HomeMy WebLinkAboutMINUTES - 10241989 - 2.1 / y
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THE BOARD OF SUPERVISORS OF CONTRA COSTA COUNTY, CALIFORNIA
Adopted this Order on October 2 4 , 1989 by the following vote:
AYES: Supervisors Powers , Fanden, Schroder , McPeak, Torlakson
NOES: None
ABSENT: None
ABSTAIN: None
SUBJECT: In the Matter of )
Compensation for County Officers, )
Management and Unrepresented ) RESOLUTION NO. 89/684
Employees for the period )
July 1, 1989 to September 30, 1991 )
Whereas, the County Administrator and the Management Compensation Committee have
reviewed the compensation and benefits of . elected officials, appointive
officers, management employees not included rein representation units and
unrepresented employees and recommended adjustment to salaries and benefits for
these officers and employees; and
Whereas, the Board of Supervisors has executed Memoranda of Understanding with
various employee organizations for a twenty-seven (27) month period commencing
July 1, 1989 through September 30, 1991; now therefore,
The Contra Costa County Board of Supervisors in its capacity as governing Board
of the County of Contra Costa and all districts of which it is ex-officio
governing Board RESOLVES THAT`
Effective on the dates indicated herein, a salary and compensation program for
elected officials, except Superior. and. Municipal Court Judges and related
classes under jurisdiction of the State of California, appointed officials,
management employees, except merit system Fire District and related management
personnel whose salary adjustments are linked to prior' agreement between the
County and IAFF, Local 1230, and unrepresented employees, is adopted for the
period July 1, 1989 through September 30, 1991.
I. SALARIES
A. October 1, 1989 General Adjustment: The salaries of the officers and
employees whose classifications are set forth in the document entitled
"Exhibit A" attached hereto and incorporated herein, are as specified
effective October 1, 1989. Except judicial and fire management classes
which are excluded above, these salaries reflect a 4% (39 level ) general
increase and special inequity adjustments where applicable.
B. Lump-Sum Payment: For those employees listed in Exhibit A who are subject
to the October 1, 1989 general adjustment noted above, and in lieu of a
retroactive pay requiring special payroll recomputation processing back to
July 1, 1989, the County will make a lump-sum payment to each employee for
the months of July, August and September, 1989 computed as follows:
Employee regular pay, overtime pay and specific other earnings ordinarily
computed as a percentage of base pay will be added together for each
applicable pay period to determine the Retro Pay Base (RPB) . This base will
then be multiplied by 4% to arrive at the employee's lump-sum payment. The
payment amount thus computed will be added to the employee's November 10,
1989 paycheck where it will be listed separately as a "LUMP-SUM PAYMENT" and
will be . subject to ' normal tax withholding and retirement deduction
requirements.
Any employee believing there is an underpayment resulting from this
methodology exceeding $30 may contact the Personnel Department. The
Personnel Department and the Auditor's Office will investigate and issue the
additional pay, if owed, as soon as possible.
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All provisions regarding lump--sum payment in lieu of retroactive pay shall
be applicable to any and all employees who retired during the period July 1,
1989 through September 30, 1989.
C. January 1, 1990 General Increase: Effective January 1, 1990, the salaries
of the officers and employees whose classifications are set forth in the
document entitled Exhibit A attached hereto and incorporated herein, shall
receive a general wage increase of 2% (20 levels) on the County Salary
Schedule. Excluded from the increase are Superior and Municipal Court
Judges, classes tied directly to the judiciary and fire management classes
linked to prior agreement between the County and IAFF, Local 1230.
D. January 1, 1990 Pay Equity Adjustment: Effective January 1, 1990, those
classifications contained in Exhibit A attached hereto and incorporated
herein which have previously been granted comparable worth adjustments or
are in an established salary relationship with such classes, shall receive a
pay equity increase of 2% (20 levels) on the County Salary Schedule.
E. October 1, 1990 General Increase: Effective October 1, 1990, the salaries
of the officers and employees whose classifications are set forth in the
document entitled Exhibit A attached hereto and incorporated herein, shall
receive a general wage increase of 5% (49 levels) on the County Salary
Schedule. Excluded from the increase are Superior and Municipal Court
Judges, classes tied directly to the judiciary and fire management classes
linked to prior agreement between the County and IAFF, Local 1230.
F. October. 1, 1990 Special Equity Adjustments. Effective October 1,' 1990, the
salaries of the management classes listed below shall be adjusted on the
basic salary schedule by the number of levels indicated. These levels shall
be in addition to any other general or pay equity increases.
Number
Class of Levels
Accounting Services Officer (SADC) 25
Alcohol Program Chief (VEDA) 33
Assistant County Administrator-Finance (ADB2) 25
Assistant County Administrator-Human Services (ADB3) 25
' Assistant County Administrator-Director of Personnel (AGA1) ' 25
Chief Animal Control Supervisor (BJDB) 34
Chief Assistant County Administrator (ADB1) 25
Director-Office on Aging (XQDB) 20
Drug Abuse Program Chief (VHDA) 33
Fire Marshal Group II (RJDA) 25
Library Cir. & Overdue Records Supervisor (3KNA) 33
Social Service Appeals Officer_ (X4SG) 24
G. January 1, 1991 Pay Equity Adjustment: Effective January 1, 1991, those
classifications contained in Exhibit A attached hereto and incorporated
herein which have previously been granted comparable worth adjustments or
are in an established salary relationship with such classes, shall receive a
pay equity increase of 1% (10 levels) on the County Salary Schedule.
H. Spin-off Adjustment: As may be recommended by the County Administrator, the
Board shall consider during the period October 1, 1989 to September 30, 1991
additional adjustments as yet unspecified for employees whose
classifications are set forth in Exhibit A, including any classes which may
be added thereto, for the purpose of restoring supervisory-subordinate
and/or other organizational relationships compacted or misaligned as a
result of increases granted subordinate represented classes.
II. INCENTIVES
A. Management 2.5% Longevity 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 2-1/2% longevity
differential . For purposes of determining ten (10) years of 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 .
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B' Deferred CompensationI nt Ve- Eff ftve November l 1989, the County's
supplemental contribution to classified, exempt and project management
employees and elected officials who participate in the County's Deferred
Compensation Plan will be t40 per month. To be eligible for this incentive
supplement, qualifying management employees must first contribute a Base
Contribution Amount to the deferred compensation plan as follows:
Employees Qualifying
With a Current Base Contribution
Monthly Salary f Amount
t2,500 and below $ 750
2,501 - 3,334 1,000
3,335 - 4,187 1,250
4,168 - 5,000 1,500
5,001 - 5,834 1,750
5,835 - 6,687 2,000
6,668 - 7,500 2,250
7,501 and above 2,500 '
Employees who meet these Base Contribution Amounts nmot contribute
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$lUO per month to remain eligible for the $40 County supplement. Employees
who discontinue contributions or who contribute leas than $lOO per month for
' a period of one /1\ month or more will no longer be eligible for the $40
County supplement. To reestablish eligibility, employees must again make a
Base Contribution Amount as set forth above bayed on currant monthly salary. .
Employees with a break in deferred , compensation contributions because of an
approved medical leave, shall not be 'required to reestablish eligibility.
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C. Management Peace Officer it '
l' Provisions of Section 17 (Peace Officer Training) of the County
Salary Regulations are continued for incumbents in the ' classes of
Sheriff's Captain, Deputy Sheriff Chief-Criminaliatics 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:
a' A career incentive allowance of 2-1/2% of monthly base p/
shall be awarded for the possession of a Management and/or
Executive P'0'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 2-1/2% of monthly
base pay shall be awarded for the pnsaeosion Of a Management
and/or Executive P'O'S'T' Certificate and possession of an
approved Baccalaureate Degree'
o' A permanent career incentive allowance of 2-1/2% of monthly
base pay shall be awarded for possession of a Management
and/or Executive P'O'3'T' Certificate and an appropriate
Baccalaureate Degree and an additional 2-1/2% of monthly
base pay shall be awarded for annually completing at least
sixty /601 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 5% of monthly base
salary shall be awarded for possession of a Management
and/or Executive P-U'S'T' Certificate and an approved
Master's Degree'
e' A permanent career incentive allowance of 5% of monthly base ,
salary shall be awarded for 'possession of u Management
and/or Executive P'O'S'T' Certificate and an approved
Master's Degree and an additional 2-1/2% of monthly base pay
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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 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 2-1/2% 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 2-1/2% 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.
c. A permanent career incentive allowance of 2-1/2% 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 2-1/2% 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 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 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 2-1/2% 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.
D. Fire Management Educational Incentive Program: All provisions of this
program adopted as follows in Resolution No. 89/192 on March 28, 1989 shall
remain in effect.
1. Effective January 1, 1989, employees in merit system Fire District
management classifications who possess the appropriate certificates
or educational degrees beyond the minimum requirements for their
class and/or meet appropriate continuing educational requirements,
shall be eligible to qualify for professional development
educational incentives under conditions described herein.
2. Incumbents of the following classifications are eligible to
participate in this incentive program:
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Fire Chief (RPAA)
Fire Chief-Riverview (RPA8)
Fire Chief-Group II /RPAC\
Assistant Fire Chief-Group I /RPBA\
Assistant Firm Chief-Riverview /RP8B\
Assistant Fire Chief-Group Il (RP8C)
Battalion Chief (RPHA)
Battalion Chief-Riverview /RPHB1
` Battalion Chief-West (RPHC)
Fire District Hazardous Materials Program Manager (RJ8A)
Fire Officer-Exempt (RPHl)
Fire Marshal-Group II (RJDA)
Fire Marshal-West (RJDB)
Fire Training Supervisor (RWHA)
Fire District Communications Manager (RED8)
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Supervising Fire Inspector /RJH8\
Supervising Fire Inspector-Riverview (RJHA)
Chief Fire Inspector (RJGA)
3' All differentials shall be designated as either contingent or
permanent allowances and shall be awarded in increments of 2'5% of
monthly base salary' The combined contingent and permanent
educational incentives awarded any employee in any, class listed
above shall not exceed 7'5% of monthly base pay'
4' This plan will be subject to appropriate administrative guidelines
and controls developed by the individual fire districts and approved
by the Personnel Director to insure that standards described herein
are met' These guidelines will include, but are not limited to, the
following requirements:
a' Employees who qualified for permanent allowance at either
the 2'5% or 5% level as described herein effective January
l, 1988, shall be eligible for receipt of the appropriate
allowance beginning on that date'
b' Employees who wish to qualify for any 2'5% contingent
allowance as described herein may do so effective July l,
1989 providing that (l) the appropriate training or
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education requirement has been completed between January l,
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1989 and July I, 1980 and /2\ the employee has officially
declared the specific training or educational objective
being pursued.
c' Subsequent to July l, 1989, employees may qualify for e' ither
the permanent or contingent levels of allowance as defined
herein effective the first day of the month providing that
acceptable documentation is received by fire district
administration not later than the twenty-fifth of the
preceding month'
5' The program shall carry as `its intent, the further professional
davelopmont of eligible fire district management personnel by the
pursuit and achievement of job-related certificates or degrees to '
include:
a' A Certificate of Achievement in Fire Technology, Business
Administration, Management and Supervision, or a related
field from an accredited college. ,
b' An Associate of Arts or Science degree from an accredited
college with a major in Fire Technology, Business
Administration, Management' and Supervision, or a related
field.
c' A Chief Officer certificate issued by the Office of the
State Fire Marshal '
d' A Baccalaureate Degree from an accredited collage or
university with a major in Business or Public Administration
or a related field'
8' Qualification for allowances shall be under the following
conditions:
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a. A contingent allowance of 2.5% shall be awarded for annually
completing at least forty (40) hours of approved education
or training or at least three (3) approved college semester
units (or equivalent quarter units) , or an approved
combination thereof in pursuit of options a through d in
Section 5.
b. A permanent allowance of 2.5% shall be awarded for
possession of one of the options a through d in Section 5.
Only one 2.5% permanent allowance is available within this
category.
c. A permanent allowance of 2.5% shall be awarded for
possession of one of options a through d in Section 5 and an
additional contingent allowance of 2.5% shall be awarded for
annually completing at least forty (40) hours of approved
education or training or at least three (3) approved
college semester units (or equivalent quarter units), or an
approved combination thereof in pursuit of any other option
consistent with the officially declared educational
objective.
d. A permanent allowance of 5% shall be awarded for possession
of either (1) options b and c in Section 5 or (2) options a
and d in Section 5.
e. A permanent allowance of 5% shall be awarded for possession
of either (1) options b and c in Section 5 or (2) options a
and d in Section 5 and ,an additional contingent allowance of
2.5% shall be awarded for annually completing at least forty
(40) hours of approved education or training or at least
three (3) approved college semester units (or equivalent
quarter units) , or an approved combination thereof
consistent with the officially declared educational
objective. Normally, this objective would be a Fire Chief
certificate issued by the . Office of the State Fire Marshal ,
a Baccalaureate Degree or Master's Degree.
E. 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 of 5% of monthly base salary.
III. DIFFERENTIALS .
A. Conservatorship Differential : Unit Supervisors in the Conservatorship
Program shall continue to be eligible to receive a differential per hour
worked of 5% of the hourly equivalent of the base rate while in regular pay
status.
B. Building Inspection Differential : 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 5% of base monthly salary.
C. Word Processing Differential : 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 $50 per month. This differential shall be
prorated for permanent part-time and permanent intermittent employees.
D. Video Display Terminal Differential : Management and unrepresented employees
utilizing video display terminals under the same terms and conditions
applied to members of AFSCME, Local 2700 continue to be eligible to receive
a differential of $40 per month.
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E. � A' sal a ' dlffbrential of '5O per month shall
continue to be paid management and represented 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 prerogative of the County, and positions which may now or in the future
require special language skills may have such requirement amended or
-deleted'
. F' Fire Service Emergency Recall and Standby Differential : A salary
differential in the amount of 5% of the monthly bmam salary shall continue
to be in effect for management personnel in the Consolidated, 0rinda, MmrGga
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 (l) week in each four (4)
consecutive weeks shall receive a differential in the amount of 2-1/2% 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'
G. 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 (1) week per month shall continue to be eligible for a differential in
the amount of 2-1/2% of the monthly base salary'
H. First ResponderEmployees in the fire
district management classifications listed in Section Il (02) of this
_ Resolution who meet the qualifying requirements shall continue to be
eligible for receipt of a First Responder Basic Life Support Differential of
$70 per month'
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unrepresented management classes of Assessment Procedures Supervisor,
Supervising Appraiser, Supervising Audi tor-Appraiser, Chief, Standards and
Drafting, Chief, Valuation and Assistant County Assessor-Exempt shall
continue to be entitled to, at the discretion of the Department Head, a
salary differential of $30 per month for possession of a certification for
educational achievement from at least ,one of the following:
l' American Institute of Real Estate Appraisers
(RM) Residential Member designation
2' State Board of Equalization
Advanced Appraiser Certification
3. International Association of Assessing Officers
(RES) Residential Evaluation Specialist
4' Society of Auditor-Appraiser
Master Auditor-Appraiser designation
5' Society of Real Estate Appraisers
Senior Residential Appraiser designation
6' Any other certification approved by the County Assessor and the
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Director of Personnel .
IV. LEAVES AND PAY FOR TIME NOT WORKED
A. i The County will observe the following holidays during the term
covered by this Resolution: '
Labor Day New Year's Day
Veterans` Day Martin Luther King Day
Thanksgiving Day Washington's Birthday
Day after Thanksgiving Memorial Day
Christmas Day Independence Day
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Such other days as the Board of Super.vi sors may by Resolution designate as
holidays.
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.
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.
B. Floating 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 (1/2) 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.
C. Application of Holiday Credit:
1. 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.
2. 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 schedule 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 an 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.
D. 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
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E. Annual Management Administrative Leave: All classified, exempt and project
management employees listed in Exhibit A shall continue to be credited
effective January 1st with five (5) days (forty (40) hours) of paid personal
leave for the term of this Resolution in accordance with provisions of
Resolution No. 79/781 and 81/1007, Administrative Bulletin No. 323 (Paid
Personal Leave) and Information Memorandum No. 433. This leave time is
non-accruable and all balances will be zeroed out effective December 31st
each year. Any classified, exempt or project management positions covered
by the Fair Labor Standards Act shall receive overtime pay in lieu of
management administrative leave.
F. Management Attorney Administrative Leave: Permanent management, exempt and
unrepresented attorneys in the Office of the District Attorney, County
Counsel and Public Defender excluding any fixed-term attorney, shall be
credited with ten (10) days (eighty (80) hours) of management administrative
leave on January , 1st providing that they were appointed to a management
position not later than July 1st of the preceding year. Employees
appointed after July 1st shall be eligible for forty (40) hours
administrative leave on the first succeeding January 1st consistent with
other management employees but shall be eligible for eighty (80) hours
annually thereafter.
G. 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 Resolution No. 79/781 and
81/1007, County Salary Regulations, Section 9.3 and Administrative Bulletin
No. 311.3 (Sick Leave Policy) .
V. BENEFITS AND ALLOWANCES
A. Health Plan Contribution Rates: 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 to provide
a program of combined medical , dental and term life insurance coverage
through Contra Costa Health Plan (CCHP) , Herrick-Alta Bates Health Service
(HEALS) , Kaiser-Permanente Foundation (KPF) , First Choice Health Plan (1st
Choice) , Delta Dental Plan (DDP) , Safeguard Dental Plan (SGD) and Aetna Life
Insurance (ALI) . Effective November 1, 1989, the County will contribute up
to the following monthly amounts toward the existing coverage provided
except that effective December 31, 1989, the HEALS Health Plan will be
terminated. These figures apply to' both active and retired employees:
KAISER HEALTH PLAN OPTION
Category Total Cost County Share Employee Share
Employee Only (No Medicare)
No Dental $106.82 $100.59 $ 6.23
Delta 124.63 108.87 15.76
Safeguard 117.46 108.68 8.78
Family (No Medicare)
No Dental $246.65 $216.82 $ 29.83
Delta 286.94 228.53 58.41
Safeguard 268.67 225.87 42.80
CONTRA COSTA HEALTH PLAN OPTION
Category Total Cost County Share Employee Share
Employee Only (No Medicare)
No Dental $103.45 $103.44 $ .01
Delta 121.26 121,25 .01
Safeguard 114.09 114.08 .01
Family (No Medicare)
No Dental $257.45 $257.44 $ .01
Delta 297.74 297.73 .01
Safeguard 279.47 279.46 .01
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� Total CostC 3h l h
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Employee Only (No Medicare)
No Dental $121'94 $105'20 $ 16'74
� Delta 139'75 113'59 26'15
Safeguard 132'58 112'88 19,60
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Family (No Medicare)
� No Dental $289'95 $225'48 64'47
� Delta 330'24 236'75 83'48
Safeguard 311'97 237'75 74'22
CHOICE HEALTH PLAN OPTION
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Category' Total Cost County Share EmployeeShare
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Employee Only /No Medicare)
No Dental $185'09 $178'30 t 6'79
� Delta 202'90 I87'24 15'66
� 'Safeguard 185'73 185'77 9'96
' Family (No Medicare)
No Dental $431'41 $388'17 t 43'24
Delta 471'70 401'70 70'00
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Safeguard ^ 453'43 397'13 56'30
DENTALPLAN.S ONLY
!�Category Total Cost County Share Employee Share
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' Employee Only
Delta $ 19'04 $ 19'03 t 'Ol
'Safeguard 11'87 11'86 'Ul
Family
Delta $ 41'52 t 41.5I $ 'Ol
�Safeguard 23'25 23.24 'Ol
Corresponding Medicare rates for employees covered in this Resolution shall
be as follows: for Employee Only on Medicare by taking the Employee Only
rata for the option selected and subtracting the monthly Part 8 Medicare
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premium withheld from Social Security payments for one /l\ enrollee; for
Employee and Dependent(s) with one /l\ member on Medicare h« taking the
' ! Employee and Dependent('a) rate for the option selected and subtracting the
monthly Part B Medicare premium withheld from Social Security payments for
one (l) enrollee; for Employee and Dependent(s) with two (2) members on
Medicare by taking the Employee and Dependent(s) rata for the option
selected and subtracting the monthly Part 8 Medicare premium withheld from
Social Security p yments for two (2) 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.
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Effective October l, 1890, the County will contribute up to $lO per month `
for a single subscriber and up to $26 per month for a subscriber with
dependents for the Kaiser and 1st Choice Health Plans'
Any increases in health plan premium costs greater than the County
contributions identified herein occurring during the duration of this
Resolution shall be borne by the employee.
B. Health Plan Coverages and Provisions: The following coverages and
provisions are applicable for the term of this Resolution to all employees
eligible for County Health Plan participation whose classifications are
listed in Exhibit A.
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1, 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.
2. 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.
3. 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.
4. 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 B3 (Permanent Intermittent Health Plan
Participation) shall apply to these provisional employees.
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.
6. Coverage During Absences: An employee on approved leave shall be
allowed to continue his/her health plan coverage at the County group
rate for twelve (12) months provided that the employee shall pay the
entire premium for the health plan during said leave.
An employee on leave in excess of twelve (12) months may continue
health plan coverage by converting to an individual health plan
option (if available) or continuing group coverage subject to the
provisions of the Consolidated Omnibus Budget Reduction Act (COBRA)
provided the employee pays the entire cost of coverage, plus any
administrative fees, for the option selected. The entire cost of
coverage shall be paid at a place and time specified by. the County.
Late payment may result in cancellation of health plan coverage with
no reinstatement allowed.
An employee who terminates County employment may convert to
individual health plan coverage., if available, or may continue
County group health plan coverage to the extent provided under COBRA
by making premium payments to the County at a time and place
specified by the County.
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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.
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.
C. 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 $60 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.
D. Mileage Reimbursement: Effective November 1, 1989 for all classified,
exempt and project management employees and unrepresented employees listed
in Exhibit A, but excluding Department Heads as defined 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 ------------ $ .24 per mile
401 - plus miles ------------ $ .18 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 $ .01 for each $ .15
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 official 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 ------------ $ .24 per mile
601 - plus miles ------------ $ .18 per mile
E. Executive Automobile Allowance: Effective November 1, 1989, members of the
Board of Supervisors, the County Administrator, appointed Department Heads
and elected Department Heads shall be eligible to receive a monthly
automobile allowance plus $ .21 per mile for mileage. Mileage computation
shall include portal-to-portal travel for work-related activities. Receipt
of the automobile allowance will require that Department Heads and officials
furnish a private automobile for County business. Allowance shall be made
as follows:
1. Members of the Board and County Administrator = $400 per month.
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2. Appointed Department Heads = $300 per month.
Agricultural Commissioner/Director of Weights and Measures
Assistant County Administrator-Director of Personnel
Community Services Director
County Counsel
County Librarian
County Municipal Court Administrator
County Probation Officer
County Veterans' Service Officer
County Welfare Director
Director of Animal Services
Director of Building Inspection
Director of Community Development
Director of General Services
Director of Health Services
District Court Manager A and B
Private Industry Council Director
Public Defender
Public Works Director
Retirement Administrator
Superior Court Administrator-Jury Commissioner
3. Elected Department Heads = $350 per month.
Assessor District Attorney
Auditor-Controller Sheriff-Coroner
Clerk-Recorder Treasurer-Tax Collector
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 General Services Department will charge the
Executive's department for the cost of the County vehicle usage consistent
with County policy.
F. Retirement Contribution: Pursuant to Government Code Section 31581.1, the
County, will continue to pay 50% of the retirement contributions normally
required of management and unrepresented employees whose classifications are
listed in Exhibit A. 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 share of the
retirement cost-of-living program contribution.
G. 414H Participation: Effective January 1, 1990, the County will implement
provisions of Section 414 (h) (2) of the Internal Revenue Code which allows
the County Auditor-Controller to reduce the gross monthly pay of employees
in classes listed in Exhibit A by an amount equal to the employee's total
contribution to the County Retirement System before Federal and State income
taxes are withheld and forward that amount to the Retirement system. This
program of deferred retirement contribution will be universal and
non-voluntary as is required by statute.
H. Management Life Insurance: Effective October 1, 1989, classified, project
and exempt management employees, excluding Department Heads listed above in
Section V (E1, 2 and 3) whose classifications are identified in Exhibit A,
shall be provided with a $40,000 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 include
the Fire Chiefs of Riverview, Consolidated, Orinda and Moraga Fire
Protection Districts. .
I. Attorney Professional Development Reimbursement: The County shall reimburse
employees in the below listed management attorney classifications up to a
maximum of $500 each fiscal year for the following types of expenses:
1. Bar membership dues.
2. Membership dues in legal professional associations.
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� 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
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maximum of $1,000' Classes eligible are:
Assistant County Counsel County Counsel
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Assistant County Counsel-Exempt Deputy County Counsel II
Assistant District Attorney Deputy County Counsel III
Assistant Public Defender Deputy County Counsel IV
Assistant Public Defender-Exempt Deputy County Counsel-Fixed Term
Chief Assistant District Attorney Deputy District Attorney
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Chief Assistant Public Defender-Exempt Deputy District Attorney-Fixed Term
� . Chief Deputy District Attorney-Exempt District Attorney-Public Admin'
Chief Deputy public Defender Public Defender
Chief Trial Deputy Public Defender Senior Deputy District Atty.-Exempt
�
J. Training: All management and unrepresented employees listed in Exhibit A,
excluding attorney classes listed in Section V (I) above, shall continue to
be eligible for career development training reimbursement in the maximum
amounts of $200 per semester or $150 per quarter, not to exceed $600 per
year.
� The reimbursement of training expenses shall be consistent with
Administrative Bulletins on Travel and Training'
K. iInsurance: For classified, project and exempt
�
management employees and elected officials whose classifications are listed
in Exhibit A, the County l continue in force all provisions of the
� Long-Term Disability Inaurahco program with a replacement limit of 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.
L. Vacation k Employees in management classifications (including those
working 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 /1/31 of their annual vacation accrual , subject to the following
conditions: (I) the choice can be made only once in each calendar year;
(2) payment shall be based On an hourly rate determined by dividing the
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employee's monthly salary by 173'33 (242'87 for employees working
twenty-four /241 hour shifts in fire districts) ' and /3\ the maximum number
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of hours that may be reimbursed in any year is one-third (1/3) of the annual
accrual '
In those instances where a lump-sum payment has been made to management
employees in lieu of a retroactive general salary adjustment for a portion
of the calendar year which is subsequent to exercise by a management
' employee of the vacation buy-back provision herein, that employee's vacation
buy back shall be adjusted to reflect the percentage difference in base pay
-rates upon which the lump-sum payment was computed provided that the period
covered by the lump-sum payment was inclusive of the effective date of the
Vacation buy back'
M.' Uniform All The monthly uniform allowance for management employees
of the five (5) County Merit System Fire Protection Districts including:
Contra Costa (Consolidated) , Riverview, West, Mora0a and 0rinda in the
classifications of Fire Chief, Fire Chief-Riverview Fire Protection
District, Fire Chief Group Il, Assistant Fire Chief Group I, Assistant Fire
Chief-Riverview Fire Protection District, Assistant Firm Chief Group II ,
Battalion Chief, Battalion Chief-Riverview Fire Protection District, Fire
Marshal Group II, Fire Marshal-West County Firm District, Fire
Officer-Exempt, Fire District Communications Manager, Fire Training
Supervisor and Supervising Fire Inspector shall continue to be $40 per month
(effective January l, 1889) '
Effective July l, 1989, the monthly uniform allowance for management
employees in the Sheriff-Coroner's Department shall be $480 per year payable
in a lump sum on paychecks issued December 10th. During the effective
duration of this Resolution (October l, 1988 to September 30, 1981) , this
� uniform allowance will be increased to coincide with amounts which may be
agreed upon by the County and the Deputy Sheriff's Association.
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Management employees eligible for ,, this uniform allowance include:
Sheriff-Coroner, Chief Executive Assistant Sheriff, Assistant Sheriff, Chief
Deputy Sheriff-Exempt, Captain, Lieutenant, Deputy Sheriff-Chief,
Criminalistics Laboratory, Supervising Criminalist, Sheriff's Fiscal
Officer, Sheriff's Chief of Management Services, Sheriff's Communication
Director-Dispatch Services, Sheriff's Communications Center Director,
Sheriff' s Communications Specialist, Departmental Data Processing Analyst,
Records Bureau Manager, Director of Support Services-Detention Facilities,
and Director of Inmate Services.
The uniform allowance for employees in the management classifications of
Animal Control Supervisor and Chief Animal Control Supervisor shall be $40
per month effective January 1, 1990. If during the , duration of this
Resolution (October 1, 1989 to September 30, 1989) represented Animal
Control Officers receive an increase above this level in their uniform
allowance, such increase shall be granted to the management classes.
N. 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.
0. Professional Development: Classified, project and exempt management
employees, excluding Department Heads, their chief assistant(s) and all
attorney classes shall continue to be eligible for reimbursement of up to
$150 per fiscal year for memberships in professional organizations,
subscriptions to professional publications, professional engineering license
fees required by the employee's classification, and attendance fees at
job-related professional develdpment 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).
P. Flexible Spending Account Feasibility Study: On or before October 1, 1990,
the Director of Personnel will .report to the Board of Supervisors on the
feasibility of adjusting the current program of benefits for management
employees listed in Exhibit A. to include a flexible County subsidy which can
be used to purchase a variety of coverages 'including, but not limited to,
health plan upgrades, dependent care expenses, professional development and
travel , deferred compensation and wellness.
Q. Sick Leave Incentive Plan. Effective January 1, 1990, management employees
listed in Exhibit A shall be eligible for a payoff of unused sick leave
accruals at separation. This program is initiated as an incentive for
employees to safeguard sick leave accruals as protection against wage loss
due to time lost for injury or illness. Payoff shall be approved by the
Director of Personnel and can be awarded only under the following
conditions:
1. The employee must have resigned in good standing.
2. Payout is not available if the employee retires.
3. The balance at resignation must be at least 70% of accruals earned
in the preceding continuous period of employment..
4. Payout shall be under the following schedule:
Years of Permanent Percent of Unused
Continuous Service Sick Leave Paid
3 - 5 years 30%
5 - 7 years 40%
7 plus years 50%
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V1 [LASS1F1C&|lQ@ AND E00ITY ACTIONS .
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A. General Services Department R anizatiThe salaries listed herein
'
/ ' -' '--- -- appropriate— -- -,, -, --- ' --'---if'---ion increases and the 4% /`38
level ) general increase granted all management employees effective
�
October l, 1989'
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l' Effective April l, l988, increase salary of the single-position
�
class of Assistant Director of General Services-Exempt (NA82) and
� the vacant merit system class of Assistant Director of General
Services (NAD5) to aalary' achedule/levml C5-2384 /$4828-5868\ ' This
� action will restore previous salary parity with the class of Deputy
� Public Works Director which, with other management Civil Engineers�
� in the Public Works Department, was adjusted in April 1989 bi
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Resolution No. 89/193 as a spin-off from increases granted
/ subordinate represented engineers.
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` Effective October l, 1988, increase salary of the single-position
'
class of Assistant Director of General Services-Exempt /NA821 and
� the vacant merit system class of Assistant Director 'f General
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Services
� �NAD5) to salary schedule/level C5-2403 (t5020-6101) '
� 2. Effective October l, 1989, establish the new class of Deputy General
�
Services Director-Facilities /NAD7\ and allocate to the basic salary
schedule at schedule/level C5-2221 (t4185-5087) ' Reclassify person
� and position No. llO of Building and Grounds Manager (GFDD) C5-2146
($3882-4719); abandon class of Building and Grounds Manager (Budget '
' OO78\
Unit
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Effective October l, 1890, grant remainder of reclassification
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increase to Deputy General Services Director-Facilities , (NAD7) by
� awarding 38 levels on the basic salary schedule in addition to any
� general increase.
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` 3' Effective October l, 1989, establish the new class of Deputy General
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Services Director-Management and Operations (NAD8\ and allocate to` '
, the basic salary schedule atschedule/level C5-2207 /$4127-50161 '
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Reclassify person and position No. 02 of Administrative Services
� Officer (APD8) (Budget Unit 0148) '
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Effective October l, 1990, grant remainder of reclassification
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' increase to Deputy General Services Director-Management and
� Operations (NAD8) by awarding 32 levels on the basic salary schedule
�. in addition to any general increase'
^ 4' Effective October l, 1888, establish the new class of Facilities
Services Manager (NEFA) and allocate to the basic salary schedule at
schedule/level C5-2117 ($3772-4584); reclassify person and position
,
No. 76 of Grounds Services Manager /GPDB\ ; abandon class of Grounds
� Services Manager (Budget Unit 0078) '
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Effective October l, 1990, grant remainder of reclassification
�
increase to Facilities Services Manager (NEFA) by awarding 6l levels
�
on the basic salary schedule inaddition to any general increase'
y
5, Effective October l, 1989, establish the new class of Grounds
Maintenance Manager (GPDC) and allocate to the basic salary schedule
at schedule/level C5-1865 ($2932-3584) ; reclassify person and
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position No. 44 of Assistant Grounds Services Manager /GPGD1 ;
abandon class of Assistant Grounds Services Manager' This action
�
will establish parity with the companion clams of Custodial Services
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Manager /GKD81 (Budget Unit 0079) '
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` Effective October l, l99O, grant remainder of reclassification
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^ incraasu to Grounds Maintenance Manager (GPDC) by awarding 29 levels
� on the basic salary schedule in' addition to any general increase.
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6. To restore salary parity with management level Civil Engineers in
the Public Works Department who were previously adjusted in April
1989 by Resolution No. 89/193 as a spin-off from increases granted
subordinate represented engineers, the following Architectural
Engineering classes in the General Services Department are increased
and allocated. to the basic salary schedule effective October 1, 1989
as indicated:
Class Salary Schedule/Level
Supervising Architectural Engineer (NEGA) C5-2294 ($4501-5472)
Senior Architectural Engineer (NEHA) C5-2189 ($4053-4926)
Senior Architectural Engineer-Project (NEH1) C5-2189 ($4053-4926)
Associate Architectural Engineer (NEVA) C5-2043 ($3503-4258)
Special Projects Architect-Project (NEH2) C1-2189 ($4926 Flat)
B. Management Attorney Equity Adjustment: To restore appropriate salary
relationships between management and. working level attorneys compacted in
the Offices of the District Attorney, Public Defender and County Counsel
by a 6.5% increase granted January 1, 1988 and a 7% increase granted
July 1, 1988, to subordinate represented and non-management levels, the
classifications listed below shall be granted a 7.5% (72 level ) increase on
the basic salary schedule effective July 1, 1989. This increase shall be in
addition to any other general increases granted in this Resolution.
Class
Chief Deputy District"Attorney-Exempt (202)
Senior Deputy District Attorney-Exempt (201)
Assistant County Counsel (2EDA)
Assistant Public Defender (25DA)
Assistant District Attorney (2KDB)
VII. CURRENT TERMS AND CONDITIONS OF EMPLOYMENT
A. 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.
B. Part-Time Employees: Part-time classified, exempt and project management
employees whose classifications are listed in Exhibit A, who work at least
50% of full time on a continuing basis, shall be provided the management
benefits listed in this Resolution on a full or pro-rata basis.
C. Permanent Intermittent Employees: Permanent intermittent employees whose
classifications are set forth in Exhibit A, are eligible for vacation and
sick leave benefits as defined in this Resolution on a pro-rata basis.
D. 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.
E. Mirror Classifications: As determined by the Director of Personnel ,
employees in unrepresented job classifications shall continue to receive the
salary and fringe benefits that are received by employees in comparable
classifications.
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F. 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.
G. 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�tbrms of this
Resolution.
1 hereby certify that this Is a hua and correct copy of
an action taken and entered on the minutes of the
Board of Supervisors�Qr),t�data
ATTESTED:
PHIL BATCHELOR,Clerk of the Board
of Supemism and County Administrator
gy ,Deputy
Orig Dept: Personnel Department
cc: All Departments
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EXH 2 B=T A
OCTOBER 1, 1989
SALARY LISTING
FOR
1. ELECTED OFFICIALS 1
2. MANAGEMENT CLASSES - CLASSIFIED & EXEMPT 2 - 17
3. MANAGEMENT CLASSES - PROJECT 18
4. UNREPRESENTED CLASSES - PROJECT 19
5. UNREPRESENTED CLASSES - CLASSIFIED & EXEMPT 20 - 21
RESOLUTION NO. 89/684
C08.79,.I CLASS E SALARY LISTING PAGE 1
1
CF04 CODE A
LECTEO OFFICIALS
FO
—5 CLAS LEVEL SALARY RANGE CLASS TITLE
k 8 DAA1 C1-2454 FLAT 6420 . 00 ASSESSOR
k '8 SAA1 Cl -2454— . FLAT — 6420. 00 AUDITOR—CONTROLLER
8 ADA1 X1 -1768 . FLAT — 3236 . 00 . BOARD OF SUPERVISORS MEMBER
k 8 ALA1 C1-2240 FLAT — 5184. 00 CLERK—RECORDER
a 8,2KA1 C1 -2651 . FLAT — 7818. 00 DISTRICT ATTORNEY—PUBLIC ADMINISTRF
8 2 RA2 XA-2517 FLAT — 6837.83 . . JUDGE t MUNICIPAL COURT—GROUP III
8 BRA1 XA-0361 . FLAT — 791.67 . . JUOGEt SUPERIOR COURT; COUNTY SHARE
8 2RA1 . XA-2608 . FLAT — 7487.58 . . JUDGE, SUPERIOR COURT—GROUP III
k 8 6XA1 C1-2657 FLAT 7865. 00 SHERIFF—CORONER
A 8 S5A1 C1-2420 FLAT — 6206. 00 TREASURER—TAX COLLECTOR
t0879.1 ' CLASS S SALARY LISTING PAGE 2
CFO+r CODE S
IANAGEME,NT CLASSES - CLASSIFIED AND EXEMPT
FO
-5 CLAS LEVEL SALARY RANGE CLASS TITLE
8 SADC - C5-2292 4492.00 - 5461.00 - . ACCOUNTING SERVICES OFFICER
8 3AGB - XB-1971 3104.00 - 3962.00 0 ACQUISITIONS LIBRARIAN
8 APIA . XA-1532 . 1642.00 - 2555. 00 . * ADMINISTRATIVE AIDE (DEEP CLASS)
8 AP73 - XA-1532 . 1642.00 - 2555.00 I, ADMINISTRATIVE AIDE-PROJECT
Z APWA - C5-1532 - 2102.00 - 2555.00 - ADMINISTRATIVE ANALYST
-8 AP9A - TK-0961 1344.00 - 2554.00 - - * ADMINISTRATIVE INTERN-DEEP CLASS
8 APVA . C5-1703 . 2494.00 - 3031.00 . . ADMINISTRATIVE SERVICES ASSISTANT Il
8 APTA - C5-1918 . 3091.00 - 3757.00 . - ADMINISTRATIVE SERVICES ASSISTANT I3
'8 APDB • T4-1842 3324.00 - 4470.00 • . *+ADMINISTRATIVE SERVICES OFFICER
�8 AJOB . C5-2092 . 3678 .00 - 4471.00 - - AFFIRMATIVE ACTION OFFICER
t 8 BAA1 . C5-2194 - 4073 .00 - 4951.00 - . AGRICULTURAL COMMISSIONER-DIRECTOR f
t 8 9BSB . C5-1704 . 2496.00 - 3034.00 AIRPORT COMMUNITY RELATIONS AND NCI:
8 VQOF - C5-2325 . 4643.00 - 5644.00 - . ALCOHOL/DRUG ABUSE/MENTAL HEALTH DEf
t 8 UCSF . C5-2093 . 3682.00 - 4476.00 - . ALCOHOL/DRUG ABUSE/MENTAL HEALTH DI\
8 VEDA . C5-2071 . 3602.00 - 4378.00 . . ALCOHOLISM PROGRAM CHIEF
t 8 VENB . C5-1919 - 3094.00 - 3761.00 el 0 ALCOHOLISM REHABILITATION PROGRAM S+
1 8 VADB . C5-1998 - 3349.00 - 4C70.00 . . AMBULATORY CARE ADMINISTRATCR
1 8 BKS1 Is C5-1956 . 3211 .00 - 3903.00 . . ANIMAL CLINIC VETERINARIAN
1 8 BJHA - C5-1731 . 2564.00 - 3117.00 • - ANIMAL CONTROL SUPERVISOR
1 8 X4SC . C5-1638 . 2337.00 - 2840-00 APPEALS AND COMPLAINTS SPECIALIST
1 8 AD91 . C1-2215 FLAT 5056.00 - • APPEALS OFFICER
1 8 XQWC . C5-1647 . 2358.00 - 2866.00 . . AREA AGENCY ON AGING STAFF ASSISTAN
1 `8 XQVB . C5-1818 . 2797.00 - 3400. 00 . . AREA AGENCY ON AGING STAFF ASSISTAN-
1 8 XQTD - C5-1962 . 3230.00 - 3926.00 . - AREA AGENCY ON AGING STAFF ASSISTAN-
1 8 DKSH Is C5-2013 . 3399-00 - 4132. 00 . . ASSESSMENT PROCEDURES SUPERVISOR
1 8 JJNG - XB-1884 . 2846.00 - 3632. 00 . . ASSESSOR'S CLERICAL STAFF MANAGER
1 8 SAWC . C5-1840 . 2859.00 - 3476.00 - - ASSISTANT BUDGET SERVICES MANAGER
i 8 GWHA - C3-1760 2910.00 - 3209.00 ! ASSISTANT CHIEF OPERATING ENGINEER
i 8 VBHC Is C5-1797 - 2739.00 - 3329.00 . - ASSISTANT CHIEF RADIOLOGIC .TECHNOLGt
1 '8 LAHE - C5-1589 - 2225 .00 - 2704. 00 . . ASSISTANT CLERK-RECORDER DATA PROCE.
