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HomeMy WebLinkAboutMINUTES - 10012002 - D.3 THE BOARD OF SUPERVISORS OF CONTRA COSTA COUNTY CALIFORNIA . Adopted this;Resolution on October 1, 2002, bythe following vote: AYES Supervisors Uilkema, DeSaulnier, Glover and Gioia NOES: None ABSENT: None ABSTAIN: Supervisor Gerber* Subject: Resolution No.2002/6r - Adopt the Memorandum of Understanding) with the Physicians' and Dentists' ) Or ion of(Contra Costa ) BE IT RESOLVED that the Board of Supervisors ©f Contra Costa County ADOPT the extension of the Memorandum of Understanding (1 OU) [copy attached and included as part of this document] between Contra Costa County and the Physicians' and Dentists' Organization of Contra Costa -jointly signed by Kathy Ito, Labor Relations Manager, and Dr. Stephen Daniels, PDOCC President- regardingeconomic terms and conditions for January 1, 1399 through September 30, 2005 for those classifications represented by that employee organization. *see attached addendum 1 hereby certify that this is=a true and correct copy of an aeon taken and entered on the minutes of the Board of Supervisors on the date shover: ATTESTED:October 1 2002 JOHN SWEETEN, Clerk of the Board of Supervisors and,County Administrator By U "C Deputy Contact:Human Resources;'Department(Kathyito @ 5.1785) cc: Labor Relations Unit Personnel Services Unit Auditor-Controller" County Counsel' Dr.Stephen Daniels,PDOCC ADDENDUM TO ITEM D.3 -- October 1 2002 Supervisor Gerber made the following statement: "Mr. Chairman, on this item,`..based:.on my husband's employment,there may be a requirement for disqualification. So to avoid the appearance of any possible conflict with the State Political Act,I am disqualifying myself from ming on closed session employee organization negotiations and on this agenda item. The circumstances are indirect and not obvious in the law, so I ant acting affirmatively in order to avoid any appearance of conflict.` I am actually going to leave the room while you consider this,,, r 1' BETWEEN CONTRA COSTA COUNTY AND OR PHYSICIANS AND DENTISTS GAN� ZATION OF CONTRA COSTA This 'Memorandum of Understanding (MO.U) is entered into pursuant to the authority contained in Div s on : 4 of hoardof Supervisors' Resolution 81/1165 and has been jointly prepared by the parties. `rhe rnployee Relations {officer (County Administrators is the representative of Contra Costa County in employer- employee relations matters as provided in Beard of Supervisors" Resolution 81/1165. 1 The parties have met and conferred in good faith,regarding wages, hours and other terms and conditions of employment for the employees in unitst in which the Physicians' and Dentists Organization of contra Costa (I DOCC)' is the recognized representative, have freely exchanged information, opinions and proposals and have endeavored to reach agreement on all matters relating to the empl yrpent conditions and employer-employee relations covering such employees. This M U shall e �presented to the contra Costa :county, oard of Supervisors, as the governing beard of the county and appropriate fire districts, as the joint recommendations of the undersigned for salary and employee benefit adjustments for the period commencing ,January 1 , 1993 and ending September 30, 2005 DEFINITIONS DEFINITION Ar ointina t c�rlt : The Health Services C hector unless • IIllil otherwise provided by statute or ordinance. CI, ass: A ©up of positions sufficiently similar with respect to the duties and responsibilities that similar selection procedures and qualifications may apply and that the same descriptive tale may be used to designate each position allocated to the group. Klass Title:6 The designation given to a class, to each position allocated to the class, and to the empoyes allocated to the class. County; Contra Costa County. department Head: An assignment in which a Exempt i1iM9.uMIM�I.W�q.l M.O11ir1I�MW1iiM. IUledical Staff Member , puns, organizes and dlrects the medical practice of a particular medical service, program or clinic. 'Directcgr a# H. man I eso row The person designated by the County Administrator to serve as the Assistant County Administrator-Director of Human Resources. „mDlo ee A person who is an incumbent of a position or who is on leave of absence in accordance wit,h provisions of this MOU and whose position is held pending his return. Exemp Any,, position which is exempt from the Merit System, PaOCC - 2 1999-2005 MOu .:::,.::,:,:.,,,.,,..:: .:..::f:.F.:.:::,.,:........................:....... . fi tr #: list of persons who have occupied positions allocated class in themerit system and who have involuntarily separated by layoff, displacement, or demoted by displacement, or have voluntarily demoted in lieu of layoff or ,,displacement, or have voluntarily transferred in lieu of layoff or displacement. Permanent-Intermittent Position: Any position which requires the services of an incumbent for an inde n to peril 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 Posit on: Any position which has required, or which will require the services of an incumbent without interruption, for an indefinite period. Positign: The assigned duties and responsibilities calling for the regular full time, parttime or interrnittent rnployr ent of a person. 1strar. A physician designated by the appointing • nrmrrrr� authority and assigned to the Emergency loom or assigned significant teaching and inpatient care responsibilities and who possesses, expertise in a given field and acts as a resource to his/her colleagues. esIg nation f : The voluntary termination of permanent employment with the County. PDOCC - 3 - 1999-2005 MOU 11rY1r neq Inen ': I !7 [I rulE aIe ser7es of an incumbent for a lim teed period of time, paid on an hourly bans, not in an allocated positions or in: permanent status. SECTION I - ORGANIZATION RECOGNITM_;r PDOC is the ormally recognized employee organization for the representation unit listed below, and such organization has been certified as such pursuant to the Board over dated December 1 9, 1 395. Physicians' and Dentists' Unit SECTION 2 Off ANI AT QN SECU ITS 2.1 Dues Deduction. Pursuant to Board of Supervisors' esoluton81/1165, only majority representative may have dues deduction and as such PDOCC has the exclusive privile9 a of dues deduction or agency fee deduction for all employees in its units. 2.2AencvOp. A. Or anization esDonsibil y. PDOCC agrees:that it has a duty to provide fair and non-discrimato y representation to all employes in all classes represented by PDOCC regardless of whether they are members of PDOCC. PDOCC -4 - 19'99-2tI0 M( lJ "ANIZAMN SECLMffY B. nroilrner t dew "� County Human ResourcesDepartment shall monthly furnish a list of all new hires to 'PDO . All new I employees represented by PDOCC on or after the effective date of this MOD and continuing until the termination of the I OU, shall as a condition of . Become and remain a member of PDOCC or; . pay to PDOCC, an agency shop fee in an amount which does not exceed an amount which may be lawfully collected under applicable constitutional, statutory,, and case law, and which shall not exceed the monthly dues, initiation fees and general assessments made donna the duration of this MOU. It shall be the sale responsibility of PDOCC to determine an agency shop fee which: meets the above criteria; or . do both of the following: a. Execute a written declaration under penalty of perjury under the lacus of the State of California that the new employee is a member of a bona fide religion, body or sect which has historically held a conscientious objection to joining or financially supporting anypublic employee organization as a condition of employment, or that the new employee has a bona fide religious conscientious PDOCC - 6 - 1999-2005 MMU _ EN abjection to joining or financially supporting a public employee organization; and b. pay, a sum equal to the agency shop fee described ire Section 2.2.8.2 to a non- _.. chosen by the employee from the following charities: Family and Children's Trust Fund, Child abuse Prevention Council and Battered omen's Alternative. C. Options for Current Employees All current employees represented by PDOCC on or after the effective date of thiSMOU and continuing until the terrnination of the MOU, shall as a condition of employment either: 1 : remain a member of PDOCC or; 2. complete a new payroll deduction forri and pay to PDOCC an agency shop fee in an amount which does not exceed an amount which may be lawfully collected iunder applicable constitutional. s atutory, and case law, and which shall not exceed the monthly dues, initiation fees and general assessments made during the duration of this MOU. It shall be the sole responsibility of PDOCC to determine an agency shop fee which meets the above criteria; or PDOCC - 6 - 1999-2006 MO .; :.:. ..... 3. Complete a newpayroll deduCt cin form wNch includes written declaration inclusive of the written declaration under penity ►f perjury under the laws of. the State of California that the new employee is a member of a bona fide religion, body car sect which has historically nscieri _ en� - eli� r financially supporting any public employee organization or that the employee, now has a Fiona fide religious conscientious objection to financially supporting a public employee organization and pay o sure equal to the agency shop fee described in Section 2.2.13.2 to a 'non-religious, non-labor, charitable fund chosen by the employee from the following charities: Family and Children's Trust Fund, Child AbusePrevention Council and Battered Women's Alternative. D. Hudson Procedure. PDOCC shall provide the County with a copy of PDO C's Hudson Procedure for the determination and protest of its agency shop fees. PDOCC shall provide a copy of said Hudson Procedure to every fee payor covered by this 11CU within one month from the date it is approved and annul1yr thereafter, and as a condition to any change in the agency shop fee. Failure by a fee payor to invoice P OCC's Hudson Procedure within one month after actual notice of the Hudson Procedure shell be a waiver by the employee of his or her right to contest the amount of the agency shop fee. PdoCC - 7 - 1999-2005 MMU . � iRIM E. Pariods .jo..f- 'SepMiar . The provisions of Section 2.2.8.2 aha not apply during periods that an employee s separated from the Physicians and Dentists Unit but steal be reinstated upon the return of the employee to the representation unit. Separation as defined-herein includes transfer out duration of more than thirty { a) days, F. COrnpl� ID. 'I : An ernpl yee employed in or h*red into a job class represented b PDOCC shall be Provided with an Employee. Authorization for Payroll Deduction form: bar the Human Resources Department, 2. If the form authorizing payroll deduction is not returned within thirty (30) calendar days after notice of this agency, shop fee provision and PDOCC dues, agency shop fee, initiation fee or charitable contribution required under Section 2.2, 3: are not received, PDOCC may, in writing, direct that the County vii f hhold the agency shop fee and the initiation fee from the employee`s salary, in wcch case the employee's rnontly salami shall be reduced by .an amount equal to the agency shop fee and the County shall pay an equal amount to PDOCC. 3. If an employee who is a duespaying PDOCC member or an agency shop fee-payor PDOCC - 8;,- 1995-2005 MOt l -. :,,:. executes payroll deduction ferrrt to chane status to that of conscientious objector and f'DO C contests the validity of the conscientious objections. PDOCC may request in writing to the Labor relations Manager that .the..County hold the deduction in trust for the -deli na-ted charity pending u s ccessfui challenge by PDOCC in a court of competent jurisdiction, provided however, such funds shall be held in trust without interest for no more than one year after the auditor-Controller receives notices of the challenge, or until a court decision is rendered, whichever is later. If P O C"s challenge is not upheld the funds held in tru # shall be distributed to the designated charity. PCS SCC may only make one such challenge to any one employee during the term of a MOU. 4 PDOCC shall indemnify, defend, and save the -County harmless against any and all claims, demands, suits, orders, or judgments, or other forms of liability that arise out of or by reason of this PDOCC Security Section (2), or action taken or not taken by the County under this Section 2.29 Thi includes, but is not limited to, the County's Attorneysfees and cosh. The provisions of this section (2.2) shall not be subject to the grievance procedure following the adoption of this MOU by the County Board of Supervisors. PDOCC 9 - 1999-2005 MOu f � G. eel5ion of ency l oo. 1 Conditions. In the event that employees represented by PDOCC vote to rescind Agency Shop, the rovisians of Section G2, and G.3 Shall apply to dues. paying merr hers of P C-Gil 2. Ma me nce of Membership., Ail employeesin units represented by PDOCC who are currently paying dues to PDOCC and all em lovees in such urtit who hereafter become members of P DOCC shall as a condition of continued ernplo rnent pey dues to PDOCC for the duration of this MOU and each year thereafter so long as PCC continues to represent the position to which the employee is assigned, unless the em. loyee has exercised the option to cease paying dues in accordance with..Sections G.3 and G.4. 3, 1 ithdrawal of .Membersib. When agency shop has been rescinded, by notifying the Auditor-Controller's [department in writing, beginning for a period of thirty (30 days on the first clay of the month foIlo inp the vote for recision, any employee may withdraw from P'Ctt +CC rnernbership and discontinue paying dues as of the payroll period commencing on the first day tf the succeeding month. Immediately upon close of the above mentioned thirty (30) day period the Auditor- Controller shall submit to PDOCC a'list of the employees who have rescinded their authorization for dues deduction. 40 New Hires. Employees hired after recision of agency 'shop in classifications assigned to units represented by PDCC shah, as a �f`� rplrrt,. crptefe... a dues authorization form provided by PDOCC and shall have deducted from their paychecks the membership dues of PDOCC. An employee hired into the Physicians and Dentists Unit shall have thirty 30 days from the date of hire to decide if he or she does not want to become a member of P DOCC. Such decision not to become a member of' PDOCC must be made in writing to the Auditor-Controller with-a copy to the Labor Relations Division. if the employee decides not to become a member of PDOCC,, any PDOCC dues previously deducted from the employee's paycheck shall be returned to the employee and said amount shall be deducted from the next dues deduction check sent to P DOC . if the employee does not notify the County in writing of the decision not to become a member within the thirty (30) day period, he or she shall be deemed to have voluntarily agreed to pay the dues of PDOCC. Each such dues authorization form referenced above shall include a statement that PDOCC and the County have entered inter a [ACU, that the employee is required to authorize payroll PDOCC - '11 - 1999-2005 MOU 11 I YM� II rrrrl.r....`.. � IIr�I�rrINFM deductions of PCOCC dues as condition of employments and that such auti oriz tion rny be revoked within the first thirty (30) days of employment upon proper written notice by the employee within said thirty ( g) ;day period as set forth above. Each such employee shall uponco:rpletin - ►f thtirrri firm, receive a copy of said authorization form which shall be deemed proper notice of his or her right to revoke said authorizations 2i3 C rr r�u cads t ' I t ern IQVOOs, ' C shad rrrlrrrlrbll .. .. IwrIiW111IIIpMIINlwrrrr . be allowed to use designated portions of bulletin boards or display areas in public portions of County buildings or in public ,portions of offices in which there are employees represented by PDOCC, provided the communications displayed have to do with official organization business such as times and places of meetings and further provided that the employee organization appropriately posts and removes the information; The department Head reserves the right to remove objectionable : materials after notification to and discussion with PDOC . Representatives of PDO C, not on County time, shall be permitted to place a supply of employee literature at specific locations in County buildings i arranged through the Appointing Authority or designated representative; said representatives may distribute employee organization literature in work areas (except work areas not open to the public) if the nature of the literature and the ,proposed method of distribution are compatible with the work environment and work in progress 1444_2_flC1� mC)i l o } � Such placement andlor distribution shall not performed by on dutyerplpyees. PDOCC sell be allowed access to Work'locations in rich it represents employees for the following purposes: a. To past Literature on`bulletin' bo rds b. to arrange fbr use of a meeting room; C. t leave and/or distribute a supply of literature as indicated above;' d. to represent an a loyee w a wieva ce and/o to contact a PDOCC officer on a matter within the scop of representation; e. to ascertain whether the terms and conditions of the IVIOU are being complied with. In the application of this provision, it is agreed and understood that in each such instance:ce advance arrangements, including disclosure of which offihe above Purposes.::is the reason for the visit, will: be made with the departmental representative in change of the work area, and the visit will not interfere with County services.. Z f c uinW Bui[diri.as. PDOCC shall be allowed the use of areas normally used for meeting purposes for meetings of County employees excep dining the hours of X :0( a.m. and 5:00 p.m., Monday through Friday when: a. Such space is available; PDOCC - 13 - 't!994_q.nn_r% Mcg �I ..II .SII III YYIYII.p�.