HomeMy WebLinkAboutMINUTES - 12071999 - C64 THE BOARD OF SUPERVISORS OF CONTRA COSTA COUNTY, CALIFORNIA
Adopted this Order on Dec mbar 7, 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 District Attorney Investigators' Association ) Resolution No 99/ 633
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 Tom Leary,
President District Attorney Investigators' Association, regarding economic terms
and conditions for October 1 , 1998 through September 30, 2001 for those
classifications represented by that employee organization.
I hereby certify that this Is a true and correct copy of
an action taken and entered on the minutes of the
Board of Supervisors on the date shown.
ATTESTED: _ December 7- 1999
PHIL.BATCHELC7R,Cierk of the Board
of Supervis and County Administrator
„
By ,Deputy
Orig. Dept.: Human Resources Department(Kathy Ito @ 5-1785)
cc: Labor Relations Unit
Personnel Services Unit
Auditor-Controller/Payroll
Department Heads (via Human Resources)
Dr. William Walker, Director of Health Services Department
Lee Ann Adams, Heath Services Personnel Officer
Francisco Ugarte, CNA
Contra ; Human Resources
Department
Costa iL
County Administration Bldg.651 Pine Sreet,Third Ploor
tsL t Martinez,Calif rnie 943 41292
November 29, 1999
Mr. Tom Leary, President
District Attorney Investigators' Association
651 Pine St. 12th Floor
Martinez, CA 94553
RE: ECONOMIC TERMS & CONDITIONS FOR DISTRICT ATTORNEY
INVESTIGATORS' ASSOCIATION 1998-2001 LETTER OF
UNDERSTANDING
Dear Mr. Leary:
This letter expresses wage and benefit changes and other terms and conditions of
employment, agreed upon between Contra Costa County and the District Attorney
Investigators' Association (DATA) which shall be implemented upon approval by the
Board of Supervisors while a comprehensive Memorandum of Understanding is
being prepared. The Tentative Agreements attached hereto are incorporated herein
by reference.
When finalized, a comprehensive MOU will be submitted to the Board of Supervisors
for further approval. Pending such further approval, the terms and conditions of
employment of employees represented by DATA are expressed in the last expired
MOU, subject to the terms of this Letter of Understanding.
1. Wa-Cles.
October 1, 1998: 3.5% increase
April 1, 1999: 2.5% increase
October 1, 1999: 3.0% increase
October 1, 2000: 3.0% increase
2. Lump Sum Payment. A 3.5% Lump Sum Pay will be calculated for all eligible
earnings from October 1, 1998 through November 30, 1999. A 2.5% Lump Sum
Pay will be applied to all eligible earnings from April 1, 1999 through November
30, 1999. A 3% Lump Sum Pay will be applied to all eligible earnings from
October 1, 1999 through November 30, 1999. Eligible earnings include
employee regular pay, overtime pay and specific other earnings computed as
a percentage of base pay.
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A. The October 1, 1998 increase will be paid retroactively in a lump sum
payment to each employee for the period October 1 , 1998 through
November 30, 1999, without interest.
B. The April 1, 1999 increase will be paid retroactively in a lump sum payment
to each employee for the period April 1, 1999 through November 30, 1999,
without interest.
C. 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.
D. The payment amounts thus computed will be paid in a separate check as a
"Lump Sum Payment" and will be subject to normal tax withholding and
retirement deduction requirements.
3. Official epresentadim. Modified to clarify that the County agency calling a
meeting is responsible for determining if attendance of a particular employee
is required and that the number of representatives shall not exceed two (2)
without prior approval of the department and the Employee Relations Officer.
4. Pagers. Inspectors and Senior Inspectors required to keep pagers activated
while on duty or when not available at the phone number provided to the
Department for after hours contact and to respond by telephone as soon as
possible after receiving the page.
