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Home My WebLink AboutMINUTES - 11161999 - C57-C61 C - THE BOAR© OF SUPERVISORS OF CONTRA COSTA COUNTY, CALIFORNIA Adopted this Order on November 16 1999 by the following vote: AYES: Supervisors Gioia, Uiikema, DeSaulnier and Canciamilla NOES: None ABSENT: Supervisor Gerber ABSTAIN: None SUBJECT: Adopt Letter of Understanding ) With SEIU Local 535 ) Resolution No 99/ 585 Service Line Supervisors 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 Service Line Supervisors 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 shown. AT TESTED: Nm-mbar1 c, PHIL BATC ELO , Clerk of the Board of S rvis r and Crvu..e y Administrator By Deputy ©rig. Dept.: Human Resources Department(Kathy Ito @ 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 ctq,L 3 /,eT intra Human Resources Orta r: Department o �/ - `b° Administration Bldg. �y s ===1 551 Pine Street,Third Floor Martinez, California 94553-1292 (925) 335-1770 Leslie T. Knight Director of Human Resources November 11 , 1999 Ms. Joyce Baird, Sr. Field Representative SEIU, Local 535 661 - 27 1h Street Oakland, CA 94612 RE: ECONOMIC TERMS & CONDITIONS FOR SEIU LOCAL 535, SERVICE LINE SUPERVISORS 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, Service Line Supervisors 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 Local 535, Service Line Supervisors Unit are expressed in the last expired MOU, subject to the terms of this Letter of Understanding. COALITION AGREEMENTS 1. Mug 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. _Catast=h[c 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. Retiremgnt Coverage. Clarification of language regarding conversion of medical plan upon retirement. -2 - F 8. Workers` Comnensatlort. Reduce amount of continuing pay for all permanent employees from eighty-seven percent (87%) to eighty-six percent (86%) of regular monthly salary for all claims filed on or after January 1, 2000. Clarify continuing pay and waiting period language. Follow-up treatment visits are to be scheduled contiguous to either the beginning or end of the scheduled work day whenever possible. 9. Medicali©en a-11Life 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. Bilingua_ lPam. 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-Intermittentffemporary Eml2loyee 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- Al 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. Personnel Files. The employee's union representative, with written authorization by the employee, shall have the right to inspect and review any official record(s) in an employee's personnel file in the Human Resources Department or in the employee's personnel file in their Department. If Senate Bill No. 172, regarding inspection of personnel records by employees, is signed into law, the Director of Human Resources agrees to advise departments of the statutory requirements and the County's obligation to comply. 18. Domestic Partner. Add Domestic Partner to definition of Immediate Family in Sick Leave Section. UNIT TABLE AGREEMENTS, 19. This agreement shall remain in full force and effect from October 1, 1999 to and including September 30, 2002. 20. Letter confirming intentions of the Employment and Human Services Department concerning supervisory staffing in Children's Services Units. 21. Effective October 1, 1999, the County agrees to increase the base pay of the Social Work Supervisor 11 classification by three percent (3%). 22. Employment and Human Services Department will implement a 4/10 work schedule in accordance with Labor-Management Committee finalized guidelines. The Department will meet and confer to discuss the impact of any unit exclusions from the 4/10 work schedule. 23. Beginning January 1, 2000, employees shall be eligible for Professional Development reimbursement of up to four hundred dollars ($400)for each two (2) year period. 24. Effective October 1, 1999, the quarter and semester restrictions will be removed from Training Reimbursement. -4- 25. Effective January 1, 2000, the County's contribution to eligible employees who participate in the County's Deferred Compensation Plan will be increased from forty dollars ($40) per month to fifty dollars ($50) per month. 26. Effective January 1, 2000, the Group Term Life Insurance will be increased from $35,000 to $45,000. Dated: r CONTRA COSTA COUNTY SEIU LOCAL 535, SLS UNIT ff6 t Kathy Ito, Labor kelations Manager !kyce Baird, Sr. Field./kepressen ative LR:u nions\seiu1535supv99-02 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 - 5- /"le �<. 12 LABOR COALITION -1999 NEGOTIATIONS COUNTY SETTLEMENT PACKAGE PROPOSAL Presented: October 1, 1999 04.15 AM COALITION PROPOSALS 1. SALARY 1011/99 - 5% 1011/00 - 3% 10/l/01 -4% 2. LONGEVITY Drop 3. BENEFITS Attached Tentative Agreement 9. TEMP. LANGUAGE Attached Tentative Agreement 21. PIITEMP MEDICAL -Subvention Temp. - 50% PI —64% as full and final settlement of all temporary proposals -Plan Design CCHP Plan A-2 -Eligibility (Temps.) -3 continuous months �,}a 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 MOU provisions/100% employee expense --Implementation -120 Days after all Coalition Employee Organizations sign their respective Letters of Understanding (first of following month) -50 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: Id t CONTRA COSTA rNTY LABOR C ALITION AA � � �� 42 LABOR COALITION - 1999 NEGOTIATIONS ALL EMPLOYEE ORGANIZATIONS MANAGEMENT PROPOSAL NO. 3 Presented: 08110199 Reviser/: 08118199 Revised: 08126199 Revised: 08130199 CATASTROPHIC LEAVE BANK Program Design. EffeGtive ApFil 4, 1994, The County Human Resources Department will begin epeFatioa 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. Employeesmgy donate hours either to a s ecific eligible eml2loyee 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. Pgoration. The pian 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 aerFuals to be awa 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 hlooks donation of not less than four (4) hours from balances in the vacation, holiday, floating holiday, compensatory time, or holiday compensatory time accounts. Employees who-electtodonaietoa-specific individual shall have sev n &ve rcent °! of their donation credited to the individual and twe -- rcer 25% ited to the Catastrophic Leave Bank. Time donated will be converted to a dollar value and the dollar value will be converted back to sick leave accruals at the recipient's base hourly rate when disbursed. Credits will not be on a straight hour-for-hour basis. All computations will be on a standard 173.33 basis, except that employees on other than a forty (40) hour week will have hours prorated according to their status. Any recipient will be limited to a total of one thousand forty (1040) hours or its equivalent per catastrophic event; each donor will be limited to one hundred twenty (120) hours per calendar year. No element of this plan is grievable. All appeals from either a donor or recipient will be resolved on a final basis by the director of Human Resources. This Gatastr-ophir. Leave Bank program is adopted on a twelve month (12) pi by em "es. No employee will have any entitlement to catastrophic leave benefits. The award of Catastrophic Leave will be at the sole discretion of the committee, both as to amounts of benefits awarded and as to persons awarded benefits. Benefits may be denied, or awarded for less than six (6) months. The committee will be entitled to limit benefits in accordance with available contributions and to choose from among eligible applicants on an anonymous basis those who will receive benefits e, xceot for hours donated to--a s ecific erre 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 Catastrophic Leave Bank criteria, the donating employee may authorize the hours to be donated to the bank or returned to the donor's account. The donating em Io ee will have fourteen 14 calendar days from notification to'submit his/her decision re-garding 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 Locant 512 —Section 15 Local 535 R&P -- Section 15 Local 535 Supv-- Section 16 Local 2700 — Section 15 Ap►prairsem—Section 15 CNA—Section 15 PD OCC —Section New WCE —Section 15 TENTATIVE AGREEMENT Hated. CONTRA COSTA COUNTY LABOR COALITION LABOR COALITION — 1999 NEGOTIATIONS ALL EMPLOYEE ORGANIZATIONS MANAGEMENT PROPOSAL NO. 4 Presented: 06/10/99 Revised. 07101199 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 holo 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 Local512 — Section 14.5 Local 535'R&F - Section 14.5 Local 535 Supv - Section 14.5 Local 2700 - Section 14.5 Appraisers - Section 14.5 CNA - Section 14.5 PDOCC - Section 9.5 INCE - Section 14.5 TENTATIVE AGREEMENT Dated: CONTRA COSTA COUNTY LABOR COALITION Gd s LABOR COALITION — 1999 NEGOTIATIONS ALL EMPLOYEE RGANIZATIONS MANAGEMENT PROPOAL NO. 7 Presented: 041/0/99 HEALTH CARE SPENDING ACCOUNT l� (LOCAL ONE, 512, 535R&F, 2700, APPRAISERS, CNA, WCE) The County will offer regular full-time and part-time (20/40 or greater) County employees the option to participate in a Health Care SpendingAccount (HCSA) Program designed to qualify for tax savings under Section 125 of the Internal Revenue Code, but such savings are not guaranteed. The HCSA Program allows employees to set aside a pre-determined amount of money from their paycheck not to exceed $2490 13000 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) Ef rAive '1, 1997, The County will offer regular full-time and part-time (20/40 or greater) County employees the option to participate in a Health Care Spending Account (1 zCSA) 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 '"3uvu Vis" yeai, iui i i aiifi :ui cxNCi IbCb I IVI vi ;:;vi Ved by an' Wtl;et ;eMltl; a�'1.e is ph. i+;,i r►efto,Te tali:dollars. HCSA dollars can be expended on any eligible medical expenses allowed by Internal Revenue Cade 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 SU'PV— Section 19.9 Local 2700 — Section 20.9 Appraisers— Section 18.9 CNA— Section 18.8 PDOCC -- Section 12.9 INCE —Section 18.8 TENTATIVE AGREEMENT Dated: L) CONTRA COSTA COUNTY LABOR COALITION i = v T Vr. z aG 1 GJ c rr LABOR COALITION - 1999 NEGOTIATIONS ALL EMPLOYEE ORGANIZATIONS MANAGEMENT PROPOSAL N'O. 9 Presented: 06110199 Revised: 09130199 Revised: 10114199 Revised: 11109/99 PROBATIONARY PERIOD (ALL EMPLOYEE ORGANIZATIONS EXCEPT CNA and PDOCC) Duration. All appointments from officially promulgated employment lists for original entrance of and promotion shall be subject to a probationary period. For original entrance appointments, the probationary T441s 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 si c—( ) 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 duringthe probationary period. fi (LOCAL ONE) 20.2 Classes With Probationary Period Over Six (fi)/Nine (J) Months. Listed below are those classes represented by the Union whichhave probation periods in excess of 6i)( (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 (G) 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 217.2) Classes With Probation Periods Elver 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 6/9 MONTHS IS NOT APPLICABLE FOR VICE, LOCAL 2700 CNA OR PDOCC. (ALL EMPLOYEE ORGANIZATIONS — EXCLUDING CNA AND PDOCC) 20.3 Revised Probationary Period. When the probationary period for a class is changed, only new appointees to positions in the classification 'shall be subject to the revised probationary period. 20.4 Criteria. The probationary period shall date from the time of appointment to a permanent position after certification from an eligible list. It shall not include time served under provisional appointment or under appointment to limited term positions or any period of continuous leave of absence without pay or period of work connected disability exceeding fifteen (15) calendar days. For those employees appointed to permanent-intermittent positions with a s nine (9) month probation period, probation will be considered completed upon serving ) fifteen hundred (1,500) hours after appointment except that in no instance will this period be less than six (6) nine (9) calendar months from the beginning of probation. If a permanent-intermittent probationary employee is reassigned to full-time, credit toward probation completion in the full- time position shall be prorated on the basis of one hundred seventy-three (173) hours per month. Local One — Section 20 Local 512 — Section 21 Local 535 R&F — Section 19 Local 535 SLS — Section 20 Local 2700 -- Section 21 PDOCC -- Section 29 WCE — Section 19 3 TENTATIVE AGREEMENT Dated: I 1 t L91 CONTRA COSTA COUNTY LABOR COALITION a LABOR COALITION -- 1999 NEGOTIATIONS ALL E PLOYEE ORGA IZATIONS MANAGEMENT PROPOSAL Np. 10 Presented. 06110/99 Revised: 09123/99 RETIREMENT COVERAGE (ALL EMPLOYEE ORGANIZATIONS) Upon retirement, employees may remain in the same County group medical plan if immediately before their retirement they are either active subscribers to one of the County Health Plans or if on authorized leave of absence Wthout pay they have retained their membership by either continuin to-pay their monthly remium to the Counly by the deadlines established by the County or converting to Individual conversion memberships from the County plan through the medical plan carrier., If available. _. _. ire Health swbseAbem May 9AFGII in any health plan e#eFed by CONT-14 Plan, r 1994. Local One - Section 19 Local 512 - Section 20 Local 5358&F - Section 18 Local 535 SUPV- Section 19 Local 2700 - Section 20 CNA - Section 18 PDOCC - Section 12 WCE - Section 18 TENTATIVE AGREEMENT Dated: L95 COUNTY COALITION Lc-y-� LQ-41", ,.. 1 611 61 e5 LABOR COALITION— 1999 NEGOTIA'nONS ALL EMPLOYE ORGANIZATIONS MANAGEMENT PROPOSAL. NOA I Presented.'06110199 Revised: 09123199 Revised: 09130199 SAMPLE LANGUAGE WORKERS' COMPENSATION AND CONTINUING PAY Local One Workers' Compensation. A permanent non-safety employee shall continue to receive 88% the appropriate percent of regular monthly salary, for all accepted claims 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, 199:7 2000, the percentage of pay for employees entitled to Workers' Compensation shall be decreased from-gg ► 87% to 86%. plans.AJI savings geneFated will be used toward If Workers' Compensation becomes taxable, the County agrees to restore the eurnnt oric iinal benefit level (100% of monthly salary) and the parties shall meet and confer with respect to funding the increased cost. A. Wing-died: (Excludes Local 535 R&F/Supv) YAII have the balanGe of that day Gharged to siek ea and/or IefiW. 2 There is--a three 13) calendar day waiting period before Workers` Compensation stats benefits commence. if the injured worker loses any time on the day of injury, that day,counts as day one (1) of the waiting period. If the injured worker does not lose time on the date of injury, the waiting period will be the first three (3) calendar days the employee does not worts as a result of the inh .The time the employee is scheduled to worts 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. absenGe With . "Compensable temporary disability'absence" for the purpose of this Section, is any absence due to work connected disability which qualifies for temporary disability compensation under Workers' CompensationLaw 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 shall Feturn to the any County funde 1-11% t . leo 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. . Employees shall be entitled to a The maximum pedod of one-(I) year of continuing pay benefits for the deSGr4bed 6a'- —ation for any one injury or illness 611-1. be-one yeaF ffem date of C. Continuing pay begins at the same time that temporary Workers' Compensation benefits commence starts and continues until either the member is declared medica!ly permanent/stationary; tern r-aFy disability ends-; or until one (1) year of continuing pay. ffern the date of , whichever comes first provided the employee remains in an active employed status. Continuing pay is automatically terminated on the date an employee is separated from County service by resignation. retirement,-layoff, or the employee is no longer employed by the County. in these instances. employees will be paid Workers' Compensation benefits as prescribed by Workers' Compensation laws. All continuing pay undeF the WeFkeml will be cleared through the County Administrator's Office, Risk Management Division. (Excludes 535 R&F/Supv) Whenever an employee who has been injured on the job and has returned to work is required by an attending physician to leave work for treatment during working hours the employee shall be allowed time off up to three (3) hours for such treatment without loss of pay or benefits. Said visits are to be scheduled contiguous to either the beginning or end of the scheduled work day whenever possible. This provision applies only to injuries/illnesses that have been accepted by the County as work related. Local One- Section 14.6 Local 612 —Section 17 Local 535 R&F - Section 14.6 Local 535 Supv- Suction '15.1 Local 2700 — Section 17 CNA�-Section 14.5 PDOCC —Section 9.6 WCE—Section 14.6 TENTATIVE AGREEMENT Dated: t COUNTY COALITION LABOR COALITION - 1999 NEGO*nATICNS ALL ORGANIZATIONS O OUNTY COUNTER TO COALITION No. 3 HEALTH & WEVAM LII E4 DENTAL. CARE Gounty Programs. The County YAII Gentinue the County Group Health Plan pmgFam of medieal, den- Ge GoveFage thmugh Delta Dem. P.-, Safeguard Dental Plan, Plan,Aetna 4_ffe4pzwan%and the insurzaAGe options of Kais-el, Pe- .-ane-At-e- . week. to . Pufing the tem of this all Gonditions 11- i 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)r 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 regulardy scheduled to work twenty (20) hours or more per week as described in the September 30, 1999 agreement (Attachment ) between the County and the Labor Coalition TENTATIVE AGREEMENT Dated: 10 1 v+I .._._ CONTRA COSTAZUNTY LABOR COALITION t.�GCo. LABOR COALITION—'1999 NEGOTIATIONS ALL EMPLOYEE ORGANIZATIONS COUNTY COUNTER TOCOALITION NOS. 3A.-38-j2 20 Presented: 09124/99 Revised: 09130/99 TENTATIVE AGREEMENT MEDICAL/DENTAL/LIFE 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 PMI Delta Care Dental. Effective January 1, 2000 the County will terminate their contracts with Foundation Health Systems PPO (FHSPPO) and Safeguard A & B Dental HEALTH PLAN SUBVENTION Effective January 1, 2000, the County subvention for medical plans will be as follows: CCHP A 98% CCHP B 90% Kaiser 80% Health Net HMO 80% Health Net PPO 66.27% - The County and Coalition will equally share (50/50) the amount of any premium increases DENTAL PLAN SUBVENTION Effective January 1, 2000, the County subvention for Dental plans will be as follows: Delta Dental/CCHP A 1B 98% PM1 Delta Care/CCHP A/B 98% Delta Dental 78% PMI Delta Care 78% at 3 year rate guarantee Dental Only County pays all but .01 MEDICAL PLAN ENHANCEMENTS Effective January 1, 2000 benefits will be added to the medical plans as follows: C ljP A ,cupuncture No co-pay/10 visits per calendar year Outpatient Durable Medical Equipment No co-pay CCHP B Acupuncture $5 co-pay/10 visits per calendar year Chiropractic $5 co-pay/20 visits per calendar year Outpatient Durable Medical Equipment No co-pay HEALTH NET HMO Chiropractic $10 co-pay/20 visits per calendar year Outpatient Durable Medical Equipment No co-pay KAISER Office, Emergency Room & Rx co-pays Increase co-pay from $3 to $5 Diabetic Testing Supplies No Co-pay Chiropractic $15 co-pay/20 visits per calendar year Outpatient Durable Medical Equipment No co-pay 1E�TA DENTAL PLAN ENHANCEMENTS Increase Annual Maximum from $1200 per member to: $1400 1/1/2000 $1500 1/1/2001 $1600 1/112002 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 pian. HEALTH CAME OVERSIGHT COMMITTEE 'he Committee shall continue in its current format. OPEN ENROLLMENT Open enrollment shall be held September 1 through October 15, 2000 and 2001 for coverage effective January 1, 2001 and 2002 respectively. Open enrollment for coverage effective January 1, 2003 shall be dependent on the outcome of negotiations. PLAN MODIFICATIONS It is understood that the County shall not seek to discontinue or modify any health or dental plan currently provided. However, if a provider discontinues or modifies benefits pursuant to the provider's agreement with the County, the County shall immediately, upon knowledge of this potential, meet and confer regarding replacement or proposed modification to the contract with the provider. Replaces: Local One—Attachment N Local 512 -Attachment S Local 535 R&F-Attachment D Local 535 Supv-Attachment C Local 2700-Attachment E CNA-Attachment C WCE -Attachment A 'ENTATIV'E AGREEMENT Dated: (01f I CONTRA C STA CQ TY LABO OALITIO LABOR COALITION -- 1999 NEGOTIATIONS COUNTY COUNTER TC} COALITIOhl NO. 3C& B fill Yifif.Y fi�Y Presented: 07108199 Revised: 0711 W99 Revised: 07/29199 3. Benefits Health Flans C. The County and the Health Care Oversight Committee, as a sub- committee of the Count and the Labor Coalition shall seek and secure mutually agreeable options of health plans which provide ;reproved "portability" for participants. E. The County and the Labor Coalition agree that the ioint labor/management Health Care Oversight Committee shall consider the following Issues: 1. lmorove the appointment scheduling for CCHP' 2. Reduce the wait for oharmacy orders for CCHP 3. Expand the portability of CCHP 4. Imorove vision care coverage The Committee shall report its findings to the County and the Labor Coalition by no later than July 1, 2000 following which, upon request, the parties will meet and confer regarding options.. c LABOR COALITION — 1999 NEGOTIATIONS COUNTY COUNTER TO COALITION NO. IC-a E Pae 2 TENTATIVE AGREEMENT Dated: lqq CONTRA COSTA COUNTY LABOR COALITION r �� LABOR COALITION - 1399 NEGOTIATIONS COUNTY Gt.�.UNTER.IQ-CQA IONL49f '[3 Presented: 08/30/99 Revised: 89123199 BILINGUAL PAY A salary differential of fifty-e aFs ($50:-08) seventy dollars ($70.00) per month shall be paid incumbents of positions requiring bilingualproficiency 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. Effective4* 1,4996 October 1, 2000: the current program differential shall be increased to a total of seven five dollars ($75) per month. Effective October 1. 2001, f the differential shall be increased to a total of ei h dollars ($50) per month. Local One - Section 26 Local 512 - Section 27 Local 535R& - Section 25 Local 535 SUPV - Section 26 Local 2700 - Section 27 CNA - Section 25 __ .. __ TENTATIVE AGREEMENT COUNTY COALITION LABOR COALITION — 1999 NEGOTIATIONS ALL EMPLOYEE ORGANIZATIONS COUNTY COUNTER TO COALITION--NQ.- 17 Presented: 09113199 SECTION 5—SALARIES , Section 5.14 - Pay for Work in Hi 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 7- 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 tt ( Local 535 Supv - Section 5.15 Local 2700 - Section 5.15 Appraisers - Section 5.15 �-�- CNA - Section 5.17 PDOCC — N/A WCE - Section 5.14 TENTATIVE AGREEMENT Dated: `- / • `::? 