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HomeMy WebLinkAboutMINUTES - 11161999 - C54 C* 54 THE BOARD OF SUPERVISORS OF CONTRA COSTA COUNTY, CALIFORNIA Adapted this Order on Nov ?mh r 16 1999 by the following vote: AYES: Supervisors Gioia, Uilkema, DeSaulnier and Canciamilla NOES: None ABSENT:Supervisor Gerber ABSTAIN: None SUBJECT: Adopt Letter of Understanding } With CQQEA („opal N.Q. 1 } Resolution No 99/ 589 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 Sandy Falk, CCCEA Local No. 1 Assistant General Manager, 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 entered on the minutes of the Board of supervisors on the date shown. ATTESTED: November 16, 1992 PHIL,BATCHELOR, Clerk of the Board of ervis and ty Administrator By (7 ° Deputy Orig. Dept.: Human Resources Department(Kathy !to aO 5-1755) cc: Labor Relations Unit Personnel Services Unit Auditor-Controller/Payroll Department Heads—VIA HR Henry Clarke, Local No. 1 Sandy Falk, Local No. 1 Contra 4SG A` Q Human Resources Department Costa County � .�° Administration Bldg. 651 Pine Street,Third Floor �' � Martinez, California 94553-1292 (925) 335-1770 Leslie T. Knight Director of Human Resources November 11, 1999 Mr. Henry Clarke, General Manager Attn: Ms. Sandy Falk, Asst. General Manager CCCEA Local No. 1 PO Box 222 Martinez CA 94553 RE: ECONOMIC TERMS & CONDITIONS FOR CCCEA LOCAL NO. 1 1999-2002 LETTER OF UNDERSTANDING Dear Ms. Falk: 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 and CCCEA Local No. 1, 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 soon as possible and submitted to the Board of Supervisors for further approval. Pending such further approval, the terms and conditions of employment of employees represented by CCCEA Local No. 1 are expressed in the last expired MOU, subject to the terms of this Letter of Understanding. COALITION AGREEMENTS 1. Wagm Increases: October 1, 1999: 5.0% increase October 1, 2000: 3.0% increase October 1, 2001: 4.0% increase 2. hum 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, 1999 through October 31, 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 October 31, 1999, without interest. B. The payment amount thus computed will be paid on the December 10, 1999 pay warrant as a "Lump Sum Payment" and will be subject to normal tax withholding and retirement deduction requirements. 3. Catastrophic Leave-Ban . 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. D1.1ability. Amend section to add Psychologist to the list approved for examination of employees. 5. Health Care Spending 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. Pr bation Period. Increase minimum from six (6) to nine (9) months for original entrance appointments. 7. Retirement Coverage. Clarification of language regarding conversion of medical plan upon retirement. 8. 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 -2- 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. 9. 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. 10. Health P a . 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. 11. Bilingual Pkv. Increase differential to seventy dollars ($70.00) 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, 2001. 12. Pay.for Work in Higher Classification. The rate of pay established for work in a higher classification shall commence on the 41st consecutive hour in the assignment. 13. Permanent-IntermittentlTemporary Employee Medical. The County agrees to provide CCHP Plan A-2 to Permanent-Intermittent and Temporary Employees who meet the eligibility requirements. 14. Joint labor/Management Committee. Create a subcommittee to review the Memorandum of Understanding and recommend correction of inadvertent errors, deletion of obsolete language, etc. 15. Grievance Procedure. Step 4 — Adjustment Board may be waived by the written mutual agreement of the parties. 16. 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. -3 - 17. 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. 18. Domestic, Partner. Add Domestic Partner to definition of Immediate Family in Sick Leave Section. LOCAL NO. 1 GENERAL PROPOSAL AGREEMENTS 19. Duration of Agreement. This agreement shall remain in full force and effect from October 1, 1999 to and including September 30, 2002. 20. Organizational Leave. Increase to three hundred twenty (320) hours per year. 21. Transfers/Reassignments. Letter dated October 7, 1999 regarding understandings and agreement reached regarding an issue involving the potential "reassignment" of employees. 22. Counseling Memos. Human Resources Department will distribute a memo to all departments advising them to remove all counseling memos dated prior to January 1, 1997 that are not attached to performance evaluations or disciplinary actions. 23. Deletion of Temporary (Per Diem) E tMes. Human Resources, Health Services and Local No. 1 shall meet to discuss issues related to utilization of per diem Occupational/Physical Therapists. Department will post one Occupational Therapist-Psych position. 24. TB, Hepatitis B, Lyme Disease. The County agrees to make available to those interested employees in certain Departments and/or classifications, immunizations for Lyme Disease and Hepatitis B, and testing for tuberculosis. -4- 25. Safety-Shoo . Increase reimbursement for the purchase and repair of safety shoes from one hundred sixty dollars ($160) for each two (2) year period to two hundred dollars ($200) for each two (2) year period effective January 1, 2000, and to two hundred twenty-five dollars ($225) for each two (2) year period effective January 1, 2002. Agreed to add second vendor (Red Wing). 26. Conversion of PTO Hours to Vacation. Temporary employees appointed to permanent positions may carry over and use PTO accruals during the first six (6) months of permanent employment status. 27. Joint LabortManagement Coat ittee. Create a subcommittee to review the Memorandum of Understanding and recommend correction of inadvertent errors, deletion of obsolete language, etc. 28. Temporary Employee Issues-. Upon request by the Union, the Human Resources Department agrees to meet to discuss issues related to continuous testing. Effective January 1, 2000, the County shall provide Quarterly Reports regarding certain information on Temporary Employees. LOCAL NO, I UNIT TABLE AGREEMENTS 29. Agriculture and Animal Control Unit A. After completion of the Pay Equity adjustments, the classes in the Agriculture Biologist series and the Weights and Measures Inspector series will be adjusted to equal salary levels on a one time only basis. B. Safety Committee meetings in the Animal Services Department will be held at least quarterly. C. The Animal Services Department agrees to reimburse Animal Center Technicians for trousers up to one hundred dollars ($100) per employee per year. D. Animal Services Officers participating in search warrants will be compensated in the amount of one hundred dollars ($100) per incident. E. If State law is amended during the term of this MOU to allow for safety retirement for Animal Services Officers and the amendment is adopted by the Board of Supervisors, the County will meet and confer on this issue. -5 - F. Once during the term of this MOU, each employee in the Animal Services Department may be reimbursed for fees incurred in the amount charged for departmental pet license and adoption fees. G. The Animal Services Departmental Uniform Policy shall be amended to make the wearing of neckties with long sleeve uniforms optional year round. H. The Animal Services Department will provide surgical scrubs for Registered Veterinary Technicians. The employee is responsible for cleaning and maintenance. 30. Attendant-LVN-Aide Unit A. The five percent (5%) detention differential will be expanded to include members of the unit working at Byron Boys' Ranch and Juvenile Hall. B. Continuing Education (CE) for full-time Surgical Technicians will be increased from twelve (12) to fourteen (14) hours per year. Pre- approved home study courses will be granted CE time off for the number of hours equivalent to the CE units earned. C. Full-time Hospital Attendants with one or more years of County service shall be entitled to forty-eight (48) hours of paid CE every two (2) years. D. Effective October 1, 1999, the base pay of the Orthopedic Technician classification will be increased by three percent (3%). E. Employees in the Attendant/LVN/Aide Unit shall receive a five dollar ($5.00) per shift weekend differential for qualifying shifts. F. The Health Services Department agrees to study the organization of work and classifications in the Central Supply Division within ninety (90) days following the ratification of this MOU. G. The Health Services Department will develop an identification card for Public Service Officers. H. Letter from Health Services Department recognizing the importance of computer training for unit members. 1. Recommended corrections of inadvertent errors and deletion of obsolete language in MOU Section 57.2 —Attendant/LVNIAide. -6 - 31. Building Trades Unit. A. Within forty-five (45) calendar days after approval of this MOU, the General Services Department shall reach agreement with the Building Trades Unit, and reduce to writing, a policy by each craft/shop regarding the method in which overtime is assigned. B. Increase reimbursement to employees in the unit from twenty dollars ($20.00) to twenty-five dollars ($25.00) per month to defray the cost of supplying and cleaning clothing worn in the performance of regular duties. 32. Deputy Public Defenders Unit. The provisions of this Letter of Understanding are inapplicable respecting the employees represented by the Deputy Public Defenders Unit of CCCEA Local No. 1. Pending further meeting and conferring, the terms of the last expired Memorandum of Understanding between Contra Costa County and CCCEA Local No. 1 shall continue to be applicable respecting such employees. 33. Engineerinro Unit. A. The County shall conduct an SDI election among members of the unit. B. The County shall conduct a P300 study of the Auditor-Appraisers series in the Assessor's Office. 34. Farm y and Children's Services Unit A. Unit Restructuring. The existing Head Start and Child Development bargaining units shall be combined into a single bargaining unit to be designated as the Family and Children's Service Unit. This bargaining unit will contain all classes now represented by Local One in the Community Services Department. This unit shall be allocated a total of five (5) official representatives apportioned as follows: two (2) representatives for that group of classroom instruction and related employees assigned to full-day, full- year programs (i.e. Child Development and Child Start); one (1) representative for that group of classroom instruction and related employees assigned to part-day, part-year programs (i.e. Head Start), -7- one (1) representative for that group of non-classroom nutrition, clerical, accounting and building services employees (i.e., Support Services) and one (1) representative selected at large from the Family and Children's Services Unit. The Union may also elect one (1) alternate for each official representative. B. 1998-.1999 Unit COLA. The 1998-1999 COLA for the Child Development bargaining unit has been paid for the period July 1, 1998 through June 30, 1999. The 1998 COLA for the Head Start bargaining unit, which was authorized by Board of Supervisors Resolution 98/533 on October 27, 1998, has been paid for the period January 1, 1998 through December 31, 1998. Employees of the former Head Start unit are entitled to a COLA for the period January 1, 1999 through June 30, 1999. This COLA shall be paid to eligible employees in a one-time lump sum payment as soon as practicable after receipt of funds from the funding sources and necessary approval by the Board of Supervisors via Resolution. COLAs for the newly-combined Family and Children's Services bargaining unit shall be a one percent (1%) increase for all classifications effective July 1, 1999 and an additional one percent (1%) increase for the classification of Family and Children's Services Associate Teacher — Project (9MV2) also effective July 1, 1999. This COLA shall be paid to employees as a lump sum retroactive to July 1, 1999 as soon as practicable upon receipt of funds from the funding sources. Funds paid retroactively under this provision will cover the period from July 1, 1999 to the date of payment. C. Increased Work Hours far Family and Children's S rvices Teachers ll. The number of authorized weekly work hours for employees in the class of Family and Children's Services Teacher 11 — Project (9MV1) shall be increased from thirty (35) hours per week to forty (40) hours per week. D. Emlloo= Input for Program Improvements. The Family and Children's Services Division shall implement a system whereby employee-initiated recommendations for modification and improvement of the programs can be submitted and considered for inclusion in applicable grant applications. -8- E. Overtime se and Administration. The Community Services Department shall deliver a letter to all Department employees and managers regarding the requirements imposed by provisions of Federal and State law and the Local One MOU with respect to mandatory rest and lunch period's and the proper use and payment of overtime. F. Monthly Activities and Events Calendar. The Family and Children's Services Division shall prepare and distribute a monthly calendar that is available to all unit members which will advise of various activities and events affecting the staff which are scheduled within the succeeding thirty (30) days. G. Waiver of Accrual Payoff for Head Start Employees on Summer Layoff. Employees in the Head Start program whose positions are eliminated and who are involuntarily laid off during the summer vacation period shall be allowed the option to waive the pay-out of all existing vacation and floating holiday accruals in the final pay warrant and alternatively authorize the Auditor-Controller to retain such accruals for reinstatement upon employee's return from layoff. During the period of layoff, accruals thus deferred may not be used, increased or decreased for any reason. H. Family and Children's Services Unit. The contents of current MOU Section 57.12 (Head Start) and 57.13 (Child Development) shall be combined as indicated in the attached tentative agreement. 