HomeMy WebLinkAboutMINUTES - 10181994 - 1.37 f
1
THE BOARD OF SUPERVISORS OF CONTRA COSTA COUNTY, CALIFORNIA
Adopted this Order on October 18 1994 by the following vote:
AYES: Supervisors Bishop, DeSaulnier, Torlakson and Powers
NOES: None +,
ABSENT: Supervisor Smith
ABSTAIN: None
SUBJECT:
Approval of Letter of Understanding }
with Professional & Technical } Resolution No. 941 508
Employees, AFSCME Local 512 }
1. The County and AFSCME Local 512 representing approximately 200 employees
in 5 bargaining units having negotiated in good faith and agreed upon terms and
conditions of employment for the period October 1, 1993 through September 30,
1995; and,
2. The County Administrator having submitted the attached Letter of Understanding
dated September 19, 1994 signed by representatives of the County and Local 512
`,which summarizes all agreements for the contract period noted above; and,
3. 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 October 1, 1993 the Letter of Understanding with Local 512 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 oT tba res own.
ATTESTED: 9._.__
PHIL.BATCHELOR,Clerk of the Board
of Supervisors and County Administrator
By d �L_.._.oeputy
Orig. Dept.: Personnel (646-4146)
cc: Employee Relations
Auditor-Controller/Payroll
Department Heads (Via Personnel)
AFSCME Local 512 (Via Personnel)
S E (,
Contra �' `_ Personnel Department
of s
Costa Administration Bldg.
x, 651 Pine Street
County -_ �
-'C Martinez, California 94553-1292
C'� COUN�
September 19, 1994
Jim Hicks, Business Agent
Professional & Technical Employees
AFSCME, Local 512
1000 Court Street
Martinez, CA 94553
Dear Mr. Hicks:
This Letter of Understanding between Contra Costa County and Professional &
Technical Employees, AFSCME, Local 512 reflects all negotiated agreements reached
between the parties on terms and conditions of employment solely affecting
Professional & Technical Employees, AFSCME, Local 512 and other agreements on
Countywide issues, including wage and 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 October 1, 1993 through September 30, 1995
which will be signed by the parties and recommended to the Board of Supervisors for
approval.
I. Unit Issues Specific to Professional & Technical Employees, Local 512
A. Deferred Compensation Minimum Base Contribution (Attachment 1);
B. Engineering Technician Unit Boot Allowance (Attachment 2);
C. Engineering Technician - Deep Class (Attachment 3);
D. Building Supervisor Differential (Attachment 4);
E. Social Services Training Committee (Attachment 5);
F. Safety Retirement Contribution (Attachment 6);
G. Social Service Staff Specialist Unit Equity Adjustment (Attachment 7);
H. Institutional Sug_ervisor 1 9/80 Schedule (Attachment 8);
I. VDT Users Eve Examination (Attachment 9);
• ' I
(2)
I. (Continued)
J. American With Disabilities Act (Attachment 10);
K. Workers' Compensation Continuing Pay Provisions (Attachment 11);
L. Hospital Holiday Meals (Attachment 12); and
M. Public Works Department Conflict of Interest Policy Agreement
(Attachment 13).
II. Wage and Health Benefit Adjustments
A. All Wage and Health Benefit provisions contained in the January 13,
1994 Side Letter between Contra Costa County and the Contra Costa
Labor Coalition which was adopted by the Board of Supervisors on
January 18, 1994 are included.
111.
Countywide Issues Agreed to at the Contra Costa Labor Coalition
A. Double Medical Coveraae (Tentative Agreement signed 5/5/94);
B. Medical Plan Discontinuance (Tentative Agreement signed 12/2/93);
C. Pay Eguity Side Letter (Tentative Agreement signed 9/24/93);
D. Catastrophic Leave Bank (Tentative Agreement signed 12/3/93);
E. Deferred Retirement Committee (Tentative Agreement signed 12/20/93);
F. Voluntary Time Off Program (Tentative Agreement signed 12/3/93);
G. Leaves of Absence. Family Care & Medical Leave (Tentative Agreement
signed 4/14/94);
H. Definition of Immediate Family - Niece/Nephew (Tentative Agreement
signed 5/5/94);
I. Workforce Reduction - Removal of Names From Layoff Lists (Tentative
Agreement signed 4/14/94);
J. Grievance Procedure (Tentative Agreement signed 12/17/93);
K. Holiday Pay (Tentative Agreement signed 12/9/93);
l
(3)
Ili. (Continued)
L. Jury Duty (Tentative Agreement signed 11/18/93);
M. Vacation Leave - On Reemployment From a Layoff List (Tentative
Agreement signed 12/20/93);
N. Workers' Compensation (Tentative Agreement signed 5/5/94);
0. Attendance Program Committee (Tentative Agreement signed 5/5/94);
P. VDT Vision Protection Plan (Tentative Agreement signed 5/5/94);
Q. State Disability Insurance (Tentative Agreement signed 12/9/93); and
R. LTD Benefit Integration (Tentative Agreement included with settlement
of Family Care and. Medical Leave agreement above).
