HomeMy WebLinkAboutMINUTES - 11191996 - C78 � 7S
THE BOARD OF SUPERVISORS OF CONTRA COSTA COUNTY, CALIFORNIA
Adopted this Resolution on November 19. 1996 , by the following vote:
AYES: Supervisors Rogers, Torlakson, DeSaulnier
NOES: None
ABSENT: None
ABSTAIN: Supervisor Bishop and Supervisor Smith
Resolution No. 96/495
SUBJECT:
Approval of Letter of Understanding )
with AFSCME Local 2700 )
BE IT RESOLVED that the Board of Supervisors of Contra Costa County
APPROVES the attached Side Letter of Understanding between Contra Costa
County and AFSCME Local 2700, regarding economic and other terms and
conditions for 1995-1999 for those classifications represented by that employee
organization.
1 hereby certify that this Is a true and correct y Of
an action taken and entered on the minutes of the
Board of Supervtsors on the date shown.
ATTESTED: AQGtV ^B ® 4
PHIL BA� LO rk
of Superolsora and County AdmirdstraW
ct-
Orig Dept: Human Resources Department (Contact Kathy Ito @ 335-1785)
cc: Auditor-Controller/Payroll
All County Departments
Jim Hicks, AFSCME, Local 2700
County Counsel
s� L
Contra*- { -- • Human Resources
Costa .s
Department
County Third Floor,Administration Bldg.
651 Pine Street
COO Martinez,California 94553-1292
(510)646-4064
Leslie T.Knight
Director of Human Resources
November 14, 1996
Mr. Jim Hicks, Business Agent
AFSCME, Local 2700
1000 Court Street
Martinez, CA 94553
RE: ECONOMIC TERMS & CONDITIONS FOR AFSCME, LOCAL 2700
1995 - 1999 MEMORANDUM OF UNDERSTANDING
Dear Mr. Hicks:
This confirms agreement to submit this Side Letter outlining negotiated wage
agreements and other economic terms and conditions of employment
beginning October 1 , 1995 through September 30, 1999 for approval by the
Board of Supervisors.
This letter expresses wage and benefit changes and other terms and
conditions of employment, agreed upon between-.Contra Costa County and
AFSCME, Local 2700, which shall be implemented upon approval of this side
letter by the Board of Supervisors and expressed in a comprehensive
Memorandum of Understanding (MOU) which is being prepared. The Tentative
Agreements attached hereto are incorporated herein by reference. A
comprehensive MOU will be finalized by the parties as soon as possible and
submitted to the Board of Supervisors for further approval. Pending such
further approval, the terms and conditions of employment of employees
represented by AFSCME, Local 2700, are expressed in the last expired
Memorandum of Understanding, subject to the terms of this side letter.
COALITION AGREEMENTS
1. Wace Increases:
July 1 , 1996: 30 level increase (3.0439%)
October 1 , 1997: 20 level increase (2.0191%) plus Tier III
or
30 level increase (3.0439%)
October 1 , 1998: 35 level increase (3.5602%)
2. Lump Sum Payment. The July 1 , 1996 increase will be paid in a Lump
Sum Payment to each employee for the months of July, August,
September and October 1996, without interest, computed as follows:
Employee regular pay, overtime pay and 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 three per cent (3%) to arrive at the
employee's lump sum payment. The payment amount thus computed will
be added to the employee's December 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. Retirement. Subject to the enactment of enabling legislation amending
the 1937 Employees Retirement Act to allow such election, and under
agreed-upon conditions, the County will permit certain Tier II employees
to elect a Tier III Retirement Plan.
4. Temporary Employees. Subject to the approval and establishment of
permanent positions by the Board of Supervisors, if necessary, temporary
employees represented by Local 2700 who have worked not less than
6,000 hours in temporary employee status between January 1, 1991 and
July 1, 1996 inclusive, shall be offered an appointment to such positions,
subject to qualification under the Personnel Management Regulations, in
the classification and department in which they currently work. Such
employees shall have the option of either remaining in temporary status
(not to exceed 1000 hours in a fiscal year) or being appointed to a
Permanent-Intermittent, Permanent Part-time, or Permanent Full-time
position. The formula to be used to calculate the position type (full-time,
part-time) for each employee who elects appointment to a permanent
position is the employee's total number of temporary hours worked on or
after January 1, 1991 divided by the total number of months of service in
which those temporary hours were worked.
Additionally, the County agrees to meet and confer with AFSCME Local
2700 concerning the future use of represented temporary employees.
5. Workers' Compensation. A permanent employee shall receive 87% of
regular monthly salary for all accepted claims filed with the County on or
after January 1 , 1997 as excluding those certain employees entitled to
benefits as defined under the Workers' Compensation Laws of California,
Labor Code Section 4850.
6. Differentials. The County and the Labor Coalition agree to establish a
Labor/Management Committee comprised of five (5) Labor and five (5)
Management employees to study and recommend actions necessary to
standardize payment and application of differentials including, but not
limited to, proration for less than full-time employees; the length of
payment while on paid sick leave or disability; and consistency between
percent-based vs flat-payment differentials.
7. Bi-Weekly Pay Periods. The County shall present to the Labor Coalition
a comprehensive proposal for replacement of the current system of
monthly pay with a bi-weekly (every other week) pay system.
The Labor Coalition 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 pay 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 regarding bi-weekly pay.
8. PERS Lona-Term Care. The 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 are eligible and voluntarily elect to purchase coverage under the
PERS Long-Term Care Program.
County employees interested in purchasing PERS Long Term Care may
participate in meetings scheduled by PERS Long Term Care in County
facilities during non-work hours (ie: coffee breaks, lunch hour).
9. Direct Deposit Administrative Fee. Effective the first of the month
following Board approval of this Letter of Understanding, the one-time
$5.00 direct deposit fee required for participation in the direct deposit
payroll program is eliminated.
10. Health Care Spending Account. Effective January 1, 1997, the County will
offer incumbents in regular full-time and part-time (20/40 or greater)
positions represented by Local 2700, the option to participate in a Health
Care Spending Account (HCSA) Program regulated under Section 125 of
the Internal Revenue Code.
11 . 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.
12. Bilingual Pax. Increase differential to $60 per month effective July 1 , 1996
and $65 per month effective October 1, 1997, subject to payment as
provided in No. 2 above.
13. No Discrimination. Change reference of"handicap" to "disability."
14. Deferred Retirement. Effective two (2) months following Board approval
of this Letter of Understanding, and under certain conditions and
limitations, employees who resign and file for a deferred retirement may
continue in their County group health and dental plan.