35. General Services & Maintenance Unit. A. Effective October 1, 1999, the salary of Equipment Service Writer shall be reallocated and tied to that of Equipment Services Worker. B. Effective October 1, 1999, the classification of Vegetation Management Technician shall receive an increase in base pay of three percent (3%) and shall be flexibly staffed to Senior Vegetation Management Technician. C. Effective October 1, 1999, the classifications of Equipment Operator 11, Specialty Crew Leader, Assistant Public Works Maintenance Coordinator and Road Maintenance Carpenter shall receive an increase in base pay of three percent (3%). -9- D. Tool allowance for Equipment Mechanics shall be increased from two hundred dollars ($200) per calendar year to two hundred fifty dollars ($250) per calendar year January 1, 2000; two hundred seventy-five dollars ($275) per calendar year January 1, 2001; and three hundred ($300) per calendar year January 1, 2002. E. Effective October 1, 1999, the clothing allowance for Stationary Engineers and Lead Stationary Engineers shall be increased from twenty dollars ($20) per month to twenty-five dollars ($25) per month. F. The General Services Department agrees to provide technician staff working in the Telecommunications Division with cell phones and/or pagers. G. The County will complete a study of the organization of work and the classifications in the Communications Division, and classifications of Electronic Equipment Technician and Lead Electronic Equipment Technician in the Building Maintenance Division by January 1, 2000. H. Effective October 1, 1999, the classification of Grounds Maintenance Specialist-Irrigation, shall receive an increase in base pay of two and seven tenths percent (2.7%). 1. Effective January 1, 2000, reimbursement to permanent Groundskeepers, Gardeners and Lead Gardeners for coveralls or overalls worn on the job shall be increased from fifty dollars ($50) per calendar year to sixty-five dollars ($65) per calendar year. J. Effective October 1, 1999, the classifications of Lead Resource Center Attendant, Weatherization Home Repair Specialist-Project and Weatherization/Home Assessment & Repair Specialist shall receive an increase in base pay of five percent (5%). K. Effective January 1, 2000, the Building Inspection Department shall increase reimbursement paid Inspectors from twenty dollars ($20) to fifty dollars ($50) plus sales tax per calendar year for purchase of knee pads and coveralls, and thirty-five dollars ($35) per calendar year for rain gear, including rain boots. - 10 - 36. Health Services Unit. A. Clinical Laboratory Technologist ll's placed in charge of clinical laboratory assignments for an eight (8) hour shift will receive five dollars ($5.00) per shift. B. Mental Health Treatment staff will receive five dollars ($5.00) per qualifying weekend shift. C. The Health Services Department will prepare a P300 converting Early Periodic Screening and Diagnostic Treatment project positions to permanent positions. D. Within one hundred twenty (120) days following ratification of the MOU, the Health Services Department will conduct a study of the classifications within the Hazardous Materials and Environmental Health Divisions. E. The team leader differential for designated employees in the Mental Health Specialist 11, Senior Mental Health Counselor, Mental Health Clinical Specialist and Clinical Psychologist classifications will be increased from three percent (3%) to five percent (5%). F. Effective October 1, 1999, the base pay for the Ultrasound Technologist I and 11, Cardiac Ultrasound Sonographer, Jr. Radiological Technician, and Senior Radiological Technician classifications shall be increased by five percent (5%). G. Effective October 1, 1999, the base pay of the Pharmacist I will be increased by seven percent (7%), the base pay of the Pharmacist II will be increased by six percent (6%) and the County will remove Step I and Step 11 from the bottom of the Pharmacist I salary range, creating a four (4) step range. 37. I nvest Ig atiye,Unit. A. Within ninety (90) days of approval of the MOU, the Office of Revenue Collection and the Human Resources Department will analyze the need for a Senior Collection Enforcement Officer classification assigned to the Legal Desk. - 11 - B. Letter defining seniority not addressed in Board of Supervisors' Resolution or Order, Personnel Management Regulations, Salary Regulations, Administrative Bulletins, County Department, or Division policies within the Family Support Division of the District Attorney's Office as seniority within the Family Support Collection Officer series and not seniority in the District Attorney's Office. C. Letter agreeing that if the reorganization of the District Attorney's Family Support Division creating a new county child support department is completed prior to the expiration of this MOU, the County agrees to meet and discuss alternative scheduling, including 4110 shifts, for the Family Support Collection Officer series. 38. Library Unit. A. Effective October 1, 1999, the base pay of the Library Assistant- Journey will be increased by five percent (5%) and effective January 1, 2000, by 1.55%. The County will maintain the Library Assistant series at a range higher than the County clerical series, in order in insure current hierarchy for layoff and bumping rights. B. Effective February 1, 2000, employees in the classification of Library Assistant regularly assigned "in charge" at the Outlets shall be classified Library Assistant— Advanced level. C. The Library will prepare a letter advising the Union of their goal to Itunpair" the branches. D. The Library will consider all internal requests for reassignment before making appointments from the eligibility list and when requested, will provide a written response when requests are denied. E. The County and Local One will work out a mutually satisfactory policy regarding vacations. F. The County and Local One agree the issue regarding closing branches on time will be discussed at LPAC. G. All Permanent-Intermittent (P.1.) employees appointed after November 15, 1999, and all current P.l.'s as of January 1, 2001, must be available to work at least two hundred (200) hours per year and no less than six (6) Sundays per year. The County will make every effort to fill all existing P.I. vacancies. - 12- H. The Library and Local One agree to meet and confer on the implementation of scheduling extended hours, that may include evenings, Saturdays and Sundays, if the Library receives funding for extended hours prior to the passage of a ballot funding measure. In anticipation of the passage of the Library funding measure, the Library and the Union agree to meet and confer regarding staffing for additional hours no later than April 1, 2000 with objective of reaching agreement by June 30, 2000. I. Eliminate language in Section 57.10.M specifying thirty-two (32) and twenty (20) hour employees will maintain two (2) days off in a row, Thursday and Friday or Sunday and Monday. 39. Probation Unit. A. Probation Counselors who have completed three (3) months of their one (1) year probation may bid the same as all other permanent employees. B. Within one hundred twenty (120) days of approval of the MOU, representatives from Local One, Human Resources and the Probation Department agree to discuss the issue of seniority for the Deputy Probation Officer and Probation Counselor series. Dated: CONTRA COSTA COUNTY CCCEA LOCAL NO. 1 Kathy Ito, La or Relations Manager Sandy Falk Assistant General Manager CCCEA Local One LR:unions!#1 lou.doc cc: Leslie Knight, Director of Human Resources Human Resources Division - Personnel Services Unit Department Heads Auditor/Payroll - 13- LABOR COALITION — 1999 NEGOTIATIONS COUNTY SETTLEMENT PACKAGE PROPOSAL Presented: October 1, 1999 04.15 AM COALITION PROPOSALS 1. SALARY 10/1/99 - 5% 10/1/00 - 3% 10/l/01 -4% 2. LONGEVITY Drop 3. BENEFITS Attached Tentative Agreement 9. TEMP. LANGUAGE Attached Tentative Agreement 21. PI/TEMP 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 aO 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 employed expense -Other Health Plans — Current MOU provisions/100% 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 Drop RATE 9. PROBATIONARY Increase minimum from 6 to 9 months for new hires PERIOD Merit Increases — Status Quo Use of Vacation — Status Quo (after 6 months) 11. WORKERS Attached Proposal -- 9/30/99 COMPENSATION 14. DIRECT MAILING drop TENTATIVE AGREEMENT Dated: C) CONTRA COSTA JZNTY LABOR C ALITION r LABOR COALITION - 1999 NEGOTIATIONS ALL EMPLOYEE ORGANIZATIONS MANAGEMENT PROPOSAL NO. 3 Presented. 08119199 Revised: 08M 8199 Revised: 08/28/99 Revised: 08130199 CATASTROPHIC LEAVE BANK Program Design. EffeGtiye AV— .' If n°a, The County human Resources Department will begin-operation-e€ operate 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 Catastrophic Leave Bank. Employees may donate hours either to a specific eligible em toee 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 (5) 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. and the amount ef aGr.Fuals to be awarded. The committee shall determine the amount of accruals to be awarded for em to ees whose donations are non-soecific. 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 (8) 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 empl wee is denied. ate-- Donations may be made in hourly blocks with a minimum blo~ek-s donation of not less than four (4) hours from balances in the vacation, holiday, floating holiday, compensatory time, or holiday compensatory time accounts. Emplflyees who elect to donate to a specific individual shall have sev n -five percent175%).of their donation credited to the individual and twen -jive rcen# 25% ited to the Catastrophic Leave Bank. Time donated will be converted to a dollar value and the dollar value 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. This Gatastr-ophiG Leave Sank pregr-am is adopted on a twelve month (12) pi program ending ene yeaF fFeFn date of implementation. its en '--at-an will by emplGyees � r� v�vvv. __ _ _ _. 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 eft for hours donated to a specific employee. In the event a donation is made to a specific em to ee and the committee determines the em Io ee does not meet the Catastrophic Leave Bank criteria the donating employee may authorize the hours to be donated to the bank or returned to the donor's account. The donating employee will have fourteen 1 calendar days from notification to submit his/her decision regarding the status of their donation or the hours will be irrevocably 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 535 R&l= -Section 15 Local 535 Supv- Section 16 Local 2700 - Section 15 Appraisers -Section 15 CNA-Section 15 PDOCC -Section New WCE —Section 15 TENTATIVE AGREEMENT Dated: 1/Z CONTRA COSTA COUNTY LABOR COALITION OV T LABOR COALITION — 1999 NEGOTIATIONS ALL EMPLOYEE ORGANIZATIONS MANAGEMENT PROPOSAL-NO. 4 Presented: 00/10/99 Revised: 07101/99 DISABILITY 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 examination by a licensed physician 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 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. Local One — Section 14.5 Local 512 — Section 14.5 Local 535 R&F - Section 14.5 Local 535 Supv - Section 14.5 Local 2700 - Section 14.5 Appraisers - Section 14.5 CNA - Section 94.5 PDOCC - Section 9.5 WCE - Section 14.5 __ TENTATIVE AGREEMENT Dated: CONTRA COSTA COUNTY LABOR COALITION y ,,,_,mac-.� rbc �,�:,d�►..�. t%3�c___ -' ZA) LABOR COALITION — 1999 NEGOTIATIONS ALL EMPLOYEE PRGANIZATIONS MANAGEMENT ISR PO AL NO. 7 Presented. 08110/99 y�I HEALTH CARE SPENDING ACCOUNT (LOCAL ONE, 512, 535Rii F, 2700, APPRAISERS, CNA, INCE) The County will offer regular full-time and part-time (20/40 or greater) County employees the option to participate in a Health Care Spending Account (HCSA) Program designed to qualify for tax savings under Section 125 of the Internal Revenue Code, but such savings are not guaranteed. The HCSA Program allows employees to set aside a pre-determined amount of money from their paycheck not to exceed $2490 .