HomeMy WebLinkAboutRESOLUTIONS - 01011981 - 1981-075 IN THE BOARD OF SUPERVISORS
OF
CONTRA COSTA COUNTY, STATE OF CALIFORNIA
In the Matter of
1980 - 1982 Compensation for Employees
in the District Attorney Investigator's RESOLUTION NO. 81/75
Unit Represented by District Attorney
Investigator's Association
The Contra Costa County Board of Supervisors RESOLVES THAT:
1. On January 9, 1981 the Employee Relations Officer submitted the
Memorandum of Understanding dated January 9, 1981, entered into with District
Attorney Investigator's Association for the District Attorney Investigator's
Unit.
2. This Board having thoroughly considered said Memorandum of Understanding,
the same is approved.
3. Salaries and Terms and Conditions of Em212yment, District Attorney
Investigator's Association. The Memorandum of Understanding with District
Attorney Investigator's Association is attached hereto, marked Exhibit A, and
Section numbers 1 through 22 inclusive, and Attachments A,B, and C hereto, are
incorporated herein as set forth in full and made applicable to the employees
in the above-named unit.
4. if an ordinance is required to implement any of the foregoing provisions,
said provisions shall become effective upon the first day of the month following
thirty (30) days after such ordinance is adopted.
5. This Resolution is effective as of October 1, 1980.
PASSED on January 13, 1981 unanimously by the Supervisors present.
CERTMED COPY
C certify that this is a full, true do correct copy of the
original document which is on file:n my office,and that it
was passed & adopted by the Board of Supervisors of
Contra Costa County, California, on the date shown.
ATMT-J. R.OLSSON,County Clerk R ex-officio Clerk
of aid Board of Supercisof:�;, by Deputy Clerk.
CC: District Attorney
Investigator's Association
Director of Personnel
Auditor—Controller
Administrator
County Counsel
District Attorney
RESOLUTION NO. 81./75
MEMORANDUM OF UNDERSTANDING
BETWEEN
CONTRA COSTA COUNTY
AND
DISTRICT ATTORNEY INVESTIGATOR'S ASSOCIATION
1980 - 1982
Memorandum of Understanding
Between
Contra Costa County
&
District Attorney Investigator 's Association
1980 -- 1982
Section page
1 Salaries 1 & 2
2 Health Plan 2, 3 ,4
3 Retirement Contribution 4
4 Holidays 4 & 5
5 Length of Service Definition 5
6 Grievances 5
7 Salary on Demotion 5
8 Training Reimbursement 5
9 Medical Treatment fo Job Injuries 5
10 Safety Equipment 6
11 'Vacation Leave 6
12 Mileage Reimbursement 7
13 Compensatory Time 7 & 8
14 Classification Review 8
15 Peace Officer Career Incentive Program 8
16 California District Attorney
Investigator ' s Membership
Reimbursement 8
17 Employer-Employee Relations Ordinance 8
18 Pay for Work in a Higher Classification 9
19 Sick Leave 9
20 No Discrimination 9
21 Shift Differential g
22 Duration 9
Attachment A Sick Leave Policy
Attachment B CETA Provisions and Restrictions
Attachment C Resolution #79/1195-Shift Differential
EX
ED W
Memorandum of Understanding
Between
Contra Costa County
And
District Attorney Investigator's Association
This Memorandum of Understanding is entered into pursuant to the authority contained
in Division 34 of the Contra Costa County ordinance Code and has been jointly prepared by
the parties.
The Employee Relations officer (County Administrator) is the representative of
Contra Costa County in employer-employee relations matters as provided in ordinance Code
Section 34-8.412.
The District Attorney Investigator' s Association is the formally recognized employee
organization for the District Attorney Investigator's Unit, and such organization has
been certified as such purusuant to Chapter 34-12 of the Contra Costa County ordinance
Code.
The parties have met and conferred in good faith regarding wages, hours and other
terms and conditions of employment for the employees in said representation unit, and
have freely exchanged information, opinions and proposals and have endeavored to reach
agreement on all matters relating to the employment conditions and employer-employee
relations of such employees.
This Memorandum of Understanding shall be presented to the Contra Costa County Board
of Supervisors as the joint recommendations of the undersigned for salary and employee
benefit adjustments for the period commencing October 1, 1980 and ending September 301,1982.