�.I�MY�iYil�llAY.YWit b. there s no additional cost to the county, C. it does not interfere with normal County operations, nor interfere with employee's uvork respcns"rbility, d. the meetings are on ratters within the scope of representation. The administrative official responsible for the space shall establish and maintain scheduling of such uses P OCC shall ma ntain proper order at the meeting. and: see that the space is left in a cleanand orderly condition. The use of bounty equipment. (other than items ner'nall used in the conduct of business meetings, such as desks, chairs, ashtrays, and backboards is strictly prohibited, even though it may be present in the meeting area. 2.5` Advance—NO ge. PDOCC shall, except in cases of emergency, have the right to reasonable notice of any ordnance, rule,- resolution or regulation directly relating to matters within the scope of representation proposed to be adopted by the �c rd, or boar€ s and mr issi ins ap. of t d by the Board, and to meet with the bc�d�r consideringlie matter. The listing of an item on a public agenda y or the mailing of a copy of a proposal at least seventy-two (7 hours before the item will be: heard or the deli�rery of a copy of the proposal at least twenty=four (24) hours before the item will be heard, shall constitute notice. Pnnr.r: - 1A - '1444.x!it1 Mt"f! In cases of emergency when the Board, +ar boards and cornmssionspppinted the hoard, teterrines it must act immediately without such notice or meeting, it shall give notice am opportunity to reef as soon as practical after its acicn 201ilk Itten !statement fc r New gym'' t ees. The County will provide a written statement tc each new employee hired into a classification represented byCCCC, that the employees classiflcation is represented by P��� and the name of a representative of PDOCC. The County gill provide the employee with a poppet of information which has been supplied by PDOCC andapproved y the County. 2.7 . . Ass. nm nt of classes t.o far a n n Units. The County shall assign new classes in accordance with the following procedure. a. Initial Determination. when a new class title is established, the Labor relations Manager shall review the compo,sitIon, :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 .1 recognized employee organizations' 'of h slherdeterminatlon. b. Final l�etorrn!nat on. His/hoer determination is final unless within ten {10} days after notification a recognized employee organization requests in writing to meet and confer thereon. PDOCC - ' 5 1999 2005 NKOU CS 11eet and confer and ether teps� Heshe shall 11Y bYl 1 I..hF d T 0. M meet end confer withuc requesting organisations hand with ether recognized employee c►rganilations where appropriate) o seely agree-ment on this matter within sixty (60) days after the ten (14) day period in Subsection b, unless otherwise mutually agreed. 1'h+ reafter, the prpcedures in cases of disagreement, arbitration referral and expenses, and criteria for determination shall confocinn to Board of Supervi Ors' Resolut*on 81/1 165,- Bele se a fo►r T .,n, q Effective.,, January 1 , 2000, the bounty shall proylde a rnaxin�um of fifty W) hours per calendar year of release time for union-designated representatives to attend labor releted training programs. Requests for release time shall be provided in writing to the Department and the Human Resources Department in writing at least fifteen1 ) days in advance of the time requested: The Departrnent w ll reasonably co Sider each request and notify the affected employee whether such request is approved wthln one 'I ) week ofreceipt. 2.9 Pft s ciar�s and dentists as E� ees or C ntr ct2irst A. Employe s or Contractors. Effective upon adoption of the Memorandum of Understanding by the Board of Supervisors,s, the Mo my agrees t6 hire neer physicians and dentists who are:or will tie regularly scheduled to r rk twenty t } car more oureach week, as employees in positions assigned to the PnocC - 16 - 1999-2005 OU SECTI"' PCC Bargaining Unit, and not +contractors, in the following Specialties; General Internal Medicine . General Pediatrics . Emergency Medicine 4. Family.-Practice General Pathology . Coral Surgery 7. General Dentistry . General Practice . Medical and Surgical registrars B. sy+ghigrists. No less than sixty percent 0% of the psychiatric service hours pravied annually by the County will be provided by employee psychiatrists assigned to positions In the PD CC Bargaining Unit. Within sib days of a request from PICC , but. no More than once a year, the Health Ser rices Cep rtrnent shall provide an alphabetical list"of all psychiatrists working for the Department with their number of weekly scheduled work flours, and tine total number of weekly scheduled work hours (excluding vacation and sick leave), for bath employed and contracted psychiatrists, at the time of PD C 's request. . CGHP Com!,Dulnity Provider NeWork Physicians. Notwithstanding subsections A. and B. above, the County may continue to contract for physician services needed by the Contra Costa Health Plan. PDocc ETI+CN C IIII' ATIOI There shallbe no discrimination because of sex, race, creed, color, national origin, sexual orientation or union activities against any employee or applicant for employment by the County Cary anyone empyd by the County, and to the extent prohibited by applicable Mate and federal law there shall be no`discnm:inatlon because of age. There shall be no discrimination against any disabled person sal ly because € f such disability unless that disability prevents the person from carrying out the essential functions of theposition safely. TION 41. SHOP T 11lAI R AI�IC� o��I! IA . IIkTTIE 4. Att+�ndance at Get n s. .E Employees designated as shop stornrards or ol"icial representotive of IC?o shill be allowed to attend mei#lng2s held by County agencies during regularnroring #ours on bounty time as follows. a. If their attendance is rewired b the Counter at a specific meeting, including meetings of the Board of supervisors; b. if their attendance is sought by a hearing body ar presentation of testimony or other reasons# C. if their attendance is required for a meeting necessary for settlement of grievances filed pursuant to Section 15 - Grievance 'Procedure of PDoLi\.. - 1$ - 1999-2005 MOU .: ,. EP RESENIATIVES III � � and scheduled at reasonable times agreeable to all part.e, d. If they are designated as a shop steward, in which case they may utilize a reasonable time at: each level of the proceedings to assist an employee to present a grievance provided the meetings are scheduled at reasonable times agreeable to all parties; e. if they are designated as spokesperson or representative of POC and: as such melee representations or presentations at meetingsor hearings on wages, salaries and working conditions; provided in each case advance arrangements for time away from the employee's work station or assignment are made with the appropriate department head, and the County agency calling the meeting is responsible for determining that the attendance of the particular employee(s) is required, including meetings of the Board of Supervisors and l eti went heard where items which ere within the scope of representation and involving PDOCC are to be discussed. � ctat4. PDQ . fves of P OCC shall be allowed time cuff on County time for meetincgs;, during regular working hours when formally meeting and conferring in good with or consulting with the Labor Relations Manager or other I management representatives on matters within the scope of representation, provided that: the number of such PQOCC - 1 - 1999-2005 Moi ME �`l�N 5 �SAL4RlES Il.wrl.YrwriY�frw.. -w.YI rrr�+�yr n+�rrw-rrr+rr representatives shall not e- eed 0 Without prior approval of the Labor Relations lU� nager, and that advance arrangements for the time array from the work station or assignment are made with the appointung authc�r�ty car, designee. S991ION5z 3----A 5.1 General Wage Increase . A. Effective an the datesindicated, each represented classification shall be increased as follows: October 1 1999: 5.0°x© increase October 1 , 20W 3.0% inIcrease October 1 20014 4:.D% increase October 1 20024 5.0% increase October 1 20034 3.0°o increase October 1 2004: 3.0% increase D. Lump urn Payrnent. The �'Jcteber 1, 999 increase will be paid in Lump hum l�'ayment t0 each employeefor the months of October, November and December 1999, and for the months of January, February, Larch, April, 200th without interest, computed as f0II Employee regular pair, avert me pad and specific ether earrings ordinarily cemputed as a prCritae of base pay Will be added together :for eauh .applicable pay period to determine the appropriate PDOCC -20 - 1999-2005 Mt?U l aS . base mill thea be multi. Hod by time percent (5% tc r i at t +�n� lcy ' Tur n payment. The payment amount thin cc ►uat gill be added to the employee's May 10, 2000 paycheck where it will be listed separately as a "Lump Sum Payrrtent" and ill be subject to normal tax withholding and retirement deduction requirements. For purposes of this lump Burn payment, employee regular pay shall include the Emergency morn onus. Any employee believing there is an underpayment resulting from this methodology exceedin $ loo may contact the Human ResourceDepartment. The Human resources epartment and the Auditor's Office Will investigate and issue the additional pay, if owed, as soon as possible. All previsions regarding urnp Burn payment in lieu of retroactive pay shall be applicable to any and all employees who retired during the period October1, 19.99 through April 30, 2000. .,., ntme�nt Exempt Medical taft Members shall be employed only in classes for whlch they are qualified by virtue of their education, experience and prc�tessional license, and shall be paid at a rate established for their classification. For classifications for which a range of steps have been established, Exempt Medical Staff Members shall be appoint d at the step of the salary range for their clays which is a propriate to their particular qualifications and the position to be filled giving die consideration to the PDOCC -21 . 1999-2005 MOlJ � S experience, rep�nsibility and competence of the appointee. The determination of an Exerrrpt Medical staff` Member's qua liions and designation of the appropriate s ficattep of the salary range shall be by the appointing authority o designee and shall be final. The appointing authority or designee will notify PDOCC of any appointments above Step 6 in the applicable salary range and will include a justicaton for the appointment. 5.3fie_ appitrrnenf. Exempt Medical staff Members who terminate their services with the County and are subsequently, reemployed in -thesame medical' staff' classification within twt } years from the date of termination may be appointed at the stepf the salary rn� atidh they were employed at the tirn .of termination. SA 6 0 r t6. st -eln tach E cer'npt Modica Staff Member shall be eligible for-a merit review one year after the date of his/her orlginal appointment acrd annually thereafter until the tap step o the range- is reached. Based upon review of each Exempt lllledicai staff : Member's duties and performance, the appointing authority ar designee may authorize an advancement to the next higher step in the salary range, or deny the ad ustrn with or v�r'rthout one additional review at some specified date before the next anniversary. Merit increase shall be awarded for satisfactory performance and there shall be no limit to the number of employees receiving merit increment in any given year. The decision to approve er deny the Exempt Medical Staff Member's mer t adjustment wll b supported a mitten66 evaluation of the member's performance. Performance PDC3CC -22 - 1999-2Qt15 r�OU e1 alu tions completed�by apprapriate Department Heed$ Who may confer frith other rnedcal staff: e ribers nd W1111 k e subjedt tc review and a�►pr 1 the appointing authority's designee. The written performance evaluation system will be implemented within .six ) monthsof the adoption Of this I U lila salary adjustment shall be rade unless a recommendation to do sois made b appointing authority, or designee, and no provision of this section shall be construed to make the adjustment of salaries mandatory on the county. . Fre".+'.uerlcy. An Exempt Medical to Member shall rKrrrnilr.nuUl■r.-.�Irrrrlrl�r be eligible for a salary review one year after the date of his original appointment and annually thereafter. At that time, the appointing authority or designee may author zea salary adjustment, deny the adjustment unconditionally or:deny the adjustment subject to review at some specified datebefore Y the ,=rt anniversary- Under, special circumstances, the appointing authority or designee may make orae-step adjustment in advance of the date on which an Exempt Medical Staff'Member giber becomes eligible for the adjustment. when such an advance adjustr ent'is made, however, the Exempt Staff taff Member may net receive another adjustment until the date of eligibility follo in that for Which the adjustment was authorized in advance. fir. ► Eftc lve Date. Adjustments to Exempt Medical Staff Members' salaries shall be effective on the first day of the month. following the month in which the adjustment is authorized by the appointing authority or designee. If an operating department verifies in writing that an adrrinistraive or clerical error was made in failing to submit the documents PDocc -;,23 - 1999-2005 MOO AES I needed advance an erhple to next salary step on the flat of the rrronth when eligible, said advancernent shall be ma+ e retroactive to the fiat of the meth when eligible. �►#7 ,P v enf on the tenth ( oth) day of each month, the Auditor will draw uvarrant upon the Treasurer in favor o each empleyea for the mount of alary due the employee for the preceding month; provided, however, that each employee (except those paid on an hourly rated may choose to receive an advance on the employee's monthly salary, in which case the Auditor shall, on the twenty-fifth (25thday of each month, draw his/her errant upon the Treasurer- in favor of such employe. The advance sholt. be in an amount equal to one-third (4/31 ter Iess fat the eticn +�f the rnplere) of tyre ern 's:1 basic salary o the previous month-except;except that it*shell r o t ,exceed the amount of the previous month's basic salary legis all requested or required deductions. The election to receive the advance shah be made on the prescribed form (form W2081 revised 5/81) and submitted y the 'I 5th of th a month tc the department payroll clerl--who will forward the card with the Salary Advance Transmittal/ deviation Deport to-the:Auditor Controller pay t ll section. Such an election would be effective in the month of the submission and would remain effective until revolved. In the case of an election made pursuant to this Section 5. all required or requested deductionsfrom salary shall be PDOCc - 24 - 1999-2QQ5 MC1J 79 talen frorrnntalnert, h payables tenth ('loth) day of the following month. . -T me c An :: E . r Medical .staff Member working part-time shall be paid a monthly salary in the same ratio to the full t! -me rnonthy rate to which he would be entitled � Ener rpt Medic staff It ember �+ rlir full tirhe the number cif'hours per weep in leis part- time work schedule bears tothe number of hours in the regular full time schedule. Other benefice tc Which l�re employee is entitled under the previsions of may be assigned en tl a san a pro rata basis, if the employment is- periodic and irregular, depending on departmental requirements pa ment fir hours worked shall'benmade at the: fly rate estabiished for the salary step to hich the ` Exempt Medical ' fr'Memberw�►u,. be assigned if he were working permanent anent full tine car part=tune. na t on for Ofon of Wath Any Exempt Medical ;staff Member Who warps less thea any fulf calender month, except when on earned vacation' or authorized sick leave,. shall receive as compensation for his services an amount which in the sane ratio tothe established monthly rate as the nurrnber oaf der rs� orked is to tyre actual working days in such Exemptz ExemptMedical Staff l Member's normal work schedule dor the particular month; but if the errloyrnent is intermittent, compensation shall be on an hourly basis. 5. t ec ase flc r to r �► ''c sft on, The salary o an employee Whose position is reclassified rofr a class on the basic or exempt salary schedule to an Exempt Medical Staff PaoCc -25 - 1999-2405 OU �GTIt�1U S�L�4RI classification Shall be established acoordande with ect on 5.2. 5.'f- Sala cin khan f �i nm , r4. I a significant change is made in the duties, responsiilities, rorlc schedule or wort locatin assigned an tempt I ledidaI Staff Merr�her, the alapoihting authority or designee ra review the oranges to determine if they are of such a magnitude to warrant an a,j just her in l e al r level cif the Ferpt 'ledical tafl` llemler, f it is determined that �n adjustment is appropriate, the appointing authority or designee my adjust the salary upu�arc . If such an a -sign r erit is fen porary (typically .:n;o1, exceedJn:gz one Y ;ar duration, the Exempt Iledcal staff-�lrrrher shah return at the termination of theassignment .to the step of the range he/she would have received bed heshe remained in hisC ,err gu ..r assignment, B. Effeo#lire bete. ary adjustments reflecting changes in assignment of an Emp lledil teff 1Vernher sftal he effective on the first qday of the month f6l owing the Month in which the ad u trnent is made by the appointing authority or designee. 5.12 Salary on Pro Cott n � Exam t bled cal Staff dies dent l�h sl+ an Eger pt lIVedical aff Resident Physicians are expected to spend approximately one year in each of the tftre assfications, Hewever, the duration of an employee's training at one of the lever may be extendedat PDOCrc -26 - 1999-2005 M the discretion of the appointing authors or designee. cernptwRsidnt 'hyiidns advn�Cing to next higher resident physician classification shall bepaid at the month ly 'ratefor that clas ifidation. ►_ , ret. An Exempt Medical Staff Member who is reassigned from one position to another position within the same classification shall a compensated at the same'Step ',imzthe salary range as he/she wasi previously.. Eligibility for stipends as described In Section .