HomeMy WebLinkAboutMINUTES - 11161999 - C55 THE BOARD OF SUPERVISORS OF CONTRA COSTA COUNTY, CALIFORNIA
Adopted this Order on November 16 1999 by the following vote:
AYES: Supervisors Gioia, Uilkema, DeSaulnier and Canciamilla
NOES: bone
ABSENT:Supervisor Gerber
ABSTAIN: None
SUBJECT:
Adopt Letter of Understanding with }
Western Council of En ineers Resolution No. 991588
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 Jerry Fahy,
Western Council of Engineers President, 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: Nf4[TPtY2 3 16_ .1992
PHIL BATCNE3_0 ierk of the Board
of ervi s and city Administrator
By Deputy
Orig. [dept.: Human Resources Department (Kathy Ito @ 5-1785)
cc: Labor Relations Unit
Benefits Unit
Personnel Services Unit
Auditor-Controller/Payroll
Public Works Department
Jerry Fahy, Western Council of Engineers
hEpry �� Human Resources
Contra
Department
Cosh
`a Administration Bldg.
County 651 Pine Street,Third Floor
ti\
Martinez, California 94553-1292
(925) 335-1770
Leslie T Knight
Director of Human Resources
November 11, 1999
Mr. Jerry Fahy, President
Western Council of Engineers
255 Glacier Drive
Martinez CA 94553
RE: ECONOMIC TERMS & CONDITIONS FOR WESTERN COUNCIL
OF ENGINEERS 1999-2002 LETTER OF UNDERSTANDING
Dear Mr. Fahy:
This confirms agreement to submit this Side Letter 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 Western Council
of Engineers, 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
Western Council of Engineers are expressed in the last expired MOU, subject to
the terms of this Letter of Understanding.
COALITION AGREEMENTS
1. Wacce Increases:
October 1, 1999: 5.0% increase
October 1, 2000: 3.0% increase
October 1, 2001: 4.0% increase
2. Lump Sum Payment. A five percent (5%) Lump Sum Pay will be
calculated for all eligible earnings. This includes employee regular pay,
overtime pay and specific other earnings computed as a percentage of
base pay from October 1, 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 Bank. Modify to allow employees to donate hours
either to a specific eligible employee or to the bank. Employees who elect
to donate to a specific individual shall have seventy-five percent (75%) of
their donation credited to the individual and twenty-five percent (25%)
credited to the Catastrophic Leave Bank.
4. Disability. 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. probation 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.
2
8. Workers' Compensation. Reduce amount of continuing pay for all
permanent employees from eighty-seven percent (87%) to eighty-six
percent (85%) of regular monthly salary for all claims filed on or after
January 1, 2000. Clarify continuing pay and waiting period language.
Follow-up treatment visits are to be scheduled contiguous to either the
beginning or end of the scheduled work day whenever possible.
9. Medical/Dental/Lite 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 Plans. The County and the Health Care Oversight Committee, as a
sub-committee of the County and the Labor Coalition, shall 1) seek and
secure mutually agreeable options of health plans which provide improved
"portability" for participants and 2), consider certain issues regarding CCHP
and improvements in vision care coverage.
11. Bilingual Pay. 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-intermittent/Temporary 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 recommendcorrection 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.
3
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.
17. PersonnelFiles. 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.
UNIT TABLE 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. Agency Shop. Upon election by the membership, employees in this
representation unit, as a condition of employment, shall pay dues or an
agency fee to the Council. Members of a bona fide religion, body or sect
who execute a written declaration shall pay a sum equal to the agency fee
to an agreed upon charity.
21. State Disability Insurance. Upon election by the membership, all
employees in this representation unit will participate in the State Disability
Insurance Program.
22. Training Reimbursement. Effective October 1, 1999, the quarter and
semester restriction will be removed from Training Reimbursement.
4
23. Professional Development Reimbursement. Effective January 1, 2000,
each full time employee shall be eligible to claim up to three hundred
twenty-five dollars ($325) per year and reimbursement up to a total of six
hundred fifty dollars ($650) for each two (2) year period for professional
development.
24. Safety Shoes. 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).
Dated: i Lt Cl C)
CONTRA COSTA COUNTY WESTERN COUNCIL OF ENGINEERS
Kathy Ito, L o Rela 'ons Manager Je�VFahjW President
LR:unions\WCE LOU
cc: Leslie Knight, Director of Human Resources
Human Resources Division - Personnel Services Unit
Mike Walford, Public Works Director
Linda Martinez, Public Works Administrative Services Assistant
Auditor/Payroll
5
LABOR COALITION -- 1999 NEGOTIATIONS
COUNTY SETTLEMENT PACKAGE PROPOSAL
Presented: October 1, 1999
04:15 AM
COALITION PROPOSALS
1. SALARY 10/1/99-5%
10/1100-3%
10/l/01 -4%
2. LONGEVITY [drop
3. BENEFITS Attached Tentative Agreement
9. TEMP. LANGUAGE Attached Tentative Agreement
21. PIITE MP MEDICAL.
-Subvention Temp. - 50%
P1 --64% as full and final settlement of all temporary proposals
-Plan Design CCHP Plan A-2
-Eligibility (Temps.) -3 continuous months @ 50% average per month
-Minimum of 40 hours per month
Maintain average 50% YTD from date of eligibility
-Pre-pay. Effective first of month of eligibility
(PIs) -3 continuous months @ 50% average per month
-Maintain if in paid status
-Pre-pay. Effective first of month of eligibility
-Family: option to purchase at employee expense
-Other Health Plans -- Current MCU 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: loti-Ictol
CONTRA COSTANTY LABOR C ALITION
rA44
n J
C
P1��C G
LABOR COALITION - 1999 NEGOTIATIONS
ALL EMPLOYEE ORGANIZATIONS MANAGEMENT PROPOSAL NO. 3
Presented: 06110199
Revised: 08118199
Revised: 18126199
Revised: 08130199
CATASTROPHIC LEAVE BANK
program Design. EffeGtive tel 4, 1994, The County Human Resources
Department will be-. . atien 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 CatastrophicLeave Bank.
