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HomeMy WebLinkAboutRESOLUTIONS - 01011999 - 1999-587 C6 THE BOARD OF SUPERVISORS OF CONTRA COSTA COUNTY, CALIFORNIA Adopted this Order on November_16. 1 99 by the following vote: AYES: Supervisors Gioia, Uilkema, DeSaulnier and Canciamilla NOES: None ABSENT: Supervisor Gerber ABSTAIN: None SUBJECT: Adopt Letter of Understanding } With SEIU Local 535 ) Resolution No 99/587 Rank & File 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 Rank & File Unit Sr. Field Representative, regarding economic terms and conditions for October 1, 9999 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 minutes of the Board of Supersors on the date shown. ATTESTED: f1Tam—amhsar_ 1 r- PHIL BATCHELORC erk of the Board of ervi s and my 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 0r - �. ..: Human Resources Sa Department Co 4 . Administration Bldg, County ....l 651 Pine Street,Third Floor Martinez, California 94553-1292 (925) 335-1770 Leslie T Knight Director of Human Resources November 11, 1999 Ms. Joyce Baird, Sr. Field Representative SEIU, Local 535 661 — 2701 Street Oakland, CA 94612 RE: ECONOMIC TERMS & CONDITIONS FOR SEW LOCAL 535, RANI{ & FILE 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 SEIU Local 535, Rank & File 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 SEIU Local 535, Rank & File Unit are expressed in the last expired MOU, subject to the terms of this Letter of Understanding. COAL111014 AGREEMENTS 1. Wage Increases. October 1, 1999: 5.0% increase October 1, 2000: 3.0% increase October 1, 2901: 4.0% increase 2. Lump Sum Payment. 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 Leave 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. IIsay. Amend section to add Psychologist to the list approved for examination of employees. 5. Health Care Spending 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. C. Probatim Peri 8. Workef.' 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. Medical/DentaILLIfe lnsuran!Ge 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. Health 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 al Pay. 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. E!ay for Work in Higher Classification. The rate of pay established for work in a higher classification shall commence on the 4181 consecutive hour in the assignment. 13. Permanent4ntermftl2ntrrempgraly Em lloov Medical. The County agrees to provide CCHP Plan A-2 to Permanent-Intermittent and Temporary Employees who meet the eligibility requirements. 14. Joint LabQr/Mabagement Committee. Create a subcommittee to review the Memorandum of Understanding and recommend correction of inadvertent errors, deletion of obsolete language, etc. 15. Grievance Procedure. Step 4 — Adjustment Board may be waived by the written mutual agreement of the parties. _3_ 16. &9onomics. 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. Personal Flies. 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. ®omest c Partner. Add Domestic Partner to definition of Immediate Family in Sick Leave Section. UNIT TABLE AGREEMENTS, 19. Employment and Human Services Department letter concerning approximate targets for assigning work in the CalWORKs Program. 20. Employment and Human Services Department letter concerning the Statewide "Yardstick„ study. 21. Effective October 1, 1999, the County agrees to increase the base pay of the Social Casework Assistant classification by 8.54%; the Employment Placement Counselor classification by 3.5%; and the Social Casework Specialist 11 classification by 3.0%. 22. Effective October 1, 1999, the County agrees to incorporate the 3.5% CalWORKs differential Into the base pay of the Social Service Program Assistant and Social Worker classifications. 23. Effective January 1, 2000, the County agrees to increase the base pay of the Social Service Welfare Fraud Investigator, Social Service Welfare Fraud Field Investigator and Social Service Sr. Welfare Fraud Field Investigator classifications by 4.86%. _a 24. Effective January 1, 2000, the County agrees to increase the base pay of the Social Casework Assistant, Social Service Program Assistant, Social Worker and Employment Placement Counselor classifications by 1.28%. 25. Effective October 1, 1999, the County will remove Step 1 and Step 2 from the bottom of the Social Casework Specialist I salary range, making the salary range three (3) steps. 