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Home My WebLink AboutMINUTES - 02231993 - 1.71 /7/ THE BOARD OF SUPERVISORS OF CONTRA COSTA COUNTY, CALIFORNIA Adopted this Order on February 23, 1993 by the following vote: AYES: Supervisors Bishop, Smith, McPeak, Torlakson NOES: None ABSENT: Supervisor Powers ABSTAIN: None SUBJECT: Approval & Implementation of ) Resolution No. 93/71 Final Results of Pay Equity Study ) THE CONTRA COSTA COUNTY BOARD OF SUPERVISORS RESOLVES THAT: 1. The Pay Equity Study Results (Exhibit A) which shows those classes at or above the trendline and the percentage distance for those classifications that are below the trendline is accepted and approved. These results shall serve as the sole basis for any pay equity salary agreements negotiated between the County and employee organizations representing classifications included in the Pay Equity Study. 2. All Management and Unrepresented classifications listed in Exhibit A and all mirror classifications so designated by the Director of Personnel shall be adjusted. This action will amend Section I (Salaries) of Resolution 92/107 (Compensation for County Officers,Management and Unrepresented Employees for the period October 1, 1991 to September 30, 1993). Adjustments shall be made as follows: Effective July 1, 1992, all eligible classifications shall receive a Pay Equity increase of up to 1.5% (15 levels).- In lieu of a retroactive payment requiring special payroll recomputation processing back through the seven month period to when the pay equity adjustment was effective,the County will make a lump sum payment to each employee for this period 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 Base Pay"(RBP). This base will then be multiplied by the percentage the individual is below the line(not to exceed 1.5%) to arrive at the employee's lump sum payment. The payment amount thus computed will be added to the employee's March 10, 1993 paycheck where it will be listed separately as a"Lump Sum Payment"subject to normal tax withholding and retirement deduction requirements. Effective January 1,1993 all eligible classifications shall receive a Pay Equity adjustment of up to 1.5% (15 levels). In lieu of a retroactive payment requiring special payroll recomputation for the month of January 1993, the County will make a lump sum payment on March 10, 1993 in accordance with payment provisions as noted. 1 RESOLUTION NO. 93/71 3. The Supplemental Memoranda of Understanding regarding pay equity adjustments for contract years 1991-1993 and future years (copies attached and included herein as Exhibits B through G), jointly signed by the Director of Personnel and agents of employee organizations representing those classifications included in the pay equity study, are approved. The provisions of these supplemental Memoranda of Understanding(side letters)shall apply to those classes represented by SEIU Local 535,AFSCME Locals 2700 and 512, Local No.One and the Appraisers'Association which are contained in the final results of the Pay Equity Study Regression Analysis (Exhibit A). 4. It has been determined that various extended range classes with multiple levels of responsibility and compensation must have their salary ranges reallocated and/or restructured in order to properly apply the pay equity results to the separate levels. Reallocate classes, persons, and positions to the appropriate salary levels as listed below. The Director of Personnel will allocate to steps on the new ranges. The Retroactive Base Pay language payment provisions of Sections 2 and 3 above will be applied to these classes. Amend Secretary (J3TD) deep class (Res. 83/593); Principal Planner (5AHC) deep class (Res. 87/585); Board of Supervisors Assistant Q991)deep class Res. 81/802;Medical Social Worker(X4VB)deep class(Res. 82/607); and Institutional Service Worker deep class(Res.82/1028)as necessary to provide salary adjustments as follows: CLASS CD J3TF J3TG J991 SAHD SAHE ACTION Reallocate TJ-1314 TM-1566 CF-1349 TH-1835 TY-1657 Salary to Incumbent no change as approp no change no change as approp Steps CLASS CD X4VE X4VF X4VG IKVB ACTION Reallocate T1-1162 TJ-1562 TY-1290 XB-1427 Salary to Incumbent no change as approp as approp no change Steps Orig. Dept: Personnel Department cc: Auditor-Controller/Payroll I hereby certify that this is a true and correct copy of an action taken and entered on the minutes of the Operating Departments Boar'of Superviseson he date shown. Employee Organizations ATTESTED: 3 PHIL BA CHELOR,Clerk of he Board of Supervisors and County Administrator by g �—_ ,Deputy RESOLUTION NO. 93/71 2 • 1 44^OOOP10fOOOO OlD O1OrOOOOO0001O IDOOMOn01010OOOOOOOIDOONrO01O Q W ; IOnMOOQnOOOOOOO1�IflOOOOONOMNI(100^OtO N10O00OOOOO1L100tOmOM^ 0 1 IDOlQ OOQIA0OOO O10OM^O OO O OIOOQMnOOnO^17O000OO000M0 OM OI O ON Z 1 ^ ^ C) ^ Q] D 1 = x I W > 1 uJ U 1 Z 1 W 1 C 0 1 Q QQ nMMMmm m101OQ MQ JM JOnnt0101DmQNNNNNNNNNNJ JJnJ JJMOMUt111M /r7 d 11n 1111A^OOOm1D(DeD/010OgnOOO^UUIOIDmmin<Q Q QQQQ QQ Q000U0001A^MNNN O) O 44 1 Wm-It 1LNU<mo 1LM LL<XmmLL dm^NUU<m m.