HomeMy WebLinkAboutMINUTES - 02272001 - C.47 C G�7
THE BOARD OF SUPERVISORS OF CONTRA COSTA COUNTY, CALIFORNIA
Adopt this Order on February 27, 2001 by the following vote:
AYES: SUPERVISORS GIOIA, GERBER, ,DESAULNIER, GLOVER AND UILKEMA
NOES: None
ABSENT: None
ABSTAIN: None
SUBJECT:
Adopt Memorandum of Understanding ) Resolution No. 2001/ 94
With Contra Costa County Employees' )
Association, Local No. 1 )
BE IT RESOLVED that the Board of Supervisors of Contra Costa County ADOPT
the Memorandum of Understanding (copy attached and included as part of this
document), jointly signed by Kathy Ito, Labor Relations Manager, and Sandy
Falk, Contra Costa Employees' Association, Local No. 1 Assistant General
Manager, regarding economic terms and conditions for October 1 , 1999 through
September 30, 2002 for those classifications represented by that employee
organization.
hereby certify that this is a true and cc-rect copy of
an action taklen and entered on the minutes of the
Board of Supervisors on the date shown.
ATTESTED: _ February 27, 2001
PHIL BATC ELOR,Clerk of the Board
of Supervis rs and County Administrator
By kit Deputy..,
Orig. Dept.: Human Resources Department(Kathy Ito @ 5-1785)
cc: Labor Relations Unit
Personnel Services Unit
Auditor—Controller/Payroll
Sandy Falk, Local No.1
RESOLUTION NO. 2001/94
MEMORANDUM OF UNDERSTANDING
BETWEEN
CONTRA COSTA COUNTY
AND
CONTRA COSTA COUNTY EMPLOYEES'
ASSOCIATION, LOCAL NO. 1
OCTOBER 1 , 1999 - SEPTEMBER 30, 2002
CONTRA COSTA COUNTY EMPLOYEES' ASSOCIATION
LOCAL NO. 1
TABLE OF CONTENTS
SECTION 1 UNION RECOGNITION........................................... 5
SECTION 2 UNION SECURITY
2.1 Dues Deduction ....................................................... 6
2.2 Agency Shop ........................................................... 6
2.3 Dues Form ............................................................. 10
2.4 Maintenance of Membership ................................. 11
2.5 Withdrawal of Membership .................................... 11
2.6 Communicating with Employees ........................... 12
2.7 Use of County Buildings ........................................ 13
2.8 Advance Notice ..................................................... 14
2.9 Written Statement for New Employees.................. 15
2.10 Assignment of Classes to Bargaining Units........... 15
2.11 Section 18 of 1977/79 MOU .................................. 16
SECTION 3 NO DISCRIMINATION.......................................... 16
SECTION 4 SHOP STEWARDS AND OFFICIAL
REPRESENTATIVES
4.1 Attendance at Meetings......................................... 17
4.2 Union-Sponsored Training Programs .................... 19
4.3 Union Representatives .......................................... 19
SECTION 5 SALARIES
5.1 General Wage Increases ....................................... 20
5.2 Pay Equity ............................................................. 22
5.3 Entrance Salary ..................................................... 25
5.4 Anniversary Dates ................................................. 25
5.5 Increments Within Range ...................................... 27
5.6 Part-Time Compensation........................................ 28
5.7 Compensation for Portion of Month ....................... 28
5.8 Position Reclassification ........................................ 29
5.9 Salary Reallocation & Salary on Reallocation ....... 29
5.10 Salary on Promotion ...... 31
. ............ ............................
5.11 Salary on Involuntary Demotion
5.12 Salary on Voluntary Demotion ............................... 32
5.13 Salary on Transfer'::............................................... 33
5.14 Pay for Work in Higher Classification .................... 34
5.15 Payment ...............`................................................. 36
SECTION 6 DAYS & HOURS OF WORK................................ 37
SECTION 7 OVERTIME & COMPENSATORY TIME
7.1 Overtime .............. ................................................ 38
7.2 Compensatory Time .............................................. 39
SECTION 8 CALL BACK TIME ................................................ 41
SECTION 9 ON-CALL DUTY ................................................... 42
SECTION 10 SHIFT DIFFERENTIAL ........................................ 42
SECTION 11 WORKFORCE REDUCTION/LAYOFF/
REASSIGNMENT
11 .1 Workforce Reduction ............................................ 43
11 .2 Separation Through Layoff................................... 45
11 .3 Notice ................................................................... 51
i 11 .4 Special Employment Lists .................................... 52
11 .5 Reassignment of Laid Off Employees .................. 52
SECTION 12 HOLIDAYS
12.1 Holidays Observed ................................................ 53
12.2 Application of Holiday Credit ................................ 54
12.3 Permanent Part-Time Employees ........................
55
12.4 4/10 Shift Holidays................................................ 56
12.5 Accrual of Holiday Time........................................ 56
SECTION 13 VACATION LEAVE
13.1 Vacation Allowance .............................................. 58
13.2 On Reemployment from Layoff List ...................... 58
13.3 Vacation Accrual',R' tes ............................... ........ 58
13.4 Bridged Service Time ........................................... 60
13.5 Accrual During Leave Without Pay....................... 60
13.6 Vacation Allowance for Separated Employees..... 60
13.7 Preference ............................................................ 61
SECTION 14 SICK LEAVE
14.1 Purpose of Sick Leave.......................................... 61
14.2 Credits To & Charges Against Sick Leave ........... 61
14.3 Policies Governing Use of Paid Sick Leave ......... 62
14.4 Administration of Sick Leave ................................ 67
14.5 Disability ............................................................... 70
14.6 Workers' Compensation ....................................... 75
14.7 Rehabilitation Program ......................................... 79
14.8 Accrual During Leave Without Pay....................... 80
SECTION 15 CATASTROPHIC LEAVE BANK
15.1 Program Design.................................................... 80
15.2 Operation .............................................................. 81
SECTION 16 STATE DISABILITY INSURANCE
16.1 General Provisions ............................................... 83
16.2 Procedures ........................................................... 84
161111 Method of Integration............................................ 85
16.4 Definition............................................................... 86
SECTION 17 LEAVE OF ABSENCE
17.1 Leave Without Pay ............................................... 87
17.2 General Administration ......................................... 87
17.3 Furlough Days Without Pay.................................. 89
17.4 Military Leave ...................................................... 90
17.5 Family Care Leave or Medical Leave ................... 91
17.6 Certification.......................................................... 91
17.7 Intermittent Use of Leave .................................... 91
17.8 Aggregate Use for Spouse .................................. 92
17.9 Definitions............................................................ 92
17.10 Pregnancy Disability Leave ................................. 95
17.11 Group Health Plan Coverage .............................. 95
»,
17.12 Leave Without Pay - Use of Accruals .................. 96
17.13 Replacement & Reinstatement.............................. 97
17.14 Leave of Absence Return ....................................... 97
17.15 Reinstatement From Family Care Medical/Leave 98
17.16 Salary Review While on Leave of Absence.......... 98
17.17 Unauthorized Absence ......................................... 99
17.18 Non-Exclusivity
SECTION 18 JURY DUTY AND WITNESS DUTY
18.1 Jury Duty ..............................
18.2 Witness Duty ...................................................... 101
SECTION 19 HEALTH, LIFE AND DENTAL CARE
19.1 County Programs................................................ 102
19.2 Rate Information ................................................. .102
19.3 Medicare Rates .................................................. 102
19.4 Partial Month .......................................................
103
19.5 Coverage During Absences...............................: 103
19.6 Retirement Coverage.......................................... 104
19.7 Deferred Retirement ........................................... 104
19.8 Dual Coverage.................................................... 107
19.9 PERS Long Term Care....................................... 107
19.10 Health Care Spending Account .......................... 107
19.11 Confidentiality of Information/Records................ 108
19.12 Child Care................................:.......................... 108
SECTION 20 PROBATIONARY PERIOD
20.1 Duration
20.2 Probation Periods Over Six/Nine Months ........... 108
20.3 Revised Probationary Period .............................. 109
20.4 Criteria 109
20.5 Rejection During Probation................................. 110
20.6 Regular Appointment.......................................... 111
20.7 Layoff During Probation ...................................... 112
20.8 Rejection During Probation of Layoff Employee. 113
iv
SECTION 21 PROMOTION
21 .1 Competitive Exam .............................................. 113
21 .2 Promotion Policy................................................. 114
21 .3 Open Exams ....................................................... 114
21 .4 Promotion Via Reclassification Without Exam.... 114
21 .5 Requirements for Promotional Standing............. 115
21 .6 Seniority Credits ............:.................................... 115
21 .7 Release Time for Physical Examination ............. 116
SECTION 22 TRANSFER & REASSIGNMENT
22.1 Transfer Conditions ............................................ 116
22.2 Transfer Policy.................................................... 117
22.3 Reassignment of Work Location......................... 117
22.4 Voluntary Reassignment (Bidding) Procedure ... 118
22.5 Involuntary Reassignment Procedure ................ 123
22.6 Reassignment Due to Layoff or Displacement ... 125
SECTION 23 RESIGNATIONS
23.1 Resignation in Good Standing ............................ 126
23.2 Constructive Resignation.................................... 126
23.3 Effective Resignation .......................................... 127
23.4 Revocation.......................................................... 127
23.5 Coerced Resignations ........................................ 127
SECTION 24 DISMISSAL, SUSPENSION, TEMPORARY
REDUCTION IN PAY AND DEMOTION
24.1 Sufficient Cause for Action ................................. 128
24.2 Skelly Requirements........................................... 131
24.3 Employee Response .......................................... 131
24.4 Leave Pending Employee Response ................. 132
24.5 Length of Suspension ......................................... 132
24.6 Procedure on Disciplinary Action........................ 132
24.7 Employee Representation Rights :...................... 133
SECTION 25 GRIEVANCE PROCEDURE
25.1 Definition and Procedural Steps ......................... 133
25.2 Scope of Adjustment Board and Arbitration
Decisions ............................................................ 136
25.3 Time Limits ......................................................... 138
.::.......................
...
25.4 Union Notification . ............
..... 138
25.5 Compensation Complaints ................................. 138
25.6 Strike/Work Stoppage......................................... 139
25.7 Merit Board ......................................................... 139
25.8 Filing by Union .................................................... 140
SECTION 26 BILINGUAL PAY................................................ 140
SECTION 27 RETIREMENT CONTRIBUTION
27.1 Contribution ...................:.................................... 140
27.2 Tier III.................................................................. 141
SECTION 28 TRAINING REIMBURSEMENT.......................... 145
SECTION 29 SAFETY SHOES & PRESCRIPTION SAFETY
EYEGLASSES ................................................... 146
SECTION 30 VDT USERS EYE EXAMINATION:.................... 147
SECTION 31 PERFORMANCE EVALUATION PROCEDURE 148
SECTION 32 MILEAGE
32.1 Reimbursement for Use of Personal Vehicles.... 152
32.2 Charge for Use of Home Garaged County
Vehicle ............................................................... 152
SECTION 33 PAY WARRANT ERRORS ............................... 152
SECTION 34 FLEXIBLE STAFFING
....................................... 153
SECTION 35 PROVISIONAL APPOINTMENT........................ 154
SECTION 36 PERSONNEL FILES .......................................... 155
SECTION '37 SERVICE AWARDS........................................... 158
SECTION 38 REIMBURSEMENT FOR MEAL EXPENSES.... 159
vi
SECTION 39 DETENTION FACILITY MEALS ........................ 160
SECTION 40 COMPENSATION FOR LOSS OR DAMAGE TO
PERSONAL PROPERTY................................... 161
SECTION 41 UNFAIR LABOR PRACTICE ............................. 162
SECTION 42 HARASSMENT .................................................. 163
SECTION 43 LENGTH OF SERVICE DEFINITION................. 163
SECTION 44 PERM. PART-TIME EMPLOYEE BENEFITS .... 164
SECTION 45 P-I EMPLOYEE BENEFITS ............................... 164
SECTION 46 P-I EMPLOYEE HEALTH PLAN........................ 164
SECTION 47 PROVISIONAL EMPLOYEE BENEFITS ........... 166
SECTION 48 HAZARD PAY FOR H.S. EMPLOYEES ............ 167
SECTION 49 LUNCH PERIOD ................................................ 168
SECTION 50 REST BREAKS .................................................. 168
SECTION 51 HEALTH EXAMINATION ................................... 168
SECTION 52 CLASSIFICATION STUDIES, SPECIAL STUDIES
OTHER ACTIONS .............................................. 169
SECTION 53 TEMPORARY EMPLOYEES ............................. 173
SECTION 54 ADOPTION......................................................... 178
SECTION 55 SCOPE OF AGREEMENUSEPARABILITY OF
PROVISIONS
55.1 Scope of Agreement........................................... 178
55.2 Separability of Provisions ................................... 179
Vii
55.3 Personnel Management Regulations ................. 179
55.4 Duration of Agreement........................................ 179
SECTION 56 FLSA PROVISIONS..
......................................... 180
SECTION 57 PAST PRACTICES & EXISTING MOU'S .......... 180
SECTION 58 UNIT ITEMS
58.1 Agriculture — Animal Services............................. 183
58.2 Attendant-LVN-Aide................................:........... 190
58:3 Building Trades..... ........................................... 208
58.4 Deputy Public Defender...................................... 209
58.5 Engineering ........................................................ 216
58.6 Family & Children's Services.............................. 217
58.7 General Services & Maintenance ....................... 221
58.8 Health Services .................................................. 231
58.9 Investigative........................................................ 246
58.10 Library................................................................. 247
58.11 Probation ............................................................ 256
ATTACHMENTS
EXHIBITS
Viii
MEMORANDUM OF UNDERSTANDING
BETWEEN
CONTRA COSTA COUNTY
AND
CONTRA COSTA COUNTY EMPLOYEES' ASSN.
LOCAL NO. 1
This Memorandum of Understanding (MOU) is entered
into pursuant to the authority contained in Division 34 of
Board of Supervisors' Resolution 81/1165 and has been
jointly prepared by the parties.-
The Labor Relations Manager (County Administrator) is
the representative of Contra Costa County in employer-
employee relations matters as provided in Board of
Supervisors' Resolution 81/1165.
The parties have met and conferred in good faith
regarding wages, hours and other terms and conditions of
employment for the employees in units in which the Union
is the recognized representative, have freely exchanged
information, opinions and proposals and have endeavored
to reach agreement on all matters relating to the
employment conditions and employer-employee relations
covering such employees.
This MOU shall be presented to the Contra Costa County
Board of Supervisors, as the governing board of the
County and appropriate fire districts, as the joint
recommendations of the undersigned for salary and
employee benefit adjustments for the period commencing
October 1 , 1999 and ending September 30, 2002.
DEFINITIONS
Special provisions and restrictions pertaining to Project
employees covered by this MOU are contained in
Attachment A which is attached hereto and made a part
hereof.
DEFINITIONS
Appointing AuthoritX: Department Head unless
otherwise provided by statute or ordinance.
Class: A group of positions sufficiently similar with respect
to the duties and responsibilities that similar selection
procedures and qualifications may apply and that the
same descriptive title may be used to designate each
position allocated to the group.
Class Title: The designation given to a class, to .each
position allocated to the. class, and to the employees
allocated to the class.
County: Contra Costa County.
Demotion: The change of a permanent employee to
another position in a class allocated to a salary range for
which the top step is lower than the top step of the class
which the employee formerly occupied except as provided
for under Transfer or as otherwise provided for in this
MOU, . in the Personnel Management Regulations, or in
specific resolutions governing deep classes.
LOCAL NO. 1 - 2 - 1999-2002 MOU
DEFINITIONS
Director of Human Resources: The person designated
by the County Administrator to serve as the Assistant
County Administrator-Human Resources Director.
Eligible: Any person whose name is on an employment or
reemployment or layoff list for a given class.
Employee: A person who is an incumbent of a position or
who is on leave of absence in accordance with provisions
of this MOU and whose position is held pending his return.
Employment List: A list of persons who have been found
qualified for employment in a specific class.
Layoff List: A list of persons who have occupied positions
allocated to a class in the Merit System and who have
been involuntarily separated by layoff or displacement or
demoted by displacement, or have voluntarily demoted in
lieu of layoff or displacement, or have transferred in lieu of
layoff or displacement.
Permanent-Intermittent Position: Any position which
requires the services of an incumbent for an indefinite
period, but on an intermittent basis, as needed, paid on an
hourly basis.
Permanent Part-Time Position: Any position which will
require the services of an incumbent for an indefinite
period, but on a regularly scheduled less than full-time
basis.
LOCAL NO. 1 - 3 - 1999-2002 MOU
DEFINITIONS
Permanent Position: Any position which has required, or
which will require the services of an incumbent without
interruption, for an indefinite period.
Project Employee: An employee who is engaged in a
time limited program or service by reason of limited or
restricted funding. Such positions are typically funded from
outside sources but may be funded from County revenues.
Promotion: The change of a permanent employee to
another position in a class allocated to a salary range for
which the top step is higher than the top step of the class
which the employee formerly occupied, except as provided
for under Transfer or as otherwise provided for in this
MOU, in the Personnel Management Regulations, or in
specific resolutions governing deep classes.
Position: The assigned duties and responsibilities calling
for. the regular full-time, part-time or intermittent
employment of a person.
Reallocation: The act of reassigning an individual position
from one class to another class at the same range of. the
salary schedule or to a class which is allocated to another
range that is within five percent (5%) of the top step,
except as otherwise provided for in the Personnel
Management Regulations, deep class resolutions or other
ordinances.
Reclassification: The act of changing the allocation of a
position by raising it to a higher class or reducing it to a
lower class on the basis of significant changes in the kind,
LOCAL NO. 1 - 4 - 1999-2002 MOU
SECTION 1 - UNION RECOGNITION
difficulty or responsibility of duties performed in such
position.
Reernolovment List: A list of persons who have occupied
positions allocated to any class in the merit system and
who have voluntarily separated and are qualified for
consideration for reappointment under the Personnel
Management Regulations governing reemployment.
Resi nation: The voluntary termination of permanent
employment with the County.
Temporary Employment: Any . employment in the Merit
System which will require the services of an incumbent for
a limited period of time, paid on an hourly basis, not in an
allocated position or in permanent status.
Transfer: The change of an employee who has
permanent status in a position to another position in the
same class in a different department, or to another
position in a class which is allocated to a range on the
salary plan that is within five percent (5%) at top step as
the class previously occupied by the employee.
Union: Local One
SECTION 1 - UNION RECOGNITION
The Union is the formally recognized employee
organization for the representation units listed below, and
such organization has been certified as such pursuant to
Board of Supervisors' Resolution 81/1165.
LOCAL NO. 1 - 5 - 1999-2002 MOU
SECTION 2 - UNION SECURITY
Agriculture and Animal Services Unit
Attendant-LVN-Aide Unit
Building Trades Unit
Deputy Public Defenders Unit
Engineering Unit
Family and Children's Services
General Services and Maintenance Unit
Health Services Unit
Investigative Unit
Library Unit
Probation Unit
SECTION 2 - UNION SECURITY
2.1 Dues Deduction. Pursuant to Board of
Supervisors' Resolution 81/1165, only a majority
representative may have dues deduction and as such the
Union has the exclusive privilege of dues deduction or
agency fee deduction for all employees in its units.
2.2 Agency ShWn.
A. The Union agrees that it has a duty to provide fair
and non-discriminatory representation to all
employees in all classes in the units for which this
section is applicable regardless of whether they
are members of the Union.
B. All employees employed in a representation unit
on or after the effective date of this MOU and
continuing until the termination of the MOU, shall
as a condition of employment either:
LOCAL NO. 1 - 6 - 1999-2002 MOU
SECTION 2 - UNION SECURITY
1 . . Become and remain a member of the Union
or;
2. Pay to the Union, an agency shop fee in an
amount which does not exceed an amount
which may be lawfully collected under
applicable constitutional, statutory, and case
law, which under no circumstances shall
exceed the monthly dues, initiation fees and
general assessments made during the
duration of this MOU. It shall be the sole
responsibility of the Union to determine an
agency shop fee which meets the above
criteria; or
3. Do both of the following:
a. Execute a written declaration that the
employee is a member of a bona fide
religion, body or sect which has
historically held a conscientious
objection to joining or financially
supporting any public employee
organization as a condition of
employment; and
b. Pay a sum equal to the agency shop fee
described in Section 2.2.13.2 to a non-
religious, non-labor, charitable fund
chosen by the employee from the
following charities: Family and Children's
Trust Fund, Child Abuse Prevention
LOCAL NO. 1 - 7 - 1999-2002 MOU
SECTION 2 - UNION SECURITY
Council and Battered Women's
Alternative.
C. The Union shall provide the County with a copy of
the Union's Hudson Procedure for the
determination and protest of its agency shop
fees. The Union shall provide a copy of said
Hudson Procedure to every fee payer covered by
this MOU within one month from the date it is
approved and annually thereafter, and as a
condition to any change in the agency shop fee.
Failure by an employee to invoke the Union's
Hudson Procedure within one month after actual
notice of the Hudson Procedure shall be a waiver
by the employee of their right to contest the
amount of the agency shop fee.
D. The provisions of Section 2.2.B.2 shall not apply
during periods that an employee is separated
from the representation unit but shall be
reinstated upon the return of the employee to the
representation unit. The term separation includes
transfer out of the unit, layoff, and leave of
absence with a duration of more than thirty (30)
days.
E. Annually, the Union shall provide the Human
Resources Director with copies of the financial
report which the Union annually files with the
California Public Employee Relations Board.
Such report shall be available to employees in
the unit. Failure to file such a report within sixty
(60) days after the end of its fiscal year shall
LOCAL NO. 1 - 8 - 1999-2002 MOU
SECTION 2 - UNION SECURITY
result in the termination of all agency shop fee
deductions without jeopardy to any employee,
until said report is filed, and upon mutual
agreement, this time limit may be extended to
one hundred twenty (120) days.
F. Compliance.
1 . An employee employed in or hired into a job
class represented by the Union shall be
provided with an Employee Authorization for
Payroll Deduction card by the Human
Resources Department.
2. If the form authorizing payroll deduction is
not returned within thirty (30) calendar days
after notice of this agency shop fee provision
and the union dues, agency shop fee,
initiation fee or charitable contribution
required under Section 2.2.13.3 are not
received, the Union may, in writing, direct
that the County withhold the agency shop fee
and the initiation fee from the employee's
salary, in which case the employee's monthly
salary shall be reduced by an amount equal
to the agency shop fee and the County shall
pay an equal amount to the Union.
G. The Union shall indemnify, defend, and save
the County harmless against any and all
claims, demands, suits, orders, or
judgments, or other forms of liability that
arise out of or by reason of this union
LOCAL NO. 1 - 9 - 1999-2002 MOU
SECTION 2 - UNION SECURITY
security section, or action taken or not taken
by the County under this Section. This
includes, but is not limited to, the County's
attorneys' fees and costs. The provisions of
this subsection shall not be subject to the
grievance procedure following the adoption
of this MOU by the County Board of
Supervisors.
H. The County Human Resources Department
shall monthly furnish a list of all new hires to
the Union.
I. In the event that employees in a bargaining
unit represented by the Union vote.to rescind
agency shop, the provisions of Section 2.4
and 2.5 shall apply to dues-paying members
of the Union.
2.3 Dues Form. Employees hired on or after October
1 , 1981 , in classifications assigned to units represented by
the Union shall, as a condition of employment, complete a
Union dues authorization card provided by the Union and
shall have deducted from their paychecks the membership
dues of the Union. Said employees shall have thirty (30)
days from the date of hire to decide if he/she does not .
want to become a member of the Union. Such decision
not to become a member of the Union must be made in
writing to the Auditor-Controller with a copy to. the Labor
Relations Service Unit within said thirty (30) day period. If
the employee decides not to become a member of the
Union, any Union dues previously deducted from the
employee's paycheck shall be returned to the employee
LOCAL No. 1 _ 10 - 1999-2002 MOU
SECTION 2 - UNION SECURITY
and said amount shall be deducted from the next dues
deduction check sent to the Union. If the employee does
not notify the County in writing of the decision not to
become a member within the thirty (30) day period, he/she
shall be deemed to have voluntarily agreed to pay the
dues of the Union.
Each such dues authorization form referenced above shall
include a statement that the Union and the County have
entered into a MOU, that the employee is required to
authorize payroll deductions of Union dues as a condition
of employment, and that such authorization may be
revoked within the first thirty (30) days of employment
upon proper written notice by the employee within said
thirty (30) day period as set forth above. Each such
employee shall, upon completion of the authorization form,
receive a copy of said authorization form which shall be
deemed proper notice of his/her right to revoke said
authorization.
2.4 Maintenance of Membership. All employees in
units represented by the Union who are currently paying
dues to the Union and all employees in such units who
hereafter become members of the Union shall as a
condition of continued employment pay dues to the Union
for the duration of this MOU and each year thereafter so
long as the Union continues to represent the position to
which the employee is assigned, unless the employee has
exercised the option to cease paying dues in accordance
with Section 2.5.
2.5 Withdrawal of Membership. By notifying the
Auditor-Controller's Department in writing, between August
LOCAL NO. 1 - 11 - 1999-2002 MOU
SECTION 2 - UNION SECURITY
1 and August 31 , 2002, any employee may withdraw from
Union membership and discontinue paying dues as of the
payroll period commencing . September 1 , 2002
discontinuance of dues payments to then be reflected in
the October 10, 2002 paycheck. Immediately upon close
of the above mentioned thirty (30) day period the Auditor-
Controller shall submit to the Union a list of the employees
who have rescinded their authorization for dues deduction.
This ..can only be accomplished if and when agency shop
would be rescinded.
2.6 Communicating With Employees. The Union
shall be allowed to use designated portions of bulletin
boards or display areas in public portions of County
buildings or in public portions of offices in which there are
employees represented by the Union, provided the
communications displayed have to do with official
organization business such as times and places of
meetings and further provided that the employee
organization appropriately posts and removes the
information. The department head reserves the right to
remove objectionable materials after notification to and
discussion with the Union.
Representatives of the Union, not on County time, shall be
permitted to place a supply of employee literature at
specific locations in County buildings if arranged through
the Department Head or designated representative; said
representatives may distribute employee organization
literature in work areas (except work areas not open to the
public) if the nature of the literature and the proposed
method of distribution are compatible with the work
LOCAL NO.- 1 - 12 - 1999-2002 MOU
SECTION 2 - UNION SECURITY
environment and work in progress. Such placement and/or
distribution shall not be performed by on-duty employees.
The Union shall be allowed access to work locations in
which it represents employees for the following purposes:
a. To post literature on bulletin boards.
b To arrange for use of a meeting room.
C. To leave and/or distribute a supply of literature as
indicated above.
d. To represent an employee on a grievance and/or
to contact a union officer on a matter within the
scope of representation.
In the application of this provision, it is agreed and
understood that in each such instance advance
arrangements, including disclosure of which of the above
purposes is the reason for the visit, will be made with the
departmental representative in charge of the work area,
and the visit will not interfere with County services.
2.7 Use of County Buildings. The Union shall be
allowed the use of areas normally used for meeting
purposes for meetings of County employees during non-
work hours when:
a. Such space is available.
b. There is no additional cost to the County.
LOCAL NO. 1 - 13 - 1999-2002 MOU
SECTION 2 - UNION SECURITY
C. It _ does not interfere with normal County
operations.
d. Employees in attendance are not on duty and are
not scheduled for duty.
e. The meetings are on matters within the scope of
representation.
The administrative official responsible for the space shall
establish and maintain scheduling of such uses. The
Union shall maintain proper order at the meeting, and see
that the space is left in a clean and orderly condition.
The use of County equipment (other than items normally
used in the conduct of business meetings, such as desks,
chairs, ashtrays, and blackboards) is strictly prohibited,
even though it may be present in the meeting area.
2.8 Advance Notice. The Union shall, except in
cases of emergency, have the right to reasonable notice of
any -:ordinance, rule, resolution or regulation directly
relating to matters within the scope of representation
proposed to be adopted by the Board, or boards and
commissions appointed by the Board, and to meet with the
body considering the matter.
The listing of an item on a public agenda, or the mailing of
a copy of a proposal at least seventy-two (72) hours
before the item will be heard, or the delivery of a copy of
the proposal at least twenty-four (24) hours before the item
will be heard, shall constitute notice.
LOCAL NO. 1 -. 14 - 1999-2002 MOU
SECTION 2 - UNION SECURITY
In cases of emergency when the Board, or boards and
commissions appointed by the Board, determines it must
act immediately without such notice or meeting, it shall
give notice and opportunity to meet as soon as practical
after its action.
2.9 Written Statement for New Employees. The
County will provide a written statement to each new
employee hired into a classification in any of the
bargaining units represented by the Union, that the
employee's classification is represented by the Union and
the name of a representative of the Union. The County will
provide the employee with a packet of information which
has been supplied, by the Union and approved by the
County.
2.10 Assignment of Classes to Bargaining Units.
The County shall assign new classes in accordance with
the following procedure:
a. Initial Determination. When a new class title is
established, the Labor Relations Manager shall
review the composition of existing representation
units to determine the appropriateness of
including some or all of the employees in the new
class in one or more existing representation units,
and within a reasonable period of time shall notify
all recognized employee organizations of his/her
determination.
b. Final Determination. His/her determination is final
unless within ten (10) days after notification a
LOCAL NO. 1 - 15 - 1999-2002 MOU
SECTION 3 - NO DISCRIMINATION/AMERICANS WITH DISABILITIES
ACT(ADA)
recognized employee organization requests in
writing to meet and confer thereon.
C. Meet and Confer and Other Steps. He/she shall
meet and confer with such requesting
organizations (and with other recognized
employee organizations where appropriate) to
seek agreement on this matter within sixty (60)
days after the ten (10) day period in Subsection
b, unless otherwise mutually agreed. Thereafter,
the procedures in cases of disagreement,
arbitration referral and expenses, and criteria for
determination shall conform to Board of
Supervisor's Resolution 81/1165. '
2.11 Section 18 of 1977-79 MOU. Section 18 of the
1977-1979 MOU between the County and Local No. 1
shall be continued for the duration of this MOU and shall
be applicable to all units currently represented by Local
No. 1 .
SECTION 3 - NO DISCRIMINATION/AMERICANS WITH
DISABILITIES ACT (ADA)
There shall be no discrimination because of sex, race,
creed,. color, national origin, sexual orientation or union
activities against any employee or applicant . for
employment by the County or by anyone employed by the
County; and to the extent prohibited by applicable State
and Federal law there shall be no discrimination because
of age. There shall be no discrimination against any
LOCAL NO. 1 - 16 - 1999-2002 MOU
SECTION 4 - SHOP STEWARDS & OFFICIAL REPRESENTATIVES
disabled person solely because of such disability unless
that disability prevents the person from meeting the
minimum standards established for the position or from
carrying out the duties of the position safely.
The Employer and the Union recognize that the Employer
has an obligation to reasonably accommodate disabled
employees. If by reason of the aforesaid requirement the
Employer contemplates actions to provide reasonable
accommodation to an individual employee in compliance
with the ADA which are in conflict with any provision of this
Agreement, the Union will be advised of such proposed
accommodation. Upon request, the County will meet and
confer with the Union on the impact of such
accommodation. If the County and the Union do not reach
agreement, the County may implement the
accommodation if required by law without further
negotiations. Nothing in this MOU shall preclude the
County from taking actions necessary to comply with the
requirements of ADA.
SECTION 4 - SHOP STEWARDS & OFFICIAL
REPRESENTATIVES
4.1 Attendance at Meetings. Employees designated
as shop stewards or official representatives of the Union
shall be allowed to attend meetings held by County
agencies during regular working hours on County time as
follows:
a. If their attendance is required by the County at a
specific meeting, including meetings of the Board
of Supervisors.
LOCAL NO. 1 - 17 - 1999-2002 MOU
SECTION 4 - SHOP STEWARDS & OFFICIAL REPRESENTATIVES
b. If their attendance is sought by a hearing body or
presentation of testimony or other reasons.
C. If their attendance is required for meetings
scheduled at reasonable times agreeable to all
parties, required for settlement of grievances filed
pursuant to Section 25 - Grievance Procedure of
this MOU.
d. If . they are designated as a shop steward, in
which case they may utilize a reasonable time at
each level of the proceedings to assist an
employee to present a grievance provided the
meetings are scheduled at reasonable times
agreeable to all parties.
e. If they are designated as spokesperson or
representative of the Union and as such make
representations. or presentations at meetings or
hearings on wages, salaries and working
conditions; provided in each case advance
arrangements for time away from the employee's
work station or assignment are made with the
appropriate department head, and the County
agency calling the meeting is responsible for
determining that the attendance of the particular
employee(s) is required, including meetings of
the Board of Supervisors and Retirement Board
where items which are within the scope of
representation and involving Local No. 1 are to
be discussed.
LOCAL NO. 1 - 18 - 1999-2002 MOU
SECTION 4 - SHOP STEWARDS & OFFICIAL REPRESENTATIVES
f. Shop stewards and union officials shall advise, as
far in advance as possible, their immediate
supervisor, or his/her designee, of their intent to
engage in union business. All arrangements for
release time shall include the location, the
estimated time needed and the general nature of
the union business involved (e.g. grievance
meeting, Skelly hearing).
4.2 Union-Sponsored Training Programs. The
County shall provide a maximum of three hundred twenty
(320) hours per year of release time for union designated
stewards or officers to attend union-sponsored training
programs.
Requests for release time shall be provided in writing to
the Department and the County Human Resources
Department at least fifteen (15) days in advance of the
time requested. Department Heads will reasonably
consider each request and notify the affected employee
whether such request is approved within one (1 ) week of
receipt.
4.3 Union Representatives. Official representatives
of the Union shall be allowed time off on County time for
meetings during regular working hours when formally
meeting and conferring in good faith or consulting with the
Labor Relations Manager or other management
representatives on matters within the scope of
representation, provided that the number of such
representatives shall not exceed the below specified limits
without prior approval of the Labor Relations Officer, and
LOCAL NO. 1 _ 19 - 1999-2002 MOU
SECTION 5 - SALARIES
that advance arrangements for the time away from the
work station or assignment are made with the appropriate
Department Head.
Agriculture and Animal Services 2
Attendant-LVN-Aide 2
Building Trades 2
Deputy Public Defenders 1
Engineering 2
Family and Children's Services 2
General Services and Maintenance 6
Health Services 5
Investigative 2
Library 2
Probation 2
SECTION 5 - SALARIES
5.1 . General Waqe Increases.
A. Cost of Living Adjustment. Effective on the dates
indicated, each represented classification shall be
increased as indicated. These increases shall not
apply to employees in the Family and Children's
Services Unit whose salaries are determined
separately as noted in their Unit Items under
Section 57.
October 1 , 1999: 5.0% increase
October .1 , 2000: 3.0% increase
October 1 , 2001 : 4.0% increase
LOCAL NO. 1 - 20 - 1999-2002 MOU
SECTION 5 - SALARIES
B. 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.
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.
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.
C. Special Equity Adjustments. In addition to the
increases noted above in A, the classes listed
below shall be increased on the dates indicated
by the percentages indicated:
Class Percent Date
Asst. P.W. Maintenance Coord. 3.0 10/01/99
Cardiac Ultra Sonographer 5.0 10/01/99
Clinical Pharmacist 7.0 10/01/99
Deputy Public Defender I-IV 2.0 10/01/99 &
1 .0 10/01/00
Equipment Operator II 3.0 10/01/99
Grounds Mntnce. Spec.-Irrig. 2.7 10/01/99
Jr. Radiological Technician 5.0 10/01/99
Lead Resource Center Attendant 5.0 10/01/99
Library Assistant-Journey 5.0 10/01/99 &
1 .55 01/01/00
LOCAL NO. 1 - 21 - 1999-2002 MOU
SECTION 5 - SALARIES
Orthopedic Technician 3.0 10/01/99
Pharmacist 1 7.0 10/01/99
Pharmacist II 6.0 10/01/99
Pharmacist Technician 6.0 10/01/99
Public Defender Invest. Aide 3.5 10/01/99
Public Defender Invest. I and II 3.5 10/01/99
Road Maintenance Carpenter 3.0 10/01/99
Specialty Crew Leader 3.0 10/01/99
Sr. P.D. Investigator Aide 3.5 10/01/99
Sr. Radiological Technician 5.0 10/01/99
Ultrasound Technologist 1 5.0 10/01/99
Ultrasound Technologist II 5.0 10/01/99
Vegetation Management Tech. 3.0 10/01/99
Wthr/Home Assess/Repair Spec. 5.0 10/01/99
Weather. Home Rep. Spec.-Proj. 5.0 10/01/99
5.2 Pay Equity. New Pay Equity Master Agreement.
The County and the below listed Employee Organizations
which participated in the Pay Equity Study jointly agree to
provisions in this new Pay Equity Master Agreement
executed in May 1995.
In executing this agreement, both the County and the
participating Employee Organizations (CCCEA Local One,
AFSCME Locals 2700 and 512, SEIU 535, California
Nurses Association, Western Council of Engineers and the
Appraisers' Association) state their intent that (1 ) the
provisions of the Pay Equity Master Agreement contained
herein shall stand separate from other terms and
conditions of employment which may be negotiated and
adopted in Memoranda of Understanding between the
County and the individual participating Employee
Organizations and that (2) the provisions of the Pay Equity
Master Agreement will remain in place as the basis under
which all represented pay equity classes will be granted
adjustments until all remaining classes reach the trend line
LOCAL NO. 1 - 22 - 1999-2002 MOU
SECTION 5 - SA LA RIES
or until such time as the parties mutually agree to modify
or terminate this agreement.
This agreement shall be presented to the Contra Costa
County Board of Supervisors as the joint recommendation
of the undersigned.
1 . Scope of Agreement. The County and the
participating Employee Organizations agree that
provisions contained herein will fully supersede
and replace the February 1993 Supplemental
MOU on Pay Equity.
2. Adoption of Fixed Payout Formula. The County
and the participating Employee Organizations
agree to adopt a pay equity fixed payout formula
described below in 3 which will remain in effect
until all pay equity classes are adjusted to the
trend line, or until such time as the parties
mutually agree to modify or terminate this
agreement.
3. Operation of Formula. The pay equity fixed
payout formula shall be computed as follows: The
annual value of the general salary increase for all
classifications represented only by the
participating Employee Organizations (CCCEA
Local No. 1 , AFSCME Locals 2700 and 512,
SEIU Local 535, California Nurses Association,
Western Council of Engineers, and the
Appraisers' Association) and Management and
Unrepresented employees, shall be totaled and
multiplied by a factor of twenty percent (20%).
LOCAL NO. 1 - 23 - 1999-2002 MOU
SECTION 5 - SALARIES
The fixed amount of money derived from this
calculation shall constitute the total pay equity
increase for all classes below the trend line
represented by the participating Employee
Organizations and for all Management and
Unrepresented classes below the trend line.
The manner in which the pay equity increase will
be distributed to all represented classes below
the trend line shall be determined by the
participating Employee Organizations who shall
consider only (1 ) whether classes farthest from
the trend line shall receive a greater percentage
adjustment than classes closer to the trend line,
and (2) at what percentage distance below the
trend line to apply any differing percentage
adjustment.
If upon review, the County finds that the manner
in which the Employee Organizations have
structured the distribution is unacceptable, the
County and the Employee Organizations shall
meet and confer.
4. Effective Dates. The County agrees that any pay
equity increases will be effective ninety (90) days
from the effective date of any general salary
increases.
5. Indemnification. Each participating union will
promise not to bring or support comparable worth
or pay equity litigation against Contra Costa
County or any agent, servant, officer, or
LOCAL NO. 1 - 24 - 1999-2002 MOU
SECTION 5 - SA LA RIES
employee of Contra Costa County and further
promise that in the event litigation advancing
comparable worth or pay equity claims is brought
against the County or any of its agents, servant,
officers, or employees, within five (5) years from
the effective date of this agreement between the
County and the participating Employee
Organizations, by any person(s) employed or
formerly employed in a class(es) represented by
the participating unions, the union(s) representing
such class(es) shall each pay up to five thousand
dollars ($5000) of the County's attorney fees and
costs; provided that the union is not named as a
co-defendant in such litigation.
5.3 Entrance Salary. Except as otherwise permitted
in deep class resolutions, new employees shall generally
be appointed at the minimum step of the salary range
established for the particular class of position to which the
appointment is made. However, the appointing authority
may fill a particular position at a step above the minimum
of the range if mutually agreeable guidelines have been
developed in advance or the Human Resources Director
offers to meet confer with the Union on a case by case
basis each time prior to formalizing the appointment.
5.4 Anniversary Dates. Except as may otherwise be
provided for in deep class resolutions, anniversary dates
will be set as follows:
a. New Employees. The anniversary date of a new
employee is the first day of the calendar month
LOCAL NO. 1 - 25 - 1999-2002 MOU
SECTION 5 - SALARIES
after the calendar month when the employee
successfully completes six (6) months service
provided however, if an employee began work on
the first regularly scheduled workday of the month
the anniversary date is the first day of the
calendar month when the employee successfully
completes six (6) months service.
b. Promotions. The anniversary date of a promoted
employee is determined as fora new employee in
Subsection 5.4.a above.
C. Demotions. The anniversary of a demoted
employee is the first day of the calendar month
after the calendar month when the demotion was
effective.
d. Transfer, Reallocation & Reclassification. The
anniversary date of an employee . who is
transferred to another position or one whose
position has been reallocated or reclassified to a
class allocated to the same salary range or to a
salary range which is within five percent (5%) , of
the top step of the previous classification,
remains unchanged.
e. Reemployments. The anniversary of an employee
appointed from a reemployment list to the first
step of the applicable salary range and not
required to serve a probation period is
determined in the same way as the anniversary
date is determined for a new employee who is
appointed the same date, classification and step
LOCAL NO. 1 - 26 - 199972002 MOU
SECTION 5 - SALARIES
and who then successfully completes the
required probationary period.
f. Notwithstanding other provisions of this Section
5, the anniversary of an employee who is
appointed to a classified position from outside the
County's merit system at a rate above the
minimum salary for the employee's new class, or
who is transferred from another governmental
entity to this County's merit system, is one (1 )
year from the first day of the calendar month after
the calendar month when the employee was
appointed or transferred; provided however, when
the appointment or transfer is effective on the
employee's first regularly scheduled work day of
that month, his/her anniversary date is one (1 )
year after the first calendar day of that month.
5.5 Increments Within Range. The performance of
each employee, except those of employees already at the
maximum salary step of the appropriate salary range, shall
be reviewed on the anniversary date as set forth in
Section 5.4 to determine whether the salary of the
employee shall be advanced to the next higher step in the
salary range. Advancement shall be granted on the
affirmative recommendation of the appointing authority,
based on satisfactory performance by the employee. The
appointing authority may recommend denial of the
increment or denial subject to one additional review at
some specified date before the next anniversary which
must be set at the time the original report is returned.
LOCAL NO. 1 - 27 - 1999-2002 MOU
SECTION 5 - SALARIES
Except as herein provided, increments within range shall
not be granted more frequently than once a year, nor shall
more than one (1 ) step within range increment be granted
at one time, except as otherwise provided in deep class
resolutions. In case an appointing authority recommends
denial of the within range increment on some particular
anniversary date, but recommends a special salary review
at some date before the next anniversary the special
salary_ review shall not affect the regular salary review on
the next anniversary date. Nothing herein shall be
construed to make the granting of increments mandatory
on the County. If an operating department verifies in
writing that an administrative or clerical error was made in
failing to submit the documents needed to advance an
employee to the next salary step on the first of the month
when eligible, said advancement shall be made retroactive
to the first of the month when eligible.
5.6 Part-Time Compensation. A part-time employee
shall be paid a monthly salary in the same ratio to the full-
time monthly rate to which the employee would be entitled
as a`� full-time employee under the provisions of this
Section 5 as the number of hours per week in' the
employee's part-time work schedule bears to the number
of hours in the full-time work schedule of the department.
5.7 Compensation for Portion of Month. Any
employee who works less than any full calendar month,
except when on earned vacation or authorized sick leave,
shall receive as compensation for services an amount
which is in the same ratio to the established monthly rate
as the number of days worked is to the actual working
LOCAL NO. 1 - 28 - 1999-2002 MOU
SECTION 5 - SALARIES
days in such employee's normal work schedule for the
particular month; but if the employment is intermittent,
compensation shall be on an hourly basis.
5.5 Position Reclassification. An employee who is
an incumbent of a position which is reclassified to a class
which is allocated to the same range of the basic salary
schedule as is the class of the position before it was
reclassified, shall be paid at the same step of the range as
the employee received under the previous classification.
An incumbent of a position which is reclassified to a class
which is allocated to a lower range of the basic salary
schedule shall continue to receive the same salary as
before the reclassification, but if such salary is greater
than the maximum of the range of the class to which the
position has been reclassified, the salary of the incumbent
shall be reduced to the maximum salary for the new
classification. The salary of an incumbent of a position
which is reclassified to a class which is allocated to a
range of the basic salary schedule greater than the range
of the class of the position before it was reclassified shall
be governed by the provisions of Section 5.10 - Salary on
Promotion.
5.9 Salary Reallocation & Salary on Reallocation.
A. In a general salary increase or decrease, an
employee in a class which is reallocated to a
salary range above or below that to which it was
previously allocated, when the number of steps
remain the same, shall be compensated at the
LOCAL NO. 1 - 29 - 1999-2002 MOU
SECTION 5 - SALARIES
same step in the new salary range the employee
was receiving in the range to which the class was
previously allocated. If the reallocation is from
one salary range with more steps to a range with
fewer steps or vice versa, the employee shall be
compensated at the step on the new range which
is in the same percentage ratio to the top step of
the new range as was the salary received before
reallocation to the top step of the old range, but in
no case shall any employee be compensated at
less than the first step of the range to which the
class is allocated.
B. In the event that a classification is reallocated
from a salary range with more steps to .a salary
range with fewer steps on the salary schedule,
apart from the general salary increase or
decrease described in Section 5.9.A above, each
incumbent of a position in the reallocated class
shall be placed upon the step of the new range
which equals the rate of pay received before the
reallocation. In the event that the steps in the new
range do not contain the same rates as the old
range, each incumbent shall be placed at the
step of the new range which is next above the
salary rate received in the old range, or if the new
range does not contain a higher step, at the step
which .is next lower than the salary received in the
old range.
C. In the event an employee is in a, position which is
reallocated to a different class which is allocated
to a salary range the same as above or below the
.LOCAL NO. 1 - 30 - 1999-2002 MOU
SECTION 5 - SALARIES
salary range of the employee's previous class,
the incumbent shall be placed at the step in the
new class which equals the rate of pay received
before reallocation. In the event that the steps in
the range for the new class do not contain the
same rates as the range for the old class, the
incumbent shall be placed at the step of the new
range which is next above the salary rate
received in the old range; or if the new range
does not contain a higher step, the incumbent
shall be placed at the step which is next lower
than the salary.
D. In the event of reallocation to a deep class, the
provisions of the deep class resolution and
incumbent salary allocations, if any, shall
supersede Section 5.10.
5.10 Salary on Promotion. Any employee who is
appointed to a position of a class allocated to a higher
salary range than the class previously occupied, except as
provided under Section 5.14, shall receive the salary in the
new salary range which is next higher than the rate
received before promotion. In the event this increase is
less than five percent (5%), the employee's salary shall be
adjusted to the step in the new range which is at least five
percent (5%) greater than the next higher step; provided
however that the next step shall not exceed the maximum
salary for the higher class. In the event of the appointment
of a laid off employee from the layoff list to the class from
which the employee was laid off, the employee shall be
appointed at the step which the employee had formerly
attained in the higher class unless such step results in a
LOCAL NO. 1 - 31 - 1999-2002 MOU
SECTION 5 - SALARIES
decrease in which case the employee is appointed to the
next higher step. If however, the employee is being
appointed into a class allocated to a higher salary range
than the class from which the employee was laid off, the
salary will be calculated from the highest step the
employee achieved prior to layoff, or from the employee's
current step, whichever is higher.
5.11 Salary on Involuntary Demotion. Any employee
who ,is demoted, except as provided under Section 5.12,
shall have his/her salary reduced to the monthly salary
step in the range for the class of position to which he/she
has been demoted next lower than the salary received
before demotion. In the event this decrease is less than
five percent (5%), the employee's salary shall be adjusted
to the step in the new range which is five percent (5%) less
than the next lower step; provided, however, that the next
step shall not be less than the minimum salary for the
lower class.
Whenever the demotion is the result of layoff, cancellation
of positions or displacement by another employee with
greater seniority rights, the salary of the demoted
employee shall be that step on the salary range which
he/she would have achieved had he/she been
continuously in the position to which he/she has been
demoted, all within-range increments having been granted.
5.12 Salary on Voluntary Demotion. Whenever any
employee voluntarily demotes to a position in a class
having a salary schedule lower than that of the class from
which he or she demotes, his or her salary shall remain
LOCAL NO. 1 - 32 - 1999-2002 MOU
SECTION 5 - SALARIES
the same if the steps in his or her new (demoted) salary
range permit, and if not, the new salary shall be set at the
step next below former salary.
5.13 Salary on Transfer. An employee who is
transferred from one position to another as described
under Transfer shall be placed at the step in the salary
range of the new class which equals the rate of pay
received before the transfer. In the event that the steps in
the range for the new class do not contain the same rates
as the range for the old class, the employee shall be
placed at the step of the new range which is next above
the salary rate received in the old range; or if the new
range does not contain a higher step, the employee shall
be placed at the step which is next lower than the salary
received in the old range.
Whenever a permanent employee transfers to or from a
deep class, as provided in the appropriate deep class
resolutions, the salary of the employee shall be set as
provided in the deep class resolutions at a step not to
exceed a five percent (5%) increase in the employee's
base salary.
However, if the deep class transfer occurs to or from a
deep class with specified levels identified for certain
positions and their incumbents, the employee's salary in
the new class shall be set in accordance with the section
on Salary on Promotion if the employee is transferring to
another class or to a level in a deep class for which the
salary is at least five percent (5%) above the top base step
of the deep class level or class in which they have status
currently.
LOCAL NO. 1 - 33 - 1999-2002 MOU
SECTION 5 - SALARIES
5.14 Pay for Work in Higher Classification. When
an employee in a permanent position in the merit system
or an employee in the Family and Children's Service Unit
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 Memorandum, commencing
on the 41St consecutive hour in the assignment, under the
following conditions:
a. When an. employee is assigned to a program,
service or activity established by the Board of
Supervisors which is reflected in an authorized
position which has been classified and assigned
to the Salary Schedule.
b. The nature of the departmental assignment is
such that the employee in the lower classification
becomes fully responsible for the duties of the
position of the higher classification.
C. Employee selected for the assignment will
normally be expected to meet the minimum
qualifications for the higher classification.
d. Pay for work in a higher classification shall not be
utilized as a promotional procedure provided in
this Memorandum.
e. Higher pay assignments shall not exceed six (6)
months except through reauthorization.
LOCAL NO. 1 - 34 - 1999-2002 MOU
SECTION 5 - SALARIES
f. If approval is granted for pay for work in a higher
classification and the assignment is terminated
and later reapproved for the same employee
within thirty (30) days no additional waiting period
will be required.
g. Any incentives (e.g., the education incentive) and
special differentials (e.g., bilingual differential and
hazardous duty differential). . accruing. to the
employee in his/her permanent position shall
continue.
h. During the period of work for higher pay in a
higher classification, an employee will retain
his/her permanent classification, and anniversary
and salary review dates . will be determined by
time in that classification; except that if the period
of work for higher pay in a higher classification
exceeds one year continuous employment, the
employee, upon satisfactory performance in the
higher classification, shall be eligible for a salary
review in that class on his/her next anniversary
date. Notwithstanding any other salary
regulations, the salary step placement of
employees appointed to the higher class
immediately following termination of the
assignment, shall remain unchanged.
i. Allowable overtime pay, shift differentials and/or
work location differentials will be paid on the
basis of the rate of pay for the higher class.
LOCAL NO. 1 - 35 - 1999-2002 MOU
SECTION 5 - SALARIES
5.15 Payment. On the tenth (10th) day of each month,
the Auditor will draw a warrant upon the Treasurer in favor
of each employee for the amount of salary. due the
employee for the preceding month; provided however, that
each employee (except those paid on an hourly rate) may
choose to receive an advance on the employee's monthly
salary, in which case the Auditor shall, on the twenty-fifth
(25th) day of each month, draw his/her warrant upon the
Treasurer in favor of such employee.
The advance shall be in an amount equal to one-third (1/3)
or less (at the option of the employee) of the employee's
basic salary of the previous month except that it shall not
exceed the amount of the previous month's basic . salary
less all requested or required deductions.
The election to receive the advance shall be made on the
prescribed form (form M-208, revised 5/81 ) and submitted
by the. fifteenth (15th) of the month to the department
payroll clerk who will forward the card with the Salary
Advance Transmittal/Deviation Report to the Auditor-
Controller payroll section.
