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HomeMy WebLinkAboutRESOLUTIONS - 01011992 - 1992-106 ,. a-} THE BOARD OF SUPERVISORS OF CONTRA COSTA COUNTY, CALIFORNIA Adapted this Order on March 3, 1992 by the fallowing vote: AYES: Supervisors Powers, Fanden Schroder, Torlak.son, McPeak NOES: None ABSENT: None ABSTAIN: None SUBJECT': Approval of Side Letter with ) AFSCME, Local 2790 ) Resolution No. 92/106 BE IT RESOLVED that the Board of Supervisors of Contra Costa County APPROVES the side letter (copy attached and included as part of this document), jointly signed by Harry, D. Cisterman, ;Director of Personnel, and Jim Hicks, Business Agent, United Clerical'Technical and Specialized Employees, AFSCME, Local 2740, regarding' economic terms and 'conditions for those classifications represented by Local 2700.' i hereby certify that this is a-true and correct;:copy of an action taken and entered on the minutes of the Boars of SuperqAors on the date shown. ATTESTED: r c3 /2!?1 PHIL'BATCHELOR.Clerk of the Board of Supervisors and County Administrator sy �.ri.c 6W� L.t.I Deputy Orig. Dept: Personnel Department cc: Auditor'-Controller/Payroll Affected Departments AFSCME, Local 2700 RESOLUTION NO. 92/10'6 Co rltrd1 : . Persunel Department Costa Administration Bldg. 651 Pine Street Co unty bs Martinez, California 94553-1292 �•. �rti March 2 1992 Jim Hicks, Business Agent United Clerical, Technical & Specialized Employees, AFSCME Local 2700 1000 Court Street Martinez CA 94553 Dear Mr. Hicks; This confirms agreement to submit this Side Letter outlining negotiated wage and pay equity increases beginning October 1, 1902 through September 30, 1993 for approval by the Board'of Supervisors. This agreement is entered into by County representatives and United Clerical, Technical and Specialized Employees, AFSCME', Local 2700representatives to provide salary adjustments while a comprehensive memorandum of understanding is being prepared. That document will be finalized by the ,parties as soon as possible and then will be submitted to the Board of Supervisors'for approval. Wage adjustments'for employees represented by Local 2700 are listed below: • Lump sum payment retro from 10/1/91 to 1/31/92: 3 • Wage increase effective 2/1/92 3$ • Wage increase effective 10/1/92: 3$ The County and the union also agreed to the following economic issues Health & Dental Plan Ad,Lustments As a member of the Health Care Coalition, Local 2700 has agreed to revised subvention rates and plan changes specified in the attached January 28 1992 settlement agreement 6th & 7th Steps for Accounting Technicians and Account Clerk-Advanced Level The above two job classes will have a 6th and 7th step (2-1/2% each step) added to their salary ranges. Elimination of VDT & Word Processing Differentials The above two differentials will be eliminated and in return the County will add $50 to the salary'ranges of certain job classes where there are employees' currently' receiving either differential, _ 2 _ The union and the County have agreed to include operational language in the memorandum of understanding on the following issues • "Pay for work in a higher class to begin after 72 consecutive hours. • Reduction in pay not to exceed 5% for 3 months as an option for disciplinary action. • Furlough days without pay up to 15 calendar days. • Study Deputy Courtroom Clerksat Municipal Courts. • improved transfer policy including 3 months probation.. • Library Clerk promotional training opportunity. • Study of bilingual translation duties at Municipal Courts and Health Services • Study improved retirement benefits • Study 457 ineligible deferred compensation. • Adopt revised family leave policy. • Improved accounting for accrued temporary hours. • Revised County sick leave policy. If the foregoing conforms to your understanding, please indicate your approval and acceptance in the space provided below. Dated '2 �. CONTRA COSTA COUNTY AF o al 2700 Harry Cisterman ick , u Hess Agent Dire r"of Personnel CONTRA COSTA COUNTY Richard K. He e Employee Rela ns anagen RPP yba N/almou cc: Personnel/Records Auditor/Payroll 3 � .. .. ... ... ..� ... _... ..... ... .... ... .. s�. CC7NTRA CCJSTA CC7►UP7T'Y CONTRA COSTA COUNTY HEALTH CARE COALITION NEGOTIATIONS JANUARY28, 1992 SETTLEMENT AGREEMENT: HEALTH & DENTAL SUBVENT12N ONLY 1. SUBVENTION FOR 1991-1992 CCHP: County will contribute$10 single and $26 family for premium increases; employees will continue to pay $.01. Dental only coverage at $.01. 