If the foregoing conforms to your understanding, please indicate your approval and
acceptance in the space provided below.
Dated:
CONTRA COSTA COUNTY PROFESSIONAL &TECHNICAL EMPLS
LOCAL-512 SCME
Eileen K. Bitten Jim irks
Assistant Director of Personnel B AL-5
Agent
Richard K. Heyne
Employee Relations ger
Attachments
cc: Personnel/Records
Auditor/Payroll
/
, s
Attachment 1
Management Counter to Local 512 Proposal #11
DEFERRED COMPENSATION MINIMUM BASE CONTRIBUTION
Add the following language to SECTION 50 - SPECIAL BENEFITS, G. Deferred
Compensation Incentive, paragraph 2:
Employees with a break in deferred compensation contributions because of either an
approved medical leave or approved financial hardship withdrawal shall not be required
to re-establish eligibility. Further, employees who lose eligibility due to budgetary
constraints but maintain contributions at the required level and later return to an
eligible position shall not be required to re-establish eligibility.
DATED: C31t-5—/f r/
CONTRA COSTA COUNTY PROFESSIO AL & TECHNICAL EMPLS
LOCAL 51g, AFS ME
z j� , ' ,�
Attachment 2
Management Counter to Local 512 Proposal #18
ENGINEERING TECHNICIAN UNIT - BOOT ALLOWANCE
Modify language in Section 29.4 Safety Shoe & Safety Eyeglass Reimbursement to
read:
29.4 Safety Shoe & Safety Eyeglass Reimbursement. The County shall-reimburse
employees for safety shoes and prescription safety eyeglasses in those classifications
the County has determined eligible for such reimbursement.
For each two (2) year period starting January 1, 1994, eligible employees will be
allowed reimbursement for the purchase and repair of safety shoes up to a maximum
of $160. There is no limitation on the number of shoes or number of repairs allowed
other than the amount allowed.
The County will reimburse eligible employees for up to one pair per year of
prescription safety eyeglasses which are approved by the County and are obtained
from such establishment as required by the County.
DATED:
CONTRA COSTA COUNTY PRO L &TECHNICAL EMPLS
CAL 512 AFSC
&412",
i(
Attachment 3
Management Counter to Local 512 Proposal #20
ENGINEERING TECHNICIAN - DEEP CLASS
As soon as possible following the adoption of this Memorandum of Understanding,
representatives from the Public Works Department and the Engineering Technician
Unit of Local 512 shall meet to develop a performance-based evaluation system which
includes the following parameters:
♦ Defining Engineering Technician - Deep Class levels of responsibility;
♦ Establishing performance goals and objectives for each of the levels within the
deep class and identifying measurable performance indicators for those goals
and objectives;
♦ Developing performance evaluation criteria and evaluation form;,
♦ Establishing time frames for employee evaluations (e.g., annually, semi-
annually, etc.);
♦ Redefining salary ranges within deep class levels;
♦ Developing salary step placement guidelines;
♦ Developing supervisor's guidelines to follow in implementing evaluation
process; and
♦ Establishing an evaluation screening committee to review performance
evaluations, ensure that evaluation standards are enforced uniformly and
consistently, and to resolve employee appeals.
In addition, the County agrees effective 10-1-94 to convert Step 26 of the
Engineering Technician - Deep Class salary range from a performance-based step to
a merit step.
DATED:
CONTRA COSTA COUNTY PRO L & TECHNICAL EMPLS
OCAL 51 AFS ME
Attachment 4
Management Counter to Local 512 Proposal#22
PROBATION SUPERVISOR UNIT - BUILDING SUPERVISOR DIFFERENTIAL
Modify the language in Section 5.16 Building Supervisor Differential to read:
5.16 Building Supervisor Differential. Institutional Supervisor I's in Juvenile Hall will
receive 5% differential premium pay when assigned as Building Supervisor,
commencing with the first hour worked while substituting for the Institutional
Supervisor II. The effective date for this differential will be the first day of the month
following Board approval of this memorandum of understanding.
