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HomeMy WebLinkAboutMINUTES - 12071999 - C63 THE BOARD OF SUPERVISORS OF CONTRA COSTA COUNTY, CALIFORNIA Adopted this Order on Decem er 7, 1 299 by the following vote: AYES: SUPERVISORS GIOIA, UILKEMA, GERBER, DESAULNIER AND CANCIAMILLA NOES: NONE ABSENT: NONE ABSTAIN: NONE SUBJECT: Adopt Letter of Understanding ) With Callfoml` es' s iation Resolution No 991634 BE IT RESOLVED that the Board of Supervisors of Contra Costa County ADOPT the Letter of Understanding (copy attached and includedas part of this document), jointly signed by Kathy Ito, Labor Relations Manager, and Francisco Ugarte, California Nurses' Association Labor Representative, regarding economic terms and conditions for October 1, 1999 through September 30, 2002 for those classifications represented by that employee organization. I hereby certify that this is a true and correct copy of an action taken and antered on the minutes of the Board of Supervisors on the date shown. ATTI BSTED. December 7,__ 1999 Pi iiL 8A CN LOO,Clerk of the Board f Supervisor nd Coun Administrator By rt. � Deputy Orig. [sept.: Human Resources Depsrtment(Kathy Ito @ 5-1785) cc: Labor Relations Unit Personnel Services Unit Auditor-Controiier/Payroli [department Heads(via Human Resources) Cr.William Walker, Director of Health Services Department Lee Ann Adams,Health Services Personnel officer Francisco Ugarte,CNA Contra Human Resources Costa Department a! ���. o� i�� " •• - Administration Bldg. t�t �� 651 Pine Street,Third f=loor A" iK Martinez,California 94553-1292 November 18, 1999 Mr. Francisco Ugarte, Labor Representative California Nurses Association 2000 Franklin Street Oakland, CA 94621 RE: ECONOMIC TERMS & CONDITIONS FOR CALIFORNIA NURSES ASSOCIATION 1999-2002 LETTER OF UNDERSTANDING Dear Mr. Ugarte: This confirms agreement to submit this Letter of Understanding outlining negotiated wage agreements and other economic terms and conditions of employment beginning October 1, 1999 through September 30, 2002 for approval by the Board of Supervisors. This letter expresses wage and benefit changes and other terms and conditions of employment, agreed upon between Contra Costa County California Nurses Association, which shall be implemented upon approval by the Board of Supervisors and expressed in a comprehensive Memorandum of Understanding (MOU) which is being prepared. The Tentative Agreements attached hereto are incorporated herein by reference. A comprehensive MOU will be finalized by the parties as soonas possible and submitted to the Board of Supervisors for further approval. Fending such further approval, the terms and conditions of employment of employees represented by California Nurses Association are expressed in the fast expired MOU, subject to the terms of this Letter of Understanding. COALITION AGREEMENTS I. 'Wage Increases: October 1, 1999: 5.0% increase October 1, 2000: 3.0% increase October 1, 2001: 4.0% increase _ 2. Lump Sum Payment. A five percent (5%) Lump Sum Pay will be calculated for all eligible earnings. This includes employee regular pay, overtime pay and specific other earnings computed as a percentage of base pay from October 1, 9999 through November 30, 1999. A. The October 1, 1999 increase will be paid retroactively in a lump sum payment to each employee for the period October '1, 1999 through November 30, 1999, without interest. B. The payment amount thus computed will be paid on the January 10, 1999 pay warrant as a "Lump Sum Payment" and will be subject to normal tax withholding and retirement deduction requirements. 3. 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. 4. Dis `l` . Amend section to add Psychologist to the list approved for examination of employees. 5. .Health Care Spending nding Account. Increase the amount of pre-tax dollars an employee may set aside from $2400 to $3000 per year for health care expenses not reimbursed by any other health benefits plan'. 6. Retirement Coverage. Clarification of language regarding conversion of medical plan upon retirement. 7. Workers' Compensation. Reduce amount of continuing pay for all permanent employees from eighty-seven percent (87%) to eighty-six percent (86%) of regular monthly salary for all claims filed on or after January 1, 2000. Clarify continuing pay and waiting period language. Follow-up treatment visits are to be scheduled contiguous to either the beginning or end of the scheduled work day whenever possible. 8. Medical/Dental/Life Insurance Adjustments. From January 1, 2000 to September 30, 2002, the medical, dental and life insurance benefits for permanent employees regularly scheduled to work twenty (20)or more hours per week shall be those expressed in the Tentative Agreements between Contra Costa County and the members of the Labor Coalition dated October 1, 1999, a copy of which is attached hereto. -2 - 9. Health Plans. The County and the Health Care Oversight Committee, as a sub-committee of the County and the Labor Coalition, shall 1) seek and secure mutually agreeable options of health plans which provide improved "portability„ for participants and 2), consider certain issues regarding CCHP and improvements in vision care coverage. 10. Bi_ l aua . Increase differential to seventy dollars ($711.00) per month effective October 1, 1999; to seventy-five dollars ($75.00) per month effective October 1, 2000; and to eighty dollars ($80.00) per month effective October 1, 200'1. 11. Pay for Work in Higher Glassific to ion. The rate of pay established for work in a higher classification shall commence on the 41 sl consecutive hour in the assignment. 12. Perm ane t-lntermittenMmporary Employee Medical. The County agrees to provide CCHP Plan A-2 to Permanent-Intermittent and Temporary Employees who meet the eligibility requirements. 13. Joint Labor/Manacaemen Committee. Create a subcommittee to review the Memorandum of Understanding and recommend correction of inadvertent errors, deletion of obsolete language, etc. 14. Grieyance Procedure,. Step 4 — Adjustment Board may be waived by the written mutual agreement of the parties. 15. Ergonomics. No later than May 15, 2000, the County will submit for Coalition input revisions to Administrative Bulletin No. 426 dated April 17, 1990, and an Ergonomic Field Guide with a goal of finalization by June 30, 2000. 16. Personnel Files. The employee's union representative, with written authorization by the employee, shall have the right to inspect and review any official record(s) in an employee's personnel file in the Human Resources Department or in the employee's personnel file in their Department. If Senate Bill No. 172, regarding inspection of personnel records by employees, is signed into law, the Director of Human Resources agrees to advise departments of the statutory requirements and the County's obligation to comply. -3- 17. Domestic partner. Add Domestic Partner to definition of Immediate Family in Sick Leave Section. UNIT TABLEAGREEMENTS, 18. Health Service Department letter of understanding concerning mandatory overtime policy for Contra Costa Regional Medical Center in-patient Registered Nurses. 19. Health Service Department letter of understanding concerning meeting to discuss staffing for County Detention Facilities. 20. Section 21.3 (E), Bidder Selection, will be modified deleting "presentation in the interview" as one of the criteria for selecting an applicant. 21. The County will establish Medical/Surgical Nurse-Advance Level position(s) in the Registered Nurse-Deep Class within ninety (90) days of the adoption of the Memorandum of Understanding. 22. Effective October 1, 1999, the Shift Relief Differential for an Experienced Level Registered Nurse relieving the Advanced Level Registered Nurse or Charge Nurse will be increased from ten dollars ($10) to eighteen dollars ($18) per shift. 23. Effective October 1, 1999, the five percent (5%) Detention Facility Differential will be expanded to include members of the unit working at Byron Boys' Ranch and Juvenile Hall. 24. Administrative time for part-time Family Nurse Practitioners will be prorated and administrative time "at risk" will be reduced from fifty percent (50%) to twenty percent (20%) per ten (10) week cycle. 25. Effective October 1, 1999, the differential paid Family Nurse Practitioners working evening and weekend assignments in the Hospital and Clinic Division will be increased from nine dollars ($9) to ten dollars ($10) per hour. 26. Family Nurse Practitioners who are scheduled to work at least sixteen (18) hours per week shall be eligible for four (4) hours per month of staff development time, the nature of which shall be decided by the appropriate Department Head. 27. The quarter and semester restrictions will be removed from Training Reimbursement. -4- 28. Health Service Department letter regarding requests for increase in hours for Permanent Intermittent and Part-Time Registered Nurses and Family Nurse Practitioners. 