1st Choice, Kaiser& Dental; County will contribute 77%toward health and dental premiums' with'plan changes indicated below. County subvention for Safeguard B to be the same level as for Safeguard A not to exceed total premium of Safeguard B 2. PLAN CHANGES FOR 1991-1992 (All effective 1st of month following open enrollment) Kaiser $3 co-pay,on Rx and include COB. County agrees to add maintenancedrug program within 60 days of its availability; 1st ''Choice (PPO pays @ 100%; non-PPO pays @ 80% of UCR. after annual $200 deductible.) • Add office visit coverage for routine pap test. • Add diabetic training to $300 lifetime limit. • Add injectable drugs to Rx program with 50% co-pay. • Cap physical therapy visits at 50 visits per calendar year. • Change Pharmacy,drug program from $2 generic, $8 brand name to $2 generic, $5 brand name - no exceptions'. • Add $25 co-pay for a non-PPO Emergency Roam physician if services provided at a PPO hospital; balance of bill paid by health plan (no further'exceptions as under current' plan).* County will continue current practice of negotiating non-PPO provider billings for services provided at PPO hospital. • Add $25 co-pay for a non-PPO Radiologist if services are performed at a PPO hospital; balance of bill paid by health plan (no further exceptions as under current plan). Second opinion provisions remain unchanged. • Biannual routine eye examinations for corrective lenses only with $10 co-pay. Annual eye examinations for children to age 18 and adults over 40 with $10 co-pay. Dental Plan Continue'with current dental program and add Safeguard B option beginning with March 1992 open enrollment. Reopen Delta dental plan for redesign in June 1992. County will solicit proposals on prepaid dental plans prior to the end of the MOU period. The Request for Proposal will be made available to all qualified vendors of prepaid dental plans (including Denticare), - 2 - 3. REOPENER FOR HEALTH PLAN REDESIGN Effective June 1, 1952, the County and the Health Care Coalition will reopen meet and confer deliberations on further health plan redesign with the objectives of achieving` improved cost control and service to members', 4. SUBVENTION FOR 1992-1553` CCHP: County will contribute 98%of'premium cost for health and dental plans. Dental only coverage at $ 01.' 1st Choice, Kaiser & Dentals County will contribute 77% toward health and dental premiums. County subventionfor Safeguard B to be the same level as for Safeguard A not to exceed total premium of Safeguard B If a mutually agreeable range of plan redesign options are achieved by the County and the Health Care Coalition as a result of the June 1992 reopener, the County will contribute an additional 3% not to exceed 80% 5. WORKERS' COMPENSATION r The County will reduce Workers' Compensation for allnon-safety employees to 94% of monthly salary for all claims filed with the employee's department on or after February 14 1992 and 88% filed on or after January 1, 1953. All savings generated will be used toward offsetting chargeable increases in County subvention of,premiums for health and dental plans. If Workers' Compensation ,becomes taxable, the County agrees' to restore the current benefit level (100% of monthly salary) and the parties shall meet and confer with respect to funding the increased cost. *$25 co-pay does not apply to annual$1000 maximum out-of-pocket expense per member (includes $200 deductible). $25 co-pay is waived after $1000 limit is reached. FOR THE COUNTY: FOR THE HEALTH CARE COALITION: DATE: is z DATE: aopro3:hco COUNTY RESPONSE TO DOUBLE MEDICAL ISSUE The County will survey all permanent employees prior to the dune 1992 reopener to ascertain the extent to which employees who have or are eligible for double medical coverage;;would, in lieu of double medical coverage, have the County contribute to a deferred compensation plan. The data gathered shall be shared with the Health Care Coalition, and the County will negotiate a deferred compensation contribution in lieu of medical coverage provided the employee has alternate medical coverage and there is a cost 'savings to the County. FOR THE COUNTY: FOR THE HEALTH"CARE COALITION: DATE: :2Z �f 4DATE: COUNTY RESPONSE TO LTD ISSUE The County Auditor-Controller can accommodate individual monthly payroll deductions for an LTD premium and can remit the total'premium amountdue each month directly to the insurance carrier with a list of subscribers. It will be the sole responsibility of the insurance provider and the subscriber to complete necessary enrollment documents which will be provided by the Auditor-Controller, 'including payroll deduction authorization cards, change of status forms and cancellations, and forward this information once each'month to the Auditor-Controller according to a pre-established cut-off date. The Auditor-Controller will be obligated only to deduct and remit premiums in accordance'with monthly directions from the insurance provider and any reconciliation-of'premium totals will be the-;responsibility of the Insurance carrier and the subscriber. The Auditor-Controller is authorized to levy necessary and reasonable administrative charges as part of the monthly premium deduction not to exceed $.05 per participating employee per month. FOR THE COUNTY: FOR THE HEALTH CARE COALITION: DATE: to f��z DATE; '� ELIGIBILITY CRITERIA APPLICABLE TO ALL ENROLLEES IN IST CHOICE, KAISER OR CCHP MEDICAL PIANS 1. The eligibility criteria listed below which are now in effect for 1st Choice members, will also be in effect for Kaiser members, CCI P members and all new employees on the first of the month following the 1992 open enrollment period'. 