Special provisions and restrictions pertaining to C.E.T.A. employees who may be
covered by this memorandum of understanding are contained in Attachment B which is
attached hereto and made a part hereof.
Section 1 - Salaries
` The salary ranges for each classification covered by the District Attorney
Investigator's Unit shall be increased within the County Salary Plan to provide
salary ranges as follows: .
1.1 Classification Effective October 1, 1980
District Attorney Inspector $1645 - 2000
District Attorney Senior Inspector 1904 - 2314
1.2 Effective October 1, 1581 the salary range for each classification covered
by the District Attorney Investigator's Unit shall be increased by an amount determined
by combining (1) a three percent (3%) increase and (2) one-half (192) of the percentage
change from August 1980 to August 1981, in the Consumer Price Index for Urban Wage
Earners and Clerical Workers-San Francisco-Oakland, .California--all items' (1967=100)
hereinafter referred to as the "Index."
As provided above, such combined salary increase shall not be less than three (3%)
nor more than 7.9998% (77 levels on the Contra Costa County H series salary schedule) .
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However, should the increase in the "index" exceed 12%, the salary range for each
classification covered by the District Attorney Investigator's Unit shall be increased
an additional amount to be determined by subtracting twelve percent (12%) from the
amount of the increase in the index and dividing by two (2) , said amount to be rounded
to the nearest level on the H series salary schedule.
For example.
Increase in Consumer Price Index = 13.4%
-12.0%
1.4% } 2 = .7%
rounded to .7021% or seven (7) levels on the H series salary schedule.
No adjustments, retoactive or otherwise shall be made in the amount of the salary
increase due to any revision which later may be made in the published figures for
the Index for any month on the basis of which the increase has been determined.
A decline in the Index shall not result in a reduction of classification salary rates.
The salary increase based on the Index shall be contingent upon the continued
availability of official monthly Bureau of Labor Statistics Consumer Price Index
in its present form and calculated on the same basis as the foregoing Index (1967
100) unless otherwise agreed upon by the parties.
Section 2 - Health Plan
The County will continue the existing County Group Health Plan program of
combined medical, dental and life insurance coverage through California Dental
Service,-Occidental Life Insurance and the medical insurance options of Kaiser-
Permanente Foundation, Blue Cross of Northern California and Contra Costa Health
Plan for all 20/40 or greater hour employees covered by this Memorandum of Under-
standing.
Effective February 1, 1981 the County will contribute up to the following monthly
amounts toward the existing County Group Health Plan program of combined medical,
dental and life insurance coverage' for all permanent full-time and permanent part--time
20/40 or greater hour employees covered by this Memorandum of Understanding, provided
however that the minimum health plan contribution shall be $1.00 per month.
Kaiser Option
County Contribution per
Category Employee per Month
Employee Only $ 43.00
(No Medicare)
Family 100.57
(No Medicare)
Blue Cross Option
Employee Only $ 66.28
(No Medicare)
Family 115.19
(No Medicare)
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IT//As
2_sr/As
Centra Costa Health Plan Onion
County Contribution per
Category EmMloyee per Month
Employee Only $ 44.10
(No Medicare)
Family 105.14
(No Medicare)
Effective August 1, 1981 the County will contribute up to the following
monthly amounts toward the existing County Group Health Plan program of combined
medical, dental and life insurance provided however that the minimum employee
health plan contribution shall be $1,00 per month.
Kaiser 22t on
County Contribution per
Category Employee Per Month
Employee Only $ 48.00
(No Medicare)
Family 105.57
(No Medicare)
Blue Cross Option
Employee Only 71.28
(No Medicare)
Family 120.19
(No Medicare)
Contra Costa Health Plan Option
Employee Only $ 49.10
(No Medicare)
Family 110.14
(No Medicare)
Corresponding Medicare rates for employees covered under this Memorandum of
Understanding shall be as fellows. for Employee Only on Medicare by taking the
Employee Only rate for the option selected and subtracting the monthly Part B
Medicare premium withheld from Social Security payments for one enrollee; for
Employee and Dependent(s) with one member on Medicare by taking the Employee and
Dependent(s) rate for the option selected and subtracting the monthly Part B
Medicare premium withheld from Social Security payments for one enrollee; for
Employee and Dependent(s) with two members on Medicare by taking the Employee
and Dependent(s) rate for the option selected and subtracting the monthly Part B
Medicare premium withheld from Social Security payments for two enrollees, pro-
vided however that the minimum employee health plan contribution will be $1.00
per month.