7 CONTRA COSTA COUNTY LABOR COALITION ' � r - LABOR COALITION-- 1999 NEGOTIATIONS ALL EMPLOYEE ORGANIZATIONS COUNTY COUNTER TO �QALITIQN NO. 23. Presented: 071081:99 23. The County and the Coalition agree to establish a subcommittee comprised of up to nine (9) labor and up to five (5) management employees to review the respective MOUS and -to identify and recommend to the parties, corrections, clarifications, and revisions of all inadvertent errors and omissions of Coalition related language. The parties agree to hike this proposal to the individual bargaining tables to discuss establishment of a subcommittee for their MOUS. TENTATtuE AGREEMENT Dated: �1 CONTRA COSTA COUNTY LA13OR COALITION y L/Zn� LABOR COALITION — 1999 NEGOTIATIONS COUNTY COUNTER TO 'COALITION NO. 6 Presented: 09/30199 GRIEVANCE PROCEDURE (ALL EMPLOYEE ORGANIZATIONS) Step 4 — Adjustment Board This step of the grievance procedure may be waived by the written mutual agreement of the parties. Local One — Section 25 Local 512 — Section 26 Local 535 R&F — Section 24 Local 535 SUPV -- Section 25 Local 27001 -- Section 26 CNA— Section 24 PDOCC — Section 15 WCE — Section 24 TENTATIVE AGREEMENT Dated: CONTRA COSTA COP NTY LABOR COALIT N LABOR COALITION — 1999 NEGOTIATIONS COUNTY COUNTER TO COALITION NO. 8 Presented: 09123199 Revised: 09123199 Revised: 09130199 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 Meld Guide, with a goal of finalization by June 30, 2000. TENTATIVE AGREEMENT Dated: (1 CONTRA COSTA COU , TY LABOR COALITION LABOR COALITION — 1999 NEGOTIATIONS ALL.EMPLOYEE ORGANIZATIONS COUNTY COUNTER TO C ALITION NO-,--14 Presented: 08130/99 PERSONNEL PILES An employee shall have the right to inspect and review any official record{s} relating to his or her performance as an employee or to a grievance concerning the employee which its kept or maintained by the County in the employee's personnel file in the Human Resources Department or in the employee's personnel file in their Department. The employee's union representative with written authorization by the employee, shall also have the right to 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: h l l l q`I CONTRA COSTAC LINTY LABOR COAL(TIC�N LABOR COALITION — 1999 NEGOTIATIONS COUNTY COUNTER TO COALITION NO. 14 If Senate Bill No. 172, regarding inspection of personnel records by employees, is signed into law by the Governor, the Director of Human Resources agrees to send a letter to Departments advising of the statutory requirements and the County's obligation to comply. TENTATIVE AGREEMENT Dated:� 9 9 CONTRA COSTA COUNTY COALITION LABOR COALITION — 1999 NEGOTIATIONS COUNTY CQUNTER TO COALITION NO. 3 Presented. 9130/99 SICK LEAVE (ALL EMPLOYEE ORGANIZATIONS) Policies Governina the Ilse of Paid Sick Leave. As indicated above, the primary purpose of paid sick leave is to ensure employees against loss of pay for temporary absences from work due to illness or injury. The following definitions apply: "Immediate Family" means and includes only the spouse, son, stepson, daughter, stepdaughter, father, stepfather, mother, stepmother, brother, sister, grandparent, grandchild, 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 domestic partner of an employee and/or includes any other person for whom the employee is the legal guardian or conservator, or any person who is claimed as a "dependent" for IRS reporting purposes by the employee. Local One — Section 14.3 Local 512 — Section 14.3 Local 535 'R&F — Section 14.3 Local 535 SUPV — Section 14.3 Local 2700 — Section 14.3 CNA— Section 14.3 PDOCC — Section 9.3 INCE — Section 14.3 TENTATIVE AGREEMENT Dated: 1 I 1 S !g ! ► CONTRA COSTA COUNTY LABOR COALITION LABOR COALITION — 1999 NEGOTIATIONS MANAGEMENT PROPOSAL SECTION 54 — SCOPE OF AGREEMENT & SEPARABILITY OF PROVISIONS 54.4 Duration of Agreement. This Agreement shall continue in full force and effect from October 1, 4995-1999, to and including September 30, 4899 2002. Said Agreement shall automatically renew from year to year thereafter unless either party gives written notice to the other prior to sixty (60) days from the aforesaid termination date, of its intention to amend, modify or terminate the agreement. Local One - Section 54.4 CNA - Section 57.4 PDOCC - Section 33.4 WCE - Section 45.4 Local 535 R&F - New Section 54.4 Local 535 SUP - New Section 54.4 Local 512 - Section 55 Local 2700 - Section 56 TENTATIVE AGREEMENT Dated: j ;4 1 0 9 CONTRA COSTA CO TY LABOR COALITitN I DOCC Centra Costa County EmpLo men.t & Human Services John B. Cullen Director Ms . Joyce Baird November 5, 1999 Senior Field Representative In partnership SEIU Local 535 Service Line Supervisors 661 27th St with the Oakland, CA 99612 community, we provide Dear Ms. Baird: services This confirms the intentions of the Employment and Human Services Department concerning supervisory staffing in that support Children' s Services Units . and protect The Department intends to request the addition of two adults, (2) Social Work Supervisor II positions from the Board of Supervisors, to be utilized in District operations. children., Additionally, the Department intends to request that the families, Board of Supervisors authorize the addition of rine (1) Social Work Supervisor II, whose primary responsibility and the elderly, is to act as a supervisory `floater' to providebackup and promote for long-term vacations, absences and vacancies. This position may also be required to work on special personal supervisory projects. responsibility, It is our intention to request these positions upon the successful conclusion of the current contract bargaining independence and process . self-sufficiency. Sincerely, John Cullen Director 40 Douglas Drive Martinez, CA 94553 (925)313-1500 Fax(925) 313-1575 __._. ...__... ......... ......_...... .. _.. ..... ........ ........ ......... .......... ....._..... . _... ._. .... ....__ ....... .. ........ ................ . SEIU LOCAL 535 NEGOTIATIONS 1999 SUPERVISORS UNIT" COUNTY COUNTER UNION PROPOSAL NO. Z Date: 11-5-1999 Revised: 11-9-1999 The County agrees to increase the base pay of the Social Work Supervisor 11 classification as follows: 10-1-99 3% Increase Date: t 12 19 9 CONTRA COSTA COUNTY SEIU-SERVICES LINE SUPERVISORS t i SEIU LOCAL 535 NEGOTIATIONS 1999 SUPERVISORS UNIT COUNTY COUNTERUNItJN.PROPOSAL Nf3. 3 Date: 11-5-1993 The Employment and Human Services Department will implement a 4/io work schedule in accordance with Labor-Management Committee finalized guidelines; the Department will meet and confer to discuss impact of any 'unit exclusions from the 4/10 work schedule. Date: -_ Nov 5� 1C11- CONTRA COSTA COUNTY SEW _ SERVICE LINE SUPERVISORS J� J,0,- e, SEW LOCAL 535 NEGOTIATIONS 1999 SUPERVISORS UNIT COUNTY COUNTER UNION PROPOSAL NO. S Date: 11.5=1999 (Revised) SECTION 52—SPECIAL BENEFITS d. Professional Development. A Professional Development Reimbursement Plan will be provided to include reimbursement of up to $150 per fiscal year for memberships in professional organizations, subscriptions to professional publications, attendance fees at job-related professional development activities, job related books, electronic calendars and organizers, and software and hardware from a standardized County approved list or with Department Head approval, provided each employee complies with the provisions of the Computer Use and Security Policy adopted by the Board of Supervisors. Beginning January 1_2000. employees shall be eligible for reimbursement of up to four hundred dollars ($400) for each two (2) year period. Authorization for individual professional development reimbursement requests shall be made by the Department Head. Reimbursement will occur through the regular demand process with demands being accompanied by proof of payment (copy of invoice or canceled check). Date: Nau Fi 1 tl CONTRA COSTA COUNTY SEW - SERVIC L SUPERVISORS tr__ SEW LOCAL 535 NEGOTIATIONS 1999 SUPERVISORS UNIT COUNTY COUNTER UNION PROPOSAL. NO. 6 (Revlsed) Cate: 11-5-1999 SECTION 28 - TRAINING REIMBURSEMENT The Social Service Department shall establish an annually renewable training reimbursement fund in the amount of $5,000 for the exclusive purpose of reim- bursing employees covered by this agreement for the cost of tuition, fees, books, and other employee expenses incurred in the pursuit of work related education, continuing education, or work related graduate degree. Said fund shall replace the career development training reimbursement described in the County Administrative Bulletin on Training. Reimbursement under said fund w+tl-he limited to Mro hundred dollars ($200) er semestei: oF one hundred fifty dollars ($160) per-quaFteF, not to exceed six hundred fifty dollars ($550) per year. When authorized as operationally beneficial to the Department, up to $50 of the training reimbursement fund per calendar year per employee may be used toward conference attendance or related materials not covered in the Professional Development Allowance in Section 52.4. Effertive july 1, 1 , Reimbursement under the above limits for the cost of books for career development shall be allowable. Date: Kbux tgQ9 CONTRA COSTA COUNTY SEIU - SERVICE LINE SUPERVISORS IU a _ __ SEW LOCAL 535 NEGOTIATIONS 1999 SUPERVISORS UNIT COUNTY COUNTER UNI_UN ERtJ 't7 AL..NC?..9 Date: 11-5-1999 (Revised) SECTION 52 --SPECIAL BENEFITS. f. Deferred Compensation Incentive. The County's contribution to eligible employees who participate in the County's Deferred Compensation Plan will be forty dollars ($40) per month. Effective January 1 2000 the County's contribution to eligible employees who participate in the Count's Deferred Compensation Pian will be fftY dollars ($50) per month. To be eligible for this incentive supplement, eligible employees must first, as a member of this Union, contribute a Base Contribution Amount to the Deferred Compensation Plan as follows: Current Qualifying Monthly Base Contribution Monthly Base Contr. Amount for Maintaining Salam_ Amount Incentive Program Eligibili#y 2,500 & below 250 50 2501 - 3334 500 50 3335 - 4127 750 50 4188 - 5000 1000 50 5001 - 5834 1500 100 5835 - 6667 2000 100 6888 & above 2250 100 Employees who meet these Base Contribution Amounts must contribute at least fifty dollars ($50) or one hundred dollars ($100) per month to remain eligible for the forty dollars ($40) County supplement. Effective January 1, 2000, the County_ Supplement will be increased to fi dollars 50r month. Employees Who discontinue contributions or who contribute less than the required amount per month for a period of one (1) month or more will no longer be eligible for the forty dollars ($40) County supplement. Effective JanuaU 1 24001 the Counly Supolement will be increased to fid dollars ($501 per month. To reestablish eligibility, employees must again make a Ease Contribution Amount as set forth above based on current monthly salary. Employees with a break in Deferred Compensation contributions because of either an approved medical leave or approved financial hardship withdrawal, shall not be required to reestablish eligibility. Further, employees who lose eligibility due to budgetary constraints but maintain contributions at the required level and later return to an eligible position shall not be required to reestablish eligibility. Date: _ Nov 5', taag CONTRA COSTA COUNTY SEIU - SERVICE LINE SUPERVISORS oa44- G � .. .... . . .... .... ........ ...... .__ ........ ........ ..............._..._..................... ...._...__......_ SEW LOCAL 535 NEGOTIATIONS 1999 SUPERVISORS UNIT COUNTY COUNTER UNION PROPOSAL N0,11 Cate: 11-5-1999 SECTION 52 — SPECIAL BENEFITS a. Life Insurance. $35,000 $45.000 Group Term Life Insurance will be provided. Premiums for this insurance will be paid by the County with conditions of eligibility to be reviewed annually. Date: Nby• 5, ym CONTRA COSTA COUNTY SEIU - SERVICE LE SUPERVISORS I � -THE BOARD OF SUPERVISORS OF CONTRA COSTA COUNTY, CALIFORNIA Adopted this Order on Novemher 15, 1999 , by the following vote: AYES: Supervisors Gioia, Uilkema, DeSaulnier and Canciamilla NOES: None ABSENT: Supervisor Gerber ABSTAIN: None SUBJECT: Compensation and Benefits for County ) Resolution No. 991 585 Officers, Managers and Unrepresented ) Employees } Pending the adoption of a general Resolution on the compensation and benefits for County Officers, Managers and Unrepresented Employees for the term from October 1, 1999 to September 30, 2092, subject to the provisions of Resolution No. 99/547, and excluding employees of the Fire Management Unit represented by the United Chief Officers' Association, and employees who report to the Superior Court of California, County of Contra Costa, the Board of Supervisors amends Resolution No. 95/488, as amended, to provide the following salaries and benefits to County Officers, Management and Unrepresented employees, effective October 1, 1999. 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, ovemb PHIL BATCHELOR, Clerk of the Board of ervis s and C U ty Administrator By r° Deputy Orig. Dept.: Human Resources Department--Kathy Ito, 5-1785 cc: Human Resources Department--Leslie Knight County Administrator's Office County Counsel Auditor-Controller Salaries and nefit 1, Effective October 1, 1999, the classifications set forth in Exhibit A attached hereto and incorporated herein shall receive a general wage increase of five percent (5%). This increase and the general increases granted in paragraphs 3 and 4 below do not apply to the classes of Sheriff-Coroner (6XA1), Undersheriff- Exempt (6XB4) or Commander-Exempt (6XD1) whose salary adjustments are set forth separately in paragraph 5. 2. In lieu of retroactive pay requiring special payroll recomputation and processing for the month of October, 1999, the County will make a lump-sum payment to each eligible employee, without interest, for the month of October 1999 computed as follows: employee regular pay, overtime pay and specific other earnings ordinarily computed as a percentage of base pay will be added together to determine the appropriate pay base. This base will then be multiplied by five percent (5%) to arrive at the employee's lump-sum payment. The payment amount thus computed will be included in the employee's December 10, 1999 paycheck where it will be listed separately as a "lump sum payment" and will be subject to normal tax withholding and retirement deduction requirements. 3. Effective October 1, 2000, the classifications set forth in Exhibit A, and all additional new Management, Exempt and Unrepresented classifications established subsequent to October 1, 1999, shall receive a general wage increase of three percent (3%). 4. Effective October 1, 2001, the classifications set forth in Exhibit A, and all additional new Management, Exempt and Unrepresented classifications established subsequent to October 1, 2000, shall receive a general wage adjustment of four percent (4%). 5. For the exempt classes of Sheriff-Coroner (6XA1), Undersheriff - Exempt (6XB4) and Commander-- Exempt (6XD1), general wage adjustments will be granted as follows: October 1, 1998: 3.5% April 1, 1999: 2.5% October 1, 1999: 3.0% October 1, 2000: 3,0% A 2.5% lump sum pay will be calculated for all eligible earnings from April 1, 1999 through October 31, 1999. A 3.0% lump sum pay will be applied to all eligible earnings from October 1, 1999 through October 31, 1999. Eligible earnings will include employee regular pay, overtime pay and specific other earnings computed as apercentage of base pay. Computation of lump sum pay will be in accordance with provisions of paragraph 2 above and the payments thus 1 computed will be included in the December 10, 1999 pay check where it will be listed separately as a "lump sum payment" and be subject to normal tax withholding and retirement deduction requirements. 6. In addition to general wage increased authorized in paragraphs 1 and 3, Management and Exempt attorney classifications in the Office of the District Attorney and the Office of the County Counsel shall be granted an extra two percent (2%) increase effective October 1, 1999 and an extra one percent (1%) effective October 1, 2000. Classes eligible are: District Attorney- Public Administrator 2KA1 Chief Deputy District Attorney— Exempt 2KD2 Assistant Chief Deputy District Attorney— Exempt 2KD3 Senior Deputy District Attorney— Exempt 2KD1 Deputy District Attorney—Advanced Level 2KTC Deputy District Attorney— Basic Level 2KTF Deputy District Attorney— Fixed Term 2KWD Deputy District Attorney— Fixed Term (Flat Rate) 2KWF County Counsel 2EA1 Chief Assistant County Counsel — Exempt 2ED2 Assistant County Counsel — Exempt 2ED1 Assistant County Counsel 2EDA Deputy County Counsel —Advanced Level 2ETK Deputy County Counsel — Standard Level 2ETJ Deputy County Counsel — Basic Level 2ETH Civil Litigation Attorney—Advanced 2ETG Civil Litigation Attorney— Standard Level 2ETF Civil Litigation Attorney— Basic Level 2ETF Deputy County Counsel i 2EWA Deputy County Counsel — Fixed Term 2EWD Deputy County Counsel Small Claims — Fixed Term 2EWB 2 EXHIBIT A 1. Elected Officials 2. Management Classes — Classified and Exempt 3. Management Classes -- Project 4. Unaepresented Classes — Project 5. UnRepresented Classes — Classified and Exempt Exhibit A Management& Exempt Ctasslfications Job !code Job Title SAWA ACCOUNTANTI SAVA ACCOUNTANT It SATA ACCOUNTANT III SAV3 ACCOUNTANT III-PROJECT APIA ADMINISTRATIVE.AIDE{DEEP CLASS} AP73 ADMINISTRATIVE AIDE-PROJECT APWA ADMINISTRATIVE ANALYST APVA ADMINISTRATIVE SERVICES ASSISTANT 11 APTA ADMINISTRATIVE SERVICES ASSISTANT III APDB ADMINISTRATIVE SERVICES OFFICER ADSL ADMINISTRATIVE SUPPORT ASSISTANT VQDJ ADULT/OLDER ADULT PROJECT CHIEF AJDB AFFIRMATIVE ACTION OFFICER V9H1 AFTER SCHOOL PROGRAM SUPERVISOR-PROJECT XQD2 AGINGIADULT SERVICES DIRECTOR-PROJECT BAA1 AGRICULTURAL COMMISSIONER-DIRECTOR OF WEIGHTS& MEASURES 9BSB AIRPORT ENVIRONMENTAL& COMMUNITY RELATIONS OFFICER VADB AMBULATORY CARE ADMINISTRATOR VWHJ AMBULATORY CARE CLINICAL SUPERVISOR VAHC AMBULATORY CARE REGISTRATION MANAGER BKS1 ANIMAL CLINIC VETERINARIAN BJHB ANIMAL SERVICES LIEUTENANT BJSR ANIMAL SERVICES PUBLIC EDUCATION COORDINATOR BJSS ANIMAL SERVICES VOLUNTEER COORDINATOR NEGA ARCHITECTURAL SERVICE MANAGER XQWC AREA AGENCY ON AGING STAFF ASSISTANT I XQVB AREA AGENCY ON AGING STAFF ASSISTANT 11 XQTD AREA AGENCY ON AGING STAFF ASSISTANT III DAA1 ASSESSOR JJNG ASSESSOR'S CLERICAL STAFF MANAGER GFHF ASSISTANT BUILDING MAINTENANCE MANAGER 2KD3 ASSISTANT CHIEF DEPUTY DISTRICT ATTORNEY- EXEMPT 64BA ASSISTANT CHIEF PUBLIC SERVICES OFFICER VBHC ASSISTANT CHIEF RADIOLOGICAL TECHNOLOGIST VSHP ASSISTANT CHIEF, CARDIOPULMONARY SUPPORT SERVICES SAB1 ASSISTANT CITY AUDITOR CONTROL LAHE ASSISTANT CLERK-RECORDER DATA PROCESSING MANAGER VFHD ASSISTANT CLINICAL LABORATORY MANAGER AGA2 ASSISTANT COUNTY ADMINISTRATOR-DIRECTOR OF HUMAN RESOURCES ADB3 ASSISTANT COUNTY ADMINISTRATOR-HUMAN SERVICES DAB1 ASSISTANT COUNTY ASSESSOR-EXEMPT 2EDA ASSISTANT COUNTY COUNSEL 2ED1 ASSISTANT COUNTY COUNSEL-EXEMPT 3ABA ASSISTANT COUNTY LIBRARIAN 3AB1 ASSISTANT COUNTY LIBRARIAN-EXEMPT 11/15/99 Page 1 of 10 Exhibit A JQb Code Jots Title ALBS ASSISTANT COUNTY RECORDER-EXEMPT ALB1 ASSISTANT COUNTY REGISTRAR-EXEMPT NSGA ASSISTANT COUNTY SURVEYOR S5DF ASSISTANT COUNTY TAX COLLECTOR 5584 ASSISTANT COUNTY TREASURER-EXEMPT XADA ASSISTANT COUNTY WELFARE DIRECTOR XAD2 ASSISTANT COUNTY WELFARE DIRECTOR-EXEMPT AGBC ASSISTANT DIRECTOR HUMAN RESOURCES VCB1 ASSISTANT DIRECTOR OF HEALTH SERVICES 1KDC ASSISTANT DIRECTOR OF NUTRITIONAL SERVICES VYSC ASSISTANT DIRECTOR OF PHARMACY SERVICES V5HQ ASSISTANT DIRECTOR OF REHABILITATION THERAPY SERVICES SMGB ASSISTANT DIRECTOR-FAMILY SUPPORT COLLECTION SERVICES 1 WGC ASSISTANT ENVIRONMENTAL SERVICES MANAGER VCSH ASSISTANT FACILITIES MANAGER VCGC ASSISTANT HEALTH SERVICE SYSTEMS DYNB ASSISTANT LEASE MANAGER 9BNA ASSISTANT MANAGER OF AIRPORTS VCHF ASSISTANT MATERIEL MANAGER XASG ASSISTANT PROPERTIES TRUST OFFICER 25DA ASSISTANT PUBLIC DEFENDER 25D2 ASSISTANT PUBLIC DEFENDER-EXEMPT Al NB ASSISTANT RETIREMENT ADMINISTRATOR AJDP ASSISTANT RISK MANAGER 6XB2 ASSISTANT SHERIFF VCS1 ASSISTANT TO HEALTH SERVICES DIRECTOR-EXEMPT NEVA ASSOCIATE ARCHITECTURAL ENGINEER NKVC ASSOCIATE CIVIL ENGINEER VCDA ASSOCIATE HOSPITAL EXECUTIVE DIRECTOR-PATIENT CARE SFWA AUDITOR 1 SFVA AUDITOR 11 SFTA AUDITOR 111 SAA1 AUDITOR-CONTROLLER V9HD BIOMEDICAL EQUIPMENT MANAGER J995 BOARD OF SUPERVISOR ASSISTANT-CHIEF ASSISTANT J993 BOARD OF SUPERVISOR ASSISTANT-GENERAL SECRETARY J994 BOARD OF SUPERVISOR ASSISTANT-SPECIAL ASSISTANT VHSC BORN FRET=CLINIC COORDINATOR VHHE BORN FREE PROGRAM SUPERVISOR ADSA BUDGET SYSTEM ADMINISTRATOR ADSC BUDGET TECHNICIAN GFDE BUILDING MAINTENANCE MANAGER ADSB CABLE TV ADMINISTRATOR VBGC CALIFORNIA CHILDREN SERVICES PROGRAM ADMINISTRATOR ADSE CAPITAL FACILITIES ADMINISTRATOR ADT2 CAPITAL FACILITIES ANALYST-PROJECT ADDK CCTV PRODUCTION MANAGER ADDL CCTV PRODUCTION SPECIALIST 11/15/99 Page 2 of 10 Exhibit A Job Cade Jpb-Title ADSD CCTV PROGRAM COORDINATOR 3AGC CENTRAL LIBRARY MANAGER VWNB CENTRAL PROCESSING SUPERVISOR 9XDB CENTRAL SERVICES SUPERVISOR ADB1 CHIEF ASSISTANT COUNTY ADMINISTRATOR 2ED2 CHIEF ASSISTANT COUNTY COUNSEL-EXEMPT 25D1 CHIEF ASSISTANT PUBLIC DEFENDER V5HG CHIEF CARDIOPULMONARY SUPPORT SERVICES JJDA CHIEF CLERK-BOARD/SUPERVISOR BABB CHIEF DEPUTY AGRICULTURAL COMMISSIONER/SEALER WEIGHTS & MEASURE 2KD2 CHIEF DEPUTY DISTRICT ATTORNEY- EXEMPT 7ADC CHIEF DEPUTY PROBATION OFFICER AXD1 CHIEF DEPUTY PUBIC ADMINISTRATOR-EXEMPT AXDC CHIEF DEPUTY PUBLIC ADMINISTRATOR VCB3 CHIEF EXECUTIVE OFFICER-CONTRA COSTA HEALTH PLAN-EXEMPT LTA1 CHIEF INFORMATION OFFICER/DIRECTOR OF INFORMATION TECHNOLOGY V5GE CHIEF PEDIATRIC THERAPIST 64ND CHIEF PUBLIC SERVICE OFFICER V8H13 CHIEF RADIOLOGICAL TECHNOLOGIST GWGA CHIEF STATIONARY ENGINEER FADG CHIEF, PROPERTY CONSERVATION VBGB CHILD HEALTH DISABILITY PREVENTION PROGRAM DIRECTOR VQDB CHILDREN AND ADOLESCENT SERVICES PROGRAM CHIEF XADF CHILDREN AND FAMILY SERVICES DIRECTOR XAD5 CHILDREN AND FAMILY SERVICES DIRECTOR-EXEMPT VMHC CHRONIC DISEASE AND ENVIRONMENTAL PROGRAMS MANAGER 2ETG CIVIL LITIGATION ATTORNEY-ADVANCED ALA1 CLERK RECORDER LAGD CLERK-RECORDER DATA PROCESSING MANAGER VFGC CLINICAL LABORATORY MANAGER VFSA CLINICAL LABORATORY SUPPORT TECHNOLOGIST SMHA COLLECTIONS SERVICES MANAGER 6XD1 COMMANDER-EXEMPT V7DA COMMUNICABLE DISEASE PROGRAM CHIEF JJH8 COMMUNITY SERVICES DEPARTMENT OFFICE MANAGER-PROJECT 9KA1 COMMUNITY SERVICES DIRECTOR-EXEMPT VMHB COMMUNITY WELLNESS& PREVENTION PROGRAMS DIRECTOR NPHD COMPUTER MAPPING SERVICES MANAGER LKVA COMPUTER OPERATIONS ANALYST LKHA COMPUTER OPERATIONS SUPERVISOR VQDL CONSERVATIONSHIP/GUARDSHIP PROGRAM MANAGER VQHM CONSERVATORSHIP PROGRAM SUPERVISOR VPD4 CONTRA COSTA HEALTH PLAN MEDICAL DIRECTOR-EXEMPT XQHD CONTRACTS& GRANTS ADMINISTRATOR XQWA CONTRACTS AND GRANTS SPECIALIST I XQTA CONTRACTS/GRANTS SPECIALIST 11 ADA2 COUNTY ADMINISTRATOR 2EA1 COUNTY COUNSEL 11/15/99 Page 3 of 10 Exhibit A Job Code Job Title JJHI COUNTY COUNSEL OFFICE MANAGER 9GD2 COUNTY EMERGENCY SERVICES DIRECTOR VCB2 COUNTY HOSPITAL EXECUTIVE DIRECTOR-EXEMPT LWS1 COUNTY INFORMATION SYSTEMS SECURITY ADMINISTRATOR-EXEMPT 3AAA COUNTY LIBRARIAN 7AA1 COUNTY PROBATION OFFICER-EXEMPT AJDK COUNTY SAFETY OFFICER 96A1 COUNTY VETERANS'SERVICES OFFICER XAA2 COUNTY WELFARE DIRECTOR-EXEMPT VODK CRISIS SERVICES PROGRAM CHIEF GKDC CUSTODIAL MANAGER GKHC CUSTODIAL SERVICES SUPERVISOR LWSA DATABASE ADMINISTRATOR ARDS DEPARTMENT PERSONNEL OFFICER XQSJ DEPARTMENTAL PERSONAL COMPUTER COORDINATOR ADSH DEPARTMENTAL COMMUNITY AND MEDIA RELATIONS COORDINATOR S1VC DEPARTMENTAL SYSTEMS SPECIALIST 11 BAHA DEPUTY AGRICULTURE COMMISSIONER JJHD DEPUTY CLERK-BOARD OF SUPERVISOR. ADDG DEPUTY COUNTY ADMINISTRATOR 2ETK DEPUTY COUNTY COUNSEL-ADVANCED LEVEL 2ETH DEPUTY COUNTY COUNSEL-BASIC LEVEL 2ETJ DEPUTY COUNTY COUNSEL-STANDARD SAFE DEPUTY COUNTY LIBRARIAN-PUBLIC SERVICES 3AFG DEPUTY COUNTY LIBRARIAN-SUPPORT SERVICES 5AH2 DEPUTY DIRECTOR COMMUNITY DEVELOPMENT-TRANSPORTATION-EXEMPT V4DE DEPUTY DIRECTOR ENVIRONMENTAL HEALTH-GENERAL PROGRAMS BJDF DEPUTY DIRECTOR OF ANIMAL SERVICES 5AB2 DEPUTY DIRECTOR OF COMMUNITY DEVELOPMENT-CURRENT PLANNING-EXEMPT VCDE DEPUTY DIRECTOR OF ENVIRONMENTAL HEALTH-HAZARDOUS MATERIALS LTD1 DEPUTY DIRECTOR OF INFO TECHNOLOGY-EXE LTDA DEPUTY DIRECTOR OF INFORMATION TECHNOLOGY 2KTG DEPUTY DISTRICT ATTORNEY-ADVANCE LEVEL 2KTF DEPUTY DISTRICT ATTORNEY-BASIC VCD2 DEPUTY EXECUTIVE DIRECTOR-CONTRA COSTA HEALTH PLAN-EXEMPT NAD8 DEPUTY GENERAL SERVICES DIRECTOR AXFA DEPUTY PUBLIC ADMINISTRATOR NAD1 DEPUTY PUBLIC WORKS DIRECTOR-ENGINEERING NAD6 DEPUTY PUBLIC WORKS DIRECTOR-OPERATIONS AND MAINTENANCE NAD9 DEPUTY PUBLIC WORKS DIRECTOR-TRAINING ENGINEER-EXEMPT VBGA DEVELOPMENTAL CENTER DIRECTOR V5HH DEVELOPMENTAL PROGRAM SUPERVISOR VWDC DIRECTOR OF AMBULATORY CARE NURSING SERVICES BJAi DIRECTOR OF ANIMAL SERVICES FAA1 DIRECTOR OF BUILDING INSPECTION-EXEMPT 5AA1 DIRECTOR OF COMMUNITY