HomeMy WebLinkAboutMINUTES - 11191996 - C82 (3) � 8z
THE BOARD OF SUPERVISORS OF CONTRA COSTA COUNTY, CALIFORNIA
Adopted this Resolution on November 19, 1996 , by the following vote:
P ,
AYES: Supervisors Rogers, Torlakson, DeSaulnier
NOES: None
ABSENT: None
ABSTAIN: Supervisor Bishop and Supervisor Smith
Resolution No. 96/496
SUBJECT:
Approval of Letter of Understanding )
with AFSCME Local 512 )
BE IT RESOLVED that the Board of Supervisors of Contra Costa County
APPROVES the attached Side Letter of Understanding between Contra Costa
County and AFSCME Local 512, regarding economic and other terms and conditions
for 1995-1999 for those classifications represented by that employee organization.
I hereby certlty that this Is a true and correct of
an
of Stakev and entered to the minutes of-the
ATTESTED
r�1(
PHIL BATCHELOR,Clerk of the board
of Supervisors and County AdrMnlatretor
Orig Dept: Human Resources Department (Contact Kathy Ito @ 335-1785)
cc: Auditor-Controller/Payroll
All County Departments
Jim Hicks, AFSCME, Local 512
County Counsel
Contra sE ` Human Resources
__
z s Department
CostaIS
� Third Floor,Administration Bldg.
COUn}y
651 Pine Street
Martinez,California 94553-1292
November 18, 1996
Mr. Jim Hicks, Business Agent
AFSCME, Local 512
1000 Court Street
Martinez, CA 94553
RE: ECONOMIC TERMS & CONDITIONS FOR AFSCME, LOCAL 512
1995 - 1999 MEMORANDUM OF UNDERSTANDING
Dear Mr. Hicks:
This confirms agreement to submit this Side Letter outlining negotiated wage
agreements and. other economic terms and conditions of employment
beginning October 1 , 1995 through September 30, 1999 for approval by the
Board of Supervisors.
This letter expresses wage and benefit changes and other terms and
conditions of employment, agreed upon between Contra Costa County and
AFSCME, Local 512, which shall be implemented upon approval of this side
letter by the Board of Supervisors and expressed in a comprehensive
Memorandum of Understanding (MOU) which is being prepared. The Tentative
Agreements attached hereto are incorporated herein by reference.
A comprehensive MOU will be finalized by the parties as soon as possible and
submitted to the Board of Supervisors for further approval. Pending such
further approval, the terms and conditions of employment of employees
represented by AFSCME,. Local 512, are expressed in the last expired
Memorandum of Understanding, subject to the terms of this side letter.
1
c Z m
COALITION AGREEMENTS
1 . Waae Increases:
July 1, 1996: 30 level increase (3.0439%)
October 1 , 1997: 20 level increase (2.0191%) plus Tier III
or
30 level increase (3.0439%)
October 1 , 1998: 35 level increase (3.5602%)
2. Lump Sum Payment. The July 1 , 1996 increase will be paid in a Lump
Sum Payment to each employee for the months of July, August,
September and October 1996, without interest, computed as follows:
Employee regular pay, overtime pay and other earnings ordinarily
computed as a percentage of base pay will be added together for each
applicable pay period to determine the "Retro Pay Base" (RPB). This
base will then be multiplied by three 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. Paid Personal Leave. Represented management employees will be
credited with fifty (50) hours of paid personal leave to recognize the fact
that these employees do not and will not receive payment for overtime.
Said fifty (50) hours must be used during the calendar year in which
credited and may not be carried forward. This paid personal leave is
separate from paid vacation and will be accounted for accordingly. Upon
separation from County service, there shall be no payoff for unused
2
personal leave credits. Administration of paid personal leave shall be
administered in accordance with provision of Administrative Bulletin 323.
In recognition of this benefit adjustment, represented management
employees will receive a one-time-only additional ten (10) hours
management administrative leavelhe first of the month following adoption
of the MOU.