15. 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 appointed into a class allocated to a
higher salary range than the class from which the employee was laid off,
the salary will be calculated from the highest step the employee achieved
prior to layoff, or from the employee's current step, whichever is higher.
16. Definitions - Layoff List. Add "displacement" to definition of Layoff List.
17. Separation Through Layoff. Amend Section to add "or has transferred in
lieu of layoff or displacement."
18. Training Reimbursement. The County-agrees to amend Administrative
Bulletin No. 12.7, Training Reimbursement Section IS (Reimbursement
for Career Development Training/Education) to allow reimbursement for
books and to increase total allowable reimbursement from the current limit
of$600 per year to a maximum of$650 per year effective July 1 , 1996 for
the 1996/1997 fiscal year. New limits will also be set at $162.50 per
quarter and $217 per semester.
19. Pay for Work in a Higher Classification. Amend Section to add "except
that if the period of work for higher pay in a higher classification exceeds
one (1) year continuous employment, the employee, upon satisfactory
performance in the higher classification, shall be eligible for a salary
review in that class on his/her next anniversary date. Notwithstanding any
other salary regulations, the salary step placement of employees
appointed to the higher class immediately following termination of the
assignment shall remain unchanged."
C7,
20. Grievance Procedure. Without regard to the time limit expressed in the
Tentative Agreement, representatives of the County shall meet and confer
with representatives of the Labor Coalition in order to develop rules and
guidelines governing the conduct and administration of Adjustment
Boards.
21 . Health/Dental Plan Contracts. The parties agree that all current health
and dental contracts be renewed from January 1 , 1996 to December 31 ,
1996.
22. Military Leave. Amend Section by adding "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."
23. Child Care. The County will continue to support the concept of non-profit
child care facilities similar to the "Kids at Work" program established in the
Public Works Department.
24. Sick Leave. Paid sick leave credits may be used by an employee upon
adoption of a child. Paid sick leave credits may be used upon the death
of an employee's domestic partner. Use of additional accruals, including
sick leave when appropriate, may be authorized in conjunction with
bereavement leave at the discretion of the appointing authority.
25. Confidentiality of Information/Records. Any use of employee medical
records will be governed by the Confidentiality of Medical Information Act
(Civil Code Sections 56 to 56.26).
26. VTO. The VTO Program shall remain in effect.
UNIT TABLE AGREEMENTS
27. Senior/Medical Record Technician
Effective January 1 , 1998 and January 1 , 1999 respectively, a sixth step
of 2.5% and seventh step of 2.5% will be added to the top of the salary
ranges for the classes of Medical Record Technician and Senior Medical
Record Technician.
28. Special Studies.
1. Within ninety(90) days of approval by the Board of Supervisors of the
1995-1999 Memorandum of Understanding, a committee consisting of no
more than five (5) labor and five (5) management representatives will be
convened to review the complexity of the job tasks within each level of the
Clerk Deep Class job description and make recommendations to the
Director of Human Resources no later than March 1, 1998.
2. The Human Resources Department and the County Training Institute
agree to meet with County departments to review their evaluation
processes and assist in the development/revision of job related criteria.
The County agrees to meet with the union to review results and proposed
changes to the evaluation form or processes as a result of this review.
Any such changes to the evaluation form or process in a department will
be by mutual agreement between the department and the union.
This process will begin no later than 120 days after the Memorandum of
Understanding has been approved by the Board of Supervisors and
completed by July 1 , 1998 or as soon thereafter as practicable.
29. Iraining. The County will continue to provide Ergonomic Training and
improve work areas as provided in Administrative Bulletin 426.
Within sixty(60) days of adoption by the Board of Supervisors of this Letter
of Understanding, the Human Resources Department will develop training
for employees on how to take examinations.
The County further agrees to:
1 . reissue training memo to departments within one month of the
date negotiations conclude;
2. provide a copy of Data Processing's catalog of available classes
to the union's shop stewards;
3. seek input from Local 2700 as to recommended courses to be
developed now and in the future. All requests must be in writing
and include the desirable training objectives.
30. Transfers. Modify Section 23, Transfer, of the Memorandum of
Understanding to include provisions that will enable employees to have
greater access to positions available for Transfer.
31 . Job Share. The Human Resources Department will maintain a directory
of all employees interested in job sharing. A copy of the directory will be
made available upon request. The decision of the department head
regarding job share is final.
32. Shop Stewards and Official Representatives. Modify Section 4, Shop
Stewards and Official Representatives, of the Memorandum of
Understanding, to provide that shop stewards and union officials shall
advise, as far in advance as possible, their immediate supervisor, or
his/her designee, of their intent to engage in Union business. All requests
for release time shall include the location, the estimated time needed and
the general nature of the Union business involved (ie: grievance meeting,
skelly hearing).
Dated: Nvtwxe N Iqq�o
CONTRA COSTA COUNTY AFSCME LOCAL 2700
Kathy Ito I Ji icks
Labor Relations Manager B siness Agent
cc: Leslie Knight, Director of Human Resources
Human Resources Division - Personnel Services Unit
LABOR COALITION - 1996 NEGOTIATIONS
SETTLEMENT.PACKAGE
Presented: 10/15/96
7:30 PM
CQALITION PROPOSALS:
• Duration of Agreement
• 10/01/95 - 09/30/99
• Wages (C 1)
• 07/01/96 - 3.0% increase
• 10/01/97 -2.0% increase plus Tier III or 3.0% increase
•
10/01/98 - 3.5% increase
• Retirement
• Tentative Agreement on Management Proposal dated 10/07/96 (10:30 PM)
• Special Benefits (C21)
• Tentative Agreement on Management Proposal dated 10/15/96
• Temporary Employees (C23)
• Tentative Agreement on Management Proposal dated 07/25/96_
• PI Employees Health Plan (C31)
• Withdrawn
• Worker's Compensation (C37 & M17)
• Tentative Agreement that on or after January 1, 1997, percentage will be
reduced to 87%.
MANAGEMENT PROPOSALS
• Differentials (M25)
• Tentative Agreement on Management Proposal dated 6/10/96
• Bi-Weekly Pay
• Tentative Agreement on Management Proposal dated 8/10/96
• Annual Leave (M26)
• Withdrawn
DATED: v / 6 q.D !/ OA-
FOR COUNTY/ FOR COALITION
� J
LABOR-COALITION
MANAGEMENT COUNTER TO C2
PRESENTED: OCTOBER 7, 1996
10:30 PM
C2 - RETIREMENT PROPOSAL
Subject to the enactment of enabling legislation amending the 1937 Employees'
Retirement Act to allow such election, the County will permit certain Tier II employees to
elect a Tier III Retirement Plan under the following conditions:
1. The County and the Labor Coalition must agree on the wording of the legislation
and both parties must support the legislation.
