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HomeMy WebLinkAboutMINUTES - 09092003 - C.67-C.70 THE BOARD OF SUPERVISORS OF CONTRA COSTA COUNTY, CALIFORNIA Adopted this Resolution on September 9, 2003, by the following vote: AYES: SUPMISM GIOI.A, UiItMM, GUMM ANS DeSMINIER NOES: NM ABSENT: SU UagSOR FIDM& D. GLOM ABSTAIN: Resolution No. 2003/518 Subject: Compensation and Benefits for Centra Costa) County Fire Protection District Unrepresented) Fire Safety Management Employees) The Contra Costa County Board of Supervisors acting solely in its capacity as governing Board of the Contra Costa County Fire Protection District RESOLVES THAT: Effective upon adoption by the Board of Supervisors, and continuing to March 31, 2006, and until further Order of the Board, the Board adopts the following program of compensation and benefits for Contra Costa County Fire Protection District Unrepresented Safety Management employees. Except for Item 3 of Resolution 2002/615, this Resolution supercedes all previous resolutions providing compensation and benefits for the employees in classifications listed below. RPB1 ASSISTANT FIRE CHIEF — EXEMPT RP'BA ASSISTANT FIRE CHIEF—GROUP I RJGA FIRE MARSHAL RPA1 FIRE CHIEF — CONTRA COSTA RWHA FIRE TRAINING CHIEF RJHC SUPERVISING FIRE INSPECTOR Unless expressly provided otherwise,this Resolution is subject to the provisions of appropriate Administrative and Personnel Bulletins; the 1937 County Employees Retirement Act; the County Salary Regulations, and the County Personnel Management Regulations. Unrepresented Safety Management employees include employees in Classified, Exempt and Project classifications. This Resolution is organized to distinguish (1) those general Fire District benefits provided to Unrepresented Safety Management employees and (11) those benefits provided to exclusively to the Fire Chief. Unless otherwise expressly provided, compensation and benefits under this Resolution are authorized only for permanent and project employees who work full-time or part-time, twenty (20) or more hours each week. I hereby certify that this is a true and correct copy of an action taken and entered on the minutes of the Board of Supervisors on the date shown: ATTESTED: (date)S9, 2003 JOHN SWEETEN, Clerk of the Board of Supervisors and county Administrator By s� t77eu €✓f; vq {{f p rl , f �..- Contactor Human Resources Department(Leslie Knight @ 5-1766) cc: Labor Relations Unit Personnel Services Unit Audltor�Controller County Counsel 1. BENEFITS FOR UNREPRESENTED SAFETY MANAGEMENT EMPLOYEES IN THE CONTRA COSTA COUNTY FIRE PROTECTION DISTRICT 1. Leaves With and Without Pay 1.10 Holidays: The District will observe the following holidays during the term covered by this Resolution: New Year's Day Labor Day Martin Luther King Jr. Day Veteran's Day Washington's Birthday Thanksgiving Day Memorial Day Day after Thanksgiving Independence Day Christmas Day Such other days as the Board of Supervisors may, by Resolution, designate as holidays. 1.11 Definitions: Workweek: The workweek begins at 12:00 a.m. (midnight) on Monday and ends at 11:59 p.m. on Sunday. Regular Work Schedule: The regular work schedule is eight (8) hours per day, Monday through Friday, inclusive, for a total of forty (40) hours per week. Flexible Work Schedule: The flexible work schedule is when the employee is regularly scheduled to work other than eight (8) hours per day between Monday and Friday, inclusive. The 9/80 schedule and the 4/10 schedule are two (2) examples of flexible work schedules. 1.12 Holidays: Employees on regular or flexible work schedules are entitled to observe a holiday (day off work), without a reduction in pay, whenever a holiday is observed by the District. Any holiday observed by the District that falls on a Saturday is observed on the preceding Friday and any holiday that falls on a Sunday is observed on the following Monday. 1.13 Holidays_- Flexible Work Schedules: When a holiday falls on the regularly scheduled day off of an employee who is on a flexible work schedule, the employee is entitled to take the day off, without a reduction in pay, in recognition of the holiday. These employees are entitled to request another day off within the same workweek in recognition of their regularly scheduled day off. The requested day off must be within the same workweek as the holiday and it must be pre-approved by the employee's supervisor. If the day off is not approved by the,superyisor, it is lost. 1 RESOLUTION NO. 2003618 1.14 Holidays - Part-Time Employees: Permanent, part-time employees are entitled to observe a holiday (day off work) in same ratio as the number of hours in the part time employee's schedule bears to forty (40) hours. 1.15 No Overtime Pay, Holiday Pay, or Comp Time: Employees are not entitled to receive overtime pay, holiday pay, overtime compensatory time, or holiday compensatory time. Employees who are unable or not permitted to observe a holiday (take time off), are authorized to receive overtime pay ONLY IF the employee is on the Overtime Exempt Exclusion List (see Section 9.10). 1.16 Personal Holiday Credit: Employees are entitled to accrue two (2) hours of personal holiday credit each month. This time is prorated for part-time employees. No employee may accrue more than forty (40) hours of personal holiday credit. On separation from District service, employees are paid for any unused personal holiday credit hours at the employee's then current rate of pay, up to a maximum of forty (40) hours. 