HomeMy WebLinkAboutMINUTES - 11152005 - C39 TO: BOARD OF SUPERVISORS " CONTRA
FROM: Lori Gentles, Assistant County Administrator-
Director of Human Resources -- COSTA
DATE: November 15, 2005
ra:-�:�- COUNT
SUBJECT: Compensation and Benefits Authorized for County
Elected and Appointed Department Heads, Management,
Exempt and Unrepresented Employees for the Period
October 1, 2002 to September 30, 2005 and Until Further
Order
SPECIFIC REQUEST(S)OR RECOMMENDATION(S)8 BACKGROUND AND JUSTIFICATION
RECOMMENDATION:
Adopt attached Resolution No. 2005/704 which supersedes Resolution No. 2005/543
regarding Compensation and Benefits for County Officers, Managers and Unrepresented
Employees.
BACKGROUND:
Resolution No. 2005/704 supersedes Board of Supervisors' Resolution No. 2005/543, which
was adopted on September 20, 2005. It includes the following changes and additions:
1) Paragraph 61 was added to authorize four shift differentials for the Staff Nurse-Per
Diem classification.
2) Paragraph 62 was added to authorize two shift differentials for the Staff Advice
Nurse-Per Diem classification.
3) Paragraph 63 and 64 were formerly paragraphs 61 and 62.
CONTINUED ON ATTACHMENT: X YES SIGNATURE:
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OMMENDATION OF COUNTY ADMINISTRATOR RECOMMEN ON OF BOARD COMMITTEE
ROV OTHER
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SIGNATURES • -�
ACTION OF O DON �l.r` / � � ���` ,5 APPROVED AS RECOMMENDED OTHER
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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: SHOWN.
Orig.Dept: Human Resources Department ATTESTED !�► � B.f
cc: County Administrator JOHN SWEETEN,CLERK F THE AI�b OF
Auditor-Controller SUPERVISORS AND COUNTY ADMINISTRATOR
County Counsel
Health Services
BY ' ,DEPUTY
M382(10/88)
THE BOARD OF SUPERVISORS OF CONTRA COSTA COUNTY, CALIFORNIA
Adopted this Order on o�, �n� � ��' Sby the following vote:
AYES: Gioia,Piepho,DeSaulnier,Glover and Uilkema
NOES: None
ABSENT: None
ABSTAIN: None
SUBJECT: Compensation and Benefits )
Authorized for County Elected and )
Appointed Department Heads, )
Management, Exempt, and ) Resolution No. 2005/704
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 Resolution Nos. 99/555, 2002/608, and
2002/615, this Resolution supersedes all previous resolutions providing compensation and
benefits for the employees listed herein, including but not limited to Resolution No.
2005/543.
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) those 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 MANAGEMENT.EXEMPT AND UNREPRESENTED EMPLOYEES
are provided for those classes listed in Exhibit A.
II. BENEFITS FOR MANAGEMENT AND EXEMPT EMPLOYEES are provided for
those classes listed in Exhibit A, excepting the classes listed in Exhibit B.
III. 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
CLASS are provided as indicated in each section.
Orig Dept.: Human Resources Department-Lori Gentles(x5-1766)
cc: County Administrator's Office
County Counsel-Vickie L.Dawes
Auditor—Controller-Elizabeth Verigin
RESOLUTION NO. 2005/704
TABLE OF CONTENTS
Resolution No. 2005/704
I. Benefits for Management. Exempt, and Unrepresented Employees
1. Leaves With and Without Pay"
1.10 Holidays (list of holidays observed by the County)
1,911 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
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RESOLUTION NO. 2005/704
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 Provisions
II. Benefits for Management and Exempt Emg1ovee-S
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
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RESOLUTION NO. 2005/704
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 Emplovees bv Department 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.0,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
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RESOLUTION NO. 2005/704
45. Nursing Shift Coordinator, Staff Nurse-Per Diem, and Staff Advice Nurse-
Per Diem Holiday Pay
46. Planner III/ Environmental Planner Assignment Differential
47. Podiatrists/Optometrists Unrepresented Status
48. Real Property Agent Advanced Certificate Differential
49. Sheriff's Sworn Management P.O.S.T.
50. Sheriffs Continuing Education Allowance
51. Sheriffs Emergency Services Standby Differential
52,, Longevity Differential for Sheriffs Law Enforcement Management
53. Sheriffs Uniform Allowance
S4. Professional Development Differential for Treasurer-Tax Collector
Management Classes
55. Public Works Maintenance Managers Scheduled Day Off
56. Public Works Emergency Work Differential
57. Public Works Seasonal Construction Differential
58. Public Works Maintenance Managers Education Allowance
59. Certified Elections/Registration Administrator Certification Differential
60. Staff Nurse-Per Diem and Staff Advice Nurse-Per Diem Overtime Pay
61. Staff Nurse-Per Diem Shift Differentials
62. Staff Advice Nurse-Per Diem Shift Differentials
63,, Employment and Human Services Division Manager Differential
64. Sheriff- Detention Division Meals
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RESOLUTION NO. 2005/704
1. BENEFITS FOR MANAGEMENT. EXEMPT, AND UNREPRESENTED EMPLOYEES
1. Leaves With and Without Pav
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 foray (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 9/80 schedule and the 4/10 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 (5) 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 2s the number of hours in
the part time employee's weekly schedule bears to forty (40) hours.
