Loading...
HomeMy WebLinkAboutMINUTES - 11161999 - C56 THE BOARD OF SUPERVISORS OF CONTRA COSTA COUNTY, CALIFORNIA Adopted this Order on November-1 6 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 SEIU Local 535 ) Resolution No 991 87 Rank & File Unit ) 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 Joyce Baird, SEIU Local 535 Rank & File Unit Sr. Field Representative, regarding economic terms and conditions for October 1, 1999 through September 30, 2002 for those classifications represented by that employee organization. I hereby certify that this is a true and correct copy of an action taken and entered on the minutes of the Board of supervisors on the date sho=wn. ATTESTED: PHIL. BATCHELOR, C erk of the Board ofi ervi s and Mhnty Administrator By 4 Deputy Orig. Dept.: Human Resources Department(Kathy Ito a0 5-1785) cc: Labor Relations Unit Personnel Services Unit Auditor-Controller/Payroll Employment and Human Services Department Health Services Department Probation Department Joyce Baird, Local 535 �s£ Human Resources Contra -\ [department Costa County Administration Bldg. 651 Pine Street,Third door �., Martinez, California 94553-1292 (925) 335-1770 Leslie 7: Knight Director of Human resources November 11, 1999 Ms. Joyce Baird, Sr. Field Representative SEIU, Local 535 661 - 27 th Street Oakland, CA 94612 RE: ECONOMIC TERMS & CONDITIONS FOR SEW LOCAL 535, RANK & FILE UNIT 1999-2002 LETTER OF UNDERSTANDING Dear Ms. Baird: 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 SEIU Local 535, Rank & File Unit, 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 SEIU Local 535, Rank & File Unit are expressed in the last expired MOU, subject to the terms of this Letter of Understanding. COALITION AGREEMENTS 1. Waae Increases: October 1 , 1999: 5.0% increase October 1, 2000: 3.0% increase October 1, 2001: 4.0% increase 2. Lump Suri 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. iDisability. 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 (86%) of regular monthly salary for all claims filed on or after January 1, 2000. Clarify continuing pay and waiting period language. Follow-up treatment visits are to be scheduled contiguous to either the beginning or end of the scheduled work day whenever passible. 9. Medicall/DentaIVILife 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. ilinaualRay. 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. Perma ent-h termiftentfTem o�CY 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. -3- 16. Eroonnomics. 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. P rsonnel 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. UNIT TABLE AGREEMENTS. 19. Employment and Human Services Department letter concerning approximate targets for assigning work in the CalWORKs Program. 20. Employment and Human Services Department letter concerning the Statewide "Yardstick" study. 21. Effective October 1, 1999, the County agrees to increase the base pay of the Social Casework Assistant classification by 8.54%; the Employment Placement Counselor classification by 3.5%; and the Social Casework Specialist II classification by 3.0%. 22. Effective October 1, 1999, the County agrees to incorporate the 3.5% CalWORKs differential into the base pay of the Social Service Program Assistant and Social Worker classifications. 23. Effective January 1, 2000, the County agrees to increase the base pay of the Social Service Welfare Fraud Investigator, Social Service Welfare Fraud Field Investigator and Social Service Sr. Welfare Fraud Field Investigator classifications by 4.86%. -4- 24. Effective January 1, 2000, the County agrees to increase the base pay of the Social Casework Assistant, Social Service Program Assistant, Social Worker and Employment Placement Counselor classifications by 1.28%. 25. Effective October 1, 1999, the County will remove Step 1 and Step 2 from the bottom of the Social Casework Specialist 1 salary range, making the salary range three (3) steps. 26. The Health Services Department agrees to submit a P300 requesting the reclassification of the Public Health Social Worker positions to Medical Social Worker 11. 