HomeMy WebLinkAboutMINUTES - 12141999 - C58-C61 g
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, RESOLUTION NO. 99/657
DESAULNIER AND CANCIAMILLA
NOES: NONE
ABSENT: NONE
ABSTAIN: NONE
SUBJECT: In the Matter of Implementing a Performance Pay Plan For the Class of
Assistant County Administrator.
THE CONTRA COSTA COUNTY BOARD OF SUPERVISORS in its capacity as governing
Board of the County of Contra Costa and all districts of which it is ex-officio governing Board
RESOLVES THAT:
A. Salary Range and Position: Effective March 1, 2000, add one full-time position and
allocate the class of Assistant County Administrator on the salary schedule to Salary M50 2893
(Step 1 to Step 5).
B. Merit Salary Increment Review - On the employee's anniversary date, the appointing
authority may, based upon an evaluation of work performance, award a merit increment of 5%
for satisfactory performance of the employee. The salary advancement shall be granted only
on the affirmative action of the appointing authority. In no case shall a step be awarded
beyond step 3 of the salary range for satisfactory performance. The appointing authority may
unconditionally deny a salary increment advancement or may deny the step subject to review at
a specified date before the next anniversary date.
C. Performance Review: The appointing authority may, based upon an annual evaluation of
work performance, award either one (1) 5% step increment or two (2) 5% step increments for
outstanding performance and/or the achievement of specific performance-based objectives
(hereinafter referred to as outstanding performance) to the incumbent in the class of Assistant
County Administrator - Exempt.
If the employee does not receive outstanding performance pay on his/her annual evaluation
date, an extra salary review date may be set by the appointing authority for six (6) months
after the annual evaluation date. This date may be set by the appointing authority upon return
of the Salary Review Report to the Director of Human Resources or at another time prior to
the extra review date six (6) months after the employee's annual evaluation date.
If the employee received an outstanding pay step of 5% on his/her annual evaluation date, the
appointing authority may, based upon an evaluation of work performance, award an additional
5% outstanding performance pay step effective six (6) months after the annual evaluation date
on the first of the month. If an employee was not awarded an outstanding performance step on
his/her annual evaluation date, the appointing authority may, based upon an evaluation of work
performance, award one (1) or two (2) outstanding pay step(s) effective six (6) months after
the annual evaluation date on the first of the month. In no instance, however, shall an
employee be awarded more than two (2) 5% outstanding performance pay steps between
annual evaluation dates.
At the discretion of the appointing authority, effective the first of a calendar month, approval
for outstanding performance pay may be rescinded, based upon an evaluation of work
performance, at any time between annual evaluation dates. Any outstanding performance pay
step(s) in effect on the employee's annual evaluation date are subject to evaluation by the
appointing authority and must be affirmatively recommended by the appointing authority to
continue or be increased.
In instances where the employee is receiving outstanding performance pay at the time that a
merit increment is approved, the employee's base salary step for satisfactory performance will
be adjusted to reflect the 5% merit increase. The employee's salary step placement will then
be further adjusted for the current outstanding performance pay that the employee had been
receiving using the employee's new merit step as the base upon which the performance pay
step(s) are added.
No salary step beyond Step 3 may be awarded for satisfactory performance. Steps 4 and 5 are
reserved exclusively for outstanding performance pay. No provision of this section shall allow
salary placement beyond the uppermost step of the salary schedule/level to which the class is
allocated.
D. The annual evaluation date for outstanding performance steps for employees shall be set by
the appointing authority.
E. Other Provisions - Except as may be changed or modified by resolution hereafter, all
provisions of the Salary Regulations are applicable to this class.
CONTACT: Leslie Knight (5-1766)
cc: Human Resources Department I hereby certify that this is a true and correct copy of
County Administrator an action taken and entered on the minutes of the
Auditor-Controller Board of Supervisors on the date shown.
ATTESTED: December 14, 1999
PHIL BATC LOR,Clerk of the Board
of Superviso and County Administrator
By ,Deputy
RESOLUTION NO. 99/657
RE UEST C.g N0.
POSITION ADJUSTMENT Q
DAIT 4 � '.S
Department Nod COPERS —j'
Department Count admin�ht
�inr
is �nf
ceBudget Unit No. Org No. Agency No.
