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HomeMy WebLinkAboutMINUTES - 12142004 - C.54-C.58 _. TO: BOARD OF SUPERVISORS CONTRA FROM: Leslie T. Knight, Assistant County Administrator- COSTA Director of Human Resources K� DATE: December 14, 2004 COUNTY SUBJECT: P30019801 SPECIFIC REQUESTS)OR RECOMMENDATION(S)&BACKGROUND AND JUSTIFICATION RECOMMENDATION ADOPT Position Adjustment Resolution No. 19801 canceling position #12371 Information Systems Programmer/Analyst I and adding one Information Systems Specialist I position in the Library, as recommended by the Assistant County Administrator-Director of Human Resources. FISCAL IMPACT Annual cost savings of$11,970 is associated with this action. BACKGROUND This action is requested by the Library Department in consideration of their staffing needs to improve customer services and operations. The Information Systems Programmer/Analyst I position was initially added to manage and maintain the Library's web page and Intranet. However, a re-evaluation of the Library's Information Technology unit showed that the web page duties can be assigned to an existing position; thus, eliminating the need for the ISPA I position. The new Information Systems Specialist I position is necessary to ensure .the Library's hardware, software, and telecommunications needs are met in an effective and timely manner. CONSEQUENCE OF NEGATIVE ACTION If the position is not allocated, the cost to meet the Library's information technology needs is at a higher rate. ....... t CONTINUED ON ATTACHMENT: ES SIGNATUkA4T 4 r .'`RECOMMENDATION OF COUNTY ADMINISTRATOR RECOMMBOARD COMMITTEE --APPROVE OTHER SIGNATURE(S): ACTION OF BC71AR {ON -k t`f w f 'i}Ci APPROVED AS RECOMMENDED OTHER : r' VOTE OF SUPERVISORS I HEREBY CERTIFY THAT THIS IS A TRUE AND CORRECT UNANIMOUS{ABSENT ' ) COPY OF AN ACTION TAKEN AND ENTERED ON THE AYES: NOES: MINUTES OF THE BOARD OF SUPERVISORS ON THE DATE ABSENT: ABSTAIN:_ c.. " SHOWN. Orifi.Dept: Human Resources Department ATTESTED r � � ✓?� ;� .. Cc: County Administrator JOHN SWEETEN,CLERK OF TH ARD O SUPERVISORS AND COUNTY ADMINISTRATOR BY ; t,� DEPUTY M382(10!88} ' OV 1-12004 OFFICE OF POSITION ADJUSTMENT R QU �a « NO. COUNTY ADMINISTRATOR DATE 10x13/04 Department No./ CODERS Department Library Budget Unit No. 0620 Org No. 3714 Agency No. 85 Action Requested Delete position#12371,Information Systems Program Analyst I(LPWA)and add one Information Systems _Specialist I(LTWA). This will result in salary savings. Proposed Effective Date: 12/1/04 Classification Questionnaire attached: Yes ❑ No [R/Cost is within .Department's budget: Yes No [ ] Total One-Titre Costs (non-salary) associated with request: $0 Estimated total cost adjustment (salary/benefits/one time: Total annual cost $0 Net County Cost $0 Total this FY $0 N.C.C. this FY 0 _ SOURCE OF FUNDING TO OFFSET ADJUSTMENT This will result in a salary savings of$11,970 ..w.t Department must initiate necessary adjustment and submit to CAU. Use additional sheet for further explanations or comments (for) Department Head - _ --------------------------------- __---------------------- - "v ---------- ------------------------ _ - - --------------------.. - --_---------- ---------------------------------- ---- ---- ------------------- REVIEWED BY CAO AND RELEASED TO HUMAN SERVIC EPARTMENT �.eputy County "ministrator Date HUMAN RESOURCES DEPARTMENT RECOMMENDATION DATE ACID one (1) Information Systems Specialist I position (LTWA $3,519 - $4 ,275) and CANCEL one (1) Information Systems Programmer"/Analyst I position number #12371 (LPWA 17 - $5,490) in the Library. Arland Resolution 71/17 establishing positions and resolutions allocating classes to the asic/Exempt salary sche I le Effective: ❑Day following Board Action. ' (Date) 1 (for Director of Human Resources -------------------------- - ---------_--------_ --------------............ -_ --- ----- -/---------1_------------------------------------------------------------------------------ ------------------------ ----__-------------------------------------------------------------- =-----------t----------------- ----------------------------- --------------------------------------- COUNTY ADMINISTRATOR RECOMMENDATION DATE: FT Approve Recommendation of Director of Human Resources ; ❑ Disapprove Recommendation of Director of Human Resources ❑ Other: (for)County Administrator -------__-__-_-------_______ ________ BOARD OF SUPERVISORS ACTION John Sweeten,Clerk of the Board of Supervisors Adjustment APPROVED DISAPPROVED❑ and County Admini trator DATE: t BY: APPROVAL OF THIS ADN MENTI CONSTITUTES A PERSONNEL/SALARY RESOLUTION AMENDMENT _. POSITION ADJUSTMENT ACTION TO BE COMPLETED BY I-IUMAN RESOURCES DEPARTMENT IrOLLOWINU BOARD ACTION Adjust class(es)/position(s) as follows: Contra TO: BOARD OF SUPERVISORS Costa FROM: LESLIE KNIGHT, Assistant County Administrator- Director of Human Resources County DATE: December 14, 2004 SUBJECT: P300 #1 9743-Department of Information Technology SPECIFIC REQUEST(S)OR RECOMMENDATION(S)&BACKGROUND AND JUSTIFICATION RECOMMENDATION: Adopt Position Adjustment Resolution Number 19743, reallocating the salary of Telecommunications Manager(PEDC) from B85-1814 to B85-1954. FISCAL IMPACT: This action will result in an annual cost of $18,896. Funding for this position is within the Department's budget and the cost is recovered through user fees. BACKGROUND: Up until this year, the classifications of Fire District Telecommunications Manager, Sheriff's Telecommunications Technology Manager, and Telecommunications Manager were all equally compensated. Salary adjustments have already been granted to the classes of Fire District Telecommunications Manager and Sheriffs Telecommunications Technology Manager. CONSEQUENCE OF NEGATIVE ACTION: The consequence of negative action will result in the inability of the Department to staff this complex area and correctly compensate the incumbent. � F CONTINUED ON ATTACHMENT: YES SIGNATURI RECOMMENDATION OF COUNTY ADMINISTRATOR VREOMMENDATION OF BOARD COMMITTEE APPROVE OTHER SIGNATURES .� "- ACTION OF BO�RR ON ' 1: �' ' ' APPROVED AS RECOMMENDED X OTHER VOTE OF SUPERVISORS I HEREBY CERTIFY THAT THIS IS A TRUE AND CORRECT COPY OF AN ACTION TAKEN AND ENTERED ON MINUTES OF r THE BOARD OF SUPERVISORS ON THE DATE SHOWN. UNANIMOUS(ABSENT ° �� ) AYES: ES: ABSENT: ABSTAIN: Contact: Alan Schulze,3-1305 Jennifer Lo,5-1722 t z Cc: Department of Information Technology ATTESTED Human Resources JOHN SWEETEN,CLERK OF THE OARD O,SUPERVISORS BY: ( ? DEPUTY OFFICE OF POSITION ADJUSTMENT REQUENO. C ?UTY AdM€Ij �; , � DAT � � ra -. .. - -_ . Department No./ COPER� Department DoIT/_Telecommunications Budget unit NO. 0060 Org No. 4280 Agency No. 0003 Action Req ted ReallocALA the salary for thp. classification of Telecommunicatibn's Manager to B 5-1 4. ropose ec eve Date: 1-::12004 Classification Questionnaire attached: Yes 0 No N # Cost is within Department's budget: Yes El No 0 - - Total One-Time Costs (non-salary) associated with request: $ 0 ; Estimated total .cost adjustment {salary/benefits/one time: 0 r- Total annual cost $_8,x96 Net County Cost $ Total this EY 18 8G , N.C.C. this EY $ p SOURCE OF FUNDING TO OFFSET ADJUSTMENS�Flinaing for this position is included fn Telecommunica- tions' budget & costs are recovered through user fees. Department mast Initiate necessary adjustment and submit to CAD. Lbe additional sheet for further eVienations or comment& UorT DepArtmentea " REVIEWED BY CAO AND RELEASED TO HUMAN RESOURCES. PARTMENT J� _. �. .` epu' jrcir# y Idmn`�' sirafor Dat6 14UMAN RESOURCES DEPARTMENT RECOMMENDATION DATE REALLOCATE the salary of Telecommunications Manager (PEDC) from B85-1814 ($6,188.74-$7,522.45) B85-1954 ($7,108.91-$8,640.93) . Arend SesoMon 71/17 establlshIng positions and resolutions ellowting chanes to the$affil srnpt salary d tied . Effective: ❑ Day following Board Action. A7-J --(Date) ':. a or �rec or of Human Resources ,CO NTY ADMINISTRATOR RECOMMENDATION DATE: /;z-ZA22-1 Approve Recommendation of Director of Human Resources -- Disapprove Recommendation of Director of Human Resources 0 Other' or oto y minis ra or BOARD OF SUPERVISORS ACTION: John Sweeten, Clerk of the Board of Supervisor! Adjustment APPROVED DISAPPROVED 0 an Count Administrator DATE: _ ; BY: � w r APPROVAL OF THIS ADJUSTMENT CONSTITUTES A PERSONNEL/SALARY RESOLUTION AMENDMENT POSITION ADJUSTMENT ACTION TO BE COMPLETED BY HUMAN RESOURCES DEPARTMENT FOLLOWING BOARD ACTIOI Adjust class(es)/position(s) as follows: If Request is to .Add Project Positions/Classes, please complete other side, Paw 0 347}POV 71im Uointra TO: BOARD OF SUPERVISORS .; FROM: JOHN SWEETEN, County Administrator U 't DATE. December 14, 2004 ' '; `ou nILLY SUBJECT: ADOPT RESOLUTION 20041651 SPECIFIC REQUEST(S)OR RECOMMENDATION(S)&BACKGROUND AND JUSTIFICATION RECOMMENDATION: ADOPT RESOLUTION 20041651 AMENDING Personnel Management Regulation, Part 720 FISCAL IMPACT: Undetermined. Hiring candidates who have already been training can be expected to result in lower training costs. Hiring candidates who have demonstrated the ability to effectively execute the duties of a particular position can be expected to result in lower costs associated with employee turn-over. BACKGROUND: On 11-24-92, the County adopted PMR Section 720 authorizing employees who had been employed on a temporary basis to be certified for merit system positions, on a departmental basis. Section 720 was re-authorized in 1995 and 1997 but is currently expired. This procedure allows appointing authorities the opportunity to receive certification of temporary employees who have worked in their department for an extended period and who are already trained to perform the position's duties. CONSEQUENCE OF NEGATIVE ACTION: When a position which has been filled on a temporary basis, is to be filled on a permanent basis, the appointing authority may be unable to retain a candidate who is currently filling the positon. CONTINUED ON ATTACHMENT: d,_ YES SIGNATURE: r` RECOMMENDATION of COUNTY ADMINISTRATOR _ RECOM DATION OF BOARD COMMITTEE APPROVE OTHER SIGNATURE(S): r ACTION OF BOA `DN N � ' �; APPROVED AS RECOMMENDED. OTHER VOTE OF SUPERVISORS I HEREBY CERTIFY THAT THIS IS A TRUE AND CORRECT COPY OF AN ACTION TAKEN AND ENTERED ON MINUTES OF THE BOARD OF SUPERVISORS ON THE DATE SHOWN. -,UNANIMOUS(ABSENT" AYES, NOi 5: ABSENT: ABSTAIN: Contact: Larry Daniel,Personnel Services Supervisor,5-1716 Cc: ATTESTED �' rf . ✓✓_; a;s x" t,..l ,. JOIN SWE i EN,CLERK OF THE BOAR O��EJi�ERVl 3 BY: +_:'_ '<` 4 "d DEPUTY `�y� i'.