DEVELOPMENT VQD3 DIRECTOR OF ENVIRONMENTAL HEALTH HAZARDOUS MATERIALS-EXEMPT V4D1 DIRECTOR OF ENVIRONMENTAL HEALTH SERVICES-EXEMPT 11/15/99 Page 4 o€10 Exhibit A Jab Cede Job Title VCFA DIRECTOR OF FAMILY MATERNAL&CHILD HEALTH NAA2 DIRECTOR OF GENERAL SERVICES- EXEMPT VNDB DIRECTOR OF HEALTH INFORMATION/RISK MANAGEMENT VCA1 DIRECTOR OF HEALTH SERVICES VWD13 DIRECTOR OF HOSPITAL NURSING SERVICES VPS4 DIRECTOR OF MEDICAL STAFF AFFAIRS-EXEMPT I KDB DIRECTOR OF NUTRITIONAL SERVICES WDC DIRECTOR OF PHARMACY SERVICES VWDD DIRECTOR OF PSYCHIATRIC NURSING SERVICES 5AB1 DIRECTOR OF REDEVELOPMENT-EXEMPT V5GH DIRECTOR OF REHABILITATION THERAPY SERVICES SMD'€ DIRECTOR OF REVENUE COLLECTION VQDH DIRECTOR PLANNING AND MANAGEMENT SUPPORT VVGS DIRECTOR PUBLIC HEALTH CLINIC SERVICES 5AA2 DIRECTOR, GROWTH MANAGEMENT AND ECONOMIC DEVELOPMENT AGENCY AJDM DIRECTOR, ORGANIZATION, DEVELOPMENT&TRAINING VODA DIRECTOR, PUBLIC HEALTH LABORATORY SERVICES VHHB DISCOVERY FACILITY DIRECTOR APDD DISTRICT ATTORNEY CHIEF OF ADMINISTRATIVE SERVICES 6KD1 DISTRICT ATTORNEY CHIEF OF INSPECTORS-EXEMPT 6KNB DISTRICT ATTORNEY LIEUTENANT OF INSPECTORS JJGE DISTRICT ATTORNEY MANAGER OF LAW OFFICES JJHG DISTRICT ATTORNEY OFFICE MANAGER J3T7 DISTRICT ATTORNEY PROGRAM ASSISTANT-EXEMPT 2KA'I DISTRICT ATTORNEY-PUBLIC ADMINISTRATOR NPGA DRAFTING SERVICES COORDINATOR ALHB ELECTION PROCESSING SUPERVISOR ALGB ELECTIONS AND REGISTRATION MANAGER SFTB ELECTRONIC DATA PROCESSING-AUDITOR VBSC EMERGENCY MEDICAL SERVICES DIRECTOR VBHB EMERGENCY MEDICAL SERVICES PROGRAM COORDINATOR 9GSA EMERGENCY PLANNING COORDINATOR 9GS1 EMERGENCY PLANNING SPECIALIST-EXEMPT 9GGA EMERGENCY SERVICES MANAGER AJDL EMPLOYEE BENEFITS MANAGER AGSC EMPLOYEE BENEFITS SPECIALIST AJHA EMPLOYEE BENEFITS SUPERVISOR AJVC EMPLOYEE REHABILITATION COUNSELOR NSHC ENGINEERING TECHNICIAN SUPERVISOR- MATERIALS TESTING NSHE ENGINEERING TECHNICIAN SUPERVISOR CONSTRUCTION NSHD ENGINEERING TECHNICIAN SUPERVISOR-LAND SURVEYOR 5ATC ENVIRONMENTAL PLANNER 1 WDB ENVIRONMENTAL SERVICES MANAGER 1 WHB ENVIRONMENTAL SERVICES SUPERVISOR XQ SB EXECUTIVE ASSISTANT TO THE DEVELOPMENTAL DISABILITIES COUNCIL XDS1 EXECUTIVE ASSISTANT TO THE HAZARDOUS MATERIALS COMMISSION J3T5 EXECUTIVE SECRETARY VCDC FACILITIES MANAGER 11/15/99 Page 5 of 10 Exhibit A Jab Code Job Title NEFA FACILITIES SERVICES MANAGER SMNA FAMILY SUPPORT COLLECTION SUPERVISOR JJNH FAMILY SUPPORT OFFICE MANAGER PMFB FLEET MANAGER PMHC FLEET SERVICE CENTER SUPERVISOR XHS1 GENERAL ASSISTANCE HEARING REPRESENTATIVE-PROJECT APSB GENERAL SERVICES FISCAL OFFICER GPDD GROUNDS &SPECIAL SERVICES MANAGER GPHH GROUNDS MAINTENANCE SUPERVISOR V4HD HAZARD WASTE REDUCTION MANAGER VCGE HEALTH PLAN BUSINESS SERVICES MANAGER VCSK HEALTH PLAN MEMBER ADVOCATE V9HG HEALTH PLAN PATIENT SERVICES SUPERVISOR VCS3 HEALTH PLAN SERVICES ASSISTANT-EXEMPT VCTB HEALTH SERVICES ACCOUNTANT VANG HEALTH SERVICES ADMINISTRATOR-LEVEL B VANH HEALTH SERVICES ADMINISTRATOR-LEVEL C VCNC HEALTH SERVICES ADMISSIONS MANAGER VCDD HEALTH SERVICES DIRECTOR OF PLANNING & FACILITIES DEVELOPMENT VCNE HEALTH SERVICES DIVERSITY SERVICES COORDINATOR VBSM HEALTH SERVICES EMERGENCY PREPAREDNESS MANAGER LKFA HEALTH SERVICES INFORMATION SYSTEMS OPERATIONS MANAGER LPTA HEALTH SERVICES INFORMATION SYSTEMS PROGRAMMERIANALYST LTTC HEALTH SERVICES INFORMATION SYSTEMS SPECIALIST VCFB HEALTH SERVICES INFORMATION TECHNOLOGY SUPERVISOR VCN2 HEALTH SERVICES PERSONNEL OFFICER- EXEMPT VCXC HEALTH SERVICES PLANNER/EVALUATOR-LEVEL A VCXD HEALTH SERVICES PLANNER/EVALUATOR-LEVEL B VASE HEALTH SERVICES PLANNING AND EVALUATION DIRECTOR VCTA HEALTH SERVICES REIMBURSEMENT ACCOUNTANT XQSM HEALTH SERVICES SPECIALIST PROJECT ADMINISTRATOR VCDF HEALTH SERVICES SYSTEM DIRECTOR WFC HOME HEALTH AGENCY DIRECTOR VVHB HOME HEALTH NURSING SUPERVISOR V5HE HOME HEALTH REHABILITATION THERAPY COORDINATOR VBHE HOMELESS SERVICES PROGRAM MANAGER V9SD HOMELESS SERVICES SPECIALIST GFSA HOSPITAL FACILITIES SUPERVISOR 9KD3 HOUSING & ENERGY DIVISION MANAGER AGVE HUMAN RESOURCES ANALYST I AGTC HUMAN RESOURCES ANALYST III AGSB HUMAN RESOURCES PROGRAM SPECIALIST AGDF HUMAN RESOURCES PROJECT MANAGER AG7B HUMAN RESOURCES TECHNICIAN VWSF INFECTION CONTROL COORDINATOR LINA INFORMATION SYSTEMS MANAGER I LTNB INFORMATION SYSTEMS MANAGER 11 LPWA INFORMATION SYSTEMS PROGRAMMER/ANALYST 1 11/15/99 Page 6 of 10 Exhibit A Jdb Code Jnh Title LPVA INFORMATION SYSTEMS PROGRAMMER/ANALYST 11 LPTB INFORMATION SYSTEMS PROGRAMMER/ANALYST III LPNB INFORMATION SYSTEMS PROGRAMMER/ANALYST IV LPNA INFORMATION SYSTEMS PROJECT MANAGER LTWC INFORMATION SYSTEMS TECHNICIAN l 7KGA INSTITUTIONAL SUPERVISOR 11 S5SB INVESTMENT OFFICER 7KFE JUVENILE INSTITUTION SUPERINTENDENT AGVD LABOR RELATIONS ANALYST II AGTD LABOR RELATIONS ANALYST III AGD1 LABOR RELATIONS MANAGER-EXEMPT ADS4 LAFCO EXECUTIVE OFFICER DYDB LEASE MANAGER AJWF LIABILITY CLAIMS ADJUSTER 3KNB LIBRARY CIRCULATION MANAGER 3AGE LIBRARY COLLECTION/TECHNICAL SERVICES MANAGER 3AVC LIBRARY LITERACY DIRECTOR 3AA1 LIBRARY SPECIAL PROJECT DIRECTOR-EXEMPT 6KWG LIEUTENANT OF INSPECTORS-WELFARE FRAUD ADTE MANAGEMENT ANALYST 11 ADTD MANAGEMENT ANALYST III 9BD1 MANAGER OF AIRPORTS 5PDB MANAGER,APPLICATIONIPERMIT CENTER ADD4 MANAGER, CAPITAL FACILITIES AND DEBT MANAGEMENT-EXEMPT VCN1 MARKETING DIRECTOR/CONTRA COSTA HEALTH PLAN-EXEMPT VCGA MATERIAL MANAGER VCA2 MEDICAL DIRECTOR 3AHD MEDICAL LIBRARIAN VNHB MEDICAL RECORDS ADMINISTRATOR X4HE MEDICAL SOCIAL SERVICE DIRECTOR VQHF MENTAL HEALTH CHILDREN'S SERVICES SUPERVISOR VQH2 MENTAL HEALTH CHILDREN'S SERVICES SUPERVISOR-PROJECT VQS1 MENTAL HEALTH EDUCATION LIAISON-EXEMPT VPD1 MENTAL HEALTH MEDICAL DIRECTOR VQHP MENTAL HEALTH PROGRAM SUPERVISOR VASE MENTAL HEALTH PROJECT MANAGER VQSF MENTAL HEALTH QUALITY IMPROVEMENT COORDINATOR VQHL MENTAL HEALTH RESIDENTIAL SERVICES COORDINATOR 9XHA MICROFILM SUPERVISOR FASD NEIGHBORHOOD PRESERVATION PROGRAM SPECIALIST LNSA NETWORK ADMINISTRATOR I LNSB NETWORK ADMINISTRATOR 11 LBVA NETWORK ANALYST I LBTA NETWORK ANALYST 11 LBHA NETWORK MANAGER LNWA NETWORK TECHNICIAN I LNVA NETWORK TECHNICIAN 11 VWHF NURSING PROGRAM MANAGER 11/15/99 Page 7 of 10 Exhibit A Job Code Job Title VWHH NURSING SHIFT COORDINATOR JJHC OFFICE MANAGER AJSF ORGANIZATION, DEVELOPMENT AND TRAINING CONSULTANT VAGD PATIENT BILLING MANAGER VASD PATIENT RELATIONS SERVICES COORDINATOR SATB PAYROLL ACCOUNTANT ARVA PERSONNEL SERVICES ASSISTANT 11 ARTA PERSONNEL SERVICES ASSISTANT 111 ALGA PERSONNEL SERVICES MANAGER AGDE PERSONNEL SERVICES SUPERVISOR 5AWA PLANNER ] 5AVA PLANNER II 5ATA PLANNER Ill 5RSH PLANNING DEMOGRAPHER 51SA PLANNING TECHNICIAN SPECIALIST VBSG PRE-HOSPITAL CARE COORDINATOR SACC PRINCIPAL ACCOUNTANT DADC PRINCIPAL APPRAISER SFDB PRINCIPAL AUDITOR 5AHD PRINCIPAL PLANNER-LEVEL A 5AHE PRINCIPAL PLANNER-LEVEL B DYDA PRINCIPAL REAL PROPERTY AGENT AVDF PRIVATE INDUSTRY COUNCIL DEPUTY DIRECTOR AVSD PRIVATE INDUSTRY COUNCIL EMPLOYMENT SPECIALIST AVS2 PRIVATE INDUSTRY COUNCIL EMPLOYMENT SPECIALIST-PROJECT AV713 PRIVATE INDUSTRY COUNCIL STAFF AIDE AVVB PRIVATE INDUSTRY COUNCIL STAFF ANALYST 11 AVTB PRIVATE INDUSTRY COUNCIL STAFF ANALYST III 7AGB PROBATION MANAGER 7AG1 PROBATION MANAGER-PROJECT AXSD PUBLIC ADMINISTRATOR'S PROGRAM ASSISTANT 25A1 PUBLIC DEFENDER VBSJ PUBLIC HEALTH DIVISION ADMINISTRATOR V7VC PUBLIC HEALTH EPIDEMIOLOGIST/BIOSTATICIAN VVHG PUBLIC HEALTH NURSE PROGRAM MANAGER VBSD PUBLIC HEALTH PROGRAM SPECIALIST 1 VBS2 PUBLIC HEALTH PROGRAM SPECIALIST I -PROJECT VBND PUBLIC HEALTH PROGRAM SPECIALIST it APDF PUBLIC WORKS CHIEF OF ADMINISTRATIVE SERVICES APSD PUBLIC WORKS CUSTOMER SERVICES COORDINATOR NAAi PUBLIC WORKS DIRECTOR APSC PUBLIC WORKS FISCAL OFFICER PSSD PUBLIC WORKS MAINTENANCE COORDINATOR PSHF PUBLIC WORKS MAINTENANCE PROGRAMS MANAGER PSGA PUBLIC WORKS MAINTENANCE SUPERINTENDENT PSHB PUBLIC WORKS MAINTENANCE SUPERVISOR STDG PURCHASING SERVICES MANAGER VWE QUALITY ASSURANCE COORDINATOR 11/15199 Page 8 of 10 Exhibit A Jo Cade Job Title J9HE RECORDER'S OPERATIONS SUPERVISOR VCHD REGISTRAR OF VITAL STATISTICS V5HN REHABILITATION THERAPY SERVICES SUPERVISOR VPD5 RESIDENCY DIRECTOR-EXEMPT 5ASA RESOURCE RECOVERY SPECIALIST SANG RETIREMENT ACCOUNTING MANAGER A1AA RETIREMENT ADMINISTRATOR JWHG RETIREMENT BENEFITS MANAGER Al HA RETIREMENT OFFICE MANAGER AJD1 RISK MANAGER AJWG SAFETY SERVICES SPECIALIST-LEVEL A J3HA SECRETARY TO THE COUNTY ADMINISTRATOR NEHA SENIOR CAPITAL FACILITY PROJECT MANAGER NKHA SENIOR CIVIL ENGINEER ADDH SENIOR DEPUTY COUNTY ADMINISTRATOR 2KD1 SENIOR DEPUTY DISTRICT ATTORNEY-EXEMPT 9GWB SENIOR EMERGENCY PLANNING COORDINATOR 2ED3 SENIOR FINANCIAL COUNSEL-EXEMPT N9HC SENIOR HYDROLOGIST 5RSJ SENIOR PLANNING GEOLOGIST 51SC SENIOR PLANNING TECHNICIAN NEVB SENIOR STRUCTURAL ENGINEER-BUILDING INSPECTOR NKHB SENIOR TRAFFIC ENGINEER 5AHB SENIOR TRANSPORTATION PLANNER AJTC SENIOR WORKERS COMPENSATION CLAIMS ADJUSTER 6XA1 SHERIFF-CORONER APDL SHERIFF'S CHIEF OF MANAGEMENT SERVICES J3TO SHERIFF'S EXECUTIVE ASSISTANT 64SJ SHERIFF'S FISCAL OFFICER PMSB SHERIFF'S FLEET SERVICES COORDINATOR 64HR SHERIFF'S PROPERTY AND EVIDENCE MANAGER AVD3 SMALL BUSINESS DEVELOPMENT CENTER DIRECTOR-PROJECT X4SG SOCIAL SERVICE APPEALS OFFICER XAHB SOCIAL SERVICE APPEALS SUPERVISOR XQHC SOCIAL SERVICE BUSINESS SYSTEM APPLICATIONS MANAGER XADD SOCIAL SERVICE DIVISION MANAGER XAD1 SOCIAL SERVICE DIVISION MANAGER-PROJECT XASH SOCIAL SERVICE FISCAL COMPLIANCE ACCOUNTANT XAGA SOCIAL SERVICE FRAUD PREVENTION MANAGER XAS1 SOCIAL SERVICE PUBLIC INFORMATION OFFICER-EXEMPT XADE STAFF DEVELOPMENT SUPERVISOR V9HC STAFFING AND PATIENT CARE COORDINATOR NASB STORMWATER POLLUTION CONTROL MANAGER NESB STRUCTURAL ENGINEER-BUILDING INSPECTION VHD1 SUBSTANCE ABUSE PROGRAM DIRECTOR VHGE SUBSTANCE ABUSE PROGRAM MANAGER VHG5 SUBSTANCE ABUSE PROGRAM MANAGER-PROJECT SAHJ SUPERVISING ACCOUNTANT 11115/99 Page 9 of 10 _. _. _. _ Exhibit A J ab Code JQb "Title DAHC SUPERVISING APPRAISER NKGA SUPERVISING CIVIL ENGINEER NXHA SUPERVISING GRAPHICS TECHNICIAN DYNA SUPERVISING REAL PROPERTY AGENT FADE SUPERVISING STRUCTIONAL ENGINEER-BUILDING INSPECTION BWHA SUPERVISING WEIGHTS AND MEASURES INSPECTOR DRNA SUPERVISOR AUDITOR-APPRAISER VFHE SUPERVISOR CLINICAL LABORATORY SCIENTIST V4HC SUPERVISOR ENVIRONMENTAL HEALTH SPECIALIST V5HJ SUPERVISOR PEDIATRIC THERAPIST VOHC SUPERVISOR PUBLIC HEALTH MICROBIOLOGIST J9HF SUPERVISOR RECORDABLE DOCUMENT TECHNICIAN FADF SUPERVISOR, INSPECTION SERVICES VWSG SYMPTOM CONTROL PROGRAM COORDINATOR LWVB SYSTEMS ACCOUNTANT 11 LWVA SYSTEMS SOFTWARE ANALYST 11 SSHC TAX OPERATIONS SUPERVISOR SFHB TAX ROLL SUPERVISOR PEDC TELECOMMUNICATIONS MAINTENANCE MANAGER VWHK TELEPHONE TRIAGE MANAGER VBHC TOBACCO PREVENTION PROJECT COORDINATOR SATB TRANSPORTATION PLANNER SSSG TREASURER'S ACCOUNTING OFFICER SSSD TREASURER'S INVESTMENT OPERATIONS ANALYST S5A1 TREASURER-TAX COLLECTOR 6X84 UNDERSHERIFF-EXEMPT VWSD UTILIZATION REVIEW COORDINATOR VWHG UTILIZATION REVIEW SUPERVISOR GPHG VEGETATION MANAGEMENT SUPERVISOR 96TA VETERANS'SERVICE BRANCH OFFICE MANAGER 96WA VETRAN SERVICES REPRESENTATIVE X4HD VOLUNTEER PROGRAM COORDINATOR VCND VOLUNTEER SERVICES AND COMMUNITY RESOURCES ADMINISTRATOR SASD WATERSHED MANAGEMENT PLANNING SPECIALIST 9KN3 WEATHERIZATION/HOME REPAIR SUPERVISOR-PROJECT AJVE WELLNESS COORDINATOR AJWE WORKERS COMPENSATION CLAIMS ADJUSTER XAD4 WORKFORCE INVESTMENT BOARD EXECUTIVE DIRECTOR-EXEMPT XAD3 WORKFORCE SERVICES DIRECTOR-EXEMPT XAA2 Director, Employment and Human Services 11/15/99 Page 10 of 10 EXHIBIT B TIER III RETIREMENT Subject to the enactment of enabling legislation amending the 1937 Employees' Retirement Act to allow such election, the County will permit Tier 11 employees in the classes listed in Exhibit A to elect a Tier III Retirement flan under the following conditions: 1. The County and the Labor Coalition must agree on the wording of the legislation. 2. Except for disability, all benefit rights, eligibility for and amounts of all other benefit entitlements for Tier III,from and after the date of implementation, shall be the same as Tier 1. The disability benefits for Tier III shall be the same as the current Tier 11 disability provisions. 3. The amount of the employee's required retirement contribution shall be established by the County Employees' Retirement Association and shall be based on the employee's age at entry into the retirement system. 4. Employees enrolled in Tier 1€ who have attained five (5) years of retirement credited service as of the effective date of the enabling legislation shall have a six(6) month period after such date to make a one time irrevocable election of the Tier III Retirement Flan expressed herein subject to action by the Board of Supervisors to implement the Plan. Thereafter, employees enrolled in Tier If who have attained five (5) years of retirement credited service shall have a ninety (90) day period to make a one time irrevocable election of the Tier III Retirement Plan expressed herein. 5. a. The County's employer contributions and subvention of employee contributions for employees electing Tier III which exceed these which would be required for Tier 11 membership shall: 1. be funded by reducing the general wage increase effective October 1, '1997, and the pay equity amounts attributable thereto, from 3% to 2%, and the general wage increase of all employees in the classes listed in Exhibit A shall be reduced accordingly; and 2. in the event the County's costs attributable to the creation and operation of Tier III exceed $3 million per year or the County Employees' Retirement Association's actuaries determine in future years that the County's retirement costs have increased and that the increase is attributable to the creation of Tier III and/or the impact of Tier 111 on the County's retirement costs, such increase shall be funded by reducing the general wage increase(s) agreed upon in future years, and the pay equity amounts attributable thereto, to the extent that future wage increases are granted; and the general wage increase(s)of all employees shall be reduced accordingiy;and 3. any savings to the County resulting from the creation and operation of Tier III attributable to the classes listed in Exhibit A shall be used to offset future County retirement cost increases attributable to the creation and operation of Tier III for such classes; and 4. Such savings shall be held in an account by the Auditor-Controller, which is invested in the County's common pooled fund and will accrue interest accordingly. b. Subject to the provisions expressed above, any and all additional employer and County-paid employee contributions which exceed the sum of the County's legally required contributions under Tier II attributable to the classes listed in Exhibit A shall be recovered by reducing general wage increases to the employees in the classes listed in Exhibit A. 6. a. The enabling legislation shall provide that the Tier III Retirement Plain may be implemented only by an ordinance enacted by the Board of Supervisors. b. Board of Supervisors' action to implement the Tier III Retirement Plan shall be taken not earlier than seven (7) months after the effective date of the legislation plus thirty (30) days after an actuarial report on the County cost of the Plan is received by the County, provided that before'enactment of the ordinance, the Labor Coalition has not notified the County in writing that a one percent (1%) wage increase shall be''implemented by the County effective October 1, 1997, without ihterest, in lieu of implementation of the Tier III Retirement Plan. 7. The establishment of the Tier III Retirement Plan shall be subject to approval by the Board of Retirement of the Contra Costa County Employees' Retirement Association. 8. In the event the County is prevented from implementing the Tier III Retirement Plan for any reason on or before September 30, 1999, this provision for a Tier III Retirement Plan shall expire and a one percent(I%)lump sum wage increase shall be implemented by the County within sixty (60) days after the determination that Tier III cannot be implemented or as soon thereafter as practicable for the period covering October 1, 1997 through such termination date, without interest, in lieu of the Tier III Retirement Plan. �- EXHIBIT B __._..__. ..... .. ........ . ....... ................_.... ........... __. ......... ......... ............... __ .......................... EXHIBIT Q 1999 -2002 MANAGEMENT AND UNREPRESENTED EMPLOYEES COMPENSATION AND BENEFITS SUPPLEMENT' !. INCENTIVES A. Management 2.5% Longevity Pay Plan..................................................... Page 1 B. Deferred Compensation Incentive ............................................................. Page 1 C. Fire Management Educational Incentive Program..................................... Page 2 D. Continuing Education Allowance for Sheriff's Unrepresented Non-Sworn Managers Page 4 II. DIFFERENTIALS A. Conservatorship Differential........................................................................ Page 4 B. Building Inspection Differential.................................................................... Page 4 C. Professional Accounting Differential ........................................................... Page 5 D. Department of Agriculture Differential......................................................... Page 5 E. Physical Fitness Differential for Law Enforcement Management: .............. Page 5 F. Bilingual Pay Differential............................................................................ Page 6 G. Assessor's Educational Achievement Differential....................................... Page 7 H. Real Property Agent Advanced Certificate Differential ............................... Page 7 1. Budget Coordinator Differential.................................................................. Page 7 J. Planner II]/Environmental Planner Assignment Differential ........................ Page 7 K. Animal Services Managers Participating in Search Warrants..................... Page 8 ---- - Ill. LEAVES WITH HOUT PAY � A. Holidays...................................................................................................... Page B. Floating Holidays ........................................................................................ Pane 8 C. Application of Holiday Credit,_..,.-----.--......-.....—.-..^--.~.-..-. Page � D. \/acatk]n /�ccYUa\.----.—..-~~~—_..----.,.._-,,_.._,~___,_,___~___, . _=_P�ow E. Annual Management Administrative Leave ................................................ Page 9 F. Management Attorney AI\UAiFjSt(@Mve Leave ........................................... Page 10 1� G. Sick Leave -..-. ....................................................................................... �m�� H. Leave Without Pay- Use 0fAccruals ....................................................... Page 1(} 1. Family Care Leave.._. .. . . .—., .. . .. .. ~. ... - p�ne10 . .... ..... . . .� ... . ^ ^......^... ' . Page J. Furlough Days Without Pay.......................................... ........................... Page 1[] ... BENEEITS AN LL NCES � 11 A. Health Plan [�CyV8[ages.—.--.—.-.--...~.—,._.—,,_..,,.,_^.__,.. . _=_�u�m B. Health Plan Coverages and Provisions ........................................ ........... Page 12 C. Eligibility Criteria Applicable tOall Enrollees inMedical Plans .................. Page 15 D. Workers' Compensation............ — ........................................................... Page 15 E. Personal ProtectiveEquipment .-....—..~.—_-.~~.--.`-..-..—........—.. Page 15 F. Mileage Reimbursement........................................................................... Page 16 G. Executive /4UtDmXJbi}e ............................................................... Page 16 H. Retirement Contribution..................................................... ...................... Page 17 � 17 1. 414H Participation -~-'''-`-'^---~-~''~-'--~~-^''-'-^'-''~'--'--~-'-~'- ' -�- �m� J. 401(m) Deferred Benefit Plan ' Page 17 K. Management Life Insurance ..........................................................^.......... Page 18 L. Attorney Professional Development Reimbursement ............................... Page 18 M. Training........................,....................................... .................................... Page 18 M. Management Development Policy............................................................ Page 19 N. Long-Term Disability Insurance ................................................................ Page 19 O. Vacation Buy Back.................................................................................... Page 19 P. Uniform Allowance.................................................................................... Page 20 Q. Fire District Sick Leave and Vacation Accrual Rates................................ Page 20 R. Professional Development Reimbursement.............................................. Page 20 S. Sick Leave Incentive Plan......................................................................... Page 21 T. Video Display Terminal (VDT) Users Eye Examination ............................ Page 21 U. Catastrophic Leave Bank.......................................................................... Page 22 V. Holiday Pay for Nursing Shift Coordinator................................................ Page 22 W. Podiatrists/Optometrists Unrepresented Status........................................ Page 22 X. Health Care Spending Account ................................................................ Page 22 Y. PERS Long Term Care............................................................................. Page 23 VE. CURRE T TERMS AND CONDITIONS OF EMPLOYMENT A. Overtime Exclusion................................................................................... Page 23 B. Part-Time Employees ............................................................................... Page 23 C. Permanent-intermittent Employees .......................................................... Page 23 D. Length of Service Credits ......................................................................... Page 23 E. Mirror Classifications................................................................................. Page 24 F. Deep Classes ........................................................................................... Page 24 G. Administrative Provision............................................................................ Page 24 I. INCENTIVES A. Management 2.5% Longevity Pay Plan: Classified, exempt and project management employees whose classifications are set forth in Exhibit A, (excluding elected officials) and who have completed ten (10)years of appointed or elected service for the County shall be eligible to receive a 2.5% longevity differential. Exempt management employees in positions ineligible to receive vacation or sick leave accruals or to convert a portion of those accruals to cash under the terms of this Resolution shall be eligible to receive a 5% longevity differential upon the completion of ten (10) years service. For purposes of determining ten (10) years of service for this differential, the records utilized for service award purposes will control. B. Deferred Cc2rnpesation Incentive: Effective January 1, 2000, the County's contribution to classified, exempt and project management employees and elected officials who participate in the County's Deferred Compensation Plan will be increased from $50 to $60 per month. To be eligible for this incentive, qualifying management and elected employees must first contribute a Base Contribution Amount and maintain a minimum monthly contribution to the deferred compensation plan as indicated below. The base contribution is computed from the date the employee signs an election form to participate in the program. Monthly Contribution Employees W/Current Qualifying Base Amount for Maintaining Monthly Salary of: Contribution Amount IncentiveProgram Eliaibility $2,500 and below $250 $50 2,501 - 3,334 500 50 3,335 -4,157 750 50 4,168 - 5,000 1,000 50 5,001 - 5,834 1,500 100 5,835 - 6,667 2,000 100 6,668 & above 2,250 100 Employees who discontinue contributions or who contribute less than the required amount per month for a period of one (1) month or more will no longer be eligible for the $60 County supplement. To reestablish eligibility, employees must again make a Base Contribution Amount as set forth above based on current monthly salary. Employees with a break in deferred compensation contributions because of either an approved medical leave or approved financial hardship withdrawal shall not be required to reestablish eligibility. Further, employees who lose eligibility due to displacement by layoff, but maintain contributions at the required level and are later referred to an eligible position, shall not be required to reestablish eligibility, 1 I C. Fjre Management Educational Incentive PLQZmmm: 1. Employees in Fire District management classifications who possess the appropriate certificates or educational degrees beyond the minimum requirements for their class and/or meet appropriate continuing educational requirements, shall be eligible to qualify for professional development educational incentives under conditions described herein'. 