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Any increased premiums from the Health Plan Carriers that occur after August 1,
1981 shall be borne by the employee.
Upon retirement, employees may remain in the same County group medical plan if
immediately before their retirement they are either active subscribers to the County
health plan' or if on authorized leave of absence without pay they have retained
individual conversion membership from the County plan.
Section 3 - Retirement Contribution
Pursuant to Government Code Section 31481.1, the County will continue to pay 50%
of the retirement contributions normally required of employees. Such payments shall
continue for the duration of this Memorandum of Understanding, and shall terminate
thereafter. Employees shall be responsible for payment of the employees' contribution
for the retirement cost of living program as determined by the Board of Retirement of
the Contra Costa County Employees' Retirement Association without the County paying
any part of the employees share. The County will pay the remaining one-half (1/2) of
the retirement cost-of=-living program contribution.
Section 4 - Holidays
The County will observe the following holidays during the term .covered by this
Memorandum of Understanding:
Columbus Day October 13, 1980
Veteran's Day November 11, 1980
Thanksgiving Day November 27, 1980
Day After Thanksgiving November 28, 1980
` Christmas December 25, 1980
New Year's Day January 1, 1981
Lincoln's Day February 12, 1981
Washington's Day February 16, 1981
Memorial Day May 25, 1981
Labor Day September 7, 1981
Admission Day September 9, 1981
Columbus Day October 12, 1981
Veteran's Day November 11, 1981
Thanksgiving November 26, 1981
Day After Thanksgiving ,November 27, 1981
Christmas December 25, 1981
New Year's Day January 1, 1982
Lincoln's Day February 12, 1982
Washington's Day February 15, 1982
Memorial Day May 31, 1982
Independence Day July 5, 1982
Labor Day September 6, 1982
Admission Day September 9, 1982
Every day appointed by the President or Governor for a public fast, thanksgiving
or holiday.
Such other days as the Board of Supervisors may be resolution designate as holidays.
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If amendments to Government Code Section 6700 and/or 6701 become effective
to delete any of the above as holidays or to add new holidays, such amendments shall
be made part of this Memorandum of Understanding and shall be effective for employees
represented by the District Attorney Investigator's Association.
If an ordinance code amendment is required to implement the foregoing provision,
the County shall enact such an ordinance code amendment.
Section 5- Length of Service Definition (for service awards and vacation accruals)
The length of service credits of each employee of the County shall date from the
beginning of the last period of continuous County employment (including temporary,
provisional, and permanent status, and absences on approved leave of absence) . When
an employee separates from a permanent position in good standing and within two years
is reemployed in a permanent County.position, service credits shall include all credits
accumulated at time of separation, but shall not include the period of separation. The
Personnel Director shall determine these matters based on the employee status records in
his department.
Section 6 - Grievances
Whenever time limits are specified in Chapter 34-28 Grievance Procedure of the
County Ordinance Code, the words "day" or "days" shall be defined as work day or work
days.
Section 7 -P_Salaryon Demotion
The County shall continue the County Ordinance Code section which provides that when
an employee voluntarily demotes to a classification paid at a lower salary range, the
salary of the demoted employee shall remain the same when the salary steps of the new
range permit, otherwise, the salary shall be set at the step in the new range next below
the salary the employee received prior to demotion.
Section B -- Training Reimbursement
The County Training` Bulletin shall continue to limit reimbursement for career
t development training to $200 per semester or $150 per quarter, not to exceed $600 per
year.
Section 9 - Medical Treatment for Job Injuries
Whenever an employee who has been injured on the job and has returned to work is
required by his/her attending physician to leave work for treatment during working hours
he/she shall be allowed time off up to three (3) hours for such treatment without loss
of pay or benefits. This provision applies only to injuries that have been accepted by
the County as a job connected injury.
