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Home My WebLink AboutRESOLUTIONS - 01011981 - 1981-1006 IN THE BOARD OF SUPERVISORS OF CONTRA COSTA COUNTY, STATE OF CALIFORNIA 1981-1983 Compensation for Employees in Unita Represented by Contra Costa RESOLUTION NO. 81/1006 County Employees Association, Local No. 1 The Contra Costa County board of Supervisors RESOLVES THAT: 1. On September 1, 1981, the Employee Relations Officer submitted the Memorandum of Understanding dated September 1, 1981, entered into with Contra Costa County Employees Association, Local No. 1, for the following Units represented by the Association: Agriculture and Animal Control Unit Attendant - LVN - Aide Unit Craft Maintenance Unit Deputy Public Defenders Unit Engineering Unit Fiscal Services Unit General Services and Maintenance Unit Health Services Unit Investigative Unit Legal and Court Clerk Unit Library Unit Probation Unit; and 2. This Board having thoroughly considered said Memorandum of Understanding, the same is approved. 3. Salaries and Terms and Conditions of ft1pYment, CCCEA. Local 1. The Memorandum of Understanding with Contra Costa County Employees Association, Local 11 is attached hereto, marked Exhibit A; and Section Numbers 1 through 52 inclusive and Attachments A, B, C and D are incorporated herein as if set forth in full and made applicable to the employees in the above-named units. 4. If an Ordinance(s) is required to implement any of the foregoing provisions, the Board of Supervisors will adopt said Ordinance(s). S. This Resolution is effective as of July 1, 1981. ► PASSED ON September 1, 1981, by the following vote of the Board: AYE'S: Supervisors Fanden, Schroder, McPeak, Torlakson, and Powers. NOES: None, ABSENT: None, I certify that tw at is A. full, irair 4, rrrert rcpt'of tht original dnt.maent twldeh k nn filo In uiv offte, and that it ww; 7aa4sad N ttdnparrl hr th- Board of anpl rvlxors of Cowyli Caesar+t;nu n;r, t"niirnruht. on Org: Personnel Department the date ahocvn.ATTE.Wf'! J. r;, CSi.,t`;.n\.'Comity cier'�[&ex-officio ctesrk of etcid lloacrci or Supervfaora, cc: County Administrator hy nkat,Clay All County Departments �n SEP 1 L%1 Contra Costa County Employees Association, Local No. 1 RESOLUTION NO. E1/1006 r � t MEMORANDUM OF UNDERSTANDING BETWEEN CONTRA COSTA COUNTY AND CONTRA COSTA COUNTY .EMPLOYEES ASSOCIATION, LOCAL NO. 1 1981 - 1983 Memorandum of Understanding Between Contra Costa County and Contra Costa County Employees Association, Local No. 1 .1981 _ .1983 TABLE OF CONTENTS Section. page Definitions 1, 2, 3 1 Union Recognition 3 2 Union Security 3 3 No Discrimination 7 4 Shop Stewards & Official Representatives 7 5 Salaries 8 6 Days & Hours of Work 14 7 Overtime & Compensatory Time 14 8 Call-Back Time 16 9 On-Call Duty 16 10 Shift Differential 16 11 Separation through Layoff 17 12 Holidays 20 13 Vacation Leave 22 144 Sick Leave 23 15 Leave of Absence 29 16 Jury & witness Duty 30 17 Health, Welfare, Life & Dental Care 31 18 Probationary Period 33 19 Promotion 35 20 Transfer 36 21 Resignations 37 22 Dismissals, Suspensions & Demotions 39 23 Grievance F'rocedure 42 24 Bilingual Pay 45 25 Retirement Contribution 45 26 'Training Reimbursement 45 27 Safety Shoes & Prescription Safety Eyeglasses 45 28 Safety E45 29 Performance Evaluations 45 30 Mileage 46 Fable of Contents Page two Section Page 31 Pay Warrant Errors 46 32 Flexible Staffing 47 33 Provisional Appointments 47 34 Personnel Files 48 35 Service Awards 48 36 Reimbursement for Meal Expenses 48 37 Compensation for Loss or Damage to Personal. Property 49 38 Unfair Labor Practice 49 39 Length of Service Definition 49 40 State Disability Insurance Election 50 41 Permanent Part-'Time Employee Benefits 50 42 Permanent-Intermittent Employee Benefits 50 43 Permanent-Intermittent Employee Heeltr Plan 150 44 Provisional Employee Benefits 50 45 Hazard Pay Differential for County Hospital 50 46 Lunch Period 51 47 X-Ray Examination 51 48 Classification Studies 51 49 Adoption 51 50 Scope of Agreement & Separability of Provisions 52 51 Past Practices & Existing Memoranda of Understanding 53 52 Unit Items 53 Agriculture-Animal Control 54 & 55 Attendant-LVN-Aide 56 Building Trades 59 Deputy Public Defender 60 Engineering 62 Fiscal Services 63 General Services & Maintenance 64 Health Services 68 Legal & Court Clerk 71 Library, 72 Probation 74 Table of Contents Page three Section ' Attachment A - Project Employees 75 Attachment B - Sheriffs' Dispatchers 76 Attachment C Mental Health Treatment Specialists' Salaries 78 Attachment D - Salaries by Unit Agriculture & Animal Control 79 Attendant-LVN-Aide 80 Craft Maintenance 81 Deputy Public Defenders 82 Engineering 83 Fiscal Services 84 General Services & Maintenance 85, 86, 87 Health Services 88 & 89 Investigative 90 Legal & Court Clerk 91 Library 92 Probation 93 Memorandum of Understanding Between Contra Costa County And Contra Costa County Employees Association, Local No.l 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 34-8.012. The parties have met and conferred in good faith regarding wages, .hours and other terms and conditions of employment for the employees in units in which the Union is the recognized representative, 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 covering 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 July 1, 1981 and ending June 30, 1983. Special provisions and restrictions pertaining to Project employees covered by this Memorandum of Understanding are contained in Attachment A which is attached hereto and made a part hereof. Definitions: A. "Appointing Authority" means department head unless otherwise provided by statute or ordinance. B. "Class" means a group of positions sufficiently similar with respect to the duties and responsibilities that similar selection procedures and qualifications may apply and that the same descriptive title may be used to designate each position allocated to the group. C. "Class Title" means the designation given to a class, to each position allocated to the class, and to the employees allocated to the class. D. "County" means Contra Costa County. E. "Demotion" means the change of a permanent employee to another position in a class allocated to a salary range for which the top step is lower than the top step of the class which the employee formerly occupied except as provided for under "Transfer" or as otherwise provided for in this Memorandum of Understanding, in the Personnel Management Regulations, or in specific resolutions governing deep classifications. 1 F. "Director of irsonnel" means the person deli ted by the County Administrator to serve as the Assistant County"Administrator-Director ' of Personnel. G. "Eligible" means any person whose name is on an employment or reemployment or layoff list for a given class. H. "Em ployee" means a person who is an incumbent of a position or who is on leave of absence in accordance with provisions of this Memorandum of understanding and whose position is held pending his r..eturn. I. "gmyl yment List" means a list of persons, who have been found qualified for employment in a specific class. J. "Layoff List" means a lint of persons who have occupied positions allocated to a class in the Merit System and who have been involuntarily separated by layoff or displacement or have voluntarily demoted in lieu of layoff. K. "Permanent Intermittent Position" means. any position which requires the services of an incumbent for an indefinite period but on in intermittent basis; as needed, paid on an hourly basis. L. "Permanent Part-Time Position" means any position which will require the services of an incumbent for an indefinite period but on a regularly scheduled less than full-time basis. M. "Permanent Position" means any position which has required, or which will require the services of an incumbent without interruption, for an indefinite period. N. "Protect ftPloye" means an employee who is engaged in a time limited program or service by reason of limited or restricted funding. Such positions are typically funded from outside sources but may be funded from County revenues. 0. "Promotion" means the change of a permanent employee to another position in a class allocated to a salary range for which the top step is higher than the top step of the class which the employee formerly occupied, except as provided for under "Transfer" or as otherwise provided for in this Memorandum of understanding, in the Personnel Management Regulations, or in specific resolutions governing deep classes. P. "Position" means the assigned duties and responsibilities calling for the regular full-time, part-time or intermittent employment of a person. Q. "Reallocation" means the act of reassigning an individual position from one class to another class at the same range of the salary schedule or to a class which is allocated to another range that is within five (5) percent of the top step, except as otherwise provided for in the Personnel Management Regulations, deep class resolutions or other ordinances. R. "Reclassification" means the act of changing the allocation of a position by raising it to a higher class or reducing it to a lower class on the basis of significant changes in the kind, difficulty or responsibility of duties performed in such position. Z S. "Reemployment List" means a list of persons, who have occupied positions allocated to any class in the merit system and, who have voluntarily separated and are qualified for consideration for reappointment under the Personnel Management Regulations governing reemployment. T. "Resignation" means the voluntary termination of permanent employment with the County. U. "Temporary ftloymgnt" means any employment. which will require the services of an incumbent fora limited period of time, paid on an hourly basis, not in an allocated position or in permanent status. V. "Transfer" means the change of an employee who has permanent status in a position to another position in the same class in a different department, or to another position in a class which is allocated to a range on the salary plan that is within five (5) percent at top step as the class previously occupied by the employee. Section 1 Recognition 1.1 Union Recognition The Union is the formally recognized employee organization for the representation units listed below, and such organization has been certified as such pursuant to Chapter 34-12 of the Contra Costa County Ordinance Code. A. Agriculture and Animal Control Unit B. Attendant-LVN-Aide Unit C. Building Trades Unit D. Deputy Public Defenders Unit E. Engineering Unit F. Fiscal Services Unit G. General Services and Maintenance Unit H. Health Services Unit I. Investigative Unit J. Legal and Court Clerk Unit R. Library Unit L. Probation Unit Section 2 Union Security 2.1 Dues Deduction. Pursuant to Chapter 34-26 of County Ordinance 73-32, only a majority representative may have dues deduction and as such the union has the exclusive privilege of dues deduction for all members in its units. Dues deduction shall be based on the voluntary written authorization of the employee which shall remain in effect so long as the .employee remains in a unit represented by the Union unless such authorization is cancelled in writing by the employee in accordance with the provisions set forth .in Section 2.4. The dues deduction shall be for a specified amount and uniform between members of the Union. The union shall indemnify, defend, and hold the County harmless 3 against any claims made and against any suit instituted against the County on account of dues deduction. The union shall refund to the County any amounts paid to it in error upon presentation of supporting evidence. 2.2 Employees hired on or after October 1, 1981 in classifications assigned to units represented by the union shall as a condition of employment at the time of employment complete a union dues authorization card provided by the union-and shall have deducted from their paychecks the membership dues of the union. Said employees shall have thirty (30) days from the date of hire to decide if he/she does not want to become a member of the union. Such- decision not to become a member of the union must be made in writing to the Auditor-Controller with a copy to the Employee Relations Division within said . thirty (30) day period. If the employee decides not to become a member of the union, any union dues previously deducted from the employees' paycheck shall be returned to the employee and said amount shall be deducted from the next dues deduction check sent to the union. If the employee does not notify the County in writing of'the decision not to become a member within the thirty (30) day period, he/she shall be deemed to have voluntarily agreed to pay the dues of the union. Each such dues authorization form referenced above shall include a state- ment that the Union and the County have entered into a Memorandum of Understanding, that the employee is required to authorize payroll deductions of union dues as a condition of employment, and that such authorization may be revoked within the first 30 days of employment upon proper written notice by the employee within said 30 day period as set forth above. Each such employee shall, upon written completion of the authorization form, receive a copy of said authorization form which shall be deemed proper notice of his or her right to revoke said authorization. 2.3 Maintenance of Membership. All employees in units represented by the Union who are currently paying dues to the Union and all employees in such units who hereafter become members of the Union shall as a condition of continued employment pay dues to the Union for the duration of this Memorandum of Understanding and each year thereafter so long as the Union continues to represent the position to which the employee is assigned, unless the employee has exercised the option to cease paying dues in accordance with Section 2.4. 2.4 Withdrawal of Membership. By notifying the Auditor-Controller's Department in writing, between May 2 and May 31, 1983, any employee may withdraw from Union membership and discontinue paying dues as of the payroll period commencing May 1, 1983, discontinuance of dues payments to then be, reflected in the June 10, 1983 paycheck. Immediately upon the close of the above mentioned thirty (30) day period the Auditor-Controller shall submit to the Union a list of the employees who have rescinded their authorization for dues deduction. 2.5 Communicating With. galoyees. The Union shall be allowed to use designated portions of bulletin boards or display areas in public portions of County buildings or in public portions of offices' in which there are employees represented by the Union, provided the communications displayed have to do with official organization business such as times and places of meetings and further 4 provided that the employee organization appropriately posts and removes the information. The department head reserves the right to remove objectionable materials after notification to and discussion with the Union. Representatives of the Union, not on County time, shall be permitted to place a supply of employee literature at specific locations in County buildings if arranged through the Employee Relations Officer; said representatives may distribute employee organization' literature in work areas (except work areas not open to the public) if the nature of the literature and the proposed method of distribution are compatible with the work environment and work in progress. Such placement and/or distribution shall not be performed by on duty employees. The union shall be allowed access to work locations in which it represents employees for the following purposes. A. to post literature on bulletin boards; B to arrange for use of a meeting room; C. to leave and/or distribute a supply of literature as indicated above; D. to represent an employee on a grievance, and/or to contact a union officer on a matter within the scope or representation. In the application of this provision, it is agreed and understood that in each such instance advance arrangements, including disclosure of which of the above purposes is the reason for the visit, will be made with the departmental representative in charge of the work area, and the visit will not interfere with County services. 2.6 Use of County Buildings. The Union shall be allowed the use of areas normally used for meeting purposes for meetings of County employees during non- work hours when: A. Such space is available and its use by the Union is scheduled twenty-four (24) hours in advance; B. There is no additional cost to the County; C. It does not interfere with normal County operations; D. Employees in attendance are not on duty and are not scheduled for duty; E.. The meetings are on matters within the scope of representation. The administrative official responsible for the space shall establish and maintain scheduling of such uses. . The Union shall maintain proper order at the meeting, and see that the space is left in a clean and orderly condition. The use of County equipment (other than items normally used in the conduct of business meetings, such as desks, chairs, ashtrays, and blackboards) is strictly prohibited, even though it may be present in the meeting area. 5 2.7 Advance Notice. The Union shall, except in cases of emergency, have the right to reasonable notice of any ordinance, rule, resolution or regulation directly relating to matters within the scope of representation proposed to be adopted by the Board, or boards and commissions designated by the Board, and to meet with the body considering the matter. The listing of an item on a public agenda, or the mailing of a copy of a proposal at least seventy-two (72) hours before the item will be heard, or the . delivery of a copy of the proposal at least twenty-four (24) .hours before the item will--be heard, .shall constitute notice. In cases of emergency when the Board, on boards and commissions designated by the Board determines it must act immediately without such notice or meeting, it shall give notice and opportunity to meet as soon as'practical after its action. 2.8 Written Statement for New Employees. The County will provide a written statement to each new employee hired into a classification in any of the bargaining units represented by the Union, that the employee's classification is represented by the Union and the name of a representative of the Union. The County will provide the employee with a packet of information which has been supplied by the 'Union and approved by the County. 2.9 List of ftployees with -Dues Deduction. The County shall provide the Union with a monthly list of employees who are paying dues to the Union. 2.10 Assignment of Classes to Bargaining Units. The County shall assign new classes in accordance with the fallowing procedure: A. Initial Determination: When a new class title is established, the employee relations officer shall review the composition of existing representation units to determine the appropriateness of including some or all of the employees in the new class in one or more existing representation units, and within a reasonable period of time shall notify all recognized employee organizations of his determination. B. Final Determination: His determination is final unless within ten days after notification a recognized employee organization requests in writing to meet and confer thereon. C. Meet and Confer and other Steps: He shall meet and confer with such requesting organizations (and with other recognized employee organizations where appropriate) to seek agreement on this matter within sixty days after the ten-day period in subsection (B), unless otherwise mutually agreed. Thereafter, the procedures in cases of agreement and disagreement, arbitration referral and expenses, and criteria for determination shall conform to those in subsections (d) through (i) of Section 34-12.008 of County Ordinance 73-32. 2.11 Section 18 of the 1977-1979 Memorandum of Understanding between the County and Local No. 1 be continued for the duration of this Memorandum of Understanding and shall be applicable to all units currently represented by Local No. 1. 6 ?/,Aov to Section 3 No Discriz nation + There shall be no discrimination because of race, creed, color, national origin, sexual orientation or union activities against any employee or applicant for employment 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. There shall be no discrimination against any handicapped person solely because of such handicap unless that handicap prevents the person from meeting the minimum standards established for the position. Section '4' Shop Stewards and Official Representatives 4.1 Attendance at Meetings. Employees designated as shop stewards or official representatives of the union shall be allowed to attend meetings held by County agencies during regular working hours on County time as fellows: A. If their attendance is required by the County at a specific meeting; B. If their attendance is sought by a hearing body or presentation of testimony or other reasons; C. If their attendance is required for meeting required for settlement of grievances filed pursuant to Section 23 (Grievance Procedure) of this Memorandum; D. If they are designated as a shop steward, in which case they may utilize a reasonable time at each level of the proceedings to assist an employee to present a grievance; E. If they are designated as spokesperson or representative of the Onion and as such make representations or presentations at meetings or hearings on wages, salaries and working conditions; provided in each case advance arrangements for time away from the employee's work station or assignment are made with the appropriate department head, and the County agency calling the meeting is responsible for determining that the attendance of the particular employee(s) is required. 4.2 Union Representative. Official representatives of the union shall be allowed time off on County time for meetings during regular working hours when formally meeting and conferring in good faith or consulting with the Employee Relations Officer or other management representatives on matters within the scope of representation, provided that the number of such representatives shall not exceed the below specified limits without prior approval of the Employee Relations Officer, and that advance arrangements for the time away from the work station or assignment are made with the appropriate department head. Unit Number of Employees Agriculture and Animal Control 2 Attendant-LVN-Aide 2 Building Trades 2 Deputy Public Defenders 1 Engineering 2 Fiscal Services 2 General Services and Maintenance 5 Health Services 4 Investigative 1 Legal. and Court Clerk 1 Library 2 Probation 2 7 Section 5 Salaries 5.1 The salary range for each represented classification shall be as set forth in exhibit B which is attached hereto and made a part hereof. 5.2 Effective January 1, 1982 the salary range for each classification listed below shall be increased as follows: A. Surgical Technologist - Level H1 982 1213-1474 B. Psychiatric Technician - Level H1 982 1213-1474 Effective July 1, 1982 the salary range for each classification shall be increased by 8% or 77 levels on the H series salary schedule with the exception of the following: A. Collection Services Officer - 10% or 96 levels B. Licensed Vocational Nurse 11-10.5% or 100 levels C. Surgical Technologist - 10.5% or 100 levels D. Psychiatric Technician - 10.5% or 100 levels E. Public Health Nurse shall, be increased an amount equal to that received by the class of Registered Nurse but in no case shall this amount be less than 8% or 77 levels. However, should the Consumer Price Index for Urban Mage Earners and Clerical Workers-San Francisco-Oakland, California all items (1967)=100 hereinafter referred to as the "Index" from April 1981 to April 19$2 increase more than twelve (12'x) percent, the salary range for each classification represented by the union 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, retroactive 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 classifi- cation 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. 5.3 Entrance Salary. New employees shall generally be appointed at the minimum step of the salary range established for the particular class of position to which the appointment is made. However, the appointing authority may fill a particular position at a step above the minimum of the range, but no new employee may enter at a step higher than the third step. Whenever a permanent position is filled in this manner, all incumbents of position in the same class earning less than the step in the particular salary range at which the new employee enters shall be raised to that step; provided, however, that if the County does not want to raise the salary of all incumbents to the higher step, it shall meet and confer with the union on this matter. 