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HomeMy WebLinkAboutMINUTES - 11081994 - 1.67A THE BOARD OF SUPERVISORS OF CONTRA COSTA COUNTY, CALIFORNIA Adopted this Order on November 8, 1994 by the following vote: AYES: Supervisors Smith, Bishop, Torlakson and Powers NOES: Nome ABSENT: Supervisor DeSaulnier ABSTAIN: SUBJECT: Approval of Letter of Understanding with } California Nurses Associaiton ) Res. No. 94/ 552 The County and the California Nurses Association having negotiated in good faith and agreed upon terms and conditions of employment for the period January 1 , 1994 through December 31 , 1995; and, The County Administrator having submitted the attached Letter of Understanding dated November 4, 1994 signed by representatives of the County and the California Nurses Association which summarizes all agreements for the contract period noted above; and, The Board having thoroughly considered the Agreement, 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 the ex officio governing Board, RESOLVES THAT: Effective January 1, 1994 the Letter of Understanding with the California Nurses Association attached hereto inclusive of attachments is adopted. I hereby certify that this Is a true and correct copy of an action taken and entered on the minutes of the Board of Supegff T the date shown. ATTESTED: I�IJ� 19 PHIL BATCHELOR,Clerk-of the Board of Supervisors and County Administrator By Ar 1114 J.0 J4 .Deputy Orig. Dept.: Personnel (Contact Leslie Knight 0 646-4054) cc: Auditor-Controller/Payroll _ Employee Relations ` Health Services Department California Nurses Association I RESOLUTION NO. 94/552 Contra ��' - yf. Personnel Department = :�-. . —% Administration Bldg. Costa � � i- 651 Pine Street COUn Martinez, California 94553-1292 r�A C012 November 4, 1994 Karen Kennedy, Labor Representative California Nurses Association 8393 Capwell Drive #200 Oakland Ca 94621 Dear Ms. Kennedy: This Letter'of Understanding between Contra Costa County and the California Nurses Association reflects all negotiated agreements reached between the parties on terms and conditions of employment solely affecting California Nurses Association and other agreements on Countywide_ issues, including health benefit adjustments negotiated through the Contra Costa Labor Coalition. These understandings will be memorialized in a comprehensive Memorandum of Understanding covering the period of January 1 , 1994 through December 31 , 1995 which will be signed by the parties and recommended to the Board of Supervisors for approval. A. Issues Specific to California Nurses Association 1 . Wages: 7/1/94: All classifications in the Unit shall receive a salary increase of 1%, except that employees in the classes of Registered Nurse (VXWA) and Registered Nurse-Project (VWX1 ) assigned on or after 7/1/94 to step 14 (top step Journey Level) of the 18 step extended salary range shall receive an increase of 2% (20 levels). Effective 11/1/94, the classes of Registered Nurse (VXWA) and Registered Nurse-Project (VWX1) shall be reallocated from salary schedule/level, T8 1897 ($3261 - $4962) to salary schedule/level XA 1907 ($3294 - $5012). Lump-Sum Payment. In lieu of a retroactive pay requiring special payroll recomputation processing back to July 1 , 1994, the County will make a lump sum payment to each employee for the months of July, August, September, and October 1994 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 appropriate base pay. This base will then be multiplied by 1% to arrive at the employee's lump sum payment. The payment amount thus computed will be added to the employee's December 10, 1994 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. 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 , 1994 through October 31 , 1994. 1/1/95: All classifications in the Unit shall receive a salary increase of 1 .6% (16 levels). 2. Release Time for CNA Representatives Training (Attachment #1) 3. Classification Study for RNs in Education & Training Unit (Attachment #2) 4. Increase Shift Relief Compensation (Attachment #2) 5. Distribute Statement of Sabbatical Leave Accruals (Attachment #2) 6. Recalculate Double Shift Bonus (Attachment #2) 7. Eliminate Ceiling on Use of Compensatory Time (Attachment #3) 8. Carryover of Training Reimbursement (Attachment #4) 9. Window Periods for increasing position hours of Permanent- Intermittent, Permanent Part-Time, RN and FNP classifications (Attachment #5) 10. Amend FNP Vacation Scheduling Process (Attachment #6) - 2 - 1 1 . Clinical Ladder Committee (Attachment #7) 12. Acuity Based