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HomeMy WebLinkAboutRESOLUTIONS - 12011987 - 87-687 THE BOARD OF SUPERVISORS OF CONTRA COSTA COUNTY, CALIFORNIA _._.._ . Adopted this Order on December 1, 1987 by the following vote: AYES: Supervisors Powers , Fanden, Schroder, Torlakson, McPeak NOES: None ABSENT: None ABSTAIN: None SUBJECT: In the Matter of Compensation for ) County Officers, Management and ) RESOLUTION NO. 67/687 Unrepresented Employees for ) FY 1987-1988 and FY 1988-1989 ) THE CONTRA COSTA COUNTY BOARD OF SUPERVISORS RESOLVES: The County Administrator and the Management Compensation Committee having reviewed present compensation of elective officials, appointive officers, management employees not included in representation units and other employees not in representation units and recommended adjustment to salaries and certain benefits for these officers and employees; and The Board of Supervisors having executed Memoranda of Understanding with various employee organizations for a twenty-four (24) month period commencing July 1, 1987 through June 30, 1989; and Those management employees in departments where salaries of subordinate represented employees are governed by agreements with the County established for periods not coincident with the July 1 to June 30 fiscal year shall be considered for a general salary increase to maintain appropriate differentials with subordinate represented classifications on the expiration date of the subordinate Memorandum of Understanding. Management employees in this category include, but are not limited to, Fire District managers tied to IAFF Local 1230. All benefits which are generally available to all management employees shall be reviewed for adjustment coincident with review of salaries for managers on the fiscal year cycle. These benefits include, but are not limited to: medical plan coverages and contribution rates, vacation and sick leave accrual rates, administrative leave, incentive pay, holidays and credit for holidays, long-term disability coverages and eligibility, mileage reimbursement, automobile allowance, retirement contribution, life insurance, professional development reimbursement, vacation payoff, training and book allowance, health fitness/wellness programs, deferred compensation, bilingual pay, video display terminal differential and the word processing differential . Those benefits which are available on a specific basis to selected management employees shall be reviewed for adjustment. coincident with review of salaries for those affected management employees. These benefits generally include, but are not limited to: conservatorship differential , safety shoes and prescription safety eyeglasses, uniform allowance, fire service emergency recall and standby differential , attorney professional development reimbursement, Fire District sick leave and vacation accrual rates and the Building Inspection special differential . Therefore, the following compensation program for elected officials, appointed officials, management employees and unrepresented employees is adopted effective July 1, 1987. A. SALARIES AND INCENTIVES 1. General Adjustment: The salaries of the officers and employees whose classifications are set forth in the document entitled "Exhibit A" attached hereto and incorporated herein, are as specified effective on November 1, 1987. - 1 - RESOLUTION NO. 87/687 n Effective July 1, 1988, the salaries of the officers and employees whose classifications are set forth in the document entitled "Exhibit All attached hereto and included herein, shall receive a general wage increase of 39 levels on the County Salary Schedule (4%) . Excluded from provisions of this section are elected members of the judiciary, those classes tied directly to the judiciary and those management employees linked to subordinate represented classes governed by agreements not coincident with the July 1 to June 30 fiscal year. Classes linked to the judiciary include but are not limited to Family Law Commissioner, Court Commissioner A and B and Juvenile Court Referee. 2. Spinoff Adjustment: As may be recommended by the County Administrator, the Board shall consider during Fiscal Year 1987-1988 and 1988-1989 additional adjustments as yet unspecified for employees whose classifications are set forth in Exhibit A, including any management or unrepresented classes which may be added thereto for the purpose of restoring supervisory-subordinate relationships compacted as a result of increases for subordinate represented classes. 3. Incentive Pay Plan: Classified, exempt and project management employees and elected officials whose classifications are set forth in Exhibit A, or have been added thereto and who have completed ten (10) years of service for the County in either an appointive or elective capacity shall continue to be eligible to receive a two and one-half percent (22%) longevity differential . For purposes of determining ten (10) years service for this differential, the records utilized for service award purposes will control . Approval of the appointing authority based on work performance is required prior to the granting of the longevity differential . 