8 5.4 Anniversary dates. Except as may otherwise be provided for in deep class resolutions, anniversary dates will be set as follows: A. New Employees. The anniversary date of a new employee is the first day of the calendar month after the calendar month when the employee _successfully completes six (6) months service provided however, if an employee began work on the first regularly scheduled workday of the month, the anniversary date is the first day 'of the calendar month when the employee successfully completes six months services B. Promotions. The anniversary date of a promoted employee is determined as for a new employee in subsectin 5.4 A above. C. Transfer, Reallocation and Reclassification, The anniversary date of an employee who is transferred to another position. or one whose position has been reallocated or reclassified to a class. allocated` to the same salary range or to a salary, range which is within five (5) percent of the top step of the previous classification, remains unchanged. D. Reemployments. The anniversary of an employee appointed from a reemployment list to the first step of the applicable salary range and not required to serve a probation periods is determined in the same way as the anniversary date is determined for a new employee who is appointed the same date, classification and step and who then successfully completes the required.probationary period. E. Notwithstanding other provisions of this Section 5, the anniversary of an employee who is appointed to a classified position from outside the County's merit system at a rate above the minimum salary for the employee's new class, or who is transferred from another governmental entity to this County's merit system, is one (1) year from the first day of the calendar month after the calendar month when the employee was appointed or transferred; provided however, when the appointment or transfer is effective on the employee's first regularly scheduled work day of that month, his/her anniversary is one (1) year after the first calendar day of that month. 5.5 Increments 'Within Range. The performance of each employee, except those of employees already at the maximum. salary step of the appropriate salary range, shall be reviewed on the anniversary date as set forth in Section 5.3 to determine whether the salary of the employee shall be advanced to the next higher step in the salary range. Advancement shall be granted on the affirmative recommendation of the appointing authority,. based on satisfactory performance by the employee. The appointing authority may recommend unconditional denial of the increment or denial subject to review at some specified date before the next anniversary. 9 Except as herein provided, increments within range shall not be granted more frequently than once a year, nor shall more than one (1) step within-range increment be granted at one time, except as otherwise provided in deep-class resolutions. Ir case an appointing authority recommends denial of the within range increment on some particular anniversary date, but recommends a special salary review at some date before the next anniversary the special salary review shall not affect the regular salary review on the next anniversary date. Nothing herein shall .be construed to make the granting of increments mandatory on the County. If an operating department verifies in writing that an adminis- trative or clerical error was made in failing to submit the documents needed to advance an employee to the next salary step on the first of the-month when eligible, said advancement shall be made retroactive to the first of the month when eligible. 5.6 Part-'Time Compensation. A part-time employee shall be paid a. monthly salary in the same ratio to the full-time monthly rate to which the employee would be entitled as a full-time employee under the provisions of this Section 5 as the number of hours per week in the employee's part-time work schedule bears to the number of hours in the full-time work schedule of the department. 5.7 Cgmpensation for_Portion of Month. Any employee who works less than any full calendar month, except when on earned vacation or authorized sick leave, shall receive as compensation for services an amount which is in the same ratio to the established monthly rate as the number of days worked is to the actual working days in such employee's normal work schedule for the particular month; but if the employment is intermittent, compensation shall be on an hourly basis. 5.8 Position Reclassification. An employee who is an incumbent of a position which is reclassified to a class which is allocated to the same range of the basic salary schedule as is the class of the position before it was reclassified, shall be paid at the same step of the range as the employee received under the previous classification. An incumbent of a position which is reclassified to a class which is allocated to a lower range of the basic salary schedule shall continue to receive the same salary as before the reclassification, but if such salary is greater than the maximum of the range of the class to which the position has been reclassified, the salary of the incumbent shall be reduced to the maximum salary for the new classification. The salary of an incumbent of a position which is reclassified to a class which is allocated to a range of the basic salary schedule greater than the range of the class of the position before it was reclassified shall be governed by the previsions of Section 5.10 Salary on Promotion. 10 �r�l�Ya�► t 5.9 Salary Reallocation and Salary on Reallocation. A. In a general salary increase or decrease, an employee in a class which is reallocated to a salary range above or below that to which it was previously allocated, when the number of steps remain the same, shall be compensated at the same step in the new salary range the employee was receiving in the range to which the class was pre- -viously allocated. If the reallocation is from one salary range with more steps to a range with fewer steps or vice versa, the employee shall be compensated at the step on the new range which is In the same percentage ratio to the top step of the new range as was the salary received before reallocation to the top step of the old range, but in no case shall any employee be compensated at less than the first step of the range to which the class is allocated. B. In the event that a classification is reallocated from a salary range with more steps to a salary range with fewer steps on the salary schedule, apart from the general salary increase or decrease described in 5.9 A above, each incumbent of a position in the reallocated class shall be placed upon the step of the new range which equals the rate of pay received before the reallocation. In the event that the steps in the new range do not contain the same rates as the old range, each incumbent shall be placed at the step of the new range which is next above the salary rate received in the old range, or if the new range does not contain a higher step, at the step which is next lower than the salary received in the old range. C. In the event an employee is in a position which is reallocated to a different class which is allocated to a salary range the same as above or below the salary range of the employee's previous class, the incumbent shall be placed at the step in the new class which equals the rate of pay received before reallocation. In the event that the steps in the range for the new class do not contain the same rates as the range for the old class, the incumbent shall be placed at the step of the new range which is next above the salary rate received in the old range; or if the new range does not con- tain a higher step, the incumbent shall be placed at the step which is next lower than the salary received in the old range. D. In the event of reallocation to a deep class, the provisions of the deep class resolution and incumbent salary allocations, if any, shall supersede section 5.9. 5.10 Salary on Promotion. Any employee who is appointed to a position of a class allocated to a higher salary range than the class previously occupied, except as provided under Section 5.13, shall receive the salary in the new salary range which is next higher than the rate received before promotion. In the event this increase is less. than five percent (5%) , the employee's salary shall be adjusted to the step in the new range which is at least five percent (5%) greater than the next higher step; provided however that the next step shall not exceed the maximum salary for the higher class. ]1 5.11 Salary on Demotion. Any employee who is demoted, except as provided under Section 5.13, shall have his/her salary reduced to the monthly salary step in the range for the class of position to which he has been demoted next lower than the salary received before demotion. In the event this decrease is less than five percent (5%), the employee's salary shall be adjusted to the step in the new range which is five percent (5x) less than the next lower step; pro- vided, however, that the next step shall not be less than the minimum salary for the lower—class. Whenever the demotion is the result of layoff, cancellation .of positions or displacement by another employee with greater .seniority rights, the salary of the demoted employee shall be that step on the salary range which he/she would have achieved had he/she been continuously in the position to which he/she has been demoted, all within-range increments having been granted. 5.12 Salary on Voluntary Demotion. Whenever any employee voluntarily demotes to a position in a class having a salary schedule lower than that of the class from which he or she demotes, his or her salary shall remain the same if the steps in his or her new (demoted) salary range permit, and if not, new .salary shall be set at the step next below former salary. 5.13 Transfer. An employee who is transferred from one position to another as described under "Transfer" shall be placed at the step in the salary range of the new class which equals the rate of pay received before the transfer. In the event that the steps in the range for the new class do not contain the same rates as the range for the old class, the employee shall be placed at the step of the new range which is next above the salary rate received in the old range; or if the new range does not contain a higher step, the employee shall be placed at the step which is next lower than the salary received in the old range. If the transfer is to a deep class, the provisions of the deep class resolution on salary of transfers, if any, shall apply in lieu of the above provisions. 5.14 PAY for Work in Higher Classification. When an employee in a permanent position in the merit system is required to wo k in a classification for which the compensation is greater than that to which the employee is regularly assigned, the employee shall receive compensation for such work at the rate of pay established for the higher classification pursuant to Subsection 5.10 Salary on Promotion of this Memorandum, commencing on the eleventh {11th) work day of the assignment, under the following conditions. 1. The employee is assigned to a program service, or activity established by the Board of Supervisors which is reflected in an authorized position which ha's been classified and assigned to the Salary Schedule. 2. The nature of the departmental assignment is such that the employee in the lower classification becomes fully responsible for the duties of the position of the higher classification. 3. Employee selected for the assignment will normally be expected to meet the minimum qualifications for the higher classification. 12 ,?/ tom/. 4. Pay for work in a higher classification shall not be utilized as a substitute for regular promotional procedures provided in this Memorandum. 5. Nigher pay assignments shall not exceed six (6) months except through reauthorization. 6. -If approval is granted for pay for work in a higher classification and the assignment is terminated and later reapproved for the same employee within thirty ,(30) days no additional waiting period will be required. 7. Any incentives (e.g., the education incentive) and special differentials (e.g., bilingual differential and hazardous duty differential) accruing to the employee in his/her permanent position shall continue. 8. During the period of,work for higher pay in a higher classification,. an employee will retain his/her permanent classification, and anniversary and salary review dates will be determined by time in that classification, 9. Allowable overtime pay, shift differentials and/or work. location differentials will be paid on the basis of the rate of pay for the higher class. 5.15 Payment. On the tenth (10th) day of each month, the 'Auditor will draw a warrant upon the Treasurer in favor of each employee for the amount of salary due the employee for the preceding month; provided, however, that each employee (except those paid on an hourly rate) may choose to receive an advance on the employee's monthly salary, in which cane the Auditor shall, on the twenty-fifth (25th) day of each month, draw his/her warrant upon the Treasurer in favor of such employee. The advance shall be in an amount equal to one-third (1/3) of the employee's basic salary of the previous month except that it shall not exceed the amount of the previous month's basic salary less all requested or required deductions. The election to receive .an advance shall be made on or before April 30 or October 31 of each year or during the first month of employment by filing.on forms prepared by the Auditor-Controller a notice of election to receive salary advance. Each election shall become effective on the first day of the month following the deadline for filing the notice and shall remain effective until revoked. In the case of an election made pursuant to this Section 5.14 all required or requested deductions from salary shall be taken from the second installment, which is payable on the tenth (10th) day of the following month. 13 Section 6 Days and Hours of Work The normal work week of County employees is forty (40) hours between 12:01 a.m. Monday to 12:00 midnight Sunday, usually five (5) eight-hour days; however, where operational requirements of a department require deviations from the usual pattern of five eight-hour days per work week, an employee's work hours may be scheduled -to meet these requirements., but his/her working time shall not exceed- : an average of forty (40) hours per seven (7) day period throughout an opera- .tional cycle, and the department head shall prepare written schedules in advance to support all deviations, the schedules to encompass the complete operational cycle contemplated. The work week for employees in the "4-10" shift is four (4) ten -(10) hour working days during a' work week consisting of any seven (7) day period. If the County wants to eliminate any existing "4-10" shift and substitute a "5-8" shift or to institute a "4-10". shift which does not allow for three (3) consecutive days off (excluding overtime days or a change of shift assignment) , it will meet and confer with the Union prior to implementing said new shift. Section7 Overtime and Compensatory Time 7.1 Overtime. Overtime is any Authorized work performed in excess of forty hours per week or eight hours per day. Overtime for "4-10" shift employees is any work performed beyond ten hours per day or forty hours per week. All over- time shall be compensated for at the rate of one and one-half (1-1/2) times the employee's base rate of pay (not including shift and other special differentials). Overtime for permanent employees is earned and credited in a minimum of one-half hour increments and is compensated by either pay or compensatory time off. Employees entitled to overtime credit for holidays in positions which work around the clock (such as the County hospital, the Sheriff's office and jails, and the juvenile hall and boys' ranch) shall be provided a choice as to whether they shall be paid at the overtime rate or shall receive compensatory time off at the rate of one and one-half hours compensatory time off for each hour worked. Such compensatory time off, and the accumulation thereof shall be in addition to the total vacation accumulation permitted under the terms of this Memorandum of Understanding. The specific provision of this accumulation are set forth in Section 12.5 of this Memorandum of Understanding. Regular overtime for 24hour institutional employees may be accrued as compensatory time in accordance with Section 7.2 of this Memorandum of Understanding. 7.2 CoMensatory _Time. The following provisions shall apply: A. Employees may periodically elect to accrue compensatory time off in lieu of overtime pay. Eligible employees must notify their Department Head or his or her designee of their intention to accrue compensatory time off' or to receive overtime pay at least thirty (30) days in advance of the change. 14 i H. 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 compensatory time off in accordance with these guidelines must elect to accrue compensatory time or they will be paid for authorized overtime hours worked. C. --Compensatory time off shall be accrued at the rate of one and one- half (1-11'2) times the actual authorized overtime hours worked by the employee. D. Employees may not accrue a compensatory time off, balance that -exceeds sixty (60) hours (i.e., forty (40) hours at time and one-half) . Effective September 1, 1981 the compensatory time off balance shall be increased to one hundred twenty (124) hours (i.e., eighty (80) hours at time and one-half) . Once the maximum balance has been attained, authorized overtime hours will be paid at the overtime rate. If the employee's balance falls below one-hundred twenty (120) hours, the employee shall again accrue compensatory time off for authorized overtime hours worked until the employee's balance again reaches one-hundred twenty (120) hours. E. Accrued compensatory time off shall be carried over for use in the next fiscal year; however, as provided in D above, accrued compensatory time off balances may not exceed one-hundred twenty (120) hours. F. Employees may not use more than one-hundred twenty (120) hours of compensatory time off in any fiscal year period (July 1 - June 30). G. The use of accrued compensatory time off shall be by mutual agreement between the Department Head or his designee and the employee. Compensatory time off shall not be taken when the employee should be replaced by another employee who would be eligible to receive, for time worked, either overtime payment or compensatory time accruals as provided for in this Section. This provision may be waived at the discretion of the department head or his or her designee. H. When an employee promotes, demotes or transfers from one elassifi- cation eligible for compensatory time off 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. I. Compensatory time accrual balances will be paid off when an employee moves from one department to another through promotion, demotion or transfer. Said payoff 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 J below. 15 J. Since employees accrue compensatory time off at the rate of one and one-half (1-1/2) hours for each hour of authorized overtime worked, accrued compensatory time balances will be paid off at the straight time rate (two-thirds 2/3 the overtime rate) for the employee's current salary whenever: 1. the employee changes status and is no longer eligible for - compensatory time off; 2. the employee promotes, demotes or transfers to another department, 3. the employee separates from County service; A. the employee retires. K. The Office of the County Auditor-Controller will establish time- keeping procedures to administer this Section. Section 8 Call Back Time Any employee who is called ,back to duty shall be paid at the .appropriate rate for -the actual time worked plug one (1) hour. Such employee called back shall be paid a minimum of two (2) hours at the appropriate rate for each call back. Section 9 On-Call Duty On call duty is any time other than time when the employee is actually on duty during which an employee is not required to be on County premises but stand ready to immediately report for duty and must arrange so that his/her superior can reach him/her on ten (10) minutes notice or less. An employee assigned to on-call time shall be paid one (1) hour of straight time credit for each four (4) hours on such on-call time unless otherwise provided in the supplemental sections of this Agreement. Where on-call arrangements exist, the Department Head shall designate which employees are on-call unless otherwise provided in the supplemental sections of this Agreement. Section 10 Shift Differential In the hours which qualify for shift differential, employees shall receive five percent (5%) above their base salary rate. To qualify for shift differential, an employee must have a regularly assigned daily work schedule which requires. 16 A. Completion of more than one and one-half (1-112) hours over the normal actual working time; or B. At least four (4) hours of actual working time from 5:00 p.m. through 9:00 a.m. inclusive. However, 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, will have shift differential included in computing the pay for their leave. The paid leave of an employee who is on a rotating shift schedule shall include the shift .differential that would have been received had the employee worked the shift for which the employee was. 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. Section 11 Separation Through Layoff 11.1 Grounds for Layoff. Any employee(s) having permanent status in positions} in the merit service may be laid off when the position is no longer necessary, or for reasons of economy, lack of work, lack of funds or for such other reason(s) as the Hoard of Supervisors deems sufficient for abolishing the position(s). 11.2 Order of Layoff. The order of layoff in a department shall be based on inverse seniority in the class of positions, the employee in that department with least seniority being laid off first and so on. 11.3 Layoff By Displacement. (a) In the same class. A laid off permanent full-time employee may dis- place an employee in the department having less seniority in the same class who occupies a permanent intermittent or permanent part-time position, the least senior employee being displaced first. (b) In the Same Level or Lower Class. A laid off or displaced employee who had achieved permanent status in a class at the same or lower salary level as determined by the salary schedule in effect at the time of layoff may displace within the department and in the class an employee having less seniority; the least senior employee being displaced first, and so on with senior displaced employees displacing junior employees. 11.4 Particular.Mules on Displacing. (a) Permanent intermittent and permanent part-time employees may displace only employees holding permanent positions of .the same type respectively. 17 V'fIfot (b) A permanent full-time employee may displace any intermittent or part-time employee with less seniority (1) in the same class as provided in Section 11.3 (a) , or (2) in a class of the same or lower salary level as provided in Section 11.2 (b) if no full-time employee in a class at the same or lower salary level has less seniority than the displacing employees. (c) Former permanent full-time employees who have voluntarily become permanent part-time-Employees for the purpose of reducing the impact of a proposed layoff . with the written approval of the Director of Personnel or designee retain their permanent full-time employee seniority rights for layoff purposes only and may in a later layoff displace a full-time employee with less seniority as provided in these rules. 