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HomeMy WebLinkAboutMINUTES - 01162001 - C21-C25 W Lr� •I� AUDITOR-CONTROLLER USE ONLY CONTRA COSTA COUNTY MNAL APPROVAL NEEDED BY: APPROPRIATION ADJUSTMENT I BOARD OF SUPERVISORS VC 27 ❑ COUNTY ADMINISTRATOR ACCOUNT CODING BUDGET UNIT:0504-Employment and Human Services-Workfoce Development Svcs. ORGANIZATION &NMMRE EXPENDITURE ACCOUNT DESCRIPTION <DECREASE> INCREASE 5410 2310PROFESSIONAL AND SPECIALIZED SERVICES 815,251.00 .0. 24 0990 6301 APPROPRIABLE NEW REVENUE 815,251.00 0990 6301 RESERVE FOR CONTINGENCIES 815,251.00 TOTALS 815,251.00 1,630,502.00 EXPLANATION OF REQUEST AUDITOR-CONTROLLER To appropriate expenditures for additional costs related to providing services for CalWORKs Substance Abuse and Mental Health By: _ Date J,;LV vzi Services Programs for FY 00/01. 61/ COUNTY ADMINITRATOR CFL No.00/01-42 Dated November 7,2000 By: Date Z v BOARD OF SUP VISORS YES: SUPERVISORS GIOIA,UILKEMA, GERBER,DESAULNIER, Glover NO: Assistant Director 12/5/00 GNATURE Phil Batchelor,Clank of the Board of TITLE DATE Supervisors and Cou Adminf*ator /_ APPROPRIATION AP00 �5M By: Dated /� ADJ.JOURNAL NO. CONTRA COSTA COUNTY ESTIMATED REVENUE ADJUSTMENT VC 24 �r ACCOUNT CODING BUDGET UNITS 0504 Employment and Human Services-Workforce Development Svcs ORGANIZATION REVENUE REVENUE DESCRIPTION INCREASE' <DECREASE> ACCOUNT 5410 9249 ADMIN ST FAMILY INC MTCE 815,251.00 TOTALS 815,251.00 0.00 EXPLANATION OF REQUEST AUDITOR-CONTROLLER To recognize estimated revenues for augmentation to C.'alWORKs- B . Date , '� Substance Abuse and Mental Health Services Programs for FY By: 00/01. COUNTY ADMI TRATC7R By: Date b CFI.No.00/01-42 Dated November 7,2000 BOARD OF SUPERVISORS SUPERVISORS GIOIA,UILKEMA, YES: GERBER,DESAULNIER,'Glover Assistant Director 12/5/00 NO: Phil Batchelor,CIO*of the Board ofsIGNATu TITLE DATE Supervisors and County Administrator By: M Date /6—d REVENUE ADJ. RA00 SO-73 (M813 Rev.2/86) JOURNAL NO. STATE OF CALIFORNIA--HEALTH AND HUMAN SERVICES AGENCY GRAY DAVIS.Govemor DEPARTMENT OF SOCIAL SERVICES 744 P Street, Sacramento, CA 95514 S Y i/ November 7, 2000 �' ��`l '00o �t C6- COUNTY FISCAL LETTER (CFL) NO. 00/01-42 TO: ALL COUNTY WELFARE FISCAL OFFICERS ALL COUNTY WELFARE DIRECTORS SUBJECT: AUGMENTATION TO CALIFORNIA WORK OPPORTUNITY AND RESPONSIBILITY TO KIDS (CalWORKs)-SUBSTANCE ABUSE (SA) AND MENTAL HEALTH (MH) SERVICES ALLOCATION FISCAL YEAR (FY) 2000/01. The purpose of this letter is to provide the counties with the augmentation to the Substance,Abuse and Mental Health allocation for FY 00/01. This augmentation of $1,100 006(($550,000 to SA funds and $550,000 to MH) is the amount that was held back because of the change in methodology. Funds were allocated to the small and very small counties whose FY 99100 expenditures exceed their FY 00/01 allocation. The methodology used to augment the SA and MH allocation is consistent with the original allocation (CFL 00/01-02). One half of the funds were distributed based on each county's percent of the statewide CaIWORKs Welfare to Work Employment Services FY 2000/01 allocation and one half of the funds were distributed using each county's percent share to the statewide total of calendar year 1999 CalWORKs average adult caseload. Counties were funded at their FY 99/00 expenditure level, any remaining funds were distributed to the small and very small counties that were still in an overmatch situation after the above actions were taken. Program costs reported on the County Expense Claim to program codes fi25 CalWORKs MH and 628 CaIWORKs SA will be charged to these allocations. Expenditures that exceed these allocations will be transferred to county share using State Use Only Program Codes 671 and 632. CalWORKs Single Allocation funds may be utilized to cover additional expenses, however, only services that are non-medical in nature may be funded from the Single Allocation. Transfers from the Single Allocation to SA or MH, if needed, will generally occur during the close-out process. If you have any question conceming this allocation, please contact your county analyst :in the C uri 7Financiaalysis Bureau at(915) 657-3806. GLAS D. PARK, Chief Financial !'Tanning Branch Attachment c: CWDA FY 00/01 CaIWORKS MENTAL HEALTH AUGMENTATION TO ALLOCATION FY 00/01* AUGMENTATION TO REVISED FY 00/01 MENTAL MENTAL MENTAL HEALTH HEALTH HEALTH COUNTY ALLOCATION ALLOCATION ALLOCATION Alameda $2,054,115 SO $2,094,115 Alpine 525,000 50 525,000 Amador $27,189 55,341 532,530 Butte $671,046 SO $671,046 Calaveras 548,544 5o $48,544 Colusa 532,434 So $32,434 ntra Costa ;: . . ..: ,,. 1,4. 4309 : :.!S0 51,430,509';x: Del Norte $97,462 595,957 El Dorado S170,571 $0 5170,571 Fresno S2,067,141 SO 52,067,141 Glenn $95,428 So 595,428 Humboldt 5336,272 So 5336,272 Imperial 5472,483 So 5472,483 Inyo $36,180 $0 $36,180 Kem S1,611,784 50 51,611,784 Kings 5273,760 So 5273,760 Lake 5219,704 So $219,704 Lassen 563,208 544,051 5107,159 Los Angeles 516,242,331 So $16,242,331 Madera S297,255 So S297,255 Marin $109,343 SO 5109,343 Mariposa $37,144 536,837 573,981 Mendocino 5198,670 $22,808 $221,478 Merced S864,150 $0 $864,150 Modoc S40,997 $16,611 $57,608 Mono 525,000 So $25,000 Monterey 5411,362 So $411,362 Napa $74,501 537,685 $112,186 Nevada $86,865 S20,032 5106,897 Orange $2,764,947 So S2,764,947 Placer S261,985 So 5261,985 Plumas S40,944 S22,333 S63,277 Riverside S2,092,724 SO $2,092,724 Sacramento $3,193,704 So 53,193,704 San Benito $44,744 So S44,744 San Bernardino S3,349,396 50 $3,349,396 San Diego S2,851,276 So S2,851,276 San Francisco 51,101,301 SO 51,101,301 San Joaquin 51,374,312 So $1,374,312 San Luis Obispo S339,698 SO S339,698 San Mateo $288,585 50 S288,585 Santa Barbara 5472,216 So $472,216 Santa Clara $1,700,254 So S1,700,254 Santa Cruz S384,334 50 S384,334 Shasta $329,582 SO 5329,582 Sierra 525,000 So $25,000 Siskiyou $115,605 $95,225 5210,830 Solan S540,883 SO $540,883 Sonoma' 5423,137 So 5423,137 Stanislaus 51,003,144 SO 51,003,144 Sutter $133,963 So 5133,963 Tehama $165,754 $36,252 $202,006 Trinity $37,197 So 537,197 Tulare S1,060,946 SO S1,060,946 Tuolumne S71,129 S116,868 5187,997 Ventura $586,483 So 5586,483 Yolo 5313,044 So 5313,044 Yuba $323,265 So 5323,265 Total $53,550,000 S550,000 $54,100,000 *CFL 00/01-02 S AUDITOR-CONTROLLER I WI?_ CONTRA COSTA COUNTY FINAL APPROVAL NEEDED BY: APPROPRIATION ADJUSTMENT ® BOARD OF SUPERVISORS TIC 27 ® COUNTY ADMINISTRATOR ACCOUNT CODING BUDGET UNIT: 0504 Employment and Human Services-Work orce Development Svcs ORGANIZATION EXPENDITURE ACCOUNT DESCRIPTION <DECREASE> INCREASE 5410 2310 PROFESSIONAL.AND SPECIALIZED SERVICES 162,790.00 0990 0990 6301 APPROPRIABLE NEW REVENUE 162,790.00 0990 6301 RESERVE FOR CONTINGENCIES 162,790.00 TOTALS1 162,790.00 325,580.00 EXPLANATION OF REQUEST AUDITOR-CONTROLLER To appropriate additional expenditures for costs related for providing services to Welfare to Work(WtW)Grant Match By: Date l S r» Allocation for FY 00/01. COUNTY ADMINISTRATOR CFL No.01/01-3$Dated November 3,2000 By: Date BOARD OF SUPE VISORS SUPERVISORS GIOIA,UILKEMA, YES: GERBER,DESAULNIER, -Glover NO: A— lid-1 Assistant Director 12/5/00 Phil Batchelor,Cleric of the Board of IGNATURE TITLE DATE Supervisors and County Administrator APPROPRIATION AP00 7Z By: 6--; Date 01-16—0 ADJ.JOURNAL NO. CONTRA COSTA COUNTY ESTIMATED REVENUE ADJUSTMENT T/C 24 ACCOUNT CODING BUDGET'UNIT: 0504 Employment and Human Services-Workforce Development Svcs ORGANIZATION REVENUE REVENUE DESCRIPTION INCREASE <DECREASE> ACCOUNT 5410 9455 ADMIN FED GAIN IVA 162,790.00 TOTALS 162,790.00 0.00 EXPLANATION OF REQUEST AUDITOR-CONTROLLER To recognize additional revenues from State Department of Social By: Date / i"I ora Services for Augmentation to Welfare to Work(WtW)Grant funds for FY 00/01. COUNTY ADMI S TOR CFI..No.00/01-38 Dated November 3,2000 By: Date BOARD OF SUP VISORS SUPERVISORS GIOIA,UILKEMA, , YES: GERBER,DESAULNIER, Glover-, Assistant Director 12/5J00 NO: S�GNA TITLE DATE 4htl Batchelor,Clerk of the Board of Supervisors and un dminlstrator By: Date� ��"� REVENUE ADJ.RA00t/ (M8134 ev.2/86) JOURNAL NO. NOV 2 2 2000 STATE.OF CALIFORNIA—HEALTH AND HUMAN SERVICES AGENCY WAY DAM,Gowmor DEPARTMENT OF SOCIAL SERVICES r 744 P Street, Sacramento, CA 95814 November 3, 2000 COUNTY FISCAL LETTER (CFL) NO. 00/01-38 At q 5 TO: ALL COUNTY WELFARE FISCAL OFFICERSi D ALL COUNTY WELFARE DIRECTORS SUBJECT: AUGMENTATION TO FISCAL YEAR (FY) 1999/2000 WELFARE TO WORK(WtW)GRANT MATCH ALLOCATION FROM FY 1998/1999 FINAL ROLLOVER AND THE AUGMENTATION TO FY 2000/2001 ALLOCATION FROM FY 1999/2000 ESTIMATED ROLLOVER REFERENCES: CFL NO. 99/00-09 dated July 20, 1999 CFL NO. 99100-50 dated January 10, 2000 CFL NO. 00/01-03 dated July 6, 2000 The purpose of this letter is to provide counties with a revised FY 2000/01 WtW Grant Match Allocation due to an estimated FY 1999/00 WtW Grant unspent funds and a revised FY 1999/00 WtW Grant Match Allocation due to the FY 1998/99 closeout process. Attachment I provides information on the estimated rollover of unspent funds from the FY 1999/00 WtW Grant Matoh Allocation. The FY 1999100 expenditures used to estimate the county specific amount of rollover funds were adjusted for the receipt of supplemental claims. At year-end closeout, FY 1999/00 rollover funds will be adjusted to reflect the final FY 1999/00 expenditures. Attachment 11 displays the final reappropriation adjustment from the FY 1998/99 WtW Grant Match Allocation to the FY 1999/00. Attachment III compares the estimated unspent funds to the final rollover funds. CFL NO. 99/00-50 dated January 10, 2000, provided the counties an estimated FY 1998/99 unspent funds of$5.1 million. Due to the FY 1998/99 close-out process, the final FY 1998/99 rollover funds were $6.3 million. The FY 1998/99 rollover funds were first used to cover FY 1999/00 individual county overmatch. The remaining statewide general fund surplus was reappropriated to counties consistent with the same methodology used to determine the original allocation as explained in CFL NO. 99/00-09. If you have any questions concerning the allocation, please contact your county analyst in the County Fl anciai Analysis Bureau at (9 16)657-3806. DOUGLAS D. A of Financial Planni nch Attachment c: CWDA r FY 00/01 RE'VISE'D WtW MATCH ALLOCATION ATTACHMENT t ,r FY 00/01 FY 99/00 REVISED ALLOCATION Estimated FY 00/01 COUNTIES (CFL NO.00/01-03) Rollover ALLOCATION ALAMEDA $1,069,989 $845,909 $1,915,898 ALPINE $1,506 $1,037 $2,543 AMADOR $14,465 58,162 $22,627 BUTTE $311,408 $0 $311,408 CALAVERAS $29,546 $14,950 $44,496 COLUSA $24,990 $20,413 $45,403 CONTRA.COSTA $403162 I3EL N©12TE $45,566 $35,787 $81,353 ELDORADO $54,403 $46,698 $101,101 FRESNO $1,898,132 $296,154 $2,194,286 GLENN $41,460 $32,541 $74,001 HUMBOLDT $170,744 $105,964 $276,708 IMPERIAL $392,568 $303,003 $695,571 INYO $15,390 $12,803 $28,193 KERN $1,184,036 $0 $1,184,036 KINGS $192,323 $101,474 $293,797 LAKE $100,734 $76,513 $177,247 LASSEN $33,952 $0 $33,952 LOS ANGELES $16,206,519 $12,499,494 $28,706,013 MADERA $198,380 $141,700 $340,080 MARIN $34,456 $19,863 $54,319 MARIPOSA $15,109 $0 $15,109 MENDOCINO $113,970 $13,120 $127,090 MERCED $460,870 $219,497 $680,367 MODOC $16,098 $11,986 $28,084 MONO $5,539 $5,060 $10,599 MONTEREY $411,903 $62,032 $473,935 NAPA $40,265 $33,552 $73,817 NEVADA $39,336 $6,083 $45,419 ORANGE $1,589,836 $994,082 $2,583,918 PLACER $73,584 $1,490 $75,074 PLUMAS $16,549. $13,366 $29,915 RIVERSIDE $1,394,200 $0 $1,394,200 SACRAMENTO $1,634,631 $316,575 $1,951,206 SAN BENITO $40,867 $34,487 $75,354 SAN BERNARDINO $2,109,014 $369,991 $2,479,005 SAN DIEGO $2,592,603 $2,148,759 $4,741,362 SAN FRANCISCO $553,188 $297,019 $850,207 SAN JOAQUIN $861,836 $0 $861,836 SAN LUIS OBISPO $139,275 $90,801 $230,076 SAN MATEO $80,510 $77,392 $157,902 SANTA BARBARA $307,375 $83,528 $390,903 SANTA CLARA $652,758 $361,701 $1,014,459 SANTA CRUZ $203,656 $107,008 $310,664 SHASTA $223,238 $50,280 $273,518 SIERRA $2,260 $0 $2,260 SISKIYOU $64,776 $461 $65,237 SOLANO $238,675 $155,447 $394,122 SONOMA $184,028 $0 $184,028 STANISLAUS $610,815 $0 $610,815 SUTTER $100,234 $35,120 $135,354 TEHAMA $78,699 $55,488 $134,187 TRINITY $19,114 $0 $19,114 TULARE $942,857 $696,909 $1,639,766 TUOLUMNE $40,893 $3,382 $44,275 VENTURA $409,517 $41,030 $450,547 YOLO $177,298 $2,149 $179,447 YUBA $127,895 $9,605 $13.7,500 TOTAL $38,997,000 $21,022,655 S60,019,655 f'Y ` YIUU 1AX, V lb1 1l WI W lVJ A 1 l:Jti ALI.VL,A I IV1N M rti�..rri��c�v u ¢ F'Y 99/08 F y 98/99 REVISED ALLOCATION ROLLOVER due FY 99/00 COUNTIES (CFL NO.99/00-50) to CLOSEOUT ALLOCATION ALAMEDA $861,682 $12,865 $874,547 ALPINE $1,056 S16 $1,072 AMADOR 511,752 S175 $11,927 BUTTE 5245,831 53,670 $249,501 CALAVERAS S24,313 5363 S24,676 COLUSA $20,794 5310 $21,104 CONTRA COSTA $330,583 93b $331519 DEL NI E S36,455 5544 S336,999 ELDORADO S47,569 S710 S48,279 FRESNO $1,439,420 521,491 $1,460,911 GLENN 533,147 S495 533,642 HUMBOLDT S132,157 S1,973 $134,130 IMPERIAL 5308,653 $4,608 S313,261 INYO $13,041 $195 $13,236 KERN $886,268 S138,989, $1,025,257 KINGS $148,007 52,210 $150,217 LAKE $79,762 $1,191 580,953 LASSEN $26,654 $3,632 530,286 LOS ANGELES 512,497,477 $186,595 $12,684,072 MADERA 5150,576 52,248 S152,824 MARIN $31,053 $464 $31,517 MARIPOSA $13,011 510,038 S23,049 MENDOCINO S89,086 S1,330 S90,416 MERCED $362,612 $5,414 S368,026 MODOC S12,210 S182 S12,392 MONO $5,154 $77 S5,231 MONTEREY $320,349 S4,783 S325,132 NAPA 536,149 5540 536,689 NEVADA $30,881 S461 S31,342 ORANGE S1,290,304 S19,265 S1,309,569 PLACER 563,461 S948 S64,409 PLUMAS S13,414 S200 $13,614 RIVERSIDE S1,145,076 $17,097 $1,162,173 SACRAMENTO $1,251,060 S18,679 $1,269,739 SAN BENITO $35,130 5525 $35,655 SAN BERNARDINO S1,722,948 $25,725 $1,748,673 SAN DIEGO 52,124,020 $31,713 S2,155,733 SAN FRANCISCO $438,355 56,545 S444,900 SAN JOAQUIN $679,073 S10,139 $689,212 SAN LUIS OBISPO S118,273 S1,766 5120,039 SAN MATEO S78,835 S1,177 580,012 SANTA BARBARA $250,213 S3,736 S253,949 SANTA CLARA 5520,244 $7,768 $528,012 SANTA CRUZ S166,427 S2,485 S168,912 SHASTA S180,770 52,699 S183,469 SIERRA 51,679 S4,261 55,940 SISKIYOU $51,895 $775 $52,670 SOLANO $194,783 $2,908 S197,691 SONOMA S163,827 S2,446 S166,273 STANISLAUS S504,497 S7,532 S512,029 SUTTER 578,579 $1,173 579,752 TEHAMA $62,483 $933 $63,416 TRINITY S14,711 S490 S15,201 TULARE S699,384 510,442 S709,826 TUOLUMNE 534,998 S523 $35,521 VENTURA 5341,845 $5,104 5346,949 YOLO $141;999 $2,120 S144,119 YUBA S95,307 S1,423 596,730 TOTAL S30,6S9,292 5601,102 S31,260,394 IYY5/,Ny W I Ivi A 11-itt KVLL u V rim n rtiti+n�rret�t itt FY 98/99 FY 98/99 Adjustment to / ESTIMATED FINAL FY 99/00 ROLLOVER ROLLOVER WtW MATCH COUNTIES ALLOCATED due to CLOSEOUT ALLOCATION 5, (CFL NO.99/00-50) ALAMEDA $159,055 $171,920 $12,865 ALPINE S 195 $211 $16 AMADOR $2,169 $2,344 $175 BUS $45,377 $49,047 $3,670 CALAVERAS $4,488 $4,851 $363 COLUSA $3,838 $4,148 $310 CONTRA COSTA $61,022 . i $65,958 $4,936 DEL NORTE 56,729 $7,273 $544 ELDORADO $8,780 $9,490 $710 FRESNO $265,698 $287,189 $21,491 GLENN $6,118 $6,613 $495 HUMBOLDT $24,395 $26,368 $1,973 IMPERIAL $56,973 $61,581 $4,608 INYYO $2,407 $2,602 $195 KERN $163,593 $302,582 $138,989 DINGS $27,320 529,530 $2,210 LAKE $14,723 $15,914 $1,191 LASSEN $4,920 $8,552 $3,632 LOS ANGELES 52,306,869 $2,493,464 $186,595 MADERA $27,794 $30,042 $2,248 MARIN $5,732 $6,196 $464 MARIPOSA $2,402 $12,440 510,038 MENDOCINO $16,444 $17,774 $1,330 MERCED $66,933 $72,347 $5,414 MODOC $2,254 $2,436 $182 MONO $951 $1,028 $77 MONTEREY $59,132 $63,915 $4,783 NAPA $6,672 ' $7,212 $540 NEVADA $5,700 $6,161 $461 ORANGE $238,173 $257,438 $19,265 PLACER $11,714 $12,662 $948 PLUMAS $2,476 $2,676 $200 RIVERSIDE $211,365 $228,462 $17,097 SACRAMENTO $230,929 $249,608 $18,679 SAN BENITO $6,484 $7,009 $525 SAN BERNARDINO $318,033 $343,758 $25,725 SAN DIEGO •$392,065 $423,778 $31,713 SAN FRANCISCO $80,914 $87,459 56,545 SAN JOAQUIN $125,348 $135,487 $10,139 SAN LUIS OBISPO $21,832 $23,598 $1,766 SAN MATEO $14,552 $15,729 $1,177 SANTA BARBARA $46,186 549,922 $3,736 SANTA CLARA $96,030 $103,798 $7,768 SANTA CRUZ; $30,720 $33,205 $2,485 SHASTA $33,368 $36,067 $2,699 SIERRA $310 $4,571 $4,261 SISKIYOU $9,579 $10,354 $775 SOLANO $35,954 $38,862 $2,908 SONOMA $30,240 $32,686 $2,446 STANISLAUS $93,123 $100,655 $7,532 SLITTER $14,505 $15,678 $1,173 TEHAMA $11,534 $12,467 $933 TRINITY $2,715 $3,205 $490 T1 LARE $129,097 $139,539 $10,442 TUOLUMNE $6,460 $6,983 $523 VENTURA $63,100 $68,204 $5,104 YOLO $26,211 $28,331 $2,120 YUBA $17,592 $19,015 $1,423 TOTAL SS,659,292 $6,260,394 $601,102 COIF ISA COSTA COUNTY �,� � RECEIVEDDVI NOV 13 2000 OFFICE OF ITION+All.TUSTMEN T`REQUEST NO, COUNTY ADMINISTRATOR DATES- ot3 Department Department No./ COPERS Employment&Human Services Budget Unit No. 504 Org.No. 5410 Agency No. A19 Action Requested: Add 8 Clerks— nce Level Jt/V7(B. Proposed Effective Date: day after Board action Classification Questionnaire attached: Yes© No , /Cost is within Department's budget: Yes d tR Total One-Time Costs(non-salary)associated with request $68,000 C-) Estimated total cost adjustment(salary/benefits/one time): - `' Total annual cost $353,676 Net County Cost $24,204 Total this FY $206,311 N.C.C.this FY $14,119 w x SOURCE OF FUNDING TO OFFSET ADJUSTMENT 80%funded by state and federal rqnnues. Department must Initiate necessary adjustment and submit to CAO. CD . Use additional sheet for further explanations or comments, ;n (for)Department Head REVIEWED BY CAO AND RELEASED TO HUMAN RESOURCES DEP T a) Deputy County Ad strator 116116 HUMAN RESOURCES DEPARTMENT RECOMMENDATION DATE: 12/6/00 Add eight (8) Clerk-Exper .elli-f-t Level (JWXB) po,siti6'n' s at salary level XA -1558 0204 qqqa� IesoMion 71117 esMWhing positions and resolutions allocating cWsses to the EasiWaempt salary schedule. Effective: „ Day foH*g Board Action. d (Date) =(for)Di esources COUNTY ADMINISTRATOR RECOMMENDATION DATE:IAI�lclb Approve Recommendation of Director of Human Resources ff Disapprove Recommendation of Director of Human Resources 13 Other (for)County Ad ator BOARD OF SUPERVISORS ACTION Phil a or,Cle f the Board of Supervisors Adjustment APPROVED unty Admin for DATE: l 1!p c BY: APPROVAL OF THIS ADJUSTMENT CONSTITUTES A PERSONNEUSALARY RESOLUTION DMENT POSITION ADJUSTMENT ACTION TO BE COMPLETED BY HUMAN RESOURCES DEPARTMENT FOLLOWING BOARD ACTION Adjust class(es)/position(s)as follows: DEG 0 1 1.000 � POSI TIONAD : , " . NO. COERCE' OF DATE 11-21-00 bep LINTY AN/, "` � OVdget artment No] l COPERS Empioyment&Huma#t Sertr.ces- Unit No, 503 Org.No. 5261 Agency No. A19 ActiorfRequested: Add fourteen(14)FTE Medi-Cal Program Assistants to be offset by fourteen(14)FTE Eligibility VVc er position cancellations. t. Proposed Effective Date: Day after Board action Classification Questionnaire attached: Yes 0 No IN /Cost is within Departments budget: Yes it! No 13 Total One-Time Costs(non-salary)associated with request: $0 Estimated total cost adjustment(salarylbenefitslonebme): Total annual cost $46,716 _ Net County Cost $0 Total this FY $27,251 N.C.C.this FY $0 SOURCE OF FUNDING TO OFFSET ADJUSTMENT 100%State and Federal funds. Department must initiate necessary adjustment and submit to CAO. Use additional sheet for further explanations or comments. { (for)Department Head REVIEWED BY CAO AND RELEASED TO HUMAN RESOURCES�R NT � A�� k "> C-E-91TVI-I r-) c�. Ivy D i~Le-n nJCv ?,S 177 0rw j.5 >--�' Deputy County Ad ' ' r for Dat HUMAN RESOURCES DEPARTMc"T RECOMMENDATION PpATE: =27 wo Add fourteen (14)full-time 1 0 " M Medi-Cal ? ragraiiiAssist* nit. (XHSB) posit runs. at salary level M50nZ938 ($3$4574236,)2 d,:tielete z, effective 6/21/01 ftaurfbj rff`'(1.4) Eliglb�il`iiy Worker posi-tions, � Resolution 71117 establishing positions and resolutions allocating classes to the Banc Exempt salary schedule. i ti Effective: YD Clay following Board Action. ' ❑ {Date} w {or);DirectoUfman R �urcesa . COUNTY ADMINISTRATOR RECOMMENDATION DATE: /1316 Approve Recommendation of Director of Human Resources 13 Disapprove Recommendation of Director of Human Resources 0 tither (for)County Administ BOARD OF SUPERVISORSACTION: KPhilhelor,Clerkithe Board of Supervisors Adjustment APPROVE6)d nty Adminisor DATE: 1 Ilp 6 BY: ",/,,73, APPR VA OF THIS ADJUSTMENT CONSTITUTES A PERSONNELlSALARY RESOLUTION A461NDMENT POSITION ADJUSTMENT ACTION TO BE COMPLETED BY HUMAN RESOURCES DEPARTMENT FOLLOWING BOARD ACTION Adjust class(es)/position(s) as follows: THE BOARD OF SUPERVISORS OF CONTRA COSTA COUNTY, CALIFORNIA Adopt this Order on January 16, 2001 by the following vote: AYES: SUPERVISORS GIOIA, GERBER, DESAUL,NIER, GLOVER,AND UIL{EMA NOES: NONE ABSENT: NONE ABSTAIN: NONE SUBJECT: Adopt Memorandum of Understanding ) Resolution No. 20011 19 With District Attorney Investigators' ) Association ) 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 Karen Moore, District Attorney Investigators' Association President, regarding economic terms and conditions for October 1, 1995 through September 30, 2001 for those classifications represented by that employee organization. I hereby certify that this Is a true and correct copy of an action taken and entered on the minutes of the Board of Supervisors on the date shown, ATTESTED- January-16.�2' 01 HIL BATC LOR,Clerk of the Board f supervis s and county Administrator BY ,Deputy Orig. Dept.: Human Resources Department (Kathy Ito a@ 5-1785) cc: Labor Relations Unit Personnel Services Unit Auditor—Controller/Payroll Karen Moore, DAIA RESO=ON NO. 2001/19 MEMORANDUM OF UNDERSTANDING BETWEEN CONTRA COSTA COUNTY AND DISTRICT ATTORNEY INVESTIGATORS' ASSN. OCTOBER 1, 1998 - SEPTEMBER 39, 2001 DISTRICT ATTORNEY INVESTIGATORS' ASSOCIATION TABLE QF CONTENTS SECTION 1 ASSOCIATION RECOGNITION......................................5 SECTION ASSOCIATI0N SEQUIRITY 2.1 Dues Deduction...............................................................5 2.2 Dues Authorization Form.................................................6 2.3 Maintenance of Membership ...........................................7 2.4 Withdrawal of Membership ..............................................7 2.5 Communicating With Employees.....................................8 2.6 Use of County Buildings ...........................................:......9 2.7 Advance Notice .............................................................10 2.8 Assignment of Classes to Bargaining Units................... 10 SECTION NO DISCRIMINATION .................................................. 12 SECTION 4 OFFICIAL REPRESENTATIVES 4.1 Attendance at Meetings................................................. 12 4.2 Association Representatives ......................................... 13 SECTION 5 SAL:ARIE.S 5.1 General Wage Increases............................................... 14 5.2 Entrance Salary............................................................. 15 5.3 Anniversary Dates......................................................... 15 5.4 , increments Within Range .............................................. 17 5.5 Part Time Compensation...............................................18 5.6 Compensation for Portion of Month............................... 18 5.7 Position Reclassification................................................19 5.8 Salary Reallocation & Salary on Reallocation................19 5.9 Salary on Promotion......................................................21 5.10 Salary on Involuntary Demotion.....................................22 5.11 Salary on Voluntary Demotion.......................................22 51.12 Transfer..... .................................................................22 5.13 Pay for Work in Higher Classification ............................23 5.14 Payment........................................................................25 -SECTIOND&YC & HOURS OF WORK.........................................26 i SECTION 7 OVERTIME & COMPENSATORY TIME 7.1 Overtime...... .................................................................26 7.2 Compensatory Time ......................................................26 7.3 Court Appearance Overtime..........................................29 SECTION8 PAGERS,.......................................................................29 SECTION 9 ON CALU/CALL BACK.................................................30 SECTION 10 SENIORITY, WORKFORCE REDUCTIQN, LAYOFF & REASSir2NMENT 10.1 Workforce Reduction.....................................................31 10.2 Separation Through Layoff............................................32 10.3 Notice ................39 10.4 Special Employment Lists .............................................39 10.5 Reassignment of Laid Off Employees ...........................39 SECTION 11 HOLIDAY 11.1 Holidays Observed ........................................................40 11.2 Application of Holiday Credit .........................................41 11.3 Permanent Part-Time Employees .................................42 SECTION 12 VACATION 12.1 Vacation Allowance .......................................................42 12.2 Vacation Accrual Rates .................................................43 12.3 Accrual During Leave Without Pay.................................43 12.4 Vacation Allowance for Separated Employees..............44 12.5 Accrual on Prorated Basis.............................................44 12.6 Vacation on Reemployment From Layoff List................44 SECTION 13 SICK LEAVE 13.1 Purpose of Sick Leave...................................................44 13.2 Credits to & Charges Against Sick Leave......................44 13.3 Policies Goveming the Use of Paid Sick Leave.............45 13.4 Administration of Sick Leave .........................................50 13.5 Disability........................................................................51 13.6 Workers' Compensation ................................................56 13.7 Integration of SDI ..........................................................58 13.8 Accrual During Leave Without Pay................................58 SECTION 14 LEAVE OFABSENCE 14.1 Leave Without Pa ..58 14.2 General Administration..................................................59 14.3 Family Care or Medical Leave.......................................60 14.4 Pregnancy Disability Leave ...........................................64 - ii - 14.5 Group Health Plan Coverage.w.......................................65 14.6 Leave Without Pay -,Use,of Accruals ............................66 14.7 Military Leave ... ............... ww.•w.•w.......•....•67 14.8 Return From Leave of Absence....... .............................67 14.9 Appeal of Denial............................................................69 14.10 Salary Review While on Leave of Absence ...................69 14.11 Unauthorized Absence ..................................................69 14.12 Furlough Days Without Pay...........................................70 SE TIC N 15 JURY OITY AN12 WITNESS DUT1�' 15.1 Jury Duty.......................w..r............................................70 15.2 Witness Duty.................................................................72 SECTI0N 16 HEALTH. LIFE & DENTAL CARE 16.1 Health Plan....................................................................73 16.2 Contra Costa Health Plan (CCHP) ................................74 16.3 Health Plan Contribution................................................74 16.4 Dental Program .............................................................75 16.5 Dental Contribution........................................................75 16.6 Orthodontic Coverage ...................................................76 16.7 Rate Information..........................:......••.,.....•.,...............77 16.8 Life Insurance Program .................................................77 16.9 Life Insurance Contributions............ ...........................77 16.10 Premium Payments ............w............•.............................77 16.11 Extended Coverage.......................................................78 16.12 Retirement Coverage ....................................................79 16.13 Dual Coverage ..............................................................79 16.14 Health Care Spending Account .....................................80 16.15 Wellness Incentive ........................................................81 16.16 PERS Long Term Care..................................................82 16.17 Video Display Terminal(VDT) users Eye Exam............83 SECTION 117. PROBATi+I�.NARY PERIOD 17.1 Duration.........................................................•...............83 17.2 Probation Periods Over Six Months......:......:...w,....w..ww,.w83 17.3 Revised Probationary Period.........................................83 17.4 Length of Probation Period............................................83 17.5 Rejection During Probation............................................84 17.6 Regular Appointment..................... ...............................85 17.7 Layoff curling Probation.................................................87 17.8 Rejection During Probation of Laid {off Employee..........87 SECTION 18 PR+�?.jy��ITLQN 18.1 Competitive Exam .•........•...........