGE CLASS TITLE
GFWD . C3-1598 . 2475.00 - 2729.00 . . DRAFTING ESTIMATOR
9QWA . C5-1282 . 1637.00 1990.00 . . DRIVER CLERK
9QW1 . C5-1282 . 1637.00 - 1990.00 . . DRIVER CLERK - PROJECT
9XVB . C5-1222 . 1542.00 - 1874.00 . . DUPLICATING MACHINE OPERATOR
J9SA . C5-1268 . 1614.00 - 1962.00 . . ELECTIONS TECHNICIAN
FATA . C5-1835 . 2845.00 - 3458.00 . . ELECTRICIAL INSPECTOR
GFWA . C3-1740 . 2853.00 - 3145.00 . . ELECTRICIAN
V5WD . C5-1308 . 1680.00 - 2042.00 . . ELECTROCARDIOGRAPH TECHNICIAN
PEWC . C3-1495 . 2233.00 - 2462.00 . . ELECTRONIC TECHNICIAN
V4WA . C5-1568 . 2179.00 - 2648.00 . . ENVIRONMENTAL HEALTH INSPECTOR
IPMWB . C3-1637 . 2574.00 - 2837.00 . . EQUIPMENT , MECHANIC
� PSVA . C3-1431 . 2095.00 - 2309.00 . o . EQUIPMENT OPERATOR I
� PSTA . C3-1589 . 2453.00 - 2704.00 . . EQUIPMENT OPERATOR II
� PMVB . C3-1396 . 2023.00 - 2230.00 . . EQUIPMENT SERVICE WRITER
PMVA . C3-1396 . 2023.00 - 2230.00 . . EQUIPMENT SERVICES WORKER
JVMWB . C5-1060 . 1.311.00 - 1594.00, 0 . FAMILY PLANNING AIDE
SMWF . C5-1243 . 1574.00 - 1914.00 . . * FAMILY SUPPORT COLLECTIONS OFFICER-S
iiSMVB . C5-1375 . 1797.00 - 2184.00 . . * FAMILY SUPPORT COLLECTIONS OFFICER-S
SMTA . C5-1503 2042.00 - 2482.00 . . * FAMILY SUPPORT COLLECTIONS OFFICER-S
� 64SG . C5-1451 1938.00 - 2356.00 . . FINGERPRINT EXAMINER
fGMWA . C5-1396 1835.00 - 2230.00 . . FIRE MAINTENANCE WORKER
PMT8 . C3-1535 2324.00 - 2562.00 . . FLEET EQUIPMENT SPECIALIST
6D7A . C5-1409 1859.00 - 2259.00 . . FORENSIC TECHNOLOGIST
, 16CWA . C3-1601 . 2483.00 - 2737.00 . . FORENSIC TOXICOLOGIST I
k6CVA . C5-1784 . 2704.00 - 3286.00 . . FORENSIC TOXICOLOGIST II
� 6CTA . C5-1930 . 3129.00 - 3803.00 . . FORENSIC TOXICOLOGIST III
PMWC . C3-1109 . 1518.00 - 1674.00 . . GARAGE ATTENDANT
GPWA . C3-1237 . 1725.00 - 1902.00 . . GARDENER
INXWA . C5-1642 . 2346.00 - 2852.00 . . GRADING TECHNICIAN
I15HWA . C5-1228 . 1551.00 - 1885.00 . . GRAPHICS TECHNICIAN I
J5HVA . C5-1455 . 1946.00 - 2365.00 . . GRAPHICS TECHNICIAN II
? GPVD . C3-1433 . 2099.00 - 2314.00 . . GROUNDS MAINTENANCE SPECIALIST - IRR
GPVE . C3-1433 . 2099.00 - 2314.00 . . GROUNDS MAINTENANCE SPECIALIST - PES
GP7A . C3-1116 . 1529.00 - 1686.00 . . GROUNDSKEEPER
7KWA . C5-1241 . 1571.00 - 1910.00 . . GROUP_ COUNSELLOR I
CLASS. & SALARY LISTING PAGE 4
CF04 CODE Q
i,C. EMPLOYEE'S ASSOCIATIONS LOCAL # 1
CLAS LEVEL SALARY RANGE CLASS TITLE
7KVA . C5-1385 * 1815*00 - 2206.00 . . GROUP COUNSELLOR II
7KTA - C5-1538 * 2114.00 - 2570.00 . * GROUP COUNSELLOR III
V4SC . C5-1735 . 2575.00 - 3129.00 * * HAZARDOUS MATERIALS SPECIALIST
V9WD . C5-1289 . 1649.00 - 2004.00 - . HEALTH CARE COUNSELLOR I
V9VA . C5-1417 * 1874.00 -- 2277.00 . - HEALTH CARE COUNSELLOR II
V9TB . C5-1561 . 2164.00 - 2630.00 * - HEALTH CARE COUNSELLOR III