2. Incumbents of the following classifications are eligible to participate in this incentive program: Fire Chief-Contra Costa County(RPA1) Assistant Fire Chief-Group I (RPBA) Assistant Fire Chief-Group 11 (RPBC) Battalion Chief(RPHA) Fire Officer-Exempt (RPH1) Fire Marshal-Group 11 (RJDA) Fire Training Supervisor (RWHA) Fire District Communications Manager(REDB) Supervising Fire Inspector (RJHB) Chief Fire Inspector(RJGA) 3. All differentials shall be designated as either contingent or permanent allowances and shall be awarded in increments of 2.5% of monthly base salary. The combined contingent and permanent educational 'incentives awarded any employee in any class listed above shall not exceed 7.5% of monthly base pay. 4. This plan will be subject to appropriate administrative guidelines and controls promulgated by the Fire Chief and approved by the Human Resources Director to insure that standards described herein are met. These guidelines include, but are not limited to, the following: a. Employees who become qualified for permanent allowance at either the 2.5% or 5% level as described herein shall be eligible for receipt of the appropriate allowance beginning on the date of qualification. b. Employees who qualify for either the permanent or contingent levels of allowance described herein do so effective the first day of the month providing that acceptable documentation is received by Fire District administration not later than the twenty-fifth (25th) of the preceding month. 2 5. The program is intended to encourage the further professional development of eligible Fire District Management personnel by the pursuit and achievement of job-related certificates or degrees as follows: a. A Certificate !gf Achiemernen in Fire Technology, Business Administration, Management and Supervision, or a related field from an accredited college. b. An Asaociate Associateof Arts or Science degree from an accredited college with a major in Fire Technology, Business Administration, Management and Supervision, or a related field. C. A Chief Q cer c�tr if io-W issued by the Office of the State Fire Marshal. d. A .1~l t_ Dggreg from an accredited college or university with a major in Business or Public Administration or a related field. 6. Qualification for allowances shall be under the following conditions: a. A contingent allowance of 2.5% shall be awarded for annually completing at least forty (40) hours of approvededucation or training Qr at least three ( ) approved college semester units (or equivalent quarter units), or an approved combination thereof in pursuit of options a through d in Section 5. b. A permanent allowance of 2.5% shall be awarded for possession of one of the options a through d in Section 5. Only one 2.5% permanent allowance is available within this category. C. A permanent allowance of 2.5% shall be awarded',for possession of one of options a through d in Section 5 aD_d an additional contingent allowance of 2.5% shall be awarded for annually completing at least forty (40)hours of approved education or training Qr at least three (3) approved college semester units (or equivalent quarter units), or an approved combination thereof in pursuit of any other option consistent with the officially declared educational objective. d. A permanent allowance of 5% shall be awarded for possession of either(1)options b and c in Section 5 SSC (2)options'a and d in Section 51. A person receiving this allowance may not receive an allowance under Section 6 b. 3 e. A permanent allowance of 5% shall be awarded for possession of either(1)options b and c in Section 5.Qr(2)options a and d in Section 5 Wd an additional contingent allowance of 2.5% shall be awarded for annually completing at least forty (40) hours of approved education or training X at least three (3) approved college semester units (or equivalent quarter units), or an approved combination thereof consistent with the officially declared educational objective. Normally, this objective would be a Fire Chief certificate issued by the Office of the State Fire Marshal, a Baccalaureate Degree or Master's Degree. D. Continuina Educati flowance- f.Qr Sheriffs' Unr-epresented Non-S"rn Manaaam: Sheriffs Department employees in the classes of Sheriffs Fiscal Officer(64SJ), Sheriffs Chief of Management Services (AFDC), Sheriffs Communication Director - Dispatch Services (64GA), Administrative Services Assistant (ALTA), and Supervising Sheriffs Property Technician (64HQ) are eligible to participate in this program. The County agrees to pay a 2.5% Continuing Education Allowance for the annual completion of at least sixty (60) hours of approved education or training or at least three (3) semester units of department approved college credit or approved combination thereof in accordance with the following criteria. 1. The application must be submitted, in advance to the Sheriffs Department, prior to the fiscal year in which the education or training will occur; 2. Education or training must be directly related to the technical or management duties of the employee's job; 3. The course must be reviewed and approved by the Sheriffs Department Standards and Resources Bureau in advance; 4. The employee must show evidence of completion with a passing grade. 11. DIFFERENTIALS A. Conservatorship Differential: Unit Supervisors in the Conservatorship Program shall receive a differential of 5% of the hourly equivalent of the base rate per hour worked while in regular pay status. B. Building Ins pertio-n-Diftrential: Employees in the single-position management classes of Supervisor, Inspection Services, Building Inspection Special Program Coordinator, and Housing Rehabilitation Coordinator when assigned to the New Construction or Housing Divisions shall receive a differential of 5% of base monthly 4 Salary. C. Professional AccQ mti g Differentiate Incumbents of management professional accounting, auditing or fiscal officer positions who are duly qualified as a Certified Public Accountant (CPA), Certified Internal Auditor (CIA), Certified Management Accountant (CMA), or Certified Government Financial Manager (CCDM) shall receive a differential of 5% of monthly base salary. D. Department of 1 ariculture differ+ ial: Effective January 1, 1997, the classes of Supervising Weights and Measures Inspector (BWHA) and Deputy Agricultural Commissioner(BAHA)shall receive a differential of 3.5% of monthly base pay for possession of either a valid Commissioner License or a valid Sealer of Weights and Measures License. F. Physical F Law 1. Sb riff Qfl'�ce Sworn management personnel in the Contra Costa County Sheriffs Office in the classes listed below shall be eligible upon completion of fifteen (15) years County service as a full-time, permanent sworn law enforcement officer for a base salary differential contingent upon the Sheriffs'certification of the employee's good faith effort to maintain his/her physical health in accordance with health fitness standards established by the Wellness Division of the Human Resources Department in conjunction with the Sheriffs Department. Classes eligible include: Sheriff-Coroner (6XA1) Undersheriff(6X413) Commander(6X31) All personnel in these classes on the effective date who have fifteen (15) years County service as a full-time, pemnanent swam law enforcement officer shall be eligible for this differential but will be required to undergo a complete physicalexamination administered by a physician of the County's choice at a designated future date. The examination will be conducted at County expense. If the physician concludes the employee does not meet the agreed-upon health fitness standards, the physician will prescribe a personalized physical fitness program. The program will be specifically designed to enable the employee to meet the agreed-upon health fitness standards. The employee will be reevaluated not later than one (1) year following the date of the initial physical' examination. To continue to qualify for the five percent (5%) physical fitness differential, the employee must meet the agreed-upon fitness standards, or the physician must present written evidence to the Human 5 _ ._ ........ ......... ........ ..........._.. .......... ......... ........ . _. _ ...._. ........... Resources Department-Benefits Services Division, that the employee has and is making a "good faith effort" to meet the agreed-upon health fitness standards. 2. District Attorney's Department Management personnel in the Contra Costa County District Attorney's Office in the classes Fisted below shall be eligible for a five percent (5%) monthly wage differential for participation in a physical fitness program. To be eligible for this program, management employees must have attained 1) four (4) years of peace officer experience with Contra Costa County, 2) fifteen (15) years of P.O.S.T. experience, and 3) age thirty-five (35). Continued receipt of this differential will require that the employee annually meet physical fitness standards established by the Wellness Division of the Human resources Department in conjunction with the District Attorney. Management classes eligible include: District Attorney Chief of Inspectors - Exempt (6KD1) District Attorney Lieutenant of Inspectors (6KNB) District Attorney Supervising Welfare Fraud Inspector (6KWG) F. Bilingual Differential: Effective October 1, 1999, a salary differential of$70 per month, $ 75 per month effective October 1, 2000, and $80 per month effective October 1, 2001, shall be paid Management/Unrepresented employees whose classifications are listed in Exhibit A, and who are incumbents of positions requiring bilingual proficiency as designated by the Appointing Authority and the Human Resources Director. Said differential shall be prorated for employees working less than full time and/or on an unpaid leave of absence during any given month. Designation of positions for which bilingual proficiency is required is the sole prerogative of the County, and positions which may now or in the future require special language skills may have such requirement amended or deleted. G. Assessor's Educational Achievement Differential- Employees in the unrepresented management classes of Assessment Procedures Supervisor, Supervising Appraiser, Supervising Auditor-Appraiser, Chief, Standards and Drafting, Chief, Valuation; Assistant County Assessor and Assistant County Assessor-Exempt shall be entitled to, at the discretion of the County Assessor, a salary differential of$50 per month c,L1.5% of base salary, whichever is larger, for possession of a certification for educational achievement from at least one (1)of the following: 1. American Institute of Real Estate Appraisers Residential Member 6 _.. ............................................... designation. 2. State Beard of Equalization Advanced Appraiser Certification, 3. International Association of Assessing Officers Residential Evaluation Specialist. 4. Society of Auditor-Appraiser Master Auditor-Appraiser designation. 5. Society of Real Estate Appraisers Senior Residential Appraiser designation. 6. Any other certification approved by the County Assessor and the Human Resources Director. H. Real- Pro ey Agent Advanced Certificate Differen-tial . Employees in the management classes of Lease Manager, Principal Real Property Agent and Supervising Real Property Agent shall receive a monthly differential in the amount of five percent (5%) of monthly base pay for possession of a valid Senior Member Certificate issued by the International Executive Committee of the International Right of Way Association, providing that the current certificate has been issued or recertified not earlier than April 1, 1983. Verification of eligibility shall be by the Department Head or his/her designee who shall advise the Auditor=-Controller to initiate payment to the employee. Eligibility for receipt of the differential shall begin on the first day of the month following the month in which eligibility is verified by the Department Head. All employees who qualify for the Senior Member certificate must recertify every five (5)years with the International Right of Way Association in order to retain the Senior Member designation and continue to receive the differential. In order to recertify, a Senior Member must accumulate seventy-five (75) hours of approved education which may include successfully completing courses, attending educational seminars or teaching approved courses. 1. Budoet Cc-ordinator Differential. One (1) Senior Deputy County Administrator, appointed by the County Administrator to serve as budget coordinator, shall receive an additional $560 per month. J. Planner III/Environmental Planner Assignment Differential Incumbents in the classes of Planner III and Environmental Planner may be given either a 5% or 10% salary differential for special project assignments with major political and/or financial impact. Differentials are based on assignment to projects by the Department Head and approved by the Director, Growth Management and Economic Development Agency. Differentials will become effective the first of the month following the month approved. All differential assignments will be reviewed on July'1 of each year to 7 determine what level of differential, if any, will continue to be paid. K. Management employees in the classes of Chief Animal Control Supervisor and Animal Services Lieutenant will be compensated for time spent in assisting police agencies in the serving of search warrants. The amount of special compensation per incident shall be equal to that paid Animal Services Officers for performing this duty (currently $ 100). Only employees involved in actual entry team activities shall be so compensated. The Department continues to retain the sole right to select and assign personnel to such search warrant duty. Ill. �.V/ES-.W TN AND WITHOUT PAY A. HolidAo: For permanent,full-time employees the County will observe the following holidays during the term covered by this Resolution: New Year's Day Labor Day Martin Luther King .Jr. Day 'veterans' Day Washington's Birthday Thanksgiving Day Memorial Day Day after Thanksgiving Independence Day Christmas Day Such other days as the Board of Supervisors may by Resolution designate as holidays. For all management and unrepresented employees in the County Library Department the day after Thanksgiving is deleted as a holiday and the day before Christmas is added as a holiday. Any holiday listed above which falls on a Saturday shall be 'observed on the preceding Friday and any holiday listed above which falls on a Sunday shall be observed on the following Monday. Permanent part-time management and unrepresented employees shall receive paid holiday credit in the same ratio to the holiday credit given full-time management and unrepresented employees as the number of hours per week in the part-time employee's schedule bears to the number of hours in the regular full-time schedule* regardless of whether the holiday falls on the part-time employee's regular work day. B. Floating Elglicl m: In addition to the designated holidays, all employees whose classifications are set forth in Exhibit A(except elected officials) shall accrue two (2) hours of personal paid holiday credit per month. This time shall be prorated for part- time employees. Such personal holiday time may be taken in increments of one- 8 half (Y2) hour. No employee may accrue more than forty (40) hours of personal holiday credit. On separation from County service, the employee shall be paid for any unused personal holiday credits at the employee's thea current pay rate. C. ApI211cation of Holiday Credit« 1. Employees on the regular forty (40) hour 8:00 a.m. to 5.00 P.M. Monday through Friday work schedule shall be entitled to a holiday whenever a holiday is observed pursuant to the schedule cited above. 2. Employees on a work schedule other than the regular one shall be entitled to credit for any holiday, whether worked or not, observed by employees on the regular schedule; conversely, such employees will not receive credit for any holiday not observed by employees on the regular schedule even though they work the holiday. The purpose of this plan is to equalize holidays between employees on the regular work schedule and those on other work schedules. If a holiday falls on either of the two (2)days off of an employee on a schedule other than the regular one, for timekeeping purposes, the employee shall be given credit for overtime or granted time off on his/her next scheduled work',day. Employees who are not permitted to take holidays because of the natureof their work are entitled to overtime pay for holiday work. D. Vaca fon Accrual: All management employees, excluding elected officials, shall accrue paid vacation credit as follows. Monthly Maximum Accrual Cumulative Lanath of Servic Ham Hours Under 11 years 10 240 11 years 102/3 256 12 years 11 1/3 272 13 years 12 288 14 years 122/3 304 15 through 19 years 131/3 320 20 through 24 years 162/3 400 26 through 29 years 20 486 30 years and up 231/3 560 E. Annual ManaaementA►�tr iye, Leav « Effective January 1, 2000,and each January 1 thereafter, all permanent full-time classified, exempt and project 9 management employees not included in representation units in classifications listed in Exhibit A shall be credited with sixty (60) hours of paid personal leave. This time is non-accruable and all balances will be zeroed out effective December 31 st each year. Any classified, exempt or project management positions covered by the Fair Labor Standards Act shall receive overtime pay and shall not be eligible for Management Administrative Leave. Permanent part-time employees shall have such leave prorated based upon position hours. F. Manauement Attorney Administrative ave: In lieu of the sixty (60) hours provided for by Subsection E above, permanent management, exempt and unrepresented attorneys in the Office of the District Attorney, County Counsel and Public Defender excluding any fixed-term attorney, shall be credited with ten (10) days (eighty (60) hours) of management administrative leave on January 1st providing that they were appointed to a management position not later than July 1 st of the preceding year. Employees appointed after July 1 st shall be eligible for sixty (60) hours administrative leave on the first succeeding January 1 st consistent with other management employees but shall be eligible for eighty (80) hours annually thereafter. G. Sick Lea e: All employees in classifications listed in Exhibit A, excluding elected officials, shall receive sick leave benefits for the term of this Resolution in accordance with provisions of County Salary Regulations, Section 9.3 and Administrative Bulletin 411.61 on Sick Leave Policy adopted ',April 6, 1992 as amended. H. Leave Without Pay-Use of Accruals An employee on authorized leave may choose to remain in a pay status each month by using available sick leave (if so entitled under the Administrative Bulletin on Sick. Leave), vacation, floating holiday, compensatory time off or other entitlements. However, this option may only be exercised for the first twelve (12) months of the leave period. Upon request of the employee, the employee's leave may be interrupted for a pre-determined number of hours each month and accruals used to restore the employee to pay status on a monthly basis. After the first twelve (12) months, the leave period may not be "broken" into segments and accruals may not be used (except as may be required by the SDI/sick leave buy-back program). For the purpose of this section, a management employee on LTD (long term disability insurance benefits) is considered on a leave of absence without pay. 1. Family re Dave. The provisions of the Personnel Management Regulations (Part 10, Section 1006.3, as amended) and Resolution 94/41,6, as amended, relating to Leaves of Absence and Family Care Medical Leave apply to all employees covered by this Resolution. J. Furlough Days without Pay. Subject to prior written approval',of the appointing 10 authority, employees may elect to take furlough days or hours without pay (pre- authorized absence without pay), up to a maximum of fifteen (15) calendar days for any one continuous period. Longer pre-authorized absences without pay are considered leaves of absence without pay. Employees who take furlough time shall have their compensation for the portion of the month worked computed in accord with Section 1.5 (Compensation for Portion of Montle of the County Salary Regulations, Resolution 8311 as amended. Notwithstanding Sections 9.1 and 9.3 of the Salary Regulations, full-time and part-time employees who take furlough time shall have their vacation, sick leave, floating holiday and any other paid leave accruals computed as though they had worked the furloughtime. For payroll purposes, furlough time shall be reported separately from other'absences without pay to the Auditor-Controller. This provision expires September 30, 2000. IV. BENEFITS ANIS OWANGES --Supersede by Resolution'991546 A. Health Plan oyeracf : For employees in classes listed in Exhibit A, the County will provide a program of medical, dental and term life insurance'coverage through Contra Costa Health Plan (CCHP), Kaiser-Permanente Foundation (KPF), Health Net(HNT), Qual Med (QMDPPO), Delta Dental Plan (DDP), Safeguard Dental Plan (SGD) and Aetna Life Insurance (ALI). Health and Dental-Plan Contribution Raton: 1. Effective October 1, 1995 the County will continue to contribute monthly medical and dental premiums to permanent and permanent part-time employees who are scheduled to work 20 or more hours per week. Permanent-intermittent and permanent part-time employees working less that 20 hours per week may enroll in a plan but are not entitled to the County contribution. 2. Contra C t Health Phan CDM -The County will contribute ninety-eight percent (98%)of monthly premium costs for CCHP, delta and Safeguard A Dental premiums. The County contribution for Safeguard B will be the same as Safeguard A not to exceed the total premium of Safeguard B. 3. Health Not HMO and Kai - The County will contribute seventy-nine percent (79%) of monthly premium costs for health premiums. 4. QualMed PPO-The County will equally share fifty-fifty percent(50150%a)the amount of any premium increases. 5. Dental Only - Employees will continue to pay one cent ($.01) per month toward the dental premium. 11 11 _11.11. 11.11. ...... ... 111.1 11 ........ ........ ..... ..... ...... ... ...._.... ........ .................... 1.111._............_....._. __ ........ __ ....... .. .... ._... .......... 6. Delta and Safe uard A Dental -The County will contribute seventy-seven percent (77%)of monthly premium costs for dental premium except as noted above for Contra Costa Health Plan members. 