5. Sick Leave. The following modifications shall apply:
A. The definition of immediate family will include domestic partners;
B. Self-inflicted injury added to the situations where paid sick leave credits
may not be used;
C. Employees are responsible for notifying the Investigative Unit of an absence
as early as possible prior to the commencement of their work shift and in
accordance with operational requirements. Notification shall include the
reason and possible duration of the absence;
D. Employees are responsible for keeping their department informed of their
continuing condition and probable date of return to work;
E. Employees are responsible for obtaining advance approval from their
appointing authority or designee for the schedule time of prearranged
personal or family medical and dental appointments; and
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F. The use of sick leave may be denied if these procedures are not followed.
Abuse of sick leave on the part of the employee is cause for disciplinary
action. To ascertain the propriety of claims against sick leave, the
department head may make such investigations as he deems necessary
including medical verification of illness.
6. Overtime and Compensatory Time. Overtime defined as any authorized work
performed in excess of forty (40) hours per week or eight (8) hours per day.
7. Court Appearance Overtime,-Minimum overtime credit provided when an
employee is required to attend a duly constituted judicial proceeding on his or
her regularly scheduled day off increased from a minimum of three (3) hours to
a minimum of four (4) hours.
8. tin-Oall/.Call Back. Modified to provide that during the on-call interval, the
employee must be ready to immediately report for duty and must arrange so
that a supervisor can reach the employee within ten (10) minutes or less.
Inspectors of all classes, whether or not on-call, may be called out to an
incident after normal working hours, and may be required to respond in their
personal vehicle. An employee who is called back after normal working hours
shall be paid a minimum of two (2) hours at the appropriate rate for each call
back. Employees who are assigned in writing to on-call status will be
compensated at the rate of two hundred dollars ($200) per week.
9. Differential. For the period of April 1, 1999 through and including September
30, 1999, a differential in the amount of two and one-half percent (2.5%) above
the base salary rate will be paid to the District Attorney Senior Inspector
assigned as the Certified Polygraph Examiner/Trainer within the District
Attorney's office during that period.
10. Professional Reimbursement. Revised to include reimbursement for
purchases of job-related equipment, professional publications, training and
software and hardware from a standardized County approved list. Effective
January 1, 2000, the maximum reimbursement amount will be increased to two
hundred-fifty dollars ($250) per calendar year.
11. Vision Care Coveraae. In the event the Health Care Oversight Committee, a
sub-committee of the County and the Labor Coalition, reports its findings to the
County and the Labor Coalition and vision care coverage is offered to the
Coalition, the County agrees to extend such vision care coverage to the District
Attorney Investigators' Association.
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12. Health Plan Contribution Effective Janu-ary 1, 2000 & January 1, 2001.
Subvention rates for the purposes of open enrollment in all PERS medical plans
will be the dollar equivalent of eighty-seven percent (87%) of the PERS Kaiser
premium at each level (employee only, employee + one, employee + two or
more).
In the event, in whole or in part, that the above amounts are greater than one
hundred percent (100%) of the applicable premium of any plan, the County's
contribution will not exceed one hundred percent (100%) of the applicable plan
premium.
13. Dental/Life Insurance Adjustments.
From January 1, 2000 through September 30, 2001 the 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
Agreement between Contra Costa County and the Association, a copy of which
is attached hereto. Open enrollment for the dental and life insurance and health
care spending account benefits effective January 1, 2000 shalltake place from
November 1 through November 30, 1999.
14. Duration of Aareement. This Agreement shall continue in full force and effect
from October 1, 1998 to and including September 30, 2001.
Dated: 1 1
CONTRA COSTA COUNTY DISTRICT ATTORNEY INVESTIGATORS'
ASSOCIATION
Katy Ito Tom Leary, Pre ident
Labor Relations Manager
cc: Leslie Knight, Human Resources Director
Human Resources Division - Personnel Services Unit
Gary Yancey, District Attorney
Auditor/Payroll
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19981/999 NEGOTIATIONS
DISTRICT ATTORNEY IN`itESTIGATORS' ASSN.
