HomeMy WebLinkAboutMINUTES - 11191996 - C81 If C 1
THE BOARD OF SUPERVISORS OF CONTRA COSTA COUNTY, CALIFORNIA
Adopt this Order on November 19, 1996
p by the following vote:
AYES: Supervisors Rogers, Torlakson, DeSaulnier
NOES: None
ABSENT: None
ABSTAIN: Supervisor Bishop and Supervisor Smith
Approval of Side Letter of Understanding)
With Contra Costa County Employees' ) Resolution No. 96/497
Association Local No. 1
BE IT RESOLVED that the Board of Supervisors of Contra Costa County APPROVES the
attached Side Letter of Understanding between Contra Costa County and Contra Costa
County Employees' Association Local No. 1, regarding economic and other terms and
conditions of employment for 1995 - 1999 for those classifications represented by that
employee organization.
1 hereby carft that M19 M a true ando�"tl s
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an action taken and entered on the ml
Board of Supev 11
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(?rig. Dept: Human Resources Department (Contact Kathy Ito at 335-1785)
cc: Auditor-Controller/Payroll
Social Services Department
Local One _
County Counsel
Human Resources
Contra ��== ===°F
Department
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County ,.rte-__,�n
-. � _���_ ':� Third Floor,Administration Bldg.
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«,a <i Martinez,California 94553-1292
November 18, 1996 (510)646-4064
Leslie T.Knight
Director of Human Resources
Mr. Henry Clarke, General Manager
CCCEA, Local One
Post Office Box 222
Martinez, CA 94553
RE: ECONOMIC TERMS & CONDITIONS FOR CONTRA COSTA COUNTY
EMPLOYEES' ASSOCIATION LOCAL NO. 1 1995-99 MEMORANDUM OF
UNDERSTANDING
Dear Mr. Clarke:
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 Contra Costa County
Employees' Association Local No. 1, 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 CCCEA, Local No. 1 are
expressed in the last expired Memorandum of Understanding, subject to the terms of this
Side Letter.
COALITION AGREEMENTS
1. Wage Increases:
July 1, 1996: 30 level increase (3.0439%)
October 1, 1997: 20 level increase (2.0191%) plus Tier I I I
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 per-
centage 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
percent (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 One 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 Local No. 1 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 excluding those employees entitled to benefits under 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.
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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 Long-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 (i.e. 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 One, 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.
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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 IIB (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 years. New limits will also be set at
$162.60 per quarter and $217.00 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."
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. _
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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. Employee Representation Rights. The County recognizes an employee's right to
representation during any disciplinary interview or meeting which may result in
discipline. The County will not interfere with the representative's right to assist an
employee to clarify the facts during the interview.
25. Unfair Labor Practice. Either the County or the Union may file an unfair labor
practice as defined in Board of Supervisor's 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 receipt, may be heard and
decided by a mutually agreed-upon impartial third party.
26. 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.
27. 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).
28. Voluntary Furlough Policy. The existing VTO Program shall be continued.
LOCAL ONE GENERAL PROPOSAL AGREEMENTS
1. Increase Hours of PI/PT Employees - Current language allowing permanent-
intermittent and permanent-part-time employees an annual window of opportunity to
seek review of their position for conversion to full-time is retained for duration of
MOU.
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2. Effective Resignation - Cooling off period and process of appeal for reinstatement
to Human Resources Director approved for inclusion within Resignation Section of
MOU.
3. Shop Stewards and Official Representation - Additional clarifying language has
been added regarding work time clearance of employees engaged in union business
4. Bid Procedure - Bid posting time will be increased from 5 to 7 days consistent with
other employee organizations.
5. Performance Evaluation Procedure - Permanent employees may be evaluated
every year.
6. Temporaries - Agreement reached regarding duration of temporary appointments
and conditions under which limited term employees may convert to a permanent
position after working 3120 hours or 5200 hours.
7. Travel Time - Consistent application of County policy regarding mileage
reimbursement in Public Health Division has been resolved with an internal
Departmental memo to all staff.
LOCAL ONE UNIT TABLE AGREEMENTS
Agriculture Unit
• Differential for possession of Ag Commissioner and Sealer Certificates
increased from 2.5% to 3.5% of base pay per month.
Animal Services Unit
• Animal Services Officer uniform policy is amended to allow wearing of long
sleeve shirt without tie or dickie under certain conditions during summer
months.
• Uniform Allowance of Animal Control Officers shall be increased to retain
parity with Deputy Sheriffs if the latter class receives an increase during the
life of this MOU.
• Once during the life of the MOU, Animal Services Unit employees may be
reimbursed up to $23 for animal license and adoption fees.
• Animal Services Officers shall receive $25 per incident while assisting police
in serving search warrants.
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• Effective 01/01/97, $45,000 Group Life Insurance will be provided at County
cost to Animal Services Officers.
Attendant/LVN/Aide/Unit
• Agreement between Health Services Department and LVN Professional
Standards Committee to meet within 60 days of MOU ratification on scope
of practice, team nursing and float policy.
• Health Services Department agrees to begin study of the classifications and
organization of work within the Central Supply Division within 90 days of
MOU ratification.
• County agrees to change "Security Guard" to "Public Safety Officer" in the
MOU.
• Continuing Education leave hours for Surgical Technologist increased from
12 to 16 hours per year.
• A comprehensive policy on Public Service Officer training has been
promulgated by the Health Services Department. This includes creation of
a labor/management committee to develop recommendations for phases 2
and 3 of the training program.
Building Trades Unit
• Special increase of 40 levels (4.0790%) for Lead Electrician, Lead
Steamfitter, Lead Painter and Lead Carpenter effective first of month
following Board adoption of MOU.
• Agreement by County to implement voucher system for employee purchase
of safety shoes through existing shoe allowance program.
• County agrees to extend physical examination for exposure to toxic materials
to all Crafts classes.
• County agrees to enhanced training program for employees assigned to the
Traffic Division of General Services Department.
Deputy Public Defenders Unit
• The provisions of this Side Letter are inapplicable respecting the employees
represented by the Deputy Public Defenders' Unit of CCCEA Local No. 1.
Pending further meeting and conferring, the terms of the last expired
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memorandum of understanding between Contra Costa County and CCCEA
Local No. 1 shall continue to be applicable respecting such employees.
Engineering Unit
• The classes of Auditor-Appraiser II and Senior Auditor-Appraiser shall be
granted a special increase of 10 levels on January 1, 1997 and 10 levels on
January 1, 1998.
General Services and Maintenance Unit
• Agreement by County to implement voucher system for employee purchase
of safety shoes through existing shoe allowance program.
• County agrees to reallocate Vegetation Technician (GPWC) from five (5)
step salary range to three (3) step salary range.
• Public Works Department agrees to submit P300s within 60 days of MOU
adoption to study if positions of Road Maintenance Carpenter and Sign
Coordinator are properly classified.
• Within 90 days of MOU ratification, the General Services Department agrees
to study the organization of work and the classifications within the
Communications Division and within the Department relative to County-wide
building security.
• General Services Department will provide Hepatitis and TB inoculations on
a voluntary basis to Workfare Crew Leaders.
• General Services Department agrees to prepare informational memo to
Custodial crews regarding the availability of gloves upon request.
Head Start Unit
• Agreements reached on procedure involving Reassignment of work location.
• Community Services Department issued Letter of Confirmation regarding
agreements reached on the following operational issues.
- Local One Program Input to Head Start Program Manager
- Make-Up Policy on Home Visits by Home Base Workers
- Provision of Substitutes for Absent Employees _
- Compensation for Head Start Building Services Workers
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Caseload Balance for Head Start Family Service Workers and Head
Start Health Services Assistants
Temporary Placement of Laid Off Head Start Employees
Use of Service Time by Former Employees of the Family Stress
Center and United Council of Spanish Speaking Organization
Posting of Al Assignments
Bilingual Pay
Posting of Reassignments, Promotional and Open Exams
Noon Aides
Health Services Unit
• Health Services Department clarified Continuing Education Requirements
for Public Health Nurses.
• A 5% differential will be paid to any qualified Radiologic Technologist when
scheduled to perform mammograms or CT scans on the day shift, Monday
through Friday, or when completing the necessary paperwork. When
performing CT scans or mammograms at other times, Radiologic
Technologists will be paid the 5% differential for actual time spent performing
the procedures and completing the necessary paperwork.