•..................................88 18.2 Promotion Policy ...........................................................88 18.3 Open Exam ...................................................................88 18.4 Promotion Via Reclass Without Examination.................88 18.5 Requirements for Promotional Standing........................89 18.6 Seniority Credits............................................................89 18.7 Physical Examination ....................................................90 SECTION 19 TRANSFER 19.1 Conditions .....................................................................90 19.2 Procedure......................................................................91 SECTION 20 RESIGNATIONS 20.1 Resignation in Good Standing.......................................91 20.2 Constructive Resignation...............................................92 20.3 Effective Resignation................................... ................92 20.4 Revocation ....................................................................92 20.5 Coerced Resignations ...................................................92 SECTION 21 DISMISSAL, SUSPENSION, DEMOTION, TEMPORARY REDUCTION IN PA Y. REDUCTICIN WITHIN CLASS 21.1 Cause.for Action............................................................93 21.2 Skelly Requirements......................................................96 21.3 Employee Response .....................................................96 21.4 Leave Pending Employee Response.............................97 21.5 Suspensions Without Pay..............................................97 21.6 Procedure on Disciplinary Actions.................................97 SECTION 22 GRIEVANCE PROCEDURE 22.1 Definition .......................................................................98 22.2 Time Limits.................................................................. 101 22.3 Notice..........................................................................101 22.4 Compensation Complaints........................................... 101 22.5 Strike/Work Stoppage.................................................. 102 22.6 Merit Board.................................................................. 102 22.7 Filing by Association.................................................... 103 SECTION 23 RETIREMENT CONTRIBUTION ................................. 103 SECTION 24 SAFETY......................................................................103 SECTION 25 MILEAGE.................................................................... 104 SECTION 26 PAY WARRANT ERRORS .........................................104 SECT. ION 27 PROVISIONAL APPOINTMENT................................. 105 - iv - .:, SECTION 28 PERSONNEL LES...................................................106 SEMON EC N 29 E CE AWARDS.......... ......:....: ............................107 SECTION 30 NEIMBU SEMS T FOR MEAL EXPENSES ............. 108 SECTI.QN 31 COM NSATION FOOR LOSS OR DAMAGE TO PE''" RS .SAL PROPERTY............................................ 100 SEUION 32 UNFAIR LABQ PRACTICE ......................................110 SECTION 33 L.ENQIH OF SERVICE ,DEFINITION ..........................1 I 1 .ECTION 34. PERM. PARV-11ME EMPLOYEE BENEFITS ............. 111 ECDON 35 PA EMPLOYEE BENEFITS ........................................ 112 SECTIO,36 PROVISIONAL EMPLOYEE BENEFITS.....................112 SOON 37 PROFESSIONAL REISUEMi DENT........................ 112 SECTION 38 SAFE'I"Y EQUIPMENT................................................ 113 SECTION 39 DEPENQENT CARE ................................................... 114 SECTION 40 &T DIEStP QJECTS.................................................114 SECTION 41 BILIN UAL PAYi ....................................................... 115 SECTION 42 ADOPTION ................................................................. 1 15 SECT QN 43 SCOPE OF AGREEMENT & SEMRABIL111 OFF,PROMSIONS 43.1 Scope of Agreement....................................................116 43.2 Separability of Provisions ............................................116 43.3 Personnel Management Regulations...........................116 43.4 Duration of Agreement ................................................117 SECTION 44 PAST PRACTICES& EXISTING QU'S.................... 117 AnMHMENTS A - PROJECT POSITIONS B CLASS &," ALARY LISTINGS -v - MEMORANDUM OF UNDERSTANDING BETWEEN CONTRA COSTA COUNTY AND, DISTRICT ATTORNEY INVESTIGATORS' ASSOCIATION This Memorandum of Understanding (MOU) is entered into pursuant to the authority contained in Board of Supervisors Resolution 81/1165 and has been jointly prepared by the parties. The Employee Relations Officer (county Administrator) is the representative of Contra costa County in employer- employee relations matters as provided in Board of Supervisors Resolution 81/1165, Section 34-8.012. 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 Association 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, 2001 . Special provisions and restrictions pertaining to Project employees covered by this MOU are contained in - ! pJ DERNITIONS E,Iigl Ile: Any person whose name is on an employment or reemployment or layoff list for a given classification. Emplo ee: 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/her return. Employment List: A list of persons who have been found qualified for employment in a specific class. LafffList: A list of persons who have occupied positions allocated to a class in the Merit System and who have been involuntarily separated by layoff, 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. Permanent osition: Any position which has required, or which will require the services of an incumbent without interruption, for an indefinite period. Prro ect Emgrlove : An employee who is engaged in a time limited program or service by reason of limited or restricted DATA " 3 - 1998-01 MOU � ® : e e e ■ e � � f \ e � � � ° e - e � � e � e � - . � e � e� � ' e ■ . e � , � _ � . , ■ � - $ $ , � � � \ , � � ■ � � � � ' e ■ � - e � � e � - _ . � - ee . � e ■ f , � . . � � � ® � e � f - e � � � � e � � $ - ■ ` � � - e . , e e ■ ® ■ @ � � � - � e ® � , e - � � � � � e . ■ � � e e f -. � e ■ ■ $ - � e $ - - e � � f � ; \ e - , � $ - $ e . - , e ® e e � $ ` , e ■ - ' e _ ® e � � ' e � - � . e ■ � - e � ' % e � � e ' � e � - , < � e ■ , e « \ , e $ ~ $ ■ e � _ . e , � e � ` � _ , - , � ® _ e - ■ � - . � � . - 2f e ■ , _ , e . , - e elwe - - ® - � � - ■ � « e - e e � � - ® - e � f , , e - - �. 2 ee e e � � , � e e , e � � � � � � e � e . � ■ e � e . ® � .00 , ■ ® f e . e e � ® ■ e e e ■ - \ e - e � � � � � e ■ e ee . e - ® � ® ■ ® � $ � e _ � e � � � ` - e , � � � ■ , e � - e . _ � ' e e . e < « ! � e � � �: _ e � � : # e � � � � _ . . # ■ � . ■ . � � � � SECTION I -ASSOCIATION RECOGNITION Resignation: The voluntary termination of permanent service with the County from a position in the merit system. Tempora mpl_.Wme ,.nt: 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. SECTION 1 - ASSOCIATION RECOGNITION The Association is the formally recognized employee organization for the District Attorney Investigators' Unit, and such organization has been certified as such pursuant to Chapter 34-12 of Board Resolution 81/1165. SECTION 2 - ASSOCIATION SECURITY 2.1 Dues Deduction. Pursuant to Chapter 34-26 of Resolution 81/1165 only a majority representative may have dues deduction and as such the Association has the exclusive privilege of dues deduction for all members in its unit. DAIA - 5 - 1998-01 MOu » : � ■ � � � � � � a � - � � . � e ® ■ e , e ® # , ^ � ■ ■ � * ■ � � � K � � e _ . e e . � f ■ $ ® � . � _ ® - - - � � e e ■ » � , _ ■ e ¥ - � m � , � _ � � e - � � - ■ ■ � _ � � � ■ � � e e f e . e ■ � f ■ ■ . ' � � , � � e ■ , � � . � - #� e e ° -\ e � � . . - e ; � ® $ - e - e . . ■ � of ■ , e - �$ , e , e e � e � . - � � - � # - � ■ f � � e , e � ■ _ e e f � ■ ' - e e � e ■ e � , � t . � � _ . � , � < � � e � _ � e , e , � � , ^ � � � � e tee _ ° - e � ■ , . $ . e e � � . e ® ■ . e � ' ` � e _ . e � �' � $ e � ■ � � � , � ■ � e , � e � - � � e ■ $ f : ® _ $ e : eee e , � $ , � � ■ � � ' . ■ � � e , . e # � � . � - e � , � , e � � � < $ � a ■ - e - «� � - e e � � - & � ■ � e e e ■ e e ■ - e� 3 $ e � � e � e - - � � � � � e � � a � e - _ 2 $ . _ ■ ■ $ e e ' e ■ . - & . � � e , e � � � . _ f ■ - $ � ' e $ � � � $ _ . . . , . _ . � _ � . . $ @ . $ � . � e . , $ � , e ' e $ - � $ e , e �� � � ■ � � e � - ee - � e - - � ® � @ � $ . � � . $ � � a . . , f e - e � � � � e , � e . e ® e � ■ « ■ - � � f � ' ■ ® � e � - � e § � e . \ e ' � $ � � $ # � f ' e e e � a f . . . e e . e � - . � e e - � ® � _ e � ■ e � � � \ _ ■ � � ° $ e � # f e e � ` - ° e e f - � ' ■ ® e e e � e � � � e = e ' � . e _ e � � & � e e � e e ` e � e � ■ - e e � $ e - « _ ® . � � � � ' � f $ . e � - � e e ' f _ e , e � e � � e � ■ � ■ � � e e � � � - f � � - e - e . #� � - - e ' � . ? e _ e f - e ■ - - e e m e e � � - � e � � � � f e - a - ~ . e e2 � a e - < e � + - ■ f ® � ; ■ a SECTION 2 -ASSOCIATION SECURITY within the thirty (30} day period, he/she shall be deemed to have voluntarily agreed to pay the dues of the Association. The dues authorization form referenced above shall include a statement that the Association and the County have entered into a MOU, that the employee is required to authorize payroll deductions of Association 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 written completion of the authorization form, receive a copy of said authorization form which shall be deemed proper notice of his or her right to revoke said authorization. 2.3 Maintenance of Membership. All employees in the unit represented by the Association who are currently paying dues to the Association and all employees in such unit who hereafter become members of the Association shall as a condition of continued employment pay dues to the Association for the duration of this MOU and each year thereafter so long as the Association continues to represent the classification to which the employee is assigned, unless the employee has exercised the option to cease paying dues in accordance with Section 2.4. 2.4 Withdrawal of Membership. By notifying the Aud itor-Control lees Department in writing, between August 1 , 2001 and August 30, 2001 , any employee may withdraw from Association membership and discontinue paying dues as of the payroll period commencing September 1 , 2001 discontinuance of dues payments to then be reflected in the October 10, 2001 paycheck. Immediately upon the close of DATA -7 - 199"1 Mou . • ! ' ! ` � i • ' ! ! ' 4 ! to t ♦ + SECTION 2-ASSOCIATION SECURITY 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 an Association 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. 2.6 Use of Caunfv Buildings. The Association 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 and its use by the Association is scheduled twenty-four (24) hours in advance; b. There is no additional cost to the County; 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. DATA - 9 - 1998-01 MOu #A l w f w • w f f i • f .. A . • f OF w ' i • i i • f }� A f /. # w w • • • A • • • # f • i • w f • • • • • .. w • " ' . • ! f A • . f ! • ` f fid w w # • • A • A • • f ! • * A .. w • • .. w .. # • Lei FT T= SECTION 2-ASSOCIATION SECURITY a. Initial Determination. When a new class title is established, the Employee Relations Officer 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 determination. b. Final Determination. His determination is final unless within ten (10) days after notification a recognized employee organization requests in writing to meet and confer thereon. C. Meet and Confer and Other Steps. He shall meet and confer with such requesting organizations (and with other recognized employee organizations where appropriate) to seek agreement on this matter within sixty (80) days after the ten (10) day period in Subsection B, unless otherwise mutually agreed. Thereafter, the procedures in cases of agreement and disagreement, arbitration referral and expenses, and criteria for determination shall conform to those in Subsections (d) through (1) of Section 34-12.008 of Board of Supervisors' Resolution 81/1165. DAIA - 11 - 1998-01 Mou .f ..: .® • 11 rr 1.1.. .1►, _:. � ! # # # • "' # # • ! i ! SECTION 4- OFRCIAL REPRESENTATIVES d. if they are designated as a grievance representative 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 Association and as such make representations or presentations at meetings or hearings on wages, salaries and working conditions, f. in each case advance arrangements for time away from the employee's work station or assignment are made with the appropriate department head or his designee, and the County agency calling the meeting is responsible for determining that the attendance of the particular employee(s) is required. The number of such representatives shall not exceed two (2), without prior approval of the department and the Employee Relations Manager. 4.2 Association Repres n ,vea. Official representatives of the District Attorney Investigators' Association 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 Employee Relations Officer or other management representatives on matters within the scope of representation, provided that the , number of such ©AIA - 13 • 1998-01 ..lou SECTIONS -SALARIES representatives shall not ex' teed two O without prior approval of the department and the Employee Relations Manager, and that advance arrangements for the time away from the work station or assignment are made with the appropriate department head or his designee. SECTION 5-- SALARIES 5.1 mineral wage lncreaaea. October 1 , 1998 3.5% April 1 , 1999 2.5% October 1 , 1999 3.0% October 1 , 2000 3.0% LUMD Pa ent. A 3.51© Lump Sum Pay will be calculated for all eligible earnings from October 1 , 1998 through November 30, 1999. A 2.5% Lump Sum Pay will be applied to all eligible earnings from April 1 , 1999 through November 30, 1999. A 3% Lump Baum Pay will be applied to all eligible earnings from October 1 , 1999 through November 30, 1999. Eligible earnings include employee regular pay, overtime pay and specific other earnings computed as a percentage of base pay. The October 1 , 1998 increase will be paid retroactively in a lump sum payment to each employee for the period October 1 , 1998 through November 30, 1999, without interest. DATA - 14 - 1998-01Mou SECTION 5-SALARIES The April 1 1999 increase will be paid retroactively in a lump sum payment to each employee for the period April 1 , 1999 through November 30, 1999, without interest. The October 1 , 1999 increase will be paid retroactively in a lump sum payment to each employee for the period October 1 , 1999 through November 30, 1999, without interest. The payment amounts thus computed will be paid in a separate check as a "Lump Sum Payment" and will be subject to normal tax withholding and retirement deduction requirements. 5.2 Entrance Salary. 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. 5.3 Anniversary rates. 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 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 DAIA - 15 - 1998-01 Mou SEC77ON 5 - SALARIES month when the employee successfully completes six (6) months service. b. Promotions. The anniversary date of a promoted employee is determined as for a new employee in subsection 5.3.A above. C. Demotions. The, anniversary date of a demoted employee is the first day of the calendar month after the calendar month when the demotion was effective. d. Transfers, Reallocat i. Reclosification . 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. Reemplovments. 