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 certain employees entitled to
benefits as defined under the Workers' Compensation Laws of California,
Labor Code Section 4850.
6. Differentials. The County and the Labor Coalition agree to establish a
Labor/Management Committee comprised of five (5) Labor and five (5)
Management employees to study and recommend actions necessary to
standardize payment and application of differentials including, but not
limited to, proration for less than full-time employees; the length of
payment while on paid sick leave or disability; and consistency between
percent-based vs flat-payment differentials.
7. Bi-Weekly Pay Periods. The County shall present to the Labor Coalition
a comprehensive proposal for replacement of the current system of
monthly pay with a bi-weekly (every other week) pay system.
The Labor Coalition agrees to commence meet and confer on those
elements in the proposed bi-weekly payroll system which are within the
scope of bargaining and/or on the impact of replacing the current monthly
pay system with a bi-weekly system. Any implementation of a bi-weekly
pay system must be by mutual agreement of the parties.
Meet and confer on bi-weekly pay may also include as applicable
discussion on (1) the proration of vacation and sick leave accruals for
permanent part-time employees and (2) discontinuing the payroll practice
of applying a factor of 1 .05 when computing the base pay hourly
equivalent for full-time and part-time permanent employees for the
purpose of compensating shift differential, hazard pay, straight-time
3
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 (ie: coffee breaks, lunch hour).
9. Direct Deposit Administrative Fee. Effective the first of the month
following Board approval of this Letter of Understanding, the one-time
$5.00 direct deposit fee required for participation in the direct deposit
payroll program is eliminated.
10. Health Care Spending Account. Effective January 1, 1997, the County will
offer incumbents in regular full-time and part-time (20/40 or greater)
positions represented by AFSCME Local 512, the option to participate in
a Health Care Spending Account (HCSA) Program regulated under
Section 125 of the Internal Revenue Code.
11. Wellness Incentive Proaram. 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. Bilin_uq al Pay. Increase differential to $60 per month effective July 1 , 1996
and $65 per month effective October 1 , 1997, subject to payment as
provided in No. 2 above.
13. No Discrimination. Change reference of"handicap" to "disability."
4
a
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 year. New limits will also be set at $162.50 per
quarter and $217 per semester.
19. Pay for Work in a Higher Classification. Amend Section to add "except
that if the period of work for higher pay in a higher classification exceeds
one (1) year continuous employment, the employee, upon satisfactory
performance in the higher classification, shall be eligible for a salary
review in that class on his/her next anniversary date. Notwithstanding any
other salary regulations, the salary step placement of employees
appointed to the higher class immediately following termination of the
assignment shall remain unchanged."
5
20. Grievance Procedure. Without regard to the time limit expressed in the
Tentative Agreement, representatives of the County shall meet and confer
with representatives of the Labor Coalition in order to develop rules and
guidelines governing the conduct and administration of Adjustment
Boards.
21. Health/Dental Plan Contracts. The parties agree that all current health
and dental contracts be renewed from January 1, 1996 to December 31 ,
1996.
22. Military Leave. Amend Section by adding "Additionally, any employee who
volunteers for service during a mobilization under Executive Order of the
President or Congress of the United States and/or the State Governor in
time of emergency, shall be granted a leave of absence in accordance
with applicable federal or state laws." -
23. Child Care. The County will continue to support the concept of non-profit
child care facilities similar to the "Kids at Work" program established in the
Public Works Department.
24. Sick Leave. Paid sick leave credits may be used by an employee upon
adoption of a child. Paid sick leave credits may be used upon the death
of an employee's domestic partner. Use of additional accruals, including
sick leave when appropriate, may be authorized in conjunction with
bereavement leave at the discretion of the appointing authority.
25. Confidentiality of Information/Records. Any use of employee medical
records will be governed by the Confidentiality of Medical Information Act
(Civil Code Sections 56 to 56.26).
26. /TO. The VTO Program shall remain in effect.
27. 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.
6
28. 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.