Action Requeste AbolishlassAssistant County A ministrator-Henn SPrvicec (AnRR)
and cancel one 1) full-time
ropose ective Date: 4/1/2000
Classification Questionnaire attached: Yes o No EYCost is within Department's budget: Yesof Noo
Total One-Time Costs (non-salary) associated with request: $ 0
Estimated total cost adjustment (salary/benefits/one time:
Total annual cost $ 0 Net County Cost $, 0
Total this FY $ 0 N.C.C. this FY $ 0
SOURCE OF FUNDING TO OFFSET ADJUSTMENT
Department must initiate necessary adjustment and submit to CAO.
Use additional sheet for further explanations or comments.
D artment Nvad
REVIEWED BY CAO AND RELEASED TO HUMAN RESOURCES DEP AR .-- -m 0 L
. . / I�
epu ty A minis ator ` ate
HUMAN RESOURCES DEPARTMENT RECOMMENDATION ATE 12/6/99
Abolish the class of Assistant County Administrator-Human Se vices (ADB3) and
cancel one (1) full-time position
/laud bolntum nm e$bh11ddng posftlam and resoluMaes allocMng classes to the 6asic/Exa Wt salary sdodule_
Effective: o Day following Board Action.
4/1/2000 (Date)
or it or of HumanResZUree&
ADMINISTRATOR RECOMMENDATION DATE:
prove Recommendation of Director of Human Resources
o Disapprove Recommendation of Director of Human Resources
o Other:
or voh try, i istrator
BOARD OF SUPERVISORS TION: Phil ;�qor, Cie of the Board of Supervisors
Adjustment APPROVED and inist ----
DATE: -/ BY:
APPROVAL OF THIS ADJUSTMENT CONSTITUTES A PERSONNEL/SALARY RESOLUWON AMENDME
POSITION ADJUSTMENT ACTION TO BE COMPLETED BY HUMAN RESOURCES DEPARTMENT FOLLOWING BOARD,ACTION
Adjust classes)/position(s) as follows:
P300 (M47) Rev 5/1/95
THE BOARD OF SUPERVISORS OF CONTRA COSTA COUNTY, CALIFORNIA CM
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: In the Matter of Amending Resolution No. 99/ 654
Resolutions 99/624
Whereas the Board adopted Resolution 99/624 on December 7, 1999 correcting prior
Resolutions 99/593 and Resolutions 99/594 relating to compensation for Family and
Children's Services Represented and Management employees of he Community
Services Department and one classification was inadvertently omitted from these
Resolutions:
Now therefore, the Contra Costa County Board of Supervisors in its capacity as
Governing Board of the County of Contra Costa, and all districts of which it is the ex-
officio Governing Board Resolves That:
1. Section 2 of Resolution 99/624 is amended to include the class of Family and
Children's Services Family Advocate— Project (9MW3)
Orig. Dept: Human Resources 1 hs;reby certify that this is a true and correct copy of
Auditor— Payroll a;' ::u.r:: taken and entered on Lhe minutes of the
Community Services Dept
BoOV,111 of Supervisors on the date shown.
HR— Employee Relations Unit ATTESTED: December 14, 1999
CCCEA, Local One PFlIIRATIELOR,Clark of the Board
of
�,�rvls,,s
and County Administrator
I
° ,Deputy
BOARD OF SUPERVISORS AGENDA ITEM FOR
MEETING OF DECEMBER 14, 1999
RICH HEYNE — COMMUNITY SERVICES DEPARTMENT
RESOLUTION NO. 99/ 654
RESOLUTON LANGUAGE.-
ADOPT
ANGUAGE:ADOPT Resolution amending Resolution 99/ &2
AGENDA BLURB:
ADOPT Resolution correcting prior Resolution 99/ 0 z et relating to
compensation for employees in the Community Services Dept. (State and
Federal Funds)
• This action is necessary to include the class of Family and Children's Services
Family Advocate — Project in the Resolution which extended the 1% COLA from July
11 1999 through October 31, 1999. This class was inadvertently omitted from both
the original and the correction Resolutions previously sent to the Board.
• There are a total of 24 incumbents in this class. Due to the timing of this correction,
these employees will not receive the 1% salary adjustment which was effective
10/1/99 (including the lump sum retro for the period July 1 through October 31) until
the January 2000 paycheck.