26. The Health Services Department agrees to submit a P300 requesting the reclassification of the Public Health Social Worker positions to Medical Social Worker 11. 27. The County will develop a new employment focused job classification which will include the following functions: Medical Combo, Medical Intake, MediCal lead worker and training unit. 28. If the State law is amended to allow employees in the Social Casework Specialist series to be eligible for safety retirement and such amendments are adopted by the Board of Supervisors, the County will meet with the Union to discuss the issue. 29. The Employment and Human Services Department will implement a 4/10 work schedule in accordance with the Labor-Management Committee finalized guidelines; the Department will meet and confer regarding the impact of any unit exclusions from the 4/10 work schedule. 30. Any items declined for discussion by the Program Committee will be listed in the minutes; the Union may request a written response from the Bureau Director on resolutions or responses to pending issues. 31. The Employment and Human Services Department and the Union agree to establish a Task Force to identify potential positions where telecommuting could be utilized in accordance with the County's Telecommuting Policy. 32. The Employment and Human Services Department and the Union agree to establish a Labor/Management Committee to study and recommend actions necessary to identify and develop potential part-time and job sharing opportunities. -s- 33. Section 20.7 — Promotional Employment List shall be added to reflect an increase from three (3) to five (5) in the names certified from the promotional employment list. 34. Upon request by the Union, the Human Resources Department agrees to meet to discuss issues related to continuous testing. Effective January 1, 2000, the County shall provide Quarterly Reports regarding certain information on Temporary Employees. 35. This agreement shall remain in full force and effect from October 1, 1999 to and including September 30, 2002. Dated: I I / I -z- `9 C) CONTRA COSTA COUNTY SEIU LOCAL 535, RANK & FILE UNIT Kathy Ito, Labor Relations Manager Joyce Baird, Sr. Field Representative LR:unionslseiu1535R&F99-02 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 -6- LABOR COALITION — 9898 NEGOTIATIONS COUNTY SETTLEMENT PACKAGE PROPOSAL Presented: October 1, 1999 44:15 AM CCA=O, N PROPOSALS 1. SALARY 10/1/99-5% 1011/00-3% 1011/01 -4% 2. LONGEVITY Drop 3. BENEFITS Attached Tentative Agreement 9. TEMP. LANGUAGE Attached Tentative Agreement 21. P'UTEMP 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 monthst,,,c'� 500 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 MOIL 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 PROPOS ALS 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—9/30/99 COMPENSATION 14. DIRECT MAILING Crop TENTATI'V'E AGREEMENT Dated. 1,Q t CONTRA COSTA qqPNTY LABOR C ALITION,-r4 44 4 (4�) J I of .......... LABOR COAL11nON -1999 NEGOTtA11ONS ALL EMPLOYEE ORGANIZATIONS MANAGEMENT PROPOSAL NO. 3 Presented: 08110199 Revised: 08118199 Revised: 08126199 Revised: 08130199 CATASTROPHIC LEAVE BANK Program ,Design. Motive 401 4, 4994, The County Human Resources Department will begiR epemfienoaerate 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 hank 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. Em to ees may donate hours either to a s clfic 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 lona term major physical impairment or disability which manifests Itself during employment. „ aero. The plan 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 aFAGuPA of aeGmals to beewa The committee shall determine the amount gf accru Is to be awarded for em I ees whose donations are non-specii`c. 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 (S) hours total, have applied for a medical leave of absence and have medical verification of need. Donations are irrevocable unlesfithe d o di n o I ibl em -Iemp-Igm Is denied. efW-Q2opWM may be made in hourly blacks with a minimum bleeks donation of not less than four (4) hours from balances In the vacation, holiday, floating holiday, compensatory time, or holiday compensatory time accounts. E_Mo es lect o d2nate o l i- ual _shallhave- v five pergent,(75%)_ f itona ' n creditedto Individual and ice 2 itedk 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. AD 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 plan is gdevable. AM appeals from either a donor or recipient will be resolved on a final basis by the Director of Human Resources. -This Gatastr-ophir. Leave Bank pFegFam is adopted en a twelve month (42) pi by emplwyess. 