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Home My WebLink AboutMINUTES - 12141999 - C52 t' t THE BOARD OF SUPERVISORS OF CONTRA COSTA COUNTY, CALIFORNIA Adopted this Order on December 14. 1999 , by the following vote: AYES: SUPERVISORS GIOIA, UILKEMA, GERBER, DESAULNIER AND CANCIAMILLA NOES: NONE ABSENT: NONE ABSTAIN: NONE SUBJECT: Compensation and Benefits for County ) Resolution No. 99/655 Officers, Managers, Unrepresented ) Employees and Consolidated Fire District, ) Managers and Unrepresented Employees Pending the adoption of a general Resolution on the compensation and benefits for County Officers, Managers and Unrepresented Employees for the term from October 1, 1999 to September 30, 2002, subject to the provisions of Resolution No. 99/547, and excluding employees of the Fire Management Unit represented by the United Chief Officers' Association, and employees who report to the Superior Court of California, County of Contra Costa, the Board of Supervisors amends Resolution Nos. 99/585 and 99/592, as amended, to adjust the salaries for the classifications specified in Exhibit A 1 and to substitute Exhibit C 1, as it pertains to Health Plan Coverages, County Health and Dental Plan Contribution Rates, Life Insurance Benefit Under Health and Dental Plans, Supplemental Life Insurance, Health Plan Coverages and Provisions, Retirement Coverage, Dual Coverage, Eligibility Criteria Applicable to all Enrollees in Medical Plans, Health Care Spending Account, PERS Long Term Care, and Dependent Care Assistance Program for the corresponding sections in Exhibit C of Resolution Nos. 99/585 and 99/592, pertaining to the salaries and benefits of County and Consolidated Fire District Officers, Management, Unrepresented Employees, effective October 1, 1999, as indicated below: I hereby certify that this is a true and correct copy of an action taken and entered on the minutes of the Board of Supervisors on the date shown. ATTESTED: December 14, 1999 _ oPHIL BATCHELOR,Clerk of the Board f Supe sors and County Administrator By ,Deputy Orig. Dept.: Human Resources Department—Kathy Ito, 5-1785 cc: Human Resources Department—Leslie Knight County Administrator's Office County Counsel Auditor-Controller Salaries and Benefits 1. Effective October 1, 1999, the classifications set forth in Exhibit A attached hereto and incorporated herein shall receive a general wage increase of five percent (5%). This increase and the general increases granted in paragraphs 3 and 4 below do not apply to the classes of Sheriff-Coroner (6XA1), Undersheriff- Exempt (6XB4) or Commander-Exempt (6XD1) whose salary adjustments are set forth separately in paragraph 5. 2. In lieu of retroactive pay requiring special payroll recomputation and processing for the month of October, 1999, the County will make a lump-sum payment to each eligible employee, without interest, for the month of October 1999 computed as follows: employee regular pay, overtime pay and specific other earnings ordinarily computed as a percentage of base pay will be added together to determine the appropriate pay base. This base will then be multiplied by five percent (5%) to arrive at the employee's lump-sum payment. The payment amount thus computed will be included in the employee's December 10, 1999 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. Effective October 1, 2000, the classifications set forth in Exhibit A, and all additional new Management, Exempt and Unrepresented classifications established subsequent to October 1, 1999, shall receive a general wage increase of three percent (3%). 4. Effective October 1, 2001, the classifications set forth in Exhibit A, and all additional new Management, Exempt and Unrepresented classifications established subsequent to October 1, 2000, shall receive a general wage adjustment of four percent (4%). 5. For the exempt classes of Sheriff-Coroner (6XA1), Undersheriff- Exempt (6XB4) and Commander— Exempt (6XD1), general wage adjustments will be granted as follows: October 1, 1998: 3.5% April 1, 1999: 2.5% October 1, 1999: 3.0% October 1, 2000: 3.0% A 2.5% lump sum pay will be calculated for all eligible earnings from April 1, 1999 through October 31, 1999. A 3.0% lump sum pay will be applied to all eligible earnings from October 1, 1999 through October 31, 1999. Eligible earnings will include employee regular pay, overtime pay and specific other earnings computed as a percentage of base pay. Computation of lump sum pay will be in accordance with provisions of paragraph 2 above and the payments thus 1 computed will be included in the December 10, 1999 pay check where it will be listed separately as a "lump sum payment" and be subject to normal tax withholding and retirement deduction requirements. 6. In addition to general wage increased authorized in paragraphs 1 and 3, Management and Exempt attorney classifications in the Office of the District Attorney and the Office of the County Counsel shall be granted an extra two percent (2%) increase effective October 1, 1999 and an extra one percent 0%) effective October 1, 2000. Classes eligible are: District Attorney - Public Administrator 2KA1 Chief Deputy District Attorney— Exempt 2KD2 Assistant Chief Deputy District Attorney— Exempt 2KD3 Senior Deputy District Attorney— Exempt 2KD1 Deputy District Attorney—Advanced Level 2KTG Deputy District Attorney— Basic Level 2KTF Deputy District Attorney— Fixed Term 2KWD Deputy District Attorney— Fixed Term (Flat Rate) 2KWF County Counsel 2EA1 Chief Assistant County Counsel — Exempt 2ED2 Assistant County Counsel — Exempt 2ED1 Assistant County Counsel 2EDA Deputy County Counsel —Advanced Level 2ETK Deputy County Counsel — Standard Level 2ETJ Deputy County Counsel — Basic Level 2ETH Civil Litigation Attorney—Advanced 2ETG Civil Litigation Attorney— Standard Level 2ETF Civil Litigation Attorney— Basic Level 2ETE Deputy County Counsel I 2EWA Deputy County Counsel — Fixed Term 2EWD Deputy County Counsel Small Claims— Fixed Term 2EWB 2 • i f EXHIBIT A 1. Elected Officials 2. Management Classes — Classified and Exempt 3. Management Classes — Project 4. UnRepresented Classes — Project 5. UnRepresented Classes — Classified and Exempt Exhibit A Management & Exempt Classifications ,lob Code Job Title SAWA ACCOUNTANT I SAVA ACCOUNTANT II SATA ACCOUNTANT 111 SAV3 ACCOUNTANT 111-PROJECT APIA ADMINISTRATIVE AIDE(DEEP CLASS) AP73 ADMINISTRATIVE AIDE-PROJECT APWA ADMINISTRATIVE ANALYST APVA ADMINISTRATIVE SERVICES ASSISTANT II APTA ADMINISTRATIVE SERVICES ASSISTANT III APDB ADMINISTRATIVE SERVICES OFFICER ADSG ADMINISTRATIVE SUPPORT ASSISTANT VQDJ ADULT/OLDER ADULT PROJECT CHIEF AJDB AFFIRMATIVE ACTION OFFICER V91-11 AFTER SCHOOL PROGRAM SUPERVISOR-PROJECT XQD2 AGING/ADULT SERVICES DIRECTOR-PROJECT BAA1 AGRICULTURAL COMMISSIONER-DIRECTOR OF WEIGHTS&MEASURES 9BSB AIRPORT ENVIRONMENTAL&COMMUNITY RELATIONS OFFICER VADB AMBULATORY CARE ADMINISTRATOR VWHJ AMBULATORY CARE CLINICAL SUPERVISOR VAHC AMBULATORY CARE REGISTRATION MANAGER BKS1 ANIMAL CLINIC VETERINARIAN BJHB ANIMAL SERVICES LIEUTENANT BJSR ANIMAL SERVICES PUBLIC EDUCATION COORDINATOR BJSS ANIMAL SERVICES VOLUNTEER COORDINATOR NEGA ARCHITECTURAL SERVICE MANAGER XQWC AREA AGENCY ON AGING STAFF ASSISTANT I XQVB AREA AGENCY ON AGING STAFF ASSISTANT II XQTD AREA AGENCY ON AGING STAFF ASSISTANT 111 DAA1 ASSESSOR JJNG ASSESSOR'S CLERICAL STAFF MANAGER GFHF ASSISTANT BUILDING MAINTENANCE MANAGER 2KD3 ASSISTANT CHIEF DEPUTY DISTRICT ATTORNEY- EXEMPT 64BA ASSISTANT CHIEF PUBLIC SERVICES OFFICER V8HC ASSISTANT CHIEF RADIOLOGICAL TECHNOLOGIST V5HP ASSISTANT CHIEF, CARDIOPULMONARY SUPPORT SERVICES SAB1 ASSISTANT CITY AUDITOR CONTROL LAHE ASSISTANT CLERK-RECORDER DATA PROCESSING MANAGER VFHD ASSISTANT CLINICAL LABORATORY MANAGER AGA2 ASSISTANT COUNTY ADMINISTRATOR-DIRECTOR OF HUMAN RESOURCES ADB3 ASSISTANT COUNTY ADMINISTRATOR-HUMAN SERVICES DAB1 ASSISTANT COUNTY ASSESSOR- EXEMPT 2EDA ASSISTANT COUNTY COUNSEL 2ED1 ASSISTANT COUNTY COUNSEL-EXEMPT 3ABA ASSISTANT COUNTY LIBRARIAN 3AB1 ASSISTANT COUNTY LIBRARIAN-EXEMPT 11/15/99 Page 1 of 10 • Exhibit A ,lob Code Job Title ALB3 ASSISTANT COUNTY RECORDER-EXEMPT ALB1 ASSISTANT COUNTY REGISTRAR-EXEMPT NSGA ASSISTANT COUNTY SURVEYOR S5DF ASSISTANT COUNTY TAX COLLECTOR S5134 ASSISTANT COUNTY TREASURER-EXEMPT RADA ASSISTANT COUNTY WELFARE DIRECTOR XAD2 ASSISTANT COUNTY WELFARE DIRECTOR-EXEMPT AGBC ASSISTANT DIRECTOR HUMAN RESOURCES VCB1 ASSISTANT DIRECTOR OF HEALTH SERVICES 1 KDC ASSISTANT DIRECTOR OF NUTRITIONAL SERVICES VYSC ASSISTANT DIRECTOR OF PHARMACY SERVICES V5HQ ASSISTANT DIRECTOR OF REHABILITATION THERAPY SERVICES SMGB ASSISTANT DIRECTOR-FAMILY SUPPORT COLLECTION SERVICES 1 WGC ASSISTANT ENVIRONMENTAL SERVICES MANAGER VCSH ASSISTANT FACILITIES MANAGER VCGC ASSISTANT HEALTH SERVICE SYSTEMS DYNB ASSISTANT LEASE MANAGER 913NA ASSISTANT MANAGER OF AIRPORTS VCHF ASSISTANT MATERIEL MANAGER XASG ASSISTANT PROPERTIES TRUST OFFICER 25DA ASSISTANT PUBLIC DEFENDER 25132 ASSISTANT PUBLIC DEFENDER-EXEMPT A1NB ASSISTANT RETIREMENT ADMINISTRATOR AJDP ASSISTANT RISK MANAGER 6XB2 ASSISTANT SHERIFF VCS1 ASSISTANT TO HEALTH SERVICES DIRECTOR-EXEMPT NEVA ASSOCIATE ARCHITECTURAL ENGINEER NKVC ASSOCIATE CIVIL ENGINEER VCDA ASSOCIATE HOSPITAL EXECUTIVE DIRECTOR-PATIENT CARE SFWA AUDITOR I SFVA AUDITOR II SFTA AUDITOR III SAA1 AUDITOR-CONTROLLER V9HD BIOMEDICAL EQUIPMENT MANAGER J995 BOARD OF SUPERVISOR ASSISTANT-CHIEF ASSISTANT J993 BOARD OF SUPERVISOR ASSISTANT-GENERAL SECRETARY J994 BOARD OF SUPERVISOR ASSISTANT-SPECIAL ASSISTANT VHSC BORN FREE CLINIC COORDINATOR VHHE BORN FREE PROGRAM SUPERVISOR ADSA BUDGET SYSTEM ADMINISTRATOR ADSC BUDGET TECHNICIAN GFDE BUILDING MAINTENANCE MANAGER ADSB CABLE TV ADMINISTRATOR VBGC CALIFORNIA CHILDREN SERVICES PROGRAM ADMINISTRATOR ADSE CAPITAL FACILITIES ADMINISTRATOR ADT2 CAPITAL FACILITIES ANALYST-PROJECT ADDK CCN PRODUCTION MANAGER ADDL CCN PRODUCTION SPECIALIST 11/15/99 Page 2 of 10 Exhibit A Job Code Job Title ADSD CCN PROGRAM COORDINATOR 3AGC CENTRAL LIBRARY MANAGER VWNB CENTRAL PROCESSING SUPERVISOR 9XDB CENTRAL SERVICES SUPERVISOR ADB1 CHIEF ASSISTANT COUNTY ADMINISTRATOR 2ED2 CHIEF ASSISTANT COUNTY COUNSEL-EXEMPT 25D1 CHIEF ASSISTANT PUBLIC DEFENDER V5HG CHIEF CARDIOPULMONARY SUPPORT SERVICES JJDA CHIEF CLERK-BOARD/SUPERVISOR BABB CHIEF DEPUTY AGRICULTURAL COMMISSIONER/SEALER WEIGHTS& MEASURE 2KD2 CHIEF DEPUTY DISTRICT ATTORNEY-EXEMPT 7ADC CHIEF DEPUTY PROBATION OFFICER AXD1 CHIEF DEPUTY PUBIC ADMINISTRATOR-EXEMPT AXDC CHIEF DEPUTY PUBLIC ADMINISTRATOR VCB3 CHIEF EXECUTIVE OFFICER-CONTRA COSTA HEALTH PLAN-EXEMPT LTA1 CHIEF INFORMATION OFFICER/DIRECTOR OF INFORMATION TECHNOLOGY V5GE CHIEF PEDIATRIC THERAPIST 64ND CHIEF PUBLIC SERVICE OFFICER V8H13 CHIEF RADIOLOGICAL TECHNOLOGIST GWGA CHIEF STATIONARY ENGINEER FADG CHIEF, PROPERTY CONSERVATION VBGB CHILD HEALTH DISABILITY PREVENTION PROGRAM DIRECTOR VQDB CHILDREN AND ADOLESCENT SERVICES PROGRAM CHIEF XADF CHILDREN AND FAMILY SERVICES DIRECTOR XAD5 CHILDREN AND FAMILY SERVICES DIRECTOR-EXEMPT VMHC CHRONIC DISEASE AND ENVIRONMENTAL PROGRAMS MANAGER 2ETG CIVIL LITIGATION ATTORNEY-ADVANCED ALA1 CLERK RECORDER LAGD CLERK-RECORDER DATA PROCESSING MANAGER VFGC CLINICAL LABORATORY MANAGER VFSA CLINICAL LABORATORY SUPPORT TECHNOLOGIST SMHA COLLECTIONS SERVICES MANAGER 6XD1 COMMANDER-EXEMPT V7DA COMMUNICABLE DISEASE PROGRAM CHIEF JJH8 COMMUNITY SERVICES DEPARTMENT OFFICE MANAGER-PROJECT 9KA1 COMMUNITY SERVICES DIRECTOR-EXEMPT VMHB COMMUNITY WELLNESS & PREVENTION PROGRAMS DIRECTOR NPHD COMPUTER MAPPING SERVICES MANAGER LKVA COMPUTER OPERATIONS ANALYST LKHA COMPUTER OPERATIONS SUPERVISOR VQDL CONSERVATIONSHIP/GUARDSHIP PROGRAM MANAGER VQHM CONSERVATORSHIP PROGRAM SUPERVISOR VPD4 CONTRA COSTA HEALTH PLAN MEDICAL DIRECTOR-EXEMPT XQHD CONTRACTS&GRANTS ADMINISTRATOR XQWA CONTRACTS AND GRANTS SPECIALIST I XQTA CONTRACTS/GRANTS SPECIALIST II ADA2 COUNTY ADMINISTRATOR 2EA1 COUNTY COUNSEL 11/15/99 Page 3 of 10 Exhibit A Job Code Job Title JJHI COUNTY COUNSEL OFFICE MANAGER 9GD2 COUNTY EMERGENCY SERVICES DIRECTOR VCB2 COUNTY HOSPITAL EXECUTIVE DIRECTOR-EXEMPT LWS1 COUNTY INFORMATION SYSTEMS SECURITY ADMINISTRATOR-EXEMPT 3AAA COUNTY LIBRARIAN 7AA1 COUNTY PROBATION OFFICER-EXEMPT AJDK COUNTY SAFETY OFFICER 96A1 COUNTY VETERANS'SERVICES OFFICER XAA2 COUNTY WELFARE DIRECTOR-EXEMPT VQDK CRISIS SERVICES PROGRAM CHIEF GKDC CUSTODIAL MANAGER GKHC CUSTODIAL SERVICES SUPERVISOR LWSA DATABASE ADMINISTRATOR ARDB DEPARTMENT PERSONNEL OFFICER XQSJ DEPARTMENTAL PERSONAL COMPUTER COORDINATOR ADSH DEPARTMENTAL