RICHARD HEYNE — ER ONNEL SERVICES SUPERVISOR
el A
BOA"OF SUPERVISORS OF CONTRA COSTA COUNTY
Adopted this Order on December 14, 1999 by the following vote:
AYES: SUPERVISORS GIOIA, UILKEM7 GERBER, DESAULNIER AND CANCIAMILLA
NOES: NONE
ABSENT: NONE
ABSTAIN: NONE
SUBJECT: Additional Compensation for RESOLUTION NO. 99/ 658
Administrative Duties in the Class Of
Information Systems Project Manager
WHEREAS, the Board of Supervisors previously approved a request of the Chief
Information Officer - Director of Information Technology to restructure the salary range
for Information Systems Project Manager(LPNA) so that positions in the class which are
assigned additional supervisory/managerial responsibilities could be appropriately
compensated for those added responsibilities;
NOW, THEREFORE, THE CONTRA COSTA COUNTY BOARD OF SUPERVISORS
RESOLVES THAT:
1. Effective December 1, 1999, the employee assigned the additional responsibility
of managing the County's PeopleSoft Project may receive a ten percent (10%)
salary differential computed on the basis of his/her current salary step in lieu of
receiving two additional salary steps (10%) on the salary range.
2. Effective December 1, 1999, the employee assigned the additional responsibility
of managing the County's PeopleSoft Project shall have his/her salary reduced
two salary steps (10%) on the salary range.
3. The ten percent (10%) salary differential shall be discontinued upon removal of
the responsibility of managing the County's PeopleSoft Project effective the first
day of the month following the removal of said responsibility.
4. The provisions of this resolution supercede those contained in Resolution No.
97/91.
cc: County Administrator I hereby certify that this is a true and correct copy of
an action taken and entered on the minutes of the
Chief Information Officer Board of SupeMsurs on the date shown.
Director of I11formation technology ATTESTED: DeceMb�r 14, 1999
Human Resources De-oartment PHIL BATCHELOR,Clerk of the Board
Auditor-Controller-Payroll of Supervis rs and County Administrator
t, #
By Deputy
RESOLUTION NO. 99/658
BOA"OF SUPERVISORS OF CONTRA COSTA COUNTY
Adopted this Order on December 14, 1999 by the following vote:
AYES: SUPERVISORS GIOIA) UILKEMAI GERBER, DESAULNIER AND CANCIAMILLA
NOES: NONE
ABSENT: NONE
ABSTAIN: NONE
SUBJECT: Additional Compensation for RESOLUTION NO. 991661
Administrative Duties in the Class
Of Computer Operations Supervisor
WHEREAS, the Chief Information Officer - Director of Information Technology had
requested and the Board of Supervisors previously approved the restructuring of the
salary range for Computer Operations Supervisor (LKHA) so that positions in the class
which are assigned additional administrative duties could be appropriately compensated
for those added responsibilities;
NOW, THEREFORE, THE CONTRA COSTA COUNTY BOARD OF SUPERVISORS
RESOLVES THAT EFFECTIVE DECEMBER 1, 1999:
1 Incumbents in the class of Computer Operations Supervisor who are currently
assigned (or who are subsequently assigned) to a day shift position shall receive a
five percent (5%) salary differential computed on the basis of their current salary
step in recognition of additional administrative, supervisorial and operational
duties relative to the County Information Technology Operations Center which
must be attended by that employee during non-nal working hours.
2. Employees assigned to a day shift position in the class of Computer Operations
Supervisor, who have had their salary increased one step (five percent) in
recognition of their assignment to the day shift, shall be reduced one step on the
salary range.
3. No employee in the class of Computer Operations Supervisor may receive the five
percent (5%) salary differential while assigned to either the night or graveyard
shifts. Employees reassigned from the night or graveyard shifts to the day shift
may receive the five percent (5%) differential effective the first day of the month
following reassignment. The five percent (5%) differential shall be discontinued
for removal of the additional administrative duties effective the first day of the
month following the reassignment of a day shift employee to either the night or
graveyard shifts.
4. The provisions of this resolution supercede those contained in Resolution No.
97/43.
cc: County Administrator I hereby certify that this is a true and correct copy of
an t2ken and entered on the minutes of the
Chief Information Officer- �f,';PpeNisors on the date shown.
Director of Information Technology
Human Resources Department ATTESTED: Dt-r-c--mber 14, 1999
PHIL BATCHELOR,Clerk of the Board
Auditor-Controller --Payroll of Supervisom and County Administrator
By a ,Deputy
RESOLUTION No. 991661
W
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:
Adopt Letter of Understanding )
With CCCEA Local No. 1, Deputy Public ) Resolution No 99/ 659
Defenders' Unit and Contra Costa )
County )
BE IT RESOLVED that the Board of Supervisors of Contra Costa County ADOPT
the Letter of Understanding (copy attached and included as part of this
document), jointly signed by Kathy Ito, Labor Relations Manager, and Henry
Clarke, CCCEA Local No. 1 General Manager, to amend Resolution 99/589 by
adding provisions regarding economic terms and conditions for October 1, 1999
through September 30, 2002 which relate solely to those classifications
represented by the Deputy Public Defenders' Unit of that employee organization.
