Loading...
HomeMy WebLinkAboutRESOLUTIONS - 01011992 - 1992-173 j THE BOARD OF SUPERVISORS OF CONTRACOSTA COUNTY, CALIFORNIA Adopted this Order on March 24, 1.992 by the following vete: AYES: Supervisors Powers, Fanden; Schroder, Torlakson, McPeak NOES: Mane ABSENT None ABSTAIN: None SUBJECT Approval of Side Letter with ) CCCEA, Local No. 1' ) Resolution No. 921173 3 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 D. Cisterman, Director of Personnel, and Henry Clarke, General Manager, Contra Costa County Employees Association, Local No. 1, regarding economic terms and conditions'for 1991-1993 for those classifications represented by Local No. 1. 1 hereby certify that thl$is a true and correct COPY of an action takers and entered On the minutes of the BCar+r Of Superya on the ATTESTED: PHIL BATCHELOR,Clerk Of the BOOM of 5uperAsora and County Administrator` Deputy Orig. Dept: Personnel Department cc: Auditor-Controller/Payroll Affected Departments +COCEA, Local No. 1 RESOLUTION NO. 92/17:3 ` 1 Contra ;� Perk. _inef Department Costa .y -` �' ,� Administration Bldg. 651 Pine Street Martinez; California 94553.1292 March 23, 1992 Henry Clarke,, General Manager Contra Costa County Employees Assn., Local No. 1 P. 0. Box 222 Martinez CA "94553 Dear Mr. Clarke: Pursuant to our discussion Tuesday, March 17, 19929 the following',side letter has been prepared. This document outlines the wage, special equity adjustmentsand other economic provisions recently negotiated with Contra Costa County Employees Association, Local No. 1': This agreement is entered into by County representatives and Local No, 1 representatives to provide salary adjustments while a comprehensive memorandum of understanding is being prepared That document will be finalized'by the parties as swoon as passible and then will be submitted to the Board of Supervisors for approval`. The County and Local No. 1 have agreed to the following: Term: 10/1/91. through 9/30/93 Wa es: 3.0439% (30 levels) 10/1/91; 3.0439% (30 levels) 10/1/92 Special Equity Adjustments. 1/1/92 1/1/93 Pharmacist 5th Step' 6th Step 2$ 2$ Public Health Nutritionist 3% 3$ Histotechnician 3$ 3$ Clinical Lab Tech/Sr 2$ 2$ Public Health Micro/Sr. P.H. Micro 2% 2% ` Radiology Techs/Ultrasound Techs 2% - Cytotechnologist 2$ - Recreation Therapist' 2$ Conservatorship/Guard. Pgm Aide 4$ 4$ Custodian I/II/Lead 1% Traffic Safety Investigator' 1$' 1$ Sr. Communications Equipment Tech. .2% - i General Issues • County to study alternatives to Tier II retirement plan. • County to study feasibility of implementing a 457 Ineligible Deferred Compensation Plan • County to meet and confer with Health Care Coalition subcommittee on County's Parental Leave Policy. • Release time of up to 290 hours/year for designated Union stewards or officers for Union-sponsored training programs • County to meet and confer on non-smoking policy. • Health & Dental Plan Adjustments: As a member of the Health Care Coalition, Local No. 1 has agreed to revised subvention rates and plan changes specified in the attached January 28, 1992 settlement agreement * Elimination of VDT Differential: The differential 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 the differential. The method used to derive the: salary range will be the same as that finally determined with`AFSCME, Lo,&1.2700. • IRS mileage allowance (currently $.28/mile) effective 5/1/92. • Commence meetand confer on pay equity implementation no later than 6/1/92 • Annual safety shoe allowance to $70 first year; $80 second year.of MOU. Counseling memos to be retained in supervisor's file. • 5% pay reduction up to 3 months as a'means of discipline. • Work in a higher class pay to commence on 73rd consecutive hour. * Fifteen (15) qday furlough policy. Classification Studies • ;Public Health Nutritionist-Determine need for Senior level class for Sr. Nutrition Program. • Occupational Therapist/Physical Therapist-Determine need for two (2) tier class structure. • Pharmacy Technician Review classification if/when licensure is required." • Communicable Disease Technician - Determine feasibility of flexibly stuffing with Public Health Epidemiologist. Cytotechnician - Update specification to conform to 'fanner Rill/determine,need for lead level class * Forensic Toxicologists - Evaluate pay relationship to Criminalist series • Sanitation Aide - Review class as used in Environmental Health. = 2 - ... ..W:3W..:o3vlWz:uuWWz.a:z;i.uauu iW:...; .... W!3 3.. 