11.5 Seniority_. An employee's -seniority within �a class for layoff and displacement purposes shall be determined by adding the employee's length of service in the particular claes 'in question to the employee's length of service in other classes at the same or higher salary levels as determined by the salary schedule in effect at the time of layoff. Employees reallocated or transferred without examination from one class to another class having a salary within five percent of the former class shall carry the seniority accrued in the former class into the new class. Service for layoff and displacement purposes includes only the employee's last continuous permanent County employment. Periods of separation may not be bridged to extend such service unless the separation is a result of layoff in which case bridging will be authorized if the employee is reemployed in a permanent position within the employee's layoff eligibility. Approved leaves of absence as provided for in these rules and regulations shall not constitute a period of separation. In the event of ties in seniority rights in the particular class in question, such ties shall be broken by length of last continuous permanent County employment. If there remain ties in seniority rights, such ties shall be broken by counting total time in the department in permanent employment. Any remaining ties shall be broken by random selection among the employees involved. 11.6 Egibilitv_for Layoff List. Whenever any person who has permanent status is laid off, has been displaced, has been demoted by displacement or has voluntarily demoted in lieu of layoff or displacement, the person's name shall be placed on the Layoff list for the class of positions From which that person has been removed. 11.7 Order of Names on Layoff. First, layoff lists shall .00ntain the names of persons laid off or displaced or when demoted as a result of a layoff or displacement, or who have voluntarily demoted in lieu of layoff or displacement, names shall be listed In order of layoff seniority in the class from which laid off, displaced or demoted on the date of layoff, the most senior person listed first. In case of ties in seniority, the seniority rules shall apply except that where there is a class seniority tie between persons laid off from different departments, the tie(s) shall be broken by length of last continuous permanent County employment with remaining ties broken by random selection among the employees involved. 18 prft'+d� 4 F 11 .8 Duration of Layoff and ftpm loymert Rights. The name of any person laid, off or granted reemployment privileges after application shall continue on the appropriate list for a period of two (2) years. Persons placed on layoff lists shall be continued on the list for an additional two years if application for extension of eligibility is made before the expiration of the original period of eligibility. 11 .9 Certification of Persons From Layoff Lists. Layoff lists contain the. name(s) of person(s) laid off, displaced or demoted by displacement or volun- tarily demoted in lieu of layoff. When a request for personnel is received from the appointing authority of a department, if a layoff list exists for the class, the appointing authority shall receive and appoint the eligible highest on the layoff list from that department; or in the ease that there is no layoff from that department, the appointing authority shall receive ,and appoint the eligible highest on the layoff list. However, if an eligible so certified is rejected during probation and restored to the layoff list, the rejected employee will not again be certified to the department from which rejected on probation unless the appointing authority so requests. The Director of Personnel shall recommend to the Board of Supervisors that a person employed from a layoff list . be appointed at the same step of that salary range the employee held on the day of layoff.. 11 .10 Removal of Names from Reemployment and Layoff Lists. The Director of Personnel may remove the name of any eligible from a reemployment or layoff list for any reason listed below: (a) For any cause stipulated in Section 404.1 of the Personnel Management Regulations. (b) On evidence that the eligible cannot be located by postal authorities. (c) On receipt of a statement from the appointing authority or eligible that the eligible declines certification or indicates no further desire for appointment in the class. (d) If three offers of permanent appointment to the class for which the eligible list was established have been declined by the eligible. (e) If five certifications for permanent appointment from an open employment list, including certification to two different departments if the class has permanent positions in more than one department, have failed to result in selection and appointment, (f) If the eligible fails to respond to the Director of Personnel or the appointing authority within five (5) days to written notice of certification mailed to the person's last known address. Notice shall be sent to the person affected. 11.10 Union Notification. When it appears to the department head and/or Employee Relations Officer that the Board .of Supervisors may take action which will result in the layoff of employees in a representation unit represented by the Union, the Employee Relations Officer shall notify the union of the possibility of such layoffs and shall meet and confer with it regarding the implementation of the action. The County agrees to give employees ten (10) work days (eight 18) work days for employees on the "4-10" workweek) notice of layoff except in eases of emergency. 19 & Section 12 Holidays 12.1 The County will observe the following holidays: A. Labor Day Admission Day Columbus Day Veterans' Day Thanksgiving Day Day After Thanksgiving Christmas New Years' Day Lincoln's Day Washington's Day Memorial Day Independence Day Such .other days as the Board of Supervisors may by resolution designate as ,holidays. B. Effective May 1, 1982, Lincoln's Day, Admission Day, and Columbus Day shall be deleted as holidays and each employee shall accrue two (2) hours of personal holiday credit per-month. Such personal holiday time may be taken in increments of one (1) hour, and preference of personal holidays shall be given to employees according to their seniority in their department as reasonably as possible. No employee may accrue more than thirty-two (32) hours of personal holiday credit. On separation from County service, an employee shall be paid for any unused personal holiday credits at the employee's then current pay rate. C. Employees in positions which work around the clock shall continue to celebrate those holidays listed in Section 12.1 (a) above, 12.2 The following provisions indicate how holiday credit is to be applied: A. Employees on the five-day forty (40) hour Monday through Friday work schedule shall ho entitled to a holiday whenever a holiday is observed pursuant to the schedule cited above. B. Employees on a work schedule other than Monday through Friday shall be entitled to credit for any holiday, whether worked or not, observed by employees on the regular schedule, conversely, such employees will not receive credit for any holiday not observed by employees on the regular schedule even though they work the holiday. C. Employees will be paid one and one-half (1-112) times their basic salary rate for holidays actually worked. 20 The purpose of th... plan is to equalize holidays bt : een employees on regular work schedule and those on other work schedules. If a holiday falls on the days off of an employee on a schedule other than Monday through Friday the employee shall be given credit for overtime or granted time off on the employee's next scheduled work day. Employees who are not permitted to take holidays because of the nature of their work are entitled to overtime pay as specified by this Memorandum of Understanding. If.any holiday listed in section 12.1 (A) above falls on a Saturday, it shall be celebrated on the preceding Friday. If any holiday listed in section 12.1 (A) falls on a Sunday, it shall be celebrated on the following Monday. 12.3 Permanent Part-Time !;!gRloyees shall receive holiday credit in the same ratio to the holiday credit given full-time employees as the number of hours per ween in the part-time employee's schedule bears to the number of hours in the regular full-time schedule, regardless of whether the holiday falls on the part- time employee's regular work day. 12.4 "4-10" Shift. - Holidays. A. Holiday Shift Pay. Each"4-10" .shift employee who works a full shift on a holiday shall receive time and one-half for the first eight (8) hours worked in addition to regular pay for .the holiday. Holiday shift pay shall be subject to provisions of Section 7 "Overtime". B. Absence on HolidM. The maximum time charged to sick leave, vacation or leave without pay on a holiday shall be two (2) hours. 12.5 Accrual of Holiday Time. Employees entitled to overtime credit in positions which work around the clock shall be permitted to elect between pay at the overtime rate or compensatory time off in recognition of holidays worked. The following procedures shall apply to this selection. 1 . Any person who is eligible and who elects to accrue holiday time must agree to do so for a full fiscal year(July 1 through June 30), or the remainder thereof, unless otherwise specified by the Board. 2. Employees starting work after a list of those electing to accrue holiday time has been ,submitted to the Auditor and approved, will be paid overtime unless they specifically requested in writing within seven (7) calendar days to be placed on the accrual list. 3. Holiday time shall be accrued at the rate of one and one-half (1-J) times the actual hours worked to a maximum of eight (8) hours worked by the employee.. 4. Holiday time may not be accumulated in excess of two-hundred eighty-eight (288) working hours. Holiday time may be accrued up to 288 hours, exclusive of regular vacation accruals. After 288 hours, holiday time shall be paid at the overtime rates as specified in Section 7. 5. Accrued holiday time may be taken off at times determined by mutual agreement of the employee and the department head. 21 5r//Ovb 6. Accrued holiday time shall be paid off only upon a change in status of the employee such as separation, transfer to another department or reassignment to a permanent-intermittent position. Section 13 Vacation Leave 13.1 Vacation Allowance. Employees in permanent positions are entitled to vacation with pay. Accrual is based upon straight time hours of working time per calendar month of service and begins on the date of .appointment to a permanent-position. Increased accruals begin on the first of the month following the month in which the employee qualifies. Accrual for portions of a month shall be in minimum amounts of one (1) hour calculated on the same basis as for partial month compensation pursuant to Section 5.6 of this Memorandum of understanding. . Vacation credits may not be taken during the first six (6) months of employment except where sick leave has been exhausted; and none shall be allowed in excess of actual accrual at the time vacation is taken. 13.2 Vacation Accrual Rates. For employees hired prior to September 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 September 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 through 10 years 10 240 11 years 10-2/3 256 12 years 11--1/3 272 13 years 12 288 14 years 122/3 304 15 through 19 13-1/3 320 20 through 24 years 16--2/3 400 25 through 29 ,years 20 480 30 years and up 23-1/3 360 22 aA 13.3 Employees who are rehired and have their service bridged in accordance with the provisions of this Memorandum of Understanding shall accrue vacation in accordance with the accrual formula for employees hired after September 1, 1979• However, prior service time which has been bridged shall count toward longevity accrual. 13. 1- No employee who has been granted a leave without pay or unpaid military leave shall accrue any vacation credit during the time of such leave, nor shall an employee who is absent without pay accrue vacation credit during the absence. 13.5 Vacation Allowance for Separated Employees. On separation from County service, an employee shall be paid for any unused vacation credits at the employee's then current pay rate. 13.6 Preference' of vacation shall be given to employees according to their seniority in their department as reasonably as possible unless otherwise provided in the supplemental sections of this Agreement. Section l4 Sick Leave 14.1 The purpose of paid sick leave is to insure employees against loss of pay for temporary absences from work due to illness or injury. Sick Leave may be used only as authorized; it is not paid time off which employees may use for personal activities. 14.2 Sick leave credits accrue at the rate of eight (8) working hours credit for each completed month of service. 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. Credits to and charges against sick leave are made in minimum amounts of one-half (112) hour. Unused sick leave credits accumulate from year to year. When an employee is separated, other than through retirement, accumulated sick leave credits shall be cancelled, unless the separation results from layoff in which case the accumulated credits shall be restored if the employee is re- employed in' a permanent. position within the period of hi;�V,,7. yoff eligibility. Upon retirement, an employee's accumulated sick leave shall be converted to retirement time on the basis of one day of retirement service credit for each day of accumulated sick leave credit. 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. An employee may use paid sick leave credits when the employee is off work because of a temporary illness or injury. B. Sick Leave may be used by permanently disabled employees until all accruals of the employee have been exhauaed or until the employee is- retired by the Retirement Board subject to the con- ditions listed below. For the purposes of this Section 14 permanent 23 disability shall mean the employee suffers From a disabling physical injury or illness and is thereby prevented from engaging in any County occupation for which he or she is qualified by reason of education, training or experience. Sick leave credits may be used under this provision only when the following requirements are met: 1. An application for retirement due to disability has been --- filed with the Retirement Board and 2. Satisfactory medical evidence of such disability is received by the appointing authority within thirty {3p} days of the start of use of sick leave 'for permanent disability. 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 credits .while under a physician's orders to remain secluded due to exposure to a communicable disease. D. Sick Leave Utilization for Pregnancy Disability. Female employees whose disability is caused or contributed to by pregnancy, miscarriage, abortion, childbirth, or recovery therefrom, 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. belowt 1 . Application for such leave must be made by the employee 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 of 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 appointing authority retains the right to medical review of all requests for such leave. 2. If a female employee does not apply for sick 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, childbirth or recovery therefrom, the employee shall be required to undergo a physicial examination by a physician selected by the County, the cost of such examination shall 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. 24 3. If all accrued sick leave has been utilized by the employee, the employee shall be considered on 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 for medical and dental appointments as follows: 1 . For working time used in keeping medical and dental appointments for the employee's own care; and 2. Effective the first of the month following the execution of this agreement, for working time (not over thirty-two (32) hours in each fiscal year) used by an employee for .pre-scheduled medical and dental appointments for an immediate family member .living in the employee's home. Such use of sick leave credits shall be accounted for by the department on a fiscal year basis. Any balance of the thirty-two (32) hours remaining at the end of the fiscal year shall not be carried over to the next year; depart- ments shall 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 employees may charge. F. Emergency Care of Family. Effective the first of the month following the execution of this Agreement, an employee may use paid sick leave credits (up to three (3) days, unless the Department Head 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 therefore, and if alternative arrangements for the ill or injured person are immediately undertaken. G. Death of Family Member. An employee may use said sick leave cre- dits for absence from work because of a death in the employee's immediate family, but this shall not exceed three (3) working days plus up to two (2) days of work time for necessary travel. 25 ?///O,t 14.3 Administration of Sick Leave. Accumulated paid sick leave credits may not be used in the following situations: 1 . Self-inflicted Injury. For time off from work for an employee's illness or injury caused by his or her willful misconduct. 2. 'Vacation. For an employee's illness or injury while the employee is on vacation except when extenuating circumstances exist and the appointing authority approves. 3. Not in fty Status. When the employee would otherwise be eligible to use paid sick leave credits but is not in a pay status. The proper administration of sick leave is a responsibility of the employee and the department head. The following procedures. apply. A. Employees are responsible for notifying their department of an absence as early as possible prior to the commencement of their work shift or not later than 30 minutes thereafter if possible. Notification shall include the reason and possible duration of the absence. B. Employees are responsible for keeping their department informed of their continuing condition and probable date of return to work. C. Employees are responsible for obtaining advance approval from their appointing authority or designee for the schedule time of prearranged personal or family medical and dental appointments. The use of sick leave may be denied if these procedures are not followed. Abuse of sick leave on the part of the employee is cause for disciplinary action. To ascertain the propriety of claims against sick leave, department heads may make such investigations as they deem necessary. 14.4 Disability. a) An employee physically or mentally incapacitated for the performance of duty is subject to dismissal, suspension or demotion, subject to the County Employees Retirement Law of 1937. An appointing authority after giving notice may place an employee on leave if the Appointing authority has filed an applica- tion for disability retirement for the employee, or whom the appointing .authority believes to be temporarily or permanently physically or mentally incapacitated for the performance of the employees duties. b) An appointing authority who has reasonable cause to believe that there are physical or mental health conditions present in an employee which endanger the health or safety of the employee, other employees, or the public, or which impair the employee's performance of duty, may order the employee to undergo at County expense and on the employees paid time a physical, medical and/or psychiatric exmination by a licensed physician and receive a report of the fin- dings on such examination. If the examining. physician recommends that treatment for physical or mental health problems, including leave, are in the best interests of the employee or the County in relation to the employee overcoming any disability and/or performing his or her duties the appointing authority may direct the employee to take such leave and/or undergo such treatment. 26 c) Leave due to temporary or permanent disability shall be without preju- dice to the employee's right to use sick leave, vacation, or any other benefit to which the employee is entitled other than regular salary. The Personnel Director may order lost pay restored for good cause and subject to the employee's duty to mitigate damages. d) $efore an employee returns to work from any absence for illness or injury, other leave of absence or disability leave, exceeding two weeks in duration, the appointing authority may order the employee to undergo at County expense a physical, medical, and/or psychiatric examination by .a licensed physi- cian, and may consider a report of 'the findings on such examination. If the report shows that such employee is physically or mentally incapacitated for the performance of duty, the appointing authority may take such action as he deems necessary in accordance with appropriate provisions of this Memorandum of Understanding. 14.5 Workers' Comgensation A. Employees who leave work as a result of an on-the-,fob injury will have the balance of that day charged to sick leave and/or vacation accruals. This will be considered as the last day worked for purposes of determining Workers' Compensation benefits. B. Three (3) consecutive calendar days following the. last day worked constitutes a waiting period before Workers' Compensation starts. The time the employee is scheduled to work during this waiting period will be charged to the employee's sick leave and/or vacation accruals. In order to qualify for Workers' Compensation the employee must be under the care of a physician. Temporary compensation is payable on the first three (3) days of disability when the injury necessitates hospitalization, or when the -disability exceeds twenty- one (21) days. A permanent employee shall continue to receive full regular salary during any period of compensable temporary disability absence. "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 sat forth in Division 4 of the California. Labor Code. When any disability becomes permanent, the salary provided in this Section shall terminate. The employee' shall return to the County all temporary disability payments received by him from any County funded wage replacement program. No charge shall be made against sick leave or vacation for these salary payments. Sick leave and vacation rights shall not accrue for those periods during which salary payments are made. The County contribution to the employees group medical plan shall continue during any period of compensable temporary disability absence'. The maximum period for the described salary continuation for any one injury or illness shall be one year from the date of temporary disability. 27 C. Continuing pay begins at the same time that temporary Workers' Compensation starts and continues until the temporary disability ends, or until one (1) year from the date of injury, whichever' ctomes first. State Workers' Compensation checks are made payable to the County by the State of California Insurance Fund. All continuing pay under the Workers' Compensation Program will be cleared through the Personnel Office, Safety Division. 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 shall be allowed time off up to .three (8) 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. 14.6 Definition 'of Immediate Family. For the purposes of this Section 14 the immediate Family shall be restricted to the. spouse, son, stepson, daughter, stepdaughter, father, step- father, mother, stepmother, brother, sister, grandparent, grandchild, father-in- law, mother-in-law, son-in-law, daughter-in-law, brother-in-law or sister-in- law, of an employee. . 14.7 On May 26, 1981 the Board of Supervisors established a labor- management committee to administer a rehabilitation program for disabled employees. It is understood that the benefits specified above in this Section 14 shall be coordinated with the rehabilitation program as determined by the labor-management committee. 14.8 No employee who has been granted a leave without pay or an unpaid military leave shall accrue any sick leave credits during the time of such leave nor shall an employee who is absent without pay accrue sick leave credits during the absence. 28 Section 15 Leave of Absence 15.1 Leave Without Pay. Any employee who has permanent status in the classified service may be granted a leave of absence without pay upon written request, approved by the appointing authority; provided, however, that leaves for pregnancy shall be granted in accordance with applicable state and federal law. Requests- for leave without pay shall be made upon forms prescribed by the Director of Personnel and shall state specifically the reason for the request-,- the date when it is desired to begin the leave and the probable date of return. A. Leave without pay may be granted for any of the following reasons: 1 . Illness or disability; 2. pregnancy; 3. to take a course of study such as will increase his/her usefulness on return to his/her position; 4. for other reasons or circumstances acceptable to the appointing authority. A leave without pay may be for a period not to exceed one (1) year, provided the appointing authority may extend such leave for additional periods. Procedure in granting extensions shall be the same as that in granting the original leave, provided that the request for extension must be made not later than thirty (30) calendar days before the expiration of the original leave. Whenever an employee who has been granted a 'leave without any pay desires to return before the expiration of such leave, the ,employee shall so request of the appointing authority in writing at least fifteen (15) days in advance of the return for approval by the appointing authority. The Personnel Department shall be notified promptly of such return. Except with respect to leave due to pregnancy, illness or disability, the decision of the appointing authority on granting or denying a leave of absence shall be subject to appeal to the Personnel Director and not subject to appeal through the grievance procedure set forth in Section 23 of this 'Memorandum of Understanding.. 