2. The eligibility criteria listed below are more restrictive but will not apply to any dependents added: before the 1992 open enrollment until and unless the dependents are moved from one health plan to another. 3. The following persons may be enrolled as the eligible Family Members of a Subscriber: a. The Subscriber's Spouse. b. The Subscriber's Child, which 'includes a natural or legally adopted child of either a Subscriber or the spouse, afaster child entirely supported by the Subscriber or the spouse and for whom the Subscriber or the spouse is the legal guardian, provided,in all cases that the child is dependent, unmarried, and under the:age of 25. Nevertheless, foster children who are eligible for Medi-Cal coverage are not eligible for coverage under this Plan. 'Pursuant to Insurance-Code section 10121, immediate coverage is available to each newborn child of a Member and to any minor child placed in the physical custody of a Member for adoption. For legally adopted +child, proof of eligibility by a court adoption order and a copy of a U.S. income tax return of the Subscriber or the spouse showing dependency of the child, may be required. For a foster child, proof of eligibility requires a copy of a Social' 'Service Foster Care Agreement and a letter from Social Service verifying that the child is not eligible for Medi-Cal coverage. For dependents aged 19 to 25, a statement may be required to verify that the child is legally dependent in accordance with Internal Revenue Service requirements. Attainment of the limiting age shall not terminate` coverage of a child while the child is and continues` to be both (a) incapable of self-sustaining employment by reason of mental retardation or physical handicap and (b) chiefly dependent upon the Subscriber for support and maintenance, provided the proof of such incapacity and dependency is furnished to the Plan Administrator by the Subscriber within 31 days of the child's 25th birthday and annually thereafter, if required by the Plan Administrator. FOR THE COUNTY: FOR THE HEALTH CARE COALITION: HATE: 4ZL r //� COUNTY RESPONSE TO SDI ISSUE A committee of County representatives and Health Care Coalition representatives agree to meet within thirty (30) days following the completion of Health Care Negotiations to discuss changes in the administration of the SDI program: FOR THE COUNTY: FOR THE HEALTH CARE COALITION ,44- 9M - f- d DATE; ;7-/(O/C/Z- DATE. COUNTY RESPONSE TO OPEN EI+TROLLMENT ISSUE The County agrees to conduct the;,open enrollment;for the health and dental plans previously deferred from November 1991, during the period March 1, 1992 to March 31, 1992. FOR THE COUNTY: FOR THE HEALTH CARE COALITION: DATE: .2DATE: COUNTY RESPONSE TO SINGLE DENTALJEAMLY MEDICAL ISSUE Employees may choose single medical and family dental if eligible. FOR THE COUNTY: FOR THE HEALTH CAFE COALITION: DATE: _._A A,/q;.;, DATE: COUNTY RESPONSE TO HEALTH & DENTAL PROVIDER CCINTINUATION ISSUE For the term of this Memorandum of Understanding, the County will not discontinue any health or dental plan currently provided. .However, if the provider discontinues service to the County, the County shall meetand confer regarding a replacement. FOR. THE COUNTY. FOR THE HEALTH CARE COALITION: DATE, a lei 4 .� ._. DATE• COUNTY RESPONSE TO SMOKERINON-SMOKER ISSUE To further pursue the Board of Supervisor's objective of achieving a healthy workforce, a labor/management committee shall be convened within 30days' of reaching'agreement with the Health Care Coalition* to recommend a proactive model program which includes incentives for developing and maintaining a healthy lifestyle The committee shall present its recommendation to the County and the Health Care Coalition for the June 1992 reopener. *Tentative agreement reached January 29, 1992 FOR THE COUNTY: FOR THE HEALTH CARE COALITION: irs7 r 5..++'' DATE: -2A P? ` DATE: / REVISION TO ADMINISTRATIVE BU'LLE'TIN 311.5 SUBJECT: SICK 1 LEAVE POLICY DECEMBER 19, 1991 This bulletin states the County's general policies on the accumulation, use and administration of paid sick leave credits. While the provisions contained in this bulletin apply to the majority of County employees, some provisions may, differ for certain job classifications as a result of negotiations with employee organizations. Therefore, various current memoranda of understanding,regulations governing unrepresented employees, and departmental sick leave,guidelines, should be consulted as required to ensure the proper administration of sick leave I. PURPOSE OF SICK LEAVE. The primary purpose of-paid sick leave is to insure employees against loss of pay for temporary absences from work.