DATED:
CONTRA'COSTA COUNTY PROFESSIONAL & TECHNICAL EMPLS
LOC , A CME
ice'
1�
Attachment 5
Side Letter: Training Committee
Local 512 and the Social Services Department agree that a Committee shall be formed
immediately to discuss how training for employees supervised by Local 512 members shall be
provided. The committee shall begin work no later than September 26, 1994, and shall endeavor
to make recommendations to the County Welfare Director by January 1, 1995.
Members of the committee shall be:
EW Supervisors(512), including a representative from each major District office.
Program Analysts(512, including one at least currrently assigned to training)
Assistant County Welfare Directors for Fiscal and income Maintenance
Social Service Division Managers(Income Maintenance, Staff Development)
Department Personnel Officer or designee
County Personnel Dept. representative
AFSCME 512 Business Agent
Other staff resource persons as may be necessary/invited by committee.
Issues to be considered by the committee will include:
-Possible type, number of Training unit(s): type, size, scope, length, location(s)
-Who will provide which training segment, if applicable
-Short term and long term objectives for training and training units
The Committee will provide periodic updates to the County Welfare Director, who may attend
some meetings and/or be available for interim discussions during the course of the committee
process. The Committee shall prepare a written report/recommendation to the County Welfare
Director, with any minority reports if applicable. The Director shall make a decision whether to
accept or modify the recommendations of the Committee, based on but not limited to such factors
as available funds, staff, and approval from the County Administrator's Office/Board of
Supervisors on any potential staffing matters.
The Union and the Social Service Department agree that due to the immediate need to hire and
commence training a number of eligibility work staff in September 1994, interim measures for
some introductory training of incoming staff will be taken prior to the finalization of the
committee's tasks and submission of a report. Those interim measures will be temporary in
nature, pending the completion of the committee process. As part of those interim measures, the
Social Service Department has sought and obtained the approval of the County Administrator's
Office for the creation of 3 acting Social Service Program Analyst assignments for enhanced
training services.
The Union and the Social Service Department agree that in the event concensus is not reached by
the Committee, a further discussion process and/or formal meet and confer may be requested by
either party.
r
AFSC,N,M 512 CONTRA COSTA COUNTY~�
Attachment 6
Management Counter to Local 512 Proposal #27
PROBATION SUPERVISOR UNIT - SAFETY RETIREMENT CONTRIBUTION
In July of 1993, the transfer of surplus earnings to the County by, the County
Retirement Association resulted in an unexpected increase in the monthly retirement
charge for Probation Department safety members. To resolve this inequity, the
County agrees to refund to those employees represented by Local 512, AFSCIVIE, in
safety retirement in the Probation Department the excess employee safety retirement
contributions collected for the fiscal years 1993/94 and 1994/95.
DATED:
CONTRA COSTA COUNTY PROFESSIONAL & TECHNICAL EMPLS
LOC 12, AFSCIVI
Attachment 7
Management Counter to Local 512 Proposal #30
SOCIAL SERVICE STAFF SPECIALIST UNIT- EQUITY ADJUSTMENT
Effective the first day of the month following Board(pproval of this memorandum of
understanding, the-salary range o the Senior Socia) Service Information Systems
C
Analyst class shall be increased levels to 3- which will reestablish parity
with the Social Service Program Analyst class. This linkage shall continue throughout
the term of this memorandum of understanding or until the Social Service Program
Analyst class reaches the Pay Equity trend line, whichever is sooner.
DATED:
CONTRA COSTA COUNTY PROFESSIONAL & TECHNICAL EMPLS
LOCAL 5127AFSCME
Attachment 8
Management Counter to Local 512 Proposal #31
PROBATION SUPERVISOR UNIT - INSTITUTIONAL SUPERVISOR 1 9/80 SCHEDULE
The Probation Department agrees to establish a pilot 9/80 work schedule program for
those Institutional Supervisor I employees who work the graveyard shift at Juvenile
Hall with the following conditions:
a. The 9/80 program does not negatively impact the operations of the
Juvenile Hall graveyard shift;
b. The 9/80 program will not result in additional staff costs;
C. The 9/80 program will be reviewed six (6) months after implementation;
and
d. The 9/80 work schedule will be optional to the assigned Institutional
Supervisor I employee.