UNIT TABLE AGREEMENTS
29. Special equity adjustments as follows:
Clerical Supervisor 2% Effective 1/1/99
Supervising Assessment Clerk 1% Effective 1/1/98
Account Clerk Supervisor And
H/S Appointment Systems Coordinator 1% Effective 1/1/99
Ambulatory Care Clinic Coordinator
30. Safety Retirement. Agreement was reached regarding employees in the
Probation Unit and their contribution to the Safety Retirement system.
31. Acting Pay for Institutional. Supervisors. Effective January 1 , 1997 the
Institutional Supervisor 1's in Juvenile Hall will receive 7.5% differential
premium pay when assigned as Building Supervisor, commencing with.the
first hour worked while substituting for the IS II.
32. Sheriffs Non-Management Unit.
A. The County agrees to extend the terms of the MOU to include the
Sheriffs Non-Sworn Management Unit except for Sections 7
(Overtime and Compensatory Time), 8 (Call-Back),_& 9 (On-Call).
B. Maintain $45,000 life insurance
C. Add a 2.5% Continuing Education Allowance effective the first of
the month following adoption of the Memorandum or
Understanding by the Board of Supervisors. The employee must
annually complete at least sixty (60) hours of approved education
or training or at least three (3) semester units of department
approved college credit or approved combination thereof in
accordance with eligibility criteria.
D. Add a uniform allowance comparable to employees represented by
the Deputy Sheriffs Association.
33. Refer workload distribution and balancing issues in the Social Service
Department to department-wide workload committee for discussion and
possible resolution.
34. Engineering Technician Unit. The Engineering Technician Unit will be
eligible to receive a 2.5% Continuing Education Allowance effective the
first of the month following adoption of the Memorandum of Understanding
by the Board of Supervisors. The employee must annually complete at
least sixty(60) hours of approved education or training or at least three (3)
semester units of department approved college credit or approved
combination thereof.
Dated: N 1(?"i �9 9 lv
CONTRA COSTA COUNTY AFSCME LOCAL 512
Kathy Ito Jim Hicks
Labor Relations Manager Business Agent
cc: Leslie Knight, Director of Human Resources
Human Resources Division - Personnel Services Unit
8
LABOR COALITION - 1996 NEGOTIATIONS
SETTLEMENT.PACKAGE
Presented: 10/15/96
7:30 PM
COALITION PROPOSALS:
• Duration of Agreement
•
10/01195 -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: l•d 7i
FOR COUNTY FOR COALITION
Of
_� � �'�-
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 111 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 employee contributions and subvention of employee
contributions for Labor Coalition employees electing Tier III which exceed
those which would be required for Tier 11 membership shall:
1_ be funded by reducing the general wage increase agreed upon to be
effective October 1, 1997, and the pay equity amounts attributable
thereto, by a percentage sufficient to reduce the County's wage
obligation by three ($3) million dollars per year; and the general wage
increase of all employees represented by the Labor Coalition shall
be reduced accordingly; and
2. in the event the County's costs attributable to the. creation and
operation of Tier III exceed $3 million per year or the County
Employees' Retirement Association's actuaries determine in future
years that the County's retirement costs have increased and that the
increase is attributable to the creation of Tier III and/or 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 III Retirement
Plan are less than $3 million per year, the difference shall be divided
by twelve and each twelfth shall be augmented by an amount equal
to the County's common pooled fund interest which would have
accrued if one twelfth had been invested in the first month of the past
year, two twelfths in the second month of the past year and so forth;
and
4. any savings to the County resulting from the creation and operation
of Tier 111 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;&e to Tier III participation by employees
not represented by the Labor Coalition, shall not be funded by-reduction of
general wage increases otherwise due to the employees represented by the
Labor Coalition.
C. Subject to the provisions expressed above, any and all additional-employer
and County-paid employee contributions which exceed the sum of the
County's legally required contributions under Tier II shall be recovered by
reducing general wage increases to the employees represented by the Labor
Coalition.
d_ Any disputes regarding cost or savings shall be subject to binding arbitration
upon demand of the Labor Coalition or the County.