� will be reevaluated at the time of reass! amen and, may result in the commencement encement r di c r tin ing of a stipend gar ttipenas as appropriate. 5.114 Effective January I$ . 2000, Exempt: MedlcaU Staff Vern er► are eligible for the falIOW g Y add genal c mpensatron. An emplcayee mai be a igtble for al'1d :rewive stipends 'in more than one category. `neither periods of w1untary separation nor periods of Involuntary separation exceeding WO yeOrs, mill be bridged. A. The President of the Medical Staff"will receive $750 per month. S The Department (leads for Arnbulato Family Medicine, Anesthesia, Dental (excluding the classification hlef of Dental service, C�iagnostic Imaging, Emergency Medicine, Internal /Medicine, Geriatrics, Obstetrics s and ynecoldgy, Pathology, pediatrics, Psychiatry,' : Regional DFM Division Mead; Chief Surgery Registrar, Rehabilitation and purger and other comparable assignments deemed appropriate key tle apponting authrty car idesig nee X11 �ec .e $5 o per month. C. The Ambulatory Policy Committee Chair, Chief Orthopedics Registrar and Chief oncology Registrar will receive $ o per nor�tfr. D� I The Chairpersons .o the N e ical eta c mrnittees charged with considerable responai ility, such Credentials, 111edcal utility Assurance, Wiizaton Review, and other comparable assignments deemed apprapr'� te py tie appointing authc►rity br designee will receive $50 per month. E. The division #headseg, Nursery, Ambulatory Medicine, and Out 'et er t P ycl i try, a Detention), .the the Assistart' Residency erector, the, Assistant .�►�`'uCgtC1 Reg �trar Chef, the Assistant urgical Chef end other Cor partible assignMee is deemed o propriate2 b tt a eppQI ting authority or designee will receive 27` per month. A monthly stipend will be awarded to physicians and dentists based upon continuous years of em loyment as a perm.anent employee as fellow s: +ear o CoM. +eel err ri +e . . Positions tlner 3 -- 5 6 — g o Hours .... 'r.. Y ar 1 32. or snore $1 O " oo 20 — 31 0 $75 $150 $175 PDf3CC -28 - 999-2005 MO MOM ' S AO Employees ssrgred a ps�tton of less 20 hours per week are not + dor stipend. The above stipends will become effective on the first of the r*Aonth following the emp o eews 'appointment sinless the a pointrr ent is effective on the first of the month, in which case the stipend mill commence immediately. ► Tor _ ► A H FMR ,' ani + �f;��rte. The normal work week for employees, except Residents, shall consistof five 5) eight-hour days or a total of forty (40) hours, 12:01 a., . Sunday to 1:2.-00 midnight Saturday,' however, where operational requirements require deviations fror the usual patter ofeve eight-hour play per work week, an employee may. a scheduled tc meet these requ rements. 'with the exception of emergency Ronin assignments there shall be nc split shifts without the employee's consent.. The appointing eutho ty or designee shall prepare written schedules in advance to encompass the complete operatIon'l Cycle contemplated. The employe 's preferences as well as apartment's operational regurrernents will be consider+ d in preparing the schedule. The normal workweek for residents shall be determined by the residency Po r-cgram Director. A. Administrative Time. The basic physician and dentist schedule; excluding registrars and P OCC -29 - 1999-2005 MoU LYS4110114'S 101' physician assigned prirrtariy the, ergeny Cepartrnont, for a forty hour position wili consist oft it y�si ) I ur of direct patient care, and four (4) hours of administrative tune. This administrative time shall be:: prorate fo SII employees worldng irk a twenty ( 0 hour or greater position according to the foliowrinchedul . Tho nature of the administrative time shall be decided by the appropriate Department plead. drninistrtive time shall be in bleu of four boar . Tdta1 H©urs per.Week:: . AvemmAdiin. H3urpeC U11 6 - 40 4 3 20 - 27 2 Twentyrcent (20:%—:):,of thedministrativt tune per ten weep cycle will be "at risk" to fillin for unscheduled absences ander for any absences for short notice ciinids, mall clinics with two or fe-wer providers, the detention facilities, or at the discretion of the Department Head, to other cf.nres as necessary to allow for maximum ltitbde in approuin leave r +quets In addition, ail egstrarss with appropriate medical shills, the [�epa�trnent Head and Division Heads of the department of Family Me' divine, and the Residency [director, shall be "at rill " for six fotar�haur blocl Sof time per calendar year to fill in for absences as described in this paragraph. Registrar eligibility and scheduling shall be coordinated between he heed of the appropriate leprtrnent and the head of the PDOCC - 30 - '1999-2005 MOO W I. }, Lrr� ! .pc merit L" n liy d i in the'de0rsron the ppintir acryr dssigee regarding eligibility d 'scheduling of "at risk locks sh ii bal. ,Sixteen 6) consecutive hours peree tin call �t me '( id 1: nMay a scheduled instead of four 4) hours of "direct patient pare" with the employee's approval. B. Administrative Time --• Emir ' engy. Cie r m nt. The basic schedule for ful tune physicians assigned primarily to the Emergency Department Wil consist of thirty two 32 hours of drett patient care, four 4) hours ofdnrrinistrative tune and four (4) hours of time in lieu of "Back Upd, coverage. Administrative time and "Back tip" coverage time, errt part Limo physicians assignednnr y to the Emergency Department is asi fellows: Position A ruin. Back-tip rsI-Week rsleei �r " eek 0 34-t39 •3 2 cog f The nature of the administrative t me will be determined by the appointing authority or designee, Phys' assigned p ir�nar y to the Emergency Department will:: tie assigned tc pr grid a "hack-up coverage" for physicians who are unable to work their assigned Emergency Department shifts due to PDOCC -31 - ' 999-200 5 MOU L TA--: i Y unplanned aseances. Theba��- era schedule w�i �►e developed and administered bythe Aointin Authority or designee: All physicians who receive Emergency C epartrnent Adm istrative hours; are raquir dlt provide "b ��up +fav ra when assigned. Tuna worked "backup coverage" will be paid at the rate set. forth in Section 6.6 - Emergency Pay, for the shift worked. " 3acl -u coverage" she he asscne amanc individual physicians as a retiaf their individual hours assigned to the Ernercency department divided by the tatel plysieian hours asicned to the Emergency C epai tm int. C. Administr five Time - Farril Practice. Physicians wh o arecheduied to work an average of 5.5 or more "qualifying clinics" per week may request, in writing, the fallowing adjustments in heir schedules based upon theiryears of service as a County employee: On or after the completion of twelve (12years of County service in a permanent status gat r sk" Administrative Time s desc bed in Section 61A may pe reduced from twenty percent {2o°� t4 zero percent °�} Physic ions who arescheduled to work an aVerar�e o seven ? or more "qualm cline" per week may request, in wrttinc1, the fo low ncg ad ustrnents in PDOCC - 32 - 1999-2005 MOO '* AN, tne tr h �� based:V on their,yeots;.bf service OS a Counit eMp oyOW On. or after the completion of fifteen l b) years of County service in a permanent status, Staff Development Time as described in Section 61 ,F may be increased to the f HOW7 ing. total weekly hocars. Positron Staff Development Hours Der Weed Hours Per Weok 3 -4 28--3 4 4-, 7 3 On or after the completion of teeny ( o) years of County service in a permanent status, an average of four 4) hours of Staff Development time per week may be converted to adIminis rative time that is not "at rise. "Qualifying clinics" are Family Practice Clinics, Scheduled Short Notice Clinics FloatTime (i.e., time in physician s schedule Je i hated c cover rir ary care res onsibilitiOs)' ivy older Adults, Vietnamese, and Laotian Clinics. When granted, sch dulchan€ s will be of acti re Wthin ninety go) days after receipt pf the written request by the appointing autho,nt or his designee. D. Administrative Time Dental clinics. Dentists who are scheduled to work an average of six ) or more P DOCC - 33 - 1999-2045 MOU Cnt' r1C� r l +Pi rr / '�u 'r , Inrlrf , 1 fai+�wn adjlstments in their schedules based upon their years tf service County rnpcype: QnL rill� after the carpletian cif telveL LL years cif aunt' service in pernanen status, risk„ LL Acrninistrfive Time described in ect1r may be reduced frarn twen# percent zero percept { % . On cr after the Corn leticn cif fifteen (15 years of Cvuny service in a permanent status, staff Deveic�prpent erne may be alla�rred in accordance with Section .I .F as f�i lows Position StaffLDeveiopment fours per 1Jeek fors Peree 8- 5 4 4- 7 <24 C)n or after the canpletion o twenty, ) years of unty erce ire a err�anerttau , Staff LL LL Deveoprpent die may he calvered to not-"at risk's Adr nis ralj E. Teie�►hone E`nack `ilteen cL7nsecutlVe hours per week of elehone advice nurse backup on-coli time paid .8 may be schculed instead of two hours of rest patient care" at tle dicreticn of the apointin authority or designee. individuai empic ye s W th regular evening car Saturday clinic, PD(3CC - 34 - 1999_2005 MOM �. car regular cnm�call e�sgnrente exernpt frrn this c rcall prOvision, unless agreed: 166by the employee. ' Direct patient care" is any time in which the employee's primary r-spansi ilii is delivering health care directly tv patients, including clinics, emergency roar , procedures, diagnostic tests, and surgery. F. gtaff Qeve �► rrent. Employees regularly ill/IilYrf�111YIY11�lY�Y��.l1iYYlYl�111 I scheduled to work sixteen (16) 'hours per week or more of Family Practice Clinics and 'who have majority of their position hours assigned to f=amily Practice and Urgent Care Clinics shall be eligible for staff dove: prnent time. The' nature of the staff development time shall be decided ley the appropriate Cie arthi lead and could include such responsibilities as specialty clinic assignments, or adfivities: 4hith. contribute to patients'' health, system efficiency or quality dire. Employees may. ippl to use such time by submitting a proposal describing the goals, and proc"s cf their work to the appointing euthonty car designee for apprc veI ErnpIo es mill be notified in writing of the decision regarding their proposal. Approval ofthe use of staff dev6I6p nent time shall be for a specific period Of Ji e :andi may be discontinueat any tune with a written explanation, at the iscretion of the po nting authority or leicnee. Employees involved in such work shall pac►cc - 35 - 1999-2005 MO be: re to subr�l periodic preress reports as determinddy the eppointin autlorit or descne. Those employees in forty (40) hour positions W.1.1 be assigned.Jour (4) hours of staff deueloprent time Per week. This staff development time shall be prorated for those qu lify n€ rnplo es working in a twenty�four { hour or greater position according to the following schedule: jotal,.H. urs. .per,Week, �%- qff leve rt Hrs, leek 3 '40 2&- 35 3 27 All physicians excepth©se assigned to posit in the Eerency [ epartnent will be seh e_d ul to work Oe. ween the hours of . a.rn. and 8.30 psrn., (norm IN between &.00, errs. and � �Q p.rr�.} Monday through..Friday. EWenln and Mtoeken, Assiutnments. The schedule for any plysiian woring at least twenty hags perweek mai include one four-hour evening clinic per week and/or one 4� 8, or::,8 hour weekend clinic every eight weeks, at the discretion cif the appointin authority ter designee, F'lysicians with rular w+ :krd direct ptlenf ire r+espans. ibilltis ere exernp . t frac weekend clinic assignments. Such clinics wil be compensated at the physician's base rate plus ten dollars } per hour. Except for those physicians given assignments in the PDOCC - 36 - 1999-2005 MC U ffQM$ PF � . tepartrnent refM0i obstetrics n+ 'edlatt"�Cs addterta eenIn car' weekend perk will " by mu. a reemen . such work Will be compensated as described i .in, ection .6 Emergency Room- Pau. This additional c�mpen at c n applies only t ch d . ed time and does not include unscheduled work required for patient ire seeds orInpatient r crn n rounds; Additional evening and wee e I n1d Werk in the Departments rtments of Emergency Medicine, OB-GYN and I 'ed at ricS Will be compens ate6:as floes : 1 . Err e[gengy lean. . Xl is is i+ ne+c to work in the Ernerg ncy Department will be compensated ca set forth �n ; SeCtIon .6 w Emergency Room P„ 2. E e2artmgfit Of :R dI* . A physician with inpetiert respnsbi ites for a physician assigned to the Department: of Pediatrics will be paid at the hours ectuivalent of his/her base pay. 3. epartrn ..n.ir entf -� 1� physician with a.. n.r w+rnn inpatient responsibilities assigned to the C eartment of 13� N shell be paid as described in Section 6. -- talar , OB Covera a for � Holida s Evenin s an '�leekends. PDOCC -3T:- 1999 2005 WOu K Impler�er tatic n. schedules re ect no the administr tie hours and ��felp n� ho rs mn o be it p rnented ninety o days after the adoption ofthis 11CU. 4 '1yscian cal. 'he basic call obligation for physicians is defined in lection ,1 chord s core per sated part of the employee's base monthly rate. Physicians puha take additional on-call obligations will b paid on the foliowin schedule: a. one 0 hour of straight time ply far each four hogs of call (1 :4) for Anesthesa, orthopedics, Surgery, Medicine ne, iJ"ed atriM oB nt Venture Neaith Pian or, Advice first call end other comparable assiortments deemed appropr ate by the appintino authority. b. one ( } Dour of straoht tirn pay fcr each eight hours of call .:8 for Patholooy, t 1, ptharnola y, Health officer, Plastic Bur: cry, Fund uroery, De Psychiatry, Health an or advice backup, and ether comparable assionnents deemed appropriate by the appointino authority. P the loo mill paid at the rate of I :4 until such time as a classifitian and pay range for specialists is developed and approved by the Board. Call pay does not continue during the tune the physician is called back. PDOCC - 38 - 1999-2005 MoU SLCTlE 111 aAY �IN� f C t "OF ` 6.31 00' Ve MOW for H61114144s � + n . In lieu they- rates decrial 's+rrcticn , ph -71Y aind + OB � sham a total of 11 , per mon to cover all after srrids required far goad patient care, Effective October 1 1999, this per nand pay rnent shall be vci�d. Effective October 1 , 11999, Physicians as ned fe ins-house 013- YN call will a paid at the aigl t ti a hour rate, plus a ten dollar ($10), per hour differential, + r the actual hours assrgr ecli house on:,call between .1 P.M. and and ill hdurs an weekends and l alidays , After-hours delivery by physicians not on call for 0, shall be paid: t the base hourly rate with a three hour minimum and asix hour maximum. .4 callaa P pyciar who is called back to tirirwrtirlri ,irir duty mill be pard at the st0a t r e hourly rate r the actual time worked plus a ' differential of :$30 per hour, with a minimum um of three hours pay for each call back. 6.5 Ppyfor: fto a and Holfdat AdtMd.s. rik physician Whose assi nrrr on re ulres rO n ding aq -- e en, and holidays will be paid at the straight time hourly rate for the time spent raundnc plus a differential per hour, with a minimum of three hours pay. rrly he hre our minimum will fie paid per each Monty-466r- R4 hour period. 606 ,EMergang , ftm,t ai A physician working in the Emergency l ae g rill be paid the fano in differentials in addition to his/her regular base pay: PDOCC 39 1999-2005 I# YS wlanday �rhUrSday . iG�ira "ui i r � . en rr, E Q (�*`�'t [ *7'00 4i e +�♦ . rP. r r _W -...1 � r r MoMaY Thursday 1LIr P. Fri., OL:: !$un. 7:0O p.m. 7.Qt� a.mr 4��tour Saturday, Sunday 7 00,a - ?.QQ P.M $20 per hW.—r Holida s will be paid as weel en ,s,, 1.1r ent etre in e evenings and on weekends will be compensated, as emerge-mc y rcer. Nr r' fir+ er hisne will be paid as,- k beginning t 7.�� 0p.rn. A p sician ..work-ln in the r ergenc l OM in addltian o hislr rear basisbdul , mill bed at a h�►ury equivalent of his/her base pay plus the appropriate difF � ta1. 39CTION 7. HOU 7. Ho :l l e .rue . The Count wi l observe the followin g holidays: a. January 1 st, known as New Yea 's Day Third N ►ncay- in January known as dr. Cllr �. ung, Jr. Third Monday in February, known as Presidents Day Theatar in � y, r ern as Itlencrie[ Cy July nth, knawr� 1ndePer�den�e Day First ilenday in September, known as Labor Day LL November th, r*WLh /e :rens r i=r urth Thursday in N vGM er, known as Thanksgiving day The day after Thanksgiving December 25th, known as Christmas ©ay Such other days as thecard cif uperiscrs may by reSoLlUtLis n clesic nate h licla S. �aocc - - 1999_2t305 wc Each errpcyee +7hall r' ccrue hours ' of personal holiday cr dlt per month. such personal holiday erne' mayb taken 'In Increments of ore- tenth ( /10) hour, And preference OU portonat holidays shall be given to employees according to their seplority In theird6 as reaonbly as possible.. Noern loyee ray accrue r�o a th nforty (40) hours of` personal holiday credit.' On separation from bounty service, an employee shall be paid for any unwed personal holiday credits at the employee's then current pay rate. APP rcatron of t "r1"G It: The :following, provlsrons indicate bow holiday credit it to be applied. a. Employees on the fire ( day tori ' (4 hour Monday through Fri'daywork t c dul s-ball be entitled to a holiday whenever a holit ay 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 ernp oyees on the re afar schedule; conversely, such employees will net receive credit Jor any holiday trot observed by ernloyees on the regular schedule even though. , they work thez holiday. C. . Employees will be paid their basic salary rate for holidays actually,worker Iln addition to reuar pay for the holiday. PDOCC -411- '1999-2005 MMU ECTl+tlV S V,ACATI�� If hoida fills on the days o ► an employee on a schedule other than Money ter© ug. hrdy, hernloyee h i l b gi credo for their basic salary rite or granted tine n the ernployee's next scheduled work day. If ary olicay fisted above falls on a aturdy, it shad be celebrated on the ra adi Fri . ani h d �r i tad in lection 7.