-' 0 C.56 THE BOARD OF SUPERVISORS OF CONTRA COSTA COUNTY, CALIFORNIA Adopted this Resolution on December 14, 2004, by the following vote: AYES: SUPERVISORS GIOIA, UILKEMA, GREENBERG, AND DeSAULNIER NOES: NONE ANENT: SUPERVISOR FEDERAL D. GLOVER A13STAIN:NONE Resolution Na. 2Q4�4t� Subject: AMENDMENT TO PERSONNEL } MANAGEMENT REGULATION } PART 720) WHEREAS, THE Human Resources Director has requested, and the County Administrator has recommended that an amendment to Personnel Management Regulation, Part 720 be adopted; AND Personnel Management Regulation, Part 720 is beneficial to the County in that it provides for the selective certification of candidates, on a departmental bans, who have already been performing related duties. This action is expected to result in savings to the County because temporary employees have demonstrated the ability to perform the related duties; AND This amendment being necessary to adopt, on a permanent basis,the provisions previously adopted on a temporary basis, NOW, THEREFORE, BE IT RESOLVED that the Board of Supervisors in its capacity as governing Board of the County of Contra Costa, and all districts which it is the enc-officio governing Board, amends the Contra Costa County Personnel Management Regulation, Part 720, to provide: Part 720, CERTIFICATI N ON A DEPARTMENTAL ASIS OF ELIQIBLE(SI EMPLOYED FOR AT :LEA T TINE VE (121 MONTHS IN TEMPORARY PQaITIQNS. The following conditions are all necessary for selective certification for such eligibles: a) a vacancy exists in a classified merit system position; b) the eligible has worked in a temporary employment status in a position within the class or a closely related class for at least 2080 hours within the last three (3) Years; c) the appointing authority requests the selective certification in writing; d) the Director of Human Resources approves the requested selective certification. I hereby certify that this is a true and correct copy of ars action tart and entered on the minutes of the Board of Superiors on the date shown: 'TT""': ("a DECEMBER 14, 2004 JOHN "EETEN, Cleric of the Hoard of Superto and County Admitsietrator . l , Contact: Human Resources Department, Personnel Services Division (5-1716) cc: County Counsel All Departments and Fire Districts All Employee Organizations RESOLUTION NO. 20041LIL TO: BOARD OF SUPERVISORS k: CONTRA FROM: Leslie T. Knight, Assistant County Administrator- Director of Human Resources ; ,_.h COSTA DATE: December 14, 2004 °+` _'x` COUNTY SUBJECT: Compensation and Benefits Authorized for County Elected and Appointed Department Heads, Management, Exempt and Unrepresented Employees SPECIFIC REQUEST(S)OR RECOMMENDATION(S)&BACKGROUND AND JUSTIFICATION RECOMMENDATION: Adopt Resolution No. 2004/648 to amend Resolution No. 2004/196 (Management Resolution) to clarify previsions for administrative leave and to make other changes as recommended by the Assistant County Administrator-Director of Human Resources. BACKGROUND: Resolution No. 2004/648 amends Resolution No. 2004/196, which was adopted on May 18, 2004. It includes the following changes and additions: 1. Clarify language in Section 14, Annual Management Administrative Leave and Section 33, Attorney Management Administrative Leave to make it consistent with County policy and practice. 2. Additional eligible classes were added to Section 54, Professional Development Differential for Treasurer-Tax Collector Management Classes. 3. Added Section 61, Employment and Human Services Manager Differential as approved in Board Resolution No. 2004/645 on December 7, 2004. CONTINUED ON ATTACHMENT: YES SIGNATURE: m- RECOMMENDATION OF COUNTY ADMINISTRATOR RECOMMENDATION OF BOARD COMMITTEE APPROVE OTHER SIGNATURES ACTION OF BOARD ON ' `� 14 o APPROVED AS RECOMMENDED OTHER VOTE OF SUPERVISORS ='t 1 HEREBY CERTIFY THAT THIS IS A TRUE AND CORRECT UNANIMOUS(ABSENT } ) COPY OF AN ACTION TAKEN AND ENTERED ON THE AYES: NOES: MINUTES OF THE BOARD OF SUPERVISORS ON THE DATE ABSENT: ABSTAIN: SHOWN. Orig.Dept: Human Resources Department ATTESTED Cc: County Administrator JOHN SWEETEN,CLERK OF THE BOAAD OF SUPERVISORS AND COUNTY ADMINISTRATORBY s M382(10/88) DEPUTE' THE BOARD OF SUPERVISORS OF CONTRA COSTA COUNTY, CALIFORNIA Adopted this Order on DECEMBER 14.2004 - - by the following vote: AYES: SUPERVISORS GIOIA, UILKEMA, GREENBERG,&DESAULNIER NOES: NONE ABSENT: FEDERAL D. GLOVER ABSTAIN: NONE SUBJECT: Compensation and Benefits } Authorized for County Elected and ) Appointed Department Heads, ) Management, Exempt, and } Resolution No. 2004/648 Unrepresented Employees for the ) Period October 1, 2002 to ) September 30, 2005 and Until } Further Order The Contra Costa County Board of Supervisors acting solely in its capacity as governing Board of the County of Contra Costa RESOLVES THAT: Effective upon adoption and continuing to September 30, 2005, and until further Order of the Board,the Board adopts the following program of compensation and benefits for County Elected and Appointed Department Heads, Management Employees, Exempt Employees and Unrepresented Employees. Except for provisions that become effective on January 1, 2003, and except for Resolution Nos. 99/555, 2002/6018, and 2002/615, this Resolution supercedes all previous resolutions providing compensation and benefits for the employees listed herein, including but not limited to Resolution Nos. 2004/196 and 2004/645. Unless expressly provided otherwise, this Resolution is subject to the provisions of Resolutions providing general and pay equity salary adjustments; Administrative Bulletins; the 1937 County Employees Retirement Act; Memoranda of Understanding covering represented Managers; the County Salary Regulations; and the County Personnel Management Regulations. This Resolution does not authorize compensation and benefits for any Management or Unrepresented employees of the Contra Costa County Superior Court. Management and Unrepresented employees include employees in Classified, Project and Exempt classifications. This Resolution is organized to distinguish (i)those general County benefits provided to all Managers,Exempt and Unrepresented employees;(ii)those benefits provided exclusively to Management and Exempt employees; (iii) benefits provided to Elected and Appointed Department Heads; and (iv) those benefits that are provided specifically to Managers and Unrepresented employees within selected departments or classifications. 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. BENEFITS FOR MANAG-EMENL EXEMPT AND UNREPRESENTED EMPLOYEES are provided for those classes listed in Exhibit A. Il. BENEFITS FOR MANAGEMENT AND EXEMPT EMPLOYEES are provided for those classes listed in Exhibit A, excepting the classes listed in Exhibit B. Ill. BENEFITS FOR ELECTED AND APPOINTED DEPARTMENT HEADS are provided for those classes listed in Exhibit C. IV. SPECIAL BENEFITS FOR MANAGEMENT EMPLOYEES BY DEPARTMENT OR CUSS are provided as indicated in each section. Orig dept.: Human Resources Department-Leslie Knight(x5-1766) cc: County Administrator's Office County Counsel-Vickie L.Dawes Auditor—Controller-Elizabeth Verigin RESOLUTION NO. 2004/648 TABLE-OF CONTENn Resolution No. 20041648 1. Benefits for Management Exempt, and Unrepresented Employees 1. Leaves With and Without Pay 1.10 Holidays (list of holidays observed by the County) 1.11 Definitions 1.12 Holidays 1.13 Holidays - Flexible and Alternate Work Schedules 1.14 Holidays - Part-Time Employees 1.15 No Overtime Pay, Holiday Pay, or Comp Time 1.16 Personal Holiday Credit 1.20 Vacation 1.30 Sick Leave 1.40 Part-Time Employees 1.50 Family Care Leave 1.60 Leave Without Pay-Use of Accruals 2. Health and Dental Benefits 2.10 Health Plan Coverages 2.11 County Health and Dental Plan Contribution Rates 2.12 Life Insurance Benefit Under Health and Dental Plans 2.13 Supplemental Life Insurance 2.14 Health Plan Coverage and Provisions 2.15 Retirement Coverage 2.16 Dual Coverage 2.17 Family Member Eligibility Criteria 2.18 Catastrophic Leave Bank 2.19 Health Care Spending Account 2.20 PERS Long-Time Care 2.21 Dependent Care Assistant Program 3. Personal Protective Equipment 3.10 Safety Shoes 3.11 Safety Eyeglasses 4. Mileage Reimbursement 5. Retirement Contribution i RESOLUTION NO. 2004/648 6. 414H2 Participation 7. Training 7.10 Career Development Training Reimbursement 7.11 Management Development Policy 8. Bilingual Pay Differential 9. Higher Pay for Work in a Higher Classification 10. Workers' Compensation and Continuing Pay 10.10 Waiting Period 10,11 Continuing Pay 10.12 Physician Visits 10.13 Labor Code §4850 Exclusion 11. Other Terms and Conditions of Employment 11.10 Overtime Exempt Exclusion 11.11 Overtime 11.12 Length of Service Credits 11.13 Mirror Classifications 11.14 Deep Classes 11.15 Administrative Previsions I[. Benefits for Management and Exempt Employees 12. Management Longevity Pay 13. Deferred Compensation Incentive 14. Annual Management Administrative Leave 15. Management Life Insurance 16. Vacation Buy Back 17. Professional Development Reimbursement 18. Sick Leave Incentive Plan 19. Video Display terminal (VDT) Users Eye Examination 20. Long-Term Disability Insurance 21 RESOLUTION NO. 2004/648 III. Benefits for Elected and Appointed Department Heads 21. Executive Automobile Allowance 22. Executive Life Insurance 23. Executive Professional Development Reimbursement 24. Appointed Department Heads 25. Elected Department Heads 26. Elected Department Head Benefits IV. Special Benefits for Management Employees by Dquartment or Class 27. Accounting Certificate Differential 28. Agriculture Department Differential 29. Angiogram Differential 30. Animal Services Search Warrant 31. Animal Services Uniform Allowance 32. Attorney Fixed-Term Classes 33. Attorney State Bar Dues 34. Attorney Management Administrative Leave 35. Attorney Professional Development Reimbursement 36. Assessor Education Differential 37. Assessor Mileage Reimbursement 38. Budget Coordinator Pay 39. District Attorney Investigator P.O.S.T. 40. Longevity Differential for District Attorney Law Enforcement Management 41. Engineer Continuing Education Allowance 42. Engineer Professional Development Reimbursement 43. Engineer Structural Registration Differential 44. Library Department Holidays RESOLUTION NO. 20041648 8V9/VOOZ 'ON NoIln`!om AT lelJuaJa..!n Ja6euelN uols!n!Q saoi/ueS uewnH pue ju9wAoldw3 '69 Aed aWl:panp ua9l(7 Jad-asinN 901Apy JjejS pue wGIG aad-esmN -4e1S '09 lelluejeg!Q uolleoll!:P90 aolealslulwPV uolleJlsl69d/suo40913 pa!I!:aa:o '69 aouemolIV uo!leonp3 sia6eueVq aoueua#u!eVq qaoM o!lgnd `95 le!luejejjyj uollowlsuoo leuoseaS sNioM o!lgn,d -L9 lellu9aa)1!p �JOM A3u96J;Dw3 s)ljoM o!lgnd '95 }}p AeQ painpayoS saa6euelN eoueualuleW sNioM o!lgnd '99 sasselo juawo6eueN joloalloo xei-joinseaii jol le!luajag!(] ;uawdolanaC] leuolssa}oJd `17g eouemoild uajoj!un s jpjags -E5 lu9w96eueltq lu9ua93JOlu3 me-1 sJ!JayS Joh leljuaJa.,!{] A4!n96uo-1 -Zg lelluaaaj}!