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HomeMy WebLinkAboutRESOLUTIONS - 01011999 - 1999-586 C,;5-7 THE BOARD OF SUPERVISORS OF CONTRA COSTA COUNTY, CALIFORNIA Adopted this Order on November 16. 1999 by the following vote: AYES: Supervisors Gioia, Uilkema, beSaulnier and Canciamilla NOES: None ABSENT: Supervisor Gerber ABSTAIN: None SUBJECT: Adopt Letter of Understanding ) With SEIU Local 535 ) Resolution No 99/ 586 Service Line Supervisors Unit BE IT RESOLVED that the Board of Supervisors of Contra Costa County ADOPT the Letter of Understanding (copy attached and included as part of this document), jointly signed by Kathy Ito, Labor Relations Manager, and Joyce Baird, SEIU Local 535 Service Line Supervisors Unit Sr. Field Representative, regarding economic terms and conditions for October 1, 1999 through September 30, 2002 for those classifications represented by that employee organization. I hereby certify that this Is a true and correct copy of an action taken and entered on the minutes of the Board of Supervisors on the date shown. ATTESTED: Nmra ba- 16 399 = PHIL BATC ELOA, clerk of the Board of S rvis r and c y Administrator By " Deputy Orig. Dept.: Human Resources Department(Kathy Ito @ 5-1785) cc: Labor Relations Unit Personnel Services Unit Auditor-Controller/Payroll Employment and Human services Department Health Services Department Probation Department Joyce Baird, Local 535 ContraHuman Resources Cosh [department County Administration Bldg. ' 651 Pine Street,Third Floor Martinez, California 94553-1252 (925) 335-1770 Leslie T. Knight Director of Human Resources November 11, 1999 Ms. Joyce Baird, Sr. Field Representative SEIU, Local 535 661 --27"' Street Oakland, CA 94612 RE: ECONOMIC TERMS & CONDITIONS FOR SEW LOCAL 535, SERVICE LINE SUPERVISORS UNIT 1999-2002 LETTER OF UNDERSTANDING Dear Ms. Baird. This confirms agreement to submit this Letter of Understanding outlining negotiated wage agreements and other economic terms and conditions of employment beginning October 1, 1999 through September 30, 2002 for approval by the Board of Supervisors. This letter expresses wage and benefit changes and other terms and conditions of employment, agreed upon between Contra Costa County and SEW Local 535, Service Line Supervisors Unit which shall be implemented upon approval by the Board of Supervisors and expressed in a comprehensive Memorandum of Understanding (MOU)which is being prepared. The Tentative Agreements attached hereto are incorporated herein by reference. A comprehensive MOU will be finalized by the parties as soon as possible and submitted to the Board of Supervisors for further approval. Pending such further approval, the terms and conditions of employment of employees represented by Local 535, Service Line Supervisors Unit are expressed in the last expired MOU, subject to the terms of this Letter of Understanding. COALITION AGREEMENTS 1. Wage Increases: October 1, 1999: 5.0% increase October 1, 2000: 3.0/0 increase October 1, 2001: 4.0% increase 2. Lump S� um Paves. A five percent (5%) Lump Sum Pay will be calculated for all eligible earnings. This includes employee regular pay, overtime pay and specific other earnings computed as a percentage of base pay from October 1, 1999 through October 31, 1999. A. The October 1, 1999 increase will be paid retroactively in a lump sum payment to each employee for the period October 1, 1999 through October 31, 1999, without interest. B. The payment amount thus computed will be paid on the December 10, 1999 pay warrant as a "Lump Sum Payment" and will be subject to normal tax withholding and retirement deduction requirements. 3. Catastrophic Lem Bank. Modify to allow employees to donate hours either to a specific eligible employee or to the bank. Employees who elect to donate to a specific individual shall have seventy-five percent (75%) of their donation credited to the individual and twenty-five percent (25%) credited to the Catastrophic Leave Bank. 4. Disllll . Amend section to add Psychologist to the list approved for examination of employees. 5. Health Care Spending nding Account. Increase the amount of pre-tax dollars an employee may set aside from $2400 to $3000 per year for health care expenses not reimbursed by any other health benefits plan. 6. Probation Perlod. Increase minimum from six (6) to nine (9) months for original entrance appointments. 7. Retirement Coverage. Clarification of language regarding conversion of medical plan upon retirement. -2- 8. 'Workers' Compensation. Reduce amount of continuing pay for all permanent employees from eighty-seven percent (87%) to eighty-six percent (86%) of regular monthly salary for all claims filed on or after January 1, 2000. Clarify continuing pay and waiting period language. Follow-up treatment visits are to be scheduled contiguous to either the beginning or end of the scheduled work day whenever possible. 9. MedicaV©entaILLife Insurance Adjustments. From January 1, 2000 to September 30, 2002, the medical, dental and life insurance benefits for permanent employees regularly scheduled to work twenty (20) or more hours per week shall be those expressed in the Tentative Agreements between Contra Costa County and the members of the Labor Coalition dated October 1, 1999, a copy of which is attached hereto. 10. Heath Plans. The County and the Health Care Oversight Committee, as a sub-committee of the County and the Labor Coalition, shall 1) seek and secure mutually agreeable options of health plans which provide improved "portability" for participants and 2), consider certain issues regarding CCHP and improvements in vision care coverage. 11. Bilingual M. Increase differential to seventy dollars ($70.00) per month effective October 1, 1999; to seventy-five dollars ($75.00) per month effective October 1, 2000; and to eighty dollars ($80.00) per month effective October 1, 2001. 