� falls on a Sunday, shalt be celbrate�d on the follow r 9 Mon ay. ' . l olit a r i f r ac -"r� n m fl eea. Permanen part-time employees shad receive holi ay;cre it in the: same rade to the hclidy credit given full tune employes as the number cif hours ger we ak i6 tha part-tir a employee's schedule bear to the number of hours in the regular dull fire s+ �ue, rerdles ofether�tha l�ali�dy fabs ori the parttire enplye 's regular work day. AM -nd A. xe t Wei cal toff rnernbers in pet. anent pasiticns are entitled .to vacations nth pay which accrue according to, and may be curnulated to r- axirnurhs set forth in the table below. Accrual is by hours of working time per calendar month of service and l egins on the date of a ►pointrnent to a perrnnent psiticn, xcopt fiat increased accruals granted in recognition of long service being on the first of the month following the month in which the PDocC -42 - 1999-2CI05 OU CA mp Medical �tafl` I lleC�ber s e tlrne forth :ttnub5eCtlon bt and oxcept that accrual for � n of month shad ir�in nu n amounts of one-tenth hour calculated on the sane basis as for partial month compensation pursuant to Section . . vaatien credtsa used +onlyfr completion of six months service in a permanent position but may be used b Exempt Medical aft Iliembers to supplement e�chausted sicl lave in cases of absence during the first six n oaths and in addition, b Exempt Medical Staff resident Physicians in order to redorclle gyration schedules to training needs. n l r er pt Il ed el Staff 1 yid nt Physician 'who is required by the Department to schedule his/her vacation et ti a sole convenience of the Department in order to accommodate training needs shall have thez equivalent of one ) gear's accrual of vacation credited at the beginning o each fiscal year's training program to acc ornnmo ate' l epartrnental vacationschedultrig prior to regular,accruals on a monthly basis. Exempt. laf Staff Resident Physicians may ''utilize this vacation account credit in advance of the date the vacation is reg larly accrued under this provisions aplin to all xelnpt llledical Staff Ph c .4. However, resident physicians rhioz terminate before the end of a fiscal y6ar! treinir q program shall have their vacation credit account adjusted downward to equal the pro rata vacation they would PDOCC -43 - '1999-2005 MMU have accrued on the regular accruallat . If resident lhslcan u$es vacti n accruals in excess othe adjusted entitlement cornputed effective on hi /h s aratibn, the Resident shall reimburse the County fc�r the excess vacation accruals taken at hisher then current ply rate. Nt vacation shall be allwe in excess cf actual accrual at the tinea vacation is taken. n ep ration frcrncunt service �xrp medical Buff Members shall k e i fc►r � r ur � to eti�art credits at theit.-then cdrrent pay rate. B. The rates at which vacation credifs accrue, end the maxirurr cumulation thereat, are as fvllws - orwt ly 7Maxlmum Accrual Cumulative Len+�th �f ervlce Hours lours Jnder years 1 2 'l through Ig years '1 - f 320 2 th rough,2 yep rs -20 25 through 2 years 20 4 1 30 years end 2 -'l 6U $.2crd ut eeh f l er� plare who has been granted a leave Without �a car �np�id military leave shall accrue any vacation credit during the time of such leave, nor sh ll an ernplcye rho is absent vuithot pay accrue vacation credit during the absence. P©OCC - 44 - 1999-2006 MC U 8. OnL L: L` �' ratioY � fro�rn serrce, n � .' , h fer eny nese v c tion -redis t P 'y th LL current pays rate. 1aatia►n tr+�frer�+ce. acceticn retests fer Exempt +moi ei teff P'h sicier s in LL i os itei and:+ iir�ics �nrhich are received in the i llediccel Taff Office at least thit'ty= fide ; days in advance � Ii tie respwon ed to within den bays of receipt of the request and wiii b pp�rved or'denied bas ed on the overall stfrin considertiors far the time reuete . vaiL cation euests rhich ere received les than th tyrve 35) d ,S in a `u rn a Wiii al b16 consi+dere but reference rii h given to these rUests uittecih Mor t an thirty-dive W) days:: advance notice. roved vacations will not be canceled exc� t under a treMe circumstances. ►1K WE .' UCp2E: 2f e 1/e. The rirnai"'y�' sur ose of p►ai i is eaVe is tt1► r 5 ire eM Loy es aeirist lL L oss of pays for ter orary absences fro% �10r� ie t illness or irr ui is a :nett extended the of n r andri-ay user ons as auth�orzed; it is t Paid irne offhih eiyes May ase for personal activities. 9. cr+ ii ~ ani iia eco .eave. Dick leave credits acc eat the rete of I i�ht: vuorl�in hours credit for each cornpleted month of service, as prescribed bye County alary Roo Iatidns and Mem oranda of PDOCC -45 _L 199 -2005 Moth lnderstan+ding �rnpleees onoo orti+ n month entitle to pro rite share the rnonthly sick: leave credit cornputed on the Berne -sis is partial oto th compensation. Credits to and charges aalnst sick lease are made in minirnurn mounts of on. Maur minutes) inorerdents. Unused sick #cave credits eocumulate from Year o dear: lien an erploee is separated othar than troch retirement, accurr�ulated sick Icave creditsshal + cancelled unless separation is involuntary, and related to udet IR reductions in Which case the employee may petition the that, l ec nIP-re to n credits .if ree nNyed within two years. As of the date of retirement, an,ernployee's accurnulated.sick leave is converted to retirement on the basis of one qday of retirement service credit for each',,.,.. ay of aocumdlate d sick leave credit. 9. Pcs. rer the Paid lee. As indicated alcove, the pinnary prpsef paidiok leave is to ensure ernp1wees ar ainst Idss of pa dor tem por r r absences from work due to illnes or in�uryThe followipg definitions apply: imrneiate arnil� means and inoiudes only the spouse, scan, stepson, daughter, stepdaugiler, father, stepfather, mother, steprnpther, brother, sister, grndparont, grandchild, tether in-law, mother n-law, daughterin4aW. scan-lni-law, brother-inw PDOCC -46 - 999-2- 0 PIT � u } . got, AV cousin, stepbrother, stepslst �r, or c�� �t�� r�� �f an er�plc ye e- and/or includes any offer person � � the employee tle legal guardian or conservator, o any person i claimed a "d p nd nt" br I p rt n purposes by the employee. = p�l , ee meansam person eploye by Contracosta County in an allocated pcsltien the County-service, Pa d :819k L,eave [edits means these sick leave credits provided for by County, alarr Regulations and memoranda of understandinf Co!A ftn/Reason. With respect to necessary verbal contacts and onfir-mats ns which occur between the department and the; employee men sick leave is requ sted or ved Ied, a brief statement in nc n4 cbnical teras from the emple roe regarding i a ility to work'due to in jury or'illness is sufficient. dcurulated laid sick leave, credits may a used, subject to a polo a . thor t approval, by an employee, in pay status, but only In the following instances, a. jern2orgEy Illness or Injury gf an !n Icy ee. 'aid sick leave credits7 may be used when theerrlployee is ofd` work because of a temporary illness or injury, b. @r., anent Qisal ilii is t,aav . . err anent disability means the employee sfers from a disabling physical injury or illness and is thereby prevented from engaging in any County occupation PDOCC -47 . 1999-2a 5 MO jell forlic thal ulif bn �f educat . ' . Si +�ea�ettll�attn ! nano Diptv n I disa rlity' s � antribu pr�n r y rnis arriag , a t -tioh child. bi th or recovery th+�retrc�rn, shill � all��e to ctiiz sick leave credit for the mxirr�u�r�n accrued; �y such ernplc a during the erlr�d cit' �� disability under the bonditic ns set fOrf h below. 1 . pplicati n fcr such Je rre mu'.t �+� r�nade �� the ernplc ee tothe a pointin a �th+�r ty accompanied by a written statement of disability f. m the + rn lye's attending physician. Thi statement must address itself to the employee's general physical condition having considered the nature of the work erlc�rr�ned y thea p ae: and i must indicate the date of the commence rent of the disability as Wall as the date th pn si lar anticipates the disability to terminate. 2.11 If an erpleyee dog ndt a' ply fcr leave and the aclntirg authority be that the employee.e is not able to properly erfdrrn her work or that her general health is impalred due to disability caused or , conte bu ed to by pregnancy miscarriage abortir , hlldbirth car recovery z therkafrbm the employee shall be required to undergo a physical axarintlon by aysl an a ecte by the Countyi Should the rrredica report so rrecomme d, a mandatary leave hall imposed rwtpc�n the �plpyee for the d urat! n of the disability. PDOCC -49 - 1999-2005 r OU IE LE- ME 3. is leave rna nit utlizad after the enpae has bdan release fr tie haspa unless the ernpl ►ye had pr �►ided the aunty with writtar saternent frrn der attends physi+ei . statin. that her disaW continue S and the prcected +date c enplayee's recovery fra►rr such disability ofl+edi€ al and ( ental alntrrtsf n ernplaye may use paid it I+ trait : ' f FQr.working tiMe used inI-eepin medical and dental appcintnents fear tha erpcee's own care; and 2. Far ark tune used by an ernploy ee for presche u[ad rrtedical and dental app ntrnenta cr an i mediate family member. f, nerden Care € fwa . n ernplye .may use paidicl heave credits farcrlin time used in cases +af illness r. injury to an immediate family mernberf Cif death ( Fam ly,.�e berf 1n employee ployee may use paid sicl leave credits fir vc rli�n time used becaause cif a death in tl�te imPl, e 's irn nediate family car cif terrple 's dcrestip partner, but this shall nit eXceed three irk days, plus up to two days of rarR tune f�►r necessary trauel. Use of additional accruals including sick leave when PDCi 50 - 9999-2005 MOf +7 �r * appropriate may o i d � to unc�tior with the bereavement leave at the discretion of the ppo ntin authority . . Adoption ,f C . Paid k Ileave credits rhayused by ;an rnp:oyes upon a7 o t'on of the child. L Accumulated paid sick leave credits may not be used ini the {foi.lowrin situations: 1 . Vacation. laid sick leave credits may not be used for an employee's illness +or injury which occurs while helshe is on vacation .but the +bounty Administrator ray authorize it. when etenutin cirstances existand the 9 app in authority approves. blot in Pay a, tus. laid sick leave credits may , not be used when the epioyee would # _ i e be eligible to use laid si+ leave credits but is not in pay status. 9*4 " �t +an � � �ee.' 'he proper arni� strtion of sick ieav i a reponibiity of the employee and the ep rt tent heed. }nlcss otherr se pr€�vid d in tt a supp�lem ntal sectid�ns of this !'� , the following procedures apply. PDOCC - 51 - 1999-2005 Mt3U ►� ► IwNl 9WIW �rrolo �epc ns�bltes 'I • Employees are responsible far notfyng their department of an absence prier to the co menGN : ent of their work Or as soon thereafter. A possible. Notification shall include the reason and passible duration of the absence. 2. Employees are responsible for keeping their department informed on a continuin basis of their condition ar�d probable date o return to vuork 3. Empeloyees are responsiblfor obtairn� duan ae ro frr m t air up rui c r fir the schemed tune of Pre-� rrar € personal or family med c U and Centel appointment. Employees are encoraced to keep the department advised of ) a purr nt tele hone number �► rich sick leave rented inquiries may be directed, and (2) any conditions} nd c r r strietior (s that � y rens nobly posed reardln specific iocatiorsndlor persons the epa ent may contact to ve fy the empltye `s sick lease. b. Depa ttment responsibilities. The use of sick leave may properly be denied if thele procedures are not followed. Abuse of sick leave on the part of the employee is cause fdr disciplinary action. PQOCC -52 1999-205 ICU epartrhenteli appy+ Vai VT.: t a certtfcatltn the ie �ta�y of the 6rc heave cl1rn. The department head or designee may rake reasonable inquiries about OM Io ree absences. The dep rtn ent''may require me is i vedcation for .:absence. t three 3 or rnore working days. The department may als meo require medical verification dor a sense fess than three workingdays for probable cause if the employee had been notified in advance in writinq that such verification was necessary. Inquiries may be made in the fallowing Mays: alin hepiar+ee` residence telephone number or Othercontact ,telephone number provided by the emplo ee if telephone notification was not made in accordance with departmental sick leave call-in quidelines. `hese inquiries shalt be sub ject to any restrictions imposed b the employee. . Obtaining the ernploy�e's ;signature on the encovertirne acrd, or bn an Abs form establishedfor that purpose,' as erploee certification of the legitimacy of the claim. . Obtaininq- the employee's written statement of explanation regarding the sick leave ciirn. 4. Requiring the employee to obtain a physician's certificate or verification Of the employee's illness, dlates the ernploee was PaoCC -53 - 1999-2005 MO MOiw T ncapac�tated, and the empryee's ablty to )turn:,to. ork, a S� i �d � . In absences n extended nature, uiring the empyee to obtain from their plysiian a sat -me �t 4 pro res ar d ar tici at n which the erplcyee ill be ably to return to work a pOc hied above. Department heads are responsible for I sh ng t rn a in procedures �i h mill insure the subnissian of a time dark covering each employee absence and for opeting their sped ire of ices ire accordance With these .policies and with clarifyiun ng reions issued by the Office cif the County Administrator. . To help assure uniform policy appiiatio , the lumen les0urces Circto designated manacemen staff of the Counter Human esaurcas epertrnent should be contacted vuith respact#o side lea se deterrn nations about which the deartrnent is n daubs. 9. ► ,,. „b1qty. A. An employee pbys�cally or mentally incapacitated for the performance of duty is �su ect to dismissal, suspension or darnel ion, sub e t to theounty Employees Retirement haw cf1937, ,n appointing authority after giving notice rrtay place an employee PDOCC '200 MOM on leave If � : ►Int n� �� ��� hAI � an 43 p►llalcn fcr � � retlrrent fa►r the employee, r whom the appointing authority believes to be tern rar l r or nd h !cal car mentally Ihoaa�lt�te� for the erft��an�e � the employes utles.LL An appointing authority Who has' reasonable cause tca belleve that here ark ph S _ or rental health Conditions present In an erryee Lhlc enaner AWL health or safety of the errpcaeeL L , other errrployoes, or the pu rlo� or a hlC impair the em oyea's pe orr ante dtr y, rnay' -der the r�p[oye ttrnero Cunt eXpese and on tie erloy�;es lad time a physical, r�r��i �l axamlnatlon by idense physician and/or a pL syohlatrlc examination LL by a licensed physician or psycnollst and receive report of the �i�dlns on urcl exerinatlon. f the ecarxrnin physlan or sycholc !ist recorrnr�ds that retrrrt for physical or e� heat problem ler s, Inol�d�nLL , are r1 the best rntt rests of the a ployee or the County rn relatron to the employe overor�rr any dsabity an ►erform�n his crr her dunes the apo nLLL auth�rrty may dire nt the employe yee t take such eve anLL Ldor undergo such treatment. C. Leave due to t mporar ma �► rnent disabillity SL hall be without re udl� toL Lthe cm, loyee's rl t to use sick leave, vacation, or any other be nelt to which the emp y Is entlt L.ed ether than reeler saaryy. heuranesaurcesIrector mai artier PDC3CC - 55 - 1999-2045 MOU -010 I legit r tor�l for te Cat a and pub a to the empto yee'� DON # te darnce . D. efar eplye returns rark from any + o dor illness or inury, tber leaue absence or disability leave, exceeding tonreeftin duration, the appointing authority mnay order the ernpleyee to undergo at ountyxponse a physical rndil, enI ►r p� yhierc emintior b a lice d pysipian and may cpnsider report of the findings on suchxarnination if the report shote that such ernpicyee is hyslcallr or mentaii irapacitated dor the prfornance of ruty the app tin authority may teke action as belhe deems necessary in ac ordance wi th opprc�priete ro isi ns cif tfris U � c ret + rrrn is perrnan nt anon-safety employee shah continue to receive tb aoproriate percent of regular-monthly salary for ail aocepted Blairs filed before January I (dol during any period of compensable tern ovary 0,A ilii ak sence riot to exceed one year. dor all ,ac ept-d bla filed Frith tl�e r ty n rafter January �I , X 00 the Percent cif pad f * :e npi0yees entitled to d ri ors' ompens i hal be decreased from a© to °�r If or vers' f rnpans tior becomes to We, the County agrees to restore the Original benefit leve[1100% of monthly sa`iary and tle parties shad meat and confer with respect in here A, Waitib Bbd. There is a three � al nd r day Waiting period before ' lockers' Compensation PDOCC -56 - 1999-2005 MO CTI enefits orr me Cer , rker loges any on the ay injury, that pouts as do cine (1 ) of the waiting period. � tie inured worker does: not lose time on the date o inj ury, the waiting period will tie first three calendar days the rnp oyee does not r�ror as a result of the injury. The tithe the em loyee ok eduled to irk during this vuatin period mill be charged o the er�poyee' iol leave ar�d�dr venation coin In order to +qualify for 1�vorkers' or� p htAtit�n the ernpoyee rust ► under the care of physician. Temporary compensatian is payp le on the first three (3) days o di ability � r the' injury necessitates hospitalization, or when the disal #ity exceeds fourteen 14 . ortinu�n€�f . perm. �elp�oyee shall receive 861/6 of recuiar rnonthl during any period of conpensahie temporary +disability not to exceed one year. "Compensable temporary disability absenc efort the.purpose of this lection,, is any! absence die to wo crrnectel'tsabl lity which qualifies for to