15.2 Military Leave. Any employee in the merit system and who is required to serve as a member of the State Militia or the United States Army, Navy, Air Force, Marine Corps, Coast Guard or any division thereof shall be granted a military leave for the period of such service, plus ninety (90) days. An employee who volunteers for such service shall be granted a leave of absence if necessary in accordance with applicable state or federal laws. Upon the termination of such service or upon honorable discharge, the employee shall be entitled to return to his/her position in the classified service provided such still. exists and the employee is otherwise qualified, without any loss of standing of any kind whatsoever. An employee who has been granted a military leave shall not, by reason of such absence, suffer any loss of vacation, holiday, or sick leave privileges which may be accured at the time of such leave, nor shall the employee be prejudiced thereby with reference to salary adjustments or continuation of employment. For purposes of determining eligibility for salary adjustments or seniority in case of layoff or promotional examination, time on military leave shall be considered as time in County service. 29 Any employee who has been granted a military leave, may upon return, be required to furnish such evidence of performance of military service or of honorable discharge as the Director of Personnel may deem necessary. 15.3 Leave of Absence Replacement. Any permanent employee in the merit system who requests reinstatement to the classification held by the employee in the same department at the time the employee was granted a leave of absence, shall be reinstated to that classification and department. In case of severance from service by reason of the reinstatement of a permanent employee, the provisions of Section 11 (Layoff and Seniority) shall apply. 15.4 Salary Review While on Leave of Absence. The salary of an employee who is on leave of absence from a County position on any anniversary -date and_ who has not been absent from the position on leave without pay more than six (6) months during the preceding year shall be reviewed on the anniversary date. Employees on military leave shall receive salary increments that may accrue to them during the period of military leave. 15.5 Unauthorized Absence. An unauthorized absence from the work site or failure to report for duty after a leave request has been disapproved, revoked, or cancelled by the appointing authority, or at the expiration of a leave shall be without pay. Such absence may also be grounds for disciplinary action. Section 16 Jury Duty and Witness Duty 16.1 Jury Duty. If called for jury duty in a Municipal, Superior, or Federal Court, or for a Coroner's ,jury, employees may remain in their regular pay status, or they may take vacation leave or leave without pay and retain all fees and expenses paid to them. If an employee is called for ,jury duty and elects to remain in a regular pay status and waive all fees (other than mileage allowances) received, the employee shall obtain from the Clerk or Jury Commissioner a certificate which shall indicate the days attended and the fact that fees other than mileage are waived. The employee shall furnish the court certificate to his/her department, which shall be retained as a department record. When serving jury duty in a federal court, an employee shall return all fees (other than mileage allowance) received to the County. When an employee is called for jury duty and elects to retain all fees, the employee must take vacation leave or leave without pay. No court certificate is required in this instance. Employees shall advise their department as soon as possible if scheduled to appear for jury duty. Permanent intermittent employees are entitled paid jury duty leave only for those days on which they were previously scheduled to work. 15.2 Witness Duty. Employees called upon as a witness or an expert witness in a case arising in the .course of their work or the work of another department may remain in their regular pay status and turn over to the County all fees and expenses paid to them other than mileage allowance or they may take vacation leave or .leave without pay and retain all fees and expenses. t //Ov Employees called to serve as witnesses in private cases or personal matters (e.g. , accident suits and family relations) shall take vacation leave or leave without pay and retain all witness fees paid to them. Retention or waiver of fees shall be governed by the same provisions as apply to ,jury duty as set forth in Section 16 of this Memorandum of Understanding. Employees--shall advise their department as soon as possible if scheduled to appear for witness duty. Permanent intermittent employees are entitled to paid witness duty only for those days on which they were previously scheduled to work. Section 17 Health and Welfare, Life and Dental Care 17.1 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, the Contra Costa County Health Plan and H.E.A.L S. Health Plan to all permanent employees .regularly scheduled to work twenty (20) or more hours per week. 17.2 In the event that it may be possible to provide hospital-medical, life insurance and dental coverage as nearly comparable as possible to the benefits in effect on July 1 , 1981 , without additional cost to the County or the employees, the County may substitute new insurance carriers. The Union will be given an opportunity to meet and confer on the coverage afforded under such substitute plans before they are implemented. During the term of this Memorandum of Understanding, the, County intends to seek alternatives to the Blue Cross Medical Plan by requesting that health care companies submit bids on the cost of furnishing identical or similar benefits as are provided under the Blue Cross Plan. , The County will contribute up to the following monthly amounts toward the existing County Group Health Pian program of combined medical, dental and life insurance provided, however, that the minimum employee health plan contribution shall' be $1 .00 per month. Kaiser Option County contribution per Category Employee per month: 8/1/81 8/1/82 Employee Only $ 47.33 $ 55.33 (No Medicare) Family 109.34 121 .34 (No Medicare) Blue Cross Option Employee Only 70.79 78.79 (No Medicare) Family 121 .84 133.84 (No Medicare) 31 Contra Costa Health Plan Option Employee Only 48.43 56.43 (Ho Medicare) Family 113.91 125.91 (No Medicare) Meds Health Plan Option Employee Only 60.00 68.00 (No Medicare) , Family .115.00 127.00 (No Medicare) Corresponding Medicare rates for employees covered under this Memorandum of Understanding shall be as follows: 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, provided, however, that the minimum employee health plan contribution will be $1.00 per month. Any increase in the Health Plan costs that occur during the duration of this Memorandum of Understanding shall be borne by the employee. The County's contribution to the Health Plan premium is payable for any month in which the employee earns compensation for actual time worked or is credited for work time through vacation or sick leave accruals. However, if an employee does not earn enough compensation in a month to pay the employee share of the premium the employee must make up the difference by remitting the amount delinquent to the Auditor-Controller. An employee is thus covered by the Health Plan for the month in which compensation is earned and the subsequent month. The responsibility for this payment rests with the employee. If _payment is not made, the employee shall be dropped from the Health Plan. An employee who is on approved leave of absence may convert to individual Health Plan coverage within thirty (30) days of the commencement of.leave. An employee who terminates County employment who has earned compensation for actual time worked or is credited for time worked through vacation or sick leave accruals, is only covered through the month in which he is credited with compensation. An employee who terminates County employment may convert to individual Health Plan coverage. 32 Upon retirement, employees may remain in the same County group medical plan if iamedately before their retirement they are either active subscribers to one of the County Croup Medical Plans or if on authorized leave of absence without pay they have retained individual conversion membership from one of the County plans. Section 18 Probationary Period 18.1 Duration. All appointments from officially promulgated employment lists for original entrance or promotion shall be subject to a probationary period. This period shall be from six (6) months to two (2) years duration. 18.2 Listed below are those classes represented by the pinion which have probation periods in excess of six (6) months. Agricultural Biologist Trainee - one (1) year Animal Control Officer - one (7)-year Apprentice Mechanic - two (2) years Deputy Probation Officer I - one (1) year Deputy Public Defender - one (1) year Croup Counsellor I r one (1) year Programmer Trainee— one (9) months Security Guard - one (1) year Weights A Measures Inspector Trainee - one (1) year 18.3 When the probationary period for a class is changed, only new appointees to positions in the classification shall be subject to the revised probationary period. 18.4 The probationary period shall date from the time of appointment to a permanent position after certification from an eligible list. It shall not include time served under provisional appointment or under appointment to limited term positions or any period of continuous leave of absence without pay or period of work connected disability exceeding fifteen (15) calendar days. For those employees appointed to permanent intermittent positions with a six (6) months probation period, probation will be considered completed upon serving one-thousand (1 ,00{?) hours after appointment except that in no instance will this period be less than six (6) calendar months from the beginning of probation. If a permanent-intermittent probationary employee is reassigned to full-time, credit toward probation completion in the full-time position shall be prorated on the basis of one hundred seventy-three (173) hours per month. 18.5 Rejection During Probation. An employee who is rejected during the probation period and restored to the eligible list shall begin a new probationary period if subsequently certified and appointed. A. Appeal from rejection. Notwithstanding any other provisions of this section, an employee (probationer) shall have the right to appeal from any rejection during the probationary period based on political; or religious or union activities, or race, color, national origin, sex, age, handicap, or sexual orientation. 33 B. The appeal must be written, must be signed by the employee and set forth in facts by which it is claimed that grounds for appeal exist under subsection (A) and must be filed through the Director of Personnel to the Merit Board by 5:00 p.m. on the 7th calendar day after the date of delivery to the employee of notice of rejection. C. The_J.4erit Board shall consider the appeal, snd .if it finds probable cause to believe that the rejection may have been based on grounds prohibited in subsection (A) , it may refer the matter to a Hearing Officer for hearing, recommended findings of fact, conclusions of law and decision,. pursuant to, the relevant provisions of the Merit Board rules in which proceedings the rejected probationer has the burden of proof. D. If '-he Merit Board finds no probable .cause for a 'hearing, it shall deny the appeal. If, after hearing, the Merit Board upholds the appeal, it shall direct that the appellant be reinstated'in the position and the appellant shall begin a new probationary period unless the Merit Board specifically reinstates the former period. 18.5 Regular Appointment. The regular appointment of a probationary employee shall begin on the day following the end of the probationary period, subject to the condition that the Director of Personnel receive from the appointing authority a statement in writing that the services of the employee during the probationary period were satisfactory and that the employee is recommended for permanent appointment. A probationary employee may be rejected at any time during the probation period without regard to the Skelly provisions of this Memorandum of Understanding, without notice and without right of appeal or hearing. If the appointing authority has not returned the probation report, a probationary employee may be rejected from the service within a reasonable time after the probation period for failure to pass probation. If the appointing authority fails to submit in a timely manner the proper written documents certifying that a probationary employee has served in a satisfactory manner and later acknowledges it was his or her intention to do so, the regular appointment shall begin on the day following the end of the probationary period. Notwithstanding any other provisions of the Memorandum of Understanding, an employee rejected during the probation period from a position in the Merit System to which the employee had been promoted or transferred from an eligible list, shall be restored to a position in the department from which the employee was promoted or 'transferred. An employee dismissed for other than disciplinary reasons within six (5) months after being promoted or transferred from a position in the Merit System to a position not included in the Merit System shall be restored to a position in the classification in the department from which the employee was promoted or transferred. A probationary employee who has been rejected or has resigned during probation shall not be restored to the eligible list from which the employee was certified unless the employee receives the affirmative recommendation from the appointing authority and is certified by the Personnel Director whose decision is final. The Director of Personnel shall not certify the name of a person restored to the eligible list to the same appointing authority by whom the person was rejected from the same eligible list, unless such certification is requested in writing by the appointing authority. 34 4 18.7 Layoff During Probation. An employee who' "is laid off during probation, if reemployed in the same class by the same department, shall be required to complete only the balance of the required probation. if reemployed in another department or in another classification, the employee shall serve a full probationary period. An employee appointed to a permanent position from a layoff or reemployment list is subject to a probation period if the position is in a department other than the department from which the employee separated, displaced, or voluntarily demoted in lieu of layoff. An appointment from a layoff or reemployment list is not subject to a probation period if the position is in the department from which the employee separated, displaced or voluntarily demoted in lieu of layoff. 18.8 Rejection During Probation of LMoff Employee. An employee who has achieved permanent status in the class before layoff and who subsequently is appointed from the layoff list and then rejected during the probation period shall be automatically restored to the layoff list,, unless discharged for cause, if the person is within the period of layoff eligibility. The employee shall begin a new probation period if subsequently certified and appointed in a different department or classification than that from which the employee was laid off. Section 19 Promotion 19.1 Promotion shall be by competitive examination unless otherwise provided in this Memorandum of Understanting. 19.2 Promotion Policy. The Director of Personnel, upon request of an appointing authority, shall determine whether an examination is to be called on a promotional basis. 19.3 If an examination for one of the classes represented by the union is proposed to be announced on an Open only basis the Director of Personnel shall give five (5) days prior notice of such proposed announcement and shall meet at the request of the Union to discuss the reasons for such open announcement. 19.4 Promotion via Reclassification without Examination. ' Notwithstanding other provisions of this Section, an employee may be promoted from one classification to a higher classification and his position reclassified at the request of the appointing authority and under the following conditions. A. An evaluation of the position(s) in question must show that the duties and responsibilities have significantly increased and constitute a higher level of work. B. The incumbent of the position must have performed at the higher level for one (1) year. C. The incumbent must meet ,the minimum education and experience requirements for the higher class.. D. The action must have approval Lf the Personnel Director. E. The Union approves such action. The appropriate rules regarding probationary status and salary on promotion are applicable. 35 19.5 Requirements >i"Or Promotional Standing. In o� :. r to qualify for an examination called on a promotional basis, an employee must have probationary or, permanent status in the merit system and must possess the minimum qualifications for the clans. Applicants will be admitted to promotional examinations only if the requirements are met on or before the final filing date. If an employee who is qualified on a promotional employment list is separated from the merit system, except by layoff, the employee's name shall be removed from the promo- tional list. 19.6 Seniority Credits. Employees who have qualified to take promotional examinations and who have earned a total score, not including seniority credits,_ of seventy percent (70%) or more, shall receive, in addition to x.11 other credits, five one-hundredths of one percent (.05%) for each completed month of service as a permanent County employee continuously preceding the final date for filing application for said examination. For •purposes of seniority credits, leaves of absence shall be considered as service. Seniority credits shall be included in the final percentage score from which the rank on the promotional list is determined. No employee, however, shall receive more than a total of five percent (5%) credit for seniority in any promotional examination. 19.7 . County employees who are required as part of the promotional examination process. to take a physical examination shall do so on County time at County expense. Section 20 Transfer 20.1 The following conditions are required in order to qualify for transfer: (a) The position shall be in the same class, or if in a different class shall have been determined by the Director of Personnel to be appropriate for transfer on the basis of minimum qualifications and qualifying procedure; (b) the employee shall have permanent status in the merit system and shall be in good standing; (c) the appointing authority or authorities involved in the transaction shall have indicated their agreement in writing; (d) the employee concerned shall have indicated agreement to the change in writing, (e) the Director of Personnel shall have approved the change. Notwithstanding the foregoing, transfer may also be accomplished through the regular appointment procedure provided that the individual desiring transfer has eligibility on a list for a class for which appointment is being considered. 20.2 Any employee or appointing authority who desires to initiate a transfer may inform the Director of 'Personnel in writing of such desire stating the reasons therefor. The Director of Personnel shall if he or she considers that the reasons are adequate and that the transfer will be for the good of the County service and the parties involved, inform the appointing authority or authorities concerned and the employee of the proposal and may take the initiative in accomplishing the transfer. 20.3 Reassignment of Work Location. Employees desirous of reassignment to a position in the same classification at another work location shall submit a request for reassignment in writing to the Department Head. When openings occur in various work locations, requests for reassignment will be reviewed with consideration given to various factors including but not limited to distance of employee's residence from desired work location and relative length of service 36 of the applicants for a particular location. The Department Head or designated representative shall make the sole determination as to assignment of personnel, except as otherwise provided in the supplemental sections of this Memorandum of Understanding. This provision applies to intradepartmental reassignments only. In no event shall reassignments be utilized for disciplinary purposes. The provision for work location reassignments applies only to the following units: Agriculture Unit (excluding the Weights and Measures Division); Health Services Unit; Library Unit; General Services ,and Maintenance Unit (excluding Hospital, employees in this Unit) ; Legal and Court Clerk Unit. The County Medical Services policy (#202) pertaining to bidding open job positions shall remain in effect for the duration of this Memorandum of Understanding. 20.4 When .reassignment of an employee or .employees is necessary due to layoff or bumping, the following. procedures shall be followed: 1. A list of vacant positions shall be posted in work areas of all affected employees for a minimum of five (5) work days. 2. Employees shall be given the opportunity to volunteer for vacancies and shall be reassigned on the basis of seniority. 3. If there are no volunteers for reassignment, the least senior employee(s) in that class shall be reassigned. 4. Management shall have the sole prerogative to select the vacancy to which the least senior employee(s) shall be reassigned. Seniority for reassignment purposes shall be defined as (in Section II, Layoff) seniority within classificatin within the department. If reductio or reassign- ment by site is necessary, the least senior employee in the affected class at the site shall be reassigned. If reduction or reassignment is necessary by shift, the least senior employeee in the affected class assigned to the affected shift shall be reassigned. Nothing contained in this Section shall prohibit a Department and the Union from making a mutually agreed upon alternative arrang- went. Section 21 Resignations An employee's voluntary termination of service is a resignation. Written resignations sh'all be forwarded to the Personnel Department by the appointing authority immediately on receipt, and shall indicate the effective date of termination. Oral resignation shall be immediately confirmed by the appointing authority in writing to the employee and to the Personnel Department and shall indicate the effective date of termination. 21 .1 Resignation in Good Standing. A resignation giving the appointing authority written notice at least two (2) weeks in advance of the last date of service (unless the appointing authority requires a longer period of notice, or consents to the employee's terminating on shorter notice) is a resignation in good standing. 21 .2 Constructive Resignation. A constructive resignation occurs and is effective when: 37 A. An employee has been absent from duty for ten (10) consecutive . working days without leave, and; B. Ten (10) more consecutive days have elapsed without response by the employee after the mailing of a notice of resignation by the appointing authority to the employee at the employee's last known address. 21.3 Effective Resignation. A resignation is effective when delivered or spoken to the appointing authority, operative either on that .date or another date specified. 21.4 Revocation. A resignation that is effective is revocable only by written concurrance of the employee and the appointing authority. 