1.20 Vacation: Employees are entitled to accrue paid vacation credit not to exceed the maximum cumulative hours as follows: Monthly Maximum Length of Service Accrual Cumulative Hours Hours Under 11 years 10 240 11 years 10-213 256 12 years 11-1/3 272 13 years 12 288 14 years 12-2/3 304 15 through 19 13-1/3 320 20 through 24 16-2/3 400 25 through 29 20 480 30 years and up 23-1/3 560 1.30 Sick Leave: Employees are entitled to accrue paid sick leave in accordance with the provisions of the County Salary Regulations and District Personnel Bulletin No. 21 (Sick Leave Policy) adopted on August 10, 1995, as revised. 1.40 Part-Time Employees: Part-time employees are entitled to accrue paid vacation and sick leave credit on a pro-rata basis. 1.50 Family Care Leave: The provisions of Section 1006.3 of the Contra Costa County Personnel Management Regulations and Resolution No. 94/416, as amended, relating to Leaves of Absence and Family Care Medical Leave apply to all employees covered by this Resolution. 2 RESOLUTION NO. 2003/518 1.60 Leave Without Pay-Use of Accruals: The provisions of Section 1006.6 of the Contra Costa County Personnel Management Regulations, as amended, relating to use of accruals while on leave without pay, apply to all employees covered by this Resolution. 2. Health and Dental Benefits 2.10 Health Plan Coverages: Effective January1, 2002, the District will substitute for the existing health benefit contracts,11 group health benefits through the California Public Employees' Retirement System (CaIPERS) for all permanent full-time employees. Thereafter, the CalPERS program, as regulated by the Public Employees' Medical and Hospital Care Act (PEMHCA), controls on all issues, including but not limited to eligibility, benefit levels and cost. 2.11 Contra Costa Health Plan (CCHP). Because CCHP has met the minimum standards required under PEMHCA and is approved as an alternative CalPERS plan option, employees, and COBRA counterparts may elect to enroll in CCHP under the CalPERS plan rules and regulations. 2.12 Health Plan Contribution. The District's contribution to the CalPERS monthly health plan premiums for coverage hereunder are as provided below. Any Health Plan premium charges greater than the District's contributions identified below are paid by the employee. 1. The District will contribute up to the following maximum monthly amounts [not to exceed eighty-seven percent (87%) of the CalPERS Kaiser premium at each level (employee only, employee + one, employee + two or more)] toward the covered employee's CalPERS or CalPERS Alternate Plan CCHP premium. In the event, in whole or in part, that the above amounts are greater than one hundred percent (100%) of the applicable premium of any plan, the District's contribution will not exceed one hundred percent (100%) of the applicable plan premium. 2.13 Dental Program. Existing County group Dental Plans (Delta and PMI Delta Care) are available to all permanent employees. 2.14 Dental Contribution. The District's contribution to the monthly dental plan premiums are as provided below. These contributions are provided only for permanent full-time employees. Any increases in dental plan costs greater than the District's contributions identified below occurring during the term of this Resolution are to be paid by the employee. 3 RESOLUTION NO, 2003/518 I. Delta and PMI Delta Care: District will contribute seventy-eight percent (78%) toward the monthly dental premium and ninety-eight percent (98%) for those enrolled in CalPERS CCHP Alternate Plan. 2. Dental Only: Employees who elect dental coverage as stated above without health coverage will pay one cent ($.01) per month for such coverage. 2.15 Rate Information. The County Benefits Service Unit will make dental plan rate information and, to the extent possible, CaIPERS health plan rate information available to employees and departments, upon request. In addition, the County Benefits Service Unit will publish and distribute to employees and departments information about rate changes as they occur during the year. 2.16 Life Insurance Program:, For employees who are enrolled in the County's program of medical or dental coverage, term life insurance in the amount of seven thousand five hundred dollars ($7,500) will be provided by the County as part of the County's contribution to the cost of medical or dental coverage. 2.17 Supplemental Life Insurance: In addition to the life insurance benefits provided by this resolution,.employees may subscribe voluntarily and at their own expense for supplemental life insurance. Employees may subscribe for an amount not to exceed five hundred thousand dollars ($500,000) guaranteed issue provided the election is made within the required enrollment periods. 2.18 Premium Payments: Employee participation in any health, dental, or life insurance plan is contingent upon the employee authorizing payroll deduction by the County of the employee's share of the premium cost. The District's contribution to health plan and dental plan monthly premiums are payable as follows: a. CaIPERS PLAN (Includes Alternate CCHP Plan) The District's contribution to the health plan premium is payable one (1) month in advance. If an employee's compensation in any month is not sufficient to pay the employee share of the premium, the employee must make up the difference by remitting the amount delinquent to the Auditor- Controller. The responsibility for this payment rests solely with the employee. b. DENTAL AND LIFE INSURANCE PLAN The District's contribution to the dental and life insurance premium is payable monthly. If an employee's compensation in any month is not sufficient to pay the employee share of the premium, the employee must make up the difference by remitting the delinquent amount to the Auditor-Controller. The responsibility for this payment rests solely with the employee. 