• When performing an angiogram other than day shift, Monday through Friday,
the Radiologic Technologist will be compensated at a flat rate of $500 per
procedure.
• Hazardous Materials Specialists will be paid a differential of$50 per month
while participating on the Incident Response Team.
• Effective 12/01/96, classes of Cytotechnologist, Senior Cytotechnologist and
Histotechnician shall receive a special increase of 49 levels (5.0195%).
• The classes of Forensic Toxicologist I, II and III will be granted a special
increase of 2% effective July 1, 1996 and 2% effective October 1, 1998.
• Health Services Department will allow certain home study courses to qualify
for Continuing Education requirements in Laboratory classes.
Investigative Unit
• Office of Revenue Collection is willing to consider pilot program of
Telecommuting for eligible Collection Services Agents utilizing current
County policy on Telecommuting. _
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• In the Office of Revenue Collections, furlough leave requests may be
approved in the event of an operational shut-down arising from an
emergency situation.
• Agreement has been reached concerning the implementation of a 4-10 work
schedule for the classification of Family Support Collection Officers pending
mutual agreement between Local No. 1 and the Family Support Division on
scheduling details.
• In order to provide Public Safety Officer coverage throughout the 8:30 a.m.
to 5:00 p.m. services hours, PSO's shall be allowed a one-half hour paid
lunch to allow them to remain on-site during all hours of program operation.
Legal and Superior Court Clerk Unit
• Office of the County Clerk will provide space to accommodate a filing cabinet
for Union use.
Library Unit
• In the event the Library is reorganized and/or restructured so as to impact
employees' wages, hours or working conditions, the County will meet and
confer with Local One regarding the impact of such reorganization or
restructuring on wages, hours or working conditions. If there is no
reorganization or restructuring, the union agrees to meet and confer on any
proposed changes in the work
Probation Unit
• The Probation Department agrees to comply with the County Limited Duty
Program as adopted by the Board of Supervisors.
Dated: {yGd'P, W�W IS, (°Iq(,
CONTRA COSTA COUNTY CCCEA, LOCAL ONE
Kathy Ito Henry Clarke
Labor Relations Manager General Manager
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cc: Leslie Knight, Director of Human Resources
Human Resources Division - Personnel Services Unit
Auditor/Payroll
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LABOR COALITION - 1996 NEGOTIATIONS
SETTLEMENT.PACKAGE
Presented: 10/15/96
7:30 PM
COALITION PROPOSALS:
• Duration of Agreement
•
10/01/95 - 09/30/99
• Wages (Cl)
• 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 1 .D�j . O.
FOR COUNTY FOR COALITION
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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 period 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.
hall: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
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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 the 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 111 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. _
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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 effectiv&-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 (1%) wage increase shall be implemented by the County
effective October 1, 1997, without interest, in lieu of implementation of the
Tier Ill 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 III 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 111 Retirement Plan.
TENTATIVE AGREEMENT
DATED- t� •b�
FOR THE COUNTY FOR THE EMPLOYEE ORGANIZATIONS
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1995 NEGOTIATIONS - LABOR COALITION
MANAGEMENT COUNTER PROPOSAL TO C23
Presented:July 25, 1996
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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
AUGUST 15, 1996
For the County For
the Coalition
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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: 0110('0
FOR THE COUNTY FOR THE EMPLOY
EE ORGANIZATIONS
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LABOR COALITION - 1995 NEGOTIATIONS
MANAGEMENT PROPOSAL NO 14
Presented: 08/10/95
Revised: 08/10/96
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 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.
7.
TENTATIVE AGREEMENT
DATED: Plir,
FOR THE COUNTY FO THE EMPLOYEE ORGANIZATIONS
<_4
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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: /U A S
FOR THE COUNTY FOR THE EMPLOYEE ORGANIZATIONS
Zia
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: Ll 7 i 3
FOR THE COUNTY FOR THE EMPLOYEE ORGANIZATIONS
5zit( tel!nat5 S
C,AIA-
Cc�GC,
LABOR COALITION - 1995 NEGOTIATIONS
ALL EMPLOYEE ORGANIZATIONS MANAGEMENT PROPOSALNO.20A
Presented2/29/96
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
lo
DATED: Iq
FOR THE COUNTY FO THE EMPLOYEE ORGANIZATIONS
G � -:1 v� ,.• aye�"� }��� �TbNJ GIS"
.k� ,� G �
LABOR COALITION - 1995 NEGOTIATIONS
ALL EMPLOYEE ORGAWATIONS
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 compliment 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, Nutrition/Weight 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
Com/
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: 9 / qG
FOR THE COUNTY FOR THE EMPLOYEE ORGANIZATIONS
1995 NEGOTIATIONS - LABOR COALITION
MANAGEMENT POSITION C29
Presented: July 12, 1996
C29. BILINGUAL PAY
Effective 7/1/96, 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: I
FOR THE COUNTY FOR THE EMPLOYE ORGANIZATIONS
C` Awk—,
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
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.
(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
disabled person solely because of such handicap disability unless
that 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
C�
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 handieap 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 nodiscrimination against any
handicapp disabled person solely because of such hadieap disability unless
that map 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
handicap 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. 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 DISABILITIES ACT (ADA)
There shall be no discrimination because of race, creed, color, national 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 handicap disability unless
that fi—a a disability prevents the person from meeting the minimum
standards established for the position or from carrying out the duties of the
i t i a i o n o �a g e I t ets�-ex�9-n-
1
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.
(UAPD - 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&�- -2z �Gy�
FOR THE COUNTY FOF, THE EMPLOYEE ORGANIZATIONS
v
(gel
LABOR COALITION 1995 NEGOTIATIONS
ALL EMPLOYEE ORGANIZATIONS
MANAGEMENT COUNTER PROPOSAL TO # C2.3
PRESENTED JUJ`Y 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. 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
ntitled;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_
C:-
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:
FOR THE COUNTY FOR THE EMPLOYEE ORGANIZATIONS
LABOR COALITION - 1995 NEGOTIATIONS
ALL EMPLOYEE ORGANIZATIONS MANAGEMENT PROPOSAL NO. 10
(EXCEPT UAPD)
Presented: 07120/95
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 (5Y.), 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 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 layoffor from the employee's current step
whichever is higher.
Local One - Section 5.10 (Amend)
Local 512 - Section S.12 (Amend)
Local 535 R&F - Section 5.10 (Amend)
Local 535Supv - 5.10_(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:
U
THECOUNTY FOR THE EMPLOYEE ORGANIZATIQNS
i
,,� - , �•1.� � `1tt.--,�'�Gl,�j-����L•
LABOR COALITION - 1995 NEGOTIATIONS
MANAGEMENT PROPOSAL NO. 1 1 -- -
Presented: July 27, 1995
(PROPOSAL ON LAYOFF NOT APPLICABLE FOR UAPD)
(512, 53SR&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, 4r 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: /0-/Ia /9.�-
FOR THE COUNTY FOR THE EMPLOYEE ORGANIZATIONS
J �
LABOR COALITION - 1995 NEGOTIATIONS
MANAGEMENT PROPOSAL NO. 11 —
PERSONNEL MANAGEMENT REGLfLATIONS
-Presented: ,July 270 1995
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, 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 FOR THE EMPLOYEE ORGANIZATIONS
_pQ
p
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 L layoff list
for the class of positions from which that person has been removed.
(2 700)
G. Order of Names on Layoff. First, layoff Mists 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 c-O"ntinuous
permanent County employment with remaining ties broken by random selection
among the employees involved.
y.
(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)
1. 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'6f that
salary range the employee held on the day of layoff.
TENTATIVE AGREEMENT
DATED:
FOR THE COUNTY FOR:tHE EMPLOYEE ORGANIZATIONS
LABOR COALITION - 199S NEGOTIATIONS
MANAGEMENT PROPOSAL NO. 12) —
PERSONNEL MANAGEMENT REGULATIONS
Presented: ,July.27, 1995
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: lz 9
FOR THE COUNTY 1=KTHE EMPLOYEE ORGANIZATIONS
duc
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 $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 centintie-ter limit reimbursement for
career development training to 5200 $217.00 per semester or '$i 50
1162.50 per quarter, not to exceed $600 $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 eentinue to 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 "six " 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 "5600" 650 per year,
$250 may be applied to continuing education courses. Training
reimbursement applicable to continuing education (i.e. $2S0) may be
carried over into the next fiscal year. The maximum reimbursement
available in any fiscal year may not exceed twice what may accrued in any
one fiscal year.