27. The County will develop a new employment focused job classification which will include the following functions: MediCal Combo, MediCal Intake, MediCal lead worker and training unit. 28. If the State law is amended to allow employees in the Social Casework Specialist series to be eligible for safety retirement and such amendments are adopted by the Board of Supervisors, the County will meet with the Union to discuss the issue. 29. The Employment and Human Services Department will implement a 4/10 work schedule in accordance with the Labor-Management Committee finalized guidelines; the Department will meet and confer regarding the impact of any unit exclusions from the 4/10 work schedule. 30. Any items declined for discussion by the Program Committee will be listed in the minutes; the Union may request a written response from the Bureau Director on resolutions or responses to pending issues. 31. The Employment and Human Services Department and the Union agree to establish a Task Force to identify potential positions where telecommuting could be utilized in accordance with the County's Telecommuting Policy. 32. The Employment and Human Services Department and the Union agree to establish a Labor/Management Committee to study and recommend actions necessary to identify and develop potential part-time and job sharing opportunities. -5- 33. Section 20.7 — Promotional Employment List shall be added to reflect an increase from three (3) to five (5) in the names certified from the promotional employment list. 34. 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. 35. This agreement shall remain in full force and effect from October 1, 1999 to and including September 30, 2002. Dated: I 1 / I -z- 1 '9 C) CONTRA COSTA COUNTY SEIU LOCAL 535, RANK & FILE UNIT Kathy Ito, Labor Relations Manager Joyce Baird, Sr. Field Representative LR:u n ions\seiu\535R&F99-02 cc: Leslie Knight, Director of Human Resources Human Resources Division - Personnel Services Unit John Cullen, Employment and Human Services Director Judy Campbell, Employment and Human Services Personnel Officer Auditor/Payroll -6 - LABOR COALITION -- 1999 NEGOTIATIONS COUNTY SETTLEMENT PACKAGE PROPOSAL Presented: October 1, 1999 04:15 AM COALITION PROPOSALS 1. SALARY 10/1/99-5% 1011100 -3% 10/1/01 -4% 2. LONGEVITY Drop 3. BENEFITS Attached Tentative Agreement 9. TEMP. LANGUAGE Attached Tentative Agreement 21. PIlTEMP MEDICAL -Subvention Temp. - 50%n PI --64%fl as full and final settlement of all temporary proposals -Pian Design CCHP Pian 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 �7a 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 MOO 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 bay Subsequent Open Enrollment COUNTY PROPOSALS 2. ANNUALIZED NRLY 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: t ' CONTRA COSTA NTY LABOR C ALITION r c ��,5 J LABOR COAU71ON- 1998 NEGOTIATIONS ALL. EMPLOYEE ORGANIZATIONS MANAGEMENT PROPOSAL. NO. 3 Presented: 06110199 Revised: 08118189 Revised: 98126199 Revised: 08/30199 CATASTROPHIC LEAVE BANK Program Design. EffeGfive ApFil 1, 1094-, The County Human Resources Department will begin operation of 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. EmploLees-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. 022ratio►n. The plan will be administered under the direction of the Director of Human Resources. The Human Resources Department will be responsible for receiving and recording all donations of accruals and for initiating transfer of credits from the Bank to the recipient's sick leave account. Disbursement of accruals will be subject to the approval of a six (6) member committee composed of three (3) members appointed by the County Administrator and three (3) members appointed by the majority representative employee organizations. The committee shall meet as necessary to consider all requests for credits and shall make determinations as to the appropriateness of the request. . The committee shall determine the amount of accruals to be awarded for em to ees 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 blacks with a minimum blocks donation of not less than four (4) hours from balances in the vacation, holiday, floating holiday, compensatory time, or holiday compensatory time accounts. Emptovees who elect to donate to a gpgtdfic individual shall have sev n -fiive 'reent 5% of their donation credited to the individual and toren fivercent 25% credited to the Catastrophic Leave Dank. 