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RESOLUTION NO. 2005/704
1.15 No Overtime Pay, Holiday Pay, 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 of), 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 are 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.
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RESOLUTION NO. 2005/704
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 (CGRP), Plan A
b. Contra Costa Health Plans (CGRP), Plan 6
c. Kaiser Foundation Health Plan
d. Health Net HMO
e. Health Net PPO
f. Delta Dental
g. PMI Delta Care Dental
2.11 Counly 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 Plans, 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 27/100 percent (66.27%), 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
by this resolution,employees may subscribe voluntarily and at their own expense
for supplemental life insurance. Employees may subscribe for an amount not to
exceed five hundred thousand dollars($500,000)guaranteed issue provided the
election is made within the required enrollment periods.
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RESOLUTION NO. 2005/704
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 Emgloyees: 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. Employee 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. Employees 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. be an active member of a County group health and/or dental plan
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RESOLUTION NO, 2005/704
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 1 1 1' 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.
7. 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.
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RESOLUTION NO. 2005/704
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 (25th) 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
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RESOLUTION NO. 2005/704
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,along-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%) 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
maybe 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
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RESOLUTION NO. 2005/704
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 Lona-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 Program: 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-Eyeglasses. 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.
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RESOLUTION NO. 2005/704
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 31581.1,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. 414H2 Participation: The County will continue to implement Section 414(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 DevelogmentTrainina 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 112.9.
d. The Department Head is responsible for authorization of individual
professional development reimbursement requests. Reimbursement is
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RESOLUTION NO. 2005/704
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. Hiciher pay for Work in a Higher Classification: The County Salary Regulations
notwithstanding, when an employee is required to work in a higher paid
classification, the employee will receive the higher compensation for such work,
pursuant to the County Salary Regulations, plus any differentials and incentives the
employee would have received in his/her regular position. Unless the Board has by
Resolution otherwise specified, the higher pay entitlement will begin on the 41s,
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,orwhen the disability
exceeds fourteen (14) days.
10.11 Continuing Pa::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
compensation under workers'compensation law set forth in Division 4 of the
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RESOLUTION NO. 2005/704
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 Labor 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
the quarter they are on the Overtime Exempt Exclusion List. The policies and
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RESOLUTION NO. 2005/704
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.
11. BENEFITS FOR MANAGEMENT AND EXEMPT EMPLOYEES
Employees will receive the benefits provided under Part I and following additional benefits:
12. Management Longevity:
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.
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RESOLUTION NO, 2005/704
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 Required
Current Monthly Contribution to Maintain Incentive Program
Salary of: Amount Eligibilily
$2,500 and below $250 $50
$2,501 —3,334 $500 $50
$3,335—4,167 $750 $50
$4,168—51000 $19000 $50
$59001 —59834 $19500 $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 1"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.
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RESOLUTION NO. 2005/704
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 slump-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 Assistant(s),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).
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RESOLUTION NO, 2005/704
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 Payablu
3—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 Display Terminal (VDT) Users Eve 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.
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RESOLUTION NO. 2005/704
20. Long-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.
111111, BENEFITS FOR ELECTED AND APPOINTED DEPARTMENT HEADS
Department Heads will receive the benefits provided under Part I and Part II 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,
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RESOLUTION NO. 2005/704
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 term 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, 1999 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 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 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 I, II,and III,together with such benefits as may be
authorized under Part IV:
A. The benefits provided under Part I, Sections 2.10, 2.11, 2.12, 2.13, 2.14, 2.15,
0
2.16, 2.17, 2.19, 2.20, 2.21, 5, 69 7, 8, 10, and 11.12.
B. The benefits provided under Part II, Sections 12, 13, and 20.
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RESOLUTION NO. 2005/704
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 Part III, 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 Del 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. Angiog im Differential: Employees in the classes of Chief Radiology Technologist
(V8HB) 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
serving of search warrants. The amount of special compensation per incident is one
18
RESOLUTION NO. 2005/704
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 (1/12) 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 following Fixed—Term attorney..classes are ineligible for the Management
Benefits listed in (B) below.
Deputy County Counsel—Fixed Term (2EWD)
Deputy District Attorney—Fixed Term (2KWD)
Deputy District Attorney—Fixed Term Flat Rate (2KWF)
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 State 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.
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RESOLUTION NO. 2005/704
34. Attorney Management Administrative Leave:
A. On January 1st 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 11 and June 30", inclusive, are eligible for
eighty (80) hours of Management Administrative Leave on the first succeeding
January 1' and annually thereafter. Attorneys appointed on or after July 11 are
eligible for sixty (60) hours of Management Administrative Leave on the first
succeeding January 11 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 11 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 25% 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 amaximum
of six hundred dollars ($600)each fiscal year for the following types of expenses:
A. Purchase of job-related computer hardware and software.
B. 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. 2005/704
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 Differential: Employees in the Management classes of
Principal Appraiser (DADC), Supervising Appraiser (DAHC), Supervising Auditor-
Appraiser (DRNA), Assistant County Assessor (DABA) 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.