4 RESOLUTION NO. 2003/518 c. Extended Coverage: An employee on approved leave without pay for more than thirty (30) days may continue his/her health/dental/life insurance coverage provided that the employee pays his/her share of the monthly premium during said leave. An employee not eligible for continued coverage may convert to individual health plan coverage (if available) or continue group coverage subject to the provisions of the Consolidated Omnibus Budget Reconciliation Act (COBRA), plus any administrative fees, for the option selected. The entire cost of coverage must be paid at the time and place specified by CaIPERS for health plans and by the District for the dental plans. An employee who terminates District employment is covered through the first day of the month following termination for CaIPERS plans and through the last day of the month in which he/she is paid for District dental plans. Employees who terminate District employment may continue Group Health/Dental plan coverage to the extent provided by the COBRA laws and regulations. 2.19 Retirement Coveraoe: a. Eligibility for health and/or dental coverage as a retiree or retiree's survivor is set forth in Administrative Bulletin No. 407.4, as periodically amended. 2.20 Dual Coverage: a. CaIPERS Health Plan. Employees must adhere to the rules established by CaIPERS. b. Dental Plans. (1) In the event that a husband or wife, who both work for the District, becomes ineligible for coverage, the remaining eligible member will be allowed to (e) enroll in a dental plan, if not currently enrolled, or (b) add the spouse and/or dependent(s) to their existing plan coverage provided they do so within thirty (30) days of the date coverage is no longer afforded under the spouse's plan. (2) In the event a spouse who does not work for the District becomes ineligible for coverage, the District employee will be allowed to enroll in a dental plan, if not currently enrolled, or add the spouse and/or dependent(s) to their existing plan coverage provided they do so within thirty (30) days of the date coverage is no longer afforded under the spouse's plan and evidence of the termination of coverage is provided by the spouse's employer. 5 RESOLUTION NO. 2003/518 2.21 Family Member Eligibility Criteria. The following persons may be enrolled as the eligible Family Members of a dental plan Subscriber: a. The Subscriber's Spouse. b. The Subscriber's Domestic Partner. c. The following children, provided that the child is dependant, unmarried and under twenty-five (25) years of age: i. The natural or legally adopted child of a subscriber of the subscriber's spouse or domestic partner, including newborn children and children placed in the physical custody of a member for adoption. In the case of an adopted child, proof of eligibility by a court adoption order and a copy of a United States income tax return showing the child as a dependant may be required. ii. A foster child for whom the subscriber of the subscriber's spouse or domestic partner is the legal guardian and primary source of support. Nevertheless, foster children who are eligible for Medi- cal coverage are not eligible for coverage under the County health plans. In the case of a foster child, proof of eligibility by a copy of a Social Service Foster Care Agreement and a letter from the Employment and Human Services Department verifying that the child is not eligible for Medi-Cal coverage, will be required. iii. For dependents aged nineteen (19) to twenty-five (25), a statement may be required to verify that the child is legally dependant in accordance with Internal Revenue Service requirements. iv. Attainment of limiting age will not terminate coverage of a child while the child is and continues to be both (a) incapable of self- sustaining employment by reason of mental retardation or physical handicap and (b) chiefly dependant upon the Member for support and maintenance, proved the proof of such incapacity and dependency is, furnished to the Plan Administrator by the Subscriber within the thirty-one (31) days of the child's twenty- fifth (25th) birthday and annually thereafter, if required by the Plan Administrator. 2.22 Catastrophic Leave Program: All employees are included in the District's Program and may designate a portion of their accrued vacation, administrative leave or personal holiday credit to be deducted from existing balances and credited to a specific eligible employee. To utilize this program, all recipient requests must be submitted to the Fire Chief for review and recommendation to the County Administrator. The County Administrator will make the final decision as to approval or denial of the request to use accruals in the Catastrophic Leave Bank. 6 RESOLUTION NO. 2003/518 2.23 Health Care Spending Account: After six (6) months of permanent employment, employees may elect to participate in a Health Care Spending Account (HCSA) Program designated to qualify for tax savings under Section 125 of the Internal Revenue Code, but such savings are not guaranteed. The HCSA Program allows employees to set aside a predetermined amount of money from their pay, not to exceed three thousand dollars ($3,000) per year, of before tax dollars, for health care expenses not reimbursed by any other health benefits plan. HCSA dollars may be expended on any eligible medical expenses allowed by Internal Revenue Code Section 125. Any unused balance is forfeited and cannot be recovered by the employee. 2.24 PERS Long-Term Care: The District will deduct and remit monthly premiums to the PERS Long-Term Care Administrator for employees who are eligible and voluntarily elect to purchase long-term care at their personal expense through the PERS Long-Term Care Program. 