7. Safeguard B Dental - The County will contribute the same contribution as Safeguard A not to exceed the total premium of Safeguard B. 8. Life Insurance - The County will continue to pay 100% of the premium for $8000 term life insurance provided under conditions contained in Section 1 above. Uniformly of Coverages• The County shall extend to all management employees* elected officials and unrepresented employees whose classifications are listed in Exhibit A, any new or adjusted health plan benefits which may be negotiated with employee organizations during the term of this Resolution with the exception of CaIPERS. B. Health Plan overages and Provisions: The following coverages and provisions are applicable for the term of this Resolution to all employees eligible for County Health Plan participation whose classes are listed in Exhibit A. 1. Health Plan Partici a ion by Permanent-Intermittentand P ovislonal IP Q A permanent intermittent employee and employees provisionally appointed to permanent positions in a class set forth in Exhibit A may participate in the County Group Health Plan only at the employee's expense. The County will not contribute to the employee's monthly premium and the employee will be responsible for paying the monthly premium appropriately and punctually. 2. Partial Month: The County's contribution to the Health Plan premium is payable for any month in which the employee is paid. If an employee's compensation in any month is not sufficient to pay the employee share of the premium, the employee must make up the difference by remitting the amount delinquent to the Auditor-Controller. The responsibility for this payment rests with the employee. 3. Leave fAbsence: The County will continue to pay the County share of health care premiums (Medical and or dental coverage) for enrolled employees who are on an approved unpaid leave of absence for a period of at least one (1) month, provided the employee share of the health care premium is paid by the employee. 4. Retirement Coveraae: 12 A. Upon retirement, employees may remain in their County group medical plan if immediately before their retirement they are either active subscribers to one of the County health plans or if on authorized leave of absence without pay, they have retained continuous group or individual conversion membership during the leave period. B. Fmploy-ees Who File For Deferred RetiLement Effective two (2) months following adoption of this Resolution by the board of Supervisors, employees covered by this Resolution who resign and file for a deferred retirement may continue in their County group health and dental plan under the following conditions and limitations: 1. Health and dental coverage during the deferred retirement period is totally at the expense of the employee, without any County contributions. 2. Life insurance coverage is not included. 3. To be eligible to continue health and dental coverage, the employee must: a. be qualified for a deferred retirement under the 1937 retirement Act provisions. b. be an active member of a County group health and/or dental plan at the time of filing their deferred retirement application and elect to continue health benefits. C. be eligible for a monthly allowance from the Retirement System and direct receipt of a monthly allowance within twenty-four (24) months of their application for deferred retirement. d. file an election to defer retirement and to continue health benefits hereunder with the County Benefits division within thirty (30) days before their separation from county service. 4. Deferred retirees who elect continued health benefits hereunder may maintain continuous membership in 13 � mow. their County health and/or dental plan group during the period of deferred retirement at their full personal expense, by paying the full premium for their health and dental coverage on or before the 11th of each month to the Auditor-Controller. When they', begin to receive retirement benefits, they will qualify for the same health and/or dental plan coverage and county subvention to which retirees who did not defer retirement are entitled. 5. Deferred retirees who elect continued health benefits hereunder may elect not to maintain participation in their county health and/or dental plan during their deferred retirement period; and may instead qualify for the same coverage and county subvention in any County health and/or dental plan when they begin to receive retirement benefits as retirees who did not defer retirement are entitled; provided reinstatement to a County group health and/or dental ',pian with county subvention occurs no sooner than the first of the month following a full three (3) calendar month waiting period after the commencement of their monthly allowance. 6. Eligibility for County subvention will not exist hereunder unless and until the member draws a monthly retirement allowance within not more than twenty-four (24) months after separation from County service. 7. Deferred retirees are required to meet the same eligibility provisions for health/dental plans as active/retired employees. 8. al Coverage: If a husband and wife both work for the County and one of them is laid off, the remaining eligible shall be allowed to enroll or transfer into the health coverage combination of his/her choice. An eligible employee who is no longer covered for medical or dental coverage through a spouse's coverage shall be allowed to enroll or transfer into the health coverage combination of his/her choice within thirty (30) days of the date coverage is no longer afforded under the spouse's plan. 14 C. Efluibilily Criteria Applicable W All Enrollees In Medical Plans. 1. The eligibility criteria listed below will be in effect for all new employees on the firstof the month following the 1996 open enrollment period. 2. The following persons may be enrolled as the eligible Family Members of a Subscriber: a. The Subscriber's Spouse. b. The Subscribers Child, which includes a natural or legally adopted child of either a Subscriber or the spouse, a faster child entirely supported by the Subscriber or the spouse and for whom the Subscriber or the spouse is the legal guardian, provided in all cases that the child is dependent, unmarried, and under the age of twenty- five (25). Nevertheless, foster children who are eligible for Medi-Cal coverage are not eligible for coverage under the Plan. Pursuant to Insurance Code Section 10121, immediate coverage is available to each newborn child of a Member and to any minor child placed in the physical custody of a Member for adoption. For la legally adopted child, proof of eligibility by a court adoption order and a copy of a U.S. income tax return of the Subscriber or the spouse showing dependency of the child, may be required. For a faster child, proof of eligibility requires a copy of a Social Service Foster Care Agreement and a letter form Social Service verifying that the child is not eligible for Medi-Cal coverage. For dependents aged nineteen (19)to twenty- five (25), a statement may be required to verify that the child is legally dependent in accordance with Internal Revenue Service requirements. Attainment of the limiting age shall not terminate coverage of a child while the child is and continues to be both (a) incapable of self-sustaining employment by reason of mental retardation or physical handicap and (b) chiefly dependent upon the Subscriber for support and maintenance, proved the proof of such incapacity and dependency is furnished to the Plan Administrator by the Subscriber within thirty-one (31)days of the child's 25th birthday and annually thereafter, if required by the Plan Administrator. Q. or Come s_. ti n, A permanent employee shall receive 86% of regular monthly salary for all accepted claims filed with the County on or after January 1, 2000 excluding those certain employees entitled to benefits as defined under the Workers` Compensation Laws of California, Labor Code Section 4850. F. Persona1.f r_otec#ive Equigment: The County shall reimburse employees for safety 15 shoes and prescription safety eyeglasses in those classifications set forth in Exhibit A, which the County has determined eligible for such reimbursement. 1. $qty Shoes. For each two-year period starting January 1, 2000, eligible employees will be allowed reimbursement for the purchase and repair of safety shoes up to a maximum of two hundred dollars ($200). For each two- year period starting January 1, 2002, eligible employees will be allowed reimbursement for the purchase and repair of safety shoes up to a maximum of two hundred twenty-five dollars ($225). There is no limitation on the number of shoes or number of repairs allowed. 2. Safety Eyeglasses, The County will reimburse eligible employees for prescription safety eyeglasses which are approved by the County and are obtained from such establishment as required by the County. F. Mime Reimbume_meen : For all employees in classes listed in Exhibit A, but excluding Department Pleads as defined below, mileage allowance for the use of personal vehicles on County business shall be paid according to the rates allowed by the Internal Revenue Service (IRS) and shall be adjusted to reflect changes in this rate on the date it becomes effective or the first of the month following announcement of the changed rate by the IRS, whichever is later. Mileage allowance for the use of personal vehicles on County business by employees in the class of Supervising Appraiser and SupervisingAuditor-Appraiser shall be at the rate of$.02 per mile above the current IRS rate for all miles driven. C. FEx cutive Adtomobile Allowance: The County Administrator, appointed Department Heads and elected Department Heads shall be eligible to receive a monthly automobile allowance plus $ .25 per mile for mileage. Receipt of the automobile allowance will require that Department beads and ',officials fumish a private automobile for County business. Allowance shall be made as follows: 1. County Administrator = $550 per month (effective 10101/99). 2. Elected Department beads = $500 per month (effective 10/01/99). Assessor District Attorney Auditor-Controller Sheriff-Coroner Clerk-Recorder Treasurer-Tax Collector 3. Appointed Department beads = $450 per month (effective 10101199). Agricultural Commissioner/Director of Weights and Measures Community Services Director 16 __.. _. ......... ...................................................... County Counsel County,Librarian CountyProbation Officer County Veterans' Service Officer County Welfare Director Director of Animal Services Director of Building Inspection Director of Community Development Director of Employment & Human Services Director of General Services Director of Policy & Innovation Director of Health Services Director of Human Resources Director of Information Technology Local Agency Formation Commission Director Public Defender Public Works Director Retirement Administrator If use of a County vehicle is temporarily required as a result of an emergency such as an accident or mechanical failure to the Executive's personal automobile, with the approval of the County Administrator, a County vehicle may be utilized. The General Services Department will charge the Executive's department for the cost of the County vehicle usage consistent with County policy. H. Retirernent Contribution: Pursuant to Government Code Section 31581.1, the County will pay 50% of the retirement contributions normally required of elected, management and unrepresented employees whose classifications are listed in Exhibit A. Employees shall be responsible for payment of the employee's contribution for the retirement cost-of-living program as determined by the Board of Retirement of the Contra Costa County Employees' Retirement Association without the County paying any part of the employee's share. The County will continue to pay the employer's share of the retirement cost-of-living program contribution. I. 414H Partici M ion: The County will continue provisions of Section 414 (h) (2) of the Internal Revenue Code which allows the County Auditor-Controller to reduce the gross monthly,pay of employees in classes listed in Exhibit A by an amount equal to the employee's total contribution to the County Retirement System before Federal and State income taxes are withheld and forward that amount to the Retirement system. This program of deferred retirement contribution will be universal and non- voluntary as is required by statute. J. 401(a) Defeffed Benefit Plan., The County will conduct a study regarding 401(a) Plan and implement the Plan if it is feasible. 17 K. Manacement Life Insurance: All classified, project and exempt management employees, excluding Department Heads, and elected Officials listed above in Section V.( G) 1-3 whose classifications are identified in Exhibit A, shall be provided with a $47,000 term life insurance policy. The coverageshall include an accelerated death benefit option. Elected officials and Department Heads shall continue to be provided with $50,000 temp life insurance policies.' Premiums for this insurance shall be paid by the County with conditions of eligibility to be reviewed annually. All employees covered herein may also subscribe voluntarily for supplemental life insurance coverage. L. The County shall reimburse employees in the below listed management attorney classifications up to a maximum of$350 each fiscal year for the following types of expenses: I. Purchase of job-related computer hardware and software. 2. Membership dues in legal professional associations. 3. Purchase of legal publications. 4. Training and travel costs for job-related educational courses. Any unused accrual may be carried forward to the next fiscal year up to a maximum of$700. Classes eligible are: Assistant County Counsel District Attorney-Public Admin. Assistant Public Defender Deputy County Counsel Deep Class Assistant Public Defender-Exempt Chief Assistant Public Defender-Exempt Chief Deputy District Attorney-Exempt Chief Trial Deputy Public Defender Deputy County Counsel-Fixed Term* Deputy District Attorney Deputy County Counsel-Small Claims Deputy District Attorney-Fixed Term* County Counsel Public Defender Civil Litigation Attorney Deep Class Senior deputy District Atty.-Exempt * Prorated on a monthly basis In addition, the County shall reimburse employees in the above listed classes for California State Sar membership dues (but not penalty fees)and for criminal and/or civil specialization fees if annually approved in advance by the Department Head. M. Training; All management and unrepresented employees in classes listed in Exhibit A, excluding attorney classes listed in Section IV (k) above, shall be eligible for career development training reimbursement in the maximum amount of$650 per fiscal year. The reimbursement of training expenses shall be consistent with Administrative Bulletins on Travel and Training. 18 4vf� M1';w J N. Management .Deyelol2ment Poligv, All management and unrepresented employees shall be authorized to attend professional training programs, seminars, and workshops, a minimum of thirty (30) hours annually, during normal work hours with Department Head approval for the purpose of developing knowledge, skills, and abilities, in the areas of supervision, management and County policies and procedures. Departments are particularly encouraged to provide professional development opportunities (above the thirty (30) hours minimum)for people newly promoted into positions of direct supervision. Priority for professional training programs shall be afforded those offered through the Contra Costa Training Institute. Cather related and appropriate training/education resources approved by the department may also be considered. To encourage personal and professional growth, the County provides reimbursement for certain expenses incurred by employees for jab-related training (required training and career development trainingleducation). Provision for eligibility and reimbursement are identified in Administrative Bulletin 12.7, November 1, 1980, as amended. 0. LongJerm Dirzability !, 'neunnce: For classified, project and exempt management employees and elected officials whose classifications are listed in Exhibit A, the County shall continue in farce all provisions of the Long-Term Disability Insurance program with a'replacement limit of 85% of total monthly base earnings reduced by any deductible benefits. The premium for this Long-Term Disability Insurance program shall continue to be fully paid by the County. P. Vacation BuyBack: Classified, Project and Exempt Management employees (including those working twenty-four (24) hour shift patterns in merit system fire districts) in classes listed in Exhibit A, may choose reimbursement for up to one- third (1/3)of their annual vacation accrual, subject to the following conditions: (1) the choice can be made only once in each calendar year; (2) payment shall be based on an hourly rate determined by dividing the employee's'monthly salary by 173.33 (242.87 for employees working twenty-four(24)hour shifts in fire districts); and (3)the maximum number of hours that may be reimbursed in any year is one- third (1f3) of the annual accrual. In those instances where a lump-sum payment has been made to management employees in lieu of a retroactive general salary adjustment for a portion of the calendar year which is subsequent to exercise by a management employee of the vacation buy-back provision herein, that employee's vacation buy back shall be adjusted to reflect the percentage difference in base pay rates upon which the lump- um payment was computed provided that the period covered by the lump-sum 19 payment was inclusive of the effective date of the vacation buy back. Q. Un fQrm Abwam: (a) Sheriff&oroneif's Department The uniform allowance for non-sworn management employees in the Sheriff Coroner's Department shall be increasedto $675 per year effective July 1, 1999, $725 per year on July 1, 2000, and $800 effective July 1, 2001, payable 1112 of the yearly total in monthly pay warrants. Management employees eligible for this uniform allowance include: Sheriffs Fiscal Officer (64SJ), Sheriffs Chief of Management Services (AFDC), Sheriffs Administrative Assistant III (ALTA). (b)Animal erti1ces Department The uniform allowance for employees in the management classifications of Animal Services Lieutenant and Chief Animal Control Supervisor shall be increased to $575 per year effective July 1, 1999, $725 per year on July 1, 2000, and $800 effective July 1, 2001, payable 1112 of the yearly total in monthly pay warrants. Any other increase in the Uniform Allowance, which may be granted to Animal Services Officers while this resolution is in effect, shall be granted to the Animal Services management classes. R : Vacation and sick leave accrual and usage rates for management employees regularly assigned to fifty-six (56) hour per week positions within the Contra Costa, Orinda and Moraga Fire Protection Districts shall continue to be in accordance with Administrative Bulletins issued by the respective Districts. S. Prglassl n ll ey-olol2ment Reimbursement: Classified, project and exempt management employees, excluding Department Heads, their chief assistant(s), engineering managers, and all attorney classes, shall be eligible for reimbursement of up to $525 for each two (2) year period beginning January 1, 1999 for memberships in professional organizations, subscriptions to professional publications, attendance fees at job-related professional development activities and purchase of computer hardware and software. Department Heads and their chief assistant(s) shall be eligible for similar reimbursement in the amount of $825 for each two (2)year period beginning January 1, 1999. Engineering Managers shall be allowed reimbursement for qualifying professional development expenses as noted above and professional engineering license fees required by the employee's classification up to a total of$650 for each two (2) year period beginning January 1, 1999. Unless and until the current reimbursement policy is amended, eligible employees may obtain reimbursement for eligible expenses incurred between the periods 20 January 1, 1999 to December 31, 2000 and January 1, 2001 to December 31, 2002. In order to receive reimbursement for the 1999-2000 period, the expense must have been incurred during the period beginning January 1, 1999 through December 31, 2000. In order to receive reimbursement for the 2001-2002 period, the expense must have been incurred during the period beginning January 1, 2001 through December 31, 2002. Authorization for individual professional development reimbursement requests shall be made by the Department Head. Reimbursement will occur through the regular demand process with demands being accompanied by proof of payment (copy of invoice or canceled check). T. Sick Leave Incentive Plan: Classified, project and exempt management employees whose classes are listed in Exhibit A shall be eligible for a payoff of unused sick leave accruals at separation. This program is initiated as an incentive for employees to safeguard sick leave accruals as protection against wage loss due to time lost for injury or illness. Payoff shall be approved by the Director of Human Resources and can be awarded only under the following conditions: 1. The employee must have resigned in good standing. 2. Payout is not available if the employee retires. 3. The balance at resignation must be at least 70%u of accruals earned in the preceding continuous period of employment, but excluding any sick leave use covered by the Family and Medical Leave Act, the CaliforniaFamily Rights Act, or the California Pregnancy Disability Act. 4. Payout shall be under the following schedule: Years of Permanent Percent of Unused Continuous Service Sick Leave Paid 3 - 5 years 30% 5 - 7 years 40% 7 plus years 50% 5. No payoff shall be made pursuant to this section unless the Contra Costa Employees Retirement Association has certified that an employee requesting a sick leave payoff pursuant to this section IV.S. has terminated membership in, and has withdrawn his or her contributions from the Retirement Association. 6. This section reflects the intent of this Board from the time the provisions of section IV.S. were adopted that payments pursuant to this section IV.S. shall be in lieu of any retirement benefits resulting from employment by this County or Districts governed by this Board. U. Video Dis iay Terminal (MDT) Users Eye Examination: All elected officials (except Superior and Municipal Court Judges and other Judicial Officers as defined in Resolution 95/400) appointed officials and classified, project and exempt 21 _.... __ 3 S management employees whose classifications are listed in Exhibit A, shallbe eligible to receive an annual eye examination on County time and at County expense provided that the employee regularly uses a video display terminal at least an average of two (2) hours per day as certified by their department. Employees certified for examination under this program must process their request through the Benefits Services Unit of the County Human Resources Department. Should prescription VDT eyeglasses be prescribed for the employee following the examination, the County agrees to provide, at no cost, the basic VDT eyewear including $10 frame and single vision lenses. Employees may, through individual arrangement between the employee and the employees' doctor and solely at the employee's expense, include bifocal, trifocal or blended lenses and other care, services or materials not covered by the Plan. The basic plan coverage, including the examination, may be credited toward the employee-enhanced benefit. V. 