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 benefrts. Benefits may be dented, or awarded for less than sic (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, except for hours donated to a soedfic employee. In the event a donation is made to §p2clfic em to ee end the committee dejermines-Lhe emplg= does not meet the Catastrophic Leave Bank criteria the donating a to a may authorize the hours to be donated o the bank or returned to the donors a count. The donatin emylgM will have fourteen 14 calendar dW from not ifica ion to submit his/b§r decision regarding the status of their donation or The hours.will be 1 vocabl transferred to the Catastrophic Leave Bank. Any unused hours transferred to a recipient will be returned to the Catastrophic Leave Bank. Local One—Suction 15 Loral 512—Section 15 Local 535 R&!`—Section 15 Local 535 Supv—Section 16 Local 27010—Section 15 Appralsers—Section 15 CNA—Section 15 P DOCC—Section Now WCB—Section 15 TENTATIVE AGREEMENT Dated: 1/1 CONTRA COSTA COUNTY LABOR COALITION . . k- e LABOR COALITION — 1999 NEGOTIATIONS Presented: 06110/99 Revised: 07101199 DISABILI'T'Y 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 jhvsiclan and/or a psychiatric examination by a licensed physician orycholo ic�st. and receive a report of the findings on such examination. if the examining physician or pAy- holp_gist 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 INCE • Section 14.5 S TENTATIVE AGREEMENT Dated. CONTRA COSTA COUNTY LABOR COALITION 4 - iTib.fi�+.i�or J/ Y•i•Yt XI �'"�" , c r Y i LABOR COALITION—19gg NEGC�TIAT1�3N5 LL EMPLOYEEG NI7.A {) S .MANAGEMENTOS O. Presented: 08110teg HEALTH CARE SPENDING ACCOUNT (LOCAL ONE, 512, 5358&F, 2700, APPRAISERS, CNA, WCE) The County will offer regular full-time and part-time (20/40 or greater) County employees the option to participate to 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 $► $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 SUPN, 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 $2 .. " per year, Iv-r i M-alu l care Opei`lfiefi i c t reimbursed by any other health beneffts 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. Local One—Section 19.1 o Local 512 —Section 20.9 Local 535 R&F—Section 18.9 Local 535 SUPV—Section 19,9 Local 2700—Section 20.9 Appraisers—Section18.9 CNA—Section 18.8 PICC—Section12.9 WCE--Section 18.8 TENTATIVE AGREEMENT Gated. q L-fj CONTRA COSTA COUNTY LABOR COALITION /� LABOR. COALITION ` 1999 NEGOTIATIONS ALL EMPLOYEE ORGANIZMIONS MANAGEMENT PROPOSAL NO, 9 Presented: 09/10/99 Revised: 09/30/99 Revised: 10/14199 Revised: 11/09/99 PROBATIONARY PERIOD (ALL EMPLOYEE ORGANIZATIONS EXCEPT CNA and P©OCC) 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 TWO period shall be from +s 6) 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- 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 h s. Listed below are those classes represented by the Union which have probation periods in excess of six---( 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)1NIne ) Months. Classes represented by the Union which have probation periods in excess of sixes nine (9) months for original entrance appointments and six (6) months for promotional appointments: Appraiser Aisle-- One (1) year Junior Appraiser--One (1) year (LOCAL #535 RANK& FILE UNIT— Section 99.2) ('LOCAL #535 SERVICE LINA`SUPERVISORS UNIT— Section 20.2) Ctassm With Probation P2rlodiii i Months. Listed below are those classes represented by the Union which have probation periods in 2 excess of nine (9) months for original entrance appointments and six (f) months for promotional appointments: None. THE ABOVE MODIFICATIONS RE PROBATIONARY PERIODS OVER 6/9 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. 