29. Section 14.4, Administration of Sick Leave, Employee Responsibilities, modified to require sick leave notification by employees one (1) hour prior to the beginning of the day shift and at least two (2) hours prior to the beginning of the evening or night shift. If, due to circumstances beyond the employee's control, the employee is unable to call within the above time frames, he/she will call as soon thereafter as possible. 30. Section 28, Education Leave, revised to provide that an employee who attends a pre-approved course on a date for which he/she is not regularly scheduled to work or who completes a pre-approved home study course will be granted Continuing Education time off for the number of hours equivalent to the Continuing Education units earned. Only Board of Registered Nurses and Continuing Medical Education approved courses will be approved. Such time off must be scheduled in advance by mutual agreement between the employee and the supervisor. 31. Increase number of representatives the Union and the County can appoint to an Adjustment Board from two (2) to three (3) members. Dated: CONTRA COSTA COUNTY CALIFORNIA NURSES ASSOCIATION i Kathy Ito, Labo Relations Manager Francisco Uga , Representative LR:unlons\CAN\L0U 99-02 cc: Leslie Knight, Director of Human Resources Human Resources Division - Personnel Services Unit Dr. Walker, Director of Health Services Department Lee Ann Adams, Health Services Personnel officer Auditor/Payroll -5- LABOR COAU71ON — 1989 NEGOTIATIONS COUNTY SETTLEMENT PACKAGE PROPOSAL. Presented: October 1, 1999 04:15 AM COALITION PROPOSALS 1. SALARY 1011/99 - 5% 10/l/00 -3% 10/l/01 -4% 2. LONGEVITY Drop 3. BENEFITS Attached Tentative Agreement 9. TEMP. LANGUAGE Attached Tentative Agreement 21. PIITEMP [MEDICAL -Subvention Temp. - 50% PI --64% as full and final settlement of all temporary proposals -Plan Design CCHP Plan A-2 -Eligibility (Temps.) -3 continuous months @ 50% average per month -Minimum of 40 hours per month -Maintain average 50% YTD from date of eligibility -Pre-pay. Effective first of month of eligibility (PIs) -3 continuous months @ 50% average per month -Maintain if in paid status -Pre-pay. Effective first of month of eligibility -Family: option to purchase at employee expense -Other Health Plans -- Current MOU provisions/100°Icy employee expense -implementation -120 Days after all Coalition Employee Organizations sign their respective Letters of Understanding (first of following month) -60 Day Initial Open Enrollment -30 Day Subsequent Open Enrollment COUNTY PROPOSALS 2. ANNUALIZED HRLY trop RATE 9. PROBATIONARY Increase minimum from 6 to 9 months for new hires PERIOD Merit Increases — Status Guo Use of Vacation -w Status Quo (after 6 months) 11. WORKERS Attached Proposal -- 9139199 COMPENSATION 14. DIRECT MAILING Drop TENTATIVE AGREEMENT Dated: CONTRA COSTA CPINTY LABOR C ALITION - ', ' 6 aw LABOR COALITION - 1999 NEGOTIATIONS ALL EMPLOYEE ORGANIZATIONS MANAGEMENT PROPOSAL NO. 3 Presented: 06119199 Revised: 081/8199 Revised: 08126199 Revised: 08130199 CATASTROPHIC LEAVE BANK Program -Design. Effertive Apdi- '�� The County Human Resources Department will be�in - I - alien--ef ooMrate a Catastrophic Leave Bank which is designed to assist any County employee who-has exhausted all paid accruals due to a serious or catastrophic illness, injury, or condition of the employee or family member. The program establishes and maintains a Countywide bank wherein any employee who wishes to contribute may authorize that a portion of his/her accrued vacation, compensatory time, holiday compensatory time or floating holiday be deducted from those account(s) and credited to the CatastrophicLeave Bank. Employees ma donate hours either to a spgcific eli ible em to ee or to the bank. Upon approval, credits from the Catastrophic Leave Bank may be transferred to a requesting employee's sick leave account so that employee may remain in paid status for a longer period of time, thus partially ameliorating the financial impact of the illness, injury, or condition. Catastrophic illness or injury is defined as a critical medical condition, a long-term major physical impairment or disability which manifests itself during employment. Operation. The plan will be administered under the direction of the Director of Human Resources. The Human Resources Department will be responsible for receiving and recording all donations of accruals and for initiating transfer of credits from the Bank to the recipient's sick leave account. Disbursement of accruals will be subject to the approval of a six (6) member committee composed of three (3) members appointed by the County Administrator and three (3) members appointed by the majority representative employee organizations. The committee shall meet as necessary to consider all requests for credits and shall make determinations as to the appropriateness of the request. . The committee shall determine the amount of accruals to be awarded for emolovees whose donations are non--specific. Consideration of all requests by the committee will be on an anonymous requester basis. Hours transferred from the Catastrophic Leave Bank to a recipient will be in the form of sick leave accruals and shall be treated as regular sick leave accruals. To receive credits under this plan, an employee must have permanent status, must have exhausted all time off accruals to a level below eight (3) hours total, have applied for a medical leave of absence and have medical verification of need. Donations are irrevocable unless the donation to the eligible employee is denied. aad- Donations may be made in hourly blocks with a minimum blleGks donation ........ . _._. ...... ....... ....... . ..... .._ ....... _ .... . ........ ........................... ..... of not less than four (4) hours from balances in the vacation, holiday, floating holiday, compensatory time, or holiday compensatory time accounts. Empjgwes who elect to donate to a sgggific.individual .shall have seygnbLfive scent 5% of their donation credited to the individual and twert ni 25 ited to the Catastrophic Leave Bank. Time donated will be converted to a dollar value and the dollarvalue will be converted back to sick leave accruals at the recipient's base hourly rate when disbursed. Credits will not be on a straight hour-for-hour basis. All computations will be on a standard 173.33 basis, except that employees on other than a forty (40) hour week will have hours prorated according to their status. Any recipient will be limited to a total of one thousand forty (1040) hours or its equivalent per catastrophic event; each donor will be limited to one hundred twenty (120) hours per calendar year. No element of this plan is grievable. All appeals from either a donor or recipient will be resolved on a final basis by the Director of Human Resources. by ms`s. __ ___ _. No employee will have any entitlement to catastrophic leave benefits. The award of Catastrophic Leave will be at the sole discretion of the committee, both as to amounts of benefits awarded and as to persons awarded benefits. Benefits may be denied, or awarded for less than six (6) months. The committee will be entitled to limit benefits in accordance with available contributions and to choose from among eligible applicants on an anonymous basis those who will receive benefits e, Xceot for hours donated to a specific em to ee. in the event a donation is made to a specific ern to ee and the committee determines the em to ee does not meet the Catastro hic Leave Bank criteria thedonatigg em to ee ma authorize the hours to be donated to the bank or returned to the donor's account. The donating employee will have fourteen 14 calendar da from notfcation to submit his/her decision regarding the status of their donation or the hours will be irrevocabl transferred to the Catastrophic Leave Bank. Any unused hours transferred to a recipient will be returned to the Catastrophic Leave Bank. Local One —Section 15 Local 512—Section 15 Local 635 R&F —Section 16 Local 535 Supv— Section 16 Local 2700 —Section 15 Appraisers —Section 15 CNA—Suction 16 PDOCC — Section New VIWCE -- Section 16 _. ... TENTATIVE AGREEMENT Dated: CONTRA COSTA COUNTY LABOR COALITION r LABOR COALITION — 1999 NEGOTIATIONS ALL EMPLOYEE ORGANIZATIONS MANAGEMENT PROPOSAL NO. 4 Presented: 06//0199 Revised. 