MANAGEMENT PROPOSAL NO. 1
Presented: October 27, 1999
SECTION 4 - OFFICIAL REPRESENTATIVES
4.1 Attendance at Meetings. Employees designated as official
representatives of the Association shall be allowed to attend meetings held by
County agencies during regular working hours on County time as follows:
a. If their attendance is required by the County at a specific meeting;
b. if their attendance is sought by a hearing body or presentation of
testimony or other reasons;
C. if their attendance is required for meeting(s) scheduled at
reasonable times agreeable to all parties required for settlement of
grievances filed pursuant to Section 22 (Grievance Procedure) of
this MMU;
d. if they are designated as a grievance representative in which case
they may utilize a reasonable time at each level of the proceedings
to assist an employee to present a grievance, provided the
meetings are scheduled at reasonable times agreeable to all
parties;
e. if they are designated as spokesperson or representative of the
Association and as such make representations or presentations at
meetings or hearings on wages, salaries and working conditions;
the ,
f. in each case advance arrangements for time awa.y from the
employee's work station or assignment are made with the
aarrropriate department head or his designee, and the CountX
agency calling the meeting is maponsible for determining that the
attendance of the particular emrfovee{sl is required.
The number of such representatives shall not exceed two (2) without prior
approval of the department and the Employee Relations t7fficer.
Dated:
Contra Costa County District Attorney Investigator's Assn.
/Ax-
1998-1999 NEGOTIATIONS
DISTRICT ATTORNEY INVESTIGATORW ASSOC.
COUNTER TO ASSOCIATION NO.2
Presented: November 10, 1999
Revised November 16, 1999
SE 'TION 8 - PAGERS
Inspectors and Senior Inspectors are required to retain a County-issued pager in
his/her immediate possession at all times, and keep it activated while on duty or
when not available at-the- 12hone rprovided-t t t for afte
hours contact. Inspectors and Senior Inspectors shall respond W the GalleF within
ten (IG) miRute by telephone-eras soon asti #_ s &1_e after receiving the
page.
Gated: /Wi
Contra Costa County District Attorney Investigator's Assn.
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1998/1999 NEGOTIATIONS
DISTRICT ATTORNEY INVESTIGATORS' ASSN.
COUNTER TO ASSN. PROPOSAL NO. 3
Presented: November 16, 1999
SECTION 13 --SICK LEAVE
13.1 Purpose of Sick Leave. The primary purpose of paid 'sick leave is
to ensure employees against loss of pay for temporary absences from work due
to illness or injury. It is a benefit extended by the County and may be used only
as authorized; it is not paid time off which employees may use for personal
activities.
13.2 Credits tc and Charges Against Sick Leave. Sick leave credits
accrue at the rate of eight (8) working hours credit for each completed month of
service, a6 PF96GFibed by GewRty SalaFy Regulati . Employees who work a
portion of a month are entitled to a pro rata share of the monthly sick leave credit
computed on the same basis as is partial month compensation.
Credits to and charges against sick leave are made in minimum amounts of one-
tenth hour (6 minutes) increments.
Unused sick leave credits accumulate from year to year.
When an employee is separated other than through retirement, accumulated sick
leave credits shall be canceled, unless the separation results from layoff, in
which case the accumulated credits shall be restored if reemployed in a
permanent position within the period of lay off eligibility.
As of the date e Upon retirement, an employee's accumulated sick leave is
converted to retirement on the basis of one (1) day of retirement service credit for
each day of accumulated sick leave credit.
13.3 policies Governing the Use-of Paid Sick Leave. As indicated
above, the primary purpose of paid sick leave is to ensure employees against
loss 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, father-in-law, mother-in-law, daughter-in-law, son-in-
law, brother-in-law, sister-in-law, foster children, aunt, uncle, cousin, stepbrother,
of stepsister, or domesticap rtner 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.
EmplQy= means any person employed by Contra Costa County in an allocated
position in the County service.
........
Paid Sick Leave Credits means those sick leave credits provided for by County
Salary Regulations and memoranda of understanding.
ondition/ ason: With respect to necessary verbal contacts and confirmations
which occur between the department and the employee when sick leave is
requested or verified, a brief statement in non-technical terms from the employee
regarding inability to work due to injury or illness is sufficient.