-due to illness or injury. It is a benefit extended by the'County and may be used only as authorized; it is not paid time off which employees may use for personal`;activities II'. CREDITS TO AND CHARGES AGAINST SICK LEAVE. 'Sick leave credits accrue at the rate of eight '(8) working hours credit for each completed month of service, as prescribed by County Salary Regulations and memoranda of understanding. 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 Effective November 1, '1979 credits to sick leave are made in minimum amounts of one- tenth hour (6 minutes) increments. Effective November 16 1989 charges against sick leave are made in minimum amounts of one-tenth hour (6 minutes) increments. Unused sick leave credits accumulate from year to year. When an employee is separated, other than through retirement, his accumulated sick leave credits shall be canceled, unless the separation results from layoff, in which case the accumulated credits shall be restored if he is reemployed in a permanent position within the period of his layoff eligibility: As of the date of retirement, an employee% accumulated sick leave is converted to retirement time on the basis'of one day of retirement service credit for each day of accumulated sick'leave credit. III. POLICIES GOVERNING THE USE OF PAID SICK LEAVE. As indicated above, the primary purpose of paid sick leave is to insure employees against loss of pay for temporary absences from work due to"illness or injury. The following definitions , apply "Immediate Family" means and includes only the ,spouse, son, stepson, daughter, stepdaughter, father, stepfather, mother, stepmother, brother, sister,. grandparent, grandchild, father-in-law, mother-in-law, daughter-in-law, son-in- law, brother-in-law,; sister-in-law, foster children, aunt,; uncle, cousin, stepbrother, or stepsister of an employee and/or includes any other person for whom the employee is the legal guardian or conservator, or any person who is claimed as a "dependent" for IRS reporting,purposes by the employee "Employee" ..means any person employed by Contra Costa County in an allocated position in the County>service. "Paid Sick Leave Credits" means those sick leave credits provided for by County Salary Regulations and memoranda of understanding. "Condition/Reason": With respect to necessary verbal contacts and,confirmations which occur between the department and the employee when sick leave is requested or verified, a brief statement in non-technical terms from the employee regarding inability to work due to injury or illness is sufficient Accumulated paid sick leave credits may be used, subject to appointing authority approval, by an employee in pay status, but only in the following instances; A. Temporary Illness or"Injury of an Employee. Paid sick leave credits may be used when the employee is off work because of a temporary'illness or injury. B. Permanent Disability'Sick Leave. Permanent disability means the employee suffers from a disabling physical injury or illness and is thereby prevented from engaging in any County occupation for which the employee'is qualified by reason'of education, training or experience. Sick leave may be used by permanently disabled employees until''all accruals of the employee have been exhausted or until the employee'is retired by the Retirement Board, subject to the following conditions 1. An application for retirement due to disability has been filed with the Retirement Board. 2. Satisfactory medical evidence of such disability is received by the appointing authority within 30 days of the,lstart`of use of sick leave for permanent disability. 3. The appointing authority may review medical evidence and order further examination as deemed 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 when under a physician's order to remain secluded due to exposure to a communicable disease. D. Sick Leave Utilization for Pre;naney'Disability. 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 below:_ 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 - 2 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'. 2. If an employee -does not apply for leave and the appointing authority believes that the employee is not able to properly perform her work or that her general health is impaired due to disability caused or contributed to by pregnancy, miscarriage, abortion, childbirth or recovery 'therefrom the employee shall be required to undergo a physical examination by a physician'selected by the"County. Should the medical report so recommend, a mandatory leave shall be imposed upon the employee for the duration of the disability. 