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Section 10 = Safety Equipment
a) The County agrees to continue to provide newly hired Inspectors with all
required safety equipment. Said equipment shall remain the property of the County;
b) Safety equipment deemed unserviceable by the District Attorney or his
authorized representative shall be turned over to the County and a replacement shall
be furnished by the District Attorney or his authorized representative;
c) District Attorney Inspectors who receive the One Hundred Dollar ($100.00
renumeration settlement as provided in paragraph #7-a) of the 1975-1976 Memorandum of
Understanding shall be allowed to retain their current primary duty weapon once it
has been deemed unserviceable by the District Attorney. However, all weapons provided
by the County shall remain the property of the County;
d) The provisions of this replacement program do not apply to safety equipment
damaged or otherwise rendered unserviceable as a result of employee negligence, subject
to the provisions of Section 3802 of the California Labor Cade;
e) The District Attorney or his designated representative retains the right to
render final decisions on the serviceability of safety equipment.
Section 11 - vacation Leave
Section 36-6.602(b) of the County ordinance Code shall be modified as follows:
(b) For employees hired prior to November 1, 1979 the rates at which vacation
credits accrue, and the maximum accumulation thereof, are 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
For employees hired on or after November 1, 1979 the rates at which vacation
credits accrue, and the maximum accumulation thereof, are as follows:
Monthly Maximum
Accrual Cumulative
Length of Service Hours Hours
Under 5 years 6 2/3 160
5 years through 10 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
Section 12 - Mileage Reimbursement
Effective October 1, 1950 mileage allowance for the use of personal vehicles on
County business shall be paid according to the following per month formula;
1 - 400 miles $ .22 per mile
4071 plus miles $ .16 per mile
The above rates shall be adjusted to reflect an increase of decrease in the cost of
gasoline which shall be determined as provided below on the basis of the average price
for "gasoline, all types" per gallon as listed in Table 5, "Gasoline average prices per
gallon, U.S. city average and selected areas" for the San Francisco-Oakland, California
area published by the Bureau of Labor Statistics, U.S. Department of Labor, hereinafter
referred to as the "Energy Report".
The above mileage rates shall be increased or decreased by one cent (1t) for each
fifteen cents (150 increase or decrease in the base price for gasoline which shall
be defined as the average price of gasoline per gallon for July, 1979 as published in
the Energy Report. Any such rate increase or decrease shall be effective the first of
the month following publication of the index. The above formula rates include price
increases reported since October 1979.
The mileage rate increase or decrease based on the Energy Report shall be contingent
upon the continued availability of the official monthly Energy Report in its present form
and calculated on the same basis unless otherwise agreed upon by the parties.
Section 13 - Compensatory Time
The-following provisionsshall apply:
1. Eligible employees may periodically elect to accrue compensatory time off in
lieu of overtime pay. Employees shall make a choice, which will remain in effect for a
period of one fiscal year (July 1 - June 30) , between the payment of overtime or the
accrual and use of compensatory time off.
2. Eligible employees must notify their Department Head or his/her designee of
their intention to accrue compensatory time off at least seven (7) calendar days prior
to July 1 of each year. The names of those employees electing to accrue compensatory
time off shall be placed on a list maintained by the department. Employees who become
eligible (i.e. , newly hired employees, employees promoting, demoting, etc) for compen-
satory time off in accordance with these guidelines, after the list has been compiled
will be paid for authorized overtime hours worked until the preparation of the next
annual list, unless such employees specifically request in writing to the Department
Head or his/her designee that they be placed on the list currently in effect.
3. Compensatory time off shall be accrued at the rate of one and one-half times the
actual authorized overtime hours worked by the employee.
4. Employees may not accrue a compensatory time off balance that exceeds forty (40)
hours. Once a forty (40) hour balance has been attained, authorized overtime hours
worked will be paid at the overtime rate. If the employee's balance falls below forty
(40) hours, the employee shall again accrue compensatory time off for authorized overtime
hours worked until the employee's balance again reaches forty (40) hours.
5. Accrued compensatory time off may be carried over from one fiscal year to the
next; however, as in 4 above, accrued compensatory time off balances may not exceed
forty (40) hours.