Accumulated paid sick leave credits may be used, subject to appointing authority
approval, by an employee in pay status, but only in the following instances:
a. Tem f Illness or Iniury of an Empioyee. Paid sick leave credits
may be used when the employee is off work because of a
temporary illness or injury.
b. Permanent Disability Sick Leave. Permanent disability means the
employee suffers from a disabling physical injury or illness and is
thereby prevented from engaging in any County occupation for
which the employee is qualified by reason of education, training or
experience. Sick leave may be used by permanently disabled
employees until all accruals of the employee have been exhausted
or until the employee is retired by the Retirement Board, subject to
the following conditions:
1. An application for retirement due to disability has been filed
with the Retirement Board.
2. Satisfactory medical evidence of such disability is received
by the appointing authority within thirty (34) days of the start
of use of sick leave for permanent disability.
3. The appointing authority may review medical evidence and
order further examination as deemed necessary, and may
terminate use of sick leave when such further examination
demonstrates that the employee is not disabled, or when the
appointing authority determines that the medical evidence
submitted by the employee is insufficient, or where the
above conditions have not been met.
C. Communicable Disease. An employee may use paid sick leave
credits when under a physician's order to remain secluded due to
exposure to a communicable disease.
d. Sick t ease Utilization for Pregnancy Disability. Employees whose
disability is caused or contributed to by pregnancy, miscarriage,
abortion, childbirth, or recovery therefrom, shall be allowed to utilize
sick leave credit to the maximum accrued by such employee during
the period of such disability under the conditions set forth below:
1. Application for such leave must be made by the employee to
the appointing authority accompanied by a written statement
of disability from the employee's attending physician. The
statement must address itself to the employee's general
physical condition having considered the nature of the work
performed by the employee, and it must indicate the date of
the commencement of the disability as well as the date the
physician anticipates the disability to terminate.
2. If an employee does not apply for leave and the appointing
authority believes that the employee is not able to properly
perform her work or that her general health is impaired due
to disability caused or contributed to by pregnancy,
miscarriage, abortion, childbirth or recovery therefrom the
employee shall be required to undergo a physical
examination by a physician selected by the County. Should
the medical report so recommend, a mandatory leave shall
be imposed upon the employee for the duration of the
disability.
3. Sick leave may not be utilized after the employee has been
released from the hospital unless the employee has provided
the County with a written statement from her attending
physician stating that her disability continues and the
projected dates of the employee's recovery from such
disability.
e. Medical & Dental Aonointments. An employee may use paid sick
leave credits:
1. For working time used in keeping medical and dental
appointments for the employee's own care; and
2. For working time used by an employee for prescheduled
medical and dental appointments for an immediate family
member.
f. Emergency Care of Family. An employee may use paid sick leave
credits for working time used in cases of illness or injury to an
immediate family member.
g. Death of Family Member. An employee may use paid sick leave
credits for working time used because of a death in the employee's
immediate family, but this shall not exceed three (3) working days,
plus up to two (2)days of work time for necessary travel.
h. Accumulated paid sick leave credits may not be used in the
following situations:
1. Self inflicted IniurYFor time off from work for an employ
illness or injury caused by his or her willful misconduct.
4. 2. Vacation. Paid sick leave credits may not be used for an
employee's illness or injury which occurs while he is on
vacation but the County Administrator may authorize it when
extenuating circumstances exist and the appointing authority
approves.
.23. Not in Pay Status. Paid sick leave credits may not be used
when the employee would otherwise be eligible to use paid
sick leave credits but is not in pay status.
13.4 Administration of Sick Leave. The proper administration of sick
leave is a responsibility of the employee and the department head. The following
procedures apply:
a. Employee Resig
po6sible wheR unable to rep to work due to 6irk leave
beyond the investigative WAR Ghain of r--ommand will be the
of
r
Unit rhaiR Of GE)Fnmand in the pr-e-6Gheduled
9
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7 9
the depaFtment ,
leave, the department head or desigRee may make
a. Galling the erAP19yee6 Fe6-ideRGe telephone numbe
aGGGFdaFIG9 with departmental 6iGk leave rsall in
11-be GUbjGGt te a%
4.4.a.4-
b. GbtaiRinq the ,
purpose,s 6ignature on the
above.