29.4 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 seared 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 six-( ) nine (9) month probation period, probation will be considered completed upon serving ) fifteen hundred (1,590) hours after appointment except that in no instance will this period be less than six (6) 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: I t /lI t_ 19 1) CONTRA COSTA COUNTY LABOR COALITION a I ABOR COALITION — 1999 NEGOTIATIONS ALL EMPLOY9E QRGANIZATIQNS Presented: 0199 Revised: 09123199 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 jrft mem rshlv by either continuing to paytheir m nthlpreium to the Conb e delldlineg-jestablishedbyhe County gr converting to Individual conversion memberships from the County plan throw medicalIn an carrier. ifavallable. 410 , Local One - Section 19 Local 512 -Section 20 Local 5358&F -Section 18 Local 535 SUPV-Section 19 Local 2700 - Section 20 CNA-Section 18 PDOCC-Section 12 WCE-Section 18 TENTATIVE AGREEMENT Gated: A0 7 COUNTY COALITION LABOR COAL MON—1999 NEGOTCATIONS ALL EMPLOYEE EE ORGANIZATIONS MANAGEMENT EBQFgjAL NOVI 1 Presented: 06110199 Revised: 09123199 Revised: 09130199 SAMPLE LANGUAGE WORKERS' COMPENSATION SAND CONTINUING PAY Local One Workers' Compensation. A permanent non-safety employee shall continue to receive ° the aggropriate percent of regular monthly salary, for all ac0ented 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, 4 2000, the percentage of pay for employees entitled to Workers' Compensation shall be decreased from 88% to 87% tom. plans. if Workers' Compensation becomes taxable, the County agrees to restore the eument original benefit level (100% of monthly salary) and the parties shall meet and confer with respect to funding the increased cost. A. W ed: (Excludes Local 538 R&F/Supe) yawfieA a9mals. This YAN be eensidwed as the last day b i$ a.thre M calendar c av &,ftfflu dive waiting period before Workers' Compensation staff befflfits, commence. If„the.Inlured worker koes anytime on_the day of injury, that daycounts as day one (1) of the waiting period. If the insured 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 worts as a result of the n�Xhe 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. 9-ontinuinag Pay: A permanent employee shall receive 66% of regular mc ntN salary during any period of compensable temporary disability not12 exceed one yp_ar. . "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 ret forth in Division 4 of the California Labor Code. When any disability becomes MAIcallY permanent and stationary, the salary provided In by this Section shall terminate. :Me empleyee shag mtum 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 continuinc ,nay-is received. salaFy paMents aFe made. Employees shall be entitled to a The maximum peAqd of one (1) year of concont pay benefits for any one injury or illness C. Continuing pay begins at the same time that temporary Workers' Compensation benefits commence +staAs and continues until either the-member is declared medically permanentlstationarv:t#e or unfit one (1) year of continuing pay, "Fe the date Gf iFqUFY, whichever comes first proviled the employee m ins in an aWyne em to e d gAtus. Continuings automatigglly.terminaW.on the date an t Con sgndcar, resignation, re firemen no 120ger 2m2loyA by the Cbgoty.Inse Instgnaes, mqloyMs willbe id Workers' Com nsatiobenefits as res bed Yorkers' Comoen�sation laws. All continuing pay ' will be cleared through the County Administrator's Office, Risk 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 continuous to either the beginning 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 14.6 Local 512—Section 17 Local 535 R&F—Section 14.5 Local 535 Supv—Section 15.1 Local 2700—Section 17 CNA—Section 14.6 PDOCC—Section 9.6 INCE—Section 14.6 TENTATIVE AGREEMENT Dated: 1 d l(Ig: COUNTY COALITION aa '�' �t . LABOR COALITION —1999 NEGOTIATIONS ALL ORGANIZATIONS UNTO` COUNTER TO COALITION No. 3 EALTN uFE kDENTAL C RE Health Plan pFegFam of t dental and life !As YeFage t Plan, Weafth Plan, and the GGn#a Gesta Geunty Wealth Plan, to all peFmaAent vme • r 4994 kh . Du ef We all wndftieRs and 4"afdin t health tt Ih_e,County will continue to offer existin County-brogo Benefit Pro rams of medical dental and life insurance coverage through December 31 19-9-9 to all ipermanent employees regulady regularlyscheduledo work tweed or more hours per week. Effective January 1.