VMWA * C5-1617 . 2288.00 - 2761.00 . - HEALTH EDUCATOR
VFWE . C5-1274 * 1624*00 - 1974.00 * . HISTOTECHNICIAN
V9WE * C5-1405 . 1851.00 - 2250.00 . * HOME ECONOMIST
VKWA - C5-0972 . 1201.00 - 1460.00 * * HOME HEALTH AIDE I
VKVA - C5-1069 * 1323.00 - 1608.00 * . HOME HEALTH AIDE II
iVTWA . C5-1118 . 1390.00 - 1689*00 - * HOSPITAL ATTENDANT
1164WF * C5-1173 - 1468.00 - 1784.00 - . IDENTIFICATION TECHNICIAN I
I64VC * C5-1362 - 1773.00 - 2156.00 - - IDENTIFICATION TECHNICIAN II
IKWC . C5- 1066 * 1319*00 - 1603.00 . * INSTITUTIONAL SERVICES AIDE
1KVB - C7-1159 * 1448.00 - 1760.00 - . * INSTITUTIONAL SERVICES WORKER
IKVB - C7-1159 . FLAT - 1848.00 * * * INSTITUTIONAL SERVICES WORKER
1KVB - C7-1159 . FLAT - 1940.00 - . * INSTITUTIONAL SERVICES WORKER
NPWA * C5-1228 - 1551.00 - 1885.00 * * JUNIOR DRAFTER
V8WC - C5- 1440 . 1917.00 - 2330.00 * - JUNIOR RADIOLOGIC TECHNOLOGIST
OYWA * C5-1363 . 1775.00 - 2158*00 * JUNIOR REAL PROPERTY AGENT
DYWL . C5-1363 - 1775.00 - 2158.00 - . JUNIOR REAL PROPERTY AGENT - PROJECT
V09C * C5-1165 * 1456.00 - 1770.00 . . LABORATORY TECHNICIAN
PSWB . C3-1268 . 1780.00 - 1962.00 . . LABORER
9BTA * C5- 1614 . 2281*00 - 2773.00 - * LEAD AIRPORT OPERATIONS SPECIALIST
GFTC - C3-1787 * 2990.00 - 3296.00 - . LEAD CARPENTER
1KTA - C3-1395 * 2021.00 - 2228.00 . . LEAD COOK
GKTB * C3-1189 * 1645.00 - 1813.00 - . LEAD CUSTODIAN
V9TA * C5-1210 . 1523.00 - 1852.00 - * LEAD DENTAL ASSISTANT
64TB . C5-1257 . 1597*00 - 1941.00 * - LEAD DETENTION SERVICES WORKER
GFTA - C3-1835 * 3137.00 - 3458.00 - * LEAD ELECTRICIAN
IGPTA . C3-1384 . 1999.00 - 2203.00 . - LEAD GARDENER
GFTB . C3-1787 . 2990.00 - 3296.00 . * LEAD PAINTER
GFTE . C3-1964 * 3568.00 - 3934.00 . LEAD STEAMFITTER
V4TB . C5-1341 - 1737.00 - 2111.00 . . LEAD VECTOR CONTROL TECHNICIAN
CLASS G SALARY LISTING PAGE 5
CF04 CODE Q
*Co EMPLOYEE'S ASSOCIATION• LOCAL # 1
CLAS LEVEL SALARY RANGE CLASS TITLE
9KT4 . C5-1200 . 1508.00 - 1833.00 . . LEAD WEATHERIZATION/HOME REPAIR SPEC'
GKTA . C3-1253 , 1753.00 - 1933.00 . . LEAD WINDOW WASHER
JPVA . C5-1481 . 1997.00 - 2428.00 . . LEGAL CLERK
3AWA . XC-1512 . 1962.00 - 2504.00 . . LIBRARIAN
3KVA . XB-1235 . 1487.00 - 1899.00 . . LIBRARY ASSISTANT I
3KTA . XB-1357 . 1680.00 - 2145.00 . . LIBRARY ASSISTANT 1I
3KWF . C5-1396 . 1835.00 - 2230.00 . . LIBRARY EQUIPMENT SPECIALIST
3AVA . XC-1652 . 2256.00 - 2880.00 . LIBRARY SPECIALIST
VT7D , XC-1350 . 1668.00 - 2130.00 . . LICENSED VOCATIONAL NURSE I
VT7C . XB-1398 . 1750.00 - 2234.00 . . LICENSED VOCATIONAL NURSE 11
9XWO . C5-1198 . 1505.00 - 1830.00 . . MAILING MACHINE OPERATOR
FATB . C5-1835 . 2845.00 - 3458.00 . MECHANICAL INSPECTOR
V2WC . C5-1601 . 2252.00 - 2737.00 . MENTAL HEALTH ACTIVITIES SPECIALIST
VQWA . C5-1057 , 1307.00 - 1589.00 . MENTAL HEALTH PROGRAM AIDE .