4. Differentials: A. Conservatorship: Unit Supervisors in the Conservatorship Program shall continue to be eligible to receive a differential per hour worked of five .percent (5%) of the hourly equivalent of the base rate while in regular pay status. B. Building Inspection: Employees in the single-position management classes of Supervisor, Inspection Services and Building Inspection Special Program Coordinator when assigned to the New Construction and Housing Divisions respectively shall continue to be eligible for a premium of five percent (5%) of base monthly salary. C. Word Processing: Management and unrepresented employees whose classifications are listed in Exhibit A, who are assigned primary responsibility for the operation of word processing machines such as mag-card machines, minicomputers with word processing software, video display typewriting equipment, or other equipment attached to a typewriter or printer with external storage capacity and utilized in the transformation of words and/or ideas into readable form shall continue to be eligible to receive a differential of fifty dollars ($50.00) per month. This differential shall be prorated for permanent part-time and permanent-intermittent employees. D. Video Display Terminal Differential : Effective January 1, 1988, management and unrepresented employees utilizing video display terminals under the same terms and conditions applied to members of AFSCME, Local 2700 shall be eligible to receive a differential of, forty dollars ($40.00) per month. E. Peace Officer Training Incentive Program: 1. Provisions of Section 17 (Peace Officer Training) of the County Salary Regulations are continued for incumbents in the classes of Marshal , Sheriff's Captain, Deputy Sheriff Chief-Criminalistics Laboratory, Chief Deputy Sheriff, Assistant Sheriff, Executive Assistant Sheriff, Sheriff- Coroner and District Attorney Chief of Inspectors who possess the appropriate certificates beyond the minimum qualifications required in their class and/or who meet appropriate continuous education requirements in the following manner: - 2 - t a. A career incentive allowance of two and one-half percent (22%) of monthly base pay shall be awarded for the possession of a Management and/or Executive P.O.S.T. Certificate and for annually completing at least sixty (60) hours of approved education or training or at least three (3) approved college semester units of credit, or an approved combination thereof. b. A permanent career incentive allowance of two and one-half percent (2z%) of monthly base pay shall be awarded for the possession of a Management and/or Executive P.O.S.T. Certificate and possession of an approved baccalaureate degree. c. A permanent career incentive allowance of two and one-half percent (22%) of monthly base pay shall be awarded for possession of a Management and/or Executive P.O.S.T. Certificate and an appropriate baccalaureate degree and an additional two and one-half percent (22%) of monthly base pay shall be awarded for annually completing at least sixty (60) hours of approved education or training or at least three (3) approved college semester units of credit, or an approved combination thereof. d. A permanent career incentive allowance of five percent (5%) of monthly base salary shall be awarded for possession of a Management and/or Executive P.O.S.T. Certificate and an approved master's degree. e. A permanent career incentive allowance of five percent (5%) of monthly base salary shall be awarded for possession of a Management and/or Executive P.O.S.T. Certificate and an approved master's degree and an additional two and one- half percent (22%) of monthly base pay shall be awarded for annually completing at least sixty (60) hours of approved education or training or at least three (3) approved college semester units of credit, or an approved combination thereof. f. Incumbents in the class of District Attorney Chief of Inspectors are exempt from the annual continuing education requirements of this section. 2. Provisions of Section 17 (Peace Officer Training) of the County salary regulations are continued to provide career incentive benefits to incumbents in the classes of Sheriff's Lieutenant, Deputy Sheriff Supervising Criminalist, Assistant Marshal and District Attorney Lieutenant of Inspectors, who possess the appropriate certificates beyond the minimum qualifications required in their class and/or meet appropriate continuous education requirements in the following manner: a. A career incentive allowance of two and one-half percent (22%) of monthly base pay shall be awarded for the possession of an Advanced P.O.S.T. Certificate and for annually completing at least sixty (60) hours of approved education or training or at least three (3) approved college semester units of . credit, or an approved combination thereof. b. A permanent career incentive allowance of two and one-half percent (22%) of monthly base pay shall be awarded for the possession of an Advanced P.O.S.T. Certificate and possession of an approved baccalaureate degree. 