Staffing (Attachment #8) 13. Bid Postings (Attachment #9) 14. Agreement to Mirror AFSCME Language re Hospital Holiday Meals (Attachment #10) 15. Merrithew Care Delivery Model (Attachment #11) 16. FNP Schedules/Case Management Time (Attachment #12) 17. Agreement to List Hourly Pay Rates for P-I's in MOU 18. Department to Request Additional 50 P-1 positions by separate P300 action. B. Health Benefit Adjustments All provisions, except Section 1 Wages, contained in the January 13, 1994 Side Letter between Contra Costa County and the Contra Costa Labor Coalition on Wages & Health Plan Adjustments, which was adopted by the Board of Supervisors on January 18, 1994 are included. C. Countywide Agreements From the Contra Costa Labor Coalition 1 . Double Medical Coverage (TA signed 5/5/95) 2. Medical Plan Discontinuance (TA signed 12/2/93) 3. Pay Equity Side Letter (TA signed 9/24/93) 4. Catastrophic Leave Bank (TA signed 12/3/93) 5. Deferred Retirement Committee (TA signed 12/20/93) 6. Voluntary Time Off Program (TA signed 12/20/93) 7. Leaves of Absence, Family Care & Medical Leave (TA signed 4/14/94) 8. Definition of Immediate Family - Niece/Nephew (TA signed 5/5/94) - 3 - 9. - work Force Reduction - Removal of Names from Layoff Lists (TA signed 4/14/94) 10. Grievance Procedure (TA signed 12/17/94) 11. Holiday Pay (TA signed 11/18/93) 12. Jury Duty (TA signed 11/18/93) 13. Vacation Leave on Reemployment from a Layoff List (TA signed 12/20/93) 14. Workers' Compensation (TA signed S/S/94) 15. Attendance Program Committee (TA signed 5/5/94) 16. SDI CTA signed 12/9/93) if the foregoing conforms to your understanding, please indicate your approval and acceptance in the space provided below. Date: oveev-&r l9 CONTRA COSTA COUNTY CALIFORNIA NURSES ASSN. ATTACHMENT #1 ORGANIZATIONAL LEAVE June 22, 1994 SECTION 4 - NURSE REPRESENTATIVES 4.3 Release Time for Training. The County shall provide the Association a maximum of 240 total hours per year of release time for association designated representatives to attend association-sponsored training programs. Requests for release time shall be provided in writing to the Department and County Personnel at least fifteen 0 5) days in advance of the time requested. Department Heads will reasonably consider each request and notify the affected employee whether such request is approved within one (1) week of receipt. (WA ATTACHMENT #2 TENTATIVE AGREEMENTS BETWEEN THE CALIFORNIA NURSES ASSOCIATION AND CONTRA COSTA COUNTY May 20,1994 SECTION 5.1 GENERAL WAGE INCREASES Education and Training Nurses The County shall initiate a study of the Education and Training Nurse job classification within 60 days of the adoption of the Memorandum of Understanding (MOU). The objective of this study is to evaluate the current title, qualifications and responsibilities to determine an appropriate salary range while maintaining this classification in the bargaining unit. SECTION 5.4 SHIFT RELIEF Increase the compensation for relief charge nurses to$10 per shift effective the first day of the month following adoption of the MOU by the County Board of Supervisors. SECTION 5.18 PAYMENT,.. The County will distribute a statement listing accrual of sabbatical leave to all RNs and Family Nurse Practitioners every six months. SECTION 7.1 OVERTIME Q Second paragraph(Double Shift Bonus): The parWfiagr�eeto recalculate the double shift bonus after any wage settlement is reached. The double shift bonus -is based on the difference between double time and time and one-half for four hours at the top step of the experienced level(step 14). The parties agree that the calculated amount will be rounded up to the next dollar. e Califo Nurse AssOcia County rnia Nurse ssocia n 7�e onu Contra Costa 69 Date Date ATTACHMENT'#3 IT J 7L 4: AAAI; v -7- cc! f7 V C no rp c cl!Zilic llL u b Lv i cvlye m) u in.ci Muy C)" G V,i I T, 1. ouCL r)17 Flu- /7, ATTACHMENT #4 ATTACHMENT #4• tSeG1c>-? 26- 1 -f7> �^QCc O✓ G S fU(CcX pS . -- ----.. AD /,� /--IA --- Fflr- eNa 311 _ ATTACHMENT 45 Y7. • 'r TENTATIVE AGREEMENTS BETWEEN THE CALIFORNIA NURSES ASSOCIATION AND CONTRA COSTA COUNTY May 20,1994 LETTER OF UNDERSTANDING REGARDING PERMANENT INTERMITTENT AND PERMANENT PART-TIME REGISTERED NURSES AND FAMILY NURSE PRACTTITONERS ` L Permanent intermittent and permanent part-time employees of the Hospital and Clinics division who wish to have the hours of their positions increased up to a maximum of full-time must so request in writing durin a thirty (30) day period '�, beginning 4-&A-- 't v►s J'o� , -P" v.