VQXA . TA-1224 . 1664.00 - 2130.00 . # MENTAL -HEALTH TREATMENT SPECIALIST
VQXA . TA-1224 . 2028.00 - 3010.00 . . * MENTAL HEALTH TREATMENT SPECIALIST
VQXA . TA-1224 . 2865.00 - 3491.00 . . * MENTAL HEALTH TREATMENT SPECIALIST
9XWA . C5- 1017 . 1256.00 - 1527.00 . . MICROFILM TECHNICIAN I
9XW4 . C5-1017 . 1256.00 - 1527.00 . . MICROFILM TECHNICIAN I - PROJECT
9XVA . C5-1114 . 1384.00 - 1682.00 . . MICROFILM TECHNICIAN II
9XV1 . C5-1114 , 1384.00 - 1682.00 . . MICROFILM TECHNICIAN IT - PROJECT
9XTA . C5-1213 . 1528.00 - 1857.00 . . MICROFILM TECHNICIAN III
V9WC . C5-1210 . 1523.00 - 1852.00 . . MORGUE ATTENDANT
V4SD . C5- 1893 . 3015.00 - 3665.00 . , OCCUPATIONAL HEALTH SPECIALIST
V5VA . C4-1678 . 2554.00 - 2956.00 . . OCCUPATIONAL THERAPIST
9XWC . C5-0958 . 1184.00 - 1439.00 . . OFFICE SERVICES WORKER I
9XVC . C5-1067 . 1320.00 - 1605.00 . . OFFICE SERVICES WORKER II
GWWA . C5-1426 . 1890.00 - 2298.00 . . OPERATING ENGINEER I
GWVB . C3-1548 . 2355.00 - 2596.00 . . OPERATING ENGINEER II
GFWE . C3-1680 . 2687.00 - 2962.00 . e PAINTER
B9W1 . C1-1186 . FLAT - 1808000 . . PEST DETECTION SPECIALIST - PROJECT
VYWA . C4-1857 . 3054.00 - 3535.00 . . PHARMACIST I
VYTA . C4-1930 . 3285.00 - 3803.00 . . PHARMACIST II
VY98 . C5-1256 . 1595.00- 1939.00 . . PHARMACY TECHNICIAN
V5VB . C4-1678 . 2554.00 - 2956.00 & o PHYSICAL THERAPIST
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CLASS & SALARY LISTING PAGE . 6
!; CF04 CODE Q
LC. EMPLOYEE'S ASSOCIATION, LOCAL # 1
( CLAS LEVEL SALARY RANGE CLASS TITLE
GFWF . C3-1735 . 2838.00 - 3129.00 . . PLUMBER-PIPEFITTER
i7A73 . CS-1143 . 1425.00 - 1732.00 . . PROBATION AIDE - PROJECT
� 999C . C5-0923 . 1143.00 - 1390.00 . . PROCESS SERVER
�IVQWB . XB-1398 1750.00 - 2234.00 . PSYCHIATRIC TECHNICIAN
V2WA . C5-1671 . 2415.00 - 2935.00 . . PSYCHOLOGIST
V2W1 . C5-1671 . 2415.00 - 2935.00 . . PSYCHOLOGIST - PROJECT
26SC . C5-1696 . 2476.00 - 3010.00 . . PUBLIC DEFENDER CLIENT SERVICES SPEC
6N7B . C5-1082 . 1340.00 - 1629.00 . . PUBLIC DEFENDER INVESTIGATOR AIDE
6N7A . C5-1213 . 1528.00 - 1857.00 . . PUBLIC DEFENDER INVESTIGATOR ASSISTA
6NWA . C5-1701 . 2489.00 - 3025.00 . . PUBLIC DEFENDER INVESTIGATOR I
6NVA . C5-1799 . 2745.00 - 3336.00 . . PUBLIC DEFENDER INVESTIGATOR II
26SB . C5-1179 . 1477.00 - 1795.00 . . PUBLIC DEFENDER LIAISON AIDE
VKWB . C5-1069 . 1323.00 - 1608.00 . . PUBLIC HEALTH AIDE
VMWC . C5-.1112 . 1381.00 - 1679.00 . . PUBLIC HEALTH DENTAL ASSISTANT
VMSC . C5-1546 . 2131.00 - 2591.00 . . PUBLIC HEALTH DENTAL HYGIENIST
V7VA . C5-1555 . 2151.00 - 2614.00 PUBLIC HEALTH EPIDEMIOLOGIST
VOWA . C4-1668 . 2528.00 - 2927.00 . . PUBLIC HEALTH MICROBIOLOGIST
VVXA . T9-1760 . 2844.00 - 3640.00 . . # PUBLIC HEALTH NURSE