3 '8 AUB2 - C1-2439 - FLAT - 6325.00 - . ASSISTANT COUNTY ADMINISTRATOR - FI;
f '8 ADB3 C1-2439 . FLAT - 6325.00 - ASSISTANT COUNTY ADMINISTRATOR - HU:
3�=8 'A A►,1; C5 -;-ot439r -^63Z5MO0 iSSISTA? T`£OUNTY ADMINIST:RA7bft=i3'IRE,
C0879.1 CLASS E SALARY LISTING PAGE 3
CF04 CODE B
IANAGEMENT CLASSES - CLASSIFIED AND EXEMPT
FO
-5 CLAS LEVEL SALARY RANGE CLASS TITLE
8 DABA . C5-2262 4360.00 - 5299.00 . . ASSISTANT CCUNTY ASSESSOR
8 DAB1 . C1-2262 FLAT 5299.00 . . ASSISTANT COUNTY ASSESSOR - EXEMPT
8 SABA . C5-2330 4666.00 - 5672.00 - . ASSISTANT COUNTY AUDITOR-CONTROLLER
8 AL82 . C5-2133 3832.00 - 4658. 00 . . ASSISTANT COUNTY CLERK-EXEMPT
8 2EDA - C5-2529 5693.00 - 6920. 00 - . ASSISTANT COUNTY COUNSEL
8 3ABA . XB-2262 - 4151.00 - 5299.00 . . ASSISTANT COUNTY LIBRARIAN
8 JQB1 - C5-2143 . 3871.00 - 4705.00 . - ASSISTANT COUNTY MUNICIPAL COURT AC
8 7AB1 . C5-2356 . 4789.00 - 5821.00 . . ASSISTANT COUNTY PROBATION CFFICER
8 ALBS . C5-1984 • 3302.00 - 4014.00 . . ASSISTANT COUNTY RECORDER-EXEMPT
8 ALB1 . C5-2036 . 3478-00 - 4228.00 . - ASSISTANT COUNTY REGISTRAR - EXEMPT
8 XADA . C5-2188 - 4049.00 - 4921.00 . . ASSISTANT C CUNTY WELFARE DIRECTOR
8 GKGB - C5-1541 - 2121.00 - 2578. 00 . . ASSISTANT CUSTODIAL SERVICES MANAGE
8 GKGA . C5-1541 . 2121-00 - 2578. 00 . - ASSISTANT CUSTODIAL SUPERINTENDENT
8 SMGB - C5-2023 . 3433.00 - 4173. 00 . . ASSISTANT DIRECTOR - FAMILY SUPPORT
8 NAB2 . C5-2403 - 5020.00 - 6101.00 - - ASSISTANT DIRECTOR OF GENERAL SERVI
8 VCB1 . T7-2331 4789.00 - 5981.00 . - * ASSISTANT DIRECTOR OF HEALTH SERVIC
8 VCB1 . T7-2331 4789.00 - 7656.00 . . * ASSISTANT DIRECTOR OF HEALTH SERVIC
8 ALBA - C5-2347 - 4746.00 - 5769.00 . . ASSISTANT DIRECTOR OF PERSONNEL
8 VYSC . C5-2049 . 3524.00 - 4283.00 . . ASSISTANT DIRECTOR OF PHARMACY SERA
8 ZKDB . C5-2529 . 5693.00 - 6920.00 . - ASSISTANT .DISTRICT ATTORNEY
8 1WGC . C5-1540 - 2119.00 - 2575.00 . . ASSISTANT ENVIRONMENTAL SERVICES MA
8 RPBB . C5-2329 - 4662.00 - 5666.00 . . ASSISTANT FIRE CHIEF - RIVERVIEW FI
8 RPBA . C5-2384 - 4925.00 - 5987. 00 . . ASSISTANT FIRE CHIEF GROUP I
8 RPBC . C3-2266 . 4826.00 - 5321. 00 . . ASSISTANT FIRE CHIEF GROUP II
8 GPGD - C3-1807 3050.00 - 3363.00 • . ASSISTANT GROUNDS SERVICES PANAGER
8 25DA - C5-2529 - 5693.00 - 6920.00 . - ASSISTANT PUBLIC DEFENDER
18 A1NB - C5-1859 . 2914-00 - 3542.00 - - ASSISTANT RETIREMENT ADMINISTRATOR
8 J3T2 ' . C5-1464 1964.00 - 2387.00 - . ASSISTANT SECRETARY TO THE SUPERIOF
8 6XB2 . C1-2370 FLAT 5903.00 - - ASSISTANT SHERIFF
8 6XB1 . C1-2418 FLAT 6193.00 ASSISTANT SHERIFF {CHIEF EXECUTIVE
t 8 2AB1 . C3-1950 3519.00 - 3880.00 . . ASSISTANT SUPERIOR COURT ADMINISTRI
8 ARBA . C5-2405 - 5030.00 - 6114-00 . . ASSISTANT TO THE COUNTY ADMINISTRAT
I"8`"'VCSO° �E `5-211-0 :' 3`t 5.Ut1"- `455N00"`*" `4i -AS3I'S TANT TO 'iffe 'ffErALTH SeRYTCES OI
8 VCS1 C5-2110 3745.00 - 4552.00 . . * ASSISTANT TO THE HEALTH SERVICES OI
'CO879.1 CLASS E SALARY LISTING PAGE 4
CFO'4 CODE B
1ANAGEMENT CLASSES - CLASSIFIED AND EXEMPT
.FO
r-5 CLAS LEVEL SALARY RANGE CLASS TITLE
1 8 NEVA . C5-2043 3503.00 - 4258.00 . . ASSOCIATE ARCHITECTURAL ENGINEER
8 NEVI . C5-2043 3503.00 - 4258.00 . . ASSOCIATE ARCHITECTURAL ENGINEER -
1 8 NKVC . T3-1843 3495.00 - 4701.00 . . * ASSOCIATE CIVIL ENGINEER
1 8 VCDA . C5-2361 . 4813.00 - 5850.00 . . ASSOCIATE HOSPITAL EXECUTIVE DIRECT
i 8 N4HA . C3-2142 4263.00 - 4700.00 . . ASSOCIATE TRAFFIC ENGINEER
1 8 SFTA . C5-1883 . 2985.00 - 3628. 00 . . AUDITOR III
c Z RPHA . L3-2266 . 4826.00 - 5321. 00 . . BATTALION CHIEF
t
8 RPHB . L3-2202 . 4527.00 - 4991.00 . . BATTALION CHIEF - RIVERVIEW FIRE PR
8 RPHC . 0-2202 . 4527.00 - 4991.00 . . BATTALION CHIEF - WEST FIRE PROTECT
t 8 J991 . CF-1143 1425.00 - 2005.00 . . * BOARD OF SUPERVISORS ASSISTANT
1 8 J991 . CF-1143 2105.00 - 2559.00 . . * BOARD OF SUPERVISORS ASSISTANT
8 J991 . CF-1143 2687.00 - 2821.00 9 . * BOARD OF SUPERVISORS ASSISTANT
8 SAHF . C5-1985 . 3305.00 - 4018.00 . . BUDGET SERVICES MANAGER
t 8 GFDD . C5-2185 . 4037.00 - 4907.00 . . BUILDING AND GROUNDS MANAGER
1 8 FADC . C5-1969 . 3253 .00 - 3954.00 . . BUILDING INSPECTION SPECIAL PROGRAM.
t 8 6XOA . C5-2259 . 4347.00 - 5283. 00 . . CAPTAIN
1 8 64DA . C5-1969 . 3253.00 - 3954.0D . . CENTRAL IDENTIFICATION BUREAU DIREC
8 9XDA . C5-1918 . 3091 .00 - 3757.00 . . CENTRAL SERVICES MANAGER
8 VWNA . C5-1922 . 3104.00 - 3773.00 . . CENTRAL SUPPLY MANAGER
1 8 BJDB . C5-1949 . 3189.00 - 3876.00 . . CHIEF ANIMAL CONTROL SUPERVISOR
1 8 ADB1 . C1-2479 . FLAT - 6583.00 . . CHIEF ASSISTANT COUNTY ADM IhISTRATC
1 8 GKFA . C3-1724 2807.00 -' 3095.00 . . CHIEF ASSISTANT CUSTODIAL SERVICES
1 8 2KB1 . CS-2562 . 5884.00 - 7152.00 . . CHIEF ASSISTANT DISTRICT ATTORNEY
1 8 25D1 . C5-2576 . 5967.00 - 7253.00 . . CHIEF ASSISTANT PUBLIC DEFENDER
8 JJDA . XB-1919 . 2946.00 - 3761. 00 . . CHIEF CLERK - BOARD OF SUPERVISORS
1 8 VFGB . C5-2089 . 3667.00 - 4458.00 . . CHIEF CLIN.ICALJPATHOLOGY LAEORATORY
8 RADA . C5-1991 . 3325.D0 - 4042.D0 . . ChIEF DEPUTY AGRICULTURAL COMMISSIG
1 8 2KD2 . C5-2648 . 6412 .00 - 7794.00 . . CHIEF DEPUTY DISTRICT ATTORNEY - EX
t 8 AXDC . C5-1938 . 3154.00 - 3833.00 . . CHIEF DEPUTY PUBLIC ADMINISTRATOR
8 BWDA . C5-1944 . 3173.00 - 3856.00 . . CHIEF DEPUTY SEALER OF WEIGhTS AND
t 8 6X83 . C3-2317 5078.00 - 5599.00 . . CHIEF DEPUTY SHERIFF - EXEMPT
t 8 RJGA . C5-2265 . 4377.00 - 5321.00 . . CHIEF FIRE INSPECTOR
1 8 6NNA . C5-2011 . 3392.00 - 4123. 00 . . CHIEF INVESTIGATOR - PUBLIC OEFENDE
k 4.;;zS5:SC;::-:C5-229.2.- 44.9a-0- • :00_ s; G.HISF",1--NVESTMENT�'-OF;ILE'R!,?4',i. _ir'3 ,;
1 8 VNDA C5-1962 . 3230.00 - 3926.00 CHIEF MEDICAL- RECORDS ADMINISTRATOR
'0879.1
CLASS 6 SALARY LISTING PAGE 5
CF04 CODE 8
4NAGEMENT CLASSES - CLASSIFIED AND EXEMPT
=0
-5 CLAS LEVEL SALARY RANGE CLASS TITLE
E FARC . C5-1987 - 3312.00 - 4026. 00 . . CHIEF OF ELECTRICAL INSPECTION SERV:
E FAHD . C5-1987 . 3312.00 - 4026.00 . . CHIEF OF MECHANICAL INSPECTION SERV)
8 64 NA - C3-1494 2231.00 - 2459.00 . . CHIEF OF SECURITY
8 GWGA . c3-1979 3622.00 - 3994.00 - . CHIEF OPERATING ENGINEER
8 VSGE . C5-1969 . 3253.00 - 3954.00 . - CHIEF PEDIATRIC THERAPIST
8 PSFA - C5-2038 . 3485.00 - 4236.00 . - CHIEF PUBLIC WORKS MAINTENANCE SUPE(
8 V8H8 . C5-2002 . 3362.00 - 4087. 00 - . CHIEF RADIOLOGIC TECHNOLOGIST
8 25DB . C5-2509 . 5581.00 - 6783.00 . . CHIEF TRIAL DEPUTY PUBLIC DEFENDER
8 SFDA - C5-2056 . 3548.00 - 4313.00 - . CHIEFv AUDITING DIVISION
8 V5HG - C5-1759 . 2637.00 - 3205.00 - . CHIEFS CARDIOPULMONARY SUPPORT SERV)
8 AJDA - C5-2091 . 3675.00 - 4467.00 . . CHIEFt EMPLOYEE C ORGANIZATIONAL DE,
8 V5GD - C5-2013 . 3399.00 - 4132.00 . . CHIEFt REHABILITATION THERAPY SERV I(
8 DKD8 . C5-2166 - 3961.00 - 4814.00 - . CHIEF, STANDARDS AND DRAFTING
8 DADS - C5-2166 . 3961.00 - 4814.00 . . CHIEFt VALUATION
8 VQOB . C5-2104 . 3723.00 - 4525. 00 - - CHILDREN AND ADOLESCENT SERVICES PRI
8 JPHC . C5-1793 . 2728.00 - 3316.00 - - CIVIL AND CRIMINAL OPERATIONS SUPER'
8 LAGD . C5-1851 . 2891*00 - 3514.00 . . CLERK-RECORDER DATA PROCESSING MANA(
8 SMHA . C5-1802 . 2753.00 - 3346.00 - . COLLECTIONS SERVICES MANAGER
8 V7DA - C5-2259 . 4347.00 - 5283. 00 . o COMMUNICABLE DISEASE PROGRAM. CHIEF
8 PESB - C5-2038 . 3485.00 - 4236.00 . - COMMUNICATIONS ENGINEER
8 PEDB - C5-2280 - 4439.00 - 5395.00 . . COMMUNICATIONS SERVICES MANAGER
8 PEHF . C5-1971 . 3259.00 - 3962.00 - . COMMUNICATIONS TECHNICAL SUPERVISOR
8 VQ DA . C3.-2219 4604.00 - 5076.00 . . COMMUNITY MENTAL HEALTH CENTER DIREI
8 VQD1 . C3-2219 4604.00 - 5076.00 - . COMMUNITY MENTAL HEALTH CENTER DIRE(
8 9KA1 .. C3-2078 3999. 00 4409• QO COMMUNITY SERVICES DIRECTOR
8 LSSA . C5-1782 2698.00 - 3280.00 COMPUTER AIDED DRAFTING PROGRAMMER/i
8 LJHD . C5-1699 - 2484.00 - 3019.00 - . COMPUTER OPERATIONS SHIFT SUPERVISOI
8 VQHM . C5-2008 - 3382.00 - 4111.00 . . CONSERVATORSHIP PROGRAM SUPERVISOR
8 VQDE . C5-2104 - 3723.00 - 4525-00 . . CONS ERVATORSHIP/GUARD IANSH IF PROGRAt
8 VQGC . C5-2107 . 3734.00 - 4539.00 . - CONTINUING CARE PROGRAM CHIEF
6 ADTF . C5-1917 . 3088.00 - 3754.00 - . * CONTRACT COMPLIANCE SPECIALIST
8 XQWA . C5-1528 - 2093.00 - 2545.00 . . CONTRACTS AND GRANTS SPECIALIST I
,.•g: xQT/! .:'-05�1Ff�34 3'018"&00 r •3668 °0"0°-'l6" -.:P_ CCNTRKCTS --AND '�RANrs 'SPEC'IYAt!-1 SIT 'I I
8 VSSE C5-1911 3070.00 - 3731.00 - . COORDINATOR - EMPLOYEE WELLNESS PRC(
C0879..1 ., CLASS E SALARY LISTING PAGE 6
, CF04 CODE 8
IANAGEMENT CLASSES - CLASSIFIED AND EXEMPT
FO
-5 CLAS LEVEL SALARY RANGE CLASS TITLE
8 3ASA . XB-1971 3259.00. .- 3962..00 COORDINATOR OF LIBRARY AGE LEVEL SE
8 SASB . C5-1910 3067.00 - 3728.00 COST ACCOUNTANT
3 .8 ADA2 C1-2803 FLAT - 9.100..00 COUNTY ADMINISTRATOR
8 2EA1 . C5-2651 6432.00 - 7818.00 . . COUNTY COUNSEL
8 JJHF . XB-1834 a . 2706.00 - 3455.00 . . COUNTY COUNSEL OFFICE' MANA GER
8 9GD2 . C5-2191 . 4061 .00 - 4936.00 . . COUNTY EMERGENCY SERVICES DIRECTOR
3 8 3AAA C5-2361 .4813. 00 - 5850. 00 COUNTY LIBRARIAN
8 JQA1 C1-2414 .FLAT - . 6169 . 00 COUNTY MUNICIPAL COURT ADMINISTRATO
•8 7AAA . C5-2414 . 5075.00 - 6169.00 . COUNTY PROBATION OFFICER
8 AJDK . C5-1995 . 3339.00 - 4058. 00 . . COUNTY SAFETY OFFICER
8 SAH3 C1-2339 FLAT 5723.00 . . COUNTY SOLID WASTE PROJECT MANAGER
8 96A1 . C5-1918 . 3091 .00 - 3757.00 . . COUNTY VETERANS' SERVICES OFFICER
8 XAA2 . XA-2601 . FLAT - 7429.00 . . COUNTY WELFARE DIRECTOR-EXEMPT
8 2RS5 . XA-2445 . 5236.04 - 6364.44 . . COURT COMMISSIONER-LVL A
8 2RS6 . XA-2355 . 5271.77 - 5812. 13 . . COURT COMMISSIONER-LVL B
8 JPG1 . C5-1923 . 3107.00 - 3776.00 . . COURT OPERATIONS COORDINATOR - A
8 JPG2 . C5-1826 . . 2820.00 3427.00 . . COURT OPERATIONS COORDINATOR - B
8 ZBS3 . C5-1652 . 2370.00 - 2880.00 . . COURT SERVICES ANALYST - SUPERIOR C
8 VJDA . C5-2107 . 37 34.00 - 4539.00 . . CRIMINAL JUSTICE HEALTH SERVICES CH
8 GKOB . C5-1865 . 2932.00 - 3564.00 . . CUSTODIAL SERVICES MANAGER
8 LSHB . C5-1459 . 1954.00 - 2375.00 . . DATA PROCESSING DATA ENTRY SHIFT SU
8 LJFA . C5-1996 . 33 42.00 - 4062.00 . . DATA PROCESSING OPERATIONS MANAGER
8 LATE . C5-2032 . 3464.00 - 4211.00 . . DEPARTMENT DATA PROCESSING ANALYST
8 JJGA . XB-1834 . 2706.00 - 3455.00 . . DEPARTMENT OFFICE MANAGER
8 JDHC . XB-1704 . 2375.00 - 3031.00 . . DEPARTMENTAL ACCOUNT CLERK MANAGER
8 SAHC . C 5-1865 . 2932 .00 - 3564.00 . . DEPARTMENTAL ACCOUNTANT
8 XQSJ . C5-1912 o 3073.00 - •3735.00 . . DEPARTMENTAL PERSONAL COMPUTER COOR
r,-8-•ARDB 05-�2141 . 3-863;aGG 4696:00 = - - OE'PARTMENTAL PERSONNEL- OFFICE-R� .
6 S1WA C5-182Z . 2808.00 - 3414.00 . . DEPARTMENTAL SYSTEMS SPECIALIST
C0879.1' CLASS E SALARY LISTING PAGE 7
CF04 CODE 8
IANAGEMENT CLASSES - CLASSIFIED AND EXEMPT
FO
-5 CLAS LEVEL SALARY RANGE CLASS TITLE
8 BAHA . C5-1850 2888.00 - 3511.00 . - DEPUTY AGRICULTURAL COMMISSIONER
6 JJHD . XB-1767 . 2531.00 - 3231.00 . . DEPUTY CLERK - BOARD OF SUPERVISORS
8 JPD2 . C5-1654 . 2374.00 - 2886.00 . . DEPUTY CLERK - DIVISION SUPERVISOR
8 ADDG . T9-2064 3835.00 - 4932.00 . . * DEPUTY COUNTY ADMINISTRATOR
8 2EWA . C1-1655 FLAT 2889.00 . - DEPUTY COUNTY COUNSEL I
8 2EVA . C5-2027 . 3447.00 - 4190.00 - - DEPUTY COUNTY COUNSEL II
8 2ETB . C5-2232 . 4231.00 - 5143.00 . . DEPUTY COUNTY COUNSEL III
8 2ETA . C5-2371 . 4862.00 - 5909.00 . . DEPUTY COUNTY COUNSEL IV
8 2ETC - TS-1977 3621.00-- 6389.00 . . * DEPUTY COUNTY COUNSEL-DEEP CLASS
8 5AH2 . C5-2403 . 5020.00 - 6101.00 . . DEPUTY DIRECTOR COMMUNITY . DEVELOPME
8 5AB2 . C5-2403 . 5020.00 - 6101.00 . . DEPUTY DIRECTOR OF COMMUNITY DEVELO
8 2KTE . T4-2150 4522.00 - 5509.00 . . *+DEPUTY DISTRICT ATTORNEY
8 2KTE . T4-2150 5509.00 6081 .00 . - *+DEPUTY DISTRICT ATTORNEY
8 NAD7 . C5-2221 . 4185.00 - 5087.00 . . DEPUTY GENERAL SERVICES DIRECTOR -
8 NAD8 . C5-2207 . 4127.00 - 5016. 00 . . DEPUTY GENERAL SERVICES DIRECTOR -
8 NAD1 C5-2403 . 5020.00 - 6101.00 . . DEPUTY PUBLIC WORKS DIRECTCF - ENGI
8 NA06 . C5-2403 . 5020.00 - 6101.00 . . DEPUTY PUBLIC WORKS DIRECTOR - OPER
8 6DDA . C5-2259 - 4347.00 - 5283.00 . . DEPUTY SHERIFF-CHIEFt CRIMINALISTIC
8 6DHA . C5-2150 . 3898.00 - 4738. 00 . . DEPUTY SHERIFF-SUPERVISING CRIMINAL
8 64HA . C5-1449 . 1934.00 - 2351.00 . . DETENTION SERVICES SUPERVISOR
8 VBGA . C5-2009 . 3386.00 - 4115.00 . . DEVELOPMENTAL CENTER DIRECTOR
8 V5HH . C5-1794 . 2731.00 - 3319.00 . . DEVELOPMENTAL PROGRAM SUPERVISOR
8 BJA1 . C5-2170 . 3977.00 - 4834.00 - . DIRECTOR OF ANIMAL . SERVICES
1 8 FAAA . C5-2369 . 4852 .00 - 5897.00 . . DIRECTOR OF BUILDING INSPECTION
8 5AA1 C1 -2535 FLAT - 6962 . 00 DIRECTOR- OF COMMUNITY DEVELOPMENT
1 8 64FE . C5-2043 . 3503.00 - 4258.00 . . DIRECTOR OF CORRECTIONAL INDUSTRIE!
1 8 LAD1 . C5-2312 . 45 83.00 - 5571.00 . . DIRECTOR OF DATA PROCESSING SERVICE
1 8 V4DA . C5-2185 . 4037.00 - 4907.00 . . DIRECTOR OF ENVIRONMENTAL HEALTH SE
1 8 64FD . C5-2043 . 3 503.00 - 4258.00 . . DIRECTOR OF FOOD SERVICES - DETENT J
1 8 NAA2 . C5-2435 . 5183.00 - 6300.00 . . * DIRECTOR OF GENERAL SERVICES - EXEf
C8 VCA1 C1 -2754 FLAT - 8665 . 00 DIRECTOR OF HEALTH SERVICES
'COS 79..1 . CLASS E SALARY LISTING PAGE 8
CF04 CODE 8
IANAGEMENT CLASSES - CLASSIFIED AND EXEMPT
�-5 CLAS LEVEL SALARY RANGE CLASS TITLE
1 8 VWDB . C5-2225 4201.00 - 5107.00 . . DIRECTOR OF HOSPITAL NURSING SERVIC:
1 8 64FC . C5-2043 3503.00 - 4258.00 . . DIRECTOR OF INMATE SERVICES
8 ADDF . C3-2240 4702.00 - 5184.00 . . DIRECTOR OF JUSTICE SYSTEMS PROGRAM:
1 8 VYDC . C5-2131 . 3825.00 - 4649.00 . . DIRECTOR OF PHARMACY SERVICES
1 8 VVDA . C5-2425 . 5131.00 - 6237.00 . . DIRECTOR OF PUBLIC HEALTH NURSING
1 8 5A81 . C1-2340 FLAT 5729.00 . . DIRECTOR OF REDEVELOPMENT-EXEMPT
i 8 9CD1 . C5-2190 . 4057.00 - 4931.00 . . DIRECTOR OF REVENUE COLLECTIONS-EXE:
8 64FA . C5-2043 . 3503.00 - 4258. 00 . . DIRECTOR OF SUPPORT SERVICES - DETEI
1 8 XQDB . C5-2012 . 3396.00 - 4128.00 . . DIRECTOR# OFFICE ON AGING
1 8 VODA . C5-2128 o 3813.00 - 4635.00 . . DIRECTOR# PUBLIC HEALTH LABCRATORY
1 8 VHHB . C5-1529 . 2095.00 - 2547. 00 . . DISCOVERY FACILITY DIRECTOR
1 8 2RS7 . C3-2103 . 4100.00 - 4521.00 . . DISCOVERY REFEREE
8 APDD . C5-2191 o 4061.00 - 4936.00 . . DISTRICT ATTORNEY CHIEF OF ADMINIST;
18 6KD1 . C5-2259 . 4347.00 - 5283.00 . . DISTRICT ATTORNEY CHIEF OF INSPECTO:
1 8 6KNB . C5-2095 . 3690.00 - 4485.00 . . DISTRICT ATTORNEY LIEUTENANT OF INS
1 8 JJGE . XB-1884 . 2846.00 - 3632.00 . . DISTRICT ATTORNEY MANAGER OF LAW OF
1 8 JJHG . XB-1704 . 2375.00 - 3031.00 . . DISTRICT ATTORNEY OFFICE MANAGER
8 J3T7 . XB-1704 . 23 75.00 - 3031.00 . . DISTRICT ATTORNEY PROGRAM ASSISTANT•
3 8 JQD1 . C5-2253 . 4321.00 - 5252. 00 . . DISTRICT COURT MANAGER - A
1 8 JQD2 . C5--2143 . 3871.00 - 4705.00 . . DISTRICT COURT MANAGER - B
1 8 JQD3 . C5-1972 . 3263.00 - 3966.00 . . DISTRICT COURT MANAGER - C
1 8 MPGA . C5-1783 . 2701.00 - 3283.00 . . DRAFTING SERVICES COORDINATOR
1 8 NPHC . C5-1783 . 2701 .00 - 3283.00 . . DRAFTING SERVICES MANAGER
3 8 VHDA . C5-2071 . 3602 .00 - 4378.00 a o DRUG ABUSE PROGRAM CHIEF
1 8 9XHC . C5--1455 . 1946.00 - 2365.00 . . DUPLICATING SERVICES SUPERVISOR
1 8 9KHA . C5-1871 . 2949.00 - 3585.00 . . ECONOMIC OPPORTUNITY PROGRAM SPECIA:
1 8 ALHA C5-1717 . 2529.00 - 3074.00 . . ELECTION PRECINCTS COORDINATOR
r
1 8 ALHB C5-1717 . 2529.00 - 3074.00 . . ELECTION PROCESSING SUPERVISOR
3 8 ALGB C5-1826 . 2820.00 - 3427.00 . . ELECTIONS AND REGISTRATION MANAGER
1 8 9GSB . C5-1669 . 2410.00 - 2930.00 . . EMERGENCY EDUCATION AND TRAINING CC
3 8 VBSC . C5-2131 . 3825.00 - 4649.00 . . EMERGENCY MEDICAL SERVICES LIRECTOR
3 8 VBHB . C5-1987 . 3312.00 - 4026.00 . . EMERGENCY MEDICAL SERVICES PROGRAM
3�a8 9GS'ki"'.t"L'S;-4'1669 241OliIDD- `29301�-00" - E'ME (;ENC-Y PLANK` -MIG :COORD1N)VTDR°">
1 8 AJDL . C5-2141 . 3863.00 - 4696. 00 . EMPLOYEE BENEFITS MANAGER
C0879- 1 CLASS S SALARY LISTING PAGE 9
CFOyr CODE B
IANAGEMENT CLASSES - CLASSIFIED AND EXEMPT
• 5 CLAS LEVEL SALARY RANGE CLASS TITLE
8 AJVC - C5-1898 3030.00. - 3683.00 . EMPLOYEE REHABILITATION COUNSELOR ,
8 55NA . C1-1874 FLAT 3596.00 - ENERGY COORDINATOR
8 NSHC - C5-1958 3217.00 - 3911.00 - ENGINEERING TECHNICIAN SUPERVISOR -
8 1WD8 . C5-1742 2593.00 - 3151.00 - ENVIRONMENTAL SERVICES MANAGER
8 1WHB - C5-1449 1934-00 - 2351.00 - ENVIRONMENTAL SERVICES SUPERVISOR
8 XQSB C5-1992 3329.00 - 4046.00 . EXECUTIVE ASSISTANT TO THE OEVELOPM
8 X4SF C5-1992 3329.00 - 4046.00 - . EXECUTIVE ASSISTANT TO THE FAMILY A
8 XOSI C5-2140 - 3859-DO - 4691.00 . - EXECUTIVE ASSISTANT TO THE HAZARDOU
8 XQSL . C5-1992 . 3329.00 - 4046.00 . - EXECUTIVE ASSISTANT-PUBLIC/ENVIRONM
8 J3T5 • C3-1630 2556.00 - 2818.00 . - EXECUTIVE SECRETARY
8 J3T6 . C3-1669 2657.00 - 2930.00 . - EXECUTIVE SECRETARY - MERIT BOARD
8 GFSA - C5-1911 - 3070.00 - 3731.00 - - FACILITIES MAINTENANCE COORDINATOR
8 VCDC - C5-2117 - 3772.00 - 4584. 00 - - FACILITIES MANAGER
8 GFHE . C5-2091 . 3675-00 - 4467.00 - - FACILITIES TRADES. SUPERVISOR
8 2RS2 . XA-2446 . 5615.68 - 6364.44 - . FAMILY LAW COMMISSIONER
8 X4Q2 . C5-1916 . 3085.00 - 3750.00 - . FAMILY PRESERVATION PROGRAM COORDIN
8 S1SB . C5-1797 - 2739.00 - 3329.00 - - FAMILY SUPPORT AUTOMATION SFECIALIS
8 SMNA . C5-1797 - 2739.00 - 3329.00 - . FAMILY SUPPORT COLLECTIONS SUPERVIS
8 JJNH . XB-1884 - 2646-00 - 3632.00 - . FAMILY SUPPORT OFFICE MANAGER
8 SMSC . C5-1797 o 2739.00 - 3329.00 - - FAMILY SUPPORT QUALITY ASSURANCE AN
8 RPAA . C5-2582 - 6003.00 - 7297. 00 ' ,o - FIRE CHIEF
1 8 RPAB - C5-2516 . 5620.00 - 6831.00 - - FIRE CHIEF - RIVERVIEW FIRE: PRCTE•CT
8 RPAC - C5-2436 .. 5188.00 - 6306.00 . - FIRE CHIEF GROUP II
8 P2NA . C3-1961 3558.00 - 3922.00 - - FIRE DISTRICT APPARATUS SUPERVISOR
8 P2NB . C5-1857 2908.00 - 3535.00 - - FIRE DISTRICT APPARATUS SUPERVISOR-.
1 8 APDE . C5-2191 . 4061 .00 - 4936.00 . . FIRE DISTRICT CHIEF OF ADMINISTRATI
8 REDB . C5-2133 . 3832.00 - 4658.00 . - FIRE DISTRICT COMMUNICATIONS MANAGE.
1 8 RJSA . C5-2266 - 4377.00 - 5321.00 . - FIRE DISTRICT HAZARDOUS MATERIALS P
8 RJDA - C5-2116 - 3768.00 - 4580.00 . . FIRE MARSHAL GROUP II
8 RJDB . C3-2012 . 3744.00 - 4128-00 . - FIRE MARSHAL-WEST COUNTY FIRE DISTR
1 8 RPH1 . C1-2100 - FLAT - 4507.00 . - FIRE OFFICER - EXEMPT
8 RWHA . C5-2266 - 4377.00 - 5321.00 - - FIRE TRAINING SUPERVISOR
8 PMFB . C5-1995 . 3339.00 - 4058-00 - • FLEET MANAGER
'.i'C5-1646 . 235�S;.t#O == 8fi�3:�0''`)ia FtEET '�9i4TERIALS`S tIPERi/I SE}R �'
1 8 PMHC . C3-1810 3059.00 - 3373.00 FLEET SERVICE CENTER SUPERVISOR
_ Y
C0879,1 CLASS E SALARY LISTING PAGE 10
CF04 CODE B
IANAGEMENT CLASSES - CLASSIFIED AND EXEMPT
FO
•-5 CLAS LEVEL SALARY RANGE CLASS TITLE ;
8 1KDA . C5-1651 * 2367.00. - 2877.00 . . FOOD SERVICES MANAGER
8 APSB * C5-2067 . 3588.00 - 4361.00 . - GENERAL SERVICES FISCAL OFFICER
8 VQDD . C5-2073 * 3609.00 - 4387.00 * . GERIATRIC SERVICES PROGRAM CHIEF
8 N9HA . C5-1942 * 3166.00 - 3849.00 . . GRADING ENGINEER
8 GPDB . C3-1994 3677.00 - 4054.00 . . GROUNDS SERVICES MANAGER
8 V4DC * C5-2112 . 3753.00 - 4561. 00 . . HAZARDOUS MATERIALS PROGRAM MANAGER
8 3AHE - XB-1729 . 2440.00 - 3114.00 * . HEAD CATALOGUER
8 3AFD * XB-2081 . 3464.00 - 4422.00 . . HEAD OF CENTRAL LIBRARY
8 3AFB * XB-2081 * 3464*00 - 4422.00 . . HEAD OF LIBRARY TECHNICAL SERVICES
8 9KOW * C5-1896 . 3024.00 - 3676.00 . . HEAD START PROGRAM MANAGER
8 S1WC . TB-1398 1980.00 - 2730.00 . . *+HEALTH INFORMATION SYSTEMS SPECIALI
8 S1WC . TB-1398 2473.00 - 3857.00 . . *+HEALTH INFORMATION SYSTEMS SPECIALI
B VCS2 * C5-2226 . 4206*00 - 5112.00 . . HEALTH PLAN PROVIDER AFFAIRS MANAGE:
8 VCHB . C5-1968 . 3250.00 - 3950.00 . . HEALTH PLAN SALES MANAGER
8 VCTB - C3-1863 3226.00 - 3556.00 - . HEALTH SERVICES ACCOUNTANT
8 VAND - T5-1398 1980.00 - 2730.00 . . *+HEALTH SERVICES ADMINISTRATOR
8 VAND . T5-1398 2473.00 - 3857.00 . • *+HEALTH SERVICES AOMINISTRATCR
8 VAND . T5-1398 3671 .00 - 4473.00 0 o *+HEALTH SERVICES ADMINISTRATOR
8 VCNC . C5-1814 * 2786.00 - 3386. 00 * * HEALTH SERVICES ADMISSIONS MANAGER
8 VCF1 . C1-2375 FLAT 5933.00 . . HEALTH SERVICES BUDGET OFFICER-EXEM
8 VCSC . C5-1986 * 3309.00 - 4022. 00 * * HEALTH SERVICES DATA PROCESSING OPE
t 8 VCHA . C5-1650 * 2365 .00 - 2875.00 . . HEALTH SERVICES EDP SHIFT SLPERVISO
8 VCXA . TB-1398 1980.00 - 2730.00 . *+HEALTH SERVICES PLANNER/EVALUATOR
S VCXA . TB-1398 2473.00 - 3857.00 . *+HEALTH SERVICES PLANNER/EVALUATOR
8 VCTA . C3-1863 3226.00 - 3556.00 . . HEALTH SERVICES REIMBURSEMEi1T ACCOU.
8 VCDB . C5-2117 . 3772.00 - 4584. 00 . * HEALTH SERVICES SYSTEMS MANAGER
t 8 VCNB . C5-1643 . 2348*00 - 2854.00 - * HEALTH SERVICES VOLUNTEER PROGRAM C
t 8 VVFB . C5-2303 * 4542 .00 - 5521*00 . . HOME HEALTH AGENCY NURSING._ COORDINA
8 VVH3 . C5-2132 . 3829.00 - 4654. 00 . * HOME HEALTH NURSING SUPERVISOR
t 8 VSHE . C5-1910 . 3067.00 - 3728. 00 . . HOME HEALTH REHABILITATION THERAPY
8 VVSA . C5-2121 . 3787.00 - 4603. 00 - . HOME HEALTH SERVICES TRAINIRG COORO
t 8 SRSM . C5-1874 * 2958.00 - 3596.00 . . HOUSING AND COMMUNITY DEVELCPMENT P
t 8 FAHB . C5-1898 . 3030.00 - 3683.00 . . HOUSING REHABILITATION COORCINATOR
Ilt -N9SB a 'C5-.1992 , . .332:9::00 --,,;4046..00 HYDROLOGIST
8 VWSF . C5-1969 . 3253*00 - . 3954.00 . INFECTION CONTROL COORDINATOR
C0879.,1 CLASS S SALARY LISTING PAGE 11
CF04 CODE 8
ANAGEMENT CLASSES - CLASSIFIED AND EXEMPT
FO
-5 CLAS LEVEL SALARY RANGE CLASS TITLE
8 LAWD . C5-1636 . 2332.00, - 2835.00 . . INFORMATION CENTER SPECIALIST I
8 LAVC . C5-1782 . 2698.00 - 3260.00 INFORMATION CENTER SPECIALIST II
8 7KHA . C5-1756 . 2629.00 - 3196.00 . . INSTITUTIONAL SUPERVISOR I
8 7KGA .. C5-1870 . 2946.00 - 3581.00 - . INSTITUTIONAL SUPERVISOR II
8 7KFD . C5-1974 . 3269.00 - 3974.00 . - INSTITUTIONAL SUPERVISOR III
8 AJWC . C5-1654 . 2374.00 - 2886. 00 . . INSURANCE ANALYST I
8 AJVB . C5-1837 . 2851 .00 - 3465.00 . . INSURANCE ANALYST II
.8 S5SB . C5-2114 . 3760.00 - 4571, 00 - . INVESTMENT OFFICER
8 2BS2 . XB-1594 . 2129.00 - 2718.00 . . JURY SERVICES COORDINATOR - EXEMPT
-8 ADTC . C5-1920 . 3097.00 - 3765-00 . . JUSTICE SYSTEM SPECIALIST
8 2RS1 . XA-2446 . 5615.68 - 6364.44 - JUVENILE COURT REFEREE
8 7KFE . C5-2091 . 3675.00 - 4467.00 * * JUVENILE INSTITUTION SUPERINTENDENT
8 ADS3 . C5-2142 * 3867.00 - 4700.00 . . LAFCO ADMINISTRATOR
8 S1N1 . C1-2135 FLAT 4668.00 . . LAND INFORMATION SYSTEMS DIRECTOR
8 S1HB . C5-1990 . 3322.00 - 4038. 00 . . LAW AND JUSTICE SYSTEMS DIRECTOR
8 DYDB . C5-2188 . 4049.00 - 4921.00 . . LEASE MANAGER
8 AJWF . C5-1837 * 2851.00 - 3465.00. . . LIABILITY CLAIMS ADJUSTER
8 AJDH . C5-1970 . 3256.00 - 3958.00 - * LIABILITY CLAIMS OFFICER
8 3AFC . XB-1971 . 3104.00 - 3962.00 o o LIBRARY AUTOMATED SYSTEMS MANAGER
1 '8 3KNA * XB-1518 0 1975.00 - 2519.00 . . LIBRARY CIRCULATION AND OVERDUE REC
r
► 8 3ASC . XB-1971 * 3104.00 - 3962.00 . . LIBRARY COMMUNITY SERVICES COORDINA
8 3AGD . XB-1971 . 3104.00 - 3962.00 . . LIBRARY SUPERVISOR
8 6XHA . C5-2095 . 3690.00 - 4485.00 - - LIEUTENANT
1 8 ADTE . T9-1645 2535.00 - 3245.00 . * * MANAGEMENT ANALYST II
_8 ADTD . TM-1818 3089.00 - 3954.00 * - * MANAGEMENT ANALYST III
1 8 AJ SC - T7-1619 2351.00 - 3490.00 . . *+MANAGEMENT DEVELOPMENT SPECIALIST
1 8 AGGA - C5-2185 . 4037.00 - 4907.00 . - MANAGER - EMPLOYMENT PROGRAMS
1 8 9BOi * C5-2170 . 3977.00 - 4834.00- . ` MANAGER OF AIRPORTS
1 8 AVIA . C5-1386 . 1816.00 - 2208.00 MANPOWER AIDE
1 8 AVVA . C5-1703 . 2494.00 - 3031.00 * MANPOWER ANALYST II
1 8 AVTA . C5-1918 . 3091.00 - 3757.00 e MANPOWER ANALYST III
3 8 VCNA . C5-2066 . 3584.00 - 4357.00 . MARKETING DIRECTOR/CONTRA CCSTA NEA
3 8 VCN1 o C5-2226 . 4206.00 - 5112.00 s MARKETING DIRECTOR/CONTRA CCSTA HEA
1-,6:,-6 R 83 C`5-2162 o 3194-5.D0 '4T95r.0V MARSHAL-COURT -SEFt-VrCES DIV I�-qCN
3 8 .28N3 . XB-1741 . 2466.00 - 3148. 00 . 0 MASTER CALENDAR SUPERVISOR
C08 79...;1 ,, . ..�" CLASS E SALARY LISTING PAGE 12
CF04 CODE B
IANAGEMENT CLASSES - CLASSIFIED AND EXEMPT
FO
-5 CLAS LEVEL SALARY RANGE CLASS TITLE
8 VCGA . C5-1943 3169-00 - 3853.00 - . MATERIEL MANAGER
8 VBFA . C5-2064 3577.00 - 4348.00 . - MEDICAL CARE ADMINISTRATOR
8 VCA2 . C1-2661 FLAT 7896.00 . . MEDICAL DIRECTOR
8 3AHD . C5-1632 - 2323.00 - 2823.00 - - MEDICAL LIBRARIAN
8 VNHB . C5-1715 . 2524.00 - 3067.00 . . MEDICAL RECORDS ADMINISTRA TCR
8 VASA - C5-1715 . 2524.00 - 3067.00 . - * MEDICAL RISK SPECIALIST
8 VADA . C5-2014 . 3403.-00 4136. 00 - . MEDICAL SERVICES MANAGEMENT INFORMA'
8 VQHJ - C5-2008 - 3382.00 - 4111.00 . . MENTAL HEALTH ACUTE SERVICES SUPERV
8 VQHG . C5-2008 . 3382.00 - 4111.00 - . MENTAL HEALTH ADULT SERVICES SUPERV
8 VQHF . C5-2008 . 3382.00 - 4111.00 . - MENTAL HEALTH CHILDREN SERVICES SUP.
8 VQHD . C5-2008 . 3382.00 - 4111.00 . - MENTAL HEALTH CLINICAL PROGRAM SUPE;
8 VQHH . C5-2008 - 3382.00 - 4111-00 - - MENTAL HEALTH CONTINUING CAPE SERVI!
8 VQ HK . C5-2008 . 3382.00 - 4111.00 . . MENTAL HEALTH CRIMINAL JUSTICE PROG
8 9XHD - C5-1474 - 1983.00 - 2411. 00 - . MICROFILM PRODUCTION SUPERVISOR
8 9XHA . C5-1415 - 1870.00 - 2273.00 - - MICROFILM SUPERVISOR
8 9TN3 - C5-1377 - 1800.00 - 2188.00 . . MONTARA BAY RECREATION PROGRAM SUPE
8 JQS1 . C5-1931 . 3132.00 - 3807.00 . - MUNICIPAL COURT FISCAL OFFICER
8 JQS4 - C5-1844 . 2871.00 - 3490.00 . - MUNICIPAL COURT MANAGEMENT ANALYST
8 JQS7 - C5-1987 . 3312.00 - 4026.00 . . 'MUNICIPAL COURT SYSTEMS MANAGER
8 JQS3 . C5-1844 - 2871.00 - 3490.00 . . MUNICIPAL COURT TRAINING OFFICER
8 VWHF . C3-2066 3951 .00 - 4357.00 - - NURSING PROGRAM MANAGER
8 VWHH - C5-2036 - 3478.00 - 4228.00 . - NURSING SHIFT COORDINATOR
8 JJHC . XB-1704 - 2375-00 - 3031.00 . . OFFICE MANAGER
8 LJSC - C5-1603 2256.00 - 2743.00 . . OPERATIONS ANALYST
8 VAGC - C5-2011 - 3392.00 - 4123.00 - . PATIENT FINANCIAL SERVICES MANAGER
8 VWSH . C5-2036 - 3478.00 - 4228.00 . - PATIENT OMBUDSMAN
8 AGVA . C5-1703 - 2494.00 - 3031.00 - . PERSONNEL ANALYST II
8 AGTA . C5=1918 - 3091.00 - 3757.00 - . PERSONNEL ANALYST III
8 ARVA . C5-1703 - 2494.00 - 3031.00 - - PERSONNEL SERVICES ASSISTANT II
8 ARTA . C5-1918 - 309loOO - 3757.00 . . PERSONNEL SERVICES ASSISTANT III
8 AG7A . C5-1434 . 1906.00 - 2316.00 . . PERSONNEL TECHNICIAN
8 5AWA . C5-1483 . 2001.00 - .2433.00 . - PLANNER I
-8 15AVA oCS-1669 2.41040®!•=: 2930.-60 `-6 ' ¢"L°aNNEi:(-: II .:._,,:�. .•,� ��..,� ,
8 5ATA . C5-1874 . 2958.00 - 3596.00 - o PLANNER III
C 0879. 1 CLASS S SALARY LISTING PAGE 13
CFA CODE 8
IANAGEMENT CLASSES - CLASSIFIED AND EXEMPT
,F0
-5 CLAS LEVEL SALARY RANGE CLASS TITLE
8 5RSH . C5-1874 . 2958.00. - 3596.00 - - PLANNING DEMOGRAPHER
8 5RSB . C5-1913 . 3076.00 - 3739.00 . . PLANNING GEOLOGIST
8 51TA . C5-1727 . 2554.00 - 3104.00 . . PLANNING TECHNICIAN
t 8 51SA . C5-1874 . 2958.00 - 3596.00 . . PLANNING TECHNICIAN SPECIALIST
8 SAGC . C5-2067 . 3588.00 - 4361.00 - - PRINCIPAL ACCOUNTANT
8 SANG . TJ-1874 3432.00 - 4731 .00 - - * PRINCIPAL PLANNER
t 8 DYDA - C5-2188 . 4049.00 - 4921.00 - . PRINCIPAL REAL PROPERTY AGENT
8 AVOE . C5-2144 . 3875.00 - 4710.00 . - PRIVATE INDUSTRY COUNCIL EXECUTIVE
8 2RS8 . C5-2011 . 3392.00 - 4123.00 . . PROBATE ATTORNEY/DEPUTY COMPISSIONE
1 8 7AHC . C5-1836 . 2848.00 - 3462.00 . . PROBATION COMMUNITY SERVICES PROGRA
8 7ADC . C5-2216 . 4164.00 - 5061.00 . . PROBATION DIVISION DIRECTOR
8 7AHA . C5-1896 . 3024.00 - 3676.00 . . PROBATION SUPERVISOR I
8 7AGA . C5-2005 . 3372.00 - 4099.00 - . PROBATION SUPERVISOR II
8 JPN3 . XB-1605 . 2154.00 - 2748.00 . - PROCESS SUPERVISOR
1 8 LAWB . C5-1942 . 3166.00 - 3849.00 - . PROGRAM ANALYST-EDP
8 LANA . C5-1636 2332.00 - 2835. 00 . - PROGRAMMER I
8 LAVA . C5-1782 . 2698.00 - 3280.00 . . PROGRAMMER II
8 XASB - C5-1916 . 3085.00 - 3750.00 . . PROPERTIES TRUST OFFICER
8 AXSO C5-1703 . 2494.00 - 3031.00 . . PUBLIC ADMINISTRATOR'S PROGRAM ASSI
t 8 25A1 . C5-2611 . 6180.00 - 7511.00 . . PUBLIC DEFENDER
t 8 LJTB . XB-1704 2375.00 - 3031. 00 - . PUBLIC DEFENDER DATA SPECIALIST
8 VBSD . C5-1911 . 3070.00 - 3731.00 . . PUBLIC HEALTH PROGRAM SPECIALIST I
1 8 VEND . C5-2009 . 3386.00 - 4115.00 . . PUBLIC HEALTH PROGRAM SPECIALIST I1
' 8 ADS1 . C5-1898 . 3030.00 - 3683.00 - . PUBLIC INFORMATION OFFICER
1 8 NAA1 . C5-2603 . 6130.00 - 7451.00 . . PUBLIC WORKS DIRECTOR
t 8 PSSD . C3-1809 3056.00 - 3370.00 - . PUBLIC WORKS MAINTENANCE COCRDINATC
t 8 PSSB . C3-1809 3056.00 - 3370.00 . • PUBLIC WORKS MAINTENANCE SPECIALIST
1 8 PSGA C3-1943 3494.00 - 3853.00 . . PUBLIC WORKS MAINTENANCE SUPERINTEN
t 8 PSHB C3-1809 3056.00 - 3370.00 . . PUBLIC WORKS MAINTENANCE SUPERVISOR
1 8 VBSF C5-2093 . 3682.00 - 4476.00 . . PUBLIC/ENVIRONMENTAL HEALTH DIVISIC
r-13 -STOB- 'C5=1916 'Y0`B'5.0G '- _ 3750:OO " .. PURCHASING SERVICES; OFFICER "
5 8 VISE - C5-2036 . 3478.00 - 4228.00 . 0 QUALITY ASSURANCE COORDINATOR
C0879� 1�. " �A CLASS E SALARY LISTING PAGE 14
l U
CF04 CODE B
IANAGEMENT CLASSES - CLASSIFIED AND EXEMPT
.FO
5 GiAS LEVEL SALARY RANGE CLASS TITLE
1 8 63HB . C5-1821 2806.00- - 3410.00 . RECORDS BUREAU MANAGER
' 8 VHGC . C5-1919 3094.00 - 3761.00 . REGIONAL DRUG ABUSE SUPERVISOR
1 8 5ASA . C5-1703 2494.00 - 3031.00 . RESOURCE RECOVERY SPECIALIST
8 SAHG . C5-1767 2658.00 .- 3231.00 . . RETIREMENT ACCOUNTING MANAGER
8 AlAA . C5-2292 4492.00 - 5461.00 . . RETIREMENT ADMINISTRATOR
8 JWHD . C5-1703 2494.00 - 3031.00 . . RETIREMENT SERVICES MANAGER
t 8 AJO1 . C5-2308 . 4565.00 - 5549.00 . . RISK MANAGER
8 AJWD . T8-1599 2421.00 - 2950.00 • . * SAFETY SERVICES SPECIALIST
8 AJWD . T8-1599 3023.00 - 3684.00 . . * SAFETY SERVICES SPECIALIST
8 J3HA . XB-1703 . 2372.00 - 3028.00 . . SECRETARY TO THE COUNTY ADMINISTRAT
;8 NEHA . C5-2189 . 4053.00 - 4926.00 . . SENIOR ARCHITECTURAL ENGINEER
8 NKHA . C5-2189 . 4053.00 - 4926.00 . . SENIOR CIVIL ENGINEER
8 S1VB . C5-1960 . 3224.00 - 3919.00 . . SENIOR DEPARTMENTAL SYSTEMS SPECIAL
8 ZKD1 . C5-2529 . 5693.00 - 6920. 00 . . SENIOR DEPUTY DISTRICT ATTORNEY-EXE
1 8 9GWB . C5-1864 . 2929.00 - 3560000 a . SENIOR EMERGENCY PLANNING CCORDINAT
8 N9HC . C5-2189 . 4053.00 - 4926.00 . . SENIOR HYDROLOGIST
. '8 AJTB . C5-1918 . 3091.00 - 3757.00 . . SENIOR INSURANCE ANALYST
1 8 ADTB . C5-2166 . 3961.00 - 4814.00 . . SENIOR JUSTICE SYSTEM SPECIALIST
8 5RSJ . C5-2011 . 3392.00 - 4123.00 . . SENIOR PLANNING GEOLOGIST
8 LATC . C5-2032 . 3464.00 - 4211.00 . . SENIOR PROGRAM - ANALYST-EDP
8 LATF . C5-1942 . 3166.00 - 3849. 00 . . SENIOR PROGRAMMER
1 8 NEVB . C3-2164 4358.00 - 4805.00 . . SENIOR STRUCTURAL ENGINEER - BUILDI
B SIVA . C5-2032 . 3464.00 - 4211.00 . . SENIOR SYSTEMS ACCOUNTANT
1 8 LBVX . C5-2117 . 3772.00 - 4584. 00 . . SENIOR SYSTEMS SOFTWARE SPECIALIST
8 5AHB . C5-2055 . 3545.00 - 4309.00 . . SENIOR TRANSPORTATION PLANNER
8 AJTC . C5-1898 . 3030.00 - 3683.00 . . SENIOR WORKERS COMPENSATION . CLAIMS ,
i 8 1WGA . C5-1822 . 2808.00 - 3414.00 . . SERVICE SUPERVISORP JUVENILE HALL
1 8 64GA . C3-2019 3770.00 - 4157.00 . . SHERIFF'S COMMUNICATION DIRECTOR
1 8 PESA . C5-1971 . 3259.00 - 3962.00 . . SHERIFF'S COMMUNICATION SPECIALIST
I 8 64NC . C5-2034 . 3471.00 - 4219.00 . . SHERIFF'S COMMUNICATIONS CENTER DIR
1 8 64SJ . C5-2067 . 3588.00 - 4361.00 . . SHERIFF'S FISCAL OFFICER
8 6ASA . C5-1724 . 2546.00 - 3095. 00 . . SHERIFF'S FLEET SERVICES COCRDINATO
1 .8 64SK . C5-1669 . 2410.00 - 2930.00 . . SHERIFF'S MUTUAL AID COORDINATOR
1 :8-tA'PL-OCG t:= -5=-2:141 ..:-SHER2FF-S CHIEF,0fF ;N FNAGE*ENI-� SFR-VI C
1 :8 XTSA . C5-2189 . 4053.00 - 4926.00 . . SOCIAL PROGRAM PLANNER III
C0879c1 CLASS 6 SALARY LISTING PAGE 15
.,,CF04 CODE 8
ANAGEMENT CLASSES - CLASSIFIED AND EXEMPT
FO
-5 CLAS LEVEL SALARY RANGE CLASS TITLE
8 X4SD - C5-1818 - 2797.00 - 3400.00 . - SOCIAL PROGRAM SPECIALIST
8 XADB - C5-2188 - 4049.00 - 4921.00 - - SOCIAL SERVICE ADMINISTRATIVE OFFIC
i 8 X4SG - C5-1842 . 2865.00 - 3483.00 - - SOCIAL SERVICE APPEALS OFFICER
8 XADC - C5-2188 . 4049.00 - 4921.00 - - SOCIAL SERVICE CHIEF - FINACIAL MAT
8 J9NC - XB-1704 . 2375.00 - 3031.00 . - SOCIAL SERVICE CLERICAL SPECIALIST
8 XQSH - C5-2032 . 3464.00 - 4211.00 . - SOCIAL SERVICE COMPUTER SYSTEMS MAS
8 XQDC . C5-2117 - 3772.00 - 4584. OD . . SOCIAL SERVICE COMPUTER SYSTEMS OFF
8 JJGD . C5-1897 . 3027.00 - 3679.00 - - SOCIAL SERVICE DATA OPERATICNS SPEC
8 JJGC - XB-1834 - 2706.00 - 3455.00 . - SOCIAL SERVICE DISTRICT OFFICE MANA
8 XADD - C5-2032 . 3464.00 - 4211.00 . . SOCIAL SERVICE DIVISION MANAGER
t 8 XHDC: . C5-2032 . 3464.00 - 4211.00 . - SOCIAL SERVICE PROGRAM MANAGER
1 8 XHD1 . C5-2032 - 3464.00. - 4211.00 - - SOCIAL SERVICE PROGRAM MANAGER - PR
1 8 XASF . C5-2032 - 3464.00 - 4211.00 - - SOCIAL SERVICE SUPERVISING FISCAL A
1 8 XOGB - C5-2032 . 3464-00 - 4211. 00 . . SOCIAL WORK SUPERVISOR III
1 8 SAHA . C5-1951 - 3195.00 - 3883.D0 . . SPECIAL DISTRICT TAX ACCOUNTANT
1 8 NEHB - C1-2038 v FLAT - 4236.00 - - SPECIAL PROJECTS ARCHITECT
1 8 X4SB - C5-1904 - 3048.00 - 3705. 00 - - STAFF DEVELOPMENT SPECIALIST
1 8 NESB - C5-2066 . 3584.00 - 4357.00 . . STRUCTURAL ENGINEER - BUILDING INS[
1 8 2AS2 - C5-1918 . 3091.00 - 3757.00 . e. SUPERIOR COURT ADMINISTRATIVE ASSI!
1 8 2AA1 - XA-2363 - FLAT - 5856.25 . . SUPERIOR COURT ADMINISTRATOR AND Jt
1 8 JQS6 - C5-1892 . 3012.00 - 3661.00 . - SUPERIOR COURT BUDGET SERVICES OFF]
3 8 JPHA - C5-1793 . 2728.00 - 3316.00 . - SUPERIOR COURT CLERK SUPERVISOR
1 8 JQS5 . C5-1892 - 3012.00 - 3661.00 . . SUPERIOR COURT SYSTEMS SPECIALIST
1 8 SAHJ - C5-1863 . 2926.00 - 3556.00 - . SUPERVISING ACCOUNTANT
3 8 DAHC . C5-2043 a 3503.00 - 4258.00 - - SUPERVISING APPRAISER
3 8 NEGA . C5-2294 . 4501.00 - 5472.00 . o SUPERVISING ARCHITECTURAL ENGINEER
3 8 DRNA . C5-2033 - 3468.00 - 4215.00 . . SUPERVISING AUDITOR-APPRAISER
3 8 NEDA , . C5-1941 - 3163.00 - 3845.00 - SUPERVISING BUILDING PROJECT-ENGINE
3 8 NKGA . C5-2294 - 4501.00 - 5472.00 - - SUPERVISING CIVIL ENGINEER
3 8 VWHB - C5-2051 . 3531.00 - 4292.00 - . SUPERVISING CLINIC NURSE
3 8 VFHC . C5-1977 - 3279.00 - 3986.00 . . SUPERVISING CLINICAL LABORATORY TEC
3 8 IKHA . C3-1547 . 2352.00 - 2593.00 . . SUPERVISING COOK - JUVENILE HALL
3 8 25H1 - C5-1987 . 3312.00 - 4026.00 - . SUPERVISING COUNSELOR OF CO&CILIATI
3"'8' GKHA . C3-1412 . 2fl56`:00 2266: 0` ': SUPERVISING CU8,'TODIAN
B 8 V4HB - C5-1879 - 2973.00 - 3614. 00 SUPERVISING ENVIRONMENTAL HEALTH It
C 08 79 1 ,r y CLASS C SALARY LISTING PAGE 16
* CF04 CODE B
IANAGEMENT CLASSES - CLASSIFIED AND EXEMPT
FO
-5 CLAS LEVEL SALARY RANGE CLASS TITLE
8 RJHC . C5-2080 . 3635.00. - 4418.00 . . SUPERVISING FIRE INSPECTOR
8 RJHA . C5-2121 . 3787.00 - 4603.00 . . SUPERVISING FIRE INSPECTOR - RIVERV
8 AVDB . C5-2073 . 3609.00 - 4387.D0 . . SUPERVISING MANPOWER ANALYST
8 VWHC . C5-2051 . 3531.00 - 4292.00 . . SUPERVISING NURSE
8 VSHB . C5-2051 . 3531,00 - 4292. 00 . . SUPERVISING NURSE - JUVENILE HALL
8 V5HK . C5-1873 . 2955.00 3592.00 . . SUPERVISING OCCUPATIONAL THERAPIST
8 LJHC . C5-1699 . 2484.00 - 3019. 00 . . SUPERVISING OPERATIONS ANALYST
8 V5HJ . C5-1873 . 2955.00 - 3592.00 . . SUPERVISING PEDIATRIC THERAPIST
18 AGDA . C5-2141 . 3863.00 - 4696.00 . . SUPERVISING PERSONNEL ANALYST
8 V5HL . C5-1873 . 2955.00 - 3592. 00 . . SUPERVISING PHYSICAL THERAPIST
I 8 LAHC . C5-2117 . 3772.00 - 4584.00 . . SUPERVISING PROGRAM ANALYST - EDP
8 VZHA . C5-1901 . 3039.00 - 3694.00 . . SUPERVISING PSYCHOLOGIST - FROBATIO
I 8 VOHC . C5-1943 . 3169.00 - 3853.00 . . SUPERVISING PUBLIC HEALTH M ICROBIOL
I 8 VVHA . C5-2132 . 3829.00 - 4654.00 . . SUPERVISING PUBLIC HEALTH NURSE I
1 6 VVGA . C5-2279 . 4434.00 - 5390.00 . . SUPERVISING PUBLIC HEALTH NURSE II
1 8 DYNA . C5-2042 o 3499.00 - 4253.00 . . SUPERVISING REAL PROPERTY AGENT
1 8 J9HD . C5-1745 . 2600.00 - 3161.00 . . ' SUPERVISING RECORDABLE DOCUKENT TEC
! 8 64HQ . C5-1594 . 2236.00 - 2718.00 . . SUPERVISING SHERIFFS PROPERTY TEC
I 8 91HA . C5-1545 . 2129.00 - 2588. 00 . . SUPERVISING STOREKEEPER
3 8 94HA . C5-1303 . 1672.00 - 2032. 00 . . SUPERVISING TELEPHONE OPERATOR
3 8 BWHA . C5-1850 2888.00 - 3511.00 . . SUPERVISING HEIGHTS AND MEASURES IN
i 8 6KWC . C5-2095 . 3690.00 - 4485. 00 . . SUPERVISING WELFARE FRAUD INVESTIGA
3 8 FADF . C5-2035 . 3475.00 - 4224.00 . . SUPERVISOR INSPECTION SERVICES
3 8 9BHC . C5-1875 . 2961.00 - 3599.00 . . SUPERVISOR OF AIRPORT OPERATIONS
3 8 9XHB . C5-1610 . 2272.00 - 2762.00 . . SUPPLY AND DISTRIBUTION SUPERVISOR
3 8 VWSG . C5-2036 . 3478.00 - 4228.00 . . SYMPTOM CONTROL PROGRAM COORDINATOR
3 8 S1WB . C5-1942 . 3166.00 - . 3849.00 . . SYSTEMS ACCOUNTANT
3 8 S1HA . C5-2081 . 3638.00 - 4422.00 . . SYSTEMS ACCOUNTING SUPFRVISCR
3 8 LAFB . C5-2213 . 4151.00 - 5046. 00 . . SYSTEMS AND PROGRAMMING MANAGER
3 8 LBNX . C5-2173 . 3989.00 - 4848.00 . SYSTEMS SOFTWARE MANAGER
3 8 LBWX . C5-1942 . 3166.00 - 3849.00 . SYSTEMS SOFTWARE SPECIALIST
3 8 S5DC . C5-2067 . 3588 .00 - 4361.00 . . TAX COLLECTIONS MANAGER
3 8 94HB . C5-1971 . 3259.00 - 3962.00 . . TELECOMMUNICATIONS SUPERVISOR
3 -:8s =AJS°B . fC5- 1+94b 'i 334 ':0'0 �- 4436t2. 00'E'd �' _ ,TSSrTlNG, AND MEA'SUREAIENTS-.COCRDINAT0
3 8 N4DA . C5-1929 . 3125.00 - 3799. 00 TRAFFIC ENGINEER
'C087911to, .4 CLASS E SALARY LISTING PAGE 17
u, CF04 CODE B
IANAGEMENT CLASSES - CLASSIFIED AND EXEMPT
;FO
r-5 CLAS LEVEL SALARY RANGE CLASS TITLE
3 8 5ATB . C5-1874 o 2958.00 - 3596.00 . . TRANSPORTATION PLANNER
3 8 S5SC . C5-1863 . 2926.00 - 3556.00 . . TREASURER-TAX COLLECTOR RECCNCILIAI
3 8 VWSD . C5-1969 . 3253.00 - 3954.00 . . UTILIZATION REVIEW COORDINATOR
! 8 VWHG . C5-2051 . 3531.00 - 4292.00 . . UTILIZATION REVIEW SUPERVISOR
3 8 GPHG . C3-1809 • 3056.00 - 3370.00 . . VEGETATION MANAGEMENT SUPERVISOR
! 8 96TA . C5-1553 . 2146.00 - 2609.00 . o VETERANS' SERVICE BRANCH OFFICE MAS
3 8 96WA . C5-1480 . 1995.00 - 2425.00 . . VETERANS' SERVICE REPRESENTATIVE
! 8 X7HB . C5-1788 . 2715.00 - 3300.00 e VOCATIONAL ASSESSMENT SUPERVISOR
3 8 X4HD . C5-1773 . 2674.00 - 3251.00 . . VOLUNTEER PROGRAM COORDINATCR
! 8 P6HC . C3-1883 . 3291.00 - 3628.00 . a WATER QUALITY CONTROL SUPERVISOR
! 8 AJVD . C5-1703 . 2494.00 - 3031.00 . . WELLNESS SPECIALIST
3 8 JJNF . XB-1819 . 2666.00 - 3403.00 . . WORD PROCESSING MANAGER
! 8 GPHF . C5-1657 2381.00 2895.00 . . WORK PROGRAM SUPERVISOR
3 8 AJWE . C5-1837 . 2851.00 - 3465.00 . . WORKERS COMPENSATION CLAIMS ADjUSTE
! 8 AJDJ C5-2141 . 3863.00 - 4696.00 . o . WORKERS COMP.ENS.ATION .CL-.AIMS MANAGER
)IC087%,1,4 CLASS E SALARY LISTING PAGE 18
,4j CF04 CODE C
MANAGEMENT GLASSES - PROJECT
:F0
1-5 CLAS LEVEL SALARY RANGE CLASS TITLE
; 8 APW2 _ C5-1532 . 2102.00 . . - 2555.00 . . ADMINISTRATIVE ANALYST - PRCJECT
8 2AS1 . XC-1490 . 1917.00 - 2447.00 . . ARBITRATION PROGRAM ASSISTANT - PRO,
8 S1T1 . C5-1880 2976.00 - 3617.00 . . ASSISTANT LAW AND JUSTICE SYSTEMS D1 .
8 S1W1 . C5-1783 . 2701.00 - 3283.00 - . DEPARTMENTAL SYSTEMS SPECIALIST - Pf
8 2KW1 . C1-1655 . FLAT - 2889.00 - - DEPUTY DISTRICT ATTORNEY I - PROJEC?
8 9KH1 . C5-1832 . 2837.00 - 3448.00 . . ECONOMIC OPPORTUNITY PROGRAM SPECIAL
C 8 55N1 . C5-1579 2203.00 - 2678.00 . . ENERGY AND INCENTIVE SPECIALIST - PF
; 8 3AV2 C1-1731 FLAT - 3117.00 . . LIBRARY LITERACY DIRECTOR-PROJECT
C 8 64S2 C5-2091 3675.00 - 4467.00 . . N.I.C. RESOURCE CENTER COORCINATOR -
8 AGV1 C5-1703 . 2494.00 - 3031.00 . . PERSONNEL ANALYST II - PROJECT
G 8 AGT1 C5-1918 3091.00 - 3757.00 - - PERSONNEL ANALYST III - PROJECT
C 8 AG71 . C5-1434 . 1906.00 - 2316.00 . . PERSONNEL TECHNICIAN-PROJECT
8 5AW1 . C5-1483 C 2001.00 - 2433.00 - - PLANNER I - PROJECT
C 8 5AV1 . C5-1669 0 2410.00 - 2930.00 - - PLANNER II - PROJECT
8 NEH1 . C5-2189 . 4053.00 - 4926.00 - - SENIOR ARCHITECTURAL ENGINEER - PRO.
8 9KN2 - C5-1418 1875.00 - 2280.00 - . SENIOR ASSESSMENT SPECIALIST - PROJf
8 X451 . C5-1818 0 2797.00 - 34n0.00 . . SOCIAL PROGRAM SPECIALIST - PROJECT
8 AGTZ . C5-1918 0 3091.00 - 3757.00 . . SPECIAL EMPLOYMENT PROGRAMS COORDINi
C 8 NEH2 . C1-2189 . FLAT - 4926.00 . . SPECIAL PROJECTS ARCHITECT - PROJEC'
C 8 5AV2 . C3-1669 . 2657.00 - 2930.00 - - TRANSPORTATION SYSTEMS MANAGEMENT C(
C 8 9KN3 . C5-1418 . 1875.00 - 2280.00 . . WEATHERIZATI04/HOME REPAIR SUPERVI St
'C0879 lrt, ' CLASS E SALARY LISTING PAGE 19
_` CF04 CODE D
INREPRESENTED CLASSES - PROJECT
:F0
�-5 CLAS LEVEL SALARY RANGE CLASS TITLE
) 8 99X4 . T8-0847 1.142.00 - 1737.00 e - * CAREER DEVELOPMENT WORKER 'I-PROJECT
) 8 99X3 . T8-0847 1142.00 - 1737.00 . . * CAREER DEVELOPMENT WORKER I-PROJECT
) 8 99X5 . C5-1395 1833.00 - 2228.00 . . * CAREER DEVELOPMENT WORKER. II-PROJECI
) 8 VON1 . C5-2008 3382.00 - 4111.00 . - DUAL DIAGNOSIS PROGRAM COO RCINATOR-F
) 8 9KT1 . C5-1627 2311.00 - 2809.00 - ECONOMIC OPPORTUNITY PROGRAM, SPECIAL
) 8 9KH2 . C5-1749 2611 .00 - 3173.00 - - ECONOMIC OPPORTUNITY PROGRAM, SPECIAL
) 8 9KW1 C5-1163 1453.00 - 1767.00 - - ECONOMIC OPPORTUNITY PROGRAM WORKER
) 8 9KV1 C5-1310 1684.00 - 2046.00 - - ECONOMIC OPPORTUNITY PROGRAM WORKER
) 8 9JS1 C5-1378 1802.00 - 2190.00 . . ENERGY CRISIS INTERVENTION PROGRAM C
) 8 9H75 C5-0888 1104.00 - 1342.00 - - HEAD START FAMILY SERVICES ASSISTAN':
) 8 9KT2 . C5-1575 2194.00 - 2667.00 - - HEAD START HEALTH SERVICES COORDINAI
) 8 9HN2 . C5-1324 1707.00 - 2075.00 - HEAD START LEAD TEACHER - PPOJECT
) 8 9KS8 . C5-1734 2595.00 - 3155.00 - - HEAD START MENTAL HEALTH SPECIALIST
) 8 9KS3 . C5-1602 2254.00 - 2740.00 - - HEAD START NUTRITIONIST - PROJECT
) 8 9KS6 - C5-1358 1766.00 - 2147.00 - - HEAD START PARENT AND SOCIAL SERVICI
) 6 9KN4 . C5-1807 2767.00 - 3363.00 - - HEAD START SPECIAL EDUCATION CCORDII
) 8 9KS9 . C5-1758 2634.00 - 3202.00 - - HEAD START SPEECH PATHOLOGIST - PRO.
) 8 .9HS2 . C5-1105 1372.00 - 1667 .00 - • HEAD START TEACHER - PROJECT
) 8 9H74 - C5-0650 870.00 - 1058.00 - - HEAD START TEACHER ASSISTANT - PROJ;
) 8 9991 - C1-0401 FLAT - 825.00 . - MANPOWER SYJP WORKER - PROJECT
) 8 65S1 . C5-1868 2941 .00 - 3574.00 - - VICTIM/WITNESS PROGRAM COORCINATOR -
PCO879,..j,► ` CLASS 8 SALARY LISTING PAGE 20
J CF04 CODE F
UNREPRESENTED CLASSES - .CLASSIFIED AND EXEMPT
CFO
4-5 CLAS LEVEL SALARY . RANGE CLASS TITLE
F 8 SAWA . C5-1515 . 2066.00 - 2512.00 . . ACCOUNTANT I
F 8 SAVA . C5-1648 . 2360.00 - 2869.00 . • ACCOUNTANT II
F 8 .SATA C5-1728 . 2557.00 - 3108.00 . ACCOUNTANT III .
F 8 89WA . C5-1271 . 1619.00 - 1968.00 . AGRICULTURAL FIELD ASSISTANT
F 8 2BS1 . C5-1810 . 2775.00 - 3373.00 . . ASSOCIATE COUNSELOR OF CONCILIATION
F 8 SFWA . C5-1515 . 2066.00 - 2512.00 . . AUDITOR I
F 8 SFVA . C5-1655 . 2377.00 2889. 00 . . AUDITOR II
F 8 STWA . C5-1548 . 2136.00 2596.00 . . BUYER I
F .8 STTA . C5-1646 . 2355.00 - 2863.00 . . BUYER II
F 8 2671 . C5-1957 . 3214.00 - 3907. 00 . CHIEF COURT REPORTER - SUPERIOR CDU
F 8 JPS2 . C4-.1924 3265,00 - 3780,00 • • COURT REPORTER - MUNICIPAL COURT
F 8 JPS1 . C4-192.4 3265.00 - 3780.00 • • COURT REPORTER - SUPERIOR CCURT
F 8 JP33 . XD-1983 FLAT - 3298.00 . COURT REPORTERv PER DIEM
F 8 S1SA C5-1564 . 2170.00 - 2638.00 . DATA PROCESSING TECHNICAL WRITER
F 8 2KWC . XA-2056 . 2888.00 - 3.725. 00 . . DEPUTY COUNTY COUNSEL FIXED TERM
F 8 2KWD . XA-2056 . 2888.00 - 3725.00 . . DEPUTY DISTRICT ATTORNEY- FIXED TE
F 8 6XW3 . C5-1714 . 2521.00 - 3064.00 . . DEPUTY SHERIFF RESERVE-EXEMPT
F 8 .6XW1 . C1-0870 FLAT 1318.00 • • DEPUTY, SPECIAL IN COUNTY SERVICE A
F 8 9KTA . C5-16.27 2311.00 2809,00 • • ECONOMIC OPPORTUNITY PROGRAp SPECIA
F 8 9KH8 o C5-1749. 2611.00 - 3173.00 • • ECONOMIC OPPORTUNITY, PROGRAM SPECI A
F 8 9KWA *-5C5-1163 1453.00 - 1767,00 • • ECONOMIC OPPORTUNITY PROGRAM WORKER
F 8 9KVA C5-1.310 1684.00 - 2046.00 • • ECONOMIC OPPORTUNITY PROGRAM WORKER
F 8 AJWA . C5-1272 1621.00 - 1970.00 • • EXAMINATION PROCTOR
F 8 VW81 . XD-0039 FLAT - 451.00 . . FAMILY NURSE PRACTITIONER INTERN
F 8 S5WB C5-1410 1850,00 - _ . 2261.00. . . FIELD TAX COLLECTOR
F 8 S57A •, C5-1276 1627.'00 - 1978.00 FIELD TAX COLLECTOR TRAINEE
F 8 9KT8 . C5-1536 0 2110.00 - 2565.00 HEAD START HEALTH SERVICES COORDINA'
F 8 VTWS'--.'C1-1463 . FLAT - 2384.00 INTERIM PERMIT NURSE
F 8 JWV3 C5-1219 1537.00 - 1868.00 INTERMEDIATE TYPIST CLERK-EXEMPT
F 8 2RS4 . XA-0003 . FLAT - 173.00 . . JUVENILE COURT REFEREE-PER CIEM
F 8 S1TB . C5-1731 2564.00 - 3117.00 LAW AND JUSTICE TECHNICAL ASSISTANT
F 8 2YWf3 C1-0998 FLAT - 1498.00 • • LAW CLERK I
F 8 2YVA C1-1170 FLAT - 1779.00 • • LAW CLERK II
F 8, 2`YTA Cl 13:1.59 ,>... _.._,FL:Al. LAbd~CLERK_ II-I'
F 8 AJTA C5-1370 1788.00 - 2173.00 LEAD EXAMINATION PROCTOR
• J
,COS 79� 1w. i4 CLASS C SALARY LISTING PAGE 21
O' CF04 CODE F
INREPRESENTED CLASSES - CLASSIFIED AND EXEMPT
FO
�-5 CLAS LEVEL SALARY RANGE CLASS TITLE
8 2BW2 ' C4-1686 2574.00' ' - 2980.00 - . LEGAL` RESEARCH ASSISTANT
8 2EY2 • C5-1915 3082.00 - 3746.00 - - LEGAL RESEARCH ATTORNEY - EXEMPT
8 3KWA . C5-0639 861.00 - 1046.00 - . LIBRARY STUDENT ASSISTANT
8 3KW2 . C5-0639 861.00 - 1046.00 - - LIBRARY STUDENT ASSISTANT-EXEMPT
8 V07A . C5-1358 1766.00 - 2147.00 - . MICROBIOLOGIST TRAINEE
8 2Y7A - C1-1316 FLAT - 2059.00 . . PARALEGAL
8 9TW1 . C5-1267 1613.00 - 1960.00 - PARK ATTENDANT - SAN RAMON RECREATI
8 LATA . C5-1458 1952.00 - 2373.00 - - PROGRAMMER TRAINEE
8 9T95 . XA-0422 . 1400.00 - 2200*00 . . RECREATION INSTRUCTOR - LEVEL 422
8 JNXL . XB-1386 . 1730.00 - 2208.00 - - SENIOR CLERK-EXEMPT
8 GK75 . C3-1169 1612.00 - 1777.00 - . SERVICE AREA CARETAKER
8 GKT1 . C3-1267 1778.00 - 1960.00 . . SERVICE AREA LEAD CARETAKER
8 J9T2 . XB-1386 . 1730.00 - 2208.00 - . SERVICE AREA LEAD CLERK
8 NK7A . C5-1306 1677.00 - 2038.00 . . STUDENT AIDE - CIVIL ENGINEERING
8_ 999F_ _e TB-0278. _ 646.00 . . - ._1323,00_ •. * STUDENT WORKER -. DEEP CLASS .
8 BKW1 . C1-2121 FLAT - 4603.00 - VETERINARIAN
-8 BW78 . C1-0970 FLAT - 1457.00 - WEIGHTS AND MEASURES AIDE
8 2BT2 . XB-1458 1859_. 00 2373 . 00 COURT PROCESS SPECIALIST
JPHD C5-1793 2728.00 - 3316.00 CIVIL OPERATIONS SUPERVISOR
JPH3 C5-1793 2728.00 - 3316.00 CRIMINAL & JUVENILE OPERATIONS SUPV
J3T8 C5-1537 2112.00 - 2568.00 SECRETARY TO SUPERIOR COURT JUDGES
TI fE BOARD OF SUPERVISORS OF CONTRA COSTA COUNTY, CALIFORNIA
Adopted this Order on October 24, 1989 by the following vote:
AYES: Supervisors Powers Fanden, Schroder, McPeak, .Torlakson
NOES: None
ABSENT: None.
ABSTAIN: None
RESOLUTION NO, 89/697
SUBJECT: 1989-91 TERMS & CONDITIONS OF EMPLOYMENT
FOR EMPLOYEES IN UNITS REPRESENTED BY
CONTRA COSTA COUNTY EMPLOYEES ASSOCIATION,
LOCAL NO.. ..1
The Contra Costa County Board of Supervisors RESOLVES THAT:
1 . On October 24, 1989 the Employee Relations Officer submitted a
Memorandum of Understanding dated October 20, 1989 with attachments A through H,
entered into with Contra Costa County Employees Association, Local No. 1 , for
the following units represented by the Association:
Agriculture and Animal Control Unit
Attendant - LVN - Aide Unit
Craft Maintenance Unit
Deputy Public Defenders Unit
Engineering unit
General Services and Maintenance Unit
Health Services Unit
Investigative Unit
Legal and Court Clerk Unit
Library Unit
2. This Board having thoroughly consi.dered said Memorandum of
Understanding, the same is approved.
3. Ter-ms - and- --Cond-itions- ---of -Em 10 ent. The Memorandum of
Understanding wit Contra Costa County Employees Association, Local No. l is
attached hereto, and Sections Numbers 1 through 55 inclusive 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 shall enact said Ordinance(s).
THIS RESOLUTION is effective as of July 1 , 1989.
I hereby certify that this is a true and correct copy of
an action taken and entered on the minutes of the
Board of Supervisors on the date shown.
ATTESTED: _ 2 4 1gRq
PHIL BATCHELOR,Clerk of the Board
Of
Supervisors and County Administrator
—— ey ..Deputy �..
Orig. Dept.: Personnel Dept.
CC: County Administrator
County Counsel
Auditor-Controller
All Departments
Local No. 1
RE.agLUTION NO, 89..%697 P
MEMORANDUM OF UNDERSTANDING
BETWEEN
CONTRA COSTA COUNTY
AND
CONTRA COSTA COUNTY EMPLOYEES ASSOCIATION, LOCAL NO. 1
1989 - 1991
MEMORANDUM OF UNDERSTANDING
BETWEEN
CONTRA COSTA COUNTY
AND
CONTRA COSTA COUNTY EMPLOYEES ASSOCIATION, LOCAL NO. 1
1989 - 1991
TABLE- OF CONTENTS
SALARY- ADMINISTRATION PAGE SECTION
Compensation Complaints 54 23.5
Compensation for Portion of Month 13 5.7
Compensatory Time 18 7.2
Entrance Salary 11 5.3
Flexible Staffing 60 32
General Wage Increases 10 5.1
Increments Within Range 13 5.5
Lump Sum Payment 10 5.2
On-Call Duty 19 9
Overtime 17 7.1
Overtime & Compensatory Time 17 7
Part-Time Compensation 12 5.7
Pay for Work in Higher Classification 14 5.15
Pay Equity 10 5.2
Pay Warrant Errors 58` 31
Payment 16 5.15
Regular Appointment 41 18.6
Salaries 10 5
Salary on Involuntary Demotion 14 5.11
Salary on Promotion 14 5.10
Salary on Voluntary Demotion 15 5.12
Salary Reallocation & Salary on Reallocation 13 5.9
Salary Review while on Leave of Absence 35 15.4
Shift Differential 19 10
CONDITIONS- OF- EMPLOYMENT
Anniversary Dates 12 5.4
Certification of Persons from Layoff Lists 22 11 .9
Constructive Resignation 44 21 .2
Days & Hours of Work 17 6
Dismissal , Suspension & Demotion 50 22
Duration of Layoff & Reemployment Rights 21 11 .8
Effective Resignation 49 21 .3
Eligibility For Layoff List 21 11 .6
Fair Labor Standards Act Provisions 66 53
Grounds For Layoff 20 11 .1
Layoff By Displacement 20 11 .3
Layoff During Probation 42 18.7
Length of Service Definition 63 41
Lunch Period 64 47
- 2 -
CONDITIONS- OF EMPLOYMENT- (CONT.) PAGE SECTION
Order of Layoff 20 11.2
Order of Names on Layoff 21 11 .7
Particular Rules on Displacing 20 11 .4
Performance Evaluation Procedure 56 29
Position Reclassification 13 5.8
Probationary Period 40 18
Procedure on Dismissal , Suspension or Disciplinary
Demotion 52 22.5
Promotion 42 19
Promotion Policy 42 19.2
Promotion Via Reclassification Without Examination 42 19.4
Provisional Appointment 59 33
Rejection During Probation 40 18.5
Removal of Names from Reemployment & Layoff Lists 22 11 .10
Requirements for Promotional Standing 43 19.5
Resignations 49 21
Resignations in Good Standing 49 21 .1
Seniority 21 11 .5
Seniority Credits 43 19.6
Separation Through Layoff 20 11
Shift (4/10) - Holidays 24 12.4
Transfer 15 5.13
Transfer & Reassignment 43 20
Unauthorized Absence 36 15.5
BENEFITS- & ALLOWANCES
Administration of Sick Leave 29 14.3
Bilingual Pay 55 24
Call-Back Time 19 8
Dependent Care 65 50
Detention Facility Meals 61 37
.Disability 29 14.4
Emergency Care of Family 28 14.2
Hazard Pay Differential for Health Service Employees 64 46
Health Examination 64 49
Health & Welfare, Life & Dental Care 37 . 17
Mileage 58 30
Permanent Part-Time Employee Benefits 63 42
Permanent-Intermittent Employee Benefits 63 43
Permanent-Intermittent Employees Health Plan 63 44
Provisional Employee Benefits 63 45
Reimbursement For Meal Expenses 61 36
Retirement Contribution 55 25
Safety Shoes & Prescription Safety Eyeglasses 56 27
Service Awards 61 35
Training Reimbursement 56 26
Workers' Compensation 32 14.5
- 3 -
LEAVES AND PAY FOR TIMENOT WORKED PAGE SECTION
Accrual of Holiday Time 24 12.5
Death of Family Member 26 14.2
Definition of Immediate Family 33 14.6
Holidays 23 12
Holiday Credit For Part Time Employees 24 12.3
Jury & Witness Duty 36 16
Leave of Absence 34 15
Leave of Absence Replacement 35 15.3
Leave Pending Employee Response 51 22.3
Leave Without Pay 34 15.1
Military Leave 35 15.2
Parental Leave of Absence 34 15.1
Rest Breaks 64 48
Sick Leave 26 14
Sick Leave Utilisation for Pregnancy Disability 27 14.2
Vacation Accrual Rates 25 13.2
Vacation Allowance 25 13.1
Vacation Allowance for Separated Employees 26 13.5
Vacation Leave 25 13
UNION-ORGANIZATION RIGHTS
Adoption 65 51
Agency Shop 4 2.2
Assignment of Classes to Bargaining Units 8 2.11
Dues Deduction 3 2.1
Duration of Agreement 66 52.4
Maintenance of Membership 6 2.4
No Strike 55 23.6
Past Practices & Existing Memoranda of Understanding 67 54
Pay Equity 11 5.2
Personnel Management Regulations 66 52.3
Recognition 3 1 .1
Scope of Agreement & Separability of Provisions 66 52
Shop Stewards & Official Representatives 9 4
Unfair Labor Practice 62 39
Union Notification 22 1.1 .11
Union Recognition 3 1
Union Representatives 9 4.2
Union Security 3 2
Use of County Buildings 7 2.8
Use of County Mail System 7 2.7
Withdrawal of Membership 6 2.5
7
- 4 -
EMPLOYEE RIGHTS-&-PROTECTIONS PAGE SECTION
Advance Notice 7 2.9
Attendance at Meetings 9 4.1
Bid Notice 44 20.4
Coerced Resignation 50 21 .5
Communicating With Employees 6 2.6
Communicable Disease 26 14.2
Compensation Complaints 54 23.5
Compensation for Loss or Damage to Personal Property 61 38
Grievance Procedure 52 23
Harassment 62 40
Involuntary Reassignment Procedure 48 20.5
Letters of Reprimand 60 34
Merit Board 55 23.7
No Discrimination 8 3
Notice of Suspension Without Pay Due to Pending
Criminal Charges 52 22.5
Personnel Files 60 34
Reassignment of Work Location 44 20.3
Revocation 50 21 .4
Safety 56 28
Scope of Adjustment Board & Arbitration Decisions 54` 23.2
Skelly Requirements - 51 22.2
Voluntary Reassignment (Bidding) Procedure 44 20.4
Written Statement for New Employees 8 2.10
UNIT ISSU€S
Agriculture-Animal Control Unit 68 55.1
Attendant-LVN-Aide Unit 70 55.2
Building Trades Unit 78 55.3
Deputy Public Defenders Unit 78 55.4
Engineering Unit 80 55.5
General Services & Maintenance Unit 80 55.6
Health Services Unit 86 55.7
Investigative Unit 92 55.8
Legal & Court Clerk Unit' 93 55.9
Library Unit 94 55.10
'Probation Unit 97 55.11
- 5 -
ATTACHMENTS
ATTACHMENT A - Project Employees
ATTACHMENT B - Intra-Departmental Transfers (Reassignments) - Probation Dept.