2.25 Dependent Care Assistance Program: The District will offer the option of enrolling in a Dependent Care Assistance Program (DCAP) designed to qualify for tax savings under Section 129 of the Internal Revenue Code, but such savings are not guaranteed. The program allows employees to set aside up to five thousand dollars ($5,000) of annual salary (before taxes) per calendar year to pay for eligible dependent care (child and elder care) expenses. Any unused balance is forfeited and cannot be recovered by the employee. 3. Milleage Reimbursement: The District will pay a mileage allowance for the use of personal vehicles on District business at the rate allowed by the Internal Revenue Service (IRS) as a tax deductible expense, adjusted to reflect changes in this rate on the date it becomes effective or the first of the month following announcement of the changed rate by the IRS, whichever is later. 4. Retirement Contribution: Pursuant to Government Code Section 31581.1, the District will pay fifty percent (50%) of the retirement contributions normally required of employees. Such payments are for the period of March 16, 2000 to December 31, 2000. Effective January 1, 2001, pursuant to the United States Code, Title 26, Subtitle A, Chapter 1, Subchapter D, Part 1, Subpart S, Section 414 (h) (2), the following Retirement Contribution Procedure is implemented: A. The employee's base pay is increased by 3.9%. This amount is one half (1/2) the average retirement percentage rate paid by members (not including cost of living program contribution). B. The employee is responsible for one hundred percent (100%) of the normal contribution required of the employee. The contribution is deducted from the employee's earnings pretax based on the individual employee's retirement contribution percentage, based on age of entry into the retirement system. 7 RESOLUTION NO. 2003/518 Employees are responsible for payment of the employees' contribution for the retirement cost of living program as determined by the Board of Retirement of the Contra Costa County Employees' Retirement Association without the District paying any part of the employees' share. The District will pay the remaining one-half (1/2) of the retirement cost-of-living program contribution. 5. 414H2 Participation: The District will continue to implement Section 414(h) (2) of the Internal Revenue Code, which allows the Auditor-Controller to reduce the gross monthly pay of employees by an amount equal to the employee's total contribution to the County Retirement System before Federal and State income taxes are withheld, and forward that amount to the Retirement system. This program of deferred retirement contribution is universal and non-voluntary, as it is required by law. 6. Training 6.10 All full-time employees are eligible for career development training reimbursement not to exceed six hundred fifty dollars ($650) per fiscal year. The reimbursement of training expenses includes books and is governed by any Administrative Bulletins on Travel or Training. 6.11 Management Development Policy: Employees are authorized to attend professional training programs, seminars, and workshops, during normal work hours at the discretion of the Fire Chief, for the purpose of developing knowledge, skills, and abilities, in the areas of supervision, management, and County/District policies and procedures. Up to thirty (30) hours of such training time is recommended annually. a. The District is encouraged to provide for professional development training exceeding thirty (30) hours annually for people newly promoted to positions of direct supervision. b. Priority is given to professional training programs offered through the County Training Institute. Other related and appropriate training/education resources approved by the District are also allowable. c. To encourage personal and professional growth, the District provides reimbursement for certain expenses incurred by employees for job- related training (required training and career development training/education). Provision for eligibility and reimbursement is identified in Administrative Bulletin 112.9. d. The Fire Chief is responsible for authorization of individual professional development reimbursement requests. Reimbursement is through the regular demand process with demands being accompanied by proof of payment (copy of invoice or cancelled check). 7. Bilingual PavDifferential: A monthly salary differential will be paid to incumbents of positions requiring bilingual proficiency as designated by the Fire Chief and the 8 RESOLUTION NO. 2003/ 518 Director of Human Resources. The differential will be prorated for employees working less than full time and/or on an unpaid leave of absence during any given month. The differential is eighty dollars ($80.00) per month. Designation of positions for which bilingual proficiency is required is the sole prerogative of the County/District, and such designations may be amended or deleted at any time. 8. Higher Pay for Work in a Higher Classification: The County Salary Regulations notwithstanding, when an employee is required to work in a higher paid classification, the employee will receive the higher compensation for such work, pursuant to the County Salary Regulations, plus any differentials and incentives the employee would have received in his/her regular position. Unless the Board has by Resolution otherwise specified, the higher pay entitlement will begin on the 41st consecutive hour in the assignment. 