HomeMy WebLinkAboutMINUTES - 10081996 - C33 313
T1411E BOARD OF SUPERVISORS OF CONTRA COSTA COUNTY, CALIFORNIA
Adopted this Order on October 8. 1996 by the following vote:
AYES: Supervisors Rogers, Bishop, DeSaulnier, Torlakson, Smith
NOES: None
ABSENT: None '
ABSTAIN: None
SUBJECT:
Approval of Letter of Understanding with
District Attorney Investigators' Association) Res. 96/_412
BE IT RESOLVED that the Board of Supervisors of Contra Costa County APPROVES
the Letter of Understanding (copy attached and included as part of this
document), jointly signed by Kathy Ito, Labor Relations Manager, Human
Resources Department and Robert Caskey, President, District Attorney
Investigators' Association, regarding economic terms and conditions for 1995-98
for those classifications represented by that employee organization.
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Orig. Dept.: Human Resources (Contact Kathy Ito @ 335-1785)
cc: Auditor-Controller/Payroll
District Attorney's Office
District Attorney Investigators' Association
. C33
Contra
Human Resources
= Department
Costa �-
�`' k°t Third Floor,Administration Bldg.
County \' ' ``� ;;/ 651 Pine Street
Martinez,California 94553-1292
(510)646-4064
Leslie T.Knight
Director of Human Resources
October 4, 1996
Mr. Robert Caskey, President
D. A. Investigators' Association
10 Douglas Drive
Martinez CA 94553
RE: ECONOMIC TERMS & CONDITIONS FOR D. A. INVESTIGATORS'
ASSOCIATION'S 1995-98 MEMORANDUM OF UNDERSTANDING
Dear Mr. Caskey:
This confirms agreement to mutually submit this Letter of Understanding
outlining negotiated wage agreements and other terms and conditions of
employment covering the period October 1 , 1995 through September 30,
1998, to the Board of Supervisors for approval.
This agreement is entered into by Contra Costa County and the D. A.
Investigators' Association (DATA) to provide wage adjustments while a
comprehensive Memorandum of Understanding (MOU) is being prepared.
The 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 September 30, 1998
2. GENERAL WAGE INCREASE
July 1 , 1996: 30 level (3.0439%) increase
October 1 , 1997: 30 level (3:0439%) increase
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Lump Sum Payment. In lieu of a retroactive pay requiring special
payroll recomputation processing back to July 1 , 1996, the County will
make a "Lump Sum Payment" to each employee for the months of July,
August and September 1996, without interest, computed as follows:
Employee regular pay, overtime pay and specific other earnings
ordinarily computed as a percentage of base pay will be added
together for each applicable pay period to determine the "Retro Pay
Base" (RPB). This base will then be multiplied by 3% to arrive at the
employee's lump sum payment. The payment amount thus computed
will be added to the employee's November 10, 1996 paycheck where
it will be listed separately as a "Lump Sum Payment" and will be subject
to normal tax withholding and retirement deduction requirements.
3. SPECIAL SALARY REALIGNMENTS. Effective October 1 , 1996, the
P.O.S.T. career incentive allowance as outlined in Section 10 - Peace
Officer Training, and the physical fitness differential as outlined in
Section 44 - Physical Fitness Differential, shall be eliminated and the
discontinued differentials incorporated into the basic salary range for
the affected classes as provided below.
Effective October 1 , 1996, all classes shall receive a special salary
adjustment to compensate for the addition of Section 8 - Pagers, and
Section 9 - On-Call/Call Back as provided herein.
The salary ranges shown below include (1 ) the July 1 , 1996 general
wage increase, (2) the increase in base pay for the discontinued
differentials and (3) the special salary adjustment:
D.A. Inspector - Welfare Fraud (6KWF)
D.A. Inspector-Project (6KW1 )
Current Range New Range
(C5 2038) (C5 2207)
Step 1 $34-85 - $4127 --
Step
4127 --Step 2 $3659 $4333
Step 3 $3842 $4550
Step 4 $4035 $4777
Step 5 $4236 $5016
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D.A. Sr. Inspector - Welfare Fraud (6KVD)
D.A. Sr. Inspector - Welfare Fraud Project (6KV2)
D.A. Sr. Inspector (6KVA)
Current Range New Range
(C5 2184) (C5 2348)
Step 1 $4033 $4751
Step 2 $4234 $4989
Step 3 $4446 $5238
Step 4 $4668 $5500
Step 5 $4902 $5775
4. ELIMINATION OF DIFFERENTIALS. Effective October 1 , 1996, MOU
Section 10 - Peace Officer Training and Section 44 - Physical Fitness
Differential, are deleted.