12. Parr for Work In Higher Classification. The rate of pay established for work in a higher classification shall commence on the 41st consecutive hour in the assignment. 13. Permanent-inter, enMm o�raryElm llooy a Medical. The County agrees to provide CCHP Plan A-2 to Permanent-Intermittent and Temporary Employees who meet the eligibility requirements. 14. Joint Labor/Management Committee. Create a subcommittee to review the Memorandum of Understanding and recommend correction of inadvertent errors, deletion of obsolete language, etc. 15. Grlevance Procedure. Step 4 — Adjustment Board may be waived by the written mutual agreement of the parties. -3- 16. Ergonomics. No later than May 15, 2000, the County will submit for Coalition input revisions to Administrative Bulletin No. 426 dated April 17, 1990, and an Ergonomic Field Guide with a goal of finalization by June 30, 2000. 17. Personnel Files. The employee's union representative, with written authorization by the employee, shall have the right to inspect and review any official record(s) in an employee's personnel file in the Human Resources Department or in the employee's personnel file in their Department. If Senate Bill No. 172, regarding inspection of personnel records by employees, is signed into law, the Director of Human Resources agrees to advise departments of the statutory requirements and the County's obligation to comply. 18. Domestic Partner. Add Domestic Partner to definition of Immediate Family in Sick Leave Section. UNIT TABLE AGREEMENTS, 19. This agreement shall remain in full force and effect from October 1, 1999 to and including September 30, 2002. 20. Letter confirming intentions of the Employment and Human Services Department concerning supervisory staffing in Children's Services Units. 21. Effective October 1, 1999, the County agrees to increase the base pay of the Social Work Supervisor 11 classification by three percent (3%). 22. Employment and Human Services Department will implement a 4/10 work schedule in accordance with Labor-Management Committee finalized guidelines. The Department will meet and confer to discuss the impact of any unit exclusions from the 4/10 work schedule. 23. Beginning January 1, 2000, employees shall be eligible for Professional Development reimbursement of up to four hundred dollars ($400) for each two (2) year period. 24. Effective October 1, 1999, the quarter and semester restrictions will be removed from Training Reimbursement. -4- 25. Effective January 1, 2000, the County's contribution to eligible employees who participate in the County's Deferred Compensation Plan will be increased from forty dollars ($40) per month to fifty dollars ($50) per month. 26. Effective January 1, 2000, the Group Term Life Insurance will be increased from $35,000 to $45,000. Dated: 1 111 -,7ale) CONTRA COSTA COUNTY SEW LOCAL 535, SLS UNIT L; Kathy Ito, Labor keiations Manager ?oyce Baird, Sr. Fiel ep enY ative LR:un ions\seiu\535su pv99-02 cc: Leslie Knight, Director of Human Resources Human Resources Division-Personnel Services Unit John Cullen, Employment and Human Services Director Judy Campbell, Employment and Human Services Personnel Officer Auditor/Payroll _�o LABOR COALITION — 1999 NEGOTIATIONS COUNTY SETTLEMENT PACKAGE PROPOSAL Presented: October 1, 1999 04:15 AM COALITION PROPOSALS 1. SALARY 10/1/99-5% 1011100-3% 1011/01 -4% 2. LONGEVITY Drop 3. BENEFITS Attached Tentative Agreement 9. TEMP. LANGUAGE Attached Tentative Agreement 21. PIITEMP MEDICAL -Subvention Temp. - 50% PI --64% as full and final settlement of all temporary proposals -Plan Design CCHP Plan A-2 -Eligibility (Temps.) -3 continuous months @ 50% average per month -Minimum of 40 hours per month -Maintain average 50% YTD from date of eligibility -Pre-pay. Effective first of month of eligibility (PIs) -3 continuous months @a 50% average per month -Maintain if in paid status -Pre-pay. Effective first of month of eligibility -Family: option to purchase at employee expense -Other Health Plans -- Current MOU provisions/100% employee expense -Implementation -120 Days after all Coalition Employee Organizations sign their respective Letters of Understanding (first of following month) -60 Day Initial Open Enrollment -30 Day Subsequent Open Enrollment COUNTY PROPOSALS 2. ANNUALIZED HRLY Drop RATE 9. PROBATIONARY Increase minimum from 6 to 9 months for new hires PERIOD Merit Increases — Status Quo Use of Vacation --Status Quo (after 6 months) 11. WORKERS Attached Proposal -- 9/39/99 COMPENSATION 14. DIRECT MAILING Drop TENTATIVE AGREEMENT Dated: I CONTRA COSTA CjjJNTY LABOR C ALITION /`e 61 LABOR COALITION _ 1999 NEGOTIATIONS ALL EMPLOYEE ORGANIZATIONS MANAGEMENT PROPOSAL NO. 3 Presented: 06/10/99 Revised: 08/18199 Revised: 08126/99 Revised: 08/30/99 CATASTROPHIC LEAVE BANK Program DeOgn. GE#erf:„e April 1,- T994 The County Human Resources Department will beg eperzation 9 operate a Catastrophic Leave Bank which is designed to assist any County employee who-has exhausted all paid accruals due to a serious or catastrophic illness, injury, or condition of the employee or family member. The program establishes and maintains a Countywide bank wherein any employee who wishes to contribute may authorize that a portion of his/her accrued vacation, compensatory time, holiday compensatory time or floating holiday be deducted from those account(s) and credited to the Catastrophic Leave Bank. Employees may donate hours either to a specific eligible employee or to the bank. Upon approval, credits from the Catastrophic Leave Bank may be transferred to a requesting employee's sick leave account so that employee may remain in paid status for a longer period of time, thus partially ameliorating the financial impact of the illness, injury,or condition. Catastrophic illness or injury is defined as a critical medical condition, a longterm major physical impairment or disability which manifests itself during employment. Operation. The pian will be administered under the direction of the