9. tither Terms and Conditions of Employment 9.10 Overtime Exempt Exclusion: Employees in unrepresented classifications are overtime exempt and are not eligible for overtime pay, holiday pay, overtime compensatory time, or holiday compensatory time. Instead, these employees are awarded Annual Management Administrative Leave in recognition of the extra burden their job responsibilities may sometimes place on their work schedules. However, these unrepresented employees may be made eligible for overtime pay if their names are placed on the Overtime Exempt Exclusion List by the County Administrator's Office. Employees on the Overtime Exempt Exclusion List are authorized to receive overtime pay, only. These employees are NOT eligible for holiday pay, overtime, compensatory time, or holiday compensatory time. Employees on the Overtime Exempt Exclusion List are also NOT eligible for Annual Management Administrative Leave for the quarter they are on the Overtime Exempt Exclusion List. The policies and procedures for the Overtime Exempt Exclusion List are set forth in the County Administrator's memo of November 6, 2002, as may be periodically amended. Employees may be approved , for placement on the Overtime Exempt Exclusion List if and when they are assigned to a special or temporary project or task that requires persistent, excess work hours, without relief from their regular job duties. Overtime pay will not be authorized as a means to address normal staffing or operational issues. 9.11 Overtime: Employees on the Overtime Exempt Exclusion List will be compensated at one and one-half (1.6) times their base rate of pay (excluding differentials) for authorized work exceeding eight (8) hours in a day or forty (40) hours in a week. 9 RESOLUTION NO. 2003/ 518 9.12 Length of Service Credits: Length of service credit will date from the beginning of the last period of continuous County/District employment including temporary, provisional and permanent status and absences on an approved leave of absence; except that when an employee separates from a permanent position in good standing and is subsequently re-employed in a permanent County/District position within two (2) years from date of separation, the period of separation will be bridged. Under these circumstances, the service credits will include all credits accumulated at time of separation but will not include the period of separation. The service credits of an employee are determined from employee status records maintained by the Human Resources Department. 9.13 Mirror Classifications: As determined by the Director of Human Resources, employees in unrepresented job classifications that mirror Management, represented or unrepresented job classifications may receive the salary and fringe benefits that are received by employees in the comparable mirror classifications. 9.14 Deep Classes: No provision of this Resolution regarding terms and conditions of employment supersedes any prevision of any Deep Class Resolution. 9.15 Administrative Provisions: The County Administrator may establish guidelines, bulletins or directives as necessary to further define or implement the provisions of this resolution. 10. Management Lon-cty Pay: An employee who has completed ten (10) years of appointed service for the District will receive a two and one-half percent (2.5%) longevity differential, the first of the month following the month in which the employee qualifies. 11. deferred Compensation Incentive: The District will contribute sixty dollars ($60) per month to each employee who participates in the County's Deferred Compensation Plan. To be eligible for this incentive, employees must contribute to the deferred compensation plan as indicated below: Monthly Contribution Required to Maintain Emplo ewes with Current Qualifying Base Incentive Program Monthly Salary of: Contribution Amount Eligibility $2,500 and below $250 $50 $2,501 — 3,334 $500 $50 $3,3,355—4,167 $7t�50 $5r+,0y` $4,168 - 5,000 $1,000 $50 $5,835 -6,667 $2,000 $100 $6,668 and above $2,500 $100 10 RESOLUTION NO. 2003/518 Employees who discontinue contributions or who contribute less than the required amount per month for a period of one (1) month or more will no longer be eligible for the sixty dollar ($60) District supplement. To reestablish eligibility, employees must again make a Base Contribution Amount as set forth above based on current monthly salary. Employees with a break in deferred compensation contributions either because of an approved medical leave or an approved financial hardship withdrawal will not be required to reestablish eligibility. Further, employees who lose eligibility due to displacement by layoff, but maintain contributions at the required level and are later employed in an eligible position, will not be required to reestablish eligibility. 12. Annual Management Administrative Leave: A. On January 1St of each year, full-time employees will be credited with sixty (60) hours of paid Management Administrative Leave. This time is non-accruable and all balances will be zeroed out on December 31 of each year. B. Permanent part-time employees are eligible for Management Administrative Leave on a prorated basis, based upon their position hours. Permanent- intermittent employees are not eligible for Management Administrative Leave. C. Employees appointed (hired or promoted) to unrepresented management positions are eligible for Management Administrative Leave on the first day of the month following their appointment date and will receive Management Administrative Leave on a prorated basis for that first year. D. Employees on the Overtime Exempt Exclusion List are authorized to receive overtime pay; therefore, their Management Administrative Leave will be reduced by twenty five percent (25%) each time the employee is on the List. The twenty five percent (25°!x) reduction will be deducted from the employee's current leave balance, but if there is no balance, it will be deducted from future awarded Annual Management Administrative Leave. 13. Management Life Insurance: Employees are covered at District expense by term life insurance in the amount of forty seven thousand dollars ($47,000) in addition to the insurance provided under Section 2.16. 