2. Except for disability, all benefit rights, eligibility for and amounts of all other benefit
entitlements for Tier III, from and after the date of implementation, shall be the same
as Tier I. The disability benefits for Tier III shall be the same as the current Tier II
disability provisions.
3. The amount of the employee's required retirement contribution shall be established
by the County.Employees' Retirement Association and shall be based on the
employee's age at entry into the retirement system.
4. Employees represented by the Labor Coalition and its member employee
organizations (herein referred to as 'Labor Coalition')enrolled in Tier II who have
attained five (5) years of retirement credited service as of the effective date of the
enabling legislation shall have a six(6) month period after such date to make a one
time irrevocable election of the Tier III Retirement Plan expressed herein subject
to action by the Board of Supervisors to implement the Plan. Thereafter, employees
represented by the Labor Coalition enrolled in Tier II who have attained five (5)
years of retirement credited service shall have a ninety (90) day perit6d to make a
one time irrevocable election of the Tier III Retirement Plan expressed herein.
5. a. The County's employer contributions and subvention of employee
contributions for Labor Coalition employees electing Tier III which exceed
those which would be required for Tier II membership shall:
1. be funded by reducing the general wage increase agreed upon to be
effective October 1, 1997, and the pay equity amounts attributable
thereto, by a percentage sufficient to reduce the County's wage
obligation by three ($3) million dollars per year; and the general wage
increase of all employees represented by the Labor Coalition shall
be reduced accordingly; and
2. in the event the County's costs attributable to the. creation and
operation of Tier III exceed $3 million per year or the County
Employees' Retirement Association's actuaries determine in future
years that the County's retirement costs have increased and that the
increase is attributable to the creation of Tier III and/or die impact.of
Tier III on the County's retirement costs, such increase shall be
funded by reducing the general wage increase(s) agreed upon in
future years, and the pay equity amounts attributable thereto, to the
extent that future wage increases are granted; and the general wage
increase(s) of all employees represented by the Labor Coalition shall
be reduced accordingly; and
3. in the event the County's costs attributable to the Tier III Retirement
Plan are less than $3 million per year, the difference shall be divided
by twelve and each twelfth shall be augmented by an amount equal
to the County's common pooled fund interest which would have
accrued if one twelfth had been invested in the first month of the past
year, two twelfths in the second month of the past year and so forth;
and
4. any savings to the County resulting from the creation and operation
of Tier III shall be used to offset future County retirement cost
increases attributable to the creation and operation of Tier III; and
5. County savings shall be held in an account by the Auditor-Controller
which is invested in the County's common pooled fund and will accrue
interest accordingly. The County will report yearly to the Labor
Coalition on a)the beginning account balance, b) the interest earned,
c) expenditures from the account to cover increased costs resulting
from the Tier III Retirement Plan, and.d) the ending account balance.
b. Any increased costs to the County,,due to Tier III participation by employees
not represented by the Labor Coalition, shall not be funded by--reduction of
general wage increases otherwise due to the employees represented by the
Labor Coalition.
C. Subject to the provisions expressed above, any and all additional employer
and County-paid employee contributions which exceed the sum of the
County's legally required contributions under Tier II shall be recovered by
reducing general wage increases to the employees represented by the Labor
Coalition.
d. Any disputes regarding cost or savings shall be subject to binding arbitration
upon demand of the Labor Coalition or the County.
2
6. a. The enabling legislation shall provide that the Tier III Retirement Plan may
be implemented only by an ordinance enacted by the Board of Supervisors.
b. Board of Supervisors' action to implement the Tier III Retirement Plan shall
be taken not earlier than seven (7) months after the effective:date of the
legislation plus thirty (30) days after an actuarial report on the County cost
of the Plan is received by the County, provided that before enactment of the
ordinance, the Labor Coalition has not notified the County in writing that a
one percent (11%) wage increase shall be implemented by the County
effective October 1, 1997, without interest, in lieu of implementation of the
Tier III Retirement Plan.
7. The establishment of the Tier III Retirement Plan pursuant to the terms of this
Memorandum of Understanding shall be subject to approval by the Board of
Retirement of the Contra Costa County Employees' Retirement Association.
8. In the event the County is prevented from implementing the Tier Ili Retirement Plan
for any reason on or before the termination date of this MOU, the agreement of the
parties regarding a Tier 111 Retirement Plan shall expire and a one percent (1%)
lump sum wage increase shall be implemented by the County within sixty (60) days
after the determination that Tier III cannot be implemented or as soon thereafter as
practicable for the period covering October 1, 1997 through such termination date,
without interest, in lieu of the Tier III Retirement Plan.
TENTATIVE AGREEMENT
DATED: N •bZ• •fA
FOR THE COUNTY Fb`R THE EMPLOYEE ORGANIZATIONS
A"I
3
1995 NEGOTIATIONS - LABOR COALITION
MANAGEMENT COUNTER PROPOSAL TO C23
Presented:.July 25, 1996
C23. Temporary Employees'
Subject to the approval and establishment of permanent positions by the
Board of Supervisors, if necessary, temporary employees represented by
Locals 1 , 535 and AFSCME Local 2700 who have worked not less than 6,000
hours in temporary employee status between January 1 , 1991 and July 1 ,
1996 inclusive, shall be offered an appointment to such positions, subject to
qualification under the Personnel Management Regulations, in the
classification and department in which they currently work. Such employees
shall have the option of either remaining in temporary status (not to exceed
1000 hours* in a fiscal year) or being appointed to a Permanent Intermittent,
Permanent Part-time, or Permanent Full-time position. The formula to be used
to calculate the position type (full-time, part-time) for each employee who
elects appointment to a permanent position is the employee's total number of
temporary hours worked on or after January 1 , 1991 divided by the total
number of months of service in which those temporary hours were worked.
Additionally, the County agrees to meet and confer with the above named
unions concerning the future use of represented temporary employees.
*excluding Probation Counselors
TENTATIVE AGREEMENT �" /�� g,D 2r fl
AUGUST 15, 1996
For the County For the Coalition -
' J
LABOR COALITION - 1995 NEGOTIATIONS
MANAGEMENT POSITION ON M25
Presented: 06/10/96
M25. DIFFERENTIALS
The County and the Labor Coalition agree to establish a Labor/Management Committee
comprised of 5 Labor and 5 Management employees to study and recommend actions
necessary to standardize payment and application of differentials including, but not limited
to, proration for less than full-time employees; the length of payment while on paid sick
leave or disability and consistency between percent-based vs flat-payment differentials.