Such an election would be effective in the month of the
submission and would remain effective until revoked.
In the case of an election made pursuant to this Section
5.15 all required or requested deductions from salary shall
be taken from the second installment, which is payable on
the tenth (10th) day of the following month.
LOCAL NO. 1 - 36 - 1999-2002 MOU
SECTION 6 - DAYS AND HOURS OF WORK
SECTION 6 - DAYS AND HOURS OF WORK
The normal work week of County employees is forty (40)
hours between 12:01 a.m. Monday to 12:00 midnight
Sunday, usually five (5) eight (8) hour days; for twenty-four
(24) hour shift employees of the Health Services
Department, the normal work week is forty (40) hours
between 12:01 a.m. Sunday to 12:00 midnight Saturday.
However, where operational requirements of a department
require deviations from the usual pattern of five (5) eight
(8) hour days per work week, an employee's work hours
may be scheduled to meet these requirements. The
Department Head shall prepare written schedules in
advance to support all deviations encompassing the
complete operational cycle contemplated.
The work week for employees in the 4/10 shift is four (4)
ten (10) hour working days during a work week consisting
of any seven (7) day period. If the County wants to
eliminate any existing 4/10 shift and substitute a 5/8 shift
or to institute a 4/10 shift which does not allow for three (3)
consecutive days off (excluding overtime days or a change
of shift assignment), or change existing work schedules or
existing hours of work, it will meet and confer with the
Union prior to implementing said new shift or hours
change. This obligation does not apply where there is an
existing system for reassigning employees to different
shifts or different starting/stopping times. Nothing herein
prohibits affected employees and their supervisor from
mutually agreeing on a change in existing hours of work
provided other employees are not adversely impacted.
LOCAL NO. 1 - 37 - 1999-2002 MOU
SECTION 7 - OVERTIME AND COMPENSATORY TIME
SECTION 7 - OVERTIME AND COMPENSATORY TIME
7.1 Overtime. Overtime is any authorized work
performed in excess of forty (40) hours per week or eight
(8) hours per day. Overtime for 4/10 shift employees is any
work performed beyond ten (10) hours per day or forty (40)
hours per week. All overtime shall be compensated for at
the rate of one and one-half (1 -1/2) times the employee's
base' rate of pay (not including shift and other special
differentials).
Overtime for permanent employees is earned and credited
in a minimum of one-tenth hour increments and is
compensated by either pay or compensatory time off.
Employees entitled to overtime credit for holidays in
positions which work around the clock (such as the County
Hospital, the Sheriffs Office and Jails, and the Juvenile
Hall and Boys' Ranch) shall be provided a choice as to
whether they shall be paid at the overtime rate or shall
receive compensatory time off at the rate of one and one-
half (,1 -1/2) hours compensatory time off for each hour
worked. Such compensatory time off, and the
accumulation thereof shall be in addition to the total
vacation accumulation permitted under the terms of this
MOU. The specific provision of this accumulation are set
forth in Section 12.5 of this MOU. Regular overtime for
twenty-four (24) hour institutional employees may be
accrued as compensatorytime in accordance with Section
7.2 of this MOU.
LOCAL NO. 1 - 38 - 1999-2002 MOU
SECTION 7 - OVERTIME AND COMPENSATORY TIME
7.2 Compensatory Time. The following provisions
shall apply:
a. Employees may periodically elect to accrue
compensatory time off in lieu of overtime pay.
Eligible employees must notify their Department
Head or his or her designee of their intention to
accrue compensatory time off or to receive
overtime pay at least thirty (30) days in advance
of the change.
b. The names of those employees electing to
accrue compensatory time off shall be placed on
a list maintained by the Department. . Employees
who become eligible (i.e., newly hired employees,
employees promoting, demoting, etc.) for
compensatory time off in accordance with these
guidelines must elect to accrue compensatory
time or they will be paid for authorized overtime
hours worked.
C. Compensatory time off shall be accrued at the
rate of one and one-half (1 -1/2) times the actual
authorized overtime hours worked by the
employee.
d. Employees may not accrue a compensatory time
off balance that exceeds one hundred twenty
(120) hours (i.e., eighty (80) hours at time and
one-half). Once the maximum balance has been
attained, authorized overtime hours will be paid at
the overtime rate. If the employee's balance falls
below one hundred twenty (120) hours, the
LOCAL NO. 1 - 39 - 1999-2002 MOU
SECTION 7 - OVERTIME AND COMPENSATORY TIME
employee shall again accrue compensatory time
off for authorized overtime hours worked until the
employee's balance again reaches one hundred
twenty (120) hours.
e. Accrued compensatory time off shall. be carried
over for use in the next fiscal year; however, as
provided in d above, accrued compensatory time
off balances may not exceed one hundred twenty
(120) hours.
f. The use of accrued compensatory time off shall
be by mutual agreement between the Department
Head or his/her designee and the employee.
Compensatory time off shall. not be taken when
the. employee should be replaced by another
employee who would be eligible to receive, for
time worked, either overtime payment or
compensatory time accruals as provided for in
this Section. This provision may be waived at the
discretion of the Department Head or his or her
designee.
g. When an employee promotes, demotes or
transfers from one classification eligible for
compensatory time off to another classification
eligible for compensatory time off within the same
department, the employee's accrued
compensatory time off balance will be carried
forward with the employee.
h. Compensatory time accrual balances will be paid
off when an employee moves from one
LOCAL N0. .1 - 40 - 1999-2002 MOU
SECTION 8 - CALL BACK TIME
department to another through promotion,
demotion or transfer. Said payoff will be made in
accordance with the provisions and salary of the
class from which the employee is promoting,
demoting or transferring as set forth in i below.
i. Since employees accrue compensatory time off
at the rate of one and one-half (1 -1/2) hours for
each hour of authorized overtime worked, they
shall be paid their accrued hours of
compensatory time at the straight time rate of pay
whenever:
1 . The employee changes status and is no
longer eligible for compensatory time off.
2. The employee promotes, demotes or transfer
to another department.
3. The employee separates from County
service.
4. The employee retires.
j. The Office of the County Auditor-Controller will
establish timekeeping procedures to administer
this Section.
SECTION 8 - CALL BACK TIME
Any employee who is called back to duty shall be paid at
the appropriate rate for the actual time worked plus one (1 )
LOCAL NO. 1 - 41 - 1999-2002 MOU
SECTION 9 - ON-CALL DUTY
hour. Such employee called back shall be paid a minimum
of two (2) hours at the appropriate rate for each call back.
SECTION 9 - ON-CALL DUTY
On-call duty is any time other than time when the
employee is actually on duty during which an employee is
not required to be on County premises, but stand ready to
immediately report for duty and must arrange so that
his/her supervisor can .reach him/her on ten (10) minutes
notice or less. An employee assigned to on-call time shall
be paid one (1 ) hour of straight time credit for each four (4)
hours of such on-call time unless otherwise provided in the
supplemental sections of this Agreement. Where on-call
arrangements exist, the Department Head shall designate
which employees are on-call unless otherwise provided in
the supplemental sections of this Agreement.
SECTION 10 - SHIFT DIFFERENTIAL
In the. hours which qualify for shift differential, employees
shall 'receive five percent (5%) above their base salary
rate.
To qualify for shift differential, an employee must have a
regularly assigned daily work schedule which requires:
a. Completion of more than one and one-half (1 -1/2)
hours over the normal actual working time; or
LOCAL NO. 1 - 42 - 1999-2002 MOP
SECTION 11 - WORKFORCE REDUCTION/LAYOFF/REASSIGNMENT
b. At..least four (4) hours of actual working time from
5:00 p.m. through 9:00 a.m. inclusive. However,
employees who have been regularly working a
shift qualifying for shift differential immediately
preceding the commencement of a vacation, paid
sick leave period, paid disability or other paid
leave, will have shift differential included in
computing the pay for their leave. The paid leave
of an employee who is on a rotating shift
schedule shall include the shift differential that
would have been received had the employee
worked the shift for which the employee was
scheduled during such period. Shift differential
shall only be paid during paid sick leave and paid
disability as provided above for the first thirty (30)
calendar days of each absence.
SECTION 11 - WORKFORCE REDUCTION/LAYOFF/
REASSIGNMENT
11 .1 Workforce Reduction. In the event that funding
reductions or shortfalls in funding occur in a department or
are expected, which may result in layoffs, the department
will notify the union and take the following actions:
a. Identify the classification(s) in which position
reductions may be required due to funding
reductions or shortfalls.
b. Advise employees in those classifications that
position reductions may occur in their
classifications.
LOCAL NO. 1 - 43 - 1999-2002 MOU
SECTION 11 - WORKFORCE REDUCTION/LAYOFF/REASSIGNMENT
C. Accept voluntary leaves of absence from
employees in those classifications which do not
appear to be potentially impacted by possible
position reductions when such leaves can be
accommodated by the department.
d. Consider employee requests to reduce their
position hours from full-time to part-time to
alleviate the impact of the potential layoffs.
e. Approve requests for reduction in hours, lateral
transfers, and voluntary demotions to vacant,
funded positions in classes not scheduled for
layoffs within the department, as well as to other
departments not experiencing funding reductions
or shortfalls when it is a viable operational
alternative for the department(s).
f. Review various alternatives which will help
mitigate the impact of the layoff by working
through the Tactical Employment Team (TET)
program to:
1 . Maintain an employee skills inventory bank
to be used as a basis for referrals to other
employment opportunities.
2. Determine if there are other positions to
which employees may be transferred.
I Refer interested persons to vacancies which
occur in other job classes for which they
qualify and can use their layoff eligibility.
LOCAL NO. 1 - 44 - 1999-2002 MOU
SECTION 11 - WORKFORCE REDUCTION/LAYOFF/REASSIGNMENT
4.. Establish workshops to aid laid off
employees in areas such as resume
preparation, alternate career counseling, job
search strategy, and interviewing skills.
g. When it appears to the Department Head and/or
Labor Relations Manager that the Board of
Supervisors may take action which will result in
the layoff of employees in a representation unit,
the Labor Relations Manager shall notify the
Union of the possibility of such layoffs and shall
meet and confer with the Union regarding the
implementation of the action.
11 ,2 Separation Through Lavoff.
A. Grounds for Layoff. Any employee(s) having
permanent status in position(s) in the merit
service may be laid off when the position is no
longer necessary, or for reasons of economy,
lack of work, lack of funds or for such other
reason(s) as the Board of Supervisors deems
sufficient for abolishing the position(s).
B. Order of Layoff. The order of layoff in a
department shall be based on inverse seniority in
the class of positions, the employee in that
department with least seniority being laid off first
and so on.
LOCAL NO. 1 - 45 - 1999-2002 MOU
SECTION 11 - WORKFORCE REDUCTION/LAYOFF/REASSIGNMENT
C. Layoff By Displacement.
1 . In the Same Class. A laid off permanent full-
time employee may displace an employee in
the department having less seniority in the
same class who occupies permanent-
intermittent or permanent part-time position,
the least senior. employee being displaced
first.
2. In the Same Level or Lower Class. A laid off
or displaced employee who had achieved
permanent status in a class at the same or
lower salary level as determined by the.
salary schedule .in effect at the time of layoff
may displace within the department and in
the class an employee having less seniority;
the least senior employee being displaced
first, and so on with senior displaced
employees displacing junior employees.
D. Particular Rules on Displacing.
1 . Permanent-intermittent and permanent part-
time employees may displace only
employees holding permanent positions of
the same type respectively.
2. A permanent full-time employee may
displace any intermittent or part-time
employee with less seniority 1 ) in the same
class as provided in Section 11 .2.C.1 or, 2)
in a class of the same or lower salary level
LOCAL NO. 1 - 46 - 1999-2002 MOU
SECTION 11 - WORKFORCE REDUCTION/LAYOFF/REASSIGNMENT
as provided in Section 11 .2.'C.2 if no full-time
employee in a class at the same or lower
salary level has less seniority than the
displacing employees.
I Former permanent full-time employees who
have voluntarily become permanent part-
time employees for the purpose of reducing
the impact of a proposed layoff with the
written approval of the Human Resources
Director or designee retain their permanent
full-time employee seniority rights for layoff
purposes only and may in a later layoff
displace a full-time employee with less
seniority as provided in these rules.
E. Seniority. An employee's seniority within a class
for layoff and. displacement purposes shall be
determined by adding the employee's length of
service in the particular class in question to the
employee's length of service in other classes at
the same or higher salary levels as determined by
the salary schedule in effect at the time of layoff.
Employees reallocated or transferred without
examination from one class to another class
having a salary within five percent of the former
class, shall carry the seniority accrued in the
former class into the new class. Employees
reallocated to a new deep class upon its initiation
or otherwise reallocated to a deep class because
the duties of the position occupied are
appropriately described in the deep class shall
carry into the deep class the seniority accrued or
LOCAL NO. 1 - 47 - 1999-2002 MOU
SECTION 11 - WORKFORCE REDUCTION/LAYOFF/REASSIGNMENT
carried forward in the former class and seniority
accrued in other classes which have been
included in the deep class.
Service for layoff and displacement purposes
includes only the employee's last continuous
permanent County employment. Periods of
separation may not be bridged to extend such
service unless the separation is a result of layoff
in which case bridging will be authorized if the
employee is reemployed in a permanent position
within the employee's layoff eligibility. Approved
leaves of absence as provided for in these rules
and regulations shall not constitute a period of
separation. In the event of ties in seniority rights
in the particular class in question, such ties shall
be broken by length of last continuous permanent
County employment. If there remain ties in
seniority rights, such ties shall be broken by
counting total time in the department in
permanent employment. Any remaining ties shall
be broken by random selection among the
employees involved.
F. Eligibility for Layoff List. Whenever any person
who has permanent status is laid off, has been
displaced, has been demoted by displacement or
has voluntarily demoted in lieu of layoff or
displacement, or has transferred in lieu of layoff
or displacement, the person's name shall be
placed on the Layoff list for the class of positions
from which that person has been removed.
LOCAL NO. 1 - 48 - 1999-2002 MOU
SECTION 11 - WORKFORCE REDUCTION/LAYOFF1 REASSIGNMENT
G. Order of Names on Layoff. First, layoff lists shall
contain the names of persons laid off, displaced,
or demoted as a result of a layoff or
displacement, or who have voluntarily demoted or
transferred in lieu of layoff or displacement.
Names shall be listed in order of layoff seniority in
the class from which laid off, displaced demoted,
or transferred on the date of layoff, the most
senior person listed first. In case of ties in
seniority, the seniority rules shall apply except
that where there is a class seniority tie between
persons laid off from different departments, the
tie(s) shall be broken by length of last continuous
permanent County employment with remaining
ties broken by random selection among the
employees involved.
H. Duration of Layoff & Reemployment Rights. The
name of any person granted reemployment
privileges shall continue on the appropriate list for
a period of two (2) years. Persons placed on
layoff lists shall continue on the appropriate list
for a period of four (4) years.
I. Certification of Persons From Layoff Lists. Layoff
lists contain the name(s) of person(s) laid off,
displaced or demoted by displacement or
voluntarily demoted in lieu of layoff or
displacement or transferred in lieu of layoff or
displacement. When a request for personnel is
received from the appointing authority of a
department from which an eligible(s) was laid off,
the appointing authority shall receive and appoint
LOCAL NO. 1 - 49 - 1999-2002 MOU
SECTION 11 - WORKFORCE REDUCTION/LAYOFF/REASSIGNMENT
the eligible highest on the layoff list from the
department. When a request for personnel is
received from a department from which an
eligible(s) was not laid off, the appointing
authority shall receive and appoint the eligible
highest on the layoff list who shall be subject to a
probationary period. A person employed from a
layoff list shall be appointed at the same step of
the salary range the employee held on the day of
layoff.
J. Removal of Names from Layoff Lists. The Human
Resources Director may remove the name of
any eligible from a layoff list for any reason listed
below:
1 . For any cause stipulated in Section 404.1 of
the Personnel Management Regulations.
2. On evidence that the eligible cannot be
located by postal authorities.
3. On receipt of a statement from the
appointing authority or eligible that the
eligible declines certification or indicates no
further desire for appointment in the class.
4. If three (3) offers of permanent appointment
to the class for which the eligible list was
established have been declined by the
eligible.
LOCAL NO. 1 - 50 - 1999-2002 MOU
SECTION 11 - WORKFORCE REDUCTION/LAYOFF/REASSIGNMENT
5. If the eligible fails to respond to the Human
Resources Director or the appointing
authority within ten (10) days to written notice
of certification mailed to the person's last
known address.
If the person on the reemployment or layoff
list is appointed to another position in the
same or lower classification, the name of the
person shall be removed. However, if the
first permanent appointment of a person on a
layoff list is to a lower class which has a top
step salary lower than the top step of the
class from which the person was laid off, the
name of the person shall not be removed
from the layoff list. Any subsequent
appointment of such person from the layoff
list shall result in removal of that person's
name.
K. Removal of Names from Reemployment and
Layoff Certifications. The Human Resources
Director may remove the name of any eligible
from a reemployment or layoff certification if the
eligible fails to respond within five (5) days to a
written notice of certification mailed to the
person's last known address.
11 .3 Notice. The County agrees to give employees
scheduled for layoff at least ten (10) work days notice prior
to their last day of employment.
LOCAL NO. 1 - 51 - 1999-2002 MOU
SECTION 11 - WORKFORCE REDUCTION/LAYOFF/REASSIGNMENT
11 .4 Special Employment Lists. The County will
establish a T.ET Employment Pool which will include the
names of all laid off County employees. Special
employment lists for job classes may be established from
the pool. Persons placed on a special employment list
must meet the minimum qualifications for the class. An
appointment from such a list will not affect the individual's
status on a layoff list(s).
11 .5 .;. Reassignment of Laid Off Employees.
Employees who displaced within the same classification
from full-time to part-time or intermittent status in a layoff,
or who voluntarily reduced their work hours to reduce the
impact of layoff, or who accepted a position of another
status than that from which they were laid off upon referral
from the layoff list, may request reassignment back to their
pre-layoff status (full time or part-time or increased hours).
The request must be in writing in accord with each
department's reassignment bid or selection process.
Employees will be advised of the reassignment procedure
to be. followed to obtain reassignment back to their former
status. at the time of the workforce reduction. The most
senior laid off employee in this status who requests such a
reassignment will be selected for the vacancy; except
when a more senior laid off individual remains on the layoff
list and has not been appointed back to the class from
which laid off, a referral from the layoff list will be made to
fill the vacancy.
LOCAL NO. 1 - 52 - 1999-2002 MOU
SECTION 12 - HOLIDAYS
SECTION 12 - HOLIDAYS
12.1 Holidays Observed. The County will observe the
following holidays:
a. January 1st, known as New Year's Day
3rd Monday in January known as Dr. M. L. King, Jr. Day
3rd Monday in February, known as Presidents' Day
The last Monday in May, known as Memorial Day
July 4th, known as Independence Day
First Monday in September, known as Labor Day
November 11th, known as Veterans Day
4th Thursday in November, known as Thanksgiving
The day after Thanksgiving
December 25th, known as Christmas Day
Such other days as the Board of Supervisors may
by resolution designate as holidays.
b. Each full-time employee shall accrue two (2)
hours of personal holiday credit per month. Such
personal holiday time may be taken in increments
of one-tenth hour (6 minutes), and preference of
personal holidays shall be given to employees
according to their seniority in their department as
reasonably as possible. No employee may accrue
more than forty (40) hours of personal holiday
credit. On separation from County service, an
employee shall be paid for any unused personal
holiday credits at the employee's then current pay
rate.
C. Employees in positions which work around the
clock shall in addition to those holidays specified
LOCAL NO. 1 - 53 - 1999-2002 MOU
SECTION 12 - HOLIDAYS
in . Section 12.1 .a celebrate Admission Day,
Columbus Day, and Lincoln's Day as holidays,
but shall not accrue the two (2) hours per month
of personal holiday credit referenced in Section
12.1 .b above.
12.2 Application of Holiday Credit. The following
provisions indicate how holiday credit is to be applied:
a. Employees on the five (5) day forty (40) hour
Monday through Friday work schedule shall be
entitled to a holiday whenever a holiday is
observed pursuant to the schedule cited above.
b. Employees on a work schedule other than
Monday through Friday 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
4 the holiday.
C. Employees will be paid one and one-half (1 -1/2)
times their basic salary rate for holidays actually
worked in addition to regular pay for the holiday.
The purpose of this plan is to equalize holidays
between employees on regular work schedule
and those on other work schedules.
LOCAL NO. 1 - 54 - 1999-2002 MOU
SECTION 12 - HOLIDAYS
If a holiday falls on the days off of an employee
on a schedule other than Monday through Friday,
the employee shall be given credit for overtime or
granted time off on the employee's next
scheduled work day. Employees who are not
permitted to take holidays because of the nature
of their work are entitled to overtime pay as
specified by this MOU.
If any holiday listed in Section 12.1 .a above falls
on a Saturday, it shall be celebrated on the
preceding Friday. If any holiday listed in Section
12.1 .a falls on a Sunday, it shall be celebrated on
the following Monday. For employees in the
Health Services Department (only) assigned to
units or services on a shift operational cycle
which includes Saturday or Sunday as
designated by the appointing authority (rather
than Monday through Friday eight (8) hours per
day or a designated 4/10 or 9/80 schedule)
holidays shall be observed on the day on which
the holiday falls regardless if it is -a Saturday or
Sunday.
12.3 Holiday Credit for Part-Time Employees.
Permanent part-time employees shall receive holiday
credit in the same ratio to the holiday credit given full-time
employees as the number of hours per week in the part-
time employee's schedule bear 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.
Permanent part-time and permanent-intermittent
LOCAL NO. 1 - 55 - 1999-2002 MOU
SECTION 12 - HOLIDAYS
employees. who work on a holiday shall receive overtime
pay or compensatory time credit for all hours worked, up to
a maximum of eight (8).
12.4 4/10 Shift - Holidays.
A. Holiday Shift Pay. Each 4/10 shift employee who
works a full shift on a holiday shall receive time
and one-half for the first eight (8) hours worked in
addition to regular pay for the holiday. Holiday
shift pay shall be subject to provisions of Section
7.
B. Absence on Holiday. The maximum time charged
to sick leave, vacation or leave without pay on a
holiday shall be two (2) hours.
12.5 Accrual of Holiday Time. Employees entitled to
overtime credit in positions which work around the clock
shall be permitted to elect between pay at the overtime
rate „or compensatory time off in recognition of holidays
worked.
The following procedures shall apply to this selection:
a. Any person who is eligible and who elects. to
accrue holiday time must agree to do so for a full
fiscal year (July 1 through June 30), or the
remainder thereof, unless otherwise specified by
.the Board.
LOCAL NO. 1 - 56 - 1999-2002 MOU
SECTION 12 - HOLIDAYS
b. Employees starting work after a list of those
electing to accrue holiday time has been
submitted to the Auditor and approved, will be
paid overtime unless they specifically requested
in writing within seven (7) calendar days to be
placed on the accrual list.
C. Holiday time shall be accrued at the rate of one
and one-half (1 -1/2) times the actual hours
worked to a maximum of eight (8) hours worked
by the employee.
d. Holiday time may not be accumulated in excess
of two hundred eighty-eight (288) working hours.
Holiday time may be accrued up to two hundred
eighty-eight (288) hours, exclusive of regular
vacation accruals. After two hundred eighty-eight
(288) hours, holiday time shall be paid at the
overtime rates as specified in Section 7.
e. Accrued holiday time may be taken off at times
determined by mutual agreement of the employee
and the Department Head.
f. Accrued holiday time shall be paid off only upon a
change in status of the employee such as
separation, transfer to another department or
reassignment to a permanent-intermittent
position.
LOCAL NO. 1 - 57 - 1999-2002 MOU
SECTION 13 - VACATION LEAVE
SECTION 13 - VACATION LEAVE
13.1 Vacation Allowance. Employees in permanent
positions are entitled to vacation with pay. Accrual is
based upon straight time hours of working time per
calendar month of service and begins on the date of
appointment to a permanent position. Increased accruals
begin on the first of the month following the month in which
the employee qualifies. Accrual for portions of a month
shall be in minimum amounts of one (1 ) hour calculated on
the same basis as for partial month compensation
pursuant to Section 5.8 of this MOU. Vacation credits may
be taken in one-tenth hour (six minute) increments but
may not be taken during the first six (6) months of
employment (not necessarily synonymous with
probationary status) except where sick leave has been
exhausted; and none shall be allowed in excess of actual
accrual at the time vacation is taken.
13.2 Vacation Leave on Reemployment From a
Layoff List. Employees with six months or more service
in a permanent position prior to their layoff, who are
employed from a layoff list, shall be considered as having
completed six months tenure in a permanent position for
the purpose of vacation leave. The appointing authority or
designee will advise the Auditor-Controller's Payroll Unit in
each case where such vacation is authorized so that
appropriate payroll system override actions can be taken.
13.3 Vacation Accrual Rates. For employees hired
into a class in any bargaining unit covered by this MOU
prior to September 1 , 1979 the rates at which vacation
LOCAL NO. 1 - 58 - 1999-2002 MOU
SECTION 13 - VACATION LEAVE
credits accrue and the maximum accumulation thereof are
as follows:
Monthly Maximum
Accrual Cumulative
Length of Service Hours Hours
Under 11 years 10 240
11 years 10-2/3 256
12 years 11 -1/3 272
13 years 12 288
14 years 12-2/3 304
15 through 19 years 13-1/3 320
20 through 24 years 16-2/3 400
25 through 29 years 20 480
30 years and up 23-1/3 560
For employees hired into a class of one of the following
bargaining units on or after September 1 , 1979 the rates at
which vacation credits accrue, and the maximum
accumulation thereof, are as follows: Agriculture/Animal
Services, Building Trades, Engineering, General Services
& Maintenance, and Probation Units.
LOCAL NO. 1 - 59 - 1999-2002 MOU
SECTION 13 - VACATION LEAVE
Monthly Maximum
Accrual Cumulative
Length of Service Hours Hours
Under 5 years 6-2/3 160
5 through 10 years 10 240
11 years 10-2/3 256
12 years 11 -1/3 272
13 years 12 288
14 years 12-2/3 304
15 through 19 years 13-1/3 320
20 through 24 years 16-2/3 400
25 through 29 years 20 480
30 years and up 23-1/3 560
13.4 Bridged Service Time. Employees who are
rehired and have their service bridged in accordance with
the provisions of this MOU shall accrue vacation in
accordance with the accrual formula for employees hired
after September 1 , 1979. However, prior service. time
which has been bridged shall count toward longevity
accrual.
13.5-;..,, Accrual Durinq Leave Without Pay. No
employee who has been granted a leave without pay or
unpaid military leave shall accrue any vacation credit
during the time of such leave, nor shall an employee who
is absent without pay accrue vacation credit during the
absence.
13.6 Vacation Allowance for Separated Employees.
On separation from County service, an employee shall be
LOCAL NO. 1 - 60 - 1999-2002 MOU
SECTION 14 - SICK LEAVE
paid for any unused vacation credits at the employee's
then current pay rate.
13.7 Vacation Preference. Use of vacation accruals
is by mutual agreement between the employee and the
supervisor and preference of vacation shall be given to
employees according to their seniority in their department
as reasonably as possible unless otherwise provided in the
supplemental sections of this Agreement.
SECTION 14 - SICK LEAVE
14.1 Purpose of Sick Leave. The primary purpose of
paid sick leave is to ensure employees against loss of pay
for temporary absences from work due to illness or injury.
It is a benefit extended by the County and may be used
only as authorized; it is not paid time off which employees
may use for personal activities.
14.2 Credits to and Charges Against Sick Leave.
Sick leave credits accrue at the rate of eight (8) working
hours credit for each completed month of service, as
prescribed by County Salary Regulations and Memoranda
of Understanding. Employees who work a portion of a
month are entitled to a pro rata share of the monthly sick
leave credit computed on the same basis as is partial
month compensation.
Credits to and charges against sick leave are made in
minimum amounts of one-tenth hour (6 minutes)
increments.
LOCAL NO. 1 - 61 - 1999-2002 MOU
SECTION 14 - SICK LEAVE
Unused sick leave credits accumulate from year to year.
When an employee is separated other than through
retirement, accumulated sick leave credits shall be
canceled, unless the separation results from layoff, in
which case the accumulated credits shall be restored if
reemployed in a permanent position within the period of
layoff eligibility.
As of the date of retirement, an employee's accumulated
sick leave is converted to retirement on the basis of one
day _ of retirement service credit for each day of
accumulated sick leave credit.
14.3 Policies Governing the Use of Paid Sick
Leave. As indicated above, the primary purpose of paid
sick leave is to ensure employees against loss of pay for
temporary absences from work due to illness or injury. The
following definitions apply:
"Immediate Family" means and includes only the spouse,
son, stepson, daughter, stepdaughter, father, stepfather,
mother, stepmother, brother, sister, grandparent,
grandchild, 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, eF
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 NO. 1 - 62 - 1999-2002 MOU
SECTION 14 - SICK LEAVE
"Employee" means any person employed by Contra Costa
County in an allocated position in the County service.
"Paid Sick Leave Credits" means those sick leave credits
provided for by County Salary Regulations and
Memoranda of Understanding.
"Condition/Reason". With respect to necessary verbal
contacts and confirmations which occur between the
department and the employee when sick leave is
requested or verified, a brief statement in non-technical
terms from the employee regarding inability to work due to
injury or illness is sufficient.
Accumulated paid sick leave credits may be used, subject
to appointing authority approval, by an employee in pay
status, but only in the following instances:
a. Temporary Illness or Injury of an Employee. Paid
sick leave credits may be used when the
employee is off work because of a temporary
illness or injury.
b. Permanent Disability Sick Leave. Permanent
disability means the employee suffers from a
disabling physical injury or illness and is thereby
prevented from engaging in any County
occupation for which the employee is qualified by
reason of education, training or experience. Sick
leave may be used by permanently disabled
employees until all accruals of the employee have
been exhausted or until the employee is retired
LOCAL NO. 1 - 63 - 1999-2002 MOU
SECTION 14 - SICK LEAVE
by the Retirement Board, subject to the following
conditions:
1 . An application for retirement due to disability
has been filed with the Retirement Board.
2. Satisfactory medical evidence of such
disability is received by the appointing
authority within 30 days of the start of use of
sick leave for permanent disability.
3. The appointing authority may review medical
evidence and order further examination as
deemed necessary, and may terminate use
of sick leave when such further examination
demonstrates that the employee is not
disabled, or when the appointing authority
determines that the medical evidence
submitted by the employee is insufficient, or
where the above conditions have not been
met.
c. Communicable Disease. An employee may use
paid :sick leave credits when under a physician's
order to remain secluded due to exposure to a
communicable disease.
d. Sick .: Leave Utilization for Pregnancy Disability.
Employees whose disability is caused or
contributed to by pregnancy, miscarriage,
abortion, childbirth, or recovery therefrom, shall
be allowed to utilize sick leave credit to the
maximum accrued by such employee during the
LOCAL NO. 1 - 64 - 1999-2002 MOU
SECTION 14 - SICK LEAVE
period of such disability under the conditions set
forth below:
1 . Application for such leave must be made by
the employee to the appointing authority
accompanied by a written statement of
disability from the employee's attending
physician. The statement must address itself
to the employee's general physical condition
having considered the nature of the work
performed by the employee, and it must
indicate the date of the commencement of
the disability as well as the date the
physician anticipates the disability to
terminate.
2. If an employee does not apply for leave and
the appointing authority believes that the
employee is not able to properly perform her
work or that her general health is impaired
due to disability caused or contributed to by
pregnancy, miscarriage, abortion, childbirth
or recovery therefrom the employee shall be
required to undergo a physical examination
by a physician selected by the County.
Should the medical report so recommend, a
mandatory leave shall be imposed upon the
employee for the duration of the disability.
3. Sick leave may not be utilized after the
employee has been released from the
hospital unless the employee has provided
the County with a written statement from her
LOCAL NO. 1 - 65 - 1999-2002 MOU
SECTION 14 - SICK LEAVE
attending physician stating that her disability
. continues and the projected dates of the
employee's recovery from such disability.
e. Medical and Dental Appointments. An employee
may use paid sick leave credits:
1 . For working time used in keeping medical
and dental appointments for the employee's
own care; and
2. For working time used by an employee for
pre-scheduled medical and dental
appointments for an immediate family
member.
f. Emergency Care of Family. An employee may
use paid sick leave credits for working time used
in cases of illness or injury to an immediate family
member.
g. Death of Family Member. An employee may use
paid sick leave credits for working time used
because of a death in the employee's immediate
family or of the employee's domestic partner, but
this shall not exceed three (3) working days, plus
up to two (2) days of work time for necessary
travel. Use of additional accruals including sick
leave when appropriate may be authorized in
conjunction with the bereavement leave at the
discretion of the appointing authority.
LOCAL NO. 1 ! - 66 - 1999-2002 MOU
SECTION 14 - SICK LEAVE
h. Legal Adoption of a Child. Paid sick leave credits
may be used by an employee upon adoption of
the child.
i. Accumulated paid sick leave credits may not be
used in the following situations:
1 . Vacation. Paid sick leave credits may not be
used for an employee's illness or injury which
occurs while he/she is on vacation but the
County Administrator may authorize it when
extenuating circumstances . exist and the
appointing authority approves.
2. Not in Pay Status. Paid sick leave credits
may not be used when the employee would
otherwise be eligible to use paid sick leave
credits but is not in pay status.
14.4 Administration of Sick Leave. The proper
administration of sick leave is a responsibility of the
employee and the department head. Unless otherwise
provided in the supplemental sections of this MOU, the
following procedures apply:
a. Employee Responsibilities
1 . Employees are responsible for notifying their
department of an absence prior to the
commencement of their work shift or as soon
thereafter as possible. Notification shall
LOCAL NO. 1 - 67 - 1999-2002 MOU
I
SECTION 14 - SICK LEAVE
include the reason and possible duration of
the absence.
2. Employees are responsible for keeping their
department informed on a continuing basis of
their condition and probable date of return to
work.
3. Employees are responsible for obtaining
advance approval from thein- supervisor for
the scheduled time of pre-arranged personal
or family medical and dental appointment.
4. Employees are encouraged to keep the
department advised of (1 ) a current
telephone number to which sick leave related
inquiries may be directed, and (2) any
condition(s) and/or restriction(s) that may
reasonably be imposed regarding specific
locations and/or persons the department
may contact to verify the employee's sick
leave.
b. Department Responsibilities. The use of sick
leave may properly be denied if these procedures
are riot followed. Abuse of sick leave on the part
of the employee is cause for disciplinary action.
Departmental approval of sick leave is a
certification of the legitimacy of the sick leave
claim. The department head or designee may
make reasonable inquiries about employee
absences. The department may require medical
LOCAL NO. 1 - 68 - 1999-2002 MOU
SECTION 14 - SICK LEAVE
verification for an absence of three (3) or more
working days. The department may also require
medical verification for absences of less than
three (3) working days for probable cause if the
employee had been notified in advance in writing
that such verification was necessary. Inquiries
may be made in the following ways:
1 . Calling the employee's residence telephone
number or other contact telephone number
provided by the employee if telephone
notification was not made in accordance with
departmental sick leave call-in guidelines.
These inquiries shall be subject to any
restrictions imposed by the employee under
Section 14.4.a.
2. Obtaining the employee's signature on the
Absence/Overtime Record, or on another
form established for that purpose, as
employee certification of the legitimacy of the
claim.
3. Obtaining the employee's written statement
of explanation regarding the sick leave claim.
4. Requiring the employee to obtain a
physician's certificate or verification of the
employee's illness, date(s) the employee was
incapacitated, and the employee's ability to
return to work, as specified above.
LOCAL NO. 1 - 69 - 1999-2002 MOU
SECTION 14 - SICK LEAVE
5. In absences of an extended. nature, requiring
the employee to obtain from their physician a
statement of progress and anticipated date
on which the employee will be able to return
to work, as specified above.
Department heads are responsible for
establishing timekeeping procedures which
will insure the submission of a time card
covering each employee absence and for
operating their respective offices in
accordance with these policies and with
clarifying regulations issued by the Office of
the County Administrator.
To help assure uniform policy application,
the Director of Human Resources or
designated management staff of the County
Human Resources Department should be
contacted with respect to sick leave
determinations about which the department
is in doubt.
14.5 Disability.
A. An employee physically or mentally incapacitated
for the performance of duty is subject to
dism-issal, suspension or demotion, subject to the
County Employees Retirement Law of 1937. An
appointing authority after giving notice may place
an employee on leave if the appointing authority
has filed an application for disability retirement for
the employee, or whom the appointing authority
LOCAL NO. 1 - 70 - 1999-2002 MOU
SECTION 14 - SICK LEAVE
believes to be temporarily or permanently
physically or mentally incapacitated for the
performance of the employees duties.
B. An appointing authority who has reasonable
cause to believe that there are physical or mental
health conditions present in an employee which
endanger the health or safety of the employee,
other employees, or the public, or which impair
the employee's performance of duty, may order
the employee to undergo at County expense and
on the employees paid time a physical, medical
examination by a licensed physician and/or a
psychiatric examination by a licensed physician
or psychologist, and receive a report of the
findings on such examination. If the examining
physician or psychologist recommends that
treatment for physical or mental health problems,
including leave, are in the best interests of the
employee or the County in relation to the
employee overcoming any disability and/or
performing his or her duties the appointing
authority may direct the employee to take such
leave and/or undergo such treatment.
C. Leave due to temporary or permanent disability
shall be without prejudice to the employee's right
to use sick leave, vacation, or any other benefit to
which the employee is entitled other than regular
salary. The Director of Human Resources may
order lost pay restored for good cause and
subject to the employee's duty to mitigate
damages.
LOCAL NO. 1 - 71 - 1999-2002 MOU
t
SECTION 14 - SICK LEAVE
D. Before an employee returns to work from any
absence for illness or injury, other leave of
absence or disability leave, exceeding two weeks
in duration, the appointing authority may order the
employee to undergo at County expense a
physical, medical, and/or psychiatric examination
by a licensed physician, and may consider a
report of the findings on such examination. If the
report shows that such employee is physically or
mentally incapacitated for the performance of
duty, the appointing authority may take such
action as he/she deems necessary in accordance
with appropriate provisions of this MOU.
E. Before an employee is placed on an unpaid leave
of absence or suspended because of physical or
mental incapacity under (a) or (b) above, the
employee shall be given notice of the proposed
leave of absence or suspension by letter or
memorandum, delivered personally or by certified
mail, containing the following:
1 . A statement of the leave of absence or
suspension proposed.
2. The proposed dates or duration of the leave
or suspension which may be indeterminate
until a certain physical or mental health
condition has been attained by the
employee.
3. A statement of the basis upon which the
action is being taken.
LOCAL NO. 1 - 72 - 1999-2002 MOU
SECTION 14 - SICK LEAVE
4. . A statement that the employee may review
the materials upon which the action is taken.
5. A statement that the employee has until a
specified date (not less than seven (7) work
days from personal delivery or mailing of the
notice) to respond to the appointing authority
orally or in writing.
F. Pending response to the notice the appointing
authority for cause specified in writing may place
the employee on a temporary leave of absence,
with pay.
G. The employee to whom the notice has been
delivered or mailed shall have seven (7) work
days to respond to the appointing authority either
orally or in writing before the proposed action
may be taken.
H. After having complied with the notice
requirements above, the appointing authority may
order the leave of absence or suspension in
writing stating specifically the basis upon which
the action is being taken, delivering the order to
the employee either personally or by mail,
effective either upon personal delivery or deposit
in the US Postal Service.
I. An employee who is placed on leave or
suspended under this section may, within ten (10)
calendar days after personal delivery or mailing to
the employee of the order, appeal the order in
LOCAL NO..1 - 73 - 1999-2002 MOU
SECTION 14 - SICK LEAVE
writing through the Human Resources Director to
the Merit Board. Alternatively, the employee may
file a written election with the Human Resources
Director waiving the employee's right to appeal to
the Merit Board in favor of appeal to a Disability
Review Arbitrator.
J. In the event of an appeal either to the Merit Board
or the Disability Review Arbitrator, the employee
has the burden of proof to show that either:
1 . The physical or mental health condition cited
by the appointing authority does not exist, or
2. The physical or mental health condition does
exist, but it is not sufficient to prevent,
preclude, or impair the employee's
performance of duty, or is not sufficient to
endanger the health or safety of the
employee, other employees, or the public.
K. If the appeal is to the Merit Board, the order and
appeal shall be transmitted by 'the Human
Resources Director to the Merit Board for hearing
under the Merit Board's Procedures, Section
1114-1128 inclusive. Medical reports submitted
in evidence in such hearings shall remain
confidential information and shall not be a part of
the public record.
L. If the appeal is to a Disability Review Arbitrator,
the employee (and his representative) will meet
with the County's representative to mutually
LOCAL NO. 1 - 74 - 1999-2002 MOU
SECTION 14 - SICK LEAVE
select the Disability Review Arbitrator, who may
be a de facto arbitrator, or a physician, or a
rehabilitation specialist, or some other recognized
specialist mutually selected by the parties. The
arbitrator shall hear and review the evidence. The
decision of the Disability Review Arbitrator shall
be binding on both the County and the employee.
Scope of the Arbitrator's Review.
1 . The arbitrator may affirm, modify or revoke
the leave of absence or suspension.
2. The arbitrator may make his decision based
only on evidence submitted by the County
and the employee.
3. The arbitrator may order back pay or paid
sick leave credits for any period of leave of
absence or suspension if the leave or
suspension is found not to be sustainable,
subject to the employee's duty to mitigate
damages.
4. The arbitrator's fees and expenses shall be
paid one-half by the County and one-half by
the employee or employee's union.
14.6 Workers' Compensation. A permanent non-
safety employee shall continue to receive 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
LOCAL NO. 1 - 75 - 1999-2002 MOU
SECTION 14 - SICK LEAVE
one year. For all accepted claims filed with the County on
or after January 1 , 2000, the percentage of pay for
employees entitled to Workers' Compensation shall be
decreased from 87% to 86%. If Workers' Compensation
becomes .taxable, the County agrees to restore the original
benefit level (100% of monthly salary) and the parties shall
meet and confer with respect to funding the increased
cost.
A. Waiting Period. There is a three (3) .calendar day
waiting period before Workers' . Compensation
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 work as a
result of the injury. The time the employee is
scheduled to work during this waiting period will
be charged to the employee's sick leave and/or
vacation accruals. In order to qualify for Workers'
Compensation the employee must be under the
care of a physician. Temporary compensation is
payable on the first three (3) days of disability
when the injury necessitates hospitalization, or
when the disability exceeds fourteen (14) days.
B. Continuing Pay. A permanent employee shall
receive 86% of regular monthly salary during any
period of compensable temporary disability not to
exceed one (1 ) year. "Compensable temporary
disability absence" for the purpose of this
Section, is any absence due to work connected
LOCAL NO. 1 - 76 - 1999-2002 MOU
SECTION 14 - SICK LEAVE
disability which qualifies for temporary disability
compensation under Workers' Compensation
Law set forth in Division 4 of the California Labor
Code. When any disability becomes medically
permanent and stationary, the salary provided by
this Section shall terminate. No charge shall be
made against sick leave or vacation for these
salary payments. Sick leave and vacation rights
shall not accrue for those periods during which
continuing pay is received.
Employees shall be entitled to a maximum of one
(1 ) year of continuing pay benefits
C. Continuing pay begins at the same time that
temporary Workers' Compensation benefits
commence and continues until either the member
is declared medically permanent/stationary, or
until one (1 ) year of continuing pay, 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
will be cleared through the County Administrator's
Office, Risk Management Division.
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
LOCAL NO. 1 - 77 - 1999-2002 MOU
SECTION 14 - SICK LEAVE
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.
D. If an injured employee remains eligible for
temporary disability beyond one year, applicable
salary will continue by integrating sick leave
and/or vacation accruals with Workers'
Compensation benefits (vacation charges to be
approved by the department and the employee).
If salary integration is no longer available,
Workers' Compensation benefits will be paid
directly to the employee as prescribed by
Workers' Compensation laws.
E. Rehabilitation Integration. An injured employee
who is eligible for Workers' Compensation
rehabilitation temporary disability benefits and
whose disability is medically permanent and
stationary will continue to receive salary by
integrating sick leave and/or vacation accruals
with Workers' Compensation rehabilitation
temporary disability benefits until those accruals
are exhausted. Thereafter, the rehabilitation
temporary disability benefits will be paid directly
to the employee.
LOCAL NO. 1 - 78 - 1999-2002 MOU
SECTION 14 - SICK LEAVE
F. Health Insurance. The County contribution to the
employee's group insurance plan(s) continues
during the continuing pay period and during
integration of sick leave or vacation with Workers'
Compensation benefits.
G. Method of Integration. An employee's sick leave
and/or vacation charges shall be calculated as
follows: C = 8 [1 - (W=S)]
C = Sick leave or vacation charge per day (in hours)
W = Statutory Workers' Compensation for a month
S = Monthly salary
For example:
W = $960 per month Workers' Compensation
S = $1667 per month salary
8 = 8 hours
C = Hours to be charged to Sick Leave
C = 8 [1 - ($960 $1 ,667)]
C = 8 [1 - (.5758)]
C = 8 (.4242)
C = 3.39
3 hours chargeable to sick leave
5 hours chargeable to Workers' Compensation
14.7 Rehabilitation Program. On May 26, 1981 , the
Board of Supervisors established a Labor-Management
Committee to administer a rehabilitation program for
disabled employees. It is understood that the benefits
specified above in this Section 14 shall be coordinated
with the rehabilitation program as determined by the
LOCAL NO. 1 - 79 - 1999-2002 MOU
SECTION 15 - CATASTROPHIC LEAVE BANK
Labor-Management Committee. The Rehabilitation
Committee will meet within sixty (60) days of ratification of
this MOU. The County will schedule committee meetings
on a quarterly basis.
14.8 Accrual Durinq Leave Without Pay. No
employee who has been granted a leave without pay or an
unpaid military leave shall accrue any sick leave credits
during the time of such leave nor shall an employee who is
absent without pay accrue sick leave credits during . the
absence.
SECTION 15 - CATASTROPHIC LEAVE BANK
15.1 Program Design. The County Human Resources
Department will operate a Catastrophic Leave Bank which
is designed to assist any County employee who, has
exhausted all paid accruals due to a serious or
catastrophic illness, injury, or condition of the employee or
family member. The program establishes and maintains a
Countywide bank wherein any employee who wishes to
contribute may authorize that a portion of his/her accrued
vacation, compensatory time, holiday compensatory time
or floating holiday be deducted from those account(s) and
credited to the Catastrophic Leave Bank. Employees may
donate hours either to a specific eligible employee 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.
LOCAL NO. 1 - 80 - 1999-2002 MOU
SECTION 15 - CATASTROPHIC LEAVE BANK
Catastrophic illness or injury is defined as a critical medical
condition, a long-term major physical impairment or
disability which manifests itself during employment.
15.2 Operation. The plan will be administered under
the direction of the Director of Human Resources. The
Human Resources Department will be responsible for
receiving and recording all donations of accruals and for
initiating transfer of credits from the bank to the recipient's
sick leave account. Disbursement of accruals will be
subject to the approval of a six (6) member committee
composed of three (3) members appointed by the County
Administrator and three (3) members appointed by the
majority representative employee organizations. The
committee shall meet as necessary to consider all
requests for credits and shall make determinations as to
the appropriateness of the request. The committee shall
determine the amount of accruals to be awarded for
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.
LOCAL NO. 1 - 81 - 1999-2002 MOU
SECTION 15 - CATASTROPHIC LEAVE BANK
Donations are irrevocable unless the donation to. the
eligible employee is denied. Donations may be made in
hourly blocks with a minimum donation of not less than
four (4) hours per donation from balances in the vacation,
holiday, floating holiday, compensatory time, or holiday
compensatory time accounts. 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.
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.
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)
LOCAL NO. 1 - 82 - 1999-2002 MOU
SECTION 16 - STATE DISABILITY INSURANCE (SDI)
months. The committee will be entitled to limit benefits in
accordance with available contributions and to choose
from among eligible applicants, on an anonymous basis,
those who will receive benefits, except for hours donated
to a specific employee. In the event a donation is made to
a specific employee and the committee determines the
employee does not meet the Catastrophic Leave Bank
criteria, the donating employee may authorize the hours to
be donated to the bank or returned to the donor's account.
The donating employee will have fourteen (14) calendar
days from notification to submit his/her decision regarding
the status of their donation, or the hours will be irrevocably
transferred to the Catastrophic Leave Bank.
Any unused hours transferred to a recipient will be
returned to the Catastrophic Leave Bank.
SECTION 16 - STATE DISABILITY INSURANCE (SDI)
16.1 General Provisions. The California SDI program
provides disability benefits beginning on the eighth (8th)
calendar day of a qualifying disability unless the employee
is hospitalized. Upon hospitalization, benefits can be
payable from the first day of the disability. If the disability
exceeds fourteen (14) calendar days, benefits can be
payable from the first day of the disability. The maximum
period of state disability payments is up to one (1 ) year.
Determination of SDI payments and eligibility to receive
payments is. at the sole discretion of the State of
California.
LOCAL NO. 1 - 83 - 1999-2002 MOU
SECTION 16 - STATE DISABILITY INSURANCE (SDI)
Integration .means that employees will be required to use
sick leave accruals to supplement the difference between
the amount of the SDI payment and the employee's base
monthly salary. Integration of sick leave with the SDI
benefit is automatic and cannot be waived. Integration
applies to all SDI benefits paid. For employees off on SDI,
the department will make appropriate integration
adjustments, including retroactive adjustments if
necessary. Employees must inform their department of
hospitalization in a timely manner in order for the
department to make appropriate integration adjustments.
State Disability benefit payments will be sent directly to the
employees at their home address by the State of
California.
When there are insufficient sick leave accruals available to
fully supplement the difference between the SDI payment
and the employee's base monthly salary, accruals other
than sick leave may be used. These accruals may be used
only to the extent that total payments do not exceed the
employee's base monthly salary.
16.2 Procedures. Employees with more than 1 .2
hours of sick leave accruals at the beginning of the
disability integration period must integrate their sick leave
accrual usage with their SDI benefit to the maximum
extent possible.
When employees have 1 .2 hours or less of sick leave
accruals at the beginning of the disability integration
period, the department shall automatically use 0.1 hour of
sick leave per month for the duration of their SDI benefit.
LOCAL NO. 1 - 84 - 1999-2002 MOU
SECTION 16 - STATE DISABILITY INSURANCE (SDI)
When sick leave accruals are totally exhausted, integration
with the SDI benefit terminates. An employee may use any
other accruals without reference to or integration with the
SDI benefit.
When the SDI benefit is exhausted, sick leave integration
terminates. Then the employee may use sick leave or
other accruals.
Employees with no sick leave balance at the beginning of
the disability integration period may use any other-accruals
without reference to or integration with the SDI benefit.
Employees whose SDI claims are denied must present a
copy of their claim denial to their department. The
department will then authorize use of unused sick leave
and shall authorize the use of other accruals as
appropriate.
Employees may contact the Human Resources
Department, Benefits Division, for assistance in resolving
problems.
16.3 Method of Integration. Until an employee has a
balance of 1 .2 hours of sick leave, the employee's sick
leave accrual charges while receiving SDI benefits shall be
calculated each month.
The amount of sick leave charged each employee will be
calculated in the following manner:
LOCAL NO. 1 - 85 - 1999-2002 MOU
SECTION 16 - STATE DISABILITY INSURANCE (SDI)
The percentage of base monthly salary not covered by the
SDI benefit will be applied to the daily hours in the
employee's schedule and that number of sick leave hours
will be charged against the employee's sick leave accruals.
For purposes of integration with the SDI program, all full-
time employees' schedules will be converted -to 8-hour/5-
day weekly work schedules during the period of
integration. The formula for full-time employees', sick leave
integration charges is shown-below:
L = [(S-D) - S] x 8
S = Employee Base Monthly Salary
H = Estimated Highest Quarter (3-mos) Earnings [H = S x 3]
W = Weekly SDI Benefit from State of California SDI Weekly
Benefit Table
C = Calendar Days in each Month
D = Est. Monthly SDI Benefit [D = (W - 7) x C]
L = Sick Leave Charged per Day
Permanent part-time, permanent-intermittent employees,
and those full-time employees working a light/limited duty
reduced schedule program shall have their sick leave
integration adjusted accordingly.
16.4 Definition. "Base Monthly Salary" for purposes of
sick leave integration is defined as the salary amount for
the employee's step on the salary schedule for the
employee's permanent classification as shown in the
"Salary" field . on the On-Line Payroll Time Reporting
System used by departments for payroll reporting
purposes.
LOCAL NO. 1 - 86 - 1999-2002 MOU
SECTION 17 - LEAVE OF ABSENCE
SECTION 17 - LEAVE OF ABSENCE
17.1 Leave Without Pay. Any employee who has
permanent status may be granted a leave of absence
without pay upon written request, approved by the
appointing authority; provided, however, that leaves for
pregnancy, pregnancy disability, serious health conditions,
and family care shall be granted in accordance with
applicable state and federal law.