$3000 per year, for health care expenses not reimbursed by any other health benefits plan with before tax dollars. HCSA dollars can be expended on any eligible medical expenses allowed by Internal Revenue Code Section 125. Any unused balance cannot be recovered by the employee. (535 SUPV, PDOCC) Effective januaf 1, 1997, The County will offer regular full-time and part-time (20/40 or greater) County employees the option to participate in a Health Care Spending Account (HCSA) �r ogram 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 �.►�i y aa, IV 'si�aitil ti;ai� ��:i;r�ii�aa :iut r v;;nhu ire Fry a;,y other hwal#h ber;eits pian With bafere 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: Ld CONTRA COSTA COUNTY LABOR COALITION �- c v 7, 7 r,,.1 C LABOR COALITION — 1999 NEGOTIATIONS ALL EMPLOYEE ORGANIZATIONS MANAGEMENT PROPOSAL NO. 9 Presented: 06/10/99 Revised: 09/30199 Revised: 10/14/99 Revised: 11109/99 PROBATIONARY PERIOD (ALL EMPLOYEE ORGANIZATIONS EXCEPT CNA and PDOCC) Duration. All appointments from officially promulgated employment lists for original entrance of and promotion shall be subject to a probationary period. For original entrance appointments, the probationary This period shall be from six (6) nine (9) months to two (2) years duration. For promotional appointments, the probation period shall be from six (6) months to two (2) years duration. (PDOCC) SECTION 29 — PROBATIONARY PERIOD Effective with Board of Supervisors' approval of the MO'U, 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 ONE) 20.2 Classes With Probationary Period Over Six (§)/Nine (9) Months. Listed below are those classes represented by the Union whichhave probation periods in excess of eix (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 I - 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 six (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 RANK & FILE UNIT— Section 19.2) (LOCAL #535 SERVICE LINE SUPERVISORS UNIT— Section 201.2) Classes With Probation Periods Over Six (6)/Nine (9) Months. Listed below are those 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 6119 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 s+ ) 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 six (6) 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 — Section 29 WCE — Section 19 3 TENTATIVE AGREEMENT Dated: 1 ( f ! t CONTRA COSTA COUNTY LABOR COALITION' . I 4 LABOR COALITION - 1999 NEGOTIATIONS ALL EMPLOYEE ORGANIZATIONS MANAGEMENT PROPOSAL N . 1a Presented: 06110199' Revised: 99123199 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 Flans or if on authorized leave of absence without pay they have retained their membership by either continuing to vay their monthly remium to the Counly by the deadlines established by the County or converting to individual conversion memberships from the County plan through the medical plan carrier, if available. 12' 1 i subsG6bem may enFell in any health plan effeFed by GONTRA Local One - Section 19 Local 512 - Section 20 Local 5358&F - Section 18 Local 535 SUPV- Section 19 Local 2700 - Section 20 CNA - Section 18 PDOCC - Section 12 WCE - Section 18 TENTATIVE AGREEMENT Dated: g130�9g COUNTY COALITION l.�lce" LABOR COALITION — 1999 NEGOTIATIONS ALL EMPLOYEE ORGANIZATIONS MANAGEMENT PROPOSAL NOA I Presented: 09/10/99 Revised: 09/23199 Revised: 09130199 SAMPLELANGUAGE WORKERS' COMPENSATION AND CONTINUING PAY Local One Workers' Compensation. A permanent non-safety employee shall continue to receive the appropriate percent of regular monthly salaryL for ail accepted claims filed before January 1, 2000, during any period of compensable temporary disability absence not to exceed one year. For all accepted claims fled with the County on or after January 1, 2000, the percentage of pay for employees entitled to Workers' Compensation shall be decreased from 88% 87% to 86%. All savings genemted -be used towar-d off-setting Ghargeable in . If Workers' Compensation becomes taxable, the County agrees to restore the eufFent original benefit level (100% of monthly salary) and the parties shall meet and confer with respect to funding the increased cost. A. Waiting—d. (Excludes Local 535 R&F/Supe) YAII have the balanGe of day Ghar-ged to r-,iGk leave and YaGatien aGeFuals. This will be eensider-ed as Me last day bene: There is a three (3) calendar dayThFee (3) waiting period before Workers' Compensation stens benefits commence. If the iniured worker loses any time on the day of injury+, that day counts as day one 0) of the waiting period. If the iniured worker does not lose time on the date of iniury, the waiting period will be the first three (3) calendar days the employee does not work as a result of the iniury.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 monthly salary during any period of compensable temporary disability not to exceed one year. "Compensable temporary disability absence" for the purpose of this Section, is any absence due to work connected disability which qualifiesfor temporary disability compensation under Workers' Compensation Law set forth in Division 4 of the California Labor Code. When any disability becomes medically permanent and stationary, the salary provided in this Section shalt terminate. . No charge shall be made against sick leave or vacation for these salary payments. Sick leave and vacation rights shall not accrue for those periods during which continuing pay is received. 6alaFyri payments are made. Employees shall be entitled to a The maximum peded of one year of continuing pay benefits for any one injury or illness 6hall be one year #ern the date tempeFaFy disability-. C. Continuing pay begins at the same time that temporary Workers' Compensation benefits commence starts and continues until either the member is declared medically permanent/stationary,--the temporary disability ends, or until one (1) year of continuing Day. ffGm the date of , whichever comes firstrp ovided the_employee remains in an active employed 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 employed by the County. In these instances, employees will be paid Workers' Compensation benefits as prescribed by 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 loss 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 injuries/illnesses that have been accepted by the County as work related. job GOnne Local One- Section 14.6 Local 512 — Section 17 Local 535 R&F Section 14.6 Local 535 Supv-- Section 15.1 Luca! 2700 — Section 17 Appraisers — Sedlon 14.6 CNA—Section 14.6 PDOCC --Section 9.6 WCE'--Section 14.6 TENTATIVE AGREEMENT Dated: COUNTY COALITION LABOR COALITION - 1999 NEGOTIATIONS ALL ORGANIZATIONS COUNTY COUNTER TO COALITION No. 3 i HEALTH &WE FAR LIFE DENTAL CARE r dental and life insuran.--e- weve-rage through Delta Dental SafeguaFd Dental Plan, Plan, Health Plan, i employees Fegulady sGheduled to work Wmnty (20) e. more olls r DuFing the teFM of this r health, ental 1994 m, 13! Agreement (AttaGhment N) between the Gounty and the Health G-are The County will continue to offer existing County Group Benefit Programs of medical, dental and life insurance coverage through December 31, 1999 to all permanent employees 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 regularly scheduled to work twenty (20) hours or more per week as described in the September 30 1999 agreement (Attachment ) between the County and the Labor Coalition TENTATIVE AGREEMENT Dated: U 1 l CONTRA COSTA LINTY LABOR COALITION z-L 2 i ' BGG LABOR COALITION- 1999 NEGOTIATIONS ALL EMPLOYEE ORGANIZATIONS COUNTY COUNTER TO-COALITION-NOS. 3A.-38.-12-& 20 Presented: 09/24199 Revised: 09/30199 TENTATIVE AGREEMENT MEDICAL/DENTALILIFE INSURANCE ADJUSTMENTS COVERAGES OFFERED ' Effective January 1, 2000, the County will offer the following plans: Contra Costa Health Pians (CCHP) A & B, Kaiser, Health Net HMO, Health Net PPO, Delta and PM1 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, 2000, 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 (50/50) 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% PM1 Delta Care/CCHP A/B 98% Delta Dental 78% PMI Delta Care 78% at 3 year rate guarantee Dental Only County pays all but .01 MEDICAL PLAN ENHANCEMENTS Effective January 1, 2000 benefits will be added to the medical plans as follows: CCHP A ,cupuncture No co-pay/10 visits per calendar year Outpatient Durable Medical Equipment No co-pay CCHP B 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 PELTA DENTAL PLAN ENHANCEMENTS Increase Annual Maximum from $1200 per member to: $1400 1/112000 $1500 11112001 $1600 111/2002 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 'he Committee shall continue in its current format. OPEN ENROLLMENT Open enrollment shall be held September 1 through October 15, 2000 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. PLAN MODIFICATIONS It is understood that the County shall not seek to discontinue or modify any health or dental plan 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 'ENTATI`YE AGREEMENT Dated: ( 1 1 I q q CONTRA C STA CO TY LABO OALITIO f LABOR COALITION — 9999 NEGOTIATIONS COUNTY COUNTER-T—Q COALITION NO. 3C& E Presented: 07109/99 Revised: 07115/99 Revised: 07129/99 3. Benefits Health Plans C. The County and the Health Care Oversight Committee,_as a sub- committee of the County and the Labor Coalition, shall seek and secure mutually agreeable options of health plans 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. 1. improve the appointment scheduling for CCHP' 2. Reduce the wait for pharmacy orders for CCHP 3. Expand the portability of CCHP 4. improve visioncare coverage The Committee shall report its findings to the County and the Labor Coalition by no later than .July 1. 2000 following which, u onrequest, the parties will meet and-confer regarding op#ions. LABOR COALITION — 1999 NEGOTIATIONS COUNTY COUNTER TO COALITION NO. 3C& E Page► 2 TENTATIVE AGREEMENT Dated: 1 Aq CONTRA COSTA COUNTY LABOR COALITION LABOR COALITION - 1999 NEGOTIATIONS COUNTY COUNTER IQ +CQALITI h.43 Presented: 08/30199 Revised: 09/23/99 BILINGUAL PAY A salary differential of fifty dellaFs ($60.09) seventy. 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 sole prerogative of the County. The Union shall be notified when such designations are made. Effective-* 4;-1996� October 1. 2000, the current program differential shall be increased from fifty dollaFs ($60) peF month to sixty dollars ($3%to a total of sevent five dollars ($75) per month. Effective1997-October 1. 2001, s the differential shall be increased to a total of ei h dollars ($80) per month. Local One = Section 26 Local 512 v Section 27 Local 535R&F - Section 25 Local 535 SUPV- Section 26 Local 2700 -Section 27 CNA- Section 25 TENTATIVE AGREEMENT Dated: .,. COUNTY COALITION LABOR COALITION — 1999 NEGOTIATIONS ALL EMPLOYEE ORGANIZATIONS COUNTY COUNTER TO COALITION NO. 17 Presented: 09113199 SECTION 5 — SALARIES Section 5.14 - Pay for Work in Higher/Classification. 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 Subsection 5.10 -- Salary on Promotion of this MOU, commencing on the -741st 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 Local2700 - Section 5.15 Appraisers - Section 5.16 -- CNA - Section 5.17 PDOCC — N/A WCE - Section 5.14 TENTATIVE AGREEMENT Dated: 2 l • CONTRA COSTA COUNTY LABOR COALITION ..�••�,,,��' Com" LABOR COALITION-- 1989 NEGOTIATIONS ALL EMPLOYEE ORGANIZATIONS COUNTY COUNTER TO COALITION NO. 23 Pmsen#ed 07108199 23. The County and the Coalition agree to establish a subcommittee comprised of up to nine (9) labor and up to five (5) management employees to review the respective MOUS and to identify and recommend to the parties, corrections, clarifications, and revisions of all inadvertent errors and omissions of Coalition- related language. The parties agree to take this proposal to the individual bargaining tables to discuss establishment of a subcommittee for their MC7Us. TENTATIVE AGREEMENT Dated: :1 1�a...1 !`)..---.._. CONTRA COSTA COUNTY LABOR COALITION LABOR COALITION - 1959 NEGOTIATIONS COUNTY COUNTER TO COALITION NO. 6 Presented: 09/30/99 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&F - Section 24 Local 535 SUPV •- Section 25 Local 2700 - Section 26 CNA - Section 24 PDOCC - Section 15 WCE - Section 24 TENTATIVE AGREEMENT Dated: CONTRA COSTA CO NTY LABOR COALIT N j l LABOR COALITION — 1999 NEGOTIATIONS COUNTY COUNTER TO COALITION NO. 8 Presented. 