HomeMy WebLinkAboutMINUTES - 10011996 - C27 Z 7
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THE BOARD OF SUPERVISORS OF CONTRA COSTA COUNTY. CALIFORNIA
Adopt this Order on October 1 1996
p by the following vote:
AYES: Supervisors Rogers, Bishop, DeSaulnier, Torlakson, Smith
NOES: None
ABSENT: None
ABSTAIN: None
SUBJECT:
Approval of Letter of)
Understanding with ).
IAFF Local 1230 ) Resolution No 961431
1. The Contra Costa Fire Protection District, on its own behalf and on behalf of the
Orinda and Moraga Fire Protection Districts, has met and conferred with United
Professional Firefighters, IAFF Local 1230 and agreed upon wages, benefits and
certain other terms and conditions of employment for the period October 1, 1995
through December 31, 1998 pending the completion of a comprehensive
Memorandum of Understanding.
2. The County Administrator has submitted a Letter of Agreement dated September
16, 1996, a copy of which is attached hereto, which has been jointly signed by
representatives of the Contra Costa Fire Protection District and the Union and
which summarizes said agreements noted above, and;
3. The Board having considered the Agreement, NOW THEREFORE:
The Contra Costa Board of Supervisors in its capacity as Governing Board of the Contra
Costa County, Moraga and Orinda Fire Protection Districts, RESOLVES THAT:
Effective October 1, 1995, the Letter of Understanding with IAFF Local 1230 attached
hereto, is adopted.
1 hereby oeAity that this Is a true and correct Copy of
an actlon taken and entered on the minutes of the
Board of Supenr ° e ate ly
ATTEM:
PHIL BATCHELOR,Clerk of the board
of Supetytttom and County Administrator
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Orig Dept: Human Resources-Director
cc: Human Resources-Labor Relations
Auditor-Controller(Payroll)
CCC Fire District-Fire Chief
IAFF Local 1230-Lou Paulson,President
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Contra Human Resources
Department
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Costa -
County ry Third Floor,Administration Bldg.
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:�,.,;.;; . 651 Pine Street
Martinez,California 94553-1292
-— (510)646-4064
Leslie T.Knight
Director of Human Resources
September 16, 1996
Lou Paulson, President
United Professional Firefighters, IAFF Local 1230
112 Blue Ridge Drive
Martinez, California 94553
RE: LETTER OF AGREEMENT ON TERMS AND CONDITIONS FOR
1995 - 1998 MEMORANDUM OF UNDERSTANDING
Dear Mr. Paulson-
This confirms agreement to mutually submit this Side Letter outlining negotiated wage and
benefit agreements and other terms and conditions of employment covering the period
October 1, 1995 through December 31, 1998 for approval to the Board of Supervisors.
This agreement is entered into by the Contra Costa County Fire Protection District
(District) and IAFF Local 1230 to provide wage adjustments while a comprehensive
Memorandum of Understanding (MOU) is being prepared and signed. The full MOU will
be finalized by the parties as soon as possible and subsequently submitted to the Board
of Supervisors for approval.
1. DURATION OF MOU:
October 1, 1995 through December 31, 1998
2. GENERAL WAGE ADJUSTMENT:
July 1, 1996 - 30 level increase (3.0439°/x)
October 1, 1997 - 30 level increase (3.0439%)
April 1, 1998 - 20 level increase (2.0191%)
The July 1, 1996 increase will be paid, without interest, in a 3.0% lump sum
distribution for the months of July and August 1996 on the October 10, 1996
paycheck.
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3. SPECIAL WAGE ADJUSTMENTS:
A. Effective January 1, 1997 - 20 level increase (2.0191%) for the class of
Senior Firefighter (RPVA).
B. Effective September 1, 1996, the current monthly differentials for Acting Pay
(2%), possession of certificates for Basic Life Support ($70), Emergency
Medical Technician-1 (2%) and Hazardous Materials First Responder (2%)
shall be discontinued and the basic salary range for all classes in Local
1230 that qualify to receive these differentials shall be increased by the
appropriate number of levels so that salary at top step will be at least equal
to, and substitute for, the discontinued differentials. The number of levels
to be added to each affected class shall be as indicated below:
Classification Levels
Fire Captain . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . +66
Fire Captain - Paramedic . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . +65
Fire District Dispatcher . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . +71
Fire Inspector . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . +72
Fire Services Technician - Riverview . . . . . . . . . . . . . . . . . . . . . . . . . +76
Fire Training Instructor . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . +72
Firefighter . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . +69
Firefighter - Paramedic . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . +68
Senior Fire District Dispatcher . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . +69
Senior Firefighter . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . +68
Senior Firefighter - Paramedic . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . +67
Senior Fire Training Instructor . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . +70
4. ELIMINATION OF DIFFERENTIALS:
Effective September 1, 1996, delete MOU Section 5.13 (Acting Pay), MOU Section
27 First Responder Basic Life Support and MOU Section 28.1 Emergency Medical
Technician-1.
5. HEALTH AND DENTAL PLANS:
Effective January 1, 1997, or as soon thereafter as possible within the requirements
of PERS Medical and the County Retirement Board, the District will implement a
transfer of all employees in the Local 1230 bargaining unit and all retirees and/or
survivors from that unit into PERS Medical. MOU Section 13 Health and Welfare.
Life and Dental Care is amended as in the attached Tentative Agreement.