(l AgpuejS saoimaS Aoua6aaw:; s,gij,9gS 'I,5 eouemolIV uo!leonp3 6u!nu!;uoo sg!jegS *09 '-L'S-O'd lu9ua96euelN uJOmS s,-}!JGgS "6t, leljuaaa.4!{] ajeo!J!:aao paouenpy ju96y AljedOJd lead '817 sn#ejS paluesaidajun slsulawoldo/sls!jle!Pad 117 le!lu9J9.4Q #uswu6!ssy Jauueld leIuaWUOJ!nu3 /111 Jauueld '917 Aed Aep!loH wal(l aad -asjnN aolAPV;4elS Pue 'wG'Cl '9d-asinN 4elS °jojeuipj000 :4!qS 6u!sinN `517 I. BENEFITS FOR MANAGEMENT EXEMPT ANd NREPRESENTED EMPLOYEES 1. Lewes With and Without PaY 1.10 Holidays:The County will observe the following holidays during the term covered by this Resolution: New Year's Day Labor Day Martin Luther King Jr. Day Veterans' Day Presidents' Day Thanksgiving Day Memorial Day Day after Thanksgiving Independence Day Christmas Day Such other days as the Board of Supervisors may designate by Resolution as holidays. 1.11 Definitions: 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: A 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 9180 schedule and the 4110 schedule are two examples of flexible work schedules. Alternate Work Schedule: An alternate work schedule is any work schedule where the employee is regularly scheduled to work five (b) days per week, but the employee's regularly scheduled days off are NOT Saturday and Sunday. 1.12 holidays: Employees on regular, flexible, and alternate work schedules are entitled to observe a holiday(day off work),without a reduction in pay,whenever a holiday is observed by the County. Any holiday observed by the County 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 and Alternate Work Schedules: When a holiday falls on the regularly scheduled day off of any employee who is on a flexible or alternate 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 work week in recognition of their regularly scheduled day off. The requested day off must be within the same work week as the holiday and it must be pre-approved by the employee's supervisor. If the day off is not approved by the supervisor, it is lost. 1.14 Holidays - Part-Time Employees: Permanent, part-time employees are entitled to observe a holiday (day off work) in the same ratio as the number of hours in the part time employee's weekly schedule bears to forty (40) hours. 1 RESOLUTION NO. 20041648 1.15 No Overtime Pay Holiday-Pn-or CoMp Time: Unrepresented, management, and exempt 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 the day off), are authorized to receive overtime pay ONLY IF the employee is on the Overtime Exempt Exclusion List (see Section 11). 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 County 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 Accrual Cumulative Length of Service Hours Hours Under 11 years 10 240 11 years 10-2/3 256 12 years 11-1/3 272 13 years 12 288 14 years 12-2/3 304 15 through 19 years 13-1/3 320 20 through 24 years 16-2/3 400 25 through 29 years 20 480 30 years and up 23-1/3 560 1.30 Sick Leave: Employees are entitled to accrue paid sick leave credit in accordance with the provisions of the County Salary Regulations and Administrative Bulletin No. 411.7 (Sick Leave Policy) adopted on October 17, 1997, as periodically amended. 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 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. 1.60 Leave Without Pay- Use of Accruals: The provisions of Section 1006.6 of the Personnel Management Regulations, as amended, relating to use of accruals while on leave without pay, apply to all employees covered by this Resolution. 2 RESOLUTION NO. 20041648 2. Health and Dental Benefits 2.10 Health Plan Coverages: Effective January 1, 2000, the County will provide the medical and dental coverage for Management, Exempt, and Unrepresented employees and for their eligible family members, expressed in one of the Health Plan contracts and one of the Dental Plan contracts between the County and the following providers: a. Contra Costa Health Plans (CCHP), Plan A b. Contra Costa Health Plans (CCHP), Plan B c. Kaiser Foundation Health Plan d. Health Net HMO e. Health Net PPO f. Delta Dental g. PMI Delta Care Dental 2.11 County Health and Dental Plan Contribution Rates: The County will pay the following proportions of the monthly premium charge for employees and for their eligible family members: a. Contra Costa County Health Pians, Plan A, ninety-eight percent (98%). b. Contra Costa County Health Plans, Plan B, Ninety percent (90%). c. Kaiser Foundation Health Plan, eighty percent (80%) d. Health Net HMO, eighty percent (80%). e. Health Net PPO, sixty-six and 271100 percent (66.27/0), provided that the County will pay only fifty percent (50%) of any premium increase after January 1, 2000. f. Delta Dental and PMI Delta Care Dental when combined with Contra Costa County Health Plans, Plan A or Plan B, ninety-eight percent (98°!%). g. Delta Dental when combined with Kaiser Foundation Health Plan, Health Net HMO or Health Net PPO, seventy-eight percent (78%). h. PMI Delta Care Dental when combined with Kaiser Foundation Health Plan, Health Net HMO, or Health Net PPO, seventy-eight percent (78%). i. Delta Dental or PMI Delta Care Dental not combined with any health plan, one hundred percent (100%) less one cent ($.01). 2.12 Life Insurance Benefit Under Health and Dental Plans: 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. 2.13 Supplemental Life Insurance: In addition to the life insurance benefits provided bythis resolution,employees may subscribe voluntarily and at theirown 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. 3 RESOLUTION NO. 20041648 2.14 Health Plan Coverages and Provisions: The following provisions are applicable regarding County Health Plan participation: a. Health Dental and Life Participation by Other Employees: Permanent part- time employees working nineteen (19) hours per week or less and permanent-intermittent employees may participate in the County Health or Dental plans (with the associated seven thousand five hundred dollars [$7,500] life insurance benefit) at the employee's full expense. b. Em,-plo ey e Contribution Deficiencies:The County's contribution to the Health Plan premium is payable for any month in which the employee is paid. If an employee's compensation in any month is not sufficient to pay the employee share of the premium, the employee must make up the difference by remitting the unpaid amount to the Auditor—Controller. The responsibility for this payment rests with the employee. c. Leave of Absence: The County will continue to pay the County share of health care premiums for enrolled employees who are on an approved paid or unpaid leave of absence for a period of thirty days (30) or more provided the employee's share of the health care premium is paid by the employee. 2.15 Retirement Coverage: a. Upon retirement, employees and their eligible family members may remain in their County health/dental plan, but without County-paid life insurance coverage,if immediately before their proposed retirement the employees and dependents are either active subscribers to one of the County contracted health plans or if while on authorized leave of absence without pay, they have retained continuous group or individual conversion membership during the leave period. For the term of this Resolution, the County will make the medical and dental plan contributions expressed in Section 2.11 for such retired employees and their eligible family members. b. Em,,.pi gees Who File For Deferred Retirement: Employees, who resign and file for a deferred retirement and their eligible family members,may continue in their County group health and dental plan under the following conditions and limitations. 1. Health and dental coverage during the deferred retirement period is totally at the expense of the employee, without any County contributions. 2. Life insurance coverage is not included. 3. To continue health and dental coverage, the employee must: i. be qualified for a deferred retirement under the 1937 Retirement Act provisions; ii, bean active member of a County group health and/or dental plan 4 RESOLUTION NO. 2004/648 at the time of filing their deferred retirement application and elect to continue plan benefits; iii, be eligible for a monthly allowance from the Retirement System and direct receipt of a monthly allowance within twenty-four (24) months of application for deferred retirement; and iv. file an election to defer retirement and to continue health benefits hereunder with the County Benefits Division within thirty(30)days before separation from County service. 4. Deferred retirees who elect continued health benefits hereunder and their eligible family members may maintain continuous membership in their County health and/or dental plan group during the period of deferred retirement by paying the full premium for health and dental coverage on or before the 11th of each month, to the Contra Costa County Auditor—Controller. When the deferred retirees begin to receive retirement benefits, they will qualify for the same health and/or dental plan coverage and County subvention to which retirees who did not defer retirement are entitled. 5. Deferred retirees may elect continued health benefits hereunder after retirement and may elect not to maintain participation in their County health and/or dental plan during their deferred retirement period, in which case they and their eligible family members will qualify for the same coverage and County subvention in any County health and/or dental plan when they begin to receive retirement benefits as retirees who did not defer retirement are entitled,provided such reinstatement to a County group health and/or dental plan will only occur following a three(3)full calendar month waiting period after the month in which their retirement allowance commences. 6. Employees who elect deferred retirement will not be eligible in any event for County health or dental plan subvention unless the member draws a monthly retirement allowance within twenty-four(24)months after separation from County service. T. Deferred retirees and their eligible family members are required to meet the same eligibility provisions for health/dental plans as active/retired employees. 2.16 Dual Coverage: a. If a husband and wife both work for the County and one (1) of them is laid off, the remaining employee, if eligible, will be allowed to enroll or transfer into the health coverage combination of his/her choice. b. An eligible employee who loses medical or dental coverage through a spouse will be allowed to enroll or transfer into the County contracted health coverage combination of his/her choice within thirty (30) days of the date coverage is no longer afforded under the spouse's plan. 5 RESOLUTION NO. 2004/648 2.17 Family Member Eligibilily Criteria. The following persons may be enrolled as the eligible Family Members of a medical or dental plan Subscriber: a. The Subscriber's Spouse. b. The Subscriber's Domestic Partner. c. The following children, provided that the child is dependent, unmarried and under twenty-five (years) years of age: i. The natural or legally adopted child of a subscriber or 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 dependent 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 s 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 dependent 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 dependent 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 (251h) birthday and annually thereafter, if required by the Plan Administrator. 