-O<tp W tlnI4433pZ3n3n1-344t7c7oln3>o3nzOi1-» 333»I344o>23I> Z J Z U I »X701 tot")aaa a s>JJ J<^/q»0000>0040 CD-) CD1D m J -JX<44mmmm 0 1 I W N I U- w .-. 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U 0 NI-0 Ww I- OU>WMLY>WJO < 1 "a W ZI-< M x< LLW O ZV) J< J J>JJ<M0W<O wh 100 UZZ F z0-1 OU UY YO UWWmJ UN<-WO 2ZJ WN 1 0-i F W w< Z O Z U "W F IY Ix O Z M N« M Z z w Z H<O Z> 1 JO N 1--0 <W"x MOLLO W YWwWuI-I- fMmJZ V)Z<WZI-" ►+►�1-J 1 OW > 40 H(YH aU>WZ > MWJ-JUMZWZ<0 O >I-IYN-UJM < 1 "ow-jwu > Z<<ZXLLWox J WODU<w<WW 1 ZJ> M"Wm O "WOW-JZ IM O<W f+M V) 03I-o00 0-4 Jm I-I-Wm w <0KI-1--W 7Jd1-a'Z K1/1« W 1 O06-4z7oo WOHW"U m1--zozwmw<F-1-ooz"OODU-)WJU3 I ZgrZF-Zuwu J1KZ«xowoouLL01- NWUOW<WW UUZ004NF--- F-2WOWI--W<O"m"m I- 1 U►+ I-amw ►+ Oww►+ZZYLL da wm 4""Omzww — 1 ► Zmmwo Z«WOV -, <mww "0<>wzwu I OM >0 ~ ~ 1400o0< UOW<Ote&MO>(OOLLYKQ-"»««UUuow► mZOOM&&MM&M N 1 S J[Y tY¢ <W N>}yKW rYa OMM M•IYf W W I-KKKJ N I M MM aMtY IYNNNNI-�3<000M a<LYKNW WW a»»»»»»»»»»> < 1 woomaaaaaMaaaaaaaaMMaMaaaaaaa J 1 K K[Y lYK KM'[Y LY tY LY KK[YNNNNNNF 1-1-»0»»»»»»70»»0»» u 1 NNNV)N NNV)NNNNV)NNNNNV)V)V!V)V1 VlNNNNVIN V)VINNNNNNNNNNNNNNNV)N EXHIBIT B SUPPLEMENTAL MEMORANDUM OF UNDERSTANDING PAY EQUITY - FEBRUARY 1993 In recognition of the fact that all provisions concerning Pay Equity adjustments were not completed within the time frame in which the 1991-1993 Memorandum of Understanding was being negotiated between the County and Contra Costa County Employees Association, Local No. 1, the parties agree to the following: This supplemental Memorandum of Understanding shall be presented to the Contra Costa County Board of Supervisors at the joint recommendations of the undersigned for pay equity adjustments. A. Computation of Pay Equity Adjustments The magnitude of Pay Equity adjustments is determined by applying the method of least squares to data (points vs. salary) generated by the pay equity study to create a trend line. Each classification below the trend line shall receive Pay Equity adjustments until such time as the total Pay Equity adjustments equal the initial difference between the salary of the class and that represented by the trend line. B. Funding for Pay Equity Adjustments The County shall provide fifty cents ($.50) in Pay Equity adjustments for each one dollar ($1.00) general wage increase authorized for classifications represented by the participating Unions collectively, provided that the total of Pay Equity adjustments in any contract year shall not exceed twenty-five percent (25%) of the general wage increase. C. Method of Pay Equity Adjustments The parties understand and agree that as various classifications reach the point where further Pay Equity adjustments are unnecessary, the Pay Equity fund will be disbursed among remaining classes and that this may result in some classes receiving Pay Equity adjustments in excess of 50% of their general wage increase. D. Adjustments During the Term of the 1991-93 MOU All eligible classes shall receive a Pay Equity increase of up to 1.5% (15 levels) effective July 1, 1992. In lieu of a retroactive payment requiring special payroll recomputation processing back through the seven month period to when the pay equity adjustment was effective, the County will make a lump sum payment to each employee for this period 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 Base Pay" (RBP). This base will then be multiplied by the percentage the individual is below the line (not to exceed 1.5%) to arrive at the employee's lump sum payment. The payment amount thus computed will be added to the employee's March 10, 1993 paycheck where it will be listed separately as a "Lump Sum Payment" subject to normal tax withholding and retirement deduction requirements. Effective January 1, 1993 all eligible classes shall receive a Pay Equity adjustment of up to 1.5% (15 levels). In lieu of a retroactive payment requiring special payroll recomputation for the month of January 1993, the County will make a lump sum payment on March 10, 1993 in accordance with payment provisions contained in Section D. above. E. Future Pay Equity Adjustments Beginning on January 1, 1994 and on January 1 of each subsequent year that pay equity adjustments are to be paid, the parties shall meet and confer over the method of disbursement of