a Employees are responsible for notifying the Investigative Unit of an
absence as early as possible p it or to he commencement of thei
work shift and in accordan e with operational eauirements
Notification shall include the reason and possible duration of the
absence.
b Employees are responsible for keeping their department informed
of their continuina condition and probable date of return to work
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C. Employees are responsible far obtaining advance approval from
their appoirift-authortty-...orr designee for the schedule time of
prearranged personal or family medical and dental appointments
IbQ use of sickleavo may ba denied, if these res are nQt followed. A
of sick leave on the part of the employee is cause for disci ina action To
ascertain theme rie of clalms against sick leave he department head may
make such investigations- as he deems necessary including medical yeditcation
of illness,
13.5 Disabuity.
A. An employee physically or mentally incapacitated for the
performance of duty is subject to dismissal, suspension or
demotion, subject to the County Employees Retirement Law of
1937. An appointing authority after giving notice may place an
employee on leave . if the appointing authority hes filed an
application for disability retirement for the employee, or whom the
appointing authority believes to be temporarily or 'permanently
physically or mentally incapacitated for the performance of the
employee's duties.
B. 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
and/or psychiatric examination by a licensed physician or
psychologist and receive a report of the findings on such
examination. if the examining physician or psychologist
_... .
_. . _
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.
C. Leave due to temporary or permanent disability shall be without
prejudice to the employee's right to use sick leave, vacation, or any
other benefit to which the employee is entitled other than regular
salary. The Human Resources Director may order lost pay restored
for good cause and subject to the employee's duty to mitigate
damages.
D. Before an employee returns to work from any absence for illness or
injury, other leave of absence or disability leave, exceeding two
weeks in duration, the appointing authority may order the employee
to undergo at County expense a physical, medical, and/or
psychiatric examination by a licensed physician or psychologist,
and may consider a report of the findings on such examination. If
the report shows that such employee is physically or mentally
incapacitated for the performance of duty, the appointing authority
may take such action as he deems necessary in accordance with
appropriate provisions of this MOU.
E. Before an employee is placed on an unpaid leave of absence or
suspended because of physical or mental incapacity under (A) or
(B) above, the employee shall be given notice of the proposed
leave of absence or suspension by letter or memorandum,
delivered personally or by certified mail, containing the following:
1. a statement of the leave of absence or suspension
proposed;
2. the proposed dates or duration of the leave or suspension
which may be indeterminate until a certain physical or
mental health condition has been attained by the employee;
3. a statement of the basis upon which the action is being
taken;
4. a statement that the employee may review the materials
upon which the action is taken;
5. a statement that the employee has until a specified date (not
less than seven (7) work days from personal delivery or
mailing of the notice) to respond to the appointing authority
orally or in writing.
F. Pending response to the notice the appointing authority for cause
specified in writing may place the employee on a temporary leave
of absence, with pay.
G. The employee to whom the notice has been delivered or mailed
shall have seven (7) work days to respond to the appointing
authority either orally or in writing before the proposed action may
be taken.
H. After having complied with the notice requirements above, the
appointing authority may order the leave of absence or suspension
in writing stating specifically the basis upon which the action is
being taken, delivering the order to the employee either personally
or by certified mail, effective either upon personal delivery or
deposit in the U.S. Postal Service.
1. An employee who is placed on leave or suspended under this
section may, within ten (10) calendar days after personal delivery or
mailing to the employee of the order, appeal the order in writing
through the Director of Human Resources to the Merit Board.
_. ......
Alternatively, the employee may file a written election with the
Director of Human Resources waiving the employee's right to
appeal to the Merit Board in favor of appeal to a Disability Review
Arbitrator.
J. In the event of an appeal either to the Merit Board or the Disability
Review Arbitrator, the employee has the burden of proof to show
that either:
1. the physical or mental health condition cited by the
appointing authority does not exist, or
2. the physical or mental health condition does exist, but it is
not sufficient to prevent, preclude, or impair the employee's
performance of duty, or is not sufficient to endanger the
health or safety of the employee, other employees, or the
public.