07/0/199 DISABILITY S. An appointing authority who has reasonable cause to believe that there are physical or mental health conditions present in an employee which endanger the health or safety of the employee, other employees, or the public, or which impair the employee's performance of duty, may order the employee to undergo at County expense and on the employee's paid time, a physical, medical examination by a licensed ph siy cian and/or a psychiatric examination by a licensed physician or psychologist, and receive a report of the findings on such examination. if the examining physician or psycholo ic�st recommends that treatment for physical or mental health problems, including leave, are in the best interests of the employee or the County in relation to the employee overcoming any disability and/or performing his or her duties, the appointing authority may direct the employee to take such leave and/or undergo such treatment. Local One — Section 14.5 Local 512 — Section 14.5 Local 535R&F - Section 14.5 Local 535 Supv - Section 14.5 Local 2700 - Section 14.5 Appraisers - Section 14.5 CNA - Section 14.5 PDOCC - Section 9.5 WCE - Section 14.5 TENTATIVE AGREEMENT Dated. li /fff CONTRA COSTA COUNTY LABOR COALITION r r a LABOR COALITION -- 19'99 NEGOTIATIONS ALL EMPLOYEE _ORGANIZATIONS MANAGEMENT Pa PCf AL NO. 7 Presented: 0611099 HEALTH CARE SPENDING ACCOUNT (LOCAL ONE, 512, 5358&F, 2700, APPRAISERS, CNA, WCE) The County will offer regular full-time and part-time (20140 or greater) County employees the option to participate in a Health Care Spending Account (HCSA) Program designed to qualify for tax savings under Section 125 of the Internal Revenue Code, but such savings are not guaranteed. The HCSA Program allows employees to set aside a pre-determined amount of money from their paycheck not to exceed $2400 3000 per year, for health care expenses not reimbursed by any other health benefits plan with before tax dollars. HCSA dollarscan be expended on any eligible medical expenses allowed by Internal Revenue Code Section 125. Any unused balance cannot be recovered by the employee. (535 SUPV, PCOCC) Figarstive January 1, 4997, The County will offer regular full-time and part-time (20140 or greater) County employees the option to participate in a Health Care Spending Account (l 1CSA) Program designed to qualify for tax savings under Section 125 of the Internal Revenue Code, but such savings are not guaratnteed. The HCSA Program allows employees to set aside a pre-determined amount of money from their paycheck not to exceed $2400 $3 00 pef year, for i,eal"Iii to exNes,ses :,oi re=lynKursed hu any ot.Ker hea?th henefits. plan %vith before tax dollars. HCSA dollars can be expended on any eligible medical expenses allowed by Internal Revenue Code Section 125. Any unused balance cannot be recovered by the employee. Local One-- Section 19.10 Local 512 — Section 20.9 Local 535 R&F — Section 18.9 Local 535 SUPV— Section 19.9 Local 2700 -- Section 20.9' Appraisers -- Section 18.9 CNA—Section 18.8 PDOCC— Section 12.9 WCE —Section 18.8 TENTATIVE AGREEMENT Dated: RIJ CONTRA COSTA COUNTY LABOR COALITION LABOR COALITION ® 1999 NEGOTIATIONS ALL EMPLOYEE ORGANIZATIONS MANAGEMENT PROPOSAL NO. 9 Presented: 00110199 Revised: 09/30/99 Revised. 10114199 Devised: 11109/99 PROBATIONARY PERIOD (ALL EMPLOYEE ORGANIZATIONS EXCEPT CNA and PDOCC) Duration. All appointments from officially promulgated employment lists for original entrance or and promotion shall be subject to a probationary period. For original entrance appointments, the probationary T44s period shall be from 6+x—(6) nine (9) months to two (2) years duration. For promotional appointments, the probation period shall be from six (0) months to two (2) years duration. (PDOCC) SECTION 29 PROBATIONARY PERIOD Effective with Board of Supervisors' approval of the MOU, upon initial appointment employees in classifications subject to this MOU (excluding Exempt Medical Staff resident Physicians) shall serve a six (6) nine (9) month probationary period commencing on the date of appointment. The probationary period shall not include time served in temporary appointments or any period of continuous absence exceeding fifteen (15) calendar days. Employees will receive an evaluation during the probationary period. 1 (LOCAL CINE) 20.2 Classes With. Probationary Period Over Six (6)INine (9) Months. Listed below are those classes represented by the Union which have probation periods in excess of sim (6) nine (9) months for original entrance appointments and six (6) months for promotional appointments: Agricultural Biologist Trainee - one (1) year Animal Control Officer- one (1) year Apprentice Mechanic - two (2) years Deputy Probation Officer I - one (1) year Deputy Public Defender - one (1) year Family Support Collections Officer - one (1) year Probation Counselor l - one (1) year Public Service Officer - one (1) year Security Guard - one (1) year Weights & Measures Inspector Trainee - one (1) year (LOCAL #512) 21.2 Probation Periods Over Six (6)!Nine (9.) Months. Classes represented by the Union which have probation periods in excess of eiy,(6) nine (9) months for original entrance appointments and six (6) months for promotional appointments: Appraiser Aide •- One (1) year Junior Appraiser-- One (1) year (LOCAL #535 RAND & FILE UNIT- Section 19.2) (LOCAL #535 SERVICE LINE SUPERVISORS UNIT-- Section 20.2) Classes With Probation Periods Over Six (6)/Nine (9) Months. listed below are these classes represented by the Union which have probation periods in 2 excess of six-(6) nine (9) months for original entrance appointments and six (6) months for promotional appointments: None. THE ABOVE MODIFICATIONS RE PROBATIONARY PERIODS OVER 619 MONTHS IS NOT APPLICABLE FOR INCE, LOCAL 2700 CNA OR PDOCC. {ALL EMPLOYEE ORGANIZATIONS— EXCLUDING CNA AND PDOCC) 20.3 Revised Probationary Period. When the probationary period for a class is changed, only new appointees to positions in the classification shall be subject to the revised probationary period. 20.4 Criteria. The probationary period shall date from the time of appointment to a permanent position after certification from an eligible list. It shall not include time served under provisional appointment or under appointment, to limited term positions or any period of continuous leave of absence without pay or period of work connected disability exceeding fifteen (15) calendar days. For those employees appointed to permanent-intermittent positions with a six(6) nine (9) month probation period, probation will be considered completed upon serving ) fifteen hundred (1,500) hours after appointment except that in no instance will this period be less than sem) nine (9) calendar months from the beginning of probation. If a permanent-intermittent probationary employee is reassigned to full-time, credit toward probation completion in the full- time position shall be prorated on the basis of one hundred seventy-three (173) hours per month. Local One -- Section 20 Local 512 — Section 21 Local 535 R&F — Section 19 Local 535 SLS — Section 20 Local 2700 — Section 21 PDOCC Y- Section 29 WCE — Section 19 3 TENTATIVE AGREEMENT Dated: I t Z ! t]9 -1 CONTRA COSTA COUNTY LABOR COALITION' LABOR COALITION — 1999 NEGOTIATIONS ALL EMPLOYEE ORGANIZATIONS MANAGEMENT PROEgSAL NO. 10 Presented: 091"x11)109 Revised: 09123199 RETIREMENT COVERAGE (ALL EMPLOYEE ORGANIZATIONS) Upon retirement, employees may remain in the same 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 their membershi by either continuin topay their monthly remium to the County by the deadlines established by the County or converting to individual conversion memberships from the County plan through the medical plan carrier. if available. 