Employees may donate hours either to a specific eligible,em to ee or to the bank.
Upon approval, credits from the Catastrophic Leave Bank may be transferred to a
requesting employee's sick leave account so that employee may remain in paid
status for a longer period of time, thus partially ameliorating the financial impact of
the illness, injury, or condition.
Catastrophic illness or injury is defined as a critical medical condition, a long-term
major physical impairment or disability which manifests itself during employment.
Oper tion. The plan will be administered under the direction of the Director of
Human Resources. The Human resources Department will be responsible for
receiving and recording all donations of accruals and for initiating transfer of credits
from the Bank to the recipient's sick leave account. Disbursement of accruals will
be subject to the approval of a six (6) member committee composed of three (3)
members appointed by the County Administrator and three (3) members appointed
by the majority representative employee organizations. The committee shall meet
as necessary to consider all requests for credits and shall make determinations as
to the appropriateness of the request. and the amount of aGrruals to be awarded.
The committee shall determine the amount of accruals to be awarded for employees
whose donations are non-specific. Consideration of all requests by the committee
will be on an anonymous requester basis.
Hours transferred from the Catastrophic Leave Bank to a recipient will be in the form
of sick leave accruals and shall be treated as regular sick leave accruals.
To receive credits under this plan, an employee must have permanent status, must
have exhausted all time off accruals to a level below eight (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 employee is denied.
and Donations may be made in hourly blocks with a minimum bleGks donation
of not less than four (4) hours from balances in the vacation, holiday, floating
holiday, compensatory time, or holiday compensatory time accounts. Emplgyees
who elect to donate to a speciffic individual shall have sey n dive 'scent -%),of
their donation gr%[ted to the individual and two five Rgroent 0ited 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-ephiG Leave Sank a adopted on a tmelve menth (12) pile
program ending one year fFem date of its Gentinuation YAII be
by emPleY •
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 except
for hours donated to a specific employee. in the event a donation is made to a
specific employee and the committee determines the employee does not meet the
Catastro hic Leave Bank criteria thedonatigg em to ee may authorize the hours
to be donated to the bank or returned to the donor's account. The donating
em to ee will have fourteen 14 calendar da s from notification to submit his/her
decision regarding-the status of their donation or the hours will 'be irrevocabl
transferred to the Catastrophic Leave Bank.
Any unused hours transferred to a recipient will be returned to the Catastrophic
Leave Bank.
Local One —Section 15
Local 512—Section 15
Local 535 R&F — Section 15
Local 635 Supv—Section 16
Local 2700 — Section '15
Appraisers —Section 15
CNA--Section 15
PDOCC .Section New
WCE--Section 15
TENTATIVE AGREEMENT
Dated: liz Iq�
CONTRA COSTA COUNTY LABOR COALITION
LABOR COALITION -- 199'9 NEGOTIATIONS
ALL.EMPLOYEE ORGANIZAT ONS MANAGB EN PROPOSAL 4
Presented: O6/10/99
Revised: 0710/199
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 ps cy hologist, 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 535R&F - Section 14.5
Local 535 'Supv - Section 14.5
Local 2700 - Section 14.5
Appraisers - Section 14.5
CNA - Section 14.5
PDOCC - Section 9.5
INCE - Section 14.5
TENTATIVE AGREEMENT
Dated:
CONTRA COSTA COUNTY LABOR COALITION
'k)k ,
i
LABOR COALITION — 1999 NEGOTIATIONS
ALL EMPLOYEE ORGANIZATIONS MANAGEMENT PROPOSAL Ma.-7
Presented. 06110199
%/f I
HEALTH CARE SPENDING ACCOUNT
(LOCAL ONE, 512, 535R&F, 2700, APPRAISERS, CNA, WCE)
The County will offer regular full-time and part-time (20140 or greater) County
employees the option to participate in a Health Care Spending Account (HCSA)
Program designed to qualify for tax savings under Section 125 of the Internal
Revenue Code, but such savings are not guaranteed. The HCSA Program allows
employees to set aside a pre-determined amount of money from their paycheck not
to exceed $2400 3000 per year, for health care expenses not reimbursed by any
other health benefits plan with before tax dollars. HCSA 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)
EftGtive januap� 4, 1997, The County will offer regular full-time and part-time (20140
or greater) County employees the option to participate in a Health Care Spending
Account (HCSA) Program designed to qualify for tax savings under Section 125 of
the Internal Revenue Code, but such savings are not guaranteed. The HCSA
Program allows employees to set aside a pre-determined amount of money from
their paycheck not to exceed $2400 3P'* vuu' Per year' iui i je all'uh cafe exNesi5e5 no
rai:;;hursed by 3^y other !:ealtt: be: �€ts plan 1".ith before tax dollars. HCSA dollars
Y�f f
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-y Section 19.9
Local 2700 — Section 20.9
Appraisers— Section18.9
CNA— Section 18.8
PDOCC -- Section 12.9
WCE — Section 18.8
TENTATIVE AGREEMENT
Dated: Ro
CONTRA COSTA COUNTY LABOR COALITION
LABOR COALITION — 1999 NEGOTIATIONS
ALL EMPLt)YEE ORGN0. 9A
Presented: 06110199
Revised': 09130199
Revised: 10114/99
Revised: 11/09/99
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 T44ia 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—( 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.