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RESOLUTION NO. 2005/704
38. Budget Coordinator Pav: One (1) Senior Deputy County Administrator position
designated by the County Administrator to serve as Budget Coordinator, is entitled
to receive up to 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 District Attorney 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)
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RESOLUTION NOw 2005/704
41. Engineer Continuing Education Allowance: Public Works employees in the
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 (NKGA) 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.
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RESOLUTION NO. 2005/704
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
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 2004-2005 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. Nursing Shift Coordinator, Staff Nurse-Per Diem, and Staff Advice Nurse-Per
Diem Holiday 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 III/Environmental Planner Assignment Differential: Incumbents in the
classes of Planner III (5ATA)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.
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RESOLUTION NOn 2005/704
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
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 Cove 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 Certificate Differential: Employees in the
management classes of Assessor(DAA1),Assistant County Assessor(DAB 1),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(6X84)and Commander.—Exempt(6XDl)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%) 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.
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RESOLUTION NO. 2005/704
B. A career allowance of five percent(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 Master's Degree.
50. Sheriff's Continuina Education Allowance: Sheriff s Department employees in the
classes of Sheriffs Fiscal Officer (64SJ), Sheriffs Chief of Management Services
(APDC),Sheriffs Communication Director-Dispatch Services(64GA),Administrative
Services Assistant III (APTA), and Sheriffs 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 SherifFs 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. Longevitv Differential for Sheriff's Law Enforcement Management: 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(6X46)
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:Sheriffs Fiscal Officer
(64SJ), Sheriffs Chief of Management Services (APDC), Sheriffs Communication
Director-Dispatch Services(64GA,and Sheriffs Administrative Assistant III (ADTA).
26
RESOLUTION NOe 2005/704
58. 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:
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 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 Elections/Registration Administrator Certification Differential:
Employees in the classification of Clerk Recorder (ALA1) 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 Pav:
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 (8) hours in a day.
61. Staff Nurse-Per Diem Shift Differentials: Effective September 1,2003,employees
in the classification of Staff Nurse-Per Diem,who are unrepresented and paid on an
hourly basis,are eligible for the following differentials under the stated circumstances:
A. Evening Shift. An employee who works an evening shift of four (4) hours or
more between the hours of 5:00 p.m. and 11:00 p.m. will be paid a shift
differential of twelve percent (12%) of the employee's base rate of pay.
B. Night Shift. An employee who works a night shift of four (4) hours or more
between the hours of 11:00 p.m. and 8:00 a.m. will be paid a shift differential of
fifteen percent (15%) of the employee's base rate of pay.
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'� RESOLUTION NO. 2005/704
54. Professional Development Differential for TreasurerwTax 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 (S5134)
Assistant County Tax Collector (S5DF)
Chief Deputy Treasurer Tax Collector-Exempt (S5132)
Treasurer's Accounting Officer(S5SG)
Treasurer's Investment Operations Analyst (S5SD)
Tax Operations Supervisor (S5HC)
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 Day 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
"construction season,"will be compensated at the rate of one(1.00)times their base
rate of pay(excluding differentials)for all authorized work performed in excess of their
regularly scheduled work day or work week.
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RESOLUTION NO. 2005/704
C. Detention Facility Assignment., An employee who works in a County Detention
Facility(including Martinez,West County, Marsh Creek,Byron Boys Ranch,and
Juvenile Hall) will be paid a differential of ten percent (10%) of the employee's
base rate of pay.
D. Eme[gency Department Differential. An employee who works in the Emergency
Department of Contra Costa Regional Medical Center will be paid a differential
of five percent (5%)of the employee's base rate of pay.
62. Staff Advice Nurse-Per Diem Shift Differentials: Effective September 1, 2003,
employees in the classification of Staff Advice Nurse-Per Diem, who are
unrepresented and paid on an hourly basis, are eligible for the following differentials
under the stated circumstances:
A. Evening Shift. An employee who works an evening shift of four (4) hours or
more between the hours of 5:00 p.m. and 11:00 p.m. will be paid a shift
differential of twelve percent (12%) of the employee's base rate of pay.
B. Night Shift. An employee who works a night shift of four (4) hours or more
between the hours of 11:00 p.m. and 8:00 a.m. will be paid a shift differential of
fifteen percent (15%) of the employee's base rate of pay.
63. 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 Director of Employment and Human Services and the
Director must approve the differential. The duration of the differential may not 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.
64. Sheriff-Detention Division Meals: Employees assigned to the Detention Division
will have fifteen dollars ($15.00) per month deducted from their pay checks in
exchange for meals provided by the Department. The employee may choose not to
eat facility food. In that case, no fees will be deducted.
hereby certify that this is a true and collect copy of an action taken and
entered on the minutes of the Board of Supervisors on the date shown.
ATTESTED:
JOHN SWEETEN, Clerk of the Board of Supervisors and
County Administrator
By ,Deputy
29
RESOLUTION NO. 2005/704
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