4994. r Local One - Section 19 Local 512 - Section 20 Local 535R&F - Section 18 Local 535 SUPV- Section 19 Local 2700 - Section 20 CNA - Section 18 PDOCC - Section 12 WCE - Section 18 TENTATIVE AGREEMENT Dated: gL30 f 9� COUNTY COALITION 1 LABOR COALITION — 1999 NEGOTIATIONS ALL EMPLOYEE ORGANIZATIONS MANAGEMENT ROPOS L NO.1 I Presented: 06110199 Revised: 09123/99 Revised: 09131199 SAIII PL.E L ANGt1AGE WORKERS' COMPENSATION AND CONTINUING PAY Local One Workers' Compensation. A permanent non-safety employee shall continue to receive % the a2gropdate percent of regular monthly salary,for all accepted claims filed before Januaa 1, 2000, during any period of compensable temporary disability absence not to exceed one year. For all accepted claims filed with the County on or after January 1, 4997 2000, the percentage of pay for employees entitled to Workers' Compensation shall be decreased from-88%40 87% to 86%. If Workers' Compensation becomes taxable, the County agrees to restore the oufFent original benefit level (100% of monthly salary) and the parties shall meet and confer with respect to fending the increased cost. A. Wait (Excludes Local 535 R&F/Supe) 2: There is a Ahree3, calendar day lendar- welting period before Workers' Compensation stagy bene gifts commence. if the injured worker lases any time on the day of injuty, that day counts as day one 1 of the waiting riod. if the inured worker does not lose time on the date of in the waiting period will be the first three 3 calendar days the employee does not work as a result of the iniurv.The time the employee is scheduled to work during this waiting period will be charged to the employee's sick leave and/or vacation accruals. In order to qualify for Workers' Compensation the employee must be under the care of a physician. Temporary compensation is payable on the first three (3) days of disability when the injury necessitates hospitalization, or when the disability exceeds fourteen (14) days. B. Continuing Pay. A permanent employee shall receive 86% of regular monthl salary during any period of compensable temporary disability not to exceed one.year. . danGe with" "Compensable temporary disability absence" for the purpose of this Section, is any absence due to work connected disability which qualifies for temporary disability compensation under Workers' Compensation ILaw set forth in Division 4 of the California Labor Code. When any disability becomes medically permanent and stationary, the salary provided iR by this Section shall terminate. The employee shall return to the any County funded rnent ppmagnam. No charge shall be made against sick leave or vacation for these salary payments. Sick leave and vacation rights shall not accrue for these periods during which continuing pay is received. salary payments arra made Employees shall be entitled to a The maximum pefied of one 0 year of continuing pay benefits for: the desGribed s- 1- . tinuation for any one injury or illness tempeFaFy disability, C. Continuing pay begins at the same time that temporary Workers' Compensation benefits commence stadG and continues until either the member is declared medically permanent1stationary;---4he ends, or until one (1) year of continuing pay, fforA the date of iqjufy-, whichever comes first provided the empiayee remains in an active ernploved status. Continuing pay is automatically terminated on the date an employee is separated from County service by resignation retirement, layoff, or the employee is no longer em to ed by the Coun . In these Instances em to eyes will be aid Workers' Compensation benefits asjorescribed b Workers' Compensation laws. All continuing pay will be cleared through the County Administrator's Office, Risk Management Division. (Excludes 535 R&F/Supv) Whenever an employee who has been injured on the job and has returned to work is required by an attending physician to leave work for treatment during working hours the employee shall be allowed time off up to three (3) hours for such treatment without toss of pay or benefits. Said visits are to be scheduled contiguous to either the beginning-or end of the scheduled work day whenever possible. This provision applies only to injuriesAllnesses that have been accepted by the County as work related. Local One- Section 14.6 Local 512- Section 17 Local 535 R& - Section 14.6 Local 535 Srupv�- Section 15.1 Local 2700 -Section 17 CNA i-Section 14.6 PDOCC -Section 9.6 WCE-Section 14.6 __ TENTATIVE AGREEMENT Dated: COUNTY COALITION 1 LABOR COALITION—199911tEC 011AnON5 ALL ORGANIZATIONS UNTY COUNTER TO COALITION No. 3 HEALTH LIFECENTAL CARE ,rk,n County CountliTL PFGQFaM6 ie the existing Gal Health Plan pr y I 3Fd Dentalr Fanee Wealth Plan, and the Gontra fth s to all peri-n-anient, 1 1994 e QualMed Health Plan vAl be added. Dialing the te - U -.- .-Fm of this MQU, all wndftions and agreements regarding heakhy depAal and related benef4tS GOntained in the januafy 13, 4994 The Coun y will continue to offer existing County group Benefit Programs of medical, dental and life insurance coverage through december 31, 1999 to all rmanent em to ees regularly-scheduled to work twenty 20 or more hours per week. Effective January 1 2000, the County-will offer Group Benefit Programs for medical, dental and life insurance coverage to all-permanent employees r ularly scheduled to work twenty f20) hours car more per week as described in the September 30, 1999 agreement Attachment between the County and the Labor Coalition. TENTATIVE AGREEMENT Dated. 10 1 t4, c' CONTRA COSTA LINTY LABOR COALITION LABOR COALITION—1999 NEGOTIATIONS ALL EMPLOYEE ORGANIZATIONS COUNTY COUNTER TO CCOALrITiON B 12&20 Presented: 09124199 Revised: 09/30/99 TENTATIVE AGREEMENT MEDICAL/DENTALIL.IFE INSURANCE ADJUSTMENTS COVERAGES OFFERED Effective January 1, 2400, the County will offer the following plans: Centra Costa Health Plans (CCHP) A & B, Kiser, Health Net HMO, Health Net PPO, Delta and PMI Delta Care Dental. Effective January 1, 2000 the County will terminate their contracts with Foundation Health Systems PPO (FHSPPO)and Safeguard A& B Dental. HEALTH PLAN SUBVENTION Effective January 1, 2400, the County subvention for medical plans will be as follows: CCHP A 98% CCHP B 90% Kaiser 80% Health Net HMO 80% Health Net PPO 66.27% - The County and Coalition will equally share (50150) the amount of any premium increases DENTAL PLAN SUBVENTION Effective January 1, 2000, the County subvention for Dental plans will be as follows: Delta Dental/CCHP A/B 98% PMI Delta Care/CCHP A/B 98% Delta Dental 78% PMI Delta Care 78% at 3 year rate guarantee Dental Only County pays all but .41 MEDICAL PLAN ENHANCEMENTS Effective January 1, 2000 benefits will be added to the medical plans as follows: _. _. . . QHP ,cupuncture No co-pay/10 visits per calendar year Outpatient Durable Medical Equipment No co-pay CCHP 8 Acupuncture $5 co-pay/10 visits per calendar year Chiropractic $5 co-pay/20 visits per calendar year Outpatient Durable Medical Equipment No co-pay HEALTH NET HMO Chiropractic $10 co-pay/20 visits per calendar year Outpatient durable Medical Equipment No co-pay KAISER Office, Emergency Room & Rx co-pays Increase co-pay from $3 to $5 Diabetic Testing Supplies No Co-pay Chiropractic $15 co-pay/20 visits per calendar year Outpatient Durable Medical Equipment No co-pay ,jELTA DENTAL PLAN ENHANCEMENTS . Increase Annual Maximum from $1200 per member to: $1400 1/1/2000 $1500 111/2001 $1600 1/1/2002 DOMESTIC PARTNER Domestic Partner and dependents eligible to participate in health/dental coverage contingent upon meeting eligibility and enrollment requirements. LIFE INSURANCE Effective January 1, 2000 increase coverage from $3000 to $7500 for employees enrolled in either a health and/or dental plan. HEALTH CARE OVERSIGHT COMMITTEE be Committee shall continue in its current format. NENR�LLNCENT Open enrollment shall be held September 1 through October 15, 20300 and 2001 for coverage effective January 1, 2001 and 2002 respectively. Open enrollment for coverage effective January 1, 2003 shall be dependent on the outcome of negotiations. PSN MODIFICATIONS It is understood that the County shall not seek to discontinue or modify any health or dental pian currently provided. However, if a provider discontinues or modifies benefits pursuant to the provider's :agreement with the County, the County shall immediately, upon knowledge of this potential, meet and confer regarding replacement or proposed modification to the contract with the provider. Replaces: Local One— Attachment N Local 512 —Attachment B Local 535 R&F—Attachment D Local 535 Supv—Attachment C Local 2700—Attachment E CNA—Attachment C WCE —Attachment A IENTATIVE AGREEMENT Dated: (oil Iqq CONTRA C S7A CO TY LAE3O OALITIO .-- Fit' ` ........................ .......... _ LABOR COALMON —1999 NEGOTIATIONS COUNTY COUNTER TO COAL IT 0 JC Presented: 07108199 Revised. 071161" Revised: 07729199 3. Benefits Health Plans C. The County and the Health Care Oversight Committee s a sub- cvmmW" of the County and the Labor Coalition, shall seek and secure mutually agreeable options-of health fans which provide improved "portability" for participants. E. The County and the Labor Coalition agree, that the joint labor/management Health Care-Oversight Committee shall consider the following issues: 9. Improve-the-app intment scheduling for CCHP 2. Reduce the wait for pharmacy orders for CCHP 3. Expand the portability of CCHP 4. Imorove vision care coveraye The Committee shall report its findings to thoL County and the Labor Coalition by no later than July 1. 