Appraisers Association
The County Administrative Bulletin on Training shall govern
reimbursement for training and shall eentinue-t$ limit reimbursement for
career development training to 5200 $217.00 per semester or 5 i 50
$162.50 per quarter, not to exceed 5600 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 hundFed dollars (5200)
two hundred and seventeen dollars ($217.00) per semester or one hundred fifty
dolldrs ($150) one hundred sixty-two dollars and fifth cents ($162.50) per
quarter, not to exceed six hundred dellars ($6x60) ($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 -dolletrrr
(5200) two hundred and seventeen dollars ($217.:00) per semester or one
hundred fifty dellars (5150) one hundred sixty-two dollars and fifty cents
162. 0 per quarter, not to exceed six hundred dellars ($600) ($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
dollars 600) ($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 711 /96.
reimbursement under the above limits for the cost of books for career
development shall be allowable.
TENTATIVE AGREEMENT
DATED:_!�/y/q&
FOR THE COUNTY FOR THE EMPLOYEE ORGANIZATIONS
' L -
elft
1995 NEGOTIATIONS - LABOR COALITION
MANAGEMENT COUNTER PROPOSAL TO C16
Presented: May 29, 1996
Section 5.14 Pay 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 EMPL YEE ORGANIZATIONS
---------------------------
_..
--------------------------- -------- --------
cam/
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.-
FOR THE COUNTY FOR THE EMPLOYEE ORGANIZATIONS
J
LABOR COALITION - 1995 NEGOTIATIONS
ALL EMPLOYEE 0GANIZATIONS MANAGEMENT PROPOSAL NQ_ 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 contracts from January 1 1996 to December
31 , 1996.
TENTATIVE AGREEMENT
DATED: v aA-
FOR THE COUNTY FOR THE EMPLOYEE ORGANI TIONS
�l9
Q � l
LABOR COALITION - 1995 NEGOTIATIONS
ALL EMPLOYEE ORGANIZATIONS
MANAGEMENT COUNTER PROPOSAL TO C19
Presented: November 30, 1995
MILITARY LEAVE
Any employee in who is required 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
`7
1 ` 1
G�1
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 nonprofit child care
facilities similar to the "Kid's at Work" program established in the Public
Works Department.
TENTATIVE AGREEMENT
DATED:
FOR THE COUNTY FOR THE EMPLOYEE ORGANIZATIONS
7
t �
LABOR COALITION - 1995 NEGOTIATIONS
ALL EMPLOYEE ORGANIZATIONS
MANAGEMENT COUNTER PROPOSAL TO C35
Presented: December 7, 1995
Revised: January 18, 1996
EMPLOYEE REPRESENTATION RIGHTS
The County recognizes an employee's right. to representation during any
disciplinary interview or meeting which may result in discipline. The County will
not interfere with the representative's right to assist an employee to clarify the
facts during the interview.
New Section for all Employee Organizations except AFSCME, Local 2700
In addition to this language, the parties agree that upon final adoption of a new
MOU the Human Resources Director will issue to all Department Heads a policy
memo similar to that distributed in Health Services dated 11/20/95 regarding
employee representation rights during an investigatory interview.
TENTATIVE AGREEMENT
DATED:r%f`jam
FOR THE COUNTY F011 THE EMPLOYEE ORGANIZATIONS
� T
71!1�11 I
��/�-
'' Human Resources
Contra :.�r,.
�Tt - Department
Costa __ p
Coun
j / ��� `gyp �� Third Floor,Administration Bldg.
t�/ y;`�.41i �4
�: \!
�Tr 651 Pine Street
'
COUS, Martinez,California 94553-1292
DATE: May 16, 1996
TO: All Department Heads and Personnel Officers
FROM: Leslie T. Knight, Director of Human Resources
SUBJECT: Disciplinary Investigations
From time-to-time, questions arise as to the proper conduct of investigatory
meetings by departmental.managers where discipline may result. These general
guidelines are provided to clarify the rights of employees, their representatives
and managers when an investigatory meeting is held.
EMPLOYEE'S RIGHTS:
► To have a union representative present at any meeting when there is a
potential for disciplinary action. The person holding the meeting should
advise the employee of this right in advance. :If the employee declines
union representation, that should be reconfirmed at the beginning of the
meeting. Note: if any employee requests representation in a meeting that
is non-disciplinary (e.g. counselling session or performance evaluation
conference), it is recommended that the manager grant this request rather
than escalate the employee's anxiety.
► To be informed about the subject of the meeting, but only if the employee
or union representative ask. The subject, when given, should not be
either too broad or too specific. For example, "job performance" is too
vague, but "putting false information into the computer" is probably too
specific as it might give the individual a chance to cover his/her tracks.
In this example, an appropriate response might be "concerns about record
keeping practices."
UNION'S ROLE/RIGHTS:
► Upon request, to have a reasonable opportunity to consult with the
employee in advance of the meeting.
► To speak and actively participate in the investigatory interview. This does
not take away the employer's right to hear the employee's personal
account of the matter under investigation.
► To ask questions of the employee.
► To offer additional information.
MANAGER'S RIGHTS:
► To hear the employee's account. This can be problematic with a nervous
employee or aggressive union representative. As a practical matter, if the
union rep insists on answering for the employee, the manager should let
him/her do so, then turn to the employee and ask if he/she agrees and/or
has anything to add.
This information is provided for general guidance. Should you have any
additional questions please contact Rich Heyne, Labor Relations Manager at
646-4146.
ITK jm
attachment
dlsdnvt/J
JUN-10-1996 15=09 CCC PEPS( EL DEPT 2iZ FL 510 646 4299 P.02
1995 NEGOTIATIONS - LABOR COALITION
MANAGEMENT COUNTER TO C22
Presented: June 10, 1996
t.
SECTION 41 - UNFAIR LABOR PRACTICE
Either the County or the Union may file an unfair labor practice as defined in
Board of Supervisor's 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 receipt, may be heard and decided by a
mutually agreed upon impartial third party.
TENTATIVE AGREEMENT
DATED: 6 -", c -
FOR THE COUNTY FOR /THE EMPLOYEE ORGANIZZA,TIIONS
JA
I
LABOR COALITION - 1995 NEGOTIATIONS
ALL EMPLOYEE ORGANIZATIONS
MANAGEMENT COUNTER PROPOSAL TO C26
Presented: November 16, 1995
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.
Accumulated paid sick leave credits. . . . .
TENTATIVE AGREEMENT
DATED:
i
FOR THE COUNTY FOR THE EMPLOYEE ORGANIZATIONS
/' � I
JAN-18-1996 16=11 CCC PERSONNEL DEPT 2ND FL 510 646 4299 P.02
LABOR COALITION - 1995 NEGOTIATIONS
ALL EMPLOYEE ORGANIZATIONS
MANAGEMENT COUNTER PROPOSAL TO C28
Presented: December 7, 1995
Revised:January=l 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 partn__ but this shall not exceed three
working days, plus up to two days of work time for necessary travel. Use
of additional accruals including sick leave when appropriate may be
authorized in conjunction with the bereavement leave at the discretion of
the appointing authority.
All organizations except UAPD. UAPD Section 9.3 g.
TENTATIVE AGREEMENT
DATED:
FOR THE COUNTY FOR THEIE,oMPLO EE ORGANIZATIONS
�r
TOTt:+L F.L_
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).
G�Y��
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: 2 1/7 LqS
FO,R THE COUNTY FOR THE EMPLOYEE ORGANIZATIONS
" / D
d l
i )
LOCAL NO. ONE
1996 NEGOTIATIONS
UNION GENERAL PROPOSAL NO. 15
Presented 11/06/96
SECTION 52 CLASSIFICATION STUDIES SPECIAL STUDIES OR OTHER ACTIONS
C. Other Actions
1. Permanent-Intermittent and Permanent Part-time employees in classes
represented by Local #1 who wish to have the hours of their position
increased, must so request in writing. These requests must be received by
the employee's department during the month of Septemlb-er-1994 February
1997 (or the month beginning sixty (60) days after the MOU is adopted by
the Board, whichever is Iater): and every January thereafter for the duration
of this MOU.