K. If the appeal is to the Merit Board, the order and appeal shall be
transmitted by the Director of Human Resources to the Merit Board
for hearing under the Merit Board's Procedures, Section 1114-1128
inclusive. Medical reports submitted in evidence in such hearings
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shall remain confidential information and shall not be a part of the
public record.
L. If the appeal is to a Disability Review Arbitrator, the employee (and
his representative) will meet with the County's representative to
mutually select the Disability Review Arbitrator, who may be a de
facto arbitrator, or a physician, or a rehabilitation specialist, or some
other recognized specialist mutually selected by the parties. The
arbitrator shall hear and review the evidence. The decision of the
Disability Review Arbitrator shall be binding on both the County and
the employee.
Scope of the Arbitrator`s review.
a. The arbitrator may affirm, modify or revoke the leave of
absence or suspension.
b. The arbitrator may make his decision based only on
evidence submitted by the County and the employee.
C. The arbitrator may order back pay or paid sick leave credits
for any period of leave of absence or suspension if the leave
or suspension is found not to be sustainable, subject to the
employee's duty to mitigate damages.
d. The arbitrator's fees and expenses shall be paidone-half by
the County and one-half by the employee or employee's
association.
13.6 Worke s' Compensation.
A. Sate Labor Code 4850 Pay. Law enforcement officers as defined
in State Labor Code 4850 who are members of the Contra Costa
County Retirement System continue to receive full salary benefits in
lieu of temporary disability during any absence from work which
qualifies for workers' compensation benefits.
Currently, the maximum 4850 pay is one (1) year for any injury or
illness. To be eligible for this benefit the employee must be under
the care of a physician. All 4850 pay shall be approved by the
County Administrator's Office, Risk Management Division.
B. Sick Leave and Vacation, Sick leave and vacation shall accrue in
accordance with the provision of State Labor Code 4850.
C. 4$5t} Pay Beyond One Year. If an injured employee remains
eligible for workers' compensation temporary disability benefits
beyond one (1) year, full salary will continue by integrating sick
leave and/or vacation accruals with workers' compensation benefits
(use of vacation accruals must be approved by the department anti
the employee). If salary integration is no longer available because
accruals are exhausted, workers' compensation benefits will be
paid directly to the employee as prescribed by workers'
compensation laws.
D. Rehabilitation Integration. An injured employee who is eligible for
workers' compensation rehabilitation temporary disability benefits
and who has exhausted 4850 pay eligibility will continue to receive
full salary by integrating sick leave and/or vacation accruals with
workers' compensation rehabilitation temporary disability benefits.
When these accruals are exhausted, the rehabilitation temporary
disability benefits will be paid directly to the employee as prescribed
by workers' compensation laws.
E. Health lnsurance. The County contribution to the employee's group
insurance plan(s) continues during the 4850 pay period and during
integration of sick leave or vacation with workers' compensation
benefits.
F. Integration Formula. An employee's sick leave and/or vacation
charges shall be calculated as follows. C = 8 [1 - (W) S)]
C = Sick leave or vacation charge per day (in hrs.)
W = Statutory workers' compensation for a month
S o Monthly salary
G. Medical Examinations. Whenever possible, medical exams or
follow-up medical appointments for job-related illness or injury
scheduled during work hours will be at the beginning or end of the
employee's shift so as to minimize time lost from work.
13.7 Integration of SDI. On May 26, 1981 the Board of Supervisors
established a labor-management committee to administer a rehabilitation
program for disabled County employees. It is understood that the benefits
specified above in this Section 13 shall be coordinated with any disabled
employee's rehabilitation program.
13.8 Accrual During Leave Without-EU. No employee who has been
granted a leave without pay or an unpaid military leave shall accrue any sick
leave credits during the time of such leave nor shall an employee who is absent
without pay accrue sick leave credits during the absence.
Dated: t 0
Contra Costa County District Attorney investigator's Assn.
W
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1998/1999 NEGOTIATIONS
DISTRICT ATTORNEY INVESTIGATORS' ASSN.