V9WB . C5-1597 . 2243.00 - 2726.00 . . PUBLIC HEALTH NUTRITIONIST
DY78 . XB-1380 . 1719.00 - 2195.00 . . REAL PROPERTY TECHNICAL ASSISTANT
DY7A . C5-1189 . 1492.00 1813.00 . . REAL PROPERTY TECHNICIAN
VSVC . C5-1515 . 2066.00 - 2512.00 . . RECREA/TION THERAPIST
VSWE . C5-1380 . 1806.00 - 2195.00 . . RESPIRATORY CARE PRACTITIONER I
VSVD . C5- 1516 . 2068.00 - 2514.00 . . RESPIRATORY CARE PRACTITIONER II
PSWA . C3-1589 . 2453.00 - 2704.00 . . ROAD MAINTENANCE CARPENTER
s
V49A . C5-0994 . 1228.00 - 1492.00 . . SANITATION AIDE
64WD . C3-1314 . 1864.00 - 2055.00 . . SECURITY GUARD
BJTC . C5-1312 . 1687.00 - 2050.00 . . SENIOR ANIMAL CENTER TECHNICIAN
VFWD . C3-1751 . 2684.00 - 3180.00 . . SENIOR BIOMEDICAL EQUIPMENT TECHNICI
3AHC . XC-1750 . 2489.00 - 3177.00 . . SENIOR BRANCH LIBRARIAN
FRTA . C5-1588 . 2223.00 - 2702.00 . . SENIOR BUILDING PLAN CHECKER
VFTA . C5-1759 2637.00 - 3205.00 . . SENIOR CLINICAL LABORATORY TECHNOLOG
SMWH . C5- 1478 . 1991.00 - 2420.00 . . SENIOR COLLECTION SERVICES AGENT
PETA . C3-1704 . 2752.00 - 3034.00 . . SENIOR COMMUNICATIONS TECHNICIAN
' LJVB . C5-1.360 . 1770.00 - 2151.00 . 0 SENIOR COMPUTER OPERATOR
CLASS E SALARY LISTING PAGE 7
i CF04 CODE Q
1C. EMPLOYEE'S ASSOCIATION. LOCAL # 1
CLAS ,LEVEL SALARY RANGE CLASS TITLE
�
LJWD C5-1360 . 1770.00 - 2151.00 . . SENIOR OEPARTMENTAL . COMPUTER OPERATO
17WVA . C5-1367 . 1782.00 - 2166.00 - . SENIOR DIVERSION PROGRAM SPECIALIST
' INPVA . C5-1455 - 1946.00 - 2365.00 . . SENIOR DRAFTER
FATC . C5-1884 2988.00 - 3632.00 . . SENIOR ELECTRICAL INSPECTOR
�V4VA - lC5-1641 - 2344.00 - 2849.00 - . SENIOR ENVIRONMENTAL HEALTH INSPECTO
64SH . C5-1678 . 2432.00 - 2956.00 . - SENIOR FINGERPRINT EXAMINER
NXVA - C5-1739 - 2585,00 - 3142.00 . - SENIOR GRADING TECHNICIAN
FATD . C5-1884 . 2988.00 - 3632.00 . - SENIOR MECHANICAL INSPECTOR
VOTC . C5-1766 - 2656.00 - 3228.00 . SENIOR PUBLIC HEALTH MICROBIOLOGIST
V8VA . C5-1578 . 2201.00 - 2675.00 . . SENIOR RADIOLOGIC TECHNOLOGIST
DYTB - C5-1958 . 3217.00 - 3911:00 - . SENIOR REAL PROPERTY AGENT
64TA . C5-1557 . 2155.00 - 2619.00 . . SENIOR SHERIFF'S DISPATCHER
64WA . C5-1417 . 1874.00 2277.00 - . SHERIFFS DISPATCHER
64WQ . C5-1183 . 1483.00 - 1802.00 - . SHERIFF'S PROPERTY TECHNICIAN I
� 64VQ . C5-1382 . 1809.00 - 2199.00 . - SHERIFF'S PROPERTY TECHNICIAN II
� 64WE . C5-1237 - 1565.00 - 1902.00 . - SHERIFF' S SERVICES ASSISTANT I
64VB - C5-1362 - 1773.00 - 2156.00 . . SHERIFF'S SERVICES ASSISTANT II
999A - C5-0920 . 1140.00 - 1386.00 . - SPECIAL QUALIFICATIONS WORKER
PSTC - C3-1589 . 2453.00 - 2704.00 . . SPECIALTY CREW LEADER
VSVD . C5-1680 . 2437.00 - 2962.00 . - SPEECH PATHOLOGIST
GFVA - C3-1869 . 3245.00 - 3578.00 - . STEAMFITTER.