Departments reviewing these requests will evaluate them within thirty (30)
days of their receipt by considering the actual hours assigned to and worked
by the employee during the previous six (6) months and the anticipated
continuing need from their assignment on an increased basis.
Those requests which are approved by the department for an increase in
hours will be submitted for consideration by the County as a P300 request
within an additional sixty (60) days.
Nothing contained herein shall conflict with layoff/reemployment provisions.
TENTATIVE AGREEMENT
DATED:
FORT CO TY FOR CCCEA, LOCAL ONE
LOCAL NO. ONE
1996 NEGOTIATIONS
MGMT COUNTER PROPOSAL TO GENERAL DEMAND NO. 20 (COOLING OFF)
(Presented 11106196)
Section 23.3 Effective Resignation
A resignation is effective when delivered or spoken to the appointing authority and is
operative eithe on that date unless another date is specified. An employee who resigns
without advance notice as set forth in Section 23.1, may seek recession of the resignation
and reinstatement by delivering an appeal in writing to the Human Resources Director not
later than close of business on the third (3rd)calendar day after the resignation is effective.
Within five (5) work days of receipt of the appeal. the Human Resources Director shall
consider the appeal and render a final and binding decision including, if applicable, the
date of reinstatement.
TENTATIVE AGREEMENT
DATED:
FOR THE COUNTY FOR CCCEA, LOCAL ONE
6LZA LA
� �
LOCAL NO. ONE
1996 NEGOTIATIONS
MrMT (:nl1NTFR PRnPnSAI Tn M[�MT Nn 5
Presented: 11/06/96
Revised: 11/12/96
SECTION 4 - SHOP STEWARDS AND OFFICIAL REPRESENTATIVES
Add to Section 4.1
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 feels arrangements for release time shall include the location, the
estimated time needed and the general nature of the union business involved (e.g.
grievance meeting, skelly hearing).
TENTATIVE AGREEMENT
DATED: //&
FORTH CO FOR CCCEA, LOCAL ONE
tom.
LOCAL NO. ONE
1995 NEGOTIATIONS
MANAGEMENT GENERAL PROPOSAL NO 2
Presented: 08/14/95
Revised: 12/14/95
SECTION 22.4: VOLUNTARY REASSIGNMENT (BIDDING) PROCEDURE
b. Vacancy Notices Posted. Vacant position notices for positions which are to be filled
shall be posted for five (5) seven (7) calendar days. The notice shall specify job
characteristics and shall be posted only once ( . The
supervisor may begin interviewing bidders immediately upon posting the bid notice. If the
supervisor receives less than three (3) bidders, he or she may fill the position by using the
Merit System eligible list or by making internal reassignments. For purposes of this
procedure, a bidder is an employee in the same class who is eligible to bid under Section
D, following, and who meets all the minimum qualifications for the position including any
specialized requirements such as bilingual ability, position flag requirements, and who
submits a bid on the position.
e. Who May Not Request Reassignment. Employees who are in a temporary status or
provisionally appointed to a permanent position, employeers still on probation H-1 G-L
permiftmeirit-positioln, 8.1-1d employeefs who have-been in ent assignmient less than
three (3) menths may not bid for reassignment under this procedure.
TENTATIVE AGREEMENT
DATED: I 2
FOR THE COUNTY FOR THE EMPLOYEE ORGANIZATIONS
i
LOCAL NO. ONE
1996 NEGOTIATIONS
MANAGEMENT GENERAL PROPOSAL NO. 4
Presented: 10/28/96
SECTION 31 - PERFORMANCE EVALUATION PROCEDURE
B. Frequency of Evaluation.
1. Probationary employees shall be evaluated at least once during their
probationary period.
2. Permanent employees may be evaluated every two years.
TENTATIVE AGREEMENT
DATED: Z
FORTH COON FOR CCCEA, LOCAL ONE
r
NEGOTIATIONS 1996
MANAGEMENT COUNTER
November 13, 1996
1:45 AM
A. Temporaries hired on or after January 1, 1997 may work a maximum of 1600 hours
within a department. Thereafter, that temporary may not work in that'department for
one year as a temporary.
B. Temporaries who have worked 3120 hours or more between the period of January
1, 1995 and December 31, 1996, may work additional hours after January 1, 1997
for a total of 5200 hours. Subject to qualifications under the Personnel Management
Regulations, a temporary who has reached 5200 hours shall be offered an
appointment to an existing authorized full-time or part-time position in the same
department and job class. If no such position exists, a Permanent Intermittent
position will be created subject to approval by the Board of Supervisors and be
offered to the employee subject to qualification under the Personnel Management
Regulations.
C. Temporaries who have worked less than 3120 hours between the period of January
1, 1995 and December 31, 1996 may work an additional 3120 hours after January
1 , 1997. A temporary who has reached the additional 3120 hours shall be offered
appointment to an existing full-time, part-time or Permanent Intermittent position, at
the department's discretion, in the classification and department in which they
currently work, subject to qualification under the Personnel Management Regulations.
D. Nothing in this section shall preclude a department from terminating a temporary prior
to the temporary reaching the maximum hours allowable.
EXCLUSIONS
A. This section shall be inapplicable to the following classifications:
Family Support Collection Officer
Probation Counselors
Occupational Therapists - Per Diem
Physical Therapists - Per Diem
Classifications in the Deputy Public Defender Unit
B. Temporary appointments to fill vacancies resulting from Leaves of Absence (ie:
maternity leaves, medical leaves, Worker's Comp), temporary assignments for pre-
specified periods and short-term, specified seasonal work are excluded.
C. Nothing in this agreement precludes the parties from meeting and conferring over
future exceptions.
TENTATIVE AGREEMENT C��
DATED: / 9�
FOR CO TY FOR CCCEA, LOCAL ONE
i`
LOCAL NO. ONE
1996 NEGOTIATIONS
MGMT COUNTER PROPOSAL TO AGRICULTURE UNIT NO. 2
Presented: 11/06/96
SECTION 57.1 AGRICULTURE - ANIMAL CONTROL UNIT
Agricultural Personnel
B. Effective on the first of the month following adoption by the Board of Supervisors
of this MOU, permanent employees in the classifications of Agricultural Biologist II
and Agricultural Biologist III who possess a valid certificate as a Deputy Agricultural
Commissioner shall receive a salary differential of
three and one half percent (3 'h%) of base pay.
Weights and Measures Division - Department of Agriculture
C. Effective on the first of the month following adoption by the Board of Supervisors
of this MOU, permanent employees in the classifications of Weights and Measures
Inspector II and Weights and Measures Inspector III possessing a valid certificate
as a Deputy Sealer of Weights and Measures shall receive a salary differential of
two and one half percent (2 three and one half percent (3 '/2%) of base pay.
TENTATIVE AGREEMENT
DATED_ l
FOR THE U FOR CCCEA, LOCAL ONE
Al
y _
e,7 ,P/
LOCAL NO. ONE
1996 NEGOTIATIONS
MANAGEMENT COUNTER PROPOSAL TO ANIMAL SERVICES NO. 6
Presented 11/06/96
SECTION 57.1 AGRICULTURE - ANIMAL CONTROL UNIT
Animal Services Personnel
ADD:
The Departmental Uniform Policy for Animal Services Officers shall be amended
to make the wearing of neckties with long sleeve uniform shirts while working in the
field optional each year during the period May 1 st through October 31 st. During
these months the wearing of a necktie or dickey with the long sleeve uniform shirt
will be required whenever the Officer is appearing in court, attending staff meetings,
participating in special events or making public presentations.
TENTATIVE AGREEMENT
DATED:
FOR THE UN FOR CCCEA, LOCAL ONE
T
LOCAL NO. ONE
1996 NEGOTIATIONS
MGMT Cn1INTFR PROPOSAI To ANIMAI SERVICES Nn- 57.1. 7, R R
Presented: 11/06/96
SECTION 57.1 AGRICULTURE - ANIMAL CONTROL UNIT
Animal Services Personnel
Retain in Uniform Allowance - "If an increase in the uniform allowance is subsequently
approved for Deputy Sheriffs, Animal Services Officers shall receive an increase equal to
that received by Deputy Sheriffs."