COUNTER TO ASSN. PROPOSAL NO. 4
Presented: November 16, 9999
Revised : November 18, 9999
SECTION 7 -9VERTiME AND COMPENSATORY TIME
7.1 Overtime. GyeFtime mu6t be approved befeFe it is waFked. Overtime is
any authorized and appEar work performed in excess of forty (40) hours
per week or eight (8) hours per day. All overtime shall be compensated
for at the rate of one and one-half (1-1/2) times the employee's base rate
of pay (not including shift and other special differentials). Overtime for
permanent employees is earned and credited in a minimum of one-tenth
hour (6 minute) increments.
Dated: ( . d j
Contra Costa County District Attorney Investigator's Assn.
-Contra # Human Resources
, . Department
Costa Administration Bldg,
Ch/
ou t 651 Pins Street
r Martinez, California 94553-1292
November 15, '1999
Mr. Tom Leary, President
District Attorney Investigators' Association
59 Douglas Dr.
Martinez, CA 94553
SUBJECT: Modification of Section 7.1, Overtime
Dear Tom,
This letter is to confirm the understanding reached during 1999
Negotiations regarding modification of the language in Section 7.1,
Overtime.
The deletion of the contractual language "Overtime must be approved
before it is worked" does not modify the Department's current practice that
overtime must be approved before it is worked nor does it limit the
Department's ability to require advance approval for all overtime.
Sincerely,
Kathy Ito
Labor Relations Manager
_. _._...
1998/1999 NEGOTIATIONS
DISTRICT ATTORNEY INVESTIGATORW ASSN.
COUNTER TO ASSN. PROPOSAL NO. 4
Presented: November 18, 1999
ECTION 7 -OVERTIME AND COMPENSATORY-TIME
7.3 Court Appgara ce Overtime. The County agrees to provide a
minimum of tree r 4 hours overtime credit when in the line of duty
employees in the classes of District Attorney Inspector and District Attorney
Senior Inspector are required to attend a duly constituted judicial proceeding on
his or her regularly scheduled day off.
Dated: [[ t m
Contra Costa County District Attorney investigator's Assn.
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199811999 NEGOTIATIONS
DISTRICT ATTORNEY INVESTIGATORS' ASSN.
COUNTER TO ASSN. PROPOSAL NO.
Presented: November 18, 1999
SECTI{�N� (.�N-GALLfCALI� BACI�+�.
The Senior Inspector will be on-call for one (1) week intervals beginning at 08001
hogs on a Wednesday and continuing until 0800 hours the following
Wednesday.
telephonee en file with the depaFtment and Investigativ-9--J.4;#
Management. it is eaGh lR6PeGt9F'6 and SeAiGF ,
During the on call interval the erploye must be ready
immediatelyto
for dujy and must arrange so that r n reach
the errt looyee within ten (10) minute or less
Gall shall p9FSE)Ra",,
Of raa i
di thifty
(39) FniAutes of being notified A County vehicle may be used and driven home
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during the on-call interval, and must be used in compliance with the County
Vehicle Use Policy.
designated faF the E)R Gall equipmeRt bag and shall 199 F96P9_R_9ih_19 for bringiRg
t1160A-Gall equipment bag W the Gall out leGatien, maintaining an adequate level
Inspectors of all classes, whether or not on-call, may be called out to an incident
after normal working hours, Ghall-and -m-ay-be required to respond 'timely te t
in their personal vehicle. If an employee uses their
personal vehicle_#hev and shall be reimbursed per Section 31 - Mileage, of this
MOU.
Any employee called out to an incident after normal work hours shall receive
overtime or compensatory time mat therip ate rate af eRe and Re
=s for actual hours worked plus one (1) hour. An employee who is
called back after normal working hours shall be paid a minimum of two(2)hours at
the approirate rate for each call back. A,--Wal h9wF6 worked is defined a6 a
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Employees who are assigned in writing to on-call status will be compensated at
the rate of$200 per week.
Dated: . 1 ),- L e-) '!Pf
Contra Costa County District Attorney Investigator's Assn.
1998-1999 NEGOTIATIONS
DISTRICT ATTORNEY INVESTIGATORS' ASSOC.