21.5 Coerced Resignations, A. Time Limit -F A resignation which the employee .believes has been coerced by the appointing authority may be revoked within seven (7) calendar days after its expression, by serving written notice on the Director of Personnel and a copy on the appointing authority. B. Reinstatement If the appointing authority acknowledges that the employee could have believed that the resignation was coerced, it shall be revoked and the employee returned to duty effective on the day following the appointing authority's acknowledgement without loss of seniority or pay. C. Contest - Unless, within seven (7) days of the receipt of the notice, the appointing authority acknowledges that the resignation could have been believed to be coerced, this question should be handled as an 'appeal to the Merit Hoard. In the alternative, the employee may file a written election with the Director of Personnel waiving the employee's right of appeal to the Merit Board in favor of the employee's appeal rights under the grievance procedure contained in section 23 of the Memorandum of Understanding beginning with step c. D. Dis2osition - If a final decision is rendered that determines that the resignation was coerced, the resignation shall be deemed revoked and the employee returned to duty effective on the day following the decision but without loss of seniority or pay, subject to the employee's duty to mitigate damages. 38 ,X w Section 22 Dismissal, Suspension and Demotion 22,1 The appointing authority may dismiss, suspend or demote any employee for cause. The following are sufficient causes for such action; the list is indicative rather than inclusive of restrictions and dismissal, suspension or demotion may be based on reasons other than those specifically mentioned: 1. absence without leave, 2. conviction of any criminal act involving moral turpitude, 3. conduct tending to bring the merit system into disrepute, 4. disorderly or immoral conduct, 5. incompetence or inefficiency, 6. insubordination, 7. being at work under the influence of liquor or drugs, carrying onto the premises liquor or drugs or con*uming or using liquor or drugs during worwk hours and/or on County premises, 8. neglect of duty, 9. negligent or willful damage to public property or waste of public .supplies or equipment, 10. violation of any lawful' or reasonable regulation or order given by a suervisor or Department Head, 11. willful violation of any of the provisions of the merit system ordinance or Personnel Management Regulations, 12. material and intentional misrepresentation or concealment of any fact in connection with obtaining employment, 13. misappropriation of County funds or property, 14. unreasonable failure or refusal to undergo any physical, medical and/or psychiatric exam and/or treatment authorized by this Memorandum of Understanding, 15. dishonesty or theft, 16. excessive or unexcused absenteeism and/or tardiness. 39 22.2 Skelly Requirements. Before taking a disciplinary action to dismiss, suspend, for more than five (5) work days (four (4) work days for employees on a "4-10" work week), or demote an employee, the appointing authority shall cause to be served personally or. by certified mail, on the employee, a Notice of Proposed Action, which shall contain the following: A. A statement of the action proposed to be taken. B. A. copy of the charges; including the acts or omaissions and grounds upon which the action is based. C. If it is claimed that the employee has violated a rule or regulation of the County, department or district, a copy of aaid rule shall be included with the notice.. D. A statement that the employee may review and request copies of materials upon which the proposed action is based. E. A statement that the employee has seven (7) calendar days to respond to the appointing authority either orally or in writing. R210 ey a Response. The employee upon whom a Notice of Proposed Action has been served shall have seven (7) calendar days to respond to the appointing authority either orally or in writing before the proposed actin may be taken. Upon request of the employee and for good cause, the appointing authority may extend in writing the period to respond. If the employee's response is not filed within seven (7) days or during any extension, the right to respond is lost. 22.3 Leave Pending Employee Reponse. Pending response to a Notice of Proposed Action within the first seven (7) days or extension thereof, the appointing authority for cause specified in writing may place the employee on temporary leave of absence with pay. 22.4 Suspensions without pay shall not exceed thirty (30) days unless ordered by an arbitrator, an adjustment board or the Merit Board. The thirty (30) day limit does not apply to suspension_ due to pending criminal charges as provided in 22.5 below. 22.5 Notice of Sus ension Without Pay Due to Pending Criminal Charges. Before suspending an employee due to pending criminal charges, the appointing authority shall cause to be served either personally or by certified mail, on the employee a Notice of Suspension Due to Pending Criminal Charges, which shall contain the following. A. A statement that the employee is suspended while criminal charges are pending or until the charges are dismissed. 40 B. A statement of the charges upon which the suspension is based and of the facts by which such charges adversely affect the County service or conflict with continued employment. C. A statement that the employee may respond to the appointing authority either orally or in writing within seven (7) calendar --days. D. A statement that disciplinary action may be taken after disposition of the charges. E. The Notice of Suspension Due to Pending Criminal Charges may include a Notice of Proposed Action (Skelly Notice) under Section 22.2. F. An appointing authority, upon giving notice as provided in this Section 22,, may immediately suspend without pay an employee against whom there is pending a criminal charge which adversely affects the County service or conflicts with continued employment. Pending criminal charges exist when an employee has been arrested or has been named a defendant in a criminal complaint or indictement filed in any court. G. The Personnel Director may order lost pay restored for good cause, and subject to the employee's duty to mitigate damages, but not if the employee 1) is given a Notice of Proposed Action (Skelly Notice) -and 2) is dismissed or otherwise disciplined for cause directly related to the charges within fourteen (14) calendar days after the appointing authority has knowledge of final disposition of the charges. 22.6 Procedure on Dismissal, Suspension or Disciplinary Demotion. A. In any disciplinary action to dismiss, suspend, or demote an employee having permanent status in a position in the merit system, after having complied with the Skelly requirements where applicable, the appointing .authority shall make an order in writing stating specifically the causes for the action. B. Service of Order. Said order of dismissal, suspension, or demotion shall be filed with the Director of Personnel, showing by whom and the date a copy was served upon the employee to be dismissed, suspended or demoted, either personally or by certified mail to the .employee's last known mailing address. The order shall be effective either upon personal service or. deposit in the U. S. Postal Service. C. Employee Appeals from Order. The employee may appeal an order of dismissal, suspension or demotion either to the Merit Board or through the procedures of Section 23 Grievance Procedure of this , Memorandum of Understanding provided that such appeal is filed in writing with the Personnel Director within ten (10) calendar days after service of said order. An employee may not both appeal to the Merit Board and file a grievance under Section 23 of this Memorandum of Understanding. 41 Section 23 Grievance 23.1 A grievance is any dispute which involves the interpretation or application of any provision of this Memorandum of Understanding excluding, however, those provisions of this Memorandum of Understanding which specifically provide that the decision of any County official shall be final, the interpre tation or application of those provisions not being subject to the grievance procedure. The Union may represent the employee at any stage of the process. Grievances must be filed within thirty (30) days of the incident or occurance about which the employee claims to have a grievance and shall be processed in the' folloVing manner: A. Step 1 - Any employee or group of employees who believes that a provision of this Memorandum of Understanding has been misin- terpreted or misapplied to his or her detriment shall discuss the complaint with the employees immediate supervisor, who shall meet with the' employee within five (5) days of receipt of a written request to hold such meeting. B. Step 2 -' If a grievance is not satisfactorily resolved in step 1 above, the employee may submit the grievance in writing within ten (10) work days to such management official as the Department Head may designate. This formal written grievance shall state which provision of the Memorandum of Understanding has been misinterpreted or misapplied, how misapplication or misinterpre- tation has affected him or her to his or her detriment, and the redress he or she seeks. A copy of each written communication on a grievance shall be filed with the Director of Personnel. The Department Head or his or her designee shall have ten (10) work days in which to respond to the grievanf.=) in writing. C. Step 3 - If a grievance is not satisfactorily resolved in step 2 above, the employee may appeal in writing within seven (7) work days to th? Personnel Director. The Personnel Director or his or her designee shall have twenty (20) work days in which to investi- gate 'the merit of the complaint and to meet with the Department Head and the employee and attempt to settle the grievance and respond in writing. D. Step 4 - No grievance may be processed under this Section which has not first been filed and investigated in accordance.with paragraph (C) above and filed within 7 work days. of the written response of the Personnel Director or his or her designee. If the parties are unable to reach a mutually satisfactory accord on any grievance which arises and is presented during the term of this Memorandum of Understanding, such grievance shall be submitted in writing within seven (7) work days to an Adjustment Board comprised of three (3) Union representatives, no more than two (2) of whom shall be either an employee of the County or an elected or appointed official of the Union presenting this grievance, and three (3) representatives of the County, no more than. two (2) of whom shall be either an employee of the County or a member of the staff of an organization employed to represent the County in the meeting and conferring process. The Adjustment Board shall meet and render s decision within twenty (20) work days of receipt of" the written request. 42 F///" E. Step 5. If an Adjustment Board is unable to arrive at a rAjority decision, either the employee (or the County, when alleging a violation of Section 23. 6 below) may require that the grievance be referred to an impartial arbitrator who shall be designated by mutual agreement between the employee and the Personnel Director. Such request shall be submitted within twenty (20) work days of the rendering of the Adjustment Board decision. Within 20 days of the --request for arbitration the parties shall mutually select an arbitrator. The fees and expenses of the arbitrator and of the Court Reporter shall be shared equally by the employee and the County. Each party, however, shall bear the costs of its own presentation, including preparation and post hearing briefs, if any. 23.2 Scope of Adjustment Board and Arbitration Decisions. (a) Decisions of. Ad,justment Boards and arbitrators .on matters properly before them shall be final and binding on the parties hereto, to the extent permitted by law. (b) No adjustment Board and no arbitrator shall entertain, hear, decide or make recommendations on any dispute unless such dispute involves a position in a unit represented by the Union which has been certified as the recognized employee organization for such unit and under such dispute falls within the definition of a grievance as set forth in Subsection 23,1 above. (c) Proposals to add to or change this Memorandum of Understanding or to change written agreements supplementary hereto shall not be arbitrable and no proposal, to modify, amend, or terminate this Memorandum of Understanding, nor any matter or subject arising out of or in connection with such proposals, may be referred to arbitration under this Section. Neither any Adjustment Board nor any arbitrator shall have the power to amend or modify this Memorandum of Understanding or written agreements supplementary hereto or to establish any new terms or conditions of employment. (d) If the Personnel Director in pursuance of the procedures outlined in subsection 23.1 (c) above, .or ghe Adjustment Board in pursuance of the provi- sions of Subsection 23.1 (d) above resolve a grievance which involves suspension or discharge, they may agree to payment for lost time or to reinstatement with or without payment for lost time. 23.3 The time limits specified above may be waived by mutual agreement of the parties to the grievance. If the County fails to meet the time limits specified in steps 1 through 3 above, the grievance will automatically move to t`ie next step. If a grievant fails to meet the time limits specified in steps 1 through 5 above, the grievance will be deemed to have been settled and withdrawn. 23. 4 An official, with whome a formal grievance is filed bya grievant who is included in a unit represented by the Union, but is not represented by the union in the grievance, shall give the Union &copy of the formal presentation. 43 23.5 Compensation Complaints. All complaints involving or concerning the payment of compensation shall be initially filed in writing with the personnel Director. Only complaints which alledge that employees are not being compen- sated in accordance with the provisipns of this Memorandum of Understanding shall be considered as grievances. Any other matters of compensation are to be resolved in the meeting and conferring process, if not detailed in the Memorandum- of Understanding which results from such meeting and conferring process shall be deemed withdrawn until the meeting and conferring process is next opened for such discussion. No adjustment shall be retroactive for more than six (6) months from the date upon which the complaint was filed. No change in this Memorandum. of Understanding or interpretations thereof (except interpretations resulting from Adjustment Board or arbitration proceedings hereunder) will be recognized unless agreed to by the County and the Union. 23.6 No Strike. During the term of this Memorandum of Understanding, the Union, its members and representatives, agree that it and they will not engage in, authorize, sanction, or support any strike, . slowdown, stoppage of work, sickout, or refusal to perform customary duties. . In the case of a legally declared lawful strike against a private or public sector employer which has been sanctioned and approved by the labor body or .council having jurisdiction, an employee who is in danger of physical harm shall not be required to cross the picket line, provided the employee advises his or her supervisor as soon as possible, and provided further that an employee may be required to cross a picket line where the performance of his or her duties is of an emergency nature and/or failure to perform such duties might cause or aggravate a danger to public health or safety. 23.6 Merit Board. (a) All Grievances"of employees in representation units represented by the Union shall be processed under Section 23 unless the employee elects to apply to the Merit Hoard on matters within its ,jurisdiction. (b) No action under paragraph (c), (d) and (e) of subsection 23.1 above shall be taken if action on the complaint or grievance has been taken by the Merit Board, or if the complaint or grievance is pending before the Merit Board. 23.7 The Union may file a grievance at step 3 on behalf of affected employees when action by the County Administrator or the Board of Supervisors violates a provision of this Memorandum of Understanding. 44 Section 24 Bilingual Pay A salary differential of forty dollars ($40.00) per month shall be paid incum- bents of positions requiring bilingual proficiency as designated by the appointing authority and Director of Personnel. Said differential shall be prorated for employees working less than full-time and/or who are on an unpaid leave of absence for a portion of any given month. Designation of positions for which bilingual proficiency is required 'is the sole prerogative of the County. Section 25 Retirement Contribution Pursuant to Government Code Section 31581.1, the County will continue to pay fifty percent (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 26 'Training Reimbursement The County Administrative Bulletin on Training shall govern reimbursement for training and shall continue to limit reimbursement for career development training to $200 per semester or $150 per quarter, not to exceed $600 per year, except as otherwise provided in the supplemental sections of this Memorandum of Understanding. Section 27 Safety Shoes and Prescription Safety Eyeglasses The County shall reimburse employees for safety shoes and prescription safety eyeglasses in those classifications the County has determined eligible for such reimbursement. The County will reimburse eligible employes for safety shoes in an amount not to exceed twenty dollars ($20.00) per pair to a maximum of two (2) pair in any year. The County will reimburse eligible employees for prescription safety eyeglasses which are approved by the County and are obtained from such establishment as required by the County up to one pair per year. Section 28 Safety - The County shall expend every effort to see to it that the work performed under the terms and conditions of this Memorandum of Understanding is performed with a maximum degree of safety consistent with the requirement to conduct efficient operations. Section 29 Performance Evaluations During the term of this Memorandum of Understanding the County agrees that within thirty (30) calendar days of the specific written request of the Union to the appointing authority with a copy to the Personnel Department, it will meet and confer with the Union on the details of a performance evaluation program currently in effect in a particular department. 45 Section 30 Mileage Effective August 1 , 1979 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 01 - plus miles .16 per. mile The above rates shall be adjusted to reflect an increase or 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 (1¢) for each fifteen cents (15¢) 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 July 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 31 Pay Warrant Errors If an employee receives a pay warrant which has an error in the amount of compensation to be received and if this error occurred as a result of a mistake by the Auditor-Controller's Department, it is the policy of the Auditor- Controller's Department that the error will be corrected and a new warrant issued within 48 hours, exclusive of Saturdays, Sundays and holidays from the time the Department is made aware.of and verifies that the pay warrant is in error. 46 Section 32 Flexiblf: ataf fknA ;er�:.aia positions may be designated by the Personnel Director as flexibly staffed positions. Positions are generally allocated at the first level of the ,job series when vacated. When the position is next filled and an incumbent of one of these positions meets the minimum qualifications for the next higher level and has met appropriate competitive requirements he or she may then be promoted to the next higher classification within the ,job series without need of a classification study. If an operating department verifies in writing that an administrative or clerical error was made in failing to submit the documents needed tt5' promote an employee on the first of the month when eligible, said appointment shall be made retroactive to the first of the month when eligible.' An employee who is denied a promotion to a flexibly staffed position may appeal such denial to the Merit Board. Section ,3,Provisional &pointment Whenever an appc4riting authority makes a request for personnel to fill a position in a class for which no reemployment or employment list is available, or in a class for which no eligible or insufficient eligibles to complete the certification will accept appointment to the position, the Director of Personnel may authorize the appointing authority to- appoint any person who possesses the minimum qualifications for the class as set forth in the class specifications, provided that the names of eligibles available and the names of persons who have indicated the intention to take the next examination for the class shall be referred to the appointing authority at the time authorization is issued. In no case shall a permanent position be filled by a provisional appointment for a period exceeding six (6) calendar months except under the following conditions: t . If an examination has been .announced for the class and recruitment of applicants is in process, the Director of Personnel may authorize a continuation of provisional appointments until an eligible list is established. 2. In case of a provisional appointment to a permanent position vacated by a leave of absence, such provisional appointment may be continued for the duration of said leave. A provisional appointment shall be terminated within thirty (30) days after the date of certification of eligibles from an appropriate eligible list. All decisions of the Director of Personnel relative to provisional appointments are final and not subject to the grievance procedure. Before filling a position by a provisional appointment, the appointing authority shall post notice and shall consider current qualified employees for the appointment. Only if there are insufficient internal applicants to constitute a full certification may the appointing authority consider applicants from outside County service. Section _34--Personnel Piles An employee dhall have the right to inspect and review any official record(s) relating to his or her performance as an employee or to a grievance concerning the employee which is kept or maintained by the County in the emplopyee's personnel file in the Personnel Department or in the employee's personnel file in their Department. The contents of such records shall be made available to the employee for inspection and review at reasonable intervals during the regular business hours of the County. 47 The County shall provide an opportunity for the employee to respond in writing to any information which is in the employees' personnel file about which he or she disagrees. Such response shall become a permanent part of the employee's personnel record. The employee shall be responsible for providing the written responses to be included as part of the employee's official personnel file. This section does not apply to the records of an employee relating to the investigation of a possible criminal offense, medical records and information or letters of-reference. All documents pertaining to disciplinary actions shall be placed in an official personnel file maintained by the Personnel Department or in an official personnel file maintained by their Department. Copies of written reprimands or memoranda pertaining to an employee's unsatisfactory performance which are to be placed in the employee's personnel file shall be given to an employee who shall have the right to respond in writing to said documents. Letters of reprimand are subject to the grievance procedure but shall not be processed past step 3 unless said letters are used in a subsequent discharge, suspension or demotion of the employee. Copies of letters of commendation which are to 'be placed in the employee's personnel file will be given to the employee.. Employees have the right to review their official personnel files which are maintained in the Personnel Department or by their Department. In a ease involving a grievance or disciplinary action, the employee's designated representative may also review his or her personnel file with specific written authorization from the employee. The County shall supply the Union with lists of official personnel files and locations. Section 35 Service Awards The County shall continue its present policy with respect to service awards including time off; provided, however, that the type of award given shall be at the sole discretion of the County. Section 36 Reimbursement for Meal Expenses Employees shall be reimbursed for meal expenses under the following circumstances and in the amount specified; 1 . When the employee is required by his/her department head to attend a meeting concerning County business or County affairs. 