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 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 CIAIA - 16 - 1998-01 Mou SECTION 5- SALARIES 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 is one (I ). year after the first calendar day of that month. g. The anniversary date of employees on leave from their County position with or without pay, for more than throe (3) months shall be extended by the appointing authority for a period of time equal to the length of time on leave. This new date shall become the employee's new anniversary date for purposes of future salary reviews. 5.4 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 5.3 -- Anniversary Dates 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 unconditional 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. DAIA - 17 - 1998-01 Mou ^^�.,.' . .:.. I£»! :laF.aAkit5`.. R',...'"5`N-iN3:�'YKY^:.•Nn Y ,.:a'M=3!r NHNs'YNY,F":NtmS"xmA 3jd .3!lly,::: ... ' e � % - ■ e � � e . - f � of � e ■ - e °� � e e - - e ® � e � � - _ . ■ . � $ ® , e - - e � e - - � e - ■ , f ■ _ e f . - ' - e � ■ f ' ■ ■ ■ tea $ - me , , . -. e ■ . , - _ � ■ e e e , . ■ ©® ■ f e e � ^ � e f _ . . e , $ - e � ■ � e - , . , � f ' . , . e ' e _ f e � e � e . OF ■ $ f - , $ � e © ® $ e , � « # , ■ e - - � e , e e � ■ - e ® e _ � . f . « , 4e ' ` � e ■ e § - e $ . ° � � � efee , e _ ' , low, . - - e e - , e _ e _ ® � , e - , ■ ' - e , - , - � � � f � � ■ _ - e # . - Iw ■ _ 2f , , ® e - ' ® . - � ■ e � - a ■ ■ - ' - ■ � . - � ' e e � ' e - - e ■ . e « � # . , . e . . ® e f e � � e f e � e ■ . - � e .. . tee . ■ � ® # . ■ - . . - ` . 2 ® - ■ e � . . , e e . f . � . � � e . - - , a ■ , e § p « - ef e e , . a ze ■ t - e . e ® ` ; ■ e SECTION 5- SALARIES but if the employment is intermittent, compensation shall be on an hourly basis. 5.7 - 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 previsions of Section 5.9 - Salary on Promotion. 5.8 Salary Reallocation & alary n Reallocation. A. In a general salary increase or decrease, an employee in a class which is allocated to a salary range above or below that to which it was pre- viously allocated, when the number of steps remain the same, shall be compensated at the 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 DAIA - 19 - 1998-01 MOU SECT70N 5 - SALARIES 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 5.8.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 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 DATA -20 - 1998-01 MOU SECTION 5- SALARIES 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 received in the old range. 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 this Section 5.5. 5.9 Salary on Promotign. 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 5.12 -- T[ansfer 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 decrease, in which case the employee is appointed to the next higher step. If however, the employee is being promoted into a class allocated to a DATA -21 . 1998-01 MOU a a.e..;: M NiN• .:... ..p.., eN3i^:: 3::.:..N N: ,,.:;:q P .11"0 i • a a a A ' a � • E ' - • • a � E � a • ' a - a ' a ! a a a • � a ' • A a • A � a � A � A A ! E • ' ' a ' " i s - a E a ! a a +� a ! ! a aA a ' a ' a a ' - a • ,, a a ! a • a • E ! a • • ! E ! a A a � A a ' • E ! ! a A a ' E a E ! __t_ • a a E ' a a a ' as a a E a � • a ' a � - �, .. ■ tt . � a SECTION 5- SALARIES 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 rangeforthe 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. If the transfer is to a deep class, the provisions of the deep class resolution on salary of transfers, if any, shall apply in lieu of the above provisions. 5.13 Pay for Work in Nigher Classification. When an employee in a permanent position in the merit system is required to work in a classification for which the compensation is greater than that to which the employee is regularly assigned, the employee shall receive compensation for such work .at the rate of pay established for the higher classification pursuant to Section 5.9 - SaIajry on Promotion of this MOU, commencing on the thirty-first (31st) work day of the assignment, under the following conditions: 1 . The 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. 2. 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. DATA - 23 - 1998-01 Mou SEC77ON 5- SALAR ES 3. Employee selected for the assignment will normally be expected to meet the minimum qualifications for the higher classification. 4. Pay for work in a higher classification shall not be utilized as a substitute for regular promotional procedures provided in this Memorandum. 5. The appropriate authorization form has been submitted by the Department Head and approved by the County Administrator. +6. Higher pay assignments shall not exceed six (0) months except through reauthorization. 7. 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 ( 0) days no additional waiting period will be required. 8. Any incentives (e.g., the education incentive) and special differentials (e.g., bilingual differential) accruing to the employee in his/her permanent position shall continue, unless the employee is no longer performing 'the duties which warrant the differentials. 9. 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. DATA - 24 - '1998-01 Mou SECTION 5 - SALARIES 10. 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. 5.14 Pavm n . 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 an 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. Each election shall become effective on the first day of the month following the deadline for filing the notice and shall remain effective until revoked. In the case of an election made pursuant to this Section 5.14 all required or requested deductions from salary shall be DAIA - 25 - 1998-01 MOU EMO F., LOM e. * .� "A # R # ' • �. ! • • • 111 • � • � ^ /I • # M SECTION 7- OVERTIME AND COMPENSATORY TIME compensatory time off or to receive overtime pay at least thirty ( 0) days in advance of the change. b. The names of these employees electing to accrue compensatory time off shall be placed on a list maintained by the department. Employees who become eligible (i.e., 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. 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 employee shall again accrue compensatory time off for authorized overtime hours worked until the employee's balance again reaches one hundred twenty (1:20) 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. DAIA - 27 - 1998-01 Moo SEC77ON 7- OVER77ME AND COMPENSATORY TIME f. Employees may not use more than one hundred twenty (120) hours of compensatory time off in any fiscal year period (July 1 - June 30). g. The use of accrued compensatory time off shall be by mutual agreement between the department head or his designee and the employee. Compensatory time off shall not be taken when the employee would 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. h. 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. J. compensatory time accrual balances will be paid off when an employee moves from one 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 j. below. j. Since employees accrue compensatory time off at the rate of one and one-half (1-112) hours for each hour of authorized overtime worked, accrued DAIA -28 . 1998-01 Mou SECTION 8 -PAGERS compensatory time balances will be paid off at the straight time rate (two-thirds 2/3 the overtime rate) for the employee's current salary whenever: 1 . the employee separates from County service, 2. the employee retires. k. The Office of the County Auditor-Controller will establish timekeeping procedures to administer this Section. 7.3 Court Armarance Overtime. The County agrees to provide a minimum of four (4) hours overtime credit when in the line of duty employees in the classes of District Attorney Inspector and District Attorney Senior Inspector are required to attend a duly constituted judicial proceeding on his or her regularly scheduled day off. SECTION 8-- PAGERS Inspectors and Senior Inspectors are required to retain a County-issued pager in his/her immediate possession at all times, and keep it activated while on duty or when not available at the phone number provided to the Department for after hours contact. Inspectors and Senior Inspectors shall respond by telephone as soon as possible after receiving the page. DAtA -29 - 1998-01 Mou #i#;a4x#�nw:::.ss#:.z`a`.¢ :zs4e: ::#':#a':.:5,*'#e3a:.# :asxxrz,= -...••• :-.o-:.+ :`..zzzxs .ae.. ;:.xx. zr. u,. :z.., ,.::.(i al:• - ::e. SECTION 9N-%Opt ALt BACK SECTION g - ON-CALLMALL BACK. The Senior Inspector will be on-call for one (1 ) week intervals beginning at 0800 hours on a Wednesday and continuing until 0800 hours the fallowing Wednesday. During the on-call interval, the employee must be ready to immediately report for duty and must arrange so that a supervisor can reach the employee within ten (10) minutes or less. A► County vehicle may be used and driven home during the on-call interval, and must be used in compliance with the County vehicle Use Policy. Inspectors of all classes, whether or not on-call, may be called out to an incident after normal working hours, and may be required to respond in their personal vehicle. If an employee uses their personal vehicle they shall be reimbursed per Section 31 — Mlea-g .e., of this MOU. Any employee called out to an incident after normal work hours shall receive overtime or compensatory time at the appropriate rate for actual hours worked plus one (1 ) hour. Ain employee who is called back after normal working hours shall be paid a minimum of two(2)hours at the appropriate rate for each call back. Employees who are assigned in writing to on-call status will be compensated at the rate of $200 per week. DAIA - 30 - 1998-01 MOU SECTION 10- SENIORITY, WORKFORCE REDUCTION, LAYOFF& REASSIGNMENT SECTION 10 - SENIORITY—, WORKFORCE REDUCTION LAYOFF & REASSIGNMENT 10.1 Workforce Reductim. 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 Association 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. 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. 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). DAIA - 31 . 1998-01 MOu SEC77ON 10. SENIORITY, WORKFORCE REDUC77ON, LAYOFF& REASSIGNMENT e. Review various alternatives which will help mitigate the impact of the layoff by working through the Tactical Employment Team program (TET) 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. 3. Refer interested persons to vacancies which occur in ether job classes for which they qualify and can use their layoff eligibility. 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 Association of the possibility of such layoffs and shall meet and confer with the Association regarding the implementation of the action. DAIA - 32 - 1999-01 Mou SECTION 10- SENIORITY, WORKFORCE REDUCTION, LAYOFF& REASSIGNMENT 10.2 Separation Through Layoff A. Groundsfor 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 Layog_ff. 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. 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 a 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 of an employee having less seniority, the least senior employee being displaced first, and so DAIA . 33 - 1998-01 MOU SEC77ON 14- SENIORITY, WORKr-ORCE REDUCTION, LAYOFF& REASSIGNMENT on with senior displaced employees displacing junior employees. D. Particular Rules on Dis Iap► cine. 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 or, 2) in a class of the same or lower salary level 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 payoff with the written approval of the Director of Human Resources or designee retain their permanent full time employee seniority rights for layoff purposes only and may in a later payoff 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 DATA - 34 - 1998-01 Mou SECTION 10-SENIORITY, WORKFORCE REDUCTION, LAYOFF& REASSIGNMENT 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 (5%) 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 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 period of 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 DAIA - 35 - 1998-01 MOu SECTION 10- SENIORIM WORKFORCE REDUCTIONf LAYOFF& REASSIGNMENT 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 _ y-Qff Lit. 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. G. Order of Names on Lavoff. 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 in lieu of layoff or displacement or who have 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 Lavpff and Reem ooyrr ant Rights. The name of any person granted reemployment DAIA - 36 - 1998-01 Mou SECTION 90- SENIORITY, WORKFORCE REDUCTION, LAYOFF& REASSIGNMENT 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. 1. 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 who 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 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 Reemployment & Layoff �. The Director of Human Resources may remove the name of any eligible from a reemployment or layoff list for any reason listed below. 1 . For any cause stipulated in Section 404.1 of the Personnel Management Regulations. DATA - 37 - 1998-01 MOU SLC77ON 10- SENIORITY, WORKFORCE REDUCTION, LAYOFF& REASSIGNMENT 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. 5. If the eligible fails to respond to the Director of Human Resources or the appointing authority within ten ( 10) days to written notice of cer- tification mailed to the person's last known address. 5. 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. 7. 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 than person's name. DATA -38 . 1998-01 Mou SECTION 10-SENIORITY; WORKFORCE REDUCTION, LAYOFF& REASSIGNMENT K. nt Certifications. The Director of Human Resources 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. 10.3 'ce. The County agrees to give employees scheduled for layoff at least ten ( 10) work days notice prior to their last day of employment. 10.4 ftecial Ern�pl. Qyment fists. The County will establish a TET 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). 10.E i nm nt f --Laid E.Mployges. 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 lain 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 DATA - 39 - 1998-01 MOU WO SECTION- 11 HOUDA YS' reassignment backto 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. SECTION - 11 HOLIDAYS 11.1 O11days Observed. The County will observe the following holidays: January 1st, known as New Year's Day Third Monday in January known as Dr. M. L. King, Jr. Day Third Monday in February, known as President's Day 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 Fourth Thursday in November, known as Thanksgiving Day Friday after Thanksgiving Day December 25th, known as Christmas Day Such ether, days as the Board of Supervisors may by resolution designate as holidays. Each full-time employee shall accrue two (2) hours of personal holiday credit per month. Such personal holiday time may be taken '1n increments of one-tenth (1/10) hour, and preference of personal holidays shall be given to employees according to their seniority in their department as reasonably as possible. DAIA -40 - "1998-01 MOU SECTION- 11 HOLIDAYS Permanent part-time employees shall receive personal holiday credit in the same ratio to the personal 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. Employees shall accrue their personal holiday credit during months they are in pay status provided however that 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. 