DATED:
CONTRA COSTA COUNTY P &TECHNICAL EMPLS
LOCAL 512, FSC
Attachment 9
Management Proposal
VDT Users Eye Examination
Correct language in Section 29.1 VDT Users Eye Examination, a. to conform with
language in the June 8, 1988 side letter between Contra Costa County and Local 512
as follows:
29.1 VDT Users Eye Examination. The County agrees to provide an annual eye
examination on County time at County expense as follows:
a. Eligible employees must use video display terminals at least an average of two
hours per day as certified by their department.
DATED:
CONTRA COSTA COUNTY PROF ZONAL & TECHNICAL EMPLS
OCAL 51 , AFSC.ME
�l�
Attachment 10
Management Proposal
American With Disabilities Act (ADA)
Add the following ADA language under SECTION 3 - NO DISCRIMINATION of the
Local 512 Memorandum of Understanding:
American With Disabilities Act (ADA)
_ Ato n --'H
The County and the Ae�teeiat+on recognize that the County has an obligation to
reasonably accommodate disabled employees. If by reason of the aforesaid
requirement, the County contemplates actions to provide reasonable accommodation
to an individual employee in compliance,withhe ADA which are in conflict with any
provision of this Agreement, the `' °� will be advised of any such proposed
accommodation. Upon request, the County will meet and confer with the
on the impact of such accommodation. If the County and the `:do not
reach agreement, the County may implement the accommodation if required by law
without further negotiations. Nothing in this memorandum of understanding shall
preclude the County from taking actions necessary to comply with the requirements
of the Americans With Disabilities Act.
DATED:
CONTRA COSTA COUNTY PROFESSIONAL &TECHNICAL EMPLS
, AFSCME
l
G<<
Attachment 11
Management Proposal
Workers' Compensation Continuing Pay Provisions
Replace the first paragraph of SECTION 15 - WORKERS' COMPENSATION, C. with
the following language:
C. Continuing pay begins at the same time that temporary Workers'Compensation
starts and continues until the temporary disability ends,the employee separates
from County service or dies, or until one (1) year has expired, whichever comes
first. All continuing pay under the Workers' Compensation Program will be
cleared through the County Administrator's Office, Risk Management Division.
DATED:
�f y1�1
CONTRA COSTA COUNTY PROFESSIO AL &TECHNICAL EMPLS
'LOCAL 517, AFSCME
r
CJ
Attachment 12
Management Proposal
Hospital Holiday Meals
Amend SECTION 48 - MEALS to reflect that free meals for employees working at
Merrithew Memorial Hospital on Thanksgiving, Christmas or New Year's will be
available only between 6:30 a.m. and 6:30 p.m.
DATED: �`� % Cf
CONTRA COSTA COUNTY PROFESSIOlq L & TECHNICAL EMPLS
LOCAL 512 FSC E
w
Attachment 13
PUBLIC WORKS DEPARTMENT
CONFLICT OF INTEREST - OUTSIDE EMPLOYMENT POLICY AGREEMENT
Following the adoption of the Memorandum of Understanding by the Board of
Supervisors, representatives from the Public Works Department and Local 512 agree
to meet to revise the language in #4 of the outside employment restrictions section
from the attached draft Conflict of Interest Policy which was reviewed by the parties
in negotiations on September 15, 1994.
DATED:
CONTRA COSTA COUNTY PROFE NAL & TECHNICAL EMPLS
CAL 512, AFSCME
Attachment 13
CONFLICT OF INTEREST OUTSIDE EMPLOYMENT
kgL_ICY: Government Code Section 1126 states, "A local agency
officer or employee shall not engage in any employment, activity,
or enterprise for compensation which is inconsistent, incompatible,
in conflict with,. or inimical to his duties as a local agency
officer or employee or with the duties, functions or
responsibilities of his appointing power or the agency by which he
is employed. "
OUTSIDE EMPLOYMENT RESTRICTIONS: Pursuant to this code, employees
of the Public Works Department may not engage in the following
activities in the course of performing outside employment.
I. The use of county office facilities or county equipment to
provide private services. (This includes, but is not limited
to, telephones, FAX machines, computers, access to -computer
databases and copiers.)
2. The performance of private work on county time.
3. Using the influence of his/her county position to obtain
private work.
4. Perform engineering, surveying, real estate or other work
related activities which may later be subject directly or
indirectly to the control,
, inspection, review, audit or
enforcement of the Department.
5. Be paid, or receive compensation for, work the employee is
obligated to perform on behalf of the Department.
6. Enter into outside employment which involves time demands that
would preclude the employee from, performing his/her duties in
an efficient manner
NOTICE: All Department employees shall be notified in writing of
the Department's conflict of interest policy adopted pursuant to
Government Code section 1126, which notification shall include a
copy of that policy.