2
TENTATIVE AGREEMENT
DATED:
-*;
FOR THE COUNTY FO THE EMPLOYEE ORGANIZATIONS
,
2
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 Ion term
erm
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 11A S
FOR THE COUNTY FOR THE EMPLOYEE ORGANIZATIONS
C
I
LABOR COALITION - 1995 NEGOTIATIONS
ALL EMPLOYEE ORGANIZATIONS MANAGEMENT PROPOSAL NO. 13
Presented 08/10/95
SALARIES
The one time $5.00 direct deposit fee required for participation in the direct
deposit payroll program is eliminated effective the first of the month following
Board of Supervisors' approval of this MOU.
TENTATIVE AGREEMENT
DATED: /7
FOR THE COUNTY FOR THE EMPLOYEE ORGANIZATIONS
AG�� S�c� (axaGB' S.
n A
Cc�VL
c-jP--e2-
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
DATED: Y 17 Iq -
FORTHE COUNTY FOD THE EMPLOYEE rORGANIZATIONS
U
4:w J
LABOR COALITION - 1995 NEGOTIATIONS
ALL EMPLOYEE ORGANIZATIONS
MANAGEMENT PROPOSAL NO. 21
Presented: 12/07/95
Revised: 02/01/96
WELLNESS INCENTIVE PROGRAM
A broad-based pilot Wellness Incentive Program will be developed with input
from the joint Labor/Management Wellness Committee. The purpose of this
program will be to reward County employees with incentives for participating in
Wellness Program activities and encourage them to live healthier lifestyles. The
Wellness Committee will work closely with the Human Resources Department on
program design and implementation.
PROGRAM DESIGN
The Wellness Incentive Program design will include the development of
additional wellness activities to 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
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 emplbyee 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: ;ZL1
FOR THE COUNTY FOR THE-EMPLOYEE ORGANIZATIONS
L �'L�
1-041,
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:
FOR THE COUNTY FOR THE EMPLOYE ORGANIZATIOf)lS
wk 0&4'
At
/ V (i
• 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) K
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
handieapped disabled person solely because of such handier disability unless
that hamdieap. disability prevents the person from meeting the minimum
standards.established for the position or from carrying out the duties of the
position safely.
(Local 512 Only)
NO DISCRIMINATION
There shall be no discrimination because of' 'race, creed, color, national origin,
sex, sexual orientation or union activities against any employee or applicant for
employment by.the County or by anyone employed by the County; and to the
extent prohibited by applicable State and Federal law there shall be no
discrimination because of age. There shall be no discrimination against any
handicapped disabled person solely because of such handicap disability unless
that handicap. disability prevents the person from meeting the minimum
standards established for the position or from carrying out the duties of the
position safely_ There shall be no discrimination because of Union membership
or legitimate Union activity against any employee or applicant for employment
by the County or anyone employed by the County.
(Locals 535 R&F and 535 SUPV Only)
NO DISCRIMINATION
There shall be no discrimination because of race, creed, color, national origin,
political opinion, sex, sexual orientation or Union activities against any employee
or applicant for employment by the County or by anyone employed by the
County; and to the extent prohibited by applicable State and Federal law there
shall be no discrimination because of age or physical harilteetp.d-isability.
(Local 2700 Only)
NO DISCRIMINATION
There shall be no discrimination because of sex, race, creed, color, national
origin, sexual orientation or union activities against any employee or applicant
for employment by the County or by anyone employed by the County; and to the
extent prohibited by applicable State and Federal law there shall be no
discrimination because of age. There shall be no .discrimination against any
handieapdisabled person solely because of such hetndieap disability unless
that handicap disability prevents the person from meeting the minimum
standards established for the position or from carrying--out the-duties of the-
position safely. There shall be no discrimination because of Union membership
or legitimate Union activity against any employee or applicant for employment
by the county or anyone employed by the County.
(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
handicapped-disabled person solely because of such hand cetp 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 handicap disability prevents the person from meeting the minimum
standards established for the position or from carrying out the duties of the
iti a i o no stag e It
position safely or in a manner that does not endanger the health of such person.