TENTATIVE AGREEMENT
DATED.--
FOR
ATED:FOR THE COUNTY FOR THE EMPLOYEE ORGANIZATIONS
40-
KAVAUA
i
1
LABOR COALITION - 1995 NEGOTIATIONS
MANAGEMENT PROPOSAL NO 14
Presented: 08/10/95
Revised: 08/10/96
P'
BI-WEEKLY PAY PERIODS
The County shall present to Labor Coalition a comprehensive proposal for replacement
of the current system of monthly pay with a bi-weekly (every other week) pay system.
The Labor Coalition agrees to commence meet and confer on those elements in the
proposed biweekly 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 pay 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 pem`tanent 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
regarding bi-weekly pay_
1
TENTATIVE AGREEMENT
DATED: Pk Iwo
�v-,r
FOR THE COUNTY FO THE EMPLOYEE ORGANIZATIONS
2
W�
LABOR COALITION - 1995 NEGOTIATIONS
ALL EMPLOYEE ORGANIZATIONS MANAGEMENT PROPOSAL NO. 23
Presented: 09/21/95
PERS LONG TERM CARE
The County proposes to deduct and remit monthly premium and eligible lists to
the PERS Long Term Care Administrator. at no County administrative cost, for
County employees who are eligible and voluntarily elect to purchase long term
care through the PERS Long Term Care Program.
The County further agrees that County employees interested in purchasing PERS
Long Term Care may participate in meetings scheduled by PERS Long Term Care
on County facilities during non-work hours. (i.e: coffee breaks, lunch hour).
TENTATIVE AGREEMENT
DATED: lU bA S
FOR THE COUNTY FOR THE EMPLOYEE ORGANIZATIONS
,�tLntic.�u ll
6), 5T-
LABOR COALITION - 1995 NEGOTIATIONS
ALL EMPLOYEE ORGANIZATIONS MANAGEMENT PROPOSAL NO. 13
Presented 08/10/95
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
FOR THE COUNTY FOR THE EMPLOYEE ORGANIZATIONS
5zig CexnGG�
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0, 178
LABOR COALITION- 1995 NEGOTIATIONS
ALL EMPLOYEE ORGANIZATIONS MANAGEMENT PROPOSALNO.20A
Presented:2/29/96
HEALTH CARE SPENDING ACCOUNT
The County will offer regular full-time and part-time (20/40 or greater) County
employees the option to participate in a Health Care Spending Account (HCSA)
Program designed 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,
not to exceed $2400 per year, for health care expenses not reimbursed by any
other health benefits plan with before tax dollars. HCSA dollars can be
expended on any eligible medical expenses allowed by Internal Revenue Code
Section 125. Any unused balance can not be recovered by the employee.
TENTATIVE AGREEMENT
DATED:
FOR THE COUNTY FO THE EMPLOYEE ORGANIZATIONS
r �,
LABOR COALITION - 1995 NEGOTIATIONS
ALL EMPLOYEE ORGANIZATIONS
MANAGEMENT PROPOSAL NO. 21
Presented: 12/07/95
Revised: 02/01/96
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.
PROGRAM DESIGN
The Wellness Incentive Program design will include the development of
additional wellness activities to comaliment the current Employee Wellness
Program schedule and collaboration with health plan carriers to develop special
programs and activities for County employees and to encourage participation in
their established wellness activities. Special emphasis will be placed on
supporting major programs such as: Smoking Cessation, NutritionAVVeight Loss.
Brown Bag Seminars, Health Screenings and Health Fairs.
FORMAT
A point value system for program participation will be developed wherein each
wellness activity and program will be assigned a point value. Points will
�d
accumulate and incentive prizes will be awarded to employees upon realizing
certain point levels. The value of the prizes will increase with higher point
values and one (1) grand prize will be awarded each year to the employee with
the highest number of points.
INCENTIVES
A series of incentive prizes will be assigned to certain point values. In addition,
recognition for employee and department participation will be an important
aspect of the Wellness Incentive Program.
REFERRAL
The parties agree to refer the contents of this proposal to the Wellness
Committee for its consideration.
TENTATIVE AGREEMENT
DATED: �Z
FOR THE COUNTY FOR THE-EMPLOYEE ORGANIZATIONS
1995 NEGOTIATIONS - LABOR COALITION
MANAGEMENT POSITION C29
Presented: July 12, 1996
C29. BILINGUAL PAY
Effective 711196, the current program differential shall be increased from $50 per month
to$60 per month. Effective 10/1/97, the differential shall be increased to a total of$65 per
month.
TENTATIVE AGREEMENT -
DATED:
FOR THE COUNTY FOR THE EMPLOYE OR GANIZATIO�S
• LABOR COALITION - 1995 NEGOTIATIONS
MANAGEMENT PROPOSAL NO. 1
Presented: 07/06/95
Revised: 02/15/96
NO DISCRIMINATION/AMERICANS WITH DISABILITIES ACT (ADA)
(Local One Only)
There shall be no discrimination because of sex, race, creed, color, national
origin, sexual orientation or union activities against any employee or applicant
for employment by the County or by anyone employed by the County; 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
handiea disabled person solely because of such hand-ea disability unless
that—handicap disability prevents the person from meeting the minimum
standards established for the position or from carrying out the duties of the
position safely.
(Local 512 Only)
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 County or by anyone employed by the County; 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 handicap disability unless
that handicap disability prevents the person from meeting the minimum
standards established for the 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 County or anyone employed by the County.
(Locals 535 R&F and 535 SUPV Only)
NO DISCRIMINATION
There shall be no discrimination because of race, creed, color, national origin,
political opinion, sex, sexual orientation or Union activities against any employee
or applicant for employment by the County or by anyone employed by the
County; and to the extent prohibited by applicable State and Federal law there
shall be no discrimination because of age or physical handiettp disability.
(Local 2700 Only)
NO DISCRIMINATION
There shall be no discrimination because of sex, race, creed, color, national
origin, sexual orientation or union activities against any employee or applicant
for employment by the County or by anyone employed by the County; 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
r
disabled person solely because of such handiettp disability unless
that hamdieetp disability prevents the person from meeting the minimum
standards established for the 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 county or anyone employed by the County.
(CNA Only)
NO DISCRIMINATION
There shall be no discrimination because of race, creed, color, national origin,
sexual orientation or Association activities against any employee or applicant for
employment by the County or by anyone employed by the County; 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
disabled person solely because of such hfl disability unless
that handieap disability prevents the person from meeting the minimum
standards established for the position or from carrying out the duties of the
position. There shall be no discrimination because of Association membership
or legitimate Association activity against any employee or applicant for
employment by the County or anyone employed by the County.