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6. UNIFORMS:
A. Amend MOU Section 23 - Uniform Allowance to read as follows:
The monthly uniform allowance for all employees in represented classes for
which a uniform is required shall be increased-from $40/month to $45/month
effective July 1, 1996 and further increased from $45/month to $50/month
effective July 1, 1997.
B. The District Safety Committee shall be asked to consider alternatives to the
current Safety Boot.
C. Amend Personnel Bulletin #49 Uniform Regulations; Section C.14 to read as
follows:
"C14. District Sweatshirts
(a) 50/50 or 100% cotton crew neck, long sleeve, navy blue with white
lettering/logo. This sweatshirt may only be worn while exercising or with
Class "D" (Safety) Uniform.
(b) 50/50 or 100% cotton 1/4 zip front, long sleeve, navy blue with white
lettering/logo. This sweatshirt may be worn under turnouts, while performing
manipulative training or drills in or out of station, while working in or out of
station, or while studying, eating or resting in station. It shall not be worn for
Public Demonstrations, Station Inspections, Shopping, Classroom Training
or Reporting for Work."
7. PARAMEDICS:
Effective September 1, 1996, a differential of 10% of base salary shall be paid to
employees who are qualified paramedics regularly assigned to an Advanced Life
Support Engine Company.
8. "A" UNIT CAPTAIN POSITIONS:
Position allocations for the "A" Units currently assigned to Station 1, 6 and 10,
Including two (2) Fire Captain positions added as part of the assumption of
Kensington District employees shall be to one (1) Fire Captain; one (1) Senior
Firefighter and one (1) Firefighter.
The District agrees to determine the required number of additional Fire Captain
positions and to submit a Personnel Adjustment Request (P300) creating the
positions to the Board of Supervisors for adoption concurrent with this Letter of
Understanding and to make the related selections and promotions of both Fire
Captain and Senior Firefighter as expeditiously as possible.
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9. FIREFIGHTER TRAINEE:
The salary for this new classification when adopted by the District shall be a flat
amount of$2480 per month.
10. PARAMEDIC STAFFING OF ALS ENGINES:
The District and the Union have reached agreement in principle on Paramedic
training and staffing of ALS
11. ORINDA OFFICER-IN-CHARGE:
The District and the Union have executed a June 13, 1996 Side Letter which is
approved herewith.
12. RIGHT TO REPRESENTATION:
The District recognizes an employee's right to representation during any
disciplinary interview or meeting which may result in discipline.
13. SICK LEAVE:
Paid sick leave credits may be used for(1) adoption of a child and (2) bereavement
leave for the death of the employee's domestic partner. Use of these accruals shall
be in accordance with the District's Personnel Bulletin on Sick Leave .
14. UNFAIR LABOR PRACTICE:
Union and District agree to language standard with County employee organizations
on time frames for discussion of Unfair Labor Practice allegations.
15. LEAVE OF ABSENCE:
Union and District agree to language standard with County employee organizations
allowing authorized military leave for employees who volunteer during a
mobilization directed by Executive Order.
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16. PERS LONG-TERM CARE:
The District will deduct and remit monthly premium and provide eligible lists to the
PERS Long-Term Care Administrator at no administrative cost for employees who
voluntarily elect coverage at their own expense under the PERS Long-Term Care
Program.
17. HEALTH CARE SPENDING ACCOUNT:
The District will offer regular full-time employees the option to participate in a
Health Care Spending Account Program regulated under Section 125 of the Internal
Revenue Code.
18. BI-WEEKLY PAY PERIODS:
The Union agrees to meet and confer upon presentation of a proposal for
replacement of the current system of monthly pay with a bi-weekly (every other
week) pay system. Any implementation of a bi-weekly pay system must be by
mutual agreement of the parties.
19. DIRECT DEPOSIT FEE WAIVED:
The one-time $5.00 direct deposit fee required for participation in the direct payroll
deposit program is eliminated effective the first of the month following Board of
Supervisor's approval of the new MOU.
20. LAYOFF AND DISPLACEMENT LANGUAGE:
The Union and the District agree to language standard with County employee
organizations to include reference to layoff by displacement.
21. SALARY ON PROMOTION:
The Union and the District agree to language standard with County employee
organizations to insure that no loss of pay occurs when an employee is appointed
from a layoff list and the previous class relationships have changed to his/her
detriment since the layoff.
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22. NO DISCRIMINATION LANGUAGE:
The Union and the District agree to language standard with County employee
organizations to include reference to requirements of the Americans With
Disabilities Act (ADA).
23. SICK LEAVE LANGUAGE:
The Union and the District agree to language standard with County employee
organizations regarding the definition of "immediate family".
24. VACATION LEAVE:
The Union and the District agree to language standard with County employee
organizations to eliminate employee delay in qualifying to use their vacation
accruals upon return from layoff.
25. CHANGES TO PRE-EXISTING MOU LANGUAGE:
• References to Riverview and West County Fire will be eliminated in favor of
Contra Costa County, Moraga and Orinda Fire Protection Districts.
• The use of plural references to "Fire Chief' will be eliminated.
• Sections 5.1 B and C (Salaries) which linked salary adjustments in the years
1989 - 1991 to a "top ten" prevailing jurisdiction formula and granted a 20
level equity increase in 1990, 1991 and 1992 are retained in the 95-98 MOU
but are not operative..
• Section 12 (Leave of Absence) will be standardized to conform to
Countywide MOU language incorporating requirements of the Family Care
Medical Leave Act. A Side-Letter eliminating past practice on the use of
unrestricted sick leave during parental leave has been signed and will be
attached to the MOU.