14. Vacation Buy Back: A. Employees may elect payment of up to one-third (113) of their annual vacation accrual, subject to the following conditions: (1) the choice can be made only once in each calendar year; (2) payment is based on an hourly rate determined by dividing the employees monthly salary by 173.33; and (3) the maximum number of vacation hours that may be paid in any calendar year is one-third (113) of the annual accrual. B. Where a lump-sum payment is made to employees as a retroactive general salary adjustment for a portion of a calendar year that is subsequent the exercise by an employee of the vacation buy-back provision herein, that 11 RESOLUTION NO. 20031518 employee's vacation buy-back will be adjusted to reflect the percentage difference in base pay rates upon which the lump-sum payment was computed, provided that the period covered by the lump-sum payment includes the effective date of the vacation buy-back. 15. Professional Development Reimbursement: Employees (excluding Fire Chief and Assistant Chief(s)) are eligible for reimbursement of up to five hundred twenty- five dollars ($525) for each two (2) year period beginning on January 1, 1999, for memberships in professional organizations, subscriptions to professional publications, attendance fees at job-related professional development activities and purchase of job-related computer hardware and software from a standardized County approved list or with Department Head approval, provided each employee complies with the provisions of the Computer Use and Security Policy adopted by the Board of Supervisors and manuals. In order to receive reimbursement, the employee must have been in an eligible classification when the expense was incurred. In order to receive reimbursement for the 2003-2004 period, the expense must have been incurred between January 1, 2003 and December 31, 2004, inclusive. Individual professional development reimbursement requests must by approved by the Fire Chief. Reimbursement will occur through the regular demand process with demands being accompanied by proof of payment (copy of invoice or cancelled check). 16. Sick Leave Incentive Plan: Employees may be eligible for a payoff of a part of unused sick leave accruals at separation. This program is an incentive for employees to safeguard sick leave accruals as protection against wage loss due to time lost for injury or illness. Payoff must be approved by the Director of Human Resources, and is subject to the following conditions: A. The employee must have resigned in good standing. B. Payout is not available if the employee is eligible to retire. C. The balance of sick leave at resignation must be at least seventy percent (70%) of accruals earned in the preceding continuous period of employment excluding any sick leave use covered by the Family and Medical Leave Act, the California Family Rights Act, or the California Pregnancy Disability Act. D. Payout is by the following schedule: Years of Payment Payment of Unused Continuous Service Sick Leave Payable 3 - 5 years 30% 12 RESOLUTION NO. 20031 518 5 - 7 years 40% 7 plus years 50% E. No payoff will be made pursuant to this section unless the Contra Costa County Employees' Retirement Association has certified that an employee requesting a sick leave payoff has terminated membership in, and has withdrawn his or her contributions from, the Retirement Association. F. it is the intent of the Board of Supervisors that payments pursuant to this section preclude County retirement benefits resulting from employment by this County/District governed by the Board. 17. Video Display Terminal (VDT) Users Eve Examination: Employees are eligible to receive an annual eye examination on District time and at District expense provided that the employee regularly uses a video display terminal at least an average of two (2) hours per day as certified by the Fire District. Employees certified for examination under this program must make their request through the Benefits Service Unit of the County Human Resources Department. Should prescription VDT eyeglasses be prescribed for the employee following the examination, the District agrees to provide, at no cost, basic VDT eyewear consisting of a ten-dollar ($10) frame and single, bifocal or trifocal lenses. Employees may, through individual arrangement between the employee and the employees' doctor and solely at the employee's expense, include blended lenses and other care, services or materials not covered by the Plan. 18. Long-Term Disability Insurance: The County will continue in force the Long-Term Disability Insurance program with a replacement limit of eighty-five percent (85%) of total monthly base earnings reduced by any deductible benefits. 19. Uniform Allowance: The monthly uniform allowance for all employees in classes for which a uniform is required shall be fifty dollars ($50) per month. 