09/23199 Revised: 09123/99 Revised: 09139199 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. TENTATIVE AGREEMENT Gated: —11 1/ 11 1qq CONTRA COSTA COU TY LABOR COALITION LABOR COALITION — 1999 NEGOTIATIONS' ALL EMPLOYEE ORGANIZATIONS COUNTYCOUNTER TO C ALITION NO, 14 Presented: 08130/99 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 Ole in their Department. The employee's union representative with written authorization by the employee shall also have the right to inspect and review anv official recordts) 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 /l t 141 `i CONTRA COSTAC LINTY LABOR COALITION 44��ic LABOR COALITION - 1999 NEGOTIATIONS COUNTY COUNTER TO COALITION NO. 14 If Senate Bill 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: 11111 CONTRA COSTA COUNTY COALITION LABOR COALITION — '1999 NEGOTIATIONS COUNT' COUNTER TO COALITION NO, 3 Presented: 9/30199 SICK LENVE (ALL EMPLOYEE ORGANIZATIONS) Policies Governina the Use of Paid Slck 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, niece, nephew, father-in-law, mother-in-law, daughter-in-law, son-in-law, brother-in-law, sister-in-law, foster children, aunt, uncle, cousin, stepbrother, 49f 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 IIS reporting purposes by the employee. Local One — Section 14.3 Local512 — Section 14.3 Local 535 R&F — Section 14.3 Local 5351 SUPV — Section 14.3 Local 2700 — Section 14.3 CNA — Section 14.3 PDOCC — Section 9.3 INCE — Section 14.3 _. _ _ TENTATIVE AGREEMENT Dated. III CONTRA COSTA COUNTY LABOR COALITION LABOR COALITION — 1999 NEGOTIATIONS MANAGEMENT PROPOSAL SECTION 54 -- SCOPE OF AGREEMENT & SEPARABILITY OF PROVISIONS 54.4 Duration of Agreement. This Agreement shall continue in full force and effect from October 1, 45-1999, to and including September 30, 1999 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. Luca( One - Section 54.4 CNA - Section 57.4 PDOCC - Section 33.4 WCE - Section 46.4 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 Dated: CONTRA COSTA CO TY LABOR COALITION L i LOCAL ONE 1999 NEGOTIATIONS COUNTY COUNTER TO IOCAL 7 PROPOSAL NO, 2 Presented 1017/99 4.2 Union-Sponsored Training Programs. The County shall provide a maximum of two hundFed forty (244) three hundred and tw my (320) hours per year of release time for union designated stewards or officers to attend union-sponsored training programs. Requests for release time shall be provided in writing to the Department and the County Human Resources Department at least fifteen (15) days in advance of the time requested. Department Heads will reasonably consider each request and notify the affected employee whether such request is approved within one (1) week of receipt. Date: CONTRA COSTA COUNTY 9 LOCAL O ri-4 � I Centra Costa County Employees Assoclatlon Mailing Address: P.O. Box 222,Martinez,CA Id553 + Union Halt: 5034 Blum Road,Martinez Phone: (510)228-1600 a Toll Free: 1.800-585-0054 + Fax: (510)228-1099 October 7, 1999 Ms. Kathy Ito Labor Relations Manager Contra Costa County 651 Pine Street Martinez,CA 94553 Dear Ms. Ito: This letter is to confirm our understandings and agreement regarding an issue involving the potential"reassignment" of employees represented by Local One. As you recall,during the past year we encountered an unusual situation wherein bargaining unit members represented by Local One in the Home Health area were placed in a situation caused by a reduction/elimination of funding regarding their particular positions. Due to the fact that the County was,and remains,hopeful that such funding will be re-established,the County did not wish to place the impacted employees in a layoff situation, nor did it wish to formally eliminate those positions from the allocation in the budget. It is my understanding that the County and Local One entered into"impact bargaining„regarding this situation, resulting in the County offering affected employees temporary reassignment to positions in a higher classification, with somewhat different job responsibilities. This reassignment was for an indeterminate length of time,due to the uncertainty regarding the funding issue. It is further my understanding,that while the union recognizes that the County made an attempt to assist these employees and prevent their layoff,there were a few who may have preferred to elect to be laid off,rather than to accept an assignment in which they were not comfortable due to the changed duties.However,they were informed that they had only two choices-to accept the temporary reassignment or to resign from employment. The purpose of this tetter,therefore,is to confirm that the County and Local One have discussed this situation and have reached an agreement that i£in the future,a situation similar to this one arises,the County and Local One agree that during the course of"impact bargaining"one of the issues which will be addressed is that of"voluntary layoff' and that if the union proposes that an employee or employees in a similar situation be offered the option of electing a voluntary layoff in lieu of temporary reassignment to a position outside their classification,the County will not oppose such choice. Please indicate your agreement by signing below. Thank you. Sincerely, r Sandra Falk Kathy Ito Public Employees Union, Local One Contra Costa County,Human Relations M Henry Clarke,Local One Lee Ann Adams,Health Services Department Kyla Reed, labor Relations THE UNION FOR PUBLIC EMPLOYEES ORGAMM r94i LOCAL ONE 1999 NEGOTIATIONS COUNTY COUNTED TO LOCAL 'I NO 4 Presented 911199 The Human Resources Department will write a memo to County Departments advising them to remove from employee personnel files all counseling memos dated prior to January 1, 1997, that are,not attached to a performance evaluation or disciplinary action. The Human Resources Department will send CCC Employees' Association Local One a copy of the memo. TENTATIVE AGREEMENT Dated: CONTRA COSTA COUNTY CCC EMPLOYEE'S' ASSOC. LOCAL 1 Contra ..7 Human Resources Costa �"'� Department Coit..��.{.�/ � Administration B[dg. (, , 651 Pine Street,Third Floor Martinez, California 94553-1252 (925)335-1770 Leslie T. Knight Director of Human Resources October 7, 1999 Sandy Falk, Assistant General Manager Contra Costa County Employees Local No. One P.O. Box 222 Martinez, California 94553 Dear Ms. Falk: This side letter confirms the agreement reached between Contra Costa County and Local One, regarding inoculations and Tuberculosis testing. The County agrees to make available to those interested represented employees in the Departments and/or classifications listed below immunizations for Lyme Disease and Hepatitis B and testing for tuberculosis. To be eligible, the employee must first seek the testing and/or inoculations from his or her primary health care provider. In the event the employee is unable to obtain the inoculations, or the test, from the primary care provider, the County will make the test, or inoculations, available to the employee. However, the County reserves the right to determine the most economical means of and practical scheduling for providing the testing and the inoculations. This agreement applies to employees in the following areas: Hepatitis B Vaccinations — when a likelihood exists the employee may be exposed to blood and certain body fluids Communicable Disease Environmental Services/Storekeepers Public Works — Road Crew 51 & 91 Disease intervention Clinical Services . y Lyme Disease Vaccinations -when an employee has frequent exposure to overgrown or bushy vegetation Agriculture Department Environmental Health Animal Services—Animal Control Officers/Technicians Hazardous Materials Public Works - Road Crew 51 & 91 Probation Counselors --Community Services Program Tuberculosis Testing Community Health Workers/Health Aides/DlTs Environmental Service Workers/Storekeepers Child DevelopmentfHead Start (every 2 years) If the above confirms to your understanding of the agreements reached, please sign below. TENTATIVE AGREEMENT Dated: CONTRA COSTA COUNTY CCC EMPLOYEES' ASSOC. LOCAL 1 LOCAL ONE 1999 NEGOTIATIONS COUNTY COUNTER TO LOCAL I NO. 10 Presented 917199 SECTION 29 - SAFETY SHOES AND PRESCRIPTION SAFETY EYEGLASSES For each two year period starting January 1, 1996 2D-0-0 eligible employees will be allowed reimbursement for the purchase and repair of safety shoes up to a maximum of ) two hundred dollars ($200). For each two year period starting January 1, M eligible employees will be allowed reimbursement for the purchase and repair of safety shoes up to a maximum of two hundred twenty five dollars ( =. There is no limitation on the number of shoes or number of repairs allowed. The County agrees to provide a second vendor for the purchase of safety shoes. The County will endeavor to secure Red Wings as the second vendor and to identify two locations where the shoes may be obtained by voucher. TENTATIVE AGREEMENT Dated: arc.. -�- -- 4"//!� -, CONTRA COSTA COUNTY CCC EMPLOYEES' ASSOC. LOCAL 1 LOCAL ONE 1999 NEGOTIATIONS COUNTY COUNTER TOLOCAL 1 NO, 12 Presented: 917199 Section . —Temporary Employees Q. App—ointment to a Permanent Position employee-.s appQinted to a-permwent-poition, moditedtime d p,amamd but not '# -shallv to the MQU r v` 'ons-r-elatingto. t` a t ot when-a temporaUjemploWe is appointed to o permanent position, t shall be allowed to use # d paid time off hours-dudMthe fiMjx_(6) months-of employment in a permanent position TENTATIVE AGREEMENT Dated: CONTRA COSTA COUNTY CCC EMPLOYEES' ASSOC. LOCAL I LOCAL ONE 1999 NEGOTIATIONS COUNTY COUNTER TO Presented 7128199 The County and Local 1 agree to establish a subcommittee comprised of three (3) labor and three (3) management employees to review the MOU and to identify and recommend to the parties, the corrections of all typographical errors, inadvertent errors and omissions, and the deletion of obsolete language. TENTATIVE AGREEMENT Dated: -7/ 24 b CONTRA COSTA COUNTY CCC EMPLOYEES' ASSOC. LOCAL 1 LABOR COALITION — 1999 NEGOTIATIONS _COUNTY COUNTER TO COALITION NO. 9 Presented: 09130199 TEMPORARY EMPLOYEES (LOCAL ONE, LOCAL 535 AND LOCAL 2700 ONLY) Upon receipt of a request by the Union, the Human Resources Department agrees to meet to discuss the issues related to continuous testing and the frequency of such testing regarding specific classifications. Effective January 1, 2000, the County shall provide quarterly reports regarding temporary employees which include the following information: employee name, classification, department, mail drop I.D., and number of hours worked in all classifications and departments on a calendar year-to-date basis. Local 2700-Section 54 Local One-Section 53 Local 535 R&F-Section 50 TENTATIVE AGREEMENT Dated: CONTRA COSTA LINTY LABOR COALIT ON Contra flumen Resources Department Costa Administration Bldg. County -"�� 65'1 Pine Strut � r Martinez, California 94553-1292 October 7, 1999 Jere Copeland,Business Agent CCCBA Local one 5034 Blum Road Martinez, CA 94553 Dear Mr. Copeland: This letter is to memorialize our discussions regarding salary differences between the Agricultural Biologist and Weights and Measures Inspector series. Upon completion of the pay equity adjustments, the classes in the Agriculture Biologist series and the Weights and Measures Inspector series will be adjusted to equal salary levels on a one time only basis. Sincerely, o Leslie T. Knight Director of Human Resources LOCAL ONE ANIMAL CONTROL. UNIT COUNTER TO UNION PROPOSAL NO. 4 Presented: August 31, 1999 Section 57.1 —Agriculture Animal Control Unit Animal Services Personnel 1. The Safety Committee for the Department of Animal Services will remain in effect and will continue to be constituted as follows: One (1) Animal Control Officer and One (1) Animal Center Technician and appropriate management representatives. Cnmmithee meetings will be held at least onQe gaftedy provided that either the union or management may call meetings more frequently to discuss safety issues TENTATIVE AGREEMENT Dated.* COUNTY LOCAL ONE GAUNIONIS\LOCAL 0NE\Negotiation\Union Proposats\A4A,nirna1 ConbWroposal 4TA doc LOCAL ONE ANIMAL CONTROL UNIT COUNTER TO UNION PROPOSAL NO. 5 Presented: August 31, 1999 Revised September 10, 1999 Section 57.1 —Agriculture-Animal Control Unit Animal Services Personnel F. Trousers: The Animal Services Department agrees to allow Animal Control Officers to wear green denim trousers while in field assignments, provided that each officer has a pair of green dress trousers available to wear when required by the department. Uniforms must be maintained at a standard acceptable to the department. Animal Center Attendants shall be provided rain gear of the same quality as that provided Animal Control Officers. The Animal Services Department agrees to reimburse employees in the class of Animal Center Technician for the purchase of green, black or blue denim trousers up to one hundred dollars ($100.00) per employee per year. TENTATIVE AGREEMENT Dated: l� ` COUNTY LOCAL ONE GAUNlONS\LOGAL ONEV4epouationwnion ProposalslADMImal controWroposal ffkdoc LOCAL ONE ANIMAL CONTROL UNIT COUNTER TO UNION PROPOSAL NO. 9 Presented: August 31, 1999 Revised September 10, 1999 Section 57.1 —Agriculture-Anima[ Control Unit Animal Services Personnel O. Animal Services Officers Participating in Search Warrants. The Department will compensate individual Animal Services Officers in the amount of Qne hundred dollars ($100.00) per incident for time spent assisting police agencies in the serving of search warrants. Only employees involved in actual entry team activities shall be so compensated. The Department continues to retain the sole right to select and assign Animal Services Officers to such search warrant duty. No provision of this section or its application shall be subject to the grievance procedure. TENTATIVE AGREEMENT Dated: /d COUNTY LOCAL ONE GAUNiONSLL.oCAL ONONegotlationtUnion Pmposa1s\AgM1ma1 Contr©Wroposal STA doc LOCAL ONE ANIMAL CONTROL UNIT COUNTER TO UNION PROPOSAL NO. 12 Presented: August 3'1, 9999 Revised September 10, 1999 Section 57.1 --Aaricuiture-Animal Control Unit Animal Services Personnel New. The County agrees that if there are amendments to State law during the term of this agreement that allow employees in the Animal Services Officer 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 and confer on this issue. TENTATIVE AGREEMENT Dated: COUNTY LOCAL ONE GAUNIONSU-OCAt_oNEWegotiationlllnion ProposaLs\A knimai ContrDWroposallasafteyRetTA.doc LOCAL ONE ANIMAL CONTROL UNIT COUNTER TO UNION PROPOSAL NO. 14 Presented: August 31, '1999 Section 57.1 --Agriculture-Animal Control Unit Animal,Services Personnel G. nepartment Fee Reimbursement. Once during the term of this MOU, each employee in the Animal Services Department may be reimbursed for the departmental pet license and adoption fees incurred by the employee in an amount not to exceed the-amount charged by thQdepartmat for these fees. An employee adopting an animal under this section shall be responsible for payment of all other normal and customary fees associated with that adoption. TENTATIVE AGREEMENT Dated: t COUNTY LOCAL ONE G.WNIONS1LOCAL ONEWegotlationWnion ProposalslA�inial ControAProposal 14TA.doc LOCAL. ONE ANIMAL CONTROL UNIT COUNTER TO UNION PROPOSAL NO. 15 Presented: August 31, 1999 Section 57.1 — Agriculture-Animal Contr [ Unit Animal Services Personnel E. The Departmental Uniform Policy for Animal Services Officers shall be amended to make the wearing of neckties with long sleeve uniform shirts while working in the field optional �t the wearing of a necktie or dickey with long sleeve uniform shirt will be required whenever t4et Officer is appearing in court, attending staff meetings, participating in special events or making public presentations. TENTATIVE AGREEMENT Dated: - t3 COUNTY LOCAL ONE 1(3 L'ot_� L.