17.2 General Administration - Leaves of Absence.
Requests for leave without pay shall be made upon forms
prescribed by the Director of Human Resources and shall
state specifically the reason for the request, the date when
it is desired to begin the leave, and the probable date of
return.
A. Leave without pay may be granted for any of the
following reasons:
1 . Illness or disability.
2. Pregnancy.
3. Parental.
4. To take a course of study such as will
increase the employee's usefulness on
return to the position.
5. For other reasons or circumstances
acceptable to the appointing authority.
LOCAL NO. 1 - 87 - 1999-2002 MOU
SECTION 17 - LEAVE OF ABSENCE
B. An employee must request family care leave at
least thirty (30) days before the leave is to begin
if the need for the leave is foreseeable. If the
need is not foreseeable, the employee must
provide written notice to the employer within five
(5) days of learning of the event by which the
need for family care leave arises.
C. A leave without pay may be for a period not to
exceed one (1 ) year, provided the appointing
authority may extend such leave for additional
periods. The procedure in granting extensions
shall be the same as that in granting the original
leave, provided that the request for extension
must be made not later than thirty (30) calendar
days before the expiration of the original leave.
D. Nevertheless, a leave of absence for the
employee's serious health condition or for family
care shall be granted to an employee who so
requests it for up to eighteen (18) weeks in each
calendar year period in accordance with Section
17.5 below.
E. Whenever an employee who has been granted a
leave without any pay desires to return before the
expiration of such leave, the employee shall
submit a request to the appointing authority in
writing at least fifteen (15) days in advance of the
proposed return. Early return is subject to prior
approval by the appointing authority. The Human
Resources Department shall be notified promptly
of such return.
LOCAL NO. 1 - 88 - 1999-2002 MOU
SECTION 17 - LEAVE OF ABSENCE
F. Except in the case of leave of absence due to
family care, pregnancy, pregnancy disability,
illness, or serious health condition, the decision of
the appointing authority on granting or denying a
leave or early return from leave shall be subject
to appeal to the Director of Human Resources
and not subject to appeal through the grievance
procedure set forth in this MOU.
17.3 Furlough Days Without Pav (VTO). Subject to
the prior written approval of the appointing 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 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 5.8 (Compensation for Portion of Month) of this
MOU. Full-time and part-time employees who take
furlough time shall have their vacation, sick leave, floating
holiday, and any other payroll computed accruals
computed as though they had worked the furlough time.
When computing vacation, sick leave, floating holiday, and
other accrual credits for employees taking furlough time,
this provision shall supersede Section 12.1 , 13.1 , 13.3,
14.2 and 14.8 of this MOU regarding the computation of
vacation, sick leave, floating holiday, and other accrual
credits as regards furlough time only. For payroll purposes,
furlough time (absence without pay with prior authorization
of the appointing authority) shall be reported separately
from other absences without pay to the Auditor-Controller.
LOCAL NO. 1 - 89 - 1999-2002 MOU
SECTION 17 - LEAVE OF ABSENCE
The existing VTO program shall be continued for the life of
the contract.
17.4 Military Leave. Any employee who is ordered to
serve as a member of the State Militia or the United States
Army, Navy, Air Force, Marine Corps, Coast Guard or any
division thereof shall be granted a military leave for the
period of such service, plus ninety (90) days. Additionally,
any employee who volunteers for service during a
mobilization under Executive Order of the President or
Congress of the United States and/or the State Governor
in time of emergency shall be granted a leave of absence
in accordance with applicable state or federal laws. Upon
the termination of such service or upon honorable
discharge, the employee shall be entitled to return to
his/her position in the classified service provided such still
exists and the employee is otherwise qualified, without any
loss of standing of any kind whatsoever.
An employee who has been granted a military leave shall
not; by reason of such absence, suffer any loss of
vacation, holiday, or sick leave privileges which may be
accrued at the time of such leave, nor shall. the employee
be prejudiced thereby with reference to salary adjustments
or continuation of employment. For purposes of
determining eligibility for salary adjustments or seniority in
case of layoff or promotional examination, time on military
leave shall be considered as time in County service.
Any employee who has been granted a military leave, may
upon return, be required to furnish such evidence of
performance of military service or of honorable discharge
LOCAL NO. 1 _ 90 - 1999-2002 MOU
SECTION 17 - LEAVE OF ABSENCE
as the Director of Human Resources may deem
necessary.
17.5 Family Care Leave or Medical Leave. Upon
request to the appointing authority, in each calendar year
any employee who has permanent status shall be entitled
to at least eighteen (18) weeks leave (less if so requested
by the employee) for:
a. Medical leave of absence for the employee's own
serious health condition which makes the
employee unable to perform the functions of the
employee's position; or
b. Family care leave of absence without pay for
reason of the birth of a child of the employee, the
placement of a child with an employee in
connection with the adoption or foster care of the
child by the employee, or the serious illness or
health condition of a child, parent, spouse, or
domestic partner of the employee.
17.6 Certification. The employee may be asked to
provide certification of the need for family care leave or
medical leave. Additional period(s) of family care or
medical leave may be granted by the appointing authority.
17.7 Intermittent Use of Leave. The eighteen (18)
week entitlement may be in broken periods, intermittently
on a regular or irregular basis, or may include reduced
work schedules depending on the specific circumstances
and situations surrounding the request for leave. The
LOCAL NO. 1 - 91 - 1999-2002 MOU
SECTION 17 - LEAVE OF ABSENCE
eighteen (18) weeks may include use of appropriate
available paid leave accruals when accruals are used to
maintain pay status, but use of such accruals is not
required beyond that specified in Section 17.12 below.
When paid leave accruals are used for a medical or family
care leave, such time shall be counted as a part of the
eighteen (18) week entitlement.
17.8 Aggregate Use for Spouses. In the situation
where husband and wife are both employed by the County,
the family care of medical leave entitlement based on the
birth, adoption or foster care of a child is limited to an
aggregate for both employees together of eighteen (18)
weeks during each calendar year period. Employees
requesting family care leave are required to advise their
appointing authority(ies) when their spouse is also
employed by the County.
17.9 Definitions. For medical and family care leaves
of absence under this section, the following definitions
apply:
a. Child: A biological, adopted, or foster child,
stepchild, legal ward, conservatee or a child who
is under eighteen (18) years of age for whom an
employee stands in loco parentis or for whom the
employee is the guardian or conservator, or an
adult dependent child of the employee.
b. Parent: A biological, foster, or adoptive parent, a
step-parent, legal guardian, conservator, or other
person standing in loco parentis to a child.
LOCAL NO. 1 - 92 - 1999-2002 MOU
SECTION 17 - LEAVE OF ABSENCE
C. Souse: A partner in marriage as defined in
California Civil Code Section 4100.
d. Domestic Partner: An unmarried person, eighteen
(18) years or older, to whom the employee is not
related and with whom the employee resides and
shares the common necessities of life.
e. Serious Health Condition: An illness, injury,
impairment, or physical or mental condition which
warrants the participation of a family member to
provide care during a period of treatment or
supervision and involves either inpatient care in a
hospital, hospice or residential health care facility
or continuing treatment or continuing supervision
by a health care provider (e.g. physician or
surgeon) as defined by state and federal law.
f. Certification for Family Care Leave: A written
communication to the employer from a health
care provider of a person for whose care the
leave is being taken which need not identify the
serious health condition involved, but shall
contain:
1 . The date, if known, on which the serious
health condition commenced.
2. The probable duration of the condition.
3. An estimate of the amount of time which the
employee needs to render care or
supervision.
LOCAL NO. 1 - 93 - 1999-2002 MOU
SECTION 17 - LEAVE OF ABSENCE
4. . A statement that the serious health condition
warrants the participation of a family member
to provide care during period of treatment or
supervision.
5. If for intermittent leave or a reduced work
schedule leave, the certification should
indicate that the intermittent leave or reduced
leave schedule is necessary for the care of
the individual or will assist in their recovery,
and its expected duration.
g. Certification for Family Medical Leave: A written
communication from a health care provider of an
employee with a serious health condition or
illness to the employer, which need not identify
the serious health condition involved, but shall
contain:
1 . The date, if known, on which the serious
health condition commenced.
2. The probable duration of the condition.
3. A statement that the employee is unable to
perform the functions of the employee's job.
4. If for intermittent leave or a reduced work
schedule leave, the certification should
indicate the medical necessity for the
intermittent leave or reduced leave schedule
and its expected duration.
LOCAL NO. 1 - 94 - 1999-2002 MOU
SECTION 17 - LEAVE OF ABSENCE
h. Comparable Positions: A position with the same
or' similar duties and pay which can be performed
at the same or similar geographic location as the
position held prior to the leave. Ordinarily, the job
assignment will be the same duties in the same
program area located . in the same city, although
specific clients, caseload, co-workers,
supervisor(s), or other staffing may have changed
during an employee's leave.
17.10. Pregnancy Disability Leave. Insofar as
pregnancy disability leave is used under Section 14.3.D
(Sick. Leave Utilization for Pregnancy Disability), that time
will not be considered a part of the eighteen (18) week
family care leave period.
17.11 Group Health Plan Coverage. Employees who
were members of one of the group .health plans prior to
commencement of their leave of absence can maintain
their health plan coverage with the County contribution by
maintaining their employment in pay status as described in
Section 17.12. During the eighteen (18) weeks of an
approved medical or family care leave under Section 17.5
above, the County will continue its contribution for such
health plan coverage even if accruals are not available for
use to maintain pay status as required under Section
17.12. In order to maintain such coverage, employees are
required to pay timely the full employee contribution to
maintain their group health plan coverage, either through
payroll deduction or by paying the County directly.
LOCAL .NO. 1 - 95 - 1999-2002 MOU
SECTION 17 - LEAVE OF ABSENCE
17.12 Leave Without Pay - Use of Accruals.
A. All Leaves of Absence. During the first twelve
(12) month period of any leave of absence
without pay, an employee may elect to maintain
pay status each month by using available sick
leave (if so entitled under Section 14.3 - Policies
Governing the Use of Paid Sick Leave), vacation,
floating holiday, compensatory time off or other
accruals or entitlements; in other words, during
the first twelve (12) months, a leave of absence
without pay may be "broken" into segments and
accruals used on a monthly basis at the
employee's discretion. After the first twelve (12)
months, the leave period may not be "broken"
into segments and accruals may not be used,
except when . required by LTD Benefit
Coordination or SDI/Sick Leave Integration or as
provided Section 16.3 or in the sections below.
B. Family Care or Medical Leave. During the
eighteen (18) weeks of an approved medical or
family care leave, if a portion of that leave will be
on a leave of absence without pay, the employee
will be required to use at least 0.1 hour of sick
leave (if so entitled under Section 14.3 - .Policies
Governing the Use of Paid Sick Leave), vacation,
floating holiday, compensatory time off or other
accruals or entitlements if such are available,
although use of additional accruals is permitted
under subsection A. above.
LOCAL NO. 1 - 96 - 1999-2002 MOU
SECTION 17 - LEAVE OF ABSENCE
C. Leave of Absence/Long Term Disability (LTD)
Benefit Coordination. An eligible employee who
files an LTD claim and concurrently takes a leave
of absence without pay will be required to use
accruals as provided in Section B herein during
the eighteen (18) week entitlement period of a
medical leave specified above. If an eligible
employee continues beyond the eighteen (18)
week entitlement period on a concurrent leave of
absence/LTD claim, the employee may choose to
maintain further pay status only as allowed under
subsection A. herein.
D. Sick leave accruals may not be used during any
leave of absence, except as allowed under
Section 14.3 - Policies Governing the Use of Paid
Sick Leave.
17.13 Leave of Absence Replacement and
Reinstatement. Any permanent employee who requests
reinstatement to the classification held by the employee in
the same department at the time the employee was
granted a leave of absence, shall be reinstated to a
position in that classification and department and then only
on the basis of seniority. In case of severance from service
by reason of the reinstatement of a permanent employee,
the provisions of Section 11 - Workforce
Red uction/Layoff/Reassi- nq ment shall apply.
17.14 Leave of Absence Return. In the Employment &
Human Services Department an employee shall have the
right to return to the same class, building, and assignment
LOCAL NO. 1 - 97 - 1999-2002 MOU
SECTION 17 - LEAVE OF ABSENCE
(position control number) if the return to work is within
eighty-nine (89) consecutive days from the initial date the
employee started the leave of absence. At such time the
leave of absence is approved by the Appointing Authority,
the Employment & Human Services Department shall
notify the employee of the final date by which he/she shall
return to be assigned to the same position control number.
17.15 Reinstatement From Familv Care/Medical
Leave. In the case of a family care or medical leave, an
employee on a 5/40 schedule shall be reinstated to the
same or comparable position if the return to .work is after
no more than ninety (90) work days of leave from the initial
date of a continuous leave, including use of accruals, or
within the equivalent on an alternate work schedule. A full-
time employee taking an intermittent or reduced work
schedule leave shall be reinstated to the same or
comparable position if the return to work on a full schedule
is after no more than seven hundred twenty (720) hours,
including use of accruals, of intermittent or reduced
schedule leave. At the time the original leave is approved,
the appointing authority shall notify the employee in writing
of the final date to return to work, or the maximum number
of hours of leave, in order to guarantee reinstatement to
the same or comparable position. An employee on a
schedule other than 5/40 shall have the time frame for
reinstatement to the same or comparable position adjusted
on a pro rata basis.
17.16 Salary Review While on Leave of
Absence. The salary of an employee who is on leave of
absence from a County position on any anniversary date
LOCAL NO. 1 - 98 - 1999-2002 MOU
SECTION 18 - JURY DUTY AND WITNESS DUTY
and who has not been absent from the position on leave
without pay more than six (6) months during the preceding
year, shall be reviewed on the anniversary date.
Employees on military leave shall receive salary
increments that may accrue to them during the period of
military leave.
17.17 Unauthorized Absence. An unauthorized
absence from the work site or failure to report for duty after
a leave request has been disapproved, revoked, or
canceled by the appointing authority, or at the expiration of
a leave, shall be without pay. Such absence .may also be
grounds for disciplinary action.
17.18 Non-Exclusivity. Other MOU language on this
subject, not in conflict, shall remain in effect.
SECTION 18 - JURY DUTY AND WITNESS DUTY
18.1 Jury Duty. For purposes of this Section, jury duty
shall:::_be defined as any time an employee is obligated to
report to the court.
a. When called for jury duty, County employees, like
other citizens, are expected to discharge their
jury duty responsibilities.
b. Employees shall advise their department as soon
as possible if scheduled to appear for jury duty.
C. If summoned for jury duty in a Municipal,
Superior, or Federal Court, or a Coroners jury,
LOCAL NO. 1 - 99 - 1999-2002 MOU
SECTION 18 - JURY DUTY AND WITNESS DUTY
employees may remain in their regular County
pay status, or they may take paid leave (vacation,
floating holiday, etc.) or leave without pay and
retain all fees and expenses paid to them.
d. When an employee is summoned for jury duty
selection or is selected as a juror in a Municipal,
Superior or Federal Court, employees may
remain in a regular pay status if they waive all
fees (other than mileage), regardless of shift
assignment and the following shall apply:,
1 . If an employee elects to remain in a regular
pay status and waive or surrender all fees
(other than mileage), the employee shall
obtain from the Clerk or Jury Commissioner
a certificate indicating the days attended and
noting that fees other than mileage are
waived or surrendered. The employee shall
furnish the certificate to his department
where it will be retained as a department
record. No "Absence/Overtime Record" is
required.
2. An employee who elects to retain all fees
must take leave (vacation, floating holiday,
etc.) or leave without pay. No court certificate
is required but an "Absence/Overtime
Record" must be submitted to the
department payroll clerk.
e. Employees are not permitted to engage in any
employment regardless of shift assignment or
LOCAL NO. 1 - 100 - 1999-2002 MOU
SECTION 18 - JURY DUTY AND WITNESS DUTY
occupation before or after daily jury service that
would affect their ability to properly serve as
jurors.
f. An employee on short notice standby to report to
court, whose job duties make short notice
response impossible or impractical, shall be given
alternate work assignments for those days to
enable them to respond to the court on short
notice.
g. When an employee is required to serve on jury
duty, the County will adjust that employee's work
schedule to coincide with a Monday to Friday
schedule for the remainder of their service,
unless the employee requests otherwise.
h. Permanent-intermittent employees are entitled to
paid jury duty leave only for those days on which
they were previously scheduled to work.
18.2 Witness Duty. Employees called upon as a
witness or an expert witness in a case arising in the course
of their work or the work of another department may
remain in their regular pay status and turn over to the
County all fees and expenses paid to them other than
mileage allowance or they may take vacation leave or
leave without pay and retain all fees and expenses.
Employees called to serve as witnesses in private cases or
personal matters (e.g., accident suits and family relations)
shall take vacation leave or leave without pay and retain all
witness fees paid to them.
LOCAL NO. 1 _ 101 - 1999-2002 MOU
SECTION 19 - HEALTH, LIFE & DENTAL CARE
Retention or waiver of fees shall be governed by the same
provisions as apply to jury duty as set forth in Section 18 of
this MOU. Employees shall advise their department as
soon as possible if scheduled to appear for witness duty.
Permanent-intermittent employees are entitled to paid
witness duty only for those days on which they were
previously scheduled to work.
SECTION 19 - HEALTH, LIFE & DENTAL CARE
19.1 County Programs. The County will continue to
offer existing County Group Benefit Programs of medical,
dental and life insurance coverage through December 31 ,
1999 to all permanent employees regularly scheduled to
work twenty (20) or more hours per week. Effective
January 1 , 2000, the County will offer Group Benefit
Programs for medical, dental and life insurance coverage
to all permanent employees regularly scheduled to work
twenty (20) hours or more per week as described in the
September 30, 1999 agreement (Attachment N) between
the County and the Labor Coalition.
19.2 Rate Information. The County Benefits Division
will make health and dental plan rate information available
upon request to employees and departments. In addition,
the County Benefits Division will publish and distribute to
employees and departments information about rate
changes as they occur during the year.
19.3 Medicare Rates. Corresponding Medicare rates
for employees covered under this MOU shall be as follows:
for Employee Only on Medicare by taking the Employee
LOCAL NO. 1 - 102 - 1999-2002 MOU
SECTION 19 - HEALTH, LIFE & DENTAL CARE
Only rate for the option selected and subtracting the
monthly Part B Medicare premium withheld from Social
Security payments for one enrollee; for Employee and
Dependent(s) with one member on Medicare by taking the
Employee and Dependent(s) rate for the option selected
and 1 subtracting the monthly Part B Medicare premium
withheld from Social Security payments for one enrollee;
for Employee and Dependent(s) with two members on
Medicare by taking the Employee and Dependent(s) rate
for the option selected and subtracting the monthly Part B
Medicare premium withheld from Social Security payments
for two enrollees.
19.4 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 is not paid enough
compensation in a month 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. If payment is not made, the employee shall be
dropped from the health plan. An employee is thus
covered by the health plan for the month in which
compensation is paid.
19.5 Coverage During Absences. An employee who
is on approved leave of absence may convert to individual
health plan coverage within thirty (30) days of the
commencement of leave.
Employees shall be allowed to maintain their health plan
coverage at the County group rate for twelve (12) months
LOCAL NO. 1 - 103 - 1999-2002 MOU
SECTION 19 - HEALTH, LIFE & DENTAL CARE
if on approved leave of absence provided that the
employee shall pay the entire premium (i.e. both employer
and employee share) for the health plan during said leave.
Said payment shall be made by the employee at a time
and place specified by the County. Late payment shall
result in cancellation of health plan coverage.
An employee on leave in excess of twelve (12) months
may continue health plan coverage by converting to an
individual health plan option (if available) or continuing
group coverage subject to the provisions . of the
Consolidated Omnibus Budget Reduction Act (COBRA)
provided the employee pays the entire cost of coverage,
plus any administrative fees, for the option selected. The
entire cost of coverage shall be paid at a place and time
specified by the County. Late payment may result in
cancellation of health plan coverage with no reinstatement
allowed.
19.6 Retirement Coverage. 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 without pay they have
retained their membership by either continuing to pay their
monthly premium to the County by the deadlines
established by the County, or converting to individual
conversion membership from the County plan through the
medical plan carrier, if available.
19.7 Deferred Retirement. Effective two (2) months
following an approved agreement, employees who resign
LOCAL NO. 1 - 104 - 1999-2002 MOU
SECTION 19 - HEALTH, LIFE & DENTAL CARE
and file for . a deferred retirement may continue in their
County group health and dental plan; the following
conditions and limitations apply:
a. Life insurance coverage is not included.
b. To be eligible to continue health and dental
coverage, the employee must:
1 . Be qualified for a deferred retirement under
the 1937 Retirement Act provisions.
2. 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.
3. 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.
4. 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.
C. 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
LOCAL NO. 1 _ 105 - 1999-2002 MOU
SECTION 19 - HEALTH, LIFE & DENTAL CARE
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 which retirees who did not
defer retirement are entitled.
d. 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.
e. 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.
f. Deferred retirees are required to meet the same
eligibility provisions for health/dental plans as
active/retired employees.
LOCAL NO. 1 - 106 - 1999-2002 MOU
SECTION 19 - HEALTH, LIFE & DENTAL CARE
19.8 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.:::;
19.9 PERS Long Term Care. The County proposes to
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 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 :,I.on County facilities during non-work hours. (i.e:
coffee breaks, lunch hour).
19.10 Health Care Spendinq Account. The County will
offer regular full-time and part-time (20/40 or greater)
County employees the option to participate in a Health
Care Spending Account (HCSA) Program designed to
qualify for tax savings under Section 125 of the Internal
Revenue Code, but such savings are not guaranteed. The
HCSA Program allows employees to set aside a pre-
LOCAL NO. 1 - 107 - 1999-2002 MOU
SECTION 20 - PROBATIONARY PERIOD
determined amount of money from their paycheck not to
exceed $2400 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. Effective January 1 , 2000, this amount shall
be increased to $3000 per year. Any unused balance
cannot be recovered by the employee.
19.11 Confidentialitv of Information/Records. Any
use of employee medical records will be governed by the
Confidentiality of Medical Information Act (Civil Code
Sections 56 to 56.26)..
19.12 Child Care. The County will continue to support
the concept of non-profit child care facilities. similar to the
"Kid's at Work" program established in the Public Works
Department.
SECTION 20 - PROBATIONARY PERIOD
20.1 Duration. All appointments from officially
promulgated employment lists for original entrance and
promotion shall be subject to a probationary period. For
original entrance appointments, the probationary period
shall be from 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.
20.2 Classes With Probationary Period Over Six
/Nine Months. Listed below are those classes
represented by the Union which have probation periods in
LOCAL NO. 1 - 108 - 1999-2002 MOU
SECTION 20 - PROBATIONARY-PERIOD
excess of nine (9) months for original entrance
appointments and six (6) months for promotional
appointments:
Agricultural Biologist Trainee - one (1 ) year
Animal Services 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
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 nine (9) month probation period, probation
will be considered completed upon serving fifteen hundred
(1500) hours after appointment except that in no instance
LOCALNO. 1 _ 109 - 1999-2002 MOU
SECTION 20 - PROBATIONARY PERIOD
will this period be less than 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.
20.5 Rejection During Probation. An employee who
is rejected during the probation period and restored to the
eligible list shall begin a new probationary period if
subsequently certified and appointed.
A. Appeal from Rejection. Notwithstanding any other
provisions of this section, an employee
(probationer) shall have the right to appeal from
any rejection during the probationary period
based on political, or religious or union activities,
or race, color, national origin, sex, age, disability,
or sexual orientation.
B. The appeal must be written, must be signed by
the employee and set forth the grounds and facts
by which it is claimed that grounds for appeal
exist under Subsection A and must be filed
through the Director of Human Resources to the
Merit Board by 5:00 p.m. on the seventh (7th)
calendar day after the date of delivery to the
employee of notice of rejection.
C. The Merit Board shall consider the appeal, and if
it finds probable cause to believe that the
rejection may have been based on grounds
LOCAL NO. 1 _ 110 - 1999-2002 MOU
SECTION 20 - PROBATIONARY PERIOD
prohibited in Subsection A, it may refer the matter
to a Hearing Officer for hearing, recommended
findings of fact, conclusions of law and decision,
pursuant to the relevant provisions of the Merit
Board rules in which proceedings the rejected
probationer has the burden of proof.
D. If the Merit Board finds no probable cause for a
hearing, it shall deny the appeal. If, after hearing,
the Merit Board upholds the appeal, it shall direct
that the appellant be reinstated in the position
and the appellant shall begin a new probationary
period unless the Merit Board specifically
reinstates the former period.
20.6 Regular Appointment. The regular appointment
of a probationary employee shall begin on the day
following the end of the probationary period, subject to the
condition that the Director of Human Resources receive
from the appointing authority a statement in writing that the
services of the employee during the probationary period
i recommended
were .,,satisfactoryand that the employee s
for permanent appointment. A probationary employee may
be rejected at any time during the probation period without
regard to the Skelly provisions of this Memorandum,
without notice and without right of appeal or hearing. If the
appointing authority has not returned the probation report,
a probationary employee may be rejected from the service
within a reasonable time after the probation period for
failure to pass probation. If the appointing authority fails to
submit in a timely manner the proper written documents
certifying that a probationary employee has served in a
satisfactory manner and later acknowledges it was his or
LOCAL NO. 1 - 111 - 1999-2002 MOU
SECTION 20 - PROBATIONARY PERIOD
her intention to do so, the regular appointment shall begin
on the day following the end of the probationary period.
Notwithstanding any other provisions of the MOU, an
employee rejected during the probation period from a
position in the Merit System to which the employee had
been promoted or transferred from an eligible list, shall be
restored to a position in the department from which the
employee was promoted or transferred.
An employee dismissed for other than disciplinary reasons
within six (6) months after being promoted or transferred
from a position in the Merit System to a position not
included in the Merit System shall be restored to a position
in the classification in the department from which the
employee was promoted or transferred.
A probationary employee who has been rejected or has
resigned during probation shall not be restored to the
eligible list from which the employee was certified unless
the employee receives the affirmative recommendation
from the appointing authority and is certified by the
Director of Human Resources whose decision is final. The
Director of Human Resources shall not certify the name of
a person restored to the eligible list to the same appointing
authority by whom the person was rejected from the same
eligible list, unless such certification is requested in writing
by the appointing authority.
20.7 Layoff During Probation. An employee who is
laid off during probation, if reemployed in the same class
LOCAL NO. 1 - 112 - 1999-2002 MOU
SECTION 21 - PROMOTION
by the same department, shall be required to complete
only the balance of the required probation.
If reemployed in another department or in another
classification, the employee shall serve a full probationary
period. An employee appointed to a permanent position
from a layoff or reemployment list is subject to a probation
period if the position is in a department other than the
department from which the employee separated,
displaced, or voluntarily demoted in lieu of layoff. An
appointment from a layoff or reemployment list is not
subject to a probation period if the position is in the
department from which the employee separated, displaced
or voluntarily demoted in lieu of layoff.
20.8 Reiection During Probation of Lavoff
Employee. An employee who has achieved permanent
status in the class before layoff and who subsequently is
appointed from the layoff list and then rejected during the
probation period shall be automatically restored to the
layoff list, unless discharged for cause, if the person is
within the period of layoff eligibility. The employee shall
begin a new probation period of subsequently certified and
appointed in a different department or classification than
that from which the employee was laid off.
SECTION 21 o PROMOTION
21 .1 Competitive Exam. Promotion shall be by
competitive examination unless otherwise provided in this
MOu.
LOCAL NO.1 - 113 - 1999-2002 MOU
SECTION 21 - PROMOTION
21 .2 Promotion Policy. The Director of Human
Resources, upon request of an appointing authority, shall
determine whether an examination is to be called on a
promotional basis.
21 .3 Open Exam. If an examination for one of the
classes represented by the Union is proposed to be
announced on an Open only basis the Director of Human
Resources shall give five (5) days prior notice of such
proposed announcement and shall meet at the request of
the Union to discuss the reasons for such open
announcement.
21 .4 Promotion via Reclassification Without
Examination. Notwithstanding other provisions of this
Section, an employee may be promoted from one
classification to a higher classification and his/her position
reclassified at the request of the appointing authority and
under the following conditions:
a. An evaluation of the position(s) in question must
show that the. duties and responsibilities have
significantly increased and constitute a higher
level of work.
b. The incumbent of the position must have
performed at the higher level for six (6) months.
C. The incumbent must meet the minimum
education and experience requirements for the
higher class.
LOCAL NO. 1 - 114 - 1999-2002 MOU
SECTION 21 - PROMOTION
d. The action must have approval of the Director of
Human Resources .
e. The Union approves such action.
The appropriate rules regarding probationary status and
salary on promotion are applicable.
21 .5 Requirements for Promotional Standing. In
order to qualify for an examination called on a promotional
basis; an employee must have probationary or permanent
status in the merit system and must possess the minimum
qualifications for the class. Applicants will be admitted to
promotional examinations only if the requirements are met
on or before the final filing date. If an employee who is
qualified on a promotional employment list is separated
from the merit system, except by layoff, the employee's
name shall be removed from the promotional list.
21 .6 Seniority Credits. Employees who have qualified
to take promotional examinations and who have earned a
total 11score, not including seniority credits, of seventy (70)
percent or more, shall receive, in addition to all other
credits, five one-hundredths of one percent (.05%) for
each completed month of service as a permanent County
employee continuously preceding the final date for filing
application for said examination. For purposes of seniority
credits, leaves of absence shall be considered as service.
Seniority credits shall be included in the final percentage
score from which the rank on the promotional list is
determined. No employee, however, shall receive more
LOCAL NO. 1 - 115 - 1999-2002 MOU
SECTION 22 - TRANSFER & REASSIGNMENT
than a total of five percent (5%) credit for seniority in any
promotional examination.
21 .7 Release Time for Physical Examination.
County employees who are required as part of the
promotional examination process to take a physical
examination shall do so on County time at County
expense.
SECTION 22 - TRANSFER & REASSIGNMENT
22.1 Transfer Conditions. The following conditions
are required in order to qualify for transfer:
a. The position shall be in the same class, or if in a
different class shall have been determined by the
Director of Human Resources to be appropriate
for transfer on the basis of minimum qualifications
and qualifying procedure.
b. The employee shall have permanent status in the
merit system and shall be in good standing.
C. The appointing authority or authorities involved in
the transaction shall have indicated their
agreement in writing.
d. The employee concerned shall have indicated
agreement to the change in writing.
e. The Director of Human Resources shall have
approved the change. Notwithstanding the
LOCAL NO. 1 - 116 - 1999-2002 MOU
SECTION 22 - TRANSFER & REASSIGNMENT
foregoing, transfer may also be accomplished
through the regular appointment procedure
provided that the individual desiring transfer has
eligibility on a list for a class for which
appointment is being considered.
22.2 Transfer Policy. Any employee or appointing
authority who desires to initiate a transfer may inform the
Director of Human Resources in writing of such desire
stating the reasons therefore. The Director of Human
Resources shall if he or she considers that the reasons
are adequate and that the transfer will be for the good of
the County service and the parties involved, inform the
appointing authority or authorities concerned and the
employee of the proposal and may take the initiative in
accomplishing the transfer.
22.3 Reassignment of Work Location. Employees
desirous of reassignment to a position in the same
classification at another work location shall submit a
request for reassignment in writing to the Department
Head. When openings occur in various work locations,
requests for reassignment will be reviewed with
consideration given to various factors including but not
limited to distance of employee's residence from desired
work location and relative length of service of the
applicants for a particular location. The Department Head
or designated representative shall make the sole
determination as to assignment of personnel, except as
otherwise provided in the supplemental sections of this
MOU. This provision applies to intradepartmental
reassignments only.
LOCAL NO. 1 - 117 - 1999-2002 MOU
SECTION 22 - TRANSFER & REASSIGNMENT
This provision for work location reassignments applies only
to the following units: Agriculture Unit (excluding the
Weights and Measures Division) and Library Unit.
22.4 Voluntary Reassignment (Bidding) Procedure.
The below listed procedure shall apply to the following
groups of employees: the entire General Services and
Maintenance Unit, the entire LVN-Attend a nt/Aid e Unit, the
entire Health Services Unit, Probation Counselors in the
Probation Department and that portion of the Engineering
Unit in the Public Works Department.
Permanent employees may request reassignment to
vacant permanent positions in the same classification or in
the same level of their deep classification. All permanent
vacancies will be offered for bid to presently assigned full-
time, part-time and permanent-intermittent employees for
reassignment. Nothing herein precludes the making of
temporary reassignments not entailing the filling of vacant
permanent positions. The following procedures shall apply:
a. Responsibility. Implementation of the
reassignment procedure is the responsibility of
the supervisor of the position which is vacant.
b. Vacancy Notices Posted. Vacant position notices
for positions which are to be filled shall be posted
for seven (7) calendar days. The notice shall
specify job characteristics and shall be posted
only once The supervisor may begin interviewing
bidders immediately upon posting the bid notice.
LOCAL NO. 1 _ 118 - 1999-2002 MOU
SECTION 22 - TRANSFER & REASSIGNMENT
If .the supervisor receives less than three (3)
bidders, he or she may fill the position by using
the Merit System eligible list or by making internal
reassignments. For purposes of this procedure, a
bidder is an employee in the same class who is
eligible to bid under Section d, following, and who
meets all the minimum qualifications for the
position including any specialized requirements
such as bilingual ability, position flag
requirements, and who submits a bid on the
position.
C. All Vacancies Must be Posted. All vacant
positions which may occur by creation of new
positions, separation, promotion, demotion or
reassignment must be posted for permanent
employee bidding.
d. Who Mav Request Reassignment. All permanent
full-time, permanent part-time or permanent-
intermittent employees may request
reassignment to any open permanent position in
the same classification or in the same level of a
deep classification anywhere else in their
Department.
e. Who May Not Request Reassignment.
Employees who are in a temporary status or
provisionally appointed to a permanent position
may not bid for reassignment under this
procedure.
LOCAL NO. 1 - 119 - 1999-2002 MOU
SECTION 22 - TRANSFER & REASSIGNMENT
f. Employee Selection. If three (3) or more
employees bid on the position, the position shall
be filled from among the three (3) most senior
bidders. For the purposes of bidder selection, the
"Rule of 3" shall apply. That is, the supervisor is
entitled to select from three (3) candidates and
the three (3) most senior may be considered as
equal. Seniority for bidding purposes means
classification seniority for layoff purposes. If two
(2) employees bid, the supervisor shall be entitled
to one (1 ) additional name from an eligible list. If
one (1 ) employee bids, the supervisor shall be
entitled to two (2) additional names from an
eligible list. If no employees bid, the supervisor
may fill the position from an eligible list or
otherwise in accordance with the Personnel
Management Regulations.
The supervisor shall offer to interview all
candidates either in person or on the telephone.
Subsequent to submitting a bid, an employee
may waive consideration for the position at any
time by notifying the supervisor verbally or in
writing in which case the next most senior bidder
(if any) or candidate from the eligible list may be
considered. The remaining active bidders will be
advised within ten (10) work days after the
posting is removed whether they have been
selected or the status of their bid. If requested by
the employee, supervisors shall give an
employee in writing the reason(s) why he or she
was not selected.
LOCAL NO. 1 - 120 - 1999-2002 MOU
SECTION 22 - TRANSFER & REASSIGNMENT
g. No Old Job Claim. The selected employee shall
have no claim on the job(s) he or she left. If a
decision is made by the employee to seek
immediate reassignment, the employee may only
be placed in another vacant position in
accordance with this policy.
h. Bidding While on Leave. Employees interested in
a particular assignment and wishing to be notified
of an open position while on vacation, sick leave
or leave of absence (not scheduled day off) may
leave a written notice or a self-addressed,
stamped envelope with the supervisor of the
position they are interested in.
i. Probationary and New Assignment Bidding.
Employees who are on probation or who have
been in a new work assignment for less than
three (3) months, may bid for a vacant position
which is open. The bid will be considered if, when
bidding is closed, there are less than - three (3)
employees who are not on probation or in new
assignments who have bid for the position. Bids
from employees on probation or in new
assignments will be in addition to any names
referred to the department through the
certification process described in Section 22.4-f
above. Probation Counselors who have
completed three (3) months of their one (1 ) year
probation may bid the same as all other
permanent employees.
LOCAL NO. 1 - 121 - 1999-2002 MOU
SECTION 22 - TRANSFER & REASSIGNMENT
CONTRA COSTA COUNTY - LOCAL NO. 1 BID NOTICE
TO: Permanent Employees in the class of
FROM:
Name Title
SUBJECT: NOTICE OF OPEN POSITION
Classification: Position No:
Level: Position Type: FT PPT PI
(If deep classification)
Department: Division:
Geographic Area:
(East, West, Central)
Worksite (street address, etc.):
Shift/Hours: Days Off:
Other Requirements (i.e., bilingual ability, position flags):
All eligible full time, permanent part-time, or permanent-intermittent
employees in the above classification interested in this position, submit bids
IN WRITING on Form 103 (WIDSI) to:
by:
Name Date Time of Day
Posting Date: Removal Date:
LOCAL NO. 1 - 122 - 1999-2002 MOU
SECTION 22 - TRANSFER & REASSIGNMENT
22.5 Involuntary Reassignment Procedure. The
below listed procedure shall apply to the following groups
of employees (except in the case of layoffs where Section
22.6 governs): entire General Services and Maintenance
Unit; entire LVN/Attendant/Aide Unit; entire Health
Services Unit; Probation Counselors in the Probation
Department; and that portion of the Engineering Unit in the
Public Works Department.
Department management, at its sole discretion, may
determine from time to time that involuntary reassignments
of staff are required. Involuntary reassignments are the
reassignments of permanent employees in their existing
classification to a new worksite, shift, or program area.
Such decisions may result from inability to fill a vacancy
through the voluntary reassignment procedure or from a
determination that excess staff are allocated to a certain
site, shift, or program. When such decisions are made and
the reassignments are permanent, the below listed
procedure shall apply.
This .:policy shall not apply to temporary reassignments of
less than eight (8) weeks duration to cover such things as
vacation relief, sick leave absences, temporary shifts in
workload, training assignments, or temporary short term
assignments to cover vacant positions which could not be
filled through the voluntary reassignment policy and for
which actions are underway to fill permanent from an
eligible list. If a temporary reassignment is expected to
exceed eight (8) weeks in duration, the affected
Department shall either use the below listed procedure or
will meet and confer with the Union on a case by case
basis regarding an alternative approach:
LOCAL NO. 1 - 123 - 1999-2002 MOU
SECTION 22 - TRANSFER & REASSIGNMENT
a. Management will identify the classifications and
positions from which reassignments are
necessary.
b. Affected employees will be provided with a list of
vacancies/ assignments for which they may
apply.
C. Affected employees shall be given the opportunity
to volunteer for the available
vacancies/assignments and shall be considered
in accordance with Part f. of the voluntary
reassignment procedure.
d. If there are insufficient volunteers for the number
of available positions or no volunteers, and
involuntary reassignments are still required, the
least senior qualified affected employee shall be
reassigned to the vacant assignment identified by
management, followed by the next least senior
employee, and so on in inverse order of seniority
until all necessary reassignments are completed.
Qualified is defined as a person possessing the
necessary training or experience for the specific
assignment.
Seniority for involuntary reassignment purposes
shall be defined as seniority within classification.
Nothing contained in this Section shall prohibit
the Department and the Union from making a
mutually agreed upon alternative arrangement.
LOCAL NO. 1 - 124 - 1999-2002 MOU
SECTION 22 - TRANSFER & REASSIGNMENT
In no event shall reassignments be utilized for
disciplinary purposes.
22.6 Reassignment Due to Layoff or Displacement.
When reassignment of an employee or employees is
necessary due to layoff or displacement, the following
procedures shall be followed:
a. A list of vacant positions shall be posted in work
areas of all affected employees for a minimum of
five (5) work days.
b. Employees shall be given the opportunity to
volunteer for vacancies and shall be reassigned
on the basis of seniority.
c. If there are no volunteers for reassignment, the
least senior employee(s) in that class shall be
reassigned.
d. Management shall have the sole prerogative to
select the vacancy to which the least senior
employee(s) shall be reassigned.
Seniority for reassignment purposes shall be
defined as (in Section 11, Layoff) seniority within
classification. If reduction or reassignment by site
is necessary, the least senior employee in the
affected class at the site shall be reassigned. If
reduction or reassignment is necessary by shift,
the least senior employee in the affected class
assigned to the affected shift shall be reassigned.
Nothing contained in this Section shall prohibit a
LOCAL NO. 1 - 125 - 1999-2002 MOU
SECTION 23 - RESIGNATIONS
Department and the Union from making a
mutually agreed upon alternative arrangement.
SECTION 23 - RESIGNATIONS
An employee's voluntary termination of service is a
resignation. Written resignations shall be forwarded to the
Human Resources Department by the appointing authority
immediately on receipt, and shall indicate the effective
date of termination. Oral resignation shall be immediately
confirmed by the appointing authority in writing to the
employee and to the Human Resources Department and
shall indicate the effective date of termination.
23.1 Resignation in Good Standing. A resignation
giving the appointing authority written notice at least two
(2) weeks in advance of the last date of service (unless the
appointing authority requires a longer period of notice, or
consents to the employee's terminating on shorter notice)
is a resignation in good standing.
23.2 Constructive Resignation. A constructive
resignation occurs and is effective when:
a. An employee has been absent from duty for five
(5) consecutive working days without leave; and
b. Five (5) more consecutive work days have
elapsed without response by the employee after
the receipt of a registered or certified letter citing
a notice of resignation by the appointing authority
to the employee at the employee's last known
LOCAL NO. 1 - 126 - 1999-2002 MOU
SECTION 23 - RESIGNATIONS
address, but no more than ten (10) working days
from mailing of said notice.
23.3 Effective Resignation. A resignation is effective
when delivered or spoken to the appointing authority,
operative on that date or another date specified. An
employee who resigns without advance notice as set forth
in Section 23.1 , may seek recession of the resignation and
reinstatement by delivering an appeal in writing to the
Human Resources not later than close of business on the
third.,.(3rd) calendar day after the resignation is effective.
Within five (5) work days of receipt of the appeal, the
Human Resources Director shall consider the appeal and
render a final and binding decision including, if applicable,
the date of reinstatement.
23.4 Revocation. A resignation that is effective is
revocable only by written concurrence of the employee
and the appointing authority.
23.5 Coerced Resignations.
A. Time Limit. A resignation which the employee
believes has been coerced by the appointing
authority may be revoked within seven (7)
calendar days after its expression, by serving
written notice on the Director of Human
Resources and a copy to the appointing authority.
B. Reinstatement. If the appointing authority
acknowledges that the employee could have
believed that the resignation was coerced, it shall
LOCAL NO. 1 - 127 - 1999-2002 MOU
SECTION 24 - DISMISSAL, SUSPENSION, TEMPORARY REDUCTION
IN PAY, AND DEMOTION
be revoked and the employee returned to duty
effective on the day following the appointing
authority's acknowledgment without loss of
seniority or pay.
C. Contest. Unless, within seven (7) days of the
receipt of the notice, the appointing authority
acknowledges that the resignation could have
been believed to be coerced, this question should
be handled as an appeal to the Merit Board. In
the alternative, the employee may file a written
election with the Director of Human Resources
waiving the employee's right of appeal to the
Merit Board in favor of the employee's appeal
rights under the grievance procedure contained in
Section 25 of the MOU beginning with Step 3.
D. Disposition. If a final decision is rendered that
determines that the resignation was coerced, the
resignation shall be deemed revoked and the
employee returned to duty effective on the day
following the decision but without loss of seniority
or pay, subject to the employee's duty to mitigate
damages.
SECTION 24 - DISMISSAL, SUSPENSION,
TEMPORARY REDUCTION IN PAY, AND DEMOTION
24.1 Sufficient Cause for Action. The appointing
authority may dismiss, suspend, temporarily reduce the
pay of, or demote any employee for cause. The reduction
LOCAL NO. 1 - 128 - 1999-2002 MOU
SECTION 24 - DISMISSAL, SUSPENSION, TEMPORARY REDUCTION
IN PAY, AND DEMOTION
in pay may not exceed five percent (5%) for a three (3)
month period. The following are sufficient causes for such
action; the list is indicative . rather than inclusive of
restrictions and dismissal, suspension or demotion may be
based on reasons other than those specifically mentioned:
a. Absence without leave.
b. Conviction of any criminal act involving moral
;r
turpitude.
C. Conduct tending to bring the merit system into
disrepute.
d. Disorderly or immoral conduct.
e. Incompetence or inefficiency.
f. Insubordination.
g. Being at work under the influence of liquor or
drugs, carrying onto the premises liquor or drugs
or consuming or using liquor or drugs during work
hours and/or on County premises.
h. Neglect of duty (i.e. non-performance of assigned
responsibilities).
i. Negligent or willful damage to public property or
waste of public supplies or equipment.
LOCAL NO. 1. - 129 - 1999-2002 MOU
SECTION 24 - DISMISSAL, SUSPENSION, TEMPORARY REDUCTION
IN PAY, AND DEMOTION
j. Violation of any lawful or reasonable regulation or
order given by a supervisor or Department Head.
k. Willful violation of any of the provisions of the
merit system ordinance or Personnel
Management Regulations.
I. Material and intentional misrepresentation or
concealment of any fact in connection with
obtaining employment.
M. Misappropriation of County funds or property.
n. Unreasonable failure or refusal to undergo any
physical, medical and/or psychiatric exam and/or
treatment authorized by this MOU.
o. Dishonesty or theft.
P. Excessive or unexcused absenteeism and/or
tardiness.
q. Sexual harassment, including but not limited to
unwelcome sexual advances, requests for sexual
favors, and other verbal, or physical conduct of a
sexual nature, when such conduct has the
purpose or effect of affecting employment
decisions concerning an individual, or
unreasonably interfering with an individual's work
performance, or creating an intimidating and
hostile working environment.
LOCAL NO. 1 - 130 - 1999-2002 MOU
SECTION 24 - DISMISSAL, SUSPENSION, TEMPORARY REDUCTION
IN PAY, AND DEMOTION
24.2 Skelly Requirements. Before taking a
disciplinary action to dismiss, suspend for more than five
(5) work days (four (4) work days for employees on a 4/10
work week), temporarily reduce the pay of, or demote an
employee, the appointing authority shall cause to be
served personally or by certified mail, on the employee, a
Notice of Proposed Action, which shall contain the
following:
a. A statement of the action proposed to be taken.
b. A copy of the charges; including the acts or
omissions and grounds upon which the action is
based.
C. If it is claimed that the employee has violated a
rule or regulation of the County, department or
district, a copy of said rule shall be included with
the notice.
d. A statement that the employee may review and
request copies of materials upon which the
proposed action is based.
e. A statement that the employee has seven (7)
calendar days to respond to the appointing
authority either orally or in writing.
24.3 Employee Response. The employee upon
whom a Notice of Proposed Action has been served shall
have seven (7) calendar days to respond to the appointing
authority either orally or in writing before the proposed
LOCAL NO. -1 - 131 - 1999-2002 MOU
SECTION 24 - DISMISSAL, SUSPENSION, TEMPORARY REDUCTION
IN PAY, AND DEMOTION
action may be taken. Upon request of the employee and
for good cause, the appointing authority may extend in
writing the period to respond. If the employee's response
is not filed within seven (7) days or during an extension,
the right to respond is lost.
24.4 Leave Pending Employee Response. Pending
response to a Notice of Proposed Action within the first
seven (7) days or extension thereof, the appointing
authority for cause specified in writing may place the
employee on temporary leave of absence, with pay.
24.5 Length of Suspension. Suspensions without
pay shall not exceed thirty (30) days unless ordered by an
arbitrator, an adjustment board or the Merit Board.
24.6 Procedure on Dismissal, Suspension,
Temporary Reduction in Pav, or Demotion.
A. In any disciplinary action to dismiss, suspend,
temporarily reduce the pay of, or demote an
employee having permanent status in a position
in the merit system, after having complied with
the Skelly requirements where applicable, the
appointing authority shall make an order in writing
stating specifically the causes for the action.
B. Service of Order. Said order of dismissal,
suspension, temporary reduction in pay, or
demotion shall be filed with the Director of Human
Resources, showing by whom and the date a
copy was served upon the employee to be
LOCAL NO. 1 - 132 - 1999-2002 MOU
SECTION 25 - GRIEVANCE PROCEDURE
dismissed, suspended, temporarily reduced in
pay, or demoted, either personally or by certified
mail to the employee's last known mailing
address. The order shall be effective either upon
personal service or deposit in the U.S. Postal
Service.
C. Employee Appeals from Order. The employee
may appeal an order of dismissal, suspension,
temporary reduction in pay, or demotion either to
the Merit Board or through the procedures of
Section 25 - Grievance Procedure of this MOU
provided that such appeal is filed in writing with
the Director of Human Resources within ten (10)
calendar days after service of said order. An
employee may not both appeal to the Merit Board
and file a grievance under Section 25 of this
MOU.
24.7 Employee Representation Rights. The County
recognizes an employee's right to representation during
any disciplinary interview or meeting which - may result in
discipline. The County will not interfere with the
representative's right to assist an employee to clarify the
facts during the interview.
SECTION 25 - GRIEVANCE PROCEDURE
25.1 Definition and Procedural Steps. A grievance
is any dispute which involves the interpretation or
application of any provision of this MOU excluding,
however, those provisions of this MOU which specifically
LOCAL NO. 1 --133 - 1999-2002 MOU
SECTION 25 - GRIEVANCE PROCEDURE
provide that the decision of any County official shall be
final, the interpretation or application of those provisions
not being subject to the grievance procedure. The Union
may represent the grievant at any state of the process.
Grievances must be filed within thirty (30) calendar days of
the incident or occurrence about which the grievant claims
to have a grievance and shall be processed in the
following manner:
Step 1 . Any employee or group of employees who believes
that a provision of this MOU has been misinterpreted or
misapplied to his or her detriment shall discuss the
complaint with the grievant's immediate supervisor, who
shall meet with the grievant within five (5) work days of
receipt of a written request to hold such meeting.
Step 2. If a grievance is not satisfactorily resolved in Step
1 above, the grievant may submit the grievance in writing
within ten (10) work days to such management official as
the Department Head may designate. This formal written
grievance shall state which provision of the MOU :has been
misinterpreted or misapplied, how misapplication or
misinterpretation has affected the grievant to the grievant's
detriment, and the redress he or she seeks. A copy of
each written communication on a grievance shall be filed
with the Director of Human Resources. The Department
Head or his or her designee shall have ten (10) work days
in which to respond to the grievance in writing. If either the
union or grievant request a meeting with the Department
Head or his/her designee at this step, such a meeting will
be held.
LOCAL NO. 1 - 134 - 1999-2002 MOU
SECTION 25 - GRIEVANCE PROCEDURE
Step 3. If a grievance is not satisfactorily resolved in Step
2 above, the grievant may appeal in writing within ten (10)
work days to the Director of Human Resources. The
Director of Human Resources or his/her designee shall
have twenty (20) work days in which to investigate the
merit of the complaint and to meet together at the same
time with the Department Head or his/her designee and
the grievant and attempt to settle the grievance and
respond in writing.
Step 4. No grievance may be processed under this
Section which has not first been filed and investigated in
accordance with Step 3 above and filed within ten (10)
work days of the written response of the Director of Human
Resources or his/her designee. If the parties are unable to
reach a mutually satisfactory accord on any grievance
which arises and is presented during the term of this MOU,
such grievance shall be submitted in writing within seven
(7) work days to an Adjustment Board comprised of three
(3) Union representatives, no more than two (2) of whom
shall be either an employee of the County or an elected or
appointed official of the Union presenting this grievance,
and three (3) representatives of the County, no more than
two (2) of whom shall be either an employee of the County
or a member of the staff of an organization employed to
represent the County in the meeting and conferring
process. The Adjustment Board shall meet and render a
decision within twenty (20) work days of receipt of the
written request and render a decision. If the County fails to
meet the time limits specified in Step 4 and the grievant
demands in writing that an Adjustment Board be
convened, the County will convene an Adjustment Board
LOCAL NO. 1 - 135 - 1999-2002 MOU
SECTION 25 - GRIEVANCE PROCEDURE
within ten (10) work days of receipt of the original request
or the grievance will move to arbitration upon demand.
This step of the grievance procedure may be waived by
the written mutual agreement of the parties.
Step 5. If an Adjustment Board is unable to arrive at a
majority decision, either the grievant or the County may
require that the grievance be referred to an impartial
arbitrator who shall be designated by mutual agreement
between the grievant and the Director of Human
Resources. Such request shall be submitted within twenty
(20) work days of the rendering of the Adjustment Board
decision. Within twenty (20) work days of the request for
arbitration, the parties shall mutually select an arbitrator
who shall render a decision within thirty (30) work days
from the date of final submission of the grievance including
receipt of the court reporter's transcript and post hearing
briefs if any. The fees and expenses of the arbitrator and
of the court reporter shall be shared equally by the
grievant and the County. Each party, however, shall bear
the costs of its own presentation, including preparation and
post- hearing briefs, if any.