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. W. Holiday Pay fQr Nursing Shift CQordinator. Permanent part-time and permanent- intermittent employees in the class of Nursing Shift Coordinator who work on a holiday shall receive overtime pay or compensatory time credit for all hour worked, up to a maximum of eight(8)hours. Limited term employees in the class of Nursing Shift Coordinator who work on a holiday shall be compensated at one and one-half (1 Y2)times the hourly rate for all hours worked, up to a maximum of eight(8)hours. X. Podlatrists/Wometrists Unrepresented Status; The classes of Exempt Medical Staff Podiatrist(VPS2)and Exempt Medical Staff Optometrist (VPS1)shall continue to be eligible under terms of this Resolution for Educational Leave as provided in Resolution 80/741 Section 9; Malpractice coverage as provided in Resolution 89/741 f Section 11 and Paid Personal Leave as provided in Resolution 92/528. All other benefits and coverages afforded unrepresented employees in this Resolution shall apply to these classes. Y. Health Gare Spending Account: For all employees covered by this Resolution the County will offer regular full-time and part-time(20/40 or greater) County employees the option to participate in a Health Care Spending Account (HCSA) Program designated to qualify for tax savings under Section 125 of the 'Internal Revenue Code, but such savings are not guaranteed. Effective January 1, 2000, the HCSA Program allows employees to set aside a pre-determined amount of money from their paycheck, not to exceed $3000 per year, for health care expenses not reimbursed by any other health benefits plan with before tax dollars. HCSA dollars 22 can be expended on any eligible medical expenses allowed by, internal Revenue Cade Section 1,25. Any unused balance is forfeited and cannot be recovered by the employee. Z. PERS Long Term Ca c For all employees covered by this Resolution, the County will deduct and remit monthly premium and eligible lists to the PERS Long Term Care Administrator, at no County administrative cost,for County employees who are eligible and voluntarily elect to purchase long term care at their personal expense through the PERS Long Term Care Program. The County further agrees that County employees interested in purchasing PERS Long Term Care may participate in meetings scheduled by PERS Long Term Care on County facilities during non- work hours, (i.e., coffee breaks, lunch hour). VI. A. Overtim Expluso icon: In recognition of their management status, all classified, exempt and project management employees whose classifications are listed in Exhibit A, shall continue to be overtime exempt. The Office of the County Administrator shall continue its authority to exclude certain management classes from Overtime Exemption. Provisional appointees to management classes and employees receiving higher pay for a higher management classification who were not previously in a management class shall not be placed on the Overtime Exempt Exclusion List since they are not eligible for management benefits. B. Part-Time Emp! Part-time Classified, Exempt and Project Management employees whose classifications are listed in Exhibit A,who work at least in a 20/40 position on a continuing basis, shall be provided the management benefits listed in this Resolution except that vacation and sick leave accruals shall be prorated by position hours. C. Permanent-Intermittent Employees: Permanent-intermittent employees whose classifications are set forth in Exhibit A, are eligible for vacation and sick leave benefits as defined in this Resolution on a pro-rata basis. D. Length of ick Credits: For all employees whose classifications are listed in Exhibit A, the length of service credits of each permanent employee shall date from the beginning of the last period of continuous County employment including temporary, provisional and permanent status and absences on approved leave of absence except that when an employee separates from a permanent position in good standing and is subsequently reemployed in a permanent County position prior to the completion of two (2) years from date of separation, the period of separation will be bridged. Under these circumstances, the service credits shall include all credits accumulated at time of separation but shalt not include the period 23 of separation. The service credits of an employee shall be determined from employee status records of the Human Resources Department'.. E. MiffDr Classifications: As determined by the Human Resources Director, employees in unrepresented job classifications which mirror management, represented or other unrepresented job classifications shall continue to receive the salary and fringe benefits that are received by employees in the comparable mirror classifications. F. Deep Clash: No provisions of this Resolution regarding terms and conditions of employment for management or unrepresented employees is intended to supersede any specific provision in effect within any separate Deep Mass Resolution for these classifications. G. Administrative Provision: The County Administrator shall establish guidelines, bulletins or directives as necessary to further define or implement provisions contained in this Resolution, all provisions of Resolution No. 8311 and the County Salary Regulations shall continue to apply to management and unrepresented employees covered by the terms of this Resolution. 24 .�5q 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 Ganciamilla NOES: None ASSENT: Supervisor Gerber ABSTAIN: None SUBJECT: Compensation and Benefits for } Resolution No. 991592 Consolidated Fire District, Managers } and Unrepresented Employees } Pending the adoption of a general Resolution on the compensation and benefits for Contra Costa County Consolidated Fire District, Managers and Unrepresented Employees for the term from October 1, 1999 to September 30, 2002, excluding employees of the Fire Management Unit represented by the United Chief Officers' Association, the Board of Supervisors: A. Extends the provisions of Resolution No. 991547 to such managers and unrepresented employees. B. Amends Resolution No. 95/488, as amended, to provide the following salaries and benefits to such managers and unrepresented employees, effective October 1, 1999. l 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: uavember 16, 1999 PHIL BATCHELOR, Cleric of the Board ofMervnsanemy Administrator Deputy Orig. Dept.: Human Resources Department—Kathy Ito, 5-1785 cc: Human Resources Department_Leslie}might County Administrator's office County Counsel Auditor-Controller CORRECTED COPY C, THE BOARD OF SUPERVISORS OF CONTRA COSTA COUNTY, CALIFORNIA Adopted this Order on October 12, 1959 , by the following vote: AYES: SUPERVISORS GIOI,. UILT EMM,. DESAULNIER AND CANCIAMILLA NOES: NONE ABSENT: SUPERVISOR GERBER ABSTAIN: NONE SUBJECT: Compensation and Benefits for County } Resolution No. 991547 Officers, Managers and Unrepresented } Employees } Fending the adoption of a general Resolution on the compensation and benefits for County Officers, Managers and Unrepresented Employees for the term from October 1, 1995 to September 30, 2002, the Board of Supervisors ADOPTS the following medical, dental and life Insurance benefits for all employees, excluding employees of the Fire Management Unit represented by the United Chief Officers' Association, and employees who report to the Superior Court of California, County of Contra Costa, entitled to benefits under Resolution No. 961488 as amended. 1. From October 1, 1999 to December 31, 1995, the medical dental, ,and life insurance benefits for permanent employees regularly scheduled to work twenty (20) or more hours per week shall be the same as those provided in Resolution No. 981488, as amended through September, 1999. 2. 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. 3. Open enrollment for the medical, dental and life insurance benefits effective January 1, 2000 small take place from November 1 through November 30, 1999. 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: October '1.9, 1999 PHIL BATCH LOR,Clerk of the Board f Superviso and County Administrator By Deputy Orig. Dept.: Human Resources Department—Kathy Ito,5-1785 cc: Human Resources Department—Leslie Knight County Administrator's office County Counsel Auditor-Controller Salaries and Benefita 1. Effective October 1, 1999, the classifications set forth in Exhibit A attached hereto and incorporated herein shall receive a general wage increase of five percent (5°I%). This increase and the general increases granted in paragraphs 3 and 4 below do not apply to the classes of Sheriff-Coroner (6XA1), Undersheriff- Exempt (6X54) or Commander-Exempt (6XD1) whose salary adjustments are set forth separately in paragraph 5. 2. In lieu of retroactive pay requiring special payroll recomputation and processing for the month of October, 1999, the County will make a lump-sum payment to each eligible employee, without interest, for the month of October 1999 computed as follows: employee regular pay, overtime pay and specific other earnings ordinarily computed as a percentage of base pay will be added together to determine the appropriate pay base. This base will then be multiplied by five percent (5%) to arrive at the employee's lump-sum payment. The payment amount thus computed will be included in the employee's December 10,'1999 paycheck where it will be listed separately as a "lump sum payment" and will be subject to normal tax withholding and retirement deduction requirements. 3. Effective October 1, 2000, the classifications set forth in Exhibit A, and all additional new Management, Exempt and Unrepresented classifications established subsequent to Octoberl, 1999, shall receive a general wage increase of three percent (3%). 4. Effective October 1, 2001, the classifications set forth in Exhibit A, and all additional new Management, Exempt and Unrepresented classifications established subsequent to October 1, 2000, shall receive a general wage adjustment of four percent (4%). 5. For the exempt classes of Sheriff-Coroner (6XA1), Undersheriff- Exempt (6XB4) and Commander— Exempt (6XD1), general wage adjustments will be granted as follows: October 1, 1998: 3.5% April 1, 1999: 2.5% October 1, 1999: 3.0% October 1, 2000: 3.0% A 2.5% lump sum pay will be calculated for all eligible earnings from April 1, 1999 through October 31, 1999. Eligible earnings will include employee regular pay, overtime pay and specific other earnings computed as a percentage of base pay. Computation of lump sum pay will be in accordance with provisions of paragraph 2 above and the payments thus computed will be included in the December 10, 1999 pay check where it will be listed separately as a "lump sum payment" and be subject to normal tax withholding and retirement deduction requirements. Exhibit A Management & Exempt Classifications (Fire Only) Job Code Job Title P2NC FIRE DISTRICT APPARATUS MANAGER APDE FIRE DISTRICT CHIEF OF ADMINISTRATIVE SERVICES SBSF FIRE DISTRICT FISCAL SPECIALIST REDS FIRE DISTRICT TELECOMMUNICATION MANAGER 11/15/99 Page 1 of 1 EXHIBIT B TIER 111 RETIREMENT w. Subject to the enactment of enabling legislation amending the 1937 Employees' Retirement Act to allow such election, the County will permit Tier 11 employees in the classes listed in Exhibit A to elect a Tier Ill Retirement Plan under the following conditions: 1. The County and the Labor Coalition must agree on the wording of the legislation. 2. Except for disability, all benefit rights, eligibility for and amounts of all other benefit entitlements for Tier Ill,from and after the date of implementation, shall be the same as Tier 1. The disability benefits for Tier 111 shall be the same as the current Tier 11 disability provisions. 3. The amount of the employee's required retirement contribution shall be established by the County Employees' Retirement Association and shall be based on the employee's age at entry into the retirement system. 4. Employees enrolled in Tier 11 who have attained five (5)years of retirement credited service as of the effective date of the enabling legislation shall have a six (6) month period after such date to make a one time irrevocable election of the Tier Ill Retirement Plan expressed herein subject to action by the Board of Supervisors to implement the Plan. Thereafter, employees enrolled in Tier 11 who have attained five (5) years of retirement credited service shall have a ninety (90) day period to make a one time irrevocable election of the Tier Ill Retirement Plan expressed herein. 5. a. The County's employer contributions and subvention of employee contribution§for employees electing Tier Ill which exceed those which would be required for Tier If membership shall: 1. be funded by reducing the general wage increase effective October 1, 1997, and the pay equity amounts attributable thereto, from 3% to 2%, and the general wage increase of all employees in the classes listed in Exhibit A shall be reduced accordingly; and 2. in the event the County's costs attributable to the creation and operation of Tier Ill exceed $3 million per year or the County Employees' Retirement Association's actuaries determine in future years that the County's retirement costs have increased and that the increase is attributable to the creation of Tier Ill and/or the impact of Tier III on the County's retirement costs, such increase shall be funded by reducing the general wage increase(s)'agreed upon in future years, and the pay equity amounts attributable thereto, to the extent that future wage increases are granted; and the general wage increase(s) of all employees shall be reduced according ly�and 3. any savings to the County resulting from the creation and operation of Tier Ill attributable to the classes listed in Exhibit A shall be used to offset future County retirement cost increases attributable to the creation and operation of Tier III for such classes; and 4. Such savings shall be held in an account by the Auditor-Controller' which is invested in the County's common pooled fund and will accrue interest accordingly. b. Subject to the provisions expressed above, any and all additional employer and County-paid employee contributions which exceed the sum of the County's legally required contributions under Tier I I attributable to the classes listed in Exhibit A shall be recovered by reducing general wage increases to the employees in the classes listed in Exhibit A. 6. a. The enabling legislation shall provide that the Tier III Retirement Flan may be implemented only by an ordinance enacted by the Board of Supervisors. b. Board of Supervisors' action to implement the Tier III Retirement Plan shall be taken not earlier than seven (7) months after the effective date of the legislation plus thirty(30) days after an actuarial report on the County cost of the Plan is received by the County, provided that before enactment of the ordinance, the Labor Coalition has not notified the County in writing that a one percent (1%) wage increase shall be-implemented by the County effective October 1, 1997, without Mf6rest, in lieu of implementation of the Tier III Retirement Plan. 7. The establishment of the Tier III Retirement Plan shall be subject to approval by the Board of Retirement of the Contra Costa County Employees' Retirement Association. 8. In the event the County is prevented from implementing the Tier III Retirement Plan for any reason on or before September 30, 1999, this provision for a Tier III Retirement Plan shall expire and.a one percent(I%)lump sum wage increase shall be implemented by the County within sixty (60) days after the determination that Tier III cannot be implemented or as soon thereafter as practicable for the period covering October 1, 1997 through such termination date, without interest, in lieu of the Tier III Retirement Plan. - EXHIBIT B EXHIBIT C 1999-2002 MANAGEMENT AND UNREPRESENTED EMPLOYEES COMPENSATION AND BENEFITS SUPPLEMENT I. IRGENTIVES A. Management 2.5% Longevity Pay Plan: Classified, exempt and project management employees whose classifications are set forth in Exhibit A, (excluding elected officials) and who have completed ten (10) years of appointed or elected service for the County shall be eligible to receive a 2.5% longevity differential. Exempt management employees in positions ineligible to receive vacation or sick leave accruals or to convert a portion of those accruals to cash under the terms of this Resolution shall be eligible to receive a 5% longevity differential upon the completion of ten (10) years service. For purposes of determining ten (10) years of service for this differential, the records utilized for service award purposes will control. B. Deferred Compensation Incentive: Effective January 1, 2000, the County's contribution to classified, exempt and project management employees and elected officials who participate in the County's Deferred Compensation Plan will be increased from $50 to $60 per month. To be eligible for this incentive, qualifying management and elected employees must first contribute a Base Contribution Amount and maintain a minimum monthly contribution to the deferred compensation plan as indicated below. The base contribution is computed from the date the employee signs an election form to participate in the program. Monthly Contribution Employees W/Current Qualifying Base Amount for Maintaining Monthly Salary of: Contribution Amount Incentive Program Eli iq bility $2,500 and below $250 $50 2,501 - 3,334 500 50 3,335 -4,167 750 50 4,168 - 5,000 1,000 50 5,001 - 5,834 1,500 100 5,835 - 6,667 2,000 100 6,668 & above 2,250 100 Employees who discontinue contributions or who contribute less than the required amount per month for a period of one (1) month or more will no longer be eligible for the $60 County supplement. To reestablish eligibility, employees must again make a Base Contribution Amount as set forth above based on current monthly salary. Employees with a break in deferred compensation contributions because of either an approved medical leave or approved financial hardship withdrawal shall not be required to reestablish eligibility. Further, employees who lose eligibility due to displacement by layoff, but maintain contributions at the required level and are later referred to an eligible position, shall not be required to reestablish eligibility. 1 C. Fire Management Educational Inc ntive Program: 1. Employees in Fire District management classifications who possess the appropriate certificates or educational degrees beyond the minimum requirements for their class and/or meet appropriate continuing educational requirements, shall be eligible to qualify for professional development educational incentives under conditions described herein. 2. Incumbents of the following classifications are eligible to participate in this incentive program: Fire Chief-Contra Costa County(RPA1) Assistant Fire Chief-Group I (RPBA) Assistant Fire Chief-Group II (RPBC) Battalion Chief(RPHA) Fire Officer-Exempt (RPH1) Fire Marshal-Group 11 (RJDA) Fire Training Supervisor(RWHA) Fire District Communications Manager(REDS) Supervising Fire Inspector (RJHB) Chief Fire Inspector(RJDA) 3. All differentials shall be designated as either contingent or permanent allowances and shall be awarded in increments of 2.5% of monthly base salary. The combined contingent and permanent educational incentives awarded any employee in any class listed above shall not exceed 7.5% of monthly base pay. 4. This plan will be subject to appropriate administrative guidelines and controls promulgated by the Fire Chief and approved by the Human Resources Director to insure that standards described herein are met. These guidelines include, but are not limited to, the following: a. Employees who become qualified for permanent allowance at either the 2.5% or 5% level as described herein shall be eligible for receipt of the appropriate allowance beginning on the date of qualification. b. Employees who qualify for either the permanent or contingent levels of allowance described herein do so effective the first day of the month providing that acceptable documentation is received by Fire District administration not later than the twenty-fifth (25th) of the preceding month. 5. The program is intended to encourage the further professional development 2 of eligible Fire District Management personnel by the pursuit and achievement of job-related certificates or degrees as follows: a. A Certificate -of—Achievemen in Fire Technology, Business Administration, Management and Supervision, or a related field from an accredited college. b. An Associate of Arts or Science deg= from an accredited college with a major in Fire Technology, Business Administration, Management and Supervision, or a related field. C. A Chief Officer certificate issued by the Office of the State Fire Marshal. d. A Baccalaureate Decree from an accredited college or university with a major in Business or Public Administration or a related field. 6. Qualification for allowances shall be under the following conditions: a. A contingent allowance of 2.5% shall be awarded for annually completing at least forty (40) hours of approved education or training car at least three (3) approved college semester units (or equivalent quarter units), or an approved combination thereof in pursuit of options a through d in Section 5. b. A permanent allowance of 2.5% shall be awarded for possession of one of the options a through d in Section 5. Only one 2.5% permanent allowance is available within this category. C. A permanent allowance of 2.5% shall be awardedfor possession of one of options a through d in Section 5 and an additional contingent allowance of 2.5% shall be awarded for annually completing at least forty (40) hours of approved education or training or at least three (3) approved college semester units (or equivalent quarter units), or an approved combination thereof in pursuit of any other option consistent with the officially declared educational objective. d. A permanent allowance of 5% shall be awarded for possession of either(1)options b and c in Section 5 or(2)options'a and d in Section 5. A person receiving this allowance may not receive an allowance under Section 6 b. e. A permanent allowance of 5% shall be awarded for possession of either(1)options b and c in Section 5 SSC(2)options'a and d in Section 5 aad an additional contingent allowance of 2.5% shall be awarded for 3 annually completing at least forty(40) hours of approved education or training gr at least three (3) approved college semester units (or equivalent quarter units), or an approved combination thereof consistent with the officially declared educational objective. Normally, this objective would be a Fire Chief certificate issued by the Office of the State Fire Marshal, a Baccalaureate Degree or Master's Degree. D. Continuina Education Allow-an-c-e----for---She-riff--s'--.- Non-Sworn Managers: Sheriff s Department employees in the classes of Sheriff s Fiscal Officer(64SJ), Sheriff's Chief of Management Services (AFDC), Sheriff's Communication Director - Dispatch Services (64GA), Administrative Services Assistant (APTA), and Supervising Sheriffs Property Technician (64HQ) are eligible to participate in this program. The County agrees to pay a 2.5% Continuing Education Allowance for the annual completion of at least sixty (60) hours of approved education or training or at least three (3) semester units of department approved college credit or approved combination thereof in accordance with the following criteria. 