COMMUNITY AND MEDIA RELATIONS COORDINATOR S1VC DEPARTMENTAL SYSTEMS SPECIALIST 11 BAHA DEPUTY AGRICULTURE COMMISSIONER JJHD DEPUTY CLERK-BOARD OF SUPERVISOR. ADDG DEPUTY COUNTY ADMINISTRATOR 2ETK DEPUTY COUNTY COUNSEL-ADVANCED LEVEL 2ETH DEPUTY COUNTY COUNSEL-BASIC LEVEL 2ETJ DEPUTY COUNTY COUNSEL-STANDARD 3AFE DEPUTY COUNTY LIBRARIAN-PUBLIC SERVICES 3AFG DEPUTY COUNTY LIBRARIAN-SUPPORT SERVICES 5AH2 DEPUTY DIRECTOR COMMUNITY DEVELOPMENT-TRANSPORTATION-EXEMPT V4DE DEPUTY DIRECTOR ENVIRONMENTAL HEALTH-GENERAL PROGRAMS BJDF DEPUTY DIRECTOR OF ANIMAL SERVICES 5AB2 DEPUTY DIRECTOR OF COMMUNITY DEVELOPMENT-CURRENT PLANNING-EXEMPT VCDE DEPUTY DIRECTOR OF ENVIRONMENTAL HEALTH-HAZARDOUS MATERIALS LTD1 DEPUTY DIRECTOR OF INFO TECHNOLOGY-EXE LTDA DEPUTY DIRECTOR OF INFORMATION TECHNOLOGY 2KTG DEPUTY DISTRICT ATTORNEY-ADVANCE LEVEL 2KTF DEPUTY DISTRICT ATTORNEY-BASIC VCD2 DEPUTY EXECUTIVE DIRECTOR-CONTRA COSTA HEALTH PLAN-EXEMPT NAD8 DEPUTY GENERAL SERVICES DIRECTOR AXFA DEPUTY PUBLIC ADMINISTRATOR NAD1 DEPUTY PUBLIC WORKS DIRECTOR-ENGINEERING NAD6 DEPUTY PUBLIC WORKS DIRECTOR-OPERATIONS AND MAINTENANCE NAD9 DEPUTY PUBLIC WORKS DIRECTOR-TRAINING ENGINEER-EXEMPT VBGA DEVELOPMENTAL CENTER DIRECTOR V5HH DEVELOPMENTAL PROGRAM SUPERVISOR VWDC DIRECTOR OF AMBULATORY CARE NURSING SERVICES BJA1 DIRECTOR OF ANIMAL SERVICES FAA1 DIRECTOR OF BUILDING INSPECTION-EXEMPT 5AA1 DIRECTOR OF COMMUNITY DEVELOPMENT VQD3 DIRECTOR OF ENVIRONMENTAL HEALTH HAZARDOUS MATERIALS-EXEMPT V4131 DIRECTOR OF ENVIRONMENTAL HEALTH SERVICES-EXEMPT 11/15/99 Page 4 of 10 Exhibit A Job Code Job Title VCFA DIRECTOR OF FAMILY MATERNAL&CHILD HEALTH NAA2 DIRECTOR OF GENERAL SERVICES-EXEMPT VNDB DIRECTOR OF HEALTH INFORMATION/RISK MANAGEMENT VCA1 DIRECTOR OF HEALTH SERVICES VWDB DIRECTOR OF HOSPITAL NURSING SERVICES VPS4 DIRECTOR OF MEDICAL STAFF AFFAIRS-EXEMPT 1 KDB DIRECTOR OF NUTRITIONAL SERVICES VYDC DIRECTOR OF PHARMACY SERVICES VWDD DIRECTOR OF PSYCHIATRIC NURSING SERVICES 5AB1 DIRECTOR OF REDEVELOPMENT-EXEMPT V5GH DIRECTOR OF REHABILITATION THERAPY SERVICES SMD1 DIRECTOR OF REVENUE COLLECTION VQDH DIRECTOR PLANNING AND MANAGEMENT SUPPORT WGS DIRECTOR PUBLIC HEALTH CLINIC SERVICES 5AA2 DIRECTOR,GROWTH MANAGEMENT AND ECONOMIC DEVELOPMENT AGENCY AJDM DIRECTOR, ORGANIZATION, DEVELOPMENT&TRAINING VODA DIRECTOR, PUBLIC HEALTH LABORATORY SERVICES VHHB DISCOVERY FACILITY DIRECTOR APDD DISTRICT ATTORNEY CHIEF OF ADMINISTRATIVE SERVICES 6KD1 DISTRICT ATTORNEY CHIEF OF INSPECTORS-EXEMPT 6KNB DISTRICT ATTORNEY LIEUTENANT OF INSPECTORS JJGE DISTRICT ATTORNEY MANAGER OF LAW OFFICES JJHG DISTRICT ATTORNEY OFFICE MANAGER J3T7 DISTRICT ATTORNEY PROGRAM ASSISTANT-EXEMPT 2KA1 DISTRICT ATTORNEY-PUBLIC ADMINISTRATOR NPGA DRAFTING SERVICES COORDINATOR ALHB ELECTION PROCESSING SUPERVISOR ALGB ELECTIONS AND REGISTRATION MANAGER SFTB ELECTRONIC DATA PROCESSING-AUDITOR VBSC EMERGENCY MEDICAL SERVICES DIRECTOR VBHB EMERGENCY MEDICAL SERVICES PROGRAM COORDINATOR 9GSA EMERGENCY PLANNING COORDINATOR 9GS1 EMERGENCY PLANNING SPECIALIST-EXEMPT 9GGA EMERGENCY SERVICES MANAGER AJDL EMPLOYEE BENEFITS MANAGER AGSC EMPLOYEE BENEFITS SPECIALIST AJHA EMPLOYEE BENEFITS SUPERVISOR AJVC EMPLOYEE REHABILITATION COUNSELOR NSHC ENGINEERING TECHNICIAN SUPERVISOR-MATERIALS TESTING NSHE ENGINEERING TECHNICIAN SUPERVISOR CONSTRUCTION NSHD ENGINEERING TECHNICIAN SUPERVISOR-LAND SURVEYOR 5ATC ENVIRONMENTAL PLANNER 1 WDB ENVIRONMENTAL SERVICES MANAGER 1 WHB ENVIRONMENTAL SERVICES SUPERVISOR XQSB EXECUTIVE ASSISTANT TO THE DEVELOPMENTAL DISABILITIES COUNCIL XDS1 EXECUTIVE ASSISTANT TO THE HAZARDOUS MATERIALS COMMISSION J3T5 EXECUTIVE SECRETARY VCDC FACILITIES MANAGER 11/15/99 Page 5 of 10 ` Exhibit A Job Code Job Title NEFA FACILITIES SERVICES MANAGER SMNA FAMILY SUPPORT COLLECTION SUPERVISOR JJNH FAMILY SUPPORT OFFICE MANAGER PMFB FLEET MANAGER PMHC FLEET SERVICE CENTER SUPERVISOR XHS1 GENERAL ASSISTANCE HEARING REPRESENTATIVE-PROJECT APSB GENERAL SERVICES FISCAL OFFICER GPDD GROUNDS&SPECIAL SERVICES MANAGER GPHH GROUNDS MAINTENANCE SUPERVISOR V4HD HAZARD WASTE REDUCTION MANAGER VCGE HEALTH PLAN BUSINESS SERVICES MANAGER VCSK HEALTH PLAN MEMBER ADVOCATE V9HG HEALTH PLAN PATIENT SERVICES SUPERVISOR VCS3 HEALTH PLAN SERVICES ASSISTANT-EXEMPT VCTB HEALTH SERVICES ACCOUNTANT YANG HEALTH SERVICES ADMINISTRATOR-LEVEL B VANH HEALTH SERVICES ADMINISTRATOR-LEVEL C VCNC HEALTH SERVICES ADMISSIONS MANAGER VCDD HEALTH SERVICES DIRECTOR OF PLANNING & FACILITIES DEVELOPMENT VCNE HEALTH SERVICES DIVERSITY SERVICES COORDINATOR VBSM HEALTH SERVICES EMERGENCY PREPAREDNESS MANAGER LKFA HEALTH SERVICES INFORMATION SYSTEMS OPERATIONS MANAGER LPTA HEALTH SERVICES INFORMATION SYSTEMS PROGRAMMER/ANALYST LTTC HEALTH SERVICES INFORMATION SYSTEMS SPECIALIST VCFB HEALTH SERVICES INFORMATION TECHNOLOGY SUPERVISOR VCN2 HEALTH SERVICES PERSONNEL OFFICER- EXEMPT VCXC HEALTH SERVICES PLANNER/EVALUATOR-LEVEL A VCXD HEALTH SERVICES PLANNER/EVALUATOR-LEVEL B VASE HEALTH SERVICES PLANNING AND EVALUATION DIRECTOR VCTA HEALTH SERVICES REIMBURSEMENT ACCOUNTANT XQSM HEALTH SERVICES SPECIALIST PROJECT ADMINISTRATOR VCDF HEALTH SERVICES SYSTEM DIRECTOR WFC HOME HEALTH AGENCY DIRECTOR VVHB HOME HEALTH NURSING SUPERVISOR V5HE HOME HEALTH REHABILITATION THERAPY COORDINATOR VBHE HOMELESS SERVICES PROGRAM MANAGER V9SD HOMELESS SERVICES SPECIALIST GFSA HOSPITAL FACILITIES SUPERVISOR 9KD3 HOUSING & ENERGY DIVISION MANAGER AGVE HUMAN RESOURCES ANALYST I AGTC HUMAN RESOURCES ANALYST III AGSB HUMAN RESOURCES PROGRAM SPECIALIST AGDF HUMAN RESOURCES PROJECT MANAGER AG713 HUMAN RESOURCES TECHNICIAN VWSF INFECTION CONTROL COORDINATOR LTNA INFORMATION SYSTEMS MANAGER I LTNB INFORMATION SYSTEMS MANAGER II LPWA INFORMATION SYSTEMS PROGRAMMERIANALYST 1 11/15199 Page 6 of 10 ' Exhibit A ,fob Code Job Title LPVA INFORMATION SYSTEMS PROGRAMMER/ANALYST 11 LPTB INFORMATION SYSTEMS PROGRAMMER/ANALYST III LPNB INFORMATION SYSTEMS PROGRAMMER/ANALYST IV LPNA INFORMATION SYSTEMS PROJECT MANAGER LTWC INFORMATION SYSTEMS TECHNICIAN I 7KGA INSTITUTIONAL SUPERVISOR 11 S5SB INVESTMENT OFFICER 7KFE JUVENILE INSTITUTION SUPERINTENDENT AGVD LABOR RELATIONS ANALYST II AGTD LABOR RELATIONS ANALYST III AGD1 LABOR RELATIONS MANAGER-EXEMPT ADS4 LAFCO EXECUTIVE OFFICER DYDB LEASE MANAGER AJWF LIABILITY CLAIMS ADJUSTER 3KNB LIBRARY CIRCULATION MANAGER 3AGE LIBRARY COLLECTION/TECHNICAL SERVICES MANAGER 3AVC LIBRARY LITERACY DIRECTOR 3AA1 LIBRARY SPECIAL PROJECT DIRECTOR-EXEMPT 6KWG LIEUTENANT OF INSPECTORS-WELFARE FRAUD ADTE MANAGEMENT ANALYST 11 ADTD MANAGEMENT ANALYST III 9BD1 MANAGER OF AIRPORTS 5PDB MANAGER,APPLICATION/PERMIT CENTER ADD4 MANAGER, CAPITAL FACILITIES AND DEBT MANAGEMENT-EXEMPT VCN1 MARKETING DIRECTOR/CONTRA COSTA HEALTH PLAN-EXEMPT VCGA MATERIAL MANAGER VCA2 MEDICAL DIRECTOR 3AHD MEDICAL LIBRARIAN VNHB MEDICAL RECORDS ADMINISTRATOR X4HE MEDICAL SOCIAL SERVICE DIRECTOR VQHF MENTAL HEALTH CHILDREN'S SERVICES SUPERVISOR VQH2 MENTAL HEALTH CHILDREN'S SERVICES SUPERVISOR-PROJECT VQS1 MENTAL HEALTH EDUCATION LIAISON-EXEMPT VPD1 MENTAL HEALTH MEDICAL DIRECTOR VQHP MENTAL HEALTH PROGRAM SUPERVISOR VASE MENTAL HEALTH PROJECT MANAGER VQSF MENTAL HEALTH QUALITY IMPROVEMENT COORDINATOR VQHL MENTAL HEALTH RESIDENTIAL SERVICES COORDINATOR 9XHA MICROFILM SUPERVISOR FASD NEIGHBORHOOD PRESERVATION PROGRAM SPECIALIST LNSA NETWORK ADMINISTRATOR I LNSB NETWORK ADMINISTRATOR 11 LBVA NETWORK ANALYST I LBTA NETWORK ANALYST 11 LBHA NETWORK MANAGER LNWA NETWORK TECHNICIAN I LNVA NETWORK TECHNICIAN 11 VWHF NURSING PROGRAM MANAGER 11/15199 Page 7 of 10 Exhibit A Job Code Job Title VWHH NURSING SHIFT COORDINATOR JJHC OFFICE MANAGER AJSF ORGANIZATION, DEVELOPMENT AND TRAINING CONSULTANT VAGD PATIENT BILLING MANAGER VASO PATIENT RELATIONS SERVICES COORDINATOR SATB PAYROLL ACCOUNTANT ARVA PERSONNEL SERVICES ASSISTANT II ARTA PERSONNEL SERVICES ASSISTANT III AGGA PERSONNEL SERVICES MANAGER AGDE PERSONNEL SERVICES SUPERVISOR 5AWA PLANNER I 5AVA PLANNER II 5ATA PLANNER III 5RSH PLANNING DEMOGRAPHER 51 SA PLANNING TECHNICIAN SPECIALIST VBSG PRE-HOSPITAL CARE COORDINATOR SAGC PRINCIPAL ACCOUNTANT DADC PRINCIPAL APPRAISER SFDB PRINCIPAL AUDITOR 5AHD PRINCIPAL PLANNER-LEVEL A 5AHE PRINCIPAL PLANNER-LEVEL B DYDA PRINCIPAL REAL PROPERTY AGENT AVDF PRIVATE INDUSTRY COUNCIL DEPUTY DIRECTOR AVSD PRIVATE INDUSTRY COUNCIL EMPLOYMENT SPECIALIST AVS2 PRIVATE INDUSTRY COUNCIL EMPLOYMENT SPECIALIST-PROJECT AV713 PRIVATE INDUSTRY COUNCIL STAFF AIDE AWB PRIVATE INDUSTRY COUNCIL STAFF ANALYST II AVTB PRIVATE INDUSTRY COUNCIL STAFF ANALYST III 7AGB PROBATION MANAGER 7AG1 PROBATION MANAGER-PROJECT AXSD PUBLIC ADMINISTRATOR'S PROGRAM ASSISTANT 25A1 PUBLIC DEFENDER VBSJ PUBLIC HEALTH DIVISION ADMINISTRATOR V7VC PUBLIC HEALTH EPIDEMIOLOGIST/BIOSTATICIAN WHG PUBLIC HEALTH NURSE PROGRAM MANAGER VBSD PUBLIC HEALTH PROGRAM SPECIALIST I VBS2 PUBLIC HEALTH PROGRAM SPECIALIST I -PROJECT VBND PUBLIC HEALTH PROGRAM SPECIALIST II APDF PUBLIC WORKS CHIEF OF ADMINISTRATIVE SERVICES APSD PUBLIC WORKS CUSTOMER SERVICES COORDINATOR NAA1 PUBLIC WORKS DIRECTOR APSC PUBLIC WORKS FISCAL OFFICER PSSD PUBLIC WORKS MAINTENANCE COORDINATOR PSHF PUBLIC WORKS MAINTENANCE PROGRAMS MANAGER PSGA PUBLIC WORKS MAINTENANCE SUPERINTENDENT PSHB PUBLIC WORKS MAINTENANCE SUPERVISOR STDC PURCHASING SERVICES MANAGER VWSE QUALITY ASSURANCE COORDINATOR 11/15/99 Page 8 of 10 Exhibit A Job Code Job Title J9HE RECORDER'S OPERATIONS SUPERVISOR VCHD REGISTRAR OF VITAL STATISTICS V5HN REHABILITATION THERAPY SERVICES SUPERVISOR VPD5 RESIDENCY DIRECTOR-EXEMPT 5ASA RESOURCE RECOVERY SPECIALIST SAHG RETIREMENT ACCOUNTING MANAGER A1AA RETIREMENT ADMINISTRATOR JWHG RETIREMENT BENEFITS MANAGER Al HA RETIREMENT OFFICE MANAGER AJD1 RISK MANAGER AJWG SAFETY SERVICES SPECIALIST-LEVEL A J3HA SECRETARY TO THE COUNTY ADMINISTRATOR NEHA SENIOR CAPITAL FACILITY PROJECT MANAGER NKHA SENIOR CIVIL ENGINEER ADDH SENIOR DEPUTY COUNTY ADMINISTRATOR 2KD1 SENIOR DEPUTY DISTRICT ATTORNEY-EXEMPT 9GWB SENIOR EMERGENCY PLANNING COORDINATOR 2ED3 SENIOR FINANCIAL COUNSEL-EXEMPT N9HC SENIOR HYDROLOGIST 5RSJ SENIOR PLANNING GEOLOGIST 51SC SENIOR PLANNING TECHNICIAN NEVB SENIOR STRUCTURAL ENGINEER-BUILDING INSPECTOR NKHB SENIOR TRAFFIC ENGINEER 5AHB SENIOR TRANSPORTATION PLANNER AJTC SENIOR WORKERS COMPENSATION CLAIMS ADJUSTER 6XA1 SHERIFF-CORONER APDC SHERIFF'S CHIEF OF MANAGEMENT SERVICES J3T0 SHERIFF'S EXECUTIVE ASSISTANT 64SJ SHERIFF'S FISCAL OFFICER PMSB SHERIFF'S FLEET SERVICES COORDINATOR 64HR SHERIFF'S PROPERTY AND EVIDENCE MANAGER AVD3 SMALL BUSINESS DEVELOPMENT CENTER DIRECTOR-PROJECT X4SG SOCIAL SERVICE APPEALS OFFICER XAHB SOCIAL SERVICE APPEALS SUPERVISOR XQHC SOCIAL SERVICE BUSINESS SYSTEM APPLICATIONS MANAGER XADD SOCIAL SERVICE DIVISION MANAGER XAD1 SOCIAL SERVICE DIVISION MANAGER-PROJECT XASH SOCIAL SERVICE FISCAL COMPLIANCE ACCOUNTANT XAGA SOCIAL SERVICE FRAUD PREVENTION MANAGER XAS1 SOCIAL SERVICE PUBLIC INFORMATION OFFICER-EXEMPT XADE STAFF DEVELOPMENT SUPERVISOR V9HC STAFFING AND PATIENT CARE COORDINATOR NASB STORMWATER POLLUTION CONTROL MANAGER NESB STRUCTURAL ENGINEER- BUILDING INSPECTION VHD1 SUBSTANCE ABUSE PROGRAM DIRECTOR VHGE SUBSTANCE ABUSE PROGRAM MANAGER VHG5 SUBSTANCE ABUSE PROGRAM MANAGER-PROJECT SAHJ SUPERVISING ACCOUNTANT 11/15/99 Page 9 of 10 ' Exhibit A Job Code ,,fib Title DAHC SUPERVISING APPRAISER NKGA SUPERVISING CIVIL ENGINEER NXHA SUPERVISING GRAPHICS TECHNICIAN DYNA SUPERVISING REAL PROPERTY AGENT FADB SUPERVISING STRUCTIONAL ENGINEER-BUILDING INSPECTION BWHA SUPERVISING WEIGHTS AND MEASURES INSPECTOR DRNA SUPERVISOR AUDITOR-APPRAISER VFHE SUPERVISOR CLINICAL LABORATORY SCIENTIST V4HC SUPERVISOR ENVIRONMENTAL HEALTH SPECIALIST V5HJ SUPERVISOR PEDIATRIC THERAPIST VOHC SUPERVISOR PUBLIC HEALTH MICROBIOLOGIST J9HF SUPERVISOR RECORDABLE DOCUMENT TECHNICIAN FADF SUPERVISOR, INSPECTION SERVICES VWSG SYMPTOM CONTROL PROGRAM COORDINATOR LWVB SYSTEMS ACCOUNTANT ii LWVA SYSTEMS SOFTWARE ANALYST II S5HC TAX OPERATIONS SUPERVISOR SFHB TAX ROLL SUPERVISOR PEDC TELECOMMUNICATIONS MAINTENANCE MANAGER VWHK TELEPHONE TRIAGE MANAGER VBHC TOBACCO PREVENTION PROJECT COORDINATOR 5ATB TRANSPORTATION PLANNER S5SG TREASURER'S ACCOUNTING OFFICER S5SD TREASURER'S INVESTMENT OPERATIONS ANALYST S5A1 TREASURER-TAX COLLECTOR 6XB4 UNDERSHERIFF-EXEMPT VWSD UTILIZATION REVIEW COORDINATOR VWHG UTILIZATION REVIEW SUPERVISOR GPHG VEGETATION MANAGEMENT SUPERVISOR 96TA VETERANS'SERVICE BRANCH OFFICE MANAGER 96WA VETRAN SERVICES REPRESENTATIVE X4HD VOLUNTEER PROGRAM COORDINATOR VCND VOLUNTEER SERVICES AND COMMUNITY RESOURCES ADMINISTRATOR 5ASD WATERSHED MANAGEMENT