pony disability porn ensatian under Workeit! toftip cation Law set rth in 3ivi ion-44 cif the dal 4 O la Labor Code. �h a cability e+ � r �liaiir permanent end stationery, the aiary provided y this lection shall terminate. No charge sha i a made against is leave car vacation for them salary ►a rr�er t . Sick leave and vacation rices shall not accrue for those periods during which continuing pay is received. PDOCC -57 - 1999-2005 Moi ► �c Err�pl ye s shell entr... #o c .rexrrnum o one } freer of centinuir :be far any c� injury €�r illness. ontinuin ply, ens the serine me:ithat to np€ rery Irl er ' er penset on benefits �ar�rnence end ccntirues until either the rrretrter is declared medically p+errnenent station ry car until tine c nti�nuir y, hi he wer rs. prc �rided the ernpleee remains in an tie e `npl yep status. dntinuit day is buto tica ly terminated c the date an a npl0 is separated fro +aunty serr� ricy reinatirr re.tirernent, or the ern l y e i n Icrt er employed by the aunty. In these instances, Mp �yees will be paid Workers' c�mpensatidn benefits as prescribed �lorkers' rpensatic n last s. ll cent ruin pay w, cleared th ru h the c unty drninistrat+�r's Cfficeyil llanermen Di ►iicn. 1henever +erplc ee �e hes been injured on the joband has returned tc� rl is cuiiii,qered key an atenin physician tc Iea�e � � far` tretnent ducin .c ricin hours the rnp ay a shall be allowed timed u p threercurs der such treatment the ut lass of pay c►r e6eAts, Said uisit are to he scheduled cantiu€ us td either the beginning or end o the scheduled work day �heneer possible. Ths..proviso.r --,plies only to injuria illnesses that ha... -e been acce ed by the County Wo tk,relaled. P©t3CC - 58 - 1999-2005,MOt .0 g: D. f an Mrurd ernplcaye reransIt [ for t+ rrnperary di Hit becn end year, applicable ,salary will continue by In g In sI le6 '' and/ter vacation accruals with workers' compensation benefits (vacatto charges Ae be approved by the department and the eMlee). If salary Integration cy is no Ion9er svailable, Workers' compensation benefits will be paid directly to the employee as prescribed by workers' compensation. laws, E. RehabllitatignInce ticr . Ari injured'employee who is elilbl fed workers' cc rnpensaticn rehabilitation temporary disability benefits and whose disability is .medically permanent and stationary will continue to receive dull salary b -Int rtin :�Idl lease antr : v Cal accruals w'tl workerspense ' CO rehabilitation tenporar disability benefits . until tncse accruals are exhau te+ . `hereafter� the rehaIlital � tenprary dleabllity b enefit� will be paid directly to the employee. F. le l af h Insurance. t he + € unty con nbdticr to the employee's group insurance plan(s) continues during the ontlnuin ' pay perio and during it to ratio n of sick have car vac tion with workers' cenpensaticn benefits. G. tithed cf Intearation. An etmpI e's sick Ieave end/cr vacation charges shall ' be calculated as follows: C -- 8 [1 - (W + S) PDOCC • 59 - 1999-2005 MOU LLQ $ L1CL' Sick leave r v o *lon hare per dey1C1 hours) SatUol" i:illvor er *'�opensaton for montr S M.6 tb y s tar dor 0 ,8 rr�p�e: ill $ . Ir e. �c rkers.` , etion 88 '.to per month salary 8 ' 8ht}urS = lol 's { �hargect to s1CC Leave 66 $ 1 C = 8 (.4242) 3 8 hdurs chargeable ► sick leave 5mhareable tQ workers' ate . to �re ' 1it�cut . . �o employee rho keen granted a eavetdut ornunpeid r�tili ary leavve shall accrue an.......sic1 Ve dret its c rl � the tl�e of such ;av n4 shalln erloy who i absent � tlout pad ague sick heave credits curs tle asehce. ET ' _ v NICE . ! t� W"t aut Pia Any employee who has permanent stats r ay a ranee l leve €�f a ase -Oe without P upon nrrifter� regUe t proved bar t o ame n aut tori y; provided, however., that leaves for pre mangy, pregnancy cdis b . series health conditip. s, and family care shade granted in accordance with aplikle state anc federal law. 'I General 14dmi natraor = t.eares 0f Absence Requests for leave of absence without pay shall be made PDUCC -60 - 1999-2005 MOU � T u � ors erector of uan resources and s call state specifically r as h f+ r h re�qu st, the date when it is desired to begin the leans, and the probable date of return. lnsofar as pre disability leve is used under lection . .d - iiztior for l r rarrc �isabilit that tirre nct be cansidred a 'art:of tie ei�heer week family leave period. .ddiionally, + � loye may choose to remain in a pay status by using available'sicklvenr conditions specified in ectirn .3-- Polices Goverrn!g the e cif Maid ib� heave vaction, foatrn :holiday or cc�rrrpnstory time:offentlemerts drir th+� eihtenl veerlyiv , h ►l everuse of accruals must be on a c tinuous basis frorn the e i nin o the f�rnily� leave end may riot be broken into senentsse on a mtliy basis. anily lease must be requested at .least thirty days grit r to the scheduled le ornr nc rn nt date unless anz. exigency arises. A. Leave vitho+ut pay r ay be granted for anyr of the following reasons. . illness, disability., or serious health condition, prenancyr or pr�rancy disability, 3. 1 family care, . to tale a cr�urse of stuffy such as will increase the employees. usfuiness on return to the position, PDOCG - 61 - 1999-2005 MOU .' for otherea ods or ar Mstances a�CCepfrlle to the appotMI. autho 'I . B. An employee must request f I care leve least thirty ( 0)'days before the I av i t� beg b l � if the need for tie I+ avoreeeble If a need is nct feeebe, t mare rn pride rite nbtic to the era►yer itin five days of le ruin + f the event by ch tl a need for farnil care leave arises, A eue ►ithopt ply ray a fir period not to e�c�ed one {°I year, rovlde th+ appointing authority may e #en such.Iaue for additotale 'iod , Proed €re in granting etenion sel be the srne that In granting the oriinel leave, provided that the request for extension rust b rude not atr then thirty calndr+dy = efore the exprtlon of tie original leave. C � Newerhee of ebeer � ftr tle employee's serious health condltion or for family care shall be granted to an employee who: so requests ] fc r vp to eighteen �I Bees in each calendar year period in accord wth Section 'I G - mi1 re .ease er l lled L.eav , belouu, E. Whenever an Wheneveremployee rho his been granted a Dave without: pay desires to return before the expiration of such leave, he mplo ee shall submit a request to the apoining authority in vriting at least fifteen (1 ) days in advance of the proposed PDOCC -62 - 1999-200777 I t . ea'is=.x:; 44eEEF fr OV A, 44VE,, � return r larl return subject prerpprval; by the ippeint1, uthprit . Tie Human + � epa r,tr ent sh 1lo�►t iced pro pt y such ■a urnr F. Except in the case bf leave of absence d e 16fam lly care, pregnancy, pregnancy disability, illness, disability, or cercus health CQnditic , tle decision of the app lntirr ec t orit ori c rant � end leave orearly return frt r� leave` h 11"b esubject to appeal tdthe lur�an l�cs ures C�il reccr and tct subject to appeal through the grievance procedure set forth in this SOU: ItarV Lea + . Ani erppleyee whc is crdere tC) w .rurwnn*rr serve rn 'rnber of the Mate llta cr thelnted mates Army, a r, Air Force, Marine Carps, Coast Guard or div*1slon thereof shall be granted a military leave for the period of sup service, plus I ty aysr ddit c n lly, any employees vcluneersfir Berrie during a mobilization under xes utive rde of the Presid nt or Congress €�f the United States and/or the Mate governor in time sof emergency, shall be granted a leave sof absence in acco! n+ a with pp1 cable federal sir state laws r upon the termination of such service car;uppn hcncrabledisbharge, the eplyeeshall be enitles to:,return to hislher position in the Classified ser ice provide such s ill exists ani the employee is otherwise c ual f'ed without apy less of sans irrg of any Wind Whatsoever. An employee who has been granted a military leave shall not, by reason of such absence, suffer any loss of vacation, PDOCC _ 631- '1999-2005 MOU 1'1Ila , € r sIC � p1 �1 's �rhh may ' O rud the tli1 cif such 'a'U , not th+9 f;l"np3y be prud�ced ' lith raferanca 0 Saari broo of ernplayment. Fpr purposes of deter nir�inqiii ibil ty for salary adjustrnens, tirne cn military leave shaii be considered as .... in uaty er ince. An eM.Plo ee hr� has bin r�r to � military nave, rn�y urn r ;turn, a re ui ie t furnish such evidence of per c rmance �f rr it tart' service or of honorebl ischarc a as the it ctc�r cf l-i n l e urces �a deem necessary, 111 `ate ar League 0. � � a earr+�. Upon request tc th+ apn �n a�atb ►riy, ip eac haincr year ar.enpcee had pean ;nt staters sha be entitled to at e.ast eighteen . wee s le s if sa ret ested y the ernplcyee leaa f. a. 11d cal Iaf br + fir fhbp + + ' un Serous halt cenditn rhicl rn � s ti"t ri€ y unab.ltbperfiorrn the functions tf the enpliy+� 's persitic n; .0 b. M. ar ya fbsr� ithcut yr rsis � of the birth of a chile �f tho ernpldye�, the placert�ertf child � h an errrploye in connection writh the edetier cr fcstr care cf the child by the ern l-� cr the send US fib er health condition of a childirr , spois �r domestic partner Of the employee. PadCC - 64 - 1999-2005 MOU 77.;,g:x s.� : :x�:.=x .max � •-..: s .': .s `:. � iMiW YA m.a b ailed .prc►�rrde certrficat enof the need :forfamlly pare J dical dditicral period(s) of family care c�- medi64l v mai be granted b the appointing authority. The eighteen ( 8} gooks' entitlement ray inrcen periods, intermittentlycin regular car irregular basis, car ray include reduced work schedules depending on the specific circurstance and situations surrcaundip the request for leave. The eighteen (1 weeps may include' use cif appropriate available paid leave accruals when accruals are used o maintain pay status,- but use of such accruals snet req it d eydnd that s eci ied in Se ion I A -Wit VS lsa € f accruals, elo�. �h�en paid leave accruals are used for a med cal car famil r care leave, such time shall be counted as part of the eighteen (18) week ertitlernenf. In the'situatiort Where husband: rife are both employed b the County, the family care ar medical leave entitlement based on a uirtl , ado ptican or foster care of child is limited to an g"ate for beth erriployee t€ etl er of eighteen (1 weeks during eachaler�d�rr err a idd. E� Ita es requesting family care leave are required toadvitse their I peintinc au(hor ty(ies er their spouse is also er ployed b the county. For, medical and family care leaves of absence under this section, th fcallo in def nitions pp y. Cbj iolc►�ical, adopted, or foster child, stepchild, legal card, conservatee or a 'child who is under eighteen ( ) PDOCC .65,- 1999-2005 MOO " LEA yeer a fir' �frn en '►r'rlpf�►ye �n 1c prent�s �r frh6n t� ernlcree is tfear in car ccnrtrr an adult deepen child cif ter✓ ernplc� ee. Pare.,, t: � olc� cal, foster, ar ado ►five parent, a epp re rt, ccacr ocuace of ans � parentis tocold. S UsA aper in rnarriae defined n cafif�rnia civil ode ecticn 1 0 . D e tic Partner. n unmarried person, e11 n years car Ceder, tC} i1f"Itrn the enpfcyee not _alrelatedi tl ernleyee rasldes ,and sham the common necsiie cif life. serious Health Candit Can: An i lness, J;:njury, it rpa rrnent, car physi car mental canditicn rich warrants thyp; rticiati€ n of frnilr nmer tti provide cera dtrin period tf r nand r� �lfinntreatment i lrp h c s ite , hbspi a �r re id ntia h�eaft care fs►ci ity r cc-r tinuin tre tment dr cont-nu�n� suer isien b � health care pr ►vidr . _ physician ter su eon defined state andfederal.. aw. ce tlfcatian fc�r l arnify dare Lda rc A written car rr ca 10 n to thernpioyer frcrn health carW provider oaf a person for hose care tl le .e i being lc n v is .:nee.d Dict fd n,ITYtil the ser c us health cc nditit n inrrc� v c but shaif � 1 : the date, if f nc rn, onwhich the seri es health Condition.commenced, PDC3cc - 66 - 1999-ZOU5 SIC}U 1 � an estimate of the amount of: time which the employee needs render care c per is 0 a statement that the r o � � n warrants the p rtici ati+ n of far i y mn mb r to rovde care during aperiod: of treatment, or supervision* . if for intermittent leave or a reduced work schedule leave, the certif +a ion � � in Boat -)'that e intermittent a car reduced le e:: schedui i nec sa�ry fir the o the irdidr �► r assist in their recovery and its expected curetion. Certiftggtion for Medical .gage: A written communication from- health Dare pro�ricer of an erpioree with a serous health condition car iciness, to tl a erg loyer: which need not identi yy tl a serieus health condition involved but shah contain: 1 . the date, rfno n, on I� h thserious h alth, condition Go menced, . the probable duration of the ctndrtrorr 3. a statement that tyre ernploee IS unable to perforin the f ructions of the e`r� loyee" lobi 5. rf for intermittent leave or a reduced worl� she u e leave, the certification: should indi to the medical PDOCC - 67 . 1999-2005 Mau neeesty der the Interrrrlttrt I er ceded lease sdhe�dule ar�d its exP +cted duratcn. crnpara ►l+e Pasiticr : Aesit +�n nth the same er sirilr duties an pay ►hith c n � ff.-med! t the sane car similar eerahie le�cattc � as the estic�n hd prier tc the leave. rdi aril , th �h a sic p �r er t mill he the same:e duties in the semi prPram area Qeaed ire the srre city, althcuh specific c- lents t�aSela d, -� rc r er , u r Sec y or other r staffin iia have chanced during ah ern ovee's leave. tL Pr ► a tyre Irsdfferr re ergcy disa�biii Ita� used under �ectich c .d - cl Leese tiaen far Pre nano . Disliii , that tirn+eil1 not be ear s c red a r of the el ht6.06 reel er l ire lav e period. 0. arc �' N al l Pian �GO"0 e. rr pleYees e mere remer tf eine et the croup health dans prior to cmrnicrret of their iearef asehce Bari Ma 10 their health plan coverage with the € urit r con trihutic r maintainingtheir. em 10 Ment ih pay status as described ire edtion L.e veithut i*'a -t.lsefris, ele . ur`ing the .0 We(9nreels of an '-PPI medical er family r ca lea re under lection 10 4 - Fa t dare ;e � �r ledi+c1 heave, ahtve the Gcurry viii +cfltinue its co ntdb tic ter such health plan co --a even If ae. r els are net ariabie for use o rnirtin artatis as rewired under ectier� �I C .8. In order t+ciair taro such00 verae, erriplo ees are required o pay ti el the dull employee cartrihution t i�riiitaii� theirreU.p Iealth panbi rae, PDOC - 68 = 199-2005 M ! ei he'r thtolU h t yrs l + e�ueti�►r �r eylp + + u r ty directly. � �aut�eri c . �►n unauoorized absence fry the tr car failure o revert fcr duty after a eave r que t � � peer dis P erred r+e�rc��ed� �r �r�ce��ed by the appointIng authority, or at the expiration of a leave, shall be Without pay. Such absence may also he, grounds for diciir ay actiar . teawe a t1e eat 11 ea � of er ce wring the first relve ( ) rntnh Serio tf a lege crf absenbe without pay, an erpl ►ye rry elect tc r�aintei day statush crlh by using ar✓ailahle � �1 learre i sc entitled t r der recti ►r Poficies Governlnd,the of laid-' gk Lea rre rracatcn flcatinc halid6y. :compensatory if a of or ether a�cr als or erg it me ts, in other r+erd�, du nc the first t�reI e 12) mohth a leave:of Abser e Wthout pad ria be "broken" into segments and accruals used on:a rr +mthly halls dt the er 1. ee � diacretic n. After t + first cele ;�1 rncnths the leave ertidd may nit be '" roken' into ae ��r�t� ar�d air l may not be usedI except when requIlred by:t D benefit Coordination or as provided in the sections below. 3. lail dere cr Medicaleare. uric the eighteen 'I reeds of an aprced meieal or arly are leave, if a ortic� cif that leave ill he cn a leave of absence without'pay, the employee will be required PDOCC -69 - 1999-2005 MO ur dar esti€ n 9. - ices �V.. hin e Paid it 1. r id ca r , � rirhol , c rr n t4r r � �r tar Oc -uais car atit[e� nt revaale, ailu�hf aditicai areal isrrittdar � actr C. Leave , f r l �►n e r n G bi it L. BleOf; car In ion :lid: a er P O e o lair andrrr+ tly � eava of ak r1 0 With pad iI be r fired � e arvded Setin during tle 0, hie 1 rreltitr + ttr� d c rndial leave se �til �r � tlr1Y - eM�l .Care Leave or 11I di l L av f e i le m to e e wee co entitl+ Men t er�i n concurrent late €f a r co/ ..