3 .. I.:WW::z.:.:.:333N:zz.::iE "--31i ...ilize:3W Nuzz.:gWN::znzWWif':zz.:Wi::.zz:;F3 i•.':aa:333.aszaWW!l3u:wl:IW;....:3Wee.uu;.yi:iva....Wy:..:.;:r;laF::.a:.:33 ...... ...... ....9. :.. .... .. .. ..3,1 .�:i,. 'H. ..... il.....3 ,1,E....... 3.. 3 3,h3.:u,.3iM �N =3Nsr t+R .Wgy 'zN::.: ..:..: .:;✓nEF: • Central Supply TechWcian - Determine need for two let . level Technicians (in return for 8-1/2 hourday) • Storeroom Clerks - Compare Health Services positions with Driver Clerk Class. • Cooks - Compare hospital and juvenile hail positions with Lead ISW class. • Public Defender Investigators' - Evaluate pay relationship with D.A. Investigators. • Equipment Operator II - Review position assigned to the Spider Backhoe. • Equipment Operator II - Evaluate pay relationship to Specialty Crew'Leader. • Electronic Equipment Technician Determine need to retitle positions assigned to telephone section, meet and confer on developing a career ladder to include the Communications ;Equipment Installer,' Electronic Equipment Technician, and Communications Equipment ''Technician classes within 90 of execution of MOU. • Security Officers-Evaluate title/specification and determine necessary`changes. • Deputy Probation Officer IV - Study feasibility of creating. • Building Plan Checkers Study class series to address Issues raised" by department:with any resulting salary`increases to be retroactive to 10/1/:31: • Building Inspectors - Study class series to address issues raised by department.` Unit Issues; • .Animal Services Attendants and Technicians clothing allowance to $80/year`. • Minimum credit of 2 hours overtime for court appearances for Animal Services Officers. (Effective 1st month following execution of MOU) • Establish 5% salary relationship between Senior Animal Center Technician and Animal Center Technician. (Effective 1/1/92) • 4 days continuing education leave credit every 2 years for Registered Dental Assistants. • Deputy Public Defenders 2% special 10/1/92; 1% special 211/93 - LTD plan (Effective 1st month following execution of MOU) Vacation buyback with department head approval; department to meet and confer on objective guidelines. - Bar dues/$3511 education fund Elimination of Market Formula - Elimination of Miranda Watch benefit • 5% differential for Real Property .Agents fore.possessing and maintaining a valid senior member designation issued by the IRWA. (Effective 1/1/92). • Study appropriateness' of employer pickup of initial and renewal costs required by driver license upgrades and whether to provide required physicals on County time. - 3 5% bookmobile differential to include alternate Driver Clerks when they drive bookmobile. (Effective 1st month following execution of MOU) • $200 annual tool allowance for Equipment Mechanics at Shell 'Avenue facility effective 1/1/92 using the County payment demand form; air tools considered an eligible tool allowance item. • Office Service Workers to be paid at the,higher rate from the first day when substituting on Driver Clerk routes. (Effective'Ist month following execution of` MOV) Overtime pay or CTO credit for holiday hours worked up to a maximum of 8 for permanent part-time/P.I. Public Health Nurses, Carryover of continuing education (CE) time for part-time Public Health Nurses. 18 hours annual CE credit for Dietitians/Public Health Nutritionists with 36 hour carryover, • Permanent full time and part-time Librarians and Library Assistants eligible for up to $25 reimbursement per fiscall year for ALA or CLA membership. The County and Local No. 1 have`reached agreement on a variety>>of other issues specific to individual bargaining units. Language implementing those agreements is being prepared for inclusion in the new MOU to be executed by the County and Local No. 1 and be presented to the Board of Supervisors for adoption. If the foregoing conforms to your understanding, please indicate your approval and acceptance in the space provided-below'. Dated CONTRA COSTA COUNTY LOCAL NO. l Harry' `stermaan Henr2larke, General Manager Direct of Personnel CONTRA COSTA COUNTY Richard K. Hayne Employee Relations " er M tyba xrrx�� cc; Personnel/Records Auditor/Payroll 4 _ ::n r a,:3 i":;:; %:;q?:i gq:;:31'a 13 a::a3lii:::z•ap:En^:.n:Op:r.