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-fors-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 (1043) 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 GatastrephiGLeave is adopted en a twelve nth (4 2) pW s9en of adminirAmtive of operation, Gest and aGeepta by employees. 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 exce t for hours donated to a specific em to ee. In the event a donation is made to a specific em to ee and the committee determines the em to ee does not meet the Catastro hic Leave Bank criteria the donating em to ee may authorize the hours to be donated to the bank or returned to the donor's account. The donating employee will have fourteen 'l4 calendar dayg 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&F-- Section 15 Local 535 Supv- Section 16 Local 2704 —Section 15 Appralsers —Section 15 CNA—Section 15 PDOCC-Section Now WCE—Section 16 TENTATIVE AGREEMENT Gutted: CONTRA COSTA COUNTY LABOR COALITION G-'� �' ' .�. D-c•-,cam �� .. ( J), Ids LABOR COALITION — 1999 NEGOTIATIONS ALL EMPLOYEE ORGANIZATIONS ANAGE E L O Presented: 00//0199 Revised: 07/01199 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, ether 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&I' - 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: Ifff CONTRA COSTA COUNTY LABOR COALITION .0t 9 LABOR COALITION— '1999'NEGOTIATIONS ALL EMPLOYEE OftGANiZATIC S WNAGEMENT P Ptd L O. 7 Presented: 09110199 HEALTH CAFE SPENDING ACCOUNT f�f (LOCAL ONE, 5'12, 5358&F, 2700, APPRAISERS, CNA, WCE) The County will offer regular full-time and part-time (24140 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 000 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) , 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 ( CSA) 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 00 $3� 000 per year, i Y/f I 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— Section18.9 CNA—Section 18.8 PDOCC—Section12.9 WCE — Section 18.8 TENTATIVE AGREEMENT Gated: CONTRA COSTA COUNTY LABOR COALITION _ ft,t- � t, / ywf 5 LABOR COALITION - 1999 NESOTtATIONS ALL EMPL YEE RGANIZATIONS MANAGEMENT S L NO, 9 Presented: 06110199 Revised. 09130199 Revised: 10/14199 Revised: 11109199 PROBATIONARY PERIOD (ALL. EMPLOYEE ORGANIZATIONS EXCEPT CNA and PDOCC) Duration. All appointments from officially promulgated employment lists for original entrance er and promotion shall be subject to a probationary period. For original entrance appointments, the probationary TW9 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 MOU, upon initial appointment employees in classifications subject to this MOU (excluding Exempt Medical Staff Resident Physicians) shall serve a six (6) nine (9) month probationary period commencing on the date of appointment. The probationary period shall not include time served in temporary appointments or any period of continuous absence exceeding fifteen (15) calendar days. Employees will receive an evaluation during the probationary period. t (LOCAL ONE) 20.2 Classes With Probationary Period Over Six (6I/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 (0) 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�(ft 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 20.2) Classes With Probation Periods Over Six (6)INine (91 Months. Listed below are those classes represented by the Union which have probation periods in 2 excess of six- nine (9) months for original entrance appointments and six (6) months for promotional appointments: Mone. THE ABOVE MODIFICATIONS RE PROBATIONARY PERIODS OVER 619 MONTHS IS NOT APPLICABLE FOR MICE, LOCAL 2700 CNA OR PDOCC. (ALL EMPLOYEE ORGANIZATIONS— EXCLUDING CNA AND PDOCC) 20.3 Revised Probationary Period. When the probationary period for a class is changed, only new appointees to positions in the classification shall be subject to the revised probationary period. 