DISCIPLINARY ACTION: The disciplinary provisions of the
Personnel Management Regulations or the pertinent Memorandum of
Understanding, whichever is applicable, shall govern disciplinary
actions for violation of policies under Government Code section
1126.
Attachment 13
APPEAL PROCEDURE: Employees may appeal the application of this
policy and/or the determination of disciplinary action through the
grievance procedure outlined in the Personnel Management
regulations and pertinent Memorandum of Understanding.
Approved for inclusion in the Public Works Policy Manual:-
Public Works Director Date
KE:a:conflict
�57
tii:At
Contra �`' _ Personnel Department
t
Costa o ,4 Administration Bldg.
x, :a 651 Pine Street
County w�° Martinez, California 94553-1292
4T'9 EOiJ14Tti
September 19, 1994
Jim Hicks, Business Agent
Professional & Technical Employees
AFSCME, Local 512
1000 Court Street
Martinez, CA 94553
Dear Mr. Hicks:
This Letter of Understanding between Contra Costa County and Professional &
Technical Employees, AFSCME, Local 512 reflects all negotiated agreements reached
between the parties on terms and conditions of employment solely affecting
Professional & Technical Employees, AFSCME, Local 512 and other agreements on
Countywide issues, including wage and 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 October 1, 1993 through September 30, 1995
which will be signed by the parties and recommended.to the Board of Supervisors for
approval.
I. Unit Issues Specific to Professional & Technical Employees, Local 512
A. Deferred Compensation Minimum Base Contribution (Attachment 1);
B. Engineering Technician Unit Boot Allowance (Attachment 2);
C. Engineering Technician - Deep Class (Attachment 3);
D. Building Supervisor Differential (Attachment 4);
E. Social Services Training Committee (Attachment 5);
F. Safety Retirement Contribution (Attachment 6);
G. Social Service Staff Specialist Unit Equity Adjustment (Attachment 7);
H. Institutional Supervisor 1 9/80 Schedule. (Attachment 8);
I. VDT Users Eye Examination (Attachment 9);
(2)
I. (Continued)
J. American With Disabilities Act (Attachment 10);
K. Workers' Compensation Continuing Pay Provisions (Attachment 11);
L. Hospital Holiday Meals (Attachment 12); and
M. Public Works Department Conflict of Interest Policy Agreement
(Attachment 13).
II. Wage and Health Benefit Adjustments
A. All Wage and Health Benefit provisions contained in the January 13,
1994 Side Letter between Contra Costa County and the Contra Costa
Labor Coalition which was adopted by the Board of Supervisors on
January 18, 1994 are included.
III. Countywide Issues Agreed to at the Contra Costa Labor Coalition
A. Double Medical Coverage (Tentative Agreement signed 5/5/94);
B. Medical Plan Discontinuance (Tentative Agreement signed 12/2/93);
C. Pay Equity Side Letter (Tentative Agreement signed 9/24/93);
D. Catastrophic Leave Bank (Tentative Agreement signed 12/3/93);
E. Deferred Retirement Committee (Tentative Agreement signed 12/20/93);
F. Voluntary Time Off Program (Tentative Agreement signed 12/3/93);
G. Leaves of Absence. Family Care & Medical Leave (Tentative Agreement
signed 4/14/94);
H. Definition of Immediate Family - Niece/Nephew (Tentative Agreement
signed 5/5/94);
I. Workforce Reduction - Removal of Names From Layoff Lists (Tentative
Agreement signed 4/14/94);
J. Grievance Procedure (Tentative Agreement signed 12/17/93);
K. Holiday Pa v (Tentative Agreement signed 12/9/93);
(3)
111. (Continued)
L. Jury Duty (Tentative Agreement signed 11/18/93);
M. Vacation Leave - On Reemployment From a Layoff List (Tentative
Agreement signed 12/20/93);
N. Workers' Compensation (Tentative Agreement signed 5/5/94);
0. Attendance Program Committee (Tentative Agreement signed 5/5/94);
P. VDT Vision Protection Plan (Tentative Agreement signed 5/5/94);
Q. State Disability Insurance (Tentative Agreement signed 12/9/93); and
R. LTD Benefit Integration (Tentative Agreement included with settlement
of Family Care and Medical Leave agreement above).
If the foregoing conforms to your understanding, please indicate your approval and
acceptance in the space provided below.