2.18 Catastrophic Leave Bank: All employees are included in the Catastrophic Leave Bank and may designate a portion of accrued vacation, compensatory time, holiday compensatory time, or personal holiday credit to be deducted from the donor's existing balances and credited to the bank or to a specific eligible employee. a. The County Human Resources Department operates a Catastrophic Leave Bank which is designed to assist any County employee who has exhausted all paid accruals due to a serious or catastrophic illness, injury, or condition of the employee or family member. The program establishes and maintains a Countywide bank wherein any employee who wishes to contribute may authorize that a portion of his/her accrued vacation, compensatory time, holiday compensatory time or personal holiday credit be deducted from those account(s) and credited to the Catastrophic Leave Bank. Employees may donate hours either to a specific eligible employee or to the bank. Upon 6 RESOLUTION NO, 2004/648 approval, credits from the Catastrophic Leave Bank may be transferred to a requesting employee's sick leave account so that employee may remain in paid status for a longer period of time,thus partially ameliorating the financial impact of the illness, injury or condition. Catastrophic illness or injury is defined as a critical medical condition,a long-term major physical impairment or disability that manifests itself during employment. b. The plan is administered under the direction of the Director of Human Resources. The Human Resources Department is responsible for receiving and recording all donations of accruals and for initiating transfer of credits from the Bank to the recipient's sick leave account. Disbursement of accruals is subject to the approval of a six(6)member committee composed of three (3) members appointed by the County Administrator and three (3) members appointed by the majority representative employee organizations. The committee will meet as necessary to consider all requests for credits and will make determinations as to the appropriateness of the request. The committee will determine the amount of accruals to be awarded for employees whose donations are non-specific. Consideration of all requests by the committee will be on an anonymous requester basis. c. Hours transferred from the Catastrophic Leave Bank to a recipient will be in the form of sick leave accruals and will be treated as regular sick leave accruals. d. To receive credits under this plan, an employee must have permanent status, have exhausted all time off accruals to a level below eight (8) hours total, have applied for a medical leave of absence, and have medical verification of need. e. Donations are irrevocable unless the donation to the eligible employee is denied. Donations may be made in hourly blocks with a minimum donation of not less than four (4) hours from balances in the vacation, holiday, personal holiday, compensatory time or holiday compensatory time accounts. Employees who elect to donate to a specific individual will have seventy-five percent (75/0) of their donation credited to the individual and twenty-five percent (25%) credited to the Catastrophic Leave Bank. f. Time donated will be converted to a dollar value and the dollar value will be converted back to sick leave accruals at the recipient's base hourly rate when disbursed. Credits will not be on a straight hour-for-hour basis. All computations will be on a standard 173.33 basis, except that employees on other than a forty(40) hour week will have hours prorated according to their status. g. Each recipient is limited to a total of one thousand forty (1040) hours or its equivalent per catastrophic event; each donor is limited to one hundred twenty (120) hours per calendar year. h. All appeals from either a donor or recipient will be resolved on a final basis by the Director of Human Resources. i. No employee has any entitlement to catastrophic leave benefits. The award of Catastrophic Leave is at the sole discretion of the committee, both as to amounts of benefits awarded and as to persons awarded benefits. Benefits may be denied,or awarded for less than six(6)months. The committee may limit benefits in accordance with available contributions and choose from among eligible applicants on an anonymous basis those who will receive 7 RESOLUTION N4. 2004/648 benefits, except for hours donated to a specific employee. In the event a donation is made to a specific employee and the committee determines the employee does not meet the Catastrophic leave Bank criteria, the donating employee may authorize the hours to be donated to the bank or returned to the donor's account. The donating employee has fourteen (14) calendar days from notification to submit his/her decision regarding the status of their donation, or the hours will be irrevocably transferred to the Catastrophic Leave Bank. j. Any unused hours transferred to a recipient will be returned to the Catastrophic leave Bank. 2.19 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 can be expended on any eligible medical expenses allowed by Internal Revenue Code Section 125. Any unused balance is forfeited and cannot be recovered by the employee. 2.20 PERS Long-Term Care:The County 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. 2.21 Dependent Care Assistant Prom: The County 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. Personal Protective Equipment: The County will reimburse employees for safety shoes and prescription safety eyeglasses in those Management, Exempt and Unrepresented classifications which the County Administrator has determined eligible for such reimbursement. 3.10 Safety Shoes. The County will reimburse eligible employees for the purchase and repair of safety shoes in an amount not to exceed two hundred twenty-five dollars($225)for each two(2)year period beginning on January 1, 2002. There is no limit on the number of shoes or repairs allowed. 3.11 Safety Eye-glasses. The County will reimburse eligible Management, Exempt and Unrepresented employees for prescription safety eyeglasses which are approved by the County and are obtained from and establishment approved by the County. 8 RESOLUTION NO. 2004/648 4. Mileage Reimbursement: The County will pay a mileage allowance for the use of personal vehicles on County 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. 5. Retirement Contribution: Pursuant to Government Code Section 39 589.1,the County will pay fifty percent (50%) of the retirement contributions normally required of members. Employees are responsible for payment of the employee's contribution for the retirement cost-of-living program as determined by the Board of Retirement of Contra Costa County Employees'Retirement Association without the County paying any part of the employee's share. The County will continue to pay the employer's share of the retirement cost-of-living program contribution. 6. 4141-12 Participation: The County will continue to implement Section 494(h) (2) of the Internal Revenue Code which allows the County 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 will be universal and non-voluntary as is required by statute. 7. Training 7.10 _Career Develol2ment Training Reimbursement: All full-time employees (excluding attorney classes) 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. 7.11 Management Development Policy: Employees are authorized to attend professional training programs, seminars, and workshops, during normal work hours at the discretion of their Department Head, for the purpose of developing knowledge, skills, and abilities, in the areas of supervision, management, and County policies and procedures. Up to thirty (30) hours of such training time is recommended annually. a. Departments are 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 Contra Costa Training Institute. Other related and appropriate training/education resources approved by the department are also allowable. c. To encourage personal and professional growth, the County provides reimbursement for certain expenses incurred by employees for job-related training (required training and career development training/education). Provision for eligibility and reimbursement is identified in Administrative Bulletin 912.9. d. The Department Head is responsible for authorization of individual professional development reimbursement requests. Reimbursement is 9 RESOLUTION NO. 2004/648 through the regular demand process with demands being accompanied by proof of payment (copy of invoice or canceled check). 8. Bilingual Pay Differential: A monthly salary differential will be paid to incumbents of positions requiring bilingual proficiency as designated by the Appointing Authority and the 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, and such designations may be amended or deleted at any time. 9. Higher pg 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. 10. Workers' Compensation and Continuing Pay: For all accepted workers' compensation claims filed with the County on or after January 1, 2000, employees will receive eighty-six percent(86%)of their regular monthly salary during any period of compensable temporary disability not to exceed one (1) year. Pay based on accepted workers' compensation claims filed before January 1, 2000, will be paid as provided in resolution No. 96/488. If workers' compensation benefits become taxable income,the County will restore the former benefit level,one hundred percent (100%) of regular monthly salary. 