20.4 Criteria. The probationary period shall date from the time of appointment to a permanent position after certification from an eligible list. It shall not include time served under provisional appointment or under appointment to limited term positions or any period of continuous leave of absence without pay or period of work connected disability exceeding fifteen (15) calendar days. For those employees appointed to permanent-intermittent positions with a six-(6) nine (9) month probation period, probation will be considered completed upon serving ) fifteen hundred (1,500) hours after appointment except that in no instance will this period be less than s+y- ) 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 TENTATIVE AGREEMENT Dated: _ t t CONTRA COSTA COUNTY LABOR COALITION e � a LABOR COALITION — 1999 NEGOTIATIONS LL EMPLOYEE ORGANIZATIONS MANAGEMENT PRt3 OS L NO.40 Presented: 0W10108 Revised: 09123199 RETIREMENT COVERAGE (ALL EMPLOYEE ORGANIZATIONS) Upon retirement, employees may remain in the same County group medical plan if immediately before their retirement they are either active subscribers to one of the County Health flans or if on authorized leave of absence without pay they have retained their membership by either continubgg to o pa ty, heir monthly premium to the County by the deadlines established by the County or converting to individual conversion memberships from the County plan through the medical plan carrier, if available. 4 . Loot One - Section 19 Local 512 - Section 20 Local 5358&F - Section 18 Local 535 SUPV- Section 19 Local'2700 - Section 20 CNA- Section 18 P DOCC - Section 12 MICE - Section 18 TENTATIVE AGREEMENT COUNTY COALITION LABOR COAUTION - 1999 NEGOTtA*nONS ALL EMPLOYEE ORGANIZATIONS MANAGEMENT 0 S L NO 't Presented: 06110199 Revised: 0912=9 Revised: 09/30/99 SAMPLE LANGUAGE WORKERS' COMPENSATION AND CONTINUING PAY Local One Workers' Compensation. A permanent non-safety employee shalt continue to receive theapprot�rate percent of regular monthly Salary,for all accepted maims filed before January 1, 2000, during any period of compensable temporary disability absence not to exceed one year. For all accepted claims filed with the County on or after January 1, (� 2000, the percentage of pay for employees entitled to Workers` Compensation shall be decreased from 88% to 87% to 86%. All savings geneFated will be- le inGr-ea GoupAy subvention of pi:emiums for health and dental . if Workers' Compensation becomes taxable, the County agrees to restore the euro original benefit level (100% of monthly salary) and the parties shall meet and confer with respect to funding the increased cost. A. A 4YrYYti ReFied (Excludes Local 535 R&F/Supe) 2: There is a three (3) calendar day waiting period before Workers' Compensation staFt benefits commence. if the injured worker loses any time on the day of injury, that day counts as day one 11) 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 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 (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. and the Health Gare Goalit . "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 this Section shall terminate. The employee shag ret-iw.n to the . 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. salaFy pay aFe made. Employees shall be entitled to a The maximum petied of one (1) year of tx�ntinuin4 pay benefits for any one injury or illnesses tempoFaFy disability, C. Continuing pay begins at the same time that temporary Workers' Compensation benefits commence stafts and continues until either the member is declared medically uermanent/stationary--tom , or until one (1) year of continuing pay, ffem the date of , whichever comes first provided the employee remains in an active employed status. Continuing ,Y-- pay is automatically terminated on the date an employee is'separated from Counly service by resignation, retirement layoff, or the employee is no longer employed by the County. irr these instances em l ees will be Raid Wow Compensation benefits as prescribed by Workers$ Compensation laws. All continuing pay will be geared through the County Administrator's Office, Risk Management Division. (Excludes 535 R&'lr/Supe) 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 dgy whenever passible. This provision applies only to injuriestillnesses that have been accepted by the County as work related. eGted Local One—Section 14.6 Local 5112—Section 17 Local 535 R&F—Section 14.6 Local 535 Supv Section 15.1 Local 2700 —Section 17 CNA'—Section 14.6 PDOCC--Section 9.6 WCE— Section 14.6 TENTATIVE AGREEMENT Dated: 1 � COUNTY COALITION LABOR COAU71ON — 1999 NEGOTIATIONS ALL ORGANIZATIONS UNTY COUNTER TO COALMON No. 3 1 z HEALTH '-�►f LIFE DENTAL CARE Plan,thFOUgh Delta Dental y Aetna Wfe and the mediGal insu i 1 i 4 094 the QualMed Health Plan vAl be added. Durin e tem of We t Mons and agreements regafding t 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 re-uq lady scheduled to work twenty (20) hours or more per week as described in the September 30, 1999 agreement {Attachment l between the County and the Labor Coalition. TENTATIVE AGREEMENT Dated: 10 0 CONTRA COSTA UN1Y LABOR COALITION .fE/CL Pr�o�c. LABOR COAUTION—1999 NEGOTIA17ONS U- NIRLOYEE ORGAASCOUNTY COUNTER TO COAL NO—*.