• Outdated rate and coverage language in Section 12 (Health and Welfare,
Life and Dental Care) has been eliminated and replaced with standard
language.
• Section 22 (Mileage) has been updated to eliminate the defunct federal gas
price index and insert the current IRS cents-per-mile rate which is in
common usage throughout the County and the District.
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• Section 25 (Minimum Staffing) will be reconfigured to reflect the
incorporation of Riverview and West County into Contra Costa County Fire
Protection District.
26. DENTAL BENEFITS/SUBVENTION:
In the event the County and the Labor Coalition reach agreement regarding the
modification of existing dental benefits and/or subvention during the term of this
MOU, such modifications will be implemented between the District and Local 1230.
27. WORKER'S COMPENSATION:
Any subsequent agreement between the County and the Labor Coalition regarding
the percent received by a non-safety employee for continuing pay and time off for
treatment of injury/illness will be implemented between the District and the Local
1230 MOU.
28. COMMUNICATIONS CENTER STAFFING:
During the life of the MOU, the Union agrees to meet and confer upon presentation
of proposals by the District to modify the staffing and/or work schedules for
personnel in the Communications Center. Any modification shall only be by mutual
agreement of the parties.
29. FIRE INVESTIGATION OFF-DUTY STANDBY DIFFERENTIAL:
Effective October 1, 1996 Fire Inspectors assigned to participate in the Fire
Investigation Off-Duty Standby Team shall receive a monthly pay differential
according to their duty assignments.
Duty Assignment Percent of Base Pay
One Week in Four (25% Coverage) 2.5%
One Week in Five (20% Coverage) 2.0%
One Week in Six (16.7% Coverage) 1.6%
30. PHYSICAL FITNESS IN THE FIRE PREVENTION BUREAU:
Amend Personnel Bulletin #24 to Provide that:
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While the work assignments of Fire Prevention Bureau personnel in Safety
Retirement are not as physically demanding, members are encouraged to
participate in facets of the Physical Fitness Program as follows-
A. Members may, at the option of the employee, participate in the initial and
periodic evaluation of their physical condition on District time.
B. Members are not required to perform physical fitness exercise and may not
perform physical fitness exercise on duty.
C. Members may adjust work schedules, per appropriate policies, to
accommodate off-duty physical exercise.
31. Work Schedule In Fire Prevention Bureau.
Adopt a Personnel Bulletin to provide for 9/80 and alternate work schedules in the
Fire Prevention Bureau.
If the foregoing conforms to your understanding, please indicate your approval and
acceptance in the space provided below.
DATED ,<�/k ,
FOR IAFF LOCAL 1230 FOR THE DISTRICT
FOR THE COUNTY
cc: Leslie Knight,Human Resources Director
Kathy Ito-Labor Relations Manager
Allen Little,Fire Chief
Auditor/Payroll
Human Resources Personnel Services Unit
LOCAL NO. 1230
1996 NEGOTIATIONS
MANAGEMENT GENERAL PROPOSAL NO. 24A
Presented: 02/28/96
NEW SECTION
SECTION - CERTIFICATION REQUIREMENTS
1. Incumbents of the classifications of Firefighter. Senior Firefighter, Fire Captain,
Training_Instructor and Senior Training Instructor shall, at all times, possess current
certification appropriate for practice in Contra Costa county in Basic Life Support,
Emergency Medical Technician-1, and Hazardous Materials First Responder as a
condition of employment.
2. Incumbents of the classification of Firefighter-Paramedic. Senior Firefi hq ter_
Paramedic and Fire Captain-Paramedic shall, at all times, possess current
certification appropriate for practice in Contra Costa County in Emergency Medical
Technician-Paramedic and Hazardous Materials First Responder as a condition of
employment.
3. The District will provide maintenance training to incumbent employees to comply
with the requirements of Sections 1 and 2 above.
4. Employees appointed into any of the foregoing classifications (excepting
movements between these classifications) shall obtain these certifications within
six ( 6) months of appointment as a condition of employment. The District will
provide initial certification training to these employees.
5. The foregoing certifications shall be included in minimum qualifications for the
foregoing Job classifications.
6. Delete in their entirety, MOU Sections 27, First Responder Basic Life Support
Differential and Section 28.1, Emergency Medical Technician-1 Differential.
TENTATIVE AGREEMENT
DATED: 14, l 5
TLEOUNTYIDISTRICT FOR AFF, LOCA 1230
LOCAL NO. 1230
1996 NEGOTIATIONS
MANAGEMENT GENERAL PROPOSAL NO. 24B
Presented: 02/28/96
NEW SECTION
SECTION - ACTING IN A HIGHER CLASS
In lieu of"Pay for Work in Higher Classification", all employees may be required to act in
a higher classification at the discretion of the District without additional compensation.
Such assignments will not be made as alternatives to Merit System promotions.
TENTATIVE AGREEMENT
DATED: /6 09 G
FOR THE COUNTY/DISTRICT FOR AFF, LOCAL 1 30
LOCAL NO. 1230
1996 NEGOTIATIONS
MANAGEMENT GENERAL PROPOSAL NO. 35
Presented:
Amend MOU Section 13
SECTION 13 - HEALTH AND WELFARE LIFE AND DENTAL CARE
13.1 Health Plan. Effective January 1, 1997 or as soon thereafter as possible, the District
will provide to classifications represented by IAFF, Local 1230 group health benefits
through the California Public Employees' Retirement System-(CaIPERS) their benefits
shall be available to permanent full-time employees, retirees and survivor counterparts.