25.2 Scope of Adjustment Board and Arbitration
Decisions.
A. Decisions of Adjustment Boards and arbitrators
on matters properly before them shall be final and
binding on the parties hereto, to the extent
permitted by law.
LOCAL NO. 1 - 136 - 1999-2002 MOU
SECTION 25 --GRIEVANCE PROCEDURE
B. No Adjustment Board and no arbitrator shall
entertain, hear, decide or make
recommendations on any dispute unless such
dispute involves a position in a unit represented
by the Union which has been certified , as the
recognized employee organization for such unit
and under such dispute falls within the definition
of a grievance as set forth in Subsection 25.1
above.
C. Proposals to add to or change this MOU or to
change written agreements supplementary hereto
shall not be arbitrable and no proposal to modify,
amend, or terminate this MOU, nor any matter or
subject arising out of or in connection with such
proposals, may be referred to arbitration under
this Section. Neither any Adjustment Board nor
any arbitrator shall have the power to amend or
modify this MOU or written agreements
supplementary hereto or to establish any new
terms or conditions of employment.
D. If the Director of Human Resources in pursuance
of the procedures outlined in Step 3 above, or the
Adjustment Board in pursuance of the provisions
of Step 4 above resolve a grievance which
involves suspension or discharge, they may
agree to payment for lost time or to reinstatement
with or without payment for lost time.
E. No change in this MOU or interpretations thereof
(except interpretations resulting from Adjustment
Boards or arbitration proceedings hereunder) will
LOCAL NO. 1 - 137 - 1999-2002 MOU
SECTION 25 - GRIEVANCE PROCEDURE
be recognized unless agreed to by the County
and the Union.
25.3 Time Limits. The time limits specified above may
be waived by mutual agreement of the parties to the
grievance. If the County fails to meet the time limits
specified in Steps 1 through 3 above, the grievance will
automatically move to the next step. If a grievant fails to
meet the time limits specified in Steps 1 through 5 above,
the grievance will be deemed to have been settled and
withdrawn.
25.4 Union Notification. An official, with whom a
formal grievance is filed by a grievant who is included in a
unit represented by the Union, but is not represented by
the Union in the grievance, shall give the Union a copy of
the formal presentation.
25.5 Compensation Complaints. All complaints
involving or concerning the payment of compensation shall
be initially filed in writing with the Director of Human
Resources. Only complaints which allege that employees
are not being compensated in accordance with the
provisions of this MOU shall be considered as grievances.
Any other matters of compensation are to be resolved in
the meeting and conferring process, if not detailed in the
MOU which results from such meeting and conferring
process shall be deemed withdrawn until the meeting and
conferring process is next opened for such discussion. No
adjustment shall be retroactive for more than six (6)
months from the date upon which the complaint was filed.
LOCAL NO. 1 - 138 - 1999-2002 MOU
SECTION 25 - GRIEVANCE PROCEDURE
No change. in. this MOU or interpretations thereof (except
interpretations resulting from Adjustment Board or
arbitration proceedings hereunder) will be recognized
unless agreed to by the County and the Union.
25.6 Strike/Work Stoppage. During the term of this
MOU, the Union, its members and representatives, agree
that it and they will not engage in, authorize, sanction, or
support any strike, slowdown, stoppage of work, sick-out,
or refusal to perform customary duties.
In the case of a legally declared lawful strike against a
private or public sector employer which has been
sanctioned and approved by the labor body or council
having jurisdiction, an employee who is in danger of
physical harm shall not be required to cross the picket line,
provided the employee advises his or her supervisor as
soon as possible, and provided further that an employee
may be required to cross a picket line where the
performance of his or her duties is of an emergency nature
and/or . failure to perform such duties might cause or
aggravate a danger to public health or safety.
25.7 Merit Board.
A. All Grievances of employees in representation
units represented by the Union shall be
processed under Section 25 unless the employee
elects to apply to the Merit Board on matters
within its jurisdiction.
LOCAL NO. 1 - 139 - 1999-2002 MOU
SECTION 26 - BILINGUAL PAY
B. No action under Steps 3, 4 and 5 of Subsection
25.1 above shall be taken if action on the
complaint or grievance has been taken by the
Merit Board, or if the complaint or grievance is
pending before the Merit Board.
25.8 Filing by Union. The Union may file a grievance
at Step 3 on behalf of affected employees when action by
the County Administrator or the Board of Supervisors
violates a provision of this MOU.
SECTION 26 - BILINGUAL PAY
A salary differential of seventy dollars ($70.00) per month
shall be. paid incumbents of positions requiring bilingual
proficiency as designated by the appointing authority and
Director of Human Resources. Said differential shall be
paid to eligible employees in paid status for any portion of
a given month. Designation of positions for which bilingual
proficiency is required is the sole prerogative of the
County. The Union shall be notified when such
designations are made. Effective October 1 , 2000, the
differential shall be increased to a total of seventy-five
dollars ($75.00) per month. Effective October 1 , 2001 , the
differential shall be increased to a total of eighty dollars
($80.00) per month.
SECTION 27 - RETIREMENT CONTRIBUTION
27.1 Contribution. Pursuant to Government Code
Section 31581 .1 , the County will continue to pay fifty
LOCAL NO. 1 - 140 - 1999-2002 MOU
SECTION 27 - RETIREMENT CONTRIBUTION
percent (50%) of the retirement contributions normally
required of employees. Such payments shall continue for
the duration of this MOU, and shall terminate thereafter.
Employees shall be responsible for payment of the
employees' 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 pay the remaining one-half (%2) of
the retirement cost-of-living program contribution.
27.2 Tier III. Subject to the enactment of enabling
legislation amending the 1937 Employees' Retirement Act
to allow such election, the County will permit certain Tier II
employees to elect a Tier Ill Retirement Plan under the
following conditions:
a. The County and the Labor Coalition must agree
on the wording of the legislation and both parties
must support the legislation.
b. :... 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 I. The disability benefits
for Tier III shall be the same as the current Tier II
disability provisions.
C. The amount of the employee's required
retirement contribution shall be established by the
County Employees' Retirement Association and
LOCAL NO. 1 - 141 - 1999-2002 MOU
SECTION 27 - RETIREMENT CONTRIBUTION
shall be based on the employee's age at entry
into the retirement system.
d. Employees represented by the Labor Coalition
and its member employee organizations (herein
referred to as "Labor Coalition") enrolled in Tier II
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 Plan
expressed herein subject to action by the Board
of Supervisors to implement the Plan. Thereafter,
employees represented by the Labor Coalition
enrolled in Tier II 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.
The County's employer contributions and subvention of
employee contributions for Labor Coalition employees
electing Tier III which exceed those which would be
required for Tier II membership shall:
a. Be funded by reducing the general wage increase
agreed upon to be effective October 1 , 1997, and
the pay equity amounts attributable thereto, by a
percentage sufficient to reduce the County's
wage obligation by $3 million dollars per year;
and the general wage increase of all employees
represented by the Labor Coalition shall be
reduced accordingly; and
LOCAL NO. 1 - 142 - 1999-2002 MOU
SECTION 27 - RETIREMENT CONTRIBUTION
b. 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 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 represented by the
Labor Coalition shall be reduced accordingly; and
C. In the event the County's costs attributable to the
Tier III Retirement Plan are less than $3 million
per year, the difference shall be divided by twelve
(12) and each twelfth (12th) shall be augmented
by an amount equal to the County's common
pooled fund interest which would have accrued if
one (1 ) twelfth (12th) had been invested in the first
month of the past year, two (2) twelfths (12ths) in
the second month of the past year and so forth;
and
d. Any savings to the County resulting from the
creation and operation of Tier III shall be used to
offset future County retirement cost increases
attributable to the creation and operation of Tier
III; and
LOCAL NO. 1 - 143 - 1999-2002 MOU
SECTION 27 - RETIREMENT CONTRIBUTION
e. County 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. The County will report yearly
to the Labor Coalition on a) the beginning
account balance, b) the interest earned, c)
expenditures from the account to cover
increased costs resulting from the Tier III
Retirement Plan, and d) the ending account
balance.
Any increased costs to the County, due to Tier III
participation by employees not represented by the Labor
Coalition, shall not be funded by reduction of general wage
increases otherwise due to the employees represented by
the Labor Coalition.
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 shall be recovered by
reducing general wage increases to the employees
represented by the Labor Coalition.
Any disputes regarding cost or savings shall be subject to
binding arbitration upon demand of the Labor Coalition or
the County.
The enabling legislation shall provide that the Tier III
Retirement Plan may be implemented only by an
ordinance enacted by the Board of Supervisors.
LOCAL NO. 1 - 144 - 1999-2002 MOU
SECTION 28 - TRAINING REIMBURSEMENT
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 interest, in lieu of implementation
of the Tier III Retirement Plan.
The establishment of the Tier III Retirement Plan pursuant
to the terms of this MOU shall be subject to approval by
the Board of Retirement of the Contra Costa County
Employees' Retirement Association.
In the event the County is prevented from . implementing
the Tier III Retirement Plan for any reason on or before the
termination date of this MOU, the agreement of the parties
regarding a Tier III Retirement Plan shall expire and a one
percent (1 %) 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.
SECTION 28 - TRAINING REIMBURSEMENT
The County Administrative Bulletin on Training shall
govern reimbursement for training and shall limit
reimbursement for career development training to six
LOCAL NO. 1 - 145 - 1999-2002 MOU
SECTION 29 - SAFETY SHOES AND PRESCRIPTION SAFETY
EYEGLASSES
hundred fifty dollars ($650) per year, except as otherwise
provided in the supplemental sections of this MOU.
Registration and tuition fees for career development
education may be reimbursed for up to fifty percent (50%)
of the employee's net cost. Books necessary for courses
taken for career development education may be
reimbursed for up to one hundred percent (100%) of the
employee's net cost.
SECTION 29 - SAFETY SHOES AND PRESCRIPTION
SAFETY EYEGLASSES
.The County shall expend every effort to see to it that the
work performed under the terms and conditions of this
MOU is performed with a maximum degree of safety
consistent with the requirement to conduct efficient
operations.
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.
The County will reimburse eligible employees for
prescription safety eyeglasses which are approved by the
LOCAL NO. 1 - 146 - 1999-2002 MOU
SECTION 30 - VIDEO DISPLAY TERMINAL (VDT) USERS EYE
EXAMINATION
County and are obtained from such establishment as
required by the County up to one (1 ) pair per year.
The County will provide those employees currently eligible
for safety shoe allowance with two (2) methods for
purchasing safety shoes:
a. Reimbursement for the purchase and repair of safety
shoes up to the maximum amount stated above for
:each two (2) year period.
b. Voucher obtained from the eligible employees'
Department for an identified vendor for the purchase
of safety shoes up to the maximum amount stated
above for each two (2) year period.
c. The County agrees to provide a second vendor for the
purchase of safety shoes. The County will endeavor to
secure Red Wings as the second vendor and to
identify two locations where the shoes may be
obtained by voucher.
The eligible employee will inform his/her Department's
accounting section of the desired method for purchasing
safety shoes at the beginning of each calendar year.
SECTION 30 - VIDEO DISPLAY TERMINAL (VDT)
USERS EYE EXAMINATION
Employees in the Library Unit, Probation Unit, and
Investigative Unit shall be eligible to receive an annual eye
i
LOCAL NO. 1 - 147 - 1999-2002 MOU
SECTION 31 - PERFORMANCE EVALUATION PROCEDURE
examination on County time and at County expense in
accordance with the following conditions:
a. Eligible employees must use a video display
terminal at least an average of two hours per day
as certified by their department.
b. Eligible employees who wish an eye examination
under this program should request it through the
County Human Resources Department, Benefits
Division, who will arrange for eye examinations
and monitor the results on a County-wide basis.
C. Should prescription VDT glasses be prescribed
for an employee following an eye examination,
the County agrees to provide, at no cost, the
basic coverage including a ten ($10) dollar frame
and single vision lenses. Employees may,
through individual arrangement between the
employee and his/her 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.
SECTION 31 - PERFORMANCE EVALUATION
PROCEDURE
The following procedures shall apply in those departments
which already have a formal written performance
evaluation system. Nothing herein shall be construed to
LOCAL NO. 1 - 148 - 1999-2002 MOU
SECTION 31 - PERFORMANCE EVALUATION PROCEDURE
require the. establishment of such a system where it does
not currently exist.
A. Goal: A basic goal of the employee evaluation is
to help each employee perform his/her job more
effectively to the mutual benefit of the employee
and the County. The evaluation process provides
an ongoing means of evaluating an employee's
job performance and promoting the improvement
of the job performance.
The evaluation process also provides the
opportunity to recognize and document
outstanding service as well as service that has
been unsatisfactory to the County.
B. Frequency of Evaluation.
1 . Probationary employees shall be evaluated
at least once during their probationary
period.
2. Permanent employees may be evaluated
every year.
C. Procedure.
1 . An employee shall generally be evaluated by
the first level management supervisor above
the employee.
2. It will be necessary in some cases for a
supervisor to consult with the employee's
j LOCAL NO. 1 - 149 - 1999-2002 MOU
SECTION 31 - PERFORMANCE EVALUATION PROCEDURE
immediate work director in order to make a
comprehensive evaluation.
3. Where feasible, evaluations will be based
primarily on observation by the evaluator of
the employee in the performance of his/her
duties. Comments based on secondary
information shall have supportive
documentation.
4. An employee will be informed in advance of
a meeting with his/her supervisor to discuss
the employee's evaluation and to put the
evaluation in writing on the department
evaluation forms.
5. The employee shall be informed of his/her
right to prepare and have attached to the
evaluation form any written comments which
the employee wishes to make.
6. When an employee is rated below
satisfactory on any factor, the evaluation will
give the reasons for such rating and include
specific recommendations for improvement
in writing.
7. The employee's signing of an evaluation
form does not necessarily mean that the
employee agrees with the evaluation but it
does mean that the employee has had an
opportunity to discuss the evaluation with
his/her evaluator.
LOCAL NO. 1 - 150 - 1999-2002 MOU
SECTION 31 - PERFORMANCE EVALUATION PROCEDURE
8. The employee will be given a copy of his/her
completed evaluation form at the time form is
signed by the employee. (Confirmation of
final version to be received later.)
9. Any rating below average or unsatisfactory
shall be supported by written documentation
received by the employee at the time the
incident(s) occurred.
10. Nothing shall be added by management to
an evaluation after the employee has signed
and received a copy of the evaluation without
the employee's written acknowledgment.
Failure to follow the foregoing procedure is subject to the
grievance procedure. However, disputes over the actual
content or ratings themselves in individual evaluations are
not grievable, but may be mediated by the Director of
Human Resources upon request of either the employee or
the Department. Prior to being mediated by the Director of
Human Resources either party may request fact finding to
assist in the resolution of the dispute. One (1 ) fact finder
shall be selected by each party to the dispute within ten
(10) work days from the initial request for fact finding. The
fact finders shall have twenty (20) work days from notice of
selection to investigate and render opinions to the Director
of Human Resources.
LOCAL NO. 1 - 151 - 1999-2002 MOU
SECTION 32- MILEAGE
SECTION 32- MILEAGE
32.1 Reimbursement for Use of Personal Vehicle.
The mileage allowance for use of personal vehicles on
County business shall be paid according to the rates
allowed by the Internal Revenue Service 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 Internal
Revenue Service, whichever is later.
32.2 Charge For Use of Home Garaged County
Vehicle. Employees hired after July 1 , 1994 who are
assigned vehicles to garage at home will be charged the
IRS mileage rate for all commute miles driven outside the
limits of Contra Costa County that exceed thirty (30) miles
round-trip in any one day.
SECTION 33 - PAY WARRANT ERRORS
If an employee receives a pay warrant which has- an error
in the amount of compensation to be received and if this
error occurred as a result of a mistake by the Auditor-
Controller's Department, it is the policy of the Auditor-
Controller's Department that the error will be corrected and
a new warrant issued within forty-eight (48) hours,
exclusive of Saturdays, Sundays and holidays from the
time the Department is made aware of and verifies that the
pay warrant is in error. If the pay warrant error has
occurred as a result of a mistake by an employee (e.g.
payroll clerk) other than the employee who is receiving the
LOCAL NO. 1 - 152 - 1999-2002 MOU
SECTION 34 - FLEXIBLE STAFFING
pay, the error will be corrected as soon .as possible from
the time the department is made aware that pay warrant is
in error.
Pay errors in employee pay shall be corrected as soon as
possible as to current pay rate but that no recovery of
either overpayments or underpayments to an employee
shall be made retroactively except for the six (6) month
period immediately preceding discovery of the pay error.
This :provision shall apply regardless of whether the error
was .made by the employee, the appointing authority or
designee, the Director of Human Resources or designee,
or the Auditor-Controller or designee. Recovery of
fraudulently accrued over or underpayments are excluded
from this section for both parties.
When the County notifies an employee of an overpayment
and proposed repayment schedule and the employee
wishes to meet with the County, a meeting will be held at
which time a repayment schedule shall be determined.
If requested by the employee, a Union representative may
be present at a meeting with management to discuss a
repayment schedule in the case of overpayments to the
employee.
t
SECTION 34 v FLEXIBLE STAFFING
Certain positions may be designated by the Director of
Human Resources as flexibly staffed positions. Positions
are generally allocated at the first level of the job series
when vacated. When the position is next filled and an
LOCAL NO. 1 - 153 - 1999-2002 MOU
SECTION 35 - PROVISIONAL APPOINTMENT
incumbent .of one of these positions meets the minimum
qualifications for the next higher level and has met
appropriate competitive requirements he or she may then
be promoted to the next higher classification within the job
series without need of a classification study. If an
operating department verifies in writing that an
administrative or clerical error was made in failing to
submit the documents needed to promote an employee on
the first of the month when eligible, said appointment shall
be made retroactive to the first of the month when eligible.
An employee who is denied a promotion to a flexibly
staffed position may appeal such denial to the Merit Board.
SECTION .35 - PROVISIONAL APPOINTMENT
Whenever an appointing authority makes a request for
personnel to fill a position in a class for which no
reemployment or employment list is available, or in a class
for which no eligible or insufficient eligibles to complete the
certification will accept appointment to the position, the
Director of Human Resources may authorize the
appointing authority to appoint any person who possesses
the minimum qualifications for the class as set forth in the
class specifications, provided that the names of eligibles
available and the names of persons who have indicated
the intention to take the next examination for the class
shall be referred to the appointing authority at the time
authorization is issued.
In no case shall a permanent position be filled by a
provisional appointment for a period exceeding six (6)
calendar months except under the following conditions:
LOCAL NO. 1 - 154 - 1999-2002 MOU
SECTION 36 - PERSONNEL FILES
a. If an examination has been announced for the
class and recruitment of applicants is in process,
the Director of Human Resources may authorize
a continuation of provisional appointments until
an eligible list is established.
b. In case of a provisional appointment to a
permanent position vacated by a leave of
absence, such provisional appointment may be
continued for the duration of said leave.
A provisional appointment shall be terminated within thirty
(30) days after the date of certification of eligibles from an
appropriate eligible list. All decisions of the Director of
Human Resources relative to provisional appointments are
final and not subject to the grievance procedure.
Before filling a position by a provisional appointment, the
appointing authority shall post notice and shall consider
current qualified employees for the appointment. Only if
there are insufficient internal applicants to constitute a full
certification may the appointing authority consider
applicants from outside County service.
SECTION 36 v PERSONNEL FILES
An employee shall have the right to inspect and review any
official record(s) relating to his or her performance as an
employee or to a grievance concerning the employee
which is kept or maintained by the County in the
employee's personnel file in the Human Resources
Department or in the employee's personnel file in their
LOCAL NO. 1 - 155 - 1999-2002 MOU
SECTION 36 - PERSONNEL FILES
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.
The County shall provide an opportunity for the employee
to respond in writing to any information which is in the
employee's personnel file about which he or she
disagrees. Such response shall become a permanent part
of the employee's personnel record. The employee shall
be responsible for providing the written responses to be
included as part of the employee's official personnel file.
This section does not apply to the records of an employee
relating to the investigation of a possible criminal offense,
medical records and information or letters of reference.
Counseling memos which are not disciplinary in nature are
to be retained in the file maintained by the employee's
supervisor or the person who issued the counseling memo
and are not to be transferred to the employee's central file
which is normally retained by the Human Resources
Department unless such memos are subsequently used in
conjunction with a disciplinary action such as a letter of
reprimand.
All documents pertaining to disciplinary actions shall be
placed in the employee's official personnel file within five
(5) work days after the time management becomes aware
of the incident and has completed its investigation as to
whether the employee is culpable and shall be date
LOCAL NO. 1 - 156 - 1999-2002 MOU
SECTION 36 - PERSONNEL FILES
stamped or dated at time of entry. This section is not
intended to include supervisor's notes or reminders of
specific incidents or ongoing reports such as attendance
records. Generally, such investigations should be
completed within thirty (30) calendar days of the date
management becomes aware of the incident(s), it being
understood that under certain circumstances such as the
unavailability of witnesses or the possibility of a criminal
act having been committed may cause the investigation to
take'1onger than the aforementioned thirty (30) days.
Copies of written reprimands or memoranda pertaining to
an employee's unsatisfactory performance which are to be
placed in the employee's personnel file shall be given to
an employee who shall have the right to respond in writing
to said documents.
Letters of reprimand are subject to the grievance
procedure but shall not be processed past Step 3 unless
said letters are used in a subsequent discharge,
suspension or demotion of the employee, in which case an
appeal of the letters of reprimand may be considered at
the same time as the appeal of the disciplinary action.
Prior to being submitted to Step 3 of the grievance
procedure, either party may request fact finding to assist in
the resolution of the dispute. One (1 ) fact finder shall be
selected by each party to the dispute within ten (10) work
days from the initial request for fact finding. The fact finder
shall have twenty (20) work days from notice of selection
to investigate and render opinions to the Director of
Human Resources.
LOCAL NO. 1 - 157 - 1999-2002 MOU
SECTION 37 - SERVICE AWARDS
Copies of letters of commendation which are to be placed
in the employee's personnel file will be given to the
employee. Employees have the right to review their official
personnel files which are maintained in the Human
Resources Department or by their departments. In a case
involving a grievance or disciplinary action, the employee's
designated representative may also. review his/her
personnel file with specific written authorization from the
employee. The County shall supply the Union with lists of
official personnel files and locations. Derogatory material
in an employee's personnel file (such as warning letters)
over two years old will not be used in a subsequent
disciplinary action unless directly related to the action upon
which the discipline is taken. Derogatory material does not
include: prior suspensions, demotions or dismissals for
cause.
The County will participate in a committee of four (4) union
and four (4) operating department managers to revise and
clarify MOU Section 36, Personnel Files. Subject
committee will be chaired by a non-voting chairperson
from the County Human Resources Department and will
hold their first meeting within ninety (90) days of approval
of this MOU and will issue a report within one hundred
eighty (180) days of the date of the first meeting.
SECTION 37 - SERVICE AWARDS
The County shall continue its present policy with respect to
service awards including time off provided, however, that
the type of award given shall be at the sole discretion of
the County.
LOCAL NO. 1 - 158 - 1999-2002 MOU
SECTION 38 - REIMBURSEMENT FOR MEAL EXPENSES
The following procedures shall apply with respect to
service awards:
a. Presentation Before the Board of Supervisors. An
employee with twenty (20) or more years of service
may go before the Board of Supervisors to receive
his/her Service Award. When requested by a
department, the Human Resources Department will
make arrangements for the presentation ceremony
before the Board of Supervisors and notify the
department as to the time and date of the Board
meeting.
b. Service Award Day Off. Employees with fifteen .(15) or
more years of service are entitled to take a day off
with pay at each five (5) year anniversary.
SECTION 38 - REIMBURSEMENT FOR MEAL
EXPENSES
Employees shall be reimbursed for meal expenses under
the following circumstances and in the amount specified:
a. When the employee is required by his/her
Department Head to attend a meeting concerning
County business or County affairs.
b. When the employee is required to be out of
his/her regular or normal work area during a meal
hour because of a particular work assignment.
LOCAL NO. 1 - 159 - 1999-2002 MOU
SECTION 39 - DETENTION FACILITY MEALS
C. When the employee is required to stay over to
attend consecutive or continuing afternoon and
night sessions of a board or commission.
d. When the employee is required to incur expenses
as host for official guests of the County, work as
members of examining boards, official visitors,
and speakers or honored guests at banquets or
other official functions.
e. When the employee is required to work three (3)
or more hours of overtime; in this case he or she
may be reimbursed in accordance with the
Administrative Bulletin on Expense
Reimbursement.
Meal costs will be reimbursed only when eaten away from
home or away from the facility in the case of employees at
twenty-four (24) hour institutions.
SECTION 39 - DETENTION FACILITY MEALS
The charge for a meal purchased in a detention facility by
employees represented by Local No. 1 is one dollar
($1 .00) per meal. Employees assigned to a detention
facility are not, however, required to purchase a meal.
LOCAL NO. 1 - 160 - 1999-2002 MOU
SECTION 40 - COMPENSATION FOR LOSS OR DAMAGE TO
PERSONAL PROPERTY
SECTION 40 - COMPENSATION FOR LOSS OR
DAMAGE TO PERSONAL PROPERTY
The loss or damage to personal property of employees is
subject to reimbursement under the following conditions:
a. The loss or damage must result from an event
which is not normally encountered or anticipated
on the job and which is not subject to the control
of the employee.
b. Ordinary wear and tear of personal property used
on the job is not compensated.
C. Employee tools or equipment provided without
the express approval of the Department Head
and automobiles are excluded from
reimbursement.
d. The loss or damage must have occurred in the
line of duty.
e. The loss or damage was not a. result of
negligence or lack of proper care by the
employee.
f. The personal property was necessarily worn or
carried by the employee in order to adequately
fulfill the duties and requirements of the job.
g. The loss or damage to employees eyeglasses,
dentures or other prosthetic devices did not occur
LOCAL NO. 1 - 161 - 1999-2002 MOU
SECTION 41 - UNFAIR LABOR PRACTICE
simultaneously with a job connected injury
covered by Workers' Compensation.
h. The amount of reimbursement shall be limited to
the actual cost to repair damages.
Reimbursement for items damaged beyond repair
shall be limited to the actual value of the item at
the time of loss or damage but not more than the
original cost.
i. The burden of proof of loss rests with the
employee.
j. Claims for reimbursement must be processed in
accordance with the Administrative Bulletin on
Compensation for Loss or Damage to Personal
Property.
SECTION 41 - UNFAIR LABOR PRACTICE
Either the County or the Union may file an unfair labor
practice as defined in Board of Supervisor's Resolution
81/1165 against the other. Allegations of an unfair labor
practice, if not resolved in discussions between the parties
within thirty (30) work days from the date of receipt, may
be heard and decided by a mutually agreed upon impartial
third party.
LOCAL NO. 1 - 162 - 1999-2002 MOU
SECTION 42 - HARASSMENT
SECTION 42 - HARASSMENT
Harassment is any treatment of an employee which has
the purpose or effect of affecting employment decisions
concerning an individual, or unreasonably interfering with
an individual's work performance, or creating an
intimidating and hostile working environment. Such
conduct includes but is not limited to unwelcome sexual
advances, requests for sexual favors, and other verbal, or
physical conduct of a sexual nature; arbitrary or capricious
changes of assignments, or display of a hostile attitude
toward an employee by a supervisor which is not justified
or necessary in the proper supervision of the work of the
employee.
SECTION 43 - LENGTH OF SERVICE DEFINITION or
Service Awards and Vacation Accruals)
The length of service credits of each employee , of the
County 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). When an employee
separates from a permanent position in good standing and
within two (2) years is reemployed in a permanent County
position, or is reemployed in a permanent County position
from a layoff list within the period of layoff eligibility,
service credits shall include all credits accumulated at time
of separation, but shall not include the period of
separation. The Director of Human Resources shall
determine these matters based on the employee status
records in his department.
LOCAL NO. 1 - 163 1999-2002 MOU
SECTION 44 - PERMANENT PART-TIME EMPLOYEE BENEFITS
SECTION 44 - PERMANENT PART-TIME EMPLOYEE
BENEFITS'
Permanent part-time employees receive prorated vacation
and sick leave benefits. They are eligible for health, dental
and life insurance benefits at corresponding premium rates
providing they work at least fifty percent (50%) of full-time.
If the employee works at least fifty percent (50%) of full-
time, County retirement participation is also included.
SECTION 45 - PERMANENT-INTERMITTENT
EMPLOYEE BENEFITS
Permanent-intermittent employees are eligible for prorated
vacation and sick leave benefits.
SECTION 46 - PERMANENT-INTERMITTENT
EMPLOYEES HEALTH PLAN
46.1 A permanent-intermittent employee represented
by Contra Costa County Employees Association, Local No.
1 may participate in the County Group Health' Plans if
combined medical, dental and life insurance coverage is
wholly at the employee's expense but at the group
insurance rate. The County will not contribute to the
employee's monthly premium. The employee will be
responsible for paying the monthly premium appropriately
and punctually. Failure to meet the premium deadline will
mean automatic and immediate withdrawal from the
County Group Health Plans and reinstatement may only
be effectuated during the annual open enrollment period.
LOCAL NO. 1 - 164 - 1999-2002 MOU
SECTION 46 - PERMANENT-INTERMITTENT EMPLOYEES HEALTH
PLAN
46.2 Effective one hundred and twenty (120) days
after all Coalition Employee Organizations have signed
their respective Letters of Understanding, the following
benefit program shall be offered to permanent-intermittent
employees:
a. Program. The County shall offer CCHP Plan A-2
at the subvention rate of sixty-four percent (64%)
of the cost of the premium for a single individual,
to those permanent-intermittent employees who
meet and maintain eligibility.
b. Eli_. ibility. Initial eligibility shall be achieved when
an employee has worked three (3) continuous
months of service at an average of fifty percent
(50%) time per month. In order to maintain
eligibility, a permanent-intermittent employee
must remain in paid status during each
successive month.
C. Pre-Pav. Employees who have achieved eligibility
under the terms of 46.2b will pre-pay the
employee's portion of the premium cost so that
the effective date of enrollment begins effective
the first of the month of eligibility. Employees
must continue to pre-pay their portion of the
health insurance premium in order to continue
benefits. In addition, employees who meet the
eligibility requirements and who have been
voluntarily paying for a county group health
program shall be allowed to enroll in CCHP Plan
A-2 without a waiting period.
LOCAL NO. 1 - 165 - 1999-2002 MOU
SECTION 47 - PROVISIONAL EMPLOYEE BENEFITS
d. Family Coverage. Employees may elect to
purchase at their own expense, family coverage,
including domestic partner, and shall follow the
procedures outlined in C. above for payment for
this optional coverage.
e. Implementation. There shall be a sixty (60) day
Open Enrollment period with the initial date of
coverage effective August 1 , 2000. Subsequent
Open Enrollment periods shall be for thirty (30)
days and coincide with the open enrollment
period for County employees beginning in 2001 .
Permanent-intermittent employees who are not
currently eligible, but who subsequently meet the
eligibility requirements, shall be notified of their
eligibility and shall have thirty (30) days to decide
whether or not to elect coverage under this
program.
f. Employees who are temporarily ineligible may
purchase, at their own cost, the plan in
accordance with the procedures set forth by the
Contra Costa County Health Plan.
Nothing in Section 46.2 shall prevent an employee from
electing health coverage under either Section 46.1 or
Section 46.2
SECTION 47 - PROVISIONAL EMPLOYEE BENEFITS
Provisional employees, who are not permanent employees
of the County immediately prior to their provisional
LOCAL NO. 1 - 166 - 1999-2002 MOU
i
SECTION 48 - HAZARD PAY DIFFERENTIAL FOR HEALTH SERVICES
EMPLOYEES
appointment, are eligible for vacation and sick leave
benefits.
Provisional employees may participate in the County
Group Health Plan of combined medical, dental and life
insurance coverage wholly at the employee's expense but
at the group insurance rate. The County will not contribute
to the employee's monthly premium. The employee will be
responsible for paying the monthly premium appropriately
and punctually. Failure to meet the premium deadline will
mean automatic and immediate withdrawal from the
County Group Health Plan and reinstatement may only be
effectuated during the annual open enrollment period.
SECTION 48 - HAZARD PAY DIFFERENTIAL FOR
HEALTH SERVICES EMPLOYEES
Any employee assigned to a position which 1 ) involves
some number of work hours assigned to Wards 4C and
4D, Hospital Emergency Room, Hospital Reception
Center, Main Detention Facility, Richmond Psychiatric
Emergency Room, or Conservatorship Program, or 2)
requires continuous direct contact with patients having a
contagious disease, or 3) any other employee whom the
Board of Supervisors may by resolution authorize, shall
receive per hour worked a premium of five percent (5%) of
the hourly equivalent of his/her base rate in addition to
his/her regular compensation and in addition to the shift
differential provided for in this MOU where he/she meets
the requirements of both Section 10 and this Section.
LOCAL NO. 1 - 167 - 1999-2002 MOU
SECTION 49 - LUNCH PERIOD
SECTION 49 - LUNCH PERIOD
It is the position of the Health Services Department that
personnel who work an eight and one-half (8-1/2) hour day
are on their own time during their lunch period. Personnel
who work an eight (8) hour day are to be considered on
call.
SECTION 50 - REST BREAKS
Employees shall be entitled to a rest break for each four
(4) hours of work. Scheduling of rest breaks shall be
determined by management.
SECTION 51 - HEALTH EXAMINATION
Employees of the County who work in a Health Services
Department facility will annually be required to complete a
Health Questionnaire and take a Tuberculosis Skin Test.
In the event that an employee had a positive reaction to a
Tuberculosis Skin Test, said employee will be requested to
show proof of having had two (2) negative chest x-rays at
least one year apart.
Employees will also be requested to be screened for
Rubella immunity. If the result of the Rubella test is
negative, the appointing authority or designee will
recommend that the employee become immunized. If the
employee has direct patient contact and refuses to
become immunized, an attempt will be made to relocate
the employee to a non-patient care area if possible.
LOCAL NO. 1 - 168 - 1999-2002 MOU
SECTION 52 - CLASSIFICATION STUDIES, SPECIAL STUDIES OR
OTHER ACTIONS
SECTION '52 - CLASSIFICATION STUDIES, SPECIAL
STUDIES OR OTHER ACTIONS
A. Grievance Procedure. Following completion of
these negotiations, but no later than November 1 ,
1996, representatives of the County shall meet
and confer with representatives of the Labor
Coalition in order to develop rules and guidelines
governing the conduct and administration of
Adjustment Boards.
B. Wellness Incentive Program. A broad-based pilot
Wellness Incentive Program will be developed
with input from the joint Labor/Management
Wellness Committee. The purpose of this
program will be to reward County employees with
incentives for participating in Wellness Program
activities and encourage them to live healthier
lifestyles. The Wellness Committee will work
closely with the Human Resources Department
on program design and implementation.
Program Design. The Wellness Incentive
Program design will include the development of
additional wellness activities to compliment the
current Employee Wellness Program schedule
and collaboration with health plan carriers to
develop special programs and activities for
County employees and to encourage participation
in their established wellness activities. Special
emphasis will be placed on supporting major
programs such as: Smoking Cessation,
LOCAL NO. 1 - 169 - 1999-2002 MOU
SECTION 52 - CLASSIFICATION STUDIES, SPECIAL STUDIES OR
OTHER ACTIONS
Nutrition/Weight Loss, Brown Bag Seminars,
Health Screenings and Health Fairs.
Format. A point value system for program
participation will be developed wherein each
wellness activity and program will be assigned a
point value. Points will accumulate and incentive
prizes will be awarded to employees upon
realizing certain point levels. The value of the
prizes will increase with higher point values and
one (1 ) grand prize will be awarded each year to
the employee with the highest number of points.
Incentives. A series of incentive prizes will be
assigned to certain point values. In addition,
recognition for employee and department
participation will be an important aspect of the
Wellness Incentive Program.
Referral. The parties agree to refer the contents
of this proposal to the Wellness Committee for its
consideration.
C. Other Actions. Permanent-Intermittent and
Permanent Part-time employees in classes
represented by Local No. 1 who wish to have the
hours of their position increased, must so request
in writing. These requests must be received by
the employee's department during the month of
February 1997 (or the month beginning sixty (60)
days after the MOU is adopted by the Board,
LOCAL NO. 1 - 170 - 1999-2002 MOU
SECTION 52 - CLASSIFICATION STUDIES, SPECIAL STUDIES OR
OTHER ACTIONS
whichever is later) and every January thereafter
for the duration of this MOU.
Departments reviewing these requests will
evaluate them within thirty (30) days of their
receipt by considering the actual hours assigned
to and worked by the employee during the
previous six (6) months and the anticipated
continuing need from their assignment on an
increased basis.
Those requests which are approved by the
department for an increase in hours will be
submitted for consideration by the County as a
P300 request within an additional sixty (60) days.
Nothing contained herein shall conflict with
layoff/reemployment provisions.
D. The County and Local One agree to establish a
subcommittee comprised of three (3) labor and
three (3) management employees to review the
MOU and to identify and recommend to the
parties, the corrections of all typographical errors,
inadvertent errors and omissions, and the
deletion of obsolete language.
E. The Health Services Department will develop an
identification card for Public Service Officers
recognizing they perform their duties under the
guidelines set forth in Section 836.5 of the
LOCAL NO. 1 - 171 - 1999-2002 MOU
SECTION 52 - CLASSIFICATION STUDIES, SPECIAL STUDIES OR
OTHER ACTIONS
California Penal Code and Section 1250 of the
Health and Safety Code.
F. The parties agree that within forty-five (45)
calendar days after approval by the Board of
Supervisors of the MOU between the County and
Local One, the General Services Department
shall reach agreement with employees
represented by the Building Trades Unit and
reduce to writing, a policy by each craft/shop in
the method which overtime is assigned.
G. The Health Services Department will prepare a
P300 converting the Early Periodic Screening and
Diagnostic Treatment project positions to
permanent positions.
H. The Health Services Department agrees to study
the organization of work and classifications within
the Hazardous Materials Division. The study will
begin with one hundred twenty (120) days
following the ratification of this MOU.
I. The Health Services Department agrees to study
the classifications within the Environmental
Health Division. The study will begin within one
hundred and twenty (120) days following the
ratification of this MOU.4
J. The County and Local One agree to work out a
mutually satisfactory policy regarding scheduling
of vacations in the Library with particular attention
LOCAL NO. 1 - 172 - 1999-2002 MOU
SECTION 53 - TEMPORARY EMPLOYEES
to scheduling of employees who work at "paired
branches."
SECTION 53 - TEMPORARY EMPLOYEES
A. Temporary, Employees. Temporary employees
hired on or after January 1 , 1997 may work a
maximum of 1600 hours within a department.
Thereafter, that temporary may not work in that
department for one year as a temporary.
Temporary employees who have worked less
than 3120 hours between the period of January 1 ,
1995 and December 31 , 1996 may work an
additional 3120 hours after January 1 , 1997. A
temporary who has reached the additional 3120
hours shall be offered appointment to an existing
full-time, part-time or permanent-intermittent
position, at the department's discretion, in the
classification and department in which they
currently work, subject to qualification under the
Personnel Management Regulations.
Temporary employees hired after March 1 , 2000
in the classifications listed below, may work a
maximum of 2080 hours within the Probation
Department. Thereafter, that temporary may not
work in the Probation Department for one year as
a temporary.
I KWA Cook
GK7A Custodian
LOCAL NO. 1 - 173 - 1999-2002 MOU
SECTION 53 - TEMPORARY EMPLOYEES
1 KVD Institutional Services Worker
Nothing in this section shall preclude a
department from terminating a temporary prior to
the temporary reaching the maximum hours
allowable.
This Subsection A shall be inapplicable to the
following classifications:
Family Support Collection Officer
Probation Counselors
Occupational Therapists - Per Diem
Physical Therapists - Per Diem
Classifications in the Deputy Public Defender Unit
Temporary appointments to fill vacancies
resulting from leaves of absence i.e., maternity
leaves, medical leaves, Workers' Compensation),
temporary assignments for pre-specified periods
and short-term, specified seasonal work, are
excluded.
Nothing in this agreement precludes the parties
from meeting and conferring over future
exceptions.
B. Long Term Temporary Employees. Subject to the
approval and establishment of permanent
positions by the Board of Supervisors, if
necessary, temporary employees represented by
Local No. 1 , SEIU 535, and AFSCME Local 2700
who have worked not less than 6,000 hours in
LOCAL NO. 1 - 174 - 1999-2002 MOU
SECTION 53 - TEMPORARY EMPLOYEES
temporary employee status between January 1 ,
1991 and July 1 , 1996 inclusive, shall be offered
an appointment to such positions, subject to
qualification under the Personnel Management
Regulations, in the classification and department
in which they currently work. Such employees
shall have the option of either remaining in
temporary status (not to exceed 1000 hours in a
fiscal year) or being appointed to a Permanent-
Intermittent, Permanent Part-time, or Permanent
Full-time position. The formula to be used to
calculate the position type (full-time, part-time) for
each employee who elects appointment to a
permanent position is the employee's total
number of temporary hours worked on or after
- January 1 , 1991 divided by the total number of
months of service in which those temporary hours
were worked.
Additionally, the County agrees to meet and
confer with the above-named unions concerning
the future use of represented temporary
employees.
C. Appointment to a Permanent Position. If a
temporary employee is appointed to a permanent
i
position, credited paid time off hours and earned,
i but not yet credited paid time off hours, shall be
converted to vacation hours and subject to the
MOU provisions relating to vacation, except that
when a temporary employee is appointed to a
permanent position, the employee shall be
allowed to use the earned paid time off hours
LOCAL NO. 1 - 175 - 1999-2002 MOU
SECTION 53 - TEMPORARY EMPLOYEES
during the first six (6) months of.employment in a
permanent position.
D. Health Benefits for Temporary Employees.
Effective one hundred and twenty (120) days
after all Coalition Employee Organizations have
signed their respective Letters of Understanding,
the following benefit program shall be offered to
temporary employees:
1 . Program. The County shall offer CCHP Plan
A-2 at the subvention rate of fifty percent
(50%) of the cost of the premium for a single
individual, to those temporary employees
who meet and maintain eligibility.
2. Eligibility. Initial eligibility shall be achieved
when an employee has worked three (3)
continuous months of service at an average
of fifty percent (50%) time per month. In
order to maintain eligibility, a temporary
employee must remain in paid status a
minimum of forty (40) hours during each
successive month and maintain an average
of fifty percent (50%) tim.e year-to-date from
the date of eligibility.
3. Pre-Pay. Employees who have achieved
eligibility under the terms of D.2 will pre-pay
the employee's portion of the premium cost
so that the effective date of enrollment
begins effective the first of the month of
eligibility. Employees must continue to pre-
LOCAL NO. 1 - 176 - 1999-2002 MOU
SECTION 53 - TEMPORARY EMPLOYEES
pay their portion of the health insurance
premium in order to continue benefits. In
addition, temporary employees who meet the
eligibility requirements and who have been
voluntarily paying for a County group health
program shall be allowed to enroll in CCHP
Plan A-2 without a waiting period.
4. Family Coverage. Employees may elect to
purchase at their own expense, family
coverage, including domestic partner, and
shall follow the procedures outlined in 3.
above for payment for this optional coverage.
5. Implementation. There shall be a sixty (60)
day Open Enrollment period with the initial
date of coverage effective August 1 , 2000.
Subsequent Open Enrollment periods shall
be for thirty (30) days and coincide with the
open enrollment period for County
employees beginning in 2001 . Temporary
employees who are not currently eligible, but
who subsequently meet the eligibility
requirements, shall be notified of their
eligibility and shall have thirty (30) days to
decide whether or not to elect coverage
under this program.
E. Upon receipt of a request by the Union, the
Human Resources Department agrees to meet to
discuss the issues related to continuous testing
and the frequency of such testing regarding
specific classifications.
LOCAL NO. 1 - 177 - 1999-2002 MOU
SECTION 54 -ADOPTION
F. Effective January 1 , 2000, the County shall
provide quarterly reports regarding temporary
employees which include the following
information: employee name, classification,
department, mail drop I.D., and number of hours
worked in all classifications and departments on a
calendar year-to-date basis.
SECTION 54 - ADOPTION
The provisions of this MOU shall be made applicable on
the dates indicated and upon approval by the Board of
Supervisors. Resolutions and Ordinances, where
necessary, shall be prepared and adopted in order to
implement these provisions. It is understood that where it
is determined that an Ordinance is required to implement
any of the foregoing provisions, said provisions shall
become effective upon the first day of the month following
thirty (30) days after such Ordinance is adopted.
SECTION 55 - SCOPE OF AGREEMENT AND
SEPARABILITY OF PROVISIONS
55.1 Scope of Agreement. Except as otherwise
specifically provided herein, this MOU fully and completely
incorporates the understanding of the parties hereto and
constitutes the sole and entire agreement between the
parties in any and all matters subject to meet and confer.
Neither party shall, during the term of this MOU demand
any change herein, provided that nothing herein shall
LOCAL NO. 1 - 178 - 1999-2002 MOU
SECTION 55 - SCOPE OF AGREEMENT AND SEPARABILITY OF
PROVISIONS
prohibit the. parties from changing the terms of this MOU
by mutual agreement.
55.2 Separability of Provisions. Should any section,
clause or provision of this MOU be declared illegal,
unlawful or unenforceable, by final judgment of a court of
competent jurisdiction, such invalidation of such section,
clause or provision shall not invalidate the remaining
portions hereof, and such remaining portions shall remain
in full force and effect for the duration of this MOU.
55.3 Personnel Management Regulations. Where a
specific provision contained in a section of this MOU
conflicts with a specific provision contained in a section of
the Personnel Management Regulations, the. provision of
this MOU shall prevail. Those provisions of the Personnel
Management Regulations within the scope of
representation which are not in conflict with the provisions
of this MOU and those provisions of the Personnel
Management Regulations which are not within the scope
of representation shall be considered in full force and
effect.
55.4 Duration of Agreement. This Agreement shall
i continue in full force and effect from October 1 , 1999 to
and including September 30, 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.
i
i
r
LOCAL NO. 1 - 179 - 1999-2002 MOU
SECTION 56 - FAIR LABOR STANDARDS ACT PROVISIONS
SECTION 56 - FAIR LABOR STANDARDS ACT
PROVISIONS
The Fair Labor Standards Act, as amended, may govern
certain terms and conditions of the employment of
employees covered by this MOU. It is anticipated that
compliance with the Act may require changes in some of
the County policies and practices currently in effect or
agreed upon. If it is determined by the County that certain
working conditions, including but not limited to work
schedules, hours of work, method of computing overtime,
overtime pay and compensatory time off entitlements or
use, must be changed to conform with the Fair Labor
Standards Act, such terms and conditions of employment
shall not be controlled by this MOU but shall be subject to
modification by the County to conform to the federal law,
without further meeting and conferring. The County shall
notify the Union (employee organizations) and will meet
and confer with said organization regarding the
implementation of such modifications.
SECTION 57 - PAST PRACTICES & EXISTING
MEMORANDA OF UNDERSTANDING
Continuance of working conditions and past practices not
specifically authorized by ordinance or by resolution of the
Board of Supervisors is not guaranteed by this MOU;
provided, however, that only during the term of this MOU
which expires September 30, 2002, the Union may claim a
violation of a past practice. If the Union can demonstrate
that such past practice exists by virtue of having been
acknowledged and agreed to by Management and
LOCAL NO. 1 - 180 - 1999-2002 MOU
SECTION 57- PAST PRACTICES & EXISTING MEMORANDA OF
UNDERSTANDING
representatives of the Union or by employees represented
by the Union who reach agreement with a Department
Head on a specific policy covering a group of employees
such as a reassignment policy, the alleged violation of said
past practice will be subject to the grievance procedure.
Those practices which have been agreed to by
Management and not approved by the Department Head
must be confirmed and approved by the Department Head
within six (6) months from the below execution date of this
MOU in order to be considered a past practice pursuant to
this provision.
i
i
i
i
i
i
i
LOCAL NO. 1 - 181 - 1999-2002 MOU
SECTION 58 - UNIT ITEMS
SECTION 58 - UNIT ITEMS
Specific working conditions for the various units
represented by the Union are listed in Attachments 58.1
through 58.11 .
Execution Date: �( x-00(
CONTRA COSTA COUNTY CCCEA, LOCAL NO. 1
LOCAL NO. 1 - 182 - 1999-2002 MOU
58.1 -Agriculture -Animal Services Unit
58.1 - Agriculture - Animal Services Unit
Agricultural Personnel
A. The Safety Committee for the Department of
Agriculture will remain in effect and will continue to be
constituted as follows: One (1 ) Agricultural Biologist
and one (1 ) Pest Detection Specialist and appropriate
management representatives.
B. Effective on the first of the month following adoption
by the Board of Supervisors of this MOU, permanent
employees in the classifications of Agricultural
Biologist II and Agricultural Biologist III who possess a
valid certificate as a Deputy Agricultural
Commissioner shall receive a salary differential of
three and one-half percent (3 Y2%) of base pay.
C. In recognition of the fact that they work full-time for a
significant portion of each year, Permanent-
Intermittent employees in the class of Pest Detection
Specialist-Project (B9W1 ) shall be paid for eight (8)
hours on any recognized County holiday that occurs in
a month where they are in a pay status for eight (8)
hours on each work day in that month. In those
months in which the employees are continuously
employed, both at the beginning and the end of the
month, but are not in a pay status for eight (8) hours
on each work day, they shall be paid a pro rata share
of the eight (8) hours holiday pay based on the portion
of the work hours in the month that they were in a pay
status.
LOCAL NO. 1 - 183 - 1999-2002 MOU
58.9 -Agriculture - Animal Services Unit
Weights & Measures Division - Department of
Agriculture
A. The Safety Committee shall consist of one (1 )
Weights & Measures Inspector and appropriate
management representatives.
B. As circumstances dictate, these this committee and
the Agriculture Safety Committee may meet jointly to
discuss safety problems of mutual interest.
C. Effective on the first of the month following adoption
by the Board of Supervisors of this MOU, permanent
employees in the ' classification of Weights &
Measures Inspector II and Weights & Measures
Inspector III possessing a valid certificate as a Deputy
Sealer of Weights and Measures, shall receive a
salary differential of three and one-half percent (3.5%)
of base pay.
Animal Services Personnel
A. Letters of commendation received by the Department
1 shall be placed in the individual Animal Services
Officer's and Animal Center Attendant's files.
i
B. The County agrees to continue to pay each Animal
Services Officer employed by the County prior to
August 1 , 1975 a flat monthly fee of sixty-five dollars
i
($65.00).
i
i
i
LOCAL NO. 1 - 184 - 1999-2002 MOU
58.1 - Agriculture - Animal Services Unit
The above fee shall not apply nor be paid to Animal
Services Officers who shall continue to use a
departmental pickup vehicle for purposes of regularly
assigned on-call work.
When an Animal Services Officer, who is receiving the
above-specified flat monthly fee of sixty-five dollars
($65.00) is assigned to on-call work is allowed to use
a departmental pickup vehicle for commuting
purposes, either on a regular or part-time relief basis
(e.g. vacations and/or sick leave), the sixty-five dollar
($65.00) fee shall be eliminated if such assignment is
for a full month or reduced on the basis of fifteen
dollars ($15.00) for each full workweek said employee
is allowed to utilize the departmental pickup vehicle
for commuting purposes.
The provision of this section dealing with fee payment
does not and will not apply to any Animal Services
Officer hired on or after August 1 , 1975.
C. Duffel Bag. The Animal Services Department agrees
to provide all Animal Services Officers with a
duffel/equipment bag for equipment. These bags will
be the property of the Animal Services Department
and labeled as such.
D. Uniform Allowance. The monthly uniform allowance
for employees in the classification of Animal Services
Officer shall be forty dollars ($40.00). The uniform
allowance for Animal Services Officers shall be
increased to five hundred sixty-five dollars ($565) per
year and six hundred fifty dollars ($650) per year on
LOCAL NO. 1 - 185 - 1999-2002 MOU
58.1 - Agriculture - Animal Services Unit
July 1, 1996 and July 1 , 1997 respectively, payable
1/12 of the yearly total in monthly pay warrants.