ATTACHMENT C - Weekend/Holiday Duty for Public Health Nurses
ATTACHMENT D - Attendance at Meetings; Involuntary Reassignment Procedure;
Sexual Harassment
ATTACHMENT E - Letter of Agreement for Public Defender Bargaining Unit
ATTACHMENT F - Physical/Occupational Therapists Advanced Step Appointment Rates
ATTACHMENT G - General Services Communication Technician Classifications
ATTACHMENT H - Central Library Vacation Policy
EXHIBIT A - Class & Salary Listing by Unit
i
MEMORANDUM OF UNDERSTANDING
BETWEEN
CONTRA COSTA COUNTY
AND
CONTRA COSTA COUNTY EMPLOYEES ASSOCIATION, LOCAL NO. 1
This Memorandum of Understanding is entered into pursuant to the authority con-
tained in Division 34 of 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 , 1989 and ending
September 30, 1991 .
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 provided 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 qualifi-
cations may apply and that the same descriptive title may be used to
designate each position allocated to the group.
i
C. "Class Title" means the designation given to a class, to each position
allocated to the class, and to the employees allocated to the class.
D. "Count" means Contra Costa County.
E. "Demotion" means the change of a permanent employee to another position in
a cl ass 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
1
Memorandum of Understanding, in the Personnel Management Regulations, or in
specific resolutions governing deep classes.
F. "Director of Personnel " means the person designated by the County
Administrator to !serve as the Assistant County AdministratorDirector of
Personnel .
G. "Eligible" means any person whose name is on an employment or reemployment
or layoff list for a given class.
H. "Employee" means a person who is an incumbent of a position or who is on
leave of absence in accordance with provisions of this Memorandum of
Understanding and whose position is held pending his return.
I . "Employment List" means a list of persons, who have been found qualified
for employment in a specific class.
J. "Layoff List" means a list of persons who have occupied positions allocated
to a class in the Merit System and who have been involuntarily separated by
layoff or displacement or have voluntarily demoted in lieu of layoff..
K. "Permanent Intermittent Position" means any position which requires the
services of an incumbent for an indefinite period but on an intermittent
basis, as needed, paid on an hourly basis.
L. "Permanent Part-Time Position" means any position which will require the
services of an incumbent for an indefinite period but on a regularly sche-
duled lest- than full-time-basis.
M. "Permanent Position" means any position which has required, or which will
require the services of an incumbent without interruption, for an indefi
nite period.
N. "Proiect Employee" means an employee who is engaged in a time limited
program or service by reason of limited or restricted funding. Such posi-
tions are typically funded from outside sources but may be funded from
County revenues.
0. "Promotion" means the change of a permanent employee to another position in
a class allocated to a salary range for which the top step is higher .than
the top step of the class which the employee formerly occupied, except as
provided for under "Transfer" or as otherwise provided for in this
Memorandum of Understanding, in the Personnel Management Regulations, 'or in
specific resolutions governing deep classes.
P. "Position" means the assigned duties and responsibilities calling for the
regular full-time, part-time or intermittent employment of a person. ly--
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 provided for in the Personnel
Management Regulations, deep class resolutions or other ordinances.
2
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 an , 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.
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 pre-
viously occupied by the employee.
SECTION 1 - RECOGNITION
1 .1 Union Recognition. The Union is the formally recognized employee organiza-
tion "f6r tiie representation units listed below; and such organization has been
certified as such pursuant to Board of Supervisor' s Resolution 81/1165.
Agrigulture and Animal Control Unit
Attendant-LVN-Aide Unit
Building Trades. Unit
Deputy Public Defenders Unit
Engineering Unit
General Services and Maintenance Unit
Health Services Unit
Investigative Unit
Legal and Court Clerk Unit
Library Unit
Probation Unit
SECTION 2 - UNION SECURITY
2.1 Dues Deduction. Pursuant to Board of Supervisor' s Resolution 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 deduction for all employees
in its units.
3
2.2 Agency Shop.
A. The Union agrees that . it ' has a duty to provide fair and non-
discriminatory representation to all employees in all classes in the
units for which this section is applicable regardless of whether they
are members of the Union.
B. All employees employed in a representation unit on or after the effec-
tive date of this Memorandum of Understanding and continuing until the
termination of the Memorandum of Understanding, shall as a condition of
employment either:
1 . Become and remain a member of the Union or;
2. pay to the Union, an agency shop fee in an amount which does not
exceed an amount which may be lawfully collected under applicable
constitutional , statutory, and case law, which under no circumstan-
ces shall exceed the monthly dues, initiation fees and general
assessments made during the duration of this Memorandum of
Understanding. It shall be the sole responsibility of the Union to
determine an agency shop fee which meets the above criteria; or
3, do both of the following:
a. Execute a written declaration that the employee is a member of
a bonafide religion, body or sect which has historically held a
conscientious objection to joining or financially supporting
any public employee organization as a condition of employment;
and
b: pay a' sum equal`to' the agency shop fee described in- Section
2.2.B.2 to a non-religious, non-labor, charitable fund chosen
by the employee from the following charities: Family and
Children' s Trust Fund, Child Abuse Prevention Council and
Battered Women' s Alternative.
C. The Union shall provide the County with a copy of the Union' s "Hudson
Procedure" for the determination and protest of its agency shop fees.
The Union shall provide a copy of said "Hudson Procedure" to every
fee payer covered by this MOU within one month from the date it is
approved and annually thereafter, and as a condition to any change in
the agency shop 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 their right to contest
the amount of the agency shop fee.
D. The provisions of Section 2.2.6.2 shall not apply during periods that
an employee is separated from the representation unit but shall be
reinstated upon the return of the employee to the representation unit.
The term separation includes transfer''_-out of 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 which the Union annually files with the
California Public Employee Relations Board. Such report shall be
4
i
available to employees in the unit. Failure to file such a report
within sixty (60) days after the end of its fiscal year shall result in
the termination of all agency shop fee deductions without jeopardy to
any employee, until said report is filed, and upon mutual agreement,
this time limit may be extended to 120 days.
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 pro-
vision and the union dues, agency shop fee, initiation fee or
charitable contribution required under Section 2.2.B.3 are not
received , the Union may, in writing, direct that the County 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 .again.st
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 following the adoption of this memorandum of
understanding by the County Board of Supervisors.
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 Section 2.2.4
and 2.2.5 shall apply to dues-paying members of the Union.
2.3 Employees hired on or after October 1 , 1981 , in classifications assigned to
units represented by the Union shall , as a condition of employment, complete a
Union dues authorization card provided by the Union and shall have deducted from
their paychecks the membership dues of the Union. Said employees shall have
thirty (30) days from the date of hire to decide if he/she does not want to
become a member of the Union. Such decision not to become a member of the Union
must be made in writing to the Auditor-Controller with a copy to the Employee
Relations Division within said thirty (30) day period. If the employee decides
not to become a member of the Union, any Union dues previously deducted from the
employee' s paycheck shall be returned to the employee and said amount shall be
deducted from the next dues deduction check sent to the Union. If the employee
5
does not notify the County in writing of the decision not to become a member
within the thirty (30) day period, he/she shall be deemed to have voluntarily
agreed to pay the dues of the Union.
Each such dues authorization form referenced .above shall include a statement
that the Union and the County have entered into a Memorandum of Understanding,
that the employee is required to authorize payroll deductions of Union dues as a
condition of employment, and that such authorization may be revoked within the
first thirty (30) days of employment upon proper written notice by the employee
within said thirty (30) day period as set forth above. Each such employee
shall , upon completion of the authorization form, receive a copy of said
authorization form which shall be deemed proper notice of his/her_ right to
revoke said authorization.
2,4 Maintenance of Membership. All employees in units represented by the Union
who are currently paying dues to the Union and all employees in such units who
hereafter become members of the Union shall 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 repre-
sent the position to which the employee is assigned, unless the employee has
exercised the option to cease paying dues� in accordance with Section 2.5.
2.5 Withdrawal of Membership. By notifying the Auditor-Controller' s Department
in writing, between August 1 and August 31 , 1991 , any employee may withdraw from
Union membership and discontinue paying dues as of the payroll period, com-
mencing September 1 , 1991 , discontinuance of dues payments to then be reflected
in the September 10, 1991 paycheck. Immediately upon close of the above men-
" ti-oned thirty (30) day period the-"Auditor-Control 1"er sha l"1 submit to tie-Union a
list of the employees who have rescinded their authorization for dues deduction.
This can only be accomplished if and when agency shop would be rescinded.
2.6 Communicating With Employees. The Union shall be allowed to use designated
portions of bulletin boards or display areas in public portions of County
buildings or in public portions of offices in which there are employees repre-
sented by the Union, provided the communications displayed have to do with offi-
cial organization business such as times and places of meetings and further pro-
vided that the employee organization appropriately posts and removes the infor-
mation. The department head reserves the right to remove objectionable
materials after notification to and discussion with the Union.
Representatives of the Union, not on County time, shall be permitted to place
a supply of employee literature at specific locations in County buildings if
arranged through the Department Head or designated representative; said repre-
sentatives may distribute employee organization literature in work areas (except
work areas not open to the, public) if the nature of the literature and the
proposed method of distribution are compatible with the work environment and
work in progress. I --i
' F
Such placement and/or distribution shall not be performed by on duty employees.
The Union shall be allowed access to work 1'ocations in which it represents
employees for the following purposes:
1 . To post literature on bulletin boards;
2. to arrange for use of a meeting room;
3. to leave and/or distribute a supply of literature as indicated above;
4. 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 nor-
,mally used -for meeting purposes for meetsngs of County employees during non-work
hours when:
1 . Such space is available;
2. there is no additional cost to the County;
3. it does not interfere with normal County operations;
4. employees in attendance are not on duty and are not scheduled for duty;
5. 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 iCounty 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 appointed by the Board, and to
meet with the body considering the matter.
The listing of an item on a public agenda, or the mailing of a copy of a proposal
at least seventy-two (72) hours before the item will be heard, or the delivery
of a !copy of the proposal at least twenty-four (24) hours before the item will
be heard, shall constitute notice.
In cases of emergency when the Board, or boards and commissions appointed by
the Board, determines it must act immediately without such notice or meeting, it
shall give notice and opportunity to meet as soon as practical after its action.
2.10 Written Statement for New Employ es. The County will provide a written
statement to each new employee hired into a classification in any of the
bargaining units represented by the Union, that the employee' s classification is
represented by the Union and the name of a representative of the Union. The
County will provide the employee with a packet of information which has been
supplied by the Union and approved by the County.
2.11 Assi nument of Classes to Bar ag inin2_Units. The County shall assign new
classes in accordance with the following procedure:
A. Initial Determination. When a new class title is established, the
Employee Relations Officer shall review the composition of existing
representation units to determine the appropriateness of including some
or all of the employees in the new class in one or more existing repre-
sentation units, and within a reasonable period of time shall notify
all recognized employee organizations of his determination.
B. Final Determination. His determination is final unless within ten 0)
days after 'notification a recognized employee organization (1
n requests in
writing to meet and confer thereon.
C. Meet and Confer and other Steps. He shall meet and confer with such
requesting organizations (and with other recognized employee organiza-
tions where appropriate) to seek agreement on this matter within sixty
(60) days after the ten (10) day period in Subsection B, unless other-
wise mutually agreed. Thereafter, the procedures in cases of
disagreement, arbitration referral and expenses, and criteria for
determination shall conform to Board of Supervisor' s Resolution
81/1165.
2.12 Section 18 of the 1977-1979 Memorandum of. Understanding between the County
and Local No. 1 shall be continued for the duration of this Memorandum of
Understanding and shall be applicable to all units currently represented by
Local No. 1 .
SECTION 3 - NO DISCRIMINATION
l� There shall be no discrimination because of sex, race, creed, color, national
origin, sexual orientation or union activities against any employee or applicant
for employment by the County or by anyone employed by the County; and to the
extent prohibited by applicable State and Federal law there shall be no discri-
mination because of age. There shall be no discrimination against any han-
dicapped person solely because of such handicap unless that handicap prevents
8
the person from meeting the minimum standards established for the position or
from carrying out the duties of the position safely.
SECTION 4- SHOP STEWARDS AND OFFICIAL REPRESENTATIVES
4.1 Attendance at Meetings. Employees designated as shop stewards or official
representatives of the Union shall be allowed to attend meetings held by County
agencies during regular working hours on County time as follows:
A. If their attendance is required by the County at a specific meeting,
including meetings of the Board of Supervisors;
B. if their attendance is sought by a hearing body or presentation of
testimony or other reasons;
C. if their attendance is required for meetings scheduled at reasonable
times agreeable to all parties, required for settlement of grievances
filed pursuant to Section 23 (Grievance Procedure) of this Memorandum;
D. if they are designated as a shop steward, in which case they may uti-
lize 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 sta-
tion 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,
including meetings 'of the Board of Supervisors and` Retirement Board
where items which are within the scope of representation and involving
Local No. 1 are to be discussed.
4.2 Union- Representatives. Official - representatives of the Union shall be
allowed time off on County time for meetings during regular working hours when
formally meeting and conferring in good faith or consulting with the 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.
9
Agriculture and Animal Control 2
Attendant-LVN-Aide 2
Building Trades 2
Deputy Public Defenders 1
Engineering 2
General Services and Maintenance 6
Health Services 4
Investigative 1
Legal and Court Clerk 1
Library 2
Probation 2
SECTION 5 - SALARIES
5.1 General Wage Increases -
A. Effective October 1 , 1989 each represented classification shall receive
a general wage increase of 39 levels on the County Salary Schedule
(4%) •
B. Effective January 1 , 1990 each represented classification shall receive
a general wage increase of 20 levels on the County Salary Schedule
(2%) ;
C. Effective October 1 , 1990 each represented classification shall receive
a general wage increase of 49 levels on the County Salary Schedule
D. Classifications designated with the letter "E" in Exhibit A shall
. receive equity adjustments effective January 1 , 1990.
5.2 Pay Equity Adjustments -Lump Sum - Pay Eguity_St�L
A. Pay Equity Adjustments
1 . Effective January 1 , .1990 female dominated classifications designa-
ted by an asterisk (*) in Exhibit A shall receive a pay equity wage
increase of 20 levels on the County Salary Schedule (2%).
2. Effective January 1 , 1991 the same female dominated classifications
referenced in Section 5.2.A above shall receive a pay equity wage
increase of 10 levels on the County Salary Schedule (1%) .
B. In lieu of retroactive pay requiring special payroll recomputation pro-
cessing back to July 1 , 1989, the County will make a "lump sum payment"
to each eligible employee for the months of July, August, and September
1989 computed as follows: Employee regular pay, overtime pay and spe-
cific other earnings ordinarily computed as a percentage of base pay
will be added together for each applicable pay period to determine the
"Retro Pay Base" (RPB) . This base will then be multiplied by 4% to
arrive at the employee' s lump sum payment. The payment amount thus
computed will be added to the employees November 10, 1989 paycheck,
10
Where it will be listed separately as a "LUMP SUM PAYMENT" (and will
be) subject to normal tax withholding and retirement deduction
requirements."
If the employee believes there is an underpayment resulting from this
methodology exceeding $30.00, the employee should contact Personnel .
Personnel and Auditors will investigate and issue/generate the addi-
tional pay, if owed, as soon as possible.
C. Pay Equity
A pay equity study using point factor methodology will be carried out
by the County using County Staff and resources. The County shall
attempt to complete the study as early as possible, but . no later than
March 1 , 1991 .
Recommendations from the Pay Equity Study shall be submitted to the
Board of Supervisors for approval .
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 per-
cent of the general payroll increase.
Pay Equity Adjustments resulting from the study shall be subject to
meeting and conferring for a successor Memorandum of Understanding com-
mencing October 1 , 1991 .
Each participating union will promise not to bring or support com-
parable 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 each pay up to five thousand
dollars ($5000) of the County' s attorney fees and costs; provided that
the union is not named as a co-defendant in such litigation.
5.3 Entrance Salary. Except as otherwise permitted in deep class resolutions,
new employees shall generally be appointed at the minimum step of the salary
range established for the particular class of position to which the appointment
is made. However, the appointing authority may fill a particular position at a
step above the minimum of the range if mutually agreeable guidelines have been
developed in advance or the Personnel Director offers to meet confer with the
Union on a case by case basis each time prior to formalizing the appointment.
11
5.4 Anniversar_�Dates. Except as may otherwise be provided for in deep class
resolut"ons, anniversary dates will be set as follows:
A. New Em to ees. The anniversary date of a new employee is the first day
of the calendar month after the calendar month when the employee suc-
cessfully completes six (6) months . service provided however, if an
employee began work on the first regularly scheduled workday of the
month the anniversary date is the first day of the calendar month when
the employee successfully completes six months service.
B. Promotions. The anniversary date of a promoted employee is determined
as for a new employee in Subsection 5.4 A above.
C. Demo. The anniversary of a demoted employee is the first day of
the calendar month after the calendar month when the demotion was
effective.
D. Transfer . Rea-l-1-ocat-ion and -Reclassification. The anniversary date of
an employee who is transferred to another position or one whose posi-
tion has been reallocated or reclassified to a class allocated to the
same salary range or to a salary range which is within five (5) percent
of the top step of the previous classification, remains unchanged.
E. Reem2loXTents. The anniversary of an employee appointed from a
reemployment list to the first step of the applicable salary range and
not required to serve a probation period is determined in the same way
as the anniversary date is determined for a' new employee who is
appointed the same date, classification and step and who then success-
fully completes the required probationary period.
F. 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.
5.5 Increments-Within Range. The performance of each employee, except those of
employees already at- the maximum salary step of the appropriate salary range,
shall be reviewed on the anniversary date as set forth in Section 5.5 to deter-
mine whether the salary of the employee shall be advanced to the next higher
step in the salary range. Advancement shall be granted on the affirmative
recommendation of the appointing authority, based on satisfactory performance by
the employee. The appointing authority may recommend -denial of the increment or
denial subject to one - additional review at some specified date before the next
anniversary which must be set at the time the original report is returned.
Except as herein provided, increments within range shall not be granted more
frequently than once a year, nor shall more than one (1 ) step within-range
increment be granted at one time, except as otherwise provided in deep class
resolutions. In case an appointing authority recommends denial of the within
lunge increment on. some particular anniversary date, but recommends a special
12
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.
5.6 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.
5.7 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:
5.8 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.
5.9 Salany 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 previously 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 realloca-
tion
ealloca-
tion 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.
13
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 sche-
dule, apart from the general salary increase or decrease described in
Section 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,
C. In the event an employee is in a position which is reallocated to a
different class which is allocated to a salary range the same as above
or below the salary range of the employee' s previous class, the incum-
bent shall be placed at the step in the new class which equals the rate
of pay received before reallocation. In the' event that the steps in
the range for the new class do not contain the same rates as the range
for the old class, the incumbent shall be placed at the step of the new
range which is next above the salary rate received in the old range; or
if the new range does not contain a higher step, the incumbent shall be
placed at the. step which is next lower than the salary received in the
old range.
D. In the event of reallocation to a deep class, the provisions of the
deep class resolution and incumbent salary allocations, if any, shall
supersede Section 5.10.
5.10 Salary on Promotion. Any employee who is appo.inted to a position of a
class allocated to a higher salary range than the class previously occupied,
except as provided under Section 5.14, shall receive the salary in the new
salary range which is next higher than the rate received before promotion. In
the event this increase is less than five (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. In the event of the
appointment of a laid off employee from the layoff list to the class from which
the employee was laid off, the employee shall be appointed at the step which the
employee had formerly attained in the higher class unless such step results in
an increase of less than five (5) percent, in which case the salary shall be
adjusted to the step in the new range which is five (5) percent greater than the
next higher step, if the new range permits such adjustment.
5.11 Salary on -Involuntary Demotion. Any employee who is demoted, except as
provided under Section 5.12, shall have his/her ,salary reduced to the monthly
salary step in the range for the class of position to which he/she has been
demoted next. lower than the salary received before demotion. In the event this
decrease is less than five (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.
14
"henever 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.
5.12 Salary on Volunt� Demotion. Whenever any employee voluntarily demotes
to a position in a class having a salary schedule lower than that of the class
from which he or she demotes, his or her salary shall remain the same if the
steps in his or her new (demoted) salary range permit, and if not, the new
salary shall be set at the step next below former salary.
5.13 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 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-
--ci-f-i ed l evel s- i denti-fi ed --for - cert-ai-n--- pos-i ti ons and� the`i r -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.
5.14 Pay for Work in Higher Classification. When an employee in a permanent
position in the merit system is required to work in a classification for which
the compensation is greater than that to which the employee is regularly
assigned, the employee shall receive compensation for such work at the rate of
pay established for the higher classification pursuant to Subsection 5.10 -
Salary on Promotion of this memorandum, commencing on the eleventh (11th) work
day of the assignment, under the following conditions:
A. The employee is assigned to a program, service or activity established
by the Board of Supervisors which is reflected in an authorized posi-
tion which has been classified and assigned to the Salary Schedule.
B. The nature of the departmental assignment is such that the employee in
the lower classification 'becomes fully responsible for the duties of
the position of the higher classification.
C. Employee selected for the assignment will normally be expected to meet
the minimum qualifications for the higher classification.
15
D. Pay for work in a higher classification shall not be utilized as a pro-
motional procedures provided in this Memorandum.
D. Higher pay assignments shall 'not exceed six (6) months except through
reauthorization.
E. If approval 'is granted for pay for work in a higher classification and
in a higher classification and the assignment is terminated and later
reapproved for the same employee within thirty (30) days no additional
waiting period will be required.
F. Any incentives (e.g. , the education incentive) and special differen-
tials (e.g. , bilingual differential and hazardous duty differential)
accruing to the employee in his/her permanent position shall continue.
G. During the period of work for higher pay in a higher classification, an
employee will retain his/her permanent classification, and anniversary
and salary review dates will be determined by time in that classifica-
tion.
H. Allowable overtime pay, shift differentials and/or work location dif-
ferential s 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- pard-on-`an--hourly -rate) -may- choose to""- receive an advance on the
employee' s monthly salary, in which case the Auditor shall , on the twenty-fifth
(25th) day of each month, draw his/her warrant upon the Treasurer in favor of
such employee.
The advance shall be in an amount equal to one-third (1/3) or less (at the
option of the employee) of the employee' s basic salary of the previous month
except that it shall not exceed the amount of the previous month' s basic salary
less all requested or required deductions.
The election to receive the advance shall be made on the prescribed form (form
M-208, revised 5/81 ) and submitted by the 15th of the month to the department
payroll clerk who will forward the card with the "Salary Advance
Transmittal/Deviation Report" to the Auditor-Controller payroll section.
Such an election would be effective in the month of the submission and would
remain effective until revoked.
In the case of an election made pursuant to this Section 5.15 all required or
requested deductions from salary shall be taken from the second installment,
which is payable on the tenth (10th) day of the following month.
16
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; for
twenty-four (24) hour shift employees of the Health Services Department, the
normal work week is forty (40) hours between 12:01 a.m. Sunday to 12:00 midnight
Saturday. 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 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), or change
existing work schedules or existing hours of work, it will meet and confer with
the Union prior to implementing said new shift or hours change. This obligation
does not apply where there is an existing system for reassigning employees to
different shifts or' different starting/stopping times. Nothing herein prohibits
affected employees and their supervisor from mutually agreeing on a change in
existing hours of work provided other employees are not adversely impacted.
SECTION 7 - OVERTIME AND COMPENSATORY TIME
7.J Overtime: - - Overtime"--i s - any' authori zed work performed in' excess of forty
(40) hour's 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
hour increments and is compensated by either pay or compensatory time off.
Employees entitled to overtime credit for holidays in positions which work
around the clock (such as the County hospital , the Sheriff' s office and
jails, and the juvenile hall and boys' ranch) shall be provided a choice as to
whether they shall be paid at the overtime rate or shall receive compensatory
time off at the rate of one and one-half (1-1/2) hours compensatory time off for
each hour worked. Such compensatory time off., and the accumulation thereof
shall be in addition to the total vacation accumulation permitted under the
terms of this Memorandum of Understanding. The specific provision of this accu-
mulation are set forth in Section 12.5 of this Memorandum of Understanding.
Regular overtime for twenty-four (24) hour institutional employees may be
accrued as compensatory time in accordance with Section 7.2 of this Memorandum
of Understanding.
17
7.2 Compensatory Time. The following provisions shall apply:
A. Employees may periodically elect to accrue compensatory time off in
lieu of overtime pay. Eligible employees must notify their Department
Head or his or her designee of their intention to accrue compensatory
time off or to receive overtime pay at least thirty (30) days in
.advance of the change.
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 compensatory time
off balances may not exceed one-hundred twenty (120) hours.
F. Employees may not use more than one-hundred twenty (120) hours of com-
pensatory 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 De.Partment Head or his/her designee and the employee.
Compensatory time off shall not be taken when , the employee should be
replaced by another employee who would be eligible to receive, for time
worked, either overtime payment or compensatory time accruals as pro-
vided for in this Section. This provision may be waived at the discre-
tion of the Department Head or his or her designee.
H. When an employee promotes, demotes or transfers from one classification
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
8
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,
they shall be paid their accrued hours of compensatory time at the
straight time rate of pay whenever:
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,
they shall be paid their accrued hours of compensatory time at the
straight time rate of pay whenever:
1 . the employee changes status and is no longer eligible for compen-
satory 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 timekeeping
procedures to administer this Section.
SECTION 8 - CALL BACK TIME
Any employee who is called back to duty shall be paid at the appropriate rate
for the actual time worked plus one (1 ) hour. Such employee called back shall
be paid a minimum of two (2) hours at the appropriate rate for each call back.
SECTION 9 - ON-CALL DUTY
On call duty is any time other than time when the employee is actually on duty
during which an employee is not required to be on County premises but stand
ready to immediately report for duty and must arrange so that his/her supervisor
can reach him/her on ten (10) minutes notice or less. An employee assigned to
on-call time shall be paid one (1 ) hour of straight time credit for each four
(4) hours of such on-call time unless otherwise provided in the supplemental
sections of this Agreement. Where on-call arrangements exist, the Department
Head shall designate which employees are on-call unless otherwise provided in
the supplemental sections of this Agreement.
SECTION 10 __ SHIFT DIFFERENTIAL
In the hours which qualify for shift differential , employees shall receive five
(5) percent above their base salary rate.
To qualify for shift differential , an employee must have a regularly assigned
daily work schedule which requires: �'-
1 . Completion of more than one and one-half (1-1/2) hours over the normal
actual working time; or
2. 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
-alifying for shift differential immediately preceding the commencement of
a vacation, paid sick leave period, paid disability or other paid leave,
will have shift differential 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
positionp 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
dispface an employee in the department having less seniority in the
same class who occupies a permanent intermittent or permanent part-time
- position-, the --l-east -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 DisplaciLn.
A. Permanent intermittent and permanent part-time employees may displace
only employees holding permanent positions of the same type respec-
tively.
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.
C. Former permanent full-time employees who have voluntarily become per-
manent part-time employees for the purpose of reducing the impact of a
proposed layoff with the written approval of the Director of Personnel
20
or designee retain their permanent full-time employee seniority rights
for layoff purposes only and may in a later layoff displace a full-time
employee with less seniority as provided in these rules.
11 .5 Seniori`y. An employee' s seniority within a class for layoff and displace-
ment purposes shall be determined by adding the employee' s length of service in
the particular class in question to the employee' s length of service in other
classes at the 'same or higher salary levels as determined by the salary schedule
in effect at the time of layoff. Employees reallocated or transferred without
examination from one class to another class having a salary within five (5) per-
cent of the former class shall carry the seniority accrued in the former class
into the new class. Employees reallocated to a new deep class upon its ini-
tiation or otherwise reallocated to a deep class because the duties of the posi-
tion occupied are appropriately described in the deep class shall carry into the
deep class the seniority accrued or carried forward in the former class and
seniority accrued in other classes which have been included in the deep class.
Service for layoff and displacement purposes ncludes only the employee' s last
continuous permanent County employment. Periods of separation , may not be
bridged to extend such service unless the separation is a result of layoff in
which case bridging will be authorize'd if the employee is reemployed in a per-
manent position within the employee' slayoff eligibility. Approved leaves of
absence as provided for in these rules and regulations shall not constitute a
period of separation. In the event of ties in seniority rights in the par-
ticular class in question, such ties shall be broken by length of last con-
tinuous permanent County employment. If there remain ties in seniority rights,
such ties shall be, broken by counting total time in the department in permanent
employment._„ Any remaini'ng ties shall be broken by random selection among the
employees involved.
11 .6 Eligibil�_ for Layoff List. Whenever any person who has permanent status
is laid off, has been displaced, has been demoted by displacement or has volun-
tarily demoted in lieu of layoff or displacement, the person' s name shall be
placed on the Layoff list for the class of positions from which that person has
been removed.
11 .7 Order of Names on Layoff. First, layoff lists shall contain the names of
persons laid offordisplaced or when demoted as a result of a layoff or displa-
cement, or who have voluntarily demoted in lieu of layoff or displacement, names
shall be listed in order of layoff seniority in the class from which laid off,
displaced or demoted 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 depart-
ments, the tie(s) shall be broken by length of last continuous permanent County
employment with remaining ties broken , by random selection among the employees
involved.
I
11 .8 Duration of Layoff and Reempl oryment Rights . The name of any person laid
off or granted reemployment privileges after 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 application for
extension of eligibility is made before the expiration of the original period of
eligibility.
21 _
11 .9 Certification-of- Persons From La off 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 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 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 indicates no further desire for
appointment in the class.
4. If three (3) offers of permanent appointment to the class for which the
eligible list was established have been declined by the eligible.
5. If five (5) certifications for permanent appointment from an open
employment list, including certification to two different departments if
the class has permanent positions in more than one department, have failed
to result in selection and appointment.
6. If the eligible fails to respond to the Director of Personnel or the
appointing authority within five (5) days to written notice of cer-
tification 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 the
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 actiol`:-i
The County agrees to give employees ten (10) work days (eight (8) work days for
employees on the "4-10" workweek) notice of layoff except in cases of emergency.
J
22
SECTION 12_ 0�1 LIDAYS
12.1 The County will observe the following holidays:
A. January 1st, known as New Years Day
Third Monday in January known as Dr. Martin Luther King Jr. Day
Third Monday in February, known as Presidents Day
The last Monday in May, known as Memorial Day
July 4th, known as Independence Day
First Monday in September, known as Labor Day
November 11th, known as Veteran' s Day
Fourth Thursday in November, known as Thanksgiving Day
The day after Thanksgiving
December 25th, known as Christmas Day
Such other days as the Board of Supervisors may by resolution
designate as holidays.
B. Each full-time employee shall accrue two (2) hours of personal holiday
credit per, month. Such personal holiday time may be taken in incre-
ments of one-half (1/2) hour, and preference of personal holidays
shall be given to employees according to their seniority in their
department as reasonably as possible.
C. Employees in positions which work around the clock shall in addition to
those holidays specified in Section 12.1A celebrate Admission . Day,
Columbus Day, and Lincoln' s Day as holidays but shall not accrue the
two (2) hours per month of personal holiday credit referenced in
Section 12.1B above.
12.2 The following provisions indicate how holiday credit is to be applied:
A. Employees on the five (5) day forty (40) hour 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 Monday through Friday 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.
C. Employees will be paid ' one and one-half (1-1/2) times their basic
salary rate for holidays actually worked in addition to regular pay for
the holiday.
The purpose of this plan is to equalize holidays between employees on regular
work schedule and those on other work schedules.
If a holiday falls on the days off of an employee on a schedule other than Monday
through Friday, the employee shall be given credit for overtime or granted time
off on the employee' s next scheduled work day. Employees who are not permitted
23 -
to takeiolida s because of the nature of their work are entitled to overtime a
,1 y pay
as specified by this Memorandum of Understanding.
If any holiday listed i n Section 12. 1A above falls on a Saturday, it shall be
celebrated on the preceding Friday.. If any holiday listed in Section 12.1A falls
on a Sunday, it shall be celebrated on the following Monday. For employees in
the Health Services Department (only) assigned- to units or services on a shift
operational cycle which includes Saturday or Sunday as designated by the
appointing authority (rather than Monday through Friday eight (8) hours per day
or a designated "4-10" or "9-80" schedule) holidays shall be observed on -the day
on which the holiday falls regardless if it is a Saturday or Sunday.
12.3 Holiday Credit for Part-Time Employees. Permanent part-time employees
shall receive holiday credit in the same ratio to . the holiday credit given full-
time employees as the number of hours per week in the part-time employee' s sche-
dule bear 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 7 Holidays.
A. Holiday Shift Pay. Each "4-10" shift employee who works a full shift
on a holiday shall receive time and one-half for the first eight (8)
hours worked in addition to regular pay for the holiday. Holiday shift
pay shall be subject to provisions of Section 7 - "Overtime" .
B. Absence on Holiday. The maximum time charged to sick leave, vacation
or leave without pay on a holiday shall be two (2) hours.
12.5 Accrual of Holiday Time. Employees entitled to overtime credit in posi-
tions which work around the clock 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 time must
agree to do so for a full fiscal year (July 1 through June 30), or the
remainder thereof, unless otherwise specified by the Board.
B . Employees starting work after a list of those electing to accrue holi-
day time has been submitted to the Auditor and approved, will be paid
overtime unless they specifically requested in writing within seven (7)
i
calendar days to be placed on the accrual list.
C. Holiday time shall be accrued at the rate of one and one-half (1-1/2)
times the actual hours worked to a maximum of eight (8) hours worked by
the employee.
D. Holiday time may not be accumulated in excess of two-hundred eighty-
eight (288) working hours. Holiday time may be accrued up to two-
hundred eighty-eight (288) hours, exclusive of regular vacation
accruals. After two-hundred eighty-eight (288) hours, holiday time
shall be paid at the overtime rates as specified in Section 7.
24
E. Accrued holiday time may be taken off at times determined by mutual
agreement of the employee and the Department Head.
F. Accrued holiday time shall be paid off only upon a change in status of ,
the employee such as separation, transfer to another department or
reassignment to a permanent-intermittent position.
SECTION 13 - VACATION LEAVE
13.1 Vacation Allowance. Employees in permanent positions are entitled to "vaca-
tion 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 permanent
position. Increased accruals begin on the first of the month following the month
in which the employee qualifies. Accrual for portions of a month shall be in
minimum amounts of one (1 ) hour calculated on the same basis as for partial month
compensation pursuant to Section 5.6 of this Memorandum of Understanding.
Vacation credits may be taken in 1/2 hour increments but may not be taken during
the first six (6) months of employment (not necessarily synonymous with proba-
tionary status) except where sick leave has been exhausted; and none shall be
allowed in excess of actual accrual at the time vacation is taken.
13.2 Vacation Accrual Rates. For employees hired into a class in any bargaining
unit covered by this MOU prior to 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 HoursHours
Under 11 years 10 240
11 years 1.0-2/3 256
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
25
i
Y
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 'empl oyee 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 exhaused 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 occupation 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 evi-
dence submitted by the employee is insufficient, or where the above
conditions have not been met.
C. Communicable Disease. An employee may use paid sick leave credits
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 of absence 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 statement of disabi-
lity
isabi-
1ity from the employee' s attending physician. The statement must
27
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 able to pro-
peri y 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 disabi-
lity.
3. If all accrued sick leave has been utilized by the employee, the
employee shall be considered on. 1 eave 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 recovery 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 appoint-
ments 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 bal ance 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 accu-
mulated 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
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.
G. Death of Family Member. An employee may use said sick leave credits
for absence from work because of a death in the employee' s immediate
28
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. Accumulated paid sick leave credits Elu not
be used in the following situations:
A. Vacation. For an employee' s illness or injury while the employee' is on
vacation except when extenuating circumstances exist and the appointing
- authority approves.
B. 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. Unless otherwise provided in the supplemental sections of
this Memorandum of Understanding, 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 duration 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 .scheduled 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 sick leave on the part of the employee is cause for disciplinary action. The
Department may require medical verification for an absence of three (3) or more
working days. The Department may also require medical verification for absences
of less than three (3) working days for probable cause if the employee had been
notified in writing that such verification was necessary.
14.4 Disability.
A. An employee physically or mentally incapacitated for the performance of
duty is subject to dismissal , suspension or demotion, subject to the
County Employees Retirement Law of 1937. An appointing authority after
giving notice may place an employee on leave if the appointing
authority has filed an application for disability retirement for the
employee, or whom the appointing authority believes to be temporarily
or permanently physically or mentally incapacitated for the performance Y
of the employees duties.
B. An appointing authority who has reasonable cause to believe that there
are physical or mental health conditions present in an employee which
endanger the health or safety of the employee, other employees, or the
public, or which impair the employee' s performance of duty, may order
29
the employee to undergo at County expense and on the employees paid
time a physical , medical and/or psychiatric exmination by a licensed
physician and receive a report of the findings on such examination. If,
the examining physician recommends that treatment for physical or men-
tal' health problems, including leave, are in .the best interests of the
employee or the County in relation to the employee overcoming any disa-
bility 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 preju-
dice 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 damages.
D. Before an employee returns to work from any absence for illness or
injury, other leave of absence or disability leave, exceeding two weeks
in duration, the appointing authority may order the employee to undergo
at County expense a physical , medical , and/or psychiatric examination
by a licensed physician, and may consider a report of the findings on
such examination. If the report shows that such employee is physically
or mentally incapacitated for the performance of duty, the appointing
authority may take such action as he/she deems necessary in accordance
with appropriate provisions of this Memorandum of Understanding.
E. Before an employee is placed on an unpaid leave of absence or suspended
because of physicial 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 cer-
tified 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 con-
dition 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 spe-
cified 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.
30
H. After having complied with the notice requirements above, the apponting
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 personelly or by 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 physicial 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 perfor-
mance of duty, or is not sufficient to endanger the health or
safety of the employee, other employees, or the public.
K. -I the appeal is to the Merit Board, the order and appeal- shall be
transmitted by the Director of Personnel to the Merit Board for hearing
under the Merit Board' s Procedures, Section 1114-1128 inclusive.
Medical reports submitted in evidence in such hearings shall remain
confidential information and shall not be a part of the public record.
L. If the appeal is to a Disability Review Arbitrator, the employee (and
his representative) will meet with the County' s representative to
mutually select the Disability Review Arbitrator, who may be a defacto
arbitrator, or a physician, or a rehabilitation specialist, or some
other recognized specialist mutually selected by the parties. The
arbitrator shall hear and review the evidence. The decision of the
Disability Review Arbitrator shall be binding on both the County and
the employee.
Scope of the Arbitrator' s Review.
a. The arbitrator may affirm, modify or revoke the leave of
absence or suspension.
b. The arbitrator may make his decision based only on evidence
submitted by the County and the employee.
c. The arbitrator may order back pay or paid sick leave credits
for any period of leave of absence or suspension if the leave
31
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, union.
14.5 Workers' Compensation.
A. Employees who leave work as a result of an on-the-job injury will have
the balance of that day charged to sick leave and/or vacation accruals.
This will be considered as the last day worked for purposes of deter-
mining Workers' Compensation benefits.
B . Three (3) consecutive calendar days following the last day worked
constitutes a waiting period before Workers' Compensation starts. The
time the employee is scheduled to work during this waiting period will
be charged to the employee' s sick leave and/or vacation accruals. In
order to qualify for Workers' Compensation the employee must be under
.the care of a physician. Temporary compensation is payable on the
first three (3) days of disability when the injury necessitates hospi-
talization, or when the disability exceeds twenty-one (21 ) days.
A permanent employee shall continue to receive full regular salary
during any period of compensable temporary disability absence.
"Compensable temporary disability absence" for the purpose of this
Section, is any absence due to work connected disability which quali-
-fies for "temporary di'sability-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 disa-
bility payments received by him/her from any County funded wage repla-
cement 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 disabi-
lity.
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.
All continuing pay under the Workers' Compensation Program will be
cleared through the Personnel Office, Benefits 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 treat-
ment 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.
32
D. 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 (vacation charges
to be approved by the department and the employee). If salary integra-
tion 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 benefits 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 rehabilition tem-
porary 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 bene-
fits.
G. Method of Inte ration. An employe' s sick leave and/or vacation charges
shall be calculated as follows:
C = 8 E1 (W-1S)�
Where C-= Sick-leave--or vacation charge'-per day (in hours)
Where W = Statutory workers' compensation for a month
Where S = Monthly salary
For example:
W = $960.00 per month Workers Compensation
S = $1667.00 per month salary
8 = 8 hours
C = Hours to be charged to Sick Leave
C = 8 Cl r- (960 's- 1 .667
C = 8 Cl ( .5758)
C = 8 [.424n
C = 3.39
3 hours chargeable to sick leave
5 hours chargeable to workers compensation
14.6 Definition of Immediate Fam1. For the purposes of this Section 14, the
immediate family shall be restricted to the spouse, son, stepson, daughter, step-
daughter, father, stepfather, 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.
33
14.7 On May 26, 1981 , the Board of Supervisors established a labor-management
committee to administer a rehabilitation program for disabled employees. It is
understood that the benefits specified above in this Section 14 shall be coor-
dinated with the rehabilitation program as determined by the labor-management
committee.
14.8 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.