2000 following which, upon reguest, therties will meet and confer regarding op ions. LABOR COALITION -1999 NEGOTIATIONS COUNTY COUNTER TOC ON--Ng-.-IC-.& E Page 2 TENTATIVE AGREEMENT Gated: CONTRA COSTA COUNTY LABOR COALITION LABOR COAL 71ON — 1999 NEGMA` IONS COUNTY COUNTER TO !90AU L3- Prevented. 08130/99 Revised: 09123M BIUNBUAL,PAY A salary differential of My dellar ($504% sevenntt r dollars(.,70.00) per month shall be paid incumbents of positions requiring bilingual proficiency as designated by the appointing authority and Director of Human Resources. Said differential shall be paid to eligible employees in paid status for any portion of a given month. Designation of positions for which bilingual proficiency is required is the sale prerogative of the County. The Union shall be notified when such designations are made. Effective-J* 9€ October 1, 2000, the current program differential shall be increased to a total'of seven five dollars ($75) per month. Effective ctober L2001, the differential shall be increased to a total of sA eighty dollars ($80) per month. Local One -'Section 26 Local 512 - Section 27 Local 5358&F - Section 25 Local 535 SU IAV _ Section 26 Local 2700 - Section 27 CNA Section 25 TENTATIVE AGREEMENT [dated: COUNTY COALITION LABOR COALITION-- 1999 NEGOTIATIONS ION ALL PL. E IZAT NS - COUNlY COINTERIQ Presented. 09113199 SECTION-5 -- SALAD f §ectlon 5,14, - Pay fdr-MLork In Higher ClassificatlQn. When an employee in a permanent position in the merit system is required to work in a classification for which the compensation is greater than that to which the employee is regularly assigned, the employee shall receive compensation for such work at the rate of pay established for the higher classification pursuant to Subsection5.10 -- Salary on Promotion of this MOU, commencing on the 7e 41st consecutive hour in the assignment, under the following conditions. Local One — Section 5.14 Local 512 --Section 5.15 Local 535 R&F - Section 5.15 ( Local 535 Supv - Section 5.15 y p tt Local 2750 - Section 5.15 Appraisers - Section 5.15 CNA - Section 5.'17 PDOCC -- N/A WCE - Section 5.14 TENTATIVE AGREEMENT Dated: - . CONTRA COSTA COUNTY LABOR COALITION 101 IuA . ` ,-11, r T LABOR COALITION ON— 1899 NEG 711ATtONS' ALL EMPLOYEE ORGANIZATIONS OUNTY COUNTER TO COAUTig-N- NCS. 23 Presented: 071081.9 23. The-County and the Coalition agree to establish a subcommittee comprised of up to nine (g) labor and up to five (5) management employees to review the respective MOUS and to identify and recommend to the pates, corrections, clarifications, and revisions of all inadvertent errors and omissions of Coalition- related language.. The patties agree to take this proposal to the individual bargaining tables to discuss establishment of a subcommittee for their MOUs. _ TENTATIVE AGREEMENT Dated: CONTRA COSTA COUNTY LABOR COALITION d" �x L f on I _.. _... LABOR COALITION - 1999 NEGOTIATIONS COUNTY CCl►tINTER TG COALITION NO. 6' Presented: 09/30199' GRIEVANCE PROCEDURE (ALL EMPLOYEE ORGANIZATIONS) Step 4 - Adjustment Board This step of the grievance procedure may be waived by the written mutual agreement of the parties. Local One - Section 25 Local 512 -- Section 26 Local 535 R&E - Section 24 Local 535 SUPV - Section 25 Local 2700 - Section 26 CNA Y- Section 24 PDOCC - Section 15 INCE - Section 24 TENTATIVE AGREEMENT Dated: If -s CONTRA COSTA CO NTY LABOR COALIT N rf i LABOR COALITION — '1999 NEGOTIATIONS COUNTY COUNTER TO COALITION NO. 8 Presented: 19123/99 Revised: 09/23/99 Revised: 09/30/99 ERGONOMICS No later than May 15, 2000, the County will submit for Coalition input revisions to Administrative Bulletin No. 426 dated April 17, 1990 and an Ergonomic f=ield Guide, with a goal offnalization by June 30, 2000. TENTATIVE AGREEMENT Dated: Ij CONTRA COSTA COU TY LABOR COALITION LABOR COALITION — 1999, NEGOTIATIONS'' LL EMPLOYEE ORGANIZA'PIONS COU CCNU 4 Presented: 08130109 PERSONNEL FILES An employee shall have the right to inspect and review any official record(s) relating to his or her performance as an employee or to a grievance concerning the employee which is kept or maintained by the County in the employee's personnel file in the Human Resources Department or in the employee's personnel file in their Department. The employee's union representative with written authorization by the employee. .shall also have the right to inVect and review anyofl•icial record(s) described above. The contents of such records shall be made available to the employee and/or the employee's union representative, for inspection and review at reasonable intervals during the regular business hours of the County. TENTATIVE AGREEMENT Dated: 11 /I l ] c � CONTRA COSTA C LINTY LABOR CO44��1 ALITION -� LABOR COALITION — 1999 NEGOTIATIONS COUNTY COUNTER TO COALITION NO. 14 If Senate Sill No. 172, regarding inspection of personnel records by employees, is signed into law by the Governor, the Director of Human Resources agrees to send a letter to Departments advising of the statutory requirements and the County's obligation to comply. TENTATIVE AGREEMENT Dated:---I� CONTRA COSTA COUNTY COALITION LABOR COALITION – 1999 NEGOTIATIONS „ —COUNTY COUNTER TO COALITION NO. 3 Presented: 9/30199 SICK LEAVE (ALL EMPLOYEE ORGANIZATIONS) Policles Governing the Use of Paid Sick Leave. As indicated above, the primary purpose of paid sick leave is to ensure employees against less of pay for temporary absences from work due to illness or injury. The following definitions apply: "Immediate Family" means and includes only the spouse, son, stepson, daughter, stepdaughter, father, stepfather, mother, stepmother, brother, sister, grandparent, grandchild, niece, nephew, father-in-law, mother-in-law, daughter-in-law, son-in-law, brother-in-law, sister-in-law, faster children, aunt, uncle, cousin, stepbrother, er stepsister, or domestic partner of an employee and/or includes any other person for whom the employee is the legal guardian or conservator, or any person who is claimed as a "dependent" for IRS reporting purposes by the employee. Local One ® Section 14.3 Local 512 – Section 14.3 Local 535 R&F – Section 14.3 Local 535 SUPV ® Section 14.3 Local 2700 – Section 14.3 CNA– Section 14.3 PDOCC – Section 9.3 WCE -- Section 14.3 TENTATIVE AGREEMENT Dated: 1I I { t q !� CONTRA COSTA COUNTY LABOR COALITION Contra Costa County Em oyment Human Services John B. Cullen Director November 5, 1999 In partnership Ms. Joyce Baird with the Senior Meld Representative SEIU Local 535 Line Workers community, 661 --27`h Street we provide Oakland, CA 94612 services Dear Ms. Baird: that support This cotes the intent of the Employment and Human Services Department and protect concerning approximate targets for assigning work in the CaIWORKs program. The targets are for planning purposes only and do not fix the number of cases adults, that can be assigned. These targets are also related to the intention to transition children, to employment-focused duties for the Social. Service Program Assistant class, and benefits duties in the Eligibility series. famines, and the elderly, Social Service Program Assistants assigned to CaIWORKs post assessment cases will be expected to handle a target range of 75.80 cases. and promote Eligibility Work Specialists assigned benefits duties in CaIWORKs post personal assessment units will be expected to handle a target range of 180-200 cases. responsil3ility, This stated target range does not limit the Department's ability to assign work in accordance with previous contractual agreements. independence and self-sufficiency. It is our intention to move to this target range of assignments as soon as possible. We look forward to working further with you to meet our goals concerning the service of participants in the CaIWORKs program. Sincerely, John Cullen Director JBC.sjb 5351Cat1VORKs Targets 40 Douglas Drive + Martinez, CA 94553 • (925)313-1500 « Fax (925)313-1575 Contra Costa County Em PLO Ment Human Services Jahn B. Cullen Director November 5, 1999 In partnership Ms. Joyce Baird with the Senior Field Representative SEW 535 Line Workers community, SEW --270'Street we provide Oakland, California 94612 services Dear Ms. Baird; that support This confirms discussions between SEW Local 535 and the Employment and and protect Human Services Department concerning the finalization of the Statewide adults, "Yardstick study" concerning Children's .Protective Services. children, The Department agrees that it will meet and confer over;the impact resulting from the State's funding of and any implementation of the yardstick study families, results. It is our understanding that the data gathering for the study will be and the elderly, completed shortly, but it is unknown when any resulting budgetary allocation information will be provided to the County. When that information is and promote provided, we will contact you to begin the meet and confer process. personal Thank you again for ' y g your unions support of the effort to gather this responsibility, information. independence and Sincerely, self-sufficiency. John Cullen .Director JBC:sjb 533 Yardstick Study/CPS 40 Douglas Drive Martinez, GA 94553 • (925)313-1500 Fax(925)313-1575 _._. . ......................... _. . .................................................... SE11.11110CAL535 NEGOTIATIONS 1999 RANK & FILE UNIT COUNTY COUNTER UNION PROPOSAL. NO. 2 Date*. 