Effective July 1 1999, the uniform allowance will be
increased by twenty-five dollars ($25) for a total of six
hundred seventy-five dollars ($675) per year. Effective
July 1 , 2000, the uniform allowance will be increased
by fifty dollars ($50) for a total of seven hundred
twenty-five dollars ($725) per year. Effective July 1 ,
2001 , the uniform allowance will be increased by
seventy-five dollars ($75) for a total of eight hundred
dollars ($800) per year. If an increase in the uniform
allowance is subsequently approved for Deputy
Sheriffs, Animal Services Officers shall receive an
increase equal to that received by Deputy Sheriffs
E. The Departmental Uniform Policy for Animal Services
Officers shall be amended to make the wearing of
neckties with long sleeve uniform shirts while working
in the. field optional. The wearing of a necktie or dickey
with the long sleeve uniform shirt will be required
whenever an Officer is appearing in court, attending
staff meetings, participating in special events or
making public presentations.
jF. Trousers. The Animal Services Department agrees to
allow Animal Services Officers to wear green denim
jtrousers while in field assignments, provided that each
i officer has a pair of green dress trousers available to
wear when required by the department. Uniforms
must be maintained at a standard acceptable to the
jdepartment. Animal Center Attendants shall be
provided with rain gear of the same quality as that
provided Animal Services Officers.
i
LOCAL NO. 1. - 186 - 1999-2002 MOU
58.9 - Agriculture -Animal Services Unit
The Animal Services Department agrees to reimburse
employees in the class of Animal Center Technician
for the purchase of green, black, or blue denim
trousers up to one hundred dollars ($100.00) per
employee per year.
G. Departmental Fee Reimbursement. Once during the
term of this MOU, each employee in the Animal
Services Department may be reimbursed for
departmental license and adoption fees incurred by
the employee in an amount not to exceed the amount
charged by the department for these fees. An
employee adopting an animal under this section shall
be responsible for payment of all other normal and
customary fees associated with that adoption.
H. Outerwear. The Animal Services Department agrees
to reimburse employees in the class of Animal Center
Technicians up to fifty dollars ($50.00) per employee
per year for the purchase of outerwear of a type
approved by the Department.
I. The Safety Committee for the Department of Animal
Services will remain in effect and will continue to be
constituted as follows: One (1 ) Animal Services
Officer and one (1 ) Animal Center Technician and
appropriate management representatives. Committee
meetings will be held at least once quarterly, provided
that either the union or management may call
meetings more frequently to discuss safety issues.
LOCAL NO. 1 - 187 - 1999-2002 MOU
58.1 -Agriculture -Animal Services Unit
J. The Animal Services Department has instituted a one-
half (Y2) hour lunch period for all employees in the
classification of Animal Center Technician.
Management will determine the time of the lunch
period and the starting and quitting times for each
employee. Crucial to the continuance of the one-half
(Y2) hour lunch period will be the impact on service to
the public.
K. The Animal Services Department agrees to continue
the current policy of allowing Animal Services Officers
and Kennel personnel to sign up for shifts on the
basis of seniority. ,
L. The Animal Services Department intends to continue
the current 4/10 work schedule for the duration of this
MOU. Both the County and the Union understand that
continuation of the 4/10 work schedule during the term
of this MOU is contingent on adequate funding and
retention of sufficient non-probationary personnel to
insure adequate service levels. The determination of
adequate funding, staffing and service levels is the
sole prerogative of the Department, except to the
extent. required by law to meet and confer on the
impact of staffing levels. The County agrees to notify
the Union and to meet and confer if the 4/10 schedule
is to be terminated.
M. Animal Services Officers who are required to testify in
Court on their day off will receive a minimum of four
(4) hours of overtime pay.
LOCAL NO. 1 - 188 - 1999-2002 MOU
58.1 - Agriculture - Animal Services Unit
N. For employees in the Animal Services Department
assigned to units or services on a shift operational
cycle which includes Saturday as designated by the
appointing authority (rather than Monday through
Friday, eight (8) hours per day or 9/80 schedule),
holidays will be observed on the day on which the
holiday falls even if it is a Saturday.
O. Animal Services Officers Participating in Search
Warrants. The Department will compensate individual
Animal Services Officers in the amount of one
hundred dollars ($100.00) per incident for time spent
in assisting police agencies in the serving of search
warrants. Only employees involved in actual entry
team activities shall be so compensated. The
Department continues to retain the sole right to select
and assign Animal Services Officers to such search
warrant duty.
No provision of this section or its application shall be
subject to the grievance procedure.
P. Life Insurance. Effective January 1 , 1997, $459000
Group Term Life Insurance will be provided for Animal
Services Officers. Premiums for this insurance will be
paid by the County with conditions of eligibility to be
reviewed annually.
Q. The County agrees that if there are amendments to
State law during the term of this agreement that allow
employees in the Animal Services Officer series to be
eligible for safety retirement, and such amendments
are adopted by Resolution of the Contra Costa County
LOCAL NO. 1 - 189 - 1999-2002 MOU
58.2 - Attendant LVN-Aide Unit
Board -of Supervisors, the County will meet and confer
on this issue.
R. Surgical Scrubs. The Animal Services Department
agrees to provide the employees in the class of
Registered Veterinary Technician with surgical scrubs.
.The employee is responsible for cleaning and
maintenance of the garments.
58.2 - Attendant-LVN-Aide Unit
The following provisions are effective. November. 1 , . 1989
unless otherwise specified:
A. The County will observe the following holidays:
January 1st, known as New Year's Day
3rd Monday in January known as Dr. M. L. King Jr. Day
3rd Monday in February, known as Presidents' Day
The last Monday in May, known as Memorial Day
July 4th, known as Independence Day
First Monday in September, known as Labor Day
November 11th, known as Veteran's Day
4th Thursday in November, known as Thanksgiving
The Friday after Thanksgiving
December 25th, known as Christmas Day
Such other days as the Board of Supervisors may by
resolution designate as holidays.
B. Employees in positions which are designated as 24-
hour positions shall also celebrate:
LOCAL NO. 1 _ 190 - 1999-2002 MOU
58.2 -Attendant-L VN-Aide Unit
September 9th known as Admission Day
Second Monday in October known as Columbus Day
February 12th known as Lincoln's Day
C. Employees who only celebrate the holidays listed in A
above shall accrue two (2) hours of personal holiday
credit per month. Such personal holiday time may be
taken in increments of one (1 ) hour, and preference of
personal holidays shall be given to employees
according to their seniority in their department as
reasonably as possible. No employee may accrue
more than forty (40) hours of personal holiday credit.
On separation from County service, an employee shall
be paid for any unused personal holidays credits at
the employee's then current pay rate.
D. The following provisions indicate how holiday credit is
to be applied:
1 . Employees on the five (5) day forty (40) hour
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
Monday through Friday shall be entitled to credit
for any holiday, whether worked or not, observed
by employees on the regular schedule.
3. For all employees, if a work day falls on a
scheduled holiday they shall receive overtime pay
or equivalent compensatory time credit (Holiday
Credit) for working the holiday, or if a holiday falls
LOCAL NO. 1 - 191 - 1999-2002 MOU
58.2 -Attendant-LM-Aide Unit
on the day off of an employee, the employee shall
be given straight time pay or equivalent
compensatory time credit.
The purpose of this plan is to equalize holidays
between employees on regular work schedule
and those on other work schedules.
If any holiday listed in Section . 12.1 falls on a
Saturday, it shall be celebrated on the preceding
Friday. If any holiday listed in Section 12.1 falls
on a Sunday, it shall be celebrated on the
following Monday. For employees in positions
- whose shifts include Saturday or Sunday as
designated by the appointing authority (rather
than Monday through Friday eight (8) hours per
day or a designated 4/10 schedule) holidays shall
be observed on the day on which the holiday falls
regardless if it is a Saturday or Sunday.
E. Permanent part-time and permanent-intermittent
employees in the Hospital Nursing Service who work
on a holiday shall receive overtime pay or
compensatory time credit for all hours worked, up to a
maximum of eight (8).
Permanent part-time employees who do not work on a
holiday shall receive holiday credit in the same ratio to
the holiday credit given full-time 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.
LOCAL NO. 1 - 192 - 1999-2002 MOU
58.2 -Attendant-LVN Aide Unit
F. 4/10 Shift - Holidays.
1.. Holiday Shift Pay. Each 4/10 shift employee who
works a full shift on a holiday shall receive time
and one-half for the first eight (8) hours worked in
addition to regular pay for the holiday. Holiday
shift pay shall be subject to provisions of Section
7 - ,Overtime.
2. Absence on Holiday. The maximum time charged
to sick leave, vacation or leave without pay on a
holiday shall be two (2) hours.
G. Accrual of Holiday Time. Employees entitled to
overtime credit in positions which work around the
clock shall be permitted to elect between pay at the
overtime rate or compensatory time off in recognition
of holidays worked. The following procedures shall
apply to this selection:
1 . Eligible employees may elect, on a quarterly
basis, the method of reimbursement for work
performed on holidays. The selection between
accrued holiday time and/or overtime pay must
be made known to the County during each of the
calendar months of June, September, December
and March for the duration of this MOU.
2. Employees starting work after a list of those
electing to accrue holiday time has been
submitted to the Auditor and approved, will be
paid overtime unless they specifically requested
LOCAL NO. 1 - 193 - 1999-2002 MOU
58.2 - Attendant-LM-Aide Unit
in. writing within seven (7) calendar days to be
placed on the accrual list.
3. Holiday time shall be accrued at the rate of one
and one-half (1 -1/2) time the actual hours worked
to a maximum of eight (8) hours worked by the
employee.
4. Holiday time may not be accumulated in excess
of two hundred eighty-eight (288) working hours.
Holiday time may be accrued up to two hundred
eighty-eight (288) hours, exclusive of regular
vacation accruals. After two hundred eighty-eight
(288) hours, holiday time shall be paid at the
overtime rates specified in Section 7.
5. Accrued holiday credit may be taken off at times
determined by mutual agreement of the employee
and the Department Head.
H. Each permanent employee working in the Hospital
Nursing Service and who qualifies for paid holidays
shall not be required to work on at least one (1 ) of the
following holidays each year: Thanksgiving,
Christmas, New Year's Day.
I. Employees in this unit who are employed at CCCRMC
and are required to work on Thanksgiving, Christmas
or .New Year's Day will be provided a free meal in the
Hospital Cafeteria between the hours of 6:00 a.m. and
6:00 p.m. ,
LOCAL NO. 1 . - 194 - 1999-2002 MOU
58.2 - Attendant-LM-Aide Unit
J. Shift Differential.
1 . An employee who works overtime shall receive
shift differential in addition to overtime
compensation only when the overtime hours
independently satisfy the requirement for shift
differential as stated above. The shift differential
shall be computed on the . employee's base
salary.
2. When a shift employee works on a recognized
holiday, the employee shall be entitled to holiday
pay and shift differential to be computed on the
employee's base salary.
3. An employee in the Hospital Nursing Service who
works an evening shift in which the employee
works four (4) or more hours after 5:00 p.m. shall
receive a shift differential of seven and one-half
percent (7-1/2%) of the employee's base pay.
Split shifts in the Hospital Nursing Service with
more than one and one-half (1-1/2) hours
between the two portions of the shift shall also
qualify for the seven and one-half percent (7-
1/2%) hourly differential.
An employee in the Hospital Nursing Service who
works a night shift in which the employee works
• four (4) or more hours before 8:00 a.m. shall
receive a shift differential of ten percent (10%) of
the employee's base pay.
LOCAL NO. 1 - 195 - 1999-2002 MOU
58.2 - Attendant-LM-Aide Unit
K. Stat Call. A ten percent (10%) base pay salary
differential shall be paid for those shifts on which
employees in this and/or other Local No. 1 bargaining
units are specifically assigned by the administration to
respond to emergency stat-calls if said employees do
not qualify for other hazard assignment differential. A
five percent (5%) base pay salary differential shall be
paid for those shifts in which employees are
specifically assigned to respond to emergency stat-
calls if said employees qualify for other hazard
assignment differential, said five percent (5%) to be in
addition to the hazard pay differential.
It is further understood that acceptance of the
assignment to stat-calls for those employees hired
prior to April 1 , 1979 shall be voluntary, provided,
however, if insufficient employees volunteer for the
stat-calls assignment or additional employees are
required on a particular shift, nursing administration
shall select employees under their supervision judged
to be qualified to handle such assignments because
of prior experience and training. All Hospital
Attendants, Psychiatric Technicians and Licensed
Vocational Nurses hired on April 1 , 1979 or thereafter
will be advised .that they may be required to handle
stat-calls and if required will receive training for such
assignments. It is the intention of administration to
assign employees to stat-calls on a continuing
volunteer basis. Employees may request that they be
removed from the stat-calls assignment by submitting
a request in writing stating the reasons for such
request. The administration may remove employees
from the stat-calls assignment where it is
LOCAL NO, 11 - 196 - 1999-2002 MOU
58.2 - Attendant-LM-Aide Unit
demonstrated they are no longer capable of handling
such assignments.
Effective October 1 , 1994 the STAT Team shall be
composed of volunteers. This shall be a six (6) month
trial program subject to joint labor/management review
at the end of six (6) months.
L. Professional Standards Committee. The County
recognizes the continuation of - an advisory
Professional Standards Committee comprised of
Licensed Vocational Nurses, Psychiatric Technicians
and Hospital Attendants employed in the Health
Services Department. Such a committee shall develop
and communicate recommendations only to the
Director of Hospital Nursing or Director of Ambulatory
Care Nursing and Hospital Administration. The
Professional Standards Committee shall schedule one
(1 ) regular meeting at a mutually agreeable time and
place during the day shift working hours and the
Health Services Department agrees to release a total
of six (6) employees; three (3) Licensed Vocational
Nurses, one (1 ) Surgical Technician and one (1 )
Psychiatric Technician and one (1 ) Hospital Attendant
for a period not to exceed two (2) hours . excluding
travel time for any one member to attend such
meeting. Such Committee members and their
alternates shall be selected by Local No. 1 . Numerical
membership on the Professional Standards
Committee shall be such so as to preclude disruption
of work activities of any particular work area and shall
include at least one (1 ) representative from the
outpatient clinics. Upon two (2) weeks notice, the
LOCAL NO. 1 - 197 - 1999-2002 MOU
58.2 - Attendant-LM-Aide Unit
Committee may request, with approval. of the Director
of Hospital Nursing or Director of Ambulatory Care
Nursing as appropriate, that other personnel attend
the monthly meetings, provided that such personnel
are furnished with the reasons they have been invited
and a written agenda for the meeting they have been
asked to attend.
The Health .Services Department agrees to meet with
the LVN-Professional Standards Committee within
sixty (60) days following the ratification of this MOU to
discuss such issues as scope of practice, team
nursing and the float policy.
M. Detention Facility. Members of the unit assigned to
work in the detention facilities (including Marsh Creek,
West County, Orin Allen Youth Rehabilitation Facility,
Martinez Detention Facility, Juvenile Hall, Chris
Adams Girls Treatment. Center, and Summit Center
for Boys) shall receive in addition to their base pay a
differential of five percent (5%) of base pay as
premium compensation for this assignment.
N. Weekend Differential. Employees in the
Attend ant/LVN/Aid e Unit shall receive a weekend shift
bonus of five ..dollars ($5.00) per shift for each
weekend shift worked which: 1 ) falls on weekends for
which the employee is not scheduled to work in their
normal work schedule; 2) falls between the, beginning
of the night shift on Friday and the end of the evening
shift on. Sunday; 3) is worked for the full duration of
the shift; and 4) is not the result of a trade. The
LOCAL NO. 1 _ 198 - 1999-2002 MOU
58.2 - Attendant-LM-Aide Unit
employee is to note such qualifying shifts on his/her
time sheets in order to receive this compensation.
O. Hospital Schedules. The Health Services Department
shall continue to schedule Licensed Vocational
Nurses, Psychiatric Technicians and Hospital
Attendants with every other weekend off.
P. Permanent-Intermittent Differential. Permanent-
intermittent Licensed Vocational Nurses and
Psychiatric Technicians shall be paid a differential of
seven and one-half (7-1/2) percent of their base pay.
Q. O.R. On-Call. A Surgical Technologist assigned to on-
call for the Operating Room or Post Anesthesia
Recovery shall be paid one (1 ) hour of straight time
pay for each two (2) hours on-call. A Surgical
Technologist who is in on-call status for the Operating
Room and is called back to duty shall be paid for the
actual time spent plus one (1 ) hour, but not less than
three (3) hours total for each call-back. On-call pay
will not be paid for call-back time.
R. Contiguous Shifts. At the County's request, if an
employee in this unit works on all or parts of two
contiguous shifts (more than eight (8) continuous
hours) which is outside the employees regular work
schedule and the first eight (8) hours fall on one day
and the additional hours fall on the following day, the
employee shall be paid a differential of one-half (%2)
the employees base salary rate in addition to the
employees base salary rate for the hours worked in
excess of eight (8) hours.
LOCAL NO. 1 _ 199 - 1999-2002 MOU
58.2 -Attendant-LM-Aide Unit
Employees in this unit working at the CCCRMC who,
at the County's request work two contiguous shifts
(sixteen (16) continuous hours) shall be provided a
meal in the hospital cafeteria at no cost to the
employee
Employees in the Hospital Nursing Service who work
a double shift shall receive twenty-five dollars ($25.00)
in addition to all other compensation for each double
shift worked. Employees who work from the beginning
of their regularly scheduled shift to the conclusion of
.the next scheduled shift will be considered to have
worked a double shift. If the second shift is not
completed, the premium will be prorated. If the total
hours worked, excluding lunch breaks, exceed sixteen
(16) hours, additional prorated premium will be paid.
S. Continuinq Education. Each regular full-time Licensed
Vocational Nurse and Psychiatric Technician with one
or more years of County service shall be entitled to
forty (40) hours leave with pay each year to attend
accredited continuing education courses, institutions,
workshops, or classes. Full-time Surgical Technicians
will be entitled to fourteen (14) hours per year for the
same purpose. Written requests for such leave must
be submitted in advance and may be approved by the
appropriate supervisor only in the event such leave
does not interfere with staffing. The leave is
accumulated from year-to-year if; 1 ) it is applied for
and denied, 2) it is applied for this year for a course
next year, and 3) if it is applied for to anticipate taking
a specific course of more . than forty (40) hours
duration. The maximum leave available in any fiscal
LOCAL NO. 1 - 200 - 1999-2002 MOU
58.2 -Attendant-LM-Aide Unit
year may. not exceed twice what may be accrued in
any one fiscal year. The leave hereinabove defined
shall not apply to those courses or programs the
nurse is required by the County to attend.
A Licensed Vocational Nurse or Psychiatric
Technician assigned to the night shift who attends a
continuing education course of eight (8) hours
duration outside his/her scheduled work time, may
receive educational leave pay for the actual course
time and may be excused from the night shift
immediately preceding or following the course
attended.
An employee who attends a pre-approved course on a
date for which he/she is not regularly scheduled to
work or who completes a pre-approved home study
course, will be granted CE time off for the number of
hours equivalent of the CE units earned. Only Board
of Registered Nurses Accredited Courses will be
approved. Such time off must be scheduled in
advance by mutual agreement between the employee
and the supervisor.
Each full-time Registered Dental Assistant with one or
more years of County service shall be entitled to four
(4) days of paid continuing education leave every two
(2) years.
Permanent part-time employees shall receive prorated
CE leave in the same ratio of their position hours to
full-time.
LOCAL NO. 1 - 201 - 1999-2002 MOU
58.2 -Attendant-LM-Aide Unit
Each full-time Hospital Attendant with one or more
years of County service shall be entitled to forty-eight
(48) hours of paid conti.nuing education leave every
two (2) years.
T. Charge Pay. A fully certified Licensed Vocational
Nurse or Psychiatric Technician who, at the County's'
request, is placed in charge of a ward for an eight (8)
hour shift shall receive an additional five dollars
($5.00) per shift.
U. Hospital Call-In Procedures. The following procedures
shall apply to employees in the class of Licensed
Vocational Nurse, Psychiatric Technician and Hospital
Attendant employed at CCCRMC who become ill prior
to a scheduled work shift and supersedes Section
14.4 of this MOU.
1 . Employees in the Hospital Nursing Service are
required to notify the Nursing Office at least two
(2) hours prior to the commencement of the
evening or night shift or one (1 ) hour prior to the
day shift if they are calling in sick or requesting
unplanned time off. Employees in the Ambulatory
Care Nursing Service are required to call in at
least one (1 ) hour prior to then scheduled shift
and leave a message. in voice mail. Notification
shall include the reasons and possible duration of
the absence.
. 2. Employees in the Hospital Nursing Service
returning from sick leave or emergency leave of
any kind must give two (2) hours prior notice
LOCAL NO. 1 - 202 - 1999-2002 MOU
58.2 - Attendant-LM-Aide Unit
unless it was. clearly understood at the outset of
the leave when the employee planned to return.
In the Ambulatory Care Nursing Service, to the
extent possible, employees should notify the
Charge Nurse by 4:00 p.m. of the day preceding
their anticipated return.
3. Employees in the Hospital Nursing Service calling
in sick, asking for emergency time off or calling in
to say they will be late, must call the Nursing
Office directly and not their unit area to advise of
their intentions.
4. Employees who do not give the required notice of
their intent not to come to work as scheduled
shall be coded as absent without pay for payroll
purposes unless they provide a reason which is
satisfactory to Nursing Administration. Infrequent
absences with justification shall normally later be
charged to sick leave.
Hospital Nursing Service or Ambulatory Care
Nursing Service employees who are called in to
work a shift for which they are not scheduled after
that shift has begun shall receive payment for
actual time worked plus one (1 ) hour and shall be
paid a minimum of two (2) hours pay.
V. Vacation. The following vacation accruals shall be
effective October 1 , 1981 for employees in the
Attendant LVN-Aide Unit and other accruals listed in
Section 13.2 shall not apply.
LOCAL NO. 1 -203 - 1999-2002 MOU
58.2 -Attendant-LM-Aide Unit
Max.Cumulative
Length of Service Hours Hours
Under 15 years 10 240
15 through 19 years 13-1/3 320
20 through 24 years 16-2/3 400
25 through 29 years 20 480
30 years and up 23-1/3 560
Vacation for employees in the Hospital and Clinic
Divisions Hospital Nursing Service (including the
Detention Facilities) and Ambulatory .Care Nursing
Services shall be scheduled on an annual cycle, April
1 through March 31 .
Employees must submit their written vacation request
by March 1st of each year. The hospital will post a
schedule of vacations by April 1 st of each year.
Only one employee per classification from each
worksite and shift may receive vacation at the same
time. In case of conflict, the employee with the greater
length of service in their classification will receive the
requested vacation time. Less senior employees will
be given the opportunity to request a different time
.before the annual schedule is posted.
Vacation requests submitted after March 1st shall be
considered on a .first come basis and shall be subject
to staffing availability.
An employee voluntarily changing worksite or shift
after March 1st must resubmit a vacation request for
consideration on a first come basis.
LOCAL NO. 1 - 204 - 1999-2002 MOU
58.2 -Attendant-LM-Aide Unit
Vacations which include major holidays,
Thanksgiving, Christmas and New Year's Day shall be
rotated amongst staff rather than determined by
seniority.
W. Appointment Salary. The County may hire new
employees into classes in this bargaining unit at any
step of the salary range for the particular class.
Consideration shall be given to the qualifications of
the appointee relative to current incumbents. The
County shall advise the Union of any appointments
made at a salary level higher than that of an
incumbent with equal qualifications.
X. Low Census. Unanticipated declines in hospital
patient census may result in the need to temporarily
reduce staffing hours for periods of time not requiring
formal layoff procedures. When this occurs, the
Hospital Nursing Service shall use a variety of
procedures to call off and reassign staff. Those
procedures will generally emphasize the call off of
volunteers first, and the retention of permanent
employees.
Employees may voluntarily request accrued time off
by calling the Staffing Office and asking to be placed
on a standing Absent Day list to be used for voluntary
call offs in future low census days.
The Staffing Office will seek voluntary call offs on a
shift-to-shift basis.
LOCAL NO. 1 - 205 - 1999-2002 MOU
58.2 -Attendant-WN-Aide Unit
Employees will be floated to available assignments in
other units for which they are oriented . or otherwise
qualified.
If necessary, as assessed on a daily basis, employees
will be required to take Involuntary Call Off days on an
equitable rotation. Order of Involuntary Call Off will
normally be Registry, Temporary, Permanent-
intermittent, Permanent Part Time and Permanent
Full-time. The maximum number of Involuntary Call
Off days per permanent employee will not exceed one
shift per month or three (3) shifts per year. Permanent
employees will be offered the option of using vacation
or holiday accruals if the employee has the accruals
available. Otherwise, the employee will be placed on
AWOP.
LT, Overtime or Registry Nurses will not be assigned
to work on units for which an employee who is on
Involuntary Call Off day is . qualified to work.
Involuntary Call Offs will be reasonably distributed
among the various nursing classifications consistent
with the staffing patterns for patient census and acuity
needs.
Employees will be notified a minimum of two hours in
advance of each shift for which an Involuntary Call Off
day is assigned. In the event such notice is not given,
the affected employee will receive a minimum of two
(2) hours work at the employee's regular rate. Should
the hospital make such a documented attempt to
notify the employee of a cancellation of shift, but be
unsuccessful in doing so, this pay provision will not
LOCAL NO. 1 - 206 - 1999-2002 MOU
58.2 -Attendant-LM-Aide Unit
apply. ._ It is the responsibility of the employee to
maintain a current telephone number with the Staffing
Office. Failure to do so relieves the Hospital of the
notification and pay obligations.
The same procedures will be used in the event of
reduced patient visits in the Ambulatory Care Nursing
Service. They will be applicable at all Clinics and
Health Centers.
These procedures will apply in the hospital when the
patient census falls below 120. This provision shall
remain in effect for the duration of this MOU.
Y. Central Supply. For employees in Central Supply, the
County will provide pant suits as an option and shall
also provide poncho type rain apparel as needed in
rainy weather.
Employees in Central Supply are scheduled ' on the
basis of an eight and one-half hour day and are on
their own time during the lunch period. If operational
reasons preclude an employee from leaving the work
area during the lunch period, such time shall be
considered worked and will be paid at the overtime
rate.
The Health Services Department agrees to study the
organization of work and classifications within the
Central Supply Division. The study will begin within
ninety (90) days following the ratification of this MOU.
LOCAL NO. 1 - 207 - 1999-2002 MOU
58.3 - Building Trades Unit
Z. Public. Service Officers. At the Service . Integration
Program Family Service Centers, the Public Service
Officers shall be allowed a one-half (Y2) hour paid
lunch to remain on-site throughout the 8:30 a.m. -
5:00 p.m. service hours.
58.3 - Building Trades Unit
A. The County shall continue to supply employees in the
Building Trades Unit with specific tools which shall be
maintained and secured on County premises. No tools
other than those supplied by the County may be used
except upon prior authorization of the County.
B. The County shall pay each employee in the Building
Trades Unit a reimbursement of twenty-five dollars
($25.00) per month, such to defray the cost of .
supplying and cleaning clothing worn in the
performance of regular duties.
C. Employees in the unit assigned to work in the County
Detention. Facility shall receive in addition to their
base pay a differential of five percent (51/6) of base
pay as premium compensation for this assignment.
The County will provide reimbursement, up to fifty
dollars ($50.00) per calendar year to Painters and
Steamfitters .for special blood tests, the purpose of
which is to detect lead or other heavy metals. A
statement from the Physician must be submitted with
the receipt.
LOCAL NO._1 - 208 - 1999-2002 MOU
58.4 - Deputy Public Defenders Unit
Employees in the unit who work four (4) or more hours
of overtime after midnight on a regularly scheduled
work day may request and shall be granted the use of
vacation, holiday or compensatory time for all or part
of that day.
58.4 - Deputy Public Defenders Unit
A. Professional Advisory Committee. The Professional
Advisory Committee shall be continued. Said
committee shall be composed of not more than two
(2) employee representatives appointed by the Public
Defenders Unit of Local No. 1 and two (2) department
representatives and shall meet at the request of either
. party, within a reasonable period of time.
B. Paid Personal Leave. On January 1st of each year,
employees in the classes of Deputy Public Defender I,
II, III, and IV and will be credited with eighty (80)-hours
of paid personal leave to recognize the unavailability
of overtime payments and compensatory time off for
Deputy Public Defenders. Employees appointed after
July 1st shall be eligible for forty (40) hours of paid
personal leave on the first succeeding January 1st
and shall be eligible for eighty (80) hours annually
thereafter. Said personal leave must be used during
the calendar year in which credited and may not be
carried forward. Paid personal leave is separate from
paid vacation and will be accounted for accordingly.
Upon separation from County service, there shall be
no payoff for unused personal leave credits.
LOCAL NO. 1 - 209 - 1999-2002 MOU
58.4 - Deputy Public Defenders Unit
C. The Public Defender's Office agrees to continue the
current leave policy for Deputy Public Defenders.
D. Effective July 1 , 1992, the Public Defender's
Department agrees to discontinue the current Miranda
Watch provisions that provide for one day of
compensatory time for each week of Miranda Watch
as set forth in the agreement between the County and
the Union dated February 19, 1980.
E. The County shall reimburse each Deputy Public
Defender up to a maximum of five hundred dollars
($500) for each fiscal year commencing July 1 , 1997
for the following types of expenses: membership dues
in legal, professional associations; purchase of legal
publications; legal on-line computer services; and
training and travel costs for educational courses
related to the duties of a Deputy Public Defender; and
software and hardware from a standardized County
approved list or with Department Head approval,
provided each Deputy Public Defender complies with
the provisions of the Computer Use and Security
Policy adopted by the Board of Supervisors.
Commencing July 1 , 2000, the maximum will be
increased to six hundred dollars ($600) for each fiscal
year.
Any unused accrual may be. carried forward to the
next fiscal year up to seven hundred dollars ($700).
Commencing July 1 , 2000, any unused accrual may
be carried forward to the next fiscal year up to eight
hundred dollars ($800). The Training Reimbursement
provision contained in Section 28 of this MOU shall
LOCAL NO. 1 - 210 - 1999-2002 MOU
58.4 - Deputy Public Defenders Unit
not apply to employees in the Deputy Public
Defenders Unit.
The County shall reimburse each Deputy Public
Defender for California State Bar membership dues
(but not penalty fees) and for criminal specialization
fees. To be eligible, one must be a permanent Deputy
Public Defender with the Contra Costa County Public
Defender's Department as of January 1 of the
calendar year for which reimbursement is requested.
F. Effective the first of the month following adoption of
this MOU, the vacation schedule listed below shall be
maintained for Deputy Public Defenders' Grades I, II,
III, IV.
Max. Cumulative
Lenqth of Service Hours 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 - 19 years 131/3 320
20 - 24 years 16-2/3 400
25 - 29 years 20 480
30 years and up 23-1/3 560
G. Effective November 1 , 1984, agency shop provisions,
as cited in Section 2.2 of the MOU between Local No.
1 and the County become operative.
H. Effective the first month following execution of this
MOU or as soon thereafter as possible, Deputy Public
LOCAL NO. 1 - 211 - 1999-2002 MOU
58A - Deputy Public Defenders Unit
Defenders will be covered by a long-term disability
insurance policy identical with that currently covering
employees in the Deputy District Attorney class
series.
I. Public Defenders 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.
3. The maximum number of hours that may be
reimbursed in any one year is one-third (1/3) of
the annual accrual.
In those instances where a lump sum payment
has been made in lieu of a retroactive general
salary adjustment for a portion of - the . calendar
year which is subsequent to exercise by an
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
covered by the lump sum payment was inclusive
of the effective date of the vacation buy-back.
The granting of such vacation buy-back is subject
to the sole discretion of the Public . Defender
LOCAL NO. 1 _ 212 - 1999-2002 MOU
58.4 - Deputy Public Defenders Unit
whose decision is final. The Public Defender will
meet and confer with employee representatives
to develop criteria for the granting of such
vacation buy-back.
J. Life insurance. Effective February 1 ,1997, $45,000
Group Term Life Insurance will be provided for Deputy
Public Defenders. Premiums for this insurance will be
paid by the County with conditions of eligibility to be
reviewed annually.
K. Deferred Compensation. Effective February 1 , 19971
employees represented by Local One in the Deputy
Public Defenders' Unit will be eligible to participate in
the County's Deferred Compensation Plan. The
County will contribute forty ($40) dollars per month to
the deferred compensation accounts of all employees
in the Public Defenders' Unit who participate in the
County's Deferred Compensation Plan. To be eligible
for this contribution, qualifying employees must:
Complete a County interest form and return it to the
Benefits Service . Unit, deposit the Qualifying Base
Contribution Amount indicated below in his/her
deferred compensation account, and maintain a
minimum monthly contribution to the deferred
compensation plan in the amount indicated below:
LOCAL NO. 1 - 213 - 1999-2002 MOU
58.4 - Deputy Public Defenders Unit
Current Qualifying Monthly Base Contrib.
Monthly Base Contr. Amt. For Maintaining
Salary Amount Incentive Eligibility
$2,500 and below $ 250 $ 50
$2,501 - 3,334 500 50
$3,335 - 4,167 750 50
$4,168 - 5,000 1000 50
$5,001 - 5,834 1500 100
$5,835 - 6,667 2000 100
$6,668 & Above 2500 100
Only those contributions made to the Deferred
Compensation Program as of the date the employee
signs the County interest form qualify under the
program as the "Qualifying Base Contribution
Amount".
If for any reason an employee's monthly contribution
falls below the minimum amount required, the
employee is no longer eligible for the County's forty
($40) dollars per month contribution and he/she must
requalify for the contribution by again satisfying the
above listed criteria.
L. Effective the first of the month in which the Board of
Supervisors approves the Letter of Understanding
dated December 9, 1999, performance pay may be
granted in recognition of outstanding performance to
.employees in the classification of Deputy Public
Defender IV as follows:
1 . Two and one-half percent (2-1/2 %) step.
2. Employee must be at top merit step of the salary
range.
LOCAL NO. 1 - 214 - 1999-2002..MOU
58.4 - Deputy Public Defenders Unit
3. Award must be based on an annual evaluation of
work performance.
4. Will be awarded on the employee's anniversary
date.
5. Shall remain in effect for twelve (12) months only.
6. May be rescinded effective the first of any month
based on an evaluation of performance.
M. Public Defender Investigators. Benefits under Section
58.4 — Deputy Public Defenders Unit that are
applicable to Public Defender Investigator I and II
shall be listed below:
Commencing October 1 , 1999, the County shall
reimburse each Public Defender Investigator up to a
maximum of two . hundred fifty dollars ($250) each
fiscal year for the following types of expenses:
membership dues in investigation/legal/professional
associations; purchase of investigation/legal
publications; and training travel costs for educational
courses related to the duties of a Public Defender
Investigator; and software and hardware from a
standardized County approved list or with Department
Head approval, provided each Public Defender
Investigator complies with the provisions of the
Computer Use and Security Policy adopted by the
Board of Supervisors.
LOCAL NO. 1 - 215 - 1999-2002 MOU
58.5 - Engineering Unit
Any unused accrual may be carried forward to the
next fiscal year up to three hundred seventy five
dollars ($375).
58.5 - Engineerinq Unit
A. The Public Works Department will continue a one-half
(1/2) hour lunch period for all employees in the
classification of Junior Drafter and Senior Drafter.
Management will determine the time of the lunch
period and the starting and quitting times for each
employee. Crucial to the continuance of the one-half
('/2) hour lunch period will be the impact on service to
the public.
The existing system of one-half ('/2) hour lunch
periods in the Assessor's Department will be
continued.
B. Employees in the classifications of Grading
Technicians and Senior Grading Technicians shall be
reimbursed for the actual cost of rain gear up to a
maximum of thirty-five dollars ($35.00):
C. The Public Works Department and the Assessor's
Office shall continue a flexible forty (40) hour work
week for Junior Drafter and Senior Drafter.
D. The County shall conduct an election among the
members of the Engineering Unit to determine
whether a majority of those voting wish to have State
Disability coverage.
LOCAL NO. 1 - 216 - 1999-2002 MOU
58.6 - Family and Children's Service Unit
58.6 - Fam.ily and Children's Service Unit
It is understood for this Unit that all terms and conditions of
the MOU shall apply except (1 ) those sections which
pertain to the Merit System, (2) those limited in Attachment
A, as modified below, and (3) entitled Sections in the MOU
modified below:
a. Salaries. Because employees in the Family and
Children's Services Unit receive external State and
federal funding for their programs, these employees
are not eligible for general cost of living wage
adjustments negotiated between Local One and the
County.
Should funds become available during the life of this
MOU from any of the State or federal sources funding
the Department's programs which the Community
Services Department deems appropriate for an
annual cost of living adjustment or other salary
increase for employees of the Family and Children's
Services Unit, the Department and Local One shall
meet and confer annually during the month of July
regarding the distribution of these funds. The payment
of any COLAs to employees in the Family and
Children's Services Unit resulting from this process
shall be effective on the July 1St of that year.
b. Separation Throu h Layoff. All current MOU
provisions regarding seniority and layoff shall apply to
employees of the Family and Children's Services Unit
with the following modifications which are
LOCAL NO. 1 - 217 - 1999-2002 MOU
58.6 - Family and Children's Service Unit
implemented to recognize that some positions in the
Division are not funded on a year-round basis and that
annual work cycles of positions in the same class may
vary:
1 . Specific positions otherwise denoted "full time"
may be assigned a work cycle which is less than
a full twelve-month year.
2. Positions in the same class may be filled on both
a year-round (12-month) and less than year-
round basis. Some employees will be subject to
periods of layoff in accordance with the following
provisions:
a. Employees will be notified at the time of
initial employment or promotion into the class
as to the duration of the work year for the
position being filled
b. Laid off employees are provided with an
assurance of return to work at the beginning
of the next work cycle if the position is still
funded.
c. In situations where employees return to work
together at the beginning of varying length
work cycles, employees will be provided the
opportunity. to select assignment to the
longer work cycle on the basis of seniority in
class. This provision shall not apply to work
cycles which begin at different times.
LOCAL NO: 1 - 218 - 1999-2002 MOU
58.6 - Family and Children's Service Unit
c. Promotion. Promotional opportunities shall be
available within the Unit to members with the
understanding that due to their Project status, the
employees may not participate in Merit System
promotional examinations.
Notwithstanding this limitation, the Community
Services Department may request that the Director of
Human Resources announce open examinations on a
restricted basis, such as "Open Only to Employees of
the Community Services Department" for the purpose
of targeting qualified applicants.
When an examination is restricted to the Community
Services Department, employees who have qualified
and who have earned a score of seventy percent
(70%) or more shall receive five one-hundredths (.05)
of one percent for each completed month of service
as a permanent employee in the Community Services
Department continuously preceding the final date for
filing for the examination. The credits shall be
included in the final percentage score from which the
rank on the list is determined. No employee however,
shall receive more than a total of five (5.0) points for
seniority in any such examination. Employees are in
no way restricted from applying to compete in any
examination announced by the County on an "open
only" or "open and promotional" basis.
d. Disciplinary Action. Employees of the Family and
Children's Services Unit shall be subject to all
provisions of MOU Section 24 - Dismissal,
Suspension, Temporary Reduction in Pay and
LOCAL NO. 1 - 219 - 1999-2002 MOU
58.6 - Family and Children's Service Unit
Demotion, except that those references to the Merit
System in 24.1 (c) and (k) are changed to read
"County Service" and "County Ordinance or
Resolution" respectively; and the reference to the
Merit Board in 24.5 and 24.6 (c) shall be deleted.
e. Grievance Procedures. Employees of the Family and
Children's Services Unit shall be subject to all
provisions of MOU Section 25 - Grievance Procedure,
except that if an appeal is made to the Merit Board on
the basis of alleged discrimination, such appeal may
not also be subject to the grievance procedure.
f. Reassignment and Bid Procedures. With respect to
reassignment of work location, provisions of MOU
Section 22.3 — Reassignment of Work Location, shall
apply and. are amplified as follows:
1 . The Family and Children's Services Division
agrees to post all vacancies for at least five (5)
days to allow for reassignment applications.
.2. In considering any request for reassignment of
Family and Children's Services staff, the Family
and Children's Services Division will fill the initial
vacancy with the most senior employee
requesting the reassignment. Any subsequent
vacancies which are created through filling the
initial vacancy will be filled based on
requirements of the Family and Children's
Services Division.
LOCAL.NO. 1 - 220 - 1999-2002 MOU
58.7 - General Services and Maintenance Unit
3. Once annually, . on a date to be mutually agreed
upon by the Department and the Union, the
Department and Local One will conduct an open
bid meeting wherein all employees may bid for
vacant positions on the basis of seniority. Any
vacant positions that existed as of thirty (30) days
prior to the bid meeting will be filled by seniority.
Additional vacant positions which are created
through the bid procedure will also be filled by
seniority. If all vacancies are not filled through the
annual bidding process, the Division will fill the
positions based on Division requirements.
58.7 - General Services and Maintenance Unit
A. General. All existing departments safety awards shall
continue for the duration of this MOU.
B. Field Personnel.
1 . The County will provide coveralls or overalls to
each employee assigned to the paint crew and
bridge crew in the Public Works Maintenance
Division of the Public Works Department and will
launder such clothing on a regular basis. The
employees will be required to select either
coveralls or overalls; this choice shall be
considered a permanent selection. Coveralls
shall be provided for the employee assigned to
and operating the Gradall.
LOCAL NO. 1 - 221 - 1999-2002 MOU
58.7 - General Services and Maintenance Unit
2. The Safety Committee of the Public Works
Department, as previously referenced in a
Departmental MOU, shall continue for the
duration of this agreement.
3. Laborers participating in the Public Works
Department Equipment Operator I training
program and who are employed as Laborers prior
to July 1 , 1977 will be paid mileage allowance in
accordance with the existing County policy such
miles driven each day which exceed by ten (10)
miles the miles driven between their residence
and the location they worked immediately prior to
entering said training program. It is understood
that this agreement was made to take into
account the very specialized nature of the
aforementioned training program . and should not
in any way be considered as setting a precedent
with regards to the County mileage policy.
4. The Public Works Department agrees to offer
Defensive Driver Training to employees on road
maintenance crews.
5. The General Services Department will meet and
confer with the Union if it intends to increase the
work test crews beyond nine (9) members.
6. On a trial basis for the employees in the General
Services and Maintenance Unit, and at the sole
discretion of the Director of Human Resources
upon written request stating the reasons for such
request, the Union may appoint an individual to
LOCAL NO. 1 - 222 - 1999-2002 MOU
58.7- General Services and Maintenance Unit
observe instructions given an oral board by the
appointing authority on his/her own time.
C. Shop Personnel.
1 . The County will pay Equipment Mechanics a tool
allowance of two hundred fifty dollars ($250.00)
per calendar year effective January 1 , 2000, two
hundred seventy-five dollars ($275.00) per
calendar year effective January 1 , 2001 , and
three hundred dollars ($300.00) per calendar year
effective January 1 , 2002. Air tools will be
considered an eligible tool allowance item. The
tool allowance benefit will be provided on a
reimbursement basis through submission of
County payment demand forms with proof of
purchase.
2. Employees in the classes of Equipment
Mechanic, Apprentice Mechanic, Equipment
Services Worker and Garage Attendant will have
the choice of the County providing coveralls or
pants and shirt. The employees will be required to
select either coveralls or pants and shirt; this
choice shall be considered a permanent
selection.
3. Employees referenced in C.2 above shall be
provided with additional uniforms so as to enable
the employee to have a clean uniform each day.
LOCAL NO. 1 - 223 - 1999-2002 MOU
58.7- General Services and Maintenance Unit
D. Building Maintenance & Miscellaneous Employees
1 . Union Stewards in the Building Maintenance
Division shall be relieved from their assigned
work duties by their supervisors within twenty-four
(24) hours (excluding Saturdays, Sundays, and
holidays) upon receipt of a request by an
employee in that division to investigate and/or
process a grievance initiated by said employee.
2. The Building Maintenance Division of the General
Services Department will continue the seven (7)
day per week maintenance coverage of County
facilities by Operating Engineers.
3. Custodians in the Probation Department
specifically assigned responsibility in writing for
providing work training to assigned juveniles shall
receive in addition to their base pay a differential
of five percent (5%) of base pay as premium
compensation for this additional responsibility.
Such differential to be computed on the basis of
hours actually spent in directing juveniles in work
training.
4. The vacation scheduling procedure for
Custodians I and II in the Buildings and Grounds
Division of the General Services Department
shall be as follows:
All employees, in order of seniority, with the
Buildings and Grounds Division of the General
Services Department shall be afforded the
LOCAL NO. 1 - 224 - 1999-2002 MOU
58.7- General Services and Maintenance Unit
opportunity to indicate their preference of
vacation dates for their vacation entitlement by
area. If an employee wishes to split his/her
vacation entitlement and schedule a portion of
his/her vacation at another time, he/ she shall be
afforded a second opportunity to exercise his/her
seniority in scheduling each second choice after
all other employee's vacations have been
scheduled.
For example: If an employee has a vacation
entitlement of four (4) weeks and wishes to take
two (2) of those weeks in July, his/her preference
for the specific dates in July would be reviewed
by the department in accordance with his/her
seniority. Once the first choice of vacation dates
for this employee and all other employees have
been reviewed by the department and scheduled
by area in accordance with seniority, the
employee may indicate his/her preference of
vacation dates for the remaining two (2) weeks of
his/her vacation entitlement which again will be
reviewed and scheduled by area by the
department in accordance with his/her schedule.
5. Cooks, Lead Cooks and Operating Engineers
assigned to the County's Main Detention Facility
or the Marsh Creek Detention Facility shall
receive in addition to their base pay, a differential
of five percent (5%) of base pay as premium
compensation for this assignment.
LOCAL NO. 1 - 225 - 1999-2002 MOU
58.7 - General Services and Maintenance Unit
6. Custodians assigned to the . County's Main
Detention Facility or Marsh Creek Detention
Facility and who are required to work in inmate
modules shall receive in addition to their base
pay a differential of five percent (5%) of base pay
as premium compensation for this assignment.
. 7. The Building Maintenance Division of the General
Services Department shall continue the safety
committee of no less than two (2) employees
selected by Contra Costa County Employees
Association, Local No. 1 in the classes of Window
Washer and Lead Window Washer to discuss
various safety problems. This committee shall
meet not less than once every three (3) months
nor more than once a month upon request of the
employees.
8. The County shall pay Stationary Engineers and
Lead Stationary Engineers in the General
Services and Maintenance Unit a reimbursement
of twenty-five . dollars ($25.00) per month, to
defray the cost of supplying and cleaning clothing
worn in the performance of regular duties.
9. The County will provide reimbursement, up to
sixty-five dollars ($65.00) per calendar year, to
permanent Groundskeepers, Gardeners and
Lead Gardeners for the purchase of coveralls or
overalls worn on the job.
LOCAL NO. 1 - 226 - 1999-2002 MOU
58.7 - General Services and Maintenance Unit
E. Communications.
The Communications Division Safety Committee shall
be continued. Said Committee shall consist of two (2)
Communications Division employees selected by the
Union. Said Committee shall meet quarterly with a
Manager and the Departmental Safety Coordinator.
Said meetings shall not exceed one (1 ) hour in
duration except by mutual agreement of the parties.
F. Sheriffs Personnel.
The County shall continue to pay twenty-five dollars
($25.00) per month uniform allowance for employees
in the Sheriffs Department who are required to wear a
uniform in the performance of their duty in the
following classifications: Sheriffs Services Assistant I,
Sheriffs Services Assistant II and Storekeeper.
G. Building Inspectors.
1 . The Building Inspection Department shall pay
Inspectors a reimbursement up to. a maximum
amount of fifty dollars ($50.00) plus sales tax per
calendar year, for the purchase of knee pads and
coveralls, and thirty-five dollars ($35.00) plus
sales tax per calendar year, for rain boots and
rain gear.
2. Building Inspectors are assigned by the Building
Inspection Department to Housing Rehab, Mobile
Home, Commercial inspections Code
Enforcement, Weatherization and Residential
LOCAL NO. 1 - 227 - 1999-2002 MOU
58.7- General Services and Maintenance Unit
inspection activities. These assignments may be
rotated at the discretion of the Department Head.
H. Central Service.
1 . Local No. 1 will select a spokesperson who is an
employee of the County Administrator's Office to
bring to the attention of and discuss with the
Department Head or his designee at convenient
times any safety problems existing within the
department.
2. The County will provide employees in the class of
Driver Clerk, poncho type rain apparel.
The above does not exclude any other employee
from bringing to the attention of the management
of the County Administrator's office any safety
problems that may exist.
3. Effective the first month following execution of
this MOU, Office Service Workers will be paid at
the applicable higher rate from the first day when
substituting on Driver Clerk routes.
I. Hospital Workers.
1 . If an employee in this unit, employed at the
County Hospital, who at the County's request
works on all or part of two contiguous shifts (more
than eight (8) continuous hours) which is outside
the employees regular work schedule and the first
eight (8) hours fall on one day and the additional
LOCAL NO. 1 - 228 - 1999-2002 MOU
58.7 - General Services and Maintenance Unit
hours fall on the following day, the employee shall
be paid a differential of one-half ('/2) the
employees base salary rate in addition to the
employees base salary rate for the hours worked
in excess of eight (8) hours.
2. Employees in this unit working at the CCCRMC
who at the County's request work two contiguous
shifts (sixteen (16) continuous hours) shall be
provided a meal in the Hospital Cafeteria at no
cost to the employee.
3. Employees in this unit who are employed at
CCCRMC and are required to work on
Thanksgiving, Christmas or New Year's Day will
be provided. a free meal in the Hospital Cafeteria
between the hours of 6:30 a.m. and 6:30 p.m.
4. Where only one Storeroom Clerk is on duty on a
shift at the main Hospital Storeroom on a given
day, and the Storeroom cannot be closed for one-
half (%2) hour to permit that Storeroom Clerk an
unpaid lunch period, the Storeroom Clerk will be
scheduled to work a straight eight (8) hour shift
with a paid lunch period.
5. The County shall provide pantsuits as an option
to employees in the classes of Central Supply
Technician, Lead Central Supply Technician,
Institutional Services Aide and Institutional
Services Worker's who are normally furnished
uniforms by the County.
LOCAL NO. 1 - 229 - 1999-2002 MOU
58.7- General Services and Maintenance Unit
6. The County will provide poncho type rain apparel
as needed for employees in the Hospital Central
Supply and Environmental Service who are
required to go outdoors while its raining.
7. Employees in the class of Central Supply
Technician are scheduled on the basis of an eight
and one-half (8-1/2) hour day and are on their
own time during their lunch period. If operational
reasons preclude an employee from leaving the
work area during the lunch period, such time
worked shall be paid at the rate of time and one-
half.
J. Library Personnel.
1 . Section 12 of this MOU regarding holidays is
modified for all employees in this unit assigned to
the Library to delete the day after Thanksgiving
as a holiday and to add the day before Christmas
as a holiday. The Libraries will close at 6:00 p.m.
on the day before Thanksgiving.
2.. The Driver Clerk permanently assigned to drive
the Bookmobile shall receive in addition to his/her
base pay a differential of five percent (5%) of
base pay as premium compensation for this
assignment.
3. Employees in this unit assigned to the Library
who work Saturday shall receive a five percent
,(5%) differential for all hours worked on Saturday.
LOCAL NO. 1 - 230 - 1999-2002 MOU
58.8 - Health Services Unit
Said five percent (5%) differential shall not apply
to any overtime hours worked on Saturday.
4. The Libraries will close at 5:00 p.m. on New
Year's Eve. Employees in this unit assigned to
work at the Library shall rearrange their work
schedules so that they work a full eight (8) hour
shift. .
58.8 - Health Services Unit
A. Public Health Nurses.
1 . The current Public Health Nurse Professional
Standards and Practices Committee (PSPC) shall
continue forthe duration of this MOU. The PSPC
will be comprised of seven members.
2. Effective July 1 , 1996, approved Continuing
Education Leave (CE) time entitlement will be
twenty-four (24) hours per fiscal year for the full-
time, permanent Public Health Nurse. Permanent
part-time PHN's will have their approved CE time
entitlement prorated on the basis of the number
of hours they work in relation to the regular forty
(40) hour work week, with a minimum of fifteen
(15) hours per fiscal year.
CE time may be carried over into the next fiscal
year and added to the CE time entitlement for
that year without restriction, up to twice the
annual accrual. Employees who have more than
LOCAL NO. 1 - 231 - 1999-2002 MOU
58.8 - Health Services Unit
twenty-four (24) hours unused CE time at the end
of fiscal year 95/96, may carry over the entire
balance into fiscal year 96/97.
An employee who attends a pre-approved course
on a date for which he/she is not regularly
scheduled to work or who completes a pre-
approved home study course will be granted CE
time off for the number of hours equivalent to the
CE units earned. Only Board of Registered
Nurses Accredited Courses will be approved.
Such time off must be scheduled in advance by
mutual agreement between the employee and the
supervisor.
3. The .pay differential between the classes of Public
Health Nurse and Registered Nurse existing on
6/30/85 shall be maintained for the duration of
this MOU.
4. Public Health Nurses may take either a half-hour
(1/2) or- one-hour (1 ) lunch break, provided the
operational needs of the department are met.
5. The deep class resolution for Public Health Nurse
shall remain in effect for the duration of this MOU
unless modified by mutual agreement.