•:fgq•••••a�q:.^^aggq:.: s0: . rt^ 3;IIM; �q(ii::: _ 3tnP 'Nn q==':nnE :8111,1i' ltrPer&. nnel Department Cosh`` � �--' Administration Bldg, 651 Pine Street ouqYMartinez. California 94553-1292 s March 24, 1992 This side letter attached ;hereto constitutes the.agree ent between Contra Costa County Employee Association, Local No. 1 and Contra Costa County excluding the EngineeringUnit. A Date: 314%f/ harry 'D sterman enry larke, General Manager Direc of Personnel Contra Costa County Employees Contr Costa County' Association, Local No. 1 C C32�TT C C7►S TA C 4QxjN'T'Y 'i1Ni ?NN3#i ro 1###a# : .3..--NB i...,i13:?#'#3 .•.. .;E::#i .•:. ::. N M: 313 31 .:." .. 31 Fae:ii:.u..u..r#:ree•.:r r:,r.:x.u:.: lii 1 I:Nx.• € 1 HIS.._.-..�°' NI,t........Nif NIN �,;�., � .. .. 3i!� NI 3,;f. 3 .. i ..€ til ...illi' IM sly: EEr.. .::yil lii :?:iii t€N ::3HF N@It ilN!:' 311EE!•-..3N41 :::31N1 '€tlln CONTRACOSTA COUNTY Y HEALTH CARE COAL1TTION NEGOTIATIONS JANUARY 28, 1992 SETTLEII �i r AGREEMENT HEALTH EE DENTAL SUBVENTION C3NLY 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 $.41. 1st Choice, Raiser& 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. PIAN CHANGES FOR 1991-1992"(All effective Ist of month following open enrollment) Kaiser $3 co-pap on Rx and include COB. County agrees to acid maintenance drug program within 60 days of its availability. Ist 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 Room 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 fora 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 pians 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 FOP, HEALTHFLAN REDESIGN Effective June 1, 1992, 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, SUBVE14TION FOR 1992-1993 CCHP. County will contribute 98%of premium cost for health and dental plans. Dental only coverage at $ 01. 1st Choice, Kaiser & Dental County will contribute 77% toward health and dental premiums s. t6unty subvention for 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%. WORKERS' COMPENSATION The County will reduce Workers' Compensation for all non-safety employees to 94$ of monthly salary for all claims filed with thy;employee's department on or after February 10, 1992 and 88% filed on or after January 1, 1993. All savings generated will be used toward offsetting chargeable increases in County subvention of premiumsfor 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 cut-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: . eze_ DATEDATE': eopro3:hcc •� :::E'::::::�' :.:N ;13:.:.:,3;:..::,3:.:.,..:3:I:N,:..,,,z,.:..,I:!i..z..! iae E i EN:i zz:N:: :^:z:3N i': i i. i. N f 3i uzzz h411:z z3i E.uuua:3,b::rr:::E vnum:•aiNNzzn;:E i i Y::a i.z ..se'i:ENN€iiie:eze' n:i" Oe:Ezz ;z;:r 3'i. M:'x 3Ept(:4 "' i3!ii'z. a E„ gylE3' ___ ......�.tt1 ,3, 1,,.,,, .. :.. 3.. 113 .. .S .... 31NE NN r `13f�' 7NN°�z:131P! COUNTY N.ESPOINSE TO DOUBLE MICAL.ISSUE; The County will survey all permanent employees prior to the June 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 shalt 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. y FOR THE COUNTY: FOR THE HEALTH CARE COALITION: 04 DATE. Z/6 t* - DATE; . COUNTY RESPONSE TO LTP ISSUE The County Auditor--Controller can accommodate individual monthly payroll deductions for an LTD premium and can remit the total,premium amount due 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 in 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: - 0 arr .- � 1 •tet. C�'' DATE:—' DATE: _1 :tW1 0____.N .. ..N INBi`s I :iii ei: :::;d3p 3::T 3 N. �i i ::ae:3:iirura:4p i•'¢'9+1 f:t:::i 1:.:;::.::3N^s::a ;:iNNx N'ss;:a:i 4.aaua UU:t:�s�:i i eau:.?i i"'s' ELIGIBILI'T'Y'CR.ITERIA APPLICABLE TO AIG ENROLLEES IN 1ST CHOICE, KAISER OR CCKP MEDICAL PLANS' 1 The eligibility criteria listed below which are now in effect for 1st Choice members, will also be in effect for KAUer members,:CCUP members and all new employees on the first of the month following the 1992 open enrollment period. 