11-8-1998 Effective October 1, 1599, the County agrees to increase the base pay of the following classifications. Social Casework Assistant 8.54% Employment Placement Counselor 3.5% Social Casework Specialist ii 3.0% Effective October 1, 1599, the County agrees to incorporate the CaIWORKS differential into the base pay of the classifications listed below. Social Service Program Assistant 3.5% Social Worker 3.5% Effective January, 2000, the County agrees to increase the base pay of the following classifications Social Casework Assistant 1.28% Social Service Welfare Fraud Investigator 4.86% Social Service Welfare Fraud Field Investigator 4.86% Social Service Sr. Welfare Fraud Field Investigator 4.86% Social Service Program Assistant 1.28% Social Worker 1.28% Employment Placement Counselor 1.28% The County will also remove Step 1 and Step 2 from the bottom of the Social Casework Specialist I salary range, making the salary 'range three steps. Date: by . yc1g9 CONTRA COSTA COUNTY SEIU LOCAL 535 RANK& FILE G'>e /� a SEW LOCAL 535 NEGOTIATIONS 1999 RANK & FILE UNIT COUNTY COUNTER UNION PROPOSAL NO. 6.0 Date. 11-5.1999 The health Services Department agrees to submit a P300 within ninety (90) days of the adoption of this Memorandum of Understanding requesting the reclassification of Public health Social Worker positions to Medical Social Worker ll, Date: , 5 1 i+ CONTRA COSTA COUNTY SEIU LOCAL 535 RANK & FILE r 5 y _. .. ................................................................................................ SEW LOCAL 535 NEGOTIATIONS 1999 RANK & FILE UNIT COUNTY COUNTER UNION'PROPOSAL NQ. 8-9 Date: 11-5-1998 The County will develop a new employment focused job classification prior to January 31, 2000, which will include the following functions: MediCal Combo, MediCal Intake, MediCal lead worker and training unit Date. CONTRA COSTA COUNTY SEUI LOCAL 535 RANK &I FILE LIOLU - C SEW LOCAL 535 NEGOTIATIONS 1999 RANK & FILE UNIT COUNTY COUNTER UNION PROPOSAL NO. 7.2 Date: 11-5-1958 The County agrees that if there are amendments to State law during the term of this agreement that allow employees in the Social Casework Specialist series to be eligible for safety retirement and such amendments are adopted by Resolution of the Contra Costa County Board of Supervisors, the County will meet to discuss this issue. Cate. Nav ts" CONTRA COSTA COUNTY SEW LOCAL 535 RANK �'- 0, jl�-�1 4 0 ... . ........ ......... ......... ......... ......... ........................._...................._. _... .......__...... .._........._.......... ........ ._......... ........ ...... ....... SEW LOCAL 535 NEGOTIATIONS 1999 RANK. 8E FILE UNIT COUNTY COUNTER UNION PROPOSAL N0.,8-1 Cate: 11-5-1998 The Employment and Human Services Department will implement a 4/10 work schedule in accordance with Labor-Management Committee finalized guidelines; the Department will meet and confer regarding the impact of any unit exclusions from the 4/10 work schedule. Date: Nt) Am CONTRA COSTA COUNTY SEIU LOCAL 535 &FILE SEW LOCAL 535 NEGOTIATIONS 1999 RANK & FILE UNIT COUNTY COUNTER UNION PROPOSAL NO. 9 Date. 11-5-1999 Section 37.4 Program Committees. It will be the ongoing expectation and process that program specific issues shall in most cases be first addressed in a timely manner in the respective Program Committee(s) before becoming a topic for discussion in the Labor-Management Team. Topics for discussion in Program Committees include potential program/regulation changes, information regarding new procedures, forms, and other factors or changes in procedureswhich may have an impact on workload. Any items declined by the Program Committee for discussion/action will be listed in the minutes. if the within faFty-five (45) days, 4.1-19 lnr`FGpriate Assistant DireGter shall have Wenty (120) days to resolve the ma#eF. Failing Fesolution, eitheF party may Program Committees shall meet monthly, unless a meeting is waived by the Director or his/her designee, and written minutes shall be furnished to the Labor-Management 'Team members on a timely basis. Such minutes should clearly identify issues and program committee actions. If the minutes do not reflect a resolution or response to Pending issues within the time frames for response, the Union may specifically request an immediate written response from the appropriate Bureau Director. _.._.... _. ....................................................... Program Committees will work within the appropriate chain of command in managing committee work and agendas expeditiously. If the Program Committee does not reach resolution acceptable to the parties within forty-five (45) days, the appropriate Assistant Director shall have twenty (20) days to resolve the matter. Such resolution shall be transmitted to the Committee and Union In writing. wiling resolution, either party may submit such matters to the Labor-Management Team. Date: 0wv CONTRA COSTA COUNTY SEW LOCAL 535 RANK& FILE . @, ........................ .._...... ......... _.... ......_........._.. -_ __...... ..._.. ... ......... ........._...._....... ...................._.... ........... .._........ ......... ........ ..... SEW LOCAL.535 NEGOTIATION'S 1999 AhI IrILE UNIT COUNTY CtUNTElr2 U V {)I PPfSAI� tO 5_3 [tate. 9-21-1999 Section 52.5—Telecommuting Options The Employment and Human S ry1c S epadmnt and the Union agree toto t fi T k ri r t' the- Union and representatives LrQm the Departmentti n w telecommuting could tiliz in a d o with t Coun ' t' olicv, Ihe Task Force will QQnsider. but not b i _it following c 't ice deflyery coy rage and availability fcrr particit�ants The Iask r ll I t it5 $tudy by Juoe 30, a0Q andsubmit it to the Director of the Employment and Human Services Department Date: q 12-61 � CONTRA COSTA COUNTY SEU)LCAL 535 IK 1LE t, 1:11 x r SEW LOCAL 535 NEGOTIATIONS 1999 RANK & FILE UNIT COUNTY COUNTER UNION PROPOSAL NO, 8-3 Date: 9-21-1999 Section 52.4 — Job Sharing and Part--Time—Job Q12portunities The Employment and Human Services Department and the Unim agree to establi5b a LabgrManagement Comm itme comprishd of-a ,Dtimumf three-Q) representatives Qf br and three n' ti m Management t study-andirieLessary-t-0--identify and develm potential -t' i 30 2000, Gate: . CONTRA COSTA COUNTY SEUI LOCAL 535 K & FILE ........................................................ SEW LOCAL. 535 NEGOTIATIONS 1999 RANK & FILE UNIT MANAGEMENT PROPOSAt NO.-7 Date: 9-7-9999 Section 20.7 PromotionalEmployment-List - request personnelfor ti t listI be—certified.- If moretposition- to-befilled-in such 1 departmentat the same time and from therequest-for number tQ be ortifiedm t' I inLment lit shall be -equal to the numbexof positions to be filledluaus four ( ) Section 24.7--BPhysical Examination. Date: (�- -,iQk CONTRA COSTA COUNTY SEW LC)CAL TRAFl-- LE __ _. __ ................................................................................... ........................................... LABOR COALITION — 1999 NEGOTIATIONS MANAGEMENT PROPf3SAL SECTION 54 — SCOPE OF AGREEMENT & SEPARABIL.ITY OF PROVISIONS 54.4 Duration of Agreement. This Agreement shall continue in full force and effect from October 1, 1995 to and including September 30, 4 2002. Said Agreement shall automatically renew from year to year thereafter unless either party gives written notice to the other prior to sixty (60) days from the aforesaid termination date, of its intention to amend, modify or terminate the agreement. Local One - Section 54.4 CNA - Section 57.4 PDOCC - Section 33.4 WCE - Section 45.4 Local 535 R&F - New Section 54.4 Local 535 SUP - New Section 54.4 Local 512 - Section 55 Local 2700 - Section 56 TENTATIVE AGREEMENT Hated: _ f)114- 6) `� CONTRA COSTA CO TY LABOR COALITION r j ,�......