No. 7 and 8
Departmental Fee Reimbursement-Once during the term of this MOU, each employee in
the Animal Services Department may be reimbursed for departmental license and adoption
fees incurred by the employee in an amount not to exceed $23. An employee adopting an
animal under this section shall be responsible for payment of all other normal and
customary fees associated with that adoption.
TENTATIVE AGREEMENT
DATED:
FOR THEOODW4TY FOR CCCEA, LOCAL ONE
c F-1
LOCAL NO. ONE
1996 NEGOTIATIONS
MGMT COUNTER PROPOSAL TO ANIMAL SERVICES NO 10
Presented: 11/12/96
SECTION 57.1 AGRICULTURE - ANIMAL CONTROL UNIT
Animal Services Personnel
No. 10.
Animal Services Officers Participating in Search Warrants - The Department will
compensate individual Animal Services Officers in the amount of$25 per incident for time
spent in assisting police agencies in the serving of search warrants. Only employees
involved in actual entry team activities shall be so compensated. The Department
continues to retain the sole right to select and assign Animal Services Officers to such
search warrant duty. No provision of this section or its application shall be subject to the
grievance procedure.
Life Insurance - Effective January 1, 1997, $45,000 Group Term Life Insurance will be
provided for Animal Services Officers. Premiums for this insurance will be paid by the
County with conditions of eligibility to be reviewed annually.
TENTATIVE AGREEMENT
DATED: Z
FORTH O TY FOR CCCEA, LOCAL ONE
r
LOCAL NO. ONE
1996 NEGOTIATIONS
MANAGEMENT PROPOSAL
Presented: 11/12/96
57.2 ATTENDANT/LVN/AIDE
The Health Services Department agrees to meet with the LVN-Professional
Standards Committee within sixty (60) days following the ratification of this MOU to
discuss such issues as scope of practice, team nursing and the float policy.
The Health Services Department agrees to study the organization of work and
classifications within the Central Supply Division. The study will begin within ninety
(90) days following the ratification of this MOU. The Health Services Department will
agree to conduct a P-300 on any classification if the need is so indicated by the
results of the study,
TENTATIVE AGREEMENT -
DATED: ?(I ('
FOR TH C TY FOR CCCEA, LOCAL ONE
ti
G sc-/
LOCAL NO. ONE
1996 NEGOTIATIONS
MANAGEMENT COUNTER PROPOSAL
Presented: 11/06/96
57.2 ATTENDANT/LVN/AIDE
The Health Services Department.agrees to meet with the LVN-Professional Standards
Committee within sixty (60) days following the ratification of this MOU to discuss such
issues as scope of practice, team nursing and the float policy.
The Health Services Department agrees to study the organization of work and
classifications within the Central Supply Division. This study will begin within ninety (90)
days following the ratification of this MOU.
TENTATIVE AGREEMENT
DATED: l�
FOR THE OUNTY FOR CCCEA, LOCAL ONE
c
LOCAL NO. ONE
1996 NEGOTIATIONS
MANAGEMENT COUNTER PROPOSAL
TO BUILDING TRADES PROPOSAL NO. 15
Presented: 11/12/96
Effective on the first of the month following adoption by the Board of Supervisors of this
MOU the classifications of Lead Electrician Lead Steamfifter, Lead Painter and Lead
Carpenter shall receive a special increase of forty (40) levels 4.0790%).
TENTATIVE AGREEMENT
DATED:
-6,4�
11 t
FORTH O TY FOR CCCEA, LOCAL ONE
LOCAL NO. ONE
1996 NEGOTIATIONS
MANAGEMENT COUNTER PROPOSAL TO NO 1
Presented 08/20/96
SECTION 29 --SAFETY SHQES
Starting January 1 1997 the County will provide those employees currently eligible for
safety shoe allowance with two (2) methods for purchasing safety shoes
]_ Reimbursement for the purchase and repair of safety shoes up to a maximum of
$160 for each two (21 Year period (beginning January 1 1996
2. Youcher ob ained from the eligible employees' Department for an identified vendor
for the purchase of safety shoes up to a maximum of $160 fQr each two (2) year
period (beginning January 1 1996)
The elioNe employee will inform their Department's accounting section of the desired
method for purchasi[ig safety shoes at the beginning_of each calendar year.
TENTATIVE AGREEMENT
DATED: S 201Y p
FORTOLPOUNTY FOR THE EMPLOYEE ORGANIZATION
cz.0-cQ..
p G
LOCAL NO. ONE
1996 NEGOTIATIONS
MGMT COUNTER - PROPOSAL TO ENGINEERING UNIT NO 1.
(Presented 10/28/96)
The classes of Auditor-Appraiser 11 and Senior Auditor-Appraiser shall be granted a
special increase of 10 levels (1.0045%) effective January 1, 1997 and 10 levels (1.0045%)
effective January 1, 1998.
TENTATIVE AGREEMENT
DATED: 1l/
FOR TH O[Jpffy FOR CCCEA, LOCAL ONE
i
HOQ-12-1996 11:21 CCC HUMAN RESOURCES DEPT. 510 335 1:99 P.02
LOCAL NO. ONE
1996 NEGOTIATIONS
MANAGEMENT PROPOSAL
Presented: 11/QS/96)
/z
Tt,P Public Works Department—agrees to submit P300 to the CAO's office within sixty(60)
days of the gddoption of this MOU to determine if the position of Road Maintenance
Carpenter is appropriately classified.
The Public Works Department agrees to submit a P300 for the position of Sign Coordinator
and reclassification of the person in the position to the CAD's office for study within sixty
(60) days of the adoption of this MOU.
TENTATIVE AGREEMENT
DATED:
FOR TH COU Y FOR CCCEA, LOCAL ONE
4��—4- A��
/ 1
TOTAL P.02
NOV-12-1996 15:33 CCC HUMAN RESOURCES DEPT. 516 335 1799 P-03
LOCAL NO. ONE
1996 NEGOTIATIONS
MANAGEMENT COUNTER PROPOSAL TO
GENERAL SERVICES/MAINTENANCE UNIT NO. 14
Presented: 11/12/96
Counter for Senior Communications Technician
The General Services Department agrees to study the organization of work and the
classifications within the Communications Division. The study will be initiated within 90
days following the ratification of the MOU. The General Services Department will agree
to conduct a P300 on any classification if the need is so indicated by the results of the
study.
TENTATIVE AGREEMENT
DATED: CI
FOR THE COUNTY FOR CCCEA, LOCAL ONE
re
1 / Ccs
N00-12-1996 15=33 CCC HUMAN P.ESOUR.CES DEPT. 510 335 1799 P.02
LOCAL NO. ONE
1996 NEGOTIATIONS
MANAGEMENT COUNTER PROPOSAL TO
GENERAL SERVICES/MAINTENANCE UNIT NO. 5
Presented: 11/12/96
Counter for Lead Alarm Technician
The General Services Department agrees to study the organization of work and the
classifications within the department relative to county-wide building security. The study
will be initiated within 90 days following the ratification of the MOU. The General Services
Department will agree to conduct a P300 on any classification if the need is so indicated
by the results of the study.
TENTATIVE AGREEMENT
DATED: 2 19 �,
FOR THE COUNTY FOR CCCEA, LOCAL ONE
a 1",
_ � T
Cj A6t 14 at'.h�
LABOR COALITION - 1995 NEGOTIATIONS
ALL EMPLOYEE ORGANIZATIONS
MANAGEMENT COUNTER PROPOSAL TO HS2
Presented: November 5, 1996
ADD NEW SECTION
SECTION 57.12. - HEAD START UNIT
New F. Reassignment of Work Location. With respect to reassignment of
work location, provisions of MOU Section 22.3 shall apply and are
amplified as follows:
1. The Head Start Division agrees to post all vacancies for at
least five (5) days to allow for reassignment applications.