91VA - C5-1382 . 1809.00 - 2199.00 . . STOREKEEPER
� 91WC - C5-1183 . 1483.00 - 1802.00 - . STOREROOM CLERK
91W1 . C5-1183 . 1483.00 - 1802.00 . . STOREROOM CLERK - PROJECT
JPWA . C5-1610 . 2272.00 - 2762.00 . . SUPERIOR COURT CLERK
NPHB . C5-1545 - 2129.00 2588.00 - . SUPERVISING DRAFTER
VT7B . XB-1398 - 1750.00 - 2234.00 . - SURGICAL TECHNOLOGIST
V5WA . C5-1118 . 1390.00 - 1689.00 . . THERAPIST AIDE
IV5WF - C5-1406 . 1853.00 - 2252.00 . - THERAPY ASSISTANT
IN4WA - C5-1439 . 1915.00 - 2328.00 - TRAFFIC SAFETY INVESTIGATOR
jPSTB . C3-1475 . 2189.00 - 2413.00 - . TRAFFIC SIGN COORDINATOR
V8VB - C5-1578 . 2201.00 - 2675.00 - . ULTRASOUND TECHNOLOGIST
; V4WC ,. C5-1244 . 1576.00 - 1916.00 . - VECTOR CONTROL TECHNICIAN
GPWC C5-1433 . 1904.00 - 2314.00 . - VEGETATION MANAGEMENT TECHNICIAN
j' 65W2 C5-1155 . 1442.00 - 1753000 . . VICTIM/WITNESS ASSISTANCE AIDE - PRO
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CLASS 6 SALARY LISTING PAGE `8
CF04 CODE Q
. Co EMPLOYEE'S ASSOCIATION♦ LOCAL # 1
CLAS LEVEL SALARY RANGE CLASS TITLE
65SA . C5-1335 . 1726.00 — 2098.00 . , VICTIM/WITNESS ASSISTANCE PROGRAM SP
65WA . C5-1204 , 1514.00 — 1841.00 . . VICTIM/WITNESS ASSISTANCE WORKER
{ P6WA . C3-1470 , 2178.00 '— 2401.00 . . WATER QUALITY CONTROL OPERATOR I
P6VB . C3-1567 2400.00 — 2646.00 . . WATER QUALITY CONTROL OPERATOR II
� P6WC . C5-1372 1791000 — 2177.00 . , WATER QUALITY OPERATOR—IN—TRAINING
= 9KW7 . C3-1060 1446.00 — 1594.00 . . WEATHERIZATION/HDME REPAIR SPECIALIS .
BW7A . C5-1250 1586.00 — 1927.00 . . WEIGHTS S MEASURES INSPECTOR TRAINEE
( BWWA . C5-1427 1892.00 — 2300.00 . . WEIGHTS AND MEASURES INSPECTOR I
1BWVA . C5-1537 . 2112.00 — 2568.00 . . WEIGHTS AND MEASURES INSPECTOR II
BWTB . C5-1632 . 2323.00 — 2823.00 . o WEIGHTS AND MEASURES INSPECTOR III
GKWA . C3-1179 . 1628.00 — 1795.00 . . WINDOW WASHER
SGPTB . C3-1433 , 2099.00 — 2314.00 . . WORK PROGRAM CREW LEADER
JGPTI . ' C3-1433 . 2099.00 — 2314.00 . . WORK TEST CREW - LEADER—PROJECT
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R.1c-OLUT ON NO . 87/696
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