Open enrollment will be held approximately sixty (60) days prior to the actual
implementation date.
The CaIPERS program, as regulated by the Public Employees' Medical and Hospital Care
Act (PEMHCA), will control on all issues, including but not limited to eligibility, benefit
levels and cost.
IAFF, Local 1230 acknowledges that it understands the CaIPERS Health Plan program
benefits may not equate to benefits previously available to their represented employees,
retiree, survivor and Consolidated Omnibus Budget Reconciliation Act (COBRA)
counterparts through the various optional health programs previously offered.
IAFF, Local 1230 acknowledges that CaIPERS may terminate or change covered
expenses, benefit payments, copayments on covered benefits, deductibles, lifetime and/or
annual maximum limits and eligibility rules and may implement cost control measures as
they deem appropriate.
IAFF, Local 1230 waives the right to any group health plan benefits granted expressly or
impliedly under other sections of the existing Memorandum of Understanding (MOU), or
by any other agreement between the parties or by any County or District regulation, policy
or practice if that benefit is not offered through the CaIPERS Health Plan program.
13.2 Contra Costa Health Plan (CCHP). Because CCHP has met the minimum
standards required under PEMHCA and is approved as an alternative CaIPERS plan
option, IAFF, Local 1230 members and their retired and COBRA counterparts may elect
to enroll in CCHP under the CaIPERS plan rules and regulations.
13.3 Health Plan Contribution. Information regarding the District's contribution to the
CaIPERS monthly health plan premium is provided below. Any increases in the Health
Plan costs greater than the District's contributions identified below occurring during the
term of this MOU shall be borne by the employee.
A. District's Contribution for 1997:
The District will contribute eighty percent (80%) of the 1997 CalPERS Kaiser North
premium at each level (employee only, employee + one, employee + two or more)
toward the covered employee's or retiree's CaIPERS or CalPERS Alternate Plan
(CCHP) premium.
The following represents the District's maximum monthly contribution for CalPERS
health plan premiums at each level:
Employee only: $115.96
Employee + one: $231.92
Employee + two or more: $301.50
In the event, in whole or in part, that the above amounts are greater than one
hundred percent (100°/x) of the applicable premium of any plan, the District's
contribution will not exceed one hundred percent (100%) of the applicable plan
premium.
B. District's Contribution for 1998:
The District's maximum contribution to the monthly CalPERS premiums at each
level will be determined by calculating the dollar equivalent of up to two percent
(2%) increase in the previous year's maximum contribution. However, no increase
in the District's maximum contribution will be made in any year in which the
CalPERS Kaiser North premium is not a higher amount than in the previous year.
C. Following the initial open enrollment, the District will determine the amount of
savings, if any, realized as a result of the enrollment of employees and retirees into
the CalPERS medical plans. Such savings will be determined by calculating the
difference between the 1996 total cost of medical premiums for IAFF, Local 1230
bargaining unit employees and retirees, and the 1997 cost of medical premiums for
IAFF, Local 1230 bargaining unit employees and retirees. The District will meet
and confer with IAFF, Local 1230 regarding how such savings will be distributed
towards reducing employees' health care costs.
13.4 Dental Program. The District will continue to offer the existing County group Dental
Plans (Delta and Safeguard A & B) to all permanent employees.
13.5 Dental Contribution. Information regarding the District's contribution to the monthly
dental plan premiums is provided below. These rates apply to permanent full-time
employees. Any increases in dental plan costs greater than the District's contributions
identified below occurring during the term of this MOU shall be borne by the employee.
1. Delta and Safeguard A: District will contribute seventy-seven percent (77%)
toward the monthly dental premium.
2. Safeguard B. District will contribute the same contribution as Safeguard A
not to exceed the total premium of Safeguard B_
3. Dental Only: Eligible employees as stated above will continue to pay one
cent ($.01) per month.
13.6 Rate Information. The County Benefits Division will make dental plan rate
information and, to the extent possible, CalPERS health plan rate information available to
employees and departments upon request. In addition, the County Benefits Division will
publish and distribute to employees and departments information about rate changes as
they occur during the year.
13.7 Life Insurance Program. The District will continue the existing County group $3000
Term Life Insurance Plan for all permanent employees.
13.8 Life Insurance Contributions. The following rates apply to permanent full-time
employees.
A. Contributions for October 1, 1995 - December 31, 1998:
$3000 Term Life Insurance Policy. District will pay the entire premium for
employees who elect a CalPERS Health Plan coverage, including CCHP, and/or
dental plan coverage as established above.
13.9 Partial Months. The District's contribution to health plan and dental plan monthly
premiums are payable as follows:
A. CaIPERS PLAN (Includes Alternate CCHP Plan)
The District's contribution to the health plan premium is payable one (1) month in
advance provided the employee is paid in the prior month. If an employee's
compensation in any month is not sufficient to pay the employee share of the
premium, the employee must make up the difference by remitting the amount
delinquent to the Auditor-Controller. The responsibility for this payment rests solely
with the employee. If payment is not received by the due date, the employee's
eligibility for coverage shall be terminated immediately and coverage shall cease
effective the first day of the following month.
B. DENTAL AND LIFE INSURANCE PLANS.
The District's contribution to the dental and life insurance premium is payable for
any month in which the employee is paid. if an employee's compensation in any
month is not sufficient to pay the employee share-of the premium, the employee
must make up the difference by remitting the amount delinquent to the Auditor-
Controller. The responsibility for this payment rests solely with the employee. If
payment is not received by the due date, the employee's dental/life insurance plan
coverage shall cease immediately.