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6. Employees may not use more than forty (40) hours of compensatory time off in
any fiscal year period (July 1 - June 30) .
7. The use of accrued compensatory time off shall be by mutual agreement between
the Department Head or his/her designee and the employee.
8. When an employee promotes, demotes or transfers from one classification
eligible for compensatory time off (in accordance with these guidelines) to another
classification eligible for compensatory time- off within the same department, the employee's
accrued compensatory time off balance will be carried forward with the employee.
9. Compensatory time accrual balances will be paid off when an employee promotes,
demotes or transfers from one department to another. Said pay off will be made in
accordance with the provisions and salary of the class from which the employee is promoting
demoting or transferring as set forth in Item 10 below and the employee will begin a new
compensatory time off accrual if the employee's new classification is eligible for
compensatory time off in accordance with these guidelines. -
10. Since employees accrue compensatory time off at the rate of one and one-half
hours for each hour of authorized overtime worked, accrued compensatory time balances
will be paid off at the straight time rate (two-thirds the overtime rate) for the
employee's current salary whenever:
(a) the employee changes status and is no longer eligible for compensatory
time off;
(b) the employee promotes, demotes or transfers to another department;
(c) the employee separates from County service;
(d) the employee retires.
11. The Off-ice of the County Auditor-Controller will establish timekeeping
procedures to implement these guidelines.
Section 14 - Classification Review
The County has conducted a review of the District Attorney Inspector class
specification to determine if it appropriately reflects the duties performed. The
County shall make its findings known to the Association as soon as possible but no
later than February 1, 1981.
Section 15 - Peace Officer Career Incentive Program
The County and the Association agree to continue the current Peace officer
Training Incentive Program.
Section 16 - California District Attorney Investigator's Association Membership Reimbursement
The County agrees to reimburse incumbents in this unit for the annual membership in
the California District Attorney Investigator's Association, said reimbursement not to
exceed $12.00 per year.
Section 17 - nn2loyer-Employee Relations Ordinance
Section 8 of the 1977-1979 Memorandum of understanding between the County and
. District Attorney Investigator's Association shall be continued for the duration of this
Memorandum of understanding.
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Section 18 - Pay for Work in a Higher Classification
Administrative Bulletin 319.2, dated 3/14/78, subject: Pay for Work in a Higher
Classification, reflects the changes that were agreed upon during the 1977 negotiations
and applies to all employees represented by District Attorney Investigator's Association.
Section 19 - Sick Leave
Attached hereto and incorporated herein as Attachment A is County Administrative
Bulletin 311.3, "Sick Leave Policy".
Section 20 - No Discrimination
There shall be no disc imination because of race, creed, color, national origin,
political opinion, sex or union activities against any employee or applicant for employ-
ment by the County or by anyone employed by the County, and to the extent prohibited by
applicable state and federal law there shall be no discrimination because of age or
physical handicap. In that the County has a discrimination complaint procedure
administered by the Affirmative Action Division of the Personnel Department complaints
of discrimination shall be subject to this discrimination complaint procedure rather
than the grievance procedure.
Section 21 -- Shift Differential
Employees in the District Attorney Investigator's Unit shall receive a
shift differential in the amount specified in Section 36-8.602 of the Contra Costa
County Ordinance Code, said differential to be paid only for a shift in which the
employee works four (4) or more hours between the times of five p.m. through nine a.m.
(5:00 p.m. through 9:00 a.m. The provisions of Resolution 79/1195 which is attached
hereto as attachment C and sncorporated herein is also made applicable to employees
in this bargaining unit.
Section 22 - Duration
It is mutually recommended that the modifications shown above be made applicable
on the dates indicated and upon approval by the Board of Supervisors. Resolutions and
Ordinances, where necessary, shall be prepared and adopted in order to implement these
provisions. It is understood that if it is determined that an ordinance is required
to implement any of the foregoing provisions, said provisions shall become effective
upon the first day of the month following thirty (30) days after such ordinance is
adopted.
This Memorandum of Understanding shall remain in full force and effect from
October 1, 1980 through September 30, 1982.