-A& &29 Presented:09/24199 Revised: 09130199 TENTATIVE AGREEMENT MEDICALJDENTAL IL IFE INSURANCE ADJUSTMENTS COVERAGES OFFERED Effective January 1, 2000, the County will offer the following plans: Contra Costa Health Plans (CCHP) A & B, Kaiser, Health Net HMO, Health Net PPO, Delta and PMl Delta Care Dental. Effective January 1, 2000 the County will terminate their contracts with Foundation Health Systems PPC? (FHSPPO) and Safeguard A& B Dental. 1jgALTH PLAN SUBVENTION Effective January 1, 2000, the County subvention for medical plans will be as follows: iCCHP A 98% CCHP B 90% Kaiser 80/0 Health Net HMO 80% Health Net PPO 68.27% - The County and Coalition will equally share (50150) the amount of any premium increases DENTAL PLAN SUBVENTION Effective January 1, 2000, the County subvention for Dental plans will be as follows: Delta Dental/CCHP A IB 98% PMI Delta Care1CCHP A1B 98% Delta Dental 78% PMl 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: QCHE!� ,cupuncture No co-pay/10 visits per calendar year Outpatient Durable Medical Equipment No co-pay CCH '.8 Acupuncture $5 co-paymo 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 ccs-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 ccs-pay &LIA 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 $7500 for employees enrolled in either a health and/or dental plan. HEALTH CARE OVERSIGHT COMMITTEE he Committee shall continue in its current format. Gl ',,, I 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. PLM 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 53.5 Supv--Attachment C Local 2700—Attachment E CNA—Attachment C WCF—Attachment A "ENTATIVE AGREEMENT Dated: ( ! 1 q 19 CONTRA C STA CO TY LABO OAUTIO C ell SE L--A - , �- LABOR COALITION--'1999 NEGOTIATIONS COUNTY COUNT TCS Cts& Ct —0. 3g& E Presented: 97108199 Revised: 8711W99 Revised: 07129199 3. Benefits Health-Plans Pans C. The County and the Health Care Oversight CommMee._ as a sub- comrnittee of the Cou and the Labor Coalition shall seek and secure mutuali a reeable o tions of health plans which rovide improved "o"d biliM for participants. E. The County , and the Labor Coalition agree that the joint labor/management Health Care Oversight Committee shall consider the following issues: I. Improve the appointment scheduling for CCNP' 2. Reduce the wait for pharmacy orders for.QCHP 3. Emend the portabilily-of CCHP 4. Improve vision care coverage The Committee shelf report its findings to the County and the tabor Coalition by no later than July I, 2000 foflowtng which, upon reguest. the parties will meet and confer regarding Qp tons. LABOR COALITION — 1999 NEGOTIATIONS COUNTY COUNTER TO Q0ALITIQN NO. 3C& I Page 2 TENTATIVE AGREEMENT Dated: 1tqj CONTRA COSTA COUNTY LABOR COALITION LABOR COAUTION — 1999 NBGC1MA'i`IONS COUNT OUIN 11 C. 3ALi7 t+QN Pmsented: 98M/99 Revised: 09/23/99 BIUNQUAL PAY A salary differential ofd seventdollars . 1 ) 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-J* October 1 200, the current program differential shall be increased to a total of seven five dollars ($75) per month. Effective ctober 1. 2001. x the differential shall be increased to a total of ei h dollars,-(UO) pgr month. Local One 4 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 oath: COUNTY COALITION LABOR COALITION -1999 NEGOTIATIONS ALL u Presented: O9M3199 SECTIOL4 5 .- SALARY . Section 514 - Pay for- Work in i her 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 7e 41st consecutive hour in the assignment, under the following conditions: Local One -- Section 5.14 Local 512 — Section 5.15 Local 535 R&F - Section 5.15 Local 535 Supv• Section 5.15 fit' �- C1�ittx "�.e J + tSd• �- ' �� Local 2700 - Section 5.15 Appraisers - Section 5.16 ~� CNA - Section 5.17 PDOCC — N/A WCE - Section 5.14 TENTATIVE AGREEMENT Gated: /' )• c 7 CONTRA COSTA COUNTY LABOR COALITION I t!Q& UA LABOR COALITION— 1999 NEGOTIATIONS ALL EMPLOYEE ORGANIZATIONS COUNTY COUNER TO COAD ON NO. 23 Presented. 