PLANNING SPECIALIST 9KN3 WEATHERIZATION/HOME REPAIR SUPERVISOR- PROJECT AJVE WELLNESS COORDINATOR AJWE WORKERS COMPENSATION CLAIMS ADJUSTER XAD4 WORKFORCE INVESTMENT BOARD EXECUTIVE DIRECTOR-EXEMPT XAD3 WORKFORCE SERVICES DIRECTOR-EXEMPT XAA2 Director, Employment and Human Services 11/15/99 Page 10 of 10 EXHIBIT A-1 Code Class Title Level 25A *Public Defender M50 2813 25D1 *Chief Assistant Public Defender M50 2906 25D2 *Assistant Public Defender-Exempt M50 2834 25DA *Assistant Public Defender M50 2834 64BA Assistant Chief Public Service Officer M50 1909 6KD1 District Attorney Chief of Inspectors-Exempt M50 2680 6KNB District Attorney Lieutenant of Inspectors M50 2516 ADDG Deputy County Administrator M25 2396 ADDH Senior Deputy County Administrator M50 2596 AGBC Assistant Director Human Resources M50 2708 AGSD Human Resources Program Coordinator M50 2253 AJDB Affirmative Action Officer M25 2396 APDB Administrative Services Officer M25 2194 BABB Chief Deputy Agricultural Commissioner /Sealer of Weights/Measures M50 2522 BJDF Deputy Director of Animal Services M50 2493 FADG Chief Property Conservation M50 2428 GKDC Custodial Manager M50 2314 GPHG Vegetation Management Supervisor M50 2225 LPTB Information Systems Programmer/Analyst III M50 2315 LWVB Systems Accountants 11 M50 2407 LWWB Systems Accountant I M50 2315 PSGA Public Works Maintenance Superintendent M50 2286 PSHB Public Works Maintenance Supervisor M50 2159 PSHF Public Works Maintenance Programs Manager M50 2381 Page 1 of 2 PSSD Public Works Maintenance Coordinator M50 2159 V5HG Chief,Cardiopulmonary Support Services M50 2169 V5HP Assistant Chief,Cardiopulmonary Support Services M50 2096 V8HC Assistant Chief Radiologic Technologist M50 2180 VYDC Director of Pharmacy Services M50 2645 VYSC Assistant Director of Pharmacy Services M50 2563 XADD Social Services Division Manager M50 2476 XANA Workforce Service Specialist M50 2363 These classes shall be granted an extra one percent(1%)effective October 1, 2000. Page 2 of 2 i EXHIBIT B TIER III RETIREMENT .r. Subject to the enactment of enabling legislation amending the 1937 Employees' Retirement Act to allow such election, the County will permit Tier II employees in the classes listed in Exhibit A to elect a Tier I II Retirement Plan under the following conditions: 1. The County and the Labor Coalition must agree on the wording of the legislation. 2. Except for disability, all benefit rights, eligibility for and amounts of all other benefit entitlements for Tier 111,from and after the date of implementation, shall be the same as Tier 1. The disability benefits for Tier III shall be the same as the current Tier 11 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 enrolled in Tier 11 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 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 employees electing Tier III which exceed those which would be required for Tier II membership shall: 1. be funded by reducing the general wage increase effective October 1, 1997, and the pay equity amounts attributable thereto, from 3% to 2%, and the general wage increase of all employees in the classes listed in Exhibit A 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 i M 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 shall be reduced accord ingly;1and 3. any savings to the County resulting from the creation and operation of Tier III attributable to the classes listed in Exhibit A shall be used to offset future County retirement cost increases attributable to the creation and operation of Tier III for such classes; and 4. Such 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. b. 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 attributable to the classes listed in Exhibit A shall be recovered by reducing general wage increases to the employees in the classes listed in Exhibit A. 6. a. The enabling legislation,shall provide that the Tier 111 Retirement Plan may be implemented only by an ordinance enacted by the Board of Supervisors. b. Board of Supervisors' action to implement the Tier III Retirement Plan shall be taken not earlier than seven (7) months after the effective date of the legislation plus thirty (30) days after an actuarial report on the County cost of the Plan is received by the County, provided that before enactment of the ordinance, the Labor Coalition has not notified the County in writing that a one percent (1%) wage increase shall be'implemented by the County effective October 1, 1997, without ihterest, in lieu of implementation of the Tier III Retirement Plan. - 7. The establishment of the Tier III Retirement Plan 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 September 30, 1999, this provision for a Tier III Retirement Plan shall expire and a one percent(I%)lump sum wage increase shall be implemented by the County within sixty (60) days after the determination that Tier III cannot be implemented or as soon thereafter as practicable for the period covering October 1, 1997 through such termination date, without interest,-in lieu of the Tier III Retirement Plan. --- EXHIBIT B r EXHIBIT C 1999-2002 MANAGEMENT AND UNREPRESENTED EMPLOYEES COMPENSATION AND BENEFITS SUPPLEMENT EXHIBIT C 1999 -2002 MANAGEMENT AND UNREPRESENTED EMPLOYEES COMPENSATION AND BENEFITS SUPPLEMENT I. INCENTIVES A. Management 2.5% Longevity Pay Plan..................................................... Page 1 B. Deferred Compensation Incentive ............................................................. Page 1 C. Fire Management Educational Incentive Program..................................... Page 2 D. Continuing Education Allowance for Sheriffs Unrepresented Non-Sworn Managers Page 4 II. DIFFERENTIALS A. Conservatorship Differential........................................................................ Page 4 B. Building Inspection Differential.................................................................... Page 4 C. Professional Accounting Differential ........................................................... Page 5 D. Department of Agriculture Differential......................................................... Page 5 E. Physical Fitness Differential for Law Enforcement Management: .............. Page 5 F. Bilingual Pay Differential............................................................................ Page 6 G. Assessor's Educational Achievement Differential....................................... Page 7 H. Real Property Agent Advanced Certificate Differential ............................... Page 7 I. Budget Coordinator Differential.................................................................. Page 7 J. Planner III/Environmental Planner Assignment Differential ........................ Page 7 K. Animal Services Managers Participating in Search Warrants..................... Page 8 'Ill.' LEAVES WITH AND WITHOUT PAY A. Holidays...................................................................................................... Page 8 B. Floating Holidays ........................................................................................ Page 8 C. Application of Holiday Credit....................................................................... Page 9 D. Vacation Accrual......................................................................................... Page 9 E. Annual Management Administrative Leave ................................................ Page 9 F. Management Attorney Administrative Leave............................................ Page 10 G. Sick Leave ................................................................................................ Page 10 H. Leave Without Pay - Use of Accruals ....................................................... Page 10 I. Family Care Leave.................................................................................... Page 10 J. Furlough Days Without Pay...................................................................... Page 10 IV. BENEFITS AND ALLOWANCES A. Health Plan Coverages............................................................................. Page 11 B. Health Plan Coverages and Provisions .................................................... Page 12 C. Eligibility Criteria Applicable to all Enrollees in Medical Plans .................. Page 15 D. Workers' Compensation............................................................................ Page 15 E. Personal Protective Equipment................................................................. Page 15 F. Mileage Reimbursement........................................................................... Page 16 G. Executive Automobile Allowance.............................................................. Page 16 H. Retirement Contribution............................................................................ Page 17 I. 414H Participation .................................................................................... Page 17 J. 401(a) Deferred Benefit Plan..........................................................Page 17 K. Management Life Insurance ..................................................................... Page 18 L. Attorney Professional Development Reimbursement............................... Page 18 M. Training..................................................................................................... Page 18 M. Management Development Policy............................................................ Page 19 N. Long-Term Disability Insurance ................................................................ Page 19 O. Vacation Buy Back.................................................................................... Page 19 P. Uniform Allowance.................................................................................... Page 20 Q. Fire District Sick Leave and Vacation Accrual Rates................................ Page 20 R. Professional Development Reimbursement.............................................. Page 20 S. Sick Leave Incentive Plan......................................................................... Page 21 T. Video Display Terminal (VDT) Users Eye Examination ............................ Page 21 U. Catastrophic Leave Bank.......................................................................... Page 22 V. Holiday Pay for Nursing Shift Coordinator................................................ Page 22 W. Podiatrists/Optometrists Unrepresented Status........................................ Page 22 X. Health Care Spending Account ................................................................ Page 22 Y. PERS Long Term Care............................................................................. Page 23 VI. CURRENT TERMS AND CONDITIONS OF EMPLOYMENT A. Overtime Exclusion................................................................................... Page 23 B. Part-Time Employees ............................................................................... Page 23 C. Permanent-Intermittent Employees .......................................................... Page 23 D. Length of Service Credits ......................................................................... Page 23 E. Mirror Classifications................................................................................. Page 24 F. Deep Classes ........................................................................................... Page 24 G. Administrative Provision........................................... Page 24 ................................. I. INCENTIVES A. Management 2.5% Longevity Ian: Classified, exempt and project management employees whose classifications are set forth in Exhibit A, (excluding elected officials) and who have completed ten (10) years of appointed or elected service for the County shall be eligible to receive a 2.5% longevity differential. Exempt management employees in positions ineligible to receive vacation or sick leave accruals or to convert a portion of those accruals to cash under the terms of this Resolution shall be eligible to receive a 5% longevity differential upon the completion of ten (10) years service. For purposes of determining ten (10) years of service for this differential, the records utilized for service award purposes will control. B. Deferred Compensation Incentive: Effective January 1, 2000, the County's contribution to classified, exempt and project management employees and elected officials who participate in the County's Deferred Compensation Plan will be increased from $50 to $60 per month. To be eligible for this incentive, qualifying management and elected employees must first contribute a Base Contribution Amount and maintain a minimum monthly contribution to the deferred compensation plan as indicated below. The base contribution is computed from the date the employee signs an election form to participate in the program. Monthly Contribution Employees W/Current Qualifying Base Amount for Maintaining Monthly Salary of: Contribution Amount Incentive Prog-r_ am Eligibility $2,500 and below $250 $50 2,501 - 3,334 500 50 3,335 - 4,167 750 50 4,168 - 5,000 1,000 50 5,001 - 5,834 1,500 100 5,835 - 6,667 2,000 100 6,668 & above 2,250 100 Employees who discontinue contributions or who contribute less than the required amount per month for a period of one (1) month or more will no longer be eligible for the $60 County supplement. To reestablish eligibility, employees must again make a Base Contribution Amount as set forth above based on current monthly salary. Employees with a break in deferred compensation contributions because of either an approved medical leave or approved financial hardship withdrawal shall not be required to reestablish eligibility. Further, employees who lose eligibility due to displacement by layoff, but maintain contributions at the required level and are later referred to an eligible position, shall not be required to reestablish eligibility. 