(WCE Only)
NO DISCRIMINATION/AMERICANS WITH DISABILITIE5'ACT (ADA)
There shall be no discrimination because of race, creed, color, natiopal origin,
sexual orientation or Council activities against any employee or applicant for
employment by the County or by anyone employed by the County; 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 handieap- disability unless
that handicap disability prevents the person from meeting the minimum
standards established for the position or from carrying out the duties of the
iti a i o no �g e It
position safely or in a manner that does not endanger the health of such person.
There shall be no discrimination because of Council membership or legitimate
Council activity against any employee or applicant for employment by the
County or anyone employed by the County.
The County and the Council 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 the ADA which are
in conflict with any provision of this MOU, the Council will be advised of such
proposed accommodation. Upon request, the County will meet and confer with
the Council on the impact of such accommodation. if the County and the
Council do not reach agreement, the County may implement the accommodation
if required by law without further negotiations. Nothing in this MOU shall
preclude the County from taking actions necessary to comply with the
requirements of the ADA.
(UAPO - No Change)
(The parties agree that the Local One Only section of this proposal is moved to
the Local One table).
TENTATIVE AGREEMENT
DATED: 5&�_ .2Z1Ci9�
FOR THE COUNTY FO THE EMPLOYEE ORGAN(ZATIONS
ir &0_
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'1
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4 "
LABOR COALITION 1995 NEGOTIATIONS
ALL EMPLOYEE ORGANIZATIONS
MANAGEMENT COUNTER PROPOSAL TO # C2.3
PRESENTED JULY 12, 1996
Employees Who File for Deferred Retirement
Effective two months following an approved agreement, employees who resign and file for
a deferred retirement may continue in their County group health and dental plan; the
following conditions and limitations apply-
1-
pply:1. Life insurance coverage is not included.
2. To be eligible to continue health and dental coverage, the employee must:
a. be qualified for a deferred retirement under the 1937 Retirement Act
provisions.
b. be an active member of a County group health and/or dental plan at the time
of filing their deferred retirement application and elect to continue health
benefits.
c. be eligible for a monthly allowance from the Retirement System and direct
receipt of a monthly allowance within 24 months of their application for
deferred retirement.
d. file an election to defer retirement and to continue health benefits hereunder
with the County Benefits Division within 30 days before their separation from
county service.
3. Deferred retirees who elect continued health benefits hereunder may maintain
continuous membership in their County health and/or dental plan group during
the period of deferred retirement at their full personal expense, by paying the full
premium for their health and dental coverage on or before the 11 th of each
month to the Auditor-Controller. When they begin to receive retirement benefits,
they will qualify for the same health and/or dental plan coverage and county
subvention to which retirees who did not defer retirement are entitled.
4. Deferred retirees who elect continued health benefits hereunder may elect not
to maintain participation in their county health and/or dental plan during their
deferred retirement period; and may instead qualify for the same coverage and
county subvention in any County health and/or dental plan when they begin to
receive retirement benefits as retirees who did not defer retirement are entitled;
provided reinstatement to a County group health and/or dental plan with county
subvention occurs no sooner than the first of the month following a full three
calendar month waiting period after the commencement of their monthly
allowance.
5. Eligibility for County subvention will not exist hereunder unless and until the
member draws a monthly retirement allowance within not more than 24 months
after separation from County service.
6. Deferred retirees are required to meet the same eligibility provisions for
health/dental plans as active/retired employees.=
T2:DEFER.961
TENTATIVE AGREEMENT
DATED: 7Ay
FOR THE COUNTY FOR THE EMPLOYEE ORGANIZATIONS
Z��tna W. &VA Awl,
LABOR COALITION - 1995 NEGOTIATIONS
ALL EMPLOYEE ORGANIZATIONS MANAGEMENT PROPOSAL NO. 10
(EXCEPT UAPD)
Presented: 07/20/95
Revised: 12/14/95
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 5.13, 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 (597 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 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 appointed
into a class allocated to a higher salary range than the class from which the
employee was laid off. the salary will be calculated from the highest step the
employee achieved prior to layoff, or from the employee's current std
whichever is higher_
Local One - Section 5.10 (Amend)
Local 512 - Section 5.12 (Amend)
Local 535 R&F - Section 5.10 (Amend)
Local 53SSupv - 5.1 0(Amend)
Local 2700 - Section 5.11 (Amend)
Appraisers' - Section 5.11 (Amend)
CNA - Section 5.13 (Amend)
UAPD - N/A
WCE - Section 5.9 (Amend)
TENTATIVE AGREEMENT
DATED: lcrc�� L
f THE COUNTY FOR THE EMPLOYEE ORGANIZATIQNS
1
1 •
1
LABOR COALITION - 1995 NEGOTIATIONS
MANAGEMENT PROPOSAL NO. 1 1 -
Presented: duly 27, 1995
(PROPOSAL ON LAYOFF NOT APPLICABLE FOR UAPD)
(512, 535R&F, 535SUP, 2700, APPR, CNA, WCE)
DEFINITIONS - LAYOFF LIST
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.
(LOCAL ONE)
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: /b Zia /9,f
FOR THE COUNTY FOR THE EMPLOYEE ORGANIZATIONS
J�/
t
LABOR COALITION - 1995 NEGOTIATIONS
MANAGEMENT PROPOSAL NO. 12
Presented: July 27, 1995
NOTE: THE FOLLOWING PARAGRAPHS IN THE "LAYOFF" SECTION ARE
IMPACTED BY THE LANGUAGE CHANGE
(NOT APPLICABLE FOR UAPD)
(LOCAL ONE, APPRAISERS, 535R&F, 535SUPV, 512, CNA, WCE - NO CHANGE)
(2 700)
Separation Through Layoff.
F. Eligibility for Layoff List. Whenever any person who has permanent status is
laid off, has been displaced, has been demoted by displacement or has
voluntarily demoted in lieu of layoff or displacement, or has transferred in lieu
of layoff or displacement, the person's name shall be placed on the 1= layoff list
for the class of positions from which that person has been removed.
(2700)
G. Order of Names on' Layoff. First, layoff lists shall contain the names of
persons laid off, displaced, or demoted as a result of a layoff or displacement,
or who have voluntarily demoted or transferred in lieu of layoff or displacement.
Names shall be listed in order of layoff seniority in the class from which laid off,
displaced or demoted or transferred on the date of layoff, the most senior
person listed first. In case of ties in seniority, the seniority rules shall apply
except that where there is a class seniority tie between persons laid off from
different departments, the tie(s) shall be broken by length of last continuous
permanent County employment with remaining ties broken by random selection
among the employees involved.
i'
(512, 535SUP, WCE, CNA, 535R&F, LOCAL ONE, APPR)
G. Order of Names on Layoff. First, layoff lists shall contain the names of
persons laid off, displaced, or demoted as a result of a layoff or displacement,
or who have voluntarily demoted or transferred in lieu of layoff or displacement,
or have transferred in lieu of layoff or displacement. Names shall be listed in
order of layoff seniority in the class from which laid off, displaced or demoted
or transferred on the date of layoff, the most senior person listed first. In case
of ties in seniority, the seniority rules shall apply except that where there is a
class seniority tie between persons laid off from different departments, the tie(s)
shall be broken by length of last continuous permanent County employment
with remaining ties broken by random selection among the employees involved.