10.10 Waiting Period: There is a three (3) calendar day waiting period before workers' compensation benefits commence. If the injured worker loses any time on the date of injury, that day counts as day one (1) of the waiting period. If the injured worker does not lose time on the date of the injury, the waiting period is the first three (3) days following the date of the injury. The time the employee is scheduled to work during this waiting period will be charged to the employee's sick leave and/or vacation accruals. In order to qualify for workers' compensation the employee must be under the care of a physician. Temporary compensation is payable on the first three (3)days of disability when the injury necessitates hospitalization, or when the disability exceeds fourteen (14) days. 10.11 Continuing Pay:A permanent employee will receive eighty-six percent(86%) of regular monthly salary in lieu of workers' compensation during any period of compensable temporary disability not to exceed one year. "Compensable temporary disability absence"for the purpose of this Section, is any absence due to work-connected disability which qualifies for temporary disability 10 RESOLUTION NO. 2004/648 compensation under workers'compensation law set forth in Division 4 of the California Labor Code. When any disability becomes medically permanent and stationary, the salary provided by this Section will terminate. No charge will be made against sick leave or vacation for these salary payments. Sick leave and vacation rights do not accrue for those periods during which continuing pay is received. Employees are entitled to a maximum of one(1) year of continuing pay benefits for any one injury or illness. Continuing pay begins at the same time that temporary workers' compensation benefits commence and continues until either the member is declared medically permanent/stationary, or until one (1)year of continuing pay, whichever comes first, provided the employee remains in an active employed status. Continuing pay is automatically terminated on the date an employee is separated from County service by resignation,retirement,layoff, or the employee is no longer employed by the County. In these instances, employees will be paid workers' compensation benefits as prescribed by workers'compensation laws. All continuing pay must be cleared through the County Administrator's Office, Risk Management Division. 10.12 Physician Visits: Whenever an employee who has been injured on the job and has returned to work is required by an attending physician to leave work for treatment during working hours, the employee is allowed time off, up to three(3)hours for such treatment,without loss of pay or benefits. said visits are to be scheduled contiguous to either the beginning or end of the scheduled workday whenever possible. This provision applies only to injuries/illnesses that have been accepted by the County as work related. 10.13 tabor Code X4850 Exclusion: The foregoing provisions for workers' compensation and continuing pay are inapplicable in the case of employees entitled to benefits under Labor Code Section 4850. 11. Other Terms and Conditions of Employment 11.10 Overtime Exempt Exclusion; Employees in unrepresented, management, and exempt 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, unrepresented, management, and exempt employees maybe 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 11 RESOLUTION NO. 20041648 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 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. 11.11 Overtime: Employees on the Overtime Exempt Exclusion List will be compensated at one and one-half (1.5) 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. 11.12 Length of Service Credits: Length of service credit dates from the beginning of the last period of continuous County 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 position within two (2)years from the date of separation, the period of separation will be bridged. Under these circumstances,the service credits will include all credits accumulated at the 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. 11.13 Mirror Classifications: As determined in the sole discretion of 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 mirror classification. 11.14 Deep Classes: No provision of this Resolution regarding terms and conditions of employment supersedes any provision of any Deep Class Resolution. 11.15 Administrative Provisions: The County Administrator may establish guidelines,bulletins or directives as necessary to further define or implement the provisions of this resolution. II. BENEFITS FOR MANAGEMENT AND EXEMPT EMPLOYEES Employees will receive the benefits provided under Part I and following additional benefits: 12. Management Longevity Pav: A. Employees who have completed ten (10) years of appointed service for the County will receive a two and one-half percent (2.5%) longevity differential. 12 RESOLUTION NO. 2004/648 B. Employees in positions ineligible to receive vacation or sick leave accruals or to convert a portion of those accruals to cash under the terms of this Resolution are eligible to receive a five percent(5%) longevity differential upon the completion of ten (10) years service. 13. deferred Compensation Incentive: The County 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, the employee must contribute to the deferred compensation plan as indicated below. Employees with Qualifying Base Monthly Contribution Current Monthly Contribution Required to Maintain Salary of: Amount Incentive Program ELi ibility $2,500 and below $250 $50 $2,501 — 3,334 $500 $50 $3,335 —4,167 $750 $50 $4,168 --5,000 $1,000 $50 $5,001 — 5,834 $1,500 $100 $5,835 -6,667 $2,000 $100 $6,668 and above $2,500 $100 Employees who discontinue contributions or who contribute less than the required amount per month for a period of one(1)month or more will no longer be eligible for the sixty dollar($60)County supplement. To reestablish eligibility, employees must again make a Base Contribution Amount as set forth above based on current monthly salary. Employees with a break in deferred compensation contributions 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. 14. Annual Management Administrative Leave: A. On January 1St of each year,full-time unrepresented, management, and exempt employees in paid status 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, or exempt 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. 13 RESOLUTION NO. 2004/648 D. Unrepresented, management, and exempt employees on the Overtime Exempt Exclusion List are authorized to receive overtime pay; therefore, their Management Administrative Leave will be reduced by 25%each time the employee is on the List. The 25% 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. This section does not apply to the unrepresented, management, and exempt attorneys of the Offices of the District Attorney, County Counsel, and Public Defender (See Section 33). 15. Management Life Insurance: Employees are covered at County expense by term life insurance in the amount of forty seven thousand dollars ($47,000) in addition to the insurance provided under Section 2.12. 16. Vacation Buy Back: A. Employees may elect payment of up to one-third (1/3) of their annual vacation accrual, subject to the following conditions: (1) the choice can be made only once in each calendar year; (2) payment is based on an hourly rate determined by dividing the employee's monthly salary by 173.33, and (3) the maximum number of vacation hours that may be paid in any calendar year is one-third(1/3) 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 to the exercise by an employee of the vacation buy-back provision herein, that 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. 17. Professional Development Reimbursement: Employees(excluding Department Heads,their Chief Assistants), Engineering Managers,and all Attorney classes)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 the applicable 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. Each professional development reimbursement request must be approved by the Department Head and submitted through the regular demand process. Demands must be accompanied by proof of payment (copy of invoice or canceled check). 14 RESOLUTION A1C). 2004/648 18. 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 Y- 5 years 30% 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 made pursuant to this section are in lieu of County retirement benefits resulting from employment by this County or by Districts governed by this Board. 19. Video Dilp1gy Terminal (VDT) Users Eye Examination: Employees are eligible to receive an annual eye examination on County time and at County expense provided that the employee regularly uses a video display terminal at least an average of two (2) hours per day as certified by their department. Employees certified for examination under this program must 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 County agrees to provide` at no cost, basic VDT eye wear 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. 15 RESOLUTION NO. 2004/648 20. Lona Term disability Insurance:The County will continue in force the Long-Term Disability Insurance program with a replacement limit of eighty-five (85%) of total monthly base earnings reduced by any deductible benefits. III. BENEFITS FOR ELECTED AND APPOINTED DEPARTMENT HEADS Department Heads will receive the benefits provided under Part I and Part 11 and the following additional benefits: 21. Executive Automobile Allowance: The County Administrator and the following appointed Department Heads and elected Department Heads are eligible to receive a monthly 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 means that the recipients must furnish a private automobile for County business. Allowance is made as follows: A. County Administrator= $550 per month B. Elected Department Heads = $500 per month Assessor District Attorney Auditor—Controller Sheriff-Coroner Clerk—Recorder Treasurer—Tax Collector C. Appointed Department Heads = $450 per month Agricultural Commissioner/Director of Weights and Measures Chief Assistant County Administrator Community Services Director County Counsel County Librarian County Probation Officer County Veteran's Service Officer County Welfare Director Director of Animal Services Director of Building Inspection Director of Community Development Director of General Services Director of Health Services Director of Human Resources Director of Information Technology LAFCO Director Public Defender Public Works Director Retirement Administrator If use of a County vehicle is temporarily required as a result of an emergency such as an accident or mechanical failure to the recipient's personal automobile, 16 RESOLUTION NO. 2004/648 with the approval of the General Services Department, a County vehicle may be utilized. The General Services Department will charge the recipient's department for the cost of the County vehicle usage consistent with County Policy. 22. Executive Life Insurance: In lieu of the insurance provided under Section 15, Department Heads are covered at County expense by terra life insurance in the amount of fifty thousand dollars($50,000)additional to the insurance provided under Section 2.12. 