- 2000 the County will offer Grow Benefit pro rams for medical dental and life insurance coverage to all permanent em to ees re-gulady scheduled to work twen 20 hours or more ggr -week as described in the -Septem r 0 1999 agreement Attachment between the Count nd the Labor Coliftion. TENTATIVE AGREEMENT Dated: CONTRA COSTA CLJUNTY LABOR COALITION � - tiA vaoc,� LABOR COALITION—1999 NEGOTIATIONS AM M {} E I NSCOUNTY COUNTER TO C ALi 0 Presented: 09/24199 Revised: 09/30199 TENTATIVE AGREEMENT MEDICAL IDENTAL/LIFE INSURANCE ADJUSTMENTS R Q.FRED Effective January 1, 2000, the County will offer the following plans: Contra Costa Health Plans (CCHP) A & 8, Kaiser, Health Net HMO, Health Net PPO, Delta and PINI Delta Care Dental. Effective January 1, 2000 the County will terminate their contracts with Foundation Health Systems PPO (FHSPPO) and Safeguard A& B Dental. HE—ALT .H PLAN SUS.V TION Effective January 1, 2000, the County subvention for medical plans will be as follows: CCHP A 9810 CCHP 8 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 O,ENTAL PLAN SU iBV€NTION Effective January 1, 2000, the County subvention for Dental plans will be as follows: Delta Dental/CCHP A IB 98% PMI Delta Care/CCHP A/B 98% Delta Dental 78% PMI Deas Gare 78% at 3 year rate guarantee Dental Only County pays all but .01 Effective January 1, 2000 benefits will be added to the medical plans:as follows: Q&HE acupuncture No co-pay/10 visits per calendar year Outpatient Durable Medical Equipment No co-pay r.HPB Acupuncture $5 co-pay/1 visits per calendar year Chiropractic $5 00-pay/20 visits per calendar year Outpatient Durable Medical Equipment No co-pay HEALTH NET HMO Chiropractic $10 co-payt20 visits per calendar year Outpatient Durable Medical Equipment No co-pay ER Office, Emergency Room & Rx co-pays Increase co-pay from $3 to $5 Diabetic Testing Supplies No Co-pay Chiropractic $15 co-pay/24 visits per calendar year Outpatient Durable Medical Equipment No co-pay DELTA DENTAL, PSN ENHANCEMENTS Increase Annual Maximum from $1200 per member to: $1400 1/112000 $1500 1/1/2001 $1600 111/2002 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 $3004 to $7500 for employees enrolled in either a health and/or dental plan. HEALTH CARE ► RSIGHT COM aJEE he Committee shall continue In its current format. OPEN ENBQLLMEN Open enrollment shall be held September 1 through October 15, 2040 and 2001 for coverage effective January 1, 2001 and 2002 respectively. Open enrollment for coverage effective January 1, 2003 shall be dependent on the outcome of negotiations. SAN MODIFICATIONS It Is understood that the County shall not seek to discontinue or modify any health or dental plan currently provided. However, if a provider discontinues or modifies benefits pursuant to the provider's agreement with the County, the County shall Immediately, upon knowledge of this potential, meet and confer regarding replacement or proposed modification to the contract with the provider. Replaces: Local One--Attachment N Local 512—Attachment B Local 535 RBF—Attachment D Local 535 Supv—Attachment C Local 2704—Attachment B CNA—Attachment C WCB—Attachment A `ENTATIVE AGREEMENT Dated: (0 1 1 ` CONTRA COSTA MT1Y LABO OALITIO -leL � _. LABOR COALITION—1999 NEGOTIATIONS CO Cts C 0 E Presented: 0710$/99 Revised. 0711 X199 Revised: 07129199 3. Benefits Health Pians C. The County andthe Health Care ersi ht Comm ee s sub- ggmm ee of the Coun --and the Labor Co2giftion..shaft seek and secure muAually agreeable options of health plans which provide impraveoi�portabill-W for panic-lp_a=. E. The un nd the La or liti n that a int aborfmana ement Heafth are +Guars ht mm ee ail mnsid r Lhe following islues: 1. Improve the a2 ointment sch uli for CCHP 2. Rouce the waft for ohamilof orders for CCHP 3. Viand the portability of CCHP A. improve}dsion care coverage The Committee half ort Uts findings Jo the Q2untyand the Lab ol' in ol ng later Than JuLy 1. 2000f the parties w611 meed and opnfer arding orAlons. LABOR COALITION —1"9 NEGOTIATIONS COUNTY COUMR TO C0-AI_MON N0. 3C+SA E Page 2 TENTATIVE AGREEMENT Dated: lq3_. CONTRA COSTA COUNTY LABOR COALITION AA f .� LABOR COALMON -1989 NE0071A*nONS GOUIII COUtfIER IQ CCyA inQN N;13 Presented: 08130199 Revised: 09123188 SlijNGUA A salary differential of fiy- l#as ($ soy enly dollars ,(.L7Q.