(ALL EMPLOYEE ORGANIZATIONS)
I. Certification of Persons From Layoff Lists. Layoff lists contain the names) 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 s.tep'loif that
salary range the employee held on the day of layoff.
TENTATIVE AGREEMENT
DATED:
FOR THE COUNTY FOIA THE EMPLOYEE ORGANIZATIONS
P/W
LABOR COALITION - 1995 NEGOTIATIONS
MANAGEMENT COUNTER PROPOSAL TO C - 14
PRESENTED MARCH 21, 1996
REVISED MAY 14, 1996
C-14 TRAINING REIMBURSEMENT
The County agrees to amend Administrative Bulletin No. 12.7 Training
Reimbursement, Section IIB (Reimbursement for Career Development
Training/Education) to allow reimbursement for books (paragraph 2) effective
7/1/96 and to increase total allowable reimbursement (paragraph 3) from the
current limit of $600 per year to a maximum of $650 per year effective 7/1/96
for the 1996/1997 fiscal year. New limits will also be set at S 162.50 per quarter
and $217.00 per semester.
Amend MOU's as follows:
AFSCME Local 512 (Section 29.1)
AFSCME Local 2700 (Section 29.1)
Local No. One (Section 28)
WCE (Section 26)
The County Administrative Bulletin on Training shall govern
reimbursement for training and shall continue tcy limit reimbursement for
career development training to $200 $217.00 per semester or Si50
$162.50 per quarter, not to exceed 5600 $650 per year, except as
otherwise provided in the supplemental sections of this MOU. Effective
7/1/96. reimbursement under the above limits for the cost of books for
career development training shall be allowable.
CNA
The County Administrative Bulletin on Training shall govern
reimbursement for training and shall eentinuete limit reimbursement for
career development training to two hundred and
seventeen dollars($217.00) per semester or one
hundred sixty-two dollars and fifty cents ($162.50) per quarter, not to
exceed " :x " six hundred fifty dollars ($650) per
year. Effective 7/1/96, reimbursement under the above limits for the cost
of books for career development shall be allowable.
Continuing education shall continue to be administered under the
Administrative Bulletin on Training and of the " GOO" 650 per year,
5250 may be applied to continuing education courses. Training
reimbursement applicable to continuing education (i.e. $250) may be
carried over into the next fiscal year. The maximum reimbursement
available in any fiscal year may not exceed twice what may accrued in any
one fiscal year.
Appraisers Association
The County Administrative Bulletin on Training shall govern
reimbursement for training and shall eentinue ter limit reimbursement for
career development training to 5200 $217.00 per semester or S!;$
$162.50 per quarter, not to exceed X609 650 per year. Effective 7/1 /96,
reimbursement under the above limits for the cost of books for career
development shall be allowable.
535 R & F
The Social Service Department shall establish an annually renewable training
reimbursement fund in the amount of$10,000 for the exclusive purpose of reim-
bursing employees covered by this agreement for the cost of tuition, fees,
books, and other employee expenses incurred in the pursuit of work related edu-
cation, continuing education, or work related graduate degree. In the Social
Service Department said fund shall replace the career development training reim-
bursement described in the County Administrative Bulletin on Training.
Reimbursement under said fund will be limited to two hundred de"ars (5200)
two hundred and seventeen dollars ($217.00) per semester or one hundred fifty
dollars (5150) one hundred sixty-two dollars and fifty cents ($162.50) per
quarter, not to exceed six hundred dolletrs ($600) ($650) per year.
Career development training reimbursement for employees in the Health
Services Department shall continue to be governed by the County Administrative
Bulletin on Training which limits such reimbursement to two hundred dollarrr
(5200) two hundred and seventeen dollars ($217:00) per semester or etre
hundred fifty dollars (5i 50� one hundred, sixty-two dollars and fifty cents
162. 0 per quarter, not to exceed sex hundred dellems (5600) ($650) per year.
Those employees entering the Social Casework Assistant classification by the
substitution pattern in the minimum qualifications shall be entitled to direct
benefit tuition reimbursement under the County training reimbursement policy.
Such employees requesting a leave of absence or permanent part-time positions
for the purpose of completing a bachelor's degree shall be given priority con-
sideration by the Department. Effective 7/1 /96. reimbursement under the above
Limits for the cost of books for career development shall be allowable.
535 SUPVS.
The Social Service Department shall establish an annually renewable training
reimbursement fund in the amount of$5,000 for the exclusive purpose of reim-
bursing employees covered by this agreement for the cost of tuition, fees,
books, and other employee expenses incurred in the pursuit of work related edu-
cation, continuing education, or work related graduate degree. Said fund shall
replace the career development training reimbursement described in the County
Administrative Bulletin on Training. Reimbursement under said fund will be
limited to two hundred and seventeen dollars
($217.00) per semester or one hundred sixty-
two dollars and fifty cents ($162.50) per quarter, not to exceed six hundr
dallars (5600) ($650) per year.
When authorized as operationally beneficial to the Department, up to $50 of the
training reimbursement fund per calendar year per employee may be used
toward conference attendance or related materials not covered in the
Professional Development Allowance in Section 52.4. Effective 7/1 /96,
reimbursement under the above limits for the cost of books for career
development shall be allowable.
TENTATIVE AGREEMENT
DATED:/ C/&
FOR THE COUNTY FOR THE EMPLOYEE ORGANIZATIONS
,� ,�
71
1995 NEGOTIATIONS - LABOR COALITION
MANAGEMENT COUNTER PROPOSAL TO C16
Presented: May 29, 1996
Section 5.14 Pater For Work in a Higher Classification
Amend Section:
During the period of work for higher pay in a higher classification, an
employee will retain his/her permanent classification, and anniversary and
salary review dates will be determined by time in that classification; except
that if the period of work for higher pay in a higher classification exceeds one
year continuous employment, the employee, upon satisfactory_performance in
the higher classification, shall be eligible for a salary review in that class on
his/her next anniversary date. Notwithstanding any other salary regulations,
the salary step placement of employees appointed to the higher class
immediately following termination of the assignment, shall remain
unchanged.