There shall be no discrimination because of Council membership or legitimate
Council activity against any employee or applicant for employment by the
County or anyone employed by the County. ,
The County and the Council recognize that the County has an obligation to
reasonably accommodate disabled employees. If by reason of the aforesaid
requirement the County contemplates actions to provide reasonable
accommodation to an individual employee in compliance with the ADA which are
in conflict with any provision of this MOU, the Council will be advised of such
proposed accommodation. Upon request, the County will meet and confer with
the Council on the impact of such accommodation. If the County and the
Council do not reach agreement, the County may implement the accommodation
if required by law without further negotiations. Nothing in this MOU shall
preclude the County from taking actions necessary to comply with the
requirements of the ADA.
(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: _�22- C/(I
FOR THE COUNTY FO THE EMPLOj,Y.EvE ORGA RATIONS
U
LABOR COALITION 1995 NEGOTIATIONS
ALL EMPLOYEE ORGANIZATIONS
MANAGEMENT COUNTER PROPOSAL TO #C2.3
PRESENTED JULY 12, 1996
Employees Who File for Deferred Retirement
Effective two months following an approved agreement, employees who resign and file for
a deferred retirement may continue in their County group health and dental plan; the
following conditions and limitations apply:
1. 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 11th of each
month to the Auditor-Controller. When they begin to receive retirement benefits,
they will qualify for the same health and/or dental plan coverage and county
subvention to which retirees who did not defer retirement are entitled.
4. Deferred retirees who elect continued health benefits hereunder may elect not
to maintain participation in their county health and/or dental plan during their
deferred retirement period; and may instead qualify for the same coverage and
county subvention in any County health and/or dental plan when they begin to
receive retirement benefits as retirees who did not defer retirement are entitled;
provided reinstatement to a County group health and/or dental plan with county
subvention occurs no sooner than the first of the month following a full three
calendar month waiting period after the commencement of their monthly
allowance.
5. Eligibility for County subvention will not exist hereunder unless and until the
member draws a monthly retirement allowance within not more than 24 months
after separation from County service.
6. Deferred retirees are required to meet the same eligibility provisions for
health/dental plans as active/retired employees.:
T2:DEFER.961
TENTATIVE AGREEMENT
DATED: 7
FOR THE COUNTY FOR THE EMPLOYEE ORGANIZATIONS
//
LABOR COALITION - 1995 NEGOTIATIONS
ALL EMPLOYEE ORGANIZATIONS MANAGEMENT PROPOSAL NO. 10
(EXCEPT UAPD)
Presented: Q,7/20/95
Revised: 12/14/95
SALARY ON PROMOTION
Any employee who is appointed to a position of a class allocated to a higher
salary range than the class previously occupied, except as provided under
Section 5.13, shall receive the salary in the new salary range which is next higher
than the rate received before promotion. In the event this increase is less than
five percent (5%), the employee's salary shall be adjusted to the step in the new
range which is at least five percent (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 layoff, or from the employee's current step,
whichever is higher.
Local One - Section 5.10 (Amend)
Local 512 -Section 5.12 (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: �� /� l
THE COUNTY FOR THE EMPLOYEE ORGANiZATIQNS
�' -Awd4
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, or demoted by disl2lacement, or have voluntarily demoted in lieu
of layoff or displacement, or have transferred in lieu of layoff or displacement_
TENTATIVE AGREEMENT
DATED: /b 19.E
FOR THE COUNTY FOR THE EMPLOYEE ORGANIZATIONS
J
LABOR COALITION - 1995 NEGOTIATIONS
MANAGEMENT PROPOSAL NO. i 1
PERSONNEL MANAGEMENT REGIfLATIONS
-Presented: July Z7, 1995
DEFINITIONS -LAYOFF LIST
109. "LAY FF 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: l //A g,'
FOR THE COUNTY FOR THE EMPLOYEE ORGANIZATIONS
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 4= layoff list
for the class of positions from which that person has been removed.