2. When the employee is required to be out of his/her regular or normal work area during a meal hour because of a particular work assignment. 3. When the employee is required to stay over to attend consecutive or continuing afternoon and night sessions of a board or commission. 4. When the employee is required to incur expenses as host for official guests of the County, work as members of examining boards, official visitors, and speakers or honored guests at banquets or other official functions. 5. When the employee is required to work three or more hours of overtime; in this case he or she may by reimbursed in accordance with Administrative Bulletin. Meal costs will be reimbursed only when eaten away from home or away from the facility in the case of employees at 24-hour institutions. 49 .... Procedures and definitions relative to reimbursement for meal expenses shall be in accordance with the Administrative Bulletin on Expense Reimbursement. .Section 37 Compensation for Loss or Damage to Personal Property The loss or damage to personal property of employees is subject to reimbursement under tFie following conditions. 1 . The loss or damage must result from an event which is not normally encounted or anticipated on the job and which is not subject to the control of the employee. 2. Ordinary wear and tear of personal property used on the job-is not compensated. 3. Employee tools or equipment provided without the express approval of the department head and automobiles are excluded from reimbursement. 4. The loss or damage must have occurred in the line of duty. 5. The loss -or damage was not a result of negligence or lack of proper care by the employee. 6. The personal property was necessarily worn or carried by the employee in order to adequately fulfill the duties and requirements of the job. . 7. The loss or damage to employees eyeglasses, dentures or other prosthetic devices did not occur simultaneously with a job connected injury covered by workers' compensation. 8. The amount of reimbursement shall be limited to the actual cost to repair damages. Reimbursement for items damaged beyond repair shall be limited to the actual value of the item at the time of loss or damage but not more than the original cost. 9. The burden of proof of loss _rests with the employee. 10. Claims for reimbursement must be processed in accordance with the Administrative Bulletin on Compensation for Loss or Damage to Prsonnel Property. Section 38 Unfair Labor Practice Either the County or the Union may file an unfair labor practice as defined in . Chapter 34-22 of the County Ordinance 73-32 against the other. Allegations -of an unfair labor practice, if not resolved in discussions between the parties, may be heard by a mutually agreed upon impartial third party. Section 39 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. 49 Section 40 State Disability Insurance Election The County shall conduct an election by unit prior to November 1 , 1981 to decide the issue as to whether or not employees represented by the union shall be included in the State Disability Insurance Fund as currently administered by the County. Section 41 Permanent Part-Time Employee Benefits Permanent part-time employees receive prorated vacation and sick leave benefits.` They are eligible for health, dental and life insurance benefits at corresponding premium rates providing they work at least 50% of full time. If the employee works at least 50% of.full time, County retirement participation is also included. Bastion 42 Permanent-Intermittent Employee Benefits Permanent intermittent employees are eligible for prorated vacation and sick leave benefits. Section 3 Permanent-Intermittent Employees Health Plan Effective October 1 , 1981 a permanent intermittent employee represented by Contra Costa County Employees Association Local Number 1 may participate in the County Group Health Plan of combined medical, dental and life insurance coverage wholly at the employee's expense. The County will not contribute to the employee's monthly premium. The employee will be responsible for paying the monthly premium appropriately and punctually. Failure to meet the premium deadline will mean automatic and immediate withdrawal from the County Group Health Plan and reinstatement may only be effectuated during the annual open enrollment period. Section 44 Provisional Employee Benefits. Provisional employes, who are not permanent employees of the County immediately prior to their provisional appointment, are eligible for vacation and sick leave benefits. Effective October 1 , 1981 , said provisional employees may participate in the County Group Health Plan of combined medical, dental and life insurance coverage wholly at the employee's expense. The County will not contribute to the employee's monthly premium. The employee will be responsible for paying the monthly premium appropriately and punctually. Failure to meet the premium deadline will mean automatic and immediate withdrawal from the County Group Health Plan and reinstatement may only be effectuated during the annual open enrollment period. Section 45 Hazard Pay Differential for County Hospital. Any employee assigned to a position the work location of which is in the isola- tion, chest or observation wards, or in the admitting office or emergency room of the County hospital, and the work assignment of which requires continuous direct personal contact with patients in these wards or rooms shall receive per hour worked a premium of five percent of the hourly equivalent of his base rate in addition to his regular compensation and in addition to the shift differen- tial provided for in Section 15 of this Memorandum of Understanding where he/she meets the requirements of both Section 10 and this Section. 50 Section 46 _ Lunch ' ricd It is the position of the Health Services Department that personnel who work an 8 1/2 hour day are on their own time during their lunch period. Personnel who work an 8 hour day are to be considered on call. Section 47 X-Ray Examination Employees in the County Medical Services Department will, not be required to take X-Ray examinations in excess of what is required by applicable Federal and State Laws. Section 48 Classification Studies Upon receipt of the appropriate P300 as submitted by the operating department and approved by the County Administrator's Office, the County agrees to conduct a review of the following classes or specific positions within a class for the purposes indicated. The County shall make its findings known to the Union no later than the dates indicated for each study unless extended by mutual consent of both parties, without obligation of the County to take action based upon the results of the study. During the course of these studies, the County shall review any information submitted by the Union relevant to such studies: Time of Completion from Class(es) and/or Date Received in Personnel Position(s) Issue Office (P300) Equipment Operator I To determine if operator 30 days of Vac-all is properly classified Equipment Operator I To determine if operator 30 days of Sano-Vac is,properly classified Drafting Series To determine the feasibility 150 days of a career ladder for Drafting Personnel Real Property Series. To study the feasibility 150 days of creating a deep class Data Processing To determine the feasibility 150 days Equipment Operator of a career ladder for Data Processing Equipment Operator Licensed Vocational To create a class of Prior to Nurse Licensed Vocational Nurse II January 1982 Deputy Public Defender To study the feasibility of 180 days. creating a deep class Section 42 Adoption The provisions of this Memorandum of Understanding shall 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 where 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. S� Section 50 Scope Agreement and Separability of Provision 50.1 Scope of Agreement. Except as otherwise specifically provided herein, this Memorandum of Understanding fully and, completely incorporates the understanding of the parties hereto and consstitues the sale and entire agreement between the parties in any and all matters subject to meet and confer. Neither party shall, during the term of this Memorandum of Understanding demand any change herein, provided that nothing herein sshall .prohibit the parties from changing the terms of this Memorandum of understanding by mutual agreement. 50.2 Separability of Provisions. Should any section, clause or provision of this Memorandum of Understanding be declared illegal, unlawful or unenforceable, by final judgment of a court of competent jurisdiction, such invalidation of such section, clause or provision shall not invalidate the remaining portions hereof, and such remaining portions shall remain in full force and effect for the . duration of this Memorandum of Understanding. 50.3 Personnel Management Regulations. Where a specific provision con- tained in a section of this Memorandum of Understanding conflicts with a speci- fie provision contained in a section of the Personnel Management Regulations, the provision of this Memorandum of Understanding shall prevail. Those provi- sions of the Personnel Management Regulations within the scope of representation which are not in conflict with the provisions; of this Memorandum of Understanding and those provisions of the Personnel Management Regulations which are not within the scope of representation shall be considered in full force and effect. 50.4 Duration of Agreement. This Agreement shall continue in full force and effect from July 1, 1981 to and including June 30, 1983. Said Agreement shall automatically renew from year to year thereafter unless either party gives written notice to the other prior to sixty (60) days from the aforesaid ter- mination date of its intention to amend, modify or terminate the agreement. 52 49 Section 51 Past Practices and Existi Memoranda of Understandi Continuance of working conditions and past practices not specifically authorized by ordinance or by resolution of the Board of Supervisors is not guaranteed by this Memorandum of Understanding; Provided; however, that only during the term of this Memorandum of Understanding which expires June 30, 1983, the Union may claim a violation of a past practice. If the Union can demonstrate that such past practice exists by virtue of having been acknowledged and agreed to by Management and representatives of the Union or by employees represented by the Union who reach agreement with a Department Head on a specific policy covering a group of employees such as a reassignment policy, the alleged violatin of said past practice will be subject to the grievance procedure. Those practices which have been agreed to by Management and not approved by the Department Head must be confirmed and approved by the Department Head by June 30, 1982 in order to be considered a past practice pursuant to this provision. Section 52 Unit Items Specific working conditions for the various units represented by the Union are listed in attachments 52.1 through 52.11. Date: CONTRA COSTA COUNTY CONTRA COSTA COUNTY EMPLOYEES ASSOCIATION, .LOCAL #1 By By IT 53 52.1 Agriculture-Animal Control unit A) Letters of commendation received by the Department shall be placed in the individual Animal Control Officer's and Animal Control Center Attendant's files. B) The- County agrees to continue to pay each Animal Control Officer employed by the County prior to August 1, 1975 a flat monthly fee of sixty-five dollars ($65.00). The above fee shall not apply -nor be paid to Animal Control Officers who shall continue to use a departmental pickup vehicle for purposes of regularly assigned "on-call" work. When an Animal Control Officer, who is receiving the above-specified flat monthly fee of sixty-five dollars ($65.00) is assigned to "on-call work is allowed to use a departmental pickup vehicle for commuting purposes, either on a regular or part-time relief basis (e.g. vacations and/or sick leave), the sixty-five dollar ($65.00) fee shall be eliminated if such assignment is for a full month or reduced on the basis of fifteen dollars ($15.00) for each full workweek said employee is allowed of utilize the departmental pickup vehicle for commuting purposes. The provision of this sectin dealing with fee payment does not and will not apply to any Animal Control Officer hired on or after August 1, 1975. C) The monthly uniform allowance for employees in the classification of Animal Control Officer shall be Twenty-Seven Dollars and Fifty Cents ($27.50) . The Animal Services Department agrees to allow Animal Control Officers to wear green denim trousers while in field assignments, provided that each officer has a pair of green dress trousers available to wear when required by the department. Uniforms must be maintained at a standard acceptable to the depart- ment. A period of six months, commencing the first of the month following exe- cution of this Memorandum of Understanding will be permitted to phase out present trousers. D) Animal Control Center Attendants shall be provided with raingear of the same quality as that provided Animal Control Officers. E) The Agriculture Department will consider the residence location of employees in the classes of Weed & Vertebrate Pest Control Inspector when a transfer of employees in these classifications is required. F) The Animal Services Department has instituted a one-half (1/2) hour lunch period for all employees in the classification of Animal Control Center Attendant. Management will determine the time of the lunch period and the starting and quitting times for each employee. Crucial to the continuance of the one--half (1/2) hour lunch period will be the impact on service to the public. O) The Safety Committee's for the Department of Agriculture and Animal Services Department will remain in effect and will continue to be constituted as follows: 54 1. Animal Services Department The Safety Committee shall include one Animal Control Officer and one Animal_ . Control Center Attendant and appropriate management representatives. 2. Agriculture Division of the Department of Agriculture The Safety Committee shall consist of one Agricultural Biologist and one Weed and 'Vertebrate Pest Control Inspector and appropriate management representatives. 3. Weights and Measures Division of the Department of Agriculture The Safety Committee shall consi.st' of one Weights and Measures Inspector and appropriate management representatives. As circumstances dictate, these committees may meet jointly to discuss safety problems of mutual interest. H) The Animal Services Department agrees to reimburse employees in the classes of Animal Services Attendant and Technician for the purchase of -three pair of green denim trousers up to $45.00 per employee. I} Effective September 1, 1981 portal to portal overtime and mileage payments for call-backs will be discontinued end the provisions of Section 8 of this Memorandum of Understanding shall apply to Animal Control Officers who are called back to duty. J) Representatives of the union and the agriculture department are currently meeting on the feasability' of a 9/80 work schedule for Weights and Measures Inspectors. If the department decides to implement such a schedule it shall be on a trial basis and shall terminate at the end of the trial period unless the department agrees to continue it for a longer period of time. 55 's 52.2 Attendant-LVN-Aide Unit A. -Employees in this unit who are employed at the County Hospital and who are required to work on Thanksgiving, Christmas or New Year will be provided a meal in the Hospital Cafeteria at no cost to the employee. B. Employees in this unit working at the County Hospital who, at the County's request, works two contiguous shifts (sixteen (16) con- tinuous hours) shall be provided a meal in the Hospital Cafeteria at no cost to the employee. C. A 1.0% base pay salary differential shall be paid for those shifts on which Hospital Attendants and Licensed Vocational purses are specific- ally assigned by the administration to respond to emergency "stat-calls" if said Hospital Atendants and Licensed Vocational. Nurses do not qualify for other hazard assignment differential. A 5% base pay salary differential shall be paid for those shifts in which Hospital Attendants and Licensed Vocational Nurses are specifically assigned to respond to emergency "stat-calls" if said Hospital Attendants and Licensed Vocational -Nurses qualify for other hazard assignment differential, said 5% to be in addition to the "hazard pay differential." It is further understood that acceptance of the assignment to "stat- calls" for those employees hired prior to April 1, 1979 shall be voluntary, provided, however, if insufficient employees volunteer for the "stat-calls" assignment or additional employees are required on a particular shift, nursing administration shall select employees judged to be qualified to handle such assignment because of prior experience and training. All Hospital Attendants and Licensed Vocational Nurses hired on April 1, 1979 or thereafter will be advised that they may be required to handle "stat-calls" and if required will receive training for such assignments. It is the intention of administration to assign employees to "stat-calls" on a continuing volunteer basis. Employees may request that they be removed from the "stat-calls" assignment by submitting a request in writing stating the reasons for such request. The administration may remove employees from the "stat-calls" assign- ment where it is demonstrated they are no longer capable of handling such assignments. 56 D. The County recognizes the continuation of an advisory Professional Standards Committee comprised of Licensed Vocational Nurses and Hospital Attendants employed in the Health Services Department. Such a committee shall develop and communicate recommendations only to the Director of Nursing and Hospital Administration. The Professional Standards Committee shall schedule one (1) regular meeting the second Tuesday of each month during working hours, starting at 10 a.m. and : the Health Services Department agrees to .release three (3) Licensed Vocationsl Nurses and two (2) Hospital Attendants for a period not to exceed two '(2) hours for any one member to attend such meeting. Such Committee members shall be selected by Local No. 1. Numerical member- ship on the Professinal Standards Committee shall be such at to preclude disruption of' work activities of any particular work area.. Upon two (2) weeks notice, the Committee may request, with approval of the Administrator-Health Services Department, that other personnel attend the monthly meetings, provided that such personnel are furnished with the reasons they have been invited and a written agenda for the meeting they have been asked to attend. E. Licensed Vocational Nurses assigned to work in the detention facility shall receive in addition to their base pay a differential of 5% of base pay as premium compensation for this assignment. F. In the event Nursing Administration desires to change the shift rotation system currently in effect for Licensed Vocation Nurses on the 3 p.m. to 11 p.m. shift and the 11 p.m. to 7 a.m. shift for employees in this unit, the Union will be notified and given the opportunity to meet and confer on such changes prior to the imple- mentation of a new system. G. The Health Services Department shall endeavor to schedule Licensed Vocational Nurses and Hospital Attendants with every other weekend off beginning November 1, 1981 or as soon thereafter as possible. H. Effective October 1, 1981 permanent-intermittent Licensed Vocational Nurses shall be paid a differential of seven and one-half (7j) percent of their base pay. I. Effective October 1, 1981 permanent-intermittent Licensed Vocational Nurses who are required to work on a holiday shall be .paid time and one-half for hours worked. J. At the County's request, if an employee in this unit works on all or parts of two contiguous shifts (more than eight (8) continuous hours) which is outside the employees regular work schedule and the first eight (8) hours fall on one day and the additional hours fall on the following day, the employee shall be paid a differential of one-half (1) the employees base salary rate. in addition to the employees base .salary rate for the hours worked in excess of eight (8) hours. 57 ?/// yrs K. Each regular full-time Licensed Vocational Nurse with one or more years of County service shall be entitled to five (5) days leave -with pay each year to attend accredited continuing education courses, institutions, workshops, or classes. Written requests for such leave must be submitted in advance and may be approved by the appropriate supervisor only in the event such leave does not interfere with staffing. The leave is accumulated from year-to-year if; (1) it is applied for and denied, (2) it is applied for this year for a course next year, and (3) if it is applied for to anticipate-taking a specific course of more than five days duration. The maximum leave available in any fiscal year may not exceed twice what may be accrued in any one fiscal year. The.leave hereinabove defined shall not apply to those courses or programs the nurse is required by the County to attend. A Licensed Vocational Nurse assigned to the night shift who Attends a continuing education course of eight (8) hours duration outside his/her scheduled worktime, may receive educational leave pay for the actual course time and may be excused from the night shift immediately preceding or fallowing the course attended. Effective September 1, 1981 a fully certified Licensed Vocational Nurse who, at the Countys' request, is placed in "charge" of a ward for an eight hour shift shall receive An additional five dollars per shift. The Health Services Department shall submit a request to establish a second Licensed Vocational Nurse classification to contain those Licensed Vocational Nurses who are certified to function at the full level of the LVN license, including the passage of medications. Prior implementation of this second classification, those incumbents not yet fully certified to pass medications will be offered an opportunity to attend a training course and take a test to become certified. Those incumbents passing the test and those already certified will be placed in the new LVN class, while those not fully certified will remain in the existing LVN class. The LVN class will be implemented on or before January 1, 1982. The second LVN class shall receive a special salary increase of 2}% effective January 1, 1982 and 21% effective July 1, 1982. 58 fill"4 The fol-lowing vacation accruals shall be effective October 1y 1981 for employees in the Attendant LVN-Aide Unit and other accruals listed in section 13.2 shall not apply. Monthly Maximum Accrual Cumulative Length of Service Hours Hours Under 15 years 10 240 15 through 19 years 13 1/2 320 20 through 24 years 16 2/3 400 25 through 29 years 20 420 30 years and up 23 1/3 560 58-A 52.3 Building Trades Unit A) _fie County shall eontinue to supply employees in the Building Trades Unit with specific tools which shall be maintained and secured on County premises. No tools other than those supplied by the County may be used except upon prior authorization of the County. B) The County shall pay each employee in the Building Trades Unit a reimbursement of Fifteen Dollars 415.00) per month, such to defray the Cost of supplying and cleaning clothing worn in the performance of regular duties. C) Employees in the unit assigned to work in the County Detention Facility shall receive in addition to their base pay a differential of five percent (5%) of base pay as premium compensation for this assignment. D) Representatives of the Public Works Department and the Union shall meet and confer over the current Building Trades assignment policy. 