Date:
CONTRA COSTA COUNTY DISTRICT ATTORNEY I STIGATOR'S ASSOCIATION
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ATTACHMENT A
Sick Leave Policy
This bulletin states general County policies on the accumula-
tion, use and administration of paid sick leave credits. While
the provisions contained in this bulletin apply to the majority
of County employees, s-ome provisions r:-,ay differ for certain job
classifications as a result of negotiations with employee organi-
zations . Therefore, the various current memoranda of understand-
ing and the resolution which sets forth the compensation package
for management and unrepresented employees should be cohsulted as
required to ensure the proper administration of sick leave .
Z . Purpose of Sick Leave
The primary purpose of paid sick leave is to insure employees
against loss of pay for temporary absences from work due to ill-
ness or injury. it is a privilege extended by the County and may
be used only as authorized; it is not paid time off which employees
- may use for personal activities.
11. Credits To and Charges Against Sick Leave
Si-ck leave credits accrue at the rate of eight (8) working
hours credit for each completed month of service, as prescribed
by County ordinance . Employees who work a portion of a month are
entitled to a pro rata share of the monthly sick leave credit
computed on the same basis as is partial month compensation.
F'ffective November 1, 1979 credits to sick leave are made in
minimum amounts of one-half hour for those job classifications
where provided for by Board resolution adopting a memorandum of
understanding or setting the management/unrepresented compensation
package; otherwise, credits are made in minimum amounts of one
hour. Effective immediately, charges against sick leave are made
in minimum amounts of one-half hour for those job classifications
where provided for by a memorandum of understanding or management/
unrepresented compensation package; otherwise, charges are made
in minimum amounts of one hour.
Unused sick leave credits accumulate from year to year.
2 .
When an employee is separated, other than through retirement,
his accumulated sick leave' credits shall be cancelled, unless the
separation results from layoff, in which case the accumulated
credits shall be restored if he is re-employed in a permanent
position within the period of his layoff eligibility.
As of the date of retirement, an employee ' s accumulated sick
leave is converted to retirement time on the basis of one day of
retirement service credit for each day of accumulated sick leave
credit .
Ill , Policies Governing the -Use of Paid Sick Leave
As indicated above, the primary purpose of paid sick leave
is to insure employees against loss of pay for temporary absences'
from work due to illness or injury. The following definitions
apply:
" Ir,mnediate Family" means and includes only the spouse,
son, stepson, daughter, stepdaughter, father, stepfather,
..other, stepmother, brother, sister, grandparent, grand-
child, father-in-law, mother-in-law, son-in-law,
daughter-in-law, brother-in-law, cr sister-in-law, of
an employee.
`molovee" means any person employed by Contra Costa
C-ounty in an allocated position in the County service .
"Paid Sick Leave Credits" means those sick leave
credits providedFoF"byCouzn61_-y ordinance .
Accumulated paid sick leave credits may be used, subject to
appointing authority approval, by an employee in pay status, but
only in the following instances:
A. Temporary Illness or Injury of an Employee . An employee
may use paid sick leave credits when he is off work because of a
temporary illness or injury.
B. Permanent Disability Sick Leave. Permanent disability
means the employee suf?e s roma disabling physical injury or
illness and is thereby prevented from engaging in any County
occupation for which he is qualified by reason of education,
training or experience . Sick leave may be used by permanently
disabled employees until all accruals of the employee have been
exhausted or until the employee is retired .by the Retirement
Board, subject to the followihg conditions:
3 .
1 . An application for retirement due to disabling
has been filed with the Retirement Board,
2 . Satisfactory medical evidence of such
disability is received by the appointing
authority within 30 days of the start of use
of sick leave for permanent disability.
3. The appointing authority may review medical
evidence and order further examination as he
deems necessary, and may terminate use of
sick leave when such further examination
demonstrates that the employee is not
disabled, or when the appointing authority
determines that the medical evidence
submitted by the employee is insufficient,
or where the above conditions have not been
met.
C. Communicable Disease. An employee may use paid sick
leave crediEs, when He is un er a physician's orders to remain
secluded due to exposure to a communicable disease .