23. Executive Professional development Reimbursement: Department Heads and their chief assistant(s)are eligible for reimbursement of up to eight hundred twenty- five dollars ($825) for each two (2) year period beginning January 1, 1990 for memberships in professional organizations, subscriptions to 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 orwith Department Head approval, provided each employee complies with the provisions of the Computer Use and Security Policy adopted by the Board of Supervisors and the applicable 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 during the period beginning January 1, 2003 through December 31, 2004. 24, Appointed Department Heads: The Appointed Department Heads are the Agricultural Commissioner/Director of Weights and Measures, Chief Assistant County Administrator, Community Services Director, County Counsel, County Librarian, County Probation Officer, County Veteran's Services Officer, County Welfare Director, Director of Animal Services, Director of Building Inspection, Director of Community Development, Director of General Services, Director of Health Services, Director of Human Resources,Director of Information Technology, LAFCO Director, Public Defender, Public Works Director, and Retirement Administrator. 25, Elected Department Heads: The Elected Department Heads are the Assessor, Auditor—Controller, Clerk--Recorder, District Attorney--Public Administrator, Sheriff—Coroner, and Treasurer—Tax Collector. 26. Elected Department Head Benefits: Elected Department Heads will receive only the following benefits under Parts 1, 11, and III, together with such benefits as may be authorized under Part IV: A. The benefits provided under Part 1, Sections 2.10, 2.11, 2.12, 2.13, 2.14, 2.15, 2.16, 2.17, 2.19, 2.20, 2.21, 5, 6, 7, 8, 10, and 11.12. B. The benefits provided under Part 11, Sections 12, 13, and 20. 17 RESOLUTION NO. 20041648 C. As compensation for not accruing paid vacation credit, in addition to the benefits of Part 11, Section 13, six thousand dollars($6,000)as a deferred compensation contribution will be added to the elected department head's deferred compensation account effective July 1 of each year(commencing July 1, 2000). If after July 1, but prior to June 30 of the next succeeding year, for any reason, the elected department head's occupancy of office terminates and/or expires, the elected department head are entitled to an additional deferred compensation account contribution prorated from July 1 to include the time period the elected department head served prior to the next June 30. Further, if, for any reason, all or part of such deferred compensation cannot be paid into a deferred compensation account the elected department head are entitled to an equivalent lump-sum payment. None of the County's six thousand dollar $6,000) contribution may be used to establish eligibility and qualification to receive the additional sixty dollars ($60) monthly contribution otherwise provided by the County. D. The benefits provided under Fart Ili, Sections 21, 22, and 23. IV. SPECIAL. BENEFITS FOR MANAGEMENT EMPLOYEES BY DEPARTMENT OR CLASS 27. Accounting Certificate Differential: Incumbents of Management professional accounting, auditing or fiscal officer positions who possess one of the following certifications in good standing will receive a differential of five percent(5%)of base monthly salary: (1)A valid Certified Public Accountant (CPA) license issued by the State of California, Department of Consumer Affairs, Board of Accountancy; (2) a Certified Internal Auditor (CIA) certification issued by the Institute of Internal Auditors; (3)a Certified Management Accountant(CMA)certification issued by the Institute of Management Accountants; or (4) a Certified Government Financial Manager (CGFM) certification issued by the Association of Government Accountants. 28. Agriculture Department Differential: The classes of Supervising Weights and Measures Inspector (BWHA) and Deputy Agricultural Commissioner (BAHA) will receive a differential of three and one-half percent(3.5%)of base monthly salary for possession of either a valid Commissioner License or a valid Sealer of Weights and Measures License. 29. Angiogram Differential: Employees in the classes of Chief Radiology Technologist (VBHB) and assistant Chief Radiology Technologist (V8HC) when performing an angiogram other than on day shift, Monday through Friday, will be additionally compensated at a flat rate of five hundred dollars ($500) per procedure. 30. Animal Services Search Warrant: Employees in the Management classes of Deputy Director of Animal Services(BJDF)and Animal Services Lieutenant(BJHB) will be compensated for time spent in assisting law enforcement agencies in the 18 RESOLUTION NO. 20041648 serving of search warrants. The amount of special compensation per incident is one hundred dollars ($100) and it will continue to be equal to that paid to Animal Services Officers for performing this duty. Only employees involved in actual entry team activities will be so compensated. The department continues to retain the sole right to select and assign personnel to such search warrant duty. 31. Animal Services Uniform Allowance: The uniform allowance for employees in the Management classifications of Animal Services Lieutenant (BJHB) and Deputy Director of Animal Services(BJDF)is eight hundred dollars($800)effective July 1, 2001, payable one-twelfth (1112) of the yearly total in monthly pay warrants. Any other increase in the Uniform Allowance, which may be granted to Animal Services Officers while this Resolution is in effect, is granted to the Animal Services Management classes. 32. Attorney Fixed—Term Classes: A. The fallowing Fixed—Term attorney classes are ineligible for the Management Benefits listed in (B)below. Deputy County Counsel—Fixed Term (2EWD) Deputy District Attomey—Fixed Term (2KWD) Deputy District Attorney—Fixed Term Flat Rate (2KW F) B. Excepted Benefits 1. Management two and one-half percent (2.5%) Longevity Pay Plan (Section 12). 2. Annual Management Administrative Leave (Section 14). 3. Management Attorney Administrative Leave (Section 33). 4. Management Life Insurance (Section 15). 5. Management Long-Term Disability (Section 2.17). 6. Annual Vacation Buy-Back (Section 16). 7. Attorney Professional Development Reimbursement (Section 34) fifty percent (50%) of the eligibility is available on January 1 and fifty percent (50%) is available on July 1. C. Employees in the Fixed-Term Attorney classes will be credited with forty (40) hours paid administrative leave each January 1, subject to the provisions of Section 14. 33. Attorney Mate Bar dues: The County will reimburse employees in the classes listed in Section 34 for California State Bar Membership dues (but not penalty fees) and, if annually approved in advance by the Department Head, fees for criminal and/or civil specialization. 19 RESOLUTION NO, 2004/648 34. Attorney Management Administrative leave: A. On January 1 st of each year, full time unrepresented, management, and exempt attorneys in paid status in the Offices of the District Attorney, County Counsel, Public Defender, and Child Support Services, excluding fixed-term and contract attorneys, will be credited with eighty (80) hours of Management Administrative Leave. Management Administrative Leave must be used during the calendar year in which it is credited and any unused hours may not be carried forward. B. Attorneys appointed between January 1 st and June 30th, inclusive, are eligible for eighty (80) hours of Management Administrative Leave on the first succeeding January I" and annually thereafter. Attorneys appointed on or after July I" are eligible for sixty (60) hours of Management Administrative Leave on the first succeeding January 1st and are eligible for eighty (80) hours annually thereafter. C. Permanent part time attorneys are eligible for Management Administrative Leave on a prorated basis, based upon their position hours, beginning on January 1st following their appointment and in the same proportion on each January 1st thereafter. Permanent-intermittent attorneys are not entitled to Management Administrative Leave. Any attorney on a leave of absence will have his/her Management Administrative Leave hours pro rated upon his/her return. D. Unrepresented, management, and exempt attorneys on the Overtime Exempt Exclusion List are authorized to receive overtime pay; therefore, their Management Administrative Leave will be reduced by 2 % each time the attorney is on the List. The 25% reduction will be deducted from the employee's current leave balance, but if there is no balance, it will be deducted from future awarded Management Administrative Leave. 35. Attorney Professional Development Reimbursement: The County will reimburse employees in the below-listed Management attorney classifications up to a maximum of six hundred dollars ($600) each fiscal year for the following types of expenses: A. Purchase of job-related computer hardware and software. S. Membership dues in legal professional associations. C. Purchase of legal publications. D. Training and travel costs for job-related educational courses. E. Legal on-line computer services. Any unused accrual may be carried forward to the next fiscal year up to a maximum of eight hundred dollars ($800). The eligible classes are as follows: 20 RESOLUTION NO. 2004/648 Assistant County Counsel Chief Trial Deputy Public Defender Assistant County Counsel-Exempt Deputy District Attorney-Basic Level* Assistant Public Defender Deputy District Attorney-Advanced Assistant Public Defender-Exempt Deputy District Attorney-Fixed Term* Chief Deputy District Attorney-Exempt Deputy District Attorney-Fixed Term- Deputy County Counsel-Fixed Term* -Flat Rate* County Counsel Senior Deputy District Atty-Exempt Asst. Chief Deputy District Atty-Exempt Supervising Attorney- Child Support Civil Litigation Attorney-Deep Class Services Public Defender Attorney- Advanced Child Support Chief Asst. County Counsel-Exempt Services Deputy County Counsel-Deep Class Attorney- Basic Child Support Deputy County Counsel I Services Senior Financial Counsel - Exempt Attorney - Entry Child Support District Attorney-Public Admin Services Chief Asst. Public Defender-Exempt *Prorated on a monthly basis 36. Assessor Education Differentia[: Employees in the Management classes of Principal Appraiser (DADC), Supervising Appraiser (DAHC), Supervising Auditor- Appraiser (DRNA), Assistant County Assessor (DASA) and Assistant County Assessor-Exempt (DABI) is entitled to a salary differential of one and one-half percent(1.5%)of base monthly salary for possession of a certification for educational achievement from at least one of the following: A. American Institute of Real Estate Appraisers Residential Member designation. B. State Board of Equalization Advanced Appraiser Certification. C. International Association of Assessing Officers Residential Evaluation Specialist. D. Society of Auditor-Appraiser Master Auditor-Appraiser designation. E. Society of Real Estate Appraisers Senior Residential Appraiser designation. F. Any other certification approved by the County Assessor and the Director of Human Resources. 