SECTION 15 - LEAVE OF ABSENCE
15.1 Leave Without Pte. 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 entitle-
mems -during- the -1-8-wee-k--parental- leave;- -however; use of- accrual`s 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 is 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 ;
4. to take a course of study such as will increase his/her usefulness
on return to his/her position;
5. for other reasons or circumstances acceptable to the appointing
authority.
A leave without pay may be for period not to exceed one (1 ) year, provided the
appointing authority may extend such leave for additional periods. Procedure in
granting extensions shall be the same as that in granting the original leave,
provided that the request for extension must be made not later than thirty (30)
calendar days before the expiration of the original leave.
34
Whenever an employee who has been granted a leave without any pay desires to
return before the expiration of such leave, the employee shall so request of the
appointing authority in writing at least fifteen (15) days in advance of the
return for approval by the appointing authority, provided, however, that less
notification may be approved at the discretion of the appointing authority or
designee. The Personnel Department shall be notified promptly of such return.
Failure to submit timely written notice may result in the employee not being
permitted to return to work until the required notice period has elapsed.
Except with respect to leave due to pregnancy, illness or disability, the
decision 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 23 of this Memorandum of
Understanding.
15.2 M il i tarX, 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- laws. Upon the ter-
mination of such service or upon honorable discharge, the employee shall be
entitled to return to his/her position in the classified service provided such
still exists and the employee is otherwise qualified, without any loss of
standing of any kind whatsoever.
Ain " e`mpl-oyee -who ' has"been qer Pubeda- military heave shall --not, by- reason"of such
absence, suffer any loss of vacation, holiday, or sick leave privileges which
may be accured 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.
15.3 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 reverence from service ' by reason of the
reinstatement of a permanent employee the provisions of Section, 11 (Layoff and
Seniority) shall apply.
15.4 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.
35
15.5 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 16 - JURY DUTY AND WITNESS DUTY
16.1 Jury Du�tr. 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 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.
When an employee is called for jury duty and elects to retain all fees, the
employee must take vacation leave or leave without pay. No court certificate is
required in this instance.
-Employees - shall- -advi-se-, their- department - as soon -'a-s possi-ble if" scheduledto
appear for jury duty.
Permanent intermittent employees are entitled to paid jury duty leave only for
those days on which they were previously scheduled to work.
16.2 Witness Dui. Employees called upon as a witness or an expert witness in a
case arising in the course of their work or the work of another department may
remain in their regular pay status and turn over to the. County all fees and
expenses paid to them other than mileage allowance or they may take vacation
leave or leave without pay and retain all fees and expenses.
Employees called to serve as witnesses in private cases or personal matters
(e.g., accident suits and family relations) shall take vacation leave or leave
without pay and retain all witness fees paid to them.
Retention or waiver of fees shall be governed by the same provisions as apply to
jury duty as set forth in Section 16 of this Memorandum of Understanding.
Employees shall advise their department as soon as possible if scheduled to
appear for witness duty. Permanent intermittent-employees are entitled to paid
witness duty only for those days on which they were previously scheduled to
work.
36
SECTION 17- - HEALTH &-WELFARE LIFE & DENTAL CARE
17.1 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,
lst Choice Health Plan, and the H.E.A.L.S. Health Plan (to be terminated
12/31/89) , to all permanent full-time and part-time employees regularly scheduled
to work twenty (20) or more hours per week.
17.2 Health Plan Options & Rates. Effective October 1 , 1989 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 $106.82 $100.59 $ 6.23
Delta 124.63 .108.23 16.40
Safeguard 117.46 108.04 9.42
Family (No Medicare)
No Dental 246.65 216.82 29.83
Delta 286.94 227.14 59.80
Safeguard - -268.67 224.48 - . _44:.1-9
CONTRA COSTA HEALTH PLAN OPTION
Cat-_ te2o2U Total Cost County Share Em to ee Share
Employee Only (No Medicare)
No Dental $103.45 $103.44 $ .01
Delta 121 .26 121 .25 .01
Safeguard 114.09 114.08 .01
Family (No Medicare)
No Dental 257.45 257.44 .01
Delta . 297.74 297 .73 .01
Safeguard 279.47 279.46 .01
37
H,E.A,L.S. HEALTH PLAN OPTION
(To be terminated December 31,1989)
Categ2LX Total Cost Com Share Em2lo ee Share
Employee Only (No Medicare)
No Dental $121 .94 $.105.20 $ 16.74
Delta 139.75 113.59 26.16
Safeguard 132.58 112.98 19.60
Family (No Medicare)
No Dental 289.95 225.48 64.47
Delta 330.24 236.76 93.48
Safeguard 311 .97 237.75 74.22
1ST CHOICE HEALTH PLAN OPTION
Cate2QU Total Cost County Share Emelo eek Share
Employee Only (No Medicare)
No Dental $185.09 $178.30 $ 6.79
Delta 202.90 187.24 15.66
Safeguard 195.73 185.77 9.96
Family-(No-Medicare)- -- - -
No
No-Medicare)-
No Dental 431 .41 388.17 43.24
Delta 471 .70 401 .70 70.00
Safeguard 453.43 397.13 56.30
DENTAL PLANS ONLY
Cates Total Cost County Share Emplogee Share
Employee Only
Delta $ 19.04 $ 19.03 $ .01
Safeguard 11 .87 11 .86 ,01
Family
Delta, 41 .52 41 .51. .01
Safeguard 23.25 23.24 .01
The employee will pay a minimum of one cent ($.O1 ) 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 October 1 , 1989 and are based on the County
contributing up to a maximum of ten dollars ($10.00) per month of increased pre-
I
38
mium for a single subscriber and up to twenty-three dollars ($23.00) per month of
increased premium for a subscriber with dependents for the Kaiser and H.E.A.L.S
Health Plan.
Effective October 1 , 1990, the County will contribute up to ten dollars ($10.00)
per month for a single subscriber and up to twenty-'six dollars ($26.00) per month
for a subscriber with dependents, for the Kaiser and First Choice Health Plans.
Any increase in the Health Plan costs greater than the County contributions
identified above occurring during the duration of this Memorandum of
Understanding shall be borne by the employee.
-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.
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.
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
Medi care-, premium--wi thhe-1 d-- 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.
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 on leave in excess of twelve (12) months may continue health plan
coverage by converting to an individual health plan option (if available) or con-
tinuing group coverage subject to the provisions of the Consolidated Omnibus
Budget Reduction Act (COBRA) provided the employee pays the entire cost of
coverage, plus any administrative fees, for the option selected. The entire cost
I coverage shall be paid at a place and time specificed by the County. Late
payment may result in cancellation of health plan coverage with no reinstatement
allowed.
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.
39
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.
SECTION 18 - PROBATIONARY PERIOD
18.1 Duration. All appointments from officially promulgated employment lists
for original entrance or promotion shall be subject to a probationary period.
This period shall be from six (6) months to two (2) years duration. .
18.2 Listed below are those classes represented by the Union which have proba-
tion periods in excess of six (6) months.
Agricultural Biologist Trainee - one (1 ) year
Animal Control Officer - one (1 ) year
Apprentice Mechanic - two (2) years
Deputy Probation Officer I - one (1 ) year
Deputy Public Defender - one (1 ) year
Family Support Collections Officer - one (1 ) year
Group Counsellor I - one (1 ) year
Security Guard - one (1 ) year
Weights & Measures Inspector Trainee - one (1 ) year
18.3 When the probationary period for a class is changed, only new appointees to
positions in the classification shall be subject to the revised probationary
..period..
18.4 The probationary period shall date from the time of appointment to a per-
manent position after certification from an eligible list. It shall not include
time served under provisional appointment or under appointment to limited term
positions or any period of continuous leave of absence without pay or period of
work connected disability exceeding fifteen (15) calendar days.
For those employees appointed to permanent-intermittent positions with a six (6)
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.
18.5 Rejection Durinq Probation. An employee who is rejected during the proba-
tion period and restored to the eligible list shall begin a new probationary
period if subsequently certified and appointed.
A. Appeal- from - Re ection. Notwithstanding any other provisions of this
section, an emp oyee 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.
40
B. The appeal must be written, must be signed by the employee and set
forth the grounds and facts by which it is claimed that grounds for
appeal exist under Subsection A and must be filed through the Director
of 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 pro-
hibited in Subsection A, it may refer the matter to a Hearing Officer
for hearing, recommended findings of fact, conclusions of law and deci-
sion, 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.
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 writ ing 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
duringthe probati on --peri od - wi thout regard to- the - Ske1l y -pro vi sions of t h i s
Memorandum, 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 pro-
bation period for failure to pass probation. If the appointing authority fails
to submit in a timely manner the proper written documents certifying that a pro-
bati nary 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 .
41
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 Leff During Probation. An employee who is laid off during probation, if
reemployed in the same class by the same department, shall be required to
complete only the balance of the required probation.
If reemployed in another department or in another classification, the employee
shall serve a full probationary period. An employee appointed to a permanent
position from a layoff or reemployment list is subject to a probation period if
the position is in a department other than the department from which the
employee separated, displaced, or voluntarily demoted in lieu of layoff. An
appointment from a layoff or reemployment list is not subject to a probation
period if the position is in the department from which the employee separated,
displaced or voluntarily demoted in lieu of layoff.
18.8 Rejection Durin2 Probation of La off Employee. An employee who has
achieved permanent status in the class before layoff and who subsequently is
appointed from the layoff list and then rejected during the probation period
shall be automatically restored to the layoff list, unless discharged for cause,
if the person is within the period of layoff eligibility. The employee shall
begin a new probation period of subsequently certified and appointed in a dif-
ferent department or classification than that from which the employee was laid
off.
SECTION 19 — PROMOTION
19.1 Promotion shall be by competitive examination unless otherwise provided in
this Memorandum of Understanding.
19.2 Promotion Polic . The Director of Personnel , upon request of an appointing
authority, shall determine whether an examination is to be called on a promo-
tional basis.
19.3 If an examination for one of the classes represented by the Union is pro-
posed 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.
19.4 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.
42
B. The incumbent of the position must have performed at the higher level
for six (6) months.
C. The incumbent must meet the minimum education and experience require-
ments 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.
19.5 Requirements for Promotional Stan dint. In order to qualify for an examina-
tion called on a promotional basis, an employee must have probationary or per-
manent 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.
19.6 Seniority Credits . Employees who have qualified to take promotional exami-
nations 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 appli-
_ -cati on for said- -examination. For purposes- of sentori ty- credi-ts, 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) percent
credit for seniority in any promotional examination.
19.7 County employees who are required as part of the promotional examination
process to take a physical examination shall do so on County time at County
expense.
SECTION 20 -- TRANSFER & REASSIGNMENT
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;
43
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 Any employee or appointing authority who desires to initiate a transfer may
inform the Director of Personnel in writing of such desire stating the reasons
therefore. The Director of Personnel shall if he or she considers that the
reasons are adequate and that the transfer will be for the good of the County
service and the parties involved, inform the appointing authority or authorities
concerned and the employee of the proposaland may take the initiative in
accomplishing the transfer.
20.3 Reassignment of Work Location. Employees desirous of reassignment to a
position in the same classification at another work location shall submit a
request for reassi.gnment in writing to the Department Head. When openings occur
in various work locations, requests for reassignment will be reviewed with con-
sideration given to various factors including but not limited to distance of
employee' s residence from desired work location and relative length of service of
the applicants for a particular location. The Department Head or designated
representative shall make the sole determination as to assignment of personnel ,
except as otherwise provided in the supplemental sections of this Memorandum of
understand in9: .. ._This- Prov-is-i on-aPP1 i es- to intradepartmental rea•ssi nments onl-
Y
This provision for work location reassignments applies only to the following
units : Agriculture Unit (excluding the Weights and Measures Division); Library
Unit; Legal and Court Clerk Unit.
20.4 VoluntarX Reassi nment Biddin Procedure. The below listed procedure
shall apply to the following groups of employees: the entire General Services
and Maintenance Unit except Sheriff' s Dispatchers, the entire LVN-Attendant/Aide
Unit, the entire Health Services Unit, Group Counsellors in the Probation
Department and that portion of the Engineering Unit in the Public Works
Department.
Permanent employees may request reassignment to vacant permanent positions in
the same classification or in the same level of their deep classification. All
permanent vacancies will be offered for bid to presently assigned full-time,
part-time and permanent intermittent employees for reassignment. Nothing
herein precludes the making of temporary reassignments not entailing the filling
of vacant permanent positions. The following procedures shall apply:
, A. Res onssibility. Implementation of the reassignment procedure is the
responsibility of the supervisor of the position which is vacant.
B. VacancX. Notices Posted. Vacant position notices for positions which
are to be filled shall be posted for five (5) calendar days. The
notice shall specify job characteristics and shall be posted only once
44
0
(see attached sample bidding form). The supervisor may begin inter-
viewing bidders immediately upon posting the bid notice. If the super-
visor receives less than three (3) bidders, he or she may fill the
position by using the Merit System eligible list or by making internal
reassignments. For purposes of this procedure, a bidder is an employee
in the same class who is eligible to bid under Section D, following,
and who meets all the minimum qualifications for the position including
any specialized requirements such as bilingual ability, position flag
requirements, and who submits a bid on the position.
C. All -Vacancies Must be Posted. All vacant positions which may occur by
creation of new positions, separation, promotion, demotion or reassign-
ment must be posted for permanent employee bidding.
D. Who- May Request Reassi nment. All permanent full-time, permanent part-
time or permanent intermittent employees may request reassignment to
any open permanent position in the same classification or in the same
level of a deep classification anywhere else in their Department.
E0 Who MaX Not Request Reassignment. Employees who are in a temporary
status or provisional ly appointed to a permanent position, employees
still on probation in a permanent position and employees who have been
in their current assignment less than three (3) months may not bid for
reassignment under this procedure.
F. m to ewe Selection. If three (3) or more employees bid on the posi-
ti-on., the- positi-on s-ha-11 A-be -fill-ed from--among-t-he three- (-3)-rrost-senior•
bidders. For the purposes of bidder selection, the "Rule of 3" shall
apply. That is, the supervisor is entitled to select from three (3)
candidates and the three (3) most senior may be considered as equal .
Seniority for bidding purposes means classification seniority for
layoff purposes. If two (2) employees bid, the supervisor shall be
entitled to one (1 ) additional name from an eligible list. I f one (1 )
employee bids, the supervisor shall be entitled to two (2) additional
names from an eligible list. I f no employees bid, the supervisor may
fill the position from an eligible list or otherwise in accordance with
the Personnel Management Regulations. The supervisor shall offer to
interview all candidates either in person or on the telephone.
Subsequent to submitting a bid, an employee may waive consideration for
the position at any time by notifying the supervisor verbally or in
writing in which case the next most senior bidder (if any) or candidate
from the eligible list may be considered. The remaining active bidders
will be advised within ten (10) work days after the posting is removed
whether they have been selected or the status of their bid. If
requested by the employee, supervisors shall give an employee in
writing the reason(s) why he or she was not selected.
G. No Old Job Claim. The selected employee shall have no claim on the
jobb he or she left. If a decision is made by the employee to seek
immediate reassignment, the employee may only be placed in another
vacant position in accordance with this policy.
45
H. Biddinq While on Leave. Employees interested in a particular assign-
ment and wishing to be notified of an open position while on vacation,
sick leave or leave of absence (not scheduled day off) may leave a
written notice or a self-addressed, stamped envelope with the super-
visor of the position they are interested in.
I
46
CONTRA COSTA COUNTY
Local No. 1 Bid Notice
To: Permanent Employees in the class of
From:
�~ Name . Title
SUBJECT: NOTICE OF OPEN POSITION
Classification: Position No:
Level : Position Type:
( If deep classification) FT PPT PI
/40 hrs.
Department: Division:
Geographic Area
East, West, Central !'
Worksite (street address,' etc. ) :
Shift/Hours : Days Off:
Other Requirements: (i .e. , bilingual ability, position "flags" )
All eligible full-time, permanent part-time, or permanent intermittent employees
in the above classification interested in this position, submit bids IN WRITING
on Form 103 (WIDSI) to:
by
Name Date Time of Day
Posting Date: Removal Date:
r'
47
20.5 Involuntary Reassignment- Procedure. The below listed procedure shall apply
to the following groups of employees except in the case of layoffs where Section
20.6 governs) : entire General Services and Maintenance Unit except Sheriff' s
Dispatchers; entire LVN/Attendant/Aide Unit; entire Health Services Unit; Group
Counsellors in the Probation Department; and that portion of the Engineering Unit
in the Public Works Department.
Department management, at its sole discretion, may determine from time to time
that involuntary reassignments of staff are required. Involuntary reassignments
are the reassignments of permanent employees in their existing classification to
a new worksite, shift, or program area. Such decisions may result from inabi-
lity to fill a vacancy through the voluntary reassignment procedure or from a
determination that excess staff are allocated to a certain site, shift, or
program. When such decisions are made and the reassignments are permanent, the
below listed procedure shall apply.
This policy shall not apply to temporary reassignments of less than eight (8)
weeks duration to cover such things as vacation relief, sick leave absences,
temporary shifts in workload, training assignments, or temporary short term
assignments to cover vacant positions which could not be filled through the
voluntary reassignment policy and for which actions are underway to fill per-
manently from an eligible list. If a temporary reassignment is expected to
exceed eight (8) weeks in duration, the affected Department shall either use the
below listed procedure or will meet and confer with the Union on a case by case
basis. regarding an alternative approach.
A.' Management will - i"denti-fy the 'classifications and posi ti ons from which
reassignments are necessary.
B. Affected employees will be provided with a list of vacancies/ assign-
ments for which they may apply.
C. Affected employees shall be given the opportunity to volunteer for the
available vacancies/assignments and shall be considered in accordance
with Part F of the voluntary reassignment procedure.
D. If there are insufficient volunteers for the number of available posi-
tions or no volunteers, and involuntary reassignments are still
required, the least senior qualified affected employee shall be
reassigned to the vacant assignment identified by management, followed
by the next least senior employee, and so on in inverse order of
seniority until all necessary reassignments are completed. Qualified
is defined, as a person possessing the necessary training or experience
for the specific assignment.
Seniority for involuntary reassignment purposes shall be defined as seniority
within classification. Nothing contained in this Section shall prohibit the
Department and the Union from making a mutually agreed upon alternative
arrangement.
In no event shall reassignments be utilized for disciplinary purposes.
48
20.6 When reassignment of an employee or employees is necessary due to layoff or
displacement, the following procedures shall be followed:
A. A list of vacant positions shall be posted in work areas of all
affected employees for a minimum of five (5) work days.
B. Employees shall be given the opportunity to volunteer for vacancies and
shall be reassigned on the basis of seniority.
C. If there . are no volunteers for reassignment, the least senior
employee(s) in that class shall be reassigned.
D. Management shall have the sole prerogative to select the vacancy to
which the least senior employee(s) shall be reassigned.
Seniority for reassignment purposes shall be defined as (in Section II , Layoff)
seniority within classification. If reduction or reassignment by site is
necessary, the least senior employee in the affected class at the site shall be
reassigned. If reduction or, reassignment is necessary by shift, the least
senior employee in the affected class assigned to the affected shift shall be
reassigned. Nothing contained in this Section shall prohibit a Department and
the Union from making a mutually agreed upon alternative arrangement.
SECTION 21 - RESIGNATIONS
An * employee-' s - Voluntary terminati-on' -of service is a resignation. -`Wri"tten
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.
21 .1 Resi nation in Good Standin . A resignation giving the appointing
authority written notice at least two (2) weeks in advance of the last date of
service. (unless the appointing authority requires a longer period of notice, or
consents to the employee' s terminating on shorter notice) is a resignation in
good standing.
21 . 2 Constructive Resignation. A constructive resignation occurs and is effec-
tive when:
i
A. An employee has been absent from duty for five (5) consecutive working
days without leave; and
�_B. five (5) more consecutive work days have elapsed without response by
the employee after the receipt of a registered or certified letter
citing a notice of resignation by the appointing authority to the
employee at the employee' s last known address but no more than ten (10)
working days from mailing of said notice.
2.1 .3 Effective Resi nation. A resignation is effective when delivered or spoken
to ,the appointing authority, operative either on that date or another date spe-
cified.
49
21 .4 Revocation. A resignation that is effective is revocable only by written
concurrance of the employee and the appointing authority.
21 .5 Coerced Resi nations.
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 to the appointing authority.
B. Reinstatement. If the appointing authority acknowledges that the
employee coufid 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 contained 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 deci-
sion but without loss of seniority or pay, subject 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 indica-
tive rather than inclusive of restrictions and dismissal , suspension or demotion
may be based on reasons other than those specifically mentioned:
A. absence without leave,
B. conviction of any criminal act involving moral turpitude,
C. conduct tending to bring the merit system into disrepute,
D. disorderly or immoral conduct,
E. incompetence or inefficiency,
F. insubordination,
G. being at work under the influence of liquor or drugs, carrying onto the
premises liquor or drugs or consuming or using liquor or drugs during
work hours and/or on County premises,
H. neglect of duty (i .e. non-performance of assigned
responsibilities),
I . negligent or willful damage to public property or waste of public
supplies or equipment,
50
J. violation of any lawful or reasonable regulation or order given by a
supervisor or Department Head,
K. willful violation of any of the provisions of the merit system ordi-
nance or Personnel Management Regulations,
L. material and intentional misrepresentation or concealment of any ,fact
in connection with obtaining employment,
M. misappropriation of County funds or property,
N. unreasonable failure or refusal to undergo any physical , medical and/or
psychiatric exam and/or treatment authorized by this Memorandum of
Understanding,
0. dishonesty or theft,
P. excessive or unexcused absenteeism and/or tardiness,
Q. . sexual harassment, including but not limited to unwelcome sexual advan-
ces, 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 unreaso-
nably interfering with an individual ' s work performance, or creating an
intimidating and hostile working environment.
22.2 Ske11,-Requirements. Before taking a disciplinary action to dismiss,
suspend, for more than five (5) work days (four (4) work days for employees on a
"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 regulation of
the County, department or district, a copy of said rule shall be
included with the notice.
D. A statement that the employee may review and request copies of
materials upon which the proposed action is based.
E. A statement that the employee has seven (7) calendar days to respond to
the appointing authority either orally or in writing.
Em to ee Resonse. 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 an extension, the right to respond is lost.
22.3 Leave Pending Em to ee 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.
51
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 Procedure on Dismissal , -Suspension or Disciplinary Demotion.
A. In any disciplinary action to dismiss, suspend, or demote an employee
having permanent status in a position in the merit system, after having
complied with the Skelly requirements where applicable, the appointing
authority shall make an order in writing stating specifically the
causes for the action.
shall be filed with the Director of Personnel , showing by whom and 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 effective either upon per-
sonal 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 23. - 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 23 of this Memorandum of Understanding.
SECTION 23 - GRIEVANCE PROCEDURE
23.1 A grievance is any dispute which involves the interpretation or application
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 appli-
cation of those provisions not being subject to the grievance procedure. The
Union may represent the employee at any state 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 man-
ner:
A. Step 1 . Any employee or group of employees who believes that a provi-
sion of this Memorandum of Understanding has been misinterpreted 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 writtenrequest 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 ten (10) 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 misinter-preted or misapplied, how
52
misapplication or mi si nterpretat'i on 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. If
either the union or grievant request a meeting with the Department Head
or his/her designee at this step, such a meeting will be held.
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 investigate the merit of
the complaint and to meet together at the same time with the Department
Head or his/her designee 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 paragraph (C)
above and filed within seven (7) work days of the written response of
the Personnel Director or his or 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 within
seven (7) work days 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 and render a decision within twenty (20) work days of
receipt of the written request. Where the parties agree, the
Adjustment Board may be comprised of 2 Union representatives and 2
County representatives.
E. Step 5. If an Adjustment Board is unable to arrive at a majority deci-
sion, either the employee (or the County, when alleging a violation of
Section 23.6 below) may require that the grievance be referred to an
impartial arbitrator who shall be designated by mutual agreement bet-
ween the employee and the Personnel Director. Such request shall be
submitted within twenty (20) work days of the rendering of the
Adjustment Board decision. Within twenty (20) days of the request for '
arbitration, the parties shall mutually select an arbitrator, who shall
render a decision within thirty (30) working days from the date of
final submission of the grievance including receipt of the court repor-
ter' s transcript and post hearing briefs if any. 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.
53
23.2 Scope of Ad'ustment Board and Arbitration Decisions.
A. Decisions of Adjustment Boards and arbitrators on matters properly
before them shall be final and binding on the parties hereto, to the
extent permitted by law.
B. No Adjustment Board and no arbitrator shall entertain, hear, decide or
make recommendations on any dispute unless such dispute involves a
position in a unit represented by the Union which has been certified as .
the recognized employee organization for such unit and under such
dispute falls within the definition of a grievance as set forth in
Subsection 23.1 above.
C. Proposals to add to or change this Memorandum of Understanding or to
change written agreements supplementary hereto shall not be arbitrable
and no proposal to modify, amend, or terminate this Memorandum of
Understanding, nor any matter or subject arising out of or in connec-
tion with such proposals, may be referred to arbitration under this
Section. Neither any Adjustment Board nor any arbitrator shall have
the power to amend or modify this Memorandum of Understanding or writ-
ten agreements supplementary hereto or to establish any new terms or
conditions of employment.
D. If the Personnel Director i!n pursuance of the procedures outlined in
Subsection 23.1 (C) above, or the Adjustment Board in pursuance of the
provisions of Subsection 23.1 (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.
23.3 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 specified
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
5 above, the grievance will be deemed to have been settled and withdrawn.
23.4 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.
23.5 C=RR2sation 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 forlsuch
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.,
54
23.6 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
sector 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
aggravate a danger to public health or safety.
23.7 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 jurisdiction.
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.
23.8 The Union may file a grievance at Step 3 on behalf of affected employees
-when- ac ti on by 'the-`County-Admi ni strator or "the Board of Supervisors -violates a
provision of this Memorandum of Understanding.
SECTION 24 - BILINGUAL PAY
Effective January 1 , 1990 a salary differential of fifty dollars ($50.00) per
month shall be paid incumbents of positions requiring bilingual proficiency as
designated by the appointing authority and Director of Personnel . Said differen
tial 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. The Union shall be notified when such designations are made.
SECTION 25 - RETIREMENT CONTRIBUTION
Pursuant to Government Code Section 31581 .1 , the County will continue to pay
fifty (50) percent of the retirement contributions normally required of
employees. Such payments shall continue for the duration of this Memorandum 'of
Understanding, and shall terminate thereafter. Employees shall be responsible
for payment of the employees' 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
employees share. The County will pay the remaining one-half (1/2) of the
retirement cost-of-living program contribution.
55
SECTION 26 — 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 dollars ($200) 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 supplemental sections of this Memorandum of
Understanding.
SECTION 27 - SAFETY SHOES AND PRESCRIPTION SAFETY EYEGLASSES
Effective January 1 , 1990 the County shall reimburse employees for safety. shoes
and prescription safety eyeglasses in those classifications the County has deter-
mined eligible for such reimbursement. The County will reimburse eligible
employees for safety shoes in an amount not to exceed one payment of sixty
dollars ($60.00) 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 up to one (1 ) pair
per year.
SECTION 28 - 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
- - maximum-- degree-o-f- safety 'c;onsi-stent-- with- the re-qui rement to--conduct eff,i ci ent-` ---
operati ons.
SECTION 29 - PERFORMANCE EVALUATION PROCEDURE
The following procedures shall apply in those departments which already have a
formal written performance evaluation system. Nothing herein shall be construed
to require the establishment of such a system where it does not currently exist.
A. Goal : A basic goal of the employee evaluation is to help each employee
perform his/her job more effectively to the mutual benefit of the
employee and the County. The evaluation process provides an ongoing
means of evaluating an employee' s job performance and promoting the
improvement of the job performance.
The evaluation process also provides the opportunity to recognize and
document outstanding service as well as service that has been unsatis-
factory to the County.
B. FreguencZ of Evaluation. �-
1 . Probationary employees shall be ' evaluated at least once during
their probationary period.
2. Permanent employees shall be evaluated annually.
56
C. Procedure.
1 . An employee shall generally be evaluated by the first level mana-
gement supervisor above the employee.
2. It will be necessary in some cases for a supervisor to consult
with the employee' s immediate work director in order to make a
comprehensive evaluation.
3. Where feasible, evaluations will be based primarily on observation
by the evaluator of the employee in the performance of his/her
duties. Comments based on secondary information shall have sup-
portive documentation.
4. An employee will be informed in advance of a meeting with his/her
supervisor to discuss the employee' s evaluation and to put the
evaluation in writing on the department evaluation forms.
5. The employee shall be informed of his/her right to prepare and
have attached to the evaluation form any written comments which
the employee wishes to make.
6. When an employee is rated below satisfactory on any factor, the
evaluation will give the reasons for such rating and include spe-
cific recommendations for improvement in writing.
-7: The"'em-01 oyee`t__si gning of van evaluation form does not necessari 1 y
mean that the employee agrees with the evaluation but it does mean
that the employee has had an opportunity to discuss the evaluation ,
with his/her evaluator.
8. The employee will be given a copy of his/her completed evaluation
form at the time form is signed by the employee. (Confirmation of
final version to be received later. )
9. Any rating below average or unsatisfactory shall be supported by
written documentation received by the employee at the time the
incident(s) occured.
10. Nothing shall be added by management- to an evaluation after the
employee has signed and received a copy of the evaluat.ion without
the employees written acknowledgement. .
Failure to follow the foregoing procedure is subject to the grievance procedure.
However, disputes over the actual 'content or ratings themselves in individual
evaluations are not grievable, but ,may be mediated by the Director of Personnel
upon request of either the employee or the Department. Prior to being mediated
by the Director of Personnel either party may request fact finding to assist in
the resolution of the dispute. One (1 ) fact finder shall be selected by each
party to the dispute within ten (10) work days from the initial request for fact
finding. The fact finders shall have twenty (20) work days from notice of
selection to investigate and render opinions to the Director of Personnel .
57
SECTION 30 - MILEAGE
Effective November 1 , 1989 mileage allowance for the use of personal vehicles on
County business shall be paid according to the following per month formula:
1 - 400 miles $ .24 per mile
401 - plus miles .18 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 for "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 mileage rates shall be increased or decreased by one cent ($.O1 ) for
each fifteen cents ($.15) 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 official monthly Energy Report
in its present form and calculated on the same basis unless otherwise agreed
upon-by the- parties. -- -- - -
SECTION 31 - PAY WARRANT ERRORS
If an employee receives a pay warrant which has an error in the amount of com-
pensation to be received and if this error occurred as a result of a mistake by
the Auditor-Controller' s Department, it is the policy of the Auditor-Controller' s
Department that the error will be corrected and a new warrant issued within
forty-eight (48) hours, exclusive 'of Saturdays, Sundays and holidays from the
time the Department is ,made aware of and verifies that the pay warrant is in
error. If the pay warrant error has occurred as a result of a mistake by an
employee (e.g. payroll clerk) other than the employee who is receiving the pay,
the error will be corrected as soon as possible from the time the department is
made aware that pay warrant is in error.
Pay errors in employee pay shall be corrected as soon as possible as to current
pay rate but that no recovery of either overpayments or underpayments to an
employee shall be made retroactively except for the 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 fraudulently accrued over or under-
payments are excluded from this section for both parties.
When the County notifies an employee of an overpayment and proposed repayment
schedule and the employee wishes to meet with the County, a meeting will be held
at which time a repayment schedule shall be determined.
58
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 32 - FLEXIBLE STAFFING
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 or she may then be
promoted to the next higher classification within the job series without need of
a classification study. If an operating department verifies in writing that an
administrative or clerical error was made in failing to submit the documents
needed to promote an employee on the first of 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.
SECTION 33 - PROVISIONAL APPOINTMENT
Whenever an appointing authority makes a request for personnel to fill a posi-
tion in a class for which no reemployment or employment list is available, or in
a class for which no eligible or insufficient eligibles to complete the cer-
tification will accept appointment to the position, the Director of Personnel
` --may authori ze 'the-appoi-nting authority to appoint any person who possesses the
minimum qualifications for the class as set forth in the class specifications,
provided that the names of eligibles available and the names of persons who have
indicated the intention to take the next examination for the class shall be
referred to the appointing authority at the time authorization is issued.
In no case shall a permanent position be filled by a provisional appointment for
a period exceeding six (6) calendar months except under the following
conditions:
1 . If an examination has been announced for the class and recruitment of
applicants is in process, the Director of Personnel may authorize a
continuation of provisional appointments until an eligible list is
established.
2. In case of a provisional appointment to a permanent position vacated
i
by a leave of absence, such provisional appointment may be continued
for the duration of said leave.
A provisi,onal appointment shall be terminated within thirty (30) days after the
date of certification of eligibles from an appropriate eligible list.
All decisions of the Director of Personnel relative to provisional appointments
are final and not subject to the grievance procedure.
Before filling a position by a provisional appointment, the appointing authority
shall post notice and shall consider current qualified employees for the
59
appointment. Only if there are insufficient internal applicants to constitute a
full certification may the appointing authority consider applicants from outside
County service.
SECTION 34 - PERSONNEL FILES
An employee shall have the right to inspect and review any official record(s)
relating to his or her performance as an employee or to a grievance concerning
the employee which is kept or maintained by the County in the employee' s
personnel file in the Personnel Department or in the employee' s personnel file
in their Department. The contents of such records shall be made available to
the employee for inspection and review at reasonable intervals during the regu-
lar business hours of the County.
The County shall provide an opportunity for the employee to respond. in writing
to any information which is in the employees' personnel file about which he or
she disagrees. Such response shall become a permanent part of the employee' s
personnel record. The employee shall be responsible for providing the written
responses to be included as part of the employee' s official personnel file.
This section does not apply to the records of an employee relating to the
investigation of a possible criminal offense, medical records and information or
letters of reference.
All documents pertaining to disciplinary actions shall 'be placed in the
employee' s official personnel file within 5 work days after the time management
becomes aware of the incident and has completed its investigation as to whether
the employee is cul pa bl a and shall- be date stamped or dated at time 'of entry.
This section is not intended to include supervisor' s notes or reminders of
specific incidents or ongoing reports such as attendance records. Generally,
such investigations should be completed within thirty (30) calendar days of the
date management becomes aware of the incident(s), it being understood that under
certain circumstances such as the unavailability of witnesses or the possibility
of a criminal act having been committed may cause, the investigation to take
longer than the aforementioned thirty (30) days.
Copies of written reprimands or memoranda pertaining to an employee' s unsatis-
factory performance which are to be placed in the employee' s personnel file
shall be given to an employee who shall have the right to respond in writing to
said documents .
Letters of reprimand are subject to the grievance procedure but shall not be
processed past Step 3 unless said letters are used in a subsequent discharge,
suspension or demotion of the employee, in which case an appeal of the letters
of reprimand may be considered at the same time as the appeal of the discipli-
nary
iscipli-
nary action. Prior to being submitted to Step 3 of the grievance procedure,
either party may request fact finding to assist in the resolution of the
dispute. One (1 ) fact finder shall be selected by each party to the dispute
within ten (10) work days from the initial request for fact finding. The fact
finder shall have twenty (20) work days from notice of selection to investigate,
and render opinions to the Director of Personnel .
Copies of letters of commendation which are to be placed in the employee' s per-
sonnel file will be given to the employee. Employees have the right to review
60
their official personnel files which are maintained in the Personnel Department
or by their departments. In a case involving a grievance or disciplinary
action, the employee' s designated representative may also review his/her person-
nel file with specific written authorization from the employee. The County
shall supply the Union with lists of official personnel files and locations.
Derogatory material in an employee' s personnel file (such as warning letters)
over two years old will not be used in a subsequent disciplinary action unless
directly related to the action upon which the discipline is taken. Derogatory
material does not include prior suspensions, demotions or dismissals for cause.
SECTION 35 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 36 - REIMBURSEMENT FOR MEAL EXPENSES
Employees shall be reimbursed for meal expenses under the following circumstan-
ces and in the amount specified:
A. When the employee is required by his/her Department Head to attend a
meeting concerning County business or County affairs.
B. When the employee is required to be out of his/her regular or normal
-'-Work area- during a *meal hour because of a particular work assignment.
C. When the employee is required to stay over to attend consecutive or
continuing afternoon and night sessions of a board or commission,
D. When the employee is required to incur expenses as host for official
guests of the County, work as members of examining boards, official
visitors, and speakers or honored guests at banquets or other official
functions.
E. 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 the
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.
SECTION 37 DETENTION FACILITY MEALS
The charge for a meal purchased in a detention facility by employees represented
by Local No. l is one dollar ($1 .00) per meal . Employees assigned to a deten-
tion facility are not, however, required to purchase a meal .
SECTION 38 - COMPENSATION FOR LOSS OR DAMAGE TO PERSONAL PROPERTY
The loss or damage to personal property of employees is subject to reimbursement
under the following conditions:
A. 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.: w
61
B. Ordinary wear and tear of personal property used on the job is not com-
pensated.
C. Employee tools or equipment provided without the express approval of
the Department Head and automobiles are excluded from reimbursement.
D. The loss or damage must have occurred in the line of duty.
E. The loss or damage was not a result of negligence or lack of proper
care by the employee.
F. The personal property was necessarily worn or carried by the employee
in order to adequately fulfill the duties and requirements of the job.
G. The loss or damage to employees eyeglasses, dentures or other prosthe-
tic devices did not occur simultaneously with a job connected injury
covered by workers' compensation.
H: 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.
I . The burden of proof of loss rests with the employee.
J Claims for reimbursement must be processed in accordance with the
Administrative Bulletin on Compensation for Loss or Damage to Personal
Property.-
SECTION
roperty:SECTION 39 UNFAIR LABOR PRACTICE
Either the County or the Union may file an unfair labor practice as defined in.
Board of Supervisor' s Resolution 81/1165 against the other. Allegations of an
unfair labor practice, if not resolved in discussions between the parties within
thirty (30) work days from the date of receipt, may be heard and decided by a
mutually agreed upon impartial third party.
SECTION- 40 HARASSMENT
Harassment is any treatment of an employee which has the purpose or effect of
affecting employment decisions concerning an individual , or unreasonably inter-
fering with an individual ' s work performance, or creating an intimidating and
hostile working environment. Such conduct includes but is not limited to
unwelcome sexual advances, requests for sexual favors, and other verbal , or phy-
sical conduct of a sexual nature; arbitrary or capricious changes of assign-
ments , or display of a hostile attitude toward an employee by a Supervisor which
is not justified or necessary in the proper supervision of the work of the
employee.
62
SECTION 41 - LENGTH OF SERVICE DEFINITION (FOR SERVICE AWARDS AND VACATION
ACCRUALS
The length of service credits of each employee of the County shall date from the
beginning of the last period of continuous County employment (including
temporary, provisional , and permanent status, and absences on approved leave of
absence). When an employee separates from a permanent position in good standing
and within two (2) years is reemployed in a permanent County position, or is
reemployed in a permanent County position from a layoff list within the period
of layoff eligibility, service credits shall include all credits accumulated at
time of separation, but shall not include the period of separation. The
Personnel Director shall determine these matters based on the employee status
records in his department.
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 vacation and sick
leave benefits.
SECTION 44 - PERMANENT INTERMITTENT EMPLOYEES HEALTH PLAN
A permanent intermittent employee represented by Contra Costa County Employees
Association, Local Number 1 may participate in the County Group Health Plan if
combined medical , dental and life insurance coverage is wholly at the employee' s
expense but at the group insurance rate. The County will not contribute to the
employee' s monthly premium. The employee will be responsible for paying the
monthly primium 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 45 — PROVISIONAL EMPLOYEE BENEFITS
Provisional employees, who are not permanent employees of the County immediately
prior to their provisional appointment, are eligible for vacation and sick leave
benefits.
Provisional employees may participate in the County Group Health Plan of com-
bined medical , dental and life insurance coverage wholly at the employee' s
expense but at the group insurance_ rate. The 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
63
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- - HAZARD PAY DIFFERENTIAL FOR HEALTH SERVICES EMPLOYEES
Any employee assigned to a position which 1 ) involves some number of work hours
assigned to I Ward, E Ward, J Ward, Hospital Emergency Room, Hospital Reception
Center, Main Detention Facility, Richmond Psychiatric Emergency Room, or
Conservatorship Program or 2) which requires continous direct contact with
patients having a contagious disease or 3) any other employee whom the Board of
Supervisors may by resolution authorize, shall receive per hour worked a premium
of five (5) percent of the hourly equivalent of his/her base rate in addition to
his/her regular compensation and in addition to the shift differential provided
for in this Memorandum of Understanding where he/she meets the requirements of
both Section 10 and this Section.
SECTION- 47 - LUNCH PERIOD
It is the position of the Health Services Department that personnel who work an
eight and one-half (8-1/2) hour day are on their own time during their lunch
period. Personnel who work an eight (8) hour day are to be considered on call .
SECTION 48 - REST-BREAKS"
Employees shall be entitled to a rest break for each four (4) hours of work.
Scheduling of rest breaks shall be determined by management.
SECTION 49 - 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. In the event that an employee had a positive reaction to a tuber-
culosis
uber-
culosis skin test, said employee will be requested to show proof of having had
two (2) negative chest x-rays at least one year apart.
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, an attempt will be made to
relocate the employee to a non-patient care area if possible.
I
64
SECTION 50 - CLASSIFICATION STUDIES- & SPECIAL STUDIES
Approx.Study
A. Classification Studies Start Conclusion
1 . To determine the feasibility 7/1/90 12/31/90
of establishing a C.A.D.D
Drafter classification.
2. To determine the organizational 12/1/89 7/1/90
need for establishing a Lead
Group Counsellor classification
level .
3. Review for classification updating 2/1/90 8/1/90
the job specification of Family
Support Collections Officer.
4. To determine the organizational/ 1/1/90 4/1/90
classification need for a Head
Detention Cook at the Main Detention
Facility & the West County Facility.
5. To determine the organizational/ 12/1/89 6/1/90
classification need for a Senior
Animal Control Officer
B. S ecial - Stu dies
1 . During the term of this Memorandum of Understanding, the County intends
to study the. feasibility of instituting a shared savings plan for its
Health Plan premiums and will meet and confer with the Union prior to
any implementation.
2. Im lementation of IRS Section- 125. - Medical Insurance Premiums
As soon as possible, the County intends to implement the provisions of
IRS Section 125 - Medical Insurance Premiums, which will allow
employees to pay health care premiums with pre-tax dollars.
3. During the term of this Memorandum of Understanding, the County intends
to study the feasibility of initiating a Sick Leave Incentive Plan and
will meet and confer with the Union prior to any implementation.
4. The' County intends to implement a retirement tax deferral plan (IRS
414h) on or about January 1 , 1990.