(LOCAL ONE)
20.2 Classes-With Probationary Period Over Six (6)/Nine' (9) Months.
Listed below are those 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:
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— Cane (1) year
(LOCAL #535 RANK & FILE UNIT— Section 19.2)
(LOCAL #535 SERVICE LINE SUPERVISORS UNIT— Section 20.2)
Classes With Probation Periods Over Six (6)/Nine (9) Months. Listed below
are 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 619
MONTHS IS NOT APPLICABLE FOR WCE, LOCAL 2700 CNA OR PDOCC.
(ALL EMPLOYEE ORGANIZATIONS— EXCLUDING CNA AND PDOCC)
20.3 Revised Probationary Period. When the probationary period for a class
is changed, only new appointees to positions in the classification shall be subject
to the revised probationary period.
20.4 Criteria. The probationary period shall date from the time of appointment
to a permanent position after certification from an eligible list. It shall not include
time served under provisional appointment or under appointment to limited term
positions or any period of continuous leave of absence without pay or period of
work connected disability exceeding fifteen (15) calendar days.
For those employees appointed to permanent-intermittent positions with a six (6)
nine (9) month probation period, probation will be considered completed upon
serving (4 ,09G) fifteen hundred (9,500) hours after appointment
except that in no instance will this period be less than sib) 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
INCE — Section 19
3
TENTATIVE AGREEMENT
Dated. 11111 9 `
CONTRA COSTA COUNTY LABOR COALITION
LABOR COALITION -i 1999 NEGOTIATIONS
ALL MPLOYEE ORGAI ATIONS MANAGEMENT P O 0 N 0
Preset: 46110199
Revised: 09123199
RETIREMENT COVERAGE
(ALL EMPLOYEE ORGANIZATIONS)
Upon retirement, employees may remain in the same County gaup medical plan if
immediately before their retirement they are either active subscribers to one of the
County Wealth Plans or if on authorized leave of absence without pay they have retained
their membership by either continuing to-pay their monthly remium to-the Cour b the
deadlines established by the County or converting to individual conversion memberships
from the County plan through the medical plan carrier, if available.
(APPRAISERS ASSOCIATION ONLY4
Upon i
�� GheiGe Wealth Plan;
f
4994.
Local One - Section 19
Local 512 - Section 20
Local 535R&F - Section 18
Local 535 SUPV- Section 19
Local 2700 - Section 20
CNA - Section 18
PUUCC - Section 12
INCE - Section 18
TENTATIVE AGREEMENT
Dated: `'
COUNTY COALITION
L.A13OR COAUT ON - 1999 NEGOTIATIONS
ALL EMPLOYEE ORGANIZATINS MANAGEMENT PRt�P€3SAL OV I
Presented: 06110199
Revised: 09123199
Revised: 09130199
SAMPLE LAIV GUAGE
WORKERS' COMPENSATION AND CONTINUING PAY
Local One
Workers' Compensation. A permanent non-safety employee shall continue to
receive 8&% the appropriate percent of regular monthly salary, dor all accepted
claims filed before ,January 1. 2000during any period of compensable temporary
disability absence not to exceed one year. For all accepted claims filed with the
County on or after .January 1, 4907 2000, the percentage of pay for employees
entitled to Workers' Compensation shall be decreased from 88% to 87% to 86%.
AJI savings generated will b __e ;--4A
If Workers'
Compensation becomes taxable, the County agrees to restore the went
original benefit level (100% of monthly salary) and the parties shall meet and
confer with respect to funding the increased cost.
A. iQ Ped: (Excludes Local 585 R&F15upv)
4 Employees whe leave -L- -- �- Fesult of an -41 '44- J_w �1 qjut I
will hat day rahar-ged to and/oF
worked far- purposes of deteFmining MFkers' Compens
benefits.
There is three -E3)- calendardfV TfiF
waiting period before Workers' Compensation stads benefits
commence. If the injured worker loses any time on the day of
in"u that day counts as day one of the waiting eriod. if
the inured worker does not lose time on the date of in`u the
waiting period will be the first three 3 calendar da the
employee does not work as a result of the injury.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 (1 4) days.
B. Continuing Payr A permanent employee shall receive 86% of
regular montes salary during any period of compensable temporary
disability not to exceed one year. absenGe .
1
Coalition.4992 Letter- of Agr-eement behveen-the
"Compensable temporary
disability absence" for the purpose of this Section, is any absence
due to work connected disability which qualifies for temporary
disability compensation under Workers` Compensation Law set forth
in Division 4 of the California Labor Code. When any disability
becomes medically permanent and stationary, the salary provided in
by this Section shall terminate. The employee shall Fetum to the
a� . No charge shall be
made against sick leave or vacation for these salary payments. Sick
leave and vacation rights shall not accrue for these periods during
which continuing pay is received. made.
Employees shall be entitled to a The maximum peeW of one (1)
,year of continuing pay benefits
for any one injury or illness,
VEFIT-T disability.