13.10 Coverage During Absences. An employee on approved leave shall be allowed
to continue his/her health/dental/life insurance coverage provided that the employee shall
pay their share of the monthly premium within the time-frame required during said leave.
An employee not eligible for continued coverage may convert to individual health plan
coverage (if available) or continue group coverage subject to the provisions of the
Consolidated Omnibus Budget Reconciliation Act (COBRA), plus any administrative fees,
for the option selected. The entire cost of coverage shall be paid at the time and place
specified by CalPERS for health plans and by the District for the dental plans.
An employee who terminates District employment is covered through the first day of the
month following termination for CalPERS plans and through the last day of the month in
which he/she is paid for District dental plans. Employees who terminate District
employment may continue Group Health/Dental plan coverage to the extent provided
under the COBRA regulations.
13.11 Retirement Coverage. Employees must be enrolled in a CalPERS Health Plan
and/or District dental plan immediately preceding their retirement to be eligible to continue
coverage upon retirement. Employees on an approved leave of absence must have
continued either group, ,COBRA or individual conversion coverage from the CalPERS
health and District dental plans to be eligible to continue coverage upon retirement.
Employees enrolled in the CalPERS alternative plan (CCHP) at the time of retirement are
permanently precluded from enrolling in either a CalPERS or District health plan in the
future.
13.12 Dual Coverage.
A. CalPERS Health Plan. Employees must adhere to the rules as established by
CalPERS.
B. Dental Plans. In the event a husband or wife, who both work for the District,
becomes ineligible for coverage, the remaining eligible member shall be allowed to
(1) enroll in a dental plan, if not currently enrolled, or (2) add the spouse and or
dependent(s) to their existing plan coverage provided they do so within thirty (30)
days of the date coverage is no longer afforded under the spouse's plan and
evidence of the termination of, or ineligibility for; coverage is provided by the
spouse's employer.
TENTATIVE AGREEMENT
DATED: 16 1019,k
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FOR THE COUNTY/DISTRICT FO IAF , LOCAL 1 0
LOCAL NO. 1230
1996 NEGOTIATIONS
MANAGEMENT GENERAL PROPOSAL NO. 30
Presented:
SECTION 23 - UNIFORMS:
A. Amend MOU Section 23 - Uniform Allowance to read as follows:
The monthly uniform allowance for all employees shall be increased from
$40/month to $45/month effective July 1, 1996 and further increased from
$45/month to $50/month effective July 1, 1997. _
The District Safety Committee shall be asked to consider alternatives to the current
Safety Boot.
B. Amend Personnel Bulletin#49 Uniform Regulations, Section C14 to read as follows:
C14. District Sweatshirts
(a) 50/50 or 100% cotton crew neck, long sleeve, navy blue with white
lettering/logo. This sweatshirt may only be worn while exercising or with Class "D"
(Safety) Uniform.
(b) 50/50 or 100% cotton 1/4 zip front, long sleeve, navy blue with white
lettering/logo. This sweatshirt may be worn under turnouts, while performing
manipulative training or drills in or out of station, while working in or out of station
or for studying, eating or resting in station. It shall not be worn for Public
Demonstrations, Station Inspections, Shopping, Classroom Training or Reporting
for Work.
TENTATIVE AGREEMENT
DATED:,:!��- y6 /q9{0
FOR THE COUNTY/DISTRICT FOR IAFF, LOCAL 1230
4v`
2
LOCAL NO. 1230
1996 NEGOTIATIONS
MANAGEMENT GENERAL PROPOSAL NO. 21
Presented: 02/28/96
NEW SECTION
SECTION - PARAMEDIC PAY DIFFERENTIALS
A. A qualified paramedic who is regularly assigned as the Paramedic in an Advanced
Life Support Engine Company shall receive a monthly Paramedic pay differential
of 10% of base pay.
A qualified Paramedic must possess a valid EMT-Paramedic License issued by the
State of California and a local accreditation issued by Contra Costa County.
TENTATIVE AGREEMENT
DATED:
FOR THE COUNTY/DISTRICT FOR F , LOC L 1230
LOCAL NO. 1230
1996 NEGOTIATIONS
MANAGEMENT GENERAL PROPOSAL NO. 22
Presented:
NEW SECTION
SECTION -
"A" UNIT CAPTAIN POSITIONS:
Position allocations for the "A" Units currently assigned to Station 1, 6 and 10 shall be
adjusted to one (1) Fire Captain, one (1) Senior Firefighter and one (1) Firefighter. The
two (2) Fire Captain positions added as a part of inclusion of Kensington Fire District
employees shall be included in the allocation for the "A" Units.
The District agrees to submit a Personnel Adjustment Request (P300) creating the
required Fire Captain positions to the Board of Supervisors for adoption concurrent with
this Letter of Understanding and to make the related selections and promotions of both
Fire Captain and Senior Firefighter as expeditiously as possible.
TENTATIVE AGREEMENT
DATED: I IG q(I
FOR THE COUNTY/DISTRICT FOR I LOC L 1230
LOCAL NO. 1230
1996 NEGOTIATIONS
MANAGEMENT GENERAL PROPOSAL NO. 26
Presented: 07/22/96
NEW SECTION
SECTION -FIREFIGHTER TRAINEE
A new classification of Firefighter Trainee will be adopted at a flat monthly salary
of$2480 per month into which new "Firefighters" will be appointed for the duration
of their academy training period. Advancement to Firefighter will be made upon
successful completion of academy training and assignment to a 56-hour schedule.