--� lkyk&�� - .--- GAUNIONS\LOCAL ONBNegotiakmkUnion ProposatsVQMlmal ControAProposai 157A doc LOCAL ONE ANIMAL CONTROL UNIT COUNTER TO UNION PROPOSAL NO. Now Presented` August 31, 1999 Revised September 10, 1999 Section 57.1 —Agriculture-Animal Control Unit Animal Services Personnel New: SuEgical Scrubs: The Animal Services Department agrees to provide the employees in the class of Registered Veterinary Technician with surgical scrubs. The employee is responsible for cleaning and maintenance of the garments. TENTATIVE AGREEMENT Dated: COUNTY LOCAL ONE GAUNSONSU.00AL 0NE\Nego0aUw\Un10n Proposals\AgAnlrnal ConbxA\Proposa1surgScrubTA.doc LOCAL ONE 1999 NEGOTIATIONS COUNTY COUNTER TO LOCAL 1 ATTENDANTILVN/AIDE UNIT PROPOSAL Presented 9/1199 Section 57.2 Attendant-LVN-Aide M. Detention Facility, Members of the unit assigned to work in the detention facilities (including Mar h `` •eek, West Ooun_b B ►'fiBoy's Ranch, the Martinez De ration Facility and Juvenile Halls shall receive in addition to their base pay a differential of five percent (5%) of base pay as premium compensation for this assignment. TENTATIVE AGREEMENT Dated: CONTRA COSTA COUNTY CCC EMPLOYEES' ASSOC. LOCAL 1 ATTENDANT-LVN-AIDE UNIT LOCAL ONE 1999 NEGOTIATIONS ATTEN NTILVNIAIDE UNIT MODIFIED MANAGEMENT PROPOSAL NO, I Presented 10/1/99 SECTION 57.2 S. Continuing Education. Each regular full-time Licensed Vocational Nurse and Psychiatric Technician with one or more years of County service shall be entitled to f ..(40) hours leave with pay each year to attend accredited continuing education courses, institutions, workshops, or classes. Full-time Surgical Technicians will be entitled to twelve (424 fourteen ,hours per year for the same purpose. Written requests for such leave must be submitted in advance and may be approved by the appropriate supervisor only in the event such leave does not interfere with staffing. The leave is accumulated from year-to-year if, 1) it is applied for and denied, 2) it is applied for this year for a course next year, and 3) if it is applied for to anticipate taking a specific course of more than five (5) days foft (40 hour duration. The maximum leave available in any fiscal year may not exceed twice what may be accrued in any one fiscal year. The leave hereinabove defined shall not apply to those courses or programs the nurse is required by the County to attend. A Licensed Vocational Nurse or Psychiatric Technician assigned to the night shift who attends a continuing education course of eight (8) hours duration outside his/her 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. An employee who attends a rp e-approved course on a date for which be/she is not regularly scheduled to work or who completes pre-a ro d home study course will be granted CE time off for the number of hours egutvalent to the-CE-units earned. Only Board--oL Registered Nurses Ac,.Mdited Courses will be_al2pa ed. Such time off must be scheduled in advance by mutual-agreement between the employee and the sum or Each full-time Registered Dental Assistant with one or more years of County service shall be entitled to four (4) days of paid continuing education leave every two (2) years. Permanent part-time employees shall receive prorated CE leave in the same ratio of their position hours to full-time. Date: trn CONTRA COSTA COUNTY LOCAL ONE -ATTEND /LVN/AIDE _.. LOCAL ONE ATTENDANTILVN/AIDE UNIT 1999 NEGOTIATIONS COUNTY COUNTER hOSEMAL ATTENDANT PROPOSAL Date: 10-21-99 SECTION 57.2 (S) Continuing Education. (Add to Section) Each full-time hospital Attendant with one or more years of County service shall be entitled to forty eight (48) hours of paid continuing education leave every two (2) years. Date: {CONTRA COSTA COUNTY LOCAL ONE —ATTENDANT/LVN/AIDE LOCAL ONE —ATTENDANT/L'VN1AIDE UNIT 9999 NEGOTIATIONS COUNTY-COUNTER TO ORTHO TECHMR PROPOSAL A Presented 10/7/99 Effective October 1, 1999, the base pay of the Orthopedic Technician classification will be increased by 3%. Date. CONTRA COSTA COUNTY LOCAL ONE�-ATTENDA /LVN/AIDE LOCAL ONE -ATTENDANT/LVN/AIDE UNIT 1999 NEGOTIATIONS COUNTER CEI THAL SUPPLY TECHILEAD (1), MISR. (Q I RAPT T AME Presented 10/7199 Section 57.2 n. Weekend Differential. NuFsing 98PViGes Employees in the Attendant/1-VN/Aide Unit shall receive a weekend shift bonus of five dollars ($5.00) per shift for each weekend shift worked which: 9) falls on weekends for which the employee is not scheduled to work in their normal work schedule; 2) falls between the beginning of the night shift on Friday and the end of the evening shift on Sunday; 3) is worked for the full duration of the shift; and 4) is not the result of a trade. The employee is to note such qualifying shifts on his/her time sheets in order to receive this compensation. Date: CONTRA COSTA COUNTY LOCAL ON ATTE T/LVN/AIDE LOCAL ONE -ATTENDANTILVNIAIDE UNIT 1999 NEGOTIATIONS COUNTY COUNTER CENTRAL SUPPLY TECHILEAD (A) Presented 10/7199 Section 57.2 Y. lhe Health Services-Department a=?,,s to study le-organimfion.of work and classifications within the Central Supply Division. The shady will begin Vvit in ninety (20) d= following the ratification o_fthis MQU. Date: CONTRA COSTA COUNTY LOCAL ONE —ATTENDANT/LVN/AIDE � Y 77 LOCAL ONE - ATTENDANTILVNfA1DE 1999 NEGOTIATIONS COUNTY COUNTER PUBLIC SERVICE OFFICER PROPOSAL—(J) Presented '1017199 The Health Services Department will develop an identification card for Public Service Officers recognizing they perform their duties under the guidelines set forth in Section 836.5 of the California Penal Code and Section 1250 of the Health and Safety Code. Date: ` CONTRA COSTA COUNTY LOCAL ONE —AJTEND fLVN/AIDE IV ZZ, a Wtt.t.lAM I. WALKEP. M. D. PERSONNEL SEKVICES HEXttH SERVICES t}tRECTOR >44c, 597 Center Avenue,Suite 260 Martinez, California 94551-4569 CONTRA COSTA Fax (925)313-6600 fax(925)313-652727 HEALTH, SERVICES TO: CCC Employees Association Local#l, LVN/Aide Unit FROM: Lee Ann Adams,Health Services Personnel Officer,,A// DATE: October 6, 1999 SUBJECT: Computer Training The Health Services Department recognizes the importance of computer literacy in order for staff in certain classifications to perform their duties in a more informed and efficient manner. Therefore, in an effort to achieve this goal, the Contra Costa Regional Medical Center is committed to ensuring that the appropriate computer training is provided to LVN/Aide staff. l Contra Costa Community Substance Abuse Services + Contra Costa Emergency Medical 5errvxes • Contra Costa Environmental Health • Contra Costa Health Plan + + Contra Costa HaZardouS Materials Programs +Contra Costa Menial Health Contra Costa Public Health Contra Costa Regional Medical Center • Contra Costa Health Centers _. __ LOCAL ONE —ATTENDANT/LVN/AIDE UNIT 1999 NEGOTIATIONS COUNTY- COUNTER TO PROPOSED LANGUAGE CHANGES Presented 1017199 The County will make the following changes in Section 57.2 of the Contra Costa County Employees' Association, Local No. 1, October 1, 1995-September 30, 1999 Memorandum of Understanding. i. Employees in this unit who are employed at Hospital QCRMC and are required to work on Thanksgiving, Christmas or New Year's Day will be provided a free meal in the Hospital Cafeteria between the hours of 6:00 a.m. and 6:00 p.m. r. Contiguous Shifts.`At the County's request, if an employee in this unit works on all or parts of two contiguous shifts (more than eight (8) continuous hours) which is outside the employees regular work schedule and the first eight (8) hours fall on one day and the additional hours fall on the following day, the employee shall be paid a differential of one-half('!7) the employees base salary rate in addition to the employees base salary rate for the hours worked in excess of eight(8) hours. Employees in this unit working at the CCCRMC who, at the County's request work two contiguous shifts (sixteen (16) continuous hours) shall be provided a meal in the hospital cafeteria at no cost to the employee Employees in the Hospital Nursing Service who work a double shift shall receive twenty-five dollars ($25.00) in addition to all other compensation for each double shift worked. Employees who work from the beginning of their regularly scheduled shift to the conclusion of the next scheduled shift will be considered to have worked a double shift. If the second shift is not completed, the premium will be prorated. If the total hours worked, excluding lunch breaks, exceed sixteen (16) hours, additional prorated premium will be paid. u. os iteral Call-In Procedures. The following procedures shall apply to employees in the class of Licensed Vocational Nurse, Psychiatric Technician and Hospital Attendant employed at limit CQCRMC who become ill prior to a scheduled work shift and supersedes Section 14.4 of this MOU. X. Low Census. Unanticipated declines in hospital patient census may result in the need to temporarily reduce staffing hours for periods of time not requiring formal layoff procedures. When this occurs, the Hospital Nursing Service shall use a variety of procedures to call off and reassign staff. Those procedures will generally emphasize the call off of volunteers first, and the retention of permanent employees. Employees may voluntarily request accrued time off by calling the Staffing Office and asking to be placed on a standing Absent Day list to be used for voluntary call offs in future low census days. The Staffing Office will seek voluntary call offs on a shift-to-shift basis. Employees will be floated to available assignments in other units for which they are oriented or otherwise qualified. If necessary, as assessed on a daily basis, employees will be required to take Involuntary Call Off days on an equitable rotation. Order of Involuntary Call Off will normally be Registry, Temporary, Permanent- intermittent, Permanent Part Time and Permanent Full-time. The maximum number of Involuntary Call Off days per permanent employee will not exceed one shift per month or three (3) shifts per year. Permanent employees will be offered the option of using vacation or holiday accruals if the employee has the accruals available. Otherwise, the employee will be placed on AWOP. LT, Overtime or Registry Nurses will not be assigned to work on units for which an employee who is on Involuntary Call Off day is qualified to work. Involuntary Call Offs will be reasonably distributed among the various nursing classifications consistent with the staffing patterns for patient census and acuity needs. Employees will be notified a minimum of two hours in advance of each shift for which an Involuntary Call Off day is assigned. In the event such notice is not given, the affected employee will receive a minimum of two (2) hours work at the employee's regular rate. Should the hospital make such a documented attempt to notify the employee of a cancellation of shift, but be unsuccessful in doing so, this pay provision will not apply. It is the responsibility of the employee to maintain a current telephone number with the Staffing Office. Failure to do so relieves the Hospital of the notification and pay obligations. The same procedures will be used in the event of reduced patient visits in the Ambulatory Care Nursing Service. They will be applicable within the __ _. _ 12itt6bEf and Genter-G at all Clinics and Heath Centers. These procedures will apply in the hospital when the patient census falls below 120. This provision shall remain in effect for the duration of this MOU. Date. C CONTRA COSTA COUNTY LOCAL ONE--ATTEN NTfLVNIAIDE LOCAL ONE .