Director of Human Resources. The Human Resources Department will be responsible for receiving and recording all donations of accruals and for initiating transfer of credits from the Bank to the recipient's sick leave account. Disbursement of accruals will be subject to the approval of a six (6) member committee composed of three (3) members appointed by the County administrator and three (3) members appointed by the majority representative employee organizations. The committee shall meet as necessary to consider all requests for credits and shall make determinations as to the appropriateness of the request. and the amount ef aGrFuals to be awa The committee shall determine the amount of accruals to be awarded for employees whose donations are non-specific. Consideration of all requests by the committee will be on an anonymous requester basis. Hours transferred from the Catastrophic Leave Bank to a recipient will be in the form of sick leave accruals and shall be treated as regular sick leave accruals. To receive credits under this plan, an employee must have permanent status, must have exhausted all time off accruals to a level below eight (8) hours total, have applied for a medical leave of absence and have medical verification of need. Donations are irrevocable unless the donation to the eligible employee is denied. and Donations may be made in hourly blocks with a minimum bleGks donation of not less than four (4) hours from balances in the vacation, holiday, floating holiday, compensatory time, or holiday compensatory time accounts. Employees who elect to donate to a specific individual shall have sever five Orcent (7 510) of their donation credited to the individual and twenty-five percent2( §%) credited to the Catastrophic Leave_Bank. Time donated will be converted to a dollar value and the dollar value will be converted back to sick leave accruals at the recipient's base hourly rate when disbursed. Credits will not be on a straight hour-for-hour basis. All computations will be on a standard 173.33 basis, except that employees on other than a forty (40) hour week will have hours prorated according to their status. Any recipient will be limited to a total of one thousand forty (1040) hours or its equivalent per catastrophic event; each donor will be limited to one hundred twenty (120) hours per calendar year. No element of this pian is grievable. All appeals from either a donor or recipient will be resolved on a final basis by the Director of Human Resources. This GataStFOPhir. Leave Sank pregr-am is adopted on a twelve month (12) p subjed to GensideFation of administFative ease Of r by employees. No employee will have any entitlement to catastrophic leave benefits. The award of Catastrophic Leave will be at the sole discretion of the committee, both as to amounts of benefits awarded and as to persons awarded benefits. Benefits may be denied, or awarded for less than six (6) months. The committee will be entitled to limit benefits in accordance with available-contributions and to choose from among eligible applicants on an anonymous basis those who will receive benefits e, X�ept for hours donated to a specific em„plo eY,e. In the event a donation is made to_a specific employee and the committee detennines the employee does not meet the Catastrophic Leave Bank criteria, the donating employee may authorize the hours to be donated to the bank or returned to the donor's account. The donating employee will have fourteen (14) calendar days from notification tp submit his/her decision regarding the status of their donation or the hours will be irrevocably transferred to the Catastrophic Leave Bank. Any unused hours transferred to a recipient will be returned to the Catastrophic Leave Bank. Local One —Section 15 Local 512 —Section 15 Local 535 R&P —Section 15 Local 535 Supv— Section 16 Local 2740 —Section 15 Appraisers —Section 15 CNA—Section 15 PCOCC — Section New INCE —Section 15 TENTATIVE AGREEMENT Crated: CONTRA COSTA COUNTY LABOR COALITION LABOR COALITION — 1999 NEGOTIATIONS ALL EMPLOYEE ORGANIZATIONS MANAGEMENT PROPOSAL NO, 4 Presented: 06110/99 Revised: 07/01/99 DISABILITY B. An appointing authority who has reasonable cause to believe that there are physical or mental health conditions present in an employee which endanger the health or safety of the employee, other employees, or the public, or which impair the employee's performance of duty, may order the employee to undergo at County expense and on the employee's paid time, a physical, medical examination by a licensed p_ysician and/or a psychiatric examination by a licensed physician or 12sycho o ist, and receive a report of the findings on such examination. If the examining physician or psychologist recommends that treatment for physical or mental health problems, including leave, are in the best interests of the employee or the County in relation to the employee overcoming any disability and/or performing his or her duties, the appointing authority may direct the employee to take such leave and/or undergo such treatment. Local One — Section 14.5 Local 512 — Section 14.5 Local 535 R&F - Section 14.5 Local 535 Supv - Section 14.5 Local 2700 - Section 14.5 Appraisers - Section 14.5 CNA - Section 14.5 PDOCC - Section 9.5 WCE - Section 14.5 TENTATIVE AGREEMENT Dated: �— /, ,/fI" CONTRA COSTA COUNTY LABOR COALITION a LABOR COALITION -r 1999 NEGOTIATIONS ALL EMPLOYEE ORGANIZATIONS MANAGEMENT PROPOSAL NO. 7 Presented: 06/10/ 99 HEALTH CARE SPENDING ACCOUNT (LOCAL ONE, 512, 535R&F, 2700, APPRAISERS, CNA, WCE) The County will offer regular full-time and part-time (20140 or greater) County employees the option to participate in a Health Care Spending Account (HCSA) Program designed to qualify for tax savings under Section 125 of the Internal Revenue Code, but such savings are not guaranteed. The HCSA Program allows employees to set aside a pre-determined amount of money from their paycheck not to exceed $2400 