3 - c. A permanent career incentive allowance of two and one-half percent (22%) of monthly base pay shall be awarded for possession of an Advanced P.O.S.T. Certificate and, an appropriate baccalaureate degree and an additional two and one-half percent (22%) of monthly base pay shall be awarded for annually completing at least sixty (60) hours of approved education or training or at least three (3) approved college semester units of credit, or an approved combination thereof. d. A permanent career incentive allowance of five percent (5%) of monthly base salary shall be awarded for possession of an Advanced P.O.S.T. Certificate and an approved master's degree. e. A permanent career incentive allowance of five percent (5%) of monthly base salary shall be awarded for possession of an Advanced P.O.S.T. Certificate and an approved master's degree and an additional two and one-half percent (22%) of monthly base pay shall be awarded for annually completing at least sixty (60) hours of approved education or training or at least three (3) approved college semester units of credit, or an approved combination thereof. f. Incumbents in the class of District Attorney Lieutenant of Inspectors are exempt from the annual continuing education requirements of this section. F. Certified Internal Auditors and Certified Public Accountants: Incumbents of management professional auditor and accounting classifications who are qualified as Certified Internal Auditors (CIA) or Certified Public Accounts (CPA) shall continue to be, at the discretion of the Department Head, eligible for a differential or five percent (5%) of monthly base salary. B. LEAVES AND PAY FOR TIME NOT WORKED 1. Holidays: The County will observe the following holidays during the term covered by this Resolution: Labor Day New Year's Day Veteran's Day Martin Luther King Day Thanksgiving Day Washington' s Birthday Day after Thanksgiving Memorial Day Christmas Day Independence Day Such other days as the Board of Supervisors may by Resolution designate as holidays. All employees whose classifications are set forth in Exhibit A shall continue to accrue two (2) hours of personal holiday credit per month. Such personal holiday time may be taken in increments of one-half (2) hours. No employee may accrue more than forty (40) hours of personal holiday credit. On separation from County service, the employee shall be paid for any unused personal holiday credits at the employee's then current pay rate. The day after Thanksgiving is deleted as a holiday for all management and unrepresented employees in the County Library Department and the day before Christmas is added as a holiday for these employees. For employees whose classifications are set forth in Exhibit A, any holiday listed above which falls on a Saturday shall be celebrated on the preceding Friday and any holiday listed , above which falls on a Sunday shall be celebrated on the following Monday. _ 4 _ If amendments to Government Code Section 6700 and/or 6701 become effective to delete any of the above as holidays or to add new holidays, such amendments shall be effective for employees whose classifications are listed on the document entitled Exhibit A, attached hereto and incorporated herein. Permanent part-time management and unrepresented employees shall continue to receive holiday credit in the same ratio to the holiday credit given full-time management and unrepresented employees as the number of hours per week 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. . Application of Holiday Credit: A. Employees on the, regular forty (40) hour 8:00 a.m. to 5:00 p.m. Monday through Friday work schedule shall be entitled to a holiday whenever a holiday is observed pursuant to the schedule cited above. B. Employees on a work schedule other than the regular one 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. The purpose of this plan is to equalize holidays between employees on the regular work shedule and those on other work schedules. If a holiday falls on either of the two (2) days off of an employee on a schedule other than the regular one, for timekeeping purposes, the employee shall be given credit for overtime or granted time off on his/her next scheduled work day. Employees who are not permitted to take holidays because of the nature of their work are entitled to overtime pay. 2. Vacation Accrual : Effective January 1, 1988, all management employees, excluding elected officials, shall accrue vacation credit 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 3. Management Administrative Leave: All classified, exempt and project management employees listed in Exhibit A shall continue to be credited with five (5) days of paid personal leave for the term of this Resolution in accordance with provisions of Resolution 79/781 and 81/1007, Administrative Bulletin 323 (Paid Personal Leave) and Information Memorandum 433. Any classified, exempt or project management positions covered by the Fair Labor Standards Act shall receive overtime pay in lieu of management administrative leave. 