1 C. Fire Manaaement Educational Incentive Program: 1. Employees in Fire District management classifications who possess the appropriate certificates or educational degrees beyond the minimum requirements for their class and/or meet appropriate continuing educational requirements, shall be eligible to qualify for professional development educational incentives under conditions described herein. 2. Incumbents of the following classifications are eligible to participate in this incentive program: Fire Chief-Contra Costa County(RPA1) Assistant Fire Chief-Group I (RPBA) Assistant Fire Chief-Group II (RPBC) Battalion Chief(RPHA) Fire Officer-Exempt (RPH1) Fire Marshal-Group II (RJDA) Fire Training Supervisor (RWHA) Fire District Communications Manager (REDB) Supervising Fire Inspector(RJHB) Chief Fire Inspector (RJGA) 3. All differentials shall be designated as either contingent or permanent allowances and shall be awarded in increments of 2.5% of monthly base salary. The combined contingent and permanent educational incentives awarded any employee in any class listed above shall not exceed 7.5% of monthly base pay. 4. This plan will be subject to appropriate administrative guidelines and controls promulgated by the Fire Chief and approved by the Human Resources Director to insure that standards described herein are met. These guidelines include, but are not limited to, the following: a. Employees who become qualified for permanent allowance at either the 2.5% or 5% level as described herein shall be eligible for receipt of the appropriate allowance beginning on the date of qualification. b. Employees who qualify for either the permanent or contingent levels of allowance described herein do so effective the first day of the month providing that acceptable documentation is received by Fire District administration not later than the twenty-fifth (25th) of the preceding month. 2 5. The program is intended to encourage the further professional development of eligible Fire District Management personnel by the pursuit and achievement of job-related certificates or degrees as follows: a. A Certificate of Achievement in Fire Technology, Business Administration, Management and Supervision, or a related field from an accredited college. b. An Associate of Arts or Science dead from an accredited college with a major in Fire Technology, Business Administration, Management and Supervision, or a related field. C. A Chief Officer certificate issued by the Office of the State Fire Marshal. d. A Baccalaureate Degree from an accredited college or university with a major in Business or Public Administration or a related field. 6. Qualification for allowances shall be under the following conditions: a. A contingent allowance of 2.5% shall be awarded for annually completing at least forty (40) hours of approved education or training or at least three (3) approved college semester units (or equivalent quarter units), or an approved combination thereof in pursuit of options a through d in Section 5. b. A permanent allowance of 2.5% shall be awarded for possession of one of the options a through d in Section 5. Only one 2.5% permanent allowance is available within this category. C. A permanent allowance of 2.5% shall be awarded for possession of one of options a through d in Section 5 and an additional contingent allowance of 2.5% shall be awarded for annually completing at least forty (40) hours of approved education or training or at least three (3) approved college semester units (or equivalent quarter units), or an approved combination thereof in pursuit of any other option consistent with the officially declared educational objective. d. A permanent allowance of 5% shall be awarded for possession of either(1)options b and c in Section 5 Qr(2)options a and d in Section 5. A person receiving this allowance may not receive an allowance under Section 6 b. 3 e. A permanent allowance of 5% shall be awarded for possession of either(1)options b and c in Section 5_Q1(2)options a and d in Section 5 and an additional contingent allowance of 2.5% shall be awarded for annually completing at least forty(40) hours of approved education or training QI at least three (3) approved college semester units (or equivalent quarter units), or an approved combination thereof consistent with the officially declared educational objective. Normally, this objective would be a Fire Chief certificate issued by the Office of the State Fire Marshal, a Baccalaureate Degree or Master's Degree. D. Continuing Education Allowance for Sheriffs' Unrepresented Non-Sworn Managers: Sheriff's Department employees in the classes of Sheriffs Fiscal Officer(64SJ), Sheriff's Chief of Management Services (APDC), Sheriffs Communication Director - Dispatch Services (64GA), Administrative Services Assistant (APTA), and Supervising Sheriffs Property Technician (64HQ) are eligible to participate in this program. 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 employee's 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. Il. DIFFERENTIALS A. Conservatorship Differential: Unit Supervisors in the Conservatorship Program shall receive a differential of 5% of the hourly equivalent of the base rate per hour worked while in regular pay status. B. Building Inspection Differential: Employees in the single-position management classes of Supervisor, Inspection Services, Building Inspection Special Program Coordinator, and Housing Rehabilitation Coordinator when assigned to the New Construction or Housing Divisions shall receive a differential of 5% of base monthly 4 salary. C. Professional Accounting Differential: Incumbents of management professional accounting, auditing or fiscal officer positions who are duly qualified as a Certified Public Accountant (CPA), Certified Internal Auditor (CIA), Certified Management Accountant (CMA), or Certified Government Financial Manager (CGFM) shall receive a differential of 5% of monthly base salary. D. Department of Agriculture Differential: Effective January 1, 1997, the classes of Supervising Weights and Measures Inspector (BWHA) and Deputy Agricultural Commissioner(BAHA) shall receive a differential of 3.5% of monthly base pay for possession of either a valid Commissioner License or a valid Sealer of Weights and Measures License. E. Physical Fitness Differential for Law Enforcement Management: 1. Sheriffs' Office Sworn management personnel in the Contra Costa County Sheriffs Office in the classes listed below shall be eligible upon completion of fifteen (15) years County service as a full-time, permanent sworn law enforcement officer for a base salary differential contingent upon the Sheriffs' certification of the employee's good faith effort to maintain his/her physical health in accordance with health fitness standards established by the Wellness Division of the Human Resources Department in conjunction with the Sheriffs Department. Classes eligible include: Sheriff-Coroner (6XA1) Undersheriff(6X413) Commander (6XD1) All personnel in these classes on the effective date who have fifteen (15) years County service as a full-time, permanent sworn law enforcement officer shall be eligible for this differential but will be required to undergo a complete physical examination administered by a physician of the County's choice at a designated future date. The examination will be conducted at County expense. If the physician concludes the employee does not meet the agreed-upon health fitness standards, the physician will prescribe a personalized physical fitness program. The program will be specifically designed to enable the employee to meet the agreed-upon health fitness standards. The employee will be reevaluated not later than one (1) year following the date of the initial physical examination. To continue to qualify for the five percent (5%) physical fitness differential, the employee must meet the agreed-upon fitness standards, or the physician must present written evidence to the Human 5 Resources Department-Benefits Services Division, that the employee has and is making a "good faith effort" to meet the agreed-upon health fitness standards. 2. District Attorney's Department Management personnel in the Contra Costa County District Attorney's Office in the classes listed below shall be eligible for a five percent (5%) monthly wage differential for participation in a physical fitness program. To be eligible for this program, management employees must have attained 1) four (4) years of peace officer experience with Contra Costa County, 2) fifteen (15) years of P.O.S.T. experience, and 3) age thirty-five (35).. Continued receipt of this differential will require that the employee annually meet physical fitness standards established by the Wellness Division of the Human resources Department in conjunction with the District Attorney. Management classes eligible include: District Attorney Chief of Inspectors - Exempt (6KD1) District Attorney Lieutenant of Inspectors (6KNB) District Attorney Supervising Welfare Fraud Inspector (6KWG) F. Bilingual Pay Differential: Effective October 1, 1999, a salary differential of$70 per month, $ 75 per month effective October 1, 2000, and $80 per month effective October 1, 2001, shall be paid Management/Unrepresented employees whose classifications are listed in Exhibit A, and who are incumbents of positions requiring bilingual proficiency as designated by the Appointing Authority and the Human Resources Director. Said differential shall be prorated for employees working less than full time and/or on an unpaid leave of absence during any given month. Designation of positions for which bilingual proficiency is required is the sole prerogative of the County, and positions which may now or in the future require special language skills may have such requirement amended or deleted. G. Assessor's Educational Achievement Differential: Employees in the unrepresented management classes of Assessment Procedures Supervisor, Supervising Appraiser, Supervising Auditor-Appraiser, Chief, Standards and Drafting, Chief, Valuation; Assistant County Assessor and Assistant County Assessor-Exempt shall be entitled to, at the discretion of the County Assessor, a salary differential of$50 per month Qr 1.5% of base salary, whichever is larger, for possession of a certification for educational achievement from at least one (1)of the following: 1. American Institute of Real Estate Appraisers Residential Member 6 designation. 2. State Board of Equalization Advanced Appraiser Certification. 3. International Association of Assessing Officers Residential Evaluation Specialist. 4. Society of Auditor-Appraiser Master Auditor-Appraiser designation. 5. Society of Real Estate Appraisers Senior Residential Appraiser designation. 