07109199 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, owections, 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 Dated: CONTRA COSTA COUNTY LASOR COALITION fC�CG C.ABORi COALITION — 1999 NEGOTIATIONS COUNTY COUNTER-TO COAL111ON NO, 6 Presented*. 09130/99 GRIEVANCE PROCEDURE (ALL EMPLOYEE ORGANIZATIONS) Stgp 4_-_Adjustment Beard 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-Y- Section 24 PDOCC -- Section 15 WCE — Section 24 TENTATIVE AGREEMENT Dated: CONTRA COSTA COJINTY LABOR COALIT N LABOR COALITION — '1999 NEGOTIATIONS COUNTY CQUNTER TOCOALITION NO 8 Presented: 09/23/99 Revised: 09/23/99 Revised: 09/30/99 ERGONOMICS No later than May 15, 2000, the County will submit for Coalition input revisions to Administrative Bulletin No. 426 dated April 17, 1900 and an Ergonomic Meld Guide, with a goal of finalization by June 30, 2000. TENTATIVE AGREEMENT Dated: �� CONTRA COSTA COU TY LABOR COALITION � � LABOR COALITION — 1999 NEGOTIATIONS ALL EMPLO—YEE1911GANUZATIONS QQUNTY-C Presented: 09130199 PERSONNEL FILES An employee shah have the right to inspect and review any official 'record{s} relating to his or her performance as an employee or to a grievance concerning the employee which is kept or maintained by the County in the employee's personnel file in the Human Resources Department or in the employee's personnel file in their Department. The employee's union representative, with written authorization by the em to Lee, shall also have the right to `ns ct and review an 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: CONTRA COSTA C LINTY LABOR COALITION .44 A � -e _. 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 fetter to Departments advising of the statutory requirements and the County's obligation to comply. TENTATIVE AGREEMENT Dated: { CONTRA COSTA COUNTY COALITION LABOR COALITION -- '1999 NEGOTIATIONS COU TY COUNTERSO_COALITION-NO.-3 Presented. 9/30199 SICK LEAVE (ALL EMPLOYEE ORGANIZATIONS) Pg11cies Governmo 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 Fam_ I4 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, or stepsister, or domes is partner of an employee and/or includes any other person for whom the employee is the legal guardian or conservator, or any person who is claimed as a "dependent" for IRS reporting purposes by the employee. Local One — Section 14.3 Local 512 — Section 14.3 Local 535 'R&F — Section 14.3 Local 535 SUPV— Section 14.3 Local 2700 -- Section 14.3 CNA— Section 14.3 PDOCC — Section 9.3 WCE -- Section 14.3 TENTATIVE AGREEMENT Dated: it t t CONTRA COSTA COUNTY LABOR COALITION Contra Costa County EMPLo e .t & Human Services John B. Cullen Director November 5, 1999 In partnership Ms. Joyce Baird with the Senior Field Representative SEIU Local 535 Line Workers community, 661 —27"Street we provide Oakland, CA 94612 services Dear Ms. Baird: that support This confirms the intent of the Employment and Human Services Department and protect concerning approximate targets for assigning work in the CaIWORKs program. The targets are for planning purposes only and do not fix the number of cases adults, that can be assigned. These targets are also related to the intention to transition children, to employment-focused duties for the Social. Service Program Assistant class, and benefits duties in the Eligibility series. families, and the elderly, Social Service Program. Assistants assigned to CaIWORKs post assessment cases will be expected to handle a target range of 75-80 cases. and promote Eligibility Work Specialists assigned benefits duties in CaIWORKs post personal assessment units will be expected to handle a target range of 180-200 cases. responsibility, This stated target range does not limit the Department's ability to assign work in accordance with previous contractual agreements. independence and self-sufficiency. It is our intention to move to this target range of assignments as soon as possible. We look forward to working further with you to meet our goals concerning the service of participants in