3. 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 dates of the employee's recovery from such disability. E. Medical and Dental Appointments. An employee may use paid sick leave credits 1. For working time used in keeping medical and dental'appointments for the employee's own care; and 2. For working time used by an employee for prescheduled medical and dental appointments for an immediate family member.' F. Emergency Care of Family. An employee may use paid sick leave credits for working time used in cases of illness or injury to an immediate family member. G. Death of Family;Member. ,An employee may use paid sick leave credits for working time used because of a death in the employee's immediate family, but this shall not exceed three working days, plus up to two days of work time for necessary travel. H. Accumulated paid sick leave credits may not be used in the following situations Vacation. Paid sick leave credits may not be used for-an employee's illness or injury which occurs while he is on vacation but the County Administrator may authorize it when extenuating circumstances exist and the appointing authority approves Not in Pay Status. Paid sick leave credits may not be used when the employee would otherwise be eligible to use paid sick leave credits;,but is not in pay status. IV. ADMINISTRATION OF SICK LEAVE. =The proper administration of sick leave is a responsibility of the employee and the department head. The following procedures apply: _ 3 _ A. Employee;Responsibilities 1. Employees are responsible for notifying their department of an absence prior to the commencement of their work shift or as soon thereafter as possible. Notification shall include the reason and possible duration of the absence. 2. Employees are responsible for keeping their department informed on a continuing basis of their condition and probable date of return to work. 3. Employees are responsible for obtaining advance approval from their supervisor for the .scheduled time of pre-arranged''personal or family` medical and dental appointment. 4. Employees are encouraged to: keep the department advised of (1) a current telephone number to which sick leave related inquiries may be directed, and (2) any condition(s) and/or restriction(s) that may reasonably be imposed regarding specific locations and/or persons the department may contact to verify the employee's sick leave. B. Department Responsibilities The use of sick leave may properly be denied if these procedures are not followed. Abuse of sick' leave on the part of the employee' is cause for disciplinary action. Departmental approval of sick leave is a certification of the legitimacy of the sick."leave''claim. The department head or designee may reasonable inquiries about employee absences.` The department may require medical verification for an absence of three (3') or more working days. The department may also require medical verification for absences of less than three (3) working days for probable cause if the employee had been notified in:advance in writing that such verification was necessary. Inquiries may be made in the fallowing ways, • Calling the employee's residence telephone number or other contact telephone number provided by the.:employee if telephone notification was not made in accordance with departmental sick leave call-in guidelines. These inquiries shall be subject to any restrictions imposed by the employee under Section I V.A.4. • Obtaining the employee's signature on the Absence/Overtime Record, or ,on another form established for that purpose, as employee certification of the legitimacy'of the claim. • Obtaining the employee's written statement of explanation regarding the sick leave claim. • Requiring the employee to obtain aphysician's certificate or verification of the employee's illness, date(s) the employee was incapacitated, and - the''employee's' ability to return to work, as specified above. - 4 - In absences of an extended nature, requiring the employee to obtain from their physician a statement of progress and anticipated date on which the employeewill be able to return to work, as specified'above. Department heads are responsible for establishing timekeeping procedures which will insure the submission of a time, card covering each employee absence and for operating their respective offices in accordance with these policies and with clarifying regulations issued by the Office of the County Administrator. To help 'assure uniform policy application, the °.Personnel Director or designated management staff of the County Personnel Department should be contacted with respect to sick leave determinations about which the department is in doubt. FOR THE COUNTY.' FOR. THE HEALTH CARE COALITION: - ? r DATE: t�92 DATE: - 5 -