6. If reassignments of less than eight (8) weeks
duration are needed to cover for vacation relief,
sick leave, temporary shifts in workload, training
assignments or. other short term needs,
management shall solicit volunteers. If there are
LOCAL NO. 1 - 232 - 1999-2002 MOU
58.8 - Health Services Unit
insufficient volunteers, assignments will be based
on inverse seniority within the affected program.
7. Vacations.
a. Vacations for Public Health Nurses shall be
scheduled on an annual cycle, April 1
through March 30. Employees must submit
their written vacation requests by February
1st of each year. Administration will post a
schedule of vacations by March 1st of each
year.
b. At least one Public Health Nurse from each
office or program will receive scheduled
absences, including continuing education
and vacation, at any given time. With
supervisor's approval, additional time off
requests may be granted, based on staffing
and caseload. The employee with the greater
length of service in their classification will
receive the requested vacation time. Less
senior employees will be given the
opportunity to request a different time before
the annual schedule is posted. Absences for
sick leave, disability and regular days off will
not be counted as scheduled absences.
c. An approved vacation will not be unilaterally
canceled.
d. An employee voluntarily changing work
position or assignment between programs or
LOCAL NO. 1 - 233 - 1999-2002 MOU
58.8 - Health Services Unit
regional offices after March 1st must
resubmit a vacation request for consideration
on a first come basis.
e. Vacations which include major holidays,
Thanksgiving, Christmas and New Year's
Day shall be rotated amongst staff rather
than determined by seniority.
8. Public Health Nurses in Home Health.
a. Scheduling. The Home Health Agency
management is responsible for developing a
Countywide weekend/holiday schedule. That
schedule will include four (4) nurses, one (1 )
with primary call, two (2) with secondary call
and the fourth with back-up call. The primary
nurse on-call is responsible for covering HHA
cases Countywide. The primary nurse
position generally is filled by the two (2)
permanent part-time (PPT) weekend nurses
(W/E) who will rotate on an every other week
basis with the following exceptions:
1 . The permanent part-time W/E nurses
are never responsible for covering any
of the four (4) major holidays, even if
they occur on a weekend.
2. PPT W/E nurses do not cover any mid-
week holidays (Tuesday through
Thursday).
LOCAL NO: 1 - 234 - 1999-2002 MOU
58.8 - Health Services Unit
3. Three (3) day weekends are covered by
the PPT ME nurses on a rotating basis
according to their schedule.
4. Any remaining weekend days, and all
remaining holidays to be covered, will be
assigned to HHA pool nurses according
to an alphabetical rotation, but taking
into consideration those nurses who
have not yet been assigned a major
holiday.
5. The secondary nurses are responsible
for covering all the cases that cannot be
seen by the primary nurse. Generally,
the. secondary nurses will work during
his/her assigned weekend. The fourth
nurse scheduled, the back-up nurse, will
work only if one of . the primary or
secondary nurses is unavailable to work.
6. The secondary and back-up call lists are
developed using the alpha list as a basic
tool, modified to take into account the
following principles:
a. beginning with the new year where
the previous alpha list left off;
b. the previous major holiday
assignments;
LOCAL NO. 1 - 235 - 1999-2002 MOU
58.8 - Health Services Unit
c. personal preferences submitted by
staff;
d. avoidance of back-to-back weekend
assignments;
e. attempt to make scheduled
weekends at least six weeks apart;
f. attempt coordination of Central
County staff members with West
County staff members on mid-week
holidays and major holidays;
g. avoidance of scheduling an
individual for more than one (1 )
three (3) day weekend during the
year;
h. avoidance of scheduling any given
employee for more than one (1 )
major and one (1 ) non-major
holiday during the year;
i. administration will attempt to ensure
that no nurse is scheduled for more
than six (6) weekends per year.
b. Major Holidays. The major holidays are:
Thanksgiving Day
The day after Thanksgiving
Weekend following Thanksgiving Day
LOCAL NO. 1 - 236 - 1999-2002 MOU
58.8 - Health Services Unit
Christmas Day
New Year's- Day
Once a nurse has been scheduled for a
major holiday, he or she will not be
scheduled for an additional major holiday
until everyone else has been scheduled.
c. Filling Vacancies. Vacancies in the schedule
will first be filled by nurses who volunteer to
work additional call assignments, if feasible.
New nurses will be used to fill vacancies on a
prorated basis. If neither of the above
methods is feasible, the back-up position will
be shifted to cover secondary call and
secondary call would be shifted to cover
primary call. The resulting vacant back-up
position will be . designated by HHA
management.
d. Trades. Call can be traded with the
agreement of the two (2) nurses involved
and approval of HHA management. Nurses
who volunteer for additional weekends will
have those weekends count toward their
maximum. A nurse may request a day off
following a weekend worked on-call, and will
receive a day off during that following week.
e. Permanent Part-time Weekend Nurses.
Permanent part-time (PPT) employees will
normally work every other weekend, but that
schedule may be modified according to the
LOCAL NO. 1 - 237 - 1999-2002 MOU
58.8 - Health Services Unit
provisions for PPTs WE above. The normal
work schedule for the PPT ME nurse
includes the day before the weekend worked
and the day after, but this schedule may be
modified at the request of the nurse with the
approval of the supervisor. The remaining
time of the PPTs will be scheduled by the
nursing supervisor, taking into account the
preference of the nurse.
f. Discharge Planner. The Discharge Planner
provided to CCCRMC by the HHA is not part
of the weekend/holiday call schedule.
B. Environmental Health
1 . Environmental Health Inspectors. The County
shall continue the Professional Standards
Committee comprised of Environmental Health
Inspectors selected by Local No. 1 and employed
in the Health Services Department who may, as a
committee, develop and communicate
recommendations to the Director of the
Environmental Health Division of the Health
Service Department. The Professional Standards
Committee may schedule only one (1 ) regular
meeting each month during working hours, and
the County will release from duty a maximum of
two (2) Environmental Health Inspectors for a
period not to exceed one (1 ) hour for any
Environmental Health Inspectors to attend such
meeting. The agenda and minutes of each
meeting shall be forwarded to the Director of the
LOCAL NO. 1 - 238 - 1999-2002 MOU
58.8 - Health Services Unit
Environmental Health Division. It is understood
that the Professional Standards Committee is
advisory only and the subjects it reviews shall be
restricted to those directly related to
Environmental Health Inspector's practices.
2. Hazardous Materials Specialists. Hazardous
Materials Specialists will be paid a differential of
fifty dollars ($50) per month while participating on
the Incident Response Team.
C. Clinical Laboratory Technologist. The Health Services
Department shall continue a staggered lunch period
system for the Clinical Laboratory Technologist I & II
and Senior Clinical Laboratory Technologist
classifications in order to ensure uninterrupted lunch
periods for these employees. A Clinical Laboratory
Technologist II who, at the County's request, is placed
in 'charge of clinical laboratory assignments for an
eight (8) hour shift, shall receive an additional five
dollars ($5.00) per shift.
Each full-time employee in the classes of Clinical
Laboratory Technologist 1 . & II and Senior Clinical
Laboratory Technologist will be granted sixteen (16)
hours per year of continuing education (CE) leave to
complete courses required for license renewal. For
permanent part-time employees, CE leave will be
prorated based on their assigned hours. Employees
may carry over CE leave from one year to the next to
a maximum of thirty-two (32) hours without restriction.
LOCAL NO. 1 - 239 - 1999-2002 MOU
58.8 - Health Services Unit
D. Physical, Occupational & Recreation Therapists.
1 . The present Professional Standards Committee
for this group of employees will be continued for
the duration of the MOU.
2. The present release time for staff development
and flex time work schedule for Therapist in the
California Children's Services Program will be
continued for the duration of this MOU. If the
County desires to change either of the above it
will offer to meet and confer with the Union before
doing so.
E. Substance Abuse Staff. There shall be a Substance
Abuse Counselor Professional Performance
Committee consisting of employees in the Substance
Abuse Rehabilitation job series. The purpose of Ahe
Committee is to meet to consider and discuss patient
care and professional practice. It may also formulate
advisory recommendations and proposals concerning
such matters. The Committee shall not discuss
economic matters, such as wages, hours and other
economic conditions that may be subject to meet and
confer. The Professional Performance Committee
may schedule one (1 ) regular meeting each month
during working hours, provided that such meeting
shall not conflict with normal work activities and shall
be agreeable to the Substance Abuse Program
Director. The Department will release from duty no
more than three (3) Substance Abuse Counselors for
a period, not to exceed two (2) hours.
LOCAL NO. 1 - 240 - 1999-2002 MOU
58.8 - Health Services Unit
Substance Abuse Counselors released for these
meetings shall promptly report meeting and travel
time to the Substance Abuse Program Director or
designee.
The Committee shall prepare written minutes of all
Professional Performance Committee meetings;
copies of which shall be distributed to the Committee
members and the Substance Abuse Program
Director.
F. Mental Health Treatment Staff.
1 . A Labor/Management Forum composed of two
(2) Local No. 1 delegates and the Mental Health
Director will meet at least quarterly to address the
status and viability of the line staff/management
working relationships. Areas of ongoing focus will
be communication and mutual cooperation.
Specific issues of clinical, professional and
programmatic concern can be addressed as
necessary. An agenda of items to be discussed
will be submitted to the Mental Health Director at
least two (2) weeks prior to the . scheduled
meeting.
2. The Health Services Department agrees to meet
and confer with the Union before contracting out
any presently County operated Mental Health
Programs employing Mental Health Staff.
3. Mental Health Treatment employees shall receive
a weekend shift bonus of five dollars ($5.00) per
LOCAL NO. 1 - 241 - 1999-2002 MOU
58.8 - Health Services Unit
shift for each weekend shift worked which: 1 ) falls
on weekends for which the employee is not
scheduled to work in his/her normal work
schedule; 2) falls between the beginning of the
night shift on Friday and the end of the evening
shift on Sunday; 3) is worked for the full duration
of the shift; and 4) is not the result of a trade. The
employee is to note such qualifying shifts on
his/her time sheets in order to receive this
compensation.
4. Incumbents of the Mental Health Specialist II,
Senior Mental Health Counselor, Mental Health
Clinical Specialist or Clinical Psychologist classes
may be designated as unit leaders. Unit leader
assignments shall be at the sole discretion of the
Division Director. Duties of the unit leaders are
described in the class specifications. Unit leaders
will receive a differential of five percent (5%) of
their base salary until such time as the unit leader
assignment terminates. Unit leaders will continue
to receive the five percent (5%) pay differential
during the first thirty (30) calendar days of each
absence for paid vacation, paid sick leave period,
paid disability or other paid leave.
G. Pharmacy.
1 . The County will grant forty (40) hours/year of
continuing education leave to licensed
Pharmacists who are required by law to complete
such course work as a condition of renewing their
license.
i LOCAL NO. 1. - 242 - 1999-2002 MOU
58.8 - Health Services Unit
2. Where only one licensed Pharmacist is on duty at
the Main Hospital Pharmacy on a given day, and
the Pharmacy cannot be closed for one-half (Y2)
hour to permit that Pharmacist an unpaid lunch
period, the Pharmacist will be scheduled to work
a straight eight (8) hour shift with a paid lunch
period.
H. Cardio-Pulmonary.
1 . The Health Services Department will continue the
practice of staggered lunch periods to permit one-
half (%2) hour unpaid lunch periods for Respiratory
Care Practitioners 1/II.
2. The County will grant ten (10) hours/year of
continuing education leave to Respiratory Care
Practitioners 1/11 who are required by law to
complete such course work as a condition - of
renewing their State Respiratory CAUP
Practitioner Certificate. Employees may carry
over CE leave from one year to the next to a
maximum of twenty (20) hours without restriction.
I. Radiologic & Ultrasound Technologists.
1 . Radiologic and Ultrasound Technologists
required to be on-call will be compensated with
one (1 ) hour of pay for each two (2) hours of on-
call time.
2. A five percent (5%) differential will be paid to any
qualified Radiologic Technologist when
LOCAL NO. 1 - 243 - 1999-2002 MOU
58.8 - Health Services Unit
scheduled to perform mammograms or CT scans
on the day shift, Monday through Friday, or when
completing the necessary paperwork. When
performing CT scans or mammograms at other
times, Radiologic Technologists will be paid the
five percent (5%) differential for actual time spent
performing the procedure and completing the
necessary paperwork.
3. When performing an angiogram other than day
shift, Monday through Friday, the Radiologic
Technologist will be compensated at a flat rate of
$500 per procedure.
4. Each full-time employee in the classes of
Ultrasound Technologist I & II, and Junior &
Senior Radiologic Technologist will be granted
twelve (12) hours per year of continuing
education (CE) leave to complete courses
required for license renewal. For permanent part-
time employees, CE leave will be prorated based
on their assigned hours. Employees may carry
over CE leave from one year to the next to a
maximum of twenty-four (24) hours without
restriction.
J. Dietitians. Full-time employees in a classification
requiring possession of a Registered Dietitian's
Certification shall be granted twenty (20) hours per
fiscal year of continuing education (CE) time off to
complete the course work required for renewal.
Permanent part-time employees will have their CE
time entitlement prorated on the basis of the number
LOCAL NO. 1 - 244 - 1999-2002 MOU
58.8 - Health Services Unit
of hours of their position in relation to the regular forty
(40) hour work week.
Employees may carry over the CE leave from one
year to the next for a maximum of forty (40) hours,
without restriction.
K. Public Health Nutritionists. Full-time employees in a
classification requiring possession of a Registered
Dietitian's Certification shall be granted twenty (20)
hours per fiscal year of continuing education (CE)
time off to complete the course work' required for
renewal. Permanent part-time employees will have
their CE time entitlement prorated on the basis of the
number of hours of their position in relation to the
regular forty (40) hour work week. .
Employees may carry over . the CE leave from one
year to the next for a maximum of forty (40) hours,
without restriction.
L. The following vacation accruals shall' be effective
October 1 , 1981 for employees in the Health Services
Unit and other accruals listed in Section 13.2 shall not
apply:
Monthly Maximum
Accrual Cumulative
Length of Service Hours Hours
Under 15 years 10 240
15 through 19 years 13-1/3 320
20 through 24 years 16-2/3 400
25 through 29 years 20 480
30 years and up 23-1/3 560
LOCAL NO. 1 - 245 - 1999-2002 MOU
58.9 - Investigative Unit
M. Holiday Meal. Employees in this unit who are
employed at the CCCRMC and are required to work
on Thanksgiving, Christmas or New Year's Day will be
provided a free meal in the Hospital . Cafeteria
between the hours of 6:30 a.m. and 6:30 p.m. This
provision only applies to employees working on the
day the holiday actually falls.
N. Advance Step Appointments. The County may hire
new employees into classes in this bargaining unit at
any step of the salary range for the particular class.
Consideration shall be given to the qualifications of
the appointee relative to current incumbents and shall
advise the Union of any appointments made at a
salary level higher than an incumbent with equal
qualifications.
O. Unpaid Lunch Schedule. If the Health Services
Department determines that scheduled work days
which include a paid lunch period (typically. eight (8)
hour days) are inconsistent with operational needs
they may be rescheduled to include an unpaid lunch
period with thirty (30) days notice.
58.9 - Investigative Unit
A. The Side Letters of Agreement between the Data
Processing Division of the County Administrator's
Office and Local No. 1 relative to shift/vacation
bidding and the overtime sign up system shall be
continued for the duration of the MOU, provided,
however, that should management desire to change
LOCAL NO. 1 - 246 - 1999-2002 MOU
58.10 - Library Unit
same, .they will meet and confer before implementing
a change.
B. The deep class resolution for Collection Services
Officer shall remain in effect for the duration of this
MOU unless modified by mutual agreement.
C. The Office of the Public Defender will continue the
current policy regarding the use of County cars by
Public Defender Investigators.
D. The following vacation accruals shall be effective for
employees in the Investigative Unit and other accruals
listed in Section 13.2 shall not apply. {
Monthly Maximum
Accrual Cumulative
Length of Service Hours Hours
Under 15 years 10 240
15 through 19 years 13-1/3 320
20 through 24 years 16-2/3 400
25 through 29 years 20 480
30 years and up 23-1/3 560
58.10 - Library Unit
A. Section 12 of this MOU regarding holidays is modified
for all employees in the classifications of this unit to
delete the day after Thanksgiving as a holiday and to
add the Day before Christmas as a holiday. The
libraries will close at 6:00 p.m. on the day before
Thanksgiving.
LOCAL NO. 1 - 247 - 1999-2002 MOU
58.10 -.Library Unit
B. The Libraries will close at 5:00 p.m. on New Year's
Eve. Employees shall rearrange their work schedules
so that they work a full eight (8) hour shift.
C. It is the position of the Library Department that
employees in classes represented in the Library Unit
are on their own time during their lunch period and are
not subject to be called back to work during their lunch
period.
D. For those Library employees whose day off occurs on
a Friday payday, the Library Administration will make
every attempt to have their paychecks available at the
} Library Administration Office prior to 5:00 p.m. on the
Thursday immediately preceding that Friday payday.
Representatives of the affected employees shall
submit by 12:00 noon on that Thursday to the
Supervising Clerk in Library Administration a list of
names and work locations of the employees whose
day off will occur on the Friday paydays and who are
desirous of picking up their checks on Thursday.
E. The Library agrees to continue to explore maximizing
two days off in a row for library personnel covered by
this MOU.
i
F. County Library personnel shall get a five percent (5%)
i differential for all scheduled hours worked between
i 6:00p-m. and 9:00 p.m.
G. Employees in the Library Unit, who work Saturday
shall receive a five percent (5%) differential for all
I
hours worked on such Saturday. Said five percent
LOCAL NO. .1 - 248 - 1999-2002 MOU
i
58.10 - Library Unit
(5%) differential shall not apply to any overtime hours
worked on Saturday.
H. In the event that Sunday is to become part of the
scheduled work week for Library Unit employees, the
County agrees to meet and confer with the Union
regarding those employees who will be assigned to
work Sunday as part of their regularly scheduled work
week.
I. The County Library Reassignment Policy shall be as
follows:
Definition. A reassignment is the voluntary or
involuntary transfer or movement of an employee from
one work site to another in the same classification.
Reassignment Criteria. Reassignments - are made to
facilitate the Library . System's service function and
efficiency. Library Administration shall make
reassignments based on the needs of the
branch/system in relation to public service and will
consider the following employee factors as they relate
to these needs: the employee's job performance and
development, the employee's subject/age
specialization, the employee's seniority in the
classification within the department, the distance
between the work site and the employee's residence,
and the assignment preferences of the employee as
obtained by the procedures outlined below.
When circumstances other than seniority appear to
Administration to equally or nearly equally meet the
system service needs, then seniority shall govern.
LOCAL NO. 1 - 249 - 1999-2002 MOU
58.10 - Library Unit
In accordance with the above criteria,_ the
Administration shall consider all internal requests for
reassignment before making an appointment from any
eligibility list and in no event shall reassignments be
utilized for disciplinary purposes.
Procedures for Reassignment. Any employee may
submit a request for reassignment to Administration at
any time. Such requests will be kept on file for the
current fiscal year.
Announcement of vacancies from resignations or
promotions shall be distributed to all geographic work
sites for a posting period of five work days. The
announcement shall include: (1 ) Classification and
total hours of position; (2) Work site; (3) Age-level
assignments. During the posting period, the vacancy
shall not be filled.
Vacancies occurring from transfers (spin-offs) cannot,
in the interest of time, always be posted; but when
such spin-off transfers can be anticipated, Library
Administration will notify appropriate employees so
that requests for voluntary reassignment from
interested employees can be obtained prior to any
reassignment decision.
Before any decisions necessitating involuntary
reassignments are made, Administration will solicit
information from employees involved regarding their
career development, goals, assignment 'preferences
and their view of branch needs. This information will
generally be obtained through employee conferences
LOCAL NO. 1 - 250 - 1999-2002 MOU
58.10 - Library Unit
with Deputy County Librarian or Assistant County
Librarian.
Whenever feasible, an employee who is reassigned
will be given two (2) weeks notice.
Any employee who has been reassigned or any
employee who has requested a vacancy and is not
reassigned to that position, may request to meet with
Administration to discuss the reasons for the decision,
or may request the reasons be provided in writing.
J. The Librarians assigned to work in the County
Detention Facility shall receive in addition to his/her
base pay a differential of five percent (5%) of base
pay differential as premium compensation for this
assignment.
K. The Library Practice Advisory Committee shall
continue for the duration of this MOU.
L. The County Library agrees to continue the present
vacation scheduling policy. Vacations in . the Library
Department are scheduled by location. Preference of
vacation shall be given to employees at that location
according to County service, as reasonably as
possible. Vacation requests will be submitted by
employees for the twelve (12) month period, March 1
to February 28. Preference in choices of dates will be
given on the basis of greatest County service of
employees submitting vacation requests by March 1 ,
irrespective of employee organization affiliation.
LOCAL NO. 1 - 251 - 1999-2002 MOU
58.10 - Library Unit
The process shall consist of the employee in the
branch (or other work unit assigned), with most
County service making his/her first choice of one
continuous block of time, and continuing to the next
most senior employee, until each employee, on this
first round, shall have been assigned his/her first
choice (second or third if more senior employee(s)
also requested the dates). This procedure shall be
repeated for the second block of time, with the next
most senior employee who requested at least two
blocks of time, having first choice, from the remaining
vacant time slots, and so on, for as many rounds of
assignment as there were blocks of vacation time
requested. Completed vacation schedule will then be
posted in the branch or other work unit. Those
employees unable to specify a choice of dates will
turn in a vacation request form with no choices
indicated. Subsequent requests can then be made, in
writing, at least two weeks before the requested
vacation time. These requests will be granted on a
"first come, first served" basis.
Employees may cancel or reschedule their granted
vacation dates. .These cancellations and requests for
rescheduling should be made, in writing, at least two
weeks before the canceled or rescheduled vacation
time. The rescheduling will be granted or denied
according to same "first come, first served" basis
mentioned above.
All cancellations of previously approved vacation
dates will be posted on Vacation Schedule, and be
available to other employees on the basis of seniority
rather than "first come, first served." Upon
LOCAL NO: 1 - 252 - 1999-2002 MOU
58.10 - Library Unit
reassignment, employees take their approved
vacation dates with them to their new location.
M. The Library Department shall make every effort
consistent with efficient operations to provide that no
employee shall be scheduled to work more than two
(2) after 6:00 p.m. shifts in a calendar week, unless
that employee specifically requests that shift for a
specified period of time.
No employee shall work more than half the Saturday
shifts within a mutually agreed upon period of time
(two (2) or eight (8) week cycles), unless that
employee specifically requests that shift for a
specified period of time.
Thirty-two (32) and twenty (20) hour employees will
maintain a four (4). day work week unless employees
specifically agree to a variant days-off schedule.
Choice of shift assignments at a work site shall be
determined by County seniority in class.
However, employees who mutually agree to trade shift
assignments at a given work site may do so, on a
temporary or permanent basis, depending on their
mutual agreement.
N. Thirty-two (32) hour employees who voluntarily
reduced their hours to reduce the impact of layoff /
shall be treated as forty (40) hour employee's for
purposes of a future layoff pursuant to Section 11 .4 of
this MOU.
LOCAL NO. 1 - 253 - 1999-2002 MOU
58.10 - Library Unit
O. Permanent full-time and permanent part-time staff
represented by the Library Unit of Local One shall be
eligible for reimbursement of up to twenty-five dollars
($25) per fiscal year for membership in either the
American Library Association or the California Library
Association. Reimbursement will occur through the
regular demand process with demands being
accompanied by proof of payment (copy of invoice or
canceled check).
The following vacation accruals shall be effective
October 1 , 1981 for employees in the Library Unit and
other accruals listed in Section 13.2 shall not apply.
Monthly Maximum
Accrual Cumulative
Length of Service Hours Hours
Under 15 years 10 240
15 through 19 years 13-1/3 320
20 through 24 years 16-2/3 400
25 through 29 years 20 480
30 years and up 23-1/3 560
P. When there are promotional or open and promotional
exams for positions within the Library, the Library will
provide training for staff members who meet the
qualifications for the position in order to assist staff to
prepare for the exam.
Q. The County shall continue to provide to the Union a
copy of any layoff or recall list(s) for all affected
j employees in the unit. Furthermore, it is agreed that
the County shall continue to recall for all assignments,
LOCAL NO. 1 - 254 - 1999-2002 MOU
58.10 - Library Unit
whether permanent, short-term or provisional,
employees who have been reduced in time, demoted
or reassigned to Permanent-Intermittent in strict
seniority order.
In addition, the County agrees to keep a written record
of all offers of employment and assignments to
affected employees and to make such information
available to the Union upon request. Qualified eligible
permanent employees will be considered for acting or
provisional appointments before filling vacancies with
temporary employees.
R. The County and Union agree to establish a joint labor-
management task force to discuss workload related
issues. The task force shall consist of up to three
members selected by the Union and up to three
members selected by management.
S. The Library will request that all vacant, funded
permanent positions be filled following the adoption of
the 1994-95 budget.
T. The County agrees that all provisions of the July 1 ,
1993 side letter regarding the San Ramon Library will
remain in effect for the term of this MOU.
U. Effective February 1 , 2000, employees in the
classification of Library Assistant who are regularly
assigned "in Charge" at the Outlets (Rodeo, Crockett,
Bay Point), shall be classified Library Assistant-
Advanced Level.
LOCAL NO. 1 - 255 - 1999-2002 MOU
58.11 - Probation Unit
V. The following applies to all Permanent-Intermittent
employees appointed after November 19, 1999, and
to all current Permanent-Intermittent employees as of
January 1 , 2001 :
Permanent-Intermittent employees will be notified
before being employed that they must agree to be
available to work at least 200 hours per year, and
must be available to work no less than six (6)
Sundays per year.
The County agrees to make every effort to' fill all
existing Permanent-Intermittent vacancies.
58.11 - Probation Unit
A. Pursuant to the Departmental Memorandum of
October 28, 1974, the Probation Department will
continue to receive and consider proposals for
adjusted hours for employees in the Department
subject to the criteria set forth in the aforementioned
memorandum.
Individual Deputy Probation Officers currently on a
4/10 schedule may remain on said schedule for the
duration of the MOU except when a change to a 5/8
schedule is mutually agreed upon between the
employee and their immediate supervisor.' However,
as positions vacate, the Probation Department
reserves the prerogative to change the assignment to
a 5/8 work schedule before refilling it. Nothing herein
LOCAL NO. 1 - 256 - 1999-2002 MOU
58.11 - Probation Unit
precludes supervisors from recommending that
vacated 4/10 positions be retained.
B. The current reassignment policy for Deputy Probation
Officers in the Probation Department_ which is
attached hereto shall remain in effect for the duration
of this MOU unless modified by mutual agreement.
C. It is the policy of the Probation Department that all unit
supervisors hold personal evaluations and submit a
written evaluation to all Deputy Probation Officers
whenever such officers transfer from their units.
D. The Department-Wide Probation Services Advisory
Committee shall continue during the term of this
MOU.
E. The Probation Department will establish separate
subcommittees of the Probation Services Advisory
Committee for each of the major juvenile institutions
(Orin Allen Youth Rehabilitation Facility, Chris .Adams
Girls Treatment Center and Summit Center for Boys)
prior to the expiration of this MOU on .a trial basis.
Representation on each such committee will consist of
two (2) Probation Counselors selected by the Union
together with the manager of the facility. The
subcommittee shall meet quarterly at a mutually
agreeable time and place, discuss and resolve issues
of mutual concern. The subcommittee may refer some
problems to the department-wide committee for
resolution.
LOCAL NO. 1 - 257 - 1999-2002 MOU
58.11 - Probation Unit
F. Probation Counselors who are designated as Juvenile
Hall transportation officers by the Probation
Department shall celebrate Admission Day, Columbus
Day and Lincoln's Birthday as holidays in accordance
with Section 12.1 of this MOU. It is understood that,
with advance notice, transportation officers may be
required to work one or more of these holidays at the
holiday rate of pay.
G. If Independence Day, Christmas Day or New Year's
Day fall on a Saturday or a Sunday, Probation
Counselors working in Probation Department twenty-
four (24) hour institutions shall celebrate that Saturday
or Sunday as the holiday. A Probation Counselor will
be paid the holiday rate of pay if he/she is required to
work a Saturday and/or Sunday, Independence Day,
Christmas Day and/or New Year's holiday.
H. Applicants who currently occupy a permanent peace
officer position in the Probation Department will not be
required to complete the psychological screening or
background investigation to promote to other peace
officer positions in the Probation Department.
Specifically, permanent Probation Counselors
participating in the current promotional Deputy
Probation Officer II examination will not be required to
complete either psychological screening or a
background investigation. Individuals who have only
temporary Probation Counselor time with the County
will be required to complete the full scale
psychological and background investigation.
LOCAL NO. 1 - 258 - 1999-2002 MOU
58.11 - Probation Unit
I. Effective the first of September 1990 temporary
employees in the job classifications of Probation
Counselor I, II or III who have completed 2080 hours
of employment are eligible to receive time and one-
half (1-1/2) for working a holiday.
J. Permanent Probation Counselors of the Juvenile Hall,
the Juvenile Community Services Program, Orin Allen
Youth Rehabilitation Facility, Home Supervision, Chris
Adams Girls Treatment Center and Summit Center for
Boys will receive seven and one-half percent (7.5%)
differential premium pay when assigned as "Lead
Counselor" for the assigned shift or for the duration of
the "Lead Counselor" assignment, when replacing the
Building Supervisor (Institutional - Supervisor II) at
Juvenile Hall and when replacing Institutional
Supervisor I's at Orin Allen Youth Rehabilitation
Facility.
Permanent Probation Counselors assigned Lead
Counselor duties and responsibilities will receive this
monetary compensation for hours worked. To receive
this compensation, Lead Counselors must work the
assigned shift and provide direction for one or more
co-workers.
Facility administrators have the. sole responsibility for
selecting and assigning Lead Counselors. The
selection process shall include an assessment of
experience, skills, leadership abilities, seniority, and
the needs of the unit or facility among other
considerations. The assignment may apply to
Probation Counselors 1, II and III depending 'on the
LOCAL NO. 1 - 259 - 1999-2002 MOU
58.11 - Probation Unit
above-. criteria when the supervisor designates the
"Lead Counselor."
The selection and assignment of Probation
Counselors in accordance with the above criteria is
not grievable.
K. Title Change. The class titles of Group Counselor I, II
and III shall be Probation Counselor I, II and III
respectively.
L. Posting of Vacant Positions. If a vacant position in a
juvenile institution is not posted within thirty (30) days,
a notice of the reasons why not shall be posted.
When a vacancy occurs within a Probation Counselor
Unit (Diablo, Sierra, Orin Allen Youth Rehabilitation
Facility, Chris Adams Girls Treatment Center, Summit
Center for Boys, Home Supervision, Diversion), that
vacancy (shift schedule) will be offered to the
Probation Counselors within that unit prior to being
posted Department wide. If three (3) or more people
apply for the vacant position from within the unit, only
the three (3) most senior employees will be
considered. If less than three (3) people apply for the
vacant position, the hiring manager may post the
vacancy throughout the Department in order to have
three (3) employees from whom to choose. If, after
posting the vacancy there are still less than three (3)
employees, the institutional manager is entitled to add
names from the eligible list to have three (3) people
from whom to choose.
LOCAL NO. 1 - 260 - 1999-2002 MOU
58.11 - Probation Unit
M. Pregnancy Limited Duty. Once an employee has been
granted limited duty status for maternity reasons by
the County, such employee may, with specific medical
verification, request and receive reassignment to a
work location which shall not require the employee to
have a physical presence during the term of the
pregnancy on any living unit at juvenile hall.
LOCAL NO. 1 - 261 - 1999-2002 MOU
ATTACHMENTS
A - PROJECT EMPLOYEES
B - INTRA-DEPTMENT TRANSFERS (REASSIGNMENTS) -
PROBATION DEPARTMENT
C - OFFICER SAFETY COMMITTEE - JUVENILE HALL
D - WEEKEND/HOLIDAY DUTY FOR PUBLIC HEALTH NURSES
E/F - SENIOR MENTAL HEALTH WORKERS & MENTAL HEALTH
TREATMENT SPECIALISTS - HEALTH SERVICES DEPT.
G - ATTENDANCE AT MEETINGS; INVOLUNTARY
REASSIGNMENT PROCEDURE; SEXUAL HARASSMENT
H - GEN. SVCS. COMMUNICATION TECHNICIAN CLASSES
I - VOLUNTARY STANDBY FOR GEN. SVCS. COMM. TECHS.
J - GENERAL SERVICES HEALTH & SAFETY ISSUES
K - CENTRAL LIBRARY VACATION POLICY
L - LONGEVITY DIFFERENTIAL; FLEXIBLE STAFFING -
DEPUTY PUBLIC DEFENDERS
M - CLASS & SALARY LISTING BY UNIT
N SEPTEMBER 30, 1999 MEDICAUDENTAL LIFE INSURANCE
ADJUSTMENTS COALITION SETTLEMENT AGREEMENT
0 - TEMPORARY EMPLOYEES AGREEMENT
ATTACHMENT A
PROJECT EMPLOYEES
Contra Costa County Employees Association Local No. 1 and the
County have met and conferred in good faith regarding wages, hours
and other terms and conditions of employment for employees in
project classes which except for the project designation would be
represented by Local No. 1 . For example, Accountant II is
represented by Local No. 1 therefore it has been agreed that
Accountant Il-Project will also be represented by Local No. 1 .
Other Project classes that are not readily identifiable as properly
included in bargaining units represented by Local No. 1 shall be
assigned to bargaining units in accordance with the provisions of
Board of Supervisors Resolution 81/1165 as set forth in Section 2.7
of this Memorandum of Understanding.
The Union and the County understand that the meet and confer
process with respect to the conditions of employment for project
classifications is unique and threfore differs from other regular
classes represented by Local No. 1 in the following respects:
1 . Project employees are not covered by the Merit System.
2. Project employees may be terminated. at any time without
regard to the provisions of this Memorandum of Understanding,
and without right of appeal or hearing or recourse to the
grievance procedure specified herein.
3. Any provision of this Memorandum of Understanding which
pertains to layoff or seniority are not applicable to project
employees.
ATTACHMENT B
CONTRA COSTA COUNTY BULLETIN NO. : 4
PROBATION DEPARTMENT SECTION: Personnel
REPLACES: Pers. 44, 12/10/87
DIVISION: ADMINISTRATIVE ISSUED: 12120/87
SUBJECT: Intra-Departmental Transfers (Reassignments)
This bulletin outlines the procedure for requesting and being considered for
voluntary transfer from one position to another comparable vacant position in the
Department and for Department administrative reassignments-
1.
eassignments.I. VOLUNTARY TRI':SF ERS
In order to provide for timely filling of vacant positions, the procedure to
apply for consideration of transfer to other comparable positions is as
follows:
1. The employee will submit, through regular administrative channels, an
Intra-Departmental Transfer/Demotion Request (Form P-11) asking to be
considered for vacancies which will occur in the unit, division, or
location into which he/she desires to transfer; this request should list
requests in priority order.
2. This request shall be promptly forwarded to the Department Personnel
Clerk, who will record the request and return an acknowledgement slip to
the employee within five (S) working days from receipt of said request.
3. -As vacancies occur in anv_ unit, division, or location, the Personnel
Clerk will forward those names to the appropriate Division.
4. The Personnel Clerk, when appropriate, will submit a Personnel Request
for certification of names from the appropriate employment list and
forward them to the Division.
S. Applicants will be contacted, considered and a selection made. The
person selected will have his/her name removed from the transfer list if
his/her request is granted.
"Trades" in assignment between employees may be accomplished within the above
process if no other requests are on file for those positions._ _
All newly created jobs will be posted by memo in each work location and
appropriate time given for applicants-to apply for transfer consideration.
All requests for transfer will expire on June 30th of each year_ During the
month of June each year, a notice will be sent to all locations listing all
positions by region and classification, reminding staff that transfer requests
will terminate. Requests can be filed at any time and will be valid for the
remainder of the fiscal year. If an employee turns down three (3) separate
offers to be interviewed for transfer during one (1) year (July 1 - June 30),
the Department shall not be obligated to contact said employee for the balance
of the year_
ADMINISTRATIVE BULLETIN NO. 4 - Page 2
Deputy Probation Officers accepting a voluntary transfer will be expected to
remain in that assignment for at least one (1) year for the first voluntary
transfer and two (2) years for any voluntary transfers thereafter if the
transfer is within five (5) years of last transfer.
Clerical staff accepting a voluntary transfer will be expected to remain in
the assignment for one year.
The selection will be based on:
1 . The Department's responsibilities to the Courts- clients and the
community.
2. The applicant's suitability for the position, including his/her training
and experience.
3. Length of service in the Department.
II. ADMINISTRATIVE REASSIGNMENTS
Administrative reassignments may be required from time to time to facilitate
Department functions and efficiency. These transfers may be for such purposes
as adjusting workload levels, accommodating changes in funding, filling
assignments with special requirements, etc. Vacancies resulting from such
changes will be filled by using the voluntary transfer request list until all
suitable volunteer transfers have been accommodated. At that time,
administrative reassignments, based on inverse seniority of those persons
suitable for the assignment; e.g., the person(s) suitable for the assignment
with the least seniority in the jcb series in the geographic region (East,
Central or West) to be reduced, will be reassigned. An employee reassigned
from one region may "bump" a less senior employee in the next region if the
shift assignment is from East to West or vice versa, thus reducing the
distance an employee may have to travel.
The person(s) reassigned will:
1. Have 30 days notice of the reassignment;
2. Be given special consideration for adjusted hours or flex-time
scheduling.
APPROVED BY:
GERALD S. BUCK
COUNTY PROBATION OFFICER
GSB:ds
12/20/87
ATTACHMENT C
SIDE LETTER OF AGREE21MT
OFFICER SAFETY COMMITTEE - JUVENILE HALL
The County of Contra Costa and Public Employees Union, Local One
agree to the following:
1) The creation of a standing committee at Juvenile Hall to address
all issues related to officer safety, including the issuance of
defensive tools.
2) That said committee be empowered to make recommendations
directly to the Chief Probation Officer related to officer safety_
3) That the composition of said committee be as follows: the
Superintendent of Juvenile Hall (or his/her designee with full
decision making authority) , one line or middle manager on staff at
Juvenile Hall, the Probation Department's manager responsible for
personnel and labor relations, one officer of the Union, the Union
Business Agent, two Group Counselors (appointed by the Union) , and
a representative of the County's Risk Management Office to be
invited to sit as needed as a non-decision making consultant.
4) No later than one year after its formation, the committee shall
issue: a report of its findings and conclusions.
S) The deliberations of this committee shall not be construed as
meeting the requirements to meet and confer separately with the
Union regarding any matter related to wages, hours, or working
conditions.
County of Contra Costa: P.E.U. , Local One
7-
DATE
ATTACHMENT D
SEAL Health Services Department
OFFICE OF THE DIRECTOR
mn,uriwaine Offices
20 Men Street
.A M K �j- N 0 �V N M
•� e
SEP 211987
W.
CONTRA COSTA COUNTY
HEALTH SBVICES PERSONNEL
September 4 . 1987
Public Employees Union-Local =1
Attn: Henry Clarke, General Manager
P. 0. Box 22' _.
Martinez, CA 94553
Oear Mr. Clarke,
This confirms the understandings reached in our recent meetings regarding
weekend/holiday duty for Public Health Nurses. The conditions in this
letter suoercede all prior letters and become effective immediately, '
. except as the schedule through December 1987 conflicts; in which case,
it will remain in effect.
' All PHN's assigned to Shp rublic Health nursing Division will be scheduled
' to work as primary or backVp nurses for up to five weekends per calendar
year. However, management retains the prerogative to make additional . .
assignments in cases of emergency, but no nurse shall be required to
work more than five weekends until all nurses have worked five weekends-
A. General Assignment Conditions
The annual schedule shall be made by assigning PHN's byIregion (East/Central
and.West) in alphabetical order beginning where the prior year's
.d!PhabC$_iCai assigrdients ended, provided that excentiorS shall be
to that order to comply with the criteria listed below in order'of
prio-ity end that PHN's may volunteer for additional assignments,
rega-dless of the conditions of this letter.
1. No PHN will be-scheduled to work consecutive weekends unless
that PHN volunteers to do so.
2a. The four major holidays for scheduling purposes include:
1) Thanksgiving and the following friday; 2) Saturday and Sunday
following Thanksgiving; 3) Christmas Day and the associated
weekend; and 4) New Year's Day and the associated weekend.
No nurse shall work more than one of these holidays, in a calendar
year and the department will not schedule a PHN to 'work a second
such holiday until all PHN's have worked one since January 1 , 1986.
2b. ;The department will not schedule a PHN to work more than one
'three-day weekend in a calendar year.
A-345 5/86 Contra Costa County
_044 y ..... -
September 4, 1987
Page 2
3. The department will endeavor in East/Central County to assign
one PHN from each office to fill the primary and secondary
assignments for each weekend'.
4. A PHN who is temporarily reassigned between regions will remain
on the weekend schedule forihis/her home region.
5. Monday and friday holidays !hail be assigned to the PHN with
the continuous weekend assignment. Tuesday, Wednesday, and
Thursday holidays shall be assigned to the PHN assigned to the
following weekend, except for Thanksgiving, which will be
scheduled as in =2 above.
B. Alterations in the annual schedule may be made in the ways listed
below.
1 . If the PHN with the primary assignment is unable_ to work: the
backup PHN will assume the primary assignment- The PHN who was
unable to perform his/her assignment will , upon return to work,
assume the next primary assignment of the backup PHN who assumed
the primary assignment.
2. PHN's may trade assignments provided the trade is approved b,
the Director of Public HealthiNursing, or designee, and it is
requested in writing at least;24 hours before the close of business
prior to the affected weekend/holiday. If such a trade of assignments
has been made but one PHN terminates or is unable to perform
the assignment due to illness or other emergency acceptable tc
the Director of Public Health Nursing before either assignment
is worked the original scheduled assignments remain in effect.
If a PHN has already worked the first assignment and the other
PHN is unavailable as above, the remaining assignment will be
filled in the same manner as a vacant assignment (see f5 below).
-3. If a PHN volunteers to take weekend/holiday assignment of another
PHN without giving up a scheduled assignment of his/her own (referred
to as a "one-way .trade"), but has left County employment or is
unable to perform that assignment due to illness or other emergency
acceptable to the Director ofiPublic Health Nursing, the PHN
originally scheduled shall be!responsible to perform the required
weekend/holiday assignments. -A weekend/holiday assignment either worked
by a "volunteer" or reassumed in those circumstances described above will
count towards originally assigned PHN's five required assignments.
4. A PHN who is assigned to less than five weekends and who "volunteers"
to cover a vacancy in the weekend schedule (either primary or
backup) will have that weekend counted toward the five required
weekend assignments. A PHN who is assigned to five or more
weekends may volunteer to cover additional vacant weekends. Any PHN who
assumes an additional assignment in this manner cannot change
his/her mind and "unvolunteer".
5. Vacant assignments in the schedule caused by resignation or leave
of absence will first be filled by volunteers, second by recently
hired PHN's (provided they have satisfactorily completed their
orientation for weekend duty); and third by PHN's who have not
yet been assigned their first' five weekends. . The mandatory filling
of such vacant assignments as well as additional assignments
will be done utilizing. the regional alpha list, as modified
r.
Nenry Clarke-
September 4. 1987
Page 3 =
Y
to comply with priority criteria.
6. All chan_ges, due to vacancy or illness, to the weekend schedule
will be made. by Public Health Nursing management as soon as possible
after they have knowledge of the need for the change, preferably
within .two weeks and five or more days prior to the assignment
da te'. i.
7. Following each weekend worked, a PHN may request and will receive
a Tuesday, Wednesday, or Thursday off, on vacation or other av_a,ilablE
accrual , excluding sick leave.
C. Additional Criteria for Scheduling of- Primary Weekend PPT PHN's effective
September 18, 1987.
1 . The normal schedule for the PPT PHN will be a biweekly schedule
including every Friday and alternating weekRnd-s of Saturday -through
Monday.
2. The three-day weekends (including a Monday *or Friday holiday
will be equally shared between the two PPT PHN's. This will
necessitate occasional consecutive weekends. The work schedule
for three-day weekends will be adjusted so that one regular work
day preceeds the three-day weekend.
3. PPT PHN's will participate in the'regular scheduling and rotation
of the four major holidays_
4. PPT PHN's will be given the same consideration for leave and
medical appointments -as is given to other PHN's.
5. PPT PHN's will not be subject to assignment to mid-week holidays,
except in cases of emergency.
•_. - 6. PPT PHN's may trade assignments with the approval of the supervisor
and the understanding that no such trade will be permitted to
obligate payment of overtime.
7. The department and the union will meet to discuss the scheduling
and assignments of the two PPT weekend PHN's four months after
implementation of that new schedule. Further, if implementation
of the PPT weekend scheduling isof successful and it becomes
necessary to discontinue it and r1duce PHN staffing, it is not
the intent of the department that'the two initial incumbents
of the trial positions suffer reduced displacement ri.ghts by
having changed their status from PFT to PPT. The department
will , therefore, restore tho-:e two initial PPT incumbents to
PFT status prior to any staffing reduction3.
If the above conforms to your understanding of the agreements reached
in tfie meetings regarding weekend/h�yliday'duty for PHN's, please sign below.
��Z
Web Beadle, Dept. Personnel Officer Henry arke, General Manager
;I
Wendel Brunner, M.O. , Asst. Director-PH
is
WB:sf
r � -
ATTACHMENT:
Health Services Department
• =`-- -• Personnel Services
OFFICE OF THE DIRECTOR
Ando inistrative offices
597 Center Awwenue,Suite 260
Mankwm CaMomia 94553-2658
(510)313-6600
o6•r��ovi� ��
April 1, 1992
Henry Clarke, Gen- Mgr_
CCC Employees Assn. , Local #1
P.O. Box 222
Martinez, CA 94553
Dear Mr. Clarke:
This side letter confirms the following agreements reached with
respect to Mental Health treatment staff.
1. Paragraph 4D of Exhibit B of the Board Order adopted on
January 21, 1991 approving the grievance resolution of
the Senior Mental Health Workers (formerly Mental
Health Treatment Specialist A-level) is amended to read
as follows:
"During the period of January 1, 1991 to
January 1, 1995, any incumbent of the Senior
Mental Health Worker class who obtains a
Baccalaureate degree will be reallocated to
the class of Mental Health Specialist II .
2. Paragraph IVA of the side letter dated May 16, 1991
implementing the restructure of the Mental Health
Treatment Specialist deep class is amended to read as
follows:
"During the four (4 ) year period following
the approval of these classes, individuals
who meet the minimum qualifications of any of
the higher level classes, with the exception
of the Senior Mental Health Counselor class,
will be reallocated or reclassified without
examination to the applicable higher class as
appropriate. This provision shall apply only
to those employees who are in these classes
at the time of implementation. Extensions to
the window period may be granted by the
division director on a case by case basis if
an incumbent is scheduled to sit for the
first licensing exam after the conclusion of
the window period.
^440 021sq
Henry Clarke
pril 1, 1992
Page 2
If the foregoing conforms to your understanding of these
agreements, please sign in the space provided below.
Sincerely,
1
Lois Ellison
HSD Personnel Officer
Acknowledged and agreed
Henry . Clarke, General Manager
CCC Employees Association, Local #1
LE:mk '
ATTAC,tiMENT F
. S..... o Health Services Department
• = Personnel Services
OFFICE OF THE DIRECTOR
Administrative offices
597 center Avenue,Suite 260
:4 Martinez.California 94553-2658
(510)313-6600
oosrq couK'�'I ��
Henry Clarke
General Manager
CCCEA-Local #1
P.O. BOX 222
Martinez, CA 94553
Dear Mr. Clarke:
This letter is an addendum to the side letter dated May 16, 1991
which implemented the classification restructuring to replace the
Mental Health Treatment Specialist Deep Class. This letter
confirms that the Health Services Department will provide non-
licensed employees in the classes which replaced the Mental
Health Treatment Specialist Deep Class with alternate or
modified work assignments for the purpose of obtaining the
clinical hours and supervision necessary to obtain licensure.
Requests for such temporary reassignment must be addressed to. the
Mental Health Director through the . employee's immediate
supervisor and will require that the necessary hours be gained
without break in assignment. No paid time off will be provided
for academic studies, however leaves of absence or flexible hours
for educational purposes will be considered on a case by case
basis. Leaves of absence to obtain clinical licensure will be
considered only for clinical specialties not available in the
Health Services Department. These special assignments and leaves
of absence are applicable only to employees who had permanent
status in the Mental Health Treatment Specialist Deep Class at
the time of the restructure in May, 1991.
If the foregoing conforms to your understanding, please indicate
your approval and acceptance by signing below.
DATE:
i
�j
Lois Ellison Henrypl, Clarke, General Manager
Health Svcs Personnel Officer CCCEA, Local #1
4Clay oreman, President
Men al Health Unit
LE: lp
^410 (12/90)
Contra _
Per-:L nnel Department HME"T G
---_ Costa Third Floor. Administration 6(dg-
�J l 651 Pitz Street
Count�
{� Martinez. California 94553-1292
y (4151 372-4064
fixty O, cisterman
Director of Personnel
July 18, 1984
Contra Costa Employees Association,
Local 1
P.O. Box 222
Martinez, CA 94553
Attention: Mr. Henry Clarke
Dear Sirs:
This letter will confirm certain understandings relative to the Memorandum of
Understanding between your Union and Contra Costa County covering the period
July 1, 1983 through June 30, '1985 as follows:
1. Section 4.1 Attendance at Meetings provides that shop
stewards shall be allowed to attend meetings during work
hours where their attendance is required for settlement of
grievances. It is recognized that certain departments have
allowed stewards reasonable time during work hours to
investigate an employee's grievance in order to expedite
settlement of said grievance. It is hereby understood that
said practice will continue and that any claimed abuses of
the use of this work time will be reported by the Department
to the Union.
2. Section 20.5 Involuntary Reassignment Procedure provides for
an involuntary reassignment policy for temporary reassign-
ments of less than eight (8) weeks duration. It is hereby
understood that with regards to employees in the General
Services and Maintenance Unit, this procedure will not apply-
to the Seal Coat Program assignment, to assignment of
employees to various locations, to operate various equipment
for training purposes and to the assignment of employees to
operate the Gradeall, Vacall, Paint Striper, Bridge Truck and
Hydroflush.
3. Section 22 - Dismissal Suspension and Demotion contains as a
reason for disciplinary action "sexual harassment". It is
hereby understood that said provision applies to all County
employees and will be incorporated in the County's .Personnel
Management Regulations.
1pma
INTERNATIONAL PERSONNEL MANAGEMENT ASSOCIATION MEMBER
•S' _ w• 't ww•r•-_ _ • _
:tii�a'��4f+.�ljli.�iw�.�:t+.,w•itrt~.ti#ti�it�:.:r' i;wria{:..�.-"�:�t:.1•,Rswv���.._`T;• ._ :i, <_•. _:wv.�-,_ ,. _ j
-2-
If the foregoing conforms with your understanding, please indicate your accep-
tance in the space provided below.
7
Dated:
cS Dated:
Contra Costa County Employees
Association, Local No. 1 Contra Costa County
Ok . �I&� Jo A.el Z- ,
r
I
I
ATTACHMENT H
AGREEMENT FOR CHANGES
IN COMMUNICATIONS
TECHNICAL SERVICES STAFF
IN GENERAL SERVICES DEPARTMENT
This is to confirm that the General Services Department and Local
1 have met and agreed to changes within the Communication
Division's Technical Services section, subject to approva-I from
Personnel, County Administrator and the Board of Supervisors.
General Services agrees to submit a P-300 to approve four new
classifications; to replace four existing classifications, add
permanent positions to replace long-term temporary positions; and
request the Director of Personnel to reclassify, without exam,
current permanent staff in subject classifications.
Local 1 agrees that when the P-300 becomes effective, the current
on-call pay will change to a weekly flat rate of $175, with a
cost-of-living adjustment (COLA) to be granted with each subse-
quent salary COLA increase; the current 5% climbing pay provision
will be eliminated and employees, who are- required to climb
towers, will be paid one hour of straight time on any day in
which they climb; construction tower work will be contracted out;
and County vehicles will no longer be taken home when employees
are on call or overtime.
Approved by representatives from Local 1, General Services, and
Personnel:
o�
( igna re) Local 1 Title
� n i
(Sl natu ) General Services Dept. Title
(Signature) Personnel Department TitIR
Da
^- ATTAa uirtrr I
Contra GENERAL SERVICES DEPARTMENT Barton j.CabLj
1220 Morello Avenue,Suite 200 Director
CostaMartinez,California 94553-4711 Bechtold
)U n t y r=�Sojiji L DEPT (510) 313-7100 Deputy Director
92 ji q 24 P 12: 24 "thy Brown
Deputy Director
June 17, 1992
Henry Clarke, General Manager
Contra Costa County Employees
Local No. One
P. O. Box 222
Martinez, California 94553
Dear Henry:
This letter is to confirm agreement between Local No. 1 and
the General Services Department regarding a trial period for
voluntary stand-by assignments for Communications Equipment
Technicians in the -General Services and Maintenance Unit.