20. Fire Management Educational Allowance Program: Employees in the specified Fire District management classifications who possess the certificates or educational degrees set forth below and/or meet the continuing educational requirements set forth below, are eligible for professional development educational allowances under the conditions set forth below. This program is intended to encourage the professional development of eligible Fire District Management personnel. Only the following classifications are eligible to participate in this educational allowance program: Fire Chief— Contra Costa (RPA1) 13 RESOLUTION NO. 2003/518 Assistant Fire Chief— Exempt (RPB1) Fire Marshal — (RJGA) Fire Training Chief— (RWHA) Supervising Fire Inspector--(RJHC) Only the following job-related certificates and degrees are eligible for this program: (a.) A Certificate of Achievement in Fire Technology, Business Administration, Management and Supervision, or a related field from an accredited college. (b.) An Associate of Arts or Science degree from an accredited college with a major in Fire Technology, Business Administration, Management and Supervision, or a related field. (c.) A Chief Officer Certificate issued by the Office of the State Fire Marshal. (d.) A Baccalaureate deciree from an accredited college or university with a major in Business, Public Administration, or a related field. All allowances will be designated as either temporary or permanent and will be awarded in increments of two and one-half percent (2.5%) times the employee's base rate of pay. The combined temporary and permanent educational allowances awarded to any employee may not exceed seven and one-half percent (7.5%) times the employee's base rate of pay. The following conditions must be satisfied in order to earn the designated allowance: Temporary Allowances A temporary allowance of two and one-half percent (2.5%) times the employee's base rate of pay may be awarded for annually completing at least forty (40) hours of pre-approved education or training or at least three (3) pre-approved college semester units (or equivalent quarter units), or a pre-approved combination thereof, in pursuit of any one of the certificates or degrees set forth in options (a.) through (d.) above or as pre-approved by the Fire Chief. A temporary allowance is effective for a period of only twelve months, commencing on the first day of the month after proof of completion of course work is received and approved by the Fire Chief or designee. Temporary allowances automatically terminate at the end of month twelve (12). 14 RESOLUTION NO. 20031 518 Permanent Allowances A permanent allowance of two and one-half percent (2.5%) times the employee's base rate of pay may be awarded for possession of one of the certificates or degrees set forth in options (a.) through (d) above. Only one two and one-half percent (2.5%) permanent allowance is available within this category. In the alternative, a permanent allowance of five percent (5%) may be awarded for possession of those certificates or degrees in the following combinations only: (1) options (b.) and (c.) or (2) options (a.) and (d.). An employee receiving the five percent (5%) permanent allowance may not also receive the two and one-half percent (2.5%) permanent allowance. This program is subject to appropriate administrative guidelines and controls promulgated by the Fire Chief and approved by the Director of Human Resources to ensure that the standards set forth herein are met. Verification of eligibility must be by the Fire Chief or designee. Payment of any of the allowances set forth herein begins on the first day of the month following the month in which the Fire Chief verifies eligibility for that allowance. 21. Fire Services Emergency Recall and Standby Differential: Effective September 1, 2002, each employee assigned to standby and emergency recall duty for a minimum of two (2) weeks each month is eligible for a salary differential in the amount of five percent (5%) times the employee's base rate of pay. Each employee assigned to standby and emergency recall duty for one (1) week in each four (4) consecutive week period is eligible to receive a differential in the amount of two and one-half percent (2.5%)times the employee's base rate of pay. 22. Executive Professional Development Reimbursement: In lieu of the benefits provided in Section 15, the Fire Chief and Assistant Chlef(s) are eligible for reimbursement of up to eight hundred twenty-five dollars ($825) for each two (2) year period, beginning January 1, 1999, for memberships in professional organizations, subscriptions to professional publications, attendance fees at job- related professional development activities and purchase of job-related computer hardware and software from a standardized County approved list or with Department Head approval, provided each employee complies with the provisions of the Computer Use and Security Policy adopted by the Board of Supervisors and manuals. In order to receive reimbursement, the employee must have been in an eligible classification when the expense was incurred. In order to receive reimbursement for the 2003-2004 period, the expense must have been incurred between January 1, 2003 and December 31, 2004, inclusive. 15 RESOLUTION NO. 20031 518 If. BENEFITS FOR FIRE CHIEF As the Chief Officer of the Fire District, the Fire Chief receives the benefits provided under Fart I and the following additional benefits: 23. Executive Automobile Allowance. Effective May 1, 2003, the Fire Chief is eligible to receive a $450 per month automobile allowance, plus mileage, at the rate per mile allowed by the Internal Revenue Service (IRS) as a deductible expense. Receipt of the automobile allowance requires the Fire Chief to furnish a private automobile for District business. 24. Executive Life Insurance: In lieu of the insurance provided under Section 13, the Fire Chief is covered, at District expense, by term life insurance in the amount of fifty thousand dollars {$50,006}, additional to the insurance provided under Section 2.16. 16 RESOLUTION NO. 2003/518 JUL 1 1 2003 101103 OFFICE OF COUNTY ADMINISTRATOR SI'T'ION ADJUSTMENT REQUEST � NO. ..�..,..,a.�..w,�,.._...�.,�,,.,,.