�C rn, he: M. �l� �� M. hoop o rnairtainartertatu trllI�d under ub cti ►r A Oroin C heave accruals a n A be used + urinc a heave ab a tc.e a ft as al +�v � under Section 77 . - Pclici �Gv+ in' tle �ef ei Sil Leave. In.9 a d O reques t An re . ate t tc tie clas flea n held � tie er Flo ee in the sarne a rtr dnt et th hir a tie crr pl re wa rated poOcc - - �� -zoa5 0 }., F # : Jeavft7bf �� � � � position in that ll clessrcatr�n �� ---..t�ep:�rrnerrt. OMI :C In the +ease of fam l care er r edrcal leave, em on 66140 schedule shall b reinstated tothe s me :o eslten if tb rturr to work is after n� more than erl days f Born th i idatec continuous heave, including use of ' ccrr~rals, ormat in lie equivalent len on an alternate Work schedz jae . full time employee taping n intermittent car reduced were SCIZ_1dule I be rrt�t t tl ruPa ral ition if the return to rrt�rl c� full schedule after no �rncre than " 'hours including use c a c alp, f intermit errt nr reduced schedule leaveAt tl e tune the a ginal leave � appreveri tl apcining autic rit shell rotif tie erplPee in w t ,n of th final date to return o wcr , 'or tb rne�cir urn number cif lours cif lean, Inr t erre reinstatement to title Garner ceriparabl POS ition. n employee en so re ule tither than 40 sl ail aue the tune frame fo r rein taternent tthe same or comparably esitian adusecn prn ratty basis, salary of n employee lac is tin leave +�f absence rn County position on any anniversary date and was has not been absent from the position on leave without pay rnore than six 6 rnanths during tl a preceding re r shall be reviewed on the anniversary date. Employees 'o military leave shall receive salIrcreMens that mai accrue to them during the pe,nol cif rnil tar! leave. PDOCC - 71 _ 1999-2005 MOU11 ofap a w. � � � � In P Ma $lc furt►� � 4r furs SICU `' atlriz � � �c � p rrirrofit flfen ca �Iafl VIOn el sn�s �itlu grarl�il ;d leues fserf �it�tut 1rl � res ►� � i� slal y their c�►rrlprtn dor pt` irl tf r,lrlfh � . cm� lt� irlrr � � � � - ��� 1 fir P' rtin flf tris ll.1. dull tilt Irl pr i�l iriYllrrYlkrl n�lii�lirr+fiiFAIYIWn �Yi Mr�M elc�� C f+ur �� tlrl : � � { t� lr �' ICtICI"I, sI C :Ae ue, fla tirl oli r n r t l tw1p�u � c ru ►Is c l 1pIdtec though t� hid 'o tl tire, When l n c mp tin c tl n, sick le e, it haii lav; alb t��r 'arru rlitsIirl �IIu � tle� ti"li prc��isicn � iiIpere S �c�t1 ►h U� '� k k � Jii�Iw+MIIMiiMI h C+ # "I''1�lttlJrl rrc� ln,l fll"1 l idr rat era c ua1 cr it r r fU U. lrr 1 . far peri ful tirwreilautitl plc rauthorization �f t M p 6 l tir u l�orit i 11 re�rt+ separately from € t earsw ces Wit�iaut day lie + lr-�� rrlr "r s �T rrr �1 + c�rlfil u for _ II -e f tie c rltr t: 1 �,C € r pur00 jA i cif t�I .,e ND U sail be der trre e� ia is �iit t report to the court. PDOCC -72 - 1999-200 MC U � n for fury40 ', ►Currty � � ether itzns, artexp y di� h�re theirry dutyresenibiities4 .' n lay es [ their d�par to ant as soon s possible if scheduled to appear for jury duty. C. If sumMone fir u dui in uni+cipa , Superior, car Federal Court car for d Corohees m PPs may re main..in their r0��ier Pay status, +ar fey may take pQlt (Vao ti€ n, , et , car ieaue without pay and retain all.fees and expenses paid t3 ther , yd. When an er 010ye6sumrnOned for furydutv selection 0 is setedtad' juror in a Mu �ici ai, up%ridr or ed+�rai Court, e�ple ees a rer a n in a re uiar pay status if they wa a alb fees (Other then r iiea�+ , r and e s ' f shift a si nr�ent and ., the f�iicwin� shaii i apiy. 1 . f an emp,. ye+ eiec s Mai in: re uiar pay status and reie ►r surrender all fees (ether them rni a e 0110W c s , he � I yee shah o t n from the � � r a cr rnissic ner certificate 'Micotin the days attended and noting that fees ether than mileage are waived r surrendered. The em loyep shall furnish the mut cert�iate Iis her deatrnent mere it tc p shall a retained as a epartrdent record, Icy "Absen e/Overtime Record' must be submitted to the department payroll clerk, PDOCC - 73 - 1999-2005 Mai ry 2. Y �pi �� � foes --. tk� I.eue Ct ►h, f1�atn1d � etc r r utred but 1 ' i rIC , ' m Recti d mist bbittod t1C ptrntpay ral crk e. M- are p�erittd ergs i1 any ernp0r� :rt re�ardsf � ifts�ir �errt € r cccutin bt�r : Qftr� daily jury .80rice that uUOuld eff c I ab lEy prc earl Ur rs. An emplv► ee on, rttice stand tQ r+�pert tc court, whose job:dmaks sh rt notice r spc ns, rnpQ si a car irn rac , sial g ve a l er ate � work assir�rr�ents ter tl`�c��e as,tdna�l� them to rsp�nd # tea courtn tci�Y �. fh�ennM. ple rur ;d t a� cin J' � duty, the aunty mil ad st that eimpoWt `s work s�caiCi+do rid arc trida r sdl d le firrsersi l aMgmdar thV the + ra+ uets ctla�it . lartcipants in c►r 1 �o� scl 114 a les mil r�caive �Vrti� ter �c�� rat tiara c�rdt fc►r fury u� on Moir sdud days off. h. �'orr r rrer t�-i tarr ritt r t emp ay as are entiti d to paid duty c�nl for these days on which tl y ward pr rev us s r sch� d ed PDOCC - _ 1999i-200 5mbu 74 LIP9 Odle ._IIWiMIMMM11�11Y�IIMM4F�Iri�IMIiF or: r thesinn � ! ire cry cif their � ► ► � departmen rney rear air their reulr day status ald t1n oWnt n+ ecehse laid to them other than 1'1' ila eierane or they may eke vacation leavve or l a e r ithou ► ret ig I fees and expenses. hart-tire employees whp give depositions on. a regular days willbe paid at tetraiht fire rete. Schedul ncr depositions hi h ou � i1� ur prrnur fav shall he et the discretion o the apoirtrr authority pr designee. Employees called to serge as witnesses n private cafes or personal rnaterse.c ., accident suits er d family retios shall. take vacation leave or leave without pay and retain all �ileasfees.paid to thea; detention er waived fees shall h orrerned her the sane Provision s as apply to fury d t as sed forth shove, Errlpyees shall advise their. eprtrnent as soonssble if scheduled to epl a � for itne duty. l err n n inerrnittent eplcyees ere ntitl+ed t paid �itrres duty only for those ay �n rh ch they were prem usl sphed l end to rr ork. ;Flow l - TH FE Ebl " 1 c ,bt pr I the County Wil continue to offer existirc olnty gaup eneit lrcrarrs of medical, dentalkandiz life coverage through December 3 , 1999 to all permanent employees reularl scheduled' to P1 oCC - ?5 _ '1999_2 05 l td HI L-THI sur tent car 'nOre hou! weekf `rtl" e j nur f, fl , tuntytii Offer �rup eneft proms fer 1' " ela , dnteinc itf Iruralle c ire aii0 ernenent e�p�i� es reguier s heduied work twenty hours 0r mire eree described in heeterner + , agreerent `�chiii beten theartr and tfte Lehr i0nk Make.. eeifh dentes hien +c to IrffC �c t r liehi ►on reges t+� ernpicy�ee and depetments in edd�iticr , the Count -S nef�s i I i€�n -wi i u li h d i ri t e npioy es end de art nems it fcrr etion bi rete ch nges es they 0 ori the er. 12 Ads. rate fir im empi+� ees severed under this i sheii tie fciicvus: fir rhidy►ee }ni on hire tkirt the Enie +�nir rets fc�r thep�taneiee end sub�trectin the rncrthly it B i�iico r+ , rmiurn ithhid f ecii $ecurit peents for �� err+aiiee; fir Elmuieye ehd Cepeneits wihe memker oniedicre ny tith+ �rce ed C e en en s fete Gr the t pti� s iected end t ht acting the ai rnnthiy in ii + icar pr �iurn ithheid frarn eiai Sec uri y payments for one enrollee; fbr Er pi�ye� ar�d D pen ent(s with tw. mernh ►ers on l iedicare by taking the pine n Cepenet rite fir tineptie eietd e subtracting the rnanthl r mart Wdicore pre niur withheld fr�er l i e r r rent fir a rq. e k �[ .4 P' t� i t+ t�. T r�llrtt ` ct ntributicn t the health pian prerturnehie far any rr�cn Ennnc �h the 1:99900200 u PDOCC -M 77 777 10 WEAL 9w � yoe � � � `, Cot"�p ns0itlort In c month to the loyob sharp of the pr mil m the employee 'must Make, up the dif bre ce by re nittln c l' to lnt de ment to the t,jdltor- ontrol er. ' " res p nslblllty o �i p m t r r l � r� �. If ) ent Is snot 1'1 ade the ernP3.6 shall dr pp d from the health plan. n employee Is thus Covers by thy' health plan for the month in uvhich Ct rnpensetion is paid. 12 Co�r+ ra `e crsenC�es. erpayee �o is on approvedleaveof n �e Convert to individ�el health plan coverage within thir (" ays the commencement of lure. Employees.yees shall be allowed to rnair�tejh their heal plan oeor t voifcoverage tte County old epro�r+ed heave of absen+�+ provided that the el ploee shall.,-,,pay the entire prem i rn bath e. ploy r and employee' share) for the health plan during said leave. Said p ym nt shall be d b th plo ee at a tune alp place sPeCif+ed by the County., Late payment shall result in canoe lation of healthplea Coverage. An employee on leave in excess of twelve (12) months may Continue Health peen cov rad by cobvel~ Ind to individual health plan option If veilebl or con inu h group Coverage subject to the provisions of the, Consolidated Omnibus ud" ledotlonAct (CO 8 provided the rnploye pays the a uro ,post of te r , phos any d in s r ti foes for the option selected. The entire Coit of cov+ ree shall be,paid et puce and time specie by the our�t . Late payment PdoCC - 77 - '1999-2005 MOU � . i . mei result inencelletlen cif heelh pian co�vree �thn� r'elrteemntll� ed, 1trr� t � uer� Ucn retlrerr�ent, riuwin yin wrnr.ri.rir� en n rma in ti ��r cU. y00 � di n le If rnredltelr ef+ure tlir retlrernent they ire etler ectveS. ukscrlr one cif c--un Heellr If an eut crized cif a sen a Itl e t t o ret lned their rnem,b, rs �lpk elth r contlnuln their me ntl l rrniun tduntf dln �tid tie County cr conertln to Indlridcrel canverlr rnrnrllP frcm tie Caurty filen tlrog ul the rr edICA l In serer, If evaileb e, 1:2 .7i+ fe re C 61-1 � , Elff oc lve Januer , 1997 er to e� �c r�e l n end file far deferred rel.r rnent n cont" a In tl� lr Obut ty r u l �elth end dental p�len� tie following. , con-dit. and tat' ns epplr: e. t.lfe irsurnc ccvere is n+ t Inclu€ ed. bi To b + ligible t + ntlnu l a h end d t l covera a the eM- Imee rm- t: I be ellf ed f r a det' �r� re lrement under tie 'I 937 etlrereInt:pctrovislns e en etive Berner cf ounra►u leeitl nd_0r dental peen at tle time cif llin tftlr referred ret rer enf a llc tic r ani elect It continue leltl en ; t , ac�cc - 78 1�►�►9Q00 Mc�u azz be eli bie for nontbl� alo �Ce from the tetiernent , ystei rd rpt of a Monthl allaW ���� � � �- sur � ) nortbstheir a01116606 far deferred retirement. . fle� an election to defer retirement and to continue beaitl benefits h tet oder with the bounty ane it iuiien with n thirty dWS before their Separ jon from Cour service. C. Deferred retirees who elect Continued health benefits hereunder may maintain continuous rnebersli in tbei Count heat an d/ dental pian gaup during the ed of deferred retirement at their full persoftail e ese# b .Yin, the full premium for their bealt and dental coverage on or before tie 'I to of eab r 6nh t tle -di Or When the begin to rei�e r+ tr�ehnt benefits, th �i1l ��relif for to game � alth and�or dental plan cover 9 and Count sObue lon to which retiree who did net defer retirement are entitled. d. Deferredretireb elect Cortined health bonat hereunder :m + le nit t r air t M partici t!on in their county health and or dental pian during their deferred retirernt period,- end ar' instead cuaiif for the same `Corerae and our t r ubrrer t on in ani County h tf and/ r dentalplan men th air to rec+ irre retirement benefits rerees hb did nc t defer retirement alt e ................. . ... ..... ............ r�� l �; �rriW irirt rrup fid Ur Ili 0 ccOL ur ria �►r �r . h� r� ! h� � rh fiolfn f� hrerdt` on ft Peri d � r the c enc rr a t� it L. h O"L C . . ii fir c "Itt es r n h J*j I c r it n �0 a khan ft tre. . rre r - ere Uthe sane We ct hL In far curty r ► � � � the rrir� r Glibbe L JLL �Il+ u �rrlrrSA rrc the ft lo Ali i e errs loge vh6 denta cure hrcuh ppo0us ' ovr sh In cll ►r hip - r ccmbnrf i1hht + �ihin hip thLd*L jC Lountye coo o� r i � rCounty � � r � +err er the op� r puri Heacam Spending HCS OL esign to �� i� fay t� savrngs 1 5 the Otorhat Re*Ue Coda, h: Uarantu-1W A allows employees to sat aside a pre-determined amount of name fr rn their pa ehec , not to exceed X2400 per gear, for: health care expenses not r+eir rbursed b � rather` hearth benefits plan .with before�taxc of arst l f ect ue ar rarary 11 ( gthis ar rant shalt ncr ased t � 00 per year. HCS dollars can be expehde onany.. eligi emedical e Open es arlowe b Internar R nua �►er✓tren 125. Any Urrrrsed-betance cannot be re+ otired Lythe mp.0 . '1 t rerrtrrer bb � pitta Wellness Incentive Program, wilt be developed with input from the c nt �abcr N anagement �elrness ��r'nrnitt, The p -pe a•off`this program b to re Lard + �� ernplc yetis with.,: Irl ntrVes for partrcrpatrn i '1 ellr es F rc r rr acti�vi es and enw.Urage a tC1 IrVe ��althr+er rif :st Itis. The � ;Ilness i0 "nrnittee MAI workreser rrth tr'rf� l lean Resources Department on program design. and im, r entation t A. Program Q�esiqn. The Wellness Incentive Program design mill include the development of additional rellres a+ ti�riies to c€�rnpli� �t the erarrent rnploYee 'Wallna s Pr tar h drat r d Ilebcretic n with heaItr plan carriers tdaalp special programs and activities for cit employees and to encourage participating in their established wel n es a+ tirrit' st zpecial ar pl sis mill pe paced ori srppotin rnor programs such s riolding ess tion, Nut eight :€ ss, cvnc + irt �, Hltb crrrgs, end �etl firs. paint vlu srsrr ftr prcrm particpatian will b �deula ► ; lrein ab � llrss activityan +d prrr b ; s �n� paint ue. l air is mill cd ul�t it c nti re priza gill b awrit � las upan re ]z cert it pint lu ;I.s. ue cif tle pries vll inose with hilar inlay an trn prize gill be a rarcfe ea-ch year t., the ernnla ee v�rth the ihest runkerID ints�. C. Inc.erti�e , series of incnti�ra pries mill ka int t r ire : p i r i t i on, rec�cniti ►n for eple and tpertrr�ent prticptcni # imarnt aSpe. ct �f tha W ellness lrcerte lrtrat. D. F eferral. The parties ac ree to refer the ��llna s incentive pro rain to the Well am�ittee fo '� . chillld . The autt Ali cntin�a : t support the craep ntWpr ►fit hid carp fe6ilities stilr to the "Ki+ds at marl " prrann estblise in tyre �bcars De ar.t t. d crtera + In �►rra ►rrlerd . Any use Of ernplo ree rt e�diaal r . or s pili be over y the canfitlentialit ca l Jl�edicel i farh:I ion Acct (civil Cod Sections 56 to 56.26). PDC CC 8 - 1999-2005 MOO u .: ► - rl �s 12 I �� ' `e n CAS. Th r p se to deduct and remit northl ► p � � elib the PERS Lang Term Care , drr� nis ratbr, at ria Dura . adrnMRS:tratly Coast, tc�r � e nPlp aes whoa are elicgi le and �rcunfaril elect to purdhse term care; through the PEIRS Land Term GareProgram. The cairn further agrees thet Cc umy er plo ee interesf�l ire p h PARS Lori 'erg Are �e � r �� ► +� in rr ee s scheduled � P R Loan+ `ern Care in Court inty facilities during non rk hours (ire, Coffee breaks lunch hour). SE1 rwr�Y r..n.rrrm.irr..rrrwmnrurrrrmrr.ruinnr An vernplcyee's voluntary terra inatic�n cit ser��C� is a resi Hattan. fntten resi#, natigns shall be rar arded the Human Resources Departmentby: th6appointinq authcadty immediately on receipt, and shall indicate tha effective date of terms ation. Oral resigshall b irnrhedia ely confirmed bar the appointing adthc�ritt�r in �rri inc to the empla ee ani to the lUma- n Rescadrees D�epar�r ent end shall iradl ate the effbet ve date c termin Licari. ea a r Goad S nd n , A resignation ivira the apainin autnr� rittri ncatice at feast trca ( welts in advance of the fast date of service sunless the appointing authority requires a longer perjIod, of notice, or consents to the orri l ye 's t+errninatirr� cin she r er notice) a resignation in good:Standing. PDOCC - 83 . 1' 994005MO i On r� ati�nurs ar�d is ef� ti 7je : n erceen absent frcrut far f -ei c ns �utiue uut r cin �ith %a t i ire and b. five ( ) nor consecutive, work dais haM elapsed Without rpns� h err�plr � aferaiqg cif a n�ti + c rirrtion bend rai k a pc i ting mut r the MPI at tl ar�pIQ ms's list kha n a +dress. when deliver 0r spoken tc tha appirrtn autcrr ape�tiveiler �n that dater actor wife . errc regi nation tbt is efre Live is revpalel bar mitten cancurr+ re cif there ahs the appt�' b autbflrit�r. 13 . ere �ear� tirs. A. fime [.�iit. rsir�aten ►hih th+� ere y.�e be ie es be. �Or- b the ��►int , authorit y r ay be revok r ithin revert (�} calendar WS after its e�cresi+�n by sen written netce cin theirectr of Hrta iPil ecurc ► anO- i Oylo tee appcinin ahcrit . finttr� fi if thinappotircubcitr ackncwle+d es that the + ecus bave believed that tre rirrtin Wcr as: od, t hl SUS 9 06.661 be revoked and: thy; uvea returned to duty effective a the air fii Wlig the appointing aUthtrity�'S ack'"1"�{ � 'dgentA A +fin A Uniess, ithln seven (7) days of the recti*pt of ratite, ppintn authr�it acknowledges that the resignation could have been believed to be: ic handled as an appeal to the Director of Human Resources. D. LsQ2sitipnA if the Director f Human cseurdes determines that the' resignation was coerced, the resig. shad b d6ened rev�aed and Abe employee returned to duty effectiV n the dad fll ► in tle d+ cis en but mthu les € f pay, Subject to the employtie's duty tc� mitigate da ages. SECTION 14 - DISMISS A L C SUISMNSIO 0 QMN 14.1 cfea �e r + Abe apintc in authority y dis�iss s pend, + rr ::: reduce the pay of ar erno, a am e� c yee fcr � � e r�u+ tic n in day may not exceed five percent (5,%)- fora three month period. TM fa►lle in are suff�cie t � fta r such a ti , tie dist i indicative rather than inclusive of rerictin and AismissAl. suspension or demotion mar be based an reasons ether than these specifically mentioned: PC3+aG - 85 - 19994005 MW c�rrriicr ri� nin r�€ r turpitude, .' cunni r n Gunrue ' C. idu 6 06 nfkcy, f. inSu r ink �0 . . + ro ar ur r n t nc+ I ar or carrin-g0....q ipfeli� � r ru � r consumin► lhqilI u it Qr rt a ur r w or k Or , I . n , cu . n+�n-perirranca osired responsi iii I. r elier� r' � itCm6puI , jjiip, ps car J. va►iin an666 0 iter r�acn�b� r� al00 r creriun b 04prrrrprnn II, k, rii r�ilainr ► pruir � h err{s + r n ne1a ON Y I. rntera end ntentoneC 6: of corea� lentof � � obtrtinc ernptonent rn misappropriation of o�nt funds or property, n. unreasonable ilur or re ito undergo �n physical, nnedicai ender pchetric e � andor treatment authorized by this IVIOU o. dishonesty Or the p. excessive or unexcused absenteeism and/or tardiness: q. sexual harassment,. Including bit not' l m te,d to unw.ean lcor ne sexual r' duenc s, requests for sexual favors and other verba, or physcai conduct of sexual rlat ,ira, ► en such conduct hes the purpose or effect of a fedtln a npioyr n nr decisions concern n an Individual, or unreasonably iU crewing air intiinid ,atir�i and . hbstiiwl orn9 environrrren , r. restriction or revQcaion of ri~iedil s�ff pri�vle� s. 'l i e f r+ con; Bef � n discipinar action to dis�nss, susend for acre than eve work a , ternperariy reduce the pay of, or elute an employee, the appointing authority shall cause to be seared rlrffiftdiy .r the � i c se Atcr ,� the f ►�i �ir �; a. A state On Of the 0c inn 0 pose o takenr . � y oaf the charges; he udin ti�� acts or rriirsd roorSeqic the actio n is .cr If it: is Ctlt th th '111i it} ;+��. rci or reg,�i tion t�f h� + u � 11 r district, py :c s i rule sh ii it + it �l with the r c►tic . r staterrtent that tinerie r.+ wicwn rest capias € f rrtrs u r� nncch rrps ctiar� is , A tam nt ti iIS rrinfinO ` l.�thcritir+�r ri car n ' rritr� r wh APO lva seven ' clear tt r t aitir �t r ti r r lY car ire wrif g � t p► � f ti r m eer . pert rill+ uast of tine eip�e tai a ca €s+ , the erairtirt ucrt Mei' eta i� riti to erja t+� esp� r if oye reerse i rat fii sevrdes ari�ri� � ; tie rht to res ►0 0 --:4 OW ► - ►� �t pgok SECVON 14 Ot$AOSALf,$09 i4A,1- iUaJftndlhu-: e Ing , Pend resp s� r c tic f �r0p e4d C c n Wit n,: first seven: days ter e t nt .i tl drec f� th appc rrltrrr authori y farUse specin d In Wr;itinrn on ternPO rary leve abse ce, itl pad, 1en€ t: ► �sensia� r' usp�nsicns tnrltlr4utpa y IYMYMtlIY�i...iY�YliM11o+.1Yw111YYSlli7 IM411i11rM1ip1i1lY1rrIy11M�Y- shall not exceed thirty 30 clays unless ordered by an ar ritrdt rr car ars adjustment,: rd. CO UM � � s r ' . A. In any disciplinary action to dismiss, suspend temporarily reduce the pay, of, or demotea permanent employee after laving complied:With the re uirernent + � c l r #2 where p ligbl 1� appolntih autl �►rity`'s r it rneke ori or r n rit rr� $tatim s ►ecficaily tie cuss for tie atln. service cif Order, $Pid Order of dismissal, uspersio; n, tern pararr reduction, in; p ern tl n shell �e il6d with tie I t�►r of Dun n lectures, sloir byl ar�d tie date spy -was seNO up6n tl o er rplpy to, dismiss d, suspended, ter*rrporaril r du 0 in ply# or: dery Aed, Oi l er persona,lly car y c rti ed mail # ► ti a ernploy e's tact knd rn rn Dingy �d res , The order clll + foie.eider upon persorlervt;e or deposit in the 0. 