� BUILDING TRADES UNIT COUNTY COUNTER TO PROPOSAL NO. 2 Presented, 10/07/99 The parties agree that within forty-five (45) calendar days after approval by the Board of Supervisors of the Memorandum of Agreement between the County and Local One, the General Services Department shall reach agreement with employees represented by the Building Trades Unit and reduce to writing, a policy by each craft/shop in the method which overtime is assigned. TENTATIVE AGREEMENT Dated: I '9 CONTRA COSTA CO TY LOCAL ONE, Building Trades Unit i LOCAL ONE BUILDING TRADES UNIT COUNTY COUNTER TO PROPOSAL NO. 4 Presented: 10/07199 Section 57.3 — Building Trades Unit B. The County shall pay each employee in the Building Trades Unit a reimbursement of twenty-due dollars t$25.00 per month, such to defray the cast of supplying and cleaning clothing worn in the performance of regular duties. TENTATIVE AGREEMENT Dated: I I 1 6) / ` CONTRA COSTA COU Y LOCAL ONE, Building Trades Unit -Lo.r I i /. _ _ COUNTER TO UNION PROPOSAL NO. E LOCAL NOA ENGINEERING UNIT 19:99 NEGOTIATIONS Presented. 09/09199 SDI ELECTION The parties agree that the County shall conduct an election among the members of the Engineering Unit to determine whether a majority of those voting wish to have State Disability coverage. TENTATIVE AGREEMENT DATED. Az. C TRA COSTA COUNTY LOCAL NO. 1 Ain-K t LOCAL ONE— 190 NEWTIAMONS ppw►4�yyV.�yy �t �/ {* ENGWEERING UNIT UNINAL. 9 M371 RAS KAGE Presented. October 28, 1999 J!noposal — s i f Re t Least o Drop 1012819-9 E!novosal #S - e or o itio -in--Generales o Real ftQpeft Agents Dropped 919199 Prago"I#C —Provide ayRglass & e exams an u ime At Coalition Health Care Oversight Committee for review. PropMal#Q—Members to receive 2."* for taking-job-related class Drop 10/28/99 Pmpmaal#E _Go=to +conduct$131 election T.A. 919199 Pwposal#F- Y_ggolon sell back up to 2 week firer v,ear Drop 10128/99 FMposai N--.C9unty nays $I SO if empioyee has other medical covera,,.,ge Dropped 8126199 ro a —County to payannual cost far,Ina'l. i t Of W mbers i Drop 10/28199 Prapoaaf#f— 3 week vacation for neva employees Dropped 919199 `- h t t Propool#J--Flexible hours for emplg Dropped 8118198 Pr000ssl#IC--6% six sten Incresse for Auditor App. if County agrees to conduct a P300 study of the Auditor Appraisers series in the Assessor's Oftce. TENTATIVE AGREEMENT Dated; 1()f2��e7j-q 5 CONTRA COSTA CO LOCAL. ONE, Engineering unit TOTAL P.03 a MANAGEMENT SETTLEMENT PACKAGE CCCEA•-LOCAL ONE 1999 NEGOTIATIONS HEAD START AND CHILD DEVELOPMENT UNITS Presented: September 30, 1999 Revised: October 1, 1999 1. Unit Restructuring The existing Head Start and Child Development bargaining units shall be combined into a single bargaining unit to be designated as the Family and Children's Services Unit. Contents of current MOU Sections 57.12 (Head Start) and 57.13 (Child Development) shall be combined as shown below in paragraph 7 Family and Children's Services Unit. This bargaining unit will contain all classes now represented by Local One in the Community Services Department. In accordance with MOU Section 4.3 Union Representatives, this unit shall be allocated a total of five (5) official representatives apportioned as follows: two (2) representatives for that group of classroom instruction and related employees assigned to full-day, full-year programs (i.e., Child Development and Child Start); one (1) representative for that group of classroom instruction and related employees assigned to part-day, part-year programs (i.e. Head Start), one representative for that group of non-classroom nutrition, clerical, accounting and building services employees (i.e., Support Services) and one (1) representative selected at large from the Family and Children's Services Unit. The Union may also elect one alternate for each official representative. 2. 1998-1999 Unit COLA The 1998-1999 COLA for the Child Development bargaining unit has been paid for the period July 1,1998 through June 30, 1999. The 1998 COLA for the Head Start bargaining unit, which was authorized by Board of Supervisors Resolution 98/533 on October 27, 1998, has been paid for the period January 1, 1998 through December 31, 1998. Employees of the Head Start unit are entitled to a COLA for the period January 1, 1999 through June 30, 1999. This COLA shall be paid to eligible employees in a one- time lump sum payment as soon as practicable after receipt of funds from the funding sources and necessary approval by the Board of Supervisors via Resolution. COLAs for the newly-combined Family and Children's Services bargaining unit shall be a one percent (1%) increase for all classifications effective July 1, 1999 and an additional one percent (1%) increase for the classification of Family and Children's Services Associate Teacher — Project (9MV2) also effective July 1, 1999. This COLA shall be paid to employees as a lump-sum retroactive to July 1, 1999 as soon as practicable upon receipt of funds from the funding sources. Funds paid retroactively under this provision will cover the period from July 1, 1999 to the date of payment. increased Work Hours for Family and Children's Services Teachers Il The number of authorized weekly work hours for employees in the class of Family and Children's Services Teacher 11 — Project (9MV1) shall be increased from 35 hours per week to 40 hours per week. This increase in hours shall be effective as soon as authorization can be obtained from the Board of Supervisors. A' Employee Input for Program Improvements The Family and Children's Services Division shall implement a system whereby employee-initiated recommendations for modification and improvement of the programs can be submitted and considered for inclusion in applicable grant applications. This system will specify a single point of submission for employee recommendations and will include written acknowledgement from the Division to the employee that the recommendation has been received. <14' Overtime Use and Administration The Community Services Department shall deliver a letter to all Department employees and managers regarding the requirements imposed by provisions of Federal and State law and the Local One MOU with respect to mandatory rest and lunch periods and the proper use and payment of overtime. Monthly Activities and Events Calendar The Family and Children's Services Division shall prepare and distribute a monthly calendar that is available to all unit members which will advise of various activities and events affecting the staff which are scheduled within the succeeding 30 days. This calendar will be prepared and distributed as soon as practicable prior to the beginning of the upcoming month and information included will be as current as possible. Information on events that are scheduled after publication of the calendar will be disseminated through other means. /11/ Waiver of Accrual Payoff for Head Start Employees on Summer Layoff i Employees in the Head Start program whose positions are eliminated and who are involuntarily laid off during the summer vacation period shall be allowed the option to waive the payout of all existing vacation and floating holiday accruals in the final pay warrant and alternatively authorize the Auditor-Controller to retain such accruals for reinstatement upon the employee's return from layoff. During the period of layoff, accruals thus deferred may not be used, increased or decreased for any reason. This option is available only to those employees being laid off whose positions are designated for reinstatement at a specific future date within the Layoff Resolution and who have at least eight (8) hours of vacation and/or floating holiday accruals available _. at notice of layoff. Employees may not choose a partial payout combined with a partial retention of accruals under this procedure. Employees who select this waiver must notify the Auditor-Controller's Payroll Section and the Community Services Department in writing immediately upon official notification that their position is being eliminated and may not exercise this waiver option any closer to the layoff effective date than five (5) working days. ,,.?. Family and Children's Services Unit It is understood for this Unit that all terms and conditions of the MOU shall apply except (1) those sections which pertain to the Merit System, (2) those limited in Attachment A, as modified below, and (3) entitled Sections in the MOU modified below: A. Salaries: Because employees in the Family and Children's Services Unit receive external State and federal funding for their programs, these employees are not eligible for general cost of living wage adjustments negotiated between Local One and the County. Should funds become available during the life of this MOU from any of the State or federal sources funding the Department's programs which the Community Services Department deems appropriate for an annual cost of living adjustment or other salary increase for employees of the Family and Children's Services Unit, the Department and Local One shall meet and confer annually during the month of July regarding the distribution of these funds. The payment of any COLAs to employees in the Family and Children's Services Unit resulting from this process shall be effective on July 1 st of that year. B. Separation Through Layoff. All current MOU provisions regarding seniority and layoff shall apply to employees of the Family and Children's Services Unit with the following modifications which are implemented to recognize that some positions in the Division are not funded on a year-round basis and that annual work cycles of positions in the same class may vary: 1. Specific positions otherwise denoted "full time" may be assigned a work cycle which is less than a full twelve-month year. 2. Positions in the same class may be filled on both a year-round (12 month) and less than year-round basis. Some employees will be subject to periods of layoff in accordance with the following provisions: a. Employees will be notified at the time of initial employment or promotion into the class as to the duration of the work year for the position being filled. b. Laid off employees are provided with an assurance of return to work at the beginning of the next work cycle if the position is still funded. c. In situations where employees return to work together at the beginning of varying length work cycles, employees will be provided the opportunity to select assignment to the longer work cycle on the basis of seniority in class. This provision shall not apply to work cycles which begin at different times. C. Promotion: Promotional opportunities shall be available within the Unit to members with the understanding that due to their Project status, the employees may not participate in Merit System promotional examinations. Notwithstanding this limitation, the Community Services Department may request that the Director of Human Resources announce open examinations on a restricted basis, such as "Open Only to Employees of the Community Services Department„ for the purpose of targeting qualified applicants. When an examination is restricted to the Community Services Department, employees who have qualified and who have earned a score of seventy percent (70%) or more shall receive five one-hundredths (.05) of one percent for each completed month of service as a permanent employee in the Community Services Department continuously preceding the final date for filing for the examination. The credits shall be included in the final percentage score from which the rank on the list is determined. No employee however, shall receive more than a total of five (5.0) points for seniority in any such examination. Employees are in no way restricted from applying to compete in any examination announced by the County on an "open only" or "open and promotional" basis. D. Disciplinary Action: Employees of the Family and Children's Services Unit shall be subject to all provisions of MOU Section 24 Dismissal, Suspension, Tempora[y Reduction in Pay and Demotion except that those references to the Merit System in 24.1 (c) and (k) are changed to read "County Service" and "County Ordinance or Resolution„ respectively; and the reference to the Merit Board in 24.5 and 24.0 (c) shall be deleted. E. Grievance Procedures: Employees of the Family and Children's Services Unit shall be subject to all provisions of MOU Section 25 Grievance Procedure, except that if an appeal is made to the Merit Board on the basis of alleged discrimination, such appeal may not also be subject to the grievance procedure. F. Reassignment and Bid Procedures: With respect to reassignment of work location, provisions of MOUSection 22.3 shall apply and are amplified as follows: 1. The Family and Children's Services Division agrees to post all vacancies for at least five (5) days to allow for reassignment applications. 