Pay Equity adjustments for that contract year. Those adjustments shall be effective on January 1 of each year. F. Indemnification Procedure Each participating union will promise not to bring or support comparable worth or pay equity litigation against Contra Costa County or any agent, servant, officer, or employee of Contra Costa County and further promise that in the event litigation advancing comparable worth or pay equity claims is brought against the County or any of its agents, servants, officers, or employees, within five years from the effective date of the 1991-1993 MOU between the County and the Union, by any persons) employed or formerly employed in a classes) represented by the participating unions, the unions) representing such classes) shall each pay up to five thousand dollars ($5000) of the County's attorney fees and costs; provided that the union is not named as a co-defendant in such litigation. G. Duration This Supplemental Memorandum of Understanding shall remain in effect until all classifications represented by the Union have received the total of their Pay Equity adjustments or until such time the parties agree to modify or terminate this agreement. DATED: ` 3 CONTRA COSTA COUNTY LOCAL NO. 1 EXHIBIT C SUPPLEMENTAL MEMORANDUM OF UNDERSTANDING PAY EQUITY - FEBRUARY 1993 In recognition of the fact that all provisions concerning Pay Equity adjustments were not completed within the time frame in which the 1991-1993 Memorandum of Understanding was being negotiated between the County and Professional & Technical Employees, Local 512, AFSCME, the parties agree to the following: This supplemental Memorandum of Understanding shall be presented to the Contra Costa County Board of Supervisors at the joint recommendations of the undersigned for pay equity adjustments. A. Computation of Pay Equity Adjustments The magnitude of Pay Equity adjustments is determined by applying the method of least squares to data (points vs. salary) generated by the pay equity study to create a trend line. Each classification below the trend line shall receive Pay Equity adjustments until such time as the total Pay Equity adjustments equal the initial difference between the salary of the class and that represented by the trend line. B. Funding for Pay Equity Adjustments The County shall provide fifty cents ($.50) in Pay Equity adjustments for each one dollar ($1.00) general wage increase authorized for classifications represented by the participating Unions collectively, provided that the total of Pay Equity adjustments in any contract year shall not exceed twenty-five percent (25%) of the general wage increase. C. Method of Pay Equity Adjustments The parties understand and agree that as various classifications reach the point where further Pay Equity adjustments are unnecessary, the Pay Equity fund will be disbursed among remaining classes and that this may result in some classes receiving Pay Equity adjustments in excess of 50% of their general wage increase. D. Adjustments During the Term of the 1991-93 MOU All eligible classes shall receive a Pay Equity increase of up to 1.5% (15 levels) effective July 1, 1992. In lieu of a retroactive payment requiring special payroll recomputation processing back through the seven month period to when the pay equity adjustment was effective, the County will make a lump sum payment to each employee for this period computed as follows: employee regular pay, ov9rtime 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 Base Pay" (RBP). This base will then be multiplied by the percentage the individual is below the line (not to exceed 1.5%) to arrive at the employee's lump sum payment. The payment amount thus computed will be added to the employee's March 10, 1993 paycheck where it will be listed separately as a "Lump Sum Payment" subject to normal tax withholding and retirement deduction requirements. 1 Effective January 1, 1993 all eligible classes shall receive a Pay Equity adjustment of up to 1.5% (15 levels). In lieu of a retroactive payment requiring special payroll recomputation for the month of January 1993, the County will make a lump sum payment on March 10, 1993 in accordance with payment provisions contained in Section D. above. E. Future Pay Equity Adjustments Beginning on January 1, 1994 and on January 1 of each subsequent year that pay equity adjustments are to be paid, the parties shall meet and confer over the method of disbursement of Pay Equity adjustments for that contract year. Those adjustments shall be effective on January 1 of each year. F. Indemnification Procedure Each participating union will promise not to bring or support comparable worth or pay equity litigation