D. Sick Leave Utilization for _Pre gnand Disabil it ,
9mployees whose gisaEility is cause or contributed to Fy
pregnancy, miscarriage, abortion, childbirth, or recovery there-
..from, shall be allowed to utilize sick leave credit to the maximum
accrued by such, employee during the period of such disability under
the conditions set forth below:
1. Application for such leave must be made by
theemployee to the appointing authority
accompanied by a written statement of
disability from the employee ' s attending
physician. - The statement must address
itself to the employee's general physical
condition having considered the nature or
the work performed by the employee, and it
must indicate the date of the commencement of
the disability as well as the date the
physician anticipates the disability to
terminate.
The County retains the right to medical
review of all requests ror such leave.
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l
2 . If an employee does not apply for leave and
the appointing authority believes that the
employee is not able to properly perform her
work or that her general health is impaired
due to disability caused or contributed to
by pregnancy, miscarriage, abortion, child-
birth or recovery therefrom, the employee
shall be required to undergo a physical
examination by a physician selected by the
County, the cost of such examination to be
borne by the County . Should the medical
report so recommend, a mandatory leave shall
be imposed upon the employee for the duration
of the disability.
3 . If all accrued sick leave has been utilized
by the employee, the employee shall be
considered on an approved leave without pay.
Sick leave may not be utilized after the
employee has been released from the hospital
unless the employee has provided the County
with a written statement from her attending
physician stating that her disability '
continues and the projected date of the
employee 's recovery from such disability.
E. Medical and Dental Appointments . An employee may use
paid sick leave credits:
1 . For working time used in keeping medical and
dental appointments for the employee 's own
care; and.
2. For working time (not over 24 hours in each
- fiscal year, not. over 40 hours in each fiscal
year for employees in job classifications
represented by United Clerical -Employees)
used by an employee for pre-scheduled medical
and dental appointments for an immediate
family member living in the employee 's home.
1
S .
F. Emergency Cara of Family. An employee may use paid
sick leave credits up to two days, unless the County Administra-
tor approves more) for working time used in cases of illness, or
injury to, an immediate family member living in the employee ' s
home, if there is a real need for someone to render care and no
one else is available therefor, and if alternative arrangements
for the care of the ill or injured person are immediately under-
taken.
G. Death of Family Member. An employee may use paid sick
leave credits for working time used because of a death in the
employee 's immediate family, but this .shall not exceed three
working days, plus up to two days of work time for necessary
travel .
Accumulated paid sick leave credits may not be used in the
following situations:
r
- Self-inflicted injury. Paid sick leave credits may
not Ea used for time off from work for an employee ' s
illness or injury purposely self-inflicted or caused
by his willful misconduct.
Vacation. Paid sick leave credits may not be used
for an employee 's illness or injury which occurs
while he is on vacation but the County Administrator
may authorize it, when extenuating circumstances
exist and the appointing authority approves.
- Not in Pay Status . Paid sick leave credits may not
be used when the employee would otherwise be eligible
to use- paid sack leave credits but is not in pay
status..
IV. Administration of Sick Leave
The proper administration of sick leave is a responsibility-
of
esponsibilityof the employeer4nd the department head. The following procedures
apply:
A. Employees are responsible for notifying their department
of an absence prior to the commencement of their work shift or as
soon thereafter as possible. *Notification shall include the
reason and possible duration of the absence.
6 .
B. Employees are responsible for peeping their department
informed .on a continuing basis of their condition and probable
date of return to work.
C. Employees are responsible or obtaining advance approval
from their supervisor for the scheduled time of pre-arranged
personal or 'family medical and dental appointments .
D. The 24 (or 40) hour annual allotment of sick leave
which may be used to take immediate family members, living in the
employee 's home to pre-scheduled medical and dental appoints
should be accounted for by the department on a fiscal year basis .
Any balance of the 24 (or 40) hours remaining; .at the end of the
fiscal year is not to be carried over to the next year; departments
should notify the employee if the maximum allowance is reached. `
Authorization to use sick leave for this purpose is contingent on
availability of accumulated sick leave credits; it is not an
additional allotment of sick leave which employee may charge.
The use of sick leave may properly be denied if these
procedures are not followed. Abuse of the sick leave privilege
on the part of the employee is cause for disciplinary action.
Authorization of sick leave is a certification of the legiti-
macy of the sick leave claim. To ascertain the propriety of
claims against sick leave, department heads may make such investi-
gations as they deem necessary. Use of one or more of the
following procedures may be helpful:
- Calling the employee, his family or attending
physician if there is one.