C. Continuing pay begins at the same time that temporary Workers'
Compensation benefits commence sus and continues until either
the member is declared medically- rmanent/stationa —the
or until one ( 1) year of continuing pay,
njuFy, whichever comes first provided the employee
remains in an active em to ed status. ontinuing- pgy is
automaticativ terminated on the date an em to ee is separateg separatefrom
Coun service by resignation, retirement layoff.-or 'he a to ee is
no longer em to d by the Counly. to these instances, em to ees
will be paid Workers' Compensation , benefits as gresscribgd b
Workers' Compensation laws. All continuing pay '
on Pmgfam 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 workday whenever possible. This
provision applies only to injuries/illnesses that have been accepted
by the County as work related.
job GenRe-,'-
Local One--Section 14.6
Local 512 - Section 17
Local 535 R&F--Section 14.6
Local 535 Supv»- Section 15.1
Local 2700 - Section 17
Getl
CNA--Section 14.6
PDOCC -Section 9.6
WCE -Section 14.6
TENTATIVE AGREEMENT
Dated. l c) l(q l q n
COUNTY COALITION
'�� fG�,r�'. '•..aF-tc.+r.+cf..t�r5' -�--,,,-.-_... -.—_��� tet✓
r"-
LABOR COALITION- 1999 NEGOTIATION
ALL ORGANIZATIONS OUNTY COUNTER TO COALMON No. 3
HEALTHLIPE MENTAL CARE
thFough Delta Dental Plan, Safeguard 1--l-ental Plan, Aetna Life insuFan
Health Plan, and the ,GentFa
emp! ' e- mg,da-Fly GGheduled to work twenty (20) eF more hGum--w
health, dental and related beneft GOntained in the---J'!,--, i
Agreement odaGhment N) between the Gousty and the 14eafth--Gafe
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 1201 or
more hours per week. Effective January 1, 2000, the Counter will offer
Group Benefit Programs for medical, dental and life insurance coverage to
all permanent employees regularly scheduled to work twenty f201 hours or
more per week as described in the September , 30. 1999 agreement
(Attachment )-between the County and the Labor Coalition.
TENTATIVE AGREEMENT
Dated: 10 1 t4d "t .
CONTRA COSTA LINTY LABOR COALITION
AL,
.f . '
%J
rABO COALITION- 999 NEGOTIATIONS EGOTATIONS
ALLEMPLOYEEORGANIZATIONS COUNCUNTERTY , ALI L ,O-s.3A. Bi -0
P091
4j99
•rev M t 09130/99
VI
TENTA i tVE AGREEMENT
MEDICAL/DENTAL.ILIFE INSURANCE ADJUSTMENTS
Cg1fERAQES OFFERED
Effective January 1, 2000, the County will offer the following Mans:
Contra Costa Health Pians (CCHP) A & B, Miser, Health Net HMO, Health Net PPO, Delta and P'MI
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
(50160) 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 113 98%
PMI Delta Care/CCHP A1B 98%
Delta Dental 78%
PMl Delta Care 781% 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 pians as follows:
_ _ _
.cupuncture No co-pay/10 visits per calendar year
Outpatient Durable Medical Equipment No co-pay
CCHP 8
Acupuncture $5 co-pay/10 visits per calendar year
Chiropractic $5 too-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 Roam & 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 ccs-pay
lELTA DENTAL PLAN ENHANCEMENTS
Increase Annual Maximum from $1200 per member to:
$1400 1/1/2000
$1500 1/1/2001
$1600 1/1/2002
DOMESTIC PARTNER
Domestic Partner and dependents eligible to participate in health/dental coverage contingent upon
meeting eligibility and enrollment requirements.
LIFE INSURANCE
Effective January 1, 2000 increase coverage from $3000 to $7504 for employees enrolled in either a
health and/or dental plan.
HEALTH CARE OVERSIGHT COMMITTEE
'he Committee shall continue in its current format.
OPENROLLMENT
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
'ENTATIVE AGREEMENT
Dated: (0 1 1 1 q
CONTRA COSTA CO TY LABO OALITIO
Lt t 11
i
LABOR COALITION —18'98 NE OTnATIONiS
COUNTY COMER TO COAL1 t? 3��a -
Presented: 07108L.
199
Revised: 0711SM8
Revised: 07129/99
3. Benefits
Health Plans
C. The Coun and the Health Care Oversight Committee as a sub-
committee of the Cou& sad the Labor -Cog
lition shall seek and
securemu#uall agreeable #ions of,health plans which provide
improved"pgrtabilM for participants.
E. The Count and the Labor Coalition agree that the joint
laborlmana ement Health Care Qversi ht Committee shall consider
the following issues:
1. Improve the appointment scheduling for CCHP
2. Reduce the wait for phaffnaa orders for CCHP
3 expand the nortabilitY„of CCHP
4. Improve vision care coverage
The Commiftee shall re ort its findings to the Counly and the Labor
Coal' ion by no later than Jul 1 2000 following which upon re ues#
the parties will meet and confer Eeggarding options.
LABOR COALITION — 19'99 NEGOTIATIONS
QQU COUNTEDTOCQALMQN NQ,3.C—_& E
Page 2
TENTATIVE AGREEMENT
Dated: 1 q7
CONTRA COSTA COUNTY LABOR COALITION
70
LABOR COALMON — 1999 NEGMATIONS
COUNTY CQUNTER TO CC„ AU 13
Presented: 08/30199
Revised: 0912 199
BIUN UAL PAIL'
A salary differential of W--d ($60,00) seventy dollars j70.0Q) 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-may`
96 October 1, 2000, the current program differential shall be increased
to a total of seven
five dollars-($75) per month. Effective4997-October 1, 2001,
the differential shall be increased to a total of eighty
dollars ($80) ger month.