the CaIWORKs program. Sincerely, John Cullen Director JBC:sjb 53srrc4dWORK&T.xds 40 Douglas Drive • Martinez, cA 94553 + (925)313-1500 + Fax(925)313-1575 Contra Costa County E m.Dlovment & Human Services John B. Cullen Director November 5, 1999 In partnership Ms. Joyce Baird with the Senior Field Representative SEIU 535 Line Workers community, 661 s-27" Street we provide Oakland, California 94612 services Dear Ms. Baird: that support This confirms discussions between SEW Local 535 and the Employment and and protect Human Services Department concerning the finalization of the Statewide adults, "yardstick study" concerning Children's .Protective Services. children, The Department agrees that it will meet and confer over the impact resulting from the State's funding of and any implementation of the yardstick study families, fromresults. It is our understanding that the data gathering for the study will be and the elderly, completed shortly, but it is unknown when any resulting budgetary allocation information will be provided to the County. When that information is and promote provided, we will contact you to begin the meet and confer process. personal Thankou again for our union's support of the effort to Y g Y PP gather this responsibility, information. independence and Sincerely, self-sufficiency. John Cullen Director JBC:sjb 335 Yardstick Study/CPS 40 Douglas thrive + Martinez, CA 94553 • (925)313-1500 Fax(925)313-1575 SEIU LOCAL 636 NEGOTIATIONS 1998 RANK & FILE UNIT COUNTYCOUNTER UNION PROPOSAL NO. 2 Date; 11-5-1999 Effective October 1, 1999, the County agrees to increase the base pay of the following classifications: Social Casework Assistant 8.54% Employment Placement Counselor 3.5% Social Casework Specialist II 3.0% Effective October 1, 1999, the County agrees to incorporate the CaMORKS differential into the base pay of the classifications listed below: Social Service Program Assistant 3.5% Social Worker 3.5% Effective January, 2000, the County agrees to increase the base pay of the following classifications Social Casework Assistant 1.28% Social Service Welfare Fraud Investigator 4.8610 Social Service Welfare Fraud Field Investigator 4.86% Social Service Sr. Welfare Fraud Field Investigator 4.86% Social Service Program Assistant 1.28% Social Worker 1.28% Employment Placement Counselor 1.28% The County will also remove Step 1 and Step 2 from the bottom of the Social Casework Specialist I salary range, making the salary range three steps. Date: 00V . t999 CONTRA COSTA COUNTY SEIU LOCAL 535 RANK&'FILE SEW LOCAL 535 NEGOTIATIONS 1999 RANK & FILE UNIT COUNTY COUNTER UNION PROPOSAL_ NO. 6.D Date. 19-5-1999 The Health Services Department agrees to submit a P300 within ninety (90) days of the adaption of this Memorandum of Understanding requesting the reclassification of Public Health Social Worker positions to Medical Social Worker ll. Date: Nov S, kgM CONTRA COSTA COUNTY SEIU LOCAL 535 RANK & FILE ki . 14 MWO Wit., JC - j SEW LOCAL 535 NEGOTIATIONS 1999 RANK & FILE UNIT COUNTY COUNTER UNION PROPOSAL NO. $-1 Date: 11-6-1999 The County will develop a new employment focused job classification prior to January 31, 2000, which will include the fallowing functions: MediCal Combo, MediCal Intake, Medical lead worker and training unit Bate. Nov. s . �44A CONTRA COSTA COUNTY SEUI LOCAL 535 RAND. & FILE SEW LOCAL 636 NEGOTIATIONS 1999 RANK & FILE UNIT COUNTY_COUNTER UNION PRgPOSAL N0.7.2 Date: 11 w6-1999 The County agrees that if there are amendments to State lav during the term of this agreement that allow employees in the Social Casework Specialist series to be eligible for safety retirement and .such amendments are adopted by Resolution of the Contra Costa County Board of Supervisors, the County will meet to discuss this issue. Date: CONTRA COSTA COUNTY SEW LOCAL 535 RANK&f4LE "'oi IeC J - O I! SEW LOCAL 535 NEGOTIATIONS 1999 RANK & FILE UNIT COUNTY COUNTER UNION PROPOSAL NO. 8-1 Date. 11-5-1989 The Employment and Human Services Department will implement a 4/10 work schedule in accordance with Gabor-Management Committee finalized guidelines; the Department will meet and confer regarding the impact of any unit exclusions from the 4/10 work schedule. Date: Nod SA0A_ 0 CONTRA COSTA COUNTY SEIU LOCAL 535 & FILE � � r SEIU LOCAL 535 