against Contra Costa County or any agent, servant, officer, or employee of Contra Costa County and further promise that in the event litigation advancing comparable worth or pay equity claims is brought against the County or any of its agents, servants, officers, or employees, within five years from the effective date of the 1991-1993 MOU between the County and the Union, by any person(s) employed or formerly employed in a classes) represented by the participating unions, the union(s) representing such class(es) shall each pay up to five thousand dollars ($5000) of the County's attorney fees and costs; provided that the union is not named as a co-defendant in such litigation. G. Duration This Supplemental Memorandum of Understanding shall remain in effect until all classifications represented by the Union have received the total of their Pay Equity adjustments or until such time the parties agree to modify or terminate this agreement. DATED: _ '7 1 /9 ti3 -r CONTRA COSTA COUNTYCME, CAL 12 �✓I/►tiCl� ��l/YI.�dYti EXHIBIT D SUPPLEMENTAL MEMORANDUM OF UNDERSTANDING PAY EQUITY - FEBRUARY 1993 In recognition of the fact that all provisions concerning Pay Equity adjustments were not completed within the time frame in which the 1991-1993 Memorandum of Understanding was being negotiated between the County and United Clerical, Technical & Specialized Employees, Local 2700, AFSCME, the parties agree to the following: This supplemental Memorandum of Understanding shall be presented to the Contra Costa County Board of Supervisors at the joint recommendations of the undersigned for pay equity adjustments. A. Computation of Pay Equity Adjustments The magnitude of Pay Equity adjustments is determined by applying the method of least squares to data (points vs. salary) generated by the pay equity study to create a trend line. Each classification below the trend line shall receive Pay Equity adjustments until such time as the total Pay Equity adjustments equal the initial difference between the salary of the class and that represented by the trend line. B. Funding for Pay Equity Adjustments The County shall provide fifty cents ($.50) in Pay Equity adjustments for each one dollar ($1.00) general wage increase authorized for classifications represented by the participating Unions collectively, provided that the total of Pay Equity adjustments in any contract year shall not exceed twenty-five percent (25%) of the general wage increase. C. Method of Pay Equity Adjustments The parties understand and agree that as various classifications reach the point where further Pay Equity adjustments are unnecessary, the Pay Equity fund will be disbursed among remaining classes and that this may result in some classes receiving Pay Equity adjustments in excess of 50% of their general wage increase. D. Adjustments During the Term of the 1991-93 MOU All eligible classes shall receive a Pay Equity increase of up to 1.5% (15 levels) effective July 1, 1992. In lieu of a retroactive payment requiring special payroll recomputation processing back through the seven month period to when the pay equity adjustment was effective, the County will make a lump sum payment to each employee for this period 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 Base Pay" (RBP). This base will then be multiplied by the percentage the individual is below the line (not to exceed 1.5%) to arrive at the employee's lump sum payment. The payment amount thus computed will be added to the employee's March 10, 1993 paycheck where it will be listed separately as a "Lump Sum Payment" subject to normal tax withholding and retirement deduction requirements. Effective January 1, 1993 all eligible classes shall receive a Pay Equity adjustment of up to 1.5% (15 levels). In lieu of a retroactive payment requiring special payroll recomputation for the month of January 1993, the County will make a lump sum payment on March 10, 1993 in accordance with payment provisions contained in Section D. above. E. Future Pay Equity Adjustments Beginning on January 1, 1994 and on January 1 of each subsequent year that pay equity adjustments are to be paid, the parties shall meet and confer over the method of disbursement of Pay Equity adjustments for that contract year. Those adjustments shall be effective on January 1 of each year. F. Indemnification Procedure Each participating union will promise not to bring or support comparable worth or pay equity litigation against Contra Costa County or any agent, servant, officer, or employee of Contra Costa County and further promise that in the event litigation advancing comparable worth or pay equity claims is brought against the County or any of its