3000 per year, for health care expenses not reimbursed by any other health benefits plan with before tax dollars. HCSA dollars can be expended on any eligible medical expenses allowed by Internal Revenue Code Section 125. Any unused balance cannot be recovered by the employee. (535 SUPV, PDOCC) , The County will offer regular full-time and part-time (20/40 or greater) County employees the option to participate in a Health Care Spending Account (HCSA) Program designed to qualify for tax savings under Section 125 of the Internal Revenue Code, but such savings are not guaranteed. The HCSA Program allows employees to set aside a pre-determined amount of money from their paycheck not to exceed 9 "� per year, iui i i�aiL11 t';a1 c wApt:11%mb i iut rei,mbu:wed by an, other 'jwalth benefits plan with before tai:dollars. HCSA dollars can be expended on any eligible medical expenses allowed by Internal Revenue Code Section 125. Any unused balance cannot be recovered by the employee. Local One— Section 19.10 Local 512 -- Section 20.9 Local 535 R&F — Section 18.9 Local 535 SUPV— Section 19.9 Local 2700 — Section 20.9 Appraisers —Section 18.9 CNA— Section 18.8 PDOCC —Section 12.9 WCE— Section 18.8 TENTATIVE AGREEMENT Dated: CONTRA COSTA COUNTY LABOR COALITION 4 LABOR COALITION — 1999 NEGOTIATIONS ALL EMPLOYEE ORGANIZATIONS MANAGEMENT PROPOSAL-NO. 9 Presented: 06/10/99 Revised: 09/30/99 Revised: 10/14/99 Revised: 11/09/99 PROBATIONARY PERIOD FALL EMPLOYEE ORGANIZATIONS EXCEPT CNA and PDOCC) Duration. All appointments from officially promulgated employment lists for original entrance of and promotion shall be subject to a probationary period. For original entrance appointments, the probationary T-h4s period shall be from sit nine (9) months to two (2) years duration. For promotional appointments, the probation period shall be from six (6) months to two (2) years duration. (PDOCC) SECTION 29 — PROBATIONARY PERIOD Effective with Board of Supervisors' approval of the MOU, upon initial appointment employees in classifications subject to this MOU (excluding Exempt Medical Staff Resident Physicians) shall serve a six (6) nine (9) month probationary period commencing on the date of appointment. The probationary period shall not include time served in temporary appointments or any period of continuous absence exceeding fifteen (15) calendar days. Employees will receive an evaluation during the probationary period. 1 (LOCAL ONE) 20.2 Glasses With Probationary Period Over Six (6)/Nine (9) Months. Listed below are those classes represented by the Union which have probation periods in excess of six (6) nine (9) months for original entrance appointments and six (6) months for promotional appointments: Agricultural Biologist Trainee - one (1) year Animal Control Officer - one (1) year Apprentice Mechanic - two (2) years Deputy Probation Officer I - one (1) year Deputy Public Defender - one (1) year Family Support Collections Officer - one (1) year Probation Counselor I - one (1) year Public Service Officer - one (1) year Security Guard - one (1) year Weights & Measures Inspector Trainee - one (1) year (LOCAL #512) 21.2 Probation Periods Over Six (6)/Nine (9) Months. Classes represented by the Union which have probation periods in excess of six (6) nine (9) months for original entrance appointments and six (6) months for promotional appointments: Appraiser bide — One (1) year Junior Appraiser— One (1) year (LOCAL #535 RANK & FILE UNIT— Section 99.2) (LOCAL #535 SERVICE LINE SUPERVISORS UNIT— Section 20.2) Classes With Probation Periods Over Six (6)/Nine (9) Months. Listed below are those classes represented by the Union which have probation periods in z excess of six (6) nine (9) months for original entrance appointments and six (6) months for promotional appointments: None. THE ABOVE MODIFICATIONS RE PROBATIONARY PERIODS OVER 6l9 MONTHS IS NOT APPLICABLE FOR INCE, LOCAL 2700 CNA OR PDOCC. (ALL EMPLOYEE ORGANIZATIONS— EXCLUDING CNA AND PDOCC) 20.3 Revised Probationary Period. When the probationary period for a class is changed, only new appointees to positions in the classification shall be subject to the revised probationary period. 20.4 Criteria. The probationary period shall date from the time of appointment to a permanent position after certification from an eligible list. It shall not include time served under provisional appointment or under appointment to limited term positions or any period of continuous leave of absence without pay or period of work connected disability exceeding fifteen (15) calendar days. For those employees appointed to permanent-intermittent positions with a sib nine (9) month probation period, probation will be considered completed upon serving , ) fifteen hundred (1,500) hours after appointment except that in no instance will this period be less than sib) nine (9) calendar months from the beginning of probation. If a permanent-intermittent probationary employee is reassigned to full-time, credit toward probation completion in the full- time position shall be prorated on the basis of one hundred seventy-three (173) hours per month. Local One — Section 20 Local 512 — Section 21 Local 535 R&F — Section 19 Local 535 SLS — Section 20 Local 2700 -- Section 21 PDOCC — Section 29 WCE — Section 19 3 TENTATIVE AGREEMENT Dated: 1 { t t 19 9 CONTRA COSTA COUNTY LABOR COALITION 4�4 ( :Ae d LABOR COALITION -- 1999 NEGOTIATIONS ALL EMPLOYEE ORGANIZATIONS MANAGEMENT PROPOSAL N9-. 10 Presented: 06/10199 Revised: 09/23/99 RETIREMENT COVERAGE (ALL EMPLOYEE ORGANIZATIONS) 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 their membership by either continuing to nay their monthly premium to the County by the deadlines established by the County or converting to individual conversion memberships from the County plan through the medical plan carver, if available. 