6. Any other certification approved by the County Assessor and the Human Resources Director. H. Real Property Accent Advanced Certificate Differential. Employees in the management classes of Lease Manager, Principal Real Property Agent and Supervising Real Property Agent shall receive a monthly differential in the amount of five percent (5%) of monthly base pay for possession of a valid Senior Member Certificate issued by the International Executive Committee of the International Right of Way Association, providing that the current certificate has been issued or recertified not earlier than April 1, 1983. Verification of eligibility shall be by the Department Head or his/her designee who shall advise the Auditor-Controller to initiate payment to the employee. Eligibility for receipt of the differential shall begin on the first day of the month following the month in which eligibility is verified by the Department Head. All employees who qualify for the Senior Member certificate must recertify every five (5)years with the Intemational Right of Way Association in order to retain the Senior Member designation and continue to receive the differential. In order to recertify, a Senior Member must accumulate seventy-five (75) hours of approved education which may include successfully completing courses, attending educational seminars or teaching approved courses. I. Budget Coordinator Differential. One (1) Senior Deputy County Administrator, appointed by the County Administrator to serve as budget coordinator, shall receive an additional $500 per month. J. Planner III/Environmental Planner Assignment Differential. Incumbents in the classes of Planner III and Environmental Planner may be given either a 5% or 10% salary differential for special project assignments with major political and/or financial impact. Differentials are based on assignment to projects by the Department Head and approved by the Director, Growth Management and Economic Development Agency. Differentials will become effective the first of the month following the month approved. All differential assignments will be reviewed on July 1 of each year to 7 determine what level of differential, if any, will continue to be paid. K. Animal Services Managers Participating in Search Warrants. Management employees in the classes of Chief Animal Control Supervisor and Animal Services Lieutenant will be compensated for time spent in assisting police agencies in the serving of search warrants. The amount of special compensation per incident shall be equal to that paid Animal Services Officers for performing this duty (currently $100). Only employees involved in actual entry team activities shall be so compensated. The Department continues to retain the sole right to select and assign personnel to such search warrant duty. III. LEAVES WITH AND WITHOUT PAY A. Holiday: For permanent, full-time employees the County will observe the following holidays during the term covered by this Resolution: New Year's Day Labor Day Martin Luther King Jr. Day Veterans' Day Washington's Birthday Thanksgiving Day Memorial Day Day after Thanksgiving Independence Day Christmas Day Such other days as the Board of Supervisors may by Resolution designate as holidays. For all management and unrepresented employees in the County Library Department the day after Thanksgiving is deleted as a holiday and the day before Christmas is added as a holiday. Any holiday listed above which falls on a Saturday shall be observed on the preceding Friday and any holiday listed above which falls on a Sunday shall be observed on the following Monday. Permanent part-time management and unrepresented employees shall receive paid holiday credit in the same ratio to the holiday credit given full-time management and unrepresented employees as the number of hours per week in the part-time employee's schedule bears to the number of hours in the regular full-time schedule, regardless of whether the holiday falls on the part-time employee's regular work day. B. Floating Holidays: In addition to the designated holidays, all employees whose classifications are set forth in Exhibit A (except elected officials) shall accrue two (2) hours of personal paid holiday credit per month. This time shall be prorated for part- time employees. Such personal holiday time may be taken in increments of one- 8 half ('/z) hour. No employee may accrue more than forty (40) hours of personal holiday credit. On separation from County service, the employee shall be paid for any unused personal holiday credits at the employee's then current pay rate. C. Application of Holiday Cr redit: 1. Employees on the regular forty (40) hour 8:00 a.m. to 5:00 p.m. Monday through Friday work schedule shall be entitled to a holiday whenever a holiday is observed pursuant to the schedule cited above. 2. Employees on a work schedule other than the regular one shall be entitled to credit for any holiday, whether worked or not, observed by employees on the regular schedule; conversely, such employees will not receive credit for any holiday not observed by employees on the regular schedule even though they work the holiday. The purpose of this plan is to equalize holidays between employees on the regular work schedule and those on other work schedules. If a holiday falls on either of the two (2)days off of an employee on a schedule other than the regular one, for timekeeping purposes, the employee shall be given credit for overtime or granted time off on his/her next scheduled work day. Employees who are not permitted to take holidays because of the nature of their work are entitled to overtime pay for holiday work. D. Vacation Accrual: All management employees, excluding elected officials, shall accrue paid vacation credit as follows: Monthly Maximum Accrual Cumulative Length of Service Hours Hours Under 11 years 10 240 11 years 102/3 256 12 years 11 1/3 272 13 years 12 288 14 years 122/3 304 15 through 19 years 131/3 320 20 through 24 years 162/3 400 25 through 29 years 20 480 30 years and up 231/3 560 E. Annual Management Administrative Leave: Effective January 1, 20004 and each January 1 thereafter, all permanent full-time classified, exempt and project 9 management employees not included in representation units in classifications listed in Exhibit A shall be credited with sixty (60) hours of paid personal leave. This time is non-accruable and all balances will be zeroed out effective December 31 st each year. Any classified, exempt or project management positions covered by the Fair Labor Standards Act shall receive overtime pay and shall not be eligible for Management Administrative Leave. Permanent part-time employees shall have such leave prorated based upon position hours. F. Manaaement Attorney Administrative Leave: In lieu of the sixty (60) hours provided for by Subsection E above, permanent management, exempt and unrepresented attorneys in the Office of the District Attorney, County Counsel and Public Defender excluding any fixed-term attorney, shall be credited with ten (10) days (eighty (80) hours) of management administrative leave on January 1st providing that they were appointed to a management position not later than July 1 st of the preceding year. Employees appointed after July 1 st shall be eligible for sixty (60) hours administrative leave on the first succeeding January 1 st consistent with other management employees but shall be eligible for eighty (80) hours annually thereafter. G. Sick Leave: All employees in classifications listed in Exhibit A, excluding elected officials, shall receive sick leave benefits for the term of this Resolution in accordance with provisions of County Salary Regulations, Section 9.3 and Administrative Bulletin 411.6 on Sick Leave Policy adopted April 8, 1992 as amended. H. Leave Without Pay-Use of Accruals: An employee on authorized leave may choose to remain in a pay status each month by using available sick leave (if so entitled under the Administrative Bulletin on Sick Leave), vacation, floating holiday, compensatory time off or other entitlements. However, this option may only be exercised for the first twelve (12) months of the leave period. Upon request of the employee, the employee's leave may be interrupted for a pre-determined number of hours each month and accruals used to restore the employee to pay status on a monthly basis. After the first twelve (12) months, the leave period may not be "broken" into segments and accruals may not be used (except as may be required by the SDI/sick leave buy-back program). For the purpose of this section, a management employee on LTD (long term disability insurance benefits) is considered on a leave of absence without pay. I. Family Care Leave. The provisions of the Personnel Management Regulations (Part 10, Section 1006.3, as amended) and Resolution 94/416, as amended, relating to Leaves of Absence and Family Care Medical Leave apply to all employees covered by this Resolution. J. Furlough Days Without Pam Subject to prior written approval of the appointing 10 authority, employees may elect to take furlough days or hours without pay (pre- authorized absence without pay), up to a maximum of fifteen (15) calendar days for any one continuous period. Longer pre-authorized absences without pay are considered leaves of absence without pay. Employees who take furlough time shall have their compensation for the portion of the month worked computed in accord with Section 1.5 (Compensation for Portion of Month) of the County Salary Regulations, Resolution 83/1 as amended. Notwithstanding Sections 9.1 and 9.3 of the Salary Regulations, full-time and part-time employees who take furlough time shall have their vacation, sick leave, floating holiday and any other paid leave accruals computed as though they had worked the furlough time. For payroll purposes, furlough time shall be reported separately from other absences without pay to the Auditor-Controller. This provision expires September 30, 2000. IV. BENEFITS AND ALLOWANCES — Supersede by Resolution 99/546 A. Health Plan Coverage : For employees in classes listed in Exhibit A, the County will provide a program of medical, dental and term life insurance coverage through Contra Costa Health Plan (CCHP), Kaiser-Permanente Foundation (KPF), Health Net (HNT), Qual Med (QMDPPO), Delta Dental Plan (DDP), Safeguard Dental Plan (SGD) and Aetna Life Insurance (ALI). Health and Dental Plan Contribution Rates: 1. Effective October 1, 1995 the County will continue to contribute monthly medical and dental premiums to permanent and permanent part-time employees who are scheduled to work 20 or more hours per week. Permanent-Intermittent and permanent part-time employees working less that 20 hours per week may enroll in a plan but are not entitled to the County contribution. 2. Contra Costa Health Plan (CCHP) -The County will contribute ninety-eight percent (98%)of monthly premium costs for CCHP, Delta and Safeguard A Dental premiums. The County contribution for Safeguard B will be the same as Safeguard A not to exceed the total premium of Safeguard B. 3. Health Net HMO and Kaiser - The County will contribute seventy-nine percent (79%) of monthly premium costs for health premiums. 4. QualMed PPO -The County will equally share fifty-fifty percent (50/50%)the amount of any premium increases. 5. Dental Only - Employees will continue to pay one cent ($.01) per month toward the dental premium. 11 6. Delta and Safeauard A Dental -The County will contribute seventy-seven percent(77%)of monthly premium costs for dental premium except as noted above for Contra Costa Health Plan members. 7. Safeguard B Dental - The County will contribute the same contribution as Safeguard A not to exceed the total premium of Safeguard B. 8. Life Insurance -The County will continue to pay 100% of the premium for $3000 term life insurance provided under conditions contained in Section 1 above. Uniformity of Coverages: The County shall extend to all management employees, elected officials and unrepresented employees whose classifications are listed in Exhibit A, any new or adjusted health plan benefits which may be negotiated with employee organizations during the term of this Resolution with the exception of CalPERS. B. Health Plan Coveraaes and Provisions: The following coverages and provisions are applicable for the term of this Resolution to all employees eligible for County Health Plan participation whose classes are listed in Exhibit A. 1. Health Plan Participation by Permanent-Intermittent and Provisional Employees: A permanent intermittent employee and employees provisionally appointed to permanent positions in a class set forth in Exhibit A may participate in the County Group Health Plan only at the employee's expense. The County will not contribute to the employee's monthly premium and the employee will be responsible for paying the monthly premium appropriately and punctually. 