NEGOTIATIONS 1999 RANK & FILE UNIT COUNTY COUNTER UNION_PROPOSAL NO. 9 Date: 11-5-1999 Section 37.4 Program Committees. It will be the ongoing expectation and process that program specific issues shall in most cases be first addressed in a timely manner in the respective Program Committee(s) before becoming a topic for discussion in the Labor-Management Team. Topics for discussion in Program Committees include potential program/regulation changes, information regarding new procedures, forms, and other factors or changes in procedures which may have an impact on workload. Any items declined by the Program Committee for discussion/action will be listed in the minutes within feFty-five (45) days, the appFopFiate Assistant DireGtoF shall have Submit such matters to the Labor-M ., ment. Teafa-. Program Committees shall meet monthly, unless a meeting is waived by the Director or his/her designee, and written minutes shall be furnished to the Labor-Management Team members on a timely basis. Such minutes should clearly identify issues and program committee actions. If the minutes do not reflect a resolution or response to pending issues within the time frames for response the Union may speci€ically request an immediate written response from the appMprlate Bureau Director. Program Committees will work within the appropriate chain of command in managing committee work and agendas expeditiously. If the Program Committee does not reach resolution acceptable to the parties within forty-five (45) days, the appropriate Assistant Director shall have twenty (20) days to resolve the matter. Such resolution shall be transmitted to the Committee and Union in writing. Failing resolution, either party may submit such matters to the Labor-Management Team. Date: _-New G. m4 CONTRA COSTA COUNTY SEW LOCAL 535 BANK& FILE SEW LOCAL 535 NEGOTIATIONS1999 RANK & EILE UNIT COUNTY COUNTER UNION PROPOSAL NQ Cate: 9-21-1999 Section 52.5-- Telecommuting Options Ihg Employment and Human S-ervios Department and- the Force -comprisedf t ti the Union- and #'vg�s-- tom the Depadment to identify--- whore telecommutina-could be utilizedr no md-th the Qo!jniy'sT te=mufing Policy. Th k or 'lli e but- t be limited 1!2. tbe-follQwing c `t e defivor)L QQvemae and availability fQr participants The Task r s l let its atudy b 0.- 2000 and submit it JQ the Director of the Employment and Human Services Department. Date: q 12-6( cjq CONTRA COSTA COUNTY SEUL L CAL bib K 1LE It L4 J 19, SEW LOCAL 535 NEGOTIATIONS 1999 RANK +& FILE UNIT COUNTY COUNTER UNION PROP S L NO. 3--3 Date: 9-21-1999 Section 52.4 —, Qb 55hadna and Pa -Jim b OppQrtunities Thi Fmgloyme t and Human Services Department and the Union.agree to establish it t r r i f r and thrmerepresentatives. Management to study and-recommend actions necessary to 'identify and develop potential part-time and Job sharing opportunities by September 30, 2000. Date: CONTRA COSTA COUNTY SEUI LOCAL 535 K & FILE y � SEW LOCAL 535 NEGOTIATIONS 1999 RANK &--FILE UNIT MANAGEMENT PRA OSA1 N0�7 Date: 9-7-1999 -�Prrtc�n S_.�ti__ 20.7 prom tional Employment List — Rule of Eive On each request f-Qr person promdonaLamployment lid t itibe-filled -department at the same time n r t t e number of names to be oertified from such promotional app-Qintment list shall be equal to-the number at.positions to be filled plus four fol Section 20.7--lPhysical Examination. Date: CONTRA COSTA COUNTY SEIU LOCAL 53 RA & FILE LABOR COAU71ON— 1999 NEG07IA71ONS C6tNT1C gQUNTER TO CO 11 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: ` CO TRA C STA LINTY LABOR COAUT ON LABOR COALITION — 1999 NEGOTIATIONS MANAGEMENT—PRO AL SECTION 54 -- SCOPE OF AGREEMENT tip SEPARABILITY OF PROVISIONS 54.4 Duration of Agreement. This Agreement shall continue in full force and effect from October 1, 1095-1999, to and including September 30, 4 009 2002. Said Agreement shall automatically renew from year to year thereafter unless either party gives written notice to the other prior to sixty (60) days from the aforesaid termination date, of its intention to amend, modify or terminate the agreement. Local One - Section 54.4 CNA - Section 57.4 PDOCC - Section 33.4 WCE - Section 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: jn l fu l z7g CONTRA COSTA CO TY LABOR COALITION 4 <Z4 'b