_ .._.fi =r Pz> __. _.. _....._.. ...... ......... _... _....... ......... ........-_...._._....... ._...._._. ........._. ...._..... ......... ..................-_... November 11, 1999 Mr. Francisco Ugarte, Labor Representative California Nurses' Association 2000 Franklin Street Oakland, CA 94621 RE. LETTER OF UNDERSTANDING - MANDATORY OVERTIME POLICY FOR CONTRA COSTA REGIONAL MEDICAL CENTER IN-PATIENT RN'S Dear Mr. Ugarte: This is to confirm that the use of mandatory overtime will be limited to those emergency staffing situations that involve local, state, or federally designated disasters/emergencies or emergency high census and/or high acuity. Emergency high census and/or high acuity means those situations where patients need to be diverted and/or transferred to another facility. In the event emergency high census and/or high acuity exists necessitating mandatory overtime beyond a continuous twenty-four (24) hour period, CNA will be notified prior to implementation of a second twenty-four (24) hour period. Before using mandatory overtime, the County will do the following: Seek volunteers from among the qualified nurses at the work site. Seek volunteers from among the qualified nurses who are not scheduled to work the shift in question. Contact nurses on the "Per Diem" list. Seek volunteers from among the qualified nurses who are working on other units. Contact the Nursing Registry for available, qualified nurses. When mandatary overtime is implemented, it will be assigned on a rotated basis beginning with the least senior qualified nurse on duty. No nurse who is off duty and who has left the work site shall be required to work mandatory overtime. No nurse will be required to work mandatory overtime on a unit other than his/her normally assigned unit. Mandatory overtime will be limited to four (4) hours in a twenty-four (24) hour period. Nurses who work mandatory overtime will be paid at the rate set forth in Section 7, Overtime, of the Memorandum of Understanding(MOU), however, the fifty-four dollars ($54.00)will not be prorated under these circumstances. The County will document the use of mandatory overtime. This side letter shall be in effect only for the duration of this MOU. Sincerely, Confirmed: o 1� 7 Lee Ann Adams Francisco Ugarte Health Services Personnel Officer CNA Labor Representative ___ November 11, 1999 Mr. Francisca Ugarte, Labor Representative California Nurses' Association 2000 Franklin Street Oakland, CA 94021 RE: LETTER OF UNDERSTANDING — MEETING TO DISCUSS STAFFING FOR COUNTY DETENTION FACILITIES Dear Mr. Ugarte: This letter will confirm our understanding that the parties will meet during the term of this MOU to discuss staffing concerns and the use of mandatory overtime in County detention facilities. Part of these discussions will include the consideration of alternate staffing sources which could be utilized in the detention facilities and/or Contra Costa Regional Medical Center. Sincerely, Confirmed: Lee Ann Adam Francisco Ugart Health Services Personnel Officer CNA Labor Representative CALIFORNIA NURSES ASSOCIATION 1999 NEGOTIATIONS COUNTY COUNTER TO C.N.A PROPOSAL R.N. #5 Cate: 11-3-99 Section 21.3 Bid Procedure E. Bidder Sel ction. The Supervisor shall interview each employee submitting a bid and select the person to fill the position they deem most qualified by virtue of education, training, and experience and the inte4V4eW. In the event two or more bidders are equally well qualified, the position will be filled by the most senior employee submitting a bid. In all cases, the person selected must possess the minimum qualifications (as described in the job specification) for the skill level of the position they are selected to fill (i.e. trainee, entry, experienced, advanced, etc.). Unsuccessful bidders will be so notified in writing on forms agreed to between the Association and the Department as soon as possible following the conclusion of the interviews, but not later than the date upon which the successful bidder is notified of selection. The bid results form is not an employment record and will not be used for subsequent employment related decisions. Date: o/f2 of CONTRA COSTA COUNTY CALIFORNIA NURSES ASSOCIATION CALIFORNIA NURSES ASSOCIATION 1999 NEGOTIATIONS Date: 11-8-99 The County will establish Medical/Surgical Nurse-Advanced Levelposition(s) in the Registered Nurse-Deep Class within ninety (90) days of the adoption of the Memorandum of Understanding. Date: On 11` CONTRA STA COUNTY CALIFORNIA NURSES ASSOCIATION w -- . Ve Vim " CALIFORNIA NURSES ASSOCIATION 1999 NEGOTIATIONS COUNTY COUNTER C.N.A PROPOSAL R.N. #12 Date: 9-18-99 5.4 Shift Relief. An Experienced Level Registered Nurse who at the County's request relieves an Advanced Level Registered Nurse or Charge Nurse for a shift shall receive an additional eighteen dollars ($18.00) per shift. Shift relief will also be paid on a pro rated basis to a registered Nurse in an outpatient clinic who is "assigned responsibility" for clinic operations for four (4) or more hours during a given shift. p CALIFORNIA NURSES ASSOCIATION 1999 NEGOTIATIONS COUNTY COUNTER TO C.N.A PROPOSAL R.N. #16 Data: 9-18-99 Section 33 — Detention Facility Differential Employees who work: in the County Detention facilities (including Marsh Creek. gest County,B can's Bos Kgpchthe Main Jail and Juvenile Hall shall receive a differential per hour worked at a premium of five percent (5%) of the hourly equivalent of the base rate; rt112 CALIFORNIA NURSES ASSOCIATION 1999 NEGOTIATIONS COUNTY COUNTER PROPOSAL PNP - 4 Presented: 11-11-99 Section 50.1 Administrative Time 50.1 Adminis rative Time A. All Family Nurse Practitioners (FNPs) in the Hospital & Clinics Division will be granted administrative time as part of the regular schedule. Administrative time will not be prorated for parttime FNPs as follows: Total Position Hours per Week Ava, Administrative Hours per Week 32`40 4 24-3'1 3 20-23 2' <20 0' ° Twenty percent (203Q—of the administrative time per MGRth ten (10l week cycle for each FNP will be "at risk" to fill in primarily for FNPs for scheduled and/or unscheduled absences and/or for any absences for urgent care, small clinics with two (2) or fewer providers, the detention facilities or other clinics at the discretion of the appointing authority or designee. The "at risk" time will be so designated on the schedule. In the Public Health Division, FNP's will be granted administrative time on a pro rata basis and will be expected to continue to cover for FNP absences as needed. Date. rr( IJf t CO RA COS COUNT - CALIFORNIA NURSES ASSOCI TION �„ Lt �, {) P CALIFORNIA NURSES ASSOCIATION 1999 NEGOTIATIONS COUNTY COUNTER PROPOSAL FNP - 4 Date: 11-8-99 Section 59.1 Administrative Time D. (last two paragraphs) In lieu of overtime and shift differential, any hours worked in Hospital and Clinic Division assignments in excess of eight (8) hours per day or forty (40) hours per week will be paid at the straight-time overtime rate (1.05). All evening and weekend assignments in the Hospital and Clinics Division will be paid an additional $9.00 ten dollars $10.00)-per hour. FNPs assigned to work on a holiday will not be paid the $9.00 ten-dollars lags ($10.00) per hour evening/weekend differential, but instead receive time and one-half holiday pay. Date: t 111Z. )it CONTRA OSTA CO NTY CALIFORNIA NURSES ASSOCIATION r CALIFORNIA NURSES ASSOCIATION 1999 NEGOTIATIONS COUNTY COUNTER PROPt7SAL ENP--5 Date: 11-8-99 Section 50 -- FAMILY NURSE PRAC'T[ONERS 50.3 Staff Development Time, Family Hospital. Division.-and l2etention Cetiters. who are regularly t w k ihours. week or more of Familyti n /ar -Det!Qntion. .Clinill -eligiblet development nal-m of the, staffv l t-fime sball be deddedthe appropriate Department Head and could include such responsibilities as specialty clinic assignments. or activities-wactivities-whicb contributotot' nts' it t m effidencyor-quality care, 1 will be notified in writing of the decisions regarding their)proposals Employees may appy to use „^h time by submitting their proposal describing the goals and process of their work to the L! app-Qi nting auLh-Q-Cjf-y of designee for approval. Appruval ofthee of,staffv I t time shall bQ a spocificperiod of time and may a diswnfinued at-any time with a written x 1 nati n at the discretion of the appointing authority or design m llooyees involved in such work shall bt required to submit periodic rtdetermined # i tinauthofty-or-d-e-s—ignee- Full time employees will be reg signed four (4) hours per month from their schedule at the discretiann Qf the appointiogauthority r designee,.