2 The eligibility criteria listed below aremorerestrictive but will not apply to any dependents added before the 1992 open enrollment'until and unless the dependents are mowed 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, a 'foster 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 a legally adopted child., proof of eligibility'' by a e curt adoption order and a copy o 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 clays of the child's 25th birthday and annually thereafter, if required by the Plan Administrator. FOR THE COUNTY: FOR THE HEALTH CARE COALITION: F COUNTY RESPONSE TO SDI ISSUE A committee of County representatives and 'Health Care Coalition representatives agree to, meet within thirty (30) days fallowing the completion of Health Care Negotiations to discuss changes in the administration of the SISI program. FOR THE COUNTY: FOR THE HEALTH CARE COALITION: /4�DATE: y� DATE: --r�-r . 'u ^:e'': NxNY W:::;:; ,a,:y,: -.k�: ix:::;k t:a:Ii:E:::: .•- ..NI x:::::a.=uep:b•••w --ii :e'••x r, r.x:.i ....3 N::, i i:k, i .. !f 3 1. 31k... ':e'•••4...se i i:x uk:i.ur aka i+::a:e:: -E I maua ....:: ..k.; ..----INE.... II..... I S'.... .N...... N..... iNE..... ........ ....... .f.... N.f.... 1.....3kk""-3.4....1. .-31,N..N:3i :N31:.... 3ili....IE.c�.i tlF:FE:FI o-„:iHlkk:F .a:::sai^.+^t:k N::a:::y :.•n...n.. Ca► AgMNSE ?bPm El�(XWE.W 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: -;44c, DATE: G z DATE: ,.� C(:) TNTX REMNtSE TO SINGLE DENTAL/FA�CIL"Y'T ICAL ISSUE Employees may choose single medical and family dental if eligiblee. FOR THE COUNTY: FOR THE HEALTH CARE COALITION; _ DATE: DATE.. A 4. 14 -.z..:.. .N?.3 ..:a ... .a. N::a::3 ..a... i 3 #.a. i.... 3..x3 .. 31 i....IIi i! ......i!. Ni•itF:Fe:ii.:, ii:.:..i! .aa IN....ii::.u:.wYHrr•.aa,e...:. .. ...... ...N. .. xxx. N.... .. NN k8F. : N .... Hi f.... 3.................. ....... 31 i.... 811....3 3 t8..... ......::::3 i.....she. ?E,i,x:x::r,N»PFP'gHx,x:xN i:ex:FN:F:F i...... .nx., .�.: '9i E :3iN.••33j1>! 731e `iOpEElx'3YMP xNN3Nr;^.x 891p1' 33jIR9':^.x3}iNi 5:3'x, .s .. 3.. ...:. I 3�E}... ......... tit UNTY R P0NSE Tq HEALTH &DINTALPROVIIIER C pNTIN ATI+f3N 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:meet and confer'regarding a replacement. FOR THE COUNTY; FOR. THE HEALTH CARE COALITION: DATE. ;Z 4_ &L DATE. t t>OOUNfiY RESPONSE TO §MOKER 0j[0N:SMOKER. ISSUE To further pursue the Board of Supervisor's objective of achieving a healthy workforce, a 'laborlmanagement committee shall be convened within 30 days of reaching agreement with the Health Care clition* 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 CARTE COALITION. 'e-09 iif DATE: ,2/� /�� DATE: :,i:, :: ::::i I:,, Ia1::N311 :s:i a,.:e;xxli 3:aruiri:.:..zAxra,.u:.i:dau-ex:U:zzx3ii .i a. hs::a.:3in:¢e:s•:i•l:.u:..:lii:.u.:z.:r r.u:... II ..t:.•:2N�II::xxx N N aa: NIM 3.t 3. ii i M: if N:xi::a•:Iiti:nyn: •..L....NM .N....�. n... .1HP. .�.... ..... 3nrx.. IN::: a1Nr NI! :e:t 3xii 3M?x.3Ny�! gxa:a=Nqu�x 11MN ':fN€�`:N�:xNxl aiNM PO! REVISION TO ADMINISTRATIVE BULLETIN 311.5 SUBJECT. SICK LEAVE IobIC`Y DECEMBER 19,,199I This bulletin states the County's general policies on the accumulation, use and administration of paid sick leave credits. fle 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 curetmemorand ofuirirlerstimit!li , gul tions ov.e�rning�,present demploy s,and departmental sick leave guidelines, should be consultedt as required to ensure the proper administration of sick leave. I. 'PURPOSE OF SICK DAVE. The primary purpose of void sick leave Is to insure employees against lass 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. CREI}ITS TO AND CHARGES AGAINST SICK LEAVE. Sick leavecredits 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 I computed on the same ''basis as is. partial. month'' compensation. Effective November 1, 1979 credits to sick leave are made iaa 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 vesults 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#it 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. EOLICIES GOVERNING THE USE OF PAID SICK LEAVE. As indicated above, the primary purpose of paid sick leave i's 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'--ins-law, mother-in-law, daughter-in--law, son-in- law, , rother�-in-law, sister-inlaw, faster 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. "Etoyee",means any person employed by Contra (:oto County in an allocated position in the County service.