4. Sick Leave: All employees listed in Exhibit A, excluding elected officials, shall continue to receive sick leave benefits for the term of this Resolution in accordance with provisions of Resolutions 79/781 and 81/1007, the County Salary Regulations Section 9.3 and Administrative Bulletin 311.3 (Sick Leave Policy). C. BENEFITS AND ALLOWANCES 1. For all classified, exempt and project management employees, elected officials and unrepresented employees tied to management classes listed in Exhibit A. the County will continue the existing County Health Plan program of combined medical, dental and life insurance coverage through Contra Costa Health Plan _ 5 _ (CCHP) , Herrick-Alta Bates Health Service (HEALS) , Institute for Preventative Medicine (IPM) , Kaiser-Permanente Foundation (KPF), Life uard Health Plan (LGD), Delta Dental Plan (DDP) , Safeguard Dental Plan (SGD and Aetna Life Insurance and will contribute up to the following monthly amounts toward the existing County Group Health Plan program of insured coverage(s) provided. These figures apply to both active and retired employees. Medical Dental Family County Plan Plan Status Contribution CCHP None S $ 84.39 None F 213.44 DDP S 99.73 DDP F 248.12 SGD S 94.51 SGD F 234.41 HEALS None S $ 89.20 None F 188.48 DDP S 97.59 DDP F 199.76 SGD S 96.98 SGD F 200.75 IPM None S $ 85.25 (to be None F 180.54 terminated DDP S 92.85 May 1, 1988) DDP F 189.22 SGD S 92.59 SGD F 189.22 KPF None S $ 85.78 None F 189.86 DDP S 92.23 DDP F 196.48 SGD S 92.71 SGD F 196.47 LGD None S $ 86.40 (to be None F 186.19 terminated DDP S 92.85 May 1, 1988) DDP F 193.24 SGD S 92.85 SGD F 192.80 Corresponding Medicare rates for employees covered in this Resolution 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. The County shall extend to all management employees, elected officials and unrepresented employees tied to management whose classifications are listed in Exhibit A, any new or adjusted health plan benefits which may be negotiated with employee organizations during the term of this Resolution. Effective January 1, 1988, the County will contribute up to six dollars ($6.00) per month for a single subscriber and up to fourteen dollars ($14.00) per month for a subscriber with dependents, based on the premium increase set by the Kaiser-Permanente Foundation Health Plan. Effective August 1, 1988, the . County will contribute up to six dollars ($6.00) per month for a single subscriber and up to fourteen dollars ($14.00) per month for a subscriber with dependents, based on the premium increase set by the Kaiser-Permanente Foundation Health Plan. - 6 - t i Any increases in the Health Plan costs greater than the County contributions identified above occurring during the duration of the Resolution shall be borne by the employee. 2. Medical Treatment for Job Injuries: Whenever an employee who has been injured on the job and has returned to work is required by his/her attending physician to leave work for treatment during working hours he/she shall be allowed time off up to three (3) hours for such treatment without loss of pay or benefits. This provision applies only to injuries that have been accepted by the County as job-connected. 3. Individual Health Plan Participation: Management and unrepresented employees whose classifications are listed in Exhibit A shall continue to be allowed to maintain their County Group Health Plan coverage at the County group rate for twelve (12) months if on approved medical leave of absence provided that the employee shall pay the entire premium (i.e. , both employer and employee share) for the health plan during said leave. Said payment shall be made by the employee at a time and place specified by the County and late payment shall result in cancellation of the health plan coverage. 4. Permanent-Intermittent Health Plan Participation: A permanent-intermittent employee whose classification is set forth in Exhibit A may continue to participate in the County Group Health Plan of combined insurance coverage wholly at the employee's expense. The County will not contribute to the employee 's monthly premium and the employee will be responsible for paying the monthly premium appropriately and punctually. Failure to meet the monthly 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. 5. Provisional Employee Health Plan Participation: Employees provisionally appointed to permanent positions in classifications set forth in Exhibit A may participate in the County Group Health Plan of combined medical , dental and life insurance coverage wholly at the employee's expense. Other conditions of premium payment as noted above in Paragraph C4 (Permanent-Intermittent Health Plan Participation) shall apply to these provisional employees. 6. Partial Month: The County's contribution to the Health Plan premium is payable for any month in which the employee is paid. If an employee is not paid 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. 