2. In considering any request for reassignment of Head Start
staff, the Head Start Division will fill the initial vacancy with the most
senior employee requesting the reassignment. Any subsequent
vacancies which are created through filling the initial vacancy will be
filled based on requirements of the Head Start Division.
TENTATIVE AGREEMENT
DATED:G
FOR C TY FOR THE EMPLOYEE ORGANIZATIONS
From:MIKE WEEKS To:RICH HEYNE pate:11/13/96 Time:2:38:36 PM Page 12 of 13
Community Services Department �Q�t�-� ChildDeveiopment 374-3994
Child Nutrition 374-3850
Administration Cmunty Action 313-73^x3
1220 Morello Avenue, Suite 101 Costa Head Start W-5540
Martinez,California 94553-4711Housing and Energy 646-5756
(510)313-7350 County
Fax:(510) 313-7385
Scott Tandy,
Director
_.°
X.
17
November 12, 1996
Ms. Anne Mueller
Senior Business Agent
Public Employees Union, Local One
3065 Richmond Parkway, Suite 101
Richmond, CA 94806
RE: CONFIRMATION OF AGREEMENT - LOCAL ONE INPUT TO THE HEAD
START PROGRAM
Dear MS. Mueller:
This letter will confirm the agreement reached between the Community Services
Department and Local One during a meeting of the two parties on November 5, 1996,
concerning the establishment of a formal procedure which will allow Local One to
provide suggestions and recommendations concerning the Head Start program to the
Head Start Program Manager,
The Department recognizes the value of appropriate and timely input from Local One
on Head Start program issues. Therefore, the Department.agrees that the Head Start
Program Manager will meet with representatives from Local One at least once a
calendar quarter at the request of Local One to discuss issues of mutual interest
concerning methods to improve the delivery of services to Head Start children and
families.
The number of representatives from Local One will not exceed three Head Start
employees, plus Local One business representatives. Local One will agree upon the
agenda of the meetings with the Head Start Program Manager in advance.
The general discussion topics of the meetings will include suggestions and
recommendations concerning the delivery of Head Start services or problems in the
program. At the request of Local One, the Head Start Program Manager will present a
current review of the Head Start program to Local One representatives. _
From:MIKE WEEKS To:RICH HEYNE Date:11113/96 Time:2:38:36 PM Page 13 of 113
These joint Head Start-Local One meetings are intended to be an informal sharing of
recommendations and information. This agreement in no way obligates the Department
to meet or confer on program determinations.,
Sincerely,
ZnSy
Director
From:MIKE WEEKS To:RICH HEYNE Date:11113/96 Time:2:38:36 PM Page 11 of 13
1?/
Community Services Department }�� Child Development 374-3994
Contra v f {[ Child Nutrition 374-3850
Administration
Costa CommuntyAction 313-7363
Head Stag 646-5540
1220 Morello Avenue,Suite 101
Martinez,California 94553-471Housing and Energy 646-5756
(510)313-7350 County
Fax:(510)313-7385
Scott Tandy,
Director
November 12, 1996
Ms. Anne Mueller
Senior Business Agent
Public Employees Union, Local One
3065 Richmond Parkway, Suite 101
Richmond, CA 94806
RE: CONFIRMATION OF AGREEMENT - POLICY ON MAKING UP HOME VISITS
BY HOME BASE WORKERS
Dear MS. Mueller:
This letter will confirm the agreement reached between the Community Services
Department and Local One during a meeting of the two parties on November 5, 1996,
concerning the Head Start program policy concerning making up home visits by Home
Base Workers. This policy is stated below:
All Home Base families require 36 visits per year. It is always best if the primary
assigned Home Base Worker accomplishes as many of these visits as possible.
The Department understands, however, that Home Base Workers sometimes get
ill and have other requirements which make them miss scheduled visits.
The Head Start policy is that if a primary assigned Home Base Worker can not
complete a scheduled visit, the supervisor will make whatever arrangements are
necessary to complete the missed visit. Missed visits may be made up by other
Home Base Workers or supervisors, or be scheduled for the primary Home Base
Worker at another time, such as during the Christmas holidays. Home Base
Workers must cooperate in fullfilling these home visit obligations, but are not
required to make up missed home visits on a one-to-one basis.
Sincer y,
Sc ndy _
Director V-
From:MIKE WEEKS To:RICH HEYNE Date:11/13/96 Time:2:38:36 PM Page 9 of 13
C1•�/
Community Services Department �onfira Child Development 3743994
Child Nutrition 374-3950
AdministrationOsta Communty Action 313-7363
1220 Morello Avenue, Suite 101 Head Start 646-5540
Martinez.California 94553-4711 County Housing and Energy 646-5756
(510)313-7350
Fax:(510)313-7385
Scott Tandy,
Director
November 12, 1996
Ms. Anne Mueller
Senior Business Agent
Public Employees Union, Local One
3065 Richmond Parkway, Suite 101
Richmond, CA 94806
RE: CONFIRMATION OF AGREEMENT - PROVIDING SUBSTITUTES FOR
ABSENT EMPLOYEES
Dear MS. Mueller:
This letter will confirm the agreement reached between the Community Services
Department and Local One during a meeting of the two parties on November 5, 1996,
concerning the availability of substitute employees when regular employees are absent.
The Department agrees to use its best efforts to hire a sufficient number of qualified
substitute employees to fill in for employees who are absent.
Sincerely,
7a�
. andy
Director
11-12-1996 02:55PM FROM CCC COMM SVCS DEPT TO 851797 P.09
1 ✓ -` i
Commi inity Services De rtmentchild be+reto�nt 374-sash
C o n t t r a child Nutrition 374.38
Costa
4drninis lion corninun ty Action 313-736
More lo Avenue,Suite 101 . Head Start 646-5540
rtjnez, ayfornia94553�1711 (�����,/` Housing and Energy 646-5756
`� 1
9 0 313-7350 County
Fax:(510) 31 F3-7385
roti Tan y;
erector —
I v November '12, 1996
M . Anne Mueller
S 9ior Business Agent
Pt
1b.lic Employees Unio , Local One
305 Richmond Parkw y, Suite 101
Ri 36mond, CA 94806
R CONFIRMATIOI 4 OF AGREEMENT - SALARY INCREASE FOR HEAD]START
BUILDING SER ICES WORKER
3 i
S !
! D ar MS. Mueller:
!
This letter will-confirm t ie agreement reached between the Community Services"
D partment and Local 1)ne during a meeting of the two parties on November 5,; 1996,
l
concerning the salary c f the Head Start Building Services Worker classification;.
1 i
I
Tt e,.Department agree that the salary of the Head Start Building Services Worker i
i cl issification will remaiii unchanged.
Sincerely,
i
S o;t Tandy I
Di ector -
E
I � I
� I
I
I
i f
From:MIKE WEEKS To:RICH HEYNE Date:11/13/96 Time:2:38:36 PM Page 8 of 13
t�10-/
Community Services Department Contra Child Development 3743994
Child Nutrition 374-3854
Administration Communty Action 313-7363
1220 Morello Avenue, Suite 101 Costa Head Start 646-5540
y11F V L "'b " I Housing and Energy 645-5756
(510)313-7350 C V U l I L v
Fax: (510)313-7385
Scott Tandy,
Director
November 12, 1996
fTa��
Ms. Anne Mueller
Senior Business Agent
Public Employees Union, Local One
3065 Richmond Parkway, Suite 101
Richmond, CA 94806
RE: CONFIRMATION OF AGREEMENT -CASELOADS OF HEAD START FAMILY
SERVICE WORKERS AND HEALTH SERVICES ASSISTANTS
Dear MS. Mueller.-
This
ueller:This letter will confirm the agreement reached between the Community Services
Department and Local One during a meeting of the two parties on November 5, 1996,
concerning the caseloads of Head Start Family Service Workers and Health Services
Assistants.
The Department agrees that effective December 1, 1996, at the request of Local One,
the Department is willing to meet and consider proposed methodologies which may be
appropriate to balance the relative case loads of Head Start Family Service Workers
and Health Services Assistants.
This agreement in no way commits or obligates the Department to bargain or negotiate
over specific case loads.