2. Partial Month: The County's contribution to the Health Plan premium is payable for any month in which the employee is paid. If an employee's compensation in any month is not sufficient to pay the employee share of the premium, the employee must make up the difference by remitting the amount delinquent to the Auditor-Controller. The responsibility for this payment rests with the employee. 3. Leave of Absence: The County will continue to pay the County share of health care premiums (Medical and or dental coverage) for enrolled employees who are on an approved unpaid leave of absence for a period of at least one (1) month, provided the employee share of the health care premium is paid by the employee. 4. Retirement Coverage: 12 A. Upon retirement, employees may remain in their County group medical plan if immediately before their retirement they are either active subscribers to one of the County health plans or if on authorized leave of absence without pay, they have retained continuous group or individual conversion membership during the leave period. B. Employees Who File For Deferred Retirement. Effective two (2) months following adoption of this Resolution by the board of Supervisors, employees covered by this Resolution who resign and file for a deferred retirement may continue in their County group health and dental plan under the following conditions and limitations: 1. Health and dental coverage during the deferred retirement period is totally at the expense of the employee, without any County contributions. 2. Life insurance coverage is not included. 3. 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 twenty-four (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 thirty (30) days before their separation from county service. 4. Deferred retirees who elect continued health benefits hereunder may maintain continuous membership in 13 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. 5. 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 (3) calendar month waiting period after the commencement of their monthly allowance. 6. Eligibility for County subvention will not exist hereunder unless and until the member draws a monthly retirement allowance within not more than twenty-four (24) months after separation from County service. 7. Deferred retirees are required to meet the same eligibility provisions for health/dental plans as active/retired employees. 8. Dual Coverage: If a husband and wife both work for the County and one of them is laid off, the remaining eligible shall be allowed to enroll or transfer into the health coverage combination of his/her choice. An eligible employee who is no longer covered for medical or dental coverage through a spouse's coverage shall be allowed to enroll or transfer into the health coverage combination of his/her choice within thirty (30) days of the date coverage is no longer afforded under the spouse's plan. 14 C. Eligibility Criteria Applicable to All Enrollees in Medical Plans, 1. The eligibility criteria listed below will be in effect for all new employees on the first of the month following the 1996 open enrollment period. 2. The following persons may be enrolled as the eligible Family Members of a Subscriber: a. The Subscriber's Spouse. b. The Subscriber's Child, which includes a natural or legally adopted child of either a Subscriber or the spouse, a foster child entirely supported by the Subscriber or the spouse and for whom the Subscriber or the spouse is the legal guardian, provided in all cases that the child is dependent, unmarried, and under the age of twenty- five (25). Nevertheless, foster children who are eligible for Medi-Cal coverage are not eligible for coverage under the Plan. Pursuant to Insurance Code Section 10121, immediate coverage is available to each newborn child of a Member and to any minor child placed in the physical custody of a Member for adoption. For a legally adopted child, proof of eligibility by a court adoption order and a copy of a U.S. income tax return of the Subscriber or the spouse showing dependency of the child, may be required. For a foster child, proof of eligibility requires a copy of a Social Service Foster Care Agreement and a letter form Social Service verifying that the child is not eligible for Medi-Cal coverage. For dependents aged nineteen (19)to twenty- five (25), a statement may be required to verify that the child is legally dependent in accordance with Internal Revenue Service requirements. Attainment of the limiting age shall not terminate coverage of a child while the child is and continues to be both (a) incapable of self-sustaining employment by reason of mental retardation or physical handicap and (b) chiefly dependent upon the Subscriber for support and maintenance, proved the proof of such incapacity and dependency is furnished to the Plan Administrator by the Subscriber within thirty-one (31) days of the child's 25th birthday and annually thereafter, if required by the Plan Administrator. D. Workers' Compensation. A permanent employee shall receive 86% of regular monthly salary for all accepted claims filed with the County on or after January 1, 2000 excluding those certain employees entitled to benefits as defined under the Workers' Compensation Laws of California, Labor Code Section 4850. E. Personal Protective Equipment: The County shall reimburse employees for safety 15 A shoes and prescription safety eyeglasses in those classifications set forth in Exhibit A, which the County has determined eligible for such reimbursement. 1. Safety Shoes. For each two-year period starting January 1, 2000, eligible employees will be allowed reimbursement for the purchase and repair of safety shoes up to a maximum of two hundred dollars ($200). For each two- year period starting January 1, 2002, eligible employees will be allowed reimbursement for the purchase and repair of safety shoes up to a maximum of two hundred twenty-five dollars ($225). There is no limitation on the number of shoes or number of repairs allowed. 2. Safety Eyeglasses. The County will reimburse eligible employees for prescription safety eyeglasses which are approved by the County and are obtained from such establishment as required by the County. F. Mileage Reimbursement: For all employees in classes listed in Exhibit A, but excluding Department Heads as defined below, mileage allowance for the use of personal vehicles on County business shall be paid according to the rates allowed by the Internal Revenue Service (IRS) and shall be adjusted to reflect changes in this rate on the date it becomes effective or the first of the month following announcement of the changed rate by the IRS, whichever is later. Mileage allowance for the use of personal vehicles on County business by employees in the class of Supervising Appraiser and Supervising Auditor-Appraiser shall be at the rate of$.02 per mile above the current IRS rate for all miles driven. G. Executive Automobile Allowance: The County Administrator, appointed Department Heads and elected Department Heads shall be eligible to receive a monthly automobile allowance plus $ .25 per mile for mileage. Receipt of the automobile allowance will require that Department Heads and officials furnish a private automobile for County business. Allowance shall be made as follows: 1. County Administrator = $550 per month (effective 10/01/99). 2. Elected Department Heads = $500 per month (effective 10/01/99). Assessor District Attorney Auditor-Controller Sheriff-Coroner Clerk-Recorder Treasurer-Tax Collector 3. Appointed Department Heads = $450 per month (effective 10/01/99). Agricultural Commissioner/Director of Weights and Measures Community Services Director 16 County Counsel County Librarian County Probation Officer County Veterans' Service Officer County Welfare Director Director of Animal Services Director of Building Inspection Director of Community Development Director of Employment & Human Services Director of General Services Director of Policy & Innovation Director of Health Services Director of Human Resources Director of Information Technology Local Agency Formation Commission Director Public Defender Public Works Director Retirement Administrator If use of a County vehicle is temporarily required as a result of an emergency such as an accident or mechanical failure to the Executive's personal automobile, with the approval of the County Administrator, a County vehicle may be utilized. The General Services Department will charge the Executive's department for the cost of the County vehicle usage consistent with County policy. H. Retirement Contribution: Pursuant to Government Code Section 31581.1, the County will pay 50% of the retirement contributions normally required of elected, management and unrepresented employees whose classifications are listed in Exhibit A. Employees shall be responsible for payment of the employee's contribution for the retirement cost-of-living program as determined by the Board of Retirement of the Contra Costa County Employees' Retirement Association without the County paying any part of the employee's share. The County will continue to pay the employer's share of the retirement cost-of-living program contribution. I. 414H Participation: The County will continue provisions of Section 414 (h) (2) of the Internal Revenue Code which allows the County Auditor-Controller to reduce the gross monthly pay of employees in classes listed in Exhibit A by an amount equal to the employee's total contribution to the County Retirement System before Federal and State income taxes are withheld and forward that amount to the Retirement system. This program of deferred retirement contribution will be universal and non- voluntary as is required by statute. J. 401(a) Deferred Benefit Plan: The County will conduct a study regarding 401(a) Plan and implement the Plan if it is feasible. 17 K. Management Life Insurance: All classified, project and exempt management employees, excluding Department Heads, and elected Officials listed above in Section V.( G) 1-3 whose classifications are identified in Exhibit A, shall be provided with a $47,000 term life insurance policy. The coverage shall include an accelerated death benefit option. Elected officials and Department Heads shall continue to be provided with $50,000 term life insurance policies. Premiums for this insurance shall be paid by the County with conditions of eligibility to be reviewed annually. All employees covered herein may also subscribe voluntarily for supplemental life insurance coverage. L. Attorney Professional Development Reimbursement: The County shall reimburse employees in the below listed management attorney classifications up to a maximum of$350 each fiscal year for the following types of expenses: 1. Purchase of job-related computer hardware and software. 2. Membership dues in legal professional associations. 3. Purchase of legal publications. 4. Training and travel costs for job-related educational courses. Any unused accrual may be carried forward to the next fiscal year up to a maximum of$700. Classes eligible are: Assistant County Counsel District Attorney-Public Admin. Assistant Public Defender Deputy County Counsel Deep Class Assistant Public Defender-Exempt Chief Assistant Public Defender-Exempt Chief Deputy District Attorney-Exempt Chief Trial Deputy Public Defender Deputy County Counsel-Fixed Term* Deputy District Attorney Deputy County Counsel-Small Claims Deputy District Attorney-Fixed Term* County Counsel Public Defender Civil Litigation Attorney Deep Class Senior Deputy District Atty.-Exempt * Prorated on a monthly basis In addition, the County shall reimburse employees in the above listed classes for California State Bar membership dues (but not penalty fees) and for criminal and/or civil specialization fees if annually approved in advance by the Department Head. M. Training_ All management and unrepresented employees in classes listed in Exhibit A, excluding attorney classes listed in Section IV (k) above, shall be eligible for career development training reimbursement in the maximum amount of$650 per fiscal year. The reimbursement of training expenses shall be consistent with Administrative Bulletins on Travel and Training. 