Effective .April 1, 1992, General Services agrees to a one-year
trial period in which stand-by assignments may be rotated
on a voluntary basis among a minimum of four Communications
Equipment Technicians. Any Communications Equipment Technician who
wishes to be on stand-by will be put into the rotation, even if the
number exceeds four people.
If four Communications Equipment Technicians do not volunteer for
stand-by, then the assignment shall be made in order of inverse
seniority and shall remain in effect for six months, with the
Communications Equipment Technician assigned to the West County
Justice Center ineligible for voluntary stand-by as long as the
assignment is a 4/10 work schedule. At the end of the six-month
assignment, those Communications Equipment Technicians who were
involuntarily assigned to stand-by shall not be considered for
the next assignment.
Prior to the end of the trial period, General Services Department
Management agrees to meet and discuss the continuation or end of
voluntary stand-by with Local No. 1. Management reserves the
right to discontinue the trial period if there are operational
and/or customer service delivery problems, and will meet and
discuss with Local No. 1 if such problems occur.
i Henry Clarke
June 17, 1992
Page -2-
If the foregoing conforms to your understanding, please indicate
your approval and acceptance in the space provided below. .
Sincerely,
Mickey � avis
Administrative Services Assistant
MD:mak
Contra Costa County C-ontra Costa County Employees
Association, Local No. One
Rich Heyne H n Clarke
Employee Relatio Officer Gen ral Manager
Date: (o Y i Date: 01.
ATTACIUC.NT J
contra GENERAL SERVICES DEPARTMENT e341on Gilbert
1220 Moretlo Avenue,Suite 200 Director
.,osta Martinez.California 94553-4711 J.G.eecl,load
�t l ' (510)313-7100 Deputy Director
YKath,,Brown
Deputy Director
April 13 , 1992
Henry Clarke, General Manager
rmantra Costa County Employees Association
Local No. One
P. O. Box 222
Martinez., California 94553
Dear Henry:
This letter is to confirm agreement between Local No. 1 and
the General Services Department regarding health and safety
issues.
The General Services Department agrees to the following:
1. To provide employees in the Building Trades Unit an annual
Tuberculosis skin test, to be included as part of the annual
respirator examination, at no cost to the employee.
2. To request that the Building Trades Unit annual respirator
examination include a rectal exam.
3. To continue to work with employees, Risk Management and
Occupational Health when specific hazardous materials and/or
toxins are identified in the worksites- The concerns raised
regarding leaded paint were investigated, and Risk Management
has determined that the lead content is within safe acceptable
levels.
4. To provide, on a voluntary basis, vaccination for Hepatitis B
to employees of the Building Trades Unit whose .assignments
include adult or juvenile detention facilities_ The County
reserves the right to determine the most economical means of
providing the vaccination, which will be determined through a
feasibility study to be conducted within 90 days after the
execution of the MOU. General Services Department management
agrees to meet and discuss the results of the feasibility study
with Local No. 1.
Henry Clarke
xpril 13, 1992
Page -2-
S. To provide instruction in traffic coning safety to employees in
the Building Trades Unit whose assignments require working
adjacent to roadways.
6. To include previous vehicle accidents only if they,-occurred
within the preceding 3 years when considering recommendations
for disciplinary action, as a result of a current vehicle
accident.
If the foregoing conforms to your understanding, please indicate
your approval and acceptance in the space provided below.
Sincerely,
,* �r /a
Mickey avis
Administrative Services Assistant
MD:mak
Contra Costa County Contra Costa County Employees
Association, Local No. One
�.ply-Z
Rich Heyne Henr)C�'Clarke
Employee Relations Officer General Manager
Date: d�b
ATTACHMENT R
Contra Personnel Department
CostaThird Floor, Administration Bldg.
`7` 651 Pine Street
Martinez, California 94553-1292
Co^un{ly (41S)646-4064
Harry O. chterrnan
June 3, 1988 (hector of Personnel
Mr. Henry Clarke, General Manager
Contra Costa County Employees Assn., Local #1
PO Box 222
Martinez CA 94553 -
Re: Central library Vacation Policy
Dear Mr. Clarke:
Iq good conscience I cannot accept Local #1 's vacation scheduling proposal for
the Central Library because it would result in hardship for non-vacationing
staff, and would seriously damage public service. At the Central Library there
are six desks that need to be covered ll hours each day by 15.5 public service
FTEs. Simple arithmetic totals 4.25 desk hours/day/FTE. Arithmetic does not
take account of sick leave, vacancies, meetings, double-staffing the Reference
desk during peak times, or the fact that every employee is not qualified to
cover every desk. The worst case scenario could mean 3 staff members missing on
the same night or the same Saturday, leaving 3-4 persons on the evening or 5-6
on a Saturday. This would not be enough, even if staff were able to work eight
desk hours, covering more than on desk simultaneously. Closing the Library
because of scheduled vacations seems ?rresponsible.
However, I also recognize that each employee earns at least 3 weeks vacation per
year, plus 3 days of floating holiday. This totals more than 52 weeks of earned
time off by Central Library Reference employees, and means that there must be
some vacation overlap. The problem is scheduling this overlap to have minimal
impact on remaining staff and public. When there is overlap, P.I . 's will be
asked to cover the peak hours.
I propose the following procedure:
1 . Post a list of staff by seniority.
2 . Rouce, in sEniori ty order, a calendar for the year in question. Each person
enters his/her first choice in the appropriate week/days. If there is a
conflict, staff members negotiate directly with each other to resolve the
conflict. A conflict is defined as two persons overlapping for more than
one week, or two persons from the same Central Unit (e.g. , Children's
Documents, Periodicals, Reference) overlapping at all .
1pma
INTERNATIONAL PERSONNEL MANAGEMENT ASSOCIATION MEMBER
- 2 -
3. When the process has been completed. Head of Reference and Head of Central
will review the calendar. Where there are conflicts, as defined above, the
most senior person(s) will be given vacation. The other vacation(s) will be
denied. Head of Reference will recommend to Head of Central the P.I. hours
needed. Head of Central will approve or disapprove, and Head of Reference
will assign P.I. scheduling to staff approved for vacation.
4. When there is overlap, it will be understood that staff may be assigned to
the public desk 5-6 hours per day. It may not be possible always to staff
the Children's Desk or to double-staff Reference. Dinner and lunch hours
may need to be changed.
5. The use of P.I.'s to cover lengthy vacation overlaps is not a practical
solution. If P.I.'s are frequently'scheduled to cover vacations, they are
not available for sick leave and vacancies. Also, it is not always possible
to find •a P.I. for the times needed. Although staff might survive the
stress of increased desk hours for a day or so, they would have, I believe,
great difficulty with prolonged periods of vacation overlap.
6. Post final approved vacation schedule.
If the foregoing conforms with your understanding, please indicate your accep-
tance and approval in the space provided below.
Approved nd Accepted
Date: 3
Lj
YeAry rke, General Manager Ernest Siegel , County Librarian
Contra osta County Employees by
Association, Local 01 Bill Hamilton, Chief
Employee Relations Division
Contra Costa County
ATTACHMENT L
Contra Personnel Department
CostaAdministration 6(dg.
651 Pine Street
kJoUnfi/ Martinez. California 94553-1292
April 29, 1992
Henry Clarke, General Manager
Contra Costa County Employees Assn. , Local No. 1
P. O. Box 222
Martinez CA 94553
Dear Mr. Clarke:
This letter of agreement confirms the understanding between the parties relative to
the Public Defenders' longevity differential program and flexible staffing in the
Deputy Public Defender series.
I. Public Defender Longevity Differential Program
Effective July 1, 1987 and thereafter, Deputy Public Defenders who have
completed ten (10) years of County service will be eligible to receive
commencing the first of the following month, a 2.5% longevity differential,
conditional on having previously received two consecutive satisfactot-y annual
performance evaluations as certified by the appointing authority. If a Deputy
Public Defender has not previously received two consecutive satisfactory annual
performance evaluations, he/she will be reconsidered for the longevity
differential annually on their service year anniversary date under the same
criteria as the initial ten (10) years service review, with the understanding that
the appointing authority will conduct an annual performance evaluation prior
to the review.
II. MOU Section 32 - Flexible Staffing
Certain positions may be designated by the Personnel Director as flexibly
staffed positions. Positions are generally allocated at the first level of the job
series when vacated. When the position is next filled and an incumbent of one
of these positions meets the minimum qualifications for the next higher level and
has met appropriate competitive requirements, he/she may then be promoted to
the next higher classification within the job series without need of a
classification study. The County's practice, as provided for in the Personnel
Management Regulations, Sections 306(c), 503(b) and 713 of allowing work
performed as a temporary employee in a particular class to be used as part of
the experience needed to meet the minimum requirements of a class and/or to
constitute work performed in that class, shall continue. If an operating
department verifies in writing that an administrative or clerical error was made
in failing to submit the documents needed to promote an employee on the first
of the month when eligible, said appointment shall be made retroactive to the
first of the month when eligible. An employee who is denied a promotion to a
flexibly staffed position may appeal such denial to the Merit Board.
If the foregoing conforms to your understanding, please indicate your approval and
acceptance in the space provided below.
Dated 4 Z
CONTRA COSTA COUNTY LOCAL NO. 1
Harry D. Ciste Henr larke, General Manager
Director of Personn
Jn:ytba
vim
- 2 -
ATPACHMEur M
CONTRA COSTA COUNTY
EMPLOYEES ASSOCIATION, LOCAL NO. ONE
CLASS & SALARY LISTING
EFFECTIVE OCTOBER 1, 1999
AGRICULTURE & ANIMAL SERVICES UNIT (QA)
CLASS SALARY
CODE CLASSIFICATION RANGE
BA7A AGRICULTURAL BIOLOGIST TRAINEE 2372 - 2883
BAWA AGRICULTURAL BIOLOGIST 1 3147 - 3826
BAVA AGRICULTURAL BIOLOGIST II 3416 - 4152
BATB AGRICULTURAL BIOLOGIST III 3914 - 4757
BJWC ANIMAL CENTER TECHNICIAN 2408 - 2927
BJWD ANIMAL SERVICES OFFICER 2632 - 3527
BJTD ANIMAL SERVICES SERGEANT 2897 - 3521
V4TB LEAD VECTOR CONTROL TECHNICIAN 2607 - 3167
B9W1 PEST DETECTION SPEC-PROJ 2593 FLAT
BKVA REGISTERED VETERINARY TECH 2593 - 3151
BJTC SENIOR ANIMAL CENTER TECHNICIAN 2874 - 3493
BW7A WEIGHTS AND MEASURES INSP TRAINEE 2274 - 2765
BWWA WEIGHTS AND MEASURES INSPECTOR 1 3147 - 3826
BWVA WEIGHTS AND MEASURES INSPECTOR II 3416 - 4152
BWTB WEIGHTS AND MEASURES INSPECTOR III 3914 - 4757
ATTENDANT- LVN - AIDE UNIT (QB)
CLASS SALARY
CODE CLASSIFICATION RANGE
V9W4 AFTER SCHOOL PROG TEACHER-PROJ 1923 - 2337
VT7F ANESTHESIA TECHNICIAN 2317 - 2956
1 EWA CENTRAL SUPPLY TECHNICIAN 2320 - 2820
VQWC CONSVRSHIP/GUARDIANSHIP PROG AIDE 2254 - 2740
V5WG DEVELOPMENTAL PROGRAM AIDE 2413 - 2933
VKWA HOME HEALTH AIDE 1 2085 - 2534
VKVA HOME HEALTH AIDE II 22917 - 2792
VTWA HOSPITAL ATTENDANT 2106 - 2560
VT7H INTERIM PERMIT VOCATIONAL NURSE 2450 FLAT
1 ETB LEAD CENTRAL SUPPLY TECHNICIAN 2494 - 3031
V9VD LEAD REGISTERED DENTAL ASST 2693 - 3273
VT7G LICENSED VOCATIONAL NURSE 2991 - 3821
V9WC MORGUE ATTENDANT 2185 - 2656
VT7E ORTHOPEDIC TECHNICIAN 2295 - 2931
VQWB PSYCHIATRIC TECHNICIAN 2925 - 3726
VMWC PUBLIC HEALTH DENTAL ASSISTANT 2042 - 2482
64WP PUBLIC SERVICE OFFICER 2975 - 3280
V9WG REGISTERED DENTAL ASSISTANT 2516 - 3058
V5TA SENIOR DEVELOPMENTAL PROGRAM AIDE 2661 - 3234
VMVB SENIOR PUBLIC HEALTH DENTAL ASST 2348 - 2854
64TC SENIOR PUBLIC SERVICE OFFICER 3124 - 3445
VT7B SURGICAL TECHNOLOGIST 2710 - 3458
V5WA THERAPIST AIDE 2413 - 2933
i
BUILDING TRADES UNIT (QQ
CLASS SALARY
CODE CLASSIFICATION RANGE
GFWB CARPENTER 4064 - 4480
GFWA ELECTRICIAN 4175 - 4603
GFTC LEAD CARPENTER 4568- - 5036
GFTA LEAD ELECTRICIAN 4778 - 5268
GFTB LEAD PAINTER 4568 - 5036
GFTE LEAD STEAMFITTER 5328 - 5874
GFWE PAINTER 4064 - 4480
GFWG ROOFER 4019 - 4431
GFVA STEAMFITTER 4655 - 5132
DEPUTY PUBLIC DEFENDERS UNIT (QF)
CLASS SALARY
CODE CLASSIFICATION RANGE
25WA DEPUTY PUBLIC DEFENDER 1 4207 FLAT
25VA DEPUTY PUBLIC DEFENDER 11 5167 - 6281
25TB DEPUTY PUBLIC DEFENDER III 6342 - 7709
25TA DEPUTY PUBLIC DEFENDER IV 7287 - 8858
25W2 DEPUTY PD SPECIAL ASSIGNMENT-EX 4128 FLAT
6N75 PUBLIC DEFENDER INVESTIGATOR AIDE 1987 - 2416
6N7A PUBLIC DEFENDER INVESTIGATOR ASST 2192 - 2664
6NWA PUBLIC DEFENDER INVESTIGATOR 1 3690 - 4485
6NVA PUBLIC DEFENDER INVESTIGATOR II 4223 - 5132
6NVB SR PUBLIC DEFENDER INVESTIGATOR AIDE 2797 - 3400
i
I
i
I
I
I
ENGINEERING UNIT (QM)
CLASS SALARY
CODE CLASSIFICATION RANGE
DYVA ASSISTANT REAL PROPERTY AGENT 3464 - 4211
DYTA ASSOCIATE REAL PROPERTY AGENT 4118 - 5256
DRWB AUDITOR-APPRAISER 1 3344 - 3687
DRVA AUDITOR-APPRAISER II 3566 - 4335
NPWB COMPUTER AIDED DRAFTING OPERATOR 3392 - 4123
NP7A COMPUTER AIDED DRATING OPER-TRAINEE 2916 - 3215
GFWD DRAFTING ESTIMATOR 3551 - 3915
51VC ENVIRONMENTAL ASSISTANT 3224 - 3919
5HWB GRAPHIC DESIGNER 2792 - 3393
SHWA GRAPHICS TECHNICIAN 1 2225 - 2704
5HVA GRAPHICS TECHNICIAN II 2814 - 3421
NPWA JUNIOR DRAFTER 2225 - 2704
DYWA JUNIOR REAL PROPERTY AGENT 2546 - 3095
NPTA LEAD COMPUTER AIDED DRAFTING OPER 3660 - 4449
51WB PLANNING TECHNICIAN 1 2476 - 3010
51VB PLANNING TECHNICIAN II 2848 - 3462
DY713 REAL PROPERTY TECHNICAL ASST 2722 - 3477
DRTA SENIOR AUDITOR-APPRAISER 4312 - 5241
NPVA SENIOR DRAFTER 3018 - 3668
DYTB SENIOR REAL PROPERTY AGENT 4614 - 5749
DY7C SENIOR REAL PROPERTY TECH ASST 3224 - 3919
NPHB SUPERVISING DRAFTER 3444 - 4186
N4WA TRAFFIC SAFETY INVESTIGATOR 2814 - 3421
FAMILY & CHILDREN'S SERVICES (QO)
CLASS SALARY
CODE CLASSIFICATION RANGE
9953 C D EDUCATION SPECIALIST-PROJ 2079 - 2527
99S1 C D FISCAL CLERK-PROJ 1649 - 2004
99W8 C D SUPPORT SERVICES ASST-PROJ 1478 - 1797
99W7 C D TEACHER ASSISTANT-PROJ 1030 - 1251
99V6 FCS TEACHER ASST-PROJ-SUBSTITUTE 1040 -, 1264
99V3 C D TEACHER-PROJ 1285 - 1562
99V4 . FCS TEACH ER-PROJ-SU BSTITUTE 1298 - 1578
98V1 CHILD NUTRITION FOOD SVCS ASST-PROJ 1274 - 1548
98W1 CHILD NUTRITION WORKER I-PROJ 1109 - 1348
98G1 CHILD NUTRITION WORKER II-PROJ 1548 - 1882
98G2 CHILD NUTRITION WORKER III-PROJ 1672 - 2032
9JW1 C S DOMESTIC SERVICES WORKER-PROJ 1595 - 1939
9JT1 . C S SECRETARY-PROJ 2076 - 2407
98V1 CHILD NUTRITION FOOD SVCS ASST-PROJ 1274 - 1548
9JW1 C S DOMESTIC SERVICES WORKER-PROJ 1595 - 1939
9KV2 H S ACCOUNTING ASSISTANT-PROJ 2348 - 2854
99S0 H S BUS DRIVER-PROJ 1626 - 1976
9HN3 H S HEAD TEACHER-PROJ 2323 - 2823
9HV2 H S HOME BASE WORKER-PROJ 2068 - 2514
9KS8 H S MENTAL HEALTH SPEC-PROJ
9852 H S NURSE-PROJ 2806 - 3410
9KS3 H S NUTRITIONIST-PROJ 2917 - 3546
9KS6 H S PARENT AND SOC SVCS SPEC-PROJ 2309 - 2806
99S6 H S PARENT INVOLVEMENT SPEC-PROJ 2432 - 2956
9KV5 H S SECRETARY-PROJ 2308 - 3181
9KT5 H S SENIOR CLERK-PROJ 2526 - 3071
9KS9 H S SPEECH PATHOLOGIST-PROJ 3409 - 4144
9HS9 FCS TEACHER-PROJ-SUBSTITUTE 1262 - 2335
9HR1 H S TEACHER I-PROJ 1287 - 1564
9HV1 H S TEACHER it-PROJ 1902 - 2312
91-S1 . STATE PRESCHOOL EDUCATION SPEC-PROJ 1993 - 2423
I
i
FAMILY & CHILDREN'S SERVICES (QO)
CLASS SALARY
CODE CLASSIFICATION RANGE
91-180 H S RECRUITMENT/ENR SVC WKR-PROJ 1782 - 2166
9KV6 H S BEGINNING CLERK-PROJ 1738 - 2113
9MV2 FCS ASSOCIATE TEACHER-PROJ 1311 - 1594
9KV9 FSC BEGINNING CLERK-PROJ 1756 - 2134
9MW7 FSC ENR/FACILITY ASSISTANT-PROJ 1719 - 2090
9MW3 FSC FAMILY ADVOCATE-PROJ 1782 - 2166
9MH4 FSC HEAD TEACHER-PROJ 2323 - 2823
9MW4 FSC HOME BASE WORKER-PROJ 2068 - 2514
9MV3 FSC I/T ASSOCIATE TEACHER-PROJ 1311 - 1594
9MH6 FSC I/T TEACHER-PROJ 1902 - 2312
99,13 FSC INTERMEDIATE CLERK-PROJ 2192 - 2664
9MW5 FSC R/E SVC WORKER-PROJ 1782 - 2166
9MV7 FSC SECRETARY-PROJ 2308 - 3181
9KT7 FSC SENIOR CLERK-PROJ 2526 - 3071
9MW6 FSC SUPERVISOR SVC ASST-PROJ 1493 - 1815
99V6 FSC TEACHER ASSISTANT-PROJ-SUB 1040 - 1264
9MW2 FSC TEACHER ASSISTANT-PROJ 1040 - 1264
9MW1 FSC TEACHER I-PROJ 1287 - 1564
9MV1 FSC TEACHER II-PROJ 1902 - 2312
9MH5 FSC TEACHER-PROJ 1902 - 2312
91-169 FSC TEACH ER-PROJ-SUB 1262 - 2335
GENERAL SERVICES AND MAINTENANCE UNIT (QS)
CLASS SALARY
CODE CLASSIFICATION RANGE
FRSA ABATEMENT SPECIALIST 2891 - 3514
9BVB AIRPORT OPERATIONS SPECIALIST 2976 - 3617
9BWB AIRPORT SERVICES TECHNICIAN 1 2323 - 2823
PM7A APPRENTICE MECHANIC 3317 - 3657
9KW6 ASSESSMENT SPECIALIST-PROJ 2164 - 2630
PSSE ASST PUBLIC WORKS MAINT COOR 3335 - 4054
FAWB BUILDING INSPECTOR 1 3755 - 4140
FAVD BUILDING INSPECTOR II 4495 - 4956
FRWA BUILDING PLAN CHECKER 1 2704 - 3286
FRVA BUILDING PLAN CHECKER II 3185 - 3872
FR7A BUILDING PLAN CHECKER TRAINEE 2119 - 2575
ADWA CCTV PRODUCTION ASSISTANT 1885 - 2291
PEWD COMMUNICATIONS EQUIPMENT INSTALLER 2381 - 2895
PEWF COMMUNICATIONS EQUIPMENT SPEC 3727 - 4530
LK7A COMPUTER OPERATOR 1 2733 - 3013
LKVB COMPUTER OPERATOR 11 2725 - 3313
LKTA COMPUTER OPERATOR III 3000 - 3646
1 KWA COOK 2452 - 2980
1 K7A COOK'S ASSISTANT 2001 - 2433
GK713 CUSTODIAL SERVICES AIDE 1845 - 2034
GK7A CUSTODIAN 1 2156 - 2377
GK71 CUSTODIAN I-PROJ 2156 - 2377
GKWB CUSTODIAN II 2276 - 2509
64WG DETENTION SERVICES AIDE 1892 - 2300
64VD DETENTION SERVICES WORKER 2121 - 2578
9QWA DRIVER CLERK 2372 - 2883
9QW1 DRIVER CLERK-PROJ 2372 - 2883
GENERAL SERVICES AND MAINTENANCE UNIT (QS)
CLASS SALARY
CODE CLASSIFICATION RANGE
9XVB DUPLICATING MACHINE OPERATOR 2279 - 2770
JPSD ELECTIONS STAFF SPECIALIST 2598 - 3596
J9SA ELECTIONS TECHNICIAN 2316 - 2815
PEWE ELECTRONIC SYSTEMS SPECIALIST 3727 - 4530
PMWB EQUIPMENT MECHANIC 3889 - 4287
PSVA EQUIPMENT OPERATOR 1 3278 - 3614
PSTA EQUIPMENT OPERATOR II 3677 - 4054
PMVB EQUIPMENT SERVICE WRITER 2969 - 3273
PMVA EQUIPMENT SERVICES WORKER 2969 - 3273
PESC FIRE DIST TELECOM SPECIALIST 4325 - 5257
GMWA FIRE MAINTENANCE WORKER 2632 - 3199
RJWE FIRE PREVENTION SPECIALIST 1975 - 2401
PMTB FLEET EQUIPMENT SPECIALIST 3391 - 3739
6D7A FORENSIC TECHNOLOGIST 2666 - 3241
GPWA GARDENER 2513 - 2770
GPW2 GARDENER-PROJ 2513 - 2770
NXWB GRADING INSPECTOR 1 3755 - 4140
NXTB GRADING INSPECTOR II 4495 - 4956
GPVD GROUNDS MA1NT SPEC-IRRIGATION 3395 - 3742
GPVE GROUNDS MAINT SPEC-PEST CONTROL 3395 - 3742
GPWD GROUNDS RESOURCE CTR ATTENDANT 2867 - 3161
GPW1 GROUNDS RESOURCE CTR ATTEND-PROJ 2867 - 3161
GP7A GROUNDSKEEPER 2193 - 2418
1 KHB HEAD DETENTION COOK 3597 - 3966
LTWA INFO SYSTEMS SPECIALIST 1 2944 - 3578
LTVA INFO SYSTEMS SPECIALIST II 3413 - 4148
LTTA INFO SYSTEMS SPECIALIST III 3949 - 4800
LTWB INFO SYSTEMS TECHNICIAN 1 3464 - 4211
LTWC INFO SYSTEMS TECHNICIAN I-PROD 3464 - 4211
LTVB INFO SYSTEMS TECHNICIAN II 3779 - 4594
1 KWC INSTITUTIONAL SERVICES AIDE 1950 - 2370
1 KVD INST SERVICES WORKER-GENERALIST 2140 - 2601
1 KVF INST SERVICES WORKER-LEAD 2982 FLAT
1 KVE INST SERVICES WORKER-SPECIALIST 2729 FLAT
GENERAL SERVICES AND MAINTENANCE UNIT (QSI
CLASS SALARY
CODE CLASSIFICATION RANGE
PSWB LABORER 2649 - 2921
913TA LEAD AIRPORT OPERATIONS SPECIALIST 3273 - 3978
9KT6 LEAD ASSESSMENT SPECIALIST-PROJ 2464 - 2995
9XTC LEAD CENTRAL SERVICES TECHNICIAN 2979 - 3621
1 KTA LEAD COOK 2899 - 3196
GKTB LEAD CUSTODIAN 2586 - 2852
64TB LEAD DETENTION SERVICES WORKER 2456 - 2986
PETD LEAD ELECTRONICS EQUIPMENT SPEC 4098 - 4981
GPTA LEAD GARDENER 3367 - 3713
GPT4 LEAD GARDENER-PROJ 3367 - 3713
91VD LEAD MATERIALS TECHNICIAN 3299 - 4010
GWTA LEAD OPERATING ENGINEER 3873 - 4270
GPTD LEAD RESOURCE CENTER ATTENDANT 3301 - 3639
GWTC LEAD STATIONARY ENGINEER 4154 - 4580
PETC LEAD TELECOMMUNICATIONS SPEC 4098 - 4981
9KT4. LEAD WEATHER/HOME REPAIR SPEC-PROJ 2164 - 2630
GKTA LEAD WINDOW WASHER 2553 - 2815
9XWD MAILING MACHINE OPERATOR 2279 - 2770
91VC MATERIALS TECHNICIAN 3009 - 3657
FATB MECHANICAL INSPECTOR 4081 - 4961
9XWA MICROFILM TECHNICIAN 1 1950 - 2370
9XW4 MICROFILM TECHNICIAN I-PROJ 1936 - 2354
9XVA MICROFILM TECHNICIAN II 2306 - 2804
9XV1 MICROFILM TECHNICIAN II-PROJ 2306 - 2804
9XTA MICROFILM TECHNICIAN III 2444 - 2971
9XT1 MICROFILM TECHNICIAN III-PROJ 2444 - 2971
9XWC OFFICE SERVICES WORKER 1906 - 2316
GWWA OPERATING ENGINEER 1 3009 - 3657
ALHC PRECINCT COORDINATOR 3185 - 3872
9XWE REPROGRAPHICS TECHNICIAN 1 1719 - 2090
9XVD REPROGRAPHICS TECHNICIAN II 2519 - 3061
PSWA ROAD MAINTENANCE CARPENTER 3748 - 4132
PSWD ROAD MAINTENANCE CARPENTER APPR 3278 - 3614
i
GENERAL SERVICES AND MAINTENANCE UNIT (QS)
CLASS SALARY
CODE CLASSIFICATION RANGE
FATE SR BUILDING INSPECTOR 4860 - 5358
FRTA SR BUILDING PLAN CHECKER 3534 - 4296
NXTA SR GRADING INSPECTOR 4408 - 5358
PETB SR COMMUNICATIONS EQUIP SPEC 4098 - 4981
PSTD SR VEGETATION MGMT TECHNICIAN 3967 - 4374
999A SPECIAL QUALIFICATIONS WORKER 1635 - 1988
999F SPECIAL SERVICES WORKER 1 1635 - 1988
999G SPECIAL SERVICES WORKER II 1811 - 2286
PSTC SPECIALTY CREW LEADER 3677 - 4054
PETE SR TELECOM INFRASTRUCTURE SPEC 4098 - 4981
GWTB STATIONARY ENG SYSTEMS SPEC 4109 - 4530
GWVC STATIONARY ENGINEER 3644 - 4018
91 VA STOREKEEPER 2745 - 3336
91 WC STOREROOM CLERK 2127 - 2586
91W1 STOREROOM CLERK-PROJ 2127 - 2586
PEWK TELECOM INFRASTRUCTURE SPEC 3727 - 4530
PEWG TELECOMMUNICATIONS SPEC 3727 - 4530
PSVB TRAFFIC SIGN COORDINATOR 3278 - 3614
GPWC VEGETATION MANAGEMENT TECHNICIAN 3298 - 3636
65SA VICTIM WITNESS ASST PRG SPEC 2794 - 3397
P6WA WATER QUALITY CONTROL OPERATOR 1 3124 - 3445
P6VB WATER QUALITY CONTROL OPERATOR II 3442 - 3795
P6WC WATER QUALITY OPERATOR IN TRAINING 2569 - 3123
GKWA WINDOW WASHER 2336 - 2575
GP9A WORK PROGRAM AIDE 1414 FLAT
GPT2 WORK PROGRAM CREW LEADER I-PROJ 2867 - 3161
GPTC WORK PROGRAM CREW LEADER II 3351 - 3694
GPT3 WORK PROGRAM CREW LEADER II-PROJ 3351 - 3694
9KW7 WTHRZ HOME REPAIR SPEC-PROJ 2174 - 2396
9KWO WTHRZ HOME ASSMT & REPAIR SPEC PROJ 2201 - 2675
HEALTH SERVICES UNIT (OT)
CLASS SALARY
CODE CLASSIFICATION RANGE
V9WF ACCOUNT REP/CCC HEALTH PLAN 3198 - 3887
VFWG BIOMEDICAL EQUIPMENT TECH 1 3759 - 4144
VFVD BIOMEDICAL EQUIPMENT TECH II 4137 - 4561
CW03 CALWORKS COMM HLTH WORKER 1 1845 - 2248
V8VG CARDIAC ULTRASONAGRAPHER 3409 - 4144
V8WD CARDIOLOGY TECHNICIAN 1 2484 - 3. 019
V8VC CARDIOLOGY TECHNICIAN II 2608 - 3170
VBSK CHILD HLTH & DISABILITY PREV DENTAL HYG 3464 - 4211
VF7B CLINICAL LABORATORY TECHNOLOGIST 1 3497 FLAT
VFWF CLINICAL LABORATORY TECHNOLOGIST 11 3742 - 4548
VYSD CLINICAL PHARMACIST 5240 - 6688
VQTB CLINICAL PSYCHOLOGIST 3720 - 5256
V1 W1 CLINICAL PSYCHOLOGIST-PROJ 4009 - 4873
VKWC COMMUNITY HEALTH WORKER 1 2163 - 2384
VKVB COMMUNITY HEALTH WORKER II 2413 - 2933
VKTA COMMUNITY HEALTH WORKER SPEC 2559 - 3111
VFVB CYTOTECHNOLOGIST 4373 - 5315
1 K7B DIETETIC TECHNICIAN 2519 - 3061
1 KSA DIETITIAN 3355 - 4078
V7WB DISEASE INTERVENTION TECHNICIAN 2559 - 3111
VQW5 DUAL DIAGNOSIS PROG SPEC-PROJ 2985 - 3628
V4WD ENVIRONMENTAL HEALTH SPECIALIST 1 3667 - 4458
V4VB ENVIRONMENTAL HEALTH SPECIALIST II 3945 - 4795
V47B ENVIRONMENTAL HEALTH SPEC TRAINEE 3138 - 3814
V4WE ENVIRONMENTAL HEALTH TECHNCIAN 2430 - 2953
6CWA FORENSIC TOXICOLOGIST 1 3936 - 4339
6CVA FORENSIC TOXICOLOGIST 11 4286 - 5210
6CTA FORENSIC TOXICOLOGIST III 4960 - 6029
V4WG HAZARDOUS MATERIALS SPECIALIST 1 3802.- 4621
V4VC HAZARDOUS MATERIALS SPECIALIST 11 4452 - 5412
i
HEALTH SERVICES UNIT (QTl
CLASS SALARY
CODE CLASSIFICATION RANGE
V4WF HAZARDOUS MATERIALS TECHNICIAN 3171 - 3497
VMWD HEALTH EDUCATION SPECIALIST 2839 - 3451
VMW4 HEALTH EDUCATION SPECIALIST-PROJ 2839 - 3451
VCVC HEALTH PLAN MEDI-CAL OUTREACH REP 3065 - 3827
VCVB HEALTH PLAN SALES REPRESENTATIVE 2720 - 3306
VFWE HISTOTECHNICIAN 3227 - 3922
V9TF HEALTH PLAN MEMBER SVCS COORD 3198 - 3887
V9VE HEALTH P LAN MEMBER SVCS COUNS 2769 - 3366
V9WE HOME ECONOMIST 3214 - 3907
VBWC JUNIOR RADIOLOGIC TECHNOLOGIST 3054 - 3713
V09C LABORATORY TECHNICIAN 2427 - 2950
V092 LABORATORY TECHNICIAN-PROJ 2427 - 2950
VQBA MH CLINIC SPEC-UNLICENSED 3372 - 4535
V2WC MENTAL HEALTH ACTIVITIES SPECIALIST 3230 - 3926
VQS2 MENTAL HEALTH CLINIC SPEC-PROJ 3373 - 5008
VQSB MENTAL HEALTH CLINIC SPECIALIST 3373 - 5008
VQWD MENTAL HEALTH SPECIALIST 1 2709 - 3631
VQVA MENTAL HEALTH SPECIALIST II 3055 - 4317
VQW4 MENTAL HEALTH SPECIALIST I-PROJ 2709 - 3631
VQV1 MENTAL HEALTH SPECIALIST II-PROJ 3055 - 4327
VQW3 MENTAL HEALTH COM SUP WKR-PROJ 2042 FLAT
VQW2 MENTAL HEALTH RES SUP WKR-PROJ 2241 FLAT
VSVG OCCUPATIONAL THERAPIST 1 3824 - 4427
VSVH OCCUPATIONAL THERAPIST II 3965 - 4819
VSVK OCCUPATIONAL THERAPIST PER-DIEM 6065 FLAT
VVWA PHARMACIST 1 5419 - 6273
VYTA PHARMACIST II 5240 - 6688
VY913 PHARMACY TECHNICIAN 2466 - 2998
VSVE PHYSICAL THERAPIST 1 3824 - 4427
VSVF PHYSICAL THERAPIST II 3965 - 4819
VSVJ PHYSICAL THERAPIST PER-DIEM 6065 FLAT
V2W1 PSYCHOLOGIST-PROJ 3464 - 4211
VKW3 PUBLIC HEALTH AIDE-PROJ 1962 - 2384
VMSC PUBLIC HEALTH DENTAL HYGIENIST 3179 - 3864
VOWA PUBLIC HEALTH MICROBIOLOGIST 3890 - 4503
HEALTH SERVICES UNIT (QTl
CLASS SALARY
CODE CLASSIFICATION RANGE
WXA PUBLIC HEALTH NURSE 4888 - 6257
WX1 PUBLIC HEALTH NURSE-PROJ 4888 - 6257
V9W6 PUBLIC HEALTH NUTRITIONIST 3538 - 4300
VSVC RECREATION THERAPIST 3116 - 3788
VSWE RESPIRATORY CARE PRACTITIONER I 2803 - 3407
VSVD RESPIRATORY CARE PRACTITIONER IL 3430 - 4169
V4SE RISK REDUCTION SPECIALIST 3802 - 4621
VFfA SR CLINICAL LABORATORY TECHNOLOGIST 4073 - 4951
VFVC SR CYTOTECHNOLOGIST 4579 - 5565
V7V6 SR DISEASE INTERVENTION TECHNICIAN 3719 - 4521
VMWE SR HEALTH EDUCATION SPECIALIST 3701 - 4498
VMWS SR HEALTH EDUCATION SPECIALIST-PROJ 3701 - 4498
VQTA SR MENTAL HEALTH COUNSELOR 5011 FLAT
VQXC SR MENTAL HEALTH WORKER 3632 FLAT
VOTC SR PUBLIC HEALTH MICROBIOLOGIST 4068 - 4966
V9TE SR PUBLIC HEALTH NUTRITIONIST 3894 - 4733
V8VA SR RADIOLOGIC TECHNOLOGIST 3616 - 4396
VSVD SPEECH PATHOLOGIST 3624 -4405
VHVC SUBSTANCE ABUSE COUNSELOR 2837 - 3448
VHV3 SUBSTANCE ABUSE COUNSELOR-PROJ 2837 - 3448
VHWE SUBSTANCE ABUSE COUNSELOR TRAINEE 2100 - 2522
VHTC SUBSTANCE ABUSE LEAD COUNSELOR 3033 - 3687
VSWF THERAPY ASSISTANT 2712 - 3296
VSWH THERAPY ASSISTANT-PER DIEM 4561 FLAT
V8VD ULTRASOUND TECHNOLOGIST I 3409 - 4144
V8T8 ULTRASOUND TECHNOLOGIST II 3734 - 4539
V4WC VECTOR CONTROL TECHNICIAN 2261 - 2477
INVESTIGATIVE UNIT (QV)
CLASS SALARY
CODE CLASSIFICATION RANGE
SMWJ COLLECTION ENFORCEMENT OFFICER 1 2381 - 2895
SMVD COLLECTION ENFORCEMENT OFFICER 11 3054 - 3713
SMV1 COURT COLLECTIONS AGENT 3054 - 3713
SMWF FAMILY SUPPORT COLL OFCR-SCHED A 2582 - 3139
SMVB FAMILY SUPPORT COLL OFCR-SCHED B 2946 - 3581
SMTA FAMILY SUPPORT COLL OFCR-SCHED C 3299 - 4010
S5WB FIELD TAX COLLECTOR 2669 - 3244
2Y7A PARALEGAL 2734 - 3323
S5WC SR FIELD TAX COLLECTOR 2964 - 3603
LIBRARY UNIT
CLASS SALARY
CODE CLASSIFICATION RANGE
3KWC BOOKMENDER 2060 - 2504
3AHA BRANCH LIBRARIAN 3916 - 5002
3AWA LIBRARIAN 3215 -4107
3KT8 LIBRARY ASSISTANT ADVANCE LEVEL 2863 - 3656
3KV6 LIBRARY ASSISTANT JOURNEY 2340 - 2988
3KT3 LIBRARY ASSISTANT I-PROJ 2126 - 2715
3KT4 LIBRARY ASST-ADVANCED LEVEL-PROD 2863 - 3656
3KT1 LIBRARY COMM RESOURCE SPEC-PROJ 2847 - 3173
3AV3 LIBRARY LITERACY SPEC-PROJ 2483 - 3171
3AVB LIBRARY LITERACY SPECIALIST 2483 - 3171
3AVA LIBRARY SPECIALIST 3699 - 4723
3AHC SENIOR BRANCH LIBRARIAN 4255 - 5435
PROBATION UNIT (QY)
CLASS SALARY
CODE CLASSIFICATION RANGE
7AWA DEPUTY PROBATION OFFICER 1 2569 - 3123
7AVA DEPUTY PROBATION OFFICER II 3355 - 4078
TATA DEPUTY PROBATION OFFICER III 3794 - 4612
7KWB PROBATION COUNSELOR 1 2459 - 2989
7KVB PROBATION COUNSELOR 11 2997 - 3643
7KV3 PROBATION COUNSELOR II-PROJ 2997 - 3643
7KTB PROBATION COUNSELOR III 3352 - 4074
26SC PUBLIC DEFENDER CLIENT SVCS SPEC 3875 - 4710
26SB PUBLIC DEFENDER LIAISON AIDE 2119 - 2575
CONTRA COSTA COUNTY
EMPLOYEES ASSOCIATION, LOCAL NO. ONE
CLASS & SALARY LISTING
EFFECTIVE OCTOBER 1, 2000
AGRICULTURE & ANIMAL SERVICES UNIT (QA)
CLASS SALARY
CODE CLASSIFICATION RANGE
BATA AGRICULTURAL BIOLOGIST TRAINEE 2444 - 2971
BAWA AGRICULTURAL BIOLOGIST 1 3406 - 4140
BAVA AGRICULTURAL BIOLOGIST II 3682 - 4476
BATB AGRICULTURAL BIOLOGIST III 4325 - 5257
BJWC ANIMAL CENTER TECHNICIAN 2481 - 3016
BJWD ANIMAL SERVICES OFFICER 2712 - 3634
BJTD ANIMAL SERVICES SERGEANT 2985 - 3628
V4TB LEAD VECTOR CONTROL TECHNICIAN 2685 - 3264
B9W1 PEST DETECTION SPEC-PROJ 2672 FLAT
BKVA REGISTERED VETERINARY TECH 2672 - 3247
BJTC SENIOR ANIMAL CENTER TECHNICIAN 3176 - 3860
BW7A WEIGHTS AND MEASURES INSP TRAINEE 2344 - 2849
BWWA WEIGHTS AND MEASURES INSPECTOR 1 3406 - 4140
BWVA WEIGHTS AND MEASURES INSPECTOR II 3682 - 4476
BWTB WEIGHTS AND MEASURES INSPECTOR III 4325 - 5257
ATTENDANT- LVN - AIDE UNIT (QBI
CLASS SALARY
CODE CLASSIFICATION RANGE
V9W4 AFTER SCHOOL PROG TEACHER-PROJ 1981 - 2408
VT7F ANESTHESIA TECHNICIAN 2388 - 3046
1 EWA CENTRAL SUPPLY TECHNICIAN 2391 - 2906
VQWC CONSVRSHIP/GUARDIANSHIP PROG AIDE 2323 - 2823
VSWG DEVELOPMENTAL PROGRAM AIDE 2845 - 3458
VKWA HOME HEALTH AIDE 1 2344 - 2849
VKVA HOME HEALTH AIDE II 2653 - 3225
VTWA HOSPITAL ATTENDANT 2170 - 2638
VT7H INTERIM PERMIT VOCATIONAL NURSE 2524 FLAT
1 ETB LEAD CENTRAL SUPPLY TECHNICIAN 2569 - 3123
V9VD LEAD REGISTERED DENTAL ASST 2775 - 3373
VT7G LICENSED VOCATIONAL NURSE 3157 - 4032
V9WC MORGUE ATTENDANT 2252 - 2737
VT7E ORTHOPEDIC TECHNICIAN 2367 - 3023
VQWB PSYCHIATRIC TECHNICIAN 3014 - 3850
VMWC PUBLIC HEALTH DENTAL ASSISTANT 2104 - 2557
64WP PUBLIC SERVICE OFFICER 3121 - 3441
V9WG REGISTERED DENTAL ASSISTANT 2593 - 3151
VSTA SENIOR DEVELOPMENTAL PROGRAM AIDE 3138 - 3814
VMVB SENIOR PUBLIC HEALTH DENTAL ASST 2420 - 2941
64TC SENIOR PUBLIC SERVICE OFFICER 3278 - 3614
VT7B SURGICAL TECHNOLOGIST 2792 - 3564
VSWA THERAPIST AIDE 2845 - 3458
BUILDING TRADES UNIT (QE)
CLASS SALARY
CODE CLASSIFICATION RANGE
GFWB CARPENTER 4187 - 4617
GFWA ELECTRICIAN 4302 - 4743
GFTC LEAD CARPENTER 4707 - 5189
GFTA LEAD ELECTRICIAN 4923 - 5428
GFTB LEAD PAINTER 4707 - 5189
GFTE LEAD STEAMFITTER 5490 - 6053
GFWE PAINTER 4187 - 4617
GFWG ROOFER 4142 - 4566
GFVA STEAMFITTER 4797 - 5289
DEPUTY PUBLIC DEFENDERS UNIT (QF)
CLASS SALARY
CODE CLASSIFICATION RANGE
25WA DEPUTY PUBLIC DEFENDER 1 4378 FLAT
25VA DEPUTY PUBLIC DEFENDER II 5378 - 6537
25TB DEPUTY PUBLIC DEFENDER 111 6601 - 8023
25TA DEPUTY PUBLIC DEFENDER IV 7585 - 9219
25W2 DEPUTY PD SPECIAL ASSIGNMENT-EX 4253 FLAT
6N75 PUBLIC DEFENDER INVESTIGATOR AIDE 2048 - 2489
6N7A PUBLIC DEFENDER INVESTIGATOR ASST 2259 - 2745
6NWA PUBLIC DEFENDER INVESTIGATOR 1 3802 - 4621
6NVA PUBLIC DEFENDER INVESTIGATOR II 4351 - 5289
6NVB SR PUBLIC DEFENDER INVESTIGATOR AIDE 2882 - 3504
I
I
I
ENGINEERING UNIT (QM)
CLASS SALARY
CODE CLASSIFICATION RANGE
DYVA ASSISTANT REAL PROPERTY AGENT 3570 - 4339
DYTA ASSOCIATE REAL PROPERTY AGENT 4244 - 5416
DRWB AUDITOR-APPRAISER 1 3831 - 4224
DRVA AUDITOR-APPRAISER it 3859 - 4691
NPWB COMPUTER AIDED DRAFTING OPERATOR 3496 - 4249
NP7A COMPUTER AIDED DRATING OPER-TRAINEE 3005 - 3313
GFWD DRAFTING ESTIMATOR 3659 - 4034
51VC ENVIRONMENTAL ASSISTANT 3322 - 4038
SHWB GRAPHIC DESIGNER 2877 - 3497
5HWA GRAPHICS TECHNICIAN 1 2293 - 2787
5HVA GRAPHICS TECHNICIAN II 2900 - 3525
NPWA JUNIOR DRAFTER 2293 - 2787
DYWA JUNIOR REAL PROPERTY AGENT 2624 - 3189
NPTA LEAD COMPUTER AIDED DRAFTING OPER 3772 - 4584
51 WB PLANNING TECHNICIAN 1 2551 - 3101
51 VB PLANNING TECHNICIAN II 2935 - 3567
DY713 REAL PROPERTY TECHNICAL ASST 2805 - 3583
DRTA SENIOR AUDITOR-APPRAISER 4556 - 5538
NPVA SENIOR DRAFTER 3110 - 3780
DYTB SENIOR REAL PROPERTY AGENT 4754 - 5924
DY7C SENIOR REAL PROPERTY TECH ASST 3322 - 4038
NPHB SUPERVISING DRAFTER 3760 - 4571
N4WA TRAFFIC SAFETY INVESTIGATOR 2900 - 3525
FAMILY & CHILDREN'S SERVICES (QO)
CLASS SALARY
CODE CLASSIFICATION RANGE
99S3 C D EDUCATION SPECIALIST-PROJ 2079 - 2527
99S1 C D FISCAL CLERK-PROJ 1649 - 2004
99W8 C D SUPPORT SERVICES ASST-PROJ 1478 - 1797
99W7 C D TEACHER ASSISTANT-PROJ 1030 - 1251
99V6 FCS TEACHER ASST-PROJ-SUBSTITUTE 1040 - 1264
99V3 C D TEACHER-PROJ 1285 - 1562
99V4 FCS TEACHER-PROJ-SUBSTITUTE 1298 - 1578
98V1 CHILD NUTRITION FOOD SVCS ASST-PROJ 1274 - 1548
98W1 CHILD NUTRITION WORKER I-PROJ 1109 - 1348
98G1 CHILD NUTRITION WORKER II-PROJ 1548 - 1882
98G2 CHILD NUTRITION WORKER III-PROJ 1672 - 2032
9JW1 C S DOMESTIC SERVICES WORKER-PROD 1595 - 1939
9JT1 C S SECRETARY-PROJ 2076 - 2407
98V1 CHILD NUTRITION FOOD SVCS ASST-PROJ 1274 - 1548
9JW1 C S DOMESTIC SERVICES WORKER-PROJ 1595 - 1939
9KV2 H S ACCOUNTING ASSISTANT-PROJ 2348 - 2854
99SO H S BUS DRIVER-PROJ 1626 - 1976
9HN3 H S HEAD TEACHER-PROJ 2323 - 2823
9HV2 H S HOME BASE WORKER-PROJ 2068 - 2514
9KS8 H S MENTAL HEALTH SPEC-PROJ
98S2 H S NURSE-PROJ 2806 - 3410
9KS3 H S NUTRITIONIST-PROJ 2917 - 3546
9KS6 H S PARENT AND SOC SVCS SPEC-PROJ 2309 - 2806
99S6 H S PARENT INVOLVEMENT SPEC-PROJ 2432 - 2956
9KV5 H S SECRETARY-PROJ 2308 - 3181
9KT5 H S SENIOR CLERK-PROJ 2526 - 3071
9KS9 H S SPEECH PATHOLOGIST-PROJ 3409 - 4144
9HS9 FCS TEACH ER-PROJ-SU BSTITUTE 1262 - 2335
9HR1 H S TEACHER I-PROJ 1287 - 1564
9HV1 H S TEACHER II-PROJ 1902 - 2312
91-S1 STATE PRESCHOOL EDUCATION SPEC-PROJ 1993 - 2423
FAMILY & CHILDREN'S SERVICES (Q01
CLASS SALARY
CODE CLASSIFICATION RANGE
91-180 H S RECRUITMENT/ENR SVC WKR-PROJ 1782 - 2166
9KV6 H S BEGINNING CLERK-PROJ 1738 - 2113
9MV2 FCS ASSOCIATE TEACHER-PROJ 1311 - 1594
9KV9 FSC BEGINNING CLERK-PROJ 1756 - 2134
9MW7 FSC ENR/FACILITY ASSISTANT-PROJ 1719 - 2090
9MW3 FSC FAMILY ADVOCATE-PROJ 1782 - 2166
9MH4 FSC HEAD TEACHER-PROJ 2323 - 2823
9MW4 FSC HOME BASE WORKER-PROJ 2068 - 2514
9MV3 FSC I/T ASSOCIATE TEACHER-PROJ 1311 - 1594
9MH6 FSC I/T TEACHER-PROJ 1902 - 2312
99,13 FSC INTERMEDIATE CLERK-PROJ 2192 - 2664
9MW5 FSC R/E SVC WORKER-PROJ 1782 - 2166
9MV7 FSC SECRETARY-PROJ 2308 - 3181
9KT7 FSC SENIOR CLERK-PROJ 2526 - 3071
9MW6 FSC SUPERVISOR SVC ASST-PROJ 1493 - 1815
99V6 FSC TEACHER ASSISTANT-PROJ-SUB 1040 - 1264
9MW2 FSC TEACHER ASSISTANT-PROJ 1040 - 1264
9MW1 FSC TEACHER I-PROJ 1287 - 1564
9MV1 FSC TEACHER II-PROJ 1902 - 2312
9MH5 FSC TEACHER-PROJ 1902 - 2312
91-169 FSC TEACHER-PROJ-SUB 1262 - 2335
GENERAL SERVICES AND MAINTENANCE UNIT (QST
CLASS SALARY
CODE CLASSIFICATION RANGE
FRSA ABATEMENT SPECIALIST 2979 - 3621
9BVB AIRPORT OPERATIONS SPECIALIST 3067 - 3728
9BWB AIRPORT SERVICES TECHNICIAN 1 2393 - 2909
PM7A APPRENTICE MECHANIC 3418 - 3769
9KW6 ASSESSMENT SPECIALIST-PROJ 2229 - 2710
PSSE ASST PUBLIC WORKS MAINT COOR 3437 - 4177
FAWB BUILDING INSPECTOR 1 3869 - 4266
FAVD BUILDING INSPECTOR II 4632 - 5107
FRWA BUILDING PLAN CHECKER 1 2786 - 3386
FRVA BUILDING PLAN CHECKER II 3282 - 3990
FR7A BUILDING PLAN CHECKER TRAINEE 2183 - 2654
ADWA CCTV PRODUCTION ASSISTANT 1942 - 2361
PEWD COMMUNICATIONS EQUIPMENT INSTALLER 2454 - 2983
PEWF COMMUNICATIONS EQUIPMENT SPEC 3840 - 4668
LK7A COMPUTER OPERATOR 1 2816 - 3104
LKVB COMPUTER OPERATOR II 2808 - 3414
LKTA COMPUTER OPERATOR III 3091 - 3757
1 KWA COOK 2526 - 3071
1 K7A COOK'S ASSISTANT 2062 - 2507
GK713 CUSTODIAL SERVICES AIDE 1901 - 2096
GK7A CUSTODIAN 1 2274 - 2507
GK71 CUSTODIAN I-PROJ 2274 - 2507
GKWB CUSTODIAN II 2345 - 2586
64WG DETENTION SERVICES AIDE 1950 - 2370
64VD DETENTION SERVICES WORKER 2185 - 2656
9QWA DRIVER CLERK 2444 - 2971
9QW1 DRIVER CLERK-PROJ 2444 - 2971
GENERAL SERVICES AND MAINTENANCE UNIT (QS
I
CLASS SALARY
CODE CLASSIFICATION RANGE
9XVB DUPLICATING MACHINE OPERATOR 2348 - 2854
JPSD ELECTIONS STAFF SPECIALIST 3048 - 3705
J9SA ELECTIONS TECHNICIAN 2386 - 2900
PEWE ELECTRONIC SYSTEMS SPECIALIST 3840 - 4668
PMWB EQUIPMENT MECHANIC 4007 - 4418
PSVA EQUIPMENT OPERATOR 1 3378 - 3724
PSTA EQUIPMENT OPERATOR II 3789 - 4177
PMVB EQUIPMENT SERVICE WRITER 3059 - 3373
PMVA EQUIPMENT SERVICES WORKER 3059 - 3373
PESC FIRE DIST TELECOM SPECIALIST 4457 - 5417
GMWA FIRE MAINTENANCE WORKER 3101 - 3769
RJWE FIRE PREVENTION SPECIALIST 2036 - 2474
PMTB FLEET EQUIPMENT SPECIALIST 3494 - 3853
6D7A FORENSIC TECHNOLOGIST 2747 - 3339
GPWA GARDENER 2589 - 2854
GPW2 GARDENER-PROJ 2589 - 2854
NXWB GRADING INSPECTOR 1 3869 - 4266
NXTB GRADING INSPECTOR II 4632 - 5107
GPVD GROUNDS MAINT SPEC-IRRIGATION 3498 - 3856
GPVE GROUNDS MAINT SPEC-PEST CONTROL 3673 - 4050
GPWD GROUNDS RESOURCE CTR ATTENDANT 2954 - 3257
GPW1 GROUNDS RESOURCE CTR ATTEND-PROJ 2954 - 3257
GP7A GROUNDSKEEPER 2260 - 2492
1 KHB HEAD DETENTION COOK 3869 - 4266
LTWA INFO SYSTEMS SPECIALIST 1 3033 - 3687
LTVA INFO SYSTEMS SPECIALIST II 3517 - 4275
LTTA INFO SYSTEMS SPECIALIST III 4069 - 4946
LTWB INFO SYSTEMS TECHNICIAN 1 3570 - 4339
LTWC INFO SYSTEMS TECHNICIAN I-PROJ 3570 - 4339
LTVB INFO SYSTEMS TECHNICIAN 11 3894 - 4733
1 KWC INSTITUTIONAL SERVICES AIDE 2009 - 2442
1 KVD INST SERVICES WORKER-GENERALIST 2205 - 2680
1 KVF INST SERVICES WORKER-LEAD 3073 FLAT
1 KVE INST SERVICES WORKER-SPECIALIST 2813 FLAT
GENERAL SERVICES AND MAINTENANCE UNIT (QSI
CLASS SALARY
CODE CLASSIFICATION RANGE
PSWB LABORER 2730 - 3010
9BTA LEAD AIRPORT OPERATIONS SPECIALIST 3372 - 4099
9KT6 LEAD ASSESSMENT SPECIALIST-PROJ 2539 - 3086
9XTC LEAD CENTRAL SERVICES TECHNICIAN 3070 - 3731
1 KTA LEAD COOK 2987 -3293
GKT13 LEAD CUSTODIAN 2665 - 2938
64TB LEAD DETENTION SERVICES WORKER 2531 - 3077
PETD LEAD ELECTRONICS EQUIPMENT SPEC 4223 - 5132
GPTA LEAD GARDENER 3759 - 4144
GPT4 LEAD GARDENER-PROJ 3759 - 4144
91VD, LEAD MATERIALS TECHNICIAN 3399 - 4132
GWTA LEAD OPERATING ENGINEER 3991 - 4400
GPTD LEAD RESOURCE CENTER ATTENDANT 3401 - 3750
GWTC LEAD STATIONARY ENGINEER 4280 - 4719
PETC LEAD TELECOMMUNICATIONS SPEC 4223 - 5132
9KT4 LEAD WEATHER/HOME REPAIR SPEC-PROJ 2229 - 2710
GKTA LEAD WINDOW WASHER 2631 - 2900
9XWD MAILING MACHINE OPERATOR 2348 - 2854
91VC MATERIALS TECHNICIAN 3101 - 3769
FATB MECHANICAL INSPECTOR 4206 - 5112
9XWA MICROFILM TECHNICIAN 1 2009 - 2442
9XW4 MICROFILM TECHNICIAN I-PROJ 1995 - 2425
9XVA MICROFILM TECHNICIAN II 2499 -3037
9XV1 MICROFILM TECHNICIAN II-PROJ 2499 - 3037
9XTA MICROFILM TECHNICIAN III 2519 - 3061
9XT1 MICROFILM TECHNICIAN III-PROJ 2519 - 3061
9XWC OFFICE SERVICES WORKER 1964 - 2387
GWWA OPERATING ENGINEER 1 3135 - 3810
ALHC PRECINCT COORDINATOR 3282 - 3990
9XWE REPROGRAPHICS TECHNICIAN 1 . 1772 - 2153
9XVD REPROGRAPHICS TECHNICIAN II 2595 - 3155
PSWA ROAD MAINTENANCE CARPENTER 3862 - 4258
PSWD ROAD MAINTENANCE CARPENTER APPR 3378 - 3724
GENERAL SERVICES AND MAINTENANCE UNIT (QS)
CLASS SALARY
CODE CLASSIFICATION RANGE
FATE SR BUILDING INSPECTOR 5008 - 5521
FRTA SR BUILDING PLAN CHECKER 3642 - 4427
NXTA SR GRADING INSPECTOR 4542 - 5521
PETB SR COMMUNICATIONS EQUIP SPEC 4223 - 5132
PSTD SR VEGETATION MGMT TECHNICIAN 4345 - 4790
999A SPECIAL QUALIFICATIONS WORKER 1685 - 2048
999F SPECIAL SERVICES WORKER 1 1685 - 2048
999G SPECIAL SERVICES WORKER 11 1938 - 2356
PSTC SPECIALTY CREW LEADER 3789 - 4177
PETE SR TELECOM INFRASTRUCTURE SPEC 4223 - 5132
GWTB STATIONARY ENG SYSTEMS SPEC 4234 - 4668
GWVC STATIONARY ENGINEER 3755 - 4140
91 VA STOREKEEPER 2828 - 3438
91 WC STOREROOM CLERK 2192 - 2664
91 W1 STOREROOM CLERK-PROJ 2192 - 2664
PEWK TELECOM INFRASTRUCTURE SPEC 3840 - 4668
PEWG TELECOMMUNICATIONS SPEC 3840 - 4668
PSVB TRAFFIC SIGN COORDINATOR 3378 - 3724
GPWC VEGETATION MANAGEMENT TECHNICIAN 3398 - 3746
65SA VICTIM WITNESS ASST PRG SPEC 2880 - 3500
P6WA WATER QUALITY CONTROL OPERATOR 1 3219 - 3549
P6VB WATER QUALITY CONTROL OPERATOR II 3547 - 3911
P6WC WATER QUALITY OPERATOR IN TRAINING 2648 - 3218
GKWA WINDOW WASHER 2407 - 2654
GP9A WORK PROGRAM AIDE 1457 FLAT
GPT2 WORK PROGRAM CREW LEADER I-PROJ 2954 - 3257
GPTC WORK PROGRAM CREW LEADER II 3537 - 3899
GPT3 WORK PROGRAM CREW LEADER II-PROJ 3537 - 3899
9KW7 WTHRZ HOME REPAIR SPEC-PROJ 2240 - 2469
9KWO WTHRZ HOME ASSMT & REPAIR SPEC PROJ 2268 - 2756
HEALTH SERVICES UNIT (Qi)
CLASS SALARY
CODE CLASSIFICATION RANGE
V9WF ACCOUNT REP/CCC HEALTH PLAN 3295 - 4006
VFWG BIOMEDICAL EQUIPMENT TECH 1 3873 - 4270
VFVD BIOMEDICAL EQUIPMENT TECH II 4263 - 4700
CW03 CALWORKS COMM HLTH WORKER 1 1901 - 2316
VBVG CARDIAC ULTRASONAGRAPHER 3513 - 4270
VBWD CARDIOLOGY TECHNICIAN 1 2559 - 3111
VBVC CARDIOLOGY TECHNICIAN II 2688 - 3267
VBSK CHILD HLTH & DISABILITY PREV DENTAL HYG 3570 - 4339
VF713 CLINICAL LABORATORY TECHNOLOGIST 1 3603 FLAT
VFWF CLINICAL LABORATORY TECHNOLOGIST Il 3855 - 4686
VYSD CLINICAL PHARMACIST 5399 - 6891
VQTB CLINICAL PSYCHOLOGIST 3833 - 5416
V1W1 CLINICAL PSYCHOLOGIST-PROJ 4131 - 5021
VKWC COMMUNITY HEALTH WORKER 1 2229 - 2457
VKVB COMMUNITY HEALTH WORKER II 2486 - 3022
VKTA COMMUNITY HEALTH WORKER SPEC 2637 - 3205
VFVB CYTOTECHNOLOGIST 4506 - 5477
1 K7B DIETETIC TECHNICIAN 2595 - 3155
1 KSA DIETITIAN 3457 - 4203
V7WB DISEASE INTERVENTION TECHNICIAN 3157 - 3837
VQW5 DUAL DIAGNOSIS PROG SPEC-PROJ 3076 - 3739
V4WD ENVIRONMENTAL HEALTH SPECIALIST 1 3779 - 4594
V4VB ENVIRONMENTAL HEALTH SPECIALIST II 4065 - 4941
V47B ENVIRONMENTAL HEALTH SPEC TRAINEE 3233 - 3930
V4WE ENVIRONMENTAL HEALTH TECHNCIAN 2503 - 3043
6CWA FORENSIC TOXICOLOGIST 1 4056 - 4471
6CVA FORENSIC TOXICOLOGIST II 4417 - 5369
6CTA FORENSIC TOXICOLOGIST III 5111 - 6212
V4WG HAZARDOUS MATERIALS SPECIALIST 1 3918 -4762
V4VC HAZARDOUS MATERIALS SPECIALIST 11 4588 - 5576
HEALTH SERVICES UNIT (QT)
CLASS SALARY
CODE CLASSIFICATION RANGE
V4WF HAZARDOUS MATERIALS TECHNICIAN 3268 - 3603
VMWD HEALTH EDUCATION SPECIALIST 2926 - 3556
VMW4 HEALTH EDUCATION SPECIALIST-PROJ 2926 - 3556
VCVC HEALTH PLAN MEDI-CAL OUTREACH REP 3158 - 3944
VCVB HEALTH PLAN SALES REPRESENTATIVE 3563 - 4330
VFWE HISTOTECHNICIAN 3325 - 4042
V9TF HEALTH PLAN MEMBER SVCS COORD 3295 - 4006
V9VE HEALTH P LAN MEMBER SVCS COUNS 2854 - 3469
V9WE HOME ECONOMIST 3457 - 4203
VBWC JUNIOR RADIOLOGIC TECHNOLOGIST 3147 - 3826
V09C LABORATORY TECHNICIAN 2590 - 3148
V092 LABORATORY TECHNICIAN-PROJ 2590 - 3148
VQBA MH CLINIC SPEC-UNLICENSED 3475 - 4673
V2WC MENTAL HEALTH ACTIVITIES SPECIALIST 3329 - 4046
VQS2 MENTAL HEALTH CLINIC SPEC-PROJ 3476 - 5160
VQSB MENTAL HEALTH CLINIC SPECIALIST 3476 - 5160
VQWD MENTAL HEALTH SPECIALIST 1 2792 - 3741
VQVA MENTAL HEALTH SPECIALIST II 3148 - 4448
VQW4 MENTAL HEALTH SPECIALIST I-PROJ 2792 - 3741
VQV1 MENTAL HEALTH SPECIALIST II-PROJ 3148 - 4448
VQW3 MENTAL HEALTH COM SUP WKR-PROJ 2104 FLAT
VQW2 MENTAL HEALTH RES SUP WKR-PROJ 2309 FLAT
VSVG OCCUPATIONAL THERAPIST 1 3940 - 4561
VSVH OCCUPATIONAL THERAPIST 11 4086 - 4966
VSVK OCCUPATIONAL THERAPIST PER-DIEM 6249 FLAT
VYWA PHARMACIST 1 5584 - 6464
VYTA PHARMACIST 11 5399 - 6891
VY913 PHARMACY TECHNICIAN 2541 - 3089
VSVE PHYSICAL THERAPIST 1 3940 - 4561
VSVF PHYSICAL THERAPIST 11 4086 - 4966
VSVJ PHYSICAL THERAPIST PER-DIEM 6249 FLAT
V2W1 PSYCHOLOGIST-PROJ 3570 - 4339
VKW3 PUBLIC HEALTH AIDE-PROJ 2021 - 2457
VMSC PUBLIC HEALTH DENTAL HYGIENIST 3276 - 3982
VOWA PUBLIC HEALTH MICROBIOLOGIST 4008 - 4640
HEALTH SERVICES UNIT (QTJ
CLASS SALARY
CODE ' CLASSIFICATION RANGE
VVXA PUBLIC HEALTH NURSE 5037 - 6447
VVX1 PUBLIC HEALTH NURSE-PROJ 5037 - 6447
V9WB PUBLIC HEALTH NUTRITIONIST 3646 - 4431
V5VC RECREATION THERAPIST 3211 - 3903
V5WE RESPIRATORY CARE PRACTITIONER 1 2888 - 3511
V5VD RESPIRATORY CARE PRACTITIONER II 3534 - 4296
V4SE RISK REDUCTION SPECIALIST 3918 - 4762
VFTA SR CLINICAL LABORATORY TECHNOLOGIST 4197 - 5102
VFVC SR CYTOTECHNOLOGIST 4718 - 5735
V7VB SR DISEASE INTERVENTION TECHNICIAN 3832 - 4658
VMWE SR HEALTH EDUCATION SPECIALIST 4077 - 4956
VMW5 SR HEALTH EDUCATION SPECIALIST-PROJ 4077 - 4956
VQTA SR MENTAL HEALTH COUNSELOR 5163 FLAT
VQXC SR MENTAL HEALTH WORKER 3742 FLAT
VOTC SR PUBLIC HEALTH MICROBIOLOGIST 4210 - 5117
V9TE SR PUBLIC HEALTH NUTRITIONIST 4013 - 4877
V8VA SR RADIOLOGIC TECHNOLOGIST 3727 - 4530
VSVD SPEECH PATHOLOGIST 3734 - 4539
VHVC SUBSTANCE ABUSE COUNSELOR 3667 - 4458
VHV3 SUBSTANCE ABUSE COUNSELOR-PROJ 3667 - 4458
VHWE SUBSTANCE ABUSE COUNSELOR TRAINEE 2164 - 2630
VHTC SUBSTANCE ABUSE LEAD COUNSELOR 3921 - 4767
V5WF THERAPY ASSISTANT 2794 - 3397
V5WH THERAPY ASSISTANT-PER DIEM 4700 FLAT
V8VD ULTRASOUND TECHNOLOGIST 1 3873 - 4270
V8TB ULTRASOUND TECHNOLOGIST II 3848 - 4677
V4WC VECTOR CONTROL TECHNICIAN 2330 - 2832
INVESTIGATIVE UNIT (QV)
CLASS SALARY
CODE CLASSIFICATION RANGE
SMWJ COLLECTION ENFORCEMENT OFFICER 1 2454 - 2983
SMVD COLLECTION ENFORCEMENT OFFICER II 3221 - 3915
SMV1 COURT COLLECTIONS AGENT 3221 - 3915
SMWF FAMILY SUPPORT COLL OFCR-SCHED A 2672 - 3247
SMVB FAMILY SUPPORT COLL OFCR-SCHED B 3064 - 3724
SMTA FAMILY SUPPORT COLL OFCR-SCHED C 3399 - 4132
SSWB FIELD TAX COLLECTOR 2750 - 3343
2Y7A PARALEGAL 2817 - 3424
SSWC SR FIELD TAX COLLECTOR 3054 - 3713
LIBRARY UNIT
CLASS SALARY
CODE CLASSIFICATION RANGE
3KWC BOOKMENDER 2123 - 2580
3AHA BRANCH LIBRARIAN 4406 - 5628
3AWA LIBRARIAN 3329 - 4254
3KTB LIBRARY ASSISTANT ADVANCE LEVEL 2994 - 3824
3KVB LIBRARY ASSISTANT JOURNEY 2447 - 3125
3KT3 LIBRARY ASSISTANT I-PROJ 2190 - 2798