I hereby certify that this is a true and correct copy of
an ac-ion taken and entered on the minutes of the
Board of Supervisors on the date shown.
ATTESTED: December 14, 1999
HIL BATCH 0IR Clerk of the Board
o Supervisor and County Administrator
By ,Deputy
01
Orig. Dept.: Human Resources Department(Kathy Ito @ 5-1785)
cc: Labor Relations Unit
Personnel Services Unit
Auditor-Controller/Payroll
Department Heads (via Human Resources)
Henry Clarke, Local No. 1
Sandy Falk, Local No. 1
RESOLUTION NO. 99/659
Contra ��-5 ,,0� Human Resources
4*
Department
Costa = p
COUn' I
- _ "4Q Administration Bldg.
�OS'A cOUK't �~ 651 Pine Street,Third Floor
Martinez, California 94553-1292
December 9, 1999
Mr. Henry Clarke, General Manager
CCCEA Local No. 1
PO Box 222
Martinez CA 94553
RE: ECONOMIC TERMS & CONDITIONS FOR CCCEA LOCAL NO. 1 1999-
2002 LETTER OF UNDERSTANDING FOR THE DEPUTY PUBLIC
DEFENDER'S UNIT,
Dear Mr. Clarke,
This confirms agreement to submit this Letter of Understanding outlining
negotiated wage agreements and other economic terms and conditions of
employment for classifications represented by CCCEA Local No. 1, Deputy
Public Defender's Unit, beginning October 1, 1999 through September 30, 2002,
for approval by the Board of Supervisors as an addendum to the Letter of
Understanding between the County and CCCEA Local No. 1, adopted pursuant
to Board Resolution No. 99/589.
This Letter of Understanding amends Board of Supervisor's Resolution No.
99/589, superceding item thirty-two (32) and extending to the Deputy Public
Defender's Unit, applicable benefits outlined in items one (1) through twenty-
eight (28) of the November 11, 1999 Letter of Understanding, in addition to the
negotiated wage agreements and other economic terms and conditions of
employment included herein.
DEPUTY PUBLIC DEFENDERS UNIT TABLE AGREEMENTS
A. Effective October 1, 1999, the base pay of the following classifications will
be increased as follows:
Deputy Public Defender I through IV 2.0%
Public Defender Investigator I and 11 3.5%
Sr. Public Defender Investigator Aide 3.5%
Public Defender Investigator Aide 3.5%
Effective October 1, 2000, the base pay of the following classifications will
be increased as follows:
Deputy Public Defender I through IV 1.0%
B. Effective the first of the month in which the Board of Supervisors approves
this Letter of Understanding, performance pay may be granted in
recognition of outstanding performance to employees in the classification of
Deputy Public Defender IV as follows:
1) Two and one-half percent (2 1/2 %) step
2) Employee must be at top merit step of the salary range
3) Award must be based on an annual evaluation of work performance
4) Will be awarded on the employee's anniversary date
5) Shall remain in effect for twelve (12) months only
6) May be rescinded effective on the first of any month based on an
evaluation of performance
C. Professional Advisory Committee language modified to allow meeting to be
at the request of either party, within a reasonable period of time.
D. Effective July 1, 2000, the County shall reimburse each Deputy Public
Defender up to a maximum of six hundred dollars ($600) each fiscal year for
the following types of expenses: membership dues in legal, professional
associations; purchase of legal publications; legal on-line computer
services.- and training and travel costs for educational courses related to the
duties of a Deputy Public Defender; and software and hardware from a
standardized County approved list or with Department Head approval.
Commencing July 1, 2000, any unused accrual may be carried forward to
the next fiscal year up to eight hundred dollars ($800).
E. Effective July 1, 2000, the County shall reimburse each Public Defender
Investigator up to a maximum of two hundred fifty dollars ($250) each fiscal
year for the following types of expenses: membership dues in
investigation/legal, professional associations; purchase of investigation/legal
publications; and training and travel costs for educational courses related to
the duties of a Public Defender Investigator; and software and hardware
from a standardized County approved list or with Department Head
approval. Commencing July 1, 2000, any unused accrual may be carried
forward to the next fiscal year up to three hundred seventy five dollars
($375).