2. In considering any request for reassignment of Family and Children's Services staff, the Family and Children's Services Division will fill the initial vacancy with the most senior employee requesting the reassignment. Any subsequent vacancies which are created through filling the initial vacancy will be filled based on requirements of the Family and Children's Services Division. 3. Once annually, on a date to be mutually agreed upon by the Department and the Union, the Department and Local One will conduct an open bid meeting wherein all employees may bid for vacant positions on the basis of seniority. Any vacant positions that existed as of thirty (30) days prior to the bid meeting will be filled by seniority. Additional vacant positions which are created through the bid procedure will also be filled by seniority. If all vacancies are not filled through the annual bidding process, the Division will fill the positions based on Division requirements. For the County: For Local One: r Dated: 14: bg LOCAL ONE GENERAL SERVICES & MAINTENANCE UNIT COUNTY COUNTER TO PROPOSAL NO. 'I Presented: September 13, 1999 The parties agree that the salary of Equipment Service Writer (PMVS $2816- $3104) shall be reallocated and tied to that of Equipment Services Worker (PMVA $2827 - $3117). Dated: CONTRA COSTA COUNTY LOCAL ONE j General Services & Maintenance _. .... LOCAL ONE GENERAL SERVICES & MAINTENANCE UNIT COUNTY COUNTER TO PROPOSAL NO. 2 Presented: 10/07199 Effective October 1, 1999 the classification of Vegetation Management Technician shall receive an increase in base pay of three percent (3%). TENTATIVE AGREEMENT Dated: CONTRA COSTA COUNTY LOCAL ONE General Services & laintenance � 1 fi 2 _. __. Cont..a Human Resources Costa, _ � Department � . Administration Bldg. Countyo.F;:_ 651 Pine Street,Third Floor Martinez, California 94553-1292 (925) 335-1770 Leslie T.Knight October 13, 1999 REVISED Director of Human Resources Rudy Jenkins, Business Agent Local No. 1 PO Box 222 Martinez CA 94553 Dear Mr. Jenkins: This confirms that effective October 1, 1999, the class of Vegetation Management Technician (GPWC) shall be flexibly staffed to Senior Vegetation Management Technician (PSTD). Sincerely, Leslie Knight Director of Human Resources cc: Eileen Bitten, Assistant Director of Human Resources Kathy Ito, Labor Relations Manager Public Works Department _... .. LOCAL ONE GENERAL SERVICES & MAINTENANCE UNIT COUNTY COUNTER TO PROPOSAL NO. 3 Presented: 10107/99 Effective October 1 1999 the classifications of Equipment O eratorand P Specialty Crew Leader shall receive an increase in base pay of three percent u (3%)• ' Effective October 1, 1999 the classifications of Assistant Public Warks / ti Maintenance Coordinator and Road Maintenance Carpenter shall receive an increase in base pay of three percent (3%). TENTATIVE AGREEMENT Dated: !O � , CONTRA COSTA COUNTY LOCAL ONE General Services & Maintenance _.. LOCAL ONE GENERAL SERVICES & MAINTENANCE UNIT COUNTY COUNTER TO PROPOSAL. NO. 7 Presented: 10107199 SECTION 57.6 — GENERAL. SERVICES & MAINTENANCE UNIT C. Shop Personnel 1. The County will pay Equipment Mechanics a tool allowance of two two hundred fifty dollars ($250.00)---per calendar year effective January 1. 2000- two hundred seventy-five dollars ($275.00)- per calendar year effective January 1, 2001, and three hundred dollars {$300.00) per calendar year effective January__1. 2002. TENTATIVE AGREEMENT Dated: /d/�1 fl CONTRA COSTA COUNTY LOCAL ONE General S rvices & Maintenance tIA6 / LOCAL ONE GENERAL SERVICES & MAINTENANCE UNIT COUNTY COUNTER TO PROPOSAL. NO, 25 Presented: 10107199 Revised: - 10113/99 57.6 General Services and Maintenance Unit. D. �3t� -ilding iUlainten nce Miscellaneous EgIpjUees 8. The County shall pay GpeFatiRg FnF1giRe9F6 Stationary Engineers and Lead Stationary Enc ginwars in the General Services and Maintenance Unit a reimbursement of twee i five dollars f$25.Q01 per month, to defray the cost of supplying and cleaning clothing worn in the performance of regular duties. TENTATIVE AGREEMENT Dated: � 0 /1 CONTRA COSTA COUNTY LOCAL ONE General Services & Maintenance "� (Jntrc ` ' ... Human Resources Costa a• Department County ri Administration Bldg. �,:•.._ e.. 651 Pine Street,Third Floor �o Martinez, California 94553-1292 (925) 335-1770 Leslie T. Knight Director of Human Resources October 13, 1999 REVISED Rudy Jenkins, Business Agent Local No. 1 Pd Box 222 Martinez CA 94553 Dear Mr. Jenkins: This confirms the County's commitment that a study of the organization of work and the classifications within the Communications Division and classifications of Electronic Equipment Technician and Lead Electronic Equipment Technicians in the Building Maintenance Division will be completed by January 1, 2000 and that any increases due as a result shall be retroactive to October 1, 1999. Additionally, as a part of the study process, the County will interview affected General Services & Maintenance personnel. Sincerely, Leslie Knight Director of Human Resources cc: Eileen Bitten, Assistant Director of Human Resources Kathy Ito, Labor Relations Manager General Services Department LOCAL ONE GENERAL SERVICES & MAINTENANCE UNIT COUNTY COUNTER TO PROPOSAL NO. 34 Presented: 101/3199 The Parties agree that the classification of Grounds Maintenance Specialist — Irrigation {GPVD $2878-$3173} shall receive an increase in base pay of 2.7%. TENTATIVE AGREEMENT Dated. CONTRA COSTA COUNTY LOCAL ONE General Services & Maintenance LOCAL ONE GENERAL SERVICES & MAINTENANCE UNIT COUNTY COUNTER TO PROPOSAL NO. 35 Presented: 10/07/99 , 57.5 General Services and Maintenance Unit. D. Building Maintenance & Miscellaneous Employees 9. The County will provide reimbursement, up to fifdollars sixty-five: 65.QQ) per calendar year, to permanent Groundskeepers, Gardeners and lead Gardeners for the purchase of coveralls or overalls worn on the job. TENTATIVE AGREEMENT Dated: CONTRA COSTA COUNTY LOCAL ONE General Services & Maintenance im �_�� a LOCAL ONE GENERAL SERVICES & MAINTENANCE UNIT COUNTY COUNTER TO PROPOSAL NO. 36 Presented: 10107199 Effective October 1, 1999, the classification of Lead Resource Center Attendant shall receive an increase in base pay of five percent (5%). TENTATIVE AGREEMENT Dated: mi /7- CONTRA COSTA COUNTY LOCAL ONE General S rvices & M intenance LOCAL ONE GENERAL SERVICES & MAINTENANCE UNIT COUNTY COUNTER TO PROPOSAL NO. 39 Presented: 10107199 Effective October 1, 1999 the classifications of Weatherization Home Repair Specialist-Project and Weatherization/Home Assessment & Repair Specialist shall receive an increase in base pay of five percent (5%). TENTATIVE AGREEMENT Dated: CONTRA COSTA COUNTY LOCAL ONE General Services & ai nance LOCAL ONE GENERAL SERVICES & MAINTENANCE UNIT COUNTY COUNTER TO PROPOSALS NO 37. 40. 41 & 42 Presented: 10/07199 SECTION 57.6 — GENERAL SERVICES & MAINTENANCE UNIT G. Building Inspectors ! Building lnspeeteF ! 9. The Building Inspection Department shall pay lnspectors a reimbursement up to a maximum amount of fifty dollars ($50.00) plus sales tax per calendar year for the purchase of knee pads and coveralls, and thirty-five dollars 035.00 plus sales tax—per—calendar year for rain boots and raingear. 2. Building Inspectors are assigned by the Building Inspection Department to Housing Rehab, Mobile Home, aPA Commercial inspections, Code Enforcement. Weatherization and Residential inspection activities. shall r-eGeive a diffe ti i�f five ereen(6 ef base pay feF these assignment These assignments may be rotated at the discretion of the Department Head. _. TENTATIVE AGREEMENT Dated: CONTRA COSTA COUNTY LOCAL ONE General S rvices & kVintenance LOCAL ONE -- HEALTH SERVICES UNIT 1999 NEGOTIATIONS COUNTY PROPOSAL CLINICAL LABORATQRY TECHNOLOGIST 11 CHARGE PAY Date: 1017199 Section 57.7 C Clinical Laboratory Technologist I clinical jaboratot)Lassignments for an eight.-(8) hour shift shall-receive an additional five d Mars $5,00) ger,, ship. Date: LLQ 4l 61 CONTRA COSTA COUNTY LOCAL ONE -- HEAIJKSERVICES UNIT LOCAL ONE — HEALTH SERVICES UNIT 1999 NEGOTIATIONS COUNTY COUNTER CCC MENTAL HEALTH PROPOSAL !Q. Date: 10/7/99 Section 57.7 F Mental Health Treatment Staff 3. Mental Health-Treatment employees shaill-receiv-e-a of five-do-Ilars .($5.00-) per shift-f-or.each.w-eekf,,-nd shift worked which: 1) falls on w-eekehds lbr-which the -employee is not scheduled -work in his/her normal work schedule: 2) falls between the beginning of the night shift on Friday and the -end of the evening shifton Sunday:a) is worked for the full duration of the shift: and 4) is not the,, of a trade. The employee is to note such —qualifying shifts on hisiher time sheets in order to receive this compensation, Date: CONTRA COSTA COUNTY LOCAL — HEALT SERVICES UNIT 74 �G`r- _ __ _ LOCAL ONE•- HEALTH SERVICES UNIT 1999 NEGOTIATIONS COUNTY COUNTER PROPOSAL CCC MENTAL HEALTH L Date: 10/7199 The Health Services Department will prepare a P300 converting the Early Periodic Screening and Diagnostic Treatment(E.P.S.D.T.) project positions to permanent positions. Date: U CONTRA COSTA COUNTY LOCAL ONE— HEALTH SERVICES UNIT /Z L P--�B I-A 1 ) l J_,, LOCAL ONE— HEALTH SERVICES UNIT 1999 NEGOTIATIONS COUNTY PROPOSAL REC SSIFCABON ISSUES Date: 10121/99 i dassfficabons within the Hazardous Materials Divisim. The study will begin within,one hundred twenty 0) dans following the ratification of this MOU Date: t CONTRA COSTA COUNTY LOCAL NE -- HEALTH SERVICES UNIT i X*7 tIF- I&- WA)W W I - / 0 ct __ LOCAL ONE •- HEALTH SERVICES UNIT 9999 NEGOTIATIONS COUNTY PROPOSAL MARKETEQUITY STUDIES Date: 10t 10/7199 The Hoaltli- -Sptvices Department agrees to—study the classifi-e-abons—within thp, Envir-Qnmental Health Division. The study will begin-within one-hundr-ed-and Aw-en (120) days following the ratification of this MOU Gate. /0 //, CONTRA COSTA COUNTY LOCAL 0 HEA ERRVICES UNIT VILQ LOCAL ONE-- HEALTH SERVICES UNIT 1999 NEGOTIATIONS COUNTY PROPOSAL MARKET TEAM-LEADER 12IFEERENIAL Date: 10/2/199 incumbents of the Mental Health Specialist II, Senior Mental Health Counselor, Mental Health Clinical Specialist or Clinical Psychologist classes may be designated as unit leaders. Unit leader assignments shall be at the sole discretion of the Division Director. Duties of the unit leaders are described in the class specifications. Unit leaders will receive a differential of 3-2A 5YQ of their base salary until such time as the unit leader ,assignment terminates. Unit leaders will continue to receive the 3I -6%-pay differential during the first thirty (30) calendar days of each absence for paid vacation, paid sick leave period, paid disability or other paid leave. Date: /b14�9 CONTRA COSTA COUNTY LOCAL O E - HEALTH SERVICES UNIT 610_A� V LOCAL ONE—HEALTH-SERVICES UNIT 1999 NEGOTIATIONS COUNTY PROPOSAL MARK' E UITY DIES Date** 10128199 Effective October 1, 1999, the County agrees to increase the base pay of the following classifications: Ultrasound Technologist I - 5% Ultrasound Technologist II - 5% Cardiac Ultra Sonographer - 5% Date: /(0 CONTRA COSTA COUNTY LOCAL ONE— HEALTH SERVICES UNIT r _ __ ___ LOCAL ONE— HEALTH SERVICES UNIT 1999 NEGOTIATIONS COUNTYPRC POSAL MARKET E UCTY STUDIES Date: 10128199 Effective October 1, 1999, the County agrees to increase the base pay of the following classifications: Pharmacist 1 7% Pharmacist 11 6% Jr. Radiological Technician 5% Sr. Radiological Technician 5% The County will also remove Step 1 and Step 2 from the bottom of the Pharmacist I salary range, making the salary range four steps. Date: e<` Zz�Ice q CONTRA COSTA COUNTY LOCAL ONE--HEALTH SERVICES UNIT LOCAL NO. ONE 1999 NEGO71ATIONS LIBRARY UNIT COUNTY COUNTER PROPOSAL-NO. f PROPOSAL NO. 1 Date: 10 /28199 Effective October 1, 1999, the County agrees to increase the base pay of the following: Library Assistant— Journey— 5% Effective January 1, 2000, the County agrees to increase the base pay of the following: Library Assistant— Journey— 1.5510 IN CONTRA COSTA COUNTY LOCAL 1 — LIB R U 1 / PI _ _ __ LOCAL NO. ONE 1999 NEGOTIATIONS LIBRARY UNIT COUNTY COUNTER PROPOSAL NO. JA ©ate: 10128/99 Side Letter The County further agrees that it will analyze the effect of any future increases in the clerical series on the Library Assistant series with the goal of maintaining the LA series at a range higher than the county clerical series in order to insure the current hierarchy for layoff and bumping rights. CONTRA COSTA COUNTY LOCAL 1 - L IT LOCAL. NO. ONE 1999 NEGOTIATION$ LIBRARY UNIT COUNTY COUNTER PROPOSAL NO. 2 Date: 10128199 Effective February 1, 2000, employees in the classification of Library Assistant who are regularly assigned "in Charge" at the Outlets (Rodeo, Crockett, Bay Point), shall be classified Library Assistant-Advanced level. CONTRA COSTA COUNTY LOCAL 1 IB R Uhl Henla County Library Contra Anne A01ing Couny C4kin ty Ubm6an 1750 Oak Park Boulevard Costa Pleasant Hill,California 94523-4497 1. Coun'T.V (925)646-6423 FAX(925)646-6461 October 29, 1999 Sandra Falk Contra Costa County Employees' Association,Local No. I PO Box 222 Martinez, CA 94553 Dear Ms. Falk: One of the long-standing issues related to our ability to provide quality, customer service to our communities is the current configuration of paired library branches, where some staff are assigned to two library locations. This configuration originated in 