8, F' Service, PICC - 89 . 1999-,2# 05 Mou c. Em lei front r r. The � c� e m �� a pe n car r dlsi"r'�l 1, er�s�� ternpdrar reuct �►n ire , �rer� ti6r hch rye + $ectiin - rieare Fd ur , this is file+ in writ h With the Human a ar s tirectnr within tern } 1!0 dar ds afterervie cif sid trder: . ` EM r i6nta jdi The Vc rar t recti nines an �;rrtplc� ee's n fit . re resentet rl lur rr ani r � � rr "'Itel` f1e111r rneetnlh r`eSult Ir'l eo �r �IlCiSClb ine. Tthe, re. re entetrve' right t© ss�st Irl er��lc��ree tC) C�er�f� o Ak:i§nb we an r is ut whish nvolVe the interpr�eteti�n car app li tic r of anTDr isJ6 of this h6we4er, t dse ro Ip 160 d!6!�Iftat the �deiicis r� 0f �nurt MI taii � 1 k tl, the. irr r r tat n car a lic l6fi t�f t bye pr�►vistar s rr�t k�eir g suje t the raner �+ ure. 1r represent the ern �cree at aril stg cif ieress. rieences rnust e filed within h cif tfer�ci�dentr occurrence e� ut rc the erp�lee clerns tce rier� rc :, an � sal prccessec in the fc + �r� rnnner: RDOGC -9E - 1999-2005 MOU £ :rxa #:34YF. rxia mrr• � # � G� URE bee � � � tb sha d 5 COMP al t � � rr�r�adlate dyof racei t o writ, aIt t ra U6 6 h �-d r ea m9. 2. If gr eva ca 8 nits t s act or inwo a �a the ciavar�t sunii t �rarrnen writing Within,it � r sM. � r en fig � � �a�t Haad rata isfo rairitar w �r Vance; �9 " rrr it t r r to r r is ann %e h isapp atton: �r airtrartatc n hay the rr vant to the rivarrt�s d+ tr�irent, and #h rcresth rava�t Jnr tit e d rItterr C ►mM ni a ion � rev �� � N � Dr dtor of R %dead o-r h1 €�r her dasl rrae S 1a I harl ' tarn w r a In Which p nclAd the ievanciato in r� r� 4 tep ftp- If nce Is not satisfacton yresolved St :2 above, the e em loyee may appeal in Writing within tarn (10) work days o the Human: RO$OU,, es rred The lel man Re t urne Dire �r higher d�:�1g.,:, ee d o ll bane �e � (20 mord day n Wi tc� invstiat the merit f the cr� lirrt and Wtl t errrrrt led ar�d the rent ardttert o tittle tie riarc end resp in writ. W t . N+ grievance Me ►rcceed ;gcl ar tli etrt rl icii 1ias hot fir t been filed and nve tib ted in accordance i � Viten abav , and filed mAtl in ten worl� dais t he Qaocc -91 1999.2005 MOS men respns ; of. h wren � rce Oil r deln+ . Ifh UP _"j I rrtuel Osfetcr end rennreunce � � rl�esend is re a rated ' t61 ot rr f this 1 � u � rev nC. shill �iiu;�! rnittad to an dtert1�110 rd ccrnrisdf ireOY F' t reresentti , n rare men tfhr � be dither an sm- I �e of tl!e Bunt �r an � d or epp.b.inec tfel cfreseti this rieu , and thr rti f t� � n n� mr to of ►him either a rripee cif tea � untr �embar cif the staff Qf an �► ��er � cn ml+� tc reest the dont i the �eetin end � frrir� res. The Adjustnenc.ar Shell me€�titir tr+ nt � Irl el cif receipt f the rotten re le t and render 0 deC l0 If the �► nt f1� to meet the ty � M- Irnt secf�edn step srnd the �e�rent reed ire �ritin that en dutnenrdbe ca►rerled, the. cunt mill .carv�ene an:. dtnnt ward Within den rorl pr ce rryrill ve tc ; rritre#inn up►cndrnd. Tlit f he, F.. rc ce ure me yb ed b 1 w ttan mutual r a nt of teeries. t p . �fnd. trnt ern rriv+ t mjtri dcisln, either rieren € r the �puntr rn reuir that tle rieven a referred t€ en irperiei erltrac�r rhoag ll elietad rutin a91 reemrt ee the epie end tha H �eresurces D�irect ►r. Such ru+est sail he subrdid whin timet 20w0 of the rendering pf the AIus �er�t �aerd decision. 1lithin i rat ( WO o f the re t f r r ltret n, tie pane shall rutuii� elet en erhitretor u'h+ shall cede decislon �rithiri irty thWO days rom tha date of Anel F he cou tion, 9 of t r; i ✓r w7 ri o f an d of the rbttrtor and of they ICrter shall be shared equally by the 6mpt + and henty. Each party, however, shall bear the costs of Itsown rsetatcn, inc ludln pre `atcn ahd fast hearin g briefs, if any. ► cic Decisions cifdstrnenQrdrndbitrtors an matters property before thea shall be final and bind ng n the p ti+�s ere Q� c the extent err itte b law. l � dustLLL ntL ard erbitrat+ r scall entertain, ha , decide or me rerrML L ndatins on any �lisp�te unless sucLh dispute involves a csilan in �� reresar�te by C � Bch bas been certified as tt nl; c ran ietoL n f€ rucl unit and unless stcb eiL fills Within h d :knit n rievar � set for h in Ubsecticn .'I above. lrcpcsas tt aid tc :or cline thls 1 cr tc� change written Lagreements sularanary hereto shall not b : arbitrable andhoL repsa tib rc�dfy, emend or trrninate this ItlttJ, nor ani rnettr car subject erisi ►ut f 0r` in cc rine ;;Ion with s ch r ►pec sals, day referred to bitr�tian ander this ectcn. tether anrustrnent ward nor piny P OCC - 93 « 1999 t�Q:� I��t� LL PC UR ME- t perbitato ,hamhavr mp tls car �In r9[r� ntprrrt hE'rt brstb�ishiiii n nW trrnrt3ndtn df�Ol!"` 0it11 ?nt. R _ If thG�' uran , sur iret+�r, in purun�ef the prac+ dures dutin�d in tphc�ve, arth Ad us rnent B r in pursuance of the prov ions of Bp , resalre rieranhih inuce�lus suspens bn car disc a he ,a �gr � t� payment car last tithe �r to- reinst�tern . nt AW or �rlttt payment car cit ir'n ;. N c n ire th I I r int rpr�t tto thered (except interpretations ruin fr+ rn Aju tm rpt Board car arbitration preceedins Iereuner be recenied ubiess aree+d t theeunty and '( Jc . The time limits speifd ace rrr wed by t�utel areerr ;nt of tie pars tie grivan�. f tht� cuntt fails to meet the true lrnt speifid .in steps 1 hreuh akx + , thievan * autrnti� l rnt t the ► n+ t+ p. If n p O f 11 t� n t the fire lirnISS peied in steps treuh abve the -rievane vill hI+� r + tc n tt ! andthdrn R ! PC tdt fitri An effii C. ai nth Ahern ferrnalreuan filed rieyan d is included in a unit rpreentd l 'C � brut nct represented 1 in therivan�, shah dive 1 � ley of the fOr nal resentAti6n. Pb 3CC -94 - 1999-2005 M�3U VA r1 r1 a �AS- All torr plaint 11" 1/olUlrl or C nCerrllri pays �+� f C€ rr perisa J Shall be.. really Ir1 � � l�lurnan leources lIre�or. Only ornplaints which allege that errploee are not be ngk compensated in accordance with the previsions cf this MOI U shall :be considered as grievances. Any other Matters of orpnsatian are to be resalVred in the rnietin end conferring process, and if not detailed in the � h results frern such rrreetin and o n f erring prc�ces shall he dim withdra r until tl a meeti; end or erri process net opened for such discussion o �d u tr�t�nt shall re roadtiv for ore than two 2) years from, the: date upon which `the corrrplaint was filed . ' SiS � e� ,ar t+c► ace. urin fhe tdrrn of this 11dl �, 1 , its rrrrnbrs and r�eprsetatiues agree that Wand they mil not enact in, autrroriO4 e, sanction or dup +c►rt any-strife, �lor�rdd �n, stodpae �orl , sick refusal to .perform custc rnar duties. ln' tyre cagef legally-4, 11 Erle` e� ir e private or public s c ernplo er hich leas been sar tiorred an approved by the labor body car ceuncil hav n9 juisdditttion, an employee �h in der of lviicl harm shall notbe required to cross the pilet line, pr'ovidded the et 'rpldyee advises his or her supervisor as soon s pssile, and provided further that an em loy a day he a wire to cross pigl et line where the er brmance of his or leer duties is 'of n e er ency nature and/+ r failure to perforin such duties might cause or aggravate danger to public health or sfetr. PDOCdC -95 - 19-99-2005 lVl u -MiTC 16- 0 rrwMuw�.rui�iirrirrr..rnwrny.n.rrwra++r++w.rr+r!wr ed �� e i, � Ole t IS o �roisin cif this �tlli, ECTI � ! it Purism in Nut S6,otidn 1 *1 the e6ln y Will c+ nt in C ` ent ► ► the r��irm�ert c�ntrbutans nc�rn�ally r-�ui�-et V ertIQys syrnnthia l c€ ntinae fir h cuis minI IF thiu, n shill torrninete threaten. �r� lyhll nesnnsible fen arrant ate arn�lyea ' cntnbutcn t€ r tb retirement cast livinrmi ajjjiiiiA, ,i tmrad tie ndo tinr �nt + the ntrata puny Er0ye ' einerentnt h without hearty ayi any dart tie ennlcee sham, thenty riff M+ rernainin - ff cif the retirement cstf�-lirinantrbutin. '1 Ter ll� � tr � ta . +� the enactnnt of. 0 a blin9 t aMendin tyre 1 � ps' Reinernt + t #+ lc such leat+ n, the � � rrit certain 'i :r I clef '�' Ill letirnrt fila-n u�nd r.44-If a to n in: i0 in Theaurtyn the t.abnaliten rn�s aee en tine tr+ r+ in cit the [ogsl ien and bath anti nnut sup ;1,,,the I ig. . tiO4, 2. Except for diabiity, all benefit rights, eligibility 'car and ar ounts & :all +ether benefit entitlements for ►D - - -2005-NC U • �� � � Tte I frorn and r� + Cte rrtrCet� r , eh all It t for Tier I It sh 11 be theme as the current T ter ii 5ebli tyrovors.l The ar�ioU t ref tie � l oye 'S re u�re� retirement contribution "$heli bO est6bi �hedby tie bounty l oyee5' het rern �S 3Ct"on and Shalt 'be based tie p oyeet age at ent yy into the retirement system. t.' rrl ►yees rerserte by tie t.�ebor aeton and its member employ":,:. ni etrons (herein eferred to as `Labor Cd itic�n'), enroll in �`ier. I fo tteired yens reterrt ore ted er ri a ►t the` e t + date of the n e is etion shah e e a six month .:.Periodafter such fete to a one tune irrevooe ie election of the Tier i Retic+ r ant an xrs e� herein subject to action by tie Boatdof the, after,rt rrrrisorrm eIMoyes. 'reesente bar the l� bor Eaalitor nrolellnTier � � efir►� five yr cif retire+ ert crt service shall lave a ninety a erio0to reale orae tine irrevocable lesion tf the T`rer 11 rnent flan expressed herein. 5. The t oun y's z employer contributions and sub enfiion f e lye cur tri t ons for Labor oa ition a lyes l ctin Tier iii which P DOCS -97 1:999-2005 o� 6111111101!! il�iiisiziiJ �Ich U � 0"1r1" Irall: Increase areal upon to bee. fiue . , �l y qt ac�urt attriutable tleret , y 1patA60 flcirt re+dr~ c. r �nty Wage tlatitr y three rrrill ►n dclars per year; a cereral ua a meas c all errtpl ye+r✓s re reser�te by lie La it cal tI n s l e redrac�d ecce rdir ly in the event the c rrty',s casts ttri uta l tt tl a c�rep 0 + rat`rr r TI 1I1 6 611 �� r l rt r ar or tl e ,rrrt �rplcee ' etirerart sscialr' acturieeterrnine in #utrre years that the eurttr's retirarr t east av I dim +d ar t that the increase is ttr~lutab� t tlereaicn of 'ir l l enr tle impact o Tier l In tle O qty' retrrnent ccts, Ucl irrrease a fu 0Of y re cir � ner cl rragc increse a€ re ► in future years, and the 6 eq ity AM unts ttributa le tf ,ret , tc tie a ent A at Will a it creas ars rant ; a tl e c e rel wage irr cr pse all m cy e.s re resent l y the Labor PDOCC ' 5 MOU ate= �= - 7M 09 died odrdil ft 11"1 tl !' nt 'sES attrlh t + tela Ti r I etlr l la t Plan are lass than �3 III rlllcn the difference SLh IL bed1vid0d �elve. and am un qua + � c rlrrlon POLO e+ n IveSed In 1rpt ffinth f aS a r, tW ; of the: twe twelfths In the �: nd'�r0rltPast . ear and sd fc rth arld arlarin� t tl clntr re .ltln� frtarn the cretl ►r a1derinf 'lehall r + t� fft four cunt retirement Coot IndreQtaLfa a tOL thecreatien ani araten df flier , arld Count lain she he held Irl an acc unt her the ��:1 Iter-� �1 tr�lier �1� 1 Is invtd In tyle brunt 's cdrnlen c aed fury and a r e interest aCrding L TheBunt �1 reP9rt ear t� the Labor itic n t l+ e�irrnlnacco unt a ance � the �nt�rest earned c) ex ►endit�rs furl the accart Q aver LI inr<r+ ased cost r+ tilg from the Fier 1 Reirerlen pan, and the ending accoub IL balance P CC - 9s L 1999_z0t 5 C A ir�crd + count' due tc �`ir 1 articptldn plc e , c rep��r�ented bbe t alitic n, h ll nc t b fund + reduction o. +�neril incr+�s� oth ru is the �bl10 yo- es rerented try the Lbcr cc aliti ►n. ub ct t6 the r��r icn$ + x r ��c bc�r , r� end X11 d-A onsl + rr� lOyer end c urr y_ p � rn lc + +� nt "il rat AS ��iCh �Xced the Burn cif c � l ruirt cr�trhuticns under flier if shill b+ r cc gyred r�educin crr � + noes t ernplc rr+ ned the Lac rliticn. ct ti- 6- bindingritreticn un dM: and of thLha celitn dr tie c€ un . Tl + nbn 1 � aicn shll pr de. that tie Tier 11 letirernent # 'lin �arnlennt € n b 9n �►rdinnce + r ►ct tlir of prvr . lr3cr0 of �uerrr ' t; n t irnlr� nt the Tier l [ l �tirnnt 'In sh aln not rli r tln r n ( rr crit t r the effectiue + t cif the le is a lu thirty (301 dr �ftr aturil r� ►rt an the ©unto cystf t is received the + un , rcvided that �eQre enectr�nn of the ordinance, the Labor coalition has not notified 4"T the c untr lgrl fie perert1 wage increase shy r ,ler anted11 Count e1%dVe Oct- ' ' , 1997, v0thout interest, n urr plementatrethe Tier 111 Retirement flan. / . he e`staIlshr�ent the "ilei ! [�etrrernent Pfan purSUarit the ` ! hi[ � Ora. � � OT nderstar t in shell be 1 b et porn l the heard etirenert the �et�re cti rnpleees' etMrerrent Association. 8. In the event the County is prevented fr©m iplerentir the.. Tier Illf: tirerrert ' an dor ani reason +gin ar More the terminalion date bt t i MOU. the a reernent o brie parties r a dlr .a Tier IlI tir mer t an shall ire e a erre pprc qt lump sin � �e increase shrll `fie iplmente the ountrritirt sit ds fter d+ terintior that bier III cannot e implemented or as soon thereafter, as practicaIe for the period covering do er T, 1997 h.rou h suchi,termination date with outinterest, in Iieu of the Tier 111 Retirement Flan. �ffe+ ve ctoher 1 it df e retireen plan shall be eliminated'' and all enplcres in Tier of ithe. retiernent plan shall he placed in Tier rploes ire Tier with tin t1 } car more ears of oun�/District service, Mille ei�ie t articipat in the PDOCC - 1 lot- 1999-2005 Mop zi ie6 16 Ip fi t Errb6 tW6 dotc0n rta �6l . ae � �rr six 15 io 3 al UP Oil he rrrrr irrrrees i� I �� � uibeito he 1101 Ill t Iniulng � i miida l �ur�al , 1 expo �ri ' Wft�nt 1 � o t� fur 6 se and : 80O c uru �� -s, �u �irl ► rrrnitrrtsbe, lcd quer � � � r �t � � � re:lurrent in n cr� a � � rt c ric the rl iits rei�l gtr errtent rr ust ba sUbrhltted within nines tl + c a e tie s it f di ' �"�� r�ner t tir 11 rit n to p� ii ►nst twenty hours wr w eikshall a entitle �uO �iOal TI rei OR be doars x$6001) per m + ndr + AL. LEOE 18 .1 ' ' amu nu cif + r��rtrr cc�r�p ns for tinrr � pr€ vi idn , p .manent fu time £ p wt ith th r+& ( Y O.aM 0 �er� a ire c uses r 0 his +CU will be credited with five days pt pld pr cnai Inc rh ent"s cit I + i len ri�ysic an paid persona leave but Seice1 such osse Wiii t+ � rd t1e thrrw yersdLTO uClifrnt lege �i pra� ' � '. pr� nent pr � + � , but rll no crdli�tei d to rnn+�nt-interritteptniMpoyes. ` Dave mra t e used darn -Mender year in Which credited end not + � drd, paid per vepert trcr paid va�tcn. acund #car .a,- . in�iy. � on Se ar�tron �r Cc�rrrnty S�r1�lC�' � � r li n p6y unused person ���'ile' credits. 1 . Ec a iid�dolftnal Logue. eC perr��ner�t full time employee it Line r years cif seMce 11 entitled to v } days W— pey eac'h� c ser er year tc attend courses, institutions, Workshopsor 'dosses which meet re ui - ents to madden iodic seri ti n Category One Contin in Me Ices Edi ti n &: eddghiz+�d bar the National pOCIalt t r' 6wi6tioh app ti by tc th e PCS®CC _ 103 - 1999- 00 M U MOM rarna� rti rn� ar+ d in dnr tedr � t � d end tinti ;a car designee, end must �mtdriQrr concurrent with tle leave. � nlors dttendin cc urss wi ire scheduled and rei�kursd ttte Cearnent and attndd drinvr lcr � � ri rc+ ue ddteal Wave. dui .a anal l ;a a sit d�l din the sa y nar her v6demeetbhle9ue, � 6st in thn aar r calendrrr tcin tier �+ cr+ lt acrd d. An Oro -y ttendsp�ravl 0-Orsecam► 040te wichesle � rtt r : �larl ,sceded wa �hc ce�n�l+ tes anppr �red lie stun c �ure. e � ntd ecane tuner mid fir tie euiuen neer of ham at lisner i�ur1 rade. h+ � � r�uet irdie hi ll y re orbnc br tlrn+ �car n d r t k t course. file Anal',deterinticn mill + at tha discr+ ticn ct tie irtore �l tar cardesi . l tle v� 0Yl 11 is rantedchangt e tine f in bleu tl r� � w pili r ;IV frc r t t - �I d l ft � it ar dsnee. n cdinal ccd n data leee vauchr, ine tie ann19 mg thcrlt er desicne rya ret ired at the irrr tie lease is sched�rleu. .11 tPer 1 n tFd educatenl an bra-ratdasi . . e ye 1 n ec n icn et thy; r vire. nt to t dry drn nnw� r tr + , rannt fu tirn enpl eeril yrs oerice11 receive n PDOPC - 104 - 1:999-200 5 MOO } 0 : Or ea a the beg- in f � � 01 At be it t pa be carried forward. Ucneairatien from. curtr service, here shall be nc a�+ ff for unused c edits. tifiz- i n tb s Je b a ►li fer and �� � z6 in accordance itb The mileage a la�rance for � cif verso vehic eS cn c+aur bus ness Thal be laic acrd n €� � rets �� � t� Interne evenue Devic arfd be dusted r flec changes in thi's rate on the date i beOome e� [ e or the :First of the month: following announcement of the-: cla_ 09ed rate by thre ntetmal ! �leru �erle, Ich1e1/ rAs $ggTIQNI20: rka- RWI If an em. '0 ee r elves a �errent r rah' h e an error In the arrnount c ce n nsation tri a recei�rednel tnls er~rer occurred as a result of a mista , b� the Auditor- e rrtreall �'s Dea rn nt, it the of C of the ud�tc r- ontrc�l Ws Department that the error will be corrected and a new warrant issued within f+ r -�+ �h► ��r , e c u�1 aturcas, Sundays and �olidas from the time the I + patrnent made arare of ani verifies that tie a w rrant Is in error. f the Pair Farrar t error has cccuIT a a result of a mistale by an employee (e.g. payroll 'cer atter PDOCC 1999-2005 MOS . moi J IJ thr fttlty wh r�+ rrr the error ►illbid er ectth6 bif d lt"� de artr er t i mid areit h � rr�rt is inrrcr P + rror r� 1pyi y � e l t rr t �d sopwlas p �ih urr rit ► " fit that no rem ery +�f ith :r cuerpants ar un�derpr� t to Now rnae retfaactiv,ey� excetr tie yf erl it -di to y rec+e i i dis-Co-ery of the y rrc r. ThIt prcviinhl aly re �rlss �htler � rr ►r rh e y the a nil yee the a in it � ut rit +� - �d Isgra , Cher # r Harr lo � r+ � the uit�r-�+�rtrcer nri fruulery a�cru t� f 0r urdrpyentsr frr tli stun frf pti . 