TENTATIVE AGREEMENT
DATED: '
OR THE COUNTY/DISTRICT FOR IAFF, LOCAL 1230
J
LOCAL NO. 1230
1996 NEGOTIATIONS
MANAGEMENT GENERAL PROPOSAL NO. 31
Presented: 0/0/96
NEW SECTION
SECTION - PARAMEDIC STAFFING
The District will offer Paramedic training to interested station personnel with priorityb
ambulance provider zone to which the employee is regularly assigned and by rank (1)
Firefighter, 2) Senior Firefighter, 3) Fire Captain).
Interested employees must agree to provide a minimum three year term of service as a
Paramedic in order to be accepted into the training program.
Where a station has no employees interested in Paramedic training, reassignments shall
be made to place an interested employee in that station.
No earlier than January 1 1998 the District and the Union shall meet and confer regarding
a Relief Paramedic Pay Differential.
TENTATIVE AGREEMENT
DATED:�I6 l cl X1,6
FOR THE COUNTY/DISTRICT FOR IA FF L 1230
Contra Costa County Fire Protection District
2010 GEARY ROAD PLEASANT HILL. CA 94523-4694
TELEPHONE(510)930-5500 FAX(510)930-5592
Fire Chief TELEPHONE(510)757-1303 FAX(510)754-8 852
ALLEN LITTLE TELEPHONE(510)374-7070
June 13, 1996
Louis Paulson, President
U.P.F.F., Local 1230
112 Blue Ridge Drive
Martinez, CA 94553
RE: Orinda Fire Protection District- Officer in Charge Differential
Dear Mr. Paulson:
With the implementation of Battalion 4 including Moraga, Orinda and portions of Contra
Costa County Fire Protection Districts, the staffing patterns will change. Battalion 4 will be
staffed with a 24-hour Battalion Chief, so Orinda Fire Captains will no longer be assigned
`Officer in Charge" duties and thus will no longer be eligible for the differential set forth in
Sec. 28.2 of the MOU. Payment of this differential ceased April 1, 1996.
In the event Battalion 4 no longer includes stations from Contra Costa, Moraga and Orinda,
the O.I.C. asignment and pay differential will be restored.
This letter confirms the parties understanding and agreement.
Very truly yours,
For Contra Costa Co46 For Local 1
UWDO
r
LOCAL NO. 1230
1996 NEGOTIATIONS
MANAGEMENT GENERAL PROPOSAL NO. 20
Presented: 01/10/96
ADD NEW SECTION
EMPLOYEE REPRESENTATION RIGHTS
The District recognizes an employee's right to representation during any disciplinary
interview or meeting which may result indiscipline. The District will not interfere with the
representative's right to assist an employee to clarify the facts during the interview.
TENTATIVE AGREEMENT
DATED:/� 16
FOR THE COUNTY/DISTRICT FOR IAFF, LOCAL 1230
LOCAL NO. 1230
1996 NEGOTIATIONS
MANAGEMENT GENERAL PROPOSAL NO. 19
Presented: 07/22/96
ADD NEW SECTIONS
SECTION 11 - SICK LEAVE
11.6 Legal Adoption of a Child - Paid sick leave credits may be used by an employee
upon adoption of the child.
11.7 Death of Family Member. An employee may use paid sick leave credits for working
time used because of a death in the employee's immediate family or of the
employee's domestic partner, but this shall not exceed three working days, plus up
to two days of work time for necessary travel Use of additional accruals other than
sick leave may be authorized in conjunction with the bereavement leave at the
discretion of the appointing authority.
TENTATIVE AGREEMENT
DATED: �.
FOR THE COUNTY FO IAF , LOC 1230
LOCAL NO. 1230
1996 NEGOTIATIONS
MANAGEMENT GENERAL PROPOSAL NO. 18
Presented: 01/10/96
SECTION 31 - UNFAIR LABOR PRACTICE
Either the District(s)/County or the Union may file an unfair labor practice as defined in
Ghaptef 34-22 Board of Supervisors' Resolution 81/1165 against the other. Allegations
of an unfair labor practice, if not resolved in discussions between the parties within thirty
(30) work days from the date of recent or said time as mutually agreed between the
parties, may be heard and decided by a mutually agreed upon impartial third party.
TENTATIVE AGREEMENT
DATED'Z 16, 1956
FOR THE COUNTY/DISTRICT FOR I LOCA 1230
LOCAL NO. 1230
1996 NEGOTIATIONS
MANAGEMENT GENERAL PROPOSAL NO. 17
Presented: 07/22/96
SECTION 12 - LEAVE OF ABSENCE
12.3 MILITARY LEAVE Any employee who is fegtitr-ed ordered to
serve as a member of the State Militia or the United States Army, Navy, Air Force, Marine
Corps, Coast Guard or any division thereof, shall be granted a military leave for the period
of such service, plus ninety(90) days. .
be gfflnted a leave of absenee iff neeessary in accofdance with applicable state of fed
favus. Additionally, any employee who volunteers for service during a mobilization under
Executive Order of the President or Congress of the United States and/or the State
Governor in time of emergency, shall be granted a leave of absence in accordance with
applicable federal or state laws. Upon the termination of such service, or upon honorable
discharge, the employee shall be entitled to return to his/her position in the classified
service provided such still exists and the employee is otherwise qualified, without any loss
of standing of any kind whatsoever.