Dated:
CONTRA COSTA COUNTY PROFESSIONAL &TECHNICAL EMPLS
CAL- 512 SCME
Eileen K. Bitten Jim icks
Assistant Director of Personnel B iness Agent
Richard K. Heyne
Employee Relations ger
Attachments
cc: Personnel/Records
Auditor/Payroll
Ski A �
Attachment 1
Management Counter to Local 512 Proposal #11
DEFERRED COMPENSATION MINIMUM BASE CONTRIBUTION
Add the following language to SECTION 50 - SPECIAL BENEFITS, G. Deferred
Compensation Incentive, paragraph 2:
Employees with a break in deferred compensation contributions because of either an
approved medical leave or approved financial hardship withdrawal shall not be required
to re-establish eligibility. Further, employees who lose eligibility due to budgetary
constraints but maintain contributions at the required level and later return to an
eligible position shall not be required to re-establish eligibility.
DATED:
CONTRA COSTA COUNTY PROFESSIOVAL &TECHNICAL EMPLS
L CAL 51 ,*SC
ti
r
Attachment 2
Management Counter to Local 512 Proposal #18
ENGINEERING TECHNICIAN UNIT - BOOT ALLOWANCE
Modify language in Section 29.4 Safety Shoe & Safety Eyeglass Reimbursement to
read:
29.4 Safety Shoe & Safety Eyeglass Reimbursement. The County shall reimburse
employees for safety shoes and prescription safety eyeglasses in those classifications
the County has determined eligible for such reimbursement.
For each two (2) year period starting January 1, 1994, eligible employees will be
allowed reimbursement for the purchase and repair of safety shoes up to a maximum
of $160. There is no limitation on the number of shoes or number of repairs allowed
other than the amount allowed.
The County will reimburse eligible employees for up to one pair per year of
prescription safety eyeglasses which are approved by the County and are obtained
from such establishment as required by the County.
DATED:
CONTRA COSTA COUNTY PROSE L &TECHNICAL EMPLS
AL 512 AFSC
li`e!/1�2L�it�
�r
Attachment 3
Management Counter to Local 512 Proposal #20
ENGINEERING TECHNICIAN - DEEP CLASS
As soon as possible following the adoption of this Memorandum of Understanding,
representatives from the Public Works Department and the Engineering Technician
Unit of Local 512 shall meet to develop a performance-based evaluation system which
includes the following parameters:
♦ Defining Engineering Technician - Deep Class levels of responsibility;
♦ Establishing performance goals and objectives for each of the levels within the
deep class and identifying measurable performance indicators for those goals
and objectives;
♦ Developing performance evaluation criteria and evaluation form;
♦ Establishing time frames for employee evaluations (e.g., annually, semi-
annually, etc.);
♦ Redefining salary ranges within deep class levels;
♦ Developing salary step placement guidelines;
♦ Developing supervisor's guidelines to follow in implementing evaluation
process; and
♦ Establishing an evaluation screening committee to review performance
evaluations, ensure that evaluation standards are enforced uniformly and
consistently, and to resolve employee appeals.
In addition, the County agrees effective 10-1-94 to convert Step 26 of the
Engineering Technician - Deep Class salary range from a performance-based step to
a merit step.
DATED:
CONTRA COSTA COUNTY PRO kA �/!ECHNICAL EMPLS
/ OC:57E
Attachment 4
Management Counter to Local 512 Proposal #22
PROBATION SUPERVISOR UNIT - BUILDING SUPERVISOR DIFFERENTIAL
Modify the language in Section 5.16 Building Supervisor Differential to read:
5.16 Building Supervisor Differential. Institutional Supervisor I's in Juvenile Hall will
receive 5% differential premium pay when assigned as Building Supervisor,
commencing with the first hour worked while substituting for the Institutional
Supervisor II. The effective date for this differential will be the first day of the month
following Board approval of this memorandum of understanding.
DATED:
CONTRA COSTA COUNTY PROFESSIONAL & TECHNICAL EMPLS
LOC 2, A CME
i '
Attachment 5
Side Letter: Training Committee
Local 512 and the Social Services Department agree that a Committee shall be formed
immediately to discuss how training for employees supervised by Local 512 members shall be
provided. The committee shall begin work no later than September 26, 1994, and shall endeavor
to make recommendations to the County Welfare Director by January 1, 1995.
Members of the committee shall be:
EW Supervisors (512), including a representative from each major District office.