18 N. Manaaement Development Policy: All management and unrepresented employees shall be authorized to attend professional training programs, seminars, and workshops, a minimum of thirty (30) hours annually, during normal work hours with Department Head approval for the purpose of developing knowledge, skills, and abilities, in the areas of supervision, management and County policies and procedures. Departments are particularly encouraged to provide professional development opportunities (above the thirty (30) hours minimum)for people newly promoted into positions of direct supervision. Priority for professional training programs shall be afforded those offered through the Contra Costa Training Institute. Other related and appropriate training/education resources approved by the department may also be considered. To encourage personal and professional growth, the County provides reimbursement for certain expenses incurred by employees for job-related training (required training and career development training/education). Provision for eligibility and reimbursement are identified in Administrative Bulletin 12.7, November 1, 1989, as amended. O. Long-Term Disability Insurance: For classified, project and exempt management employees and elected officials whose classifications are listed in Exhibit A, the County shall continue in force all provisions of the Long-Term Disability Insurance program with a replacement limit of 85% of total monthly base earnings reduced by any deductible benefits. The premium for this Long-Term Disability Insurance program shall continue to be fully paid by the County. P. Vacation Buy Back: Classified, Project and Exempt Management employees (including those working twenty-four (24) hour shift patterns in merit system fire districts) in classes listed in Exhibit A, may choose reimbursement for up to one- third (1/3) of their annual vacation accrual, subject to the following conditions: (1) the choice can be made only once in each calendar year; (2) payment shall be based on an hourly rate determined by dividing the employee's monthly salary by 173.33 (242.67 for employees working twenty-four (24) hour shifts in fire districts); and (3)the maximum number of hours that may be reimbursed in any year is one- third (1/3) of the annual accrual. In those instances where a lump-sum payment has been made to management employees in lieu of a retroactive general salary adjustment for a portion of the calendar year which is subsequent to exercise by a management employee of the vacation buy-back provision herein, that employee's vacation buy back shall be adjusted to reflect the percentage difference in base pay rates upon which the lump- sum payment was computed provided that the period covered by the lump-sum 19 payment was inclusive of the effective date of the vacation buy back. Q. Uniform Allowance: (a) Sheriff-Coroner's Department. The uniform allowance for non-sworn management employees in the Sheriff-Coroner's Department shall be increased to $675 per year effective July 1, 1999, $725 per year on July 1, 2000, and $800 effective July 1, 2001, payable 1/12 of the yearly total in monthly pay warrants. Management employees eligible for this uniform allowance include: Sheriffs Fiscal Officer (64SJ), Sheriffs Chief of Management Services (APDC), Sheriffs Administrative Assistant III (ADTA). (b) Animal Services Department. The uniform allowance for employees in the management classifications of Animal Services Lieutenant and Chief Animal Control Supervisor shall be increased to$675 per year effective July 1, 1999, $725 per year on July 1, 2000, and $800 effective July 1, 2001, payable 1/12 of the yearly total in monthly pay warrants. Any other increase in the Uniform Allowance, which may be granted to Animal Services Officers while this Resolution is in effect, shall be granted to the Animal Services management classes. R. Fire District Sick Leave and Vacation Accrual Rates: Vacation and sick leave accrual and usage rates for management employees regularly assigned to fifty-six (56) hour per week positions within the Contra Costa, Orinda and Moraga Fire Protection Districts shall continue to be in accordance with Administrative Bulletins issued by the respective Districts. S. Professional Development Reimbursement: Classified, project and exempt management employees, excluding Department Heads, their chief assistant(s), engineering managers, and all attorney classes, shall be eligible for reimbursement of up to $525 for each two (2) year period beginning January 1, 1999 for memberships in professional organizations, subscriptions to professional publications, attendance fees at job-related professional development activities and purchase of computer hardware and software. Department Heads and their chief assistant(s) shall be eligible for similar reimbursement in the amount of $825 for each two (2) year period beginning January 1, 1999. Engineering Managers shall be allowed reimbursement for qualifying professional development expenses as noted above and professional engineering license fees required by the employee's classification up to a total of$650 for each two (2) year period beginning January 1, 1999. Unless and until the current reimbursement policy is amended, eligible employees may obtain reimbursement for eligible expenses incurred between the periods 20 January 1, 1999 to December 31, 2000 and January 1 2001 to December 31, 2002. In order to receive reimbursement for the 1999-2000 period, the expense must have been incurred during the period beginning January 1, 1999 through December 31, 2000. In order to receive reimbursement for the 2001-2002 period, the expense must have been incurred during the period beginning January 1, 2001 through December 31, 2002. Authorization for individual professional development reimbursement requests shall be made by the Department Head. Reimbursement will occur through the regular demand process with demands being accompanied by proof of payment (copy of invoice or canceled check). T. Sick Leave Incentive Plan: Classified, project and exempt management employees whose classes are listed in Exhibit A shall be eligible for a payoff of unused sick leave accruals at separation. This program is initiated as an incentive for employees to safeguard sick leave accruals as protection against wage loss due to time lost for injury or illness. Payoff shall be approved by the Director of Human Resources and can be awarded only under the following conditions: 1. The employee must have resigned in good standing. 2. Payout is not available if the employee retires. 3. The balance at resignation must be at least 70% of accruals earned in the preceding continuous period of employment, but excluding any sick leave use covered by the Family and Medical Leave Act, the California Family Rights Act, or the California Pregnancy Disability Act. 4. Payout shall be under the following schedule: Years of Permanent Percent of Unused Continuous Service Sick Leave Paid 3 - 5 years 30% 5 - 7 years 40% 7 plus years 50% 5. No payoff shall be made pursuant to this section unless the Contra Costa Employees Retirement Association has certified that an employee requesting a sick leave payoff pursuant to this section IV.S. has terminated membership in, and has withdrawn his or her contributions from the Retirement Association. 6. This section reflects the intent of this Board from the time the provisions of section IV.S. were adopted that payments pursuant to this section IV.S. shall be in lieu of any retirement benefits resulting from employment by this County or Districts governed by this Board. U. Video Display Terminal (VDT) Users Eve Examination: All elected officials (except Superior and Municipal Court Judges and other Judicial Officers as defined in Resolution 95/400) appointed officials and classified, project and exempt 21 management employees whose classifications are listed in Exhibit A, shall be eligible to receive an annual eye examination on County time and at County expense provided that the employee regularly uses a video display terminal at least an average of two (2) hours per day as certified by their department. Employees certified for examination under this program must process their request through the Benefits Services Unit of the County Human Resources Department. Should prescription VDT eyeglasses be prescribed for the employee following the examination, the County agrees to provide, at no cost, the basic VDT eyewear including $10 frame and single vision lenses. Employees may, through individual arrangement between the employee and the employees' doctor and solely at the employee's expense, include bifocal, trifocal or blended lenses and other care, services or materials not covered by the Plan. The basic plan coverage, including the examination, may be credited toward the employee-enhanced benefit. V. Catastrophic Leave Bank: Modify to allow employees to donate hours either to a specific eligible employee or to the bank. Employees who elect to donate to a specific individual shall have seventy-five percent (75%) of their donation credited to the individual and twenty-five percent (25%) credited to the catastrophic Leave Bank. W. Holiday Pay for Nursing Shift Coordinator: Permanent part-time and permanent- intermittent employees in the class of Nursing Shift Coordinator who work on a holiday shall receive overtime pay or compensatory time credit for all hour worked, up to a maximum of eight (8) hours. Limited term employees in the class of Nursing Shift Coordinator who work on a holiday shall be compensated at one and one-half (1 '/2) times the hourly rate for all hours worked, up to a maximum of eight (8) hours. X. Podiatrists/Optometrists Unrepresented Status: The classes of Exempt Medical Staff Podiatrist (VPS2) and Exempt Medical Staff Optometrist (VPS1) shall continue to be eligible under terms of this Resolution for Educational Leave as provided in Resolution 89/741 Section 9; Malpractice coverage as provided in Resolution 89/741f Section 11 and Paid Personal Leave as provided in Resolution 92/528. All other benefits and coverages afforded unrepresented employees in this Resolution shall apply to these classes. Y. Health Care Spending Account: For all employees covered by this Resolution 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 designated to qualify for tax savings under Section 125 of the Internal Revenue Code, but such savings are not guaranteed. Effective January 1, 2000, the HCSA Program allows employees to set aside a pre-determined amount of money from their paycheck, not to exceed $3000 per year, for health care expenses not reimbursed by any other health benefits plan with before tax dollars. HCSA dollars 22 can be expended on any eligible medical expenses allowed by Internal Revenue Code Section 125. Any unused balance is forfeited and cannot be recovered by the employee. Z. PERS Long Term Care: For all employees covered by this Resolution, the County will 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 at their personal expense 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). VI. CURRENT TERMS AND CONDITIONS OF EMPLOYMENT A. Overtime Exclusion: In recognition of their management status, all classified, exempt and project management employees whose classifications are listed in Exhibit A, shall continue to be overtime exempt. The Office of the County Administrator shall continue its authority to exclude certain management classes from Overtime Exemption. Provisional appointees to management classes and employees receiving higher pay for a higher management classification who were not previously in a management class shall not be placed on the Overtime Exempt Exclusion List since they are not eligible for management benefits. B. Part-Time Employees: Part-time Classified, Exempt and Project Management employees whose classifications are listed in Exhibit A, who work at least in a 20/40 position on a continuing basis, shall be provided the management benefits listed in this Resolution except that vacation and sick leave accruals shall be prorated by position hours. C. Permanent-Intermittent Employees: Permanent-intermittent employees whose classifications are set forth in Exhibit A, are eligible for vacation and sick leave benefits as defined in this Resolution on a pro-rata basis. D. Lenath of Service Credits: For all employees whose classifications are listed in Exhibit A, the length of service credits of each permanent employee shall date from the beginning of the last period of continuous County employment including temporary, provisional and permanent status and absences on approved leave of absence except that when an employee separates from a permanent position in good standing and is subsequently reemployed in a permanent County position prior to the completion of two (2) years from date of separation, the period of separation will be bridged. Under these circumstances, the service credits shall include all credits accumulated at time of separation but shall not include the period 23 of separation. The service credits of an employee shall be determined from employee status records of the Human Resources Department. E. Mirror Classifications: As determined by the Human Resources Director, employees in unrepresented job classifications which mirror management, represented or other unrepresented job classifications shall continue to receive the salary and fringe benefits that are received by employees in the comparable mirror classifications. F. Deep Classes: No provisions of this Resolution regarding terms and conditions of employment for management or unrepresented employees is intended to supersede any specific provision in effect within any separate Deep Class Resolution for these classifications. G. Administrative Provision: The County Administrator shall establish guidelines, bulletins or directives as necessary to further define or implement provisions contained in this Resolution, all provisions of Resolution No. 83/1 and the County Salary Regulations shall continue to apply to management and unrepresented employees covered by the terms of this Resolution. 