491 CheiGe Health Plan, subscAbeFs may enFell !A arty health plan offeFed by GONT Local One - Section 19 Local 512 - Section 20 Local 535R&F - Section 18 Local 535 SUPV- Section 19 Local 2700 - Section 20 CNA - Section 18 PDOCC - Section 12 WCE- Section 18 TENTATIVE AGREEMENT Dated: 9130 L95 COUNTY COALITION LABOR COALITION•- 1999 NEGOTIATIONS ALL EMPLOYEE ORGANIZATIONS MANAGEMENT PROPOSAL NOA'I Presented: 06110199 Revised: 09/23/99 Revised: 09130199 SAMP E LANGUAGE WORKERS' COMPENSATION AND CONTINUING PAY Local One Workers' Compensation. A permanent non-safety employee shall continue to receive ° the appropriate percent of regular monthly salary, for all accepted claims filed before January 1. 2000, during any period of compensable temporary disability absence not to exceed one year. For all accepted claims filed with the County on or after January 1, 1997 2000, the percentage of pay for employees entitled to Workers' Compensation shall be decreased from 8907% to 86%. All savings geneFated- will be used towaFd oftettiAg 4R Gounty subvention of pFemiums forn health and . If Workers' Compensation becomes taxable, the County agrees to restore the Ginn original_ benefit level (100% of monthly salary) and the parties shall meet and confer with respect to funding the increased cost. A. Waitin : (Excludes Local 535 R&F/Supv) 4. Empleyeeewhe leave weFk as a resuft of an on the job injury will have the balanGe of that day ehar-ged to sirk leave andlof YaGation aoepjaIG-. This vAll be GensideFed as the last day 1 benef+ts. There is a three (3) calendar day PCs waiting period before Workers' Compensation sta#s benefits commence. If the injured worker loses any time on the day of injury, that day counts as day one (1) of the waiting period If the injured worker does not lose time on the date of injury the waiting period will be the first three (3)- calendar days the employee does not work as a result of the injurv.The time the employee is scheduled to work during this waiting period will be charged to the employee's sick leave and/or vacation accruals. In order to qualify for Workers' Compensation the employee must be under the care of a physician. Temporary compensation is payable on the first three (3) days of disability when the injury necessitates hospitalization, or when the disability exceeds fourteen (14) days. B. Continuing Pay. A permanent employee shall receive 88% of regular monthiv salary during any period of compensable temporary disability not to exceed one year. absenGe .is. - -f the jaRuaFy y he Health GaFee . "Compensable temporary disability absence" for'the purpose of this Section, is any absence due to work connected disability which qualifies for temporary disability compensation under Workers' Compensation Law set forth in Division 4 of the California Labor Code. When any disability becomes medically permanent and stationary, the salary provided !A by this Section shall terminate. The employee shall FetuFn to the No charge shall be made against sick leave or vacation for these salary payments. Sick leave and vacation rights shall not accrue for those periods during which continuing pay is received. salaFy payments aFe FAade. Employees shall be entitled to a The maximum peded of one 1 year of continuing pay benefits for any one injury or illness_ shall be one yeaF ..-m the date e tempeFaFy disability, C. Continuing pay begins at the same time that temporary Workers` Compensation benefits commence staid and continues until either the member is declared medically permanenttstationaryyi-4he tempeFaFy disability ends, or until one (1) year of continuing, pay, ffem the date of , whichever comes first provided the employee remains in an active employed status. Continuing pay is automatically terminated on the date an employee is separated from County service by resignation retirement layoff, or the employee is no longer employed by the Counly. In these instances em to ees will be paid Workers' Comoensation benefits as prescribed by Workers' Compensation laws. All continuing pay uAdeF the WGFkeFS' will be cleared through the County Administrator's Office, Disk Management Division. (Excludes 535 R&F/Supv) Whenever an employee who has been injured on the job and has returned to work is required by an attending physician to leave work for treatment during working hours the employee shall be allowed time off up to three (3) hours for such treatment without loss of pay or benefits. Said visits are to be scheduled contiguous to either the be-ginning or end of the scheduled work day whenever possible This provision applies only to injuries/illnesses that have been accepted by the County as work related. Local One--Section 94.8 Local 512-Section 17 Local 535 R&F-Section 14.8 Local 535 Supv-Section 15.1 Local 2708-Section 17 Apprale-e-m—-Section 144 CNA-Section 14.8 PDOCC-Section 9.6 WCE-Section 14.8 TENTATIVE AGREEMENT Dated: I d t COUNTY COALITION PDO r LABOR COALITION — 1999 NEGOTIATIONS ALL ORGANIZATIONS UN-FY COUNTER TO COALITION No. 3 HEALTH &-`WELFARE-a LIFEi DENTAL CARE thmug' — " Dental Plan, Safeguard Dental Plan, Aetna Wfe insuranwe and the mediGal insuFanGe options of KaiseFPen:nanente Foundation Health Plan, and the GentFa Gesta Gounty Wealth Plan, to all perma Owing the teFm of-this 9 heafth, dental and related benefits rentained in the januaFy 13, 4 AgFeement (AftaGhment N) between the Gounty and the Health Gealition t=aboF Coalition shall be in effed, The County will continue to offer existing County Group Benefit Programs of medical, dental and life insurance coverage through December 31, 1999 to all permanent employees regularly scheduled to work twenty (20) or more hours per week. Effective January 1, 2000, the County will offer Group Benefit Programs for medical, dental and life insurance coverage to all permanent employees regularly scheduled to work twenty (20) hours or more per week as described in the September_30, 1999 agreement (Attachment ) between the County and the Labor Coalition. TENTATIVE AGREEMENT Crated: 10 IAIC' c) CONTRA COSTA LINTY LABOR COALITION • - rS a .