(2 700)
G. Order of Names on Layoff. First, layoff' lists shall contain the names of
persons laid off, displaced, or demoted as a result of a layoff or displacement,
or-who have voluntarily demoted or transferred in lieu of layoff or displacement.
Names shall be listed in order of layoff seniority in the class from which laid off,
displaced or demoted or transferred on the date of layoff, the most senior
person listed first. In case of ties in seniority, the seniority rules shall apply
except that where there is a class seniority tie between persons laid off from
different departments, the tie(s) shall be broken by length of last continuous
permanent County employment with remaining ties broken by random selection
among the employees involved.
(512, 535SUP, WCE, CNA, 535R&F, LOCAL ONE, APPR)
G. Order of Names on Layoff. First, layoff lists shall contain the names of
persons laid off, displaced, or demoted as a result of a layoff or displacement,
or who have voluntarily demoted or transferred in lieu of layoff or displacement,
or have transferred in lieu of layoff or displacement. Names shall be listed in
order of layoff seniority in the class from which laid off, displaced or demoted
or transferred on the date of layoff, the most senior person listed first. In case
of ties in seniority, the seniority rules shall apply except that where there is a
class seniority tie between persons laid off from different departments, the tie(s)
shall be broken by length of last continuous permanent County employment
with remaining ties broken by random selection among the employees involved.
(ALL EMPLOYEE ORGANIZATIONS) , .,-
I. Certification of Persons From Layoff Lists. Layoff lists contain the name(s) of
person(s) laid off, displaced or demoted by displacement or voluntarily demoted
in lieu of layoff or displacemew, 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 hi-ghest 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 that
salary range the employee held on the day of layoff.
TENTATIVE AGREEMENT
DATED: C
FOR THE COUNTY `FOIA THE EMPLOYEE ORGANIZATIONS
r
LABOR COALITION - 199S NEGOTIATIONS
MANAGEMENT PROPOSAL NO. 12)?-
PERSONNEL MANAGEMENT REGULATIONS
Presented: July-27, 1995
707. CERTIFICATION QF 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: /D iz 9
FOR THE COUNTY FUR THE EMPLOYEE ORGANIZATIONS
aua�
. c
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 comimae-t* limit reimbursement for
career development training to 6200 $217.00 per semester or Si SO
$162.50 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 czentinue-te 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 " 509" $650 per year,
$250 may be applied to continuing education courses. Training
reimbursement applicable to continuing education (i.e. $250) may be
carried over into the next fiscal year. The maximum reimbursement
available in any fiscal year may not exceed twice what may accrued in any
one fiscal year.
Appraisers Association
The County Administrative Bulletin on Training *shall govern
reimbursement for training and shall eats limit reimbursement for
career development training to..620$ 2$ 17.00 per semester or 5150
$162.50 per quarter, not to exceed 5606 $650 per year. Effective 7/j/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 510,000 for the exclusive purpose of reim-
bursing employees covered by this agreement for the cost of tuition, fees,
books, and other employee expenses incurred in the pursuit of work related edu-
cation, continuing education, or work related graduate degree. In the Social
Service Department said fund shall replace the career development training reim-
bursement described in the County Administrative Bulletin on Training.
Reimbursement under said fund will be limited to two hundred dollars (5200)
two hundred and seventeen dollars ($217.00) per semester or one hundred fifty
one hundred sixty-two dollars and fifty cents ($162.50) per
quarter, not to exceed sex hundred delletrs ($600) ($650) per year.
Career development training reimbursement for employees in the Health
Services Department shall continue to be governed by the County Administrative
Bulletin on Training which limits such reimbursement to two hundred dollarfv
(5200) two hundred and seventeen dollars ($217.00) per semester or etre
hundred fifty dallars (Si5E)� one hundred sixty-two dollars and fifty cents
162. 0 per quarter, not to exceed (es) ($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 p6rsuit of work gelated 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 sued
dollars 0) ($650) per year.