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- * 4,406 the current program differential shall be increased (M-Wo-a total of seven five dollars ($75) per month. Effective ober 1, 2x01, a the differential shall be increased to a total of eighty dollars ($,80) per month. Local One - Section 28 Local 512 ..Section 27 Local 5358&P-Section 25 Local 535 SUPV-Section 26 Local 2704- Section 27 CMA-Section 25 Yi TENTATIVE AGREEMENT Dated: COUNTY COALITION LABOR COALIT10 -• 1999 NEGOTIATIONS Presented: 09113199 SECTION 5— SA R1E5 cation. When an employee in a permanent position in the merit system is required to work in a classification for which the compensation 1s 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 MICU, commencing on the Ze 41v consecutive hour in the assignment, under the following conditions: Local One— Section 5.14 Local 512--Section 5.15 Local 535 R&1= - Section 5.15 Local 535 Supv- Section 5.15 *, J Local 2700 - Section 5.15 . u Appraisers - Section 5.16 CNA - Section 5.17 PDOCC— N/A WCE - Section 5.14 TENTATIVE AGREEMENT Dated: CONTRA COSTA COUNTY LABOR COALITION 4i Lei. xjA yD cc LABOR COAUTION— 1999 NEt3OT Al IONS ALL 1911P .0Y E It`sANIZA 2N CQUNTY 4i R D CC'�AL.1 t NCS► 3 Presented. 07108199 23. The County 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 parr0as, 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. __JENTATIVE AGREEMENT Dated: � ..._ CONTRA COSTA COUNTY LABOR COALITION .. tr�ec cdc LABOR COALITION -1999 NEGOTIATIONS GOUNTY COUNTER 10 COALITION No. 6 Presented: 09130/99 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 25 CNA— Section 24 PDOCC —Section 15 WCE — Section 24 TENTATIVE AGREEMENT Dated: CONTRA COSTA CC3 NTY LABOR COALIT N r LABOR COALITION — 1999 NEGOTIATIONS Presented: 09123199 Revised: 09123199 Revised: 09130199 E1 QNOMICS No later than May 15, 2000, the County will submit for Coalition input revisions to Administrative Bulletin No. 425 dated April 17, 1990 and an Ergonomic Meld Guide, with a goal of finalization by June 30, 2000. TENTATIVE AGREEMENT Dated: 11111 1qq CONTRA COSTA COU TY LABOR COALITION r LASOR COALITKOy k 1999 NEGOTIATIONS ALL EMPLOYEE QRGANI OUNTER IQ WALMON NQ, 14 Presented: 08130199 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. h m to ee's union e r tiv with 'tt n authorization bthe ll also have thg dght any gfficial dgsodbed above. The contents of such records shall be made available to the employee n r th employ e' io ti , for inspection and review at reasonable intervals during the regular business hours of the County. TENTATIVE AGREEMENT Dated; 11 t CONTRA COSTA 7NTY LABOR COATI ION LABOR COALITION — '1999 NEGOTIATIONS COUNTY COUNTER TO COALITION NO. 14 If Senate Sill No. 172, regarding Inspection of personnel records by employees, I LABOR COALITION -- 1999 NEGOTIATIONS COUNTY COUNTER TO COALITIONS0. 3 Presented: 9/30/99 SICK LEAVE (All EMPLOYEE ORGANIZATIONS) Policies Goyernina 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., Familic 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, er stepsister, or domestic.,paringr 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: 11 1-in -4i CONTRA COSTA COUNTY LABOR COALITION Contra Costa County w { Eng. ovment Human Services John B. Cullen Director November 5, 1999 In partnership iv1s, Joyce Baird with the Senior Field Representative SEIU Local 535 Line Workers community, 661 —27*Street we provide Oakland, CA 94612 services Dear Ms. Baird: that support This confirms the intent of the Employment and Human Services Department and protect concerning approximate targets for assigning work in the CaIWORKs program. The targets are for planning purposes only and do not fix.the number of cases adults, that can be assigned. These targets are also related to the intention to transition children, to employment-focused duties for the Social Service Program Assistant class, and benefits duties in the Eligibility series. families, and the elderly, Social Service program Assistants assigned to CaIWORKs post assessment cases will be expected to handle a target range of 75-84 cases. and promote Eligibility Work Specialists assigned benefits duties in UWOM post personal assessment units will be expected to handle a target range of 184-200 cases. responsibility, This stated target range does not limit the Department's ability to assign work in accordance with previous contractual agreements. independence and self-sufficiency. It is our intention to move to this target range of assignments as soon as possible. We look forward to working fiulher with you to meet our goals concerning the service of participants in the CaIWORKs program. Sincerely, Y John Cullen Director