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HomeMy WebLinkAboutRESOLUTIONS - 01011992 - 1992-191 THE BOARD OF SUPERVISORS OF CONTRA COSTA COUNTY, CALIFORNIA Adapted this Order on April 7, 1992 by the following vote:, AYES: Supervisors Powers, Fanden, Torlakson, McFeak NOES: None ABSENT: Supervisor' Schroder ABSTAIN None SUBJECT Approval of Side Tetter with ) " AFSCME, Local'No. 512 ) Resolution No. 92/191 ) BE IT RESOLVED that the Board of Supervisors of Contra Costa County APPROVES the side totter (copy attached and included as part of this document), jointly signed by Harry D., Cisterman, Director of Personnel, and Linda Gregory, Business Agent, Professional & Technical Employees, AFSCME, Local No. 512, regarding economic terms and conditions for 1991-1933 for those classifications represented by Local No. 512. hereby cWRY that this is a trub and correct copy of an action taken and entered on no minutes of the Boar++of Suneryis s on the elate shown. ATTESTED, � ILL— PHI C3A Ek OR,Clerk of the Board *I Supervisors and County Administrator by Deputv Orig. Dept: Personnel Department cc: Auditor-Controller/Payroll Affected Departments AFSCME, Local No 512 Resolution No. 92/191 Contra Per t nnel Department Costa Administration Bldg. C n� 651 Pine Strut Martinez, California 94553-1232 r`', a!,r,*4 April 3 1992 Jim Hicks, Business Agent Professional & Technical Employees AFSCME, Local 512 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, 1992 through September 3U, 1993 for approval by the Board of Supervisors. This agreement is entered into by County representatives and Professional and Technical Employees, AFSCME, Local 512representatives 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 512 are listed below: • Lump sum payment retro from 1011/91 to 2/29/92:' 3 • Wage increase effective 3/1/92: 30 levels • Wage increase effective 10/1/92: 30 levels The County and the union also agreed to the following economic issues: Health Mental Plan Adjustments As a member of the Health Care Coalition, Local 512 has agreed to revised subvention rates and plan charges specified in the attached January 28, 1992 settlement agreement. 6th & 7th Steeps for Account Clerk SLipervisors. The above job class will have a 6th and 7th step' {2-1/2% each step) added to its salary range. Elimination of VDT &Ward Processing Differentials The above two differentials will be eliminated and in return the County will acid $50 to the salary ranges of certain' job classes where there are employees currently receiving either differential. Benefit Improvements. Supervisory classes will be given an increase in deferred compensation contribution plus other benefit'changes in line with benefits received by ether supervisory classes Professional Development Allowance. Classes within the Clerical Supervisor, Income Maintenance and Social Service Staff Specialist Units will have their professional development allowance increased by $50/month. ............................. ............................ ........... .................................... .................... .......... Institutional Supervisor A)ifferentlal. Probationwin pay . . 2.5% differential to Institutional Supervisor I'sforhours worked as a Building Superintendent after a qualifying period of 72 cumulative hours. Safety Boot Allowance. Engineering Technicians will be reimbursed for safety shoes at the rate of $70 this year and $80 next year. Elimination of Pay for Performance Plan. Social Service Program Analysts will receive a 25 level increase in their salary range effective January 1, 1992 in lieu of current "pay for performance plan". Additional Languaze- 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. a Reduction in pay not to exceed 5% for 3 months as an option for disciplinary action. 0 Furlough days without pay up to 15 calendar days. * Study Clerical Supervisors in the Family Support Division of the District Attorney's office and review with departments other Clerical Supervisors alleged to be performing Office Manager duties. • Revised transfer policy including 3 months probation. • Regular review of workload in Income Maintenance Units of the Social Service Department. • Study improved retirement benefits. 0 Study 457 ineligible deferred compensation. 0 Adopt revised family leave policy. 0 Revised County sick leave policy. • Meet and confer with Engineering Technicians regarding differentials for various professional certifications, evaluation, rotation and movement within deep class. If the foregoing conforms to your understanding, please indicate your approval and acceptance in the space provided below. Dated: CONTRA COSTA COUNTY AFS- �- �, CAL 512 Jim,-Hicks', `Bul.�infess Agent Harry/ P. Cisterman Direcwr of Personnel Richard K. Heyne Employee R elatio M ager PJW:JM.yba N/512.sl cc: Personnel/Records Auditor/Payroll ......................... ................ ......... ;;;p........ ................................ .......... .. .. ... ... ..............................