11.2 Air I cat c►.n. -of Credit. The following provisions indicate how holiday credit is to be applied: a. Employees on the five-day forty (40) hour Monday through Friday work schedule shall I 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 the holiday. C. Employees will be paid one and one-half (1-1/2) times their basic salary rate for holidays actually worked. DATA -41 - 1998-01 moo SECTION 12- VACATION LEAVE The purpose of this plan is to equalize holidays between employees on regular work schedules and those on other work schedules. 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 11 .1 above falls on a Saturday, it shall be celebrated on the preceding Friday. If any holiday listed in Section 11 .'1 falls on a Sunday, it shall be celebrated on the following Monday. 11.3 Permanent Part-Time Employees.es. 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 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. Permanent part-time and permanent-intermittent 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) hours. SEC ION 12 - VACATION LEAVE 12.1 Vacatton 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 DAA► -42 - 1998-01 MOU SECTION 12- VACATION LEAVE 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 5.6 of this MCU. Vacation credits 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. 12.2 Vacation Accrual Bates. All employees in the bargaining unit.are entitled to the following vacation accruals: 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 thru 19 years 13-1/3 320 20 thru 24 years 16-2/3 400 25 thru 29 years 20 480 30 years and up 23-1/3 560 12.3 Accrual During Leave Withou 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, tnor shall an employee who is absent without pay accrue vacation credit during the absence. DAIA -43 - 1998-01 Mou SEC77OoN 13 - SICK LEAVE 12.4 Vacation Allowance for Separated Employees. On 'separation from County service, an employee shall be paid for any unused vacation credits at the employee's then current pay rate. 12.5 Accrual on Prorated Bas . Employees in permanent part-time and permanent-intermittent positions shall accrue vacation benefits on a prorated basis as provided in Resolution 81/1165, Section 32-2.006. 12.6 Vacation Leave on ReempfloyMent from a L yo„_o_ff- L . Employees with six (6) 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 (6) 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. SECTION 13_ - SICK LEAVE 13.1 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. 13.2 Credits to and Cbaraes Against Zick Lean . Sick leave credits accrue at the rate of eight (8) working hours credit for each completed month of service. Employees who DAIA -44 - 1998-01 MOU SECTION 13 - SICK LEAVE 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. 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 re-employed in a permanent position within the period of lay off eligibility. Upon retirement, an employee's accumulated sick leave is converted to retirement on the basis of one ( 1 ) day of retirement service credit for each day of accumulated sick leave credit. 13,3 Policies Gov ruing 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, father- in-law, mother-in-law, daughter-in-law, son-in-law, brother-in- law, sister--in-law, foster children, aunt, uncle, cousin, stepbrother, stepsister, or domestic partner of an employee and/or includes any other person for whom the employee is DATA - 45 - 1998-01 MOU P , P M M .. h . :,: Ili,, , SECTION 13 - SICK LEAVE the legal guardian or conservator, or any person who is claimed as a "dependent" for IRS reporting purposes by the employee. 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 anEm.�loyee. 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 DATA -46 - '1998-01 Mou SEC77ON 13 - SICK LEAVE or until the employee is retired by the Retirement Board, subject to the following conditions: 1 . An application for retirement due to disability has been fled with the Retirement Board. 2. Satisfactory medical evidence of such disability is received by the appointing authority within thirty (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 P_rea„nancv Disability. Employees whose disability is caused or contributed to by pregnancy, miscarriage, abortion, childbirth, or recovery therefrom, shall be allowed to utilize sick heave credit to the maximum accrued DAlA -47 - 1998-01 MOU SE'C77ON 13 - SICK LEAVE by such employee during the 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 attending physician stating that her disability continues DATA -48 - 1998-01 Mou SECTION 13 -SICK LEAVE and the projected dates of the employee's recovery from such disability. e. Medical & Dental Apaointrnents. 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 prescheduled medical and dental appointments for an immediate family member. f. Emergency Gare 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, but this shall not exceed three (3) working days, plus up to two (2) days of work time for necessary travel. h. Accumulated paid sick leave credits may not be us in the following situations: 1 . Se f-'nflictedInjury. For time off from work for an employee's illness or injury caused by his or her willful misconduct. DATA -49 - 1998-01 Mou .. SEC770M 13 - SICK LEAVE 2. Vacation. Paid sick leave credits may not be used for an employee's illness or injury which occurs while he is on vacation but the County Administrator may authorize it when extenuating circumstances exist and the appointing authority approves. 3. 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. 13.4 Administration . -of Sick Leave. The proper administration of sick leave is a responsibility of the employee and the department head. The following procedures apply: a. Employees are responsible for notifying the Investigative Unit of an absence as early as possible prior to the commencement of their work shift and in accordance with operational requirements. Notification shall include the reason and possible duration of the absence. b. Employees are responsible for keeping their department informed of their continuing condition and probable date of return to work. C. Employees are responsible for obtaining advance approval from their appointing authority or designee for the schedule time of prearranged personal or family medical and dental appointments. ®AIA -50 - 1998-01 Mou SECTION 13 - SICK LEAVE The use of sick leave may be denied if these procedures are not followed. Abuse of sick leave on the part of the employee is cause for disciplinary action. To ascertain the propriety of claims against sick heave, the department head may make such investigations as he deems necessary including medical verification of illness. 13.5 Disabilft. A. An employee physically or mentally incapacitated for the performance of duty is subject to dismissal, 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 believes to be temporarily or permanently physically or mentally incapacitated for the performance of the employee's 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 employee's paid time, a physical, medical and/or 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 DAIA - 51 - 1998-01 Mou SECTION 13 - SICK LEAVE 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 Human Resources Director may order lost pay restored for good cause and subject to the employee's duty to mitigate damages. 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 or psychologist, 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 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 DATA - 52 - 1998-01 Mou SECTION 13 - SICK LEAVE 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; I a statement of the basis upon which the action is being taken; 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 DATA - 53 - '1898-01 Mou SECTION 13 - SICK LEAVE 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 certified mail, effective either upon personal delivery or deposit in the U.S. Postal Service. 1. 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 writing through the Director of Human Resources to the Merit Board. Alternatively, the employee may file a written election with the Director of Human Resources 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, D,AIA1 - 54 - '1998-01 Mou SECTfON 13- SICK LEAVE 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 Director of Human Resources 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 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. a. The arbitrator may affirm, modify or revoke the leave of absence or suspension. b. The arbitrator may make his decision based only on evidence submitted. by the County and the employee. DA1A 55 - 1998-01 Mou SEC77ON 13 - SICK LEAVE c. 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. d. The arbitrator's fees and expenses shall be paid one-half by the County and one-half by the employee or employee's association. 13.6 workers' Comaensation. A. State Labor C de 4850 Pay. Law enforcement officers as defined in State Labor Code 4850 who are members of the Contra Costa County Retirement System continue to receive full salary benefits in Lieu of temporary disability during any absence from work which qualifies for workers' compensation benefits. Currently, the maximum 4850 pay is one (1 ) year for any injury or illness. To be eligible for this benefit the employee must be under the care of a physician. All 4850 pay shall be approved by the County Administrator's Office, Risk Management Division. B. Sick Leave and Vacation. Sick leave and vacation shall accrue in accordance with the provision of State Labor Code 4850. DATA - 56 - 1998-01 MOU SECTION 13 SICK LEAVE C. 4850 Pay Beyond One Year. If an injured employee remains eligible for workers' compensation temporary disability benefits beyond one (1 ) year, full salary will continue by integrating sick leave and/or vacation accruals with Workers' compensation benefits (use of vacation accruals must be approved by the department and the employee). If salary integration is no longer available because accruals are exhausted, workers' compensation benefits will be paid directly to the employee as prescribed by workers' compensation laws. D. Rehabilitation InteaAn injured employee who is eligible for workers' compensation rehabilitation temporary disability benefits and who has exhausted 4850 pay eligibility will continue to receive full salary by integrating sick leave and/or vacation accruals with workers' compensation rehabilitation temporary disability benefits. When these accruals are exhausted, the rehabilitation temporary disability benefits will be paid directly to the employee as prescribed by workers' compensation laws. E. Health Insurance. The County contribution to the employee's group insurance plan(s) continues during the 4850 pay period and during integration of sick leave or vacation with workers' compensation benefits. DATA - 57 - '1998-01 MOu SECTION 14 - LEAVE OFA13 ENCE F. Integration ormula. 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 hrs.) W = Statutory workers' compensation for a month S Monthly salary O. Medical Examinations. Whenever possible, medical exams or follow-up medical appointments for job- related illness or injury scheduled during work hours will be at the beginning or end of the employee's shift so as to minimize time lost from work. 13.7 Integration of SDI. On May 28, 1981 the Board of Supervisors established a labor-management committee to administer a rehabilitation program for disabled County employees. It is understood that the benefits specified above in this Section 13 shall be coordinated with any disabled employee's rehabilitation program. 13.8 Accrual During 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-14 -LEAVE OF ABSENCE 14.1 Leave Without Pay. Any employee who has permanent status in the classified service may be granted a DATA _ 58 - '1988-01 Mou SECTION 14 - LEAVE OF ABSENCE 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. 14.2 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 up to one (1 ) year for any of the following reasons: 1 . Illness, disability or serious health condition; 2. pregnancy or pregnancy disability; 3. family care; 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. B. An employee should request a leave of absence 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 DAIA - 59 - 1998-01 Mou SEC77ON 14 -LEAVE OF ABSENCE learning of the event by`which the need for a leave of absence arises. C. An 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. 14.3 Family Care or Medical Leave. A. Definitions. For medical and family care leaves of absence under Section 14, the fallowing definitions apply: 1 . 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. 2. Parent: A biological, foster, or adoptive parent, a stepparent, legal guardian, conservator, or other person standing in loco parentis to a child. 3. .. Qu + : A partner in marriage as defined in California Civil Cade Section 4100. DAIA - 60 - 1998-01 Mou SECTION 14- LEAVE OF ASSENCE 4. 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. 5. Serigus Health Condition: An illness, injury, impairment, or physical or mental condition which 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) and which, for family care leave only, warrants the participation of a family member to provide care during a period of treatment or supervision, as defined by state and federal law. 5. Certification for Famil 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: a. the date, if known, on which the serious health condition.commenced; b. the probable duration of the condition; c. an estimate of the amount of time which the employee needs to render care or supervision; DATA - 61 - 1998-01 Mou " fi�N�.hA,w':#�T' .::. sttw�."»ygTt'....' t,Fh� 'W??'^A++a3„+h*,.. N3ifio-T'o-'gfia:' 'un::ra?5fl=Six YN ,:Yd3?S 6'R1A'xYi9N,^•. 9 S'EC77ON 14 - LEAVE OFASSENCE d. a statement that the serious health condition warrants the participation of a family member to provide care during period of treatment or supervision; e. if for intermittent leave or a reduced work schedule leave, the certification should indicate that the intermittent leave or reduced work schedule leave is necessary for the care of the individual or will assist in their recovery, and its expected duration. 7. Certificafion for 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: a. the date, if known, on which the serious health condition commenced; b. the probable duration of the condition; c. a statement that the employee is unable to perform the functions of the employee's job; d. , if for intermittent leave or a reduced work schedule leave, the certification should indicate the medical necessity for the DATA - 62 - 1998-01 Mou SECTION 14 -LEAVE OF ABSENCE intermittent leave or reduced work schedule Leave and its expected duration. 