• LABOR COALITION—1999 NEGOTIATIONS ALL EMPLOYEE ORGANIZATIONS COUNTY COUNTER TO COALITION NOs. 3A. 3B. 12 & 20 Presented: 09/24/89 Revised: 09/30/88 TENTATIVE AGREEMENT MEDICALJDENTAL/LIFE INSURANCE ADJUSTMENTS COVERAGES OFFERED Effective January 1, 2000, the County will offer the following plans: Contra Costa Health Plans (CCHP) A & B, Kaiser, Health Net HMO, Health Net PPO, Delta and PMI Delta Care Dental Effective January 1, 2000 the County will terminate their contracts with Foundation Health Systems PPO (FHSPPO) and Safeguard A& B Dental. HEALTH PLAN SUBVENTION Effective January 1, 2000, the County subvention for medical plans will be as follows: CCHP A 98% CCHP B 90% Kaiser 80% Health Net HMO 80% Health Net PPO 66.27% - The County and Coalition will equally share (50/50) the amount of any premium increases DENTAL PLAN SUBVENTION Effective January 1, 2000, the County subvention for Dental plans will be as follows: Delta Dental/CCHP A/B 98% PMI Delta Care/CCHP A/B 98% Delta Dental 78% PMI Delta Care 78% at 3 year rate guarantee Dental Only County pays all but .01 MEDICAL PLAN ENHANCEMENTS Effective January 1, 2000 benefits will be added to the medical plans as follows: acupuncture No co-pay/10 visits per calendar year Outpatient Durable Medical Equipment No co-pay CCHP B Acupuncture $5 co-pay/10 visits per calendar year Chiropractic $5 co-pay/20 visits per calendar year Outpatient Durable Medical Equipment No co-pay HEALTH NET HMO Chiropractic $10 co-pay/20 visits per calendar year Outpatient Durable Medical Equipment No co-pay KAISER Office, Emergency Room & Rx co-pays Increase co-pay from $3 to $5 Diabetic Testing Supplies No Co-pay Chiropractic $15 co-pay/20 visits per calendar year Outpatient Durable Medical Equipment No co-pay jELTA DENTAL PLAN ENHANCEMENTS Increase Annual Maximum from $1200 per member to: $1400 1/1/2000 $1500 1/1/2001 $1600 1/1/2002 DOMESTIC PARTNER Domestic Partner and dependents eligible to participate in health/dental coverage contingent upon meeting eligibility and enrollment requirements. LIFE INSURANCE Effective January 1, 2000 increase coverage from $3000 to $7500 for employees enrolled in either a health and/or dental plan. HEALTH CARE OVERSIGHT COMMITTEE 'he Committee shall continue in its current format. OPEN ENROLLMENT Open enrollment shall be held September 1 through October 15, 2000 and 2001 for coverage effective January 1, 2001 and 2002 respectively. Open enrollment for coverage effective January 1, 2003 shall be dependent on the outcome of negotiations. PLAN MODIFICATIONS It is understood that the County shall not seek to discontinue or modify any health or dental plan currently provided. However, if a provider discontinues or modifies benefits pursuant to the provider's agreement with the County, the County shall immediately, upon knowledge of this potential, meet and confer regarding replacement or proposed modification to the contract with the provider. Replaces: Local One --Attachment N Local 512—Attachment B Local 535 R&F—Attachment D Local 535 Supv—Attachment C Local 2700 —Attachment E CNA—Attachment C WCE--Attachment A 'ENTATIVE AGREEMENT Dated: (d 1 1 1 g 49 CONTRA C STA CO TY LABO OALITIO 4gCw, - � LABOR COALITION — 1999 NEGOTIATIONS COUNTY COUNTER TO COALITION-NO. 3C& E Presented: 07108/99 Revised: 07/15199 Revised: 07129/99 3. Benefits Health Pians C. The County and the Health Care Oversight_Committee, as a sub- committee of the County and the Labor Coalition, shall seek and secure mutually agreeable options of health plans which provide improved "portability" for participants. E. The County and the Labor Coalition agree that the joint laborlmana ement Health Care Oversight Committee shall consider the following issues: 1 improve the appointment scheduling for CCHP 2 Reduce the wait for pharmacy orders for CCHP 3. Expand.the portability of CCHP 4 Improve vision care coverage The Committee shall report its findings to the County and the Labor Coalition by no later than July 1 2000 following NWIch, upon request, the parties will meet and confer regarding, options. LABOR COALITION -- 1989 NEGOTIATIONS COUNTY COUNTER TO COALITION NO. 3C& E Page 2 TENTATIVE AGREEMENT Dated: 1 lu 112 CONTRA COSTA COUNTY LABOR COALITION 'ooe-, G LABOR COALITION — 1999 NEGOTIATIONS CUUNIY COUNTER 70 CQALITfON NQ, 13 Presented: 00130/99 Revised: 09123/99 BILINGUAL PAY A salary differential of # ltars ($ seventy dollars 070.00) per month shall be paid incumbents of positions requiring bilingual proficiency as designated by the appointing authority and Director of Human Resources. Said differential shall be paid to eligible employees in paid status for any portion of a given month. Designation of positions for which bilingual proficiency is required is the sole prerogative of the County. The Union shall be notified when such designations are made. Effective X996 October 1. 2000, the current program differential shall be increased to a total of seven five dollars ($75) per month. Effective1997—October 1. 2001, the differential shall be increased to a total of ei h dollars ($80) per month. Local One - Section 26 Local 512 - Section 27 Local 535R&F - Section 25 Local 535 SUPV- Section 26 Local 2700 - Section 27 CNA- Section 25 TENTATIVE AGREEMENT Dated: -t - COUNTY COALITION LABOR COALITION -- 1999 NEGOTIATIONS ALL EMPLOYEE ORGANIZATIONS COUNTYCOUNTER TO CO LITTON NO, 17 Presented: 09/13/99 SECTION 5 — SALARIES Section 5.14 - Pay for Work In Higher Classifica ion. When an employee in a permanent position in the merit system is required to work in a classification for which the compensation is greater than that to which the employee is regularly assigned, the employee shall receive compensation for such work at the rate of pay established for the higher classification pursuant to Subsection 5.10 -• Salary on Promotion of this MOU, commencing on the 7e 41St consecutive hour in the assignment, under