JBC:sjb s35CdwoRK9 x.5WS 40 Douglas Drive - Martinez, CA 94553 • (925)313.1500 • Pax(925)313-1575 s Contra Costa County Emp o meat & Human Services John B. Cullen 'Director November 5, 1999 In partnership Ms. Joyce Baird with the Senior Field Representative SEIU 535 Lute Workers community, 661 —2-/*Street we provide Oakland, California 94612 services Dear Ms. Baird. that support This confirms discussions between SERJ Local 535 and the Employment and and protect Human Services Department concerning the finalization of the Statewide adults, "yardstick study" concerning Children's Protective Services. children, The Department agrees that it will meet and confer over the impact resulting from the State's funding of and any implementation of tate yardstick study families, results. It is our understanding that the data gathering for the study will be and the elderly, completed shortly, but it is unknown when any resulting budgetary allocation information will be provided to the County. When that information is and promote provided, we will contact you to begin the meet and confer process. personal Thank you again for your union's support of the effort to gather this responsibility, information. independence and Sincerely, rrelf-sufficiency. John Cullen Director JBC:sjb 333 Yw&fick St WytCPS 40 Douglas Drive » Martinez, CA 84553 » (925)313.1500 » Fax(925)313-1575 SEW LOCAL 535 NEGOTIATIONS 1999 RANK & FILE UNIT COUNTY COUNTER UNION PROP AL Nth Dates 11-8-1989 Effective October 1, 1999, the County agrees to Increase the base pay of the following classifications: Social Casework Assistant 8.54% Employment Placement Counselor 3.5% Social Casework Specialist II 3.0% Effective October 1, 1999, the County agrees to incorporate the CaIWORKS differential into the base pay of the classifications listed below: Social Service Program Assistant 3.5% Social Worker 3.5% Effective January, 2000, the County agrees to increase the base pay of the following classifications Social Casework Assistant 1.2810 Social Service Welfare Fraud Investigator 4.86% Social Service Welfare Fraud Field Investigator 4.86% Social Service Sr. Welfare Fraud Field Investigator 4.86% Social Service Program Assistant 1.28% Social Worker 1.28% Employment Placement Counselor 1.28% The County will also remove Step 1 and Step 2 from the bottom of the Social Casework Specialist I salary range, making the salary range three steps. Gate: MV . ,, ta99 CONTRA COSTA COUNTY SEIU LOCAL 535 RANK& FILE SEW LOCAL 535 NEGOTIATIONS 1999 ANK & FILE UNIT COUNTY COUNTER UNION PROPOSAL NO.y�6y//yDy� Date. 11-5-1999 The Health Services Department agrees to submit a P300 within ninety (90) days of the adoption of this Memorandum of Understanding requesting the reclassification of Public Health Social Worker positions to Medical Social Worker ll. Date: CONTRA COSTA COUNTY SEIU LOCAL 535 RANK & FILE ZIO ,,,� SEW LOCAL 535 NEGOTIATIONS 1999 RANK & FIL.E UNIT COUNTY COUNTER UNION PROPOSAL NO. 8-1 Date: 11-6-1999 The County will develop a new employment focused job classification prior to .January 31, 2000, which will include the following func tlons. Medical Combo, Medical Intake, Medical lead worker and training unit Date: CONTRA.COSTA COUNTY SEUI LOCAL 535 RANK& FILE 9 o t h o �. i -- SEW LOCAL 539 NEGOTIATIONS 1999 NK & FILE UNIT CQUNa COUNTER UNION PROPOSAL NO, 7.2 Date: 11-6-1999 The County agrees that If there are amendments to State law during the term of this agreement that allow employees In the Social Casework Specialist series to be eligible for safety retirement and such amendments are adapted by Resolution of the Contra Costa County Board of Supervisors, the County will meet to discuss this Issue. Date: Wnyj9�� CONTRA COSTA COUNTY SEW LOCAL 535 RANK E SEW LOCAL 535 NEGOTIATIONS 1999 RANK & FILE UNIT COUNTY COUNTER UNION PROPOSAL . 8.1 Date: 11-6-19-99 The Employment and Human Services Department will Implement a 4110 work schedule in accordance with Labor-Management Committee finalized guidelines, the Department will meet and confer regarding the Impact of any unit exclusions from the 4110 work schedule. Date: - _Ngj g-�. %!a-% CONTRA COSTA COUNTY SEW LOCAL 535 RAbIK & FILE e SEW LOCAL 535 NEGOTIATIONS 1599 NK & FILE UNIT COUNTY COUNTER UNION PROPOSAL NO. 9 Date: 11-5-1999 Section 37.4 Program Committees. It will be the ongoing expectation and process that program specific Issues shall in most cases be first addressed In a timely manner In the respective Program Committee(s) before becoming a topic for discussion In the Labor-Management Team. Topics for discussion in Program Committees Include potential program/regulation changes, Information regarding new procedures, forms, and other factors or changes In procedures which may have an impact on workload. Any items declined by the Pro-gram Committee for discussion/action will be listed In the minutes. 