59 52.4 Deputy Public Defenders Unit k) The Professional Advisory Committee shall be continued. Said committee shall be composed of not more than two employee representatives appointed by the Public Defenders 'Unit of Local No., 1 and two department representatives and shall meet at the mutual convenience of the parties once every two (2) months. B) In lieu of the overtime provision of Section 7.1 and the compensatory time off provisions of Section 7.2 of this. Memorandum of Understanding, the Deputy Public Defenders shall be entitled to the following: 1. Effective January 1, 1982 and each January 1 thereafter employees in the classes of 'Deputy Public Defender I, II, III and IV will be credited with five (5) days of paid personal leave to recognize with unavailability of overtime payments and compensatory time off for Deputy Public Defenders. Said five (5) days must be used during the calendar year in which credited and may not be carried forward. This paid personal leave is separate from paid vacation and will be accounted for ,accordingly. Upon separation from County service, there shall be no payoff for unused personal leave credits. 2. Effective July 1, 1982 and each July lst thereafter employees in the classes of Deputy Public Defender I, II, III and IV will earn compenstory time off on the basis of one (1) hour of compensatory time off for each hour of overtime worked to a maximum of forty (40) hours. The use of compensatory time off shall be by mutual agreement between the Department 'Head and the employee and shall be taken with the period July 1, 1982 through June 30, 1963. C) The Public Defender's Office agrees to continue the current leave policy for Deputy Public Defenders. It is understood that the department has requested changes in the practice of notification and the Deputy Public Defenders are in concurrance with the basic principles of this change which has been communicated to them. The Department and representatives of the Deputy Public Defender's .shall meet as soon as possible but not later than October 1, 1981 to finalize these changes. 60 D) The Public Defender's Department agrees to continue the current Miranda watch provisions that provide for one day of compensatory time for each week of Miranda watch as set forth in the agreement between the County and the union dated February 19, 1980. E) `The County shall reimburse each Deputy Public Defender up to'a maximum of $500.00 each fiscal year, commencing July 1, 1981 for the following types of expenses: 1. Bar membership dues 2. Membership dues in legal, professional associtions 3. Purchase of legal publications 4. Training and travel costs for educational courses related to the duties of a Deputy Public Defender Any unused accrual may be carried forward to the next fiscal year up to $1000.00 The Training Reimbursement provision contained in Section 26 of this Memorandum of Understanding shall not apply to employees in the Deputy Public Defenders Unit. F) The current vacation schedule listed below shall be maintained for Deputy Public Defenders' Grades I, II, III, IV, Monthly Maximum Accrual Cumulative Length of Service Hours Hours Under 15 years 10 240 15 through 19 years 13 112 320 20 through 24 years 16 213 400 25 through 29 years 20 480 30 years and up 23 113 560 61 52.5 Er- ineering Unit A) The Public 'Works Department and the Clerk-Recorder's Office will continue a one-half (1/2) hour lunch period for all employees in the classification of Junior Drafter and Senior Drafter. Management will determine the time of the lunch period and the starting and quitting times for each employee. Crucial to the continuance of the one-half (112) hour lunch period will be the impact on ,service to the public. The existing system of one-half (112) hour lunch periods in the Assessor's Department will be. continued. B) Employees in the classifications of Grading Technicians and Senior Grading Technicians shall be reimbursed for the actual cost of raingear up to a maximum of Thirty Dollars 0307. C) The Public Works Department shall continue a flexible forty-hour workweek for Junior Drafter and Senior Drafter. 62 `/, /0a r 52.6 Fiscal Services Unit A) The Auditor Controller's Department shall continue a one-half (1/2) hour Lunch period for all employees in the classification of Programmer Trainee, Programmer I and Programmer II. Management will determine the time of the lunch period and the starting and quitting times for each employee. Crucial to the continuance of the ane-half (1/2) hour lunch period will .be the impact on service to the public. B) Local No. 1 will select a spokesperson who is an employee of the Auditor-Controller's Office to bring to the attention of and discuss with the department head or his designee at convenient times any safety problems existing within the department. C) Representatives of the Data Processing Division and the Union shall meet to discuss the shift assignment and seniority policy of the division. D) The deep class resolution forCollection Services Officer shall remain in effect for the duration of this Memorandum of Understanding unless modified by mutual agreement. The following vacation accruals shall be effective October 1, 1981 for employees in the Fiscal Services Unit and other accruals listed in section 13.2 shall not apply• Monthly Maximum Accrual Cumulative Length of Service hours Fours Under 15 years 10 2401 15 through 19 years 13 1/2 320 20 through 24 years 16 2/3 400 25 through 29 years 20 420 30 years and up 23 1/3 560 63 V/0'" 46 52.7 General Services and Maintenance Unit A. General: All existing departments safety awards shall continue for the duration of this Memorandum of Understanding. B. Field Personnel 1) The County will provide coveralls or overalls to each employee assigned to the paint crew and bridge crew in the Public Works Maintenance Division of the Public Works Department and will launder such clothing on a regular basis. The employees will be required to select either coveralls or overalls; this choice shall be considered a permanent selection. Coveralls shall be provided for the employee assigned to and operating the gradeall. 2) The Safety Committee of the Public Works Department, as previously referenced in a Departmental Memorandum of Understanding, shall continue for the duration of this agreement. 3) The employee assigned to and operating the gradeall 50$ or more of his/her regular scheduled work hours in a calendar month shall receive a two and one-half percent (2 1/2$). differential on base pay for that calendar month. 4) Laborers participating in the Public Works Department Equipment Operator I training program and who are employed as Laborers prior to July 1, 1977 will be paid mileage allowance in accordance with the existing County policy for such miles driven each day which exceed by ten (10) miles the miles driven between their residence And the location they worked immediately prior to entering said training program. It is understood that this agreement was made to take into account the very specialised nature of the afore- mentioned training program and should not in any way be considered as setting a precedent with regards to the County mileage allowance policy. C. Shop Personnel 1) The County has prepared and presented to each Equipment Mechanic a list of those tools required by the County to perform his/her duties. Recognizing that mechanics prefer certain types of tools over other types and that the nature of hand tools change or are modified from time to time, this list was a general one and not intended to be all inclusive. The County indicated the tools it will supply and will review said list periodically. 2) Employees in the classes of Equipment Mechanic, Combination Welder, Apprentic Mechanic, Equipment Services Worker and Garage Attendant will have the choice of the County providing coveralls or pants and shirt. The employees will be required to select either coveralls or pants and shirt; this choice shall be considered a permanent selection. 64 3) Employees in the classes of Equipment Mechanic and Apprentic Mechanic shall receive a one time payment of $300.00 to compensate them for the purchase of metric tools. 4) Employees referenced in number 2 above shall be provided with additional uniforms so as to enable the employee to have a clean uniform. each day. M5) The class specification for Equipment Mechanic shall be modified ` to eliminate the requirement for smog, brake and lamp licenses. D. Building Maintenance 1) Union Stewards in the Building Maintenance Division shall be relieved from their assigned work duties by their supervisors within twenty—four (24) hours (excluding Saturdays, Sundays, .and holidays) upon receipt of a request by an employee in that division to investigate and/or process a grievance initiated by said employee. 2) The Building Maintenance Division of the Public Works Department will continue the seven day per week maintenance coverage of County facilities by Operating Engineers. 3) Custodians in the Probation Department specifically assigned responsbility in writing for providing work training to assigned juveniles shall receive in addition to their base pay a differential of 5% of base pay as premium compensation for this additional responsibility. Such differential to be computed on the basis of hours actually spent in directing juveniles in work training. 4) The vacation scheduling procedure for Custodians I and II in the Buildings and Grounds Division of the Public Works Department shall be as follows: All employees, in order of seniority, with the Buildings and Grounds Division of the Public Works Department shall be afforded the opportunity to indicate their preference of vacation dates for their vacation entitlement by area. If an employee wishes to split his/her vacation entitlement and schedule a portion of his/ her vacation at another time, he/she shall be'afforded a second opportunity to exercise his/her seniority in scheduling each second choice after all other employee's vacations have been scheduled. For exa le: If an employee has a vacation entitlement of four weeks and wishes to take two (2) of those weeks in July, his/ her preference for the specific dates in July would be reviewed by the department in accordance with his/her seniority. Once the firet choice of vacation dates for this employee and all ether employees have been reviewed by the department and scheduled by area in accordance with seniority, the employee may indicate his/ her preference of vacation dates for the remaining two (2) weeks of his/her vacation entitlement which again will be reviewed and sehbdulb#.by area by the department in accordance with his/her 65 1`!//" (. 5) Operating Engineers assigned to the County Detention Facility shall receive in addition to their base pay a differential of five perent (5x) of base pay as premium compensation for this assignment. 6) When a Custodian vacancy occurs in the Building Maintenance Division of the Public Works Department the department will consider reassignments to those vacant positions which the Department intends to fill.based upon the following criteria: a. work performance b. attendance c. seniority d. proximity of work location to the worker's home Every six (6) months the Building Maintenance Division of the Public Works Department shall post a notice allowing employees to indicate their desire to be considered for any vacancies which occur during the following six (6) months in the specific location they have indicated. Notices shall no longer be posted at the time a vacancy occurs. Nothing in this provision shall be inter- preted as preventing the Department from temporarily filling a vacancy during the posting period and until any reassignment is effected. 7) The Building Maintenance Divi sion.of the Public Works Department shall continue the safety committee of no less than two employees selected by Contra Costa County Employees Association, Local No. 1 in the classes of Window Washer and Lead Window Washer to discuss various safety problems. This committee shall meet not less than once every three (3) months nor more than once a month upon request of the employees. 8) Custodians assigned to the County Detention Facility and who are required to work in inmate modules shall receive in addition to their base pay a differential of five percent (5x) of base pay as premium compensation for this assignment. E. Communications 1) Communications Technicians shall receive 5% hazard pay for each .month in which they are assigned to climb high towers. 2} The Communications Division Safety Committee shall be continued. Said Committee shall consist of two Communications Division employees selected by the Union. Said Committee shall meet quarterly with the Communications Engineer and the Departmental Safety Coordinator. Said meetings shall not exceed one hour in duration except by mutual agreement of the parties. 66 F. Sheriff's Personnel 1) The County shall continue to pay twenty-five dollars (25.00) per month uniform allowance for employees in the Sheriff's Department who are required to wear a uniform in the performance of their duty in the following classifications: Sheriff's Dispatcher, Senior Sheriff's Dispatcher, Sheriff's Services Assistant, _. Sheriff's Services Assistant, Sheriff's Technician and Storekeeper. 2) . Sheriff's Dispatchers and ,Senior Sheriff's Dispatchers shall be given the opportunity to meet periodically with the Sheriff's Departmental Safety Officer to discuss various safety matters. 3) The letter of understanding dated August 17, 1976 between the Union and the Sheriff's Department concerning the shift schedule and time off for vacation for Sheriff's Dispatcher and Senior Sheriff's Dispatcher is attached to this Memorandum of Under- standing as -attachment B and made a part thereof. 14) Representatives of the Sheriff's Department and representatives of the Sheriff's Dispatcherts shall meet and confer as soon as possible but no later than December 1, 1981 to discuss changes in the shift schedule, vacation bidding procedures and overtime assignments. 5) Employees of the Sheriff's Department assigned to one of the detention facilities may purchase a meal at these facilities for a fee of 100. G. Building Inspectors 1) The Building Inspection Department shall reimburse employees in the classifications of Building Inspector, Building Inspector I, Building Inspector II, Mechanical Inspector and Electrical Inspector for the actual cost to purchase raingear and coveralls up to a maximum amount of Twenty ($20.00) plus sales tax for coveralls and Thirty Dollars ($30.00) plus sales tax for raingear. .2) Building Inspectors assigned by the Building Inspection Department to Housing, Mobile Home and Commercial inspections shall receive a differential of.five percent (5x) of base pay for these assign- ments. These asssignments may be rotated at the discretion of the Department Head. H. Central Service Local No. l will select a spokesperson who is an employee of the Auditor-Controller's Office to bring to the attention of and discuss with the department head or his designee at convenient times any safety problems existing within the department. The above does not exclude any other employee from bringing to the attention of the management of the Auditor-Controller's office any safety problems that may exist. 67 8,111&t b I. Hospital Workers 1) If an employee in this unit, employed at the County Hospital, who at the county's request works on all or part of two contiguous shifts (more than eight (8) continuous hours) which is outside the employees regular work schedule and the first eight (8) hours fall on one day and the additional-hours fall on the following day, the employee shall be paid a differential of one-half (}) the employees base salary rate in addition to the employees base salary rate for the hours worked in excess of eight (8) hours. 2) Employees in this unit working at the County Hospital who at the County's request work two contiguous shifts (sixteen (16) contin- uous hours) shall be provided a meal in the Hospital Cafeterial at no cost to the employee. 3) Employees in this unit who are employed at the County Hospital and are required to work on Thanksgiving; Christmas or New Years will be provided a meal in the Hospital Cafeteria at no cost to the employee. 4) The County shall provide pantsuits as an option to employees in the classes of Central Supply Technician, Lead Central Supply Technician, Institutional Services Worker I and Institutional Services Worker II who are normally furnished uniforms by the County. J. Library. Personnel 1) Section 12 of this Memorandum of Understanding regarding holidays is modified for all employees in this unit assigned to the library to delete the Day after Thanksgiving as a holiday and to add the Day before Christmas as a holiday. The Libraries will close at 6:00 p.m. on the day before Thanksgiving. 2) The Driver Clerk permanently assigned to drive the Bookmobile shall receive in addition to his/her base pay a differential of 5% of base pay as premium compensatin for this assignment. 3) Employees in this unit assigned to the Library who work Saturday shall receive a five percent (5%) differential for all hours worked on Saturday. Said 5% differential shall not apply to any overtime hours worked on Saturday. 67-A $�,�/dam► � 52.8 Health Services 'Unit A. Public Health Nurses 1. The current Public Health .Nurse Professinal Standards and Practices Committee shall continue for the duration of this Memorandum of Under- standing. 2. The Health Services Department agrees to allow Public Health Nurses to take compensatory time off for educational workshops attended on week- ends on the basis of one hour off for each hour spent at the workshop, subject to the following limitations: a) All workshops for which compensatory time will be given must receive departmental approval -prior to the PHN attending the workshop. Only Hoard of Registered Nurses accredited workshops will receive departmental approval. b) The department will be allowed '45 working days following the workshop in which to schedule time off for those 'PHN's who attended. The scheduled time off may be accrued and does not have to be taken within 145 days of the workshop. c) All time off for weekend workshops will be included in the maximum of 148 hours per PHN which is currently allowed for attendance at workshops which are held on working weekdays. d} Compenstory time .off requested and denied in one fiscal year may be carried forward into the next fiscal year. 3. Approved Continuing Education Leave (C.E.) time entitlement will be forty-eight (148) hours per fiscal year for the full time, perm- anent Public Health Nurse. Permanent part-time PHN's will have their approved C.E. time entitlement prorated on the basis of the number of hours they work in relation to the regular forty (40) hour work week. C.E. time requested and denied may extend into the next fiscal year and would be added to the C.E. time entitlement for that fiscal year. Examples: Full time PHN (40/40) is credited with forty-eight (148) hours C.E. time on July 1 of each year. Part-time PHN (32/140) is credited with thirty-eight point four (38.4) hours C.E. time on July 1 of each year. Part-time PHN (24/140) is credited with twenty-eight point eight (28.8) hours C.E. time on July 1 of each year. Half-time PHN (20/40) is credited with twenty-four (24) C.E. time or 2 hours per month, on July 1 of each year. 68 P If the hours of a PHN's position are adjusted upward or downward, her/his C.E. hours will be similarly adjusted on a pro-rata basis for the remainder of the fiscal year. 4. A permanent part-time PHN will be eligible to use Continuing Education time on a weekday for which she is not ordinarily scheduled to work. -5. Public Health Nurses who work in the field shall have a normal workday commencing 8:00 a.m. through 4:30 p.m: with sone-half hour lunch break; provided however, that on the day or days a Public Health Nurse is working in a field clinic which remains open after 4:30 P.M. she shall schedule her day to provide an eight (8) hour workday; and. provided further, that at the expiratin of this Memorandum of Under- standing the Health Services Department and/or the County may review this schedule change to determine whether the needs of the County and the community are properly served and may recommend a return to the 8:00 a.m. to 5:00 p.m. normal workday with a one-hour lunch break. .6. The Health Services Department shall observe the following in making temporary reassignments of Public Health .Nurses: First, volunteers shall be given first consideration for the reassign- ment. Second, when an involuntary reassignment is made, reasonable advance notice will be provided. Third, temporary reassignments will be reviewed with input from the employee at the end of four months. Fourth, where the temporary reassignment requires the Public Health Nurse to commute a greater distance than is required for the permanent work assignment, the nurse shall be compensated for the number of additional miles the nurse must commute at the County's mileage rate. 7. The County agrees to delete those sections of. the Public Health Nurse Deep Class Resolution referring to special assignments to provide that a Public Health Nurse may progress through the salary range for the class to step eleven (11). 8. The deep class resolution for Public Health Nurse shall remain in effect for the duration of this Memorandum of Understanding unless modified by mutual agreement. B. Environmental Health Inspectors 10 The County shall continue the Professional Standards Committee com- prised of Environmental Health Inspectors selected by Local No.l and employed in the Health Services Department who may, as a committee, develop and communicate recommendations to the Director of the Environmental Health Division of the Health Services Department. The Professional Standards Committee may schedule only one (1) regular meeting each month during working hours, and the County will release from duty a maximum of two (2) Environmental Health Inspectors for a period not to exceed one (1) hour for any Environmental Health Inspectors to attend such meeting. The agenda and minutes of each meeting shall be forwarded to the Director of the Environmental Health Division. It is understood that the Professional Standards Committee is advisory only and the subjects it reviews shall be restricted to those directly related to Environmental Health Inspector's practices. 69 2. Prior to K amber 1, 1981 representatives o he Health Services Department will meet with representatives of the Environmental Health Inspector to discuss classification proposals and the organization of the division. C. Clinical Laboratory Technologist The Health Services Department shall continue a staggered lunch .period System for the Clinical Laboratory Technologist and Senior Clinical Laboratory Technologist classifications in order to ensure uninterrupted lunch periods for these employees. D. Physical, Occuptional- and Recreational-Theragist The Health Services Department will meet with representatives of the Physical, Occupational and Recreational Therapist classification in order to develop a professional standards committee. It is understood that this committee will represent all therapists in the Health Services Department. E. Alcohol Rehabilitation Staff There shall be a Alcoholic Rehabilitation Professional Performance Committee consisting of employees in the Alcoholism Rehabilitation job series. The purpose of the Committee is to meet to consider and discuss patient care and professional practice. It may also formulate advisory recommendations and proposals concerning such matters. The Comittee shall not discuss economic matters, such as wages, hours and other economic conditions that may be subject to meet and confer. The Professional Performance Committee may schedule one (1) regular meeting each month during working hours, provided that such meeting shall not conflict with normal work activities and shall be agreeable to the Alcoholism Rehabilitation Administrator. The Department will release from duty no more than three (3) Alcoholism Rehabilitation Workers for a period not to exceed two (2) hours. Alcholism Rehabilition Workers released for these meetings shall promptly report meeting and travel time to the Alcoholism Rehabilitation Administrator. The Committee shall prepare written minutes of all Professional Performance Committee meetings, copies of which shall be distributed to the Committee members, the Health Officer and the Alcoholism Rehabilitation Administrator. F. Mental Health Treatment Specialists 1 . The County and the Union aree to making the Deep Class Resolution for Mental Health Treatment Specialist to provide that a Mental Health Treatment Specialist employed into the B level and who possesses a Masters Degree shall not be appointed at less than Step 5. 2. Mental Health Treatment Specisli.sts who were formerly Clinical Social Workers shall have their salary increased as indicated on attachment C. 3. The Deep Class Resolution for Mental Health Treatment Specialist shall remain in effect -for the duration of this Memorandum of Understanding unless modified by mutual agreement. 