1. The application must be submitted, in advance to the Sheriffs Department, prior to the fiscal year in which the education or training will occur; 2. Education or training must be directly related to the technical or management duties of the employees job; 3. The course must be reviewed and approved by the Sheriff's Department Standards and Resources Bureau in advance; 4. The employee must show evidence of completion with a passing grade. If. DIFFERENTIALS A. Conservatorship Differential: Unit Supervisors in the Conservatorship Program shall receive a differential of 5% of the hourly equivalent of the base rate per hour worked while in regular pay status. B. Building Inspection Differential: Employees in the single-position management classes of Supervisor, Inspection Services, Building Inspection Special Program Coordinator, and Housing Rehabilitation Coordinator when assigned to the New 4 151 Construction or Housing Divisions shall receive a differential of 5% of base monthly salary. C. Professloinal Accounting Differential: Incumbents of management professional accounting, auditing or fiscal officer positions who are duly qualified as a Certified Public Accountant (CPA), Certified Internal Auditor (CIA), Certified Management Accountant (CMA), or Certified Government Financial Manager (CGFM) shall receive a differential of 5% of monthly base salary. D. Department QfAgriculfor e Diff-erential: Effective January 1, 1997, the classes of Supervising Weights and Measures Inspector (BWHA) and Deputy Agricultural Commissioner(BAHA) shall receive a differential of 3.5% of monthly base pay for possession of either a valid Commissioner License or a valid Sealer of Weights and Measures License. E. Physical Eitness Differential for Law Enforcement Management I Sheri n' Office Sworn management personnel in the Contra Costa County Sheriffs Office in the classes listed below shall be eligible upon completion of fifteen (15) years County service as a full-time, permanent sworn law enforcement officer for a base salary differential contingent upon the Sheriffs' certification of the employee's good faith effort to maintain his/her physical health in accordance with health fitness standards established by the Wellness Division of the Human Resources Department in conjunction with the Sheriffs Department. Classes eligible include: Sheriff Coroner(6XA1) Undersheriff(6X413) Commander(6XDI) All personnel in these classes on the effective date who have fifteen (15) years County service as a full-time, permanent sworn law enforcement officer shall be eligible for this differential but will be required to undergo a complete physical examination administered by a physician of the Countys choice at a designated future date. The examination will be conducted at County expense. If the physician concludes the employee does not meet the agreed-upon health fitness standards, the physician will prescribe a personalized physical fitness program. The program will be specifically designed to enable the employee to meet the agreed-upon health fitness standards. The employee will be reevaluated not later than one (1) year following the date of the initial physical examination. To continue to qualify for the five percent (5%) physical fitness differential,the employee must meet the agreed-upon fitness standards, or the physician must present written evidence to the Human 5 Resources Department-Benefits Services Division, that the employee has and is making a "good faith effort" to meet the agreed-upon health fitness standards. 2. District Attorney's Dep rtmen# Management personnel in the Contra Costa County District Attorney's Office in the classes listed below shall be eligible for a five percent (5%) monthly wage differential for participation in a physical fitness program. To be eligible for this program, management employees must have attained 1) four (4) years of peace officer experience with Contra Costa County, 2)fifteen (15) years of P.O.S.T. experience, and 3) age thirty-five (35). Continued receipt of this differential will require that the employee annually meet physical fitness standards established by the Wellness Division of the Human resources Department in conjunction with the District Attorney. Management classes eligible include: District Attorney Chief of Inspectors - Exempt (6KD1) District Attorney Lieutenant of Inspectors (6KNB) District Attorney Supervising Welfare Fraud inspector (6KWG) F. Bilingual Pay Differential: Effective October 1, 1999, a salary differential of$70 per month, $ 75 per month effective October 1, 2000, and $80 per month effective October 1, 2001, shall be paid Management/Unrepresented employees whose classifications are listed in Exhibit A, and who are incumbents of positions requiring bilingual proficiency as designated by the Appointing Authority and the Human Resources Director. Said differential shall be prorated for employees working less than full time and/or on an unpaid leave of absence during any given month. Designation of positions for which bilingual proficiency is required is the sole prerogative of the County, and positions which may now or in the future require special language skills may have such requirement amended or deleted. G. Assessor's Educational Achievem _nt Differential: Employees in the unrepresented management classes of Assessment Procedures Supervisor, Supervising Appraiser, Supervising Auditor-Appraiser, Chief, Standards and Drafting, Chief, Valuation; Assistant County Assessor and Assistant County Assessor-Exempt shall be entitled to, at the discretion of the County Assessor, a salary differential of$50 per month gL1.5% of base salary, whichever is larger, for possession of a certification for educational achievement from at least one (1)of the following: 1. American Institute of Real Estate Appraisers Residential Member designation. 6 s _s'+ 2. State Board of Equalization Advanced Appraiser Certification. 3. International Association of Assessing Officers Residential Evaluation Specialist. 4. Society of Auditor-Appraiser Master Auditor-Appraiser designation. 5. Society of Real Estate Appraisers Senior Residential Appraiser designation. 6. Any other certification approved by the County Assessor and the Human Resources Director. H. Ra P=eft Agent AdvanQed Certifi a+� to Differential, Employees in the management classes of Lease Manager, Principal Real Property Agent and Supervising Real Property Agent shall receive a monthly differential in the amount of five percent (5%)of monthly base pay for possession of a valid Senior Member Certificate issued by the International Executive Committee of the International Right of Way Association, providing that the current certificate has been issued or recertified not earlier than April 1, 1933. Verification of eligibility shall be by the Department Head or his/her designee who shall advise the Auditor-Controller to initiate payment to the employee. Eligibility for receipt of the differential shall begin on the first day of the month following the month in which eligibility is verified by the Department Head. All employees who qualify for the Senior Member certificate must recertify every five (5)years with the International Right of Way Association in order to retain the Senior Member designation and continue to receive the differential. In order to recertify, a Senior Member must accumulate seventy-five (75) hours of approved education which may include successfully completing courses, attending educational seminars or teaching approved courses. 1. Beset CoordinatorQifforeDIW. One (1) Senior Deputy County Administrator, appointed by the County Administrator to serve as budget coordinator, shall receive an additional $500 per month. J. Planner HI/Eyironme_ntal Manner Assignment Differential. Incumbents in the classes of Planner III and Environmental Planner may be given either a 5% or 10% salary differential for special project assignments with major political and/or financial impact. Differentials are based on assignment to projects by the Department Head and approved by the Director, Growth Management and Economic Development Agency. Differentials will become effective the first of the month fallowing the month approved. All differential assignments will be reviewed on July 1 of each year to determine what level of differential, if any, will continue to be paid. 7 K. Management employees in the classes of Chief Animal Control Supervisor and Animal Services Lieutenant will be compensated for time spent in assisting police agencies in the serving of search warrants. The amount of special compensation per incident shall be equal to that paid Animal Services Officers for performing this duty (currently $100). Only employees involved in actual entry team activities shall be so compensated. The Department continues to retain the sole right to select and assign personnel to such search warrant duty. 111. LEAVES WITH AND VVITHOUT_ A. Ho W: For permanent, full-time employees the County will observe the following holidays during the term covered by this Resolution: New Year's Day Labor Day Martin Luther King Jr. Day Veterans' Day Washington's Birthday Thanksgiving Day Memorial Day Day after Thanksgiving Independence Day Christmas Day Such other days as the Board of Supervisors may by Resolution designate as holidays. For all management and unrepresented employees in the County Library Department the day after Thanksgiving is deleted as a holiday and the day before Christmas is added as a holiday. Any holiday listed above which falls on a Saturday shall be observed on the preceding Friday and any holiday listed above which falls on a Sunday shall be observed on the following Monday. Permanent part-time management and unrepresented employees shall receive paid holiday credit in the same ratio to the holiday credit given full-time management and unrepresented employees as the number of hours per week in the part-time employee's schedule bears to the number of hours in the regular full-time schedule, regardless of whether the holiday falls on the part-time employee's regular work day. B. Floating-Holidays: In addition to the designated holidays, all employees whose classifications are set forth in Exhibit A (except elected officials)shall accrue two (2) hours of personal paid holiday credit per month. This time shall be prorated for part- time employees. Such personal holiday time may be taken in increments of one- half (Y2) hour. No employee may accrue more than forty (40) hours of personal holiday credit. On separation from County service, the employee shall be paid for any unused personal holiday credits at the employee's then current pay rate. 8 C. Application of N©liday_Credit: 1. Employees on the regular forty (40) hour 8:00 a.m. to 5:00 p.m. Monday through Friday work schedule shall be entitled to a holiday whenever a holiday is observed pursuant to the schedule cited above. 2. Employees on a work schedule other than the regular one shall be entitled to credit for any holiday, whether worked or not, observed by employees on the regular schedule; conversely, such employees will not receive credit for any holiday not observed by employees on the regular schedule even though they work the holiday. The purpose of this plan is to equalize holidays between employees on the regular work schedule and those on other work schedules. If a holiday falls on either of the two (2)days off of an employee on a schedule other than the regular one, for timekeeping purposes, the employee shall be given credit for overtime or granted time off on his/her next scheduled work day. Employees who are not permitted to take holidays because of the nature of their work are entitled to overtime pay for holiday work. D. Vacatign Accrual: All management employees, excluding elected officials, shall accrue paid vacation credit as follows: Monthly Maximum Accrual Cumulative Lenath of Service Hours Hours Under 11 years 10 240 11 years 102/3 258 12 years 11 1/3 272 13 years 12 288 14 years 12 213 304 15 through 19 years 131/3 320 20 through 24 years 162/3 400 25 through 29 years 20 480 30 years and up 231/3 560 E. Annual Man t ement Administrative Leave: Effective January 1, 2000" and each January 1 thereafter, all permanent full-time classified, exempt and project management employees not included in representation units in classifications listed in Exhibit A shall be credited with sixty (60) hours of paid personal leave. This time 9 _ _ __ is non-accruable and all balances will be zeroed out effective December 31st each year. Any classified, exempt or project management positions covered by the Fair Labor Standards Act shall receive overtime pay and shall not be eligible for Management Administrative Leave. Permanent part-time employees shall have such leave prorated based upon position hours. F. Manageme Ata nay Administrative Leave: In lieu of the sixty (60) hours provided for by Subsection E above, permanent management, exempt and unrepresented attorneys in the Office of the district Attorney, County Counsel and Public Defender excluding any fixed-term attorney, shall be credited with ten (10) days (eighty (80) hours) of management administrative leave on January 1st providing that they were appointed to a management position not later than July 1 st of the preceding year. Employees appointed after July 1st shall be eligible for sixty (60) hours administrative leave on the first succeeding January 1 st consistent with other management employees but shall be eligible for eighty (80) hours annually thereafter. G. Sick Leave: All employees in classifications listed in Exhibit A, excluding elected officials, shall receive sick leave benefits for the term of this Resolution in accordance with provisions of County Salary Regulations, Section 9.3 and Administrative Bulletin 411.6 on Sick Leave Policy adopted April 8, 1992 as amended. H. Leave Without Pay-Use of Accruals: An employee on authorized leave may choose to remain in a pay status each month by using available sick leave (if so entitled under the Administrative Bulletin on Sick Leave), vacation, floating holiday, compensatory time off or other entitlements. However, this option may only be exercised for the first twelve (12) months of the leave period. Upon request of the employee, the employee's leave may be interrupted for a pre-determined number of hours each month and accruals used to restore the employee to pay status on a monthly basis. After the first twelve (12) months, the leave period may not be "broken" into segments and accruals may not be used (except as may be required by the SDI/sick leave buy-back program). For the purpose of this section, a management employee on LTD (long term disability insurance benefits) is considered on a leave of absence without pay. I. Family Care Leave. The provisions of the Personnel Management Regulations (Part 10, Section 1006.3, as amended) and Resolution 94/416, as amended, relating to Leaves of Absence and Family Care Medical Leave apply to all employees covered by this Resolution. J. Furlough Days Without Pay, Subject to prior written approval of the appointing authority, employees may elect to take furlough days or hourswithout pay (pre- authorized absence without pay), up to a maximum of fifteen (15)calendar days for any one continuous period. Longer pre-authorized absences without pay are 10 considered leaves of absence without pay. Employees who take furlough time shall have their compensation for the portion of the month worked computed in accord with Section 1.5 (Compensation for Portion of Month) of the County Salary Regulations, Resolution 83/1 as amended. Notwithstanding Sections 9.1 and 9.3 of the Salary Regulations, full-time and part-time employees who take furlough time shall have their vacation, sick leave, floating holiday and any other paid leave accruals computed as though they had worked the furlough time. For payroll purposes, furlough time shall be reported separately from other absences without pay to the Auditor-Controller. This provision expires September 30, 2000. IV. BENEFITS AND_AL-LO 1WANCES— Supersede by Resolution 99/546 A. Health Plan Coverag": For employees in classes listed in Exhibit A, the County B. will provide a program of medical, dental and term life insurancecoverage through Contra Costa Health Plan (CCHP), Kaiser-Permanente Foundation (KPF), Health Net(HNT), Qual Med (QMDPPO), Delta Dental Plan (DDP), Safeguard Dental Plan (SGD) and Aetna Life Insurance (ALI). Health and Dental Plan Contribution Rates: 1. Effective October 1, 1995 the County will continue to contribute monthly medical and dental premiums to permanent and permanent part-time employees who are scheduled to work 20 or more hours per week. Permanent-Intermittent and permanent part-time employees working less that 20 hours per week may enroll in a plan but are not entitled to the County contribution. 2. Contra Costa Health Plan (CCHP) -The County will contribute ninety-eight percent (98%) of monthly premium costs for CCHP, Delta and Safeguard A Dental premiums. The County contribution for Safeguard B will be the same as Safeguard A not to exceed the total premium of Safeguard B. 3. Health Net HMO and K iser - The County will contribute seventy-nine percent (79%) of monthly premium costs for health premiums. 4. QualMed PPO- The County will equally share fifty-fifty percent(50/50%)the amount of any premium increases. 5. Dental Only - Employees will continue to pay one cent ($.01) per month toward the dental premium. 6. Delta and Safeguard A Dental - The County will contribute seventy-seven percent(77%)of monthly premium costs for dental premium except as noted above for Contra Costa Health Plan members. 7. Safeauard B Dental - The County will contribute the same contribution as 11 Safeguard A not to exceed the total premium of Safeguard B. 8. Life tnsuranca - The County will continue to pay 100% of the premium for $3000 term life insurance provided under conditions contained in Section 'I above. UniforMft of Coverages: The County shall extend to all management employees, elected officials and unrepresented employees whose classifications are listed in Exhibit A, any new or adjusted health plan benefits which may be negotiated with employee organizations during the term of this Resolution with the exception of CalPERS. B. Hoolth Pian Coverages an Provisions: The following coverages and provisions are applicable for the term of this Resolution to all employees eligible for County Health Plan participation whose classes are listed in Exhibit A. 1. Health Plan P iploye : A permanent intermittent employee and employees provisionally appointed to permanent positions in a class set forth in Exhibit A may participate in the County Group Health Plan only at the employee's expense. The County will not contribute to the employee's monthly premium and the employee will be responsible for paying the 'monthly premium appropriately and punctually. 2. Partial Month: The County's contribution to the Health Plan premium is payable for any month in which the employee is paid. If an employee's compensation in any month is not sufficient to pay the employee share of the premium,the employee must make up the difference by remitting the amount delinquent to the Auditor-Controller. The responsibility for this payment rests with the employee. 3. Leave of A sense: The County will continue to pay the County share of health care premiums (Medical and or dental coverage) for enrolled employees who are on an approved unpaid leave of absence for a period of at least one (1) month, provided the employee share of the health care premium is paid by the employee. 4. Retirement Cova ae: A. Upon retirement, employees may remain in their County group medical plan if immediately before their retirement they are either active subscribers to one of the County health plans or if on authorized leave of absence without pay, they have retained continuous group or individual conversion membership during the leave period. 12 B. FmploMs Who File For Deferred Retirement Effective two ( ) months following adoption of this Resolution by the board of Supervisors, employees covered by this Resolution who resign and file for a deferred retirement may continue in their County group health and dental plan under the following conditions and limitations: 1. Health and dental coverage during the deferred retirement period is totally at the expense of the employee, without any County contributions. 2. Life insurance coverage is not included. 3. To be eligible to continue health and dental coverage, the employee must: a. be qualified for a deferred retirement under the 1937 Retirement Act provisions. b. be an active member of a County group health and/or dental plan at the time of filing their deferred retirement application and elect to continue health benefits. C. be eligible for a monthly allowance from the Retirement System and direct receipt of a monthly allowance within twenty-four (24) months of their application for deferred retirement. d. file an election to defer retirement and to continue health benefits hereunder with the County Benefits Division within thirty (30) days before their separation from county service. 4. Deferred retirees who elect continued health benefits hereunder may maintain continuous membership in their County health and/or dental plan group during the period of deferred retirement at their full personal expense, by paying the full premium for their health and dental coverage on or before the 11 th of each month to the Auditor-Controller. When they', begin to receive retirement benefits, they will qualify for the same health and/or dental plan coverage and county subvention to 13 which retirees who did not defer retirement are entitled. 5. Deferred retirees who elect continued health benefits hereunder may elect not to maintain participation in their county health and/or dental plan during their deferred retirement period; and may'instead qualify for the same coverage and county subvention in any County health and/or dental plan when they begin to receive retirement benefits as retirees who did not defer retirement are entitled; provided reinstatement to a County group health and/or dental plan with county subvention occurs no sooner than the first of the month following a full three (3) calendar month waiting period after the commencement of their monthly allowance. 6. Eligibility for County subvention will not exist hereunder unless and until the member draws a monthly retirement allowance within not more than twenty-four (24) months after separation from County service. 7. Deferred retirees are required to meet the same eligibility provisions for health/dental plans as active/retired employees. 8. Dual Coverage: If a husband and wife both work for the County and one of them is laid off, the remaining eligible shall be allowed to enroll or transfer into the health coverage combination of his/her choice. An eligible employee who is no longer covered for medical or dental coverage through a spouse's coverage shall be allowed to enroll or transfer into the health coverage combination of his/her choice within thirty (30) days of the date coverage is no longer afforded under the spouse's plan. C. Efigibility Criteria Applicable to All Enrollees in Medical Plane I The eligibility criteria listed below will be in effect for all new employees on the first of the month following the 1996 open enrollmentperiod. 2. The following persons may be enrolled as the eligible Family Members of a Subscriber. 