Program Analysts(512, including one at least currrently assigned to training)
Assistant County Welfare Directors for Fiscal and Income Maintenance
Social Service Division Managers(Income Maintenance, Staff Development)
Department Personnel Officer or designee
County Personnel Dept. representative
AFSCME 512 Business Agent
Other staff resource persons as.may be necessary/invited by committee.
Issues to be considered by the committee will include:
-Possible type, number of Training unit(s): type, size, scope, length, location(s)
-Who will provide which training segment, if applicable
-Short term and long term objectives for training and training units
The Committee will provide periodic updates to the County Welfare Director, who may attend
some meetings and/or be available for interim discussions during the course of the committee
process. The Committee shall prepare a written report/recommendation to the County Welfare
Director, with any minority reports if applicable. The Director shall make a decision whether to
accept or modify the recommendations of the Committee, based on but not limited to such factors
as available funds, staff, and approval from the County Administrator's Office/Board of
Supervisors on any potential staffing matters.
The Union and the Social Service Department agree that due to the immediate need to hire and
commence training a number of eligibility work staff in September 1994, interim measures for
some introductory training of incoming staff will be taken prior to the finalization of the
committee's tasks and submission of a report. Those interim measures will be temporary in
nature, pending the completion of the committee process. As part of those interim measures, the
Social Service Department has sought and obtained the approval of the County Administrator's
Office for the creation of 3 acting Social Service Program Analyst assignments for enhanced
training services.
The Union and the Social Service Department agree that in the event concensus is not reached by
the Committee, a further discussion process and/or formal meet and confer may be requested by
either party.
✓ ._ _ :
AFSC 512 CO14fRA COSTA COUNTY
1;,/kuv
Attachment 6
Management Counter to Local 512 Proposal #27
PROBATION SUPERVISOR UNIT - SAFETY RETIREMENT CONTRIBUTION
In July of 1993, the transfer of surplus earnings to the County by' the County
Retirement Association resulted in an unexpected increase in the monthly retirement
charge for Probation Department safety members. To resolve this inequity,
quity, the
County agrees to refund to those employees represented by Local 512, AFSCIVIE, in
safety retirement in the Probation Department the excess employee safety retirement
contributions collected for the fiscal years 1993/94 and 1994/95.
DATED: ��rf 77
CONTRA COSTA COUNTY PROFESSIONAL & TECHNICAL EMPLS
LOC 12, AFSCIVIE
Attachment 7
Management Counter to Local 512 Proposal #30
SOCIAL SERVICE STAFF SPECIALIST UNIT- EQUITY ADJUSTMENT
Effective the first day of the month following Board(approval of this memorandum of
understanding, the-salary range o the Senior Social)Service Information Systems
Analyst class shall be increased levels to C3-24-" which will reestablish parity
with the Social Service Program Analyst class. This linkage shall continue throughout
the term of this memorandum of understanding or until the Social Service Program
Analyst class reaches the Pay Equity trend line, whichever is sooner.
DATED:
CONTRA COSTA COUNTY PROFESSIONAL & TECHNICAL EMPLS
LOCAL 512 . AFSCME
- t Z� �C /-
i
Attachment 8
Management Counter to Local 512 Proposal #31
PROBATION SUPERVISOR UNIT - INSTITUTIONAL SUPERVISOR 1 9/80 SCHEDULE
The Probation Department agrees to establish a pilot 9/80 work schedule program for
those Institutional Supervisor 1 employees who work the graveyard shift at Juvenile
Hall with the following conditions:
a. The 9/80 program does not negatively impact the operations of the
Juvenile Hall graveyard shift;
b. The 9/80 program will not result in additional staff costs;
C. The 9/80 program will be reviewed six (6) months after implementation;
and
d. The 9/80 work schedule will be optional to the assigned Institutional
Supervisor I employee.
DATED:
CONTRA COSTA COUNTY P SSION
& TECHNICAL EMPLS
LOCAL 512, FSC
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let 3
Attachr�ent 9
Management Proposal
VDT Users Eye Examination
Correct language in Section 29.1 VDT Users Eve Examination, a. to conform with
language in the June 8, 1988 side letter between Contra Costa County and Local 512
as follows:
29.1 VDT Users Eye Examination. The County agrees to provide an annual eye
examination on County time at County expense as follows:
a. Eligible employees must use video display terminals at least an average of two
hours per day as certified by their department.