37. Assessor Mileage Reimbursement: Effective October 1, 1999, in lieu of additional mileage reimbursement, the salaries of the Supervising Appraiser and Supervising Auditor-Appraiser classifications are increased by one (1) level. Beginning January 1, 2000, mileage allowance for use of their personal vehicles on County business will be paid at the rate allowed by the Internal Revenue Service. 38. Suciraet Coordinator Pay: One (1) Senior Deputy County Administrator position 21 RESOLUTION NO. 20041648 designated by the County Administrator to serve as Budget Coordinator, is entitled to receive an additional one thousand dollars ($1000) per month. 39. District Attorney Investigator P.O.S.T.: Incumbents of the classes of District Attorney Lieutenant of Inspectors (6KNB), District Attorney Lieutenant of Inspectors—Welfare Fraud(6KWG)and DistrictAttomey Chief of Inspectors—Exempt (6KD1) who possess the appropriate certificates beyond the minimum P.O.S.T. qualifications required in their class may qualify for one of the following career incentive allowances: A. A career incentive allowance of two and one-half percent(2.5%)of base monthly salary will be paid to DA Lieutenant of Inspectors and DA Lieutenant of Inspectors-Welfare Fraud for the possession of an Advanced P.O.S.T. certificate. This allowance will be paid to the DA Chief of Inspectors-Exempt for possession of a Management and/or Executive P.O.S.T. Certificate. B. A career incentive allowance of five percent(5%)of base monthly salary will be paid to DA Lieutenant of Inspectors and DA Lieutenant of Inspectors—Welfare Fraud for possession of an Advanced P.O.S.T. certificate and an approved Baccalaureate Degree. This allowance will be paid to the DA Chief of Inspectors for possession of a Management and/or Executive P.O.S.T. certificate and possession of an approved Baccalaureate Degree. C. A career incentive allowance of seven and one-half percent (7.5%) of base monthly salary will be paid to DA Lieutenant of Inspectors and DA Lieutenant of Inspectors—Welfare Fraud for the possession of an Advanced P.O.S.T. certificate and possession of an approved Master's Degree. This allowance will be paid to the DA Chief of Inspectors—Exempt for possession of an approved Management and/or Executive P.O.S.T. certificate and possession of an approved Master's Degree. No contining education is required in order to be entitled to any of the foregoing allowances. 40. Longevity Differential for District Attorney Law Enforcement Management: Sworn management personnel of the Contra Costa County District Attorney's Office in the classes listed below are eligible for a differential of five percent (5%) of base monthly salary on the following conditions: To be eligible for this differential, sworn management employees must have attained: 1) four (4) years of experience as a peace officer with Contra Costa County; 2)fifteen(15)years of P.O.S.T. experience; and 3) age thirty-five (35). Eligible management classes are: District Attorney Chief of Inspectors—Exempt (6KD1) District Attorney Lieutenant of Inspectors (6KNB) Lieutenant of Inspectors--Welfare Fraud (6KWG) 41. Engineer Continuing Education Allowance: Public Works employees in the 22 RESOLUTION NO. 20041648 classifications of Associate Civil Engineer (NKVC), Assistant County Surveyor (NSGA), Engineering Technician Supervisor—Construction (NSHE), Engineering Technician Supervisor—Land Surveyor (NSHD), Engineering Technician Supervisor—Materials Testing(NSHC),Deputy Public Works Director-Exempt(NADO) Senior Civil Engineer (NKHA), Senior Traffic Engineer (NKHB), Senior Hydrologist (N9HC) and Supervising Civil Engineer (NKDA) are eligible to receive a one year Continuing Education Allowance of two and one-half percent(2.5%)of base monthly salary if they complete at least (60) hours of approved education or training or at least three (3) semester units of approved college credit or approved combination thereof, subject to the following conditions. A. The specific education or training must be submitted in writing by the employee to the Public Works Director or his designee prior to beginning the course work. B. The education or training must be reviewed and approved in advance by the Public Works Director or his designee as having a relationship to the technical or managerial responsibilities of the employee's current or potential County job classifications. C. Employees who qualify for this allowance do so for a period of only twelve (12) months, commencing on the first day of the month after proof of completion is received and approved by the Public Works Director or his designee. This allowance automatically terminates at the end of the twelve (12) month period. 42. Engineer Professional Development Reimbursement: Engineering Managers will be allowed reimbursement for qualifying professional development expenses and professional engineering license fees required by the employee's classification up to a total of seven hundred dollars ($700) for each two (2) year period beginning January 1, 2000. Allowable expenses include the following activities and materials directly related to the profession in which the individual is engaged as a County employee: A. Membership dues to professional organizations. B. Registration fees for attendance at professional meetings, conferences and seminars. C. Books, journals and periodicals. D. Tuition and text book reimbursement for accredited college or university classes. E. Professional license fees required by the employee's classification. F. Application and examination fees for registration as a professional engineer, architect or engineer-in-training. G. Certain job-related instruments, job-related computer hardware and software from a standardized County approved list or with Department Head approval, provided each Engineer complies with the provisions of the Computer Use and 23 RESOLUTION NO. 20041648 Security Policy adopted by the Board of Supervisors and the applicable 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 20014-2005 period, the expense must have been incurred during the period beginning January 1, 2004, through December 31, 2005. Individual professional development reimbursement requests require the approval of the Department Head. Reimbursement occurs through the regular demand process with demands being accompanied by proof of payment(copy of invoice or canceled check). 43. Engineer Structural Registration Differential: Incumbents of the management classes of Structural Engineer-Building Inspection (NESB), Senior Structural Engineer-Building Inspection (NEVB) and Supervising Structural Engineer-Building Inspection (FADB) employed in the County Building Inspection Department who possess a valid Certificate of Authority to use the title "Structural Engineer" issued by the California State Board of Registration for Professional Engineers are entitled to receive a differential of five percent (5%) of the base monthly salary. 44. Library Department Holidays: For all management and unrepresented employees in the County Library Department, the day after Thanksgiving is deleted as a holiday and the day before Christmas is added as a holiday. 45. Nursint Shift Coordinator, Staff Nurse-Per Diem and Staf Advice Nurse-Per DiemHoliday Pay: Permanent part-time and permanent-intermittent employees in the classifications of Nursing Shift Coordinator, Staff Nurse - Per Diem, and Staff Advice Nurse - Per Diem who work on a holiday are entitled to receive their choice of overtime pay or compensatory time credit for all hours worked, up to a maximum of eight (8) hours. Limited term employees in the classifications of Nursing Shift Coordinator, Staff Nurse - Per Diem, and Staff Advice Nurse - Per Diem who work on a holiday will be compensated at one and one-half(1.5) times the hourly rate for all hours worked, up to a maximum of eight (8) hours. 46. Planner Ill / Environmental Planner Assignment Differential: Incumbents in the classes of Planner III (BATA) and Environmental Planner (5ATC) may be given a five percent (5%) or ten percent (10%) base monthly salary differential at the discretion of the Department Head while engaged on special project assignments with major political and/or financial impact. Differentials become effective on the first of the month following the month approved, and terminate on the last day of the month in which the assignment is completed, unless terminated earlier by the Department Head. All differential assignments will be reviewed on July 1 of each year to determine what level of differential, if any, will continue to be paid. 47. Podiatrists / Optometrists Unrepresented Status: In addition to all general benefits afforded Unrepresented employees in Section I of this resolution, the classes of Exempt Medical Staff Podiatrist (VPS2) and exempt Medical Staff 24 RESOLUTION NO. 2004/648 Optometrist (VPS1) are also eligible for the following benefits: Educational Leave. Each permanent full-time employee with at least one (1)year of service are entitled to five (5) days leave with pay each year to attend courses, institutions, workshops or classes which meet requirements for American Medical Association Category One Continuing Medical Education. Requests must be submitted for approval in advance to the Medical Director and Service Chief. Permanent part-time employees are entitled to educational leave under this section on a pro-rated basis. 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. Malpractice Coverage. The County will provide coverage under the Continuing Practice Physician's Insurance Plan. Paid Personal Leave. Permanent full-time employees with three (3)years of service will be credited with five (5) days of non-accruable paid personal leave effective January 1 of each calendar year. Balances not used will be returned to zero (0) at the end of each year. 48. Real Property_ Agent Advanced Certiifiicate Differential Employees in the management classes of Assessor (DAA1), Assistant County Assessor (DAB1), Lease Manager(DYDB),Principal Real Property Agent(DYDA)and Supervising Real Property Agent(DYNA)are entitled to receive a monthly differential in the amount of five percent (5%) of base monthly salary for possession of a valid Senior Member Certificate issued by the International Executive Committee of the International Right of Way Association. Verification of eligibility will be by the Department Head or his/her designee. Eligibility for receipt of the differential begins on the first day of the month following the month in which eligibility is verified by the Department Head. All employees who qualify for the Senior Member certificate must recertify every five (5)years with the International Right of Way Association in order to retain the Senior Member designation and continue to receive the differential. In order to recertify, a Senior Member must accumulate seventy-five (75) hours of approved education which may include successfully completing courses, attending educational seminars or teaching approved courses. 