24 Exhibit C- 1 2. Health and Dental Benefits 2.10 Health Plan Coveraaes: Effective January 1, 2000, the County will provide the medical and dental coverage for management, exempt, and unrepresented employees and for their eligible family members expressed in the contracts between the County and the following providers: (a) Contra Costa Health Plans (CCHP), Plan A (b) Contra Costa Health Plans (CCHP), Plan B (c) Kaiser Foundation Health Plan (d) Health Net HMO (e) Health Net PPO (f) Delta Dental (g) PMI Delta Care Dental 2.11 County Health and Dental Plan Contribution Rates: For permanent full time and permanent part-time employees who are scheduled to work twenty (20) or more hours per week, the County will pay the following proportions of the monthly premium charge for employees and for their eligible family members: (a) Contra Costa County Health Plans, Plan A, ninety-eight percent (98%). (b) Contra Costa County Health Plans, Plan B, ninety percent (90%). (c) Kaiser Foundation Health Plan, eighty percent (80%). (d) Health Net HMO, eighty percent (80%). (e) Health Net PPO, sixty-six and 27/100 percent (66.27%), provided that the County will pay only fifty percent (50%) of any premium increase after January 1, 2000. (f) Delta Dental when combined with Contra Costa County Health Plans, Plan A or Plan B, ninety-eight percent (98%). (g) PMI Delta Care Dental when combined with Contra Costa County Health Plans, Plan A or Plan B, ninety-eight percent (98%). (h) Delta Dental when combined with Kaiser Foundation Health Plan, Health Net HMO or Health Net PPO, seventy-eight percent (78%). (i) PMI Delta Care Dental when combined with Kaiser Foundation Health Plan, Health Net HMO, or Health Net PPO, seventy-eight percent (78%) for no more than three years. Delta Dental or PMI Delta Care Dental not combined with any health plan, one hundred percent (100%) less one cent (.01). 2.12 Life Insurance Benefit Under Health and Dental Plans: Employees enrolled in the County's program of medical or dental coverage will additionally be covered by term life insurance in the amount of seven thousand five hundred dollars ($7500) at County cost when the county contributes to the cost of medical as dental coverage. 2.13 Supplemental Life Insurance: For all permanent full time and part-time (20/40 or greater) employees, in addition to the life insurance benefits provided by this resolution, employees may subscribe voluntarily and at their own expense for supplemental life insurance. Employees may subscribe for one to five times annual salary up to $250,000 guaranteed issue and, upon approval by the carrier, $251,0004500,000, provided the election is made within the required enrollment periods. 2.14 Health Plan Coveraaes, and- Provisions: The following provisions are applicable regarding County Health Plan participation. (a) Health, Dental and Life Participation by Permanent —intermittent, Part- Time artTime and Provisional Eftloyees: Permanent intermittent employees and employees provisionally appointed to permanent positions and permanent part-time employees working 19 hours per week or less may participate in the County Group Health Plan and life insurance coverage only at the employee's full expense. (b) Partial Month: The County's contribution to the Health Plan premium is payable for any month in which the employee is paid. If an employee's compensation in any month is not sufficient to pay the employee share of the premium, the employee must make-up the difference by remitting the amount delinquent to the Auditor-Controller. The responsibility for this payment rests with the employee. (c) Leave of Absence: The County will continue to pay the County share of health care premiums (Medical and or dental coverage) for enrolled employees who are on an approved unpaid leave of absence for a period of thirty days or more provided the employee share of the health care premium is paid by the employee. 2.15 Retirement Coverage: (a) Upon retirement, employees may remain in their County group medical plan if immediately before their retirement they are either active subscribers to one of the County contracted health plans or if while on authorized leave of absence without pay, they have retained continuous group or individual conversion membership during the leave period. For the term of this Resolution, the County will make the Medical and Dental plan contribution expressed in Section 2.11 for such retired employees and their eligible family members. (b) Employees Who File For Deferred Retirement. Employees and their eligible family members covered by this Resolution who resign and file for a deferred retirement may continue in their County group health and dental plan under the following conditions and limitations: (1) Health and dental coverage during the deferred retirement period is totally at the expense of the employee, without any County contributions. (2) Life insurance coverage is not included. (3) To be eligible to continue health and dental coverage, the employee must: i. be qualified for a deferred retirement under the 1937 Retirement Act provisions ii. 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 2 iii. be eligible for a monthly allowance from the Retirement System and direct receipt of a monthly allowance within twenty-four (24) months of their application for deferred retirement iv. file an election to defer retirement and to continue health benefits hereunder with the County Benefits Division within thirty (30) days before their separation from county service. (4) Deferred retirees who elect continued health benefits hereunder and their eligible family members 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. (5) Deferred retirees may elect continued health benefits hereunder after retirement and may elect not to maintain participation in their county health and/or dental plan during their deferred retirement period; in which case they and their eligible family members will 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 can occur no sooner than the first of the month following a full three (3) calendar month waiting period after the month in which their retirement allowance commences. (6) Employees who elect deferred retirement will not be eligible in any event for County health or dental plan subvention unless the member draws a monthly retirement allowance within not more than twenty-four (24) months after separation from County service. (7) Deferred retirees and their eligible family members are required to meet the same eligibility provisions for health/dental plans as active/retired employees. 2.16 Dual Coverage: (a) If a husband and wife both work for the County and one of them is laid off, the remaining employee, if eligible, shall be allowed to enroll or transfer into the health coverage combination of his/her choice. (b) An eligible employee who loses medical or dental coverage through a spouse's coverage shall be allowed to enroll or transfer into the county contracted health coverage combination of his/her choice within thirty (30) days of the date coverage is no longer afforded under the spouse's plan. 2.16 Eligibility Criteria Applicable to All Enrollees in Medical Plans. The following persons may be enrolled as the eligible Family Members of a medical or dental plan Subscriber: (a) The Subscriber's Spouse. (b) The Subscriber's domestic partner and dependents eligible to participate in health/dental coverage contingent upon meeting eligibility and enrollment requirements. 3 (c) The Subscriber's Child, which includes a natural or legally adopted child of either a Subscriber or the spouse, a foster child entirely supported by the Subscriber or the spouse and for whom the Subscriber or the spouse is the legal guardian, provided in all cases that the child is dependent, unmarried, and under the age of twenty-five (25). Nevertheless, foster children who are eligible for Medi-Cal coverage are not eligible for coverage under the Plan. Pursuant to Insurance Code Section 10121, immediate coverage is available to each newborn child of a Member and to any minor child placed in the physical custody of a Member for adoption. For a legally adopted child, proof of eligibility by a court adoption order and a copy of a U.S. income tax return of the Subscriber or the spouse showing dependency of the child, may be required. For a foster child, proof of eligibility requires a copy of a Social Service Foster Care Agreement and a letter from Social Service verifying that the child is not eligible for Medi-Cal coverage. For dependents aged nineteen (19) to twenty-five (25), a statement may be required to verify that the child is legally dependent in accordance with Internal Revenue Service requirements. Attainment of the limiting age shall not terminate coverage of a child while the child is and continues to be both (a) incapable of self- sustaining employment by reason of mental retardation or physical handicap and (b) chiefly dependent upon the Subscriber for support and maintenance, proved the proof of such incapacity and dependency is furnished to the Plan Administrator by the Subscriber within thirty-one (31) days of the child's 25th birthday and annually thereafter, if required by the Plan Administrator. 2.17 Health Care Spending Account: For all management, exempt and unrepresented employees, after six months of employment, 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 designated to qualify for tax savings under Section 125 of the Internal Revenue code, but such savings are not guaranteed. The HCSA Program allows employees to set aside a pre-determined amount of money from their pay, not to exceed $3000 per year, of before tax dollars, for health care expenses not reimbursed by any other health benefits plan. HCSA dollars can be expended on any eligible medical expenses allowed by Internal Revenue Code Section 125. Any unused balance is forfeited and cannot be recovered by the employee. 2.20 PERS Lona Term are: For all management, exempt and unrepresented employees, the County will deduct and remit monthly premiums to the PERS Long Term Care Administrator, for County employees who are eligible and voluntarily elect to purchase long term care at their personal expense through the PERS Long Term Care Program. 2.21 Dependent Care Assistance Program: For all permanent full time and part- time (20/40 or greater) County employees, the County will offer the option of enrolling in a Dependent Care Assistance Program (DCAP) designed to qualify for tax savings under Section 12 of the Internal Revenue Code, but such savings are not guaranteed. The program allows employees to set aside $5000 of annual salary (before taxes) per calendar year to pay for eligible dependent care (child and elder 4 care) expenses. Any unused balance is forfeited and cannot be recovered by the • employee.