F. Beginning January 1, 2000, the County shall reimburse each Deputy Public
Defender-Special Assignment for California State Bar membership dues
(but not penalty fees) and for criminal specialization fees. To be eligible, one
must be a Deputy Public Defender-Special Assignment with the Contra
Costa County Public Defender's Department as of January 1 of the calendar
year for which reimbursement is requested.
Dated:- 12- 1 1,01
CONTRA COSTA CUOUN , CCCEA LOCAL NO. 1
Kathy Ito, Labor helation's Manager Mriiyrke' -
Genera Manager
CCCEA Local One
LR:unions\#1 lou.doc
cc: Leslie Knight, Director of Human Resources
David Coleman, Public Defender
Human Resources Division - Personnel Services Unit
Auditor/Payroll
LOCAL ONE-1999 NEGOTIATIONS
DEPUTY PUBLIC DEFENDER UNIT
COUNTY FINAL SETTLEMENT PACKAGE
Presented: October 28, 1999 ad 1:30 p.m.
Union Proposal#1-17% Wage Increase
Counter 10/28/99
A. 10-01-99-2%
10-01-00- 1%
B. Performance pay for outstanding performance:
Performance pay for DPD IV for outstanding performance effective the first of
the month in which the Board approves the LOU
1) Two and one-half percent (2 %%) step
2) Employee must be at top merit step of the salary range
3) Award must be based on an annual evaluation of work performance
4) Will be awarded on the employee's anniversary date
5) Shall remain in effect for twelve months only
6) May be rescinded effective the first of any month based on an evaluation of
performance
Union Proposal #2-Salary Formula
Reject
Union Proaosal#3.2_5%Salary Differential for 20 Years' Service
Reject
Union Proaosal #4-2.5% Salary Differential for Capital Cases
Reject
�j
Union Proposal #5 -Wage & Benefit parity w/non-represented County
Attorneys
Reject
Union Proposal #64ncrease paid time off 2 hrs per month
Reject
Union Proposal #7-Increase accrual after 15 years
Reject
Union Proposal #8-Increase deferred comp from $40 to $50
Reject
Union Proposal#9-Eliminate base qualification for deferred comp
Reject
Union Proposal #10-Continue full reimbursement of State Bar dues
Current language covers this
Union Proposal #11-Increase Book fund to $600
Counter proposal 10/7/99
$600.00
Union Proposal #12-Eliminate carryover maximum
Counter proposal 10/7/99
$800.00 maximum
Union Proposal #13-Allow expenditure for computer software
Counter proposal 10/28/99
Include Legal on-line services
Union Proposal #14-Eliminate_ mgmt Awroval for book fund usage
Reject
Union Proposal #15-Full reimbursement for Capital Defense conference
Reject
Union Proposal,#16-Eliminate disparate appropriate of support staff
Reject
Union Proposal #17-Require mgmt to meet& confer upon union recrues_t
Modify existing language in MOU
Union Proposal #18-Establish Domestic Partner benefits
TA at Coalition
Union Proposal #19-Employee Parkinq Relief
Reject
Union Proposal #20-Inclusion in Vide, o Terminal Display Benefit Program
Reject
Union Proposal #21-Establish vision care benefits
TA at Coalition — moved to
Health Care Oversight Committee
Union Proposal #22-Sick leave buvback of 50% after 3 years
Reject
PUBLIC DEFENDER SPECIAL ASSIGNMENT (TEMPO= ATTORNEY
Union Proposal SA#1-Medical Dental Insurance
TA at Coalition
Union Proposal Counter S_ A#2-Reimburse for mandatory State Bar Assn.