Sincerely,
Scott Tandy
Director
From:MIKE WEEKS To:RICH HEYNE Date:11/13/96 Time:2:38:36 PM Page 7 of 13
l"/
Community Services DepartmentCCnr Child Development 374-3994
Child Nutrition 374-3850
Administrationn Communty Action 313-7353
1220 Morello Avenue, Suite 101 Costa
Head Start 646-5544
Martinez,California 94553-4711 County Housing and Energy 646-5756
(510)313-7350
Fax:(510)313-7385 E7C1�
Scott Tandy, ,
Director
7•.
CO
November 12, 1996
Ms. Anne Mueller
Senior Business Agent
Public Employees Union, Local One
3065 Richmond Parkway, Suite 101
Richmond, CA 94806
RE: CONFIRMATION OF AGREEMENT - PLACEMENT OF LAID OFF HEAD
START WORKERS
Dear MS. Mueller:
This letter will confirm the agreement reached between the Community Services
Department and Local One during a meeting of the two parties on November 5, 1996,
concerning priority placement of laid off Head Start employees in temporary Child
Development positions.
The Department agrees that effective December 1, 1996, any employee(s) who belong
in the Head Start bargaining unit who are laid off, and who indicate in writing at the time
of lay off their interest regarding alternate temporary employment, will be given priority
consideration for placement in the Child Development•u'nit in temporary positions for
which they meet the minimum qualifications. T
This agreement does not guarantee priority placement in Child Development positions,
but only provides for priority consideration.
Sin rely,
4 ,
tco _ ndy
Director
From:MIKE WEEKS To:RICH HEYNE Date:11/13/96 Time:2:38:36 PM Page 10 of 13
Community Services DepartmentContra Child Development 3743994
Child Nutrition 374-3854
Administration Costa Headstart 646-5540
Communty Action 313-7363
1220 Morello Avenue, Suite 101
�R ,G Jif rnia 94553-4711 �r'1L�ntfi Housing and Energy 646-5756
5. _/ ��
Fax:(510) 313-7385
Scott Tand;
Director
November 12, 1996
Ms. Anne 10ueller
Senior Business Agent
Public Employees Union, Local One
3065 Richmond Parkway, Suite 101
Richmond, CA 94806
RE: CONFIRMATION OF AGREEMENT - USE OF SERVICE TIME BY FORMER
EMPLOYEES OF THE FAMILY STRESS CENTER AND UNITED COUNCIL OF
SPANISH SPEAKING ORGANIZATIONS
Dear MS. Mueller:
This letter will confirm the agreement reached between the Community Services
Department and Local One during a meeting of the two parties on November 5, 1996,
concerning the use of service time by former employees of Family Stress and UCSSO.
The Department agrees that effective December 1, 1996, the service time accrued by
its employees which were employed by The Family Stress Center and United Council of
Spanish Speaking Organizations will be applicable to break ties between Head Start
employees who posses the same County employment date...._This service time will be
used for purposes of lay off, transfer and promotion,
Sincerely,
Scott Tandy
Director
r-rom:1VUKt VVttKJ Io:RICH HEYNE Date:11/13/96 Time:2:38:36 PMPage 66 of 13
Community Services Department ���}�� Child Development 374-3994
Child Nutrition 374-3850
Administration �OJ}� CommuntyAction 313-7363
Costa 1220 Morello Avenue,Suite 101 Mead Start 646-5540
Martinez,California 94553-4711 County Housing and Energy 646-5756
(510)313-7350
Fax:(510) 313-7385
vice..<-o
Scott Tandy,
Director ~� 1
- November 12, 1996
Ms. Anne Mueller
Senior Business Agent
Public Employees Union, Local One
3065 Richmond Parkway, Suite 101
Richmond, CA 94806
RE: CONFIRMATION OF AGREEMENT -POSTING OF Al ASSIGNMENTS
Dear MS. Mueller:
This letter will confirm the agreement reached between the Community Services
nPnarfimPnt nri I %A1 Qp wring a mg�tiog Qt thg twQ Qartigs Qp NQYVpl 19� !f 1
concerning tie pos Ing o ��assignmen s emporary assignmen s to a Ign r
classification) in the Community Services Department-
The Department agrees that effective December 1, 1996, all vacancies which will be
filled by Al assignments, and for which employee(s) represented by Local One probably
meet the minimum qualifications, will be pasted a minimum of seven calendar days
prior to selection for appointment. During this period any employee who meets the
minimum qualifications for this position may submit an application for consideration for
appointment to this position in the format specified in•the job posting_
Prior to appointment of an employee to the Al position, the Department will review the
applications submitted by qualified applicants. Consideration will be given to the overall
qualifications of all applicants prior to selection for the Al assignment.
This agreement in no way limits the Department from making assignments based on its
sole discretion.
Sincerely,
Scott Tandy -
Director
From:MIKE WEEKS To:RICH HEYNE Date:11/13/96 Time:2:30:36 PM Page 5 of 13
Community Services DepartmentChild Development 374-3994
Contra Child Nutrition 374-3850
Administration Costa Communty Action 313-7363
1220 Morello Avenue, Suite 101
Head Start 646-5540
Martinez,California 94553-4711 County Housing and Energy 646-5756
(510)313-7350
Fax:(510) 313-7385
e.tT- o
Scott Tandy,
Director
November 12, 1996
Ms. Anne Mueller
Senior Business Agent
Public Employees Union, Local One
3065 Richmond Parkway, Suite 101
Richmond, CA 94806
RE: CONFIRMATION OF AGREEMENT - BILINGUAL PAY
Dear MS. Mueller-.
This letter will confirm the agreement reached between the Community Services
Department and Local One during a meeting of the two parties on November 5, 1996,
concerning the payment of bilingual pay in the Community Services Department.
The Department agrees that effective December 1, 1996, SECTION 26 - BILINGUAL
PAY, of the MOU, as amended, will be applicable respecting the Community Services
Department employees represented by Local One.
Sincerely,
Scdtt ndy
�irPrltnr
i
From:MIKE WEEKS To:RICH HEYNE Date:11/13/96 Time:2:30:36 PM Page 4 of 13
�/
Community Services DepartmentContra Child Development 374-3994
Child Nutrition 374-3850
Administration O St Communty Action 313-7363
1220 Morello Avenue,Suite 101
Head Start 646-5540
Martinez,California 94553-4711 County Housino and Energy 646-5756
(510)313-7350 County
Fax: (510)313-7385
Scott Tandy,
Director
November 12 1996
sr�_coii+'t'
Ms. Anne Mueller
Senior Business Agent
Public Employees Union, Local One
3065 Richmond Parkway, Suite 101
Richmond, CA 94806
RE: CONFIRMATION OF AGREEMENT - POSTING OF REASSIGNMENTS,
PROMOTIONAL AND OPEN EXAMINATIONS
Dear MS. Mueller:
This letter will confirm the agreement reached between the Community Services
Department and Local One during a meeting of the two parties on November 5, 1996,
concerning the posting of reassignments, promotional and open examinations in the
Community Services Department.
The Department agrees that effective December 1, 1996, copies of all postings or
notices of reassignments and promotional and open examinations will be provided to
Local One.
Sincerely,
Scott ndy /
Director
From:MIKE WEEKS To:RICH HEYNE Date: 11/13/96 Time:2:30:36 PM Page 2 of 13
Community Services Department ��
Contra Child Development 374-3994
Child Nutrition 374-3850
Administration ( osta Head Start 646-5540
/^� Crmmun-ty Action 313-7363
1220 Morello Avenue,Suite 101 V
Martinez,California 94553-4711 {�^I 1 Housing and Enerov
o 646-5756
(510)313-7350 !J-
Fax:(510) 313-7385
t
Scott Tandy,
Directory
"ry'ci�ui+r�
November 12, 1996
Ms. Anne Mueller
Senior Business Agent
Public Employees Union, Local One
3066 Richmond Parkway, Suite 141
Richmond, CA 94806
RE: CONFIRMATION OF INTENT - NOON AIDES
Dear MS. Mueller:
This letter will confirm the notice of intent concerning the continued use of Noon Aides
in the Head Start program which was presented to Local. One by the Community
Services Department during a meeting of the two parties on November 5, 1996.
The following provisions represent the Department's intent concerning the continued
use of Noon Aides:
• The Head Start program will continue to fund and fill currently filled Noon Aide
positions through December 31, 1996.