agents, servants, officers, or employees, within five years from the effective date of the 1991-1993 MOU between the County and the Union, by any person(s) employed or formerly employed in a classes) represented by the participating unions, the unions) representing such class(es) shall each pay up to five thousand dollars ($5000) of the County's attorney fees and costs; provided that the union is not named as a co-defendant in such litigation. G. Duration This Supplemental Memorandum of Understanding shall remain in effect until all classifications represented by the Union have received the total of their Pay Equity adjustments or until such time the parties agree to modify or terminate this agreement. DATED: J:PjM, 'I, I-tti3 CONTRA COSTA COUNTY AFSCME OCAL 2700 EXHIBIT E SUPPLEAMiTAL MEMORANDUM OF UNDERSTANDING PAY EQUITY - FEBRUARY 1993 In recognition of the fact that all provisions concerning Pay Equity adjustments were not completed within the time frame in which the 1991-1993 Memorandum of Understanding was being negotiated between the County and Contra Costa County Appraisers' Association, the parties agree to the following: This supplemental Memorandum of Understanding shall be presented to the Contra Costa County Board of Supervisors at the joint recommendations of the undersigned for pay equity adjustments. A. Computation of Pay Equity Adjustments The magnitude of Pay Equity adjustments is determined by applying the method of least squares to data (points vs. salary) generated by the pay equity study to create a trend line. Each classification below the trend line shall receive Pay Equity adjustments until such time as the total Pay Equity adjustments equal the initial difference between the salary of the class and that represented by the trend line. B. Funding for Pay Equity Adjustments The County shall provide fifty cents ($.50) in Pay Equity adjustments for each one dollar ($1.00) general wage increase authorized for classifications represented by the participating Unions collectively, provided that the total of Pay Equity adjustments in any contract year shall not exceed twenty-five percent (25%) of the general wage increase. C. Method of Pay Equity Adjustments The parties understand and agree that as various classifications reach the point where further Pay Equity adjustments are unnecessary, the Pay Equity fund will be disbursed among remaining classes and that this may result in some classes receiving Pay Equity adjustments in excess of 50% of their general wage increase. D. Adjustments During the Term of the 1991-93 MOU All eligible classes shall receive a Pay Equity increase of up to 1.5% (15 levels) effective July 1, 1992. In lieu of a retroactive payment requiring special payroll recomputation processing back through the seven month period to when the pay equity adjustment was effective, the County will make a lump sum payment to each employee for this period 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 Base Pay" (RBP). This base will then be multiplied by the percentage the individual is below the line (not to exceed 1.5%) to arrive at the employee's lump sum payment. The payment amount thus computed will be added to the employee's March 10, 1993 paycheck where it will be listed separately as a "Lump Sum Payment" subject to normal tax withholding and retirement deduction requirements. Effective January 1, 1993 all eligible classes shall receive a Pay Equity adjustment of up to 1.5% (15 levels). In lieu of a retroactive payment requiring special payroll recomputation for the month of January 1993, the County will make a lump sum payment on March 10, 1993 in accordance with payment provisions contained in Section D. above. E. Future Pay Equity Adjustments Beginning on January 1, 1994 and on January 1 of each subsequent year that pay equity adjustments are to be paid, the parties shall meet and confer over the method of disbursement of Pay Equity adjustments for that contract year. Those adjustments shall be effective on January 1 of each year. F. Indemnification Procedure Each participating union will promise not to bring or support comparable worth or pay equity litigation against Contra Costa County or any agent, servant, officer, or employee of Contra Costa County and further promise that in the event litigation advancing comparable worth or pay equity claims is brought against the County or any of its agents, servants, officers, or employees, within five years from the effective date of the 1991-1993 MOU between the County and the Association, by any persons) employed or formerly employed in a class(es) represented by the participating unions, the union(s) representing such classes) shall