TENTATIVE AGREEMENT
Dated 5-29-96
This provisionshall apply to Short Term Higher Level Reassignments in deep
classes. -
FOR THE COUNTY Fog THE..//E,,MPL YEEO/R�GA'N.IZ/ATIONS
-- .2`f k - ---- =v - - --------------
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1
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1995 NEGOTIATIONS - LABOR COALITION
MANAGEMENT COUNTER PROPOSAL TO C-17
Presented: 06/06/96
C17. GRIEVANCE PROCEDURE
Following completion of these negotiations, but no later than November 1 , 1996,
representatives of the County shall meet and confer with representatives of the
Labor Coalition in order to develop rules and guidelines governing the conduct
and administration of Adjustment Boards.
TENTATIVE AGREEMENT
DATED: 6 (q 9 G
FOR THE COUNTY FOR THE EMPLOYEE ORGANIZATIONS
a4Z L9*
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LABOR COALITION - 1995 NEGOTIATIONS
ALL EMPLOYEE ORGANIZATIONS MANAGEMENT PROPOSAL NO. 18
Presented: 09/21/95
HEALTH/DENTAL PLAN CONTRACTS
The County proposes to extend all current health and dental contracts through
December 31 1995 and renew all c6ntracts from lanuary 1 1996 to December
31, 1996_
TENTATIVE AGREEMENT
DATED:
FOR THE COUNTY FOR THE EMPLOYEE ORGANI TIONS
lbr4lavtL Eau
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LABOR COALITION - 1995 NEGOTIATIONS
ALL EMPLOYEE ORGANIZATIONS
MANAGEMENT COUNTER PROPOSAL TO C19
Presented: November 30, 1995
MILITARY LEAVE
Any employee ' who is fequifed 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. 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:_ /2
FOR THE COUNTY FOR THE EMPLOYEE ORGANIZATIONS
)a,ka,X k `7
7'
LABOR COALITION - 1995 NEGOTIATIONS
ALL EMPLOYEE ORGANIZATIONS
MANAGEMENT COUNTER PROPOSAL TO C20
Presented: December 7, 1995
NEW SECTION
CHILD CARE
The County will continue to support the concept of non-profit child care
facilities similar to the "Kid's at Work" program established in the Public
Works Department.
TENTATIVE AGREEMENT
DATED: / lly&3
FOR THE COUNTY FOR THE EMPLOYEE ORGANIZATIONS
ivl
LABOR COALITION - 1995 NEGOTIATIONS
ALL EMPLOYEE ORGANIZATIONS
MANAGEMENT COUNTER PROPOSAL TO C26
Presented: November 16, 1995
f
ADD NEW SECTION
SECTION 14:3 - SICK LEAVE
New h. Legal Adoption of a Child - Paid sick leave credits may be used by an
employee upon adoption of the child,
fr. i_ Accumulated paid sick leave credits. . . . .
TENTATIVE AGREEMENT
DATED:
FOR THE COUNTY FOR THE EMPLOYEE ORGANIZATIONS
/ &AL
1
JAN-18-1996 16=11 CCC PERSONNEL DEPT 2ND FL 518 646 4299 P.02
LABOR COALITION - 1995 NEGOTIATIONS
ALL EMPLOYEE ORGANIZATIONS
MANAGEMENT COUNTER PROPOSAL TO C28
Presented: December 7, 1995
Revised:,fan uary-]-8, 1996 .
Amend Section 14.3 Policies Governing the Use of Paid Sick-Leave
g. 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 wLditj-Qaal--ac-rruals including sick leave when appropriate may be
authorized in coniunction with the bereavement leave at the discretion of
the aR ointing authority_
All organizations except UAPD. UAPD Section 9.3 g.
TENTATIVE AGREEMENT
DATED: — /g-
FOR THE COUNTY FOR THE EMPLO EE ORGANIZATIONS
*oi
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TOTAL P.O2
1995 NEGOTIATIONS - LABOR COALITION
MANAGEMENT COUNTER PROPOSAL TO C-34
Presented: May 29, 1996
NEW SECTION
CONFIDENTIALITY OF INFORMATION/RECORDS
Any.use of employee medical records will be governed by the Confidentiality of
Medical Information Act (Civil Code Sections 56 to 56.26).
LABOR COALITION - 1995 NEGOTIATIONS
ALL EMPLOYEE ORGANIZATIONS
MANAGEMENT COUNTER PROPOSAL TO C12
Presented: November 30, 1995.
VOLUNTARY FURLOUGH POLICY (VTO)
Last sentence to remain unchanged:
The existing VTO program shall be continued "for the life of the contract."
Sections:
Local One Section 17.3 CCPU Section 10.13
WCE Section 16.3 Local 535 (R&F) Section 16.3
Local 535 (SUPV) Section 17.3 CNA Section 16.3
Local 512 Section 18.3 Local 2700 Section 18.3
Appraisers' Section 16.3
TENTATIVE AGREEMENT
DATED: 7Zq s
FO,R THE COUNTY FOR THE EMPLOYEE ORGANIZATIONS
i :1
COUNTER PROPOSAL
CONTRA COSTA COUNTY AND LOCAL 2700
October 23, 1996
U-3. Add to Section 5:
Effective 1/1/98, one additional salary step of 2.5% shall be added to the top of
the salary range for the following classes:
Medical Record Technician
Senior Medical Record Technician
Effective 1/1/99, an additional salary step of 2.5% shall be added to the top of the
salary range for the aforementioned classes.
f p2 THE CW AlT�J Foil w a}co
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TENTATIVE AGREEMENT
CONTRA COSTA COUNTY TO LOCAL 2700
October 23, 1996
U-4. Deep Class Study
ADD TO SECTION 52
The Gounty and the Union will Fneet and review the tt Glass"Deep
"Beep and
make recommendations on ehanges to the Glass"
that allow Iadditional movement between levels. -This eommittee will begin meeting on a Bti_
Monthly basis no later than 3 1 97. The eernmittee will eonsidef= all erit
ineluding but not limited to
timein-d-lass and lead direefien.
t
representatives.
Within ninety (90) days of approval by the Board of Supervisors of the 1995=1999
Memorandum of Understanding. a committee consisting of no more than five U5)
labor and five (5) management representatives will be convened to review the
compleAty of the job tasks within each level of the Clerk Deep Class job
description and make recommendations to the Director of Human Resources no
later than March 1. 199m
FOR THE COUNTY FOR.-LOCA/L2 00,
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1
TENTATIVE AGREEMENT
CONTRA COSTA COUNTY AND LOCAL 2700
August 28, 1996
U-6 SKILLS TRAINING
The County agrees to:
reissue training memo to department within one month of the date this
table is settled
provide a copy of Data Processing's catalog of available classes to the
union's shop stewards.
have the Human Resources Department develop training for employees
on how to take tests (within 60 days of the signing of the LOU)
seek input from Local 2700 as to recommended courses to be
developed now and in the future. All requests must be in writing and
include the desirable training objectives.