TENTATIVE AGREEMENT
DATED.--
FOR
ATED:FOR THE COUNTY FOR IA , LOCA 230
LOCAL NO. 1230
1996 NEGOTIATIONS
MANAGEMENT GENERAL PROPOSAL NO. 15
Presented: 07/22/96
PERS LONG TERM CARE
The Qgntoty District proposes to deduct and remit monthly premium and eligible lists to the
PERS Long Term Care Administrator, at no GpuntNLftdministf=ative employee cost, for
c-,pt ,ty District employees who are eligible and voluntarily elect to purchase long term care
through the PERS Long Term Care Program.
The Cearrty District further agrees that Q.-qtft District employees interested in purchasing
PERS Long Term Care may participate in meetings scheduled by PERS Long Term Care
on C-panty District facilities during non-work hours. (i.e: coffee breaks, lunch hour).
TENTATIVE AGREEMENT
DATED: ky44
FOR THE COUNTY FOI FF OCAL 230
U"
LOCAL NO. 1230
1996 NEGOTIATIONS
MANAGEMENT GENERAL PROPOSAL NO. 14
Presented: 07/22/96
HEALTH CARE SPENDING ACCOUNT
The County will offer regular full-time and part-time District employees the option to
participate in a Health Care Spending Account (HCS Program designated to qualify for
tax savings under Section 125 of the Internal Revenue Code, but such savings are not
guaranteed. The HCSA Program allows employees to set aside a pre-determined amount
of money from their paycheck for health care expenses not reimbursed by any other health
benefits plan with before tax dollars. Any unused balance can not be recovered by the
employee.
TENTATIVE_AGREEMENT
DATED: 3
FOR THE COUNTY FO I , LOC L 1230
c.
LOCAL NO. 1230
1996 NEGOTIATIONS
MANAGEMENT GENERAL PROPOSAL NO. 12
Presented: 01/10/96
Revised: 02/12/96
BI-WEEKLY PAY PERIODS
Not later than January 1. 1997, the County shall present to Local 1230 a comprehensive
proposal for replacement of the current system of monthly pay with a bi-weekly (every
other week) pay system.
Within thirty (30) days of receipt of the County's proposal, the Union agrees to commence
meet and confer on those elements in the proposed bi-weekly_payroll system which are
within the scope of bargaining and/or on the impact of replacing the current monthly pay
system with a bi-weekly system. Any implementation of a bi-weekly pay system must be
by mutual agreement of the parties.
Meet and confer on bi-weekly repay may also include as applicable discussion on (1) the
proration of vacation and sick leave accruals for permanent part-time employees and (2)
discontinuing the payroll practice of applying a factor of 1.05 when computing the base pay
hourly equivalent for full-time and part-time permanent employees for the purpose of
compensating shift differential, hazard pay, straight-time overtime and straight-time holiday
pay. However, these discussions will not be contingent upon any agreement reached
re arding bi-weekly pay.
TENTATIVE AGREEMENT
DATED �6 1 qct
FOR THE COUNTY/DISTRICT FOR IAF , LOC 1230
LOCAL NO. 1230
1996 NEGOTIATIONS
MANAGEMENT GENERAL PROPOSAL NO. 11
Presented: 07/22/96
SECTION 5 - SALARIES
The one time $5.00 direct deposit fee required for participation in the direct deposit payroll
program is eliminated effective the first of the month following Board of Supervisors'
approval of this MOU.
TENTATIVE AGREEMENT
DATED. 7 Y3
FOR THE COUNTY FORIA -, LOC 1230
LOCAL NO. 1230
1996 NEGOTIATIONS
PERSONNEL MANAGEMENT REGULATIONS
MANAGEMENT GENERAL PROPOSAL NO.9
Presented: 07/22/96
DEFINITIONS -LAYOFF LIST
109. "LAYOFF LIST" means a list of persons who have occupied positions allocated to
a class in the merit system, and who have been involuntarily separated by layoff or
displacement: or demoted by displacement: or have voluntarily demoted in lieu of layoff
or displacement: or have voluntarily transferred in lieu of layoff or displacement.
TENTATIVE AGREEMENT
DATED:.,�
FOR THE COUNTY/DISTRICT FOR IAFF, LOCAL 1230
LOCAL NO. 1230
1996 NEGOTIATIONS
MANAGEMENT GENERAL PROPOSAL NO. 9A
Presented: 07/22/96
DEFINITIONS - LAYOFF LIST
K. Layoff List: A list of persons who have occupied positions allocated to a class in
the Merit System and who have been involuntarily separated by layoff or
displacement; or demoted by displacement: or have voluntarily demoted in lieu of
layoff or displacement: or have transferred in lieu of layoff or displacement.
TENTATIVE AGREEMENT
DATED: 6 �i
FOR THE COUNTY/DISTRICT FOR IAFF, LOCAL 1230
LOCAL NO. 1230
1996 NEGOTIATIONS
PERSONNEL MANAGEMENT REGULATIONS
MANAGEMENT GENERAL PROPOSAL NO.10
Presented: 07/22/96
707. CERTIFICATION OF PERSONS FROM LAYOFF LISTS. Layoff lists contain the
name(s) of person(s) laid off, displaced or demoted by displacement or voluntarily demoted
in lieu of layoff or displacement, or transferred in lieu of layoff-or displacement. When a
request for personnel is received from the appointing authority of a department from which
an eligible(s) was laid off, the appointing authority shall receive and appoint the eligible
highest on the layoff list from the department. When a request for personnel is received
from a department from which an eligible(s) was not laid off, the appointing authority shall
receive and appoint the eligible highest on the layoff list who shall be subject to a
probationary period. A person employed from a layoff list shall be appointed at the same
step of the salary range the employee held on the day of layoff.