-tr— �P' 1%��„1,�. CL&V P Hospital and Clinic Administration will evaluate those requests within thirty (30) days of the application deadline by considering the actual work hours of the employee over the past six months and the anticipated need for their assignment on an increased basis. Those which are approved will be submitted for consideration by the County as a P-300 request within an4 additional sixty (60) days. ' Permanent intermittent and permanent part-time employees in the Hospital and Clinic Division who do not submit a request to have the hours of their position sed up to a maximum of full time with in the thirty (30) day period Ixbeginning , or whose requests are denied,may submit such a request "_nVqf,_ during the month of January 1995. Those requests will be evaluated under the �04114 as requests submitted during the first window period. 901 $�- same riteria P. The alifornia Nurses Adsociatio Contra Costa County DatV Date ATTACHMENT•H rdvrAv vi- AG P.Eeff-Eyr cruFW_Wi,4 A(WE A 4n ' Vacation heave Vacation requests for Family Nurse Practitioners in the Hospital and Clinics Division which are received in the Medical Staff office thirty-five days in advance will be responded to within ten days of the receipt of the request and will be approved or denied based an overall FNP staffing considerations for the time requested. Vacation requests which are received less than thirty-five days in advance will also be considered, but preference will be given to those requests submitted with more than thirty-five days advance notice. Drop County proposal 4 re. scheduling education leave. QNA WiMdralvP; ilk? P7:f&O'd 4lu 1hCi-.e( u_ Klibll�tios' L(�. n /f Q , r� ATTACHMENT #7 CLINICAL LADDER COMMITTEE PURPOSE: The committee will be challenged with the responsibility for developing a mechanism whereby nurses are given recognition and reward for clinical competence, knowledge and performance. GOAL: The recognition of excellence in nursing practice is one of the significant and essential means by which to secure a higher level of expertise in the delivery of nursing care to patients and families. It is the goal of the Health Services Department to provide nursing staff with a mechanism to achieve clinical advancement thereby encouraging nurses to remain in the clinical setting providing direct services to patients. It is our expectation that this advancement will contribute to increased job satisfaction through the responsibility, achievement, professional growth and recognition of their practice. - CLINICAL LADDER DEVELOPMENT: The committee will develop the following components of the clinical ladder: - Criteria - Application process - Evaluation System - Selection procedure by the Committee with confirmation of appointment by the Director of Nursing - Continuing eligibility - Constructive feedback to candidates not selected - Appeal process - Compensation The committee shall be composed of four (4) nurses chosen by the Association and four (4) members chosen by the County. Health Services Personnel shall be available on an advisory basis without voting rights. Such services shall be available upon the request of the committee. The committee shall make its' recommendations no longer than six (6) months after ratification of the new agreement. Adoption of the clinical ladder shall be by mutual agreement only and subject to the approval of the Board of Supervisors. • Il'JY ,CJ'1 7"� 1;J'- 1Jf-I'1 .,,11f'1 V'tf\L-tl tU - 1µ COUNTY COUNTER PROPOSAL STAFFING SIDE LETTER 8/26/94 Merrithew Memorial Hospital will continue its current practice of staffing based on an acuity system, in conformance with accreditation and licensure requirements of JCAHO and Title XXII . A staffing manual describing the acuity system will be maintained on each nursing unit and in nursing administration. A joint committee will be convened for the purpose of establishing an annual review module of the patient classification system. The committee shall be composed of equal numbers of labor and management designated representatives who have- . been assigned responsil }*for acuity and staffing decisions . The Charge Nurse for each unit/shift or designee will serve as the expert resource to other staff on issues relating to the acuity system. Problems or concerns about the acuity system should be referred to the Professional Performance Committee (PPC) , as provided for in Section 35 . The Director of Nursing or designee will meet with the PPC upon request at a mutually agreeable -time to discuss issues related to ,patient care and nursing practice. Hours of the charge nurses that are not, available for patient care shall -not be counted in the hours per patient shift. TENTATIVE AGREEMENT DATED CO COSTA OUNT C71, Y= Y �, 1 n4 ATTACHMENT #9 •20. 