the following conditions: Local One — Section 5.14 Local 512 — Section 5.15 Local 535 R&F - Section 5.15 Local 535 Supv - Section 5.15 Local 2700 - Section 5.15 Appraisers - Section 5.16 CNA - Section 5.17 PDOCC — N/A WCE - Section 5.14 TENTATIVE AGREEMENT Dated: CONTRA COSTA COUNTY LABOR COALITION 4ti IV, A LABOR COALITION— 1999 NEGOTIATIONS ALL EMPLOYEE ORGANIZATIONS COUNTY COUNTER TO COALITtt}N flIO. 23 Presented: 07108199 23. The Counter and the Coalition agree to establish a subcommittee comprised of up to nine (9). labor and up to five (5). management employees to review the respective MOUs and -to identify and recommend to the parties, corrections, clarifications, and revisions of all inadvertent errors and omissions of Coalition- related language. The .parties agree to take this proposal to the individual bargaining tables to discuss establishment of a subcommittee for their MOUS. y TENTATIVE AGREEMENT Dated: CONTRA COSTA COU-NTY LABOR COALITION 00 ic�Cc �. ' c '' LABOR COALITION — 1990 NEGOTIATIONS COUNTY COUNTER TO COALITION NO. 6 Presented: 09/30/99 GRIEVANCE PROCEDURE (ALL EMPLOYEE ORGANIZATIONS) Step 4— Adjustment Board This step of the grievance procedure may be waived by the written mutual agreement of the parties. Local One — Section 25 Local 512 — Section 26 Local 535 R&F — Section 24 Local 535 SUPV — Section 25 Local 2700 — Section 26 CNA— Section 24 PDOCC — Section 15 WCE —Section 24 TENTATIVE AGREEMENT Dated: Li 9 CONTRA COSTA CONTY LABOR COALIT N LABOR COALITION — 1999 NEGOTIATIONS COUNTY COUNTER TO COALITION-NO, 8 Presented: 09/23/99 Revised: 09123/99 Revised: 09/30/99 ERGONOMICS No later than May 15, 2000, the County will submit for Coalition input revisions to Administrative Bulletin No. 426 dated April 17, 1990 and an Ergonomic Field Guide, with a goal of finalization by June 30, 2000. TENTATIVE AGREEMENT Dated: 1qq CONTRA COSTA COU , TY LABOR COALITION LABOR COALITION -- 1999 NEGOTIATIONS ALL EMPLOYEE ORGANIZATIONS COUNTY COUNTER TO COALITION NO, 14 Presented: 08/30/99 PERSONNEL FILES An employee shall have the right to inspect and review any official record(s) relating to his or her performance as an employee or to a grievance concerning the employee which is kept or maintained by the County in the employee's personnel file in the Human Resources department or in the employee's personnel file in their Department. The employee's union representative with written authorization by the employee, shall also have the right to inspect and review any official record(sl described above. The contents of such records shall be made available to the employee and/or the employee's union representative, for inspection and review at reasonable intervals during the regular business hours of the County. TENTATIVE AGREEMENT Dated: 11 �r 1 CONTRA COSTA C UNTY LABOR COALITION LABOR COALITION — 1999 NEGOTIATIONS COUNTY COUNTER TO COALITION NO. 14 If Senate Bill No. 172, regarding inspection of personnel records by employees, is signed into law by the Governor, the Director of Human Resources agrees to send a letter to Departments advising of the statutory requirements and the County's obligation to comply. TENTATIVE AGREEMENT Dated: / .1-1-1 619 CONTRA COSTA COUNTY COALITION LABOR COALITION -- 1999 NEGOTIATIONS _COUNTY-COUNTER TO COALITION NO, 3 Presented: 9/30/99 SICK LEAVE (ALL EMPLOYEE ORGANIZATIONS) Poiicies Governing the Use of Paid Sick Leave. As indicated above, the primary purpose of paid sick leave is to ensure employees against loss of pay for temporary absences from work due to illness or injury. The following definitions apply: "Immediate FamiI4 means and includes only the spouse, son, stepson, daughter, stepdaughter, father, stepfather, mother, stepmother, brother, sister, grandparent, grandchild, niece, nephew, father-in-law, mother-in-law, daughter-in-law, son-in-law, brother-in-law, sister-in-law, foster children, aunt, uncle, cousin, stepbrother, of= stepsister, or domesticark�ner 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. Local One — Section 14.3 Local 512 — Section 14.3 Local 535 R&F -- Section 14.3 Local 535 SUPV — Section 14.3 Local 2700 — Section 14.3 CNA— Section 14.3 PDOCC — Section 9.3 WCE — Section 14.3 TENTATIVE AGREEMENT Dated. CONTRA COSTA COUNTY LABOR COALITION LABOR COALITION — 1999 NEGOTIATIONS MANAGEMENT PROPOSAL SECTION 54 — SCOPE OF AGREEMENT & SEPARABILITY OF PROVISIONS 54.4 Duration of Agreement. This Agreement shall continue in full force and effect from October 1, 1 -1999, to and including September 30, 4W9 2002. Said Agreement shall automatically renew from year to year thereafter unless either party gives written notice to the other prior to sixty (60) days from the aforesaid termination date, of its intention to amend, modify or terminate the agreement. Local One - Section 54.4 CNA - Section 57.4 PDOCC - Section 33.4 WCE - Section 46.4 Local 535 R&F - New Section 54.4 Local 535 SUP - New Section 54.4 Local 512 - Section 55 Local 2700 - Section 56 TENTATIVE AGREEMENT Dated: CONTRA COSTA C07 LABOR COALITION 14 r'1(j/ Contra Costa County Emp o meat Duman Services John B. Cullen Director Ms . Joyce Baird November 5, 1999 Senior- Field Representative In partnership SEIU Local 555 Service Dine Supervisors 661 27th St with the Oakland, CA 94612 community, we provide Dear Ms. Baird: services This confirms the intentions of the Employment and Human . Services Department concerning supervisory staffing in that support Children' s Services Units. and protect The Department intends to request the addition of two adults, (2) Social Work Supervisor II positions from the Board of Supervisors, to be utilized in District operations. children, Additionally, the Department intends to request that the families, Board of Supervisors authorize the addition of one (1) Social Work. Supervisor II, whose primary responsibility and the elderly, is to act as a supervisory is to provide backup and promote for long-term