DATED:
CONTRA COSTA COUNTY PROF ZONAL &TECHNICAL EMPLS -
OCAL 51 , AFS .ME
Attachment 10
Management Proposal
American With Disabilities Act (ADA)
Add the following ADA language under SECTION 3 - NO DISCRIMINATION of the
Local 512 Memorandum of Understanding:
American With Disabilities Act (ADA)
t Jr�r� •, �
The County and the Aei�aetaion recognize that the County has an obligation to
reasonably accommodate disabled employees. If by reason of the aforesaid
requirement, the County contemplates actions to provide reasonable accommodation
to an individual employee in compliance,with jhe ADA which are in conflict with any
provision of this Agreement, the " will be advised of any such proposed
accommodation. Upon request, the County will meet and confer with the "`"~
on the impact of such accommodation. If the County and the `ado not
reach agreement, the County may implement the accommodation if required by law
without further negotiations. Nothing in this memorandum of understanding shall
preclude the County from taking actions necessary to comply with the requirements
of the Americans With Disabilities Act.
DATED:
CONTRA COSTA COUNTY PROFESSIONAL &TECHNICAL EMPLS
, AFSCME
o��
Attachment 11
Management Proposal
Workers' Compensation Continuing Pay Provisions
Replace the first paragraph of SECTION 15 - WORKERS' COMPENSATION, C. with
the following language:
C. Continuing pay begins at the same time that temporary Workers' Compensation
starts and continues until the temporary disability ends,the employee separates
from County service or dies, or until one (1) year has expired, whichever comes
first. All continuing pay under the Workers' Compensation Program will be
cleared through the County Administrator's Office, Risk Management Division.
DATED: �j�l
CONTRA COSTA COUNTY PROFESSIO AL &TECHNICAL EMPLS
FOCAL 51Z, AFSCME
2�✓UC.
1
U
Attachment 12
Management Proposal
Hospital Holiday Meals
Amend SECTION 48 - MEALS to reflect that free meals for employees working at
Merrithew Memorial Hospital on Thanksgiving, Christmas or New Year's will be
available only between 6:30 a.m. and 6:30 p.m.
DATED: VLI L)
CONTRA COSTA COUNTY PROFESSION L & TECHNICAL EMPLS
LOCAL 512 FSC E
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Attachment 13
PUBLIC WORKS DEPARTMENT
CONFLICT OF INTEREST - OUTSIDE EMPLOYMENT POLICY AGREEMENT
Following the adoption of the Memorandum of Understanding by the Board of
Supervisors, representatives from the Public Works Department and Local 512 agree
to meet to revise the language in #4 of the outside employment restrictions section
from the attached draft Conflict of Interest Policy which was reviewed by the parties
in negotiations on September 15, 1994.
DATED:
CONTRA COSTA COUNTY PROFESS NAL & TECHNICAL EMPLS
CAL 512, AFSCME
Attachment 13
CONFLICT OF INTEREST OUTSIDE EMPLOYMENT
POLICY:. Government Code Section 1126 states, "A local agency
officer or employee shall not engage in any employment, activity,
or enterprise for compensation which is inconsistent, incompatible,
in conflict with,. or inimical to his duties as a local agency
officer or employee or with the duties, functions or
responsibilities of his appointing power or the agency by which he
is employed. "
2T-J--TSIDE EMPLOYMENT RESTRICTIONS: Pursuant to this code, employees
of the Public Works Department may not engage in the following
activities in the course of performing outside employment.
I. The use of county office facilities or county equipment to
provide private services. (This includes, but is not limited
to, telephones, FAX machines, computers, access to not_
databases and copiers.)
2. The performance of private work on county time.
3. Using the influence of his/her county position to obtain
private work.
4. Perform engineering, surveying, real, estate or other work
related activities which may later be subject directly or
indirectly to the control, inspection, review, audit or
enforcement of the Department.
5. Be paid, or receive compensation for, work the employee is
obligated to perform on behalf of the Department.
6. Enter into outside employment which involves time demands that
would preclude the employee from, performing his/her duties in
an efficient manner
NOTICE: All Department employees shall be notified in writing of
the Department's conflict of interest policy adopted pursuant to
Government Code section 1126, which notification shall include a
copy of that policy.
DISCIPLINARY ACTION: The disciplinary provisions of the
Personnel Management Regulations or the pertinent Memorandum of
Understanding, whichever is applicable, shall govern disciplinary
actions for violation of policies under Government Code section
1126.
Attachnient 13
APPEAL PROCEDURE: Employees may appeal the application of this
policy and/or the determination of disciplinary action through the
grievance pro6edure outlined in the personnel Management
regulations and pertinent Memorandum of Understanding.
Approved for inclusion in the Public Works Policy Manual:-
Public Works Director Date
KE:a:conflict