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Home My WebLink AboutMINUTES - 10041994 - CS.1 S. 1 (b) THE BOARD OF SUPERVISORS OF CONTRA COSTA COUNTY, CALIFORNIA Adopted this Order on October 4. 1994 by the following vote: AYES: Supervisors Smith, Bishop, DeSaulnier, Torlakson, Powers NOES: None ABSENT: None ABSTAIN: None SUBJECT: Salary Adjustment for Uniformed ) Fire District Managers in County Merit ) Resolution No. 94/ 472 li System and Volunteer Fire Districts ) A. MERIT SYSTEM DISTRICTS .1. The Contra Costa County Board of Supervisors has adopted a policy of setting salary levels for merit system Fire District Management employees to coincide with the contract cycle of fire district employees represented by IAFF Local 1230 and, 2. The Board of Supervisors on October 4, 1994 adopted a Letter of Understanding between the County and IAFF Local 1230 regarding wage adjustments and differentials for enhanced medical and hazardous materials response qualifications for a contract period from January 1, 1993 through September 30, 1995; 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: a. Effective September 1, 1994 the salaries for uniformed management classifications in the Contra Costa County, Moraga and Orinda Fire Protection Districts shall be increased 30 levels (3%) and shall be as indicated: i Classification/Code Salary Level/Range Fire Chief (RPAA) C5-2807 $7517-9137 Fire Chief'-Group II (RPAC) C5-2661 $6496-7896 Assistant Fire Chief-Group I (RPBA) C5-2609 $6167-7496 Assistant Fire Chief-Group II (RPBC) C3-2491 $6043-6662 Battalion Chief (RPHA) L3-2491 $6043-6662 Fire Officer-Exempt (RPH1) C1-2325 $5644 Flat Fire Marshal-Group II (RJDA) C5-2366 $4837-5880 Fire Training Supervisor (RWHA) C5-2491 $5481-6662 Fire Training Supervisor-Riverview (RWHB) C5-2305 $4551-5532 Fire District Communications Mgr. (REDB) C5-2358 $4799-5833 Supervising Fire Inspector (RJHC) C5-2305 $4551-5532 Chief Fire', Inspector (RJGA) C5-2491 $5481-6662 Administrative Fire Officer (RPSA) C3-2325 $5119-5644 b. Effective October 1, 1994 all employees in classifications listed in 2.a. above shall receive a pay differential in the amount of 2% of monthly base salary for current training and performance levels related to emergency medical service and shall be offered training by their respective Fire Districts commencing as soon after October 1, 1994 as is practicable adequate to meet certification requirements not later than September 1, 1995 for Emergency Medical Technician 1. Except for reasons absence which prohibit participation in training, any employee who fails to become certified as an EMT 1 by the State of California by September 1, 1995 shall cease to receive the 2% differential effective on that date. Employees who fail to become certified shall be offered a retraining period of not less than 6 months in which to become certified. Employees who still fail to become certified shall be subject to appropriate personnel action. C. Effective October 1, 1994 all employees in classifications listed in 2.a. above shall receive a pay differential in the amount of 2% of monthly base salary for current training and performance levels related to hazardous materials response and shall be offered training by their respective Fire Districts commencing as soon after October.1, 1994 as is practicable adequate to meet certification requirements not later than April 1, 1995 for Hazardous Materials First Responder qualification. Except for reasons of absence which prohibit participation in training, any employee who fails to achieve Hazardous Material First Responder qualification by April 1, 1995 shall cease to receive the 2% differential effective on that date. Employees who fail to become certified shall be offered a retraining period of not less than 6 months in which to become certified. Employees who still fail to become certified shall be subject to appropriate personnel action. d. For non-suppression management classifications such as Supervising Fire Inspector, the Fire District may develop and administer appropriate, comparable specialized training and certification requirements adequate to qualify for the pay differentials in b. and c. above. B. VOLUNTEER FIRE DISTRICTS 1. The Board of Supervisors adopted Resolution 88/75 effective January 1, 1988 which established policy for maintenance of pay rates for salaried managers! in the volunteer fire districts of East Diablo, Bethel Island, Oakley and Crockett Fire Districts with merit system fire managers. Accordingly, the salary adjustments for County merit system fire district employees above in A. now `require, by policy, related action to extend similar adjustments to certain employees in the non-merit volunteer fire districts. 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: a. The following monthly rates of pay for the salaried management classes listed below are as indicated effective September 1, 1994: East Diablo Fire District Schedule Range Fire Chief C3 2492 $6049-6669 First Assistant Chief C3 2335 $5170-5700 Second Assistant Chief C3 2282 $4904-5406 �1 Bethel Island Fire District Schedule Range Fire Chief L3 2335 $5170-5700 First Assistant Chief L3 2184 $4446-4902 Battalion Chief L3 2138 $4246-4682 Oakley Fire District Schedule Range Fire Chief C1 1569 $2625 Flat Assistant Fire Chief C1 0983 $1476 Flat Crockett Fire District Schedule Range Fire Chief C1 0934 $1405 Flat Assistant Fire Chief C1 0131 $630 Flat 2. Effective October 1, 1994 all classifications listed above in B.1.a. shall be eligible for both of the 2% pay differentials granted to merit system fire managers in A.2.b. and c. above under all conditions contained in those sections. 3. In accordance with policy established by Resolution 84/403 the position of Fire Station Operator in the Oakley Fire District shall be compensated at C5 2015 ($3406-4140), a level equivalent to the merit system class of Firefighter, effective September 1, 1994. Effective October 1, 1994 the position of Fire Station Operator shall be eligible for both of the 2% pay differentials granted to merit system fire managers, in A.2.b. and c. above under all conditions contained in those sections. 4. In accordance with the side letter agreement adopted May 10, 1989 between the County and IAFF Local 1230 representing the full time position of Fire Captain East Diablo Fire Protection District, the salary schedule/level for this class shall be L5 2235 ($4244-5158) effective September 1, 1994. Effective October 1, 1994 the class of Fire Captain-East Diablo Fire Protection District shall be 'eligible for both the Emergency Medical Technician 1 2% pay differential and the Hazardous Materials First Responder 2% pay differential under all conditions contained in the September 30, 1994 Letter of Understanding between the County and IAFF Local 1230 adopted by the Board on October 4, 1994, hereby certify Mat this is a true and correct copy of an action tak^n and entered on the minutes of the Boarf+of SupeTsars On the date shown. ATTESTED: ctober 4, 1994 ..,v PHIL BATCHELOR,Clerk of the Board of Supervisors and County Administrator Deputy Orig, Dept.: Personnel Department (646-4146) cc: Employee Relations Auditor-Controller/Payroll Fire Districts (via Personnel) IAFF Local1230 (via Personnel)