3KT4 LIBRARY ASST-ADVANCED LEVEL-PROJ 2994 - 3824
3KT1 LIBRARY COMM RESOURCE SPEC-PROJ 2563 - 3270
3AV3 LIBRARY LITERACY SPEC-PROJ 2559 - 3268
3AVB LIBRARY LITERACY SPECIALIST 2559 - 3268
3AVA LIBRARY SPECIALIST 3819 - 4876
3AHC SENIOR BRANCH LIBRARIAN 4577 - 5847
PROBATION UNIT (QY)
CLASS SALARY
CODE CLASSIFICATION RANGE
7AWA DEPUTY PROBATION OFFICER 1 2648 - 3218
7AVA DEPUTY PROBATION OFFICER II 3675 - 4467
TATA DEPUTY PROBATION OFFICER III 3925 - 4771
7KWB PROBATION COUNSELOR 1 2603 - 3164
7KVB PROBATION COUNSELOR II 3457 - 4203
7KV3 PROBATION COUNSELOR II-PROJ 3457 - 4203
7KTB PROBATION COUNSELOR III 3671 - 4462
26SC PUBLIC DEFENDER CLIENT SVCS SPEC 3993 - 4853
26SB PUBLIC DEFENDER LIAISON AIDE 21.83 - 2654
ATTACHMENT N
LABOR COALITION—1999 NEGOTIATIONS
ALL EMPLOYEE ORGANIZATIONS COUNTY COUNTER TO COAUTION NOs. 3Ag 42&20
Presented: 09/24/99
Revised: 09/30/99
TENTATIVE AGREEMENT
MEDICAL/DENTALILIFE 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
(50150) the amount of any premium increases
DENTAL PLAN SUBVENTION
Effective January 1, 2000, the County subvention for Dental plans will be as follows:
Delta Dental/CCHP A/B 98%
PMI Delta Care/CCHP A/B 98%
Delta Dental 78%
PMI Delta Care 78% at 3 year rate guarantee
Dental Only County pays all but .01
MEDICAL PLAN ENHANCEMENTS
Effective January 1, 2000 benefits will be added to the medical plans as follows:
CCHP A
rcupuncture 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
iELTA DENTAL PLAN ENHANCEMENTS
Increase Annual Ma)amum from $1200 per member to:
$1400 11112000
$1500 1/1/2001
$1600 1/1/2002
DOMESTIC PARTNER
Domestic Partner and dependents eligible to participate in health/dental coverage contingent upon
meeting eligibility and enrollment requirements.
LIFE INSURANCE
Effective January 1. 2000 increase coverage from $3000 to $7500 for employees enrolled in either a
health and/or dental plan.
HEALTH CARE OVERSIGHT COMMITTEE
he Committee shall continue in its current format.
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.
PIAN MODIFICATIONS
It is understood that the County shall not seek to discontinue or modify any health or dental plan
currently provided. However, if a provider discontinues or modifies benefits pursuant to the provider's
agreement with the County, the County shall immediately, upon knowledge of this potential, meet and
confer regarding replacement or proposed modification to the contract with the provider.
Replaces:
Local One—Attachment N
Local 512—Attachment B
Local 535 R&F—Attachment D
Local 535 Supv—Attachment C
Local 2700—Attachment E
CNA—Attachment C
WCE —Attachment A
TENTATIVE AGREEMENT
Dated: I
CONTRA CQ STA CO TY LABO OALITIO
42
lFs('
A. 6C
� Wc�
ATTAMWENT O
LETTER OF UNDERSTANDING
This letter will confirm agreements reached between CONTRA COSTA COUNTY
EMPLOYEES ASSOCIATION, LOCAL 1 and CONTRA COSTA COUNTY through the recent meet
and confer process pertaining to temporary and provisional employees.
1. Recognition. Contra Costa County Employees Association, Local 1 is the
.formally recognized employee organization for temporary employees, not
including emergency appointments and retiree temporary appointments,
who are employed by Contra Costa County in those ' classifications
covered by the Memorandum of Understanding between Contra Costa County
Employees Association, Local 1 and Contra Costa County.
2. Emergency appointments as defined in Section 809 of the Personnel
Management Regulations, and retiree temporary appointments as provided
for in Government Code, Section 31680.2, are not covered by this
Letter of Understanding.
3. Agency Shoo:
a. All covered temporary employees, as specified in paragraph 1
above, shall either:
1. Become and remain a member of the Union and pay an agency
shop fee of one percent (lA) of their regular pay to a
maximum of ten dollars ($10.00) per semi-monthly pay period;
or
2. Pay to the Union an agency shop service fee of the amount-
specified
mountspecified in "3a1" above; or
3. Do both of the following:
a. Execute a written declaration that the employee is a
member of a bonafide religion, body or sect which has
historically held a conscientious objection to joining or
financially supporting any public employee organization
as a condition of employment; and
b. Pay a sum equal to the agency shop service fee specified
in "3a2" above to a non-religious, non-labor charitable
fund chosen by the employee from those listed in the
Memorandum of Understanding between Contra Costa County
Employees Association, Local 1 and Contra Costa County.
b: No initiation fee or special assessments shall be required of
these employees.
C. The amount of the agency shop servicefee shall not exceed ten
dollars ($10.00) . in any semi-monthly pay period. If the payroll
service fee flat percentage deduction exceeds $10.00 on any
semi-monthly pay period, the Union agrees to refund to the
employee the excess amount. The timing and method of refund
shall be the sole responsibility of the Union.
RESOLUTION NO. 87/300
1
d. This agency shop service fee provision shall be effective on the
June 10, 1987 payroll .
4. Agency Shop Deductions.
a. A current temporary employee or a new temporary employee hired
into a job class represented by Local 1 shall be provided through
the County Personnel Department with an "Employee Authorization
For Payroll Deduction" card. Said employee shall have thirty
(30) calendar days to fully execute the authorization card of
his/her choice and return said form to the County Personnel
Department.
b. If the form is not returned within thirty (30) calendar days, or
if the Union reports than an agency shop fee has not been paid,
the employee will be subject to his/her temporary appointment
being ended by the Director of Personnel .
C. The Union shall indemnify, defend and save the County harmless
against any and all claims, demands, suits, orders, or judge-
ments, or other forms of liability that arise out of or by reason
or this Agency Shop Section, or action taken or not taken
by the County under this Section. This includes, but is not
limited to, the County's attorney fees and costs.
d. The authorization of payroll deductions described in "4a"above
shall require the employee to agree to hold the County harmless
from all claims, demands, suits or other forms of liability that
may arise against the County for or on account of any deduction
made from the wages of such employee.
5. Salary.
a. Temporary Hourly Rates. Effective May 1, 1987, for all
classifications represented by the Union, the hourly rate paid
temporary employees shall be the "1.00 hourly rate" calculated on
the salary schedule by dividing the unrounded monthly salary at
any step by 173.33.
b. Current Employees. Effective May 1, 1987, all current temporary
employees shall be placed at the salary step for their
classification which is closest to their previous "1.05 hourly
rate" (received by temporary employees in some classifications
prior to May 1, 1987) or other previous rate.
C. New Employees. Except as otherwise permitted in deep class
resolutions, temporary employees hired on or after May 1, 1987
shall generally be appointed at the minimum step of the salary
range established for the particular class to which the ap-
pointment is made. However, the Director of Personnel may
authorize an appointing authority to make a particular temporary
appointment at a step above the minimum,of the range.
-2-
RESOLUTION NO. 87/300
• r
6. Salary Increments Within Range.
a. Increment Eligibility and Salary Review. Effective May 1, 1987,
all temporary employees shall begin accumulating a record of
straight time hours worked for the purpose of a salary review to
determine whether the employee shall be advanced to the next
higher step, or other step as specified by deep class
resolutions, in the salary range for the classification.
Advancement to a higher step shall be granted only on the
affirmative recommendation of the appointing authority, based on
satisfactory performance by the employee. The appointing
authority may recommend granting the salary increment or
unconditional denial of the increment.
b. Frequency of Increments. Increments within range shall not be
granted more frequently than once per every 2080 straight time
hours worked by a temporary employee.
c. Effective Date. Step increases resulting from an approved salary
review shall be effective the first of the month following
completion of 2080 straight time hours worked and return of the
salary review report to the Personnel Department.
d. New Emoloyees. Temporary employees hired on or after May 1, 1987
at step 1 of the salary range for their classification will be
eligible for a salary review as described in "6a" above after
completion of 1040 straight time hours worked; additional salary
reviews will be after the cumulation of an additional 2080
straight time hours as described in "6b" above.
e. No provision of this section shall be construed to make the
granting of salary increments mandatory in the County.
7. Paid Time Off.
a. Effective May 1, 1987, temporary employees shall begin
accumulating a record of straight time hours worked.
b. Based upon the accumulation of straight time hours recorded ("7a"
above) , effective the first of the month following completion of
each 2080 straight time hours worked, the temporary employee
shall be credited with forty (40) hours of "paid time off".
Forty (40) hours paid time off credit is the maximum amount an
employee may have at any time.
C. Use. Paid time off (PTO) shall not be taken until "credited"
("7b" above) after completion of 2080 straight time hours worked.
PTO shall be taken by an employee only with the approval of
his/her supervisor.
-3-
RESOLUTION NO. 87/300
• t
d. Paid off at Separation. If a temporary employee terminates
his/her County employment (separates from County service), the
employee shall be paid all currently "credited" PTO hours (07b"
above) and, in addition, shall be paid off for that portion of
PTO hours earned but not yet credited on the basis of that
portion of the 2080 straight time hours worked (STHW) cumulation.
The formula for the earned but not credited payoff is: STHW
divided by 2080 multiplied by 40 multiplied by the current hourly
pay rate at separation.
e. Appointment to a Permanent Position. If a temporary employee is
appointed to a permanent position, the "credited" PTO hours and
the earned but not yet credited PTO hours, as described in "7d"
above, shall be converted to "VACATION" hours and subject to the
MOU provisions relating to VACATION.
Paid Time Off Credit for Current EmDlovees. All current
employees who are still employed on or after May 1, 1987, as
evidenced by having worked and been paid on the May 25 .payroll ,
shall be given paid time off credited under the following
conditions and calculated as follows:
1. Straight time hours worked from January 1, 1986 through April
30, 1987 shall be totalled.
2. If an employee has worked 1040 hours during that period,
thereafter he/she will earn four (4) hours PTO for each
173.33 straight time hours worked to a maximum of twenty (20)
PTO hours.
3. PTO calculated above shall be credited to the employee's PTO
account on the June 10, 1987 payroll .
4. Beginning June 16, 1987, the employee will be eligible to use
the credited PTO with the approval of his/her supervisor.
8. Provisional Employees. Contra Costa County Employees Association,
Local 1 is the formally recognized employee organization for all
provisional employees appointed by the County from "outside County
service" in classifications covered by the Memorandum of Understanding
between the County and the Union. The provisional employee will
continue to receive the salaries and benefits provided in the MOU for
provisional employees. Provisional employees shall be covered by the
agency shop provisions of the Memorandum of Understanding applicable
to permanent employees, effective with the June 10, 1987 payroll , with
the exception that provisional employees shall not be required_to pay
any initiation fee or special assessment fee.
-4-
resolution no . 87/300
t,
9. Grievance Procedure. Temporary and provisional employees covered by
this Letter of Understanding may grieve only alleged violations of the
specific terms and conditions specified in this Letter of
Understanding.
10. This Letter of Understanding is subject to meet and confer effective
July 1, 1987.
If the foregoing conforms with your understanding, please indicate your
acceptance and approval in the space provided below.
Date
B B i
Y- Y•
(Organization) Contra Costa County
WOLUTI,ON NO . 87/•3QQ
-5-
EXHIBITS
(INFORMATION/REFERENCE ONLY)
Health Services Department
Personnel Services
f OFFICE OF THE DIRECTOR
Admincsttauve otfioes
597 Center Avemm Suite 260
..- Martinez.California 94553-2658
•0 (510)313-6600
�OSr� roV I
April 1, 1992
Henry Clarke
General Manager
CCCEA-Local #1
P.O. Box 222
Martinez, CA 94553
Dear Mr. Clarke:
This is to confirm that the Personnel Committee formed to review the
current classification structure of the Alcohol and Drug Programs, as
well as other merger related issues, is preparing their report and
recommendations to be presented to the Health Services Director. The
issue of lead workers which you raised during general negotiations
,lith the ANDA/MH unit is being addressed in the merger structure.
The County will meet and confer with Local 91 on resulting
classification recommendations at the appropriate time.
Sincerely,
���
Y:) �(Jcx,v
`Lois Ellison,
Health Services Personnel Officer
LE:SP:lp
Mb (12190)
Health Services Department
Personnel Services
OFFICE OF THE DIRECTOR
-� Administrative Offices
w,L�,y ,�• 597 Center Averxw-Sui(e 260
Martinez.Catitomia 94553-2658
• } v� (510)313-6600
odsr� co5r� �
April 1, 1992
Henry Clarke
General Manager
CCCEA-Local fl
P.O. BOX 222
Martinez, CA 94553
Dear Mr. Clarke:
On November 1, 1991 the GA (General Assistance) Alcohol Program was
geographically separated form the DUI Alcohol Program staff at Hilltop
in Richmond and moved to Martinez. Although other staff were oriented
to the urinalysis machine on a voluntary basis prior to November 1,
"Q91, only one Alcohol Rehab Worker in the GA Program is currently
nducting urinalysis . DUI staff will not be required to perform
urinalysis testing at this time.
Sincerely,
Lois Ellison
H lth Services Personnel Officer
LE:SP:lp
M/0 (121901
E._ Health Services Department
Personnel Services
OFFICE OF THE DIRECTOR
` Admi%istrafive otrioes
597 Center Averw--Suite 260
�.... Martinet Catitor+nia 94553-2658
(510)313-6600
STw�oU
April 1 , 1992
Henry Clarke, Gen. Mgr.
CCC Employees Assn. Local #1
P.O. Box 222
Martinez, CA 94553
Dear Mr. Clarke:
This letter is to confirm the Health Services Department's
willingness to consider formation of a Professional Standards
Committee for the Pharmacists, pending receipt of your
suggestions as to how this can be accomplished including proposed
composition of the committee and proposed time and frequency for
meetings to be scheduled.
Sincerely,
Lois Ellison
Health Services Personnel Officer
LE:mk
n.w (1219o)
Contra Personnel Department
W
'�"/ Administration Bldg.
Costa 651 Pine Street
County Martinez. California 94553-1292
o
DATE: March 10, 1992
TO: Department Heads --
FROM: Harry D_ Cisterman, Director of Personnel
SUBJECT: Employee Discipline
An issue has come up at the bargaining table concerning the
timeliness of disciplinary actions.
Frequently several months elapse between the date the event
occurred for which the employee is being disciplined and the
imposition of the discipline.
There is a great deal of stress associated with disciplinary
actions for both the employee, the employee's family and quite
frequently the employee's supervisor. Sound management practice
dictates that disciplinary action should not be delayed. any
longer than absolutely necessary. By acting expeditiously, you
can significantly ease the burden of all those involved and also
maximize the productivity of the work unit_
Every effort should be made to process disciplinary actions
within 45 days of the violation of the agreement, rule, policy
or law that precipitated the action. Obviously, if the
situation requires a lengthy, complex investigation, delays may
be unavoidable.
HDC
CC: Phil Batchelor, County Administrator
Board of Supervisors
lblic Defender Contra ` man,
Court Street COSta µms`
H,t<eruw(h Dothec
tinez. California 94553-1297
•2481 Count/ William T. Ega,,Jr.
rtes H. James " Bruce M.weiss
April 3 , 1992
Henry Clarke, General Manager
Contra Costa County Employees Assn.
Local No. 1
P_O. Box 222
Martinez, CA 94553
Re: Book Fund - Public Defender Investigators
Dear Mr. Clarke:
Please be advised that in lieu of a book fund for individual
Public Defender Investigators, the department will accept
requests for books on a case by case basis. The department head'
will determine if the request should be honored based on the
subject matter and relevance to the job, the need for the book as
a resource to the department and budget constraints.
Any books obtained will become the property of the department and
will be ordered by the department through the Purchasing
Department. Unless specifically approved by the department head,
investigators' employee demands for reimbursement for books
purchased by an investigator will not be honored.
very trul our ,
Sanford D. Hoffman
Administrative Officer
SDH:mm /
CC: Joe Fleischmann, Personnel Department
c Costa County ru+••�-� - __�„•
lct Attorney HEMBANDOM L. Douglas pipes
r. YAHCEr Director
Suzanne Condie DATE: March 5, 1992
C.C.C. Employees Association
L. Douglas Pipes
Senior Deputy District Attorney
ECT: Agreements on Unit Proposals
This will confirm that I have agreed on behalf of the District
Attorney of Contra Costa County to four of the proposals made in
the memorandum of September 6, 1991, by Henry L. Clarke:
1. Proposal #9 . 1 agree to distribute a memorandum to
collections staff which explicitly states that cases in Collection
Team "R" banks need be reviewed by collections staff only every 3
years for modification of the support order, and that until that
time the. collections team have no ongoing responsibilities for
these cases .
2. Proposal #12. 1 agree to notify collections staff whenever
possible of vacant positions that are to be filled by transferring
collection staff and to give collections staff an opportunity to
express interest in being reassigned to the vacant position. This
agreement applies to non-promotional filling of vacancies .
Promotional filling of vacant positions is governed by Personnel
rules and office memos already in place.
3. . Proposal #16 . 1 agree to appoint a Family Support Division
building person as a safety officer for the Family Support Division
building and to advise staff that their concerns regarding staff
and working conditions safety should be directed to the safety
officer.
4 . Proposal #17 . 1 agree to delegate responsibility for
approving use of compensatory time to unit supervisors with the
understanding that supervisors will exercise this decision-making
power in a uniform and consistent manner.
LDP:ta
LDP1596
Ac
County Library Contra
1750 Oak Parte Boulevard Costa
Pleasant Hitt.t;alitornia 94523-4497 L
•a,a 646_6423115)646-6461
46_6423 County
115)646-6461
April 14, 1992 '`�"`''"`'P r -
X
Public Employees Union - Local #1
Attn: Henry Clarke, General Manager _
P.O. Box 222
Martinez, CA 94553
Dear Mr Clarke:
This confir= the understanding reached in our recent meetings regarding the following issues
concerning classes represented by the Library Unit of Local One:
L Job Classification Review: Library Administration is presently reviewing library job
classifications. Within 30 days of completion of the review the library will meet and confer with
the Union on the minimum qualifications and salary of new classes and on any proposed changes
in the minimum qualifications in current classes represented by the Union. If the County wishes
to add duties to classes represented by the Union, the Union shall be notified and upon request
of the Union representative the County will consult with the Union over such duties.
2. Changing Pays Off: Library Administration agrees to authorize branch librarians to change two
employees schedules if both agree to the change. An example of this would be if two Library
Assistants were to want to trade their days off during a given week, the branch librarian(s) would
have authorization to make such change. An L.A. at one branch who was scheduled to be off
on Friday could trade schedules with an L.A. at another (or at the same) branch who was
scheduled to be off on Saturday. Library Administration will not agree to the provision of
substitutes for inter-branch switches.
3. Schedule Changes: Library Administration agrees to allow branch librarian to make changes
to an employee's schedule as long as, in the supervisor's opinion, the change does not adversely
affect public service, that is, as long as staff availability during open hours or programs is not
diminished by the change. Library Administration will not agree to the provision of substitutes
for these changes.
4. Religious Holidays: The library agrees to make every effort to accommodate vacation requests
on religious holidays.
5. Vacations: Library Administration agrees to meet with staff to discuss a substitute budget for
1992-93 that will include provision for overlapping vacations. Library Administration will meet
and confer on any new vacation policy.
Henry Clarkc
Page 2
April 14, 1992
6. LPAC: The library agrees to continue LPAC for the duration of the MOU. LPAC is to meet at
least quarterly or more often by mutual agreement of Union and management. Library
Administration will discuss any proposed changes in the frequency. of LPAC meetings with
LPAC members before a decision is made.
7. Review of Staffing Levels: Library Administration is reviewing staffing levels and will keep
staff advised as to progress.
8. Saturday Work - Following Christmas (1992) and New Years Day (1993): Employees
working on the Saturday .`611ov.ing (Mr-is rinas 199-2 and on the Sati day following New Year's
Day (1993) will be compensated at one and one half(1-1R) times the employee's base rate of
pay (not including shift and other differentials).
Sincerely,
ANNE MARIE GOLD
County Librarian
Probdon DepartmentCOntr� T �stm
County Probation,oulcir
Armile Hd costa
202GladerDde County
Maftez,Cal(fomla 94SM 4898
F25)64648M -
925)646-4854
Within one hundred and twenty day's (120) of the approval of the MOU by the
Board of Supervisors, representatives from Local No. 1, Human Resources and
the Probation Department agree to discuss the issue of seniority for the Deputy
Probation Officer series.n,,o /�,�g.�r��n �dur s���- sea n-
DATED:
COUNTY LOCAL 1
LOCAL NO. 1
SUBJECT INDEX
Accrual of Holiday Time ..................................................................................... 56
Administration of Sick Leave.............................................................................. 67
Adoption ........................................................................................................... 178
AgencyShop ........................................................................................................ 6
Agriculture - Animal Control Unit...................................................................... 183
AnniversaryDates .............................................................................................. 25
Assignment of Classes to Bargaining Units ....................................................... 15
Attendance at Meetings...................................................................................... 17
Attendant-LVN-Aide Unit.................................................................................. 190
BilingualPay..................................................................................................... 140
Bridged Service Time ......................................................................................... 60
Building Trades Unit......................................................................................... 208
Call-Back Time ................................................................................................... 41
Catastrophic Leave Bank ................................................................................... 80
Charge for Use of Home Garaged County Vehicle.......................................... 152
ChildCare......................................................................................................... 108
Classification Studies, Special Studies, Other Actions .................................... 169
Coerced Resignations ...................................................................................... 127
Compensation Complaints ............................................................................... 138
Compensation for Loss/Damage to Personal Property ................................... 161
Compensation for Portion of Month ................................................................... 28
CompensatoryTime ........................................................................................... 39
CompetitiveExam ............................................................................................ 113
Confidentiality of Information/Records ............................................................. 108
Constructive Resignation ................................................................................. 126
Contribution ...................................................................................................... 140
Credits To and Charges Against Sick Leave ..................................................... 61
Days & Hours of Work........................................................................................ 37
Demotion .......................................................................................................... 128
Deputy Public Defender Unit............................................................................ 209
Detention Facility Meals ................................................................................... 160
Disability ............................................................................................................. 70
Dismissal .......................................................................................................... 128
DualCoverage.................................................................................................. 107
DuesDeduction .................................................................................................... 6
DuesForm.......................................................................................................... 10
- i -
Duration of Agreement ..................................................................................... 179
Employee Representation Rights..................................................................... 133
EngineeringUnit............................................................................................... 216
EntranceSalary.................................................................................................. 25
Family and Children's Services Unit ................................................................ 217
Family Care Leave or Medical Leave................................................................. 91
Filingby Union.................................................................................................. 140
FlexibleStaffing ................................................................................................ 153
FLSAProvisions............................................................................................... 180
Furlough Days Without Pay................................................................................ 89
General Services & Maintenance Unit ............................................................. 221
Grievance Procedure ....................................................................................... 133
Group Health Plan Coverage ............................................................................. 95
Harassment ...................................................................................................... 163
Hazard Pay for Health Services Employees.................................................... 167
Health Care Spending Account........................................................................ 107
HealthExamination .......................................................................................... 168
Health Services Unit......................................................................................... 231
Holiday Credit for Part-Time Employees ........................................................... 55
Holidays.............................................................................................................. 53
Intermittent Use of Leave ................................................................................... 91
InvestigativeUnit .............................................................................................. 246
Involuntary Reassignment Procedure.............................................................. 123
JuryDuty........:.................................................................................................... 99
Layoff During Probation.................................................................................... 112
Leave of Absence Return.........:................................... ........... 97
...........................
Leaveof Absence............................................................................................... 87
Leave Without Pay - Use of Accruals....................................:............................ 96
LeaveWithout Pay ............................................................................................. 87
Length of Service Definition ............................................................................. 163
LibraryUnit ....................................................................................................... 247
LunchPeriod .................................................................................................... 168
Maintenance of Membership.............................................................................. 11
MedicareRates ................................................................................................ 102
MeritBoard ....................................................................................................... 139
- ii -
Mileage Reimbursement for Use of Personal Vehicle ..................................... 152
MilitaryLeave...............................................................:...................................... 90
No Discrimination/ADA....................................................................................... 16
On-Call Duty....................................................................................................... 42
OpenExam....................................................................................................... 114
Overtime ............................................................................................................. 38
Part-Time Compensation ................................................................................... 28
Past Practices & Existing MOUs ...................................................................... 180
PayEquity .......................................................................................................... 22
Pay for Work in Higher Classification.........:....................................................... 34
Pay Warrant Errors........................................................................................... 152
Performance Evaluation Procedure ................................................................. 148
Permanent Part-time Employee Benefits......................................................... 164
Permanent-Intermittent Employee Benefits ..................................................... 164
Permanent-Intermittent Employee Health Plan................................................ 164
PERSLong Term Care .................................................................................... 107
PersonnelFiles................................................................................................. 155
Personnel Management Regulations . ..... 179
..........................................................
Policies Governing Use of Paid Sick Leave....................................................... 62
Position Reclassification...........................................................................:......... 29
Pregnancy Disability Leave................................................................................ 95
ProbationUnit................................................................................................... 256
ProbationaryPeriod.......................................................................................... 108
Procedure on Disciplinary Actions ................................................................... 132
PromotionPolicy............................................................................................... 113
Promotion Via Reclassification Without Exam ................................................. 114
Promotion ......................................................................................................... 113
Provisional Appointment................................................................................... 154
Provisional Employee Benefits......................................................................... 166
Reassignment Due to Layoff or Displacement................................................. 125
Reassignment of Laid Off Employees................................................................ 52
Reassignment of Work Location ...................................................................... 117
Reductionin Pay .............................................................................................. 128
RegularAppointment........................................................................................ 111
Rehabilitation Program....................................................................................... 79
Reimbursement for Meal Expenses................................................................. 159
Reinstatement from Family Care/Medical Leave ............................................... 98
Rejection During Probation of Layoff Employee .............................................. 113
Rejection During Probation .............................................................................. 110
- iii -
Release Time for Physical Examination........................................................... 116
Requirements for Promotional Standing .......................................................... 115
Resignations.."'.'..".'.
esignations...........'......................................................................................... 126
Rest Breaks .. 168
Revised Probationary Period ........................................................................... 109
................................................................
Safety Eyeglasses ............................ 146
Safety Shoes ...................
................................................................................. 146
Salaries................................................................................................................ 20
Salary on Involuntary Demotion ......................................................................... 32
Salaryon Promotion........................................................................................... 31
Salaryon Transfer.............................................................................................. 32
Salary on Voluntary Demotion ........................................................................... 33
Salary Reallocation & Salary on Reallocation.................................................... 29
Salary Review While on Leave of Absence ....................................................... 98
Scope of Adjustment Bd. & Arb. Decisions...................................................... 136
Scopeof Agreement......................................................................................... 178
Section 18 of 1977/79 MOU ........................................................... .................... 16
SeniorityCredits ..........................................................................:.................... 115
Separability of Provisions................................................................................. 179
Separation Through Layoff................................................................................. 45
ServiceAwards.............................................................. .............................. 158
ShiftDifferential .................................................................................................. 42
ShopStewards .................................................................................................... 17
SickLeave .......................................................................................................... 61
SkellyRequirements ........................................................................................ 131
Special Employment Lists .................................................................................. 52
State Disability Insurance.................................................................................... 83
Strike/Work Stoppage ...................................................................................... 139
Suspension....................................................................................................... 128
Temporary Employees ...................................................................................... 173
TierIII................................................................................................................ 141
Training Reimbursement.................................................................................. 145
TransferPolicy.................................................................................................. 117
Unfair Labor Practice........................................................................................ 162
UnionRecognition ................................................................................................ 5
Union Representatives ....................................................................................... 19
UnionSecurity ....................................................................................................... 6
Union-Sponsored Training Programs ................................................................ 19
Use of County Buildings ..................................................................................... 13
- iv-
Vacation ............................................................................................................. 58
Vacation Accrual Rates ...................................................................................... 58
Vacation Allowance for Separated Employees.................................................. 60
Vacation On Reemployment from Layoff List .................................................... 57
VDT Users Eye Examination............................................................................ 147
Voluntary Reassignment (Bidding) Procedure................................................. 118
Withdrawal of Membership................................................................................. 11
WitnessDuty .................................................................................................... 101
Workers' Compensation ..................................................................................... 75
Workforce Reduction.......................................................................................... 43
Written Statement for New Employees .............................................................. 15
S M T W T F S S M T W T F M T W T F S
1 2 1 2 3 4 5 ,?.• 1 2 3 4 5 6.
3 4 5 6 7. 8 9 7 8 9 10 1
1 12 ,7 8 9 10 11 12 13
10 11 12 13 14 15 16 14 15 16 17 18 19 44 IS 16 17 18 19 20
17 18 19 20 21 22 23 21 22 23 24 25 26 .27 21, 22 23 24 25 26 27
24 25 26 27 28 29 30 28 r 28 29 30 31
31
T
S M T W T F S r1 3
W T F M T W T F S
1 2 3 1 2
4 5 6 7 8 9 10 5 6 7 7 8 9 0 1 1'111 12 13 14 15 16 17 1 l2 13 14 l4 15 l6 17 1818 19 20 21 22 23 24 8 19 20 21 2l 22 23 24 2S
25 26 27 28 29 30 = 5 26 27 28 28 29 30
x
S M T W T F `S [229
' M T W T F M T W T F
1 2 r.;5, 1' 2 3 4 5 6 1 2 3
4 5 6 7 8 9 `10 9 10 11 12 13 6 7 8 9 10 1
Il 12 13 14 15 16 17 �, 16 17 18 19 20 13 14 15 16 17
18 19 20 21 22 23 24 23 24 25 26 27 20 21 22 23 24
25 26 27 28 29 30 31 30 31 27 28 29 30
S M T W T F :S . M T W T F M T W T F
1 '•2 1 2 3 4 5 1 2 3 "
3" 4 5 6 7 8 9 7 8 9 IO II 12 6 7 8 9 10
10 11 12 13 14 15 16 14' 15 16 17 18 19 13 14 IS 16 17
17 18 19 20 21 22 23 21. 22 23 24 25 26 20 21 22 23 24
24 25 26 27 28 29 30 ?�: 29 30 27 28 29 30 31
AI4U/► ^ OEM MINIMUM,
SrM T W T F S S M T W T F ' " Un M T W T F
i1 2 3 4 1 2 3
2 3 4 i 6 7 8 6 7 8 9 10 11 6 7 8 9 10
9 10 11 12 13 14 15 13. 14 15 16 17 18 13 14 15 16 17
16 17 18 19 20 21 22 20 21 22 23 24 25 20 21 22 23 24
23 24 25 26 27 28 29 27 28 29 27 28 29 30 31
30 31
S M T W T F S S M T W T F 191 M T W T F
1 1 2 3 4 5 ° !,': 1 2 401
2 3 4 5 6 7 8 7 8 9 10 If 12 5 6 7 8 9 "10
9 10 11 12 13 14 15 14 15 16 17 18 19 12 13 14 15 16
16 17 18 19 20 21 22 21 22 23 24 25 26 19 20 21 22 23
23 24 25 26 27 28 29 28 29 30 31 26 27 28 29 30
30
S M T W T F S S M T W T F M T W T F S:•
1 1 2 3 41 .
2 1 3 4 5 6 7 8 6" 7 8 9 10 11 4 5 6 7 8
9 10 11 12 13 14 15 13 14 15 16 17 18 11 12 13 14 15
16 17 18 19 20 21 22 20 21 22 23 24 25 18 19 20 21 22 "
23 24 25 26 27 28 -29 27 28 29 30 31 25 26 27 28 29
30 31
-S MT W T F• [-7
C M T W T F M T W T F '
1 2 3 4 5 6 1 2 3 1
.8" 9 10 11 12 13 '5 6 7 8 9 10 4 5 6 7 8
5 16 17 18 19 20 1'1: 13 14 15 16 17 11 12 13 14 15 !6:22 23 24 25 26 27 i9: 20 21 22 23 24 18 19 20 21 22 2330 31 M 27 28 29 30 25 26 27 28 29 30
SIM T W T F S S M T W T F S S M T W T F S
1 2 3 4 5 6 • 1 2 3 1 2 3
7 8 9 10 11. 12 13 4 5 6 7 8 9 10 4 5 6 7 8 9 10
14 15 16 17 18 19 20 11 12 13 14 15 16 17 11 12 13 14 15 16 17
21 22 23 24 25 26 27 18 19 20 21 22 23 24 18 19 20 21 22 23 24
28 29 30 31 25 26 27 28 25 26 27 28 29 30 31
5 M T W T F S S M T W T FIS S M T W T F S
1 2 3 4 5 6 7 1 2 3 4 5 1 2
8 9 10 11 12 13. 14 6 7 8 9 10 11 12 3 4 5 6 7 8 9
15 16 17 18 19 20 21 13 14 15 16 17 18 19 10 11 12 13 14 15 16
22 23 24 25 26 27 28 20 21 22 23 24 25 26 17 18 19 20 21 22 23
29 30 27 28 29 30 31 24 24 25 26 27 28 29 30
;2122
T W T F S S' M T W T F S S M T W T F S
3 4 5 6 7 1 2 3 4 1
10 Il 12 13 14 S' 6 7 8 9 10 I1 2 3 4 5 6 7 8
17 18 19 20 21 12 13 14 15 16 17 IS 9 10 11 12 13 14 15
24 25 26 27 28 19 20 21 22 23 24 25 16 17 18 19 20 21 22
31 26 27 28 29 30 31 23 24 25 26 27 28 29
30
T W T F S SIM T W T F S S M T W T F S
2 3 4 5 6 1 2 3 1
9 10 It 12 13 4 5 6 7 8 9 10 2 3 4 5 6 7 8
16 17 18 19 20 11 12 13 14 15 16 17 9 10 11 12 13 14 15
23 24 25 26 27 18 19 20 21 22 23 24 16 17 18 19 20 21 22
28 29 30 31 25 26 27 28 29 30 23 24 25 26 27 28 29
1301 31
1 1
SIM T W T F S SIM T W T F S S M T W T F S
1 2 3 4 5 1 2 1 2
6' 7 8 9 10 11 12 3 4 5 6 7 8 9 3 4 5 6 7 8 9
13 14 15 16 17 18 19 10 11 12 13 14 15 16 10 11 12 13 14 15 16
'20 21 22 23 24 25 26 17 I8 19 20 21 22 23 17 18 19 20 21 22 23
27 28 29 30 31 24 25 26 27 28 24 25 26 27 28 29 30
31
WI.
S M T W T F S 5 M T W T F S S M T W T F S
1 2 3 4 5 6 1 2 3 4 1
7 8 9 10 11 12 13 5 6 7 8 9 10 11 2 3 4 5 6 7 8
14 15 16 17 I8 19 20 12 13 14 15 16 17 18 9 10 11 12 13 14 15
21 22 23 24 25 26 27 19 20 21 22 23 24 25 16 17 18 19 20 21 22
28 29 30 26 27 28 29 30 31 23 24 25 26 27 28 29
30
S M T W T F S 5 M T W T F S S M T W T F S
1 2 3 4 5 6 1 2 3 1 2 3 4 5 6 7
7 8 9 10 11 12 13 4 5 6 7 8 9 10 8 9 10 11 12 13 14
14 15 16 17 18 19 20 11 12 13 14 15 16 17 15 16 17 18 19 20 21
21 22 23 24 25 26 27 18 19 20 21 22 23 24 22 23 24 25 26 27 28
28 29 30 31 25 26 27 28 29 30 31 29 30
-5 M T W T F S S M T W T F S S M T W T F S
1 2 3 4 5 1 2 I 2 3 4 . 5 6 7
6 7 8 9 10 11 12 3 4 5 6 7 8 9 8 9 10 11 12 13 14
13 14 15 16 17 18 19 10 11 12 13 14 15 16 15 16 17 18 19 20 21
20 21 22 23 24 25 26 17 18 19 20 21 22 23 22 23 24 25 26 27 28
27 28 729 30 31 24 25 26 27 28 29 30 29 30 31
I
I
I .
I
I
I
i