SECTION 51 -- ADOPTION - �
The provisions of this Memorandum of Understanding shall be made applicable on
the dates indicated and upon approval by the Board of Supervisors. Resolutions
and Ordinances, where necessary, shall be prepared and adopted in order to
implement these provisions. It is understood that where it is determined that
. an Ordinance is required to implement any of the foregoing provisions, said
65
provisions shall become effective upon the first day of the month following
thirty (30) days after such Ordinance is adopted.
SECTION 52 - SCOPE AGREEMENT AND SEPARABILITY OF PROVISION
52.1 Sco e of A reement. 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.
52.2 SeparabilitX 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.
52.3 Personnel Mana ement- Re ulations. Where a specific provision con-
tained in a section of this Memorandum of Understanding conflicts with a speci-
fic provision contained in a section of the Personnel Management Regulations,
the provision of this Memorandum of Understanding shall prevail . Those. provi-
sions of the Personnel Management Regulations within the scope of representation
which are not in conflict with the provisions of this Memorandum of
Understanding and- those provi si ons. of the Personnel Mana gement Regul ati ons which
are not within the scope of representation shall be considered in full force and
effect.
52.4 Duration -of A rem ement. This Agreement shall continue in full force and
effect from J� uTy T, 1989 to and including September 30, 1991 . 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 ter-
mination date of its intention to amend, modify or terminate the agreement.
SECTION 53 - FAIR LABOR STANDARDS ACT PROVISIONS
The Fair Labor Standards Act, as amended, may govern certain terms and con-
ditions 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 certain working conditions,
including but not limited to work schedules, hours of work, method of computing
overtime, overtime pay and compensatory time off entitlements or use, must be
changed to conform with the Fair Labor Standards Act, such terms and conditions
of employment shall not be controlled by this 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.
66
SECTION 54 - 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 September 30, 1991 , 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.
SECTION 55 - UNIT ITEMS
Specific working conditions for the various units represented by the Union are
listed in Attachments 55.1 through 55.11 .
Execution Date: Zz�"?o_ J
CONTRA COSTA COUNTY CONTRA COSTA COUNTY EMPLOYEES
ASSOCIATION, LOCAL NO. 1
By By . .
By .. . , f . . By ..
By .(!G�' .C�" GCS
By
r
67
55 .1 A riculture -- Animal Control Unit.
A ricultural - Personnel
A. The Agriculture Department will consider the residence location of
employees in the classes of Weed and Vertebrate Pest Control Inspector
when a transfer of employees in these classifications is required.
B. The Safety Committee for the Department of Agriculture will remain in
effect and will continue to be constituted as follows: One (1 )
Agricultural Biologist and one (1 ) Weed and Vertebrate Pest Control
Inspector and appropriate management representatives.
C. Permanent employees in the classifications of Agricultural Biologist
II and Agricultural Biologist III who. possess a valid certificate as a
Deputy Agricultural Commissioner shall receive a salary differential
of two and one half (2 1/2%) of base pay.
Wei hts and Measures- Division of the De artment of A riculture
A. The Safety Committee shall consist of one (1 ) Weights and Measures
Inspector and appropriate management representatives.
B. As circumstances dictate, these committees may meet jointly to discuss
safety problems of mutual interest.
C. Permanent employees in the classification of Weights & Measures
--- --
Inspector- II---and Weights & Measures Inspector I-II—possessing "a- "vapid
certificate as a Deputy Sealter of Weights and Measures, shall receive
a salary differential of two and one-half percent (2 1/2%) of base
pay.
Animal - Services Personnel
A. Letters of commendation .received by the Department shall be placed in
the individual Animal Control Officer' s and Animal Control Center
Attendant's files.
B. The County agrees Ito continue to pay each Animal Control Officer
employed by the County prior to August 1 , 1975 a flat monthly fee of
sixty-five dollars ($65.00) .
The above fee shall not apply nor be paid to Animal Control Officers
who shall continue to use a departmental pickup vehicle for purposes,
of regularly assigned "on-call " work.
When an Animal Control Officer, who is receiving the above-specified
flat monthly fee of sixty-five dollars ($65.00) is assigned to
"on-call " work is allowed to use a departmental pickup vehicle for
commuting purposes, either on a regular or part-time relief basis
(e.g. vacations and/or sick leave), the sixty-five dollar ($65.00)
fee shall be eliminated if such assignment is for a full month or
68
reduced on the basis of fifteen dollars ($15.00) for each full work-
week said employee is allowed to utilize the departmental pickup
vehicle for commuting purposes.
The provision of this section dealing with fee payment does not and
will not apply to any Animal Control Officer hired on or after August
1 , 1975 .
C. Effective January 1 , 1990 the monthly uniform allowance for employees
in the classification of Animal Control Officer shall be forty dollars
($40.00). If an increase, in the uniform allowance is subsequently
approved for Deputy Sheriff's, Animal Control Officers shall receive
an increase equal to that received by Deputy Sheriff' s.
The Animal Services Department agrees to allow Animal Control Officers
to wear green denim trousers while in field assignments, provided that
each officer has a pair of green dress trousers available to wear when
required by the department. Uniforms must be maintained at a standard
acceptable to the department. Animal Control Center Attendants shall
be provided with raingear of the same quality as that provided Animal
Control Officers.
The Animal Services Department agrees to reimburse employees in the
classes of Animal Services Attendant and Technician for the purchase
of three (3) pair of green or blue denim trousers up to forty-five
dollars ($45.00) per employee per year. If an increase in reimbur-
sement is subsequently approved for Deputy Sheriff' s, Attendants and
Technicians- they-.-sha11 -receive an increase td---sixty dollars - 60.00
per employee per year.
D. The Safety Committee for the Department of Animal Services will remain
in effect and will continue to be constituted as follows: One (1 )
Animal Control Officer and one (1 ) Animal Center Technician and
appropriate management representatives.
E. The Animal Services Department has instituted a one-half (1/2) hour
lunch period for all employees in the classification of Animal Control
Center Attendant. Management will determine the time of the lunch
period and the starting and quitting times for each employee. Crucial
to the continuance of the one-half (1/2) hour lunch period will be the
impact on service to the public.
F. The Animal Services Department agrees to continue the current policy
of allowing Animal Control Officers and Kennel personnel to sign-up
for shifts on the basis of seniority.
G. The Animal Services Department intends to continue the current 4/10
work schedule for the duration of this Memorandum of Understanding.
Both the County and the Union understand that continuation of the 4/10
work schedule during the term of .this Memorandum of Understanding is
contingent on adequate funding and retention of sufficient non-
probationary personnel to insure adequate service levels. The deter-
69 _.
mination of adequate funding, staffing and service levels is the sole
prerogative of the Department, except to the extent required by law to
meet and confer on the impact of staffing levels. The County agrees
to notify the Union and to meet and confer if the 4/10 schedule is to
be terminated.
55 .2 Attendant-LVN-Aide Unit.
The fo.11owing provisions are effective November 1 , 1989 unless otherwise
specified.
A. The County will observe the following holidays:
1 . January 1st, known as New Years Day
Third Monday in January known as Dr. Martin Luther King Jr. Day
Third Monday in February, known as Presidents Day
The last Monday in May, known as Memorial Day
July 4th, known as Independence Day
First Monday in September, known as Labor Day
November llth, known as Veteran' s Day
Fourth Thursday in November, known as Thanksgiving- Day
The Friday after Thanksgiving
December 25th, known as Christmas Day
Such other days as the Board of Supervisors may by resolution
designate as holidays.
-2: Emplbyees in position's which are designated as 24-hour positions
shall also celebrate:
September 9th known as Admission Day
Second Monday in October known as Columbus Day
February 12th known as Lincoln' s Day
3. Employees who only celebrate the holidays listed in #1 above shall
accrue two (2) hours of personal holiday credit per month. Such
personal holiday time may be taken in increments of one (1 ) hour,
and preference of personal holidays shall be given to employees
according to their seniority in their department as reasonably as
possible. No employee may accrue more than forty (40) hours of
personal holiday credit. On separation from County service, an
employee shall be paid for any unused personal holidays credits at
the employee' s then current pay rate.
4. The following provisions indicate how holiday credit is to be
applied :
a. Employees on the five (5) day forty (40) hour 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 Monday through Friday
shall be entitled to credit for any holiday,, whether worked or
not, observed by employees on the regular schedule.
70
c. For all employees, if a work day falls on a scheduled holiday
they shall receive overtime pay or equivalant 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.
The purpose of this plan is to equalize holidays between employees
on regular work schedule and those on other work schedules.
If any holiday listed in Section 1 above falls on a Saturday, it
shall be celebrated on the preceding Friday. If any holiday
listed in Section 1 falls on a Sunday, it shall be celebrated on
the following— Monday. For employees in positions whose shifts
include Saturday or Sunday as designated by the appointing
authority (rather than Monday through Friday eight (8) hours per
day or a designated 4-10 schedule) holidays shall be observed on
the day on which the holiday falls regardless if it is a Saturday
or Sunday.
5. Permanent part-time and permanent intermittent employees in the
Hospital Nursing Service who work on a holiday shall receive over-
time pay or compensatory time credit for all hours worked, up to a
maximum of 8.
Permanent part-time employees who do not work on a holiday shall
receive holiday credit in the same ratio to the holiday credit
" - -i ven" full _ ti me�"em 1 o ees as_.-the �number of hours pe
g - p y r 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.
6. "4-10" Shift - Holida s.
a. Holiday Shift Pay. Each "4-10" shift employee who works a
full shift on a holiday shall receive time and one-half -for
the first eight (8) hours worked in addition to regular pay
for the holiday. Holiday shift pay shall be subject to provi-
sions of Section 7 - Overtime.
b. Absence on Holiday. The maximum time charged to sick leave,
vacation or leave without pay on a holiday shall be two (2)
hours.
7. Accrual of Holida.� Time. Employees entitled to overtime credit in
positions which work around the clock 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. Eligible employees may elect, on a' quarterly basis, the method
of reimbursement for work performed on holidays. The selec-
71
tion between accrued holiday time and/or overtime pay must be
made known to the County during each of the calendar months of
June, September, December and March for the duration of this
Memorandum of Understanding.
b. Employees starting work after a list of those electing to
accrue hol :gay time has been submitted to the Auditor and
approved, 11 be paid overtime unless they specifically
requested n writing within seven (7) calendar days to be
placed on -L`-le accrual list.
c. Holiday tip,-,-. shall be accrued at the rate of one and one-half
(1-1/2) tirilF the actual hours worked to a maximum of eight (8)
hours worker' by the employee.
d. Holiday ti m-, may not be accumulated in excess of two-hundred
eighty-eight (288) working hours. Holiday time may be accrued
up to two hundred eighty-eight (288) hours, exclusive of regu-
lar vacation accruals. After 288 hours, holiday time shall be
paid at the overtime rates specified in Section 7.
e. Accrued holiday credit may be taken off at times determined by
mutual agree.'dent of the employee and the Department Head.
8. Each permanent employee working in the Hospital Nursing Service
and who qualifi-is for paid holidays shall not be required to work
on at least n (1 ) of the following holidays .,-each year:
Thanksgiving, C-}ristmas, New Year' s Day.
9. Employees in t~his unit who are employed at Merrithew Memorial
Hospital who are required to work on Thanksgiving, Christmas or
New Year' s Day will be provided a meal in the Hospital Cafeteria
during an assigned shift at no cost to the 'employee.
B. Shift Differential (effective January 1 , 1990)
1 . An employee who works overtime shall receive shift differential in
addition to o)r•:=rtime compensation only when the overtime hours
independently r-::tisfy the requirement for shift differential as
stated above. The shift differential shall be computed on the
employee' s base salary.
2. When a s1hi ft er<nl oyee works on a recognized holiday, the employee
shall be' entiti=d to holiday pay and shift differential to be com-
puted on the employee' s base salary.
3. An employee in the Hospital Nursing Service who works an "evening
shift" in which: the employee works four (4) or more hours after
5:00 p.m. shall receive a shift differential of seven and one-
half percent (7-1/2q) of the employee' s base pay.
Split shifts in the Hospital Nursing Service with more than
1-1/2 hours bet,:,een the two portions of the shift shall also
72
qualify for the seven and one-half percent (7-1/2%) hourly
differential .
An employee in the Hospital Nursing Service who works a "night
shift" in which the employee works four (4) or more hours before
8:00 a.m. shall receive a shift differential of ten percent (10%)
of the employee' s base pay.
C. Stat Call . A ten (10) percent base pay salary differential shall be
paid for those shifts on which employees in this and/or other Local #1
bargaining units are specifically assigned by the administration to
respond to emergency "stat-calls" if said employees do not qualify for
other hazard assignment differential . A five (5) percent base pay
salary differential shall be paid for those shifts in which 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 further understood that acceptance of the assignment to
":stat-calls" for those employees hired prior to April 1 , 1979 shall be
voluntary, provided, however, if insufficient employees volunteer for
the "stat-calls" assignment or additional employees are required on a
particular shift, nursing administration shall select employees under
their supervision judged to be qualified to- handle such assignments
because of prior experience and training. All Hospital Attendants,
Psychiatric Technicians and Licensed Vocational Nurses hired on April
1 , 1979 or thereafter will be advised that they may be required to
handle' "stat-calls" and if- required - wi11' receive training for such
assignments . It is the intention of administration to assign
employees to "stat-calls" on a continuing volunteer basis. Employees
may request that they be removed from the "stat-calls" assignment by
submitting a request in writing stating the reasons for such request.
The administration may remove employees from the "stat-calls" assign-
ment where it is demonstrated they are no longer capable of handling
such assignments.
D. Professional - Standards Committee. The County recognizes the con-
tinuation of an advisory Professional Standards Committee comprised of .
Licensed Vocational Nurses, Psyciatric Technicians and Hospital
Attendants employed in the Health Services Department. Such a commit-
tee shall develop and communicate recommendations only to the
Associate Hospital Executive Director-Patient Care and Hospital
Administration. The Professional Standards Committee shall schedule
one (1 ) regular meeting at a mutually agreeable time and place during
the day shift working hours and the Health Services Department agrees
to release a total of six (6) employees; three (3) Licensed Vocational
- '`,Nurses, one (1 ) Surgical Technician and one (1 ) Psyciatric Technician
and one (1 ) Hospital Attendant for a period not to exceed two (2)
hours excluding travel time for any one member to attend such meeting.
Such Committee members and their alternates shall be selected .by Local
No. 1 . Numerical membership on the Professional Standards Committee
shall be such so as to preclude disruption of work activities of any
73
particular work area and shall include at least one representative
from the outpatient clinics. Upon two (2) weeks notice, the Committee
may request, with approval of the Hospital Executive Director, that
other personnel attend the monthly meetings, provided that such per-
sonnel are furnished with the reasons they have been invited and a
written agenda for the meeting they have been asked to attend.
E. Detention Facilit . Licensed Vocational Nurses and Psychiatric
Technicians assigned to work in the detention facility shall receive
in addition to their base pay a differential of 5% of base pay as pre-
mium compensation for this assignment.
. F. Weekend Differential . Hospital Nursing Services employees shall
receive a weekend shift bonus of $5.00 per shift for each weekend
shift worked which: 1 ) falls on weekends for which the employee is not
scheduled to work in their normal work schedule; 2) falls between the
beginning of the night—shift on Friday and the end of the evening
shift on Sunday; 3) is worked for the full duration of the shift; and
4) is not the result of a trade. The employee is to note such
qualifying shifts on his/her time sheets in order to receive this
compensation.
G. Hospital Schedules. The Health Services Department shall continue to
schedule Licensed Vocational Nurses, Psychiatric Technicians and
Hospital Attendants with every other weekend off.
The HealthServices Department and the Union will meet and confer
'the the implementation of the terminaton of the current shift
rotation system at the hospital to be effective July 1 , 1990.
H. Permanent - Intermittent Differential . Permanent intermittent Licensed
Vocational Nurses and Psychiatric Technicians shall be paid a dif-
ferential of seven and one-half (7-1/2) percent of their base pay.
I . O.R. On-Call . A Surgical Technologist assigned to on-call for the
Operating Room or Post Anesthesia Recovery shall be paid one (1 ) hour
of straight time pay for each two (2) hours on-call . A Surgical
Technologist who is in on-call status for the Operating Room and is
called back to duty shall be paid for the actual time spent plus one
(1 ) hour, but not less than three (3) hours total for each call-back.
Effective January 1 , 1990 on-call pay will not be paid for call-back
i
time.
J. Conti uous Shifts. At the County' s request, if an employee in this
unit works on all or parts of two contiguous shifts (more than eight
(8) continuous hours) which is outside the employees regular work
schedule and the first eight (8) hours fall on one day and the addi-
tional hours fall on the following day, the employee shall be paid a
differential of one-half (1/2) the employees base salary rate in addi-
tion to the employees base salary rate for the hours worked in excess
of eight (8) hours.
74
Employees in this unit working at the Merrithew Memorial Hospital who,
at the County' s request work two contiguous shifts (sixteen (16) con-
tinuous hours) shall be provided a meal in the hospital cafeteria at
no cost to the employee
Employees in the Hospital Nursing Service who work a double shift
shall receive $25 .00 in addition to all other compensation for each
double shift worked. Employees who work from the beginning of their
regularly scheduled shift to the conclusion of the next scheduled
shift will be considered to have worked a double shift. If the second
shift is not completed, the premium will be prorated. If the total
hours worked, excluding lunch breaks, exceed sixteen hours, additional
prorated premium will be paid.
K. Continuing Education. Each regular . full-time Licensed Vocational
Nurse and Psychiatric Technician with one or more years of County ser-
vice shall be entitled to five (5) days leave with pay each year to
attend accredited continuing education courses, institutions,
workshops, or classes. Full time Surgical Technicians will be
entitled to twelve (12) hours per year for the same purpose. Written
requests for such leave must be submitted in advance and may be
approved by the appropriate supervisor only in the event such leave
does not interfere with staffing. The leave is accumulated from year-
to-year if; 1 ) it is applied for and denied, 2) itis applied for
this year for a course next year, and 3) if it is applied for to anti-
cipate taking a specific course of more than five days duration. The
maximum leave available 'in' any fiscal year may not exceed twice what
may be accrued in any one fiscal year. The leave hereinabove defined
shall not apply to those courses or programs the nurse is required by
the County to attend.
A Licensed Vocational Nurse or Psychiatric Technician assigned to the
night shift who attends a continuing education course of eight (8)
hours duration outside his/her scheduled worktime, may receive educa-
tional leave pay for the actual course time and may be excused from
the , night shift immediately preceding or following the course
attended.
Permanent part-time employees shall receive prorated CE leave in the
same ratio of their position hours to full time.
L. Char ems- Pay. A fully certified Licensed Vocational Nurse or
Psychiatric Technician who, at the Countys' request, 'is placed in
"charge" of a ward for an eight (8) hour shift shall receive an addi-
tional five dollars ($5.00) per shift.
M. Hos ital Call-In Procedures. The following procedures shall apply to
employees in the class of Licensed Vocational Nurse, Psychiatric
Technician and Hospital Attendant employed at Merrithew Memorial
Hospital who become ill prior to a scheduled work shift and supercedes
Section 14.4 of this Memorandum of Understanding.
75
1 . Employees are required to notify the Nursing Office at least two
(2) hours prior to the commencement of the evening or night shift
or one (1 ) hour prior to the day shift if they are calling in sick
or requesting unplanned time off. Notification shall include the
reasons and possible duration of the absence. The Nursing Office
Supervisor on duty may allow less notice if circumstances justify
doing so but in no case will less than 30 minutes advance notice
be considered adequate.
2. Employees returning from sick leave or emergency leave of any kind
must give two (2) hours prior notice unless it was clearly
understood at the outset of the leave when the employee planned to
return.
3. Employees calling in sick, asking for emergency time off or
calling in to say they will be late, must call the Nursing Office
directly and not their ward area to advise of their intentions.
4. Employees who do not give the Nursing Office the required notice
of their intent not to come to work as scheduled shall be coded as
absent without pay for payroll purposes unless they provide a
reason which is satisfactory to the Nursing Office. Infrequent
absences with justification shall normally later be charged to
sick leave.
Hospital Nursing Service or Ambulatory Care Nursing Service employees
who are called in to work a shift for which they are not scheduled
after that shift has begun shall receive payment for actual time
worked plus one (1 ) hour and shall be paid a minimum of 2 hours pay.
N. Vacation
The following vacation accruals shall be effective October 1 , 1981 for
employees in the Attendant LVN-Aide Unit and other accruals listed in
Section 13.2 shall not apply.
Monthly Maximum
Accrual Cumulative
Len th- of Service Hours Hours
Under 15 years 10 240
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
Vacation for employees in the Hospital and Clinic Divisions Hospital
Nursing Service (including the Detention Facilities) and Ambulatory
Care Nursing Services shall be scheduled on an annual cycle, April. 1
through March 30.
76
Employees must submit their written vacation request by February lst
of each year. The hospital will post a schedule of vacations by March
1st of each year.
Only one employee per classification from each worksite and shift may
receive vacation at the same time. In case of conflict, the employee
with the greater length of service in their classification will
receive the requested vacation time. Less senior employees will be
given the opportunity to request a different' time before the annual
schedule is posted.
Vacation requests submitted after March lst shall be considered on a
first come basis and shall be subject to staffing availability.
An employee voluntarily changing worksite or shift after March lst
must resubmit a vacation request for consideration on a first come
basis.
Vacations which include major holidays, Thanksgiving, Christmas and
New Year' s Day shall be rotated amongst staff rather than determined
by seniority.
0. Ap2ointment Salmi. The County may hire new employees into classes in
this bargaining unit at any step of the salary range for the par-
ticular class . Consideration shall be given to the qualifications of
the appointee relative to current incumbents. The County shall advise
the Union of any appointments made at a salary level higher than that
of an i"ncumbent"'with equal qualifications.
P. Low Census. Unanticipated declines in hospital patient census may
result in the need to temporarily reduce staffing hours for periods of
time not requiring formal layoff procedures. When this occurs, the
Hospital Nursing Service shall use a variety of procedures to call off
and reassign staff. Those procedures will generally emphasize the
call off of volunteers first, and the retention of 'permanent
employees.
Employees may voluntarily request accrued time off by calling the
Staffing Office and asking to be placed on a standing "Absent Day"
list to be used for voluntary call offs in future low census days.
The Staffing Office will seek voluntary call offs on a shift-to-shift
basis.
Employees will be floated to available assignments in other units for,
which they are oriented or otherwise qualified.
If necessary, as assessed on a daily basis, employees will be required
to take Involuntary Call Off days on an equitable rotation. Order of
Involuntary Call Off will normally be Registry, Temporary, Permanent
Intermittent, Permanent Part Time and Permanent Full Time. The maxi-
mum number of Involuntary Call Off days per permanent employee will
77
not exceed one shift per month or three (3) shifts per year.
Permanent employees will be offered the option of using vacation or
holiday accruals if the employee has the accruals available.
Otherwise, the employee will be placed on AWOP.
LT, Overtime or Registry Nurses will not be assigned to work on units
for which an employee who is on Involuntary Cal l Off day is qualified
to work. Involuntary Call Offs will be reasonably distributed among
the various nursing classifications consistent with the staffing pat-
terns for patient census and acuity needs.
Employees will be notified a minimum of two hours in advance of each
shift for which an Involuntary Call Off day is assigned. In the event
such notice is not given, the affected employee will receive a minimum
of 2 hours work at the employee' s regular rate. Should the hospital
make such a documented attempt to notify the employee of a can-
cellation of shift, but be unsuccessful in doing so, this pay provi-
sion will not apply. It is the responsibility of the employee to
maintain a current telephone number with the Staffing Office. Failure
to do so relieves the Hospital of the notification and pay
obligations.
The same procedures will be used in the event of reduced patient
visits in the Ambulatory Care Nursing Service. They will be appli-
cable within the three discrete components of that service: 1 )
Richmond Health Center; 2) Martinez and Concord Clinics; and 3)
Pittsburg and Brentwood Health Centers.
These procedures will apply in the hospital when the patient census
falls below 120. This provision shall remain in effect for the dura-
tion of this Memorandum of Understanding.
55 .3 Buildinq Trades Unit. ,
A. The County shall continue to supply employees in the Building Trades
Unit with specific tools which shall be maintained and secured on
County premises. No tools other than those supplied by the County may
be used except upon prior authorization of the County.
B. The County shall pay each employee in the Building Trades Unit a reim-
bursement of twenty dollars ($20.00) per month, such to defray the
cost of supplying and cleaning clothing worn in the performance of
regular duties.
C. Employees in the unit assigned to work in the County Detention
Facility shall receive in addition to their base pay a differential of
five (5) percent of base pay as premium compensation for this assign-
ment.
55 .4 De2uty Public Defenders Unit
A. The Professional Advisory Committee shall be continued. Said commit-
tee shall be composed of not more than two employee representatives
78
appointed by the .Public Defenders Unit of Local No. 1 and two depart-
ment representatives and shall meet at the mutual convenience of the
parties once every two (2) months.
B. In lieu of the overtime provisions and the compensatory time off pro-
visions of this Memorandum of Understanding, the Deputy Public
Defenders shall .be entitled to the following:
1 . On January 1 of each year employees in the classes of Deputy
Public Defender I , II , III , and IV will be credited with five (5)
days of paid personal leave to recognize with unavailability of
overtime payments and compensatory time off for Deputy Public
Defenders. Said five (5) days must be used during the calendar
year in which credited and may not be carried forward. This paid
personal leave is separate from paid vacation and will be
accounted for accordingly. Upon separation from County service,
there shall be no payoff for unused personal leave credits.
2. On July 1 of each year employees in the classes of Deputy Public
Defender I , II , III and IV will earn compensatory time off on the
basis of one (1 ) hour of compensatory time off for each hour of
overtime worked to a maximum of forty (40) hours. With respect to
earned compensatory time off on the basis of one (1 ) hour of com-
pensatory time off for each hour of overtime worked to a maximum
of forty (40) hours, the Public Defender will administer the
program as follows:
Compensatory time off earned for overtime worked between July lst
and November 30th will be credited in a single lump sum, up to
forty (40) hours on December 1st and the use of this compensatory
time off shall be taken between the period December lst and the
following November 30th. Employees on leave of.absence during the
period July 1st and November 30th, will be delayed in receiving
their compensatory time off credit one month for each month on
leave of absence.
Paid personal leave credits and usage are not affected by the
above.
C. The Public Defender' s Office agrees to continue the current leave
policy for Deputy Public Defenders.
D. The Public Defender's Department agrees to continue the current
Miranda Watch provisions that provide for one day of compensatory time
for each week of Miranda Watch as set forth in the agreement between
the County and the Union dated February 19, 1980.
E. The County shall reimburse each Deputy Public Defender up to a maximum
of $500.00 each fiscal year for the following types of expenses:
1 . Bar membershp dues
2. Membership dues in legal , professional associations
79
4
3. Purchase of legal publications
4. Training and travel costs for educational courses related to the
duties of a Deputy Public Defender
Any unused accrual may be carried forward to the next fiscal year up
to $1000.00. The Training Reimbursement provision contained in
Section 26 of this Memorandum of Understanding shall not apply to
employees in the Deputy Public .Defenders. Unit.
F. The current vacation schedule listed below shall be maintained for
Deputy Public Defenders' Grades I, II , III , IV.
Monthly Maximum
Accrual Cumulative
Length- of Service Hours Hours
Under 15 years T0— 240
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
G. Effective November 1 , 1984, Agency Shop provisions, as cited in
Section 2.2 of the Memorandum of Understanding between Local No. 1 and
the County become operative.
55 .5 Engineering Unit.
A. The Public Works Department will continue a one-half (1/2) hour lunch
period for all employees in the classification of Junior Drafter and
Senior Drafter. Management will determine the time of the lunch
period and the starting and quitting times for each employee. Crucial
to the continuance of the one-half (1/2) hour lunch period will be the
impact on service to the public.
The existing system of one-half (1/2) hour lunch periods in the
Assessor' s Department will be continued.
B. Employees in the classifications of Grading Technicians and Senior
Grading Technicians shall be 'reimbursed for the actual cost of
raingear up to a maximum of Thirty-Five Dollars ($35.00)
C. The Public Works Department and the Assessors Office shall continue a
flexible forty (40) hour work week for Junior Drafter and Senior
Drafter.
55 .6 General Services and Maintenance Unit. l
A. General : All existing departments safety awards shall continue for
the duration of this Memorandum of Understanding.
B. Field Personnel .
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1 . The County will provide coveralls or overalls to each employee
assigned to the paint crew and bridge crew in the Public Works
Maintenance Division of the Public Works Department and will
launder such clothing on a regular basis. The employees will be
required to select either coveralls or overalls; this choice shall
be considered a permanent selection. Coveralls shall be provided
for the employee assigned to and operating the gradeall .
2. The Safety Committee of the Public Works Department, as previously
referenced in a Departmental Memorandum of Understanding, shall
continue for the duration of this agreement.
3. The employee designated as the Primary Operator of the Gradall ,
Spider Crawling Backhoe, or Idaho Norland Paint Striper (effective
8/1/89) shall receive a 2-1/2% differential on base pay for each
calendar month during the term of this M.O.U.
Only one person at any one time will be designated as the Primary
Operator of the Gradall , Spider Crawling Backhoe, or Idaho Norland
Paint Striper, and only that individual will receive the aforemen-
tioned differential . Other employees temporarily assigned to
operate these pieces of equipment will not receive the differen-
tial .
4. Laborers participating in the Public Works Department Equipment
Operator I training program and who are employed as Laborers prior
to July 1 , 1977 will be paid mileage allowance in accordance with
the existing County policy such miles driven -each day which exceed
by ten (10) miles the miles driven between their residence and the
location they worked immediately prior to entering said training
program. It is understood that this agreement was made to take
into account the very specialized nature of the aforementioned
training , program and should not in any way be considered as
setting a precedent with regards to the County mileage policy.
5. The Public Works Department agrees to offer Defensive Driver
Training to employees on road maintenance crews.
6. The General Services Department will meet and confer with the
Union if it intends to increase the work test crews beyond nine
(9) members.
7. On a trial basis for the employees in the General Services and
Maintenance Unit, and at the sole discretion of the Personnel
Director upon written request stating the reasons for such
request, the Union may appoint an individual to observe instruc-
tions given an oral board by the appointing authority on his/her
own time.
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C. Sho2'Personnel .
1 . Effective' January 1 , 1990 the County will pay Equipment Mechanics
a "tool allowance" of one hundred dollars ($100.00) per year.
2. Employees in the classes of Equipment Mechanic, Combination
Welder, Apprentice Mechanic, Equipment Services Worker and Garage
Attendant will have the choice of the County providing coveralls
or pants and shirt. The employees will be required to select
either coveralls or pants and shirt; this choice shall be con-
sidered a permanent selection.
3. Employees referenced in C. (2) above shall be provided with addi-
tional uniforms so as to enable the employee to have a clean uni-
form each day.
D. Building-Maintenance & Miscellaneous Em_ 1p ogees
1 . Union Stewards in the Building Maintenance Division shall be
relieved from their assigned work duties by their supervisors
within twenty-four (24) hours (excluding Saturdays, Sundays, and
holidays) upon receipt of a request by an employee in that divi-
sion to investigate and/or process a grievance initiated by said
employee.
2. The Building Maintenance Division of the General Services
Department will continue the seven day per week maintenance
coverage of County facilities by Operat.ing Engineers.
3. Custodians in the Probation Department specifically assigned
responsbility in writing for providing work training to assigned
juveniles shall receive in addition to their base pay a differen-
tial of five (5) percent of base pay as premium compensation for
this additional responsibility. Such differential to be computed
on the basis of hours actually spent in directing juveniles in
work training.
4. The vacation scheduling procedure for Custodians I and II in the
Buildings and Grounds Division of the General Services' Department
shall be as follows:
All employees, in order of seniority, with the Buildings and
Grounds Division of the General Services Department shall be
afforded the opportunity to indicate their preference of vacation
dates for their vacation entitlement by area. If an employee
-,-.-:.,wishes
_ wishes to split his/her vacation entitlement and schedule a por-
tion of his/her vacation at another time, he/ she shall be
I
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v
afforded a second opportunity to exercise his/her seniority in
scheduling each second choice after all other employee' s vacations
have been scheduled.
For example: If an employee has a vacation entitlement of four
4 weeks and wishes to take two (2) of those weeks in . July,
his/her preference for the specific dates in July would be
reviewed by the department in accordance with his/her seniority.
Once the first choice of vacation dates for this employee and all
other employees have been reviewed by the department and scheduled
by area in accordance with seniority, the employee may indicate
his/her preference of vacation dates for the remaining two (2)
weeks of his/her vacation entitlement which again will be reviewed
and scheduled by area by the department in accordance with his/her
schedule.
5. Cooks, Lead Cooks and Operating Engineers assigned to the County' s
Main Detention Facility or the Marsh Creek Detention Facility
effective June 1 , 1988, shall receive in addition to their base
pay, a differential of five (5) percent of base pay as premium
compensation for this assignment.
4. The vacation scheduling procedure for Custodians I and II in the
Buildings and Grounds Division of the General Services Department
shall be as follows:
All employees, in order of seniority, with the Buildings and
Grounds Division of the General Services- Department shall be
afforded the opportunity to indicate their preference of vacation
dates for their vacation entitlement by area. If an employee
wishes to split his/her vacation entitlement and schedule a por-
tion of his/her vacation at another time, he/ she shall be
afforded a second opportunity to exercise his/her seniority in
scheduling each second choice after all other employee' s vacations
have been scheduled.
For- exam le: If an employee has a vacation entitlement of four
T4 weeks and wishes to take two (2) of those weeks in July,
his/her preference for the specific, dates in . July would be
reviewed by the department in accordance with his/her seniority.
Once the first choice of vacation dates for this employee and all
other employees have been reviewed by the department and ,scheduled
by area in accordance with seniority, the employee may indicate
his/her preference of vacation dates for the remaining two (2)
weeks of his/her vacation entitlement which again will be reviewed
and scheduled by area by the department in accordance with his/her
schedule.
5. Cooks, Lead Cooks and Operating Engineers assigned to the County' s
Main Detention Facility or the Marsh Creek Detention Facility
effective June 1 , 1988, shall receive in addition to their base ,
pay, a differential of five (5) percent of base pay as premium
compensation for this assignment.
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4
6. Custodians assigned to the County' s Main Detention Facility or
Marsh Creek Detention Facility effective June 1 , 1988 and who are
required to work in inmate modules shall receive in addition to
their base pay a differential of five- (5) percent of base pay as
premium compensation for this assignment.
7. The Building Maintenance Division of the General Services
Department shall continue the safety committee of no less than two
(2) employees selected by Contra Costa County Employees
Association, Local No. 1 in the classes of Window Washer and Lead
Window Washer to discuss various safety problems: This committee
shall meet not less than once every three (3) months nor more than
once a month upon request of the employees.
8. Effective January 1 , 1990 Operating Engineers shall receive a work
clothing allowance of twenty dollars ($20.00) per month.
E. Communications.
1 . Communications Technicians, Senior Communication Technicians and
Electronic Technicians shall receive five (5) percent hazard pay
for each month in which they are assigned to climb high towers.
2. The Communications Division Safety Committee shall be continued.
Said Committee shall consist of two Communications Division
employees selected by the Union.
-
Said'-Committee' shall meet quarterly with-'the Communications Services
Manager. and the Departmental Safety Coordinator. Said meetings
shall not exceed one hour in duration except by mutual agreement of
the parties.
F. Sheriff' s Personnel .
1 . The County shall continue to pay twenty-five dollars ($25.00) per
month uniform allowance for employees in the Sheriff' s Department
who are required to wear a uniform in the performance of their
duty in the following classifications: Sheriff' s Services
Assistant I , Sheriff' s Services Assistant II and Storekeeper.
2. On a trial basis of six (6) months following the execution of this
Memorandum of Understanding employees shall be given copies of any
incident report forwarded from their supervisor to the next level
in any department file. During this same period of time the
corrective counselling system will continue to apply to employees
in the communiciations and Sheriff' s Personnel sections of the
Field Services and Maintenance Unit. Upon request an employee may
have a representative present during a corrective counselling
session. At the end of this six (6) month trial period the par-
ties shall meet to discuss their concerns about both matters spe-
cified above.
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G. Building Inspectors.
1 . The Building Inspection Department shall reimburse employees in
the classifications of Building Inspector I, Building Inspector
II , Mechanical Inspector and Electrical Inspector for the actual
cost to purchase raingear and coveralls up to a maximum amount of
twenty dollars ($20.00) plus sales tax for coveralls and thirty-
five dollars ($35 .00) plus sales tax for raingear.
2. Building Inspectors assigned by the Building Inspection Department
to Housing, Mobile Home and Commercial inspections shall receive a
differential of five percent (5%) of base pay. for these assign-
ments. These assignments may be rotated at the discretion of the
Department Head.
H. Central -Service.
1 . Local No. 1 will select a spokesperson who is an employee of the
County Administrator's Office to bring to the attention of and
discuss with the Department Head or his designee at convenient
times any safety problems existing within the department.
2. The County will provide employees in the class of Driver Clerk
"poncho type" rain apparel .
The above does not exclude any other employee from bringing to the
attention of the management of the County Administrator' s office any
safety probT•ems that may' exi-st:
I . Hos ital Workers.
1 . If an employee in this unit, employed at the County Hospital , who
at the County' s request works on all or part of two contiguous
shifts (more than eight (8) continuous hours) which is outside the
employees regular work schedule and the first eight (8) hours fall
on one day and the additional hours fall on the following day, the
employee shall be paid a differential of one-half (1/2) the
employees base salary rate in addition to the employees base
salary rate for the hours worked in excess of eight (8) hours.
2. Employees in this unit working at the Merrithew Memorial Hospital
who at the. County' s request work two contiguous shifts (sixteen
(16) continuous hours) shall be provided a meal in the Hospital
Cafeteria at no cost to the employee.
3. Employees in this unit who are employed at Merrithew Memorial
Hospital and are required to work on Thanksgiving, Christmas or
New Years will be provided a meal in the Hospital Cafeteria at no
cost to the employee. This provision only applies to employees
working on the day the holiday actually falls.
4. Where only one Storeroom Clerk is on duty on a shift at the main
Hospital Storeroom on a given day, and the Storeroom cannot be
85
closed for one-half (1/2) hour to permit that Storeroom Clerk an
unpaid lunch period, the Storeroom Clerk will be scheduled to work
a straight eight (8) hour shift with a paid lunch period.
5. The County shall provide pantsuits as an option to employees in
the classes of Central Supply. Technician, Lead Central Supply
Technician, Institutional Services Aide and Institutional Services
Worker' s who are normally furnished uniforms by the County.
6. The County will provide "poncho type" rain apparel as needed for
employees in the Hospital Central Supply and Environmental Service
who are required to go outdoors while its raining.
J. Library Personnel .
1 . Section 12 of. this Memorandum of Understanding regarding holidays
is modified for all employees in this unit assigned to the Library
to delete the Day after Thanksgiving as a holiday and to add the
Day before Christmas as a holiday. The. Libraries will close at
6:00 p.m. on the day before Thanksgiving.
2. The Driver Clerk permanently assigned to drive the Bookmobile
shall receive in addition to his/her base pay a differential of
five (5) percent of base pay as premium compensation for this
assignment.
3. Employees in this unit assigned to the Library who work Saturday
shall receive a five (5) percent differential for all hours worked
on Saturday. Said five (5) percent differential shall not apply
to any overtime hours worked on Saturday.
4. The Libraries will close at 5:00 p.m. on New Year' s Eve.
Employees in this unit assigned to work at the Library shall
rearrange their work schedules so that they work a full eight (B)
hour shift.
55.7 Health- Services Unit.
A. Public Health Nurses.
1 . The current Public Health. Nurse Professional Standards and
Practices Committee shall continue for the duration of this
Memorandum of Understanding.
2. The Health Services Department agrees to allow Public Health
Nurses to take compensatory time off for educational workshops
attended on weekends on the basis of one hour off for each hour
spent at the workshop, subject to the following limitations:
a. All workshops for which compensatory time will be given must
receive departmental approval prior to the PHN attending the
workshop. Only Board of Registered Nurses accredited work-
shops will receive departmental approval .
86
b. The department will be allowed forty-five (45) working days
following the workshop in which to schedule time off for those
PHN' s who attended. The scheduled time off may be accrued and
does not have to be taken within forty-five (45) days of the
workshop.
C. All time off for weekend workshops will be included in the
maximum of forty-eight (48) hours per PHN which is currently
allowed for attendance at workshops which are held on working
weekdays.
d. Compenstory time off requested and denied in one fiscal year
may be carried forward into the next fiscal year.
3. Approved Continuing Education Leave (C.E. ) time entitlement will
be forty-eight (48) hours per fiscal year for the full time, per-
manent Public Health Nurse. Permanent part-time PHN' s will have
their approved C.E. time entitlement prorated on the basis of the
number of hours they work in relation to the regular forty (40)
hour work week.
C.E. time requested and denied may extend into the next fiscal
year and would be added to the C.E. time entitlement for that
fiscal year.
Exam les•
Full time PHN- (40/40) is credited with forty-eight -(48) hours C.E.
time on July 1 of each year.
Part-time PHN (32/40) is credited with thirty-eight point four
(38.4) hours C.E. time on July 1 of each year.
Part-time PHN (24/40) is credited with twenty-eight point eight
(28.8) hours C.E. time on July 1 of each year.-
Half-time PHN (20/40) is credited with twenty-four (24) C.E. time
or 2 hours per month, on July 1 of each year.
If the hours of a PHN' s position are adjusted upward or downward,
C.E. hours will be similarly adjusted on a pro-rata basis for the
remainder of the fiscal year.
4. A ,permanent part-time PHN will be eligible to use Continuing
Education time on a weekday for which she is not ordinarily sche-
duled to work.
5. The pay differential between the classes of Public Health Nurse
and Registered Nurse existing on 6/30/85 shall be maintained for
the duration of this M.O.U.
6. Public Health Nurses who work in the field shall have a normal
workday commencing 8:00 a.m. through '4:30 p.m. with one-half hour
87
lunch break; provided, however, that on the day or days a Public
Health Nurse is working in a field clinic which remains open after
4:30 p.m. she shall schedule her day to provide an eight (8) hour
workday.
7 . The deep class resolution for Public Health Nurse shall remain in
effect for the duration of this Memorandum of Understanding unless
modified by mutual agreement.