5. REPLACE SECTION 8 - CALL BACK TIME WITH SECTION 8 - PAGERS.
Inspectors and Senior Inspectors are required to retain a County-issued
pager in his/her immediate possession at all times, and keep it
activated. Inspectors and Senior Inspectors shall respond to the caller
within ten (10) minutes, or as soon as practical, after receiving the
page.
6. REPLACE SECTION 9 - ON-CALL DUTY WITH SECTION 9 - ON-
CALL/CALL BACK. The Senior Inspector will be on-call for one week
intervals beginning at 0800 hours on a Wednesday and continuing until
0800 hours the following Wednesday. Investigative Unit Management
will distribute and administer an on-call rotation list. Inspectors and
Senior Inspectors shall keep their current home telephone number on
file with the department and Investigative Unit Management. It is each
Inspector's and Senior Inspector's responsibility to keep the
information current.
During the on-call interval; it is that Sen-ior i-nspector's-re-spon-sibility to
arrange to be available to respond to the caller within ten (10) minutes
of being paged or telephoned at home, work, or assigned cellular
phone. The Senior Inspector on-call shall personally respond to the
incident unless unavailable due to verifiable illness or emergency.
Management will review the legitimacy of each occurrence of
unavailability.
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The Senior Inspector on-call shall be en route to the location directed
within thirty (30) minutes of being notified. A County vehicle may be
used and driven home during the on-call interval, and must be used in
compliance with the County Vehicle Use Policy.
The Senior Inspector on-call shall be required to operate all equipment
designated for the on-call equipment bag and shall be responsible for
bringing the on-call equipment bag to the call out location, maintaining
an adequate level of supplies, and ensuring the equipment is operable.
Employees subject to on-call/call back shall be governed by the
OFFICER INVOLVED - FATAL INCIDENT PROTOCOL.
Inspectors of all classes, whether or not on-call, may be called out to an
incident after normal working hours, shall respond timely to the
location using their own vehicle, and shall be reimbursed per Section
31 - Mileage of this MOU.
Any employee called out to an incident after normal work hours shall
receive overtime or compensatory time at the rate of one and one-half
0 -%Z) hours for "actual hours worked" plus one (1 ) hour. "Actual hours
worked" is defined as actual time the employee is required to perform
duties at the incident. This time commences when the employee arrives
at the location directed and ends when the employee is no longer
required to perform duties at the incident. Both beginning and ending
times shall be documented in the employee's report of his/her
activities at the incident.
7. HEALTH & DENTAL PLAN. Effective January 1 , 1997 or as soon
thereafter as possible within the requirements of PERS Medical, the
County will allow all employees in the DATA bargaining unit to enroll
into PERS Medical. Open enrollment will be held approximately sixty
(60) days prior to the actual implementation date.
Subvention rates for the purposes of open enrollment in all PERS
medical plans will be the dollar equivalent of eighty percent (80%) of
the 1997 PERS Kaiser North premium at each level (employee only,
employee + one, employee + two or more).
The following represents the County's maximum contribution for
medical premiums:
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Employee only: $115.96
Employee + one: $231 .92
Employee + two or more: $301 .50
In the event as to any plan, in whole or in part, that the above amounts
are greater than one hundred percent (100%) of the applicable
premium, the County's contribution will not exceed one hundred
percent (100%) of the applicable premium.
Following open enrollment the County will determine the amount of
savings, if any, realized as a result of the transfer of employees and
retirees into PERS medical plans. Such savings will be determined by
calculating the difference between the 1996 total cost of medical
premiums for DAIA bargaining unit employees and retirees, and the
1997 cost of medical premiums for DAIA bargaining unit employees
and retirees. The County will meet and confer with DAIA regarding
how such savings will be distributed towards reducing employees'
health care costs.
In 1998, the County's maximum contribution to medical 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 County's maximum
contribution will be made in any year in which the PERS Kaiser North
premium is not a higher amount than in the previous year.
8. DEFINITIONS. Add "or displacement" to definition of Layoff List.
9. NO DISCRIMINATION. Change reference of "handicapped" to
"disabled."
10. ASSOCIATION REPRESENTATIVES. Modify Section to include prior
departmental approval of time off for Association business.