8. 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. B. Section 14.2 notwithstanding, upon request to the appointing authority, in each calendar year any employee who has permanent -status shall be entitled to, and shall be granted, at least eighteen (18) weeks leave (less if so requested by the employee) for: 1 , 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 2, 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 adaption 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. DAIA - 63 - 1998-01 MOu : .. :, .:,;;,::t::.:::,;T:r::,,::; • aI ` • 1L' • - • !' • YfR • I • - • • • • • ` • • ` • - • • • ` • ` w !w. w s i • s • • ! • • • • ala - A M aI • - • fI • � a[ � • aM - I aM aI - • � 9 ae • � • air • ` . - ar .r • �' • • • r "� • •r • * v SECTION 14 -LEAVE OF ABSENCE Utilization for Pregnancy Disability, that time will not be considered a part of the eighteen (18) week family care leave period. 14.5 Group Health Plan Cov+eracle. A. During Leave of Absence. 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 14.6. 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. B. During Medical or Family care Leave. During the eighteen (18) weeks of an approved medical or family care leave under Section 14.3 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 14.6. 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. DAIA - 65 - '1998-01 MOU i i i► lw 10 40 e r rt r r f SECTION 14- LEAVE OF ABSENCE 14.7 MiIitary Leave. Any employee who is required 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. An employee who volunteers for such service shall be granted a leave of absence if necessary 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 as the Director of Human Resources may deem necessary. 14.8 Return From-Leave-of Absence. A. Early Return. whenever an employee who has been granted a leave without pay desires to return before the expiration of such Leave, the employee DATA - 67 - 1998-01 Mou M # � i • ! . • # Ort . s # • # . SECTION 14 - LEAVE OF ABSENCE 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 720 hours, including use of accruals, of intermittent or reduced work 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. 14.9 Appeal of Den al. The decision of the appointing authority on granting or denying 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. 14.10 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 and who has not been absent from the position on leave without pay more than six (G) months during the preceding year shall receive salary increments that may accrue to them during the period of military leave. 14.11 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 DAIA - 69 - 1998-01 MOU }, MW IMM-9--OMPW f u # i # i i i w i i i • • i # i i +� i i .. i • i i ! i i i ! i i i # i i # • i i ' • i i i i i i i °' i i i w i i i i • i i P i • � i i • i i � � i . "' ! ® • �. w • i i i wP i i i i i i ,, iw wiP • �' • i ' i � w i # i • i i i i # i i "" i ! i # i i i i i • .. i '" i i . • i i . i i '" Jlk i i i i " i ! • SECTION 15 -JURY DUTY AND WITNESS DUTY When culled for jury duty, County employees, like other citizens, are expected to discharge their jury duty responsibilities. Employees shall advise their department as soon as possible if scheduled to appear for jury duty. if summoned for jury duty in a Municipal, Superior, or Federal Court, or a Coroners jury, 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. 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. a. 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. b. An employee who elects to retain all fees must take leave (vacation, floating holiday, etc.) or heave without pay. leo court certificate is required but an OAIA -71 • 1998-01 MOIL! v i" i ► t w ! ! ! 40 ! • ` ! ! i ! • • ! � P ! w � � � � � � ! w � a► ! w w P � i SECTION 16 - HEALTH,;UFE AND MENTAL CARE 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. Retention or waiver of fees shall be governed by the same provisions as apply to jury duty as set forth in Section 15.1 of this MOU. Employees shall advise their department as soon as passible 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 16 - HEALTH. LIFE AND DENTAL CARE 16.1 Health Plan. The county will provide group health benefits through the California Public Employees' Retirement System (CaIPERS) for all permanent full-time employees, andpermanent part-time employees regularly scheduled to work at least twenty (20) hours per weep in classes represented by DAIA. The CaIPERS program, as regulated by the Public Employees' Medical and. Hospital Care Act (PEMHCA), will control on all issues, including but not limited to eligibility, benefit levels and premium casts. DAIA acknowledges that CaIPERS Health Plan program benefits may not be equal to benefits previously available to their represented employees, and Consolidated Omnibus Budget Reconciliation Act (COBRA) counterparts through DAIA - 73 - 1998-01 mou # III # M # SECTION 16- HEALTH, UFE AND DENTAL CARE In the event, in whore or in part, that the above amounts are greater than one hundred percent (100%) of the applicable premium of any plan, the County's contribution will not exceed one hundred percent (100%) of the applicable plan premium. B. County's Contribution Effective January 1 , 2000 and January 1 , 2001 Subvention rates for the purposes of open enrollment in all PERS medical plans will be the dollar equivalent of eighty-seven percent (87%) of the PERS Kaiser premium at each level (employee only, employee + one, employee + two or more). In the event, in whole or in part, that the above amounts are greater than one hundred percent (100%) of the applicable premium of any plan, the County's contribution will not exceed one hundred percent (100%) of the applicable plan premium. 16.4 dental Program. The County will continue to offer the existing County group Dental Plans (Delta and Safeguard A & B) to all permanent employees in classes represented by the DATA. Effective January 1 , 2000, the County will terminate its contract with Safeguard A & B Dental and offer the Delta and PMI Delta Care Dental plans. 16.5 Dental Contribution.. The County's contribution to the monthly dental plan premiums shall be as. provided below. These contributions are provided only for permanent full-time and permanent part-time employees regularly scheduled to work at least twenty (20) hours per week. Permanent-intermittent, provisional and permanent part-time DATA - 75 . 1999-01 MOU i i • i ' ii i • "' i • "" " IV # ♦ pa A 4p or 4p w i .. ,� i • i • i ' - ! iii i ' r i i i i • . i i • i i - i • ' 1 i i i • ' • ' i • i i i ! . i • " i • SECTION 16- HEALTH, LIF=E AND DENTAL CARE If Safeguard is eliminated without a replacement plan that includes an orthodontics option, the County will subvent the Delta Dental orthodontics option at 77% 16.7 Rate Information,., The County Benefits Service Unit will make dental plan rate information and, to the extent possible, CalPERS health plan rate information available to emploYees and departments upon request. In addition, the County Benefits Service Unit will publish and distribute to employees and departments information about rate changes as they occur during the year. 16.8 Life Insurance Program. The County will continue the existing County group $3000 Term Life Insurance Plan for all permanent employees in classes represented by DAIA. Effective January 1 , 2000, the Term Life Insurance Plan shall be increased to $7500 for employees enrolled in either a health and/or dental plan. 16.9 Life Insurance Contributions. The County will pay the entire premium on behalf of permanent full-time and permanent part-time employees regularly scheduled to work at least twenty (20) hours per week who elect health and/or dental coverage. Permanent-intermittent, provisional and permanent part-time employees working less than twenty (20) hours per week may participate in the Life Insurance Plan at their full personal expense, which shall not exceed the County's cost, provided they elect health and/or dental coverage. 16.10 Premium Payments. Employee participation in any health, dental, or life insurance plan is contingent upon the employee authorizing payroll deduction by the County of the DATA - 77 - '1998-01 Mou wm Fw xx . # ° » . � . , , � . , - f ■ e - ' � � , f e \ � e ® � � � ' a < .e e a # ' _ � e _ � a e � � _ e � e e f \ , � ■ , � e � , � e e . - - � � � » � : a® 2 � \ � 2 \ :� 2 . � � � . � : � - � e� . . .� ■ $ e � e -. ¥ , �� e � � e ' e : _ e - e f e ^ , ■ , - � - e ■ �� ° e � e � � � , � e � � � e � . . e . � � ■ e , � � ' � � e e � - � - e � - $ f � � � f � # e � ' � � � � � , � e f ■ - t ® e. . � . . e � - , e e ® ■ � � � - � $ ■ . e . e - - » � ■ e e e , � f � , � $ _ � �� � ., � $ $ „ e $ 2 . . � ■ � - � � f ® � . ' e . # � � $ � # e � - ■ � � _ � � ^ � \ � - e � � , ■ - . � ■ f ■ \ ® : e : e , � e , f e _ � � e ® � � e � � , - e ■ - � � e � e - � � ■ �� � e e . ,. . � e e , � - ® e ■ ff : . . f e . - # f . . . . � - � e e ® � � ° � . � � e ° - e - � - f ■ - � . e f . e $ ` ■ f � e � e ■ e � ■ - \ « $ $ e � $ » � - . - . � $ f . . � f - $ $ , _ � f � � � : _ Vit ■ \ , - ! ■ - ® ® ee � f e , e $ e - e - � ' � � # ^ e � � , e - , e - e e 2e � - � %- � « - � - � � � . - � - � , e � e e e - $ � , � - � � « @ . _ - � , f � � , , $ . � � � � $ . , . . e ■ � � * - � � - � e e - e � e e � e . e f � ■e � _ e ® e .e � a � e _ � � � ■ _ �� e .� - � e �- - - - �� '� ® ® ® e e . ■ e � & e ® � e � � . e � e $ . e # � ` ■ � ■ e _ � ■ ■ _ � ; ■ � � ■ . SECTION 16• HEALTH, LIFE AND DENTAL-CAR Omnibus Budget Reconciliation Act (COBRA), plus any administrative fees, for the option selected. The entire cost of coverage shall be paid at the time and place specified by CalPERS for health plans and by the County for the dental plans. An employee who terminates County employment is covered through the last day of the month in which he/she is paid for County dental plans and through the lest day of the month following the month of termination for CalPERS plans. Employees who terminate County employment may continue Croup Health/Dental plan coverage to the extent provided under the COBRA regulations. 16.12 Retirment Coverage. Upon retirement, employees may, subject to plan requirements, 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 individual conversion membership from the County plan. Pursuant to CalPERS regulations, employees enrolled in the CalPERS alternative plan (CCHP) at the time of retirement are permanently precluded from enrolling in any other CalPERS or County health plan. 16.13 Dual Coverage. A. HERS Health Pian. Employees must adhere to the rules as established by CalPERS. DATA - 79 - 1998-41 Mou ! ! r wI ! r M ! r ! ! � � �•• r ! � r ! r ! ! s ! ♦ ! � r ! r • ! ! ! r ! r ! r ! r r ! ! s i ! � . � r • ! i r ! • i ! • r � r ! r • r ! ! • ' SECTION 16 -HEALTH, LIFE AND DENTAL CARE with before-tax dollars. Effective January 1 , 2000, the amount employees may set aside from their paycheck shall be increased from $2400 to $3000 per year. HCSA dollars can be expended on any eligible medical expenses allowed by Internal Revenue Code Section 125. Any unused balance cannot be recovered by the employee. The County will continue to offer employees the option to participate in the existing Countywide DCAP and premium conversion programs. 16.15 Wei Iness Incentive. 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. A. 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 pian carriers to develop special programs and activities for County employees and to encourage participating in their established wellness activities. Special emphasis will be placed on supporting major programs such as Smoking Cessation, Nutrition/Weight Loss, Brown Bag Seminars, Health Screenings, and Health Fairs. DATA 1998-01 mou .>, ',.# '?+ .. 'ufts4',.,.'.?s. � . � . , . ■ ■ .. , . - � « . 1.. � ee � - � � e ■ ef � - ` \ _ , e ■ e e , e � , ■ - ■ , ■ e . , ` ® a , . _ f , $ f - e - , e ■ - f - , f e - e .f 2 - , . - . e � e e , f _ e e � ■ � e - . $ f , . , ■ ® e - : - � $ - � � $ - - . . - e � ■ - e ee � e e ■ f , e - ® ■ ■ , , , � � ® e � 2 � - - \ # . e $ e ■ - e e - ■ , e ® e $ � , a - e e ` § e - e ® e e � e , ■ e e . - e . . .� � e � e - ■ ■ - 2 r e , � - e $ � � e e � � - e e . , . ` e ■ ' . , ® ■ . e - eee - - . ■ . f , e � - , . ■ - e ■ . . . � � - $ # ■ ; , . � . SECTION 17 PROBATIONARY PERM 16. 17 Vidgn DisplM Ter i l V r Exam tin The County agrees to extend any vision care coverage to the District Attorney Investigators' Association if the Health Care Oversight Committee, a sub-committee of the County and the Labor Coalition, reports its findings to the County and the Labor Coalition and vision care coverage is offered to the Coalition. SE+ TION 17 - PROBATIONARY PERIOD 17.1 Durdion. All appointments , from officially promulgated employment lists for original entrance or promotion shall be subject to a probationary period. This period shall be from six (6) months to two (2) years duration. 17.2 Probation Pe riods Over Six.M n hs. Listed below are those classes represented by the Association which have probation periods in excess of six ( ) months. D.A. Inspector - One (1 ) year D.A. Sr. Inspector- - One (1 ) year 17.3 Revised Proba ionary Peric►d. 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. .17.4 Lenglh of Pro-bationmy Polio . The probationary period shall commence from the date of appointment. It shall not include time served in provisional or temporary DATA - 83 . 1998-41 Mou . i # ! ! # ' ! ! • i � i ' # ! ! .� • i i • i . # i ' • • # � �i . ! ! i ! ## • • ! .. ## i • • i # ! SECTION 17- PROBATIONARY PERIOD 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 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. 17.6 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 were satisfactory and that the emploYee is recommended for permanent appointment. A probationary employee may be rejected at any time during the probation period without regard to the Skelly provisions of this MOU, without notice DAIA _ 85 - 1988-01 mou }}_ . . .� - �� _ . ■ . - - - ■ ■ � e e e e , � ■ ' , e - , e f , ■ ee e � $ , e - - e - $ ee , e - ■ e e ® $ $ e ' - ■ e - . f . e , _ ■ ■ $ � « , wlw - , e - ■ e � � < � - � e e e ■ $ ® ` e , eee - , e - e e - e � ■ ee � - ` $ e ' . $ $ � , _ , _ e e e 5 � ee � e ■ � ee e , ■ e e ' e e , - - $ e , - e e ' , ■ ¥ t e � $ e ■ e - e e _ ® fe � e ■ - ' e - e e e $ . e _ e ■ edo e , ■ $ e - f . - e , ■ e. # e . e ' e f - - _ e ° - « - e e , fie . ■ - � � e f efe , - ef ® ■ e � - , e ■ # - ■ a � - - $ � $ � ■ , ee « e e ` - ` e e � e - e e e e ee , e < , e e � - e - ■ .■ f - e ■ f . e . . . . ® � ■ e - ` _ ® � e ® ? f , ee ■ e � $ , e - � ■ e f _ ® - $ , < ■ t e e � e � . e � - � � e e _ ® � e � , ■ ' - _ - a , e � a . ® ■ ` e e ' ® e e � . ■ \ - � � � e e e . ■ , e ■ e � e ' ■ _ 2 � - e ■ - , - SECTION 17-PROBATIONARY PERIOD eligible list, unless such certificationis requested in writing by the appointing authority. 