3 Bid Procedure. Replace first sentence with the following; Permanent employees in all classes represented by this bargaining unit may bid on open jobs in the same classification throughout the Health Services Department. b. Job Notices- Posted Five (5) Days Only. Replace first sentence with the following: Open job notices shall be posted for five (5) calendar days in specific locations mutually agreed upon by the Association and the County. RN and FNP postings shall be , maintained in binders at the Nursing Administration office and at Health Services Personnel. All postings shall be-retained for forty- five (45) days. TE"JTJU� Y- ATTACHMENT #10 = + � UNION AND COUNTY AGREEMENT a Management Proposal#2 Hospital Holiday Meals AMEND Section 32.2 to read: Employees represented by the Union who are employed at the County Hospital and who are required to work on Thanksgiving.Christmas or NewYear's will be provided a free meal In the Hospital Cafeteria at no cost to the employee only between the hours of 6:30 am and 6:30 pm. For Contra sta F e Uni n IYS,)V ,C-4 -1 rJ�+• =rl'Jrl'I k.11H VHKLH11V ATP"N ppi CONTRA COSTA COUNTY CNA NEGOTIATIONS .8/26/94 JN TENTATIVE AGREEKTNfE MERRITHEW CARE DELIVERY MODEL SIDE LETTER The parties agree to create a Labor-Management Committee to continue to develop the Merrithew Care Delivery Model, with the goal of improving patient care at Merrithew Memorial Hospital. iia '1 The committee will evaluate the current provisions of the pilot program and work to further develop the program and communicate the principles of the program to all nursing staff. Each committee Member shall have an equal voice in meetings and will be expected to communicate with nurses in his/her area regarding*the issues and progress of the Committee through verbal and/or written status 'reports generated by the Committee. Finan recommendations of the Committee will be submitted to the Director of Nursing for approval. Once the program is finalized, the Committee will be charged with developing materials documenting the details of the program and communicating these details throughout all applicable units in the Hospital to ensure uniform adoption of the program. The Committee will be composed of fourteen employees, seven of whom will be designated by the Association. The Director of Nursing will designate a chairperson for the Committee who shall provide her with regular status reports. Copies of the final material developed by the Committee will be given to the Director of Nursing and to CNAjs representative. TENTATIVE AGREEMENT DATED CNA CONTRA COSTA COUNTY tilt A.4 �r pro.cna ATTACHMENT #12 COUNTY COUNTER PROPOSAL 8/12/94 FNP CASE MANAGEMENT TIME Replace Section 49 with the following language: SECTION 49: FNP SCHEDULES/CASE MANAGEMENT TIME All Family Nurse Practitioners (FNP's) in the Hospital & Clinics Division will be granted four hours per week of case management time as part of the regular schedule. Case management time will not be prorated for part-time FNP's. Fifty percent (50%) of the case management time per month for each FNP will be "at risk" to fill in primarily for FNP's for scheduled and/or unscheduled absences and/or for any absences for urgent care, small clinics with two (2) or fewer providers, the detention facilities or other clinics at the discretion of the Department Head for Ambulatory Medicine or designee. The "at risk" time will be so designated on the schedule. The regular schedule for each FNP may include one four •(4) hour evening clinic per week and one weekend assignment every eight weeks, consisting of four (4) to eight (8) hours. FNP's with twenty (20) years of service may volunteer to be included in weekend assignments. However,' in the event there are insufficient FNP staff to cover weekend assignments, the provisions outlined above regarding one weekend assignment in eight (8) weeks may be temporarily waived. T^ —such- lie-ad d ex ra wee n--die—ba-s- of �nare�se--s-eniz3z'�'tp: In lieu of overtime and shift differential, any hours worked in excess of eight (8) hours per day or forty (40) hours per week will be paid at the -straight-time overtime rate (1.05) . All evening and weekend assignments will be paid an additional $9. 00 per hour. FNP's assigned to work on a holiday will not be paid the $9. 00 per hour evening/weekend differential, but instead receive time and one/half holiday pay.