each pay up to five thousand dollars ($5000) of the County's attorney fees and costs; provided that the union is not named as a co-defendant in such litigation. G. Duration This Supplemental Memorandum of Understanding shall remain in effect until all classifications represented by the Association have received the total of their Pay Equity adjustments or until such time the parties agree to modify or terminate this agreement. DATED:`Z,�LL. /2, CONTRA COSTA COUNTY APPRAISERS' ASSOCIATION z v EXHIBIT F SUPPLEMENTAL MEMORANDUM OF UNDERSTANDING PAY EQUITY -FEBRUARY 1993 In recognition of the fact that all provisions concerning Pay Equity adjustments were not completed within the time frame in which the 1991-1993 Memorandum of Understanding was being negotiated between the County and Workers' Chapter of SEIU Local 535, the parties agree to the following: This supplemental Memorandum of Understanding shall be presented to the Contra Costa County Board of Supervisors at the joint recommendations of the undersigned for pay equity adjustments. A. Computation of Pay Equity Adjustments The magnitude of Pay Equity adjustments is determined by applying the method of least squares to data (points vs. salary) generated.by the pay equity study to create a trend line. Each classification below the trend line shall receive Pay Equity adjustments until such time as the total Pay Equity adjustments equal the initial difference between the salary of the class and that represented by the trend line. B. FundinK for Pay Equity Adjustments The County shall provide fifty cents ($.50) in Pay Equity adjustments for each one dollar ($1.00) general wage increase authorized for classifications represented by the participating Unions collectively, provided that the total of Pay Equity adjustments in any contract year shall not exceed twenty-five percent (255) of the general wage increase. C. Method of Pay Equity Adjustments The parties understand and agree that as various classifications reach the point where further Pay Equity adjustments are unnecessary, the Pay Equity fund will be disbursed among remaining classes and that this may result in some classes receiving Pay Equity adjustments in excess .of 50% of their general wage increase. D. Adjustments During the Term of the 1991-93 MOU All eligible classes shall receive a Pay Equity increase of up to 1.5% (15 levels) effective July 1, 1992. In lieu of a retroactive payment requiring special payroll recomputation processing back through the seven month period to when the pay equity adjustment was effective, the County will make a lump sum payment to each employee for this period computed as follows: employee regular pay, overtime pay, and specific other earnings ordinarily computed as a percentage of base pay will be added together for each applicable pay period to determine the "Retro Base Pay" (RBP). This base will then be multiplied by the percentage the individual is below the line (not to exceed 1.5%) to arrive at the employee's lump sum payment. The payment amount thus computed will be added to the employee's March 10, 1993 paycheck where it will be listed separately as a "Lump Sum Payment" subject to normal tax withholding and retirement deduction requirements. Effective January 1, 1993 all eligible classes shall receive a Pay Equity adjustment of up to 1'.5$ (15 levels). In lieu of a retroactive payment requiring special payroll recomputation for the month of January 1993, the County will make a lump sum payment on March 10, 1993 in accordance with payment provisions contained in Section D. above. ' E. Future Pay Equity Adjustments Beginning on January 1, 1994 and on January 1 of each subsequent year that pay equity adjustments are to be paid, the parties shall meet and confer over the method of disbursement of Pay Equity adjustments for that contract year. Those adjustments shall be effective on January 1 of each year. F. Indemnification Procedure Each participating union will promise not to bring or support comparable worth or pay equity litigation against Contra Costa County or any agent, servant, officer, or employee of Contra Costa County and further promise that in the event litigation advancing comparable worth or pay equity claims is brought against the County or any of its agents, servants, officers, or employees, within five years from the effective date of the 1991-1993 MOU between the County and the Union, by any person(s) employed or formerly employed in a class(es) represented by the participating unions, the unions) representing such class(es) shall each pay up to five thousand dollars ($5000) of the County's attorney fees and costs; provided that the union is not