70 The fol-lowing vacation accruals shall be effective October 1, 1981 for employees in the Health Services Unit and other accruals listed in section 13.2 shall not apply. Monthly Maximum Accrual Cumulative Length of Service Hours Hours Under 15 years 10 240 15 through 19 years 13 112 320 20 through 24 years 16 2/3 400 25 through 29 years 20 420 30 years ,and up 23 1/3 560 70-A 1?l//04 e, 52.9 Legal and Court Clerk Unit The Clerk-Recorder's Department will institute a one--half (I/2) hour lunch period for employees in the class of Legal Clerk. Said one-half (1/2) hour lunch period shall be optional with the employees. . If insufficient personnel adopt the one-half (1/) hour lunch period so as to make its implementation impractical, this section will not be binding on the Department. The time of the lunch period and the quitting times for each employee shall be determined with the mutual agreement of the department and the employees. This altered work schedule will be on a sir (b) month trial basis, but may be discontinued earlier at the mutual agreement of the department and the employees. Crucial to the continuance of the one -half (1/2) hour lunch period will be the impact on service to the public. 71 9/j/"�& 52.10 Libriry Unit A. Section 12 of this Memorandum of Understanding regarding holidays is modified for all employees in the classifications of this unit to delete the day after Thanksgiving as a holiday and to add the Day before Christmas as a holiday. The libraries will close at 6;00 p.m. on the day before Thanksgiving. B. It is the position of the Library Department that !employees in classes represented in the Library Unit are on their own time during their lunch period and are not subject to be called back to work during their lunch period. C. For those Library employees whose day off occurs on a Friday payday, the Library Administration will make every attempt to have their paychecks available at the Regional and Central Library Offices prior to 6:00 p.m. on the Thursday immediately preceding that Friday payday. Representatives of the affected employees shall submit by 12:00 noon on that Thursday to the Supervising Clerk in Library Administration a list of names and work locations of the employees whose day off will occur on the Friday payday and who are desirous .of picking up their checks on Thursday. D. The Library agrees to continue to explore maximizing two days off in a row for library personnel covered by this Memorandum of Understanding. E. County Library personnel .shall get a .5% differential for all scheduled hours worked between 6 p.m. and 9 p.m. F. Employees in the Library Unit, who work Saturday shall receive a 5% differential for all hours worked on such Saturday. Said 5% differential shall not apply to any overtime hours worked on Saturday. G. In the event that Sunday is to become part of the scheduled work week for Library Unit employees, the County agrees to meet and confer with the Union regarding those employees who will be assigned to work Sunday as part of their regularly scheduled work week. H. Representatives of the Library and representatives of the Library Unit shall meet as soon as possible but no later than December 1, 1981 to discuss the departments re-assignment policy. I. The Librarians assigned to work in the County Detention Facility shall receive in addition to his/her base pay a differential of 5% of base pay differential as premium compensatin for this assign- ment. J. The Library Practice Advisory Committee shall continue for the duration of this Memorandum of Understanding. 72 K. The 'Library Department shall make every effort consistent with efficient operations to provide that no employee shall be scheduled to work more than two "after 6.00 p.m." shifts in a calendar week, unless that employee specifi- cally requests that shift for a specified period of time. No employee shall work more than half the Saturday shifts within a mutually agreed upon period of time (two or .eight week cycles), unless that employee specifically requests that shift for a specified period of time. 32 and 20 hour employees will maintain a 4-day work geek with two days off in a row. Employees will forego this provision until January 1, 1982 when T-card due dates are changed to. Tuesdays. Days off for 32 and 20 hour employees will be Thursday and Friday or Saturday and Monday, unless employees specifically agree to a variant days-off schedule.. Choice of shift assignments at a work site shall be determined by County seniority in class. However, employees who mutually agree to trade shift assignments at a given work site may do so, on a temporary or permanent basis, depending on their mutual agreement. L. The union and Library Administration have agreed to meet and confer on the scheduling of holidays for Christmas 1982 and New Years 1983. The specifics of this agreement when arrived at shall be reduced to writing and incorporated into this Memorandum of Understanding. The following vacation accruals shall be effective October 1, 1981 for employees in the Library Unit and other accruals listed in section 13.2 shall not apply. Monthly Maximum Accrual Cumulative Length of Service Hours Hours Under 15 years 10 240 15 through 19 years 131 320 20 through 24 years 16. 2/3 400 25 through 29 years 20 420 30 years and up 23 1/3 560 73 52.11 Probation Unit A. Pursuant to the Departmental Memorandum of October 28, 197 ►, the Probation Department will continue to receive and consider pro- posals for adjusted hours for employees in the Department subject to the criteria set forth in the aforementioned memorandum. B. The current reassignment policy of the Probation Department shall remain in effect for the duration of this Memorandum of Understanding unless modified by mutual agreement. C. The Probation Department has developed an administrative policy that shall instruct all unit supervisors to hold personal evaluations and submit a written evaluation to all Deputy Probation Officers whenever such officers transfer from their units. D. The Probation Services Advisory Committee shall continue during the term of this Memorandum of Understanding. 74 Attachment A Contra Costa County Employees Association Local No. 1 and the County have met and conferred in good faith regarding. wages., hours and other terms and con- ditions of employment for ,employees in project classes which except for the, project designation would be represented by Local No. 1. For example, Accoun- tant-Auditor I is represented by. Local No. 1 therefore it has been agreed that Accountant Auditor I-Project will also be represented by Local No. 1. Other Project classes that are not readily identifiable as properly included in bargaining units represented by Local No. 1 shall be assigned to bargaining units in accordance with the provisions of Section 34-.12.015 of County Ordinance 73-32 , as set forth in Section 2.9. of this Memorandum of Understanding. The Union and the County understand that the meet and confer process with respect to the conditions of employment for project classifications is unique and therefore differs from other regular classes represented by Local No. 1 in the following respects. 1. Project employees are not covered by the Merit System 2. Project employees may be separated from service at any time without .regard to the Skelly provisions of this Memorandum of Understanding, without notice and without right of appeal or hearing or recourse to the grievance procedure as it applies to suspensions, demotions, or discharge. 3. Any provision of this Memorandum of Understanding which pertains to layoff or seniority are not applicable to project employees. 75 8//,%f. ATTACHMM B r Contra Costa County Employees Association, Local No. I Post Office Box 222 'e!artinez, California 94553 Attention: Mr. Henry Clarke Dear Sirs: This letter will confirm the agreement reached concerning the scheduling of Sneriff's Dispatchers.- It is hereby agreed and understood that the shift schedule for employees in the classifications of Sheriff's Dispat-cher and Senior Sheriff's Dispatcher as represer►ted by Exhibit A attached hereto shall remain in full force and effect unless modified by mutual agreement; provided, however, that should emergencies arise during this period the County may revise the schedule to meet the needs of the department. Prior to impleimentation of such schedule, the department shall meet with the Union to advise it of the reasons for such change. In addition to the agreement on shift scheduling, it was agreed that for employees in the classification of Sheriff's Dispatcher and Senior Sheriff's Dispatcher, vacation time shall be taken in full week units , except that individual days off may be granted.when there is a full complerent of personnel on a particular shift. Ct is further agreed that up to three employees may be allowed -to take their vacation. at the same time. If the foregoipg conforms to your understanding, please indicate your approval and acceptance in the space provided below. Dated. CONTRA COSTA COUNTY E14PLOYEES CONTRA COSTA COUNTY ASSOCIATION, LOCAL NO. I SHERIFF'S DEPARTMENT sy7 76 EXHIBIT � ti T W Th F S Su 1. 0 0 0 # 3. 0� 0 4. 0 0 -4 5. 0 0 6. 0 0 7. 0 0 8. 0 0 9. 0 0 10. PULL #1 0' 0 11... 0 0 4- 12. 0 0 13. PULL #2 0 0 14. 0 0 1 S. P.ULL 14 0 0 16. 0 0 17. 0 0 18. 0 0 19. 0 0 20. 0 0 Pre I ie 21. D!g D D S S 0 0 22. D S S 0 0 D D 23. PULL #'3 D D 0 D 0 0 G 24. G D D D 0 0 G Graveyard 3 3 3 3 3 4 4 Days 8 7 8 7 7 7 6 Swing 6 7 7 7 8 7 7 �.. Attachment C The fallowing Mental Health Treatment Specialiste shall have their salaries adjusted effective July 1, 1981 as follows: Deep Class New Pay Steps Series Payroll Step Name &Rlo see # From To Class & Level From To Broomfield, C. 32491 B-15 B-17 VQXB W2-570 5 7 Blush, M. 32492 8-15 5-17 VQXB W2-570 5 7 Diaz, L. 26185 B-15 5-17 VQXB W2-570 5 7 Harris, M. 18678 H-15 B-17 VQXB W2-570 5 7 Nelson, B. 32558 B-11 B-17 VQXB. W2-570 1 3 Prochaska, H. 21423 B-15 B-17 VQXB W2-570 5 7 Ramirez, J. 35779 B-13 B-15 VQXB W2-570 3 5 'tucker, J. 33059 B-11 B-13 VQXB W2-570 1 3 Wardley, E. 25624 B-11 B-13 VQXB W2-570 1 3 Grim, P. 17362 B-15 B-17 VQXB W2-570 5 7 Kinsey, K. 17368 B-15 B-17 VQXB W2-570 5 7 Rodriquez, D. 20643 B-15 B-17 VQXB W2-570 5 7 Stern, R. 30584 B-15 B-17 VQXB W2-570 5 7 Peck, L. 14978 C-2 C-3 VQXB W2-570 6 7 78 t`///O ATTACHMENT D IAGQICULTUOF A40 ANIMAL CONTrr)L UNIT LEVEL SALARY RANGE CLASS TITLE RAWA . . H2 �- 163. 1451 ,%)G - 1763 .0v, .AGRICULTURAL BIOLOGIST I RATA. , H2 - 286 1640.00 - 1c�g4 *0" , *AGRICULTUQAL BIOLOGIST II 9ATA . .H2 -� 041 . 1284,130 - 1561 .1j0, . .AGRICULTURAL BIOLOGIST BJWC, sH2 - 014. 5G*00 - 1513.41. :AN MA CONTROL CENT R ATTENDANT BJ1�B . sHl - 988 . -� 14RJWA , sH2 - 023 . 152(a*00 261 «(+0 •- 1533 .{30, s .ANIMAL, ONTPOL OFFI ER 13XVAs .H2 - 1 13 , , 1404*00 -' 17'06 *00 , s :ANIMAL HEALTH TECHNICIAN H2 3 5 723,* 00 - 2pg4 *00. * *HEAVY APA ITY WEIGHTS AND MEASURES INSPE V4TA, :H2 - 0 0 ; 1349*00 - 1639 .000 * ,LEAD V CTn CONTROLLER V4WRs .H1 -' 9s 1224*00 -' 1488 ,00 , ,VECTOR CONTROLLFq BCIWA . .H2 - ON . 131.3. 00 -� 1595 .00 , WEED AND VERTERRATE -PEST C014TROL INSPECTO BW7A . s H1 - c 1231 #00 -� 1497*OD, * .WEIGHTS 6 MEASURES INSPECTOR TRAINEE BWWA .H2 — 1 , 1470 *0'w -� 1786' a(10, * *WEIGHTS AND MEASURES INSPECTO¢ I PWVA:. .H2 — 2 . 1640000 •- 1994 .00 . s ,WE,IGHTS AND MEASUPF-S INSPECTOR 11 i C 1 . 1 1 i 1 ^' 79 i ATTAC HM ENT D lATTENnAVT LVN-AIDE (jNIT LEVEL SALARY QANGE CLASS TITLE 64WP . . Hl -"91,1• 1130.00 -- 137.3.03. . .CORONER' S AIDE Y9WA . , . . *DENTAL T VMV� . ;4700 » 1151.00 .FMILPLANNING VKWA. 867 .40 - 1054.00, , r *HOME HEALTH AI0F I VKVA . . H1 — �j. 955. 3) -i 1161 #03o . .HOME HEALTH AlgE II VTWA. • H1, — 792r 1003. 00 — 1219.DO . . .HOSPITAL ATTENOANT V9TA . rFl — 884* 1100.00 — ,OJ. . ,LEAD DENTAL Ag SISTANT VT7A. Hl — 957 • 833# . . 0• • 0-410E JSED VOCAANTNAL NURSE V9MC. ♦ �, — 957 - s • . s VKVI' . . � 7340 947,A)Q -' i*t ..00. . rPUBLIC HEALTH AIDE V49A . . — 743 r 955*00 .� 11.61.00. . .SANITATION AIDE VT78. o � �j, 1181: w- 1 .00 . : :SURGIICAiC.t�TFCPNOLOGIi T V5wA. •H1 — 192 1003.00 — 121c),03 , . .THERAPIST AIDE f l i 80 ATTACHMENT D I CRAFT MAINTFNANCE UNIT t FVFG, SALARY RANGE CLASS TITLF GFWP . .H5 - 420 2W"68.30 - 2280.00 . . ARPENTFR GVWA. ,H5 - 484'6 2204.00 - 2430-00 , • , LECTRIC I.A4 CFTC , •H -- 52 T. 233loOO -• 2537.00pp0 . , ,LEAD CARPENTER? GfTP, ,H5 - 52T 23C1� t3C - �00 r , ,LFAD 'ELECTRICIAN 5 .L Al PAINTER GFWE , ,H5 4201, 2066*00 2 0.00 , .PAINTER GFTO. *H5 6818`G52C .Oa - 2778.00 . , .S- 2411.00 EAMFI�TTEREf IYTER l I I i 81 ATTAOIOIENT D 11)EPLITY aUALTC DEFFNI}EQ UNIT LFVFL SIAL ARY RANGE CLASS TLTLE 25WA . . H5 —3011 1836. 00 – 2224.00 .DEPUTY PUBLIC DFFENDER I 25VA, . H2 – 654. 2370*00 – 2 80. 030. . .DEPUTY PUBLIC DEFENDER IT 25TH, . H2 – 825. 2911.00 �- 3417 .00. . .DEPUTY PUBLIC DEFENDER III 25TA. • H2 – 935• 3138.00 – 3814.00. . .DEPUTY PUBLIC DEFENDER IV i I 1 I 1 1 i 1 r I f 82 i i A'T'TACMENT D i lFNGINEERIWT UNIT LrVFL SALA4Y RANGE CL'A'SS TITLE DYVA. r H2 — 355* 1757.00 — 2136.00. . .ASSISTANT QEAL PROPERTY AGENT n-YTA• r H2 — 5, • 2130.0L — 25 8.00* * *ASSOCIATE PEAL PROPERTY AGENT' GFwn• H5 — 347I 1922*U0 — 2119.00 . . .DRAFTING ESTrMATOR NHMA. . H1 — Ne 1204*00 — 14 14.00• . :GRAPHNG T CHH IIAN JAN II HVA. H2 181. 1477.00 -- 17 5.00 . * .GPAPA THHNIE AN II A153011500JUNIORRATR DYwA. H 3 . 0 ( DRAFTER AGENT DY7A. . H1 — 9j6. 1158.00 — 1408.00. • .REAL PROPERTY TECHNICIAN NPVA. . H2 — 1 1. 1477 *C'L 17 .00. . .SENTOR DRAFTER � NPHR: : H2 - 771: :cc 11108 9g3 :c * $ .SUPEOYISPNGIr2 AFTERNICIAN N4wA . . H2 — 188. 1497.G0 — 1108:80 . . * RAFFIC SAFETY INVESTIGATOR I i I i I I I I j I i i 83 ATTACtUENI D r !FISCAL SERVICES UNIT LEVEL SALARY RANGE CLASS TITLE SA * *VAH2 - -558• 1763*00 2143«00. . .ACCOUNTANT II SAWA * pH�2 - 438gg. 1459 *0C - 12,737721'*00* i *ACCOUNTANT-AUDITOR I SFVA • • H -- 5. 1775. 00 -° 21,5 *00. * .A1!DIT OR Il STWA* . H2 ' 258* 1595 00 1,939+00* • *BUYER I STTA * . H2 - X56• 1759 .00ico* * IBUYER II +"!WF* * H1, - 880* 1095.00 - mp*00. . *COLLECTION SERVICES ASSISTANT I SMVB. . HH22 - 0,14-. 139 0000 "' 16 7.00• *COLLECT. 1 SERVI ES 0 ICERNT IT LJWA* . H1 - 990. X1 3 .$ — 1,rr86 . * * .DATA PROCESSING EQUIPMENT OPERATOR I Lj7a•. * H2 - ori± : is 80 - 1Z�0 0�; :oAAra ��c�ssi�� °�Ia� �� P��A�a� iaAl. MWF* • - 98. 1115.00 . - 1356.00 * * *FAMILY SUPPORT COLLFCTIONS 0r-FTCER-SCF4E S"Va * . H2 - p3 13.p0 47r 0 * *FAMILY SUPPQRT COLLECTIONS OFFICER-SCHE SMTA* . - 15 48 0 �} * . :FAMILY SUPPORT. COLLECTIONS OFFICER-SCHE LSWA* • H1, - 823• 'Ci3 * {7 - * o* * .KEY PUNCH OPERATOR J4SA * . H1, -�- 908* 1126oOG - 1369. 00• :KEY DATA PROCESSING TECHNICIAN LAWA* • H2 - 307* 1675 .00 -- 2036.00. * *PPOGRAMMER I LAVA * . H2 - 453• 1938. 00 - 23 56*00 * « *PROGRAMMER 11 LATA* . H2 - 1,29* 1402* 0 - 1,7 4*00* * *PROGRAMMER TRAINEE j ATC+* * H2 - 706* 2496*80 - 3034« 0 * * Poo SYSTFMS SOFTWARE ANALYST IWRi = H2 - 51;1,• 2054.00 �- 2497:800: * . YSEMS ACCOUNTANT LAVA. . H2 - 575« 2190.170 -- 2662 .00* * * SYSTEMS SOFTWARE ANALYST I 84 "lTTACWIEENT D it-,FNFPAL SFRVTCFS 040 MAINTENA14CE UNIT LEVEL SALARY PANGF CLASS TITLE qpWA & *H2 — 02i 1257*00 — 1828*00* * .AIRPORT SFRVICES TECHNICIAN I 98VAA 1 9 1 91' 1 �l 7* 00 — 1 196 00* e *AIRPORT SERVICES TECHNICIAN 11 0*07 7 16.00 — 1983.00. * *APPRENTICE MECHANIC 9IW4: :H2H5 — 2— 005's 1Z39oD0 — 1506.00 . ASS15104T AUTOWITfi VE PARTS TE-C4441C.IA-N 914P - 214 ?91'' 80 - 1691* * :AUTOMnT, VF PARTI - j�HNjCjA4 9 A: 0 5 : 0 — 1400 .108: *AUTOMOTIVE PART HN CLAN TRAINEE 3KWr, , I — 1006* 00 — *AOnKMEN0FP FAWB* sH5 — �i lelqooc — .BUILDING INS FCTnR I FAVD 2178*0� — BUILDING INSPECTOR 11 H5 — 72� 2401.00 : FRW A:, :H2. — 020 . 1257* 00 — 1528.00o . *BU QING PLAN CHECKER I FRVAs H2 — 166 . 1455.00 — 1768 00. * *BUILDING PLAN CHECKER 11 i F974* vH4 — 8q823% 11-41 *J0 — 1258.00 . - .BU DING PLAN C4EEKAR TRAINEE �FWA. *Hl — �J4� 133*00 — 1377*00* e *CE PAL SUPPLY TF H ICIAN MHA, *H5 ol� 1146*00 — 2�6k.00 o * *COMBINATION WELDER PFWP* qH2 o 1254*00 — 1 2 CC, a ,COMMUNICATIONS EOUIPAf4T AIDE PEWA. H — 2�36.00. :CDMMUNICATICNS TECm-NICIAN H4 J07Ts 1847aOO lKWA9 a 972T. To 13?4.00 — 1 0 00 . COOK IK7A* .HZ 86 l0e3 *J0 — 1.317*00* oCOOK# S ASSISTANT GK7A* sH4 71N 1C25*^O - 1130.00 , o CUSTODIAN I GKWA. -H4 — 841T. 1158 .00 — 4J7�.-8 8 sCUSTODIAN 11 90WA , oHl — 11?2100 — *DRIVER CLERK 9XVB- .Hl — 896 - 1113.00 — 1353*00* s . *DUPLICATING MACHINE OPERATOR J 9ATS AA, -H22 -- 017 • 254*00 --- 1�24o 000 , s *ELECCTIONS TECHNICIAN PMW * *H5 — 3771 f981*00 — 284.00 * 30UITMENIAM HANECTO P PSVA* -H5 — 157T, 1590, 00 — 1753.00, *EOUIPMENT OPERATOR I PST A :H5 — 3Z T. 1869.00 — 2061.00 . i, EOUIP4ENT OPERATOR 11 Pmvq : H5 — 136T 155700019.000 * *EQUIPMENT SEPVTCF WRITER PMVA . H5 — 136T 1557. CC — 11 1 oo . . .EOUIP"ENT SEPVICFS WOPKER P"WCe vH4 — 8j4To 117400 -- 1 00.00o o *GARAGE ATTENDANT GPWA & 9H4 — 9 To 1340. 00, — 1 77.00. s *GARDENER 64VC , #H2 — 111 . 1377.00 — 1674.00. sIDENTFICATION TECHNICIAN IT 64SF H2 — fl8s 1754 *00 — 2JJ2-OD - IDENTIFICATION ']FF CER 11 WE: :H2 — 0 1505000 — 1 0*00 * * IDENTIFICATION IFF CEP 1 6409 oHl — 920 1140o00 — 1386 &00o *IDENTIFICATION TECHNT IAN I il(WR . .Hl — 440 • 952:00 — fi58,000 s I N ITUTIONAL SFRVICH WOkKER I KVA, sHl — 32 t (.44 00 — , 69*0('# *TN;TITUTICNAL SFPVICES WORKER 11 PSWR, .H5 — 017T. 1352000 — 1524.00 , *LABDQER IFTA , H2 — 026 . 1265*00 — 1 8.00. .L=AD CE4TPAL SUPPLY TECHNICIAN JXTAo *H4 — 12�T* 1534,00 — 1 1.00 * o LfA-) CUSTODIAN K GKT;�, *H — 3 To 1277oOO — 14 8.00o * tEAC CUSTODIAN 1KTC* *Hl — ;23 * 1143*00 — 1390*C^* s LEAD ENVIRONMENTAL SERVICES WORKER 1KTe * *Hl — 923 * 1143,00 — 1390,03o o LEAD FOOD SERVICE'S WIRKER GPTA :H; — 13JT* 1552*00 — 1;11.00. f mLFAf) GARDENER GKTA: H — 00 To 1362.110 -- 101.00* o *LEAD WINDrW WASHER 3KWI)o *Hl — 8890 1105 .00 — 1343* 00* a ,LIBRARY FOUIPMENT TECHNICIAN FATS* H2 — 542 . 2119 .00 — 2575,00o o *MECHANICAL INSPECTOR QXWAs *Hl — 691 # 907#00 — 1102*00* 9 ,MICROFILM TFCH4TCIAN I iI 85 ATTACMENT D �r,F4FRAL tFOVICES AND "MAINTENANCE L141T LEVEL SALARY RANGE CLASS TITLE 9XVA , * Hl - 788s 999#00 - 1214900 MICROFILM TECHNICIAN 11 9XTAe * Hl - 887s 1103, 00 - 1341 ,00: : ,MICROFILM TECHNICIAN III 9XWC - - Hl - 686s 902 .3.� - 1097 *00s o OFFICE sFpvrCES VORKEQ I 9XVCe -HI - 795 * C-06 ,00 - 1223*0C# * *OFFICE SERVICES WRRKER 11 GWVA, H5 - 255-P 1753 ,33 - 1933--00o o 13PERATING FNGIN;-:f PSWA H5 - OT, 1e69*00 - 2061. 0 * ROAD MAINTENANCE CARPENTEP 64WD: •H5 - 0 31 1447.00 - 1595.oo� *SECURITY GUARD FRTA :H2 - 2641 1605 D ENIOR BUILDING PLAN CHECKER PFTA H5 - 4111. 2049.00 - 2 oo , *SENIOR COMMUNICATIONS TFcHNrcIA4 :0, - ffito 1, 64TA. # H2 - 1 1 # 1492 ,00 194 00 , a *SENIfJR SHERIFFIS DISPATCHER 64WA* *H2 - OB -# 13 5 3 ,-)Co - 1 Moo o •SHERIFFVS DISPATCHER 64WF * * Hl - 984e 1215s00 - 1477#00 , : :SHERIFFIS SERVICE AJSIJTANT I 64VA. -H2 - 111 , 1377*CC - � ��74o 00, SHfRIFFIS SERVICE A ST TANT IT 999A- - Hl - 667 - 885 .00 - 1 6.00. SP CIAL OtIALIFick IONS WORKER GWWP * ' oH5 - 1331 1552 00 - 1711.DR* : :STATIONARY FIRF4AN 91VA - -H2 - 1310 14C5:OC * , STORFKEE PER 91WC- - Hl - 930 o 1152 *00 14%tON-ol o * STORER004 CLERK ' 0 TAA -H5 - 224T, 1700:00 JJ72�-11, s TRAFFIC SIGN c COORDT4A.TOP 99YRe - Hl - 865s 1079.00 1 00, s *UTILITY WORKER 65WA . #Hl - 878 , 1CQ3, 00 1329,00, vrjTIM/WITN SS ASSISTANCE WORKER P6WFie * H - 121T* 534 *00 1 1.000 :WA TEWATER SS CPEPATOR I P6VA , •H5 - 215-� 1t85* 00 1857.00• *WASTEWATER TREATMENT OPERATOR It P6WA # #H - 2 lg-ri f:91 s 0 0 1865.00o o sWA ER QUALITY CONTROL OPERATOR I P6V8# s H9 - 31 T- 864*00 20jj:00 , s &WATE9 QUALITY CONTROL OPERATOR It P6VC, -H5 - 3657; 11;57 00 21 oos . *WATER QUALITY LABORATORY TECHNICIAN 06WC* *H2 - 1210 1391:00 16 WATFR QUALITY OPERATOR-IN-TOATMING GPWP* s H2 - 16g # 1446*00 1�9 8*.:Sg NEED CONTROL TECHNICIAN GKWA, *H4 - 92 To 1264,00 1 34.00- WI'NCfjW WASHER 86 I ATTACHRENT D 1HEALTH SFPV?CES UNIT I 'LFVEL SALARY RANGE CLASS TITLE � V9WF* • H2 - 237• 1562.00 - 31889.01 . . •- .ACCOUNT REPRESEMTATIVE/CONTPA CISTA HEALT4 . VESPe . H2 _ 9.te29.0C - 3.01;0 . *ALCOHOLIC OFF0ILITAT ON COUNSELLOR' VFW.A. l . 915 CO - .CO. . .ALCOHOLISM Rr-HASILITATION AIDE VEVA. • Hi - 951• 1176.00 "" .°C1. . •ALCO40LISM REHAB SM REHASILITATION TATTON LFACSTANT 4ORKER M2 1442 030 �- VE7A« « H3f - � « 958 #00 - 1165#0.0. • ALCOHOLISM REHASILITA ION TRAINEE VFVB• 1254.G0 -� 1126'9 4.00i . . ALCOHOLISM REHABILITA ION YORKER V47A. . - 279* 6 000 - 15#00« «CLINICAL LABORATtIRY 1TECHNOLoGISINSPECTOR v P 4t e . . H2 -- 279 /1� VVTC• . H2 - ` • 2170=.34 - .000 • •CLINICAL PSYCHOLOGIST • . H2 - 528: 1614.00 - 0004 • ocn4muNi Y MENTAL HEALTH NURSE V2VB. • - 7 1786000 --00 - ' «OJ« « «CYTtIITECHNOL�GISTVORKER VFVg. . IKCA , • H2 - 176• 1470.174 - •130. :DIETITIAN VHVA. 0H31 - 7350 948 .0{} .QOi iDISCOVBRY CENTER AIDE 14V;+ . = 1307«o0 1382«000 0 :�°15S f°7VERY COUNSELLORUNL. OR 11 V>�V� . . VHVC . . #1 - 926• 1147.,00 -� Mg;�•p0�h0. • .DRU REHAB LITATI N VOR4(ER I VHVA . iH2 - 224• 1542. 00{�. 1► T4*00• . sOPUG REHABILITATION WORKER II V4VA. • H2 - 298. 16601.04 - .�1C7s .ENVIRONMENTAL HEALTH INSPECTOR VC)WI)a 0H31 - 9gb3• 1190.00 •010 . ,HEALTH CAME COUNSELLOR I V9TS, . H2 _ 00 1S{5{,,3r$p - -14*00* .00• *HEALTH "ARS COUNSELLOR III VNWF« « Hz - 13781: 1136s00 - �y/� « .«H METBC4NCMI OR VBVC. • H2 - 3129• 1402,00 - .VV. •JUNIOR RADIO G C TECNNOLnGIST j .V09A. . H, - 7340 947.0 3 - 1 ICC• • .LABORATORY A ISCANT 4.9 Ci . y 734• 947.00 -- 1151,009 • .LEARNING C NSULTANT AIDE VN A• 0N2 - 0960 1357,00 - •00• . .MEDICAL RE ORDS LIBRARIAN V2VC. . H2 - 3500 1749.00 - .00# • .MENTAL HEALTH ACTIVITIES S'OFCIAL IST VCIVA . . H, - 804• 1015«001 - 00r��(+�0, . .MENTAL HEALTH PROGRAM AIDE V07Ai • H2 - 050• 1?.96• GC - 15".Yni . ,MENTAL HEALTH fROGRAM,ASS STANT ST V0XA. . V5 - 2 90 126?! •O'fl y922 •Cwi . .MENTAL HEALTH QEATME V0y'R • - W2 - 570• ;ffl 00 - 1649 .0{7. • .MENTAL HEALTH TREATSENT SPECSALIST VYVAi o• H9 " 295-4751 1'84. 13 '" �* tCt?0. .PHAR +ACITAI AHRAISTFCIALI T VYTA. - H5 - 548T 2350.00 - *PHARMACIST• i .PHARMACI 5T II VY9A6 . H3, - 80i 1018.317 - . .PHARMACY ASSISTANT VYRB• * Hl - 93z, 1 52.(10 - 1400*OC. .PHARMACY TECHNIC AN VOWAO • H1, - 957• 11$3:00 - Mi.0000« « «PSYCHIATRIC TECHNICIAN VHHC . i - 3D « 1674«40 -_ 2392 « « « «PUBLICLHEAL'TTH-FRICEEMOLONCISIR,EATMENT PRClGRA VIVA. VOWA; .H' - 893. 1639.0 - 1192 *30, « .P�UIBLIC HEALTH MICROSIPLOGI��HNICIAN VVXA. . W5 - I35.D0 - b8`.D(?0 . «p1U13tL.IC HMEAEL.fiN NUTRITIONIST V 9 v R . • HZ - 273 t 16 9.0 t3 -� C I 87 { i V ATTACHMENT D . i I JHEAtTH SERVICES UNIT LEVEL SALARY RANGE CLASS TITLE V8WA . • H2 -- 218* 1533 .00 1863.00• . •PUBLIC HEALTH Q ADIOLCIGIC T.EC4N0L0GIST ViVr - • H2 - 111• 1492 ,00 - 1813.00. RE REATION THERAPIST V5W9 • • H2 - 056• 1303.00 - 1,584.00. NE PI RATORY TECHNICIAN VFTAV4VA • • H2 - R: 1786.00 - R900 • •SE1410P ENVIRONMENTALRHEALTHRY T INSPECOTORS VOTA • . H2 - 383• 1 ' 07 .00 - 2 9i 0• • ENIDR MICROBIO 06I5T V459 . H2 642• z341. C}a _` 2g8�55+b•00 . • .TENIOR OCC�IRATI '�AL HEALTH SPECIALIST VFWR* . H2 - 023• 1261:00 - 53 .00. . .TISSUE TECHNICIAN TECH�iOL'?GIST V28A H2 - 005. 1239.00 - 1506.00 . . .SOCIAL REHABILITATION ASSISTANT i I i 1 I 88 -ATTACHMENT 0 INVESTIGATIVE UNIT L FVEL SALARY RANG= CIA SS T.I"tE 6M7P* . HI, — 829: 1041 *07 o — 1265*00 . . sPU9LIC 0E-FFNBfR 'INVESTIGATOP -AtlE 6N7A. « HI, — 960• 1187. 00 -- 1442 *00. . ..PUBLIC DEFENDER ' NVFSTIGATOR ASSISTANT -6"WA. • H2 –_- 450• 1933 .0'0 — 234991y9-.I}G. .PUBLI DEFENDER ' NVESTIGATOP I S"WA. -- 322. .1700.00 — 367000. ..l1ELFARED-INVIMIGNDER ATPiEtSTIGATCIR II � 51MkA. r i i 89 1 f ATTACHMENT b r kFGAL AND COUPT CLERK UNIT LEVEL SALARY RANGE CLASS TITLE JPVA . . H2 - -357. 1442. 00 — 1,753.00. . .LEGAL CLERK J°k A. . H2 — 267. 1609.00 — 1956+0,'-1a . *SUPERIOR COURT CLERK i i I i i I i i } 90 I ATTACHMENT D �LIRQARY lJMTT LEVEL SALAPY RANGE CLASS TITLE 3AHA . r H2 — 279* 1.629,00 — 1980oDO *BRANCH LIBRARIAN 3AWA* * H2 — lS9i 141600 — 1721 ,0Cii• .. sLI-BRARI.AN 3KVA* 0 H1, -- 816s 1G28:0'�0/`, —. 1249*00* i *LIBRARY ASSISTANT I 3KTA * s fQ — 963- 1198.00 — 1447.00. * s I BRARY ASS STANT 11 3AVA * * H2 — 279, 162 .00 — 1,680000* i :SIBRARY SPF IALIST 3ANC * 6 H2 -- 3770 1797.00 � 2184#00o * iSENTOR 8,RANCH LIBRARIAN i I E t 91 8l//"4 r ATTACIfl"IENT D RnAATI0N UNIT LEVEL SALARY RANGE CLASS TITLE 7AWA. i H2 — 121:` 1391 ,00 — 1691.00 . . iDEPUTY ORCBATION OFFICER I 7AVA9 r H2 -- 335. 17'23* 00 — 2094,000 . *DEPUTY PRt RATION OFFICER IT TATA. . H2 - 408. 1853,00 - 2252x00* . *DEPUTY PR08ATION OFFICER III 7KNA. • H1 — 988. 12201,00 _— 1493 .00. . .GROUP DUNSELLOR I 7KVA. 227. 77. _ 1,674i �. . .CROUP t]�INLLR ��I 7A7A; : Hl — 991. 1224.40 246 00 — yy8yy .{}c . :PRO ATI iOUN 7A8As • 118'75.00 — Z 8 .00, . PSYCBATION HOLOGIST 26S YZWA„ . 26: 8. • H1 —� 926, 1147 .00 — 1394 .00:. . :PUBLIC DEFENDER LIAISEN AIDE 26SA. . H2 -- 335• 1723.00 — 2094. 00 . i .PUBLIC DEFENDER LIAISON WORKER. i lC 1 1 i a 92 4