- Obtaining the, signature of the employee on the
Absence/Overtime Record, or on another form
established for that purpose, as a certification
of the legitimacy of the claim.
- Obtaining a-written statement explaining the claim
for ups of accumulated sick leave credits.
Obtaining a physician's certificate covering the
absence (s) indicating that the employee was
incapacitated.
w Writing a letter of injury about the employee 's
condition, enct:.sing a form to be filled out, signed,
and returned.
7`
Obtaining a periodic statement of progress and
medical certification in absences of an extended
nature .
Department heads are responsible for establishing timekeeping
procedures which will insure the submission of a time card cover-
ing each employee absence and for operating their respective
offices in accordance with these policies and with clarifying
-regulations issued by the Office of the County Administrator.
To help assure uniform policy application, the latter office
should, be contacted with respect to sick leave determinations
about which the department is in doubt.
References: Ord. Code Section 36-6 . 604 (Ordinance 73-47, 6/5/73)
Ord. Code Section 38-4 .602 (Ordinance 73-55, 7/2/73)
Resolution Number 72/465 dated July 22 , 1972
Resolution Number 74/322 dated April 9, 1974
Resolution Number 75/592 et. al. dated July 31, 1975
Ordinance Code Section 36-6. 504 (Ord. 79/107, 9/27/79)
Z�4
County Admini.str r
Attachment B
District Attorney Investigator's Association and the County have met and
conferred in good faith regarding wages, hours and other terms and conditions
of employment for the employees in C.E.T.A. classes who may be represented
by District Attorney Investigator's Association and have freely exchanged
information, opinions and proposals and have endeavored to reach agreement
on all matters relating to the employment conditions and employer-employee
relations of such employees.
The Association and the County understand that the meet and confer process with
respect to the conditions of employment for C.E.T.A. classifications are governed
and therefore restricted by Federal C.E.T.A. regulations which change from time
to time. These restrictions include the following: "
1 . The County must adhere to an average annual wage, which
is periodically subject to adjustment by the Department
of Labor.
2. C.E.T.A. employees covered by this Memorandum of Understanding
are not covered under the County Retirement System.
3. The County and District Attorney Investigator's Association agree
that compensation for C.E.T.A. employees shall not be supplemented
by local funding.
,4. Any provisions of this Memorandum of Understanding which pertain
to layoff are not applicable to C.E.T.A. employees.
s. The duration of employment for C.E.T.A. participants is limited
to no more than eighteen (18) months.
x
PAX
ATTACHMENT C
IN THE BOARD OF SUPERVISORS
OF
CONTRA COSTA COUNTY
)
In the Matter of )
)
Differential Pay During Paid Leaves ) RESOLUTION NO. 79/1195
The Contra Costa County Board of Supervisors RESOLVES THAT:
1 . Board Resolution Nos. 79/1115 and 79/111Eaffecting District
Attorney Investigators Association and Associated County Employees
Income Maintenance Unit are hereby modified by the addition of the
following provisions:
For employees who have been regularly working a shift
qualifying for shift differential immediately preceding
the commencement of a vacation, paid sick leave period,
- paid disability or other paid leave, the shift differ-
ential shall be included on such employees paid leave.
The paid ,leave of an employee who is on a rotating shift
schedule shall include the shift differential he/she would
Have received had he/she worked the shift scheduled during
such period.
Shift differential shall only be paid .during paid sick
leave and paid disability as provided above for the first
thirty (30) calendar days of each absence.
2. Effective Date: This Resolution is effective beginning on
November 1 , 1979.
PASSED on November 27, 1979 unanimously by the Supervisors present.
CERTIi`IrM COPY
I certify that is .. f7:?'. true & to sect ra^r 0,
thr original do°.°.......', is o.a t'.'e i:.
tCC il:. _ moi: ir
T. w y. �L7.\`. i,f";:`,d�•
by
y _.r...-,acs-..°.-+.� i-� s'�"�-r..m--..L r �t'--®• -�/ ,+''.` ! r"
cc: Director of Personnel _ ....-..._� .:_.... _.... :.._. o� _.. :...._..,
Auditor--Controller