14 a. The Subscriber's Spouse. b. The Subscriber's Child, which includes a natural or legally adopted child of either a Subscriber or the spouse, a faster child entirely supported by the Subscriber or the spouse and for whom the Subscriber or the spouse is the legal guardian, provided in all cases that the child is dependent, unmarried, and under the age of twenty- five (25). Nevertheless, foster children who are eligible for Medi-Cal coverage are not eligible for coverage under the Plan. Pursuant to Insurance Code Section 10921, immediate coverage is available to each newborn child of a Member and to any minor child placed in the physical custody of a Member for adoption. For a legally adopted child, proof of eligibility by a court adoption order and a copy of a U.S. income tax return of the Subscriber or the spouse showing dependency of the child, may be required. For a foster child, proof of eligibility requires a copy of a Social Service Foster Care Agreement and a letter form Social Service verifying that the child is not eligible for Medi-Cal coverage. For dependents aged nineteen (19)to twenty- five (25), a statement may be required to verify that the child is legally dependent in accordance with Internal revenue Service requirements. Attainment of the limiting age shall not terminate coverage of a child while the child is and continues to be both (a) incapable of self-sustaining employment by reason of mental retardation or physical handicap and (b) chiefly dependent upon the Subscriber for support and maintenance, provedthe proof of such incapacity and dependency is furnished to the Plan Administrator by the Subscriber within thirty-one (31) days of the child's 25th birthday and annually thereafter, if required by the Plan Administrator. D. Whorkers' Compensation A permanent employee shall receive 86% of regular monthly salary for all accepted claims filed with the County on or after January 1, 2000 excluding those certain employees entitled to benefits as defined under the Workers' Compensation laws of California, Labor Code Section 4850. E. emonal PrQjective EgUjpn ent: The County shall reimburse employees for safety shoes and prescription safety eyeglasses in those classifications set forth in Exhibit A, which the County has determined eligible for such reimbursement. 1. Safety Shoes. For each two-year period starting January 1, 2000, eligible employees will be allowed reimbursement for the purchase and repair of safety shoes up to a maximum of two hundred dollars ($200). For each two- year period starting January 1, 2002, eligible employees will be allowed reimbursement for the purchase and repair of safety shoes up to a maximum of two hundred twenty-five dollars ($225). There is no limitation on the number of shoes or number of repairs allowed. 15 2. Safety--Eye lasses. The County will reimburse eligible employees for prescription safety eyeglasses which are approved by the County and are obtained from such establishment as required by the County. F. Mileage Reirnbursemen#: For all employees in classes listed in Exhibit A, but excluding Department Heads as defined below, mileage allowance for the use of personal vehicles on County business shall be paid according to the rates allowed by the Internal Revenue Service (IRS) and shall be adjusted to reflect changes in this rate on the date it becomes effective or the first of the month following announcement of the changed rate by the IRS, whichever is later. Mileage allowance for the use of personal vehicles on County business by employees in the class of Supervising Appraiser and Supervising,Auditor-Appraiser shall be at the rate of$.02 per mile above the current IRS rate for all miles driven. G. Executive Automobile Allowance: The County Administrator, appointed Department Heads and elected Department Heads shall be eligible to receive a monthly automobile allowance plus $ .25 per mile for mileage. Receipt of the automobile allowance will require that Department Heads and officials furnish a private automobile for County business. Allowance shall be made as follows: 1. County Administrator = $550 per month (effective 10101190). 2. Elected Department Heads = $500 per month (effective 10/01199). Assessor District Attorney Auditor-Controller Sheriff-Coroner Clerk-Recorder Treasurer-Tax Collector 3. Appointed Department Heads = $450 per month (effective 10/01/99). Agricultural Commissioner/Director of Weights and Measures Community Services Director County Counsel County Librarian County Probation Officer County Veterans' Service Officer County Welfare Director Director of Animal Services Director of Building Inspection Director of Community Development 16 Director of General Services Director of Policy& Innovation Director of Health Services Director of Human Resources Director of Information Technology Local Agency Formation Commission Director Public Defender Public Works Director Retirement Administrator If use of a County vehicle is temporarily required as a result of an emergency such as an accident or mechanical failure to the Executive's personal automobile, with the approval of the County Administrator, a County vehicle may be utilized. The General Services Department will charge the Executive's department for the cost of the County vehicle usage consistent with County policy. H. Retir-ament Contribution: Pursuant to Government Code Section 31581.1, the County will pay 50% of the retirement contributions normally required of elected, management and unrepresented employees whose classifications are listed in Exhibit A. Employees shall be responsible for payment of the employee's contribution for the retirement cost-of-living program as determined by the Board of Retirement of the Contra Costa County Employees' Retirement Association without the County paying any part of the employee's share. The County will continue to pay the employer's share of the retirement cost-of-living program contribution. I. 414N Participation: The County will continue provisions of Section 414 (h) (2) of the Internal Revenue Code which allows the County Auditor-Controller to reduce the gross monthly pay of employees in classes listed in Exhibit A by an amount equal to the employee's total contribution to the County Retirement System before Federal and State income taxes are withheld and forward that amount to the Retirement system. This program of deferred retirement contribution will be universal and non- voluntary as is required by statute. J. 401(a) Deferred Benefit Plan: The County will conduct a study regarding 401(a) Plan and implement the Plan if it is feasible. K. M_ gement Life Insurance: All classified, project and exempt management employees, excluding department Heads, and elected Officials listed above in Section V.( G) 1-3 whose classifications are identified in Exhibit A shall be provided with a $47,400 term life insurance policy. The coverage shall include an accelerated death benefit option. Elected officials and Department Heads shall 17 continue to be provided with $50,000 term life insurance policies. Premiums for this insurance shall be paid by the County with conditions of eligibility to be reviewed annually. All employees covered herein may also subscribe voluntarily for supplemental life insurance coverage. L. AnQmey Professional Development Relimb rrsement; The County shall reimburse employees in the below listed management attorney classifications up to a maximum of$350 each fiscal year for the following types of expenses: 1. Purchase of job-related computer hardware and software. 2. Membership dues in legal professional associations. 3. Purchase of legal publications. 4. Training and travel costs for job-related educational courses. Any unused accrual may be carried forward to the next fiscal year up to a maximum of$700. Classes eligible are: Assistant County Counsel District Attorney'-Public Admin. Assistant Public Defender Deputy County Counsel Deep,Class Assistant Public Defender-Exempt Chief Assistant Public Defender-Exempt Chief Deputy District Attomey-Exempt Chief Trial Deputy Public Defender Deputy County Counsel-Fixed Term* Deputy District Attorney Deputy County Counsel-Small Claims Deputy District Attorney-Fixed Term* County Counsel Public Defender Civil Litigation Attorney Deep Class Senior Deputy District Atty.-Exempt * Prorated on a monthly basis In addition, the County shall reimburse employees in the above listed classes for Califorina State Bar membership dues (but not penalty fees) and for criminal and/or civil specialization fees if annually approved in advance by the DepartmentHead. M. lra ina; All management and unrepresented employees in classes listed in Exhibit A, excluding attorney classes listed in Section IV (k) above, shall be eligible for career development training reimbursement in the maximum amount of$550 per fiscal year. The reimbursement of training expenses shall be consistent with Administrative Bulletins on Travel and Training. N. Management Dene men Policy:icy: All management and unrepresented employees shall be authorized to attend professional training programs, seminars, and workshops, a minimum of thirty (30) hours annually, during normal work hours with Department Head approval for the purpose of developing knowledge, skills, 18 and abilities, in the areas of supervision, management and County policies and procedures. Departments are particularly encouraged to provide professional development opportunities(above the thirty(30) hours minimum)for people newly promoted into positions of direct supervision. Priority for professional training programs shall be afforded those offered through the Contra Costa Training Institute. Other related and appropriate training/education resources approved by the department may also be considered. To encourage personal and professional growth, the County provides reimbursement for certain expenses incurred by employees for job-related training (required training and career development training/education). Provision for eligibility and reimbursement are identified in Administrative Bulletin 12.7, November 1, 1989, as amended. O. Long-_Term Disability Insurance: For classified, project and exempt management employees and elected officials whose classifications are listed in Exhibit A, the County shall continue in force all provisions of the Long-Term Disability Insurance program with a replacement limit of 85% of total monthly base earnings reduced by any deductible benefits. The premium for this Long-Tema Disability Insurance program shall continue to be fully paid by the County. P. Vacation Buy Back: Classified, Project and Exempt Management employees (including those working twenty-four (24) hour shift patterns in merit system fire districts) in classes listed in Exhibit A, may choose reimbursement for up to one- third (1/3) of their annual vacation accrual, subject to the following conditions: (1) the choice can be made only once in each calendar year; (2) payment shall be based on an hourly rate determined by dividing the employee's monthly salary by 173.33 (242.67 for employees working twenty-four(24) hour shifts in fire districts); and (3)the maximum number of hours that may be reimbursed in any year is one- third (1/3) of the annual accrual. In those instances where a lump-sum payment has been made to management employees in lieu of a retroactive general salary adjustment for a portion of the calendar year which is subsequent to exercise by a management employee of the vacation buy-back provision herein, that employee's vacation buy back shall be adjusted to reflect the percentage difference in base pay rates upon which the lump- sum payment was computed provided that the period coveredby the lump-sum payment was inclusive of the effective date of the vacation buyback. 19 Q. Uniform Allowance: S eriff-Co e s Department. The uniform allowance for non-sworn management employees in the Sheriff-Coroner's Department shall be increased to $675 per year effective July 1, 1999, $725 per year on July 1, 2000, and $800 effective July 1, 2001, payable 1112 of the yearly total in monthly pay warrants. Management employees eligible for this uniform allowance include: Sheriffs Fiscal Officer (64SJ), Sheriffs Chief of Management Services (AFDC), Sheriffs Administrative Assistant III (ADTA). (b) Animal .e 'ccs Department. The uniform allowance for employees in the management classifications of Animal Services Lieutenant and Chief Animal Control Supervisor shall be increased to $675 per year effective July 1, 1999, $725 per year on July 1, 2000, and $800 effective July 1, 2001, payable 1112 of the yearly total in monthly pay warrants. Any other increase in the Uniform Allowance, which may be granted to Animal Services Officers while this Resolution is in effect, shall be granted to the Animal Services management classes. R. Fire District Sick Leave and Vacation Accrual Rates: Vacation and sick leave accrual and usage rates for management employees regularly assigned to fifty-six (56) hour per week positions within the Contra Costa, Orinda and Moraga Fire Protection Districts shall continue to be in accordance with Administrative bulletins issued by the respective Districts. S. ProfessionallDeveloptnent Reimbursement: Classified, project and exempt management employees, excluding Department Heads, their chief assistant(s), engineering managers, and all attorney classes, shall be eligible for reimbursement of up to $525 for each two (2) year period beginning January 1, 2000 for memberships in professional organizations, subscriptions to professional publications, attendance fees at job-related professional development activities and purchase of computer hardware and software. Department Heads and their chief assistant(s) shall be eligible for similar reimbursement in the amount of $825 for each two (2) year period beginning January 1, 2000. Engineering Managers shall be allowed reimbursement for qualifying professional development expenses as noted above and professional engineering license fees required by the employee's classification up to a total of$650 for each two (2) year period beginning January 1, 2000. Authorization for individual professional development reimbursement requests shall be made by the Department Head. Reimbursement will occur through the regular demand process with demands being accompanied by proof of payment (copy of 20 __ invoice or canceled check). T. Sick Leave Incentive elan: Classified, project and exempt management employees whose classes are listed in Exhibit A shall be eligible for a payoff of unused sick leave accruals at separation. This program is initiated as an incentive for employees to safeguard sick leave accruals as protection against wage loss due to time lost for injury or illness. Payoff shall be approved by the Director of Human Resources and can be awarded only under the following conditions: 1. The employee must have resigned in good standing. 2. Payout is not available if the employee retires. 3. The balance at resignation must be at least 70% of accruals earned in the preceding continuous period of employment, but excluding any sick leave use covered by the Family and Medical Leave Act, the California Family Rights Act, or the California Pregnancy Disability Act. 4. Payout shall be under the following schedule: Years of Permanent Percent of Unused ontin Qua Service Sick Leave Paid 3 - 5 years 30% 5 - 7 years 40% 7 plus years 50% U. Video Display Terminal "T) Users y+e Examination: All elected officials (except Superior and Municipal Court Judges and other Judicial Officers as defined in Resolution 95/400) appointed officials and classified, project and exempt management employees whose classifications are listed in Exhibit A, shall be eligible to receive an annual eye examination on County time and at County expense provided that the employee regularly uses a video display terminal at least an average of two (2) hours per day as certified by their department. Employees certified for examination under this program must process their request through the Benefits Services Unit of the County Human Resources Department. Should prescription VDT eyeglasses be prescribed for the employee following the examination, the County agrees to provide, at no cost, the basic VDT eyewear including $10 frame and single vision lenses. Employees may, through individual arrangement between the employee and the employees' doctor and solely at the employee's expense, include bifocal, trifocal or blended lenses and other care, services or materials not covered by the Plan. The basic plan coverage, including 21 a• fi�S the examination, may be credited toward the employee-enhanced benefit. V. Gatastrpj2hic 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 Sank. W. Holiday Pay for Nursing Shift Coordina or: Permanent part-time and permanent- intermittent employees in the class of Nursing Shift Coordinator who work on a holiday shall receive overtime pay or compensatory time credit for all hour worked, up to a maximum of eight (8) hours. Limited term employees in the class of Nursing Shift Coordinator who work on a holiday shall be compensated at one and one-half (1 'l3)times the hourly rate for all hours worked, up to a maximum of eight (8) hours. X. Podiatrists/Optometrists Unrepresented Status: The classes of Exempt Medical Staff Podiatrist(VPS2)and Exempt Medical Staff Optometrist (VPS1) shall continue to be eligible under terms of this Resolution for Educational Leave as provided in Resolution 891741 Section 9; Malpractice coverage as provided in Resolution 89/741f Section 11 and Paid Personal Leave as provided in Resolution 92/528. All other benefits and coverages afforded unrepresented employees in this Resolution shall apply to these classes. Y. Health Cay e S ep ndincc_Account: For all employees covered by this Resolution 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 designated to qualify for tax savings under Section 125 of the Internal Revenue Code, but such savings are not guaranteed. Effective January 1, 2000, the HCSA Program allows employees to set aside a pre-determined amount of money from their paycheck, not to exceed $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 is forfeited and cannot be recovered by the employee. Z. PERS Long Term Care: For all employees covered by this Resolution, the County will deduct and remit monthly premium and eligible lists to the EWERS Long Term Care Administrator, at no County administrative cost, for County employees who are eligible and voluntarily elect to purchase long term care at their personal expense through the PERS Long Term Care Program. The County further agrees that County employees interested in purchasing PERS Long Term Care may participate in meetings scheduled by PERS Long Term Care on County facilities during non-work hours, (i.e., coffee breaks, lunch hour). 22 _......._ .. .__.... ..__. ._.. ......... ....._........... _ _ . _.. .... ... ........... ............._....................._..._. ..........__. ........_. .....__._......_.......... ... VI. CURRENT TERMS ANC ONDITIt}NS OF EMPLOYMENT A. Overtime Ex+cluslon: In recognition of their management status, all classified, exempt and project management employees whose classifications are listed in Exhibit A, shall continue to be overtime exempt. The Office of the County Administrator shall continue its authority to exclude certain management classes from Overtime Exemption. Provisional appointees to management classes and employees receiving higher pay for a higher management classification who were not previously in a management class shall not be placed on the Overtime Exempt Exclusion List since they are not eligible for management benefits. B. Part-Time- Em llgyees: Part-time Classified, Exempt and Project Management employees whose classifications are listed in Exhibit A,who work at least in a 20140 position on a continuing basis, shall be provided the management benefits listed in this Resolution except that vacation and sick leave accruals shall be prorated by position hours. C. Perm Hent-Intermittent EmplQyees: Permanent-intermittent employees whose classifications are set forth in Exhibit A, are eligible for vacation and sick leave benefits as defined in this Resolution on a pro-rata basis. D. Length of Service Credits: For all employees whose classifications are listed in Exhibit A, the length of service credits of each permanent employee shall date from the beginning of the last period of continuous County employment including temporary, provisional and permanent status and absences on approved leave of absence except that when an employee separates from a permanent position in good standing and is subsequently reemployed in a permanent County position prior to the completion of two (2) years from date of separation, the period of separation will be bridged. Under these circumstances, the service credits shall include all credits accumulated at time of separation but shall not include the period of separation. The service credits of an employee shall be determined from employee status records of the Human Resources Department. E. Mirror Classifications: As determined by the Human Resources Director, employees in unrepresented job classifications which mirror management, represented or other unrepresented job classifications shall continue to receive the salary and fringe benefits that are received by employees in the comparable mirror classifications. F. Deep Classes: No provisions of this Resolution regarding terms and conditions of employment for management or unrepresented employees is intended to supersede any specific prevision in effect within any separate Deep Class Resolution for these classifications. 23 G. Administrative Provision: The County Administrator shall establish guidelines, bulletins or directives as necessary to further dune or implement provisions contained in this Resolution, all provisions of Resolution No. 8811 and the County Salary Regulations shall continue to apply to management and unrepresented employees covered by the terms of this Resolution. 24 ,< POSITION ADJUSTMENT REQUEST NO. DATE 11/Z/98 t` Department No./ COPER iia ar Cammni.t Devel g t Budget Unit No. 7 Or N0.3501 A enc No. 5. Action Rees a two Flamers one. Clerk-Senior Zeve one lark-fru avel sitions• caxrce ra es cyan gra r r... ann �an s. ropos Effective e: 11717997 Classification Questionnaire at+ ached% Yes 0 M019 -A Cost is within Department's budget: Yes 6 No 0 Total One-Time Costs (non-salary) associated with request: $� ; Estimated total .cost adjustment {salary/benafits/one time: w Total annual cost $134. 8, diet County Cost $ Total this FY 78 638 N.C.C. this FY $' SOURCE OF FUNDING; TO OFFSET ADJUSTMENT topaewrnwnt n 1eoals rAwmmy**WAW*and =W*10 UM aft&wd of Mew womalkm at my vims4w , or epi; a�en ea REVIEWED BY CAD AND RELEASED TO HUNAN RESOURCES D epu County dm nisfrafor Dalte asp:+Me+sarrsaeoR�as� ecrerssra:s saam�me�rartramare as�sseieaaaee erca��easeams+wsrnas s imam eeffises me atae mm�t eacmaacacicaves man"e�rr�e HUNAN RESOURCES DEPARTMENT RECOMMENDATION DATE November 5, 1999 ADD two (2) full.--time (40/40) Planner I (5AW,�} positions at salary level M50-1805 ($3044-3356) ; ADD one (:1) full-time (40/40) Clerk-:.Senior `4�Level (JWXC) position at salary level M50- 1658 at salary level ($2269-289:8); ADD one (1) full-time (40/40) Clerk-Beginning Level NT (JWXE) at salary level M50-1079 ($1624); CANCEL one (1) vacant Graphics Techniclen I (SHWA) position #0522; CANCEL one W vacant Planning Demographer '(5RSH) position #0.499; and CANCEL one (1) vacant Senior Planning Technician (51SC) position #0500. y AmwW%@*AWn 7111*@Wftft padftns and mduftm&Am**Wamm wa the 9imblPxwnrt aalKy ahwf*as dawftd Wma. Effective: 0 Day following Board Action. 11 11/01/99 {Date) r) virtinoroof Human Resources rAp ADMINISTRATOR RECOMMENDATION DATE: { ove Recommendation of Director of Human Resources Disapprove Recommendation of Director of human Resources El tither: (for) ou y ni1"s ra or BOARD OF SUPERVISORSON Phil Batch* r, Clerk of the Board of Supervisors Adjust t APP WD 9 and6 ndarini #ra#or DATE: BY. +� APPROVAL OF THIS ADJUSTMENT CONSTITUTES A.PERSONNEL/SALARY RESOL N WEMOMENT casts"cm mum earnnowst+rnrtxpsanno tsue:isiesttrtsurrt� eansre�trcatarsrra:�tmtpeaeeyestsrrtreae atit�asesrmssmriear ��t POSITION ADJUSTMENT ACTION TO BE COMPLETED BY HUMAN RESOURCES DEPARTMENT FOLLt)WING BOARD ACTION Adjust class(es)/position(s) as followis: t If Request is to Add Project Positions/Classes. please complete other side. PLOD Wit}Ewhr Tl1JZi� AGENDA DATE ITEM NO. t1 BACKGROUND NOT AVAILABLE AT THE TIME AGENDA PACKET COMPILED INFORMATION FOR THIS ITEM PREVIOUSLY FURNISHED ORAL REPORT TO BE GIVEN AT BOARD MEETING ERROR IN NUMBERING AGENDA ITEM DELETED ; DOCUME'NTS ON PILE WITH CLERK PUBLIC COMMENT Oen