vacations, absences and vacancies. This position may also be required to work on special personal supervisory projects. responsibility, It is our intention to request these positions upon the successful conclusion of the current contract bargaining ndependence and process . self-sufficiency. Sincerely, John Cullen Director 40 Douglas Drive • Martinez, CA 94553 (925)313-1500 Fax(925)313-1575 SEIU LOCAL 535 NEGOTIATIONS 1999 SUPERVISORS UNIT COUNTY COUNTER UNION PROPOSAL NO. 2 Date: 11-5-1999 Revised: 11-9-1999 The County agrees to increase the base pay of the Social Work Supervisor 11 classification as follows: 10-1-99 3% Increase Date: 1 12 1 C1 9 CONTRA COSTA COUNTY SEIU-SERVICES LINE SUPERVISORS SE IU LOCAL 536 NEGOTIATIONS 1,000 SUPERVISORS UNIT. COUNTY COUNTER UNIb P SPC} ' �Nta: �t 1-64-909 The Prnploy.ment and Human Services Department will implementa 4/14 work schedule in accordance with Labor-Management Committee finalized guldeiihes; the Department will meet and confer to discuss impact of any unit exclusions from the 4/10 work schedule. Date: NotIq4l CONTRA COSTA COUNTY SEW - SERVICE LIME SUPERVISORS SEW LOCAL 535 NEGOTIATIONS 1999 SUPERVISORS UNIT COUNTY COUNTER UNION PROPOSAL NO. 5 Date: 11-6-1999 (Revised) SECTION 52—SPECIAL BENEFITS d. Professional Development. A Professional Development Reimbursement Plan will be provided to include reimbursement of up to $150 per fiscal year for memberships in professional organizations, subscriptions to professional publications, attendance fees at job-related professional development activities, job related books, electronic calendars and organizers, and software and hardware from a standardized County approved list or with Department Head approval, provided each employee complies with the provisions of the Computer Use and Security Policy adopted by the Board of Supervisors. Beginning January 1. 2000, employees shall be eligible for reimbursement of up to four hundred dollars ($400) for each two (2) year period. 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 canceled check). Date: _ `t%g t j CONTRA COSTA COUNTY SEW -SERVIC L SUPERVISORS SEW LOCAL 535 NEGOTIATIONS 1999 SUPERVISORS UNIT COUNTY COUNTER UNION PROPOSAL.NO. 6 (R6.0tert) ©ate. 1.1-5-1999 SECTION 28 - TRAINING REIMBURSEMENT The Social Service Department shall establish an annually renewable training reimbursement fund in the amount of $5,000 for the exclusive purpose of reim- bursing employees covered by this agreement for the cost of tuition, fees, books, and other employee expenses incurred in the pursuit of work related education, continuing education, or work related graduate degree. Said fund shall replace the career development training reimbursement described in the County Administrative Bulletin on Training. Reimbursement under said fund will be ($150) POF GI , not to exceed six hundred fifty dollars ($550) per year. When authorized as operationally beneficial to the Department, up to $50 of the training reimbursement fund per calendar year per employee may be used toward conference attendance or related materials not covered in the Professional Development Allowance in Section 52.4. , Reimbursement under the above limits for the cost of books for career development shall be allowable. Date. Nou sj tgQ9 CONTRA COSTA COUNTY SEW - SERVICE LINE SUPERVISORS SEIU LOCAL 535 NEGOTIAT16NS 1999 SUPERVISORS UNIT - COUNTY COUNTER . UNIONPRO „O.S; , L:N. 33 Wt e: 11-6-109 (Revised) SECTION 52 -•SPECIAL BENEFITS f. Deferred Compensation Incentive. The County's contribution to eligible employees who participate in the County's Deferred. Compensation Plan will be forty dollars ($40) per month. Effective January 1, 2000. the County's contribution to eligible employees who participate in the County's.Deferred Compensation Plan will .be fifty dollars(.$50)-per month. To be eligible for this incentive supplement, eligible employees must first, as a member of this Union, contribute a Base Contribution Amount to the Deferred Compensation Plan as follows: Current Qualifying Monthly Base Contribution Monthly Base Contr. Amount for Maintaining Salary Amount Incentive Program Eligibility 21500 & below 250 50 2501 - 3334 500 50 3335 - 4127 750 50 4166 - 5000 1000 50 5001 - 5634 1500 100 5835 - 6667 2000 100 6668 & above 2250 1.00 Employees who meet these Base Contribution Amounts must contribute at least fifty dollars ($50) or one hundred dollars ($100) per month to remain eligible for the forty dollars ($40) County supplement. Effective January 1. 2000, the County Supplement will be increased to fifty dollars ($50) per month. Employees who discontinue contributions or who contribute less than the required amount per month for a period of one (1) month or more will no longer be eligible for the forty dollars ($40) County supplement. v Effective January 1. 2000 the County .Supplement will be increased to ffty dollars (150) per month. To reestablish eligibility, employees must again make a Base Contribution Amount as set forth above based on current monthly salary. Employees with a break in Deferred Compensation contributions because of either an approved medical leave or approved financial hardship withdrawal, shall not be required to reestablish eligibility. Further, employees who lose eligibility due to budgetary constraints but maintain contributions at the required level and later return to an eligible position shall not be required to reestablish eligibility. Date: Nov 51 ta42 CONTRA COSTA COUNTY SEIU - SERVICE LINE SUPERVISORS z,,)n �t�,&",- Qa44,- 6da&z, Alp 10ql SEW LOCAL 535 NEGOTIATIONS 1999 SUPERVISORS UNIT COUNTY COUNTER INION PROPOSAL NO 11 Date: 11-5-1999 SECTION 52 -- SPECIA+Lt_BENEFITS a. Life Insurance. $35,000 $45.000Group Term Life Insurance will be provided. Premiums for this insurance will be paid by the County with conditions of eligibility to be reviewed annually. [date: amu. 5, n9l CONTRA COSTA COUNTY SEW - SERVICE LLNF.,SUPERVISORS