11 the withIR foFty-five (46) days, the appr-epFiate Assistant DiFen-tor 6-h-all have Program Committees shall meet monthly, unless a meeting is waived by the Director or his/her designee, and written minutes shall be furnished to the Labor-Management Team members on a timely basis. Such minutes should clearly Identify issues and program committee actions. If the minutes do not reflect a resolution or response to mriding Issues within the time frames for response, the Union may--,s cally request an Lm—mediate mdtten response from the apioro2dft 8-ur2au Director, Program Committees will work within the appropriate chain of command in managing committee work and agendas expeditiously. If the Program Committee does not reach resolution acceptable to the parties within forty-five (45) days, the appropriate Assistant Director shall have twenty {20} days to resolve the matter. Such resolution shall be transmitted to the Committee and, Union In writing. Failing resolution, either party may submit such matters to the Labor-Management Team. Date: CONTRA COSTA COUNTY SEW LOCAL 535 RANK& FILE jglmac�'- zjtj'e4- JL(j— Mad 'k i. SEW LOCAL 535 NEGOTIATIONS 1999 RANK & FILE UNIT COUNTY COUNTER _ UNION PROPt��,�, NO. 8-3 Date: 9-21-1999 Section 52.5—Telecommuting Options The Employment and Human Services Department and the Union agree to e0fir,y. The Task Force will consider, but not be limfted to. the JQ11owing cftda* se delivej)ej . oc verage and availabilby for nadicipants. Ibe Iagk Force shall omplete its study by June 30, 200Q and submit ft tothe Dire_rjor-of the Employment and Huma Selyj ec s D artmerLt Cate- q I�&Big! CONTRA COSTA COUNTY SEUI L CAL 535 K iLE I kje,- f SEW LOCAL 535 NEGOTIATIONS 1899 BANK & FILE UNIT COUNTY COUNTEEt UNION pRQpOSAL NO B- Date: 9-21-1999 ,Section 52.4 —Job harinand E!'r��Job Opportunities The Eml2loyment and Human Services Department and the Union agree to thiep- (3) reprasentativeA of Labor and -three (3) represgniatives from Manaaament to study and recommend actions necessanr to Identify and 30 2000, Date; CONTRA COSTA COUNTY SEUL LOCAL 535 BANK & FILL .d SEW LOCAL 535 NEGOTIATIONS 1999 RANK & PILE UNIT MANAGEMENTPROPOSALNO, 7 Data: 9-7-1999 Sgetign 20.7 Promotional Employment List — Rule of Five. Qn each reQuest for personnel from a 12mmotional empigyment list fQr a class. flye 45) names shall be certified, If more than one (1) positioo is to be filed In such claas In a department at the same time and from the, same request for personnel. The number of names to be cert ed from, such promotional appointment list shall be equal to the number of positions to be tamed plus four.4)= Section 24. Physical Examination. Date: 1�_-: CONTRA COSTA COUNTY SEW LOCAL 53 RA & FILE LABOR CAAL111(.w:4 11999 NEGOTIATIONS CtJU C Presented: 09130/99 TEMPORARY- EMPLOYEES (LOCAL ONE, LOCAL 535 AND LOCAL 2700 ONLY) Upon receipt of a request by the Union, the Human Resources Department agrees to meet to discuss the issues related to continuous testing and the frequency of such testing regarding specific classifications. Effective January 1, 2000, the County shall provide quarterly reports regarding temporary employees which include the following information: employee name, classification, department, mail drop I.D., and number of hours worked in all classifications and departments on a calendar year-to-date basis. Local 2700-Section 54 Local tine-Section 53 Local 535 R&F-Section 50 TENTATIVE AGREEMENT Dated: Cts TRA C STA NTY LABOR COALIT ON LABOR COALITION — 1'999 NEGOTIATIONS 5 —SCOPE OF AGREEMENTS 54.4 puratiort-of AgrSement. This Agreement shall continue in full force and effect from October 1, 48 -1999, to and including September 30, 48 2M. 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 P'DOCC - Section 33.4 INCE - Section 45.4 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: jf)1Iq 14 q -- CONTRA COSTA CO TY LABOR COALITION