Counter proposal 10/7!99
Agreed
Union Proposal SA#3-Book Fund Participation
Reject
Union Proposal SA#4-Retirement Buyback
Reject
Union Proposal SA#5-Promote to DPD III after 3 vears as SA attorney
Reject
Union Proposal SA#6-5% Wage Increase
TA at Coalition
TENTATIVE AGREEMENT
Dated: G
COUNTY LOCAL ONE
i n
LOCAL ONE
DEPUTY PUBLIC DEFENDER UNIT
COUNTER TO UNIT PROPOSAL No. 17
Presented: October 28, 1999
57.4 Deputy Public Defenders Unit
A. Professional Advisory Committee. The Professional Advisory
Committee shall be continued. Said committee shall be composed
of not more than two (2) employee representatives appointed by
the Public Defenders Unit of Local No. 1 and two (2) department
representatives and shall meet at the request of gither party, within
a reasonable period of time. rAutual GGRVeMeRGe ewti96
GRGe eVePX:bAXQ 1�2� MnMth-&-
J
TENTATIVE AGREEMENT
Dated: 9
COUNTY L CAL ONE
LOCAL ONE
DEPUTY PUBLIC DEFENDER UNIT
COUNTER TO UNIT PROPOSAL Nos. 11
Presented: October 28, 1999
57.4 Dewey-Public Defenders Unit
E. The County shall reimburse each Deputy Public Defender up to a
maximum five hundred dollars ($500) each fiscal year commencing
July 1, 1997 for the following types of expenses: membership dues
in legal, professional associations; purchase of legal publications;
legal on-line computer,services: and training and travel costs for
educational courses related to the duties of a Deputy Public
Defender; and software and hardware from a standardized County
approved list or with Department Head approval," provided each
Deputy Public Defender complies with the provisions of the
Computer Use and Security Policy adopted by the Board of
Supervisors. Commencing, July 1, 2000 the maximum will be
increased to six hundred dollars ($600) for each fiscal year.
Any unused accrual may be carried forward to the next fiscal year
up to seven hundred dollars ($700). Commencing July 1. 2000, any
unused accrual maybe carried forward to the next fiscal year uQ to
eight - hundred dollars ($800). The Training Reimbursement
provision contained in Section 28 of this MOU shall not apply to
employees in the Deputy Public Defenders Unit.
The County shall reimburse each Deputy Public Defender for
California State Bar membership dues (but not penalty fees) and for
criminal specialization fees. To be eligible, one must be a
permanent Deputy Public Defender with the Contra Costa County
Public Defenders Department as of January 1 of the calendar year
for which reimbursement is requested.
TENTATIVE AGREEMENT
Dated:
COUNTY LOCAL ONE
(24W
�r
LOCAL ONE
DEPUTY PUBLIC DEFENDER UNIT
LAST BEST AND FINAL SETTLEMENT PACKAGE —INVESTIGATORS
Presented: October 28, 1999
3:39 PM
57.4 Deputy Public Defenders Unit
L. Public Defender Investigators-
Benefits under Section 57.4 Deputy Defenders Unit that are applicable to Public
Defender Investigator I and 11 shall be listed below:
Commencing ctober 1. 2000 1999. the County shall
reimburse each Public Defender Investigator up to a maximum of
two hundred fifty dollars ($250) each fiscal year for the following
types of expenses membership - dues in investigation legal,
professional associations: purchase of investigation/legal
publications: and training and travel costs for educational courses
related to the duties of a Public Defender Investigator, and software
and hardware from a standardized County approved list or with
Department Head approval, provided each Public Defender
Investigator complies with the provisions of the Computer Use and
Security Policy adopted by the Board of Supervisors.
Any unused accrual may be carried forward to the next fiscal year
up to three hundred seventy five dollars ($375). The T- -* ' -
Reimbumement i . . 1 Genta;ned in Sept o eA 28 of this MOW sh
not armly to empleyees ;n the Deputy Pub4e DefendeFs Unit
T � . =z/
M. Effective October 1, 1999, the base pay of the following classifications will
be increased as follows:
Public Defender Investigator 1 3.5%
Public Defender Investigator II 3.5%
Sr. Public Defender Investigator Aide 3.5%
Public Defender Investigator Aide 3.5%
TENTATIVE AGREEMENT
Dated: 10 r;L8-`?9
COUNTY LOCAL ONE
s L Human Resources
Contra
Department
Costa
Coun �,,� _ _ .�4� Administration Bldg.
ty �osrq �~ 651 Pine Street,Third Floor
CODS' Martinez, California 94553-1292
October 28, 1999
Mr. Henry Clarke, General Manager
Contra Costa Employees Assn, Local One
P.O. Box 222
Martinez, CA 94553
SUBJECT: Deputy Public Defender —Special Assignment
Dear Henry,
This letter is to confirm our agreement reached during the 1999 negotiation
session regarding reimbursement for California State Bar Dues for the
classification of Deputy Public Defender— Special Assignment.
Beginning January 1 , 2000, the County shall reimburse each Deputy
p Y
Public Defender —Special Assignment for California State Bar membership
dues (but not penalty fees) and for criminal specialization fees. To be
eligible, one must be a Deputy Public Defender - Special Assignment with
the Contra Costa County Public Defender's Department as of January 1 of
the calendar year for which reimbursement is requested.
Sincerely,
Kathy Ito
Labor Relations Manager