When authorized as operationally beneficial to the Department, up to $50 of the
training reimbursement fund per calendar year per employee may be used
toward conference attendance or related - materials not covered in the
Professional Development Allowance in Section 52.4. Effective 7/1 /96,
reimbursement under the above Limits for the cost of books for career
development shall be allowable.
TENTATIVE AGREEMENT
DATED:/ # C/
FOR THE COUNTY FOR THE EMPLOYEE ORGANIZATIONS
Avv�
� .
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
-------------------------
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i
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
44Z j�Lti'�t
L
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LABOR COALITION - 1995 NEGOTIATIONS
ALL EMPLOYEE ORGANIZATIONS MANAGEMENT PROPOSAL NQ_ 18
Presented; 09/21/95
HEALTH/DENTAL PLAN CONTRACTS
The County proposes to extend all current health and dental contracts through
ecember 31 . 1995 and renew all contracts from lanuary 1 . 1996 to December
31 , 1996-
TENTATIVE
1 I _TENTATIVE AGREEMENT
DATED: v a r
FOR THE COUNTY FOR THE EMPLOYEE ORGANI TIONS
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
emer envy, 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
w 4
j
i
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 theconcePt of non-profit child care
facilities similar to the "Kid's at Work" program established in the Public
Works Department.
TENTATIVE AGREEMENT
DATED: //Y/9,)--
FOR THE COUNTY FOR THE EMPLOYEE ORGANIZATIONS
7 -
• C4��
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:
FOR THE COUNTY FO THE EMPLOYEE ORGANIZATIONS
Contra Human Resources
Costa �-� Department
: �
Wird Floor,Administration Bldg.County
651 Pine Street
co
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 investigatorymeeting 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 reco.nfrmed 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 rig'ht 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.
LTK;Jm
attachment
dlzdmn/J
JUN-10-1996 15:09 CCC PERS06114EL DEPT 2ND FL 510 646 4299 P.02
1995 NEGOT(AT(ONS - LABOR COALITION
MANAGEMENT COUNTER -- C22
Presented: June 10, 1996
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_ c -
FOR THE COUNTY FOR THE EMPLOYEE ORGANIZATIONS
IL
1
1 -
LABOR COALITION - 1995 NEGOTIATIONS
ALL EMPLOYEE ORGANIZATIONS
MANAGEMENT COUNTER PROPOSAL TO C26
Presented: November 16, 1995
t
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.
h. i. Accumulated paid sick leave credits. . . . .
TENTATIVE AGREEMENT
DATED: / 1,
�J
FOR THE COUNTY FOR THE EMPLOYEE ORGANIZATIONS
.f
1
JAN-18-1996 16=11 CCC PFRSOWS- DEPT 2ND FL 510 646 4299 P.02
J
LABOR COALITION - 1995 NEGOTIATIONS
ALL EMPLOYEE ORGANIZATIONS
MANAGEMENT COUNTER PROPOSAL TO C28
Presented. December 7, 1995
Revised:January-1 8, 1996
Amend Section 14.3 Policies Governing the Use of Paid Sick Leave
g. Death of Family Member. An employee may use paid sick leave credits for
working time used because of a death in the employee's immediate family
or of the employee's domestic partner. but this shall not exceed three
working days, plus up to two days of work time for necessary travel. JLse
of additi2aal_ accruals including sick leave when appropriate may be
authorized in coniunction 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 FO`R THE EMPLOYEE ORGANIZATIONS
TOTAL P.022
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).
j���
J
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 7IgS
FOR THE COUNTY FOR THE EMPLOYEE ORGANIZATIONS
a '
n ` i
TENTATIVE AGREEMENT
November 14, 1996
U12. Increase acting pay for Institutional Supervisors Vs
Amend Section 5.16 as follows:
Institutional Supervisor 1's in Juvenile Hall will receive 5% 7.5% differential
premium pay when assigned as Building Supervisor, commencing with the first
hour worked while substituting for the Institutional Supervisor II. The effective
date for the differential will be the first of the menth following Board approval 0
this-M6LJ January 1. 1997.