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 is thus covered by the health plan for the month in which compensation is paid. 7. Coverage During Absences: 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. Employees shall be allowed to maintain their Health Plan coverage at the County group rate for twelve (12) months if on approved medical leave of absence provided that the employee shall pay the entire premium (i.e. , both employer and employee share) for the Health Plan during said leave. Said payment shall be made by the employee at a time and place specified by the County. Late payment shall result in cancellation of Health Plan coverage. 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. 8. Retirement Coverage: Upon retirement, employees may remain in the same County group medical plan if immediately before their retirement they are either active subscribers to one of the County Health Plans or if on authorized leave of absence without pay, they have retained individual conversion membership from the County plan. 9. Dual Coverage: If a husband and wife both work for the County and one of them is laid off, the remaining eligible shall be allowed to enroll or transfer into the health coverage combination of his/her choice. - 7 - An eligible employee who is no longer covered for medical or dental coverage through a spouse's coverage shall be allowed to enroll or transfer into the health coverage combination of his/her choice within thirty (30) days of the date coverage is no longer afforded under the spouse's plan. 10. Personal Protective Equipment: The County shall reimburse employees for safety shoes and prescription safety eyeglasses in those classifications set forth in Exhibit A. which the County has determined eligible for such reimbursement. The County will reimburse eligible employees for safety shoes in an amount not to exceed forty dollars ($40.00) in any calendar 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. 11. Mileage Reimbursement: For all classified, exempt and project management employees and .unrepresented employees listed in Exhibit A, but excluding Department Heads as defined in Section C12 below, 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 401 - 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 of "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 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 offical monthly Energy Report in its present form and calculated on the same basis. Mileage allowance for the use of personal vehicles on County business by employees in the class of Supervising Appraiser shall continue to be paid according to the following per month formula and are subject to adjustment as above: 1 - 600 miles --------------- $ .22 per mile 601 - plus miles --------------- $ .16 per mile 12. Executive Automobile Allowance: All Department Heads and elected officials listed below, excluding the Marshal and Fire "Chiefs, shall continue to be eligible to receive an automobile allowance of $200.00 per month plus nineteen cents (190 for mileage (including the escalator provision described above in Section C11) . Mileage computation shall include portal to portal travel for work-related activities. Receipt of the automobile allowance will require that Department Heads furnish a private automobile for County business. Agricultural Commissioner/Dir. W/M Director of Animal Services Assessor Director of Building Inspection Asst. County Admin.-Dir, of Personnel Director of Community Development Auditor-Controller Director of General Services Board of Supervisors Member Director of Health Services Clerk-Administrator of the Court (A & B) District Attorney-Public Admin. Clerk-Recorder Private Industry Council Director Community Services Director Public Defender County Administrator Public Works Director County Counsel Retirement Administrator County Librarian Sheriff-Coroner County Probation Officer Superior Court Admin.-Jury Comm. County Veterans Service Officer Treasurer-Tax Collector County Welfare Director - 8 - If use of a County vehicle is temporarily required as a result of an emergency such as . an accident or mechanical failure to the Executive's personal automobile, with the approval of the County Administrator, a County vehicle may be utilized. The Public Works Department will charge the Executive's department for the cost of the County vehicle usage consistent with County policy. 13. 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 management and unrepresented employees whose classifications are listed in Exhibit A. Such payments shall continue for the duration of this Resolution and shall terminate thereafter. Employees shall be responsible for payment of the employee's 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 employee's share. The County will continue to pay the remaining one-half (2) of the retirement cost of living program contribution. 14. Management Life Insurance: Classified, project and exempt management employees, excluding Department Heads listed above in C12, whose classifications are identified in Exhibit A, shall continue to be provided with a $30,000 term life insurance policy. Elected officials and all Department Heads, elected and appointed, shall be provided with $50,000 term life insurance policies. Premiums for this insurance shall be paid by the County with conditions of eligibility to be reviewed annually. For purpose of this section, Department Heads eligible are those listed in Section C12, plus the Marshal and Fire Chiefs of Riverview, Consolidated, Orinda and Moraga Fire Protection Districts. 