8. Management, at its sole discretion, may determine from time to
time that involuntary reassignments of Public Health Nurses are
required. When such reassignments are to be made between West and
East/Central regions which are to be of less than eight weeks and
more than two weeks, the following procedure should apply.
a. Reassignments between regions shall only be among Public
Health Nurses assigned to the Public Health Nursing "Division"
under the direction of the Director of Public Health Nursing.
b. Volunteers possessing the necessary training or experience
will be sought for reassignment with as much advance notice
and time to consider the assignment as is possible under the
particular circumstances requiring the reassignment.
c. If no Public Health Nurse volunteers, the least senior Public
Health Nurse in the region from which the reassignment is to
be made possessing the necessary training or experience for
the s-pecific -a.ssignment -shall -be reassigned-.- z -- -
d. The anticipated duties and beginning and ending dates of
reassignments, including those of less than two weeks, shall
be stated in writing, as will any extension of the reassign-
ment, if necessary, up to a total of eight weeks. Copies of
the written reassignment and confirmation will be entered into
the employee' s departmental personnel file.
e. Overtime will be assigned to the Public Health Nurse, if the
supervisor determines it .is necessary, to complete current
work prior to the effective date of the reassignment.
f. The Public Health Nurse will be paid mileage for the temporary
reassignment commute according to current Health Services
Department policy.
9. Vacation for Public Health Nurses in Public Health Nursing Service
shall be scheduled on an annual cycle, April 1 through March 30.
- - Employees must submit their written vacation request by February
lst of each year. Public Health Nursing Administration will post
a schedule of vacations by March lst of each year.
a. Only two PHN' s from the East or Central Office and three from
the West Office may receive scheduled absences, including
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vacation, at the same time. The employee with the greater
length of service in their classification will receive the
requested vacation time. Less senior employees will be given
the opportunity to request a different time before the annual
schedule is posted.
b. Vacation requests submitted after March_ lst shall be con-
sidered on a first come basis and shall be subject to staffing
availability, and shall be responded to within 30 days of sub-
mission. Employees may cancel an approved vacation and that
time will be available to other employees on a first come
basis.
c. An approved vacation will not be unilaterally cancelled.
d. An employee voluntarily changing work position or assignment
between regional offices after March lst must resubmit a vaca-
tion request for consideration on a first come basis.
e. Vacations which include major holidays, Thanksgiving,
Christmas and New Year' s Day shall be rotated amongst staff
rather than determined by seniority.
B. Environmental Health Inspectors.
The County shall continue the Professional Standards Committee
comprised of Environmental Health Inspectors selected by Local No. 1
-
---and employed---i-n- t-he Heal th--Servi-ces-.-•Department- who- may; as--a commit-
tee, develop and communicate recommendations to the Director of the
Environmental Health Division of the Health Service Department. The
Professional Standards Committee may schedule only one (1 ) regular
meeting each month during working hours, and the County will release
from duty a maximum of two (2) Environmental Health Inspectors for a
period not to exceed one (1 ) hour for any Environmental Health
Inspectors to attend such meeting. The agenda and minutes of each
meeting shall be forwarded to the Director of the Environmental Health
Division. It is understood that the Professional Standards Committee
is advisory only and the subjects it reviews shall be restricted to
those directly related to Environmental Health Inspector' s practices.
C. Clinical- Laborator Technolo ist.
The Health Services Department shall continue a staggered lunch period
system for the Clinical Laboratory Technologist I & II and Senior
Clinical Laboratory Technologist classifications in order to ensure
uninterrupted lunch periods for these employees.
D. Ph sisal ,-Occu ational and Recreational Thera ist.
1 . The present Professional Standards Committee for this group of
employees will be continued for the duration of the Memorandum of
Understanding.
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2. The present release time for staff development and flex time work
schedule for Therapist in the California Children' s Services
Program will be continued for the duration of this Memorandum of
Understanding. If the County desires to change either of the
above it will offer to meet and confer with the Union before doing
SO.
E. Alcohol Rehabilitation Staff.
There shall be a Alcoholic Rehabilitation Professional Performance
Committee consisting of employees in the Alcoholism Rehabilitation job
series. The purpose of the Committee is to meet to consider and
discuss patient care and professional practice. It may also formulate
advisory recommendations and proposals concerning such matters. The
Committee shall not discuss economic matters, such as wages, hours and
other economic conditions that may be subject to meet and confer. The
Professional Performance Committee may schedule one (1 ) regular
meeting each month during working hours, provided that such meeting
shall not conflict with normal work activities and shall be agreeable
to the Alcoholism Program Chief. The Department will release from
duty no more than three (3) Alcoholism Rehabilitation Workers for a
period not to exceed two (2) hours.
Alcoholism Rehabilition 'Workers released for these meetings shall
promptly report meeting and travel time to the Alcoholism Program
Chief.
The ..-Committee- shall----prepare-- written --mi-nu-tes.. of - ,all- -Professional
Performance Committee meetings; copies of which shall be distributed
to the Committee members, the Assistant Director of Health Services
for Alcoholism Programs and the Alcoholism Program Chief.
F. Mental Health Treatment Specialists.
1 . The Deep Class Resolution for Mental Health Treatment Specialist
shall remain in effect for the duration of this Memorandum of
Understanding unless modified by mutual agreement. The County and
Union will continue to meet and confer on proposed changes to the
deep class including flagged positions, licensure, training needs,
and assignment of positions to salary levels.
2. The interim Professional Review Committee for Mental Health
Treatment Specialists will be continued for the duration of this
Memorandum of Understanding. The County and Union will continue
to discuss the composition of the Committee prior to expiration of
the M.O.U.
3. The Health Services Department agrees to meet and confer with the
Union before contracting out any presently County operated Mental
Health Programs employing Mental Health Treatment Specialists.
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G. Pharma.
1 . The County will grant forty (40) hours/year of continuing educa-
tion leave to licensed Pharmacists who are required by law to
complete such coursework as a condition of renewing their license.
2. Where only one licensed Pharmacist is" on duty at the Main Hospital
Pharmacy on a given day, and the Pharmacy cannot be closed for
one-half (1/2) hour to permit that Pharmacist an unpaid lunch
period, the Pharmacist will be scheduled to work a straight eight
(8) hour shift with a paid lunch period.
H. Cardio-Pulmonar .
1 . The Health Services Department will continue the practice of
staggered lunch periods to permit one-half (1/2) hour unpaid lunch
periods for Respiratory Technicians and Therapists.
2. If the State of California imposes a certification requirement,
the County will meet and confer with the Union about formalizing
continuing education leave for Respiratory Technicians and
Therapists.
3. The County will grant seven and one half (7 1/2) hours/year of
continuing " education leave to Respiratory Technicians and
Respiratory Therapists who are required by law to complete such
coursework as a condition of renewing their State Respiratory CAUP
Practitioner"-Certi fi"cater _ .
I . Dietitians.
1 . Employees in a classification requiring possession of a Registered
Dietitian' s Certification shall be granted fifteen (15) hours/year
of continuing education time off to complete the required
training.
l
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J. The following vacation accruals shall be effective October 1 , 1981 for
employees in the Health Services Unit and other accruals listed in
Section 13.2 shall not apply.
Monthly Maximum
Accrual Cumulative
Len th of Service Hours Hours
Under 15 years 10 240 .
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
K. Employees in this unit who are employed at the Merrithew Memorial
Hospital and are required to work on• Thanksgiving, Christmas or New
Years will be provided a meal in the Hospital Cafeteria at no cost to
the employee. This provision only applies to employees working on the
day the holiday actually falls.
L. The County may hire new employees into classes in this bargaining unit
at any step of the salary range for the particular class.
Consideration shall be given to the qualifications of the appointee
relative to current incumbents and shall advise the Union of any
appointments made at a salary level higher than an incumbent with
equal qualifications.
M. If the Health Services Department determines that scheduled work days
which include a paid lunch period (typically 8 hour days) are incon-
sistent with operational needs they may be rescheduled to include an
unpaid lunch period with 30 days notice.
55.8 Investi ate iveeUUnit.
A. The Side Letters of Agreement between the Data Processing Division of
the County Administrator' s Office and Local No. 1 relative to
shift/vacation bidding and the overtime signup system shall be con-
tinued for the duration of the Memorandum of Understanding, provided,
however, that should management desire to change same, they will meet
and confer before implementing a change.
B. The deep class resolution for Collection Services Officer shall remain
in effect for the duration of this Memorandum of Understanding unless
modified by mutual agreement.
C. The Office of the Public Defender will continue the . current --policy
regarding the use of County cars by Public Defender Investigators.
92
D. The following vacation accruals shall be effective for employees in
the Investigative Unit and other accruals listed in Section 13.2 shall
not apply.
Monthly Maximum
Accrual Cumulative
Len th-of-Service Hours Hours
Under 15 years 10 240
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
55 .9 Ltal - and Court Clerk Unit.
A. The Clerk-Recorder' s Department will continue a one-half (1/2) hour
lunch period for employees in the class of Legal Clerk. Said one-half
(1/2) hour lunch period shall be optional with the employees. If
insufficient personnel adopt the one-half (1/2) hour lunch period so,
as to make its implementation impractical , this section will not be
binding on the Department.
The time of the lunch period and the quitting times for each employee
shall. be determined with the mutual agreement of the department and
the employees. This altered work schedule may be discontinued at the
- mutual agreement of the de-partment and .-the employees. -Crucial- -to the
continuance of the one-half (1/2) hour lunch period will be the impact
on service to the public.
B. The Clerk-Recorder' s Office agrees to reactivate the Joint
Labor-Management Safety Committee.
C. The County Clerk' s Office * willdevelop and provide an orientation/
training program for Legal Clerks on activities they need to know
before being assigned to go into the courtroom to work as Court
Clerks,
D. The County Clerk will continue the current practice of closing the
office to the public at 4 p.m.
E. Effective June 1 , 1988 employees in the classifications of Legal Clerk
and Superior Court Clerk who submit VDT Differential Form AK-6 and who
subsequently are determined to have met the qualifying criteria listed
in Form AK-6 (as authorized by Board Resolution 87/417) shall be eli-
gible to receive a VDT differential of forty dollars-;-($40.00) per
month, effective the first of the following month.
In addition, the County agrees to provide an annual eye examination on
County time at County expense in accordance with the following con-
ditions:
93
1 . Eligible employees in the unit must use video display terminals at
least an average of four hours per day as certified by their
department, or must have qualified for Word Processing or Video
Display Terminal differential .
2. Eligible employees who wish an eye examination under this program
should request At through the County Personnel Department,
Benefits Division, who will arrange for eye examinations and moni-
tor the results on a County-wide basis.
3. Should prescription VDT glasses be prescribed for an employee
following an eye examination, the County agrees to provide one
pair of VDT glasses to the employee in accordance with specifica-
tions required by Vision Services Inc.
55 .10 Lim Unit.
A. Section 12 of this Memorandum of Understanding regarding holidays is
modified for all employees in the classifications of this unit to
delete the day after Thanksgiving as a holiday and to add the Day
before Christmas as a holiday. The libraries will close at 6:00 p.m.
on the day before Thanksgiving.
B. The Libraries will close at 5 :00 p.m. on New Year' s Eve. Employees
shall rearrange their work schedules so that they work a full eight
(8) hour shift.
--It- is--the-posi-tion-of-the--Library--Depar-tment that-enipl-oyees in-classes -
represented in the Library Unit are on their own time during their
lunch period and are not subject to be called back to work during
their lunch period.
D. For those Library employees whose day off occurs on a Friday payday,
the Library Administration will make every attempt to have their
paychecks available at the Regional and Central Library Office prior
to 6:00 p.m. on the Thursday immediately preceding that Friday payday.
Representatives of the affected employees shall submit by 12:00 noon
on that Thursday to the Supervising Clerk in Library Administration a
list of names and work locations of the employees whose day off will
occur on the Friday paydays and who are desirous of picking up their
checks on Thursday.
E. The Library agrees to continue to explore maximizing two days off in a
row for library personnel covered by this, Memorandum of Understanding.
F. County Library personnel shall get a five (5) percent differential for
all scheduled hours worked between 6 p.m-. -and 9 p.m.
G. Employees in the Library Unit, who work 'Saturday shall receive a five
(5) percent differential for all hours worked on such Saturday. Said
five (5) percent differential shall not apply to any overtime hours
worked on Saturday.
9a
H. In the event that Sunday is to become part of the scheduled work week
for Library Unit employees, the County agrees to meet and confer with
the Union regarding those employees who will be assigned to work
Sunday as part of their regularly scheduled work week.
I . The County Library Reassignment Policy shall be as follows:
Definition. A reassignment is the voluntary or involuntary transfer
or movement of an employee from one work site to another An the same
classification.
Reassi nment Criteria. Reassignments are made to facilitate the
Library System' s service function and efficiency. Library
Administration shall make reassignments based on the needs of the
branch/system in relation to public service and will consider the
following employee factors as they relate to these needs: the
employee' s job performance and development, the employee' s subject/age
specialization, the employee' s seniority in the classification within
the department, the distance between the work site and the employee' s
residence, and the assignment preferences of the employee as obtained
by the procedures outlined below.
When circumstances other than seniority appear to Administration to
equally or nearly equally meet the system service needs, then
seniority shall govern.
In no event shall reassignments be utilized for disciplinary purposes.
Procedures for Reassi nment. Any employee may submit a request for
reassignment to Administration at any time. Such requests will be
kept on file for the current fiscal year.
Announcement of vacancies from resignations or promotions shall be
distributed to all geographic work sites for a posting period of five
work days. The announcement shall include: (1 ) Classification and
total hours of position; (2) Work site; (3) Age-level assignments.
During the posting period, the vacancy shall not be filled.
Vacancies occurring from transfers (spin-offs) cannot, in the interest
of time, always be posted; but when such spin-off transfers can be
anticipated, Library Administration will notify appropriate employees
so that requests for voluntary reassignment from interested employees
can be obtained prior to any reassignment decision.
Before any decisions necessitating involuntary reassignments are made,
Administration will solicit information from employees involved
regarding their career' -development, goals, assignment preferences and
their view of branch needs. This information will generally be
obtained through employee conferences with Regional Librarians,
Age-Level Coordinators, or Assistant County Librarian.
Whenever feasible, an employee who is reassigned will be given two
weeks notice.
95
Any employee who has been reassigned or any employee who has requested
a vacancy and is not reassigned to that position, may request to meet
with Administration to discuss the reasons for the decision.
J. The Librarians assigned to work in the County Detention Facility shall
receive in addition to his/her base pay a differential of five (5)
percent of base pay differential as premium compensation for this
assignment.
K. The Library Practice Advisory Committee shall continue for the dura-
tion of this Memorandum of Understanding.
L. The County Library agrees to continue the present vacation scheduling
policy. Vacations in the Library Department are scheduled by loca-
tion. Preference of vacation shall be given to employees according to
County service at that location, as reasonably as possible. Vacation
requests will be submitted by employees for the twelve month period,
March 1 to February 28. Preference in choices of dates will be given
on the basis of greatest County service of employees submitting vac-
tion requests by March 1 , irrespective of employee organization affi-
li.ation.
The process shall consist of the employee in the branch (or other work
unit assigned), with most County service making his/her first choice
of one continuous block of time, and continuing to the next most
senior employee, until each employee, on this first round, shall . have
been assigned his/her first choice (second or third if more senior
- - employee-(s) also requested t-he- dates)-.- - This - procedure shall-- be
repeated for the second block of time, with the next most senior
employee who requested at least two blocks of time, having first
choice, from the remaining vacanttime slots, and so on, for as many
rounds of assignment as there were blocks of vacation time requested.
Completed vacation schedule will then be posted in the branch or other
work unit. Those employees unable to specify a choice of dates will
turn in a vacation request form with no choices indicated. Subsequent
requests can then be made, in writing, at least two weeks before the
requested vacation time. These requests will be granted on a "first
come, first served," basis.
Employees may cancel or reschedule their granted vacation dates.
These cancellations and requests for rescheduling should be made, in
writing, at least two weeks before the cancelled or rescheduled vaca-
tion time. The rescheduling will be granted or denied according to
same "first come, first served" basis mentioned above.
All cancellations of previously approved vacation dates will be posted
on,16cation Schedule, and be available to other employees on the basis
of seniority rather than "first come, first served." Upon reassign-
ment, employees take their approved, vacation dates with them to their
new location.
M. The Library Department shall make every effort consistent with effi-
cient operations to provide that no employee shall be scheduled to
96
work more than two "after 6:00 p.m." shifts in a calendar week, unless
that employee specifically requests that shift for a specified period
of time.
No employee shall work more than half the Saturday shifts within a
mutually agreed upon period of time (two .or eight week cycles), unless
that employee specifically requests that shift for a specified period
of time.
Thirty-two (32) and twenty (20) hour employees will maintain a four
(4) day work week with two (2) days off in a row. Days off for
thirty-two (32) and twenty (20) hour employees will be Thursday and
Friday or Saturday and Monday, unless employees specifically agree to
a variant days-off schedule. Choice of shift assignments at a work
.site shall be determined by County seniority in class.
However, employees who mutually agree to trade shift assignments at a
given work site may do so, on a temporary or permanent basis,
depending on their mutual agreement.
N. Thirty-two (32) hour employees who voluntarily reduced their hours to
reduce the impact of layoff shall be treated as forty (40) hour
employee' s for purposes of a future layoff pursuant to Section 11 .4 of
this Memorandum of Understanding.
The following vacation accruals shall be effective October 1 , 1981 for employees
in-thelibrary-Unit and -other--accruals-l isted -i-n-Section- 13.2 -shai1 not apply.-
Monthly
pply:Monthly Maximum
Accrual Cumulative
Een2tth of Service Hours Hours
Under 15 years 10 240
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
55 .11 Probation Unit.
A. Pursuant to the Departmental Memorandum of October 28, 1974, the
Probation Department will continue to receive and consider propo-
sals for adjusted hours for employees in the Department subject to
the criteria set forth in the aforementioned memorandum.
- � Individual Deputy Probation Officers currently on a "4/10" schedule
may remain on said schedule for the duration of the Memorandum of
Understanding except when a change to a 5/8 schedule is mutually
agreed upon between the employee and their immediate supervisor.
However, as positions-vacate, the Probation Department reserves the
prerogative to change the assignment to a 5/8 work schedule before
97
refilling it. Nothing herein precludes supervisors from recom-
mending that vacated 4/10 positions be retained.
B. The current reassignment policy for Deputy Probation Officers in
the Probation Department which is attached hereto shall remain in
effect for the duration of this Memorandum of Understanding unless
modified by mutual agreement.
C. It is the policy of the Probation Department that all unit super-
visors hold personal evaluations and. submit a written evaluation to
all Deputy Probation Officers whenever such officers transfer from
their units.
D. The Department Wide Probation Services Advisory Committee shall
continue during the term of this Memorandum of Understanding.
E. The Probation Department will establish separate subcommittees of
the Probation Services Advisory Committee for each of the major
juvenile institutions (Juvenile Hall , Boy' s Ranch, Girls Center,
Pre-Placement) prior to the expiration of this Memorandum of
Understanding on a trial basis. Representation on each such com-
mittee will consist of two (2) Group Counsellors selected by the
Union together with the manager of the facility. The subcommittee
shall meet quarterly at a mutually agreeable time and place,
discuss and resolve issues of mutual concern. The subcommittee may
refer some problems to the department-wide committee for resolu-
tion.
esolu-
tion.
F. Without prejudice to the County' s position on this matter, there
shall be formed a committee consisting of three (3) persons
selected by the . Union and representatives selected by the
appointing authority including a member from the Personnel
Department to study possible legal bars to employees in the
Probation Officer Classifications being in the safety retirement
system including but not limited to age restrictions and insti-
tuting two (2) tiers for participants.
G. Group Counsellors who are designated as Juvenile Hall transpor-
tation officers by the Probation Department shall celebrate
Admission Day, Columbus Day and Lincoln' s Birthday as holidays in
accordance with Section 12.1 'of this memorandum of understanding.
It is understood that, with advance notice, transportation officers.:
may be required to work one or more of these holidays at the holi-
day rate of pay.
H. If Christmas and New Year' s Day fall on a Saturday or a Sunday,
Group Counsellors working in Probation Department twenty-four (24)
hour institutions shall celebrate that Saturday or Sunday as the
holiday. A group Counsellor will be paid the holiday rate of pay
if he/she is required to work a Saturday and/or Sunday Christmas
and/or New Year' s holiday.
98
ATTACHMENT A
t
PROJECT EMPLOYEES
Contra Costa County Employees Association Local No. 1 and the County have met
and conferred in good faith regarding wages, hours and other terms and con-
ditions of employment for employees in project classes which except for the pro-
ject designation would be represented by Local No. 1. For example, Accountant
II is represented by Local No. 1 therefore it has been agreed that Accountant
II-Project will also be represented by Local No. 1.
Other Project classes that are not readily identifiable as properly included in
bargaining units represented by Local No. 1 shall be assigned to bargaining
units in accordance with the provisions of Board of Supervisors Resolution
81/1165 as set forth in Section 2.7 of this Memorandum of Understanding.
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 threfore differs, from other regular classes represented by Local No. 1 in
the following respects :
1. Project employees are not covered by the Merit System;
2. Project employees may be terminated at any time without rega.rd to
the provisions of this Memorandum of Understanding, and without
right of appeal or hearing or recourse to the grievance procedure,
-- -.
specified -herein;-- ._ _ ... _ _ _. __
3. Any provision of this Memorandum of Understanding which pertains to
layoff or seniority are not applicable to project employees.
"ATTACHMENT B
CONTRA COSTA COUNTY BULLETIN NO, : 4
PROBATION DEPARTMENT SECTION: Personnel
REPLACES: Pers. #4, 12/10/87
DIVISION: ADMINISTRATIVE ISSUED: 12/20/87
SUBJECT: Intra-Departmental Transfers (Reassignments)
This bulletin outlines the procedure for requesting and being considered for
voluntary transfer from one position to another comparable vacant position in the
Department and for Department administrative reassignments.
I. VOLUNTARY TRANSFERS
In order to provide for timely filling of vacant positions, the procedure to
apply for consideration of transfer to other comparable positions is as
follows:
1. The employee will submit, through regular administrative channels, an
Intra-Departmental Transfer/Demotion Request (Form P-11) asking to be
considered for vacancies which will occur in the unit, division, or
location into which he/she desires to transfer; this request should list
requests in priority order.
2. This request shall be promptly forwarded to the Department Personnel
Clerk, who will record the request and return an acknowledgement slip to
working 'days from recei f said "re est-.-the employee--withirfive (5)
3. - As vacancies occur in anv unit, division, or location, the Personnel
Clerk will forward those names to the appropriate Division.
4. The Personnel Clerk, when appropriate, will submit a Personnel .Request
for certification of names from the appropriate employment list and
forward them to the Division.
5. Applicants will be contacted, considered and a selection made. The
person selected will have his/her name removed from the transfer list if
his/her request is granted.
"Trades" in assignment between employees may be accomplished within the above
process if no other requests are on file for those positions.
All newly created jobs will be posted by memo in each work .location and
appropriate time given for applicants-to apply for transfer consideration.
All requests for transfer will expire on June 30th of each year. During the
month of June each year, a notice will be sent to all locations listing all
positions by region and classification, reminding staff that transfer requests
will terminate. Requests can be filed at any time and will be valid for the
remainder of the fiscal year. If an employee turns down three (3) separate
offers to be interviewed for transfer during one (1) year (July 1 - June 30) ,
the Department shall not be obligated to contact said employee for the balance
of the year.
ADMINISTRATIVE BULLETIN NO. 4 - Page 2
Deputy Probation Officers accepting a voluntary transfer will be expected to
remain in that assignment for at least one (1) year for the first voluntary
transfer and two (2) years for any voluntary transfers thereafter if the
transfer is within five (5) years of last transfer.
Clerical staff accepting a voluntary transfer will be expected to remain in
the assignment for one year.
The selection will be based on:
1. The Department' s responsibilities to the Courts, clients and the
community.
2. The applicant's suitability for the position, including his/her training
and experience.
3. Length of service in the Department.
II. ADMINISTRATIVE REASSIGNMENTS
Administrative reassignments may be required from time to time to facilitate
Department functions and efficiency. These transfers may be for such purposes
as adjusting workload levels, accommodating changes in funding, filling
assignments with special requirements, etc. _.Vacancies_ resulti..ng ,:from such .. .
changes will be filled by using the voluntary transfer request list until all
suitable volunteer transfers have been accommodated. At that time,
administrative reassignments, based on inverse seniority of those persons
suitable for the assignment; e.g. , the person(s) suitable for the assignment
with the least seniority in the jcb series in the geographic region (East,
Central or West) to be reduced, will be reassigned. An employee reassigned
from one region may "bump" a less senior employee in the next region if the
shift assignment is from East to West or vice versa, thus reducing the
distance an employee may have to travel.
The person(s) reassigned will:
1. Have 30 days notice of the reassignment;
2. Be given special consideration for adjusted hours or flex-time
scheduling.
APPROVED BY:
GERALD S. BUCK
COUNTY PROBATION OFFICER
GSB:ds •
12/20/87
ATTACHMENT C
sEAL o Health Services Department
•;- }; OFFICE OF THE DIRECTOR
jrMRC
Administrative Offices
rt �, 20 Allen Street
V - _ '(j` L7 Martinez,California 94553
x�,• �°' A (415)372-4416
SEP 211987
r,- C6)U COMMA PA COSTA COUNTY
HEALTH SERV10ES PERSONNEL
September 4, 1987
Public Employees Union-Local =1
Attn: Henry Clarke, General Manager
P. 0. Box 222
Martinez, CA 94553
Dear. Mr. Clarke,
This confirms the understandings reached in our recent meetings regarding
weekend/holiday duty for Public Health Nurses. The conditions in this
letter supercede all prior letters and become effective immediately,
except a_s The schedule through December -987-conflicts; .i_� which case,
it will remain in effect.
All PHN's assigned to the Public Health Nursing Division will be scheduled
to.work as primary or backyp nurses for up to five weekends per calendar
year. However, management retains the prerogative to make additional
assignments in cases of emergency, but no nurse shall be required to
work more than five weekends until all nurses have worked five weekends.
A. General Assignment Conditions
The annual schedule shall be made by assigning PHN's byl. reg.ion (East/Central
and West) in alphabetical order beginning where the prior year's
' Cd aSgf. i � crcd, Nr;:ldecthat exception-, sha1.1 bediphabe�1 i i1dr _
to
that order to comply with the criteria listed below in order of,
priority and that PHN's may volunteer for additional assignments ,
regardless of the conditions of this letter.
1 . No PHN will be- scheduled to work consecutive weekends unless_
that PHN volunteers to do so. 1
2a. The four major holidays for scheduling purposes include:
1 ) Thanksgiving and .the following Friday; 2) Saturday and Sunday
following Thanksgiving; 3) Christmas Day and the associated
weekend; and 4) New Year' s Day and the associated weekend.
No nurse shall work more than one of these holidays; in a calendar
year and the department will not schedule a PHN to work a second
such holiday until all PHN' s have worked one since January 1 ; 1986.
2b. he department will not schedule a PHN to work more than one
'three-day weekend in a calendar year.
A_345 5/86 Contra Costa County
n!I it y 1,l a l I,C
September 4, 1987
Page 2
3. The department will endeavor in East/Central .County to assign
one PHN from each office to fill the primary and secondary
assignments for each weekend'.
4. A PHN who is temporarily reassigned between regions will remain
on the weekend schedule forhis/her home region.
5. Monday and Friday holidays shall be assigned to the PHN with
the contiguous weekend assignment. Tuesday, Wednesday, and
Thursday holidays shall be assigned to the PHN assigned to the
following weekend, except for Thanksgiving, which will be
scheduled as in #2 above.
B. Alterations in the annual schedule may be made in the ways listed
below.
1 . If the PHN with the primary assignment is unable. to work, the
backup PHN will assume the primary assignment. The PHN who was
unable to perform his/her assignment will , upon return to work,
assume the next primary assignment of the backup PHN who assumed
the primary assignment.
2. PHN' s may trade assignments provided the trade is approved by
the Director of Public HealthlNursing, or designee, and it is
requested in writing at least °24 hours before the close of business
prior to the affected weekend/holiday. If such a trade of assignments
has been made but one PHN terminates or is unable to perform
-the--assignment -due -to illness--or other 'emergency-acceptable tc
the Director of Public Health Nursing before either. assignment
is worked the original scheduled assignments remain in effect.
If a PHN has already worked the first assignment and the other
PHN is unavailable as above, the remaining assignment will be
filled in the same manner as a vacant assignment (see #5 below) .
3. If a PHN volunteers to take weekend/holiday assignment of another
PHN without giving up a scheduled assignment of his/her own (referred
to as a "one-way trade") , but. has left County employment or is
unable to perform that assignment due to illness or other emergency
acceptable to the Director of( Public Health Nursing, the PHN
originally scheduled shall be:responsible to perform the required
weekend/holiday assignments. A weekend/holiday assignment either worked
by a "volunteer" or reassumed in those circumstances described above will
count towards originally assigned PHN' s five required assignments .
4. A PHN who is assigned to less than five weekends and who "volunteers"
to cover a vacancy in the weekend schedule (either primary or
backup) will have that weekend counted toward the five required
weekend assignments. A PHN who is assigned _to_five or more
weekends may volunteer to cover additional vacant weekends. Any PHN who
assumes an additional assignment in this manner cannot change
his/her mind and "unvolunteer".
5. Vacant assignments in the schedule caused by resignation or leave
of absence will first be filled by volunteers, second by recently
hired PHN's (provided they have satisfactorily completed their
orientation for weekend duty), and third by PHN's who have not
yet been assigned their first` five weekends. The mandatory filling
..:, F:.._. . ,.�,:.:, .. .. t_ •..of -sucks=�vacar�.t-a�s�signments as:we,l:l as.'•add,r-ti"oral -assi"gnments' ;'�.: • -
Will be done utilizing. the regional alpha list, as modified
Uenry Clarke ,
September 4, 1987
. Page 3
to comply with priority criteria.
6. All changes, due to vacancy or illness, to the weekend schedule
will be made by Public Health Nursing management as soon as possible
after they have knowledge of the need for the change, preferably
within .two weeks and five or more days prior to the assignment
date.
7. Following each weekend worked, a PHN may request and will receive
a Tuesday, Wednesday, or Thursday off, on vacation or other available
accrual , excluding sick leave.
C. Additional Criteria for Scheduling of Primary Weekend PPT PHN's effective
September .18, 1987.
1 . The normal schedule for the PPT PHN will be a biweekly schedule
including every Friday a�:d alternating weekends o. Saturday through
Monday.
2. The three-day weekends (including a Monday ,or Friday holiday)
will be equally shared between the two PPT PHN' s. This will
necessitate occasional consecutive weekends. The work schedule
for three-day weekends will be adjusted so that one regular work
day preceeds the three-day weekend.
3. PPT PHN's will participate in the regular scheduling and rotation
of the four major holidays.
_ __PPT_PHN'-s.wi_1-1. -be_.g.iven..the .same._.consi-derati-on for leave -and-
V medical appointments .as is given to other PHN's.
5. PPT PHN' s will not be subject to assignment to mid-week holidays,
except in cases of emergency.
6. PPT PHN' s may trade assignments with the approval of the supervisor
and the understanding that no such trade will be permitted to
obligate payment of overtime.
7. The department and the union will meet to discuss the scheduling
and assignments of the two PPT weekend PHN's four months after
implementation of that new schedule. Further, if implementation
of the PPT weekend scheduling isof successful and it becomes
necessary to discontinue it and Zuce PHN staffing, it is not
the intent of the department that;the two initial incumbents
of the trial positions suffer reduced displacement rights by
having changed their status from PFT to PPT. The department .
will , therefore, restore those two initial PPT incumbents to
PFT status prior to any staffing reductions.
If the above conforms to your understanding of the agreements reached
in the meetings regarding weekend/
,�Aliday' dlrty for PHN's, please sign below.
Web Beadle, Dept. Personnel Officer : Henry arke, General Manager
Wendel Brunner M D. Asst Director PH
.. . •"WB:sf is
f
• i
ATTACIMNT D
Contra
'� Per- nne( Department
rI r Costa Third Floor, Administration Bldg.
} 651.Pine Street
Martinez, California 94553-1292
Count
Y (415) 372.4064
Harry D. Cisterman
Director of Personnel
July 18, 1984
Contra Costa Employees Association,
Local 1
P.O. Box 222
Martinez, CA 94553
Attention: Mr. Henry Clarke
Dear Sirs:
This letter will confirm certain understandings relative to the Memorandum of
Understanding between your Union and Contra Costa County covering the period
July 1, 1983 through June 30, 1985 as follows:
1. Section 4.1 Attendance at Meetings provides that shop
stewards shall be allowed to attend meetings during work
hours..where_ their attendan.ce._ .s. required. for.- settlement of_
grievances. It is recognized that certain departments have
allowed stewards reasonable time during work hours to
investigate an employee's grievance in order to expedite
settlement of said grievance. It is hereby understood that
said practice will continue and that any claimed abuses of
the use of this work time will be reported by the Department
to the Union.
2. Section 20.5 Involuntary Reassignment Procedure provides for
an involuntary reassignment policy for temporary reassign-
meets of less than eight (8) weeks duration. It is hereby
understood that with regards to employees in the General
Services and Maintenance Unit, this procedure will not apply
to the Seal Coat Program assignment, to assignment of
employees to various locations, to operate various equipment
for training purposes and to the assignment of employees to
operate the Gradeall, Vacall, Paint Striper, Bridge Truck and
Hydroflush.
-Ji -
3. Section 22 - Dismissal , Suspension and Demotion contains as a
reason for disciplinary action "sexual harassment It is
hereby understood that said provision applies to all County
employees and will be incorporated in the County's Personnel
Management Regulations.
iPmal
INTERNATIONAL PERSONNEL MANAGEMENT ASSOCIATION MEMBER
-2-
If the foregoing conforms with your understanding, please indicate your accep-
tance in the space provided below.
Dated: t�C
Dated:
Contra Costa County Employees
Association, Local No. 1 Contra Costa County
i
I
ATTACHMENT E
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 the
Deputy Public Defender bargaining unit represented by Contra Costa County
Employees Association, Local No. 1, as listed below.
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 July 1, 1987., the Deputy Public Defender .I salary range shall
be changed to C2 1547. (2470-2593)
B. Effective January 1, 1988 each represented classification shall
receive a general wage .increase as specified below.
% LEVELS SALARY RANGE
Deputy Public Defender IV 6.5 63 C5 2293 (4497-5466)
Deputy Public Defender HI 6.5 63 -05-215-4- .(.3914-47.57_).
Deputy Public Defender II 5.0 49 C5 1949 (3139-3876)
Deputy Public Defender 1 3.0 30 C1 1577 (2672F)
-C. Effective July 1, 1988 each represented classification shall receive a
general wage as specified below.
% LEVELS SALARY RANGE
Deputy Public Defender IV 7.0 68 C5 2361 (4823-5850)
Deputy Public Defender 1II 7.0 68 C5 2222 (4189-5092)
Deputy Public Defender II 7.0 68 C5 2017 (3413-4148)
Deputy Public Defender 1 4.0 39 C1 1616 (2778F)
I1. 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, October,
I - November and December, 1987, computed as follows: Two Payroll
quarter-to-date (July, August and September 10th & 25th payrolls) +
(October, November. and December 10th & 25th payrolls) gross earnings (base
pay minus AWOP) .
2Q-T-D PR'S = Retro Pay Base (RPB)
RPB X % = Lump Sum Payment
Then the Retro Pay Base will be multiplied by the appropriate percent (%)
for employees in each classification to compute the lump sum payment as
itemized below:
i
Lump Sum Payment Schedule
CLASS TIME PERIOD
Deputy Public Defender IV 2QTD PR'S = RPB X 6.5% = Lump Sum Payment
Deputy Public Defender III 2QTD PR'S = RPB X 6.5% = Lump Sum Payment
Deputy Public Defender II . 2QTD PR'S = RPB X 5.0% = Lump Sum Payment
Deputy Public Defender I 2QTD PR'S = RPB X 3.0% = Lump Sum Payment
An additional (2.57.) ; in lieu of a retroactive pay for longevity differential ,
will be computed into the lump sum payment for those Deputy Public Defenders .
with ten or more years of County Service as of July 1, 1987 as listed in
Section IV.
Due to the July 1, 1987 change in the number of steps on the Deputy Public
Defender I salary range, and in lieu of a retroactive pay, the following
employees will receive an additional 5% of the Retro Pay Base added into the
Lump Sum Payment:
Employee # Name
43712 Rebecca. Young
43715 Steven Lewis
43867 Stuart Blumstein
42612 Andrea Trexler
Mary Pryor, Employee #42643, will receive an additional 5% of the 4th Quarter
(Oct.-Nov.-Dec. ) portion of the Retro Pay Base added into the Lump Sum Payment.
The lump sum payment will be added to employees' regular pay and._+.s _subject to
normal tax "withholding and retirement deduction requirements.
III . Wage Formula to Move to Market Equity for Public Defenders
On July 1, 1989 and on July 1st each year thereafter, the County will
provide pay increases in addition to negotiated cost of living salary
adjustments for D.P.D. I, II , III, & IV according to the following formula:
'The average salary at the top step for the top working level attorney in
the Public Defender's Office of the below listed nine (9) agencies
effective June 30 of each year will be computed. Any pay increases in the
other nine (9) agencies' salaries which become effective June 30 or
earlier, but on a retroactive basis, and thus are not actually in effect on
June 30, will not adjust the computed salary average of the nine (9)
agencies for that year. The computed average will be increased by 2.5% for
productivity enhancement. The resulting amount in dollars will be the
salary equity pay target for July 1st that year. The nine (9) agencies
are:
Los Angeles County
San Francisco City and County
State of California
Alameda County
Santa Clara County
Orange County
Sacramento County
Riverside County
"San Bernadino County _.
a
+ V. Temporary Employees Appointed To Permanent Positions In The Public
Defenders' Bargaining Unit
Temporary employees are covered by the Letter of Understanding dated 5-7-87
between Local 1 and the County. Those temporary employees who are
appointed to permanent positions in the same class immediately upon
completion of their temporary appointment shall be placed as permanent
employees at the same step of the salary range they occupied as temporary
employees. This section shall be considered the "mutually agreeable
guidelines" referenced in Section 5.3 of the MOU.
Additionally, such .temporary employees are eligible for a temporary salary
review under Section 6 of the LOU and accumulate a record of straight time
hours worked for purposes of determining when an employee is eligible for a
salary review. When a temporary employee has been appointed to a permanent
position (as- per the above paragraph) , the anniversary date of the
permanent employee shall be set by "counting" the straight time hours
worked since the initial temporary appointment or the last temporary salary
review, whichever date is later, as a portion of the six (6) months
(equivalent to 1040 STHW) or one (1) year (equivalent to 2080 STHW) from
date of permanent appointment required under Sections 5.4A and 5.4E of the
MOU respectively.
VI . The County will continue to honor the 1985-87 MOU provisions addressing
the following terms and conditions of employment.
A) The Professional Advisory Committee;
B) Compensatory Leave;
C) Miranda Watch; and
D) Sabbatical Leave.
E) Miscellaneous Professional Expenses
VII . MOU Section 32: Flexible Staffing
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 County's practice,
as provided for in the Personnel Management Regulations Sections 306e, 502b
and 713, of allowing work performed as a temporary employee in a particular
class to be used as part of the experience needed to meet the minimum
requirements of a class and/or to constitute work performed in that class,
shall continue. If an operating department verifies in writing that an
administrative or clerical error was made in failing to submit the documents
needed to promote an employee on the first of 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.
VIII . The Public Defender agrees to meet with Local 1 and representatives of
the Public Defender Unit Employees to discuss work load standards.
IX. The Public Defenders' Unit will submit a "position paper" to the County
Administrator regarding the use of temporary positions in the Public Defenders'
Office. The "position paper" will be reviewed with the Board of Supervisors.
If the foregoing conforms to your understanding, please indicate your approval
and acceptance below.
Approved & Accepted
Date
Phil Batchelor, Employee Relations
Officer
By:
Contra Costa County Employees H. D. Ci erman, Director of
Association, Local No. 1 Person
ATTACHMENT F
SE L Health Services Department
OFFICE OF THE DIRECTOR
• _ Administrative Offices
20 Allen Street
pt Martinez, California 94553
(415)372-4416
February 26, 1988
Public Employees Union-Local #1
Attention: Henry Clarke,. General Manager
P. 0. Box 222
Martinez, CA 94553
Dear Mr. Clarke,
This letter will confirm the agreement reached concerning the Physical/
Occupational Therapist advanced step appointment rates.
Section 5.3 of the Memorandum of Understanding states, in relevant part,
"the appointing authority may fill a particular position at a step above
the minimum of the range if mutually agreeable guidelines have been developed
in advance." It is hereby agreed that the guidelines illustrated by
Exhibit A reflect implementation of this section and shall remain in full
force and effect unless modified by mutual agreement.
In addition it is hereby agreed that:
A. Equivalency of Education for Experience
1 . Advanced Masters = one -year experience.
2. Certificated Special Training = .5 year experience (only includes
"significant" certificates identified in Exhibit B) .
3. Either must be relevant to the position into which the appointment
is being made, determination of which is sole prerogative.of the
department.
B. Experience Credit -
1 . Requires full-time work for full credit and may be pro-rated if
adequate elaboration is provided by applicant.
2. Determination of relevancy of experience to the position is sole
prerogative of the department.
A-345 5/86 Contra Costa County
Public Employees Union-Local #1
Attn: Henry Clarke
February 26, 1988
Page 2
1
C. Re-evaluation of Incumbents Qualifications
1 . Experience of current incumbents at a lower step than a new appointee
will be evaluated when a new appointment is made, using the same
criteria used to set the new appointee's salary, and incumbents
with the same qualifications will be increased to the same step
as the appointee, amending Section 5.5 of the Memorandum of Understanding.
No incumbent shall be raised to a step higher than that to which
they are qualified.
2. Nothing herein is intended to delay the normal administration of
anniversary dates and merit increments. The anniversary date of
an incumbent whose salary is increased by virtue of this process,
however, will be reset at the first of the month following the
month of the increase, consistent with Section 5.4 of the Memorandum
of Understanding.
3. Salary step placements are guidelines and maximum steps which may
be set unilaterally by the department. The department may hire
at a lower step acceptable to the appointee. The department may
hire at a higher step in accordance with Section 5.3 of the Memorandum
of Understanding with Local- #1 :
If the foregoing conforms to your understanding, please indicate your acceptance
and approval in the appropriate space below.