17.7 Layoff During Probation. An employee who is laid off during probation, if reemployed in the same class 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. 17.8 R.giegtion During Probation of Laid off Emol ►c vase An employee who has achieved permanent status in the class before layoff and who subsequently is appointed from the layoff list shall begin a new probation period if subsequently certified and appointed in a different department or classification than that from which the employee was laid off. If the employee is rejected during the probation period, the employee shall be automatically restored to the layoff list, unless discharged for cause, if the rejection occurs within the employee's period of layoff eligibility. DATA - 87 - 1998-01 Mou ^ � , - � _ � - ■ � � # ■ � $ e - - ® ° � � , e . ' � ^ ■ ' r - $ e ■ f e � . � ; . - ■ e , � e f � � f ■ ■ � � � � ® - ? e « ■ � $ . e _ eee e , � e � e � f � -� - � , ® .� � � , e $ e - _ - ■ e � e e e $ � � ■ _ � < �; $ ■ �- � _ e �e $ e � _ f ' e �l - - e � � � � e � . � � $ ee ■ ` @ $ ■ - , e . 2 ■ e _ @e ® � @ $ � � � - � - e ■ , - �- e e ■ , e ■ � e . e e eke - $ � ■ � ® � ■ � , ` � � � . � � - - ■ . � ■ � - � | ® eq Lort ƒ - � e _ � � $ ■ ' � � _ e � « e � e � e e e � . , � . �, e e , e - � , � . � .� e _ � ■ ■ e e - ~ , � - e _ ` ¥ $ � - . e . � , ■ ee � e � � e _ e ■ ` ' $ . e 9 f $ . e e , � � $ . - ^ - ■ - eek \ a - , . ' @ . � ■ � e - \ � � � e� � e ■ � $ � � � _ . - ef � e �e _ . � ! � ■ � - � e e ' . � Q � ® ` VITMI111L Loll SECTION 18 -PROMOTION C. The incumbent must meet the minimum education and experience requirements for the higher class. d. The action must have approval of the Human Resources Director. e. The Association approves such action. The appropriate -rules regarding probationary status and salary on promotion are applicable. 18.5 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. 18.6 SenjQri y Credits. Employees who have qualified to take promotional examinations and who have earned a total score, not including seniority credits, of seventy percent (70%a) or more, shall receive, in addition to all other credits, five one-hundredths of one percent (.05%a) 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 DATA _ 89 - 1998-01 Mou SECTION 19 - TRANSFER determined. No employee, however, shall receive more than a total of five percent (5%) credit for seniority in any promotional examination. 19.7 Phv !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. SECIION 19 --TRAMEER 19.1 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 shell 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. aAMA -90 - 1998-01 Mou SECTION 20-RESIGNATIONS Notwithstanding the 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. 19.2 Procedure. 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 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. SECTION 20 - 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. 20.1 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. DATA - 91 . 1998-01 Mou ::. , ! • ! A � ! ! R R A � R N � ! i ! • ! "' ' R A A R • jk ! j.! a .. .. .. a «. lw R R » » r R ! R ! / R » ! ! » SECTION 29 - DISMISSAL, SUSPENSION, DEMOTION, TEMPORARY REDUCTION IN PAY& REDUCTION WITHIN CLASS effective on the day following the appointing authority's acknowledgment without loss of seniority or pay. C. Conteat. 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 Duman 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 2 -- rievance Procedure of the MOU beginning with Step C. D. Chis ,�ositian. 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. 1 - 1 Alr PENSION33E11 T10N TEMP RARY REDUCTION 1N PAY & Ri=niir.Tlt3N Wj H1N CLAS-S 21.1 ase ft r rAlon. The appointing authority may dismiss, suspend, demote, temporarily reduce the pay of, or DATA -93 . '1998-01 MOu SEC77ON 21 - DISMISSAL, SUSiPE11I'SIO , DE11 OT ION, TEMPORARY REDUC77ON IN PAY+& REDUCTION MTHIN CLASS reduce within class any employee for cause. The reduction 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, reduction or demotion may be based on reasons other than those specifically mentioned: a. absence without leave, b. conviction of any criminal act involving moral turpitude, C. conduct tending to bring the merit system and/or the Office of the District Attorney 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), L negligent or willful damage to public property or waste of public supplies or equipment, DAMA . 94 . 1998-0'1 Mou SECT70N 21 - DISMISSAL, SUSPENSION, DEMOTION, TEMPORARY REDUCTION IN PAY& REDUCTION WITHIN CLASS 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, 1. 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 MOO, 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 ether verbal, or physical conduct of a sexual nature, when such conduct"hes 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. _DAIA - 95 - 1998-01 MOU ■ . ■ : . ' ■ � , ■ . . - ■ T • ' ' a ■ - . Z - ■ # • . � � elf . 111 t ] ' @ ■ � , ® , � , . } ■ _ Mol \ � � & - a - _ e , e . ■ _ . , : e $ � e � � ■ � e e - - e � $ e . - - e - $ � , ee � � � , e ■ # ■ , ? $ . � � ` $ e - - Ke ® e e e \ � e � . e . » ■ _ ' $ ■ $ e - e � ■ ee - � , ■ � « $ ® � e $ _ � $ � � $ _ - _ ^ ■ e 2 � , e , - e , � OP _ e � � . ` ' � _ - � ■ e f - . . , , � � $ lw 10 - ■ # $ efe � . e ■ , - e e e Op- , - e , , � , - e � . e � \ e ' e e e a - , e e ■ � ■ � e - ® e «, e . e ■ - e * � e e e e f e , ? e � ■ - _ - . � # - « . - ■ � - e ■ � f _ e $ eeea ■ , � � . , SECTION 21 -DISMISSAL, SUSPENSION, DEMOTION, TEMPORARY REDUCTION IN PAY& REDUCTION WITHIN CLASS 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 any extension, the right to respond is host. 21.4 Leave Pending Employe+ 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. 21.5 Suapgns ns Without Pay. Suspensions without pay shall not exceed thirty (30) days unless ordered by an arbitrator, an adjustment board or the Merit Board. The thirty (30) day limit does not apply to suspension due to pending criminal charges as provided in 21 .6 below. 21.6 Procedure on Dismissal, Suspension, Reduction Within Class, Temporary Reduction in Pay, or Disciplinary nary Demotion . A. In 'any disciplinary action to dismiss, suspend, reduce within class, 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, reduction within class, temporary reduction of pay, or demotion shall be filed with the DAIA -97 - 1998-01 Mol! MW a }} } IV w q-4 1=1�11-01 A I pill lw 0 SECTION 22 - GRIEVANCE PROCEDURE 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 employee's immediate supervisor, who shall meet with the employee within five (b) days of receipt of a written request to hold such meeting. D2. If a grievance is not satisfactorily resolved in Step 1 above, the employee 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 him or her to his or her 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. Stgp�. If a grievance is not satisfactorily resolved in Step 2 above, the employee may appeal in writing within seven (7) work days to the Human Resources Director. The Human Resources Director or designee shall have twenty (20) work days in which to investigate the merit of the complaint and to meet with the department head and the employee and attempt to settle the grievance and respond in writing. SteD4. No grievance may be processed under this Step 4 which has not first been filed and investigated in accordance DA1A - 99 - 1998-01 Mou ' . i i " i A • '" wi i . iii ' � R • R i R R w i R � � i ' . i IV • ' w .' i . i ' i � i i i s • '" i i ' • ! . i "OTARii-SLOURR i i .. SECTION 22 - GRIEVANCE PROCEDURE 22.2 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 an emploYee fails to meet the time limits specified in steps 1 through 4 above, the grievance will be deemed to have been settled and withdrawn. 22.3 No ;i e. An official, with whom a formal grievance is filed. by a grievant who is included in a unit represented by the Association, but is not represented by the Association in the grievance, shall give the Association a copy of the formal presentation. 22.4 Compensation Complaints. All complaints involving or concerning the payment of compensation shall be initially filed in writing with the Human Resources Director. 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 two (2) years from the date upon which the complaint was filed. No change in this MOU or interpretations thereof (except interpretations resulting from Adjustment Board proceedings hereunder) will be recognized unless agreed to by the County and the Association. DATA - 101 - 1998-01 MOU # . - » a - - ■ « - . . \� �:� � � f ■ < f R ■ . . ■ ^ ® e , e - � � . � ■ - e � ■ � e - , . e � � e ■ $ ee _ . - e « ■ : \ e ■ e , a ' e e e e � - ■ e � e . ■ , e � � ~ , ® e e ■ � e � � e - � ■ � - _ . e ' e , e , e # e - e � . - , eee # e ee � ■ , e $ ® - ■ - e e e . � e � . - e e . ■ - e ®. - ee - - � e . - e - $ - e , $ ■ , . ee. . ■ f e , ' ® e - , - _ ■ ■ , � ■ e ' ■ \ e ® ■ � f $ � ee _ � - _ # _ e - e e e ® _ a ` ■ ® - ' $ e - � ° $ , e , ■ - e e ® : ' e e � - . ■ \ . - . � � e e . - ® - - � ■ , e e a - - & a � ■ ■ , - . ■ e � ■ , e e - ' e _ ■ fe � e . e - . e . _ ee � � e � , � � � e ■ � � e , ® ■ f � � - _ e � � � .f e - ` - . te _ e e . _ e e . . . a e f , ® e - e e ■ - � f . f ■ • . ■ ! ! � � e SECTION 23 - RETIREMENT CONTRIBUTION 22.7 Filina by Associa ion. The Association 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 23 - RETIREMENT CONTRIBUTION Pursuant to Government code Section 31581 .1 , the County will continue to pay fifty percent (50%a) 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 Centra Costa County Employees' Retirement Association without the County paying any part of the employees' share. The County will pay the remaining one-.half (1/2) of the retirement cost-of-living program contribution. SECTION 24 - SAFETY 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. DAIA - 103 - 1998-01 Mou t A # r # # ! r � M h r wr SII # IRI # ♦ # ! # ML AIL ! ! ` # ` III ` # ` # '� ~ # ! � • r r IRR # ` # III ` # ♦ � ! ! ! r r f ! i # � ! ♦ r ! # Ir O # III RII # r # • ! ` # # ` # III # • # Iro+ ! # # # +t # ! s 41 so a s IIr # # w r # # r r .w � ` Ir # # f r • �R # �r Ask a so ' # # r " �► # 4 # r # SECTION 27- PROWISIONAL APPOINTMENT fraudulently accrued over or underpayments are excluded from this section for both parties. SECTION 27 - 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 their 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: 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. DATA - 105 - 1998-01 MOU SEC77C3N 28 -PERSONNEL RLES A provisional appointment shall' be: terminated within thirty ( 0) 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 shallconsider current qualified employees for the appointment. Only if there are insufficient internal applicants to constitute a full certification may the appointingauthority consider applicants from outside County service. SECTION 28 .- 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 department. The contents of such records shall be made available to the employee 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 DATA - 106 - 1998-01 Mou SECTION 29 SERVICE AWARDS 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 Tetters of reference. All documents pertaining to disciplinary actions shall be placed in an official personnel file maintained by the Human Resources Department or in. an official personnel file maintained by their department. 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, reduction within class or demotion of the employee. 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 department. In a case involving a grievance or disciplinary action, the employee's designated representative may also review his or her personnel file with specific written authorization from the employee.. SECTION 29 SERVICE AWARDS The County shall continue its present policy with respect to service awards including time off; provided, however, that DATA - 107 - 1998-01 MOU SEC770M 30 -'REIMBURSEMENT FOR MEAL EXPENSES the type of award given shall be at the sole discretion of the County. ETI ---REIMBURSEMENT F RL EXPEMES Employees shell be reimbursed for meal expenses under the following circumstances and in the amount specified: a. 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 and with prier approval of the department head or his designee. b. When the employee is required to stay over to attend consecutive or continuing afternoon and night sessions of a board or commission. C. 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. d. 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. aAIA - 108 - 1998-01 Mou SECTION 31 - COMPENSATION FOR LOSS OR DAMAGE TO PERSONAL PROPERTY Meal costs will be reimbursed only when eaten away from home or away from the facility in the case of employees at 24-hour institutions. Procedures and definitions relative to reimbursement for meal expenses shall be in accordance with the Administrative Bulletin on Expense Reimbursement. SECTION 31 - COMPENSATION FOR LOSS OR DAMAGE TO PERSONAL PROPERTY The loss or damage to personal property of employees is subject to reimbursement under the fallowing 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 compensable. 