-Those employ!Qeswho are scheduled tow r less than full time may be assigned to these four (4) hours per month over and above their regularly scheduled hours. ©ate: 11 ) 2 CONTRA COSTA COUNTY CALIFORNIA NURSES ASSOCIATION r '-r .G� CALIFORNIA NURSES ASSOCIATION 1999 NEGOTIATIONS COUNTY COUNTER PROPOSAL FNP- 6 Date. 11-8-99 SECTION-27 - TRAINING REIMBURSEMENT 27.1 The County Administrative Bulletin on Training shall govern reimbursement for training and shall limit reimbursement for career development training te two hundred , not to exceed six hundred fifty dollars ($650) per fiscal year. E#eGtive july 4 , 49W Reimbursement under the above limits for the cost of books for career development shall be allowable. Date. CONTRA COSTA COUNTY CALIFC? IA NUR S ASSOCIATION Wit Itnnt B. WAIKI.R. M. D. PERSONNEL SERVICES }•{fAliµ jfRYICES DiRELTOR 597 Center Avenue, Suite 260 Martinez, California 94553-4669 C 0 � T R A COSTA (925) 313.6500 �.,.1 Fax (925) 313-6627 H EALTH SERVICES September 18, 1999 Francisco Ugarte California Nurses Association 8393 Capwell Drive#200 Oakland, CA 94621 RE: PERMENANT INTERMITTENT AND PART-TIME REGISTERED NURSES AND FAMILY NURSE PRACTITIONERS Dear Mr. Ugarte This is to confirm agreement reached regarding increase in hours for Registered Nurses and Family Nurse Practitioners. Permanent intermittent and permanent part-time employees of the Hospital and Clinics Division who wish to have the hours of their positions increased up to a maximum of full-time must so request in writing during a thirty (30) day period beginning as follows: December 1, 1999, April 1, 2000, October 1, 2000, April 1, 2001, October 1, 2001 and April 1, 2002. Hospital and Clinic Administration will evaluate those requests within thirty(30) days of the application deadline by considering the actual work hours of the employee over the past six months and the anticipated need for their assignment on an increased basis. Those which are approved will be submitted for consideration by the County as a P-300 request within an additional sixty (60) days. If this conforms to your understanding, please indicate your agreement by signing in the space provided below. Sincerely, Z Lee Ann Adams Health Services Department Personnel Services Officer Confirmed 7 / / �; / � 7 Francisco Ugarte Labor Representative, CNA J , • Contra Costa Community Substance Abuse Services • Contra Costa Emergency Medical Serv.ces Contra Costa Environmental Heaah Contra o,ta Health Pian • Contra Costa Harardous tAatenats Prpgrams +Contra Costa Mental ea'tr Cont a Costa o c uea ,, Contra Costa R>.Ro^a\Aed a!'enter = Conva Cosa earth Cerlel CALIFORNIA NURSES ASSOCIATION 1999 NEGOTIATIONS C.N.A. COUNTER COUNTY'PROPOSAL NO 2 Presented: 1115199 Section 14A Administration of Sick Leave Employee Responsibilities 1. Employees are responsible for notifying their department of an absence prior to the commencement of their work shift or as soon thereafter as possible. Notification shall include the reason and possible durationof the-absence. 2._-- Employees in the Hospital Nursing Service are required to notify the Nursing QfficQ at least two 2) hgQrs grior to the mm rpt of the eveningor right shift or one hour prior to the-day-shift if-they are calling in sick Employees in the Ambulatory Care Nursing Service are required to call in at least one (1) hour prior to the scheduled shift and leave a message in voice mail. Notification shall include the reason and possible duration of the absence. If due to circumstances beyond the employee's control, the employee is unable to call within the above mentioned time frames} he -she Mill call as soon thereafter as possible 3. Employees are responsible for keeping their department informed on a continuing basis of their condition and probable date of return to work. 4. Employees are responsible for obtaining advance approval from their supervisor for the scheduled time of pre-arranged personal or family medical and dental appointment. 5. Employees are encouraged to keep the department advised of (1) a current telephone number to which sick leave related inquiries may be directed, and (2) any condition(s) and/or restriction(s) that may reasonably be imposed regarding specific locations and/or persons the department may contact to verify the employee's sick leave. Date: rc)/�07 CONTRA COSTA COUNTY CALIFORNIA NURSES ASSOCIATION CALIFORNIA NURSES ASSOCIATION 1999 NEGOTIATIONS COUNTER MANAGEMENT PROPOSAL NO. 3 Presented: 9/21199 SECTION 28 - EDUCATION LEAVE Each regular full-time employee in the classification of Registered Nurse with one (1) or more years of permanent service shall be entitled to 5-4ays forty (40) hours leave with pay each year to attend aGGredBRN approved continuing education courses, s, workshops, or classes. Employees in the classification of Family Nurse Practitioner with one (1) or more years of permanent County serviceshall be entitled to days sixty four (64) hours leave with pay each year to attend aGGFed#64 BRN or GIME approved continuing education courses, in6titLdiens, workshops or classes. Written requests for such leave must be submitted in advance and may be denied only in the event such leave interferes with staffing. Registered Nurses and Family Nurse Practitioners may carry over continuing education leave at the rate of 5ys forty (40) hours and sixteen (16) hours -mays-respectively for a maximum total of 40 days eighty (80) hours per year. Such cavy-aver will be granted without restriction. Family Nurse Practitioners may carry-over additional continuing education leave subject to approval. The leave here in above defined shall not apply to those courses or programs the employee is required by the County to attend. A Registered Nurse assigned to the night shift, who attends a continuing education course of eight (8) hours duration outside scheduled work time, may receive educational leave pay for the actual course time and may be excused from the night shift immediately preceding or following the course attended. When an employee covered by this agreement separates from County service, any unused educational leave shall be canceled. Permanent part-time registered nurses shall be entitled to educational leave on a pro-rated basis. An employee who attends a pre-approved course on a date for which he/she is not regularly scheduled to work or who completes a pre-approved home study course will be granted CE time off for the number of hours equivalent to the CE units earned. Only Board of Registered Nurses and Continuing Medical Education approved courses will be approved. Such time off must be scheduled in advance by mutual agreement between the employee and the supervisor. ,� 2,. , CALIFORNIA NURSES ASSOCIATION 1999 NEGOTIATIONS COUNTY MANAGEMENT PROPOSALNO. yI Date: 1018199 ADJUSTMENT BOARD Section 24.1 Grievance Procedure. St=4. No grievance may be processed under this Section which has not first been filed and investigated in accordance with Step 3 above and filed within ten (10) work days of the written response of the Director of Human Resources or his/her designee. if the parties are unable to reach a mutually satisfactory accord on any grievance which arises and is presented during the term of this MOU, such grievance shall be submitted in writing t r ~ ' o an Adjustment Board comprisedof two (2) three (3) Union representatives, no more than two (2) of whom shall be either an employee of the County or an elected or appointed official of the Union presenting this grievance, and {2) three (3) representatives of the County, no more than two (2) of whom shall be either n empfQyee of t r a memberofthe staff of an organization represent the County in the meeting and conferring process, The Adjustment Board shall meet and render a decision within twenty (20) work days of receipt of the written request and render a decision. if the County fails to meet the time limits specified in Step 4 and the grievant demands in writing that an Adjustment Board be convened, the County will convene an Adjustment Board within ten (10) work days of receipt of the original request or the grievance will move to arbitration upon demand. 1 A ) i 5. Employees are encouraged to keep the department advised of (9) a current telephone number to which sick leave related inquiries may be directed, and (2) any condition(s) and/or restriction(s) that may reasonably be imposed regarding specific locations and/or persons the department may contact to verify the employee's sick leave. ©ate: 10/071 CONTRA COSTA COUNTY CALIFORNIA NURSES ASSOCIATION L 11- 7y