Local One - Section 26
Local 512 - Section 27
Local 5358&F - Section 25
Local 535 SUPV - Section 26
Local 2700 Section 27
CNA- Section 25
TENTATIVE AGREEMENT
COUNTY COALITION
Kjo
p`�
LABOR Ct3AL.MON — 1999 NEGOTIATIONS
ALL M L0 E R N1 1O CQUNIY CO!INTER IQ COAL-MON NM 1.7
Presented: 09113/99
SECTION 5— SALARIES
,
-_ -- dc
Section 514 - Pay for Work in Hi he Classification. When an employee in a
permanent position in the merit systemlis 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 7e 41st consecutive hour in the
assignment, under the following conditions:
Local One a Section 5.14
Local512 — Section 5,15
Local 535 RBF - Section 5.15
Local 535 Supv - Section 5.15
Local 2700 - Section 5.15
C4.� d J c1dAll Appraisers - Section 5,15
CNA - Section 5.17
PDOCC — N/A
CE - Section 5.14
TENTATIVE AGREEMENT
Dated:
CONTRA COSTA COUNTY LABOR COALITION
C-luA
LABOR COALITION— 1999 NEGOTIATIONS
ALL EMPLOYEE ORGAN1 knONS COUNTY COUNTER TO CLITION NO. 23
P ont ed 071,08/99
23. The Counter 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 MOUS.
TENTATIVE AGREEMENT
Bated: 1<,R / 'In'
CONTRA COSTA COUNTY LABOR COALITION
rzl/74t-e-
LSC ��
LABOR COALITION -- 1999 NEGOTIATION
COUNTY COUNTER TQ C'OALITIO'N NO. 6
Presented: 09/30199
GRIEVANCE PROCEDURE
{ALL EMPLOYEE ORGANIZATIONS}
Step 4 _ Adjustment Board
This step of the grievance procedure may be waived by the written mutual
agreement of the parties.
Local One — Section 25
Local 512 — Section 26
Local 535 R&F — Section 24
Local 535 SUPV-- Section 25
Local 2700 — Section 26
CNA— Section 24
PDOCC — Section 15
WCE — Section 24
TENTATIVE AGREEMENT
Dated: n 11 1 , -
CONTRA COSTA CO NTY LABOR COALIT N
r
LABOR COALITION -- 1999 NEGOTIATIONS
COUNTY COUNTER TO CtJALITION NO,8
Presented: 09/23199
Devised. 09/23199
Revised: 09130199
ERGONOMICS
No later than May 15, 2000, the County will submit for Coalition input revisions to
Administrative Bulletin No. 420 dated April 17, 1090 and an Ergonomic Field Guide,
with a goal of finalization by June 30, 2000.
TENTATIVE AGREEMENT
Dated: / it 1qq
CONTRA COSTA COU . TY LABOR COALITION
LABOR COALITION - 1999 NEGOTIATIONS
ALL EMPLOYEE O N ZA I S CC? 4
Presented: 08130/99
EERSONNEL. FILES
An employee shall have the right to inspect and review any officialrecord{s} relating
to his or her performance as an employee or to a grievance concerning the
employee which is kept or maintained by the County in the employee's personnel file
in the Human Resources Department or in the employee's personnel file in their
Department. The employee's union representative, with written authorization b the
employee, shall also have the right to inspect-and review any official record(s)
described above. The contents of such records shall be made available to the
employee and/or the employee's union representative, for inspection and review at
reasonable intervals during the regular business hours of the County.
TENTATIVE AGREEMENT
Dated: II /it L,
CONTRA COSTA TUNTY LABOR COAL] lUN
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 Duman
Resources agrees to send a letter to Departments advising of the statutory
requirements and the County's obligation to comply.
TENTATIVE AGREEMENT
Dated: I 1 1111
CONTRA COSTA COUNTY COALITION
__ _ _ __
LABOR COALITION — 1999 NEGOTIATIONS
COUNTY COUNTER TO COALITlO N0 3
Presented: 9/30199
SICK LEAVE
(ALL EMPLOYEE ORGANIZATIONS)
Policies Governina the Use of Paid Sick Leave. As indicated above, the
primary purpose of paid sick leave is to ensure employees against loss of pay
for temporary absences from work due to illness or injury. The following
definitions apply:
"Immediate I=amil " means and includes only the spouse, son, stepson,
daughter, stepdaughter, father, stepfather, mother, stepmother, brother, sister,
grandparent, grandchild, niece, nephew, father-in-law, mother-in-law,
daughter-in-law, son-in-law, brother-in-law, sister-in-law, faster children, aunt,
uncle, cousin, stepbrother, of stepsister, or domestic partner of an employee
and/or includes any other person for whom the employee is the legal guardian
or conservator, or any person who is claimed as a "dependent" for IRS
reporting purposes by the employee.
Local One — Section 14.3
Local512 — Section 14.3
Local 535 R&P — Section 14.3
Local 535 SUPV — Section 14.3
Local 2740 — Section 14.3
CNA— Section 14.3
PDOCC — Section 9.3
WCE — Section 14.3
TENTATIVE AGREEMENT
Dated: 1 1 I , L,93
CONTRA COSTA COUNTY LABOR COALITION
LABOR COALITION — 1999 NEGOTIATIONS
MAN EW19NIPROP09AL
SECTION 54 — SCOPE OF AGREEMENT & SEPARABILITY OF PROVISIONS
54.4 Duration of Agreement. This Agreement shall continue in full farce and effect
from October 1, 4995 1999, to and including September 30, 4Q99 2002. Said Agreement
shall automatically renew from year to year thereafter unless either party gives written
notice to the other prier to sixty {66} days from the aforesaid termination date, of its
intention to amend, modify or terminate the agreement.