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. DATA - 109 - 1998-01 mou SEC77ON 32- UNFAIR LABOR PRACTICE f. The personal property was necessarily warn or carried by the employee in order to adequately fulfill the duties and requirements of the job. g. The loss or damage to an employee's dentures or other prosthetic devices did not occur 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. SEQTIQN 32---UNFAIR LABOR PRACTICE Either the County or the Association may file an unfair labor practice as defined in Chapter 4-22 of the Board of Supervisors Resolution 81/1165 against the other. Allegations of an unfair labor practice, if not resolved in discussions between the parties, may be heard by a mutually agreed upon impartial third party. DATA - 110 - 1998-01 Mou SECTION 33 - LENGTH OF SERVICE DERNITION{for service awards and vacation accruals) SECTION 33 - LENGTH, of SERVICE DEFINITION (fogr service awards and vacation accruail 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 Human Resources Director shall determine these matters based on the employee status records in the Human Resources Department. SECTION 34 - 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 Feast fifty percent (50%) of full time. If the employee works at least fifty percent (50%) of full time, County retirement participation is also included. DAM - 111 - 1998-01 MOU ! . ! . .. ! .. .. re► ,. ! i. *' r • • ry1 i1P � � uM ! w ! r r SECTION 38 - SAFETY EQUIPMENT Reimbursement in the amount prescribed above will be processed upon presentation of a verified receipt to the Auditor-Controller's Office showing payment of annual membership dues in job-related professional associations,-or purchase of job-related equipment, professional publications, training or software and hardware and evidence of supervisor approval. SECTION 38 - SAFETY EQUIPMENT A. The County agrees to continue to provide newly hired Inspectors with all required safety equipment. Said equipment shall remain the property of the County; B. Safety equipment owned by the County deemed unserviceable by the District Attorney or' his authorized representative shall be turned over to the County and a replacement shall be furnished by the District Attorney or his authorized representative; C. The provisions of this replacement program do not apply to safety equipment damaged or otherwise rendered unserviceable as a result of employee negligence, subject to the provisions of Section 3802: of the California Labor Code; D. The District Attorney or his designated representative retains the right to render final decisions on the serviceability of safety equipment. DATA - '113 - 1998-01 Mou . . ■ ¥ ■ � ! � ■ . � ' �. � � e - � � ef a � � , e - e � . . � ■ ® e - . e � , ee ■ e _ � e , � - . ' 4 ■ - ■ - of ® ■ , $ ® - - , < ® . - IV - - $ ■ $ e $ $ ® f ■ ® Wn. - , . , $ $ � � _ « ■ $ . e \ off - - � �� ® � e _ � ® � � �■ � . � ® ^ _ � f � � » $ ■ ■ - $ e - e � � e f . , � - e ® ■ $ f f � e e - ' _ ■ � ■ � ® e . � � - °■ f . � � f � . a � e . . ■ e e � e of $ f e - < , ® ■ ■ e ■ # , f , ■ e e . , ■ ® e » ■ op © f $ $ ' ef . � @ � | � � . ■ � ' - @ . � . � ® � . ' 2 ». / � R ® ■ � � $ � e � � � � @ � ■ � - � � ■ ` f . � - a ` � e � ■ _ . . . � ■ ® � ;� , � ■ SECTION 41 -BILINGUAL PAY The D. A. Investigators' Association agrees to commence meet and confer on those elements in the proposed bi- weekly payroll system which are within the scope of bargaining and/or the impact of replacing the current monthly pay system with a bi-weekly system. SECTION 41 - BILINGUAL PAY Effective July 1 , 1996, a salary differential of sixty dollars ($60) per month shall be paid incumbents of positions requiring bilingual proficiency as designated by the appointing authority and. Director of Human Resources. Effective October 1 , 1997 the differential shall be increased to a total of sixty-five dollars ($65) per month. Said differential shall be prorated for employees working less than full time and/or who are on an unpaid leave of absence for a portion of any given month. Designation of positions for which bilingual proficiency is required is the sole prerogative of the County. The Association shall be notified when such designations are made. SECTION _42 - ADOPTION The provisions of this MOU shall be made applicable on the dates indicated and upon approval by the Beard 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 DATA - 1'15 - 1998-01 MOU two OP Z w i �. ' ' i i # • # lw .. • # # i ` i # i # ` i IV " # • # i i i i w i a # • .. M SECTION 44 - PAST PRACTICES AND EXISTING MEMORANDA OF UNDERSTANDING 43.4 Duration of Agreement. This agreement shall continue in full farce and effect from October 1 , 1998 to and including September 30, 2001 . 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. SECTION 44 - PAST PRACTICES AND 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 MCU which expires September 30, 2001 , the Association may claim a violation of a past practice. If the Association can demonstrate that such past practice exists by virtue of having been acknowledged and agreed to by Management and representatives of the Association or by employees represented by the Association who reach agreement with the 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. DAIA - 117 - 9998-01 mou SECTION 44 - PAST PRACTICES AND EXISTING MEMORANDA OF UNDERSTANDING DATE: I a a 7 DO CONTRA COSTA COUNTY DISTRICT ATTORNEY INV TIGAT RS' ASSN. DATA - 118 - 1998-01 MOU ATTACHMENT A PROJECT POSITIONS The District Attorney Investigators' Association 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 the District Attorney Investigators' Association. For example, District Attorney Senior Inspector is represented by the Association, therefore, it has been agreed that District Attorney Senior Inspector-Project will also be represented by the District Attorney Investigators' Association. Other project classes that are not readily identifiable as properly included in bargaining units represented by the District Attorney Investigators' Association shall be assigned to bargaining units in accordance with the provisions of Section 34-12.015 of Board Resolution 81/1165 as set forth in Section 2.8 of this Memorandum of Understanding. The Association and the County understand that the meet and confer process with respect to the conditions of employment for project classifications is unique and, therefore, differs from other regular classes represented by the District Attorney Investigators' Association in the following respects: 1 . Project employees are not covered by the Merit System. 2. Project employees may be separated from service at any time without regard to the provisions of this Memorandum of Understanding, without notice and without right of appeal or hearing or recourse to the grievance procedure as it applies to suspensions, demotions or discharge. 3. Any provision of this Memorandun of Understanding which pertains to layoff or seniority are not applicable to project employees. 1998/1999 NEGOTIATIONS DISTRICT ATTORNEY INVESTIGATORS' ASSN. .COUNTER TO ASSN. PROPOSAL NO. 14 Presented: November 18, 1999 PACKAGE PROPOSAL CONTINGENT UPON 11118/1999 TENATIVE AGREEMENT ON ALL ISSUES MEDICAL/DENTAL/LIFE INSURANCE ADJUSTMENTS HEALTH Pi AN CONTRIBUTIQN Effective January 1, 2000 and January 1, 2001 subvention rates for the purposes of open enrollment in all- PERS medical plans will be the dollar equivalent of eighty-seven percent (87%) of the PERS Kaiser premium at each level (employee only, employee + one, employee + two or more). In the event, in whole or in part, that the above amounts are greater than one hundred percent (100%) of the applicable premium of any plan, the County's contribution will not exceed one hundred percent (100%) of the applicable plan premium. DENTAL CQV_ERACES OFFERED Effective January 1, 2000, the County will terminate its contract with Safeguard A & B Dental and offer the Delta and PMI Delta Care Dental plans. DENTAL PLAN SUBVENTION Effective January 1, 2000, the County subvention for Dental plans will be as follows: Delta Dental 78% PMI Delta Care 78% at 3 year rate guarantee Dental Only County pays all but 0.1 DELTA DENTAL. PLAN ENHANCEMENTS _ Increase Annual Maximum from $1204 per member to: $1400 1/1/2000 $1500 1/1/2001 I QQ IESTIC PARTNER. Domestic Partner and dependents eligible to participate in dental coverage contingent upon meeting eligibility and enrollment requirements. X11=1= INSURAN E Effective January 1, 2000 increase coverage from $3000 to $7500 for employees enrolled in either a health and/or dental plan. HEALTH CARE SPENDING ACCOUNT Effective January 1, 2000, increase the amount employees may set aside from their paycheck for health care expenses not reimbursed by any other health benefits plan with before tax dollars from $2400 to $3000 per year. OPEN ENROLLMENT Open enrollment shall be held September 1 through October 15, 2000 for coverage effective January 1, 2001. Open enrollment for coverage effective January 1, 2002 shall be dependent on the outcome of negotiations. TENTATIVE AGREEMENT Dated: FOR THE COUNTY FOR THE DISTRICT ATTORNEY INVESTIGATORS' ASSOCIATION ATTACHMENT B DISTRICT ATTORNEY INVESTIGATORS ASSN. CLASS & SALARY LISTING EFFECTIVE OCTOBER 1, 1998 Clams Mass Title Salary Range 6KWF DA INSPECTOR - WELFARE FRAUD 4404 - 5353 6KVA DA SR. INSPECTOR 5070 - 6163 6KVD DA SR. INSP. - WELFARE FRAUD 5070 - 6163 6KW1 DA INSPECTOR -- PROJ 4404 - 5353 6KV2 DA SR. INSP --WELFARE FRAUD 5070 - 6163 EFFECTIVE APRIL 1. 2000 Class _ Class Title Salary Range 6KWF DA INSPECTOR—WELFARE FRAUD 4515- 5488 6KVA DA SR. INSPECTOR 5198 - 6319 6KVD DA SR. INSP. - WELFARE FRAUD 5198 - 6319 6KW1 DA INSPECTOR-- PROJ 4515 - 5488 6KV2 DA SR. INSP --WELFARE FRAUD 5198 - 6319 EFFECTIVE OCTOBER 1, 1999 !,lass r. Class Title Salary -Range 6KWF DA INSPECTOR —WELFARE FRAUD 4652 - 5655 6KVA DA SR. INSPECTOR 5356 - 6511 6511 6KVD DA SR. INSP.- WELFARE FRAUD 5356 - 6511 6KW1 DA INSPECTOR — PROJ 4652 - 5655 6KV2 DA SR. INSP --WELFARE FRAUD 5356 -6511 EFFECTIVE OCTOBER 1. 2000 Class Class Title Salary Range 6KWF DA INSPECTOR —WELFARE FRAUD 4794 - 5827 6KVA DA SR. INSPECTOR 5520 - 6709 6KVD DA SR. INSP. - WELFARE FRAUD 5520 - 6709 6KW1 DA INSPECTOR— PROJ 4794 - 5827 6KV2 DA SR. INSP —WELFARE FRAUD 5520 - 6709 DISTRICT ATTORNEY INVESTIGATORS' ASSOCIATION SUBJECT INDEX AnniversaryDates....................................................................... 15 Assignment of Classes to Bargaining Units................................ 10 Association Representatives....................................................... 13 BilingualPay ............................................................................. 115 CallBack..................................................................................... 30 Compensation Complaints........................................................ 101 CompensatoryTime.................................................................... 26 Constructive Resignation ............................................................ 92 Contra Costa Health Plan (CCHP).............................................. 74 Court Appearance Overtime ....................................................... 29 Days & Hours of Work ................................................................ 26 DentalProgram........................................................................... 75 Dependent Care........................................................................ 114 Disability...................................................................................... 51 Disciplinary Actions..................................................................... 93 DuesDeduction ............................................................................ 5 Family Care or Medical Leave .................... ............................... 60 Furlough Days Without Pay ........................................................ 70 Grievance Procedure .................................................................. 98 Group Health Plan Coverage...................................................... 65 HealthPlan ................................................................................. 73 Health & Welfare, Life & Dental Care ......................................... 73 Health Care Spending Account................................................... 80 Holidays ..................................................................................... 40 ,fury Duty..................................................................................... 70 - i - Layoff.......................................................................................... 31 Leaveof Absence ....................................................................... 58 Life Insurance Program............................................................... 77 Maintenance of Membership......................................................... 7 MealExpenses ......................................................................... 108 MedicalLeave............................................................................. 60 MeritBoard ............................................................................... 102 Mileage ..................................................................................... 104 MilitaryLeave.............................................................................. 67 NoDiscrimination........................................................................ 12 OnCall ....................4................................................................... 30 OpenExam ................................................................................. 88 Overtime ..................................................................................... 26 Pagers......................................................................................... 29 Pay Warrant Errors ................................................................... 104 Pay for Work in Higher Classification.......................................... 23 Permanent Part-Time Employee Benefits................................. 111 Permanent-Intermittent Employee Benefits .............................. 112 PENS Long Term Care............................................................... 82 PersonnelFiles ...........................................................4............. 106 Physical Examination........................................ ....................... 90 Pregnancy Disability Leave...... . ................................................ 64 Probationary Period .................................................................... 83 Professional Reimbursement..................................................... 112 PromotionPolicy... ..................................................................... 88 Promotion Via Declass. Without Examination ...........................4 88 Provisional Employee Benefits ................................................. 112 Provisional Appointment...............................................4........... 105 Designations ................................................................................ 91 Retirement ................................................................................ 103 Safety Equipment.................................................4.................... 113 Safety..............................4.......................................4................. 103 ii - Salaries.... ................................................................................ 14 SeniorityCredits.......................................................................... 89 ServiceAwards .......................... ............................................ 107 SickLeave .................................................................................. 44 Skelly Requirements ................................................................... 96 State Disability Insurance (SDI).................................................. 58 Strike/Work Stoppage ............................................................... 102 Transfer....................................................................................... 90 Unauthorized Absence................................................................ 69 Unfair Labor Practice ...................... ....................................... 110 Use of County Buildings................................................................ 9 Vacation ...................................................................................... 42 WellnessIncentive...................................................................... 81 WitnessDuty............................................................................... 72 Workers' Compensation.............................................................. 56 Workforce Reduction .................................................................. 31