�..,_.,.., DATE 6/30/03 Department: Department No./ COPERS Fmpia wqt&Human Services Budget Unit No. 502 Org. No. 5211 Agency No. A19 Action Requested: Add one 1FTE Children's Services Clerical Specialist J9SC sition in Childrens and Famit Bureau and cancel Clerk Senior Level#04139 _ Proposed Effective Date: Day after Board action - Classification Questionnalre attached: Yes CI No M /Cost is within Department's budget: Yes CI No a Total One-Time Costs(non-salary)associated with request: $00 Estimated total cost adjustment(salarylbenefltsione fin-e): z Total annual cost $WIM <ABS`s Net County Cast $41 '41X t7o &Wrf/ Total this FY $41kW r-3 Fa N.C.C.this FY t a3@ 'vEa SOURCE OF FUNDING TO OFFSET ADJUSTMENT State/Federal funding,cancel Clark Senior level Posl4i Department must initiate necessary adjustment and submit to GAO. , Use additional sheet for further explanations or comments. )LA r f (for)Department Hea v, REVIEWED BY CAO AND RELEASED TO HUMAN RESOURCES DEPARTMENT ':7 - 7 Depuuty County Ad inistr or Date HUMAN RESOURCES DEPARTMENT RECOMMENDATION DATE: 8/26/03 Add one (1) Children's Services Clerical Specialist (J9SC) position at salary level M50-1838; !Cancel one (1) Clerk.-Senior Level position number 4139 at salary* level XC-1835. Resolution 71/97 establishing positions and resolutions allocating classes to the BasdDempt salary schedule. �i Effecfive: ISi Day following Board Action. i 0 (Date) � (for}Dire r of Human Resources COUNTY ADMINISTRATOR RECOMMENDATION BATE: Approve R.eco mendation of Director of Human Resources C] Disapprove Recommendation of Director of Human Resources 13 Other: (for)County Ndministrator BOARD OF SUPERVISORS ACTION: John Sweeten,County Administrator and Clerk of the Board of Supervisors Adjustment APPROVED El DISAPPROVED 13 X DATE: s 9, 2005 BY: APPROVAL OF THIS ADJUSTMENT CONSTITUTES A PERSONNEUSALARY RESOLUTION AMENDMENT POSITION ADJUSTMENT ACTION TO BE COMPLETED BY HUMAN RESOURCES DEPARTMENT FOLLOWING BOARD ACTION Adjust class(es)/position(s)as follows: If Request is to Add Traject Positions/Classes, please complete Cather side AUG 0 5 2003 POSITION ADJUSTME REQUEST NO. OFFICE OFI u2tewDATE Vl Rtftf COUNTY ADMINI TRAT�71� .-" DEPARTMENT/ Ct?PERS DEPARTMENT:Health Services/Hosp&HC BUDGET UNIT NO. 0540 ORG NO. 6370 AGENCY NO. A-18Action Requested:Cancel-one(l)vacant Physical Thera ist I V5VEposition#8242 and add two(2120/40 Thergpv Assistant fV5WF ositions. Proposed Effective Date: Classification Questionnaire attached: Yes 0 No ✓ i Cost within Department's budget: Yes,( No❑ c c� Total One-Time Costs(non-salary)associated with request: $ 0 „ Estimated total cost adjustment(salary/benefits/one time): 77 Total annual cost $ 0 Net County Cost $ 0 Cn Total this FY $ 0 N.C.C. this FY $ 0 ' SOURCE OF FUNDING TO OFFSET ADJUSTMENT Cancellation of position#8242 Department must initiate necessary adjustment and submit to CAO. Use additional sheet for further explanations or comments. 4� r)Dd REVIEWED BY CAO AND RELEASED TO HUMAN RECOURCES DEPARTMENT Deputyounry Administrator Date HUMAN RESOURCES DEPARTMENT RECOMMENDATION DATE August 21 . 200 Cancel one (1) Physical Therapist I position #8242; ADD two (2) Permanent Part-time 20/40 Therapy Assistant positions, (V5WF) Amend Resolution 71/17 establishing positions and resolutions Ilocatin classe to the Basic/Exempt salary schedule. �. ,. Effective: XX Day following Board Action. 0 Sep 9, {Date) or Darector of Human Resources COUNTY ADMINISTRATOR RECOMMENDATION DATE: g 5 r Approve Recommendation of Director of Human Resources n Disapprove Recommendation of Director of Human Resources o Other: {for County Administrator BOARD OF SUPERVISORS ACTION: John Sweeten,Clerk of the Board of Supervisors and County Adjustment APPROVED Ci DISAPPROVED 0 Administrator t � Date: $Wtember 9, 2003 BY: A 1 POSITION ADJUSTMENT ACTION TO BE COMPLETED BY HUMAN RESOURCES DEPARTMENT FOLLOWING BOARD ACTION. Adjust class(es)/position(s)as follows: If Request is to Add Project Positions/Classes,please complete other side RECEIVED JUL 2 3 2003 POSITION ADJ T RE VEST 4. Ic OFFICE OF EN 1�j NO. € I~INTY AI7MII I ."BATOR �f - DATE - 2 q- 1.-3 DEPARTMENT NO./ COPERS DEPARTMENT: Health Services/Hospital &HC BUDGET UNIT NO. 0301 ORG NO. 5701 AGENCY NO. A-18 ACTION REQUESTED: Cancel one(�1)PPT 20/40) Registered Nurse EUeerienced Level(VWXD)position(# 10602)and add one(1)PPT{20/40)Charge Nurse(VWTF)position at the West County Detention Facility PROPOSED EFFECTIVE DATE: CLASSSIFICATION QUESTIONAIRE ATTACHED: YES C NO ® Cost is within dept budget: Yes 0 N =Y- TOTAL ONE TIME COSTS (non-salary)ASSOCIATED WITH REQUEST: $ 0 C_ ESTIMATED TOTAL COST ADJUSTMENT(salary/benefits/one-time): TOTAL ANNUAL COST $ 50.365 NET COUNTY COST$ 2.248 TOTAL THIS FY $ 37.775 N.C.C.THIS FY $ 1,686 SOURCE OF FUNDING TO OFFSET ADJUSTMENT General County Funds DEPARTMENT MUST INITIATE NECESSARY ADJUSTMENT AND SUBMIT TO CAO. USE ADDITIONAL SHEET FOR FURTHER EXPLANATIONS OR COMMENTS. C ar ey Taylo P rs nnel Services Analyst (for)DBP MENT HEAD REVIEWED BY CAO AND RELEASED TO HUMAN CES DEPARTMENT Z�" D UTY CO Y ADMINISTRATOR ATE HUMAN RESOURCES DEPARTMENT RECOMMENDATION: DATETUgUSt 21, ancel one (1) Registered Nurse - Experienced Level position#10602 ADD one (1) Permanent Part-time D/40 Charge Nurse position. (VWTF) Amend Resolution 71/17 establishing positions and resolutio allocatinCclasse)o the Basis/Ex,- t salary schedule. Effective: XXXDay following Board Action [� (date) (for) DI TOR OF HUMAN RESOURCES COUNTY ADMINISTRATOR RECOMMENDATION DATE: Zzzo pprove Recommendation of Director of Human Resources ❑Disapprove Recommendation of Director of Human Resources 0 Other: (for) COU�NT Y ADMINSTRATOR BOARD OF SUPERVISORS ACTION: JohaSwe en,Clerk of the Board of Supervisors/County Administrator �Adjustment APPROVED a DISAPPROVED © 1 "' IDATE:S 9 2003 BY. �t�C r APPROVAL OF THIS ADJUSTMENT CONSTITUTES A PERSONNEL/SALARY RESOLUTION AMENDMENT POSITION ADJUSTMENT ACTION TO BE COMPLETED BY HUMAN RESOURCES DEPARTMENT FOLLOWING BOARD ACTION. Adjust class(es)/position(s)as follows: IF REQUEST IS TO ADD PROJECT POSITIONS/CLASSES,PLEASE COMPLETE OTHER SIDE