1993 when staffing in the County Library was reduced by 30%. The result has been uneven levels of patron services from branch to branch, and our inability to engender as strong a customer service alliance as we would like with our communities. In addition, several operational efficiencies are more difficult to achieve with the current configuration. If new resources become available through a ballot measure, another major funding source, or as opportunities arise, we will be looking at ways to add staff and hours that will unpa.ir the branches and result in improved customer service to our patrons and closer relationships with our communities. I will appreciate your support of this goal. Sincerely, n - A4"U C IC4^. ANNE CAIN Acting County Librarian _ LOCAL NO. ONE 1999 NEGOTIATIONS LIBRARY UNIT COUNTY COUNTER PROPOSAL NO. 4 Date: 10128/99 Section 57.10 Library Unit (1) Reassignment Criteria. Reassignments are made to facilitate the Library System's service function and efficiency. Library Administration shall make reassignments based on the needs of the branch/system in relation to public service and will consider the following employee factors as they relate to these needs: the employee's job performance and development, the employee's subject/age specialization, the employee's seniority in the classification within the department, the distance between the work site and the employee's residence, and the assignment preferences of the employee as obtained by the procedures outlined below. When circumstances other than seniority appear to Administration to equally or nearly equally meet the system service needs, then seniority shall govern. In accordance with the above criteria, the Administration shall consider all internal requests for reassignment before making an ap o�tment from anv eligibility list and in no event shall reassignments be utilized for disciplinary purposes. Procedures for Reassignment. Any employee may submit a request for reassignment to Administration at any time. Such requests will be kept on file for the current Fiscal year. Announcement of vacancies from resignations or promotions shall be distributed to all geographic work sites for a posting period of five work days. The announcement shall include: (1) Classification and total hours of position; (2) Work site; (3) Age-level assignments. During the posting period, the vacancy shall not be filled. Vacancies occurring from transfers (spin-offs) cannot, in the interest of time, always be pasted; but when such spin-oft`transfers can be anticipated, Library .Administration will notify appropriate employees so that requests for voluntary reassignment from interested employees can be obtained prior to any reassignment decision. ...._ _ __ _. 7 Before any decisions necessitating involuntary reassignments are made, Administration will solicit information from employees involved regarding their career development, goals, assignment preferences and their view of branch needs. This information will generally be obtainedthrough employee conferences with , De u County Librarian or Assistant County Librarian. Whenever feasible, an employee who is reassigned will be given two (2) weeks notice. Any employee who has been reassigned or any employee who has requested a vacancy and is not reassigned to that position, may request to meet with Administration to discuss the reasons for the decision, or may request the reasons be provided in writing. Date: f �Igs CONTRA COSTA COUNTY OCAL 1 — LIBRA U � s LOCAL NO. ONE 1999 NEGOTIA71ONS LIBRARY UNIT COUNTY COUNTER PROPOSAL NO. 6 Date: 1 0/28/99 The County and Lona( One agree to work out a mutually satisfactory policy regarding scheduling of vacations, with particular attention to scheduling of employees who work at "paired"branches. CONTRA COSTA COUNTY IB Y U -6—L6!� { .19 nn M1 __... _. LOCAL M. GINE 1999 NEGOTIATIONS LIBRARY UNIT COUNTY COUNTER PROPOSAL NO. 7 Date: 14/29/99 The County and Local One representatives agree that the issue regarding closing the branches on-time will be discussed at LPAC. CONTRA COSTA COUNTY LOCAL I — NiT t r j 1-14 _. _..... ......_. . __ ........ ......... .... _._. . ..... .............................. ......... ...__.... _. ... . LOCAL NO. ONE 1999 NEGOTIATIONS LIBRARY UNIT COUNTY COUNTER PROPOSAL. NO. 8 Cate: /0/28199 The following agreement applies to all P.l.'s appointed after November 15, 1999, and to all current P.l.'s as of January 1, 2001: • Permanent Intermittent employees will be notified before being employed that they must agree to be available to work at least 200 hours per year, and must be available to work no less than six (6) Sundays per year County agrees to make every effort to fill all existing Permanent Intermittent vacancies CONTRA COSTA COUNTY LOCAL 1 IB Y NIT f ! 19y LOCAL NO. ONE 1999 NEGOTIATIONS LIBRARY UNIT_ COUNTY COUNTER PROPOSAL NO. 8 A Date: /0128199 Summary of Conceptual Agreements re: P. 1. Criteria implementation 1. Definition of Offer, what constitutes, Only one per day, etc. 2. Definition of"refusal" (also see #4 and #5) 3. Exceptions-County and Union to agree in advance re: exemptions, special circumstances 4. Designation of break/vacation 5. Designation of Availability, to include geographic area, site,etc. Offers outside those designations do not constitute "offer" 6. Register through subfinder 7. County must offer at least 480 hours per year; if not, criteria waived 8. Tracking hours with reports to union 9. Retraining option 10.Those current P.I.s with more restrictive criteria continue under such criteria until implementation date. o fY4. ......... .... 11 .. ........ .............. . ........ _......._......__. ..... ........ ..........._......... _....__ . ............. .. _...... ......... . ............................................ LOCAL NO. ONE 1999 NEGOTIATIONS LIBRARY UNIT COUNTY COUNTER.PROPOSAL NO. 9 ©ate: /0128199 If prior to the passage of a ballot funding measure, the County Library receives funding for extended hours, the County may develop new specifically designated positions that may include evenings, Saturdays or Sundays as part of the work assignment. The County and Local One will meet and confer on the implementation of the scheduling for these extended hours. It is further agreed by the County and the Union that any such position or assignment shall be tied directly to the ongoing provision of the additional funds. In the event of any layoff or reduction in staff or hours, upon request of the Union, the County agrees to meet and confer with the Union regarding continued application of this provision. No employee shall be required to work in/or be transferred to such an assignment, except on a voluntary basis unless the employee is specifically hired for or is currently working in such an assignment. In anticipation of the passage of the Library ballot funding measure, the Union and the County agree to begin meet and confer sessions, regarding staffing for any additional hours, no later than April 1, 2000, with the specific objective of reaching agreement by June 30, 2000. CONTRA COSTA COUNTY LOCAL 1 - LIBRA NI l n�sQ�9g .................................................... LOCAL NO. ONE 1999 NEGOTIATIONS LIBRARY UNIT .-COUNTY GAUNTER PR!QP0SAL lrib 8 Date: 10/28/99 Section 57.10 Library Unit (M) The Library Department shall make every effort consistent with efficient operations to provide that no employee shall be scheduled to work more than two (2) after 8:00 p.m. shifts in a calendar week, unless that employee specifically requests that shift for a specified period of time. No employee shall work more than half the Saturday shifts within a mutually agreed upon period of time (two (2) or eight (8) week cycles), unless that employee specifically requests that shift for a specified period of time. Thirty-two (32) and twenty (20) hour employees will maintain a four (4) day work week with two (2) days 9ff in ;-q M.-W. Days eff fbF thii4y twG (32) and +%—n+.'1P-1nN , unless employees specifically agree to a variant days-off schedule. Choice of shift assignments at a work site shall be determined by County seniorityin class. However, employees who mutually agree to trade shift assignments at a given work site may do so, on a temporary or permanent basis, depending on their mutual agreement. wagless -cen# r , CONTRA COSTA COUNTY LOCAL 1 — LIBRARY UNIT Office of Revenue Collection Contra 2530 Arnold Drive Costa (925)335-8550 Suite 350 CountyMartinez, California 94553 Within ninety (90) days of approval of the Memorandum of Understanding by the Board of Supervisors, the Office of Revenue Collection and the Human Resources department will work together to analyze tate need for a Senior Collection Enforcement Officer classification assigned to the Legal Desk. TENTATIVE AGREEMENT Dated: ' COUNTY LOCAL ONE (?.mlrkz) ` -� -' ContraOffice of District Attorney � � i• Gary T.Yancey,District Attomey �4$ta Family Support Division 50 Douglas Drive, Suite 100 Gayle Elaine Graham, Director Martinez,California 94553-8507 County Senior Deputy District Attomey Phone: (925)313-4200 FAX: (925)313-4221 Admin. 313-4338 Legal 313-4222 Case Work 313-4337 General October 4, 1999 313-4295 Fiscal Henry Clarke, General Manager Contra Costa County Employees Association Local No. One P. O. Box 222 Martinez, CA 94553 Dear Mr. Clarke: This letter is to confirm the agreement reached between Local No. One and the Family Support Division of the District Attomey's Office regarding the use of seniority in the Family Support Collection Officer series. The Family Support Division agrees to the following: For those subjects where the District Atfomey's Office proposes to use a seniority system to make decisions and where those subjects are not already addressed by a Memorandum.of Understanding, Board of Supervisors'Resolution or Carder, Personnel Management Regulations, Salary Regulations, Administration Bulletins, County Department, or Division policies or other official writing of Contra Costa County,the District Attomey shall use seniority within the Family Support Collection Officer series and not seniority in the District Attorney's Office. If the foregoing conforms with your understanding of the agreement, please indicate your acceptance and approval in the space provided below. Sincerely, !�*g �a Actor, Family Support PC/ss Contra Costa County Contra Costa County Employees Association Local No. One Ito He Clarke KathyY General Manager Labor Relations Manager ContraOf ce of District Attorney +• Gary T.Yancey,District Attorney Costa Family Support Division 50 Douglas Drive,Suite 100 Gayle Elaine Graham, Director Martinez, Califomia 94553-8507 County Senior Deputy District Attorney Phone:(925) 313-4200 FAX: (925) 313-4221 Admin. 313-4338 Legal 313-4222 Case work 313-4337 General October 4, 1899 313-4295 Fiscal Henry Clarke, General Manager Contra Costa County Employees Association Local No. One P. O. Box 222 Martinez, CA 94553 Dear Mr. Clarice: This letter is to confirm the agreement reached between Local No. One and the Family Support Division of the District Attorney's Office regarding further consideration of attemative scheduling. The Family Support Division agrees to the following: If the reorganization of the District Attomey's Family Support Division creating a new county child support department is completed prior to the expiration of this MOU,the County agrees to meet and discuss with CCCEA Local One aitemative scheduling, including 4/10 shifts,for the Family Support Collection Officer series. If the foregoing conforms with your understanding of the agreement, please indicate your acceptance and approval in the space provided below. Sincerely, 117 P sr Assi ant Director, Family Support PC/ss Contra Costa County Contra Costa County Employees Association Local No. One � 4 , Y_e ---4 " P He Clark Kathy lto Labor Relations Manager General Manager Date: `�"+__` Probation Dep rtmentContra S� Coufty Ston ofceir J nfle HWI Costa 2 Giader Drive C .-L . t ,lnry Martlnez,Calftmla 94553-4898 (925)646-4800 . , FAX(925)646-4854 ` Within one hundred and twenty day's (9 2n) of the approval of the MOU by the Board of Supervisors, representatives from Local No. 1, Human Resources and the Probation Department agree to discuss the issue of seniority for the Deputy Probation Officer series,4,v,o DATE: COUNTY LOCAL I LOCAL ONE - 1999 NEGOTIATIONS PROBATION UNIT MANAGEMENI PROPOSAL N.O. 1 'resented: 7/30/99 SECTION 22.4 Voluntary reas-sjunment Midding),Procedure i. erobationary and NeV.� signment Bidding. Employees who are on probation or who have been in a new work assignment for less than three (3) months, may bid for a vacant position which is open. The bid will be considered if, when bidding is closed, there are less than three (3) employees who are not on probation or in new assignments who have bid for the position. Bids from employees on probation or in new assignments will be in addition to any names referred to the department through the certification process described in Section 22.4-f above. Probation Counselors who have completed sig( tlbree ( months of their one (1) year probation may bid the same as all ether permanent employees. TENTATIVE AGREEMENT Dated: � 9q Coo LCCA 1.