Local One - Section 54.4
CNA - Section 57.4
PDOCC - Section 33.4
WCE - Section 45.4
Local 535 R&F - New Section 54.4
Local 535 SUP' - New Section 54.:4
Local 512 - Section 55
Local 2700 - Section 56
TENTATIVE AGREEMENT
Dated: l t1I(u,16) 9
CONTRA COSTA CO TY LABOR COALITIC)N
�y
WESTERN COUNCIL OF ENGINEERS
COUNTY COUNTER PROPOSAL TO UNION 1
1999 NEGOTIATIONS
Presented: 10/05/99
2.2 Ac_ency Shop.
A. The Council agrees that it has a duty to provide fair and
non-discriminatory representation to all employees in all
classes in the unit for which this section is applicable
regardless of whether they are members of the Council.
B. All employees employed in a representation unit on or
after the effective date of this MMU and continuing until
the termination of the MOU, shall as a condition of
employment either:
1. Become and remain a member of the Council or;
2. Pay to the Council, an agency .shop fee in an
amount which does not exceed an amount which
may be lawfully collected under applicable
constitutional, statutory, and case law, which under
no circumstances shall exceed the monthly dues,
initiation fees and general assessments made
during the duration of this MOU. It shall be the sole
responsibility of the Council to determine an agency
shop fee which meets the above criteria; or
3. Do both of the following:
a. Execute a written declaration that the
employee is a member of a bona fide religion,
body or sect which has historically held a
conscientious objection to joining or financially
supporting any public employee organization
as a condition of employment; and
b. Pay a sum equal to the agency shop fee
described in Section 2.2.13.2 to a non-
religious, non-labor, charitable fund chosen by
the employee from the following charities:
Family and Children's Trust Fund, Child
Abuse Prevention Council and uttered
Women's Alternative.
C. The Council shall provide the County with a copy of the
Council's Hudson Procedure for the determination and
protest of its agency shop fees. The County shall provide
a copy of the Council's Hudson Procedure to every
employee hired into a class represented by the Council
after the effective date of this MOU. The Council shall
provide a copy of said Hudson Procedure to every fee
payer covered by this MOU within one (1) month from the
date it is approved and annually thereafter, and as a
condition to any change in the agency shop fee. Failure
by an employee to invoke the Council's Hudson
Procedure within one (1) month after actual notice of the
Hudson Procedure shall be a waiver by the employee of
their right to contest the amount of the agency shop fee.
D. The provisions of Section 2.2.5.2 shall not apply during
periods that an employee is separatedfrom the
......... . ... ...._....... ..... _........_. .. _..
_. .. . ._...... ........ ........ ..._.... ....... ......... ....... ........ ....
representation unit but shall be reinstated upon the return
of the employee to the representation unit. The term
separation includes transfer out of the unit, layoff and
leave of absence with a duration of more than thirty (30)
days.
E. The Council shall provide the director of Human
Resources with copies of a financial report patterned after
Form LM-2 pursuant to the Labor Management
Disclosure Act of 1959. Such report shall be available to
employees in the unit. Failure to file such a report not
later than June I of each calendar year shall result in the
termination of all agency fee deductions without jeopardy
to any employee, until said report is filed.
F. Compliance.
1 . An employee employed in or hired into a job class
represented by the Council shall be provided with
an "Employee Authorization for Payroll' Deduction„
form by the Human Resources Department.
2. If the form authorizing payroll deduction is not
returned within thirty (30) calendar days after notice
of this agency shop fee provision and the Council's
Hudson Procedure and the Council dues, agency
shop fee, initiation fee or charitable contribution
required under Section 2.2.8.3 are not received,
and the employee has not timely invoked the
Council's Hudson Procedure, or if invoked, the
employee's Hudson Procedure rights have been
exhausted, the Council may, in writing, direct that
the County withhold the agency shop fee and the
initiation fee from the employee's salary, in which
case the employee's monthly salary shall be
reduced by an amount equal to the agency shop fee
and the County shall pay an equal amount to the
Council.
G. The Council shall indemnify, defend, and save the County
__
harmless against any and all claims, demands, suits,
orders, judgments, or other farms of liability that arise out
of or by reason of this Council security section or action
taken or not taken by the County under this Section. This
includes, but is not limited to, the County's Attorneys" fees
and costs. The provisions of this subsection shall not be
subject to the grievance procedure.
H. The County Human Resources Department shall monthly
furnish a list of all new hires to the Council.
1. In the event that employees in a bargaining unit
represented by the Council vote to rescind Agency Shop,
the provisions of Sections 2.3 and 2.4 shall apply to dues-
paying members of the Council.
2.3 Maintenance-of Membersh a. All employees who are
currently paying dues to the Council and all employees in that unit
who hereafter become members of the Council shall as a'condition of
continued employment pay dues to the Council for the duration of this
MOU and each year thereafter so long as the Council continues to
represent the class to which the employee is assigned, unless the
employee has exercised the option to cease paying dues in
accordance with Section 2.5.
2.4 Council-Dues Foran. Employees hired into classifications
assigned in bargaining units cited in Section 2.3 above
shall, as a condition of employment at the time of
employment, complete a Council dues authorization form
provided by the Council and shall have deducted from
their paychecks the membership dues of the Council.
Said employee shall have thirty (30) days from the date of
hire to decide if he/she does not want to become a
member of the Council. Such decision not to became a
member of the Council must be made in writing to the
Auditor-Controller with a copy to the Labor Relations
Division within said thirty (30) day period. If the employee
decides not to become a member of the Council, any
Council dues previously deducted from the employee's
paycheck shall be returned to the employee and said
11
...... ... ...._. ....__._. _-...._. ........_... ......... ...._.... _........