COUNTER TO ASSOCIATION NO.7
Presented: November 18, 1999
SECTIO 37 PROFESSIONAL MEMBERSHIP STIREW-REIMBUIRSEMENT
The County agrees to reimburse employees in the District Attorney Investigators'
Unit for actual cost of membership dues in job-related professional associations,
!gbrelated eaui rnent professional publications training and s ftware and
hardwaret ndardized CouW app[Qyed list providedh employee in
the District Allorney Investigators' Unit complies with the provisions of the
Computer Llag and Security Policy adapted by the Board of Supervisors not to
exceed a maximum of seventy-five dollars ($75.00) per calendar year with the
prior approval of their supervisor. Effective Januarys, 2000 the maximum
amount will be increased to two hundred fifty dollars ($250)oer calendar year.
Reimbursement in the amount prescribed above will be processed upon
presentation of a verified receipt to the Auditor-Controller's Office showing
payment of annual membership dues in job-related professional associations,-or
purchasf� ofjob-related equipment professional publications training or software
and hardware and evidence of supervisor approval.
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Dated:
Contra Costa County District Attorney Investigator's Asan.
1998/1999 NEGOTIATIONS
DISTRICT ATTORNEY INVESTIGATORS' ASSN.
COUNTER TO ASSN. PROPOSAL NO. 9
Presented: November 18, 1999
Revised: November 18, 1999 1500hrs
VIpE0QISPL-AY TERMINAL (M USERS EYE EXAMINATION
The DAIA and- County agrees to FeGp9R negetiatieRroggend any regar-ding
vision care coverage to the District Attorney Investigators' Association if when the
Health Care Oversight Committee, a sub-committee of the County and the Labor
Coalition, reports its findings to the County and the Labor Coalition and vision
care coverage is offered to the Coalition.
-1;2A .
Dated:
Contra Costa County District Attorney Investigator's Assn.
1998/1999 NEGOTIATIONS
DISTRICT ATTORNEY INVESTIGATORS' ASSN.
COUNTER TO ASSN. PROPOSAL NO. 14
Presented: November 18, 1999
PACKAGE PROPOSAL CONTINGENT UPON 11/18/1999 TENATIVE
AGREEMENT ON ALL ISSUES
MEDICAL/DENTAL/LIFE INSURANCE ADJUSTMENTS
HEALTH PLAN CONTRIBUTION
Effective January 1, 2000 and January 1, 2001 subvention rates for the purposes
of open enrollment in all PERS medical plans will be the dollar equivalent of
eighty-seven percent (87%) of the PERS raiser premium at each level
(employee only, employee + one, employee + two or more).
In the event, in whole or in part, that the above amounts are greater than one
hundred percent (100%) of the applicable premium of any plan, the County's
contribution will not exceed one hundred percent (100%) of the applicable plan
premium.
DENTAL COVERAGES OFFERED
Effective January 1, 2000, the County will terminate its contract with Safeguard A
& B Dental and offer the Delta and PMI Delta Care Dental plans.
DENTAL PLAN SUBVENTION
Effective January 1, 2000, the County subvention for Dental plans will be as
follows:
Delta Dental 78%
PMI Delta Care 78% at 3 year rate guarantee
Dental Only County pays all but 0.1
DELTA DENTAL PLAN NHANCEMENTS
Increase Annual Maximum from $1200 per member to:
$1400 1/11/2000
$1500 1/1/2001
DOMESTIC PARTNER
Domestic Partner and dependents eligible to participate in 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 SPE'N ING ACCOUNT
Effective January 1, 2000, increase the amount employees may set aside from
their paycheck for health care expenses not reimbursed by any other health
benefits plan with before tax dollars from $2400 to $3000 per year.
OPEN ENROLLMENT
Open enrollment shall be held September 1 through October 15, 2000 for
coverage effective January 1, 2001. Open enrollment for coverage effective
January 1 , 2002 shall be dependent on the outcome of negotiations.
TENTATIVE AGREEMENT
Dated: /�--
FOR THE COUNTY FOR THE DISTRICT ATTORNEY
INVESTIGATORS' ASSOCIATION