FOR UN FOR LOCAL 2700
----- ----------------- - --1.-�(%L
-------------------------------
TENTATIVE AGREEMENT
CONTRA COSTA COUNTY TO LOCAL 2700
October 17, 1996
U-14. EVALUATIONS
ADD TO SPECIAL STUDIES SECTION 52
The Human Resources Department and County Training Institute agree to meet with
County departments to review their evaluation processes and assist in the
development/revision of job related criteria. The County agrees to meet with the union
to review results and proposed changes to the evaluation form or processes as a result
of this review. Any such changes to the evaluation form or process in a department will
be by mutual agreement between the department and the union.
This process will begin no later than 120 days after the Memorandum of Understanding
has been approved by the Board of Supervisors and completed by July 1, 1998 or as
soon thereafter as practicable.
FOR THE COUNTY FOR LOCAL 700
1
Am)- r-K- 0'. AN 2,
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TENTATIVE AGREEMENT
CONTRA COSTA COUNTY AND LOCAL 2700
August 15, 1996
U-S ERGONOMIC EVALUATION AND TRAINING
The County has Ergonomic Training available to employees as well as a
VDT policy which addresses concerns regarding health and safety issues. A
member of the Risk Management staff is available to assess work stations at
the employee's request. Both the employer and the employee agree to follow
recommendations made by Risk Management or other professionals who
assess the work station in accordance with Administrative Bulletin 326.
FOR COUNTY 7 FOR LOCAL 2700 )
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COUNTER PROPOSAL
CONTRA COSTA COUNTY TO LOCAL 2700
October 23, 1996
U12 - TRANSFER Add the following changes to Section 23 - Transfer:
SECTION 23 - TRANSFER
23.1 Transfer Conditions. The following conditions are required in order to
qualify for transfer:
a. The position shall be in the same class, or if in a different class shall have
been determined by the Director of Personnel to be appropriate for transfer
on the basis of minimum qualifications and qualifying procedure;
b. the employee shall have permanent status in the merit system and shall be
in good standing;
C. the appointing authority or authorities involved in the transaction shall have
indicated their agreement in writing;
d. the employee concerned shall have indicated agreement to the change in
writing;
e. the Director of Personnel shall have approved the change.
Notwithstanding the foregoing, transfer may also be aEcomplished through the
regular appointment procedure provided that the individual desiring transfer has
eligibility on a list for a class for which appointment is being considered—
When an employee's name is added to the Transfer List. the County will provide
that employee with a copy of the Transfer List on which his/her name appears._
23.2 Transfer Policy. Any employee or appointing authority who desires to
initiate a transfer may inform the Director of Personnel in writing of such desire
stating the reasons therefore. The Director of Personnel shall if he or she
considers that the reasons are adequate and that the transfer will be for the good
of the County service and the parties involved, inform the appointing authority or
authorities concerned and the employee of the proposal and may take the ini-
tiative in accomplishing the transfer.
9 . The County will update the Departmental Contact List
within ninety (90) days of approval by the Board of Supervisors of the 1995-1999
qu Memoranda of Understanding. iThe County will place Bid Notice summaries on
�� E Mail so employees can inquire about transfer possibilities. Each department
will provide copies of all Bid Notices within their department to the union. it is the
responsibility.of employees to contact County departments and inform them of
ys9 their desire to transfer. County departments may, but are not required to maintain
an ongoing list of employees interested in transferring when a position becomes
available. Employees who transfer from one department to another shall serve a
three month probationary period. Provisions of this section do not apply to
transfers from eligible lists.
rot T"If- U(VI Ov
115-7
(11e4�{ r
TENTATIVE AGREEMENT
CONTRA COSTA COUNTY AND LOCAL 2700
August 28, 1996
U-18 JOB SHARING
Employees interested in a job share (individually or as a job share team)
should submit a proposal (signed by both employees) to the department head
including information about how the job would be designed and specific
hours each would work. The Human Resources Department will maintain a
directory of all employees and departments interested in job sharing. A copy
of the directory will be made available upon request. The decision of the
department head regarding the job share is final.
FOR TUN FOR LOCAL 2700
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COUNTER PROPOSAL
CONTRA COSTA COUNTY TO LOCAL 2700
October 23, 1996
PROPOSAL#4: SHOP STEWARDS AND OFFICIAL REPRESENTATIVES
Add to Section 4.2 as second paragraph
4.2 Shop stewards and union officials shall advise, as far in advance as
possible. their immediate supervisor, or his/her designee, of their intent to
engage in Union business . All requests for release time shall include the
location, the estimated time needed and the general nature of the Union
business involved (eq: grievance meeting, skelly hearing).
FOR THE COUNTY FOR-TW UNIO
TENTATIVE AGREEMENT
CONTRA COSTA COUNTY AND LOCAL 2700
August 1 S, 1996
U-11. TELECOMMUTING
The County has a Telecommuting Policy. This policy will be distributed
to new employees with their benefit package and distributed to supervisors at
training programs and by their department heads. We are in the process of
incorporating the information into the benefit package for new employees.
Human Resources will also reissue the Telecommutin_ g Policy to current
employees no later than January-Z; 1 *997.
FO OUN FOR LOCAL 2700
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COUNTER PROPOSAL
CONTRA COSTA COUNTY AND LOCAL 2700
OCTOBER 23, 1996
48-.2- 8.1 Continuing Differentials. LJ Mat eurfently The following job elasses "Ll L
are eligible for VOT or Word Processing Differential she'! nliel. have $50:00-added
to their salary-fang Howe- , Employees in these following job classes who
are receiving either a VDT or Word Processing Differential will continue to
receive the differential until such time as they vacate either their class: of the
Aecount Clerk Trainee Projeelt,
Airport Office Assistant
Assistant Volunteer Coordinator
Asst. Social Service Clerical Spec.
Glerk Beginning Level (NT) (Beep Glass)
Clerk Profed
Data Gentfol Clerk (GDEP)
Data Control Clerk
Deputy Glerk-[3eg. Level-"G
Deputy Olerk, E.3 g Level x,.eep Class)
E-mergeney Se, v!,es Tech. Asst.-
Medical Transcriber
Retirement Services Counselor
ons CleFiC81 Spec.
Tel eeommuni eat,VI I
Tumor Registrar
Workers' Comp. Claims Technician
Employees hired into any of the aforementioned classes after
are not eligible for the VDT or WorOProcessing Differential.
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