49. Sheriff's Sworn Management P O S T : Incumbents of the classes of Sheriff- Coroner(6XA1), Undersheriff Exempt(6X64)and Commander—Exempt(6XD1)who possess the appropriate certificates beyond the minimum P.©.S.T. qualifications required in their class may qualify for one of the following career incentive allowances: A. A career incentive allowance of two and one-half percent (2.5%) monthly base pay will be awarded for the possession of a Management and/or Executive P.O.S.T. Certificate and possession of an approved Baccalaureate Degree, B. A career allowance of five percent(5%)monthly base pay will be awarded for the 25 RESOLUTION NO. 2004/648 possession of a Management and/or Executive P.O.S.T. Certificate and possession of an approved Master's Degree. 50. Sheriffs Continuing Education Allowance: Sheriffs Department employees in the classes of Sheriff's Fiscal Officer(64SJ),Sheriff's Chief of Management Services (AFDC),Sheriff s Communication Director-Dispatch Services(64GA),Administrative Services Assistant III (APTA), and Sheriff's Property and Evidence Manager(64HR) are eligible to receive a two and one-half percent (2.5%) of base monthly salary Continuing Education Allowance for any fiscal year in which they complete at least sixty(60)hours of education or training or at least three(3)semester units of college credit or combination thereof, approved by the department, subject to the following conditions: A. An application must be submitted in advance, to the Sheriff's Department prior to the fiscal year in which the education or training will occur. B. The education or training must be directly related to the technical or Management duties of the employee's job. C. The course must be reviewed and approved by the Sheriffs Department Standards and Resources Bureau in advance. D. The employee must show evidence of completion with a passing grade. 51. Sheriff's Emergency Services Standby Differential: Employees in the classes of Emergency Planning Specialist—Exempt (9GS1), Emergency Planning Coordinator (9GSA), Senior Emergency Planning Coordinator(9GWB) and County Emergency Services Manager (9GGA) who perform standby duty of the Office of Emergency Services at least one (1)week per month, are entitled to receive a differential in the amount of two and one-half percent (2.5%) of base monthly salary. 52. Longevity Differential for Sheriff's Law Enforcement Managemen : Sworn management personnel of the Contra Costa County Sheriffs Office in the classes listed below are eligible for a differential of five percent(5%) of base monthly salary upon completion of fifteen (15) years of County service as a full-time, permanent sworn law enforcement officer. Eligible management classes are: Sheriff-Coroner (6XA1) Undersheriff (6X4B) Commander (6XD1) 53. Sheriff's Uniform Allowance: The Sheriff-Coroner (6XA1) and non-sworn management employees in the Sheriff-Coroner's Department will be paid a uniform allowance in the amount of eight hundred dollars ($800) per year effective July 1, 2001, payable one-twelfth (1/12) of the yearly total in monthly pay warrants. The management employees eligible for this uniform allowance are: Sheriff's Fiscal Officer (64SJ), Sheriff s Chief of Management Services (AFDC), Sheriff's Communication Director-Dispatch Services(64GA,Sheriff's Administrative Assistant III (ARTA), Sheriffs Director of Support Services (6AFE), Sheriff's Director of Food Services(6AFF),Records Bureau Manager(64HE)and Manager-Central I D Services 26 RESOLUTION NO. 2004/648 (64DB). 54. Professional Development _ Differential for Treasurer-Tax Collector Management Classes: Incumbents of the following listed classifications in the Treasurer-Tax Collector's Department are eligible to receive a monthly differential equivalent to five percent(5%)of base salary for possession of at least one(1)of the following specified professional certifications and for completion of required continuing education requirements associated with the individual certifications. Verification of eligibility for any such differential must be in writing by the Treasurer- Tax Collector or his/her designee. Under this program, no employee may receive more than a single five percent (5%) differential at one time irrespective of the number of certificates held. Eligible classes are: Treasurer-Tax Collector (S5A1) Treasurer's Investment Officer-Exempt (S5S3) Assistant County Treasurer-Exempt (55134) Assistant County Tax Collector (SSDF) Chief Deputy Treasurer Tax Collector-Exempt (5582) Treasurer's Accounting Officer (S5SG) Treasurer's Investment Operations Analyst (SSSD) Tax Operations Supervisor (SSHC) Qualifying Certificates: Certified Cash Manager (C.C.M.) Certified Financial Planner(C.F.P.) Certified Government Planner (C.G.F.P.) Certified Treasury Manager (C.T.M.) Chartered Financial Analyst (C.F.A.) 55. Public Works Maintenance Managers Scheduled Clay Off: When a holiday falls on a Friday that is a regularly scheduled day off for Public Works field maintenance employees and those employees take the next Monday off as their regularly scheduled day off pursuant to their Memorandum of Understanding,the Public Works Maintenance Supervisors (PSHB), Public Works Maintenance Superintendents (PSGA), Public Works Maintenance Coordinators(PSSD),Vegetation Management Supervisors (GPHG), and Public Works Field Operations Managers (PSFB) who supervise, oversee,or support those employees, must also take the next Monday off as their regularly scheduled day off, or they lose the day off. 56. Public Works Emergency Work Differential: Employees in the classifications of Public Works Maintenance Supervisor (PSHB), Public Works Maintenance Superintendent (PSGA), and Vegetation Management Supervisor(GPHG)who are required by the Public Works Director or his designee to work in response to an "emergency," will be compensated at the rate of one (1.00) times their base rate of pay(excluding differentials)for authorized work performed in excess of their regularly scheduled work day or work week. 57. Public Works Seasonal Construction Differential:Employees in the classifications of Public Works Maintenance Supervisor (PSHB), Public Works Maintenance Superintendent (PSGA), and Vegetation Management Supervisor(GPHG)who are scheduled by the Public Works Director or his designee to work during the 27 RESOLUTION NO. 20041648 "construction season,,'will be compensated at the rate of one(9.00)times their base rate of pay (excluding differentials) for all authorized work performed in excess of their regularly scheduled work day or work week. 56. Public Works Maintenance Managers Education Allowance: Employees in the classifications of Public Works Field Operations Manager (PSFB), Public Works Maintenance Superintendent (PSGA), Public Works Maintenance Supervisor (PSHB), Vegetation Management Supervisor (GPHG), and Public Works Maintenance Coordinator (PSSD) are eligible to receive a one year Continuing Education Allowance of two and one half percent (2.5%) of base monthly salary if they complete at least sixty (60) hours of approved education or training or at least three(3)semester units of approved college credit or approved combination thereof, subject to the following conditions: 1. The specific education or training must be submitted in writing by the employee to the Public Works Director or his designee prior to beginning the course work. 2. The education or training must be reviewed and approved in advance by the Public Works Director or his designee as having a relationship to the technical or managerial responsibilities of the employee's current or potential County job classifications. 3. Employees who qualify for this allowance do so for a period of only twelve (12) months, commencing on the first day of the month after proof of completion of course work is received and approved by the Public Works Director or his designee. This allowance automatically terminates at the end of the twelve (12) month period. 59. Certified ElectionslRe�tistration Administrator Certification Differential: Employees in the classification of Clerk Recorder (ALAI) are entitled to receive a monthly differential in the amount of five percent (5%) of base monthly salary for possession of a valid Certified Elections/Registration Administrator Certificate issued by The Election Center-Professional Education Program. Verification of eligibility is by the County Administrator or designee. Eligibility for receipt of the differential begins on the first day of the month following the month in which the County Administrator verifies eligibility. 60. Staff Nurse-Per Diem and Staff Advice Nurse-Per Diem Overtime PAY: Employees in the classifications of Staff Nurse-Per Diem and Staff Advice Nurse-Per Diem, who are unrepresented and paid on an hourly basis, will be compensated at the rate of one and one-half(1.5)times their base rate of pay(excluding differentials) for authorized work in excess of eight (3) hours in a day. 61. Employment and Human Services Division Manager Differential: Employees in the classification of Employment and Human Services Division Manager are eligible to receive a 5% salary differential for a special project assignment. The qualifying special project must involve executive leadership, management, oversight, and supervision of operational division managers. The employee must be assigned to the qualifying special project by the Directorof Employment and Human Services and the Director must approve the differential. The duration of the differential may not 28 RESOLUTION NO. 2004/648 exceed twenty four (24) months, even if the special project assignment is longer. When approved, the differential will become effective on the first day of the following month. No more than two (2) employees may receive this differential at the same time, even though there may be more than two (2) special project assignments. I hereby certify that this is a true and correct copy of an action taken and entered on the mi pates of the Board of supervisors on the date shown. ATTESTED: JOHfV SWEETEN, Clerk of the hoard of Sup"sors and County Administrator By -J�_ f c;>n.� ,s Deputy 29 RESOLUTION NO. 2004/648