• Funding for Noon Aide positions has not been requested in the Head Start grant
application for the 1997 program and at this time we do not anticipate using Noon
Aides in 1997.
• The Head Start program has recently contracted for a Nutritionist who has been
assigned to conduct a review of the entire Head Start food service program, with
special emphasis on the use of Noon Aides. The Head Start Program Manager
expects to receive her recommendations prior to the end of 1996.
• Upon completion of the above review, the Head Start Program Manager will
consider the recommendations presented in the report, including recommendations
concerning the continued use of Noon Aides. �.
rrom:wyKE vvttna 1 o:Kll.rl nc r rvc Date: 11/13/96 Time:2:30:36 PM Page 3 of 13
• The Department agrees to employ Substitute Noon Aides for the remainder of 1996
under the following conditions:
• The Head Teachers at sites requiring substitute Noon Aides have agreed to
identify qualified individuals who are willing to work as substitute Noon Aides.
• The interested individuals will submit a completed application for temporary
employment to the Head Start program office_
• Whenever a Noon Aide determines that they are unable to report for work
they will notify the Head Start program office as soon as possible. The Head
Start program office will then contact substitutes to fill in for the absent
employee.
Sincerel ,
Sc ndy
Director
LOCAL NO. ONE
1996 NEGOTIATIONS
MANAGEMENT COUNTER PROPOSAL
Presented: 8/29/96
57. 7 Health Services Unit
A. Public Health Nurses
1. (No change to this section. )
Publie Health Nurses te take eempensatery time ef-f-
fer edueatienal: werksheps attended en weekends en
be given—Yaust reeeive—department
Beard of Registered Nurses ,�
e ; ted
weZT:shep J—wi-1l rece_ei .a
_ e -.rtfaenta l t appreya 2 .
b he departmentwill be allewed ferty five "_
to s etre du l e time e ff f er—these—P n"ls h e
attended. The seheduled tifae eff nay be
a-eer uued—and deeTnet have—te—b e li�tk e n within
-
ferty five 1451 days ef the werks4-re�.
e All: tiffle e€f €er weekend
h-E��
x�_
attendanee at warksheps whieh are held en
we rbc 4n g--ca e e�cd� s—
the next fiseal year.
3-. 2 . EFFECTIVE JULY 1 , 1996, approved Continuing
Education Leave (CE) time entitlement will be
ferty-eight 481, TWENTY-FOUR (24) hours per fiscal
year for the full time, permanent Public Health
Nurse. Permanent part-time PHNs will have their
approved CE time entitlement prorated on the basis
of the number of hours they work in relation to the
regular forty (40) hour work week, WITH A MINIMUM
OF FIFTEEN (15) HOURS PER FISCAL YEAR.
F-er full time PH CE time may BE CARRIED OVER into
the next fiscal year and keeu-ld—be—added to the CE
time entitlement for that year,
time— HNs, GE time—may extend the next fisc iz
year and be added to the GE time entitlemetr
the f iseal year without restriction, up topaz
TWICE THE ANNUAL ACCRUAL.
EMPLOYEES WHO HAVE MORE THAN 24 HOURS UNUSED CE
TIME AT THE END OF FY 95/96, MAY CARRY OVER THE
ENTIRE BALANCE INTO FY 96/97 .
Gentinuing meati e n twee n a weeks a yf e_ w i e
AN EMPLOYEE WHO ATTENDS A PRE-APPROVED COURSE ON A
DATE FOR WHICH HE/SHE IS NOT REGULARLY SCHEDULED TO
WORK OR WHO COMPLETES A PRE-APPROVED HOMESTUDY
COURSE WILL BE GRANTED CE TIME OFF FOR THE NUMBER
OF HOURS EQUIVALENT TO THE CE UNITS EARNED. ONLY
BOARD OF REGISTERED NURSES ACCREDITED COURSES WILL
BE APPROVED. SUCH TIME OFF MUST BE SCHEDULED IN
ADVANCE BY MUTUAL AGREEMENT BETWEEN THE EMPLOYEE
AND THE SUPERVISOR.
(NOTE: No other changes to Part A. )
TENTATIVE AGREEMENT
DATED:
FOR THE OUN FOR CCCEA,...ppLOCAL ONE
1 -
��v
�-1
A1c'
LE:nils:phn57.7 `
e"5--1
LOCAL NO. ONE
1996 NEGOTIATIONS
MANAGEMENT COUNTER PROPOSAL
Presented: 11/06/96
I. RADIOLOGIC & ULTRASOUND TECHNOLOGISTS.
1. Radiologic and Ultrasound Technologists required to be on-call will be
compensated with one W hour of pay for each two 0 hours of on-call time.
effective ittly 1, 1994.
2. A five percent (5%) differential will be paid to any qualified Radiologic Technologist
when scheduled to perform mammograms or CT scans on the day shift. Monday
through Friday, or when completing the necessary paperwork. When performing
CT scans or mammograms at other times. Radiologic Technologists will be paid the
five percent (5%) differential for actual time spent performing the procedure and
completing the necessary paperwork.
3. When performing an angiogram other than day shift. Monday through Friday. the
Radiologic Technologist will be compensated at a flat rate of$500 per procedure.
2-4. Each full-time employee in the classes of Ultrasound Technologist I & II, and Junior
and Senior Radiologic Technologist will be granted twelve (12) hours per year of
continuing education (CE) leave to complete courses required for license renewal.
For permanent part-time employees, CE leave will be prorated based on their
assigned hours. Employees may carry over CE leave from one year to the next to
a maximum of twenty-four (24) hours without restriction.
TENTATIVE AGREEMENT
DATED:
FOR TH O Y FOR CCCEA, LOCAL ONE
�� 2L
LOCAL NO. ONE
1996 NEGOTIATIONS
MANAGEMENT PROPOSAL
Presented: 11/06/96
57.7 HEALTH SERVICES UNIT
B. Environmental Health
1. Environmental Health Inslectors. The County shall continue the
Professional Standards Committee . . . directly related to Environmental
Health Inspector's practices.
2. Hazardous Materials Specialists. Hazardous Materials Specialists will be
paid a differential of $50 per month while participating on the Incident
Response Team.
TENTATIVE AGREEMENT
DATED:
FOR THE OU FOR CCCEA, LOCAL ONE
toL��LB GC�
r
fVUV-1G-1 yyb 14:�_s CCC H-UlAtl RESOURCES DEPT. 510 335 1799 P.02
LOCAL NO. ONE
1996 NEGOTIATIONS
MANAGEMENT PROPOSAL
Presented: 11112/96
Effective on the first of the month following adoption by the Board of Supervisors of this
MOU, the classifications of Cytotechnologist Senior Qy4_otechnologist and Histotechnician
shall receive a special increase of forty-nine levels(5 0195%).
TENTATIVE AGREEMENT
DATED: Z ��
FOR THEOUN4YFOR CCCEA, LOCAL ONE
/7
TOTAL P.02
C-S_/
LOCAL NO. ONE
1996 NEGOTIATIONS
MGMT COUNTER PROPOSAL TO HEALTH SERVICES UNIT (FORENSIC TOX.)
Presented: 11/06/96
The class of Forensic Toxicologist shall be granted a special increase of 20 levels
(2.0191%) effective July 1. 1996 and 20 levels (2.0191%) effective October 1, 1998. For
the months of July, August. September and October 1996, eligible employees shall be
compensated with a lump sum payment computed in accordance with the standard County
lump sum methodology. Such lump sum shall be paid on the December 10. 1996 pay
check.
TENTATIVE AGREEMENT
DATED: ,-
,�, h�
FOR THE UN FOR CCCEA, LOCAL ONE
l �
At IA A
LOCAL NO. ONE
1996 NEGOTIATIONS
MANAGEMENT PROPOSAL
Presented: 11/13/56 1:30 am
57.10M Library Unit
In the event the Library is reorganized and/or restructured so as to impact
employees' wages hours or working conditions, the County will meet and confer
with Local One regarding the impact of such reorganization or restructuring on
wages, hours or working conditions. If there is no reoLganization or restructuring, the
'on agrees to meet and confer on any proposed changes in the work rules.
TENTATIVE AGREEMENT
DATED:
FOR THE U FOR CCCEA,�LOCAL ONE
ql� dr