FOR CONTRA COSTA COUNTY FOR AFSCME, LOCAL 512
TENTATIVE AGREEMENT
November 14, 1996
U17. Engineering Tech Unit
Employees in classifications in the Engineering Tech Unit shall be eligible
to receive a 2.5% Continuing Education Allowance effective the first of the month
following adoption of the Memorandum of Understanding by the Board of
Supervisors. The employee must annually complete at least sixty (60) hours of
approved education or training or at least three (3) semester units of department
approved college credit or approved combination thereof.
FOR CONTRA COSTA COUNTY FOR AFSCME, LOCAL 512
TENTATIVE AGREEMENT
November 14, 1996
U27. Incorporate the Sheriffs Non-Sworn Management Unit into the MOU.
The County agrees to extend the terms of the MOU to include the Sheriffs
Non-Swom Management Unit except for Sections 7 (Overtime and
Compensory Time), 8 (Call-Back Time) and 9 (On-Call Duty).
And with the following provision (Section 52A [Special Benefits]):
Life Insurance: $35,000 Group Term Life Insurance will be provided
($40,000 for Probation Supervisors Unit, $45.000 for Sheriff's Non-Sworn
Management Unit). Premiums for this insurance will be paid by the County with
conditions of eligibility to be reviewed annually. This provision is effeetive
beginning August 1, 1992 for the Glerieal Supervisors Unit and lneerne
Maintenance Unit. Provisions of this section do not apply to the Engineering
Technician Unit.
FOR CONTRA COSTA COUNTY FOR AFSCME, LOCAL 512
TENTATIVE AGREEMENT
November 14, 1996
Add new Section 50 Sheriffs Non-Sworn Management Unit and renumber all
subsequent sections.
50.1 Continuing Education Allowance
The County agrees to pay a 2.5% Continuing Education Allowance for the
annual completion of at least sixty (60) hours of approved education or
training or at least three (3) semester units of department approved college
credit or approved combination thereof in accordance with the following
criteria:
1. the application must be submitted, in advance to the Sheriffs
Department„prior to the fiscal ,year in which the education or training will
occur:
2. education or training must be directly related to the technical or
management duties of the employees job:
3. the course must be reviewed and approved by the Sheriffs Department
Standards and Resources Bureau in advance:
4. the employee must show evidence of completion with a passing grade.
FOR CONTRA COSTA COUNTY FOR AFSCME, LOCAL 512
TENTATIVE AGREEMENT
November 14, 1996
U37. Special Adjustments
The County agrees to the following equity adjustments:
Clerical Supervisor 2% effective January 1, 1999
Supervising Assessment Clerk 1% effective January 1, 1998
Account Clerk Supervisor and
H/S Appointment Systems Coordinator 1% effective January 1, 1999
Ambulatory Care Clinic Coordinator
FOR CONTRA COSTA COUNTY FOR AFSCME, LOCAL 512
TENTATIVE AGREEMENT
CONTRA COSTA COUNTY AND LOCAL 512
April 15, 1996
NEW SECTION:
Uniform Allowance
Employees in classifications represented by the Sheriffs Non-Sworn
Management Unit identified below will receive a uniform allowance
comparable to employees represented by the Deputy Sheriffs Association.
Central Identification Bureau Director
Detention Services Supervisor
Director of Food Services-Detention Facilities
Director of Support Services-Detention Facilities
Sheriffs Communication Center Director
Sheriffs Communications Specialist
FOR COUNTY FO L 512 ,
J -- ------ - -
22M ---
A-3 Z.A-4:
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TENTATIVE AGREEMENT
CONTRA COSTA COUNTY AND LOCAL 512
03/15/96
The following issues are being referred-to the Social Service Department's
Workload Committee for discussion in 'an attempt to find resolution for
workload distribution and workload balancing:
1 . Clerical Supervisors workload
2. Eligibility Work Supervisors workload
3. Staff Specialist workload (including clerical support)
FO HE COU TY F AL 512
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