TENTATIVE AGREEMENT
DATED; b, /moire
FOR THE COUNTY/DISTRICT FOR IAFF, LOCAL 1230
LOCAL NO. 1230
1996 NEGOTIATIONS
MANAGEMENT GENERAL PROPOSAL NO. 8
Presented: 01/10/96
Revised: 02/12/96
SECTION 5 - SALARIES
5.9 Salary on Promotion. Any employee who is appointed to a position of a class
allocated to a higher salary range than the class previously occupied, except as provided
under Section 5.12, shall receive the salary in the new salary range which is next higher
than the rate received before promotion.
In the event this increase is less than five percent (5%), the employee's salary shall be
adjusted to the step in the new range which is at least five percent (5%) greater than the
next higher step; provided however that the next step shall not exceed the maximum salary
for the higher class.
In the event of the appointment of a laid off employee from the layoff list to the class from
which the employee was laid off, the employee shall be appointed at the step which the
employee had formerly attained in the-ItteMef that class unless such step results in a
decrease in which case the employee is appointed to the next higher step. If however.
the employee is being appointed into a class allocated to a higher salary range than the
class from which the employee was laid off, the saiary will be calculated from the highest
step the employee achieved prior to layoff, or from the employee's current step, whichever
is higher.
TENTATIVE AGREEMENT
DATED: 16 1 q q
IV
FOR THE COUNTY/DISTRICT FOR I F, LOCA 1230
LOCAL NO. 1230
1996 NEGOTIATIONS
MANAGEMENT GENERAL PROPOSAL NO. 3
Presented: 01/10/96
Revised: 02/12/96
SECTION 3 - NO DISCRIMINATION
There shall be no discrimination because of race, creed, color, national origin, sex, sexual
orientation or union activities against any employee or applicant for employment by the
District(s) ; and to the extent prohibited by
applicable State and Federal law there shall be no discrimination because of age. There
shall be no discrimination against any handicapped disabled person solely because of
such handieep disability unless that handieap disability prevents the person from meeting
the minimum standards established for that position or from carrying out the duties of the
position safely. There shall be no discrimination because of Union membership or
legitimate Union activity against any employee or applicant for employment by—the
The District(s) and the Union recognize that the District has an obligation in accordance
with the America with Disabilities Act (ADA) to reasonably accommodate disabled
employees. If by reason of the aforesaid requirement the District contemplates actions to
provide reasonable accommodation to an individual employee to comply with the ADA
which are in conflict with any provision of this MOU, the Union will be advised of such
proposed_accommodation. Upon request. the District will meet and confer with the Union
on the impact of such accommodation. If the District and the Union do not reach
agreement, the District may implement the accommodation without
further negotiations. Nothing_in this MOU shall preclude the District from taking actions
necessary to comply with the requirements of the ADA or of any other State or Federal law
governing discrimination, wages or hours. Subject to this provision, the Union may grieve
any action by the District under this Section alleged by the Union as a violation of the
MOU.
TENTATIVE AGREEMENT
DATED: �G, (q9
FOR THE COUNTY/DISTRICT FOR F LOCAL 230
LOCAL NO. 1230
1996 NEGOTIATIONS
MANAGEMENT GENERAL PROPOSAL NO. 2
Presented: 07/22/96
SECTION 11 - SICK LEAVE
11.4 Definition of Immediate Family. "Immediate Family" shall be festfietted to means and
includes only the spouse, son, stepson, daughter, stepdaughter,_father, stepfather, mother,
stepmother, brother, sister, grandparent, grandchild, niece, nephew, father-in-law, mother-
in-law, daughter-in-law, son-in-law, brother-in-law, sister-in-law, foster children, aunt,
uncle, cousin, stepbrother, or stepsister of an employee and/or includes any other person
for whom the employee is the legal guardian or conservator, or any person who is claimed
as a "dependent" for IRS reporting purposes by the employee.
TENTATIVE AGREEMENT
DATED:,tca 16,
FOR THE COUNTY/DISTRICT FOR IAFF, LOCAL 1230
LOCAL NO. 1230
1996 NEGOTIATIONS
MANAGEMENT GENERAL PROPOSAL NO. 1
Presented: 07/22/96
SECTION 10 - VACATION LEAVE
10.1 Vacation Leave on Reemployment from a Layoff List. Employees with six (6)
months or more service in a permanent position prior to their layoff, who are employed
from a layoff list, shall be considered as having completed six (6) months tenure in a
permanent position for the purpose of vacation leave. The appointing authority or designee
will advise the Auditor-Controller's Payroll Unit in each case where such vacation is
authorized so that appropriate Payroll system override actions can be taken.
TENTATIVE AGREEMENT
DATED:Aogv 14 1 q (o
FOR THE COUNTY/DISTRICT FOR IAFF, LOCAL 1230
LOCAL NO. 1230
1996 NEGOTIATIONS
MANAGEMENT GENERAL PROPOSAL NO. 36
Presented:
NEW SECTION
SECTION - COMMUNICATIONS CENTER STAFFING
During the life of this MOU, the Union agrees to meet and confer upon presentation of
proposals by the District to modify the staffing and/or work schedules for personnel in the
Communications Center. Any modification of staffing and/or work schedules will be by
mutual agreement of the parties.
TENTATIVE AGREEMENT
DATED:, Ito,
FOR THE COUNTY/DISTRICT FOR 30