15. Attorney Professional Development Reimbursement: The County shall reimburse employees in the below listed management attorney classifications up to a maximum of $500,00 each fiscal year for the following types of expenses: 1. Bar membership dues. 2: Membership dues in legal professional associations. 3. Purchase of legal publications. 4. Training and travel costs for job-related educational courses. Any unused accrual may be carried forward to the next fiscal year up to a maximum of $1,000.00. Classes eligible are: Assistant County Counsel Deputy County Counsel II Assistant Public Defender Deputy County Counsel III Asst. District Attorney Deputy County Counsel IV Chief Asst. District Attorney Deputy County Counsel-Fixed Term Chief Asst. Public Defender-Exempt Deputy District Attorney Chief Deputy District Attorney Deputy District Atty.-Fixed Term Chief Deputy Public Defender District Attorney-Public Admin. Chief Trial Deputy Public Defender Public Defender County Counsel Sr. Deputy District Atty.-Exempt 16. Training: All management and unrepresented employees listed in Exhibit A, excluding attorney classes listed in Section 18 (A) above, shall continue to be eligible for career development training reimbursement in the maximum amounts of $200.00 per semester or $150.00 per quarter, not to exceed $600.00 per year. The reimbursement of training expenses shall be consistent with Administrative Bulletins on Travel and Training. 17. Long-Term Disability Insurance: For classified, project and exempt management employees and elected officials whose classifications are listed in Exhibit A, the County shall continue in force all provisions of the Long-Term Disability Insurance program with a replacement limit of eighty-five percent (85%) of total monthly base earnings reduced by any deductible benefits. The premium for this Long-Term Disability Insurance program shall continue to be fully paid by the County. - 9 - 18. Vacation Payoff: Employees in management classifications (including those working twenty-four (24) hour shift patterns in merit system fire districts) designated in Exhibit A, may continue to choose reimbursement for up to one- third (1/3) of their annual vacation accrual, subject to the following conditions: (1) the choice can be made only once in each calendar year; (2) payment shall be based on an hourly rate determined by dividing the employee's monthly salary by 173.33 (242.67 for employees working twenty-four (24) hour shifts in fire districts); and (3) the maximum number of hours that may be reimbursed in any year is one-third (1/3) of the annual accrual at the time of reimbursement. 19. Uniform Allowance: The monthly uniform allowance for management employees of the five County Merit System Fire Protection Districts including: Contra Costa (Consolidated), Riverview, West, Moraga and Orinda in the classifications of Fire Chief, Fire Chief-Riverview Fire Protection District, Fire Chief Group II , Assistant Fire Chief Group I, Assistant Fire Chief-Riverview Fire Protection District, Assistant Fire Chief Group II, Battalion Chief, Battalion Chief-Riverview Fire Protection District, Fire Marshal Group II, Fire Marshal-West County Fire District, Fire Officer-Exempt, Fire District Communications Manager, Fire Training Supervisor and Supervising Fire Inspector shall continue to be thirty-three dollars ($33.00) per month. The monthly uniform allowance for management employees in the Sheriff-Coroner Department in the classifications of Chief Executive Assistant Sheriff, Assistant Sheriff, Chief Deputy Sheriff, Captain, Lieutenant, Deputy Sheriff- Chief Criminalistics Laboratory, Supervising Criminalist, Supervising Communications Technician, Sheriff's Fiscal Officer and Administrative Services Officer shall be thirty-seven dollars ($37.00) per month effective July 1, 1988. The uniform allowance for employees in the management classifications of Animal Control Supervisor and Chief Animal Control Supervisor shall continue to be thirty-five dollars ($35.00) per month. 20. Bilingual Pay: A salary differential of fifty dollars ($50.00) per month shall continue to be paid management and unrepresented employees whose classifications are listed in Exhibit A. who are incumbents 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 on an unpaid leave of absence during any given month. Designation of positions for which bilingual proficiency is required is the sole perogative of the County, and positions which may now or in the future require special language skills may have such requirement amended or deleted. 21. Fire Service Emergency Recall and Standby Differential : A salary differential in the amount of five percent 5 of the monthly base salary shall continue to be in effect for management personnel in the Consolidated, Orinda, Moraga and Riverview Fire Protection Districts subject to assigned standby and emergency recall a minimum of two (2) weeks each month. Such personnel assigned to standby and emergency recall for one (1) week in each four (4) consecutive weeks shall receive a differential in the amount of two and one- half percent (229') of the monthly base salary. Fire Chiefs of the Consolidated, Orinda, Moraga, and Riverview Fire Protection Districts are not eligible for the standby and emergency recall differentials stated herein. 