11. ANNIVERSARY DATES. -The anniversary date of employees on leave
from their County position with or without pay, for more than three (3)
months shall be extended by the appointing authority for a period of
time equal to the length of time on leave. This new date shall become
the employee's new anniversary date for purposes of future salary
reviews.
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12. SALARY ON PROMOTION. 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 higher 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 promoted into a
class allocated to a higher salary range than the class from which the
employee was laid off, the salary on promotion will be calculated from
the highest step the employee achieved prior to layoff.
13. DAYS/HOURS OF WORK. Language referencing the operational cycle
and written schedules to support deviations is deleted.
14. OVERTIME. Overtime must be approved before it is worked.
15. SENIORITY WORKFORCE REDUCTION LAYOFF & REASSIGNMENT.
Language revised to standardize layoff procedures for all employee
organizations.
16. HOLIDAYS. Permanent part-time and permanent-intermittent
employees who work on a holiday shall receive overtime pay or
compensatory time credit for all hours worked, up to a maximum of
eight (8) hours.
17. 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.
18. SICK LEAVE. Section modified to clarify procedures and change
references of "handicap" to "disability."
19. DISABILITY. Section modified to add "psychologist" for verification of
disability in addition to a psychiatrist.
20. WORKERS' COMPENSATION. Whenever possible, medical exams or
follow-up medical appointments for job-related illness or injury
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scheduled during work hours, will be scheduled at the beginning or
end of the employee's shift so as to minimize time lost from work.
21. LEAVE OF ABSENCE. Section modified to incorporate Family and
Medical Leave Act language.
22. JURY WITNESS DUTY. Language revised to clarify procedure when
employee is on standby for jury selection and when sworn as a juror.
23. MILEAGE. Mileage allowance for the use of personal vehicles on
County business shall be paid according to the rates allowed by the
Internal Revenue Service and shall be adjusted to reflect changes in this
rate on the date it becomes effective or the first of the month following
announcement of the changed rate by the Internal Revenue Service,
whichever is later.
24. PROFESSIONAL MEMBERSHIP STIPEND. The County agrees to
reimburse employees in the District Attorneys Investigators' Unit for
actual cost of membership dues in job-related professional associations
not to exceed a maximum of seventy-five dollars ($75.00) per calendar
year, with the prior approval of their supervisor. .
25. ELIMINATION OF 1% SUBVENTION. Effective the first of the month
following Board approval of this Letter of Understanding, the additional
1% County subvention of premium for employees enrolled in either the
Kaiser or Health Net medical plan option which is granted upon the
employee's affirmation that he/she does not abuse alcohol or use
tobacco, is discontinued.
26. PERS LONG TERM CARE. County will deduct and remit monthly
premium and provide eligible lists to the PERS Long-Term Care
Administrator at no County administrative cost for County employees
who voluntarily elect to purchase coverage under the PERS Long-Term
Care Program.
27. BI-WEEKLY PAY PERIODS. Parties agree to meet and confer in the
future regarding bi-weekly pay.
28. DIRECT DEPOSIT ADMINISTRATIVE FEE. Effective the first of the
month following Board approval of this Letter of Understanding, the
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one-time $5.00 direct deposit fee required for participation in the
direct deposit payroll program is eliminated.
29. HEALTHCARE SPENDING ACCOUNT. Effective ,January 1 , 1997, the
County will offer regular full-time County employees the option to
participate in a Health Care Spending Account (HCSA) Program
regulated under Section 125 of the Internal Revenue Code.
30. WELLNESS INCENTIVE PROGRAM. A broad-based pilot Wellness
Incentive Program will be developed with input from the joint
Labor/Management Wellness Committee. The purpose of this program
will be to reward County employees with incentives for participating in
Wellness Program activities and encourage them to live healthier
lifestyles. The Wellness Committee will work closely with the Human
Resources Department on program design and implementation.
31. BILINGUAL PAY. Increase differential to $60 per month effective July
1 , 1996 and $65 per month effective October 1 , 1997.
If the foregoing conforms to your understanding, please indicate your
approval and acceptance in the space provided below.
Dated:
CONTRA COSTA COUNTY D. A. INVESTIGATORS' ASSOCIATION
Kathy Ito Robert Caskey, President
Labor Relations Manager
cc: Leslie Knight, Director of Human Resources
Human Resources Department - Personnel Services Unit
District Attorney's Office
Auditor/Payroll
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