........ .......... ......... ........ ........ ........................................................... ......... ......... ........ ........
amount shall be deducted from the next dues deduction
check sent to the Council. If the employee does not notify
the County in writing of the decision not to become a
member within the thirty (30) day period, he/she shall be
deemed to have voluntarily agreed to pay the dues of the
Council.
Each such dues authorization form referenced above shall include a
statement that the Council and the County have entered into a MOU,
that the employee is required to authorize payroll deductions of Union
dues as a condition of employment, and that such authorization may
be revoked within the first thirty (30) days of employment upon proper
written notice by the employee within said thirty (30) day period as set
forth above. Each such employee shall, upon completion of the
authorization form, receive a copy of said authorization 'form which
shall be deemed proper notice of his or her right to revoke said
authorization.
2.5 —Withdrawal of, Membership. By notifying the Auditor-
Control'ler's Office in writing, between August 1 , 2002 and August 31,
__. .. . .. _.. _...... _..... ......__...-__..
_. .. ...._.. ......... ....._ _.... ......... ............ ......... .......... .......... ......... .......
2002, any employe may withdraw from Council membership and
discontinue paying dues as of the payroll period commencing
September 1, 2002, discontinuance of dues payments to then be
reflected in the September 10th paycheck. Immediately upon the
close of the above mentioned thirty (30) day period the Auditor-
Controller shall submit to the Council a list of the employees who
have rescinded their authorization for dues deduction.
TENTATIVE, AGREEMENT
Dated:
COUNTY WESTERN COUNCIL OF ENGINEERS
w�
WESTERN COUNCIL OF ENGINEERS
COUNTY COUNTER PROPOSAL TO COUNCIL 6
1999 NEGOTIATIONS
Presented: 10/25199
SECTION 14.12 _ STATE DISABILITY INSURANCE
A. General rovisio . The California SDI program provides
disability benefits beginning on the eighth (8) calendar day of a
qualifying disability unless the employee is hospitalized. Upon
hospitalization, benefits can be payable from the first day of the
disability. If the disability exceeds fourteen (14) calendar days,
benefits can be payable from the first day of the disability. The
maximum period of State disability payments is up to one (1) year.
Determination of SDI payments and eligibility to receive payments
is at the sole discretion of the State of California.
Integration means that employees will be required to use sick leave
accruals to supplement the difference between the amount of the
SDI payment and the employee's base monthly salary. Integration
of sick leave with the SDI benefit is automatic and cannot be
waived. Integration applies to all SDI benefits paid. For employees
off on SDI, the department will make appropriate integration
adjustments, including retroactive adjustments if necessary.
Employees must inform their department of hospitalization in a
timely manner in order for the department to make appropriate
integration adjustments.
State Disability benefit payments will be sent directly to the
employees at their home address by the State of California.
When there are insufficient sick leave accruals available to fully
supplement the difference between the SDI payment and the
employee's base monthly salary, accruals other than sick leave
may be used. 'These accruals may be used only to the extent that
total payments do not exceed the employee's base monthly salary.
B. Procedures. Employees with more than 1.2 hours of sick leave
accruals at the beginning of the disability integrationperiod must
integrate their sick leave accrual usage with their SDI benefit to the
maximum extent possible.
When employees have 1.2 hours or less of sick leave accruals at
the beginning of the disability integration period, the department
shall automatically use 0.1 hour of sick leave per month for the
duration of their Sal benefit.
When sick leave accruals are totally exhausted, integration with the
SCSI benefit terminates. An employee may use any ether accruals
without reference to or integration with the SDI benefit.'
When the SDI benefit is exhausted, sick leave integration
terminates. Then the employee may use sick leave or other
accruals.
Employees with no sick leave balance at the beginning of the
disability integration period may use any other accruals without
reference to or integration with the SDI benefit.
Employees whose SDI claims are denied must present a copy of
their claim denial to their department. The department will then
authorize use of unused sick leave and shall authorize the use of
other accruals as appropriate.
Employees may contact the Human Resources Department,
Benefits Division, for assistance in resolving problems'.
C. Method of Integration. Until an employee has a valance of 1.2
hours of sick leave, the employee's sick leave accrual charges
while receiving SDI benefits shall be calculated each month.
The amount of sick leave charged each employee will be calculated
... ...... ......... ._....... ...._.... ......... ......... ......... ......... ..... ......_.._.
. ........ ........... ........... ........ ........ ............. ........ ......_ ....... .........
in the following manner:
The percentage of base monthly salary not covered by the SDI
benefit will be applied to the dally hours in the employee's schedule
and that number of sick leave hours will be charged against the
employee's sick leave accruals.
For purposes of integration with the SDI program, all full time
employees' schedules will be converted to 8-hourl5-day weekly
work schedules during the period of integration.
The formula for full time employees' sick leave integration charges
is shown below:
L = [(S-D) - S] x 8
S = Employee Base Monthly Salary
H = Estimated Highest Quarter (3-mos) Earnings [H = S
x 3]
W = Weekly SDI Benefit from State of California SDI
Weekly Benefit Table
C = Calendar Days in each Month
D = Estimated Monthly SDI Benefit
[D = (W = 7) xC]
... ....._... ....._... ......... ....._...
.. .... ....... ......... ........... .......... ........ ............ ........................ _... .... _.
L = Sick Leave Charged per Day
Permanent part-time, permanent-intermittent employees, and those
full time employees working a light/limited duty reduced schedule
program shall have their sick leave integration adjusted
accordingly.