named as a co-defendant in such litigation. G. Duration This Supplemental Memorandum of Understanding shall remain in effect until all classifications represented by the Union have received the total of their Pay Equity adjustments or until such time the parties agree to modify or terminate this agreement. DATED: 2 Iq L43 CONTRA COSTA COUNTY SEIU LOCAL 535, WORKERS' CHAPTER W EXHIBIT G SUPPLENRiTAL MEMORANDUM OF UNDERSTANDING PAY EQUITY - FEBRUARY 1993 In recognition of the fact that all provisions concerning Pay Equity adjustments were not completed within the time frame in which the 1991-1993 Memorandum of Understanding was being negotiated between the County and Service Line Supervisors Unit of SEIU Local 535, the parties agree to the following: This supplemental Memorandum of Understanding shall be presented to the Contra Costa County Board of Supervisors at the joint recommendations of the undersigned for pay equity adjustments. A. Computation of Pay Equity Adjustments The magnitude of Pay Equity adjustments is determined by applying the method of least squares to data (points vs. salary) generated by the pay equity study to create a trend line. Each classification below the trend line shall receive Pay Equity adjustments until such time as the total Pay Equity adjustments equal the initial difference between the salary of the class and that represented by the trend line. B. Funding for Pay Equity Adjustments The County shall provide fifty cents ($.50) in Pay Equity adjustments for each one dollar ($1.00) general wage increase authorized for classifications represented by the participating Unions collectively, provided that the total of Pay Equity adjustments in any contract year shall not exceed twenty-five percent (25%) of the general wage increase. C. Method of Pay Equity Adjustments The parties understand and agree that as various classifications reach the point where further Pay Equity adjustments are unnecessary, the Pay Equity fund. will be disbursed among remaining classes and that this may result in some classes receiving Pay Equity adjustments in excess of 50% of their general wage increase. D. Adjustments During the Term of the 1991-93 MOU All eligible classes shall receive a Pay Equity increase of up to 1.5% (15 levels) effective July 1, 1992. In lieu of a retroactive payment requiring special payroll recomputation processing back through the seven month period to when the pay equity adjustment was effective, the County will make a lump sum payment to each employee for this period 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 Base Pay" (RBP). This base will then be multiplied by the percentage the individual is below the line (not to exceed 1.5%) to arrive at the employee's lump sum payment. The payment amount thus computed will be added to the employee's March 10, 1993 paycheck where it will be listed separately as a "Lump Sum Payment" subject to normal tax withholding and retirement deduction requirements. Effective January 1, 1993 all eligible classes shall receive a Pay Equity adjustment of up to 1-.5% (15 levels), In lieu of a retroactive payment requiring special payroll recomputation for the month of January 1993, the County will make a lump sum payment on March 10, 1993 in accordance with payment provisions contained in Section D. above. E. Future Pay Equity Adjustments Beginning on January 1, 1994 and on January 1 of each subsequent year that pay equity adjustments are to be paid, the parties shall meet and confer over the method of disbursement of Pay Equity adjustments for that contract year. Those adjustments shall be effective on January 1 of each year. F. Indemnification Procedure Each participating union will promise not to bring or support comparable worth or pay equity litigation against Contra Costa County or any agent, servant, officer, or employee of Contra Costa County and further promise that in the event litigation advancing comparable worth or pay equity claims is brought against the County or any of its agents, servants, officers, or employees, within five years from the effective date of the 1991-1993 MOU between the County and the Union, by any person(s) employed or formerly employed in a classes) represented by the participating unions, the unions) representing such class(es) 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. G. Duration This Supplemental Memorandum of Understanding shall remain in effect until all classifications represented by the Union have received the total of their Pay Equity adjustments or until such time the parties agree to modify or terminate this agreement. DATED: . -7- &3 CONTRA COSTA COUNTY SEIU LOCAL 535, SUPERVISORS UNIT � e