22. Fire District Sick Leave and Vacation Accrual Rates: Vacation and sick leave accrual and usage rates for management employees regularly assigned to fifty-six (56) hour per week positions within the Consolidated, Orinda, Moraga, West and Riverview Fire Protection Districts shall continue to be in accordance with Administrative Bulletins issued by the respective Districts. 23. Emergency Services Standby Differential : Persons in the classes of Emergency Services Coordinator and Senior Emergency Services Coordinator who are assigned to standby duty in the Office of Emergency Services at least one week per month shall continue to be eligible for a differential in the amount of two and one-half percent (22%) of the monthly base salary. - 10 - 24. Professional Development: Classified, project and exempt management employees, excluding Department Heads, their chief assistant(s) and all attorney classes listed in C12 above, shall continue to be eligible for reimbursement of up to $150 per fiscal year for memberships in professional organizations, subscriptions to professional publications and attendance fees at job-related professional development activities. Department Heads and their chief assistant(s) shall be eligible for similar reimbursement in the amount of $300 per fiscal year. Authorization for individual professional development reimbursement requests shall be made by the Department Head. Reimbursement will occur through the regular demand process with demands being accompanied by proof of payment (copy of invoice or cancelled check) . D. CURRENT TERMS AND CONDITIONS OF EMPLOYMENT 1. Overtime Exclusion: In recognition of their management status, all classified, exempt and project management employees whose classifications are listed in Exhibit A, shall continue to be overtime exempt. The Office of the County Administrator shall continue its authority to exclude certain management classes from Overtime Exemption. Provisional appointees to management classes and employees receiving higher pay for a higher management classification who were not previously in a management class shall be automatically placed on the Overtime Exempt Exclusion List since they are not eligible for management benefits. 2. Part-Time Employees: Part-time classified, exempt and project management employees whose classifications are listed in Exhibit A, who work at least fifty percent (50%) of full time on a continuing basis, shall be provided the management benefits listed in this Resolution on a full or prorata basis. 3. Permanent-Intermittent Employees: Permanent-intermittent employees whose classifications are set forth in Exhibit A, are eligible for vacation and sick leave benefits ad defined in this Resolution on a pro-rata basis. 4. Length of Service Credits: For all employees whose classifications are listed in Exhibit A, the length of service credits of each permanent employee 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 except that when an employee separates from a permanent position in good standing and is subsequently reemployed in a permanent County position prior to the completion of two (2) years from date of separation, the period of separation will be bridged. Under these circumstances, the service credits shall include all credits accumulated at time of separation but shall not include the period of separation. The service credits of an employee shall be determined from employee status records of the Personnel Department. 5. Mirror Classifications: As determined by the Employee Relations Officer, employees in unrepresented job classifications shall continue to receive the salary and fringe benefits that are received by employees in comparable classifications. 6. Deep Classes: No provisions of this Resolution regarding terms and conditions of employment for classified management employees is intended to supersede any specific provision in effect within any separate Deep Class Resolution for management classifications. 7. Administrative Provision: The County Administrator shall establish guidelines, bulletins or directives as necessary to further define or implement provisions contained in this Resolution, all provisions of Resolution No. 83/1 and the County Salary Regulations shall continue to apply to management and unrepresented employees covered by the terms of this Resolution. E. RECOMMENDED TERMS AND CONDITIONS OF EMPLOYMENT See Attachments A. B and C. F. LUMP SUM PAYMENT therohycertify that this isatr,3anc3corr,-rir4 .�t an actlorc taken and entered on the minute C �;;e See Attachment D. Board of Supervisors on the date shown. ATTESTED: _,! /y�7 ce : County`'Administrator "PU BATCHELOR, Cicrk of the Board Auditor—Controller (Payroll) of Supervisors andCcuntyAdminioard Distribution to 'all County - 11 - Departments by Personnel Dept . By Dep:ty