D. Definition. "Base Monthly Salary" for purposes of sick leave
integration is defined as the salary amount for the employee's step
on the salary schedule for the employee's permanent',classification
as shown in the "Salary" field on the Can-Line Payroll Time
Reporting System used by departments for payroll reporting
purposes.
TENTATIVE AGREEMENT
Dated:
COUNTY WESTERN COUNCIL OF ENGINEERS
v
WESTERN COUNCIL OF ENGINEERS
COUNTY COUNTER PROPOSAL TO COUNCIL S
1999 NEGOTIATIONS
Presented: 11111/99
14.13 Intearation Qf SDI Benefits with the County- -Sick Leave So-nefit
Program. Employees eligible for State Disability Insurance benefits and sick
leave benefits for any portion of disability shall be required to mare application
for both benefits. The State Disability Insurance benefits shall be returned to the
County to be credited to the employees sick leave balance on the following basis.
A. Integration with State Disability Insurance is automatic and cannot
be waived.
B. The amount credited to the employees sick leave balance shall be
converted to sick leave hours by dividing the amount received from
State Disability Insurance by the employee's straight-time hourly
rate, at the time of payment, as determined by the appropriate
salary schedule for the employee's class of employment.
C. If the employee is eligible for State Disability Insurance benefits,
application must be made and the benefits returned to the County
for sick leave credits so that the principle of integration is
completed.
D. In the event an employee is not eligible for sick leave credits from
the County, there will be no integration and the employee shall not
return State Disability Insurance benefits to the County.
E. In the event an employee receives sick leave benefits for a portion
of the disability period, State Disability Insurance benefits must be
utilized to restore only those sick leave hours used during the
period of disability.
E. Restoration of sick leave balances shall be rounded to the nearest
one-tenth (1) hour.
G. In no instance will an employee be allowed to purchase sick leave
not accrued.
N. The County will provide separate accounting for the purchased sick
leave to insure that State Disability Insurance benefits are not
taxable.
TENTATIVE AGREEMENT
Dated: t ll
COUNTY WESTERN COUNCIL OF ENGINEERS
WESTERN COUNCIL OF ENGINEERS
COUNTY COUNTER PROPOSAL TO COUNCIL No. 8
1999 NEGOTIATIONS
Presented: 19/25199
SECTION 26 -TRAINING REINIBURS►EMENT
The County Administrative Bulletin on Training shall govern reimbursement for
training and shall limit reimbursement for career development training to $24-7
, not to exGeed $650 per fj year, except
as otherwise provided in the supplemental sections of this MOU. Effective ,July
1, 1996 reimbursement under the above limits for the cost of books for career
development training shall be allowable.
TENTATIVE AGREEMENT
Dated: 10
COUNTY WESTERN COUNCIL OF ENGINEERS
}
WESTERN COUNCIL OF ENGINEERS
COUNTY COUNTER. PROPOSAL TO COUNCIL 9
1999 NEGOTIATIONS
Presented: 10125199
SECTIO 29 - PROFESSIONAL E) VEOPMENT
29.1 Professional- Development Reirnburs went. Each full-
time employee shall be eligible to claim up to $275.00 per year for
professional development during the duration of this MOU. For each
two (2) year period, starting January 1, 1994; eligible employees will
be allowed reimbursement under this Section to a total of $550 .
Effe ctiven 1 20 1-time-�employae shaiLbeeligible, t
cla-im up to $325 00 per year and will be allowed rei bursement
under this n f $650 for.each two r period.
Allowable expenses include the following activities and materials
directly related to the profession in which the individual is engaged as
a County employee:
A. Membership dues to professional organizations.
B. Registration fees for attendance at professional meetings,
conferences, and seminars.
C. Books, journals, and periodicals.
D. Tuition and textbook reimbursement for accredited
college or university classes.
E. Professional license fees required by the employee's
classification.
F. Application and examination fees for registration as a
professional engineer, architect, or engineer-in-training.
G. Certain job-related instruments, computer software and
computer hardware from a standardized County approved
list or with Department Head approval, provided each
Engineer complies with the provisions of the Computer
Use and Security Policy adopted by the Board of
Supervisors and manuals.
Exclusions:
Items specifically not authorized for purchase with these funds
include, but are not necessarily limited to the following:
A. Health program memberships and physical fitness
equipment.
B. Equipment or supplies not specifically required for or
directly related to participation in a professional
conference, seminar or workshop.
C. General office supplies.
D. Magazine subscriptions, newspapers, periodicals, or
journals or general circulation such as Time, Newsweek,
Press Democrat Newspaper, etc.
E. Time planners or calendar-type books.
TENTATIVE AGREEMENT
Dated. 1 `
COUNTY WESTERN COUNCIL OF ENGINEERS
i �
WESTERN COUNCIL OF ENGINEERS
COUNTY COUNTER PROPOSAL TO COUNCIL 11
1999 NEGOTIATIONS
Presented: 10125199
SECTION 32 SAFETY SHOES AND PRESCRIPTION SAFETY
EYEGLASSES
The County shall reimburse employees for safety shoes and
prescription safety eyeglasses in those classifications the County has
determined are eligible for such reimbursement. For each two (2)
year period starting January 1 , 4494, 20 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 str rting Jr anuary 1 , 2002 eligible
employees will be allowed-reimbursement for the ur and-reit
of safetysus up to a maximum of two hundred twenty five dollars
2 .,. There is no limitation on the number of shoes or number of
repairs allowed.
The County will reimburse eligible employees for up to one (1) pair
per year of prescription safety eyeglasses which are approved by the
County and are obtained from such establishment as required by the
County.
TENTATIVE AGREEMENT
Dated: 10
COUNTY WESTERN COUNCIL OF ENGINEERS