Sincerely,
Web Beadle
Department Personnel Officer
WB:sf
Approved and accepted:
- Public Employees Union-Local #1
By Date 8
He y Clarke
- Contra Costa County Personnel Department
By i Date
HEALTH SERVICES PROPOSAL
PHYSICAL/OCCUPATIONAL THERAPIST APPOINTMENT RATES
SALARY STEP QUALIFYING EXPERIENCE
1 0 - 2.5 Years Unrelated
0 - 1 Year Related
2 2.5 - 5 Years Unrelated
1 - 2.5 Years Related
3 5+ Years Unrelated
2.5 - 5 Years Related
4 5+ Years Related
Relevant Advanced Masters = One Year of Experience
Relevant Certified Special Training = Six Months of Experience
t
I
2/9/88
EXHIBIT
PHYSICAL/OCCUPATIONAL THERAPIST
RELEVANT CERTIFICATED SPECIAL TRAINING
1 . PNF: Proprioceptive Neuromuscular Facilitation
2. NDT: Neurodevelopmental Training
3. SI: Sensory Integration
4. ASHT: American Society of Hand Therapists
5. APIA: CERTIFICATES OF CLINICAL COMPETENCY: in orthopedics, .pediatrics,
and cardiopulmonary.
6. Other comparable training identified by mutual agreement.
EXHIBIT 6
ATTACHMENT G
AGREEMENT FOR -CHANGES
IN COMMUNICATIONS
TECHNICAL SERVICES STAFF
IN GENERAL SERVICES DEPARTMENT
This is to confirm that the General Services Department and Local
1 have met and agreed to changes within the Communication
Division' s Technical Services section, subject to approval from
Personnel, County Administrator and the Board of Supervisors.
General Services agrees to submit a P-300 to approve four new
classifications; to replace four existing classifications, add
permanent positions to replace long-term temporary positions; and
request the Director of Personnel to reclassify, without exam,
current permanent staff in subject classifications.
Local 1 agrees that when the P-300 becomes effective, the current
on-call pay will change to a weekly flat rate of $175, with a
cost-of-living adjustment (COLA) to be granted with each subse-
quent salary COLA increase; the current 5% climbing pay provision
will be eliminated and employees, who are required to climb
towers, will be paid one hour of straight time on any day in
which they climb; construction tower work will be contracted out;
and County vehicles will no longer be taken home when employees
are on call or overtime.
Approved by representatives from Local 1, General Services, and
Personnel:
(Signa re) Local 1 Title
(Si natu ) General Services Dept. Title
(Signature) Personnel Department Tit
Da
Ell lEll.riClr,1V 1 n
el Department
Contra Personn
Costa Third Floor, Administration Bldg.
651 Pine Street
County
Ity
Martinez, California 94553-1292
(415)646-4064
Harry D. Cisterman
June 3, 1988 Director of Personnel
Mr. Henry Clarke, General Manager-
Contra Costa County Employees Assn. , Local #1
PO Box 222
Martinez CA 94553
Re: Central Library Vacation Policy
Dear Mr, Clarke:
I-.1 good conscience I cannot accept Local #1 's vacation scheduling proposal for
the Central Library because it would result in hardship for non-vacationing
staff, and would seriously damage public service. At the Central Library there
are six desks that need to be covered 11 hours each day by 15.5 public service
FTEs. Simple arithmetic totals 4.25 desk hours/day/FTE. Arithmetic does not
take account of sick leave, vacancies, meetings, double-staffing the Reference
desk during peak times, or the fact that every employee is not qualified to
cover every desk. The worst case scenario could mean 3 staff members missing on
the.same night oy the same Saturday, leaving 3-4 persons.on the evening or 5-6
on a Saturday. This would not be enough, even if staff were able to work eight
desk hours, covering more than on desk simultaneously. Closing the Library
because of scheduled vacations seems irresponsible.
However, I also recognize that each employee earns at least 3 weeks vacation per
year, plus 3 days of floating holiday. This totals more than 52 weeks of earned
time off by Central Library Reference employees, and means that there must be
some vacation overlap. The problem is scheduling this overlap to have minimal
impact on remaining staff and public. When there is overlap, P.I . 's will be
asked to cover the peak hours.
I -propose the following procedure:
1 . Post a list of staff by seniority.
2. Route, in seniority order, a calendar for the year in question. Each person
enters his/her first choice in the appropriate week/days. If there is a
conflict, staff members negotiate directly with each other to resolve the
conf_l;ict. A conflict is defined as two persons overlapping for more than
one week, or two persons from the same Central Unit, (e.g. , Children's
Documents, Periodicals, Reference) overlapping at all .
ipmel
INTERNATIONAL PERSONNEL MANAGEMENT ASSOCIATION MEMBER
- 2 -
3. When the process has been completed, Head of Reference and Head of Central
will review the calendar. Where there are conflicts, as defined above, the
most senior person(s) will be given vacation. The other vacation(s) will be
denied. Head of Reference will recommend to Head of Central the P.I . hours
needed. Head of Central will approve or disapprove, and Head of Reference
will assign P.I . scheduling to staff approved for vacation.
4. When there is overlap, it will be understood that- staff may be assigned to
the public desk 5-6 hours per day. It may not be possible always to staff
the Children' s Desk or to double-staff Reference. Dinner and lunch hours
may need to be changed.
5. The use of P.I . ' s to cover lengthy vacation overlaps is not a practical
solution. If P.I . 's are frequently scheduled to cover vacations, they are
not available for sick leave and vacancies. Also, it is not always possible
to find a P.I . for the times needed. Although staff might survive the
stress of increased desk hours for a day or so, they would have, I believe,
great difficulty with prolonged periods of vacation overlap.
6. Post final approved vacation schedule.
If the foregoing conforms.wi th your .understanding, pl ease_.indi ca,te-_your. accep-
tance and approval in the space provided below.
Approved nd Accepted
Date:
erryarke, General Manager Ernest Siegel , County Librarian
Contra osta County Employees by
Association, Local #1 Bill Hamilton, Chief
Employee Relations Division
Contra Costa County
PC0879.1 CLASS E SALARY LISTING EXHIBIT A
CF05 CODE A
AGRICULTURE AND ANIMAL CONTROL UNIT
CLAS LEVEL SALARY RANGE CLASS TITLE
BAWA . C5-1492 . 2019.00 - 2455.00 AGRICULTURAL BIOLOGIST I
BAVA . C5-1615 2284.00 - 2776.00 AGRICULTURAL BIOLOGIST 11
BATE . C5-1710 . 2511.00 - 3052.00 AGRICULTURAL BIOLOGIST III
BATA . C5-1370 1788 .00 - 2173.00 AGRICULTURAL BIOLOGIST TRAINEE
BJWC . C5-1352 . 1756.00 - 2134.00 ANIMAL CENTER. TECHNICIAN
BJWB . C5-1328 . 1714.00 - 2083.00 ANIMAL CONTROL CENTER ATTENCANT
BJWA . C5-1380 . 1806.00 - 2195.00 E ANIMAL CONTROL OFFICER
BKVA . C5-1459 1954.00 - 2375. 00 ANIMAL HEALTH TECHNICIAN
V4TB . C5-1419 . 1877.00 - 2282.00 LEAD VECTOR CONTROL TECHNICIAN
B9W1 . C1-1264 . FLAT - 1954.00 PEST DETECTION SPECIALIST - PROJECT
BJ TC . C5-1390 . 1824.00 - 2217.00 SENIOR ANIMAL CENTER TECHNICIAN
V4WC . C5-1322 . 1704.00 - 2071.00 VECTOR CONTROL TECHNICIAN
BW7A .. C5-1328 . 1714.00 - 2083.00 'WEIGHTS E MEASURES ' INSPECTOA TRAINE
BWWA C5-1505 . 2046.00 - 2487. 00 WEIGHTS AND MEASURES INSPECTOR I
BWVA . C5-1615 . 2284.00 - 2776.00 WEIGHTS AND MEASURES INSPECTOR II
BWTB C5-1710 o. 2511.00 - 3052.00 WEIGHTS AND MEASURES INSPECTOR III
PCO879*1 CLASS E SALARY LISTING
CF05 CODE 8
ATTENDANT LVN—AIDE UNIT
CLAS LEVEL SALARY RANGE CLASS TITLE
VT7F C5-1324 * 1707-00 — 2075*00 ANESTHESIA TECHNICIAN
V9WA C5-1190 * 1493-00 — 1815-00 DENTAL ASSISTANT
VMWB C5-1138 * 1418-00 — 1723o00 * FAMILY PLANNING AIDE
VKWA C5-1050 o 1298-00 — 1578*00 * HOME HEALTH AIDE I
VKVA C5-1147 o 1430.00 — 1739* 00 * HOME HEALTH AIDE Il
VTWA C5-1221 * 1540-00 — 1872-00 * HOSPITAL ATTENDANT ,
V9TA C5-1283 * 1647-00 — 2002*00 * LEAD DENTAL ASSISTANT
VT70 XB-1453 . 1849.*.00 — 2361-00 * LICENSED VOCATIONAL NURSE I
VT?C XB-1501 - 1940-00 — 2477.00 * LICENSED VOCATIONAL NURSE II
V9WC o C5-1288 - 1647-00 — 2002-00 MORGUE ATTENDANT
VT7E o C5-1288 o 164.7-00 — 2002-00 ORTHOPEDIC TECHNICIAN
VQW3 . XB-1501 - 1940-00 — 2477*00 PSYCHIATRIC TECHNICIAN
VKWB * C5-1147 * 1430-00 — 1739-00 PUBLIC HEALTH AIDE
VMWC . C5-119U - 1493-00 — 1815.00 PUBLIC HEALTH DENTAL ASSISTANT
V49A * C5-1072 * 1327.00 — 1613-00 SANITATION AIDE
VT 78 . XB-1501 - 1940.b0 — 2477.00 SURGICAL TECHNOLOGIST
V5WA . C5-1196 - 1502-00 — 1826.00 THERAPIST AIDE
PC0879.1 CLASS C SALARY LISTING
CF05 CODE E
3UILDING TRADES UNIT
CLAS LEVEL SALARY RANGE CLASS TITLE
FRSA . C5-1568 . 2179.00 - 2648.00 ABATEMENT SPECIALIST
GFWB . .C3-1758 . 2904.00 - 3202.00 CARPENTER
FAHC . C5-1987 . 3312.00 - 4026.00 CHIEF OF ELECTRICAL INSPECTION SER'
FAHD . C5-1987 . 3312.00 - 4026.00 CHIEF OF MECHANICAL INSPECTION SER'
GFWA . C3-1818 . 3084.00 - 3400.00 E ELECTRICIAN
GFTC . C3-1865 . 3232.00 - 3564.00 LEAD CARPENTER
GFTA . C3-1913 . 3391 .00 - 3739. 00 LEAD ELECTRICIAN
GFT8 . C3-1865 . 3232.00 - . 3564. 00 LEAD PAINTER
GFTE . C3-2042 . 3858.00 - 4253. 00 LEAD STEAMFITTER
GFWE . C3-1753 . 2904.00 - 3202.00 PAINTER
GFWF . C3-1813 . 3069.00 - 3383.00 PLUMBER-PIPEFITTER
GFVA . C3-1947 . 3508 .00 - 3868.00 STEAMFITTER
' i
PC0879.1 CLASS £ SALARY LISTING
CF05 CODE F
DEPUTY PUBLIC DEFENDER UNIT
CLAS LEVEL SALARY RANGE CLASS TITLE
25WA . C1-1655 . FLAT - 2889.00 DEPUTY PUBLIC DEFENDER I
25VA . C5-2056 . 3548.00 = 4313.00 DEPUTY PUBLIC' DEFENDER II
25TB - C5-2261 4355.00 - 5294. 00 DEPUTY PUBLIC DEFENDER III
25TA - C5-2400 - 5005.00 - 6083. 00 DEPUTY PUBLIC DEFENDER IV
PC037901 CLASS E SALARY LISTING
CF05 CODE M
ENGINEERING UNIT
CLAS LEVEL SALARY RANGE CLASS TITLE
DYVA . C5-1726 - 2551.00 - 3101.00 ASSISTANT REAL PROPERTY AGENT
DYTA . C5-1922 - 3104.00 - 3773.00 ASSOCIATE REAL PROPERTY AGENT
GFWO . C3-1676 . 2676.00 2950.00 DRAFTING ESTIMATOR
NXWA . C5-1720 - 2536.00 - 3083.00 E GRADING TECHNICIAN
SHWA C5-1306 . 1677.00 - 2038.00 GRAPHICS TECHNICIAN I
5HVA C5-1533 - 2104.00 - 2557-00 GRAPHICS TECHNICIAN II
NPWA C5-1306 - 1677.00 - 2038.00 JUNIOR DRAFTER
DYWA - C5-1441 . 1919.00 - 2333.00 JUNIOR REAL PROPERTY AGENT
DYW1 . C5-1441 . 1919.00 - 2333.00 JUNIOR REAL PROPERTY AGENT - PROJFC
DY73 - XB-1458 . 1859.00 - 2373.00 REAL PROPERTY TECHNICAL ASSISTANT
DYTA . C5-1267 . 1613.00 - 1960-00 REAL PROPERTY TECHNICIAN
NPVA C5-1533 . 2104.00 - 2557.00 SENIOR DRAFTER
NXVA C5-1817 2794.00 - 3397-00 E SENIOR GRADING TECHNICIAN
DYTB . C5-2036 3478.00 - 4228. 00 SENIOR REAL PROPERTY AGENT
NPHB C5-1623 2302.00 - 2798. 00 SUPERVISING `DRAFTER
N4WA C5-1517 2070.00 - 2517.00 TRAFFIC SAFETY INVESTIGATOR
I
PC0879.1 CLASS E SALARY LISTING
CF05 CODE S
GENERAL SERVICES AND MAINTENANCE UNIT
CLAS LEVEL SALARY RANGE CLASS TITLE
9BVB . C5-1597 2243.00 - 2726.00 AIRPORT OPERATIONS SPECIALIST
9BWB . C5-1349 1750.00 2128.00 AIRPORT SERVICES TECHNICIAN I
PM7A . C3-1608 2500.00 - 2756.00 APPRENTICE MECHANIC
9KW6 . C5-1278 1631 .00 - 1982. 00 ASSESSMENT SPECIALIST-PROJECT
91WA . C5-1334 1724.00 - 2096.00 ASSISTANT AUTOMOTIVE PARTS TECHNIC
PSSE . C5- 1667 2405.00 - 2924.00 ASSISTANT PUBLIC WORKS MAINTENANCE
91VB . C5-1473 . 1981 .00 - 2408.00 E AUTOMOTIVE PARTS TECHNICIAN
917A . , C5-1261 . 1603.00 1949.00 AUTOMOTIVE PARTS TECHNICIAN TRAINS
FAWB . C3-1663 . 2641 .00 - 2912.00 E BUILDING INSPECTOR I
FAVD . C3-1843 3162.00 - 3486.00 E BUILDING INSPECTOR II
FRWA . C5-1422 1883.00 - 2289.00 * BUILDING PLAN CHECKER I .
FRVA . C5-1568 2179.00 - 2648.00 * BUILDING PLAN CHECKER II
FR7A . C5-1227 1549.00 - 1883. 00 BUILDING PLAN CHECKER' TRAINEE
IEWA . C5-1318 . 16 97.00 - 2063.00 * CENTRAL SUPPLY TECHNICIAN
PEWD . C5-1374 . 1795.00 - 2182.00 COMMUNICATIONS EQUIPMENT INSTALLER
PEWF . C5-1775 . 2680.00 - 3257.00 COMMUNICATIONS EQUIPMENT TECHNICIA
LJ7X, . C5-1603 . 2256.00 - 2743.00 COMPUTER EQUIPMENT TECHNICIAN
LJWB . C5-1340 . 1735.00 - 2109.00 COMPUTER OPERATOR
LJ7B . C3-1264 . 1773.00 - 1954.00 COMPUTER OPERATOR TRAINEE
1KWA . C3-1326 . 1886.00 - 2079.00 E COOK
1K7A . C5-1200 . 1508.00 - 1833. 00 COOK' S ASSISTANT
GK7B . C3-1021 . 1390.00 - 1533.00 CUSTODIAL SERVICES AIDE
GK7A . C3-1047 . 1427.00 - 1573.00 CUSTODIAN I
GK71 . C3-1047 . 1427.00 - 1573.00 CUSTODIAN I - PROJECT
GKWB . C3-1169 . 1612 .00 - 1777. 00- CUSTODIAN II
LJWC . C5-1340 . 1735.00 - 2109.00 DEPARTMENTAL COMPUTER OPERATOR
64WG . C5-1144 . 1426.00 - 1733.00 DETENTION SERVICES AIDE
64VD . C5-1237 . 1565.00 - 1902.00 DETENTION SERVICES WORKER
9QWA . C5-1360 . 1770.00 - 2151.00 E DRIVER CLERK
9QW1 . C5-1360 . 1770.00 - 2151. 00 E DRIVER CLERK - PROJECT
9XVB . C5-1300 . 1667.00 - 2026.00 DUPLICATING MACHINE OPERATOR
J9SA . C5-1346 . 1745.00 - 2121. 00 ELECTIONS TECHNICIAN
FATA . C5-1913 3076.00 - 3739.00 ELECTRICIAL INSPECTOR
PEWS C5-1638 2337.00 - 2840=00 �'_ECT20".IC EQUIPMENT TZCss:.'':-=-.::,
PMWB . C3-1715 . 2782.00 - 3067.00 E EQUIPMENT MECHANIC
PCO879.1 CLASS ' C SALARY LISTING
CF05 CODE S
GENERAL SERVICES AND MAINTENANCE UNIT
CLAS LEVEL SALARY RANGE CLASS TITLE
PSVA . C3-1509 . 2265.00 - 2497.00 EQUIPMENT OPERATOR I
PSTA . C3-1667 - 2652.00 - 2924. 00 EQUIPMENT OPERATOR II
PMVB . C3-1474 - 2167.00 - •2411.00 EQUIPMENT SERVICE WRITER
PMVA . C3-1474 - 2187.00 - 2411.00 EQUIPMENT SERVICES WORKER
64SG . C5-1529 2095.00 - 2547.00 FINGERPRINT EXAMINER
GM'WA . C5-1474 - 1983.00 - 2411.00 FIRE MAINTENANCE WORKER
PMTS . G3-1613 . 2513.00 - 2770.00 FLEET EQUIPMENT SPECIALIST
6D7A . C5-1487 - 2009.00 - 2442. 00 FORENSIC TECHNOLOGIST
PMWC . C3-1187 . 1641 .00 - 1810. 00 GARAGE ATTENDANT
GPWA - C3-1315 - 1865.00 - 2057. 00 GARDENER
GPVD . C3-1511 - 2269.00 - 2502.00 GROUNDS MAINTENANCE SPECIALIST - IF
GPVE . C3-1511 . 2269.00 2502*00 GROUNDS MAINTENANCE SPECIALIST - PE
GP7A . C3-1194 . 1653.00 - 1822. 00 GROUNDSKEEPER
1KHB . C3-1563 . 2404.00 - 2651.00 HEAD DETENTION COOK
64WF . C5-1251 . 1587.00 - 1929.00 IDENTIFICATION TECHNICIAN I
64VC - C5-1440 1917.00 .- 2330.00 IDENTIFICATION TECHNICIAN II
1KWC . C5-1144 . 1426.00 - 1733.00 * INSTITUTIONAL SERVICES AIDE
1KVB . C7-1237 . 1565 .00 - 1902.00 * INSTITUTIONAL SERVICES WORKER
1KVB . C7-1237 FLAT - 1997.00 * INSTITUTIONAL SERVICES WORKER
1KVB . C7-1237 . FLAT - 2097.00 * INSTITUTIONAL SERVICES WORKER
PSWB - C3-1346 - 1924.00 - 2121.00 LABORER
9BTA . C5-1692 - 2466.00 - 2998.00 LEAD AIRPORT OPERATIONS SPECIALIST
1KTA . C3-1473 - 2184.00 - 2408. 00 LEAD COOK
GKTB . C3-1267 - 1778.00 - 1960.00 LEAD CUSTODIAN
64TB - C5-1335 1726.00 - 2098. 00 LEAD DETENTION SERVICES WORKER
GPTA . C3-1462 . 2161-00 - 2362-00 LEAD GARDENER
9KT4 . C5-1278 - 1631.00 - 1982.00 LEAD 'WEATHERIZATION/HO,ME REFAIR SPE
GKTA . C3-1331 . 1895.00 - 2090.00 LEAD WINDOW WASHER
r
3KWE . C5-1474 - 1983.00 - 2411.00 * LIBRARY EQUIPMENT SPECIALIST
9XWD . C5-1276 .. 1627.00 - 1978. 00 MAILI`JG MACHINE OPERATOR
FATE . C5-1913 . 3076.00 - 3739.00 MECHA;JICAL INSPECTOR
9XWA - C5-1095 - 1358 .00 - 1651.00 * MICROFILM TECHNICIAN I
9XW4 . C5-1095 - 1358.00 - 1651.00 * MICROFILM TECHNICIAN I - PROJECT
9XVA -05-114? 1496,00 18.1900 * "'CR^,�'I:'i TECHNICIIi Y
9XV1 C5-1192 1496.00 - 1819. 00 * MICROFILM TECHNICIAN II - PFOJECT
PCO879 .1 CLASS C SALARY LISTING
CF05 CODE S
GENERAL SERVICES AND MAINTENANCE UNIT
CLAS LEVEL SALARY RANGE CLASS TITLE
9XTA . C5-1291 . 1652.00 - 2008.00 * MICROFILM TECHNICIAN III
9X71 . C5-1291 1652.00 2008.00 * MICROFILM TECHNICIAN III PROJECT
9XWC . C5-1036 . 1280.00 - 1556. 00 OFFICE SERVICES WORKER I
9XVC . C5-1145 . 1428.00 - 1735.00 OFFICE SERVICES WORKER II
GWWA . C5-1504 . 2044.00 - 2484. 00 OPERATING ENGINEER I
GWVS . C3-1626 . 2545.00 - 2806.00 OPERATING ENGINEER II
999C . C5-1001 . 1236.00 - 1503.00 PROCESS SERVER
PSWA . C3-1667 . 2652.00 - 2924.00 E ROAD .MAINTENANCE CARPENTER
PSWD . C3-1509 . 2265.00 2497.00 ROAD MAINTENANCE CARPENTER APPRENTI
64WD . C3-1392 . 2015.00 - 2221.00 SECURITY GUARD
FRTA . C5-1666 . 2403.00 - 2921.00 * SENIOR BUILDING PLAN CHECKER
PETE . C5-1877 . 2967.00 - 3607.00 SENIOR COMMUNICATIONS EQUIPPENT TEC
LJVB . C5-1438 . 1913.00 - 2326.00 SENIOR COMPUTER OPERATOR
LJWD . C5-1438 . 1913.00 2326.00 SENIOR DEPARTMENTAL COMPUTER OPERA?
64SH . C5-1756 . 2629.00 - 3196.00 SENIOR FINGERPRINT EXAMINER
64WQ . C5-1261 . 1603.00 - 1949. 00 SHERIFF'S PROPERTY TECHNICIAN I
64VQ . C5-1460 . 1956.00 - 2377. 00 SHERIFF' S PROPERTY TECHNICIAN II
64WE . C5-1315 . 1692.00 - 2057. 00 SHERIFF' S SERVICES ASSISTANT I
64VB . C5-1440 . 1917.00 - 2330.00 SHERIFF'S SERVICES ASSISTANT II
64WK . C3-1543 . 2343.00 - 2583.00 SHERIFFS DISPATCHER I
64WM . C5-1683 . 2444.00 - 2971.00 SHERIFFS DISPATCHER II
999A . C5-0993 . 1232.00 - 1498. 00 SPECIAL QUALIFICATIONS WORKER
PSTC . C3-1667 2652.00 - 2924.00 SPECIALTY CREW LEADER
91VA . C5-1460 . 1956.00 - 2377.00 STOREKEEPER
91WC . C5-1261 . 1603.00 - 1949.00 STOREROOM CLERK
91W1 . C5-1261 . 1603.00 - 1949.00 STOREROOM CLERK - PROJECT
64HD . C5-1823 . 2811.00 - 3417.00 SUPERVISING SHERIFFS DISPATCHER
PSTB . C3-1553 . 2366.00 - 2609.00 TRAFFIC -SIG-N;-COORDINATOR
GPWC . C5-1511 . 2058.00 - 2502. 00 E VEGETATION' MANAGEMENT TECHNICIAN
65WZ . C5-1233 . 1559.00 - 1895. 00 * VICTIM/WITNESS ASSISTANCE AIDE - PF
65SA . C5-1413 . 1866.00 - 2268. 00 * VICTIM/WITNESS ASSISTANCE PROGRAM
65WA . C5-1282 . 1637.00 - 1990.00 * VICTIM/WITNESS ASSISTANCE kCRKER
P6WA . C3-1549 . 2355.00 - 2596. 00 WATER QUALITY CONTROL OPERATOR I
B 1_ .5 Ai n r1. �r a iIA T..
P6V �. r3_ 64 2594 00 286 .�0.. .ATE,. Q�.+LI Y CONTROL 0%EF i,70 : L :
PbWC C5-1450 1936.00 - 2354.00 WATER . QUALITY OPERATOR-IN-TRAINING
PCO879.1 GLASS E SALARY LISTING
CF05 CODE S
GENERAL SERVICES AND MAINTENANCE UNIT
CLAS LEVEL SALARY RANGE CLASS TITLE
9KW7 . C3-1138 . 1563.00 - 1723.00 WEATHERIZATION/HOME REPAIR SPECIAL
GKWA - C3-1257 . 1760.00 - 1941.00 WINDOW WASHER
GPTB . C3-1511 . 2269.00 - 2502.00 WORK PROGRAM CREW LEADER
GPT1 . C3-1511 . 2269.00 - 2502.00 WORK TEST CREW LEADER-PROJECT
C0879.1 CLASS E SALARY LISTING
CF05 CODE T
EALTH SERVICES UNIT
CLAS LEVEL SALARY RANGE CLASS TITLE
V9WF . C5-1639 . 2339-00 - 2843.00 * ACCOUNT REPRESENTATIVE/CONTPA COST;
VESB . C5-1743 . 2595.00. .- 3155.00 ALCOHOLIC REHABILITATION COUNSELLOF
VETE . C5-1505 . 2046.00 - 2487.00 ALCOHOLISM REHABILITATION LEAD WORt
VE7A . C5-1096 . 1359.00 - 1652.00 ALCOHOLISM REHABILITATION TRAINEE
VEVB . C5-1365 . 1779.00 - 2162.00 ALCOHOLISM REHABILITATION WCRKER
V47A . C5-1490 . 2015.00 - 2450.00 E ASSISTANT ENVIRONMENTAL HEALTH INSI
VFWC . C3-1733 . 2833 .00 - 3123.00 BIOMEDICAL EQUIPMENT TECHNICIAN
VF78 . C1-1493 . FLAT - 2457.00 * CLINICAL LABORATORY TECHNOLCGIST I
VFWF . C5-1740 . 2587.00 - 3145. 00 * CLINICAL LABORATORY TECHNOLCGIST 1 :
VlWI . C5-1895 . 3021.00 - 3672.00 CLINICAL PSYCHOLOGIST - PROJECT
V7WA . C5-1285 . 1642.00 - 1996.00 COMMUNICABLE DISEASE TECHNICIAN
V9TC . C5-1639 . 2339.00 - 2843.00 * CONTRA COSTA HEALTH PLAN MEMBER SEF
V9VC C5-1495 a 2025.00 - 2462.00 * CONTRA COSTA HEALTH PLAN MEMBER SEF
VFVB . C5-1773 . 2674.00 - 3251.00 * CYTOTECHNOLOGIST
VMVA . C5-1624 . 2304.00 - 2801. 00 DENTAL HYGIENIST
1K7B . C5-1430 . 1898.00 - 2307.00 DIETETIC TECHNICIAN
1KSA . C5-1578 . 2201.00 - 2675.00 * DIETITIAN
VHWD . C5-1248 . 1582.00 - 1923.00 DISCOVERY COUNSELLOR I
VHW5 . C5-1243 . 1582.00 - 1923.00 DISCOVERY COUNSELLOR I - PRCJECT
VHVB . C5-1388 . 1820.00 - 2212.00 DISCOVERY COUNSELLOR II
VHV2 . C5-1388 . 1820.00 2212.00 DISCOVERY COUNSELLOR II - PROJECT
V5WD . C5-1386 . 1816.00 - 2208.00 * ELECTROCARDIOGRAPH TECHNICIAN
V4WA . C5-1646 . 2355.00 - 2863.00 E ENVIRONMENTAL HEALTH INSPECTOR
6CWA . C3-1679 . 2684.00 - 2959. 00 FORENSIC TOXICOLOGIST I
6CVA . C5-1862 . 2923.00 - 3553.00 FORENSIC TOXICOLOGIST II
6CTA . C5-2008 . 3382.00 - 4111.00 FORENSIC TOXICOLOGIST III
V4SC . C5-1813 . 2783.00 - 3383.00 E HAZARDOUS MATERIALS SPECIALIST
VMWD . C5-1550 . 2140.00 - 2601.00 HEALTH EDUCATION SPECIALIST
VMW4 . C5-1550 . 2140.00 - 2601. 00 HEALTH EDUCATION SPECIALIST - PROJE
VFWE . C5-1352 . 1756.00 - 2134.00 * HISTOTECHNICIAN
V9WE . C5-1483 . 2001.00 - 2433.00 * HOME ECONOMIST
VBWC . C5-1518 . 2073.00 - 2519.00 JUNIOR RADIOLOGIC TECHNOLOGIST
V09C . C5-1243 . 1574.00 - 1914.00 * LABORATORY TECHNICIAN
V097 .-- CS-1243 - .15 ?4-000 _ .191Ifc00 *: . 1 I!P,C?RATaF'Y TECHP,'r'It.A'
V2WC . C5-1679 . 2434.00 - 2959.00 MENTAL HEALTH ACTIVITIES SPECIALIST
PC0879.1 CLASS S SALARY LISTING
i CF05 CODE T
HEALTH SERVICES UNIT
CLAS LEVEL SALARY RANGE CLASS TITLE
VQWA . C5-1135 - 1413-00 - 1718-00 MENTAL HEALTH PROGRAM AIDE
VQXA . TA-1302 . 1799.00 - 2303.00 MENTAL HEALTH TREATMENT SPECIALIST
VQXA - TA-1302 2192.00 - 3254.00 MENTAL HEALTH TREATMENT SPECIALIST
VQXA . TA-1302 - 3097.00 - 3774.00 MENTAL HEALTH TREATMENT SPECIALIST
V4SD . C5-1971 . 3259.00 - 3962.00 E OCCUPATIONAL HEALTH SPECIALIST
VSVA . C4-1756 . 2761.00 - 3196. 00 * OCCUPATIONAL THERAPIST
VYWA - C4-1935 . 3301 -00 - 3822.00 E PHARMACIST I
VYTA - C4-2008 3551-00 - 4111.00 E PHARMACIST IT
VY98 . C5-1334 - 1724-00 - 2096.00 * PHARMACY TECHNICIAN
VSVB . C4-1756 . 2761.00 - 3196.00 PHYSICAL THERAPIST
V2WA . C5-1749 - 2611.00 - 3173.00 PSYCHOLOGIST
VZW1 . C5-1749 - 2611.00 - 3173.00 PSYCHOLOGIST - PROJECT
VMSC . C5-1624 . 2304.00 - 2801.00 PUBLIC HEALTH DENTAL HYGIENIST
V7VA - C5-1633 . 2325.00 - 2826. 00 PUBLIC HEALTH EPIDEMIOLOGIST
VOWA . C4-1746 . 2733.00 - ,.3164.00 PUBLIC HEALTH MICROBIOLOGIST
VVXA . T9-1829 - 3047.00 3900.00 PUBLIC HEALTH NURSE
VVX1 . T9-1829 . 3047.00 - 3900. 00 PUBLIC HEALTH NURSE-PROJECT
V9W8 . C5-1675 . 2425.00 - 2947.00 * PUBLIC HEALTH NUTRITIONIST
VSVC . C5-1593 . 2234.00 - 2715.00 * RECREATION THERAPIST
VSWE . G5-14513 . 1952-00 - 2373.00 RESPIRATORY CARE PRACTITIONER I
VSVD . C5-1594 - ZZ36.00 - 2718.00 * RESPIRATORY CARE PRACTITIONER II
VFWD - C3-1829 . 3118.00 - 3438.00, SENIOR BIOMEDICAL EQUIPMENT TECHNIC
VFTA - C5-1837 . 2851.00 - 3465.00 * SENIOR CLINICAL LABORATORY TECHNOLt
V4VA . C5-1719 - 2534.00 - 3080.00 E SENIOR ENVIRONMENTAL HEALTH INSPEC
VMWE . C5-1695 . 2474.00 - 3007.00 SENIOR HEALTH EDUCATION SPECIALIST
VMWS . C5-1695 . 2474.00 - 3007.00 SENIOR HEALTH EDUCATION SPECIALIST
VOTC . C5-1844 - 2871.00 - 3490.00 * SENIOR PUBLIC HEALTH MICROBIOLOGIS
VEVA - C5-1656 - 2379-00 - 2892.00 E SENIOR RADIOLOGIC TECHNOLOGIST
VSVD . C5-1758 - 2634.00 - 3202.00 SPEECH PATHOLOGIST
VSWF . C5-1484 2003.00 - 2435.00 THERAPY ASSISTANT
VSVB . C5-1656 2379.00 - 2892.00 E ULTRASOUND TECHNOLOGIST
PC0879.1 CLASS E SALARY LISTING
CF05 CODE V
INVESTIGATIVE UNIT
CLAS LEVEL SALARY RANGE CLASS TITLE
SMWG . C5-1321 . 1702.00 - 2069.00 * COLLECTION SERVICES AGENT I
SMVC . C5-1453 . 1942.00 - 2361. 00 * COLLECTION SERVICES AGENT II
7WWA . C5-1347 . 1747.00 - 2123.00 DIVERSION PROGRAM SPECIALIST
SMWF . C5-1321 . 1702.00 - 2069.00 * FAMILY SUPPORT COLLECTIONS CFFICER-
SMVB . C5-1453 . 1942.00 - 2361.00 * FAMILY SUPPORT COLLECTIONS CFFICER-
SMTA . C5-1581 . 2207.00 - 2683.00 * FAMILY SUPPORT COLLECTIONS CFFICER-
6N7A . C5-1291 . 1652.00 - 2008.00 PUBLIC DEFENDER INVESTIGATOR ASSIS'
6NWA . C5-1779 . 2690.00 - 3270.00 PUBLIC DEFENDER INVESTIGATOR I
6NVA . C5-1877 . 2967.00 - 3607.00 PUBLIC DEFENDER INVESTIGATOR II
SMWH . C5-1556 . 2153.00 - 2617.00 * SENIOR COLLECTION SERVICES AGENT
7WVA . C5-1445 . 1927.00 - 2342.00 SENIOR DIVERSION PROGRAM SPECIALIS
6NVB . C5-1307 . 1678.00 - 2040.00, SENIOR PUBLIC DEFENDER INVESTIGATOF
ii
PC0879.1 CLASS E SALARY LISTING
CF05 CODE W
LEGAL AND COURT CLERK UNIT
CLAS LEVEL .SALARY RANGE CLASS TITLE
JPVA . C5-1559 . 2159.00 - 2625.00 . LEGAL CLERK
JPWA . C5-1688 . 2456.00 - 2986.00 * SUPERIOR COURT CLERK
:IC0879. 1 CLASS C SALARY LISTING
CF05 CODE X
_IBRARY UNIT
CLAS LEVEL SALARY RANGE CLASS TITLE
3KWC . C5-1199 . 1507.00 - 1831.00 * BOOKMENDER
3AHA . XB-1730 . 2439.00 - 3114.00 * BRANCH LIBRARIAN
3AWA . XB-1590 . 2121.00 - 2707. 00 * LIBRARIAN
3KVA . XB-1274 . 1546.00 - 1974. 00 * LIBRARY ASSISTANT I
3KTA . XC-1435 . 1817.00 - 2319.00 * LIBRARY ASSISTANT II
3AVA . XB-1730 . 2439.00 - 3114. 00 * LIBRARY SPECIALIST
3AHC . XC-1826 . 2690.00 - 3434.00 * SENIOR BRANCH LIBRARIAN
r �
PC0879:1 CLASS E SALARY LISTING
CF05 CODE Y
PROBATION UNIT
CLAS LEVEL SALARY RANGE CLASS TITLE
7AHA C5-1411 . 1862.00 - 2264.00 DEPUTY PROBATION OFFICER I
7AVA C5-1625 . 2306.00 - 2804.00 DEPUTY PROBATION OFFICER II
TATA C5-1717 . 2529.00 - 3074.00 DEPUTY PROBATION OFFICER III
7KNA C5-1280 . 1634.00 1986.00 GROUP COUNSELLOR I
7KVA . C5-1424 . 1887.00 - 2293.00 GROUP COUNSELLOR II
7KTA C5-1577 2198.00 - 2672.00, GROUP COUNSELLOR III
7A73 C5-1182 . 1481.00 - 1801.00 PROBATION AIDE - PROJECT
26SC C5-1735 . 2575 .00 - 3129. 00 * PUBLIC DEFENDER CLIENT SERVICES SPE
26SB C5-1218 . 1536.00 - 1867.00 PUBLIC DEFENDER LIAISON AIDE
• C
Tb: BOARD OF SUPERVISORS
Contra
.Fr
FROM: Costa
Phil Batchelor, County Administrator o _; . `- s
--¢ County
DATE: October 19, 1989
SUBJECT: RECOMMENDED ADJUSTMENT IN SALARY FOR MEMBERS
OF THE BOARD OF SUPERVISORS
SPECIFIC REQUEST(S)OR RECOMMENDATION(S)&BACKGROUND AND JUSTIFICATION
RECONIlYEENDATION
Introduce the attached ordinance, waive reading and fix October
31, 1989 for adoption of the ordinance, which will become
effective January 1, 1990.
BACKGROUND:
on the Board' s agenda for October 24, 1989 are recommendations
for adoption of Memoranda of Understanding with several employee
organizations, providing for salary increases which generally are
effective July 1, 1989, January 1, 1990 and October 1, 1990. In
addition, the Board is being asked to approve a Resolution
providing for increases in the salaries of management and
unrepresented employees, also to be effective at various dates
beginning July 1, 1989.
Pursuant to Government Code Section 25123 . 5 , any ordinance which
changes the salary of Members of the Board of Supervisors becomes
effective 60 days after its adoption. Therefore, even though the
Board is making the salary adjustment for most employees
effective July 1, 1989, any comparable adjustment in the Board' s
own salary cannot, at this point, be effective until January 1,
1990, assuming such an ordinance is adopted by October 31, 1989 .
Therefore, in order to provide the Board Members with a salary
adjustment effective January 1, 1990 which is comparable to that
given to all other employees when viewed on a total annual
compensation basis, it is necessary to provide an adjustment
which is arithmetically adjusted to take into account the
differences in effective dates. The salary adjustment provided
CONTINUED ON ATTACHMENT:YeS YES SIGNATURE: ( x
X RECOMMENDATION OF COUNTY ADMINISTRATOR RECOMMENDATION OF BOARD COMMITTEE
X APPROVE OTHER
SIGNATURE(S):
ACTION OF BOARD ON eteber 24, 1 9-2-Q APPROVED AS RECOMMENDED OTHER
VOTE OF SUPERVISORS
1 HEREBY CERTIFY THAT THIS IS A TRUE
X UNANIMOUS(ABSENT ) AND CORRECT COPY OF AN ACTION TAKEN
AYES: NOES: AND ENTERED ON THE MINUTES OF THE BOARD
ABSENT: ABSTAIN: OF SUPERVISORS ON THE DATE SHOWN.
CC: County Administrator ATTESTED OCT 2 d 1989
Director of Personnel PHIL BATCHELOR,CLERK OF THE BOARD OF
County 'Counse 1 SUPERVISORS AND COUNTY ADMINISTRATOR
Auditor-Controller r
M382 (10/88)
BY � ,DEPUTY
• 0
for in the attached ordinance, therefore, provides the Members of
the Board of Supervisors with a salary adjustment which in terms
of dollars is proportionately equal to the salary adjustments
provided to the majority of other County employees.
In addition, I have reviewed the salary survey conducted by the
Director of Personnel, which is attached. This survey reveals
that Contra Costa County presently ranks 9th in population of all
counties in California, but the Board Members ' salaries rank 15th
of the 20 most populous counties in California. In order to
bring the Contra Costa County Board of Supervisors ' salary to the
9th highest in California would require an increase of 25. 740
above the Board' s current salary. In an effort to attempt to
close this gap at least part way, the County Administrator is
recommending a 2. 5% equity adjustment, also to be effective
January 1, 1990 . Such an equity adjustment, together with the
general salary adjustment discussed above, will bring the Board
Members ' salary from 15th in California to 12th in California,
effective January 1, 1990. This will still leave Contra Costa
County behind Monterey, Sonoma and Ventura counties, all of which
are smaller than Contra Costa in terms of population.
ORDINANCE NO. 89-
(Supervisors' Salaries)
The Contra Costa County Board of Supervisors ordains as follows
(omitting the parenthetical footnotes from the official text of
the enacted or amended provisions of the County Ordinance Code) :
SECTION I . SUMMARY. Recently, agreements have been approved and
related actions taken to increase County employee salaries
approximately four percent (4$) for the period 7/1/89 through
9/30/89 and two percent (2%) for the period 1/1/90 through
9/30/90. This ordinance provides proportionately equal increases
and an equity adjustment in supervisors' salaries.
SECTION II. Section 24-26.006 of the County Ordinance Code is
amended to read:
24-26 :006 Supervisors. Each supervisor, for service as
such, shall receive a base monthly salary of three thousand six
hundred and thirty two dollars ($3632) , plus reimbursement for
reasonable expenses necessarily incurred in the conduct of such
office and such other benefits as are provided other elected
county officers and management employees (such as the County
Administrator) , and an automobile allowance of four hundred
dollars ($400) per month. Receipt of the automobile allowance
requires that a private automobile be furnished for county
business . Commencing October 1, 1990 each supervisor's base
monthly salary shall be three thousand eight hundred and fourteen
dollars ($3814) .
(Ords 89- 87-101, 85-63, 84-55, 84-34, 81-68, 81-5, 79-52,
79-35, S 3, 78-47 S 2, 77-68 SS 1 & 2, 76-59, 75-36, 74-49; prior
Code S 2431. 2; Ord. 70-68; Const. XI S 1(b) , Govt. C. S 25123.5,
Elec. C. S 3752. )
SECTION III . EFFECTIVE AND OPERATIVE DATES. Pursuant to
Government Code S 25123.5 and Elections Code S 3752, this
ordinance becomes effective 60 days after passage (on January 1,
1990) , and within 15 days of passage shall be published once with
the names of supervisors voting for and against it in the
a newspaper published in the
County.
PASSED on , by the following vote:
AYES:
NOES:
ABSENT:
ABSTAIN:
ATTEST: PHIL BATCHELOR, Clerk of
. the Board and County
Administrator
By: , Deputy
Board Chair
ORDINANCE NO. 89-