1ther .thecun� rctiesn rnye anv+ rrrnt endra► se rearertt schedule ani the errs ttyih tC meet with the aunt , posting gill b� h+ l et h time rayrnent sheu + shill h dtrrirr . 1f ru ste by the enploye , 6 { rreerttr+ may he rent etl. meeir nth � ne�ent t6 discuss ► rep yr er t 8-lc edule l the ci ve r e yen! t� thO erpj cyee. This Qau fit r h l oint��� r t pc l i y With Oledt tri service e� rds r 01 id- tomid df� per 6d!! ha�e�r�r, DOCC- 1999400svotj ' -ARA RAEi e award i shall be of th+� I di C& Wn of the County. The following procedures shah apply with respect to service awards: a. Mentation Before the Board of, er.rls . er . employee with twentr more yer ►f rI rnr before tie hoard cfpeiscrs to receive hisller Service Award. Then re+ uestd by departmeh, the hlurr an Resources De artment will m ,ke arran ernents for the presentation cerenol before the hoard of supervisors end notify t o dep rrtin nt OS tt the time and ,,date of.the Board rr1eeting. b. Sergipe Award Qa _Q f. E nplove s with fifteen (15) or rnore years of service ere entitled to tle a day off Frith day at acb fire gear nAirrerarr TISgC V. PTICE Eiger the County or IDo xray file an unfair labor practice as define+ in hoard of u. as ResolutionI 1 aalnst the otherY Alleatlons of an �nfalr ak�or practlCe If not resolved In discussions between the parties Within thirty (30) work days from the date of receipt, may be heard and derided by a mutually arreed up+ n irnartal third party. PDOCC - 107 . 1999-2005 IVDU � � r cnt neica peraanne covered b Ly this I are �vred Ener selnurerce ttar rhi wrin Within theirrre end off er�teer . 1'I excel inn to cc vee is train, 6rru tion r rrreli ; + fin ed I Li n i 1009000166 000 C��1�C confer er� riate a� h�rttn t# e wardoL LLulpLL ervirs to L Oil amter �-insurance rorrn Th : eard ap� cvs LL L setlerrnts aver C , a� accetsr rejects the r�a►r�rindetansf the cLuntheoff LLLme of Iisllanaern+ nt L LL Lodirg the stir trim. LLLL issues car concerns, car request car irfrnti€ ri reardir the administration this pian na a � rt� tpa� i utho oLr designee. Lin s n� ra� e. Ire. the Ccunt ar ended its existing on tri disc ailit ir�co�e ►rc� e�ion pr ram a+do to ► [ esciut cn 5 tc it dude fiL LL LL LLL esdents and torcvice for eft -fire prrrt � re ►lacernert c rncntl ernins, r+ uc+ r a e ucti ie ►e s. sic m+ nthi e;OL inCt 1e have saiar step ply ani stp�ends carn �ted + f th+ firstYLL f Il t monthn �ftidh the dsaiiiy crrneces +�r a►thr loss € :urs. thrrc�vsi+�LLLnLLLLthis pian rerrair unhae . �ervoerars ani ccrux The enh PL cif service credos Of each erxiaee the Unty shall date tram the beginning f the casteiod cif cc�ntinu0us PDOC i - ' OLOL L• 199 -20 MLOLLU, .................. .......... ......................... 5 �ERL 2 UL t Joy L L M or Iry S L ent'LLL(ij ludingL r lo ernp h a L r Co V L LLL t6tU e pp 0 LL.L d WV6LL L Oigiih 'n on a chert hLe a L:L: o' e UL L L L L L LLL.LLLL L i L tL eLL L S fr L()L M VL pai a hoeL nL j' S pOtRion: good stem fnQ d wit hilL a reemopere ehtUnt LPSJtjn Brice L L LtS shftC Ude a Lcredits L e+ c�rlted et tate L L cretin, LL LL S- p e LLr LL 0 L e sail L. ano nCIL the L d T h pa ra LL source UL rce DL dtb rL shell d L e L LermL I . 0 tters :L baste teMPLo"eLstatus retardsLhd t �e p T P 25L LL lilt Permanent part-tiLL tjoL, ma: eLMPLIOYO eSL receiVe pforated LvaCa e jjgji a re L h a L L:L I+ ave TLL�fi VOLL berets. a; L filth, d L in d sick a tLL LCL' -ML SLL LLL _OL L L L jLUL L n s L e L L re L L M' eiL�b nL L L LL anL L LI t L ani dt gL 0%,L LLL L LL LL gall t L e L L gL y a t L 5M protes rWdLn L:L t h: L kLL e f LL 5 L L 0 0 S L ove Often L L the LLLt�ul tire, ©aunty refirerne L t"OLn:L JLS L Cj�d :n I [pa I t a ed, i h SL L CTIO L E R N m IeN L pip PerM a L L L L L L L L eL tL InteLrMLIftent eML �LLLLL.a L e Ln. L lo L ere L L j:b;:L f rorated Le vacation an -ke netvL end C L I - L L L be fi L L 1 L a s. PDLOCC 1999-2005 MOULL L ................... .........................L..........L.L L...........L L.......... L.................. .. � � � , - - � � � .. So, - �.� �" !"!�" 00*0"�., 4. � I . � � � . : - � 111. ii 7 i - . LL� - , . . � . iwl � � . � ... � � - � � �� , ­�:�" , � v-- � .. � � -�,:,: �: ,. �� ::r T:� � ��f � -,:- -�-- -� � L L LL LL � � �LL� � �" � �L LLL �1 L iiprr� nn �inern �16 n ern m pr11 i � 7.a in h c n r �L LLr +gypL,L L:L+:LL�jLL� Flan if L:Lc rL'LriL:LL inLLL:L L LL L LLr� :�i .LL 1, n c but L'L8LLL �r� p inL:L:LiL��r�nLL.�.LLL� rLLL �. Thi un:L L I LLL L,Lr c+�r� rL IibLL�L h er p�� Lee`s r L.Lh pLL ern �n "h Grnpt} 'L � b rpc�nsibLL:L rLrLLL pinLLL rntrhr prLrrrirn prapit and punL �ullr. a_ijlur+e th� LLe prL'rC � .11"1"1 + �a in> mill n � rLLLL:L i � 1L � h� � r r.' tea c'L 0 LL L uiiin LLL r rL pij�ii! i h �'I n 6 LL Lre nstatarn�n nW. L'L L'L � :b LLL L .L LLL erLL L ctuaLLLdLLtril thnnLOLL�Lparnrtrn�n r . �fe � LL pnLL,LL hLL'Luri;L L roc jL�and Le � Ljiij_LLLL�il �LjLLL_LL:L�LL r a LE�LL�L�:LLLjL ` ILC1r1.LL EL:L:LLr� LLL c� LL_LLL: r 1 101: n ►nsL'LL:LLLL huj�L LLLLLLLLLs LL LLLhir eL Ln pr,j�LLL Lf�Lrr ft aLiiLL LLh�LLLLLa:L:L LLLba car t�LLLL perrnenLer� wnarrit rr13Ii Pra rare, `cher hl crHL LL P In the cifL LL prL L'et� urnL;LLLLLL: L. 1r1LC1uaLL L , h � LLLLLpernL,LLanrt�jL n �rrn�LLLen ernlLL 0 LLL LL r� s 1'nLe+eL reinLL LiLLLL L.inNigihli } J. II€� s rll I1� l t 'LL: h b h l h+ r �n em la ee his L W �r�e �c n it oc s rn+�r hs Of serV eat n aces LL'e € f t p rcLen (5 i e per r �n h. n rd o r airy n e i ib �� � P 3( C - '1999-200 MOU ............. ............ .................. WHEAL I W M rent-in 6moloyee n t perm, us n paid status during each succ enive month. Ulity C., ft-P OE I �W o:,,,ba m :0 v �,a—,, e p hi v Y e Under thtee. . rM.8.�,�.,.oV 274.2 will the t so cost�: employees Portion of the prem"i UM that the 'effective dateof enroflmentbegins :effectiV6 the first Of themonth Of efigibilityEmp100 e �m must t0 prepay their r : iG1f th hit ir� surnCe premium in 0 rderto continubenefits. In addiio ,,n employees who meet the eligibility re qvireMents u: tan :p paying and who have been vol, y a 6racounty roar -fia aif group health in s, ,, Il be�; rch in On CCHP Plan A-2 without a w Itirig.period .� - r Y4 -M elect t purC po e a .c Famil ....ove.w.m., M I ch se at f expense, fanny covera., ieincli g Ud n g do mpst, ic 6iner, and a. We Procures outlined! n, -abovef rpaym t cr 10 this opt. ..na coverage e. Mr).,Iement t s, sxt . Hon:.. There heli a y 6 'day, open Ein n period With the initial date of coverage effective 4gdst20ubs q U ent e 1701k I 0 Enf o- rt t d , shall be . �t �t thirty pen -0 � �( U n periods y 3 days and coincide with the oV en enrollment ericd for County employee in.be inn* g., . . 00 beginn*In 2 . Permanent-intermitt.eht: eMployees WhO arenc currently eligible, lout wh- o�sublsequently meet the eligibility requirements, shall. be notified of their eligibility and shal[ have thirty (30) days to decide PDOCC 1999-2005 MOU ........... ....... ... ..... WhOh r € r nit tc af�ct cov ra n r this prom. f. E np nyees Who ire temp raril in4li i l may purha theirs cit, tl plan in arar Frith l*r rOc d $ot �rl the + arra ur Hd thGl n. Iain in � ticam ar rrplc rec fr�n 010011 lq h al � � � u er ith r aces tin ` .' or ti n ZT a 14 PEAS 777 An ern l yep chaff lava the c right 1nsp+ c ani r vii ani �i ial nerd ) relating � hisr haeQrtarcIS an en p �e r rieu n+ce c n6erffi the en p ; which tl�e car t in; ted 6r�plt rye's per € nrel til in the dna R �ur�s Ceartnent �r in tte elc► rce's pOrsonn� n pl dile ib thele C phe employ,e's [. neon repres+ nta ue, Frith �`Ct en lttl" f r atl{ ri y thy' �plya, hal a�'a�`t here the r �ht �npet anc nev er ani 01 al r dd d(t a rg + a ve. T`h int+ ntt ofuh recral raa arable t t "1 + rnplee andId ithbiliiilbn pl + a' un +gin r prawn ati e, fide C and rerrie at reiii 44n alal t�ral uin the regular business c ur Of tha 6uh�. PDOCC - 12 - 19994005MC3� .............. AA. L FM P77 PC 0 V p I L� �Fk bounty u an :� H 00a c a q-fl 41k �T --st ih L V 41 .m . -he D ve W1 operate a catastrophic t k 'M A esources D00aitment M 0 ahCa astibp c ea i0n, is is definedassist Lint 16rhpl QM40o .has exhausted all paid accruals due serious or Ca- t a: st rOP. 1 c 1,M linjury, es t family m :. r. .6 ulaml. or condition�Ofth employee0 program bank ns. establishes and maintains a: county C de w-herein any employee Who, wishes to contribute ma Y : authorize that a portion of. his/her ad:ctu##io:::d V- cation. 9: compensatory timeh lid -compen Satory ;tim or 66h: holiday be deducted ffbrh:,thOs;e- accounts andtd.i,credited the Catastrophic Leave8ank. EmployeesMay donate hours either to a specific bligibl e pIoyee or tothe ank U DO,m phis ! ,. an may approval credits f- MAh C t stro hlL Rve transferred toa requesting e Mp oye0 sick ea 6 account so Chet empoyeemai remain in paid status dora oerpenod of time, thutpartially ameltoraincuthe fina:nc. iaI impact of:the h: Illness injury, or condition. Cat strophicillnessor :!Nu.ry. itdefined as 4criticalmOd.medical con. dition., afore-trrr mal *o rphys: i i m t: IM ent car Alta' I ity rich manifests itself during emp oyrnen : a YfA S q OnenplandMC n er.: tre T I '. h wllwatio Pmibe ad n d the ion of the hector:of:Human Reso. ..u s:. Th "the 1'' alke so ur 11V 9 Depa 6 e�:responsible� f ing.,an ,., n. . all rtm eftor ited cl.14tco;� donations of accruals and for initiating transfer of credits from the Bank to the recipient's sick leave account. of a wifl:be subject tothe.,::a.o. roVa Disbursement of acowaIs (3 : six,(6),membe m coma ee co pose d of three m eMbe rs, t appointed bv. the County Administrator, an : whree (3) PDOCC 1999-2005 MOU ................................................... ... ..................... ..............-........ .................................... ................................ . 11 L - � � � L LLLLL rr�� b irsL' Li� rL'Lrr � rrr� �rr� r pe�iLLr r �ijiji� r�fL� �' � OiMi LL' Crli2LtLLL ,LLL L�rL:LL�L LLL LX11 LLLrL LL' � j:LLL�rr110 i ii 1 thl -L LL'L � r' lL LL'IICLj�LLIrL. ns tLL Lh�Ljii£ 3rtricr � 5 c �' rr.;rt. h LL:L �t"�lL:LLrLjL�nj:Ll:LLL LL ,LL� sh I t�jL LLL.L:til" nrLL lLL"L cL�L a r�'LLLr , LL LLLLL e ' LLLL. LL. � rr +e fL�Lri:LLi� LLLL'LLLL�LrLLLL L.rrL�Lt rr L.r ro�LL.' LLLLLan- p: L. +�nsi�LLL �r L, cull rLL L e s � r r ti t .itLL L LL � n n ar�cnrrL:Lau rrtL OLr bs. LL L L. LNc �r rrso ti LIrr .LLtriL LL LLL LLL L LL� sLL Lr_LLcphir� rtk re+'LL� n L:LILLL �n fc�rr rLL. f ii�LLLL a r n � I be trtdLL: rcL LL r � ru . L. LLLr� � rdL,LLLLLL r� LLL rL LL[ LLL. ILLLLLLLLL- LiLn rpLLLL: L L�Lc Lir L, L ��L:Lrrr �iiLnL.L�L�n �IiIStL LL ;L�LrrrwrstLL-L�LL LL. � � � I i � f a� rL�LL LLLrl L, L1.L-L� ht . arSL lit mLL,L. L .L�:� I O'�L L AL L LL L��'�r L . L LL-LL L L L LL L VL�:L:LLL�L L L L :LIL L L L Ootjtr n . Do atic�ns are r -0cak� � ur [� tie donr ' L to theLL�LL r ol:LLeLL L er� l� re LLL L is LLLL:Ld�ni . crrtirrs mL:L:LL r� + irr hoLL L L LLurLLLLLLLV :L L �1L LLcls � LL L � �LL, inirum d�noi,�n nLLL LL it thrr tcrr hOL�L�� frbrrtL ba L: LL L:an� erL LLr tr�LLL�LL.LL a L.LO�� h .LLL Li � r, an hiLL L �, cLL omp n at r mires : IL c rn�n tar i rie � � . LL �rnp�cL.LLLLL es L'L�'LLhcL�L L'LLa�LLLLLL rrt t �LL L:LoLL ,LLLi�LL �LLLL : iL LLL�LL L�LLI ! h sir ��u+, +�rLLLL�rrtILL(76%)111�o L -L hLL L LL LL LLrdrnnr� OdL to LL I indiuic ULL.Lt DLL-jeL'LrrL. tier � r` ; i L + taL LL strcphc Lev 0th . Tiet:!L Itanat� ril b� anuL LLrtL:Ld�lr vu and tr O 1�ar c lue b ON LLLle t� is � � ru iLLLs L reLL� i�nt's Bose hr� rt LL � n L LLL surge . re ri ,; VEE not be on straight ho.ur4br-hour . II n � to s SII be on a standard 173.33 basis. �xcpt ernploee tan other than a flirty '(4 hour Weep WilI ave hours prorated accordIng to their status. Any recipient will be limited to a total of one thousand forty {1 0o hours or its equivalent per catastrophic evert; each donorlll be limited t one hundrad twenty 'lo hours per calendar -year. No lement of this play i ri V b �. All ppb �c�r� pith r donor or recipient will be resolved ,on.:a final basis y the Cit+ ctcr of �lurnan feources. No employee will have any entitle �en to �cata�trophip leave benefit.s.,-, The sward of Catastrophic �. will be t the pole discretion of the w. ..mr�nittide, b ►th s t0 amounts of b nef�ts awarded and as to persons awarded benefits. Benefits rn y be denied, or awerd for K less than rnont)I d . The committee will be entitled t+a lirhlt benefits in accordance with available contributl6n,s and to choose from anon eli idle applicrnts on an anorrrnous basis those who gill receive benefits, except for hours donated to o apcific ernploee. In the event donation i made to a pepific employee and the comnitee deerine the enpinyee d�►es not rnet the tastroic Leave 8: k, criteria, the ,dcnatin ernoye may auuthorize the hours to be donated to h+ bink br returned to the donor's account, Te conain ernloyerill have fourteen 1 calendar days rorr notcation toubrit hisher decision rearm the atatus + their donation, or tie hogs vrr`rll be irrevocably transferred to the Ca 6strophic Leave Bank. PDOCC fi fi 5 - 1999-2005 IV1oV Arty unue�d h � rhfre o ri re �601 to the arc � i+ Ean�. IlyifyylyWYYwrM9liiLflW yyypyyNyM MIiMIBnIUYr.rMl 1piMlfliMYMrl�iyir ■ .1rtd.ert11'� rl prt --. May ✓✓tilo 1 ` ns �f c�Ur fl 6 Ing clals �S re�r��er� ► . ��i t�TGtxtd r etun ni66 . 6 PO c � e� reprsrtc csi + h� ere f + recr in f�rc ends ruof P' to �c� slel me crfer � �the i � any rcc s reui�r in fore. Tie praticerl�ri � rprr psicr € r h � praeolrdee ► ve� ue � � e per ► . Effuniep� �nert errloe in lsfr� ue �difil t is � � e ht hsicin rare rI � h prc �ral�rrill comMencin ti e :.0 h6 a ed in rrt r d6wt perr . car resr a ►prt� rs �r anrrifirere e �e roc n } lehr-ar � Will: mill r c+e ue ars e�eliva i t Buri the oboe na Pablo - - 99 - U Th reC �lr appo�ntrnent ► a prcbatoray employee shah be In Cin tyle day follo r iriCg �a end the probat orraty en. d, ubJ �Ct + Cordltlon tl` at the Crector ►f �ah sources receive from the appontnc auhorty statement in writing that the services � the employO e duri i the probationary period were satisfaotpry end that the erroyee recor��end+ d fir p rr nent a polIn rhe i If olerica or adinistrative errorAol a probA tt a r+ rt deerrnined that it rias the irter of the appoi tin authority to retain the p robalner the errrplCyee affoted not suffer any loss of pay or benefits. Employees will serve a probationary period unless at the try erc dpoin I pnad s rat or aop is waived for ernp oye s � ► have previous y era ed Cine III year or m re in a permanent position in stand'n In this bargain unit and who have not been s partite trc rn County service for a period of rrlore than five yearsi turn the probationary perrcd, employees are $ub�eot to termination by the ap o titin authority Wlthc ut cause and without right of. appeal or com I'lance with eoti.o 1 - isrn ssal i us enSion Reductio Irk Iia and 9 iMotion, or ectlonCrlevnoe l 'rtoeure. THEIR Qev ono �'r+ o+�dure, l �r presentatives of the County shsl meet and confer with repres mtatiVes of the .abor Coalition In order -to develop rules and guidelines governing the conduct and administration of Adjustment Boards. f DoCC,.. -117 117 + 999-2005 MOu .Ap MO: -.. -. - �-�I� I '-� �� - � � -i�:�:�i � ► + " 'L L L i i0o L L L L L L L L L LLL Tetef.prtui� ors of this �o� ���11 I da LrL'Ltti�tn LL LL� arov �eL LLor�d LL Lof L. �� or . FLRLL�LLL LL�L. olcaions o�innC � �t�eLLLrLLL nLLL s� yL LL , stiF�Lili reILSr�L LL�c + dn orL�LderL L.LLL ir 'L Llor�t � LL' + L:Lprc �ons. It i trle rtoocr i# L LL�;iii i tisrrir:LL � tLL Lt LL .L: LLao r inLL LL: C LL IL i� ro Brio i t eL�L LnLL L0h the forLLL L poi tig r u� L,Lr s, :LL r uL , "t L % Pc�%com�LL�LLL ffe L.t � u t � fir'LLLLLe d ofL:Ld L�Lrrcntl four tL LL LLLufo � � rinn�� Isco � '� l to L L LL �4.1Lh eco c �,„ ,,r+ LLL L L LLxC+� t �LLLLL:LL otro .L L. LL.L L.L L� ► LL Cifi 11 pro ri � heroin, ffi �jL fLLL l enc ofL. l t l inLLL�rpcLL L unLLL rs LL Ln n f aLL�Lrti h6�iLrefjLtp� � d cotitte the ani onLL tre rL LL orrnLL f ��t � nL LL tho LL L p rter � toLL L6LL LL :LLL�Ltnfr, ��it� r pari s r � , rir� L LL terra ofL.tLIL: o LLL r 6L L m�n Circe kerLL:LL LLn, proudL.LL LLLL,LL tL LLhat nethi�Lir rLi!� LLo hohiit L�Lthe eri�► from cherin the terms of fri �tLL�Li acreent ' 00 LLL L nerterts ,ani BjLLLe:LLes that ti~ie ouLL LLt rt obi eted to meet and confer reaii r+dn , 'LLfouL LrsLLL or Con d I r s f o np r� nt LL'Luri thi�Le terra L.Lof phL. is'L L e�� cLL a r err ent, eLL L xempLL t a L LLL L rw a r qui a lair. PaoCC - 1'18 � 1999- 005 � 1' R as n to 10 S `2 ebwtbulti of': Should a on ctousi 'ter . vi,sr66 �f thrs � � � daciared Meg �I �Wf I or �n of r•caab►le n l rwr r Tenn of u. ccr ip� ent ju risd cti r ucl inva i ati n sLIch ac iO rt i is n nit it rali ata 'rar aii iing r i ns'hare.of, and such remain .. per cans shah rer airy full fc�rc d fcr" the duratrcnfl"irs MGf. CO � i �rIIIIrI�RYVIdi�IW� '• l�rra - �pect�Vif !■' c nt n in sear + this � u P'.d witSpeC: pr* �iin ccr�tairad in ctin of aha iltar'' Sack dinAnce -as. 8 ' = t e pra�isi ►n cif this U ball preval l cse prcvisicn f the ' air rd nan as thin the scope of represartt�t�c�n �hi�hcc�r�fiict With provisions ci<this M 1 a d those;e. p��Iision �►f the blaster Salary Ordinance which are not: titl in tha sccp� cif -�repra enfation shall a considered f�i furca and aff, t. ►ura�ti+�n o eeme�t� ''phis � re �e rt shall continue In full farce and e�ffeet fr�ern January 'I , 'I t � and including elAomoar "` 5. Said ree neat sell auto r a : Il r r� r r fr r air t r i fh r ay t r �r l ss either- pc"�r rua wrrten notice t+a thy' €3t�er pr`icr tQ nrrety 3 days frcrn tl afcreard tern"rrnatrcn date of its rntentan t+ arnnd, rncdrf orter. th6::i rE' r~n$rt plc " - BR 3T ► 1� ACT Pk-offS �' The Parr Labor Standards Act, as amended, may govern certain terms and conditions of the a nplo, ant of � l .r cotb� . � �f C � � � thb 1 dd wo r is fts le (/�) an vot __ i!r err � , r� n , and lor id 0610ditl di hiij� rm sh Ull 00 Uolt bhd fblf i Mir L+' TtftatImRk !TA ' PYNTY : l' JL n Fmz