- "Paid Sick Leave Credits" means those sickleave 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 hon-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 its off work because of a temporary illness or injury. $. Permanent I?xsability Sick Leave. Permanent disability,means the employee . illness and is thereby prevented suffers from a disabling physical injury or from;engaging in any County occupation for which the employee is qualified by yeas©n'of education, traixung 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 y 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 34'daysof the start 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 medico} evidence submitted by the employee is insufficient, dr 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 Utilizatitxn for Pre Lnancy Disability. Employees whose disability' is caused or contributed to by pregnancy, miscarriaabortion, childbirth, ge, 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. I- Application for such leave must` be made by the employee to the appointing authority accompanied;by a"written statement of disability Brom the employee's attending physician. The statement must address 2 _ rY!hl a.r Y t''aiyki 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 way 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 Carse of I"amily. 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 iFamily 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 fbean 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: g .. . r A, Employee Resbonsibilities ter as l, Employees are resp onedble for notifying their department of er absence. or as n.prior to the:commencement of their work andposs"ble duration of possible. Notification shall include e the absence onsble for keeping their!department informed on a 2, Employees are resp probable date of return to work. 'Continuing basis of their condition and p advance approval from their Employees are responsible for obtaining personal or family supervisor for the scheduled time of pre-arranged medical and dental appointment. ed to keep the department advised of (1} q Employees are encourag uiries may be current telephone number to which sick leave relate that may and any conditions} and/or res persons the directed, Deed regarding specific locations and/or reasonably be imp the employee's sick.leave- department may'contact to verify B. De artment Res onsibilities procedures are not The use of sick leave may properly be denied if these oee is cause for followed. Abuse of sick leave on the part of the empl disciplinary action. of the ental approval of sick. leave is a certification of the legitimacy inquiries gepartm artment head or designee may reasonable sick leave claim. The dep rtment may require medical verification c� about employee'absences. The depa days The department may for an absence of three (37 oLL r more working Y working days medical verification for absences of less than three'C3} that require to ee had been no in advance in writing for probable cause if the ernp y Inquiries may be made in the following such verification was necessary. ways= em to ee's residence telephone numbnotcicat on Calling the - rovided by the employee if telephone telephone number p with departmental ,sick `leave call-in was not made in accordance p guidehn es. fihese'inquiries shall be subject to any restrictions imposed by the employee under Section IV-A.4• ' -_ the em loyee's signature on the Absence/ov eras eR employee Obtaining p, or on another forma rnablisof the clamat p rP certification o the leg' Y aiding the obtaining the employee's written sxatement o£expla nation reg sick leave claim. the employee to obtain a physician's certificate or verificataio d Requiring to ee was incapacitated, of the employees:illness, date(s) the emp y specified above. the employee's ability to return to work, as . 4 - x --,:a:E9N,: INN lNC_rr:3ml' NN:':.:pt9 +ENA:;:;..ynYs EidEs..:Eitis :xnr.:.agE E 1i,E, ....I,Q 311,1 ,i,i .x„E Effl,. n np+ -�E NE!':”: ••.'!' m:trye. 3h mn:�•'3nr N1 .^..�E3lh.�' 1EMa+�::,r '}§Eg ':SNfi '.a-` xs.``yfi :�':- s a • In absences of an extended nature, requiring the employee to obtain from their physician,a statement of progress and anticipated date on which the employee will 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: DA TE: Z,?2— DATE: E�_.FNM'::`+lYNI 3NiF'N#i:YiNf IIHI:`tti£3NYIs� NNff iiYillY3• 'MIi R'#'.YHiN'a"NN+'' 1N11':a 31 31 •:^HN 1i IN :t31Y 311,E 3Y$f. 'AN: Nf.,. NN',': Q ••^:LN 'f:N, >1f S.. 53>N'�:�`vY✓N�,?�'H':3 :,'Nip. 3fN